Repo

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012
A STUDY
ON
ABSENTEEISM- CAUSE, EFFECT & CONTROL

AT
CASTROL INDIA LTD., PAHARPUR
UNDER THE GUIDANCE OF: MR. ABHISHEK VICTOR, HR MANAGER CASTROL INDIA LIMITED, PAHARPUR
BY: KISHORE KUNAL BRAJESH KUMAR
ACKNOWLEDGEMENTS
We have taken great efforts in this project. However, it would not have been possible without the help and support of many individuals and organizations. We would like to extend our sincere thanks to all of them. We are highly indebted to our project guide, Mr. Abhishek Victor, HR Manager for his guidance and constant supervision as well as for providing necessary information regarding the project & also for his support in completing the project. We would also like express our gratitude towards the employee of Castrol India Limited, Paharpur Plant for their kind co-operation which helped us in completion of this project. Our thanks and appreciation also goes to our colleagues who have helped us in developing this project.

CONTENTS
SL. NO. 1. 2. 3.
TITLES
PAGE NO.
Introduction of Subject Companys Profile Research Methodology Research Objective Population Sampling Details Details about Questionnaire Plan of Data Collection Plan of Analysis
35 67 8 10
4. 5. 6. 7. 8.
Findings Evaluation of the Questionnaire Conclusion Suggestions Annexures Copy of the Questionnaire Detailed Calculation (Graphs & Pie Chart)
11 12 29 30 31 32 45
9.
Bibliography
46
INTRODUCTION OF SUBJECT
Absenteeism refers to unauthorized absence of the employee from the job. Absenteeism can be defined as failure of employees to report for work when they are scheduled to work. In India, the problem of absenteeism is greater than other countries. When the employee takes time off on a scheduled working day with permission, it is authorized absence. When the employee remains absent without permission or informing, it is willful absence without leave. In these days, when the needs of the country require greater emphasis upon increase of productivity and the economic and rational utilization of time and materials at our disposal, it is necessary to minimize absenteeism to the maximum possible extent. Recent surveys indicate the following trends in absenteeism: 1. The higher the rate of pay and the greater the length of service of the employee, the fewer the absences 2. Younger employees are absent more frequently than older employees but the latter are absent for longer periods of time. 3. Single employees are absent more frequently than married employees.
The rate of absenteeism can be calculated by considering the number of persons scheduled to work and the number actually present. Thus, the rate of absenteeism can be estimated in the following way: Rate of Absenteeism = Number of Total Man shifts Lost X 100
Number of Total Man shifts scheduled to work
CAUSES FOR ABSENTEEISM

Important factors leading to absenteeism can be summarized as follows: 1. Long hours of work 2. Bad working conditions 3. Boredom 4. Lack of co-operation and understanding between management and workers 5. Sickness 6. Accidents 7. Occupational disease 8. Problem of transport facilities 9. Low wages 10. Lack of proper medical aid and health programs. 11. Social or Religious festivals 12. Domestic problems and consequent worries, etc.
Among these causes, in the existing Indian conditions, wage level in industries has a direct bearing on absenteeism. Social and Religious causes can be accounted as the second most contributing factor to the absenteeism. Sickness because of bad housing conditions is also accountable for absenteeism in Indian Industries.
EFFECTS OF ABSENTEEISM:
Absenteeism is one of the root causes of labour unrest. It affects the workers well as the company in the following manner:
1. 2. 3. 4. Normal work flow in the factory is disturbed Overall production in the factory goes down. Difficulty is faced in executing the orders in time. Casual workers may have to be employed to meet production schedules. Such workers are not trained properly. Overtime allowance bill increases considerably because of higher absenteeism. When a number of workers absent themselves, there is extra pressure of work on their colleagues who are present. Workers lose wages for the unauthorized absence from work. Habitual absentees may be removed from services causing them great hardship.
5. 6.
7. 8.

COMPANYS PROFILE
The history of Castrol in India dates back to 1910 when certain automotive lubricants from C C Wakefield & Company made an entry in the Indian market. In 1919, C C Wakefield & Company set up its first overseas branch office in India and commenced operations as a trading unit. Today, Castrol India limited is the second largest player in the retail automotive lubricant segment. Castrol India is part of the BP group worldwide. Castrol India Limited is a Public Limited Company with 70.92% of the equity held by Castrol Limited UK (part of BP group). In 2003 the companys turnover was Rs. 1360.51 crores and Profit after Tax was Rs. 137.38 crores. From a minor oil company, with a share of about 6% in 1991, Castrol India has grown to become the second largest lubricant company in India with a market share of around 22%. Castrol India manufactures and markets a range of automotive and industrial lubricants. It markets its automotive lubricants under two brands Castrol and BP. The company has leadership positions in most of the segments in which it operates including passenger car engine oils, premium 2-stroke and 4-stroke oils and multigrade diesel engine oils. Castrol India has the largest manufacturing and marketing network amongst the lubricant companies in India. The company has 5 manufacturing Plants across the country, including a state-of-the-art plant in Silvassa. The company reaches its consumers through a distribution network of 270 distributors, servicing over 70,000 retail outlets. Castrol India has clearly demonstrated its commitment to Indian consumers for over 80 years, by offering its international range of high performance products backed by the highest level of customer service. The company hass managed to gain sustainable competitive advantage through: Distinctiveness driven by continuous innovation in all areas of business Winning culture and a desire to excel Strong meaningful relationships with all stakeholders.
6
QUALITY POLICY
Castrol India Limited manufactures and sell high performance and superior quality products and services with the intent to exceed customer expectations consistently. This has been the key to the success of Castrol for over 100 years, and they will continue to keep that first and foremost in all that they do. In doing so, they shall: Anticipate the needs of discerning consumers and customers, exciting them with innovative and high quality products and services. Ensure continuous improvement in their products and services, by tracking appropriate performance metrics and through audits, ensure quality system compliance. Provide timely and relevant information to customers about the quality and safety of our products and services. Ensure that all employees and associates inside and outside the organization are aware of the Quality Policy, involved in creating the quality culture intended by this policy and take responsibility for its delivery. Respond quickly in the event of a customer complaint. The immediate customer need will be redressed, the causes swiftly identified, and counter measures taken and promptly implemented. Comply with all applicable legislations and company policies.
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. Research Methodology is defined as a more systematic activity directed towards discovery and the
development of an organized body of knowledge. The data collected is of paramount importance and hence the research process has to be effective and an efficient one. Research Methodology involves adopting various techniques which are best suited for the research and study of the problem, for investigation and analysis of the problem. It starts with data collection from various sources i.e., primary and secondary sources, data analysis and interpretation and finally the findings or conclusion from the analysis. In this project, the Primary source for data collection was Questionnaire Survey. There are 39 staffs involved in the production process in the Shop floor of the Castrol Paharpur Plant in which 30 employees were selected for survey through the questionnaire prepared as per the instruction of our guide. The Secondary Data was collected from: Attendance data for 3 years i.e. from 2008 2011
After the collection of data, the response of the 30 individuals were arranged in a chronological pattern and then evaluated. Many inferences could be drawn from both the primary as well as secondary data available which are put forth in the analysis section.
RESEARCH OBJECTIVES
The objective of the project is to understand and critically examine the absenteeism in Castrol India Limited, Paharpur Plant. To find out the various cause for absenteeism in Castrol Paharpur Plant To study the various measures adopted by the Castrol Paharpur Plant To provide suggestions in the form of solutions to reduce the rate of absenteeism in Castrol India Limited, Paharpur Plant.
POPULATION
The findings of all the research shall extend to all the employees of Castrol India Limited, Paharpur Plant who are working together in the shop floor.
SAMPLING DETAILS
The representative sample assigned for the purpose of data collection is of 30 employees who are working in the shop floor in the Castrol India Limited, Paharpur Plant. Equal weighs has been given to every employee to reduce any biasness. The sample techniques applied were nonprobabilistic sampling methods such as convenience sampling (based on the availability of employees).
DETAILS ABOUT THE QUESTIONNAIRE
The questionnaire devised for the purpose of data collection is primarily based on usage of subject centric scale such as the Summated Scale (Likert Scale). The respondents are required to display their level of agreement over the 5 grade Likert Scales with responses ranging from Strongly Agree to Strongly Disagree. The respondents are required to answer and the answers are to be filled in the tabulated item. General instructions are provided to the respondents for the questions to eliminate confusion as far as possible, in order to minimize non response error. The questionnaire probes into many important aspects, such as; 1. 2. 3. 4. 5. How much employees are satisfied with their job? How much work atmosphere and relationship affect their absenteeism? Do Family and other genuine issues increase their absenteeism rate? Do the employees of the plant have any addiction and if they have, how it affects them? Do the employees know how absenteeism affects them and the plant?
PLAN FOR DATA COLLECTION
A total of 40 questionnaires were printed (10 copies extra to accommodate for any unforeseen requirement) for the purpose of data collection. Respondents were asked to respond by their own choice. The questionnaires were filled up by the researchers as per the response of the respondent.
PLAN OF ANALYSIS
All the individual items of the Section A, B, C, D, and E of the questionnaire shall be tabulated. All positive responses (Strongly Agree & Agree) shall be totaled against the overall responses to proceed to the hypothesis testing of proportions for establishing the significance of each item/attribute at a given confidence level. The results obtained from other questions may be displayed through bar graphs, pie diagrams.
10
FINDINGS
Highest rate of absenteeism is among those employees who are not a native of Kolkata but lives with family in Kolkata. Highest absenteeism is in the month of March, June, October and November Employees get more absent in the month of March and June because most of the employees are of Bihar and U.P, so they go home to spend summer vacation with their family or to attend marriages, and they generally overstay their leave. Absenteeism is high in the month of October and November because these are festive seasons. They absent to celebrate with their family, relatives. My absence mostly affects and Family and other genuine issues constitute highest percentage in absenteeism. Employees are less concerned about the effects of absenteeism on them as well as on the company. Employees of age group 46-55 get more absent in compare to other groups. Absenteeism rate has increased from 12.56% in 2010 to 15.02% in 2011.
11
EVALUATION OF THE QUESTIONNAIRE
JOB SATISFACTION:
1. As per long term settlement, my leave eligibility is sufficient Options Strongly disagree 4 13.33 Disagree Neither agree nor disagree 10 33.33 Agree Strongly agree 7 23.33
Response %ge
3 10
6 20
13.33 10
1 23.33 2 3
33.33
20
4 5
FINDINGS:
From the above chart it can be seen that 33.33% of the employee neither
agrees nor disagrees with their leave eligibility which has been settled under the long term settlement. Almost 23.33% of the employee strongly agrees that their leave eligibility is sufficient and 13.33% strongly disagrees.
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2. Leave without prior information or sufficient justification is treated as absenteeism

Options Response %ge Strongly disagree 3 10 Disagree 9 30 Neither agree nor disagree 10 33.33
1 2 30 16.67 33.33 3 4 5
Agree 5 16.67
Strongly agree 3 10
10 10
FINDINGS: From the above chart it can be seen that almost 33.33% employees neither agree nor disagrees with the fact that leave without prior information or sufficient justification is treated as absenteeism while 16.67% of the total employees agrees with the above statement.
3. The losses suffered by PHP due to absenteeism has been communicated to me

Options Response %ge Strongly disagree 3 10 Disagree 4 13.33 Neither agree nor disagree 5 16.67 Agree 5 16.67
1 43.33 2 3 4 16.67 5
Strongly agree 13 43.33
10 13.33 16.67
FINDINGS: From the above data it can be inferred that 43.33% employees strongly agrees with the fact that the losses suffered by the PHP due to absenteeism has been communicated to them.
13
4. I am happy with my work

Options Response %ge Strongly disagree 0 3.33 Disagree 2 3.33
3.33 16.67 23.33 53.33 3.33
Neither agree nor disagree 5 16.67

1 2 3 4 5
Agree 6 23.33
FINDINGS: From the above chart it can be inferred that 53.33% employees strongly agrees that they are happy with their work in PHP plant.
5. My work is not stressful

Options Response %ge Strongly disagree 4 13.33 Disagree 4 13.33 Neither agree nor disagree 3 10 Agree 9 33.33 Strongly agree 10 30
13.33 30 13.33 10 33.33
1 2 3 4 5
From the above chart it can be inferred that 33.33% employees agrees that their work is not stressful while 13.33% employees think that their work is stressful.
FINDINGS:
14
6. I am satisfied with the present leave procedure

Options Response %ge Strongly disagree 3 10 Disagree 1 3.33 Neither agree nor disagree 4 13.33 Agree 6 20 Strongly agree 16 53.33
1 3.333 13.33 53.33 20 10 2 3 4 5
FINDINGS: From the above data it can be inferred that 53.33% of the employees strongly agrees with the fact that I am satisfied with the present leave procedure while 10% employees strongly disagrees with the above statement.
15
WORK ATMOSPHERE AND RELATIONSHIP
1. My absence adversely affects the Paharpur Plant

Options Response %ge Strongly disagree 5 16.67 Disagree 6 20 Neither agree nor disagree 2 6.67
16.67 10 46.67 20 6.67 1 2 3 4 5
Agree 14 46.67
Strongly agree 3 10
From the above data it can be inferred that 46.67% employees agrees that their absence adversely affects the Paharpur Plant while 20% employees disagrees with the above statement.
FINDINGS:
2. My absences increases pressures of work on my colleagues

Options Response %ge Strongly disagree 5 16.67 Disagree 2 6.67 Neither agree nor disagree 1 3.33
16.67 33.33 40 6.67 3.33 1 2 3 4 5
Agree 12 40
From the above data it can be inferred that 40% employees agrees that their absence increases pressures of work on my colleague while 16.67% employees strongly disagrees
FINDINGS: 16
3. Short fall in work force can lead to HSSE incidents

13.33 13.33 13.33 36.67 23.33

1 2 3 4 5
Agree 4 13.33
FINDINGS: From the above data it can be inferred that 36.67% employees strongly disagrees with the statement that short fall in work force can lead to HSSE incidents while 13.33% agrees with the above statement
4. My co - worker talk to me & help me resolve my issues

3.33
Neither agree nor disagree 0 0

3.33 20 0
Agree 6 20
1 2 3
73.33
4 5
FINDINGS: From the above data it can be inferred that 73.33% employees strongly agrees with the statement that my co-worker talk to me & help me resolve my issues while 3.33% disagrees with that.
17

5. Being an employee of Castrol India Limited, it gives me great honor and pride
3.33
Agree 6 20
13.33 0
1 2 3 4 5
63.33
20
FINDINGS: From the above data it can be inferred that 63.33% employee strongly
agrees with the statement that being an employee of Castrol India Limited, it gives them great honor and pride while 13.33% disagrees with the above statement.
6. My organization provides me enough support so that I can attend office regularly

3.33

3.33 13.33
Agree 8 26.26
1 2 3 4 5
53.33
26.26
FINDINGS: From the above data it can be inferred that 53.33% employees strongly agree with the fact that the organization provides them enough support so that they can attend office regularly. Only 3.33% disagrees with above statement.
18

7. I get along with my co workers
Options Response %ge Strongly disagree 0 0 Disagree 1 3.33
0 3.33

3.33 13.33
Agree 4 13.33
Strongly agree 24 80
1 2 3
80
4 5
FINDINGS: From the above chart it is clear that 80% of the employee strongly agrees that they get along with their co worker while only 3.33% disagrees.
8. I interact with the company's management without hesitating

3.33

6.67 16.67
Agree 6 20
1 2 3
53.33
20
4 5
FINDINGS: From the above data it is clear that 73.33% employee interact with the companys management without hesitating while 16.67% neither agree nor disagree.
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9. My work in the company is suitably rewarded and recognized
Options Response %ge Strongly disagree 2 6.67 Disagree 7 23.33 Neither agree nor disagree 3 10
6.67 1 40 23.33 10 20 2 3 4 5
Agree 6 20
Strongly agree 12 40
FINDINGS: From the above data it can be inferred that 40% of the employees strongly agrees with the statement that my work in company is suitably rewarded and recognized while 23.33% disagrees with the above statement.
20
FAMILY AND OTHER GENUINE ISSUES 1. I have genuine concern of ailing family members
Options Response %ge Strongly disagree 0 0 Disagree 1 3.33 Neither agree nor disagree 1 3.33 Agree 8 26.67 Strongly agree 20 66.67
3.33 3.33 26.67
1 2 3 4
66.67
FINDINGS: From the above data it is clear that 93.34% of the employee have
genuine concern of ailing their family members while only 3.33% disagrees.
2. I miss duty to attend to social/ religious events

Options Response %ge Strongly disagree 6 20 Disagree 5 16.67
6.67 1 20 43.44 13.33 16.67 2 3 4
Agree 13 43.44
FINDINGS: From the above data it can be inferred that 43.44% of the
employee agrees that they miss duty to attend to social/ religious events while 20% strongly disagrees with the above statement.
21
3. My family member wants me to spend more time with them

Options Response %ge Strongly disagree 3 10 Disagree 9 30 Neither agree nor disagree 3 10 Agree 8 26.67 Strongly Agree 7 23.33
10 23.33 30 26.67 10
1 2 3 4
FINDINGS: From the above chart it is clear that 30% of the employee disagrees with
the statement that my family member wants me to spend more time with them while 26.67% agrees with the above statement.
4. My colleagues & co - workers extend their full support at a personal & family level I n case of family event
6.67 3.33

1 2 6.67
Agree 2 6.67
10
73.33
3 4 5
FINDINGS: From the above chart it can be seen that 73.33% employees strongly
agrees with the statement that My colleagues & co - workers extend their full support at a personal & family level in case of family event while 10% neither agrees nor disagrees.
22

5. I feel that if genuine issue is communicated to the management, leave will be sanctioned
Options Response %ge Strongly disagree 0 0 disagree 0 0 Neither agree nor disagree 4 13.33 Agree 5 16.67 Strongly agree 21 70
0 0 13.33 16.67 70
1 2 3 4 5
FINDINGS: From the above data it can be inferred that 86.67% employees think that
if genuine issue is communicated to the management, leave will be sanctioned while 13.33% neither agrees nor disagrees.
6. I do not feel guilty of absenting from work

Options Response %ge Strongly disagree 3 10 disagree 7 23.33 Neither agree nor disagree 4 13.33
1 20 10 23.33 33.33 13.33 2 3 4 5
Agree 10 33.33
Strongly agree 6 20
FINDINGS: From the above data it is clear that 53.33% of the employee do not feel
guilty of absenting from work while 33.33% feel guilty.
23

7. When I am absent from work it is due to illness or injury
Options Response %ge Strongly disagree 3 10 disagree 7 23.33 Neither agree nor disagree 4 13.33 Agree 10 33.33 Strongly agree 6 20
1 20 33.33 13.33 10 23.33 2 3 4 5
FINDINGS: From the above chart it can be inferred that 53.33% of the employee get
absent because of illness or injury while 33.33% employees disagrees with the above statement.
ADDICTION 1. I think my addiction also led to absenteeism

Options Strongly disagree 14 73.68
5.26
Disagree
Response %ge
2 10.53
10.53 0
Agree
Strongly agree 0 0
2 10.53
1 2 3 73.68 4
10.53
FINDINGS: From the above chart it is clear that 73.68% of the employees strongly disagree with the statement, I think my addiction also led to absenteeism while only 10.53% employees agrees with the above statement. 24

2. I am aware of the health risk caused by this addiction
Options Strongly disagree 0 0
0
Disagree
Response %ge
0 0
0

5.26 31.58
Agree
6 31.58
1 2 3 4
63.16
FINDINGS: From the above chart it is clear that 94.74 of the employees are
aware of the health risk caused by this addiction while 5.26% neither agrees nor disagrees.
3. I have tried to quit the addiction

Options Strongly disagree 2 10.53 disagree Neither agree nor disagree 2 10.53 agree Strongly agree 2 10.53
Response %ge
3 15.79
10 52.63
10.53
10.53 1 15.79 2 52.63 3 10.53 4
FINDINGS: From the above chart it is clear that 63.15% of the employees have
tried to quit the addiction while 26.32% employees have no tried to quit the addiction while 10.53% neither agrees nor disagrees.
25
MY ABSENCE MOSTLY AFFECTS
1. Overall plant performance

Options Response %ge Strongly disagree 8 10 Disagree 3 10 Neither agree nor disagree 4 13.33
1 10 26.67 40 10 13.33 2 3 4 5
Agree 12 40
Strongly agree 3 10
FINDINGS: From the above chart it can be inferred that 50% employees think that their
absence mostly affects overall plant performance while 20% disagrees with the above statement. 2. Absence of other co workers
13.33 16.67 40 16.67 13.33
agree 12 40
1 2 3 4 5
FINDINGS: From the above data it is clear that 53.33% of the employees think that their
absence mostly affects absence of other co -workers while 30% disagrees with the above statement.
26

3. On my income
Options Response %ge Strongly disagree 7 23.33 disagree 5 16.67 Neither agree nor disagree 1 3.33
1 23.33 16.67 3.33 20 36.67 2 3 4 5
Agree 11 36.67
Strongly agree 6 20
FINDINGS: From the above data it can be inferred that 56.67% employees agrees that
their absence mostly effects on their income while 40% disagrees.
4. On my work
Options Response %ge Strongly disagree 12 40 disagree 5 16.67 Neither agree nor disagree 4 13.33 agree 2 6.67 Strongly agree 7 23.33
1 40 23.33 6.67 13.33 16.67 2 3 4 5
FINDINGS: From the above data it can be inferred that 40% of the employee strongly
disagrees with the statement that my absence mostly effects on my income while 23.33% strongly agrees with the above statement.
27
5. Workload on other staff increases

Options Response %ge Strongly disagree 5 16.67 disagree 4 13.33
16.67 36.67 20 13.33 13.33
Neither agree Nor disagree 4 13.33

1 2 3 4 5
agree 6 20
FINDINGS: From the above data it is clear that 56.67% employees agree that their
absence mostly increases workload on other staffs while 30% employees disagree.
6. Cost of production increases

Options Response %ge Strongly disagree 9 30 disagree 3 10
13.33 30 23.33 10 23.33
Agree 7 23.33
1 2 3 4
FINDINGS: From the above data it can be inferred that 30% employees strongly
disagree with the statement that cost of production increases due to their absenteeism while 23.33% employees agrees.
28

7. On the quality and quantity of production and productivity decreases
Options Response %ge Strongly disagree 12 40 disagree 5 16.67
10 13.33 40 20 16.67
agree 4 13.33
Strongly agree 3 10
1 2 3 4
From the above data it is clear that 40% employee strongly disagrees on the statement that quality and quantity of production and productivity decreases due to their absenteeism and only 13.33% employee agrees with the above statement.
FINDINGS:
8. The morale of other staff

Options Response %ge Strongly disagree 5 16.67
6.67
disagree 5 16.67
16.67

1 2 16.67 3 4
Agree 15 50
50 10
FINDINGS: From the above data it can be inferred that 50% of the employee agrees
with the fact that the morale of other staff decreases because of them being absent while 16.67% strongly disagrees.
29
CONCLUSION
Thus it can be observed that absenteeism can be controlled and reduced to a great extent if the employees are committed to their work. An effective attendance record-keeping system, consultation and open communication by the management can create a healthy productive work environment in the company. This would generate employee satisfaction.
If the positive approach is unsuccessful, then the company needs to use remedial approach to deal with habitual absentees in the form of disciplinary actions. Companys action must be fair and reasonable and consistently applied.
30
SUGGESTIONS
Employees can get points for their attendance and punctuality. The total point earned by the employee will be calculated at the end of the year, an attractive tour package can be provided to the high scoring employee with his two family members.
Best attendance award scheme can be given to those employees who have full attendance and those who come on time on quarterly basis in front of all employees. An employee who has a good attendance for the month can be given free dinner in a certain restaurants with their family members. A notice board could be put up at the shop floor displaying the name of the workmen who is being given this award. The award could be like worker of the month award based on efficiency, quarterly attendance award, etc.
Celebrating family day with the employee and their family on a quarterly basis. Teams should be created among employees and making them responsible for each others attendance. The team who has excellent member attendance for the month will be rewarded. (National Safety Day, or any Special day) Awarding the employees one child (or dependent) with the scholarship for study of certain amount, where he has not missed a single day in the year (not including his earned leave, public holidays). Emphasize the link between attendance and productivity. Ensure that all employees understand the importance of the role that they play in the success of the business. By talking to the employees who comes back on the work after a certain interval of time, so that they feel that the management has a concern for him.
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ANNEXURES
Copy of the QUESTIONNAIRE
Disclaimer: This survey is a part of our summer internship as per the course curriculum of PGDM(HRM). The findings of this survey will be used strictly for our research work only and the responses and details of respondents will be kept confidential. PLEASE TICK THE RELEVANT BOXES: I. Age Group (25 to 35)years : (36 to 45)years (46 to 55)years 56 & Above
II.
Marital status :
Unmarried Married Divorced Separated Widower
III. IV.
Number of family members No. of years of service
With the Castrol Paharpur Plant V. Department & Grade :
VI. Salary
What is the primary source of your family income? others (Please specify)
32

VII. YES Are you a native of Kolkata? NO
VIII. Do you reside with your family? YES NO
(If NO then answers the following question else go to SECTION A) a) How often you visit your family? Weekly Fortnightly Monthly Yearly Bi-Yearly
b) How long does it take to reach your native place? Half a Day One day 2 days 3 days More than 3 days
c) How often do you over stay your leave? Never Rarely Sometimes Always
33

Section A: Job Satisfaction:
Sl. No. 1.
Statement
Strongly disagree
Disagree
Neither Agree Nor Disagree
Agree
Strongly Agree
As per long term settlement, my leave eligibility is sufficient. Leave without prior information or sufficient justification is treated as absenteeism The losses suffered by Paharpur plant due to absenteeism has been communicated to me I am happy with my work in PHP My work is not stressful I am satisfied with the present leave procedure
2.
3.
4. 5. 6.
Q (i). How many days of leave have you availed in the last year? (0-5) days (6-10)days (11-15)days More than 16 days
34

Section B: Work atmosphere and relationship:
Sl. No. 1.
Statement
Strongly disagree
Disagree
Neither agree nor disagree
Agree
Strongly Agree
My absence adversely affects the Paharpur Plant performance My absence increases pressures of work on my colleagues Short fall in work force can lead to HSSE incidents My co-worker talk to me & help me resolve my issues Being an employee of Castrol India Limited, it gives me great honor & pride My organization provides me enough support so that I can attend office regularly My colleagues are highly supportive. I interact with the companys management without hesitating. My work in the company is recognized
2.
3.
4. 5.
6.
7. 8.
9.
35

Section C: Family, domestic and other genuine issues:
Sl. No. 1. 2. 3.
Statement
Strongly disagree
Disagree
Agree
Strongly Agree 2 -2 -2
I have genuine concern of ailing family members I miss duty to attend to social/religious events. My family members want me to absent from duty to spend time with them. My colleagues & co-workers extend their full support at a personal & family level in case of family event. I feel that if genuine issue is communicated to the management, leave will be sanctioned I do not feel guilty of absenting from work. When I am absent from work, it is due to illness or injury
4.
5.
6. 7.
-2
Section D: Do you have any Addiction? YES NO
(If YES then answer the following sub questions or else move to SECTION E) SMOKING: Chain Smoker Occasionally/Socially I dont Smoke
36
Alcohol: Daily Occasionally/Socially I dont Drink
Any other addiction: (Please Specify)
Sl. No. 1. 2.
Statement
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
Strongly Agree
I think my addiction also led to absenteeism I am aware of the health risk caused by this addiction I have tried to quit the addiction
3.
Section E: My absence mostly affects:
Sl. No. 1. 2. 3. 4. 5. 6. 7. 8.
Statement Overall plant performance Absence of other coworkers. On my Income On my work Workload on other staff increases Cost of production increases The productivity decreases The moral of other staff
Strongly disagree
Disagree
Agree
Strongly Agree
37
Section F: i. Does training and workshop to reduce absenteeism and develop a healthy living style helps? YES ii. NO
Are you satisfied with the extra benefit given for full attendance per month? YES NO
iii.
Any suggestions to reduce Absenteeism from work?
_____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _________________________________________________________
38
Employee Absenteeism from 2009 2011
39

Absenteeism rate in 2009
12 10
10.52 11.17
10.23
10.83 8.87 6.85 6.32 5.76 5.07 7.22 MONTHS
7.93 8 6 4 2 0 0
14 12 10 8 6 4 2 0 JAN FEB MARCH APRIL MAY JUNE JULY AUG SEPT OCT NOV DEC 7.77 6.05 6.75 5.8 10.98 10.98 5.96 5.35 4.78 4.55 7.82 MONTHS 11.43
40

12 10 8 6.14 6 4 2 0 JAN FEB 8.92 9.76
10.68
10.85 7.9 6.76 5.33 4.73
11.05 8.07
7.2 MONTHS
MARCH APRIL
MAY
JUNE
JULY
AUG
SEPT
OCT
NOV
DEC
Yearly Absenteeism Rate from 2009 2011
41
Age Group wise Absenteeism
42
Absenteeism on the basis of Nativity
43
BIBLIOGRAPHY
Websites www.castrol.com www.google.com
44

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ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM- CAUSE, EFFECT & CONTROL

CASTROL INDIA LTD., PAHARPUR

BY: KISHORE KUNAL BRAJESH KUMAR

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

Number of Total Man shifts scheduled to work

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

CAUSES FOR ABSENTEEISM

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

DETAILS ABOUT THE QUESTIONNAIRE

PLAN FOR DATA COLLECTION

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

EVALUATION OF THE QUESTIONNAIRE

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

2. Leave without prior information or sufficient justification is treated as absenteeism

3. The losses suffered by PHP due to absenteeism has been communicated to me

Strongly agree 13 43.33

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

4. I am happy with my work

Neither agree nor disagree 5 16.67

Strongly agree 17 53.33

5. My work is not stressful

13.33 30 13.33 10 33.33

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

6. I am satisfied with the present leave procedure

1 3.333 13.33 53.33 20 10 2 3 4 5

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

WORK ATMOSPHERE AND RELATIONSHIP

1. My absence adversely affects the Paharpur Plant

2. My absences increases pressures of work on my colleagues

Strongly agree 10 33.33

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

3. Short fall in work force can lead to HSSE incidents

Neither agree nor disagree 4 13.33

Strongly agree 4 13.33

4. My co - worker talk to me & help me resolve my issues

Neither agree nor disagree 0 0

Strongly agree 22 73.33

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

Neither agree nor disagree 0 0

Strongly agree 19 63.33

6. My organization provides me enough support so that I can attend office regularly

Neither agree nor disagree 4 13.33

Strongly agree 16 53.33

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

Neither agree nor disagree 1 3.33

8. I interact with the company's management without hesitating

Neither agree nor disagree 5 16.67

Strongly agree 16 53.33

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

ABSENTEEISM, CAUSES EFFECTS AND CONTROL 2012

3.33 3.33 26.67

2. I miss duty to attend to social/ religious events

Neither agree nor disagree 4 13.33

Strongly agree 2 6.67