A Training Project Report On

“TITLE - ABSENTEEISM OF EMPLOYEES”

In the partial fulfillment for the award of the Degree of
Masters of Business Administration
Under the guidance of

Submitted By
Nikita Paul
MBA III SEM
Roll No.11710773
(Batch 2017-19)

Gyan Ganga Institute of Technology and Sciences

Submitted To

Rani Durgavati Vishwavidyalaya,Jabalpur(M.P.)

Year 2018

1
 FORWARD

I hereby forward the training project entitled on the topic “Absenteeism of Employees”

submitted by Nikita Paul ,student of MBA Department , Gyan Ganga Institute of

Technologies and Sciences. In the partial fulfillment of the requirement for the award of the

degree of Master of Business Administration for the subject MS-203 Summer Training

Project Evaluation & Viva Voce of the syllabus of Rani Durgavati Vishwavidyalaya ,

Jabalpur(M.P.).

DIRECTOR
MBA

DECLARATION

2
I hereby declare that the Training Project entitled “Absenteeism of Employees” , which is

being submitted in partial fulfillment of the requirement for the award of the MBA for MS-

203 Summer Training Project Evaluation & Viva Voce of the syllabus of Rani Durgavati

Vishwavidyalaya , Jabalpur(M.P.)is an authentic record and all the information and facts

furnished by me are true to my knowledge and are based on The matter reported in this

project is neither being used elsewhere nor the information collected through primary and

secondary research done by me.

Date - Signature-

Place - Name-

ACKNOWLEDGEMENT
It is with the sense of gratitude; I acknowledge the efforts of several people who have

helped

3
me directly or indirectly to conduct this project work.

I would like to thank ________________ (Name of Training head/ Training Guide)

without

whom I would have not got this exposure of learning.

Words fail to express adequately my feeling of deep sense of gratitude which I owe

from deep

of my heart to Director MBA, Faculty Guide and all the faculty members for their

valuable

support and counseling, constant help and guidance without which the completion of

the

project would not have been possible.

I am grateful to my parents who brought me up with love and encouragement to this

stage

and have always stood beside me as my pillars of strength and guidance.

And last but not the least I would like to thank almighty who has always guided me to

walk

on the right path of life.

4
 INDEX

S.No. Particulars Page No.

Forward (i)

Certificate of Company (ii)

Declaration (iii)

Acknowledgement (iv)

1. Executive Summary

2. Introduction

3. Company Profile

4. Objective of the Study

5. Research Methodology

6. Data Analysis and Interpretation

7. Findings

8. Conclusion

9. Suggestions

10. Bibliography

11. Annexure (If any)

5
 EXECUTIVE SUMMARY

❖ The project report entitle a study on employee absenteeism is intended to determine

the employees condition, facility , salary, attendance program ,training program

,motivation techniques and promotion.

❖ The purpose of this paper is to review on problems of employee. Employees not

showing up for work when scheduled can be a major problem for organizations.

❖ This study aims to identify the most common cause of employee absences on

employer cost. Employee Absence is a serious problem for management because it

involves heavy burden. The job satisfaction is the primary cause of absenteeism.

❖ Absenteeism is one of the most wide spread obstacles to productivity, profitability and

competitiveness. Employee harassed by co-workers or management is one of the

reason for absenteeism. The responses may be influenced by personal bias. It

contributes toward the improvement of performance and productivity, improving

wellbeing of workforce and their families.

❖ Employees not showing up for work when schedule can be a major problem of the

organization. Employee absenteeism is a worldwide phenomenon which, due to the

financial impact on a nation’s economy, is an important subject on the international

agenda.

❖ The article consists of objectives, limitations, company profile, research

methodology, findings, suggestions and conclusion. The information needed for the

research has been gathered from primary and secondary data.

❖ Keywords: Absenteeism, Health Characteristics, Measures To Control Absenteeism,

Causes And Costs of absenteeism.

INTRODUCTION

6
Human resource management (HRM) has received much attention in the business

world and academia in recent decades and numerous studies have shown that there is

a clear link between organizational performance and effective HRM. Human resource

practices do not only play a significant role in recruiting, selecting, and retaining

employees but they also refer to “the policies, practices, and systems that influence

employees’ behaviour, attitudes, and performance” which can help strengthening the

organizational advantages if they align with the organizational strategy.

Human resource management practices further include developing good relations

between employees and employers. Employee absences have long been a measure of

performance since those can have a negative financial and therefore, considerable gains

can be achieved by managing sickness absences, which will be the focus of this

study. There are various cost factors associated with employee absences which “include

the basic salary of the absent employee, payments for overtime work, and/or payments

to replacement workers, as well as management costs, including line management and

HR functions” .

Work absenteeism is defined as the behaviour when an employee abandons or is

absent from scheduled work, even if the reasons behind are legitimate. Predictable or

regulated absenteeism is when absences are due to temporary sick leaves, accidents,

etc., while unpredictable or unregulated absenteeism is when absences are illegitimate

or without approval from managers . Absences on the individual level can be explained

by several factors such as age, gender, job satisfaction, psychosocial work environment,

work demands, family responsibilities, health status, etc. (Whitaker, 2001). Health

issues, and psychological and social factors at work can have tremendous effects on

people’s lives and may cause stress, anxiety, dissatisfaction, depression, and other

factors that all contribute to absenteeism.

7
Pallarés and associates (2014) discussed the five categories of healthy practices in the

workplace that could prevent absentee behaviour: “reconciliation, personal development,

health and safety, recognition, and employee involvement” . When absenteeism in a

workplace is high, the workload of the employees who attend work increases and they

may experience more stress, injustice, and feeling the need to underperform due to

bad morale (Mowday, Porter, & Steers, 2013).

Many organizations turn to disciplinary actions to try to solve absenteeism issues while

others offer incentives, childcare, flexible working hours, etc., and many have

integrated more than one of these arrangements (Kocakulah et al., 2016). With the

rapidly changing working environment, some employees have the freedom to work

from home or in virtual offices, which means measuring absence frequencies will

become incessantly more difficult (K. Kristensen et al., 2006).

Most management literature emphasizes that organizations should have attendance or

absence policies that explain the details of sickness absences, how they should be

reported, and how attendance should be managed (Whitaker, 2001). These policies are

typically aimed at addressing attendance issues before they become problems.

Less emphasis has been paid to researching the correlation between patterns of

absences and changes in working conditions (Whitaker, 2001). When dealing with

employee absences, it is important to understand the main causes for absenteeism

before they are acted upon, since generic actions are unlikely to be successful.

“Generalized or uncontrolled absentee behaviour in a company can have consequences

for both the organization and the individuals that comprise it, becoming a psychosocial

problem, in which both the problems of adjustment of the individual to the job and

other organizational problems are reflected” (Pallarés et al., 2014, p. 63).

8
 Employee absenteeism and turnover has been an issue in the hospitality industry for

decades (Yang, Wan, & Fu, 2012). Since it seems to be no different , the purpose of

this study was to shed light on the absence management practices .

According to a review of relevant literature, there was a local research gap for

examining the key factors in absence management. The focus was thus on the

employees and absence management performance of one specific organization .The aim

was to do a case study to analyse how absence management practices and other

localized measures affected absenteeism, and how well employees responded to absence

management practices in general.

They rely on a prediction tool for absenteeism, the Bradford Factor, which was

developed to highlight disruptions in organizational performance caused by absences,

and takes into consideration frequency of absence spells and the duration of each

sickness absence (Merekoulias & Alexopoulos, 2015).

Not much has been researched on the concept of absence management in Iceland and

the overall effectiveness of these policies. By reviewing available literature arguments

have been laid out supporting the case for reducing absences by adopting and

maintaining management methods such as health and attendance policies. The research

focussed on the employees’ awareness, understanding and perception of the health and

attendance policies of the organization, where the effects of a number of control

variables on absenteeism were tested simultaneously.

Due to cultural differences in HR practices, health services, and work arrangements

between countries and continents, the main focus of this thesis was on European

literature.

9
❖ The thesis will be divided into six sections, the first section being the

introduction on absenteeism and absence management practices.

❖ The second section covers a literature review of the theoretical approaches to

the key concepts on macro-, meso-, and micro-levels. Starting with an

introduction on the societal factors that affect organizations in terms of decision

making, followed by the factors on the industrial and organizational level that

can affect employee absences, human resource management, and a thorough

definition on the concept of absenteeism.

Leading to the individual factors that can cause absenteeism, its effect, and

what measures can be taken to prevent it. Past research on health- and

attendance policies will be considered, how they were implemented and how

they turned out. Introduction on the organization and their policies is given,

along with reasoning for scientific contribution, a theoretical framework,

research objectives and proposed hypotheses.

❖ In the third section, a reasoning for the research method chosen is given along

with a thorough description of how the research was conducted and analysis of

the participants.

❖ The results are presented in chapter four, followed by chapter five, the

discussion, where the findings are interpreted in more detail and limitations of

the research and recommendations for future research are given.

❖ The sixth and final chapter contains the final conclusion and recommendations

for the organization, followed by a list of references and appendices.

ABSENTEEISM

10
CONCEPT OF ABSENTEEISM

Indeed, as prevention is better than cure, where such a problem occurs, it is always

important to review recruitment procedures to identify how such individuals came to

be employed in the first place.For any business owner or manager, to cure excessive

absenteeism,it is essential to find and then eliminate the causes of discontent among

team members.If they find their supervisor or job unpleasant - really unpleasant -they

look for legitimate excuses to stay home and find them with things such as upset

stomachs or splitting headaches.Any effective absentee control program has to locate

the causes of discontent and modify those causes or eliminate them entirely. In other

words, if we deal with the real reasons team members stay home it can become

unnecessary for them to stay away.Any investigation into absenteeism needs to look at

the real reasons for it.Sometimes team members call in sick when they really do not

want to go to work. They would not call you up and say, “I’m not coming into day

because my supervisor abuses me.”Or, “I’m not coming in today because my chair is

uncomfortable.”Or, “I’m not coming in today because the bathrooms are so filthy, it

makes me sick to walk into them.”There are a few essential questions to consider at

the outset if you want to make a measurable improvement to your absenteeism

figures.Why is your present absenteeism policy ineffective?

Where and when is excessive absenteeism occurring? In many cases, under- trained

supervisors could be a contributing factor.What are the real causes for absences?It is

commonly expected that low pay, poor benefits and high workloads will be the major

causes.However, in numerous employee surveys absenteeism generally has been

identified as a symptom of low job satisfaction, substandard working conditions and

consistent negative and unfair treatment received by first-line supervisors.How much

formal training have your supervisors received on absenteeism containment and

11
 reduction? If your answer is none or very little, maybe you have found the solution.As

with every other element within your organization, you cannot ask a person to do a job

he or she has never been trained to do.Many human resources specialists have found

that repetitive, boring jobs coupled with uncaring supervisors and/or physically

unpleasant workplaces are likely to lead workers to make up excuses for not coming

to work.If your team members perceive that your company is indifferent to their

needs, they are less likely to be motivated, or even to clock on atall.One way to

determine the causes of absenteeism is to question your supervisors about excessive

absenteeism, including what causes it and how to reduce it.

Of course, if your supervisors have made no efforts to get to know the team members

in their respective departments, they may not be able to provide reasons.However, just

the act of questioning may get the ball rolling and signal to your supervisors that their

involvement is important.Once a manager finds the real reasons for absenteeism there

is another important step. Through open communication, you need to change the team

member’s way of reacting and responding to discontent.Other problems will no doubt

arise in the future. If the way of responding has not been reviewed, then the same

cycle is likely to start all over again.So often absenteeism problems can be sheeted

back to the supervisor level and to unsatisfactory working conditions. Without

improvement in these areas, you can expect your high rate of absenteeism to continue.

Absenteeism is an employee’s intentional or habitual absence from work.While employees

expect workers to miss a certain no. of workdays each year, excessive absences can adequate

to decreased productivity and can have a major effect on company finances,morale and other

factors .

12
CAUSES OF ABSENTEEISM

People miss work for a variety of reasons,many of which are legitimate and others less

so.some of the common causes can include:-

★ BULLYING AND HARASSMENT-Employees who are bullied or harassed by co-

workers or bosses are more likely to call in sick to avoid the situation.

★ BURNOUT, STRESS AND LOW MORALE-Heavy workload,stressful

meetings/presentation and feelings of being unappreciated can cause employees to

avoid going into work. Personal stress can lead to absenteeism.

★ CHILDCARE AND ELDERCARE-Employees may be forced to miss work in order

to stay at home and take care of child/elder when normal arrangements have fallen

through .

★ SOCIAL AND RELIGIOUS CEREMONIES

Social and religious ceremonies divert workers from workers to social activities. In
large number of cases incidence of absenteeism due to religious ceremonies is more than due
to any other reason
★ HOUSING CONDITIONS

Workers also experience housing difficulties. Around 95% of housing occupied by

industrial workers in India is unsatisfactory for healthful habitations. This leads to loss

the interest in work

★ UNHEALTHY WORKING CONDITION

Irritating and intolerable working conditions exist in a factory.Heat, moisture, noise,

vibration, bad lighting, dust fumes and overcrowding all these affect the workers

health causing him to remain absent from work a long time.

★ ABSENCE OF ADEQUATE WELFARE ACTIVITIES

High rate absenteeism is also due to lack of adequate welfare facilities Welfare

activities include clean drinking water, canteen,room shelter, rest rooms, washing and

bathing facilities, first aid appliances etc

13
★ ALCOHOLISM

★ Some of the habitual drunkards spend whole of their salary during first week of each

month for drinking purpose. Therefore 2 or 3 weeks after getting their salary absent

themselves from their work

★ IMPROPER & UNREALISTIC PERSONNEL POLICIES

Due to favouritism and nepotism which are in the industry the workers generally

become frustrated. This also results in low efficiency, low productivity, unfavourable

relationship between employee and supervisor, which in turn leads to long period of

absenteeism

EFFECTS OF ABSENTEEISM ON INDUSTRIAL PROGRESS

It is quite evident from the above figures that absenteeism is a common feature of

industrial labour in India. It hinders industrial growth and its effect in two fold.

1)LOSS TO WORKER

Firstly due to the habit of being absenting frequently worker's income is reduced to a

large extent. It is because there is a general principle of “no work – no pay”. Thus the

time lost in terms of absenteeism is a loss of income to workers

2)LOSS TO EMPLOYERS

On other hand, the employer has to suffer a greater loss due to absenteeism. It disturbs

the efficiency and discipline of industries consequently, industrial production is

reduced. In order to meet the emergency and strikes, an additional labour force is also

maintain by the industries. On certain occasions, those workers are employed who

present themselves at factory gates. During strikes they are adjusted in place of absent

workers. Their adjustment brings serious complications because such workers do not

generally prove themselves up to work. Higher absenteeism is an evil both for workers

and the employers and ultimately it adversely affects the production of industries.

14
ABSENTEEISM - TYPES & THEIR CONTROL

There are two types of absenteeism, each of which requires a different type of approach.

1. INNOCENT ABSENTEEISM

Innocent absenteeism refers to employees who are absent for reasons beyond their control;

like sickness and injury. Innocent Absenteeism is not culpable which means that it is

blameless. In a labour relations context this means that it cannot be remedied or treated by

disciplinary measures.

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/she is not sick, and it can be proven that the 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.For the large majority of employees, absenteeism is

legitimate,innocent absenteeism which occurs infrequently. Procedures for disciplinary action

apply only to culpable absenteeism. Many Organizations take the view that through the

process of individual absentee counselling and treatment, the majority of employees will

overcome their problems and return to an acceptable level of regular attendance.

15
 COMPANY PROFILE

“SIMPLICITY is the core of every process we follow. This is why our IT services sound
realistic and solutions so adaptable.”

MMF InfoTech specialises in delivering a wide range of technology solutions and back office

support for the businesses around the world. The dynamic offerings include augmentation of

static as well as dynamic websites, web and native mobile applications and all other software

based solutions. The company has proven expertise in back-end support solutions including

CRM implementation and management solutions, document management solutions, database

management solutions, web research, etc. They believe that with immense tech innovative

solutions any business can witness fast results to let their dollars go further.

INDUSTRY EXPERIENCE

With 10+ years of proven experience, it is master in designing, developing and deploying

customers specific essentials.

16
 GLORIOUS SUCCESS

With the successful delivery of over 1000+ projects we are committed to empower our clients

with best technological solutions.

RECOGNITIONS

We are an ISO certified company which means quality is our bottom line and therefore we

strive daily to go beyond our client expectations.

SERVICE EXPERTISE

EXPERIENCED AT WHAT WE DO

● Web Development

An eCommerce website is your online store where numerous customers are expected to drop
in everyday! Use our vast experience to get a customer friendly and business centric
eCommerce website with our proficiency at work in the form of a cut edge design and world
class features comprised in your website.

OUR ECOMMERCE SERVICE COMPRISES OF :

OPEN SOURCE
DEVELOPMENT

17
 ONLINE MARKET PLACE

AMAZON WEB STORE

SHOPIFY

● Back Office Services

● Digital Marketing
● Mobile Development Services
● SEO & Content Services
DRILLED IN EXCELLENCE

● Crystal-clear workflow

● Commerce applications

● P scaling

● Continuous integration approach

● Engaging commitment

DEDICATED TO SUCCESS

● 100 + team members

● 24*7 available

● Full client satisfaction

DETAILS:

18
 ➔ Company Name : MMF INFOTECH
➔ Level of Office : Head Office
➔ Industry :IT
➔ City :Indore
➔ State :Madhya Pradesh
➔ Company Type :Industry Best
➔ No. of Employees :100+
➔ Sector :Private Sector

It provide solutions and services which promise multidimensional business growth to our
clients,with our exceptional expertise in web design and development, mobile application
development, Digital Marketing and Back Office Support & Services.

THE COMPANY

MMF Infotech is a rare platform where Talent meets Technology to deliver highly
competitive solutions and services for businesses. Our service areas are web design and
development, mobile application development, digital marketing and range of back office
services.

THE TEAM

We are a group of energetic and enthusiastic individuals, each possessing expertise in our
area. We make sure that our prestigious clients receive cut edge and customized services and
solutions – whether you want to facelift your website, strengthen your web presence, serve
your customers with user-friendly mobile apps, or want need based IT services.

MISSION

19
 Our mission is to transform every opportunity into a pleasant experience for our clients
through world-class,customer-centric and creativity-inspired services,by best incorporation of
human values and technology.

VISION

Our vision is to make outstanding and tangible contribution to our clients' business growth by
providing them highly professional,elaborate and up-to-the minute services.

CORE VALUES
We possess a quality and obsessed team, always looking for occasions to stun you – our
prestigious clients!

INSPIRATION--We believe in a creatively inspired team and have nurtured ourselves

accordingly.

PASSION--To make inspiration work, we believe passion is a core contributor.

COMMITMENT--Commitment to fulfill client’s needs with complete loyalty is a core value at

MMF Infotech.

20
 TRANSPARENCY--Transparency is in our culture as this is the core value for open
communication & impartial transaction.

OBJECTIVE OF THE STUDY

The study aims at the causes of absenteeism of employees in MMF InfoTech. 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.

1.To find out the various cause for absenteeism

2.To study the various measures adopted by the organization

3.To provide suggestions in the form of solutions to reduce the rate of absenteeism

MEASUREMENT OF ABSENTEEISM
For calculating the rate of absenteeism we require the number of people scheduled to work

and number of people actually present.Absenteeism can be find out of absence rate method

For Example

a)Average number of employees in workforce : 100

b) Number of available work days during period : 20
c)Total number of available workdays (a x b) : 2,000

21
d)Total number of lost days due to absences during the period : 93
e)Absenteeism percent (d [divided by] c) x 100 : 4.65
Since absenteeism is a major barometer of employee morale,absenteeism above 5 percent has
to be considered as very serious(across most industries 3 percent is considered standard)

OBJECTIVES OF THE STUDY

➔ To know the profile of employees

➔ To identify reasons for absenteeism

➔ To measure employees’ absenteeism level

➔ To identify steps required to decrease the rate for absenteeism

➔ To study employees working condition

➔ To identify factors that motivates the employees, which minimize absenteeism

➔ To find out whether absenteeism has impact on routine work or not

➔ To find out whether absenteeism is more due to social and religious causes than ill-

health.

➔ To find out whether shift systems has effect on absenteeism

➔ To study the employees attitude towards absenteeism in all these companies.

22
 RESEARCH METHODOLOGY

https://www.ijsr.net/archive/v4i10/SUB158515.pdf

The research reveals that one of the major problems is absenteeism in our industry.

Absenteeism hinders planning, production, efficiency and functioning of the organisation. In

fact high rates of absenteeism affect an organisation state of health andalso supervisory and

managerial effectiveness.

OBJECTIVES OF RESEARCH

● To identify the rate of absenteeism of “worker”.

● To identify the causes of absenteeism.

● To suggest any measures to reduce the rate of absenteeism

23
 DATA ANALYSIS AND INTERPRETATION

❏ For how many years you are working with MMF InfoTech.?

INTERPRETATION –

It can be seen that 56% of the workers at

MMF InfoTech. are working for more than 10 years whereas 36% are working for more than

5 yrs.

❏ How often you remain absent in a month?

INTERPRETATION -

It can be seen that 96% of the workers do not remain absent.

❏ According to you what are the main reasons for employees absent?

INTERPRETATION -

According to 96% workers, personal problem is the reason for being absent. 4% think

that stress can also be the reason.

❏ Your views regarding present Absenteeism Policy of MMF InfoTech

INTERPRETATION -

It can be seen that 76% workers rate the present absenteeism policy as good whereas

22% rate it as excellent

❏ Are you clear about your work / job responsibilities?

24
 INTERPRETATION -

It can be seen that 94% of the workers at MMF InfoTech are clear regarding their

work responsibilities

❏ Are you satisfied with your work?

INTERPRETATION -

82% of the workers are fully satisfied with their work whereas 16% workers think

their work as good.

❏ Views regarding working environment of MMF InfoTech

INTERPRETATION -

82% workers feel that the working environment at MMF InfoTech is good & 14% feel

it as excellent.

❏ Your relations with your superiors?

INTERPRETATION -

76% workers have good relations with the superiors whereas 22% have excellent

relations with the superiors.

❏ Yours superiors behaviour towards your problem?

INTERPRETATION -

42% workers think that their superior’s behaviour toward their problems is excellent

& 56% workers consider it as good

❏ Yours views regarding facilities provided MMF InfoTech

INTERPRETATION –

86% workers consider that facilities provided to them are good whereas 10% consider

them as excellent.

FINDINGS

25
Finding and analysis reveals the following conclusion

1)Almost 56% of the workers at MMF InfoTech are working for more than 10 years whereas

36% are working for more than 5 yrs.

2)Almost 96% of the workers do not remain absent.

3)According to 96% workers, personal problem is the reason for being absent. 4% think that

stress can also be the reason

.4)Almost 76% workers rate the present absenteeism policy as good whereas 22% rate it as

excellent.

5)Almost 94% of the workers at MMF InfoTech. are clear regarding their work

responsibilities

6)82% of the workers are fully satisfied with their work whereas 16%workers think their

work as good.

7)76 % workers have good relations with the superiors whereas 22%have excellent relations

with the superiors.

8)42% workers think that their superior’s behaviour towards their problems is excellent &

56% workers consider it as good

CONCLUSIONS

26
The management must have a positive attitude towards absenteeism . Even though it is

possible to eliminate absenteeism completely. The provision of various facilities to reduce

absenteeism bound to involve substantial financial commitment to the management. The

major causes for absenteeism in the organisation are the activities and policies of the

organization.So absenteeism is invisible but fatal for the industry. So reduction in

absenteeism will be helpful in improving the productivity.

SUGGESTIONS

Absenteeism is a serious problem for management because it involves heavy additional

expenses. The management should take the following measures to reduce the rate of

27
absenteeism:-

1)Provide Incentives- An incentive provides an employee with a boost to their motivation and

avoid unnecessary absenteeism.Incentives like two hours of bonus pay for every month of

perfect attendance can improve a lot.

2)Employee Assistance Program-If you confront an employee about his or her frequent

absenteeism and you find out that it is due to personal problems refer them to EAP

3)Sickness Reporting– Tell employees that they must phone in as early as possible to advise

why they are unable to make it to work and when they expect to return.

4)Return to Work Interview- When an employee returns to work then ensure that they have a

‘return to work interview’.

5)Bradford factor can also be used to identify and cure excessive absenteeism

In the end to conclude this report I would like to specify that the project allotted to me on

ABSENTEEISM was of immense help to me in understanding the working environment of an

organization, thereby providing a firsthand practical experience.In this project while

identifying the reasons of absenteeism of the workers of MMF Infotech.

I got an opportunity to interact with workers to observe their behaviour andattitude.In the end

I would once again like to thank the people of MMF Infotech who helped me in

accomplishing this project and boosting my morale by appreciating and recognizing my

effort.

28