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Hindustan Unilever
Hindustan Unilever
A Presentation on
ABSENTEEISM
INDUSTRY SETUP
SWOT
STRENGTHS OPPORTUNITIES
Get more out of Life
Deeply penetrated Unmatched Distribution Network Product Innovation through R & D Diverse Business Management
WEAKNESSES
New Markets Evolution Globalization Reasonable Purchasing Power Huge Rural Market Health Conscious Products
THREATS
No. 1 & Strong No. 2 in more than 95% of Business. Domestic & International
Economic Downturn Increase in Labor Production Cost New Local Products Legal Effects Global Competition
PRODUCT MARKET
STRATEGIES
UIEL
Hair Care
Oral Care
Skin Care
Toothpastes
Cream Lotions
SCOPE - OBJECTIVE
The scope of the study was limited only to the category of shop floor employees because in management cadre absenteeism is almost nil as people of this cadre are punctual & disciplined. Absence of these shop floor employees adversely affects the smooth flow of production. It becomes necessary on the part of the management to make efforts to reduce absenteeism in a planned manner. The study was conducted at HR Department in Unilever India Exports Ltd. (KANDLA). All the employees working in New Skin plant were considered under the scope of the survey work.
The objective of the study undertaken by me at Export Division of Unilever was: To observe & analyse the trends of Absenteeism at UIEL for a quarter period of March April May June 2013. To study the factors reasons responsible for erratic Absenteeism amidst the shop floor employees. To recommend controlling measures for the Absence Factor.
RESEARCH METHODOLOGY
RESEARCH PROBLEM
Controlling measures to minimise the Absence factor & the Absenteeism Rate for the Quarter period. Deductive Research Exploratory Research Analytical Research (historical data) Primary Data
RESEARCH DESIGN
Sampling Unit (UIEL Employees) Sampling Frame (50 targeted shop floor employees) Sample (20 respondents) Response (accurate) Cluster Sampling (Simple Random Sampling Method)
Convenience Sampling
SOURCES OF DATA
PRIMARY DATA
Questionnaire Method
Interview
Personal Interviewing
% Beyond Criteria
22 20 15
13 9
13 % Beyond Criteria
10
5 0 March
April
May
June
Criteria :
a). Employees absence 3 or less than 3 days = Defined Limits b). Employees absence more than 3 days = Beyond Criteria
13%
34%
57%
A B C
57%
MARCH - 2013
APRIL - 2013
22%
13% 31%
A B
43% 44%
A B C
47%
MAY - 2013
JUNE - 2013
Number of Employees 2 7 8 13 4 7 10
2. GENDER
A sequential Ladder A Scrutinized Questionnaire Screened List of Questions Covers Shop Floor Employees
3. NO. OF LEAVES
4. DURATION OF LEAVE
4 7 6
16 1
9 2 6
16 1
7. SATISFACTION LEVEL
CONCLUSION
The study of Unilever Ltd. enables me to conclude that overall attitude of the system is quite promising . Responses highlight that a large number of employees are duly satisfied with facilities provided . The Absenteeism Rate kept on fluctuating for the quarter period & could not make up
SUGGESTIONS
Re-start the Voucher & Gift facilities, which could keep the employees awakened all
the time to be at work. Gifts facilities should also get commenced as a reward of their Good Performance. Minimise the pattern of Consecutive Attendance from 3 months to 2 months. Practicing overstay through which employees earn compensatory leaves still cause absenteeism at instances. Varied Presentation Methods like Group Discussions, Multimedia, Internet Portals,