Ppt on

“Absenteeism of Employees”
At Brittania

SUBMITTED TO - Dr. Narendra Singh

SUBMITTED BY - Ayush Bisht

For The Partial Fullfilment Of BBA Degree

 INTRODUCTION TO TOPIC

ABSENTEEISM

CONCEPT OF ABSENTEEISM

It refers to workers absence from their regular task when he is normally

schedule to work. The according to Websters dictionary
“Absenteeism is the practice or habit of being an absentee and an absentee is
one who habitually stays away from work.”
According to Labour Bureau of Shimla: Absenteeism is defined as the total man
shifts lost because of absence as percentage of total number of man shifts
scheduled to work
 In other words, it signifies the absence of an employee from work when he is
scheduled to be at work. Any employee may stay away from work if h e has taken
leave to which he is entitled or on ground of sickness or some accident or without
any previous sanction of leave. Thus absence may be authorized or unauthorized,
wilful or caused by circumstances beyond ones control.

Maybe even worse than absenteeism, it is obvious that people such as malingerers and
those unwilling to play their part in the workplace can also have a decidedly negative
impact. Such team members need individual attention from frontline supervisors and
management. Indeed, as prevention is better than cure, where such a problem
occurs, it is always important to review recruitment procedures to identify how such
individuals came to be employed in the first place.
For any business owner or manager, to cure excessive absenteeism, it is essential to
find and then eliminate the causes of discontent among team members.
Many human resources specialists have found that repetitive, boring jobs coupled
with
uncaring supervisors and/or physically unpleasant workplaces are likely to lead
workers to
make up excuses for not coming to work.
If your team members perceive that your company is indifferent to their needs,
they are less
likely to be motivated, or even to clock on at all.
One way to determine the causes of absenteeism is to question your supervisors
about
excessive absenteeism, including what causes it and how to reduce it.
 OBJECTIVE OF THE STUDY

i. To identify the causes of absenteeism.

ii. To understand the impact of absenteeism of employee on his

productivity,.
 Research Methdology

• Sources of Data collection

1 Primary Data: Primary data has been collected from –

• Discussion with workers

• Questionnaires with Structure questions.

2 Secondary Data: Secondary data has been collected from –

• collected from records maintained by personal Department

• And Time office
1) Sample Selection Technique And Size
The population for the study comprised of absentees of worker, the total
‘ sample 50 workers

These 50 workers were selected randomly.

2) Area of Study- Rudrapur

3) Duration Of Study- 1 month
 DATA ANALYSIS AND INTERPRETATON

Q. For how many years you are working with Britannia

Industries. Ltd.?

Interpretation – It can be seen that 56% of the workers at

Britannia Industries Ltd. are working
for more than 10 years whereas 36% are working for more
than 5 yrs
Q.2 how often you remain absent in a month?

No. of absents in a month

Interpretation- It can be seen that 85% of the workers do

not remain absent and rest of worker remain sometimes
absent.
Q. 3 According to you what are the main reasons for
employees absent?

Interpretation- According to 96% workers, personal problem is

the reason for being
Absent. 4% think that stress can also be the reason.
Q.4- Your views regarding present Absenteeism Policy of
Britannia Industries Ltd.?

Interpretation- It can be seen that 76% workers rate the

present absenteeism policy
As good whereas 22% rate it as excellent.
Q. 5- Are you clear about your work / job
responsibilities?

Interpretation- It can be seen that 94% of the workers at

Britannia Industries. Ltd. is clear regarding their work
responsibilities.
Q.6 Are you satisfied with your work?

Interpretation- 82% of the workers are fully satisfied with

their work whereas 16% Workers think their work as
good.
Q. 7 Views regarding working environment of Britannia
Industries . Ltd.?

Interpretation- 82% workers feel that the working

environment at Britannia Industries
Ltd .is good & 14% feel it as excellent
Q. 8- do you think that personal life affects more you
than professional life and other factors?

Interpretation- 76% respondents said yes personal life

affects more whereas rest believes its professional life
and other factors.
Q. Yours superiors behaviour towards your problem?

Interpretation- 42% workers think that their superior‟s

behaviour toward their Problems is excellent & 56%
workers consider it as good.
Q.10 Yours views regarding facilities provided Britannia
Industries. Ltd.?

Interpretation– 86% workers consider that facilities

provided to them are good Whereas 10% consider them as
excellent
 FINDINGS

Finding and analysis reveals the following conclusion

1) Almost 56% of the workers at Britannia Industries. Ltd. are working for more than 10
years whereas 36% are working for more than 5 yrs.
2) Almost 96% of the workers do not remain absent.
3) According to 96% workers, personal problem is the reason for being absent. 4% think
that stress can also be the reason.
4) Almost 76% workers rate the present absenteeism policy as good whereas 22% rate it
as excellent.
5) Almost 94% of the workers at Britannia Industries. Ltd. are clear regarding their work
responsibilities.
6) 82% of the workers are fully satisfied with their work whereas 16% workers think
their work as good.
7) 76 % workers have good relations with the superiors whereas 22% have excellent
relations with the superiors.
8) 42% workers think that their superior`s behaviour towards their problems is excellent
& 56% workers consider it as good
 CONCLUSION
What actually defines workplace absenteeism? There are many definitions for
workplace absenteeism as mentioned above however, Steers and Rhodes (1990)
believe that a standard universal definition for workplace absenteeism would
enable companies to manage and measure the issue more effectively. There have
been many studies carried out on absenteeism over the past number of years and
each study highlights the complexity of the topic, because

of this a lot of the most recent studies on absenteeism have focused on one or two variables
that are connected with absenteeism rather than the overall issue. Steers and Rhodes (1978)
developed a model of absenteeism which found that employee attendance is dictated by two
variables, how motivated the employee is and their ability to attend and carry out their duties.
They also argued that personal characteristics, job satisfaction and organisational
commitment also contribute to an employees attendance. After much varied research
Nicholson (1977) devised his theory of attachment which focussed on the prediction of
employee absenteeism. In order to do this he developed the A-B continuum to characterise
absence events by their avoidability and to aid the investigation of the causes of absenteeism.
Similarly to Rhodes and Steers (1978), Nicholson too looked at motivation and job
satisfaction as variables.
 REFERENCES
1. Books

a. Industrial Relation-2007, Arun Monappa, page No-31-35

b. Industrial Relation, Trade Union and Labour Legislation-2009, P.R.N Sinha.
Page No
89-90
c. Industrial Relation and Labour Laws-2009, S.C Srivastava. Page No 44-47
d. Dynamics of Industrial Relation-2008, C.B Mamoria, Page No- 63-65
e. Industrial Relation-2006, C.S VenkataRaman. Page No- 121-125
2. Research Papers

a. Ernest B. Akyeampong, Trends and seasonality in Absenteeism.

3. Web Sites

a. www.britanniaindustry.com
b. www.hrglossories.com
c. www.hr-guide.com
d. www,.google.com
e. www.wikipedia.com