RAJALAKSHMI ENGINEERING COLLEGE

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

Certified that this project report titled “ A STUDY ON ABSENTEEISM OF

SUPERVISOR AND NON-SUPERVISOR LEVEL EMPLOYEES IN ROVERCO

PVT.LTD, CHENNAI” is the bonafide work of Ms. K.Menaka of final year MBA.

Certified further, that to the best of my knowledge the work reported herein

does not form part of any other project report or this dissertation on the basis of which a

degree or award was conferred on an earlier occasion on this or any other candidates.

PROJECT SUPERVISOR HEAD OF THE DEPARTMENT

DATE: DATE:

INTERNAL EXAMINER EXTERNAL EXAMINER

DATE: DATE:
 ABSTRACT

The main objective of the project is to find out the various factors responsible for

absenteeism. The secondary objectives are to study the peculiar features of absenteeism

and identify the general causes of absenteeism and suggest measures for control of

absenteeism.

A sample size of 100 employees were chosen for the studies and the data was

collected through primary and secondary sources. The closed ended questionnaire was

used. The sampling technique used for this study was convenient sampling.
 ACKNOWLEDGEMENT

I make an endeavor to express my gratitude and sincerely thank

Mr. T.C.Thomas, my faculty guide for his excellent guidance and support, which he has

extended to me throughout my project work.

I extend my profound gratitude to my honorable Director

Mr.P.S.Pandian, and Dean Dr. S.N.Soundara Rajam for their moral support

encouragement during the entire course of the project work.

I express my sincere thanks to Mr. Vinoth, HR Manager and

Ms. Tanuja HR Executive, ROVERCO PVT.LTD, for lending their consent to

undertake this project and for their guidance in doing this project.

I express my sincere & heart felt thanks to the HR team of

ROVERCO VT. LTD, for their valuable help during the course of my summer project.

I thank the Almighty for bestowing me with the needed courage and

vigor in performing this task. I also thank all my friends, my well-wishers and all those

who had given me their support and encouragement in this regard.

Finally, I thank and remember with gratitude, my beloved parent’s

blessings that have given me the determination and confidence in performing this work

with maximum excellence.

 DECLARATION

I, K.Menaka, hereby declare that this project report titled “A STUDY ON

ABSENTEEISM OF SUPERVISOR AND NON-SUPERVISOR LEVEL EMPLOYEES

IN ROVERCO PVT.LTD, CHENNAI”” has been submitted as a part of my MASTER OF

BUSINESS OF ADMINISTRATION Curriculum, ANNA UNIVERSITY, is my original

work.

K.Menaka

Place :

Date :
A STUDY ON ABSENTEEISM OF SUPERVISOR AND NON-
SUPERVISOR LEVEL EMPLOYEES IN ROVERCO PVT.LTD,
CHENNAI

BY
K.MENAKA

A Project Report
Submitted To

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

RAJALAKSHMI ENGINEERING COLLEGE

Thandalam, Chennai-602105.
 COMPANY PROFILE

Introduction

ROVERCO - India's finest garment manufacturing and export house. ROVERCO is

an ISO9002 certified company catering to the woven garment segment through the full
commercial spectrum to quality conscious buyers in all over the world. Established in
1990, ROVERCO has achieved tremendous growth by producing garments that have
been a right blend of quality, durability, creativity and good taste.

Today it is a Government approved export house with a production capacity of 2

million pieces per month and an amazing product range for men, women and children
that's a combination of light weight and exceptional durability.Through strategic sourcing
and responsible operations, ROVERCO supplies market driven garments through
continuous product development and market knowledge.

ROVERCO's production capability caters to all types of garments-men's shirts and

trousers, women's tops, skirts and trousers and boy's and girl's wear. All garments adhere
to quality specifications of buyer brands and retail private label merchandise.

ROVERCO is fully - equipped to handle your export requirements, right from

sourcing the product to designing the pattern and the final distribution. The company
works with a water-tight schedule that specifies the number of days it takes from sourcing
to shipping and the production capacity for that period.And this is possible because the
entire company works within an organizational framework that ensures a smooth work-
flow within the company.

PRODUCTION RANGE

With a production capacity of 6,00,000 pieces per month,

Roverco garment production ranges are:

Men’s wear:
Shirts and Bottoms

Ladies wear:
Formal and casual tops, skirts & Bottoms

Children’s wear:
Boys and girls tops & Bottoms
ROVERCO STRUCTURE

• Merchandising
• Fabric production
• The trims purchase and production
• Production planning
• Designing and sampling
• Pattern making & CAD
• Garment production
• Personnel administration
• Quality assurance
• Shipping department
• Finance & accounts
• Security
• Information technology

Merchandising

The merchandising department ensures that ROVERCO is quick-in response,

flexible in its operations and punctual with its delivery schedules. It acts as the focal point
for all activities including sourcing initiatives and delivery of fabrics to points of
assembly. This department also coordinates with all the other departments in the
company to ensure improved production capacity and increased productivity at all times.

It is also well connected - through the internet for procurement, customer relationship
and supply chain management and through intranet for efficient internal processes.
ROVERCO believes in constant interactive communication. The merchandising
department at ROVERCO is the starting point for all strategic sourcing and responsive
operations.

Fabric production

ROVERCO supplies a wide range of fabrics through the entire commercial spectrum
that exceeds the expectations and the specifications of the clients. This department has
some of the finest fabric technologists who help the company understand and respond to
the changing demand cycles.

The trims purchase and production

 The Trims Purchase and Stores Department ensure an optimal flow of inventory once
the order is confirmed. They work in tandem with the designing and merchandising
department to source and use the right embellishments for the garments. This department
also ensures that the orders are processed in the right direction to meet deadlines.

Production planning

This department is fully responsible for the planning of production in various units.

They coordinate on :
• Contract review.
• Order confirmations and delivery schedules.
• Production scheduling.
• Inventory management and supply flow for fabric & trims.
• Regular Interaction between the pattern, sampling, design and
CAD departments.
• Quality auditing and shipping of goods within the committed time
frame.

Designing and sampling

All designs from ROVERCO come in an incredible variety of styles, assemblies and
finishes. This department works on developing the specifications, pattern making, marker
printing and samples besides handling the test-run for pre-production. Expert technicians
in this department create original designs and can also work with clients specifications.

Pattern making & CAD

ROVERCO works with a Computer Aided Designing Machines

Lectra and Investronica that assists the pattern and sampling division.

Garment production

ROVERCO is fully equipped with the latest technological advancements in the

readymade garment industry to handle all its production requirements within a given
timeframe.

Personnel Administration
 HR Management and a conducive work environment means a lot to the management
at ROVERCO. They have complete quality enforcement system in operation to ensure a
total synergy of mind and matter at the workplace.

Quality Assurance

Headed by Quality Assurance Managers and assisted by a team of quality assurance

personnel, this department reports directly to the Directors and is involved from the fabric
ordering stage till the goods are onboard.

Its principle activities are :

• Ascertain feasibility of the order & coordinate approvals of fabric, inspection and
testing.
• Implements quality assurance systems at all stages of productions.
• Is proactive in sample developments and approvals from buyers.

• Checks patterns, work orders, fabrics, Trims before issue to the factories for
approvals.

• Inspects at all stages the productions at factories from size sets to final shipments.

The Quality Assurance Manager certifies shipment for quality standards before
shipping of goods or offering for inspection to buyers quality inspectors.

This department is at work right from fabric sourcing stage till the final delivery of
goods. They ascertain the feasibility of the order & coordinate the approvals of fabric,
inspection and testing. They also ensure the implementation of quality assurance systems
at all stages of production.

Their operations include;

• Fabric quality checks at weaving centers and warehouses.
• Checking all proto samples, salesman samples and
o pre-production samples before dispatch.
• Incorporating client's feedback in the production process.
• Pattern checks at the pre-production stage.
• Work order checks before they are issued to the factories
• Ensuring that fabric approvals meet the buyer's specifications
• before it is handed over to the cutting department.
• Trims approvals before they are released to the factories.
 • Pre-production samples check from factories are as per buyer's specifications.

• Size checks before the pilot run.

• Pilot run monitoring before the actual bulk production starts.
• n-house self-auditing of packed cartons before shipment at
• various stages of packing and finally after 100% packing.
• Certifying the shipment before shipping and coordinating with the
clients' quality inspectors.

They also implement corrective and preventive systems to eradicate bottlenecks in

quality.
Besides these, the department undertakes regular factory visits to ensure strict
adherence to quality standards. Every factory also has a quality enforcement center and
an error -correction procedure in All departments work in perfect harmony at
ROVERCO.

The company has statutory weekly meetings, once a week apart from meetings for
any kind of crisis management. The department heads work in tandem to meet the
delivery schedules on time.

Shipping dept

Once the orders are ready for shipment this department steps in and takes over. It
ensures inspection of all merchandise for quality and defects if any. All orders are
reviewed, checked and shipped within 2 working days. This Department also handles
return or exchange of the merchandise.

Finance & accounts

Financial goodwill is very important to ROVERCO.

The Finance & Accounts department ensures :

• That all bills are paid up on time, regularly.

• A steady cash flow within the company and between
factories ensures a smooth work flow
• Routine work like payments and credit are also handled by the finance and
accounts wing.
This department also ensures that the client's financial identity remains confidential.

Security
 ROVERCO is fully-equipped to handle the safety and security of their employees and
the premises. All factories and the raw materials are fully insured. There's a 24 hour fire
alert and constant vigil maintained at all posts.

Information technology

This Department is the mainframe of ROVERCO and the nerve center for all the
other departments. Information flow to input flow, it monitors everything to ensure that
all orders are attended to quickly, punctually and economically and helps the company
understand and respond to changes in the way the customer defines value.

Quality policy

ROVERCO is an ISO9002 certified export garment house. It has been accredited with
the ISO 9002 certificate for quality systems by M/s Loyds Register.

ROVERCO's Quality Assurance Department is constantly working towards improving

the effectiveness of the quality systems at work while it ensures compliance with the
ISO9002 objectives.

Research & Development

R&D is a constant ongoing process and the cornerstone of ROVERCO's success. The
company has always followed a consistent strategy to constantly expand the range of
styles, and consistently offer the market better products and better value. The ROVERCO
R&D team works with the latest technical packages like Fashion Studio & Tuka Weave
providing customers with innovative fabrics on a global basis.

ENTERPRISE RESOURCE PLANNING (ERP)

The backbone of the ROVERCO team is its garment based ERP package. This system
facilitates control over all areas in the company and generates reports through its online
Management Information Reporting function. The entire process starts with a contract
review where feasibility of raw materials, production, quality, commercial and enquiry
state is confirmed by all departments before the final acceptance of order goes back to
customer.

• Order placements
• Purchase, Production
• planning, Imports, Inventory
 • Finishing, Packing
• Exports
• Accounts
• Shipping and Documentation

Quality policy

ROVERCO is an ISO9002 certified export garment house. It has been accredited

with the ISO 9002 certificate for quality systems by M/s Lloyds Register.
ROVERCO's Quality Assurance Department is constantly working towards
improving the effectiveness of the quality systems at work while it ensures
compliance with the ISO9002 objectives.

Quality control

Quality without compromise defines the working style at ROVERCO.Quality

Assurance before bulk production sets the entire process rolling. Work orders with
complete details, original samples and patterns are sent to the factory. The factory studies
the samples and makes are sent to the factory. The factory studies the samples and makes
a pre- production sample.

The Quality Assurance and Designing Department has to approve this. On approval of
the sample the factory makes a size set which is inspected by the Quality assurance team.
On approval of the size set a pilot run of about 50 pieces is taken for production to check
quality. Once all this meets the critical quality requirements, the factory starts the bulk
production.

Administration

The personnel and administration department looks after the welfare of the workers
and ensures the implementation of the Government's statutory obligations. Staff and
workers are well paid and the pay scales are much higher than the statutory minimum
wages act and regulations set by Government of India. All factories work at 6 days a
week and 8 hours shift.

Business practices

ROVERCO follows all the international norms in matters pertaining to Child Labor,
Forced Labor, Health and Safety, Discrimination, Working Hours and Compensation.
ROVERCO also follows a strict ethical trade practice, adhering to national and
international standards and customers code of conduct.
 ROVERCO is also committed to a clean and green environment and employs
production practices that adhere to environmental and employs production practices that
adhere to environmental regulations and conserve energy, land and water. It has
elevated storerooms and a finished product warehouse that's easily accessible through a
well- networked local carrier fleet owned by the company.

People

The biggest asset to ROVERCO is the 6,000 people working in all its factories and
offices. Committed to quality and creative excellence these people form the backbone of
the entire organization.

Team work

Apart from the internal departmental meetings, Statutory weekly meetings, on a fixed
day of every week, are conducted, with participation from every department concerned.
Every order received by the organisation is discussed in detail. Right from Order copy's
receipt, L.C.’s, Fabric & Trims approval and production, Garment production planning,
Quality, Delivery Dates, Shipping etc. This enables every department to function better
and foresee problems if any and sort them out on time.

SOCIAL ACCOUNTABILITY

Roverco is a socially accountable corporate, constantly striving to improve workplace

conditions.

They follow international norms in matters such as

• Child Labour
• Forced Labour
• Health and Safety
• Discrimination
• Working hours
• Compensation

CLIENTS

Roverco has been catering to a wide variety of clients from both America and Europe.

It clients includes;
 • American Eagle

• Next

• Kohl’s

• Abercrombie and Fitch

• Timberland

• French Connection

• Zara

• Tesco
• Mark & Spencer
• Casual Male
• Pacsun
• AMC
• H&M
• VM
• Monsoon

In-house Washing plant

The Plant presently has an average washing capacity of 15,000 garments a day. A
number of wash types are currently undertaken including Enzyme Wash, Garment Wash,
Bleach Wash, Enzyme Bleach Wash, Enzyme bleach wash, Sand blasting and Dirty
Denim Wash, Golf ball wash, Heavy pumic enzyme wash, Heavy distress wash, Leather
wash, Sand silk wash etc.,
 The Plant is equipped with the latest technology. Computerized machinery ensures
accuracy and efficiency. Each individual machines are computerized with micro
processor based system where in the time, temperature are controlled and patch to patch
variation is eliminated. We have an Effluent treatment plant which takes care of waste
water treatment which has been approved by pollution control board. It meets the
standards of compliance.

OBJECTIVE OF THE STUDY

 Primary objective:

• To identify the level of absenteeism rate of the employees.

 Secondary objective

• To identify the reason and causes for the Absenteeism.

• To measure the level of interest and involvement towards their job and
working – condition / Environment.
 SCOPE AND LIMITATION OF THE STUDY

SCOPE

• The main scope of this study is to examine the reason behind their
Absenteeism

• To measure the level of interest involvement towards their job.

LIMITATIONS

• The opinions of the respondents are accepted as true and valid.

• Employees were hesitating to give information about the company
 REVIEW OF LITERATURE

INTRODUCTION

Absenteeism is one of the major human problems in industry which is undesirable

because of its costs and the operating problem that it causes. It is an industrial malady
which disturbs work schedules, imposes added supervisory workloads, causes
unnecessary overtime and results in over all increased labour cost, reduced efficiency of
the operations, as well as in low employee morale. With the massive investments, the
capital labour ratio goes up considerably, as absenteeism among workers leads to serious
operating problems and dislocation of work that heavily affects productivity. In fact its
consequences are alarming.
The problem needs to be dealt with effectively by the management. Attention to
this problem, so far has been Rather cursory, mainly because of the availability of
abundant manpower in the country.
DEFINITION AND CONCEPT OF ABSENTEEISM

Absenteeism refers to workers absence from his regular task when he is normally
scheduled to work. (Absenteeism has been defined as “the failure of workers to report on
the job when they are scheduled to work i.e., when their names are actually on the pay
rolls of the organization.) “A worker who reports or any part of a shift is considered as
present. An employee is considered scheduled to work when the employer has work
available and the employee is aware of it, and when the employer has no reason to
expect, well in advance, that the employee will not be available for work at the specified
time.

An employee may stay away from work on ground of leave to which he is entitled,
or sickness or some accident or without any previous sanction of leave. Thus, absence
could be “authorized”, “ unauthorized”, willful or “caused by circumstances beyond ones
control.

According to the Labour Bureau only “unauthorized absence from work about

which the employer has no prior information of the worker’s failure”. It does not,

however, regard authroised vacation, privilege leave, strike, lock out, layoff or

regularized stay as “absenteeism”.

It may rightly be concluded that absenteeism signifies the absence of an employee

from work that is unauthorized, exemplained, avoidable and willful. Consequently;

(i) If a strikeor lcok-out is in progress, or if a worker is laid-off, he is not to

be treated as an absentee;

(ii) A worker who reports for duty even for the part of the day/shift, is not to
be treated as an absentee;
 (iii) A worker who is on a regular scheduled vacation is not an absentee; but If
an employee who requests time-off at other than a Regular vacation
period, would be an absentee until he returns or until it is determined that
the absence will be of such a duration that his name is removed from the
list of active employees; and an employee is absentee when the employer
has work available for him and the employee is aware of it; and when an
employer has no reasons to expect, well in advance, that the employee
would not be available for work at a specified time.

EFFECTS OF ABSENTEEISM

The high rate of absenteeism brings loss both to the workers and the employers.
The workers it is a distinct loss because the irregularity in attendance reduces their
income, when ‘ no work’, ‘no pay’ is the general rule, The wages, bonus, incentive plans
are reduced or taken away. The workers loose skills and efficiency and their morale is
degenerated; and absenteeism breeds further absenteeism, instability and frittering away
their energies.

On the other hand, the loss to the employers and the industry is even greater as
both discipline and ‘efficiency suffer and production goes down in terms of quantity and
quality. Earnings profits are reduced; work schedule is totally disturbed due to machine
idleness and under utilization of the installed capacity, Further either an additional
complement of workers has to be maintained throughout the year to meet emergency or
the industries have to depend slowly upon workers who are to be recruited afresh and
who are neither skilled nor conversant with the nature of the work. Consequently training
has to be arranged for them or overtime payment has to be made to the existing worker.
Therefore, absenteeism is an evil for the employee as well as the workers.

CAUSATIVE FACTORS OF ABSENTEEISM:

1. Technological environment

• Conditions of work and hours of work

• Accidents
• Occupational diseases and medical care
• Recreational facilities
• Work group.

2. Managerial Style

• Quality and style of supervision

• Selection, induction and placement
• Recognition, communication and morale
• Job satisfaction and challenges
• Wagers and incentive
• Overtime
• Leave rules and procedures
• Role of unions.

3. Personal Factors

• Marital harmony
• Family size and responsibility
• Work orientation, leisure
 • Bad habits
• Emotional health
• Community obligations
• Standard of living
• Transport
• Housing
• Indebtedness

5.External Factors

• Housing (local)
• Level of unemployment
• Social, religious and cultural aspects
• Time of the year and day of the week
• Climate and related conditions
• Recreational facilities ( local)

Some of the Factors and Causes Responsible for Absenteeism

Absenteeism is probably a natural human reaction to the routine of modern

industry. There is maladjustment between man’s instincts and desires and regular
working habits that are imposed upon him by the factory life and to which he is not easily
amenable.

Some of the leading factors may be discussed as below:

1. Maladjsutment with Factory Conditions

As the worker continues to live in the city, the urban life becomes distasteful and
miserable to him because of insanitary conditions prevailing there. They find themselves
caught within great factory walls whereby they get bewildered by heavy traffic by
jostling, by strangers of different languages, religions and casts, by the misery of slums
and by toiling continuously for long hours. They are subject to strict discipline and are
ordered by complete strangers to do the things which they cannot understand. This
discipline produces a heavy strain on their body as well as mind, causes them serious
distress and impairs efficiency. “As a consequence of distaste for urban life, the peasant
who had migrated to the city tends to keep contact with his village. He often sends
remittances, and returns to the village when he is out of work, when he is needed there,
when an important ceremony is taking place or when he is sick. Looked from the
migrants” view point, the rural village is a sort of Insurance against disaster. In sickness
and in maternity, in strikes and in lockouts, in unemployment and in old age, the village
home is a refuge for many.

2. Social and Religious Ceremonies

Social and religious functions divert workers from work to social obligations. In
a large number of cases the proportion of absenteeism due to sickness, accident or

3. Unsatisfactory Housing Conditions

The workers who come to towns usually find that they are not wanted and they
swell the number of unemployed and causal workers. They also experience a housing
problem. “Not less then 95 percent of the houses occupied by industrial workers in India,
are unsatisfactory for healthful habitation”.
Not only are the sites most insanitary but the material used for erecting huts is
also very filthy. Forsaken places like the slopes along the railway lines, banks of open
drainage streams, wastelands adjoining the dirty localities in the own open spaces
earmarked for Dumping the town refuse are chosen for them, “ Health conditions are
naturally bad, leading to high morbidity and the consequent ill helth. The Worker
therefore, make frequent visits to his home village to get a relief from such insanitary
and unhealthy conditions.

4. Industrial Fatigue

Low wages compel the workers to seek some part time job, bringing him side
income. But this often results in constant fatigue which compel him to remain absent for
the next day and if fatigue affects him seriously, absenteeism may be continuous for long.
Observe Baldamus and behrens. “ Owing to cumulative fatigue, the number of absentees
in a factory should be expected to increase on Monday to Friday, if in reality the opposite
happens, factors other than fatigue or working conditions may be involved notably
morable.

5. Absence of Adequate Welfare Facilities

A part of the increasing rate of absenteeism is due to the inadequate welfare

facilities provided to the workers by a vast majority of industrialists in India who regard
welfare work as a barren liability rather than a wise investment. Remarks the National
Commission of Labour “The statutory welfare amenities have not been properly and
adequately provided. In several cases, particularly in medium and small size units, the
standards are distinctly poor.

The studies made by some states in respect of different components of welfare and
these include sanitation, washing facilities, first aid appliances, ambulance rooms,
drinking water, canteens, shelters, rest rooms and crèches strengthen the general
impression that compliance with statutory welfare provisions in half –hearted and
inadequate”. Tired with the absence of basic facilities, the worker seeks solace in
migrating to his rural home.

7. Indebtedness of the workers

 Most of the workers suffer from high indebtedness. Workers mind always
remains worried about financial matters”. Such workers absent themselves or even resign
to escape the Pathan money lenders. As a result the absenteeism is high.

8. Inadequate Leave Facilities

Negligence on the part of the employer to provide adequate leave facilities the
workers fall back on E.S.I leave. Under the E.S.I. scheme they are entitled to 56 days
leave in a year on half pay. Instead of going without pay the workers avail of the E.S.I.
facility. Supervisors with work-oriented rather than man-oriented approach are also a
factor compelling workers to absent themselves on E.S.I. certificate rather than availing
of leave on bonofide grounds.

9. Other Factors

These include: (i) dissatisfaction with supervisors; (ii) boredom with repetitive
work (iii) frustration with job, (iv) poorly defined responsibilities, (v) poor wages, (vi)
insufficient transport facilities to and from the residence to the work place; and (vii) lack
of recreational facilities.

RESEARCH METHODOLOGY

RESEARCH DESIGN

The research design is purely the framework or plans for a study that guides the
collection and analysis of data. It is a blue print that is followed in completing a study. It
may be a worthwhile to mention here that a research design is essentially the framework
for the study.

DATA COLLECTION METHOD

The work does not end by framing is design, it is necessary to acquire the various
details. The collected information is aimed at getting a truthful & clear result. The results
can be further analyzed to get the necessary inputs and is a tough task to undertake.
Hence the selection of best possible method for collecting data becomes very vital for this
type of study.
Data is basically collected in two methods. They are classified in to two ways
1. Primary data
2. Secondary data

Primary Data
There are different methods available in collection of primary data.
• Questionnaire
• Observation
The Research Instrument used here is the Questionnaire contained maximum of
close – ended questions.

Secondary Data:

The data is collected from the company records like allowances, welfare
measures, absenteeism rate, hours of work.

Sample Size
The sample size for this study is taken as 100

Sample Unit
The sampling unit for this project is: 100 – from both supervisor and non-supervisor
level employees.

Sample Area
ROVERCO APPAREL COMPANY PVT.LTD.
(Kilkattalai Branch)

Sampling Techniques
The sampling technique applied is Convenience Sampling
Convenience Sampling

It refers to selecting a sample of study objects on convenience. Thus a research

study may include study objects, which are conveniently located, willing to operate in
offering the necessary data, and in the process one would derive the advantage of
economy in cost/time. Research findings based on the convenient sampling, however,
cannot be generalized. In exploratory types of research, convenience-sampling
procedures may be adopted in conduct of the focus group interview or survey. Similarly,
questionnaire may be pre-tested on a sample selected by convenience. Such sampling
scheme helps to understand the possible variability of responses with in a short span of
time and cost.

Method of Data Collection

Questionnaire is used for data collection

Tools used for analysis

• Percentage Analysis
• Rank Analysis
• Weighted Average Method
• Chi- square test

 Percentage Analysis

The percentage refers to a special kind of ratio. Percentage is used in making

comparison between two or more series of data. Percentage is used to describe
relationship.

Percentage (%) = No. of Respondents * 100 / Total Respondents.

  Rank Analysis

When the relative important is not the same, I compute rank analysis to identify
which observation ranks high and the order in which they fall down. The formula for
computing rank analysis is,

X=xw
Where X – rank value

The variable with the maximum value is found to be leading factor for which
much important is given. And the order if found in the descending order.

 Weight age average method

When the relative importance of the different observations are not the same, we
compute weighted average method. The team “weight stands for the relative importance
of the different observations. The formula for computing weighted average method is as
follows.

Formula
Xw= ∑ wi xi / ∑ w i
X w = weighted average method.
X i = variable
W i = weight attached to the variable X i

 Chi – square Test

 The objective of Chi – Square Test is to determine whether the real or significant
differences exist among the various groups. Chi – square test involves comparison of
observed frequently of observed frequency (0i) and the expected frequency (Ei) to
determine whether the difference b/w the two is greater than that might occur by chance.

⇒ The null hypothesis is rejected if the compound value is greater than the
tabulated value.
⇒ The null hypothesis is accepted if the compound value is less than the
tabulated value.

Formula :
ψ 2 = (01 – E i) 2/ E i

0i = Observed frequency
E i = Expected frequency

ANALYSIS AND INTERPRETATION

The data after collection has to be processed and analyzed in accordance with the
outline laid down for the purpose at the time of developing the research plan. This is
essential for a specific study and for ensuring that we have all relevant data for many
contemplated comparisons and analysis. Technically processing implies editing, coding,
classification and tabulation of collected data. So that they are unable to analyze.

The term analysis refers to the computation of certain measures along with
searching for patterns of relationship that exist among data groups.
 Analysis of data in a general way involves a number of closely related operations
which are performed with the purpose of summarizing the collected data and organizing
those in such a manner that they answer the research the research Questions.
TABLE: 1

EDUCATIONAL QUALIFICATION

Education No. Of Emp. Percentage

10 th 18 18%
12 th 30 30%
Diploma 15 15%
I.T.I 20 20%
U.G 7 7%
P.G 0 0%
Others 10 10%
Total 100 100%

INFERENCE

The maximum numbers of employees [i.e.,30 %] at ROVERCO PVT Ltd., are

12 th qualified.
 EDUCATIONAL QUALIFICATION

10%
0% 18%
7% 10 th
12 th
D ip lo m a
I.T.I
20%
U .G
30% P .G
O t h e rs
15%
TABLE:2

EMPLOYEES AGE GROUP

Age No. Of Emp. percentage

Group
Below 35 35%
25
26 - 35 30 30%
36 - 45 20 20%
46 - 55 10 10%
56 & 5 5%
above
Total 100 100%

INFERENCE

The maximun Age (i.e.,35% )of ROVERCO employees lies between the age
group of Below 25.
 EMPLOYEES AGE GROUP

40% 35%
35% 30%
% of respondents

30% Below 25
25% 20% 26 - 35
20%
15% 36 - 45
10%
10% 5% 46 - 55
5% 56 & above
0%
Below 26 - 35 36 - 45 46 - 55 56 &
25 above
Age groups
 TABLE :3

EMPLOYEES INCOME GROUP

Income Group No of Emp Percentage

1000-2000 10 10%
2001-3000 35 35%
3001-4000 25 25%
4001-5000 20 20%
ABOVE 5000 10 10%
Total 100 100%

INFERENCE

The maximum no the respondents (i.e 35%) are between the income level
of 2001-3000 and where as 25% of the respondents are between 3001-4000 of income
level.
 EMPLOYEES INCOME GROUP

10% 10%
1000-2000
20% 2001-3000
3001-4000
35%
4001-5000
ABOVE 5000
25%

TABLE:4

EMPLOYEES MARITAL STATUS

 Marital status No. Of Emp. Percentage

Married 45 45%
Single 55 55%
Total 100 100%

INFERENCE

The maximum no of respondents {i.e. 55 %} at ROVERCO are unmarried and

45% are married.

EMPLOYEES MARITAL STATUS

 Married
45%
Single
55%

TABLE : 5

NUMBER OF DEPENDENTS IN THE FAMILY

 No. of Dependents No. of Emp. Percentage
1 25 5%
2 40 10%
3 20 20%
4 10 10%
5 5 55%
Total 100 100%

INFERENCE

The maximun number respondents (i.e., 55%) at ROVERCO have 5 dependents

and 20% have 3 dependents in their family..
 NUMBER OF DEPENDENTS IN THE FAMILY

60% 55%
% of respondents

50%
1
40% 2
30% 3
20%
20% 4
10% 10% 5
10% 5%
0%
1 2 3 4 5
No of Dependents

TABLE : 6
 EMPLOYEES PERCENTAGE OF SETTLEMENT IN CHENNAI

Settled in chennai No. Of emp. Percentage

Yes 85 85%

No 15 15%

Total 100 100%

INFERENCE

85% of the respondents of ROVERCO are Chennai residents.

EMPLOYEES PERCENTAGE OF SETTLEMENT IN CHENNAI

No
15%

Yes
No

Yes
85%
TABLE : 7

EMPLOYEES TRAVEL TO ARRIVE COMPANY

Kms Traveled
by employee No. of emp. Percentage
01 – 20 60 60%
21- 30 20 20%
31 - 40 12 12%
41 - 50 8 8%
Total 100 100%

INFERENCE

The maximum number of employees (60%) travel 1-20 km to arrive to the

company.
EMPLOYEES TRAVEL TO ARRIVE THE COMPANY

70%
60%
60%
% of employees

50% 01 – 20
40% 21- 30
30% 31 - 40
20%
20% 12% 41 - 50
8%
10%
0%
01 – 20 21- 30 31 - 40 41 - 50
Kms travelled
TABLE : 8

EMPLOYEES WORKING IN THE SAME JOB

No. Of years No. Of emp. Percentage

1-5 25 25%
6 -10 16 16%
11-15 15 15%
16-20 15 15%
21-25 9 9%
26-30 20 20%

Total 100 100%

INFERENCE

The maximum respondents [i.e. 25% ] respondents that they are working in

the same job nearly 1-5 years.

EMPLOYEES WORKING IN THE SAME JOB

20%
25%
1-5
6 – 10
9% 11 – 15
16 – 20
21 -25
16%
26 - 30
15%

15%
 TABLE : 9

EMPLOYEES WORKING IN SAME DEPARTMENT

No. Of years No. Of emp. Percentage

1-5 25 25%
6-10 16 16%
11-15 15 15%
16-20 15 15%
21-25 9 9%
26-30 20 20%
Total 100 100%

INFERENCE
 25% of respondents responds that they are working in the same

department of about 1-5 years.

EMPLOYEES WORKING IN SAME DEPARTMENT

20%
25%
1-5
6 – 10
9% 11 – 15
16 – 20
21 -25
16%
26 - 30
15%

15%
TABLE : 10

EMPLOYEE WORKINGIN OVERTIME SHIFT

Work in Overtime No. of

Percentage
shift respondents

Yes 57 57%

No 23 23%

Total 100 100%

INFERENCE
Majority [i.e. 57 %] of employees at ROVERCO limited is working in
overtime shifts.
EMPLOYEE WORKINGIN OVERTIME SHIFT

23%

Yes
No

57%
TABLE : 11

EMPLOYEE SATISFACTION IN THE PRESENT JOB

Particulars No. of respondents Percentage

Highly satisfied 36 36%
Satisfied 40 40%
Neither satisfied 24 24%
Not satisfied 00 00%
Highly dissatisfied 00 00%
Total 100 100%

INFERENCE

40% of employees responds that they are interested in present job.

EMPLOYEE SATISFACTION IN THE PRESENT JOB

0%
0%
24%
Highly satisfied
36%
Satisfied
Neither satisfied
Not satisfied
Highly dissatisfied

40%
TABLE : 12

EMPLOYEE PREFERENCE IN TAKING REST

No. of Days No. of respondents Percentage

1 25 25%
2 28 28%
3 22 22%
4 15 15%
5 &Above 10 10%
Total 100 100%

INFERENCE

28 % of employees responds that the prefer to take leave for two days a
month.
 EMPLOYEE PREFERENCE IN TAKING REST

10%
25%
15% 1
2
3
4
5 &Above
22%
28%
TABLE : 13

EMPLOYEES INTEREST AGAINST THE WORKING

CONDITIONS

Particulars No. of respondents Percentage

Highly Interested 26 26%

Interested 50 50%
Neither Interested 14 14%
Not interested 10 10%
Not at all interested 0 0%
Total 100 100%

INFERENCE

Majority of employees i.e. [50 %] are Interested against working condition in the
company.
 EMPLOYEES INTEREST AGAINST THE WORKING
CONDITIONS

60%
50%
50%
40% Highly Interested
% of respondents

30% 26%
Interested
20% 14%
10%
10% Neither Interested
0%
0%
Highly Interested

Neither Interested
Interested

Not interested

Not at all interested

Not interested

Not at all
interested
TABLE:14

EMPLOYEES RELATIONSHIP WITH THEIR SUPERIOR

Particulars No of emp Percentage

Very Good 73 73%

Good 17 17%

Average 10 10%

poor 0 0%

Total 100 100%

INFERENCE

Majority of employees i.e. [73 %] responds that they have very good
relationship with their superior
EMPLOYEES RELATIONSHIP WITH THEIR SUPERIOR

10% 0%

17% Very Good

Good
Average
poor

73%
TABLE : 15

EMPLOYEE INTEREST IN THE PRESENT JOB

Particulars No. of respondents Percentage

Highly Interested 56 56%
Interested 30 30%
Neither Interested 14 14%
Not interested 00 00%
Not at all interested 00 00%
Total 100 100%

REFERNCE

56 % of employees responds that they are highly interested in present job

 EMPLOYEE INTEREST IN THE PRESENT JOB

60% 56%
Very much
50% interested
Interested
40%
% of respondents

30% Neither/Nor
30%
interested
20% Not interested
14%
10% Not at all
0% 0% interested
0%
Neither/Nor
Very much

Interested

interested

interested
interested

Not at all
interested
Not
 FACTORS 1 2 3 4 5 6 7 8 9 10 ∑wixi
Restlessness 5 9 1 7 11 13 9 8 7 10 403
Personal sickness 22 15 15 9 10 2 1 1 1 4 621
Family sickness 9 12 13 13 16 6 4 0 5 2 547
Emergencies 29 21 12 6 2 3 2 2 1 2 667
Does not like the job 1 2 2 3 4 12 14 11 14 17 283
Working condition 1 0 3 2 3 4 17 22 17 11 265
Conflict with superior 1 0 1 1 4 10 13 17 17 16 252
More workload 0 0 2 5 5 13 16 14 14 11 278
Functions 7 19 21 17 8 5 0 1 1 1 607
Religion activities 3 3 11 18 17 11 5 5 2 5 472

RANK ANALYSIS
TABLE: 16

EMPLOYEES RANK FOR THE LEAVE

WEIGHTAGE
 FINDINGS

The research started considering the increase of Absenteeism rate in ROVERCO.

The rate of Absenteeism is calculated from the secondary data and the factor for the
increase is the rate FACTORS WEIGHTAGE
of Absenteeism are Restlessness 10
Personal sickness 9
collected through
Family sickness 8
questionnaire and Emergencies 7
Does not like the job 6
the followings
Working condition 5
results are arrived Conflict with superior 4
through the More workload 3
Functions 2
statistical analysis Religion activities 1
of data.

• Majority of employees (ie, 72.5 %) of ROVERCO are female.

• The maximum number of employees (30%) are 12th qualified and (35%) of
employees are under the age group of below 25 years and 30% are below 26-30
years.
• ( 35%) of employees fall under the income groups of Rs 2001-3000 p.m.

• (45%) of employee are married and have 2 childrens and 55% have 5 dependents
in their family.

• [85%] of respondents are the residents of chennai and (60%) of employees travel
between 1 to 20 Km to arrive the company.
• Majority of respondents (25%) says that they are working in the same job for
about1-5yearsand(25%) for 26-30 years.
• (57%) of the employees of ROVERCO works in overtime shift.
• 40% of the employees are satisfied with the working condition and 36% are
highly satisfied.
• The organization is very liberal in granting leave to the employees, and 28% of
employees responds that they prefer to take leave only two days a month.
• The rank analysis clears that of the many factors the employees reason for leave
are in the following rank.
- Emergencies.
- Personal sickness.
- Functions.
- Family sickness.

• The maximum no of employees (73% ) responds that they have very good
relationship with their superiors.
• The CHI-square starts that there is no significance difference between the age and
interest in present job. on
•
• The absence are more among the non-supervisor level employees.
• (40%) of the respondents were satisfied with work wages.
• It is found that about (55%) of the respondents were satisfied with welfare
facility.
• It is found that (36%%) of employees are highly satisfied in their present job.
 SUGGESTIONS AND RECOMMENTATION

The study of the absenteeism at all though the analysis of various primary and
secondary data the following suggestions and arrived.
• The rate of absenteeism is increasing year by year and it is more during the month
of April May June due to the vacation holidays to their dependents and more
during the January and February due to festival seasons.
• The maximum number of employees at ALL as falls under the age group of 46-55
so they have very high experience and are satisfied with the work environment
also they are highly paid.
• The organisation. is very liberal in granting leave so it must have to be regulated
so that the number of leaves can be reduced.
• There is a significant different between the qualification and the feeling on
working condition the management consider on the working condition of the
work place.
• The management must consider the factors like employees welfare facility and
leave facility.
• The work can be made more interesting by arranging training and development
programs.
• As more employees are taken leave more then EL & CL, so any counseling can
be given to reduce the absenteeism among the employees.
• The wages provided by the company are not satisfactory to the employees,
therefore the company can taken steps to increase the wages or the incentives
provided.
• The company can establish clear policy of absenteeism and communicate this
to all employees when they are hired.

• The company can provide extra incentives to the employees who are regular to
work in order to motivate them towards their job.
• The employers should maintain good communications with workers. Sense
worker moods, understand their concerns, provide feed back from management,
and prompt action where appropriate, to show that worker concerns are heard.
 CONCLUSIONS

According to the project study the reasons for absenteeism fall into two broad categories;

 Controllable
• Excessive work

 Uncontrollable

• Travel distance from the residence to the job

• Overtime availability on the job
• Personal and family sickness

The company present absenteeism is not in satisfactory level, if this situation

increases it may cause very drastic situation so the absenteeism have to be reduced
step by step. The company must have to focus mainly on the work environment of the
employees.