A project report On Absenteeism At Jamna Auto Industries limited Malanpur (Gwalior) Submitted to Jiwaji University Gwalior For the fulfillment of the award of master of business administration (2010-2012) Submitted by Megha Maheshwari MBA- 2ND SEMESTER PRESTIGE INSTITUTE OF MANAGEMENT, GWALIOR (M.P.) 1 CERTIFICATE OF FACULTY GUIDE This is to certify that Ms. Megha Maheshwari student of MBA 2ND Sem. program has completed her summer training of 45 Days (From 16 may to 31 June) and prepared this report under my guidance. Title of the project report “ABSENTEEISM” PROF.RAVINDRA PATHAK (Faculty guide) 2 DECLARATION I am student MBA 2nd semester of prestige institute of management, Gwalior; hereby declare that the summer training report titled “Absenteeism” is submitted by me in the line of partial fulfillment of course objective of MASTER OF BUSIESSS ADMINISTRATION degree. I assure that this report is the result of my efforts and it has not been submitted anywhere else for the awards of any degree or diploma. Date: Place :(Megha Maheshwari) 3 ACKNOWLEDGMENTS I have great pleasure in expressing my sincere gratitude to MR. NMQ Shamsi head, Human Resources Development for his able guidance and supervision during the period of project work whatever value this report may have is attributable in no small measure to his able guidance. I am extremely thankful to HR department for granting me permission to undergo this training without barrier which made me feel at home I also express my sincere gratitude to MR. Mahendra Singh, MR.Yadav, and Mr. Tomar and MR. Javed, MR. Shakti, and MR. Rajesh of HR department for his moral support and constant and also Encouragement and timely suggestion throughout the training of period. I am deeply indebted to each member of Jamna industries for his helpful suggestion and wonderful co-operation extended to me during this training without which this practical Training would not have been accomplished. I have thankful my faculty guide Prof. Ravindra Pathak. They guide me and suggestion throughout the training report. And also thank my family members with out moral support and financial support and blessing this report would not have seen light of the day. INDEX 4 PART ONE:1. INTRODUCTION OF THE ORGANIZATION 1.1 History of the Organization………………………………………….…….6 1.2 Organization Structure…………………………………………………..…8 1.3 Financial Performance……………………………………………...………9 1.4 Recruitment process…………………………………………………….…12 1.5 production department……………………………………………….……17 1.6 Marketing department………………………………………………….….24 2. STRENGTHS AND WEAKNESS OF THE ORGANIZATION 2.1strenghts……………………………………………………………………27 2.2weakness………………………………………………………………...…27 3. SUGGESTIONS………………………………………………….28 4. ANY OTHER POINTS OBSREVED BY ME……………...….28 PART TWO:1. ABSENTEEISM 1.1 Introduction…………………………………..………………………..…...31 1.2 how to deal with employee absenteeism……..…………………………..…42 1. 3objectives of the Study…………………….…………………………...…...46 2. RESULT AND DISCUSSION……….…………………..............46 3. SUGGESTION…………………………….…………………..…..53 4. CONCLUSION…………………………….…………………...….54 5. REFERENCES……………………………..…………………..….54 6. QUESTIONARIES…………………………..………………...…..55 INTRODUCTION OF THE ORGANIZATION 5 Maruti Udyog Ltd.S. Swaraj Mazda Ltd.S. the company grew to the extend it is the 4th Largest leaf spring manufacture in Asia.and the Company is now managed by the two dynamic sons Mr. Due to the able guidance of Sardar Bhupinder Singh.Jamuna Auto Industries limited is one of the renowned companies in the world. The JAI spring groups are (original equipment Manufactures) OEMs to all major vehicle manufactures such as Tata Motors Ltd. History of the organization & objective The group has two plants –one at Malanpur (near Gwalior) in Bhind Dist. JAI is certified by TS16949. Malanpur plant has the distinction of being India’s first leaf spring. plant the other Plant at Yamuna N Nagar is an ISO 9002 certified. R. JAI group was started in1955 by the visionary Sardar Bhupinder Singh Jauhar.O.E. Ashok Leyland Ltd. They are the pioneers in manufacturing load spring in India.and they produced in leave spring in 1962-63. Malanpur plant are started in 1993. and General Motors India Ltd 6 . Chairman and managing Director. Jauhar is the C.This is the only company to have manufacturing facility of parabolic springs. mahindra & mahindra Ltd. Both the plant is effectively managed by a team of qualified professionals. Eicher motors Ltd. And they mother unit is Yamuna nagar. Jauhar is the C.O of the JAI group.O of the company and P. Their product is branded as “JAI Springs”. of Madhya Pradesh and the other at Yamuna Nagar in the state of Haryana. Product they offer Organization Structure 7 . British springs. Isuzu – Manila.UK etc.UK.The group company has a very good export market too. john R.USA. They export leaf springs to General Motors. 11. 13.R. A. J. 16. Zone leader Mr. Bhupender Singh Mr. Sikarwar Mr. Ashok Agrawal Mr. Mohan Mr.Bhadoriya Mr. Niranjan Mr. 14.L. 8 . 15.Q. Tomar FINANCIAL PERFORMANCE JAI Ltd. N. P. Coordinator Zone 1 Zone 9 Zone 2 Zone10 Zone 3 Zone11 Zone 4 Zone12 Zone5 Zone13 Zone 6 Zone14 Zone 7 Zone15 Zone 8 Zone16 Zone no.K. 9.K. to review the manner in which they are performing their responsibilities and to discuss the reports of the auditors. 4. 10. Shailendra Mr.S. 5. Bera Mr. R. M. Manav Dutta Mr.S. Shamsi Mr. A. 3. 8. The committee interacts with the auditors to ascertain the quality and veracity of the company’s transaction. 1. Gurumukh Singh Mr. Sanjeev Saxena Mr. 2. 7. Ajay Jain Mr.S. Shukla Mr. G. 6. Permish Kumar Mr. 12. has an audit committee which is responsible for the effective supervision of the financial and accounting controls and compliance with the financial policies of the company.K.CEO ↓ Coordinator ↓ Dy.M. of new issues. certificates of deposits. discounting of bills. Are both internal and external . bonds. debentures. venture capital. treasury bills.The source of fund of JAI Ltd. Non – Fund Based Activities: It can also be called fee based activities. Involving in equipment leasing. etc.internal sources of funds including collection against sales? External sources of funds include loan from banks or financial institutions loans are of two types: • • Team loan Working capital loan Team loan is used for machinery usually for the purchase and maintenance of the working capital loan is obtained for running the plant.concerns) Participating In money market instruments like commercial papers. etc. hire purchase. etc. • • Managing the capital issues Making arrangement for the placement of capital and debt instrument with investment institutions. These are again of two types: • • Fund based Non. 9 . • • • • Dealing in secondary market activities ( for buying and selling.fund based Fund Based Activities: Underwriting of or investment in shares. seed capital. • • • • • • • Raw material payments Manufacturing expenses payments. As JAI manufactures springs. the various payments that have to be made includes. 10 .fund based working capital loan consists of letter of credit and bank guarantee. journal. Non. for accounting purpose. Salary and wages Administrative expenses Selling expenses Bank Repayment of loan.• Arrangement of funds from financial institutions for the client project cost or his working capital requirements. Uses all types of books including cash book. etc. bank book. ledger. JAI Ltd. 11 . Production Department. Madhya Pradesh has the Following Department. TYPES OF RECRUITMENT There are basically two types of Recruitment • • Internal External 12 . Finance Department. It helps to maintain a better Relationship between the employer and the employees.M. RECRUITMENT PROCESS People are recruited as and when need arises. 1. Recruitment to an organization is a multifunctional process. 5. New Product Development/engineering Department. Welfare Activities etc. 4. Human Resource Department The Human resource Department or the HR department mainly deals with people.Q. In the process of Recruitment more than one person of various categories and capacities are involved.Departments in the Organization Jamuna Auto Industries Ltd. Human Resources Department.N. 3. 2. The main functions of the Departments are Recuirtment. Mr.Shamsi. At Malanpur. It includes better management of Human resource and Industrial Relations. Marketing Department. I worked under this Department. Bhind Dist. Perfomance appraisal or Assessment. Training. The HR Department is headed by a Manager. If the candidate is a fresher from any educational institute. The HR manger usually assesses the candidate for his/her overall performance. a broad or committee is formed in which the production head. Production head checks for the caliber of the candidate. promotions or the placing the right personnel at the appropriate place. EXTERNAL RECRUITMENT External Recruitment means bringing in new man power to the organization. it can also be affected by bringing in the personnel for other sister concerns or branches/ units of the same organization. It is the plant head who decides how many people to be recruited and when to recruit. The function of the technical Head in the board is to assess the candidate with respect to his technical knowledge. whereas if the candidate is an experienced person his job knowledge is assessed. For interviews. their adaptability and usefulness to the organization. the HR manager and technical Head are necessarily present.INTERNAL RECRUITMENT The term internal Recruitment means up-tradition means up-tradition of the employee by transfers. This type of Recruitment usually has a written test followed by an oral interview. This process is effected either through a placement agency who recruits for the organization or through campus Recruitment or by employee referral or by the recommendation of a board or committee of the organization set up for the purpose. their family background personality etc. the technical head evaluates the candidate’s depth of knowledge in the particular field. 13 . However only pre-screened application will be considered for the purpose of test. They also undergo training to develop team spirit and team skills. For this type of training. various policies of the organization etc. join the organization as “trainees”. In the orientation. It goes on in the organization on a regular basis. who in turn are trained by consultants or specialist in the field. all employees in the organization are divided into smaller groups and they undergo training in batches. This type of training does not have a particular duration. Consultants are also hired from outside to train the departments or employees or both. the candidate is made familiar with various departments/divisions. All employees who join the organization undergo certain specialized training in behavioral and communication aspects. the induction may be done individually or in groups. Training is done for the all employees as and when need arises. The instructions given during this initial induction orientation are mainly verbal in nature. After the induction/ orientation the employees are required to submit an induction report/orientation report to the organization. The employees are trained by their superiors. If training for some new process or technology has to be done. New recruiters. They undergo job specific training where as an experienced candidate. TRAINING AND DEVELOPMENT Next step after recruitment is training and development. 14 . who join as fresher. Therefore. their working. Each department Head includes the candidate about his/her department. their processes. who joins the organization.INDUCTION /ORIENTATION Immediately after the Recruitment an induction or orientation to the organization takes place. The cost of such training is borne by the company. This initial induction is compulsory for everyone who joins the organization. may not require a job specific training. PERFORMANCE APPRISAL At the time of performance appraisal a committee sits together and discusses with the candidate regarding his performance.The amount of knowledge the employee has regarding his job is assessed. the amount of output produced is considered. mainly classroom trainings are given. are clean and arranged. lockers etc. if the work is service oriented. After the training. The Parameters for performance appraisal are generally:a) Job Knowledge . whether the employee follows all the safety and security measures of the organization or not. is decide in advance and a schedule or calendar is prepared. Some others may need training in certain managerial skills like team spirit etc. d) Cost Consciousness – The behavior of employee towards the company is assessed.Trainings are of many types. It is checked whether the employee is cost conscious or not. whether his/her table. the quality of service provided or the quality of the work is considered and the employee is graded accordingly. b) Output & quality – if the work is production oriented or quantity oriented. what type of training has to be imparted and how many people are to be given training. this is identified at the time of performance appraisal and training is providing accordingly.his increment in salary. a feed back of the training and the trainer is taken from the trainee/employee. whether the employee 15 . In this organization. How much the employee has learned about his/her job? How much does the employee know about his/her job? All these are considered and the employee is graded accordingly. etc. c) Housekeeping and Safety – The employee is assessed on factors like whether he/she keeps his/her surroundings clean. This grading ultimately decides about the candidate. The training is imparted in accordance with this schedule. According to the need. Then they discuss his performance and grade the candidate based on a number of parameters. There may be certain employees who need training in particular area of work. promotion to the higher grade or need for training of the candidate. the employee is then graded . if brought in. In this organization provides:• • • • Medical Facility Incentive Facility Bus Facility Canteen Facility etc.destroys or tampers or is careless with the company’s properties or does he/she takes proper care of them. Casual Leave (CL) 3. Sick Leave (SV) Employees are given 30 days earned Leave (EL). 10 days Casual Leave (CL) and 10 days Sick Leave (SL)each year. Unauthorized leave Authorized leaves include 1. In this organization it is done annually. Welfare Activity Welfare activity means they provide a welfare facility in employee.accordingly. Leave is of two types1. But there are 16 . Performance appraisal may be done quarterly. half-yearly or annually. Authorized leave 2. And they are many welfare facility are provide in organization and JAI group of industries are many welfare facility are provided. Sanctioned Earned Leave (EL) 2. DISCIPLINARY MEASURES The most important aspect is the absenteeism by the employee from duty with or without leave. e) Change and Improvement – The employee is assessed on factors such as how creative he/she is or whether the employee tries to improve the process bringing out new ideas or whether the employee is flexible and adaptable to new changes. etc. which include Leave Travel Allowances (LTA). they cannot take EL and CL together. In certain instances customers themselves give the required design. They also calculated weight of the components required and cost of the raw material being used. what are the raw material required. Their office is situated at Delhi. 17 . called NHK. This design also comes to the engineering department. They are not allowed to club all the leaves and take it together at one stretch. This report is called Feasibility report. The engineering department then gives the design to the production department to manufacture a few samples. If an employee avails more than 3 absents in a year. it is considered as violation of rules and a warning letter is issued to the employee stating that serious disciplinary action will be taken. All thee information is compiled and a report is made. Manufacturing and testing of the samples is the responsibility. The marketing division calculates he cost and prepares quotation and sends to the customer along with the design prepared by the organization. The employees are not permitted to take more than 20 days EL or 2 days CL or 10 days SL at a stretch without proper reason and prior permission. The customer. whether the factory can produce the said product using the existing machineries or need additional machineries. The Feasibility study includes. Once the approval process is over negotiation for the price with the marketing department takes place. All the designing work is carried on out at Delhi office. Finally this Feasibility report is submitted to the market department. They design the springs using software called N-Pro.various conditions to avail these leaves. Once the cost is fixed the design is sent to the engineering department for the production. Unauthorized Leave is marked as absent. Once the designing is over the design is sent to the engineering department to verify the feasibility of the product. whether they are available in the market etc. for eg. approves the design. They prepare a prototype and test for safety of the product. PRODUCTION AND OPERATION JAI Ltd has got collaboration with a Japan based Multi National Company (MNC). if satisfied. for example. 00.of engineering department. e) Process flow chart: . When the documentation is complete. d) Process drawings: .Details of different component eg. load bearing capacity. The process drawing is used for manufacturing and inspection of the product. A copy the document. During testing the spring is simulated to the road conditions where it should withstand 2. is also assessed for its quality standards by quality department. after meticulous inspection and verifying the specifications. 000 runs. Following types of document are prepared in the factory. withstanding various environmental conditions. c) Component drawings: . along with the sample is sent to the customer for their verification and approval. g) Life: .Now flow chart of the whole process is made and recorded. leaf.In this document whole process is given in detail. then how many leaves have to be sheared with what dimensions etc are given. b) Tool drawings: . a copy of the required T reports is sent to respective departments. a) Block material: . are given in the document.This is the survival period of the product. nuts and bolts etc. sectional drawings etc. These process drawings are used by quality department and production department. f) Operation control plan: . their weight. Listed here. .In this document a detailed report of the whole operation and its control is recorded.Details of different tools used for the manufacture are the . for example. The customer. if the first process is shearing of leaves. places the order with company.000 runs with out any problem or tear ability. meeting required quality standards etc.In the document the different component used for the manufacture. The sample now undergoes vigorous testing for various parameters like shock absorbing capacity. 18 . size etc are noted. the company specifies that the spring should Fatigue survive at least 2. this is to be specified by the company. If not specified by the customer. the raw materials when comes to the factory. Mostly it is to be specified by the customer. Next step is the documentation. their uses. 00. 2) The product design is prepared. 9) If approved by the customer. The engineering department of JAI Ltd. 7) Documentation is done. The main designing work is done at Delhi.The order thus received. Malanpur performs the testing of the samples and also check for its quality. Here at Malanpur they use Auto cad for this purpose. 6) Few samples are manufactured and tested in the company. 4) Feasibility report is submitted to the marketing departments who calculate the price and make quotation for the product. 10) The product is manufactured in the company plant. 5) The quotation and design is sent to the customer for approval. 3) Feasibility report is prepared by the engineering department. if any minor changes are to be made. these are done here only. Summary of steps involved can be listed as follows: 1) Customers orders for a new product. the order is placed for the product. 19 . are sent to the production department for manufactures of the product. 8) Samples along with documents are sent to the customer. it was fine in the first six months. Case of failures occurs when: 1) The spring is not able to withstand the specified load i.Company also exports its products to Philippines. The customer company wants to make some changes in the exiting model. The products are sent through ships to these places. or the one sent by the customer is checked for the design adequacy. the specified deflation and actual defilation varies. The reasons for developing new products are: 1. There may be some problems or trouble with the existing models for example when Travera was launched. On an average JAI Ltd gets order for 5 new products per month. UK. If the product is not painted or coated with high quality paints or with zinc the leaf may get rusted. 4. Initially theoretical calculation is made and the sent for production. 20 . Later the company started receiving complaints from the customers (in feed back). They check the particular product whether it will be a success with the given components. etc. Failures: .e. The said testing is carried out in a closed chamber with some environmental condition as of the sea and salt water. USA.frequency of failure of design is very rate or nil as the design is prepared at the company’s Delhi office. Now the sample is inspected and then required paint is sprayed or coated on to the springs. This is kept approximately for 2 months or the time period taken for shipment. 2. So the sample is subjected to “Salt-Spray Test” in order to asses the rust ability of the product while shipping. 3. So they changed some components of the spring that was being used earlier and now it is working fine. Launching new models. Once it is accepted the product is developed and manufactured for that customer. It is a part of information Technology. Electronic data processing (EDP) was used. In the past. They then develop the idea into a product and take the initiative to meet the consumer with the sample. Main suppliers of the raw materials are: Sunflag iron & steel Co Ltd. the spring has a shorter life span. It is not always the customer who comes up with new idea. To develop and produce a conventional spring 7-10 days time is required with an additional 1 week for testing. For an export item salt spray Test is performed as specified by the customer. suppose a vehicle uses 100kg spring. For example. the R& D Department or the engineering Department gets new idea as to how the performance of a particular vehicle can be improved.mails. Nagpur. To develop a parabolic spring it takes about 15-20 days time with additional 1 week testing. accessing for information. Correspondence or information exchange is done through e. the company will develop the same and get customer for the same. Marmagoa steef Ltd. Of these. Ludhiana. only 1-2% times it gets rejected for want of meeting the required standards. The main aim was computerization of data. Other rejection may be due to the change of mind of the customer or the company’s inability to produce the required quantity due to shortage of raw materials or inability to meet the required standards etc. If the company develops a spring of lesser weight with the same of lesser weight with the same or better performance. At the moment the company is planning to connect all its units/Plants/Offices in a network which will take some more time. it has been centralized for easy. Goa. Upper India Ltd. The company is connected by Local Area Network (LAN). 21 .2) The spring is not able to survive till the specified cycle or in the other words. Sometimes. Currently they do not have a network which connects one unit/Plant/Office to another. In the recent years. There are 10% (approximately) chances where product gets rejected after samples are made and tested. They had data entry operators who used to feed data in to the computer. The designing office is situated at Delhi. Enterprise Resources Planning (ERP) is getting implemented in the organization. The engineering department designs the product as per the requirement of the customer. A parabolic spring has got capacity to absorb shock more when compared to the conventional spring. parabolic springs are used in conventional passenger vehicles. Generally the customer specifies their requirements. The inputs or specialists of each department are consulted first and their requirement is taken for making 22 .g. Maruti Omni was using conventional springs. the engineers study the design given by the customer. The thickness of leaves in a conventional spring is uniform in all the leaves where as in parabolic springs the thickness decreases towards the end or sides of the leaves. Now it has changed to parabolic spring system. Till recently. Weight of conventional spring.g. the engineering department first prepare a feasibility report that is the engineers in the department study the case and report the feasibility of the product in the organization. First. bus c) Heavy weight vehicle e. Though this was initialed 2 years back.JAI Ltd.g. The basic function of the spring is to be absorbing shock in the vehicle. The company produces two types of springs:1) Conventional spring 2) Parabolic spring Basically there are three types of vehicles: a) Light weight vehicle e. It provides readymade modules of all departments to the organization. ERP combines all the work of all departments in single software (S/W) packages. jeep b) Medium weight vehicle e. trucks Conventional springs are usually used for heavy vehicles and parabolic springs are used for light vehicles. the job is yet to be completed. car. And hence. When a customer gives order for a new type of product (spring). SAP. The various modules that it consists of are:Engineering PPC (Project Planning & Control) Dispatch & Sale Material Production Maintenance Marketing Quality System Finance Security HRM MARKETING DEPARTMENT The major customers of the company are export Marketing Customers. There are many different types of ERP package. JAI Ltd uses package called Total Enterprise Resources Management System (TERMS). 23 .it was made by Mawai InfoTech Ltd. JAI Ltd has got ERP package made from external sources. for eg.the software. Gujarat ISSZU . This quantity is based on estimation and from past year’s data. Ltd. Force Motors Ltd. the production plan for April to March of a financial year is made from January to April.The representatives of the company get orders from various customers either for that particular month or for 2-3 months. at the moment. Mahindra and Mahindra Ltd. required quantity is produced. for example. General Motors India Pvt.e. Jamshedpur (previously TELCO) Tata motors Ltd. This quantity is based on estimation and from past year’s data. 24 .Manila( goods are exported) General Motors ST America (World # company) Map (Replacement Market) JAI Ltd is. In the beginning of the year. Lucknow Maruti Ltd. inspected and dispatched. Eicher Motors Ltd. which further gives orders to the production department. sales will be usually low in May-June months and sales are usually higher in October (dipwali season) etc When the orders for production are received. Pune Tata motors Ltd. This quantity fluctuates every month. the plan for production i. approximate quantity of product to be produced is made for each month i. but every year for the same month there won’t be much of fluctuation. Main customers of JAI Ltd are: • • • • • • • • • • • Tata motors Ltd.e. These orders are mailed to the marketing department. not looking for new customers because of heavy volume of work which it is getting from current customers. Method of collection of payment for each customer is different. in the beginning of the year itself a quotation is sent to all the customers showing the probable price for that particular financial year.one in Uttaranchal and other at Jamshedpur. It has no plans for expansions in to other products. Produces only springs for cars and other heavy vehicles. If the quantity Ordered by the customer is too large to be manufactured by one plant the rest is manufactured by the other plant. because the existing customers provide more than enough business.When the plan is made in the beginning of the year. packing charges. delivery confirmation. labor cost. or the customers directly send it to the company through Cheques/draft. For some the collection period is 45 days while for some it is 15 days and for certain other customers it is 3 days. At present it is getting large orders from ACE. So it is planning to set up two new plants. scrap produced. In case the price of the raw materials rises suddenly or transportation cost increases due to increase in petrol/diesel prices an amendment is made in the prices and a new price list is sent to the customers. in cash or by cheques. Publicity or advertisement is not at all required and hence not done. This cost is calculated on the basis of cost of raw materials. The duration of collection of payment depends on the agreement made between the company on one part and the customer on the other part. etc. Correspondence. which the representatives deposit in the company’s bank account. the other at Yamuna Nagar and the third at Chennai. and delivery follow up etc is mainly done via e.like other placing. the approximately cost is also calculated and so.mail. Power. JAI Ltd. At present the company has “three plants – one at Malanpur. production cost including. 25 . water and other factory cost. Collection of payment is made either by representatives. In future. They last year sale is 10 thousand tone and they next year target is 16 thousand SWOT ANALYSIS OF THE COMPANY Automobile industry is growing at least at the rate of 8% per annum for the past few years. Faces competitions from Toyo. margins are expected to remain under pressure. Its Competition is only for lower prices. Through the manufactures are expected to implement cost rationalization measure and higher capacity utilization to achieve lower overhead cost. this is expected to have an impact on the margin of auto ancillary manufacturers since they will have limited flexibility to pass on the increase to their customers. the input costs of auto ancillary manufactures are expected to rise. STRENGTHS 26 . Global vehicle manufactures and auto ancillary majors have increased their presence in India due to several such as India’s commitment to WTO. Growth of auto ancillary industry depends on the growth of automobile industry.they target is 16 thousand tone sales. JAI Ltd. But it also sells loose goods or parts in the replacement Market. These increased presence is felt through their subsidiaries and or marketing outlets. Akya. and reduction in import tariffs. especially in the OEM segment. Usually produces and sells its goods/ products in whole to its customers. as aluminum and steel prices are expected to rise. Jamna Auto Industries Ltd (JAI Ltd) is an auto ancillary industry manufacturing spring leaf for the four wheeler segment of auto industry. Vikrant and Bharat.JAI Ltd. And they future plan is Jamna auto sale is high . SWOT Analysis of JAI Ltd. This replacement Market is known as MAP. However. The loose goods fetch more cash. removal of quantitative restrictions on auto ancillary imports. Fene. the increased foreign presence in auto ancillary segment has not adversely much affected the JAI group as this company manufacture only he leaf spring of four wheelers. e. RISK CONCERNS Changing government policies are the main area of concerns i. WEAKNESSES • • • Limited resources. huge untapped replacement market and export market. OPPORTUNITIES • • • • Entry of new auto manufactures in the domestic market. Japan. Sale of company product is dependent on the growth of commercial vehicle. sales tax subsidy available to the company’s Malanpur unit was withdrawn and implementation of value added SUGGESTION.DISCUSS WITH MANAGEMENT 27 .• • • • Original equipment supplier to major automobile manufactures in domestic and export market. Acceptance of the product in domestic and foreign market. High skilled and educated workforce R & D facilities. Quality High standard technology from world leader NHK. Low operating cost. THREATS • Entry of new players though very insignificant. Under utilization of capacities. Shamsi.They discuss the many suggestion of the management and they analysis in the organization and they result than Jamna Auto Industries are many depot in different city but they more depot are open then supply are easy and customer demand in fulfill in other cities also. And they contractors are: 1) RAI 2) CSP 3) JP 4) SST 5) DPS And they labors are divided in different departments and they department in JAI Ltd.Q.M. Contact No. N. • • • • • • • • • • • • Manufacturing Prod-1 Heat treatment Prod-2 PPC Maintenance Tool room Projects NPD QA Line-3 Others Hr head is Mr.07539-409117 28 . SPECIAL POINT OBSERVED I observed the working style of Jamna auto than be saw. Mostly organization they recruitment in labors in own self but Jamna auto are deal with a contractors and contractors are provide labors in Jamna auto. in 29 .Email-id .jai_malanpur@sancharent. and framed in economic or quasi-economic terms. More recent 30 . as well as a breach of an implicit contract between employee and employer.INTRODUCTION OF THE CONCEPT What is absenteeism? Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally. absenteeism has been viewed as an indicator of poor individual performance. it was seen as a management problem. many employees feel obliged to come to work while ill. not the kind of absence. which assumes that absenteeism represents individual withdrawal from dissatisfying working conditions. voluntary. and carries a burden of more proof than is usually offered. The psychological model that discusses this is the "withdrawal model". as with adoption of a "culturally approved sick role". under report 31 . Absence ascribed to medical causes is often still. which only takes the total number and frequency of absences into account. and migraines. which businesses may find to be unprofessional and inconsiderate. This finds empirical support in a negative association between absence and job satisfaction. Work forces often excuse absenteeism caused by medical reasons if the worker supplies a doctor's note or other form of documentation. Medical-based understanding of absenteeism find support in research that links absenteeism with smoking. For example. low back pain. Depressive tendencies may lie behind some of the absence ascribed to poor physical health. people choose not to show up for work and do not call in advance. This leads to even greater absenteeism and reduced productivity among other workers who try to work while ill. This places the adjective "sickness" before the word "absence". However. problem drinking. especially satisfaction with the work itself. given that there are positive links between both work stress and depression and absenteeism. medical or social adjustment to work. Sometimes. They went on to say that the type of dissatisfaction that most often leads employees to miss work is dissatisfaction with the work itself. Frequent absence from the workplace may be indicative of poor morale or of sick Building syndrome. Evidence indicates that absence is generally viewed as "mildly deviant workplace behavior". people tend to hold negative stereotypes of absentees. This is called a "no call" or "no show". As a result. The line between psychological and medical causation is blurry.scholarship seeks to understand absenteeism as an indicator of psychological. and transmit communicable diseases to their co-workers. at least in part. One of these policies is the calculation of the Bradford factor. many employers have implemented absence policies which make no distinction between absences for genuine illness and absence for inappropriate reasons. habitual and unscheduled. Thomas suggests that there tends to be a higher level of stress with people who work with or interact with a narcissist. Negative attributions about absence then bring about three outcomes: the behavior is open to social control. each of which requires a different type of approach. and believe their own attendance record is better than that of their peers. is analyzed to identify patterns or trends that indicate the effect of absenteeism. is a source of irritation to employers and co-workers. Although absenteeism is widely acknowledged to be a problem. The Labor Force Survey (LFS) can provide measures of time lost because of personal reasons—that is. However. and personal or family responsibilities. The dividing line between avoidable and unavoidable is difficult to draw. Such absences are disruptive to proper work scheduling and output. the same can be said of statutory holidays. their effect on the organization can be fairly easily absorbed. 1. however. it is not easy to quantify. and costly to an organization and the economy as a whole. sensitive to social context. and is a potential source of workplace conflict. illness or disability. within these categories. Since they are usually scheduled. such as annual vacation. Absenteeism. Guidelines for Absenteeism Control There are two types of absenteeism. a term used to refer to absences that are avoidable. which in turn increases absenteeism and staff turnover There are many kinds of absence. it is impossible to determine if an absence is avoidable or unscheduled. Some. Innocent Absenteeism 32 . LFS data on absences for personal reasons can. as are those due to inclement weather. are generally considered beneficial for both the organization and the employee.their own absenteeism. Other absences. such as those caused by illness and family-related demands. are generally unavoidable. and absenteeism generally masquerades as legitimate absence. Many organizations take the view that through the process of individual absentee counseling and treatment. absenteeism is legitimate. For instance. 2. Innocent absenteeism is not culpable which means that it is blameless. The 33 . this can be confirmed through reviewing the attendance records.Innocent absenteeism refers to employees who are absent for reasons beyond their control. an employee who is on sick leave even though he/she is not sick. For the large majority of employees. and it can be proven that the employee was not sick. innocent absenteeism which occurs infrequently. If all indications show that an employee is excessively absent. Procedures for disciplinary action apply only to culpable absenteeism. the majority of employees will overcome their problem 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. like sickness and injury. In a labor relations context this means that progressive discipline can be applied. is guilty of culpable absenteeism. the next step is to gather as much information as possible in order to get a clearer picture of the situation. In a labor relations context this means that it cannot be remedied or treated by disciplinary measures. If a supervisor suspects that an employee is excessively absent. Culpable Absenteeism And return to an acceptable level of regular attendance Culpable absenteeism refers to employees who are absent without authorization for reasons which are within their control. To be culpable is to be blameworthy. profiles. after the initial meeting employees reduce their absenteeism. rates etc. The meeting should be documented and a copy placed in the employee's file. The employee should be given a copy of there attendance report with absences highlighted for discussion. Appropriate counseling should take place as is thought necessary. This first meeting should be used to bring concerns regarding attendance to the employee's attention. the causes of his or her attendance problem and possible steps he or she can take to remedy or control the absences. Keep your comments non-threatening and workoriented. This interview will give you the opportunity to explore in depth with the employee the reasons for his or her absence.e. in some depth.employees' files should be reviewed and the employees immediate supervisor should document all available information on the particular employee's history. The employee's attendance should be closely monitored until it has been reduced to acceptable levels. Provide support and counseling and offer guidance as the occasion demands to assist the employee to deal with the specific cause of the absence. commend the employee. Listen carefully to the employee's responses. Gather facts . Stick to the facts (i.). Proof of Illness 34 . If a marked improvement has been shown. the administrator or supervisor should individually meet with each employee whom has been identified as having higher than average or questionable (or pattern) absences. Often. Individual Communication After all available information has been gathered.do not make any assumptions. It is also an opportunity to discuss with the employee. but a major purpose of the interview is to let the employee know that management treats attendance as a very important component of overall work performance. The meeting shows that you are concerned and that absenteeism is taken seriously. patters. The tone of the meeting should not be adversarial. You will need to consider the restraints of any language in collective agreements in relation to this issue. Unions will often strongly object to any efforts by management to inquire more deeply into the nature of an employee's illness. When such intrusion is justified it should be strictly limited to the degree of intrusion necessitated by the employer's interests. An absent employee has an obligation to provide his employer with information regarding any change to his condition or circumstances relating to it which may affect the employer's needs as described in item #3 above. the interest of the employer in having this information outweighs the individual employee's right to privacy. 4. There is a prevailing right to privacy on the part of an employee unless the employer can demonstrate that its legitimate business interests necessitate some intrusion into the employee's personal affairs. the following "rules of thumb" can be derived from the existing jurisprudence: 1. An employee has a duty to notify his employer of an intended absence. however. 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. Generally speaking. 35 .Sometimes it is helpful in counseling employees with excessive innocent or culpable absenteeism to inquire or verify the nature and reasons of their absence. 3. 2. The concepts of an employee's privacy and an employer's need for information affecting the workplace often come into conflict. An employer rule requiring proof for every absence is unreasonable if an absenteeism problem does not exist. As such. This information is required by the employer to meet its legitimate concerns to have at its disposal facts which will enable it to schedule work and organize its operation. Seldom is the conflict more difficult to resolve than where personal medical information is involved. 5. the cause of the absence and its expected duration. Non-production of a required medical certificate could result in loss of pay until the certificate is produced. have passed and the employee's absenteeism has not improved. 8. After the Initial Interview If after the initial interview. If income protection abuse is suspected the extent to which such intrusion is "reasonable" would be far greater than in the case where it is not. Where any unusual circumstances raise reasonable suspicion that an employee might have committed an abuse of an income protection program an employer may require an employee to explain such circumstances. If you are not clear on whether an inquiry is legally justified it is advisable to consult your superior. based on the individual circumstances and in relation to the operation of the employer's business.e. enough time and counseling efforts. 11. For example. An employer may require an employee to prove fitness for work where it has reasonable grounds to do so. Where a medical certificate is rejected by an employer (as in #8 above) the employer must state the grounds for rejection and must point out to the employee what it requires to satisfy the onus of proof. seen by physician. as appropriate. rests with the employee. 10. In summary then. (I. 9. The obligation to prove sickness. an employer may require responses as to whether the illness confined an employee to his/her bed or home. it may be necessary to take 36 . 7. A mere assertion by the person claiming to be sick is not satisfactory proof. etc. An employer is entitled upon reasonable and probable grounds to refuse to accept a physician's certificate until it contains sufficient information to satisfy the employer's reservations. In a health care setting the nature of the employer's business gives it a reasonably irresistible interest in this personal information for the purpose of assessing fitness.). where the employer requires proof.6. whether an employee engaged in any outside activity and the reasons for the activity. any intrusion into the employee's privacy must be shown to be reasonable. some indication of return to work. Written counseling(s) 3. you will have met with him or her as part of your 37 . Further action must be handled with extreme caution . depends on whether the employee's absences are innocent or culpable. as will be discussed. One in no way affects the other. Absenteeism. then each type must be dealt with as a separate issue. Discharge Initial Counseling Presuming you have communicated attendance expectations generally and have already identified an employee as a problem. Counseling Innocent Absenteeism Innocent absenteeism is not blameworthy and therefore disciplinary action is not justified. If the employee's absenteeism is made up of both innocent and culpable absences. There is a point at which the employer's right to expect the employee to attend regularly and fulfill the employment contract will outweigh the employee's right to be sick. The damage suffered by the employer must be weighed against the employee's right to be sick. timing or severity can be crippling from both an administration and labor relation's point of view. At such a point the termination of the employee may be justified. In a labor relation's context innocent absenteeism and culpable absenteeism are mutually exclusive. imposes losses on the employer who is also not at fault. Reduction(s) of hours and/or job reclassification 4. no matter what the cause. Initial counseling(s) 2.further action. It is obviously unfair to punish someone for conduct which is beyond his/her control. Determining whether counseling or disciplinary action is appropriate.a mistake in approach. The procedure an employer may take for innocent absenteeism is as follows: 1. If the nature of the illness or injury is such that the employee is unable to fulfill the requirements of his/her job. as a reduction in hours is a reduction in pay and therefore can be looked upon as discipline. Written Counseling If the absences persist. Formal meetings in which verbal warnings are given should be given as appropriate and documented. Regular medical assessments will also give you an idea of what steps the employee is taking to seek medical or other assistance.attendance program and you should now continue to monitor the effect of these efforts on his or her attendance. termination may be necessary. If the absenteeism still continues to persist then the employee should be given a second letter of concern during another formal meeting. meet with the employee each time he/she returns to work. It is inadvisable to 38 .B.) You may require the employee to provide you with regular medical assessments. If the absences are intermittent. This letter would be stronger worded in that it would warn the employee that unless attendance improves. counsel the employee to bid on jobs of such type if they become available. (N. If absence is prolonged. 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. If no improvement occurs written warning may be necessary. This will enable you to judge whether or not there is any likelihood of the employee providing regular attendance in future. you should meet with the employee formally and provide him/her with a letter of concern. keep in touch with the employee regularly and stay updated on the status of his/her condition. This option must be voluntarily accepted by the employee and cannot be offered as an ultimatum. but could for example benefit from modified work. (Indicate your willingness to assist. ) Discharge only when all the previously noted needs and conditions have been met and everything has been done to accommodate the employee can termination is considered. 1. These points would be used to substantiate or disprove the following two fold test.) 3. An Arbitrator would consider the following in ruling on an innocent absenteeism dismissal case. time off.e. Has the employer treated the employee prejudicially in any way? As is evident. 1."build" a job around an employee's incapacitates particularly in a unionized environment. Has the employer provided every assistance possible? (I. counseling. The onus should be on the employee to apply for an existing position within his/her capabilities. The absences must be shown to be clearly excessive. 2. Has the employer attempted to accommodate the employee by offering a more suitable position (if available) or a reduction of hours? 5. a great deal of time and effort must elapse before dismissal can take place. Has enough time elapsed to allow for every possible chance of recovery? 6. support. Has the employee done everything possible to regain their health and return to work? 2. It must be proven that the employee will be unable to attend work on a regular basis in the future Corrective Action for Culpable Absenteeism 39 . Has the employer informed the employee of the unworkable situation resulting from their sickness? 4. Review the employee's income protection records at regular intervals. Presuming you have communicated attendance expectations generally. Discharge Verbal Warning Formally meets with the employee and explains that income protection is to be used only when an employee is legitimately ill. The procedures for corrective/progressive discipline for culpable absenteeism are generally the same as for other progressive discipline problems.As already indicated. Where there is no improvement a written warning should be issued. Suspension(s) 4. commend the employee. Written Warning(s) 3. have met with him/her as part of your attendance program. The discipline should not be prejudicial in any way. The general procedure is as follows: [Utilizing counseling memorandum] 1. Written Warning 40 . Where a marked improvement has been shown. Initial Warning(s) 2. made your concerns on his specific absenteeism known and have offered counseling as appropriate. Advice the employee that his/her attendance record must improve and be maintained at an improved level or further disciplinary action will result. Offer any counseling or guidance as is appropriate. have identified the employee as a problem. with no improvement despite your positive efforts. disciplinary procedures may be appropriate. 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. Give further verbal warnings as required. the credibility of the employee's explanations. 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. stronger written warning.Interview the employee again. the credibility of the employee's explanation. Such factors are the severity of the problem. advise the employee that he/she will be given a written warning. suspension) will depend on a number of factors. the next step in progressive discipline may be a second. Subsequent suspensions are optional depending on the above condition. the employee should be interviewed and advised that he/she is to be suspended. The length of the suspension will depend again on the severity of the problem. Dismissal 41 . the employee's general work performance and length of service. Your decision to provide a second written warning as an alternative to proceeding to a higher level of discipline (i. Suspension (Only after consultation with the appropriate superiors) If the problem of culpable absenteeism persists. following the next interview period and immediately following an absence.e. The written warning should identify any noticeable pattern If the amount and/or pattern continue. Show him/her the statistics and point out that there has been no noticeable (or sufficient) improvement. If no satisfactory explanation is given. Listen to the employee to see if there is a valid reason and offer any assistance you can. As soon as possible after this meeting provide the employee personally with the written warning and place a copy of his/her file. the employee's general work performance and length of service. A reduction in employee stress reduces employee absenteeism. and the number one reason employees are stressed has to do with their relationship with their manager/supervisor. so they called in ill. and employee health problems such as backaches and headaches. job burnout. upon displaying no satisfactory improvement. Frequently I hear employees say they did not go to work because they are fearful of or angry with another employee. By identifying managers who use an authoritarian style. These employees usually report they just could not deal with "so and so" today. that employees are absent is stress. have poor communication skills. Authoritarian managers are managers who have poor listening skills. outside of illness. 42 . The employee. In other words. How to Deal with Employee Absenteeism For Employees Who Are Absent Change Management Style: We are all aware of the fact that when employees call in ill. they yell too much. Change Working Conditions: The employees in your company probably work in a well-lighted climate controlled building. Not only does relationship stress occur between the employee and manager. and make others feel that it must be their way or the "highway. blame others for problems. you will be taking a positive step not only toward reducing absenteeism. would be dismissed on the grounds of his/her unwillingness to correct his/her absence record. but also reducing turnover. set unreachable goals. The working conditions I am referring to relate to coworker relationships.(Only after consultation with the appropriate superiors) Dismissals should only be considered when all of the above conditions and procedures have been met. Management styles that are too authoritarian tend to promote high levels of absenteeism among employees. Companies that adopted policies and values that promote employee respect and professionalism. and promote an internal conflict resolution procedure. and are inflexible. but it also exists between employees." Authoritarian managers tend to produce high absenteeism rates. are companies that reduce employee stress. and providing them with management training. it does not mean they are truly too physically ill to work. One reason. You can create an incentive program tailored to your unique company by allowing employees to help you develop the incentive program. Some companies find that they can simply reward employees with perfect attendance once a year. Some companies allow employees to cash-in unused sick days at the end of every quarter. consider referring the employee to an Employee Assistance Program (EAP). a certificate of achievement. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. or even a scratch-off card concealing prizes. The general rule of thumb is to reward workers more frequently the younger they are and the more difficult the work is to perform. Besides stress as a primary reason for employee absenteeism. If you confront an employee about his or her frequent absenteeism.Provide Incentives: Giving employees incentives for reduced absenteeism is not the same as rewarding or giving employees bonuses for reduced absenteeism. Once again allow your employees to help guide you to determine the length of time between incentives. saving bond for perfect attendance. and still others provide employees with a buffet lunch. An attendance policy allows a manager to intervene with an employee who is frequently absent. others give an employee two hours of bonus pay for every month of perfect attendance. The type of incentive program that your company uses should be one created especially for your company. and they inform you it is due to personal problems. and still others decide once a week works best. and family problems. but they might respond very well to being able to leave one hour early on Friday if they have perfect attendance all week. other causes relate to alcoholism. 43 . It simply helps the employee decide to go to work versus staying home and watching Jerry Springer. it is best to start with small incentives and work up to larger ones if necessary. The types of incentive programs used by companies are numerous. Develop an Attendance Policy: Every company should have an attendance policy. Also. while others decide once a month is best. domestic violence. The duration of the incentive program is also very important. flu. The 12 weeks of leave may be taken continuous or intermittently. thereby allowing the employee to work on a less than full-time schedule. it is important to communicate clearly and accurately so your employer does not assume you are out for frivolous reasons. sickness or family member illness. upset stomach. child. Employees must 44 . therefore. or routine dental care. and parent) who has a serious health condition. and the employee needs time off to resolve their personal problems. Employees who are frequently absent without good cause are generally absent due to numerous frivolous reasons. poor morale. FMLA is available to care for an immediate family member (spouse.g. turnover. Employees who are absent for good cause have legitimate reasons. An eligible employee must have 12 months (1. Lastly.250 hours) of employment. e. FMLA can be used for the care of a child after birth. or foster care placement. By incorporating the above four strategies into your company you will not only reduce absenteeism you will reduce employee burnout. 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. Early identification of these employees will get them back to work as fast as possible. FMLA can be used for your own serious health concerns. In order to be covered by FMLA you must be considered an "eligible" employee. and workplace negativism. make sure that you have an attorney review your attendance policy to make sure it does not violate any State or Federal labor laws. It does not cover for the common cold.If the employee's absenteeism relates to a medical problem or a family member with a medical problem. common headache. adoption. ear aches. 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). As an employee you are allowed to take up to 12 weeks of unpaid leave under the federal Family and Medical Leave Act (FMLA). Most employers generally understand the need to be gone from work due to a legitimate reason. and your employer must employ 50 or more employees within 75 miles of the worksite. Your employer is required to provide you with written notice. within two business days. How to remove the absenteeism. If you believe you are eligible for FMLA. your employer must maintain your benefits. allow you to return to the same or equivalent position. What type of facilities should be providing to workers than the rate of absenteeism will be decrease.provide 30 days of advance notice for foreseeable events. If you are an eligible employee. informing you if you are eligible or not OBJECTIVES • • • To find out the reason of absenteeism in an organization. There are different exemptions present for both school teachers and state/local government employees. inform your supervisor or HR department that you are requesting FMLA coverage. What are the main causes of employee absenteeism in any organization? 45 . and not decrease your pay or benefits at the conclusion of 12 weeks. RESULT AND DISCUSSION 1. they show 19 % workers are absent because connivance problem are create and 23% are absent because they are unfit and 26% are absent because they have more work load and some people are absent because 32% social problem are create 2. How much you are satisfied with the working condition of the organization in which you are working.(no of person) unfitness of the employee conviance problem 19% 26% work load social problem 32% 23% This graph is shown why many workers are absenteeism . 46 . Because this figure are shown that 39 % workers are says than they staff is very cooperative.13% people are says than this organization working condition is poor and 26% person are says average and 29% are says good and 32 % are says our organization working condition is very good. 4.review 13% 32% 26% very good good average poor 29% This graph is shown as the percentage of workers are satisfied or not in the working condition in the organization. review co-operative 36% 39% fam like ily com on m average 21% 4% supportive This organization behavior is very cooperative. Most of the person takes leave? 47 . 3. Behavior of staff in the organization. 5. How will you rank the cleanliness of the JAI group of industries? 48 . 6.per 14% casually 43% 36% 7% excusably occasionally reasonably This figure is shown that they mostly people are leave in casually and they very less people are reasonably absent. In case you bus left away before you reach to the stop than do what will you do? per 43% 57% will go any way will not go This figure is shown that they have any condition that they bus are left but 57% people will go any way in the organization but 43% are says they bus are left than they will not go in the organization. Are you satisfaction in the JAI group of industries? satisfied 40% 60% yes no 60 % people are satisfied in the organization. But some 40% workers are not satisfied in the organization it is the main reason of absenteeism. 7.cleanliness 7% 33% 13% 1 2 3 20% 27% 4 5 This figure is shown that they rank of JAI group in cleanliness but 33 % workers are says that this organization cleanliness is not good and 7 % peoples are says is good. Are you satisfied by the facilities providing by the organization? 49 . 8. Organization they have provided the more incentive and bonus than you are less absent or not? 50 . And 83% workers are says that yes and 17 % workers are says no. 10. 9.satisfied 36% 64% yes no 64 % workers are satisfied in the organization facility but 34 % workers are not satisfied in the facility. If a working man or an employee is working from a long time in the same industry and not promoted. can it be a reason for absenteeism? per 17% yes no 83% This graph is shown that the workers are work in the long time in the same industry than they are not promoted in the organization than they main reason is the absenteeism. from where you belong? 51 . And 93% workers are says this organization are provided in medical facility and health facility.per 25% yes no 75% 75 % workers are says than they have provided more incentive and bonus than they have less absent 11. In the organization providing you proper hospitality or it be attentive towards employee health issues? providing hospitality 7% yes no 93% This organization is provided in proper hospitality and attentive for employee health. 12. It is the main reason of absenteeism. They have many problems are create. Why employee/labor is absenteeism. SUGGESTION I am study in the whole result and discussion in the absenteeism topic and they find that absenteeism is a measure problem in organization. When a research the topic and fill the questionnaire and shown are many things.city 7% 30% 33% bhind malanpur gwalior others 30% This statement is shown that the main reason of absenteeism because they are an outsider and they not belong near the industry. It is shown as:52 . This graph are shown that 30 % people are belong Gwalior and 30 % is other place and 7 % Bhind and 33 % re belong in malanpur. how to remove the absenteeism. Undesired salary and incentive also problem in absenteeism. Also provide incentive and bonus facility than reduce the 53 . The most important point is our workers are motivated at all the time it results than they are not present in job conflict and job satisfaction. Organization realizing our employee than your job is very important and your work are good for him and others. regularly come in industries . Some people are not satisfied in the job than it is the main reason of absenteeism. Organization are motivated our workers than they result workers are satisfied our job.• • • • • • People also have social problems this is a cause of absenteeism. Connivance problem are also causes in absenteeism. Some people are not satisfied in the job because they did not get proper motivation from organization side. And organization is work properly and smoothly. Cleanliness is also problem in absenteeism. Many facilities including cleanness and safety and others should be provided to employees. Mostly labor are absent because they are belong in other cities and they are house facility than there is no problem occur in organization.Than our solution is labor are requited in local and they also provide a Conclusion At the end of this study. Organization is providing in cleanliness facility our workers are comfortable and easily work in the industries. All discussion than result is work load are less for the employee and connivance facility are provide an incentive and bonus are give according to their work.rrk There is more work on the workers this is the cause of frequent absent. I found. employer-employee.JAMNAUTOIND.com. absenteeism can be reduced and organization work properly and employers and employees both also satisfied with their performance.citehr. ----------54 . Human resources management. 3. 8th edition. www.com 6. Human resources management. tata McGraw hils. 2.Gupta (2002).B. REFERENCES 1. Jamna Auto Industries WWW. E-mail: [email protected]. is growing company and they were always committed to reduce the absenteeism from the organization. Uday parekh (2003). So that I can easily say that the JAMNA AUTO INDUSTRIES LTD. 4. New Delhi.com . www. QUESTIONARIES Name --------Age ----------City ----------Dep.COM . www.in 5. Aswathapa (2004).absenteeism rate. After providing all these facilities. Human resource management. C. 2. Behavior of staff in the organization? 1) Cooperative 3) Common average Q4. 3. How much you are satisfied with the working condition of the organization in which you are working? 1) Very good 3) Average Q3. Are you satisfaction in the JAI group of industries? 1) Yes 2) No Q8. In case you bus left away before you reach to the stop than do what will you do? 1) Will go any way 2) Will not go Q6. 5. How will you rank the cleanliness of the JAI group of industries? 1. Most of the person takes leave? 1) Casually 3) Occasionally 2) excusably 4) Reasonably 2) Family like 4) Supportive 2) good 4) Poor Q5. Q7. Are you satisfied by the facilities providing by the organization 1) Yes 2) No 55 . What are the main causes of employee absenteeism in any organization? 1) Unfitness of the employee 3) Work load 2) Connivance problem 4) Social problem Q2. 4.Q1. In the organization providing you proper hospitality or it be attentive towards Employee health issue? 1) Yes Q 12. can it be a reason for absenteeism? 1) Yes 2) No Q10.Q9. If a working man or an employee is working from a long time in the same industry and not promoted. From where you belong? 1) Bhind 3) Gwalior 2) Malanpur 4) Others 2) No 56 .Organization they have provided the more incentive and bonus than you are less absent or not? 1) Yes 2) No Q11.