A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

ACKNOWLEDGEMENT

First of all, I thank almighty for giving me the opportunity to complete my project successfully.

I must admit my heart ,soul and mind are even on search for the way in which I could express my humble gratitude to the unit manager Mr T.Suresh- HR Manager and the staff member Mr.paramaguru of Shri Ganpathy Mills for showing tremendous patience and giving full freedom in guiding me towards the successful completion of my project.

I would like to thank Mr. _____________________________my project guide, for helping me and supporting me in making this report.

At last but not least I express my heartfelt thanks to my family members and all my friends who had helped me in each and every step I took to complete my project successfully.

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

PREFACE

In this age of globalization hyper competition has become a regular feature. Today the markets are no less then battlegrounds and one has to strive very hard for survival and growth.

Due to very rapid industrialization all over the world the demand for the managerial personnel and the administrative personnel has increased. The perfect study of management involves both theoretical as well as practical aspects. To survive in this highly competitive market Practical Knowledge is as relevant as the Theoretical.

The significance of MBA Degree is that the Theoretical aspects, which a student learns throughout the year in the class sessions, can be practically applied through different projects, which one undertakes. Keeping in tune with this doctrine, I have tried to apply theoretical aspects throughout the project, which I learned under the course of management.

In this project more emphasize given to understand concept of absenteeism and its impact on a company. I have taken Shri Ganpathy Mills Co. Ltd. for the purpose of project.

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Contents
Chapter Executive Summary 1 2 Company profile Objective and research methodology Objective of the study Research Design Sources of Data Collection Limitation 3 Review of literature Definition of Absenteeism Particular Features of absenteeism Types of absenteeism Causes of Absenteeism Measures of minimize absenteeism Control of absenteeism 4 5 6 7 8 9 Data Analysis and interpretation Findings Suggestions Conclusion Annexure Bibliography Particulars Page no

EXECUTIVE SUMMARY

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS Absenteeism in Indian industries is not a new phenomenon. It is the manifestation of a decision by employees not to present themselves at their place of work, at a time when it is planned by the management that they should be in attendance. Many research reports reveal that there has been a phenomenal increase in absenteeism in some industrial sectors. The absenteeism becomes a problem to organizational management particularly when employees absent from their work environment without giving sufficient notice and by justifying their stand by furnishing fake reasons.

High rate of absenteeism is neither desirable to employers nor good for the employees. In majority of organizations, high rate of absenteeism has an adverse effect on quality and quantity of production, efficiency of workers and organization, organizational discipline and more importantly on the organization's intention to fulfill the new market demands. The absenteeism develops a considerable loss to organization because work schedules gets upset and delayed and management has to provide overtime wages to meet the delivery dates.

Employee absenteeism is a global problem facing all companies. Although rates of absenteeism will vary respective of company size, company location, weather, industry type, and level of stress inherent in the job responsibility, the impact of this costly issue effects virtually all businesses. At present, organizations in India take real interest in controlling absenteeism. Measures to prevent strikes and lockouts have received far and greater attention. One reason for this situation may be that strikes and lockouts are more noisy and visible while absenteeism is silent and unnoticeable.

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

This project is about the concept of absenteeism and its impact on Shri Ganapathy Mills Co. Ltd. Main aim of the project is to find out the reason of absenteeism and to take necessary action to minimize absenteeism. Project starts with introduction of the company. Second part is about the theoretical understanding of absenteeism and last part is about the analysis of the survey of employees. 200 employees were taken for the survey to find out whether they are satisfied with the overall organization function and facilities. I have used both primary and secondary data for the survey.

CHAPTER -1 COMPANY PROFILE

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS Sri Ganapathy Mills Company Limited is an India-based company operating in the textile industry. The Companys principle product is cotton and blended yarn. The Company has two spinning units one at Tirunelveli and another at virudhunagar of Tamilnadu State

The mill was started in 1990, with a modest capacity of 32000 spindles. The present management, Ganapathy Mills took over the mills in 1976. Since then the mills has undergone a steady growth. Now the company is successfully running under the guidance of Mr.K.V.Rajendran as Managing Director of the company, and his sons Sri K.V.R.Khoushik and Sri R. Karthik as directors.

The Shri Ganapathy Mills Co limited is a prominent Spinning Unit from Southern India is a company having a capacity around 19664 nos. ring Spindles, 6 combers, 6488 ring doubling Spindles . Well equipped with LAKSHMI RETER Blow room with TRUTZSCHLER DK 780 AND DK 740 cards LR RSB 851 draw frames, Howa HZ model combers imported from Japan LR 1400 a simplex frames; teltool DJ 50 ring frames, Texmaco high spin ring frames Teltool RT 95 winding machines, reiling machine bundling and baling, Co. is manufacturing 85% hank yarn for hand loom weavers and remaining 25% as cones for power loom weavers and for exports.

Exports are being made to the following countries; 1.Nepal 2.Srilanka 3.Malaysia

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS 4.Singapore 5.Australia

The Shri Ganapathy Mills Co Ltd B Unit produces around 12 lakhs Kgs of yarn per annum with emphasis on the production of very coarse to super fine combed as well as carded cotton yarns in the range of 20s to 60s both single and multiple yarn. Co. is also equipped with a doubling capacity 2/20 to 2/60. Co. has turnover of more than 27crores per year.

Share Capital : The Authorized share capital of the mills 50,000,00 in the paid up share capital 24,000,00.

Production capacity of the factory : Production capacity of the yarn is 5000 kgs in one day production.

Raw material Required : The Raw material required for the production is 7200 kgs.

Wastage : 30% wastage of Raw material due to majority combed yarns.

Quality policy:

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS The Shri Ganapathy Mills Co Ltd is committed to provide total customer satisfaction through excellence in Manufacture and supply of specified capacity yarn, in time and they are implementing

Product Profile

They are producing cotton yarn from the counts 20s to 80s. Both corded and combed in Hankse cones packed in Bales and Bags. Co. purchases cotton from various states like Maharatra, Gujarat, Rajasthan, Punjab, Hariyana, Karnataka and Andhara Pradesh. They are mainly purchasing cotton varieties like H4, S4, S6, MECH, MCW5. They are marketing the yarn various states like Karnataka, Maharastra, West Bengal, Tamilnadu.

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

CHAPTER -2 OBJECTIVE AND RESEARCH METHODOLOGY

OBJECTIVE OF THE STUDY:

To study about an Absenteeism among the workers at The Shri Ganapathy Mills Co. Ltd.

To understand viewpoint of workers for absenteeism. To study the factors causing workers Absenteeism. To understand the leave policy of Co. To study the trends of absenteeism for an employees. To analyze effect of absenteeism in Co. To suggest remedies to control absenteeism at Co.

RESEARCH METHODOLOGY

RESEARCH DESIGN

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS A research design is a framework to prepare plan or study. It is useful as a guide to collect the data and analyzing it. It is a blue print that is followed in completing the study. Research design is the conceptual structure within which the research will be conduct.

Type of Research : The study is Descriptive in nature.

SAMPLING DESIGN:

Sample size is 200 workers Sampling Technique: Simple Random sampling

SOURCES OF DATA COLLECTION:

Primary data will be collected through questionnaire and interview.

Structured

questionnaire which contains close ended questions will be given to workers. Secondary data will be collected by internet, magazines, journals and newspapers, books and company manual.

DATA ANALYSIS Data Analysis will be done with the help of simple percentage and tabulation method. Pie and Bar Graph will be used to represent data.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS LIMITATION

1).

This project is restricted to study purpose only and can be used keeping in view the object that is made for.

2).

The respondent in the project may not reveal important / confidential information pertaining to the company policy and for this the project should be used keeping in view the said limitation.

3)

Sample size is very less.

4).

All the secondary data required will not be available.

5).

Finding of the study will be based on the assumptions that respondents have given correct information.

6).

The study is not necessarily the solution to the problem that exists.

7).

The study is focused on a very general level rather than a full scale detailed report

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

CHAPTER -3 REVIEW OF LITERATURE

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. Left unchecked, high absenteeism can rapidly develop into serious business problems including morale issues and high turnover. Maybe even worse than absenteeism, it is obvious that people such as malingerers and those unwilling to play their part in the workplace can also have a decidedly negative impact. Such team members need individual attention from frontline supervisors and management. 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. For any business owner or manager, to cure excessive absenteeism, it is essential to find and then eliminate the causes of discontent among team members.

DEFINATION OF ABSENTEEISM:
To have proper understanding of the term Absenteeism, it is very important to define the term accurately. Unfortunately, the various authors have not been able to reach at a consensus. They have defined it from various angles.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS Temporary cessation of work for not less than one whole working day, on the initiative of the worker when his presence was expected. (G.D.Hacket). Unauthorized absence of the worker from his job. (Prof. Anka Walikar). Absence of worker when work is available (Prof.K.G.Fenenol). Absenteeism is the practice or habit of being an absentee and absentee is who habitually stays away. (Webster Dictionary). Absenteeism rate is the total number of man shifts lost because of absences as a percentage of the total number of man shifts scheduled. (Labor Department, Govt. of India).

From definitions it is clear that there is no unanimity regarding the definition. There is an ambiguity in the use of the term. Further, if a worker is absent for a part of the time or absent on account of strike, lock-out or lay off, he is excluded from the list of absenteeism.

To clear the ambiguity the-term absence has been defined as The failure of the worker to report for work when he was scheduled to work. A worker is scheduled to work, when the employer has work available for him and worker is aware of it.

PARTICULAR FEATURES OF ABSENTEEISM:

A) Absenteeism is lowest on pay day. It increases considerably on day following the payment of wages and bonus.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS B) Absenteeism is generally high among workers below 25 years of age and those above 40 years of age. C) Absenteeism is higher among female workers than in male workers. D) The rate of absenteeism varies from department to department. E) The percentage of absenteeism is higher in the night shifts than in day shifts. F) The percentage absenteeism is seasonal in character and is highest during MarchApril-May. G) Absenteeism is high in coal and mica mining industries.

TYPES OF ABSENTEEISM

Following are type of absenteeism:

Authorized Absenteeism: If an employee is absent himself from work by taking permission from his superior and applying for leave, such absenteeism is called authorized absenteeism.

Unauthorized Absenteeism: If an employee is absent himself from work by without informing or taking permission and without applying for leave, such absenteeism is called unauthorized absenteeism.

Innocent Absenteeism

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS Innocent absenteeism refers to employees who are absent for reasons beyond their control; like sickness and injury. Innocent absenteeism is not culpable which means that it is blameless. In a labor relations context this means that it cannot be remedied or treated by disciplinary measures.

Culpable Absenteeism Culpable absenteeism refers to employees who are absent without authorization for reasons which are within their control.

Causes of Absenteeism:
To minimize absenteeism, it is necessary to determine its extent and causes. To facilitate this, proper records should be kept by every department for various causes of absenteeism by such divisions as age, sex, days of week, and classes of jobs. It should be noted that it is almost impossible to give a list of exact reasons, and their percentages. The evaluator of the personnel program should classify the data relating to absenteeism and try to analyze the various causes of absenteeism. Generally the following reasons are accountable for absenteeism at work. 1. Sickness-Sickness is high on the list of causes of absenteeism, running as high as 50% of the absenteeism in some causes. 2. Accidents- Industrial accidents and occupational diseases bring about absenteeism depending upon the nature of the process and machinery used.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS 3. Poor Control- Poor production and material control can result in absenteeism. Unless the flow of work between departments is balanced and continuous, workers may stay away from their jobs because they lose their interest in the work and also lose the feeling of the importance of being dependable. 4. Sex- At lower paid jobs, females has a higher rate of absence as compared with males. However, at higher jobs there is no such thing. 5. Working Condition- if the working conditions of the company is poor, the workers cannot adjust themselves with the companys working condition or the poor and intolerable working conditions in the factories irritates the workers. Excess heat, noise, either too much or too low lighting, poor ventilation, dust, smoke, etc. cause poor health of the workers. These factors cause s the workers to be absent. 6. Low Level of Wages- Wages in some organizations are very poor and they are quite inadequate to meet the basic needs of the employees. Therefore, employees go for other employment during their busy seasons and earn more money. Further, some employees take up part- time jobs. 7. Poor welfare facilities- Through a number of legislations concerning welfare facilities are enacted, many organization fail to provide welfare facilities. This is either due to the poor financial position of the companies or due to the exploitative attitude of the employer. The poor welfare facilities include poor sanitation, washing, bathing, first-aid appliance, Ambulance, rest rooms, drinking water, canteen, shelter, crches etc. The dissatisfying workers with these facilities prefer to away from the workplace.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Measures to minimize Absenteeism

Absenteeism affects the organization from multiple angles. It severely affects the production process and the business process. The effect of unauthorized absenteeism is more compared other types of absenteeism. However, it would be difficult to completely avoid absenteeism. The management can minimize absenteeism. The following measures are useful in controlling or minimizing absenteeism. 1) Selecting the employees by testing them thoroughly regarding their aspirations value systems, responsibility and sensitiveness. 2) 3) 4) 5) Adopting a humanistic approach in dealing with the personal problems of employees. Following or proactive approach in identifying and redressing employee grievances. Providing hygienic working conditions. Providing welfare measures and fringe benefits, balancing the need for the employee and the ability of the organization. 6) 7) 8) Providing high wages and allowances based on the organizational financial positions. Impressing the communication network particularly the upward communication. Providing leave facility based on the needs of the employees and organizational requirement. 9) 10) 11) 12) Providing safety & health measures. Providing cordial human relations & Industrial relations. Educating the workers. Counseling the workers about their carrier, income & expenditure habits & culture.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS 13) Free flow of information, exchanging of ideas problems etc... B/w subordinate & superior. 14) Granting leave and financial assistance liberally in case of sickness of employee & his family members. 15) Offering attendance bonus & inducements. 16) Providing extensive training, encouragement, special allowance in cash for technological advancements.

Control of Absenteeism:

Control of absenteeism depends upon its causes. When its causes are uncovered by study and analysis, steps can be taken to reduce them. Some of the causes are relatively simple to isolate and attack, but others are very complex and management may have no control over them For instance, if it is found that sickness of employees is the major cause of absenteeism, then* there is a real problem of how to combat the illness. Some organizations have found vitamin tablets of use in such cases, some have insisted upon health examination, and other have^/ installed job rotation plans with success. In essence, there is no single sure cure for causes of absenteeism. However, the management may use the following measures to control absenteeism.

1. Proper Induction The new employees should be inducted in such a way that their critical attitude is reduced as quickly as possible to avoid absenteeism from this source.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

2. Investigation The management should properly analyze the various causes of absenteeism and classify the chronic offenders. This issue should also be discussed with the representatives of the unions. The management should try to remove the causes of absenteeism which are under its control.

3. Punishment -Before taking any disciplinary action against the chronic offenders, their names should be adequately published in the organization. If the need arises, the chronic offenders may be disciplined by layoffs, discharges and loss of promotion and other privileges.

4. Counseling - All absent workers should be interviewed upon their return to determine causes and to impress upon the seriousness of their absence.

5. Prevention of Accidents Industrial accidents or even fear of industrial accidents increase absenteeism. The management should take adequate safety measures to minimize industrial accidents in the workshop.

6. Effective Supervision - Absenteeism can be reduced to a great extent by effective supervision. Supervisors and foreman should be given adequate training to deal with various problems of workers. Absenteeism will be at a low level if the supervisors are able to win the confidence of workers.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

CHAPTER-4 DATA ANALYSIS AND INTERPRETATION

1. Table showing the age of the respondents
Sr.No 1. 2. 3. 4. 5. 6. Age group Below 20 20-30 30-40 40-50 50 and above Total No. of the 28 respondents 43 75 22 32 200 Percentage 14% 21.5% 37.5% 11% 16% 100

The above table represents that 37.5% of the respondents lie between the age of 30 - 40, 21.5% of the respondents lie between the age of 20-30, 16% of the respondents lie between the age of 50 and above , 14% of the respondents lie within the age of 20.11% of the respondents lie between the age of 40 -50.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS Majority of the respondents 37.5% lie within the age of 30-40.

2. Table showing the sex wise of the respondents

Sr.no 1 2 Sex Male Female Total No. of the 147 respondents 53 200 Percentage 73.5% 26.5% 100

53

147

Male

Female

The above table 2 represents that 73.5% of the respondents are male 26.5% of the respondents are female.

Majority of the respondents 73.5 % are male.

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

3. Table showing Educational level of the respondents

Sr.no 1 2 3 4 5 6

Educational level Uneducated Up to S.S.L.C H.Sc Diploma Graduate Post graduate Total

No.of the respondents 58 77 35 11 10 09 200

Percentage 29% 38.5% 17.5% 5.5% 5% 4.5% 100

The above table represents that 38.5% of the respondents educational qualification is up to S.S.L.C, 29% of the respondents are uneducated, 17.5% of the respondents educational qualification is H.S.C level ,5%of the respondents are Diploma holders, 5.5 of the respondents are Graduate,4.5% of the respondents are Post graduate. Majority of the respondents 38.5% are up to S.S.L.C level

4. Table showing Marital status of the respondents

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS Sr.no 1 2 Marital status Married Unmarried Total No.of the respondents 146 54 200 Percentage 73% 27% 100

The above table represents that 73% of the respondent are married, 27%of the respondents are unmarried. Majority of the respondents 73% are married.

5. Table showing the monthly income of the respondents s.n Income No.of Percentage

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

o 1 2 3 4 5

Below 2000 2000-3000 3000-4000 4000-5000 5000 and above Total

respondents 44 78 54 24 Nil 200

22% 39% 27% 12% 0% 100

The above table, it is clear that 39% of the respondents are earning income 2000 - 3000 , 27% of the respondents are earning income 3000-4000 , 22% of the respondents are earning income below 2000 ,12%of the respondents are earning income 4000-5000 , 0% of the respondents are earning income 5000 and above . The Majority of the respondents 39% are earning income 2000-3000.

6. Table showing the total experience of the respondents

S.no Experience No.of respondents Percentage

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS 1 2 3 4 5 6 0-2 2-4 4-6 6-8 8-10 10 and above Total 36 56 22 22 33 31 200 18% 28% 11% 11% 16.5% 15.5% 100

From the above table ,it is evident that 28% of the respondents have 2-4 years experience,18% of the respondents have 0-2 years experience 0 -2 , 17% of the respondents have 8-10 years experience, 15% of the respondents have 10 and above years experience, 11%of the respondents have 6-8 years experience, 11% of the respondents have 4-6 years experience. Majority of the respondents 28% are having 2-4 years experience.

7. Table showing the distance travelled by employees home and the company
S.NO 1 2 Distance 1-4 4-8 No.of respondents 52 48 Percentage 26% 24%

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS 3 4 5 6 8-12 12-15 15-19 19 and above Total 34 26 28 12 200 17% 13% 14% 6% 100

The above table -8 shows that 26% of the respondents distance between 1-4km. 24% of the respondents are distance between 4-8, 17% of the respondents are distance between 8-12, 14% of the respondents are distance between 15-19, 6% of the respondents are 19 and above. Majority of the respondents26% are travels at the distance of 1-4 kilometers.

8. Table showing the mode of transport used by the employees

S.no Transport No.of respondents Percentage 1 Walk 31 15.5% 2 Cycle 67 33.5% 3 Bike 32 16% 4 Bus 38 19% 5 Van 32 16% Total 200 100

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table represents that 33.5 % are used to come by cycle, and 19% of the respondents are used to come by bus , 16% of the respondents are using bike, 16% of the respondents are using van, 15.5%of the respondents are used to come by walk.

The majority of the respondents 33.5% are used to come by cycle.

9. Table showing the mode of communication used by the employees to

avail leave S.No Mode of communication No.of Respondents Percentsge 1 Oral 32 16% 2 Leave letter 87 43.5% 3 Co worker 14 7% 4 Supervisor 25 12.5% 5 Others 42 21% Total 200 100

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table represents that 43.5% of respondents are using leave letter, 21% of the respondents are using other mode , 16% of the respondents are using oral, 12.5% of the respondents are using supervisor to convey leave, 07%of the respondents are using co workers to convey leave. Majority of the respondents 43.5% are using leave letter to convey their leave.

10.Table showing the reasons for taking leave S.No 1 2 3 4 5 Reason for taking leave Sickness Family problem Personal work Not interest to work on that particular day Unfortunate leave Total No. of respondents 37 43 65 22 33 200 Percentage 18.5% 21.5% 32.5% 11% 16.5% 100

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table represents that 32.5% are taking leave for their personal work , 21% of the respondents are taking leave for their family problem , 18.5% of the respondents are taking leave for sickness , 16.5% of the respondents are taking leave for unfortunately leave, 11%of the respondents are not interested to work on that particular day.

Majority of the respondents 32.5% are taking leave for their sickness.

11.Table showing the employees satisfaction regarding the working environment of the company S.No Working environment 1 2 3 4 5 Highly Satisfied satisfied Dissatisfied Highly Dissatisfied No opinion Total No. of respondents 49 68 23 15 45 200 W WX 5 4 3 2 1 245 272 69 30 45 661

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Inferences:

Weighted Average Mean=WX/ X =661 / 200=3.3%

Majority of the respondents feel their work environment is satisfied.

12.Table showing the opinion of the respondents regarding their work load S.No Work load 1 2 3 4 5 Very good Good Normal Bad Very bad Total No of respondents 32 51 67 26 24 200 W WX 5 4 3 2 1 160 204 201 52 24 641

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Weighted Average Mean=WX/ X =641 / 200=3.2%

Majority of the respondents feel that their work load is normal.

13.Table showing the frequency of leave taken by the respondents S.No 1 2 3 4 Taking leave Once in a week Once in a month Twice in a week Twice in a month Total No. of respondents 46 42 65 47 200 Percentage 23% 21% 32.5% 23.5% 100

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table shows that 32.5% of the respondents are prefer leave twice in a week. 23.5% of the respondents are prefer leave twice in a month, 23% of the respondents are prefer leave once in a week , 21% of the respondents are prefer leave once in a month.

Majority of the respondents 32.5% are prefer leave twice in a week.

14.Table showing the effect of absenteeism when the respondents take long leave. S.no 1 2 3 4 5 Effect of absenteeism Apologies Memo Suspension De promotion Dismissal Total No of respondents 97 68 12 13 10 200 Percentage 48.5% 34% 6.5% 7% 5% 100

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table shows that 48.5% of the respondents are select apologies. 34% of the respondents are selecting memo, 7% of the respondents are selecting de promotion, 6.5% of the respondents are selecting suspension, 5% of the respondents are selecting dismissal.

Majority of the respondents 48.5% are affected by the apologies .

15.Table showing the convenience of the respondents regarding the shift system S.no Convenient to the shift 1 2 system Yes No Total No. of respondents 122 78 200 Percentage 61% 39% 100

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table represents that 61% of the respondents are convenient to their shift system, 39% of the respondents are not convenient to their shift system.

Majority of the respondents 61% are convenient to their shift system.

16.Table showing the interest of the respondents regarding the shift to work S.no 1 2 3 Shift First shift Second shift Third shift Total No of respondents 138 35 27 200 Percentage 69% 17.5% 13.5% 100

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table represents that 69% of the respondents are interest to work in first shift, 17.5% of the respondents are interest to work in second shift,12.5 % of the respondents are interest to work in third shift.

Majority of the respondents 69% of the respondents are interest to work in first shift.

17.Table showing the satisfaction level of the respondents regarding the relationship with the organization S.no 1 2 3 4 5 Relationship with organisation Highly Satisfied satisfied Dissatisfied Highly Dissatisfied No opinion Total No of respondents 57 73 37 9 24 200 W WX 5 285 4 292 3 219 2 18 1 24 838

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Weighted Average Mean=WX/ X =838 / 200=4.19%

Majority of the respondents are satisfied with the relationship with the organization.
18.

Table showing the respondents satisfaction regarding the relationship with the co workers S.no Relationship with co1 2 3 4 5 worker Highly Satisfied Satisfied No opinion Dissatisfied Highly dissatisfied Total No.of respondents 59 91 9 6 35 200 W WX 5 4 3 2 1 295 364 27 12 35 733

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

80 70 60 50 45 40 34 30 20 14 10 0 Satisfied -10 31% Highly satisfied 10 5% Highly dis satisfied 7% Dis satisfied 23% No opinion

67 63

Relationship with coworkers

No.of respondents

Percentage

Weighted Average Mean=WX/ X =733 / 200=3.66% Majority of the respondents are satisfied in the relationship with the co workers.
19. Table showing the respondents satisfaction level regarding the company

rules and regulation S.no Rules and regulation No.of 1 2 3 4 5 Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied No opinion Total respondents 63 67 14 10 45 200 W WX 5 4 3 2 1 315 268 42 20 45 690

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Weighted Average Mean=WX/ X = 690/ 200=3.45% Majority of the respondents are satisfied with the company rules and regulation 20.Table showing the respondents satisfaction level regarding the relationship with the higher authority s.n o 1 2 3 4 5 Relationship with Higher authority Highly Satisfied satisfied Dissatisfied Highly Dissatisfied No opinion Total No. of respondents 59 61 20 13 47 200 W WX 5 4 3 2 1 295 244 60 26 47 672

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Weighted Average Mean=WX/ X =672 / 200=3.36%

Majority of the respondents are feel that the relationship with the higher authority is Normal. 21.Table showing the satisfaction level of the respondents regarding the wage scheme s.n o 1 2 3 4 5 Wage scheme Highly Satisfied satisfied Dissatisfied Highly Dissatisfied No opinion Total No. of respondents 58 82 10 14 36 200 W WX 5 4 3 2 1 290 328 30 28 36 712

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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

Weighted Average Mean=WX/ X =712 / 200=3.56%

Majority of the respondents are satisfied in the wage scheme.

22. Table showing the respondents satisfaction level of the medical facilities provided by the company S.no 1 2 Medical faclilties Yes No Total No.of respondents 167 33 200 Percentage 83.5% 16.5% 100

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The above table represents that 83.5% of the respondents are satisfied with the medical facilities provided by the company 16.5% of the respondents are not satisfied in the medical facilities provided by the company.

Majority of the respondents 83.5% are satisfied by the medical facilities provided by the company.

23. Table showing the satisfaction level of the respondents regarding the

welfare measures S.no 1 2 3 4 Welfare measure Highly Satisfied satisfied Dis satisfied Highly Dis
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No. of respondents 33 67 22 17

W WX 5 4 3 2 165 268 66 34

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satisfied No opinion

61 200

1 61 594

Weighted Average Mean=WX/ X =594 / 200=2.97% Majority of the respondents feel that the welfare measures provided by the company are Normal. 24.Table showing the way of motivation given by the company to the employee S.No 1 2 Motivation Financial motivation Non financial motivation Total
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No.of respondents 143 57 200

Percentage 71.5% 28.5% 100

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

From the table, it is well known that 71.5% of the respondents are given motivation in the form of financial incentives and the remaining 28.5% are of the respondents are given motivation in the form of non financial incentives.

Majority of the respondents 71.5% are given motivation in the form of financial incentives.

25.Table showing the respondents fitness without suffering from any diseases S.No 1 2 Suffering from any diseases Yes No Total No of respondents 153 47 200
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Percentage 76.5% 23.5% 100

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

From the table, it is clear that 76.5% of the respondents are suffering from diseases, and the remaining 23.5% of the respondents are not suffering from any diseases. Majority of the respondents 76.5% of the respondents are suffering from diseases.

26.Table showing the satisfaction level of the respondents regarding the nature of the job S.no Nature of the Job No of 1 2 Yes No Total respondents 167 33 200 Percentage 83.5% 16.5% 100

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The above table represents that 83.5% of the respondents are satisfied in the nature of the job, 16.5% of the respondents are not satisfied in the nature of the job.

Majority of the respondents 83.5% are satisfied in the nature of the job.

27.Table showing the opinion regarding whether the job matches with their ability S.no Job match 1 2 Yes No Total No of respondents 152 48 200
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Percentage 76% 24% 100

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

The above table represents that 76% of the respondents are feel that their job matches with their ability. 24% of the respondents feel that their job is not matches with their ability. Majority of the respondents 76% are feel that their job matches with their ability.

28.Table showing details whether the respondents like job rotation

S.no Job Rotation No of 1 2 Yes No respondents 132 68

Percentage 66% 34%

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The above table represents that 66% of the respondents like job rotation, 34% of the respondents are do not like the job rotation.

Majority of the respondents 66% are like job rotation.

Table showing the reasons for dislike job rotation S.No 1 2 3 Reason for dislike job rotation Unknown about the new job Inability to do other work Cannot be a specialist in any particular
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No.of respondents 34 22 12

percentage 34% 22% 18%

A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

work Total

68

100

From the table 28.1 ,it is clear that 34% of the respondents are dis like job rotation since they do not know about the new job, 22% of the respondents are dislike job rotation because they feel themselves to be unable to do other work,12% of the respondents are dislike job rotation because they cannot be a specialist in any particular work. Inferences: Majority of the respondents dislike job rotation since they do not know about the new job.

CHAPTER -5 FINDINGS 37.5% of the respondents lie between the age of 30 40 73.5% of the respondents are male 38.5% of the respondents educational qualification is up to S.S.L.C 73% of the respondent are married

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39% of the respondents are earning income 2000 3000 28% of the respondents have 2-4 years experience 26% of the respondents distance between 1-4. 24% of the respondents are distance between 4-8 33.5 % are used to come by cycle 43.5% of respondents are using leave letter to convey their leave. 32.5% of the respondents are taking leave for their sickness. 34% of the respondents are satisfied with the working environment 33.5% of the respondents are feel that their work load is normal 32.5% of the respondents are prefer leave twice in a week. 48.5% of the respondents are select apologies 61% of the respondents are convenient to their shift system. 69% of the respondents are interest to work in first shift. 36.5% of the respondents are satisfied with the relationship with the organisation .

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45.5% of the respondents are satisfied in the relationship with the co workers. 33.5% of the respondents are satisfied with the company rules and regulation. 30.5% of the respondents are satisfied in relationship with the higher authority 83.5% of the respondents are satisfied with the medical facilities provided by the company

33.5% of the respondents are satisfied by the welfare measures 71.5% of the respondents are given motivation in the form of financial incentives 72.5% of the respondents are suffer from diseases 37.9% of the respondents are suffer from other diseases 83.5% of the respondents are satisfied in the nature of the job. 76% of the respondents are feel that their job matches with their ability. 66% of the respondents are like job rotation.

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34% of the respondents are dis like job rotation since they do not know about the new job.

CHAPTER - 6 SUGGESTION
1. Majority of the workers belong to highly satisfied and satisfied level in all categories. It shows the company is at its best.
2. Very few workers select highly dis satisfied and satisfied level. 3. As per the highly dis satisfied and satisfied members , majority

expect a change in organization relationship and working environment. If the company could extend their support in these fields, the level of satisfaction and the growth of company could be incomparable to any other company.
4. Majority of the respondents are taking leave for their personal work.

To avoid this some restrictions have to be implemented. 5. If an organization arranged general check up for their employees in every month it will be very useful for the employees to avoid sick leave.

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6. If the management itself opened an medical shop at a feasible rate to avoid unnecessary medical expenses and it helps employee to avoid medical leave.
7. If the employees performing over time duties, the organization or

company could give quarterly incentives. It will reduce the employee absenteeism turn over.

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CHAPTER - 7 CONCLUSION
The conclusion is arrived through analysis and interpretation. The study undertaken for The Shri Ganapathy Mills CO. Ltd has been successfully analyzed of the workers attitude perception and expectation towards employees absenteeism in this industry. It has been found the most of them expressed their view regarding absenteeism, personal work leads to absenteeism. But most of the workers are highly satisfied and satisfied the rules and regulations of the organization, and the relationship with the co-workers and wage schemes. Based on the findings, Few Suggestions are given. If the company considers it, it would give more strength to the HR strategy of The Shri Ganapathy Mills CO Ltd. to decrease the labor turnover and Absenteeism.

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CHAPTER - 8 ANNEXURE
Questionnaire: 1. Name: 2. Age: a) Below 20 b)20-30 c)30-40 d)40-50 e) 50 and above. ..

3. Sex:

a) Female

b) Male

4. Marital status: a) Married

b) Un married

5. Educational Qualification: a) Uneducated d) Diploma b) Up to S.S.L.C e) Graduate c) H.S.C f)Post graduate

6. Monthly Income:
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A STUDY ON EMPLOYEES ABSENTEEISM IN THE SHRI GANAPATHY MILLS

a) Below 2000 d) 4000-5000

b) 2000-3000 e) 5000 and above

c) 3000-4000

7. Experience of the employee: a) 0-2 Year e) 8-10 Year b) 2-4 Years f) 10 and above c) 4-6 Years d) 6-8 Years

8. Mention the distance between the company and your home a) 1-5 km b) 5-10 km c) 10-15 km d)15-20 km

9. Which kind of transport you are preferred to going to the company. a) Walk b) Cycle c) Bike d) Bus e)Van .

10. Which mode of communication you are preferred to convey the leave. a) Oral e)Others . b) Leave letter c) Co-worker d) Supervisor

11. Mention the reason for taking leave. a) Sickness b) Family problem c) Personal work

d) Not interest to work on that particular day e) Unfortunate leave .

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12. What is your opinion about the working environment? a) Satisfied b) Highly satisfied c) Highly Dissatisfied

d) Dissatisfied. e)No opinion. .

13. What is your opinion regarding the work load. a) Very good e) Very bad . b) Good c) Normal d) Bad

14. How often you are taking leave specify, a) once in a week if not the above option please specify b) once in a month c) twice in a month

15. The effect of absenteeism while you take long leave. a) Appologies d) Depromotion b) Memo e) Dismissal c) Suspension

16. Are you convenient with your shift system ? a) Yes b) No.
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if it is no what is the reason..

17. which shift system you are interested to work? a) First shift b) Second shift c) Third shift.

18. Express your level of satisfaction regarding the relationship within the organization. a) Satisfied b) Highly satisfied c) Highly Dissatisfied

d) Dissatisfied e)No opinion

19. What do you feel about the company rules and regulation. a) Satisfied b) Highly satisfied c) Highly Dissatisfied

d) Dissatisfied. e)No opinion

20. Mention your level of satisfaction regarding the relationship with the coworkers. a) Satisfied b) Highly satisfied c) Highly Dissatisfied

d) Dissatisfied e)No opinion

21. Your opinion regarding the relationship with your higher authority.
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a) Satisfied

b) Highly satisfied

c) Highly Dissatisfied

d) Dissatisfied e)No opinion

22. Are you satisfied with your wages/salary scheme? a) Satisfied b) Highly satisfied c) Highly Dissatisfied

d) Dissatisfied e)No opinion

23. Is your company providing any Medical facilities to the workers? a) Yes b) No.

24. Express your level of satisfaction regarding the welfare measures. a) Satisfied b) Highly satisfied c) Highly Dissatisfied

d) Dissatisfied e)No opinion

25. In what way you are motivated in your company? a) financial incentive b)Non financial incentives . 26. Are you suffering from any diseases? A) Yes b) No .

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27. Are you satisfied with the nature of the job? a) Yes b)No

If No Why?.........................................

28. Does the job match with your ability ? a) Yes If No Why? b)No

29. Do you like job rotation? a) Yes if No Why? a)Unknown about the new job b) Inability to do other work c) Cannot be a specialist in any particular work . Thank you b)No

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CHAPTER - 9 BIBILIOGRAPHY
Personnel Management Research Methodology Personnel Management Personnel Management - Thirupathy - S.N.Kothari - C.B.Memoria - C.Jeya Kumar

Website: www.yahoo.com

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