Professional Documents
Culture Documents
Ekansh Motors Maruti Udyog Ltd. Kaithal
Ekansh Motors Maruti Udyog Ltd. Kaithal
ON
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Date- 17-08-2008
The matter embodied in this project work has not been submitted earlier for
award of any degree or diploma to the best of my knowledge and belief.
RAVI PARKASH
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Date- 17-08-2008
Faculty Guide
Dr M.N Sharma
PREFACE
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The study would not have been possible without the unconditional
guidance and support of all at this branch of MUL. I would like to thank all the members
of the company besides all others who have been helpful to me for completing the study.
ACKNOWLEDGEMENT
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Shruti Gupta
PREFACE
ACKNOWLEDGEMENT
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SECTION-1
• COMPANY PROFILE 07
SECTION-2
• INTRODUCTION 21
• OBJECTIVE OF THE STUDY 33
• SCOPE/SIGNIFICANCE OF DATA
SECTION-3
• RESEARCH METHODOLOGY 34
• DATA COLLECTION 35
• ANALYSIS OF DATA/INTERPRETATION 40
SECTION-4
• PROBLEM AREAS AND FINDINGS 56
SECTION-5
• RECOMMENDATIONS 58
SECTION-6
• RESULT 59
SECTION-7
• CONCLUSION 60
• LIMITATIONS OF STUDY 61
REFERENCES
• NET
SECTION 8
• ANNEXURE
62S
• QUESTIONNAIRE
COMPANY PROFILE
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Maruti Suzuki
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Founded 1981[1]
Industry Automotive
Products Cars
Employees 6,903[2]
Parent Suzuki
Website www.marutisuzuki.com
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Profile
The old logo of Maruti Suzuki India Limited. Later the logo of Suzuki Motor Corp. was
also added to it
Maruti Suzuki is one of India's leading automobile manufacturers and the market leader
in the car segment, both in terms of volume of vehicles sold and revenue earned. Until
recently, 18.28% of the company was owned by the Indian government, and 54.2%
by Suzuki of Japan. The Indian government held an initial public offering of 25%
of the company in June 2003. As of May 10, 2007, Govt. of India sold its complete
share to Indian financial institutions. With this, Govt. of India no longer has stake in
Maruti Udyog.
Maruti Udyog Limited (MUL) was established in February 1981, though the actual
production commenced in 1983. Through 2004, Maruti has produced over 5 Million
vehicles. Marutis are sold in India and various several other countries, depending upon
export orders. Cars similar to Marutis (but not manufactured by Maruti Udyog) are sold
by Suzuki in Pakistan and other South Asian countries.
The company annually exports more than 30,000 cars and has an extremely large
domestic market in India selling over 500,000 cars annually. Maruti 800, till 2004,
was the India's largest selling compact car ever since it was launched in 1983. More than
a million units of this car have been sold worldwide so far. Currently, Maruti Alto tops
the sales charts.
Due to the large number of Maruti 800s sold in the Indian market, the term "Maruti" is
commonly used to refer to this compact car model. Till recently the term "Maruti", in
popular Indian culture, was associated to the Maruti 800 model.
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Maruti Suzuki India Limited, a subsidiary of Suzuki Motor Corporation of Japan, has
been the leader of the Indian car market for over two decades.
It’s manufacturing facilities are located at two facilities Gurgaon and Manesar south of
New Delhi. Maruti’s Gurgaon facility has an installed capacity of 350,000 units per
annum. The Manesar facilities, launched in February 2007 comprise a vehicle assembly
plant with a capacity of 100,000 units per year and a Diesel Engine plant with an annual
capacity of 100,000 engines and transmissions. Manesar and Gurgaon facilities have a
combined capability to produce over 700,000 units annually.
More than half the cars sold in India are Maruti cars. The company is a subsidiary of
Suzuki Motor Corporation, Japan, which owns 54.2 per cent of Maruti. The rest is owned
by the public and financial institutions. It is listed on the Bombay Stock Exchange and
National Stock Exchange in India.
During 2007-08, Maruti Suzuki sold 764,842 cars, of which 53,024 were exported. In all,
over six million Maruti cars are on Indian roads since the first car was rolled out on
Maruti Suzuki offers 10 models, ranging from the people’s car, Maruti 800, for less than
Rs 200,000 ($ 5000) ex-showroom to the premium sedan SX 4 and luxury SUV, Grand
Vitara.
Suzuki Motor Corporation, the parent company, is a global leader in mini and compact
cars for three decades. Suzuki’s technical superiority lies in its ability to pack power and
performance into a compact, lightweight engine that is clean and fuel efficient.
Maruti is clearly an “employer of choice” for automotive engineers and young managers
from across the country. Nearly 75,000 people are employed directly by Maruti and its
partners.
The company vouches for customer satisfaction. For its sincere efforts it has been rated
(by customers)first in customer satisfaction among all car makers in India for seven years
in a row in annual survey by J D Power Asia Pacific.
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Maruti Suzuki was born as a government company, with Suzuki as a minor partner, to
make a people’s car for middle class India. Over the years, the product range has
widened, ownership has changed hands and the customer has evolved. What remains
unchanged, then and now, is Maruti’s mission to motorise India.
Suzuki Swift
Pressure started mounting on Indira and Sanjay Gandhi to share the details of the
progress on the Maruti Project. Since country's resources were made available by mother
to her son's pet project. A delegation of Indian technocrats was assigned to hunt a
collaborator for the project. Initial rounds of discussion were held with the giants of
the automobile industry in Japan including Toyota, Nissan and Honda.
Suzuki Motor Corporation was at that time a small player in the four wheeler
automobile sector and had major share in the two wheeler segment. Suzuki's bid was
considered negligible.
In the initial rounds of discussion the giants had their bosses present and in the later
rounds related to the technical discussions executives of these automobile giants were
present. Osamu Suzuki, Chairman and CEO of the company ensured that he was present
in all the rounds of discussion. Osamu in an article writes that it subtly massaged their
(Indian delegation) egos and also convinced them about the sincerity of Suzuki's bid. In
the initial days Suzuki took all steps to ensure the government about its sincerity on the
project. Suzuki in return received a lot of help from the government in such matters as
import clearances for manufacturing equipment (against the wishes of the Indian machine
tool industry then and its own socialistic ideology), land purchase at government prices
for setting up the factory Gurgaon and reduced or removal of excise tariffs. This helped
Suzuki conscientiously nurse Maruti through its infancy to become one of its flagship
ventures.
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Relationship between the Government of India, under the United Front (India)
coalition and Suzuki Motor Corporation over the joint venture was a point
of heated debate in the Indian media till Suzuki Motor Corporation gained the controlling
stake. This highly profitable joint venture that had a near monopolistic trade in the Indian
automobile market and the nature of the partnership built up till then was the
underlying reason for most issues. The success of the joint venture led Suzuki to increase
its equity from 26% to 40% in 1987, and further to 50% in 1992. In 1982 both the venture
partners had entered into an agreement to nominate their candidate for the post of
Managing Director and every Managing Director will have a tenure of five years[4]
Initially R.C.Bhargava, was the managing director of the company since the inception of
the joint venture. Till today he is regarded as instrumental for the success of Maruti
Udoyog. Joining in 1982 he held several key positions in the company before heading the
company as Managing Director. Currently he is on the Board of Directors.[5] After
completing his five year tenure, Mr. Bhargava later assumed the office of Part-Time
Chairman. The Government nominated Mr. S.S.L.N. Bhaskarudu as the Manging
Director on August 27, 1997. Mr. Bhaskarudu had joined Maruti in 1983 after
spending 21 years in the Public sector undertaking Bharat Heavy Electricals Limited as
General Manager. Later in 1987 he was promoted as Chief General Manager, 1998 as
Director, Productions and Projects, 1989 Director, Materials and in 1993 as Joint
Managing Director.
The Suzuki Motor corporation didn't attend the Annual General Meeting of the Board
with the reason of it being called on a short notice.[6] Later Suzuki Motor Corporation
went on record to state that Mr. Bhaskarudu was "incompetent" and wanted some one
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else. However, the Ministry of Industries, Government of India refuted the charges.
Media stated from the Maruti sources that Bhaskarudu was interested to indigenise most
of components for the models including gear boxes especially for Maruti 800. Suzuki
also felt that Bhaskarudu was a proxy for the Government and would not let it increase its
stake in the venture. If Maruti would have been able to indigenise gear boxes then Maruti
would have been able to manufacture all the models without the technical assistance from
Suzuki. Till today the issue of localization of gear boxes is highlighted in the press.[8]
The relation strained when Suzuki Motor Corporation moved to Delhi High Court to
bring a stay order against the appointment of Mr. Bhaskarudu. The issue was resolved in
an out-of-court settlement and both the parties agreed that R S S L N Bhaskarudu would
Khattar, Executive Director of Maruti Udyog Limited would assume charges as the
Managing Director.[9] Many politicians believed, and had stated in parliament that the
Suzuki Motor Corporation is unwilling to localize manufacturing and reduce imports.
This remains true, even today the gear boxes are still imported from Japan and are
assembled at the Gurgaon facility.
Industrial relations
For most of its history, Maruti Udyog had relatively few problems with its labour force.
Its emphasis of a Japanese work culture and the modern manufacturing process, first
instituted in Japan in the 1970s, was accepted by the workforce of the company without
any difficulty. But with the change in management in 1997, when it became
predominantly government controlled for a while, and the conflict between the United
Front Government and Suzuki may have been the cause of unrest among employees. A
major row broke out in September 2000 when employees of Maruti Udyog Ltd (MUL)
went on an indefinite strike, demanding among other things, revision of the incentive
scheme offered and implementation of a pension scheme. Employees struck work for six
hours in October 2000, irked over the suspension of nine employees, going on a six-hour
tools-down strike at its Gurgaon plant, demanding revision of the incentive-linked pay
and threatened to fast to death if the suspended employees were not reinstated. About this
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time, the NDA government, following a disinvestments policy, proposed to sell part of its
stake in Maruti in a public offering. The Staff union opposed this sell-off plan on the
grounds that the company will lose a major business advantage of being subsidised by the
Government.
The standoff with the management continued to December with a proposal by the
management to end the two-month long agitation rejected with a demand for
reinstatement of 92 dismissed workers, with four MUL employees going on a fast-unto-
death. In December the company's shareholders met in New Delhi in an AGM that lasted
30 minutes. At the same time around 1500 plant workers from the MUL's Gurgaon
facility were agitating outside the company's corporate office demanding commencement
of production linked incentives, a better pension scheme and other benefits. The
management has refused to pass on the benefits citing increased competition and lower
margins.
Services Offered
Automobiles
Maruti Suzuki Alto - India's Largest Selling Car at Perunthenaruvi water falls near
Pathanamthitta City, Kerala, India
1. Maruti 800: Launched 1983. Largest selling car in India, until 2004.
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8. Maruti Versa(2003)
13. Maruti Grand Vitara Sports Utility Vehicle Launched in (July 2007)
1. Suzuki Splash
Maruti is one of the companies in India which has unparalleled service network. To
ensure the vehicles sold by them are serviced properly Maruti has 2628 listed Authorized
service stations and 30 Express Service Stations on 30 highways across India.
Service is a major revenue generator of the company. Most of the service stations are
managed on franchise basis, where Maruti trains the local staff. Other automobile
companies have not been able to match this benchmark set by Maruti. The Express
Service stations help many stranded vehicles on the highways by sending across their
repair man to the vehicle.
Maruti Insurance
Launched in 2002 Maruti provides vehicle insurance to its customers with the help of the
National Insurance Company, Bajaj Allianz, New India Assurance and Royal Sundaram.
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The service was set up the company with the inception of two subsidiaries Maruti
Insurance Distributors Services Pvt. Ltd and Maruti Insurance Brokers Pvt. Limited[2]
This service started as a benefit or value addition to customers and was able to ramp up
easily. By December 2005 they were able to sell more than two million insurance policies
since its inception.[3]
Maruti Finance
To promote its bottom line growth, Maruti launched Maruti Finance in January 2002.
Prior to the start of this service Maruti had started two joint ventures Citicorp Maruti and
Maruti Countrywide with Citi Group and GE Countrywide respectively to assist its client
in securing loan.] Maruti tied up with ABN Amro Bank, HDFC Bank, ICICI Limited,
Kotak Mahindra, Standard Chartered Bank, and Sundaram to start this venture including
its strategic partners in car finance. Again the company entered into a strategic
partnership with SBI in March 2003] Since March 2003, Maruti has sold over 12,000
vehicles through SBI-Maruti Finance. SBI-Maruti Finance is currently available in 166
cities across India.
"Maruti Finance marks the coming together of the biggest players in the car finance
business. They are the benchmarks in quality and efficiency. Combined with Maruti
volumes and networked dealerships, this will enable Maruti Finance to offer superior
service and competitive rates in the marketplace".
2002]
Citicorp Maruti Finance Limited is a joint venture between Citicorp Finance India and
Maruti Udyog Limited its primary business stated by the company is "hire-purchase
financing of Maruti vehicles". Citi Finance India Limited is a wholly owned subsidiary of
Citibank Overseas Investment Corporation, Delaware, which in turn is a 100% wholly
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owned subsidiary of Citibank N.A. Citi Finance India Limited holds 74% of the stake and
Maruti Udyog holds the remaining 26%. GE Capital, HDFC and Maruti Udyog Limited
came together in 1995 to form Maruti Countrywide. Maruti claims that its finance
program offers most competitive interest rates to its customers, which are lower by
0.25% to 0.5% from the market rates.
Maruti TrueValue
Maruti True Value is a service offered by Maruti Udyog to its customers. It is a market
place for used Maruti Vehicles. One can buy, sell or exchange used Maruti vehicles with
the help of this service in India.]
N2N is the short form of End to End Fleet Management and provides lease and fleet
management solution to corporates. Its impressive list of clients who have signed up of
Accessories
Many of the auto component companies other than Maruti Udyog started to offer
components and accessories that were compatible. This caused a serious threat and loss
of revenue to Maruti. Maruti started a new initiative under the brand name Maruti
Genuine Accessories to offer accessories like alloy wheels, body cover, carpets, door
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visors, fog lamps, stereo systems, seat covers and other car care products. These products
are sold through dealer outlets and authorized service stations throughout India.
As part of its corporate social responsibility Maruti Udyog launched the Maruti Driving
School in Delhi. Later the services were extended to other cities of India as well. These
schools are modelled on international standards, where learners go through classroom and
practical sessions. Many international practices like road behaviour and attitudes are also
taught in these schools. Before driving actual vehicles participants are trained on
simulators.
"We are very concerned about mounting deaths on Indian roads. These can be brought
down if government, industry and the voluntary sector work together in an integrated
manner. But we felt that Maruti should first do something in this regard and hence this
initiative of Maruti Driving Schools."
Exports
Maruti Suzuki has helped India emerge as the fourth largest exporter of automobiles in
Maruti Exports Limited is the subsidiary of Maruti Udyog Limited with its major focus
on exports and it does not operate in the domestic Indian market. The first commercial
consignment of 480 cars were sent to Hungary. By sending a consignment of 571 cars
to the same country Maruti crossed the benchmark of 300,000 cars. Since its inception
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export was one of the aspects government was keen to encourage. Every political party
expected Maruti to earn foreign currency.
Angola, Benin, Djibouti, Ethiopia, Europe, Kenya, Morocco, Sri Lanka, Uganda, Chile,
Guatemala, Costa Rica and El Salvador are some of the markets served by Maruti
Exports
Key competitors
• Tata Motors
• Hyundai
• Ford
• FIAT
• General Motors
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INTRODUCTION
LEAVE: -Leave is the preplanned holiday where the employee informs their boss
either by phone or writing a letter to their boss in advance.
There is difference between absenteeism and leave and it might be clear from above
definition.
ABSENTEEISM LEAVE
1. It is not a preplanned holiday. 1. It is a preplanned holiday.
2. Here the employee does not 2. Here the employee informs their
inform their supervisor. supervisor.
3. Here the responsibility of taking a 3. But in preplanned leave,
holiday solely depends upon the supervisor plays a vital role
employee. because ultimately he has to
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PLANNED HOLIDAY
When an employee asks from the supervisor for taking the leave it comes under planned
holiday. Because it was planed is advance and it depend upon the wish of employer
whether he is in a condition to provide leave to the employee or not. Here both the
employer and employee know the situation and reason for taking a leave. Both are aware
of this planned holiday. Here sanctioning of leave is totally depend upon supervisor
UNPLANNED HOLIDAY
When an employee does not ask from the supervisor for taking a holiday here supervisor
is not at all aware that a particular person is taking a holiday with their permission.
Supervisor does not know the reason why the employee is taking the leave. Here not at
all any method is applied for informing Neither telephone calls nor e- mail nor letter etc
REASONS OF ABSENTEEISM: -
Job Dissatisfaction: - It may be possible that reasons for absenteeism come due to
job dissatisfaction. When a person is not at all satisfied from his job, how can he give his
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best to the company and frustration arises during his work and which will lead to frequent
absenteeism.
Work Overload: - Sometimes work overload comes as main reason for absenteeism.
Due to heavy work overload, employees get over burdened with their work and in their
day to day life they need rest in spite of one holiday in a week and this lead to
absenteeism. Even if there is not any provision for any holiday in a week it will lead to
more absenteeism.
Overtime: - Overtime if not properly planned will lead to more absenteeism overtime
should be in accordance with the capacities of employees. If the overtime is of long hours
they will feel tired if they do not overtime continuously for two- three days or more
Shift Time: - Shift time should be set by taking into consideration the employees
work. Some persons do not feel comfortable in other shift (which serves as reason for
absenteeism).
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Health & Sickness: - Health & sickness is the major problem of absenteeism. Here
always unplanned holiday occurs because sickness never occurs in a preplanned manner.
Now after finding out the reasons for absenteeism we will proceed towards the
Salary: - The old saying is quite right “ you get what you pay for “ salary is not at all
a motivator, but even then it should paid fairly otherwise it will lead to dissatisfaction
among employees, frustrated employees not give their best to the company. So salary is a
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Work Itself: - The work itself is a major determinant for absenteeism. How an
employee is recognizing his work and what outcome he is giving to the company. If an
employee is enjoying his work, then reason for absenteeism will ultimately finished.
Achievements: - Set clear, achievable goals and standards for each position and make
sure employees know what those goal and standards are individual should also receive
regular, timely feedback on how they are doing and should feel they are being adequately
challenged in their job and all these achievements lower down the absenteeism.
Achievement is a major factor influencing absenteeism.
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There are two primary methodologies for conducting employee absenteeism survey.
Internet
Paper and pencil
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access and large contingents without the mixed method generally will yield a higher
response rate than with the paper and pencil.
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The invitation to employees to participate in the survey can be done via either
email or memorandum.
If the invitation is email for an internet survey, the email should contain the URL.
Care must be taken to ensure that the URL is hot link (employees should simply
be able to click on the link to go to the survey) and that the link actually lead
people to the correct URL. The message should appear with in text of the email
itself, rather than in an attachment
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To maximize response rate, the invitation should come from within the organization
itself, and should be signed by a senior manager (the CEO if possible). For a paper and
pencil survey, the questionnaire packet should be delivered to people at their places of
work instead of mailing it to their homes.
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Absenteeism Survey
Your company has committed the resources to survey its employees, employees were
enthusiastic about participating in these surveys so it a necessity to distribute the results
of the survey.
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Each organization has its own information-sharing culture in place. While in some cases,
particularly if the survey showed communication to be the problem, the process will need
some adjustment, we recognize that each organization will have an approach to
information dissemination that it typically leverages. As such, modifications to our
recommended approach may be order to account for an organization’s information-
sharing culture.
Be honest. An organization must be willing to share both its strengths and its areas in
need of improvement. Employees will see through attempts to hide or “spin” information.
Be Timely. The sooner you release results, the sooner the organization can begin to move
toward positive change.
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Do Not Embarrass People In Front Of Their Peers. Teamwork and morale can be
harmed if, for example, a division manager shows all department scores to the
department managers in a group setting. Rather than pointing out low-scoring department
to all department managers, let all department managers know how that fared compared
to other departments via one-on-one meetings.
Discuss What Happens Next. After the results have bee presented, let the audience
know what steps will be taken to improve those items in need of improvement.
Respect Confidentiality. Does not present information that would make people feel that
their responses are not confidential? For example, it would not be appropriate for anyone
in the organization it have access to comments for a small department. Since come people
may be able to accurately guess who made what comment your research supplier should
assist in this by providing information that could be perceived confidentially.
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RESEARCH METHODOLOGY
It is having a very broad concept. It is a way to systematically solve the research problem.
In it we study the various steps that are generally adopted by a researcher in studying his
research problem along with the logic behind them.
It include the research methods/techniques as well as its methodology.
Thus when we talk of research methodology we not only talk of research methods but
also consider the logic behind the methods we use in the context of our research study
and explain why we are using a particular methods or techniques and why we are not
using others. So that research results are capable of being evaluated either by research
himself or by others.
The method of the research used here is descriptive
Descriptive research includes surveys and fact finding enquiries of different kinds.
This research include survey and fact finding enquiries of different kind. Basic
purpose of this type of research is that it describes the state of affairs in current
scenario. It is being generally used in social science and business research. This
study is also termed as “ex post facto” Main characteristic of method are that
research has no control over the variables he can only report what happening.
COLLECTION OF DATA
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In dealing with any real life problem, it is often found that data at hand are inadequate
and hence, it becomes necessary to collect data that are appropriate.
The task of data collection begins after a research problem has been defined and research
design has been formulated.
There are several ways of collecting the appropriate data which differ considerably in the
context of monetary cost, time and other resources, so it becomes necessary to collect
data in a manner which is appropriate.
While deciding about the method of data collection to be used for the study, the
researcher should keep in mind two types of data viz.
• Primary
• Secondary
Primary data are those which are collected afresh and for the first time and thus happen to
be original in character.
The secondary data are those which have already been collected by someone else which
have already been passed through statistical process.
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These are the source of information which are authentic and reliable, obtained though
proper channel in the organization by adhering to a systematic and structured procedure.
For example
Through company manuals, journal, brochures and other published
material like balanced sheet, annuals report etc.
Questionnaire
Personal interview and mails.
For example
Employees of same deportment
External persons.
Primary data
Data which is collected for the first come for a specific purpose is generally known as
primary data.
For example
Personal interview and mails
Questionnaire
Telephone enquiry
Feedback form
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SECONDARY DATA
Data which is collected for some other purpose but which can be used either partially or
fully for the present study is known as secondary data.
For example
Published article
Internet
Annual report of company like annuals sales report, annual H.R.
report etc.
Here in my research I have used both the primary as well as secondary data for research
topic.
I have designed a structured questionnaire as they are simple to administer and relatively
inexpensive to analyze Provision of alternative replies, helps to understand the meaning
of questions clearly. There were dichotomous as well as multiple choice questions. The
data was collected by conducting personal interview of respondents with the help of
questionnaire.
Along with the primary data obtained through use of questionnaire. I have used
secondary data from various sources like financial websites, business magazines,
newspapers, journals etc
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ANALYSIS OF DATA
The data after collection has to be processed and analyzed in accordance with the outline
laid down for the purpose at the time of developing the research plan.
Here the data I have collected through survey it needs editing, coding, classifying and
tabulation.
There are many steps involved in processing and analyses of data. These are as follows:
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For this survey I had to interact with all the with the
permanent employees..
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3. What are your main reasons for absenteeism? Rate these reasons from 1 to 7 according to
you.
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6. Do you receive recognition from your supervisor for doing good work?
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10. How much does the work suffer when you are absent?
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12. If your leave applications are not sanctioned by the supervisor, then you take leave?
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13. In your point of view from which of the family reason you take leave?
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15. Are your talents and abilities fully utilized in your job?
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20. How do you rate the following factors in your work environment?
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Temperature Problem.
Unhygienic Wash Rooms.
Poor Quality and Unhygienic Food.
Transport Problem
Overtime Problem
Rewards and Recognition
Learning and Development
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RECOMMENDATIONS
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Provision of rest rooms should be there in the plant for the associates who may not
feel well while working.
Overtime should be properly planned it should not be so harsh that it lead to
absenteeism.
Overtime is the main reason for absenteeism which leads to overtime for other
associates.
Washrooms should be cleaned regularly.
Overcrowd Transport problem in buses can be solved by increasing the number of
buses.
Poor quality food should not be provided to associate which results in demoralization
of employees.
Temperature problem can be avoided by cross ventilation.
Providing the fans at every stand.
For learning and development more training programs should be there may get aware
of the latest technologies. Training management, stress management, motivational
management.
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RESULT
IN CASE OF ASSOCIATES:
Main reason for absenteeism is health & sickness and family problems. Out of total
percentage of absenteeism, percentage due to health & sickness is quite high. Temporary
associates take less holiday because they want to become permanent.
IN CASE OF STAFF:
Main reasons for absenteeism are work overload and conflicting demand. Here
absenteeism is mainly occurring due to not completing their work on target time and they
used to do that work by taking holidays.
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CONCLUSION
I got very good experience while working in Sub Unit of Maruti Udyog Ltd Kaithal,.
During my summer training program I got a chance to update my knowledge related to
all the H.R. activities like quality circle work smite, suggestions scheme, competition
policy, satisfaction survey, training and development survey and also absenteeism survey.
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LIMITATIONS OF STUDY
As nothing is perfect except the efforts. This study too has its limitations that limit the
applicability and validity of study. The limitations that limit the effectiveness of research
are like.
Time- Foremost of all the constraints was the limited time. The time to do the
research was limited so present study is the results of whatever efforts I could put
in within time limit.
Limited validity- The business environment factor and variables underlying the
study belongs to a very dynamic category. As the only thing that is constant
exchange so the study can be obsolete as soon as a major change in environment
taken place.
Sample Size- As the survey was taken from the sample of whole population, it
can not give exact results like censes survey.
Lack of knowledge on the part of employees.
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ANNEXURE
Questionnaire
I used for the employees
3 What are your main reasons for absenteeism? Rate these reasons from 1 to 7.
6 Do you receive recognition from your supervisor for doing good work?
10 How much does the work suffer when you are absent?
12 If your leave applications are not sanctioned by the supervisor, then you
take leave?
13 In your point of view from which of the family reason you take leave?
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