INTERNATIONAL TRACTER LTD.

Project :-

ABSENTEESM & LABOUR TURNOVER

History & An Overview Of The Group

History :Established in 1969, Sonalika group from the very beginning has tried to understand customer need. Sonalika has state of manufacturing ,spread in acres, located at Hoshiarpur and tax free zone in H.P. It is the one of the top 3 tractor manufacturing companies in India . Othes products include of, Multi utility vehicles, engines and various farm equipments . It is also one of the few debt free companies. Group has strength of about 2000 employees & technocrats. As we step in to our fifth decade of existence, we continue to lead the development. Tractor & Car plants work in 2 to 3 shifts depending upon volume of work for maximum production. We have ventured in to automobile sector with the

Overview Of The Group

Main Group Units of the company:

International Tractors Ltd. (ITL) Sonalika Agro Industries Corporation International Cars & Motors Ltd. (ICML) International Autotrac Finance Ltd. (IAFL)

International Tractors Limited was incorporate on October 17, 1995 for the manufacture of Tractors and has since then built a distinct position for itself in the Tractor industry. ITL is manufacturing various Tractors of Sonalika brand between 30 H.P to 90 H.P, and CLASS brand between 70 hp to 90hp. their maximum pulling power, minimum fuel consumption and

These tractors are also exported to various countries including South Africa, Australia, Zimbabwe, Sri Lanka, Canada, Bangladesh, Algeria, Ambia, Senegal, Ghana etc.

The corporate philosophy embedded in trust, quality and commitment has helped the group to carve out a niche for itself in the highly competitive world of Machinery. Sonalika is the fastest growing tractor company .

WHAT DRIVES US

VISION STATEMENT The Dream Project of Sonalika group is to cater the agricultural and auto industry with quality abrasive products through untiring dedication and leadership. MISSION STATEMENT We pay personal attention to our customers so that, we can build products they need, and not merely sell the products we build.

PRODUCTS
Some products of International Tractors Ltd
DI-750III DI-730 III DI-745III DI-55 DI-730 II DI340S DI-75 2WD DI-750II DI-732III DI-75 4WD DI-750 DI-732III

HRM practices Human Excellence

The Company has established an Excellency Centre with a view to develop human excellence. The centre focuses on three types of training and development activities.
Functions of HRD Manpower Planning Recruitment and selection of employees Employee Motivation Employee Evaluation Industrial Relation Provision of Employee Services

International Tractors Ltd, Certified as Quality Management SystemISO

9001:2000 Std.
Quality Management SystemISO/TS

16949:2002 Std. ( ITL Auto Division ) ISO 14001:2004 Environment

Management System

MILESTONES 2007
Joint Venture between ITL and MAGMA , August 2007.

2007
New variant of RHINO RX

2006
Market Launch of RHINO (MUV) 2004 Opening of in Sonalika group ICML 2003 Started export of tractors to Africa & Asian subcontinents 2000 Entered into Joint venture with Renault (Class,) from Germany agricultural 1997 Entered into Manufacturing of tractors 1969 Modest beginning into farm equipment and machinery manufacturing

STUDY OF ABSENTEEISM
WHAT IS ABSENTEEISM? Absenteeism is a habitual pattern of absence from a duty or obligation. The rate of absenteeism is defined as :No of maydays lost due to absence

Absenteeism= _____________________________

* 100

No of maydays scheduled to work

WHAT IS TURNOVER? In economics, turnover refers to the rate at which an employer,gains and loses staff. If an employer is said to have high turnover, then it may hire people often. The high turnover can be a risk to the business due to lost skills and knowledge.

REASONS FOR HIGH RATE OF ABSENTEEISM & TURNOVER

How employees report absence 1. Colds/flu 2. Stomach upset/food poisoning

3. Headaches/migraines

4. Back problems
5. Stress/emotional problems/personal problems

In managers' own opinion 1. Colds/flu 2. Stress/emotional problems/personal problems 3. Monday morning blues/extending the weekend 4. Low morale/boring job 5. Childcare problems/family sickness

REASONS FOR ABSENCES AS REPORTED BY WORKERS

REASONS FOR TURNOVER AS REPORTED BY WORKERS

Unsafe Working Conditions Excessive Rework Travel Distance Poor Craft Supervision Poor Overall Management Personal and Family Illness

Relationship with Boss Overtime Available on Another Job Poor Overall Job Management Poor Planning Poor Craft Supervision Inadequate Tools and Equipment Excessive Surveillance by Owner

FACTORS AFFECTING WORKPLACE ATTENDANCE

Associated Workplace Climate Factors Organizational and Workplace Factors Social and Societal Influences

EFFECTS OF ABSENTEEISM

Increased Costs Lower morale Increased workloads Frustrated managers and supervisors Loss of productivity Non achievement of objectives Reduced provision of services Decreased product quality Increased training costs and loss of key skills and personnel Increased supervisory and administrative costs Adverse public perception and confidence Adverse effects on consumers Workers loss wages for unauthorized absence from duty Regular flow of work in the factory is disturbed

PROCEDURAL PREVENTIVE RE-INTEGRATION The model (derived from Veer man, 1990) is represented as:

Types of interventions to reduce workplace absenteeism

CONTROL OF LABOUR TURNOVER

Use of proper tests & interviews in selection of employees. Proper orientation & training of employees Better pay & good working conditions Promotion from within & other career opportunities. Security of service. Introduction of incentive plans. Employee welfare schemes. Provision of retirement benefits. Proper job design, & work scheduling to match skills with job requirements.

DATA ANALYSIS

Reason for absence or leave?

Family Personal Religious Fun & Others Matters Health Activities Frolic 96% 4% 0% 0% 0%

Reason of Absence or Leave

120% 100% 80% 60% 40% 20% 0%

96%
Series1

4%

0%

0%

0%

Distance between place of stay & work place(Kms)? 0-10 10-2.5 25-40 More than 40 0%

76%

16%

8%

Distance between place of stay & work place

80% 60% 76%

40%
20%

Series1

16%

8% 25-40

0% More than 40

0%
0-10 10-2.5

Satisfaction with working conditions?

Ventilation Lights Sanitation Health & Safety Drinking Water Rest & Shelter Satisfied 100% 100% 100% 100% 100% Unsatisfied 0% 0% 0% 0% 0% No Response 0% 0% 0% 0% 0%

100%

0%

0%

Satisfaction with working conditions

100%

100%

Ventilation Lights Sanitation

100%

100%

Health & Safety

Drinking Water

100%

100%

Rest & Shelter

Basis of incentives provided to workers those having high: Attendance Special Bonus Promotion And Others(Sale & Profit of Plant) 100%
Basis of Incentives
120% 100% 80% 60% 40% 20% 0% 100% 100%
Series1

100%

Attendance

Promotion

Extent of Job Satisfaction

Highly Satisfied Salary 32% Work Culture 32% Openness of 32% System Participatory 32% System Grievance 32% Handling Satisfied 68% 68% 68% 68% Dissatisfied 0% 0% 0% 0% Highly Dissatisfied 0% 0% 0% 0%

68%

0%

0%

Extent of job satisfaction

0% 0%
32%

Highly Satisfied Satisfied

Dissatisfied

68%
Highly Dissatisfied

FINDINGS OF THE STUDY

FINDINGS
After doing analysis of collected data, findings that arrived are: From the analysis of questionnaire we found that main reasons of absenteeism are: Family Matters Personal Health of employee. Visit to native place. Poor management System Alcoholism & Gambling Lack of Interest

CONCLUSION

CONCLUSION

Finally, we can conclude that Indian labor market is concerned with satisfying their basic needs of cloth, house & food. The main reason of their leave from work is Health of Family Matters & their own health. It reduces productivity & disrupts the flow of work. To control absenteeism & labor turnover, org should provide: Special Bonus & Incentive Schemes for Extra work. Behavior of management should be co-operative with labor. Management should provide Health & Safety programmes to workers.

Queries ?

Thanks *