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Absenteesim OF Supervisor & Non-Supervisor Level Employees"
Absenteesim OF Supervisor & Non-Supervisor Level Employees"
ABSENTEESIM
OF
SUPERVISOR & NON-SUPERVISOR
LEVEL EMPLOYEES”.
SED
IN THE PARTIAL FULFILLMENT OF THE DEGREE
OF
MASTER OF BUSINESS ADMINISTRATION
(SESSION 2009-11)
This report is submitted in the partial fulfillment of the requirement for the degree of
Masters of Business Administration. This report is a bonafide research work carried out
by me. No part of this report has been submitted for the award or any other
diploma/degree/fellowship or any other similar title or prize. This report is based upon
my personal opinion. Hence, it cannot be referred to for official or legal purposes.
Surbhi Tyagi
EXECUTIVE SUMMARY
Hence ,to ensure that supervisors are comfortable and competent in their role of
managing absenteeism, they need to have the full support of senior management. All
parties must be aware of the aim of absence policies and procedures. Should there be
discrepancies between departments; a policy can lose its effectiveness.
This report is an attempt to check the Absenteeism level in the organization. The
report starts with Introduction of the Company, its achievements and then elaborates the
concept of Absenteeism; in SPRAY ENGINEERING DEVICES LTD, and data analysis
and interpretation on the basis of perception of employees.
PREFACE
The training enables the management students to themselves see the working
conditions under which they have to work in the future. It gives them real feel of
corporate world, which helps them to better equip themselves with the required skills. I
got the opportunity to do the training at “SPRAY ENGINEERING DEVICES,
BADDI” and did a study on EMPLOYEE ABSENTEEISM survey. In particular I was
lucky enough to be part of study and I was assigned to do some research regarding the
reasons for absenteeism and helping in solving the problem of absenteeism and finding
out preferences and priorities of employees to adopt suitable strategies attract them to
work more and regularly. It has been a great learning experience for me.
The study would not have been possible without the unconditional guidance and
support of all the team embers of SED. 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
I express my sincere thanks to Mr. Ved Prakash, HR Manager and Mr. Jagdeep
Rana, HR Executive, SPRAY ENGINEERING DEVICES .LTD, for lending their
consent to undertake this project and for their guidance in doing this project.
I finally thank the Almighty for bestowing me with the needed courage and
vigor in performing this task. I also thank all my friends, my well-wishers and all those
who had given me their support and encouragement in this regard
GUIDE’S CERTIFICATE
This is to certify that Surbhi the student of Shri Atmanand Jain Institute Of
Management and Technology; Ambala City has successfully completed her training in
SPRAY ENGINEERING DEVICES LTD. at Baddi from 7th July to 5th August 2010.
(Tarun Sahni)
TABLE OF CONTENTS
CHAPTER 1 INTRODUCTION
ON GOING ACTIVITIES OF THE COMPANY
STRATEGIC INTENT
PRODUCTS
TECHNOLOGY PROFILE
SERVICES OFFERED BY SED
OBJECTIVES OF SED
CHAPTER 5 CONCLUSION
QUESTIONNAIRES
BIBLIOGRAPHY
ANNEXURE
INTRODUCTION
For most companies, the responsibility for managing absenteeism has fallen
primarily on immediate supervisors. These supervisors are often the only people who are
aware that a certain employee is absent. They are in the best position to understand the
circumstances surrounding an individual’s absence and to notice a problem at an early
stage. Therefore, their active involvement in the company’s absence procedures is pivotal
to the overall effectiveness and future success of an absence policy or program.
COMPANY’S PROFILE
EPC solutions
Process Redesigning & engineering
Equipment (Re) designing & engineering
Equipment manufacturing
Industrial /Plant Automation
Engineering & Consultancy services
Sugar production, Co-generation of Power, Distillery (subsidiary JMSIL &
Bhogpur Co-op Sugar mills Ltd., BOOT basis.
Research & development
VISION
MISSION
THEIR PEOPLE
• Mechanical Circulator
• Jet Ejector
• Molasses Conditioner
• Flash Cigar
• Melter
• System
• Biomass Gasifier
• Carousel Diffuser
• Translation Disclaimer
TECHNOLOGY PROFILE
% Steam % Power
YEAR WISE TECHNOLOGY GROWTH / PRODUCT LAUNCH savings * savings *
Spray Pond Nozzle with innovative redesigning &
1992 modification reducing friction losses. NA NA
Cooling & Condensing systems with Single Entry Jet
1995 Condenser - 15-20%
Fully automated Cooling & Condensing systems
Single Entry Jet Condenser with automated nozzle
2000 governing system. - 30-45%
2002 Direct Contact (DC) Heaters 3-5% -
Integrated energy efficient solutions with Condensate
Flash Cigar & Vacuum Batch Pan 4-5% -
2004 Molasses Conditioner 1% -
Sugar Melter 0.5-1% -
Flue Gas Heat Recovery System 2-2.5% -
2005 Batch Pan with Bottom mounted Mechanical Circulator 1-2% -
Spray Continuous pan ( SCP® ) & Falling Film
2006 Evaporator 5-9% -
Multi-Entry Jet Condenser NA NA
Cane / Bagasse Difusser - -
2007 Air Belt Conveyor - 25-30%
Air Pre Heater 1-1.5 % -
Green Field Project - Fully automated Boiling House
2008 EPC 30-32% -
OJECTIVES OF SED
The objectives of SED are:
CHAPTER - 2
Review Of Literature
Defining Absenteeism
Types Of Absenteeism
Calculation Of Absenteeism
Causes Of Absenteeism
Analysis Of Causes
REVIEW OF LITERATURE
INTRODUCTION
Absenteeism is one of the major human problems in industry which is undesirable
because of its costs and the operating problem that it causes. It is an industrial malady
which disturbs work schedules, imposes added supervisory workloads, causes
unnecessary overtime and results in over all increased labour cost, reduced efficiency of
the operations, as well as in low employee morale. With the massive investments, the
capital labour ratio goes up considerably, as absenteeism among workers leads to serious
operating problems and dislocation of work that heavily affects productivity. In fact its
consequences are alarming.
“DEFINING ABSENTEEISM”
It refers to the failure on the part of employees to report to work through which
they are scheduled to work. In other words an unauthorized absence constitutes
absenteeism.
3. The percentage of absenteeism is higher in the night shift than in the day
shift. This is so because workers in the night shift experience great
discomfort and uneasiness in the course of their work than they do during
day time.
There are two types of absenteeism, each of which requires a different type of
approach-
1. INNOCENT ABSENTEEISM:
Innocent absenteeism refers to employees who are absent for reasons beyond
their control sickness and injury. Innocent absenteeism is not culpable i.e.
blameless. In a labor relations context this means that it cannot be remedied of or
treated by disciplinary measures.
2. CULPABLE ABSENTEEISM:
The days before and after a holiday are liable to higher rate of absenteeism.
Employees who belong to local area are absent more often than outsiders.
Bad weather increases rate of absenteeism, especially among employees who live
at distant places.
Employees under the age of 25 years and above the age of 55 years are absent
more often than those in the age group of 26 to 55 years.
Operative employees are absent more frequently than the supervisors and
managers.The higher the rate of pay and greater the length of services of the
employees, the fewer the absences.
CAUSES OF ABSENTEEISM
“Levels of absenteeism beyond the normal range in any organization have a direct
impact on that organization effectiveness and efficiency.”
Apart from the above viewed fact the most important problem faced is related
with that of the cost of absenteeism! Many organizations set aside approximately 3% of
budget for absenteeism. This makes an average of about 8 days a year per employee. If
absenteeism is above your budgeted figure or certain employee exceed the average in
your organization then this indicates that you have an absenteeism problem. However,
even if absenteeism is below it a focused effort will likely yield improved attendance.
The cost of absenteeism leads to: -
Decrease in productivity-
1. Employees may be carrying an extra workload or supporting new staff.
2. Employees may be requires to attain and orientate new or replacement workers.
3. Staff morals and employee service may suffer.
Financial cost-
1. Payment of overtime may result.
2. Cost of self-insured income protection plans must be borne plus the ways cost
replacement employees.
It was observed that about 40% case absenteeism is family oriented and more
responsibilities of workers. It increases in harvesting season.
2) SOCIAL CEREMONIES
In about 30% cases, the workers remain absent because there is no housing
facilities and the workers stay alone and great distance from factory.
In 20% case the workers remain absent due to ill health and disease
and in 15% cases workers remain absent due to accident.
5) TRANSPORTATION
Most of the workers have to travel long distance to reach the work
place. Most of the workers are not satisfied with transport facilities.
6) WELFARE FACILITES
In 13% cases, the workers are not satisfied with welfare facilities.
7) WORKING CONDITIONS
In 21% cases, the workers feel that there is not good working condition,
because they work in standing position which causes to remain absence for
relaxation.
8) MANAGEMENT SYSTEM
Near about 34% people are dissatisfied with management system because they
feel that their work is not being recognised and promotions are biased.
Let’s have a tabular evaluation of the: -
Observable Behavior pattern indicating possible alcohol related problems
II STAGE Frequent days off for vague Marked changes, Criticism from boss,
(Middle) or implausible reasons. undependable statements, general deterioration
“I feel guilty about avoid money from fellow cant concentrate,
sneaking drinks” I have employees, exaggerate occasional loss of
tremors. work, and accompanies memory, minor
frequent hospitalization. injuries on the job
(repeatedly),
warning from the
boss.
III STAGE Frequent days off, several Aggressive and belligerent Far below
(Late middle) days at a time, does not behavior domestic expectations
return from lunch. problems interfere with Punishable
“I don’t feel like eating” work, financial difficulties disciplinary actions.
“ Don’t want to talk about (garnishments and so on),
it” and more frequent
“I like to drink alone” hospitalization,
Resignation! Does not
want to discuss problems.
Problems with the law
community.
Generally
IV STAGE Prolonged unpredictable Drinking on the job incompetent faces
(Approachin absence (probably) completely termination or
g terminal “My job interferes with my undependable, repeated hospitalization.
stage) drinking” hospitalization, serious
financial problems, serious
family problems, divorce
etc.
“HOW ABSENTEEISM CAN BE CONTROLLED”
The definition of absenteeism, factors affecting and its causes are quite clear.
What is not so clear is how to take affirmative actions to control it. Traditional methods
of absenteeism control based only on disciplinary procedures have proven to be
ineffective. It is almost impossible to create a fair disciplinary action because even well
run disciplinary systems, which treat which treat similar actions in consistently similar
ways are seen as unfair. The reason for this is discipline alone usually identifies the root
cause of absenteeism. Every employee who takes time off in defiance of company
regulations has reasons, right or wrong which justify to themselves the legitimacy of their
actions. Unless the management attendance programme identifies and addresses the cause
of employees’ absenteeism it will be ineffective and unfair. Now, if absenteeism is to be
controlled the physical and physical and emotional needs of employees must be
addressed.
VARIOUS INDUSTRIES”
COTTON
19.3 20.1 21.8 22.9 18.3 19.2
TEXTILES
CEMENT
13.1 13.1 10.8 12.2 12.4 12.2
MATCH MAKING
14.7 14.1 16.6 19.3 19.0 23.1
WORKSHOP
Even in the management jobs, where mistakes are less spectacular, performance
may be improved. When managers are absent themselves from jobs rather than make a
poor decision under stress. But these examples are clearly a typical for the most past, we
can assume that organization benefits when employee absenteeism is low!!
CHAPTER – 3
RESEARCH METHODLOGY
RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge. One can also define
research as a scientific and systematic search for pertinent information on a specific topic.
In fact, research is an art of scientific investigation. It is the pursuit of truth with the help
of studies, observation, comparison and experiment. In short the search for knowledge
through objective and systematic method of finding solution to a problem is research.
RESEARCH DESIGN
The research design is purely the framework or plans for a study that guides the
collection and analysis of data. It is a blue print that is followed in completing a
study. It may be a worthwhile to mention here that a research design is essentially
the framework for the study.
The research methodology adopted for the project can be stated as follows –
• An extensive study of the topic through various sources like internet, books
and work done on some topics
• A questionnaire was prepared to analyze the level of absenteeism in SED.
• Collection of questionnaire took place after a couple of weeks to analyze
data.
• All the responses were studied and certain findings and recommendation
were given.
• A detail and systematic report was prepared.
SAMPLING DESIGN
Sampling is used to collect primary data when the source of data is far too many
to be exhausting handled. Sampling is the integral part of data collection
process. The way of selecting a sample is known as sample design.
Data is basically collected in two methods. They are classified in to two ways
1. Primary data
2. Secondary data
Primary Data
The primary data are those, which are collected afresh and for the first time, and
thus happen to be original in character.
Secondary Data:
Secondary data means, data that are already available that is they refer to
the data which have already been collected and analyzed by someone else and which
have already been passed through the statistical process. Secondary data may either be
published data or unpublished data and can be gathered through :
Internet,
Books,
Magazines,
Manuals,
Journals etc.
Here in my research I have used both the primary as well as secondary data for
research topic. Primary data that I have used is the structured questionnaire.
Along with the primary data obtained through use of questionnaire. I have used
secondary data from various sources like financial websites, newspapers, journals etc
Sample Size
The sample size for this study is taken as 100.
Sample Area
SPRAY ENGINEERING DEVICES. LTD
UNIT-2 (BADDI)
Percentage Analysis
Percentage Analysis
The percentage refers to a special kind of ratio. Percentage is used in making
comparison between two or more series of data. Percentage is used to describe
relationship.
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. This is
essential for a specific study and for ensuring that we have all relevant data for many
contemplated comparisons and analysis. Technically processing implies editing, coding,
classification and tabulation of collected data. So that they are unable to analyze. There
are many steps involved in processing and analyses of data. These are as follows:
Totaling of all the survey conducted for temporary, permanent and staff
employee separately.
Calculating the number of employees giving the same answers for the
question having different options available for questions (Separately for
temporaries, permanents and staff)
Calculating the percentage of each question having different answers
provided by different employees.
Now prepare the pie chart for these questions for the all questions included
in survey having dichotomous as well as multiple choice questions
separately(for temporaries, permanents and staff)
QUESTIONNAIRE ANALYSIS
NO. OF
EDUCATION EMPLOYEES PERCENTAGE
10th 7 7%
12th 18 18%
Diploma 15 15%
UG 20 20%
PG 40 40%
1
TOTAL 100 00%
INFERENCE
As from the pie, it is depicted that the majority of the employees of company are post
graduate. i.e.40% .
Q 2) What are the Number Of Dependents In The Family?
60% 55%
% of respondents
50%
1
40% 2
30% 3
20%
20% 4
10% 10% 5
10% 5%
0%
1 2 3 4 5
No of Dependents
INFERENCE
The maximun number respondents (i.e., 55%) at SED have 5 dependents and 20% have
3 dependents in their family..
Q 3) What is the distance B/w your house and factory in KM
Kms Traveled
by employee No. of emp. Percentage
01 – 20 60 60%
21- 30 20 20%
31 – 40 12 12%
41 – 50 8 8%
Total 100 100%
70%
60%
60%
% of employees
50% 01 – 20
40% 21- 30
30% 31 - 40
20%
20% 12% 41 - 50
8%
10%
0%
01 – 20 21- 30 31 - 40 41 - 50
Kms travelled
INFERENCE
The above study shows that the maximum number of employees (60%) travel 1-20 km to arrive
to the company i.e. they are residing near to their working place.
Answers Yes No
%age of employees 63% 37%
%age of employees
37%
Yes
No
63%
INFERENCE
The study shows that 37% of the employees are not satisfied and thus the company has to make
efforts to satisfy them.
INFERENCE
The study shows that maximum number of employees are absent mostly due to health and
sickness. i.e 41% whereas 3 % are absent because of reasons like social commitments , sudden
events.
No of employees
0 7
35
Rarely
Sometimes
Always
Never
58
Inference:
The above study shows that 35 % of the employees are those who report their superiors about the
absence to the duty.
INFERENCE
The above study shows that 99 % of employees inform their supervisor by phone while only 1 %
of employees do not inform.
Q 8) Are your talents and abilities fully utilized in your job?
INFERENCE
It has been concluded from the study that 65 % of the employees agree that their talents
are fully utilized in the organization whereas 31% are not.
9) How is the surrounding you are working in?
Very
Answers Good Good Satisfactory Poor
%age
Employees 35 45 15 5
%age Employees
5
15
35
Very Good
Good
Satisfactory
Poor
45
INFERENCE:
Out of 100 respondents 45 % of the respondents consider the surroundings as
good.
10) Do you receive benefits for overtime job?
Answers Yes No
%age of
employees 14% 86%
INFERENCE
The study shows that majority (86 %) of employees do not receive benefits from overtime job
which is the main reason of employees absenteeism.
`
11) Do you feel boredom with the assigned duty.
INFERENCE
The table shows that 10% of the respondents felt boredom at work rarely, 10% felt
sometimes, 5% felt always and 75% felt never, it seems that the majority employees are
interested in the work.
12) According to you, how absenteeism can be controlled?
Participatio Congenial
Anwers n Incentives Environment Others
%age of
respondents 35 40 15 10
%age of respondents
10
15 35
Participation
Incentives
Congenial Environment
Others
40
INFERENCE:
This is clear from the above pie that absenteeism can be controlled by providing
more incentives to the employees, whereas 10% of employees feel it can be
through giving them breaks, arranging trips etc.
Q 13) How much does the work suffer when you are absent?
ANSWERS
% OF
EMPLOYEES
A LOT 85%
SOME 5%
A LITTLE 7%
NOT AT ALL 3%
% OF EMPLOYEES
3%
7%
5%
A LOT
SOME
A LITTLE
NOT AT ALL
85%
INFERENCE
It has been concluded from the above figure that 85 % of the employees are those who think that
their work suffer a lot by absenteeism.
Q 14) How is your relationship with your superior?
%age of respondents
20
40 Very good
Good
Satisfactory
Poor
35
INFERENCE:
This has been clear from the above pie that 40% of the employees have good
relationship with the superiors.
Q 15) Seminars and workshops on absenteeism are informative & useful.
INFERENCE
The table shows that 60% of respondents strongly agree that training programme on
absenteeism has a good effect. 30% feels it as satisfactory by agreeing to it. 5% does not
agree with it and the rest i.e. 5% feel that it has no effect.
CHAPTER – 4
Limitations of the study are all those which a student has to face while completing
such project. 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.
Managerial staff was quite busy in their work, so due to their tight schedule of
work, I was not in a position to discuss some important aspects in detail.
FINDINGS
The research started considering the increase of Absenteeism rate in SED. The
rate of Absenteeism is calculated from the Primary & secondary data and the factor for
the increase is the rate of Absenteeism are collected through questionnaire and the
followings results are arrived through the statistical analysis of data.
1. The study shows that majority of respondents agree that working environment is
very good.
2. It has been made clear that there are many reasons that are responsible for
absenteeism. These are :
Emergencies
Personal sickness.
Functions.
Family sickness
3. Employees are aware of the fact that their absenteeism has a great impact on the
organization
4. The basic reason for the employees absenteeism is lack of incentives.
5. Most of the employees facing personal problem it is also reason for absenteeism.
6. Some of them absent because of Boredom in doing assigned job.
7. Majority of the employees does not have good terms with their superiors.
8. The various training programmes and seminars like:
“POSITIVE WORK CULTURE AND “IMPROVEMENT OF
PRODUCTIVITY”.
“QUALITY OF LIFE-QUALITY OF WORK TIME
MANAGEMENT”.
These are being conducted by the mgt regularly in order to improve the
individuality of the workers and to bring up good result in production.
Through these training programmes many worker have changed their life
style and improved their attendance.
1. Many of the employees are not in good relations with the superiors , so efforts
should be made to develop cordial relations.
2. Selecting the workers by testing them thoroughly regarding their aspirations,
value system, and sense of responsibility.
3. The management must consider the factors like employees welfare facility and
leave facility.
4. The work can be made more interesting by arranging workshops and seminars.
5. As more employees are taken leave more then EL & CL, so any counseling can be
given to reduce the absenteeism among the employees.
6. The wages provided by the company are not satisfactory to the employees,
therefore the company can taken steps to increase the wages or the incentives
provided.
7. The company can establish clear policy of absenteeism and communicate this
to all employees when they are hired.
8. The company can provide extra incentives to the employees who are regular to
work in order to motivate them towards their job.
9. For learning and development, more training programs should be imparted so that
the employees may get aware of the latest technologies like Training
management, stress management, motivational management.
CHAPTER – 5
CONCLUSIONS
CONCLUSIONS
IN CASE OF NON SUPERVISORS:
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 SUPERVISORS :
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
According to the project study the reasons for absenteeism fall into two broad
categories;
Controllable
• Excessive work
Uncontrollable
1) Educational Qualification
a) 10th ( ) b)12th ( ) c) Diploma ( ) d) UG ()
e) PG ( )
13)How much does the work suffer when you are absent?
a)A Lot ( ) b)Some ( )
c)A Little ( ) d)Not At All ( )
15) Do you feel that the seminars and workshops on absenteeism are informative & useful?
a)Strongly agree ( ) b) Agree ( )
c)Disagree ( ) d) Strongly disagree ( )