You are on page 1of 70

1.

1 Introduction of the study The problem of Absenteeism in Indian Industries is a complex socio-economic problem for which several factors are involved both Internal and External to the organization. Absenteeism is a very intricate problem for the Industry, which requires a very comprehensive, and integrated approach and which cannot be solved through efforts either by punishments disciplinary measures alone. The Industrial is rather a creation of the social set up. The cure for Absenteeism, therefore, lays not much in a readjustment of man to the social conditions but principally is a readjustment of the social condition to the need of man.

The Human Resource Management has definite scientific discipline; has to come forefront in maintaining and control over Absenteeism and Labour Turn Over various studies has been conducted to find out the causes of absenteeism problem which have an effect over labour force of the organization.At the national level, Absenteeism has become a perceptual problem of Indian Industries, there by affecting the economy of the nation from Industrial point of view the administration of Industrial enterprises are called about this problem. Absenteeism is a cancerous attitude which must be checked and 30% of the Labour Court Cases are arising out of this reason. It does not mean the employees should come to the factory daily without absence but they are eligible to take leave that is being afforded by the management.The problem of Absenteeism is actually stems up only when the employees take more number of leave days exceeding their limits and its ultimately results in loss pay as their total salary deducts. Absenteeism breads further Absenteeism is stability and frittering away of energy. Moreover when Absenteeism becomes a habit, there is not only a lowering of morale but

also distinct loss of skill and efficiency. Interest in the occupation is decreased and on returning to work after his leave, the worker finds it difficult to get started and regain his old stride. His stability of work performance at high place is affected. Irregular attendance has become a common phenomenon in heavy Industries and it is really a very hard task for the management to make out the reason underlying it and also formulate efficient any effective step so as to have a control over his economic disorder. This study is an effort to analyze the causes for the Absenteeism among the employees and try to reduce the problem with the valuable suggestions

1.2 INDUSTRY PROFILE History The process of making sugar by evaporation juice from sugarcane developed in India around 500BC. Sugarcane, a tropical grass, probably originated in New Guinea. Prehistoric times its culture spread throughout the pacific islands and into India. By 200BC producers in china had begun to grow it too. Westerners learned if sugarcane in the course of military expeditions into India. Nachos, one of Alexander the Gretas commanders, described it as a reed that gives honey without bees. Originally, people chewed the cane raw to extract its sweetness. Sugar refining developed in south Asia, the Middle East and china, where sugar became a staple of cooking and desserts. Early refining methods involved grinding or pounding the cane in order to extract the juice, and then boiling down the juice or drying it in the sum to yield sugary that resembled gravel. The Sandrit word for sugar (Sharkara0, also means gravel. Similarly, the Chinese use the term gravel sugar (Traditional Chinese) for table sugar. Sugar later spread to other areas of the world through trade. Measuring Sugar Content Dissolved sugar content Scientists use degrees Brix (symbol Bx), introduced by Antoine Brix, as units of measurement of the mass ratio of dissolved substance to water in a liquid. A 250 Bx sucrose solution has 25 grams of sucrose sugar per 100 grams of liquid. Or to put it another way, 25 grams sucrose sugar a d 75 grams of water exist in the 100 grams of solutions. An infrared Brix sensor measures the vibration frequency of the sugar molecules, giving Brix degrees measurement. This does not equate, to Brix degrees from a density of refractive index measurement because it will specifically measure dissolved sugar concentration instead of all dissolved solids. When using a refract meter, (RDS). One might spead of a liquid as having 20 Bx RDS. This referws of percentage by weight of total dried solids and, although not technically the same as Brix degrees through an infrared method renders an accurate measurement of sucrose content, since sucrose in fact forms the majority of dried solids. The advent of in-line infrared Brix measurement sensors has made measuring the amount of dissolved sugar in products economical using

a direct measurement.

The usual method of measuring the purity of sugars, i.e.the

sucrose content, is by polarizer-the rotation of plane polarized light by a solution of sugar. Sugar economics Historically one of the most widely - traded commodities in the world, sugar accounts for around 2% of the global dry cargo market. International sugar prices show great volatility,ranging from around 3 to over 60 cents per pound in the past 50. Of the worlds 180 odd countries, around 100 produce sugar from beet or cane, a few more refine raw sugar to produce white sugar, and all countries consume sugar. Consumption of sugar ranges from around 3 kilometers per person per annum in Ethiopia to around 40kg/person/yr in Belgium. Consumption per capita rises with income per capita until it reaches a plateau of around 35kg per person per year in middle income countries. Many countries subsidize sugar-production heavily. The European Union, the States, Japan and many developing countries subsidize domestic production and maintain high tariffs on imports. Sugar prices in these countries have often exceeded prices on the international market by up to three times; today with world market sugar futures prices currently strong, such prices typically exceed world prices by two times. Within international trade bodies, especially in the world trade organization the G20 countries led by Brazil have long argued that because these sugar markets essentially exculde cane-sugar imports, the G20 sugar-producers receive lower than there would under free trade. While both the European union and united states maintain trade agreements whereby certain developing and lee-developed countries (LDCs) can sell certain quantities of sugar into their markets, free of the usual import tariffs, countries outside these preferred trade regimes have complained that these. In 2004, the WTO sided with a group of can-sugar exporting nations (led by Brazil) and urled the EU Sugar-regime and the accompanying ACP-EU sugar protocol (whether by a group African, Caribbean, and Pacific countries receive preferential access to the European sugar market) illegal. In response to this and to other rulings of the WTO, and owing to internal pressures on the EU sugar regime, the European Commission proposed on 22 june 2005 a radical reform of the EU sugar regime, cutting pruces by 39% and eliminating all EU sugar exports. The African, Caribbean, Pacific and Least developed country sugar exports reached with dismay to the EU sugar proposals, arguing for a fairer reform of the EU regime which would foster development Goals. On 25 November 2005 the council of

the EU agreed to cut EU sugar prices by 36% as from 2009. It now seems (citation needed) that the U.S sugar program could become the next target for reform. Small quanities of sugar, especially specially grades of sugar, reach the market as fair trade commodities; the fair-trade system produces and sells these products with the understanding that a larger than-usual fraction of the revenue will support small farmers in the developing world. However, while the fair-trade foundation offers premium of USD 60.00 per tones to small program and the ACP sugar protocol offer premiums of around USD 400.00 per tones above world market prices.

1.2.1 COMPANY PROFILE The kallakurichi CSM is located at Moongilthurpattu I.I.839, Sankarapuram Taluk Villupuram District Tamilnadu. The Mill was registered under Tamilnadu Cooperative Societies Act 1970 on 19.05.1961. The Mills has completed erected and commenced its trial curshing on 12.02.1967 with initial crushing capacity of 1200 TCD and expanded capacity from 1200 TCD to 2000 TCD and 2000 TCD to 2500 TCD during the year 1977-78 and 1995-96 respectively. Land area for the mill premises is 50.44 Hectares. The Kallakurichi Co Op sugar Mills ltd with 2500 TCD capacity in Co-Operative sector in Sankarapuram Taluk Villupuram Dist., in Tamilnadu. This organization Certified ISO 9001:2000. The place of construction of the sugar mill is located at the south bank of River Pennar of Moongilthurapattu Village, Sankarapuram taluk Dist. History The plant and machinery was erected and started commercial production from 1967-68 seasons during 1995-1996 the plant was expanded form TCD to 2500 TCD to 2500 TCD. The mill has also installed certain equipment with an ultimate aim of producing surplus power and to evacuate it to Tamil Nadu electricity Board grid. One of the non converntional energy source identified for production of power in the biogases produced in a sugar mills which is the only industry which has not suffered any set back due to energy crisis, in view, of its own generation of electricity of its requirement during cursing season. The sugar industry by and large is self sufficient in and power. This because sugar industry uses renewable sugar cane crops as the raw material for production of sugar and simultaneously obtain captive fuel (biogases) of appreciable

calorific value, by introduction of high pressure boiler, with available steam, surplus power can be gererate through its co genereation plant and evacuate to the Tamil Nadu electricity Board grid. The plant and machinery was erected and started commercial production from 1967-68 seasons during 1995-1996 the plant was expanded from 2000 TCD to 2500 TCD. The Mills has also installed certain equipment with an ultimate aim of producing surplus power and to evacuate it to Tamil Nadu Electricity Board Grid. One of the non conventional energy source identified for production of power in the biogases produced in a sugar mills which is the only industry which has not suffered any set back due to energy, crisis, in view, of its generation of electricity of its requirement during Crushing season. The sugar industry by and large is self sufficient in and power. This because sugar industry uses renewable sugar cane crop as the raw material for production of sugar and simultaneously obtain captive fuel (Biogases) of appreciable calorific Value, by introduction of high pressure boiler, with available steam, surplus power can be gererate through its co generation plant and evacuate to the Tamil Nadu electricity Board grid. Our Mills Crushing Capacity is 2500 TCD. The capacity of our plant 5.5 MW with back Pressure Turbin.

THE DETAILS OF EXISTING BOILSERS ARE AS FOLLOWS 1. Binny Boiler Year of installation Capacity Pressure Temp of S.H steam 2. KCP Boiler (2 Nos) Year of installation Capacity Pressure Temp of S.H steam 3. KCP Boiler (1 No) Year of installation Capacity Pressure Temp of S.H steam : : : : 1977 20 tons/hr 21kg/cm2 340 c : : : : 1967 16 tons/hr 21kg/cm2 340 c : : : : 1995 35 tons/hr 43kg/cm2 425 c

FACILITIES AVAILABLE Canteen Facilities Parking Facilities Workers Uniform Facilities Two Wheeler Parking Facilities First aid Box Facilities Provisions Purchase Facilities Educational of Employees Child Facilities Housing Facilities Hospital Facilities Accident Protect Facilities

STRENGTH OF HUMAN RESOURCES


S.NO Department Original Sanctioned strength ----------------------------------Revised Sanctioned strength 53 21 68 10 6 18 1 26 7 10 0 27 13 5 90 0 26 2 63 21 95 24 1 10 8 1 52 9 In Position Vacancy

1 2 3 4 5 6 7

Administration --Accounts Cane Engineering

45 6 58 36 11 1 15 7

6 1 3 88 32 0

51 7 61

8 14 10

4 0 24 47 58 0 13 3

12 14 34 117 65 --242

124 70 43 1 7 0

Manufacturing --Others Grand Total -----

130 287 10 9

2.1 OBJECTIVES OF THE STUDY

Primary Objectives To study about the Employees Absenteeism at kallakurichi co-op sugarmill Ltd ,moongilduraipattu Secondary Objectives To know the satisfactory level of Employees towards Job, welfare facilities, working condition, etc. To Identify the reasons for absenteeism towards Job To find out the Impacts of absenteeism in the company. To give suitable suggestions to the Management in the Company in reducing absenteeism

2.2 NEED OF THE STUDY The need for study has been recognized for more than one reason we need a direct contact to get their opinion on above titled project. Since Absenteeism plays an important and vital role in the companys growth, it is necessary to analyze for reducing absenteeism in organization. Its helps to achieve organization goal, development career of worker, the study gives solution to the present and future problem, and its to handle stress, tension, health and conflict. This study helps to evaluate the workers problem and thereby to know the workers performance towards their job. An organization to be successful there has to be reducing the absenteeism of the workers and its find out the causes of the absenteeism. The study helps to know the factors that contribute to reduce absenteeism and its helps to give new ideas and suggestions regarding to reducing absenteeism.

3.1 REVIEW OF LITERATURE Earlier studies


Michael R.frone of research Institute of Addictions, state university of New York at Buffalo made a related study on obesity in absenteeism. He found that obese was positively related to increased absenteeism. He concluded that the relation mental obesity to absenteeism was fully mediated by poor physical health.1 Absenteeism in Indian Industry is not a new phenomenon. The Royal Commission on Labour reported that High Absenteeism prevails among industrial labour mainly due to their Rural Orientation.2 American Authors hold the view of that absenteeism is due to the internal administration of an Organization, According to them, The work milieu is very important since a large part of the workers daily is spent there.3 Ms.Yamini Priya S S, conducted a research on A Study on Absenteeism at Ambattur clothing limited, has found that worker were satisfied with all the facilities provided by the company best even then they were absent to their job due personal factors.4
1. Michael R. Frone, journal of workplace behavioral health, volume 22, issue 4 may 2008, pp 6579. 2. & 3.Labour bureau, Pocket book of labour statistics, 1981, Simla Page no 225-226 4. Ms.Yamini Priya S S, conducted a research on A Study on Absenteeism at Ambattur clothing limited Anna University.

ABSENTEEISM Absenteeism has been variously defined by different author. According to

Websters dictionary, Absenteeism is the practice or habit of being an absentee, and an absentee is one who habitually stays away. According to the labour bureau, simla. Absenteeism is the total man shifts lost because of absences as a percentage of the total number of man shifts scheduled to work.

In other words it signifies the absence of and employee from work when he is scheduled to be at work; it is unauthorized, unexplained, avoidable, and willful absence from work. For calculating the rate of Absenteeism, two facts are taken into consideration-the number of persons scheduled to work and the number actually present. A worker who reports for any part of a shift is to be considered present. An employee is to be considered scheduled to work when the employer has work available and the employee is aware of it, and when the employer has no reason to expect, well in advance, that the employee will not be available for work at the specialized time. Any employee may stay away from work if he has taken leave, to which he is entitled, or on the ground of sickness or some accident, or without any previous sanction of leave. Thus absence may be authorized or unauthorized, willful or caused by circumstances beyond ones control. FACTORS ASSOCIATED WITH ABSENTEEISM Three types of factors 1. Personal factors 2. Organizational factors 3. External factors

PERSONAL FACTORS Personal factors play an important role in the study of absenteeism. This must be given importance. The Personal factors related to employees behavior and some of the personal factors are age, length of service, marital status and responsibility, personal habits, indebtedness, frequency of sickness, etc. ORGANIZATIONAL FACTORS Organizational factors have deep influence over absenteeism. Some of the factors are like degree of strain, working conditions, job dissatisfaction and challenge, recruitment policy, Induction, placement, hosing, transport, etc. EXTERNAL FACTORS These factors are external to the company. They are both controllable and uncontrollable. This factor speaks about employees social interest. Some of the external factors are harvest season, participation in religious functions, festival, climate, etc.

REASONS FOR ABSENTEEISM Nature of Work Unsuitable Working Condition Lack of provision for general welfare inadequate leave facilities Improper and unrealistic personnel policies Absence of transport facilities Reasons due to bonafide emergencies Social and religious ceremonies Attraction village life Alcoholism and gambling habits Poor control Medical facilities at the time of accidents Unsatisfactory jobs.

EFFECTS OF ABSENTEEISM
Normal work flow in the factory is disturbed Overall production in the factory goes down. Over time allowance will increase considerably because of higher Absenteeism Causal workers may be employed to meet production schedules, such Workers are not trained properly. Habitual absentees may be removed from services causing them great. hardship MEASURES TO CONTROL ABSENTEEISM Adoption of a well defined recruitment procedure Provision of healthful and hygienic working conditions.

Motivation to workers welfare and social measures. Liberal grant leave. Provision of reasonable wage and allowance and job security. Cordial relationship between supervisors and workers. Development of workers education. Provision of transport and housing facilities.

As regards measures to be adopted to remedy the situation, the labour investigation committee, 1946 was of the opinion that proper conditions of work in the factory adequate wages, protection from accidents leave for rest and recreation constitute the effective means of reducing absenteeism. The personal management should envisage notification, especially in cases of sickness when the duration of absence is likely to be long and incase of personal and family circumstances.

4.1 RESEARCH METHODOLOGY


This chapter deals with the details adopted for proceeding with the current research, executed in an organized and systematic way of finding answers to the questions, after designing a framework or plan for the study for collection and analysis of data. The study of research methodology gives the necessary training in gathering material and arranging of card-indexing them, participation in the field work when required , and also training techniques for the collection of data appropriate to particular problems, in the use of statistics, questionnaires and controlled experimentation in recording evidence, sorting it out and interpreting it.

RESEARCH DESIGN
Descriptive research design which are concerned with describing the characteristics of a particular individual, or of a group through survey method of questionnaire and observation to collect the data.

SAMPLING DESIGN
Non-Probability method was used for selecting the samples from the population, stratified random sampling was used as the sampling technique, as all the professionals of different departments cannot be given an equal chance of being selected as a sample.

SAMPLE SIZE
The sample size is restricted to 50 Workers through the questionnaire method and it is 13% of Overall Population.

SOURCES OF DATA Primary data


rimary data are those which are collected as a fresh and for the first time thus happened to be original in character and known as primary data. Well designed questionnaire Personal Interview method

Secondary data
Secondary data was gathered the secondary sources as below, Company Websites Text Books

Internet Past Records

Tools for data collection


o Questionnaire o Personal interview

Tools for data analysis


o Percentage analysis o Chart o Ranking

4.2 LIMITATION OF THE STUDY


The result of the study depends upon the information furnished by the Workers categories only. Hence the information provided by them is subjected to personal bias. Only samples of 60 Workers were surveyed. The results of study cannot be generalized for the entire organization, as it is restricted to lower level employee and middle level employees alone. The study considers only the situation in Euro Style Exports Limited, Thirupur and cannot be applied to any industry as a whole. The perception may vary from time to time.

DATA ANALYSIS AND INTERPRETATION


TABLE No: 5.1
PLACED AT THE RIGHT JOB SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 9 27 8 4 2 50 PERCENTAGE 18 54 16 8 4 100

FIGURES: PLACED AT THE RIGHT JOB


INFERNCE: From the above table it can be inferred 18% strongly agree, and agree 54%, Neutral respondents 16%, Disagree 8%. And strongly disagree 4%.Total respondent

50.

TABLE No: 5.2


CURRENT JOB & ROLE GIVEN TO YOU IN ORGANIZATION SNO 1 2 3 4 5 SATISFACTION LEVEL Highly satisfied Satisfied Neutral DIS Satisfied Highly Dissatisfied TOTAL NO OF RESPONDENTS 7 30 10 2 1 50 PERCENTAGE 14 60 10 4 2 100

FIGURES: CURRENT JOB & ROLE GIVEN TO YOU IN ORGANIZATION


INFERNCE: From the above table it can be inferred that 60% of the respondents are satisfied. 10% of the respondents have average satisfied, and 4% of the respondents have dissatisfied. satisfied are 14%. The highly dissatisfied respondents are 2% only and highly

TABLE No: 5.3


PRESENT SALARY IS LEADING FOR YOUR ABSENCE SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 11 29 7 2 1 50 PERCENTAGE 22 58 14 4 2 100

FIGURES: PRESENT SALARY IS LEADING FOR YOUR ABSENCE


INFERNCE: From the above table it can be inferred22% strongly agree, and agree58%, Neutral respondents 14%,.Disagree and Strongly disagree on 4%,2%.Total respondent 50.

TABLE No: 5.4


WORKING HOURS FOLLOWED BY THE CONCERN SNO 1 2 3 4 5 SATISFACTION LEVEL Highly satisfied Satisfied Neutral DIS Satisfied Highly Dissatisfied TOTAL NO OF RESPONDENTS 8 32 5 3 2 50 PERCENTAGE 16 64 10 6 4 100

FIGURES: WORKING HOURS FOLLOWED BY THE CONCERN


INFERNCE: From the above table it can be inferred that 64% of the respondents are satisfied. 10% of the respondents have average satisfied, and 6% of the respondents have dissatisfied. satisfied are 16%. The highly dissatisfied respondents are 4% only and highly

TABLE No: 5.5


NSAFE WORKING CONDITIONS SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 2 1 5 7 35 50 PERCENTAGE 4 2 10 14 70 100

CHART: UNSAFE WORKING CONDITIONS


INFERNCE: From the above table it can be inferred 4% strongly agree, and agree2%, Neutral respondents 10%, Disagree14%. And strongly disagree 70%.Total respondent 50.

TABLE No: 5.6


CO-OPERATION IS NOT AVAILABLE AMONG YOUR TEAM MATES

SNO 1 2 3 4 5

ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL

NO OF RESPONDENTS 1 2 6 10 31 50

PERCENTAGE 2 4 12 20 62 100

FIGURES: CO-OPERATION IS NOT AVAILABLE AMONG YOUR TEAM


MATES INFERNCE: From the above table it can be inferred 2% strongly agree, and agree4%, Neutral respondents 12%, Disagree 20%. And strongly disagree 62%.Total respondent 50.

TABLE No: 5.7


UNJUSTIFIED BONUS/INCENTIVES SYSTEM FOLLOWED IN YOUR ORGANIZATIONAL SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 2 1 5 13 29 50 PERCENTAGE 4 2 10 26 58 100

FIGURES: UNJUSTIFIED BONUS/INCENTIVES SYSTEM FOLLOWED IN


YOUR ORGANIZATIONAL

INFERNCE: From the above table it can be inferred 4% strongly agree, and agree2%,

Neutral respondents 10%, Disagree 26%. And strongly disagree 58%.Total respondent 50.

TABLE No: 5.8


REST HOURS / TIME SATISFACTION SNO 1 2 3 4 5 SATISFACTION LEVEL Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL NO OF RESPONDENTS 5 35 7 1 2 50 PERCENTAGE 10 70 14 2 4 100

CHART: REST HOURS / TIME SATISFACTION


INFERNCE: From the above table it can be inferred that 70% of the respondents are satisfied. 14% of the respondents have average satisfied, and 2% of the respondents have dissatisfied. satisfied are 10%. The highly dissatisfied respondents are 4% only and highly

TABLE No: 5.9


PROVIDING HYGIENE FOOD ITEMS IN CANTEEN SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 7 31 8 2 2 50 PERCENTAGE 14 62 16 4 4 100

FIGURES: PROVIDING HYGIENE FOOD ITEMS IN CANTEEN


INFERNCE: From the above table it can be inferred 14% strongly agree, and agree 62%, Neutral respondents 16%, Disagree 4%. And strongly disagree 4%.Total respondent 50.

TABLE No5.10
OVERTIME WORK SATISFACTION SNO 1 2 3 4 5 SATISFACTION LEVEL Highly satisfied Satisfied Neutral DIS Satisfied Highly Dissatisfied TOTAL NO OF RESPONDENTS 11 28 6 3 2 50 PERCENTAGE 22 56 12 6 4 100

FIGURES: OVERTIME WORK SATISFACTION


INFERNCE: From the above table it can be inferred that 56% of the respondents are satisfied. 12% of the respondents have average satisfied, and 6% of the respondents have dissatisfied. satisfied are 22%. The highly dissatisfied respondents are 4% only and highly

TABLE No: 5.11


MEDICAL FACILITIES ARE AVAILABLE AS PER LEGAL PROVISIONS SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 8 32 5 2 3 50 PERCENTAGE 16 64 10 4 6 100

FIGURES: MEDICAL FACILITIES ARE AVAILABLE AS PER LEGAL


PROVISIONS

INFERNCE: From the above table it can be inferred 16% strongly agree, and agree 64%, Neutral respondents 10%, Disagree 4%. And strongly disagree 6%.Total respondent 50.

TABLE No: 5.12


OTHER BUSINESS FOR YOUR FURTHER INCOME SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 1 3 7 36 3 50 PERCENTAGE 2 6 14 76 6 100

FIGURES: OTHER BUSINESS FOR YOUR FURTHER INCOME


INFERNCE: From the above table it can be inferred 2% strongly agree, and agree 6%, Neutral respondents 14%, Disagree 76%. And strongly disagree 6%.Total respondent 50.

TABLE No: 5.13


FAMILY FUNCTIONS WILL YOU TAKE LEAVE SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 7 33 6 2 2 50 PERCENTAGE 14 66 12 4 4 100

FIGURES: FAMILY FUNCTIONS WILL YOU TAKE LEAVE


INFERNCE: From the above table it can be inferred 14% strongly agree, and agree 66%, Neutral respondents 12%, Disagree 4%. And strongly disagree 4%.Total respondent 50.

TABLE No: 5.14


ENT FOR PARTICIPATING FESTIVALS SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 2 3 10 29 6 50 PERCENTAGE 4 6 20 58 12 100

FIGURES: ENT FOR PARTICIPATING FESTIVALS


INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 6%, Neutral respondents 20%, Disagree 58%. And strongly disagree 12%.Total respondent 50.

TABLE No: 5.15


ABIT OF DRUGS, LIQUORS, TOXINS LEAD FOR THE ABSENTEEISM SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 3 2 5 6 34 50 PERCENTAGE 6 4 10 12 68 100

FIGURES: ABIT OF DRUGS, LIQUORS, TOXINS LEAD FOR THE


ABSENTEEISM

INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 4%, Neutral respondents 10%, Disagree 12%. And strongly disagree 68%.Total respondent 50.

TABLE No: 5.16


UNSUITABILITY OF WORK SHIFT TIMING SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 3 2 3 32 10 50 PERCENTAGE 6 4 6 64 20 100

FIGURES: UNSUITABILITY OF WORK SHIFT TIMING


INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 4%, Neutral respondents 6%, Disagree 64%. And strongly disagree 20%.Total respondent 50.

TABLE No: 5.17


RAINING PERIOD DID YOU TAKE LEAVE DUE TO THE UNSKILLED TRAINER SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 2 2 6 31 9 50 PERCENTAGE 4 4 12 62 18 100

FIGURES: RAINING PERIOD DID YOU TAKE LEAVE DUE TO THE


UNSKILLED TRAINER INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 4%, Neutral respondents 12%, Disagree 62%. And strongly disagree 18%.Total respondent 50.

TABLE No: 5.18

LAKE OF OPERATING SKILLS IN THE PROCESS SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 2 2 5 29 12 50 PERCENTAGE 4 4 10 58 24 100

FIGURES: LAKE OF OPERATING SKILLS IN THE PROCESS


INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 4%, Neutral respondents 10%, Disagree 58%. And strongly disagree 24%.Total respondent 50.

TABLE No: 5.19

THINK INCREASE ABSENTEEISM WILL HAVE THE EFFECT IN EMPLOYEE MORALE SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 3 2 6 30 9 50 PERCENTAGE 6 4 12 60 18 100

FIGURES: THINK INCREASE ABSENTEEISM WILL HAVE THE EFFECT IN


EMPLOYEE MORALE INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 4%, Neutral respondents 12%, Disagree 60%. And strongly disagree 18%.Total respondent 50.

TABLE No: 5.20

FAMILY PROBLEMS SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 3 4 10 27 6 50 PERCENTAGE 6 8 20 54 12 100

FIGURES: FAMILY PROBLEMS


INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 8%, Neutral respondents 20%, Disagree 54%. And strongly disagree 12%.Total respondent 50.

TABLE No: 5.21

HEALTH PROBLEMS SNO 1 2 3 4 5 ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL NO OF RESPONDENTS 2 3 4 29 12 50 PERCENTAGE 4 6 8 58 24 100

FIGURES: HEALTH PROBLE


INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 6%, Neutral respondents 8%, Disagree 58%. And strongly disagree 24%.Total respondent 50.

TABLE No: 5.22


FIRST AID TOOLS AVAILABILITY IN YOUR WORK PLACE

SNO 1 2 3 4 5

ACCEPT CRITERIA Strongly agree Agree Neutral Disagree Strongly disagree TOTAL

NO OF RESPONDENTS 6 35 5 2 2 50

PERCENTAGE 12 70 10 4 4 100

FIGURES: FIRST AID TOOLS AVAILABILITY IN YOUR WORK PLACE

INFERNCE: From the above table it can be inferred 12% strongly agree, and agree 70%, Neutral respondents 10%, Disagree 4%. And strongly disagree 4%.Total respondent 50.

6.1 FINDINGS
Almost 54% of the respondents agreed the right job. Nearly 60% of the respondents were satisfied with the Current Job. Almost 58% of the respondents were agreed with their Present Salary. Mostly 64% of the respondents were satisfied with their Working Hours Nearly 70% of the respondents were strongly disagreed with the unshaped working conditions Mostly 62% of the respondents were strongly disagree with their not available Co-operation from peers. 58% of the respondents were strongly disagreeing with their Bonus/incentives. 70% of the respondents were satisfied with the Rest Hours/timings. Almost 62% of the respondents agreed the food items in canteen. 56% of the respondents were satisfied with their Overtime work. 64% of the respondents were agreed with their Medical facilities. 76% of the respondents were disagreed with their other business. Family functions take leave 66% of the responded agreed. 58% of the respondents were disagreed organization festivals absent for participating.
68% of the respondents were disagreed habit of drugs, liquors, lead for the absenteeism

64% of the respondents were disagreed unsuitability of work shift timing


Training period take leave due to the unskilled trainer 62% of the respondent disagree.

58%of the respondents were disagreed lake of operating skills in the process More than 60% of the respondent disagree on increase absenteeism will have the effect in employee morale 54% of the respondents were disagreed with their family problems. 58% of the respondents were disagreed with their health problem.

6.2 SUGGESTIONS
The Employer can consider the Workers experience and Performance before placing them for right job in order to avoid dissatisfaction.

The Management can give more Bonuses to satisfy the Workers.

The Employer can provide more Rest Hours to the Workers.

The Management may consider giving more employee benefits.

They can arrange more Medical facility to the Workers.

The Management may provide some Advances and Loans to the Workers.

The Management can adopt job rotation method, so that the workers may not feel their job is Monotonous.

They can encourage the workers through Training and Development programmes.

The Management can conduct the counseling to reduce workers stress.

The Management may give as more Rewards and Awards to the workers.

6.3CONCLUSION
From the Study it is found that absenteeism in Euro style export is normal. Mean time the company is taking some steps like oral swarming, pay cuts to reduce the absenteeism. As family problem is the main reason for absenteeism, the company cannot fully eradicate absenteeism and thus absenteeism remind unsolved problem faced by all the organization

BIBILIOGRAPHY

BOOKS REFERRED

Gupta C.B, Human Resource Management Sultan Chand & Sons 2003 Mamoria, C.B, Personnel Management, Himalaya Publication 1998 Richard I. Levin, Davis S. Rubin, Statistics for Management, 1999 Kothari, C.R, Research methodology, 2001, Washman Prakashan publications. Pondicherry University (PGDHRM Material), Personnel Management Concepts

ELECTRONIC MEDIA www.Eurostyleexportsltd.com www.google.com www.answers.com www.Yahoo.com

TABLE OF CONTENT

CHAPTE

CONTENTS List of Tables List of Figures

PAGE NO.

I 1.1 1.2 II 2.1 2.2 2.3 III IV 4.1 4.2 V VI 6.1 6.2 6.3 VII VIII

Introduction Introduction of the Study Company profile Objectives Objective Of The Study Need Of The Study Scope of the study Review of the literature Research methodology Research methodology Limitations of the study Data analysis and interpretation Findings and suggestions Findings Suggestions Conclusion Bibliography Appendices

ACKNOWLEDGEMENT
I sincerely express my deep sense of gratitude to Mr.N.Selvaraj Villupurm District Kallakurichi Co-Operative Suger Mills At Moongilthuripattu. for providing me all facilities and valuable guidance throughout my project work and I would like all the employees in the company who had helped me to complete the project successfully. I proudly privilege to express my hearty thanks to our college management and my faculty guide Mr.S.SYEDAHAMED MA,MBA,MPHIL, Er.Perumal Manimekalai College of Engineering, Hosur. Who have helped me a lot in completing my project through their constant encouragement and suggestions for her continuous support for me in carring out all my project activities.

My special words of thanks to MR.V.SEKARAN. BE, MBA (HEAD OF THE DEPARTMENT) of MBA department pmc-tech for their support and helping me lot and clearing my doubts in project that completed my project successfully. My special words of thanks MR.P.VIJAYAKUMAR. for their support and helping me lot that completed my project successfully. I thank all my faculties in department of management studies for their continuous support for me in carring out all my project activities. I offer my humble, sincere and grateful thanks to my beloved parents, my sister & friends whom form the never ending source of inspiration to me.

ABSTRACT
The problem of Absenteeism in Indian Industries is a complex socio-economic problem for which several factors are involved both Internal and External to the organization. Absenteeism is a very intricate problem for the Industry, which requires a very comprehensive, and integrated approach and which cannot be solved through efforts either by punishments disciplinary measures alone. The Industrial is rather a creation of the social set up. The cure for Absenteeism, therefore, lays not much in a readjustment of man to the social conditions but principally is a readjustment of the social condition to the need of man. This project is an attempt to study absent among the employees. The

development, progress and prosperity of any organization depend upon labour turnover, regular attendance of employees in an establishment in a symptom for the proper functioning of the organization. On account of constant absence of workers in establishments either on political reasons or otherwise, immerable man-days are lost. This tells upon the economy of not only the industry but also the nation.

LIST OF TABLES
TABLE NO 4.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9 5.10 5.11 5.12 5.13 5.14 5.15 5.16 5.17 5.18 5.19 5.20 5.21 5.22 TITLES Placed at the Right Job Satisfied with the current Job Present Salary Working Hours Working Conditions Co-operation is not available among your team mates Unjustified bonus/incentives system followed in your organizational Rest hours / timie satisfaction providing hygiene food items in canteen Overtime work satisfaction Medical Facilities Other Business For Your Further Income Family functions will you take Leave End For Participating Festivals Abet Of Drugs, Liquors, Toxins Lead For The Absenteeism Unsuitability Of Work Shift Timing Raining Period Did You Take Leave Due To The Unskilled Trainer Lake Of Operating Skills In The Process Think Increase Absenteeism Will Have The Effect In Employee Morale Family Problems Health Problem First Aid Tools Availability In Your Work Place PAGES NO

LIST OF FIGURES
TABLE NO 4.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9 5.10 5.11 5.12 5.13 5.14 5.15 5.16 5.17 5.18 5.19 5.20 5.21 5.22 TITLES Placed at the Right Job Satisfied with the current Job Present Salary Working Hours Working Conditions Co-operation is not available among your team mates Unjustified bonus/incentives system followed in your organizational Rest hours / time satisfaction providing hygiene food items in canteen Overtime work satisfaction Medical Facilities Other Business For Your Further Income Family functions will you take Leave End For Participating Festivals Abet Of Drugs, Liquors, Toxins Lead For The Absenteeism Unsuitability Of Work Shift Timing Raining Period Did You Take Leave Due To The Unskilled Trainer Lake Of Operating Skills In The Process Think Increase Absenteeism Will Have The Effect In Employee Morale Family Problems Health Problem First Aid Tools Availability In Your Work Place PAGES NO

DECLARATION
I, P.VIJAYAKUMAR. hereby declare that the project report, entitled a study on absenteeism in villupurm district kallakurichico-operative sager mills atmoongilthuripattu Submitted to Er.Perumal Manimekalai College of Engineering, Koneripalli-Hosur. Affiliated to Anna University, Coimbatore. In partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION is a first hand research work done by me under the guidance of Mr.S.SYEDAHAMED MA, MBA, MPHIL. Department of Business Administration, Perumal Manimekalai

College of Engineering. Koneripalli-Hosur,. And it has not formed the basis for the award of any Degree / Diploma / Associate ship / Fellowship or other similar title to any University.

Date: Place:

Signature of the student

(P.VIJAYAKUMAR)

A study on absenteeism in villupurm districtkallakurichi Co-operative suger mills atMoongilthuripattu


A project report submitted to the ANNA UNIVERSITY COIMBATORE For the award of the degree of MASTER OF BUSINESS ADMINISTRATION SUBMITTED By P.VIJAYAKUMAR Reg. No: 098001502058 Under the Supervision and Guidance of Mr.S.SYEDAHAMED MA, MBA, MPHIL (Lecture)

MASTER OF BUSINESS ADMINISTRATION ER.PERUMAL MANIMEKALAI COLLEGE OF ENGINEERING KONERIPALLI, HOSUR-635117 September, 2010

BONAFIDE CERTIFICATE
This is to certify that the project report entitled A STUDY ON ABSENTEEISM IN VILLUPURM DISTRICT KALLAKURICHI CO-OPERATIVE SUGER MILLS, AT MOONGILTHURIPATTU Submitted to the Anna University Coimbatore in partial fulfillment of the requirements for the award of the Degree of MASTER OF ADMINISTRSTION is a record of original research work done by P.VIJAYAKUMAR During the period july 2010 to August 2010 of his study in the MBA DEPARTMENT Er. PERUMAL MANIMEKALAI COLLEGE OF ENGINEERING HOSUR 635109 under the supervision and guidance of Mr.S.SYEDAHAMED MA, MBA M.Phill and the training report has not formed the basis for the award of any Degree / Diploma / Associate ship / Fellowship or other similar or other similar title to any candidate of any University.

Faculty Guide Viva voce examination held on:

Director / HOD

Internal Examiner Examiner

External

Date: Place: