Absentism

A Study on Employees Absenteeism
at
Greaves Cotton Limited
By
D.SHANKA
!EG.N"# $%&%%&'(%)(&*
AN+,,E--A+ ENG+NEE+NG C"LLEGE
A ,".EC- E,"-
Submitted to t/e
0AC1L-2 "0 B1S+NESS AD3+N+S-A-+"N
Partial Fulfillment of the Requirement for the Award of the Degree
of
Master of Business Administration
In
Human Resources
Anna 1niversity o4 -e5/nolo6y
C/ennai 7 ')))&$
.uly 7 &)%(
1
DE,A-3EN- "0 3ANAGE3EN- S-1D+ES
AN+,,E--A+ ENG+NEE+NG C"LLEGE
-HENKADA,AN-HANGAL 8 '(& $%(9
:ALA.A -AL1K9 ;ELL"E D+S-+C-.
B"NA0+DE CE-+0+CA-E
Certified that this project report titled A S-1D2 "N E3,L"2EE ABSEN-EE+S3 A-
!R"A#"$ C%&&%' (IMI&"D S+,C"- !anipet*. &he )onafide wor* of 3r. D.SHANKA9
EG.N"# $%&%%&'(%)(& who carried out the research under m+ super,ision- Certified further. that to
the )est of m+ *nowledge the wor* reported herein does not form part of an+ other report or
dissertation on )asis of which a degree or award was conferred on an earlier occasion on this or an+
other candidate-
0a5ulty Guide Head o4 t/e Department
3s. 3.ELAK2A Dr.S.,""NGA;ANA3
2
ACKN":LEDGE3EN-
Acknowledgement is an art, one can write glib stanzas without meaning a word, on the other hand
one can make a simple expression of gratitude/
I was deal of gratitude towards Dr- P-RAMA'A&HA' principal of RA'IPP"&&AI
"'!I'""RI'! C%(("!". &hen*adapanthangal. and 0alaja for ha,ing e1tended all
possi)le help in the e1ecution of this project-
I am e1tremel+ than*ful and pa+ m+ gratitude to &he Head o4 t/e department o4
mana6ement studies Dr. S.,""NGA;ANA3 and m+ facult+ guide 3s. 3.ELAK2A
3BA for their ,alua)le guidance and support on completion of this project in its presentl+-
I ta*e the opportunit+ to e1press m+ gratitude to all of them who in some or other wa+
helped me to accomplish this challenging project in GREAVES COTTON LIMITED. SIPCOT.
2Ranipet3- 'o amount of written e1pression is sufficient to show m+ deepest sense of
gratitude to them-
I am ,er+ than*ful .3AHENDA ;A3A !Human esour5e < Administration
3ana6er* for their e,erlasting support and guidance on the ground of which I ha,e acquired
a new field of *nowledge-
A special appreciati,e &han* +ou/ in accorded to all staff of !R"A#"$ C%&&%'
(IMI&"D- SIPCOT. 2Ranipet3. for their positi,e support-
At last )ut not least I would li*e to e1press m+ gratitude to m+ )elo,ed
D"PAR&M"'& FAC4(&I"$. PAR"'&$ 5 FRI"'D$- Finall+ I than* who ha,e directl+ or
indirectl+ helped me to complete this project report-
3
DECLAA-+"N
D.SHANKA9 EG.N". $%&%%&'(%)(& here)+ declare that the project report entitled A
Study on Employee Absenteeism at GREAVES COTTON LIMITED. SIPCOT. 2Ranipet3
is su)mitted )+ me for the award of the degree of MA$&"R %F B4$I'"$$
ADMI'I$&RA&I%' is a record of project report done )+ me during the second +ear of 67869
678: and this project report has not pre,iousl+ formed the )asis for the award of degree
Diploma. Associate $hip. Fellowship or other similar title-
Date #
,la5e # !D.SHANKA*
4
ABS-AC-
&he project report entitle A S-1D2 "N E3,L"2EE ABSEN-EE+S3 A- !R"A#"$
C%&&%' (IMI&"D- SIPCOT. 2Ranipet3 is intended to determine the emplo+ees condition. salar+.
Facilities. attendance program. training programme. moti,ation techniques and promotions
&o achie,e this defined o)jecti,e structured questionnaire )ased on the preliminar+ stud+ made
is prepared- &he prepared questionnaire is used to get the direct responses from the emplo+ees of
!rea,es Cotton (td-. $ipcot-

&he response gi,en )+ the emplo+ees of !rea,es Cotton (td-. $ipcot. anal+;ed and
interpreted using different t+pe of statistical tools used are percentage anal+sis . weighted a,erage
method . chi square . correlation -
After anal+sis and interpretation it re,eals the following points are important in impro,ing the
wor*ing condition . increasing the salar+ . transport facilities . introduction of attendance programme .
promotion incenti,es . increasing lea,e . welfare facilities . the a)o,e all conclusion will helpful for
management to impro,e the presenteeism-
5
-ABLE "0 C"N-EN-
CHA,-E N". C"N-EN-S ,AGE N".
CHA,-E 8 +
8-8 Introduction %f &he $tud+ 87
8-6 Compan+ Profile 67
8-: %)jecti,es %f &he $tud+ 6<
8-= $cope %f &he $tud+ 6>
8-? 'eed %f &he $tud+ :7
8-< (imitation %f &he $tud+ :8
8-> Re,iew %f (iterature :=
8-@ Research Methodolog+ =:
CHA,-E 8 +++
6-8 Data Anal+sis And Interpretation =A
6-6 Chi9$quare &est @7
6-: Correlation @6
6-= 0eighted A,erage Method @:
CHA,-E 8 +++
:-8 Findings @<
:-6 $uggestions @@
:-: Conclusion A7
A,,END+CES A6
B+BL+"GA,H2 A>
6
-ABLE "0 CHA-
CHA,-E
N". -ABLE NA3E
,AGE
N".
6-8-8 &a)le showing respondents )ased on age le,el =A
6-8-6 &a)le showing respondents )ased on marital status ?7
6-8-: &a)le showing respondents )ased on their educational qualification ?8
6-8-= &a)le showing respondents wor*ing e1perience ?6
6-8-? &a)le showing respondents lea,e ta*en in a month ?:
6-8-< &a)le showing respondents reason for ta*ing lea,e ?=
6-8-> &a)le showing respondents management polic+ ??
6-8-@ &a)le showing respondents jo) responsi)ilities ?<
6-8-A &a)le showing respondents wor*ing en,ironment ?>
6-8-87 &a)le showing respondents relationship with superior ?@
6-8-88 &a)le showing respondents relationship with co9wor*ers ?A
6-8-86 &a)le showing respondents superior attitude +our pro)lem <7
6-8-8: &a)le showing respondents facilities pro,ided )+ the compan+ <8
6-8-8= &a)le showing respondents salar+ paid <6
6-8-8? &a)le showing respondents their lea,e will affect compan+ output <:
6-8-8< &a)le showing respondents compensation pro,ided )+ the compan+ <=
6-8-8> &a)le showing respondents e1isting jo) <?
6-8-8@ &a)le showing respondents procedure for ta*ing lea,e <<
6-8-8A &a)le showing respondents fle1i)ilit+ and independence <>
6-8-67 &a)le showing respondents a)sent due to transportation pro)lem <@
6-8-68 &a)le showing respondents infectious diseases <A
6-8-66 &a)le showing respondents get lea,e whene,er +ou want >7
6-8-6: &a)le showing respondents insufficient rest pause >8
6-8-6= &a)le showing respondents emplo+ee moti,ation technique >6
6-8-6? &a)le showing respondents emplo+ee need counseling >:
6-8-6< &a)le showing respondents emplo+ee need additional lea,e >=
6-8-6> &a)le showing respondents emplo+eeBs li*e their jo) >?
6-8-6@ &a)le showing respondents emplo+eeBs wor* load ><
6-8-6A
&a)le showing respondents )ased on their preference of shifts o reduce
a)senteeism >>
6-8-:7 &a)le showing respondents )ased on their freedom to change the shifts >@
6-8-:8 &a)le showing respondents )ased on wor*ers opinion reduce the a)senteeism >A
7
CHA,-E 8 +
8
+N-"D1C-+"N
%.% +N-"D1C-+"N
Absenteeism#
9
"mplo+eeCs presence at wor* place during the scheduled time is highl+ essential for the
smooth running of the production process in particular and the organi;ation in general- Despite the
significance of their presence. emplo+ees sometime fail to report at the wor* place during the
scheduled time- A)senteeism refers to the failure on the part of emplo+ees to report to wor* though
the+ are scheduled to wor*- In other words. unauthori;ed a)sences constitute A)senteeism-
A)senteeism costs mone+ to the organi;ation. )esides reflecting emplo+ee dissatisfaction with
the compan+- (i*e emplo+ee turno,er. there is a,oida)le and una,oida)le a)senteeism- A)senteeism
is una,oida)le when the emplo+ee himself or herself fell sic*. his or her dependence at home suddenl+
)ecome unwell or there is an accident inside the plant- 4na,oida)le a)senteeism is accepted )+
managers and is e,en sanctioned )+ la)our laws- Foe instance. one da+sD lea,e with wages for e,er+
67 da+s of ser,ice is allowed )+ the factories Act 8A=@-
A,oida)le a)senteeism arises )ecause of night shifts. opportunities for moonlighting and
earning e1tra income. inde)tedness. lac* of jo) securit+. jo) dissatisfaction and unfriendl+
super,ision- &his needs inter,ention )+ the management-
Labour Bureau9 S/imla9 defined the term DA)sentee ismD as the failure of a wor*er to report
for wor* when he is scheduled to wor*Cs (a)our )ureau also states that the A)senteeism is the total
man9shifts lost )ecause of a)sence as a percentage of the total num)er of man9shifts scheduled to
wor*-E According to :ebster=s Di5tionary. the A)senteeism is the practice or ha)it of )eing an
Ea)senceD and an a)sentee is one who
ha)ituall+ sta+s awa+
-ypes o4 Absenteeism#
Absenteeism is o4 4our types#
10
%. Aut/ori>ed Absenteeism# If an emplo+ee a)sents himself from wor* )+ ta*ing permission from
his superior and appl+ing for lea,e. such a)senteeism is called as Authori;ed A)senteeism-
&. 1naut/ori>ed Absenteeism# If an emplo+ee a)sents himself from wor* without informing or
ta*ing permission and without appl+ing for lea,e. such a)senteeism is called as 4nauthori;ed
A)senteeism-
(. :ill4ul Absenteeism# If emplo+ee a)sents himself from dut+ willfull+ such a)senteeism is called
0illful A)senteeism-
?. Absenteeism 5aused by 5ir5umstan5es beyond on5e 5ontrol# If an emplo+ee a)sents him from
dut+ owing to circumstances )e+ond hisFher control li*e in,ol,ement in accidents or sudden
sic*ness. such A)senteeism is called A)senteeism caused )+ circumstances )e+ond once control-
ABSEN-EE+S3 <-HE+ C"N-"L
&here are two t+pes of a)senteeism. each of which requires a different t+pe of approach-
%. +NN"CEN- ABSEN-EE+S3
Innocent a)senteeism refers to emplo+ees who are a)sent for reasons )e+ond their controlG
li*e sic*ness and injur+- Innocent a)senteeism is not culpa)le which means that it is
)lameless- In a la)our relations conte1t this means that it cannot )e remedied or treated )+
disciplinar+ measures-
&. C1L,ABLE ABSEN-EE+S3
11
Culpa)le a)senteeism refers to emplo+ees who are a)sent without authori;ation for reasons
which are within their control- For instance. an emplo+ee who is on sic* lea,e e,en though
heFshe is not sic*. and it can )e pro,en that the emplo+ee was not sic*. is guilt+ of culpa)le
a)senteeism- &o )e culpa)le is to )e )lameworth+- In a la)our relations conte1t this means
that progressi,e discipline can )e applied-
For the large majorit+ of emplo+ees. a)senteeism is legitimate. innocent a)senteeism which
occurs infrequentl+- Procedures for disciplinar+ action appl+ onl+ to culpa)le a)senteeism-
Man+ organi;ations ta*e the ,iew that through the process of indi,idual a)sentee counseling
and treatment. the majorit+ of emplo+ees will o,ercome their pro)lems and return to an
accepta)le le,el of regular attendance-
C"1NSELL+NG +NN"CEN- ABSEN-EE+S3
Innocent a)senteeism is not )lameworth+ and therefore disciplinar+ action is not justified- It
is o),iousl+ unfair to punish someone for conduct which is )e+ond hisFher control-
A)senteeism. no matter what the cause. imposes losses on the emplo+er who is also not at
fault- &he damage suffered )+ the emplo+er must )e weighed against the emplo+eeBs right to
)e sic*- &here is a point at which the emplo+erBs right to e1pect the emplo+ee to attend
regularl+ and fulfill the emplo+ment contract will outweigh the emplo+eeBs right to )e sic*-
At such a point the termination of the emplo+ee ma+ )e justified. as will )e discussed-
&he procedure an emplo+er ma+ ta*e for innocent a)senteeism is as followsH
8- Initial counseling2s3
6- 0ritten counseling2s3
:- Reduction2s3 of hours andFor jo) reclassification
=- Discharge
12
%. +nitial Counselin6
Presuming +ou ha,e communicated attendance e1pectations generall+ and ha,e alread+
identified an emplo+ee as a pro)lem. +ou will ha,e met with him or her as part of +our
attendance program and +ou should now continue to monitor the effect of these efforts on his
or her attendance-
If the a)sences are intermittent. meet with the emplo+ee each time heFshe returns to wor*- If
a)sence is prolonged. *eep in touch with the emplo+ee regularl+ and sta+ updated on the
status of hisFher condition- 2Indicate +our willingness to assist-3
Iou ma+ require the emplo+ee to pro,ide +ou with regular medical assessments- &his will
ena)le +ou to judge whether or not there is an+ li*elihood of the emplo+ee pro,iding regular
attendance in future- Regular medical assessments will also gi,e +ou an idea of what steps
the emplo+ee is ta*ing to see* medical or other assistance- Formal meetings in which ,er)al
warnings are gi,en should )e gi,en as appropriate and documented- If no impro,ement
occurs written warning ma+ )e necessar+-
&. :ritten Counselin6
If the a)sences persist. +ou should meet with the emplo+ee formall+ and pro,ide himFher
with a letter of concern- If the a)senteeism still continues to persist then the emplo+ee
should )e gi,en a second letter of concern during another formal meeting- &his letter would
)e stronger worded in that it would warn the emplo+ee that unless attendance impro,es.
termination ma+ )e necessar+-
(. edu5tion!S* o4 Hours and or .ob e5lassi4i5ation
In )etween the first and second letters the emplo+ee ma+ )e gi,en the option to reduce
hisFher hours to )etter fit hisFher personal circumstances- &his option must )e ,oluntaril+
accepted )+ the emplo+ee and cannot )e offered as an ultimatum. as a reduction in hours is a
reduction in pa+ and therefore can )e loo*ed upon as discipline-
If the nature of the illness or injur+ is such that the emplo+ee is una)le to
fulfill the requirements of hisFher jo). )ut could for e1ample )enefit from modified wor*.
counsel the emplo+ee to )id on jo)s of such t+pe if the+ )ecome a,aila)le- 2'-B- It is
inad,isa)le to E)uildE a jo) around an emplo+eeBs incapacitates particularl+ in a unioni;ed
en,ironment- &he onus should )e on the emplo+ee to appl+ for an e1isting position within
hisFher capa)ilities-3
13
?. Dis5/ar6e
%nl+ when all the pre,iousl+ noted needs and conditions ha,e )een met and e,er+thing has
)een done to accommodate the emplo+ee can termination )e considered- An Ar)itrator would
consider the following in ruling on an innocent a)senteeism dismissal case-
a3 Has the emplo+ee done e,er+thing possi)le to regain their health and return to wor*J
)3 Has the emplo+er pro,ided e,er+ assistance possi)leJ 2i-e- counselling. support. time
off-3
c3 Has the emplo+er informed the emplo+ee of the unwor*a)le situation resulting from
their sic*nessJ
d3 Has the emplo+er attempted to accommodate the emplo+ee )+ offering a more suita)le
position 2if a,aila)le3 or a reduction of hoursJ
e3 Has enough time elapsed to allow for e,er+ possi)le chance of reco,er+J
f3 Has the emplo+er treated the emplo+ee prejudiciall+ in an+ wa+J
As is e,ident. a great deal of time and effort must elapse )efore dismissal can ta*e place-
&hese points would )e used to su)stantiate or dispro,e the following two fold test-
8- &he a)sences must )e shown to )e clearl+ e1cessi,e-
6- It must )e pro,en that the emplo+ee will )e una)le to attend wor* on a regular )asis
in the future-
C"EC-+;E AC-+"N 0" C1L,ABLE ABSEN-EE+S3
As alread+ indicated. culpa)le a)senteeism consists of a)sences where it can )e
demonstrated that the emplo+ee is not actuall+ ill and is a)le to impro,e hisFher attendance-
Presuming +ou ha,e communicated attendance e1pectations generall+. ha,e identified the
emplo+ee as a pro)lem. ha,e met with himFher as part of +our attendance program. made
+our concerns on his specific a)senteeism *nown and ha,e offered counseling as appropriate.
with no impro,ement despite +our positi,e efforts. disciplinar+ procedures ma+ )e
appropriate-
14
&he procedures for correcti,eFprogressi,e discipline for culpa)le a)senteeism are generall+
the same as for other progressi,e discipline pro)lems- &he discipline should not )e
prejudicial in an+ wa+- &he general procedure is as followsH
8- Initial 0arning2s3
6- 0ritten 0arning2s3
:- $uspension2s3
=- Discharge
%. ;erbal :arnin6
Formall+ meet with the emplo+ee and e1plain that income protection is to )e used
onl+ when an emplo+ee is legitimatel+ ill- Ad,ice the emplo+ee that hisFher attendance
record must impro,e and )e maintained at an impro,ed le,el or further disciplinar+ action
will result- %ffer an+ counseling or guidance as is appropriate- !i,e further ,er)al warnings
as required- Re,iew the emplo+eeBs income protection records at regular inter,als- 0here a
mar*ed impro,ement has )een shown. commend the emplo+ee- 0here there is no
impro,ement a written warning should )e issued-
&. :ritten :arnin6
Inter,iew the emplo+ee again- $how himFher the statistics and point out that there has )een
no noticea)le 2or sufficient3 impro,ement- (isten to the emplo+ee to see if there is a ,alid
reason and offer an+ assistance +ou can- If no satisfactor+ e1planation is gi,en. ad,ise the
emplo+ee that heFshe will )e gi,en a written warning- Be specific in +our discussion with
himFher and in the counseling memorandum as to the t+pe of action to )e ta*en and when it
will )e ta*en if the record does not impro,e- As soon as possi)le after this meeting pro,ide
the emplo+ee personall+ with the written warning and place a cop+ of hisFher file- &he
written warning should identif+ an+ noticea)le pattern
(. Suspension !only a4ter 5onsultation @it/ t/e appropriate superiors*
If the pro)lem of culpa)le a)senteeism persists. following the ne1t inter,iew period and
immediatel+ following an a)sence. the emplo+ee should )e inter,iewed and ad,ised that
heFshe is to )e suspended- &he length of the suspension will depend again on the se,erit+ of
the pro)lem. the credi)ilit+ of the emplo+eeBs e1planation. the emplo+eeBs general wor*
performance and length of ser,ice- $u)sequent suspensions are optional depending on the
a)o,e condition-
15
?. Dismissal !only a4ter 5onsultation @it/ t/e appropriate superiors*
Dismissals should onl+ )e considered when all of the a)o,e conditions and procedures ha,e
)een met- &he emplo+ee. upon displa+ing no satisfactor+ impro,ement. would )e dismissed
on the grounds of hisFher unwillingness to correct his a)sence record-
,EC1L+A 0EA-1ES "0 ABSEN-EE+S3
%n the )asis of studies underta*en certain o)ser,ations ma+ )e madeH
a3 &he rate of a)senteeism is lowest on pa+da+G it increases considera)l+ on the da+s
following the pa+ment of wages and )onus- &he le,el of a)senteeism is comparati,el+
high immediatel+ after pa+da+- 0hen wor*er either feel li*e ha,ing a good time or in
some other cases return home to their ,illages famil+ and after a holida+. has also )een
found to )e higher than that on normal da+s-
)3 A)senteeism is generall+ high wor*ers )elow 6? +ears of age and those a)o,e =7- &he
+ounger emplo+ees are not regular and punctual/- Presuma)l+ )ecause of the
emplo+ment of a large no- of new comers among the +ounger age groups. while the
older people are not a)le to withstand the strenuous nature of the wor*-
c3 &he percentage of a)senteeism is higher in the night shift than in the da+ shift- &his is
so )ecause wor*ers in the night shift e1perience great discomfort and uneasiness in the
course of their wor* than the+ do during da+ time-
d3 A)senteeism in India is seasonal in character- It is the highest during March9April9Ma+.
when land has to )e prepared for monsoon. sowing and also in har,est season 2$ept9
%ct3 when the rate goes as high as =7K-
16
CA1SES "0 ABSEN-EE+S3
&he Ro+al Commission (a)our o)ser,ed that high a)senteeism among Indian la)our
is due to rural orientation and their frequent urge for rural e1odus- According to Achara+a
In modern industrial esta)lishment the incidence of industrial fatigue. mal nutrition and
)ad wor*ing conditions aggra,ate that feeling for change among industrial wor*er and some
time impel them to ,isit their ,illage home frequentl+ for rest and rela1ation-/
&he general cause of a)senteeism ma+ )e summari;ed as )elowH9
%* 3ALAD.1S-3EN- :+-H 0AC-"2
In factor+ the wor*er finds caught within factor+ walls. he is )ewildered )+ hea,+
traffic. )+ strangers spea*ing different and su)jected to strict discipline and is ordered )+
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 efficienc+- All these
factors tend to persuade him to maintain his contacts with ,illage-
&* S"C+AL AND EL+G+"1S CEE3"N+ES
$ocial and religious ceremonies di,ert wor*ers from wor*ers to social acti,ities- In
large num)er of cases incidence of a)senteeism due to religious ceremonies is more than
due to an+ other reason-
(* H"1S+NG C"ND+-+"NS
0or*ers also e1perience housing difficulties- Around A?K of housing occupied )+
industrial wor*ers in India is unsatisfactor+ for healthful ha)itations- &his leads to loss the
interest in wor*-
?* +ND1S-+AL 0A-+G1E
(ow wages compel a wor*er to see* some part time jo) to earn some side income- &his
often result inconstant fatigue. which compels to remain a)sent for ne1t da+-
$* 1NHEAL-2 :"K+NG C"ND+-+"N
17
Irritating and intolera)le wor*ing conditions e1ist in a factor+- Heat. moisture. noise.
,i)ration. )ad lighting. dust fumes and o,ercrowding all these affect the wor*ers health
causing him to remain a)sent from wor* a long time-
'* ABSENCE "0 ADEA1A-E :EL0AE AC-+;+-+ES
High rate a)senteeism is also due to lac* of adequate welfare facilities 0elfare
acti,ities include clean drin*ing water. canteen. room shelter. rest rooms. washing and
)athing facilities. first aid appliances etc-
B* ALC"H"L+S3
$ome of the ha)itual drun*ards spend whole of their salar+ during first wee* of each
month for drin*ing purpose- &herefore 6 or : wee*s after getting their salar+ a)sent
themsel,es from their wor*-
C* +NDEB-NESS
All those wor*ers who undergo financial hardships usuall+ )orrow mone+ lenders at
interest rate which are ,er+ high. which often cumulates to more than 88 L 86 times their
actual salaries- &o a,oid the mone+lenders the+ usuall+ a)sent themsel,es from wor*
)ecause the+ are una)le to return the mone+ in stipulated time-
D* +3,",E < 1NEAL+S-+C ,ES"NNEL ,"L+C+ES
Due to fa,oritism and nepotism which are in the industr+ the wor*ers generall+
)ecome frustrated- &his also results in low efficienc+. low producti,it+. unfa,ora)le
relationship )etween emplo+ee and super,isor. which in turn leads to long period of
a)senteeism-
%)* +NADEA1A-E LEA;E 0AC+L+-+ES
'egligence on part of the emplo+ee to pro,ide lea,e facilit+ compel the wor*er to fall
)ac* on "$I lea,e- &he+ are entitled to ?7 da+s lea,e on half on pa+- Instead of going
without pa+ the wor*er a,ail them of "$I facilit+-
18
C"3,AN2 ,"0+LE
%.& C"3,AN2 ,"0+LE
19
Greaves Cotton Limited9 esta)lished in 8@?A. is one of IndiaCs leading and well di,ersified
engineering companies- It manufactures a wide range of industrial products to meet the requirement of
core sectors in India and a)road- &he Compan+Cs core competencies are in DieselFPetrol engines.
!ensets. Agro "quipment and Construction equipment- &he )usiness operations of the Compan+ are
di,ided into ,arious Business !roups strategicall+ structured to ensure ma1imum focus on each
)usiness area and +et retain a unique s+nerg+ in the operationsH
&he Business !roups areH
Business Groups
,rodu5t Lines
,o@er Generation Group
(arge Diesel "ngines. !enerating $ets up to 8777 *,a
A6ro EEuipment Group
Petrol F Merosene "nginesH 8 to = HP. !ensets. Pump sets and
Power
&illers
Li6/t En6ines Group
Diesel "ngines H =-= to 88 HP
+n4rastru5ture EEuipment
Concreting Pumps. &ransit Mi1ers. #i)rator+ Compactors and
Cruci)les
Besides the Business !roups. !rea,es has an independent Di,ision mar*eting high technolog+
s+stems for marine. a,iation and electronic applications-
In the recent +ears. !rea,es has made rapid strides towards glo)ali;ation- &he Compan+
e1ports se,eral of its products to ,arious countries-
!rea,es has < Manufacturing 4nits located all o,er India-
An e1tensi,e sales and ser,ice networ* manned )+ highl+ s*illed and dedicated wor*force
*eeps !rea,es in touch with its customers an+time. an+where-
&he "astern RegionH
&he "astern Region comprises of the following areasH
8- 0est Bengal
6- %rissa L Chhattisgarh
:- Nhar*hand L Bihar
=- 'orth "ast part of India-
B1S+NESS G"1,S
20
,":E GENEA-+"N
!rea,es leads the field in the manufacture of diesel engines 28?9@8< HP3 used for diesel
generating sets. )arges. pilot launches. compressors. construction equipment. cranes. for*lifts
and ,arious defense applications- Built in the true tradition of !rea,es. each engine is a mar,el
of engineering e1cellence in itself9 made of the )est materials and conforming to the highest
standards-
AG" EA1+,3EN-S
Agro equipment group was formed as a separate Business !roup to target in a focused fashion.
the growing agricultural equipment mar*et in India and o,erseas mar*ets- &he Business !roup
operations span products from ,aried sources- &he products include petrol and petrol9start *erosene9
run engines. pump sets and gensets. Diesel pump sets for agricultural applications. Power &illers
suita)le for smaller land holdings of the a,erage Indian farmer-
L+GH- ENG+NES
Highl+ fuel efficient. !rea,es lightweight diesel engines are ideal for automoti,e applications
li*e 69wheelers. :9wheelers. mini cars etc-
&hese engines with high power9to9weight ratio are also used e1tensi,el+ for porta)le agricultural
pump sets. gensets. small )oats. construction equipment and host of other applications- A,aila)le in a
range of =988 HP models. !rea,es light diesel engines are widel+ used in Defence applications- &hese
engines are manufactured at I$% A778 certified 4nits in Auranga)ad and Ranipet-
+N0AS-1C-1E EA1+,3EN-
&o meet the challenges of construction industr+. !rea,es manufactures wide range of
Road and Concrete equipment- &he complete range of concrete equipments are Transit
Mixers, Concrete Pumps, Batching Plants, etc- !rea,es also manufactures the complete range
of compaction equipment li*e Vibrator !oil Compactors, "ea# Tandem $ollers, %ight
tandem $ollers&
!rea,es mar*ets the entire range of CIFA and B%MA! machines. which include Concrete
pumps. &unnel forms. Moulds. &ampers. Plate compactors. Pneumatic t+re rollers. Rec+clers
and Refuge compactors amongst man+ other machines-
-HE +N0AS-1C-1E EA1+,3EN-S G"1,7 BG +;
21
&o meet the challenges of construction industr+. !rea,es manufactures wide range of Road
and Concrete equipment- &he complete range of concrete equipment li*e &ransit Mi1ers. Concrete
Pumps. Batching Plants. etc- are manufactured at the Compan+Cs I$% A778 certified Plants at Chennai
and !ummidipoondi 2&amil 'adu3- !rea,es also manufactures the complete range of compaction
equipment li*e #i)rator+ $oil Compactors. Hea,+ &andem Rollers. (ight tandem Rollers at
!ummidipoondi-
!rea,es mar*ets the entire range of CIFA and B%MA! machines. which include Concrete
pumps. &unnel forms. Moulds. &ampers. Plate compactors. Pneumatic tire rollers. Rec+clers and
Refuge compactors amongst man+ other machines-
!rea,es construction equipment is mainl+ used for construction of roads. )ridges. )uildings. read+
mi1 concrete applications. etc- !rea,es caters to the ser,ice and spare parts requirement of customers
through their large networ* of qualified and trained ser,ice engineers located a ,arious )ranches and
dealerships-
!rea,es also represents $heffild Forgemasters Rolls (td-. 4M. internationall+ renowned
manufacture of rolls for cold rolling and hot rolling steel mills- Further. !rea,es represents special
Metal 0iggin (td-. 4M for nic*el allo+s used in process and chemical industries as well as &imet. 4M
for titanium allo+s used in petro9chemical industries-
According to statistics. the B!9I# is the department contri)uting the highest turno,er among the four
)usiness groups present- Because of the )oom in the real9estate sector . there has )een ample scope of
growth and consequentl+ growth in the infrastructure equipments group-
,"D1C- S133A2
C"NCE-+NG EA1+,3EN- 0" 3C ",EA-+"N
BA-CH+NG ,LAN-
22
Capacities from =?9<7 CBMFHR
&hree t+pe of mi1ers H
&ur)o 2Pan3 mi1er
Rotor 2&win $haft3 mi1er
Drum mi1er 2&ilting H+draulic3
Most modern PC Batch Control $+stem
GEA;ES -ANS+- 3+FES7HS '$
Capacit+ 9 < CBM
H+draulic hand jac* for discharge chute
<77 litres water tan* with water pump
Mounting on A( &araus. Hippo &ractor
or &elco (P& 6?8< 2<1=3
"ptional#
R 8:. Belt Con,e+or
#ersion without elect- oil cooler
,"-ABLE C"NCE-E ,13,S
Capacities from 679867 CBMFhr
Pro,en fa)ricated $ tu)e. 867 deg- swing
RodFPiston side displacement
Possi)le with $ tu)e : si;es. <9>9@ inch dia-
$hortcrete pump )oth porta)le and with Ro)oarm-
"AD 3AK+NG EA1+,3EN-
Greaves Sin6le7Drum ;ibratory ollers
6 amplitudes. 6 frequencies for optimum compaction of ,arious soil materials-
Highest static linear load in its class
:< mm drum shell thic*ness for longer drum life
Highest total applied force in its class
'o9spin differential a1le
(ow operating and maintenance costs
Greaves Li6/t -andem ollers
6 amplitudes. 6 frequencies for optimum compaction of asphalt and also soils-
Independent ,i)ration control for either drum
23
Drum9offset 2Cra) steering3 to )oth sides to pre,ent damages to road*er)s-
H+drostaticall+ dri,en pressuri;ed water sprin*ler for lower maintenance
"mergenc+ gra,it+ fed water sprin*ler s+stem
$wi,el and sliding seat for operators comfort
Automatic ,i)ration stop
Greaves Heavy -andem oller
%perating weight @-6FA tons
6 amplitudes. 6 frequencies for optimum compaction
Fitted with M%"( HA =A= engine
H+draulic oil 5 filter change at 6777 hours-
H+drostaticall+ dri,en water pump with timer
-HE +N0AS-1C-1E SEC-"7A B+E0 ";E;+E:
Real estate is one of the fastest growing sectors in India- Mar*et anal+sis pegs returns
from realt+ in India at an a,erage of :7K annuall+ with a tremendous upsurge in commercial
real estate on account of the Indian BP% )oom- (ease rentals ha,e )een pic*ing up steadil+
and there is a gaping demand for qualit+ infrastructure- A significant demand is also li*el+ to
)e generated as the outsourcing )oom mo,es into the manufacturing sector- Further. the
housing sector has )een growing at an a,erage of :=K annuall+. while the hospitalit+ industr+
witnessed a growth of 8798?K last +ear-
Apart from the huge demand. India also scores on the construction front- A Mc*inse+
report re,eals that the a,erage profit from construction in India is 8@K. which is dou)le the
profita)ilit+ for a construction project underta*en in the 4$- &he importance of the Real "state
sector. as an engine of the nationCs growth. can )e gauged from the fact that it is the second
largest emplo+er ne1t onl+ to agriculture and its si;e is close to 4$ O 86 )illion and grows at
a)out :7K per annum- Fi,e per cent of the countr+Cs !DP is contri)uted )+ the housing
sector- In the ne1t three or four or fi,e +ears this contri)ution to the !DP is e1pected to rise to
<K-
&he Real "state industr+ has significant lin*ages with se,eral other sectors of the
econom+ and o,er 6?7 associated industries- %ne Rupee in,ested in this sector results in >@
paise )eing added to the !DP of the $tate- A unit increase in e1penditure in this sector has a
multiplier effect and the capacit+ to generate income as high as fi,e times- If the econom+
grows at the rate of 87K the housing sector has the capacit+ to grow at 8=K and generate :-6
million new jo)s o,er a decade- &he rela1ed FDI rules implemented )+ India last +ear has
in,ited more foreign in,estors and real estate sector in India is seemingl+ the most lucrati,e
ground at present- Pri,ate equit+ pla+ers are considering )ig in,estments. )an*s are gi,ing
loans to )uilders. and financial institutions are floating real estate funds- Indian propert+
mar*et is immensel+ promising and most sought after for a wide ,ariet+ of reasons-
24
"B.EC-+;E "0 -HE
S-1D2
%.( "B.EC-+;E "0 -HE S-1D2
,+3A2 "B.EC-+;ES#
25
A stud+ on E"MP(%I""$ AB$"'&""I$ME with special reference to GEA;ES C"--"N
L+3+-ED. SIPCOT. 2Ranipet3-
SEC"NDA2 "B.EC-+;ES#
&o find out the le,el of a)senteeism among emplo+ees in the organi;ation-
&o identif+ the rate of a)senteeism of emplo+ees-
&o identif+ the ,arious causes of a)senteeism-

&o suggest remedial measures to control a)senteeism rate-
26
SC",E "0 -HE
S-1D2
%.? SC",E "0 -HE S-1D2
27
&he de,elopment of an+ organi;ation depends on the regularit+ of emplo+ees- &he stud+ is conducted
to *now the ,arious le,els and reasons for a)sence of emplo+ees in an organi;ation- B+ loo*ing it one
can adopt correcti,e measures to decrease irregularities in the organi;ation leads to organi;ational
growth-
",er+ emplo+ee who ta*es off in defiance of organi;ation regulation has reasons. right or wrong
which justif+ themsel,es the legitimac+ of their actions- 4nless a management attendance program
identifies and addresses the causes of emplo+ee a)senteeism it will )e ineffecti,e and unfair-
&raditional disciplinar+ programs alone can. at )est. gi,e the illusion of control- It is no secret that
there are wa+s to )eat e,en the )est s+stems- &he fear of discipline often onl+ increases the desire to
a,oid management s+stems-
If a)senteeism is to )e controlled the ph+sical and the emotional needs of emplo+ees
must )e addressed- In a 8A@? stud+ on Rates of a)sence among 'urses/ it was found that ?7K of
a)senteeism could )e controlled through attending emplo+ees ph+sical and emotional needs-
28
NEED "0 -HE
S-1D2
29
8-? '""D F%R &H" $&4DI
&he success of an+ manufacturing organi;ation depends largel+ on the wor*ers. the emplo+ees are
considered as the )ac*)one of &he !rea,es Cotton (imited. $ipcot-
&he stud+ is on emplo+ee a)senteeism in !rea,es Cotton (td-.
&he emplo+ee a)senteeism is )ooming HR issue in man+ industries- It helps to *now the
emplo+ee satisfactions le,el and it help to find cause of emplo+ee a)senteeism. )ased on certain
factor li*e wor*ing condition. leadership st+le. wor* stress. lea,e da+s. and salar+ le,el-
&his stud+ can )e helpful to the management to impro,e its core wea*nesses )+ the suggestions
and recommendations prescri)ed in the project-
&he need of this stud+ can )e recogni;ed when the result of the related stud+ need suggestions and
recommendations to the similar situation-
30
L+3+-A-+"N "0
-HE S-1D2
31
%.' L+3+-A-+"N "0 -HE S-1D2
&here are some limitations for research which are as followsH9
a3 As it was not possi)le to ,isit each department the true picture of wor*ing condition
could not )e judged-
)3 &he wor*ers were )us+ with their wor* therefore the+ could not gi,e enough time for the
inter,iew-
c3 &he personal )iases of the respondents might ha,e entered into their response-
d3 $ome of the respondents gi,e no answer to the questions which ma+ affect the anal+sis-
e3 Respondents were reluctant to disclose complete and correct information
Because of a small period of time onl+ small sample had to )e considered which doesnCt
actuall+ reflect and accurate and intact picture-
32
E;+E: "0
L+-EA-1E
33
%.B E;+E: "0 L+-EA-1E
A)senteeism is a ha)itual pattern of a)sence from a dut+ or o)ligation- An a)sence refers to
time an emplo+ee is not on the jo) during scheduled wor*ing hours. e1cept for a granted lea,e of
a)sence. holida+. or ,acation time- Howe,er. emplo+ee a)senteeism is not just an emplo+ee issue it is
an organi;ational pro)lem and therefore )ecomes e,er+oneBs responsi)ilit+-
$a+s 0ANCES DA;+ES
A)senteeism can ha,e an enormous effect on the producti,it+ of an organi;ation- &he a,erage
American wor*er ta*es si1 da+s sic* lea,e a +ear. and although this is significantl+ less than in places
such as "urope it is still ha,ing a )ig impact on 4$ staffing resources and producti,it+- &he loss of
producti,it+ due to shortFlong9term illness. disa)ilit+ is therefore pro,ing to )e a major headache for
companies- "ffecti,e a)sence management programs can )e the )est remed+ for reducing a)senteeism-
",er+ time an emplo+ee is a)sent from wor* there is a loss of producti,it+ to the
organi;ation./ e1plains $haron Maleta. President and C"% of the Disa)ilit+ Management "mplo+ers
Coalition 2DM"C3- %ne person a)sent from wor* ma+ not create a pro)lem. )ut se,eral people
a)sent for one or more da+s can ha,e a significant financial impact to the organi;ation-
+3,AC- "0 ABSEN-EE+S3
&here are man+ forms of a)senteeism. ranging from short9term illness. long9term illness.
unauthori;ed a)sence and persistent lateness. to other authori;ed a)sences such as annual lea,e.
paternit+ lea,e. time off to care for dependents and compassionate lea,e- %ther causes might also
include low morale. stress and poor wor*ing conditions. man+ of which are pre,enta)le-
&he effect a)senteeism can ha,e on a )usiness can )e wide9ranging. )ut particularl+ affects
those emplo+ees left to pic* up the pieces- According to 0a+ne 0endling. $enior Director of
Research at the International Foundation of "mplo+ee Benefit Plans-
&he wor*ings of a compan+ ha,e changed and emplo+ees are now much more interconnected
than pre,iousl+ L and. as a result. organi;ations are much more dependent on their emplo+ees-
0hen someone is a)sent. the entire we) of interaction among emplo+ees can )e distur)ed in
terms of wor*flows and the a,aila)ilit+ of information./ he e1plains- Part of that is o,ercome as more
files are now open to people who can fill in and help with the tas*s that the indi,idual ma+ ha,e )een
performing- Howe,er. there is a definite Pripple effectC through the organi;ation when someone is
une1pectedl+ ill- &he producti,it+ of others is also )eing impacted-/
34
:"K+NG :ELL
&here are man+ measures that an emplo+er can ta*e to help mitigate the rippling effects of
a)senteeism on the wor*force- $ometimes it reall+ is the little things that ma*e the most difference-
Allowing emplo+ees to ,isit doctors and dentists. health sur,eillance. health education and stress
management inter,entions are all good e1amples- %nce the+ are measuring a)sence and then
reducing it. the+ will find that a fitter wor*force will perform )etter and producti,it+ will increase L
gi,ing them a competiti,e edge in an+ )usiness en,ironment./ enthuses Bawden-
%ne of the most effecti,e wa+s to com)at a)senteeism. howe,er. is to maintain a happ+
wor*ing en,ironment where people actuall+ enjo+ coming to wor*- Ha,e a wor*place that people
lo,e to come to wor* in and the+ feel the+ are doing something meaningful./ 0endling recommends-
Although not alwa+s pre,enta)le. a)senteeism is something that can )e mitigated to a certain
degree. and a)sence management programs can definitel+ help- Fostering a caring wor*ing
en,ironment where wor*ers are supported during an+ illness or disa)ilit+ can onl+ wor* in the fa,or
of the compan+ L and ensures that wor* isnCt something for emplo+ees to )e sic* of-
Report AuthorH A''" C%4!H(A'
$enior Research "1ecuti,e. IB"C Research and Information $er,ice
+BEC G:"K,LACE ABSENCE S1;E2 &))?
&he report contains data from the IB"C P0%RMP(AC" AB$"'C" $4R#"I 677=.C which
was )ased on responses recei,ed from ??> pri,ate sector companies emplo+ing 8=>.777 emplo+ees-
A)sence affects more than just the person who is a)sent-
&he a)sent emplo+ees themsel,es and their dependants ma+ ha,e a reduced income as a result
of a)sence. )esides incurring possi)le additional medical e1penses- "mplo+ers are affected )+ direct
costs such as sic* pa+. o,ertime and staff replacement costs. plus the indirect costs associated with the
effects of a)sence on. for e1ample. production and qualit+. management time and the potential loss of
customers- &he co9wor*ers of an a)sent emplo+ee ma+ ha,e to wor* under increased pressure. in
order to meet deadlines-
35
Man+ organi;ations appear to accept a certain le,el of a)sence i-e- where a proportion of their
emplo+ees are awa+ on an+ particular da+- &he recent IB"C stud+ found that o,er half of the
respondents did not consider the+ had a pro)lem with a)sence- Howe,er. more than four out of ten
companies in the sur,e+ considered their a)sence le,els to )e a cause for concern- As onl+ a portion of
a)sence da+s are su)ject to organi;ation control L it is important to determine what portion of
emplo+ee a)sence is a,oida)le-
"mplo+ees can feel the+ ha,e )een treated unfairl+ when the+ percei,e other a)sent
emplo+ees as Pgetting awa+ with itC- A)sence can also )e a s+mptom of a more serious underl+ing
pro)lem. such as )ull+ing andFor harassment. communication )rea*down. stress. etc-. which could. if
not in,estigated. lead to significant costs to the organi;ation. as well as causing long9term damage to
the emplo+ee-
A recent IB"C sur,e+ showed that personal pro)lems were cited as a cause of a)sence in a
significant num)er of companies. for )oth males and females- 'owada+s. apart from sic*ness.
emplo+ees can )e a)sent from wor* for an+ one of a num)er of reasons. either under statutor+ lea,e
entitlement 2such as L annual lea,e. maternit+ or adopti,e lea,e. parental lea,e3. or under
arrangements agreed at an indi,idual compan+ le,el 2such as compassionate or )erea,ement lea,e.
stud+ andFor e1am lea,e. marriage lea,e. training. etc-3-
H": -" DEAL :+-H E3,L"2EE ABSEN-EE+S3
0or Employees :/o Are Absent
0or SupervisorsH3ana6ers#
Recentl+. I was as*ed )+ a manager how he should deal with the fact that on an+ gi,en da+
87K of his emplo+ees are a)sent from wor*- I informed the manager that the pro)lem of emplo+ee
a)senteeism is a pro)lem )est resol,ed )+ ta*ing the following four positi,e inter,entions ,ersus
ta*ing a negati,e or puniti,e approach-
36
C/an6e 3ana6ement Style#
0e are all aware of the fact that when emplo+ees call in ill. it does not mean the+ are trul+ too
ph+sicall+ ill to wor*- %ne reason. outside of illness. that emplo+ees are a)sent is stress. and the num)er
one reason emplo+ees are stressed has to do with their relationship with their managerFsuper,isor-
Management st+les that are too authoritarian tend to promote high le,els of a)senteeism
among emplo+ees- Authoritarian managers are managers who ha,e poor listening s*ills. set
unreacha)le goals. ha,e poor communication s*ills. and are infle1i)le- In other words. the+ +ell too
much. )lame others for pro)lems. and ma*e others feel that it must )e their wa+ or the Ehighwa+-E
Authoritarian managers tend to produce high a)senteeism rates- B+ identif+ing managers who use an
authoritarian st+le. and pro,iding them with management training. +ou will )e ta*ing a positi,e step
not onl+ toward reducing a)senteeism. )ut also reducing turno,er. jo) )urnout. and emplo+ee health
pro)lems such as )ac*aches and headaches-
C/an6e :orIin6 Conditions#
&he emplo+ees in +our compan+ pro)a)l+ wor* in a well9lighted climate controlled )uilding-
&he wor*ing conditions I am referring to relate to cowor*er relationships- 'ot onl+ does relationship
stress occur )etween the emplo+ee and manager. )ut it also e1ists )etween emplo+ees- Frequentl+ I hear
emplo+ees sa+ the+ did not go to wor* )ecause the+ are fearful of or angr+ with another emplo+ee-
&hese emplo+ees usuall+ report the+ just could not deal with Eso and soE toda+. so the+ called in ill-
Companies that adopted policies and ,alues that promote emplo+ee respect and professionalism. and
promote an internal conflict resolution procedure. are companies that reduce emplo+ee stress- A
reduction in emplo+ee stress reduces emplo+ee a)senteeism-
,rovide +n5entives#
!i,ing emplo+ees incenti,es for reduced a)senteeism is not the same as rewarding or gi,ing
emplo+ees )onuses for reduced a)senteeism- An incenti,e pro,ides an emplo+ee with a )oost to their
moti,ation to a,oid unnecessar+ a)senteeism- It simpl+ helps the emplo+ee decide to go to wor*
,ersus sta+ing home and watching Nerr+ $pringer-
&he t+pes of incenti,e programs used )+ companies are numerous- $ome companies allow
emplo+ees to cash9in unused sic* da+s at the end of e,er+ quarter. others gi,e an emplo+ee two hours
of )onus pa+ for e,er+ month of perfect attendanceG and still others pro,ide emplo+ees with a )uffet
lunch. a certificate of achie,ement. or e,en a scratch9off card concealing pri;es- &he t+pe of incenti,e
program that +our compan+ uses should )e one created especiall+ for +our compan+- Iou can create
an incenti,e program tailored to +our unique compan+ )+ allowing emplo+ees to help +ou de,elop the
incenti,e program-
&he duration of the incenti,e program is also ,er+ important- $ome companies find that the+
can simpl+ reward emplo+ees with perfect attendance once a +ear. while others decide once a month is
)est. and still others decide once a wee* wor*s )est-
37
Develop an Attendan5e ,oli5y#
",er+ compan+ should ha,e an attendance polic+- An attendance polic+ allows a manager to
inter,ene with an emplo+ee who is frequentl+ a)sent- Besides stress as a primar+ reason for emplo+ee
a)senteeism. other causes relate to alcoholism. domestic ,iolence. and famil+ pro)lems- If +ou confront
an emplo+ee a)out his or her frequent a)senteeism. and the+ inform +ou it is due to personal pro)lems.
consider referring the emplo+ee to an "mplo+ee Assistance Program 2"AP3-
If the emplo+eeBs a)senteeism relates to a medical pro)lem or a famil+ mem)er with a medical
pro)lem. +ou ma+ ha,e to consider allowing the emplo+ee to use the )enefits allowed to them under
the AmericanBs with Disa)ilit+ Act 2ADA3 or the Famil+ and Medical (ea,e Act 2FM(A3- "arl+
identification of these emplo+ees will get them )ac* to wor* as fast as possi)le- (astl+. ma*e sure that
+ou ha,e an attorne+ re,iew +our attendance polic+ to ma*e sure it does not ,iolate an+ $tate or
Federal la)or laws- B+ incorporating the a)o,e four strategies into +our compan+ +ou will not onl+
reduce a)senteeism +ou will reduce emplo+ee )urnout. turno,er. poor morale. and wor*place
negati,ism-
B+ !ARI #IM"$(A'D. MA (P C"AP
0or Employees :/o Are 0reEuently Absent
%ne of the most important steps +ou can ta*e if +ou are frequentl+ a)sent is to *eep +our
emplo+er informed- "mplo+ees who are frequentl+ a)sent without good cause are generall+ a)sent due
to numerous fri,olous reasons- "mplo+ees who are a)sent for good cause ha,e legitimate reasons. e-g-
sic*ness or famil+ mem)er illness. and the emplo+ee needs time off to resol,e their personal
pro)lems- Most emplo+ers generall+ understand the need to )e gone from wor* due to a legitimate
reasonG therefore. it is important to communicate clearl+ and accuratel+ so +our emplo+er does not
assume +ou are out for fri,olous reasons-
As an emplo+ee +ou are allowed to ta*e up to 86 wee*s of unpaid lea,e under the federal
Famil+ and Medical (ea,e Act 2FM(A3- &he 86 wee*s of lea,e ma+ )e ta*en continuous or
intermittentl+. there)+ allowing the emplo+ee to wor* on a less than full9time schedule-
FM(A can )e used for the care of a child after )irth. adoption. or foster care placement-
FM(A is a,aila)le to care for an immediate famil+ mem)er 2spouse. child. and parent3 who has a
serious health condition-
FM(A can )e used for +our own serious health concerns- It does not co,er for the common cold.
flu. ear aches. upset stomach. common headache. or routine dental care-
38
In order to )e co,ered )+ FM(A +ou must )e considered an Eeligi)leE emplo+ee- An eligi)le
emplo+ee must ha,e 86 months 28.6?7 hours3 of emplo+ment. and +our emplo+er must emplo+ ?7 or
more emplo+ees within >? miles of the wor*site- "mplo+ees must pro,ide :7 da+s of ad,ance notice
for foreseea)le e,ents- &here are different e1emptions present for )oth school teachers and stateFlocal
go,ernment emplo+ees-
If +ou are an eligi)le emplo+ee. +our emplo+er must maintain +our )enefits. allow +ou to
return to the same or equi,alent position. and not decrease +our pa+ or )enefits at the conclusion of 86
wee*s- If +ou )elie,e +ou are eligi)le for FM(A. inform +our super,isor or HR department that +ou
are requesting FM(A co,erage- Iour emplo+er is required to pro,ide +ou with written notice. within
two )usiness da+s. informing +ou if +ou are eligi)le or not-
B+ !ARI #IM"$(A'D. MA (P C"AP
ABSEN-EE+S3
Information regarding a)senteeism among wor*ers in an industrial esta)lishment on account of
reasons other than stri*es. loc*outs. la+9off. wee*l+ rest or suspension. pro,ide a sound data)ase for
gauging the emplo+eeCs morale. commitment and le,el of jo) satisfaction which ha,e a direct )earing
on producti,it+ of the esta)lishment- It is one of the indicators to monitor and e,aluate ,arious la)our
welfare programs and la)our policies-
+nstill ent/usiasm to 5urb absenteeism9 t/e Hindu
"#"RI organi;ation. irrespecti,e of si;e and composition. is plagued )+ the pro)lem of
a)senteeism- Managers *now that emplo+ees are not alwa+s genuinel+ sic* when the+ fail to turn up
for wor*. +et the+ cannot stop them from calling in sic* or sa+ing that the+ ha,e to attend to some
personal wor*- &here could )e a hordes of reasons for a)senteeism- $ometimes an emplo+ee ma+ not
simpl+ turn up for wor* )ecause his morale is low or he is just not moti,ated to wor*-
It is o)ser,ed that if emplo+ees were happ+ doing their wor*. the+ would )e less inclined to
ta*e e,en a da+ off- Man+ emplo+ers thin* that pa+ing their wor*ers handsomel+ or pro,iding )etter
wor*ing conditions or impro,ing jo) securit+ can reduce a)senteeism- But such )enefits do not
guarantee a reduction in emplo+ee a)senteeism- &he solution actuall+ lies in understanding and
meeting the emotional needs of wor*ers and tr+ing to find out what reall+ moti,ates them to come to
wor* and gi,e their )est-
39
A wise manager would endea,or to understand the needs of wor*ers at the recruiting stage
itself- &he manager can tr+ and choose the right person for the right jo)- !etting to *now the applicant
well )+ focusing on the human side rather than on their qualifications and e1perience can do this-
"fforts should )e made to find out the *ind of wor* and responsi)ilities that ma*e an emplo+ee happ+.
the enthusiasm for wor* and a)ilit+ to get along with other people- &he manager must ascertain that
the jo) suits the candidate-
&he ne1t step would )e to )uild emplo+eeBs trust- As an emplo+er if +ou ha,e ta*en efforts to
choose the right candidates for the jo). then it is equall+ important that +ou )elie,e in them and trust
them to do their jo)- &his trust. though. has to )e communicated to the emplo+ees-
If the emplo+er )elie,es that the emplo+ees cannot do their jo)s well. cannot ta*e decisions on
their own and do not do a fair da+Bs wor* then this is what the+ will actuall+ do- %n the contrar+. if the
managerBs perception of emplo+ees is that the+ are efficient wor*ers. independent thin*ers and a)le
decision ma*ers. then the+ will go to an+ e1tent to pro,e it-
&he most important step to counter a)senteeism is for the manager to constantl+ gi,e the
emplo+ees feed)ac* and moti,ate them to perform )etter- But most are woefull+ lac*ing in this
a)ilit+. the+ simpl+ are not comforta)le telling their staff a)out their performance-
$o it is important that managers pro,ide feed)ac* to emplo+ees on a regular )asis on what the+
are doing well and the areas of impro,ement- If +ou notice something that requires mention tell the
emplo+ee a)out it and tell it immediatel+ lest the significance of the feed)ac* should )e lost-
If +ou postpone +our feed)ac* on things the emplo+ee is not doing rightthen it will )e assumed
what is )eing done is right or that +ou do not notice such things or +ou do not care- $ome more tips on
gi,ing the right *ind of feed)ac*H
40
Do it in pri,ate. on a one9to one )asis
Focus +our feed)ac* on one or two things
Do not personall+ attac* the emplo+ee
Be honest and prompt with feed)ac*
Reducing emplo+ee a)senteeism is in the emplo+erBs hands- If the staff has to )e moti,ated enough to
thin* twice a)out ta*ing a da+ off. their wor* has to )e made interesting- In short. the+ need regular
feed)ac* and )e made to feel that the+ pla+ an important part in the )usiness-
&his can )e done )+ gi,ing the emplo+ees greater responsi)ilit+. training and de,eloping their s*ills
and focusing on what the+ are doing right- In,ol,ing emplo+ees )oth formall+ and informall+ in the
aspects of the )usiness will create a sense of )elonging- &hese measures ma*e emplo+ees feel good
a)out what the+ are doing and thus increase jo) satisfaction- %rgani;ations would )e prudent if the+
tac*le a)senteeism )efore it )ecomes a contagion-
-itle# (AB%4R AB$"'&""I$M
Aut/or!s*# Michael N- Peel. 'ic* 0ilson
.ournal# International Nournal of Manpower
2ear# 8AA7
,ublis/er# MCB 4P (td
Abstra5t# 4sing a random sample of =A 4M engineering companies. the influence of profit sharing.
share9option schemes and the percei,ed degree of emplo+ee participation in decision ma*ing on inter9
firm la) our a)senteeism rates are in,estigated- After controlling for a num)er of firm9specific factors.
suggested as theoreticall+ appropriate in the e1tant literature. the *e+ empirical results indicated that
firms which had adopted sharing schemes appeared to e1perience significantl+ lower a)senteeism
rates than their non9sharing counterparts--
41
ESEACH
3E-H"D"L"G2
42
%.C ESEACH 3E-H"D"L"G2
ESEACH DES+GN#
A research design is the arrangement of conditions for collection and anal+sis data in a
manner that aims to com)ine rele,ance to the researcher purpose with econom+ in procedure/-
It constitutes the )lueprint for the collection. measurement and anal+sis of data- As such the
design includes an outline of what the researcher will do form writing the h+pothesis and its
operational implication to the final anal+sis of data-
More e1plicitl+. the design decisions happen to )e in respect ofG
0hat is the stud+ a)outJ
0h+ is the stud+ )eing madeJ
0here will the stud+ )e carried outJ
0hat t+pe of data is requiredJ
0here can the data are foundJ
0hat periods of time will the stud+ includeJ
0hat will )e the sample designJ
How will the data )e anal+;edJ
In what st+le will the report )e preparedJ
0hat techniques of data collection will )e usedJ

-/e esear5/ Desi6n undertaIen 4or t/e study is Des5riptive one- A stud+. which wants to
portra+ the characteristics of a group or indi,iduals or situation. is *nown as Descripti,e stud+- It is
mostl+ qualitati,e in nature-
-2,ES "0 DA-A C"LLEC-ED#
,rimary Data
43
Questionnaires are prepared and personal inter,iew was conducted- Most of the questions
are consist of multiple choices- &he structured inter,iew method was underta*en- &he inter,iew was
conducted in "nglish as well as in &amil- Proper care was ta*en to frame the inter,iew schedule in
such a manner it should )e easil+ understood in ,iew of educational le,el of the emplo+ees- !enerall+
877 questions are prepared and as*ed to the emplo+ees of the !rea,es Cotton (imited Ranipet-
Se5ondary Data
$econdar+ data was collected from Internets. ,arious )oo*s. Nournals. and Compan+
Records-
A1ES-+"NNA+E C"NS-1C-+"N#
Questionnaires were constructed )ased on the following t+pes
%pen ended questions
Close ended questions
Multiple choice questions
DE0+N+NG -HE ,",1LA-+"NS
&he Population or 4ni,erse can )e Finite or infinite- &he population is said to )e finite if it
consist of a fi1ed num)er of elements so that it is possi)le to enumerate it in its totalit+- $o In this
projects consist of finite population- nearl+ 8777 wor*ers wor*ing in the !rea,es
SA3,L+NG ,LAN
A sampling plan is a definite design for o)taining a sample from the sampling frame- It refers
to the technique or the procedure the researcher would adopt in selecting some sampling units from
which inferences a)out the population is drawn- $ampling design is determined )efore an+ data are
collected-
Con,enient $ampling technique was adopted- In this method the researcher select those units
of the population in the sample. which appear con,enient to him or the management of the
organi;ation where he is conducting research-
SA3,LE S+JE
44
'earl+ 877 samples are ta*en in !rea,es Cotton (imited-. $ipcot-
0+ELD :"K

&he field wor*s is done at !rea,es Cotton (imited-. $ipcot. Ranipet-
DESC+,-+"N "0 S-A-+S-+CAL -""LS 1SED
Percentage method
Chi9square test
Correlation
0eighted a,erage method
Anal+sis of ,ariance 2&0%90AI A'%#A3
,ECEN-AGE 3E-H"D
In this project Percentage method test was used- &he percentage method is used to *now the
accurate percentages of the data we too*. it is eas+ to graph out through the percentages- &he
following are the formula
'o of Respondent
Percentage of Respondent R 1 877
&otal no- of Respondents
From the a)o,e formula. we can get percentages of the data gi,en )+ the respondents-
CH+7SA1AE ANAL2S+S
In this project chi9square test was used- &his is an anal+sis of technique which anal+;ed the
stated data in the project- It anal+sis the assumed data and calculated in the stud+- &he Chi9square test
is an important test amongst the se,eral tests of significant de,eloped )+ statistical- Chi9square.
s+m)olicall+ written as 1
6
2Pronounce as Mi9$pare3. is a statistical measure used in the conte1t of
sampling anal+sis for comparing a ,ariance to a theoretical ,ariance-
Formula
2%9"3
&

45
6 R
"
% R %)ser,ed frequenc+
" R "1pected frequenc+
C"ELA-+"N
Correlation anal+sis deals with the association )etween two or more ,aria)les- It does
not tell an+thing a)out cause and effect relationship- Correlation is classified in two t+pes as
Positi,e and
'egati,e correlation-
$P"ARMA' Correlation method. it also can )e said as Ran* Correlation- It is defined
)+ the s+m)ol PrC
< S diT
F%RM4(A r R 89 UUUUUUUUUUUUUU
n 2nT983

Correlation ,alue shall alwa+s lie )etween V8 and98- 0hen r R8. it shows there is perfect
positi,e correlation )etween ,aria)les- 0hen r R 7. &here is no correlation-
:E+GH-ED A;EAGE 3E-H"D
0eighted a,erage can )e defined as an a,erage whose component items are multiplied )+
certain ,alues 2weights3 and the aggregate of the products are di,ided )+ the total of weights-
%ne of the limitations of simple arithmetic mean is that it gi,es equal importance to all the
items of the distri)ution-
46
Certain cases relati,e importance of all the items in the distri)ution is not the same- 0here
the importance of the items ,aries-
It is essential to allocate weight applied )ut ma+ ,ar+ in different cases- &hus weightage is a num)er
standing for the relati,e importance of the items-
CHA,-E 8 ++
47
DA-A ANAL2S+S
AND
+N-E,E-A-+"N
48
&.% DA-A ANAL2S+S AND +N-E,E-A-+"N
&.% ANAL2S+S 1S+NG ,ECEN-AGE 3E-H"D
-ABLE &.%.%
ES,"NDEN- BASED "N AGE LE;EL
Sl.No A6e No. o4 espondents ,er5enta6e
8 8@96< 6= 6=K
6 6>9:< =: =:K
: :>9=< 8A 8AK
= A)o,e => 8= 8=K
-otal %)) %))K
$ourceH Primar+ Data
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that 6=K of the respondents are 8@96< age group. =:K of the
respondents are 6>9:< age group. 8AK of the respondents are :>9=< age group and 8=K of the
respondents are a)o,e => age group-
CHA-7 &.%.%
49
-ABLE &.%.&
ES,"NDEN- BASED "N 3A+-AL S-A-1S
Sl.No 3arital Status No. o4 espondents ,er5enta6e
8 Married <? <?K
6 4nmarried :? :?K
-otal %)) %))K
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that <?K of the respondents are married and :?K of the
respondents are unmarried-
CHA-7 &.%.&
50
-ABLE 7 &.%.(
ES,"NDEN-S BASED "N -HE+ ED1CA-+"NAL A1AL+0+CA-+"N
Sl.No Auali4i5ation No. o4 espondents ,er5enta6e
8 B-"- 67 67K
6 Degree 7@ 7@K
: I&I :6 :6K
= Diploma =7 =7K
-otal %)) %))K
$ourceH Primar+ data
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that the qualification of the emplo+ees are 67K of the
respondents are B-". 7@K of the respondents are Degree. :6K of the respondents are I&I and =7K of
the respondents are Diploma-
CHA-7 &.%.(
51
-ABLE 7 &.%.?
ES,"NDEN-S BASED "N -HE+ EF,E+ENCE
Sl.No ELperien5e No. o4 espondents ,er5enta6e
8 Below 8 Iears 8= 8=K
6 6 9 = +ears 67 67K
: ? 9 < +ears ?7 ?7K
=
A)o,e > +ears
8< 8<K
-otal %)) %))K
$ourceH Primar+ data
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that 8=K of the respondents are from has )elow I +ear
e1perience. 67K of the respondents are 69= +ears. ?7K of the respondents are ?9< +ears and 8<K of
the respondents are a)o,e > +ears e1perience of emplo+ees-
CHA-7 &.%.?
52
-ABLE 8 &.%.$
ES,"NDEN-S BASED "N -HE+ LEA;E +N A 3"N-H
Sl.No -aIen leave in mont/ No. o4 espondents ,er5enta6e
8 7 67 67K
6 8 L ? :< :<K
: < L 87 86 86K
= 87 L 8? 6= 6=K
? 8< L 67 @ @K
-otal %)) %))K
$ourceH primar+ data
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that 67 K of the respondents are 7 da+s. :< K of the
respondents are 89?da+s. 86 Kof the respondents are <987 da+s. 6= Kof the respondents are 8798?
da+s. and 7@ Kof the respondents are 8<967 da+s-
CHA-7 &.%.$
53
-ABLE 7 &.%.'
ES,"NDEN-S BASED "N EAS"N 0" E3,L"2EES ABSEN-
Sl.No eason 4or -aIen Leave No. o4 espondents ,er5enta6e
8 Health Pro)lem :6 :6K
6 Personal Pro)lem :@ :@K
: $tress F Finance Pro)lem 67 67K
= 0or* Dissatisfaction @ @K
? 0or*ing "n,ironment 6 6K
-otal %)) %))K
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that :6K of the respondents are Health Pro)lem. :@ K of the
respondents are Personal Pro)lem. 67 K of the respondents are $tress F Finance Pro)lem. 7@ K of the
respondents are 0or*ing Dissatisfaction and 76 K of the respondents are 0or*ing "n,ironment-
CHA-7 &.%.'
54
-ABLE 7 &.%.B
ES,"NDEN-S BASED "N -HE+ 3ANAGE3EN- ,"L+C2
S.No 3ana6ement ,oli5y No. o4 espondents ,er5enta6e
8 "1cellent @ @K
6 !ood ?7 ?7K
: Fair 6@ 6@K
= DonBt Mnow 8= 8=K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. 7@ K of the respondents are e1cellent. ?7 K of the respondents
are good. 6@ K of the respondents are fair and 8=K of the respondents are donCt *now-
CHA-7 &.%.B
55
-ABLE 7 &.%.C
ES,"NDEN-S BASED "N -HE+ ."B ES,"NS+B+L+-+ES
Sl.No .ob esponsibilities No. o4 espondents ,er5enta6e
8 0ell Clear =6 =6K
6 !ood :< :<K
: Fairl+ Clear 67 67K
= DonBt Mnow 6 6K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. 7@ K of the respondents are e1cellent. ?7 K of the respondents
are good. 6@ K of the respondents are fair and 8=K of the respondents are donCt *now-
CHA- 7 &.%.C
56
-ABLE 7 &.%.D
ES,"NDEN-S BASED "N -HE+ :"K+NG EN;+"N3EN-
S.No :orIin6 Environment No. o4 espondents ,er5enta6e
8 "1cellent <= <=K
6 !ood 6< 6<K
: Fair < <K
= Poor = =K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that <= K of the respondents are e1cellent. 6<K of the respondents
are good. <K of the respondents are fair and =K )elong to poor-
CHA-7 &.%.D
57
-ABLE 7 &.%.%)
ES,"NDEN-S BASED "N -HE+ ELA-+"NSH+, :+-H S1,E;+S"
S.No elations/ip @it/ t/eir supervisor No. o4 espondents ,er5enta6e
8 "1cellent 86 86K
6 !ood 8= 8=K
: Fair =6 =6K
= Poor :6 :6K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. 86 K of the respondents are e1cellentG 8= K of the respondents
are good. =6 K of the respondents are fair and :6 K of the respondents are poor-
CHA- &.%.%)
58
-ABLE &.%.%%
ES,"NDEN-S BASED "N -HE+ ELA-+"NSH+, :+-H C"7:"KES
S.No elations/ip @it/ 5o7@orIers No. o4 espondents ,er5enta6e
8 "1cellent 67 67K
6 !ood 8@ 8@K
: Fair =6 =6K
= Poor 67 67K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that 67 K of the respondents are e1cellent. 8@ Kof the respondents
are good. =6 K of the respondents are fair and 67 Kof the respondents are poor-
CHA-7 &.%.%%
59
-ABLE 7 &.%.%&
ES,"NDEN-S BASED "N -HE+ S1,E+"=S A--+-1DE
S.No
SuperiorMs Attitude -o@ards 2our
,roblem
No. o4 espondents ,er5enta6e
8 "1cellent 87 87K
6 !ood 87 87K
: Fair <= <=K
= Poor 8< 8<K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. 87 K of the respondents are e1cellentG 87 K of the respondents
are good. <= K of the respondents are fair and 8< K of the respondents are poor-
CHA-7 &.%.%&
60
-ABLE 7 &.%.%(
ES,"NDEN-S BASED "N 0AC+L+-+ES ,";+DED B2 -HE C"3,NA2
S.No 0a5ilities ,rovided by t/e Company No. o4 espondents ,er5enta6e
8 "1cellent ?6 ?6K
6 !ood :< :<K
: Fair @ @K
= Poor = =K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. ?6 K of the respondents are e1cellentG :< K of the respondents
are good. @ K of the respondents are fair and = K of the respondents are poor-
CHA- 7 &.%.%(
61
-ABLE 7 &.%.%?
ES,"NDEN-S BASED "N SALA2 ,A+D
Sl.No Salary ,aid No. o4 espondents ,er5enta6e
8 $ufficient :7 :7K
6 'eutral 68 68K
: Insufficient 6= 6=K
= Moderatel+ $ufficient 6? 6?K
-otal %)) %))K
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that :7 K of the respondents are $ufficient. 68 Kof the
respondents are neutral. 6= K of the respondents are insufficient and 6? Kof the respondents are
moderatel+ sufficient-
CHA- 7 &.%.%?
62
-ABLE 7 &.%.%$
ES,"NDEN-S BASED "N -HE+ LEA;E A00EC-+NG -HE+ C"3,AN2 "1-,1-
Sl. No Leave a44e5t 5ompany No. o4 espondents ,er5enta6e
8 Ies >7 >7K
6 'o :7 :7K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. >7 K of the respondents are sa+s +es and :7 K of the
respondents are sa+s no-
CHA- 7 &.%.%$
63
-ABLE 7 &.%.%'
ES,"NDEN-S BASED "N -HE+ C"3,ENSA-+"N ,";+DED
Sl.No Compensation provided No. o4 espondents ,er5enta6e
8 Highl+ $atisfied @ @K
6 $atisfied 87 87K
: 'eutral 6= 6=K
= Dissatisfied =< =<K
? Highl+ Dissatisfied 86 86K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that 7@ K of the respondents are highl+ satisfied. 87 Kof the
respondents are satisfied. 6= K of the respondents are neutral. =< Kof the respondents are dissatisfied
and 86 K of the respondents are highl+ dissatisfied-
CHA- 7 &.%.%'
64
-ABLE 7 &.%.%B
ES,"NDEN-S BASED "N -HE+ EF+S-+NG ."B
Sl.No EListin6 .ob No. o4 espondents ,er5enta6e
8 Highl+ $atisfied 86 86K
6 $atisfied 8@ 8@K
: 'eutral =7 =7K
= Dissatisfied :7 :7K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that 86 K of the respondents are highl+ satisfied. 8@ Kof the
respondents are satisfied. =7 K of the respondents are neutral and :7 Kof the respondents are
dissatisfied-
CHA-7 &.%.%B
65
-ABLE 7 &.%.%C
ES,"NDEN-S BASED "N -HE+ ,"CED1E 0" -AK+NG LEA;E
S.No ,ro5edure 4or taIin6 leave No. o4 espondents ,er5enta6e
8 !i,ing a lea,e letter 6= 6=K
6 'ot gi,ing a lea,e letter 67 67K
: As*ing a permission ?7 ?7K
= 'o lea,e < <K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. 6= K of the respondents are !i,ing a lea,e letter. 67 K of the
respondents are 'ot gi,ing a lea,e letter. ?7 K of the respondents are as*ing a permission and < K of
the respondents are no lea,e-
CHA- 7 &.%.%C
66
-ABLE &.%.%D
ES,"NDEN-S BASED "N -HE+ 0LEF+B+L+-2 AND +NDE,ENDENCE
Sl.No
0leLibility and +ndependen5e
Allo@ed
8 Highl+ $atisfied @ @K
6 $atisfied 8< 8<K
: 'eutral 6@ 6@K
= Dissatisfied =@ =@K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. 7@ K of the respondents are highl+ satisfied. 8< K of the
respondents are satisfied. 6@ K of the respondents are neutral and =@ K of the respondents are
dissatisfied-
CHA- &.%.%D
67
-ABLE &.%.&)
ES,"NDEN-S BASED "N -HE+ ABSEN- D1E -" -ANS,"-A-+"N ,"BLE3
Sl.No Due to -ransportation ,roblem No. o4 espondents ,er5enta6e
8 In $ome Cases @ @
6 %ften 87 87
: Rare :6 :6
= 'ot at all ?7 ?7
-otal %)) %))
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. 7@ K of the respondents are in some cases. 87 K of the
respondents are often. :6 K of the respondents are rare and ?7 K of the respondents are not at all-
CHA-7 &.%.&)
68
-ABLE &.%.&%
ES,"NDEN-S BASED "N -HE+ +N0EC-+"1S D+SEASE
Sl.No +n4e5tious diseases No. o4 espondents ,er5enta6e
8 Ies 8< 8<K
6 'o @= @=K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le infers that.
8< K of the respondents are sa+s +es and @= K of the respondents are sa+s no-
CHA-7 &.%.&%
69
-ABLE &.%.&&
ES,"NDEN-S BASED "N LEA;E :HENE;E 2"1 :AN-
Sl.No Leave No. o4 espondents ,er5enta6e
8 Ies 86 86K
6 'o @@ @@K
-otal %)) %))K
+N-E,E-A-+"N##
&he a)o,e ta)le infers that
86 K of the respondents are sa+s +es. @@ K of the respondents are sa+s no-
CHA-7&.%.&&
70
-ABLE &.%.&(
ES,"NDEN-S BASED "N +NS100+C+EN- ES- ,A1SE
Sl.No +nsu44i5ient rest pause No. o4 espondents ,er5enta6e
8 More <7 <7K
6 (ess 8< 8<K
: &olera)le 6= 6=K
-otal %)) %))K
+N-E,E-A-+"N##
&he a)o,e ta)le infers that. <7 K of the respondents of the respondents are More. 8< K of the
respondents are (ess and 6= K of the respondents are &olera)le
CHA-7&.%.&(
71
-ABLE &.%.&?
ES,"NDEN-S BASED "N -HE+ 3"-+;A-+"N -ECHN+A1E
Sl.No 3otivation -e5/niEue No. o4 espondents ,er5enta6e
8 Incenti,e <@ <@K
6 Bonus 6< 6<K
: Allowance < <K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. <@ K of the respondents are Incenti,e. 6< K of the respondents
are Bonus. and < K of the respondents are Allowance-
CHA-7 &.%.&?
72
-ABLE &.%.&$
ES,"NDEN-S BASED "N -HE+ C"1NSEL+NG ,";+DED B2 -HE C"3,AN2
S.No
Counselin6 provided by t/e
5ompany
8 Ies <@ <@K
6 'o :6 :6K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that <@ K of the respondents are sa+s +es and :6 K of the
CHA-7 &.%.&$
73
-ABLE &.%.&'
ES,"NDEN-S BASED "N -HE+ NEED "0 ADD+-+"NAL LEA;E
S.No Need o4 Additional Leave No. o4 espondents ,er5enta6e
8 Ies =< =<K
6 'o ?= ?=K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that =< K of the respondents are sa+s +es and ?= K of the
CHA-7 &.%.&'
74
-ABLE &.%.&B
ES,"NDEN-S BASED "N -HE+ L+KE 2"1 ."B
S.No LiIe your .ob No. o4 espondents ,er5enta6e
8 Highl+ $atisfied =6 =6K
6 $atisfied =< =<K
: 'eutral 86 86K
= Dissatisfied 7 7K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that. =6 Kof the respondents are highl+ satisfied. =<K of the
respondents are satisfied. 86K of the respondents are neutral and 7 Kof the respondents are
dissatisfied-
CHA-7 &.%.&B
75
-ABLE &.%.&C
ES,"NDEN-S BASED "N -HE+ :"K L"AD
Sl.No :orI Load No. o4 espondents ,er5enta6e
8 Highl+ $atisfied 86 86
6 $atisfied 87 87
: 'eutral =< =<
= Dissatisfied :6 :6
-otal %)) %))
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that 86 K of the respondents are highl+ satisfied. 87 Kof the
respondents are satisfied. =< K of the respondents are neutral and :6 Kof the respondents are
dissatisfied-
CHA-7 &.%.&C
76
-ABLE &.%.&D
ES,"NDEN-S BASED "N -HE+ ,E0EENCE "0 SH+0-S " ED1CE
ABSEN-EE+S3
S.No ,re4eren5e o4 S/i4t No. o4 espondents ,er5enta6e
8 !eneral $hift == ==K
6 0ee*l+ $hift =< =<K
: Monthl+ $hift 87 87K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that == K prefers general shift. =< K prefers wee*l+ shift and 87 K
prefers monthl+ shift
CHA-7&.%.&D
77
-ABLE &.%.()
ES,"NDEN-S BASED "N -HE+ 0EED"3 -" CHANGE -HE SH+0-S
S.No 0reedom to 5/an6e t/e s/i4t No. o4 espondents ,er5enta6e
8 Ies 6< 6<K
6 'o 8< 8<K
: Rare ?@ ?@K
-otal %)) %))K
+N-E,E-A-+"N##
From the a)o,e ta)le it is inferred that 6< K of the respondents are +es. 8<K of the respondents are no
and ?@ Kof the respondents are rare
CHA- &.%.()
78
-ABLE &.%.(%
ES,"NDEN-S BASED "N :"KES ",+N+"N ED1CE -HE ABSEN-EE+S3
S.No
:orIers opinion to redu5e t/e
absenteeism
8 Increase in num)er of holida+s =< =<K
6 Better wor*ing conditions @ @K
: Pro,iding non9monetar+ )enefits 6= 6=K
= Better performance appraisal 66 66K
-otal %)) %))K
+N-E,E-A-+"N#
From the a)o,e ta)le it is inferred that =< K of the respondents are Increase in num)er of holida+s. @
Kof the respondents are Better wor*ing conditions. 6= K of the respondents are Pro,iding non9
monetar+ )enefits and 66 Kof the respondents are Better performance appraisal-
CHA-7 &.%.(%
79
&.& ANAL2S+S 1S+NG CH+7SA1AE7 &
-" 0+ND :HE-HE -HEE +S D+00EENCE BE-:EEN -HE ",+N+"N "0 ES,"NDEN-S
EGAD+NG -HE+ SALA2 ,A+D
Null Hypot/esis
&here is no significant difference in the ,aria)le among the emplo+ees a)out their salar+ paid-
-ABLE &.&.%
$l-'o $alar+ Paid 'o- of Respondents
8
$ufficient :7
6
'eutral 68
:
Insufficient 6=
=
Moderatel+ $ufficient 6?
&otal
877
0"31LA
2%9"3
6

6 R
"
% R %)ser,ed frequenc+
" R "1pected frequenc+
80
C"3,1-A-+"N "0 CH+7SA1AE ! & *
-ABLE No# &.&.&
$-'o % " 2%9"3 2%9"3
6
2%9"3
6
F"
8 :7 6? ? 6? 8
6 68 6? 9= 8< 7-<=
: 6= 6? 98 8 7-7=
= 6? 6? 7 7 7
&%&A( 8-<@
&he calculated ,alue is 8-<@
Degree of freedom R 2n983 R 2=983
R :
(e,el of significance R ?K
&a)le ,alue : of D!F and ?K le,el of significance R >-@8?
8-<@ W >-@8? 9 Calculated #alue is lesser than &a)ulated #alue-
Hence. 'ull h+pothesis is ACC"P&"D-
+N-E,E-A-+"N#
&hus Chi9$quare test infers that there is no significant difference in the ,aria)le among
the emplo+ees a)out their salar+ paid-
81
&.( ANAL2S+S 1S+NG C"ELA-+"N ANAL2S+S
-" 0+ND :HE-HE -HEE +S C"ELA-+"N BE-:EEN A00EC-ED B2 +N0EC-+"1S
D+SEASES ;s LEA;E A00EC-+NG -HE C"3,AN2 "1-,1-
(et X )e the respondent affected )+ Infectious diseases-
(et I )e the (ea,e affecting the compan+ output-
-ABLE &.(.%
Sl.No 0a5tors F 2
% 2es 8< >7
& No @= :7
-otal 877 877
ANKS
-ABLE &.(.&
Sl.No anI o4 F anI o4 2 diN O !Fi72i*N
% 6 8 8
& 8 6 8
-otal P!Fi72i*N 6
89< S diT
Formula r R 89 .B+ su)stituting the data to the formula. we get r O 7).C(
' 2nT983

+N0EENCE
&he ,alue o)tained is in negati,e. where it infers that a change in one ,aria)le has an opposite
change in another ,aria)le- From the correlation anal+sis it is inferred that. if the emplo+ees get
affected )+ Infectious diseases then the compan+ output will )e get decreased-
82
&.? ANAL2S+S 1S+NG :E+GH-ED A;EAGE 3E-H"D
-" 0+ND -HE ANKS "0 D+00EEN- 0AC-"S :H+CH AE L+S-ED BEL": ACC"D+NG
-" -HE ",+N+"N "0 ES,"NDEN-S
-ABLE No# &.?.%
0AC-"S EL5ellent Good 0air Don=t Ino@
3ANAGE3EN-
,"L+C2 @ ?7 6@ 8=
:"K+NG
EN;+"N3EN- <= 6< < =
S1,E;+S"
A--+-1DE
-":ADS 2"1
,"BLE3S
86 8= =6 :6
-able &.?.&
,"+N-
:E+GH-AGE
? ( & %
0AC-"S
E G 0 D.K -"-AL A;G ANK
3ANAGE3EN-
,"L+C2 :6 8?7 ?< 8= 6?6 6-?6 6
:"K+NG
EN;+"N3EN- 6?< >@ 86 = :?7 :-? 8
S1,E;+S"
A--+-1DE
-":ADS 2"1
,"BLE3S
=@ =6 @= :6 67< 6-7< :
+N0EENCE
From the a)o,e ta)le it is inferred that the compan+ gi,es more weight age first to the wor*ing
en,ironment. second to the management polic+ and finall+ to the super,isor attitude towards +our
pro)lems- &his shows that the emplo+ees are ,er+ much satisfied with their wor*ing en,ironment-

83
CHA,-E 8 +++
84
0+ND+NGS
(.% 0+ND+NGS#
8- =: K of the emplo+ees are age le,el 6>9:< in +our organi;ation-
6- <? K of the emplo+eeCs marital statuses are married-
85
:- =7 K of the emplo+eeCs educational qualification is diploma-
=- ?7 K of the emplo+eeCs wor*ing e1perience are ?9< +ears-
?- :< K of the emplo+eeCs are ta*en lea,e in a month 89? da+s-
<- :@ K of the emplo+eeCs a)sent reasons are personal pro)lem-
>- ?7 K of the emplo+eeCs are said a)out present management polic+ are good-
@- =6 K of the emplo+eeCs are well clear a)out their jo) responsi)ilities-
A- <= K of the emplo+eeCs are said wor*ing en,ironment is e1cellent-
87- =6 K of the emplo+eeCs relationship with super,isor is fair-
88- =6 K of the emplo+eeCs relationship with co9wor*ers is fair-
86- <= K of the emplo+eeCs said a)out superiors attitude towards pro)lem sol,ing is fair-
8:- ?6 K of the emplo+eeCs are said a facilit+ pro,ided )+ the organi;ation is e1cellent-
8=- :7 K of the emplo+eeCs said salar+ paid )+ the compan+ is sufficient-
8?- >7 K of the emplo+eeCs lea,e affecting the compan+ output-
8<- =< K of the emplo+eeCs are said compan+ pro,ided the compensation are dissatisfied-
8>- =7K of the emplo+eeCs are said a)out the e1isting jo) is neutral-
8@- ?7 K of the emplo+eeCs aid a)out the procedure for ta*ing lea,e method is as*ing a permission
to their super,isor-
8A- =@ K of the emplo+eeCs told a)out the fle1i)ilit+ and independence allowed )+ the
organi;ation is dissatisfied-
67- ?7 K of the emplo+eeCs said a)out the transport pro)lem is not at all-
68- @= K of the emplo+eeCs said a)out the infectious disease is no-
66- @@ K of the emplo+eeCs said a)out the lea,e whene,er +ou want is no-
6:- <7 K of the emplo+eeCs told a)out the insufficient rest pause is more-
6=- <@ K of the emplo+eeCs told a)out the organi;ation moti,ation technique is incenti,e method-
6?- <@ K of the emplo+eeCs said the need counseling pro,ided )+ the compan+-
6<- ?= K of the emplo+eeCs e1pect additional lea,e-
6>- =< K of the emplo+eeCs are satisfied their jo)-
6@- :@ K of the emplo+eeCs a)sent reasons are personal pro)lem
6A- 87 K of the emplo+eeCs are said the a)out the wor* load is satisfied-
:7- =< K of the emplo+eeCs said a)out the preference of shift to reduce a)senteeism is wee*l+ shift-
:8- 8< K of the emplo+eeCs said a)out the freedom to change the shifts is no-
:6- =< K of the emplo+eeCs said there are need increase in num)er of holida+s to reduce the
a)senteeism-
86
S1GGES-+"NS
87
(.& S1GGES-+"NS#
Producti,it+ of an organi;ation depends upon the people who wor* for the unit- EHow to ma*e people
wor* more or more )etterJ is a million dollar question that requires an understanding of what
moti,ates people to wor*- $imilarl+ it ma+ )e possi)le to get people to wor* more in higher
proportions with marginal increase in pro,iding welfare measures- $uch needs ha,e )een anal+;ed and
identified through this stud+- It will )e fruitful for the organi;ation to adopt for )etter human
pronounce. pro,ided management simultaneousl+ retain high s*illed emplo+ees to attain organi;ation
effecti,eness- &his ma+ help in controlling AB$"'&""I$M-
In this section following suggestions ma+ helpH
8- %rgani;ation can tr+ and increase the le,el of wor*ers participation in decision ma*ing
6- Increase the num)er of performance related awards
:- Increase the organi;ation facilities
=- Majorit+ of them feel that insufficient rest pause is one of the reasons for a)sent - $o the
compan+ ma+ consider of increasing it-
?- More attention to )e gi,en for o,er all de,elopment of emplo+ees welfare facilities-
<- %rgani;ation can moti,ate indi,iduals through proper counseling and guidance-
>- Majorit+ of them feel that wage 5 salar+ pro,ided to them ma+ ha,e to )e considered for hi*e- $o
the compan+ ma+ consider of increasing it-
@- $uper,isors ma+ )e considered for management training-
A- Majorit+ of them feel that compensation at the time of +our lea,e dissatisfied- $o the compan+
ma+ consider of increasing it-
87- Majorit+ of 0or*ers opinion a)out the factors to reduce the a)senteeism increase in
num)er of holida+s- $o the compan+ ma+ consider of increasing holida+s-
88
C"NCL1S+"N
89
(.( C"NCL1S+"N#
&he emplo+ees of GEA;ES C"--"N L+3+-ED9 are ta*ing lea,es for ,arious personal
and famil+ reasons- &he+ are aware of the impact of their a)sence on the production- Most of the
emplo+ees admit that the+ are tr+ing to a,oid lea,es. )ut man+ a times things are )e+ond their control-
$ome of the emplo+ees feel that the management should pro,ide holida+ trip or famil+ get together as
recreation so that the+ will )e rela1ed after the hectic jo) schedule- &he+ also add that the+ are
a,ailing all the welfare facilities pro,ided )+ the compan+- %ne will ne,er forget to sa+ that little of
empath+ towards emplo+ees will definitel+ +ield )etter industrial relations and minimi;e A)senteeism-
&he term a)senteeism refers to the failure to attend to wor*- It is one of the major pro)lems
faced )+ companies across the glo)e toda+- 4nscheduled a)senteeism )adl+ hurts the progress of an
organi;ation resulting in loss of producti,it+. increased costs in hiring additional staff and low morale
among the wor*ers- It is high time that emplo+ers address this pro)lem on a priorit+ )asis-
&he stud+ concluded that pro,iding positi,e incenti,es to wor*ers in the form of those
moti,ational factors that nominall+ influence wor*ers to )e a)sent is )etter than imposing penalties for
discouraging a)senteeism- &he )est reward for wor*ers with lower a)senteeism is to grant additional
time off for personal matters- 0or*ers are influenced to a lesser e1tent )+ deterrents. loss of pa+ and
)enefits and loss of promotion opportunities and discharge. imposed for frequent a)senteeism- Finall+
a com)ination of incenti,es 2additional time off3 and penalties 2loss of )enefits or jo)3 with the
primar+ emphasis on moti,ational incenti,es is the most effecti,e approach to reducing a)senteeism-
(imitation
90
A,,END+CES
91
A1ES-+"NNA+E
A S-1D2 "N E3,L"2EE ABSEN-EE+S3 +N
GEA;ES C"--"N L+3+-ED 8 AN+,E-
Dear $ir F Madam.
I am D-$han*ar. as a part of m+ curriculum I am doing m+ summer project on the title A S-1D2 "N
E3,L"2EE ABSEN-EE+S3 in +our organi;ation- I would )e grateful if +ou *indl+ spare +our
precious time to answer the queries-
,ersonal +n4ormation#
'ame H
Age H 2a3 8@96< +rs 2)3 6>9:< +rs
2c3 :>9=< +rs 2d3 A)o,e => +rs
Marital $tatus H 2a3 Married 2)3 4nmarried
Qualification H
"1perience H
Designation H
%* Ho@ o4ten you remain absent in a mont/Q
2a3 7 2)3 89?
2c3 <987 2d3 8798? 2e3 8<967
&* A55ordin6 to you @/at is t/e main reason 4or employees absentQ
2a3 Health pro)lem FPersonal Pro)lem 2)3 $tress F Finance Pro)lem
2c30or* dissatisfaction 2d3 0or*ing en,ironment
(* 2our vie@s re6ardin6 t/e present Absenteeism ,oli5y o4 !rea,es Cotton (imitedQ
2a3 "1cellent 2)3 !ood
2c3 Fair 2d3 DonCt *now
92
?* Are you 5lear about your @orI H Rob responsibilitiesQ
2a3 0ell clear 2)3 !ood
2c3 Fairl+ clear 2d3 DonCt *now
$* Are you satis4ied @it/ your @orIQ
2a3 0ell satisfied 2)3 !ood
2c3 Fair 2d3 'ot satisfied
'* 2our vie@s re6ardin6 t/e @orIin6 environment o4 !rea,es Cotton (imitedQ
2c3 Fair 2d3 Poor
B* Ho@ are your relations @it/ your 5o7@orIersQ
2c3 Fair 2d3 Poor
C* Ho@ are your relations @it/ your superiorsQ
2c3 Fair 2d3 Poor
D* 2our superior=s attitude to@ards your problemsQ
2c3 Fair 2d3 Poor
%)* 2our vie@s re6ardin6 t/e 4a5ilities provided to you by !rea,es Cotton (imitedQ
2c3 Fair 2d3 Poor
%%* About t/e salary paid by t/e 5ompanyQ
2a3 $ufficient 2)3 'eutral
2)3 Insufficient 2d3Moderatel+ $ufficient
%&* Does your leave @ill a44e5t t/e 5ompany outputQ
2a3 Ies 2)3 'o
93
%(* Are you satis4ied your 5ompensation at t/e time o4 your leaveQ
2a3 Highl+ $atisfied 2)3 $atisfied
2c3 'eutral 2d3 Dissatisfied
%?* Are you satis4ied @it/ your eListin6 RobQ
2)3 Highl+ $atisfied 2)3 $atisfied
%$* :/at is t/e pro5edure 4or taIin6 leave in your or6ani>ationQ
2a3 !i,ing a lea,e letter 2)3 'ot gi,ing a lea,e letter
2)3 As*ing a permission 2d3 'o lea,e
%'* 0leLibility and +ndependen5e allo@edQ
%B* Ho@ o4ten do you absent due to transportation problemQ
2a3 In some cases 2)3 %ften
2c3 Rare 2d3 'ot at all
%C* Are you a44e5ted by in4e5tious diseasesQ
2a3 Ies 2)3 'o
%D* +s it possible to 6et leave @/enever you @antQ
2)3 Ies 2)3 'o
&)* Do you tell insu44i5ient rest pause is one o4 t/e reasons 4or absentQ
2a3 More 2)3 (ess 2c3 &olera)le
&%* :/at type o4 motivation te5/niEue adopted 4or employees re6ular to t/e @orIQ
2a3 Incenti,es 2)3 Bonus 2c3 Allowances
&&* Do you need 5ounselin6 in t/e 5ompany 4or your personal matter a44e5tin6 you in
taIin6 leave o4tenQ
2a3 Ies 2)3 'o
94
&(* Do you need additional leaveQ
2)3 Ies 2)3 'o
&?* Do you liIe your RobQ
&$* Employee opinion about t/e @orI loadQ
&'* -o redu5e absenteeism @/i5/ s/i4ts do you pre4er i4 it is adoptedQ
2a3 !eneral $hift 2)3 0ee*l+ $hifts 2c3 Monthl+ $hift
&B* Do you /ave 4reedom to 5/an6e your s/i4t 4or your 5onvenien5eQ
2a3 Ies 2)3 'o
&C* :orIers opinion about t/e 4a5tors to redu5e t/e absenteeismQ
2a3 Increase in num)er of holida+s
2)3 Better wor*ing conditions
2c3 Pro,iding non9monetar+ )enefit
2d3 Better performance appraisal
95
B+BL+"GAH2
96
B+B+L+"GA,H2
B""KS#
Mothari. C-R-. Research Methodolog+ 9 Methods 5 &echniques. 'ew Age international 2P3
(td-. Pu)lishers. 'ew Delhi .$econd "dition .677=-
!upta. $-P-. $tatistical Methods. $ultan Chand 5 $ons Pu)lishers. 'ew Delhi. &hirt+ Fourth
"ditions. 677?-
Prasath (-M-.Human resources management . $ultan Chand 5 $ons Pu)lishers. . 'ew Delhi.
&hirt+ Fourth "ditions. 677?-
Redd+5 Rao LA)senteeism in India . Deep . pu)lication . 'ew Delhi
Aswathappa-*. Human Resource and Personnel Management. &ata Mc !raw Hill. 'ew Delhi.
8AAA-
Industrial Relation9677>. ArunMonappa-
Industrial Relation. &rade 4nion and (a)our (egislation9677A. P-R-' $inha-
Industrial Relation and (a)our (aws9677A. $-C $ri,asta,a-
:EBS+-ES#
www-google-com
www-wi*epidia-com
www-hrglossories-com
www-hr9guide-com
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A Study on Employees Absenteeism

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