Employee Absenteeism Project Report Kakatiya Textiles

A
PROJECT REPORT
ON
EMPLOYEES ABSENTEEISM
AT
KAKATIYA TEXTILES LIMITED
Report Submitted I P!rti!" #u"$i"met o$ t%e Re&uiremet' $or t%e A(!rd
O$
MASTER DE)REE IN B*SINESS ADMINISTRATION
Submitted b+,
M- S*NIT.A
/012301304256
*NDER T.E )*IDANCE O#
Mr. B.V.L. NARASIMHA RAO, M.B.A.
MAD.IRA INSTIT*TE O# TEC.NOLO)Y AND SCIENCES7 KODAD
A$$i"i!ted to O'm!i!7 .+der!b!d
Kod!d7 N!"8od! Di't-
9001 : 900;
Employees Absenteeism
1
DECLARATION
I here by declare that this project report entitled EMPLOYEES
ABSENTEEISM measures at K!<!ti+! Te=ti"e' Limited, submitted by me to the
department of Business Management O!, "yd, is a bonafied #or$ underta$en by Me
and it is not submitted to any other !ni%ersity or Institute for the #ard of any degree
diploma&certificate or published any time before
'lace (
)ate ( *M- S*NIT.A 6
+
ABSTRACT
"uman resources is consider to be the most %aluable asset in any organi,ation It
is the sum total of inherent abilities, ac-uired $no#ledge and s$ills represented by the
talent and aptitudes of the employed persons #ho compromise e.ecuti%es, super%isors,
the ran$ and file employees

"uman resources should be utili,ed to the ma.imum possible e.tent, in
order to achie%e indi%idual and organi,ational goals it is thus the employees
performance #hich ultimately decides and attainment of goals, and employee
performance is to a large e.tent influenced by moti%ation and job satisfaction
/he term job satisfaction #as brought to limelight by "op poc$ *10123 "e
re%ie#ed 1+ studies on job satisfaction conducted prior to 1011 and obser%ed that job
satisfaction is a combination of psychological, physiological and en%ironmental
circumstances that cause a person to say, I am satisfied #ith my job
1
ACKNO>LED)EMENT
I e.press my sincere than$s to the department of KAKATIYA TEXTILES
LIMITED for their $indness of allo#ing me to underta$e this project and its employees
#ho lent their helping hand to#ards the completion of this project study
I e.press my deep sense of gratitude to Mr- Srii?!'! R!o of $a$atiya te.tiles
limited, 4allabandagudem
I5 am greatly indebted to my guide Mr- *peder, sparing his %aluable time and
sharing his past e.perience in successful completion of this project
/he cooperation I recei%ed from the employees of 6/7 made it easy to single
out indi%idual for ac$no#ledge I am also than$ful to all the staff members of
KAKATIYA TEXTILES LIMITED
I am grateful to our project guide Mr-E-Ai" Kum!r and Mr-B-@-L-N!r!'im%!
R!o and all other faculty members for their %aluable guidance throughout the project
4o #or$ of this nature can see its completion unless and until a congenial
atmosphere pre%ails in the home
8
CERTI#ICATION
/his is to certify that the project report entitled A ST*DY ON EMPLOYEES
ABSENTEEISM submitted in partial fulfilment for the a#ard of MBA programme of
)epartment of Business Management, O! "yderabad, #as carried out by
M-Suit%! my guidance /his has not been submitted to any other !ni%ersity or
Institution for the a#ard of any degree& diploma & certificate
4ame and address of the 9uide :ignature of the 9uide
2
CONTENTS
P!8e No'-
i- Li't o$ t!b"e'
ii- Li't o$ $i8ure'
C%!pter3I INTROD*CTION 0 3 9
!6 Need' o$ t%e Stud+ 9 3 A
b6 ObBeCti?e' o$ t%e 'tud+ 9 3 A
C6 SCope o$ t%e 'tud+ A 3 2
d6 Met%odo"o8+ o$ t%e 'tud+ A 3 2
e6 Limit!tio' 2 3 D
C%!pter :II IND*STRY PRO#ILE 5 3 40
COMPANY PRO#ILE 44 3 4E
C%!pter :III RE@IE> O# LITERAT*RE 4; 3 9;
C%!pter : I@ DATA ANALYSIS AND A0 3 DD
INTERPRETATION
C%!pter : @ #INDIN)S D5 3 D1
SI))ESTIONS D1 3 DE

C%!pter : @I ANNEX*RES DE 3 D;
!6 APPENDICIES D; 3 59
b6 BIBLIO)RAP.Y 59 3 5A

;
LIST O# TABLES
S-NO TABLE NAME PA)E NO
1 <or$ E.perience 11
+ =espondents Age 1+
1 Absent for the night s 11
8 >auses 18
2 Inade-uate <elfare facility 12
; <ages and Allo#ances 1;
? "ealth problem 1?
@ "olidays is cause for Absenteeism 1@
0 <or$ Atmosphere 10
1A <or$ En%ironment 8A
11 :uperior Encouragement 81
1+ AttitudeB practice of the management 8+
11 "abit of Alcoholism 81
18 EmployeeC Employer =elationships 88
12 7ea%e facilities 82
1; Main cause 8;
1? Employees =esponsibilities 8?
1@ O%er /ime =ela.ation 8@
10 )istance from li%ing places 80
+A 'art time Dob of the Employee 2A
+1 >ultural acti%ities 21
++ 4ati%e place %isit 2+
+1 <or$ing conditions 21
+8 Eamily :ic$ness 28
+2 Medical facilities 22
?
LIST O# #I)*RES
S-NO TABLE NAME PA)E NO
1 <or$ E.perience 11
+ =espondents Age 1+
1 Absent for the night s 11
8 >auses 18
2 Inade-uate <elfare facility 12
; <ages and Allo#ances 1;
? "ealth problem 1?
@ "olidays is cause for Absenteeism 1@
0 <or$ Atmosphere 10
1A <or$ En%ironment 8A
11 :uperior Encouragement 81
1+ AttitudeB practice of the management 8+
11 "abit of Alcoholism 81
18 EmployeeC Employer =elationships 88
12 7ea%e facilities 82
1; Main cause 8;
1? Employees =esponsibilities 8?
1@ O%er /ime =ela.ation 8@
10 )istance from li%ing places 80
+A 'art time Dob of the Employee 2A
+1 >ultural acti%ities 21
++ 4ati%e place %isit 2+
+1 <or$ing conditions 21
+8 Eamily :ic$ness 28
+2 Medical facilities 22
@
C.APTER3I
INTROD*CTI0N
0
INTROD*CTION ,
4-4 .*MAN RESO*RCE MANA)EMENT AND EMPLOYEES ABSENTEEISM
MiC%!e" J- JuCiu' defined personal management as /he field of management,
#hich has to do #ith planning, organi,ing, directing and controlling the functions of
procuring, de%eloping, maintaining and utili,ing a labor force

"uman =esources Management is the central sub system of an organi,ation and
it permeates all type of functional management 'ersonal management is concerned #ith
employees both as indi%iduals and as groups in attaining goals It is also concerned #ith
beha%ior, emotional and social aspects of personal
Employee5s presence at #or$ place during schedule time is highly essential for
the smooth running of the production process in particular and organi,ation in general
)espite the significance of employee presence, employee some time fails to report at
#or$ place during schedule time, #hich is $no#n as absenteeism
Acc to <ebster5s dictionary,
Absenteeism is the practice or habit of being an absence and an absentee is one
#ho habitually stays a#ay
Acc to the labour bureau simla7
Absenteeism is the total man shifts lost because of absences as a percentage of
the total number of man shifts scheduled to #or$
Absenteeism in Indian industry is not a ne# phenomenon the royal commission
on labour reported, "igh absenteeism pre%ails among industrial labor mainly due to
their rural orientation
1A
M!!8i8 Ab'eteei'm ( Absenteeism is una%oidable, #hat could be done to
control and minimi,e its occurrence Education and counseling, #or$ing conditions,
incenti%es sceames, moti%ation and moral ha%e suggested mechanism to manage
absenteeism 'ersonal factors, job factors, en%ironmental factors causes for the
absenteeism /he labour bureau does not regard absence from #or$ due to authori,ed
%acation, pri%ilege lea%e, and stri$e, loc$ out, lay off post facto regulari,ed period of
o%er stay follo#ing un authori,ed lea%e as absenteeism /he labor department,
go%ernment of India defines Absenteeism as the total man shifts lost because of
absentees as a percentage of the total number of man shifts schedule
4-9 NEEDS O# T.E ST*DY
In e%ery company the employees absenteeism play an important role /he
company should reduce the absenteeism to impro%e the production and promote
the #ell being of the employees
/hese measures the company should impro%e the #or$ing conditions of the
employees and impro%e the production
/he business mission of 6a$atiya /e.tiles 7td is to create an en%ironment in
#hich employees #ould gro# to their full potential
/he company should increase the up#ard communication in this company
4-A OBJECTI@ES O# T.E ST*DY
/o $no# the procedures and policies follo#ed in the $a$atiya te.tile ltd
/o study the reasons for absenteeism in the $a$atiya te.tile ltd
/o e%aluate the #or$ing conditions in the company
/o understand lea%e facilities
/o re%ise the opinion of the employees according to their management
11
/o cram the employees grie%ances in the organi,ation
4-2 SCOPE O# T.E ST*DY
/he scope of the study co%ers the reasons for the employees absenteeism and
measures in the production and producti%ity in $a$atiya te.tiles limited the sampling
units at company are restricted to staff and employees
/he o%erall sample is ta$en as 1+A employees /he project
>o%ers information related to 6/7 7imited at 4allabandagudem
/he study has ta$en place among the top le%el management and middle, lo#er
le%el management
7aid upon the super%isory as #ell as #or$men cadre this study is aimed at
analysing the factors contributing to the employee5s absenteeism of employees that
enhance the performance of the organi,ation
1+
4-D MET.ODOLO)Y O# T.E ST*DY,
/he data obtained for the study may be di%ided in to t#o groups as
PRIMARY DATA ,
'rimary data is collected through discussions #ith officials, and staff of the
company /his enables to e%aluate the company5s effecti%eness to #ards "= practices
SECONDARY DATA ,
Much stress #as gi%en to secondary data /he secondary data #as e.tensi%ely
collected from %arious sources %i,, company annual reports, circulars, financial
statements and some other important documents
/he main method used for collected of data is the F!E:/IO4AI=E
ME/"O)
4-5 LIMITATIONS O# T.E ST*DY
/he study is subjected to limitation of resource and time
/he out come may not be 1AAG correct, because the term employee
absenteeism is related to the beha%iour of the employees and it is also not
easily measurable
/he stipulated period for the project #or$ is only t#o months /he time
#as short for doing a detailed analysis of company
7imited cooperation from office because of the routine #or$
11
C.APTER :II
IND*STRY AND
COMPANY PRO#ILE
18
IND*STRY PRO#ILE
.ISTORY O# TEXTILES IND*STRY,
Indian te.tile tradition is the #orldHs oldest te.tile tradition /he origin of Indian
te.tile can be traced bac$ to the days of Indus %alley ci%ili,ation /he fragments of
cotton material originating from 9ujarat found in the Egyptian tombs support that
disco%ery /here are occasional comments about the te.tile craft in most of the ancient
Indian #ritings as #ell Indian te.tile #as also e.ported to %arious countries since time
immemorial /he history of %ijayanagar empire *ad 12A83, one of India5s celebrated
dynasties emphasi,e that te.tile #as an important trade Indian geography, climate,
social customs, a%ailability of the ra# material etc defines the art of Indian te.tile
Manufactured and e.ported to %arious countries, Indian te.tile has found a place in the
global mar$et In an e.tensi%e range, %ariety and the te.tile products are offered, at
economic prices
INDIAN TEXTILE IND*STRY
India5s /e.tile Industry /argeting !:I @2 Billion /e.tile 'roduction and !:I 2A
Billion E.ports by +AA0C+A1A And Implementing !:I +A Billion 9ro#th 'lan for
=apid 9ro#th /hrough E.pansion B Moderni,ation of 1AAA /e.tile Mills
/he Indian te.tile industry has targeted to achie%e !:I @2 billion te.tile and
clothing production, #ith e.ports accounting for !:I 2A billion in financial year +AA0C
+A1A India5s te.tile industry is currently producing !:I 8A billion #orth te.tile and
clothing #ith !:I 1?11 billion re%enue coming through e.ports achie%ed in financial
year +AA2C+AA;, #hich is a substantial jump of 1AG o%er the te.tile e.ports of !:I 11
billion achie%ed in financial year +AA8C+AA2
12
Eor the year +AA;C+AA? the Indian go%ernment has set an e.port target of !:I
10?1 billion for te.tile and clothing e.ports /he Indian 9o%ernmentJs !:I +A billion
te.tile gro#th fund, offering soft loans, #ith a 2 percent subsidy in interest rates, #ill be
e.tended till financial year +AA0C+A1A, to spur India5s te.tile industry5s gro#th plan,
#hich #ill enable the Indian te.tile industry to achie%e the targeted production of !:I
@2 billion and e.ports of !:I 2A billion by +AA0C+A1A
INDIAN TEXTILE IND*STRYFS MASSI@E )RO>T. PLAN
/he Indian te.tile industry has embar$ed on an in%estment programme of !:I 11
billion, for the financial year +AA0C+A1A buoyed up by higher in%estments, production
and e.ports in the postC-uota regime reflecting the resurgent mood of the Indian te.tile
industry /he Indian 9o%ernment has raised the bar on e.port target for te.tiles and
clothing to !:I 112 billion by the terminal year of the Ele%enth Ei%e Kear 'lan 'eriod
*+A11C+A1+3 India5s /e.tile Minister, Mr :han$ersinh Laghela, cited the upsurge of
in%estments in te.tile sector :uch in%estments in the te.tile sector during the last t#o
years ha%e been #itnessing a secular increase, he said adding that in%estments in year
+AA; #ere estimated at !:I ; billion
/he Indian 9o%ernment is committed to pro%iding the Indian te.tile industry
#ith ade-uate infrastructure facilities and the scheme for integrated te.tile par$s
announced after the merger of t#o e.isting schemes had been #idely recei%ed by the
industry As many as +; integrated par$s ha%e been sanctioned #ith a project cost of
=s +,81A crore in%ol%ing in%estments of more than =s +,8AA crore and additional
employment generation of more than fi%e la$h persons /he Indian 9o%ernment #as
pro%iding a grant of =s @;; crore for the sanctioned project Indian 9o%ernment5s
/echnology !pgradation Eund :cheme for moderni,ation of te.tile mills has been
e.tended till +AA? and total in%estment from this scheme from April 1000 to Duly +AA;
has been =s 88,;@; crore
1;
INDIAFS COTTON PROD*CTION
<ith a record bumper cotton crop projected for financial year +AA;C+AA?, India
is poised to e.port about 2A la$h bales *of =s 1?A $g3 against 8? la$h bales e.ported in
financial year +AA2C+AA;, according to India5s /e.tile Minister, Mr :han$ersinh
Laghela India5s /e.tile Ministry has directed the >otton >orporation of India *>>I3 to
be ready to purchase cotton in any :tate at minimum support price *M:'3 the moment
prices dip to the M:'Cle%el If cotton prices increase abo%e M:', >>I #ould purchase
the commodity at commercial prices so that the gro#ers could get remunerati%e prices
for their produce E.cept in Andhra 'radesh, the current cotton prices are 111 per cent
abo%e the M:' At present, >>I is purchasing cotton, #here%er re-uired, at prices
higher than M:'
India5s :tate of 9ujarat has seen cotton production continuously go up from 1A2
la$h bales to @0 la$h bales bet#een +AA+C+AA1 and +AA2C+AA; and to 1AA la$h bales
e.pected in +AA;C+AA? /he area under cotton culti%ation has increased by 8 per cent
during +AA;C+AA?, to 0+ la$h hectare India5s consumption of cotton has increased by +@
per cent bet#een +AA+CA1 and +AA2C+AA;, from 1;0 la$h bales to +1? la$h bales and
no# to +12 la$h bales
INDIAFS APPAREL EXPORTERS RECORD DRAMATIC )AINS IN
POST3G*OTA TRADIN) EN@IRONMENT
Indian apparel companies ha%e achie%ed dramatic success in the first year of
-uotaCfree trade, according to India5s /e.tile and Apparel Industry Opportunities for
:ourcing and >ollaboration, a ne# research report from /e.tile Intelligence, !6 says
Although >hina has made bigger gains in mar$et share, India loo$s set to be one of the
#orld5s biggest locations for outsourcing te.tiles and apparel in the future, no# that
-uotas ha%e been eliminated and the Indian economy has been opened up to the outside
#orld
1?
/he strong international competiti%eness of India5s te.tile and apparel industry
can be attributed to a number of major factors 'rominent among these, according to the
ne# report, is the fact that India has a complete supply chain M from fibers to finished
products At the start of the supply chain, India is one of the #orld5s biggest suppliers of
ra# cotton At the end of the chain, India is capable of supplying large %olumes of
apparel and home te.tiles M and the -uality of its products in impro%ing all the time
/he Indian te.tile industry is %ertically integrated and ne# technology is being
installed at an e%er e.panding rate Added to that are India5s lo# labour costs, its
e.perience, entrepreneurship and strong design s$ills, and its large domestic mar$et,
#hich cushions e.port ris$s E.ports ha%e been helped by Indian 9o%ernment #hich is
highly supporti%e of Indian te.tile e.porters
/he Indian te.tile industry is also highly fle.ible, says /e.tiles Intelligence, !6
research study 7arge firms are able to e.port basic apparel products #hich re-uire
largeCscale production, #hile small and medium si,e firms can offer high fashion
garments, #hich need to be manufactured in small -uantities and deli%ered -uic$ly
Besides apparel and home te.tiles, India5s /e.tile and Apparel Industry(
Opportunities for :ourcing, research study of /e.tiles Intelligence, !6 e.amines
India5s enormous yarn and fabrics industry <hile ser%ing local needs, this industry has
also emerged as a huge e.porter and India no# ran$s among the top fe# suppliers in the
#orld /o help foreign companies locate competiti%e suppliers in India, the research
report profiles a large number of major Indian e.porters /hese include +1 apparel
e.porting firms, si. home te.tile companies and ten yarn and fabric suppliers
1@
COMPANY PRO#ILE
6a$atiya /e.tiles 7td #as incorporated in the year 10@1 #ith a licensed capacity
of +2AAA spindles /he unit is located at 4allabandagudem LillageC 2A@ +A;, 4algonda
)istrictN Andhrapradesh /here #as a change in the management of the company in the
year +AA; 4o#, the company is under the control and management of :ri :umanth
=amamurthi :ri :umanth =amamurthi has more than 1 decades of e.perience in
/e.tiles and Engineering Industries and he is also the Managing )irector of :uper
:pinning Mills 7td
K!<!ti+! Te=ti"e' Ltd
CODE O# COND*CT AND B*SINESS ET.ICS
It is stated policy of 6a$atiya /e.tiles 7td to conduct its business in line #ith the
highest standards of business ethics, human %alues and compliance #ith la#, personal
integrity and professional conduct /he objecti%e of this code of conduct document is
to formulate guidelines for e.pected employee beha%ior that #ill fulfill the e.pectations
of the company E%ery )irector, :enior Management personnel, #ho are members of
the core management team, including all functional heads, and all staff *hereinafter
collecti%ely referred to as J/hey5 unless other#ise specifically referred to3 of the
company is e.pected to comply #ith the tenets of this code 6a$atiya is committed to
continuously re%ie#ing and updating its policies and procedures /herefore, this code of
conduct and business ethics is subject to modification as and #hen re-uired
:hareholders 6a$atiya is committed to pursuing sound gro#th and earnings objecti%es
to enhance shareholder %alue
10
It shall comply #ith all regulations and la#s that go%ern shareholders5 rights and
shall inform them about all rele%ant aspects of the company5s business and disclose
such information in accordance #ith the respecti%e regulations and agreements Ethical
conduct /hey shall deal on behalf of the company #ith professionalism, honesty and
integrity, as #ell as high moral and ethical standards >orporate Opportunities /hey o#e
a duty to the company to ad%ance its legitimate interests #hen the opportunity to do so
arises /hey are e.pressly prohibited from(
/a$ing for themsel%es personally, opportunities that are disco%ered through
the use of company5s property, information or position
O>ompeting directly #ith the business of the company or #ith any business
that the company is considering
O!sing >ompany5s property, information or position for personal gain
O/o gain an unfair competiti%e ad%antage by improperly influencing an
Employee5s discretionary decisions >onfidentiality
/hey should maintain the confidentiality of information entrusted to them in carrying
out their duties and responsibilities, e.cept #here disclosure is appro%ed by the
company or legally mandated or if such information is in the public domain /he
company5s confidential and proprietary information shall not be inappropriately
disclosed or used for the personal gain or ad%antage of any Board Member and&or
:enior Management 'ersonnel or other staff, other than the company Insider /rading
/hey should not deri%e any benefit or assist others in deri%ing any benefit by gi%ing
in%estment ad%ice based on their access to and possession of information about the
company, not in public domain and therefore constituting insider information /hey
shall comply #ith the insider trading guidelines as issued by :EBI from time to time
Eair )ealing In carrying out their duties and responsibilities, they should endea%our to
deal fairly and should promote fair dealings by the company, its employees and agents,
#ith customers, suppliers and employees
+A
/hey should not see$ to ta$e unfair ad%antage of the company through
manipulation, concealment, abuse or pri%ileged information, misrepresentation of
material facts or any other unfair dealing >ompany 'roperty In carrying out their duties
and responsibilities, they should endea%our to ensure that management is causing the
company5s assets, proprietary information and resources to be used by the company and
its employees only for legitimate business purposes of the company
ProduCt'
6A6A/IKA /EP/I7E: belie%e that -uality products are not only by promises
but also by pro%en results )e%elopment of ne# te.tile products is done through C
Inno%ation in defining production processes of higher -uality and ma$ing a%ailable
modern technologies and professionals #ith the highest le%el of competence
T%e $o""o(i8 !d?!t!8e' (%iC% %!?e !"(!+' bee our u"tim!te 8o!"', 3
"igh Efficiency
/he Most >ompetiti%e B =easonable 'rice
'roducts Fuality 9uarantee
'rompt B :uperior :er%ice
'unctual )eli%ery
>e m!u$!Cture, 1AAG >ombed >otton Karn for 6nitting and <ea%ing NE 90' to
NE 490'
Re8u"!r )re+ Y!r
Si8"e H Doub"e /Ri8 Doub"e H T#O6
Comp!Ct Si8"e I Doub"e7 E"it(i't
)!''ed Y!r'
Ope3Ed Y!r
Core3Spu Y!r
+1
S"ub3Y!r
Jero T(i't Y!r
Kitted )!rmet'
/SpeCi!"iKed i 'i8"eHdoub"e MerCeriKed Cotto <it i po"o T3'%irt'6
>o?e #!briC'
/o meet out the customer re-uirements #e ha%e %arious options in ra# materials(
Idi! Cotto
)IJA
)IJA B"ed'
Supim!
PIMA B"ed'
Or8!iC Cotto'
Spii8
>onstant commitment to %i8% &u!"it+ 't!d!rd' !d io?!tio has been the
secret of success e%er since the company #as founded :uperior :pinning units ensure
the supply of consistent -uality yarn to manufacture the garments Our :pinning !nits
leads the -uality of yarn in the mar$et !ltimately, the crunch lies in the infusion of hiC
tech, 't!te3o$3t%e3!rt machinery that aids in the production of high -uality 400L
Combed +!r, in counts that range from NE 90' to 490' in single and doubles /he
testimony to modernisation and up gradation lies in the fact that the oldest machine in
the plant is less than 1A years
ProduCtio C!p!Cit+ 3 D07000 Ke8' per d!+
++
Superior Gu!"it+ imported m!C%ie' i't!""ed !t Super Spii8 Mi""'
iC"ude,
RIETER
Lision :hield Eoreign Eiber =emo%er in Blo# =oom
!nfold M A1A, A11
)ra# frame M =:B @21 B )1A
!nilap E1+, >ombers M E ?&2 A, E ?&;, E;+
:uessen Elite >ompact =ing Erame
Gu!"it+
/he company has a long reputation for &u!"it+7 per$orm!Ce !d io?!tio-
Fuality of final product is determined #ith -uality of ra# material In Super Spii8
Mi""', #e ta$e meticulous care in the selection of cotton
Our dedicated, committed and in%ol%ed cotton selectors at different stations
headed by e.perienced super%isors, spares no pain in the selection of 6apas or =a#
cotton a%ailable in the mar$et
/here are -uality chec$s at e%ery stage of manufacturing starting from =a# >otton
After each lot of fabric is cut, 1AAG cut parts inspection is conducted to ensure that only good
-uality pieces mo%e to the stitching units /o ensure that the garments are pac$ed as per the
re-uirements of our %alued customers, #e can e%en trac$ and chec$, #hich case the garment,
has been pac$ed in
In%estments in sophisticated instruments from #orldCreno#ned manufacturers li$e
Je""(e8er *STER are an integral part of the plan to implement /otal Fuality Assurance
In conformance #ith industry norms #orld#ide, the company has established
laboratory facilities at each unit, e-uipped #ith ultraCmodern testing instruments
:'I47AB "LI 0AA
!:/E= AEI:
!:/E= >7A::IMA/
!:/E= /E4:ODE/
'=EMIE= /E4:OMAP ?AAA
+1
64I//I49 EA>I7I/IE:
ReCo8itio'
KAKATIYA TEXTILES 7/) has dedicated itself to pro%iding customers #ith
the best products and garments Our energetic team of professionals are behind e%ery
a#ard #e recei%e <e are dedicated to deli%ering -uality products that ad%ance our
customerHs goals
CERTI#ICATIONS
B@GI ISO ;004 : 9000
ISO 42004 Certi$iC!tio
OKEO 3 TEX Certi$iC!tio
A>ARDS
T.E A>ARD #OR
EXCELLENCE
BEST MANA)EMENT
A>ARD
*Eor its outstanding
G*ALITY CIRCLE
A>ARD
*Meritorius A#ard by Fuality
+8
*By I>ME Birla Economic
and /e.tile =esearch
Eoundation3
contribution to#ards
harmonious industrial
relations and labour #elfare
during 10@@ M 00 by Andhra
'radesh 9o%t3
>ircle Eorum of India,
"yderabad >hapter3
RE)ISTERED >IT.
SKAL Iter!tio!"
*:tandards for sustainable
/e.tile 'roduction3
COTTON CO*NCIL
INTERNATIONAL
*>otton !:A 7icensee3
S*PIMA ASSOCIATION
O# AMERICA
*Member and 7icensee3
EXPORTS
Because of gro#ing customer interest in products from around the #orld,
KAKATIYA TEXTILES LTD has e.plored international mar$ets and e.ports products
to many countries to meet those demands
M!r<et'
:outh 6orea /ur$ey >hina
Italy Erance /ai#an
9ermany :#it,erland Mauritius
+2
:pain :eribia Bangladesh
'ortugal Dapan :ri 7an$a
!nited 6ingdom "ong 6ong !AE
'oland Malaysia
+;
>"A'/E= MIII
RE@IE> O# LITERAT*RE
+?
"!MA4 =E:O!=>E MA4A9EME4/ A4) EM'7OKEE:
AB:E4/EEI:M
INTROD*CTION :
Employee5s presence at #or$ place during schedule time is highly essential for
the smooth running of the production process in particular and organi,ation in general
)espite the significance of employee presence, employee some time fails to report at
#or$ place during schedule time, #hich is $no#n as absenteeism
ACC to >eb'terF' diCtio!r+,
Absenteeism is the practice or habit of being an absence and an absentee is one
#ho habitually stays a#ay
ACC to t%e "!bour bure!u 'im"!,
Absenteeism is the total man shifts lost because of absences as a percentage of
the total number of man shifts scheduled to #or$
Absenteeism in Indian industry is not a ne# phenomenon the royal commission
on labour reported, "igh absenteeism pre%ails among industrial labour mainly due to
their rural orientation
In the cotton te.tile industry Madras It shot up from @0percent in 1021 to 1;G
in 100A Increased from 1+?G to ++G in Bombay @1G to 180G in Ahmadabad and
1+G to +8@G in 6anpur
+@
EMPLOYEES ABSENTEEISM OBJECTI@ES
'ro%iding lea%e facility based on the needs of the employees and organi,ational
re-uirements
9ranting lea%e and financial assistance liberally in case of sic$ ness of employee
and his family members
'ro%iding hygienic #or$ing conditions
Eollo#ing proacti%e approach in identifying redressing employee grie%ances
Impro%ing the communication net #or$, particularly the up#ard communication
>ounselling the #or$er about their career, income and e.penditure, habits and
culture
Offering attendance bonus and inducements
'ro%iding e.tensi%e training encouraged, special allo#ances in cash of
technological ad%ancements
'ro%iding cardinal human relation and industrial relations
Educating the #or$ers
'ro%iding high #ages and allo#ances based on the organi,ational financial
position
'ro%iding safety and health measures

C!"Cu"!tio o$ !b'eteei'm r!te,
1AA .
#or$ to schedule days C man of 4umber
lost days man of 4umber
=ate m Absenteeis =
Absenteeism rate can the calculated for different employees and different time period
li$e month and year
1AA .
#or$ to scheduled days C man of no /otal
a%ailed #as lea%e he in #hich t times Of no /otal
=ate Ere-uency =
+0
/he entrepreneurs are those absentees #ho consider their jobs to be %ery small for their
total interests /hey are simultaneously engaged in se%eral economic and social
acti%ities
/he status see$ers are those absentees #ho enjoy are percei%e a higher ascribed and
social status are $een on maintaining it
/he epicureans are disinclined to underta$e acti%ities, #hich call for initiati%e
responsibility, discipline and physical discomfort
/he family oriented become chronic absentees because of their o%er identification #ith
family affaires /he lac$ of balance bet#een family in%ol%ement and job responsibility
is the principal cause of their de%iant #or$ beha%ior
/he sic$ and old type remains absent from #or$ by reason of ill health, #ee$,
constitution chronic disease or old age
LEA@E R*LES,
As per factories act 1082 all #or$ men& staff & officers are entitled for lea%e as follo#s
/ypes of lea%e #or$ men & staff& officers
>asual lea%e 1A days
'ri%ilege lea%e1@ days
:ic$ lea%e 2 days
<or$ men e.empted from companies act 108@ shall be entitled to 2 days of sic$
lea%e cannot be accumulated and must be a%ailed in units of one day
EmployerCEmployee relations remained cordial during the year under the %ie#
as regards as information pursuant to section +1? *+A3 of the company5s act 102;
7ea%e encashment liability is pro%ided to the e.tent of earned lea%e accrued to the
eligible employees for ser%ice
"old positi%e regard for each indi%idual
Easten career building by pro%iding opportunities through thin$ing
9i%e opportunity for selfCde%elopment
1A
Encouraging participati%e management
Encourage free flo# of ideas and suggestion all rounds so that employees can gi%e their
best in a free and domestic atmosphere
CA*SES O# ABSENTEEISAM
Per'o!" $!Ctor
Age, e.perience, dependents, income etc
A re%ie# of ten studies conducted bet#een 10;1and 10@1 sho#s relationship bet#een
Per'o!" $!Ctor' !d !b'eteei'm
Q /here is no relationship bet#een absenteeism and age, years of ser%ice,
education, and distance from residence, religion and socio economic status
Q /here is general tendency of no relationship bet#een marital and absenteeism,
one study *6oshalB$osal, 10?13 found single person to be less absent <omen #ere far
less absent than men *6osal B $osal3 /hese studies found negati%e relationship
bet#een income and absenteeism One found that absenteeism increased #ith increasing
income *pais, 10@13 and other sho#ed that only
Q :harma *10?A3 found single person to be less absent
2 to1AG increase in income #as e.plained by absenteeism
<hile :harma found more regular #or$ers sho#ed relati%ely higher interest in
union and #ere acti%e in unions, :inghal found no relationship bet#een unioni,ation
and absenteeism
:inha and 9upta should that #or$er #ho displayed greater satisfaction of their
%arious needs tended to be more regular
"igh absentees #ere less satisfied on autonomy and actuali,ation needs, they
suffered from greater an.iety and sho#ed negati%e coCrelation #hich interpersonal
perception, group cohesi%eness and interpersonal communication
11
Bhatia and Lalecha 10?@ found the additional personal factors contributing to
chronic absenteeism
>hronic absentees ha%e ta$en more loans and ad%ances
>hronic absentees ha%e higher sic$ness rate
>hronic absentees %isited their hometo#ns more often
>hronic absentees too$ loan for dayCtoCday family e.penses
>hronic absentees sent money home
Job #!Ctor'
A number of #or$ related factors ha%e been found to influence absenteeism
India Dob satisfaction, #or$ing condition, super %ision and the li$e has contributed to
the absentee beha%ior :inha and :ingh 10;1 collected data on 2A #or$ers of high
absentee rate *+AG3 and 2A lo# absentee #or$ers *1G3 /he results sho# that #or$ers
#ith high absentee rate tended to be relati%ely less satisfied #ith the nature of #or$,
super%isors and super %ision and company policy
:uper%isory style, #hich is less considerate of human feelings, leads to greater
absenteeism
/he lesser the in%ol%ement in organi,ational acti%ities the greater the
absenteeism
"igher accident rate associated #ith higher absenteeism
9reater absenteeism #as found among badly #or$ers and s$illed #or$ers
>ompany information #as found to be related absenteeism
"igh absentees had less information about company structure and policies
!nfa%ourable place of #or$ and #or$ing conditions contributed greater
absenteeism
/he lesser a#areness of lea%es ta$ing the more absenteeism
/he less the transfers and changes and assignments, the more the absenteeism
1+
/he lesser the inclination to lea%e the present job, the more the absenteeism
EN@IRONMENTAL #ACTORS
In addition to personal and job factors a number of en%ironmental factors also
influence the absentee beha%ior of the employees :uch factors as social and religious
festi%als, climate and #hether, %illage ne.us, and non occupational sic$ness
>ontribute to the absence from #or$
May and Dune months5 represent relati%ely hot #hether leading to uncomfortable
conditions of #or$
:ince in these months schools and colleges are closed #or$ers tend to go on
%acations
/hese months ha%e as many as 12 auspicious days per "indu religious festi%als
Most of the labour force comes from poor families li%ing in cro#ed un hygienic houses
and slums
A large part of labour in industries is dra#n from %illages these people ha%e not
to learn to adjust to fast, cro#ed and rigid urban life
REASONS #OR ABSENTEEISM
:itars publications refers to the follo#ing causes
!nsuitable #or$ing conditions
7ac$ of pro%ision for general #elfare
Inade-uate medical facilities for minor injuries
Increased distance bet#een management and #or$ers
!n fa%orable mental attitude arising out of boredom, discontent #ith #ages,
resentment against super%isors
Si%! !!"+'e' C!u'e'
In plant causes
11
'ersonal causes
>ommunity or social causes
ACC to !tio!" produCti?it+ CouCi"
2to ? percent on account of genuine personal sic$ness
2 to ? percent on account of genuine family sic$ness
1 to + percent on account of bonafide rela.ation needed because of o%er
time#or$
2 percent due bonafide emergencies
2 percent due to social e.igencies
12 percent to +A percent on account of long term holidays
2 percent to account of distance from factories
2 percent to 1A percent on accounts of earning higher #ages inside jobs
12 percent to +A percent on account of drun$ ness
2G to 1AG on account of manoeu%ring for o%er time
2G to ?G on account of disharmony #ith foreman etc
#or Emp"o+ee' >%o #re&uet"+ Ab'et Are
Employees #ho are fre-uently absent #ithout good cause are generally absent
due to numerous fri%olous reasons Employees #ho are absent for good cause ha%e
legitimate reasons, eg sic$ness or family member illness, and the employee needs time
off to resol%e their personal problems Most employers generally understand the need to
be gone from #or$ due to a legitimate reasonN therefore, it is important to communicate
clearly and accurately so your employer does not assume you are out for fri%olous
reasons
)uide"ie' $or Ab'eteei'm Cotro"
18
/here are t#o types of absenteeism, each of #hich re-uires a different type of approach
4- IoCet Ab'eteei'm
Innocent absenteeism refers to employees #ho are absent for reasons beyond
their controlN li$e sic$ness and injury Innocent absenteeism is not culpable #hich
means that it is blameless In a labour relations conte.t this means that it cannot be
remedied or treated by disciplinary measures
9- Cu"p!b"e Ab'eteei'm
>ulpable absenteeism refers to employees #ho are absent #ithout authori,ation
for reasons, #hich are #ithin their control Eor instance, an employee #ho is on sic$
lea%e e%en though he&she is not sic$, and it can be pro%en that the employee #as not
sic$, is guilty of culpable absenteeism
M!!8i8 Ab'eteei'm,
9ranting that certain amount of absenteeism is una%oidable, #hat could be done
to control and minimi,e its occurrence
Laid *10;?3 reasons, that most of the #or$ers need care and a belongingness,
#hich they recei%ed earlier in joint familiesN the industrial economy is not able to offer
the same to them >hand and pra$ash *10?A3 based on their study recommended that
organi,ations should regulate the sic$ lea%e by strictly implementing the employee
insurance scheme and establishing their o#n fully e-uipped dispensaries and hospitals
:reedharan 4air *10?A3 specifies the $ind of education that should be pro%ided to
#or$ers According to him, most #or$ers are not a#are of company policies on lea%e
rules A $no#ledge and a#areness of these polices can go a long #ay in curbing the
problem of absenteeism "e suggests introduction of lea%e bonus, encashment of
a%ailable lea%e, issuing attendance certificates, a#ard for regular #or$ers, and
12
promotions based on attendance are other important measures for managing
absenteeism
6rishnamurthy *10?23 suggests impro%ing the en%ironment of #or$ by
pro%iding recreational facilitiesN subside in food items, and safety a#areness
Bhatia *10@A3 feels that instead of drastic clamp do#n, a gradual impro%ement
in controlling the absence is more desirable
/he follo#ing conclusions can be dra#n from these recommendations
EduC!tio !d Cou'e""i8, /he organi,ation should ma$e an earnest attempt to
disseminate the policies on absenteeism to each and e%ery #or$er /hey should be
educated on the need for attending #or$ and the conse-uences for not doing so Bhatia
10@8 studied the effect of counselling on attendance at #or$
A total of ;+1 habitual absentees #ere counselled for a period of @ months
>ounselling #as done at t#o le%els one to one for ;@ absentees, each session lost in for
++ to 1A minutesN and group counselling for remainly 221 absentees lasting for t#o to
three days
/o pro%ide an opportunity to habitual absentees to understand themsel%es
/o enhance their personal gro#th
/o reali,e a responsibility their #or$ and family
>or<i8 Coditio', :tudies suggest that better recreation facilities and leisure time
acti%ities help reducing the high absenteeism :afe #or$ing conditions, control on
accidents and generally a supporti%e en%ironment goes a long #ay to attract and retain
the #or$er on the job
ICeti?e' SC%eme', An organi,ation can manage its absenteeism by introducing an
incenti%e scheme Attendance, lea%e encashment, recognition of attendance either by
certificates or by cash a#ards, attendance as criteria for promotion are some of the #ays
to achie%e this :ince many #or$ers moon light to get more economic returns, scheme
1;
that may reduce hard ship may be useful 7oans, credit facilities cooperati%e stores, job
to family members etcare #ays to manage absenteeism
Moti?!tio !d Mor!"e, :ince #or$ers do not al#ays #or$ for money alone, they
should be pro%ided challenging jobs /raining, job rotation, organi,ational de%elopment
acti%ities, participation in decisionCma$ing ha%e been found to induce greater
moti%ation and morale Additionally there is need to recogni,e #or$ers contribution,
sho# of appreciation #hene%er he deser%es and paying attention to his personal
problems #ould also help to generate the $ind of moti%ation climate necessary for a
#or$er to loo$ for#ard to come to #or$
#e!ture' o$ Ab'eteei'm, =esearch studies under ta$en by different authors re%eal the
follo#ing features of absenteeism
/he rate of absenteeism is the lo#est on paydayN it increases considerably on
the days follo#ing the payment of #ages and bonus
Absenteeism is generally high among the #or$ers belo# +2 years of age and
those abo%e 8A years of age
/he rate of absenteeism %aries from department to department #ith in an
organi,ation 9enerally it is high in production department
Absenteeism in traditional industries is seasonal in character
Me!'ure' to MiimiKe Ab'eteei'm,
:electing the employees by testing them thoroughly regarding their
aspirations, %alue system, responsibility and sensiti%eness
Impro%ing the communication net#or$, particularly, the up#ard
communication
Educating the #or$ers
1?
Eraflo# of information, e.changing of ideas, problems bet#een subordinate
and superior
'ro%iding e.tensi%e training, encouraged, special allo#ances in cash of
technological ad%ancements

C.APTER :I@
DATA ANALYSIS AND
INTERPRETATION
1@
Work experience
49%
15%
18%
18%
1- !e"r#
-5 !e"r#
5-1$ !e"r#
%ore &'"n 1$ !e"r#

>ORK EXPERIENCE
4- .o( "o8 %!?e +ou bee (or<i8 i <!<!ti+! te=ti"e "imitedM
TABLE 2-4
S-NO P!rtiCu"!r' Re'podet' PerCet!8e
1 1C+ years 1@ 12G
+ +C2 years +1 1?2AG
1 2C1A years +1 1?2AG
8 More than 1A years ;A 2AG
Tot!" 490 400L
)RAP. 2-4
Iterpret!tio,
Erom the chart 2AG respondents are more than 1A years e.perienced
1?2Grespondents are 2 to 1A years e.perienced 1?2G respondents are
10
+ to 2 years e.perienced12G are 1 to + years e.perienced
Re'podet' A8e
9-.o( o"d !re +ouM
TABLE 2-9
S- No P!rtiCu"!r' Re'podet' PerCet!8e
1 1@C+2 years 1+ 1AG
+ +2C12 tears ;A 2AG
1 12C82 years 8+ 12G
8 82 abo%e ; 2G
Tot!" 490 400L
)RAP. 2-9
Re#pon(en&# A)e
1
*$
4
*
5%
+5%
5$%
1$%
$
1$
$
+$
4$
5$
*$
,$
18-5 !e"r# 5-+5 &e"r# +5-45 !e"r# 45 "-o.e
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Iterpret!tio,
Erom the chart 2AG of the respondents are +2 to 12 years old
12G of respondents are 12 to 82 years old, 1AG are 1@ to +2 years old
82 abo%e age of respondents are 2G
8A
Ab'et $or t%e Ni8%t '%i$t
A- You (i"" !b'et $or +our dutie' (%e +ou !re p"!Ced i i8%t '%i$t' t%! i
t%e d!+ '%i$t'-
TABLE 2-A
1 Kes 1; 1AG
+ 4o @8 ?AG
Tot!" 490 400L
)RAP. 2-A
+*
84
+$% ,$%
$
$
4$
*$
8$
1$$
Re#pon(en&#
1
/"r&ic56"r#
A-#en& 7or &'e Ni)'&#'i7&
8e#
No
Iterpret!tio,
Erom the chart ?AG of the employees are not absent because of their night shifts 1AG of
the employees absent because of their night shift
81
C!u'e' $or Ab'eteei'm
2- You (i"" !b'et $rom dutie' m!i"+ due toM
TABLE 2-2
1 :ic$ness +? ++2AG
+ 'ersonal reasons ?+ ;AG
1 Marriages B festi%als +1 1?2AG
8 )run$enness
Tot!" 490 400L
)RAP. 2-2
1"5#e# 7or A-#en&eei#%
,
,
1
.5$%
1,.5$%
*$%
$
1$
$
+$
4$
5$
*$
,$
8$
#ickne## per#on"6
re"#on#
%"rri")e#
9 7e#&i.e6#
(r5nkne##
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Iterpret!tio,
Erom the chart ;AG employees are absent due to their personal reasons
++2G absent due to their sic$ness 1?2G of the employees are absent
due to marriages and festi%als

8+
I!de&u!te >e"$!re #!Ci"itie'
D-Do +ou $ee" !b'eteei'm i' due to i!de&u!te (e"$!re $!Ci"itie' !?!i"!b"e to
(or<er'M
TABLE 2-D
1 :trongly agree ; 2G
+ Agree 8@ 8AG
1 )isagree 21 8+2AG
8 :trongly disagree 12 1+2AG
Tot!" 490 400L
)RAP. 2-D
In"(e:5"&e We67"re ;"ci6i&ie#
*
48
51
15
5%
4$%
4.5$%
1.5$%
$
1$
$
+$
4$
5$
*$
#&ron)6!
")ree
")ree (i#")ree #&ron)6! (i#
")ree
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Interpretation(
Erom the chart 8+2G respondents are disagree #ith their in ade-uate #elfare facilities,
8AG of the respondents are satisfy #ith their facilities
81
W")e# "n( A66o<"nce#
*.Are !o5 #"&i#7ie( <i&' !o5r <")e# "n( #"6"rie#=
0ABL3 4.*
S-NO PARTIC*LARS RESPONDENTS PERCENTA)E
1 "ighly satisfied
+ :atisfied ;; 22G
1 )issatisfied 8@ 8AG
8 "ighly )issatisfied ; 2G
Tot!" 490 400L
>RA/H 4.*
W")e# "n( A66o<"nce#
**
48
*
5%
4$%
55%
$
1$
$
+$
4$
5$
*$
,$
H
i
)
'
6
!

#
"
&
i
#
7
i
e
(
#
"
&
i
#
7
i
e
(
4
i
#
#
"
&
i
#
7
i
e
(
H
I
)
'
6
!

4
i
#
#
"
&
i
#
7
i
e
(
p"r&ic56"r#
R
r
e
#
p
o
n
(
e
n
&
#
Serie#
Serie#1
Iterpret!tio,
Erom the chart 22G of the respondents are satisfied #ith their #ages and allo#ances
8AG of the respondents are dissatisfied 2G of the respondents highly dissatisfied
88
He"6&' /ro-6e%#
1- You (i"" !b'et $or +our dutie' to 8eer!""+ 'u$$eri8 $rom %e!"t% prob"em'M
TABLE 2-1
S-No- P!rtiCu"!r' Re'podet' PerCet!8e
1 Kes 1A +2G
+ 4o 82 1?2AG
1 /o :ome E.tent 82 1?2AG
TOTAL 490 400L
)RAP. 2-1
He"6&' /ro-e6%#
+$
45 45
+,.5$%
+,.5$%
5%
$
1$
$
+$
4$
5$
83S NO 0O SOM3
3?03N0
p"r&ic56er#
R
e
#
p
o
n
(
e
n
&
#
Serie#
Serie#1
In&erpre&"&ion@
Erom the chart 1?2G employees are absent for their duties because of their health
problems +2G employees did not suffering #ith any health problem
82
Holidays are causes for Absenteeism
E- I' t%e iCideCe o$ !b'eteei'm bot% be$ore !d !$ter %o"id!+ %i8%er t%! o
orm!" d!+'M
TABLE 2-E
1 :trongly agree +8 +AG
+ Agree 21 8+2AG
1 )isagree 82 1?2AG
8 :trongly disagree
Tot!" 490 400L
)RAP. 2-E
Ho6i("!# "re c"5#e# 7or A-#en&eei#%
$%
4%
+8%
#&ron)6! ")ree
A)ree
4i#")ree
S&ron)6! (i#")ree
Interpretation(
Erom chart 8+2G are agree #ith the reason of absenteeism both before and after
holiday higher than and normaldays+AG respondents are strongly agree #ith the reason
8;
>or<i8 Atmo'p%ere
0 Is the #or$ing atmosphere is friendlyR
TABLE 2-;
1 Kes @? ?+2AG
+ 4o
1 /o some e.tent 11 +?2AG
Tot!" 490 400L
)RAP. 2-;
Workin) A&%o#p'ere
8,
++
,.5$%
,.5$%
$
$
4$
*$
8$
1$$
8e# No 0o #o%e ex&en&
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Interpretation(
Erom the chart ?+2G respondents are agree #ith their atmosphere
+?2G of the respondents did not satisfy #ith their #or$ing atmosphere
8?
>or<i8 E?iromet
1AIs the absenteeism is due to in con%enient en%ironmentR
TABLE 2-40
1 Kes +8 +AG
+ 4o 21 8+2AG
1 /o some e.tent 82 1?2AG
Tot!" 490 400L
)RAP. 2-40
Workin) 3n.iron%en&
4
51
45
$%
4.5$%
+,.5$%
$
1$
$
+$
4$
5$
*$
8e# No 0o #o%e
ex&en&
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
/ercen&")e
Re#pon(en&#
Iterpret!tio,
Erom the chart 8+2G respondents are absent due to the cause of in con%enient
en%ironmernt1?2G of the respondents are not agree #ith the cause
8@
Superior ECour!8emet
11 "o# is the encouragement from the superior in the Organi,ationR
TABLE 2-44
1 E.cellent 12 1+2AG
+ 9ood 8@ 8AG
1 A%erage 2? 8?2AG
8 'oor
Tot!" 490 400L
)RAP. 2-44
S5perior 3nco5r")e%en&
15
48
5,
1.5$%
4$%
4,.5$%
$
1$
$
+$
4$
5$
*$
,$
3xce66en& >oo( A.er")e /oor
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Iterpret!tio,
Erom the chart 8?2G of the employee Js ha%e a%erage encourage from their the
superior 8AG of the employees ha%e good encouragement from the superior 1+2G of
the respondents ha%e e.cellent encouragement
80
Attitude IPr!CtiCe o$ t%e M!!8emet
49- T%eir !ttitude !d pr!CtiCe o$ t%e m!!8emet !"'o Cotribute to
Ab'eteei'mM
TABLE 2-49
1 :trongly agree 1 +2AG
+ )isagree 8@ 8AG
1 4either agree nor disagree +1 1?2AG
8 Agree ; 2G
2 :trongly disagree 8+ 12G
Tot!" 490 400L
)RAP. 2-49
A&&i&5(e9pr"c&i#e o7 &'e M"n")e%en&
+
48
*
4
1
.5$%
4$%
1,.5$%
5%
+5%
$
1$
$
+$
4$
5$
*$
S&ron)6!
")ree
4i#")ree Nei&'er
")ree nor
(i#")ree
A)ree #&ron)6!
(i#")ree
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Iterpret!tio,
Erom the chart 8AG of the respondents are good opinion about the attitude of the
management 12G of the respondents did not ha%e good opinion about the
attitude of the management
2A
.!bit' o$ A"Co%o"i'm
4A- Do +ou $ee" to %!bit o$ !"Co%o"i'm !mo8 (or<er' i' ! 'i8i$iC!t C!u'e o$
!b'eteei'mM
TABLE 2-4A
1 :trongly agree 82 1?2AG
+ )isagree 12 1+2AG
1 4either agree nor disagree 1A +2G
8 Agree 1A +2G
2 :trongly disagree
Tot!" 490 400L
)RAP. 2-4A
H"-i& o7 A6co'o6i#%
+,%
1+%
5%
5%
$%
S&ron)6! ")ree
4i#")ree
Nei&'er ")ree nor
(i#")ree
A)ree
#&ron)6! (i#")ree
Iterpret!tio (
Erom the chart 1?2Gof the employees are strongly agree #ith the alcoholism a
significant cause of absenteeism11G Of the employees are disagree #ith the reason
+2G of the employees are agree #ith the reason
21
Emp"o+ee3Emp"o+er Re"!tio'%ip
42- *$!?or!b"e emp"o+eeH emp"o+er re"!tio'%ip'7 (%iC% i ter "e!d t%e "o8
period o$ !b'eteei'mM
TABLE 2-42
S -No P!rtiCu"!r' Re'podet' PerCet!8e
1 :trongly agree 12 1+2AG
+ )isagree 1+ 1AG
1 4either agree nor disagree 2? 8?2AG
8 Agree 1A +2G
2 :trongly disagree ; 2G
Tot!" 490 400L
)RAP. 2-42
3%p6o!ee- 3%p6o!er Re6"&ion#'ip
1+%
1$%
4,%
5%
5%
S&ron)6! ")ree
4i#")ree
Nei&'er ")ree nor
(i#")ree
A)ree
S&ron)6! (i#")ree
Iterpret!tio,
Erom the chart 1+2G of the employees ha%e good relationships #ith their
employers2Gof the employees did not ha%e good relationships #ith their employers
2+
Le!?e $!Ci"itie'
4D- I !de&u!te "e!?e $!Ci"itie' !"'o ! C!u'e o$ !b'eteei'mM
TABLE 2-4D
S -No P!rtiCu"!r' Re'podet' PerCet!8e
1 :trongly agree 1+ 1AG
+ )isagree 1; 1AG
1 4either agree nor disagree 0 ?2AG
8 Agree 12 1+2AG
2 :trongly disagree 8@ 8AG
Tot!" 490 400L
)RAP. 2-4D
Le".e 7"ci6i&ie#
1
+*
9
15
48
1$%
+$%
,.5$%
1.5$%
4$%
$
1$
$
+$
4$
5$
*$
S&ron)6!
")ree
4i#")ree Nei&'er
")ree
nor
(i#")ree
A)ree #&ron)6!
(i#")ree
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Iterpret!tio,
Erom the chart 8AG of the employees ha%e fle.ible lea%e facilities 1AG of the
employees strongly satisfy #ith the lea%e facilities 1AG of the employees are disagree
#ith lea%e facilities
M!i C!u'e' $or Ab'eteei'm
21
45- >%iC% i' t%e m!i C!u'e to !b'et +our dutie'M
TABLE 2-45
1 In plant causes 1 +2AG
+ 'ersonal causes ?+ ;AG
1 >ommunity causes 1A +2G
8 :ocial causes 12 1+2AG
Tot!" 490 400L
)RAP. 2-45
M"in c"5#e# 7or A-#en&eei#%
3
72
30
15
60%
2.50%
25%
12.50%
0
10
20
30
40
50
60
70
0
!n "lant
causes
"ersonal
causes
community
causes
social
causes
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
#eries2
#eries1
Iterpret!tio,
Erom the chart ;AG of the employees are absent because of their personal causes +2G
of the employees ha%e community causes1+2G of the employees ha%e social causes
+2G of the employees ha%e in plant causes
Emp"o+ee Re'po'ibi"itie'
28
41- T%e "!C< o$ b!"!Ce bet(ee $!mi"+ i?o"?emet !d Bob re'po'ibi"it+ i'
t%e priCip!" C!u'e o$ t%e !b'eteei'mM
TABLE 2-41
1 :trongly agree +? ++2AG
+ )isagree ; 2G
1 4either agree nor agree 12 1+2AG
8 Agree ?+ ;AG
2 :trongly disagree
Tot!" 490 400L
)RAP. 2-41
3%p6o!ee Re#pon#i-i6i&ie#
72
15
6
27
22.50%
5%
12.50%
60%
0
10
20
30
40
50
60
70
0
s
t
r
o
n
$
l
y
a
$
r
e
e
%
e
i
t
&
e
r
a
$
r
e
e
n
o
r
#
t
r
o
n
$
l
y
d
i
s
a
$
r
e
e
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
#eries2
#eries1
Iterpret!tio,
Erom the chart ++2G employees are absent because of their family in%ol%ement and job
responsibility ;AG of the employees are absent because of their family in%ol%ement and
job responsibility
O?er time Re"!=!tio
22
4E- Ab'eteei'm i' C!u'e $or re"!=!tio eeded beC!u'e o$ o?er time(or<M
TABLE 2-4E
1 Kes ?2 ;+2AG
+ 4o 1+ 1AG
1 /o some e.tent 11 +?2AG
Tot!" 490 400L
)RAP. 2-4E
O.er &i%e Re6"x"&ion
10%
2%
62%
'es
%o
(o some e)tent
Iterpret!tio,
Erom the chart ;+2G of the employees are #ant to rela.ation from their o%er time#or$
+?2G of the employees to some e.tent 1AG of the employees did not #ant to
rela.ation from their #or$
2;
Di't!Ce $rom t%e "i?i8 P"!Ce'
4;- >%!t i' +our $ee"i8 !bout t%e di't!Ce $rom +our "i?i8 p"!Ce' to $!Ctorie'M
TABLE 2-4;
1 It is so far 0 ?2AG
+ It is near ?2 ;+2AG
1 It is reasonable distance 1; 1AG
Tot!" 490 400L
)RAP. 2-4;
4i#&"nce 7ro% &'e 6i.in) /6"ce#
,5
+*
9
,.5$%
*.5$%
+$%
$
1$
$
+$
4$
5$
*$
,$
8$
I& i# #o 7"r I& i# ne"r I& i#
re"#on"-6e
(i#&ence
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1
Interpretation(
2?
Erom the chart ;+2G of the employees are li%ing near to the company 1AG of the
employees ha%e reasonable distance from the company ?2G of the employees ha%e so
far from the company
P!rt time Bob o$ t%e Emp"o+ee
90- Are +ou %!?e !+ p!rt time BobM
TABLE 2-90
S-NO P!rtiCu"!r' Re'podet' PerCet!8e
1 Kes ; 2G
+ 4o 118 02G
Tot!" 490 400L
)RAP.2-90
1
2
'es
%o
114
*5%
6 5%
0
20
40
60
0
100
120
R
3
S
/
O
N
4
3
N
0
S
/AR0I12LARS
/"r& &i%e Ao- o7 &'e 3%p6o!ee
'es
%o
Iterpret!tio,
Erom the chart 02G of the respondents are not ha%e any part time job 2G of the
employees are ha%e some part time jobs
2@
Cu"tur!" ACti?itie'
94- IdiC!te t%e import!Ce o$ t%e Cu"tur!" !Cti?itie' i t%e or8!iK!tioM
TABLE2-94
1 Lery important 1+A 1AAG
+ 4either important
1 4or un important
8 4ot at all important
Tot!" 490 400L
)RAP.2-94
1$
1$$%
$
$
4$
*$
8$
1$$
1$
R
3
S
/
O
N
4
3
N
0
S
.er!
i%por&"n&
nor 5n
i%por&"n&
/AR0I12LARS
156&5r"6 Ac&i.i&ie#
Serie#1
Serie#
Interpretation(
Erom the chart 1AAG of the employees are #ant 1AAG recreation acti%ities in the
company
20
N!ti?e p"!Ce @i'it
99- .o( $re&ueC+ +ou ?i'it +our !ti?e p"!CeM
TABLE2-99
1 E%ery t#o months 82 1?2AG
+ "alf year ;A 2AG
1 Kear 12 1+2AG
8 4e%er
Tot!" 490 400L
)RAP.4-99
N"&i.e /6"ce Vi#i&
49%
+8%
1+%
e.er! &<o %on&'#
'"67 !e"r
!e"r
ne.er
Interpretation(
Erom the chart 2AG of the employees are e%ery ; months %isit their nati%e place1?2G
of the employees ha%e e%ery + months %isit their nati%e place1+2G of the employees
ha%e %isit their nati%e place early
;A
>or<i8 Coditio'
9A- >%iC% t+pe o$ (or<i8 Coditio' %!?e +ouM
TABLE 2-9A
1 'leasant
+ Lery noisy 0A ?2G
1 !n healthy 1A +2G
Tot!" 490 400L
)RAP. 2-9A
Workin) con(i&ion#
+$
9$
5%
,5%
$
$
4$
*$
8$
1$$
p6e"#"n& .er! noi#! 5n 'e"6&'!
/AR0I12LARS
R
3
S
/
O
N
4
3
N
0
S
Serie#
Serie#1

Interpretation(
Erom the chart ?2G of the #or$ers ha%e %ery noisy #or$ing conditions +2G of the
#or$ers ha%e un healthy #or$ing conditions
;1
#!mi"+ SiC<e''
92- Are +ou %!?e !+ $!mi"+ 'iC<e''M
TABLE 2-92
1 Kes ?2 ;+2AG
+ 4o 82 1?2AG
Tot!" 490 400L
)RAP. 2-92
,5
45
*.5$%
+,.5$%
$
1$
$
+$
4$
5$
*$
,$
8$
R
3
S
/
O
N
4
3
N
0
S
1
/AR0I12LARS
;"%i6! Sickne##
8e#
No
Interpretation(
;+
Erom the chart ;+2G of the employees ha%e family sic$ness 1?2G of the employees
did not ha%e family sic$ness
MediC!" #!Ci"itie'
9D- Are +ou !8reei8 (it% +our or8!iK!tio pro?idi8 i !de&u!te mediC!"
$!Ci"itie' $or mior iBure'M
TABLE 2-9D
1 Kes 0; @AG
+ 4o +8 +AG
Tot!" 490 400L
)RAP. 2-9D
Interpretation(
Erom the chart @AG of the respondents are satisfied #ith their medical facilities +AG of
the employees are not satisfied #ith their medical facilities
;1
C.APTER3 @
#INDIN)S AND S*))ESTIONS
;8
#INDIN)S
Majority of the respondents are absent *;AG3 from duties mainly due to their
personal reasons
Best part of the employees *;+2G3 is agreed to habit of alcoholism among
#or$ers is a significant cause of absenteeism
'reponderance of the respondents *;AG3 are agree to the lac$ of balance
bet#een family in%ol%ement and job responsibility
9reater part of the respondents *;+2G3 are agree #ith absenteeism is cause for
rela.ation needed because of the o%er time #or$
1AAG of the respondents are #anted cultural acti%ities in the company
Most of the employees *?2G3 feel that they ha%e %ery noisy #or$ing conditions
:ubstance of the employees *;+2G3 ha%e family sic$ness
A good number of the respondents *@AG3 are agree #ith their organi,ation
pro%iding in ade-uate medical facilities for minor injures
;2
S*))ESTIONS
/he company should ma$e the optimum utili,ation of human resources
'ro%ide cultural acti%ities to the employees
Infrastructure facilities to impro%e in the this unit
=educe the absenteeism of employees is the essence of any organi,ation as
#ithout it the organi,ation may not achie%e its goals and cannot reach to the
e.pected le%el
/he insurance benefits, compensation benefits rested for the family of the
diseased employees must resemble in the format
=easons for EM'7OKEE: AB:E4/EEI:M must be e%aluated from bottom
le%el to top le%el
/he mode of training has to clearly mentioning the format
;;
C.APTER :@I
ANNEX*RES
/APPENDICIES I BIBLIO)RAP.Y6
;?
De!r Re'podet7
I am a Einal Kear MBA, student of MI/: >ollege, 6odad As a part of my
>urriculum I am carrying out a 'roject A ST*DY ON EMPLOYEES
ABSENTEEISM in your organi,ation
6indly spare 1A minutes of your %aluable time to fill up this -uestionnaire
'lease put a tic$ mar$ for the correct choice
/M- S*NIT.A3
SSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSSS
A ST*DY ON EMPLOYEES ABSENTEEISM
Age(
9ender(
Marital :tatus(
1 "o# long ha%e you been #or$ing in 6a$atiyate.tiles 7imitedR
a3 1C+ K b3 +C2 K c3 2C1A K d3 More than 1A K
+ "o# old are youR
a3 1@C+2 K b3 +2C12 K c3 12C82 K d3 82 K abo%e
1 Kou #ill absent for your duties #hen you are placed in night shifts than in the
day shifts
a3 Kes b3 4o
8 Kou #ill absent from duties mainly due to
a3 :ic$ness b3 'ersonal reasons c3 Marriages B Eesti%als d3 )run$ ness
2 )o you feel absenteeism is due to inade-uate #elfare facilities a%ailable to
#or$ersR
a3 :trongly Agree b3 Agree c3 )isagree d3 :trongly )isagree
;@
; Are you satisfied #ith your #ages B allo#ancesR
a3 "ighly :atisfied b3 :atisfied c3 )issatisfied d3 "ighly )issatisfied
? Kou #ill absent for your duties to generally suffering from health problems
a3 Kes b3 4o c3 /o some e.tent
@ Is the incidence of absenteeism both before B after holiday higher than on
normal daysR
a3 :trongly Agree b3 Agree c3 )isagree d3 :trongly )isagree
0 Is the #or$ing atmosphere is friendly
a3 Kes b3 4o c3 to some e.tent
1A Is the absenteeism is due to in con%enient en%ironmentR
a3 Kes b3 4o c3 to some e.tent
11 "o# is the encouragement from the superior in the organi,ationR
a3 E.cellent b3 9ood c3 A%erage d3 'oor
1+ /he attitude B practice of the management also contribute to absenteeism
a3 :trongly Agree b3 Agree c3 4either Agree 4or )isagree
d3 )isagree e3 :trongly )isagree
11 )o you feel to habit of alcoholism among #or$ers is a significant cause of
absenteeism
18 !nfa%ourable employeeCemployer relationships #hich, intern, lead to long
period of absenteeism
12 Inade-uate 7ea%e Eacilities also a cause of absenteeism
;0
1; <hich is the main cause to absent your duties
a3 InCplant causes b3 'ersonal >auses c3 >ommunity >auses
d3 :ocial >auses
1? /he lac$ of balance bet#een family in%ol%ement B Dob responsibility is the
'rincipal >ause of the absenteeism
1@ Absenteeism is cause for rela.ation needed because o%ertime #or$
a3 Kes b3 4o c3 /o some e.tent
10 <hat is your feeling about the distance from your li%ing places to factoriesR
a3 It is so far b3 It is near c3 It is reasonable distance
+A Are you ha%e any part time jobR
a3 Kes b3 4o
+1 Indicate the importance of the cultural acti%ities in the organi,ation
a3 Lery important b3 4either important c3 4or unimportant
d3 4ot at all important
++ "o# fre-uents you %isit your nati%e place
a3 E%ery /#o months b3 "alf year c3 Kear d3 4e%er
+1 <hich type #or$ing conditions ha%e youR
a3 'leasant b3 LeryCnoisy c3 !nhealthy
+8 Are you ha%e any family sic$ness
a3 Kes b3 4o
+2 Are you agree #ith your organi,ation pro%iding inade-uate medical facilities for
minor injures
a3 Kes b3 4o
?A
C T.ANK YO* C
BIBLIO)RAP.Y
S-NO BOOK NAME A*T.OR NAME P*BLIS.ER YEAR
1
"uman =esources
Management
Mir,a : :aiyadain /he Mc 9ra#C"ill
>ompanies
+AA1
+
" = Management
B Industrial =elations
' :ubba =ao "imalaya
'ublications
+AA?

1
"= Management 6As#athappa /he Mc 9ra#C"ill
>ompanies
+AA@

8 'ersonal management >B Memoria
:L 9ana$ar
"imalaya
'ublications
+AA2
>EBSITES
###superspinningcom
###te.tileindustrycom
###googlecom
?1

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