Role of Absenteeism in Labor Turnover

2. Workplace attendance and its converse absenteeism are complex
multi dimensional issues.
CEAT lays great emphasis on its
work force and incidentally the
human related work practices.
Absenteeism, a complex subject and
a human related issue is hence
viewed very seriously in CEAT
because absence from work has wide
ranging repercussions on the
workplace, workers, the operation of
industry and the provision of goods
and services to society.

3. PRIMARY:-
To get the practical exposure in the the field of HR .
To study the trends and nature of absenteeism in
CEAT Ltd.
SECONDARY:-
To identify the causative factors underlying the
absenteeism.
To suggest effective measures for the control of
absenteeism among the workers.
To study the leave policy in CEAT Ltd & the
impact of it.

4. CEAT of Italy was established in Turino in 1924.
The founder was Dr. Virginio Tedeschi. CEAT in
Turin started effectively making cables for
Telephones and railways. The post World War-I
crisis effected the European Industry and ironically
gave an easy way for the company to diversify into
textile and tyres.
CEAT the four lettered word in Italian actually stands
for
AFFINIELECTRICI
CAVI
TORINO
CEAT

5. OUR MISSION
To be on the top position in Indian market in competition with the domestic &
global players.
OUR AIM
Total Customer satisfaction through continuous up-gradation in quality and
technology.
OUR STRENGTH
Sound Technology
High Employee Motivation
Good Expert Market
Cost Effective operation
VISION STATEMENT
CEAT will each time every time provide Total Customer Satisfaction through products
and services of highest Quality & Reliability.
CEAT will nurture an exciting and challenging working environment embedded with
trust and fairness.
CEAT will focus on market capitalization through leadership in revenue growth,
continuously creating value for all shareholders and contribute meaningfully to the
community at large.

6. The term ‘Absenteeism’ for the first time defined in
a Circular of the Labor Department, Govt. of India.
Absenteeism as a morale problem appears to be
related to turnover in both cause and manifestations.
An absence from work could mean an inability or unwillingness,
on the part of an employee, to work.
Eleanor V. Kennedy (1943), defined absenteeism as “the failure
of workers to report on the job when they are scheduled to work”.
Duane Evens (1943) defined it as “the absence of a worker
during a full shift that he is scheduled to work.”

7. WHERE AREYOU ?
WHY O
WHY ??
BE RIGHTBACK
LOST ??
?
WHERE AM

14. Policy adopted by Ceat to control Absenteeism
•If an employee is absent for more than 10 days (i.e. 11 to 20 days) in a
calendar year, a letter of Advisory is to be issued.
If previously given Advisory, then next punishment.
•If an employee is absent for more than 20 days (i.e. 21 to 30 days) in a
calendar year, a letter of Warning is to be issued.
•If an employee is absent for more than 30 days (i.e. 31 to 50 days) in a
calendar year, a letter of Stern Warning is to be issued.
•If an employee is absent for more than 50 days (ie.51 to 70 days) in a
calendar year, a letter of Final Warning is to be issued.
•If an employee is absent for more than 70 days (ie.71 to 100 days) in a
calendar year, a letter of Charge sheet is to be issued.
•If an employee is absent for more than 100 days (ie.101 days & above) in
a calendar year, a letter of Show Cause Notice,
Charge sheet & Enquiry are to be issued on case to case basis.
The above steps are taken in to consideration, on the basis of reply given
by an employee and also on the
basis of record of absenteeism.

15. Warning
Final
Warning
Suspens
ion for
two
days.
Suspens
ion for
four
days.
Dismissa
l

16. Data Collection
•Discussion with management.
•Questionnaire was prepared and discussed with the management
•With the help of company’s personal records the information regarding the man-days
schedules and man-days lost was collected so that calculations of the rate of
Absenteeism would be possible. The record of the company obtain the general
information about the company’s the average percentage of Absenteeism.
Primary Data:-
All the data and information about the company and absenteeism was collected from
the personnel department and workers. Such as
•Questionnaire
•Formal & informal talks with the personnel
Secondary Data:-
Secondary data was collected from following sources
•Reference Books, Magazines, Reports, etc
•Company records
•Internet
Samp
le
size-
40

17. The scope of the extends to all the workmen: -
To study the concept of labour absenteeism.
To understand the nature of absenteeism in CEAT.
Know the reasons underlying absenteeism.
Study the causes and effects of absenteeism on company.
Guide the employees to solve their personal problems.
Improve the Quality of work life of worker.
LIMITATIONS OF THE STUDY:-
The sample size was small.
The workers were reluctant to tell the actual or true reasons for their
absenteeism.
Workers were not available as and when required.
In responding to the questionnaire, despite of assurance of
confidentiality of responses one gets a feeling that perhaps all workers
did not believe in such assurance.

19. April, May & June are the months in which
workers usually remain absent.
Accident also plays an important role in
absenteeism.
Rate of absenteeism is observed more in young
workers as compare to other workers.
Workers usually don’t fall ill due to unhygienic
conditions.
Most of the workers remain absent during
festival seasons or while any social ceremony.
Nearly 70% of the workers have other sources
of income in which agriculture is one of the
main sources.
Workers have good transportation system.

20. Absenteeism is a serious problem and must be
eliminated from the root. It adversely affects the
productivity and performance of all workmen. The
elimination of the absenteeism is difficult task but not
impossible.
April,May & june are the months in which workers
usually remain absent.
The causes of absenteeism in CEAT Ltd. are- illness,
accident within or outside the organization, family
problems, marriages of relatives, out station visit,
addiction to alcohol, laziness, business other than their
job, work overload etc.
The average number of employees leaving the
organization due to some or the other reason is around
4% per year. The probable reason of this is disciplinary
actions, family problems, better career opportunity etc.

21. NISHA INDRAJEET GOMES
PRIN . L. WELINGKAR
INSTITUE OF
MANAGEMENT
DEVELOPMENT &
RESEARCH
2014-2015