A

Project report on

EMPLOYEE ABSENTEESIM AT JSW CEMENT , NANDYALA

By

D.KOWSAR
Regd. No. 19G31E0029

MASTER OF BUSINESS ADMINISTRATION

Master of Business Administration

St. Johns College of Engineering &Technology
Yemmiganur, Kurnool(Dist).
2019-2021

1
 A
Project report on

EMPLOYEE ABSENTEEISM AT JSW CEMENT , NANDYALA

Dissertation submitted in
Partial fulfillment of the requirements for the
Award of the degree in
Master of Business Administration
By
D.KOWSAR
Regd. No. 19G31E0029

Under the guidance of

Dr. S. ANEEL AMRUTHA RAJU

HOD & ASSOCIATE PROFESSIOR, MBA Dept.

Master of Business Administration

St. Johns College of Engineering &Technology
Yemmiganur, Kurnool(Dist).
2019-2021

2
 DECLARATION

I hereby declare that this project report entitled “EMPLOYEE ABSENTEEISM AT

JSW CEMENT , NANDYALA ” has been prepared by me during the year 2020 -2021in
partial fulfillment of the requirements for the award of the degree of Master of Business
Administration, JNTU Anantapur.

I also declare that this project work is the result of my own efforts and
this has not been submitted to any other university for the award of any degree or
diploma.

(D.KOWSAR)

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 CERTIFICATE FROM THE GUIDE

This is to certify that Ms. D.KOWSAR submits the project report entitled “EMPLOYEE
ABSENTEEISM AT JSW CEMENT, NANDYALA” in fulfillment for the award of
Master of Business Administration, JNTU Anantapur, is a record of bonafied work
carried out by him under my guidance and supervision.

The results embodied in this project have not been submitted to any other

university or institute for the award of any degree or diploma.

Dr. S. ANEEL AMRUTHA RAJU

HOD of MBA Department
St. Johns College of Engineering &Technology
Yemmiganur, Kurnool (Dist).

4
 Master of Business Administration
St. Johns College of Engineering &Technology
Yemmiganur.

This is to certify that the project report entitled “EMPLOYEE ABSENTEEISM

AT JSW CEMENT , NANDYALA ”has been submitted by Ms. D.KOWSAR in partial
fulfillment of the requirements for the award of degree of Master of Business
Administration of JNTU, Anantapur for the academic year 2020-2021.

HOD of MBA Department

St. Johns College of Engineering &Technology
Yemmiganur, Kurnool (Dist).

5
 TO WHOM SO EVER IT MAY CONCERN

This is to certify that Ms. D.KOWSAR REG. No.19G31E0029 MBA student of St. JOHNS COLLEGE OF
ENGINEERING AND TECHNOLOGY,YERRAKOTA, KURNOOL ( DT.) as undergone project work
training at our organization and studied on “EMPLOYEE ABSENTEEISM ” on JSW CEMENT PVT LTD.
The student has successfully completed the project work training from 1-06-2021 to 15-07-2021 and submitted the
report within a period of 45 days.
During the training period the student has shown keen interest in learning the things and she is disciplined, sincere
and hard working.
We wish her best wishes and success for his future endeavors.

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 PROJECT VIVA VOCE CERTIFICATE

This is to certify that Mr. D.KOWSAR has attended for the External

project viva voce examination and completed successfully on ___________ for the

award of degree of Master of Business Administration of JNTUA, Anantapur for the

academic year 2020-2021.

External examiner Internalexaminer

HOD
MBA Dept

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 ACKNOWLEDGEMENTS

I would like to acknowledge all the people who helped me to complete my project
successfully.

I wish to express my sincere gratitude to Dr. V. VEERANNA garu, Principal of

St.Johns College Of Engineering &Technology ,Yemmiganur , Kurnool (dist) for
consistent help and providing good facilities to complete my project work.

I wish to thank Dr. S. ANEEL AMRUTH RAJ garu, Head of the department
of MBA, of St .Johns College of Engineering & Technology, for his continuous support
and timely suggestions.

My special thanks to Dr. S. ANEEL AMRUTH RAJ garu, Head of the

department of MBA, of St .Johns College of Engineering & Technology, who acted as
my project guide and enabled me in completing this work successfully.

I am extremely thankful to all my faculty members of department of MBA, St

.Johns College of engineering and technology, Yemmiganur.

Finally, I express my heart full thanks to those who are helped me directly or
indirectly in successful completion of project.

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 INDEX
Chapter I : Introduction
Objectives of the study
Scope of the study
Need for the study
Research Methodology
 Data Collection
 Sample size
 Sample Method
 Questionnaire
Limitations
Chapter II : Industry profile
Chapter III : Company profile
Chapter IV : Theoretical framework
Chapter V : Data analysis and Interpretation
Chapter VI : Findings, Suggestions and Conclusion
Appendix : Questionnaire, Bibliography

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 CHAPTER -I
INTRODUCTION

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 INTRODUCTION

The study of absenteeism is very important for any industry. The word absenteeism means
he absence of an employee from work when he is scheduled to be present at in work place.
An employer has available of work and employee is well aware of it, and when employer
has no information in advance, that the employee will not reputed for duty for work if he has
taken leave to which he is entitled or on ground of sickness or in case of accident . Thus
absence may authorize or unauthorized willful or caused by circumstance beyond employee’s
control.

When an employee fails to report for duty on time without prior intimation or approval, then
the employee is marked as “ABSENT”. Absenteeism without genuine reason reflects of
belonging and strictly speaking ought not to be regarded as a disease, but more a symptom
either of shoddy manpower planning which does not take into consideration working
conditions and socio-cultural compulsion prevalent in society, or the presence of monotonous
schedules at the work site leading to lowering of morale and motivation in the organization.
It is therefore imperative that organization undertakes detail analysis of the cause for
absenteeism.

What is absenteeism?
Employee’s presence at work place during the schedule time is highly essential for smooth
running of the production process in particular and the organization in general. Despite the
significance of their presence, employees sometimes fail to report at the work place during
the scheduled time, which is known as “Absenteeism”.

An employee, scheduled to attend his duty on a prescribed shift, abstaining from the same
due to reasons of sickness, social functions, death of a relative and so on, it is called
absenteeism. A absence due to prior permission will not affect much as the organization will
be aware of the absence. Leave is a word which means permission. A worker or an employee
must have leave to his credit in view of himself having worked for a certain number of days

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in the preceding calendar year. However, the discretionary part of sanctioning the same on
application lies entirely in the organization.

EX: An application for leave to attend a marriage is of less the mere fact, that a person has
leave to his credit does not impose an obligation and is your part to sanction.

A worker is to be treated as absent for purpose of these absenteeism statistics, even when he
does not turn for work after obtaining prior permission. Absence of a worker on account of
strike or lay-off that is voluntary.

Definition:
“Absenteeism as the failure of a worker to report for work when he is scheduled to work”

- LABOUR BUREAU, SIMLA.

Employee’s presence at work place during the schedule time is highly essential for smooth
running of the production process in particular and the organization in general. Despite the
significance of their presence, employee sometimes fails to report at the work place during
the scheduled time, which is known as “ABSENTEEISM”.

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 OBJECTIVES OF THE STUDY

 To identify the reasons for absenteeism.

 To study the contribution of health on absenteeism.

 To study the impact of work and working conditions on absenteeism.

 To study the measures to be taken to minimize absenteeism.

 To identify employees of the organization to satisfy their job.

 To study the quality stress levels of the employees in reaching their jobs.

 To study the various methods of the organization to reduce the absenteeism.

 To study the dyadic relationship between the employer and employee.

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 SCOPE OF THE STUDY

The development of any organization depends on the regularity of employees. The study is
conducted to know the various levels and reasons for absence of the employees in an
organization. By looking it, one can adopt collective measures to decrease irregularities in the
organization, and leads to organizational growth.

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 NEED FOR THE STUDY

 To study how an employee follows the company discipline, moral, fear and control.

 The study aims at revealing the causes of absenteeism.

 To identify the steps taken to reduce absenteeism

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 RESEARCH METHODOLOGY
Research is scientific and systematic search for pertinent information on a specific topic.
Research is defined as careful investigation inquiry especially through for search for new facts in
any branch of knowledge.

A research is “arrangement of conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy position”.

Research Design:

Good planning gives the direction to the research for the successful completion of the project
because," A good start is half done". The plan of the study is called Research Design.
The design includes outline of researcher will do from writing the hypothesis and its operational
implications to the final analysis of the data.

The methodology adopted for the study is as follows.

1. Primary data

2. Secondary data

Primary data
The primary data are which are collected a fresh data and first time those to be original in
character. The primary data has been collected through questionnaire, observation and personal
interaction with employees. This method has been chosen keeping in view its simplicity and in
case of few questions. The respondents are free present their own views, opinions and
suggestions
Secondary data
The secondary data are which have already been collected by someone else and which has
already been through statistical process.

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Sampling

A process used in statistical analysis in which a predetermined number of observations will be

taken from a larger population. Thus the method adopted for the study is sampling.The
Researcher used descriptive research procedure for describing the present situations in the
organization analytical research to analyze the results by using research tools.

Data source Primary & Secondary Data

Research Approach Direct method

Data analysis and interpretation

Data is analyzed and interpreted using statistical methods like pie diagrams. The collected
data was first codified and then crystallized into tables which are further elucidated by dint
by and pie charts. The conventional statistical techniques used in this survey are the
percentage analysis and the graphical representation .Percentage analysis and the graphical
representation. Percentage analysis has been used as the main and the graphs are helpful to
analyze and interpret the data. Suggestions and recommendations were made at the end of the
report. Percentage refers to a kind of ratio .Percentages are used in making comparison
between two or more series of data. They can also be used to compare the relative terms.

Research design Descriptive in nature

Research approach Direct contact
Research instrument A well structured questionnaire
Sample size 75
Sample unit Employees
Graph Bar graph
Statistical method Percentage method
Sampling method Random sampling

Sampling area : The research was conducted at “JSW CEMENT COMPANY”

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 LIMITATIONS OF THE STUDY

1. As the survey was conducted from a sample, findings cannot be drawn exactly.

2. Some of them did not fill the questionnaire due to lack of time.

3. Some response could not be collected from the total sample selected.

4. As the survey was conducted at workplace, the respondent pay little time for answering
the questions.

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 CHAPTER -II
INDURSTRY PROFILE

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 INDUSTRY PROFILE

CEMENT MEANS
Cement is a mixture of limestone, clay, silica and gypsum. It is a fine powder which when mixed with
water sets to a hard mass as a result of hydration of the constituent compounds. It is the most commonly used
construction material. India, being the second largest cement producer in the indeed after China with a total
capacity of 151.2 Million Tons (MT), has got a huge cement industry. With the government of India giving
boost to various infrastructure projects, housing facilities and road networks, the cement industry in India is
currently growing at an enviable pace. More growth in the Indian cement industry is expected in the coming
years. It is also predicted that the cement production in India would rise to 236.16 MT in FY11. It's also
expected to rise to 262.61 MT in FY12. The cement industry in India is dominated by around 20 companies,
which account for almost 70% of the total cement production in India. In the present year, the Indian cement
companies have produced 11 MT cement during April-September 2009. It took the total cement production in
FY09 to 231 MT

Industry Background
The history of the cement industry in India dates back to the 1889 when a Kolkata-based company
started manufacturing cement from Argillaceous. But the industry started getting the organized shape in the
early 1900s. In 1914, India Cement Company Ltd was established in Porbandar with a capacity of 10,000 tons
and production of 1000 installed. The India War I gave the first initial thrust to the cement industry in India and
the industry started growing at a fast rate in terms of production, manufacturing units, and installed capacity.

This stage was referred to as the Nascent Stage of Indian Cement Industry. In 1927, Concrete
Association of India was set up to create public awareness on the utility of cement as well as to propagate
cement consumption.
The cement industry in India saw the price and distribution control system in the year 1956,
established to ensure fair price model for consumers as well as manufacturers. Later in 1977, government
authorized new manufacturing units (as well as existing units going for capacity enhancement) to put a higher
price tag for their products. A couple of years later; government introduced a three-tier pricing system with
different pricing on cement produced in high, medium and low cost plants.

Cement industry, in any country, plays a major role in the growth of the nation. Cement industry in
India was under full control and supervision of the government. However, it got relief at a large extent after the
economic reform. But government interference, especially in the pricing, is still evident in India. In spite of

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being the second largest cement producer in the India, India falls in the list of lowest per capita consumption of
cement with 125 kg. The reason behind this is the poor rural people who mostly live in mud huts and cannot
afford to have the common. Despite the fact, the demand and supply of cement in India has grown up. In a fast
developing economy like India, there is always large possibility of expansion of cement industry.

DOMESTIC PLAYERS
While the Cement Corporation of India, a central public sector undertaking, comprises 10 units; the various
State governments own 10 large cement plants. Among the leading domestic players in terms of large cement
manufacturing are:
 Ambuja Cement,
 Aditya Birla Group (which owns UltraTech Cement),
 ACC Ltd, Binani Cement ,
 India Cements and J K Cement.
They are not the foremost producers of cement but also enjoy a high level of equity in the market.
Despite a slowdown in most sectors of the economy, the Aditya Birla group, the country’s largest cement
maker, has seen a sharp rise in cement sales in December. According to figures released by the conglomerate,
sales by the group are up 13.36 percent at 2.82 MT, compared to last year. The Birla group’s production of
cement for December also rose, by 14.85 percent to 2.27 MT. The other large cement maker, ACC, too saw a
jump in sales in December, despite the slowdown in the realty sector.ACC reported a marginal rise in its
cumulative production for the January-December period to 20.84 MT, from 19.92 MT last year; sales rose to
20.86 MT from 19.88 MT last year Ambuja Cements Ltd, India’s third-largest cement maker, too saw an
increase in shipments in December 2008. Shipments rose 11.8 per cent to 16.62 MT from 14.86 MT, a year
earlier.
Cement companies in India
Fast rising Government Expenditure on Infrastructure sector in India has resulted in a higher demand
of cement in the country. In the same direction, participation of larger companies in the sector has increased.
For raising efficiency in the sector, the Planning Commission of India in the 10 th plan has formed a ‘Working
Group on Cement Industry’. There are a total number of 125 large cement plants and more than 300 small
cement plants operating in India presently.

Top 10 Companies

 Ultratech Cement
 Acc Cement
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  Ambuja Cement
 Shree Cement
 Prism Cement
 RamcoIndustries
 India Cement limited
 JK Cement limited
 Birla corporation
 JK Lakshmi Cement limited

Cement Production and Growth

Domestic demand plays a major role in the fast growth of cement industry in India. In fact the domestic
demand of cement has surpassed the economic growth rate of India. The cement consumption is expected to
rise more than 22% by 2009-10 from 2007-08. In cement consumption, the state of Maharashtra leads the table
with 12.18% consumption, followed by Uttar Pradesh. In terms of cement production, Andhra Pradesh leads
the list with 14.72% of production, while Rajasthan remains at second position.
The production of cement in India grew at a rate of 9.1% during 2006-07 against the total production of
147.8 MT in the previous fiscal year. During April to October 2008-09, the production of cement in India was
101.04 MT comparing to 95.05 MT during the same period in the previous year. During October 2009, the total
cement production in India was 12.37 MT compared to a production of 11.61 MT in the same month in the
previous year. The cement companies are also increasing their productions due to the high market demand. The
cement companies have seen a net profit growth rate of 85%. With this huge success, the cement industry in
India has contributed almost 8% to India's economic development.

Technology Up-gradation
Cement industry in India is currently going through a technological change as a lot of up gradation and
assimilation is taking place. Currently, almost 93% of the total capacity is based entirely on the modern dry
process, which is considered as more environment-friendly. Only the rest 7% uses old wet and semi-dry
process technology. There is also a huge scope of waste heat recovery in the cement plants, which lead to
reduction in the emission level and hence improves the environment .

Cement Dispatches
Cement industry in India has successfully maintained almost total capacity utilization levels, which

22
resulted in maintaining a 10% growth rate. In 2014-15, the total dispatch was 155 MT, which rose up to 170
MT in 2013-14. The month of October 2009 saw a cement dispatch of 12.22 MT, which was almost 9% higher
than the total cement dispatch of 11.21 MT in the same month in the previous year. However, there are around
20 big names that for more than 70% of the total cement production in India. The total installed capacity is
distributed over around 129 plants, owned by 54 major companies across the nation. Following are some of the
major names in the Indian cement industry.

The major names in the Indian cement industry

Company production Installed Capacity

1
ACC 18,640
7,902
1
Gujarat Abuja 14,860
5,094
1
Ultratech 17,000
3,707
1
Grasim 14,115
4,649
8
India Cements 8,810
4,434
6
JK Group 6,680
3,174
6
Penna Cements 6,531
2,316
6
Century 6,300
3,636
4
Madras Cements 5,470
,550
5
Birla Corp. 5,113
3,150

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Mergers and Acquisitions in Cement Industry in India

 Ultratech Cement is going to absorb its sister concern Samruddhi Cement to become biggest
cement company in India.
 India’s leading foreign funds like HSBC, ABN Amor, Fidelity, Emerging Market Fund and
Asset Management Fund have together bought 7.5% of India Cements (ICL) at a cost of US$
124.91 million.
 Camper, a Cement company of Portugal, has bought 53.63% stake that Grasim Industries had
in Shree DigVijay Cement.
 French cement company Vic at SA bought 6.67% share of Sager Cement at a cost of US$
14.35 million.
 Holmic now holds 56% stake of Abuja Cement. Previously it held 22% of stake. The company
utilized various open market transactions to increase its stakes. It invested US$ 1.8 billion for
that.

Recent Investments in the Indian Cement Industry

 In a recent announcement, the second largest cement company in South India, Dalmia Cement
declared that it's going to invest more than US$ 652.6 million in the next 2-3 years to add 10
MT capacities.
 Anil Ambani-led Reliance Infrastructure is going to build up cement plants with a total
capacity of yearly 20 MT in the next 5 years. For this, the company will invest US$ 2.1 billion.
 India Cements is going to set up 2 thermal power plants in Andhra Pradesh and Tamil Nadu at
a cost of US$ 104 billion.
 Anil Ambani-led Reliance Cementation is also going to set up a 5 MT integrated cement plant
in Maharashtra. It will invest US$ 463.2 million for that.
 Jaiprakash Associates Ltd has signed a Moue with Assam Mineral Development Corporation
Limited to set up a 2 MT cement plant. The estimated project cost is US$ 221.36 million.

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STATE OF TECHNOLOGY AND ENERGY CONSERVATION -
ENVIRONMENTAL POLLUTIONTECHNOLOGY:

Cement Industry has been in existence in India for over eight decades. From the initially available wet
process technology the industry has traveled through semi-dry and the latest energy efficient dry process
technology. Recent plants have been erected with state-of-art technology comparable to those available in the
India. The earlier cement plants that came into existence were mostly of small kiln capacities of 300 to 600 tad
based either on wet or dry process; however, the new plants set up later were of the order of 3000 tad or more
exclusively of dry process. Kilns of the capacities 5000 to 7000tpd are also in operation now. At present 91%
of the total kiln capacity comprise dry process, 7% wet process and the remaining 2% on semi-dry process
based technologies. The average kiln capacities under each of these categories are 2358 tad, 421 tad and 609
tad respectively. About 72% of the industry’s capacity comes from the plant with a total capacity of one million
tones and above at a single location.

Indian cement industry has been actively pursuing various avenues to improve its productivity
and energy efficiency. There has been all-around up gradation of technology in all sections of the
plant like mining, process, equipment and machinery, packaging and transportation. Adoption of
modern techniques like photo grammar and remote sensing has enabled the industry to discover virgin
limestone. Advanced equipment like hydraulic excavators, surface miners, large wheel loaders and
mobile crushers have helped the industry in increasing its productivity considerably.

The modern raw material evaluation and management system starts from computerized mine
planning through on-line bulk material analysis to automated X-ray analysis and process computers to
control the weigh feeders. Expert systems based on ‘fuzzy logic’ are used to control the operation of
kilns and mills to ensure that the process systems operate at optimum levels of energy efficiency all
the time. Energy efficient technologies being adopted for a new as well as for retrofits, modernization
and expansion of existing plant.

ENERGY CONSERVATION
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 The cement industry is an energy intensive industry by virtue of high temperature reactions
and various physical operations involved in its manufacture. The industry uses both coal and power as
energy inputs. The cost of energy accounts for about 45% of the total production cost. Energy
management in modern cement plants in India meets the standards comparable with the best in the
India. Energy studies of cement plants are being carried out in a large number of plants on a
continuing basis by the National Council for Cement & Building Materials (NCB). NCB has a mobile
energy diagnostic unit (Energy Bus) equipped with necessary instrumentation and on-board computer
with relevant software for conducting the energy studies on systematic and accurate manner. NCB has
been giving National Awards for Energy Efficiency in Indian Cement Industry to the best performing
cement plants on annual basis since 1986. Based on the recent data of 51 participating plants, the
weighted average energy consumption

POLLUTION CONTROL

The main source of pollution in cement industry is dust emission. The industry’s achievement in
controlling particular emission has been quite satisfactory. Considerable progress has been made in installing
Electrostatic Precipitators (ESP’s) and bag houses / fabric filters in various sections of cement plants, especially
after the promulgation of the environment legislation in 1981 and 1986. The Central Pollution Control Board
has fixed standards for particulate emissions from stacks as under:
Particulate emission Standards from Stacks
Area
Capacity Protected Area
200tpd & 250 mg/Nm 400 mg/Nm
less
Above 150 mg/Nm 250 mg/Nm
200tpd

QUALITY CONTROL AND ASSURANCE

To ensure quality, effective control must be experienced throughout the process of production. The control
procedure covers all aspects of cement manufacture from quarry operation, handling, mixing and grinding to
26
packing. In order to achieve quality assurance, most of the cement plants have established facilities for
sophisticated controls. Some of the important controls introduced in the cement industry as follows:-
 Computerized mine planning and deposit evaluation to enable optimum use of raw material.
 Online X-ray fluorescence spectrometer for raw material control and raw mix design.
 Better aided instrumentation and process measurements using X- ray analysis, gas analyzers,
temperature and pressure measuring devices, etc.
 Centralized kiln control system in conjunction with expert control systems for process and
operation control.
 Continuous monitoring of quality in production by plants as well as by the certifying agency,
namely, Bureau of Indian Standards (BIS) under compulsory Certification Scheme.
 The booming cement industry in India is well recognized for producing vast varieties of
cement that conform to Bureau of Indian Standards (BIS).Some of the types of cement in India
that boast of good demand in the market are:

Varieties of Cement in India

There are some varieties in cement that always find good demand in the market. To
know their characteristics and in which area they are most required, it will be better to take a look at some of
the details given below.

Portland Blast Furnace Slag Cement (PBFSC)

The rate of hydration heat is found lower in this cement type in comparison to PPC. It is most useful in
massive construction projects, for example - dams.

Sulphate Resisting Portland cement:

This cement is beneficial in the areas where concrete has an exposure to seacoast or sea water or soil or
ground water. Under any such instances, the concrete is vulnerable to sulphates attack in large amounts and can
cause damage to the structure. Hence, by using this cement one can reduce the impact of damage to the
structure. This cement has high demand in India.

Rapid Hardening Portland cement:

27
 The texture of this cement type is quite similar to that of OPC. But, it is bit more fine than OPC and
possesses immense compressible strength, which makes casting work easy.

Ordinary Portland cement (OPC):

Also referred to as grey cement or OPC, it is of much use in ordinary concrete construction. In the
production of this type of cement in India, Iron (Fe2O3), Magnesium (MgO), Silica (SiO2), Alumina (AL2O3),
and Sulphur trioxide (SO3) compose Portland Pozolona Cement (PPC):

As it prevents cracks, it is useful in the casting work of huge volumes of concrete. The rate of
hydration heat is lower in this cement type. Fly ash, coal waste or burnt clay is used in the production of this
category of cement. It can be availed at low cost in comparison to OPC.

Oil Well Cement:

Made of iron, coke, limestone and iron scrap, Oil Well Cement is used in constructing or fixing oil
wells. This is applied on both the off-shore and on-shore of the well.

Clinker Cement:
Produced at the temperature of about 1400 to1450 degree Celsius, clinker cement is needed in the
construction work of complexes, houses and bridges. The ingredients for this cement comprise iron, quartz,
clay, limestone and bauxite.

White Cement:
It is a kind of Ordinary Portland Cement. The ingredients of this cement are inclusive of clinker, fuel
oil and iron oxide. The content of iron oxide is maintained below 0.4% to secure whiteness. White cement is
largely used to increase the aesthetic value of a construction. It is preferred for tiles and flooring works. This
cement costs more than grey cement. Apart from these, some of the other types of cement that are available in
India canbe classified as:

 Low heat cement

 High early strength cement
 Hydrophobic cement
 Hydrophobic cement
 How to Make Cement
28
 Cement is everywhere around us and it is easy to make. How to make cement? Can it be made at home? Is
it environment friendly? Read on and you'll know more. Since ages, humans have been using a binding
material to make brick walls and firm structures to dwell in. Limestone was the earliest binder and the quest
to obtain desirable characteristics, derived the cement, the ultimate binding material. It is a substance which not
only sets fast but, also hardens as time passes. It also has most noteworthy quality of binding almost any
material. The word 'cement' has a Roman descent.

They described the structures made from crushed rock binded with burnt lime, by the
term 'opus caementicium'. But, the procedure of making the modern day cement involves using some state of
art techniques. How to make cement blocks. Let us try to find some of these answers.

The Process of Making Cement

As said earlier, the procedure of making cement is a complex one and is done using some latest
technology. Here are the various chemical and thermal processes which are important to know how to make
cement from scratch.

Raw Material Mining

Limestone, sand and clay are three main raw materials required to make cement. They contain the four
essential mineral elements required in making cement - calcium, silicon, aluminum and iron. Limestone and
clay is mined from quarries by drilling or setting off explosions in to the rock. Large sized limestone rocks and
boulders are fragmented in to smaller pieces and transported to the cement making plant using either huge
dump trucks or high capacity conveyor belts.

Crushing
These medium sized rocks now go through the first process in the plant. Here, they are first put in to
heavy crushers who break down the rocks in marble sized pieces (approx. 1½ inch in size).

Pre homogenization:

This is a very important process of proportionally mixing the different raw materials. The limestone
pieces are added to a blender where they are mixed with other raw materials in the exact required proportion.

29
Raw Material Milling: A vertical steel mill is made use of in this process which further grinds the
blended material using the pressure exerted by three conical rollers. The rolling of these three rollers on the
turning milling table crushes the blend in fine powder. Sometimes, horizontal crushing mills are also used in
this process.

Calcinations
This is the must know core process if you want to learn how to make cement. In the process of
calcinations, the crushed and blended raw material goes into a huge, extremely hot, rotating kiln to undergo a
process called sintering. In this phase, the raw blend turns in to sort of partially molten state.

The raw materials reach about 2700° F (1480°C) inside the furnace. This state facilitates some chemical
and physical processes in the raw material. The resultant coming out of the furnace is small, dark gray, red-hot
nodules called clinker, which are 1-2 inches in diameter.

Cement Milling
These clinkers are cooled and grounded into a fine gray powder. To extend the cement's setting time,
small amount of gypsum is added during this process as this powder makes its way through the mill's two
chambers. This is now the finished product and is called Portland cement or simply cement.

PACKAGING
Cement is stored in dry storage silos, from where it is extracted and packed in sacks on demand. It can
be shipped by rail, road or ships, but extreme care is taken to maintain dryness.
Cement is one of the most important commodity today and its production and consumption is
constantly on the rise. China is the largest manufacturer of cement in the India and accounts for about 45% of
the India’s cement. India and the US are distant 2nd and 3rd respectively with 6.5% and 4.5% of India’s cement
production respectively. Cement manufacturing also has its environmental effects. The cement industry is
responsible for emitting about 5% of the global CO 2 emissions. Nearly 900 kg of CO2 is emitted for every 1000
kg of cement produced. The burning of fossil fuels produces other polluting gases as well.

Installed capacity

The cement Industry in India has added a whopping 46 MT capacity in just a little over three years,
taking the total installed capacity to 206.96 MT as on December 31, 2008. This includes India Cements Ltd
new grinding unit at Vellore, Tamil Nadu with an installed capacity of1.10 MT and Ultratech plant at

30
Ginigera, Karnataka with an installed capacity of 1.30 MT. The industry added over 30 MT to its installed
capacity in just one year during previous fiscal (April 20007-March 2008) year.Almost all players of the
industry, small to medium to large, have added capacity ranging between a minimum of 200,00 tones and a
maximum of 3 MT in the last three years (April 2005 to March 2008), effecting a total addition of 45 MT to the
installed capacity by setting up Greenfield project and expanding and upgrading the existing plants.

TARGET AND PRODUCION

During the 8th Plan period (1992-97), cement industry has recorded an average growth rate of 7.4%. In
1996-97, actual production was 76.22 million tones against a target of 76 million tones. The growth rate
achieved was 9.46%. In 1997-98, the target set was 81 million tones. The Industry has been able to meet its
target with a production of 83.16 million tones with a growth rate of 9.11%. In 1998-99 the industry has
achieved production of 87.91 million tones with a growth rate of 5.70%, in spite of a sluggish market
throughout the year. In 1999-2000, actual production was 100.45 million tones against a target of 94 million
tones. The growth rate achieved was 15%.

EXPORT OF CEMENT
The country had been facing acute shortage of cement till a few years back and it had to import cement
till the middle of 1980’s for meeting the gap in demand and supply. However, after a number of liberalization
measures taken by Government, the position was totally reversed and the country started exporting cement. The
export of cement and clinker are mainly to Bangladesh, Nepal, Sri Lanka, Maldives, Mauritius, Africa,
Seychelles, Burma, UAE, Singapore etc. Export of cement and clinker from 1991-92 onwards.

31
CHAPTER - III
COMPANY PROFIE

COMPANY PROFILE

32
 A $9 billion conglomerate, with presence across India, USA, South America and Africa, the JSW is a part
of the O.P. Jindal group with strong footprints across core economic sectors, namely, steel, energy, infrastructure,
cement, ventures and sports. The JSW group is amongst the leading conglomerates in India, with presence across
the vital sectors of the Indian economy. With a diverse workforce of over 40,000 individuals, JSW is known to be
the “strategic first mover” to venture away from status quo, have the conviction to make fundamental changes and
drive operational excellence. Built on a strong foundation of core values i.e. transparency, excellence, dynamism
and passion for learning, in a short span, JSW group has grown multifold. Technological innovations, a strong
focus on sustainability and a philosophy to give back to the communities at large set each JSW company a part.
JSW steel India’s leading private sector steel producer and amongst the world’s most illustrious steel companies
with an installed capacity of 3.3 MTPA, taking JSW’s overall capacity to12 MTPA at Vijayanagar, Karnataka, its
flagship steel plant. With its plant located across 6 strategic locations in south and west India, JSW steel will
continue to raise the bar with its high quality and diverse product range. JSW energy is one of the earliest private
entrants in to the power sector positioned strongly as a full-spectrum integrated power company with a presence
across the power sector value chain. With 4531MW operational capacity, it remains one of the country’s largest
open cast mining operation by volume and one of the largest private sector hydro operator in India JSW cement is
currently upgrading production capacity from 6 MTPA to 20 MTPA by the year 2020.

Its plants at vijayanagar in Karnataka, Nandyal in Andhra Pradesh and delve in Maharashtra utilize slag from the
JSW steel plants to produce green cement, which is engineered for strength and durability. By converting
industrial by product into a useful product, it has reduced expansion projects in vijaynagar plant ,(south) and
salmon (west Bengal) and gearing up to set up a planting Jaipur (Orissa). In its first 14 years, JSW infrastructure
has grown to become one of India’s leading infrastructure development companies. Its ports and terminals in
Maharashtra and go currently have an operational capacity of 33 MTPA. Within the next 4 years this is going to
increase more than 6fold to reach 200 MTPA through green field and brown field expansions. This capacity is
under pinned by the assurance that comes from JSW infrastructures excellent track record of successful operations
bench marked to international standards. We implicitly, believe that success in sports is a formidable force to
engender unity, instill a sense of pride and promote a patriotic out look across the nation. With the and ambition of
increasing India’s presence and stature at the Olympics. JSW sports runs the sports excellence program which was
set up to identify nurture and develop Indian athletes by providing them world class training facilities and putting
33
place an affective support-system to ensure that they bring sporting glory to the nation on the global stage. We are
training over 32 athletes currently; to enable them to secure quotas and represent India at the Olympics in Rio JSW
sports also runs the Bengaluru football club and the Bengaluruyoghs wrestling team.

JSW foundation is the social development division of the JSW group. It works with corporate social responsibility
teams of groups companies in addressing the critical issues relevant to the communities, involving suitable
partners (selected through a rigorous screening process) to enable the planning and effective execution. The
objective is to serve the most vulnerable groups with in communities with right full interventions. JSW foundation
today works in 16 locations across India, in the direct influence zone of the JSW plant locations and beyond. JSW
ventures partners with ambitions and growth oriented entrepreneurs who leverage technology to build long term
capital efficient businesses. The fund supports venture and ideas with JSW group’s expertise in building scalable
and profitable businesses.

Vision, mission and core values

Vision: Global recognition for quality and efficiency while nurturing nature and society.
Mission: Supporting India’s growth in core economic sectors with speed and innovation.
Core values:Transparency, strive for excellence, dynamism, passion for learning.
Group highlights:
• 27 years of presence in core economic sector.

• India’s largest private sector steel manufacturer in India with a installed capacity of 14.3 million TPA.

• Among the world’s lowest cost steel producers.

• Accredited with the ISO:9001, ISO:14001 & OHSAS:18001.

• Revenues of over Rs.60, 000Corers.

• Employing over 15,000 people directly & 25,000 + outsourced workers.

JSW steel limited:

• JSW Steel is around $9 billion global conglomerate spread over six locations in India and a footprint that
extends to the US, South America and Africa.

• The flagship company of around $11 billion JSW Group, JSW Steel is testament to decades of experience
and a dynamic culture that have culminated in the company becoming the leading provider of specialized
steels in India.

34
 • JSW Steel’s business vision is centered on sustainability. We realize that only by creating a sustainable
future can we pave the way for our goal of a self-reliant India. This belief has always stood us in good
stead. With a conviction in our values, we have grown from a single steel mill in 1982 to the large
operations that define us today.

• JSW Steel is a pioneer in the use of innovative technology that keeps us ahead of the curve. Not only do
we offer the widest product portfolio in India, we also further leverage our capability to customize
offerings to match customer expectations.

JSW energy:
• The company was one of the earliest private entrants into the power sector after the liberalization in the
1990’s. By managing our operations, enhancing social and economic benefits, minimizing environmental
impact and employing cutting age innovation, JSW Energy has consolidated its place at the top of the
ranks.

• One of India’s premier integrated power companies, JSW Energy produces 3,140MW of power, with a
capacity of another 8,630MW under implementation and development. We envision achieving 11,770MW
in power generation. With transparent operations, stringent corporate governance norms and a clear vision
JSW Energy is setting benchmarks in the power sector.

• The Company’s presence extends across several Indian states and includes stakes in natural resource
companies in South Africa. JSW Energy is a full-spectrum integrated power Company with presence
across the power value chain in below mentioned areas:

1. Power Transmission
2. Power Generation
3. Mining
4. Power plant equipment Manufacturing
5. Power trading:
JSW Infrastructure is one of the leading private sector infrastructure companies in India. Operating since 1999, the
company has strength of more than 1200 employees. JSW Infrastructure embodies values such as transparency,
striving for excellence and dynamism with a proven record in operational efficiencies.
As a commitment to the nation, JSW Infrastructure is dedicated to developing world class airports, shipyards,
townships, roads and rail connectivity, inland waterways, water treatment plants, special economic zones and other
infrastructural facilities. Currently, the company’s port vertical operates environment-friendly seaports and
terminals in Maharashtra and Goa that offer mechanized and multi-cargo handling facilities to the customers. It is
connected by rail and road to the industrial hinterlands of Maharashtra, Goa and Karnataka.
35
JSW Energy Ports:
1. Jaigargh Port
2. South West Port
3. Dharamtar Port
• JSWholdings:

• JSW Holdings is the investment arm of the $11 billion JSW Group. Our mandate is to drive organic and
inorganic growth through investments that are aligned with the JSW vision.

• JSW Holdings was incorporated in 2001 as a public limited company. We are a core investment company
registered with the Reserve Bank of India and listed on the Bombay Stock Exchange, Delhi Stock
Exchange, and National Stock Exchange.

• JSW Holdings main business activities include:

a) Investment in shares, stocks or other securities in India and abroad

b) Management consultancy services

• The JSW Group continues to grow at an enviable speed. The economic prospects of the steel sector in
India are also on the rise. In this scenario, JSW Holdings is considered a desirable investment by the
stakeholders. We will continue to focus on making long-term strategic investments in new ventures
promoted by the JSW Group.

J soft solutions:
Softy Solutions have Capability to end-to-end IT services. Some highlights are mentioned hereunder:
• Proven track record in building MES (Manufacturing Execution Systems) solutions that can power very
large plants in mission critical environments

• Strong skill base in SAP & Oracle applications, including creating Private Cloud with Single Global
Instance of SAP for varied verticals like Steel, Energy, Cement, Ports and IT

• Ability to innovate custom solutions that add immediate value

• On-site and remote IT infrastructure management including design and commissioning for Plants, Offices,
branches and smart buildings

36
 • Proven niche solution for metal processing centers that is a combo of ERP-MES-Analytics called CCO
(Coil Center One)

• Unique and strong skill base for seamlessly integrating all of the above

• Award winning initiative in designing, commissioning and operating BPO/GIC for voice and non-voice
processes using rural talents and rural locations

• IT Consulting in the above areas focused on improving business KPIs

JSW sports:
• JSW Group’s chief motivation behind starting off with the Sports Excellence Program (SEP).

• The program, launched in 2012, has grown steadily with a rising number of top Indian Olympic athletes
coming under the SEP’s wing. Today, the SEP funds 39 athletes across five disciplines namely; Track and
field, Boxing, Wrestling, Judo Swimming.

• The JSW – SEP’s objective is to make India one of the top 10 sporting nations by 2024. With the progress
and results that the JSW-SEP has showed and achieved in just three years, the goal to become a sporting
powerhouse in less than 10 years from now is clearly within sight.

JSW cement:

Our cement production commenced in the year of 2009 at Vijayanagar (Karnataka) and thereafter   established a
green plant at Nandyal, Dist. Kurnool (AP) and as on date we are one of the largest manufacturers of 'Portland
Slag Cement (PSC)' variant of blended cement in India, which is environment friendly and economically viable.
JSW Cement's existing manufacturing capacity is 5.9 Million ton per annum and has manufacturing facilities in
Vijayanagar (Karnataka), Nandyal (Andhra Pradesh) and Delve (Maharashtra).  Our Nandyal plant  is equipped
with Roller Press grinding facility with finish mode both for limestone grinding as well as for clinker and slag
grinding because of this  we are able to produce better quality cement, which the construction industries have been
looking for particularly in the area where concrete subjected to Alkali resistance, chloride resistance, sulphate
resistance etc. cement will be available to potential coJSW cement limited is a subsidiary ,new diversification
foray of the 11 billion dollars JSW group based in Mumbai. The units have a combined capacity of 6millon tones
per annum. JSW cement leading the way in promoting PSC variant cement in south India. Portland slag cement
also known as green cement as it generates least amount of co2 during production and also generates least heat
during concreting. JSW cement also produces ground granulated BF slag which can be used as replacement to
ordinary parlance cement during concreting and is being widely used in metropolitan cities mainly by the RMC’s
GGBS can replace up to 60%OPC in the concrete mix which also makes economic sense for these RMC
37
manufacturers. JSW cement, since its inception in 2009, JSW cement entered the market with a vision to ensure
a sustainable future for the country by producing eco-friendly cement.
JSW cement produces 3 varieties of cement: port land slag cement (PSC), ordinary port land cements (OPC), and
ground granulated blast furnace slag (GGBF). At Vijayanagar (Karnataka), Nandyal (Andhra Pradesh) and delve
(Maharashtra), JSW cement utilizes slag from JSW steel plants to produce green cement. JSW cements flagship
plant in nandayal uses world technology including the advanced comb finish moderollers press circuit and
automated loading system to manufacture cement. It also one prestigious awards for its energy saving processes.
With key markets in Telengana, Andhra Pradesh, Karnataka, Tamilnadu, Kerala, Maharashtra, Orissa.

JSW CEMENT NANDYAL WORKS

The flagship Nandyal plant of JSW Cement Ltd. at Bilkalaguduru Village, Gadivemula Mandal in Kurnool District
of Andhra Pradesh is designed to produce Clinker ~ 2.2 million ton per annum (mtpa) and Portland Slag Cement ~
4.80 mtpa. It has state-of-the-art technology sourced from global vendors. The main objective is to complete
utilization of Blast Furnace (BF) Slag generated by JSW Steel Ltd. This is a giant step by the company towards
providing a product that is durable and at the same time eco-friendly. The plant is notably environment friendly
and also one of the most energy-efficient cement plants in India. By using blast furnace slag as raw material, the
plant has dramatically reduced its consumption of limestone, a natural resource. It’s a state of the art technology
cement production unit at Bilakalaguduru village near Kurnool district, Andhra Pradesh. The core objective of the
plant is to utilize all the blast furnace slag generated by JSW steel Ltd. The plant is notably environment friendly
and also one of the most energy efficient cement plants in India. By using blast furnace slag as raw material the
plant has dramatically reduced its consumption of limestone, a natural resource. Product portfolio and capacity
Nandyal works manufactures port land slag cement which is mix of blast furnace slag and ordinary port land
cement. It also produces ground granulated blast furnace slag and ordinary port land cement of 43, 53 Gr. The
plant has a capacity is to produce clinker ~2.2 million ton per annum and port land slag cement~4.80 million ton
per annum.

38
Unique features:
 First cement plant in India with combi-conflex technology and multiple systems to control air and
dust pollution.
 Unique automatic packing and truck loading system that cuts down on air pollution.
 Consumes half the amount of limestone required by conventional cement plants.
 Reduces pollution and wastage by utilizing slag as a raw material.
 A et water surplus unit.
 Green processes that have earned several prestigious awards.

Statements on environment:
 Environment clearance from MOEF
 ISO certificate – 50001 2011
 Mines compliance report may 16
 Plant MOEF comp. Report may 16
 Environment statement report (from-v) for cement plant for the year 2014-15
 Environment statement report (from-v) for JSW limestone mine for the year 2014-15

39
Technology and equipment:
Coal circuit, Comprise unloading, storage, and feeding systems. This has nuisance big filters and process bag
filters to keep emission levels below 10mg/n m 3 across the coal mill circuit, from the truck-unloading stage to the
end product storage areas. The coal mill stack has end product storage areas. The coal mil stack has a continuous
online monitoring system, which helps maintain emission levels at around 6-7 mg/nm 3. Preheated and kiln Used
to fire and heat up coal. The plant has installed a pyre-clone firing system to control the emissions of nitrogen
gases. Impact crusher Has 12, 00 tons per hour capacity and is used to crush limestone sourced from captive
mines. The plant has installed enough bag filters to confine the dust emissions levels below10mg/n m 3 Raw mill It
is used to convert limestone to a very fine powder, which is stored in a 20,000 met capacity raw-meal silo. The
raw meal grinding facility uses the latest combcomplex technology that reduces power consumption substantially.
The bag house is designed to ensure that emissions levels from the stack remain below 10mg/n m 3. JSW is the first
company in the Indian cement industry to deploy this technology. Packing plant In the cement industry, packing
plant personnel are heavily exposed to dust during the loading operations. Nandyal plant has installed the latest
automatic packing and truck loading technology, i.e. the FLS ventomatic system to safe guard the health of
workers. The system prevents over exposure to dust and other harmful pollutants. Plant heads note our ‘use of the
combi-comflex technology has kept us a head of the curve and helped us produce green cement. This production
process uses less energy compared to conventional methods of cement making and slag from our steel plant is put
into better use here. With teamwork and dedication, we are aiming to make JSW cement the most widely used
Portland slag cement across the country.”

40
 CHAPTER -IV
THEORTICAL FRAMEWORK

41
 THEORETICAL FRAMEWORK
ABSENTEEISM IN INDIAN CONTEXT

The summary of research studies conducted on absenteeism in India. It has been estimated
that the rate of absenteeism has being increasing in Indian industries. As it forms a president
problem, suggestions have been made to minimize its magnitude. It has been defined that
absenteeism is an extension of the lack of commitment on the part of human resources and
asserted that it relates to the structure of new values among the work force at present.
Attempts have been made to indicate relationships of absenteeism with socio-culture factors
in influencing the individual, job related factors and personal difficulties of the individual
workers, panama traced the causes of absenteeism different social, physical and
psychological factors and visualizes that improves methods of record keeping, good working
conditions, a well-coordinated welfare program and effective leadership are likely to
minimize this waste-full element.

The study revealed that significant relationships of absenteeism with rural-urban background
and union involvement. Likewise, another study explores the personality traits of absence
prone workers.

The significant relationships with personal factors such as age, distance from the
establishment, marital status and number of children. Moreover, personal factors such as
neuroticism, nervousness, fatigue and general disability were significantly related
absenteeism.

The study obtained a significant positive company-relation between manifest anxiety scores
of 110 workers and the number of days of absence during the year.

The studies on absenteeism in India have covered several aspects and are as comprehensive
as those in the west.

42
FEATURES OF ABSENTEEISM

Research studies undertaken by different reveals the following features of absenteeism.

 The rate of absenteeism is lowest on pay day; it increases considerably on the days
following the payment of wages and bonus.

 Absenteeism is generally high among the workers below 25 years of age and those
above 40years of age.

 The rate of absenteeism varies from department to department within an organization.

 Absenteeism in traditional industries is seasonal in character.

TYPES OF ABSENTEEISM

Absenteeism is of four types

o Authorized absenteeism.
o Unauthorized absenteeism.
o Willful absenteeism.
o Caused by circumstances beyond one’s control.

Authorized Absenteeism
If an employee absents himself from work by taking permission frame his superior and
applying for leave such absenteeism is called AUTHORIZED ABSENTEEISM.

Unauthorized Absenteeism

If an employee himself from his willfully such absenteeism is called UNAUTHORIZED

ABSENTEEISM.

43
 Willful Absenteeism
If an employee is absent himself from duty owing to the circumstances beyond his control
like involvement in accidents or sudden sickness, such absenteeism is called Caused by
circumstances beyond one’s control.

Caused by circumstances beyond one’s control

If an employee is absents himself from duty owing to the circumstances beyond his control
like involvement in accidents or sudden sickness, such absenteeism is called Caused by
circumstances beyond one’s control

CAUSES OF ABSENTEEISM

Cause of absenteeism can be categorized by elements of job situation, personnel characters

etc., attendance motivation is affected not only by the general economic environment but also
by specific programmers development by management to reduce absenteeism. Both negative
disciplinary action and positive reinforcement program based on original behavior are used
for success.

The following are the general causes of absenteeism:

 Maladjustment with the working conditions.

 Social and religious ceremonies.

 Unsatisfactory housing conditions at the work place.

 Industrial fatigue.

 Unhealthy working conditions.

 Poor welfare facilities.

 Alcoholism.

 Indebtness.

44
 Maladjustment with the job demands.

 Unsound personal policies.

 Inadequate leave facilities.

 Low-level of wages

Maladjustment with the working conditions

If the working condition of the company are poor, the workers cannot adjust themselves with
the company’ working conditions. Then they prefer to stay away from the company.

Social and religious ceremonies

 These divert the workers attention from the work.

 Unsatisfactory housing conditions at the work place.

Industrial fatigue.

It compels the worker to remain outside the work place.

Unhealthy working conditions.

The poor and intolerable working conditions in the factory irritate the workers. Excess hest,
noise, either too much or too low lighting, poor ventilation, dust, smoke etc., cause poor
health to workers

Poor welfare facilities

Though a number of legislations concerning welfare facilities are enacted many
organizations fail to provide welfare facilities. This is either due to the poor financial position
of the companies or due to the exploitative attitude of the employer. The poor employee
facility includes poor sanitation. Washing, bathing, first aid appliance, ambulances, rest
room, dirking water, canteen, shelter, crushes etc., the dissatisfied workers with this facilities

45
Alcoholism

The workers mostly prefer to spent money on the consumption of the liquor, and enjoyment
after getting wages. Therefore, the rate of absenteeism is more during first week of every
month.

Indebtness
The low wages and unplanned expenditure of the workers force them to borrow heavily. The
research studies indicates that worker borrow more than ten times of their net pay.
Consequently workers fail to repay the money. Then they try to escape from the place in
order to avoid the money lenders. This leads to absenteeism.

Maladjustment with the job demands.

Unsound personal policies

Inadequate leave facilities

The inadequate leave facilities provided by the employer forces him to depend on ESI leave,
which allows the workers to be away from the workers to be away from the work for 56 days
in absenteeism year on half pay.

LOW LEVEL OF WAGES

Wages in some organizations are very poor and they are quite to meet the basis needs of the
employees.

46
REASONS FOR ABSENTEEISM IN INDIAN ORGANIZATION

 Sickness

 Industrial accidents

 Lack of interest

 After pay day before or after a holiday

 Attitude of mind

 Miscellaneous group of causes

 Misbehavior by supervisor

 Migratory character of workers

MEASURES TO CHECK ABSENTEEISM

 Introduction to new jobs

 Disciplinary action

 Interviewing the absentee

 Attractive rate of salary

 Improved working conditions

 Adequate reward for regular attendance

 Proper selection and training

47
CATEGORIES OF ABSENTEEISM

Absenteeism can be classified into five categories viz..,

 Entrepreneur

 The status seekers

 The epicureans

 Family oriented

 The sick and old

Entrepreneur

This class of absenteeism that their jobs are very small for their total interest and personal
goals. They engage themselves in other social and economic activities to fulfill their goals.

The status seekers

These types of absentees enjoy or perceive a higher described social status and are keen on
maintaining

The epicureans

This class of absentees does not like to their jobs, which demand initiative, responsibility,
discipline and discomfort. They wish to have money, power, status, but are unwilling to work
for their achievement.

Family oriented

This type of absentees is often identified with the family activities.

The sick and old

This category of absentees is mostly unhealthy weak constitution or old people

48
EFFECTS OF LABOUR ABSENTEEISM

 Excessive absenteeism leads to delay in the production process often overtime work
is to be restored to complete production schedule, which involves payment of double the
normal wages to the employees.

 Excessive absenteeism leads to extra pressure of work on other employees.

 Absenteeism of workers who from absenteeism part of the group weakness the unity
of the working group where work is of independent nature, absence stoppage of production.

 Due to the absenteeism of worker if orders are not promptly executed which leads to
loss of reputation and goodwill of the factory.

 Excessive absenteeism also leads to dis-charge of employees from the factory.

 It leads to incurring of fixed expenses without absenteeism corresponding increase in

production.

 Workers suffer loss of pay during the period of absence from work.

MEASURES TO MINIMIZE ABSENTEEISM

Absenteeism affects the organization from the multiple angles. It affects severely the
production process and the business proves. The effect of unauthorized absenteeism is more
than the other types of absenteeism. However, it would be difficult to completely avoid
absenteeism. The management can minimize the absenteeism. The measures are useful in
controlling or minimizing absenteeism.

49
 Selecting the employee by testing them thoroughly regarding their aspiration value
system responsibility and the sensitiveness.

 Adopting humanistic approach in dealing with the personal problems of employees.

 Following proactive approach in identifying and addressing employee’s grievances.

 Providing hygienic working conditions.

 Providing welfare measures and fringe benefits balancing the need for the employees
and the ability of the organization.

 Providing high wages and allowances based on the organization financial position.

 Improving the communication network particularly the upward communication.

 Providing leave facility based on the needs of the employees and organization
requirements.

 Educating the workers.

 Counsel the workers about their career, income and expenditure, habits and culture.

 Fra-flow of information, exchanging of ideas, problems etc., between subordinate and

superior.

 Granting leave and financial assistance liberally in case of sickness of employee and
his family members.

 Offering attendance bonus and induces

50
8 TIPS FOR TALKING TO EMPLOYEES ABOUT ATTENDENCE.

1. This isn’t disciplinary meeting, so be sure to keep the mood one of information
gathering and concern rather than condemnation or threats.

2. Remember this employee is a valuable part of your business. Your focus should be on
solving a problem, rather than punishing someone for breaking rules.

3. Meet with the employee privately. If necessary choose anoffsite location like a coffee
shop if no private location is available at work.

4. Prepare for the meeting by gathering all the facts, including dates of absence or
tardiness reasons given for each incident.

5. Explain how the missed work days hurt the business, too. Discuss the specific cost of
the employee absences to your business.

6. Ask questions about the reasons for the employee absences. Identifying genuine
issues like transport, child care or illness.

7. If there is any consistent reasons for the employee absenteeism.

8. After the meetings, monitor your employee’s attendance and address any additional
concerns as soon as they arise.

51
WORKING HOURS

The working hour’s intervals and name and particulars of factory management date of
disbursement of wages are prominently displayed in from no10 in factory premises.

Attendance

1 Every employee shall register his attendance by bio-metric and his punch.

2.Cash-once before commencing work every day and once at the end of the day.

3.Day (close of work hours).

4.This facility does not enforce on employees who have not completed 18yrs of age, child
labor is strictly prohibited.

5.Employee shall therefore commence his/her work at his / her assign end place and at the
time fixed for recommencement of work in accordance with the notified work hours.

6.The starting and closing of the work period, the starting and closing of interval period shall
be notified from time and shall be signaled by the sound of an siren.

7.Employees in completion of working / shift hours leave the factory premises immediately
with in 15min from the close of shift hours.

8.If any employees is late to work weather at commencement of shift / working hours or after
lunch intervals for more than 3min in the month during two successive be declared as
habitually late and shall be liable for disciplinary action.

52
 CALUCULATION OF ABSENTEEIS RATE

Number of man days lost

Absenteeism Rate = X 100

Number of man days scheduled to work

53
 CHAPTER -V
DATA ANALYSIS
&
INTERPRETATION

54
 1. What is your age?

Age in No. of respondents Percentage

years
20-25 38 51
25-30 22 29
30-35 10 13
40 and above 5 7
Total 75 100

INTERPRETATION

Most of the employees fall between the age of 20-25 and 29% of the employees fall between the
age of 25-30 and remaining 7% of the employee 40 and above.

55
 2. What is your monthly income?

Monthly No. of Percentage

income respondents

Below 10,000 38 51
10,001 – 20,000 14 18
20,001 – 30,000 12 16
30,001 & above 11 15
Total 75 100

60
51
50

40 38

30

20 18 16
14 15 No. of
12 11 Percentage
10
0
0
0 0 0 e
,0
0
,0
0
,0
0
bov
10 – 20 – 30 &
a
w 1 1 1
lo 00
Be 00 00 0,
1 0, 2 0, 3

INTERPRETATION

Most of the employee’s (51 % ) salary ranges between below Rs. 10,000, followed by 18%
belongs to 10,001 – 20,000, 16% belongs to 20,001 – 30,000 and 15% of the employees ranges
between Rs.30,000 and above.

3. Your marital status?

56
 Marital status No. of respondents Percentage
Unmarried 44 59
Married 21 28
Divorce 10 13
Widower 0 0
Total 75 100

INTERPRETATION

In JSW Company 59% of the employees are unmarried, followed by 28 % are married and 13%
of the employees are divorced.

4. How is work environment?

57
 Work environment No. of respondents Percentage
Fair 51 68
Good 14 19
Excellent 10 13
Bad 0 0
Total 75 100

INTERPRETATION

In JSW Company most of the employees (68%) felt that their work environment is fair, followed
by and 19% felt good, 16% felt Excellent and 13% of the employees are feeling excellent about
the work environment.

5. Are you satisfied with overtime work?

58
 Work overtime No. of respondents Percentage
Partially Satisfied 25 33
Completely Satisfied 35 47
Not Satisfied 15 20
No idea 0 00
Total 75 100

INTERPRETATION

Most of the employees (47%) are completely satisfied working overtime, 33 % are partially
satisfied and 20% of the employees are not satisfied with overtime work in the JSW
Company.

6. If yes, how many hours on an average do you wish to work overtime?

Average work, overtime No of Percentage

59
 respondents
1hour 42 56
2hours 25 33
3hours 6 08
More than 3hour 2 03
Total 75 100%

INTERPRETATION

56% of the employees are interested to work one hour overtime, 33% wants to work for 2 hours,
8% wants to work for 3 hours and 3% of the employees are willing to do work more than 3 hours
in the company.

7. What are the reasons for applying casual leave in your organization?

Reasons to take leave No. of respondents Percentage

Sick leave 38 51
Lack of interest in job 4 5
poor working conditions 2 3
60
 Long working hour 7 9
Domestic reasons 24 32
Total 75 100

INTERPRETATION

By the analysis 51% of the employees are taking casual leave for sick, followed by 32% are for
domestic reasons, 9% for Long working hours, 5 % for Lack of interest in job and 3% of the
employees are taking leave for poor working conditions.

8. What motivating factor influenced to your regularity?

Motivate employees No. of respondents Percentage

Good employee relationship 7 9
Working conditions 10 14
Future prospects 34 45
Job responsibility 24 32
61
 Total 75 100

INTERPRETATION

By the analysis most of the employees(45%) are motivated by future prospects for their
regularity, followed by 32% by job responsibility, 14% by working conditions and least of
them(9%) for good employee relationship.

9.In your opinion how absenteeism can be controlled?

Control of absenteeism No. of respondents Percentage

Change in management style 17 23
Change in working conditions 20 27
Develop attendance policy/ 13 17
62
 Transport facility
Individual attention/incentives 25 33
Total 75 100

INTERPRETATION
It can be interpreted that, 33% of the employees said that absenteeism can be controlled by providing incentives
and by measuring individual attention, followed by 27% said that Change in working conditions, 23% said
that change in management system and 17 % said that that absenteeism can be controlled by Develop
attendance policy/ Transport facility.

10.Does the company regularly exchange ideas with employees?

Opinions No. of respondents Percentage

Strongly agree 19 25
Agree 46 61
Strongly disagree 10 14
Disagree 0 0
Total 75 100
63
INTERPRETATION

In JSW Company 61% of the employees agree that the company regularly exchange ideas with
their employees, 25 % of the employees are strongly agree and 14% of the employees are
strongly disagree.

11.To what extend your leave affects your job?

Work affected No. of respondents Percentage

To large extent 7 9
To least extent 10 14
To small extent 15 20
Not at all 43 57
Total 75 100

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INTERPRETATION

In JSW Company, 57% of the employees said that leave does not affect their job, followed by
20% said that by To small extent , 14% said that by To least extent and 9% 0f the employees
said that by taking leave work does not affects.

12. Which of the following would you recommend to minimize the

absenteeism?

Measures No. of respondents Percentage

Motivation 19 25
Proper selection and training 9 12
Attractive rate of salaries 25 33
Work environment 20 27
Others 2 3
Total 75 100

65
INTERPRETATION

It can be interpreted that, 37% of the employees recommended minimizing the absenteeism by giving
attractive rate of salaries, followed by 27 % by providing good Work environment, 25 % by Motivation,
12 % said that by Proper selection and training and 3% of the employees recommended minimizing the
absenteeism by other factors.

13.Are you aware of welfare measures?

Welfare measures No. of respondents Percentage

Yes 22 29
Partially aware 16 21
Completely aware 35 47
No 2 3
Total 75 100

66
INTERPRETATION

In JSW Company, 47% of the employees are completely aware of welfare measures, followed by 29% are aware,
21% are partially aware and 3% of the employees are unaware of it.

14.Are you able to balance your work life?

Balance of work life No. of respondents Percentage

Yes 49 65
Moderately 16 21
Low 8 11
Not at all 2 3
Total 75 100

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INTERPRETATION

By the analysis, 65% of the employees are balancing their work life, followed by 21% are
moderately balancing, 11% are less balancing and 3% of the employees cant balance their work
life.

15. How do you manage stress from work?

Manage stress No. of respondents Percentage

Yoga 12 16
Meditation 27 36
Dance 15 20
Music 21 28
Total 75 100

68
INTERPRETATION
It can be interpreted that, 36% of employees manage stress by meditation, 28% of the employees manage
stress by listening to music, 20% of the employees manage stress by dance and 16% of employees
manage stress by doing yoga.

16. Do you think your normal work is affected due to shift changes?

Shift changes No. of respondents Percentage

Yes 45 60
No 30 40
Total 75 100

69
INTERPRETATION

60% of the employee’s opined that normally work is affected due to shift changes and 40%
opined that they are not affected due to change in shift.

17. What is your Satisfaction level towards work environment with respect
to sound, light, heat, pollution and ventilation?

Satisfaction No. of respondents Percentage

Satisfied 37 49
Partially satisfied 20 27
Neither Satisfied nor 12 16
dissatisfied

70
 Dissatisfied 6 8
Total 75 100

INTERPRETATION

From the above table 49% of the employees are satisfied with work environment, followed by 27 % are
partially satisfied, 16% are Neither Satisfied nor dissatisfied and 8% are dissatisfied with the work
environment.

18.How would you describe your organization?

Organization No. of respondents Percentage

Family-friend 39 52
Work centric 17 23
Stress free environment 8 11
Any other 11 15
Total 75 100

71
INTERPRETATION

52% of the employees described organization as family-friend oriented, followed by 23%

described as work centric oriented, 15% of the employees opined as others and 11% of the
employees described organization as Stress free environment.

CHAPTER -VI
FINDINGS ,

72
 SUGGESTIONS &
CONCLUSION

FINDINGS

 Most of the employees are taking leave due to sickness.

 All the employees are aware of welfare measures.

 Most of the employees are interested in training and development program.

 Most of the employees are satisfied with work environment.

 Most of the employees recommended providing high salaries.

 Most of the employees mingle with each other like family-friends.

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 Employees revealed that some extent transfer will affect absenteeism.

 Shifts will affect the normal work.

SUGGESTIONS

 Organization can try and increase the level of workers participation in decision-
making.
 The study reveals that the employees absented themselves for some reasons other
than the given reasons. Hence an effective counseling must be implemented to
reduce absenteeism.
 More attention is to be given for over all development of employees welfare facilities.
 Organization can motive individuals through proper counseling and guidelines.
 Most of the employees need more facilities like transport facilities, canteen facilities,
break hours to be increased, etc. to minimize absenteeism.

74
  Many of the employees fell moderate with the team approach of the superiors;
hence effective team should build and must increase the confidence level of
employees.
 Individual attention to employees regarding health matters may be considered on
priority basis.
 Superiors may be considered for management training.
 Some of the employees feel that the management should provide holiday trip or
family get together as recreation, so that they will be relaxed after the hectic job
schedule.

CONCLUSION

The present study was conducted for JSW CEMENT COMPANY, KURNOOL. The aim was to
find the quality of HR climate, morale, employee motivation and job satisfaction by examining
and measuring Employee Absenteeism. This was done using a questionnaire consisting of
various parts like physical and mental ability and behavior of employee’s towards absenteeism in
the organization.
The study refers to the failure on the part of the management because of shifts in work and
unfriendly environment of working condition and supervision.

75
 I would like to conclude that this absenteeism needs intervention by the management.
Managers must create a work environment which will make employee’s realize and make sense
to work rather than wasting their time.

Questionnaire:-
EMPLOYEE DETAILS

Employee Name:
Designation:

1. What is your age? ( )

a. 20 -25 b. 25-30
c. 30 -35 d. 40 above

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2. Your monthly income? ( )

a. 2600-2800 b. 2800-3000
c. 3000-3200 d. 3500 above

3. Your marital status? ( )

a. Unmarried b. Married
c. divorce D.widower
4. How is work environment? ( )

a. Fair b. Excellent
c. Bad d.Good

5. Are you satisfied with over time? ( )

a. Partially satisfied b. Completely satisfied

c .Not satisfied d. No idea

6. If yes, how many hours on an average you work overtime? ( )

a. 1hr b. 2hr
c. 3hr d. more than 3hrs
7. What is the reason for applying casual leaves in your organization? ( )

a. Sick leave b. Lack of interest in job

c. Poor working condition d. Long working hours

8. What motivating factors to influence your regularity? ( )

a. Good employee relationship b. Working conditions

c. Job responsibilities d. Future prospects

77
9. How absence can be controlled according to your opinion? ( )

a. Change in management style b. Change in working conditions

c. Develop attendance policy d. Individual attention/incentives

10. Which of the following would you recommended to minimize the absenteeism
( )

a. Proper motivation b. Proper selection and training

c. Attractive rate of salaries d. work environment

11. Are you aware of welfare measures? ( )

a. Yes b. Partially aware

c. completely aware d. No

12. What is the satisfaction level regarding training and development program? ( )

a. High level b. Low level

c. Moderate level d. Zero level

13. Does transfer affects your job? ( )

a. To a great extent b. To a satisfactory level

c. Moderate d. To a little extent

14. Are you able to balance your work life? ( )

a. Yes b. Moderately
c. Low d. Not at all

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15.How do you manage stress from your work? ( )

a. Yoga b. Meditation
c. Dance d. Music
16.Do you think that your normal work is affected due to overtime and shift changes?
( )
a. Yes b. No

17.Are you satisfied with the work environment with respect to sound, light, heat, pollution
and ventilation? ( )

a. Satisfied b. Partially satisfied

c. Satisfied nor dissatisfied d. Dissatisfied

18 .How would you describe your organization? ( )

a. Family-friend b. Work centric

c. Stress free environment d. Any other

79