Company Project

A STUDY ON ABSENTEEISM OF EMPLOYEES IN
ESSCO MOTORS PVT LTD, TRIVANDRUM

Institute for studies in technology Page 1

CHAPTER-I
INTRODUCTION



INTRODUCTION

Absenteeism refers to unauthorized absence of the
worker from his job. Absenteeism can be defined as
failure of employees to report for work when they are
scheduled to work. Employees who are away from
work on recognized holidays, vacations, approved
leaves of absence, or leaves of absence allowed for
under the collective agreement provisions would not
be included.
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 he 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. The
management of workplace attendance is an important
aspect of supervision in the workplace.
The cost of absenteeism is greater than the direct
payment of wages and benefits paid durance the
absence. Organizations must also consider the indirect
costs of staffing, scheduling, re-training, lost
productivity, diminished moral, turnover, and
opportunity cost.
The indirect costs often exceed the direct cost of
absenteeism.
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. As an organization grows, there is a tendency
towards higher rates of absenteeism.
3. Women are absent more frequently than men.
4. Single employees are absent more frequently than
married employees.
5. Younger employees are absent more frequently than
older employees but the latter are absent for longer
periods of time.
6. Unionized organizations have higher absenteeism
rates than non-union organizations.
The rate of absenteeism can be calculated by
considering the number of persons scheduled to work
and the number actually present.



DEFINITION OF ABSENTEEISM
Absenteeism is the failure of employees to report for
work when they are scheduled to work.
Employees who are away from work on recognized
holidays, vacations, approved leaves of absence, or
approved leaves of absence would not be included.



OBJECTIVE OF THE STUDY



OBJECTIVE
1. What are the main causes of absenteeism in ESSCO
MOTORS PVT LTD?
2. What are the effects of the unauthorized
absenteeism by the employees in the company?
3. What are the current disciplinary actions taken by
the HR dept. for reducing absenteeism?
4. What is the attitude of employees towards these
disciplinary actions?
5. What factors are to be considered in order to reduce
absenteeism?
6. What suggestions can be given to the management to
improve the regular attendance of the employees in the
company?


Thus, the above objectives have been observed and
analyzed in a detailed manner in this project report. I
have made an attempt to go into root causes of the
subject by using the various techniques of Research
Methodology.



SCOPE OF THE STUDY



SCOPE
The study enables the organization to reduce the
employee turnover.
The study attempts to identify the frequency of leave
taken by employee.
This study would help the management to formulate
polices by which absenteeism could be reduced by
which production could be increased.



CHAPTER-II
LITERATURE REVIEW



LITERATURE REVIEW

HUMAN RESOURCE:
Human resources is an increasingly broadening term
that refers to managing "human capital," the people of
an organization. The field has moved from a
traditionally administrative function to a strategic one
that recognizes the link between talented and engaged
people and organizational success.
The field draws upon concepts
developed in Industrial/Organizational Psychology and
System Theory
HUMAN RESOURCE MANAGEMENT
Human resource management (HRM) is the strategic
and coherent approach to the management of an
organizations most valued assets - the people working
there who individually and collectively contributes to


the achievement of the objectives of the business. The
terms "human resource management" and "human
resources" (HR) have largely replaced the term
"personnel management" as a description of the
processes involved in managing people in
organizations. In simple sense, HRM means employing
people, developing their resources, utilizing,
maintaining and compensating their services in tune
with the job and organizational requirement

FEATURES:
Its features include:
Organizational management
Personnel administration
Manpower management
Industrial management



Human resource management's objective, on the other
hand, is to maximize the return on investment from the
organization's human capital and minimize financial
risk. It is the responsibility of human resource
managers in a corporate context to conduct these
activities in an effective, legal, fair, and consistent
manner.

KEY FUNCTIONS:
1. Human resource management serves these key
functions:
2. Recruitment & Selection
3. Training and Development (People or Organization)
4. Performance Evaluation and Management
5. Promotions/Transfer
6. Redundancy


7. Industrial and Employee Relations
8. Record keeping of all personal data.
9. Compensation, pensions, bonuses etc in liaison with
Payroll
10. Confidential advice to internal 'customers' in
relation to problems at work
11. Career development
12. Competency Mapping
13. Time motion study is related to HR Function
14. Performance Appraisal



ABSENTEEISM
CONCEPT OF ABSENTEEISM
It refers to workers absence from their regular task
when he is normally schedule to work. The according
to Websters dictionary Absenteeism is the practice or
habit of being an absentee and an absentee is one who
habitually stays away from work. According to Labour
Bureau of Shimla:- Absenteeism is the total man shifts
lost because of absence as percentage of total number
of man shifts scheduled to work. In other words, it
signifies the absence of an employee from work when
he is scheduled to be at work. Any employee may stay
away from work if he has taken leave to which he is
entitled or on ground of sickness or some accident or
without any previous sanction of leave. Thus absence


may be authorized or unauthorized, willful or caused
by circumstances beyond ones control.
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. 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.
Any investigation into absenteeism needs to look at the
real reasons for it. Sometimes team members call in
sick when they really do not want to go to work. They
would not call you up and say, Im not coming in today
because my supervisor abuses me. Or, Im not coming
in today because my chair is uncomfortable. Or, Im
not coming in today because the bathrooms are so
filthy; it makes me sick to walk into them. There are a
few essential questions to consider at the outset if you
want to make a measurable improvement to your
absenteeism figures. Why is your present absenteeism


policy ineffective? Where and when is excessive
absenteeism occurring? In many cases, under- trained
supervisors could be a contributing factor. What are
the real causes for absences?
It is commonly expected that low pay, poor benefits
and high workloads will be the major causes.
However, in numerous employee surveys absenteeism
generally has been identified as a symptom of low job
satisfaction, sub-standard working conditions and
consistent negative and unfair treatment received by
first-line supervisors.
How much formal training have your supervisors
received on absenteeism containment and reduction? If
your answer is none or very little, maybe you have
found the solution. As with every other element within
your organization, you cannot ask a person to do a job
he or she has never been trained to do.


Many human resources specialists have found that
repetitive, boring jobs coupled with uncaring
supervisors and/or physically unpleasant workplaces
are likely to lead workers to make up excuses for not
coming to work.
If your team members perceive that your company is
indifferent to their needs, they are less likely to be
motivated, or even to clock on at all.
One way to determine the causes of absenteeism is to
question your supervisors about excessive
absenteeism, including what causes it and how to
reduce it. Of course, if your supervisors have made no
efforts to get to know the team members in their
respective departments, they may not be able to
provide reasons. However, just the act of questioning
may get the ball rolling and signal to your supervisors
that their involvement is important.


Once a manager finds the real reasons for absenteeism
there is another important step. Through open
communication, you need to change the team
members way of reacting and responding to
discontent.
Other problems will no doubt arise in the future. If the
way of responding has not been reviewed, then the
same cycle is likely to start all over again.
So often absenteeism problems can be sheeted back to
the supervisor level and to unsatisfactory working
Conditions.
Without improvement in these areas, you can expect
your high rate of absenteeism to continue.
MEASUREMENT OF ABSENTEEISM
For calculating the rate of absenteeism we require the
number of people scheduled to work and number of


people actually present. Absenteeism can be find out of
absence rate method.

For Example:
a) Average number of employees in work force : 100
b) Number of available workdays during period : 20
c) Total number of available workdays (a x b) : 2,000
d) Total number of lost days due to absences during
the period : 93
e) Absenteeism percent (d [divided by] c) x 100 :
4.65%
Since absenteeism is a major barometer of employee
morale, absenteeism above 5 percent has to be


considered as very serious (across most industries 3
percent is considered standard).
CAUSES OF ABSENTEEISM
The Royal Commission Labour observed that high
absenteeism among Indian labour is due to rural
orientation and their frequent urge for rural exodus.
According to Acharaya In modern industrial
establishment the incidence of industrial fatigue, mal
nutrition and bad working conditions aggravate that
feeling for change among industrial worker and
sometime impel them to visit their village home
frequently for rest and relaxation. The general cause
of absenteeism may be summarized as below:-
1) MALADJUSTMENT WITH FACTORY
In factory the worker finds caught within factory walls,
he is bewildered by heavy traffic, by strangers speaking


different and subjected to strict discipline and is
ordered by complete strangers to do things which he
cannot understand. As a result he is under constant
strain, which cause him serious distress and impairs
his efficiency. All these factors tend to persuade him to
maintain his contacts with village.
2) SOCIAL AND RELIGIOUS CEREMONIES
Social and religious ceremonies divert workers from
workers to social activities. In large number of cases
Incidence of absenteeism due to religious ceremonies
is more than due to any other reason.
3) HOUSING CONDITIONS
Workers also experience housing difficulties. Around
95% of housing occupied by industrial workers in
India is unsatisfactory for healthful habitations. This
leads to loss the interest in work.


4) INDUSTRIAL FATIGUE
Low wages compel a worker to seek some part time job
to earn some side income.
This often result inconstant fatigue, which compels to
remain absent for next day.
5) UNHEALTY WORKING CONDITION
Irritating and intolerable working conditions exist in a
factory. Heat, moisture, noise, vibration, bad lighting,
dust fumes and overcrowding all these affect the
workers health causing him to remain absent from
work a long time.
6) ABSENCE OF ADEQUATE WELFARE ACTIVITIES
High rate absenteeism is also due to lack of adequate
welfare facilities Welfare activities include clean
drinking water, canteen, room shelter, rest rooms,
washing and bathing facilities, first aid appliances etc.


7) ALCOHOLISM
Some of the habitual drunkards spend whole of their
salary during first week of each month for drinking
purpose. Therefore 2 or 3 weeks after getting their
salary absent themselves from their work.
8) INDEBTNESS
All those workers who undergo financial hardships
usually borrow money lenders at interest rate which
are very high, which often cumulates to more than 11
12 times their actual salaries. To avoid the
moneylenders they usually absent themselves from
work because they are unable to return the money in
stipulated time.
9) IMPROPER& UNREALISTIC PERSONNEL POLICIES
Due to favoritism and nepotism which are in the
industry the workers generally become frustrated. This


also results in low efficiency, low productivity,
unfavorable relationship between employee and
supervisor, which in turn leads to long period of
absenteeism.
10) INADEQUATE LEAVE FACILITIES
Negligence on part of the employee to provide leave
facility compel the worker to fall back on ESI leave.
They are entitled to 50 days leave on half on pay.
Instead of going without pay the worker avail
themselves of ESI facility.
EFFECTS OF ABSENTEEISM ON INDUSTRIAL
PROGRESS
It is quite evident from the above figures that
absenteeism is a common feature of industrial labour
in India. It hinders industrial growth and its effect in
two fold.


1) LOSS TO WORKER
Firstly due to the habit of being absenting frequently
workers income is reduced to a large extent. It is
because there is a general principle of no work no
pay. Thus the time lost in terms of absenteeism is a
loss of income to workers.
2) LOSS TO EMPLOYERS
On other hand, the employer has to suffer a greater
loss due to absentees. It disturbs the efficiency and
discipline of industries consequently, industrial
production is reduced. In order to meet the emergency
and strikes, an additional labour force is also maintain
by the industries. On certain occasions, those workers
are employed who present themselves at factory gates.
During strikes they are adjusted in place of absent
workers. Their adjustment brings serious
complications because such workers do not generally


prove themselves up to work. Higher absenteeism is an
evil both for workers and the employers and ultimately
it adversely affects the production of industries.



COMPANY PROFILE



WELCOME ESSCO MOTORS PVT LTD
Zipping past irksome traffic on a dream machine is
something every one of you out there would cherish
doing. What if the two-wheeled beast you ride is from
the ESSCO stables? It would be nothing less than
double the fun, for sure. For, we have in our range of
vehicles the coy to the beastly, and the smooth cruiser
to the speedster.
Ever since inception way back in 2006, ESSCO Motors
Private Limited, part of the ESSCO Group, has been
catering to the needs of the city dweller whose wish list
includes two-wheelers that are smooth riding, hassle-
free traffic terminators. The two-wheelers we have
lined up for you are not just about style, its about
substance too. Step into our show room and pick your
dream vehicle.


MEET THE TEAM
As authorised dealers for M/s. Suzuki Motors India
Private Limited in Thiruvananthapuram District, we
provide the best sales and after sale services. It isnt
any wonder that we have grown into the top league,
having been recognized the best dealer in this part of
the state.
With bikes and scooters from the Suzuki hub having
gained wide acceptance across Kerala, ESSCO MOTORS
PRIVATE LIMITED has turned out to be the flag bearer
of the parent ESSCO Group, which has its registered
office at Salem. ESSCO Towers, the local
headquarters, is at kaimanam Thiruvananthapuram.
The ESSCO group has been in operations since 1987,
and boasts diversified business interests. The ESSCO


Group has already branched out into a conglomerate
with companies that are into varied industry segments.
OUR GOAL
In a fast changing arena of commuting, the need for
twowheelers that go soft on fuel bills and traffic
congestion has become imperative. With Suzukis
varied models promising the best value for money and
comfort, ESSCO Motors wishes to be at your service by
offering the best sales and after sales practices. Come,
be our customer.











CHAPTER-III
RESEARCH & METHODOLOGY



RESEARCH METHODOLOGY
METHODOLOGY:
Methodology is defined as the specification of methods
and procedures for acquiring the information needed.
It is a plan or frame work for doing the study and
collecting the data. This project is a study marked by
prior formulation of research questions. The
investigator already knows the substantial amount
about the research problems before the project is
initiated.
SAMPLING DESIGN:
METHOD OF SAMPLING:
Sampling is a process of obtaining the information
about an entire population by examining only a part of
it. For the purpose of this study the researcher has
used the stratified random sampling random method.
The total population is stratified into groups based on
job profile and the samples are collected randomly
from these groups.


SAMPLE SIZE:
The sample size taken into consideration is 50
CONSTRUCTION OF TOOLS:
The tool used for collecting data is questionnaire. A
questionnaire is a simply formalized schedule to obtain
and specified and relevant information, with tolerable
accuracy and completeness. In other words, it directs
the questioning process and promotes the clear and
proper recording.
The data are collected trough a specially designed
questionnaire for the present study the four point
Likert scaling is used in order to elicit frank opinion of
the respondents with regard to work value in FSIPL.
For his purposed the researchers interviewed the
workers of different levels and in various departments.
They are selected at stratified random sampling.


PILOT STUDY:
A pilot study was conducted on a sample size of 10,
right at the beginning of the survey. At the pilot study
the researcher made a number of changes in the
questionnaire, which was seen as necessary. The
changes were amended at this point to aid proper
survey.
SOURCES OF DATA:
Both the primary data and the secondary data are
taken into account for the purpose of the study.
primary data:
The instrument used to collect primary data is a well-
designed questionnaire. The questionnaire consisted
only the Likert scalded responses. The questionnaire is
carefully constructed and properly setup.


Secondary data:
Secondary data are extracted from the files, resisters,
records obtained from personnel department.
a) Percentage analysis: Percentage analysis is used
to find the percentage values for all the different
questions used in making comparison between 2 or
more series of data.
Percentage (%) = Number of respondents/ total
number of respondents)*100

b) The Kruskal- Wallis Test
Kruskal Wallis test is applied in this study in order to
analysis the two independent variables for situation in
which measurements are on ordinal scale. The Kruskal-
Wallis test examines the magnitudes of the k


discrepancies between mean rank of each group and
the overall mean rank and family compares the total
magnitude of the discrepancies with what might be
expected by change.
c) Spearman rank- order correlation
It attempts to determine the degree of relationship
between two variables.
. Positive correlation: when the increase in one
variable is causing proportionate increase on other
variable, there exists positive correlation between
variables.
Negative correlation: when the increase in one
variable is causing proportionate decrease in other
variables, there exists negative correlation between
variables.



DURATION OF THE PROJECT:
The study is carried in ESSCO MOTORS PRIVATE LTD
kaimanam Thiruvananthapuram Chrompet for a
period of 1 months from 07.11.10 to 03.12.10



LIMITATION OF THE STUDY
There are some limitations for research which are as
follows:-
a) As it was not possible to visit each department in
detail the true picture of working condition could not
be judged.
b) The workers were busy with their work therefore
they could not give enough time for the interview.
c) Though every care was taken to avoid bias, the
personal biases of the respondents might have entered
into their responses.
d) The reluctance of source of the employees to
response to the questioners was a limitation.
For a time being only small sample had to be
considered which may not actually reflect the exact


true situation this study have to be carefully
generalized.



CHAPTER-IV
DATA ANALYSIS & INTERPRETATION



TABLE.1
JOB IN COMPANY IS VERY INTERESTING
DESCREPTION RESPONDENTS PERCENTAGE
Not at all
0 0%
To some Extent
10 20%
Average
8 16%
To great Extent
12 24%
Highly Interesting
20 40%
Total
50 100%

CHART.1

0
20
40
60
80
100
120
RESPONDENTS
PERCENTAGE


Inference:



TABLE.2
REASON FOR TAKING EMPLOYMENT
To spend time. 12 24%
Forced by family
Members
18 36%
To take care of my
family.
20 40%
Liking of the work. 0 0%
TOTAL 50 100%

TABLE.2

0
10
20
30
40
50
60
70
80
90
100
to spend
time
forced by
family
members
to take care
of my family
liking of the
work
total
respondents
percentage




TABLE.3
AWARE OF THE LEAVE RULES OF THE COMPANY
Not at all 0 0%
To some Extent 10 20%
To great Extent 18 36%
Strongly Aware 22 44%
TOTAL 50 100%

CHART.3

respondents
0
10
20
30
40
50
not at all
to some
extent
to great
extent
strongly
aware
total
respondents
respondents




TABLE.4
PAID LEAVES ARE AVAILED BY PER ANNUM
1-2 days 25 50%
3-5 days 15 30%
6-10 days 8 16%
More than 10 days 2 4%
Total 50 100%

CHART.4


0
10
20
30
40
50
60
70
80
90
100
1-2 DAYS 3-5 DAYS 6-10 DAYS MORE THAN
10 DAYS
TOTAL
RESPONDENTS
PERCENTAGE


TABLE.5
UNPAID LEAVES ARE AVAILED BY PER ANNUM
1-2 days 27 54%
3-5 days 13 26%
6-10 days 9 18%
More than 10 days 1 2%
Total 50 100%


CHART.5

repondents
percentage
0
20
40
60
80
100
1-2 days
3-5 days
6-10 days
more
than 10
days
total
repondents
percentage


TABLE.6
THE PERCENTAGE OF ABSENTEEISM IN LAST ONE YEAR
0-20% 18 36%
21-40% 18 36%
41-60% 8 16%
61-80% 6 12%
81-100% 0 0%


Total 50 100%

CHART.6

0
20
40
60
80
100
120
0-20% 21-40% 41-60% 61-80% 81-100% total
respondents
percentage


TABLE.7
MAIN REASON BEHIND HIGH LEAVE CONSUMPTION
Personal 17 34%
Family related 18 36%
Work related 14 28%


SOCIAL 3 6%
ADDITION 0 0%
TOTAL 50 100%

CHART.7

0
10
20
30
40
50
60
70
80
90
100
personal family
related
work
related
social addition total
respondents
percentage


TABLE.8
COLLEAGUES ARE HIGHLY SUPPORTIVE
Not at all 0 0%


Always 18 36%
TOTAL 50 100%

CHART.8

0
10
20
30
40
50
60
70
80
90
100
not at all to some
extent
to great
extent
always total
respondents
percentage


TABLE.9
DISCIPLINARY ACTION TAKEN BY MANAGEMENT ON
ABSENTEEISM HAS REDUCED ABSENTEEISM IN OUR COMPANY
Not at all 2 4%


To some Extent 3 6%
Highly True 20 40%
TOTAL 50 100%

CHART.9

0
20
40
60
80
100
120
not at all to some extent to great extent highly true total
respondents
percentage


TABLE.10
IN OUR COMPANY, REAL,GENUINE SICKNESS CASES CLAIMING
SICK LEAVE ARE EITHER


0-20% 2 4%
21-40% 4 8%
41-60% 4 8%
61-80% 16 32%
81-100% 24 48%
TOTAL 50 100%

CHART.10

0
10
20
30
40
50
60
70
80
90
100
0-20% 21-40% 41-60% 61-80% 81-100% total
respondents
percentage


TABLE.11
I INTERACT WITH THE COMPANYS MANAGEMENT STAFF
WITHOUT HESITATING
Not at all 5 10%
Highly True 17 34%
TOTAL 50 100%

CHART.11

0
20
40
60
80
100
120
not at all to some
extent
togreat extent highly true total
respondents
percentage




TABLE.12
HOW IS YOUR FAMILY CONDITION AND FAMILY ATMOSPHERE
Satisfactory 35 70%
Average 15 30%
Unsatisfactory 0 0%
TOTAL 50 100%

CHART.12

0
10
20
30
40
50
60
70
80
90
100
satisfactory average unsatisfactory total
respondents
percentage




TABLE.13
IS YOUR SALARY STRUCTURE ADEQUATE
YES 30 60%
NO 20 40%
TOTAL 50 100%

CHART.13

respondents
yes
no
total




TABLE.14
DO YOU HAVE ANY OTHER SOURCE OF INCOME
YES 33 66%
NO 17 34%
TOTAL 50 100%

CHART.14

respondents
yes
no
total




TABLE.15
DID YOU ABSENT (or)DO YOU ABSENTN FOR WORK DUE TO
PROBLEM OF TRANSPORT
YES 20 40%
NO 30 60%
TOTAL 50 100%

CHART.15

respondents
yes
no
total




TABLE.16
THE CAUSE OF MY ABSENTEEISM IS TAKING SMOKING
Not True 40 80%
Partially True 8 16%
Almost True 2 4%
Highly True 0 0%
TOTAL 50 100%

CHART.16

respondents
percentage
0
20
40
60
80
100
not true
partially
true
almost
true
highly
true
total
respondents
percentage




TABLE.17
THE CAUSE OF MY ABSENTEEISM IS TAKING ALCOHOL
Not at all 40 80%
Highly True 0 0%
TOTAL 50 100%

CHART.17

0
10
20
30
40
50
60
70
80
90
100
not at all to some
extent
to great
extengt
highly true total
respondents
percentage




TABLE.18
THE CAUSE OF MY ABSENTEEISM IS REGULAR HEALTH
PROBLEM
Not at all 22 44%
Highly True 0 0%
TOTAL 50 100%

CHART.18

0
10
20
30
40
50
60
70
80
90
100
not at all to some
extent
to great
extent
highly true total
respondents
percentage




TABLE.19
EVERY MONTH MANAGEMENT GIVES SALARY ON DATE
Yes 50 100%
No 0 0%
total 50 100%

CHART.19

respondents
yes
no
total




TABLE.20
YOUR SALARY SUFFICIENT FOR YOUR FAMILY EXPENSES
Yes 28 56%
No 22 44%
total 50 100%

CHART.20

0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
yes no total
respondents
percentage




CHAPTER-V
Findings & Suggestions



FINDINGS





SUGGESTIONS AND RECOMMENDATIONS
Absenteeism is a serious problem for management
because it involves heavy additional expenses. The
management should take the following measures to
reduce the rate of absenteeism:-
1) Provide Incentives- An incentive provides an
employee with a boost to their motivation and avoid
unnecessary absenteeism. Incentives like two days of
bonus pay for every month of perfect attendance can
improve a lot.
2) Employee Assistance Program- If you confront an
employee about his or her frequent absenteeism and
you find out that it is due to personal problems refer
them to EAP.
3) Sickness Reporting Tell employees that they must
phone in as early as possible to advise why they are


unable to make it to work and when they expect to
return.
4) Return to Work Interview- When an employee
returns to work then ensure that they have a return to
work interview.
5) Provide cool drinking water and conducive working
environment- when an employee satisfied with the
conducive working environment they feel
psychologically good, which helps to reduce absent
rate.



CHAPTER-VI



CONCLUSION



In the end to conclude this report I would like to
specify that the project allotted to me on
ABSENTEEISM was of immense help to me in
understanding the working environment of an
organization, thereby providing a firsthand practical
experience.
In this project while identifying the reasons of
absenteeism of the workers of ESSCO MOTORS PVT
LTD I got an opportunity to interact with workers to
observe their behavior and attitude.
In the end I would once again like to thank the people
of ESSCO MOTORS PVT LTD. who helped me in
accomplishing this project and boosting my morale by
appreciating and recognizing my efforts.



BIBILOGRAPHY



BOOKS REFERED FOR GENERAL STUDY:
1. Organizational Behavior - S.S.KHANKA
2. Organizational Behavior L.M.PRASAD
3. Organizational Behavior Aswathappa
4. Organizational Behavior Stephon p robbins
5. Principles of Management Henri fayol
6. Principles of Management Taylor
7. Principles of Management Koontz
8. Principles of Management C.B.GUPTA
9. Research Methodology SHAHJAHAN
10. Research Methodology C.R Kothai
11. Research Methodology R .panneerselvam
12. Research Methodology Cooper
13. www.hr.com


14. www.citehr.com
15. www.hrindia.com
16. www.benefits.org/interface/cost/absent.htm
17. www.forwardgroups.com



ANNEXURE



Questionnaire on the study of absenteeism
1. Name :
2 Age : under-25 25-30 30-35 35-40
above 40
3 Marital Status : married unmarried
4 Qualification : SSLC HSE DEGREE MASTER DEGREE
5 Department :
6 Year of Experience : 1-2 years 3-5 years 5-10 years
above10
1. My job in company is very interesting.
Not at all to some extent average to great extent
Highly interesting
2. Reason for taking employment:
To spend time.
Forced by family member.
To take care of my family
Liking not the work.
3. Are you aware of the leave rules of the company?
Not at all to some extent to great extent
strongly aware
4. How many paid leaves are availed by you per annum?
1-2 days 3-05 days 6-10 days more than 10 days



5. How many unpaid leaves are availed by you per annum?
1-2 days 3-5 days 6-10 days more than 10 days
6. What is the percentage of your absenteeism in last on year?
0-20% 21-40% 41-60% 61-80% 81-100%
7. Main reason behind high leave consumption:
Personal
Family related
Work related
Social
Addition

8. My colleagues are highly supportive.
Not at all to some extent to great extent always
9. Disciplinary action taken by management on absenteeism has
reduced absenteeism in our company.
Not at all to some extent to great extent highly true
10. In our company, real, genuine sickness cases claiming sick
leave are either:
0-20% 21-40% 41-60% 61-80% 81-100%
11. I interact with the companys management staff without
hesitating.
12. How is your family condition and family atmosphere?



Satisfactory average unsatisfactory
13. Is your salary structure adequate?
Yes no
14. Do you have any other source of income?
Yes no
15. Did you absent (or) do you absent for work due to problem of
transport?
Sometimes mostly not at all
16. The cause of my absenteeism is taking alcohol.
17. The cause of absenteeism is taking smoking.
Not true partially true almost true highly true
18. The cause of my absenteeism is regular health problems.
19. Every month management gives salary on date.
Not true partially true almost true highly true
20. Your salary sufficient for your family expenses.

Thank you

Company Project

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Company Project

Uploaded by

Copyright:

Available Formats

A STUDY ON ABSENTEEISM OF EMPLOYEES IN

ESSCO MOTORS PVT LTD, TRIVANDRUM

You might also like