The document summarizes a study on employee absenteeism conducted at GO GO International Pvt. Ltd. in Hassan, India. The study aimed to identify the reasons for and levels of absenteeism, as well as steps to decrease it. A survey was administered to 95 employees to collect primary data on absenteeism rates, causes, working conditions, and motivational factors. Secondary data was also collected from company records and other sources. The data was analyzed using percentage calculations to understand absenteeism levels and relationships between different factors.
Absenteeism is a habitual pattern of absence from a duty or obligation.Its a major problem faced by almost all employers of today.This is considered as a management problem, absenteeism of employees from work leads to back logs, pilling of work and thus work delay.Absenteeism could be reduced by giving attractive salary packages, bonus, by good working environment, etc.,to the employees.
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.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Absenteeism is a habitual pattern of absence from a duty or obligation.Its a major problem faced by almost all employers of today.This is considered as a management problem, absenteeism of employees from work leads to back logs, pilling of work and thus work delay.Absenteeism could be reduced by giving attractive salary packages, bonus, by good working environment, etc.,to the employees.
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.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Like many people management issues, our ability to manage absence effectively is enhanced by accurate, timely and accessible information. This report aims to provide line and Human Resources managers with some tools and techniques to help them quantify, monitor and manage the problem absenteeism.
A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
A study on level of job satisfaction in quality dept employeesProjects Kart
A study on level of job satisfaction in quality department employees conducted at Go Go International Pvt. Ltd. This study has collected an extensive information on level of job satisfaction in the internal quality department. Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of the person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and clarity of the job description/ requirements). Visit http://www.projectskart.com/p/contact-us.html for more information.
Like many people management issues, our ability to manage absence effectively is enhanced by accurate, timely and accessible information. This report aims to provide line and Human Resources managers with some tools and techniques to help them quantify, monitor and manage the problem absenteeism.
A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
A study on level of job satisfaction in quality dept employeesProjects Kart
A study on level of job satisfaction in quality department employees conducted at Go Go International Pvt. Ltd. This study has collected an extensive information on level of job satisfaction in the internal quality department. Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of the person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and clarity of the job description/ requirements). Visit http://www.projectskart.com/p/contact-us.html for more information.
A Study on Effectiveness of Recruitment ChannelsProjects Kart
The objective of the study is to develop a Recruitment channel, which will be utilized to ensure that GO GO International Pvt. Ltd is able to identify and prepare for filling key organizational positions with qualified candidates, in advance of actual need, and to assist in managing diversity and workforce planning. Another related objective is to have the right people available, at the right place, at the right time in order to ensure smooth ongoing operations. In other words, to develop effective recruitment process which would grow as well as retain talent and maintain leadership continuity· Develop and prepare a pool of talents to meet future business requirements.
Recruiting and retaining employees in the industry is a critical issue. Smart, ambitious, and highly motivated employees are difficult to keep. Attracting and retaining these people is a challenge. Qualified personnel have to be compensated well and require work that develops their skills and matches their personal interests. Since technical employees require challenging and rewarding work, a slightly different plan must be employed to successfully recruit and retain these workers. Some key factors that aid the recruiting of outstanding technical people are salary, benefits, the organization’s reputation, and rewarding work.
To analyze the contribution of chemist and cosmectic outlets to FMCG poducts ...Shraddha Mishra
|Synopsis |The main objective of this project is about the Study of : Distribution Model adopted by ITC in comparison to Unilever and P&G, Stock |Movement and Inventory maintenance of FMCG goods at Ware House and Visibility solutions of ITC products at retail outlets |
This document describes in detail about the various steps to be taken for creating a new brand. It also talks about brand positioning, market segmentation, market capture and various others strategies that could be taken up to make a new brand success
When we think about refreshment, the first thing that comes to our mind is coffee or tea. Most people prefer coffee and most prefer tea and these two drinks have become a part of a human being’s life.
Here we (I) have concentrated on coffee which is considered as a traditional drinks especially in south India. People here start their everyday life with a cup of coffee. Not only in south India but in all parts of the world people are so dependent and addicted to coffee that it acts as a daily schedule to every body every where. But this coffee is not grown in all parts of the world but is grown in very few places with right kind or weather, atmosphere and most important of all, the soil of that region.
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The sugar industry occupies a major portion in the (organization) industries of India. The sugar industries have rank second next to cotton and textile industries. The sugar industry started since 1830. China is the first producer of sugar in the world. It provides highest direct employment opportunities.
The sugar industry is one of the important Ago-based industry of the country India is the fourth major sugar production in the world. The first three is Russia, Brazil and Cuba. Sugar industry provides direct employment to nearly 3lakh persons this industry supports about 25 million agriculturists. It pay’s both to the central government and the state government about Rs.350 crores by way of different taxes. The capital employed in the industry is of the order of Rs.780 crores. There are about 414 mills producing sugar, which are spread all over the country.
When we think about refreshment, the first thing that comes to our mind is coffee or tea. Most people prefer coffee and most prefer tea and these two drinks have become a part of a human being’s life.
Here we (I) have concentrated on coffee which is considered as a traditional drinks especially in south India. People here start their everyday life with a cup of coffee. Not only in south India but in all parts of the world people are so dependent and addicted to coffee that it acts as a daily schedule to every body every where. But this coffee is not grown in all parts of the world but is grown in very few places with right kind or weather, atmosphere and most important of all, the soil of that region. It is usually grown in hill stations with adequate amount of rainfall and such places which are high above sea level. Therefore in India, Karnataka is such a place, especially South Karnataka which produces the highest amount of coffee in whole India. Most parts of Karnataka such as Chikmagalur district and many parts in Hassan District, and also Coorg.
A Study on Sugar Industry at Chamundeshwari SugarProjects Kart
The discovery of sugarcane from which sugar was produced had been known since thousands of years. It is thought to have originated in New Guinea, and was spread along routes to Southeast Asia and India. The process known for creation of sugar, by pressing out the juice and then boiling it into crystals, was developed in India around 500 BC.
Its cultivation was not introduced into Europe until the middle-ages, when it was brought to Spain by Arabs to thrive in a most favorable climate.
Study on Inventory Management at Reid & Taylor (India) LtdProjects Kart
Inventory is a list of goods and materials, or those goods and materials themselves, held available in stock by a business. Inventory management is primarily about specifying the size and placement of stocked goods. Inventory management is required at different locations within a facility or within multiple locations of a supply network to protect the regular and planned course of production against the random disturbance of running out of materials or goods. The scope of inventory management also concerns the fine lines between replenishment lead time, carrying costs of inventory, asset management, inventory forecasting, inventory valuation, inventory visibility, future inventory price forecasting, physical inventory, available physical space for inventory, quality management, replenishment, returns and defective goods and demand forecasting.
Study on Working Capital Management at PNBProjects Kart
The prime objective of any business is to maximize the value of the company and to maximize the wealth of its shareholders. Working capital management has its own role to play in attaining this goal. Working capital is the funds required for day to day working in a business concern. The working capital management involves deciding upon the amount and composition of current assets and how to finance those assets. There should be a proper trade off between risk and profitability in each decision relating to it. This project work has been undertaken to know the procedures involved in the working capital management in PUNJAB NATIONAL BANK. An attempt is made to study the factors contributing towards working capital and the sources on which the company is depending for funds. The research study was also conducted to derive working capital ratios, to know the performance and efficiency of working capital management and to know the kind of policy adopted in this part of the management. For analyzing the factors and conditions influencing working capital tables and graphs were drawn based on the study. pubjab national bank mba project, summer internship 2017, project reprot, punjab national bank pdf, risk, project report pdf, project report, customer satisfaction in punjab national bank
Study on Mutual Fund is the Better Investment PlanProjects Kart
Mutual funds have become a hot favorite of millions of people all over the world. The driving force of mutual fund is the ‘safety of the principal’ guaranteed, plus the added advantage of capital appreciation together with the income earned in the form of interest or dividend. People prefer Mutual Funds to bank deposits, life insurance and even bond because with a little money, they can get into the investment game. One can own string blue chips like ITC, TISCO, Reliance etc., through mutual funds. Thus, mutual funds act as a gateway to enter into big companies hitherto inaccessible to an ordinary investor with his small investment.
Study on Store Environment and Merchandising Mix at Big BazaarProjects Kart
Retailing consists of those business activities involved in the sale of goods and services to consumers for their personal, family, or household use. Retailing comprises of four elements customer orientation, coordinated effort, value-driven, and goal orientation. The word "Retail" originates from a French-Italian word. Retailer-someone who cuts off or sheds a small piece from something. Retailing is the set of activities that markets products or services to final consumers for their own personal or household use. It does this by organizing their availability on a relatively large scale and supplying them to customers on a relatively small scale. Retailer is a Person or Agent or Agency or Company or Organization who is instrumental in reaching the Goods or Merchandise or Services to the End User or Ultimate Consumer.
Initial Public Offers and Due DiligenceProjects Kart
This report, as the Title “Initial Public Offers and Due Diligence: The Role of a Investment Banker”, is an attempt to bring forth the importance of the process of Due Diligence and the significance of the vital role played by the Investment Banker in managing the issue of an Initial Public Offer (IPO).
When a Company issues an IPO, it means it is going public. The issue of an IPO introduces a great degree of transparency in a Company‟s operations. All the relevant and updated information pertaining to the company is laid down before the investors so that they may make an investment decision. Again, there are set procedures, rules, regulations and laws to be followed in laying down this information before the investors. A document called the Prospectus‟ must be prepared. The Prospectus captures all the necessary information that is to be made available to the investors. Apart from the Prospectus, there are various other company documents that need to be verified and summarized in order to present them before the investors.
Influence of ADR on Underlying Stock PricesProjects Kart
Globalization has opened the door for the investors to avail various investment avenues across the globe. American Depository Receipt (ADR) is one such opportunity to the investing community. The ADR is a proxy for the Indian shares to enable them to be traded in the American stock exchanges. Various studies conducted on Depository Receipts (DRs) have shown that the trading on the DR sin the foreign market has its influence in the home country’s stock in terms of price, volatility and volume. This interested me and this project is concerned about studying “Whether the price fluctuations of ADR affect the corresponding Indian share prices?”
After the liberalization of the economy in 1991, the corporatist started sourcing their capital from both domestic and foreign markets. The Indian shares cannot be directly listed in the American stock exchanges. ADRs have been very helpful in this purpose. So a custodian bank receives the shares as deposit and issues receipt to the market. These receipts are issued in appropriate ratio to the shares deposited with the depository. The market players in the stock exchanges trade these receipts.
Impact of ERP on Organizational Functions in Retail SectorProjects Kart
The business environment has changed more in the last five years than it did in the previous five decades. Winning in today’s business climate requires more than just providing high-quality, low-cost products to customers, when and how the customers want them. The ability to respond to new customer needs and seize market opportunities as they arise, without compromising on the profitability of the firm is critical for the success of any organization. Competitive pressures frequently force manufacturers to decrease prices in spite of the fact that their internal costs continue to rise. Enterprises are continuously striving to improve themselves in the areas of quality, time to market, customer satisfaction, performance and profitability. Making informed business decisions in this manner would enable organizations to accomplish their business growth and at the same time enable them to utilize the information to competitive advantage. To make it possible for the companies to execute this vision, there is a need for an infrastructure that will provide information across all functions and locations within the organization and this is the Enterprise Resource Planning (ERP) solution available in the market today.
The Impact of Creativity and Wow Factor in AdvertisingProjects Kart
The approach used in this report is a case study approach. It essentially deals with two aspects; creativity and WOW factor. These two terms have been defined and the impact they have in advertising has been studied. The objectives of doing such a study were to understand creativity, to define it and to find factors that elicit a WOW response from viewers.
Impact of Advertisements on Investors at HDFC Standard Life InsuranceProjects Kart
This project is managing study on “Impact of advertisement on Investors – A case study in HDFC Standard Life Insurance” The scope of study is regarding the advertisements and therefore the presence of HDFC SLIC with relation to in door advertisements and their advertisements & their effectiveness & out door advertisements, however the folks wish to watch them. to understand the notice within the public like better to watch the ads and medium.
Impact of Advertising on Customers in Tata MotorsProjects Kart
The consumer durable market in India has been very competitive in the recent years, with opening up of market for international players due to liberalization; the domestic players are facing a tough competition. So it‟s time for domestic companies to frame new strategies for their production and marketing activities. An evaluation of the effectiveness of the past activities of a company will enable the company in framing these new strategies. Such an effort has been made through this market research to know the http://www.projectskart.com/ on Customers in TATA MOTORS (A case study in AUTO MATRIX, HASSAN).
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization.
Financial Freedom through Reverse MortgageProjects Kart
The world population structure shows that population worldwide is ageing owing to exaggerated longevity of older folks and small birth rates in developed and most developing countries. Visit www.projectskart.com for more information. In Asian nation alone, statistics show that variety of older as a proportion of population can show a 107% growth, from 113 million in 2016 and 179 million by 2026 severally.
Financial Analysis on Recession Period at M&M TractorsProjects Kart
Financial ANalysis (also stated as financial plan analysis or accounting analysis) refers to an assessment of the viability, stability and profitable of a business, sub-business or project. Visit www.projectskart.com for more information. It is performed by professionals World Health Organization prepare reports exploitation ratios that create use of data taken from monetary statements and different reports. These reports area unit typically given to prime management mutually of their bases in creating business selections.
Effective Supply Chain Management as a Strategic AdvantageProjects Kart
TSS was established in 1913 and since then it has been in Sirsi. The products have got their own brand image and also customers. Based on the service provided by TSS to its customers we can know how the organization considers its customers and its products to the customers. A study Effective supply chain management as a strategic advantage at TSS is undertaken for assessing the supply towards the customers and to understand the expectations of the customers towards arecanut and its products which will in turn help to take appropriate action by the management for removing the loop holes.
Brand Awareness of Spencer's and Comparative Analysis with Big BazaarProjects Kart
By 2004 the retail industry was growing rapidly in India, and Spencer's Retail decided to pursue an aggressive expansion strategy. The company had the customers, the products, and the employees to make it happen. It just needed an IT infrastructure that could support rapid growth. Visit http://www.projectskart.com/p/contact-us.html for more information. Current servers were at capacity, and the company needed to upgrade before adding new stores. Amit Mukerjee, Group CIO of the RPG Group, describes the challenge as part of the learning curve for retail development in India. ―Retailing is a new business in this country. As the business matures, the process matures, and IT systems must evolve accordingly. The company also needed an enterprise resource planning (ERP) solution to handle critical processes such as supply-chain management. It decided to implement mySAP ERP, now called SAP ERP, and realized the solution needed to run on high-performance servers. Spencer's Retail evaluated several possibilities, including servers from HP, IBM, and Sun Microsystems. It decided to build its IT infrastructure on Sun systems for several reasons. Sun SPARC Enterprise Servers had the performance and scalability needed to sustain its business, and they delivered higher performance at less cost. Sun's knowledge of the retail space in India, as well as its long history with RGP Enterprises, were also deciding factors.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
1. Projectskart.com
Visit www.projectskart.com for more information
INTRODUCTION
TITLE OF THE PROJECT:
A study on “Employee Absenteeism’’ with special reference to GO GO
INTERNATIONAL Pvt. Ltd., HASSAN.
OBJECTIVES OF THE STUDY
1. To identify the reasons for Absenteeism
2. To measure the Employees Absenteeism level.
3. To identify steps required to decrease the Absenteeism.
4. To study, Employees working conditions.
5. To identify factors that motivates the Employees, which minimize
Absenteeism
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SCOPE OF THE STUDY:
The development of any organization depends on the regularity of employees. The
study is conducted to know the various levels and reasons for absence of employees in an
organization. By looking it, one can adopt corrective measures to decrease irregularities
in the organization ,leads to organisational growth.
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PROBLEM STATEMENT:
Important characteristics of Indian workers are that, they are in the habit of
abstaining from work compared to workers of other countries. The rate of Absenteeism
ranges from 4.3% to 44.8%.It also varies with the seasons in the year, the highest being
during May, June of every year. The main reasons for absenteeism are sickness, accidents
or maternity. These factors accounted for about 1.1 to 6.6%. Social and religious causes
as high as 1.7% to14.2 %.Other causes like visiting villages for attending litigation, rest,
and recreation account for 0.1% to17.5 % of total absenteeism. Absenteeism is directly
effects on the progress of the country and as such the companies are facing a downward
trend due to recession and all that are involved in the process are to be looked into. So I
have selected this work at GO GO INTERNATIONAL Pvt. Ltd., Hassan to identify the
level of absenteeism and to facilitate the company to move in this direction and find some
progressive results. Naturally organization has to look in to these aspects and need to find
suitable remedial measures so that qualitative and quantitative progress can be achieved.
In this present study Employees Absenteeism is analysed in depth.
Projectskart.com 3
4. Projectskart.com
RESEARCH METHODOLOGY
There are 3 types, they are:
1. Explorative
2. Descriptive
3. Experimental
Descriptive methodology is used in the present study.
Data Sources:
Primary Data:
The Primary data was collected from the respondents by administering a
structured questionnaire and also through observations, interviews & discussion with
Management team.
Secondary Data:
Apart from Primary data, the secondary data is being collected through Text
books, records of GO GO International Pvt. Limited, Journals from Library, Academic
Reports, and Internet , used for this study.
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Sampling:
Sample Population:
There are total 1115 employees working in the organization.
Sample Size:
Out of the total population, the sample taken among respondents from the quality
department is 95.
Sampling Area:
The research was conducted at quality department of GO GO International Pvt.
Limited Hassan.
Sample Method:
The research was made by the survey in accordance to the convenience of the
employees. So the sample type is convenience sampling.
Projectskart.com 5
6. Projectskart.com
TOOLS USED FOR ANALYSIS
Instrument:
A structured Questionnaire is used, and the type of questionnaire is target
questions.
Method:
The research was conducted by using contact methods through Questionnaire,
Interview and Observation. The information was collected from the employees of quality
department only.
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7. Projectskart.com
DATA ANALYSIS TECHNIQUES:
The data is analyzed with” Simple analysis technique”. The data tool is percentage
method.
Percentage method is used in making comparison between two or more criteria.
This method is used to describe relationship.
Percentage of Respondents = No. of Respondents/ Total no of Respondents X
100
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8. Projectskart.com
2.1 INDUSTRY PROFILE
Indian textile industry can be compared to a pyramid of ice floating in water.
“Only one tenth of the pyramid is visible, in the form of large textile mills in the
organized sector. The body of the textile pyramid consists of the decentralized power
loom and handloom sectors, which account for the bulk of India’s production. The base of
the pyramid is the downstream apparel and household textile sectors. The entire pyramid
employs about fifteen million (as in 2007, it was estimated 20 million) workers-most of
whom work in small firms in the decentralized sector”. Indeed, the structure of the Indian
textile industry is as varied and deep-rooted as is its reform, challenging and daunting
Indian textile and clothing industry is the largest foreign exchange earner for the country,
and employs over 20 million people, second only to agriculture. India cannot afford to let
this industry grow sick. That would be nothing short of a human tragedy. Until the era of
globalization liberalization was launched at the opening of the current decade, the
domestic market was a protected turf, and a seller’s market.
However, with the forces of globalization having been unleashed, and accentuated
by the coming into force of the WTO in 1995, there is no looking back. The world has
changed and is changing. In the borderless world, only the fittest would survive. Indian
textile and clothing industry is beset with several shortcomings, in no small measure due
to the lop-sided govt. policy in the post-1947 India.
But now it must change. It must change if it is not be blows away by the global
market forces, both in the international market as well as by imports in the domestic
territory.
And contrary to the common refrain of the industrialists in textile industry, the
onus of infusing a refreshing change lies more on the industry (firms) than on the
government. This is not to be little the significant role of a facilitator that govt alone can
provide. But competitive strategy originates at the level of the firm. No amount of
macroeconomic change can make the firms in the industry competitive. The govt. must
evolve a national policy, which can act as a general guideline for the firms to define their
unique positioning strategy. Given the national environment, the firms must control their
own destiny, or someone else will.
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2.2 COMPANY PROFILE
2.2 1 PROMOTORS AND MANAGEMENT:
GO GO International Pvt .Ltd., a privately owned company being managed by the
promoters. The company was started in 1983 by Mr.S.S.Goenka who hails from a family
of entrepreneurs. Mr.Goenka alone managed his business for many years and strived to
put Go Go International amongst well established exporters.
Some years later, Mr.Rajeev Goenka, the elder son joined hands in the business
with his father. Mr.Rajeev Goenka a Mechanical Engineer gave a whole new outlook to
the business. His engineering background helped him look at new and better technology
for improving quality of products, improving design and reducing time. He personally
supervises the production processes and ensures a smooth and unbroken flow.
Mr.Achal Goenka, a Doctor by profession and the second son of Mr.S.S.Goenka
also joined hands in the business in 1992. He is conversant with the latest international
trends and tastes. Quality control is an obsession with him. In the process to maintain
quality of fabrics, a process house for dyeing and printing of different kinds of fabric was
incorporated in 1995.
A company that started off modestly started increasing its business across the
globe and is presently doing a turnover of over 6 million garments every year and
increasing constantly. In the increasing and thriving business, Ms.Nirmal and Ms.Lalita
the daughter-in-laws of Mr.S.S.Goenka have also joined hands in running the ever
expanding demand.
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2.2. 2 MARKETS AND CLIENTS:
GO GO exports garments to EU countries like Italy, France, Spain, Belgium,
Norway, Holland, Germany, Austria and also Switzerland, Scandinavia and Hungary.
Outside Europe GO GO exports to the United States of America, Canada, Mexico and
Australia. In America they are supplying to firms like Vanity Fair, Steven Berry, and
Blake Hollister etc.. In Europe their main customers are Coop, Bestseller, Replay, Adler,
Guru, Makro Stores and SCA Textiles etc.
GO GO International customers span a wide spectrum- order sizes vary from
5,000 units to 1 million units. All receive the same care and attention that Go Go is
known for.
When GO GO International decides to accept a client, a complete team is assigned
to the task at hands. Each team comprises of a Sr. Merchandiser, Merchandiser, sampling
team and production controller for both sales and production.
2.2 3 VISION:
“Begin with a vision Build with resources that are dynamically matched with a
strong commitment to excellence in products and processes, through a team of dedicated
people, while ensuring a clean environment for our plant, the Earth. All to serve the
customer better.”
2.2 4 MISSION:
“To truly partner with our customers to deliver business solutions which rest on product
differentiation?”
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2.2. 5 QUALITY POLICY
GOGO INTERNATIONAL COMMITTED TO:
1. Supplying products of consistent quality to satisfy the customer’s requirement.
2. Delivering the goods at the right place at the right time and at the right price.
3. Responding quickly and effectively in all communication with customers.
4. Training of all employees in achieving the products of high quality.
5. Ensuring good quality raw material supply from suppliers.
6. Having effective communication with suppliers.
This will be achieved through the implementation and maintenance of a well-
documented system to meet the requirement of buyer’s standard.
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2.3 PRODUCT PROFILE:
GO GO Intentional Company’s commitment to specialization extents to the fabric
used to manufacture garments. The main range is of garments made from knitted fabric.
The company caters to Men’s, Ladies and Children knitted garments. The range
includes outerwear, sportswear, party wear, Nightwear and active wear.
Recently GO GO International has also ventured into ladies fashion garments in
Woven fabrics. This was mainly to consistent insistence from their existing buyers. Now,
they are in the verge of expanding their dimensions in woven garments also.
The fabric for manufacture is mostly acquired locally. At times it is sourced from
Taiwan, Hong Kong, Singapore or Korea to meet individual requirements.
Go Go has computerized embroidery machines which are capable of producing
10,000 pieces per day. Go Go also has in house facilities for hand embroidery.
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2.3. 1 COMPETITORS:
The main competitors of GOGO International are Gokul Das Exports, Gokul Das
Images, Shahi Exports, and Bombay Rayon etc.
2.3. 2 INFRASTRUCTURE:
GO GO has invested heavily in infrastructure, not only for manufacturing of
garments but also to streamline the entire production and marketing process. GO GO has
made Hassan it’s hub for manufacturing facilities as well as its support department:
Shipping, Quality control, Designing, Sampling, Embroidery, Computer Systems and
Accounts. It also has sourcing, marketing and manufacturing offices at Delhi, Ludhiana,
Tuticorin and Tirupur. Three Showrooms are maintained for fashion and high fashion
garments. Overall GO GO International employs around 2000 employees which include
over 300 administrative staff.
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2.3. 3 DEPARTMENT OF HUMAN RESOURCE MANAGEMENT:
Mr.Vasudeva P V, Hr manager heads the HR department. The staffs of HR Dept.
include the junior Hr executives, a welfare officer, a nurse, a crèche in charge, house
keeping staff.
HR VISION:
“Build with resources that are dynamically matched with a strong commitment to
excellence in products and processes, through a team of dedicated people, while ensuring
a clean environment for our planet, the Earth. All to serve the customer better”.
Functions performed by the HR Department
Recruitment
Induction
Time office
Wages & salary administration
Industrial relations
Safety& welfare
Security
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Recruitment and selection procedure:
In GO GO International Pvt. Ltd recruitment procedure is as follows. First,
Department Heads will do the manpower planning. After identifying the manpower need
they send a report as per qualification and required number of candidate, to HR
Department? From there the issue would be discussed with the management and if it is
really required then the HR department will take proper steps for recruitment.
After that they will take proper steps like advisement, are placed in papers,
approaching consultancies for recruitment and also recruit employee through referrals.
Recruitment is a centralized process in GO GO International Pvt.Ltd both external&
internal sources of recruitment are carried out on to recruit applicants. The management
will conduct a medical test, so as to know whether they are fit to work. Training is given
to selected candidates.
INDUCTION:
The induction programme will be conducted for newly appointed candidates. The
selected candidates are introduced to their colleagues, their workplace etc. They are
appraised to the nature of duties, leave benefits, salary, position in hierarchy etc.
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2.3. 4 TRAINING:
IDENTIFICATION OF THE TRAINING NEEDS:
Training needs may be new training needs or retraining needs. These are
identified once in a year. Department heads identify the training needs of their employee
through appraisal system. New employee is assigned a new job and is trained for the
same.
Training needs are considered at 3 levels
1) Individual level
2) Department level
3) Organization level
Kinds of training provide
On the job training
In house training
Annually Training Dept. prepares its own training calendar. It also prepares
monthly training schedule& all the employees are given the required training.
Wages and salary administration:
Wages and salary administration is computerized and it is calculated on the basis
of attendance. .In case of unpaid wages & salary reconciliation is made .When an
employee resigns full and final settlement of his account is made.
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2.3 5 LABOUR WELFARE FACILITIES
GO GO International Pvt.Ltd provides many labour facilities some of them are as
mentioned below;
Canteen:
The canteen at the company is well maintained and is under contractual basis.
Employees are provided with subsidized food during the working hours. The objective of
this facility is to provide clean, hygienic and nutritious food for the workers at cheaper
cost, providing neat hygienic place for workers to consume food. Canteen provides a
meeting place for all the workers.
First Aid facility:
First Aid boxes at cupboards well equipped with the prescribed medicine are
provided in all the departments. Each box is in charge of responsibility of the person who
holds a certificate in the first aid treatment. Ambulance room service is also provided
during the working hours. An ambulance van is maintained in the company to take
employee to the hospital in case of accident.
Maternity benefit:
ML is payable for a maximum of 12 weeks in case of confinement and minimum
of 6 weeks.
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Disablement benefit:
If there were any temporary disablement due to employment injury then if the
person were insured he would be compensated with about 70% of daily average wage. If
disablement is permanent, then periodical payment is paid for the person who is insured
or to the dependent of the injured person.
Reward for best service:
Every employee is rewarded for outstanding performance in the factory. Cash
prize and other benefits are given. This implies to workmen to the grade up to the junior
managers..
2.3. 6 LEAVE ADMINISTRATION
Earned leave:
Permanent workmen who have actually worked in a particular leave year for 240
days would be entitled for 12 days EL. For the days worked in excess of 240 days,
concerned workmen would be entitled to 1 EL for every 20 days actually worked.
Creche:
The factory has a special facility for the employees of the organization .The
crèche looks after the children of the employees during their working hours. Children
between the age group of 1 year to 4 year will be taken in. Every child birthday will be
celebrated by cutting cake & the child would be given a birthday gift from the company.
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Employee welfare:
The welfare officer will look after employee welfare. They will be having many
important responsibilities to be taken care of. Welfare officer is in charge for the
induction of the new employees. He/ she have to guide the employees by educating them
about the welfare benefits, like PF, Insurance, etc.
He/she arranges regular workshops, demos, lectures, seminars, etc for the
employee. For example
· Monthly awareness programme for new employees.
· Safety measures taught to the employees
· Personnel hygiene
· Extinguishing fire
· Women’s day celebration etc…
2.3. 7 DIFFERENT COMMITIES:
· Canteen committee
· Prevention of Sexual Harassment committee
· Health & Safety committee
· Works committee
Canteen committee:
This committee looks after the canteen issues in the factory. The committee
consists of 10 members. They organize a meeting at the end of the month and discuss
various issues about the canteen facilities. They also collect feedbacks from the
employees regarding the food provided. Hygiene, one among priorities suggestion if any
given are work out.
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Committee against sexual harassment:
As 70% of the employees in the factory are women. A committee is set up to take
care of the subtle issues revolving around the women employees. Any behaviour, which
would lead to embarrassment of the women employees, would be taken note of. Any
person who tries to misbehave with the women workers would be taken from a work.
Such situation would be dealt with, at most dignity. And such kind of issues would be
kept as confidential as possible.
Health & Safety committee:
A group of workers form a committee to look after the safety of the co workers.
Such as the protection gadgets provided are good or not. While working the employee is
using those gadgets or not. What are the extra measures to be taken for the safety of
workers? Etc .are dealt in detail.
Works committee:
As per Industrial Dispute Act.
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Working hours:
The working hour’s intervals & name and particulars of factory management, date
of disbursement of wages is prominently displayed in Form No.10 in factory premises.
Attendance:
i. Every employee shall register his attendance by Bio-Metric and his punch
ii. Card -once before commencing work very day and once at the end of the day.
iii. Day (close of work hours).
iv. This facility does not enforce on employees who have not completed 18 years of
age, child labour is strictly prohibited.
v. Every employee shall therefore commence his/ her work at his / her assign end
place and at the time fixed for commencement of work in accordance with the
notified work hours.
vi. The starting & closing of the work period , the starting & closing of interval
period shall be notified from time to time & shall be signalled by the sound of an a
siren.
vii. Employees in completion of working / shift hours leave the factory premises
immediately with in 15 min from the close of shift hours.
viii. If any employees is late to work whether at commencement of shift/ working
hours or after lunch interval for more than 3 min in the month during two
successive or for more than 5 times in month shall be declared as habitually late &
shall be liable for disciplinary action.
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Entry, exit and search:
I. All employees shall enter or leave factory premises by the gate or gates
specified for the purpose.
II. No employee shall enter the established factory premises except when on duty,
without the permission of the security or any other officer authorized by the
Management in this behalf.
III. No employee shall take with him, inside the factory, any outside person /
friend /relative without the permission of the officer authorized on behalf.
IV. The entire employee shall be searched at the factory main gate or such other
specified entrances by the security staff on duty or by others appointed by the
manager for the purpose.
V. Any employee, who is off duty, has been granted or has resigned or is not
working for any reason, shall immediately leave the factory premises and shall
not enter any part to it except with permission of the officer authorized in this
behalf.
VI. No employees shall leave factory premises during duty hours except after
obtaining written permission of the authorized officer and with a gate pass. If
any employee desires to leave the factory premises during the hours of work
notified for him/ her, he/she shall obtain the prior consent of and a gate pass
from the manager, and in the absence of manager, from the in charge manager
or any other officer authorized in this behalf.
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2.4 SWOT ANALYSIS:
2.4 1 Strengths
1. Location
2. Less Competition
3. Support from Govt.
4. High quality products
5. Low cost of production due to Economies of Scales in terms of Labour, Land,
Raw materials ,etc
6. Good Infrastructural facilities
7. Dedicated top level management
8. Conducive working environment
9. Workers participation in management
10. Good Industrial relations
11. Government support as this is an export oriented firm and operates in semi rural
area
12. Set up in a SEZ, developed by the Central government
13. Wide opportunity for textile industry
14. Updated technology
15. Only exporting so that they can avoids the risks of local market
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2.4 2 Weakness
1. Unattractive salary for unskilled employees
2. Inflexible working hours
3. Political interference
4. Inconvenient Transportation
5. High number of unskilled employees
6. Located a bit far from cities
7. Lack of recreational opportunities at Hassan
8. So far from harbours and Airways
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2.4 3 Opportunities:
1. High level of expansion is possible
2. Can export to different countries
3. Can provide employment for rural class of people
4. Can diversify business as the set up cost is comparatively low at Hassan
5. Can cater domestic customers
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2.4 4 Threats:
1. Intervention of political parties in to trade unions and management unions
2. Entry of new competitors
3. Fluctuation of foreign currency rates due to global cues
4. Entry of Chinese products into market can adversely affect sales and
profit margin.
5. Heavy rainfall would slowdown the progress of work
6. Situated in outskirts
7. Changes in technology
8. Growing power of Trade union
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3. 1 LITERATURE REVIEW:
Human Resource Management function concerned with hiring, motivating and
maintaining people in an organization. It focuses on people in organizations. Human
Resource views people as an important source or asset to be used for the benefit of
organizations, employees and the society. It is emerging as a distinct philosophy of
management aiming at policies that promote mutuality – mutual goals, mutual respects,
mutual rewards and mutual responsibilities. The belief is that policies of mutuality will
elicit commitment which in turn will yield both better economic performance and greater
human resource development.
3.1 1 Introduction to Human Resource Management:
Modern organizational setting is characterized by constant changes relating to
environment factors and human resources. As regards environmental factors, we find
changes in the operating organizational structure, the networking procedures, customs or
norms and the economic, political and social patterns in which organizations exist.
Moreover, there is constant change in human resources. New individuals are being
employed with their new ideas and expectations while the existing workforce is
constantly changing vis-à-vis ideas, attitudes and values.
Although the changes may provide solution to some problems, it may create several new
ones. There is an urgent need to understand these problems, anticipate them and to find
solutions to them. The responsibility to find out solutions to these problems lies with every
manager who has to be prepared to deal with different changes effectively through
educational and developmental programs. Obviously, every manager is responsible for
management of human resources of course with the advice and help of personnel department.
Management of human resources is the essence of being a manager who has to get things
done through others. Specifically, his task relates to leading, mobilizing and directing the
efforts of people without which he can be a technician but not a manager. Thus, every
manager has to develop and maintain his competence in managing human resources which
have assumed utmost significance in modern organizations.The term Job Satisfaction is of
almost significance from the standpoint of employee morale. It refers to employee’s general
attitude towards his work.Lock defines work Satisfaction as a pleasurable or positive
emotional state resulting from the appraisal of one’s work or work experience. The extent
that a person’s work fulfils his dominant need and is consistent
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with his expectations and values, the work will be satisfying.The job satisfaction factors
which can have influence on attitudes, these can be considered as motives. The
relationship between man and work has always attracted the philosophers, scientists and
novelists. A major part of man’s life is spent work. Work is a social reality and social
expectation to which men seem to confirm. It not only provides status to the individual
but also binds him, to the society.
Job satisfaction is a persons attitude towards the job. Positive attitude towards the job are
equivalent to job satisfaction where as negative attitude towards the job is equivalent to
job dissatisfaction. Job satisfaction has been define variously from time to time.
“The term job satisfaction refers to an individual’s general attitude towards his or her job,
while a person who is dissatisfied with his or her works holds negative attitude about the
job”
The role of human resource management in organisations has been evolving dramatically
in recent times. The days of Personnel Department performing clerical duties such as
record keeping, paper pushing and file maintenance are over. HR is increasingly receiving
attention as a critical strategic partner, assuming stunningly different, far reaching
transformational roles and responsibilities. Taking the strategic approach to human
resource management involves making the function of managing human assets the most
important priority in the organisations and integrating all human resource policies and
programmes the frame-work of a company’s strategy. Effective utilisation of human
resource can assist organisations in achieving competitive advantage.
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3.1 2 Definition:
Human resource management is a management functions that helps manager’s recruit,
select train and develop members for an organization. It focuses on the people in
organizations
According to Michael J . Jucius defined as “the field of management
which has to do with planning, organizing, directing and controlling the functions of
procuring ,developing .maintaining and utilizing the labour force .
, such that the –
1. Objectives of the company is established are attained economically and
effec-tively
2. Objectives of all levels of personnel are served to the highest possible
degree, and
3. Objectives of society are dually considered and served”.
HRM can be defined as managing (planning, organizing ,directing and controlling )the
function s of employing ,developing and compensating human resource resulting in the
creation and development of human relations with a view to contribute proportionately
due to them) to the organizational ,individual and social goals.
Human Resource Management function concerned with hiring, motivating and
maintaining people in an organization. It focuses on people in organizations. Human
Resource views people as an important source or asset to be used for the benefit of
organizations, employees and the society. It is emerging as a distinct philosophy of
management aiming at policies that promote mutuality – mutual goals, mutual respects,
mutual rewards and mutual responsibilities. The belief is that policies of mutuality will
elicit commitment which in turn will yield both better economic performance and greater
human resource development.
Components of human resource are skills knowledge value Creative ability.
Human resource management:
While managing the human resources one has to perform tasks like
a. Employing the people
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b. Developing the resources
c. Utilizing the resources and compensating their services in tune with the job and
organizational requirements
Human resource refers to the knowledge skills abilities talents aptitude, values and
beliefs of an organization’s workforce. Knowledge skills, creative abilities and talents
play an important role in deciding the efficiency and effectiveness of an organizations
workforce.
Human resource development improves the utilization value of an organization.
The difference in the level of performance of two organizations also depends on
utilization value of human resources.
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3.1 3 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:
The importance of HRM can be discussed under three standard points:
1. Social significance: Management of personnel enhances their dignity by
satisfying their social needs. This is done by:
i. Providing suitable and most productive employment, which
brings them psychological satisfaction.
ii. Making maximum utilization of the resource in an effective
manner and paying the employees a reasonable compensation
in proportion to the contribution made by him.
2. Professional significance: By providing healthy working environment it
promotes teamwork in the employees. This is done by:
i. Marinating the dignity of the employee as a human being.
ii. Providing maximum opportunities for personal dept.
3. Significance for individual enterprise : It can help the organization in
accomplishing its goal by:
i. Creating right attitude among employees through effective
motivation.
ii. Securing willing communication operation for achieving goals
fulfilling their own social and other psychological needs like love,
affection, esteem etc.
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3.1 4 Evolution of Human Resource Management:
Human Resource, a relatively new term emerged during the 1970s.Many people continue
to refer to the discipline by its older, more traditional titles, such as personnel
management or personal administration.
The trend is changing. The term nowadays used in industry circle is Human
Resource management. Coming to the evolution of HRM as a subject, it may be stated
that concern for the welfare of workers in the management of business enterprises has
been in existence since ages. Kutilya’s Arthashastra states that there existed a sound base
for systematic management of resources during as early as the 4th
century BC. These
processes took momentum only when government took active measures during resent
past by various rules and regulations under Industrial Dispute Act and related Acts.
However the employees will have various reasons to deviate from this. When the growth
of the industry is disturbed due to irregularity of the employees, government showed
interest in the operation of public and private sector enterprises and provided systematic
procedures for regulating employer –employee relationships.
Development of HRM in India:
• In 50’s, people were recruited ‘to do and die’
• In 60’s, concept of managing people
• In 70’s, realised that productivity depended on people
• Employees started demanding over and above their salaries
• Personnel department – renamed as Human resources
• Management theories were introduced
• Concepts of participative management, Kaizen, Total quality management,
empowerment, etc,
• In Indian context, emotions, feelings, empathetic perceptions, and affective
components influence people
• Hierarchy, status, authority, responsibility, and accountability are structural
concepts
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• Subordinates expect that the superior should have integrity, higher performance
skill, commitment, guidance and leadership qualities, support and patronising
tendencies, accessibility, wider vision, sense of empowerment, and credibility
• Boss expects commitment to job, integrity, competence, reliability, initiative,
loyalty to the organisation, self-discipline, accountability and job involvement
• A good HRM environment ensures balanced interaction between the two set of
expectations and harmony
• HRM strategies in India have to focus on better individual-organisation interface
and greater emphasis on organisational effectiveness than on personal success
3.1 5 Importance of Human Resource Management:
The importance of HRM can be discussed under three standard points:
1. Social significance: management of personnel enhances their dignity by satisfying
their social needs. This is done by:
· Providing suitable and most productive employment , which brings sthem psycho-
logical satisfaction
· Making maximum utilization of the resources in an effective manner and paying
the employees a reasonable compensation in proportion to the contribution made
by him
2. Professional significance: by providing healthy working environment it promotes
teamwork in the employees. This is done by
· Marinating the dignity of the employees as a human being.
· Providing maximum opportunities for personal department.
3 Significance for individual enterprise : It can help the organization in accomplish-
ing its goals by
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· Creating right attitude among employees through effective motivation.
· Securing willing communication operation for achieving goals fulfilling their
own social and other psychological needs like love, affection, esteem etc.
3.1 6 Scope of HRM
The scope of HRM is indeed vast. All major activities in the working life of a worker
from time of his or her entry into an organization until he or she leaves – come under the
purview of HRM. Specifically,the activities included are HR planning , job analysis and
design , recruitment and selection, orientation and placement , training and
development , performance appraisal and job evaluation , employee remuneration ,
motivation communication , welfare, safety and health, industrial relations and the like.
For the sake of convenience all these functions into seven sections as shown in the figure
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Nature of
HRM
Prospects Employe
of HRM e Hiring
Human
Resource
EmployeeManagem
Industria ent and
l Executive
Remunerat
Relations ion
Employee
Employe
e
Maintena
Motivati
nce
on
Figure – representing the scope for HRM
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3.1 7 HRM Functions:
HRM is the process of acquiring, training, appraising, and compensating employees, and
attending to their labour relations, health and safety, and fairness concerns. ‘People or
Personal aspects’
Human Resource Management must perform certain functions. These functions have
been stated while outlining the scope of HRM.
· Conducting job analysis
· Planning labour needs and recruiting job candidates
· Selecting job candidates
· Orienting and training new employees
· Managing wages and salaries (Compensating)
· Providing incentives and benefits
· Appraising employees
· Communicating (Interviewing, counselling, & Disciplining)
· Training and developing
· Building employee commitment
· Union management
· Assessment
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3.1 8 Importance of HR management to all managers:
· Hire the wrong person for the job
· Experience high turnover
· Have people not doing the best
· Waste time with useless interviews
· Have your company cited under occupational safety laws for unsafe practices
· Have some employees think their salaries are unfair and inequitable
· Allow a lack of training to undermine effectiveness
· Commit any unfair labour practices
.
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3.2 Absenteeism:
Employee’s presence at work place during the scheduled time is highly essential
for the smooth running of the production process in particular and the organization in
general. Despite the significance of their presence, employees sometime fail to report at
the work place during the scheduled
time. Absenteeism refers to the failure on the part of employees to report to work
though they are scheduled to work. In other words, unauthorised absences constitute
Absenteeism.
Absenteeism costs money to the organization, besides reflecting employee
dissatisfaction with the company. Like employee turnover, there is avoidable and
unavoidable absenteeism. Absenteeism is unavoidable when the employee himself or
herself fell sick, his or her dependence at home suddenly become unwell or there is an
accident inside the plant. Unavoidable absenteeism is accepted by managers and is even
sanctioned by labour laws. Foe instance, one days’ leave with wages for every 20 days of
service is allowed by the factories Act 1948.
Avoidable absenteeism arises because of night shifts, opportunities for
moonlighting and earning extra income, indebtedness, lack of job security, job
dissatisfaction and unfriendly supervision. This needs intervention by the management.
Labour Bureau, Simla, defined the term ‘Absenteeism’ as “the failure of a worker
to report for work when he is scheduled to work.” Labour bureau also states that
“Absenteeism is the total man-shifts lost because of absence as a percentage of the total
number of man-shifts scheduled to work.” According to Webster’s Dictionary,
“Absenteeism is the practice or habit of being an ‘absence’ and an absentee is one who
habitually stays away.”
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3.2 1 Types of Absenteeism:
Absenteeism is of 4 types:
Authorised Absenteeism: If an employee absents himself from work by taking
permission from his superior and applying for leave, such absenteeism is called as
Authorised Absenteeism.
Unauthorised Absenteeism: If an employee absents himself from work without
informing or taking permission and without applying for leave, such absenteeism is called
as Unauthorised Absenteeism.
Wilful Absenteeism: If employee absents himself from duty wilfully such
absenteeism is called Wilful Absenteeism.
Absenteeism caused by circumstances beyond once control: If an employee
absents him from duty owing to circumstances beyond his/her control like involvement in
accidents or sudden sickness, such Absenteeism is called Absenteeism caused by
circumstances beyond once control.
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3.2 2 Features of Absenteeism:
Research studies undertaken by different authors reveal the following features of
absenteeism.
The rate of absenteeism is the lowest on pay day; it increases considerably on the
days following the payment of wages and bonus.
Absenteeism generally high among the workers below 25 years of age and those
of above 40 years of age.
The rate of absenteeism varies from department to department within an
organization. Generally it is high in production department.
Absenteeism in traditional industries is seasonal in character.
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3.2 3 Causes of Absenteeism:
· The following are the general causes of Absenteeism
· Maladjustment with the working conditions.
· Social and religious ceremonies
· Unsatisfactory housing conditions at the work place
· Industrial fatigue. The industrial fatigue compels workers to remain outside the
work.
· Unhealthy working conditions
· Poor Welfare Facilities
· Alcoholism
· Indebt ness
· Maladjustment with the job demands
· Unsound Personal policies
· Inadequate leave facilities
· Low level of Wages.
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3.2 4 Categories of Absenteeism:
K.N.Vaid classifies chronic absentees in to five categories.
1. Entrepreneurs
2. Status seekers
3. Epicureans
4. Family oriented
5. Sick and the old
Entrepreneurs: This class of absentees consider that their jobs are very small for
their total interest and personal goals. They engage themselves in other economic
activities and sometime social activities to fulfil their goals.
The status Seekers: These types of absentees enjoy or perceive a higher ascribed
social status and are keen on maintaining it.
The Epicureans: This class of absentees do not like to take up the jobs which
demand initiative and responsibilities, discipline and discomfort. They wish to
have money, power, and status but are unwilling to work for their achievements.
Family oriented: This type of absentees are often identified with the family
activities
The sick and the Old: These categories of absentees are mostly unhealthy with a
week constitution or old people.
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3.2 5 Calculation of Absenteeism Rate:
· Absenteeism is computed and is expressed in terms of percentages.
· Absenteeism can be calculated with the help of following formula.
Absenteeism Rate = Number of Man days lost X 100
Number of Man days scheduled to work
· Absenteeism rate can be calculated for different employees and for different
time periods like month and year.
· The frequency rate reflects the incidence of absence and is usually expressed
as the number of separate absence in a given period, irrespective of length of
absences. The frequency rate represents the average number of absences per
worker in a given period.
· Frequency rate = total no. of times in which the leave was availed/total no. of
Man days scheduled to work x 100
· Severity Rate: severity is the average length of time lost per absence and is
calculated by using the formula.
· Severity rate = Total no. of absent during a period / Total no. of times absent
during that period x100
· A high severity rate indicates that the employee is absent for longer durations
each time. High frequency and severity rates indicate that the employee is
absent more frequently and for longer durations each time resulting in high
absenteeism even in absolute terms.
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3.2 6 Recent Trends:
Recent studies have revealed that workers’ link with the village as a cause of
instability in the labour force has become more or less a matter of history .Now the
workers do have their link with the village; but they do not go there for any economic
pursuit. They go mainly for relaxation or attending social ceremonies and spending long
holidays. As observed by the labour investigation committee “the factory workers
retained their contacts with the villages more for rest and recuperation than for attending
to cultivation. The workers have almost lost their economic interest in land and have
adhered to their way of life or occupation they have chosen.
The factual survey conducted by the Committee has shown that greater
concentration of the working class in industrial areas has led to the rise of an industrial
proletariat in most cities. It has referred to the fact that there is a greater stability in the
labour force in those centres where the employers have looked after their workers by
paying them a decent living wage, providing good housing accommodation and making
provision for pension for the future. The committee was of the view that the “village
nexus need not to be encouraged as most of the workers are landless labourers and have
no stake in land. The joint family and the caste are steadily deteriorating and economic
supporters of the workers. At this present juncture, the workers are in a transitional stage
in which they are gradually losing the support of the village and have not been able to
secure a firm footing in industrial areas. In view of this, to turn back the clock and either
to prevent the worker from coming to the town or to force him back to the village would
be a step in the wrong direction. The committee further observed “
“Workers were prepared to stick to the town to a greater extent than before, to fight
for their legitimate rights and to seek livelihood in urban rather than rural areas. The
stabilization of the labour force in industrial towns was a matter of compulsion rather than
choice.” The committee, therefore emphasised that the “stability of labour can be brought
about by improvement in working and living conditions, generally in industries in which
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such workers are called upon to work and to provide measures of social security for the
workers.
The national Commission on Labour has pointed out “Over the last 25 years, the
trend towards the stabilization of industrial labour has been further strengthened. A
worker today is far more urban in taste and outlook than his predecessor. The idyllic
notion of a village nexus has receded to the background owing to the positive measures
undertaken in the interest of industrial labour. Even in the more distant plantations; settled
labour is more in evidence now.”
The national Commission further observes as “Industry expanded include a wide
variety of skilled and unskilled jobs, industrial work ceased to be the monopoly, of
migrants from villages. Young persons in the urban families, traditionally averse to
accepting factory environment have been seeking employment there. Besides when
employers began offering incentives for regularity and productivity even rural migrants
reduced the frequency an duration of their visits to villages. As measures for providing
minimum facilities and social security began to be undertaken, workers were increasingly
attracted by them and lack of commitment became a less serious problem.
Studies in Bombay, Delhi and Jamshedpur show that the earlier migrants have still
an urge to go back to the village; but the latter ones show increasing commitment to urban
life and factory work .The age of worker is also a factor for urban attraction works more
strongly on the young.
The commission conclude “A vast majority of the workers in cities are committed
to factory jobs. In other industries a second or even a third generation of workers has
emerged. A self –generating working class with its roots in industrial environment in
which a worker is born and bred is growing in strength.”
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3. 2 7 Measure to minimise absenteeism:
Absenteeism affects the organization from multiple angles. It severely affects the
production process and the business process. The effect of unauthorised Absenteeism is
more compared to other type of Absenteeism. However it would be difficult to
completely avoid Absenteeism. Managers stood take steps to remove causes of
absenteeism. On the positive side managers must create work environment which will
make the employees realise that it make sense to the work in the factory rather than
staying at home and waste their time.
The following measures are useful in controlling or minimising absenteeism:
· Selecting the employee by testing thoroughly regarding their aspirations, value
systems, responsibility and sensitiveness.
· Adopting a humanistic approach in dealing with the personal problems of
employees
· Following a proactive approach in identifying and redressing employee
grievances.
· Providing hygienic working condition
· Providing welfare measures and fringe benefits, balancing the need of the
employees and ability of the organisation.
· Providing high wages and allowances based on the organizational financial
position.
· Improving the communication network .
· Providing leave facility based on the needs of the employees according to
organisational standards.
· Providing safety and health measures
· Providing cordial human relations and industrial relations
· Educating the workers regarding health and hygiene.
· Granting leaves and financial assistance liberally in case of sickness of employee
and his/her family members.
· Regularity to be encouraged through incentives.
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4. ANALYSIS AND INTERPRETATION
Total number of respondents 50
4.1 TABLE
Table showing Employee’s Age:
Age in years Number of Respondents Percentage
20-25 24 48
25-30 16 32
30-35 6 12
40above 4 8
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50
45
40
35
20-25
30
25-30
25
30-35
20
40above
15
10
5
0
Number of Respondents Percentage
ANALYSIS: Majority of the employees are of the age between 20-25 (48%). The
employees between 25-30 and 30-35 are (32% and 12% respectively). The employees
above 40 (8%) First category of employees contributes major portion of work.
INTERPRETATION: Since 48% of employees are of the age between 20-25.
The trend clearly shows that these are the age group who are employed the most by the
employer because these employees are young & energetic.
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4.2 TABLE
Table showing employee Monthly Income
Monthly income Number of respondents Percentage
2600-2800
28 56
2800-3000
12 24
3000-3200
7 14
3500 above
3 6
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60
50
40
2600-2800
30 2800-3000
20
3000-3200
3500 above
10
0
PercentageNumber of respondents
ANALYSIS: Majority of the employees monthly income is between Rs.2600-2800
(56%), 24% are between Rs. 2800-3000, 14% are between 3000-3200 and 6% are above
3500 in the organization.
INTERPRETATION: Here the Graph clearly shows that the salary between 2600-2800
are high in percentage.
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4.3 TABLE
Table showing Employees Marital Status:
Marital status Number of Respondents Percentage
Unmarried 32 64
Married 18 36
Widower 0 0
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70
60
50
40
unmarried
30 Married
20 Widower
10
0
PercentageNumber of
Respondents
ANALYSIS: The above table shows the marital status of the employees in the organization.
Unmarried employees are 64%, Married employees are 36% and the percentage of widowers
is 0% in the organization.
INTERPRETATION: Though young employees are on the higher side, there is sizable
quantities of married employees are also joining the industrial stream.
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4.4 TABLE
Table showing work – Environment of Employees
Number of Respondents Percentage
Work environment
Good 38 76
Satisfactory 12 24
Bad 0 0
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80
70
60
50
Good
40
Satisfactory
30 Bad
20
10
0
PercentageNumber of Respondents
ANALYSIS: The above table shows work environment of employees. 76% of the
employees felt work environment is good, 24% of the employees felt its satisfactory and
none felt that the environment is bad.
INTERPRETATION: Majority of the employees are satisfied with the environment
provided by the industries.
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70
60
50
40
Yes
30 No
20
10
0
Number of Respondents Percentage
ANALYSIS : Table shows workers wants to work over time. 30% of the employees agree to
work over time that means yes and 70% of the employees not agree to work over time that
means no.
INTERPRETATION : Majority of the workers (70%) does not agree to work over time in
the industry
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4.6 TABLE
Table showing employee average work over time
Number of Respondents Percentage
Average work over time
1hours 29 58
2hours 16 32
3hours 4 8
more than 3 hours 1 2
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60
50
40
30 1hours
20
2hours
3hours
10 more than 3 hours
0
PercentageNumber of
Respondents
ANALYSIS: Table shows employees average work over time. 58% of employees are
satisfied to work over time for 1 hour. 32% of employees are satisfied to work over time
for 2 hours. 8% of employees are satisfied to work over time for 3 hours and only 2% of
employees are satisfied to work over time for more than 3 hours.
INTERPRETATION: Majority of employees are not ready to work over time for 3 or
more than 3 hours. 58% of employees are ready to work over time for 1 hours
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45
40
35
30
25 Strongly agree
20 Agree
15
Disagree
10
5
0
PercentageNumber of
Respondents
ANALYSIS: The table shows adequate welfare facilities provided to employees here.
20% of the employees strongly agree, 36% of the employees agrees and 44% of the
employees have dissatisfaction about the facilities provided by the organization.
INTERPRETATION: Majority of the employees agrees that there is no adequate welfare
facilities provided in the organisation
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4.8 TABLE
The pay offered in the company is competitive
Opinions Number of Respondents Percentage
Strongly agree 13 26
Agree 28 56
No comments 6 12
Disagree 3 6
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60
50
40
Strongly agree
30 Agree
20
No comments
Disagree
10
0
Number of Respondents Percentage
ANALYSIS: Out of 50 respondents 26% members strongly agree that the pay offered for
them is competitive. 56% agree that the pay is reasonably competitive. 12 % members
kept their comments reserved. 6% of employee disagrees with this.
INTERPRETATION: Fifty percent of the employees feel they are getting competitive
pay.
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4.9 TABLE
Table showing the reason to take leave.
Number of Respondents Percentage
Reason to take leave
Sick leave 28 56
Lack of interest in Job 2 4
Poor working conditions 1 2
Long working hours 6 12
Personal reasons 13 26
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60
50 sick leave
40 Lack of interest in
30
Job
Poor working
20 conditions
10
Long working
hours
0 Personal reasons
Number of Percentage
Respondents
ANALYSIS: The above graph shows the reasons to take leave. 56% of the employees
take sick leave, 4% of the employees take leave for lack of interest in job, only 2% of the
employees take leave for poor working conditions , 12% of the employees take leave for
long working hours and 26% of the employees are take leave for their personal reasons.
INTERPRETATION: Majority of the employees take sick leave
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4.10 TABLE
Table showing Factors to Motivate Employee’s Regularity:
Motivate Factors Number of Respondents Percentage
Good Employee Relation Ship
4 8
Working condition.
6 12
Future Prospects
1 2
Job responsibility
12 24
Incentives /wage hike
27 54
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60
50
40
30
20
10
0
Good Employee
Relation Ship
Working condition.
Future Prospects
Job responsibility
Incentives /wage
Number of Percentage hike
Respondents
ANALYSIS:
1. 8% (4. Nos.) of respondents feel that good employee relationship motivates the
employees.
2. 12 %( 6 nos.) of respondent say that working condition is the factor that can
motivate them.
3. Recognition of work anticipated by employees are 24% (12Nos.)
4. Incentives /wage hike, had good response as high as 54% (27 Nos.)
5. 2% one respondents feel that future prospects motivate the employees.
INTERPRETATION: Majority of the employees expect incentives based performance/
wage hike ,shows need of financial assistance.
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4.11 TABLE
Employee’s knowledge about the health and safety measures of the company
Opinions Number of Respondents Percentage
Strongly agree
35 70
Agree
13 26
Disagree
2 4
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70
60
50
40
Strongly agree
30 Agree
20 Disagree
10
0
PercentageNumber of
Respondents
ANALYSIS: 70% members strongly agree that the company has taken health and
safety measures. 26% agree that they are health and safety measures in the company.
4% members disagree with the company has taken health and safety measures.
INTERPRETATION: Majority of the employees are aware with the health and safety
measures in the company.
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4.12 TABLE
Table showing Employees’ Relationship with Their Superiors
Opinions Number of Respondents Percentage
Average 11 22
Good 37 74
Very Good 2 4
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80
70
60
50
Average40
30 Good
20 Very Good
10
0
PercentageNumber of
Respondents
ANALYSIS: Out of 50 respondent 11 members have an average relationship amounts to
22%. 37 members have good relation towards their superiors (74%) very less members
come under “ very good relationship ”category(4%).
INTERPRETATION: Majority of the employees have good relationship with their
superior
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4.13 TABLE
Table showing Employees Absence on Personal Reasons:
Reasons for leave Number of Respondents Percentage
Attending Marriages & other 21 42
Functions
Visiting Places 11 22
Domestic Problem 16 32
Lack of Co-ordination among 2 4
colleagues
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45
40
35
Attending Marriages &
30
other Functions
25
Visiting Places
20
15
Domestic Problem
10
5
Lack of Co-ordination
0
among colleagues
Number of Percentage
Respondents
ANALYSIS: Taking leave for personal reasons are as high as 42% (21 Nos.). Next is the
domestic problems which occupy 32% (16 Nos.) of the employees leave.
Visiting places for personal work 22% (11 Nos.)
INTERPRETATION: Taking leave for personal reasons are as highest as 21 (42%.).
Next is the domestic problems which occupy 32% (16 Nos.) of the employees leave.
Visiting places for personal work 22% (11 Nos.)
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4.14 TABLE
Table showing Method of Control of Absenteeism
Control of Absenteeism Number of Respondents Percentage
Change in Management Style 3 6
Changing in working Condition 4 8
(Job Rotation)
Incentives/wage hike. 25 50
Develop Attendance Policy 2 4
Transportation Facility 6 12
Encouragement 7 14
Individual Attention 3 6
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50 Chang in Management
45 Style
40
Changing in working
Condition (Job Rotation)
35 Incentives/wage hike.
30
Develop Attendance25
20
Policy
Transportation Facility
15
10 Encouragement
5
Individual Attention0
PercentageNumber of
Respondents
ANALYSIS: Providing incentives in recognition of work score highest in the race
amounting to 50% (25 Nos). Encouragement other than monitoring benefits also counts to
the tune of 14% (7 Nos.). Transportation problem may need attention-6NO, that is12%.
INTERPRETATION: Majority of the employee needs financial support, better
transportation facilities, good working environment to control their irregularities. .
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80
70
60
50
Average
40
Good
30 Very Good
20
10
0
PercentageNumber of Respondents
ANALYSIS: Out of 50 respondent 12 (24%) members have average relationships with
their co-workers. 36(72%) members have good relationship with their co-workers. 2(4%)
come under “very good relationship” category.
INTERPRETATION: Majority of the employees have maintained good relationship
with their co-workers.
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4.16 TABLE
Table showing Opportunity for personality development of employee.
Opinions Number of Respondents Percentage
Very Good 6
12
Good
33 66
Average 11 22
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70
60
50
40
Very Good
30
Good
20 Average
10
0
PercentageNumber of
Respondents
ANALYSIS: Out of 50 respondent 22% members view is that they have an average level
of opportunity for their personality development in the company. 66% say that they find
good opportunity for their personality development. 12% feel they have very good
opportunity for their development.
INTERPRETATION: Majority of the employees find good opportunity in the company
for their personality development
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4.17 TABLE
Table showing whether employee know the value of the benefits offered
Opinions Number of Respon- Percentage
dents
Strongly agree
17 34
Agree
28 56
No comments
5 10
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60
50
40
30 Strongly agree
20
Agree
No comments
10
0
PercentageNumber of
Respondents
ANALYSIS: Out of 50 respondents, 34%of members strongly agree that they are aware
of the value of the benefits offered. 28 % of members agree, but, not aware of the
importance. 5 % of members kept their comment reserved.
INTERPRETATION: Majority of the employees agree that they know the value of
benefits that the company has offered.
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4.18 TABLE
Table showing information sharing, exchanges ideas with employees
Opinions Number of Respondents Percentage
Strongly agree 11 22
Agree 33 66
No comments 5 10
Disagree 1 2
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70
60
50
40 Strongly agree
30 Agree
No comments
20
Disagree
10
0
PercentageNumber of
Respondents
ANALYSIS: Out of 50 respondent 22%of members strongly agree that the company
exchanges ideas with them. 66 % of members reasonably agree this. 10% of members
kept their comment reserved. One of the employees feels that the company is not
exchanging the ideas with the employees.
INTERPRETATION: Majority of the employees agree that the company exchanges
ideas with them.
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FINDINGS
1. Maximum no. of employees of the age are between 20-25 years. It means most of
employees of these ages are attracted towards Iindustrial work, compared to the
age between 25-35.
2. Most of the married employees are committed to work.
3. All the employees are under the salary ranging from 2600-2800.
4. Majority of the employees feel that working environment provided are good.
5. Majority of the employees take leave on health grounds, poor transportation
facilities and lack of time management also constitute reasonable portion of
employees leave.
6. Employees apply leave for personal reasons like social activities and visiting
places , constitute major portion of their leave.
7. Majority of the employees are having good relationship with their superiors. Any
attempt to improve this, improves the quality of production performance.
8. Benefits are always valuable, need management attention.
9. . Good coordination compliments better work atmosphere. Need to ensure it.
10. Developmental activity implies to both employer and employees, need to be
strengthened.
11. Salary and wages play pivotal role in performance.
12. Awareness about leave administration will help the employees to plan their leave
properly.
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13. Health and safety measures are significant while evaluating Absenteeism.
14. Majority of the employees are seeking either wage hike or incentives as
motivating factor.
15. Salary and wages are featuring as important criteria need to be considered on
priority basis.
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SUGGESTIONS
Productivity of an organization depends upon the people who work for the unit.
“How to make people work more or more better?” is a million dollar question that
requires an understanding of what motivates people to work. Similarly it may be possible
to get people to work more in higher proportions with marginal increase in providing
welfare measures. Such needs have been analyzed and identified through this study. It
will be fruitful for the organization to adopt for better human performance, provided
management simultaneously retain high skilled employees to attain organization
effectiveness. This may help in controlling ABSENTEEISM.
In this direction following suggestions may help:
o Organization can try and increase the level of workers participation in
decision making
o Increase the number of performance related awards
o More attention to be given for over all development of employees welfare
facilities.
o Organization can motivate individuals through proper counselling and
guidance.
o Organization may consider for arranging transport facilities.
o Majority of them feel that wage & salary provided to them may have to be
considered for hike. So the company may consider of increasing it.
o Individual attention to employees regarding health matters may be
considered on priority basis.
o Better communication may yield some more results.
o Supervisors may be considered for management training.
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SEARCH AND RESEARCH is the only tool in this ENDAVOUR.
CONCLUSION
The employees of GOGO INTERNATIONAL Pvt. Ltd. are taking leaves for
various personal and family reasons. They are aware of the impact of their absence on the
production. Most of the employees admit that they are trying to avoid leaves, but many a
times things are beyond their control. Some of the employees feel that the management
should provide holiday trip or family get together as recreation so that they will be
relaxed after the hectic job schedule. They also add that they are availing all the welfare
facilities provided by the company. One will never forget to say that little of empathy
towards employees will definitely yield better industrial relations and minimise
Absenteeism.
The term absenteeism refers to the failure to attend to work. It is one of the major
problems faced by companies across the globe today. Unscheduled absenteeism badly
hurts the progress of an organization resulting in loss of productivity, increased costs in
hiring additional staff and low morale among the workers. It is high time that employers
address this problem on a priority basis.
The study concluded that providing positive incentives to workers in the form of
those motivational factors that normally influence workers to be absent is better than
imposing penalties for discouraging absenteeism. The best reward for workers with low
absenteeism is to grant additional time off for personal matters. Workers are influenced to
a lesser extent by deterrents, loss of pay and benefits and loss of promotion opportunities
and discharge, imposed for frequent absenteeism. Finally a combination of incentives
(additional time off) and penalties (loss of benefits or job) with the primary emphasis on
motivational incentives is the most effective approach to reducing absenteeism.
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BIBLIOGRAPHY
1. Ashwathappa. K. “Human Resource and Personal Management.” Fourth
Edition by the McGraw-Hill Company New Delhi. Page Number- 345-356
2. Cooper, Donald R., Schindler, Pamela S. “Business Research Methods” by the
McGraw-Hill Company New Delhi. Page Number-282-296
3. Mamoria, Dr. C.B., “Dynamics of Industrial Relations” by Himalaya
Publishing House Bangalore. Page Number-165-176
4. Rao, P. Subba. “Essentials of Human Resource Management and Industrial
Relations”, by Himalaya Publishing House
Bangalore. Page Number-124-136
5. www.gogoindia.com
6. www.hr_survey.com
7. www.google.com
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ANNEXURE
A study on Absenteeism
Number of respondents-50
1) NAME
2) SEX : a. Male: b. Female
3) Age:
a) 20-25 c) 30-35
b) 25-30 d) 40 above
4) Monthly Income:
a) 2600-2800 c) 3000-3200
b) 2800-3000.. d) 3500above
5) Marital status:
a) Single b) married c) widower
6) How is your work environment?
a) Good b) satisfactory c) Bad
7) Do you work over time?
a) Yes b) No
8) If Yes, how many hours on an average you work over time?
a) 1 hr b) 2hr c) 3hr d) more than 3hr
9) Are there adequate welfare facilities provided?
a) Yes b) No
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10) The pay offered in the company is competitive!
a) Strongly agree c) No comments
b) Agree d) Disagree
11) For what reason you take leave?
a) Sickness
b) Lack of interest in Job
c) Poor working conditions
d) Long working hours
e) Personal reasons
12) Motivation factors to improve employee’s regularity
a) Good employee relationship
b) Work condition
c) Future prospectus
d) Job responsibility
e) Incentives / wage hike
13) Employees are happy with the health and safety measures
Of the company
a) Strongly agree b) Agree c) Disagree
14) How do you rate your relationship with your superior?
a) Average b) Good c) Very good
15) Employees Absence on Personal Reasons
a) Attending Marriages & other Functions
b) Visiting Places
c) Domestic Problem
d) Lack of Co-ordination among colleagues
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16) In your opinion, how absenteeism can be controlled?
a) Change in management style
b) Change in work condition( job rotation)
c) Incentive/ wage hike
d) Develop attendance policy
e) Better transportation facility
f) Encouragement and appreciation
g) Individual attention
17) How is your Relationship with co-workers?
a) Average b) Good c) Very good
18) Opportunity for personality development of employee.
a) Very good b) Good c) Average
19) Do you agree you know the value of the benefits offered?
a) Strongly agree b) Agree c) No comments
20) Does the company regularly exchange ideas with employees?
a) Strongly agree b) Agree
c) No comments d) Disagree
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