This document provides an overview of International Tractors Limited (ITL), an Indian tractor manufacturing company. It discusses ITL's history, products, subsidiaries, HR practices, and milestones. It then examines a study conducted by ITL on absenteeism and labor turnover. The study analyzed reasons for absenteeism and turnover as reported by workers. It identified factors affecting attendance and effects of absenteeism. The findings were that main reasons for absenteeism were family matters, personal health issues, and poor management. The conclusion recommends incentives, cooperative management, and health programs to control absenteeism and turnover.

1. INTERNATIONAL TRACTER LTD. Project :-ABSENTEESM &LABOUR TURNOVER

2. INTRODUCTION TO THE COMPANY

3. History & An Overview Of The Group

4. History :-Established in 1969, Sonalika group from the very beginning has tried to understand customer need.Sonalika has state of manufacturing ,spread in acres, located at Hoshiarpur and tax free zone in H.P. It is the one of the top 3 tractor manufacturing companies in India . Othes products include of, Multi utility vehicles, engines and various farm equipments . It is also one of the few debt free companies. Group has strength of about 2000 employees & technocrats. As we step in to our fifth decade of existence, we continue to lead the development.Tractor & Car plants work in 2 to 3 shifts depending upon volume of work for maximum production. We have ventured in to automobile sector with the launching of RHINO –MUV to write another success story.

5. Overview Of The Group Main Group Units of the company:International Tractors Ltd. (ITL)Sonalika Agro Industries CorporationInternational Cars & Motors Ltd. (ICML)International Autotrac Finance Ltd. (IAFL) International Tractors Limited was incorporate on October 17, 1995 for the manufacture of Tractors and has since then built a distinct position for itself in the Tractor industry. ITL is manufacturing various Tractors of Sonalika brand between 30 H.P to 90 H.P, and CLASS brand between 70 hp to 90hp. their maximum pulling power, minimum fuel consumption and low emission.

6. These tractors are also exported to various countries including South Africa, Australia, Zimbabwe, Sri Lanka, Canada, Bangladesh, Algeria, Ambia, Senegal, Ghana etc. The corporate philosophy embedded in trust, quality and commitment has helped the group to carve out a niche for itself in the highly competitive world of Machinery. Sonalika is the fastest growing tractor company .

7. WHAT DRIVES US VISION STATEMENTThe Dream Project of Sonalika group is to cater the agricultural and auto industry with quality abrasive products through untiring dedication and leadership.MISSION STATEMENTWe pay personal attention to our customers so that, we can build products they need, and not merely sell the products we build.

8. ProductsSome products of International Tractors LtdDI-750IIIDI-730 IIIDI-745IIIDI-55DI-730 IIDI340SDI-75 2WDDI-750IIDI-732IIIDI-75 4WDDI-750DI-732III

9. HRM practicesHuman ExcellenceThe Company has established an Excellency Centre with a view to develop human excellence. The centre focuses on three types of training and development activities.Functions of HRD Manpower Planning

10. Recruitment and selection of employees

11. Employee Motivation

12. Employee Evaluation

13. Industrial Relation

14. Provision of Employee ServicesQuality Assurance

15. MILESTONES2007Joint Venture between ITL and MAGMA , August 2007. 2007New variant of RHINO RX2006Market Launch of RHINO (MUV)2004Opening of in Sonalika group ICML2003Started export of tractors to Africa & Asian subcontinents2000Entered into Joint venture with Renault (Class,) from Germany agricultural1997Entered into Manufacturing of tractors1969Modest beginning into farm equipment and machinery manufacturing

17. STUDY OF ABSENTEEISM WHAT IS ABSENTEEISM?Absenteeism is a habitual pattern of absence from a duty or obligation. The rate of absenteeism is defined as :-No of maydays lost due to absenceAbsenteeism= _____________________________ * 100No of maydays scheduled to workWHAT IS TURNOVER? In economics, turnover refers to the rate at which an employer,gains and loses staff. If an employer is said to have high turnover, then it may hire people often. The high turnover can be a risk to the business due to lost skills and knowledge.

18. REASONS FOR HIGH RATE OF ABSENTEEISM & TURNOVERHow employees report absence 1. Colds/flu2. Stomach upset/food poisoning3. Headaches/migraines4. Back problems5. Stress/emotional problems/personal problems In managers' own opinion1. Colds/flu2. Stress/emotional problems/personal problems3. Monday morning blues/extending the weekend4. Low morale/boring job 5. Childcare problems/family sickness

19. REASONS FOR ABSENCES AS REPORTED BY WORKERSREASONS FOR TURNOVER AS REPORTED BY WORKERSRelationship with BossOvertime Available onAnother JobPoor Overall Job ManagementPoor PlanningPoor Craft SupervisionInadequate Tools and EquipmentExcessive Surveillance by OwnerUnsafe Working ConditionsExcessive ReworkTravel DistancePoor Craft SupervisionPoor Overall ManagementPersonal and Family IllnessFACTORS AFFECTING WORKPLACE ATTENDANCEAssociated Workplace Climate FactorsOrganizational and Workplace Factors Social and Societal InfluencesIndividual Factors

20. EFFECTS OF ABSENTEEISM Increased CostsLower moraleIncreased workloadsFrustrated managers and supervisorsLoss of productivityNon achievement of objectivesReduced provision of servicesDecreased product qualityIncreased training costs and loss of key skills and personnelIncreased supervisory and administrative costsAdverse public perception and confidenceAdverse effects on consumersWorkers loss wages for unauthorized absence from dutyRegular flow of work in the factory is disturbed

21. Types of interventions to reduce workplace absenteeismPROCEDURALPREVENTIVERE-INTEGRATIONThe model (derived from Veer man, 1990) is represented as:-

22. CONTROL OF LABOUR TURNOVERUse of proper tests & interviews in selection of employees.Proper orientation & training of employeesBetter pay & good working conditionsPromotion from within & other career opportunities.Security of service.Introduction of incentive plans.Employee welfare schemes.Provision of retirement benefits.Proper job design, & work scheduling to match skills with job requirements.

23. DATA ANALYSIS

24. Reason for absence or leave?

25. Distance between place of stay & work place(Kms)?

26. Satisfaction with working conditions?

27. Basis of incentives provided to workers those having high:

28. Extent of Job Satisfaction

29. FINDINGS OF THE STUDY

30. FINDINGSAfter doing analysis of collected data, findings that arrived are: -From the analysis of questionnaire we found that main reasons of absenteeism are:Family Matters Personal Health of employee.Visit to native place.Poor management SystemAlcoholism & GamblingLack of Interest

31. CONCLUSION