A STUDY ON EMPLOYEE ABSENTEEISM IN BHARAT HEAVY ELETRICALS LIMITED

K.BHAR
ATHI VIT-BUSINESS SCHOOL

ABSTRACT:

Man power planning has a crucial role to play in running the business
successfully. The success of the well planned man power is reflected in the
presence of the required human resource on time. Hence absenteeism has
become the menace of all the concerned HR departments today. BHEL is not an
exception. This study is carried out to find out the causes for the absenteeism of
the employees. It is found from the study that the holidays provided, welfare
measures carried out, huge work load, unconducive environment to work are the
causes for the absenteeism.

INTRODUCTION:

Absenteeism is a very intricate problem for the Industry, which requires a

very comprehensive, and integrated approach and which cannot be solved
through efforts either by punishments disciplinary measures alone. The
Industrial is rather a creation of the social set up. The cure for Absenteeism,
therefore, lays not much in a readjustment of man to the social conditions but
principally is a readjustment of the social condition to the need of man.

NEED FOR THE STUDY:

 Absenteeism has greater importance on the performance of the

organization.
 Increased in absenteeism results in decrease in productivity through loss
of man hours.
 The management of “BHARAT HEAVY ELETRICALS LIMITED RANIPET” they
need to investigate the case of absenteeism.

Bharat Heavy Electrical Limited (BHEL) - a Government of India

enterprise, is the largest engineering and manufacturing enterprise of its kind in
India and is one of the leading international companies in the field of power
equipment manufacture.
BHEL is an environment friendly company in all its activities, products & services
besides providing safe and healthy working environment to all its stakeholders.
All manufacturing units/regions of the company are accredited to international
standards viz. ISO-14001 certification for environmental management and
OHSAS -18001 certification for occupational health and safety management
systems.

OBJECTIVES OF THE STUDY

 To identify the relevant causes for absenteeism in the organization.

 To give suggestions for suitable measures for management to reduce the

absenteeism.

Research Methodology:

Research Design:

The study projects workers absenteeism in “BHARAT HEAVY

ELETRICALS LIMITED”

The basic plan that guides the data collection and analysis, phases of the
sources of data, the data collection procedure. It includes secondary data
sources observation, interview with labour, employees and earlier records for
company details and sample size 100 workers the data collection is done
through questionnaire method.

Data Collection Method:

Two types of data name primary and secondary data are collected,
primary data is the data explicitly gathered for this research work.

PRIMARY DATA:

The primary data was collocated directly from the workers of “ BHARAT

HEAVY ELECTRICALS LIMITED”.

SECONDARY DATA:

The secondary data were collected from the “BHARAT HEAVY

ELETRICALS LIMITED”. And from the book materials, internet, company
records, magazines and journals.

SAMPLING UNITS:

The sampling unit is “BHARAT HEAVY ELETRICALS LIMITED”.

RANIPET Vellore. Sampling size: sampling size is 100 respondents.

FRAMEWORK OF THE ANALYSIS:

The data collected from the trainees, have been analysis based on the
questionnaire response under some statistical technique as below:

 Percentage Analysis
 Chi-Square Test
 Weighted average method
 Charts

FINDINGS

• 48% of the associates are strongly agreed and 38% agree that they are

having a safe work environment.

• 42% of the associates are agree and 33% strongly agree that the work

given to the employees are comfortable

• 37% of the associates are strongly agree and 34% agree that the

company provides adequate number of holidays

• 32% of the associates are agree 26% of them are strongly agree that the

company provides satisfactory salary scales

• 46% of the associates feels that work is heavy during peak times and 33%

of them feels heavy work always

• 35% of the associates are strongly agree and 30% agree that the

company provides effective welfare measure

• 42% of the associates are agree and 24% strongly agree that the

company provides counseling for the employees

• 50% of the associates are satisfied with there juniors and 48% that the

associates agree that they feel comfortable with there peer group

• 81% of the associates are motivate by health benefits and 63% by

quarters facilities and 48% of them motivate through work life support

• 57% of the associates are partially availed with there sick leave and 55%

that the associates agree that they feel comfortable with there casual

leave,

• 30% of the associates are taking less than 5 days leave and 27% are

taking above 20 days

• From the above table it can be inferred that 564% of the associates are

affects organizational growth.

• 33 % of the associates are absent due to stress factor, whereas 32% of

them absent due to health problems and 19% for family problems.

• 58% of the associates are strongly agree and 28% agree that they are the

key factor to organizational effectiveness

• 35% of the associates are strongly agree and 33% agree that there is a

reduction of absenteeism, a key goal within the departmental plan

• 34% of the associates are strongly agree and 31% agree that the

organization undertake the disciplinary action.

• 40% of the associates are strongly agree and 22% agree that they taken

family counseling /follow up

 • 39% of the associates are yes and 35% are that they have been punished

for absenteeism

SUGGESTIONS

The general suggestions are:

An employee needs mental balance and physical stability to execute

his work perfectly to the expectation of the employer.

The following suggestions are vital:

 Population bulging, traffic jam and non-availability of the timely transport

are
Threatening the employee. To reach the working spot is the main problem
that dilutes the energy of the employees, so the firm must arrange
transport facilities to the employees.

 Health care is very much needed to execute optimum output. The

employee should be free from any addition of drugs, alcohol, he must
have periodical medical checkup.
 Smoking, drinking, should be avoided. This will pollute the atmosphere of
work and disturb the co-employee.
 Employee must have a free mind not carrying with him the domestic
problem to the work spot. This will create unnecessary tension.
 Incentive for the extra work and excellent work will motivate the employee
in his mental and physical contribution.
 Employee must have interest to enhance his work understanding by
reading relevant books and attending in service training programmer.
 An employee keeps his surroundings clean and neatly, unclear
atmosphere will irritate the employee and delay the initiative or deny the
dignity of labour.
 An employee should have a balanced budget to maintain his family, over
spending leads to debt and debt leads to disability of mind.
The suggestions given by the employees are:

 The management should create conducive environment.

 Workload can be reduced.

 Supervisors and co-workers should keep the worker when they are
in need of help.

 Every worker should be recognized.

 The management can start giving counseling to their workers

regarding family problem and health problem.

 They can arrange transport facility to the worker.

 Punishment not a goal to reduce the absenteeism.

 Counseling followup is must to reduce absenteeism.

 The absenteeism can be reduce by counseling by punishment.

 The how of every department should be reasonably strict on

absenteeism of the employees and the employees should always follow
disciplines is every activities.

 The management can take severe actions to reduce absenteeism.

 No of holidays to be increased family counseling to be given

adequate compensation.

 Even distribution of workload to all personnel of the department.

 Make every employee feel that he is more important to the

organization.
 Award quarterly “best employee of the department” 100%
attendance in that particular quarter be considered as one of the criteria
for giving that award.

RECOMMENDATION

 Increasing employer responsibility with regard to monitoring

absenteeism. This measure includes developing plans for re-entry into
employment (within six weeks of absence), areas for dialogue, and
documenting measures implemented to adjust the workplace to the
needs of sick employees.
 Ideally, employee representatives and health personnel should also
be involved in this work.
 To ensure that supervisors are comfortable and competent in their
role of managing absenteeism, they need to have the full support of
senior management.
 As most contractors are aware, too much absenteeism and turnover
can adversely affect labor productivity