Description
Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer; it was seen as a management problem, and framed in economic or quasi-economic terms.
A STUDY ON ABSENTEEISM AMONG THE EMPLOYEE OF E.I.D PARRY (INDIA) LTD, NELLIKUPPAM.
Established in the year 1788. It became a member of the Murugappa group in the year 1981. E. I. D. Parry has evolved into one of the largest business groups in the country.
DEPARTMENTS Process Engineering Cane office Co-Generation Distillery R&D HR Finance System
STRUCTURE OF THE HUMAN RESOURCE DEPARTMENT Head of Human Management
Human resource planning and development
Training and develop ment
Personal Administra tion executive HR-1 Clerk-2 Jamadar-1
Dispensary FMO-1 Compound er-1 Dresser -1 Sweeper -1
Industrial Social worker-1
TQM superviso r -1
Learning and skill center incharge-1
welfare
Security officer
Time office Clerk -1 Jamadar -1
Canteen cook -2 Asst cook -1 Master -1 mozdoor -3
ISO Record
ISO 9001 & 14001, Now they are trying to get ISO 18001 ISO 9001 – 2000 accreditation obtained for corporate affect of Chennai as well as two units at Nellikuppam & Pettavathalai EID Parry won the top export awards during 2002-2003
VISION AND MISSION
Vision: ? ? ? ? Largest efficient and low cost sugar production in India. Largest and efficient production and exporter of co generated power in India. Wealth creation through product differentiation / brand identity. Largest producer and marketer of organic manure conforming to international quality standards.
Mission: ? ? ? ? To attain five lakhs MT of sugar product at lowest cost in the addressable markets in five years. 75 MW of power generation. 280 lakhs liters of alcohol / power alcohol production. Create value added products – M30 sugar, fortified sugar, diamond sugar, rock sugar, liquid sugar, pharma grad sugar.
“Absence is the failure of worker to report for work when he is scheduled to the work “. A work is to be treated as absent for the purpose of this absenteeism statistics even when he does not turn up for a week after obtaining prior permission.
EFFECTS OF ABSENTEEISM ON INDUSTRY Absenteeism ? Affects production targets ? Increases the work load of inexperienced & less experienced ? Leads to rejection of finished products ?
Increases the cost of production ?
Lowers the Profit margin ? Affects Industrial growth
EFFECTS OF ABSENTEEISM ON WORKERS
Absenteeism ? Reduces his earnings ? Adds his indebtedness ? Decreases the Purchasing power ? Leads to family problems ? Increases mental stress ? Leads to inefficiency in his job ? Loss of employment
OBJECTIVES
?
? To identify the personal factors of employees that causes of absenteeism. To identify the interrelationship factors related with employee.
?
? ? ?
To understand the working condition that affect absenteeism.
To Identifying the rate of absenteeism and causes of it. To study the impact of social factors on absenteeism. To identify the measures to control absenteeism.
RESEARCH METHODOLOGY Sampling Research work was conducted by taking a sample of 100 employees out of 426 (excluding apprentice trainees and contract labors) from the company.
TOOLS Percentage analysis Chi- square test
Weighted average method
FINDINGS
? ? ? . ? ? ? The rate of absenteeism of previous year in various departments. Absenteeism rate is more in process department. (34%) Absenteeism rate is more in process department. (34%) Absenteeism was higher 46% in the age group of 31-40 they are having lot of responsibilities towards their family Most of the absenteeism is SSLC level 37 %. 55 % of employers are living their own house. Majority of the people are coming by bi-cycle 46%
?
?
Percentage of absenteeism is higher (67%) among the respondents who are living at a distance of 1-5 kms.
There are 64% of peoples physically sound & health.
? Majority of the people are coming by bi-cycle 46%. ? Percentage of absenteeism is higher (67%) among the respondents who are living at a distance of 1-5 kms. ? There are 64% of peoples physically sound & health. ? 22 % of peoples are having other sources of income to their family.
? In the last year 32 % of employers were take leave between 1-5 days. ? One of the major reasons for absenteeism is attend marriage and other family function (84%). ? 38 % of employers were take leave for their children care.
? Many of the absentees absented due to their health reason (52 %).
? 42% of employees are received appreciation from top level for their punctualities some time only.
? Almost majority of the (38%) workers are expecting their management to increase their salaries / wages. According to them this may help to reduce the rate of absenteeism considerably. ? And 28 % of employees say they need a better working condition especially in process department. ? None of the employees mentioned the organizational factors as reason for their absenteeism.
? There is no significant difference among different age groups on their absence from the work.
?
There is significant difference among marriage and other family function on their absence from the work.
? There is significant difference among different distance b/w the work spot and residence on their absence from the work.
? There is significant difference among political activities on their absence from the work. Some employees who are residing at low distance to the company are compromised themselves to continue to work in the company even they don’t like to. This is also a factor which can increase absenteeism. • Some employees who are working for a long period in the company without a single promotion are dissatisfied and losses the involvement over the work. This is also one of the factors which increase absenteeism.
SUGGESTIONS AND RECOMMENDATION
• Ill health is one of the factors that increase absenteeism to avoid this, knowledge about fundamentals of health and prevention of disease is a must for all the workers. Health education, inoculation and vaccination and periodic check ups should be introduced. Introduction of health education and free medical check up will ensure better health for the employees and reduce the absenteeism.
• Company can convene monthly meetings with employees to discuss the problems due to absenteeism faced by the company and try to solve them. Management can also request the department of psychology. Sociology, commerce management, social work in the near be colleges and universities to do this job on their behalf.
* Employees are unable to manage their families with the income provided
by the company. To earn more or to search for income through other sources employees are taking leave. If the wages and salaries are increase to a considerable level absenteeism can be reduced. * Introducing rewards and prizes for those employees with regular and prompt attendance may also help the management to reduce the absenteeism. * Some of the chronic absentees are alcoholic workers. Management should take necessary steps to identify these workers in the early stage and proper counseling should be given with the help of social service organization.
CONCLUSION:
The management has to think over the above given finding and recommendation. And it has to consult with the employees over the decision that has been made reduce the absenteeism. Also the steps taken to reduce the absenteeism should be favor to the employees. And higher authorities should forward the opinion of the employers to the management above the company’s decision to reduce the absenteeism. It will help the company to get the employer’s involvement towards the work which enables to increase the productivity to the company. So the company’s progress will increase automatically because . . . “Employees are the backbone of the company”
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doc_658352179.ppt
Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer; it was seen as a management problem, and framed in economic or quasi-economic terms.
A STUDY ON ABSENTEEISM AMONG THE EMPLOYEE OF E.I.D PARRY (INDIA) LTD, NELLIKUPPAM.
Established in the year 1788. It became a member of the Murugappa group in the year 1981. E. I. D. Parry has evolved into one of the largest business groups in the country.
DEPARTMENTS Process Engineering Cane office Co-Generation Distillery R&D HR Finance System
STRUCTURE OF THE HUMAN RESOURCE DEPARTMENT Head of Human Management
Human resource planning and development
Training and develop ment
Personal Administra tion executive HR-1 Clerk-2 Jamadar-1
Dispensary FMO-1 Compound er-1 Dresser -1 Sweeper -1
Industrial Social worker-1
TQM superviso r -1
Learning and skill center incharge-1
welfare
Security officer
Time office Clerk -1 Jamadar -1
Canteen cook -2 Asst cook -1 Master -1 mozdoor -3
ISO Record
ISO 9001 & 14001, Now they are trying to get ISO 18001 ISO 9001 – 2000 accreditation obtained for corporate affect of Chennai as well as two units at Nellikuppam & Pettavathalai EID Parry won the top export awards during 2002-2003
VISION AND MISSION
Vision: ? ? ? ? Largest efficient and low cost sugar production in India. Largest and efficient production and exporter of co generated power in India. Wealth creation through product differentiation / brand identity. Largest producer and marketer of organic manure conforming to international quality standards.
Mission: ? ? ? ? To attain five lakhs MT of sugar product at lowest cost in the addressable markets in five years. 75 MW of power generation. 280 lakhs liters of alcohol / power alcohol production. Create value added products – M30 sugar, fortified sugar, diamond sugar, rock sugar, liquid sugar, pharma grad sugar.
“Absence is the failure of worker to report for work when he is scheduled to the work “. A work is to be treated as absent for the purpose of this absenteeism statistics even when he does not turn up for a week after obtaining prior permission.
EFFECTS OF ABSENTEEISM ON INDUSTRY Absenteeism ? Affects production targets ? Increases the work load of inexperienced & less experienced ? Leads to rejection of finished products ?
Increases the cost of production ?
Lowers the Profit margin ? Affects Industrial growth
EFFECTS OF ABSENTEEISM ON WORKERS
Absenteeism ? Reduces his earnings ? Adds his indebtedness ? Decreases the Purchasing power ? Leads to family problems ? Increases mental stress ? Leads to inefficiency in his job ? Loss of employment
OBJECTIVES
?
? To identify the personal factors of employees that causes of absenteeism. To identify the interrelationship factors related with employee.
?
? ? ?
To understand the working condition that affect absenteeism.
To Identifying the rate of absenteeism and causes of it. To study the impact of social factors on absenteeism. To identify the measures to control absenteeism.
RESEARCH METHODOLOGY Sampling Research work was conducted by taking a sample of 100 employees out of 426 (excluding apprentice trainees and contract labors) from the company.
TOOLS Percentage analysis Chi- square test
Weighted average method
FINDINGS
? ? ? . ? ? ? The rate of absenteeism of previous year in various departments. Absenteeism rate is more in process department. (34%) Absenteeism rate is more in process department. (34%) Absenteeism was higher 46% in the age group of 31-40 they are having lot of responsibilities towards their family Most of the absenteeism is SSLC level 37 %. 55 % of employers are living their own house. Majority of the people are coming by bi-cycle 46%
?
?
Percentage of absenteeism is higher (67%) among the respondents who are living at a distance of 1-5 kms.
There are 64% of peoples physically sound & health.
? Majority of the people are coming by bi-cycle 46%. ? Percentage of absenteeism is higher (67%) among the respondents who are living at a distance of 1-5 kms. ? There are 64% of peoples physically sound & health. ? 22 % of peoples are having other sources of income to their family.
? In the last year 32 % of employers were take leave between 1-5 days. ? One of the major reasons for absenteeism is attend marriage and other family function (84%). ? 38 % of employers were take leave for their children care.
? Many of the absentees absented due to their health reason (52 %).
? 42% of employees are received appreciation from top level for their punctualities some time only.
? Almost majority of the (38%) workers are expecting their management to increase their salaries / wages. According to them this may help to reduce the rate of absenteeism considerably. ? And 28 % of employees say they need a better working condition especially in process department. ? None of the employees mentioned the organizational factors as reason for their absenteeism.
? There is no significant difference among different age groups on their absence from the work.
?
There is significant difference among marriage and other family function on their absence from the work.
? There is significant difference among different distance b/w the work spot and residence on their absence from the work.
? There is significant difference among political activities on their absence from the work. Some employees who are residing at low distance to the company are compromised themselves to continue to work in the company even they don’t like to. This is also a factor which can increase absenteeism. • Some employees who are working for a long period in the company without a single promotion are dissatisfied and losses the involvement over the work. This is also one of the factors which increase absenteeism.
SUGGESTIONS AND RECOMMENDATION
• Ill health is one of the factors that increase absenteeism to avoid this, knowledge about fundamentals of health and prevention of disease is a must for all the workers. Health education, inoculation and vaccination and periodic check ups should be introduced. Introduction of health education and free medical check up will ensure better health for the employees and reduce the absenteeism.
• Company can convene monthly meetings with employees to discuss the problems due to absenteeism faced by the company and try to solve them. Management can also request the department of psychology. Sociology, commerce management, social work in the near be colleges and universities to do this job on their behalf.
* Employees are unable to manage their families with the income provided
by the company. To earn more or to search for income through other sources employees are taking leave. If the wages and salaries are increase to a considerable level absenteeism can be reduced. * Introducing rewards and prizes for those employees with regular and prompt attendance may also help the management to reduce the absenteeism. * Some of the chronic absentees are alcoholic workers. Management should take necessary steps to identify these workers in the early stage and proper counseling should be given with the help of social service organization.
CONCLUSION:
The management has to think over the above given finding and recommendation. And it has to consult with the employees over the decision that has been made reduce the absenteeism. Also the steps taken to reduce the absenteeism should be favor to the employees. And higher authorities should forward the opinion of the employers to the management above the company’s decision to reduce the absenteeism. It will help the company to get the employer’s involvement towards the work which enables to increase the productivity to the company. So the company’s progress will increase automatically because . . . “Employees are the backbone of the company”
???
doc_658352179.ppt