A PROJECT REPORT

ON

With special reference to Aurangabad Auto Engineering Pvt.Ltd

Submitted in partial fulfillment of the requirement for

Bachelor of Business Administration (B.B.A.)

OF

KUMAUN UNIVERSITY, NAINITAL

SUBMITTED TO:

Dr.P.N.Tiwari
Coordinator
Department of Business Administration

S.B.S.Govt P.G.College,Rudrapur

SUBMITTED BY:

MOHIT KUMAR SHARMA

ROLL NO:1530250014

B.B.A-6TH Semester
BATCH-2015-2018

1
 Acknowledgement
I take the opportunity to express my acknowledgement and deep sense
of gratitude to faculty. Their input have played a vital role in success of
this project and formal piece of acknowledgement may not be
sufficient to express the feeling of gratitude towards people who have
helped me in successfully completion of my training.

I would like to wish my sincere to my project guide-Mr.Bhanu Bisht &

our coordinator Dr.P.N.Tiwari [department of business
administration]for keen interest and giving valuable guidance at every
stage of this project. Latter I would like to confer the flower of
acknowledgement to the company guide Mr.Chandan Adhikari[HR
Executive of Aurangabad auto engineering Pvt. Ltd.
I take opportunity to thank all respondent who spared their precious
time to provide me with valuable input for project without which it
would have not been possible.
I firmly believe that there always a scope of improvement .I welcome
any suggestion for further enriching the quality of this report.

Student Name…………………… Signature…………

Date…………..

2
 CERTIFICATE OF ORIGINALITY

To be filled in by the student in his/her handwriting

I MOHIT KUMAR SHARMA Roll no.1530250014 Batch of 2015-2018 a

full time bonafide student of bachelor of business administration (B.B.A)
programme of S.B.S Govtt P.G.College ,Rudrapur.I hereby certify that this training
report work carried out by me at AURANGABAD AUTO ENGINEERING
PVT.LTD.RUDRAPUR and the report submitted in partial fulfillment of the
requirements of the programme is an original work of mine.

Under the guidance of external guide Mr.CHANDAN ADHIKARI and

internal guide Mr.BHANU BISHT and is not based or reproduce from any
exisiting work of any other person or any earlier work undertaken at any other
time.

(Student’s Signature)

Date:

Signature of internal guide Signature of external guide

Mr.BHANU BISHT Mr.CHANDAN ADHIKARI

Date: Date:

3
 Table of content
Title page……………………………………………………………………..1

Acknowledgement…………………………………………………………2

Certificate of originality……………………………………………3

Table of content……………………………………………………….4

CHAPTER-1 Objective of the study…………………………..5

CHAPTER-2 Introduction

1- About the company………………………………………………8

2- Company details………………………………………………….9
3- Organization structure……………………………………….10
4- Company product details……………………………………11
5- Assembly line…………………………………………..12
6- Clientele……………………………………………………13
7- SWOT Analysis of the organization………………………………15
8- The concept of 5S…………………………………………….17

CHAPTER-3- Project Topic (Absenteeism) …………………………………20

CHAPTER-4- Research methodology………………………………………28

CHAPTER-5-Data analysis and interpretation………………………..33

CHAPTER-6- Review of literature…………………………………………...40

CHAPTER-7- Conclusion……………………………………………………………44

CHAPTER-8- Bibliography………………………………………………………46

Questionnaire……………………………………………………………………48

4
CHAPTER-1

OBJECTIVE OF THE
STUDY

5
 Objective of study
objective :
1. To study about the factors that influence absenteeism.

2. To know how the Private Enginireeing industries deals with

absenteeism.

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

4. .To identify the causes of absenteeism.

5. To suggest any measures to reduce the rate of absenteeism

6
CHAPTER-2

INTRODUCTION OF
AURANGABAD AUTO
ENGINEERING
PVT.LTD.

7
 About the company

Aurangabad Auto Engineering Private Limited is a Private incorporated on 22

September 1994. It is classified as Non-govt company and is registered at
Registrar of Companies, Mumbai. Its authorized share capital is Rs. 50,000,000
and its paid up capital is Rs. 28,775,000.It is involved in Business activities n.e.c.

Aurangabad Auto Engineering Private Limited's Annual General Meeting (AGM)

was last held on 30 September 2016 and as per records from Ministry of
Corporate Affairs (MCA), its balance sheet was last filed on 31 March 2016.

Directors of Aurangabad Auto Engineering Private Limited are Navin Kumar

Kajaria, Amrita Kajaria, Awdesh Sanganeria, .

Aurangabad Auto Engineering Private Limited's Corporate Identification Number

is (CIN) U74999MH1994PTC081374 and its registration number is 81374.Its Email
address is praveen@sangkaj.com and its registered address is PLOT NO 24MIDC
WALUJ AURANGABAD MH 431133 IN , - ,

8
 Company Details
Company Name
AURANGABAD AUTO ENGINEERING PRIVATE LIMITED 

Corporate Identification Number (CIN)

U74999MH1994PTC081374 

Ownership Type
private  
Primary Business Type
 

Year of establishment
22/09/1994 

Age of Company
23 Years 2 Months 10 Days  

Category
Company limited by shares 

Sub Category
Indian Non-Government Company 

Primary Location
Aurangabad 

Main Language
ENGLISH, HINDI  

Registered Address
PLOT NO 24MIDC,Aurangabad,Maharashtra,431133 

Date of Balance sheet

2015-03-31 

Date of Last Annual General Meeting

2015-09-30 

9
 ORGANISATION STRUCTURE

Managing director
MR.G.K.Sanganeria

Plant head
R.K.Chaki

H.R.Manager Finance Production Operation

Manager Manager Manager

Mohan Navin chokani K.L.Verma Girish Joshi

pandey

Executive Mohd.Ali Kaushal Raman

H.R.Manager Verma

C.S.Adhikari Maintainance

Machenical
D.Pandey

Electrical
P.K.Gaur

10
Company product details :

We provide our clients a wide gamut of Stainless Steel Fabricated

Components which is widely used in various industries for high
accuracy, precision and finish. Available in different dimensions, shapes
and sizes, these are offered at market leading prices. Moreover, these
are highly appreciated amidst our clients across the globe for durable
finish standards, corrosion resistance, superior performance and low
maintenance.

11
Assembly line :

An assembly line is a manufacturing process (most of the time called a

progressive assembly) in which parts (usually interchangeable parts) are added as
the semi-finished assembly moves from workstation to workstation where the
parts are added in sequence until the final assembly is produced. By mechanically
moving the parts to the assembly work and moving the semi-finished assembly
from work station to work station, a finished product can be assembled faster
and with less labor than by having workers carry parts to a stationary piece for
assembly.

Assembly lines are common methods of assembling complex items such as

automobiles and other transportation equipment, household appliances and
electronic goods.

12
Clientele :

   

CFA AND WARE HOUSING:

13
 SWOT Analysis of the organization

S-Strength

1. Historical background of the District useful for Foreign Investor.

2. Tremendous scope for ancillarisation of industries Especially in
Engineering units

14
3. Central location of India.
4. Good communication system available.
5. Good Transportation Connectivity available i.e. Road, Rail &
air, with all over India.
6 A strong young first Generation Entrepreneurs in
Aurangabad.
7. Skilled & unskilled man power Available at very Low cost.
8. Good dealer network & logistic facility is Available.
9. Educational Intuition like ITI/Engg. College/IGTR/ CIPET/
MCED to facilitate and support to industries.
10 Due to major financial institute running in Aurangabad,
finance is made easily available to the Industries

W-Weakness

1. Poor Water Supply System.

2. Improper maintenance of available Infrastructure
3. Lack of coordination with different Govt.. Depts.
4. Inadequate Working Capital from F.I. & higher rate of interest.
5. R & D / Technology up gradation Facilities are not available.
6. Low level of Business exports
7. Awareness Camps/seminars are not organized so frequently.
Need Assessment Survey | Aurangabad | DCS-MSME 2011-12
9. AUTOMOTIF, Pune
8. High level of skilled man power is not available

T-Threats
1. Shortage of Power.
2. Labour policy to be reviewed.
3. Pollution (17th rank district)
4. Non availability of Agriculture Labour
5. Dependency on large scale Industries for ancillary Industries.
6. High costing of Industrial land.
7. Labour union problems.Experts from DIC (District Industries Centre )
document published online.

15
O-Opportunities

1.MIDC has plan to develop MIDC’s in the region which creates good
opportunities for industries. (MIDC - Maharashtra Industrial Development
Corporation )
2. Cluster development programme of Central Govt.. boost for creation of
jobs / skilled & unskilled man power.
3. Expansion project of CIPET is playing vital roll for plastics mfg in the
region.
4. DMIC (Delhi Mumbai Industrial Corridor ) Project develops the Region.
5. Scope for tourism due to Historical background.
6. Major Investment & Job creation due to State Govt.. Mega Project
policy.
7. Wide Scope for retail sect

The Concept of 5S:

5S is a methodical way to organize your workplace and your working

practices as well as being an overall philosophy and way of working. It
is split into 5 phases, each named after a different Japanese term

16
beginning with the letter “S”; (Seiri, Seiton, Seiso, Seiketsu, Shitsuke)
hence the name 5 S.

5S Seiri;           Sort, Clearing, Classify

5S Seiton;        Straighten, Simplify, Set in order, Configure
5S Seiso;          Sweep, shine, Scrub, Clean and Check
5S Seiketsu;     Standardize, stabilize, Conformity
5S Shitsuke;     Sustain, self discipline, custom and practice

5S Seiri or Sort :

5S Seiri removing Clutter

5S Seiri or Sort is the first step in 5S, it refers to the sorting of the
clutter from the other items within the work area that are actually
needed. This stage requires the team to remove all items that clearly
do not belong in the working area and only leave those that are
required for the processes in question.

17
 5S Seiton or Straighten / Set in order:

5S Seiton organized worksp  

5S Seiton or Straighten is the process of taking the required items that

are remaining after the removal of clutter and arranging them in an
efficient manner through the use of ergonomic principles and ensuring
that every item “has a place and that everything is in its place.

5S Seiso or Sweep / shine:

 

5S Seiso Cleaning or S

5S Seiso or Sweep is the thorough cleaning of the area, tools, machines

and other equipment to ensure that everything is returned to a “nearly
new” status. This will ensure that any non-conformity stands out; such
as an oil leak from a machine onto a bright, newly painted clean floor.

18
 5S Seiketsu or Standardize:

5S Standardize – Seiketsu

5S Seiketsu or standardize is the process of ensuring that what we have

done within the first three stages of 5S become standardized; that is
we ensure that we have common standards and ways of working.
Standard work is one of the most important principles of Lean
manufacturing.

5S Shitsuke or Sustain:

5S Sustain – Shitsuke

The final stage is 5S Shitsuke or sustain, ensuring that the company

continue to continually improve using the previous stages of 5S,
maintain housekeeping, and conduct audits and so forth. 5S should

19
become part of the culture of the business and the responsibility of
everyone in the organization.

CHAPTER-3

INTRODUCTION TO
ABSENTEEISM

20
Absenteeism

I. Meaning
Absenteeism is the term generally used to refer to unscheduled
employee absences from the workplace. Many causes of absenteeism
are legitimate, for example personal illness or family issues, but
absenteeism also can often be traced to other factors such as a poor
work environment or workers who are not committed to their jobs. If
such absences become excessive, they can have a seriously adverse
impact on a business's operations and, ultimately, its profitability.
The Labour Department in India defined the absenteeism rate as
the total man-shifts lost because of absences as a percentage of the
total number of man-shifts scheduled. So for calculation of the rate of
the absenteeism we require the number of persons scheduled to work
and the number actually present.
II .Causes of the absenteeism
The rate of the absenteeism in Indian industries is very high and
cannot be dismissed. A Statistical study of absenteeism of Indian
Labour observed that, the basic cause of absenteeism in India is that
industrial worker is still part-time peasant. Thus the workers go to find
jobs at cities after the harvesting their crops. It means that when the
21
transplanting season. These workers consider to the modern
industrialism is insecure. Thus, cause to high rate of the absenteeism in
the industrial sector.
According to the Labour Investigation Committee (1946), there were
many reasons that caused the absenteeism of the industrial workers.
The Commission pointed out many factors which caused the
absenteeism in Indian industries. These factors are:
1. Sickness and low vitality: The committee pointed out that
sickness is most important responsible for absenteeism in almost of the
in Industrial sector. Epidemics like cholera, small-pox and malaria
always break out in severe from in most industrial areas. The low
vitality of the Indian workers makes them easy prey to such epidemics
and bad housing and unsanitary conditions of living aggravate the
trouble. However, the Commission has been noticed that the rate of
absenteeism among the female workers is higher than their male
counterparts.
2. Means of Transport: The Commission also stated that the
transport facilities also play very important to contribute the
absenteeism of the worker in the industries. It has been pointed out
that, the rate of absenteeism is higher in those factories where
transport facilities are not easily available as compared to those where
such facilities are easily available or provided by the factory itself.

22
 3. Hours of work: The long hours of work also affect the workers’
efficiency and consequently their sickness rate and absenteeism rate
are increased.
4. Nightshift: It has also been pointed out that there is a greater
percentage of absenteeism during the nightshifts than in the dayshifts,
owing to the greater discomforts of work during the night-time.
5. Rural exodus: The committee also pointed out that probably
the most predominant cause of absenteeism is the frequent urge of
rural exodus. It has been noticed that the workers go back to their
villages at the time of harvesting and sowing the crops. It increases the
rate of absenteeism in factories.
6. Accident: Industrial accident depends upon the nature of work
to be performed by the worker and his ability for doing that work. In
case of hazardous nature of job, the accidents occur more frequently
which lead to higher rate of absenteeism.
7. Social and religious Function: it has been noticed that workers
become absent form their duty on occasions of social and religious
functions. Since the workers like to join their families on such
occasions, they go back to their villages for like to join short periods.
8.After Pay-Day: the Labour Investigation committee also noted
the level of absenteeism is comparatively high immediately after the
pay-day because they get their wages, they feel like having a good

23
time or return to their villages to make purchases for the family and to
meet them, so the absenteeism is high after they got paid.
Effect of absenteeism:
The effects of the absenteeism of the workers in the factories
adversely effect to the employers, the cost of production of the factory
is increased because of the absent of the workers, by employed extra
temporary staffs in order to replace the absentee.
The effects of absenteeism in the workplace are directly proportionate
to decreased productivity. The company, eventually, is trying to cover
up the direct and indirect cost involved to hire temporary staff, and pay
employees for overtime. So the cost of the production of the company
is increased as the result they increase the price of the commodity, so
the consumers have to pay high price for the commodities.. However,
the workers themselves also effect of the absenteeism because their
income is reduced according to the principle of “no work no pay”, as
the result their standard of live decreased. Thus, absenteeism
adversely affects the employers and the workers, and consumers and
ultimately , it can be adverse affect to the growth of the economy in
the country. so all these give rises to many industrial labour and social
problems.

24
Method to remedy the absenteeism
As regard to the measure to be adopted to remove the
absenteeism, the Bombay Textile Labour Enquiry committee stated
that “the proper conditions of work in the factory, adequate wages,
protection from accident and sickness, and facilities for obtaining leave
for rest and recuperation constitute the most effective means of
reducing absenteeism.
The Labour investigation committee, agreed with the above view,
stated that “the excessive fatigue and sweated conditions of work are
bound to create a defence mechanism’ in the worker and if adding
results are to be obtained, the best policy would be to improve
conditions of work and life for the workers and make them feel
contented and happy. Therefore, the Committee suggested that the
most effective way of dealing with absenteeism is to provide holiday
with pay or even without pay and permit workers to attend their
private affairs occasionally and thus regularise absenteeism instead of
merely taking disciplinary actions for it . Provision of suitable housing
facilities in industrial towns should also go a long way in improving
attendance.
Besides, the above provisions a sense of responsibility towards
industry should be created among the workers through proper
education and training. The workers’ participation in the management

25
 of industry, introduction of an incentive wage scheme and linking
wages and bonus with production may also prove very helpful in
checking the rate of absenteeism.
On the basis of the above analysis, it can safely be concluded that
the rate of absenteeism can be reduced by making provisions for:
a)     Improving the working condition in the factory
b)     Providing adequate wages,
c)     Protection from accident and sickness
d)     Providing facilities for obtaining leave for rest
e)     Suitable housing facilities
f)      Creating a sense of responsibility in workers towards industry
g)     Workers participation in the management of industry,
h)     Introducing incentive wage scheme and linking wages and bonus
with production
i)       And adequate transport facilities
j)       Besides, an affectionate and mild behaviour of the employer will be
helpful in reducing the rate of absenteeism.
The employers should consider the above provisions for the workers
, if the above provision are provided to employees, the absenteeism of
the workers will be decreased and in return the standard of living of
the workers is increased and in return the productivity efficiency of the
workers also increase , in contras the cost of the production is

26
decreased . so the employers can earn maximum profits and the
industrial peace and industrial harmony take place in the industry.
STATEMENT OF THE PROBLEM

Absenteeism has become a major problem in almost all the industrial

sectors. Excessive absenteeism constitutes a considerable cost to the
industry even when the absent employee no pay. Because of
disorganization of work, work schedules are upset and delayed,
resulting in the management failure to meet delivery dates. When sick
pay is authorized, the cost of absenteeism mounds up more rapidly. It
is, therefore desirable that measures are effectively implemented to
minimize the cost of absenteeism as for as possible. In the light of
various factors promoting excessive rate of absenteeism in the units
concerned, measures will have to be taken by the management.
Generally speaking, proper conditions of work in the factory, adequate
wages leave for rest and recuperation constitute the most effective
means of minimizing cost of absenteeism. Provision of suitable housing
facilities in industrial towns would also go a long way in improving
attendance. Unless working and living conditions are improved and
necessary commitment of labour force in the place of work is
promoted and stabilized, the problem of absenteeism cannot be
effectively solved.

27
CHAPTER-4

RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY
28
This research has adopted both exploratory and descriptive research
designs. In exploratory research many focus groups and depth
interviews were conducted among various demographics to
understand the insights of brand preference and their tastes. Based on
the ideas generated during exploratory research the descriptive
research design was finalised. A well structured questionnaire was
developed for the same and data was collected. The research has been
conducted in Bagalkot city, Karnataka, India. The sample units chosen
were car users and owners. Study was restricted to company cars like,
TATA, Maruti Suzuki, Volks Wagon, Fiat, Toyota, Mahindra, etc ( Top
end cars like BMW, Benz, Audi, Hummer, etc are not considered). The
sample size to which questionnaires were administered was 100. and
100 respondents responded. Hence the response rate is 100%.

RESEARCH METHODOLOGY INCLUDES:

 Research
 Research design
 Types of research design
 Types of data collection

MEANING OF RESEARCH

Research is defined “a scientific & systematic search for pertinent

information on a specific topic’’. Research is an art of scientific
investigation. Research is a systemized effort to gain new knowledge. It
is a careful inquiry especially through search for new facts in any
branch of knowledge. The search for knowledge through objective and
systematic method of finding solution to a problem is research.
29
RESEARCH DESIGN

The research design is the set of methods and procedures used in

collecting and analyzing measures of the variables specified in the
research problem research. The design of a study defines the study
type (descriptive, correlation, semi-experimental, experimental,
review, meta-analytic) and sub-type (e.g., descriptive-longitudinal case
study), research problem, hypotheses, independent and dependent
variables, experimental design, and, if applicable, data collection
methods and a statistical analysis plan. Research design is the
framework that has been created to find answers to research
questions.

TYPES OF DESIGNS

There are many ways to classify research designs, but sometimes the
distinction is artificial and other times different designs are combined.
Nonetheless, the list below offers a number of useful distinctions
between possible research designs. A research design is an
arrangement of conditions or collections.

 Descriptive research design

 Co relational research design
 Semi-experimental research design
 Experimental research design
 Review research design
 Meta-analytic research design

30
Sometimes a distinction is made between "fixed" and "flexible"
designs. In some cases, these types coincide
with quantitative and qualitative research designs respectively, though
this need not be the case. In fixed designs, the design of the study is
fixed before the main stage of data collection takes place. Fixed designs
are normally theory-driven; otherwise, it is impossible to know in
advance which variables need to be controlled and measured. Often,
these variables are measured quantitatively. Flexible designs allow for
more freedom during the data collection process. One reason for using
a flexible research design can be that the variable of interest is not
quantitatively measurable, such as culture. In other cases, theory might
not be available before one starts the research.

DATA COLLECTION

PRIMARY DATA

Primary data was collected through questionnaire which was mainly

close-ended questionnaire and discussion with workers.

SECONDARY DATA

secondary data was collected from:

1. Records maintained by  department

2. On the internet
3. In journals
4. In magazines
5. Newspaper
SAMPLING SELECTION AND SIZE

31
The population for the study comprised of absentees for current year,
the total sample 50 workers.

NON-PROBABILITY SAMPLING TECHNIQUES

Non-probability sampling is a sampling technique where the samples

are gathered in a process that does not give all individuals in the
population equal chances of being selected. While choosing one of
these methods could result in biased data or a limited ability to make
general inferences based on the findings, there are also many
situations in which choosing this kind of sampling technique is the best
choice for the particular research question or the stage of research.

PROBABILITY SAMPLING TECHNIQUES

Probability sampling is a technique wherein the samples are gathered

in a process that gives all the individuals in the population equal chance
of being selected. Many consider this to be the more methodologically
rigorous approach to sampling because it eliminates social biases that
could shape the research sample. Ultimately, though, the sampling
technique you choose should be the one that best allows you to
respond to your particular research question.

32
CHAPTER-5

DATA ANALYSIS
AND
INTERPRETATION

33
DATA ANALYSIS AND INTERPRETATION

Q .1 For how many yrs you are working with Aurangabad auto
engineering Pvt. Ltd.?
1. 0-1 year 10% 2. 1-2 year25%
3.2-5 year 29% 4. >5 year 36%

Series
10%

36% 0-1 year

1-2 year
25% 2-5 year
>5 year

29%

Interpretation: it can be seen that 10% of the workers at Aurangabad auto

engineering pvt ltd are working 0-1 year,25% worker are working for 1-2
year,29% of the worker are working for 2-5 year and 36% of the worker for more
then 5year.

Q2) How often you remain absent in a month?

1. Nil 96% 2. Once 0%
3.Twice 4% 4. >Twice 0%

Sales
4%

nil
once
twice
>twice
96%

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

34
Q3) According to you what are the main reasons for
Employees absent?
1.Stress 4% 2. Personal problem 96%

series
4%

stress
personal problem

96%

Interpretation : According to 96% workers, personal problem is the reason for

being absent. 4% think that stress can also be the reason.

Q4) Your views regarding present Absenteeism Policy

of  Aurangabad auto engineering Pvt. Ltd.?
1. Excellent 22% 2. Good 76%
3 .Fair 2% 4. Poor 0%

series
2% 22%
excellent
good
fair
poor

76%

Interpretation : It can be seen that 76% workers rate the present absenteeism
policy as good whereas 22% rate it as excellent.

35
Q5) Are you clear about your work / job responsibilities?
1.Well clear 94% 2. Good 3%
3 .Fairly clear 3% 4. Dnt know 0%

series
3% 3%

well clear
good
fairly clear
dnt know

94%

Interpretation: It can be seen that 94% of the workers at Aurangabad auto

engineering Pvt. Ltd. are clear regarding their work responsibilities.

Q6). Are you satisfied with your work?

1.Well satisfied 82% 2. Fair 18%

series
18%

well satisfied
fair

82%

Interpretation: 82% of the workers are fully satisfied with their work whereas
18% workers think their work as good.

36
Q7) Views regarding working environment of Aurangabad auto
engineering Pvt. Ltd.?

1. Excellent 14% 2. Good 82%

3 .Fair 2% 4. Poor 2%

series
2% 2%
14%

excellen
t
good
fair
poor
82%

Interpretation: 82% workers feel that the working environment at Aurangabad

auto engineering Pvt. Ltd. is good & 14% feel it as excellent.

Q8). Your relations with your superiors?

1. Excellent 22% 2. Good 76%
3 .Fair 2% 4. Poor 0%

series
2% 22%

excellent
good
fair
poor

76%

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

37
Q9). Yours superiors behaviour towards your problem?
1. Excellent 42% 2. Good 56%
3 .Fair 2% 4. Poor 0%

series
2%

42% excellent
good
fair
56% poor

Interpretation: 42% workers think that their superior’s behaviour toward their

problems is excellent & 56% workers consider it as good.

Q10). Yours views regarding facilities provide Aurangabad auto

engineering Pvt. Ltd.?
1.Excellent 86% 2. Fair 14%
14% series

excellent
fair

86%

Interpretation: 86% workers consider that facilities provided to them are good
Where as 14% consider them as excellent.

38
Q11) Are you satisfied with working hours in your organization?
1. Highly satisfied 45% 2. Satisfied 35%
3 .Ok 10% 4. Dissatisfied 5%
5. Highly dissatisfied 5%

5%
series
5%
highly satisfied
10%
satisfied
45% ok
dissatisfied
highly satisfied
35%

Interpretation: 45% workers consider that satisfied with working hour in your
organization problem highly satisfied 35% consider then as satisfied 10% worker
consider them ok 5%bworker consider them as dissatisfied and 5% worker
consider them as above highly dissatisfied.

12) Do you agree candidates with more experience should be given

preference regardless to merit level?
1)strongly disagree 5% 2) disagree 2%
3)neither agree nor disagree 10% 4) agree 30%
5) Strongly agree 53%

8% series
3% strongly disagree
2%
5%
disagree

neither agree nor

disagree

agree

83% strongly agree

39
CHAPTER-6

REVIEW OF
LITERATURE

40
Review of Literature:
Reviews the literature on employee absenteeism as a form of
withdrawal behavior apart from turnover. Studies examining the
psychometric properties of absence measures are reviewed, along with
the relationship between absenteeism and personal, attitudinal, and
organizational variables. Studies exploring the relationship between
absenteeism and turnover are examined according to the unit of
analysis studied in the research. Programmatic efforts to reduce
employee absenteeism are also reviewed. Emphasis is placed on the
indices used by investigators to measure absenteeism, and the
problems that have arisen in the literature through the use of multiple
indicators of absenteeism.

Most of the research works are on human resource management and

HR policies and practices in public sector undertakings. No doubt that
academicians and practitioners alike have devoted a considerable
thought to the various aspects of HR and related aspects, but a very
few studies on behavioural aspects and areas of employee wellbeing
Here an attempt is made to review
the literature covering a wider spectrum of work life balance of
employees especially in Indian organizations.

Kavoussi (1978 ) compared the unauthorized absenteeism rate two

large textile factories and recommended that closer attention to be
paid for improving the of Work Life of and employee.

Raghvan (1978 ) 2the Ex-Chairman of BHEL, a public sector

organization ,stressed the need for worker’s participation in
management .According to him, equal “participation of workers in both
the work and life creates more job satisfaction on the other good
family life.
41
Greenhaus and Beutell(1985)3 work-family conflict as a form of
inter-role conflict in which the role pressures from the two do mains,
this work and family, are mutually non compatible so meeting
demands in one domain makes it difficult demands in the other’. That
is, participation in the work role is made more difficult by virtue of
participation in the family and vice-versa. The major concern in this
most widely used definition of work-family conflict is that role conflicts
are due to problems of role participation and emotional intelligence.

Rice (1985)4 emphasized the relationship between work satisfaction

and Quality of people’s lives. The study contended that work
experiences and outcomes can affect person’s general Quality of life,
both directly and indirectly which effects on their family interactions,
leisure activities and levels of health and energy.

Galinsky et al (1991)5discussed on work life balance policies which

are the values, which attract prospective employee and are tools for
employee retention and motivation. The study found one should also
keep in mind that new generation employee evaluate their career
progress not only in terms of lucrative job assignments but also in
terms of their ability to maintain healthy balance between their work
and non-work life.

Thompson, Andreassi and Prottas(2005)50has identified work life

policies which are very important and defined as the base level
indicators of an organization, prioritizing work over family or family
over work and these policies include flexible work scheduling and leave
of employees from work.

42
Pocock and Clarke(2005 ) explored that spill -over of work into
family life showed that both men and women did not have enough
time to spend with families and moreover work pressure affected the
quality of the family life.

Golden (2004)39defines overwork as the point “when the length of

work hours begin to adversely affect the health and safety of
individuals, families organizations and the public even if the workers
themselves voluntarily, work the excess hours,” Golden also
emphasizes that regulation is required not only in cases where the
longer working hours are involuntary, in order to protect the safety and
health of both workers involved and the general public.

Wilson (2003) found that in the academic world,” having children

particularly early on, can severely damage the job prospects of women,
fatherhood is actually a boon to academic men”. In general, the larger
companies and those in more modern/emerging sectors (such as
information technology and IT-enabled industries in comparison to the
older industries like mining and construction) typically adopt more
family friendly policies that can moderate the level of tension between
work and life/family.

43
CHAPTER-7

CONCLUSION

44
 CONCLUSION:

1. Almost 56% of the workers at Aurangabad auto

engineering Pvt. Ltd.. 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 Aurangabad auto

engineering Pvt. Ltd. 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.

45
CHAPTER-8

BIBLIOGRAPHY

46
 BIBLIOGRAPHY

1- Angelo S Denisi , Ricky W Griffin: (2009) Human

ResourcesManagement, Biztantra Publication, New Delhi 2 nd
edition.

2- Cynthia D. Fisher, Lyle G. Schoenfeldt, and James B. Shaw Human

Resource Management. Biztantrta, New Delhi 2006 Edition.

3- Zohar, E., Mandelbaum, A. and Shimkin, N (2002). Adaptive

behavior of impatient customers in tele-queues: theory and
empirical support. Management Science, 48, 566–583.

4- www.sankajgroup.com (Company Website)

47
QUESTIONNAIRE

48
 QUESTIONNAIRE

 
Employee Name: …………………….
Gender: ………………………………
Age:…………………………………..
Profession:……………………………

Respected Sir / Madam

I am Mohit Kumar sharma, 6thSemester B.B.A student of S.B.S Govtt P.G.

College, Rudrapur. I am conducting a research project on “Absenteeism” as a part
of my study. I would be thankful if u could co-operate with me in filling the
questionnaire.

Q .1 For how many yrs you are working with Aurangabad auto
engineering Pvt. Ltd.?
1. 0-1 year 2. 1-2 year
3.2-5 year 4. >5 year

Q2) How often you remain absent in a month?

1. Nil 2. Once
3.Twice 4. >Twice

Q3) According to you what are the main reasons for

Employees absent?
1.Stress 2. Personal problem

Q4) Your views regarding present Absenteeism Policy

of  Aurangabad auto engineering Pvt. Ltd.?
1. Excellent 2. Good
3 .Fair 4. Poor

49
Q5) Are you clear about your work / job responsibilities?
1.Well clear 2. Good
3 .Fairly clear 4. Dnt know

Q6). Are you satisfied with your work?

1.Well satisfied 2. Fair

Q7) Views regarding working environment of Aurangabad auto

engineering Pvt. Ltd.?

1. Excellent 2. Good
3 .Fair 4. Poor

Q8). Your relations with your superiors?

1. Excellent 2. Good
3 .Fair 4. Poor

Q9). Yours superiors behaviour towards your problem?

1. Excellent 2. Good
3 .Fair 4. Poor

Q10). Yours views regarding facilities provide Aurangabad auto

engineering Pvt. Ltd.?
1.Excellent 2. Fair

50
Q11) Are you satisfied with working hours in your organization?
1. Highly satisfied 2. Satisfied
3 .Ok 4. Dissatisfied
5. Highly dissatisfied

12) Do you agree candidates with more experience should be given

preference regardless to merit level?
1)strongly disagree 2) disagree
3)neither agree nor disagree 4) agree
5) Strongly agree

Employee Suggestion:

51