A

PROJECT REPORT ON
ANALYSIS OF EMPLOYEES SATISFACTION AND
QUALITY OF WORK LIFE
AT AMUL DAIRY
FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF
DEGREE OF MASTER OF BUSINESS ADMINISTRATION

SESSION: - 2014-2015
GUIDE:
DR. PREETI SHUKLA
SENIOR HR EXECUTIVE
KDCMPUL, ANAND(GJ)

SUBMITTED BY:
UMANG RAJ
MBA II YEAR

R.A.PODAR INSTITUTE OF MANAGEMENT

JAIPUR

PREFACE
This project report has been prepared as per the requirement of the syllabus
of MBA course structure under which the students are the required to
undertake industrial internship. I undertook my training at Kaira District
Co-operative Milk Producers union Ltd. at its manufacture unit at ANAND,
GUJARAT.
My job during the training was to get an overview of the EMPLOYEES
SATISFACTION & QUALITY OF WORK LIFE of KDCMPUL(AMUL) in
ANAND.
It was a first hand experience for me as it was the first time that I really a
great experience.
In addition technological changes were witnessing power shift from old
hectic and weird ways of doing business. These technological developments
have brought revolutionary changes in the market and also in the mindset of
the people which might be positive and encouraging for a section of society
and adverse for the others.

DECLARTION
I hereby declare that all the information facts and figures produced in this
report is based on my own experience and study in analyzing the
EMPLOYEES SATISFACTION & QUALITY OF WORK LIFE.
I further declare that all the information and facts furnished in this project
report are based on my intensive research findings. They are first hand and
original in nature.

DATE
PLACE

UMANG RAJ

ACKNOWLEDGEMENT

I take this opportunity to express my gratitude towards KDCMPUL as

a whole. I am extremely thankful to DR. PREETI SHUKLA, Senior HR
Executive for permitting me to carry out the project in this organization.
I am highly grateful to Mr. Ganesh, Mr. Amit Vyas, Mr. Sandeep
Agarwal for her valuable guidance throughout this study. It is only because
of her unavoidable cooperation I managed to successfully complete my
project on time.
I am also very thankful to all the concerned relationship officers and
staff members who are directly or indirectly involved in carrying out my
project and have extended their able guidance and cooperation in this project
work.

UMANG RAJ

R.A.PODAR INSTITUTE OF MANAGEMENT

JAIPUR
DATE..

Certificate

This is to certify that Ms. Umang Raj has successfully completed her
summer training project on the topic of ANALYSIS OF EMPLOYEES
SATISFACTION & QUALITY OF WORK LIFE in Kaira District Cooperative Milk Producers Union Ltd., ANAND.

This project report prepare according to the norms and condition of

University of Rajasthan as per guidelines which are given in the syllabus of
MBA IInd YEAR.

Bhavya Soni
(FACULTY OF RAPIM)

EXECUTIVE SUMMARY
Success comes to those who deploy innovative ideas to the
business constantly. Gone are the days when followers were witnessing the
success to some extent. Present era belongs to those who do the same
common things differently. Yes we are talking about the success story of
AMUL.
It is my pleasure that I got the opportunity to work with Kaira District Cooperative Milk Producers Union Ltd., Anand for a Eight Weeks and got to
learn the operations of the organization and there systematic & sequential
processing. Amul Group has witnessed a meteoric rise right from its
inception and has enlisted itself among Milk, Butter, Cheese, Choclate etc.
manufacturer of the country. Amul offers a broad array of product, which
are:

Amul Milk

Amul Bread

Amul Biscuits

Amul Choclates

Amul Flavoured Milk

Amul Cookies

Amul Pizza Base etc.

TABLE OF CONTENTS

INDUSTRY PROFILE
COMPANY PROFILE

8-8
9-14

PARLE-G THE EVOLUTION

15-17

SOME WORK PROCESS IN PARLE

18-20

OVERVIEW OF THE COMPANY

21-24

PARLE WORK CULTURE

25-37

DIFFERENT OFFICES OF PARLE

38-39

INTRODUCTION TO HRM

40-41

INTRODUCTION OF EMPLOYEES ABSENTEEISM 42-50

RESEARCH METHODOLOGY

51-64

DATA ANALYSIS AND INTERPRETATION

65-82

FUTURE PROSPECTS

83-84

WORK TASK PERFORMANCE

85-85

FACTS & FINDINGS

86-86

RECOMMENDATIONS & SUGGESTION

87-87

CONCLUSION

88-88

QUESTIONAIRE

89-91

BIBLIOGRAPHY

92-92

INDUSTRY PROFILE
The Indian bakery industry is dominated by the small-scale
sector with an estimated 50,000 small and medium-size
producers, besides the 15 units in the organized sector.
Apart from the nature of the Industry, which gravitates to the
markets and caters to the local tastes, the industry is widely
dispersed also due to the reservation policies (relating to the
small scale industries) of the government. The two major
bakery products, biscuits and bread, account for 82% of all
bakery production. The unorganized sector accounts for
about half of the total biscuit production estimated at 1.5
million tons. It also accounts for 85% of the total bread
production and around 90% of the other bakery products
estimated at 0.6 million tons. The last includes pastries,
cakes, buns, and others. Biscuits are estimated to enjoy
around 37% share by volume and 75% by value of the
bakery industry. The organized sector caters to the medium
and premium segments, which are relatively less pricesensitive. The organized sector is unable to compete at the
lower price range due to the excise advantage enjoyed by
the informal sector. The organized segment in biscuits has

witnessed a steady growth of about 7.5%, conforming

broadly to the growth rate of GDP.
Bakery industry in India is the largest of the food industries
with annual turnover of about Rs. 3000 Crores. The biscuits
are becoming quite popular in rural areas as well. Nearly
55% of the biscuits are consumed by rural sectors.
The biscuit industry in India comprises of organized and
unorganized sectors. The FBMI represents the organized
biscuit industry consisting of small scale, medium and large
biscuit manufacturers located in all zones and all states of
the country. The biscuit industry is been experiencing steady
growth of 14-15% annually. In 2011, the growth exceeded
19% mark on account of exemption from Central Excise Duty
on biscuits. The Industry estimates project a 17+% growth of
the industry. The sentiments are sedate in lieu of the
economic downturn that has hit the entire country. The
FMCG sector on its part too is reeling under this slump.

COMPANY PROFILE
History
A long time ago, when the British ruled India a small factory was set up in
the suburbs of Mumbai city to manufacture sweets and toffees. The year was
1929 and the market was dominated by famous international brands that
were imported freely. Despite the odds and unequal competition, this
company called Parle Products survived and succeeded by adhering to high
quality and improvising from time to time.
A decade later in 1939, Parle Products began manufacturing biscuits, in
addition to sweets and toffees. Having already established a reputation for

quality the Parle brand name grew in strength with this diversification. Parle
Glucose and Parle Monaco were the first brands of biscuits to be introduced
which later went on to become leading names for great taste and quality.
Apart from being the world's largest selling biscuit, Parle G is winner of 8
Gold and 11 Silver awards at the Monde Selection Awards The global
standard for quality in Food category.

Secret Of Sucess
In keeping with our philosophy, we believe in adding value and spreading
the goodness around to improve the quality and safety of human life. Our
success today can be attributed to our members of the family and their
dedication that has resulted into success of the Parle brand name in the
market.

Eight Pillars Of Parles Success

Involvement of all employees
Transparency in working
Trust on each other
Self discipline
Appreciate culture
Continuous improvement
Deep desire to excel

 Respect to all fellow beings

Market Share
Over the years, Parle has grown to become a multi million US $
company. Parle enjoys the 40% share of the total biscuit market & 15%
share of total confectionery market in India.

The Strength Of The Parle Brand

Over the years, Parle has grown to become a multi-million US Dollar
company. Many of the Parle products - biscuits or confectionaries are market
leaders in their category and have won acclaim at the Monde Selection since
1971.
Today Parle enjoys a 40% share of the total biscuit market and a 15% share
of the total confectionary market, in India. The Parle Biscuit brands such as,
Parle-G, Monaco and Krack jack and confectionery brands such as Melody,
Poppins, Mango bite and Kismi enjoy a strong imagery and appeal amongst
consumers.
Be it a big city or a remote village of India, the Parle name symbolizes
quality, health and great taste and yet we know that this reputation has been
built by constantly innovating and catering to new tastes. This can be seen
by the success of new brands such as, Hide & Seek or the single twist
wrapping of Mango bite.
In this way, by concentrating on consumer tastes and preferences and
emphasizing Research & Development, the Parle brand grows from strength
to strength.

The Quality Commitment

Parle Products has one factory at Mumbai that manufactures biscuits
& confectioneries while another factory at Neemrana, in Rajasthan
manufactures biscuits. Apart from this, Parle has manufacturing facilities at

Neemrana, in Rajasthan and at Bangalore in Karnataka. These are the

Largest Biscuit & Confectionary plants in India. Parle Products also has 10
& 75 manufacturing units on contract.
All these factories are located at strategic locations, so as to ensure a
constant output & easy distribution. Each factory has state-of-the-art
machinery with automatic printing & packaging facilities.
All Parle products are manufactured under the most hygienic conditions.
Great care is exercised in the selection & quality control of raw materials,
packaging materials & rigid quality standards are ensured at every stage of
the manufacturing process. Every batch of biscuits & confectioneries are
thoroughly checked by expert staff, using the most modern equipment.

The Marketing Strength

Parle brand have found their way into the hearts and homes of people all
over India & abroad.
Parle has more than 3000 wholesalers, catering to 33,00,000 retail outlets.
There are 31 depots and C&F agents supplying goods to the nation wide
distribution network.
The extensive distribution network, built over the years, is a major strength
for Parle Products. Parle biscuits & sweets are available to consumers, even
in the most remote places and in the smallest of villages with a population of
just 500.
A two hundred strong dedicated field force services these wholesalers &
retailers.
The Parle marketing philosophy emphasizes catering to the masses. We
constantly endeavor at designing products that provide nutrition & fun to the
common man. Most Parle offerings are in the low & mid-range price
segments. This is based on our cultivated understanding of the Indian
consumer psyche. The value-for-money positioning helps generate large
sales volumes for the products.

 SWOT ANALYSIS
Strengths:
Location & Updated technology
Less Competition & Convenient Transportation
High quality products & Exported all over world
Low cost of production due to Economies of Scales in terms of
Labour, Land, Raw materials etc.

 Good Infrastructural facilities & Good Industrial relations

Dedicated top level management & Workers participation in
management
Conducive working environment & Operates in semi rural area

Weakness:
Unattractive salary for unskilled employees
Inflexible working hours
Located a bit far from cities
Lack of recreational opportunities at Bahadurgarh
Far from Harbors and Airways

Opportunities:
High level of expansion is possible
Can provide employment for rural class of people
Can diversify business as the set up cost is comparatively low at
Bahadurgarh
Can cater domestic customers

Threats:
Entry of new competitors
Fluctuation of foreign currency rates due to global cues
Situated in outskirts
Changes in technology
Growing power of Trade union

VISION

To be the Leaders in the business. Parle will stand apart from the
competition by being the first in the market to innovate.

MISSION
Parle will be the leaders in the business by- Maintaining high quality,
Introducing new & innovative products, reaching every part of India,
remaining Customer-centric, constantly upgrading the Knowledge & the
Skills.

PARLE G - THE EVOLUTION!!!

Parle-G has been a strong household name across India. The great taste,
high nutrition, and the international quality makes Parle-G a winner. No
wonder it's the undisputed leader in the biscuit category for decades. ParleG is consumed by people of all ages, from the rich to the poor, living in
cities & in villages. While some have it for breakfast for others it is a
complete wholesome meal. For some it's the best accompaniment for chai,
while for some it's a way of getting charged whenever they are low on
energy. Because of this, Parle-G is the world's largest selling brand of
biscuits.
Launched in the year 1939, it was one of the first brands of Parle Products.
It was called Parle Glucose Biscuits mainly to cue that it was a glucose
biscuit. It was manufactured at the Mumbai factory, Vile Parle and sold in
units of half and quarter pound packs.
The incredible demand led Parle to introduce the brand in special branded
packs and in larger festive tin packs. By the year 1949, Parle Gluco biscuits
were available not just in Mumbai but also across the state. It was also sold
in parts of North India. By the early 50s, over 150 tones of biscuits were
produced in the Mumbai factory. Looking at the success of Parle-G, a lot of
other me-too brands were introduced in the market And these brands had
names that were similar to Parle Gluco Biscuits so that if not by anything
else, the consumer would err in picking the brand. This forced Parle to
change the name from Parle Gluco Biscuits to Parle-G.
Originally packed in the wax paper pack, today it is available in a
contemporary, premium BOPP pack with attractive side fins. The new
airtight pack helps to keep the biscuits fresh and tastier for a longer period.
Parle-G was the only biscuit brand that was always in short supply. It was
heading towards becoming an all-time great brand of biscuit. Parle-G
started being advertised in the 80's. It was advertised mainly through press
ads.

The communication spoke about the basic benefits of energy and nutrition.
In 1989, Parle-G released its Dadaji commercial, which went on to become
one of the most popular commercials for Parle-G. The commercial was run
for a period of 6 years.
Parle-G grew bigger by the minute. Be it the packs sold, the areas covered
or the number of consumers. It became a part of the daily lives of many
Indians. It wasn't a biscuit any more. It had become an icon. The next level
of communication associated the brand with the positive values of life like
honesty, sharing and caring.
In the year 1997, Parle-G sponsored the Tele-serial of the Indian superhero,
Shaktimaan that went on to become a huge success. The personality of the
superhero matched the overall superb benefits of the brand. Parle extended
this association with Shaktimaan and gave away a lot of merchandise of
Shaktimaan, which was supported by POS and press communication. The
children just could not get enough of Parle-G and Shaktimaan.
In the year 2002, it was decided to bring the brand closer to the child who is
a major consumer. A national level promo - `Parle-G Mera Sapna Sach
Hoga' was run for a period of 6 months. The promo was all about fulfilling
the dreams of children. There were over 5 lakh responses and of that, over
300 dreams were fulfilled. Dreams that were fulfilled ranged from trips to
Disneyland at Paris & Singapore; meeting their favorite film star Hrithik
Roshan; free ride on a chartered plane; 20 scholarships worth Rs 50,000; a
special cricket coaching camp with the Australian cricketer - Ricky Ponting;
etc.
The year 2002 will go down as a special year in Parle-G's advertising
history. A year that saw the birth of G-Man - a new ambassador for ParleG. Not just a hero but also a super-hero that saves the entire world,
especially children from all the evil forces. A campaign that is not just new
to the audiences but one that involves a completely new way of execution
that is loved by children all over the world - Animation. A TV commercial
that showed G-Man saving the children from the evil force called Terrolene
launched this campaign. It was also supported by print medium through
posters and streamers put up at the retail outlets.

G-Man, a new superhero of Parle-G has the potential of making it big and
will be supported by a campaign that will see many a new creative in the
future so as to keep the children excited and generate pride in being a
consumer of Parle-G.
To make the brand much more interesting and exciting with children, it was
decided to launch a premium version of Parle-G called Parle-G Magix in
the year 2002. Parle-G Magix is available in two exciting tastes - Choco
and Cashew. The year 2002 also witnessed the launch of Parle-G Milk
Shakti, which has the nourishing combination of milk and honey, especially
launched for the southern market.
Parle-G continues to climb the stairs of success. Take a look at the global
market where it is being exported. First came the Middle East then USA
followed by Africa and then Australia. An Indian brand, that's exported to
almost all parts of the world. After all that's what you would expect from the
Parle-G World's Largest Selling Biscuit.
However, Parle Products also manufactures a variety of premium products
for the up-market, urban consumers. And in this way, caters a range of
products to a variety of consumers.

Uniqueness Of Bahadurgarh Parle

This unit is designed to produce Parle-G at its site with a packing
variety of 100 gm & 75 gm
Bahadurgarh unit is designed for producing
o 275 MT i.e. 32 truck i.e. of Biscuits/day.
o 30 packet / second
We are handling 16 trucks of Maida, 4 trucks Sugar, 2 trucks Ghee
etc. per day.
Also we have a wrapper printing unit on-site capacity of 150 MT/Day.

 5-S - WORK PLACE MANAGEMENT

Five 'S' is an integrated concept for Work Place management.
1S: SEIRI Organization or re-organization is to sort out unnecessary items
in the work place and apply stratification management to discard them egg.
Things not belong to that area to be removed from there. Use red tag for
unnecessary items and yellow tags for the items which are extra and should
be sent to stores.
2S: SEITON Neatness: Put the things in a proper way. Everything should
have a place and everything should be in its place. Decide the place, mark
the place, and put label on items. Arrange the items in such a way so that can
be picked easily for use.
3S: SEISO Cleaning: Here cleaning is in the form of inspection. When we
are doing cleaning, we are inspecting simultaneously, if something is
unnecessary we are discarding those things (under 1S) and if during cleaning
we have seen that any item is not kept in proper place, we put them in its
place (doing 2S).
4S: SEIKETSU Standardization: When we are doing 1-S, 2-S and 3-S, we
may be facing number of problems. Try to find out good solutions and
standardized the system.
5S: SHITSUKE Discipline: This means whatever system we are having or
developed by us under 4-S to be followed in such a way so that, standard
practices become a part of our life.

JAGRUTI SYSTEM
This is the system with the help which we can develop the awareness and
cultural change in employees with respect to personal hygiene, cleanliness
of factory and its surrounding area. We are managing team to maintain the
jagruti in effective manner like:-

 Aazad shift jagruti team

Bhagat singh shift jagruti team
Working period of each team is two-months. Generally Team leader is the
shift supervisor of the related team.

Working Procedure
Each team member is responsible for the jagruti defaulter in his shift. They
check employees of their shift on the base of jagruti parameters (i.e. Nails,
Hair, Shave, Clothes, Hair, shoes / Chappals, bangles, perfumes, watch and
smoking material). They write the names of defaulters in jagruti form and
submit that form to personnel department. Personnel dept. also makes the
report of defaulters and charges a fine of Rs 5 from workers and Rs 10 to
staff members.

KAIZEN
It means continuous small improvement in personal & professional life.
Kaizen is a daily activity whose purpose goes beyond improvement. It is
also a process that, when done correctly, humanizes the workplace,
eliminates overly hard work (both mental and physical), and teaches people
how to perform experiments using the scientific method and how to learn to
spot and eliminate waste in business processes.

QUALITY CHECKING
In Process Check-list
Action Taken on product Safety
Troubleshooting Management
Graphs & Charts Used In Quality Dept.

 Silo Cleaning Frequency

Process Parameters
Raw Material Inspection by Production Staff: Shift wise
checking of Packing as well as mixing raw material physically
inspected by production staff.
Sugar syrup checking, PH , Brix , Inversion.
Water TDS & PH.
Dough PH.
Maida Drinking Taste.
Biscuit Dimension Checking (Stack Height, Length , Width &
Weight etc.).
Packet Leakage tests.
Biscuit Moisture & Hardness checking of baked Biscuit.
Silo Fat PV as well as FFA checking.
Finish Product Checking Moisture, Fat, Acidity of extracted
fat, Ash.

TAGGING SYSTEM
1. Tagging system highlights the defects/problems at a particular
Area/ machine.
2. System develops the habit of inspection at every corner.
3. Easy to know the maintenance schedule.
4. To minimize breakdowns.

5. To reduce Engineering inventory.

6. Improve observation power.

OVERVIEW OF THE COMPANY

Company Housing Facility

Parle provided housing to the worker and the staff member of the
company.

Education Facility
Company provided education facility to workers children, only local
area.

Uniform
Company only provides uniform to peons, security guard and driver not
to the workers.

Gift For Wedding

Company gives Rs100 or the gift worth of Rs. 1000 to the worker in case
of wedding or celebration.

Long Service Award

In Parle gratuity as per a there factories act is given to the workers as a

long service award there are also award certificate and Rs. 2000.

Loan Facility
These companies provide loan facility to worker in case of emergency
like marriage sickness and education for children and housing. The
maximum amount is 2 lakh. Loan given to worker is interest free and this
amount is deducted from his salary in easy installment.

PRODUCTS OF PARLE

Monaco Bites

Kismi Bar

Fun Centre

Mango Bite

Hide & Seek

Melody

Jeffs

Magix

Krackjack

Orange Candy

Marie Choice

Poppins

Monaco

Rol-a-Cola

Parle-G
Parle-G History

Toffees

Sixer

Milk Shakti

Nimkin

Parle Cream

 QUALITY POLICY
We are committed to providing superior value to our customers through
continual improvement in our quality and delivery performance.
To achieve this, we shall
Establish and review quality objectives with major thrust in the areas of
project management, cost reduction and supplier management.
Enhance the skill and competence of our employees for effectively meeting
the changing requirements of our customers and business.
Comply with all applicable regulatory requirements.
We shall communicate this policy to all our employees and review it
regularly for its continuing suitability.

QUALITY OUR STRENGTH

We committed to be a supplier of quality goods and services by anticipating and

meeting the requirement of customers. Teamwork and continuous improvement
shall remain our guiding values.

ENVIRONMENTAL POLICY
To achieve the above goal, we are committed to: Comply with all applicable national and local environmental laws and
regulations.

 Conserve the natural resources.

Continually improve our environmental performance through employees
participation, gradual adoption of cleaner technologies and pollution
prevention practices.
Explore and use Eco-friendly packaging material.
Keep on upgrading employees skills and expertise through appropriate
environmental training.
Generate awareness amongst suppliers, immediate neighbors and
community around the factory on good environmental management
practices.
Environmental policy of the company shall be communicated to all the employees
and would be made available to all interested parties.

WORK CULTURE
The management of PARLE believes that manpower is one of the most
important resources for the activities of the company. It is their objective to
create a positive work culture and work environment, which fosters the

talents in each individual. The strength of the individuals is nurtured through

selective training programs and contribution of employees is recognized
through small group activities like quality circle etc.
It is the policy of the company to give opportunity for complete
psychological and emotional involvement, participation and growth of its
employees. The company believes in the philosophy of continuous growth
and expansion of the organization for economic development. The company
believes in the capability of employees at all levels of the hierarchy, in their
ability to contribute towards improvement of quality, productivity and
profitability. PARLE believe that the employees shall add their values and
valuable contributions for achieving objectives of the organization.
Similarly, employees are urged to develop a sense of belonging towards the
company. They are expected to uphold the dignity of the company inside and
outside the company premises in word and action. Employees are
encouraged to use their talents and knowledge to suggest and implement
methods for constant improvement in productivity of labor, materials and
machines so that company remains competitive in national and international
markets.

PERSONNEL DEPARTMENT
Introduction
Personnel department is very important function in every management.
Every individual of organization is connected with personnel function. In a
large organization, a separate development is created so that management
can ensure the better use of Human Resource.
In the ever-changing management scenario of today, Personnel Management
has a crucial role to play. This work market today is characterized by intense
competition technological revolution. It is the Personnel Manager, which
provides an edge to organization in such a complex environment. A
motivated and an efficient employee is an asset. To ensure that an employee
is conductive work culture lay down organized goals; select right type of
personnel worth right needs.

PARLE Biscuits private limited is an ISO 9000 and ISO 9001 certified
company and is one of the leading biscuits industry in India. It has
successfully performed all the service concerned with obtaining the best
possible staff for an organization. PARLE look after the employees so that
they will count to stay and give their best to the jobs.
The Personnel Manager has a definite role to play in Employee Counseling,
Performance Appraisal, Career Progressions, Subordinate Development,
Training Inputs, and Recruitment Selection etc.

Objectives
To attract and secure appropriate hands capable of performing
effectively the specific task of organization.
To utilize manpower in an efficient manner.
To generate maximum individual development of people working
within the organization.

Policy
Personnel department at PARLE Biscuits pvt. Ltd. believes that manpower is
one of the most important resources for the business of the company. It is
one of the objectives of this department to create positive work culture and
work environment, which fosters the talents in each individual.
The strength of the individuals is nurtured through selective training
programs and contribution of employees is recognized through small group
activities like quality circle etc. It is also their policy to give opportunity for
complete psychological and emotional involvement, participation and
growth of its employees.

PARLE believe:In the philosophy of continuous growth and expansion of the

organization for economic development.

In the capability of employees at all levels of the hierarchy.

In the ability to contribute towards improvement of quality, productivity
and profitability.
That the employees shall add their values and valuable contributions for
achieving objectives of the organization.

PARLE urges the employees

To develop a sense of belonging towards the company.
To uphold the dignity of the company inside and outside of the company
premises in word and in action.
To use their talents and knowledge to suggest and implement methods for
constant improvement in productivity of laborers, materials and machine
so that the company remains competitive in national and international
markets.

Functions
The functions of personnel department at PARLE are as follows:

1. Conceptual Functions: This consists of various sub functions

Evolving HR policy
HR planning

2. Managerial Function: This is one of the important function that

consist of
Planning
Organizing
Directing
Controlling

3. Operative Function: Operative functions are functions regarding

employment, which consists of
Recruitment
Selections
Induction
Placement
And regarding HR development, which consists of
Performance appraisal
Training
Managerial development
Career planning
Organization development and change

4. Human Relations: This can be studied under following heads

Motivation
Morale
Job satisfaction
Communication
Quality of work life

5. Other Functions: Other functions of this department are

Industrial relation
Welfare activity
Salary administration
Time office function
Disciplinary action

MANPOWER PLANNING
Objective

 The objective of manpower planning is to assess and forecast the

manpower requirement for the organization.
The objective is also to provide for vacancies arising out of
separations.

Scope
All employees of the organization.

Policy
HRD shall prepare an annual manpower plan for the organization.
The manpower plan shall clearly identify problem areas of high
turnover, specific skill requirement, perceptual short of talent.
HRD shall device specific for addressing the identified problem areas.
Manpower planning shall be based on:
a) Organizational plan expansion/growth etc.
b) Turnover trends
c) Anticipated vacancies retirements, transfers,
promotions
d) Projects in the biscuits

Procedure
All departments shall send in their annual forecast for manpower
requirements in the prescribed format by 31st March of every year.
HRD shall consolidate these requirements and prepare an overall
manpower plan for the entire organization.
Once the plan has been finalized, than based on the position that needs
to fill up, HRD shall decide on the ideal strategy for the same.
Vacancies may be filled by
a.
b.
c.
d.

Internal Recruitment/ Promotion/ Transfers

External Recruitment/ Campus Interviews
Training and Development
Job Rotation

 The MD shall approve the annual manpower plan.

In case of any vacancies arise; which have not been anticipated
(resignations) and hence are beyond the manpower procurement plan, the
department heads would have to fill manpower requisition forms for the
same.
Manpower requisitions beyond the manpower plan shall be approved as
follows
Workman and Staff (Daily and Officers) - Functional head
Manager and executive - Managing Director

RECRUITMENT AND SELECTION

Introduction
Recruitment means securing the service for a certain job. It is the first step in
the employment of the Employees. The success or the failure of the
employment depends upon the method of recruitment.
Recruitment is announcing job opportunities to the public in such a way
that a good number of suitable people will apply for it.

Recritment Policy In PARLE

Generally, recruitment policy is similar that is followed in various
organizations. In large-scale enterprises there is always separate personnel
department. Before the recruitment job, analysis is made which provides
useful information regarding working, quality of working conditions,
working hours, and other technical details. All this helps to select the worker
scientifically.

Recruitment Methods At PARLE

PARLE usually follows the INTERNAL SELECTION METHODS:-

 Personnel manager of PARLE says that this is the most preferred way
of recruitment.
The Personnel manager states the following reasons for selecting this
source: Improves the morale of the employees
Economical
Convenient
Less supervision is required
Discourages manpower turnover
No need of lengthy process to be followed
The second method that PARLE follows for recruitment is through
Advertising in Newspaper and on Internet.

Objective
The objective of this policy is to lay down guidelines for recruitment of
candidates as per uniform selection procedure for all locations/divisions.

Scope
All employees including trainees.

Policy
All recruitment advertising shall be as per guidelines laid down by
corporate HRD.
Advertisement for recruitment shall be released as per the following
Workman and Staff (Daily and Monthly rated) CM incharge
Officers and above Corporate head
The matter of all recruitment advertisements shall be finalized by
corporate HRD. The matter for the advertisement shall be decided in
consultation with department/ functional heads.
Applications are screened as follows:
Officers/ Staff/ Workers Personnel division

 Managers and Executives Corporate HRD

All applications shall have to undergo a series of interview, the level
of which would vary based on the position applied for. This would be
as follows:

Managers & Executives

Preliminary Interview
Final Interview

HOD and representative from HRD

Functional Head and Functional Head
of HRD, Corporate HRD
Managing Director

Officers
Preliminary Interview
Second Interview
Final Interview

Representative from Department

HOD and representative from HRD
Functional head

Staff
Preliminary Interview
Final Interview

Representative from HRD and

Department
HOD and representative from HRD

Workman
Interview

Representative
Department

from

HRD

and

INDUCTION
The induction program will be conducted for newly appointed candidates.
The selected candidates are introduced to their colleagues, their workplace

etc. They are appraised to the nature of duties, leave benefits, salary, position
in hierarchy etc.

TYPES OF LEAVES IN PARLE

EARNED
LEAVES (EL)

PAID
LEAVES (PL)

CAUSAL
LEAVES (CL)

LEAVE ADMINISTRATION
Employees are given 15 CL (causal leave) in one year and if they dont use
them they gets converted into EL (earned leave), so the employee can take

the money of not used CLS. If an employee wants more than 15 CLs in a
year than he/she has to take PL (paid leave).

ATTENDANCE
Every employee shall register his attendance by Bio-Metric and his
Punch card, once before commencing work very day and once at the
end of the day.
Every employee shall therefore commence his/ her work at his / her
assign place and at the time fixed for commencement of work in
accordance with the notified work hours.

ENTRY, EXIT & SEARCH

All employees shall enter or leave factory premises by the gate or
gates specified for the purpose.
No employee shall enter the established factory premises except when
on duty, without the permission of the security or any other officer
authorized by the Management in this behalf.
No employee shall take with him, inside the factory, any outside
person / friend /relative without the permission of the officer
authorized on behalf.
The entire employee shall be searched at the factory main gate or such
other specified entrances by the security staff on duty or by others
appointed by the manager for the purpose.
Any employee, who is off duty, has been granted or has resigned or is
not working for any reason, shall immediately leave the factory
premises and shall not enter any part to it except with permission of
the officer authorized in this behalf.
No employees shall leave factory premises during duty hours except
after obtaining written permission of the authorized officer and with a
gate pass. If any employee desires to leave the factory premises during
the hours of work notified for him/ her, he/she shall obtain the prior

consent of and a gate pass from the manager, and in the absence of
manager, from the in charge manager or any other officer authorized
in this behalf.

WAGES AND SALARY STRUCTURES

Introduction
An important part of Personnel Administration deals with wage and salaries.
A company has specific wage policies, which it translates into action
through a number of programmers. For gathering detailed information about
wage in an industry or locality the method usually employed is the wage
survey. Employers association can provide very useful data for the purpose.

Wages: The method of wage payments plays present one of the most
crucial problems in wage and salary administration. Wages can be based on
quantitative measurement work.

Salary: Salaries are paid for a fixed period irrespective of quantity of work.
The employees must be paid reasonable wages so that they get satisfaction
and put maximum efficiency.

Wages & Salary Structure In PARLE: The wage and salary in

PARLE is very generalized. The structure is fixed and the salaries are given
as applicable to the employees payments defined in their joining letter or
appraisals.
NET SALARY = BASIC SALARY + EARNINGS (HR, DA, TA, OT,
INCENTIVES, BONUS ETC.) -- DEDUCTION (LWPs, PF, PT, TDS,
LOANS ETC.)

Policy
The placement of any employee in a particular level shall depend on
Academic qualifications

Experience and knowledge

Skills required for the job
Degree or responsibility
Level of authority
Accountability for achieving results

Grades Designation
The level of employees in PARLE are defined asExecutives

Chief Manager
Divisional Manager

Managers

Sr. Managers
Managers
Assistant Managers

Officers

O-III Sr. Officer/ Sr. Engineers

O-II Officers/ Engineers
O-I Assistant Officer/ Jr. Engineers
GET

Staff

S-7
S-6
S-5
S-4
S-3
S-2

Workers

Assistants/ Jr. Foreman/

Sr. Supervisor
Assistants/ Jr. Foreman
/ Sr. Supervisor
Sr. Clerk/ Copyist/ Supervisors
Clerks/ Compounder/ Typist
Sub Inspector (Security)/ Drivers
Security Guards
Security Guards / Office Runner

Skilled

LABOUR LAWS
Introduction

Semi Skilled

Un-Skilled

There are various laws under the head Labour Laws applicable to PARLE.
Some of them are specified below

Various Acts Applicable To PARLE

Workman Compensation Act
This act is enacted in the year 1923 to provide for the payment of
compensation for injury by accidents. Certain class of employer to
their workmen shall pay the compensation. This act provides
safeguards and makes the scheme more attractive by provision of
appropriate medical treatment.
Minimum Wages Act
As per this act the minimum wage specified is to be given to the
worker. The provision given in this act is being followed by PARLE.
Factories Act 1948
Factory means premises where on 10 or more workers work if power
is used and 20 or more workers work if power is not used. All
provision specified in this act is safety and health of worker, which
are fully satisfied by PARLE.
Industrial Disputes Act 1947
The Industrial Disputes Act 1947 can be described as a milestone in
historical development of industrial law in India. It is one of the selfcontained acts. It provides the machinery and procedure for the
settlement and investigation of industrial disputes.
Trade Union Act 1926
The Trade Union Act, 1926, is landmark in the history of trade union.
This act gave the trade unions legal status and immunity to its officers
and members from civil and criminal legal liability for concerned
action. This provides for the registration of trade union and in certain
respect to define the law relating to register trade union.

TIME OFFICE

Introduction
Time office is that place in an organization where all the incoming and
outgoing times are recorded of employees, visitors, etc.

Time Office In PARLE

In PARLE there is security department looking after the time officer. The
security officer makes all the incoming entry of the visitors entering the
premises and outgoing entry of the people leaving the premises of the
factory. At the end of the day the Head time keeper see all the records.
The person entering the premises has to give all the information asked to
him by the security guard. This is very necessary as far as the safety of the
factory is concerned because it will ensure that no person who is dangerous
to the factory is entering the premises.

REGISTERED OFFICES
Parle Products Pvt. Ltd.
Tejpal Road, North Level Crossing, Vile-Parle(E),
Mumbai (MH)
Tel-(022)56916911 to 14
Fax - (022)56916927
Contact Person - Mr. R. S. Nevatia
Parle Biscuits Pvt. Ltd.
SP-2/4 RIICO Ind. Area, Delhi Jaipur Road, Dist. Alwar
Neemrana (RJ)
Tel - (01494)46312

Fax - (01494)46180
Contact Person - Mr. M. Sahu
Parle Biscuits Pvt. Ltd.
36, 8 KM Delhi Rohtak Road, Village Sankhol, Near Bahadurgarh
Dist Rohtak (HR)
Tel - (01276)341548
Fax - (01276)341406
Contact Person Mr. S.S.Shivrain
Parle Products Pvt. Ltd.
15.K.M.Stone, Tumkur Road,
(NH No.4), Bangalore
Tel - (080)8398825, 8372807
Fax - (080)8398800, 8398825
Contact Person - Mr. N. Suresh

REGIONAL SALES OFFICES

Parle Products Pvt. Ltd.
Nirlon house, 254-B, Dr. Annie Besant Road, Worli
Mumbai400025, Maharashtra
Tel - (022)24931841, (022)24933089, (022)24934885
Fax - (022)24933630
Contact Person - Ms. Celine D

INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT

Definition Of HRM
Human resource management is a management functions that helps
managers recruit, select train and develop members for an organization. It
focuses on the people in organizations.
The field of management which has to do with planning, organizing,
directing and controlling the functions of procuring, developing, maintaining
and utilizing the Employees force such that the:
Objectives of the company is established are attained
economically and effectively.
Objectives of all levels of personnel are served to the highest
possible degree.
Objectives of society are dually considered and served.
-- MICHAEL J. JUCIUS
HRM can be defined as managing (planning, organizing ,directing and
controlling )the function s of employing ,developing and compensating
human resource resulting in the creation and development of human
relations with a view to contribute proportionately due to them) to the
organizational, individual and social goals. Human Resource Management
function concerned with hiring, motivating and maintaining people in an
organization. It focuses on people in organizations. Human Resource views
people as an important source or asset to be used for the benefit of
organizations, employees and the society. It is emerging as a distinct
philosophy of management aiming at policies that promote mutuality
mutual goals, mutual respects, mutual rewards and mutual responsibilities.
The belief is that policies of mutuality will elicit commitment which in turn
will yield both better economic performance and greater human resource
development. Components of human resource are skills knowledge value
Creative ability.
While managing the human resources one has to perform tasks like
Employing the people
Developing the resources

 Utilizing the resources and compensating their services in tune with

the job and organizational requirements.

Importance Of HR Management To All Managers

Hire the wrong person for the job
Experience high turnover
Have people not doing the best
Waste time with useless interviews
Have your company cited under occupational safety laws for unsafe
practices
Have some employees think their salaries are unfair and inequitable
Allow a lack of training to undermine effectiveness
Commit any unfair Labour practices

INTRODUCTION TO TOPIC i.e.

ANALYSIS OF EMPLOYEES ABSENTEEISM

Employees presence at work place during the scheduled time is highly

essential for the smooth running of the production process in particular and
the organization in general. Despite the significance of their presence,
employees sometime fail to report at the work place during the scheduled
time. Absenteeism refers to the failure on the part of employees to report to
work though they are scheduled to work. In other words, unauthorized
absences constitute Absenteeism. Absenteeism costs money to the
organization, besides reflecting employee dissatisfaction with the company.
Like employee turnover, there is avoidable and unavoidable absenteeism.
Absenteeism is unavoidable when the employee himself or herself fell sick,
his or her dependence at home suddenly become unwell or there is an
accident inside the plant. Unavoidable absenteeism is accepted by managers
and is even sanctioned by laws. For instance, one days leave with salary for
every 20 days of service is allowed. Avoidable absenteeism arises because of
night shifts, opportunities for moonlighting and earning extra income,
indebtedness, lack of job security, job dissatisfaction and unfriendly
supervision. This needs intervention by the management.

Some Definitions of Absenteeism:

Absenteeism is a practice or a habit of being an absence and an
absentee is one who habitually stays away.
-- WEBSTERS DICTIONARY
Absenteeism is the failure of a worker to report for work when he
is scheduled to work.
-- LABOUR BUREAU SIMLA

Meaning:

Employees presence at the work place during the schedule time is highly
essential for the smooth running of the production process in particular and the
organization in general. Despite the significance of presence, employees
sometime fail to report to the work place during the scheduled time, which is
known as Absenteeism.
According to PICOARS AND MAYERS: Unexpected absence disturbs the
efficiency of the group as the jobs are inter connected, if one single man remains
absent without prior notice the whole operation process is distributed. This
Absenteeism results in production losses because due to Absenteeism, workers
cost increases and thus efficiency of operations is affected.

RECENT TRENDS
Recent studies have revealed that employees link with the village as a
cause of instability in the employees has become more or less a matter of
history .The employees do not go there for any economic pursuit, they go
mainly for relaxation or attending social ceremonies and spending long
holidays. As observed by the investigation committee the employees
retained their contacts with the villages more for rest and recuperation than
for attending to cultivation. The employees have almost lost their
economic interest in land and have adhered to their way of life or occupation
they have chosen. It has referred to the fact that there is a greater stability in
the employees in those centers where the organizations have looked after
their employees by paying them a decent living salary, providing good
housing accommodation and making provision for pension for the future.
The committee was of the view that the village nexus need not to be
encouraged as most of the employees are landless and have no stake in land.
At this present juncture, the employees are in a transitional stage in which
they are gradually losing the support of the village and have not been able to
secure a firm footing in industrial areas. In view of this, to turn back the
clock and either to prevent the employee from coming to the town or to
force him back to the village would be a step in the wrong direction. The
committee further observed Employees were prepared to stick to the town
to a greater extent than before, to fight for their legitimate rights and to seek
livelihood in urban rather than rural areas. The stabilization of the

employees in industrial towns was a matter of compulsion rather than

choice. The committee, therefore emphasized that the stability of
employee can be brought about by improvement in working and living
conditions, generally in industries in which such employees are called upon
to work and to provide measures of social security for the workers. The
National Commission on Employees has pointed out Over the last 25 years,
the trend towards the stabilization of industrial employees has been further
strengthened. A employee today is far more urban in taste and outlook than
his predecessor. Even in the more distant plantations; settled employee is
more in evidence now. The National Commission further observes as
Industry expanded include a wide variety of skilled and unskilled jobs,
industrial work ceased to be the monopoly, of migrants from villages. Young
persons in the urban families, traditionally averse to accepting factory
environment have been seeking employment there. Besides when companies
began offering bonus for regularity and productivity even rural migrants
reduced the frequency an duration of their visits to villages. As measures for
providing minimum facilities and social security began to be undertaken,
employees were increasingly attracted by them and lack of commitment
became a less serious problem. Studies in Bombay, Delhi and Jamshedpur
show that the earlier migrants have still an urge to go back to the village; but
the latter ones show increasing commitment to urban life and factory
work .The age of employee is also a factor for urban attraction works more
strongly on the young. The commission concludes A vast majority of the
employee in cities are committed to factory jobs.

Features Of Absenteeism:
Research Studies undertaken by different authors reveal the following
features of Absenteeism:
The rate of Absenteeism is the lowest on pay day; it increases
considerably on the days following the payment of wages and bonus.
Absenteeism is generally high among the workers below 25 years of age
and those above 40 years of age.

 The rate of Absenteeism varies from department to department within an

organization.
Absenteeism in traditional industries is seasonal in character.

Types Of Absenteeism:

FOUR TYPES
TYPES OF
OF
FOUR
ABSENTEEISM
ABSENTEEISM

AuthorizedAbsenteeism
Absenteeism
Authorized

WillfulAbsenteeism
Absenteeism
Willful

UnauthorizedAbsenteeism
Absenteeism
Unauthorized

Absenteeismcaused
causedby
by
Absenteeism
circumstancesbeyond
beyond
circumstances
onescontrol
control
ones

Authorized Absenteeism: If an employee absents himself from work by

taking permission from superior and applying for leave, such Absenteeism
is called authorized Absenteeism.
Unauthorized Absenteeism: If any employee absents himself from work
without informing or taking permission and without applying for leave, such
absenteeism is called Unauthorized Absenteeism.
Willful Absenteeism: If any employee absents himself from duty willfully,
such Absenteeism is called Willful Absenteeism.

 Absenteeism caused by circumstances beyond ones control: If any

employee absent himself from duty owing to the circumstances beyond his
control like involvement in accidents (or) sudden sickness, such
absenteeism is called Absenteeism caused by circumstances beyond
ones control.

Causes Of Absenteeism:
The following are the general causes of the Absenteeism1. Maladjustment with the working conditions: If the working conditions of the
company are poor, the workers cannot adjust themselves with the companys
working conditions. Then they prefer to stay away from the company.
2. Social and religious ceremonies: Social & religious functions divert the
workers attention from the work.
3. Unsatisfactory housing Conditions at the working place.
4. Industrial housing: The industrial fugue compels workers to remain outside
the work place.
5. Unhealthy working conditions: The poor and intolerable working conditions
in the factories irritate the working excess heat, noise, either too much or too low
lighting, poor ventilation, dust, smoke cause poor health of the workers. This
factory causes the workers to be absent.
6. Poor welfare facilities: Though a no of legislation concerning welfare facilities
are enacted, many organizations fail to provide welfare facilities. This is either
due to the poor financial position of the companies (or) due to the exploitative
attitude of the employs. The welfare facilities includes poor sanitation, washing,
bathing first aid appliances, ambulance, restrooms drinking water, canteen,
shelter, crches etc.. The dissatisfied worker with these facilities prefers to be
away from the workplace.

7. Alcoholism: Workers mostly prefer to spend money on the consumption of

liquor and enjoyment after getting the wages. Therefore, the rate of absenteeism
is more during the first week every month.
8. Indebtness: The low level wages and unplanned expenditure of the workers
force then to borrow heavily. The research studies indicate that workers borrow
more than 10 times of their net pay. Consequently workers fail to repay the
money. Then they try to escape the place in order to avoid the money lenders.
This leads to absenteeism.
9. Maladjustment with job demands: The fast enhancing technology demand
higher level skills from the workers fail to meet these demands due to their lower
level education and/or absenteeism of training.
10. Unsound personnel policies: The improper and unrealistic personnel
policies result in employee dissatisfaction. The dissatisfied employee in tune
prefers to be away from the work.
11. Inadequate leave facilities: The inadequate leave facilities provided by the
employer forces him to depend on ESI leave which allows the workers to be away
from the work for 56 days in a year on half pay.
12. Low level of wages: Wages in some organizations are very poor and they
are quite inadequate to meet the basic needs of the employees. Therefore,
employers go for other employment during their busy seasons and earn more
money. Further, some employees take up part time jobs. Thus the employees
resort to moonlighting and absent themselves from the work.

Calculations Of Absenteeism & Severity Rate:

Absenteeism can be calculated with the help of the following formulaAbsenteeism rate =

No of Mondays lost

No of Mondays scheduled to work

x 100

Absenteeism rate can be calculated for different employees and for different time
periods like month & year.
The frequency rate reflects the incidence of absence and is usually
expressed as the no of separate absence in a given period, irrespective of
absence. The frequency rate represents the average no of absence per worker in
a given period.
Frequency rate = The no of times in which the leave was availed X 100
Total no of Mondays schedules to work
Severity rate is the average length of time lost per absence and is
calculated by using the following:Severity rate = Total no of days absent during a period

X 100

Total no of times absent during that period

A high severity rate indicates that the employee is absent for longer duration each
time. High frequency and severity rates indicates that the employee is absent
more frequently and for longer durations each time resulting in high Absenteeism
even in absolute terms.

Categories Of Absenteeism:

The
TheSick
Sickand
andthe
the
Old
Old

Entrepreneurs
Entrepreneurs

Epicureans
Epicureans
ABSENTEEISM
ABSENTEEISM
CATEGORIES
CATEGORIES

Family
FamilyOriented
Oriented

Status
StatusSeekers
Seekers

Entrepreneurs: These classes of absenteeism consider that their jobs are

very small for their total interest and personal goals. They engage
themselves in other social and economic activities to fulfill their goals.
The status seekers: This type pf Absentees enjoy or perceive a higher
ascribed social status and are keen on maintaining it.
The epicureans: The classes of absentees do not like to take up the jobs
which demand initiative responsibilities, discipline and discomfort they
wish to have money, power, and status but are unwilling to work for their
achievement.
Family-oriented: These types of absentees are often identified with the
family activities.

 The sick and old: These categories of absentees are mostly unhealthy,
with a weak constitution or old people.

Measures To Minimize Absenteeism:

Absenteeism affects the organization from multiple angles. It severely affects the
production process and the business process. The effect of unauthorized
absenteeism is more compared other types of absenteeism. However, it would be
difficult to completely avoid absenteeism. The management can minimize
absenteeism. The following measures are useful in controlling or minimizing
absenteeism.
1) Selecting the employees by testing them thoroughly regarding their aspirations
value systems, responsibility and sensitiveness.
2) Adopting a humanistic approach in dealing with the personal problems of
employees.
3) Following or proactive approach in identifying and redressing employee
grievances.
4) Providing hygienic working conditions.
5) Providing welfare measures and fringe benefits, balancing the need for the
employee and the ability of the organization.
6) Providing high wages and allowances based on the organizational financial
positions.
7) Impressing the communication network particularly the upward
communication.
8) Providing leave facility based on the needs of the employees and
organizational requirement.
9) Providing safety & health measures.

10) Providing cordial human relations & Industrial relations.

11) Educating the workers.
12) Counseling the workers about their carrier, income & expenditure habits &
culture.
13) Free flow of information, exchanging of ideas problems etc B/w subordinate &
superior.
14) Granting leave and financial assistance liberally in case of sickness of
employee & his family members.
15) Offering attendance bonus & inducements.
16) Providing extensive training, encouragement, special allowance in cash for
technological advancements.

RESEARCH METHODOLOGY
It is the process of a systematic and in depth study an area of investigations.
Supported by the collections, completion and end presentation of relevant
details for further utilization. It involves scientific analysis that would result
in the formulation of new theories, the discovery of the new technique, a
modification of old concepts or rejections of an existing theory. Marketing
research plays a vital role of making available the right at right time, right
palace and to the right person for use in decision making, it is very difficult
to find out information about the companys strategies and policies. Thus,
research methodology is a way to systematically solve the research problem.
It includes:

 To know the research problem

To specify the specification
To review literature
Data verifications
Data analysis
Interpretations

Meaning
Research in common parlance refers to a search for knowledge. Once can
also define research as a scientific and systematic search for pertinent
information on a specific topic. In fact, research is an art of scientific
investigation.
Systematized effort to gain new knowledge. Some people consider
research as a movement, a movement from the known to the unknown. It is
actually a voyage of discovery.
-- REDMAN & MORY

Objectives Of Research
The purpose of research is to discover answers to question through the
application of scientific procedures. The main aim of research is to find out
the truth which is hidden and which has not been discovered as yet.
To obtain familiarity of a phenomenon.
To determine the association or independence of an activity.
To determine the characteristics of an individual or a group of
activities and the frequency of its accurate.

Objectives Of The Study

To identify the reason for Absenteeism.

To measure the Employees Absenteeism level.
To identify steps required to decrease the Absenteeism.
To study, Employee Working Condition.
To identify factors that motivates the employees, which minimize
Absenteeism.

Scope Of The Study

The development of any organization depends on the regularity of
employees. The study is conducted to know the various levels and reasons
for absence of employees in an organization. By looking it, one can adopt
corrective measures to decrease irregularities in the organization, leads to
organizational growth.

PROBLEM STATEMENT
Important characteristics of Indian employees are that, they are in the
habit of abstaining from work compared to workers of other countries. The
rate of Absenteeism ranges from 4.3% to 44.8%. It also varies with the
seasons in the year, the highest being during May, June of every year. The
main reasons for absenteeism are sickness, accidents or maternity. These
factors accounted for about 1.1 to 6.6%. Social and religious causes as high
as 1.7% to 14.2%. Other causes like visiting villages for attending litigation,
rest and recreation account for 0.1% to 17.5% of total absenteeism.
Absenteeism is directly effects on the progress of the country and as such the
companies are facing a downward trend due to recession and all that are
involved in the process are to be looked into. So I have selected this work at
PARLE Pvt. Ltd., Bahadurgarh to identify the level of absenteeism and to
facilitate the company to move in this direction and find some progressive
results. Naturally organization has to look in to these aspects and need to
find suitable remedial measures so that qualitative and quantitative progress
can be achieved. In this present study Employees Absenteeism is analysed in
depth.

 DATA COLLECTION

TWO TYPES

PRIMARY

SECONDARY

PRIMARY DATA:
Primary data is one which is collected by the Investigator himself for the
purpose of a specific inquiry or study. Such data is original in characters and
is generated by survey conducted by individuals or research institution.
Some common types of primary data are:
Demographic and socioeconomics characteristic
Psychological and lifestyle characteristics
Attitudes and opinions
Awareness and knowledge
Intentions
Motivation

Method of collecting primary data is as follows: Communication

Involves questioning respondent either verbally or in writing. This method is
versatile since you need only to ask for the information. However, the
response may no be accurate communication. Usually is quicker and cheaper
than observation.
Observation
Involves the recording of actions and is performed by either a person or
some mechanical or electronic device observation is less versatile than
communication since some attributes of a person may not be readily
observable such as attitude, awareness, knowledge, intention and motivation
in a way we all observe things around us, but this short of observation in not
scientific observation.
Questionnaire Method
This method of data collection is quite popular, particularly in case of big
enquires. It is being adopted by private individuals, researcher workers,
private and public organizations and even by government. In this method a
questionnaire is sent to the persons concerned with a request to answer the
questions and return the questionnaire.
Interview Method
The interview method of collecting data involves presentation of oral verbal
stimuli and reply in terms of oral verbal responses. This method can be used
through personal interview and telephone interview.
a) Personal Interview: Personal interview method requires a
person known as the interviewer asking question generally in a
face to face contact to the other person or persons. This sort of
interview may be in the form of direct personal investigation or
it may be indirect oral/investigation. The method of collecting

information through personal interview is usually carried out in

a structured way.
b) Telephone Interview: This method of collecting information
consists in connecting, respondents on telephone itself. It is not
a very widely used method, but play important part in industrial
survey, particularly in developed region
SECONDARY DATA:
When an investigator uses the data which has already been collected by
others, such data is called secondary data. This data is primary data for the
agency that collects it and becomes secondary data for someone else that use
this data for his own purpose. The secondary data can be obtained from
journals, reports government publication, publication of professional and
research organization and so on. For example, if a researcher desires to
analyze the weather condition of different region. He can get the required
information or data from the record of the methodology department.
The research study has been carried out adopting the following
methodology: The review of available literature was made to develop the conceptual
framework of PARLE.
The study has been based on primary & secondary data both.

RESEARCH DESIGN
After having defined the researches problem and developed a suitable
approach, attention must be given to the formulation of a detailed research,
which will provide pertinent information. According to (C.R. Kothari 2004)
when defining researches design, he presents it simply as the framework for
a study used in order to guide the collection and analysis of data.
According to Kothari (2003), there are two major types of research design:-

 EXPLORARTY RESEARCHconcerned with the development of

initial hunches or insights.
CONCLUSIVE RESEARCHintends to verify inset and help
decision makers to select a specific course of action.
Even through exploratory and conclusive research has distinct purpose,
they both consist of the same research components. They differ only in
terms of the degree of formalization and flexibility of the components
illustrated in table below:
Research
project components

Exploratory research

Conclusive research

Research purpose

General: to generate

Specific: to verify
insight

insight about a
situation

In selecting a course
of action

Data needs

Vague

Clear

Data collection form

Open-ended, rough

Usually structured

Sample

Relative small

Relative large

Data collection

Flexible, no set
procedure

Right, well laid out

procedures

Data analysis

Informal, typically
non- quantitative

Formal, typically
quantitative

EXPLORATORY RESEARCH
According to Kothari (2003) the primary purpose of exploratory research is
to shed light on the nature of situation and identify any specific objective or
data needs to be addressed through additional research. Exploratory research
is the most useful when a decision maker wishes to better understand
situation, identify relevant course of action or gain additional insight before
an approach can be developed. In general, exploratory is appropriate to any a
problem about which little is known.

Exploratory studies are distinguished by flexibility concerning the methods

employed. Literature searches, experience surveys and study of selected
studies are some commonly used approaches (Kothari 2004). An effective
way of doing exploratory research is to seek out and talk to individual with
expertise related to the situation being investigated.
CONCLUSIVE RESEARCH
The insight gained from exploratory research might be verified by
conclusive research, as the objective of conclusive researches is to test
specific hypothesis and examine specific relationship (malhotra 1999). A
conclusive research is especially useful when the decision- maker already
has in mind on or more alternatives and is specially looking for information
pertinent to evaluating them. Therefore, when conductive a conclusive
research, the decision maker can choose the best course action in a situation.
The kind of research is based on large, representative samples, and the data
obtained are subject to quantitative analysis. There are two basic forms of
conclusive research: Descriptive research
Casual research
The distinction between the two is based on the primary purpose of a
conclusive research project and the nature of the inference that can be
drawn from it.
Descriptive methodology is used in the present study. The goal of
descriptive research, as the name implies is essentially to describe
something. Specifically, it is intended to generate data describing the
compistion and characteristic of relevant groups of unit such as customers,
sales people, or organization and market areas (parasuraman, 1991).
Data collected through descriptive research can provide valuable
information about the study units along relevant characteristic and also
association among those characteristics.

SAMPLING

Sampling may be defines as the selection of some part of an aggregate or

totality on the basic which a judgment or interference about the aggregate or
totality is made. In other words, it is the process of obtaining information
about an entire population by examines only a part of it. In most of the
research work and surveys, the usual approach happens to be to make
generalizations or to draw inference based on samples about parameters of
population from which the samples are taken. Population (or universe) is the
aggregate or totality of statistical data forming a subject of investigation (for
example, 1. the population of books in the national library 2. the population
of the heights of Indians). A sample is a portion of the population which is
examined with a view to estimating the characteristics of the population. The
portion selected from the bag is called a sample, while the whole quantity of
rice in the bag is the population. To estimate the portion of defective articles
in large consignment, only a portion (i.e. a few of them) is selected and
examined. The selected portion is a sample.

Types Of Research
The basic types of research are as follows:
(i) Descriptive vs. Analytical: Descriptive research includes surveys and
fact-finding enquiries of different kinds. The major purpose of descriptive
research is description of the state of an affair as it exists at present. In social
science and business research we quite often use Research Methodology.
In analytical research, on the other hand, the researcher has to use
facts or information already available, and analyze these to make a critical
evaluation of the material.
(ii) Applied vs. Fundamental: Research can either be applied (or action)
research or fundamental (to basic or pure) research. Applied research aims at
finding a solution for an immediate problem facing a society or an
industrial/business organization, whereas fundamental research is mainly
concerned with generalizations and with the formulation of a theory.
Gathering knowledge for knowledges sake is termed pure or basic
research. Research concerning some natural phenomenon or relating to
pure mathematics are examples of fundamental research.

(iii) Quantitative vs. Qualitative: Quantitative research is based on the

measurement of quantity or amount. It is applicable to phenomena that can
be expressed in terms of quantity. Qualitative research, on the other hand, is
concerned with qualitative phenomenon, i.e., phenomena relating to or
involving quality or kind. This type of research aims at discovering the
underlying motives and desires, using in depth interviews for the purpose.
Other techniques of such research are word association tests, sentence
completion tests, story completion tests and similar other projective
techniques.

(iv) Conceptual vs. Empirical: Conceptual research is that related to some

abstract ideas or theory. It is generally used by philosophers and thinkers to
develop new concepts or to reinterpret existing ones. On the other hand,
empirical research relies on experience or observation alone, often without
due regard for system and theory. It is data-based research, coming up with
conclusions which are capable of being verified by observation or
experiment. Empirical research is appropriate when proof is sought that
certain variables affect other variables in some way. Evidence gathered
through experiments or empirical studies is today considered to be the most
powerful support possible for a given hypothesis.

(v) Some Other Types of Research: All other types of research are
variations of one or more of the above stated approaches, based on either the
purpose of research, or the time required to accomplish research, on the
environment in which research is done, or on the basis of some other similar
factor. Form the point of view of time, we can think of research either as
one-time research or longitudinal research. In the former case the research is
confined to a single time-period, whereas in the latter case the research is
carried on over several time-periods. Research can be field-setting research
or laboratory research or simulation research, depending upon the

environment in which it is to be carried out. Research can as well be

understood as clinical or diagnostic research. Such research follows casestudy methods or in-depth approaches to reach the basic causal relations.
Such studies usually go deep into the causes of things or events that interest
us, using very small samples and very deep probing data gathering devices.
The research may be exploratory or it may be formalized. The objective of
exploratory research is the development of hypotheses rather than their
testing, whereas formalized research studies are those with substantial
structure and with specific hypotheses to be tested. Historical research is that
which utilizes historical sources like documents, remains, etc. to study
events or ideas of the past, including the philosophy of persons and groups at
any remote point of time. Research can also be classified as conclusionoriented and decision-oriented. While doing conclusion oriented research, a
researcher is free to pick up a problem, redesign the enquiry as he proceeds
and is prepared to conceptualize as he wishes. Decision-oriented research is
always for the need of a decision maker and the researcher in this case is not
free to embark upon research according to his own inclination. Operations
research is an example of decision oriented research since it is a scientific
method of providing executive departments with a quantitative basis for
decisions regarding operations under their control.

RESEARCH APPROACHES
The above description of the types of research brings to light the fact that
there are two basic approaches to research, viz., quantitative approach and
the qualitative approach. The former involves the generation of data in
quantitative form which can be subjected to rigorous quantitative analysis in
a formal and rigid fashion. This approach can be further sub-classified into
inferential, experimental and simulation approaches to research. The purpose
of inferential approach to research is to form a data base from which to infer

characteristics or relationships of population. This usually means survey

research where a sample of population is studied (questioned or observed) to
determine its characteristics, and it is then inferred that the population has
the same characteristics. Experimental approach is characterized by much
greater control over the research environment and in this case some variables
are manipulated to observe their effect on other variables. Simulation
approach involves the construction of an artificial environment within which
relevant information and data can be generated. This permits an observation
of the dynamic behavior of a system (or its sub-system) under controlled
conditions. The term simulation in the context of business and social
sciences applications refers to the operation of a numerical model that
represents the structure of a dynamic process. Given the values of initial
conditions, parameters and exogenous variables, a simulation is run to
represent the behavior of the process over time.
Simulation approach can also be useful in building models for understanding
future conditions.
Qualitative approach to research is concerned with subjective assessment of
attitudes, opinions and behavior. Research in such a situation is a function of
researchers insights and impressions. Such an approach to research
generates results either in non-quantitative form or in the form which are not
subjected to rigorous quantitative analysis. Generally, the techniques of
focus group interviews, projective techniques and depth interviews are used.
All these are explained at length in chapters that follow.

SIGNIFICANCE OF RESEARCH
All progress is born of inquiry. Doubt is often better than overconfidence,
for it leads to inquiry, and inquiry leads to invention is a famous Hudson
Maxim in context of which the significance of research can well be
understood. Increased amounts of research make progress possible. Research
inculcates scientific and inductive thinking and it promotes the development
of logical habits of thinking and organization. The role of research in several

fields of applied economics, whether related to business or to the economy

as a whole, has greatly increased in modern times. The increasingly complex
nature of business and government has focused attention on the use of
research in solving operational problems. Research, as an aid to economic
policy, has gained added importance, both for government and business.
Research provides the basis for nearly all government policies in our
economic system. For instance, governments budgets rest in part on an
analysis of the needs and desires of the people and on the availability of
revenues to meet these needs. The cost of needs has to be equated to
probable revenues and this is a field where research is most needed. Through
research we can devise alternative policies and can as well examine the
consequences of each of these alternatives. Decision-making may not be a
part of research, but research certainly facilitates the decisions of the policy
maker. Government has also to chalk out programs for dealing with all facets
of the countrys existence and most of these will be related directly or
indirectly to economic conditions. The plight of cultivators, the problems of
big and small business and industry, working conditions, trade union
activities, the problems of distribution, even the size and nature of defense
services are matters requiring research. Thus, research is considered
necessary with regard to the allocation of nations resources. Another area in
government, where research is necessary, is collecting information on the
economic and social structure of the nation. Such information indicates what
is happening in the economy and what changes are taking place. Collecting
such statistical information is by no means a routine task, but it involves a
variety of research problems. These day nearly all governments maintain
large staff of research technicians or experts to carry on this work. Thus, in
the context of government, research as a tool to economic policy has three
distinct phases of operation, viz.

Investigation of economic structure through continual

compilation of facts;

Diagnosis of events that are taking place and the analysis of

the forces underlying them; and

The prognosis, i.e., the prediction of future developments.

Research has its special significance in solving various operational and

planning problems of business and industry. Operations research and market
research, along with motivational research, are considered crucial and their
results assist, in more than one way, in taking business decisions. Market
research is the investigation of the structure and development of a market for
the purpose of formulating efficient policies for purchasing, production and
sales. Operations research refers to the application of mathematical, logical
and analytical techniques to the solution of business problems of cost
minimization or of profit maximization or what can be termed as
optimization problems. Motivational research of determining why people
behave as they do is mainly concerned with market characteristics.

Significance Of The Researchers

It will enable organizations to know about the fluctuation in demand
including various type of risk and uncertainty faced by the entrepreneurs and
their satisfaction level regarding the policies made by government for them
to coming out from the phase of recession. It will help the organization in
adopting the strategies.
This description will help the industry to know whether their customer were
about their products range and how can they overcome the situation of
recession. In the case if any customer is not aware about them then to create
awareness regarding the utilization of these services and to overcome all the
risk and uncertainty components of business to earn maximum profit or
getting no loss regarding the recession.
To others, the study will become useful for future scholars who would wish
to conduct the similar study. The researchers can be important secondary
sources of information for future scholars.

Limitation Of The Research

Small sample size may sometimes result into erroneous result.
Diminutive time limit.

 Different industrial have different kind of effect and it is difficult to

recognize all.
The information related to handicrafts industry seems to be contradictory
to the actual behavior of the industrialist.
Not having proper knowledge of the location of the organization.

Review Of Literature
The study has attempted to accomplish several purposes by the
examination of the concept of using employee satisfaction as a means
of increasing productivity.
The first goal has been to determine the levels of satisfaction existing
in the company and how willing are the workers to work for the
company.
The next important goal has been to determine the possible method
and ways to increase the satisfaction level of employees by trying and
removing as many factors of dissatisfaction as possible.
The study has been undertaken keeping the overall organizational
betterment in view.

DATA ANALYSIS & INTERPRETATION

The data is analyzed with Simple analysis technique. The data tool
is percentage method.
Percentage method is used in making comparison between two or
more criteria. This method is used to describe relationship.

Percentage of Respondents =

No. of Respondents
Total no of Respondents

X 100

TOTAL NO. OF RESPONDENTS = 50

TABLE I
Table showing Employees Age:
Age in years
20-30
30-40
40-50
50 above

No. of Respondents
24
16
6
4

Percentage
48
32
12
8

ANALYSIS: Majority of the employees are of the age between 20-30 (48%).
The employees between 30-40 and 40-50 are (32% and 12% respectively).
The employees above 50 (8%) First category of employees contributes
major portion of work.
INTERPRETATION: Since 48% of employees are of the age between 20-30.
The trend clearly shows that these are the age group who are employed the
most by the employer because these employees are young & energetic.

TABLE II
Table showing Employees Monthly Income:
Monthly Income
Rs10,000-15,000
Rs15,000-25,000
Rs25,000-35,000
Rs 35,000 above

No. of Respondents
28
12
7
3

Percentage
56
24
14
6

ANALYSIS: Majority of the employees monthly income is between

Rs.10,000-15,000 (56%), 24% are between Rs.15,000-25,000, 14% are
between Rs.25,000-35,000 and 6% are above Rs.35,000 in the organization.
INTERPRETATION: Here the Graph clearly shows that the salary between
Rs.10,000-15,000 is high in percentage.
TABLE III
Table showing Employees Marital Status:

Martial status
Unmarried
Married
Widower

No. of Respondents
32
18
0

Percentage
64
36
0

ANALYSIS: The above table shows the marital status of the employees in
the organization. Unmarried employees are 64%, Married employees are
36% and the percentage of widowers is 0% in the organization.
INTERPRETATION: Though young employees are on the higher side, there
is sizable quantities of married employees are also joining the industrial
stream.

TABLE IV
Table showing Employees Work Environment:
Work Environment
Good
Satisfactory
Bad

No. of Respondents
38
12
0

Percentage
76
24
0

ANALYSIS: The above table shows work environment of employees. 76%

of the employees felt work environment is good, 24% of the employees felt
its satisfactory and none felt that the environment is bad.
INTERPRETATION: Majority of the employees are satisfied with the
environment provided by the industries.

TABLE V
Table showing Work Over Time:
Work over time
Yes
No

No. of Respondents
15
35

Percentage
30
70

ANALYSIS: Table shows Employees wants to work over time. 30% of the
employees agree to work over time that means yes and 70% of the
employees not agree to work over time that means no.
INTERPRETATION: Majority of the employees (70%) does not agree to
work over time in the industry.
TABLE VI
Table showing Employees average Work over time:
Average work over time
1hr
2hrs
3hrs
More than 3hrs

No. of Respondents
29
16
4
1

Percentage
58
32
8
2

ANALYSIS: Table shows employees average work over time. 58% of

employees are satisfied to work over time for 1 hour. 32% of employees are
satisfied to work over time for 2 hours. 8% of employees are satisfied to
work over time for 3 hours and only 2% of employees are satisfied to work
over time for more than 3 hours.
INTERPRETATION: Majority of employees are not ready to work over time
for 3 or more than 3 hours. 58% of employees are ready to work over time
for 1 hour.
TABLE VII
Table showing Adequate Welfare Facilities provided to employees:
Adequate welfare facilities provided
Strongly agree
Agree
Disagree

No. of Respondents
10
18
22

Percentage
20
36
44

ANALYSIS: The table shows adequate welfare facilities provided to

employees here. 20% of the employees strongly agree, 36% of the
employees agree and 44% of the employees have dissatisfaction about
the facilities provided by the organization.
INTERPRETATION: Majority of the employees agrees that there is no
adequate welfare facilities provided in the organization.

TABLE VIII
The Pay offered in Company is Competitive:
Opinions
Strongly agree
Agree
No comments
Disagree

No. of Respondents
13
28
6
3

Percentage
26
56
12
6

ANALYSIS: Out of 50 respondents 26% members strongly agree that the

pay offered for them is competitive, 56% agree that the pay is reasonably
competitive, 12 % members kept their comments reserved, 6% of employee
disagrees with this.
INTERPRETATION: Fifty percent of the employees feel they are getting
competitive pay.
TABLE IX
Table showing the reason to take Leave:
Reason to take Leave
Sick Leave
Lack of Interest in Job
Poor working conditions
Long working hours
Personal Reason

No. of Respondents
28
2
1
6
13

Percentage
56
4
2
12
26

ANALYSIS: The above graph shows the reasons to take leave. 56% of the
employees take sick leave, 4% of the employees take leave for lack of
interest in job, only 2% of the employees take leave for poor working
conditions , 12% of the employees take leave for long working hours and
26% of the employees are take leave for their personal reasons.
INTERPRETATION: Majority of the employees take sick leave.
TABLE X
Table showing factors to Motivate Employees Regularity:
Motivate Factors
Good employee relationship
Working conditions
Future prospects
Job responsibility
Incentives/Wage hike

No. of Respondents
4
6
1
12
27

Percentage
8
12
2
24
54

ANALYSIS: 8% (4Nos.)Of respondents feel that good employee

relationship motivates the employees, 12 %( 6Nos.) Of respondent say that
working condition is the factor that can motivate them, Recognition of work
anticipated by employees are 24% (12Nos.) Incentives /wage hike, had good
response as high as 54% (27Nos.), 2% one respondents feel that future
prospects motivate the employees.
INTERPRETATION: Majority of the employees expect incentives based
performance/ wage hike, shows need of financial assistance.
TABLE XI
Employees Knowledge about the Health and Safety measures of the
company:
Opinion
Strongly Agree
Agree
Disagree

No. of Respondents
35
13
2

Percentage
70
26
4

ANALYSIS: 70% members strongly agree that the company has taken
health and safety measures. 26% agree that they are health and safety
measures in the company. 4% members disagree with the company has taken
health and safety measures.
INTERPRETATION: Majority of the employees are aware with the health
and safety measures in the company.
TABLEXII
Table showing Employees Relationship with their Superiors:
Opinions
Average
Good
Very Good

No. of Respondents
11
37
2

Percentage
22
74
4

ANALYSIS: Out of 50 respondent 11 members have an average relationship

amounts to 22%. 37 members have good relation towards their superiors
(74%) very less members come under very good relationship
category(4%).
INTERPRETATION: Majority of the employees have good relationship
with their superior.
TABLE XIII
Table showing Employees absence on Personal Reason:
Reason for Leave
Attending Marriages & other Functions
Visiting Places
Domestic Places
Lack of Co-ordination among colleagues

No. of Respondents
21
11
16
2

Percentage
42
22
32
4

ANALYSIS: Taking leave for personal reasons is as high as 42% (21 Nos.).
Next are the domestic problems which occupy 32% (16 Nos.) of the
employees leave. Visiting places for personal work 22% (11 Nos.)
INTERPRETATION: Taking leave for personal reasons are as highest as 21
(42%). Next are the domestic problems which occupy 32% (16 Nos.) of the
employees leave. Visiting places for personal work 22% (11 Nos.)
TABLE XIV
Table showing method of Control of Absenteeism:
Control of Absenteeism
Change in Management style
Change in Working condition (Job Rotation)
Incentives/Wages hike
Develop Attendance policy
Transportation facility
Encouragement
Individual Attendance

No. of Respondents
3
4
25
2
6
7
3

Percentage
6
8
50
4
12
14
6

ANALYSIS: Providing incentives in recognition of work score highest in the

race amounting to 50% (25 No.). Encouragement other than monitoring
benefits also counts to the tune of 14% (7 No.). Transportation problem may
need attention-(6No.) that is12%.
INTERPRETATION: Majority of the employee needs financial support,
better transportation facilities and good working environment to control their
irregularities.
TABLE XV
Relationship with the co-workers:
Opinions
Average
Good
Very good

No. of Respondents
12
36
2

Percentage
24
72
4

ANALYSIS: Out of 50 respondent 12 (24%) members have average

relationships with their co-workers, 36(72%) members have good
relationship with their co-worker, 2(4%) come under very good
relationship category.
INTERPRETATION: Majority of the employees have maintained good
relationship with their co-workers.
TABLE XVI
Table showing Opportunity for Personality development of Employee:
Opinions
Very Good
Good
Average

No. of Respondents
6
33
11

Percentage
12
66
22

ANALYSIS: Out of 50 respondent 22% members view is that they have an

average level of opportunity for their personality development in the
company. 66% say that they find good opportunity for their personality
development. 12% feel they have very good opportunity for their
development.
INTERPRETATION: Majority of the employees find good opportunity in
the company for their personality development.
TABLE XVII
Table showing whether employee know the value of the benefits offered:
Opinion
Strongly agree
Agree
No comments

No. of Respondents
17
28
5

Percentage
34
56
10

ANALYSIS: Out of 50 respondents, 34%of members strongly agree that

they are aware of the value of the benefits offered, 28 % of members agree,
but, not aware of the importance, 5 % of members kept their comment
reserved.
INTERPRETATION: Majority of the employees agree that they know the
value of benefits that the company has offered.
TABLE XVIII
Table showing Information sharing, Exchange ideas with Employees:
Opinions
Strongly agree
Agree
No comments
Disagree

No. of Respondents
11
33
5
1

Percentage
22
66
10
2

ANALYSIS: Out of 50 respondent 22%of members strongly agree that the

company exchanges ideas with them. 66 % of members reasonably agree
this. 10% of members kept their comment reserved. One of the employees
feels that the company is not exchanging the ideas with the employees.
INTERPRETATION: Majority of the employees agree that the company
exchanges ideas with them.

FUTURE PROSPECTS
The company has plans to setup Operations in Assam & Andhra Pradesh in
near future and will expand further into Turkey and Brazil. Parle have taken
on local partners in some of these markets for Distribution. Parle brands are
already exported to more than 20 countries across the Globe including the
US, the UK, Canada, Middle East Asia, South East Asia & Africa.
Parle is planning to grow its foods business aggressively to fight
competition. As an Indian company Parle understand the pulse of the Indian
consumer. Parle strongly believes in creating new categories and offering
Innovative product experiences to consumers.

This has been The Back-Bone of Parles success in India.

The challenge is to offer consumers a product experience that they have
never experienced before. To stay ahead of competition, Parle will continue
to focus on introducing innovative products, strengthening Parles
distribution network, increasing Parles consumer base and ensuring that
Parles brand always remains relevant to consumers.

WORK TASK PERFORMANCE

During my summer internship program in PARLE BISCUIT Pvt. Ltd. I
was allowed to analysis Employees Absenteeism in the Company. In FMCG
Company it is good to experience the study of Employees Absenteeism
because employees regularity is important to maintain the growth and
achieve the goals. Before my summer internship program I was not aware of
Parles work culture and environment. But when I went there and saw its
environment I gained more and more knowledge about PARLE.
In my first week in Parle, I was told about the environment and we can say it
as the Introduction part, during that time only I realized that Absenteeism
has been continuous to be one of the major problems in Indian industry. So I
selected this problem of study:

To find out causes of Absenteeism.

To find out the rate of Absenteeism in Parle.
To identify the variables that reduces the rate of Absenteeism.
To identify the various factors that lead to Absenteeism.
To conduct a detailed study on Absenteeism of Parle.

In next two weeks, I discussed about my topic with the employees, so that I
can prepare my Questionnaire easily which was related with my study.
After preparing the questionnaire, In the fourth week I gave that
questionnaire to the employees to get their remarks about the problems
which causes Employees Absenteeism.
In fifth & sixth week, I collected all the data from employees & company
and prepared my project report.
I also helped PARLE by providing these Datas, Findings and Facts.

FACTS & FINDINGS

Maximum no. of employees are between 20-25 years. It means
most of employees of these ages are attracted towards Industrial
work, compared to the age between 25-35.
Most of the married employees are committed to work.
All the employees are under the salary ranging from 2600-2800.
Majority of the employees feel that working environment provided
is good.
Majority of the employees take leave on health grounds, poor
transportation facilities and lack of time management also
constitute reasonable portion of employees leave.
Employees apply leave for personal reasons like social activities
and visiting places, constitute major portion of their leave.
Majority of the employees are having good relationship with their
superiors. Any attempt to improve this, improves the quality of
production performance.
Benefits are always valuable, need management attention.
Good coordination compliments better work atmosphere. Need to
ensure it.
Developmental activity implies to both employer and employees
need to be strengthened.
Salary and wages play pivotal role in performance.
Awareness about leave administration will help the employees to
plan their leave properly
Health and safety measures are significant while evaluating
Absenteeism.
Majority of the employees are seeking either wage hike or
incentives as motivating factor.
Salary and wages are featuring as important criteria need to be
considered on priority basis.

RECOMMENDATIONS & SUGGESTIONS

Productivity of an organization depends upon the people who work for
the unit. How to make people work more or more better? is a million
dollar question that requires an understanding of what motivates people
to work. Similarly it may be possible to get people to work more in
higher proportions with marginal increase in providing welfare measures.
Such needs have been analyzed and identified through this study.
It will be fruitful for the organization to adopt for better human
performance, provided management simultaneously retains high skilled
employees to attain organization effectiveness. This may help in
controlling ABSENTEEISM.
In this direction following suggestions may help:
Organization can try and increase the level of workers participation
in decision making.
Increase the number of performance related awards.
More attention to be given for over all development of employees
welfare facilities.
Organization can motivate individuals through proper counseling
and guidance.
Organization may consider for arranging transport facilities.
Majority of them feel that wage & salary provided to them may
have to be considered for hike. So the company may consider of
increasing it.
Individual attention to employees regarding health matters may be
considered on priority basis.
Better communication may yield some more results.
Supervisors may be considered for management training SEARCH
AND RESEARCH is the only tool in this ENDAVOUR.

CONCLUSION
The employees of PARLE BISCUIT Pvt. Ltd. are taking leaves for
various personal and family reasons. They are aware of the impact of
their absence on the production. Most of the employees admit that they
are trying to avoid leaves, but many a times things are beyond their
control.
Some of the employees feel that the management should provide holiday
trip or family get together as recreation so that they will be relaxed after
the hectic job schedule. They also add that they are availing all the
welfare facilities provided by the company. One will never forget to say
that little of empathy towards employees will definitely yield better
industrial relations and minimize Absenteeism. The term Absenteeism
refers to the failure to attend to work. It is one of the major problems
faced by companies across the globe today. Unscheduled absenteeism
badly hurts the progress of an organization resulting in loss of
productivity, increased costs in hiring additional staff and low morale
among the workers. It is high time that employers address this problem
on a priority basis.
The study concluded that providing positive incentives to workers in the
form of those motivational factors that normally influence workers to be
absent is better than imposing penalties for discouraging absenteeism.
The best reward for workers with low absenteeism is to grant additional
time off for personal matters. Workers are influenced to a lesser extent by
deterrents, loss of pay and benefits and loss of promotion opportunities
and discharge, imposed for frequent absenteeism.
Finally a combination of incentives (additional time off) and penalties
(loss of benefits or job) with the primary emphasis on motivational
incentives is the most effective approach to reducing absenteeism.

QUESTIONAIRE
1) NAME:

DEPARTMENT:

DESIGNATION:
2) SEX: Male / Female
3) Age:
(a) 20-30

(b) 30-40

(c) 40-50

(d) 50 above

4) Monthly Income:
(a) Rs.10,000-15,000

(b) Rs.15,000-25,000

(c) Rs.25,000-35,000

(d) Rs. 35,000 above

5) Marital status:
(a) Single

(b) Married

(c) Widower

6) How is your work environment?

(a) Good

(b) Satisfactory

(c) Bad

7) Do you work over time?

(a) Yes

(b) No

8) If yes, how many hours on an average you work over time?

(a) 1hr
(d) More than 3hrs

(b) 2hrs

(c) 3hrs

9) Are there adequate welfare facilities provided?

(a) Yes

(b) No

10) The pay offered in the company is competitive:

(a) Strongly agree

(b) No comments

(c) Agree

(d) Disagree

11) For what reason you take leave?

(a) Sickness

(b) Lack of interest in Job

(c) Poor working conditions

(d) Long working hours

(e) Personal reasons

12) Motivation factors to improve employees regularity:
(a) Good employee relationship
(c) Future prospectus

(b) Work condition

(d) Job responsibility

(e) Incentives / Wage hike

13) Employees are happy with the health and safety measures of the
company:
(a) Strongly agree

(b) Agree

(c) Disagree

14) How do you rate your relationship with your superior?

(a) Average

(b) Good

(c) Very good

15) Employees Absence on Personal Reasons:

(a) Attending Marriages & other Functions
(c) Domestic Problem

(b) Visiting Places

(d) Lack of Co-ordination among

16) In your opinion, how absenteeism can be controlled?

(a) Change in management style

(c) Job rotation

(b) Incentive/ wage hike

(d) Encouragement and appreciation

(e) Individual attention

(f) Develop attendance policy

(g) Better transportation facility

17) How is your Relationship with co-workers?
(a) Average

(b) Good

(c) Very good

18) Opportunity for personality development of employee:

(a) Very good

(b) Good

(c) Average

19) Do you agree you know the value of the benefits offered?
(a) Strongly agree

(b) Agree

(c) No comments

20) Does the company regularly exchange ideas with employees?

(a) Strongly agree

(b) Agree

(c) No comments

(d) Disagree

BIBLIOGRAPHY
BOOKS
Ashwathappa. K. Human Resource and
Personal Management. Fourth Edition by the
McGraw-Hill Company New Delhi
Cooper, Donald R., Schindler, Pamela S.
Business Research Methods by the McGrawHill Company New Delhi
Mamoria, Dr. C.B., Dynamics of Industrial
Relations by Himalaya Publishing House
Bangalore
Rao, P. Subba. Essentials of Human Resource
Management and Industrial Relations, by
Himalaya Publishing House Bangalore

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