A Study On Employee Absenteeism

A STUDY ON EMPLOYEE ABSENTEEISM
5. B (4) Stress is a part of work life.
Table - 5.B (4)
SL. NO. PARTICULARS NO OF RESPONDENTS PERCENTAGE

1 Strongly agree 4 17
2 Agree 19 63
3 Disagree 6 20
4 Strongly disagree 00 00
Total 30 100
Chart - 5.B (4)

1
Analysis: From the above table it clearly shows that among all 30 respondents 4 respondents that is 17
percent of them strongly agree, 19 respondents that is 63 percent of them agree and 6 respondents that
is 20 percent of them disagree.
Interpretation: As per the above analysis it can be interpret that majority of the respondents that is 63
percent are facing stress in work life.
5. B (13) Employee's opinion in the motivation factors to absenteeism.
Table - 5.B (13)

1 Good employee 7 23
relationship
2 Recognisition of 6 20
work
3 Career guidance 8 27
4 Monitory benefits 9 30
Total 30 100
Chart - 5.B (13)
Motivation factors to control absenteeism

■ No of respondents ■ Percentage
100%
DR. B.R. AMBEDKAR POST GRADUATE CENTRE, SUVARNA GANGOTHRI,

CHAMARAJANAGAR - 571313 Page No. 1
___________________________A STUDY ON EMPLOYEE ABSENTEEISM
Analysis: From the above the table it clearly shows that among all 30 respondents, 7 respondents that is 23 percent
of them have good employee relationship, 6 respondents that is 20 percentage of them have recognition of the work,
8 respondents that is 28 percent of them have carrier guidance and 9 respondents that is 30 percent of them have
monitory benefits.
Interpretation: As per the above analysis it can be interpret that majority of the respondents that is 30 percent of
the respondents tell motivation factors control absenteeism.
5. B (14) Are you satisfied with fringe benefits.
Table - 5.B (14)
SL. NO PARTICULARS NO OF RESPONDENTS PERCENTAGE

1 Yes 30 100
2 No 00 00
Total 30 100
Chart - 5.B (14) Fringe Benefits
100% 100%
No Total
Analysis: From the above table it clearly shows among all 30 respondents, 30 respondents that is 100 percent of
them say yes they are satisfied with fringe benefits.
the respondents say yes, satisfied with fringe benefits.
5. B (15) Does the habit of alcoholism make influence on taking leave.
Table - 5.B (15)

1 Often 3 10
2 Very often 6 20
3 Sometimes 14 47
4' No 7 23
Total 30 100

Chart-5.B (15) Habit of alcoholism to
take leave
100%
Often Very often Some times No Total
Analysis: From the above table it clearly shows that among all 30 respondents, 3 respondents that is 10 percent of
them is often, 6 respondents that is 20 percent of them is very often, 14 respondents that is 47 percent of them is
sometimes and 7 respondents that is 23 percent of them say no.
the respondents sometimes take leave due to alcoholism.
CHAPTER-VI FINDINGS, SUGGESTIONS AND CONCLUSION 6.1
FINDINGS;
> The study reveals that 11 (37%) of respondents below age group of 36 - 45 years.
> The study reveals that 24 (80%) majority of respondents is male.
> The study also reveals that majority that is 22 (73%) of respondents are married.
> The study reveals that 12 (40%) of employee 0 to 10 & where as 12 (40%) of employee 11 to 20 years of
working experience in the industry.
> The study reveals that 10 (34%) of respondents obtained in Diploma / ITI.
> The study reveals that 14 (47%) respondents satisfied of job.
> The study reveals that 12 (40%) of people rarely of time communicate with of our feelings.
> The study reveals that 10 (33%) Of respondent's significantly facing job related problem.
> Majority of that is 10 (63%) of respondents agreed for stress is part of work in life.
> The study reveals that 14 (47%) respondents opinion as company giving salary is good.
> The study reveals that 16 (54%) of respondents in 1 - 2 days taken leaves for arrive in a month.
> The study reveals that 12 (40%) of respondents work stress main cause in make a in influence in taken for
more leaves.
> The study reveals that 12 (40%) of respondents opinion about working overtime may be increase of
absenteeism.
> The study reveals that 14 (47%) of respondents opinion about working environment is good.
> The study reveals that 14 (46%) Of respondents were as the company provides in welfare measures in
satisfied.
> The study reveals that 10 (33%) most of respondents shall give the need of training reduce for absenteeism.
> The study reveals that 22 (80%) of respondents were opinion in yes for could help in colleagues in personal
problem.

> Majority that is 9 (30%) of respondents as organization provides in monitory benefit rather
thinly motivation of employee & reduce absenteeism in organization.
> The study reveals that 30 (100%) of respondents satisfied of organization fringe benefit.
> The study reveals that 14 (47%) of respondents ensure sometimes alcoholism make influence
taken leaves.
6.2 SUGGESTIONS;
> Majority of respondents are satisfied with job, salary and increase in increments. So
maintaining this working process system by management is good.
> The South India Paper Mill Limited (SIPM) has ensured working environment among towards
employee relationship.
> The South India Paper Mill Limited (SIPM) has improve employee working & living condition
and providing the welfare measures to safety of employees.
> Especially some members facing with working stress & need of the training in particular work
organization provides with the on job training.
> As organization reduces absenteeism organization mainly conduct with value added activities
and recreation programs.
> The management should conduct regular seminars, group's discussions, social gathering
orientations programmers' on the problems of absenteeism.
> The personnel department (HRD) of the factory must conduct the interviews of the absenteeism
cases and give proper counseling to the workers.
6.3 CONCLUSION:
Absenteeism is an important aspect of Human Resource Management and the content of
theories on absenteeism suggested to minimize the absenteeism in organization, absenteeism is the
main reason for poor productivity, loss workers in organization.
The study on conducted of employee absenteeism in the South India Paper Mill Limited
(SIPM), Thandavapura clearly reveals that there were several reasons for the absenteeism in
organization in present & past days.
In these days of complex situation the human being are considered as asset for the organization
and should be taken in proper actions to create better human relations, leading to the minimizing of
absenteeism and motivation the employees.
Absenteeism plays a vital role in the industries because it study why the workers absent for
their work, work place then the management will take the proper steps to minimize absenteeism and
motivate the employee's to work.
Even company is providing extent facilities to the employee's to motivate an involving of work
extent the company may provides some needful beneficiaries especially in monitory benefit, good
ventilation, employee relationship, welfare facilities, in each of the facilities it ensure to reduce the
absenteeism and enhance the employee's to work more efficiently and effect for achieving the
organization objectives.
So organization should initiate appropriate strategies to motivation the employee can be

sustained for a long duration and their by is taken to prevent employee turnover in the organization
there is no doubt if the company or organization minimize the absenteeism then it will be positively
affect.

BIBLIOGRAPHY
Books:
> Dr. S. S. Khanka, (2002), First Edition, Organizational Behaviour (Text and Cases), S. Chand
and Company, Ram Nagar, New-Delhi - 110055, Page No - 227 to 230.
> P. Subba Rao, (2000), First Edition, Personnel and Human Resource Management, Mrs. Meena
Pandey for Himalaya Publicating House Private Limited, "Radon", Dr. Bhalerao Marg,
Girgaon, Mumbai - 400004, Page No - 195 to 200.
> Scott Snell, George Bohlander, Veena Vohra, (2007), Human Resources Management, A
South-Asian Perspective, Cengage Learning India Private Limited, Patparganj, Delhi -110092,
Page No - 96 to 99.
Journals:
www. scimagojr.com/j
ournalrank.php
www.plos.org/publications/journals
www.medknow.com/journals.asp
Articles:
http://www.science
direct.com http: //www.
ingentaconnect.com http: //www.
ingentaconnect.com Others:
www.labourhr.com
www.oxforddictionaries.com/definition/english/absenteeism
www.citehr.com
www.labourguide.co.za/general/106-absenteeism-in-the-workplace
humamesources.about.com/od/labor relations/.../manage_absences.html

ANNEXURE
QUESTIONNAIRE
A STUDY ON EMPLOYEE ABSENTEEISM IN THE SOUTH INDIA PAPER MILL

LIMITED (SIPM), THANDAVAPURA
Respected Sir/Madam,
I am student pursuing 2nd year MSW (Master of Social Work) at Dr. B.R. Ambedkar Post Graduate
Centre, Suvarnagangothri, University of Mysore, Chamarajanagar. As a part of this project study we
have prepared a questionnaire so we are requesting you to give opinion through the questionnaire and it
will be maintained confidential and not to be disclosed.
Thanking you,
Yours faithfully,
Shivakumara .H.S

5. B (5) Opinion regarding to the present salary given to me.
Table - 5.B (5)

1 Excellent 7 23
2 Good 14 47
3 Average 9 30
4 Poor 00 00
Total 30 100
Chart - 5.B (5)
Statisfaction about present salary

47%
100
7jpt jyB
xTJgll— mm
mm—jjH %
Excellent Good Average Poor Total
Analysis: From the above table it clearly shows that among all 30
respondents, 7 respondents that is 23 percent of them are excellent, 14
respondents that is 47 percent of them are good and 9 respondents that is 30 percent of them are
average regarding the salary.
percent have opted good opinion about the present salary.
PART -1
l)Name: _____
2) Department:
3) Age:
b) 25- 35 years d) 45 & above

a) Below 18years c) 35 -45 years
4) Gender: a) Male
b) Female
5) Marital status: a) Married
6) Year of experience:
b) Unmarried
a) 0 - 10 years
c) 20 - 30 years
b) 10-20 years d) 40 & above

7) Education & qualification:
a) Diploma / ITI
b) Degree d ) P U C
c) Master degree
8) Worker's opinion about the job
b) Satisfied
a) Average
d) Highly dissatisfied
c) Highly satisfied

9) I am able to communicate my feelings to others?

a) Always b) Very often
c) Rarely d) Never

10) I will remain absent because of
a) Person problem b) Job related problem
c) Pressure on the job d) Others
11) Stress is a part of work life
a) Strongly agree b) Agree
c) Disagree d) Strongly disagree
12) My opinion regarding to the salary given to me
a) Excellent b) Good
c) Average d) Poor
13) How many day's you remain absent due to late arrival in a month
Or a) 0 - 1 days b) 1 -2 days
c) 2 -3 days d) or more
14) Employee or Worker reason for more leaves than given
a) Sickness b) Stress
c) Lack of interest in job d) Working environment
rc
15) Working overtime increase absents
a) Yes b) No
m r r r>
f1 p c) Cannot say d) May be
16) Employee opinion regarding work environment
a) Excellent c) Average b) Good
d) Poor

17) Are satisfied with the welfare measures adopted by the company
a) Highly satisfied b) Satisfied
c) Neutral d) Dissatisfied
18) Worker's opinion reduces absenteeism?
a) Co -ordination with co - workers b) Good environment
c) Effective supervision d) Need of training
19) Do your colleague help case of personal problem?
a) Yes b) No
c) Sometimes d) Rarely
20) Employee's opinion on the motivation factors to avoid the absentees?
a) Good employee relationship b) Recognition of the work
c) Carrier guidance d) Monitory benefit's for performance
21) Are you satisfied fringe benefit's
a) Yes b) No
22) Does the habit of alcoholism make you influence on taking leave,
a) Often b) Very often
c) Sometimes d) No
5. B (6) How many days you remain absent due to late arrival in a month.
Table - 5.B (6)

1 0 - 1 days 5 16
2 1 - 2 days 16 54
3 2 - 3 days 9 30
4 Or more 00 00
Total 30 100
Chart-5.B (6)
Absent due to late arrival

■ No of respondents ■ Percntage
100%
0-1 days 1 - 2 days 2 - 3 days Or more Total
Analysis: From the above table it clearly shows that among all 30 respondents, 5 respondents that is 16
percent of them are 0 to 1 day absent, 16 respondents that is 54 percent of them are 1 to 2 days absent
and 9 respondents that is 30 percent of them are 2 to 3 days absent.

percent of the respondents are 1 to 2 days absent due to late arrival in a month.
5. B (7) Employee or worker reason for taking more leaves than given.
Table - 5.B (7)

1 Sickness 8 26
2 Stress 12 40
3 Lack of interest in job 5 17
4 Working environment 5 17
Total 30 100
Chart - 5.B (7)
Reason for taking more leaves

100%
Sickness Stress Lack of Working Total

interest in job environment
percent of them have sickness, 12 respondents that is 40 percent of them have stress, 5 respondents that
is 17 percent of them are lack of interest in job and 5 respondents that is 17 percent of them are based
on due to working environment.
percent of the respondents due to stress are taking more leaves than given.
5. B (8) Working overtime increases absents.
Table - 5.B (8)

1 Yes 9 30
2 No 4 13
3 Can't say 5 17
4 Maybe 12 40
Total 30 100
Chart-5.B (8)
Working overtime increases absents ■
100
%
No of repondents a Percentage
Yes No Can't say May be Total

40%
30%
percent of them say yes, 4 respondents that is 13 percent of them say no, 5 respondents that is 17
percent of them tell can't say and 12 respondents that is 40 percent of them say may be due to working
overtime increases absenteeism.
percent of the respondents say may be working overtime increases absenteeism.
5. B (9) Employees opinion regarding work environment.
Table - 5.B (9)

1 Excellent 20
2 Good 14 47
3 Average 10 33
4 Poor 00 00
Total 30 100
Chart - 5.B (9)
Employees opinion regarding work environment

100%
Excellent Good Average Poor Total
percent of them are excellent, 14 respondents that is 47 percent of them are good and 10 respondents
that is 33 percent of them are average.
percent opines that they have good working environment.

5. B (10) Are you satisfied with the welfare measures provided by the company.
Table - 5.B (10)

1 Highly satisfied 5 17
2 Satisfied 14 46
3 Neutral 11 37
4 Dissatisfied 00 00
Total 30 100
Chart - 5.B (10)
Satisfaction about welfare measures ■

No of respondents ■ Percentage
100
%
46
%
17
% _0-- - -Q_
Tot
al
37%
Highly satisfied Satisfied Neutral Dis satisfied
Analysis: From the above the table it clearly shows that among all 30 respondents, 5 respondents that
is 17 percent of them are highly satisfied, 14 respondents that is 46 percent of them are satisfied, 11
respondents that is 37 percent of them are neutral.
percent of the respondents are satisfied with the welfare measures provided by the company.
5. B (11) Worker's opinion reduces absenteeism.
Table-5.B (11)

1 Co-ordination with co-workers 7 23
2 Good environment 5 16
3 Effective supervision 8 27
4 Need of training 10 33
Total 30 100
Chart-5.B (11)
Employees opinion to reduce absenteeism

m No of respondents ■ Percentage
100%

Co- Good Effective Need of

ordination environment supervision training with co
-workers
Analysis: From the above table it clearly shows that among all 30 respondents, 7 respondents that is
23 percent of them have co-ordination with co-workers, 5 respondents that is 16 percent of them have
good environment, 8 respondents that is 27 percent of them have effective supervision and 10
respondents that is 33 percent of them say training is needed.
percent of the respondents say training is needed to reduce absenteeism.

5. B (12) Does your colleagues helps in personal problem.
Table - 5.B (12)

1 Yes 22 74
2 No 8 26
Total 30 100
Chart - 5.B (12)

o
<T) r>
($
Colleagues help in personal problem ■
I No of respondents ■ Percentage 100%

26%
e
74
% ■H-
No
Total
O
Analysis: From the above table it
clearly shows that among all 30
respondents, 24 respondents that is
ft I 74 percent of them say yes and 8
respondents that is 26 percent of them say no.
7 Interpretation: As per the above analysis it can be interpret that majority of the respondents that is 74
percent of the respondents say yes, colleagues help them while handling personal problems.


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A STUDY ON EMPLOYEE ABSENTEEISM

5. B (4) Stress is a part of work life.

Table - 5.B (4)

SL. NO. PARTICULARS NO OF RESPONDENTS PERCENTAGE

Chart - 5.B (4)

Table - 5.B (13)

SL. NO. PARTICULARS NO OF RESPONDENTS PERCENTAGE

Chart - 5.B (13)

Motivation factors to control absenteeism

DR. B.R. AMBEDKAR POST GRADUATE CENTRE, SUVARNA GANGOTHRI,

Table - 5.B (14)

SL. NO PARTICULARS NO OF RESPONDENTS PERCENTAGE

Chart - 5.B (14) Fringe Benefits

Table - 5.B (15)

SL. NO. PARTICULARS NO OF RESPONDENTS PERCENTAGE

DR. B.R. AMBEDKAR POST GRADUATE CENTRE, SUVARNA GANGOTHRI,

Chart-5.B (15) Habit of alcoholism to

Often Very often Some times No Total

CHAPTER-VI FINDINGS, SUGGESTIONS AND CONCLUSION 6.1

DR. B.R. AMBEDKAR POST GRADUATE CENTRE, SUVARNA GANGOTHRI,

So organization should initiate appropriate strategies to motivation the employee can be

DR. B.R. AMBEDKAR POST GRADUATE CENTRE, SUVARNA GANGOTHRI,

direct.com http: //www.

ingentaconnect.com http: //www.

DR. B.R. AMBEDKAR POST GRADUATE CENTRE, SUVARNA GANGOTHRI,