Successfully reported this slideshow.

a study on employee apsenteeism

14

Share

Loading in …3
×
1 of 93
1 of 93

a study on employee apsenteeism

14

Share

Download to read offline

Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace. Many causes of absenteeism are legitimate—personal illness or family issues, for example—but absenteeism can also be traced to factors such as a poor work environment or workers who lack commitment to their jobs. If such absences become excessive, they can adversely impact the operations and, ultimately, the profitability of a business.

Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace. Many causes of absenteeism are legitimate—personal illness or family issues, for example—but absenteeism can also be traced to factors such as a poor work environment or workers who lack commitment to their jobs. If such absences become excessive, they can adversely impact the operations and, ultimately, the profitability of a business.

More Related Content

Related Books

Free with a 14 day trial from Scribd

See all

Related Audiobooks

Free with a 14 day trial from Scribd

See all

a study on employee apsenteeism

  1. 1. A STUDY ON EMPLOYEE ABSENTEEISM IN SRI VIGNARAYA NAMA INDUSTRIES, COIMBATORE. Project Report Submitted To Bharathiar University in Partial Fulfillment of the Requirements for the Award of the Degree of Bachelor of Business Administration with Computer Applications Submitted by R.ARUNKUIMAR (Reg. No. 1225G0043) Under the Guidance of MS.S.KAVITHA M.A, MBA, M.PHIL ASSISTANT PROFESSOR IN BBA (CA) DEPARTMENT OF BUSINESS ADMINISTRATION WITH COMPUTER APPLICATIONS SANKARA COLLEGE OF SCIENCE AND COMMERCE Accredited By NAAC with “A” Grade ISO 9001-2000 Certified Institution COIMBATORE – 641035
  2. 2. CERTIFICATE This is to certify that the project report entitled “A STUDY ON EMPLOYEE ABSENTEEISM IN SRI VIGNARAYA NAMA INDUSTRIES”submitted in partial fulfillment of the requirement for the award of the Degree of BACHELOROF BUSINESS ADMINISTRATION WITH COMPUTER APPLICATION OFBHARATHIAR UNIVERSITY is a bonafide record of the project carried out by SANGEETHA.S REG.NO: 1225G0061 (FACULTY GUIDE) (HEAD OF THE DEPARTMENT) Dr.G.DHANASEKARAN M.B.A., MMM. M.Phil., Ph.D., PGDCA. __________________________ PRINCIPAL Submitted for the viva-voce examination held on ________________
  3. 3. CONTENT CHAPTER NO TITLE PAGE .NO I INTRODUCTION 1.1 STATEMENT OF THE PROBLEM 1.2 OBJECTIVES OF THE STUDY 1.3 LIMITATIONS OF THE STUDY 1.4 SCOPEOF THE STUDY 1.5 MEASUREMENT OF ABSENTEEISM 1.6 KINDS OF ABSENTEES 1.7 CAUSES OF ABSENTEEISM 1.8 CONCEPT OF ABSENTEEISM: ii REVIEW OF LITERATURE 2.1 RESEARCH METHODOLOGY , iii COMPANY PROFILE iv ANALYSIS AND INTERPRETATION v FINDINGS, SUGGESTIONS, CONCLUSION BIBLIOGRAPHY, APPENDICES
  4. 4. LIST OF TABLE TABLE.NO TITLE PAGE.NO 1 RESPONDENTS BASED ON AGE LEVEL 2 RESPONDENTS BASED ON THEIR EDUCATION 3 RESPONDENTS BASED ON THEIR EXPERIENCE 4 RESPONDENTS BASED ON THEIR NO OF WORKING DAYS 5 RESPONDENTS BASED ON THEIR LEAVE IN A MONTH 6 RESPONDENTS BASED ON THEIR NO OF WORKING YEARS IN THE COMPANY 7 RESPONDENTS BASED ON THEIR WORK LOAD 8 RESPONDENTS BASED ON THEIR WORKING HOURS 9 RESPONDENTS BASED ON THEIR MANAGEMENT POLICY 10 RESPONDENTS BASED ON THEIR WORKING ENVIRONMENT 11 RESPONDENTS BASED ON THEIR RELATIONSHIP WITH SUPERVISOR 12 RESPONDENTS BASED ON THEIR LEAVE AFFECT THEIR COMPANY OUTPUT 13 RESPONDENTS BASED ON THEIR EMPLOYEE SKILL 14 RESPONDENTS BASED ON THEIR SALARY PAID 15 RESPONDENTS BASED ON THEIR COMPENSATION PROVIDED 16 RESPONDENTS BASED ON THEIR EXISTING JOB 17 RESPONDENTS BASED ON THEIR FACILITIES PROVIDED BY THE COMPANY
  5. 5. 18 RESPONDENTS BASED ON THEIR FLEXIBILITY AND INDEPENDENCE 19 RESPONDENTS BASED ON THEIR PRODUCER FOR TAKING LEAVE 20 RESPONDENTS BASED ON THEIR REASON FOR TAKING LEAVE 23 RESPONDENTS BASED ON LEAVE WHENEVER YOU WANT. 24 RESPONDENTS BASED ON INSUFFICIENT REST PAUSE 25 RESPONDENTS BASED ON MOTIVATION TECHNIQUE 26 RESPONDENTS BASED ON PERSONAL PROBLEM 27 RESPONDENTS BASED ON THEIR COUNSELING PROVIDED BY THE COMPANY. 28 RESPONDENTS BASED ON THEIR PREFERENCE OF SHIFTS TO REDUCE ABSENTEEISM 29 RESPONDENTS BASED ON THEIR FREEDOM TO CHANGE THE SHIFT 30 RESPONDENTS BASED ON THEIR NEED OF ADDITIONAL LEAVE 31 RESPONDENTS BASED ON THEIR EXPECTED FACILITIES NEEDED 32 ANALYSIS USING CHI-SQUARE –Χ2
  6. 6. LIST OF CHART CHART.NO TITLE PAGE.NO 1 RESPONDENTS BASED ON AGE LEVEL 2 RESPONDENTS BASED ON THEIR EDUCATION 3 RESPONDENTS BASED ON THEIR EXPERIENCE 4 RESPONDENTS BASED ON THEIR NO OF WORKING DAYS 5 RESPONDENTS BASED ON THEIR LEAVE IN A MONTH 6 RESPONDENTS BASED ON THEIR NO OF WORKING YEARS IN THE COMPANY 7 RESPONDENTS BASED ON THEIR WORK LOAD 8 RESPONDENTS BASED ON THEIR WORKING HOURS 9 RESPONDENTS BASED ON THEIR MANAGEMENT POLICY 10 RESPONDENTS BASED ON THEIR WORKING ENVIRONMENT 11 RESPONDENTS BASED ON THEIR RELATIONSHIP WITH SUPERVISOR 12 RESPONDENTS BASED ON THEIR LEAVE AFFECT THEIR COMPANY OUTPUT 13 RESPONDENTS BASED ON THEIR EMPLOYEE SKILL 14 RESPONDENTS BASED ON THEIR SALARY PAID 15 RESPONDENTS BASED ON THEIR COMPENSATION PROVIDED 16 RESPONDENTS BASED ON THEIR EXISTING JOB 17 RESPONDENTS BASED ON THEIR FACILITIES PROVIDED BY THE COMPANY
  7. 7. 18 RESPONDENTS BASED ON THEIR FLEXIBILITY AND INDEPENDENCE 19 RESPONDENTS BASED ON THEIR PRODUCER FOR TAKING LEAVE 20 RESPONDENTS BASED ON THEIR REASON FOR TAKING LEAVE 24 RESPONDENTS BASED ON INSUFFICIENT REST PAUSE 25 RESPONDENTS BASED ON MOTIVATION TECHNIQUE 26 RESPONDENTS BASED ON PERSONAL PROBLEM 27 RESPONDENTS BASED ON THEIR COUNSELING PROVIDED BY THE COMPANY. 28 RESPONDENTS BASED ON THEIR PREFERENCE OF SHIFTS TO REDUCE ABSENTEEISM 29 RESPONDENTS BASED ON THEIR FREEDOM TO CHANGE THE SHIFT 30 RESPONDENTS BASED ON THEIR NEED OF ADDITIONAL LEAVE 31 RESPONDENTS BASED ON THEIR EXPECTED FACILITIES NEEDED
  8. 8. CHAPTER I INTRODUCTION Absenteeism is one of the major threats to Indian industry. Absenteeism causing poor utilization of plant India is facing unemployment problem on one side and the other side abnormal absenteeism in industries if our absenteeism can be reduced. We can improve our gross national product without any investment. Absenteeism not only causes production loss but also causes reduction of gross national income, when the gross income of workmen reduces naturally his buying capacity also reduces if he could not manage the primary and secondary needs of timely and properly. He has to face problems like poor family harmony poor health more mental and physical tiredness which will again lead to absenting from work. Absenteeism as commonly understood refers to the failure of an operative to report to work when work is available to him as used in the study overall absenteeism is made up of three component. 1) Leave sanctioned by management referred to in this report as authorized absence 2) Absence without any prior information to and permission from management referred to as unauthorized absence. 3) Certified sickness most widely known as ESI leave. This does not include maternity leave absence of workers during strike due to lay off those o earned leave and women workers on maternity leave not have been considered as absentees. The term absenteeism refers to failure to report to work. The definition itself tells the failure of the organization process if the employee fails to follow the rules and standards of the organization. Absenteeism is a type of unscheduled activity which threatens the organization to fall in danger as it leads to the disruption of the daily process. Absenteeism converts the organization into a deviant work place behavior. It makes the employees to violate the norms of the organization leading to a disastrous output. Such effect of absenteeism affects the turnover of the organization leading to decreased selection and training cost. Absenteeism also affects the
  9. 9. level of satisfaction among the employees in which the organizations are maintaining for more than a decade. Job satisfaction is considered to be an attitude which manifests itself in evaluation of the job and of the employing organization. This shows the relationship between absenteeism and job satisfaction. Modern industry with its 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 another 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 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. 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 measurements. 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 organizations attempt to understand this problem or make an effort to solve it. An employee is any person hired by an employer to do a specific set of jobs. In most modern economies, the term employee refers to a specific defined relationship between an Individual and a corporation, which differs from those of customer or client. In general, the absence rate indicates a certain cost to a given company, because employees simply cannot produce as much annually when absent rates are high. Any absence weakens the company’s goals and productivity “Absenteeism is the practice or habit of being an absentee and an absentee is one who habitually stays away from work.” According to Labour Bureau of Shimla: Absenteeism is defined as the total man shifts lost because of absence as percentage of total number of man shifts scheduled to work.
  10. 10. 1.1. STATEMENT OF THE PROBLEM “ABSENTEEISM” is one of the great disasters faced by all the organizations in this modernized world which results in turnover. So the firm has to reinvest so many amounts. People not only used to leave the organizations due to the personal reasons, the main reason is all about the industrial environmental factors “ABSENTEEISM” not only indicates the physical presence it starts with the “Mental absence” of an Indi dual so the firm has to take this as an important issue before initiating any remedial actions through that and along with the participative management. 1.2. OBJECTIVES OF THE STUDY The field work was under taken in Sri Vignarajaya Nama industries. With the following objectives: 1. To identify the reasons for absenteeism among employees of Sri Vignarajaya Nama industries 2. To determine the awareness level regarding effect of absenteeism on the productivity of the Organization. 3. To give suggestions for reducing absenteeism of the employees in the Organization. 1.3. LIMITATIONS OF THE STUDY  . The result does not contain any information about Personnel and Account departments.  Due to time constraints the sample size was restricted to 50 employees.  Since the study deals with sensitive area of the organization, it is difficult to extract accurate information from the employees.  The study is not comparative in nature
  11. 11. 1.4. SCOPE OF THE STUDY 1. The survey consisted of a sample of 50 employees. The survey covered only the permanent employees of the organization. 2. The study covers staff and workers category only. 3. Data used in the project are both primary and secondary in nature 4. .The study provides a base for understanding the employees‟ problems and provides possible remedies for it. 1.5. CONCEPT OF ABSENTEEISM: Absenteeism refers to employees‟ absence from his regular task when he is normally scheduled to work. According to Seligman: “Absenteeism is time lost in industrial establishments by avoidable or unavoidable absence of employees”. According to Hachette: “Absenteeism is the practice or habit of being an „absentee‟ and an “absentee” is one who habitually stays away”. In India two agencies collect and compile data on absenteeism. a. Labor Bureau, Shimla b. Annual Survey of Industries, Kolkata. According to Labour Bureau, Shimla: “Only unauthorized absence from work about which the employer has no prior information of the workers‟ failure is considered as absenteeism”. According to Annual Survey of Industries, Calcutta: “All kinds of Vacations and leave are considered as absenteeism” For the purposes of this study, we take the stand of the Labor Bureau and reckon that absenteeism signifies the absence of an employee from work that is unauthorized, unexplained avoidable and willful.
  12. 12. 1.6. MEASUREMENT OF ABSENTEEISM Absenteeism rate can be expressed as the result of total amount of time lost through non- attendance to the planned working time (excluding over time). The calculation of absenteeism rate can be made in terms of man-days by taking into account 2 factors. a. The number of persons scheduled to work b. The number actually present Generally absenteeism is expressed as a percentage of overall strength of the Department/ Organization and also expressed as many days lost. But it is difficult to interpret absenteeism in terms of value lost. 1.7. KINDS OF ABSENTEES 1. Escapist Absentee 2. Immature Absentee 3. Chronic Absentee 4. Casual absentee 5. Seasonal absentee 1.8. CAUSES OF ABSENTEEISM The causes can be divided into personal causes and organization causes. The personal cause includes indebtedness, sickness and family problems on which the organization has very little control. Organizational causes include the following  Unsuitable working conditions  Unfavorable mental attitude arising out of boredom discontent with wages, resentment against supervisors  Lack of provision for general welfare.  In adequate medical facilities  Increased psychological distance between management and workers, specifically friction with supervisors...
  13. 13. CHAPTER II REVIEW OF LITERATURE In the opinion of Dakely C.A. (1948) “Absenteeism is the ratio of the number of production man-days or shifts lost to the total number of production scheduled to work”. The labour bureau (1962) defines absenteeism as the total shifts lost because of absence as percentage of the total number of man shifts scheduled to work. Likewise Hackett J.D (1929) defines it as “the temporary cessation of work for not less than one whole working day initiative of the worker when his presence is expected by the employer”. Similarly encyclopedia of social science observes “Absenteeism as the time lost in industrial establishment by avoidable or unavoidable absence of employees. The time lost by the strikes or by lateness amounting to an hour or two is not usually included”. Knowles (1979) opined that although absence from work may be due to any of a large number of factors, empirical evidence supporting the view that causal factors can be organizational in nature is scant. Absence may be regarded as one facet of a wider behavioral problem pervading entire organizational sub-units. The author suggests that absence could be used along with other variables as a valuable personnel statistic indicating areas of organizational dysfunction. This means that if levels of absenteeism in such cases as these were to be improved the solution should be looked for at the organizational level rather than at the individual or job level. Gibert. Et.al. (1992) Studied if continuous exposure to air- conditioning during working hours has an observable effect on health. Absenteeism from ill health recorded by company doctors was compared in two groups of employees of the French National Electric and Gas Company in western France, working in similar jobs and spending most of their time in either air- conditioned offices or a natural atmosphere. No difference between the two groups was observed during the two years studied with respect to the incidence, duration or frequency of medically-related absences. A similar investigation of absences due only to respiratory diseases resulted in the same conclusion. This study showed that air-conditioning has no major effects on health.
  14. 14. Chevalier.et.al., (1993) Studied the health status of electricity workers exposed to electromagnetic fields during their job. Two groups of exposed workers were studied from 1978 to 1993: the live line workers (n = 121) and the substation workers (n = 232.7) of the French Electricity Company (EDF). A control group was randomly selected from all the company non- management male employees; one control for each exposed subject was matched for the first year of employment. Absenteeism indices and mortality rates were computed and compared in the exposed and control groups. The absence rates were 1 .98% in the substation workers and 2.5% in the control group (p<0.001) and 2.7% in the live-line workers and 2.8% in the control group (NS). No effect of the length of exposure was found. However the medical causes of sickness absence were different: exposed employees had less psychiatric and respiratory diseases but more accidents at work than their control group. Relative risks of accidents at work were 1.2 [95% confidence interval (Cl) = 1.08–1.33] for substation workers and 3.22 (Cl )= 1.78–5.88) for live line workers. EDF electromagnetic field exposed workers seemed not to be affected by any specific health problems except for an excess of accidents at work. Morrow. Et.al. (1999) in their study established a positive relationship between absenteeism and voluntary turnover and a negative relationship between performance and turnover. An examination of the turnover literature, however, reveals virtually no consideration of a possible interaction between these two predictors of turnover. In order to test for such an interaction, company record data were collected from a sample of nonexempt classification employees within a large regional life insurance company. Records revealed that 113 of the company’s 816 employees had voluntarily left the firm over a 2-year period. Company data on these “leavers” were compared with data on a random sample of 113 employees who stayed. Logistic regression, as opposed to ordinary least-squares regression, was used to determine the effects of prior absenteeism and performance ratings on voluntary turnover, over and above the effects of demographic factors. Results supported known relationships between absenteeism (as measured by sick leave usage), performance ratings, and voluntary turnover, but did not reveal a significant interaction effect, even over multiple time frames. Results are discussed in terms of the potential uses of company record data for early detection of voluntary turnover. Hoeven and de Jong (2007) reported that absenteeism figures are increasingly applied as an integrated measure of health in the working population. However, a comprehensive overview of
  15. 15. employee well-being (compromising the relative impact of physical, psychological, and organizational components) and how this relates to reported absence frequency and duration is still lacking. The present study investigates these relationships. The study has been conducted in a Dutch subsidiary of an international financial consultancy firm. Three types of data collection were used: a web-based survey among the firm’s employees, a physical health check, and the employees’ absence rates reported to the company. Together the questionnaire and the health check included the following clusters of independent variables: (a) personal characteristics, (b) job characteristics, (c) physical health, (d) self-reported well-being, and (e) perceptions of organization and communication. Of the 5 clusters of variables, the perceptions of organization and communication variables appeared to be the strongest predictors of absence frequency. This study did not find the assumed relationship between physical related well- being and individual absence duration. Indian industries experience absenteeism as a major personal problem measurement of absenteeism. The measurement of absenteeism can be expressed as the ratio of the total amount of time lost through non-attendance to the planned working time. A calculation of absenteeism rate can be made in terms of Mondays lost. Ernest B. Akyeampong has written a research paper Trends and seasonality in Absenteeism. In this paper the author focus on that at which time period the employees are more absent. In this paper he said that illness-related absences are highly seasonal, reaching a peak during the winter months (December to February) and a trough during the summer (June to August). The high incidence in winter is likely related to the prevalence of communicable diseases at that time, especially colds and influenza. The low incidence during the summer may be partly because many employees take their vacation during these months. Because of survey design, those who fall ill during vacation will likely report „vacation‟ rather than „sickness or disability‟ as the main reason for being away from work. Compared with the annual average, part-week absences are roughly 30% more prevalent in the winter months and almost 20% less so during the summer months. Seasonality is much less evident in full-week absences. Mariajosé Romero and Young-Sun Lee have written a research paper A National Portrait of Chronic Absenteeism in the Early Grades. In this paper he focused on the following points: (i) How widespread is the Problem of Early Absenteeism?
  16. 16. (ii) Does Family Incomes Impact Early Absenteeism? (iii) What is the Impact of Early Absenteeism on Academic Achievement? Morten Nordberg and Knut Røed have written a research paper Absenteeism, Health Insurance, and Business Cycles. In this he wants to evaluate how the economic environment affects worker absenteeism and he also isolate the causal effects of business cycle developments on work-resumption prospects for ongoing absence spells, by conditioning on the state of the business cycle at the moment of entry into sickness absence… 1.1. RESEARCHMETHODOLOGY 1.1.1. Researchdesign "A research design is the arrangement of condition for collection and analysis data in a manner that aims to combine relevance to the researcher purpose with economy in produce “It constitutes the blueprint for the collections, measurement and analysis of data. As such the design includes and outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. More explicitly, the design decisions happen to be respect of:  What is study about?  .What is study being made?  Where will the study be carried out?  What type of data is required?  Where can the data are found  What periods of time will the study include?  What will be the sample design?  How will the data be analyzed?  In what style will the report be prepared?  What techniques of data collection will be used?
  17. 17. The research design undertaken for the study is descriptive one. A study, which wants to portray the characteristics of a group of individual of situation, is known as descriptive study.it is mondulretly qualitative in nature. 1.1.2. Sample technique" A sampling technique is a definite design for obtaining a sample from the sampling frame . It refers to the technique are the procedure. The researcher would adopt in selecting some sampling units from which inferences about the population is drawn .sampling design so determined before any data are collected convenient sampling technique was adopted.in this method the researcher select dose units of the population in sample, which appear convenient to him or the management of the organization where he is conducting research 1.1.3. Sample size: Nearly 50 samples are taken in Sri Vignarajaya Nama industries. Area of operation the research is conducted in Sri Vignarajaya Nama industries 1.1.4. Types ofdata collected: Primary data: Questionnaires are prepared and personal interview was conducted. Most of the questions are consist of multiple choices. The structured interview method was undertaken. The interview was conducted in English as well as in Tamil. Proper care was taken to frame the interview schedule in such manner it should be Easily understood in view of educational level of the employees. Generally 25 questions are prepared and asked to the employees of the Sri Vignarajaya Nama industries. Secondarydata: Secondary data was collected from internet, various books, journals, and company records. Questioner’s construction
  18. 18. 1.1.5. Questionnaires were constructedbasedon the following types: 1. Open ended questions 2. Close ended questions 3. Multiple choice questions 1.1.6. Data analysis Statistical tool used 1. Percentage method 2. Chi-square test
  19. 19. CHAPTER III ABOUT COMPANY COMPANY PROFILE: The Origin 1989 saw the Inception of a Small Business which began with Lathe Job Works for Industrial Components in Coimbatore. The Year since have been a time of consolidation branching out and astounding growth. The company has since mode on to Become diversified and highly global-get always the quality conscious enterprise today Sri Vignarajaya Nama Industries. Is positioned among the foremost manufacturers of ROLLERS and BEAMS our product meet all the quality standards. Staying ahead at Sri Vignarajaya Nama Industries R&D has always been of Paramount Importance to this affect we have aggressively upgraded creating manufacturing facilities that are state of art varied and expansive. Our product line extensive besides being a leader in the domestic market and supplier to prestigious companies yet we firmly believed we have a long way to go. PRODUCTS AND SERVICES Sizing Beams Warping Beams Pic anal Beams Paper Mill Rollers Sugarcane Mill Rollers Textile Rollers CONTACT DETAILS Sri Vignarajaya Nama Industries, No. 177- B, Jayaprakash Nagar, Sanganoor Road, Ganapathy Coimbatore – 641006.
  20. 20. CHAPTER –IV ANALYSIS AND INTERPRETATION ANALYSIS USING PERCENTAGE METHOD Table .4.1 RESPONDENTS BASED ON AGE LEVEL S.NO AGE NO. OF RESPONDENTS PERCENTAGE 1 18-25 04 08 2 26-35 18 36 3 36-45 22 44 4 above 45 06 12 Total 50 100% INTERPRETATION: The above the table infers that, 08%belongs to the group of 18-25 years, 36%belongs to the group of 26-35 years, 44%belongs to the group of 36-45 years, and 12% belongs to the group of 45 year.
  21. 21. Chart. 4. 1 RESPONDENTS BASED ON AGE LEVEL AGE 0 5 10 15 20 25 30 35 40 45 50 18-25 26-35 36-45 above 45
  22. 22. Table .4.2 RESPONDENTS BASED ON THEIR EDUCATION S.NO EDUCATION NO.OF RESPONDENTS PERCENTAGE 1 SSLC 10 20 2 HSC 22 44 3 ITI 18 36 4 others 00 00 total 50 100% INTERPRETATION: The above table infers that, 20%belongs to SSLC, 44%belongs to HSC, 36%belongs to ITI, 0%belongs to other degree,
  23. 23. Chart. 4. 2 RESPONDENTS BASED ON THEIR EDUCATION EDUCATION 0 5 10 15 20 25 30 35 40 45 SSLC HSC ITI EDUCATION
  24. 24. Table .4.3 respondents based on their experience S.NO EXPERIENCE NO.OF RESPONDENTS PERCENTAGE 1 below 2 years 10 20 2 3-5 years 22 44 3 above 5 years 18 36 total 50 100% INTERPRETATION: The above table infers that 22% to below 2 years; 14 %belongs to 3-5 years, 64% belongs to above 5 years
  25. 25. Chart. 4. 3 RESPONDENTS BASED ON THEIR EXPERIENCE 0 10 20 30 40 50 60 70 below 2 years 3-5 years above 5 years EXPERIENCE
  26. 26. Table .4.4 RESPONDENTS BASED ON THEIR NO OF WORKING DAYS S.NO WORKING DAYS NO.OF RESPONDENTS PERCENTAGE 1 20-22 10 20 2 23-25 15 30 3 25-28 22 44 4 29-31 03 06 total 50 100% INTERPRETATION: The above table infers that 20% belongs to 20-22days, 30% belongs to 23- 25days,44% belongs to 25-28 days, and -06% belongs to 29-31 days,
  27. 27. Chart. 4. 4 RESPONDENTS BASED ON THEIR NO OF WORKING DAYS 0 5 10 15 20 25 30 35 40 45 20-22 23-25 25-28 29-31 NUMBER OF WORKING DAYS
  28. 28. Table .4.5 RESPONDENTS BASED ON THEIR LEAVE IN A MONTH S.NO TAKEN LEAVE IN A MONTH NO.OF RESPONDENTS PERCENTAGE 1 0 10 20 2 1-5 23 46 3 6-10 04 08 4 10-15 10 20 5 16-20 03 06 total 50 100% INTERPRETATION: The above table infers that 20% belongs to 0 days, 46% belongs to 1-5 days, 08% belongs to 06-10 days, 20% belongs to 10-15 days and 06% belongs to 16-20 days,
  29. 29. Chart. 4. 5 RESPONDENTS BASED ON THEIR LEAVE IN A MONTH 0 2 4 6 8 10 12 0 1 5 6 10 10 15 16 20 TAKEN LEAVE IN A MONTH
  30. 30. Table .4.6 RESPONDENTS BASED ON THEIR NO OF WORKING YEARS IN THE COMPANY S.NO WORKING YEARS NO.OF RESONDENTS PERCENTAGE 1 greater than5 years 16 32 2 greaterthan10years 30 60 3 less than10years 04 08 total 50 100% INTERPRETATION: The above table infers that 32% belongs to greater than 5 years, 60% belongs to greater than 10 years and 08% belongs to less than 10 years.
  31. 31. Chart. 4. 6 RESPONDENTS BASED ON THEIR NO OF WORKING YEARS IN THE COMPANY 0 10 20 30 40 50 60 <5years <10 years >10 years NO OF WORKING YEARS IN THE COMPANY
  32. 32. Table .4.7 RESPONDENTS BASED ON THEIR WORK LOAD S.NO WORK LOAD NO.OF RESONDENTS PERCENTAGE 1 highly satisfied 04 08 2 satisfied 03 06 3 neutral 13 26 4 dissatisfied 25 50 5 highly dissatisfied 05 10 total 50 100% INTERPRETATION: The above table infers that 08 % belongs to highly satisfied, 06% belongs to satisfied, 26% belongs to neutral, 50% belongs to dissatisfied and 10% belongs to highly dissatisfied,
  33. 33. Chart. 4. 7 RESPONDENTS BASED ON THEIR WORK LOAD 0 5 10 15 20 25 30 35 40 45 50 WORK LOAD
  34. 34. Table .4.8 RESPONDENTS BASED ON THEIR WORKING HOURS S.NO EDUCATION NO.OF RESONDENTS PERCENTAGE 1 highly satisfied 10 20 2 satisfied 12 24 3 neutral 05 10 4 dissatisfied 13 26 5 highly dissatisfied 10 20 total 50 100% INTERPRETATION: The above table infers that 20 % belongs to highly satisfied, 24% belongs to satisfied, 10% belongs to neutral, 26% belongs to dissatisfied and 20% belongs to highly dissatisfied.
  35. 35. Chart. 4. 8 RESPONDENTS BASED ON THEIR WORKING HOURS 0 5 10 15 20 25 30 HIGHLY SATISFIED SATISFIED NUETRAL DISSATISFIED HIGHLY DISSATISFIED WORKING HOURS
  36. 36. Table .4.9 RESPONDENTS BASED ON THEIR MANAGEMENT POLICY S.NO MANAGEMENT POLICY NO.OF RESONDENTS PERCENTAGE 1 highly satisfied 20 40 2 satisfied 10 20 3 neutral 05 10 4 dissatisfied 10 20 5 highly dissatisfied 05 10 total 50 100% INTERPRETATION: The above table infers that 40 % belongs to highly satisfied, 20% belongs to satisfied, 10% belongs to neutral, 20% belongs to dissatisfied and 10% belongs to highly dissatisfied.
  37. 37. Chart. 4. 9 RESPONDENTS BASED ON THEIR MANAGEMENT POLICY 0 5 10 15 20 25 30 35 40 45 HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED MANAGEMENT POLICY
  38. 38. Table .4.10 RESPONDENTS BASED ON THEIR WORKING ENVIRONMENT S.NO WORKING ENVIRONMENT NO.OF RESONDENTS PERCENTAGE 1 highly satisfied 28 56 2 satisfied 10 20 3 neutral 04 08 4 dissatisfied 05 10 5 highly dissatisfied 03 06 total 50 100% INTERPRETATION: The above table infers that 56 % belongs to highly satisfied, 20% belongs to satisfied, 08% belongs to neutral, 10% belongs to dissatisfied and 06% belongs to highly dissatisfied.
  39. 39. Chart. 4. 10 RESPONDENTS BASED ON THEIR WORKING ENVIRONMENT 0 10 20 30 40 50 60 HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED WORKING ENVIRONMENT
  40. 40. Table .4.11 RESPONDENTS BASED ON THEIR RELATIONSHIP WTTH SUPERVISOR S.NO SUPERVISOR NO.OF RESPONDENTS PERCENTAGE 1 highly satisfied 02 04 2 satisfied 05 10 3 neutral 10 20 4 dissatisfied 20 40 5 highly dissatisfied 13 26 total 50 100% INTERPRETATION: The above table infers that 04 % belongs to highly satisfied, 10% belongs to satisfied, 20% belongs to neutral, 40% belongs to dissatisfied and 26% belongs to highly dissatisfied.
  41. 41. Chart. 4. 11 RESPONDENTS BASED ON THEIR RELATIONSHIP WTTH SUPERVISOR Series 1 0 10 20 30 40 HIGHLY SATISFIED SATISFIED NUETRAL DISSATISFIED HIGHLY DISSATISFIED RELATIONSHIP WTTH SUPERVISOR
  42. 42. Table .4.12 RESPONDENTS BASED ON THEIR LEAVE AFFECT THEIR COMPANY OUTPUT S.NO LEAVE AFFECT COMPANY NO OF RESPONDENTS PERCENTAGE 1 yes 39 78 2 no 11 22 total 50 100% INTERPRETATION: The above table infect that 78% says yes, 22% says no.
  43. 43. Chart. 4. 12 RESPONDENTS BASED ON THEIR LEAVE AFFECT THEIR COMPANY OUTPUT 0 10 20 30 40 50 60 70 80 YES NO LEAVE AFFECT THEIR COMPANYOUTPUT
  44. 44. Table .4.13 RESPONDENTS BASED ON THEIR EMPLOYEE SKILL S.NO EMPLOYEE SKILL NO. OF RESPONDENTS PERCENTAGE 1 good 35 70 2 fair 10 20 3 poor 05 10 total 50 100% INTERPRETATION: The above table infect that 70% belongs to good, 20 to fair and 10% belongs to poor.
  45. 45. Chart. 4. 13 RESPONDENTS BASED ON THEIR EMPLOYEE SKILL 0 10 20 30 40 50 60 70 80 SUFFICIENT INSUFFICIENT NEUTRAL MODERATELY EMPLOYEE SKILL
  46. 46. Table .4.14 RESPONDENTS BASED ON THEIR SALARY PAID S.NO EMPLOYEE SKILL NO. OF RESPONDENTS PERCENTAGE 1 sufficient 20 40 2 insufficient 10 20 3 neutral 05 10 4 moderately sufficient 15 30 total 50 100% INTERPRETATION: The above table infect that 40% belongs to sufficient, 20%belongs to insufficient, 10%belongs to neutral and 30%belong to moderately insufficient
  47. 47. Chart. 4. 14 RESPONDENTS BASED ON THEIR SALARY PAID 0 5 10 15 20 25 30 35 40 SUFFICIENT INSUFFICIENT NEUTRAL MODERATELY SALARY PAID
  48. 48. Table .4.15 RESPONDENTS BASED ON THEIR COMPENSATION PROVIDED S.NO SUPERVISOR NO.OF RESPONDENTS PERCENTAGE 1 highly satisfied 03 06 2 satisfied 04 08 3 neutral 10 20 4 dissatisfied 27 54 5 highly dissatisfied 06 24 total 50 100% INTERPRETATION: The above table infers that 06% belongs to highly satisfied, 08% belongs to satisfied, 20% belongs to neutral, 54% belongs to dissatisfied and 12% belongs to highly dissatisfied
  49. 49. Chart. 4. 15 RESPONDENTS BASED ON THEIR COMPENSATION PROVIDED 0 10 20 30 40 50 60 HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED C0MPENSATION PROVIDED
  50. 50. Table .4.16 RESPONDENTS BASED ON THEIR EXISTING JOB S.NO EXISTING JOB NO.OF RESPONDENTS PERCENTAGE 1 highly satisfied 03 06 2 satisfied 04 08 3 neutral 10 20 4 dissatisfied 27 54 5 highly dissatisfied 06 24 total 50 100% INTERPRETATION: The above table infers that 06% belongs to highly satisfied, 08% belongs to satisfied, 20% belongs to neutral, 54% belongs to dissatisfied and 12% belongs to highly dissatisfied
  51. 51. Chart. 4. 16 RESPONDENTS BASED ON THEIR EXISTING JOB 0 10 20 30 40 50 60 SATISFIED WITH THEIR EXISTING JOB
  52. 52. Table .4.17 RESPONDENTS BASED ON THEIR FACILITIES PROVIDED BY THE COMPANY S.NO FACILITIES PROVIDED BY THE COMPANY NO.OF RESPONDENTS PERCENTAGE 1 highly satisfied 07 14 2 satisfied 23 46 3 neutral 12 24 4 dissatisfied 06 12 5 highly dissatisfied 02 04 total 50 100% INTERPRETATION: The above table infers that 14% belongs to highly satisfied, 46% belongs to satisfied, 24% belongs to neutral, 12% belongs to dissatisfied and 04% belongs to highly dissatisfied
  53. 53. Chart. 4. 17 RESPONDENTS BASED ON THEIR FACILITIES PROVIDED BY THE COMPANY 0 20 40 60 80 HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED FACILITIES PROVIDED BY THE COMPANY
  54. 54. Table .4.18 RESPONDENTS BASED ON THEIR FLEXIBILITY AND INDEPENDENCE S.NO FLEXIBILITY AND INDEPENDENCE NO.OF RESPONDENTS PERCENTAGE 1 highly satisfied 05 10 2 satisfied 04 08 3 neutral 31 62 4 dissatisfied 06 12 5 highly dissatisfied 04 08 total 50 100% INTERPRETATION: The above table infers that 10% belongs to highly satisfied, 08% belongs to satisfied, 62% belongs to neutral, 12% belongs to dissatisfied and 08% belongs to highly dissatisfied
  55. 55. Chart. 4. 18 RESPONDENTS BASED ON THEIR FLEXIBILITY AND INDEPENDENCE 0 10 20 30 40 50 60 70 FEACIBILITYAND INDEPENDENCE
  56. 56. Table .4.19 RESPONDENTS BASED ON THEIR PRODUCER FOR TAKING LEAVE. S.NO PRODUCER FOR TAKING LEAVE NO.OF RESPONDENTS PERCENTAGE 1 giving a leave letter 39 78 2 not giving a leave letter 04 08 3 asking permission 07 14 4 no leave 0 0 total 50 100% INTERPRETATION: The above table infers that 78% belongs to giving a leave letter; 08% belongs to not giving a leave letter, 14% belongs to asking permission, and 0% belongs to no leave.
  57. 57. Chart. 4. 19 RESPONDENTS BASED ON THEIR PRODUCER FOR TAKING LEAVE 0 10 20 30 40 50 60 70 80 GIVING A LEAVE LETTER NOT GIVING A LEAVE LETTER ASKING PERMISSION PRODUCER FOR TAKING LEAVE .
  58. 58. Table .4.20 RESPONDENTS BASED ON THEIR REASON FOR TAKING LEAVE. S.NO REASON FOR TAKING LEAVE. NO.OF RESPONDENTS PERCENTAGE 1 personal problem 15 30 2 health problem 20 40 3 finance problem 07 14 4 working environment 04 08 5 others 04 08 total 50 100% INTERPRETATION: The above table infers that 30% belongs to personal problem, 40% belongs to health problem, 14% belongs to finance problem, 08% belongs to working environment and 08% belongs to others.
  59. 59. Chart. 4. 20. RESPONDENTS BASED ON THEIR REASON FOR TAKING LEAVE 0 10 20 30 40 REASON FOR TAKING LEAVE
  60. 60. Table .4.21 RESPONDENTS BASED ON THEIR ABSENT DUE TO TRANSPORTATION PROBLEM. S.NO ABSENT DUE TO TRANSPORTATION PROBLEM. NO.OF RESPONDENTS PERCENTAGE 1 in some case 23 46 2 often 05 10 3 rare 12 24 4 not at all 10 20 total 50 100% INTERPRETATION: The above table infers that 46% belongs to in some case; 10% belongs to often, 24% belongs to rare and 20% belongs to not at all
  61. 61. . Chart. 4. 21 RESPONDENTS BASED ON THEIR ABSENT DUE TO TRANSPORTATION PROBLEM. 0 5 10 15 20 25 30 35 40 45 50 IN SOME CASE OFTEN RARE NOT AT ALL ABSENT DUE TO TRANSPORTATION PROBLEM.
  62. 62. Table .4.22 RESPONDENTS BASED ON THEIR AFFECT INFECTIOUS DISEASE. S.NO INFECTIOUS DISEASES NO OF RESPONDENTS PERCENTAGE 1 Yes 11 22 2 No 39 78 TOTAL 50 100% INTERPRETATION: The above table infect that 22% says yes, 78% says no.
  63. 63. Chart. 4. 22 RESPONDENTS BASED ON THEIR AFFECT INFECTIOUS DISEASE 0 20 40 60 80 100 YES NO AFFECTED BY INFECTIOUS DISEASE
  64. 64. Table .4. 23 RESPONDENTS BASED ON LEAVE WHEN EVER YOU WANT. S.NO LEAVE NO OF RESPONDENTS PERCENTAGE 1 Yes 04 08 2 No 46 92 total 50 100% INTERPRETATION: The above table infect that 08% says yes, 92% says no. .
  65. 65. Chart. 4. 23 RESPONDENTS BASED ON LEAVE WHEN EVER YOU WANT 0 20 40 60 80 100 YES NO TO GET LEAVE WHENEVER YOU WANT
  66. 66. Table .4. 24 RESPONDENTS BASED ON INSUFFICIENT REST PAUSE S.NO INSUFFICIENT REST PAUSE NO OF RESPONDENTS PERCENTAGE 1 more 29 58 2 less 05 10 3 tolerable 16 32 total 50 100% INTERPRETATION: The above table infers that 58% belongs to more, 10% belongs to less and 32% belongs to tolerable,
  67. 67. Chart. 4. 24 RESPONDENTS BASED ON INSUFFICIENT REST PAUSE 0 10 20 30 40 50 60 more less tolerable REST PAUSE IS THE ONE OF THE RESON
  68. 68. Table .4. 25 RESPONDENTS BASED ON MOTIVATION TECHNIQUE S.NO MOTIVATION TECHNIQUES NO OF RESPONDENTS PERCENTAGE 1 incentives 29 58 2 bonus 0 0 3 allowed 21 42 total 50 100% INTERPRETATION: The above table infers that 58% belongs to incentives, o% belongs to bonus and 42% belongs to allowance,
  69. 69. Chart. 4. 25 RESPONDENTS BASED ON MOTIVATION TECHNIQUE 0 10 20 30 40 50 60 INCENTIVES BONUS ALLOWANCE MOTIVATION TECHNIQUE
  70. 70. Table .4. 26 RESPONDENTS BASED ON PERSONAL PROBLEM S.NO PERSONAL PROBLEM NO OF RESPONDENTS PERCENTAGE 1 in some cases 31 62 2 often 04 08 3 not at all 15 30 total 50 100% INTERPRETATION: The above table infers that 62% belongs to in some cases, 08% belongs to often and 30% belongs to not at all.
  71. 71. Chart. 4. 26 RESPONDENTS BASED ON PERSONAL PROBLEM 0 10 20 30 40 50 60 70 IN SOME CASES OFTEN NOT AT ALL PERSONAL PROBLEM
  72. 72. Table.4. 27 RESPONDENTS BASED ON THEIR COUNSELLING PROVIDED BY THE COMPANY. S.NO COUNSELLING PROVIDED BY THE COMPANY. NO OF RESPONDENTS PERCENTAGE 1 Yes 31 62 2 No 19 38 total 50 100% INTERPRETATION: The above table infers that 62% says yes, 38% says no.
  73. 73. Chart. 4. 27 RESPONDENTS BASED ON THEIR COUNSELLING PROVIDED BY THE COMPANY. 0 20 40 60 80 YES NO COUNSELLING PROVIDED BY THE COMPANY.
  74. 74. Table.4.28. RESPONDENTS BASED ON THEIR PREFERENCE OF SHIFTS TO REDUCE ABSENTEESIM S.NO PREFERENCE OF SHIFTS NO OF RESPONDENTS PERCENTAGE 1 general shift 22 44 2 weekly shift 21 42 3 monthly shift 07 14 total 50 100% INTERPRETATION: The above table infers that 44% belongs to general shift, 42% belongs to weekly shift and 14% belongs to monthly shift.
  75. 75. Chart. 4. 28. RESPONDENTS BASED ON THEIR PREFERENCE OF SHIFTS TO REDUCE ABSENTEESIM 0 5 10 15 20 25 30 35 40 45 GENARAL SHIFT WEEKLY SHIFT MONTHLY SHIFT WHICH SHIFT DO YOU PREFER
  76. 76. Table .4. 29 RESPONDENTS BASED ON THEIR FREEDOM TO CHANGE THE SHIFT S.NO FREEDOM TO CHANGE THE SHIFT NO OF RESPONDENTS PERCENTAGE 1 yes 13 26 2 no 11 22 3 rare 26 52 total 50 100% INTERPRETATION: The above table infers that 26% belongs to yes, 22% belongs to no and 52% belongs to rare.
  77. 77. Chart. 4. 29 RESPONDENTS BASED ON THEIR FREEDOM TO CHANGE THE SHIFT 0 10 20 30 40 50 60 YES NO RARE FREEEDOM TO CHANGE THE SHIFT
  78. 78. Table .4. 30 RESPONDENTS BASED ON THEIR NEED OF ADDITIONAL LEAVE S.NO NEED OF ADDITIONAL LEAVE NO OF RESPONDENTS PERCENTAGE 1 yes 25 50 2 no 25 50 total 50 100% INTERPRETATION: The above table infers that 50% says to yes, 50% says no.
  79. 79. Chart. 4. 30 RESPONDENTS BASED ON THEIR NEED OF ADDITIONAL LEAVE 0 10 20 30 40 50 YES NO NEED OFADDITIONAL LEAVE
  80. 80. Table .4. 31 RESPONDENTS BASED ON THEIR EXPECTED FACILITIES NEEDED S.NO EXPECTED FACILITIES NEEDED NO OF RESPONDENTS PERCENTAGE 1 medical facilities 11 22 2 transport facilities 30 60 3 others 09 18 total 50 100% INTERPRETATION: The above table infers that 22% belongs to medical facilities, 60% belongs to transport facilities and 18% belongs to others.
  81. 81. Chart. 4. 31 RESPONDENTS BASED ON THEIR EXPECTED FACILITIES NEEDED 0 10 20 30 40 50 60 medical transport other EXPECTED FACILITIES NEEDED
  82. 82. ANALYSIS USING CHI-SQUARE –χ2 TO FIND WHETHER THERE IS DIFFERENCE BETWEEN THE OPINION OF RESPONDENTS REGARDING THEIR WORKING HOURS Null hypothesis There is no significant difference in the variable among the employees about their working hours. TABLE.4.32 S.NO WORKING HOURS NO.OF RESPONDENTS 1 highly satisfied 10 2 Satisfied 12 3 Neutral 05 4 Dissatisfied 13 5 highly dissatisfied 10 Total 50% FORMULA 𝛘𝟐 = ( 𝐎 − 𝐄) 𝟐 𝐄
  83. 83. O= Observed frequency E=exported frequency COMPUTATION OF CHI SQUARE (𝛘𝟐) CHART.4.32 S.NO O E (O-E) (O-E)² (O-E)²/E 1 10 10 0 0 0 2 12 10 2 4 0.4 3 05 10 -5 25 2.5 4 13 10 3 9 0.9 5 10 10 0 0 0 Total 3.8 The calculate value is 3.8 Degree of freedom = (n-1) = (5-1) =4 Level of significance = 5% Table value 4 of DGF and 5% level of significance = 9.48 3.8<9.48-calculated value is lesser tabulated value. Hence, null hypothesis is ACCEPTED.
  84. 84. INTERPRETATION: Thus chi-square test infers that there that is no significant difference in the variable among the employees about their working hours.
  85. 85. CHAPTER-V FINDINGS, SUGGESTIONS, CONCLUSION 1. The age group of employees from group of 36-45 persons is 44%. 2. The employee education from HSC is 44%. 3. The experience of the employee from above 5 years is 64%. 4. The number of working days by employee is 25-28 is 44%. 5. The number leave taken in a month averagely 1-5 is 45%. 6. The employee working years <10years is 60%. 7. The work load given to employee at dissatisfied level is 50%. 8. The working hours is at dissatisfied to employee is 26%. 9. The employee are highly satisfied with management policy is 40%. 10. The employee are highly satisfied with working environment is 46%. 11. About 40% are dissatisfied with supervisor. 12. The absenteeism will affect the company output at 78%. 13. The employee skills in the work good at 70%. 14. Respondents salary is sufficient employee 40%. 15. About 40% were dissatisfied with compensation provide at the time of absent. 16. Exiting job is satisfied to employee is at 34%. 17. About 46% were satisfied with facilities provided by the company 18. The feasibility and independence is neutral is 62% 19. About 78% were giving a leave letter and taking a leave.
  86. 86. 20. The employees are absent due to health problems 40%. 21. About 46% were absent due to transportation problem. 22. The study shows that the infected diseases affected to employees are none at 78%. 23. About 45% says that they take leave whenever they need. 24. The rest pause is more at 58%. 25. The employees are motivated by incentives is 58%. 26. In some cases the employees are absent due to personnel problem is 62%. 27. About 62% says they need counseling in the company. 28. About 42% percent prefer weekly shift. 29. The employees change the shift for the convinces at rare at 52%. 30. About 50% says they need additional leave and 50% says they did not need additional leave. 31. The most of the despondence says that they need transport facilities at 60%. 32. From the chi-square test it is inferred that there is no significant difference in the variable among the employees about their working hours. SUGGESTION  In order to minimize the rate of absenteeism the company could take care of employee’s health especially in production unit.  Introducing attendance management program  I suggest that by taking disciplinary action which will minimize absenteeism.  Introducing medical facilities for employees and employee’s family member.  Providing transport facilities for all employees.
  87. 87.  Motivating the employee by monetary and non-monetary awards for those who are completed 100% attendance.  To improve safety awareness among employee by educating them on health aspects conducting safety work shop and to reduce noise pollution in few department. CONCLUSION: The management must first have a positive attitude towards absenteeism. Even though it possible to eliminate absenteeism completely. The provision of various facilities to reduce absenteeism bound to involve substantial financial commitment for the management. The major causes for absenteeism in the organization are the activities and policies of the organization. So absenteeism invisible but proves fatal for the industry. So reduction in absenteeism will helpful in improving the productivity
  88. 88. BIBLIOGRAPHY Books:  Kothari C.R. Research Methodology-Methods and Techniques, New age international(P)Ltd., Publishers, New Delhi ,Second Edition ,2004  Guptha, S.P. Statistical Methods, Sultan Chand & Sons Publishers, New Delhi Fourth Editions, 2005.  Prasanth L.M. Human Resource Management, Sultan Chand & Sons Publishers, New Delhi, Thirty Fourth Editions, 2005.  Reddy & Rao- Absenteeism in India, Deep, Publication, New Delhi.  Aswathappa.k, Human Resource and Personnel Management, Tata Mc Graw hill, New Delhi, 1999.
  89. 89. APPENDICES QUESTIONNAIRE A STUDY ON EMPLOYEE APSENTEESIM ON SRI VIGNARAJAYA NAMA INDUSTRIES, COIMBATORE. 1. Personal details: I. Name : II. EID no : III. Address : IV. Department : V. Marital status : VI. Annual income : VII. Age : a)18-25 b)26-35 c)36-45 d)Above 45 VIII. Education : a)SSLC b)HSC c) ITI d)Other please specify ____________ IX. Experience a) Below 2 years b) 3-5 years c) Above 5 years Other details: 2. Number of working days per month: a)20-22 b)23-25 c)25-28 d)29-31 3. How many days in the company?
  90. 90. a) 0 b) 1-5 c) 6-10 d) 10-15 4. How long you are working in the company? a)<5years b)<10 years c)> 10 years 5. Rate the factors below according to the satisfaction level Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied workload Working hours Management policy Working environment Relationship with supervisors 6. Does your leave will affect the company output? a) Yes b) No 7. How much your company utilizing the employee skills a)Good b) Fair c)Poor 8. Are you satisfied your compensation at the time of your leave? a) Highly satisfied b) Satisfied c) Dissatisfied d) Neutral e) Highly dissatisfied 9. Are you satisfied with your existing job?
  91. 91. a) Highly satisfied b) Satisfied c) Dissatisfied d) Neutral e) Highly dissatisfied 10. How do you feel about facilities provide about by the company a) Highly satisfied b) Satisfied c) Dissatisfied d) Neutral e) Highly dissatisfied 11. Flexibility and independence allowed? a) Highly satisfied b) Satisfied c) Dissatisfied d) Neutral e) Highly dissatisfied 12. What is the producer for talking leave in your organization? a) Give a leave letter b)Not give a leave letter c)Asking permission d)No leave 13. Reason for talking leave? a)Personal problem b)Health problem c)Finance problem d)Working environment e)Other 14.how often do you absent due to transportation problem? a) In some class b) Often c) rare d) Not at all 15.are you affect by the infectious diseases? a) Yes b) No 16. Is it possible to get leave whenever you want? a) Yes b) No 17. Do you tell insufficient rest pause is one of the reasons for absent? a)More b)Less c)Tolerable
  92. 92. 18. What type motivation technique adopted for employees regular to the work? a)Incentives b)Bonus c)Allowance 19. Does the company helps in your personal problem? a)Some case b)Often c)Not at all 20. Dou you need counseling in the company for your personal matter affecting you taking leave often? a)Yes b)No 21.To reduce absenteeism which shifts do you prefer if it is adopted? a) General shift b) Weekly shift c) Monthly shift 22. Do you have freedom to change your shift for your convenience? a) Yes b) No c) Rare 23. Do you need additional leave? a) Yes b) No 24. What type of facilities does you except from the management to reduce absenteeism? a)Medical facilities b)Transport facilities c)Others ,please specify________ 25.Any suggestion to reduce absenteeism____________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________

×