Professional Documents
Culture Documents
ON
Study Of Employees Absenteeism in Fenner INDIA Limited submitted in partial
fulfilment of therequirement for the degree of
M.B.A III Sem.
In
Human Resources.
Submitted By
To
CONTENTS
S.No.
Topic or Chapter
PREFACE
ACKNOWLEDGEMENT
CERTIFICATE
DECLARATION
Page No.
3
4
5
6
3
.
4.
Chapter -1
5.
6.
1. Company Profile
10
3. Scopes of Study
15
Chapter -3
7.
16
Chapter- 4
8.
17
Chapter -6
9.
10.
27
1. Findings
37
2. Limitations
38
Suggestions
39
Conclusion
40
Bibliography
41
Questionnaire
42
11.
12.
13.
1
4.
PREFACE
In this project report every possible effort has been made to highlight the major aspects related
the topic A Study On Employees Absenteeism in FEENER INDIA LIMITED.
The deals with the introductory part related to the company.
The based on the research carried out for the project. This tells the details of data, how is it
collected, what are the methods have been used over here, and finally also tell the limitations of
the company that were found during the research work besides the limitation found in
undertaking the survey.
The analysis and interpretation of all the data which has presented first two chapters. This is the
most important part of the project as it involves the actual working and findings of the project.
Declaration
This is to certify that thesis/Report entitled A Study On Employees Absenteeism in
FEENER INDIA LIMITED which is submitted by me in partial fulfillment of the required
for the award of degree M.B.A. in H.R. from S.V.N. University, comprises only my original
work and due acknowledgment has been made in the text to all other material used.
Date:
Akshara Pandey
APPROVED BY
ACKNOWLEDGEMENT
It is a great pleasure and moment or immense satisfaction for us to express our sense of
profound gratitude indebtedness toward all those who directly or indirectly involved themselves
in the development of this project.
I am great full to honorable Head Of The Department Mr. Pramesh Goutam and project guide
Ms. Ankita Sharma, Swami Vivekanand University; Sagar (M.P.) for their diligent attention
towards this project through put its all stage of development. His comment and criticism have
been of great consequence.
We thank fully acknowledge the cooperation extended towards me by the staff of department of
Master of Business Administration, Swami Vivekanand University, Sagar and library staff for
providing facility for the work and study material needed.
Last but not the least I hearty thank full to all friends who have directly or indirectly help us in
the project.
CERTIFICATE
This is to certify that thesis/Report entitled A Study On Employees Absenteeism in
FEENER INDIA LIMITED which is submitted by AKSHARA PANDEY in partial
fulfillment of the required for the award of degree M.B.A. in H.R. from S.V.N. University,
Sagar is record of the candidate own work carried out by him under our Supervision. The matter
embodied in this thesis is original and has not been submitted for the award of any other degree.
Date:
INTRODUCTION
OVERVIEW
This project work has been conducted in FENNER (INDIA) LIMITED. It is the one of
the largest manufacturer of Industrial and Automotive V-Belts, Oilseals and Power Transmission
Accessories in India
A STUDY ON ABSENTEEISM OF EMPLOYEES is the study conducted at
FENNER (INDIA) LIMITED . The main objective of the study is to find the level of
absenteeism among the employees. The secondary objectives of this study are to know the
causes for the absenteeism.
This study has been compiled with the help of primary data and secondary data. Primary data
were collected from 20 respondents with the help of structured Questionnaire method. Since the
study was the absenteeism of employees , the data were collected from all the employees in the
organization. The Secondary sources of data were collected through company profile,
organization Website, internet and other related books.
The type of research design used is descriptive in nature and the required data has been
generated using a research instrument called the questionnaire. The research design used in this
project is descriptive research and sampling design used is convenience sampling.
The collected data has been analyzed using various statistical tools like graphs, pie chart, etc.
After analyzing the data general specific findings are sought out through interpretation.
Suggestions and recommendations are formulated from the summary of findings.
COMPANY PROFILE
Fenner India has 3 state-of-art manufacturing facilities at Madurai, Chennai and Hyderabad.
The first manufacturing facility was established in 1955 in the 'Temple City' Madurai, southern
India, which is the largest facility today.
In-process Quality control, careful choice of raw materials, technological up gradation has
ensured complete product reliability and high levels of customer satisfaction.
Best Manufacturing Practices followed by Fenner India:
Lean Manufacturing
TQM
Poka Yoke (Error Proof)
5S
10
Technology
Our Technology Center employs state-of-the-art techniques, starting from simulation studies
using Finite Element Analysis, all the way to validation through rigorous indoor testing. The
Center has the best in class testing facilities for Raw Materials, In-Process components and
Finished Products like Industrial and Automotive Wrapped Belts, Raw Edge Cogged Belts,
Poly-V belts, Timing Belts and various types of Oil Seals.
Apart from product development, our experts also work closely with OEMs for Continuous
Upgradation of belt drive system and provide sealing solutions.
Our technological efforts have made it possible for us to remain fully competitive in the global
market by continuous development of a large range of new products such as Poly F Plus belts,
Heavy Duty belts, Kevlar Cord belts, EPDM belts and many others.
Products
For the Indian market
Belts
Power Transmission Accessories
belts
Wedge Belt Drive (30 SPC Belts) for Rolling Mill Application
Automotive Products
OEM
Replacement Market
Automotive Belts
Oilseals
Automobile Belts and Oil Seals form an important part in almost all vehicle segments. Belts are
used in a variety of application in power transmission for alternator, Air conditioning, power
steering applications. Oil Seals are used as a sealing medium for oil used in various automobile
applications such as engine, transmission, wheel, front fork, valve stem etc.
Fenner is the market leader in the Automobile segment both in belts and oil seals. Our presence
in the Automobile trade is in both the segments of OE and also the Replacement market trade.
In OE trade we offer our products to prominent OE customers who have very high quality
standards to be complied with. Our Auto belts and Oil Seals are a part of major OE customers in
all major vehicle segments. We also offer products for OE spares trade. Our state-of-the-art
R&D facilities, personnel and quality certifications ensure that the best products are developed
based on the OE customers' requirements.
In Replacement Market we cater to markets, both urban and rural all over India through over
400 distributors who in turn offer products to over 20000 retailers dealing in Automobile belts
and oil seals. The market is driven by specifiers or mechanics who use Automobile Belts and
Oil Seals for servicing vehicles. These specifiers are the ultimate users of the products and are
driven to use a product based on its quality. Majority of the specifiers insist on Fenner Belts and
Pioneer Oil Seals as we offer the best quality. Fenner and Pioneer Brand names have become
synonymous with Belts and Oil Seals over the past 50 years.
12
Agricultural Products
Belts
Automotive Products
Belts ,oil seals.
However, the main causative factors are follows. Generally, workers in India, though
working in urban centers, have retained their strong links with village life, through a small piece
of land and social contacts, e.g., marriage, deaths, litigation, etc., which they continue to
maintain with village life. Hence, as and when their presence is required in the village, which is
frequent, they absent themselves from work and just go home.The lopsided social spending that
they indulge in lands them in heavy debts and then it is a game of hide and seek with the money
lender which adds to the high incidence of absenteeism.
13
STATEMENT OF PROBLEM
Study of Absenteeism among Industrial Worker is very important in terms of both the
industries and the employees. While an employee is been absent from work the output from the
employee towards the production is lost. Further the efficiency and discipline of the company
suffers a great loss.
As No work No pay is usually the general rule, the loss to workers absenteeism is quite
obvious when the workers fail to attend to the regular work, there income is reduced and the
workers become still poorer. Hence, Health and efficiency of the worker is affected by the
irregularity of the workers attendance.
Finally there may be various reasons for any employee being absent from work like
health issues, work related issues.
14
15
Primary objective:
The Study aims at assessing the level absenteeism among workers.
Secondary objective:
To conduct a detailed study on Absenteeism of Fenner India ltd.
To find out the rate of Absenteeism in Fenner India ltd
To identify the various factors that lead to Absenteeism.
To identify the variables that reduces the rate of Absenteeism
To find out causes of Absenteeism & suggest remedies to reduce it.
16
RESEARCH METHODOLOGY
According to a famous Hudson maxim, All progress is born of inquiry. Doubt is often
better than overconfidence, for it leads to inquiry & inquiry leads to invention
Research objective:
RESEARCH DESIGN:
It is the arrangement of conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure. In this study
descriptive and diagnostic research design has
been adopted to determine with specific predictions to with the narration of facts and
characteristics relating to an individual group or situation.
NATURE OF RESEARCH:
Descriptive Approach: is a fact finding investigation with adequate interpretation. It seeks to
describe a field or a problem by using questionnaires. This approach was used in the research.
SAMPLING DESIGN:
Sampling technique was adopted for the study as there were various constraints regarding
time and resources. The sample size considered was of 20 respondents. The sample considered
was from various departments and categories of workmen in the factory. The sample type was
individual and the questionnaire was filled by the workers of their own and some with the help
of their supervisors.
Sample Size: 20 respondents of workers from various departments and categories.
Sampling Procedure:
The procedure adopted in the present study is probability sampling, which is also known as
chance sampling. Under this sampling design, every item of the frame has an equal chance of
inclusion in the sample.
17
Primary Sources:
Primary data are in the form of raw material to which statistical methods are applied for the
purpose of analysis and interpretations.
The primary sources are discussion with employees, datas collected through questionnaire.
Secondary Sources:
Secondary datas are in the form of finished products as they have already been treated
statistically in some form or other.
The secondary data mainly consists of data and information collected from records, company
websites and also discussion with the management of the organization. Secondary data were
also collected from journals, magazines and books.
ANALYSIS
The collected data were analyzed and findings were made.
For the purpose of analysis certain statistical tools like percentage analysis and chi-square
method are used. Graphs are used to represent the data for the better and accurate interpretation
of the data.
18
REVIEW OF LITERATURE
Some Definitions of Absenteeism:
-
scheduled to
The rate of Absenteeism is the lowest on pay day; it increases considerably on the days
following the payment of wages and bonus.
ii.
Absenteeism is generally high among the workers below 25 years of age and those
above 40 years of age.
iii.
iv.
19
Types of Absenteeism
Absenteeism is of four types viz.
1. Authorized Absenteeism.
2. Unauthorized Absenteeism.
3. Willful Absenteeism.
4. Absenteeism caused by circumstances beyond ones control.
Calculations of Absenteeism rate:
Absenteeism can be calculated with the help of the following formula.
Absenteeism rate =
No of days lost
x 100
20
Alcoholism
Workers mostly prefer to spend money on the consumption of liquor and
enjoyment
after getting the wages. Therefore, the rate of absenteeism is more during the first week
every month
8.
Indebtness
The low level wages and unplanned expenditure of the workers force then to borrow
heavily. The research studies indicate that workers borrow more than 10 times of their
net pay. Consequently workers fail to repay the money. Then they try to escape the
place in order to avoid the money lenders. This leads to absenteeism.
9.
10.
work. Any employees stay away from work if he has taken leave to which he is entitled or on
the grounds of sickness or some accident without any previous sanction of leave.
Nevertheless usually, involuntary lay off, lack of work, authorized leave or vacation
period of work stoppage are not counted as absence. Strikes, lock outs and late attendance are
treated as absence.
Absenteeism occurs when an employee of a company does not come to work due to scheduled
time off, illness, injury, or any other reason. The cost of absenteeism to business, usually
expressed in terms of lost productivity, is difficult to determine. Studies from government
sources such as the U.S. Bureau of the Census and U.S. Bureau of Labor Statistics put the direct
losses at more than $40 billion a year; the Social Security Administration determined that, in
one year, workers missed more than half a billion days. Various private studies and polls
studying particular elements of absenteeism sometimes put the figure much higher. One recent
Gallup poll did not put a price tag on the sniffles and swollen eyes, but claimed that more than 3
million workdays per year are lost when working people stay home because their allergies are
acting up. The Massachusetts Institute of Technology released a study in 1994 claiming that
clinical depression alone resulted in more than 213 million lost workdays, costing $24 billion.
There is little written history of absenteeism in business literature, probably because until the
20th century businesses had a simple rule, "No work: no pay." The practice of offering paid
"sick days" did not become widespread until labor unions forced companies into contracts
allowing employees to take time off for illness or vacation. While practices vary among
companies and union contracts, an average of four to ten sick days per year is standard.
Although companies were originally unwilling to offer paid leave to workers, they have come to
realize that humane absence-management policies are cost-effective. In fact, it is estimated that
companies with effective employee absence strategies reduce their overall payroll costs by 10
percent. Furthermore, a 1995 study discovered a correlation between absenteeism and employee
turnover. Companies with high rates of absenteeism were found to be more likely to have their
employees leave for jobs with other firms. In light of such findings, employers have recognized
that a generous absence policy can be profitable and contribute to employee satisfaction and
stability.
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 is not sick, and it can be proven that employee was not sick, is guilty of culpable
absenteeism. To be culpable is to be blameworthy. In a labour relations context this means that
progressive discipline can be applied.
23
Initial counseling
Written counseling
Discharge
Initial Counseling
If the absences are intermittent, meet with the employee each time he returns to work. If
absence is prolonged, keep in touch with the employee regularly and stay updated on the status
of his condition.
Written Counseling
If the absences persist, you should meet with the employee formally and provide him
with a letter of concern. If the absenteeism still continues to persist then the employee should be
given a second letter of concern during another formal meeting. This letter would be stronger
worded in that it would warn the employee that unless attendance improves, termination may be
necessary.
Reduction of Hours and job reclassification
In between the first and second letters the employee may be given that option to reduce
his hours to better fit his personal circumstances. This option must be voluntarily accepted by
the employee and cannot be offeredas an ultimatum, as a reduction in hours is a reduction in pay
and therefore can be looked upon as discipline.
24
Discharge
Only when all the previously noted needs and conditions have been met and
everything has been done to accommodate the employee can termination be considered. An
Arbitrator would consider the following in ruling on an innocent absenteeism dismissal case.
business
25
26
No of respondents
20
20
10
50
27
Percentage
40%
40%
20%
100%
Interpretation:
response
Yes
No
Total
No of respondents
38
12
50
28
percentage
76%
24%
100%
Interpretation:
response
8-4
4-12
12-8
Total
No of respondents
13
33
4
50
29
percentage
26%
66%
8%
100%
Interpretation:
Response
Always
Sometimes
Never
Total
No of respondents
31
16
3
50
30
Percentage
62%
32%
6%
100%
Interpretation:
When given overtime,
Response
Always
No of respondents
10
31
Percentage
20%
Sometimes
Never
Total
36
4
50
72%
8%
100%
Interpretation:
32% of the employees find its always find possible to take leave when required.
72% of the employee sometimes find possible to take leave when required.
32
response
0-1day
1-2days
>2days
total
No of respondents
19
27
4
50
Interpretation:
In a month,
33
Percentage
38%
54%
8%
100%
Response
Always
Sometimes
Never
total
No of respondents
33
17
0
50
Percentage
66%
34%
0%
100%
Interpretation:
66% of the employees find that they are always recognized for excelling in their jobs
34% of the employees find that they are sometimes recognized for excelling in
their jobs.
34
Q.8 What is your opinion about your wages related to your work ?
response
Satisfied
Moderate
Not satisfied
Total
No of respondents
18
30
2
50
Interpretation:
35
Percentage
36%
60%
4%
100%
response
Yes
No
total
No of respondents
33
17
50
Percentage
66%
34%
100%
Interpretation:
36
Response
Yes
No
Total
No of respondents
20
30
50
Percentage
40%
60%
100%
Interpretation:
60% of the employees feel that their job does not require pressure.
37
FINDINGS
62% of the employees feel satisfied with their supervisors relation with them.
38% of the employees feel moderate with their supervisors relation with them.
None of the employees are not satisfied with their supervisors relation with them.
50% of the employees are satisfied with their co workers relationship with them.
46% of the employees are moderately satisfied with their co workers relationship with
them.
4% of the employees are not satisfied with their co workers relationship with them.
64% of the employees are moderately satisfied with current absenteeism policy.
38
39
SUGGESTIONS
From the findings its found that more number of employees is absent due to health
problems, so the company may concentrate on welfare programs for employees, like
conducting medical check ups regularly and may have campaign related to health and
safety measures while working.
Training in technical aspect of work like workshops and lecture from experts may be
conducted regularly for less experienced persons.
Allocation of overtime may be reduced. As most of the employees feel it stress full.
Only 36% of the employees are satisfied with their wages. For this the company may
provide incentives to the employees.
The supervisors may build a better relationship with the employees as only 50% of the
employees find satisfied with their supervisors relation with them.
40
CONCLUSION
Employees regular presence is a must to every company as work progress can take place
effectively only if the employees are working without any break. Same wise an employee can
excel in his job and can know his level of expertise in his job only he goes to work regularly.
Studying the absenteeism helps to find out the reason for major absenteeism and eliminate
them.
There by the absenteeism rate is very low. And this benefits both the organization and
the employee.
41
BIBLIOGRAPHY
Books:
1. Absenteeism In Industry: Problem And Management, P B Appa Rao
2. Social Psychology of Absenteeism, Colin Brown, J K Chadwich Jones, J K Chadwick
Jones
3. The Missing Workforce: Managing Absenteeism, Andrew Sargent
4. Human Resource Management, C.B.Gupta
5. Human Resource Management. L.M.Prasad.
Websites
6. www.google.com - dictionary.bnet.com, ir.dut.ac.za:8080/xmlui/handle
7. www.employerssurveys.com
8. www.humancapital.com
9. www.citehr.com
42
10. www.scribed.com
B0034OJE6U
QUESTIONNAIRE
Name
Age
Sex..
Marital Status
Department
experience.
1.
b) Moderate
c) Better
b) No
b) 4 - 12
c) 12 - 8
43
a) Always
b) sometimes
c) Never
b) Sometimes
c) Never
b) 1-2
c) more than 2
b) Sometimes
c) Never
b) moderate
c) Not satisfied
b) No
b) Medium
c) Low
44