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A Study On Impact of Employee Absenteeism in Selected Manufacturing Industry
A Study On Impact of Employee Absenteeism in Selected Manufacturing Industry
20 30 – 40
40 – 50
10
Above 50
0
20 – 30 30 – 40 40 – 50 Above
50
Fig.1
From the above table, it is inferred that nearly between 20 to 40, and 11% of them fall above
87% of employees who participated in the the age group of 40. This revels that most of the
survey fall under the under the age group of employees are challenging and energetic.
Fig.2
From the above table, it can be seen that nearly in the pay band between Rs. 20000 to 50000
60% of employees are in the pay band of and only 6% of employee fall in pay band
Rs.10000 to 20000 and 34.50% employees fall above Rs.50000.
Employee’s 37 18.50
relations
Work 29 14.50
environmen
t
Future 08 4.00
prospects
Recognition 12 6.00
of work
Incentives 114 57.00
& bonus
Fig.3
Table.3 states that 57% of employees considers motivation and least consideration to Future
Incentive and Bonus as major factor of Prospects (4%) and Recognition of work (4%)
Fig.4
The above table, state that 21.50% of This indicates majority of employee remain
employees avails unauthorized leave and absent from work place with the permitted leave
78.00% of employee avail authorized leave. policy.
Fig.5
From the above Table it can be inferred that personal reasons and 24.50% of absenteeism is
nearly 40% of the absenteeism is due to due to health issues and 8.50% of the
Cause of Absenteesim
35
30 Poor Salary / Wages
25
20 Higher studies
15
10 Personal Commitment
5
0 Poor Work Culture
Poor HR Policies
Unhealthy Work Environment
Poor Welfare Measures
Lack of interest
Fig.6
This graph interprets the personal reasons that 2. Lack of Employee Relations results to
make employees to stay away from work place. employee loss morale and job satisfaction that
31.50% of employee remain absent due to work makes to stay away from employment.
environment, 19.50% of employee remain 3. The major determinants of job satisfaction
absent due to poor HR Policies, 6 % of are monetary benefits and incentives for
absenteeism due to poor welfare measures, 9% improving motivation & morale.
of absenteeism due to poor salary or wages and
4.50% of absenteeism due to poor work culture. 5. SUGGESTIONS
This shows approximately 71 % of employee 1. Organizations should encourage team work
absenteeism is due to poor administration of HR that will enhance team spirit and relationship.
Activities and policies and remaining 29% of 2. Conduct regular training sessions for
absenteeism due to personal reasons. employees to understand the problems faced by
the employees in the work.
4. FINDINGS 3. Conduct regular medical examinations for
1. Poor HR Practices like work environment, employees to safeguard the health issues.
HR polices, welfare facilities and salary are the 4. Regular performance appraisal will keep in
major causes of employee absenteeism in all the check the absenteeism of employees.
selected manufacturing industry. 5. Giving incentives or attendance bonus can
reduce absenteeism rate.
REFERENCES
1. Dr. Renuka Rathod, Mr. Basavanth Reddy,
“Employee Absenteeism: A Study at Titan
Industry Limited”, Bangalore, The International
Journal of Engineering And Science (IJES),
Volume, 1, Issue, 1, Pages, 80-84, 2012, ISSN:
2319 – 1813 Pp.80.
2. M.Prabhu, “A Study in a Steel Organization on
Employees Absenteeism”, Indian Journal of
Economics and Development, Vol: 1, Issue: 3,
March 2013.| ISSN 2320-9836.
3. Barkha Gupta, “Employees Absenteeism:
Barrier for Retail Sector Organization Success’,
International Journal of Engineering and
Management Research, Volume-3, Issue-6,
December-2013, ISSN No.: 2250-0758, Pp.88-
92.
4. Gethsi Beulah, Dr. Venkatrama Raju D, “A
STUDY ON FACTORS INFLUENCING
EMPLOYEE ABSENTEEISM IN BPO
INDUSTRY’’, International Journal of
Business and Administration Research Review,
Vol.2, Issue.5, April - June 2014. E- ISSN -
2347-856X, ISSN -2348-0653, , Page98.
5. Tamara Singh, Nishika Chettey, Anis Mahomed
Karodia, “A Study of An Investigation Into the
Impact of Absenteeism on the Organizational
Performance of a Private Security Company in
Durban, kwazulu-Natal”; Singh A Poreal of
Business Economics, and Management Studies,
Vol-4, No. 11, 2016.