A STUDY ON EMPLOYEE ABSENTEEISM IN CHENNAI

PORT TRUST
A summer project report submitted to the

UNIVERSITY OF MADRAS
In partial fulfillment of the requirements
For the award of the degree
Of

MASTER OF BUSINESS ADMINISTRATION

By

C.C.HARIKISHAN
Reg.No:711300131
Under the guidance of
Mr. V.CHARITH
DEPARMENT OF MANAGEMENT STUDIES
GURU NANAK COLLEGE CHENNAI-600042
JULY- 2014

DECLARATION

I, C.C.HARIKISHAN, M.B.A student of GURU NANAK COLLEGE,

CHENNAI, Chennai -600042, would like to declare that the project work entitled A STUDY
ON EMPLOYEE ABSENTEEISM IN CHENNAI PORT TRUST in partial fulfillment of
Master of Business Administration course under UNIVERSITY OF MADRAS is original project
done independently by me under the guidance of Mr. V.CHARITH, Department of
Management studies GURU NANAK COLLEGE, CHENNAI, Chennai- 600042.

Place: Chennai

Date:

(C.C.HARIKISHAN

ACKNOWLEDGEMENT

I wish to extend my heart full thanks and sincere gratitude to Mr.Dr.M.SELVARAJ,

Principal of GURU NANAK COLLEGE, CHENNAI who has given me constant support and
encouragement at all level to undergo this project work.

I express my sincere thanks to Mr. L.PARIMALAM, MBA., Ph.D. Head of the Department
of Management Studies, for having spared his precious time and offered invaluable suggestions
at each stage of my project work.

I owe personal debt of gratitude of my faculty guide Mr. V.CHARITH faculty of Management
studies of GURU NANAK COLLEGE, CHENNAI, for his valuable support, worthy guidance
timely help and inspiration at all stages of this project work.

I express my sincere thanks to Mr. C.HARICHANDRAN, Secretary in Chennai Port Trust,

CHENNAI for his encouragement given to me in carrier on the project movement. It is my
pleasure to thank the respondents for having provided the relevant
Information for my project work.

Finally, yet importantly I thank to all my friends and family members.

TABLE OF THE CONTENTS

S.NO.

1.`

NAME OF THE CHAPTER

INTRODUCTION

2.

SCOPE OF THE STUDY

3.

NEEDS OF THE STUDY

4.

OBJECTIVE OF THE STUDY

5.

6.

INDUSTRY PROFILE
COMPANY PROFILE

7.

RESEARCH METHODOLOGY

8.

DATA ANALYSIS AND INFERANCE

9.

FINDINGS

10.

SUGGESTIONS

11.

CONCLUSION

12.

BIBLGRAPHY

13.

ANNEXURE QUESTIONNARE

PAGE NO.

INTRODUCTION TO THE STUDY

ABSENTEEISM
The state of chronic absence from work. Absenteeism is usually addressed through progressively stricter
disciplinary measures that can result in the termination of the individual's employment.

ABSENTEEISM IN INDIA
The rate of absenteeism in Census Sector at all India level decreased to 9.88 percent during
as 2002, as compared to 9.95 percent during 2001. Out of 31 States/Union Territories, the rate of
absenteeism was higher in 8 States than the absenteeism rate at national level. The highest
absenteeism rate of 13.54 percent was reported in Himachal Pradesh followed by Goa (13.12
percent), whereas the lowest absenteeism rate was recorded at Information regarding
absenteeism amongst workers in an industry or an industrial establishment on account of reasons
other than strikes, lockouts, lay-off, weekly rest or suspension, provide a sound database for
gauging the employees morale, commitment and level of job satisfaction, which have a direct
bearing on productivity.

The effects of high levels of absenteeism are wide ranging and affect everyone in the
organisation. It cannot be regarded purely as a management problem. Employers, workers and
their representatives have an interest in ensuring that a few absent workers do not jeopardise
their prosperity or job satisfaction.

Absenteeism is one of the indicators to monitor and evaluate various employees' welfare
programmes and labour policies. With this aim in view, statistics on absenteeism amongst the
directly employed regular workers are collected as a part of the Annual Survey of Industries.
Absenteeism rate amongst these workers in an industry or a state are worked out as percentages
of man-days lost on account of absence to the man-days scheduled to work in the respective
industry or state.

Statistics on number of factories reporting absenteeism, percentage of such factories, mandays scheduled to work, man-days lost due to absence and percentage of absenteeism by States,
Industries and Sectors during the year 2002, are presented.

ABSENTEEISM IN STATES
State-wise absenteeism rate amongst the directly employed regular workers during the
year 2002 is presented. It is observed2.34 percent in Manipur followed by Nagaland (2.81
percent). However, it is observed that as Andaman & Nicobar Islands, Nagaland and Manipur
constitute even less than one percent of the total man-days scheduled to work in the country,
high or low absenteeism rate in these States may not be of much relevance. The highest
absenteeism rate amongst the States/Union Territories in which the man-days scheduled to work
were reported to be more than 5 percent was reported in Maharashtra (13.07 percent). An
increase in absenteeism rate as compared to that in 2001 was recorded only in 13 States/Union
Territories. In Tripura and Andaman & Nicobar Islands, there is a sharp decrease in the
absenteeism rate, whereas, in Dadar & Nagar Havali, there is a sharp increase in the absenteeism
rate.

ABSENTEEISM IN INDUSTRIES
Industry-wise absenteeism rate amongst the directly employed regular workers during 2002 is
presented. It reveals that during 2002, the highest rate of absenteeism was reported at 16.18
percent in the industry group 371-Recycling of metal waste and scrap', whereas the lowest rate
at 5.92 percent was reported in industry group '014-Agricultural and animal husbandry service
activities, except veterinary activities. Out of a total of 62 industry groups, the absenteeism rate
in 26 industry groups was recorded more than 10 percent. This implies that absenteeism is more
or less a region related problem, because industry-wise rate of absenteeism is more evenly spread
over a large number of industry groups, as compared to its state-wise spread where the state to
state variation is comparatively quite steep. Out of 62 industry groups, absenteeism rate was
higher than absenteeism rate at the national level in at least in 26 industry groups. Likewise, out

of 62 industry groups, an increase in the rate of absenteeism during 2002, was witnessed in 29
industry groups over absenteeism rate of 2001.

ABSENTEEISM IN STATES BY SECTORS

The State-wise and Sector-wise absenteeism rates during 2002. For the purpose of
studying absenteeism by type of ownership, units have been divided into three sectors, viz.,
Public, Joint and Private Sectors. Among the three sectors, the highest rate of absenteeism at all
India level was reported in Public Sector (10.87 percent), followed by Private Sector (9.79
percent) and Joint Sector (9.37 percent).

The rate of absenteeism in Public Sector, varied between a highest rate of 16.67 percent
in Manipur and lowest rate of 1.39 percent in Meghalaya. In Joint Sector, the absenteeism rate
varied between a highest rate of 20.54 percent in Goa and lowest rate of 0.99 percent in Tripura.
In Private Sector, the absenteeism rate varied between a highest rate of 13.50 percent in
Himachal Pradesh and a lowest rate of 2.34 percent in Manipur.

ABSENTEEISM IN INDUSTRIES BY SECTORS

Industry-wise and Sector-wise absenteeism rate for the year 2002.In Public Sector, the
highest rate of absenteeism of 25.33 percent was recorded in industry group 359-Manufacture of
transport equipment whereas the lowest rate of absenteeism was recorded at 3.40 percent in
industry group, 153-Manufacture of grain mill products, starches and starch products, and
prepared animal feeds. In Joint Sector, the highest rate of absenteeism at 27.50 percent was
reported in industry group 251-Manufacture of rubber products, whereas the lowest rate of 3.24
percent was observed in the industry group 151-Production, processing and preservation of
meat, fish, fruit, vegetables, oils and fats. In Private Sector, the highest rate of absenteeism at
13.38 percent was recorded in industry group 251-Manufacture of rubber products, whereas the
lowest rate of 3.08 percent was reported in industry group 371-Recycling of metal waste and
scrap.

DEFINITION - ABSENTEEISM POLICY:

The organization policy which addresses chronic absence from work. Absenteeism policies usually contain
guidelines for topics such as the following:
*Allowable absences;
* Payment for work including payment for days missed before and after a holiday;
*Types of excused and unexcused absences;
* Days/hours worked on a normal work schedule before payment of overtime hours occurs within a pay
period;
* Policy about calling in absences; and
* Supervisor management of absenteeism via paying attention to selected patterns of absences and tardiest.

Also Known As: Often used interchangeably with attendance policy, depending on content. My view is that
an attendance policy is much more narrowly defined and limited to attendance, as opposed to absenteeism policies
which are much broader and address absenteeism management issues and more.

FACTORS MOTIVATING ABSENTEEISM:

The following are the factors affecting absenteeism:

Illness

Personal work

Poor supervision

Salary

Job dissatisfaction

Less paid holidays

SCOPE OF THE STUDY

The primary objective of the study is to design the questionnaire and to find the reason
for employee absenteeism.
The researcher has designed the questionnaire to find the reason for employee
absenteeism. The questionnaire was given to 70 respondents and data was collected from the
employees and valuable suggestions were given to reduce the employee absenteeism and to
increase the job satisfaction in the concern.
In this research the researcher has found the reason for employee absenteeism. Based on
these suggestions and conclusion are given.
This study can be used for future reference and can be considered as a secondary data for
further development. To extend this research will help the concern for reducing its employee
absenteeism rate.

NEED FOR THE STUDY

The study aims at the causes of absenteeism of employees in United Electrical
Industries Ltd. At present, organizations in India take real interest in controlling absenteeism.
Measures to prevent strikes and lockouts have received far and greater attention. One reason for
this situation may be that strikes and lockouts are more noisy and visible while absenteeism is
silent and unnoticeable.

The relevance of the study is that, now the company is facing a major
issue of high rate of absenteeism and hope that the study will reveal the reason for
it and thereby the organization can take effective measures for checking the absenteeism

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 morale.
There is a clear relationship between employees attitude & absenteeism. They are
related to each other. So employees 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.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
To find the factors which causes the employee absenteeism in CHENNAI PORT
TRUST

SECONDARY OBJECTIVE:
To find the negative factors which motivate the employee absenteeism
To find the job satisfaction level of the employees
To increase the level of employee satisfaction
To find the inconvenience faced by the employees in the organization
To find the factor which make the employee to continue in the organization

INDUSTRY PROFILE
Service industry:
The tertiary sector of economy (also known as the service sector or service industry) is
one of the three economic sectors, the other being the secondary sector (manufacturing) and the
primary sector (agriculture, mining, and fishing). The tertiary sector of economy involves the
provision of service to business as well as final consumers

Service may involve the transport, distribution and sale of goods from producer to
consumer. The service sector are also includes the supply of service like entertainment and
cleaning service. Principals characteristic of a service industry is people to people interaction.
As per Kotler & Armstrong a service is an activity or benefit that one party can offer
another that is essentially intangible and does not result in the ownership of anything. Its
production may or may not be tied to a physical product

Country economics tend to program from agriculture to industry to services. The service
industry is seen to be more opaque to international competition compared to manufacturing.
Nations which undergoes faster economic development have greater labor costs than those
countries lagging behind in the economic development road. This resultant shrinking of
manufacturing in more developed economics, forces those nation to adopt service as a leading
employment source.

The service industry forms a backbone of social and economic development of a region.
It has emerged as the largest and faster- growing sectors in the world economy, making higher
contribution to the global output and employment. Its growth rate been higher than that of

agriculture and manufacturing sector. It is a large and most dynamic part of the Indian economy
both in terms of employment potential and contributions to national income. It covers a wide
range of activities, such as trading, transportation and communication, financial, real estate and
business service, as well as community, social and personal service. In India, service sector as a
whole, contributed as much as 68.6 per cent of the overall average growth in gross domestic
product (GDP) between the year 2002-03 and2006-07

The era of economic liberalization has ushered in a rapid change in the service industry.
As a result, over years. India is witnessing a transition from agriculture based economy to
a knowledge-based economy. The knowledge economy creates, disseminated and used
knowledge to enhance its growth and development.

The most important services in the Indian economy have been health and education.
They are one of the largest and most challenging sectors and hold a key to the countrys overall
progress. As strong and well-defined health care sector helps to build a healthy and productive
workforce as well as stabilize population. The ministry of health and family welfare,
presentation and control of major communicable diseases as well as promotion of traditional and
indigenous system of medicines.

One of the major functional pillars of the economy is information technology (IT) and
IT- enabled service (IT) industry. The department of information technology has been making
continuous efforts to make India a front-runner in the age of information revolution. It
continuous to be a dominating sector in the overall growth of the Indian industry. A large
number of Indian software companies have acquired international quality certification. Several
policies have also been framed on the key issues of it infrastructure, electronic governance as
well as IT education

Another major and upcoming service industry has been media and entertainment. It is
basically an intellectual property-driven sector with small to large players spread throughout the
country. It covers film, music, radio, broadcast, television and live entertainment.

The Ministry of Information and Broadcasting is responsible for formulation and

administration of the rules, regulation and laws relating to media industry. Besides, retailing has
been one of the fastest growing service sectors both in terms of turnover and employment. Many
national and global players have been investing in the retail segment and are making all efforts to
further expand the sector.

However, to supplement the achievement and meet the shortfalls in all the subsectors of the service industry, travel and tourism sector has to develop in a sustainable manner.
Being one of the largest industries in terms of gross revenue and foreign exchange earnings, it
stimulates growth and expansion in other economic sector like agriculture, horticulture, poultry,
handicrafts, transportation, construction, etc. as well as gives momentum to growth of service
exports. It is a major contributor to the national integration process of the country as well as
preserver of natural and cultural environments.
Service industry or service sector includes portions of a countrys economy like
tourism, banking, social service and education. Persons working in the service sector collaborate
to do work effectively. End product of service industry is advice (consultancy service),
experience (movies), attention (hospitality industry like hotels and restaurants), discussion
(interactive TV or Radio programs) and customer satisfaction and timeliness (transport).

Port

Ports are an important form of infrastructure in Indian economy. They play a vital role
in facilitating international trade and commerce by providing an interface between the ocean
transport and land based transport.

India had an extensive of 7517km (excluding Andaman & Nicobar Island) spreading
over 13 states and union territories. It has a well-established port infrastructure covering 12
major ports and minor or non-major ports. These major ports come under the purview of the
central government, while non-major ports come under the jurisdiction of the respective state
government.

In India, the concerned authority is the Department of shipping, in the ministry of

shipping. Road transport & highways, which has been entrusted with the responsibility of
formulating and implementing policies and programs on port sector
The 12 major ports in India, serves as the gateways to Indias international trade by
sea handling over 90% of foreign trade. They are spread equality on east coast and west coast of
India. The 12 major ports are:
Kolkata port (including dock complex at Haldia )
Para dip port
Visakhapatnam port
Chennai port
Ennore port
Toticorin port
Cochin port
New Mangalore port
Mormugao port
Jawaharlal Nehru port
Mumbai port
Kandla port

All the major port are administrated by the port trust governed by the provision of
major port trust act 1963 which are autonomous bodies except the newly ennore port which is
seen by ennore port limited registered under companies act 1956.
Thus Indian ports are indispensable in the development of countrys maritime trade and
economy, owing to Indias current share in global merchandise trade at around 0.80% they are
not only considered as trade gateways, but also integral components of the global logistics and
transportation chain.

COMPANY PROFILE
Chennai Port, the third oldest port among the 12 major ports, is an emerging hub port
in the East Coast of India. This gateway port for all cargo has completed 128 years of glorious
service to the nations maritime trade.
Maritime trade started way back in 1639 on the sea shore Chennai. It was an open
road -stead and exposed sandy coast till 1815. The initial piers were built in 1861, but the storms
of 1868 and 1872 made them inoperative. So an artificial harbor was built and the operations
were started in 1881.The cargo operations were carried out on the northern pier, located on the
northeastern side of Fort St. George in Chennai. In the first couple of years the port registered
traffic of 3 lakh tons of cargo handling 600 ships.
Being an artificial harbor, the port was vulnerable to the cyclones, accretion of sand
inside the basin due to underwater currents, which reduced the draft. Sir Francis Spring a
visionary skillfully drew a long-term plan to charter the course of the port in a scientific manner,
overcoming both man-made and natural challenges. The shifting of the entrance of the port from
eastern side to the North Eastern side protected the port to a large extent from the natural
vulnerabilities. By the end of 1920 the port was equipped with a dock consisting of four berths in
the West Quays, one each in the East & South Quay along with the transit sheds, warehouses and
a marshaling yard to facilitate the transfer of cargo from land to sea and vice versa. Additional
berths were added with a berth at South Quay and another between WQ2 & WQ3 in the forties.
Indias Independence saw the port gathering development, momentum. The
topography of the Port changed in 1964 when the Jawahar dock with capacity to berth 6 vessels
to handle Dry Bulk cargoes such as Coal, Iron ore, Fertilizer and non-hazardous liquid cargoes
was carved out on the southern side.

In tune with the international maritime developments, the port developed the Outer
Harbour, named Bharathi Dock for handling Petroleum in 1972 and for mechanized handling of
Iron Ore in 1974. The Iron ore terminal is equipped with Mechanized ore handling plant, one of
the three such facility in the country, with a capacity of handling 8 million tones. The Chennai
ports share of Iron ore export from India is 12%. The dedicated facility for oil led to the
development of oil refinery in the hinterland. This oil terminal is capable of handling Suezmax
vessels.
In 1983, the port heralded the countrys first dedicated container terminal facility
commissioned by the then prime minister Smt.Indira Gandhi on 18th December 1983. The Port
privatized this terminal and is operated by Chennai Container Terminal Private Limited. Having
the capability of handling fourth generation vessels, the terminal is ranked in the top 100
container ports in the world. Witnessing a phenomenal growth in container handling year after
year the port is added with the Second Container Terminal with a capacity to handle 1.5 M TEUs
to meet the demand. To cater to the latest generation of vessels and to exploit the steep increase
in containerized cargo the port is planning to welcome the future with a Mega Container
Terminal, capable of handling 5 Million TEUs expected to be operational from 2013.
The Chennai port is one among the major ports having Terminal Shunting Yard and
running their own Railway operations inside the harbor on the East Coast. The port is having
railway lines running up to 68 km and handles 25% of the total volume of the cargo, 4360 rakes
(239412 wagons) during 2009-10.
The port with three Docks, 24 berths and draft ranging from 12m to 16.5m has
become a hub port for Containers, Cars and Project Cargo in the East Coast. The port has
handled an all-time high of 61.06 Million tons of cargo registering an increase of 6.2% over
previous year. An increase of 10.14% in handling of cars from 273917 Units in the year 2009-10
when compared with 248697 Units in the year 2008-09 and an increase of 6.39% in handling of
containers from 1143373 TEUs in the year 2008-09 to 1216438 TEUs in the year 2009-10. The
long term plan for Chennai Port envisages that the Port will mainly handle 4Cs i.e. Containers,
Cars, Cruise and Clean Cargo.

RESEARCH METHODOLOGY
INTRODUCTION
Research can be defined as a scientific and systematic search for pertinent information on
a specific topic It is a systemized effort to gain new knowledge.

RESEARCH DESIGN
A research design 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 type of research design has been used.

DESCRIPTIVE RESEARCH DESIGN

Descriptive research studies are those studies which are concerned with describing the
character of a group.

DATA COLLECTION
The purpose of the investigation has been clearly defined the problem of collecting the
data arises.
There are two types of data, there are
a) Primary Data
b) Secondary Data

PRIMARY DATA
The data has been collected from the employees through questionnaire and interview
method.

SECONDARY DATA
The secondary data are those which have been collected by someone else and which have
already been passed through the statistical analysis.
Example: Records, Magazines, Internet etc,

SAMPLE SIZE
The size of the sample taken from the study was 70 respondents out of 1000+ Employees.

TYPES OF QUESTIONNAIRE USED

Questionnaire consists of
Closed ended questions
Multiple-choice questions
Ranking scale questions

SAMPLING TECHNIQUE
In this study convenience sampling technique has been used. The sample was selected
based on the convenience of both the researcher and the respondent.

TOOLS ANALYSIS

SIMPLE PERCENTAGE METHOD

This method is used to simplify the members through the use of percentage. The data are
reduced in a standard from which base equal to 70 which facilities relative comparison.

PIE DIAGRAM
A pie diagram is pictorial representation of a statistical data with several sub-divisions in
a circular form.

CHI SQUARE TEST

Chi-Square
Chi-square test is used to compare the relationship between the two (2) variables.

Objectives:
1. To recognize situations requiring the comparison of more than two means or proportions.
2. To use Chi-square distribution to see whether two classifications of the source data are
independent of each other.
3. To use Chi-square distribution for confidence intervals and testing hypothesis about a
single population variance.
4. To use Chi-square test to check whether a particular collection of data is well described
by a specified distribution.

Chi-square test allows us to do a lot more than just test for the quality of several
proportions. If we classify a population into several categories with respect to two (2) attributes,
we can then use a chi-square to determine whether the two (2) attributes are independent of each
other.

This is used to test the difference observed between two columns of number found in two
distinct categories. A Chi-square analysis can be used when data satisfy four conditions.

1.

There must be two observed data sets of data or one observed set of data and our
expected set of data. Typically their data sets are in form (R rows and C column)
or in frequency distribution from (one row and C columns or R rows and one
column).

2.

The two sets of data must be based on the same sample size.

3.

Each cell in the data contains an observed or expected count of five or larger.

4.

The different cells in a row or column must represent categorical variables.

Degree of Freedom:
(Number of Rows 1) (Number of Columns 1)
(Oi Ei) 2
________
Ei
Oi

Observed Value

Ei

Expected Value

Ei

RT CT
N

RT

Row total for the row containing that cell.

CT

Column total for the column containing that cell.

Total number of observations.

ANALYSIS
In this project Tables, Charts, Statistical tools, Chi-Square was used.

INTERPRETATION

After a very brief description of the back ground of company in which the research was
carried out and the sample was analyzed and discussed how the results were interpreted in this
project.

LIMITATIONS OF THE STUDY

Due to personal inconvenience the researcher could not meet the employees who had
night shift.
Lack of time is the major limitations.
It is only based on the CHENNAI PORT TRUST employees only.

ANALYSIS AND INTREPRETATION

TABLE 1: SHOWING THE RESPONSE ON PAID HOLIDAYS
RESPONSE
EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

VERY BAD
11%

NUMBER
OF PERCENTAGE %
RESPONSE
07
10
12
17
17
24
26
38
08
11
70
100
CHART-1
EXCELLENT
10%

GOOD
17%

EXCELLENT
GOOD
NEUTRAL
BAD

BAD
38%

VERY BAD

NEUTRAL
24%

Inference:

17% of the sample responded

38% of the sample responded
24% of the sample responded
11% of the sample responded
10% of the sample responded

paid holidays facility is excellent.

paid holidays facility is good.
paid holidays facility is neutral.
paid holidays facility is bad.
paid holidays facility is very bad.

TABLE 2: SHOWING THE RESPONSE ON SALARY

RESPONSE
EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

NUMBER OF
RESPONSE
6
08
29
21
06
70

PERCENTAGE %
09
11
41
30
09
100

CHART-2
VERY BAD
9%

EXCELLENT
9%
GOOD
11%
EXCELLENT
GOOD

BAD
30%

NEUTRAL
BAD
VERY BAD

NEUTRAL
41%

Inference:
9% of the sample responded salary is excellent.
11% of the sample responded salary is good.
41% of the sample responded salary is neutral.
30% of the sample responded salary is bad.
9% of the sample responded salary is very bad.

TABLE 3: SHOWING THE RESPONSE ON LEAVE (EL, CL)

RESPONSE
EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

NUMBER OF
RESPONSE
16
23
18
07
06
70

PERCENTAGE %
23
33
26
10
08
100

CHART-3
VERY BAD
8%
BAD
10%

EXCELLENT
23%

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD

NEUTRAL
26%

GOOD
33%

Inference:
23% of the sample responded leave(EL,CL) is excellent.
33% of the sample responded leave(EL,CL) is good.
26% of the sample responded leave(EL,CL) is neutral.
10% of the sample responded leave(EL,CL) is bad.
08% of the sample responded leave(EL,CL) is very bad.

TABLE 4: SHOWING
DEVELOPMENT
RESPONSE

THE

RESPONSE

NUMBER
RESPONSE
19
27
19
04
01
70

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

ON

TRAINING

AND

OF PERCENTAGE %
27
39
27
06
01
100

CHART-4
BAD
6%

VERY BAD
1%
EXCELLENT
27%

NEUTRAL
27%

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD

GOOD
39%

Inference:
27% of the sample responded Training and Development is excellent.
39% of the sample responded Training and Development is good.
27% of the sample responded Training and Development is neutral.
06% of the sample responded Training and Development is bad.
01% of the sample responded Training and Development is very bad.

TABLE 5: SHOWING THE RESPONSE ON WELFARE FACILITIES

RESPONSE
EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

NUMBER
RESPONSE
12
9
18
25
06
70

OF PERCENTAGE %
17
13
26
36
08
100

CHART-5
VERY BAD
8%

EXCELLENT
17%

EXCELLENT
GOOD
13%

BAD
36%

GOOD
NEUTRAL
BAD
VERY BAD

NEUTRAL
26%

Inference:

17% of the sample responded welfare facilities is excellent.

13% of the sample responded welfare facilities is good.
26% of the sample responded welfare facilities is neutral.
36% of the sample responded welfare facilities is bad.
08% of the sample responded welfare facilities is very bad.

TABLE 6: SHOWING
TREATMENT
RESPONSE
EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

THE

RESPONSE

NUMBER
RESPONSE
07
19
13
21
10
70

ON

MEDICAL

OF PERCENTAGE %
10
27
19
30
14
100

CHART-6
VERY BAD
14%

EXCELLENT
10%

EXCELLENT
GOOD
27%

NEUTRAL
BAD

BAD
30%

VERY BAD

NEUTRAL
19%

Inference:

GOOD

10% of the sample responded Medical treatment

27% of the sample responded Medical treatment
19% of the sample responded Medical treatment
30% of the sample responded Medical treatment
14% of the sample responded Medical treatment

TABLE
7:
SHOWING
ENVIRONMENT
RESPONSE

is excellent.
is good.
is neutral.
is bad.
is very bad.

THE

NUMBER
RESPONSE
19
24
15
08
04
70

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

RESPONSE

ON

OF PERCENTAGE %
27
34
21
12
06
100

CHART-7
VERY BAD
6%
BAD
12%

EXCELLENT
27%

NEUTRAL
21%

GOOD
34%
EXCELLENT

GOOD

WORK

NEUTRAL

BAD

VERY BAD

Inference:
27% of the sample responded Work environment
34% of the sample responded Work environment
21% of the sample responded Work environment
12% of the sample responded Work environment
06% of the sample responded Work environment

is excellent.
is good.
is neutral.
is bad.
is very bad.

TABLE 8: SHOWING THE RESPONSE ON JOB SECURITY

RESPONSE

NUMBER
RESPONSE
14
27
14
08
07
70

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

OF PERCENTAGE %
20
38
20
12
10
100

CHART-8
VERY BAD
10%

EXCELLENT
20%

BAD
12%

NEUTRAL
20%
GOOD
38%
EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD

Inference:
21% of the sample responded Job security
34% of the sample responded Job security
27% of the sample responded Job security
12% of the sample responded Job security
06% of the sample responded Job security

is excellent.
is good.
is neutral.
is bad.
is very bad.

TABLE 9: SHOWING THE RESPONSE ON PROVIDENT FUND

RESPONSE

NUMBER
RESPONSE
12
26
17
08
07
70

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

OF PERCENTAGE %
17
38
24
11
10
100

CHART-9
VERY BAD
10%

EXCELLENT
17%

BAD
11%

NEUTRAL
24%

EXCELLENT

GOOD
38%

GOOD

NEUTRAL

BAD

VERY BAD

Inference:
17% of the sample responded Provident fund is excellent.
38% of the sample responded Provident fund is good.
24% of the sample responded Provident fund is neutral.
11% of the sample responded Provident fund is bad.
10% of the sample responded Provident fund is very bad.

TABLE 10 :SHOWING THE RESPONSE ON GROUP INSURANCE

RESPONSE

NUMBER
RESPONSE
13
29
14
08
06
70

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

OF PERCENTAGE %
19
41
20
11
09
100

CHART-10
VERY BAD
9%

EXCELLENT
19%

BAD
11%

NEUTRAL
20%

GOOD
41%
EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD

Inference:
17% of the sample responded Group Insurance is excellent.
38% of the sample responded Group Insurance is good.
24% of the sample responded Group Insurance is neutral.
11% of the sample responded Group Insurance is bad.
10% of the sample responded Group Insurance is very bad.

TABLE 11: SHOWING THE RESPONSE ON PENSION

RESPONSE

NUMBER
RESPONSE
12
25
18
09
06
70

EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

OF PERCENTAGE %
17
36
26
13
08
100

CHART-11
VERY BAD
8%

EXCELLENT
17%

BAD
13%

NEUTRAL
26%

EXCELLENT

GOOD
36%

GOOD

NEUTRAL

BAD

VERY BAD

Inference:
17% of the sample responded Pension is excellent.
36% of the sample responded Pension is good.
26% of the sample responded Pension is neutral.
13% of the sample responded Pension is bad.
08% of the sample responded Pension is very bad.

TABLE 12: SHOWING THE RESPONSE ON LABOR UNION

RESPONSE
EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

NUMBER
RESPONSE
19
27
19
04
01
70

OF PERCENTAGE %
27
39
27
06
01
100

CHART-12
BAD
6%

VERY BAD
1%
EXCELLENT
27%

NEUTRAL
27%

EXCELLENT

GOOD

GOOD
39%
NEUTRAL

BAD

VERY BAD

Inference:
27% of the sample responded Labor Union is excellent.
39% of the sample responded Labor Union is good.
27% of the sample responded Labor Union is neutral.
06% of the sample responded Labor Union is bad.
01% of the sample responded Labor Union is very bad.

TABLE 13: SHOWING THE RESPONSE ON GOOD RELATION SHIP

WITH MANAGEMENT
RESPONSE
YES
NO
TOTAL

NUMBER
RESPONSE
54
16
70

OF PERCENTAGE %

CHART-13
Chart Title
90%
80%
70%
60%
50%
40%

77%

30%
20%
23%

10%
0%
YES

NO

77
23
100

Inference:
77% of the sample responded good relationship with management is yes.
23% of the sample responded good relationship with management is no.

TABLE 14: SHOWING THE RESPONSE ON HOW FREQUENTLY

TAKING LEAVE
RESPONSE
FREQUENTLY
WEEKLY
MONTHLY
HALF YEARLY
YEARLY
NEVER

NUMBER
RESPONSE
0
07
25
21
15
02

TOTAL

OF PERCENTAGE %
0
10
35
30
22
03

70

100

CHART-14

0.4
0.35
0.3
0.25
0.2
35%
0.15

30%
22%

0.1
0.05
0

10%
0
FREQUENTLY

3%
WEEKLY

MONTHLY HALF YEARLY

YEARLY

NEVER

Inference:
Nobody taking leave frequently.
10% of respondents are taking leave weekly.
35% of respondents are taking leave monthly.
30% of respondents are taking leave half yearly.
22% of respondents are taking leave yearly.
3% of respondents are taking leave never.

TABLE 15 :SHOWING THE RESPONSE ON WHETHER THEY HAD

MET ANY ACCIDENT
RESPONSE
YES
NO
TOTAL

NUMBER
RESPONSE
17
53
70

OF PERCENTAGE %

CHART-15
80%
70%
60%
50%
40%

76%

30%
20%
10%

24%

0%
YES

Inference:

NO

24
76
100

24% of the sample responded they had met accident .

76% of the sample responded they hadnt met accident

TABLE 16 :SHOWING THE RESPONSE ON WHETHER THEY HAVE

ANY OTHER SOURCE OF INCOME
RESPONSE
YES
NO
TOTAL

NUMBER
RESPONSE
13
57
70

OF PERCENTAGE %

CHART-16
90%
80%
70%
60%
50%
81%

40%
30%
20%
10%

19%

0%
YES

NO

Inference:
19% of the employees having other source of income.
81% of the employees having no other source of income.

19
81
100

TABLE 17: SHOWING THE RESPONSE ON JOB SATISFACTION

RESPONSE
EXCELLENT
GOOD
NEUTRAL
BAD
VERY BAD
TOTAL

NUMBER
RESPONSE
19
36
08
04
05
70

OF PERCENTAGE %
26
51
11
05
07
100

CHART-17
Chart Title
60%

50%

40%

30%

20%

10%

0%
EXCELLLENT

Inference:

GOOD

NUTRAL

BAD

VERY BAD

26% of the sample responded job satisfaction is excellent.

51% of the sample responded job satisfaction is good.
11% of the sample responded job satisfaction is neutral.
05% of the sample responded job satisfaction is bad.
07% of the sample responded job satisfaction is very bad.

TABLE 18: SHOWING THE RESPONSE HOW OFTEN TAKING LEAVE

BECAUSE OF THEIR PERSONAL WORK
RESPONSE
FREQUENTLY
WEEKLY
MONTHLY
HALF YEARLY
YEARLY
TOTAL

NUMBER
RESPONSE
18
35
05
07
05
70

OF PERCENTAGE %
26
50
07
10
07
100

CHART-18
60%

50%

40%

30%
50%
20%
26%
10%
7%

10%

7%

0%
FREQUENTLY

WEEKLY

MONTHLY

HALF YEARLY

YEARLY

Inference:
26% of the employees taking leave frequently because of their personal work.
50% of the employees taking leave weekly because of their personal work.
7% of the employees taking leave monthly because of their personal work.
10% of the employees taking leave half yearly because of their personal work.
07% of the employees taking leave yearly because of their personal work.

TABLE 19: SHOWING THE PERCENTAGE OF RESPONDENT ON

REASON THEY TAKING LEAVE
RANK

10

11

12

13

14

Disease / poor health

24

20

19

16

Personal reasons

20

22

17

10

Tiredness

18

15

21

19

12

Family problem

21

18

14

16

Problem with superiors

11

10

12

Dissatisfaction over work 4

10

13

11

14

Poor treatment

11

21

18

12

Fear of accident

12

10

13

12

Work stress

13

14

13

10

17

13

13

11

14

22

15

Alcoholism

14

19

18

22

Union problem

11

20

17

16

30

30

FACTOR

Financial problems
Poor quality of work life

Shift

CHI-SQUARE TEST
Welfare facilities Vs. Opinion about the job satisfaction

Welfare Facilities

Excellent Good Neutral Bad

Very Bad

Total

Excellent

12

Good

10

25

Neutral

18

Bad

Very Bad

Total

18

23

22

70

Job Satisfaction

Null Hypothesis(H0) : There is no significant relationship between the opinion about

welfare facilities and job satisfaction.

Alternate Hypothesis(H1) : There is a significant relationship between the opinion about

welfare facilities and job satisfaction.

ROW TOTAL * COLUMN TOTAL

EXPECTED FREQUENCY (Ei) =
GRAND TOTAL

Observed
Frequency
(O)

Expected
(O-E)
Frequency (E)

(O-E)2

(O-E)2/E

1
1
1
1
1
1
6
6
3
2
6
10
4
2
1
4
7
6
3
2
0
1
1
0
0

0.857
1.786
1.286
0.643
0.429
3.086
6.429
4.629
2.314
1.543
3.943
8.214
5.914
2.957
1.971
3.771
7.857
5.657
2.829
1.886
0.343
0.714
0.514
0.257
0.171

0.020
0.617
0.082
0.128
0.327
4.350
0.184
1.881
0.470
0.209
4.232
3.189
3.664
0.916
0.944
0.052
0.735
0.118
0.029
0.013
0.118
0.082
0.236
0.066
0.029

0.024
0.346
0.063
0.198
0.762
1.410
0.029
0.406
0.203
0.135
1.073
0.388
0.620
0.310
0.479
0.014
0.094
0.021
0.010
0.007
0.343
0.114
0.459
0.257
0.171
7.936

0.143
-0.786
-0.286
0.357
0.571
-2.086
-0.429
1.371
0.686
0.457
2.057
1.786
-1.914
-0.957
-0.971
0.229
-0.857
0.343
0.171
0.114
-0.343
0.286
0.486
-0.257
-0.171

Degree of Freedom = (r 1) (c 1)

= (5 1 ) (5 1)

= 16

The calculated value = 7.936

The table value = 26.296 at 5% level of significance
2

= (O-E)2/E
= 7.936

The table value of 2 for 16 degree of freedom at 5% level of significance is

26.296. The calculated value is lesser than the table value. So the null hypothesis taken
is accepted, and we can conclude it, as there is no significant relationship between the
opinion about welfare facilities and job satisfaction.

FINDINGS

1) From the study 10% of the employees responded paid holidays facility is excellent, 17%
of them told good, 24% of them told neither good are bad 38% of them told bad and 11%
of them told very bad.

2) 54% percentage of the employees taking leave because of their illness.

3) 9% of the employees responded salary is excellent, 11% of them told good, 41% of them
told neither good are bad 30% of them told bad and 9% of them told very bad.

4) 26% of the employees taking leave frequently because of their personal work. 50% of the
employees taking leave weekly because of their personal work. 7% of the employees
taking leave monthly because of their personal work. 10% of the employees taking leave
half yearly because of their personal work. 07% of the employees taking leave yearly
because of their personal work.

5) 23% of the employees responded leave facility (EL, CL) is excellent, 33% of them told
good, 26% of them told neither good are bad 10% of them told bad and 8% of them told
very bad.

6) 27% of the employees responded training and development is excellent, 39% of them told
good, 27% of them told neither good are bad 06% of them told bad and 1% of them told
very bad.

7) 17% of the employees responded welfare facility is excellent, 13% of them told good,
26% of them told neither good are bad 36% of them told bad and 8% of them told very
bad.

8) 10% of the employees responded medical treatment facility is excellent, 27% of them
told good,19% of them told neither good are bad 30% of them told bad and 14% of them
told very bad.
9) 27% of the employees responded work environment is excellent, 34% of them told good,
21% of them told neither good are bad 12% of them told bad and 6% of them told very
bad.

10) 20% of the employees responded job security is excellent, 38% of them told good, 20%
of them told neither good are bad 12% of them told bad and 10% of them told very bad.

11) 17% of the employees responded provident fund is excellent, 38% of them told good,
24% of them told neither good are bad 11% of them told bad and 10% of them told very
bad.

12) 19% of the employees responded group insurance is excellent, 41% of them told good,
20% of them told neither good are bad 11% of them told bad and 9% of them told very
bad.

13) From the study 17% of the employees responded pension is excellent, 36% of them told
good, 26% of them told neither good are bad 13% of them told bad and 8% of them told
very bad.

14) 27% of the employees responded labor union is working excellent, 39% of them told
good, 27% of them told neither good are bad 06% of them told bad and 1% of them told
very bad

15) From the study none of them taking leave frequently, 10% of them taking leave weekly,
35% of them taking leave monthly, 30% of them taking leave half yearly, 6% of them
taking leave yearly, and 1% of them taking leave rarely.

16) 24% of the employees had met accidents, 76% of them had not met any accidents.

17) 19% of the employees having some source of income other than salary, 81% of them
havent any source of income other than salary.
18) From the study 26% employees job satisfaction level is excellent, 51%good, 11% neither
good or bad 5%bad and 7% very bad.

SUGGESTIONS
From the study most of the employees taking leave because of their illness. So
management should improve medical treatment for their employees.
So many employees taking leave for their personal work. So management should
improve supervision.
To reduce the absenteeism the management should improve their welfare facilities.
Management should increase salary based by service and performance.
They should increase paid holidays per month.

CONCLUSION
1. Majority of the employees are absenting due to ailment and health problems.
2. Majority of the employees has said they are paid worth of their work.
3. Majority of the employees has said that there is no strict action against absenteeism.
4. Most of the workers does not intimate their senior regarding their leaves.
5. Though there are limitations the personal department is taking special care to frame
certain policies and procedures that would reduce absenteeism and increase the labor turn
over.
6. Majority of workers is facing problems in 1st shift the company had to take necessary
steps to reduce the problems.
7. Majority of workers never got appreciation for their punctuality in the organization. So,
The Management must think upon this aspect.

This study attempts to find the factors affecting employee absenteeism

in In Chennai Port Trust, CHENNAI. Thus the study find out some factors like illness,
personal work, salary, job dissatisfaction, less paid holidays etc.,.

This study may use as a secondary data for the future study.

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
STATISTICAL METHOD
BUSINESS STATISTICS

- SHANTHI SOFIA

S.T. GUPTA

WEBSITE
1. http://www.vardhman.com/products_yarns_overview.asp
2. http://www.citehr.com/research.php?q=absentieesm&x=0&y=0

ANNEXURE
A STUDY ON EMPLOYEE ABSENTEEISM
IN CHENNAI PORT TRUST

Questionnaire:
Section A: Personal Detail
Name

Age

Sex

Total Experience

Experience in this company

Designation

Salary

You are requested to select any one of the alternative which you feel correct in your
opinion against each statement:-

1) How often you remain absent in a month?

Nil

Once

Twice

>Twice

2) Do you inform you superior about your absence to the duty?

Often

Sometimes

Rarely

Never

3) According to you what is the main reason of employees absenteeism?

Health Problems

Stress

Work Environment

Others

4) Which shift do you find more difficult?

Morning

Evening

Night

None

5) What is your opinion about wages related to your work?

Well Satisfied

Fair

Satisfied

Not Satisfied

6) Are you aware about job responsibilities?

Well Clear

Clear

Fairly Clear

Not Clear

7) Are you satisfied with your job?

Well Satisfied

Satisfied

Fair

Not Satisfied

8) Have you received appreciation for your work?

Often
Rarely

Sometimes
Never

9) Your views regarding the working environment of Chennai Port Trust.?

Excellent

Good

Fair

Poor

10) Do You Feel Boredom in your routine work?

Often

Sometimes

Rarely

Never

11) How are your relations with superiors and co-workers?

Excellent
Fair

Good
Poor

12) Your Superior behavior towards your problems?

Excellent

Good

Fair

Poor

13) How are the welfare facilities in the company?

Excellent

Good

Fair

Poor

14) How do you think is the protection against accident in the company?

Excellent

Good

Fair

Poor

15) Is there any strict action against absenteeism?

Often

Sometimes

Rarely

Never