Chinni

A Study On Absenteeism On Workers
INDUSTRY PROFILE
A battery is a electrochemical device in which the free energy of a chemical
reaction is converted into the electrical energy. The chemical energy contained in the active
materials is converted into electrical energy by means of electrochemical oxidationreduction reactions.
How a Battery Works?

When you place the key in your cars ignition and turn the ignition switch to ON
a signal is sent to the cars battery. Upon receiving this signal the car battery takes energy
that it has been strong in chemical form and releases it as electricity. This electric power is
used to crank the engine. The battery also releases energy to power the cars lights and
other accessories.
It is the only device, which can store electrical energy in the form of chemical
energy, and hence it is called as a storage battery.
Sealed Maintenance Free (SMF) Batteries:

Sealed Maintenance Free (SMF) batteries technologies are leading the battery
industry in the recent year in automobile and industrial sector around the globe.
SMF batteries come under the rechargeable battery category so it can be used a
number of times in the life of a battery. These batteries are more economical than nickel
cadmium batteries. These batteries are more compact than the west type batteries. It can be
used at any position, these batteries are very popular for portable power requirements and
space constraint applications.
Value Regulated Lead Acid (VRLA) Batteries:

VRLA batteries are leak proof, spill-proof and explosion-resistant and having
life duration of 15-20 years. These batteries withstand the environmental conditions due
to high technology, in built in the batteries, each cell is housed in a power coated steel
SALN College of Engineering and Management.
tray making them convenient to transport and installation, so transit damages are
minimized in case of these batteries.
Sealed Maintenance Free (SMF) batteries and Value Regulated Lead Acid
(VRLA) batteries technology are leading the battery industry in the recent years in
automobile and industrial battery sector around the globe VRLA batteries have become
the preferred choice in various applications such as uninterrupted power supply,
emergency lights, and security systems and weighing scales.
Classification of Batteries:
Batteries are broadly classified into two segments like,
Automotive Batteries
Industrial Batteries.
Automotive Batteries:
Apart from mopeds all other automobiles including scooters need storage
battery. So automotive batteries are playing pre-dominant role in automobile sector by
influencing customers in the automobile market. Automobile batteries can be further
distinguished as the original equipment (OE) markets as low as 5-6%. OE segment has
the advantage of securing continuous orders and inquiries. This enables manufacturers
to streamline production facilities, plan production schedules and attain certain level of
operational efficiency.
The replacement market, on the other hand, is much larger. The replacement
market is characterized by the presence of large unorganized sector, which constitutes
around 55-60% of the total replacement market. This is possible due to low capital entry
barrier. These players have the advantage of inapplicability of excise duties.
Industrial Batteries:
The Industrial Battery segment comprises of two main categories. One comprises of
the Stationery Segment and the second relating to Motive Power and Electric
Vehicles. The motive power and the Electric Vehicle segment comprising of Telecom,
Railways and Power Industries have registered a growth in excess of 20% and this trend
is likely to continue in the next 5 years.
The Industrial Segment is highly technological intensive and access to high quality
world - class technology is an important factor and is vital for brand reference. The
total demand for the industrial battery segment is met by indigenous production with a
small saves of about 10% by imports. The demand for industrial batteries has grown
slowly and steadily.
As for as industrial batteries are concerned the evolving consciousness among
Corporate and Government departments regarding environment factors will result in a
shift towards pollution-free technology. There has been a preferential shift in this
segment from the Conventional Lead Batteries to sealed maintenance-free batteries
(SMF). The bull of battery industry admits that the sales are fallen but at the same time
they are expecting larger orders especially from telecom industry, which gets going.
Due to strong customers like telecom, railways and electricity boards, the industrial
batteries are on prosperous scale.
Recycling Batteries:
Battery acid is recycled by neutralizing it into water of converting it to sodium
sulphate for laundry detergent, glass and textile manufacturing.
Cleaning the battery cases, meeting the plastic and reforming it into uniform
pellets recycle plastic. Lead, which makes up 50% of every battery, is method, poured
into slabs and purified.
The following are the major manufacturers in battery industry in India.
Elide Industries
Standard Batteries
Amco Batteries
Tudor India
Amara Raja Batteries Ltd.
Hyderabad Batteries Ltd.
Sealed Maintenance Free (SMF) batteries and Value Regulated Lead Acid
(VRLA) technologies are leading the battery industry in the recent years in the preferred
choice in various applications such as uninterrupted power supply, emergency lights,
and Security systems and weighing scales.
Characteristics of VRLA batteries:

Each cell is housed in a power coated steel tray making them convenient to
transportation and installation, so transit damages are minimized in the case of these
batteries.
Prospects of SMF/VRLA batteries in India:

The following factors are influencing the demand for VRLA technology
batteries.
Entry to multinational in telecom industry.
DOTs policy decision to upgrade the overall technology base.
Constraints in the use of conventional battery in radio paging and
cellular segments.
Due to project expansion in telecom &railways, the demands for VRLA
batteries are greater than other industrial batteries.
TELECOM:
The governments policy to increase the capacity from 10 million to 21 million
lines by 2000 increased the demand for storage batteries considerably the value added
services like radio paging and cellular will increase the demand for storage batteries in
future considerably.
RAILWAYS:
In Railways, the demand estimate is based on the annual coach production this
comes to 2500 numbers by Railways itself and 1000numbers more by various other
segments, replacement demand and annual requirement for railways electrification.
POWER SECTOR:
In this sector, the estimated 90 private power projects which are expressed to
produce 40,000MV with an approximate capital outlay of Rs.1,40,000 crores would
keep the industrys future brighter in the coming years.
The demand of VRLA batteries is increasing due to its performance over
conventional batteries . So it is more acceptable to consumers. There appears to be a
considerable potential for electrically operated material handling equipment and related
vehicle besides the privatization of technology. It is expected to generate wider market
for sophisticated batteries. The railways will continue to generate demand for various
applications. The power sector is also opening up a setting up of generating stations
will give a boost to demand levels. The demand is OEM segments will grow time with
growing automation in industries.
The domestic storage battery industry is in the process of transcending the past
limitations in the technology front and the new sophisticated battery will be introduced
in future threat from the overseas supplies do not at the current moment appeal to be
significant.
STORAGE BATTERIES:
In the storage battery industry, some new units have come up. The latest
development in this field is maintenance free rechargeable storage battery. These are
also known as Value Regulated Lead Acid (VRLA) or Sealed Maintenance Free (SMF)
batteries. Improvement of technology in this industry is benefiting customers.
COMPANY PROFILE
Amara Raja Batteries Limited(ARBL) incorporated under the companys act, 1956 in
13th February 1985, and converted into Public Limited Company on 6 th September
1990.
The Chairman and Managing Director of the company is Sri Galla Ram
Chandra Naidu. ARBL is the first company in India which manufactures Value
Regulated Lead Acid (VRLA) Batteries. The main objective of the company is
manufacturing of good quality of Sealed Maintenance Free(SMF) acid batteries. The
company is setting up to Rs.1,920 lakhs plant is in 185 acres in Karakambadi village,
Renigunta Mandal. The project site is notified under B category.
The company has the clear-cut policy of direct selling without any intermediate. So
they set up six branches and are operated by corporate operations office located in
Chennai. The company has virtual monopoly in higher A.H.(Amp Hour)rating market
its product VRLA. It is also having the facility for industrial and automotive batteries.
Amara Raja is 5 S company and its aim is to improve the work place environment by
using 5 S technique which is:
A systematic and rational approach to work place organization and methodical house
keeping with a sense of purpose, consisting of the following five elements:
1. SEIRI
2. SEITON
Sort out
Segregate necessary from unnecessary.
Discard what is not required.
Decide on frequency of sorting.
Systematic arrangement
Arranging in order
A place for everything and everything in its place
3. SEISO
4. SEIKETSU
Spic and Span
Cleaning the work place/equipment
Ensuring Tiptop condition
Standardization
Working
Methodology
(procedures
and
work
instructions)
5. SHITSUKE
Self Discipline
Forming the habit
- Training
They propose to accomplish this by:

- Training the people and creating awareness on 5 S.
- Motivating and changing the behavior patterns of the people.
- Establishing standards/procedures for the implementation of
each element of 5 S.
They believe that effective implementation of 5 S techniques will result in:
Consistent and better quality product
Higher productivity
Lesser accidents
Higher Employee Morale
COLLABORATORS:
Amara Raja Batteries limited has a strategic tie up with Johnson Controls
Inc. of U.S.A. who owns 26% stack in this company. It is the largest manufacturer of
lead acid batteries in North America.
The main objective of the company is manufacturing of good quality of
Sealed Maintenance Free acid batteries (SMF). The annual growth rate of a company
is 2.5% per annum. The present turnover of the company is Rs.270 crores. Major
customers are BSNL, VSNL, SIEMENS and BHEL etc.
Amara Raja has always offered time tested world class technology and process
developed on international standards. High integrity VRLA systems like power stack
and power plus or the recently launched high performance UPS Battery-KOMBAT and
AMARON hi-life automotive batteries are the products of the collaborative battery
efforts of engineering at Johnson controls Inc. and Amara Raja.
AMARON launched in January 2000,Amara Raja has pioneered the
introduction of hi-cube automotive batteries in India. This zero maintenance product
uses the revolutionary patented in India. This zero maintenance product uses the
revolutionary patented silver X technology developed by Johnson controls for high
environments and incorporates may superior features that make it the most advantage
battery on roads anywhere in the world.
STRENGTHS:
Proven technology from GNB and being a pioneer.
Strong and well organized customer base.
Full- organized infrastructure in place.
Manufacturing facilities perceived as a benchmark in India.
Complete range of VRLA batteries.
Proven field performance in all user segments.
Approved vendor status in major user segments.
MISSION STATEMENT OF AMARA RAJA:

To transfer our spheres of influence and to enrich the quality of life by
building institutions that provides better access to better opportunities ,goods and
services. To more people All the time.
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VALUES AND BELIEFS:
We believe in treating each other with honesty, fairness, dignity

and respect and in creating a safe, healthy and pleasant
workplace.
We believe that the empowerment of our people is the

foundation of our strength. We will help each other to work in
teams and hold each other accountable to fair Contribution in
achieving our collective goals.
We will strive to exceed our customers ever increasing

expectations through continuous improvement in quality,
service, and support and time compression.
SOCIAL PROGRAMS:
Housing colony for employees in progress. Total plan, 500 families
over five years.
Plan to provide community hall, open auditorium, parks and
playground.
Training centre for employees.
Awards and rewards to the younger generation for improvement of
education.
Public awareness programs (in Mumbai) on environmental
protection, through street theatre whose Mumbai is it any way on
the occasion of Earth day April 22nd 2001.
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BRAND:
Amara Rajas reflects the innate dynamism of the company. The emblem
demonstrates the interplay of the universal Yin Yang symbols and the philosophy of
balanced forces. The colours green and black emphasize the perfect symmetry of
absorbing and releasing energies, while the entire form in continuous motion
signifies unrelenting progress. The colour green also elucidates the role of technology as
an integral part of the companys growth. Not incidentally, it also connotes the
companys resolve to preserve and nurture the environment.
CULTURE AND ENVIRONMENT:
Amara Raja is putting a number of HRD initiatives to foster a

spirit of togetherness and a culture of meritocracy. Involving
employees at all levels in building organizational support plans and
in evolving our vision for the organization.
ARBL encourages initiative and growth of young talent alloes the

organization to develop innovative solution and ideas.
Benchmark pollution control measures, energy conversation

measures, waste reduction schemes, massive green belt development
programs, employee health monitoring and industrial safety
programs have helped ARBL to take further environment
management program.
Amara Raja has now targeted to secure the ISO 14001

certification.
QUALITY POLICY:
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ARBLs main aim is to achieve customer satisfaction through the collective

commitment of employees in design; manufacture and marketing of reliable power
systems, batteries, allied products and services.
TO ACCOMPLISH ABOVE, ARBL FOCUS ON:
Establishing superior specifications for our products and

processes.
Employing state-of-the- art technologies and robust design

principles.
Striving for continuous improvements in process and product

quality.
Implementing methods and techniques to monitor quality levels.
Providing prompt after sales service.
RESEARCH & DEVELOPMENT:
Specific areas in which the company carries out R&D are:
New product development.
Process technology up-gradation.
Application engineering for new market place.
Quality improvements.
Benefits derived as a result of above R&D
Developed 4v/200 AH batteries.
Design optimization of higher AH batteries for DOT application.
Design optimization of batteries 92v/1285 AH for TL/ACRailway application.
Formation cycle optimization results in reduced duration and

rejection.
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Chemist curing cycle optimization.
Manufacture of automobile battery for four-wheeler vehicles.
FUTURE PLAN OF ACTION:
Commercialization of motor-cycle batteries.
Development of new range high integrity VRLA cell design.
Establishment of product for new application segment.
In-depth evaluation of metal surface treatment chemicals to

reduce the process cycle time.
Validating alternative grades of propylene to conserve energy and

to improve productivity.
AWARDS:
Best entrepreneur of the year 1998---awarded by Hyderabad

management association.
Industrial Economist Business Excellence Award -1991--awarded by the industrial economist, Chennai.
Excellence
Award---by
institution
of
economic
studies(ES),New Delhi.
Udyog Rattan Award--- by institution of economic studies,

New Delhi.
Q1CERTIFICATE-2002---by FORD company.
AMARA RAJA GROUP OF COMPANIES:
AMARA
RAJA
POWER
SYSTEMS
PRIVATE
Ltd...
(ARPSL),karakambadi, Tirupathi.
14
MANGAL PRECISION PRODUCTS PRIVATE Ltd 1.

(MPPL1), karakambadi, Tirupathi.
MANGAL
PRECISION
PRODUCTS
PRIVATE
Ltd
2.
(MPPL2)petamitta, Chittoor.
AMARA RAJA ELCETRONICS PRIVATE Ltd(AREPL),

Dighavamgham, Chittoor.
S.NO
1.
PRODUCT NAME
AMARON HARVEST
2.
AMARON SHIELD
3.
AMARON HI-LIFE
BATTERIES
4.
KOMBAT
5.
6.
FEATURES
APPLICATIONS
High performance, totally
Maintenance free, High power
For tractors
Charge acceptance.
Ready to fit, long life low
Maintenance Higher cranking
For inverters
Power.
Long life maintenance free, fullyCars, utility vehicles, trac
Scaled and tested No leakage/ 4-4-wheelers, HCVs,Gene
Improved safety.
LCVs.
High discharge, high performance
UPS,EPBX,engine startin
batteries which are Compact light
Emergency lighting, SPB,
weight factory Charge, explosion
Portable power, fire alarm
resistant and
Security systems.
Environmental friendly.
Industrial applications, pow

Light weight,study weather
Plants, Railways,
AMARARAJA(POWER proof and long lasting, high Tele-communications,proce
STACK) INDUSTRIES integrity, high energy density. and service,Industry,Defenc
Motive, Power solar photo
voltaic,electric vehicle,
emergency lighting.
Zero maintenance, no specific
AMARA RAJA
gravity checks,no water tapping up
GENPRO
required long life,ideal size
For generators
factory charged,therefore ready
to use assured starting
15
7.
8.
and service.
AMARON HI-WAY
Long life,ultra low maintenance For generators
BATTERIES
ready to fit, higher cranking power.
QUANTA
UPS batteries
(UNITERRUPTED LIFE)
-----
9.
Zero maintenance,no life time, Factory vehicles like fork

BRUTE (THE MOTIVENo leaks,high energy density, Lifts,Pal lot trucks, stacker
POWER HOUSE)
No sulphation of plates, valve and platform trucks.
Regulated, safe and expansion
Proof.
PRODUCT PROFILE
POWER PLUS SPECIFICATION

Container
Poly propylene Co-polymer housed in a steel

Tray
Separator
Spun glass micro porous matrix
Safety value
Explosion proof, pressure regulated and

Self regulated type
Positive plate
Patented MFX Alloy
Negative plate
Lead Calcium Alloy
Terminal
Integrated Lead terminal with solid copper

Core
Self discharge
Less than 0.5% per week
16
Charging
Current limited, constant potential
Float charge
2.25 UPC at 27oC with a maximum current

limit of 20% of the rated capacity in Amperes
Boost charge
2.30 VPC at 27oC with a maximum current

17
POWER STACK SPECIFICATION
Container
Poly propylene Co-polymer housed in a steel

Tray
Separator
Spun glass micro porous matrix
Safety value
Explosion proof, pressure regulated and

Self regulated type
Positive plate
Patented MFX Alloy
Terminal
Integrated Lead terminal with solid copper Core
Self discharge
Less than 0.5% per week
Charging
Current limited, constant potential
Float charge
2.25 UPC at 27oC with a maximum current

Boost charge
2.30 VPC at 27oC with a maximum current
18

Connectors
Heavy duty, Lead plated copper connectors
Life expectancy
Float service at 27oC 80% DOD-500 cycles

20% DOD-1200 cycles
PROSPECTUS OF MF-VRLA BATTERIES IN INDUSTRIAL BATTERY

INDUSTRY:
The prospectus of MF-VRLA battery technology and the demand for VRLA
batteries in various segments is estimated based on the following factors:
Entry of multinationals in Telecom sector.
Data policy decision to upgrade the overall technology base.
Constraint in use of conventional battery in radio paging cellular
segments.
Switch over Railways to maintenance Free Value Regulated for Lead
Acid Batteries (MF-VRLA) for coach air conditioning to 100% level
and the expected gradual shift for other applications like TL, A&T and
Railway electricians.
Technology up gradation and privatization of the power segments.
Strong performance towards VRLA in the office automation industry
(UPS and EPABX applications due to user friendly and compact
features.
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Non availability of trained man-power and maintenance free

characteristics of VRLA batteries makes them automatic choice for use
in rural Telecom.
20
PRODUCTION FACILITIES, CAPACITY EXPANSION AND PLASTIC

PROJECT:
During the year under review, ARBL had prioritized and directed its objectives
towards streamlining the production process by assimilating and synchronizing
capacities of different sections of the plants to optimize the capacity utilization. As a
part of this program, ARBL has proposed to increase the capacity assemble and
formation section. The reasons for the capacity expansion are as under:
To meet the growing demand for the power stack batteries.
To cope-up with the peak level operations during the second half of
the fiscal year.
To improve the overall productivity and quality.
To balance the line capacity of the plant with essential utilities and
liabilities.
To achieve the above, ARBL had conducted and elaborate study on the
capacities of
different sections and identified the section wide requirements.
This had clearly spelt out the need for capacity expansion program. The plant
capacity will increase from 160,000 to 275,000 batteries per annum. The
estimated cost of expansion is 10.80 crores.
MAJOR USERS:
1. RAILWAYS:
Train lighting, air conditioning, diesel engine starting, signaling
systems,control
systems,
emergency
breaking
systems,
and
telecommunications.
21
2. TELECOMMUNICATION:
Central office power plants, microwave repeaters station, RAX in
public building, emergency lighting systems at airports, fire alarm
systems etc.
3. POWER SYSTEMS:
Switch gear control systems, power house control systems, rural
street lighting etc.
4. UPS SYSTEMS:
Back up power to computers in progress control systems in
industry etc.
5. TRACTION
Forklift trucks, earth moving machinery, mining locomotives and
road vehicles etc.
6. PETROCHEMICALS:
Off-shore and On-shore oil exploration lighting systems, security
systems etc.
7. DEFENCE:
Defence
communication,
aircraft
and
helicopter
ground
starting,stationary and mobile diesel engine starting etc.
22
PRODUCTION PROCESS:
The process for the production of lead acid batteries consists
essentially of five operations described below
1. GRID CASTING
In the process grids to hold the active materials are made. Battery
grids are produced using microprocessor casting machines with patented
alloys. Different sizes of moulds are used to get the required size of
grids.
2. PLATE PREPARATION
Using lead oxide production in earlier stage positive and negative
paste is prepared with addition of sulphuric acid and water. These pastes
are applied to respective grids using industrial fasting machines.
3. CALL ASSEMBLY
Here positive and negative grids are separated by a sheet of fiber
glass mat bush bars are welded and as assembled into a jar or container
to form battery cells. Then these cells are assembled according to the
customers specification into battery sets or systems.
4. FORMATION
In this process cells are filled with the electrolyte(sulphuric acid)
and then the set is charged and discharged repeatedly, after final
charging the battery comes out ready to be used.
5. TESTING & INSPECTION
23
Testing the battery is discharged to the customer it is tested for

quality specifications.
24
PROCESS FLOW CHART (BATTERIES)
I/P pure lead
Converting pure
lead into lead
oxide
Grid casting
Paste mixing by
adding sulphuric
acid and water
Pasting grid with

lead oxide paste
Winding the
pasted grid with
seperator
Group insertion jar
Sealing the jar
Formation
Finishing
25

AMARA RAJA GROUP DEPARTMENTS-HODS ORGANISATION CHART
CMD/ED
Finance
accounts
Chief
finance
K.suresh
k.suresh
Finance
A/Cs
D.G.M
D.ramesh
babu
Supply chain
management
Vice
presidents
(SCM)
G.vijay naidu
Human
resource
Jai krishna
HRS
Manager(HO)
T.damodhara
chowdary
D.G.M
B.Dora rao
Finance
manager
C.R.raju
Debtors
officer
ADMIN (HO)
Officer
M.partha saradhi
IT chief
information
Officer
K.suresh
DP & IM
HOD
L.mahadev
a
Logistics
Sr.officer
R.chandra raju
QMS & QA
Vice president
D.naresh reddy
QMD
Manager
K.subba
reddy
Manager
S.sathish
QA-ARBL
Manager
P.Murali
Costing
manager
V.venkatesh
Commercial
manager
A.venkatesh
26
Costing department flow chart

Managing director
Jayadev. Galla
CFO K.suresh
DGM
D.Ramesh babu
Costing senior manager

V.Venkatesh
Report analysis
Profitability statements
Leasing with bankers, auditors &other officials
MIS
Pricing
Production
PSL V.Prakash ASST-II
Non-Production
Officer
G.chandrasekhar Naidu
Report analysis
In process records
R&D
Finished goods records
project
stock statements
maintenance of electrical &
scrap register
mechanical spares
27
OBJECTIVES OF THE STUDY
To conduct a detailed study on absenteeism on

ARBL.
To identify the various reasons for absenteeism.
To identify the different ways that helps in reducing the

absenteeism.
To know the rate of absenteeism in ARBL.
To suggest the remedies to reduce it.
To make the employees to understand the work so that

they may dont get absent.
To improve the working environment of the company

inorder to avoid absenteeism.
To find out the causes of absenteeism and suggest the

remedies to reduce it.
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NEED FOR THE STUDY

The purpose of study is to identify the causes for absenteeism of the working
group in the Organization, to know the working environment ,family and the individual
perception about the company in relation to absent from their work .
It is very essence for any organization to know about the absenteeism .
It is necessary to know the satisfactory level of workers in the

organization and also the perception regarding their future and other
benefits given by the organization.
There is a need to know whether the employees are expecting any

improve in working conditions from the company.
The result of this study will be more helpful to the organization to reorganize
the existing conditions and absenteeism in the organization.
29
LIMITATIONS OF THE STUDY
The employees response was not frank because they have the fear that
this information might pass on to their superiors.
The duration of the project is less. It is not sufficient to make a detailed

study on project.
Many of the employees did not disclose the information out of fear for
their management.
The data is collected in hurry because of their busy work.
Complex human behavior (in terms of the artificial behavior of the
respondents, particularly when they might have concealed some of the
crucial information).
30
REVIEW OF LITERATURE
INTRODUCTION OF HRM:
Human resources management: The concept
Human resources reflects a new philosophy, a new outlook approach, and strategy,
which views an organizations manpower as it resources and assets and not as liabilities.
Resources are collective means for production, support and defense, as well as a source
of strength and aid. Human capital or manpower of a company can be treated as its human
resources.
In general terms, human resources can be defined as the total knowledge, skills, creative
abilities and talents, attitudes of an organizations work force, as well as the values,
attitudes, approaches and beliefs of the individuals involved in the affairs of organization .
Human resource approach takes into consideration the potentiality of the people available
for the organization. Even in an age of automation as of day, man power is the most
essential and indespensable resource of any organization.
In fact with out appropiate human resources, no business or organization can exist and
grow .this is perhaps the reason why human resources management has become the focus
of attention of progressive organization of today.
CHARACHTERISTIC OF HUMAN RESOURCES:

Human resource creates the business and economic institutions through its
novel and creative ideas.
Human resource is most dynamic resource.
The value of human resource increase over the time due to
continous learning process and like other resources.
It is quite difficult to predict the human behavior.
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HUMAN RESOURCES MANAGEMENT:

Concept of human resource management:
The
concept of HRM was formally introduced by Leonard Nadler in 1969 in a
conference organized by the American society for training and development .

HRM is mainly concern with development of skill, knowledge and competence of the
people .HRM can be applied both for the national and organizational level. The concept of
HRM is not yet well conceived by various authors though they have defined from their
approach .it is an understanding of the term i.e., new rather was new.
HRM is not training and development but many personnel managers and organizations
view HRM has synonymous to training and development.
HRM from organizational point of view is a process in which the employees of
organization are motivated to acquire skill and abilities and mould the values ,believes
,attitudes necessary to perform present and future rolls by realizing the highest the human
potential wit a view to contribute to the organizational ,social goals.
FEATURES OF HUMAN RESOURCE MANAGEMENT :

1. HRM is a continous process for the development of technical, managerial skills
and knowledge .
2. It develops the skills and knowledge not only at individual level but also at
group and organizational level.
3. It is multidisciplinary .
4. It is embodied with techniques and process .the techniques include performance
appraisal ,training and development ,career planning and organizational
development ,social and relegious programmes,workers participation, quality
circles etc.
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SCOPE OF HUMAN RESOURCE MANAGEMENT

Human resource management deals with procurement ,maintainace and utilization of
human resources.HRM deals with development of human resources for efficient utilization
in order to achieve the organization goals .
The scope of HRM includes :
Selecting those employees having potentials for development to meet the

present and future organization needs.
Analyizing apprising ad developing performance of employees .

With a view to develop them by identifying the gaps in skills and
knowledge .
Train all the employees in acquiring new technical skills knowledge .
Develop the employees in managerisl and behavioral skills and knowledge .
Planning for employees career and introducing development programmes.
Group dynamics ,intra and inter team interaction.
Employees learning through job rotation,job enrichment and empowerment.
Employees learning through quality circles and the schemes of workers
participation in management.
33
NEED FOR HUMAN MANAGEMENT

All Business And Individuals Organization are dynamic. infact liberalization,
privilazitation and globalization made the business firms.
In other words they have been changing continouslyin terms of technology type of
business products strength and the like.
Changes in the economic policies.
Changing job requirements
Organizational viability and transformation process
Organization advances
Organization compleity
Human relations.
The objectives of HRM:

To prepare the employee to meet the present and changes in future job
requirements.
To prevent employees obsolescence.
To prepare employees for higher level jobs
To inpart new entants with basic HRM and skills and knowledge .
To aid for total quality management.
To ensure smooth and efficient working of the organization .
To provide comprehensive frame work for HRM
34
To enhance organization capabilities.
35
The functions of HRM include:
Performance appraisal
Employees training
Executive development
Career planning and development
Successition planning and development
Organization change and organization development
Involvement in social and religious organization
Involvement inquality circles.
Involvement in workers participation.
36
THEORETICAL BACKGROUND OF THE TOPIC

INTRODUCTION ABOUT THE TOPIC
Absenteeism is often mentioned as one of the problem in the world of industries.
Absenteeism as a problem is not peculiar to India alone. It exists in western
countries as
well. There have been many studies on Absenteeism in the western countries. But the
findings in those studies may not be applicable to our country.
The socio-cultural background of the workers in the western countries, their economic
condition the various social security measures that exist in these countries make aware of the
contributions to Absenteeism in the western countries nay not be operative to workers in our
country.
Different authorities have variously defined absenteeism. Thus the term absenteeism refers
to the workers absence from regular work.
DEFINITION OF ABSENTEEISM:
While collecting statistics for absenteeism we should use this definition when a worker is
able to inform the management well in advance about his intention to stay away,
management can take care of her duties. Only when a worker stays without informing the
manager, it becomes a problem for the management.
Absenteeism is the total man shifts lost because as a percentage of the total number of man
shifts scheduled to work.
_ Labour bureau, Smila.
Absenteeism is the practice or habit of being an absence and an absentee is own who
habitually stay away.
_ Webstars dictionary.
37
Absenteeism is the outcome of dissatisfaction of workers, when a worker develops

strain relation with his fellow workers or with his employer/subordinate. Proper counseling
can solve him absent from work this kind of absenteeism. This kind of absenteeism is duly
training. If the absenteeism is frequent.
Absenteeism is the out come of the dissatisfaction of workers, when a worker
develops strain with his fellow workers or with his superior or subordinate. He gets absent
from work this kind of absenteeism can be solved by proper counseling. If the absenteeism is
frequent one it will be dealt seriously. Such kind of absenteeism will have the following
impact.
Authorized Absenteeism
Un - Authorized Absenteeism
Will full Absenteeism
Caused by Circumstances beyond ones control
,
BASIC CONCEPTS OF ABSENTEEISM:

Absenteeism has been variously defined by the different authors from time to time. Thus
the term absenteeism refers to the worker absence from his regular task, when he is
scheduled to work. They include time cost because of illness, accidents or time away from
the job of workers because of their personal reason. With a raised leave or vacation period or
work stoppages are not counted as absenteeism. Strikes and lockouts also treated as
absenteeism and may include late attendance in it.
GILBERTE MORE:
The practice of workers failing to report for work on some exercise or other or not
at all.
38
WALKING AND DAD:

A worker absent from his regular task no matter what the cause.
ACHARYA. T.L.A:
Absence from work that is authorized, unexplained, avoidable and willful.
RELATION BETWEEN ABSENTEEISM AND LABOUR WELFARE:

ACCIDENTS:
Industrial accidents depends upon the nature of work to be performed by the worker and
his abilities in that nature of job the accidents occur more frequently which leads to higher
rate of absenteeism.
SICKNESS AND LOW VITALITY:

Epidemics like cholera, small pox and malaria always break out the service. The low
vitality of the Indian workers make them an easy prey to search epidemics and bad housing
and unsanitary condition of living aggravate to the trouble.
TRANSPORT FACILITY:
The employees after attending the duty come back home. If the company did not
provide good transport facilities the company loses the long hours of work.
WAGE AND SALARY:

In India most of the companies are facing this problem. The workers are doing strikes for
improving their wages. These strikes are giving more absenteeism to the company.
39
INSECURITY:
If the company is not providing good security in working place it gets high percentage of
absenteeism.
VENTILATION AND DRINKING WATER FACILITIES:

If the ventilation and drinking water facilities are not provided by the company the workers
will not prepare to do work in that particular situation so it will raise the rate of absenteeism.
CLASSIFICATION OF CHRONIC ABSENTEEISM:

Dr K.N. Vaid classified chronic absenteeism into five categories
ENTERPRENEURS:
Entrepreneurs are those absentees who consider their job to be very small for total
interest. They are simultaneously engaged in several economic and social activities resulting
in divided attention in at all.
STATUS SEEKING:
Status seeking are those who enjoy or perceive a higher ascribed social status and or keen
on maintaining it the shop flour status achieved by them is much lower than the one they
enjoy out side.
THE EPICUREANS:
This class of absentees does not like to take up the jobs, which demand initiative,
responsibility discipline, and discomfort. They which to have money, power, status but are
unwilling to work for their achievement.
40
FAMILY ORIENTED:
Family oriented become chronic absentees because of their ever identify with family
affairs. The lack of balance with the family environment and job responsibilities is the
principle cause of their deviated work behavior. This impel them to be absent from work.
THE SICK AND OLD:

This type of workers remain absent from work by the reasons of illness poor health or old
age etc.
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
considerably on the days following the payment of wages and
bonus.
Absenteeism is generally high among the workers below 25 years
of age .
The rate of absenteeism varies from department to department with
in the organization.
Absenteeism in tradition industries is seasonal character.
EFFECTS OF ABSENTEEISM:
Increasing rate of absenteeism adds very considerably to the cost of the industry. The
problem of absenteeism is intimately linked to the question of production & dislocation of
work it causes. Besides loss of capital, absenteeism also affects production, productivity
profits, investments and above loses causes by absenteeism can be put under:
Loses in production/productivity
Increased cost of industry
Loses to workers
41
Any absence of workers weaknesses the companies goals and productivity. So absence of
workers should be avoided.
The loss due to absenteeism is two fold, to start with there is a district loss to
workers because the irregularity in attendance reduces their income when no work: no pay
is the general rule. On the other hand the loss to employers is still greater as both discipline
and efficiently suffer and production comes down.
The problem of absenteeism may be common for all the management. Yet the characteristic
features of absenteeism changes from department to department with in the organization.
Therefore it is required to tackle by specific measures which suit the behavior pattern of
absenteeism peculiar to a particular unit.
CAUSES FOR THE ABSENTEEISM

SICKNESS:
Sickness is one of the most important factors responsible for absenteeism. The main
reasons of the sickness of the industrial labour is his low vitality, bad housing where there is
lack of light and fresh air and poor working condition make up the labour weak. The poor
diet which never contains the required amount of calories to workers. Hence when workers
suffer from diseases they are naturally forced to remain absent from their work.
SHIFT SYSTEM:
Generally the workers want to be at home at night. It is obvious to work during
night than the same work during the day. Hence the workers prepare to work during day and
when they are placed in shift running in night and shift running half during the day and half
in night. Then natural tendency is to excuse from work therefore in comparison to day shifts
the percentage of absenteeism is higher during night shifts.
42
RURAL EXODUS:
The most significant cause of absenteeism is the migratory character of industrial workers.
The labour force is mainly drawn from rural area. The labour force comes from the families,
which depends on agricultural and is not entirely divorced from agriculture. The industrial
work is simply a source of additional income for such labour. They remain absent at the time
of harvesting & cultivation. Due to housing problems in urban areas, worker generally leaves
their families in villages and visits their villages frequently or at regular intervals. Further
more, the workers have to visit their village for certain social and religious ceremonies. Thus
the frequent urge of retirement to the native place is a cause of high rate of absenteeism.
BAD HABIT AND LACK OF RESPONSIBILITIES:

Some workers remain absent on account of their drinking and gambling habits. Such habits
do not help them to work efficiently on the following day. Consequently the rate of
absenteeism is higher just after the payday.
INDUSTRIAL ACCIDENTS:
Due to the defective arrangement industrial accidents occur on many occasions lack of
skilled and inadequate training of workers are responsible for industrial accidents. When the
workers meet with an accident he remain absent from his schedule work.
PROBLEM OF RESIDENCE:
Now a days-housing problem has increased to a great extent. Due to long distance between
the residence the industry and workers are required to travel, any disturbance in the transport
facilities affects punctuality of worker in factory lead to the absenteeism.
43
WORKING CONDITION:
Many a time worker cannot adjust himself to the working condition in the industry prefer
absenteeism.
DOMESTIC REASONS:
A worker has to shoulder many responsibilities. He might be the only earning member of
the family and is therefore responsible for all other family matters. Such worker has to
remain absent due to certain reasons such as wives delivery, family quarrels, unsatisfactory
neighbours, unexpected arrival of guests and friends.
EMPLOYEES STATE INSURANCE SCHEME:

Due to the introduction of Employees, State Insurance Scheme, the rate of absenteeism has
increased. Workers had misused this scheme. Many times workers remain absent and submit
E.S.I. medical certificates of illness although they are not ill.
LACK OF ATTENDANCE BONUS:

Due to lack of attendance bonus, workers do not have an added incentive to be regular at
work.
INADEQUATE LEAVE FACILITIES:

Negligence on the part of the employer to provide adequate leave facilities compels the
worker to fall back on E.S.I. leave. Under this scheme they are entitled for 90 days leave in a
year at half payment. Instead of taking leave without pay, workers avail themselves of
E.S.I. facilities. Bad relations with the supervisors of work oriented. Supervisor rather than
man oriented. Supervisor compel workers to take leave on bonfire attract.
44
FUNCTIONAL ANALYSIS OF ABSENTEEISM BEHAVIOR
S.No.
1
2
3
4
5
6
7
8
9
Antecedent cares
Illness/accident
Hangover
Lackof traffic
No of day care facilities
Family problems,
Behaviour
Getting uplate
sleeping in
Staying home
Drinking
Fishing of
company policies
Hunting
Group/personal name
Seniority or age
Awareness of any
Consequences
Working at home
Visiting
From co-workers
Carrying of
Dismissals
Social consequences
Sick child
Of working nothing
Consequences
Discipline Programme
Verbal reprimands
Written repriments
Paydocks
Flay off
Escape in avoidness
45
CALCULATIONS OF ABSENTEEISM RATE:

The absenteeism rate is
a statistical expression of the total time lost due to the
unauthorized absence during a particulars period.

The standard formula used in this company to calculate the rate of absenteeism in the ratio
of man shifts lost due to absence of workers to the number of man shifts schedule to work.
1. Absenteeism percentage rate :Man shifts lost due to absent workers

=
-------------------------------------------------------------- X 100
Man shift schedule to workers
2. Spell of absence:No of absents in a year

=
-------------------------------
x 100
Average no employee in a year
3. According To Filippo
Absenteeism % x man days lost
=
----------------------------------------- x 100
Man days scheduled to work
46
REMEDIES OF ABSENTEEISM
Excessive absenteeism constitute a considerable cost to the industry even when the absent
employees receive no pay because of disorganization of work. As referred to earlier work
schedules are up set and delayed resulting in the management`s failure to meet the delivery
date.
It means
that absenteeism causes serious dislocation in the smooth and steady
operations of an enterprise.
Effective remedies have to be found by the management with the help of its
personnel department to reduce absenteeism. More important policies, proper incentives for
better performance and close attention to the individual of workers.
The labour investigation committee noted that the most effective way of dealing with
absenteeism is to provide holiday with pay or even without pay and
permit workers to
afford to their private affairs occasionally and thus regularize absenteeism instead of merely
taking disciplinary action for it provision of suitable housing facilities in industrial towns
would also go a long way in improving attendance.
Unless working, living conditions are improved and necessary commitments of labour
force in the place of work is promoted and stabilized the problem of absenteeism cannot be
effectively solved. It may also be suggested that necessary incentives may be provided by to
the workers for recording regular attendance in the establishment.
47
RESEARCH METHODOLOGY
The research methodology is the technique followed in the social research on
any subject. The researcher has selected the subject study of absenteeism of the
workers in A.R.B.L.
RESEARCH DESIGN:
The process start after selection of the topic research design denotes the
planning of the research study by which the researcher followed the bellow method and
techniques.
Classification of sampling method
Probability Sampling
Simple
Random
Stratified
Random
Non - Probability Sampling
Systematic
Cluster Sampling
Judgement
Convenience
Quota Sampling
48
Sampling method:
A sampling distribution is a probability distribution. Simple random sampling
means, that each unit the population has equal chance of being a selected as the sample
are drawn at random from the population in an simple way.
The survey is not for the chronic absentee causes but also regularly attending
workers themethod of selective random sampling was used for selecting the causes. The
total samples interviewed is 100.
DATA COLLECTION METHODS:

INTERVIEW METHOD
Interview method was used for the data collection with the interviewed
schedule were recorded systematically. Researcher had interviewed 100 employees
personally and collected the required information of which this project is an outcome.
All most all the workers could speak telugu so researcher cannot found any difficulty
in putting the questions and getting the proper responses.
Collection of Questionnaire and schedule:

A questionnaire is a simple paper sheet or a few paper sheets containing a number of
questions printed or typed these question usually are very carefully drafed keeping in
view the main object and scope of the problem and investigation.
Through questionnaire and schedules very often mean same, yet there exists a subtle
difference. Schedules are usually blank form containing certain columns under relevant
headings. These schedules is commonly meant to be filled by the interviews.
questionnaire are often to be filled by informants filling up a schedule invariably
49
requires some training questionnaire are necessarily followed by sufficient instructions

as records the procedures and manner of answering the question.
Observation:
The participant observation is no only provides information information according to
the questionnaire the investigator himself gets an opportunity to personally observed the
informants and situation. In order to study the obstract and intangible personnel
qualities and traits like attitudes, feelings, reaction etc.,
Processing and analysis of data:

After the data have been collected it has to be analysed the data obtained from the
questionnaire is arranged in a serial order then a master copy with tabulation method is
being prepared.
50
TABLE-1
Table showing the age wise distribution of respondents
S.NO
1
2
3
4
EMPLOYEE AGE
below 25 years
25-35
35-45
above 45
Total
Respondents
25
40
19
16
100
Percentage
25%
40%
19%
16%
100%
INFERENCE:
The above table explains that from the total respondents 25% of
respondents are below age group of 25 years, 40% of the respondents are of
age group of 25-35 years, 19% are of 35-45 years age, and the rest 16% are of
above 45 years of age.
51
TABLE-2
Table showing the designation of respondents.
S.NO
1
2
C
4
Designation
Supervisor
Worker
Chemist
Other
Total
Respondents
14
54
14
18
100
Percentage
14%
54%
14%
18%
100%
INFERENCE:
The above table shows that from the total of 100 respondents 14%
of respondents are supervisors, 54% are workers,14% are chemist and the rest
18% are from the other designation.
52
TABLE-3
Table showing the department of the respondents.
S.NO
1
2
3
4
5
Departments
Raw material
Production
finance
Marketing
Quality control
Total
Respondents
12
40
18
15
15
100
Percentage
12%
40%
18%
15%
15%
100%
INFERENCE:
From the above table it has been found that 12% of the
respondents are working in raw material department, 40% are in production
department,18% are in finance department,15% are in marketing department,
and the rest 15% are in quality control department.
53
TABLE-4
Table showing the education qualification of the respondents.
S.NO
1
2
3
4
Education
Illiterate
Below 10th
Technical
Qualification
Graduates
Total
Respondents
35
23
22
20
100
Percentage
35%
23%
22%
20%
100%
INFERENCE:
As shown in the above table most of the respondents i.e.,35% are
illiterate, 23% are below 10th and 22% of them are of technical qualification, and
the rest 20% are graduates.
54
TABLE-5
Table showing the experience of the respondents.
S.NO
1
2
3
4
Years of Experience
1-3 Years
3-5 years
5-7 years
more
Total
Respondents
59
27
5
4
100
Percentage
59%
27%
5%
4%
100%
INFERENCE:
From the above table, it has been found that 59% of the respondents are of 1-3
years of experience, 27% of them have 3-5 years experience, 5% of them have 5-7
years of experience and the rest 4% of them have more than 7 years of experience.
TABLE-6
55
Table showing which shift the workers are facing the problems.
S.no
1
2
3
Shifts
I-Shift
II-shift
III-shift
Total
Respondents
22
21
42
85
Percentage
26%
25%
49%
100%
INFERENCE:
56

It has been clearly seen that from the total of
100
respondents 26% of
respondents are facing problems in shift I , 25% of respondents are facing problems in
shift II and rest 49% in shift III.
57
TABLE-7
Table showing the no of absent days of the respondents.
S.no
1
2
3
4
No.Days
absent
1-2days
2-4days
4-7days
above
total
Respondents
53
39
8
0
100
Pecentage
53%
39%
8%
0
100%
INFERENCE
It has been seen that 53% of respondents are getting absent for 1-2 days, 39%
are getting absent for 2-4 days, and the rest 8% for 4-7 days.
58
TABLE-8
Table showing marital status of the respondents.
S.NO
1
2
Marital status
married
unmarried
Total
Respondents
45
55
100
Percentage
45%
55%
100%
INFERENCE:
According to the survey conducted 45% of respondents are got
married and the rest 55% are un-married.
59
TABLE-9
Table showing the respondents informing their superiors regarding their leave.
S.no
1
2
Informing superiors
yes
no
total
Respondents
96
4
100
Percentage
96%
4%
100%
INFERENCE:
According to the survey conducted 96% of the respondents inform
their superiors and only 4% are not informing regarding their leaves.
60
S.no
1
2
3
4
Family problems
Regularly
Rarely
Frequently
Never
Total
Respondents
33
35
25
2
100
Percentage
33%
35%
25%
2%
100%
TABLE-10
Table showing the workers getting absent due to family problems.
INFERENCE:
From the above table 33% of respondents get regularly
absent due to family problems and 35% are rarely getting absent and 25% are
frequently are getting absent and the rest 2% never get absent.
61
CHI-SQUARE ANALYSIS
TABLE -10 To test the respondents getting absent due to family problems
Dimensions Regularly
Frequently Rarely
Never
Total
Respondents 33
25
100
35
NULL HYPOTHESIS:
Family problems are the reasons for getting absent to duties.
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
(Oi-Ei)2/Ei
33
25
64
2.56
25
25
35
25
10
100
25
-23
529
21.16
TOTAL
EXPECTED FREQUENCY:
27.72
Ei
100/4 = 25
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei =
27.72
TABULATED VALUE:
Degree of freedom
= (n-1)
= (4-1)
5% significance level for 3 degree of freedom

Calculated value
27.72
>
Table value
>
7.82
=3
= 7.82
Conclusion : It is significant. Hence we reject the null hypothesis
62
TABLE-11
Table showing the respondents searching for other sources of income.
63

S.no
1
2
searching other
incomes
Yes
No
Total
Respondents
2
98
100
Percentage
2%
98%
100%
INFERENCE:
From the above it has been seen that 2% of the respondents get absent due to
searching of other sources of income and the remaining 98% doesnt get absent.
64
CHI-SQUARE ANALYSIS
TABLE -11 : Table showing the respondents searching for other sources
of income.
Dimensions
Yes
No
Total
Respondents
98
100
NULL HYPOTHESIS:
Family problems are the reasons for getting absent to duties.
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
(Oi-Ei)2/Ei
50
-48
2304
46.08
98
50
48
2304
46.08
TOTAL
52.12
EXPECTED FREQUENCY:
Ei
100/2
= 50
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
52.12
TABULATED VALUE:
Degree of freedom
= (n-1)
= (2-1)

Calculated value
52.12
Conclusion :
>
Table value
>
2.10
=1
= 2.10
It is significant. Hence we reject the null hypothesis.
65
TABLE-12
Table showing the bad habits of the respondents.
S.no
1
2
3
4
Bad habits
Smoking
Alcohol
Gambling
Nothing
Total
Respondents
33
2
Nill
65
100
Percentage
33%
2%
Nill
65%
100%
INFERENCE:
According to the survey conducted 33% of the respondents are having the habit
of smoking, 2% are having the habit of alcohol, the rest 65% of them dont have any
bad habits.
66
TABLE-13
Table showing the level of job satisfaction of the respondents.
S.no
1
2
3
4
Satisfaction
Satisfied
Dissatisfied
Highly satisfied
Highlydissatisfied
Total
respondents
0
2
30
68
100
Percentage
0%
2%
30%
68
100%
INFERENCE:
It has been clearly seen that 2% of the respondents are not-satisfied
with their jobs, 30% of them are satisfied, the rest 68% are highly dissatisfied with
their jobs.
67
CHI-SQUARE ANALYSIS
TABLE -13 : To test the respondents getting absent due to dissatisfaction of
the job
Frequently Rarely
Never
Total
Respondents 0
68
100
30
NULL HYPOTHESIS:
Dissatisfaction of the job are the reason for getting absent to duties.
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
25
-25
625
25
25
-23
529
21.16
30
25
25
68
25
43
1849
73.96
TOTAL
EXPECTED FREQUENCY:
(Oi-Ei)2/Ei
121.12
Ei
= 100/4 = 25
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
121.12
TABULATED VALUE:
Degree of freedom
= (n-1)
= (4-1)

Calculated value
121.12
>
Table value
>
7.82
=3
= 7.82
Conclusion : It is significant. Hence we reject the null hypothesis.
TABLE-14
68
Table showing the health is a reason for absenteeism of respondents
S.no
1
2
3
4
Health a reason
Regularly
Rarely
Frequently
Never
Total
Respondents
16
57
20
7
100
Percentage
16%
57%
20%
7%
100%
INFERENCE:
It has been seen that out of 100 respondents 16% of respondents are
regularly absent and 57% are rarely absent and 20% are frequently absent and
the rest 7% get never absent to their duties.
CHI-SQUARE ANALYSIS
TABLE -14 : To test the respondents getting absent due to Health problems
Frequently Rarely
Never
Total
Respondents 16
20
100
57
69
NULL HYPOTHESIS:
Health problem are the reason for getting absent to duties.
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
16
25
-9
81
3.24
20
25
-5
25
1.0
57
25
32
1024
40.96
25
-18
324
12.96
TOTAL
(Oi-Ei)2/Ei
58.16
EXPECTED FREQUENCY:
Ei
100/4 = 25
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
58.16
TABULATED VALUE:
Degree of freedom
= (n-1)
= (4-1)

Calculated value
58.16
>
Table value
>
7.82
=3
= 7.82
TABLE-15
Table showing the workers having the creditors at the work place.
S.no
1
2
Creditors
Yes
No
Total
Respondents
28
67
100
Percentage
28%
67%
100%
70
INFERENCE:
From the survey conducted it has been found that 28% of the
respondents have creditors at the work place, and the rest 67% of them doesnt have
any creditors at the work place.
71
Sno
1
2
Unexpected Work
yes
No
Total
Respondents
62
38
100
Percentage
62%
38%
100%
TABLE-16
Table showing the absenteeism for the un-expected work of the employees
INFERENCE:
72
From the survey conducted it has been found that 62% of the
respondents get absent due to un-expected work, the rest 38% of them are not getting
absent due to un-expected work.
73
CHI-SQUARE ANALYSIS
TABLE -16 : Table showing the respondents get absent due to un expected
work
Dimensions
Yes
No
Total
Respondents
62
38
100
NULL HYPOTHESIS:
Un Expected work is reason for absenteeism
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
(Oi-Ei)2/Ei
62
50
12
144
2.88
38
50
-12
144
2.88
TOTAL
5.76
EXPECTED FREQUENCY:
Ei
100/2
= 50
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
5.76
TABULATED VALUE:
Degree of freedom
= (n-1)
= (2-1)

Calculated value
>
Table value
5.76
>
2.10
=1
= 2.10
74
TABLE-17
Table showing the absenteeism of the respondents due to heavy work load
S.no
1
2
Heavy work load

Yes
No
Total
Respondents
30
70
100
Percentage
30%
70%
100%
INFERENCE:
From the study it has been found that 30% of the respondents are
absent due to heavy work load, the rest of them are not absent due to the heavy work
load.
75
CHI-SQUARE ANALYSIS
TABLE -17 : Employees getting absent due to heavy work load
Dimensions
Yes
No
Total
Respondents
30
70
100
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
(Oi-Ei)2/Ei
30
50
-20
400
70
50
20
400
TOTAL
16
EXPECTED FREQUENCY:
Ei
100/2
= 50
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
16.0
TABULATED VALUE:
Degree of freedom
= (n-1)
= (2-1)

Calculated value
>
Table value
16.0
>
2.10
Conclusion :
=1
= 2.10
76
TABLE-18
Table showing the level of salary satisfaction of the respondents.
S.no
1
2
Satisfied with salary

Yes
No
Total
Respondents
79
21
100
Percentage
79%
21%
100%
INFERENCE:
It has been clearly seen that 79% of the respondents are satisfied with
salary, the rest 21% are not satisfied with it.
77
CHI-SQUARE ANALYSIS
TABLE -18 : Table showing the level of salary satisfaction
Dimensions
Yes
No
Total
Respondents
79
21
100
NULL HYPOTHESIS:
Satisfaction of the salary is the reason for getting absent
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
(Oi-Ei)2/Ei
79
50
29
841
16.82
21
50
-29
841
16.82
TOTAL
33.64
EXPECTED FREQUENCY:
Ei
100/2
= 50
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
33.64
TABULATED VALUE:
Degree of freedom
= (n-1)
= (2-1)

Calculated value
33.64
Conclusion :
>
Table value
>
2.10
=1
= 2.10
78
TABLE-19
Table showing the absenteeism affects the economic condition of workers.
Affecting Economic
condition
Yes
No
Total
S.no
1
2
Respondents
90
10
100
Percentage
90%
10%
100%
INFERENCE:
From the study it has been found that the absenteeism affects the
economic condition of 90% of the respondents, the rest doesnt get any affect due to their
absenteeism.
79
80
CHI-SQUARE ANALYSIS
TABLE -19 : Table showing economic condition affecting the absenteeism
Dimensions
Yes
No
Total
Respondents
90
10
100
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
(Oi-Ei)2/Ei
90
50
40
1600
32
10
50
-40
1600
32
TOTAL
64
EXPECTED FREQUENCY:
Ei
100/2
= 50
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
64.0
TABULATED VALUE:
Degree of freedom
= (n-1)
= (2-1)

Calculated value
>
Table value
64.0
>
2.10
Conclusion :
=1
= 2.10
It is significant. Hence we reject the null hypothesis
81
TABLE -20
Table showing the respondents opinion in doing their duty.
S.no
Boredom indoing duty
Respondents
Percentage
1
2
Yes
No
Total
5
95
100
5%
95%
100%
INFERENCE:
From the study it has been found that only 5% of the respondents feel
boredom in doing the assigned duty, the rest 95% of them doesnt feel any bore in
doing the assigned duty.
82
TABLE-21
Table showing that how the management treats for the absenteeism of
the respondenrts.
S.no
1
2
3
Instructions
Oral/written warning
Mild
Seriously
Depending on
situation
Total
Respondents
5
6
50
39
100
Percentage
5%
6%
50%
39%
100%
INFERENCE:
From the study it has been found that the management has given
oral/written warning to 5% of the respondents, 6% are treated mildly, 50% are
treated seriously and the rest 39% are treated according to the situation.
83
CHI-SQUARE ANALYSIS
TABLE -21:
Table showing that how the management treats for the

absenteeism of the respondenrts.
Dimensions Seriously
Oral warningMild
Depending On Total
the situation
Respondents 50
39
100
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
50
25
25
625
25
25
-20
400
16
25
-19
361
14.44
39
25
16
256
10.24
TOTAL
(Oi-Ei)2
(Oi-Ei)2/Ei
65.68
84
EXPECTED FREQUENCY:
Ei
100/4 = 25
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
65.68
TABULATED VALUE:
Degree of freedom
= (n-1)
= (4-1)

Calculated value
65.68
>
Table value
>
7.82
=3
= 7.82
TABLE-22
Table showing the other reasons for the absenteeism.
S.no
1
2
3
4
Other reasons for

absenteeism
From money
lenders
from friends
from relatives
from society
Total
Respondents
30
30
20
20
100
Percentage
30%
30%
20%
20%
100%
85
INFERENCE:
From the research it has been found that 30% of the
respondents are getting absent due to indebtedness from the money lenders,
the other 30% from the friends, 20% are absent due to indebtedness from their
relatives and the other 20% from the co-operative society.
CHI-SQUARE ANALYSIS
TABLE -22 : other Reason for the respondents getting absent to duties.
Dimensions From money From friends From Cooperative Society
Lenders
Respondents 30
From Relatives Total
30
20
20
100
NULL HYPOTHESIS:
Other reasons for getting absent to duties.
OBSERVED FREQUENCY:
Oi
Ei
Oi-Ei
(Oi-Ei)2
30
25
25
30
25
25
20
25
-5
25
20
25
-5
25
TOTAL
EXPECTED FREQUENCY:
(Oi-Ei)2/Ei
4
Ei=
100/4 = 25
86
CALCULATED VALUE:
X2
(Oi-Ei)2/Ei
TABULATED VALUE:
Degree of freedom
= (n-1)
= (4-1)

Calculated value
4
<
Table value
<
7.82
=3
= 7.82
Conclusion : It is significant. Hence we Accept the null hypothesis.
The rate of absenteeism at the year 2008
S.no
1
2
3
4
months
January
February
March
April
Percentage
5.03
5.19
3.18
4.37
87
FINDINGS
From the study it has been found that there are many reasons for
absenteeism.
Leave facilities:-If management doesnt grant leave as per the choice of
employees the worker find it no alternative other than to remain absent.
Jobs satisfaction:-From the study it has been found that 70% of the workers
are satisfied with their jobs.
Medical facilities:- The factory is adequate for the major accidents that occurs
thus workers feel secure in case of accidents.
Welfare facilities:- 100% of the employees are satisfied with the welfare
facilities provided by the company.
Recreation facilities:- 70% of the workers are satisfied with the recreation
facilities provided by the company.
Relationship with superiors:- 80% of the employees response was good about
relationship with superiors.
Training programmes:- The various training programmes and seminars like
programme on hygiene factors, safety and welfare measures, quality of
work life, etc., are being conducted by the management regularly in order to
improve the industry.
Working conditions:- Nearly 90% of the workers are satisfied with the present
working conditions provided by the company.
Absenteeism is mainly in III-shift. This is so because workers in the IIIshift i.e.,night shift experiences greater dis-comfort.
The habit of alcoholism in workers is a reason for absenteeism.
From the sample of 100 workers about most of them have creditors at
their work places.
88
Some of them get absent to their work due to ill-health.

Most of the workers are getting absent to work due to family problems.
Some of the workers are getting absent due to un-expected work.
Some of them feel boredom in doing assigned duty.
Some of them are not satisfied with the leave facilities provided by the
company.
Some of them are searching for higher job authorities.
Most of them are getting absent due to heavy work load.
Most of the workers are not satisfied with the salaries provided by the
company.
89
SUGGESTION
The following are some of the suggestions in order to minimize

absenteeism in the company:
Many of the workers agree that they have good relationship with
their superiors.
Selecting the workers by testing them thoroughly regarding their
aspirators, value systems, sense of responsibility and sensitiveness.
By providing the high wages and salaries based on the organizational
financial position .
By decreasing the work load absenteeism can be reduced .
By providing proper loans in order to satisfy the workers the
company may reduce absenteeism
By providing the proper work environment .
Making promotions to the employees may reduce absenteeism
Selecting the workers
according to their qualification and
experencience
Counseling the workers about their career, income and expenditure,
habits and culture the company can reduce the absenteeism rate.
90
CONCLUSION
Majority of the employees are absenting due to their unexpected work,

ill health and ailment. Most of the employees are absenting because they are
old, sick and are residing from their duty. Most of the workers come from rural
areas in this some of them have bad habits.
Most of the workers are having creditors at the work place. A few
persons are coming to the factory gate collecting money from them to avoiding
creditors some are absenting.
Though there are imitators the personal
department is taking special care to frame certain policies and procedures that
would reduce absenteeism.
91
QUESTIONNAIRE
Topic: A STUDY ON ABSENTEEISM OF WORKERS
Personal details:
Name:
Age:
Designation:
Department:
Educational qualification:
Years of experience:
Marital status:
Questionnaire on Respondents
1. What are the timings of the company ?
a) 8:00am-4:00pm b) 9:00am-5:00pm c)9:30am-5:30pm

d)10:00am-6:00pm.
2. What are the shifts present in the company?
a) Day-shift b) Night- shift.
3. At which shift you will be more absent?
a) I- shift
b) II- shift
c) III- shift
4. How many days do you normally absent in a month.

a) 1-2
b) 2-4
c) 4-7
d)above
5. Do you inform your superiors about your absent to duties in advance

a) Yes
b) No
92
6. Do you get absent due to family problems
7. Do you get absent due to searching of other sources of income [
a) Regularly
b) Frequently
a) Yes
c) Rarely
d) Never
b) No
8. Do you get absent to the duties because of trouble by your

vehicle
a) Regularly b) Frequently
c) Rarely
b) Gambling
c) Alcohol
d) Nothing
10. Do you have any creditors at work place

a) Yes
d) Never
9. Did you addict to any bad habit

a) Smoking
b) No
11. Does the dissatisfaction of your job causes you absenting

from duties
a) Regularly
b) Frequently
c) Rarely
d) Never
12. Is health a reason for your absenteeism

a) Regularly
b) Frequently
c) Rarely
d) Never
13. If any accident occurs inside the company does the

company provides any sickness leave
a) Yes
b) No
14. What are the types of leaves provided by the company

a) Casual leave
b) medical leave
c) Earned leave
d) All
15. Are you satisfied with the leave facilities provided by the
company
[
a) Yes
b) No
93
16. Are you satisfied with the working hours of the company
a) Yes
b) No
17. Does your unexpected work results in your absenteeism

a) Yes
b) No
18. Are you satisfied with the salary or wages provided by

the company
a) Yes
b) No
19.Are you absent because of heavy work load

a) Yes
b) No
20.Are you searching for a higher job/ responsibility

a) Yes
b) No
21. Do you feel boredom in doing the assigned duty

a) Yes
b) No
22.Are you aware that you lose attendance bonus due to

absent in work
a) Yes
b) No
23.Do you have any idea about merits and de-merits of

absenteeism
a) Yes
b) No
24.Do you think absenteeism affects your economic condition

a) Yes
b) No
94
25. How the management treats when there is an un-authorized

absenteeism
a)Seriously b)Oral/Written warning

c) Mild
d)Depending on situation
26. Other reasons for absenteeism (due to indebtedness)

a) From money lenders
b) From friends
c) From co-operative society
d) From relatives
95
AUTHOR
C.B. Mamoria
TITLE
Personal
EDITION
2001
PUBLISHER
Himalaya
V.P. Michale
Management
Human Resource
2001
Publishers
Himalaya
K.V.Subbarao
& Management
Human resource
2000
Publishers
Himalaya
& industrial
Publishers
C.R.Kothari
relations.
Research
1997
Vishwa publisher
P.Tirupathi
methodology
Industrial relation
1990
Himalaya
& personal
Publishers
G.C.Beri
management
Marketing
1993
Tata Mc Grawhill
P.Subba rao
research
Human resource
1990
Konark publisher
V.S.P.Rao
management
BIBLIOGRAPHY
ONLINE
www.amararaja__amararaja.co.in
www.google.co.in
96
CONTENTS
Certificate
Acknowledgement
Executive Summary
CHAPTER
1
TITLE
PAGE NOs
Industry Profile
Company Profile
Product Profile
13
Objectives of the study
23
Scope of Study
24
Limitations of the Study
25
Review of the Literature
26
Research Methodology
42
Data Analysis & Interpretation
45
Findings
78
Suggestions
80
Conclusion
81
ANNEXURE
Glossary
Questionnaire
Bibliography
97

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A Study On Absenteeism On Workers

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Spic and Span

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