A STUDY ON THE FACTORS THAT CONTRIBUTES TO ABSENTEEISM

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A STUDY ON THE FACTORS THAT CONTRIBUTES TO
ABSENTEEISM
AT
PANTALOONS RETAIL INDIA,VELACHERY
Project Report submitted in partial fulfillment of the
requirement for the degree of
BACHELOR OF BUSINESS ADMINISTRATION
UNIVERSITY OF MADRAS
By
ALAN CHARLES.P
Register No. 106BU123
Under the guidance of
Mr./ Ms. SERRENA
DEPARTMENT OF BUSINESS ADMINISTRATION
MADRAS CHRISTIAN COLLEGE (AUTONOMOUS)
TAMBARAM EAST, CHENNAI-600059
MARCH 2012

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CERTIFICATE
This is to certify that ALAN CHARLES.P has completed her/ his project, on
‘ABSENTEEISM’ under my guidance.
Itis her/ his own work fully and to the best of my knowledge and belief that
it has not been used for the award of any degrees in this university or
anywhere else and I am satisfied with her effort in this connection.
Head of Department Project guide
Date: Date:

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VIVA VOCE EXAMINATION
This is to certify that the report on ‘ABSENTEEISM’ submitted by ALAN
CHARLES.P for partial fulfillment for the Bachelor in Business
Administration degree is a record of research work done by her during the
year 2011-2012
This study represents independent work on the part of the candidate.
Internal Examiner External Examiner

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Declaration
I hereby declare that the internship titled “ABSENTEEISM” is based on the
original work carried out by me under the guidance of Mrs. ABIRAMI, HR
manager PANTALOONS RETAIL INDIA LTD,PHONEIX MARKET
CITY and Ms.SERRENA, faculty guide at college, submitted to Madras
Christian College in partial fulfillment of the requirement of the course of
study.
ALAN CHARLES.P

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ACKNOWLEDGEMENT
I am delighted to express my sincere thanks to our beloved
Principal Dr. R.M. ALEXANDER JESUDASAN, M. Sc., Ph.D. I am also grateful
to him for providing an excellent environment at our college. I am bound to
express my thanks to Mr. D. ARMSTRONG DOSS, M.B.A., M.PHIL. our Head
of the Department for his valuable suggestion and encouragement during
the period of this work. I like to “Thank” my faculty Mrs. SERRENA, for her
efforts towards the completion of this project successfully.
My heartfelt thanks are due to MRS. ABIRAMI (HR manager), for
allowing me to do the project in their esteemed organization.
I take this opportunity to acknowledge the help rendered by my
friends during the courseof the projectwork who are the pillars of strength
and a great source of motivation for me, during this project work.
ALAN CHARLES.P

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LIST OF CONTENTS
S. NO CONTENTS PAGE NO.
1. Executive summary & Introduction 11
2. Objectives & Limitations of Study 15
3. Review of literature 18
4. Research Methodology 25
5. Company Profile 29
6. Data Analysis and Interpretation 40
7. Findings 51
8. Suggestions 53
9. Conclusion 55
10. Annexure 57

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LIST OF TABLES
S.No Name of the Table Page No.
1. Table showing the job satisfaction level. 41
2. Table showing the working condition in Pantaloons. 42
3. Table showing the intervals between the working hour. 43
4. Table showing whether the company providing adequate
number of leave.
44
5. Table showing the refreshment and restroom facility. 45
6. Table showing the working hours. 46
7. Table showing the relationship between peers. 47
8. Table showing whether the superior takes the suggestion
before making a decision.
48

8
9. Table showing the satisfaction level with the incentives
provided to you with the organization.
49
10. Table showing the interest in job. 50

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LIST OF FIGURES
S.No Name of the Figure Page No.
1. Figure showing the job satisfaction level. 41
2. Figure showing the working condition in Pantaloons. 42
3. Figure showing the intervals between the working hour. 43
4. Figure showing whether the company providing adequate
number of leave.
44
5. Figure showing the refreshment and restroom facility. 45
6. Figure showing the working hours. 46
7. Figure showing the relationship between peers. 47

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8. Figure showing whether the superior takes the suggestion
before making a decision.
48
9. Figure showing the satisfaction level with the incentives
provided to you with the organization.
49
10. Figure showing the interest in job. 50

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Executive summary:
Absenteeismis probably one of the biggestproblems that a managerhas
to handle on an ongoing basis as it impacts on service delivery, staff
morale, and could lead to financial losses. If the cause has been
identified and solutions implemented and an employee continues to be
absent from his/her workstation then the only solution would be
normal disciplinary procedures.
It is generally accepted that in terms of common law a contract of
employment is based on an agreement between two parties: an
employer and an employee. The employee has a fundamental obligation
to tender his/her services to the employer. If this is done then the
employer is contractually obliged to pay the employee for services
rendered. When an employee fails to report for work the employer
would record this absence as absenteeism,
Absenteeism, however, usually has different meanings for employers
and employees respectively. From an employer’s perspective
absenteeism is a huge problem as it impacts on service delivery, puts
pressure on those employees who are working, highlights the health and
safety ramifications in some workplaces, and could lead to loss of
revenue.

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INTRODUCTION:
Absenteeism is broadly defined as
being absent from a workstation. This could include, for example, being
off sick, taking extended tea/lunch breaks, doing shopping during work
time, absenting oneself without leave. In these examples the employee
intends returning to work hence the need for management to tackle
absenteeismso that the employees canaccept their obligations to tender
a service.
Types of absenteeism:
 Scheduled absenteeism
 Un scheduledabsenteeism
Scheduled absenteeism:
Scheduled absenteeism refers to events that are planned
well in advance, such as vacations, so the employer is able to make
allowances for the absence. Some companies offer a specific amount of
either paid or unpaid vacationtime eachyear that can be used for these
types of absences. In some cases employees are able to keep unused
vacation days for the next year, though other companies reset the
allotted time each year to prevent excessive workplace absenteeism.
Un scheduled absenteeism:
Unscheduled workplace absenteeism is caused by events that
cannot be planned out in advance. These absences are often caused by
sudden medical or family emergencies, transportation breakdowns, or
other unforeseencircumstances. Workplace policies differ in regards to
unscheduled absenteeism, and employees may or may not be paid for
this type of time off. Some employers offer a number of either paid or
unpaid personaldays that canbe used to excuse these types of absences.

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OBJECTIVES
And
LIMITATIONS
Of
STUDY

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OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE:
To identify and measure the various factors which contributes to
ABSENTEEISM at PANTALOONS RETAIL INDIA Ltd.
SECONDARY OBJECTIVE:
Measure and analyse the factors which contributes to absenteeism.
Arriving at findings and suggestions to minimize absenteeism.
Study on facilities to workers at Pantaloons retail India ltd.

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LIMITATIONS OF THE STUDY:
No matter what efforts were put in the collection of data, the study
faced some limitations. Some of the problems faced were:
 Limited time period : the time period allotted for the study was
short. Therefore, many aspects could not be explored.
 Small no. of respondents: the number of employees willing to
respond
was limited.

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REVIEW OF LITERATURE
Effect of absenteeism:
The first victims of absenteeism are workers themselves. In spite of the facts
that workers would not like to remain absent without wages but in avoidable
circumstances and for self -illness they remain absent.
The effects of absenteeism are not only felt by the company but by the
employees. Other employees will have to work harder during the absence of
a co-worker; if that employee is crucial to the workflow, then the absence
can majorly disrupt a project. The absent employee also may feel isolated,
especially if he or she depends on work for social interaction. If customers
depend on that employee — or on a rapid response that is missing because
of staff shorthandedness — the customer may be disappointed or frustrated
and leave the business as a result of employee absence.
The effects of absenteeism on a business are obvious. The workers who
show up for work will have to work harder to ensure the project is done in
the same amount of time. If the absent employee is important to the
workflow, whether because of a particular skill or information, then work
will be disrupted and the project may be impossible to finish. This costs the
business money and causes a great deal of stress for the company as a whole,
especially if absenteeism is a frequent problem.
For the customer, the effects of absenteeism may result in customers leaving
the business and finding a new one to frequent. This may be because the
absent employee was that customer’s contact and, without him or her
present, the customer may feel uncomfortable or not get the necessary level

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of service. If a customer expects a quick response but is asked to wait an
unusually long time because other employees are covering their own
customers and those of the absent worker, that customer also may leave out
of frustration with the delayed response.
Common causes of absenteeism:
Employee absenteeism can be a serious problem. Some employee
absenteeism is to be expected because people get sick or have to take care of
family emergencies. When the absentee rate rises above 3 percent, however,
this lost productivity can adversely impact company profits. In addition to
lost productivity, the company may incur the extra expenses of sick
pay, overtime pay, and the cost of hiring replacements for absent employees.
There are many factors besides illness and injury that can contribute to
employee absenteeism, including authoritarian managers, stressful
relationships with coworkers, problems finding day care, and harassment.
When employees call in sick, the reason isn’t often because they are truly ill.
Most absences not due to illness are caused by stress. There are numerous
factors that can cause stress in the workplace, but the number one reason is
dissatisfaction with a supervisor’s management style.
Untrained managers may not know how to motivate employees and keep up
morale. Some managers display authoritarian styles, micromanaging
employees, bossing them around, and causing severe stress. If the reason for
employee absenteeism is traced to management, providing some extra
training in effective management styles may eliminate the problem so that
attendance improves.
Another factor the company should examine when there is a high rate of
employee absenteeism is the work environment. A noisy environment makes
it difficult for employees to concentrate and can cause stress. Bland

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environments, such as windowless cubicles done in monotone shades of
beige or grey, may cause boredom and decreased motivation. Poor air
circulation and uncomfortable room temperatures are other factors that can
lower morale and make it uncomfortable for employees to show up for work.
Sometimes, responsible employees who are satisfied with their jobs cannot
make it to work because of child care issues. For example, a babysitter who
is providing child care may occasionally get sick and not be available,
leaving the parent no option but to stay home. A parent may run into
problems getting to work if there is no reliable day care available in a
location convenient to the workplace. Some companies have addressed these
issues by providing on-site day care.
If there is a problem with chronic employee absenteeism that affects a
number of workers, chances are that the issue is company-related and not
due to problematic employees. Interviewing workers to find the reason
behind the absenteeism will show them that the company cares, and this can
improve morale. Once the factors causing the high rate of employee
absenteeism are addressed, the rate of employee absenteeism should
decrease.
How do I manage employee absenteeism??
Many companies have an absentee policy that gets communicated to
employees upon being hired. There are times, however, when absenteeism
becomes out of hand and seemingly unmanageable by a superior. Broad
absentee guidelines may be created or brought to the attention of an entire
team so that one individual employee does not feel singled out. Also,
professionals in a human resources department may be used to step in when
someone is missing too much work so that it does not create a strain between
the manager and the employee.
Excessive absenteeism can be a financial drain not only on a department but
an entire company. Businesses can lose money, and relationships can

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become compromised. Attending employees may feel overworked by having
to take on the burden of the missing worker's responsibilities. While being
absent for a sickness, injury, or another personal matter is a necessary
function of the job market, problems arise when privileges are abused. It is
the responsibility of a manager to communicate and enforce some absentee
procedures so that employees know what is expected of them and any
potential consequences to violating those rules or at least to make sure
employees are aware of those parameters.
Create a written work attendance policy, and distribute it to all members of a
team or entire company. Require that each employee, present and new, sign
the policy to show that the expectations are understood. Employees do not
want to be treated as children, but if there is abuse of this policy, there may
need to be a warning system or some type of consequence given. For
instance, if an employee's absenteeism surpasses a certain number of days
over a period of time, issue a letter alerting this individual about the status
and potential repercussions.
An open communication system between a boss and employees can help to
curb excessive absenteeism. If an employee is feeling stressed about the
workload or other work relationships, this problem can manifest itself
through missing work. By creating an environment where an employee is
free to unload some of those concerns, the emotional well-being of the
employee may be helped, which can reduce absenteeism.
As soon as it appears that an employee is having attendance problems,
schedule a meeting with the individual. Find out if there are personal
problems occurring at home or if it is work related. Introduce a member of
the human resources team if necessary, or just work together with the
individual to devise ways improve work attendance.

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How can absenteeism be reduced????
Reducing absenteeism in the workplace is important to the health of any
business. When troubled by excessive absenteeism, the company is likely to
experience decreases in production, lower morale among employees in
general, and as a result enjoy a cash flow that is less than ideal. In order to
reduce the number of absences experienced on a recurring basis, it is
important for managers and human resource personnel to identify the causes
of absenteeism that are relevant to their employees, address those causes,
and hopefully be able to salvage the situation and help their employees be on
the job with more regularity.
There are many different causes of absenteeism. Some have to do with the
working conditions on the job. A good way to find elements that promote
employee absenteeism is to look at the work environment itself. Making sure
the employee has a safe place to work and the resources necessary to
manage assigned tasks will often make a big difference in morale building
and reducing absenteeism that is experienced due to frustrations with the job
assignments.
Matching employee talents to essential tasks goes a long way toward
reducing absenteeism in the workplace. By drawing on the strengths of
employees and making sure they are in the right positions will go a long way
toward motivating an employee to show up for work every day. Employees
who feel competent in their assigned responsibilities are more likely to not
only show up for work but to be more productive during working hours.
Looking closely at management styles and how owners and managers
communicate with employees will also aid in reducing absenteeism.
Employees who are well informed on what is happening in the company,
and also feel free to discuss concerns, ideas, and questions with their

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managers are more likely to feel loyal to the business and want to be at work
each day. Empowering employees to make decisions, within the bounds of
current policies and procedures, with the aid and support of the managers
will also often reduce the desire to stay out of work.
At times, reducing absenteeism may require considering that personal issues
may be impeding the motivation for an employee to be at work. This may
include personal issues with other employees, such as bullying in the
workplace, financial difficulties, or even health issues such as depression or
anxiety. Counseling with the employee to encourage him or her to open up
about what issues are interfering with work attendance, then taking positive
steps to aid that employee in overcoming those obstacles whenever possible,
will go a long way toward improving the employee’s attitude about work
and may also build additional loyalty that results in a more consistent
attendance record.

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RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may
be understood as a science of studying how research is done scientifically. In
it we study the various steps that are all generally adopted by a researcher in
studying his research problem along with the logic behind them. Research
Methodology is the outer cover of the research design.
Meaning of Research:
Research is defined as “a scientific & systematic search for pertinent
information on a specific topic”. Research is an art of scientific
investigation. Research is a systemized effort to gain new knowledge. It is a
careful inquiry especially through search for new facts in any branch of
knowledge. The search for knowledge through objective and systematic
method of finding solution to a problem is a research.
RESEARCHDESIGN:
A research is the arrangement of the conditions for the collections and
analysis of the data in a manner that aims to combine relevance to the
research purposewith economy in procedure. In fact, the research is design
is the conceptualstructure within which research is conducted;it constitutes
the blue print of the collection, measurement and analysis of the data. As
search the design includes an outline of what the researcher will do from
writing the hypothesis and its operational implication to the final analysis of
data. The design is such studies must be rigid and not flexible.
The Research Design can be of the following types:

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 Exploratory Research Design
 Descriptive and Diagnostic Research Design
 Experimental Research Design
The present study is exploratory in nature, as it seeks to
discover the current situation. The Research design is flexible enough to
provide opportunity for considering different aspects of problem under
study. It helps in bringing into focus some inherent weakness in the
enterprise regarding which in depth study can be conducted by management.
DATA COLLECTION:
For any problem to be analysed and solved data is a must. Data should be
collected and interpreted for gaining a better understanding of the problem.
The first step of any research design is the collection of data. Data can be
collected from two sources as follows.
Primary source:
Primary data is collected afresh and for the first time and thus happens to be
original in character.
There are several methods in collecting primary data:
 Observation method
 Interview method
 Through questionnaire
Secondary source:
It is that data which had already been collected by someone else and already
been passed through the statistical process. Therefore, secondary data

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involves only data segregation, which is merely that of compilation.
Secondarydata may either be published data or unpublished data.
Some sources of published data are available from:
 Various publication of central, state and local governments
 Technical and trade journals
 Books ,magazines and news papers
 Internet
Sampling:
The technique I have chosenis simple random technique which has been
very useful, realistic and convenient to collect information from a various
employees at a time .This technique helped to choosea group of people
which made the work easy .The sample size is 50 members.

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COMPANY INTRODUCTION:
Pantaloon Retail (India) Limited, is India’s leading retailer that operates
multiple retail formats in both the value and lifestyle segment of the Indian
consumer market. Headquartered in Mumbai (Bombay), the company
operates over 12 million square feet of retail space, has over 1000 stores
across 71 cities in India and employs over 30,000 people.
The company’s leading formats include Pantaloons, a chain of fashion
outlets, Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a
supermarket chain, blends the look, touch and feel of Indian bazaarswith
aspects of modern retail like choice, convenience and quality and Central, a
chain of seamless destination malls. Some of its other formats include Brand
Factory, Blue Sky, aLL, Top 10 and Star and Sitara. The company also
operates an online portal, futurebazaar.com.
A subsidiary company, Home Solutions Retail (India) Limited, operates
Home Town, a large-format home solutions store, Collection, selling home
furniture products and eZone focussed oncatering to the consumer
electronics segment.
Pantaloon Retail was recently awarded the International Retailer of the Year
2007 by the US-based National Retail Federation (NRF) and the Emerging
Market Retailer of the Year 2007 at the World Retail Congress held in
Barcelona.

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Pantaloon Retail is the flagship company of Future Group, a business group
catering to the entire Indian consumption space.
Future Group
Founders:
Kishore Biyani
Group CEO, Future Group
Anil Biyani
Director, Future Group
Rakesh Biyani
Sunil Biyani
Vijay Biyani
Future Group understands the soul of Indian consumers. As one of India’s
retail pioneers with multiple retail formats, we connecta diverse and
passionate community of Indian buyers, sellers and businesses. The
collective impact on business is staggering: Around 300 million customers
walk into our stores each year and chooseproducts and services supplied by
over 30,000 small, medium and large entrepreneurs and manufacturers from
across India. And this number is set to grow.
Future Group employs 35,000 people directly from every section of our
society. We sourceour supplies from enterprises across the country, creating
fresh employment, impacting livelihoods, empowering local communities
and fostering mutual growth.

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We believe in the ‘Indian dream’ and have aligned our business practices to
our larger objective of being a premier catalyst in India’s consumption-led
growth story.
Every day, Future Group brings multiple products, opportunities and
services to millions of customers in India. Through over 17 million square
feet of retail space, we serve customers in 93 cities and 60 rural locations
across the country. Most of all, we help India shop, save and realize dreams
and aspirations to live a better quality of life every day.
Future group companies:
Services:
While retail forms the core business activity of Future Group, group
subsidiaries are present in leisure and entertainment, brand development,
retail real estate development, retail media and logistics. Some of our other
businesses include, mobile telephony brand, T24, operated in association
with Tata Teleservices, a supply chain and logistics infrastructure company,
and a company engaged in providing educational and training services
through three Future Innoversity campuses in Ahmedabad, Bangalore and
Kolkata.

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Our mission
 We share the vision and belief that our customers and stakeholders shall be
served only by creating and executing future scenarios in the consumption
spaceleading to economic development.
 We will be the trendsetters in evolving delivery formats, creating retail
realty, making consumption affordable for all customer segments – for
classes and for masses.
 We shall infuse Indian brands with confidence and renewed ambition.
 We shall be efficient, cost-conscious and committed to quality in whatever
we do.
 We shall ensure that our positive attitude, sincerity, humility and united
determination shall be the driving force to make us successful.
Our values
 Indianness: Confidence in ourselves.
 Leadership: To be a leader, both in thought and business.
 Respect& Humility: To respect every individual and be humble in our
conduct.
 Introspection: Leading to purposefulthinking.
 Openness:To be open and receptive to new ideas, knowledge and
information.
 Valuing and Nurturing Relationships: To build long term relationships.
 Simplicity & Positivity: Simplicity and positivity in our thought, business
and action.
 Adaptability: To be flexible and adaptable, to meet challenges.
 Flow:To respectand understand the universal laws of nature.
Future Group's strategyis aimed at achieving inclusive, sustainedand
profitable growthwith three levers
Customer-orientation
The bottomline in each of our retail success stories is "know your
customer". Insights into the soul of Indian consumers - how they operate,
think, dream and line - helps us innovate and create differentiating
functionally.
Continuous-innovation

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As India's largest retailer, we understand the importance of innovation. We
rethink strategies and realign businesses with increasing agility to provide
diverse customer groups with refreshingly different retail experiences.
Collaborative transformation
Creating a collaborative environment combining our strengths with our
suppliers and vendors helps us create immense value for our customers
which in turn fosters matual growth.
Recognition
2012
CISO Award 2012
 Future Group was felicitated for using Information security technology in
the most effective and innovative manner
Golden SpoonAwards 2012
 Most Admired Food and Grocery Retailer of the Year for its Private Labels
in Big Bazaar – Future Group
 Retail Professional of the Year for innovation in Private Brands- Mr.
Devendra Chawla, President – Food & FMCG Category
Images Fashion Awards (IFA) 2012
 Most Admired Private Label Retailer - Pantaloons
ET Retail Awards 2012
 FedEx Most Trusted Retailer of the Year Award – Big Bazaar
 TRRAIN Retail Employee of the Year Award – Mr. Jitendra Kalyani, Big
Bazaar
Recognition by CMO Council, USA and CMO Asia
 Master Brand Award - Future Supply Chains
 Retail Icon of the Year- Mr. Anshuman Singh, MD & CEO, Future Supply
Chains
Bloomberg UTV B-SchoolExcellence Award
 Best educational institute in Retail- Future Innoversity
2011

35
Designomics Awards 2011 - Recognising Businesses that build value
through Design
 Winning Designomist at the World Brand Congress 2011 - Future Group
CNBC AWAAZ Consumer Awards 2011
 Most Recommended Modern Retail Brand of the Year in the Popular
Choice category- Big Bazaar
Brand Equity's Most Trusted Brands 2011 awards
 Most Trusted Retailer - Big Bazaar
Images Retail Awards 2011
 Most Admired Retailer of the year 2011 in the Home Products Category-
HomeTown
Excellence Awards & Recognition – 2011 for Finance & Accounting
Transformation through Shared Services
 Best Shared Service Centre (SSC)for the category of Shared Service Centre
Servicing Clients in an Indian Sub-Continent- nuFuture Digital India Ltd.
(NDIL)
Golden SpoonAwards 2011
 Most Admired Food & Grocery Retailer of the Year: Private Labels – Food
Bazaar
 Most Admired Retail Professional in Food & Grocery category – Mr.
Damodar Mall, Head, Integrated Food Strategy.
Marketing Excellence Awards 2011 held by Indira Group Of Institutes
 Best Employer Of The Year - Future Supply Chains
DNA and Stars of the Industry Group Innovative B-schoolAwards
 Star News National B-SchoolAward for being an outstanding B School
with an Industry Related Curriculum – Future Innoversity
ACE (Awards for Customer Excellence) 2011
 2011 SAP ACE award in the Best-Run Business in Mobility Adoption -
Pantaloon Retail
Franchise India Expo 2011
 Best Food And Grocery Chain Of 2011 - Food Bazaar
 Best Value Retailer of 2011 - Big Bazaar
 Best Brand Licensee In FMCG - Walt Disney Brands By Future Consumer
Enterprises
Industry Institute Partnership Symposium
 Appreciation for contribution to placement of over 75 rural Below Poverty
Line youth at McDonalds – Mr. Ayan Thankur, Future Learning

36
Star News Brand Excellence (B.E.) Awards
 Brand Excellence (B.E.) Awards in the Retail Sector - Future Group
ICAI Awards 2011
 CFO - Service Sectorcategory – Mr. C.P.Toshniwal
Food Retail & SCM and Agro Logistics: Summit & Awards 2011
 Food Supply Chain Company Of The Year In Retail Category - Food
Bazaar
Products profile:
Pantaloons brands
•Agile
•UMM
•Bare Denim
•Bare 7to14
• Chalk
•Rig
•Mix n match
• All •Honey•Biba
•109 F
•Remanika
•Spykar
•Lilliput
•Lee Cooper
•Indus league

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Products:
Fashion: The group offers a variety of options in fashion. Its brands include
aLL, Blue Sky, Central, Etam, Fashion Station, Gini & Jony, Navaras,
Pantaloons, and Top 10.Home & Electronics: Options include: Collection i –
a lifestyle furniture store; Electronics Bazaar – offers branded electronic
goods and appliances; e-zone – trendiest electronics items; Furniture Bazaar
– entire range of Home Furniture; Home Town– one stop destination for all
the home needs.General Merchandise : Options Include: Big Bazaar , Shoe
Factory, Brand Factory, Navaras, KB’s FairPrice , Central, Blue SkyLeisure
& EntertainmentWellness & Beauty.
Promotion:
They use magazines, newspapers, television, radios , hoardings, internet etc
for promoting the brand . They have joint ventures and alliances with many
companies to promote the brand.SeasonalDiscounts , Sales Discounts
during Festivals are offered to attract consumers.
P

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Pantaloons Green card Pantaloons Gree
The Pantaloons greencard membership is free. This means you need not
shop for a certain amount or pay a nominal fee to get a GC membership. All
you have to do is fill up a simple form and list your choices, which would
help Pantaloons keep you informed on any offers that may of interest to you.
Pantaloons greencard offers you unconditional benefits:
 Instant discounts
 Complimentary Parking
 Complimentary Home Drop (after alterations)
 Relaxed Return Policy (90 days)
 Complimentary shipping across India
 Exclusive Sale Preview
And this is not all. For 3/5/7 star GC Members, in addition to all this, they
will have exclusive billing counters and a complimentary home delivery.

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And 7 Star GC members can look forward to Assisted Shopping anytime
they wish to do so at any of our 51 outlets across the country.

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DATA ANALYSIS
And
INTERPRETATION

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1)How is the Job satisfaction level??
Satisfied Dis-
satisfied
Neither satisfied or dis-
satisfied
sample
size
41 9 0 50
Table 1: Job satisfaction level
Figure1: Job satisfaction level
Interpretation:
The above figure shows that 41% of the employees are satisfied with
the job.
0
5
10
15
20
25
30
35
40
45
Satisfied Dis-satisfied Neither satisfied or dis-
satisfied
How is the job satisfationlevel
No of respondents

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2) How is the working condition in pantaloons ?
Good Average Satisfactory Not
satisfactory
Sample
size
19 18 11 2 50
Table 2 : Working condition in Pantaloons
Figure 2: Working condition in Pantaloons
Interpretation:
The above figure shows that 19% of the employees say that the working
condition is good,18% say it's average,11%say it's satisfactory and 2% say
they are not satisfactory.
0
2
4
6
8
10
12
14
16
18
20
Good Average Satisfactory Not satisfactory
How is the working condition in pantaloons
No of respondents

43
3)How many times intervals do u take in between your working
hour?
Three
times
Four times More than four Not at all Sample
size
12 24 14 0 50
Table 3: Intervals taken in between working hours.
Figure 3: Intervals taken in between working hours.
Interpretation:
The above figure shows that 12% of the employee takes three breaks,24%
of the employee takes four times break,14% of the employee takes more
than four times break.
0
5
10
15
20
25
30
Three times Four times More than four Not at all
How many times intervals do u take in
between your workinghour
No of respondents

44
4)Is the company providing adequate number of leave when u ask?
Yes No Sample size
14 36 50
Table 4: Is company providing adequate leave.
Table 4: Is company providing adequate leave.
Interpretation:
The above figure shows that 14% of the employees get adequate number
of leave when they ask and 36% of the employees do not get adequate
number of leave when they ask.
0
5
10
15
20
25
30
35
40
Yes No
Is the company providing adequate number
of leave when you ask
No of respondents

45
5) How is the refreshment and restroom facilities ?
Good Average Satisfactory Not
satisfactory
Sample size
13 27 10 0 50
Table 5: Refreshment and restroom facilities.
Figure 5: Refreshment and restroom facilities.
Interpretation:
The above figure shows that 13% of the employees feel good with the
refreshment and restroom facilities,27% feel average with the refreshment
and restroom facilities,10% feel satisfactory with the refreshment and
restroom facilities and none of them feel not satisfactory with the
refreshment and restroom facilities.
0
5
10
15
20
25
30
Good Average Satisfactory Not satisfactory
How is the refreshmentand restroom
facilities
No of respondents

46
6) How is the working hour ?
Very long Long Short Average Sample
size
16 28 5 1 50
Table 6: Working hour
Figure 6: Working hour
Interpretation:
The above figure shows that 16% feel the working hour is long,28% feel
that the working is long,5% feel that the working is short and 1% feel that
the working hour is average.
0
5
10
15
20
25
30
Very long Long Short Average
How is the working hour
No of respondents

47
7) How is the relationship between your peers ?
Comfortable Friendly Not comfortable Sample size
17 28 5 50
Table 7: Relationship between peers.
Figure7: Relationship between peers.
Interpretation:
The above figure shows that 17% feel comfortable with the peers,28%
feel friendly with the peers and 5% feel not comfortable with the peers.
0
5
10
15
20
25
30
Comfortable Friendly Not comfortable
How is the relationshipbetween your peers
No of respondents

48
8) Does the superior takes your suggestions before making a
decision ?
Yes No Sample size
13 37 50
Table 8: Superior takes your decision before making a decision.
Figure 8: Superior takes your decision before making a decision.
Interpretation:
The above figure shows that 13% feel that the superior take their
decision before making a decision and 37% feel that the superior do not take
their decision before making a decision.
0
5
10
15
20
25
30
35
40
Yes No
Does the superior takes your suggestions
before making a decision
No of respondents

49
9) Are you satisfied with the incentives provided to you with the
organization?
Most
satisfied
Satisfied Dis-
satisfied
Sample size
12 13 25 50
Table 9:Satisfaction level of the incentives provided.
Figure 9: Satisfaction level of the incentives provided.
Interpretation:
The above figure shows that 12% of the employees are most
satisfied,25% of the employees are satisfied and 13% of the employees are
dis-satisfied with the incentives provided.
0
5
10
15
20
25
30
Most satisfied satisfied dissatisfied
Are you satisfiedwith the incentives
provided to you with the
organisation
No of respondents

50
10) Do you find the job interesting?
Yes No Sample
size
36 14 50
Table 10: Do you find the job interesting.
Figure 10: Do you find the job interesting.
Interpretation:
The above data shows that 36% of the employees do not find the job
interesting and 14% of the employees find the job interesting.
0
5
10
15
20
25
30
35
40
Yes No
Do you find the job interesting
No of respondents

52
FINDINGS BASED ON THE DATA COLLECTED AND
INTERPRETED:
 Overall satisfaction level of the employees is average.
 Major part of the absenteeism is due to the health reason.
 Facilities offered to the employees is found to be average.

54
SUGGESTIONS AND RECOMMENDATIONS:
 Incentives should be given for employees who take less
holidays so that it motivates them and others to achieve it.
 Doing job rotation to the employees so that they won’t get
bored of doing the same work.
 The employees should be given leave in rotation so that they
won’t take leave unnecessarily.
 Superiors should take the suggestions made by the employees if
they are fair.
 There should be a systematic scheme of promotion and
economic and non-economic measures to boostworker’s
morale.

56
CONCLUSION:
Absenteeism is one of the socio-economic evils of industrialization
.The advent of industrial revolution opened a new vista of economic growth
and development throughout the globe.
The findings of this study revealed the main reason for absenteeism,
namely factors associated with Job satisfaction,refreshment & restroom
facilty,working hour,Incentive schemes,inadequate reward system of the
absenteeism policy.
The recommendations could contribute to effective management of
absenteeism and eventual reduction in absenteeism rates.

57
BIBLOGRAPHY:
 Absenteeism and Industrial Development:Causes,Impact & control
measures-Kavita Tiwari
 www.Pantaloons .in
 www.future group.com
 www.wikipedia.com
ANNEXURE
Introduction
All the information that are collected below are only for the
purpose of project and it won’t be revealed to anyone.
Age
Gender: Male Female
Experience:
1.How is the Job satisfaction level??
a)Satisfied
b)Dis-satisfied
c)Neither satisfied or Dis-satisfied

58
2. .How is the working condition in pantaloons ?
a)Good
b)Average
c)Satisfactory
d)Not satisfactory
3. How many times intervals do u take in between your working
hour?
a)Three times
b)Four times
c)More than four
d)Not at all
4. Is the company providing adequate number of leave when u ask?
a)Yes
b)No

59
5. How is the refreshment and restroom facilities ?
a)Good
b)Average
c)Satisfactory
d)Not satisfactory
6. . How is the working hour ?
a)Very long
b)Long
c)Short
d)Average
7. How is the relationship between your peers ?
a)Comfortable
b)Friendly
c)Not comfortable

60
8. Does the superior takes your suggestions before making a
decision ?
a)Yes
b)No
9) Are you satisfied with the incentives provided to you with the
organization?
a)Most satisfied
b)Satisfied
C)Dis-satisfied
10)Do u find the job interesting?
a)Yes
b)No

A STUDY ON THE FACTORS THAT CONTRIBUTES TO ABSENTEEISM

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