A Project Report: Department of M.B.A. Narasaraopeta Institute of Technology, NARASARAOPET-522601, GUNTUR (DT)

A PROJECT REPORT
ON
EMPLOYEES ABSENTEEISM
AT
KAKATIYA TEXTILES LIMITED
Report Submitted In Partial Fulfilment of the Requirements for the Award

Of
MASTER DEGREE IN BUSINESS ADMINISTRATION

Submitted by:
C.BALAKRISHNA
(13KH1E0001)
UNDER THE GUIDANCE OF
Mr.R.RAVIKANTH, M.B.A.
DEPARTMENT OF M.B.A.
NARASARAOPETA INSTITUTE OF TECHNOLOGY,
NARASARAOPET-522601, GUNTUR (DT).
Affiliated to
Jawaharlal Nehru Technological University, Kakinada.
(2013-2015)
Employees Absenteeism
YELLAMANDA, KOTAPPAKONDA ROAD,

NARASARAOPET.
This is to certify that the project work entitled
PROJECT REPORT ON EMPLOYEES ABSENTEEISM AT KATIYA TEXTILES LIMITED
GUNTUR (DT) is a bonafied work of Mr. /Ms. C.BALAKRISHNA who

studied in our college during the years 2014 2015 in partial
fulfillment of the award of the Degree of Master of Business
Administration.
Project Guide
Head of the
Department
DECLARATION
I hereby declare that the project work entitled A PROJECT REPORT ON
EMPLOYEES ABSENTEEISM AT KATIYA TEXTILES LIMITED, GUNTUR (DT) is a bonafied
work done by me in partial fulfillment of the requirements for the award of the degree
of Master of Business Administration (MBA) and has not been formed the basis for
the award of any other degree or diploma earlier.
C.BALAKRISHNA
(REG. NO.13KH1E0001)
ACKNOWLEDGEMENT
I am grateful to Dr. D.VENKATRAO, M.Tech., Ph.D.,

Principal Narasaraopeta Institute Technology, for permitting me to do
project work.
I express my sincere gratitude to Professor and HOD of

M.B.A.
Dr. M. Arvind, MBA, M.Com, M.Phil., Ph.D for his kind co-
operation and guidance in completion of my project work.
I am indebted to my project guide and Lecturer Mr. B. Siva

Reddy, MBA, for her continuous guidance and support in completion of
my project work.
Thankful to Mr. Venkkanna (General Manger), Mr. Gopi (HR-Executive)
of A PROJECT REPORT ON EMPLOYEES ABSENTEEISM AT KATIYA TEXTILES LIMITED,
GUNTUR (DT), sparing their valuable time and providing support in completion of
my project work. Moreover, acknowledged me regarding various H.R. issues.
C.BALAKRISHNA
(REG. NO.13KH1E0001)
CONTENTS
Page Nos.
i.
List of tables
ii.
List of figures
Chapter-I
Chapter II
INTRODUCTION
0-2
a) Needs of the Study
2-3
b) Objectives of the study
2-3
c) Scope of the study
3-4
d) Methodology of the study
3-4
e) Limitations
4-5
INDUSTRY PROFILE
6 - 10
COMPANY PROFILE
11 - 18
Chapter III
REVIEW OF LITERATURE
19 - 29
Chapter IV
DATA ANALYSIS AND

INTERPRETATION
30 - 55
Chapter V
FINDINGS
56 - 57
SIGGESTIONS
57 - 58
ANNEXURES
58 - 59
a) APPENDICIES
59 - 62
b) BIBLIOGRAPHY
62 - 63
Chapter VI
LIST OF TABLES
S.NO
TABLE NAME
PAGE NO
Work Experience
31
Respondents Age
32
Absent for the night s
33
Causes
34
Inadequate Welfare facility
35
Wages and Allowances
36
Health problem
37
Holidays is cause for Absenteeism
38
Work Atmosphere
39
10
Work Environment
40
11
Superior Encouragement
41
12
Attitude& practice of the management
42
13
Habit of Alcoholism
43
14
Employee- Employer Relationships
44
15
Leave facilities
45
16
Main cause
46
17
Employees Responsibilities
47
18
Over Time Relaxation
48
19
Distance from living places
49
20
Part time Job of the Employee
50
21
Cultural activities
51
22
Native place visit
52
23
Working conditions
53
24
Family Sickness
54
25
Medical facilities
55
LIST OF FIGURES
S.NO
TABLE NAME
PAGE NO
Work Experience
31
Respondents Age
32
Absent for the night s
33
Causes
34
Inadequate Welfare facility
35
36
Health problem
37
Holidays is cause for Absenteeism
38
Work Atmosphere
39
10
Work Environment
40
11
41
12
Attitude& practice of the management
42
13
Habit of Alcoholism
43
14
Employee- Employer Relationships
44
15
Leave facilities
45
16
Main cause
46
17
Employees Responsibilities
47
18
Over Time Relaxation
48
19
Distance from living places
49
20
Part time Job of the Employee
50
21
Cultural activities
51
22
Native place visit
52
23
Working conditions
53
24
Family Sickness
54
25
Medical facilities
55
CHAPTER-I
INTRODUCTI0N
INTRODUCTION :
1.1
HUMAN RESOURCE MANAGEMENT AND EMPLOYEES ABSENTEEISM

Michael J. Jucius defined personal management as The field of management, which has
to do with planning, organizing, directing and controlling the functions of procuring, developing,
maintaining and utilizing a labor force.
Human Resources Management is the central sub system of an organization and it permeates
all type of functional management. Personal management is concerned with employees both as
individuals and as groups in attaining goals. It is also concerned with behavior, emotional and social
aspects of personal.
Employees presence at work place during schedule time is highly essential for the smooth
running of the production process in particular and organization in general. Despite the significance
of employee presence, employee some time fails to report at work place during schedule time,
which is known as absenteeism.
Acc to Websters dictionary:
Absenteeism is the practice or habit of being an absence and an absentee is one who
habitually stays away.
Acc to the labour bureau simla,
Absenteeism is the total man shifts lost because of absences as a percentage of the total
number of man shifts scheduled to work
Absenteeism in Indian industry is not a new phenomenon the royal commission on labour
reported, High absenteeism prevails among industrial labor mainly due to their rural orientation.
Managing Absenteeism : Absenteeism is unavoidable, what could be done to control and

minimize its occurrence. Education and counseling, working conditions, incentives sceames,
motivation and moral have suggested mechanism to manage absenteeism. Personal factors, job
factors, environmental factors causes for the absenteeism. The labour bureau does not regard
absence from work due to authorized vacation, privilege leave, and strike, lock out, lay off post
facto regularized period of over stay following un authorized leave as absenteeism. The labor
department, government of India defines Absenteeism as the total man shifts lost because of
absentees as a percentage of the total number of man shifts schedule
1.2
NEEDS OF THE STUDY

In every company the employees absenteeism play an important role. The company should
reduce the absenteeism to improve the production and promote the well being of the
employees.
These measures the company should improve the working conditions of the employees and
improve the production.
The business mission of Kakatiya Textiles Ltd is to create an environment in which
employees would grow to their full potential.
The company should increase the upward communication in this company.
1.3
1.4
OBJECTIVES OF THE STUDY
To know the procedures and policies followed in the kakatiya textile ltd
To study the reasons for absenteeism in the kakatiya textile ltd
To evaluate the working conditions in the company
To understand leave facilities
To revise the opinion of the employees according to their management
To cram the employees grievances in the organization
SCOPE OF THE STUDY

The scope of the study covers the reasons for the employees absenteeism and measures in
the production and productivity in kakatiya textiles limited the sampling units at company are
restricted to staff and employees.
The overall sample is taken as 120 employees. The project
10
Covers information related to KTL Limited at Nallabandagudem.

The study has taken place among the top level management and middle, lower level
management.
Laid upon the supervisory as well as workmen cadre this study is aimed at analysing the
factors contributing to the employees absenteeism of employees that enhance the performance of
the organization.
11
1.5
METHODOLOGY OF THE STUDY:

The data obtained for the study may be divided in to two groups as
PRIMARY DATA :
Primary data is collected through discussions with officials, and staff of the company. This
enables to evaluate the companys effectiveness to wards HR practices.
SECONDARY DATA :
Much stress was given to secondary data. The secondary data was extensively collected
from various sources viz, company annual reports, circulars, financial statements and some other
important documents.
The main method used for collected of data is the QUESTIONAIRE METHOD
1.6
LIMITATIONS OF THE STUDY
The study is subjected to limitation of resource and time.
The out come may not be 100% correct, because the term employee absenteeism is
related to the behaviour of the employees and it is also not easily measurable.
The stipulated period for the project work is only two months. The time was short for
doing a detailed analysis of company.
Limited cooperation from office because of the routine work.
12
CHAPTER II
INDUSTRY AND
COMPANY PROFILE
13
INDUSTRY PROFILE
HISTORY OF TEXTILES INDUSTRY:
Indian textile tradition is the world's oldest textile tradition. The origin of Indian textile can
be traced back to the days of Indus valley civilization. The fragments of cotton material originating
from Gujarat found in the Egyptian tombs support that discovery. There are occasional comments
about the textile craft in most of the ancient Indian writings as well. Indian textile was also exported
to various countries since time immemorial. The history of vijayanagar empire (ad 1504), one of
Indias celebrated dynasties emphasize that textile was an important trade. Indian geography,
climate, social customs, availability of the raw material etc defines the art of Indian textile.
Manufactured and exported to various countries, Indian textile has found a place in the global
market. In an extensive range, variety and the textile products are offered, at economic prices.
INDIAN TEXTILE INDUSTRY

Indias Textile Industry Targeting US$ 85 Billion Textile Production and US$ 50 Billion
Exports by 2009-2010 And Implementing US$ 20 Billion Growth Plan for Rapid Growth Through
Expansion & Modernization of 3000 Textile Mills
The Indian textile industry has targeted to achieve US$ 85 billion textile and clothing
production, with exports accounting for US$ 50 billion in financial year 2009-2010. Indias textile
industry is currently producing US$ 40 billion worth textile and clothing with US$ 17.11 billion
revenue coming through exports achieved in financial year 2005-2006, which is a substantial jump
of 30% over the textile exports of US$ 13 billion achieved in financial year 2004-2005.
For the year 2006-2007 the Indian government has set an export target of US$ 19.73 billion
for textile and clothing exports. The Indian Governments US$ 20 billion textile growth fund,
offering soft loans, with a 5 percent subsidy in interest rates, will be extended till financial year
2009-2010, to spur Indias textile industrys growth plan, which will enable the Indian textile
14
industry to achieve the targeted production of US$ 85 billion and exports of US$ 50 billion by
2009-2010.
INDIAN TEXTILE INDUSTRYS MASSIVE GROWTH PLAN

The Indian textile industry has embarked on an investment programme of US$ 31 billion, for
the financial year 2009-2010 buoyed up by higher investments, production and exports in the postquota regime reflecting the resurgent mood of the Indian textile industry. The Indian Government
has raised the bar on export target for textiles and clothing to US$ 115 billion by the terminal year
of the Eleventh Five Year Plan Period (2011-2012). Indias Textile Minister, Mr. Shankersinh
Vaghela, cited the upsurge of investments in textile sector. Such investments in the textile sector
during the last two years have been witnessing a secular increase, he said adding that investments in
year 2006 were estimated at US$ 6 billion.
The Indian Government is committed to providing the Indian textile industry with adequate
infrastructure facilities and the scheme for integrated textile parks announced after the merger of
two existing schemes had been widely received by the industry. As many as 26 integrated parks
have been sanctioned with a project cost of
Rs 2,430 crore involving investments of more than Rs
2,400 crore and additional employment generation of more than five lakh persons. The Indian
Government was providing a grant of Rs 866 crore for the sanctioned project. Indian Governments
Technology Upgradation Fund Scheme for modernization of textile mills has been extended till
2007 and total investment from this scheme from April 1999 to July 2006 has been Rs 44,686 crore.
INDIAS COTTON PRODUCTION

With a record bumper cotton crop projected for financial year 2006-2007, India is poised to
export about 50 lakh bales (of Rs 170 kg) against 47 lakh bales exported in financial year 20052006, according to Indias Textile Minister, Mr Shankersinh Vaghela. Indias Textile Ministry has
directed the Cotton Corporation of India (CCI) to be ready to purchase cotton in any State at
minimum support price (MSP) the moment prices dip to the MSP-level. If cotton prices increase
above MSP, CCI would purchase the commodity at commercial prices so that the growers could get
15
remunerative prices for their produce. Except in Andhra Pradesh, the current cotton prices are 3.11
per cent above the MSP. At present, CCI is purchasing cotton, wherever required, at prices higher
than MSP.
Indias State of Gujarat has seen cotton production continuously go up from 30.5 lakh bales
to 89 lakh bales between 2002-2003 and 2005-2006 and to 100 lakh bales expected in 2006-2007.
The area under cotton cultivation has increased by 4 per cent during 2006-2007, to 92 lakh hectare.
Indias consumption of cotton has increased by 28 per cent between 2002-03 and 2005-2006, from
169 lakh bales to 217 lakh bales and now to 235 lakh bales.
INDIAS APPAREL EXPORTERS RECORD DRAMATIC GAINS IN POSTQUOTA TRADING ENVIRONMENT

Indian apparel companies have achieved dramatic success in the first year of quota-free trade,
according to Indias Textile and Apparel Industry. Opportunities for Sourcing and Collaboration, a
new research report from Textile Intelligence, U.K. says. Although China has made bigger gains in
market share, India looks set to be one of the worlds biggest locations for outsourcing textiles and
apparel in the future, now that quotas have been eliminated and the Indian economy has been
opened up to the outside world.
The strong international competitiveness of Indias textile and apparel industry can be
attributed to a number of major factors. Prominent among these, according to the new report, is the
fact that India has a complete supply chain from fibers to finished products. At the start of the
supply chain, India is one of the worlds biggest suppliers of raw cotton. At the end of the chain,
India is capable of supplying large volumes of apparel and home textiles and the quality of its
products in improving all the time.
The Indian textile industry is vertically integrated and new technology is being installed at an
ever expanding rate. Added to that are Indias low labour costs, its experience, entrepreneurship and
strong design skills, and its large domestic market, which cushions export risks. Exports have been
helped by Indian Government which is highly supportive of Indian textile exporters.
16
The Indian textile industry is also highly flexible, says Textiles Intelligence, U.K. research
study. Large firms are able to export basic apparel products which require large-scale production,
while small and medium size firms can offer high fashion garments, which need to be manufactured
in small quantities and delivered quickly.
Besides apparel and home textiles, Indias Textile and Apparel Industry: Opportunities for
Sourcing, research study of Textiles Intelligence, U.K. examines Indias enormous yarn and fabrics
industry. While serving local needs, this industry has also emerged as a huge exporter and India
now ranks among the top few suppliers in the world. To help foreign companies locate competitive
suppliers in India, the research report profiles a large number of major Indian exporters. These
include 21 apparel exporting firms, six home textile companies and ten yarn and fabric suppliers.
17
COMPANY PROFILE
Kakatiya Textiles Ltd was incorporated in the year 1981 with a licensed capacity of 25000
spindles. The unit is located at Nallabandagudem Village- 508 206, Nalgonda District;
Andhrapradesh. There was a change in the management of the company in the year 2006. Now, the
company is under the control and management of Sri Sumanth Ramamurthi. Sri Sumanth
Ramamurthi has more than 3 decades of experience in Textiles and Engineering Industries and he is
also the Managing Director of Super Spinning Mills Ltd.
Kakatiya Textiles Ltd

CODE OF CONDUCT AND BUSINESS ETHICS
It is stated policy of Kakatiya Textiles Ltd to conduct its business in line with the highest standards
of business ethics, human values and compliance with law, personal integrity and professional
conduct. The objective of this code of conduct document is to formulate guidelines for expected
employee behavior that will fulfill the expectations of the company. Every Director, Senior
Management personnel, who are members of the core management team, including all functional
heads, and all staff (hereinafter collectively referred to as They unless otherwise specifically
referred to) of the company is expected to comply with the tenets of this code. Kakatiya is
committed to continuously reviewing and updating its policies and procedures. Therefore, this code
of conduct and business ethics is subject to modification as and when required. Shareholders
Kakatiya is committed to pursuing sound growth and earnings objectives to enhance shareholder
value.
It shall comply with all regulations and laws that govern shareholders rights and shall
inform them about all relevant aspects of the companys business and disclose such information in
accordance with the respective regulations and agreements. Ethical conduct They shall deal on
18
behalf of the company with professionalism, honesty and integrity, as well as high moral and ethical
standards. Corporate Opportunities They owe a duty to the company to advance its legitimate
interests when the opportunity to do so arises. They are expressly prohibited from:
Taking for themselves personally, opportunities that are discovered through the use of
companys property, information or position.
Competing directly with the business of the company or with any business
that the company is considering.
Using Companys property, information or position for personal gain.
To gain an unfair competitive advantage by improperly influencing an
Employees discretionary decisions. Confidentiality
They should maintain the confidentiality of information entrusted to them in carrying out their
duties and responsibilities, except where disclosure is approved by the company or legally
mandated or if such information is in the public domain. The companys confidential and
proprietary information shall not be inappropriately disclosed or used for the personal gain or
advantage of any Board Member and/or Senior Management Personnel or other staff, other than the
company. Insider Trading They should not derive any benefit or assist others in deriving any benefit
by giving investment advice based on their access to and possession of information about the
company, not in public domain and therefore constituting insider information. They shall comply
with the insider trading guidelines as issued by SEBI from time to time. Fair Dealing In carrying out
their duties and responsibilities, they should endeavour to deal fairly and should promote fair
dealings by the company, its employees and agents, with customers, suppliers and employees.
They should not seek to take unfair advantage of the company through manipulation,
concealment, abuse or privileged information, misrepresentation of material facts or any other
unfair dealing. Company Property In carrying out their duties and responsibilities, they should
endeavour to ensure that management is causing the companys assets, proprietary information and
resources to be used by the company and its employees only for legitimate business purposes of the
company.
Products
19
KAKATIYA TEXTILES believe that quality products are not only by promises but also by
proven results. Development of new textile products is done through - Innovation in defining
production processes of higher quality and making available modern technologies and professionals
with the highest level of competence.
The following advantages which have always been our ultimate goals: High Efficiency
The Most Competitive & Reasonable Price
Products Quality Guarantee
Prompt & Superior Service
Punctual Delivery
We manufacture: 100% Combed Cotton Yarn for Knitting and Weaving NE 20s to
NE 120s
Regular Grey Yarn
Single / Double (Ring Double / TFO)
Compact Single & Double, Elitwist
Gassed Yarns
Open-End Yarn
Core-Spun Yarn
Slub-Yarn
Zero Twist Yarn
Knitted Garments
(Specialized in single/double Mercerized Cotton knit in polo T-shirts)
Woven Fabrics
To meet out the customer requirements we have various options in raw materials:
Indian Cotton
GIZA
GIZA Blends
Supima
20
PIMA Blends
Organic Cottons
Spinning
Constant commitment to high quality standards and innovation has been the secret of
success ever since the company was founded. Superior Spinning units ensure the supply of
consistent quality yarn to manufacture the garments. Our Spinning Units leads the quality of yarn in
the market. Ultimately, the crunch lies in the infusion of hi-tech, state-of-the-art machinery that
aids in the production of high quality 100% combed yarn, in counts that range from NE 20s to
120s in single and doubles. The testimony to modernisation and up gradation lies in the fact that the
oldest machine in the plant is less than 10 years.
Production Capacity - 50,000 Kegs per day

Superior Quality imported machines installed at Super Spinning Mills include:
RIETER
Vision Shield Foreign Fiber Remover in Blow Room
Unfold A10, A11
Draw frame RSB 851 & D30
Unilap E32, Combers E 7/5 A, E 7/6, E62
Suessen Elite Compact Ring Frame
Quality
The company has a long reputation for quality, performance and innovation. Quality of
final product is determined with quality of raw material. In Super Spinning Mills, we take
meticulous care in the selection of cotton.
21
Our dedicated, committed and involved cotton selectors at different stations headed by
experienced supervisors, spares no pain in the selection of Kapas or Raw cotton available in the
market.
There are quality checks at every stage of manufacturing starting from Raw Cotton. After each lot of
fabric is cut, 100% cut parts inspection is conducted to ensure that only good quality pieces move to the
stitching units. To ensure that the garments are packed as per the requirements of our valued customers, we
can even track and check, which case the garment, has been packed in.
Investments in sophisticated instruments from world-renowned manufacturers like Zellweger
USTER are an integral part of the plan to implement Total Quality Assurance.
In conformance with industry norms worldwide, the company has established laboratory
facilities at each unit, equipped with ultra-modern testing instruments.
SPINLAB HVI 900
USTER AFIS
USTER CLASSIMAT
USTER TENSOJET
PREMIER TENSOMAX 7000
KNITTING FACILITIES
Recognitions
KAKATIYA TEXTILES LTD has dedicated itself to providing customers with the best
products and garments. Our energetic team of professionals are behind every award we receive. We
are dedicated to delivering quality products that advance our customer's goals.
CERTIFICATIONS
22
ISO 14001 Certification
OKEO - TEX Certification
BVQI ISO 9001 2000
AWARDS
THE AWARD FOR

EXCELLENCE
BEST MANAGEMENT
QUALITY CIRCLE AWARD
AWARD
(Meritorius Award by Quality
(For its outstanding
Circle Forum of India, Hyderabad
(By ICMF Birla Economic and
contribution towards
Chapter)
Textile Research Foundation) harmonious industrial relations
and labour welfare during 1988
99 by Andhra Pradesh Govt.)
REGISTERED WITH
SKAL International
(Standards for sustainable
Textile Production)
COTTON COUNCIL
INTERNATIONAL
(Cotton USA Licensee)
SUPIMA ASSOCIATION OF
AMERICA
(Member and Licensee)
EXPORTS
Because of growing customer interest in products from around the world, KAKATIYA
TEXTILES LTD has explored international markets and exports products to many countries to
meet those demands.
23
Markets
South Korea
Italy
Germany
Spain
Portugal
United Kingdom
Poland
Turkey
France
Switzerland
Seribia
Japan
Hong Kong
Malaysia
China
Taiwan
Mauritius
Bangladesh
Sri Lanka
UAE
24
CHAPTER III
REVIEW OF LITERATURE
25
HUMAN RESOURCE MANAGEMENT AND EMPLOYEES ABSENTEEISM

INTRODUCTION:
Employees presence at work place during schedule time is highly essential for the smooth
running of the production process in particular and organization in general. Despite the significance
of employee presence, employee some time fails to report at work place during schedule time,
which is known as absenteeism.
Acc to Websters dictionary:
Absenteeism is the practice or habit of being an absence and an absentee is one who
habitually stays away.
Acc to the labour bureau simla,
Absenteeism is the total man shifts lost because of absences as a percentage of the total
number of man shifts scheduled to work
Absenteeism in Indian industry is not a new phenomenon the royal commission on labour
reported, High absenteeism prevails among industrial labour mainly due to their rural orientation.
In the cotton textile industry Madras. It shot up from 8.9percent in 1951 to 16% in 1990.
Increased from 12.7% to 22% in Bombay 8.3% to 14.9% in Ahmadabad and 12% to 24.8% in
Kanpur
26
EMPLOYEES ABSENTEEISM OBJECTIVES
Providing leave facility based on the needs of the employees and organizational
requirements.
Granting leave and financial assistance liberally in case of sick ness of employee and his
family members.
Providing hygienic working conditions
Following proactive approach in identifying redressing employee grievances
Improving the communication net work, particularly the upward communication
Counselling the worker about their career, income and expenditure, habits and culture
Offering attendance bonus and inducements
Providing extensive training encouraged, special allowances in cash of technological

advancements.
Providing cardinal human relation and industrial relations
Educating the workers
Providing high wages and allowances based on the organizational financial position
Providing safety and health measures
Calculation of absenteeism rate:

Absenteeism Rate
Number of man days lost

x 100
Number of man - days schedule to work
Absenteeism rate can the calculated for different employees and different time period like month
and year
Frequency Rate
Total no. Of times in which the leave was availed

x 100
Total no .of man - days scheduled to work
The entrepreneurs are those absentees who consider their jobs to be very small for their total
interests. They are simultaneously engaged in several economic and social activities
27
The status seekers are those absentees who enjoy are perceive a higher ascribed and social status are
keen on maintaining it.
The epicureans are disinclined to undertake activities, which call for initiative responsibility,
discipline and physical discomfort.
The family oriented become chronic absentees because of their over identification with family
affaires. The lack of balance between family involvement and job responsibility is the principal
cause of their deviant work behavior
The sick and old type remains absent from work by reason of ill health, week, constitution chronic
disease or old age.
LEAVE RULES:
As per factories act 1945 all work men/ staff / officers are entitled for leave as follows.
Types of leave work men / staff/ officers
Casual leave 10 days
Privilege leave18 days
Sick leave 5 days
Work men exempted from companies act 1948 shall be entitled to 5 days of sick leave
cannot be accumulated and must be availed in units of one day.
Employer-Employee relations remained cordial during the year under the view as regards as
information pursuant to section 217 (2A) of the companys act 1956. Leave encashment liability is
provided to the extent of earned leave accrued to the eligible employees for service
Hold positive regard for each individual
Fasten career building by providing opportunities through thinking
Give opportunity for self-development
Encouraging participative management
Encourage free flow of ideas and suggestion all rounds so that employees can give their best in a
free and domestic atmosphere
CAUSES OF ABSENTEEISAM
28
Personal factor
Age, experience, dependents, income etc
A review of ten studies conducted between 1961and 1981 shows relationship between Personal
factors and absenteeism
*
There is no relationship between absenteeism and age, years of service, education, and
distance from residence, religion and socio economic status.

*
There is general tendency of no relationship between marital and absenteeism, one study
(Koshal&kosal, 1973) found single person to be less absent. Women were far less absent than men.
(Kosal & kosal). These studies found negative relationship between income and absenteeism. One
found that absenteeism increased with increasing income (pais, 1981) and other showed that only
* Sharma (1970) found single person to be less absent.
5 to10% increase in income was explained by absenteeism.
While Sharma found more regular workers showed relatively higher interest in union and
were active in unions, Singhal found no relationship between unionization and absenteeism.
Sinha and Gupta should that worker who displayed greater satisfaction of their various
needs tended to be more regular.
High absentees were less satisfied on autonomy and actualization needs, they suffered from
greater anxiety and showed negative co-relation which interpersonal perception, group cohesiveness
and interpersonal communication.
Bhatia and Valecha 1978 found the additional personal factors contributing to chronic
absenteeism
Chronic absentees have taken more loans and advances
Chronic absentees have higher sickness rate
Chronic absentees visited their hometowns more often
Chronic absentees took loan for day-to-day family expenses
Chronic absentees sent money home
29
Job Factors
A number of work related factors have been found to influence absenteeism India. Job
satisfaction, working condition, super vision and the like has contributed to the absentee behavior.
Sinha and Singh 1961 collected data on 50 workers of high absentee rate (20%) and 50 low
absentee workers (3%) The results show that workers with high absentee rate tended to be relatively
less satisfied with the nature of work, supervisors and super vision and company policy.
Supervisory style, which is less considerate of human feelings, leads to greater absenteeism.
The lesser the involvement in organizational activities the greater the absenteeism.
Higher accident rate associated with higher absenteeism
Greater absenteeism was found among badly workers and skilled workers
Company information was found to be related absenteeism
High absentees had less information about company structure and policies
Unfavourable
place
of
work
and
working
conditions
contributed
greater
absenteeism.
The lesser awareness of leaves taking the more absenteeism
The less the transfers and changes and assignments, the more the absenteeism
The lesser the inclination to leave the present job, the more the absenteeism
ENVIRONMENTAL FACTORS
In addition to personal and job factors a number of environmental factors also influence the
absentee behavior of the employees. Such factors as social and religious festivals, climate and
whether, village nexus, and non occupational sickness
Contribute to the absence from work.
May and June months represent relatively hot whether leading to uncomfortable conditions
of work.
Since in these months schools and colleges are closed workers tend to go on vacations.
These months have as many as 15 auspicious days per Hindu religious festivals
Most of the labour force comes from poor families living in crowed un hygienic houses and slums.
30
A large part of labour in industries is drawn from villages these people have not to learn to
adjust to fast, crowed and rigid urban life.
REASONS FOR ABSENTEEISM

Sitars publications refers to the following causes
Unsuitable working conditions
Lack of provision for general welfare
Inadequate medical facilities for minor injuries
Increased distance between management and workers
Un favorable mental attitude arising out of boredom, discontent with wages, resentment
against supervisors.
Sinha analyses causes
In plant causes
Personal causes
Community or social causes
Acc to national productivity council
5to 7 percent on account of genuine personal sickness.
5 to 7 percent on account of genuine family sickness
1 to 2 percent on account of bonafide relaxation needed because of over timework.
5 percent due bonafide emergencies
5 percent due to social exigencies
15 percent to 20 percent on account of long term holidays
5 percent to account of distance from factories
5 percent to 10 percent on accounts of earning higher wages inside jobs
15 percent to 20 percent on account of drunk ness
5% to 10% on account of manoeuvring for over time

31
5% to 7% on account of disharmony with foreman etc.
For Employees Who Frequently Absent Are

Employees who are frequently absent without good cause are generally absent due to
numerous frivolous reasons. Employees who are absent for good cause have legitimate reasons, e.g.
sickness or family member illness, and the employee needs time off to resolve their personal
problems. Most employers generally understand the need to be gone from work due to a legitimate
reason; therefore, it is important to communicate clearly and accurately so your employer does not
assume you are out for frivolous reasons.
Guidelines for Absenteeism Control

There are two types of absenteeism, each of which requires a different type of approach.
1. Innocent Absenteeism
Innocent absenteeism refers to employees who are absent for reasons beyond their control;
like sickness and injury. Innocent absenteeism is not culpable which means that it is blameless. In a
labour relations context this means that it cannot be remedied or treated by disciplinary measures.
2. Culpable Absenteeism
Culpable absenteeism refers to employees who are absent without authorization for reasons,
which are within their control. For instance, an employee who is on sick leave even though he/she is
not sick, and it can be proven that the employee was not sick, is guilty of culpable absenteeism.
Managing Absenteeism:
Granting that certain amount of absenteeism is unavoidable, what could be done to control
and minimize its occurrence.
Vaid (1967) reasons, that most of the workers need care and a belongingness, which they
received earlier in joint families; the industrial economy is not able to offer the same to them.
Chand and prakash (1970) based on their study recommended that organizations should regulate the
32
sick leave by strictly implementing the employee insurance scheme and establishing their own fully
equipped dispensaries and hospitals. Sreedharan Nair (1970) specifies the kind of education that
should be provided to workers. According to him, most workers are not aware of company policies
on leave rules. A knowledge and awareness of these polices can go a long way in curbing the
problem of absenteeism. He suggests introduction of leave bonus, encashment of available leave,
issuing attendance certificates, award for regular workers, and promotions based on attendance are
other important measures for managing absenteeism.
Krishnamurthy (1975) suggests improving the environment of work by providing
recreational facilities; subside in food items, and safety awareness.
Bhatia (1980) feels that instead of drastic clamp down, a gradual improvement in
controlling the absence is more desirable.
The following conclusions can be drawn from these recommendations. Education and
counselling: The organization should make an earnest attempt to disseminate the policies on
absenteeism to each and every worker. They should be educated on the need for attending work and
the consequences for not doing so. Bhatia 1984 studied the effect of counselling on attendance at
work.
A total of 621 habitual absentees were counselled for a period of 8 months. Counselling was
done at two levels one to one for 68 absentees, each session lost in for 22 to 30 minutes; and group
counselling for remainly 553 absentees lasting for two to three days.
To provide an opportunity to habitual absentees to understand themselves
To enhance their personal growth.
To realize a responsibility their work and family
Working Conditions: Studies suggest that better recreation facilities and leisure time activities help
reducing the high absenteeism. Safe working conditions, control on accidents and generally a
supportive environment goes a long way to attract and retain the worker on the job.
Incentives Schemes: An organization can manage its absenteeism by introducing an incentive
scheme. Attendance, leave encashment, recognition of attendance either by certificates or by cash
awards, attendance as criteria for promotion are some of the ways to achieve this. Since many
33
workers moon light to get more economic returns, scheme that may reduce hard ship may be useful.
Loans, credit facilities cooperative stores, job to family members etc.are ways to manage
absenteeism.
Motivation and Morale: Since workers do not always work for money alone, they should be
provided challenging jobs. Training, job rotation, organizational development activities,
participation in decision-making have been found to induce greater motivation and morale.
Additionally there is need to recognize workers contribution, show of appreciation whenever he
deserves and paying attention to his personal problems would also help to generate the kind of
motivation climate necessary for a worker to look forward to come to work.
Features of Absenteeism: Research studies under taken by different authors reveal the following
features of absenteeism.
The rate of absenteeism is the lowest on payday; 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 with in an organization.

Generally it is high in production department
Absenteeism in traditional industries is seasonal in character.
Measures to Minimize Absenteeism:
Selecting the employees by testing them thoroughly regarding their aspirations, value
system, responsibility and sensitiveness.
Improving the communication network, particularly, the upward communication.
Educating the workers
Fraflow of information, exchanging of ideas, problems between subordinate and superior
Providing extensive training, encouraged, special allowances in cash of technological

advancements
34
CHAPTER IV
DATA ANALYSIS AND
INTERPRETATION
WORK EXPERIENCE
1.
How long have you been working in kakatiya textile limited?

35
TABLE 4.1
S.NO
Particulars
Respondents
Percentage
1-2 years
18
15%
2-5 years
21
17.50%
5-10 years
21
17.50%
More than 10 years
60
50%
120
100%
Total
GRAPH 4.1
Work experience
15%
1-2 years
18%
49%
2-5 years
5-10 years
more than 10 years
18%
Interpretation:
From the chart 50% respondents are more than 10 years experienced.
17.5%respondents are 5 to 10 years experienced 17.5% respondents are
2 to 5 years experienced.15% are 1 to 2 years experienced
Respondents Age
2.How old are you?
TABLE 4.2
36
S. No
Particulars
Respondents
Percentage
18-25 years
12
10%
25-35 tears
60
50%
35-45 years
42
35%
45 above
5%
120
100%
Total
GRAPH 4.2
Respondents Age
70
50%
RESPONDENTS
60
50
35%
40
Series2
20
10
Series1
60
30
42
10%
5%
12
0
18-25 years
25-35 tears 35-45 years
45 above
PARTICULARS
Interpretation:
From the chart 50% of the respondents are 25 to 35 years old
35% of respondents are 35 to 45 years old, 10% are 18 to 25 years old
45 above age of respondents are 5%
Absent for the Night shift

3.
You will absent for your duties when you are placed in night shifts than in the day
shifts.
37
TABLE 4.3
S. No
Particulars
Respondents
Percentage
Yes
36
30%
No
84
70%
120
100%
Total
GRAPH 4.3
Absent for the Nightshift
84
100
80
Respondents
60
40
20
0
36
30% 70%
Yes
No
2
Particulars
Interpretation:
From the chart 70% of the employees are not absent because of their night shifts 30% of the
employees absent because of their night shift
38
Causes for Absenteeism

4.
You will absent from duties mainly due to?
TABLE 4.4
S. No
Particulars
Respondents
Percentage
Sickness
27
22.50%
Personal reasons
72
60%
Marriages & festivals
21
17.50%
Drunkenness
120
100%
Total
GRAPH 4.4
Causes for Absenteeism
RESPONDENTS
80
60%
70
Series2
60
Series1
50
40
22.50%
30
20
10
72
27
17.50%
21
0
sickness
personal
reasons
marriages drunkness
& festivels
PARTICULARS
Interpretation:
From the chart 60% employees are absent due to their personal reasons.
22.5% absent due to their sickness. 17.5% of the employees are absent
due to marriages and festivals.
Inadequate Welfare Facilities

39
5.Do you feel absenteeism is due to inadequate welfare facilities available to workers?
TABLE 4.5
S. No
Particulars
Respondents
Percentage
Strongly agree
5%
Agree
48
40%
Disagree
51
42.50%
Strongly disagree
15
12.50%
120
100%
Total
GRAPH 4.5
Inadequate Welfare Facilities
60
40%
RESPONDENTS
50
42.50%
Series2
Series1
40
30
20
10
51
48
12.50%
5%
15
strongly
agree
agree
disagree
strongly dis
agree
PARTICULARS
Interpretation:
From the chart 42.5% respondents are disagree with their in adequate welfare facilities, 40% of the
respondents are satisfy with their facilities

6.Are you satisfied with your wages and salaries?
TABLE 4.6
40
S.NO
PARTICULARS
RESPONDENTS PERCENTAGE
Highly satisfied
Satisfied
66
55%
Dissatisfied
48
40%
Highly Dissatisfied
5%
120
100%
Total
GRAPH 4.6

70
55%
40%
60
Rrespondents
50
Series2
40
Series1
66
30
48
20
5%
10
6
d
hl
is
sa
tis
f ie
Di
ss
at
is
fie
d
sa
tis
fie
d
particulars
HI
g
Hi
g
hl
sa
tis
fie
d
Interpretation:
From the chart 55% of the respondents are satisfied with their wages and allowances. 40% of the
respondents are dissatisfied. 5% of the respondents highly dissatisfied.
Health Problems
7.
You will absent for your duties to generally suffering from health problems?
TABLE 4.7
S.No.
Particulars
Respondents
Percentage
41
Yes
30
25%
No
45
37.50%
To Some Extent
45
37.50%
120
100%
TOTAL
GRAPH 4.7
Health Probelms
Respondents
50
40
37.50%
37.50%
45
45
NO
TO SOME
EXTENT
25%
30
20
10
Series2
Series1
30
0
YES
particulers
Interpretation:
From the chart 37.5% employees are absent for their duties because of their health problems 25%
employees did not suffering with any health problem.
Holidays are causes for Absenteeism

8.
Is the incidence of absenteeism both before and after holiday higher than on normal
days?
TABLE 4.8
S. No
1
Particulars
Strongly agree
Respondents
Percentage
24
20%
42
Agree
51
42.50%
Disagree
45
37.50%
Strongly disagree
120
100%
Total
GRAPH 4.8
Holidays are causes for Absenteeism
20%
38%
strongly agree
Agree
Disagree
Strongly disagree
42%
Interpretation:
From chart 42.5% are agree with the reason of absenteeism both before and after holiday higher
than and normaldays20% respondents are strongly agree with the reason
Working Atmosphere
9.
Is the working atmosphere is friendly?
TABLE 4.9
S. No
Particulars
Yes
No
Respondents
Percentage
87
72.50%
43
To some extent
33
27.50%
Total
120
100%
GRAPH 4.9
Working Atmosphere
Series1
100
RESPONDENTS
Series2
72.50%
80
60
87
40
27.50%
20
33
0
Yes
No
To some extent
PARTICULARS
Interpretation:
From the chart 72.5% respondents are agree with their atmosphere
27.5% of the respondents did not satisfy with their working atmosphere
Working Environment
10.Is the absenteeism is due to in convenient environment?
TABLE 4.10
S. No
Particulars
Respondents
Percentage
Yes
24
20%
No
51
42.50%
To some extent
45
37.50%
44
Total
120
100%
GRAPH 4.10
RESPONDENTS
Working Environment
60
50
40
30
20
10
0
42.50%
37.50%
Percentage
20%
51
45
No
To some
extent
Respondents
24
Yes
PARTICULARS
Interpretation:
From the chart 42.5% respondents are absent due to the cause of in convenient environmernt37.5%
of the respondents are not agree with the cause.
11.
How is the encouragement from the superior in the Organization?
TABLE 4.11
S. No
Particulars
Respondents
Percentage
Excellent
15
12.50%
Good
48
40%
Average
57
47.50%
45
Poor
Total
120
100%
GRAPH 4.11
70
47.50%
RESPONDENTS
60
40%
50
40
12.50%
30
20
10
Series2
57
48
Series1
15
0
Excellent
Good
Average
Poor
PARTICULARS
Interpretation:
From the chart 47.5% of the employee s have average encourage from their the superior 40% of the
employees have good encouragement from the superior 12.5% of the respondents have excellent
encouragement.
Attitude &Practice of the Management

12.
Their attitude and practice of the management also contribute to Absenteeism?
TABLE 4.12
S. No
Particulars
Respondents
Percentage
Strongly agree
2.50%
Disagree
48
40%
Neither agree nor disagree
21
17.50%
Agree
5%
Strongly disagree
42
35%
46
Total
120
100%
GRAPH 4.12
Attitude&practise of the Management
60
40%
RESPONDENTS
50
35%
40
30
17.50%
48
20
10
2.50%
3
Strongly
agree
42
21
5%
6
Disagree
Neither
agree nor
disagree
Agree
strongly
disagree
Series2
Series1
PARTICULARS
Interpretation:
From the chart 40% of the respondents are good opinion about the attitude of the management 35%
of the respondents did not have good opinion about the
attitude of the management.
47
Habits of Alcoholism
13.
Do you feel to habit of alcoholism among workers is a significant cause of absenteeism?
TABLE 4.13
S. No
Particulars
Respondents
Percentage
Strongly agree
45
37.50%
Disagree
15
12.50%
30
25%
Agree
30
25%
Strongly disagree
120
100%
Total
GRAPH 4.13
Habit of Alcoholism
Strongly agree
25%
0%
Disagree
37%
Neither agree nor
disagree
Agree
25%
13%
strongly disagree
Interpretation:
From the chart 37.5%of the employees are strongly agree with the alcoholism a significant cause of
absenteeism13%. Of the employees are disagree with the reason. 25% of the employees are agree
with the reason.
Employee-Employer Relationship
48
Unfavorable employee/ employer relationships, which in tern lead the long period of
14.
absenteeism?
TABLE 4.14
S .No
Particulars
Respondents
Percentage
Strongly agree
15
12.50%
Disagree
12
10%
57
47.50%
Agree
30
25%
Strongly disagree
5%
Total
120
100%
GRAPH 4.14
Employee- Employer Relationship
Strongly agree
5%
13%
25%
Disagree
10%
Neither agree nor
disagree
Agree
47%
Strongly disagree
Interpretation:
From the chart 12.5% of the employees have good relationships with their employers.5%of the
employees did not have good relationships with their employers.
Leave facilities
15.
In adequate leave facilities also a cause of absenteeism?
49
TABLE 4.15
S .No
Particulars
Respondents
Percentage
Strongly agree
12
10%
Disagree
36
30%
7.50%
Agree
15
12.50%
Strongly disagree
48
40%
120
100%
Total
GRAPH 4.15
Leave facilities
RESPONDENTS
60
40%
50
40
30
20
10
0
30%
10%
12
12.50%
36
7.50%
9
Strongly Disagree
agree
Neither
agree
nor
disagree
48
Series2
Series1
15
Agree
strongly
disagree
PARTICULARS
Interpretation:
From the chart 40% of the employees have flexible leave facilities 10% of the employees strongly
satisfy with the leave facilities. 30% of the employees are disagree with leave facilities
Main causes for Absenteeism

16.
Which is the main cause to absent your duties?
TABLE 4.16
S. No
Particulars
Respondents
Percentage
50
In plant causes
2.50%
Personal causes
72
60%
Community causes
30
25%
Social causes
15
12.50%
120
100%
Total
GRAPH 4.16
RESPONDENTS
Main causes for Absenteeism

80
70
60
50
40
30
20
10
0
60%
72
Series2
Series1
25%
12.50%
2.50%
30
15
3
In plant
causes
personal community
causes
causes
social
causes
PARTICULARS
Interpretation:
From the chart 60% of the employees are absent because of their personal causes 25% of the
employees have community causes.12.5% of the employees have social causes. 2.5% of the
employees have in plant causes
Employee Responsibilities
17.
The lack of balance between family involvement and job responsibility is
principal cause of the absenteeism?
the
TABLE 4.17
S. No
1
Particulars
Strongly agree
Respondents
Percentage
27
22.50%
51
Disagree
5%
Neither agree nor agree
15
12.50%
Agree
72
60%
Strongly disagree
120
100%
Total
GRAPH 4.17
Series2
60%
Series1
22.50%
72
12.50%
5%
6
15
Strongly
disagree
27
Neither
agree
nor
80
70
60
50
40
30
20
10
0
strongly
agree
RESPONDENTS
Employee Responsibilities
PARTICULARS
Interpretation:
From the chart 22.5% employees are absent because of their family involvement and job
responsibility 60% of the employees are absent because of their family involvement and job
responsibility.
Over time Relaxation

18.
Absenteeism is cause for relaxation needed because of over timework?
TABLE 4.18
S. No
Particulars
Respondents
Percentage
Yes
75
62.50%
No
12
10%
52
To some extent
33
27.50%
Total
120
100%
Over time Relaxation
28%
Yes
No
To some extent
62%
10%
GRAPH 4.18
Interpretation:
From the chart 62.5% of the employees are want to relaxation from their over timework. 27.5% of
the employees to some extent. 10% of the employees did not want to relaxation from their work
Distance from the living Places

19.
What is your feeling about the distance from your living places to factories?
TABLE 4.19
S. No
Particulars
Respondents
Percentage
It is so far
7.50%
It is near
75
62.50%
It is reasonable distance
36
30%
120
100%
Total
53
GRAPH 4.19
Distance from the living Places
62.50%
80
70
RESPONDENTS
60
50
30%
40
75
30
7.50%
20
36
10
It is so far
It is near
It is
reasonable
distence
PARTICULARS
Series2
Series1
Interpretation:
From the chart 62.5% of the employees are living near to the company. 30% of the employees have
reasonable distance from the company. 7.5% of the employees have so far from the company
Part time job of the Employee

20.
Are you have any part time job?
TABLE 4.20
S.NO
Particulars Respondents
Percentage
Yes
5%
No
114
95%
120
100%
Total
GRAPH4.20
54
Part time job of the Employee

114
RESPONDENTS
120
100
80
Yes
60
No
40
95%
20
No
5%
0
1
Yes
2
PARTICULARS
Interpretation:
From the chart 95% of the respondents are not have any part time job .5% of the employees are
have some part time jobs.
Cultural Activities
21.
Indicate the importance of the cultural activities in the organization?
TABLE4.21
S. No
Particulars
Very important
Neither important
Nor un important
Not at all important

Total
Respondents
Percentage
120
100%
120
100%
GRAPH4.21
55
Cultural Activities
120
RESPONDENTS
120
100
80
Series1
60
Series2
40
20
0
100%
very
important
nor un
important
PARTICULARS
Interpretation:
From the chart 100% of the employees are want 100% recreation activities in the company.
Native place Visit

22.
How frequency you visit your native place?
TABLE4.22
S. No
Particulars
Respondents
Percentage
Every two months
45
37.50%
Half year
60
50%
Year
15
12.50%
Never
120
100%
Total
GRAPH1.22
56
Native Place Visit
13%
every two months
38%
half year
year
never
49%
Interpretation:
From the chart 50% of the employees are every 6 months visit their native place37.5% of the
employees have every 2 months visit their native place.12.5% of the employees have visit their
native place early.
Working conditions
23.
Which type of working conditions have you?
TABLE 4.23
S. No
Particulars
Respondents
Percentage
Pleasant
Very noisy
90
75%
Un healthy
30
25%
120
100%
Total
GRAPH 4.23
57
Working conditions
RESPONDENTS
100
75%
80
60
Series2
90
40
25%
20
Series1
30
0
pleasant
very noisy
un healthy
PARTICULARS
Interpretation:
From the chart 75% of the workers have very noisy working conditions. 25% of the workers have
un healthy working conditions.
Family Sickness
24.
Are you have any family sickness?
TABLE 4.24
S. No
Particulars
Respondents
Percentage
Yes
75
62.50%
No
45
37.50%
120
100%
Total
GRAPH 4.24
58
Family Sickness
75
80
RESPONDENTS
70
60
45
50
40
Yes
No
30
20
62.50%
10
0
37.50%
2
PARTICULARS
Interpretation:
From the chart 62.5% of the employees have family sickness. 37.5% of the employees did not have
family sickness.
Medical Facilities
25.
Are you agreeing with your organization providing in adequate medical facilities for
minor injures?
TABLE 4.25
S. No
Particulars
Respondents
Percentage
Yes
96
80%
No
24
20%
120
100%
Total
GRAPH 4.25
59
Interpretation:
From the chart 80% of the respondents are satisfied with their medical facilities. 20% of the
employees are not satisfied with their medical facilities.
CHAPTER- V
60
FINDINGS AND SUGGESTIONS
FINDINGS
Majority of the respondents are absent (60%) from duties mainly due to their personal
reasons.
Best part of the employees (62.5%) is agreed to habit of alcoholism among workers is a
significant cause of absenteeism.
Preponderance of the respondents (60%) are agree to the lack of balance between family
involvement and job responsibility
Greater part of the respondents (62.5%) are agree with absenteeism is cause for relaxation
needed because of the over time work.
100% of the respondents are wanted cultural activities in the company
Most of the employees (75%) feel that they have very noisy working conditions.
Substance of the employees (62.5%) have family sickness

61
A good number of the respondents (80%) are agree with their organization providing in
adequate medical facilities for minor injures
SUGGESTIONS
The company should make the optimum utilization of human resources
Provide cultural activities to the employees
Infrastructure facilities to improve in the this unit
Reduce the absenteeism of employees is the essence of any organization as without it the
organization may not achieve its goals and cannot reach to the expected level
The insurance benefits, compensation benefits rested for the family of the diseased
employees must resemble in the format
Reasons for EMPLOYEES ABSENTEEISM must be evaluated from bottom level to top
level
The mode of training has to clearly mentioning the format
62
CHAPTER VI
ANNEXURES
(APPENDICIES & BIBLIOGRAPHY)
63
Dear Respondent,
I am a Final Year M.B.A., student of MITS College, Kodad. As a part of my Curriculum I
am carrying out a Project A STUDY ON EMPLOYEES ABSENTEEISM in your organization.
Kindly spare 10 minutes of your valuable time to fill up this questionnaire. Please put a tick
mark for the correct choice.
(M. SUNITHA)
==============================================================
A STUDY ON EMPLOYEES ABSENTEEISM

Age:
Gender:
Marital Status:
1.
How long have you been working in Kakatiyatextiles Limited?

a) 1-2 Y
2.
c) 5-10 Y
d) More than 10 Y
c) 35-45 Y
d) 45 Y above
How old are you?

a) 18-25 Y
3.
b) 2-5 Y
b) 25-35 Y
You will absent for your duties when you are placed in night shifts than in the day shifts.
a) Yes
b) No
64
4.
You will absent from duties mainly due to

a) Sickness
5.
b) Personal reasons
Do you feel absenteeism is due to inadequate welfare facilities available to workers?

a) Strongly Agree
6.
13.
14.
15.
d) Highly Dissatisfied
c) To some extent
b) Agree
c) Disagree
d) Strongly Disagree
b) No
c) to some extent
Is the absenteeism is due to in convenient environment?

b) No
c) to some extent
How is the encouragement from the superior in the organization?

a) Excellent
12.
c) Dissatisfied
Is the working atmosphere is friendly.
a) Yes
11.
d) Strongly Disagree
Is the incidence of absenteeism both before & after holiday higher than on normal days?
a) Yes
10.
b) Satisfied
b) No
a) Strongly Agree
9.
c) Disagree
You will absent for your duties to generally suffering from health problems
a) Yes
8.
b) Agree
Are you satisfied with your wages & allowances?

a) Highly Satisfied
7.
c) Marriages & Festivals d) Drunk ness
b) Good
c) Average
d) Poor
The attitude & practice of the management also contribute to absenteeism.

a) Strongly Agree
b) Agree
d) Disagree
e) Strongly Disagree
c) Neither Agree Nor Disagree
Do you feel to habit of alcoholism among workers is a significant cause of absenteeism.

a) Strongly Agree
b) Agree
d) Disagree
Unfavourable employee-employer relationships which, intern, lead to long period of

absenteeism.
a) Strongly Agree
b) Agree
d) Disagree
Inadequate Leave Facilities also a cause of absenteeism.

a) Strongly Agree
b) Agree
65
d) Disagree
16.
Which is the main cause to absent your duties.

a) In-plant causes
b) Personal Causes
c) Community Causes
d) Social Causes
17.
The lack of balance between family involvement & Job responsibility is the Principal Cause
of the absenteeism
18.
a) Strongly Agree
b) Agree
d) Disagree
Absenteeism is cause for relaxation needed because overtime work.

a) Yes
19.
b) No
b) It is near
c) It is reasonable distance
Are you have any part time job?

a) Yes
21.
c) To some extent
What is your feeling about the distance from your living places to factories?
a) It is so far
20.
b) No
Indicate the importance of the cultural activities in the organization.

a) Very important
b) Neither important
c) Nor unimportant
d) Not at all important

22.
How frequents you visit your native place.

a) Every Two months
23.
d) Never
b) Very-noisy
c) Unhealthy
Are you have any family sickness

a) Yes
25.
c) Year
Which type working conditions have you?

a) Pleasant
24.
b) Half year
b) No
Are you agree with your organization providing inadequate medical facilities for minor
injures.
a) Yes
b) No
66
- THANK YOU -
BIBLIOGRAPHY
S.NO
BOOK NAME
Human Resources
AUTHOR NAME
PUBLISHER
YEAR
Mirza S Saiyadain
The Mc Graw-Hill
2003
Management
H .R Management
Companies
P. Subba Rao
& Industrial Relations
H.R Management
Himalaya
2007
Publications
K.Aswathappa
The Mc Graw-Hill
2008
Companies
Personal management
C.B Memoria
Himalaya
SV Ganakar
Publications
2005
WEBSITES
www.superspinning.com
www.textileindustry.com
www.google.com
67

A Project Report: Department of M.B.A. Narasaraopeta Institute of Technology, NARASARAOPET-522601, GUNTUR (DT)

Uploaded by

Copyright:

Available Formats

A Project Report: Department of M.B.A. Narasaraopeta Institute of Technology, NARASARAOPET-522601, GUNTUR (DT)

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

A Project Report: Department of M.B.A. Narasaraopeta Institute of Technology, NARASARAOPET-522601, GUNTUR (DT)

Uploaded by

Copyright:

Available Formats

A PROJECT REPORT

KAKATIYA TEXTILES LIMITED

Report Submitted In Partial Fulfilment of the Requirements for the Award

MASTER DEGREE IN BUSINESS ADMINISTRATION

UNDER THE GUIDANCE OF

YELLAMANDA, KOTAPPAKONDA ROAD,

This is to certify that the project work entitled

PROJECT REPORT ON EMPLOYEES ABSENTEEISM AT KATIYA TEXTILES LIMITED

GUNTUR (DT) is a bonafied work of Mr. /Ms. C.BALAKRISHNA who

I am grateful to Dr. D.VENKATRAO, M.Tech., Ph.D.,

I express my sincere gratitude to Professor and HOD of

operation and guidance in completion of my project work.

I am indebted to my project guide and Lecturer Mr. B. Siva

a) Needs of the Study

b) Objectives of the study

c) Scope of the study

d) Methodology of the study

DATA ANALYSIS AND

Absent for the night s

Inadequate Welfare facility

Wages and Allowances

Holidays is cause for Absenteeism

Attitude& practice of the management

Employee- Employer Relationships

Over Time Relaxation

Distance from living places

Part time Job of the Employee

Native place visit

Absent for the night s

Inadequate Welfare facility

Wages and Allowances

Holidays is cause for Absenteeism

Attitude& practice of the management

Employee- Employer Relationships

Over Time Relaxation

Distance from living places

Part time Job of the Employee

Native place visit

HUMAN RESOURCE MANAGEMENT AND EMPLOYEES ABSENTEEISM

Managing Absenteeism : Absenteeism is unavoidable, what could be done to control and

NEEDS OF THE STUDY

OBJECTIVES OF THE STUDY

To study the reasons for absenteeism in the kakatiya textile ltd

To evaluate the working conditions in the company

To understand leave facilities

To revise the opinion of the employees according to their management

To cram the employees grievances in the organization

SCOPE OF THE STUDY

Covers information related to KTL Limited at Nallabandagudem.

METHODOLOGY OF THE STUDY:

LIMITATIONS OF THE STUDY

The study is subjected to limitation of resource and time.

Limited cooperation from office because of the routine work.

INDIAN TEXTILE INDUSTRY

INDIAN TEXTILE INDUSTRYS MASSIVE GROWTH PLAN

Rs 2,430 crore involving investments of more than Rs

INDIAS COTTON PRODUCTION

INDIAS APPAREL EXPORTERS RECORD DRAMATIC GAINS IN POSTQUOTA TRADING ENVIRONMENT