“FINDINGS OF THE STUDY”

Conducting a questionnaire based on the level of absenteeism and its causes at SVR Infra
Projects. Of both the managers and the non-managers, facts that can be derived are: -

 Youngsters are more privileged with job options in SVR Infra Projects.
 Managers as well as the employees of SVR Infra Projects are completely
dedicated and devoted towards their sphere of activities.
 Both the managers and the workers consider absenteeism as an incorrigible
problem, which is found more likely to be beyond their control.
 Most of the employees of SVR Infra Projects are educated and packed with
complete knowledge of their work profile.
 Both the sections consider salary as an important incentive in curing increasing
absenteeism rate and there in SVR Infra Projects they are facing problems with
low salary.
 Non of the employees at SVR Infra Projects want to be called as an absentee and
wants to contribute his maximum and pay their best efforts towards increasing the
product ional activity as well as progress of Pepsi group.
Thus, all our hypothesis namely:
 Absenteeism affects and reduces organizational productivity.

 Logical outlook towards various problems was more prominent among regular attendees

than absentees.

 Older employees have greater commitment towards their work.

Proved to be true and authentic!

 “IMPRESSIONS FROM THE STUDY”
 There was found to be a timely well-structured and well-administered organizational
culture in SVR Infra Projects.
 The wages and salaries structure of the company was found to be strictly in accordance
with the law.
 A duly and timely filing of all returns in relation to wages and salary administration was
carried out.
 The awareness level among the employees regarding the various leaves and facilities
being provided by the company were found to good.
 There was a general satisfaction amongst the people with regards to their salaries in
relation to their merits.
 It was found that company did not provide any educational facilities to the employees.
 There was a general satisfaction amongst people with regards to canteen and other
facilities. Also they are not completely satisfied by the welfare activities of company.
 There was found to be very low job security amongst employees.
 The salary of most of the people could satisfy either their basic needs only, or their needs
as well as reserve requirements.
 Most of the people employed at Pepsi felt that their colleges possessing approximately
equal qualifications and experiences working in other firms were drawing more salary
than them.
 Frequent biases can be witnessed in the plant.
 There is a lack of technical knowledge among the workers of the company.
 A majority of the employees working at Pepsi are satisfied with the leaves they are
provided.
 “SUGGESTIONS”

With all the theoretical knowledge and practical experience I posses, I would like to suggest the
following-:

 To increase the awareness level of employees working at SVR Infra with regards
to various things like number of earned leaves.
 To improve upon their Grievance redresser programme should be conducted.
 To bring a sense of job security among the employees.
 They should be provided with welfare activities in absolute terms.
 Trainings and development program should be conducted more seriously.
 Rules and regulations of the enterprise or that of the plant should be made clearer
to every employee working in SVR Infra Projects and it should be insured that
they abide to the same.
 “BIBLIOGRAPHY”

While undergoing the project for collecting various information’s and details I have referred
the following: -

BOOKS AUTHORS PUBLICATION

 Organizational Behavior STEPHEN ROBBINS PEARSON
EDUCATION
-2005
 Organizational Behavior FRED LUTHANS TMH-2005
 Human Resource Management GARRY DESSLER
 Business today magazine

RECORDS
 Attendance register of SVR Infra Projects.
 Oxford dictionary.