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BELGAUM.
ON
‘’LABOUR ABSENTEEISM”
AT
Plant- II,
BELGAUM
SUBMITTED BY:
Ashwini. B. Javali
Reg. No:MBA08003013
BELGAUM.
CERTIFICATE
This is to certify that Miss Ashwini. B. Javali has satisfactorily completed her major concurrent
project on “LABOUR ABSENTEEISM” at “Ashok Iron Works, Belgaum, in partial fulfillment of the
requirement for the award of Masters Degree in Business Administration from Karnataka University
Dharwad, during the academic year 2008- 2010.
ACKNOWLEDGEMENT
project.
Mr.Milind. Kulkarni is the external guide, without whom I would have not been
able to complete my project. From the day one, he guided me and made available all
required information.
Lastly, I would like to take the pleasure of being grateful to my internal guide
Prof. Shashank. Hiremath who have constantly been there for me and have motivated
And lastly I wish to extend my deepest sense of gratitude to my Family and Friends
and to all those who encouraged me to accomplishing this endeavour.
DECLARATION
Management Education And Research, Belgaum bearing the University Seat No.
MBA08003013, hereby declare that this project is genuine and original work of study
prepared by me. To the best of my knowledge and belief, the matter presented in the report
has not been copied from any report submitted to the Karnataka University, Dharwad to
requirement for the award of Degree Master of Business Administration during the
CONTENTS:-
EXECUTIVE SUMMARY
The project was undertaken in Ashok Iron Works Private Limited, Machhe Belgaum. The
study was made to know “The Absenteeism”.
The CEL was carried out at Ashok Iron Works Plant-II Pvt Ltd. It is one of the sister
concern/unit of Ashok Iron Group. Ashok Iron Group deals mainly in casting of large cylinder
head and blocs. The two main divisions in this group are foundry and machining division. The
castings manufactured at foundry are sent to machining division for machining and further
processing.
The Ashok Iron Group is unique among foundry line. It is recognized as class
organization not only in India but internationally too. It is bread giver for thousand of
workers/ employees in and around the Belgaum. People from West Bengal, Orissa, Uttar
Pradesh, Maharashtra, Tamilnadu, and Bihar come here in search of bread.
The CEL is a project dealing with organizational study and the Impact of Job
Satisfaction on Attrition Rate. It includes the profile of the company, its various departments,
Mission, Vision, HR, Manpower Planning, Organization Chart, Recruitment process of the
organization. The information was collected through company guide and other related
materials like company prospects, website of company etc.
The objective of the study was to study on the Absenteeism rate in the organization,
Method of collecting primary data was through questionnaire and personnel interview
and secondary data has been collected through internet, observation, company manuals etc.
For the purpose of the study 50 employees have been chosen as a sample size through
convenient sampling. Data collected was tabulated and simple percentage method was used to
derive conclusion.
Depending on this I have made my own suggestions and given own idea to improve
upon the present Absenteeism at Ashok Iron Works Pvt Ltd.
Employees’ presence at work place during scheduled time is highly essential for smooth
Types of Absenteeism:
1. Authorized absenteeism
2. Unauthorized absenteeism.
3. Willful absenteeism.
OBJECTIVE
INDUSTRY PROFILE:
THE INDIAN FOUNDRY INDUSTRY
The Indian foundry occupies a special place in shaping the country’s economy. India
is currently among the 10 largest producers of ferrous and non-ferrous castings and has over
6500 foundries in the small, medium and large scale sectors. Approximately 90% are in the
small scale. India exports annually above Rs.700/- corers worth of castings to countries like
U.S.A, UK, Cannada, Germany etc.
However there is a still lot need to be done. Even with these improvements, the export
of castings from India amounted to only one percent of the world requirement. Basic
technology has not gone much change but the emphasis has changed. The Foundry industry is
an important employment provider and provides direct employment to about half a million
people.
In the near future there will be scope for the Indian foundry industry to forge
Strategic alliances with their counterparts in the developed countries, which are on the
Verge of closure primarily due to three major reasons. Waste disposal and highly
Stringent pollution control regulations. High manpower costs and acute shortage of
Trained personnel to work in foundries.
COMPANY PROFILE:
Ashok Iron Works Plant II Profile:
Founded : 1991
Machhe , Belgaum.
Shri A.B.Kanguri
Shri Jayant A. Humbarwadi
Monthly production
Capacity : 45000
Staff : 20
Workers : 140
Website : www.AshokIronWorks.co.in
MISSION:
QUALITY POLICY:
QUALITY OBJECTIVES:
1. To remain customer focused by providing the desired Quality, Cost and Delivery
through manufacturing excellency.
2. To adopt continuous improvement in all organizations activities to meet dynamic
requirement of customers.
3. To involve and empower all employees across the organization to achieve total
quality.
Ashok Iron Group endeavor’s to achieve customer delight, market leadership and prosperity
of all stake holders by:
• Adopting TPM process of all levels and function through total employee involvement.
• Achieving zero breakdowns, zero accidents and zero defects.
• Reducing cost by minimizing losses and maximizing OEE [over all equipment
effectiveness]
• Creating a safe healthy and careful work place.
PLANT II:
INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 13
ASHOK IRON WORKS
2. State Bank India Award for “Project Uptech Quality Support Scheme -1997”.
3. Cummins India Limited Award for “Best Performance in New Product Development”-
1994.
4. Cummins India Limited Award for “Outstanding Performance in Responsiveness”- 2004.
ORGANISATIONAL CHART
CHAIRMAN
EXECUTIVE DIRECTOR
DIRECTOR
VICE PRESIDENT
HOD
Sr.Manager
Partne Design Asst Asst.
Asst. Asst.
rship .
Sr.Officer
Super Engin
visor eer
Asst. Cashier
Workers
HOD
HOD QA
Maintenance
Supervisor Engineer
Supervisor Engineer
Workers Workers
DEPARTMENTAL PROFILES
PURCHASE DEPARTMENT:-
Purchase department is concerned with the planning and providing materials and
services conforming to the specified requirements and store and preserve materials till they
are issued for use. The main function is “to procure right items for right source at a right price
with right quality”. The purchase department consists of four persons. One is the purchase
manager, the other three persons work under him.
The production department sends the requisition of materials to the Stores department
which in-turn sends in a document called indent. After receiving the indent the purchase
manager has to check (scrutinize) the indent by verification of quality, deliver date and that
has be approved from the DM/UNIT HEAD. Purchase Manager must know about the vendor
(address, his background). Planning is done before 25 th of the month of purchasing raw
materials. Raw materials is purchased according to the requirements of customers. General
Manager takes care of strategic sources. Supply chain is maintained unit-wise.
Assessment
Selection
Negotiation
Payment of terms
Release of purchase order
Material flow up
Receipt of Indent
Verification of Indent
Product Verification
Supplier search and selection
Pig Iron
S.P Scrap
Copper Scrap
Ferro Chromium
Ferro Molybdenum
Ferro Silicon
Ferro Titanium
Graphite Fine
Iron Sulphide
Super Seed Extra
PURCHASE DEPARTMENT
UNIT HEAD
ASHOK IRON WORKS
UNIT HEAD
HOD Commercial
Section In-charge
Purchase
Stores
Assistant
Purchase
Stores
STORES DEPARTMENT
Stores department is considered to be the ware house of the organization. The ABC analysis
technique of inventory management is being adopted at the organization. Inventory is maintained on
material consumption value.
Daily average material consumption in the organization is about 5-10 lakhs. Each
material stored in stores is coded under alfha-numeric coding. Material, big or small; costly or cheap
,each one is given a specific code for easy identification and access.
• Inventory control
• Maintaining stock
• Verification
• Issue of material to production department
• Maintaining stock level
• Stores department mainly functions on getting the purchase order
• OUTWARD
Issues of material to concerned department
Sales to outside party
Rejected material is sent back to the supplier
If the stored material is destroyed, then it is sold as scrap
DOCUMENTS MAINTAINED
• Goods received inward note (GRN)
• Delivery note
GRN CONSISTS OF
o Name of the supplier,
o Chalkan number,
o Quality of material,
o Quantity of material,
o Sign of the supplier
PRODUCTION DEPARTMENT
The production department of the Plant-II of the Ashok Iron Group is under the control of the
General Manager.The production process starts with the drying of the sand. After drying It is
transferred to the first process of production.
The production schedule is prepared manually on month basis. In AIW Plant-II only the
casting are prepared & forwarded to m/c unit of group for further process
The production department is divided into various separate departments. Each department
consists of H.O.D & his supporting staff.
The following are the various sections of the production depatrment at AIW Plant-II:
1. Core Shop.
2. Block Molding.
1. CORE SHOP:
In production department the production starts with Core Shop. Core is used to leave
the hollow cavity to casting, cores are made up of sand, resin, catalyst, mainly silica sand is used,
there are 2 types of core making process
• Cold box
• No bake
Bounded sand mixture is filled in core box and is heated at required temperature. When the core
gets cold, the core box is opened. Then the proper size and type is checked. Then dressing is done
to give correct shape, then the core is painted. When the paint is dried the core is sent for
inspection & further sent for next process.
2. BLOCK MOULDING:
Moulds are prepared with the help of pattern, mould box, reclaimed sand. The mould
gives the outer surface to casting.
In this process, empty boxes are loaded on the transfer car with the help of an overhead crane.
Then the boxes will be loaded on empty patterns. The compaction table the riser ring will be done
in 60 MT continues mixers and then cycled on. Then the mould will proceed onto a roller unit.
Mould will be stripped and proceed to conveyor belt.
When the mould box is ready then the core are set in the mould according to the drawing.
After core is set, the top & bottom box are closed & ready for coring. In this process there is
production of top & bottom boxes.
4. MELTING:
The raw materials such as big iron, steel scrap, boring etc. are melted to a temperature of
14000 Celsius to get melted; this molten metal is poured into moulds. Here, castings are given the
required shape..
5. KNOCK OUT:
After the castings cool down, which may take 24 hours to 28 hours, they are knocked out
from the mould box through rigorous vibrations. After this the casting is sent to the fettling
department.
6. FETTLING:
In fettling department the extra flashes, fins, sands, & extra materials are removed with the
help of grinders & short blasting. Inspection is undertaken to check the critical areas of castings
and damages if any by conducting the following tests.
7. FINAL INSPECTION:
In Final inspection the castings are inspected for defects such as low holes, cracks, sand
drop etc. This department undertakes number of tests and inspections to look out for any variations
in castings. If fault is re-workable, it is reworked; otherwise it is rejected as scrap.
8. PATTERN SHOP
If any existing mould is defective & needs any alteration ,or if any costumer requires a
new pattern or modification in an existing pattern, all these problems are solved here. The pattern
shop receives the design from the costumer, then the analyzing is undertaken & the same is
forwarded to pattern maker vendor.
9.LABORATORY:
Laboratory is the most important and essential part of manufacturing process of casting.
There are three different stages, they are:
• Incoming Testing.
• In Process Testing.
• Final testing.
• Incoming Testing:
In this stage the incoming raw materials used in various processes are first tested for
its quality and composition and if satisfied they are accepted.
• In-Process Testing:
In this stage the composition of sands at various process used in core shop, moulds,
shells etc are tested.
• Final Testing:
In this stage the hardness of a casting is tested to check its strength & sustaining
capacity. The physical and chemical properties of the casting are also tested
PRODUCT PROFILE
1. CYLINDER BLOCK:
‘v’ type cylinder block net weight-1805 kg’s these are the products which are
mainly used in the diesel engine industries. And all types of inline and 'V' type blocks up to
3000 Kgs. per piece, raw or machined.
2. CYLINDER HEADS:
Assembled single bore cylinder heads weighing 130 kg’s this is also used in the diesel engine
industries. All types, single cylinder up to 6 cylinder, from 15 Kgs per Piece to 130 Kgs per
Piece, multicored, raw or machined.
Apart from these gear boxes and gear cases are also produced in the plant-II.
MAINTENANCE DEPARTMENT
The responsibility of this department is to look after the various workshops, machines
& tools used in those departments.
Maintenance objectives:
PLANT
Department (HOD)
Staff/ Trainee
ACCOUNTS DEPARTMENT:
All financial affairs related to the company are dealt with through this department. The
company maintains de-materialized form of accounting system.
The following is the departmental chart of AIW Plant II’s Finance and
Accounts department:
Executive Director
Arranging Funds
Accounting
Proper Allocation of Funds
Complying with all statutory responsibility such as tax, excise tax, Income tax.
Maintaining and controlling the expenditure
Preparing of cash budget
Preparing Annual report
Maintaining books of accounts
Preparing and issuing cheques and drafts
Preparing profit and loss
Administration responsibilities such as MIS, Monthly profit and loss account, cash
flow and fund flow statements, operative performance report, final accounts.
The Human Resources Department plays an important role in the organization. This
department has acquired more importance in recent times. This department looks after the various
activities concerned with recruiting, selection, training, appraisal, labour welfare, transfer, termination
etc. This department takes care of all the activities related to laborers’ and employee satisfaction.
The following is the departmental chart of AIW Plant II’s Human Resources department:
EXECUTIVE DIRECTOR
PRESIDENT
Sr General Manager
HRD
Assistant:
Personnel
Welfare
FUNCTIONS OF HR DEPARTMENT:
1. Man power planning
2. Recruitment and selection.
3. Identity training needs for employee.
4. Performance appraisal.
5. Salary and Wage administration
6. Welfare Measures.
7. Payment of Gratuity.
8. Increment/incentives.
9. Preparation of attendance sheet.
The main activity of HRD department is the planning of manpower. Depending on the
production of products, manpower planning is done by HRD. Presently, the plant has 200 employees
including staff. They have a basic salary of Rs146/- per day. It is the joint responsibility of HOD’s and
the HRD department to prepare manpower plan in conformity with production norms. This shall be
approved by the senior director in-charge of the unit.
Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in the organization. There are two types of recruitment process;
internal recruitment and external recruitment. Internal sources of recruitment include promotions,
transfer & redeployment of existing employees. External sources include advertisements, employment
exchange, newspapers, reference etc.
The HRD identifies training needs for employees by receiving response from the main
supervisor of every department of production and based on this certain steps are taken by the HRD.
The process is done to know the effectiveness of employee on the job and awareness
towards his strength and weakness in respect of role in the organization. The objective is to improve
relationship between appraiser and appraisee through performance dialogue. At AIW Plant II,
performance appraisal is done on an yearly basis for permanent employees only.
Salaries of the employees are given on 7 th of the every month & overtime incentive is
given on the 22nd of every month. For contract labourers Rs 146/- per day is given. This salary is
divided into three categories namely basic is Rs 106, production is Rs 25 and for attendance is Rs 15.
6. Welfare Measures:
• Restrooms
• Drinking water
• Medical facility
• Leave facility
7. Payment of gratuity:
As regards gratuity, for every 1 year of service, 15 days average basic pay would be
paid to workers provided they have rendered service of not less than 5 years.
8. Attendance Sheet:
Daily attendance sheet is prepared to know the attendance of the employees to check rates of
absenteeism & to implement counter measures to curb such occurrences
CUSTOMERS’ PROFILE
COMPETITORS’ PROFILE
5. KFIL- Hospet
SWOT ANALYSIS
S O
INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 30
W T
ASHOK IRON WORKS
Internal
S: Things the company does well
Strengths or weaknesses.
A SWOT analysis summarizes the key issues from the business environment
and the strategic capability of an organization that are most likely to impact on strategy
development. SWOT analysis is a tool for auditing the organization and its environment.
It is the first stage of planning and helps marketers to focus on key issues.
WEAKNESSES:
1. Transportation costs
2. Excess tax regimes
3. Rejection due to defective or minor loop holes
4. Absenteeism/ Turnover of workers
OPPORTUNITIES:
THREATS:
5S TECHNIQUE
“5S” is a technique used in the organ to increase total productivity. ‘5S’ are the few
Japanese term which means:
SEIRT
SHITSUKE SEITON
SEISO SEIKETSU
Benefits of 5-S :-
• Continuity in work and hence reduce defects improve quality and productivity of the
work in all sphere.
• Individual in the work, which results in less or no accident, will practice safety and
proper maintenance.
• Helps in using machinery and tools safety.
• Smooth working is possible and low losses and hence increases efficiency and
productivity.
Let’s adopt 5’S and kick of the bad habits and improve the quality of work and remain the
maintain the class and quality of production.
Safety Measures:
The organization deal with foundry business and risk involved in working is very high. There
are possibilities of accidents right from minor to major. That is the reason why organization should
take proper measure of safety at workplace and off place too the below mention points are safety
concern of the organization.
• Reports by employees
The safety and health policy is introduced for providing good and safe environment
Work permit system is been implemented while working at height/at Fragile Roof.
Safety Policy:
Health and safety of employees whether at workshop, office or site, are matters of
Management believes that human value involved is of great importance, wherever else
Safety and health operating procedures also have way for reduced cost and higher
productivity
Safety rank top on the priority list along with quality and production
1. Ensure the plant, equipment machinery: process and system of work are safe, hazard
free and without risk of health.
2. Ensure availability of information ,instruction, training and supervision
3. Believe that, no job is so important as to overlook health and safety.
4. Believe that co-operation of the employees in observance of safety policy will provide
safe working condition and ensue accident safe and quality performance.
5. Provide regular health check-up to maintain the health status of the employees
6. Held accountable all skiff for the safety of their employees
7. To conduct safety inspection and safety audit periodically.
9. Draw the attention of right officer on any safe activity, procedure and condition.
Health:
Provide the facilities like drinking water, urinals and toilets, and maintain them properly
Proper ventilation
Recruitment/Selection
Recruitment procedure:
A. Experienced candidates:
For experienced candidates, the salary fixation and other parts for each position
shall be as per pay scale however, individual fixation shall be made depending upon his
qualification, experience, job requirements etc.
B. Fresh candidates:
BE/Diploma/Graduation/PG:
2. Stipend during the training period will be as per the company policy
C. Workmen:
4.Once the training period is completed successfully the tranee shall be observed in the
workmen category as per minimum wages Act.
Attendance Policy
Attendance allowance of Rs 15/- per day payable based on minimum attendance during
the month i.e. working days minus 3days, however for new joined workers no deduction will
be made for first the month .The deduction will be affected from second month onwards. And
the worker becomes eligible for incentive only if he is present for 23days. The attendance is
recorded through a system called punching card system where in the worker should punch the
card as he entre the company premises and when he leave the premises. And only the
permanent workers have the benefit of privilege leaves i.e. 1 PL in every 23 days.
ABSENTEEISM
Employee’s presence at work place during the scheduled time is highly essential for the
Smooth running of the production process in particular and the organization in general.
Despite the significance of their presence, employee sometime fails to report at the work place
the term ‘absenteeism’ as “the failure of the worker to report for work when he is scheduled
to work.” Labour Bureau also states that “absenteeism is the total man-shift lost because of
Routinely away from work, it has a detrimental effect on your organization. Some of the ways you
1. Lower productivity (by nature of the absence), resulting in lost revenue or lower profits
2. Higher costs, as a result of possible overtime pay for other employees on shift
3. Overworked employees, who may be stretched too thin when picking up the slack of an
4. Lower staff morale, as team members begin to resent those who are away or
management for not doing anything about it. This in turn is a key factor in overall
There are various reasons for Employees to remain absent from work are –
Serious accidents and illness.
Low morale.
Poor working conditions.
OR
Absenteeism Rate = Number of lost working days due to absence / (Number of employees) x
If absenteeism is above the budgeted figure or certain employees exceed the average in
the organization then this could indicate that there is an absenteeism problem. However, even
if absenteeism is below budgeted or average days per year a problem may still exist for
individual employees or for individual departments. A focused effort will likely yield
improved attendance.
An absence from the workplace refers to time a team member is not on the job during
scheduled working hours, except for a granted leave of absence or holiday time.
Indeed, as prevention is better than cure, where such a problem occurs, it is always important
to review recruitment procedures to identify how such individuals came to be employed in the
first place.
If they find their supervisor or job unpleasant - really unpleasant - they look for
legitimate excuses to stay home and find them with things such as upset stomachs or splitting
headaches.
Any effective absentee control program has to locate the causes of discontent and
modify those causes or eliminate them entirely. In other words, if we deal with the real
reasons team members stay home it can become unnecessary for them to stay away.
The following leave category hierarchy summaries the relationship between various types
of absence.
Family- Community
Work related Sick leave
bereavement Military
The cost of absenteeism is greater than the direct payment of wages and benefits paid
durance the absence. Organizations must also consider the indirect cost of staffing,
scheduling, re-training, lost productivity, diminished moral, turnover, opportunity cost. The
indirect costs often exceed the direct cost of absenteeism.
Lost production as the worker is unable to catch up with the wok that was missed.
It maybe necessary to offer extra overtime in order to complete an order on time. This
will increase the costs of the firm and lower their overall profits unless they can raise
the price to compensate.
If workers sense that there is a trend of absenteeism, they will tend to take more days
off themselves, this will lead to the problem snowballing.
Decrease in Productivity
Financial Costs
Administrative Costs
Affects employee morale – additional stress may be placed on employees who must
act as replacements or assume additional tasks.
Causes disruption in the workplace.
May create a perception of unfairness.
Affects the “team”.
May be the expression of other problems.
Trends in Absenteeism
The higher the rate of pay and the greater the length of service of the employee, the
greater the absences.
As an organization grows, there is a tendency towards higher rates of absenteeism.
Women are absent more frequently than men.
Single employees are absent more frequently than married employees.
Younger employees are absent more frequently than older employees but the latter are
absent for longer periods of time.
Unionized organizations have higher absenteeism rates than non-union organizations.
Features of Absenteeism
Causes of Absenteeism
Organizational Factors
Individual Behaviors.
1. Organizational Factors:
Many factors that contribute to staff absence are beyond an employer's direct control.
Therefore, it is vital that employers do everything within their power to positively influence
their staff towards 'anti-absenteeism'. Organizational absenteeism factors can be either direct
or indirect.
The following list is not exhaustive, but attempts to highlight the most
obvious/prevalent factors:
Direct:
f) A prevailing view that employees are 'entitled' to take unused sick leave
Indirect:
a) Fear of layoff/high staff turnover (i.e. staff actively looking for employment
elsewhere)
1. Individual Behaviors:
It is true that some absenteeism is due to staff actively abusing sick-leave benefits. However a
deeper analysis would show that their absenteeism was as a result of either one or a
combination of
a) Illness.
b) Stress
c) Depression.
d) Alcohol.
An employer has to introduce suitable measures for reducing labour absenteeism to the
lowest level though it is not possible to remove it completely. Such measures should be
related to the important causes responsible for high rate of absenteeism. The possible
measures which an employer can adopt are as follows:
1. Proper Selection: Right type of people should be employed for various jobs. While
assigning work to the employees, their aptitudes and interests should be dully
considered. This will make them feel interested in their jobs.
2. Proper Orientation: The new employee should be inducted in such a way that their
critical attitude is reduced as quickly as possible to avoid absenteeism from their
source.
3. Better Working Condition:- Workers some times remain absent due to hard nature of
jobs and bad working conditions. An employer can provide proper working conditions
so that workers may not have industrial fatigue.
5. Incentive Bonus To Regular Employees: - Cash prizes may be given to those who
are regular throughout the year. Regularity in attendance should be taken into
consideration while giving promotions. Such positive measures encourage workers to
be regular in their attendance.
6. Disciplinary Action: - Strict action should be taken against who have the habit of
taking leave without proper sanction. Before taking any disciplinary action against the
chronic offenders, their name should be adequately published in the organization. If
the needs arises, the chronic offenders may be disciplined by layoffs, discharges and
denial of promotion and other privileges.
INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 50
ASHOK IRON WORKS
7. Prevention Of Accidents: - Industrial accidents and even the fear of industrial may
increase absenteeism. The management should take adequate safety measures to
minimize industrial accidents in the workshop.
When the workers are absent from work, it leads to the loss in man hours schedule which has
direct influence on the production and productivity.
Absenteeism
Loss in productivity
Decrease in supply
of customers
of living
Absenteeism
Decrease in wages
Indebtedness
Low morale
1 2 0 0
2 2-4 26 52
3 4-6 20 40
4 >6 4 8
Total 50 100
Interpretation:-
The above table states that 52% of the rspondents have a family size of 2
to 4 members due to the income level.40% of the respondents have a family size of 4 to 6
members and 8% of them have the family size of more than 6 members.
1 within 1 km 6 12
2 within 5 kms 4 8
3 within 10 kms 36 72
TOTAL 50 100
Interpretation:-
The above table states that 12% of the workers stay within 1 km. 2% of the
works stay within 5 kms from the place of work. 72% of the respondents stay within 10 km so
that they can avoid absenteeism.
3. Are the above tow questions the reason for becoming absent?
YES 2 4
NO 48 96
TOTAL 50 100
YES
Interpretation:-
The above table states that 4% of the respondents becom absent because
the place of work is away from more than 10 kms and 96% of the respondents states, that is
Smoking 10 20
Drinking 0 0
Gambling 0 0
Others 4 8
None 36 72
Total 50 100
Intrepretation:-
This table states that 20% of the workers have the habit of smoking.
None of the workers have the habit on gambling and drinking and 72% of the respondents
don’t have any habits as they are councious of their health.
5 . Are you satisfied with the remuneration that you are pain in this company?
YES 16 32
NO 34 68
TOTAL 50 100
Intepretation:-
The above grahp states that 32% of the respondents are satisfied with the
remuneration pain to them. 68% of the respondents are not satisfied with the remuneration
paid to them by the company because the salary paid to them is too less as per the work they
do.
3000-2000 2 4
2000-1000 14 28
Less than 500 34 68
Total 50 100
Interpretation:-
The above table states that 4% of the respondents savings is 2000 – 3000.
28% of the respondents state that their savings is around1000-2000 and 68% of the
respondents states that their savings is less than 500 per month due to the size of the family
and hike in the daily needs .
7. Are you given a chance to participate in the discussion and are your ideas been
implemented?
YES 50 100
NO 0 0
Total 50 100
Interpretation:-
The above table states that 100% of the respondents says that they give a chance to
participate in the discussion and the ideas are also been implemented.
YES 50 100
NO 0 0
Total 50 100
Interpretation:-
The above table reveals that 100% of the respondents feel proud of
being associated with the AIW because of the friendly environment and the trust they keep on
the workers.
9. What motives you to work hard and be the part of the company’s growth?
Monetary Benefit 0 0
Work Recognition 2 4
Trust 28 56
Promotion 0 0
Friendly Environment 20 40
Total 50 100
Interpretation:-
work recognition and to be the part of company’s growth.56 % of the respondents gets
motivated by the trust .40% the respondents feel to be the part of this company’s
Very Good 22 44
Good 26 52
Ok 2 4
Not Good 0 0
Total 50 100
Interpretation:-
The above table states that 44% of the respondents say their relation
with their superiors is very good.52% of the respondents say their relationship with
their superiors is good due to the cooperation and coordination and 4% say it’s OK.
11. Are you satisfied with the job that you are doing?
YES 50 100
NO 0 0
Total 50 100
Interpretation:-
The above table reveals that 100% of the respondents are satisfied with
the job that they are doing as they are assigned to the work that is suitable for them.
12. Are the required facilities provided to you at the work place?
YES 50 100
NO 0 0
Total 50 100
Interpretation:-
The above table states that full 100% facilities are provided at
YES 50 100
NO 0 0
Total 50 100
INTERPRETATION:
The above table states that 100% of the respondents are happy with
YES 30 60
NO 20 40
Total 50 100
INTERPRETATION:-
The above table states that 60% of the respondents feels heavy work
load at the company and 40% of the respondents do not feel much heavy work load. Hence we
can clearly states that the work handeled by these workers at a foundry are labour intensive
Health Problem 24 48
Family Problem 26 52
Work load 0 0
Superiors Behavior 0 0
Late Reports 0 0
Total 50 100
INTERPRETATION:
The above table reveals that 48% of the respondents feel that
health problem is the reason which leads the co workers to absenteeism and 52% of
the respondents finds family problem as a main reason for the absenteeism among
16. Does your superior give you full knowledge about the work?
YES 50 100
NO 0 0
Total 50 100
INTERPRETATION:
The table revels that 100% of the respondents are highly satisfied
with the helping tendency by providing the co workers with the ful knowledge and hence this
proves that the labourers have good relation with their co workers and are dependent on each
other for their work. This also shows us that the labourers are happy with their work
environment at AIW.
YES 50 100
NO 0 0
Total 50 100
INTREPRETATION:
The above table reveals that 100% of the respondents are happy
18. Do your superiors show full trust in you and in your work?
YES 50 100
NO 0 0
Total 50 100
INTERPRETATION:
The table states that 100% of the respondents agree that their superiors show full trust
in them and in the work as the workers do their job regularly and on time.
YES 50 100
NO 0 0
Total 50 100
INTERPRETATION:-
satisfied with the personal counsilng in the organization and solve their personal
YES 50 100
NO 0 0
Total 50 100
INTERPRETATION:
The above table states that 100% of the respondents are satisfied that
their grievances are been attended timely.
21. Do you bring into the notice of the superior about the mistake that you do?
INTERPRETATION:
The above table reveals that 100% of the respondents bring into
22. Do you feel absenteeism is causing problems to the company and you?
INTERPRETATION:
The above table reveals that 100% of the respondents are aware
that absenteeism will cause a problem to the company,s production and even to the
labourers.
23. Due to long absenteeism, you may loose your job. Are you aware of it?
YES 50 100
NO 0 0
Total 50 100
INTERPRETATION:
The above table reveals that 100% of the respondents are aware that
1. 8% of the workers agree that his house is away from the company as many of the
workers are from out state and yearly they take one month leave to visit their
native.
2. 20% of the workers are habituated of smoking and none of the workers have the
habit of gambling and drinking. 8% of the respondents have the habit of
consuming tobacco.72% of the workers do not have any habits.
3. 68% of the respondents are not satisfied with the remuneration paid by the
company.
4. 68% of the respondents say there are no savings left with them. The savings are
less than Rs 500 monthly.
5. 100% of the respondents are satisfied because they get chance to contribute and
participate in the discussion and share their ideas and also implement them.
7. 56% of the respondents get motivated in doing work by the way of trust.
8. 52% of the workers say their relationship with the superiors is good i.e., with
cooperation and coordination .
9. 100% of the workers are happy with the job that they are doing.
10. Safety measures and equipments are provided to the workers at the work place.
11. 100% of the respondents are happy with their working time.
13. 52% of the workers absenteeism is due to family problem and 48% of
absenteeism is due to the health problem of the workers.
14. Workers are happy with the helping tendency and providing full knowledge about
the work.
Suggestions:
1. There must be some activities conducted to the workers so that they are
motivated to do their job interestingly and avoid their laziness.
5. According to the observation the workers do not wear masks even though
they have been provided with the mask, ensure that they wear it
compulsorily as they enter the foundry to avoid health issues due to the
dust.
7. Make each worker aware that they are a valued member of the "team", that
they play an important role in your organization and that their attendance is
critical.
9. Organizations must keep in mind that their workers are motivated with the
desire to perform well and reduce absenteeism in order to enrich the
productivity.
10. Many workers agreed that the work load is more and there is too much of
work for one person to do by which the workers get exhausted , so the
management should try to recruit some more workers to subdivide the extra
work and supervisor should equally distribute the work according to skills
of the workers.
11. As the present attendance allowance is 15/- ,the management can increase
the attendance allowances which can motivate the workers to be present or
else he will not receive the allowance incase if he is absent for more than
3days. If the attendance allowance is been increase than the salary also will
be increased as the attendance allowance is included in the salary of the
workers.
CONCLUSI
Absenteeism has become a major problem in most of the Indian industries. Today while
talking about the future course of action Indian industries will have to take into consideration
that to get competitive edge over this rivals, they have to sustain five things.
They are:-
1. Increased productivity.
2. Improver quality.
3. Innovation in the market.
4. A deep understanding of a customer needs.
5. Delivery of world class service and activities.
QUESTIONNAIRE
Absenteeism Questionnaire
Your Information:
Name:
Address:
Gender:
Age:
Department:
Designation:
Years of service:
a) 2 [ ] c) 2 – 4 [ ]
b) 4 – 6 [ ] d) >6 [ ]
a) YES [ ] b) NO [ ]
b) Drinking [ ] d) Others [ ]
5. Are you satisfied with the remuneration that you are paid in this company?
a) YES [ ] b) NO [ ]
7. Are you given a chance to participate in the discussion and are your ideas been
Implemented?
a) YES [ ] b) NO [ ]
a) YES [ ] b) NO [ ]
9. What motives you to work hard and be the part of the company growth?
b) Trust [ ] d) Promotion [ ]
e) Friendly environment [ ]
b) Ok [ ] d) Not good [ ]
11. Are you satisfied with the job that you are doing
a) YES [ ] b) NO [ ]
12. Are the required facilities provided to you at the work place?
a) YES [ ] b) NO [ ]
a) YES [ ] b) NO [ ]
a) YES [ ] b) NO [ ]
16. Does your superior give you full knowledge about the work?
a) YES [ ] b) NO [ ]
a) YES [ ] b) NO [ ]
18. Do your superiors show full trust in you and in your work?
a. YES [ ] b) NO [ ]
a) YES [ ] b) NO [ ]
a) YES [ ] b) NO [ ]
21. Do you bring into the notice of the superior about the mistakes that you do?
a) YES [ ] b) NO [ ]
22. Do you feel absenteeism is causing problems to the company and you?
a) YES [ ] b) NO [ ]
23. Due to long absenteeism, you may loose your job. Are you aware of it?
a) YES [ ] b) NO [ ]
THANK YOU
BIBLIOGRAPHY
www.ashokironworks.com
Company reports
www.citehr.com