Professional Documents
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A COMPREHENSIVE STUDY ON WORKER’S ABSENTEEISM
In the partial fulfillment of the course of study of
A thanks giving seems to be a pleasant job. But it becomes none the less difficult when one
actually tries to put them in words. Just a few words of thanks are not enough to convey the
acknowledgement from the core of heart to the people as a whole. In course of duration of whole
project a lots of valuable assistance, guidance & co-operation has been rendered by senior
working people.
I express my sincere respect to General Manager Mr. Mukesh Saxena (Operation), Chief
Manager Mr. Ashwani Goel (Production), P&IR Manager Mr. Anil Kumar Singh for giving me
opportunity for the summer training at Vardhman Spinning Mills ,Baddi(H.P.)
I am also thankful to Mr. Rajbir, Mr. Satish Kaushik, Mr. Ramkaran, Mr. Ramesh Sharma, Mrs.
Rekha Shukla & all staff members of VSM & respondents of my survey and above all the grace
of almighty God that helped me in the accomplishment of this project.
I am thankful to VSM family for their appreciable co-ordination.
I wish them Best of luck & success in future endeavours.
Anurag Sharma
Roll no 08/09
PREFACE
Project is an agglomeration of theoretical concepts which enhances our skills in the field of
technology. Project at Vardhman Spinning Mills. was surely a learning experience.The Project
Report has been developed as part of MBA Curriculum. The purpose of my project undertaken is
to familiarize the factors which lead to workers’ absenteeism in industry (Vardhman Spinning
Mills)The Project was done at Vardhman Spining Mills. It is private unit situated at Baddi
(Solan) H.P. Vardhman Spinning Mills is a perfect blend of innovation and performances.
The study describes the factors that influence worker’s absenteeism in the organization.
CONTENTS
Vardhman is a major integrated textile producer in India. The Group was setup in 1965 at
Ludhiana, Northern India. Since then, the Group has expanded manifold and is today, perhaps,
the largest textile conglomerate in India. The Group recorded a turnover of Rs.2210 crores (about
US$ 500 million) in FY 2005-06. The Group portfolio includes manufacturing and marketing of
Yarns, Fabrics, Sewing Threads, Fibre and Alloy Steel.
A) VISION STATEMENT:
Rooted in values, Creating World Class Textiles
MISSION STATEMENT:
CUSTMERS:
To remain one of the leading producers of yarns in India.
To work with customers (Knitters & Weavers) for developing new products to meet
changing requirements of international and domestic market.
To maintain consistent quality standards in each product category.
To earn customers confidence as a reliable, innovative and preferred supplier to our target
customers in India & overseas.
To adopt a Technology Policy which enables us to fulfill our commitment to retain
leadership position.
EMPLOYEES:
STAKEHOLDERS:
To strive for improved operational & financial performance year after year.
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B) HISTORY
The industrial city Ludhiana, locate the fertile Malwa region of central Punjab is otherwise
known as the Manchester of India. Within the precincts of this city located the corporate
headquarters of the Vardhman Group, born in 1965, under the entrepreneurship of Late Lala
Rattan Chand Oswal has today blossomed into one of the largest Textile Business house in India.
As its inception, Vardhman had an installed capacity of 14,000 spindles; today capacity has
increased multifold to over 5.5 lacks spindles. In 1982 the group entered the sewing thread
market in the country, which was a forward integration of the business. Today Vardhman threads
are the second largest producer of sewing threads in India. In 1990, it undertook yet another
diversification, this time into weaving business. The grey fabric weaving unit at Baddi (H.P.),
commissioned in1990 with a capacity of 20,000 meters per day, has already made its mark as a
quality producer of grey poplin/sheeting/shirting in the domestic as well as foreign market. This
was followed by entry into fabric processing by setting up AURO Textiles at Baddi, which
currently has a process capacity of 1lacs meters/day.
In the year 1999 the group has added yet another feather to its cap with the setting up of
Vardhman Acrylics Ltd. Bharuch (Gujarat) which is joint venture Acrylic Fiber production
undertaken with Marubeni and Exlan of Japan. The company also has strong presence in the
market of Japan, Hong Kong, Korea, UK and EU in addition to the domestic market. Adherence
to systems and dedication to quality has resulted in obtaining the coveted ISO 9002/ ISO 14000
quality award, which is the first in Textile industry in India.
The group has 18 operation plant spread over Punjab. Himachal Madhya Pradesh and Gujrat
having a growth rate of about 15% per year of turn over a few years.
The group identified export as a thrust area and set foot in international market in mid
1980s...Since then group has attained a standard in quality in terms of product and services.
Vardhman has become now a global citizen with the presence practically in all continents.
Currently export to more than 100 customers spread in more than 25 countries, with a share of
more than 6% of the total export of the country.
For the effort to remain ahead of other in quality it has awarded countries first ISO 9002
accreditation for any textile manufacturing unit in 1993. It has also won the “outstanding export
award” for the year 96-97 from the president of India and state export award for five successive
years.
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The strength comes from the total efforts being built around the customer by the workforce
around 25000 committed personnel’s. The group philosophy is centered in the faith that the
people are our basic strength and resource and total commitment toward training and
development of all employee’s is a steeping stone in this direction.
C) PHILOSPHY
• Total customer focus in all operational areas.
• Products to be of best available quality for premium market segments through TQM and
zero defect implementation in all functional areas.
• Global orientation targeting - at least 20% production for exports
• World class manufacturing facilities with most modern R&D and process technology.
3
D) PORTFOLIO
The group portfolio includes Yarn, Fabrics, Sewing Thread, Fibre and Alloy Steel
Yarns
Yarn Manufacturing is the major activity of the group accounting for 65 percent of the group
turnover. Vardhman is virtually a supermarket of yarns, producing the widest range of cotton,
synthetics and blended, Grey and Dyed yarns and Hand Knitting Yarns, in which Vardhman is
the market leader in India. The group has nine production plants with a total capacity of over 5.5
lacs spindles, spread all over the country. In many of the yarn market segments, Vardhman holds
the largest market share. Vardhman is also the largest exporters of yarn from India, exporting
yarns worth more than USD 90 million.
Sewing Thread
Vardhman is the second largest producer of sewing thread in the country. The sewing thread
manufacturing capacity is being expanded from present 17 tons per day to 22 tons per day in its
sewing thread plants located at Hoshiarpur, Baddi and Ludhiana. Sewing threads contributes 12
percent of the group turnover.
4
Fabrics
The group has created state-of-the-art fabric weaving and processing facilities in its plant at
Baddi, Northern India. The group has installed 208 shuttles less looms and a fabric processing
capacity of 30 million meters per annum in collaboration of Tokai Senko of Japan. Fabrics
business contributes 8 percent to the group turnover.
Fibre
The group has recently set up an Acrylic Staple Fibre plant at Bharuch in Gujarat in
collaboration with Marubeni and Japan Exlan of Japan. The plant has annual capacity of 18000
tons per annum. Fibre contributes 8 percent to the total turnover of the group.
Steel
The Group is also present in upper-end of the steel industry. The group has manufacturing
capacity of 100000 tons of special and alloy steel. The group supplies its steel products to some
of the most stringent quality steel buyers like Maruti and Telco. It contributes 6 percent to the
total turnover of the group
E) HOLDINGS
Domestic Trade Area Units
Fabric Business
Auro Weaving Baddi, HP
MSML Textiles Division Baddi, HP
Auro Textiles Baddi, HP
Vardhman Group
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F) MARKET
• Largest Spinning capacity in India - over half a million spindles.
• Largest producer of Cotton, Synthetics and Blended yarns in the country
• Largest Dyeing Capacity of Fibre and Yarn
• Largest Exporter of Cotton Yarn
• Market Leader in Hand Knitting Yarns in India
• Largest range of Textile products
• Second largest producer of Sewing Thread in the country
• Collaborations with specialist worldwide
8
Introduction to
VARDHMAN SPINNING MILLS
Vardhman spinning mills was introduced in the year 1997.it was introduced as E.O.U. the daily
production of VSM is 14 tons.total running spindles in Vardhman are 36288. It has very little
market in INDIA while most of the yarn is exported to foreign. Its yarn market is JAPAN,
CHINA, AUSTRALIA, SWITZERLAND etc. Yarn count range produced in VSM is from 20 Ne
to 80 Ne.
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PART-II
ABSENTEEISM:
AN INTRODUCTION
2.A.1) CONCEPT OF ABSENTEEISM:-
Employee’s Presence at work place during the schedule time is highly essential for the smooth
running of the production process in particular and the Organisation in general. Despite the
significance of their presence, employees sometime fail to report at the work place during the
schedule time, which is known as ‘absenteeism’.
Labour Bureau, Simla, define the term ‘absenteeism’ as “the failure of a worker to report for
work when he scheduled to work.” Labour Bureau also state 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 Webster’s Dictionary, Absenteeism is the practice or habit of being an ‘absence’
and an absentee is one who habitually stay away”.
It signifies unscheduled absents of an employee from work which is unauthorized
unexplained, avoidable & willful absence from work the rate of absenteeism can be calculated
when number of person schedules to work & number actually present are calculated. Absence
may be caused by uncontrollable circumstance like sickness and accident etc. it may be willful,
unauthorized or authorized. The absence may be authorized or unauthorized willful or caused by
circumstances beyond are’s control. It has been observed that the phenomenon of absenteeism
does not exist only in Indian industry; it is a universal fact. The difference is only in terms of
magnitude. The rate of absenteeism varies from 7%to nearly 30%. In same occupations, it has
risen to the abnormal level of 40% in same region; the extent of absenteeism may differ from
industry, place to place and occupation to occupation, it may also differ according to the make up
of the workforce. Absenteeism may be extensive in a particular department of an industry or a
concern.
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Absenteeism Rate = ( Number of lost working days due to absence/ No. of Employees X No. of
workdays available)*100
Example;
No. of employees = 100
No. of available workdays = 20
Total no. of lost days = 93
Absenteeism rate = 93/(100 x 20) X100 = 4.65%
D) MEASURES TO REDUCE ABSENTEEISM :-
When a firm is faced with high levels of absenteeism it will look to the HRM department for
remedies, such as:
Flextime – allows workers some degree of control over the hours they are at
work. It can help to relieve pressures caused by such things as child care and
transport problems, which would otherwise lead to workers taking time off as
though they were sick.
Job enrichment – a satisfying, challenging job will ensure that workers will want
to go to work.
Improved HRM – making workers feel more valued will allow people to feel
more committed to the workforce. Employees who feel part of a team will not
want to let others down.
Attendance bonuses – these are paid to workers who attend regularly. This is a
controversial idea, recent studies have shown that they may not actually increase
attendance.
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PART-III
REVIEW OF LITERATURE
Research Machines plc 2009 July 23, 2009
Absenteeism is defined as the absence from work without any legitimate reason. Absenteeism
often involves employees sporadically taking a few days off work, citing ill health as the reason.
The small number of days means no doctor's certificate is required. The practice can cause
problems for employers because it disrupts production, and because it is expensive for businesses
to employ someone else to do the work while paying sickness benefits to the absentee worker.
Absenteeism can be expressed as the rate of deliberate absenteeism in proportion to the total
number of employees. A high rate of absenteeism may indicate that workers are finding the job
particularly stressful or injurious to health, or that they find the job boring and lack motivation.
Many organizations have introduced policies to alleviate absenteeism, such as flexible working
practices, job sharing, and other ideas designed to increase job satisfaction
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PART-1V
RESEARCH
METHODOLOGY
A) STATEMENT OF PROBLEM
Study of Absenteeism among Industrial Worker is not only from view point of but it is
important from the view point of moral of employees. Even though the effect of the good morale
of employees, may not be calculated in terms of costs, but it should be said that, it is important
than cost.
There is a clear relationship between high absenteeism and employees moral, because it
can easily traced that these department having high rate of absenteeism have low moral.
There is a clear relationship between employee’s attitude & absenteeism. They are related
to each other. So employee’s attitude & morale are the important factors. Labors is Human
Factor, therefore consideration shall also be taken into account in the discussion of problem
connected in the absenteeism has been continuous to be one of the major labors problem in
Indian Industries.
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.
The loss of employees and industry is due to absenteeism is still greater and both
efficiency and discipline suffer the maintenance of additional workers leads to serious
implications.
Thus the above discussions show how the problem of absenteeism is very important to
the organization. So, I have selected this problem of study.
1
7
The project study is conducted in Vardhman spinning mills. The sample chosen for the study
includes the regular workers of the organization.
One of the major problems affecting this precious resource is absenteeism. Absenteeism is not
only an individual problem but also a social as well as economic problem of our country. When
absenteeism becomes a habit there is not only general lowering of morale, but also results in loss
and deterioration of skill and efficiency. This may lead an organization to attain reduced
productivity. Decrease in production will affect the profits of the company.
To control the rate of absenteeism we should know what absenteeism is and study the factors
such as personal factors, social factors and environmental factors responsible for absenteeism.
Reducing the rate of absenteeism is not a simple task.
So, there is a great need for the research and analysis of absenteeism in the organization.
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RESEARCH DESIGN :
“A research design is the arrangement of conditions for collection and analysis data in a manner
to combine relevance to the researcher purpose with economy in procedure”
It constitutes the blueprint for the collection, measurement and analysis of data. As such design
includes an outline of what the researcher will do form writing the hypothesis and its operational
implications to the final analysis of data.
As such the design includes an outline of what the researcher will do from
writing the hypothesis and its operational implications to the final analysis of data.
More explicit, the decisions happen to be in respect of:
What is the study about?
Why is the study being made?
Where will the study be carried out?
What type of data is required?
Where can the data found?
What periods of time will the study include?
What will be the sample design?
How will the data be analyzed?
In what style will the report be prepared?
What techniques of data collection will be used?
The Research Design undertaken for the study is Descriptive one. A study, which wants to
portray the characteristics of a group or individuals or situation, is known as Descriptive study. It
is mostly qualitative in nature. The main objective of Descriptive study is to acquire knowledge.
Tools of Data Collection
1. Interview with the employees.
2. Discussion with the managers.
3. Time Office records and leave registers.
4. Handbook of Company
5. Questionnaire
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PART -V
DATA ANALYSIS
&
INTERPRETATION
DATA ANALYSIS & INTERPRETATION
Analysis Using Percentage Method
Personal Details:
1.Age of Respondent
Table: Various age groups of respondent
S.No Otion Response
1 <25 years 40
2 25-35 44
3 >35 years 16
Total 100
Inference :
In the above pie chart out of 100 respondents 40% respondents are below 25 years, 44%
respondents between 25-35 years and remaining 16% respondents are of above 35 years.
From the above chart it is clear that majority of respondents are between the age group of 25-35
years.
2
1
2.Sex of Respondents:
Table: Sex of Respondents
S.No Option Response
1 Male 48
2 Female 52
Total 100
Inference :
In the above pie chart out of 100 respondents 52% respondents are female and 48% respondents
are male.
From the above chart it is identified that majority of respondents are female.
2
2
3.Marital Status:
Table: Marital Status
S.No. Option Response
1 Married 57
2 Unmarried 43
Total 100
Inference:
In the above chart out of 100 respondents, 57% respondents are married and remaining 43%
respondents are unmarried
From the above pie chart it seems to be clear that majority of respondents are married in the
company.
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4.Years of Service:
Table:Years of Service
S.No. Option Response
1 <1 16
2 1 to 2 28
3 2 to 3 8
4 4 to 5 20
5 >5 28
total 100
Inference :
In the above chart out of 100 respondents, 16% respondents are below one year of service ,28%
respondents are between 1 to 2 years of service ,8% respondents have 2-3 years of service,20%
respondents are between 4-5 years of service and remaining 28% have above 5 years of service.
From above chart it is clear that majority of respondents have 1-2 and >5 years of service in the
company.
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5.Academic Qualification:
Table: Academic Qualification Of Respodents
S.No.
Option Response
1 <5th 20
2 5th 25
3 8th 29
4 10th 16
5 12th 10
total 100
Inference :
According to the survey out of 100 respondents 20% respondents are <5th , 25% respondents are
5th passed, 29% respondents are 8th passed, 16% respondents are 10th passed and only 10%
respondents are 12th passed.
From the above chart it is clear that majority of respondents are 8th passed and only 10%
respondents are 12th passed .
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Inference :
According to the survey out of 100 respondents 95% respondents find their job interesting
and only5% respondents do not find their job interesting.
In the company most of respondents find their job interesting i.e 95% .
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Inference:
According to pie chart, 18% respndents says that their work is tiring always, 45% respondents
says that their work is tiring sometimes, 5% respondents says that work is tiring often and
remaining 32% respondents says that their work is not tiring.
It is clear from above that majority of respondents feels their work is tiring sometimes.
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8.Which shift do you find more difficult to work?
Table: Difficult Shift to Work (Male Workers)
S.No Option Response
1 Morning 5
2 Evening 8
3 Night 35
Total 48
Inference :
Only male workers works in all shifts and female workers works only in morning shift.
In the above chart out of 48 respondents(males) only 10% respondents find their job difficult in
morning shift, 17% respondents find evening shift difficult to work and 73% respondents find
night shift difficult to work.
It is clear from above that most of workers find night shift difficult to work.
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Inference :
In the above chart out of 100 respondents only 31% respondents always required overtime in
their job, 41% respondents required overtime sometime, 0% respondent says often and 28%
respondents never required any overtime in their job.
From the above chart it is clear that majority of workers sometimes required overtime in their
job.
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Inference :
According to the survey, out of 100 respondents majority of workers i.e 58% says that their is no
strict action against absenteeism in the company and remaining 42% says there is strict action
against absenteeism.
30
Inference :
In the above chart, 25% respondents says that they are recognized for excelling job always, 60%
says that they are recognised for excelling in their job sometimes, 5% says often and remaining
10% says that they are never excelling for their job.
Majority sys that sometimes they are recognised for excelling in their job.
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Inference :
According to the survey, 100% respondents says that their co-worker help them in their work at
shop floor in the company.
32
Inference :
According to the survey out of 100 respondents says that their satisfaction level with co-worker
help – 5% respondents are highly satisfied, 70% respondents are satisfied, 25% respondents
have moderate level of satisfaction with co-workers help.
From chart it ts clear that majority of respondents i.e70% are satisfied with their co-worker’s
help in work related problems at shopfloor.
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14.Are you satisfied with the oppurtunities provided by the company for your
career advancement?
Table: Satisfaction with oppurtunity provided by the company:
S.No Option Response
1 Highly satisfied 5
2 Satisfied 65
3 Moderate 25
4 Dissatisfied 5
total 100
Inference :
In the survey out of 100 respondents 5% respondents are highly satisfied with the opportunities,
65% rspondents says that they are satisfied with opportunities provided by the company, 25%
respondents says that it is moderate and only 5% respondents are dissatisfied.
From the above chart it is clear that majority of workers i.e. 65% are satisfied with the
opportunities provided by company.
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35
16.Nature of work:
Table: Nature of work
S.No Option Response
1 Hard 10
2 Moderate 65
3 Better 25
Total 100
Inference :
In the above chart, out of 100 respondent 10% respondents says that nature of work is hard. 65%
says that nature of work is moderate, 25% says that nature of work is better .
From above chart it is find that 65% respondent says that nature of work is moderate in the
company
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37
2 Mid week 12
From the above chart it is clear that majority of respondent prefer more absent after rest day
38
39
40
41
42
43
44
Inference :
According to the survey out of 100 respondents 32% respondents says that the health problem is
the main reason of their overstay,21% says family reasons is the reason of overstay, 17% says
reason of overstay is festivals, 10% of respondents says agriculture is the main reason of
overstay and only 20% respondents says that marriages is the reason of overstay.
Majority says that health & family problems are the reasons of overstay.
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46
CONCLUSION &
SUGGESTION
CONCLUSION
Finding and analysis reveals the following conclusion:
Majority of workers find their job interesting in the company .
Majority of workers find night shift difficult to work .
Absenteeism is more in the company after the rest days.
Workers absent due to more overtime.
Most of workers satisfied with cooperation of co-workers & superior.
Most of workers satisfied with opportunities provided by the company for their
advancement.
Workers plan to take long leave once in a year.
Most of workers go for long leave for family reasons, festivals & marriages.
Most of workers overstay after completion of long leave due to health and family
reasons.
There is no strict action against absenteeism in the organization.
Majority of worker are not satisfied with permitted leaves.
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48
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BIBLIOGRAPHY
BOOKS:
“HUMAN RESOURCE MANAGEMENT”
By C.B. GUPTA
Published by SULTAN CHAND &SONS, New Delhi.
“RESEARCH METHODOLOGY”
By C.R. KOTHARI
Published by NEW AGE INTERNATIONAL PUBLICATION
“PRESONNEL MANAGEMENT”
By C.B. MAMORIA & GANKAR
Published by MALYA PUBLISHING HOUSE
WEBSITES:
WWW.VARDHMAN.COM
WWW.GOOGLE.COM
WWW.SCRIBD.COM
QUESTIONNAIRE
STUDY ON WORKERS ABSENTEEISM IN VARDHMAN
SPINNING MILLS
PERSONAL DETAILS :
1. Name………………………….
2. Age
3. Sex
a) Male b) female
4. Marital Status
a) Married b) Unmarried
b) 5th d) 10th
You are requested to select any one of the alternative which you feel correct in
your opinion, against each statement.
o Yes o No
o Often o Never
o Morning o Night
o Always o Sometimes
o Often o Never
o Yes o No
o Always o Sometimes
o Often o Never
o Yes o No
o Satisfied o Dissatisfied
9. Are you satisfied with the opportunities provided by the company for your advancement?
o Satisfied o Dissatisfied
o Yes o No
A) Absent while working:-
o Always o Sometimes
o Often o Never
14. What is your opinion about the working conditions offered by the organization?
o Good o Poor
15. Following types of sickness generally results in absence, choose that one so you prefer absent
from the work;
o Health problems
o Family Reasons
o Festivals
o Agriculture
o Marriage
B) Absent after long leaves or Overstaying:-
16. a. How many times you plan to take long leave in a year?
o Marriage
o Agriculture
o Death
o Festivals
o 10 o 20
o 15 o 1 month
o 10 o 20
o 15 o 1 month
o Yes o No
o Yes o No
o Marriage
o Festivals
o Agriculture
o Tiredness
21. Having considered everything would you say your organization is better than other
organization?
o Yes
o No
THANKS……