CHAPTER SCHEME

Chapter I

Company Profile

Chapter II

Absenteeism

Chapter III :

Objective of the study

Chapter IV :

Research Methodology
Research Design Specification
Sampling Techniques
Limitations

Chapter V

Data Representation & Analysis

Findings
Recommendations & Suggestions
Chapter VI

Chapter VII :

Conclusion
Annexure

PREFACE
Managing is the heart and essence being of Manager.

The ability to manage is one of the most crucial skills in the world today. It
is vital to do the continuous growth of advanced countries and is essential
element in meeting the corporation of developing nations.

The main purpose of my training in WIMCO Ltd. Bareilly was to conduct a

comprehensive survey of the reasons of absenteeism and to recommend
remedial measures to yield maximum result with the hope that it will be
proved useful to well being of the workers as well as the organization.

In the preparation of this project report, I got full support from the company.
I am extremely grateful to the personnel Department of the company and all
the employees and complication of this report.

It was very nice innovating and of all-purpose, an entirely new experience

for me to do better in future.

Date:

INTRODCTION TO COMMON MATCHES

The common match box that is the part of each and almost every household
in the modern day work. It was, invented by a chemist JHON WALKER of
Stockon on tees, England all by an accident, while conducting an experiment
he had been using a stick to stir a mixture of potash (potassium carbonate
and antimony) when he scrapped it against the stone floor to get rid of the
blob which had formed on the stick, it rapidly burns into the flames.

Matches were made out of the strips of cardboard and were being sold in
boxes of hundred. Since these bent so easily Walker soon changed this idea
from flat wooden splint of John Storm of Sweden invented the safety match
in 1885, this safety match can each fire only by being rubbed against a
special surface because a necessary part of, the chemicals are on the match
head and other on the sticking board. Productions of these being in the very
same year in the Sweden and by form of brag and may in England. Book
matches were designed by an American Joshua Pusky 1892 and were
manufactured in 1896.

MATCH MANUFACTURING IN INDIA

TODAY India is once of the leading match manufactures in the world.
Consumption of matches in India is very low as compared to other country
but there has been a notable 5% consumption annually in the recent past.

In 1910 few Japanese settle in Calcutta producing matches. They transferred

their simple technique of match manufacturing to the residents, however
they could not get any success in the important competition and were soon
out of the manufacturing.

MATCH FACTORIES OF WIMCO IN INDIA

MAHARASHTRA

.. AMBERNATH

TAMIL NADU

..

CHENNAI

WEST BENGAL

..

KOLKATTA

UTTER PRADESH

..

BAREILLY FACTORY

REGISTERED OFFICE

Indian Mercantile chambers

Ramji Bhai, kamani Marg
Ballad Estate Mumbai 400038

A BIRDS EYE VIEW OF WIMCO

In 1918 the Swedish match company set up its office in India, with the
objectives of manufacturing and selling in India.

WIMCO LIMITED Company the oldest INDO SWEDESH venture in the

country was launched as a private limited company on 7 September 1923
under the name of WESERN INDIA MATCH CORRPORATION
LIMITED (WIMCO).

With in a short duration of 7 years five match manufacturing companies

were set up in India, they were situated at Calcutta (now kolkata), Madras
(now Chennai) Amarnath, Dhubri (now closed) and Barielly (U.P). a
separate unit was set up in the Andaman Island in 1926 (now closed).

The company becomes a public company on the 19 July 1929. the company
was charged to its present name and the fresh certificate of the incorporation
due to charged of name was issued by additional registrar of companies,
Mumbai on 15 December 1975.

With the passage of time file company had engaged itself in the production
& it also engaged presently in forestry operation. The total match
manufacturing process in the WIMCO LIMITED is merchandised & at
present WIMCO market share is nearly 10 to 15% of totals country
requirement. The medium for small scale units meets the rest. At WIMCO
the work is done on the highly sophisticated chambers machines, the type of
which only 8 in the world WIMCO have 3 machines.

THE FACTORY WIMCO LIMITED BARIELY (U.P.)

The WIMCO limited located at the Clutter buck Ganj, in Barielly district
Uttar Pradesh. It was established in April 1929. This factory is situated on
the Barielly Delhi highway on 6 m away city. The nearest railway station is
CB Gunj. The annual production of this unit is approx 175000 cases (1case
=7200 matches). In this unit total 991 persons are employed.

Production of this unit cause the whole northern India consisting Rajasthan,
Madhya Pradesh, J&K and some other states. The unites has its own
commitment toward social and environment needs from time to time and had
been upgrading the facility to remain in the hard prescribed safety, health
and environmental standards.

WIMCO strongly believes that resource conservation and pollution,

prevention go hand to hand. It has been constant Endeavour of unit to
upgrade the production process by carrying out the maximum utilization to
waste from the plant so that minimum pollutants are generated which could
be treated effectively.

The unit has established Effluent Treatment inside the factory in accordance
with the pollution status. A very good greenery is maintained in the factory
and residential colony by plantation.

OBJECTIVES OF THE COMPANY

The WIMCO Ltd. (name changed as per recertification of incorporation
consequent on change a name dated 5-12-1975) established for-- To carry on in India or else where the business of manufacturers and
dealers, whether whole sale or retails in all kinds and description of
matches or match lighter or other lighting appliances or apparatus.
To by, sell, import, export, manipulate, manufacturing and deal in all
kinds and description of machinery, plant, implements, tool properly
and all chemicals, industrial and other preparations, articles and all
other substances, apparatus, materials and things capable.
To manufacturing, refine, manipulate, import, export and deal in salts
and marine and other chemicals and derivatives b product and
compounds of any nature and kind what so ever.
To carry on business as manufacturers and dealers in papers, pulp
straw and broads of all description.
To carry the same business as manufacturers and dealers in
containers, drums, boxes, cartoons, cases, bottles, vails, package,
wrapping, wrappers and receptacles of all kinds; and fittings, therefore
made from paper, board, card, metals, card boards, plywood, plastic,
bakelite, celluloid, alloy, glass wood and veneers.

 To carry on business on timber merchant, tea ad coffee garden,

printers, electrical and electronic apparatus, razors, razors blade,
vacuum flask, pencils product of every I description.
To carry on business of manufacturer and a dealer in explosives,
ammunition, fire works and other explosive products and accessories
of all kinds.
To carry on the business in real estate as builders, promoters
developers, organizers by constructing or decorating etc. and
providing or giving on lease or hire purchase basis or any hire or
rental basis to any person for any use, and
Being as a manufacturer, importer, exporter, and marketing and
distribution of computers and computer peripherals soft wares and
hard wares etc.

WORKING CONDITIONS
It is the working conditions that are a cause of security or insecurity. The
security can be physical in nature or of economic nature. So keeping in mind
this thing, the WIMCO unit pays adequate attention to ensure that the
working conditions are conducive to efficiency and safe working and do not
pose any health hazards and in this regard, the company Personnel Manager
coordinates with the departmental manager for implementing various safety
measures to minimize the accident and to promote and maintain the welfare
facilities.

A safety committee meets on regular basis and considers the safety aspects
of the factory extensively. The workmen who are on hazardous jobs are
provided with special protective clothing and equipment for safe handling.

The factory has its own dispensary to provide first aid in case of any
accident. All the workers are covered under the ESIC and PF scheme. There
is proper, effective and full time arrangement for better lighting, ventilation
and artificial humidification facilities. Arrangement of drinking water,
smoking shelter rest, etc. is also provided in factory premises.

PRODUCTION AND PRODUCTIVITY

The company produces about 400-450 cases per day and the annual
production is around 1,49500 cases. The production target is being achieved
with the corporation of entire departments and workers. The company has
induced a production scheme which is related to the wages of workers. The
annual bonus of the workers is also linked with the production instead of the
profits. Every 3-4 years, company signs the long term settlement with the
workmen through the trade unions and their representatives.
The latest long-term settlement was signed on 10th August 1999.

PRODUCTIN PROCESS- There are nine sections in the production

department.

1. Logyard- Wood received from the forests and other sources and
stoking woods on platforms and in the tanks is done here.

2. Peeling- The wood is peeled in the layers and used for manufacture of
splints.

3. Dipping- The splint heads are dipped in the fire producing chemicals
and match sticks are produced.

4. Chambon- The manufacturing and printing of outer box labels in the

four-side friction is done on the chambob machine.

5. Slitting and Rewinding- Cutting of outer box, paper board and inner
box along with slitting and rewinding is done in this unit.

6. Card Board Line- This produce the outer and inner box and closes
them.

7. Box Filling- Matchsticks are filled in the matchboxes and the excise
stamps are affixed here.

8. Packaging- boxes are packed in 10s and 600 boxes in a container.

9. H.H.LINE- It is a separate department producing the matchboxes of
300 sticks under the name of Wimco Homelites

WEEKLY HOLIDAYS AND FESTIVAL HOLIDAYS

Sunday is a weekly holiday for factory excluding the watch and ward staff.
The employees at essential services i.e. power house, electric man etc. and
certain employees are required on the job on Sunday for the execution of the
functions such as the maintenance of the machine for the proper cleaning of
the factory premises. The company also observes fourteen festivals and
national paid holidays in a calendar year.
FESTIVALS

No. OF DAYS

Republic Day

Id-ul-Zuha*

Holi

11/2

Moharram*

Barawafat

Raksha Bandhan

1/2

Janmashtami

Independence Day

Gandhi Jayanti

Dusshera

Ganga Ashanan

Id-ul-Fitr*

TRADE UNION AT WIMCO BAREILLY AND ACTIVITIES

The first organized union of workers in company was formed in 1952 in the
name of Wimco Workers Union. It was the first organized effort to unite the
workers in the factory. This was the only operating in the company till the
end of the 1958. Another union Matches Mazdoor Sangh (MMS) came into
existence. The Wimco Workers Union was affiliated to HINDU
MAZDOOR SABHA initially. Resulting in the influence of communist
leadership, in 1962 the management gave recognition to WWU under the
code of discipline, when U.P. Labour Department verified its membership
and declared it as a majority union. In the year 1974, the government
followed by the 12 days strike in 1975 deregistered this union.

When Matches Mazdoor Sangh attained majority, the strike was called off,
after the state government intervened and an interim settlement was signed
with this union.

In July 1997, a long term settlement between the management and the
Mathes Mazdoor Sangh was made this union was granted recognition. The
union is politically affiliated with the C.I.T.U. but most of the leaders are
concerned with resolving the problems and issues pertaining to the work
force.

In the year 1976, a union namely WIMCO EMPLOYEES UNION affiliated

to INTUC and it was registered under the president ship of the Jagdish Dixit

in the year 1982. This union signed annual bonus productivity linked
settlement with the management.

Another union namely WIMCI MAZDOOR SANGH was setup in the year
1978 and it was affiliated to the Bhartiya Mazdoor Sangh but it had no
activities in the company and has negligible following amongst the workers.
In the year 1988 WIMCO KARAMCHARI ASSOCIATION was setup and
got affiliation to the H.M.S.

At present joint committees of three unions have made a latest long term
settlement. On August 10, 1999.

Till date although unions working in the factory have different ideology but
they working together for the benefits of the workers in the factory.

INDUSTRIAL RELATION
Companys Policies:
The company will endeavor to promote means of securing amity
and good relationship with employees at all levels and enhance
bipartite relationship to provide the flexibility that is necessary for
effective relationship.
The company will have an effective system to communication
between the management and employees to explain the
management policies, clarify and misgivings and redress any
Grievances with the least possible delay.
The company will strengthen the spirit of voluntary settlement
rendering recourse to conciliation rather in frequent and this is
expected to be achieved by commenting an matters of common
interest and concern endeavoring to compare any material
difference of opinion in respect of such matter.
The company will keep itself abreast of the in the surroundings
industries take effective steps to maintain a healthy industrial
relations climates.
The company will assess developing emotional pressures amongst
the employees, even when carrying out reasonable and lawful

activities, to counter it by commensurate amount of compensatory

activity.
The company will assist the formation and growth of responsible
leadership amongst the workmen and avoid in longer interest the
action which tend to reduce the influence of responsible leadership
even though the same temporary advantage may other wise occur.
The company will maintain contacts with government authorities
up to state level with a view to have a constant rapport with then to
assure smooth procurement of industrial raw materials and licenses
etc and to ensure Governments support in case due to some
reasons the industry get disturbed.
The company gear up industrial relations in such a manner that the
functioning of legislative, representative and executive system
develop inside the company an organizational climate which will
combine for proficiency, productivity, profits and people.

1.1

COMPANYS POLICY- ATTITUDE TO WORDS THE UNION-

1.1.1- The companys philosophy will be used not only on fair deal for the
labour but also entrenched in a genius conviction that in organized industry a
fair deal for labour can work smoothly if it is made through a representative
union.

1.1.2- The Company will recognize union as a representative of employees

irrespective of the work place and irrespective of their practical affiliations.
1.13- The company will keep the union well informed and seek constructive
suggestion while introducing changes which affect work pattern or and
conditions of services.

1.2 COMPANYS POLICY AS UNION RECONITION-

1.2.1-The

company

will

recognize

representative

union

union which enjoys the confidence of employees and the management.

1.2.2-Recognition once granted will not be withdrawn unless there is

something atrociously against the conduct of union and there is a directive
from the Labour Development, U.P.

1.3-FACTORS &FACTS-NEGOTIATIONS WITH UNION-

The present situation is marked by the following distinctive features which

have considerable bearing in negotiation.

1.3.1- Employees at the lowest rungs are nave and largely illiterate. They
are unable to appreciate the intricacies of their relationship with the
management their rights and obligations.

1.3.2- The trade unions in the company at times, are influenced by

individuals who are not necessarily concerned with acquiring benefits for the

general body of employees but interested in their own political and other
vested ambitions.

1.3.3- Inter-union rivalry poses us serious question I the present

circumstances regarding negotiating with whom.

1.3.4- Realistic and responsible attitude of the recognized union can always
be misconstrued or misinterpreted by vested interest as weakness of that
particular leadership and its compromised position with the management.

1.4- COMPANYS POLICY- NEGOTIATION WITH UNION-

1.4.1- The company will negotiate with the recognize union and if deemed
expedient permit other unions in the company to negotiate with the
management.

1.4.2- The Company will allow different union representatives in the union
negotiating body in proportion to the membership of different unions, if
reliable records or information is available.

In the final round of talk the managements negotiation team will be headed
and preliminary talks shall be conducted by the concerned divisional head
and by any other person nominated by G.M.

1.4.3- The Company may also approach concerned workmen directly to

ratify certain proposals after obtaining the consent of union or unions.

1.4.4- While negotiating and entering into long terms agreements, the
company will asses the optimum duration for the long term agreements in
term of its effectiveness and suitability for workers.

1.4.5- COMPANYS LONG TERM POLICY

A-The company will promote conditions and circumstances when

bargaining will not be merely a power game involving conflict resolution
depending on who wields the power but understand each other point of view.

B- The will try to make collective bargaining as a system for fixing price for
labour, a system of industrial jurisprudence-establishing and administering
the conditions other than ways under which earners render their service and
extend democratic idea into work committee.

LOSS OF PRODUCTION DUE TO ABSENTEEISM

According to a letter addressed to various unions and department heads loss
of production was reported due to absenteeism.

1 case = 7200 Match Boxes.

The average production up to 8th of May 2006 is 463.7 cases as a against
production of

519.4 cases in 2005

544.8 cases in 2004

491.5 cases in 2003

504.3 cases in 2002

522.1 cases in 2001

The production of 8-5-2006 is 388 cases which is the lowest in the last six
year. This is mainly due to poor and low attendance.

RECRUITMENTCOMPANYS POLICY/ PREFERANCE

R-1.1- Recruitment From Within

The company will endeavor to promote and/or transfer deserving employees

from within to a better post to maximum extant possible without denying
itself the benefit of new ideas, wide perspective and experience of an
employee from outside.

R-1.2- Negotiation

Children of the employee of the male nominee under the provident

fund/family person scheme/gratuity.

The company will take the employment as a Mazdoor on probation one

son or legal heir of an employee who

1. Retires from service after attaining the age of superannuation or

2. Resigns from employment due to some permanent disability

and/or incapability to perform normal duties after the same has
been certified by the companys Medical Officer.

R-1.3- Religious BackgroundThe company will maintain a reasonable balance between employees
belonging to different communities in each department.

R-1.4- Employment of Relations-

The company shall avoid to the maximum extent possible employing close
relations of existing employees in the factory unless there are special reason
to the contrary.

R-1.5-Employment from same village/locations-

The company will ensure tat there is not an unusually high number of
employees from a particular location/village.

R-1.6-The company will minimize recruitment of totally illiterate

workman.

R-1.7- Watchmen-

As a rule the company will not employ locals as watchmen.

R-1.8- Ex-service personnel

The company will generally give employment to ex-servicemen personnel

especially for jobs requiring high disciplinary standards.

PROMOTIONSPromotions to semi skilled and unskilled categories:-

Promotions t semi skilled and unskilled categories shall be strictly from

within the section on the basis of the seniority scale, provided the employee
is fit to perform the job.

Promotions to skilled categories:-

The main objective of the company shall be to recruit the best man for the
job from within his company or from outside and not definitely promote a
man from within the company. Promotions should be based exclusively on
the basis of performance in objective tests, interviews administered by the
company to all the applicants from within and / or outside the company.

Criteria for determining seniority-

When the date of appointment / designation / date of transfer is the same the
age of individual shall be taken as the guiding factor in determining
seniority. The person senior in age will be considered senior in services.

Definition of employee status:-

1. Permanent is one who has completed a probationary period as

standing order applicable to him and is employed on a permanent
post.

2. Probationer is an employee who is personally employed to fill a

permanent vacancy & has not completed probation period in the
occupation as the standing order applicable to him.
3. If a permanent employee works as a probationer on a new occupation
he may at any time during the probation period be reverted to his old
permanent position by an order in written singed by the Manager.

4. Temporary employee is one who is engaged for work of an essential

temporary character.

5. A Trainee is a learner or unskilled or skilled job & get menial stipend

during the period of his training.

6. An Apprentice is a learner of the skill trade and is paid fix stipend

during the period of his training. He is not apprentice under the
Apprentice Act 1961

7. Casual employee is one who is employ to do a casual nature of job on

day to day basis & whose name is entered in the register of casual
maintained in the factory.

Recruitment from outside:

Notification of vacancies:
The Personnel Manager will notify the vacancies to the employment
exchange on the notice board of the factory & other necessary places
(newspapers etc.)

Details of notification:
The notification shall indicate details of minimum qualifications in request
of education, age, experience & any other special qualifications, the last date
for application & the address to which the communications should be sent. It
should also indicate the expected emolument range.

Sources:
The sources to be tapped will be determined by the nature of jobs to be
filled, the prevailing condition of the companys policy legal / social
obligations etc.

Advertisement:

All pasts expect those of Mazdoors & apprentices may be advertised.

However the Personnel Manager shall use his discretion in determining the
nature of the advertisement, the paper and manner in which the post(s) are to
be advertised.

Recommendation of employment exchange:

The company may consider the candidates recommended by the
employment exchange provide with they qualify in other respect.

Direct recruitment from ITI, army center etc.:

The company will solicit applications through recognized institutions like
ITI, ex.Service Mens Board for the recruitment of suitable candidates.

Applications:
Applications may reply to advertisement at the first instance should contain
details of age, qualifications, experience, present position, salary drawn and
salary expected.

Receipt of Application:
All applications should be received by the personnel manager. The
Personnel Officer shall maintain a separate file of applications received for
each post from all sources.

ABSENTEEISM AN OVERVIEW

DEFINITIONAbsenteeism has been variously defined by different

authoritiesAccording to WEBSTERS Dictionary:
Absenteeism is the total man shift lost because of absence
as a percentage of the total number of man shift scheduled to work.
According to Encyclopedia:
Absenteeism is the time lost in industrial establishing by
avoidable or unavoidable absence of employees.

MEANINGAbsenteeism refers to failure on the part of the employees

to report to work though they are scheduled to work. In other words
unauthorized absence constitutes absenteeism. Absenteeism is computed in
terms of percentage. Absenteeism cost money to the organization besides
reflecting employees dissatisfaction with the company. The absenteeism
may be avoidable and unavoidable.

Absenteeism means that in any organization a employee fails to come on

work when he is scheduled to work. Absenteeism is unavoidable when the
employees himself falls sick/when his dependent at home suddenly becomes
unwell/when an accident takes place in the plant premises. Unavoidable

absenteeism is accepted by manager is even sanctioned by the Labour

Laws.

Avoidable absenteeism arises because of night shift opportunities for moon

light and earning extra income indebtedness and lack of job security,job
dissatisfied unfriendly supervision. This requires supervision from the
management.

CAUSES OF ABSENTEEISM
Nature of work
Poor working conditions
Absence of regular leave arrangement
Accidents
Poor control
Absence of transport facilities
Lack of interest
Attraction to home
Alcoholism and gambling habits
Miscellaneous causes

MEASURES TO CONTROL
Proper selection
Proper orientation
Better working condition
Provisions of transport and housing facilities
Incentive bonus to regular employee
Disciplinary action
Prevention of accidents
Effective supervision
Employee counseling

PECULIAR FEATURES OF ABSENTEEISM

On the basis of micro studies undertaken in different parts of the country
certain observation may be made-

The rate of absenteeism is the lowest on pay day. It increases

considerably on the days following the payment of wages and bonus.
The level of absenteeism is comparatively high immediately after the
paydays when workers feel like having a good time. The incidence of
absenteeism both before and after a holiday has also been found to be
higher than that on normal days.

Absenteeism is generally high among the workers below 25 years of

ages and above 55 years of age. The younger employees are not
regular and punctual presumably because of the employment of a
large number of newcomers among the younger age group, while the
older people are not able to withstand the strenuous nature if work.

The rate of absenteeism varies from department to department with in

a unit. The department in which there is few workers are employed
and the physical condition are better than in other departments, the
rate of absenteeism is comparatively high.

The percentage of absenteeism is generally higher in the night shift

than in day shift. This is so because workers in the night shift

experience greater discomfort and uneasiness in the curse of their

work than they do during day time.

The percentage of absenteeism is much higher in coal and mining

industries than in organized industries.

Absenteeism rate is also higher in female workers than in males.

Absenteeism is also seasonal in nature especially in the rainy season
when the employees work place is far of and may be unable to reach
to his schedule job.

In India, absenteeism is the highest during March-April-May when

land has to prepare for sowing and also in the harvest season
(specially October) when the rate goes as high as 40%.

MAGNITUDE OF ABSENTEEISM
The rate of absenteeism is expressed as the percentage of man days lost
through the absence to total number of man days scheduled during the given
period:-

No. of man days lost through absence

Absenteeism = ----------------------------------------------- X 100
No. of man days scheduled to work

The rate varies from 7% to nearly 30%. The extant of absenteeism may
differ from industry to industry, place to place and occupation to occupation.
It also differ according to makeup if work force.

It may be extensive in a particular department of an industry or a concern.

There has been a phenomenal rise in absenteeism in some industries since
last few years, because of unauthorized absenteeism.

EFFECTS OF ABSENTEEISM
It is harmful o both employers and workers-

Normal work flow in the factory is distributed and overall production

goes down.

Difficulties are found in executing orders.

Casual workers may have to be employed to meet the production
schedule; such workers are not trained properly.

Overtime allowance will increase considerably because of higher

absenteeism.

There is an extra pressure of work on their colleagues who are

present.

Workers loose wages for unauthorized absence.

Habitual absenteeism may be removed form service causing them
great hardship.

STUDY OF NATIONAL PRODUCTIVITY COUNCIL:

According to the study of National Productivity Council factors responsible
for absenteeism are: Relations with villages
Part time job
Employee start Insurance scheme
Facilities of holidays
The working conditions
Relations with supervisor
Accidents
Season
Lack of we feeling.

ANALYSIS OF ABSENTEEISM REPORT

As per the data given in the absenteeism report for year 2007-2008, the
average absenteeism for the year 2007-2008 is 13.37%.

Absenteeism data is subdivided into the authorized and unauthorized

absenteeism. The average authorized is 1.95% and the average unauthorized
absenteeism is 11.42%.

From the data observed that: Absenteeism rate is increase in April, May and June may be that is
because of agriculture season which makes the workers to go their
home village and reap the crops.
Absenteeism rate also increases in January, February and March may
be that is because of festival and marriage season. People might be
leaving for their villages during this period or they may try for some
alternate part time job as chances for such jobs are more in the festival
and marriage season.

It could also be seen that absenteeism rate during July to December is

not so fluctuating as it is observed for the rest of the year.

 Company permits a worker to get 29 days leave for the year out of
300 working days that is estimated average authorized absenteeism
for the year should be 10% but it is 1.95%.
Unauthorized absenteeism is mainly responsible for loss in
production, thus measures are to be taken to reduce it or shift a part of
it into authorized absenteeism.

ANALYSIS OF DATA COLLCTED FROM INTERVIEWS

About 6-8 persons were interviewed and observations were recorded on

various grounds or fields as discussed earlier with other group members.

Data collected from workers to know about factors responsible for

absenteeism was not an easy job as most of workers fear to reveal the truth.

Absenteeism in WIMCO could be supported mainly of these factors:-

Relationship with Villages:Most of low class workers belong to villages,

thus whenever they visited their home villages they are absent from the job.

Lack of WE Feeling:Workers does not feel to be a part of WIMCO they are

unhappy with policies of reward system, they dont think of lose of company
when they are absent from the work.

Part Time Job/Agricultural Land/Festival Employment:Workers

also

absent from the work because they are forced to devote some time to their
part time job/business.

FACTORS OR REASON FOR ABSENTEEISM FROM

WORK

Relations with villages

Part time job
Debts(To hides from Money Lander)
Employee state Policy
Benefits of Holidays
Working conditions
Relations with Supervisor
Accidents of Work
Seasonal Absenteeism
Lack of Attachment of Company
Sickness/Physical Disabilities
Attitude of Co-Workers
Family or Personal Problem

UNIONS AT WIMCO
The Matches Mazddoor Sangh
The Wimco Employees Union
The Wimco Karamchari Association
The Wimco Karmachari Sangh

INTERESTING EXTRA EXERCISES

GOLDEN RULE OF MANAGEMENT
THREE TYPE OF ATTITUDE
WINNER AS LOSER
ATTITUDE EXERCISE
LISTENING
UNSATISFACTION WITH WORK

SPACIAL INTERVIEW WITH UMAR RAZA KHAN

Umar Raza Khan is the vice president of The Wimco Karamchari
Association. We tried out a different frame work to know about the attitude
of the union towards absenteeism.

In the interview they started with few motivation lines, and try to dominate
us. In the interview he hold that He supported what is justified and takes the part of trust and dose not
support in justice. In his words
Hum haq ki baat karte hain

He supported if management is right and opposes if wrong.

He favors action against absentees but not support dismissal, because
it affects the family of the worker. In his wordsKoi bhi saza chalegi par sazae maut nahin
He plays the role of the lowyer and he tries to save the worker from
an action taken him by management. In his wordHum to waqil hai hamara to kaam hi bachana hai

SPACIAL CASE STUDIES

CASE OF SALIMUDDIN

Salimuddin is presently employed as operator in Hering line with

Ticket No-E-8.is one of the case reported as habitual absentees.
Whole case file of Salimmuddin was given to us for special study.

Information in the file:

Name -

Salimmuddin

DOB -

1.1.1971

Family -

4 daughters,2 sons and wife

Working from -

1st April 1996

Card No -

184

T.No. -

B-15

He joined the company as a casual worker in 1996. He was then appointed

as Mazdoor(Probationary) as per the appointment letter given on 31st august
1996.
He was then confirmed as Mazdoor after the end of Probation period on 17th
Feb 2000.

First Warning:

First warning was given on 26-5-2000 for 3 days absenteeism without any
prior notice.

Transfer:

Salimmuddin was transferred to Auto Match line on 14-6-2000.

His new T.No is E-8.

Promotion:

Salimmuddin was promoted from Mazdoor to Operator (probationary) on

25-1-2001 which was confirmed on 1-8-2001.

Show Cause Notice:

Show cause notice was issued o Salimmuddin for charge of habitual absence
without leave or absence without leave for ten consecutive days.

Cause given by Salimmuddin:

Son was operated due to some problem in knee.

Wife also fell ill so he has to g to in laws house.

Thus he unable to apply for leave in advance.

(Letter dated 5-12-2002)

Various causes given by SAlimmuddin for being absent at

various times:
He was busy in making his house.
He send his leave through Islamuddin (a cousin of Salimmuddin) but
he dropped it didnt submit it.
Daughter fell ill, unable to send leave.
He himself fell ill.

WARNINGS:

Salimmuddin was one of the employees whose name was sent to Personnel
Department from his own department for being absent from work. His name
appeared in monthly reports of both January and February regarding
absenteeism from work.

Application to Personnel Department:

He apologized and asked Personnel Manager to forgive him for the last
time. He also brought his wife with him who also appealed for forgiveness.

Cause for absenteeism shown in application:

He was suffering from mental tension and he was unable to perform the
work efficiently (Dated 31-3-2006).

Letter from Mr. M.C. Rana (Asst.Manager, HERING line)

Mr. M.C. Rana informed personnel Department about Salimmuddin as a

case of habitual absenteeism. It was also informed that he was absent from
work from last 28-4-2006.

Show cause Notice Issued:

It was issued on 13-5-2006 from General Manager (works) for the subject of
habitual absence without leave or absence without lave for ten consecutive
days. In the notice Salimmuddin was asked to report within 72 hours of
receipt of this notice send to him by registered post.

Salimmuddin didnt received he letter which was then re-delievered to

Personnel Office. He then reported to office after few days and since then he
is suspended from work.

GROUP DISSCUSSION WITH PERSONNEL MANAGER

AND OTHER GROUP MEMBERS:
After the study of case of Salimmuddin it was required to arrive at common
opinion as to what action should be taken against Salimmuddin.

It was quite easy and less time taken as the entire group members have
common opinion to terminate Salimmuddins service because:
In spite of being given several warnings, he is absent from work
without a prior notice.
If Salimmuddin is called for work his relationships with superior will
not beas it before and tense relationship will not be fruitful for
company.
It will send a wrong message to other workers if he is not terminated
as they may develop the same habit of absenteeism.
If Salimmuddin is terminated it will act as a warning to workers to
other workers changes their habit of absenteeism.
The discussion was over with very fine words by Gupta Sir,

Even if all the people and Department are against Salimmuddin and
want him out of the company, its only the HR department which may
still think that he may improved and should be given one more chance.

OBJECTIVES OF THE STUDIES

1. To study the impact of absenteeism on productivity and production.
2. To identify the impact of absenteeism on productivity and production.
3. To analyze the rate of absenteeism in various departments.
4. To identify the causes of absenteeism.

ANALYSIS & DATA INTERPRETATION

1. Do you have any relation with villages?

a. Yes

b. No

30%

Yes
No

70%

70% workers i.e. 35 workers have relation with villages whereas 30%
workers i.e. 15 workers have not relation with villages.

2. Do you have agricultural land, if yes then specify mode of farming?

a. Self

b. Any other hiring agency

30%
Self
Any other hiring
agency
70%

30% workers i.e. 15 workers have their own agricultural land whereas
70% i.e. 35 workers are hiring any other agency.

3. Do you have any part time job?

a. Yes

b. No

5%

Yes
No

95%

5% workers ie. 3 workers have part time job whereas 95% workers i.e.
47 workers have not any part time job.

4. Are you satisfied with the behaviours of

a. Co-workers

b. Trade union leader

c.

Supervisor

i. Yes

ii. No

0%

Yes
No

100%

100% workers i.e. 50 workers are satisfied with the behavior of Coworkers, Trade union leader, Supervisor

5- What is the size of your family?

a. Big

b. Small

10%

Big
Small

90%

90% workers i.e. 45 workers have big family whereas 10% workers i.e.
5 workers have small family

6- Have you get any reward for good performance?

a. Yes

b. No

10%

Yes
No

90%

10% workers i.e. 5 workers get reward for good performance whereas
90% workers i.e. 45 workers don't get reward for good performance.

7. What is your daily target?

a. As per fix norms

b. without norms

0%

As per fix norms

without norms

100%

100% i.e. 50 workers said that their daily target is decided on as per fix
norms.

8. Do you achieve that?

a. Sometimes

b. Daily

10%

Some Times
Daily

90%

10% i.e. 5 workers said that they are achieving their target sometimes
whereas 90% i.e. 45 workers are achieving their target daily.

9. Do you come for duty regularly?

a. Yes

b. No

20%

Yes
No

80%

80% i.e. 40 workers are coming for duty regularly whereas 20% i.e. 10
workers are not coming.

10. Are you satisfied with working conditions?

a. Working hours

b. Lightening

c. Cleanliness

d. Machinery Conditions

60%
50%
40%
30%
20%
10%
0%
Working
hours

Lightening

Cleanliness

Machinery
Conditions

30% workers are satisfied with working hours

10% workers are satisfied with Lightening
10% workers are satisfied with Cleanliness
50% workers are satisfied with Machinery Conditions

FINDINGS

1. After analysis we find that mostly workers have relation with villages
whereas there are also some workers who don't have relation with
villages.
2. After analysis, the finding is this that one worker have their own
agricultural land whereas there are also many workers who are hiring
agencies.
3. On the basis of analysis, we can find that there are some workers who
have part time job whereas there are also many workers who don't
have any part time hob.
4. There are many workers who are satisfied with the behaviour of coworkers, trade union leader and supervisor whereas there are also very
less no of workers who have not good relations with their co-workers,
trade union leader and supervisor.
5. After analysis we find that there are many numbers of workers who
are regular for their duty but there are also some workers who are not
regular for their duty.
6. After analysis we find that there are some workers who get reward for
their good performance whereas there are also some workers who
don't get reward.

SUGGESTIONS
1. A Platform should be Provided

Some platform should be given, where management and workers could

meet. This platform could serve in the following ways: Management could tell the workers about new policies/procedure of
company to workers in an effective manner.
Workers

could

express

their

view

regarding

companys

policies/procedure and help the management in getting the feedback.

Workers could also show their talent and thus it will help to develop
better relationship with management and develop a strong WE
feeling.

2. Change in Reward System:Rewards should not only be given in

monetary form but different method should be adopted, like awards
should be given on some common platform.

3. Training of Supervisors:To develop communication skills so as to

treat subordinates or workers in a more humanitarian manners.

Thus we could arrive at a conclusion that step should be taken by

management in order to develop a strong WE feeling. Workers also visit
their home in agricultural season when they required to reap/sow the
crops. They also absent from work in festival season. For Example- for
the work of painting, electricity, mazdoori, tailoring etc.

4. Financial Support from Family/In-Laws:Workers dont try to earn

when they think they have enough money which they get from other
earning family members or support from in- laws.

5. Blind Support from Union:Workers themselves assumed that no strict

action would be taken against them as they would be supported by unions
whether justified or not.

6. Debts from Sources with in the Company not from Company:Debts

taken from co-workers who are in a better financial situation in the
company also cause the workers to absent from work. These debts taken
by workers might be required to fulfill the expenditure in festival and
marriage.

CONCLUSIONS

Working on this project was an enriching experience. I worked on the

employee benefit through which. 1 learned more about benefits required by
the employees of WIMCO.
As per the findings and analysis of my project of employee benefits. I
reached to the conclusions regarding to the conclusions regarding the major
benefits provided by WIMCO. First among them is that there are a number
of benefits which are sufficient to case of the live of employees and their
families.

In comparison with other companies WIMCO is providing a lot of benefits

which play a great role of the pleasurable life of the employees of WIMCO.
Employees are satisfied with their job profile here & according the benefits
and incentives.

This is no hectic schedule employees are able to coordinate with their family
as well as office as well as office. They all are happy with the working,
environment of WIMCO.

QUESTIONNAIRE

1. Do you have any relation with villages?

a. Yes

b. No

2. Do you have agricultural land, if yes then specify mode of farming?

a. Self

b. Any other hiring agency

3. Do you have any part time job?

a. Yes

b. No

4. Are you satisfied with the behaviors of?

a. Co-workers

b. Trade union leader

c. Supervisor
i. Yes

ii. No

5- What is the size of your family?

a. Big

b. Small

6- Have you get any reward for good performance?

a. Yes

b. No

7. What is your daily target?

a. As per fix norms

b. without norms

8. Do you achieve that?

a. Sometimes

b. Daily

9. Do you come for duty regularly?

a. Yes

b. No

10. Are you satisfied with working conditions?

a. Working hours
b. Lightening
c. Cleanliness
d. Machinery Conditions