A STUDY ON EMPLOYEE ABSENTEEISM IN

ARANTHANGI CHEMICAL PRODUCT LIMITED,

ARANTHANGI

A Project Report Submitted by

RAJI . K
910921631041
Under the supervision and Guidance of

Mrs. J. JENIFA MARY

Assistant professor

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

KARPAGA VINAYAGA INSTITUTE OF MANAGEMENT

PUDUKKOTTAI.

DEPARTMENT OF MANAGEMENT
ANNA UNIVERSITY, CHENNAI - 600 025
MAY - 2023
 BONAFIDE CERTIFICATE

A certificate that A STUDY ON EMPLOYEE ABSENTEESIM AND ARANTHANGI

CHEMICAL PRODUCT LIMITED, Aranthangi, is the bonafide work of RAJI. K who carried out
the research under my supervision certified further that to best of my knowledge the work reported
here does not form part of any other project report or dissertation on the basis of which a degree was
conferred on an earlier occasion on this or any other candidate.

DIRECTOR SUPERVISOR

INTERNAL EXAMINAER EXTERNALEXAMNAER

 DECLARATION

I hereby declare that the project entitled A STUDY ON EMPLOYEE ABSENTEESIM AND
ARANTHANGI CHEMICAL PRODUCT LIMITED in partial fulfilment of the requirement
for the award of the degree of MASTER OF BUSINESS ADMINISTRATION is a record of
original project work done by me, during my period of study in KarpagaVinayaga Institute of
Management, Pudukkottai under the guidance of Mrs. J. JENIFA MARY, Assistant
professor and no part of it has been submitted for any other Degree or Diploma.

Signature:
Name of the candidate:
DATE:
PLACE:
 Ref : 20.02.2023

WHOMSOEVER IT MAY CONCERN

This is to certify that Mrs. K. Raji, Reg.No:910921631041, MBA student of

KARPAGA VINAYAGA INSTITUTE OF MANAGEMENT, PUDUKOTTAI, has
successfully completed his project work title us “A STUDY ON EMPLOYEE
ABSENTEESIM IN ARANTHANGI CHEMICAL PRODUCTS LTD”,
ARANTHANGI, for a period of 75 days as partial fulfillment of his course
curriculum.
We wish success in all his future endeavors.

Yours sincerely

Lab Incharge

ARANTHANGI CHEMICAL PRODUCTS LIMITED ARANTHANGI - 614616 04371220624

 KarpagaVinayaga Institute of Management, Pudukkottai

MBA Final Project Work

TITLE OF THE PROJECT A STUDY ON EMPLOYEE ABSENTEESIM AND

ARANTHANGI CHEMICAL PRODUCT LIMITED

NAME OF THE K. RAJI

STUDENT

E-MAIL ADDRESS rajirajesh1612@gmail.com

NAME OF THE Mrs. J. JENIFA MARY , Assistant professor

SUPERVISOR

INDUSTRY WHERE
THE ARANTHANGI CHEMICAL PRODUCT LIMITED

PROJECTS IS

UNDERTAKEN
 ACKNOWLEDGEMENT

First, I am very thankful to the almighty for showering the blessing throughout my life. I
would like to express my heartfelt thanks to my beloved parents who had sacrified a lot for my
future. This support was the foundation stone for my efforts.

I acknowledge my sincere thanks to Dr. KAVITHA SUBRAMANIAN, Professor of

Department of Management Studies, of JJ College of Arts and Science, Department of
Management Studies, Pudukkottai. For bringing up this great institution.

I would express my sincere thanks to Dr. ANITHA RANI. B, Director of KarpagaVinayaga

Institute of Management Pudukkottai, for giving me a golden opportunity to do my post
graduate degree in this renowned institution and providing facilities to carry out this project.

I am grateful to Mrs. J. JENIFA MARY Assistant Professor of KarpagaVinayaga Institute of

Management, Pudukkottai, the internal guide for timely suggestion and constant
encouragement and support that led to accomplishment of the project.

I extend my thanks to all the faculty members, KarpagaVinayaga Institute of Management,

Pudukkottai, who helped me either directly or indirectly to complete this project.

I wish to express my heartfelt thanks to my parents, and my friends for their useful tips that
helped me to complete this project.

K. RAJI
 TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

1 CHAPTER-I
1.1 INTRODUCTION
1.2 OBJECTIVE OF THE STUDY

1.3 NEED OF THE STUDY

1.4 SCOPE OF THE STUDY

1.5 LIMITATION OF THE STUDY

2 CHAPTER-II
2.1 INDUSTRY PROFILE
2.2 COMPANY PROFILE

2.3 REVIEW OF LITERATURE

3 CHAPTER-III
3.1 RESEARCH METHODELOGY

4 CHAPTER-IV
4.1 DATA ANALYSIS
4.2 CORRELATION

5 CHAPTER-V
5.1 FINDINGS
5.2 SUGGESTIONS
5.3 CONCLUSION

ANNEXURE
5.4 BIBLIOGRAPHY
5.5 QUESTIONARE
 LIST OF TABLES & CHARTS

Table No Title Page No

3.1.1 The age group of the respondents
3.1.2 The department in chemical products limited
3.1.3 The monthly income of the respondents
3.1.4 The employees working experience in the organization
3.1.5 The company motivate the respondents
3.1.6 The satisfy with promotional measure provided by organization
3.1.7 The job security in the chemical products limited
3.1.8 The satisfy with working hours in your organization
3.1.9 The solving employee problem
3.2.1 The suggeston of new ideas
3.2.2 The respondents usually take leave per month
3.2.3 The shift you usually avail more leave
3.2.4 Take leave with prior permission
3.2.5 The relationship with supervisor and co-workers
3.2.6 The aware of leave facilities
3.2.7 The reasons for absenteeism
3.2.8 The nature of job in respondents
3.3.1 The aware of the schemes introduced by the company to reduce
absenteeism
3.3.2 The know about the schemes introduced to reduce absenteeism
3.3.3 The satisfied with current leave procedure
3.4.1 The company is giving enough rewards according to your
performance
3.4.2 The satisfied with the rest intervals provided
3.4.3 The opinion about the facilities offered by the organization
3.4.4 Classification of the respondents by genders
CHAPTER I
 CHAPTER I

1.1 INTRODUCTION

Absenteeism is defined as “unauthorized absence from work,

anEmployee is supposed to be on the job, but is not.”- Human Resource
andmanagement by MirzaS.Saiyadain.

Absenteeism is a habitual pattern of absence from duty.FrequentAbsence

from the work place may be indicative of poor morale, sickness, family
responsibilities or job satisfaction.

Absenteeism is the total man—shifts lost because of absences as a

percentage of the total number of man –shifts scheduled to work. Absentee is one
who is habitually absent.

Absenteeism and turnover of employers are serious problems of industry

in all countries. These problems are caused by several factors and they have many
undesirable consequences. Therefore managers are concerned about these
problems and strive to check them so as to maintain efficiency and stability in
industry.

Employee Absenteeism is the absence of an employee from work. Itsa

major problem faced by almost all employers today. Employers are absent
fromwork and thus the work suffers. Absenteeism of employees from work leads
to back logs, pilling of work and thus work delay. There are various laws been
enacted for safeguarding the interest of both employers and employees but they
too have various constraints.

For calculating rate of absenteeism two facts are taken into consideration.

They are:-

 Number of persons scheduled to work.

 Number of persons actually present
 As the economy improves, absenteeism will become a bigger
problem.Absenteeism has increased by 14% since 1992. It costs employees $603
a dayfor each day an employee is out. In Canada alone, absenteeism costs that
country an alarming $10 billion a year.

It has been observed that the phenomenon of absenteeism does not exist in
Indian industry; it is a universal fact. The difference is only in terms of
magnitude.

The rate of absenteeism varies from 7 percent to 30 percent. The extent of

absenteeism may differ from industry to industry, place to place and occupation
to occupation.

The rate of absenteeism is higher in night shift than in day shift. Certain
Studies shows rate of absenteeism among men is greater than woman.

It an integral component of organizational health and an important

element in industrial relations. Studies on the relationship between job
satisfaction and absenteeism have yielded in conclusive results. It is generally
assumed satisfy employees are more productive.

The various factors influencing job satisfaction are:-

 Environmental Factors:- This includes:

 Job Content
 Occupational level
 Pay and promotion
 Work group
 Supervision
 Personal Factors:- This includes:
 Educational level
 Age
 Marital status
 Experience
There are many theoretical approaches to job satisfaction. They are:

 Need fulfillment theory

 Equity theory
 Two factor theory
 Discrepancy theory
 Equity discrepancy theory

There are various measures an employer can talk to reduce absenteeism

 Talk to employees who are absent and find out the problem.
 Take measures to protect the interest of the employees.
 Check from time to time that no employee is treated badly by
Seniors.

Employee absenteeism is faced by each and every company whether big

or small and each one has get its own way reducing absenteeism. There is no one
fit in formula for every company.

Effects of Absenteeism:

 Regular flow of work in the factory is distributed.

 Overall production declines.
 There is considerable increase in overtime bill.
 Reduction in earnings increases indebtedness of workers.

Control of Absenteeism:

 Proper hiring.
 Good working conditions.
 Housing and Transport facilities.
 Safety programs.
 Incentives.

This study is to analyses the job absenteeism of employee. It would help

to analyses the reason for absenteeism and various remedial measures is
determined by this study.
 MAIN THEME OF THE PROJECT

1.2 Objectives of the study

1. To study about the Employee absenteeism in Aranthangi Chemical
Products, Ltd.

2. To find out the various reasons that leads to absenteeism.

3. To know the level of motivation towards their work.

4. To analyses the suggestions, so as to reduce the rate of absenteeism in

company.

1.3 Need of the study

1. Helps create evidence –based solutions to attendance problems.
2. Lower grades loss of credit/possibility of not being promoted to
the next grade, school service.

1.4 Scope of the study

Absenteeism has wide implications to both the company& employees.

The company suffers with the problem of scheduling its production
activities & meeting the target. The turnover of employees is also likely to
increase which increases the cost of making alternative arrangements.

The employees will also suffer from absenteeism. Their commitment

towards theorganization & to their jobs decreases. Their morale will go down
their contribution to the organizational goods increases. This will create a
distance between the employees & the management.

1.5 Limitations of the study

There are some limitations for research which are as follows: -

 As it was not possible to visit each department the true picture of

working condition could not be judged.
 The workers were busy with their work therefore they could not give
enough time for the interview.
 The personal biases of the respondents might have entered into their
response.
 Some of the respondents give no answer to the questions which may
affect the analysis.
CHAPTER II
 2.1 INDUSTRY PROFILE

The chemical industry comprises that produce industrial chemicals. It is

central to modern world economy, converting raw materials (oil, natural gas, air,
water, metals, and minerals) into more than 70,000 different products. Chemicals
are used to make a wide variety of consumer goods, as well as thousands inputs to
agriculture, manufacturing, construction, and service industries. The chemical
industry itself consumers 26 percent of its own output.

Major industrial customers include rubber and plastic products, textiles,

apparel, petroleum refining, pulp and paper, and primary metals. Chemicals is
nearly a $3 trillion global enterprise, and the EU and U.S. chemical companies are
the world’s largest producers.

Sales of the chemical business can be divided into a few broad categories,
including basic chemicals (about 35 to 37 percent of the dollar output), life
sciences (30 percent), specialty chemicals (20 to 25 percent) and consumer
products (about 10 percent).

Basic chemicals or “commodity chemicals” are a broad chemical

category including polymers, bulk petrochemicals and intermediates, other
derivatives and basic industrials, inorganic chemicals, and fertilizers. Typical
growth rates for basic chemicals are about 0.5 to 0.7 times GDP. Product prices
are generally less than fifty cents per pound. Polymers, the largest revenue
segment at about 33 percent of the basic chemicals dollar value, include all
categories of plastics and man-made fibers. Chemicals in the bulk petrochemicals
and intermediates are primary made from liquefied petroleum gas (LPG), natural
gas, and crude oil. Their sales volume is close to 30 percent of overall basic
chemicals.

Life sciences include differentiated chemical and biological substances,

pharmaceuticals, diagnostics, animal health products, vitamins, and crop
protection chemicals. While much smaller in volume than other chemical sectors,
their products tend to have very high prices—over ten dollars pre pound –growth
rates of 1.5 to 6 times GDP, and usually produced with very high specifications
and are closely scrutinized by government agencies such as the Food and Drug
Administration.
Specialty chemicals are a category of relatively high valued, rapidly growing
chemicals with diverse end product markets. Typical growth rates are one to three
times GDP with prices over a dollar per pound. They are generally characterized
by their innovative aspects. Products are sold for what they can do rather than for
what chemicals they contain. Products are sold for what they can do rather than
for what chemicals they contain. Products include electronic chemicals, industrial
gases, adhesives and sealants as well as coatings, industrial and institutional
cleaning chemicals, and catalysts. Coatings make up about 15 percent of specialty
chemicals sales, with other products ranging from 10 to 13 percent.

Consumer products include direct product sale of chemicals such as

soaps, detergents, and cosmetics.

Technology:

As accepted by chemical engineers, the chemical industry involves the use

of chemicals processes such as chemical reactions and refining methods to
produce a wide variety of solid, liquid, and gaseous materials. Most of these
products are used in manufacture of other items, although a smaller number are
used directly by consumers. This is a process diagram of a turbine generator.
Knowing how to design a sustainable process in which the system can withstand
or manipulate process halting conditions such as; heat, fiction, pressure,
emissions, contaminants is essential forengineers working to produce a
sustainable process for use in the chemical industry.

History:

Chandler (2005) argues the relative success or failure of American

European chemicals companies is explained with reference to three themes:
“barriers to entry” “strategic boundaries,” and “limits to growth.” He says
successful chemicals firms followed definite “paths of learning” whereby first
movers and close followers created entry barriers to would-be rivals by building
“integrated learning bases” (or organizational capabilities) which enabled them to
“virtuous strategy” of reinvestment of retained earnings and growth through
diversification, particularly to utilize “dynamic” scale and scope economics
relating to new learning in launching “next generation” products.
PCC (Precipitated Calcium Carbonate)

PCC stands for precipitated calcium carbonate. It is a manufactured form

of calcium carbonate made under exacting conditions in order to obtain crystals of
the proper shape, size and physical characteristics needed for a host of
sophisticated uses. Gray Mont operates two plants that manufacture this product;
one in Tacoma, Washington and the other in St. Helens, Oregon.

The process is actually very simple. First, Graymont takes the finest lime
available, which is calcium oxide, custom made for this process by one of its lime
manufacturing facilities. The calcium oxide is mixed in water and pumped to the
reaction vessel. Then CO2 rich gas is introduced into the mix to come up with
PCC. The reaction is as follows:

CaO + H2O —>Ca(OH)2, and Ca(OH)2 + CO2 —> CaCO3 + H2O

Of course this is all done using the latest state of the art equipment and control
technology.

Gray Mont has the ability to manufacture a wide range of products that can be
tailored for each customer's use. Contact Graymont to see how your calcium
carbonate needs can be met.

About Graymont:
Graymont is a family owned company whose management team and
employees are dedicated to meeting or exceeding customer needs. The company
is focused on high calcium and dolomitic lime, value added lime based products
such as specialty hydrates and precipitated calcium carbonates, and in the
aggregate and pulverized stone business.

Graymont takes a long term view of its business and the lime industry.
Graymont has been in the lime business for over 50 years and operates facilities
on sites that have been in operation for up to 200 years. Graymont is among the
leaders in the industry in adding new efficient plants and equipment and operates
some of the most modern facilities on the continent. Since 1989 Graymont has
built close to 2.8 million tons of new state of the art capacity and will continue to
add new capacity to meet market demand.
 Graymont is the second largest producer of lime in North America. In
Canada, Graymont subsidiaries have operations from New Brunswick to British
Columbia. In the United States, subsidiary companies operate in Ohio,
Pennsylvania, Wisconsin, Washington, Oregon, Montana, Utah and Nevada while
serving markets in a much wider geographic area. In addition to Graymont's lime
interests, Graymont Materials, located in upstate New York and the province of
Quebec, provides construction stone, sand and gravel, asphalt products and ready
mix concrete for the infrastructure and general construction needs of the area

In 2003, Graymont became a part owner of GrupoCaldera. Caldera is the

largest lime producer in Mexico, with seventeen production sites in Mexico and
one in Honduras. The company, like Graymont, is privately held and has more
than ninety years of continuous experience in the Lime and Limestone industries.
.

Services
In addition to providing high quality products for its customers, Graymont
provides engineering and technical support to facilitate customer applications.
Areas covered include: product application, transportation, material handling, and
research and development.

 Product Application:

Graymont has technical and sales personnel skilled in solving

customer problems. They are available to work with customers to
recommend the proper products to meet their specific needs. This may
include support on FGD projects, steel blends of high calcium and
dolomitic products, the usage of lime in asphalt, or how to apply building
products.

 Transportation:

Graymont has extensive expertise in transportation, by truck, rail

or water for our products. The emphasis is on building reliable, cost
efficient supply networks. An example of this commitment is the
operation of a fleet of PCC delivery barges to support customers in the
paper industry in the Northwest.
  Material Handling:

Graymont will review and inspect customer material handling

facilities and design criteria to assure efficient and economical operations.
If requested, Graymont is prepared to own and operate such facilities at
the customer's site including storage facilities. Graymont also provides
portable slackers, silos and unloading and material handling equipment for
short term projects. Several customers lease this equipment until their
project has been completed.

 Research and Development:

Graymont is prepared to work with customers in R&D efforts for
new product and process applications. Graymont has portable slakers and
unloading conveyors available to facilitate testing of new applications at a
customer's site.

Precipitated Calcium Carbonate Mix Products

We are offering Precipitated Calcium Carbonate such as Paper Grade,

Rubber Grade, Ink Grade, Toothpaste, Tooth Powder, Food Grade, Detergent
Grade and Calcium Carbonate. We have been appreciated by our clients
providing good quality of products.

Paper Grade

We are offering Paper Grade. These are widely used by paper industry to
manufacture alkaline media paper making. Around 70% of the total output of
precipitated calcium carbonate of the world is consumed by paper industry alone.
These improves the brightness, smoothness, and opacity of paper. It also increases
the ink receptivity.These also reduces the cost of production of paper making.
Kindly see the attached PDF.
Rubber Grade

We are engaged in offering high quality Rubber Grade to our clients.

These are used by rubber product manufacturer for different rubber products like
Tyres, Tubes, HawaiChappals, Soles, Straps and other Rubber Parts. With its high
whiteness and dispensability, precipitated calcium carbonate improves the process
ability characteristics of rubber product manufacturing units. These are
reinforcing filler which reduces the cost of finished products. Kindly see the
attached PDF.

Ink Grade

We are offering to our valued customers a qualitative range of Ink Grade.

These are use in precipitated calcium carbonate as an ant settling agent. As an ant
settling agent, precipitated calcium carbonate works as an extender assisting in
the control of strength and body of the ink. Customers can easily avail this from
the market at attractive prices. Kindly see the attached PDF.

Toothpaste

Client can avail from us good quality of Toothpaste those are provided by
us with different taste and in very attractive packaging. We provide these
toothpaste in plastic tubes and we fill these tubes by latest liquid filling
machinery. Client can purchase these paste at economical price. Kindly see the
attached PDF.

Tooth Powder

We are offering Tooth Powder. These are use it as a cleaning and

polishing agent. The average particle size at D 0.50 is maintained between 5 to 7
μm and the pH is controlled about at 9. These are also offers different water
absorption options, which enables the made to choose most suitable option to
maintain desired water content in the toothpaste. These benefit of fluffiness due to
low bulk density of precipitated calcium carbonate.
Food Grade

We are manufacturer and supplier of Food Grade at reasonable prices.

These food grade are used by the chewing gum, powder drinks and wine. The
chewing gum manufacturer uses it as a calcium supplement as a mold release
material whereas powder drinks manufacturers uses it to neutralize excess acid in
the food.

These increases the nutrition ingredient and puff in food and makes them
taste better. For use in the food industry, the heavy metals like Pb, As, Hg, Fe etc.
should be controlled below prescribed standards. It is also used as a source of
calcium supplement in backing products.

Detergent Grade

We are offering our customers a wide range of Detergent Grade. These

powder are manufacturer due to its characteristics of high water absorption
capacity and fluffiness use precipitated calcium carbonate. High water absorption
makes the powder free flowing and fluffiness makes it look bigger pack.

Calcium Carbonate

We are engaging in offering Calcium Carbonate. These are highly pure and
available in different specifications to suit the requirements of different industry
applications. Our range is appreciated for precise composition, purity and
accurate ph value. These are prepared by coating PCC with other chemicals
(stearic acid etc.) to improve its properties. Currently MIPL does not offer this
product
 2.2 COMPANY PROFILE

ARANTHAANGI CHEMCIAL PRODUCTS LIMITED (formerly

known as Aranthangi Chemicals Private Limited) was established in the year
1983. We are one of the pioneers and leading manufacturers of quality
Precipitated and Activated Calcium Carbonate from imported limestone. We
have committed to manufacture and supply a unique product to satisfy all types of
customers throughout the breadth and length of our country and abroad. The
company is popularly known as ACPL. With the well-organized team under the
guidance of our Managing Director and Executive Director at the apex level,
assisted by the dedicated team of our experienced employees and support of our
valued customers, we have been achieving our objectives and goal. To suit the
needs of our various type’s customers, our products are manufactured in different
grades. The specialty of our unit and product is that it is the one and only unit in
South India manufacturing Precipitated and Activated Calcium Carbonate in
India.

Over the past 25 years, our company has been maintaining a steady
growth in production, sales volume, clientele and dealer network. Thanks to the
overwhelming response and customers’ support we have gradually enhanced the
annual production capacity of our Precipitated Calcium Carbonate and Activated
Calcium Carbonate to the present level of 20000 M.T & 8000 M.T., respectively

Our company is located in Aranthangi in Pudukkottai District in Tamil

Nadu, South India, India. Regarding infrastructure, the total area of land of our
company is 10.2 acres with a built up area of about 1, 00,000 sq.ft. There are
separate buildings for our administrative office, plant, stores, go down, and
laboratory etc., our laboratory is well equipped with modern equipment’s /
apparatus and latest technology is adopted for testing the material. Skilled
professionals are employed in all departments for rendering excellent service

To customers. The company has an organized team of directors under the

leadership of the Managing Director Mr.V.K.Veerappan.
MARKETING DEPARTMENT

Mr.V.KAILASAM M.B.A., (Executive Director)

Mr.V.Kailasam, the Executive Director of our company is a young and energetic

post graduate in Business Administration. With his rich experience in
administration and marketing is looking after the overall affairs of the company in
general and marketing department in particular. Since we are quality conscious,
he personally inspects the mines abroad before placing orders to ensure that the
quality and purity of limestone to be imported are in tune with the prescribed
standards. Thanks to his tireless efforts, our company has secured sizeable orders
from the prestigious companies like TNPL, Hindustan Unilever, TVSetc and
enjoys the reputation of being the only Precipitated and ActivatedCalcium
Carbonate manufactures in South India that too from imported Limestone. He
hasan absolute market knowledge on the product and adopts suitable strategies for
promoting sale. The marketing team under his dynamic leadership has widened
the sales network and maintaining excellent rapport with customers.

ACPL is coming up with a Wind Mill with a capacity of 600kw,

manufactured by Suzlon to be located at Dharapuram.
 COMPANY PROFILE

 Name & address of the company : ARANTHANI CHEMICAL

PRODUCT LIMITED,
256/ 3A 1 Pudukkottai Road,
Aliya Nilai, Aranthangi-614616.

 Year Establishment : 1983

 Constitution :Limited
 Name of the product Manufactured :Precipitated Calcium
Carbonate (PCC)
 Existing Installed Capacity : 18000 M.T.Per annum
 Basic Raw Material : Lime Stone
 Procurement of Raw Material : Importing Limestone from
salalah in ship loads
 Reasons for Importing : (a) Limestone of Philippines
Origin have higher Purity and
brightness which are most important
for manufacturing PCC
: (b) To maintain uniform Quality
 Range of product is used in PCC : PVC pipes, Rubber products,
Cosmetics dentifrice,
Detergent powder etc.

 Financing Bankers : State Bank of India, Aranthangi.

 2.3 Review of Literature

According to KERR CLARK, absenteeism is too due to lack of

“commitment on the part of the workforce” kerrclark& his associated of the
opinion that “since the degree of commitment varies with the degree of the
country’s industrial growth or maturity.__Kerrclark.

He has argued the problem of absenteeism is not the direct outcome of

industrialization. But, it is a product of large no of variables like the social,
economic and cultural background of the workforce .__BULMER.

He differentiates between the satisfied and unsatisfied employee’s on

the basis of the following 4 factors. They are Turnover, Absence, Health,
Productivity.___ CHADWICK JONES, NICHOLSON & BROWN, 1982.

He pointed out that the cost of absenteeism & the impact there off on
productivity alone is enough to shock any human resources managers out of any
state complacency they might have toward absenteeism.____HAMILTON-
ATWELL-2003.

Reviews of literature have consistently attributed to the casually

weak, often contradictory, generally inconclusive findings of previous
research to a lack of theory formulation & the proliferation of bivariate
analysis that have largely focused on correlations between job satisfaction or
other job related attitudes & absenteeism.___ TERENCE MITCHELL.

 NEST ERB. AKYEAMPONG has written a research paper Trends and

seasonality in Absenteeism. In this paper the author focus on that at
which time period the employees are more absent.
 In this paper he said that illness-related absences are highly seasonal,
reaching a peak during the winter months (December to February) and a
trough during the summer (June to August). The high incidence in winter is
likely related to the prevalence of communicable diseases at that time, especially
colds and influenza. The low incidence during the summer may be partly because
many employees take their vacation during these months. Because of survey
design, those who fall ill during vacation will likely report „vacation‟ rather than
„sickness or disability‟ as the main reason for being away from work.

Compared with the annual average, part-week absences are roughly

30% more prevalent in the winter months and almost 20% less so during the
summer months. Seasonality is much less evident in full-week absences.

 MARIA JOSÉ ROMERO AND YOUNG-SUN LEE has written a

research paper. A National Portrait of Chronic Absenteeism in the Early
Grades. In this paper he focused on the following points:

(i) How widespread is the Problem of Early Absenteeism?

(ii) Does Family Incomes Impact Early Absenteeism?

(iii) What is the Impact of Early Absenteeism on Academic

Achievement?

 MORTEN NORDBERG AND KNUT REED has written a research

paper Absenteeism, Health Insurance, and Business Cycles. In this he
wants to evaluate how the economic environment affects worker
absenteeism and he also isolate the causal effects of business cycle
developments on work-resumption prospects for ongoing absence
spells, by conditioning on the state of the business cycle at the
moment of entry into sickness absence.
The author finds that

(i) That business cycle improvements yield lower work-resumption

rates for persons who are absent, and higher relapse rates for persons
who have already resumed work.

(ii) That absence sometimes represents a health investment, in the

sense that longer absence „now‟ reduces the subsequent relapse propensity.

(iii) That the work-resumption rate increases when sickness benefits are
exhausted, but that work-resumptions at this point tend to be short-lived.
CHAPTER III
 3.1 RESEARCH METHODELOGY

RESEARCH
Research in common parlance refers to search for knowledge. One can also
define research as a scientific and systematic search for pertinent information on a
specific topic. The advanced learner’s dictionary of current English lays down the
meaning of research as “a careful investigation or inquiry especially through
search for new facts in any branch of knowledge.

Research methodology is a way to systematically solve the research problem.

It may be understood as a science of studying how research is done scientifically.
In it we study the various steps that are generally adopted by a researcher in
studying his research problem along with the logic behind them.

RESEARCH DESIGN
Research design is the blue print of the proposed study. It represents the
overall scheme of the study. “All research design is a logical and systematic
planning and it helps directing piece of research” the research design select for
the particular study is descriptive research studies.
Descriptive research studies are those studies concerned with describing
the characteristics of a particular group. Such studies are concerned with specific
predictions, with narration of facts and characteristics concerning group or situate

SAMPLING DESIGN
Population
The population of the study comprises of all the office staff chemical
products Private Limited. The target population for the study was the office staff
of the HR department chemical products Private Limited.

Sampling technique
Non probability convenience sampling technique is used for selecting the
sample size of the respondents.
Sampling Unit
The study was aimed to collect data from office staff of the HR department at
chemical products Private Limited as the research period was short, it was not
practical to collect the responses from all the members in the population
.therefore sample size of 60 was fixed for the study.

2.5 DATA COLLECTION

The sources through which the data are collected can be classified as:
Primary Sources
The primary data needed for the study were collected from the HR department of
chemical products Private Limited. The respondents were contacted directly and
the data require for the study were collected by administering pre-tested
structured questionnaires.

Secondary Sources
The secondary data’s were collected from:
 Company web site
 Company records
 Journals
 Magazine
 Internet
 Library

STATISTICAL TOOLS
The data collected from the employees will be analyzed by using:
 Simple Percentage analysis
 Co-efficient of Correlation
 Chi-square Analysis
1. Calculation of Simple Percentage

Number of respondent replied

Simple percentage= ---------------------------------------------X 100
Total number of respondents

2.Co-efficient ofCorrelation
Is the quantity
(Ʃxy×n)-Ʃx×Ʃy

R=

(Ʃx2×n)-(Ʃx)2 (Ʃy2×n)-(Ʃy)2

3. Chi –Square Analysis

Chi –square symbolically written as X2 as a statistical measure helps us to
assess the significant difference between the observed frequencies and the
expected frequencies and also to asses some of the expected frequencies obtained
from some hypothetical universe.
Chi –square can be calculated as under
X2 = (O-E) 2
E
E=RT*CT/N, Where
O = Observed frequency
E = Expected frequency
RT = Row total
CT = Column total
N = Total number of respondents
Table value is found at 5% level of significance and for the available
Degree of freedom (R-1)*(C-1), Where
R = Number of rows
C = Number of columns
If the calculated value is greater than the table value the hypothesis is
rejected otherwise accepted.
CHAPTER Iv
 CHAPTER IV

4.1 DATA ANALYSIS AND INTERPRETATION:

TABLE NO 4.1.1

AGE GROUP OF THE RESPONDENTS

NO OF
PERCENTAGE
S.NO AGE RESPONDENTS
(%)

1 Below 25 years 12 20

2 26 to 35 years 13 22

3 36 to 45 years 20 33

4 46 to 55 years 15 25

Total 60 100

INTERPRETATION:

From the above table 20% of employees are in the age group below 25
years, 22% employees are in the age group 26-35 years, 33% of employees are in
36-45 years and 25% employees are in 46-55 years

CHART 4.1.1

AGE GROUP OF THE RESPONDENTS

35 33 %

30
25%
25
22%
20%
percentage

20

15

10

0
Below 25 years 26 to 35 years 36 to 45 years 46 to 55 years
Age
 TABLE NO 4.1.2

DEPARTMENT IN CHEMICAL PRODUCTS OF THE RESPONDETS

NO OF
S.NO DEPARTMENT RESPONDENTS PERCENTAGE
(%)
1 Production 18 30
2 Marketing 10 17
3 Human Resource 12 20
4 Maintenance 9 15
5 Packing 11 18
TOTAL 60 100

INTERPRETATION:

From the above table 30% of employees are in the production department,
17% employees are in the marketing department, 15% of employees are in
maintenance and 18% employees are in packing department, 20% employees are
in the Human Resource departments working in organization.

CHART 4.1.2

DEPARTMENT IN CHEMICAL PRODUCTS OF THE RESPONDENT

30%
30 20%
17% 18%
25 15%
percentage

20
15
10
5
0

Department
 TABLE NO 4.1.3

MONTHLY INCOME OF THE RSEPONDENDS

S.NO MONTHLY NO OF PRECENTAGE

INCOME RESPONDENTS (%)
1 Below Rs. 4000 18 30

2 Rs. 4001 to 8000 21 35

3 Rs. 8001 to 12000 15 25

4 Above Rs. 12000 6 10

Total 60 100

INTERPRETATION:

From the above table 30% of employees below 4000 monthly income ,
35% employees 4001 to 8000 monthly income, 25% of employees 8001 to 12000
monthly income, and 10% employees above 12000 monthly income.

CHART 4.1.3

MONTHLY INCOME OF THE RSEPONDENDS

40 35%
35 30%

30 25%

25
percentage

20
15
10%
10
5
0
Blow Rs. 4000 Rs. 4001 to 8000 Rs. 8001 to 12000 Above Rs. 12000
Monthly income
 TABLE NO 4.1.4

EMPLOYEES WORKING EXPERIENCE IN THE ORGANIZATION

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 1-2 years 4 7

2 3-4 years 13 22

3 5-10 years 17 28

4 Above 10 years 26 43

TOTAL 60 100

INTERPRETATION:

From the above table reveals that 7% of the respondents are belongs under
1-2 years of experience, 22% of the respondents are under 3-4 years experience,
28% of the respondents are under 5-10 years experience, 43% of the respondents
are above 10 years experience.

CHART 4.1.4

EMPLOYEE WORKING EXPERIENCE IN THE ORGANISATION

60
43%
percentage

40 22% 28%
7%
20

0
1-2 years
3-4 years
5-10 years
Above 10
years
opinion
 TABLE NO 4.1.5

COMPANY MOTIVATE OF THE RESPONDENTS

NO OF
PERCENTAGE
S.NO OPINION RESPONDENTS
(%)
1 Always 23 38
2 Rarely 16 27
3 Never 11 18
4 Not at all 10 17

TOTAL 60 100

INTERPRETATION:

From the above table reveals that 38% of the respondents are always
motivate, 27% of the respondents are rarely motivate , 18% of the respondents are
never motivate, 17% of the respondents are not at all motivate.

CHART 4.1.5

COMPANY MOTIVATE OF THE RESPONDENTS

40 38%

35
30 27%
25
percentage

20 18%
17%
15
10
5
0
Always Rarely Never Not at all
opinion
 TABLE NO 4.1.6

SATISFY WITH PROMOTIONAL MEASURE PROVIDED BY

ORGANIZATION

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Highly satisfied 7 12
2 Satisfied 18 30
3 Neutral 20 33
4 Dissatisfied 9 15
5 Highly Dissatisfied 6 10
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 12% of the respondents are highly
satisfied, 30% of the respondents are satisfied , 33% of the respond neutral, 15%
of the respondents are dissatisfied, 10% of the respondents highly dissatisfied
with promotional measure provided by organization.

CHART 4.1.6

SATISFY WITH PROMOTIONAL MEASURE PROVIDED BY

ORGANIZATION

35 33%
30%
30

25
percentage

15%
20

15 12% 10%

10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied Dissatisfied
opinion
 TABLE NO 4.1.7

SATISFACTON OF JOB SECURITY IN THE CHEMICAL PRODUCTS

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Highly satisfied 15 25
2 Satisfied 18 30
3 Neutral 13 22
4 Dissatisfied 9 15
5 Highly Dissatisfied 5 8
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 25% of the respondents are highly
satisfied, 30% of the respondents are satisfied , 22% of the respond neutral, 15%
of the respondents are dissatisfied, 8% of the respondents highly dissatisfied job
security in the organization.

CHART 4.1.7

SATISFACTION OF JOB SECURITY IN THE CHEMICAL

PRODUCTS

35 30 %
30 25 %
25 22 %
percentage

20
15 %
15
8%
10
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied
opinion
 TABLE NO 4.1.8

SATISFY WITH WORKING HOURS IN TRAINING PERIOD

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Highly satisfied 8 13
2 Satisfied 20 33
3 Neutral 12 20
4 Dissatisfied 10 17
5 Highly Dissatisfied 10 17
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 13% of the respondents are highly
satisfied, 33% of the respondents are satisfied, 20% of the respondents neutral,
17% of the respondents are dissatisfied, 17% of the respondents highly
dissatisfied with working hours in your organization.

CHART 4.1.8

SATISFY WITH WORKING HOURS IN TRAINING PERIOD

33 %
35
30
25 20 %
percentage

20 17 % 17 %
13 %
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied Dissatisfied
opinion
 TABLE NO 4.1.9

THE SOLVING EMPLOYEE PROBLEM IN TRAINING PERIOD

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Highly satisfied 7 12
2 Satisfied 15 25
3 Neutral 21 35
4 Dissatisfied 9 15
5 Highly Dissatisfied 8 13
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 12% of the respondents are highly
satisfied, 25% of the respondents are satisfied , 35% of the respondents neutral,
15% of the respondents are dissatisfied, 13% of the respondents highly
dissatisfied with management response towards solving employee Problem .

CHART 4.1.9
THE SOLVING EMPLOYEE PROBLEM IN TRAINING PROBLEM

35%
35 25%
30
25
percentage

15%
20
12% 13%
15
10
5
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied Dissatisfied
opinion
 TABLE NO 4.1.10

THE SUGGESTION OF NEW IDEAS IN TRAINING PERIOD

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Yes 37 62

2 No 23 38

TOTAL 60 100

INERPRETATION:

From the above table reveals that 62% of the respondents are encouraged
to suggest new ideas and remaining 38% of the respondents discouraged to
suggest new idea .

CHART 4.1.10

THE SUGGESTION OF NEW IDEAS IN TRAINING PERIOD

No
38%

Yes
62%
 TABLE NO 4.2.2

USUALLY TAKE LEAVE PER MONTH BY THE RSEPONDENTS

NO-OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 1 to 3 days 23 38
2 4 to 5 days 18 30
3 6 to 9 days 13 22
4 Above 10 days 6 10
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 38% of the respondents are belongs
under 1-3 days , 30% of the respondents are under 4-5 days, 22% of the
respondents are under 6-9 days, 10% of the respondents are above 10 days
usually take leave per month.

CHART 4.2.2

USUALLY TAKE LEAVE PER MONTH BY THE RSEPONDENTS

1 to 3 days 4 to 5 days 6 to 9 days Above 10 days

10 %

38 %
22 %

30 %
 TABLE NO 4.2.3

FREQUANTLY AVAIL MORE LEAVE OF THE RESPONDENTS

NO-OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Morning shift 13 21
2 Afternoon shift 22 37
3 Night shift 25 42
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 21% of the respondents are morning
shift usually leave, 37% of the respondents are under afternoon shift, and 42% of
the respondents areunder nightshift usually take leave per month.

CHART 4.2.3

FREQUANTLY AVAIL MORE LEAVE OF THE RESPONDENTS

50
37 % 42 %
40
percentage

21 %
30

20

10

Morning shift
Afternoon shift
opinion Night shift
 TABLE NO 4.2.4

USUALLY TAKE LEAVE WITH PRIOR PERMISSION

NO-OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Sometimes 10 17
2 Rarely 17 28
3 Never 21 35
4 Always 7 12
5 Not at all 5 8
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 17% of the respondents are sometimes
take leave with prior permission , 28% of the respondents are rarelytake leave
with prior permission , 35% of the respondents are never take leave with prior
permission ,12%of the respondents are always take leave with prior permission ,
8% of the respondents are not at all take leave with prior permission .

CHART 3.2.4

USUALLY TAKE LEAVE WITH PRIOR PERMISSION

40 35%

35 28%
30
25
percentage

17%
20
15 12%

10 8%

5
0
Sometimes Rarely Never Always Not at all
opinion
 TABLE NO 4.2.5

TRAINING TIME RELATIONSHIP WITH SUPERVISOR AND

COWORKERS

NO-OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Excellent 15 25
2 Good 11 18
3 Average 12 20
4 Bad 10 17
5 Very good 12 20
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 25% is excellent relationship with
supervisor and coworkers , 18%is good relationship with supervisor and
coworkers , 20%,is average relationship with supervisor and coworkers, 17%is
bad relationship with supervisor and coworkers,20% is very good relationship
with supervisor and coworkers in the organization.

CHART 4.2.5

TRAINING TIME RELATIONSHIP WITH SUPERVISOR AND

COWORKERS

25 %
25

20 %
20 18 % 20 %
17 %
percentage

15

10

0
Excellent Good
Average
Bad
opinion Very good
 TABLE NO 4.2

AWARE OF LEAVE FACILITIES IN TRAINING

NO-OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Yes 29 48
2 No 31 52

TOTAL 60 100

INTERPRETATION:

From the above table 48% respondents are agreed that got aware the leave
facilities and 52% respondents are not get aware the leave facilities in the
company.

CHART 4.2.6

THE AWARE OF LEAVE FACILITIES IN TRAINING

52 %

52

51

50 48 %
percentage

49

48

47

46
Yes No
opinion
 TABLE NO 4.2.7

THE REASONS FOR ABSENTEEISM

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Shift work 15 25
2 Working 10 17
condition
3 Work load 23 38
4 Job 12 20
dissatisfaction
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 25% of the respondents are shift work,
17% of the respondents are working condition,38% of the respond are workload,
20% of the respondents are job dissatisfaction of reason for absenteeism.

CHART 4.2.7

THE REASONS FOR ABSENTEEISMSSSSSS

38%

40
35 25%
30 20%
17%
percentage

25
20
15
10
5
0
Shift work Working Work load Job
condition dissatisfaction
opinion
 TABLE NO 4.2.8

THE NATURE OF JOB IN RESPONDENTS

NO OF
S.NO OPINION RESPONDENDS PERCENTAGE
(%)
1 Interesting 21 35
2 Adjustable 19 32
3 Risky 20 33
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 35% of the respondents are interesting
the job, 32% of the respondents are adjustable the job, 33% of the respondents are
risky of the job in the organization.

CHART 4.2.8

THE NATURE OF JOB IN RESPONDENTS

35.5 35%
35
34.5
34
33%
percentage

33.5
33
32.5 32%
32
31.5
31
30.5
Interesting Adjustable Risky
opinion
 TABLE NO 4.3.1

THE AWARE OF THE SCHEMES INTRODUCED BY THE COMPANY

TO REDUCE ABSENTEEISM

NO OF
S NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Yes 23 38
2 No 37 62
TOTAL 60 100

INTERPRETATION:

From the above table 38% respondents are agreed and 62% respondents
are not agreed aware of theschemes introduced by the company.

CHART 4.3.1

THE AWARE OF THE SCHEMES INTRODUCED BY THE COMPANY

TO REDUCE ABSENTEEISM

Yes
38%

No
62%
 TABLE NO 4.3.2

THE KNOW ABOUT THE SCHEMES INTRODUCED TO REDUCE

ABSENTEEISM

NO OF
S NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Yes 29 48
2 No 31 52
TOTAL 60 100

INTERPRETATION:

From the above table 48% respondents are agreed and 52% respondents
are not agreed know about the schemes introduced toreduce the absenteeism.

CHART 4.3.2

THE KNOW ABOUT THE SCHEMES INTRODUCED TO REDUCE

ABSENTEEISM

Yes, 48%
No, 52%
 TABLE NO 4.3.3

THE SATISFIED WITH CURRENT LEAVE PROCEDURE

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Highly satisfied 11 18
2 Satisfied 14 23
3 Neutral 10 17
4 Dissatisfied 12 20
5 Highly Dissatisfied 13 22
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 18% of the respondents are highly
satisfied, 23% of the respondents are satisfied , 17% of the respondents neutral,
20% of the respondents are dissatisfied, 22% of the respondents highly
dissatisfiedwith current leave procedure. .
CHART 4.3.3

THE SATISFIED WITH CURRENT LEAVE PROCEDURE

23% 22%
20%
25
18% 17%
20

15
percentage

10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied Dissatisfied
opinion
 TABLE NO 3.4.1

THE COMPANY IS GIVING ENOUGH REWARDS ACCORDING TO

TRAINING PERFORMANCE

NO OF
S NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Strongly Agree 14 23
2 Agree 9 15
3 Neutral 10 17
4 Disagree 11 18
5 Strongly 16 27
disagree
TOTAL 60 100
INTERPRETATION:

From the above table reveals that 23% of the respondents are strongly
agree, 15% of the respondents are agree , 17% of the respondents neutral, 18%
of the respondents are disagree, 27% of the respondents strongly disagree the
company is enough rewards according your performance.

CHART 4.4.1

THE COMPANY IS GIVING ENOUGH REWARDS ACCORDING TO

TRAINING PERFORMANCE

30 27%
23%
25
17% 18%
20 15%
percentage

15

10

0
Strongly Agree Agree Neutral Disagree Strongly
disagree
opinion
 TABLE NO 4.4.2

THE SATISFIED WITH THE REST INTERVALS PROVIDED

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Highly satisfied 9 15
2 Satisfied 12 20
3 Neutral 14 23
4 Dissatisfied 15 25
5 Highly Dissatisfied 10 17
TOTAL 60 100

INTERPRETATION:

From the above table reveals that 15% of the respondents are highly
satisfied, 20% of the respondents are satisfied, 23% of the respondents neutral,
25% of the respondents are dissatisfied, 17% of the respondents highly
dissatisfied with the rest intervals provided.

CHART 4.4.2

THE SATISFIED WITH THE REST INTERVALS PROVIDED

23% 25%
20%
25
17%
20 15%
percentage

15

10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied Dissatisfied
opinion
 TABLE NO 4.4.3

THE OPINION ABOUT THE FACILITIES OFFERED BY THE

ORGANIZATION

NO OF
S NO OPINION RESPONDENDS PERCENTAGE
(%)
1 Highly satisfied 6 10
2 Satisfied 8 13
3 Neutral 16 27
4 Dissatisfied 13 22
5 Highly 17 28
Dissatisfied
TOTAL 60 100
INTERPRETATION:

From the above table reveals that 10% of the respondents are highly
satisfied, 13% of the respondents are satisfied , 27% of the respondents neutral,
22% of the respondents are dissatisfied, 28% of the respondents highly
dissatisfied with the opinion about the facilities offered by the organization.

CHART 3.4.3

THE OPINION ABOUT THE FACILITIES OFFERED BY THE

ORGANIZATION
30 27% 28%

22%
25

20
percentage

13%
15
10%
10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied Dissatisfied
opinion
 TABLE NO 4.4.4

CLASSIFICATION OF THE RESPONDENDS BY GENDERS

NO OF
S.NO OPINION RESPONDENTS PERCENTAGE
(%)
1 Male 39 65
2 Female 21 35
TOTAL 60 100

INTERPRETATION:

From the above table shows the gender of the employees. 65% of the
respondents are male and 35% of the respondents are female.

CHART 4.4.4

CLASSIFICATION OF THE RESPONDENDS BY GENDERS

70 65%

60

50
35%
percentage

40

30

20

10

0
Male Female
Gender
 TABLE NO 4.4.5

THE CORRELATION OF JOB SECUIRITY AND WORKING

ENVIRONMENT IN THE GENDER

SATISFICATION SATISFICATION
LEVEL OF JOB LEVEL OF
OPINION SECURITY WORKING X2 Y2 XY
(X) ENVIRONMENT
(Y)
Highly
15 8 225 64 120
satisfied
18
Satisfied 20 324 400 360

13
Neutral 12 169 144 156

9
Dissatisfied 10 81 100 90

Highly
5 10 25 100 50
Dissatisfies

60 60 824 808 776

(Ʃxy×n)-Ʃx×Ʃy

R=

(Ʃx2×n)-(Ʃx)2 (Ʃy2×n)-(Ʃy)2

(776×5) - (60×60)

(824×5) - (60)2 (808×5) - (60)2

= 0.58%
 INTERPRETATION:

From the above table it reveals the job security and working environment
of a company is positively correlated.

CHI- SQUARE

NULL HYPOTHESIS (H0):

There is no significant relationship between gender and the satisfied with

current leave procedure of the employees

ALTERNATIVE HYPOTHESIS (H1):

There is significant relationship between gender and thesatisfied with

current leave procedure of the employees

TABLE NO: 4.4.6

THE GENDER AND SATISFIED WITH CURRENT LEAVE

PROCEDURE

Highly Highly
GENDER Dissatisfied Neutral Dissatisfied Total
satisfied dissatisfied

MALE 9 5 7 10 8 39

FEMALE 2 9 3 2 5 21

TOTAL 11 14 10 12 13 60
 CHI-SQUARE CALCULATION

TABULAR CALCULATION

OBSERVED EXPECTED
O-E (O-E) 2 (O-E) 2/E
FREQUENCY FREQUENCY

0.4786
9 7.15 1.85 3.4225

5 9.1 -4.1 16.81

1.8472

0.0384
7 6.5 0.5 0.25

0.2358
10 7.8 2.2 4.84

0.0239
8 8.45 -0.45 0.2025

0.8889
2 3.85 -1.85 3.4225

3.4306
9 4.9 4.1 16.81

0.0714
3 3.5 -0.5 0.25

2 4.2 -2.2 4.84

1.1523

5 4.55 0.45 0.5329

0.1171

TOTAL
8.2842
DEGREE OF FREEDOM

DOF =(r-1) x (c-1)

= (2-1) x (5-1)

= 1x4

V=4

LEVEL OF SIGNIFICANCE = 5%

Table value7.815 for4 degree of freedom at 5%level of significance.

Calculated value= 8.2842

Table value <calculated value = 7.815 < 8.2842

Therefore reject the null hypothesis and accept the alternative hypothesis
CHAPTER V
 CHAPTER V

FINDINGS

 From the study 65% of the respondents are male.

 From the study 33% of the respondents are under age group
o 36 to 45 years
 From the study 30 % of the respondents are working in production
department
 From the study 35% of the respondents get the monthly income of Rs.
4001 to 8000
 From the study 43% of the respondents are working experience in the
organization.
 From the study 38% of the respondents are motivate by the company.
 From the study 30% of the respondents are satisfied the job security in the
organization.
 From the study 33% of the respondents are satisfied with working hours in
origination.
 From the study 35% of the respondents are Neutral the solving the
employee problems.
 From the study 38% of the respondents usually take leave per month
 From the study 25% of the respondents are excellent relationship with
supervisor and coworkers.
 From the study38% of the respondents are work load that the is a reason
for their absence.
 From the above survey 33% of the respondents are not Neutral with their
promotional measures provided by the organization.
 SUGGESTION

 Employees must be encouraged for their creativity and innovative outlook

towards their job assigned.
 The company should reduce the work load for their labours.
 Welfare measures of the company employees should be improved so as to
make the employees feel more satisfied and contended.
 Some of the workers have their personal problems and they hesitate to
inform. The company has to implement system such as suggestion box, to
attend their grievances.
 Frequent meeting for workers during festival times will help the
management to reduce absenteeism during festivals.
 The promotional policy of the company has to be openly discussed and it
should be properly restructured so as to convince all the members.
 The management should take necessary action to strengthen the
relationship the employees.
 CONCLUSION
Above the detailed study as I conclude welfare measures of the employees should
be improved so as to make the employees feel more satisfied and contended.
Company wants to give more attention to the absenteeism as it is very important
to the production.

Absenteeism affects the organization from the multiple aspects. It affects severely
the production process and the business proves.

To avoid absenteeism company give attention to the employees to improve the

working condition, offering bonus and incentives and to provide safety measures.
ANNEXURE
 ANNEXURE
BIBLIOGRAPHY
BOOKS REFERED :

1. David, A. Harrison Joseph, J. Martocchio, 1998 – “Time for

Absenteeism Journal of Management”.
2. Blanchard and Thacker – “Effective Training System. Person
Education, Inc”.
3. K. Ashwathappa 1997 – “Human Research and Personal
Management”.
4. B. Anderson & D.J. Geldenhuys,2011 – “The Relationship Between
Absenteeism and Employers”.
5. K. Ashwathappa, 1997 – “Human Resourses and Personnel
Management”
6. John. M – “Human Research Manangement”
7. Chris Dukes, 2001 – “Recruiting the Right Staff”
8. Dr. N. Shanthi, 2011 – “A Study on Absenteeism of Employees in
Retailinng Industry”

WEB LINKS REFERED :

1. www.hr-guide.com
2. www.google.com
3. www.soople.com
4. www.infosys.com
5. www.hr-guide.com
6. www.learningmate.com
7. www.agronremedies.com
 QUESTIONARE

1. Name
2. Age
a) 46 to 55 years
b) 36 to 45 years
c) 26 to 35 years
d) Below 25 years
3. Which is best department in chemical product
a) Production
b) Marketing
c) Human resources
d) Maintenance
e) Packing
4. Monthly income
a) Below Rs.4000
b) Rs. 4001 to 8000
c) Rs. 8001 to 12000
d) Above Rs.12000
5. Experience
a) 1-2 years
b) 3-4 years
c) 5-10 years
d) Above 10 years

6.When does company motive the employee

a) Always
b) Rarely
c) Never
d) Not at all
7.Is the promotional measure provided by organization
satisfactory

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

8.Is the ob security in the chemical products limited

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

9. Are you satisfy with working hours in your organization

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

10. Are you satisfy in solving employee problem in training period

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
11. Do you suggestion if new ideas in training period

a) Yes
b) No

12.How many days do you usually take leave per month

a) 1 to3 days
b) 4 to 5 days
c) 6 to 9 days
d) Above 10 days

13.Which shift you usally avail leave

a) Morning shift
b) Afternoon shift
c) Night shift

14.When ever you can take leave in traning period

a) Sometimes
b) Rarely
c) Never
d) Always
e) Not at all

15.How do you feel about your relationship with your supervisor

a) Excellent
b) Good
c) Average
d) Bad
e) Very good

16.Is there avail leave facilities or not

a) Yes
b) No
17.For which reason absenteeism is high

a) Shift work
b) Working condition
c) Work load
d) Job dissatisfaction

18.Are you nature of job responsibilities

a) Interesting
b) Adjustable
c) Risky

19.Does the company have a scheme to reduce absenteeism or not

a) Yes
b) No

20.Do you know that there is a scheme to reduce absenteeism in

the company

a) Yes
b) No

21.Are you satisfy with current leave procedure

a) Higjhly satisfied
b) Satisfied
c) Netural
d) Dissatisfied
e) Highly dissatisfied

22.Are you satisfied with traning given by according to your

performance

a) Strongly agree
b) Agree
c) Netural
d) Disagree
e) Strongly disagree
23.Are you satisfy with the rest interval provided in training
period

a) Higjhly satisfied
b) Satisfied
c) Netural
d) Dissatisfied
e) Highly dissatisfied

24.Are you satisfy with opinion about the facilities offererd by the
organization in traning period

a) Higjhly satisfied
b) Satisfied
c) Netural
d) Dissatisfied
e) Highly dissatisfied

25.Genders

a) Male
b) Female