FRP Project Report

“Study of Employee Absenteeism at
Accuster Technologies Pvt. Ltd. (Delhi)”
Final Research Project submitted in fulfilment of requirements for Post Graduate Diploma in
Management
(Approved By AICTE, Govt. Of India)
Academic Session 2014-16
Guide: Dr. Ajay Mehta Submitted By: Kumari Swati
Enrolment No: JKBS/AICTE/2014- 16/11

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BONAFIDE CERTIFICATE
This is to certify that the project entitled “Study of Employee Absenteeism at Accuster
Technologies Pvt. Ltd.”, is a bonafide work carried out by Ms. Kumari Swati
(JKBS/AICTE/2014-16/11) a student of PGDM (2014-16) batch of JK Business School
Gurgaon approved by AICTE in partial fulfilment of the requirement for post graduate
diploma in Management under my guidance and supervision. Certified further that to the best
of my knowledge the work reported herein does not form part of any other previous study or
discussion on the basis of which a degree or award was conferred on an earlier occasion to
candidate or any other researchers.
Guide Signature

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ACKNOWLEDGEMENT
“Acknowledgement is an art, one can write glib stanzas without meaning a word, on the
other hand one can make a simple expression of gratitude”
I take the opportunity to express my gratitude to all of them who in some or other way helped
me to accomplish this challenging project at Accuster Technologies Pvt. Ltd. No amount of
written expression is sufficient to show my deepest sense of gratitude to them.
I express my gratitude and sincere thanks to my faculty guide Dr. Ajay Mehta for his
valuable guidance and support in completion of this project.
I am very thankful to Mr. Deepesh Saxena (HR Manager) for their everlasting support and
guidance on the ground of which I have acquired a new field of knowledge.
Special appreciative thanks to all the staff members of the company for their constant
cooperation and positive support.
At last, I also acknowledge with a deep sense of gratitude to all those who have directly or
indirectly helped me in this project.
Kumari Swati

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ABSTRACT
The project entitled “Study of Employee Absenteeism at Accuster Technologies Pvt. Ltd,
Delhi” is intended to determine the causes of absenteeism prevailing in the company in terms
of working condition, salary, medical and welfare facilities provided, training program,
motivation techniques & promotion.
To achieve this defined objective, structured questionnaire based on preliminary study is
made. The prepared questionnaire is used to get the direct responses from the employees of
Accuster. Also personal interviews of some senior employees are taken who are working for
more than 5 years in the company to know about the actual cause.
The responses given by the employees were analyzed and interpreted. After the analysis it
reveals the following points are important to be considered while adopting measures for
reducing absenteeism; improving the work conditions, increasing the salary, transport
facilities, promotion incentives, increasing leaves, welfare facilities, salary payment on time,
proper management etc. the above all conclusion will be helpful for the management to
improve the presenteeism.
Help is being taken from three articles which are research carried out on absenteeism
prevailing in manufacturing industry by researchers.

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TABLE OF CONTENTS
Chapter No Description Page No.
1 Introduction
1.1 Introduction of Absenteeism
1.2 Company Profile
2 2.1 Literature Review
3 3.1 Research Methodology 21-23
4 Result
4.1 Data Analysis and Interpretation
4.2 Graphical Presentation
5 Discussion and Conclusion
5.1 Research Findings
5.2 Suggestion
5.3 Conclusion
6 Bibliography and Webilography 45-46
7-9
10-15
16-20
24-41
24-38
42
43
44
42

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LIST OF TABLES
S. No. Table Name Page No.
1 Table showing respondents department 25
2 Table showing respondents gender 26
3 Table showing respondents age 27
4 Table showing satisfaction with the leave policy of company 28
5 Table showing satisfaction regarding adequate leaves when ever
asked
29
6 Table showing opinion on office timings 30
7 Table showing satisfaction towards pay and promotion salary 32
8 Table showing satisfaction regarding the welfare facilities and
infrastructure
33
9 Table showing satisfaction against working conditions 34
10 Table showing relations with the superior 35-36
11 Table showing satisfaction with the work assigned 37
12 Table showing satisfaction with the grievances handling procedure 38
13 Table showing reasons as per employee regarding their absenteeism 39
14 Table showing methods to curb absenteeism 40

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INTRODUCTION
Modern industry with his high degree of specialization and interdependence of operations
requires regular and prompt attendance of all workers. In mass production industries, almost
every production process is dependent upon other processes and an unexpected absence of an
employee in a particular department may result in a drastic dislocation of production in other
department or even in the entire plant. Absenteeism is one of the factors affecting optimum
utilization of human resources. It is an industrial malady affecting productivity, profits,
investments and absentee workers themselves. As such increasing rate of absence adds very
considerably to the cost of the industry and hampers industrial progress. The absence of a few
workmen is an imposition on others, affects work scheduling and adds to costs that push the
price of absenteeism far beyond one day’s salary.
This paper presents the results of a study carried out in Manufacturing Company to identify
the rate as well as reasons of absenteeism and its effects on productivity and suggests some
remedies to control absenteeism.
Absenteeism is probably one of the biggest problems that a manager has to handle on an
ongoing basis as it impacts on service delivery, staff morale and could lead to financial
losses. It is the single most important cause of lost labor time. The Labor Bureau (1962)
defines absenteeism as the total shifts lost because as percentage of the total number of man
shift scheduled to work. Absenteeism refers to unauthorized absence of the worker from his
job. According to Seligman: “Absenteeism is the time lost in industrial establishments by
avoidable and unavoidable absence of employees.” Traditionally absenteeism has been
viewed as an indicator of poor individual performance, as well as breach of contract between
employee and employer; it was seen as management problem. But recent scholars seek to
understand absenteeism as an indicator of psychological, medical and social adjustment to
work.
Employee absenteeism, being serious financial burden for business which wishes to continue
their struggle in tough competitive conditions of today, has become a very important issue to
be resolved. It is becoming a serious problem in labor oriented industries especially in those
industries where labors are working in mass. It leads to back logs, piling of work and thus
work delay. It is a prime matter of concern for the supervisors and managers. They have to
find the ways to overcome absenteeism for the smooth functioning of the organization as well
as increase productivity also.

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Concept of Absenteeism:
According to Hatchette “Absenteeism is the practice or habit if being an absentee and an
absentee is who stays away from the work.”
According to J. Jucius “Absenteeism is the failure of the workers to report on the job when
they are scheduled to work.
According to J.D. Heckett “Absenteeism is the temporary cessation of work, for no less than
one whole working day, on the initiative of the worker, when his presence is expected.”
A general definition of absenteeism includes time lost because of illness and accident and
time away from the job due of personal reasons whether authorized or unauthorized.
Authorized absence on leave with pay is also treated as absence.
In India 2 agencies collect and compile data on absenteeism:
1) Labor Bureau, Shimla
2) Annual Survey of Industries, Kolkata
Measurement of Absenteeism:
The economic and social losses occurring from absenteeism cannot be determined accurately.
It is difficult to make even an approximate estimate of such losses because so many factors
are involved which do not lend themselves to accurate measure. In the first place, there is a
lack of evidence concerning the seriousness of industrial absenteeism because records are
inaccurate and incomplete. Only a small number of organization attempts to understand this
problem or make an effort to solve it.
According to Labor Bureau of Shimla, “Absenteeism is the total man shifts lost because of
absence as percentage of total number of man shifts scheduled to work it excludes authorized
vacation privileged leave, strike, lock out, layoff or regularized over’s for the computation of
absenteeism rate, on the other hand annual survey of industries takes in to account all the
instances of workers absence with a view to ascertaining the costs of the time lost as a
percentage of the total labor costs.”
Absenteeism rate,

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Types of Absenteeism
There are two types of absenteeism each of which requires different types of approach;
a) Innocent absenteeism: Employees who are absent for reasons beyond their control;
like sickness and injury is called so. Innocent absenteeism is not culpable which
means that it is blameless. In a labour relation context this means that it cannot be
remedied or treated by disciplinary measures.
b) Culpable absenteeism: Employees who are absent without authorization for reasons
which are within their control. For instance, an employee who is on sick leave though
he/she is not sick, and it can be proven that the employee was not sick, is guilty of
culpable absenteeism. To be culpable is to be blameworthy. In a labour relations
context this means that progressive discipline can be applied.
Effects of absenteeism on industrial progress
It is quite evident that absenteeism is a common feature of industrial labour in India. It
hinders industrial growth and its effect in two fold.
1) Loss to workers: Firstly due to the habit of being absenting frequently worker’s
income is reduced to large extent. It is because there is a general principle of “no
work-no pay”. Thus the time lost in terms of absenteeism is a loss of income to
workers.
2) Loss to employers: On the other hand, the employer has to suffer a great loss due to
absentees. It disturbs the efficiency and discipline of industries consequently,
industrial production is reduced. In order to meet the emergency and strikes, an
additional labour force is also maintain by the industries. On certain occasions, those
workers are employed who present themselves at factory gate. During strikes they are
adjusted in place of absent workers. Their adjustment brings serious complications
because such workers do not generally prove themselves upto work. Higher
absenteeism is an evil both for workers and employers and ultimately it adversely
affects the production of industries.

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INTRODUCTION
Accuster Technologies was founded in year 2009. Accuster is highly focused and proud of its
Research and Development labs which are working round the clock to provide revolutionized
solution in the field of In Vitro Diagnostics (IVD).
Accuster is a manufacturing research-based company. They design, manufacture and offer
competitive innovative healthcare driven products to their clients. Accuster is working with
different skill sets of R&D, QC, Production, Product designing, IT, Marketing, Sales, CRM
but all working together sharing same vision.
The Goal of Accuster for innovation was to address the healthcare problems and not focus on
the Business opportunity. At Accuster, they want diagnostic to reach every citizen and so it
was also about innovating their delivery process.
The development of the Analyzer was followed up with brilliant ideas to tackle the “Ease of
Access” and “Doorstep Delivery”. There were too many parameters with conflicting effects.
Practical thinking and open system approach enabled the company to develop the
“PATHOLOGY MOBILE LAB”, a first of its kind. About 37 different tests could be
carried out and the lab weighed just 600 gms. The company achieved its initial goal of
affordability and accessibility.
Vision-"Their vision is to solve basic problems of society all across the world in healthcare
by doing ground work and technological innovation. To be a largest organization known for
bringing medical solutions to the end user by solving grassroots problems."
Mission-"To provide quality diagnostic care and preventive healthcare at most affordable
cost by new innovative technology solutions to address all basic issues of healthcare delivery
system. To bring more and more innovative products after comprehensive research of the
society and the market and take its benefits to the common man."
Innovative and Incredible Lab in A Suitcase - Story so far...
An IITian left his high profile job in Hollywood, he had only one goal to do something for the
masses, to give back to the society.
* More than three years of Research, hard work, dedication and commitment to deliver gave fruitful
result of condensing a Lab in a Suitcase.
* This incredible lab can now perform around 72 tests and gives excellent test results which

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have been certified by AIIMS and many other organizations like BRO.
* The cost of these tests are much affordable for rural masses in India half of which
live below poverty line.
* Mobile Lab can reach anywhere and everywhere and perform test from 0 to 50 degree
Celsiustemperature.
* It can perform tests anytime and every time as it runs on three types of power.
(a) Electricity
(b) Solar Power (If Electricityis not available)
(c) Power generated by Bike (If even Sunlight is not available).
COMPANY DETAILS
Registered Office & Manufacturing Plant: Accuster Technologies Pvt. Ltd.
Plot No. 41, Sector 8,IMT Manesar, Gurgaon (HR), INDIA.
Mobile Number: +91-124-4500700/01/02
Establishment Year: 2009
Managing Director: Mr. Amit Bhatnagar
Industry: Medical/Healthcare (Manufacturing)
City: Delhi, Gurgaon & Bangalore
Number of employees: 250-300
Sector: Private
Email: support@accuster.com
Website: www.accuster.com
Why Accuster?
If their clients have a desire to learn, passion to grow and creativity in thinking and devotion
to work, they can find their life purpose and satisfaction at Accuster. It offer challenges at
very early stage of career, give you independence in work. Certain attributes keep us ahead
from our competitors that include-
 They trust in your abilities and your vision and we value talent, hardworking
individual.
 They know that learning from failure builds great aptitude in an individual and
authorize our people to make decision in their work profile.

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 They are just not concentrating upon the vertical growth in your career; it is trying to
develop true competence, trust, and intelligence.
 They are working for the cause of making difference in our society with our
contribution and difference in human lives.
 They are committed to give you an exciting and opportunistic career, where learning
and growth would be primary objective.
THE INNOVATIONS
The development of the Analyzer was followed up with brilliant ideas to tackle the “ease of
access” and “doorstep delivery”. There were too many parameters with conflicting effects.
Practical thinking and open system approach enabled the company to develop the
“PATHOLOGY MOBILE LAB”, a first of its kind. About 37 different tests could be carried
out and the lab weighed just 600 gms. The company achieved its initial goal of affordability
and accessibility. .
Accuster design, manufacture and offer competitive innovative healthcare driven products to
their clients. Accuster has around 50 members in his family, having different skill sets of
R&D, QC, Production, Product designing, IT, Marketing , Sales, CRM but all working
together sharing same vision.
 Mobile Lab
 Static Lab
 Army Lab
 Accukines
 Labike
 Accurate ALL
 Cuvette & Microtips
THE PRODUCTS
Accuster provide wide Range of Products for Diagnostic lab such as Mobile Lab, Static Lab,
Biochemistry Reagents, Microscope, ECG kit, Serology kit, Urology kit, Bp machine, Height
& weight, Cold chain (~2o c), Data recorder, Gps & web cam, Server support, Satellite
control, Biowaste Management, Power backup, Foldable tent, Foldable chair, Foldable stool.

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"Accuster is highly focused and proud of its Research and Development labs which are
working round the clock to provide revolutionized solution in the Field of In Vitro
Diagnostics (IVD).
1) Biochemistry Products And Labs-
Mobile Pathology Lab, Army Lab, Static Lab, Accurate, AccuKine, Micro Centrifuge,
Portable incubator, BOD Incubator, Micro Pipette, Biochemistry Reagents, Micro
Centrifuge Tube, Cuvette, Microtips, Solar Panel, Patient Management Software,
Urine Multistix.
2) Hematology Products-
Cell counter, Microscope
3) ECG
4) Fitness
5) Portable BMI
CERTIFICATION & REGULATORY
Their comprehensive & dynamic quality system assures continuous improvement of products
and system.
 USFDA Registered Manufacturer
 ISO 13485:2003 Certified
 CE Marked Products
 Patent certificate by Government of India
 ISO 9001:2008 Certified
 National Small Industry Corporation Certified
 Directorate General of Supplies & Disposals Certified
MAJOR CLIENTS
 Swasthgram (NGOs)
 Assam Riffles
 Border Roads Organisation
 Lab-O-Heal
 Central Reserve Police

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 Ameri Cares
 DLF Foundation
 Help Age India
 Wockhard Foundation
 Ziqitza
 Rotary International
 Smile Foudation
 Urgent Care
 National Rural Health Mission (NRHM)
 Ramakrishna Mission
LOGO

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Before deciding to research on the topic of Absenteeism, I first searched for some references
from internet and i found substantial amount of information was available in print, on the
subject of absenteeism which were really very useful which i took help from. However i have
chosen only three of them which in my view were more relevant to my study as they were
also research carried out in a manufacturing industry and helped me to take ideas in preparing
the report.
I. Title: Employee Absenteeism: A Study at Titan Industry Limited, Bangalore
Author(s): Dr. Renuka Rathod & Mr. Basavanth Reddy
Journal: The International Journal of Engineering And Science
Year: Nov 2012
Abstract: This article was written by Dr. Renuka Rathod and Mr. Basavanth Reddy in which
they conducted a research in Titan Industry Ltd to know the prevailing rate of absenteeism in
the company in a way which included;
Frequency= Total no of times in which leave was availed * 100
Total no of man- days scheduled to work
With the help of these formulae, they calculated the absenteeism rate of year 2011 and found
that absenteeism rate has been decreasing in consequently 3 years by observing bar graph.
They used descriptive mode of research in their methodology, apart from this they also used
With the help of primary survey conducted through questionnaire, they divided the
respondents on the basis of various demographic characteristics like age, number of family
members, their annual income, employee satisfaction, employee irregularity etc. After
conducting the survey, they found that most of the employees were in the age group of 30-40
(44%) means most of the employees were mature enough, 60% of the respondents had 2-4
members in their family that showed less responsibility on them, 40% of the employees had
salary range of 20-40 k per month, 52% were satisfied by their job which was a good sign,
42% employees accepted domestic reasons to be absent at work and last but not the least,
40% of the employees felt that absenteeism can be overcome by personal consultation and
guidance.
They suggested measures like providing proper training to the employees during induction,
briefing them clearly about the leave policy while joining, intervention of management in the

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day-to-day activities of employees to provide encouragement and support to them, regular
performance appraisals to reduce absenteeism in Titan Industries Ltd.
My Take points: Like them, I also classified respondents according to their department,
length of service, age and gender and then calculated their percentage. Finally that helped me
to identify the psychological reasons of absenteeism in the company. Also I chose descriptive
mode of research like them which best suited my research as i was doing a study on
Absenteeism.
II. Title: A Study on absenteeism in clothing company private limited, Mysore
Author(s): Chandramouli1 and M.C. Sandhyarani
Journal: National monthly journal of research & arts
Year: 2012
Publisher: Abhinav Journal
Abstract: This journal has been written by Chandramoulil and M.C Sandhyarani while
conducting research on absenteeism in a clothing (manufacturing company) to know the
causes of prevailing absenteeism as it hinders manufacturing of clothes.
They have classified their respondents into 4 socio-demographic characters; Age, gender,
marital status and education status and found that 58% respondents were in the age group of
18-30 years which showed the employment of young generation in the work place, 80% were
females, 76% married of them and 55% were senior secondary pass out only. Majority of
respondents (92%) were having less than 5 years of experience and 58% were working as
tailors i.e. of lower designation.
Through the primary survey, they concluded that;
 Frequency of absenteeism was more during festival days (77.7%) rather than being
absent in the first or last week or after payment date.
 96% employees were taking 1-2 days in a month.
 67% employees felt inconvenience in working hours.
By conducting primary survey he also came to know about the reasons as below;
 90% of the employees were getting absent due to outside commitments.
 53% due to low wage payment
 66% employees felt lack of welfare services

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 64% believe lack of transport services
 57% felt location issue
 51% were facing work load issue
 52% were not happy with the relation with their superior
 All employees (100%) have availed extra leave of 1-2 days in a month which
indicated good employee availability and also speaks about good work culture and
discipline.
 44% employees were in the favour of improving health and recreation facilities in the
company to curb absenteeism.
They suggested remedies as salary increment should be done in every 3-5 years of service,
approved leaves from senior should be made compulsory to reduce absenteeism, relation with
higher authorities should be healthy and working conditions should be made better in order to
reduce boredom among the employees and boost motivation in them.
My take points: Like them, I also adopted self prepared structured interview to be conducted
with senior most employees so that the issue could be identified. I have also taken individual
interview of 2-3 persons in the company to know in details about the prevailing reasons of the
absenteeism in the company. I have also taken 2 demographic characteristic namely; age,
gender unlike them.
III. Title: A Study on Labour Absenteeism of Among Garments Employees (With
special reference to Tiruppur Region)
Author(s): Yuvaraaj D. & Poongodi S.K
Journal: Global Journal for Research & Analysis
Year: Nov 2014
Abstract: This article was written by Yuvaraaj D. And Poongodi S.K basically to find out
the resons of absenteeism prevailing in the manufacturing industry of south India i.e,
Tiruppur and suggest some remedies to improve regular work conditions.As a researcher they
chose primary survey and after collecting the data from survey, they analyzed it. During their
analysis, they found that
 82% of the employees were satisfied with the job

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 64% employees felt that holidays provided to them were more than other firms.
 66% of the employees felt that there was disciplinary action followed for absenteeism
in the company
 88.5% employees felt that they were given adequate leaves
They found that absenteeism is very less in the company as the company was providing
adequate leaves, medical facilities, proper holidays were given to them. Finally they
concluded that the reasons for absenteeism in any company can be indebtedness,
unsatisfactory working conditions, strained interpersonal relationships, chronic illness and
alcoholism.
My take points: I have consulted this article as it was also conducted in a manufacturing
industry and absenteeism rate was quite low there which can help me to identify the factors
that can be implemented in my company also as the working conditions and other factors are
same in any manufacturing industry.

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RESEARCH
METHODOLOGY

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Theoretical Background of Topic
Absenteeism has been variously defined by the authorities from time to time. Thus the term
absenteeism refers to the workers absence from his regular task, when he is scheduled to
work. Any employees stay away from work if he has taken leave to which he is entitled or on
the ground of sickness or some accident without any previous sanction of leave.
Nevertheless usually, involuntary lay off, lack of work, authorized leave or vacation period of
work stoppage are not counted as absence. Strikes, lock outs and late attendance are treated
as absence.
Objectives of the study
 The study aims at assessing the rate of absenteeism in employees.
 To analyze the causes of absenteeism & suggest remedies to reduce it.
 To suggest suitable remedies to solve the problem of absenteeism.
Scope for the study
The present study “Study of employee absenteeism at Accuster Technologies Pvt. Ltd” could
be of great use for the organization in following area:
 The study attempts to analyze the effectiveness and employee’s individual opinion
about reasons for the absenteeism.
 The study emphasizes to reveal the reasons behind the absenteeism in Accuster.
 The study aims to work on the feedback given by the employees and come up with
valuable suggestions for the improvement of absenteeism.
Research Design:
 Research methodology: Descriptive Type
 Sample size: 50 samples are taken
 Sampling Technique: A sampling technique is a definite design for
obtaining a sample from the sampling frame. It refers to the technique or
the procedure the researcher would adopt in selecting some sampling units
from which inferences about the population is drawn. Sampling design is determined
before any data are collected. In this study, Simple random sampling

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technique is adopted. In this method i selected 50 respondents randomly in
various departments like QC, R&D, HR, IT, Sales & Marketing, Customer
Care, Production etc. of the organization where I were conducting research.
Method of data collection: Data is collected from primary and secondary data/sources.
1. Primary data:
 Interview method
 Questionnaire method
 Observations and discussion with the employees.
Questionnaire Structure: Questionnaires were constructed based on the following
types:
 Open ended questions
 Close ended questions
 Multiple choice questions
2. Secondary Data: It was collected through various journals, articles, internet,
company records etc.
Description of statistical tool used
Percentage method: In this project percentage method is used as data tool. The percentage
method is used to know the accurate percentage of the data we took, it is easy to graph out the
percentages. The following is the formula:
Percentage of respondents = No of respondents * 100
Total no of respondents
From the above formula, we can get the percentage of data given by the respondents.

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DATA ANALYSIS
AND
INTERPRETATION

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ANALYSIS USING PERCENTAGE METHOD
Table 1. Percentage of respondents from various departments
S. No. Departments No. of respondents % of respondents
1 Research & development 12 24
2 Production 7 14
3 IT 6 12
4 Sales & Marketing 5 10
5 Purchase 5 10
6 Finance & Accounts 4 8
7 Customer Care 4 8
8 Operations 3 6
9 Quality Control 3 6
10 Human Resource 1 2
Total 50 100
Inference: From the above chart, it can be inferred that
 There are 24% employees working in R&D department.
 12% employees in IT.
Human Resource
2%
IT
12%
Sales &
Marketing
10%
Operations
6%
Production
14%
Finance &
Accounts
8%
Purchase
10%
Quality Control
6%
Research &
development
24%
Customer
Care
8%

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 10% each in Sales & Marketing and purchase.
 14% employees in production.
 8% in finance.
 6% each in QC and operations.
 8% in Customer care department.
 Rest 2% in HR department.
Table 2. Percentage of male and female employees
S. No. Options No. of respondents % of respondents
1 Female 8 16
2 Male 42 84
Total 50 100
Inference: From the above pie chart, it is clear that more number of male employees are
there in the company rather than females.
 Only 16% female employees are there.
 While rest of them that is 84% are male employees which shows that it is male
dominating company.
Female
16%
Male
84%

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Analysis: The company must appoint some of the female employees also so that the ratio
could be equalised. According to many psychologists, females are found to be more loyal and
stable.
Table 3. Age of the employees
S. No. Age Group No. of respondents % of respondents
1 20-25 yrs 24 48
2 26-35 yrs 25 50
3 >35 yrs 1 2
Total 50 100
Inference: From the above chart it can be inferred that most of the respondents are of young
age group that means young people are working in more number in the company.
 There are 50% employees of the age group 26 to 35 years.
 48% of the age group 20-25 years.
 And rest 2% are of more than 35 years.
20-25 yrs
48%
26-35 yrs
50%
>35 yrs
2%

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Analysis: It can be analysed from it that the company is lacking in senior employees that may
the possible cause of more absenteeism in the company as youngsters are not showing
responsibility towards their job now-a-days. More of senior and experienced employees
should be hired as they show maturity towards work are more responsible also. If possible,
training of fresher/junior employees should be done under their guidance. Also their hiring
would be beneficial to the company in terms of their problem solving skills gained
throughout their experience.
1) Are you satisfied with the leave policy of the company?
1 Yes 39 78
2 No 11 22
Total 50 100
Inference: It is clear from the above chart that
 78% of the employees are satisfied with the leave policy of the company.
 Remaining 22% are not satisfied reason being Saturday is also a working day so they
want Saturday also be considered as leave.
Yes
78%
No
22%

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Analysis: During the study when reason was asked, it was concluded that Saturdays should
be closed as majority of the employees were demanding that. Also, very less EL and CL was
given as compared to other companies. As other companies provide at least 15 EL, this
provides only 12 EL per year that was quite low. So leaves can be considered by the company
again for which policy need to be revised.
2) Is company providing adequate number of leaves to employees when they ask?
1 Can’t Say 3 6
2 Sometimes 22 44
3 Yes 21 42
4 No 4 8
Total 50 100
 44% employees are of the view that it happens sometimes that they get leave
whenever they ask.
 42% employees are of the view that they get leave approval every time they ask for.
Can’t Say
6%
Sometimes
44%
Yes
42%
No
8%

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 8% employees say that they don’t get leave when they ask.
 Rest 6% can’t comment on the topic.
Analysis: It was analyzed that company is providing leaves not often, it was sometimes only.
So employees used to be absent for many days without approval of their leaves though the
company has the policy like if their leave approval is not there it will be counted as 2 days
leaves which shoes that the company need to address this issue carefully and leave approval
should be made mandatory for all.
3) What is your opinion about office timings?
S. No Options No. of respondents % of respondents
1 Practical 33 66
2 Impractical 4 8
3 Can be better 13 26
Total 50 100
Inference: From the above chart, it is clear that
Practical
66%
Impractical
8%
Can be better
26%

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 66% of the employees say that office timings is practical.
 26% employees think that it can be better.
 Rest 8% employees are of the view that it is impractical timings.
Analysis: It was analyzed through study that most of the employee was okay with the office
timings as they feel it practical. Those who thought it could be better were of the view that 10
minutes of grace time should be given after 10 am instead of counting it as a half day.
4) Is the pay and promotion policy transparent and properly implemented?
S. No Options No. of respondents % of respondents
1 Yes fully 6 12
2 Yes to large extent 3 6
3 Yes to small extent 13 26
4 No clarity 17 28
5 Others 11 22
Total 50 100

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Page32
Inference: From the above chart it can be inferred that
 34% employees have no clarity over pay and promotion policy as they are not aware
of the policy.
 26% employees are of the view that it is implemented to small extent saying that only
promotional increment is being done rather than salary part.
 22 % employees are of other views like there should be some criteria of the promotion
and salary increment and all employees must be aware of the policy that will make
transparency in the policy implementation.
 12% employees are of the view that it is being implemented fully that means they are
fully satisfied with the pay and promotion policy.
 Rest 6% employees say that it is implemented to large extent but not full.
Analysis: It was analyzed after discussion with some previous employees that no clarity was
there on pay and promotion. No hike on salary is being given after completion of probation
period nor after a year also. Promotional growth is there which seems that the company is
utilising the employee by taking more of the work from them.
Yesfully
12%
Yesto large
extent
6%
Yesto small
extent
26%
No clarity
34%
Others
22%

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Page33
5) Are you satisfied regarding the welfare facilities and infrastructure?
1 Highly Satisfied 0 0
2 Satisfied 11 22
3 Neutral 18 36
4 Dissatisfied 15 30
5 Highly Dissatisfied 6 12
Total 50 100
 Neither of the employees is highly satisfied with the welfare facilities and
infrastructure showing their percentage as 0%
 36% employees are of the neutral view that means welfare facilities and infrastructure
doesn’t influence them while working.
 22% employees are satisfied with the conditions provided.
Highly Satisfied
0%
Satisfied
22%
Neutral
36%
Dissatisfied
30%
Highly
Dissatisfied
12%

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Page34
 Rest 12% employees are highly dissatisfied with the facilities and the infrastructure of
the company.
Analysis: It was analyzed during the study that most of the employees were not affected by
the infrastructure and the facilities available to them. But the company need to improve its
infrastructure to motivate and retain employees.
6) Are the working conditions satisfactory?
2 Satisfied 15 30
3 Neutral 19 38
Total 50 100
Highly Satisfied
4%
Satisfied
30%
Neutral
38%
Dissatisfied
22%
Highly
Dissatisfied
6%

35
Page35
Inference: From the above chart, it is clear that
 38% of the employees are neutral towards the working conditions of the company that
means that it hardly matters for them during their work.
 30% employees are satisfied regarding the working conditions of the company.
 22% employees are dissatisfied about the working conditions.
 6% employees are highly dissatisfied with the working conditions which may be the
possible reason of the absenteeism.
 Rest 4% of the employees are highly satisfied with the working conditions.
Analysis: It was analyzed that the working conditions are not good of the company. Lack of
professionalism is there. No hierarchy is maintained in the company which needs to be
implemented fast.
7) How do you feel your relations with higher authorities?
1 Approachable 20 40
2 Cordial 7 14
3 Indifferent 2 4
4 Formal 19 38
5 Casual 2 4
Total 50 100

36
Page36
 40% employees say that the relation is good with the superior as they are
approachable that is a good sign in case of minimizing absenteeism this feedback will
help the company.
 38% employees are of the view that it is formal type of relation with their superior.
 14% employees are of the view that there is cordial relation with their superior in the
office.
 Rest 4% each think that their relation with the superior is indifferent and casual type.
Analysis: It was analyzed that higher authorities are approachable which was quite good as it
would abolish any gap occurring between the management and the employees.
8) Does your work matches with your qualifications and skills?
1 Yes 39 78
2 No 11 22
Total 50 100
Approachable
40%
Cordial
14%
Indifferent
4%
Formal
38%
Casual
4%

37
Page37
Inference: From the above chart it can be inferred that
 78% of the employees are satisfied with their work which has been assigned to them
by the company that is the only reason for which they come to the office despite poor
infrastructure and facilities.
 While 22% of the employees are of the view that the work assigned to them is as per
their qualification.
Analysis: It was analyzed during the study that job rotation was frequently done with the
employees which makes them dissatisfied towards their work. Employee having B. Tech
profile was moved into HR Admin department which was the main reason for their
absenteeism. So company should adopt job rotation strategy but within the same department
only.
9) Are you satisfied with the grievance handling procedure?
Yes78%
No 22%

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2 Satisfied 10 20
3 Neutral 20 40
Total 50 100
 40% of the employees are neutral to this question that means they have no issue
regarding grievance handling procedure neither in positive nor negative terms.
 30% employees are dissatisfied with the grievance handling procedure.
 20% employees are satisfied by the same.
 8% of the employees are highly dissatisfied with the grievance handling procedure.
 While the rest 2% are highly satisfied with the company’s grievance handling
procedure.
Highly Satisfied
2%
Satisfied
20%
Neutral
40%
Dissatisfied
30%
Highly
Dissatisfied
8%

39
Page39
Analysis: It was analyzed during the study that grievances used to be handled at very low
priority. Employees concern was not quickly resolved due to the reasons like fewer
employees in HR, more works on single person etc.
10) Rank the following as per your priority for an employee who absents himself
without leave.
1 Salary issues 15 30
2 Promotion & increment policies not
clear
11 22
3 Grievance not been addressed properly 7 14
4 Poor infrastructure and facilities 6 12
5 Poor working conditions 5 10
6 No challenges in the work 3 6
7 Mode of transport 2 4
8 Impractical office timings 1 2
Total 50 100
Inference: From the above chart, it can be inferred that most of the employees that is 15%
gave salary issue as priority, they said that salary does not come on time and this is the reason
that employees get absent.
 Other 11% of the employees gave promotion and increment policies as the priority
factor of absenteeism as it is not clear to them.
 7% of the employees were of the view that their grievances are not being addressed
properly and so they get absent.
 6% of the employees gave poor infrastructure and facilities as the prime factor for
absenteeism.
 5% of the employees gave poor working conditions as the priority cause for
absenteeism.

40
Page40
 3% of the employees do not feel any challenge in the work and so is the cause of
absenteeism as per them.
 2% employees are of the view that mode of transport is not convenient to them.
 And rest 1 % believe the cause of absenteeism may be impractical office timings.
11) Give at least 1 way which in your view to curb the absenteeism in the company.
Inference: There were so many different answers to this question. Most of the employees
were in the favour of giving salary on time. Other reasons were as follows:
a) Salary should be given on time very month for that company should have the back up
of funds with them.
b) Infra and sittings arrangements should be properly made so that first impression
works well for the new joinees.
c) Management should have faith in every employees work so that they won’t lie
anytime.
d) Conveyance should be cleared soon.
e) Working conditions should be improved and good enough for the employees.
f) Recreational activities should be arranged every month or Saturdays in order to
release working stress of the employees.
g) Salary increment should be made if the employee does well.
h) Grievance handling should be properly addressed.
i) Work should be assigned as per the qualification of the employees.
j) Number of leaves should be increased so that employees would not take more leaves.

41
Page41
FINDINGS,
RECOMMENDATI
ONS AND
CONCLUSION

42
Page42
FINDINGS
From the study on “Absenteeism in Accuster Technologies Pvt. Ltd.” I have concluded the
following findings:
a) Most of the employees are between the age group of 20-25 years that means this age
group is more prone to absenteeism. Also this age group is more attracted towards
industrial work compared to age 26-30 years. So company need to adopt better
strategies like arranging more of fun activities every Saturday to release the stress so
that absenteeism should be minimized.
b) Most of the employees are satisfied with their work assigned but some are also
unhappy saying that the work assigned to them is irrelevant of their field.
c) Majority of the employees feel that the working conditions provided to them should
be improved.
d) Majority of the employees have good relations with their superior as they are
approachable. So that can be considered in minimizing absenteeism.
e) Most of the employees are neutral towards the welfare facilities and the infrastructure
of the company which shows that these things hardly affect their work.
f) Awareness about leave administration will help the employees to plan their leaves
properly.
g) Majority of the employees are seeking either wage hike or incentives as motivating
factors.
h) Salary is featuring as important criteria which need to be considered on priority basis.
i) In my research, majority of the employees were young and hence due to less
experience they were less mature and hence absenteeism is more as they don’t take
their work as priority.

43
Page43
RECOMMENDATIONS
Productivity of an organisation depends upon the employees who work for the unit. It is
possible to get people to work more in higher proportion with marginal increase in providing
welfare facilities, improving working conditions etc. It will be fruitful for the organisation to
adopt following measures in order to retain high skilled employees to attain organisation
effectiveness. This may help in controlling absenteeism.
a) Organisation can try and increase the level of worker participation in decision making
which will make feel the employee as if they play an important role in the company.
b) Increase the number of performance related awards so that productivity can be
increased and deserving people can be retained.
c) More attention should be given for over all development of employee welfare
facilities.
d) Organisation may consider for arranging transport facilities as the company is at quite
far location from metro station.
e) Majority of employees feel that salary provided to them have to be considered for
hike. So, the company may consider of increasing it.
f) Organisation can motivate individuals through proper counselling and guidance.
g) Infrastructure need to be improved in order to attract and retain employees working in
the company.
h) Motivational training should be given to the employees at regular period of time.
i) Promotion should be given to the employees for their excellent performance which
will give them motivation for better output.
j) They should be paid equally which is equal to the other company employees in the
same industry.

44
Page44
CONCLUSION
The management must first have a positive attitude towards absenteeism even though it is not
possible to completely eradicate absenteeism from the company. The provision of various
facilities to reduce absenteeism bound to involve substantial financial commitment for the
management. The major causes for absenteeism in the organisation are the activities and the
policies of the organisation. Absenteeism is invisible but can be fatal for the company so
reduction in absenteeism will be helpful in improving the productivity. There are several
reasons that employees are asking for leaves like family issues, interviews, bank works etc.
After the research, i concluded that
a) Employees are aware of the impact of their absence and most of them admit that they
are trying to avoid leaves but many a times things are beyond their control.
b) Majority of the employees said that they are not paid worth of their work which de
motivates them to go for work.
c) As no strict action is being taken against absenteeism, so they are habitual of being
absent more times. So every leave approval should be made mandatory for the
absentee.
d) As salary is not paid on time, so they neither have motivation to come nor do they
have money for the conveyance. Hence company must keep funds back up to pay the
salary of employees on time.
e) Separate cabins should be there for the MD and other higher authorities instead of
cubicals. Proper sitting arrangements of the employees should be improvised.
f) Hierarchy should be there in the company. CEO should be appointed who would
handle reporting from all HOD’s and then report to MD.
g) Providing them good working conditions and welfare facilities is very essential.
h) Works should be assigned as per the qualification which would lead to less
absenteeism in the company.

46
Page46
References being taken help from are as follows:
a) https://www.scribd.com/doc/126018612/HR-Project-Report-on-Absenteeism-of-
Employees-at-AGRON-Remedies1#scribd
b) http://www.slideshare.net/supabuoy/absenteeism-32671378
c) https://www.scribd.com/document/44373305/A-Study-on-Employee-s-Absenteeism-
In-Spinco
d) http://apjor.com/files/1366705260.pdf

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