Questionnaire

QUESTIONNAIRE
1. Name(optional) :
2. Age :
a) 21 to 30yrs
b) 31 to 40 yrs
c) 41to 50 yrs
d) Above 50yrs
3. Marital Status :
a) Married b) Unmarried
4. Departments:
a) Php b) Linux c) Sales d) Support e) .Net f) Mobile g) Testing f) Others
5. Number of members in the family
a) Two b) Three c) Four d) Five e) Above five
6. Number of working members in the family
a) One b) Two c) Above two
7. Monthly Income
a) 7000-10000 b) 10000-13000 c) 13000-16000 d) Above 16000
8. Experience
a) Below 5 years b) 5-10 years c) 10-20 years d) Above 20 years
9. Are you satisfied with the mode of transport / conveyance?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
10. What is your opinion about timings?
11. How often do you take leave without giving information?
a) Always b) Never c) Sometimes
12. What is your opinion regarding the pay?

13. What is your opinion regarding welfare facilities?
14. Are you satisfied with the working condition?
15. How do you feel about the relationship with supervisor?
16. What is your opinion about relationship with co workers?
17. Are you satisfied towards grievance handling procedure?
18. What is you opinion regarding the satisfaction of job?
19. Are you satisfied with leave facility?
20. What is your opinion regarding recruitment procedure?
21. Are you satisfied with the general opinion of the company?
22. What is your opinion regarding allowances given by the company?
23. are you satisfied with the present working conditions?
a) Yes b) No
24. Are you aware that absenteeism affects productivity?

a) Yes b) No
25. Whether you believe that production comes to halt or managed by alternative
when you are absent?
a) Halt b) Alternative
26. What is your opinion regarding strictness in attendance matters by
management?
a) Yes b) No
27.Rate the factors for absenteeism
a) Work load
b) Personal problems
c) Dissatisfied by job work
d) Relation with supervisors
e) Relation with colleagues
f) Facilities
g) Others
28. If you have a option to leave your current job, what is the major factor you
considered to leave the job?
a) Salary b) Stress c) Better quality of work life d) other
29. Whether you need any extra health and hygienic benefits?
a) Yes b) No
30. Do you need any improvements in the working conditions?
a) Yes b) No
Questionnaire Format for Absenteeism of Employees

Below is the questionnaire format to find out the reasons of absenteeism of employees at Agron
Remedies Pvt. Ltd.
Personal Information
Name (Optional)
Age.
Sex..
1) For how many years you are working with AGRON REMEDIES Pvt. Ltd.?
(a) 0-1 yr
(b) 1-2 yr
(c) 2-5 yr
(d) < 5 yr
2) How often you remain absent in a month?
(a) Nil
(b) Once
(c)Twice
(d) < Twice
3) According to you what is the main reason for employees absent?
(a) Health problem / domestic reasons (b) Stress
(c) Work dissatisfaction
(d) Working environment
(e) Others (Please Specify)..

4) Your views regarding the present Absenteeism Policy of AGRON REMEDIES Pvt. Ltd.?
(a) Excellent
(b) Good
(c) Fair
(d) Dont know
5) Are you clear about your work / job responsibilities?
(a) Well clear
(c) Fairly clear
6) Are you satisfied with your work?
(a) Well satisfied
(b) Good
(d) Dont know
(b) Good
(c) Fair
(d) Not satisfied
7) Your views regarding the working environment of AGRON REMEDIES Pvt. Ltd. & work
place?
(a) Excellent
(b) Good
(c) Fair
(d) Poor
8) How are your relations with your superiors / co-workers?
(a) Excellent
(b) Good
(c) Fair
(d) Poor
9) Your superiors behaviour towards your problems?
(a) Excellent
(b) Good
(c) Fair
(d) Poor
10) Your views regarding the facilities provided to you by AGRON REMEDIES Pvt. Ltd.?
(a) Excellent
(c) Fair
(b) Good
(d) Poor
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Transcript of "A study on employees absenteeism conducted at go go international pvt ltd"

1. 1. Employees Absenteeism INTRODUCTION TITLE OF THE PROJECT: A study on
EMPLOYEES ABSENTEEISM with special reference to GO GO INTERNATIONAL Pvt.
Ltd., HASSAN. OBJECTIVES OF THE STUDY 1. To identify the reasons for
Absenteeism 2. To measure the Employees Absenteeism level. 3. To identify steps
required to decrease the Absenteeism. 4. To study, Employees working conditions. 5. To
identify factors that motivates the Employees ,which minimise Absenteeism H.R. institute
of higher education, Hassan 1
2. 2. Employees Absenteeism SCOPE OF THE STUDY: The development of any
organization depends on the regularity of employees. The study is conducted to know
the various levels and reasons for absence of employees in an organization. By looking
it, one can adopt corrective measures to decrease irregularities in the organization ,leads
to organisational growth. H.R. institute of higher education, Hassan 2
3. 3. Employees Absenteeism PROBLEM STATEMENT: Important characteristics of Indian
workers are that, they are in the habit of abstaining from work compared to workers of
other countries. The rate of Absenteeism ranges from 4.3% to 44.8%.It also varies with
the seasons in the year, the highest being during May, June of every year. The main
reasons for absenteeism are sickness, accidents or maternity. These factors accounted
for about 1.1 to 6.6%. Social and religious causes as high as 1.7% to14.2 %.Other
causes like visiting villages for attending litigation, rest, and recreation account for 0.1%
to17.5 % of total absenteeism. Absenteeism is directly effects on the progress of the
country and as such the companies are facing a downward trend due to recession and
all that are involved in the process are to be looked into. So I have selected this work at
GO GO INTERNATIONAL Pvt. Ltd., Hassan to identify the level of absenteeism and to
facilitate the company to move in this direction and find some progressive results.
Naturally organization has to look in to these aspects and need to find suitable remedial
measures so that qualitative and quantitative progress can be achieved. In this present
study Employees Absenteeism is analysed in depth. H.R. institute of higher education,
Hassan 3
4. 4. Employees Absenteeism RESEARCH METHODOLOGY There are 3 types, they are:
1. Explorative 2. Descriptive 3. Experimental Descriptive methodology is used in the
present study. Data Sources: Primary Data: The Primary data was collected from the
respondents by administering a structured questionnaire and also through observations,
interviews & discussion with Management team. Secondary Data: Apart from Primary
data, the secondary data is being collected through Text books, records of GO GO
International Pvt. Limited, Journals from Library, Academic Reports, and Internet , used
for this study. H.R. institute of higher education, Hassan 4
5. 5. Employees Absenteeism Sampling: Sample Population: There are total 1115
employees working in the organization. Sample Size: Out of the total population, the
sample taken among respondents from the quality department is 95. Sampling Area:
The research was conducted at quality department of GO GO International Pvt. Limited
Hassan. Sample Method: The research was made by the survey in accordance to the
convenience of the employees. So the sample type is convenience sampling. H.R.
institute of higher education, Hassan 5
6. 6. Employees Absenteeism TOOLS USED FOR ANALYSIS Instrument: A structured
Questionnaire is used, and the type of questionnaire is target questions. Method: The
research was conducted by using contact methods through Questionnaire, Interview and
Observation. The information was collected from the employees of quality department
only. H.R. institute of higher education, Hassan 6
7. 7. Employees Absenteeism DATA ANALYSIS TECHNIQUES: The data is analyzed with
Simple analysis technique. The data tool is percentage method. Percentage method is
used in making comparison between two or more criteria. This method is used to
describe relationship. Percentage of Respondents = No. of Respondents/ Total no of
Respondents X 100 H.R. institute of higher education, Hassan 7
8. 8. Employees Absenteeism 2.1 INDUSTRY PROFILE Indian textile industry can be
compared to a pyramid of ice floating in water. Only one tenth of the pyramid is visible,
in the form of large textile mills in the organized sector. The body of the textile pyramid
consists of the decentralized power loom and handloom sectors, which account for the
bulk of Indias production. The base of the pyramid is the downstream apparel and
household textile sectors. The entire pyramid employs about fifteen million (as in 2007, it
was estimated 20 million) workers- most of whom work in small firms in the decentralized
sector. Indeed, the structure of the Indian textile industry is as varied and deep-rooted
as is its reform, challenging and daunting Indian textile and clothing industry is the
largest foreign exchange earner for the country, and employs over 20 million people,
second only to agriculture. India cannot afford to let this industry grow sick. That would
be nothing short of a human tragedy. Until the era of globalization liberalization was
launched at the opening of the current decade, the domestic market was a protected turf,
and a sellers market. However, with the forces of globalization having been unleashed,
and accentuated by the coming into force of the WTO in 1995, there is no looking back.
The world has changed and is changing. In the borderless world, only the fittest would
survive. Indian textile and clothing industry is beset with several shortcomings, in no
small measure due to the lop-sided govt. policy in the post-1947 India. But now it must
change. It must change if it is not be blows away by the global market forces, both in the
international market as well as by imports in the domestic territory. And contrary to the
common refrain of the industrialists in textile industry, the onus of infusing a refreshing
change lies more on the industry (firms) than on the government. This is not to be little
the significant role of a facilitator that govt alone can provide. But competitive strategy
originates at the level of the firm. No amount of macroeconomic change can make the
firms in the industry competitive. The govt. must evolve a national policy, which can act
as a general guideline for the firms to define their unique positioning strategy. Given the
national environment, the firms must control their own destiny, or someone else will. H.R.
9. 9. Employees Absenteeism 2.2 COMPANY PROFILE 2.2 1 PROMOTORS AND
MANAGEMENT: GO GO International Pvt .Ltd., a privately owned company being
managed by the promoters. The company was started in 1983 by Mr.S.S.Goenka who
hails from a family of entrepreneurs. Mr.Goenka alone managed his business for many
years and strived to put Go Go International amongst well established exporters. Some
years later, Mr.Rajeev Goenka, the elder son joined hands in the business with his father.
Mr.Rajeev Goenka a Mechanical Engineer gave a whole new outlook to the business.
His engineering background helped him look at new and better technology for improving
quality of products, improving design and reducing time. He personally supervises the
production processes and ensures a smooth and unbroken flow. Mr.Achal Goenka, a
Doctor by profession and the second son of Mr.S.S.Goenka also joined hands in the
business in 1992. He is conversant with the latest international trends and tastes. Quality
control is an obsession with him. In the process to maintain quality of fabrics, a process
house for dyeing and printing of different kinds of fabric was incorporated in 1995. A
company that started off modestly started increasing its business across the globe and is
presently doing a turnover of over 6 million garments every year and increasing
constantly. In the increasing and thriving business, Ms.Nirmal and Ms.Lalita the
daughter-in-laws of Mr.S.S.Goenka have also joined hands in running the ever
expanding demand. H.R. institute of higher education, Hassan 9
10. 10. Employees Absenteeism Company With A Difference..! H.R. institute of higher
education, Hassan 10
11. 11. Employees Absenteeism 2.2. 2 MARKETS AND CLIENTS: GO GO exports
garments to EU countries like Italy, France, Spain, Belgium, Norway, Holland, Germany,
Austria and also Switzerland, Scandinavia and Hungary. Outside Europe GO GO exports
to the United States of America, Canada, Mexico and Australia. In America they are
supplying to firms like Vanity Fair, Steven Berry, and Blake Hollister etc.. In Europe their
main customers are Coop, Bestseller, Replay, Adler, Guru, Makro Stores and SCA
Textiles etc. GO GO International customers span a wide spectrum- order sizes vary
from 5,000 units to 1 million units. All receive the same care and attention that Go Go is
known for. When GO GO International decides to accept a client, a complete team is
assigned to the task at hands. Each team comprises of a Sr. Merchandiser,
Merchandiser, sampling team and production controller for both sales and production.
2.2 3 VISION: Begin with a vision Build with resources that are dynamically matched
with a strong commitment to excellence in products and processes, through a team of
dedicated people, while ensuring a clean environment for our plant, the Earth. All to
serve the customer better. 2.2 4 MISSION: To truly partner with our customers to
deliver business solutions which rest on product differentiation? H.R. institute of higher
12. 12. Employees Absenteeism Export Oriented Company H.R. institute of higher
13. 13. Employees Absenteeism 2.2. 5 QUALITY POLICY GOGO INTERNATIONAL
COMMITTED TO: 1. Supplying products of consistent quality to satisfy the customers
requirement. 2. Delivering the goods at the right place at the right time and at the right
price. 3. Responding quickly and effectively in all communication with customers. 4.
Training of all employees in achieving the products of high quality. 5. Ensuring good
quality raw material supply from suppliers. 6. Having effective communication with
suppliers. This will be achieved through the implementation and maintenance of a welldocumented system to meet the requirement of buyers standard. H.R. institute of higher
14. 14. Employees Absenteeism Production Unit H.R. institute of higher education, Hassan
14
15. 15. Employees Absenteeism 2.3 PRODUCT PROFILE: GO GO Intentional Companys
commitment to specialization extents to the fabric used to manufacture garments. The
main range is of garments made from knitted fabric. The company caters to Mens,
Ladies and Children knitted garments. The range includes outerwear, sportswear, party
wear, Nightwear and active wear. Recently GO GO International has also ventured into
ladies fashion garments in Woven fabrics. This was mainly to consistent insistence from
their existing buyers. Now, they are in the verge of expanding their dimensions in woven
garments also. The fabric for manufacture is mostly acquired locally. At times it is
sourced from Taiwan, Hong Kong, Singapore or Korea to meet individual requirements.
Go Go has computerized embroidery machines which are capable of producing 10,000
pieces per day. Go Go also has in house facilities for hand embroidery. H.R. institute of
higher education, Hassan 15
16. 16. Employees Absenteeism 2.3. 1 COMPETITORS: The main competitors of GOGO
International are Gokul Das Exports, Gokul Das Images, Shahi Exports, and Bombay
Rayon etc. 2.3. 2 INFRASTRUCTURE: GO GO has invested heavily in infrastructure, not
only for manufacturing of garments but also to streamline the entire production and
marketing process. GO GO has made Hassan its hub for manufacturing facilities as well
as its support department: Shipping, Quality control, Designing, Sampling, Embroidery,
Computer Systems and Accounts. It also has sourcing, marketing and manufacturing
offices at Delhi, Ludhiana, Tuticorin and Tirupur. Three Showrooms are maintained for
fashion and high fashion garments. Overall GO GO International employs around 2000
employees which include over 300 administrative staff. H.R. institute of higher education,
Hassan 16
17. 17. Employees Absenteeism Work in progress H.R. institute of higher education, Hassan
17
18. 18. Wages Time office Induction Recruitment Employees Absenteeism 2.3. 3
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT: Mr.Vasudeva P V, Hr
manager heads the HR department. The staffs of HR Dept. include the junior Hr
executives, a welfare officer, a nurse, a crche in charge, house keeping staff. HR

VISION: Build with resources that are dynamically matched with a strong commitment to
excellence in products and processes, through a team of dedicated people, while
ensuring a clean environment for our planet, the Earth. All to serve the customer better.
Functions performed by the HR Department & Safety Industrial relations salary
administration & Security H.R. institute of higher education, Hassan 18welfare
19. 19. Employees Absenteeism Recruitment and selection procedure: In GO GO
International Pvt. Ltd recruitment procedure is as follows. First, Department Heads will
do the manpower planning. After identifying the manpower need they send a report as
per qualification and required number of candidate, to HR Department? From there the
issue would be discussed with the management and if it is really required then the HR
department will take proper steps for recruitment. After that they will take proper steps
like advisement, are placed in papers, approaching consultancies for recruitment and
also recruit employee through referrals. Recruitment is a centralized process in GO GO
International Pvt.Ltd both external& internal sources of recruitment are carried out on to
recruit applicants. The management will conduct a medical test, so as to know whether
they are fit to work. Training is given to selected candidates. INDUCTION: The induction
programme will be conducted for newly appointed candidates. The selected candidates
are introduced to their colleagues, their workplace etc. They are appraised to the nature
of duties, leave benefits, salary, position in hierarchy etc. H.R. institute of higher
20. 20. In house training Annually Training Dept. prepares its own training calendar. It also
prepares monthly training schedule On the job training Employees Absenteeism 2.3.
4 TRAINING: IDENTIFICATION OF THE TRAINING NEEDS: Training needs may be
new training needs or retraining needs. These are identified once in a year. Department
heads identify the training needs of their employee through appraisal system. New
employee is assigned a new job and is trained for the same. Training needs are
considered at 3 levels 1) Individual level 2) Department level 3) Organization level Kinds
of training provide & all the employees are given the required training. Wages and salary
administration: Wages and salary administration is computerized and it is calculated on
the basis of attendance. .In case of unpaid wages & salary reconciliation is made .When
an employee resigns full and final settlement of his account is made. H.R. institute of
21. 21. Employees Absenteeism 2.3 5 LABOUR WELFARE FACILITIES GO GO
International Pvt.Ltd provides many labour facilities some of them are as mentioned
below; Canteen: The canteen at the company is well maintained and is under contractual
basis. Employees are provided with subsidized food during the working hours. The
objective of this facility is to provide clean, hygienic and nutritious food for the workers at
cheaper cost, providing neat hygienic place for workers to consume food. Canteen
provides a meeting place for all the workers. First Aid facility: First Aid boxes at
cupboards well equipped with the prescribed medicine are provided in all the
departments. Each box is in charge of responsibility of the person who holds a certificate
in the first aid treatment. Ambulance room service is also provided during the working
hours. An ambulance van is maintained in the company to take employee to the hospital
in case of accident. Maternity benefit: ML is payable for a maximum of 12 weeks in case
of confinement and minimum of 6 weeks. H.R. institute of higher education, Hassan 21
22. 22. Employees Absenteeism Disablement benefit: If there were any temporary
disablement due to employment injury then if the person were insured he would be
compensated with about 70% of daily average wage. If disablement is permanent, then
periodical payment is paid for the person who is insured or to the dependent of the
injured person. Reward for best service: Every employee is rewarded for outstanding
performance in the factory. Cash prize and other benefits are given. This implies to
workmen to the grade up to the junior managers.. 2.3. 6 LEAVE ADMINISTRATION
Earned leave: Permanent workmen who have actually worked in a particular leave year
for 240 days would be entitled for 12 days EL. For the days worked in excess of 240
days, concerned workmen would be entitled to 1 EL for every 20 days actually worked.
Creche: The factory has a special facility for the employees of the organization .The
crche looks after the children of the employees during their working hours. Children
between the age group of 1 year to 4 year will be taken in. Every child birthday will be
celebrated by cutting cake & the child would be given a birthday gift from the company.
H.R. institute of higher education, Hassan 22
23. 23. Employees Absenteeism Employee welfare: The welfare officer will look after
employee welfare. They will be having many important responsibilities to be taken care
of. Welfare officer is in charge for the induction of the new employees. He/ she have to
guide the employees by educating them about the welfare benefits, like PF, Insurance,
etc. He/she arranges regular workshops, demos, lectures, seminars, etc for the
employee. For example Monthly awareness programme for new employees. Safety
measures taught to the employees Personnel hygiene Extinguishing fire Womens
day celebration etc 2.3. 7 DIFFERENT COMMITIES: Canteen committee
Prevention of Sexual Harassment committee Health & Safety committee Works
committee Canteen committee: This committee looks after the canteen issues in the
factory. The committee consists of 10 members. They organize a meeting at the end of
the month and discuss various issues about the canteen facilities. They also collect
feedbacks from the employees regarding the food provided. Hygiene, one among
priorities suggestion if any given are work out. H.R. institute of higher education, Hassan
23
24. 24. Employees Absenteeism Committee against sexual harassment: As 70% of the
employees in the factory are women. A committee is set up to take care of the subtle
issues revolving around the women employees. Any behaviour, which would lead to
embarrassment of the women employees, would be taken note of. Any person who tries
to misbehave with the women workers would be taken from a work. Such situation would
be dealt with, at most dignity. And such kind of issues would be kept as confidential as
possible. Health & Safety committee: A group of workers form a committee to look after
the safety of the co workers. Such as the protection gadgets provided are good or not.
While working the employee is using those gadgets or not. What are the extra measures
to be taken for the safety of workers? Etc .are dealt in detail. Works committee: As per
Industrial Dispute Act. H.R. institute of higher education, Hassan 24
25. 25. Employees Absenteeism Working hours: The working hours intervals & name and
particulars of factory management, date of disbursement of wages is prominently
displayed in Form No.10 in factory premises. Attendance: i. Every employee shall
register his attendance by Bio-Metric and his punch ii. Card -once before commencing
work very day and once at the end of the day. iii. Day (close of work hours). iv. This
facility does not enforce on employees who have not completed 18 years of age, child
labour is strictly prohibited. v. Every employee shall therefore commence his/ her work at
his / her assign end place and at the time fixed for commencement of work in
accordance with the notified work hours. vi. The starting & closing of the work period ,
the starting & closing of interval period shall be notified from time to time & shall be
signalled by the sound of an a siren. vii. Employees in completion of working / shift hours
leave the factory premises immediately with in 15 min from the close of shift hours. viii. If
any employees is late to work whether at commencement of shift/ working hours or after
lunch interval for more than 3 min in the month during two successive or for more than 5
times in month shall be declared as habitually late & shall be liable for disciplinary action.
26. 26. Employees Absenteeism Entry, exit and search: I. All employees shall enter or leave
factory premises by the gate or gates specified for the purpose. II. No employee shall
enter the established factory premises except when on duty, without the permission of
the security or any other officer authorized by the Management in this behalf. III. No
employee shall take with him, inside the factory, any outside person / friend /relative
without the permission of the officer authorized on behalf. IV. The entire employee shall
be searched at the factory main gate or such other specified entrances by the security
staff on duty or by others appointed by the manager for the purpose. V. Any employee,
who is off duty, has been granted or has resigned or is not working for any reason, shall
immediately leave the factory premises and shall not enter any part to it except with
permission of the officer authorized in this behalf. VI. No employees shall leave factory
premises during duty hours except after obtaining written permission of the authorized
officer and with a gate pass. If any employee desires to leave the factory premises during
the hours of work notified for him/ her, he/she shall obtain the prior consent of and a gate
pass from the manager, and in the absence of manager, from the in charge manager or
any other officer authorized in this behalf. H.R. institute of higher education, Hassan 26
27. 27. Employees Absenteeism 2.4 SWOT ANALYSIS: 2.4 1 Strengths 1. Location 2. Less
Competition 3. Support from Govt. 4. High quality products 5. Low cost of production due
to Economies of Scales in terms of Labour, Land, Raw materials ,etc 6. Good
Infrastructural facilities 7. Dedicated top level management 8. Conducive working
environment 9. Workers participation in management 10. Good Industrial relations 11.

Government support as this is an export oriented firm and operates in semi rural area
12. Set up in a SEZ, developed by the Central government 13. Wide opportunity for
textile industry 14. Updated technology 15. Only exporting so that they can avoids the
risks of local market H.R. institute of higher education, Hassan 27
28. 28. Employees Absenteeism 2.4 2 Weakness 1. Unattractive salary for unskilled
employees 2. Inflexible working hours 3. Political interference 4. Inconvenient
Transportation 5. High number of unskilled employees 6. Located a bit far from cities 7.
Lack of recreational opportunities at Hassan 8. So far from harbours and Airways H.R.
29. 29. Employees Absenteeism 2.4 3 Opportunities: 1. High level of expansion is possible
2. Can export to different countries 3. Can provide employment for rural class of people
4. Can diversify business as the set up cost is comparatively low at Hassan 5. Can cater
domestic customers H.R. institute of higher education, Hassan 29
30. 30. Employees Absenteeism 2.4 4 Threats: 1. Intervention of political parties in to trade
unions and management unions 2. Entry of new competitors 3. Fluctuation of foreign
currency rates due to global cues 4. Entry of Chinese products into market can adversely
affect sales and profit margin. 5. Heavy rainfall would slowdown the progress of work 6.
Situated in outskirts 7. Changes in technology 8. Growing power of Trade union H.R.
31. 31. Employees Absenteeism 3.1 LITERATURE REVIEW: Human Resource
Management function concerned with hiring, motivating and maintaining people in an
organization. It focuses on people in organizations. Human Resource views people as
an important source or asset to be used for the benefit of organizations, employees and
the society. It is emerging as a distinct philosophy of management aiming at policies that
promote mutuality mutual goals, mutual respects, mutual rewards and mutual
responsibilities. The belief is that policies of mutuality will elicit commitment which in turn
will yield both better economic performance and greater human resource development.
3.1 1 Introduction to Human Resource Management: Modern organizational setting is
characterized by constant changes relating to environment factors and human
resources. As regards environmental factors, we find changes in the operating
organizational structure, the networking procedures, customs or norms and the
economic, political and social patterns in which organizations exist. Moreover, there is
constant change in human resources. New individuals are being employed with their new
ideas and expectations while the existing workforce is constantly changing vis--vis
ideas, attitudes and values. Although the changes may provide solution to some
problems, it may create several new ones. There is an urgent need to understand these
problems, anticipate them and to find solutions to them. The responsibility to find out
solutions to these problems lies with every manager who has to be prepared to deal with
different changes effectively through educational and developmental programs.
Obviously, every manager is responsible for management of human resources of course
with the advice and help of personnel department. Management of human resources is
the essence of being a manager who has to get things done through others. Specifically,
his task relates to leading, mobilizing and directing the efforts of people without which he
can be a technician but not a manager. Thus, every manager has to develop and
maintain his competence in managing human resources which have assumed utmost
significance in modern organizations.The term Job Satisfaction is of almost significance
from the standpoint of employee morale. It refers to employees general attitude towards
his work.Lock defines work Satisfaction as a pleasurable or positive emotional state
resulting from the appraisal of ones work or work experience. The extent that a persons
work fulfils his dominant need and is consistent H.R. institute of higher education,
Hassan 31
32. 32. Employees Absenteeism with his expectations and values, the work will be
satisfying.The job satisfaction factors which can have influence on attitudes, these can
be considered as motives. The relationship between man and work has always attracted
the philosophers, scientists and novelists. A major part of mans life is spent work. Work
is a social reality and social expectation to which men seem to confirm. It not only
provides status to the individual but also binds him, to the society. Job satisfaction is a
persons attitude towards the job. Positive attitude towards the job are equivalent to job
satisfaction where as negative attitude towards the job is equivalent to job
dissatisfaction. Job satisfaction has been define variously from time to time. The term
job satisfaction refers to an individuals general attitude towards his or her job, while a
person who is dissatisfied with his or her works holds negative attitude about the job
The role of human resource management in organisations has been evolving
dramatically in recent times. The days of Personnel Department performing clerical
duties such as record keeping, paper pushing and file maintenance are over. HR is
increasingly receiving attention as a critical strategic partner, assuming stunningly
different, far reaching transformational roles and responsibilities. Taking the strategic
approach to human resource management involves making the function of managing
human assets the most important priority in the organisations and integrating all human
resource policies and programmes the frame-work of a companys strategy. Effective
utilisation of human resource can assist organisations in achieving competitive
advantage. H.R. institute of higher education, Hassan 32
33. 33. Employees Absenteeism 3.1 2 Definition: Human resource management is a
management functions that helps managers recruit, select train and develop members
for an organization. It focuses on the people in organizations According to Michael J .
Jucius defined as the field of management which has to do with planning, organizing,
directing and controlling the functions of procuring ,developing .maintaining and utilizing
the labour force . , such that the 1. Objectives of the company is established are
attained economically and effectively 2. Objectives of all levels of personnel are served
to the highest possible degree, and 3. Objectives of society are dually considered and
served. HRM can be defined as managing (planning, organizing ,directing and
controlling )the function s of employing ,developing and compensating human resource

resulting in the creation and development of human relations with a view to contribute
proportionately due to them) to the organizational ,individual and social goals. Human
Resource Management function concerned with hiring, motivating and maintaining
people in an organization. It focuses on people in organizations. Human Resource views
people as an important source or asset to be used for the benefit of organizations,
employees and the society. It is emerging as a distinct philosophy of management
aiming at policies that promote mutuality mutual goals, mutual respects, mutual
rewards and mutual responsibilities. The belief is that policies of mutuality will elicit
commitment which in turn will yield both better economic performance and greater
human resource development. Components of human resource are skills knowledge
value Creative ability. Human resource management: While managing the human
resources one has to perform tasks like a. Employing the people H.R. institute of higher
34. 34. Employees Absenteeism b. Developing the resources c. Utilizing the resources and
compensating their services in tune with the job and organizational requirements Human
resource refers to the knowledge skills abilities talents aptitude, values and beliefs of an
organizations workforce. Knowledge skills, creative abilities and talents play an
important role in deciding the efficiency and effectiveness of an organizations workforce.
Human resource development improves the utilization value of an organization. The
difference in the level of performance of two organizations also depends on utilization
value of human resources. H.R. institute of higher education, Hassan 34
35. 35. Employees Absenteeism 3.1 3 IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT: The importance of HRM can be discussed under three standard points:
1. Social significance: Management of personnel enhances their dignity by satisfying
their social needs. This is done by: i. Providing suitable and most productive
employment, which brings them psychological satisfaction. ii. Making maximum
utilization of the resource in an effective manner and paying the employees a reasonable
compensation in proportion to the contribution made by him. 2. Professional significance:
By providing healthy working environment it promotes teamwork in the employees. This
is done by: i. Marinating the dignity of the employee as a human being. ii. Providing
maximum opportunities for personal dept. 3. Significance for individual enterprise : It can
help the organization in accomplishing its goal by: i. Creating right attitude among
employees through effective motivation. ii. Securing willing communication operation for
achieving goals fulfilling their own social and other psychological needs like love,
affection, esteem etc. H.R. institute of higher education, Hassan 35
36. 36. Employees Absenteeism 3.1 4 Evolution of Human Resource Management: Human
Resource, a relatively new term emerged during the 1970s.Many people continue to
refer to the discipline by its older, more traditional titles, such as personnel management
or personal administration. The trend is changing. The term nowadays used in industry
circle is Human Resource management. Coming to the evolution of HRM as a subject, it
may be stated that concern for the welfare of workers in the management of business
enterprises has been in existence since ages. Kutilyas Arthashastra states that there
existed a sound base for systematic management of resources during as early as the 4th
century BC. These processes took momentum only when government took active
measures during resent past by various rules and regulations under Industrial Dispute
Act and related Acts. However the employees will have various reasons to deviate from
this. When the growth of the industry is disturbed due to irregularity of the employees,
government showed interest in the operation of public and private sector enterprises and
provided systematic procedures for regulating employer employee relationships.
Development of HRM in India: In 50s, people were recruited to do and die In 60s,
concept of managing people In 70s, realised that productivity depended on people
Employees started demanding over and above their salaries Personnel department
renamed as Human resources Management theories were introduced Concepts of
participative management, Kaizen, Total quality management, empowerment, etc, In
Indian context, emotions, feelings, empathetic perceptions, and affective components
influence people Hierarchy, status, authority, responsibility, and accountability are
structural concepts H.R. institute of higher education, Hassan 36
37. 37. Employees Absenteeism Subordinates expect that the superior should have
integrity, higher performance skill, commitment, guidance and leadership qualities,
support and patronising tendencies, accessibility, wider vision, sense of empowerment,
and credibility Boss expects commitment to job, integrity, competence, reliability,
initiative, loyalty to the organisation, self-discipline, accountability and job involvement
A good HRM environment ensures balanced interaction between the two set of
expectations and harmony HRM strategies in India have to focus on better individualorganisation interface and greater emphasis on organisational effectiveness than on
personal success 3.1 5 Importance of Human Resource Management: The importance
of HRM can be discussed under three standard points: 1. Social significance:
management of personnel enhances their dignity by satisfying their social needs. This is
done by: Providing suitable and most productive employment , which brings sthem
psychological satisfaction Making maximum utilization of the resources in an effective
manner and paying the employees a reasonable compensation in proportion to the
contribution made by him 2. Professional significance: by providing healthy working
environment it promotes teamwork in the employees. This is done by Marinating the
dignity of the employees as a human being. Providing maximum opportunities for
personal department. 3 Significance for individual enterprise : It can help the
organization in accomplishing its goals by H.R. institute of higher education, Hassan 37
38. 38. Employees Absenteeism Creating right attitude among employees through effective
motivation. Securing willing communication operation for achieving goals fulfilling their
own social and other psychological needs like love, affection, esteem etc. 3.1 6 Scope of
HRM The scope of HRM is indeed vast. All major activities in the working life of a worker
from time of his or her entry into an organization until he or she leaves come under the
purview of HRM. Specifically,the activities included are HR planning , job analysis and
design , recruitment and selection, orientation and placement , training and development
, performance appraisal and job evaluation , employee remuneration , motivation
communication , welfare, safety and health, industrial relations and the like. For the sake
of convenience all these functions into seven sections as shown in the figure H.R.
39. 39. Employees Absenteeism Nature of HRM Prospects Employe of HRM e Hiring
Human Resource Managem Employee Industria ent and Executive l Remunerat
Relations ion Employe Employee e Maintena nce Motivati on Figure representing the
scope for HRM H.R. institute of higher education, Hassan 39
40. 40. Employees Absenteeism 3.1 7 HRM Functions: HRM is the process of acquiring,
training, appraising, and compensating employees, and attending to their labour
relations, health and safety, and fairness concerns. People or Personal aspects Human
Resource Management must perform certain functions. These functions have been
stated while outlining the scope of HRM. Conducting job analysis Planning labour
needs and recruiting job candidates Selecting job candidates Orienting and training
new employees Managing wages and salaries (Compensating) Providing incentives
and benefits Appraising employees Communicating (Interviewing, counselling, &
Disciplining) Training and developing Building employee commitment Union
management Assessment H.R. institute of higher education, Hassan 40
41. 41. Employees Absenteeism 3.1 8 Importance of HR management to all managers:
Hire the wrong person for the job Experience high turnover Have people not doing the
best Waste time with useless interviews Have your company cited under occupational
safety laws for unsafe practices Have some employees think their salaries are unfair
and inequitable Allow a lack of training to undermine effectiveness Commit any unfair
labour practices . H.R. institute of higher education, Hassan 41
42. 42. Employees Absenteeism 3.2 Absenteeism: Employees presence at work place
during the scheduled time is highly essential for the smooth running of the production
process in particular and the organization in general. Despite the significance of their
presence, employees sometime fail to report at the work place during the scheduled
time. Absenteeism refers to the failure on the part of employees to report to work though
they are scheduled to work. In other words, unauthorised absences constitute
Absenteeism. Absenteeism costs money to the organization, besides reflecting
employee dissatisfaction with the company. Like employee turnover, there is avoidable
and unavoidable absenteeism. Absenteeism is unavoidable when the employee himself
or herself fell sick, his or her dependence at home suddenly become unwell or there is
an accident inside the plant. Unavoidable absenteeism is accepted by managers and is
even sanctioned by labour laws. Foe instance, one days leave with wages for every 20
days of service is allowed by the factories Act 1948. Avoidable absenteeism arises
because of night shifts, opportunities for moonlighting and earning extra income,
indebtedness, lack of job security, job dissatisfaction and unfriendly supervision. This
needs intervention by the management. Labour Bureau, Simla, defined the term
Absenteeism as the failure of a worker to report for work when he is scheduled to
work. Labour bureau also states that Absenteeism is the total man-shifts lost because
of absence as a percentage of the total number of man-shifts scheduled to work.
According to Websters Dictionary, Absenteeism is the practice or habit of being an
absence and an absentee is one who habitually stays away. H.R. institute of higher
43. 43. Employees Absenteeism 3.2 1 Types of Absenteeism: Absenteeism is of 4 types:
Authorised Absenteeism: If an employee absents himself from work by taking permission
from his superior and applying for leave, such absenteeism is called as Authorised
Absenteeism. Unauthorised Absenteeism: If an employee absents himself from work
without informing or taking permission and without applying for leave, such absenteeism
is called as Unauthorised Absenteeism. Wilful Absenteeism: If employee absents himself
from duty wilfully such absenteeism is called Wilful Absenteeism. Absenteeism caused
by circumstances beyond once control: If an employee absents him from duty owing to
circumstances beyond his/her control like involvement in accidents or sudden sickness,
such Absenteeism is called Absenteeism caused by circumstances beyond once control.
44. 44. Employees Absenteeism 3.2 2 Features of Absenteeism: Research studies
undertaken by different authors reveal the following features of absenteeism. The rate of
absenteeism is the lowest on pay day; it increases considerably on the days following the
payment of wages and bonus. Absenteeism generally high among the workers below 25
years of age and those of above 40 years of age. The rate of absenteeism varies from
department to department within an organization. Generally it is high in production
department. Absenteeism in traditional industries is seasonal in character. H.R. institute
45. 45. Employees Absenteeism 3.2 3 Causes of Absenteeism: The following are the
general causes of Absenteeism Maladjustment with the working conditions. Social
and religious ceremonies Unsatisfactory housing conditions at the work place
Industrial fatigue. The industrial fatigue compels workers to remain outside the work.
Unhealthy working conditions Poor Welfare Facilities Alcoholism Indebt ness
Maladjustment with the job demands Unsound Personal policies Inadequate leave
facilities Low level of Wages. H.R. institute of higher education, Hassan 45
46. 46. The sick and the Old: These categories of absentees are mostly unhealthy with a
week constitution or old people. H.R. institute of higher education, Hassan 46 Family
oriented: This type of absentees are often identified with the family activities The
Epicureans: This class of absentees do not like to take up the jobs which demand
initiative and responsibilities, discipline and discomfort. They wish to have money, power,
and status but are unwilling to work for their achievements. The status Seekers: These
types of absentees enjoy or perceive a higher ascribed social status and are keen on
maintaining it. Entrepreneurs: This class of absentees consider that their jobs are very
small for their total interest and personal goals. They engage themselves in other
economic activities and sometime social activities to fulfil their goals. Employees
Absenteeism 3.2 4 Categories of Absenteeism: K.N.Vaid classifies chronic absentees in
to five categories. 1. Entrepreneurs 2. Status seekers 3. Epicureans 4. Family oriented 5.
Sick and the old
47. 47. Employees Absenteeism 3.2 5 Calculation of Absenteeism Rate: Absenteeism is
computed and is expressed in terms of percentages. Absenteeism can be calculated
with the help of following formula. Number of Man days lost X 100 Absenteeism Rate =
Number of Man days scheduled to work Absenteeism rate can be calculated for
different employees and for different time periods like month and year. The frequency
rate reflects the incidence of absence and is usually expressed as the number of
separate absence in a given period, irrespective of length of absences. The frequency
rate represents the average number of absences per worker in a given period.
Frequency rate = total no. of times in which the leave was availed/total no. of Man days
scheduled to work x 100 Severity Rate: severity is the average length of time lost per
absence and is calculated by using the formula. Severity rate = Total no. of absent
during a period / Total no. of times absent during that period x100 A high severity rate
indicates that the employee is absent for longer durations each time. High frequency and
severity rates indicate that the employee is absent more frequently and for longer
durations each time resulting in high absenteeism even in absolute terms. H.R. institute
48. 48. Employees Absenteeism 3.2 6 Recent Trends: Recent studies have revealed that
workers link with the village as a cause of instability in the labour force has become
more or less a matter of history .Now the workers do have their link with the village; but
they do not go there for any economic pursuit. They go mainly for relaxation or attending
social ceremonies and spending long holidays. As observed by the labour investigation
committee the factory workers retained their contacts with the villages more for rest and
recuperation than for attending to cultivation. The workers have almost lost their
economic interest in land and have adhered to their way of life or occupation they have
chosen. The factual survey conducted by the Committee has shown that greater
concentration of the working class in industrial areas has led to the rise of an industrial
proletariat in most cities. It has referred to the fact that there is a greater stability in the
labour force in those centres where the employers have looked after their workers by
paying them a decent living wage, providing good housing accommodation and making
provision for pension for the future. The committee was of the view that the village
nexus need not to be encouraged as most of the workers are landless labourers and
have no stake in land. The joint family and the caste are steadily deteriorating and
economic supporters of the workers. At this present juncture, the workers are in a
transitional stage in which they are gradually losing the support of the village and have
not been able to secure a firm footing in industrial areas. In view of this, to turn back the
clock and either to prevent the worker from coming to the town or to force him back to
the village would be a step in the wrong direction. The committee further observed
Workers were prepared to stick to the town to a greater extent than before, to fight for
their legitimate rights and to seek livelihood in urban rather than rural areas. The
stabilization of the labour force in industrial towns was a matter of compulsion rather than
choice. The committee, therefore emphasised that the stability of labour can be brought
about by improvement in working and living conditions, generally in industries in which
49. 49. Employees Absenteeism such workers are called upon to work and to provide
measures of social security for the workers. The national Commission on Labour has
pointed out Over the last 25 years, the trend towards the stabilization of industrial labour
has been further strengthened. A worker today is far more urban in taste and outlook
than his predecessor. The idyllic notion of a village nexus has receded to the background
owing to the positive measures undertaken in the interest of industrial labour. Even in the
more distant plantations; settled labour is more in evidence now. The national
Commission further observes as Industry expanded include a wide variety of skilled and
unskilled jobs, industrial work ceased to be the monopoly, of migrants from villages.
Young persons in the urban families, traditionally averse to accepting factory
environment have been seeking employment there. Besides when employers began
offering incentives for regularity and productivity even rural migrants reduced the
frequency an duration of their visits to villages. As measures for providing minimum
facilities and social security began to be undertaken, workers were increasingly attracted
by them and lack of commitment became a less serious problem. Studies in Bombay,
Delhi and Jamshedpur show that the earlier migrants have still an urge to go back to the
village; but the latter ones show increasing commitment to urban life and factory work
.The age of worker is also a factor for urban attraction works more strongly on the young.
The commission conclude A vast majority of the workers in cities are committed to
factory jobs. In other industries a second or even a third generation of workers has
emerged. A self generating working class with its roots in industrial environment in
which a worker is born and bred is growing in strength. H.R. institute of higher
50. 50. Employees Absenteeism 3.2 7 Measure to minimise absenteeism: Absenteeism
affects the organization from multiple angles. It severely affects the production process
and the business process. The effect of unauthorised Absenteeism is more compared to
other type of Absenteeism. However it would be difficult to completely avoid
Absenteeism. Managers stood take steps to remove causes of absenteeism. On the
positive side managers must create work environment which will make the employees
realise that it make sense to the work in the factory rather than staying at home and
waste their time. The following measures are useful in controlling or minimising
absenteeism: Selecting the employee by testing thoroughly regarding their aspirations,
value systems, responsibility and sensitiveness. Adopting a humanistic approach in
dealing with the personal problems of employees Following a proactive approach in
identifying and redressing employee grievances. Providing hygienic working condition

Providing welfare measures and fringe benefits, balancing the need of the employees
and ability of the organisation. Providing high wages and allowances based on the
organizational financial position. Improving the communication network . Providing
leave facility based on the needs of the employees according to organisational
standards. Providing safety and health measures Providing cordial human relations
and industrial relations Educating the workers regarding health and hygiene. Granting
leaves and financial assistance liberally in case of sickness of employee and his/her
family members. Regularity to be encouraged through incentives. H.R. institute of
51. 51. Employees Absenteeism Providing extensive training. Encouragement through
special allowances in cash for technological advancement. H.R. institute of higher
52. 52. Employees Absenteeism 4. ANALYSIS AND INTERPRETATION Total number of
respondents 50 4.1 TABLE Table showing Employees Age: Age in years Number of
Respondents Percentage 20-25 24 48 25-30 16 32 30-35 6 12 40above 4 8 H.R. institute
53. 53. Employees Absenteeism 50 45 40 35 20-25 30 25-30 25 30-35 20 40above 15 10 5
0 Number of Respondents Percentage ANALYSIS: Majority of the employees are of the
age between 20-25 (48%). The employees between 25-30 and 30-35 are (32% and 12%
respectively). The employees above 40 (8%) First category of employees contributes
major portion of work. INTERPRETATION: Since 48% of employees are of the age
between 20-25. The trend clearly shows that these are the age group who are employed
the most by the employer because these employees are young & energetic. H.R.
54. 54. Employees Absenteeism 4.2 TABLE Table showing employee Monthly Income
Monthly income Number of respondents Percentage 2600-2800 28 56 2800-3000 12 24
3000-3200 7 14 3500 above 3 6 H.R. institute of higher education, Hassan 54
55. 55. Employees Absenteeism 60 50 40 2600-2800 30 2800-3000 3000-3200 20 3500
above 10 0 Number of respondents Percentage ANALYSIS: Majority of the employees
monthly income is between Rs.2600-2800 (56%), 24% are between Rs. 2800-3000, 14%
are between 3000-3200 and 6% are above 3500 in the organization. INTERPRETATION:
Here the Graph clearly shows that the salary between 2600-2800 are high in
percentage. H.R. institute of higher education, Hassan 55
56. 56. Employees Absenteeism 4.3 TABLE Table showing Employees Marital Status:
Marital status Number of Respondents Percentage Unmarried 32 64 Married 18 36
Widower 0 0 H.R. institute of higher education, Hassan 56
57. 57. Employees Absenteeism 70 60 50 40 unmarried 30 Married 20 Widower 10 0
Number of Percentage Respondents ANALYSIS: The above table shows the marital
status of the employees in the organization. Unmarried employees are 64%, Married
employees are 36% and the percentage of widowers is 0% in the organization.
INTERPRETATION: Though young employees are on the higher side, there is sizable
quantities of married employees are also joining the industrial stream. H.R. institute of
58. 58. Employees Absenteeism 4.4 TABLE Table showing work Environment of
Employees Number of Respondents Percentage Work environment Good 38 76
Satisfactory 12 24 Bad 0 0 H.R. institute of higher education, Hassan 58
59. 59. Employees Absenteeism 80 70 60 50 Good 40 Satisfactory 30 Bad 20 10 0 Number
of Respondents Percentage ANALYSIS: The above table shows work environment of
employees. 76% of the employees felt work environment is good, 24% of the employees
felt its satisfactory and none felt that the environment is bad. INTERPRETATION:
Majority of the employees are satisfied with the environment provided by the industries.
60. 60. Employees Absenteeism 4.5 TABLE Table showing work over time Number of
Respondents Percentage Work over time Yes 15 30 No 35 70 H.R. institute of higher
61. 61. Employees Absenteeism 70 60 50 40 Yes 30 No 20 10 0 Number of Respondents
Percentage ANALYSIS: Table shows workers wants to work over time. 30% of the
employees agree to work over time that means yes and 70% of the employees not agree
to work over time that means no. INTERPRETATION: Majority of the workers (70%) does
not agree to work over time in the industry H.R. institute of higher education, Hassan 61
62. 62. Employees Absenteeism 4.6 TABLE Table showing employee average work over
time Number of Respondents Percentage Average work over time 1hours 29 58 2hours
16 32 3hours 4 8 more than 3 hours 1 2 H.R. institute of higher education, Hassan 62
63. 63. Employees Absenteeism 60 50 40 30 1hours 2hours 20 3hours 10 more than 3
hours 0 Number of Percentage Respondents ANALYSIS: Table shows employees
average work over time. 58% of employees are satisfied to work over time for 1 hour.
32% of employees are satisfied to work over time for 2 hours. 8% of employees are
satisfied to work over time for 3 hours and only 2% of employees are satisfied to work
over time for more than 3 hours. INTERPRETATION: Majority of employees are not
ready to work over time for 3 or more than 3 hours. 58% of employees are ready to work
over time for 1 hours H.R. institute of higher education, Hassan 63
64. 64. Employees Absenteeism 4.7 TABLE Table showing adequate welfare facilities
provided to employees Number of Respondents Percentage Adequate welfare facilities
provided Strongly agree 10 20 Agree 18 36 Disagree 22 44 H.R. institute of higher
65. 65. Employees Absenteeism 45 40 35 30 25 Strongly agree 20 Agree 15 Disagree 10 5
0 Number of Percentage Respondents ANALYSIS: The table shows adequate welfare
facilities provided to employees here. 20% of the employees strongly agree, 36% of the
employees agrees and 44% of the employees have dissatisfaction about the facilities
provided by the organization. INTERPRETATION: Majority of the employees agrees that
there is no adequate welfare facilities provided in the organisation H.R. institute of higher
66. 66. Employees Absenteeism 4.8 TABLE The pay offered in the company is competitive
Opinions Number of Respondents Percentage Strongly agree 13 26 Agree 28 56 No
comments 6 12 Disagree 3 6 H.R. institute of higher education, Hassan 66
67. 67. Employees Absenteeism 60 50 40 Strongly agree 30 Agree No comments 20
Disagree 10 0 Number of Respondents Percentage ANALYSIS: Out of 50 respondents
26% members strongly agree that the pay offered for them is competitive. 56% agree
that the pay is reasonably competitive. 12 % members kept their comments reserved.
6% of employee disagrees with this. INTERPRETATION: Fifty percent of the employees
feel they are getting competitive pay. H.R. institute of higher education, Hassan 67
68. 68. Employees Absenteeism 4.9 TABLE Table showing the reason to take leave. Number
of Respondents Percentage Reason to take leave Sick leave 28 56 Lack of interest in
Job 2 4 Poor working conditions 1 2 Long working hours 6 12 Personal reasons 13 26
69. 69. Employees Absenteeism 60 50 sick leave 40 Lack of interest in Job 30 Poor working
20 conditions Long working 10 hours 0 Personal reasons Number of Percentage
Respondents ANALYSIS: The above graph shows the reasons to take leave. 56% of the
employees take sick leave, 4% of the employees take leave for lack of interest in job,
only 2% of the employees take leave for poor working conditions , 12% of the employees
take leave for long working hours and 26% of the employees are take leave for their
personal reasons. INTERPRETATION: Majority of the employees take sick leave H.R.
70. 70. Employees Absenteeism 4.10 TABLE Table showing Factors to Motivate Employees
Regularity: Motivate Factors Number of Respondents Percentage Good Employee
Relation Ship 4 8 Working condition. 6 12 Future Prospects 1 2 Job responsibility 12 24
Incentives /wage hike 27 54 H.R. institute of higher education, Hassan 70
71. 71. Employees Absenteeism 60 50 Good Employee Relation Ship 40 Working condition.
30 Future Prospects 20 Job responsibility 10 0 Incentives /wage Number of Percentage
hike Respondents ANALYSIS: 1. 8% (4. Nos.) of respondents feel that good employee
relationship motivates the employees. 2. 12 %( 6 nos.) of respondent say that working
condition is the factor that can motivate them. 3. Recognition of work anticipated by
employees are 24% (12Nos.) 4. Incentives /wage hike, had good response as high as
54% (27 Nos.) 5. 2% one respondents feel that future prospects motivate the employees.
INTERPRETATION: Majority of the employees expect incentives based performance/
wage hike ,shows need of financial assistance. H.R. institute of higher education,
Hassan 71
72. 72. Employees Absenteeism 4.11 TABLE Employees knowledge about the health and
safety measures of the company Opinions Number of Respondents Percentage Strongly
agree 35 70 Agree 13 26 Disagree 2 4 H.R. institute of higher education, Hassan 72
73. 73. Employees Absenteeism 70 60 50 40 Strongly agree 30 Agree 20 Disagree 10 0

Number of Percentage Respondents ANALYSIS: 70% members strongly agree that the
company has taken health and safety measures. 26% agree that they are health and
safety measures in the company. 4% members disagree with the company has taken
health and safety measures. INTERPRETATION: Majority of the employees are aware
with the health and safety measures in the company. H.R. institute of higher education,
Hassan 73
74. 74. Employees Absenteeism 4.12 TABLE Table showing Employees Relationship with
Their Superiors Opinions Number of Respondents Percentage Average 11 22 Good 37
74 Very Good 2 4 H.R. institute of higher education, Hassan 74
75. 75. Employees Absenteeism 80 70 60 50 40 Average 30 Good 20 Very Good 10 0
Number of Percentage Respondents ANALYSIS: Out of 50 respondent 11 members
have an average relationship amounts to 22%. 37 members have good relation towards
their superiors (74%) very less members come under very good relationship
category(4%). INTERPRETATION: Majority of the employees have good relationship
with their superior H.R. institute of higher education, Hassan 75
76. 76. Employees Absenteeism 4.13 TABLE Table showing Employees Absence on
Personal Reasons: Reasons for leave Number of Respondents Percentage Attending
Marriages & other 21 42 Functions Visiting Places 11 22 Domestic Problem 16 32 Lack
of Co-ordination among 2 4 colleagues H.R. institute of higher education, Hassan 76
77. 77. Employees Absenteeism 45 40 35 Attending Marriages & 30 other Functions 25
Visiting Places 20 15 Domestic Problem 10 5 Lack of Co-ordination 0 among colleagues
Number of Percentage Respondents ANALYSIS: Taking leave for personal reasons are
as high as 42% (21 Nos.). Next is the domestic problems which occupy 32% (16 Nos.) of
the employees leave. Visiting places for personal work 22% (11 Nos.)
INTERPRETATION: Taking leave for personal reasons are as highest as 21 (42%.). Next
is the domestic problems which occupy 32% (16 Nos.) of the employees leave. Visiting
places for personal work 22% (11 Nos.) H.R. institute of higher education, Hassan 77
78. 78. Employees Absenteeism 4.14 TABLE Table showing Method of Control of
Absenteeism Control of Absenteeism Number of Respondents Percentage Change in
Management Style 3 6 Changing in working Condition 4 8 (Job Rotation)
Incentives/wage hike. 25 50 Develop Attendance Policy 2 4 Transportation Facility 6 12
Encouragement 7 14 Individual Attention 3 6 H.R. institute of higher education, Hassan
78
79. 79. Employees Absenteeism 50 Chang in Management 45 Style Changing in working 40
Condition (Job Rotation) 35 Incentives/wage hike. 30 25 Develop Attendance 20 Policy
Transportation Facility 15 10 Encouragement 5 Individual Attention 0 Number of
Percentage Respondents ANALYSIS: Providing incentives in recognition of work score
highest in the race amounting to 50% (25 Nos). Encouragement other than monitoring
benefits also counts to the tune of 14% (7 Nos.). Transportation problem may need
attention-6NO, that is12%. INTERPRETATION: Majority of the employee needs financial
support, better transportation facilities, good working environment to control their

irregularities. . H.R. institute of higher education, Hassan 79
80. 80. Employees Absenteeism 4.15 TABLE Relationship with co-workers. Opinions
Number of Respondents Percentage Average 12 24 Good 36 72 Very Good 2 4 H.R.
81. 81. Employees Absenteeism 80 70 60 50 Average 40 Good 30 Very Good 20 10 0
Number of Respondents Percentage ANALYSIS: Out of 50 respondent 12 (24%)
members have average relationships with their co-workers. 36(72%) members have
good relationship with their co-workers. 2(4%) come under very good relationship
category. INTERPRETATION: Majority of the employees have maintained good
relationship with their co-workers. H.R. institute of higher education, Hassan 81
82. 82. Employees Absenteeism 4.16 TABLE Table showing Opportunity for personality
development of employee. Opinions Number of Respondents Percentage Very Good 6
12 Good 33 66 Average 11 22 H.R. institute of higher education, Hassan 82
83. 83. Employees Absenteeism 70 60 50 40 Very Good 30 Good 20 Average 10 0 Number
of Percentage Respondents ANALYSIS: Out of 50 respondent 22% members view is that
they have an average level of opportunity for their personality development in the
company. 66% say that they find good opportunity for their personality development.
12% feel they have very good opportunity for their development. INTERPRETATION:
Majority of the employees find good opportunity in the company for their personality
development H.R. institute of higher education, Hassan 83
84. 84. Employees Absenteeism 4.17 TABLE Table showing whether employee know the
value of the benefits offered Opinions Number of Respon- Percentage dents Strongly
agree 17 34 Agree 28 56 No comments 5 10 H.R. institute of higher education, Hassan
84
85. 85. Employees Absenteeism 60 50 40 30 Strongly agree Agree 20 No comments 10 0
Number of Percentage Respondents ANALYSIS: Out of 50 respondents, 34%of
members strongly agree that they are aware of the value of the benefits offered. 28 % of
members agree, but, not aware of the importance. 5 % of members kept their comment
reserved. INTERPRETATION: Majority of the employees agree that they know the value
of benefits that the company has offered. H.R. institute of higher education, Hassan 85
86. 86. Employees Absenteeism 4.18 TABLE Table showing information sharing, exchanges
ideas with employees Opinions Number of Respondents Percentage Strongly agree 11
22 Agree 33 66 No comments 5 10 Disagree 1 2 H.R. institute of higher education,
Hassan 86
87. 87. Employees Absenteeism 70 60 50 40 Strongly agree 30 Agree No comments 20
Disagree 10 0 Number of Percentage Respondents ANALYSIS: Out of 50 respondent
22%of members strongly agree that the company exchanges ideas with them. 66 % of
members reasonably agree this. 10% of members kept their comment reserved. One of
the employees feels that the company is not exchanging the ideas with the employees.
INTERPRETATION: Majority of the employees agree that the company exchanges ideas
with them. H.R. institute of higher education, Hassan 87
88. 88. Employees Absenteeism FINDINGS 1. Maximum no. of employees of the age are
between 20-25 years. It means most of employees of these ages are attracted towards
Iindustrial work, compared to the age between 25-35. 2. Most of the married employees
are committed to work. 3. All the employees are under the salary ranging from 26002800. 4. Majority of the employees feel that working environment provided are good. 5.
Majority of the employees take leave on health grounds, poor transportation facilities and
lack of time management also constitute reasonable portion of employees leave. 6.
Employees apply leave for personal reasons like social activities and visiting places ,
constitute major portion of their leave. 7. Majority of the employees are having good
relationship with their superiors. Any attempt to improve this, improves the quality of
production performance. 8. Benefits are always valuable, need management attention. 9.
. Good coordination compliments better work atmosphere. Need to ensure it. 10.
Developmental activity implies to both employer and employees, need to be
strengthened. 11. Salary and wages play pivotal role in performance. 12. Awareness
about leave administration will help the employees to plan their leave properly. H.R.
89. 89. Employees Absenteeism 13. Health and safety measures are significant while
evaluating Absenteeism. 14. Majority of the employees are seeking either wage hike or
incentives as motivating factor. 15. Salary and wages are featuring as important criteria
need to be considered on priority basis. H.R. institute of higher education, Hassan 89
90. 90. Employees Absenteeism SUGGESTIONS Productivity of an organization depends
upon the people who work for the unit. How to make people work more or more better?
is a million dollar question that requires an understanding of what motivates people to
work. Similarly it may be possible to get people to work more in higher proportions with
marginal increase in providing welfare measures. Such needs have been analyzed and
identified through this study. It will be fruitful for the organization to adopt for better
human performance, provided management simultaneously retain high skilled
employees to attain organization effectiveness. This may help in controlling
ABSENTEEISM. In this direction following suggestions may help: o Organization can try
and increase the level of workers participation in decision making o Increase the number
of performance related awards o More attention to be given for over all development of
employees welfare facilities. o Organization can motivate individuals through proper
counselling and guidance. o Organization may consider for arranging transport facilities.
o Majority of them feel that wage & salary provided to them may have to be considered
for hike. So the company may consider of increasing it. o Individual attention to
employees regarding health matters may be considered on priority basis. o Better
communication may yield some more results. o Supervisors may be considered for
management training. H.R. institute of higher education, Hassan 90
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14) Do you work overtime?

a) Yes
(b) No
15) If yes, how many hours on average you work overtime?

a) 1 hr
(b) 2hr
(c) 3hr
(d) More than 3 hr
16) The pay offered in the company is competitive!

a) Strongly agree
b) Agree
c) No comments
d) Disagree
24) How many paid leaves are availed by you per annum?
a) 1 to 2 days
b) 3 to 5 days
c) 6 to 10 days
d) More than 10 days
25) How many unpaid leaves are availed by you per annum?
a) 1 to 2 days
b) 3 to 5 days
c) 6 to 10 days
d) More than 10 days
27) The cause of your absenteeism is taking Smoking?
a) Not true
b) Partially true
c) Almost true
d) Highly true
28) The cause of your absenteeism is taking alcohol?
a) Not true
b) Partially true
c) Almost true
d) Highly true
Your Name
Your age
A- 20 - 25 (1)
B- 26 - 35 (2)
C- 36 - 45 (3)
D- > 45 (0)
Cadre :
A- Executive (4)
B- Junior-Executive (2)
C- Non-Executives (0)
Marital status
A- Single (3)
B-
Married
(3)
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data(Format 2)
No. of Year of Service
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A- < 1 year (0)

B- 1 2 years (0)
C- 3 4 years (2)
D- 4 5 years (2)
E- > 5 years (2)

data(Format 2)
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Download
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Number of members in the family
A- 3 (2)
B- 4 (3)
C- 5 (1)
D- Above 5 (0)

data(Format 2)
Monthly Income
A- Less Than 10000 (0)

B- 10001 ~ 25000 (1)
C- 25001 ~35000 (1)
D- 35001~45000 (3)
E- > 45000 (1)

data(Format 2)
Does your job match with your qualification?
A- Yes (6)
B- No (0)

data(Format 2)
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Do you have any options of Job rotation?
A- Yes (2)
B- No (4)

data(Format 2)
10
Which shift do you find more difficult to work?
A- General Shift (4)

B- First Shift (1)
C- Second Shift (1)
D- Third Shift (0)

data(Format 2)
11
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Is it possible for you to get leave whenever you require?
A- Always (0)
B- Often (5)
C-
Sometimes
(1)
D- Never (0)
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data(Format 2)
12
How many time you have taken leave in a month ?
A- 0 (0)
B- 1 (4)
C- 2 (2)
D- 3 (0)
E- > 3 (0)

data(Format 2)
13
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Which of the following do you avail often?
A- Medical Leave (0)

B- Casual Leave (6)
C-
Privilege Leave
(0)
D- All (0)
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data(Format 2)
14
The process of applying leave through your supervisor is time consuming
A- Highly Agree (4)

B- Agree (2)
C- Neither Agree or Dis-agree (0)
D- Dis-agree (0)
E- Highly Dis-agree (0)
15
For what reason you take leave ?
A- Sickness (2)
B- Lack of interest in job (0)
C- Personal reasons (2)
D- Long working hours (0)
E- Family reasons (2)
16
Are you being recognized for excelling in your job?
A- Always (0)
B- Often (1)
C-
Sometimes
(4)
D- Never (1)
17
Does your co-workers help in work related problems?
A- Yes (6)
B- No (0)
18
If yes, what is the satisfactory level?
A- Highly Satisfied (4)

B- Satisfied (1)
C- Neutral (1)
D- Dissatified (0)
E- Highly Dissatisfied
(0)
19
Do you work overtime or extra time beyond working time?
A- Yes (6)
B- No (0)
20
If yes, how many hours on an average you work beyond working time ?
A- 1 Hr (3)
B- 2 Hrs (2)
C- 3 Hrs (1)
D- More than 3 Hrs (0)

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QUESTIONNAIRE

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied

24. Are you aware that absenteeism affects productivity?

Questionnaire Format for Absenteeism of Employees

(d) Working environment

(e) Others (Please Specify)..

Transcript of "A study on employees absenteeism conducted at go go international pvt ltd"

executives, a welfare officer, a nurse, a crche in charge, house keeping staff. HR

environment 9. Workers participation in management 10. Good Industrial relations 11.

controlling )the function s of employing ,developing and compensating human resource

identifying and redressing employee grievances. Providing hygienic working condition

73. 73. Employees Absenteeism 70 60 50 40 Strongly agree 30 Agree 20 Disagree 10 0

support, better transportation facilities, good working environment to control their

14) Do you work overtime?

15) If yes, how many hours on average you work overtime?

(d) More than 3 hr

16) The pay offered in the company is competitive!

View Details Download this question

No. of Year of Service

A- < 1 year (0)

View Details Download this question

Number of members in the family

View Details Download this question

A- Less Than 10000 (0)

View Details Download this question

Does your job match with your qualification?

View Details Download this question

Do you have any options of Job rotation?

View Details Download this question

Which shift do you find more difficult to work?

A- General Shift (4)

View Details Download this question

Is it possible for you to get leave whenever you require?

Download this question

How many time you have taken leave in a month ?

View Details Download this question

Which of the following do you avail often?

A- Medical Leave (0)

View DetailsDownload this questionDownload data(Format 1)Download

The process of applying leave through your supervisor is time consuming

A- Highly Agree (4)

For what reason you take leave ?

Are you being recognized for excelling in your job?

Does your co-workers help in work related problems?

If yes, what is the satisfactory level?

A- Highly Satisfied (4)

Do you work overtime or extra time beyond working time?

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