A

Project Report

On

“Analyzing the Reasons of Absenteeism in HZL

(Zawar Mines)

At

Hindustan Zinc Smelter

Debari

For the partial fulfillment of

BACHELOR OF BUSINESS MANAGEMENT

Session : 2010 – 2011

Submitted By: Submitted To:

Miss Swati Nebhnani Dr. Rajni Arora
B.N. Girls College, BBM Coordinator
Udaipur
 ACKNOWLEDGMENT

I express my sincere thanks to my project guide, Miss Paras Kanwar

Chouhan Deptt. MBA for guiding me right from the inception till the

successful completion of the project. I sincerely acknowledge him for

extending their valuable guidance, support for literature, critical reviews of

project and the report and above all the moral support he had provided to me

with all stages of this project.

I would also like to thank to Dr. N.S. Rao (Director of JNRU University) for

their help and cooperation throughout the project.

 OBJECTIVE OF THE STUDY

1. To investigate trends in absenteeism at Zawar mines.

2. To examine number of issues on absenteeism, in depth with a practical
approach for remedial action.

PREFACE
It is well evident that work experience is an indispensable part of every this
practical profession course. In the same manner practical training in any every
individual who is undergoing financial course without the practical exposure
one cannot consider himself as a qualified manager, during the training period
the student learns through his own experience, the real situation of corporate
and to put theoretical knowledge into practice. This experience is very valuable
for the student & plays a leading and important role in the career life of the
student. Hence to fulfill this requirement, the I completed my training is
HINDUSTAN ZINC LIMITED.
When I entered in organization, I felt like stepping into altogether a new
world. At first everybody seems strange and unheard but as the time passes,
one understanding the concept & the working of the organization and their by
develop professional relationship. Initially it is felt as if classroom study was
irrelevant and it is use less in my concern’s working but gradually it is realized
that all the basic fundamental concept studied are linked in one other ways to
the organization but how & what can be done with the fundamentals depends
upon the intellectual & applicability of the individual it is just the matter to
modify the theory so to apply it is to given practical solution sincerely believe
that there is no better place to learn training.
My topic of study as “ANALYZING THE REASONS OF
ABSENTEEISM IN HZL (ZAWAR MINES)”

CONTENT
S. No. Topic P. No.
1. COMPANY PROFILE 6-16
 Introduction of HZL
 Introduction of Zawar Mines
2. ABSENTEEISM 17-40
 Definition and Concepts
 Methodology
 Measurement of Absenteeism
 Causes of Absenteeism
 Consequence of Absenteeism
 Effects of Absenteeism
 Rate of Absenteeism
 Measurement Taken to Control Absenteeism
3. Identification of Factors Associated with Absenteeism 41-42
 Reports
4. An Overview of Cures of Absenteeism 43-45
 Focused Strategy of Absense Control Programme
 Basic of Effective Programme
 Absenteeism Tackling Continuum
5. ANNEXURE 46-58
6. SUGGESTIONS 59-60
7. CONCLUSION 61-63
8. BIBLIOGRAPHY 64
COMPANY PROFILE
Board of directors:
Shri Agni Vesh Agarwal Chairman
Smt Agita Bajpai Pandey Director
Shri Sugeet Gulati Director
Shri A.C. Wadhawan Director
Shri N.K. Shukhla Director
Shri Anil Agarwal Director
Shri Naveen Agarwal Director
Shri K.K. Kaura Director
Shri Tarun Jain Director
Shri M.S. Mehta C.E.O. & whole time Director
Chief financial officer Shri S.L. Bajaj
Company Secretary Shri Rajendra Pandwa
Registered Secretary
Yashed Bhavan
Udaipur 313004
Bankers:
State Bank of Bikaner and Jaipur
IDBI Bank Ltd.
ICICI Bank Ltd.
UTI Bank Ltd.
HDFC Bank Ltd.
State Bank of India
Auditors
M/s Deloitte Haskins & Cells (statutory auditors)
Charted accountants
12, Dr, Annie Besant road,
Opp. Shiva Sagar estate, Worli,
Mumbai 400018
Organizational general information:

Hindustan zinc ltd is India’s leading zinc producer. A vertically integrated

mining and smelting company operates open cast mines at rampura agucha
district, Bhilwara. As well as underground mines at rajpura dariba and
smdhesar khurd at distt. Rajsamand and Zawar group of mines at district
Udaipur. Smelting operation are situated zinc smelter debari, Udaipur
chanderiya lead zinc smelter, distt. Chittorgarh and vizag zinc smelter a.p. Hzl
is annual produce I million ton of metals and also gearing up to becoming
global lowest cost producer. As a part of Vedanta resources, a London stock
exchange listed metal and mining measure with alumina, copper and zinc
operation in India, Australia and Zambia. Hzl take advantages of its mineral
resources and related core competence behevest growth opportunities for
increasing products ad improving returns.

Zawar group of mines and beneficiation plant:

Zawar group of mines, an iso-900; 200; ISO 14001; 2004 and oases
18001; 1999 unit of m/s Hindustan zinc ltd. A cluster of four underground
mines viz. Balaria, mochia, Zawar mala Barioi mines is situated at the heart of
the aravali belt, 44 km south of Udaipur in the state of Rajasthan, India.
Presently mining and other operational activities are concentrated in a mining
lease area of 3620 hec. Area is connected 10 km easterly diversion from tirdi
village on Udaipur- Ahmedabad national highway and westerly diversion 5km
from odd village on state highway 32. Zawar railway is a type area of aravali
hills of Rajasthan, 300-400 mt above msl at valley level with hills attaining
height of 200mt. tidi a seasonal river and tributary of Gomti River which joins
Som River follows through the area.
Ancient heritage:-

Zawar minesh has rich heritage in form of large heaps of lead, zinc bearing slag
and clary retorts ands inscription on ancient temples bears testimony to ancient
smelting industry of impressive magnitude radio carbon dating of haulage
scaffold predicts age of mining activites as 2350 from 120 yrs from present.
Erstwhile rulers of mewar methodically operated these mines around 1382a.d.
between 14 and 19 century. Mining and smelting flourished in Zawar area.
Mineral processing description:-

The ore hosted from underground mines ids subjected to basification process in
4000 tpd intergrated beneficiation plant equipped with sophisticated in steam
analyzer and computerized process control system. Mineral processing
involves crushing and grinding, front floatation, dewatering, tailing disposal
and end product dispatfch to smelters for metal production.

1. Cushing:-
The ore size is 150mm reclaimed from coarse ore stipule by
reciprocating feeders is transferred to secondary crusher by a belt
conveyer through screen where size reduction takes place to 50mm this
crushed or is fed to territory crusher for further size reduction to 15mm.
The screen undersize discharge is transfer to fine ores bins for further
processing.

2. Grindings:
The 15mm core is fed to ball mills for wet grinding. The ball mills run
in close circuits with hydrocycloneds and yield a product containing 68-
72% of 74 micron particles.

3. Floatation:
The cyclone overflow from ball mill is fed to lead and zinc flotation
circuits having three stages rougher, scavenger and cleaner cells.
Addition oil depressors, activators and collector at various stages 63-
65% lead concentrate and 53-55% zinc concentrate.
4. Dewatering:
The lead and zinc concentrate slurry form floatation cell is pumped to
thickens for dewatering, the recovered water is recycled in process the
thickened slurry is send to respective drum filters for drying of
concentrates. The dried concentrates containing 8-10% moistre is
transfer to concentrate stock pile yard through conveyers.

5. Tailing disposal:
The tailings form floatation is pumped through pipe line to storage pond
situated 3.5 km from plant from this pond water is collected through
decantation well and recycled to plants.
 HZL’s Product and Their Use

ZINC
1. 70% of total zinc production is used in dry cells.

2. 12% of the total zinc production is used in die-casting.

3. 5% of the total zinc production is used for zinc oxide, zinc chemicals
and other purpose.

4. Photo engraving.

5. Paints and pigments.

6. Chemical for rubber industry.

LEAD:
A wonder metal is used in batteries, power vehicles, radiation shields,
sounds insulator, pipers etc.

CADMIUM:
Electroplating, pigments, nickel cadmium batteries, fungicides.

SILVER:
Ornaments, alloys coins, photo films industries.
PRODUCTION DEPARTMENT
The zinc and lead concentrate is produced in 4000tpd integrated ore
beneficiation plant through floatation process. The ore frame 4 underground
mines are collects in stock pile yard and are subjected to primary, secondary
and tertiary crushing/ grinding/ floatation/ thickening and dewatering of
concentration.

SERVICE DEPARTMENT
The departments which are indirectly engaged in the production of zinc
concentrate by providing some sort of services to the production department
they are categorized as under:

 Personnel and administration department

 Power supply department

 Safety department

 Stores and sales department

 Finance department

QUALITY POLICY
Zawar mines a unit of HZL commits to produce a high quality zinc and
lead concentrate with total customer satisfaction in an echo friendly and safe
environment it further aim for continuous improvement in product ant
productivity to achieve excellence.

QUALITY OBJECTIVES
Zawar mines a unit of HZl affirms its commitment to produce zinc
concentrate above 54% and lead concentrate 64% as metal content with the
focus on customer satisfaction.
TO IMPROVE:

 Productivity with technological up gradation.

 Capacity utilization.

 Skills of available human resource in echo friendly and safe

environment.

MAN POWER AND CONTROL

There are about 1051 workers at the plant with about 130 officers. The
company takes various ventures and projects from time to time. These various
activities are either managed by C.R.D.L. or the once having rise to 49000 mt
of zinc per annum.

The working hour of the plant is as follows:-

First shift 8 a.m. to 4 p.m.

Second shift 4 p.m. to 12 p.m.

Third shift 12 p.m. to 8 p.m.

In addition to this there is general shift mainly for officers and clerical
department officer between 8.00 A.M. to 5.00 P.M.

POWER SUPPLY
Mines receive power from AVVNL from State Grid with 33 KV supply
with a contract demand of 8.5 MVA. Besides this zawar unit have a 6 mega
watt Wartcsila make DG Set heavy fuel base captive future plant generating
sets. There are their DG sets, one 5 MW Fuji (JAPAN) and 2 nos. Each 5 MW
Allen (UK) makes DG sets.

RAW MATERIAL SUPPLY

Raw material is basic need of a plant. The Zinc and Lead Ore of the raw
material for the plant obtain from Balaria mine, Mochia mine, Zawar Mala mine and
Baroi mine, Captive mines Balaria mine is located 3 kms away from the mill and
Baroi mine is 5 kms away from the mill.
 EMPLOYEES STRENGTH

A. WORKMEN

CATEGORY DESIGNATION STRENGTH

I UNSKILLED 15
II SEMI-SKILLED 93
III SEMI-SKILLED 119
IV,V,VI SKILLED 503
VII SKILLED 109
VIII SKILLED 90
IX, X, XI SUPERVISORY 122
TOTAL 1051
 B. EXECUTIVES

CATEGORY DESIGNATION STRENGTH

E-O+GET JUNIOR ENGINEER 22

JUNIOR OFFICER
E-1 EXECUTIVE 30
E-2 DY. MANAGER 19
E-3 MANAGER 27
E-4 SR.MANAGER 21
E-5 CHIEF MANAGER 7
E-6 AGM 3
E-7 GM 1
TOTAL 130

USES OF ZINC PRODUCTS

ZINC:
Galvanizing zinc base alloy, die casting, batteries, paints and others.

CADMIUM:
Electroplating, pigments nickel, cadmium, batteries, fungicides.

SULPHURIC ACID:-
Fertilizers and other acid metal extraction other Sulphates batteries,
explosives and fire chemicals.

LEAD:
Ornaments, alloys, coins, photo film industries.

ZINC SULPHATE:
Rayon and textile, agriculture, wood production floatation reagent.

A STUDY OF ABSEENTEEISM OF WORKERS AT HZL

INTRODUCTION
Managing industrial enterprises effectively has become an increasingly
complex task growing competitions in several industries is forcing
management to become more and more concerned with cost and efficient
utilization of resources.

Absenteeism is one of the major problem in industries, which results in

loss of production, increased lab our cost and reduced efficiency I the
operation. Adequate importance has not yet been given to the problem of
absenteeism in India due to existence of abundance of manpower. Mondays
lost due to absenteeism are much higher as compared to strikes and lock out
which are much more highlighted.

Absenteeism is a cancer regarding industrial growth. It saps industrial

efficiency, growth and above all adversely affects the welfare of absentee
employees themselves. It is therefore considered as an industrial malady, a
symptom of mal adjustemtn and a deep roots problem resulting in labor
turnover in create if problems.

CONCEPT
Absenteeism is failure of employers to report for work when they are scheduled
to work. Its an industrial malady affecting production, productivity profits and
investments and worker themselves.

Absenteeism basically refers to workers absence from his regular task when the
is normally schedule3d to work. I have defined as the failure of workers on the
job when they are actually on payrolls. This includes time lost because of
illness and accidents and time away from the job due to without pay is also
treated as absence. Absence on account of strikes, lockout or layoff is exclude
weekly and scheduled holidays are not included

A worker is one taken to be any person who is employed in industry.

DEFINITIONS

ACCORDINGS TO ANNUAL SURVEY OF INDIA:

Absence is the failure of the worker to report for work when he is set be
considered as schedule to work when the employees has work available for
workers is aware of it. It takes into consideration all kind of authorized leaves
i.e. Permitted vacations, sickness, accident leave and unauthorized absence.

Absenteeism in the Indian industries is not a new phenomenon the royal

commission on lab our reported that high absenteeism prevails among
industrial lab our due to their rural orientation. Absenteeism is higher in
plantation and in mines of a number of causes associated with absenteeism
physical conditions of work and workers attitude and relation with each other
are of utmost importance.

ACCORDING TO LABOUR BUREAU, SHIMLA:

 Absenteeism takes into consideration only unauthorized absence, when
the employer has not received any pre intimation is the workers.

ACCORDING TO LABOUR BUREAU SHIMLA:

Absenteeism takes into consideration only unauthorized absence, when

the employer has not received any pre intimation is the workers.

ACCORDINGS TO SELIGMAN:

Absenteeism refers to the time lost in industrial establishment by

avoidable and UN avoidable absence of employees

According to Watkins and Dodd:

Absenteeism refers to the absence of workers from their regular task, no

matter what ever the cause. It is the absence of worker form place due to any
reason, e.g. sickness, accident, religion etc.

According to Labour investigation committee or Rage’s Committee

(1946)

It has first timer defined absenteeism as total shifts lost because of

absence as a percentage of the total no. of man-shift schedule. A worker who
reports for any parts of shift is to be considered as percent. An employee to
work when employers has work available and employee is aware of it, when
employee has no reason to expect well in advance that the employee would not
be for work at specified time.

According to labour Department:

Absenteesim rate is defined as the total man shifts lost because of

absence as a percentage of the total number of man shifts scheduled.

The resons for absenteeism are many and individual workers may absent
themselves for different reason. Absenteeism affects the workers as well as the
employers. The loss is two folded.
Firstly, there is a distinct loss to workers because the irregularity in attendance
reduces his income when no work no pay is the general rule. Secondly, there is
a loss to the employers who suffer both efficiency and discipline.

Hence, it become very necessary for any a organization to analyze absenteeism

in its organization and time and find out the cause and also try to find out ways
and means to reduce it or eliminate it.

The factors contributing to absenteeism are:

 Individual

 Environment

Individual factor may include any ailment, depression, lack of will to work,
employees own frustration, intoxication gambling whereas environmental
factor may include festivals, marriages dearth and birth of baby, religions,
ceremonies customs etc.

Absenteeism in the Indian industries is not a phenomenon the royal

commission on lab our reported that higher absenteeism prevails among
industrial lab our due to their rural orientation. Absenteeism is higher in
plantation and in mines.

Of a no. of causes associated with absenteeism physical conditions of

work and workers attitude and relation with each other are of utmost
importance.

RESEARCH & METHODOLOGY

Selection of the problem

 The industries these days are facing the problem of absenteeism more or
less. Absenteeism is a social problem, which arises due to many social,
economic and financial factors.

Ordinarily the workers remain Absent from work and the employers is
burdened to keep badly workers in his place because of which many problems
arises viz. Overtime working, miss use of machinery due to inadequate training
and knowledge of badly worker etc. which gives rise to lack of co-ordination of
lab our force. This also enhance lack of organization skill on the part employer,
lack of time management.

Because the employer works on the principle of no work no wage policy

hence the worker has to face economical difficulty. Therefore it becomes it is
essential to lesson the rate of Absenteeism because the development of any
industrial workers.

OPERATIONAL DEFINITION
1. Absenteeism: It may be defined as the failures on the part of the workers
to report on the job when they are scheduled to work.

2. Chronic Absenteeism: It may be defined as the worker who remains

unauthorized absent for more than 30days in a year.

3. Worker: A worker is a person who is enrolled on the payroll of the

industry under the category of the worker

To study the cause of Absenteeism and how this can be reduced the researcher
has selected the topic.

MEASUREMENT OF ABSENTEEISM:
 1. The absence rate:-
The measurement of absence can be expressed as the ratio of total
amount of the time lost through non attendance to the planned work
time.’ Rate of Absenteeism’ has been defined as a total man shifts
scheduled. Thus the calculating the rate of Absenteeism we require
the no of person scheduled to work and no. actually present. A
calculation of absence rate can be made in terms of man day’s e.g.,

No. of man-days lost

-------------------------------------------- X 100
No of man –days planned to work

OR

No. of man-days lost

------------------------------------------------------------------------------- X 100
Average strength of employees x No of man days worked

The rate can be calculated for a specify time period – a year, month or week

Now it has become a common phenomenon to calculate it taking on month as

unit
of time absence rate per year can be illustrated by following e.g illustrated by
following e.g.
No. of employees = 100
Working days in a year = 365-65= 300
Man days lost = 4114
Absence rate = 4114*100/100*300
= 14% per year
64 days mentioned above are weekly of days and scheduled holiday . The
absence
rate is a useful concept as it can be easily calculated and compared in the same
measure with other units or departments within units. It can be used to indicate
trends in the absence rate and I relatively easily translated into losses in
production.

In India, data and Absenteeism in collected and compiled by two agencies viz.,
the annual survey of industries and lab our beau Shimla. The ASI interpretation
of the definition is wider than the lab our beau in the sense that it consider in
addition to unauthorized absence all kinds of unauthorized leaves i.e. permitted
vacation, sickness, accident leaves etc. as periods where were workers is
scheduled to work it is a statistical expression of the sum total of time loss due
to all authorized leaves and unauthorized absence where the employer has no
prior information of the worker failure. Thus based on this sum writer makes a
differentiation between the “absence rate”.

As indicating total time loss due all reason whether authorized or

unauthorized and absence rate specifically refers to only unauthorized absence.

2. FREQUENCY RATE

To complement the above indicator a second parameter is used. This is

called frequency rate. It reflects incidence of absence and is usually expressed
as the no. of separate absence in a given period irrespective of length of
absence the frequency rate resents the average no of absence per worker I a
given period.

A high Absenteeism rate and a low frequency rate may be resulting from
a prolonged illness of a small no. of employees. A high frequency rate but a
low absenteeism rate may be result from large spell of brief absence. This may
suggest that sum other factors are contributing to the absence behaviour.

Absence, bike accident, must be measured both in terms of duration and

episodes one measure alone can be misleading. Following example can restrict
this.
 A workshop has a total absence rate almost 30% while a material
handling unit has less than 10%. The workshop supervisor was unconcerned
but the material handling unit supervisor was very worried. The workshop
contained older man and four of the man had been absent for several months
seriously ill, the material handling unit employed young man who had frequent
and unpredictable absence of short duration which affected almost all the man
and made scheduled difficult to plan.

Most firm produce some sort of lost time rate but few measure absence
frequency. Accounts prefer the formal record since time can easily be cost
frequency rates however are much more valuable reference in planning absence
control.

CAUSES OF ABSENTEEISM

The rate of Absenteeism is observed to be high in places where physical

working condition are poor excess of temperature, unpleasant notice inadequate
lightening and ventilation unhappy work associates and other can significantly
affect attends. Unsatisfactory pa, poor attitude towards the company may also
affect their attendance.

Studies have shown that no magic formula can applied to check

absenteeism in a absolute form or the same technique absence control can be
guaranteed as effective in different circumstances and condition of work.

Laborious efforts have to be made in order to control this disease. The

following remedial measures have been identified for reducing Absenteeism.

a) Sound policy of recruitment.

b) Provision of healthy working conditions.

c) Formulation of employee’s attendance policy.

d) Introduction of attendance bonus scheme.

e) Provision of adequate wages, allowance and security of employment.

f) Encouragement of communication practices.

g) Prompt redressed of grievances.

h) Liberal grant of leave.

i) Motivation of workers.

j) Safety and accident presentation

CONSEQUENCES OF ABSENTEEISM

A good no. of studies shows Absenteeism of affect production,

discipline and efficiency in the industry. It reduces group interaction lowers
down income, creates inefficiency and brings down self respect. Absenteeism
is an exit both to the employer and the employee. The losses from the rest more
on the community than on individual worker. Waste of manpower is largely
concerned than loss of human energy. Increasing rate of Absenteeism adds very
considerably to the cost of industry.

The problem of Absenteeism is intimately linked with the question of

production and besides the looses of capital. Absenteeism also affects
production, productivity profile and above all the absentee workers themselves.
In short the consequences of Absenteeism are alarming because of a dry lost is
a resource lost deprived of bring invested.

Broadly speaking the losses of Absenteeism can be grouped into

categories namely:

a) On industry

b) On workers
a) Losses on Industry

Absenteeism in industry stops machine disrupts processes production

bottle necks, flow ore continuity of work and upsets production targets. It also
increases work load of the inexperience which in turn results in the problem of
recruitment training, job adjustments and weakening morals and attitudes.
Absenteeism directly contributes to the rise in production costs and defrays the
industry of its hard earn reputation die to faulty quality of goods and delay in
customer.

b) Losses on workers

Absenteeism affects not only the industry but also the state of the
worker. Remaining away from the work effect the financial position of the
worker earning capacity is reduced and indebt ness increases. The purchasing
power is weakened and it becomes difficult to meet necessities of life. This
may lead to UN natural behavior towards his surroundings and ultimately to a
mental work. Prone to suffer a loss of job may also reflect damage and agony
on the departments.

Workers Absenting from work have to bear the total loss. Short of
attendance reduces income when ‘no work no pay’ becomes the general rule
such irregularities compel the management to take the firm and stick action
against them hence yearly bonus may reduced or taken away and incentives
plans shelved to dust.

The ‘contractor workers’ workers misused and under use of costly tool
machine reduce both quantity and quality of the products.

Lot of supervisions and instructions from the part of supervisor on

“Contractor workers” workers involves both loss of time & energy. A restraint
is put on other important activities and duties when more attention has to be
paid.
EFFECTS OF ABSENTEEISM

Increasing rate of Absenteeism adds very considerably to the cost of the

industry. The noticeable losses caused by absenteeism may be put as under:

1. It causes production loss in-term of quality and quantity.

2. Profits of the organization are reduced.

3. Employing additional lab our cost.

4. Overtime payment becomes necessary.

5. There may exist a possible damage to the machinery by badly workers.

6. It results in losses to the workers in terms reduced wages. Bonus and

lesser incentive payments.

7. Stability of work performance at high is reduced.

8. Generally speaking it weakens the company’s goals objective and

productivity.

RATE OF ABSENTEEISM

Excessive Absenteeism involves a considerable loss to the organization

because work schedules are upset and delayed and management has to give
overtime wages to meet the delivery dates.

The rate of Absenteeism can be calculated by the following formula:

 No. of period of absence in yr .
¿ 100
Absenteeism frequency rate = Average no . employed in the yr.

No. of working days lost in yr.

¿ 100
Absenteeism severity rate = Total potential working days .

1. FORMULATION OF EMPLOYEE ATTENDANCE POLITY

The management should device in well planned ‘employee attendance

policy’ the policy should be clearly explained to the employee reminding them
periodically. The employee must abide by health and safety rules and practices
on an off. The policy should also be effectively in forced. The penalty
composed up of an Absentee should be such that they increase unauthorized
absence. Employee should before warn that UN excused occurs increasingly
with several penalties. Proper disciplinary should be taken as promptly as
possible after the unexecuted absence.

GRIEVANCE

Grievances dealing should be prompt. Any problem regarding any

worker should be death immediately. Every organization should have a model
of how grievances should be procedure. When any problem arises the
supervisor must be able to deal with it by himself.

2. LIBERAL GRANT OF LEAVE

When a worker approaches his supervisor for leave the supervisor

should ask the worker about why he intends to go on leave. If the reason is
genuine he should be allowed to take the leave. Whenever some organization
are too strict then the poor workers although has some problem he may not go
to ask ground of leave but just be absent.

3. INTRODUCTION OF ATTENDANCE BONUS SCHEMES

Attendance bonus scheme is one of the very common devices being

introduced by several organizations for decreasing absenteeism. However this
scheme does not involve the mere physical presence of the individual and
Indian condition we may be able to insure the presence of the employee but not
commensurate productivity therefore in order to introduce healthy elements of
competition the individual bonus system has been modified by some firm in the
form of introduction of group’s bonus plans. Under this system there is bonus
generated for the group which has the best production record.

4. ENCOURAGEMENT OF COMMUNICATION

One of the problem is most organization is the communication gap

between the supervisor and the worker that has a lost of contribution towards
Absenteeism.

The worker are usually illiterate there is a great change in them to

misunderstand the rules and regulation of the organization. Hence, the
supervisor should take the trouble to explain to them the way the worker will
understand.

5. MOTIVATION OF THE WORKERS

The organization (management) should recognize the need of the

workers and provide them adequate cheap and housing facility. Free or
subsidies food and arrangements free medical and transportation facilities to
and from their villages, free education facilities for their children etc.

6. SAFETY AND ACCIDENT PREVENTION

One of the ways of preventing accidents is through ‘human engineering’

it should seen that for the perfect operation of the machine. The mechanization
of work thus developed a feeling that man and machine must work in relation
to each other.

Factors like negligence, careless, variety should be removed. This can be

removed by job satisfaction and cardinal relationship with the employees. The
supervisor should see that the work is being done in the proper operational
procedure. Instruction and training is the best method for accidents preventive
measures.

7. JOB ENLARGEMENT AND JOB ENRICHMENT

One of the reasons of Absenteeism is due to monotony. Since the year

they work in the same job and they become tired of the routine and same
surroundings etc.

They start to spent more time when they visit toilet, canteens, absent
from job, illness etc. this thing can be prevented by departmental changes or
asking each one worker to supervise how the jobs are being carried in his
department by giving turns to worker. Expansion in his work contents tried best
to reduce the repetitiveness of the job, participation of the worker in solving job
problem and searching for ways to make more interesting can facilities job
enrichment.

8. GIVING A FEELING OF ACCOMPLISHMENT

Since the jobs are much mechanized the worker is not having a feeling
of accomplishment this can be done by:
 Breaking the work done into units or batches so that the employees may
feel that he has done something substantial.
 Creating social relationship and building team work among work
groups.

9. DEVELOPMENT OF CORDIAL RELATIONS BETWEEN

SUPERVISOR AND WORKERS

The industrial work is a group which means relationship between the

groups. Since each groups or department have their own workers and
supervisor. If the relation of the worker is not cordial with the supervisor he
may tend to absent.

Hence the entire supervisor should be given training and they should
attend seminars to practice human behaviours at stage industrialization human
values understanding them practicing it has become a part of daily life.

CAUSATIVE FACTORS OF ABSENTEEISM

A conceptual approach

It is generally not easy to list out the specific or more precisely the real
causative factors contributing to absence behavior of workers. This is due to
the fact that Absenteeism is really not an isolated phenomenon. Absentee
behavior is only a symptom of rather complex disease caused by
environmental, organizational and personal factors. Causes differ in different
circumstances. The inquest for causes of Absenteeism can be at two levels.
First one can examine it at the macro level i.e. on country or national basis;
secondly its causes can usefully be studied at micro level i.e. in any one
industry.

a) Lack of commitment
b) Calculation by employee of economic consequences of absence

Macro Level

c) Rural bias and lack of adjustment to industrial way of life.

d) Behavior pattern of workers affected by social, cultural and economic

background.
Organizational factors

a) Managerial style

Micro level

b) Technological

Personal factors (individual attitudes factual circumstances and

compulsions)

External factors

MODEL FOR CAUSATIVE FACTORS OF Absenteeism OF

(i) MACRO AND

(ii) MICRO LEVELS

1) At the national or macro level, factors causing Absenteeism which are

often projected can be numerated as under:

a) Lack of “Commitment” of workers: Various researchers have

mentioned the transition from rural to urban life as painful, and this
affects the commitment of the worker. They argue that industrial
workers in India are either “not committed or only party committed to
industrial work. Workers have not fully served their connections with
land and their rural background”.

b) Calculation by employee of economic consequences of absence: A

worker basically and normally takes up a job to work and be able to earn
livelihood for himself and his family. Increased earnings are also
presumed to have led to increase beside for leisure and thus
Absenteeism.
c) Rural bias and non-adjustment to industrial way to life: Major part
of the industrial lab outcomes from the rural areas; they are not able to
adjust to the industrial way of working and life in urban areas. The work
pattern in industries is different from the one they are used to in the
village.

d) Behavior pattern of workers affected by social, cultural and

economic background: Absenteeism would depend upon the social,
cultural and economic background of the workforce, their preconceived
ideas and attitude the structure of legislation of the country and the
country and the type of management policy pursued in a particular
industrial set up.

2) At the micro plant level, the causative factors of Absenteeism can

mainly be ascribed to organizational factors, personal factors and
external factors. These factors are summarized as bellow:
ABSENTEEISM

(a) Managerial Style (b) Technological Environment

Quality and style of supervision. Condition of work and hours of work.
Selection induction and placement. Accidents.
Recognition, communication and Occupational diseases and medical
moral. care.
Job satisfaction and challenges. Recreational facilities.
Wages and incentive. Work group.
Overtime.
Leaves rules and procedures.
Role of unions.

(c) Personal Factors (d) External Factors

Martial harmony. Leave of unemployment.
Family size and responsibility. Social religious and cultural aspects.
Work orientation, leisure orientation. Time of the years and day of the
week.
Bad habits.
Climatic and related conditions.
Emotional health.
Recreational facilities (local).
Community obligations.
Transport facilities (local).
Climatic and related conditions.
Housing (local).
Standard of living.
Transport.
Housing
Indebtedness.
a) Managerial Style

The internal administration of an organization is responsible for

absenteeism. The work is very important since a large portion of a worker daily
life is spent there. The atmosphere obtaining in the plant effects his attitude
towards his work and either persuades him to attend regularly or keeps him
away. To the extent that the plant administration contributes to any of these
negative factors it can be regarded as responsible for absenteeism. A worker
may also be influenced by a linnet policy which freely grants leave condones or
regularizes unauthorized leave. Although illness may be the dissatisfaction with
supervisor may be the real cause eve through the employee himself may not
realize it. Modern psychiatry has come consider that a large percentage of
industrial absenteeism contributed to illness may be psychosomatic in origin
i.e. due to adverse emotional state of mind towards the job and surrounding
factors.

b) Technological Environment

“Absenteeism is really a complex socio economic phenomenon born out

of attitude, circumstances and compulsion” absence may occur due to
drunkenness’ out of despair or habit when his absence or presence or at the
factory makes very little different for he is absent even when present.
Indifference, laziness, discontent and excessive consumption of alcoholic
liquor due to absenteeism as do the excessive desire for pleasure and
recreation. Bad nutrition and poor health habits in eating and sleeping may
cause absenteeism. The employee customer’s standard or leaving also affects
faithfulness to his job. He may absent himself due to family and community
obligation such as wedding, funerals birth etc.

c) Personnel Factors
 Absenteeism is really a complex socio economic phenomenon born out
of attitude, circumstances and compulsion absence may occur due to
drunkenness out of despair or habit when his absence or presence or at the
factory makes very little different for he is absent even when present.
Indifference, laziness, discontent and excessive consumption of alcoholic
liquor due to absenteeism as do the excessive desire for pleasure and
recreation. Bad nutrition and poor health habits in eating and sleeping may
cause absenteeism. The employee customer’s standard or leaving also affects
faithfulness to his job. He may absent himself due to family and community
obligation such as wedding, funerals, birth etc.

d) External Factors

Many causes of absenteeism are due to factor outside the individual

plant. These comprises of such condition as:

 Congested or otherwise inadequate housing facilities. The worker may

be forced to leave some distances from the plant or is disagreeable and
UN health surroundings.

 Insufficient transportation facility such as over clouded buses uncertain

and irregular schedule.

 Lack of recreational facilities in the community where be of the kind

lightly to interface with good attendance such as addiction.

 Prevailing condition of the labor market when jobs are abundant there is
a tendency for employees to go ‘job shopping’.

 Climate condition such as excessive cold, heat, humidity, snow or heavy

rain are conducive to absenteeism, specially in occupation, which are
mainly outdoor in character such as building and ship building.
 Time of the year and day of the week. Saturday and Monday and all
days preceding and following holidays account for a large percentage of
absenteeism.

APPROACH FOR MANAGING ABSENTEEISM

A study of the problem of absenteeism involves two main approaches

the first understand it in terms of factors endogenous to the plant or industry
such as technological environment, work routine style of management and
personal factors. The second approach explains absenteeism through
exogenous to the work situation such as mal adjustment or lack of commitment
on the part of workers to the industrial of life. Search of reasons for absence
pattern of workers requires therefore that both the organizational factors at
work situation and external factors relating to behavior pattern of workers
affected by social, cultural and traditional value system are to be examined.

However, it may be mentioned that study or organizational factor at

plant level can be more fruitful remedial step by the management. As by way
of generalist ion it can be said that these organizational factors are generally
outside the control wholly or largely of the individual industrial organizational.
It may also be added that in particular situation in short periods a psychological
study of individual worker attitude would be of immense use of the
management.

MAGNITUDE OF ABSENTEEISM

It has been observed that the phenomenon of absenteeism does no exit

only in Indian industry it is a universal fact that the difference is only in terms
of magnitude. The rate of absenteeism varies from 7% to nearly 30%. In some
occupation it has risen to the abnormal level of 40% in some regions. The
extent of absenteeism may differ from industry to industry, place to place and
occupation to occupation. Such characteristics and emerging patterns as
follows have been discovered.
1) NAME OF THE EMPLOYEE

It is often found that there are absence prone persons in an organization.

But like the accident prone the membership of this group is changes. One study
reveals that alone the average 17% of the employees were responsible for 40%
of the paid absence during the three months period.

2) REASONS GIVEN

Illness is doubtlessly the number one reasons given for the absence
according for well over half of the cases. Other reasons given are frequent
transportation difficulties, personal requirement, and care of children.

3) PROJECTED REASONS

Many employers content that the real reasons for the high absenteeism is
a lack of an employee sense of responsibility. Though some will blame the
gradual switch from a work ethic to one of a more existentialistic character.
Actually monotony & demeaning jobs relatively poor pay oppressive and
pressure supervision and poor working condition do not inspire daily loyalty.

4) AGE

From various studies it has been resulted that absence rate for teenage
employees was the highest of all age groups. The rate for the 40-80 yrs
category comes at lowest place.

5) SEX

Many study a higher rate of absenteeism for females as compared with

males. The reason behind this has also concluded that they have improperly
allocated to lower paid & less desirable hobs. When corrected for job types,
compensation level & formals education, the difference between the sexes
trend to disappear.
6) DATESHE

Tabulation absenteeism by date often shown such interesting patterns as

high rates on Mondays, Fridays, Saturdays after paydays, before and after
holidays & it are highest during March-April-May when land has to be
prepared for monsoon sowing.

7) SHIFTS

The percentage of absenteeism is generally higher in the night shift than

in the day shifts than in day shifts. This is so because workers in the night shifts
experience greater discomfort and uneasiness in the course of their work then
those during daytime.

CAUSATIVE FACTORS & ASPECTS OF ABSENTEEISM

The phenomenon of absenteeism has been explained in various ways

according one a lack of “commitment” on the part of the workforce. But it is
generally not easy to list out the specific of more precisely the real causative
factors contributing to behavior of worker. This is due to the fact that
absenteeism is really not isolated phenomenon.

The major influences on employees attendance “source: Richard M.

steers and Susan Rhodes” a new look absenteeism.
IDENTIFICATION OF FACTORS ASSOCIATES WITH BSENTEEISM

OBJECTIVE

The purpose of the study was to investigate association of certain

variables i.e. organization and personal factors which are linked with the
absenteeism of the employees in the particular industrial organizational being
studied. The aim was to identify, if possible the major factors consistently
associated with high level of absenteeism.

TOOLS

For findings the facts a survey was conducted among the workers. For
this both open and close handed questionnaire was prepared. The information
collected through questionnaire was then consolidated. It was related to
measuring factors kike work & working conditions, wages & facility, human
relation administration etc. the information was then analyzed and examined to
arrive at conclusion.

METHODOLOGY

A preliminary survey was carried out for this purpose two groups of
employees were identified i.e. one habitual absentee and the other average
employee from the point of absenteeism. The behavior pattern of these two
different groups on different dimension were studied the direction of these
study would appear to be on the basis of comparing high and average absence
groups and looking for covariance between absence and other variable in
combination. For this purpose an appropriate semi structure interview
questionnaire was designed as appendix.
Coverage and Sample

A sample of the habitual absentee was drawn on random sampling basis

the list of these workers was given by the management on the basis of their past
records and attendance token. The sample size of these workers was 120 which
were 10% of the worker of Zawar mines.

CLASSIFICATION AND CAUSES OF ABSENTEEISM

In this head fall as well classify the worker who remain absent or who
have high absenteeism rate according to some parameters as:

 Age

 Education

 Wages

 Work experience

On above stated parameter we try measure that how much percentage of

absentees fall in which category i.e. general norms of absenteeism which
condition or limits.

By this classification we will be able to identify some common trends of

absenteeism that will further help us to decide strategies for remedial action.
AN OVERVIEW OF CURSE OF ABSENTEEISM

Absenteeism is a serious problem for a management because it involves

heavy additional expenses. Reserves and understudies are kept in readiness to
take the place of the absenteeism following which the overhead cost of the idle
equipment has to be faced. Industrial employees do not usually ask for a leave
so absence in advance or even give notice during there absence as to how long
they would be away. The management is generally uncertain about the
probable duration of an employee’s absence and cannot appropriate measures
to fulfill the gap.

As regards measures to be adopted to remedy the situation a set

procedure should be there to control the absenteeism and cope with above
situation.

Control of absenteeism

Absenteeism can be regarded to be as much a characteristic of a group

of employees as of an individual attitude. Any plan to control it must consider
both groups absence behavior. Any comprehensive for absence control has to
elements.

 The climate of interest and concern among all in the organization and an
involvement and commitment of absence control possible through the
creation of agency or department to coordinate policy for absence
control.
 There can be specific technique used under different circumstances
amends towards varying forms of absence.

For effective control of absenteeism the employee must necessarily be

involved as the real solution of the problem depends upon the acceptance of
objective by parties viz. the employees and management.
FOCUSED STRATEGY FOR ABSENCE CONTROL PROGRAMME

Appropriate strategy formulation and plan of action with time bound

objective is necessary. The approach should be too maintaining an
improvement in controlling absence rate I contrast to a sudden and drastic
clamp down. The emphasis is to be placed on reduction of avoidable absences
and also bringing about an improvement in procedural aspects of leave system.

It is likely that the greatest scope for reducing absenteeism exist in

reducing non sickness absences rate. Whenever the absences pre dominant
management action should be aimed towards alleviating the causes when
towards symptomatic correction of the problem. This may involve training of
worker in multi skills to make their own work more varied and interesting to
lessoning of desire to stay from work. Another aspect to be kept in view is that
the lessoning of interest on the part of the better groups it is a warning signal of
more absenteeism to come among other workers who have a greater proclivity
of absenteeism.

Basis of effective programme

In brief effective program should be based on:

1. The good understanding of the leading causes of absences.

2. Careful analysis of absence records for each department.

3. Regular communication to employees of the company attendance policy

including disciplinary procedure.

4. Proper implementation of this policy by all line manager and supervisor.

5. Imaginative use of specific causes for absenteeism.

6. Long term programs for prevention of absenteeism.

7. Short term specific goal to reduce absenteeism.

ABSENTEEISM TACKLING CONTINUUM

Absenteeism is necessarily a managerial problem. However in many

organizations, this problem is thought of as an unavoidable evil to live with and
thus is ignored. Some management considers absenteeism in their organization
as not so high even though a closer look may revile the contrary. In fact
relatively very little attention has been paid by the individual management even
to understand the nature of the problem and tackle the same.

In order to know the quantum of efforts made by individual

management in tackling the problem of absenteeism in their respective
organization an ‘absenteeism tackling continuum’ has been developed. The
continuum is a tool for towards handling absenteeism in a particular plant.
Management will move from uncertainty towards certainty in this action. In
other words, from immaturity towards the state of maturity “continuum”, by
solving the problem related to absenteeism.

This continuum helps objective assessment of organization efforts

towards managing absenteeism from time to time.
ON THE BASIS OF AGE

Age of the worker can be divided into four major intervals these are
following:

Intervals No. of Responses % of Responses

20-30 12 10
30-40 12 10
40-50 60 50
50-60 36 30
Total 120 100

120

100

80

60

40

20

0
20-30 30-40 40-50 50-60

PERCENTAGE OF ABSENTEES FOLLOWING IN THE CATEGORY

So most of the chronic falls in the age range 45-50 yrs. It means 50%
people mostly remain absent. Only 35% and 10% of the worker are above 50
and below 50 yrs of age who remain absent respectively.
ON THE BASIS OF EDUCATION

Education of the worker can be divided into following 4 standards:

Standards No. of Responses % of Responses

Illiterate 9 7.5
Up to 5th class 18 15
5th to 10th class 63 52.5
Above 10th class 30 25
Total 120 100

No. of Responses
Illiterate

Up to 5th class
Above 10th
class

5th to 10th
class

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 It is clear from above graph that most of absentees are secondary

schools are adequate workers.

 Only 25% workers have got education about 10th standard.

 Only 7.55 workers are illiterate.

 General conclusion may be taken as absenteeism is more in less

educated person absenteeism is inversely related with education.
ON THE BASIS OF WAGES

For analysis point of view wages factor can be divided into following
three intervals:

Intervals (in Rs.) No. of Responses % of Responses

Below 5000 16 13.4
5000 to 10000 54 45
10000 to 16000 50 41.6
Total 120 100

No. of Responses
Below 5000

10000 to
16000

5000 to
10000

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 Among absentee highest portion is captured by middle wage worker as

45% of absentee false between 5000-10000 wage rates.

 41.60% of worker who remain absent or who are chromic absentees get
their wages between 10000-16000.

 A very few workers 13.4% who usually remain absent gets wages below
Rs. 5000.

 In general it can be said that wages do not affect absenteeism.

ON THE BASIS OF WORK EXPERIENCE

Work experience is also related with absenteeism and for analysis this
factor can further be divided into following 4 intervals:

Intervals (in yrs.) No. of Responses % of Responses

Below 10 yrs. 18 15
10-20 48 40
20-30 36 30
30-40 18 15
Total 120 100

No. of Responses
Below 10 yrs.
30-40

20-30
10-20

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 The highest portion i.e. 40% are those who have been working in
company from 10-20 years.

 The workers who have work experience less than 10 years are 15% of
total absenteeism.

 45% of the absenteeism are having work experience between 20-30 and
30-40 years.

 In general it can be said that at most moderately experienced person

remain absent.
ON THE BASIS OF DEPARTMENT

On the basis of department worker can be divided as follows:

Departments No. of Responses % of Responses

Material 16 13.3
Balaria Mine 27 22.5
Mochia Mine 16 13.3
Time Office 6 5
Personal & Administration 15 12.5
Zawar Mala & Baroi 22 18.4
Electrical Maintenance 18 15
Total 120 100

No. of Responses

Material
Electrical
Maintenance

Zawar Mala &

Baroi Balaria Mine

Personal &
Administration Mochia Mine
Time Office
PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

It is clear from the above graphing that:

 In the Balaria Mine majority of employee remain absent.

 Next highest percentage of employees remain absent in Zawar Mala &

Baroid Department.

 15% of employee remain absent in Electrical Department.

 13.30% of employees remain absent both in Mochia Mine & Material

Department.

 12.50% & 5% of employees are Personal & Administration and Time

Office Department respectively who remain absent.
ON THE BASIS OF RESIDENCE

Residence of the worker can be divided that following two standard:

Standard No. of Responses % of Responses

Quarter 27 22.5
Other than quarter 93 77.5
Total 120 100

% of Responses

No. of Responses

0 20 40 60 80 100 120

PERCENTAGE OF ABSENTEES FALLING IN THE CATEGORY

 Majority of absentees are the employees who do not live in quarter.

 The rest 22.5% of workers are those who live in quarter.
ON THE BASIS OF CAUSES OF ABSENTEEISM

Standard No. of Responses % of Responses

Sickness 63 52.5
Other Work (Marriage/Festival) 57 47.5
Total 120 100

70

60

50

40
Sickness
Other work (Marriage/Festival)
30

20

10

0
No. of responses % of responses

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 52.5% of workers remain absent because of sickness and

 47.5% of workers remain absent because of some other work like
marriage festival etc.
ON THE BASIS OF HUMAN RELATION

The state of mind and feelings on employees perceives for other is

known as human relation. This factor can be divided into following sub factor:

Factor No. of Responses % of Responses

Good relation with co-workers 60 50
Satisfied with supervisor 54 45
Unsatisfied with supervisor 6 5
Total 120 100

No. of Responses
Good relation with co-workers Satisfied with supervisor Unsatisfied with supervisor

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 50% of the workers feel comfortable to work with co-workers.

 45% of the workers feel comfortable to work with supervisor.

 5% of workers do not like to work with supervisor.

ON THE BASIS OF OTHER SOURCES OF INCOME

The place other than ones job from where one can earn money can be
defined as other sources of income. These other sources of income can be
divided into following sub-factors.

Factor No. of Responses % of Responses

Outside the workplace 30 50
Inside the workplace 30 45
Neither inside nor outside the 60 5
work place
Total 120 100

No. of Responses

Outside the workplace

Inside the workplace
Neither inside nor outside
the work place

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 25% of workers have other sources of income outside the workplace

which is agriculture.

 25% of workers have other sources of income inside the workplace

which is overtime.

 50% of workers have other sources of income either outside or inside

the work place.
ON THE BASIS OF HABITS

This factor can be divided into following co-factors such as:

Factor No. of Responses % of Responses

Smoking 48 40
Use of alcohol 12 10
No bad habit 60 50
Total 120 100

No. of Responses

Smoking
Use of alcohol
No bad habit

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 40% of workers have bad habits of smoking.

 10% of workers have bad habits of alcohol.

 50% of the workers do not have any type of bad habit.

ON THE BASIS OF WAGES

The effectiveness of wages can be classified in the following sub-

factors:

Factor No. of Responses % of Responses

Positive response 45 37.5
Negative response 75 62.5
Total 120 100

Positive Response

No. of response
% of response

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 In this 47.5% of the worker feels that increase in wages will reduce the
absenteeism rate.

 62.5% of workers feel that the wage cannot absenteeism rate.

ON THE BASIS OF SAFETY EQUIPMENTS

Factors No. of Responses % of Responses

Availability of safety equipments 105 87.5
Non availability of safety equipments 15 12.5
Total 120 100

120

100

80
Availability of safety
equipments
60 Non availability of safety
equipments
40

20

0
No. of responses % of responses

PERCENTAGE OF ABSENTEES FALLING IN THIS CATEGORY

 87.5% of workers feel that safety equipments are available in all

departments.
 12.5% of workers feel that safety equipments are not available in some
departments such as zinc electrolysis roaster and acid electrical etc.
SUGGESTIONS MADE BY WORKERS

1. The no. total paid holidays given by company should be increased.

2. Strict punishment rules should be imposed on chromic absentee.

3. There should be facility that workers can go to there home after

finishing work.

4. Management should given the knowledge to workers about losses of

company and themselves because of absenteeism.

5. Company should improve its medical policy.

6. Behaviour of staff should be changed.

7. Behaviour of staff should be improved.

8. Punishment in the form of demotion should not be given.

9. There should be regular medical check up of the workers.

10. Company should give safety equipment to workers when they need.

11. Company should increase the salary and incentives of the workers.

12. Company should given monetary incentives to non absentee.

13. Company should increase the interest of the worker in there work.

14. There should be good ventilation. Fan in every mine i.e. in Balaria
Mine, Zawar Mala Mine and in Baroi Mine.

15. By increasing mutual helping between workers by importing personality

development programmed to promote the team spirit and improve work
efficiency.
16. Company should provide more facility.

17. Company should give safety equipment such as gas mask, gum boot
acid and heat proof shoes, ventilation fan and hand gloves.

18. Distribution of work and shift should be equal.

19. Company should restrict intoxication inside the boundary of company.

20. Company should increase the no. of such leave and casual leave.

21. There should be compulsion to sign. Medical; certificate by more than

three day leave.
 CONCLUSION

For decreasing the absenteeism rate or reducing the absenteeism

company should the systematic procedure so that control over absenteeism will
have greater impact on total system.

1. OBJECTIVE

Objective should be:

 Specific
 Measurable
 Attainable
 Retainable
 Time – bound

2. MAKE STRATEGY

While, working on strategy portion of program the management should

foresee the future prospects also because strategy works for longer period and
if this factor will not be conspired the effectiveness of the plans will decrease
comparatively so the strategy can be:

a) Suitable modification in rules and regulation regarding leave.

b) Better organization control mechanism should establish i.e. feed back of

absenteeism data at sectional level.

c) Create awareness involvement of all managers ‘supervisors’ employees

and the representatives in control of absenteeism.

3. PREPARED ACTION PLAN

This is the main part of any program as this is only which can be
implemented directly plan for reducing of HZL can be:
a) Creative awareness among the workers

Management should be active enough and take part in creating

awareness about the losses due to absenteeism the worker. They should
frequently take classes and keep on commenting the chronic absentee so that
they will be able to understand.

b) Give training

Management should start a weekly or fortnightly. Training session for

the worker in which they learn and put their jobs and better way to complete it
by this way also they feel easily with their work place for more time.

c) Punitive factor should apply strictly

If the employee found to be chronic absentee he should by treated

strictly and he should be punished for long absence without permission.

d) Recruitment should be careful

At the time of recruitment the management should take care about the
attitude of the person towards work place. Selection of the worker should back
a person’s high positive attitude.

e) Outsiders should be employed

As there are so many customs and festivals, regional, in me war, and

local workers remain absent for these occasion. For controlling this problem a
suitable mix of outside workers should be taken. By this way the problem of
absenteeism can also be checked.

f) Event management

Event like sports day, group picnic, should be organized for the worker
so that the worker will get acquainted with management also among
themselves this will motivated them to report at work place.
g) Informal contracts

Person at personnel department should maintain informal relation with

the worker buy this channel the department can get information about the real
problem of the worker which works behind absenteeism and can help reducing
at work place.

h) Policy about overtime

At the most of the workers remain absent because they compensate their
losses by overtime so management to make such a policy that can check this
mentally as the overtime hours be fixed and should not be equal to full time
duty.

i) Rewards should be partly in kind instead of full monitory

When a company gives reward to a worker for his good attendance it

should not be pure monitory instead we should give a suitable mix of money
and other useful things in the form of good grains, cloths etc. by this we can
check the worker tendency to use his previous profits for fore coming losses.

4. MEASUREMENT OF PROGRESS

At each new step of action plan management should the progress so that
is can focus the hurdles because of which the progress is hampered.

5. REVIEW THE PROCEDURE

When loop holes of the system and the procedures are recognized it
should be removed instantly to insure greater success of the future plan.
 BIBLIOGRAPHY

E.B. Flippo Principles of personnel management, Mc Graw Hill.

Luthens, Fred Organization behavior, Mc Graw Hill book

company, New York 1973.

C.B. Mamoria Personnel management (management of human

resources) Himalaya Publishing House.

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