1.

1 INTRODUCTION

Absence is the failure of worker to report for work when he is scheduled to the work. A work is
to be treated as absent for the purpose of this absenteeism statistics even when he does not turn
up for a week after obtaining prior permission.
K.G.Desai classified absenteeism in to two types viz, authorized absenteeism and unauthorized
absenteeism. Authorized absenteeism is permitted absenteeism i.e, taking leave prior permission
of an employer. Unauthorized absenteeism means taking leave without prior permission of an
employer. Absence of worker on account of strike or lock out or layoff i.e., involuntary absent is
not considered as absence for the purpose of absenteeism study.

Absenteeism rate is the percentage of man days lost due to voluntary absent (both authorized and
unauthorized) to the corresponding total man days schedule to work. It can be expressed as
under:

Man days lost (both authorized and unauthorized)

-----------------------------------------------------------X 100

Man days scheduled to work

According to K.Nvaid absenteeism can be measured with the help oft he following formula

Persons not working due to

Authorized leave + unauthorized leave

Absence Rate = -------------------------------------------------------------------- X 100

Man shifts actually worked
According to the view of K. Aswathappa, Absenteeism costs money to the organization besides
reflecting employee dissatisfaction with the company. Absenteeism is
unavoidable when the employee himself or herself falls sick, His or her dependents at home
suddenly become unwell or there is an accident inside the plant. Unavoidable absenteeism is
accepted by managers and is even sanctioned by labor laws. Avoidable absenteeism arises due to
night shifts, opportunities for moon lighting and earning extra income, indebt ness, lack of job
security, unfriendly supervision and job dissatisfaction. This absenteeism needs intervention by
the management.

Absenteeism is of two types

1. Innocent absenteeism - Is one in which the employee is absent from work due to genuine
cause or reason. It may be due to his illness or personal family problem or any other real reason

2. Culpable Absenteeism - is one in which a person is absent from work without any genuine
reason or cause. He may be pretending to be ill or just wanted a holiday and stay at home.

Many employees will, on occasions, need a few days off work because of illness, however, when
absences become more frequenter long-term andreachan unacceptable level, action by
management is necessary. Absence from work can be expensive in both monetary and human
terms. The cost sincurred when an employee is absent from work may include:

(i) Replacing the employee or requiring other staff to cover the absence;

(ii) Inability to provide services, or achieve section and departmental objectives;

(iii)Lowmoraleandgeneraldissatisfactionfromotherstaff,particularlyifthe absence is perceived as
unwarranted.
Effects of absenteeism on Industry

 Absenteeism
 Affects production targets
 Increases the work load of inexperienced & less experienced
 Leads to rejection of finished products
 Increases the cost of production
 Lowers the Profit margin
 Affects Industrial growth

Effects of absenteeism on the employees

 Absenteeism
 Reduces his earnings
 Adds his indebtedness
 Decreases the Purchasing power
 Leads to family problems
 Increases mental stress
 Leads to inefficiency in his job
 Loss of employment

PECULIAR FEATURES OF ABSENTEEISM:

On the basis of micro studies undertaken in different parts of the country, certain observations
may be made.
a. The rate of absenteeism is the lowest on pay day; it increases considerably on the days
following the payments of wages and bonus.
b. Absenteeism is generally high among workers below 15 years of age and those above 40. The
younger employees are not regular and punctual, presumably because of the employment of a
large number of newcomers among the younger age groups. While the older people are not able
to withstand the strenuous nature of the work.
c. The rate of absenteeism varies from department to department within a unit. As the size of the
group increases, the rate of absenteeism goes up. This difference in the rate of absenteeism is
believed to be due to the peculiar style and practices of management, the composition of the
laborer force and the culture of the organization.
d. The percentage of absenteeism is generally higher in the day shifts.

e. The percentage of absenteeism is much higher in coal and mining industries than in organized
industries
f. Absenteeism in India is seasonal in character.

g. It is the highest during March-April-may, when a land has to be prepared for monsoon saving,
and also in the harvest season, when the rate goes as high as 40 percent.

NEED FOR STUDY

One of the major problems affecting the precious resource of any organization is absenteeism.
Absenteeism is not only an individual problem but also a social as well as economic problem of
our country. When absenteeism becomes a habit there is not only general lowering of morale, but
also results in loss and deterioration of skill and efficiency. This may lead an organization to
attain reduced productivity. Decrease in production will affect the profits of the company.

To control the rate of absenteeism we should know what absenteeism is and study the factors
such as personal factors, social factors and environmental factors responsible for absenteeism.
Reducing the rate of absenteeism is not a simple task.

So, there is a great need for the research and analysis of absenteeism in the organization.
OBJECTIVES OF THE STUDY

 To study the general causes for employee absenteeism

 To analyze the workplace factors which leads to employee absenteeism in the

organization

 To find out the most prominent general and work life factors that leads to absenteeism in
the organization

Limitation of the study

 The study was limited only to SVR only.
 As sampling is taken as an element of the study there might always be sampling errors.
 The sample under consideration may not reflect the whole population.
 Survey and study has been carried out in a span of only 6 weeks due to time constraint.

Since absenteeism is a vast topic to be discussed, the study may not reflect each and every
aspect.

Research methodology

METHODOLOGY:

The study is based on survey research method. During the project work the project trainee made

use of both primary and secondary data. The study has been carried out by observing the

production performance of the past six years. In addition to the questionnaire the project trainee

made personal observations as well as conducted personal interviews with the employees.
RESEARCH DESIGN: There was a descriptive type research design followed. The techniques

for collecting the information were devised from several methods like observation,

questionnaires, etc.

DATA SOURCE:

PRIMAR DATA:

The data was collected for the study with the help of a structured questionnaire with closed

ended questions.

SECONDARY DATA:

These include books, the internet, the company website etc,

SAMPLING PLAN:

 Owing to the large number of employees to be introduced to elicit their opinions on the

effectiveness of Information present and required both personnel and organization

programs and time constraints have forced to opt for the method of sampling instead of

consensus.

 The process of Convenience Simple Random Sampling is used to select the respondents,

to provide for equal probability in the selection of respondents.

SAMPLE SIZE: The sample size consists of 40 respondents employed in SVR Infra Projects,

Hyderabad.

SAMPLE DESIGN: The usual approach is to draw inferences based on sampling about the

parameters of population from which the samples are taken.

 This sampling design is determined before any data is collected the researcher

adopted simple random sampling techniques for this study, the simple random sampling refers to

that sampling in which each every unit of the population as an equal opportunity of being

selected in the sample.