Professional Documents
Culture Documents
A STUDY ON ABSENTEEISM
Secondary Objective: To evaluate the internal and external reasons affecting the absenteeism
in the organization.
A STUDY ON ABSENTEEISM
production modules in Rane (Madras) Limited at Chennai. i. ii. To understand the relationship between employees attitude and moral. To find the absenteeism ratio and suggesting the management. To retain absenteeism ratio, if it is low or minimal. To reduce the absenteeism level, if it is more.
A STUDY ON ABSENTEEISM
(Madras) Limited. 2. Time is an important limitation in this project work. 3. The lack of co-operation from some of the respondents.
4. Some of the respondents are not interested in giving much information due
A STUDY ON ABSENTEEISM
Customer responsiveness, agility, innovation & Technology. MISSION & VALUE Provide superior products and services to our customers and maintain
market leadership.
Evolve as an institution that serves the best interests of all stakeholders. Pursue excellence through total quality management. Ensure the highest standards of ethics and integrity in all our actions.
A STUDY ON ABSENTEEISM
RANE HISTORY
trading in automobiles and parts. Represented General Motors, Renault, American Motors etc.
for automobiles and parts. The history of Rane is, growing from this reputed Trading House into a major manufacturer of vital components for the Automotive Industry.
friction materials.
In 1965 Rane Madras Limited discontinued with its trading activities. In 1975 Rane (Madras) Limited started manufacturing of Steering Gears. Rane Power Steering Limited was established in 1987 for manufacturing
Power Steering Systems (since 1997 Rane TRW Steering Systems Limited).
A STUDY ON ABSENTEEISM
Two new JV companies formed in 1995 TRW Rane Occupant Restraints Limited Rane Nastech Limited In 1997, Rane TRW Steering Systems Limited was set up to
o
o
In the same year Engine Valves Ltd. Signed technology agreement with
were brought under one company viz. Rane Engine Valves Limited.
A STUDY ON ABSENTEEISM
A STUDY ON ABSENTEEISM
Certified to ISO9000, three companies certified to QS9000. It offers global Products through Joint Ventures and has launched TQM as a major initiative. Ranes major customers in India are Ashok Leyland, Hyundai, Fiat, Maruti Udyog Ltd., Hindustan Motors, M&M, Hero Honda, TELCO, Eicher, TAFE, TVS Suzuki, Escorts, Indian Railways etc. To talk about Ranes international presence, its products reach over a hundred customers across the globe in 19 countries: Australia, Dubai, Italy, Japan, Singapore, USA, and UK, South Korea. Rane's prestigious customers include - AGCO Limited - Deutz AG - Hino Motors - Nissan Diesel, Japan - TRW Today at RANE, adopting new disciplines and new paradigms is a continuous process and this is translated into an ongoing process of modernization and upgradation, both of technical skills and product. A zeal for perfection is a part of the vision and values of the RANE Group. This is shared by every RANE employee.
A STUDY ON ABSENTEEISM
assemblies, Steering linkages, suspension joints and control arms. RML has three Units located at Chennai, Mysore and Pondicherry, with total manpower strength of 1212 employees. It is an ISO9000 certified company. Rane Engine Valves Limited (REVL) REVL started manufacturing IC Engine valves in 1959 in collaboration with Farnborough Engg.,Co. UK, .Today it has 4 units - located at Alandur (Chennai), Medchal (AP), Ponneri, Aziz Nagar (Hyderabad) with a total manpower strength of 1462 employees. REVL is the leading manufacturer of valve train components in India and is one of the earliest exporters of auto components. Its other products are non-valve train components viz. valve guides, tappets and camshafts, Crankshafts for Air conditioners & clutch Boosters. All its plants are QS9000 certified.
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A STUDY ON ABSENTEEISM
Incorporated in the year 1964. Honoured with DEMING prize, Rane Brake Linings is today a leader in Friction Materials in India. The Company has three Units situated in Chennai, Hyderabad & Pondicherry with an employee strength of 828.The company manufactures Friction materials - Brake Lining, Clutch facings, Disc Pads & Railway Brake Blocks which has applications in HCV, LCV, Cars, Tractors, Trains, Earthmovers and Two Wheelers. The group has access to world class Technology through strong alliances Nisshinbo Ind., Japan & TMD, U.K. RBL is an ISO9000 certified company. Rane TRW Steering Systems Limited ( RTSSL ) Incorporated in the year 1987, RTSSL with a total manpower strength of 637 employees has one unit situated in Viralimalai (Trichy) producing Power Steering Gears, and two in Guduvancherry producing Power steering gears for passenger vehicles and Hydraulic vane pumps. The Products have Applications in Heavy Commercial Vehicles (HCV), medium / Light Commercial Vehicles, Multi Utility Vehicles (MUL), and Passenger Cars.
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A STUDY ON ABSENTEEISM
Incorporated in the year 1995, this is a 50:50 Joint Venture between TRW Inc., and Rane ( Madras ) Ltd. with a total strength of 63 employees. TRW Rane produces Safety Seat Belt Systems. The company is a Lead Supplier of Safety Seat Belt Systems to all OEMs. TROR is a QS9000 certified company. Rane Nastech Limited (RNL) Incorporated in the year 1995, RNL is a 50:50 joint venture of Rane group and NSK Ltd., Japan.NSK is one of the world leaders in Energy Absorbing Steering Columns & Precision Bearings.
Located at Vallanchery Village (Guduvancherry) and with a total strength of 98 people, RNL produces - Energy Absorbing Steering columns, solid steering columns, intermediate shafts and coupling assemblies. NSL has proved its engineering capability by successfully developing columns for Honda City, Ford Ikon, Toyota Qualis, Maruti Zen & Omni. NSL is a QS 9000 certified company.
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A STUDY ON ABSENTEEISM
ASSOCIATE COMPANIES
Karmobile Limited Started in 1936 as an Electrical Distribution Company and subsequently in the year 1973 started manufacturing engine valves for locomotive engines and defense applications. Having two plants, plant I located at Peenya (Bangalore), and Plant II located at Hirehalli (Tumkur) with a manpower strength of 530 employees. JMA Rane Marketing Limited
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A STUDY ON ABSENTEEISM
SI. N O 1.
COMPANY
UNIT/LOCATION
2.
Rane
Plant I Ambattur, Chennai Plant II- Pregnapur, Hyderabad Plant III Pondicherry
Disc Pads, Clutch Facings, Brake Linings, Railway Brake Blocks Brake Linings, Clutch Facings, Railway Brake Blocks Railway Brake Blocks , Chord Wound Clutch Facings, NonAsbestos Brake Linings Engine Valves - doValve Guides, Valve Tappets Engine Valves, Cam shafts, Crank Shafts Steering Gear Assembly, Steering Linkage, Suspension Joint - do- doEnergy Absorbing & Solid Steering Columns Power Steering Gear Pumps for power steering gear Power Steering Gear for Passenger Vehicles
3.
Plant I- Alandur, Chennai Plant II Medchal, Hyderabad Plant III Ponnery, Chennai Plant IV Aziz Nagar, Hyderabad
4.
Plant
I Chennai
Velachery,
Plant II Mysore Plant III Pondicherry 5. 6. Rane Nastech Limited ( RNL) Rane TRW Steering Systems Limited Vallancherry, Chennai Plant I- Viralimalai, Trichy Plant II Pump Division, Guduvancherry, Chennai Plant III Power Rack & Pinion Division, Guduvanchery, Chennai 7. TRW Rane Occupant Restraints Limited (TROR) Singaperumal Koil, Chennai
Seat Belts
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A STUDY ON ABSENTEEISM
Delhi
Regional Sales Office
Manufacturing Unit
Mysore Chennai
Bangalore
Pondichery
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A STUDY ON ABSENTEEISM
PONDICHERRY UNIT III COMMENCED ON SEGMENT MANPOWER : 1996 : PASSENGER CAR : 218
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A STUDY ON ABSENTEEISM
Rane (Madras) Limited is part of the Rane group. Incorporated in the year 1936, the company today is a market leader in India in Steering Gears and Linkages. The company enjoys the reputation of being a leading and most preferred supplier for all domestic Original Equipment Manufacturers (OEMs). RMLs well-organized manufacturing facilities are spread over three units.
Unit I in Chennai spread over an area of 6.45 acres of land caters to all the
Unit II located at Mysore with an area of 22 acres of land caters to the tractor segment.
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A STUDY ON ABSENTEEISM
To cater to the Car segment, Unit III was set up with an area of 18.39 acres, at Pondicherry, with exclusive manufacturing facilities to manufacture manual Rack & Pinion Steering gears and Ball joints.
To obtain technology from the worlds best sources to manufacture products designed with world class features, the company has gone for technical collaborations with Quintal Hazel Limited, UK, Ehrenreich & Co., Germany, Burman & Sons Ltd., UK, NSK, Japan, TRW SSL, UK, TRW, USA. This access to state-of-the-art technologies, through collaborations with world leaders in the field, has ensured that the company always remains contemporary. Innovative new product development program is made practical by a wellequipped R&D. Our quality slogan Customer delight through Total Quality coveys our message towards customers, and their needs. RML has manpower of 1212 employees. The Company draws on their capabilities and talents, and invests in the development of their skills. These skilled personnel spearhead RMLs thrust into the future.
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A STUDY ON ABSENTEEISM
Commenced manufacture of TIEROD ENDS (Steering Linkage). Shedding of its trading activities. RML started manufacturing of Steering Gears. RMLs second manufacturing Unit set up at Mysore to cater to the demands of tractor segment.
1984
1995
Third unit (Rack & Pinion Steering Gear division) set up at Pondichery to cater to the needs of passenger car segment.
1995
TRW Rane Occupant Restraints Limited incorporated as a joint venture between Rane (Madras) Ltd. and TRW Inc.
1995
Rane Nastech was incorporated. 2007 Rane (Madras) Limited wins Deming Prize.
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A STUDY ON ABSENTEEISM
RML manufacturers all ranges of Manual Steering gears Re-circulating Ball Rack & Pinion
RML manufactures all ranges of linkages With grease nipple Greaser less Serviceable
Only company to supply the entire range of Auto Industry M&HCV, LCV, UV, Tractors & Passenger cars.
Certified to ISO 9001 & now gearing towards ISO/TS16949 RML meets in excess of 50% of the demand generated in India alone
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A STUDY ON ABSENTEEISM
EXPORTS
RANE (Madras) is presently meeting the Original Equipment Manufacture (OEM) requirements of a leading tractor manufacturer in the UK. The company is also a regular source of supply of Original Equipment Spares to tractor manufacturers in the U.K and U.S.A. Products from Rane (Madras) also cater to the requirements of the replacement market in Sri Lanka, Indonesia and Middle East.
In order to bring in continuous improvement in the products manufactured in RML, to develop features that reflect latest technological features, to cater to customer delight and to excel in competition in terms of quality, features and price, RML has established its R&D department that functions with sophisticated, state-of-the-art and technologically superior infrastructure facilities. In other words RANE focuses on customer service, even before the product reaches the hands of the customer.
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A STUDY ON ABSENTEEISM
QUALITY POLICY
Rane (Madras) Limited is committed to fulfill customer needs through adequate Quality System & Procedures.
QUALITY SYSTEMS
ISO 9001 certified since 1995 Pondichery plant - QS9000 certification obtained in March 2001 Chennai targeted for ISO/TS16949 by 2004.Mysore has been Certified
TS16949 in 2003.
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A STUDY ON ABSENTEEISM
RML GOALS
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A STUDY ON ABSENTEEISM
Director President Vice President General Manager Deputy General Manager Manager Deputy Manager Assistant manager Senior Executive Executive Senior Technical Assistant (Staff) Junior Technical Assistant (Staff) Operators (Workmen)
Unionize d Middle Management Senior Management
Junior Management
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A STUDY ON ABSENTEEISM
PRODUCTS MANUFACTURED
Manual Steering Gear Range Manual Recirculating ball & nut type Steering Gear Gear Steering Gear Parts Box Rocker Shaft Worm Nut Drop arm Manual Rack & Pinion Steering
UV Utility Vehicle
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A STUDY ON ABSENTEEISM
a1
Steering Linkage Parts Ball pin Socket Tube
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A STUDY ON ABSENTEEISM
Application:
M&HCV, LCV, UV, Tractor, and Passengers Cars
Control arms:
Upper control arms Lower control arms
Application: Passenger Cars
UV Utility Vehicle
Vehicle
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A STUDY ON ABSENTEEISM
RANE CUSTOMERS
(All Four Wheeler Manufacturers in India) Ford India Ltd.( Ikon, Escorts ) Fiat India Ltd.( Uno, Palio, Sienna )
Maruthi Udyog Ltd.( 800cc, Zen, Versa ) Telco Ltd.(Indica) Ashok Leyland Ltd.( Iveco, Bison, Stallion) Eicher Motors Ltd. ( Canter) Mahindra & Mahindra Ltd.(Tractors) New Hollond Tractors Ltd.(Tractors) Escorts Ltd. (Tractors) TAFE (Tractors) Punjab Tractors Ltd.(Tractors)
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A STUDY ON ABSENTEEISM
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A STUDY ON ABSENTEEISM
TECHNICAL ASSOCIATIONS
PRODUCTS Steering Joints & Linkages Steering Joints Steering Gears Manual Rack & Pinion RCB Manual Gears Worm & Roller
Germany Burman & Sons Ltd., UK TRW SSL, UK NSK JAPAN TRW, USA
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A STUDY ON ABSENTEEISM
ensure basic rules / norms & discipline are maintained uniformly across the
be allowed to work on Saturday / Sunday. Applicable only for workers. Hours of Work: The normal Working hour shall be 9 hours a day excluding half-an-hour break \ recess time. Shift Time: A Shift (Day) B Shift (Afternoon) General Shift Lunch Time: Morning Shift: Second Shift: The shift timings are as follows7.30 am 5.00 pm 5.00 pm 2.30 pm 11.30 pm 7.30 am 7.30 am 5.00 pm
Lunch timings for the above shifts are as follows: Lunch: 12.00 13.00 Dinner: 21.00 22.00
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A STUDY ON ABSENTEEISM
Attendance Recording System: Card Punching: To ensure that every employees has punched his
card 3 times in a shift, one at the start of the shift at 7.30 am (Shift-A) or at 5.00 pm (For Shift-B). Second punching after Lunch/Dinner, and then at the closing hour of the shift. Card punching after lunch break is not applicable for Non-Unionized employees. Attendance Downloading & Report generation:
When the employee punch his card, the data recorded in the punching
clock is transferred to the file in the computer through downloading & posting.
1st check 8.30 am (check the attendance of the Night shift) 2nd check after 9.30am (check for late coming in the Morning
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A STUDY ON ABSENTEEISM
HR. A muster or attendance register for each employee is open in the system every month with all the particulars like Employment No., Name, Month and Holidays pertaining to that employee.
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A STUDY ON ABSENTEEISM
Leave Limits:
Casual Leave: An employee is eligible for 10 days casual leave per calendar year. No employee is allowed to avail Leave of more than three (3) days continuously at a time. Privilege Leave: An employee is eligible for 30 days privilege leave in calendar year. National and Festival Holiday: Four National and Seven Festivals holidays are award each year. If Aavani Avittam falls on a weekly holiday, another festival holiday is selected. Maternity Leave: All female employees are entitled to Maternity leave. All female employees going on maternity leave are entitled for 84 days leave and benefits are available to them as per the Maternity Benefit Act. Leave on Loss of Pay: If an employee remains absent on LLP grounds from Monday to Friday, the succeeding weekly holiday Viz., Saturday and Sunday shall also be treated as leave on Loss of Pay. An employee who is on loss of pay for 24 days and above in a calendar year shall not be eligible for an increment. However loss of pay arising out sickness and accidents for continuous 10 days and above shall not be taken
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A STUDY ON ABSENTEEISM
Review of Literature
Meaning: Absenteeism has been variously defined authorities from time to time. Thus the term absenteeism refers to the workers absence from his regular task when he/she is scheduled to work. Any employee may stay away from work if he/she has taken leave to which he/she is entitled (or) some accident with out previous sanction leave. Definitions by Experts: Absenteeism is the total man shifts lost because as percentage of the total number of man shifts scheduled to work. Labor Bureau Simla. Absenteeism is the practice (or) habit of being as Absence and absentee is won who habitually stay away. Webster Dictionary.
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A STUDY ON ABSENTEEISM
Types of Absenteeism: Authorized Absenteeism. If an employee absents himself/ herself from work by taking permission from his/her superior and applying for leave, such absenteeism is called as Authorized Absenteeism. Un-Authorized Absenteeism If an employee absents himself/ herself from work without informing or taking permission and without applying for leave, such absenteeism is called as Un-Authorized Absenteeism. Willful Absenteeism If an employee absents himself/ herself from duty willfully, such absenteeism is called as Willful Absenteeism. Caused by Circumstances beyond Ones control. If an employee absents himself/ herself from duty going to the circumstances being his/ her control like involvement in accidents or sudden sickness, such absenteeism is called as absenteeism caused by circumstances beyond ones control.
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A STUDY ON ABSENTEEISM
Features of Absenteeism: Research studies undertaken by different authors reveals the following features of absenteeism. The rate of absenteeism is the lowest in pay day it increases Absenteeism is generally high among the workers between 45 to 58 The rate of absenteeism varies from department to department within Absenteeism in tradition industries is seasonal characters.
considerably on the following payments of wages and bonus. years of age. organization. Generally it is high in assembling section.
Effects of Absenteeism: Increasing rate of absenteeism adds considerable crash to the cost of
industry. Besides the loss of capital, absenteeism also adversely affects the process and the business profit. The effects of unauthorized absenteeism are more than other types of absenteeism.
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A STUDY ON ABSENTEEISM
Causes of Absenteeism: Sickness: Sickness is one of the main reasons for the employees absenteeism in the company. Unhealthy Working Conditions: Excess heat, noise, low lighting, poor ventilation, dust, smoke, etc., causes the absenteeism of workers. Social and Religious Ceremonies: Social and Religious functions divert the workers to remain outside the worksite. Alcoholism: Workers mostly prefer to spend money and the consumption of liquor and enjoyment after getting the wages. Therefore the rate of absenteeism is more during the first week of every month. Unsound Personal Policies: The improper and unrealistic personal policies result in employees dissatisfaction. The dissatisfied employee intern prefers to be away from the work.
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A STUDY ON ABSENTEEISM
Inadequate Leave Facilities: Negligence on the part of the employer to provide adequate leave facilities compels the workers to fall back on E.S.I. scheme, they are entitled to 56 days leave in a year on half pay instead of going without pay, the workers available themselves of third E.S.I. facility. Supervisors with oriented rather than man oriented approach are also a factors, which compels workers to absent themselves on an E.S.I certificate rather then avail of leave on benefited groups. Personal Factors: Such as martial, health, education, hobbies and extra curricular activities. When age and experience of the worker with longer experience had a better reward of presence less experienced worker to be make absent. Home Conditions: Such as distance from residences, mode of conveyance, family size, problems and responsibilities. Job Satisfaction: There is relationship between job satisfaction and absenteeism. i.e., job satisfaction is negatively calculated with absenteeism.
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A STUDY ON ABSENTEEISM
Measures for Control 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 absentee, failing which the overhead cost of idly equipment has be faced. Industrial employees do not usually ask for leave of absence in advance as to how long they would be way. The Encyclopedia of social science suggests the following measures to reduce the absenteeism. Rate of Absenteeism:
pecuniary Inducements. Absenteeism is probably natural human reaction to the routine of modern factory Life.
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A STUDY ON ABSENTEEISM
Research Methodology
The systematic gathering recording and analyzing of the data about problems, formulating hypothesis and suggested collecting, organizing and evaluating data, making deductions and reaching conclusion and carefully testing the conclusions to determine whether they fit the formulating hypothesis. Aim of the study: Having assigned the task of conducting a survey for the esteemed and prestigious Rane (Madras) Ltd the aim of the research is Study of the reason that way for the increased rate of Absenteeism among workers in Rane (Madras) Ltd. Research Design: The process starts after selection of the topic research design denotes the planning of the resource study by which the research followed the below methods and techniques. The type of research design framed for the study is Descriptive Research. Sample Size: The survey is conducted with 110 employees of Rane (Madras) Ltd. This is determined by the considering the time factors and restrictions in the company.
VEL SRI RANGA SANKU ARTS & SCIENCE COLLEGE
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A STUDY ON ABSENTEEISM
Sampling Techniques: The sampling technique is taken for the study is Convenience Sampling. Data Collection Method: After identifying and defining the research problem and determining specific information required is solve the problem, the task is to look for the type and source of data which may yield the desired results. Two types of data are being collected but the primary data form a major part of the study. The Two Types of Data Collection: Primary data & Secondary data Primary Data: These are the date that are freshly collected form the employees so as to find the increased rate of irregular attendance questionnaires are being, prepared and circulated among the employees so as to collect accurate data and results. Secondary Data: The process of secondary data collection and analysis is called research. It includes those data, which are collected for that earlier research work. Thus efficacious use of secondary data can save both money and time of the research. Company was the main source for secondary data, which provided the material for the research study.
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A STUDY ON ABSENTEEISM
Collection of data through Questionnaires: This method of data collection is quite popular, particularly in case of big enquires. It is being adopted by private individuals, research workers, private and public organizations and even by governments. In this method a questionnaires is consists of a number of questions printed or typed in a definite order on a form or set of forms. The method of collection data by mailing the questionnaires to respondents is most extensively employed in various economic and business surveys. Respondents, who are not easily approachable, can also be reached conveniently. Large samples can be made use of and thus the results can be made more dependable and reliable. Statistical Tools Used: The statistical tools which will be used to analysis the data are: Chi-square analysis Sample percentage method
Chi-square analysis:
If the research is interested in determining whether the number of observations in or responses that fall into various categories differ from chance. If the data is normally scaled, a chi-square test is applied. The formula for computing chi-square is Chi-square = (Oi-Ei)/Ei Where Oi = Observed frequency Ei = Expected frequency
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A STUDY ON ABSENTEEISM
The calculated value of chi-square is compared to the table value of chisquare for the given degree of freedom at specified level of significant. If the calculated value of chi-square is less than the table value the difference between theories and observation is considered to be significant that is it could not have raised due to fluctuations of simple sampling on the other hand. Sample percentage method: This method is used in making comparison between two or more series of data. Percentages are used to describe relationship percentages can also be used to compare the relative terms.
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A STUDY ON ABSENTEEISM
Table No 1
Workers Gender
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Chart No 1
W o rk e rs G e n d e r
120 100 % of Respondances 80 60 40 20 0 M a le G e n d e rs 0% F e m a le 100%
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A STUDY ON ABSENTEEISM
Table No - 2
Age of workers:
% of Respondents 9 19 19 55 100
From the above table, 55% of employees are in 45 years and above, 19% of employees are in between 25 to 45 years of age.
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A STUDY ON ABSENTEEISM
Chart No - 2
A g e o f w o rk e rs
60 50 % of Respondances 40 30 20 10 0 1 8 - 25 2 5 - 35 Age 3 5 - 45 4 5 & A bo ve 9% 1 8% 18 % 55 %
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Table No - 3
Qualification of Employees:
% of Respondents 41 32 23 4 100
From the above table, 41% of employees have SSLC qualification, 32% of employees have I.T.I qualification, 23% of employees have Diploma & 4% of employees have Engineering qualification.
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A STUDY ON ABSENTEEISM
Chart No - 3
Qualification of Employees
45 40 35 30 % of 25 Respondents 20 15 10 5 0 41% 32% 23%
4%
S.S.L.C
I.T.I
Diploma
Engineering
Qualification
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Table No 4
Work Experience:
% of Respondents 3 9 13 17 58 100
From the above table, 58% of employees have 20 years and above work experience.
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Chart No 4
Work Experience
60 50 % of 40 30 20 10 0 3% 0 - 5 Yrs 9% 13% 17% 58%
Respondents
5 - 10 Yrs
10 - 15 Yrs
15 - 20 Yrs
Year of Experiences
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% of Respondents 14 32 32 18 5 100
From the above table, 64% of employees are traveling between 5 15 kms daily from their residence to the office.
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Chart No - 5
D is ta n c e fro m th e R e s id e n c e
32% 35 30 25 % of 20 R e sp o n d e n te 5 1s 10 5 0 32% 18 % 14% 5%
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A STUDY ON ABSENTEEISM
Factors By Train & Walk By Govt. Bus By Own Vehicle By Walk Total
% of Respondents 9 50 32 9 5
From the above table, 50% of employees are coming to office by Government Bus, 32% of employees are coming to office by their own vehicle.
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Chart No 6
M o d e o f T ra n s p o rt
9%
9% B y Tra in & W a lk
32% 50%
B y G o vt . B u s B y O w n V e h ic le B y W a lk
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Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 0 35 40 15
% of Respondents 0 32 36 14 18
20 110 100
From the above table, 36% of employees Disagrees to reach the factory on time.
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Chart No 7
% o f R e sp o n d e n te s
D iff ic u lt t o r e a c h fa c to r y o n tim e
32% 40 30 20 10 0 S t r o n g ly A g r e e A g re e 0%
S1 D is a g re e S t r o n g ly e it h e r a g r e e N D is a g r e n o r D is a g r e e e
D i ff i c u l t t o r e a c h
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Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 45 55 10 0
% of Respondents 41 50 9 0 0
0 110 100
From the above table, 50% of employees Agrees about their job satisfaction & 41% of employees Strongly Agrees.
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Chart No - 8
J o b S a tis fa c tio n
60 50 % of Respondentes 40 30 20 10 0 S t ro n g ly A g re e A g re e 9 0 0 41 50
D is a g re e S t ro n g ly D is aNg e ite e r a g re e n o r re h D is a g re e F a c to r s
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Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 10 70 20 0
% of Respondents 41 50 9 0 0
10 110 100
From the above table, 50% of employees Agree that they are satisfied with the salary, 41% of employees Strongly Agrees that they are satisfied with the salary.
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Chart No - 9
S a la r y S a tifa c tio n
64% 70 60 50 % of 40 R e s p o n d e 3 0te s n 18% 9% 9% 20 0% 10 0 S t ro n g ly g r e eD is a g re et ro n g ly e it h e r A S N A g re e D is a g ra g re e n o r ee D is a g re e F a c to r s
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Table No - 10
Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 10 95 0 0
% of Respondents 9 86 0 0 5
5 110 100
From the above table, 86% of employees Agrees that they team workers are regular to work.
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Chart No 10
86% Strongly Agree Disagree Neither agree nor Disagree Agree Strongly Disagree
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Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 20 90 0 0
% of Respondents 18 82 0 0 0
0 110 100
From the above table, 82% of employees Agrees that they are having a Good cooperation with their colleagues.
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Chart No - 11
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Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
% of Respondents 5 90 5 0 0
0 110 100
From the above table, 90% of employees Agrees that they are having cordial relationship with their higher authorities.
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Chart No - 12
S t ro n g ly A g re e D is a g re e t ro n g lyN e it h e r S A g re e D is a g rea g re e n o r e D is a g re e F a c to r s
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Factors Work Stress Family Stress Personal Problem Unexpected Work Inadequacy leave facility Total
No. of Respondents 10 30 45 25
% of Respondents 9 27 41 23 0
0 110 100
From the above table, 41% of employees are taking leave due to their Personal problem, 27% are due to Family Stress, 23% are due to Unexpected works & 9% of employees are taking leave due to Work stress.
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Chart No 13
R a n k in g th e fa c to rs o f A b s e n te e is m
23 %
0% 9 %
2 7%
41%
F am ily S tre s s
P e rs o nal P ro blem
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Table No 14
% of Respondents 91 9 100
From the above table, 91% of employees prefer to use their Casual leaves.
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Chart No 14
T y p e o f L e a v e T a k in g fre q u e n tly
9%
91%
C a s u a l L e a ve rivile g e L e a ve P
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% of Respondents 86 14 100
From the above table, 86% of employees are receiving the Leave grievances from the company.
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Chart No 15
R e c e iv in g th e L e a v e G rie v a n c e s
100 80 60 % of R e sp o n d e n te 40 s 20 0
86%
14%
Y es F a cto rs
No
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Table No 16
% of Respondents 91 9 100
From the above table, 91% of employees are compensating their leave taken days by working on any weekends.
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Chart No 16
C o m p e n s a tin g th e le a v e ta k e n d a y s
91% 100 80 60 % of Re sp o n d e n te 40 s 20 0 Y es F a cto rs No
9%
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Table No 17
% of Respondents 9 91 100
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Chart No 17
Ye s 9%
No 91%
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Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 0 40 50 5
% of Respondents 0 36 45 5
15 110
14 100
From the above table, 45% of employees Strongly Disagrees the work boredom.
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Chart No - 18
I fe e l b o re d o m in d o in g th e a s s ig n e d d u ty
50 40 30 % of R e sp o n d e n te 0 2s 10 0 0% 45% 36%
14% 5%
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company policy Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 15 90 5 0
% of Respondents 14 82 5 0
0 110
0 100
From the above table, 82% of employees Agrees with their company policies.
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Chart No 19
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Factors Strongly Agree Agree Disagree Strongly Disagree Neither agree nor Disagree Total
No. of Respondents 10 95 5 0
% of Respondents 10 86 4 0
0 110
0 100
From the above table, 86% of employees Agrees that they feel safety in their work place.
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Chart No 20
I fe e l s a fe ty in m y w o rk p la c e
100 80 % of Respondentes 60 40 20 0 S t ro n g ly A g re eA g re e D is a g re e F r a c to rs 10% 4% 0% 0% 86%
S t ro n g ly N e it h e r a g re e D is a g re e n o r D is a g re e
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% of Respondents 82 14 5 100
From the above table, 82% of employees feel comfortable to work in I Shift.
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Chart No 21
14%
81%
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Table No 22
% of Respondents 0 18 27 55 100
From the above table, 55% of employees are taking minimum no. of leaves, number of leave is 6 8 days for a year.
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Chart No 22
M in im u m n o o f d a y s le a v e ta k e n fo r o n e y e a r
60 50 % of Respondentes 40 30 20 10 0 0% 0 - 2 D ays 2 - 4 D a ys D a ys 4 -6 D a y s 6 - 8 D ays 18% 27% 55%
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Table No 23
% of Respondents 64 14 18 5 100
From the above table, 64% of employees are taking maximum number of leaves, leave is 10 days for a year.
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Chart No 23
M a x im u m n o . o f d a y s le a v e ta k e n F o r o n e y e a r
70 60 50 % of 40 R e sp o n d e n te s 30 20 10 0 64%
14%
13%
5%
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Table No 24
% of Respondents 86 14 0 100
From the above table, 86% of employees are getting Prior approvals for their leaves.
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Chart No 24
L e a v e A p p ro v a ls
14% 0%
86%
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Table No 25
No. of Respondents 30
% of Respondents 27
15 65 110
14 59 100
From the above table, 59% of employees are accepting that Every thing is Ok, 27% of employees expecting Bus Facilities & 14% of employees wants to increase Leave Grievances.
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Chart No 25
S u g g e s tio n s fro m e m p lo y e e s
27%
59% 14%
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CHI SQUARE TEST Relationship between Leave Grievances & Compensating Days.
Ho- There is no significant difference between Leave Grievances & Compensating Days. H1 - There will be significant difference between Leave Grievances & Compensating Days. Observed Frequency: Assuming Sample Size is 110
Receiving Compensating leave leave taken grievances days 95 100 15 10 110 110
CHI SQUARE TABLE O 95 15 100 10 Total E 98 13 98 13 O-E -3 2 2 -3 (O-E)2 9 4 4 9 (O-E)2/E 0.0918 0.3076 0.0408 0.6923 1.1325
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Proceed further as per CHI Square formula. Calculation for Degree of Freedom = (C-1) (R-1) = (2-1) (2-1) =1 From Table 5% level of Significance at Degree of Freedom 1=3.84 Calculated Value = 1.1325; Table Value = 3.84 The Calculated value is less than Table Value then Null Hypothesis (H0) is accepted. Hence, there is no significant difference between Leave Grievances & Compensating Days.
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Findings
1. 55% of employees are in 45 years and above, 19% of employees are in between 25 to 45 years of age. 2. 58% of employees have 20 years and above work experience. 3. 41% of employees have SSLC qualification, 32% of employees have I.T.I qualification, 23% of employees have Diploma & 4% of employees have Engineering qualification. 4. 58% of employees have 20 years and above work experience. 5. 64% of employees are traveling between 5 15 kms daily from their residence to the office. 6. 50% of employees are coming to office by Government Bus, 32% of employees are coming to office by their own vehicle. 7. 36% of employees Disagrees to reach the factory on time. 8. 50% of employees Agrees about their job satisfaction & 41% of employees Strongly Agrees.
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9. 50% of employees Agree that they are satisfied with the salary, 41% of employees Strongly Agrees that they are satisfied with the salary.
10. 86% of employees Agrees that they team workers are regular to
work. 11.82% of employees Agrees that they are having a Good co-operation with their colleagues.
12. 90% of employees Agrees that they are having cordial relationship
27% are due to Family Stress, 23% are due to Unexpected works & 9% of employees are taking leave due to Work stress.
14. 91% of employees prefer to use their Casual leaves. 15. 86% of employees are receiving the Leave grievances from the
company.
16. 91% of employees are compensating their leave taken days by
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19. 86% of employees Agrees that they feel safety in their work place. 20. 82% of employees feel comfortable to work in I Shift. 21. 86% of employees are getting Prior approvals for their leaves. 22. 59% of employees are accepting that Every thing is Ok, 27% of
employees expecting Bus Facilities & 14% of employees wants to increase Leave Grievances.
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Suggestions
Absenteeism is in control as per the survey in the organization, so the following feasible suggestions are proposed to the management of the organization to sustain with the current rate of absenteeism. 1. To allow employees to compensate their leaves by working on any weekends as the employees prefer too. 2. The management should continue encouraging the employees, who are not taking any leaves 3. To continue the good relationship between the employees and their higher authorities. 4. To conduct stress management trainings as applicable to employees. 5. To make them to feel good working atmosphere within the organization.
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Conclusion
Thus, the project studies on Absenteeism in Rane (Madras) Limited gives me a good exposure to learn about the employees attitude related to leaves. The company is recording un-authorized absenteeism as nil and authorized absenteeism in between 2-3 % in their organization, so the management provided this project for us to understand the pulse of the employees and to know how they are feeling about the management related to leave policies. Its a pleasure to know that the management satisfying all their employees by providing good leave policies to their employees. At the end of the study, we proposed the suggestion to the management to maintain the absenteeism rate by collecting the feedbacks from their employees.
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