A STUDY ON EMPLOYEE'S ABSENTEEISMIN ,SPINCO.pdf

May 14, 2018 | Author: Keleti Santhosh | Category: Family And Medical Leave Act Of 1993, Employment, Research Design, Cotton Mill, Sampling (Statistics)
Share
Report this link


Comments



Description

For more Projects visit techshristi.com A STUDY ON EMPLOYEE’S ABSENTEEISM IN SPINCO., THIRUBUVANI, PUDUCHERRY SUMMER PROJECT REPORT Submitted by K.PRASANNA REGISTER NO: 27348327 Under the Guidance of Mrs.M.JANAKI RAMA MBA., PGDCA., Faculty, Department Of Management Studies in partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION DEPARTMENT OF MANAGEMENT STUDIES SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY, INDIA SEPTEMBER- 2007 For more Projects visit techshristi.com SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE MADAGADIPET, PUDUCHERRY DEPARTMENT OF MANAGEMENT STUDIES BONAFIDE CERTIFICATE This to certify that the project work entitled “ A STUDY ON EMPLOYEE’S ABSENTEEISM IN SPINCO LTD., PUDUCHERRY” is a bonafide work done by K.PRASANNA [ REGISTER NO: 27348327 ] in partial fulfillment of the requirement for the award of Master of Business Administration by Pondicherry University during the academic year 2007 – 2008. INTERNAL GUIDE HEAD OF DEPARTMENT Submitted for Viva-Voce Examination held on EXTERNAL EXAMINER For more Projects visit techshristi.com TABLE OF CONTENT CHAPTER TITLE LIST OF TABLES LIST OF CHARTS I INTRODUCTION 1.1 Profile of Organization 1.2 Process of manufacture 1.3 Organization chart 1.4 Organization structure II III IV V VI REVIEW OF LITERATURE OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY, SUGGESTION AND RECOMMENDATIONS VII VIII CONCLUSIONS LIMITATIONS OF THE STUDY SCOPE FOR THE FUTHER STUDY APPENDICES ANNEXURE-1 ANNEXURE-2 77 81 1 4 6 7 10 25 26 33 71 73 74 75 76 PAGE NO faculty Department of Management Studies.JANAKI RAMA.com ACKNOWLEDGEMENT I am extremely grateful to Our Principal Dr. I convey my heartiest thanks to Mr. VENGATACHALAPATHY to provide necessary and essential facilities to do this project report.For more Projects visit techshristi.S. Puducherry. for her encouragement. support and guidance to complete this project work successfully. M. V.K. RAJA MOHAN MANAGING DIRECTOR THE PONDICHERRY CO-OPERATIVE SPINNING MILL LTD. Finally. Department of Management Studies for providing me with an opportunity to study and to do this report. who kindly granted permission to do this project report in his esteemed organization. I express my sincere thanks and deep sense of gratitude to my Head of Department Mr. I express my sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the ways and in all aspects for doing the project . I express a deep sense of gratitude to my Guide Mrs.JAYAKUMAR. G. S. . The response given by the employees of chi square . salary.com ABSTRACT The project report entitle “A STUDY ON EMPLOYEE’S ABSENTEEISM IN SPINCO. increasing leave . transport facilities . promotion incentives . training programme.For more Projects visit techshristi. Facilities. correlation . PUDUCHEERY. weighted average method . the above all conclusion will helpful for management to improve the presenteeism. puducherry. introduction of attendance programme . The prepared questionnaire is used to get the direct responses from the employees of spinco. puducherry analyzed and interpreted using different type of statistical tools used are percentage analysis . welfare facilities . spinco. After analysis and interpretation it reveals the following points are important in improving the working condition . attendance program.” is intended to determine the employees condition.increasing the salary . motivation techniques and promotions To achieve this defined objective structured questionnaire based on the preliminary study made is prepared. com LIST OF TABLES S.no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 TABLE NAME Table showing respondents age level Table showing Educational Qualification of the Respondents Table showing respondents experience Table showing number of working days Table showing leave taken in a month Table showing respondents number of working years Table showing respondents on their work load Table showing respondents working hours Table showing respondents management policy Table showing respondents working environment Table showing respondents relation ship with supervisor Table showing respondents their leave will affect company out put Table showing respondents employees skill Table showing respondents salary Table showing respondents compensation provided Table showing respondent existing job Table showing respondent facilities provided by the company Table showing respondent flexibility and independence Table showing respondent procedure for taking leave Table showing respondent reason for taking leave Table showing respondent absent due to transportation problem Table showing respondent infectious diseases Table showing respondent get leave whenever you want Table showing respondent insufficient rest pause Table showing respondent motivation techniques Table showing respondent personal problem Table showing respondent counseling provided by the company Page No 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 .For more Projects visit techshristi. Correlation Ranks for correlation data Salary Paid Vs Absent Due To Transportation.ANOVA ANOVA Table Weighted Average for Data Point Weightage 60 61 62 63 64 65 66 66 67 68 69 69 .CHI-SQUARE Computation of Chi-Square Affected By Infectious Diseases Vs Leave Affecting The Company Output.com 28 29 30 31 32 33 33 34 35 36 37 38 Table showing respondent Preference on their shift to reduce absenteeism Table showing respondent freedom to change shift Table showing respondent need additional leave Table showing respondent excepted facilities provided Table of Respondents Based On The Working Hours .For more Projects visit techshristi. For more Projects visit techshristi.no 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 CHART NAME Chart showing respondents age level Chart showing Educational Qualification of the Respondents Chart showing respondents experience Chart showing number of working days Chart showing leave taken in a month Chart showing respondents number of working years Chart showing respondents on their work load Chart showing respondents working hours Chart showing respondents management policy Chart showing respondents working environment Chart showing respondents relation ship with supervisor Chart showing respondents their leave will affect company out put Chart showing respondents employees skill Chart showing respondents salary Chart showing respondents compensation provided Chart showing respondent existing job Chart showing respondent facilities provided by the company Chart showing respondent flexibility and independence Chart showing respondent procedure for taking leave Chart showing respondent reason for taking leave Chart showing respondent absent due to transportation problem Chart showing respondent infectious diseases Chart showing respondent get leave whenever you want Chart showing respondent insufficient rest pause Chart showing respondent motivation techniques Chart showing respondent personal problem Page No 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 .com LIST OF CHARTS S. For more Projects visit techshristi.com 27 28 29 30 31 Chart showing respondent counseling provided by the company Chart showing respondent Preference on their shift to reduce absenteeism Chart showing respondent freedom to change shift Chart showing respondent need additional leave Chart showing respondent excepted facilities provided 59 60 61 62 63 . In 1951 the total number of mills in this Industry was only 378 of which 103 where spinning and 275 were composite Mills.com CHAPTER-I INTRODUCTION 1. Sholapur and Nagpur.1. The number of cotton textile mill increased to 1051 in 1990. The total investment in the fixed assets is 1300 crores. Early years marked a rapid progress and number of cotton mil1s increased up In Ahemedabad. . Its contribution of government revenue and to export earnings is substantial.1 PROFILE OF THE ORGANISATION 1. 1. when for the first time a mill was started in Calcutta. Governor of French rule at that time in 1827 on the western style. In puducherry. In 1828 Blin and Delbruck are businessmen of France have stared another spinning mill in PuduCherry with a production capacity ofabout700 Kg per day. The society has been registered on 28-12-1979. the actual functioning commenced in the year 1984. between Pondicherry and Villupuram in the Village Thirubuvanai. The factory is situated 22 Kms away from Pondicherry in the National Highways 45-A. of this 770 were spinning mills and 281 composite mills.For more Projects visit techshristi.1. and provided employment for 225 workers. But its real foundation was laid in Bombay with a mill set up in 1853 under PARSI Management. the first spinning mill which started its operation be Desbarsyns de Richement'. It contributes for about 25% of total exports.2 HISTORY OF THE MILL The Pondicherry Co-operative Spinning Mills was registered as cooperative Society under the Pondicherry co-operative societies Act 1972 during the year 1979. Thus the organized mill sector provides employment to more than one million people in the country and about l/5th of the total employed in manufacturing industry.1 GROWTH OF TEXTILE INDUSTRY The birth of cotton textile industry can be traced back to the year 1818. This spinning mill is the first type of its kind in its venture in the union territory of Pondicherry. 11.3 MEMBERSHIP The Mill was started with 138.689. The Position placed by the Mill from 1987-88 to 1990-91 is detailed below: .31 14 .45 Membership Share Capital (in lakhs) 1.P. 4.at the beginning and at Present there are 815 members with a share capital of Rs .1981 by the then Chief Minister of Pondicherry and the factory was inaugurated by the then his. Members with a share capital of Rs. the Pondicherry Co-operative Spinning Mills has been identified as No.1 Mill for its profitability.1984 and the Commercial production was started on 19. Net profit and Labour productivity. Twari. The mills Spindale was 25080 only. Machine productivity.1.3. The trial production was made on 12.Excellency T. Particular "A" Handloom weavers co-op Societies "B" "C" "D" Other Co-operative Societies Individuals Government of Pondicherry 69 731 1 815 3.2.31lakhs comprising as the following. Governor of Pondicherry on 16.79.com The foundation stone for the Mill was laid on 10.84.For more Projects visit techshristi.1. 1.08.50 689. Lt.72 6.64 674. The Mill has achieved its full spinning capacity in the year 1987. 9001akhs.4 AWARDS COMPLEMENTED BY THE AIFCOSPIN Among all the co-operatives in India.1984. 6 EXPANSION PROGRAMME The licensed capacity of the Mill is 39. The installed capacity is 35. The position placed by the mill from 1987-88 to 90-91 Year 1987-88 1988-89 1989-90 Selection Criteria Spindle Profit Spindle Profit Spindle Profit Machine Productivity Productivity per Spindle Shift 1990-91 Spindle Profit Cash gain per spindle Machine Productivity Labour Productivity .For more Projects visit techshristi.1.com 1.1. By the year2001. It has awarded many awards.Bombay. . Position I I I II III I II II III 1.5 AIFCOSPIN .032 spindles will be erected.160 spindles with an average count of 40's to 6’s.All India Federation for Co-operative Spinning Mill. 192-spindle unit. the remaining capacity of 4.  CARDING The blow room lap is fed into carding machine. a uniform sliver lab is produced. After processing in.Process is followed as usual.For more Projects visit techshristi.1 SPINNING The process of spinning starts with ginning. The cotton is subject to the action of sharp wire points of licker cylinder.2 PROCESS OF MANUFACTURING The Pondicherry co-operative spinning mills ltd is processing with its licensed capacity 1. Bales of different varieties are opened at time and layer of cotton from each bale is fed alternatively. In this mill.  MIXING AND BLOW ROOM Raw cotton is received at the mill in highly compressed bales. . the ginned cotton is directly purchased and so that the ginning is not carried on and the remaining . Here parallelization of fibers is achieved and this process is repeated twice for carded yam and the sliver lab is then fed to the speed frame.by 6 to 8 card sliver and drafting them proportionately.  SPEED FRAMES This term' Speed frames' is used to designate a group of machines in which cotton in the form of drawing sliver is reduced to a much smaller size by drafting and a slight twist. comes out in the cane. doffer and flatter resulting in 'the further removal of neps and waste.com 1. into the machine with a view to obtain uniform blend.2. It is cleaned in blow room line. Ginning is process by which Seeds are removed from the raw cotton.  DRAWING On the drawing frame. 00 A. with a half an.And the third shift is from 12 MID NIGHT to 7. The second shift is from 3.com  RING FRAMES The final yarn is spun on ring frames by drafting and twisting the rove from the speed frames. Thereafter such yarn is twisted together on a ring doubling machine to form a double yarn.M.For more Projects visit techshristi. The production process is non – stop. by the weavers in union territory of Pondicherry and by others. 1.30 P.30 P.varies depending on the count and quality of yarn required.2. to 3. The mill shall produce such kinds of cotton yarn and staple fiber yarn as are required by the weaving units.2.2 BUSINESS     The mill shall purchase the cotton required by spinning. . The drafts and twist .2.Nearly 630 workers are working in the mill. The first shift timing is from 7 00A. 1.M .M.M. 1.A. The Board of director may appoint necessary agent brokers etc on such terms and may be agreed upon for canvassing order.to 12.S..  DOUBLING Generally two yarn threads are sending parallel on single cone on a doublers winding machine. The yarn required by the Pondicherry state weavers co-operative societies and other primary weavers co-operative societies shall ordinarily be supplied by the mills.officer and he is appointed by the Government of Pondicherry.3 FUNCTION OF THE MILL The Pondicherry co-operative spinning mill is running with 3shifts. who is I.hour break for workers but not for production .4 MANAGEMENT Pondicherry co-operative spinning mills ltd is governed by law and it is managed by an Administrator.00MID NIGHT . 3 ORGANISATION CHART ADMINSTRATOR Managing Director Administration & Finance Production Wing Labour Officer Admn. Engineer Clerks Clerks Supervisor for Prodn & Maintenance Masteries & Workers Quality Control wing Engineering wing .com 1. control) Elec. (Qlty. Spinning Master (Maintenance) Asst Spinning Master. Manager Controller of Accounts Asst.For more Projects visit techshristi. The Asst. All the incoming raw materials and outgoing yarn are checked in quality point of view.1 PRODUCTION WING The major activity concerned in the mill is production of yarn from raw Cotton. 6 staffs and 540 workers are working in production wing. It also takes all preventive measures.4 MAINTENANCE WING . An Electrical Engineer heads this wing. Administration wing 1. 1. A group of 21 workers are worked in this department under the control of the Electrical Engineer 1.4. Spinning Master (Maintenance & production) is in charge for the production wing. 1.       Production wing Quality control wing Engineering wing Maintenance wing Accounts and finance wing. In this wing. the machineries and materials are equipped to produce yarn from the count range 305 to 1005. Asst. nearly 10 staffs are working.com 1.For more Projects visit techshristi. Spinning Master (Quality Control) is in charge for this wing.2 QUALITY CONTROL WING The main responsibility of this wing is to check the quality of yarn and quality of raw materials.4 ORGANISATION STRUCTURE The organizational functions of the mill is divided into five namely. In this mill.3 ENGINEERING WING This wing takes care of all electrical equipments and fittings in the organization. The supervisors in the production will look after the process of production in different stages.4.4.4. The controller of accounts heads this department and three staffs are working in this department 1. All payments and receipts are taken care by this wing. .com This wing is functioning under the head of Asst. where ever and when ever deemed necessary and their comment shall be consider while framing a policy decision. This department carries on purchases.4. and to know the correct financial status of the mill. It also maintains records of all financial transactions to find out the profit or loss during the year.4. This wing maintains a systematic record of the daily events of business.For more Projects visit techshristi. One staff and 68 workers are functioning in this wing. This will take measures to maintain the machinery in good working condition.5 ACCOUNTS AND FINANCE WING The finance and accounts wing is playing an important role in this organization. This wing is taking care of maintenance of all machineries in the mills. Spinning Master (maintenance). 1.the administrative manager and concerned department head shall be consulted by the Managing director in all matters . sales stores and other administrative functions 31 staff are working in the wing All the department (wings)are under the direct control and supervision of the Managing director .6 ADMINISTARATION WING Administrative manager is in charge for administrative wing. It helps to know the employee satisfactions level and it help to find cause of employee absenteeism. work stress.For more Projects visit techshristi.  This study can be helpful to the management to improve its core weaknesses by the suggestions and recommendations prescribed in the project.  The need of this study can be recognized when the result of the related study need suggestions and recommendations to the similar situation. based on certain factor like working condition. . leadership style. Puducherry   The study is on employee absenteeism in SPINCO The employee absenteeism is booming HR issue in many industries . and salary level.Operative Spinning Mill Ltd. the employees are considered as the backbone of The Pondicherry Co. leave days.com NEED FOR THE STUDY  The success of any manufacturing organization depends largely on the workers. President and CEO of the Disability Management Employers Coalition (DMEC). time off to care for dependents and compassionate leave.” explains Sharon Kaleta. “One person absent from work may not create a problem. “Every time an employee is absent from work there is a loss of productivity to the organization. but particularly affects those employees left to pick up the pieces. to other authorized absences such as annual leave. many of which are preventable. The loss of productivity due to short/long-term illness. However. Effective absence management programs can be the best remedy for reducing absenteeism. Other causes might also include low morale.com CHAPTER-II REVIEW OF LITERATURE Absenteeism is a habitual pattern of absence from a duty or obligation. According to Wayne Wendling. An absence refers to time an employee is not on the job during scheduled working hours. stress and poor working conditions. paternity leave. ranging from short-term illness.1 Says FRANCES DAVIES Absenteeism can have an enormous effect on the productivity of an organization. disability is therefore proving to be a major headache for companies. employee absenteeism is not just an employee issue it is an organizational problem and therefore becomes everyone's responsibility.  IMPACT OF ABSENTEEISM There are many forms of absenteeism. The average American worker takes six days sick leave a year. 2. holiday. but several people absent for one or more days can have a significant financial impact to the organization. and although this is significantly less than in places such as Europe it is still having a big impact on US staffing resources and productivity. unauthorized absence and persistent lateness. long-term illness. or vacation time. Senior Director of Research at the International Foundation of Employee Benefit Plans. .For more Projects visit techshristi. The effect absenteeism can have on a business can be wide-ranging. except for a granted leave of absence. “Once they are measuring absence and then reducing it. as a result.For more Projects visit techshristi. “Part of that is overcome as more files are now open to people who can fill in and help with the tasks that the individual may have been performing. Allowing employees to visit doctors and dentists. and absence management programs can definitely help.” Wendling recommends. Report Author: ANNE COUGHLAN Senior Research Executive. however. is to maintain a happy working environment where people actually enjoy coming to work. they will find that a fitter workforce will perform better and productivity will increase – giving them a competitive edge in any business environment. the entire web of interaction among employees can be disturbed in terms of workflows and the availability of information. Although not always preventable. Fostering a caring working environment where workers are supported during any illness or disability can only work in the favor of the company – and ensures that work isn’t something for employees to be sick of. IBEC Research and Information Service . organizations are much more dependent on their employees. However.” enthuses Bawden. health education and stress management interventions are all good examples.com The workings of a company have changed and employees are now much more interconnected than previously – and. “Have a workplace that people love to come to work in and they feel they are doing something meaningful. Sometimes it really is the little things that make the most difference. there is a definite ‘ripple effect’ through the organization when someone is unexpectedly ill. “When someone is absent. One of the most effective ways to combat absenteeism. absenteeism is something that can be mitigated to a certain degree.”  WORKING WELL There are many measures that an employer can take to help mitigate the rippling effects of absenteeism on the workforce. The productivity of others is also being impacted.” he explains. health surveillance. ’ which was based on responses received from 557 private sector companies employing 147. overtime and staff replacement costs.For more Projects visit techshristi.e. Many organizations appear to accept a certain level of absence i. Employers are affected by direct costs such as sick pay. As only a portion of absence days are subject to organization control – it is important to determine what portion of employee absence is avoidable. for example. Absence can also be a symptom of a more serious underlying problem. However. plus the indirect costs associated with the effects of absence on. such as bullying and/or harassment. stress. The absent employees themselves and their dependants may have a reduced income as a result of absence. if not investigated. etc. Employees can feel they have been treated unfairly when they perceive other absent employees as ‘getting away with it’. The co-workers of an absent employee may have to work under increased pressure.000 employees. . The recent IBEC study found that over half of the respondents did not consider they had a problem with absence. besides incurring possible additional medical expenses. Absence affects more than just the person who is absent.. management time and the potential loss of customers.com  IBEC ‘WORKPLACE ABSENCE SURVEY 2004 The report contains data from the IBEC ‘WORKPLACE ABSENCE SURVEY 2004. more than four out of ten companies in the survey considered their absence levels to be a cause for concern. lead to significant costs to the organization. which could. production and quality.in order to meet deadlines. where a proportion of their employees are away on any particular day. communication breakdown. as well as causing long-term damage to the employee. employees can be absent from work for any one of a number of reasons.  Change Management Style: We are all aware of the fact that when employees call in ill.For more Projects visit techshristi. and make others feel that it must be their way or the "highway. it does not mean they are truly too physically ill to work. In other words. they yell too much. that employees are absent is stress. have poor communication skills. I informed the manager that the problem of employee absenteeism is a problem best resolved by taking the following four positive interventions versus taking a negative or punitive approach.2 HOW TO DEAL WITH EMPLOYEE ABSENTEEISM  For Employees Who Are Absent For Supervisors/Managers: Recently. study and/or exam leave. marriage leave.). and are inflexible. and the number one reason employees are stressed has to do with their relationship with their manager/supervisor. for both males and females. and employee health problems such as backaches and headaches. . training. or under arrangements agreed at an individual company level (such as compassionate or bereavement leave. either under statutory leave entitlement (such as – annual leave. Nowadays. apart from sickness. blame others for problems. By identifying managers who use an authoritarian style. maternity or adoptive leave. job burnout. etc. I was asked by a manager how he should deal with the fact that on any given day 10% of his employees are absent from work. One reason. and providing them with management training. set unreachable goals. 2.com A recent IBEC survey showed that personal problems were cited as a cause of absence in a significant number of companies. Management styles that are too authoritarian tend to promote high levels of absenteeism among employees. outside of illness. parental leave). but also reducing turnover. Authoritarian managers are managers who have poor listening skills. you will be taking a positive step not only toward reducing absenteeism." Authoritarian managers tend to produce high absenteeism rates. and promote an internal conflict resolution procedure. and still others provide employees with a buffet lunch. It simply helps the employee decide to go to work versus staying home and watching Jerry Springer. The types of incentive programs used by companies are numerous.com  Change Working Conditions: The employees in your company probably work in a well-lighted climate controlled building. and still others decide once a week works best. Besides stress as a primary reason for .  Provide Incentives: Giving employees incentives for reduced absenteeism is not the same as rewarding or giving employees bonuses for reduced absenteeism. while others decide once a month is best. Some companies find that they can simply reward employees with perfect attendance once a year.  Develop an Attendance Policy: Every company should have an attendance policy. An attendance policy allows a manager to intervene with an employee who is frequently absent. but it also exists between employees. The type of incentive program that your company uses should be one created especially for your company. You can create an incentive program tailored to your unique company by allowing employees to help you develop the incentive program. The duration of the incentive program is also very important.For more Projects visit techshristi. are companies that reduce employee stress. A reduction in employee stress reduces employee absenteeism. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. Companies that adopted policies and values that promote employee respect and professionalism. Some companies allow employees to cash-in unused sick days at the end of every quarter. others give an employee two hours of bonus pay for every month of perfect attendance. so they called in ill. The working conditions I am referring to relate to coworker relationships. a certificate of achievement. These employees usually report they just could not deal with "so and so" today. or even a scratch-off card concealing prizes. Not only does relationship stress occur between the employee and manager. Frequently I hear employees say they did not go to work because they are fearful of or angry with another employee. By incorporating the above four strategies into your company you will not only reduce absenteeism you will reduce employee burnout.   FMLA can be used for the care of a child after birth. and the employee needs time off to resolve their personal problems. Lastly. . poor morale. e.g. consider referring the employee to an Employee Assistance Program (EAP). and workplace negativism. If the employee's absenteeism relates to a medical problem or a family member with a medical problem. thereby allowing the employee to work on a less than full-time schedule. As an employee you are allowed to take up to 12 weeks of unpaid leave under the federal Family and Medical Leave Act (FMLA). turnover. sickness or family member illness. and family problems.com employee absenteeism. FMLA is available to care for an immediate family member (spouse. Employees who are absent for good cause have legitimate reasons. adoption. By GARY VIKESLAND. and parent) who has a serious health condition. Early identification of these employees will get them back to work as fast as possible. make sure that you have an attorney review your attendance policy to make sure it does not violate any State or Federal labor laws. other causes relate to alcoholism. child. and they inform you it is due to personal problems. it is important to communicate clearly and accurately so your employer does not assume you are out for frivolous reasons. or foster care placement. you may have to consider allowing the employee to use the benefits allowed to them under the American's with Disability Act (ADA) or the Family and Medical Leave Act (FMLA). The 12 weeks of leave may be taken continuous or intermittently.For more Projects visit techshristi. MA LP CEAP  For Employees Who Are Frequently Absent One of the most important steps you can take if you are frequently absent is to keep your employer informed. Employees who are frequently absent without good cause are generally absent due to numerous frivolous reasons. If you confront an employee about his or her frequent absenteeism. Most employers generally understand the need to be gone from work due to a legitimate reason. therefore. domestic violence. In order to be covered by FMLA you must be considered an "eligible" employee. There are different exemptions present for both school teachers and state/local government employees. Sometimes an employee may not simply turn up for work because his morale is low or he is just not motivated to work. Your employer is required to provide you with written notice. your employer must maintain your benefits. An eligible employee must have 12 months (1. Managers know that employees are not always genuinely sick when they fail to turn up for work. is plagued by the problem of absenteeism.3.com  FMLA can be used for your own serious health concerns. ear aches. .For more Projects visit techshristi. flu. irrespective of size and composition. If you are an eligible employee. provide a sound database for gauging the employee’s morale. There could be a hordes of reasons for absenteeism. By GARY VIKESLAND. the Hindu EVERY organization. MA LP CEAP 2. yet they cannot stop them from calling in sick or saying that they have to attend to some personal work. It does not cover for the common cold. and not decrease your pay or benefits at the conclusion of 12 weeks. upset stomach. If you believe you are eligible for FMLA. weekly rest or suspension. allow you to return to the same or equivalent position. Employees must provide 30 days of advance notice for foreseeable events. commitment and level of job satisfaction which have a direct bearing on productivity of the establishment.3 ABSENTEEISM Information regarding absenteeism among workers in an industrial establishment on account of reasons other than strikes.1 Instill enthusiasm to curb absenteeism. lockouts. or routine dental care. lay-off. 2. and your employer must employ 50 or more employees within 75 miles of the worksite. common headache. It is one of the indicators to monitor and evaluate various labour welfare programs and labour policies.250 hours) of employment. within two business days. informing you if you are eligible or not. inform your supervisor or HR department that you are requesting FMLA coverage. The most important step to counter absenteeism is for the manager to constantly give the employees feedback and motivate them to perform better. Efforts should be made to find out the kind of work and responsibilities that make an employee happy. independent thinkers and able decision makers. if the manager's perception of employees is that they are efficient workers. cannot take decisions on their own and do not do a fair day's work then this is what they will actually do. Getting to know the applicant well by focusing on the human side rather than on their qualifications and experience can do this. If you notice something that requires mention tell the employee about it and tell it immediately lest the significance of the feedback should be lost. . This trust. though. The next step would be to build employee's trust. The solution actually lies in understanding and meeting the emotional needs of workers and trying to find out what really motivates them to come to work and give their best.com It is observed that if employees were happy doing their work. then they will go to any extent to prove it. On the contrary. The manager can try and choose the right person for the right job. they would be less inclined to take even a day off. they simply are not comfortable telling their staff about their performance. Many employers think that paying their workers handsomely or providing better working conditions or improving job security can reduce absenteeism. So it is important that managers provide feedback to employees on a regular basis on what they are doing well and the areas of improvement. But such benefits do not guarantee a reduction in employee absenteeism. A wise manager would endeavor to understand the needs of workers at the recruiting stage itself. If the employer believes that the employees cannot do their jobs well. As an employer if you have taken efforts to choose the right candidates for the job. The manager must ascertain that the job suits the candidate.For more Projects visit techshristi. then it is equally important that you believe in them and trust them to do their job. the enthusiasm for work and ability to get along with other people. has to be communicated to the employees. But most are woefully lacking in this ability. suggested as theoretically appropriate in the extant literature. These measures make employees feel good about what they are doing and thus increase job satisfaction. the influence of profit sharing. After controlling for a number of firm-specific factors. Some more tips on giving the right kind of feedback:     Do it in private. they need regular feedback and be made to feel that they play an important part in the business. share-option schemes and the perceived degree of employee participation in decision making on inter-firm lab our absenteeism rates are investigated.For more Projects visit techshristi. Title: LABOUR ABSENTEEISM Author(s): Michael J. Nick Wilson Journal: International Journal of Manpower Year: 1990 Publisher: MCB UP Ltd Abstract: Using a random sample of 49 UK engineering companies. Peel. their work has to be made interesting.. In short. training and developing their skills and focusing on what they are doing right. Involving employees both formally and informally in the aspects of the business will create a sense of belonging. the key empirical results indicated that firms which had adopted sharing schemes appeared to experience significantly lower absenteeism rates than their non-sharing counterparts. on a one-to one basis Focus your feedback on one or two things Do not personally attack the employee Be honest and prompt with feedback Reducing employee absenteeism is in the employer's hands. .com If you postpone your feedback on things the employee is not doing rightthen it will be assumed what is being done is right or that you do not notice such things or you do not care. Organizations would be prudent if they tackle absenteeism before it becomes a contagion. This can be done by giving the employees greater responsibility. If the staff has to be motivated enough to think twice about taking a day off. 3 IDENTIFYING EXCESSIVE ABSENTEEISM Attendance records should be reviewed regularly to be sure that an employee's sick-leave days are excessive compared to other employees.4. like sickness and injury. In a lab our relations context this means that progressive discipline can be applied.2 CULPABLE ABSENTEEISM Culpable absenteeism refers to employees who are absent without authorization for reasons which are within their control. . Procedures for disciplinary action apply only to culpable absenteeism. In a lab our relations context this means that it cannot be remedied or treated by disciplinary measures. an employee who is on sick leave even though he/she is not sick.com 2. Many organizations take the view that through the process of individual absentee counseling and treatment. is guilty of culpable absenteeism.4 GUIDE LINES FOR ABSENTEEISM CONTROL There are two types of absenteeism. To be culpable is to be blameworthy. 2. For the large majority of employees. Innocent absenteeism is not culpable which means that it is blameless. 2. this can be confirmed through reviewing the attendance records. innocent absenteeism which occurs infrequently. For instance . each of which requires a different type of approach.4. absenteeism is legitimate. the majority of employees will overcome their problems and return to an acceptable level of regular attendance. and it can be proven that the employee was not sick.4.1 INNOCENT ABSENTEEISM Innocent absenteeism refers to employees who are absent for reasons beyond their control. 2. If a supervisor suspects that an employee is excessively absent.For more Projects visit techshristi. the next step is to gather as much information as possible in order to get a clearer picture of the situation. . Unions will often strongly object to any efforts by management to inquire more deeply into the nature of an employee's illness.4. You will need to consider the restraints of any language in collective agreements in relation to this issue. It is also an opportunity to discuss with the employee. The employees' files should be reviewed and the employee’s immediate supervisor should document all available information on the particular employee's history. the administrator or supervisor should individually meet with each employee whom has been identified as having higher than average or questionable (or pattern) absences.4.5 PROOF OF ILLNESS Sometimes it is helpful in counseling employees with excessive innocent or culpable absenteeism to inquire or verify the nature and reasons of their absence. in some depth.4 INDIVIDUAL COMMUNICATION After all available information has been gathered. the causes of his or her attendance problem and possible steps he or she can take to remedy or control the absences. Seldom is the conflict more difficult to resolve than where personal medical information is involved.com If all indications show that an employee is excessively absent. This first meeting should be used to bring concerns regarding attendance to the employee's attention. Listen carefully to the employee's responses. The concepts of an employee's privacy and an employer's need for information affecting the workplace often come into conflict.For more Projects visit techshristi. 2. 2. The extent to which an employer may inquire into the nature of and reasons for an employee's absence from the workplace is a delicate issue. 5.5. This letter would be stronger worded in that it would warn the employee that unless attendance improves. This will enable you to judge whether or not there is any likelihood of the employee providing regular attendance in future. Initial counseling(s) 2. keep in touch with the employee regularly and stay updated on the status of his/her condition.) You may require the employee to provide you with regular medical assessments.com 2. Discharge 2. Formal meetings in which verbal warnings are given should be given as appropriate and documented.2 Written Counseling If the absences persist. Regular medical assessments will also give you an idea of what steps the employee is taking to seek medical or other assistance.5 COUNSELING INNOCENT ABSENTEEISM The procedure an employer may take for innocent absenteeism is as follows: 1. If absence is prolonged. If the absenteeism still continues to persist then the employee should be given a second letter of concern during another formal meeting. 2. termination may be necessary.For more Projects visit techshristi. If no improvement occurs written warning may be necessary. Reduction(s) of hours and/or job reclassification 4.1 Initial Counseling: If the absences are intermittent. . meet with the employee each time he/she returns to work. (Indicate your willingness to assist. you should meet with the employee formally and provide him/her with a letter of concern. Written counseling(s) 3. For more Projects visit techshristi.) 3. An Arbitrator would consider the following in ruling on an innocent absenteeism dismissal case.com 2. culpable absenteeism consists of absences where it can be demonstrated that the employee is not actually ill and is able to improve his/her attendance. as a reduction in hours is a reduction in pay and therefore can be looked upon as discipline. counselling. have met with him/her as part of your attendance program. Has the employer attempted to accommodate the employee by offering a more suitable position (if available) or a reduction of hours? 5. Has the employer provided every assistance possible? (i. have identified the employee as a problem. Has the employee done everything possible to regain their health and return to work? 2.5. Has enough time elapsed to allow for every possible chance of recovery? Corrective Action for Culpable Absenteeism As already indicated. The procedures for corrective/progressive discipline for culpable absenteeism are generally the same as for other progressive discipline problems. 1.3 Reduction(s) of hours and or job reclassification In between the first and second letters the employee may be given the option to reduce his/her hours to better fit his/her personal circumstances. The discipline should not be prejudicial in any way. Has the employer informed the employee of the unworkable situation resulting from their sickness? 4. made your concerns on his specific absenteeism known and have offered counselling as appropriate. with no improvement despite your positive efforts. time off.e. disciplinary procedures may be appropriate. This option must be voluntarily accepted by the employee and cannot be offered as an ultimatum.5. 2.4 Discharge Only when all the previously noted needs and conditions have been met and everything has been done to accommodate the employee can termination be considered. . Presuming you have communicated attendance expectations generally. support. As soon as possible after this meeting provide the employee personally with the written warning and place a copy of his/her file.com The general procedure is as follows: [Utilizing counseling memorandum] 1. Written Warning(s) 3. . Offer any counseling or guidance as is appropriate. Review the employee's income protection records at regular intervals. Where there is no improvement a written warning should be issued. advise the employee that he/she will be given a written warning. Advise the employee that his/her attendance record must improve and be maintained at an improved level or further disciplinary action will result. following the next interview period and immediately following an absence. Listen to the employee to see if there is a valid reason and offer any assistance you can. If no satisfactory explanation is given. Dismissal  Verbal Warning Formally meet with the employee and explain that income protection is to be used only when an employee is legitimately ill. Suspension(s) 4.For more Projects visit techshristi. Where a marked improvement has been shown. Be specific in your discussion with him/her and in the counseling memorandum as to the type of action to be taken and when it will be taken if the record does not improve. Initial Warning(s) 2. the employee should be interviewed and advised that he/she is to be suspended. Show him/her the statistics and point out that there has been no noticeable (or sufficient) improvement. Give further verbal warnings as required. The written warning should identify any noticeable pattern  Suspension (only after consultation with the appropriate superiors) If the problem of culpable absenteeism persists. commend the employee.  Written Warning Interview the employee again. For more Projects visit techshristi.com The length of the suspension will depend again on the severity of the problem, the credibility of the employee's explanation, the employee's general work performance and length of service. Subsequent suspensions are optional depending on the above condition.  Dismissal (only after consultation with the appropriate superiors) Dismissals should only be considered when all of the above conditions and procedures have been met. The employee, upon displaying no satisfactory improvement, would be dismissed on the grounds of his/her unwillingness to correct his/her absence For more Projects visit techshristi.com CHAPTER-III OBJECTIVES OF THE STUDY The main objective of the study is to find the various studies on absenteeism of man hour and suggestion to reduce absenteeism.       To analyze the master attendance and to find the rate of absenteeism. To improve the production level by reducing absenteeism. To find the reason for major absenteeism in particular department. To suggest controlling tools to reduce absenteeism. To find out the reason for avoidable and unavoidable absenteeism. To know the types of facilities and welfare activities for the employee’s benefit. For more Projects visit techshristi.com CHAPTER – IV RESEARCH METHODOLOGY 4.1 RESEARCH DESIGN “A research design is the arrangement of conditions for collection and analysis data in a manner that aims to combine relevance to the researcher purpose with economy in procedure”. It constitutes the blueprint for the collection, measurement and analysis of data. As such the design includes an outline of what the researcher will do form writing the hypothesis and its operational implication to the final analysis of data. More explicitly, the design decisions happen to be in respect of;  What is the study about?  Why is the study being made?  Where will the study be carried out?  What type of data is required?  Where can the data are found?  What periods of time will the study include?  What will be the sample design?  How will the data be analyzed?  In what style will the report be prepared?  What techniques of data collection will be used? The Research Design undertaken for the study is Descriptive one. A study, which wants to portray the characteristics of a group or individuals or situation, is known as Descriptive study. It is mostly qualitative in nature. For more Projects visit techshristi.com 4.2 TYPES OF DATA COLLECTED  Primary Data Questionnaires are prepared and personal interview was conducted. Most of the questions are consist of multiple choices. The structured interview method was undertaken. The interview was conducted in English as well as in Tamil. Proper care was taken to frame the interview schedule in such a manner it should be easily understood in view of educational level of the employees. Generally 25 questions are prepared and asked to the employees of the Pondicherry Co-operative Spinning Mill Public Ltd., Puducherry.  Secondary Data Secondary data was collected from Internets, various books, Journals, and Company Records. 4.3 QUESTIONNAIRE CONSTRUCTION Questionnaires were constructed based on the following types    Open ended questions Close ended questions Multiple choice questions 4.4 DEFINING THE POPULATIONS The Population or Universe can be Finite or infinite. The population is said to be finite if it consist of a fixed number of elements so that it is possible to enumerate it in its totality. So In this projects consist of finite population. nearly 630 workers working in the mill For more Projects visit techshristi.com 4.5 SAMPLING PLAN A sampling plan is a definite design for obtaining a sample from the sampling frame. It refers to the technique or the procedure the researcher would adopt in selecting some sampling units from which inferences about the population is drawn. Sampling design is determined before any data are collected. Convenient Sampling technique was adopted. In this method the researcher select those units of the population in the sample, which appear convenient to him or the management of the organization where he is conducting research. 4.6 SAMPLE SIZE Nearly 50 samples are taken in Pondicherry Co-operative Spinning Mill Public Ltd.., 4.7 FIELD WORK The field works is done at Pondicherry Co-operative Spinning Mill Public Ltd., Thirubuvanai, Puducherry. 4.8 PERIOD OF SURVEY The period is from July 2007 to August 2007. 4.9 DESCRIPTION OF STATISTICAL TOOLS USED  Percentage method  Chi-square test  Correlation  Weighted average method  Analysis of variance (TWO-WAY ANOVA) This is an analysis of technique which analyzed the stated data in the project. Formula 2 = (O-E) 2 E O E = = Observed frequency Expected frequency . The percentage method is used to know the accurate percentages of the data we took. we can get percentages of the data given by the respondents.9. of Respondents Percentage of Respondent = x 100 From the above formula.1 PERCENTAGE METHOD In this project Percentage method test was used.9. The following are the formula No of Respondent Total no. The Chisquare test is an important test amongst the several tests of significant developed by statistical. 4.2 CHI-SQUARE ANALYSIS In this project chi-square test was used.For more Projects visit techshristi.com 4. is a statistical measure used in the context of sampling analysis for comparing a variance to a theoretical variance. it is easy to graph out through the percentages. symbolically written as x2 (Pronounce as Ki-Spare). Chi-square. It analysis the assumed data and calculated in the study. There is no correlation. it shows there is perfect positive correlation between variables. It is essential to allocate weight applied but may vary in different cases.  Certain cases relative importance of all the items in the distribution is not the same.9. It is defined by the symbol ‘r’ 6 ∑ di² r = 1.3 CORRELATION Correlation analysis deals with the association between two or more variables.______________ n (n²-1) Correlation value shall always lie between +1 and-1.9. When r =1. . it also can be said as Rank Correlation. FORMULA 4. Correlation is classified in two types as  Positive and  Negative correlation.  One of the limitations of simple arithmetic mean is that it gives equal importance to all the items of the distribution.4 WEIGHTED AVERAGE METHOD  Weighted average can be defined as an average whose component items are multiplied by certain values (weights) and the aggregate of the products are divided by the total of weights. It does not tell anything about cause and effect relationship.For more Projects visit techshristi. When r = 0. SPEARMAN Correlation method. Thus weightage is a number standing for the relative importance of the items. Where the importance of the items varies.com 4. x4…… 2.5 ANALYSIS OF VARIANCE (ANOVA) Analysis of variance is an extremely useful technique concerning research.(SSC+SSR) ] n n n n N 7. Steps involved in ANOVA are 1. x3. Sum of squares between column samples SSR = (∑ x1) ² + (∑ x2) ² + (∑ x3) ² T² N T² . Calculate the sum of all items by T = ∑ x1 + ∑ x2 + ∑ x3…. Correction factor CF = T² N 5. Name of the Column samples as y1. y4…… 3. Anova is extremely a procedure for testing the difference among different groups of data for homogeneity. Sum of squares between column samples SSC = (∑ y1) ² + (∑ y2) ² + (∑ y3) ² n n 8. x2. Calculating Residual or Error SSE = [ SST.com 4.For more Projects visit techshristi. Name of the Row samples as x1.9. 4. y3. “The essence of ANOVA is that the total amount of variation in a set of data is broken down into two types such as   ONE-WAY ANOVA TWO-WAY ANOVA If we take only one factor and investigate the differences amongst its various categories having numerous possible values one-way anova can be used. Calculate Total sum of squares SST = ∑ x1² + ∑ x2² + ∑ x3²…. This is used when multi sample are involved. y2. 6. When we investigate two factors at the same time then we can use two-way anova. V) of F1 < tabulated value (T.For more Projects visit techshristi.V) of F1 then H0 is ACCEPTED. relation to the amount of variation between the samples.  .f) V1 SOURCE OF VARIATION Between Columns Treatment Between Rows Treatment Residual or Error Sum of Squares Mean Square (MS) SSC K-1 SSR R-1 SSE (K-1) (R-1) F-ratio MSC MSE SSC MSC = F1 = SSR V2 MSR = SSE (K-1) (R-1) F2 = MSR MSE MSE =  If the calculated value (C.V) of F1 then H0 is REJECTED. TWO-WAY ANOVA TABLE Degrees of Freedom (d. If the calculated value (C.V) of F1 > tabulated value (T.com The basic principle of the Anova is to test for differences amongst the means of the population by examine the amount of variation within the samples. 1.1 ANALYSIS USING PERCENTAGE METHOD TABLE 5. 08 % belongs to the age group of 18-25 years. 44 % belongs to the age group of 36-45 years and 12 % belongs to the age group of above 45 year CHART-5. 36 % belongs to the age group of 26-35 years.No 1 2 3 4 Age 18-25 26-35 36-45 Above 45 Total No.1. of Respondents 04 18 22 06 50 Percentage 08 36 44 12 100 Source: primary data Inference: The above table infers that.For more Projects visit techshristi.1 RESPONDENT BASED ON AGELEVEL S.com CHAPTER-V ANALYSIS AND INTREPRETATION 5.1 AGE 50 40 30 20 10 Percent 0 18-25 26-35 36-45 above 45 AGE . 2 EDUCATION 50 40 30 20 10 Percent 0 sslc hsc iti EDUCATION . 20 %belongs to SSLC. of Respondents 10 22 18 00 50 Percentage 20 44 36 00 100 Inference: The above table infers that.2 RESPONDENTS BASED ON THEIR EDUCATION S.com TABLE 5. 44 % belongs to HSC. 36 %belongs to ITI and 0 % belongs to other degrees. CHART-5.For more Projects visit techshristi.1.No 1 2 3 4 Source: primary data Education SSLC HSC ITI Others Total No.1. 1.For more Projects visit techshristi. of Respondents 11 07 32 50 Percentage 22 14 64 100 EXPERIENCE 70 60 50 40 30 20 10 0 below 2years 3-5years above 5 years Percent EXPERIENCE .1. 64 %belongs to above 5 years CHART-5.3 RESPONDENTS BASED ON THEIR EXPERIENCE S. 14 % belongs to 3-5years.No 1 2 3 Experience Below2years 3-5 years Above 5 years Total Source: primary data Inference: The above table infers that 22 % to below 2 years.3 No.com TABLE 5. 4 NUMBER OF WORKING DAYS 50 40 30 20 10 Percent 0 20-22 23-25 25-28 29-31 NUMBER OF WORKING DAYS .No 1 2 3 4 Working Days 20-22 23 -25 25-28 29-31 No.com TABLE 5.1. 44 % belongs to 25. and 06 % belong to above 29-31 days. CHART-5.4 RESPONDENTS BASED ON THEIR NUMBER OF WORKING DAYS Percentage 20 S. 30 % belongs to 23-25 days. of Respondents 10 15 22 03 50 30 44 06 100 Total Source: primary data Inference: The above table infers that 20 % belongs to 20-22 days.28days.For more Projects visit techshristi.1. and 06 %belongs to 16-20 days. 46 % belongs to 1-5days.com TABLE 5.1. of Respondents 10 23 04 10 03 50 LEAVE IN MONTH 50 40 30 20 10 Percent 0 0 1-5 6-10 10-15 16-20 LEAVE IN MONTH . 20 %belongs to CHART-5.1. Taken leave in month 0 1 -5 6-10 10-15 16-20 In A Month Percentage 20 46 08 20 06 100 No.For more Projects visit techshristi.5 10-15 days. 08 %belongs to 6-10 days.5 Respondents Based On Their Leave S.No 1 2 3 4 5 Total Source: primary data Inference: The above table infers that 20 %belongs to 0 days. No 1 2 3 WORKING YEARS <5YEARS <10 years >10 years Total Source: primary data Inference: The above table infers that 32 % belongs to <5 years.1. 60 % belongs to <10years and 08 %belongs to >10 years.com TABLE 5.For more Projects visit techshristi.6 RESPONDENTS BASED ON THEIR NUMBER OF WORKING YEARS IN THE COMPANY S.1. of Respondents 16 30 04 50 Percentage 32 60 08 100 n u m b e r o f w o r k in g y e a r s in th e c o m p a n y 70 60 50 40 30 20 P e rc e n t 10 0 < 5 ye a r s < 1 0 ye a r s > 1 0 ye a r s n u m b e r w o rki n g y e a rs i n t h e c o m p a n y .6 No. CHART-5. 06 % belongs to satisfied 26 %belongs to neutral. of Respondents 04 03 13 25 05 50 LOAD Percentage 08 06 26 50 10 100 Total Source: primary data Inference: The above table infers that 08 % belongs to dissatisfied.7 RESPONDENTS BASED ON THEIR WORK S.com TABLE 5. 50 % belongs to dissatisfied and10 % belongs to highly CHART-5.1.7 WORK LOAD 60 50 40 30 20 10 Percent 0 highly satisfied satisfied neutral dissatisfied highlydissatisfied WORK LOAD .1.No 1 2 3 4 5 Work load Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied No.For more Projects visit techshristi. highly satisfied. 10 % belongs to neutral. 26 %belongs to dissatisfied and 20 % belongs to highly dissatisfied. 24 % belongs to satisfied.8 WORKING HOURS 30 20 10 Percent 0 highly satisfied satisfied neutral dissatisfied highlydissatisfied WORKING HOURS . 20 %belongs to highly satisfied.com TABLE 5.1.1. CHART-5.For more Projects visit techshristi. of Respondents 10 12 05 13 10 50 Percentage 20 24 10 26 20 100 Highly Dissatisfied Total Source: primary data Inference: The above table infers that.No 1 2 3 4 5 Working Hours Highly satisfied Satisfied Neutral Dissatisfied No.8 RESPONDENTS BASED ON THEIR WORKING HOURS S. 20 % belongs to dissatisfied and 10 % belongs to highly dissatisfied.1. CHART-5.For more Projects visit techshristi.com TABLE 5.No 1 2 3 4 5 Management policy Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.1.9 RESPONDENTS BASED ON THEIR MANAGEMENT POLICY S. of Respondents 20 10 05 10 05 50 Percentage 40 20 10 20 10 100 Source: primary data Inference: The above table infers that 40 % belongs to highly satisfied. 20 %belongs to satisfied 10 % belongs to neutral.9 MANAGEMENT POLICY 50 40 30 20 10 Percent 0 highly satisfied satisfied neutral dissatisfied highlydissatisfied MANAGEMENT POLICY . 20 %belongs to satisfied.1.1. of Respondents 28 10 04 05 03 50 Percentage 56 20 08 10 06 100 Total Source: primary data Inference: The above table infers that 46 % belongs to highly satisfied.For more Projects visit techshristi. 08 %belongs to neutral. CHART-5.No 1 2 3 4 5 Working environment Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied No.10 RESPONDENTS BASED ON THEIR WORKING ENVIRONMENT S.com TABLE 5. 10 % belongs to dissatisfied and 06 %belongs to highly dissatisfied.10 WORKING ENVIRONMENT 60 50 40 30 20 10 Percent 0 highly satisfied satisfied neutral dissatisfied highlydissatisfied WORKING ENVIRONMENT . 1.1. of Respondents 02 05 10 20 13 50 Percentage 04 10 20 40 26 100 Total Source: primary data Inference: The above table infers that 04 % belongs to highly satisfied.For more Projects visit techshristi.com TABLE 5. 20 % belongs to neutral.No 1 2 3 4 5 Relation ship with their supervisor Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied No. 10 %belongs to satisfied.11 R E L A T IO N S H IP W IT H 50 T H E IR S U P E R V IS O R 40 30 20 P e rce n t 10 0 h ig h ly s a t is f ie d s a t is f ie d n e u tr a l d is s a t is f ie d h ig h ly d is s a t is f ie d R E L A T IO N S H IP W IT H T H E IR S U P E R V IS O R . 40 %belongs to dissatisfied and 26 % belongs to highly dissatisfied.11 RESPONDENTS BASED ON THEIR RELATIONSHIP WITH THEIR SUPERVISOR S. CHART5. CHART-5.12 RESPONDENTS BASED ON THEIR LEAVE AFFECTING THEIR COMPANY OUTPUT S.1.1.12 Leave affect company Yes No No.No 1 2 Total Source: primary data Inference: The above table infers that 78 %says yes.For more Projects visit techshristi.com TABLE 5. 22 %says no. of Respondents 39 11 50 Percentage 78 22 100 leave affecting their company output 100 80 60 40 Percent 20 0 yes no leave affecting their company output . 1.13 Employee skill Good Fair Poor No.com TABLE 5.No 1 2 3 Total Source: primary data Inference: The above table infers that 70 % belongs to Good.1. 2 0%belongs to Fair and 10 % belongs to Poor CHART-5. of Respondents 35 10 05 50 Percentage 70 20 10 100 EMPLOYEES SKILL 80 60 40 20 Percent 0 good fair poor EMPLOYEES SKILL .For more Projects visit techshristi.13 RESPONDENTS BASED ON THEIR EMPLOYEES SKILL S. 1.1. of Respondents 20 10 05 15 50 Percentage 40 20 10 30 100 Total Source: primary data Inference: The above table infers that 40 % belongs to Sufficient. 20 % belongs to Insufficient.14 RESPONDENTS BASED ON THEIR SALARY PAID S.com TABLE 5.No 1 2 3 4 Salary paid Sufficient In sufficient Neutral Moderately Insufficient No.14 SALARY PAID 50 40 30 20 10 Percent 0 sufficient insufficient neutral moderately sufficien SALARY PAID . CHART-5.For more Projects visit techshristi. 10 %belongs to Neutral and 30% belongs to moderately insufficient. of Respondents 03 04 10 27 06 50 Percentage 06 08 20 54 12 100 Total Source: primary data Inference: The above table infers that 06 % belongs to highly satisfied.1.com TABLE 5. 54 %belongs to dissatisfied and 12 % belongs to highly dissatisfied.No 1 2 3 4 5 Compensation provided Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied No.15 C O M P E N S A T IO N P R O V ID E D 60 50 40 30 20 10 0 h ig h ly s a t is f ie d s a t is f ie d n e u tr a l d is s a t is f ie d h ig h ly d is s a t is f ie d P e rce n t C O M P E N S A T IO N P R O V ID E D . 08 %belongs to satisfied.For more Projects visit techshristi. 20 % belongs to neutral. CHART-5.15 RESPONDENTS BASED ON THEIR COMPENSATION PROVIDED S.1. com TABLE 5.1. 20 % belongs to neutral.16 SATISFIED WITH THEIR EXISTING JOB 60 50 40 30 20 10 0 HIGHLY SA TISFIED SA TISFIED NEUTRA L DIS SA TISFIED HIGHLY DISSA TISFIED SATISFIED WITH THEIR EXISTING JOB .16 RESPONDENTS BASED ON THEIR EXISTING JOB S. CHART-5.1.No 1 2 3 4 5 Existing job Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied No. 08 % belongs to satisfied. of Respondents 03 04 10 27 06 50 Percentage 06 08 20 54 12 100 Total Source: primary data Inference: The above table infers that 06 %belongs to highly satisfied.For more Projects visit techshristi. 54 % belongs to dissatisfied and12 % belongs to highly dissatisfied. 17 F A C IL IT IE S P R O V ID E D B Y T H E C O M P A N Y 50 No.17 RESPONDENTS BASED ON THEIR FACILITIES PROVIDED BY THE COMPANY S.com TABLE 5. of Respondents 07 23 12 06 02 50 Percentage 14 46 24 12 04 100 40 30 20 P e rce n t 10 0 h ig h ly s a t is f ie d s a t is f ie d n e u tr a l d is s a t is f ie d h ig h ly d is s a t is f ie d F A C IL IT IE S P R O V ID E D B Y T H E C O M P A N Y . CHART-5.1.1.For more Projects visit techshristi. 46% belongs to satisfied. 24% belongs to neutral l2 %belongs to dissatisfied and 4 % belongs to highly dissatisfied.No 1 2 3 4 5 Facilities provide by the company Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Source: primary data Inference: The above table infers that 14 %belongs to highly satisfied. CHART-5.18 RESPONDENTS BASED ON THEIR FLEXIBILITY AND INDEPENDENCE S.com TABLE 5. of Respondents 05 04 31 06 04 50 Percentage 10 08 62 12 08 100 F L E X IB IL IT Y A N D IN D E P E N D E N C E 70 60 50 40 30 P e rce n t 20 10 0 h ig h ly s a t is f ie d s a t is f ie d n e u tr a l d is s a t is f ie d h ig h ly d is s a t is f ie d F L E X IB IL IT Y A N D IN D E P E N D E N C E .1.No 1 2 3 4 5 Source: primary data Inference: The above table infers that 10 % belongs to highly satisfied.18 Flexibility & independence Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No. 12 % belong to dissatisfied and 08 % belongs to highly dissatisfied. 62%belongs to neutral.For more Projects visit techshristi. 08% belongs to satisfied.1. 1.For more Projects visit techshristi. of Respondents 39 04 07 0 50 Percentage 78 08 14 0 100 Total Source: primary data Inference: The above table infers that 78 % belongs to giving a leave letter.No 1 2 3 4 Procedure for taking leave Giving a Leave Letter Not Giving a Leave Letter Asking Permission No Leave No. 08 % belongs to not giving leave letter 14 % belongs to asking permission and 0 % belongs to no leave CHART 5.com TABLE 5.19 PROCEDURE FOR TAKING LEAVE 100 80 60 40 20 Percent 0 giving a leave lette not giving leave let askingpermission PROCEDURE FOR TAKING LEAVE .1.19 RESPONDENTS BASED ON THEIR PROCEDURE FOR TAKING LEAV E S. 1.For more Projects visit techshristi. 14 % belongs to Finance problem.1.No 1 2 3 4 5 Reason for taking leave Personal Problem Health Problem Finance Problem Working Environment Others Total No. of Respondents 15 20 07 04 04 50 Percentage 30 40 14 08 08 100 Source: primary data Inference: The above table infers that 30% belongs to Personnel problem.com TABLE 5. 08 % belongs to working environment and 08 % belongs to others CHART-5.20 RESPONDENTS BASED ON THEIR REASON FOR TAKING LEAVE S. 40% belongs to Health problem.20 REASON FOR TAKING LEAVE 50 40 30 20 10 Percent 0 personnel problem health problem finance problem working environment others REASON FOR TAKING LEAVE . 1. 24 % belongs to rare and.1. 10% belongs to often. 20 %belongs to not at all CHART-5. . of Respondents 23 05 12 10 50 Percentage 46 10 24 20 100 Total Source: primary data Inference: The above table infers that.For more Projects visit techshristi.com TABLE 5.21 RESPONDENTS BASED ON THEIR ABSENT DUE TO TRANSPORTATION PROBLEM S.No 1 2 3 4 Absent due to transportation problem In Some cases Often Rare Not at All No. 46 %belongs to in some cases.21 ABSENT DUE TO TRANSPORTATION PROBLEM 50 P E R C E N T 40 30 20 10 0 in some case often rare not at all ABSENT DUE TO TRANSPORTATION PROBLEM . CHART-5.22 Infectious diseases Yes No No.For more Projects visit techshristi.No 1 2 Total Source: primary data Inference: The above table infers that 22 % says yes. of Respondents 11 39 50 Percentage 22 78 100 AFFEC TED BY INFEC TIO US D ISEASES 100 80 60 40 Pe rce n t 20 0 y es no AF F EC T ED BY INF EC T IO US D ISEASES .22 RESPONDENTS BASED ON THEIR INFECTIOUS DISEASE S. 78 % says no.1.com TABLE 5.1. 1.23 RESPONDENTS BASED ON LEAVE WHENEVER YOU WANT S. CHART 5. 92 % says no.23 TO GET LEAVE WHENEVER YOU WANT 100 80 60 40 20 Percent 0 yes no TO GET LEAVE WHENEVER YOU WANT .No 1 2 Leave No.com TABLE 5.For more Projects visit techshristi. of Respondents Percentage Yes No Total 04 46 50 08 92 100 Source: primary data Inference: The above table infers that 08 % says yes.1. No 1 2 3 Insufficient rest pause More Less Tolerable No.24 RESPONDENTS BASED ON INSUFFICIENT REST PAUSE S. 10 % belongs to less and 32 % belongs tolerable.For more Projects visit techshristi.1. CHART-5.24 REST PAUSE IS O NE O F THE REASO N 70 60 50 40 30 20 Pe rce n t 10 0 more les s tolerable R EST PAUSE IS O NE O F T HE R EASO N . of Respondents 29 05 16 50 Percentage 58 10 32 100 Total Source: primary data Inference: The above table infers that 58 % belongs to more.com TABLE 5.1. 0 % belongs to bonus and 42 % belongs to allowance. of Respondents 29 0 21 50 Percentage 58 0 42 100 Total Source: primary data Inference: The above table infers that 58% belongs to incentives.No 1 2 3 Motivation technique Incentives Bonus Allowance No.25 RESPONDENTS BASED ON MOTIVATION TECHNIQUE S.1.25 MOTIVATION TECHINIQUE 60 50 40 30 20 Percent 10 0 incentives allowances MOTIVATION TECHINIQUE .com TABLE 5.For more Projects visit techshristi.1. CHART-5. 26 PERSO NAL PRO BLEM 70 60 50 40 30 20 Percent 10 0 in s ome c as es of ten not at all PERSONAL PROBLEM . 08 % belongs to often and 30 % belongs to not at all.No 1 2 3 Personal problem In Some cases Often Not at All No.26 RESPONDENTS BASED ON THEIR PERSONAL PROBLEM S.1.com TABLE 5.1. of Respondents 31 04 15 50 Percentage 62 08 30 100 Total Source: primary data Inference: The above table infers that 62 % belongs to in some cases. CHART-5.For more Projects visit techshristi. 27 counseling provided by the com pany 70 60 50 40 30 20 Pe rce n t 10 0 y es no co u n se lin g p ro vid e d b y th e co m p a n y . 38 % says no. CHART-5.1.27 RESPONDENTS BASED ON THEIR COUNSELING PROVIDED BY THE COMPANY S.For more Projects visit techshristi.1.No Counseling provided by the company Yes No No.com TABLE 5. of Respondents Percentage 1 2 Total Source: primary data Inference: 31 19 50 62 38 100 The above table infers that 62% says yes. No 1 2 3 Preference of shift General Shift Weekly Shift Monthly Shift Total No.28 W HIC H S HIF T D O Y O U P R E F E R 50 40 30 20 P e rce n t 10 0 g e n e r a l s h if t w e e k ly s h if t m o n th ly s h if t W H IC H S H IF T D O Y O U P R E F E R .com TABLE 5.28 RESPONDENTS BASED ON THEIR PREFERENCE OF SHIFTS TO REDUCE ABSENTEEISM Sl.For more Projects visit techshristi.1.1. of Respondents 22 21 07 50 Percentage 44 42 14 100 Source: primary data Inference: The above table infers that 44 % prefers general shift. 42 % prefers weekly shift and 14 % prefers monthly shift CHART-5. 1.For more Projects visit techshristi.29 RESPONDENTS BASED ON THEIR FREEDOM TO CHANGE THE SHIFTS S.1.com TABLE 5.29 FREEDOM TO CHANGE 60 50 40 30 20 10 Percent 0 yes no rare FREEDOM TO CHANGE . of Respondents Percentage 1 2 3 Total Yes No Rare 13 11 26 50 26 22 52 100 Source: primary data Inference: The above table infers that 26 % belongs to yes. 22% belongs to no and 52 %belongs to rare CHART-5.No Freedom to change the shift No. For more Projects visit techshristi.1.No 1 2 Need of additional leave Yes No Total No.1. of Respondents 25 25 50 Percentage 50 50 100 Source: primary data Inference: The above table infers that 50 % says yes.30 NEED OF ADDITIONAL LEAVE 60 50 40 30 20 Percent 10 0 yes no NEED OF ADDITIONAL LEAVE .com TABLE 5.30 RESPONDENTS BASED ON THEIR NEED OF ADDITIONAL LEAVE S. CHART-5. 50%says no. 1.No 1 2 3 Expected facilities needed Medical Facilities Transport Facilities Others Total No.com TABLE 5.1.31 T Y P E O F F A C IL IT E S 70 60 50 40 30 20 Pe rce n t 10 0 me d ic a lf a c ilite s tr a n s p o r t f a c ilite s o th e r s T Y P E O F F A C IL IT E S . of Respondents 11 30 09 50 Percentage 22 60 18 100 Source: primary data Inference: The above table infers that 22 %belongs to medical facilities. CHART-5. 60 %t belongs to transport facilities and 18 % belongs to others.31 RESPONDENTS BASED ON THEIR EXPECTED FACILITIES NEEDED S.For more Projects visit techshristi. 1 S. of Respondents 10 12 05 13 10 50 Source: primary data FORMULA 2 = O E = = (O-E) 2 Observed frequency Expected frequency E .2 TO FIND WHETHER THERE IS DIFFERENCE BETWEEN THE OPINION OF RESPONDENTS REGARDING THEIR WORKING HOURS Null Hypothesis There is no significant difference in the variable among the employees about their working hours.No 1 2 3 4 5 Working Hours Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total No.2 ANALYSIS USING CHI-SQUARE.2.com 5.For more Projects visit techshristi. TABLE 5. 48 .2 S.9 0 3.5 0. Null hypothesis is ACCEPTED.4 2.Calculated Value is lesser than Tabulated Value.8 Source: Primary Data The calculated value is 3.com COMPUTATION OF CHI-SQUARE ( 2 ) TABLE No: 5.8 Degree of freedom = (n-1) = (5-1) =4 Level of significance = 5% Table value 4 of DGF and 5% level of significance = 9.For more Projects visit techshristi. .2. Hence. INFERENCE Thus Chi-Square test infers that there is no significant difference in the variable among the employees about their working hours.8 < 9.48 3.No 1 2 3 4 5 O 10 12 05 13 10 E 10 10 10 10 10 TOTAL (O-E) 0 2 -5 3 0 (O-E)2 0 4 25 9 0 (O-E)2 /E 0 0. 2 S. we get r = -1 . TABLE 5. Let Y be the Leave affecting the company output.3 ANALYSIS USING CORRELATION ANALYSIS TO FIND WHETHER THERE IS CORRELATION BETWEEN AFFECTED BY INFECTIOUS DISEASES Vs LEAVE AFFECTING THE COMPANY OUTPUT Let X be the respondent affected by Infectious diseases.3. Rank of Y 1 2 di² = (Xi-Yi)² 1 1 2 Formula r = 1- . From the correlation analysis it is inferred that.no 1 2 Yes No Total Source: Primary Data Factors X 11 39 50 Y 39 11 50 RANKS TABLE 5.com 5.3. if the employees get affected by Infectious diseases then the company output will be get decreased.no 1 2 Rank of X 2 1 Total ∑(Xi-Yi)² 1-6 ∑ di² N (n²-1) INFERENCE The value obtained is in negative. where it infers that a change in one variable has an opposite change in another variable.1 S.For more Projects visit techshristi.By substituting the data to the formula. There is no any significance difference between Salary paid.1 Absent due to Transportation Salary paid 1 2 3 4 Sufficient In-Sufficient Neutral Moderately Sufficient Total Source: Primary Data S. There is no any significance difference between absent due to Transportation.com 5.For more Projects visit techshristi. TABLE 5.no In some cases 7 6 3 7 23 Often Rare Not at all 4 2 0 4 10 Total 20 10 5 15 50 1 1 2 1 5 8 1 0 3 12 STEPS Number of all items N = 16 Sum of all items are T= 50 Correction factor CF = T² N = 156. ii.25 Total sum of squares SST = 153.25 .25 Residual or Error SSE = 79.75 Sum of squares between column samples SSC = 43.4 ANALYSIS USING ANOVA TO FIND WHETHER THERE IS DIFFERENCE BETWEEN THE OPINION OF RESPONDENTS REGARDING THEIR SALARY PAID VS ABSENT DUE TO TRANSPORTATION Null Hypothesis i.4.25 Sum of squares between column samples SSR = 31. 637) < Tabulated value (3.For more Projects visit techshristi.86)   Therefore H0 is ACCEPTED.80 79.637 31. This shows that there is no any significance difference between Salary paid.25 9 1.9) d.41 8. Calculated value (1. ii.182) < Tabulated value (3.41 F-ratio 1.com ANOVA TABLE 5.25 3 10.2 Sum of Squares 43.86 INFERENCE i.f at 5% level of Significance is 3.4.25 Degrees of Freedom (d.86)   Therefore H0 is ACCEPTED.f) 3 Source Of Variation Treatment between Salary paid Treatment between Absent due to Transportation Residual or Error Mean Square (MS) 14. Calculated value (1. This shows that there is no any significance difference between Absent due to Transportation .182 Tabulated value for (3. 1 2.S 50 100 140 10 4 S 48 40 40 20 3 N 15 15 12 30 2 D 26 20 10 40 1 H.2 POINT WEIGHTAGE FACTORS WORKING HOURS MANAGEMENT POLICY WORKING ENVIRONMENT RELATION WITH SUPERVISOR 5 H.1 FACTORS WORKING HOURS MANAGEMENT POLICY WORKING ENVIRONMENT RELATION WITH SUPERVISOR Highly Satisfied 10 20 28 02 Satisfied 12 10 10 05 Neutral 05 05 04 10 Dissatisfied 13 10 05 20 Highly Dissatisfied 10 05 03 13 Source: Primary Data Table 5.5 ANALYSIS USING WEIGHTED AVERAGE METHOD TO FIND THE RANKS OF DIFFERENT FACTORS WHICH ARE LISTED BELOW ACCORDING TO THE OPINION OF RESPONDENTS TABLE No: 5.26 RANK 3 2 1 4 Source: Primary Data .98 3.5.5.6 4.D 10 05 03 13 TOTAL 149 180 205 113 AVG 2.For more Projects visit techshristi.com 5. This shows that the employees are very much satisfied with their working environment.com INFERENCE The above table infers that the company gives more weight age first to the working environment. second to the management policy.For more Projects visit techshristi. . and finally to the relationship with supervisors. third to the working hours. The study shows that the infected diseases affected to employees are none at 78%.1 FINDINGS OF THE STUDY 1. The Experience of the employee from above 5 years is 64% 4. 20. 22. The work load given to employee at dissatisfied level is 50% 8. The age group of employees from group of 36-45 persons is 44% 2. . The number of working days by employee is 25-28 is 44% 5. The employee working years <10 years is 60% 7. About 40%are dissatisfied with supervisor 12. 15. 16.For more Projects visit techshristi. The flexibility and indepence is neutral is 62%. 17.com CHAPTER-VI 6. 19. The employee skills in the work is good at 70% 14. The number leave taken in a month averagely 1-5 is 45% 6. The employee are highly satisfied with working environment is 46% 11. About 45% says that they take leave whenever they need. The working hours is at dissatisfied to employee is 26% 9. In some cases the employees are absent due to personnel problem is 62%. The absenteeism will affect the company out put at 78% 13. The employees are absent due to Health problems 40%. The rest pause is more at 58%. 24. About 46% were absent due to transportation problem 21. The employees are motivated by incentives is 58% 25. 18. The employee are highly satisfied with management policy is 40% 10. 23. About 40%were dissatisfied with compensation provide at the time of absent. The employee education from HSC is 44% 3. About 78% were giving a leave letter and taking a leave. Exiting job is satisfied to employee is at 34%. About 46%were satisfied with facilities provided by the company. and finally to the relationship with supervisors. second to the management policy. 29. 27. The most of the respondence says that they need transport facilities at 60% 31. 28. About 62% says they need counseling in the company. This shows that the employees are very much satisfied with their working environment. 34.For more Projects visit techshristi. From the Analysis of variance it is inferred that there is no any significance difference between Salary paid and between Absent due to Transportation. From the weighted average method it is inferred that the company gives more weight age first to the working environment. About 42% percent prefer weekly shift. . About 50% says they need additional leave and 50% says they did not need additional leave. 33.com 26. 30. third to the working hours. From the correlation analysis it is inferred that. From the Chi-Square test it is inferred that there is no significant difference in the variable among the employees about their working hours. if the employees get affected by Infectious diseases then the company output will be get decreased. 32. The employees change the shift fort the convinces at rare at 52%.  Providing transport facilities for all employees  Motivating the employee by monetary and non monetary awards for those who are completed 100% attendance.  To improve safety awareness among employee by educating them on health aspects conducting safety work shop and to reduce noise pollution in few department.VI 6.For more Projects visit techshristi.  I suggest that by taking disciplinary action which will minimize absenteeism.  Introducing attendance management programme.  Introducing medical facilities for employees and employee’s family member. .com CHAPTER.2 SUGGESTION AND RECOMMENDATION  In order to minimize the rate of absenteeism the company could take care of employee’s health’s especially in production unit. com CHAPTER-VII CONCLUSION The study is carried out to determine the level of employee‘s absenteeism in THE PONDICHERRY CO.OPERATIVE SPINNING MILL LTD. The company may provide some more facilities like proper ventilation. Even though company is providing with sufficient facilities to the employee’s to an extent. .For more Projects visit techshristi. medical facilities transport facilities and welfare actives which would reduce absenteeism and enhances the employees to work more efficiently and effectively for achieving the orginisational objectives. For more Projects visit techshristi.operative to fill the answer for the question  The area of operation in THE PONDICHERRY CO –OPERATIVE SPINNING MILL LTD.com CHAPTER-VIII 8.1 LIMITATIONS OF THE STUDY Even though the studies have conducted properly more is some limitation occurring more over factory  Time constrain was a major limitation of the study  Some of the respondent are not co.  The study is based upon small population like 50 sample . So further researcher may concentrate on other regions.For more Projects visit techshristi.    This project conducted survey to measure the level of employee’s absenteeism.2 SCOPE FOR THE FURTHER STUDY  A s the data is collected from The pondicherry co –operative spinning mill ltd.com 8. this result cannot correlate to the entire spinning mill industry. This project is help full for those further those who are under going the project in the concept of employee’s absenteeism and to know the reason for the absenteeism in The pondicherry co –operative spinning mill ltd. Thirubuvani. Thirubuvani . b) 3 .22 b) 23 .1 5 4.25 c) 25 .com APPENDICES ANNEXURE.1 QUESTIONNAIRE A STUDY ON EMPLOYEE’S ABSENTEEISM IN SPINCO. How many days do you take leave in a month? a) 0 e) 16 .31 3. How long you are working in the company? a) < 5 years b) < 10 years c) > 10 years .For more Projects visit techshristi. I) Name I I) EID No III) Address IV) Department V) Martial Status : : : : : VI) Annual Income : VII) Age: a) 18 – 25 VIII) Education: a) SSLC b) 26 – 35 b) HSC c) 36 – 45 c) ITI d) above 45 d) Others.5 years Number of working days per month: a) 20 .20 b) 1 . please Specify______ c) above 5 years IX) Experience a) Below 2 years Other Details: 2.10 d) 1 0 .28 d) 29 . PUDUCHERRY Personal Details: 1.5 c) 6 . Are you satisfied your compensation at the time of your leave? a) Highly Satisfied e) Highly dissatisfied 10. About the salary paid by the company? a) Sufficient b) Insufficient c) Neutral d) Moderately sufficient 9.com 5. Highly Satisfied WORKLOAD WORKING HOURS MANAGEMENT POLICY WORKING ENVIRONMENT RELATIONSHIP WITH SUPERVISORS 6. How do you feel about your facilities provided by the company? a) Highly Satisfied e) Highly dissatisfied b) Satisfied c) Neutral d) Dissatisfied b) Satisfied c) Neutral d) Dissatisfied b) Satisfied c) Neutral d) Dissatisfied . How much your company utilizing the employee skills? a) Good b) Fair c) Poor 8. Are you satisfied with your existing job? a) Highly Satisfied e) Highly dissatisfied 11.For more Projects visit techshristi. Does your leave will affect the company out put? a) Yes b) no Satisfied Neutral Dissatisfied Highly Dissatisfied 7. Rate the factors below according to the satisfaction level…. Flexibility and Independence allowed? a) Highly Satisfied e) Highly dissatisfied 13. Are you affected by infectious diseases? a) Yes b) No 17. Does the company helps in your personal problem? a) In some cases b) Often c) Not at all . How often do you absent due to transportation problem? a) In some cases b) Often c) Rare d) Not at all 16. Do you tell insufficient rest pause is one of the reasons for absent? a) More b) Less c) Tolerable 19. Is it possible to get leave whenever you want? a) Yes b) No 18. What is the procedure for taking leave in your organization? a) Giving a leave letter c) Asking a permission 14. Reason for taking leave? a) Personal Problem d) Working environment b) Health problem e) Others c) Finance problem b) Not giving a leave letter d) No leave b) Satisfied c) Neutral d) Dissatisfied 15.com 12.For more Projects visit techshristi. What type of motivation techniques adopted for employees regular to the work? a) Incentives b) Bonus c) Allowances 20. please specify____ 26. To reduce absenteeism which shifts do you prefer if it is adopted? a) General Shift b) Weekly Shift c) Monthly shift 23.For more Projects visit techshristi. What type facilities do you except from the management to reduce absenteeism? a) Medical facilities b) Transport facilities c) Others. Do you need additional leave? a) Yes b) No 25. Do you need counseling in the company for your personal matter affecting you in taking leave often? a) Yes b) No 22. Any suggestion to reduce absenteeism_____________________________ . Do you have freedom to change your shift for your convenience? a) Yes b) No c) Rare 24.com 21. Human Resource and Personnel Management. Deep . New Age international (P) Ltd. publication ..com www. New Delhi. S.  Reddy& Rao –Absenteeism in India .2004..Human resources management .Methods & Techniques. Thirty Fourth Editions. Tata Mc Graw Hill. WEBSITES:    www. 1999.Second Edition . New Delhi . Publishers.com www. C.M. Sultan Chand & Sons Publishers. New Delhi.com ANNEXURE-2 BIBILIOGRAPHY BOOKS:  Kothari.wikepidia. 2005.  Gupta.. Research Methodology . New Delhi  Aswathappa.. 2005.k.com .P.  Prasath L.absenteeism. New Delhi. .R.google. Statistical Methods.For more Projects visit techshristi. Thirty Fourth Editions. Sultan Chand & Sons Publishers.
Copyright © 2024 DOKUMEN.SITE Inc.