Aarti Final Rreport

7/30/2019 Aarti Final Rreport

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A

SUMMER INTERSHIP TRAINING

ON

ABSENTEEISM

ATINDIAN RAYON

(A UNIT OF ADITYA BIRLA NUVO LTD.)

VERAVAL, GUJARAT

ACADEMIC YEAR

2012SUBMITTED TO:-

C.C.GARDI INSTITUTE OF MANAGEMENT

RAJKOT

AFFILIATED TO:-

GUJARAT TECHNOLOGICAL UNIVERSITY

SUBMITTED BY:-

AARTI R. ROY

MBA 3rd SEM.


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Prepared By Aarti R. Roy Page 1

GENERAL INFORMATION

Name of Unit : - Indian Rayon & Industry Ltd.

(A unit of Aditya Birla Nuvo Ltd.)

Year of Establishment : - 1956

Office Address : - Marketing Office: 72/73

Midas: 7th Floor,

Sahara Plaza Complex,

AndheriKurla Road,

J.B. Nagar,Andheri(East),

MUMBAI-400 050

Factory Address : - Indian Rayon & Industry Ltd.

Veraval, Junagadh Road,

Veraval-362266

Contact No : - 02876-245711

Fax No : - 02876-243220

Email Id : [email protected] Site : - (1)www.adityabirla.com

(2) www.indiyanrayon.com

Managing Director : - Dr.Rakesh Jain

Bankers : - State Bank of India

Canara Bank

American Express Bank

HDFC BankState Bank of Saurashtra

Auditors : - Khimji Kunwarji & Co.Mumbai

S.R.Batliboi & Co. Mumbai

Working Hours : - 24 Hours
mailto:[email protected]:[email protected]:[email protected]://www.adityabirla.com/http://www.adityabirla.com/http://www.adityabirla.com/http://www.indiyanrayon.com/http://www.indiyanrayon.com/http://www.indiyanrayon.com/http://www.adityabirla.com/mailto:[email protected]


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Shift : - Shift A7:00 to 3:00 pm

Shift B- 3:00 to 11:00pm

Shift C11:00 to 7:00

General Shift8:30 to 5:30pm

Lunch Break12:30pm to 1:30pm


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PREFACEExperience is the best teacher of any problem. Practical

knowledge is must for any of the student of management. This

knowledge cannot be available in classroom.

The main aim of the subject is should learn about the basic

ideas & practical knowledge of business which is very important in

M.B.A. As a student of S.Y. M.B.A I assigned to prepare a report on one

of the topic of Human Resource Management.

This year I prepared to conduct project work in Indian Rayon

(A Unit Of Aditya Birla Nuvo Ltd.)

To know this company I got a very good opportunity through

summer training, I tried my levels best to get information about the

different department to know this industry with the help of employees

who shared their experience with me. I have collect all the details are

trusted & if any wrong detail I am sincerely sorry for that.

I select this unit because it was completely unknown for me

& further I wanted to know more about it so, it becomes necessary &

interesting to know how they are face problem of Absenteeism & whatare the main reasons of employees to take leaves?

This report is reveals of Absenteeism system adopted by Indian

Rayon in this report every topic is related to Absenteeism.


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Declaration

I Ms. Aarti R. Roy the student of Master of Business

Administration from C.C.Gardi Institute of Management, hereby

declares that the project work presented in this report title

Absenteeism of Indian Rayon (A Unit Of Aditya Birla Nuvo Ltd)

Veraval Gujarat submitted in partial fulfillment of the award of the

degree of Master of Business Administration from GTU is a record of

original study done by me. This work has not been undertaken or

submitted elsewhere in connection with any other academic course.

Place:

Date:

Aarti R.Roy

(M.B.A. sem-2)


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Acknowledgement

I feel proud for getting training in this company. Every

work owes its success to many people. Likewise, the successful

assemblage of my entire project could not have been possible without

the co-ordination and co-operation of the faculties of MBA Department.

I am thankful to Management of Indian Rayon, Veraval,

Gujarat, has permitted me for doing the project training with in an

exposure of functioning of big corporate.

I am grateful to Mr.Sandip solanki (Director of the College)& Mr. Sunil Mishra (Lecturer) for providing me with all the facilities

required for my project.

I want to express my heartfelt respects & Regards to Miss

Sharddha Mehta and also to Mr. J.V.Dave (Librarian) who help me in

training information from Library & Mr. Ashoka Umratkar who has

Guided me & I really very thankful to Mr. Pravin Solanki & J.D.

Borkhtariya they always present behind us during the period of to sortout problems. These all person help in my entire project.

I especially thanks to all those who directly or indirectly

rendered the assistance, guidance and support for the project undertaken

by me in the company.

Last but not least, I am deeply indebted to my God, my friends

without whose blessing & guidance I think I could not have reached this

moment in my life.

Aarti Roy.


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INDEX

Sr. No. Title Page no

1 Overview of Indian Rayon 72 Location of the unit 8

3 Board of directors 94 Group of companies 10

5 Milestones 136 World Class Manufacturing 16

7 Future Planes 188 Achievements 199 Safety Policy 20

10 Environmental Policy 2111 Company Policy 2212 Rayon Plant 2313 History 25

14 Introduction to the company 26

15 Vision, Mision & Values 2816 5s concept 3017 Principals of 5s concepts 3218 Organization Chart 3319 Swot Analysis 35


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INDIAN RAYON

Indian Rayon, the Viscose Filament Yarn unit of

Aditya Birla Nuvo, is a major player in the

Indian Viscose Filament Yarn Business. The unit

enjoys a 30 percent domestic market share

marketing it is the second largest producer of Viscose Filament Yarn in

INDIA.Branded Ray One, the Viscose Filament Yarn is available in

more than 400 shades; the Yarn comes in a wide array of colures,

including natural whites. It ranges from the purest tints, through medium

tones to vibrant deep shades in fine to course deniers ranging from 12 to

1200.

With capacity of 16,400 tons per annum (TPA), Indian Rayon is

the first in the century to adopt the most advanced Viscose Filament

Yarn Technology with 88 Pot spinning machines (psy) & 17 continuous

spinning machines on parallel Yarn. If also accounts for 50 percent of

Viscose Filament Yarn exports from INDIA.

INDIAN RAYONIndian

Rayon


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LOCATION OF UNIT


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Board of Directors

Mr. Kumar Manglam Birla (Chainman)

Mrs. Rjeshree Birla

Mr. B.L.Shah

Mr. P.Murari

Mr. B.R.Gupta

Mr. Tarjani Vakil

Mr. S.C.Bhargava

Mr. G.P. Gupta

Mr. Rakesh Jain


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GROUP OF COMPANIES

Group company:-

:: Grasim Industries Ltd.

:: Hindalco Industries Ltd.

:: Aditya Birla Nuvo Ltd.

:: Ultra Tech Cement Ltd.

Indian Companies:-

:: PSI Data Systems

:: Aditya Birla Minacs Worldwide Limited

:: Essel Mining & Industries Ltd.

:: Idea Cellular Ltd.:: Aditya Birla Insulators

:: Aditya Birla Retail Ltd.

:: Aditya Birla Chemicals (India) Limited

International Companies:-

Thailand

:: Thai Rayon:: Indo Thai Synthetics

:: Thai Acrylic Fiber

:: Thai Carbon Black

:: Aditya Birla Chemicals (Thailand) Ltd.


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:: Thai Peroxide

Philippines:-

:: Indo Phil Group Of Companies

:: Pan Century Surfactants Inc.

Indonesia:-

:: PT Indo Bharat Rayon

:: PT Elegant Textile Industry

:: PT Sunrise Bumi Textiles

:: PT Indo Liberty Textiles

:: PT Indo Raya Kimia

Egypt:-

:: Alexandria Carbon Black Company S.A.E

:: Alexandria Fiber Company S.A.E

China:-

:: Liaoning Birla Carbon

:: Birla Jingwei Fibers Company Limited

:: Aditya Birla Grasun Chemicals (Fangchenggang) Ltd.

Canada:-

:: A.V. Group


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Australia:-

:: Aditya Birla Minerals Ltd.

Laos:-

:: Birla Laos Pulp & Plantations Company Limited

North & South America, Europe & Asia:-

Singapore:-

:: Swiss Singapore Overseas Enterprises pvt Ltd. (SSOE)

Joint Ventures:-

:: Birla Sun Life Insurance Company

:: Birla Sun Life Asset Management Company

:: Birla Sun Life Distribution Company Limited


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MILESTONES

2011

The Corporate Citizen of the Year Award was bestowed upon

the Aditya Birla Group by the Public Relations Council of India

for "its touchingly engaging work amidst the rural poor in our

country and for setting a fine example for other corporates". Mrs.

Rajashree Birla received the award at the hands of Mr. H. K. Dua,

Member of Parliament and formerly Press Advisor to the Prime

Minister, and one of the most distinguished editors of the country.

2010

Ultratech Concern For Health project awarded the Asian

Corporate Social Responsibility Award by the Asian Institute of

Management Centre for Corporate Social Responsibility.

2009

in Recognition of work that truly exemplifies the highest Values

of society corporate leadership for social responsibility &

sustainable development initiatives, the Readers digest Peagasus

Star Award has been conferred on Hindalco.

2008

The President of India, Mrs. Pratibha Patil conferred the muchcoveted Rotary International Polio Eradication Champion Award

on Mrs. Rajashree Birla in an elegant function at the Rashtrapati

Bhavan (Delhi), attended by the Chairman, select Rotarians &

WHO officials.


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2007

The Aditya Birla Group was honoured with the Indid Today

Groups Readers Digest Gold Award in recognition of the work

that truly exemplifies the highest values of society as well as those

of Readers digest. The award was received by Mrs. Rajashree

Birla Chairperson, Aditya Birla Center for community Initiatives

& Rural Development, at the Pegasus Corporate Social

Responsibility Awards 2007.

2006

Hindalco in a joint venture with almex usa Inc.

Hindalco awarded the greentech Safety Silver Award for its

outstanding safety performance during 2005-2006.

2005Indian Rayon re-christened as Aditya Birla Nuvo.

Aditya Birla Group signs a framework agreement to acquire St

Anne Nackawic Pulp Mill, Canada.

2004

Board reconstituted with Mr. Kumar Mangalam Birla taking over

as Chairman.Indian Rayon completes its brownfield expansion of 40,000 TPA

at Hi-Tech Carbon, Gummidipundi, taking total capacity to 1,

60,000 TPA.


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2003

Mr.Kumar Mangalam Birla , Chairman of the Group , is selected

as Business Indias Businessman of the year-2003.

the Group is ranked 20th

in a study on the Best Employers in

India , conducted by Hewitt Associates & Bussiness Today.


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WORLD CLASS MANUFACTURING

The Economy is integrated to the global economy and industry

is facing global competition. It is therefore, necessary to improve

performance so IR & IL co. adopt WCM model to improve performance

and fitting with global competition .

The following characteristics of WCM are used to fulfill the

customer expectation.

1.Products of high quality.2.Products at the right price

3.Products with the enhanced features.

4.Products delivered in time, in fact short time.

5.Products in a wide variety.

6.Products delivered with shorter lead times.

7.Flexibility in fulfilling the demand for the Products.

The above listed performance measures are external to the

manufacturing system but are vital for the success of the organization.

IR & IL cp. Follows WCM excellence model for competitive advantage

as we seen in above diagram.

WCM POLICY followed by IR & IL Co.

To maximize equipment effectivenessAchieve zero breakdowns , zero defects, and zero accident and eco-

friendly environment through innovation methods with total

involvement of our employees and continuous up gradation of

technology.


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WCM Excellence Model for Competitive Advantage


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FUTURE PLANS

Development of special yarn

Eco and Energy auditing

Improve ment in intrinsic quality of yarn

Developing new shades of spun yarn

Development in the quality of existing range


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ACHIEVEMENT

Rayon division has bagged Gold Trophy for highest export

from synthetic and Rayon Textile export promotion council.

The Certificate Of Merit 2003 of national energy conversation

of VFY .

First Price ofnational energy conservation award-2003 for Chlor-

Alkali sector both from ministry of power , New Delhi.National safety award in 1984,1987,1990,1991,1994,1998,1999.

National safety award for the longest accident free period

1987,1989,1991.

Staff safety award received during the years 1987 & 1993.


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SAFETY POLICY

We commit ouerslves to ensure safety , health and clean

enviornment for our employees. All the reqirements in this regard shall

be compiled with. The necessary organizational set up such as safety

department and committee to promote the awarness shall be maintained.

Safety sub committee in each department will be chaired by the

department head and will have representations form officers , staff andworkers of promote safety activities will be conducted regularly.

And ON SITE emergency plan will be kept ready to handle any

emergency. Safety posters and display board shall be erected at work

places including the safety norms. I consider it as our prime duty to

promote and work for creating awarness towards safety, health and

enviornment. Safety department will ensure that all such safety norms

are strictly athered to.

Regular safety audits will be carried out with help of internal and

external agencies and remedial measures implemented. I intend to give

due weight. Age to health and safety while selection plant, equipment ,

machinery and placement of personal safety performance of the factory

will be part of our annual report.

We solicit cooperation from all concerned to ensure effective

implementation of our health and safety policy.


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ENVIRONMENTAL POLICY

We believe that preservation of environment is essential for the

survival of the business , employees , society and surroundings . we shall

achieve it with the involvement of our work force , vendors , customers

and neighborhood through .

Compliance with relevant laws and regulations

Efficient use of available resourcesAdoption of eco friendly technologies

Safe, clean and healthy

Commitment to prevent air and water pollution by adopting

technology and practices.


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Company policy

We are committed to be the preferred choice of customers

while taking care of the interests of all stakeholders. We also commit to

abide by applicable legal & other requirements & ensure continual

improvements in all spheres of activities. We will adopt world class

manufacturing practices & maintain high morale of the employees.

We will this active this by

Meeting customers expectations for quality & services in

premium segment.

Adopting eco-efficient technology to conserve natural

resources & maintain pollution free environment.

Preventing occupational health & safety hazards by adopting

safe work practices & healthy work environment.Respecting employees rights & providing awareness training

all persons including contractors & sub-contractors.


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RAYON PLANTThe Rayon Plant Located at Veraval is an ISO 9002 and 14001

certified Plant. The main product of the Rayon Plant is the Viscose

Filament Yarn apart from Chemicals like Sulphuric Acid , Carbon-Di-

Sulphide , which are both consumed inhouse & Sodium Sulphate ,

Which is a By-Product.

Company Products

Name of final Product End Users Of Final product Raw Material

Viscose Filament Yarn Apparel, Home Furnishings

Slipovers, Industrial Uses.

Pulp, Caustic

Soda Acid,carbonDisulphide,Zinc

carbon Disulphide Rubber Chemicals ,Agrochemicals , Pesticides,Pharma Viscose

Charcol

Sodium Sulphate Glass Industries , paper ,Textile , Dyes , Gum

By Product

Sulphuric Acid Fertilizer , Intermediates ,

Viscose , Dyes , Chemicals

Sulphur

Caustic Soda Lye Paper Alumina , Viscose ,Fibre , Soaps & Detergent ,Drugs , Demineralisation ,Dyes & Intermediates &other Chemicals

Salt , Coal ,Lignite

Liquid Chlorine Organic & InorganicChemicals , Paper , HCL ,

PVC , CPW etc.Hydrochloric Acid DM Water Plant , PicklingOf Steel , Phosphoric Acid ,Synthetic Rutile , Ossein ,DCP , Calcium Chloride .


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http://www.google.co.in/imgres?q=images+related+to+history&start=191&hl=en&safe=active&biw=855&bih=477&gbv=2&tbm=isch&tbnid=K_1egK-NHWDGkM:&imgrefurl=http://www.umbc.edu/cwit/syl_hist.html&docid=Bw_iJw3bIdfIJM&imgurl=http://www.umbc.edu/cwit/images/psp75hist.gif&w=318&h=285&ei=FKTlT6TsA8zprQfv6ZnxCA&zoom=1


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HISTORY & DEVELOPMENT

The Late Prime Minister Shri Lal Bahadur Shastri laid the

foundation stone of INDIAN RAYON AND INDUSTRY LTD. On

21st

June 1956. It was incorporated on 26th

Sep. 1956 under the

companies. INDIAN RAYON(A Unit Of Aditya Birla Nuvo Ltd.) Is

located on the cost of Arabian Sea at Junagadh road at Veraval.

The inauguration of the company was done by an American

Ambassador Mr. H.H. Galbarth on 13th

April 1963 and on the same day

took its trial production. While production as started on 27th

Sep. 1963

the Jayshree Textile had merged with Rayon. The INDIAN RAYON

as renamed as Aditya Birla Nuvo Ltd.

Shri Morariji Vidya, one of the leading industrialists of Gujarat

with view to manufacture Viscose Filament Yarn in International of

U.S.A. started this organization.

The regular production of rayon was started on 27th

Sep.1963 as a

result of strike and chose in the unit the present management. After 1966

due to expansion INDIAN RAYON AND CORPORATION PVT LTD.

After company is paying dividend regularly to the share holders. Now a

days Aditya Birla Group is no.2 business group in INDIA.

In the present time Indian Rayon becomes a high degree of

development of Indian Rayon is very proud full and almost good.


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Introduction to the Company

Group overview

The Aditya Birla Group is Indias First

Truly multinational corporation. Global in

Vision, rooted Indian Values, the Group is

driven by performance ethic pegged on Value

creation for its multiple stakeholders. A US

$40 billion corporation, the Aditya Birla Group is in the League of

Fortune 500. It is anchored by an extraordinary force of over 133,000

employees, belonging to 42 different nationalities. The Group has been

ranked Number 4 in the Global 'Top Companies for Leaders' survey and

ranked Number 1 in Asia Pacific for 2011. 'Top Companies For Leaders'

is the most comprehensive study of organizational leadership in the

world conducted by Aon Hewitt, Fortune Magazine and RBL (astrategic HR and Leadership Advisory firm).

Over 53 per cent of its revenues flow from its overseasoperations. The Group operates in 36 countries Australia, Austria,Bangladesh, Brazil, Canada, China, Egypt, France, Germany, Hungary,India, Indonesia, Italy, Ivory Coast, Japan, Korea, Laos, Luxembourg,Malaysia, Myanmar, Philippines, Poland, Russia, Singapore, South

Africa, Spain, Sri Lanka, Sweden, Switzerland, Tanzania, Thailand,Turkey, UAE, UK, USA and Vietnam.

A premium conglomerate, the Aditya Birla Group is dominantplayer in all the sectors in which it operates. Among these are Viscosestaple fiber , non-ferrous metals , cements , Viscose Filament Yarn ,


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Branded apparel, Carbon Black, Chemicals, Fertilizer, sponge iron,insulators, telecommunication and financial services etc.

The world No.1 in Viscose Staple Fiber.The worlds largest single location palm oil producer.A non-ferrous metals power house and among the worlds most

cost efficient producers of Aluminum and Copper.The worlds largest single location world scale Copper Smelter.

The worlds number one in insulator, with its joint venture withNGK of Japan.Globally, the fourth largest producer of Carbon Black.The worlds eighth largest producer of Cement and the largest in a

single geography.Indias premier branded garments player.Among the worlds best energy efficient fertilizer plants.Indias second largest producer of Viscose Filament Yarn.


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Quality Policy

Vision

To be a premium global conglomeratewith a clear focus on each business.

Our Mission

To deliver superior value to our customers,

shareholders, employees and

society at large.

Our Values

Integrity

Commitment

Passion

Seamlessness

Speed


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5 S Concepts

Improve

ualit

Attitude

Discipline

Action

Productivity Health

Cleanliness


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5 S CONCEPTS

S SeirtShort out unnecessary item in the work place & and

discard them.

S Section

Arrange necessary items in good order so that they can be

easily picked for use.

S Seiso

Clean and maintain work place so there is no dust and dirty

(cleanliness)

S Seiketsy

Standardize the work procedure for everything we do

(Standardizeion).

S Shitsuk

Develop a habit of doing right things a standardize

(Discipline).


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Principle of 5 S

The famous principle of 5 s a concept inflated in Japan

has spread like wild fire. It being implemented not only in shop

floors but in officers too. Systematic step wise Implementation of 5

S contributes to a great extent in maintaining quality of products

& services elimination waste and enhancing health and safety of

employers enchanting equipment performance.

And overall productivity deals in equipment restoration

have omen down due to quick access to tools & spares retrieval of

information has also come faster enabling speed in customer

service.


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ORGANISATIONAL CHART

Vice President

Commercial

De t.

Engineering

De t.

Production

De t.

Administration

Dept.

HRD Dept.

Quality Control

R & D

Chemical

Viscose

Spinning

Spin bath

After Treatment

Textile

Maintenance

Instruments

Electrical

Internal Audit

Bardhana

Stock &

Purchase

Share

Finance Raw Material

Legal

Sales

Time Office

Labour Office

Welfare

HRD

Personnel

Estate

Security

Transport


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SWOT ANALYSIS

The overall evaluation of division like strength, weakness,

opportunity and threats is called Swot Analysis.

STRENGTH:

Yarn produce here is of high quality then also management always

tries to increase the quality of yarn in order to fulfill their potential

customer and new ones. Total produced items + wasted are being

sold; this shows the efficiency of sales activity.

Better pacing, carriage and transportation system with all modern

equipment and good after sales service.

Divisions have domestic as well as export market and for this they

are doing the internet marketing in order to find new markets.

ISO 9002 for the better quality of the production carries division.

Honored by Safety Award.

WEAKNESS:

Cost of production is more due to existence of very old technology

installed in this division.

Many process steps and process is more sensitive to normal

process variations.

Division is unable to pay more attention toward proper human

resource management.Location away from consuming centers.

Bigger process cycle/higher process stock.


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OPPORTUNITY:

Division should find new market area for its products speciallychemicals.

More research activity should be done, as there is chance of

finding new markets.

VFY use certain Textile items are specific and indispensable.

Quality has more weight age in international market. IR & IL. Pot

Spinning Yarn is next to Asahi Japan and better than Chinese and

Russian Yarn used in international market.Biggest opportunity, when opening up of global market when

MFA expires in 2005. Quota restriction will go which will boost

the export of yarn directly and though Textile in worlds two

biggest market Europe and US

THREATS:

Governmentpolicies are the main hurdles of the divisionsperformance.

Emergence of cotton threads made the market share of Rayon

Yarn Low.

Fashion changes are also basic threats for such division.

The |Viscose Process is highly polluting. The basic raw material

(pulp) is again pollution prone.


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INDEX

Sr. No. Title Page no.1 Introduction of Human Resource 392 Manpower Planning 41

3 Recruitment & Selection 424 Recruitment & Selection process 43

5 Training & Development 446 Time Keeping system 467 Trade Union 47

8 Working of ESI System 489 Introduction of Personnel Department 5010 Introduction of Absenteeism 5211 Types of Absenteeism 5412 Causes of Absenteeism 5613 Occurrence of Absenteeism 57

14 Industrial Employment 5815 Strategies to curb the Absenteeism 59

16 Affect of Absenteeism 6017 Defining Absenteeism & its Impact 6118 Precincts of Absenteeism 6219 Disciplinary Action 64

20 Action taken against Absenteeism 6521 Research Methodology 6722 Data Collection 6823 Data Compilation 69

24 Suggestion 8925 Conclusion 92

26 Bibliography 9427 Annexure 96


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HUMAN RESOURCES

At company employees continue to be the key driving force of

the organization & remain a strong source of our competitiveadvantages. It believes in aligning business priorities with the aspiration

of employee leading to the development of an empowered & responsive

human capital. It strives to create a work environment which encourages

innovation & creativity. Through strong employer brand, it was able to

attract more than 4900 employees to the company who have become part

of their existing competent & committed workforce. Appropriate

measures are being planned by the company to ensure & employeeengagement.

Human Resources are the greatest assets of the company. The

workers are the heart of the company. It is the manpower or people who

operate the instrument or machinery made process to convert the raw

material in to finished goods & make it possible to sell in the market. No

work is done if sufficient manpower is not available in organization.

Human Resources Management is art of getting things done

through other Human Resources Management is link between the top

management & the worker or we can say that it act as bridge between

the top & worker . Human Resources development is essential

department to have a proper organizing, manpower planning, staffing &

controlling on order to achieve the organization goal or objective.

Immense power lies under people who change course of events& convert it in to useful energy which is never destroyed but created for

welfare & development of another human being surrounding but to

manage so diversified people in one thread is really as challenge for the

organization.


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Indian Rayon has fully fledged Human Resources

Development characterized by highly efficient manager. It works in

anatomy & with optimum force.

The policies & practices involved in carrying out the

people or human resources aspect of a Management position ,

including recruiting, Screening , Training , Rewarding & Appraising.

Human resources Management is the process of Acquiring,

Training, Appraising & Compensating employees & Attending to their

labour relations, health & safety & fairness concerns. The topics we will

discuss should therefore provide with you the concepts & technique youneed to carry out of the people orpersonal aspects of your aspects our

management jobs.


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MANPOWER PLANNING

Manpower is the key economic resources which

should demand the same attention from the company that it gives toplanning at finance, equipments, raw material, production, sales and

profits. A manpower planner function should be :-

The interpret production & sales forecast in terms of manpower

requirements.

To indicates the manpower constraints on company policy for the

future.

Manpower planning is the process of assigning the

right number of people and right kind of people at the right time doing

work for which they are economically most useful.

Important of manpower planning :

In any organization manpower has its important due to

following reasons.

The exclusive sources of knowledge for an organization &

people.

Industrial knowledge is the starting point for organizationknowledge.

The knowledge of each individual cant be replicated.Only people can spread knowledge recourses across the

company.It is only people who can convert knowledge into efficient

action.


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RECRUITMENT AND SELECTION

RECRUITMENT:

Recruitment is process to discover the sources of

manpower to meet the recruitment of the staffing schedule and employ

effective measures for attracting that manpower in adequate numbers to

facilitate effective selection of and efficient working force.

The Recruitment procedure of company consists of three segments.

Recruitment of workers

Recruitment of executives and managerial staffRecruitment of technical personnel

So far as company is concerned the Recruitment procedure is directly

depend upon human forces and is relate to the selection of well-qualified

personnels.

SELECTION:

The Selection procedure is concerned with security relevant

information about an application.

Company Recruitment & Selection procedure for blue-collar

force is as per the labor laws. For the Recruitment of labor in the Co. it

is essential that he should acquire the certificate of ITI examination.

The concern supervisor and the labor welfare officer select

workers. Physical fitness. Attitude for etc. are considered at the time ofselection. With reference to the method company uses the indirect

method more frequently for the recruitment of its employee. Sometimes

the company also uses the third party method at the time of the Selection


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of high level personnel like General Manager Secretary and Vice

President.

RECRUITMENT AND SELECTION PROCEDUREFOR WHITE COLLAR FORCE.

White-Collar job refers to the selection of officers and managers. For

this purpose the company is largely depend upon the fresh candidate and

for that the Co. is following the selection procedure:

Application receipt

Employment testGroup discussions

Final interview

Medical examination

Reference checked

Orientation

INDUCTION:

Induction is a technique by which a new employee is rehabilitating

in to the change surrounding and introduces to the practices politics and

purpose of the organization.

Company does not believe in induction because it believes that it is

wastage of time so it does not give any importance to the induction.


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The other purpose of IR&IL Co. behind imparting

training is:

To create awareness among the workers regarding the quality of

products and to improve knowledge thereby.

Enhancement of technical knowledge and various safety

measurement techniques.

To improve the discipline of the worker, good conduct and jobresponsibility

EXECUTIVE EVELOPEMENT:

IR&IL Co. aims at improving the managerial skills

and effectiveness of its every individual through a planned and

deliberate profile and process of learning.

The Personnel & HR Dept. of the Co. arranges various

conferences and invites guests and other executives from its different

units to audit the organization and to impart training to the executives.

On the contrary the officers and managers of this Co. are also sent to itsdifferent units within the country as well as aboard for the exchange of

ideas relate to the operation management and also for the improvement

of this technical knowledge.


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TIME KEEPING SYSTEM:

IR&IL Co. has adopted a very good time keeping

system. The unit has installed Computerized Time Keeping System. In

this system all the employees including staff members and workers have

been issued punch cards. There are seven punching machines that have

been fixed and connected with computer. Out of this, six are at the main

gate and one is at HR Dept. when the employee enters in the premises

he has to punch this card in any machine and has to do the same thing at

the time of exit also.

Time Office Dept. of the Co. keeps the attendance

register. Many workers have been given attendance sleep also. I this

system the workers are supposed to fill their sleep at the time of entry as

well as exit. The registrar collects the data through computer and their

salary and wages are prepare according to this collected data.

The workers are allowed to enter into the premises late up to half and

hour from the time of which their duty starts, while there is no any hard

and fast rule exist for the staff member of the Co.


50/101


TRADE UNION

There are more than 4200 employees in the organization and for the sake

of protection of their right that has formed their trade union presently

there are three trade unions.

Indian rayon employee union ( IREU)

Rayon mazdoor sangh (RMC)Indian Raton karmachari (IRKM)

Only workers are not the members of the trade union staff employees

has also got the membership of trade union from above employee union,

its strength is 60% of the total working force, the rest of two use to

follows the decision and negotiation made by the Indian rayon employeeunion. The advantage of Regis rated trade union is that police cannot

arrest any representative of trade union.

Company has been keeping a good relation with trade union and the

position of the trade union has top position in the organization.


51/101


WORKING OF ESI SCHEME

ESI means employee state insurance scheme. It is

necessary in all the company according to 1948 act, an insurance facility

provided to the workers. The deduction of salaries of workers is made

every month by the company.

If any accident occurs on the job to the workers this

reserved money is given him from the insurance. If any kind of illness is

there this money is used by the company. The worker can get salarywithout work up to 2 month according to scheme.

Bust, ESI scheme is not applicable for this unit, instead of

it (IRIL) has insured all of its employees are cover under employees

compensation Act policy taken from oriental insurance policy.


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53/101


Introduction

Personnel Management is a link between the Management

and the workers or we can say that its acts as like bridge between theemployees and the employers. It is basically concerned with human

relationship within the organization and helps in maintaining smooth

relationship employee and employees. It is the getting thing done by

other people.

Human resource is the greatest asset of any business

enterprise. The workers are the heart of the organization. It is the

manpower that operates the machines, processes the raw materials into afinished product and makes it possible to sale in the market. Henceforth

we can say that personnel management is the most essential department

of an organization in order to have a proper manpower planning,

organization, staffing, directing and controlling in order to achieve

individual social and organization goals.

With reference to Indian Rayon & Industries Ltd. The

personnel department of which is divided into two division i.e. HR &

training and the other one is personnel department.

Personnel Department:

It mainly deals in the process of recruitment of manpower and

as a consulting agent between the officers and the workers.


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55/101


INTRODUCTION TO ABSENTEEISM

Different authorities have variously defined Absenteeism.

According to Websters Dictionary Absenteeism is the

practice or habit of being an absentee and absentee is one

who habitually stays away.

According to labour bureau Absenteeism is the total man-

shifts lost because of absences as percentage of the total

number of man-shifts scheduled to work.

Employees sometimes fail to report at work place during the

scheduled time, which is known as Absenteeism.

The failure of a worker to report for work when he is

scheduled to work.

Absenteeism in Indian Industries is not a phenomenon. It is the

manifestation of a decision by employees not be present themselves at

their place of work , at a time when it is planned by the management that

they should be in attendance. Many research reports reveal that there hasbeen a phenomenal increase in absenteeism becomes a problem to

organizational management particularly when employees absent from

their work environment without giving sufficient notice and by

justifying their stand by furnishing fake reasons.

A worker is marked absent in the attendance register if he fails to

report for duty on a day when he is expected to be present. If he does not

seek prior permission to stay away from work and not granted ex post

facto permission, the worker looses wages and risks disciplinary action.

Because of this unexpected absence by the worker, the company might

suffer dislocation of work or loss of production due to machine idleness.


56/101


A worker can be treated be absent when he abstains from work

on the strength of a sick certificate from an ESIC doctor, and also when

he is granted leave ex post facto by the company for the period is stayed

away from work. But though the absenteeism of workers from duty is

genuine, higher rate of sickness among the workforce will certainly

dislocate production scheduled. Therefore the management cannot

remain unconverted about it.

The management preoccupation for maintaining production

schedules leads it to a concern with all types of absence. But all stay-

away from are not absenteeism from work.

Absenteeism rate = man-shifts lost due to absences 100

Man-shift scheduled to work

Absenteeism is the term generally used to refer to unscheduled

employee absences from the workplace. Many causes of absenteeism are

legitimate-personal illness or family issues, for example but absenteeism

also can often be traced to other factors such as poor work environmentor workers who are not committed to their jobs. If such absences become

excessive, they can have a seriously adverse impact on a businesss

operations and, ultimately, its profitability.


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TYPES OF ABSENTEEISM

1.Authorized absenteeism :

If an employee absents himself from workby taking permission from his superior and applying for leave,

such absenteeism is called authorized absenteeism.

2.Unauthorized absenteeism :

If an employee absents himself from work

without informing or taking permission and without applying for

leave, such absenteeism is called unauthorized absenteeism.

3.Willful absenteeism :If an employee absents himself from duty

willfully, such absenteeism is called willful absenteeism.

4.Absenteeism caused by circumstances beyond ones

control :If an employee absents himself from duty

owing to the circumstances beyond his control like involvement in

accidents or sudden sickness, such absenteeism is called

absenteeism caused by circumstances beyond ones control.


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THE REASONS FOR ABSENTEEISM

The reasons for absenteeism are many:

The factors contributing to absenteeism from work

includes individual and environmental factor. These consists of sickness,

accidents , occupational diseases, poor production planning(flow of

work ) , bad working conditions and inadequate welfare conditions, lack

of trained labors, insecurity in employment, collective bargaining

process, rigid control system, lack of supervisory support, lack of

interest , lack of cohesive and cordial culture and so on.

The individual reasons may vary from organization to

organization depending upon the organizational climate, employees

attitude and influence of external organizational factors (market forces,

social activities that influence the industrial culture prevailing in a

geographical zone etc.).


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THE PROBLEM

High rate of absenteeism is neither desirable to employers nor

good for the employees. In majority of organization, high rate ofabsenteeism has an adverse effect on quality and quantity of production,

efficiency of workers and organization, organizational discipline and

more importantly on the organizations intention to fulfill the new

markets demands. The absenteeism develops a considerable loss to

organization because work schedules gets upset and delayed and

management has to provide overtime wages to meet the delivery dates.

CAUSES OF ABSENTEEISM

The causes of absenteeism, its effects on productivity and cost

in terms of finance and administrative effectiveness are quite clear, but

what is unclear is how to take affirmative action to control absenteeism.

This should be done in such a way as not to develop mistrust, costly

administration and system avoidance. Traditional methods of

absenteeism control based on disciplinary procedure have proven to be

ineffective and have failed to motivate the work force to meet

organizational demands to complete at a global level.

Unless management identifies and addresses the actual factors

that influences employees to remain absent from work, it will be

difficult for the organization to remain competitive at national and

international levels. It is therefore imperative to probe in to international

levels. It is therefore imperative to probe into micro and macro aspectsof organizational absenteeism to meet organizations long term cherished

goals.


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THE OCCURANCE OF ABSENTEEISM

The levels ofabsenteeism and reasons for its occurrence are dependent

on many variables in an organizational environment. This particularresearch identifies seven key factors that affect the absence rate for

employees.

These seven factors can be detailed as follows ;

I. Family circumstances ;

II. The physical health of the worker ;

III. The work environment ;IV. The degree of job stress ;

V. Employer-employee relations ;

VI. Union coverage; and

VII. Work schedules.

Absenteeism has the potential to cause numerous impacts

upon an organization; these include lost productivity, proper quality of

product /service, decreased customer satisfaction, and a negative effecton the performance / morale of other employees. Other operational

consequence of absenteeism includes greater financial costs to the

employer, as well as a greater employee workload. Each of these

impacts has the potential to cripple an organizations operational ability,

and seriously undermine its efforts to stay competitive or viable.


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INDUSTRIAL EMPLOYMENT (STANDING ORDER) ACT

A workman remaining absent beyond the period of leave

originally granted or subsequently extend, shall be liable to lose his lien

on his appointment unless he returns within eight days of the expiry of

the sanctioned leave and explains to the resume his duty immediately on

the expiry of his leave. A workmen who loses his lien under the

provisions of this standing order but reports for duty within fifteen days

of the expiry of his leave.

24. The following acts and omissions on the part of workmen shall

amount to misconduct:

(f) Habitual absence without leave, or absence without leave for more

than ten consecutive days or overstaying the sanctioned leave withoutsufficient grounds or proper or satisfactory explanation.


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STRATEGIES TO CURB THE ABSENTEESM

1. High collaborative culture.

2.Be aware of problems that may affect employee attendance orperformance.

3.Develop open communication between manages supervisors and

employees.

4.Employees are encouraged to voice their concerns so their

perceptions of the work place are clear and can be dealt with.

5.An employees relationship with their supervisor can greatly

influence their feelings about their work, their coworkers and thustheir attendance at work.

6.Encourage risk taking and experimentation among members.

7.Make each employee aware that are a valued member of the

team, that they play an importance is critical.

8.Hold regular meetings, keep your staff informed and involved.


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HOW CAN HIGH ABSENTEEISM OF EMPLOYEES

AFFECT AN ORGANIZATION?

Absenteeism hits the financial aspect, moral and customerservice/confidence

Financial: The absent employees have the potential to be

paid (sick pay) for not producing any product. This can be

100% wages for period of time which drops pro-rata as the

sickness period continues.

Administration of the cover sickness, rescheduling other

employee, possible extra pay for others to yaks on added

workload (in the form of overtime).

Added workload for colleagues-someone needs to do work

the absent person is NOT doing. This adds greater

pressure to others, requires faster throughput of the

colleagues wok to make time for the sick employees

responsibilities to be covered.

Great chance error due to added work load or adding new

responsibilities to novice employees.

Product quality determination can be brought about by

work colleagues handling higher workloads.

Dissatisfied customers production targets suffer as the

sickness amid the employee base.

Lost sales, order increased complaints add to the

administration of any product.


64/101


DEFINING ABSENTEEISM AND IMPACTS

Absenteeism occurs when employees who were scheduledfor work do not attend, in terms of hours or days rather than

minutes. There are many reasons why people do not attend work,

such as illness, family emergency or just to have a day off.

Absenteeism has both direct and indirect costs for the organization.

Direct costs include sick pay, fringe benefits that still must

be paid, overtime to fill the position and overstaffing.

Indirect costs include disruption, reduced productivity, loss ofexpertise and experience, managements time to revise work

assignments costs to monitor and administer the absence program,

training costs for replacement and decreased morale of other

employees.

Many posts in a prison cannot be vacated. Management

must expend valuable time to modify employee assignments to

responds to absences. Thus, there are the obvious costs associated

with filling the post. Additionally, absenteeism puts hardship on

other employees, particularly those expecting to go home at the

end of their shift. Aside from forcing attending employees to work

mandatory overtime that they may not have been expecting or

desiring to work, absenteeism can cause a temporary loss of

contacts because the staff member has developed over time from

working at that post.

Even if the position is left vacant, the absence will meanthat there is one less staff member able to monitor inmates and

respond to emergencies. In sum, absenteeism particularly if it

becomes common place, is costly for correctional organizations.


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PRECINCTS OF THE ABSENTEEISM

Absentee workman will looses their salary, which is so importantfor the well being of his and his family.

Absentee workman will loose LTA amount on the salary earned.

Absentee workman will loose the Medical allowance/payable on

the salary earned.

Absentee workman will looses next years Bonus as per act.

Absentee workman will loose in Provident Fund and Interest

accrued thereon, which is so vital in his old age after he retires.The cumulative loss when he retires may be in Laces.

Absentee workman will loose their Gratuity. Amount, due to 240

days not completed in a calendar year.

Absentee workman will loose Earned leaves which again leads to

loss of money in the coming years.

Absentee workman will loose their mental peace when he faces

disciplinary action.

Absentee workman will loose social respect of being a responsible

person, who is concerned for the well being of his family.

Organization, himself, nation and the society.

Absentee workman wills looses impression in the eyes of his

superiors, which affects his career/future promotions.

Absentee workman will looses sympathy of his colleagues when

they see an irresponsible person in him.


66/101


He also causes following losses to the company, which again is every

ones loss.Production loss

Loss of quality

Financial loss

Negative image in society


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DISCIPLINARY ACTION AND DOMESTIC

ENQUIRY PROCEDURE

MISCONDUCT:

Misconduct is made of two words. Mis means bad and

conduct means behavior.

Misconduct is a transgression of some established and definite rules of

action, where no discretion is left except what necessity may demand; it

is violation of definite rules, a forbidden act. Conduct which isreasonably inconsistent with the faithful and trustworthiness excepted of

an employee would be misconduct.

A workman guilty of misconduct may be

A.Warned or censured, or

B.Fined, subject to end in accordance with the provisions of the

payment of Wages Act, 1936 or

C.Suspended by an order in writing signed by the Manager for a

period not exceeding four days, or

D.Punished by way of withholding of increment or

promotion(including stoppage of increment at any efficiency bar;

or

E.Reduced to a lower post time scale or to a lower stage in a time

scale or

F.DischargedG.Dismissed without notice.


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DISCIPLINARY ACTION TAKEN AGAINST

ABSENTEEISM FROM 2007 TO 2012

YEAR

ACTION

TOTALDismissal/ Discharage Demotion Suspension Warning Advice

2007-

20081 0 25 390 612 1028

2008-

20090 0 14 259 147 420

2009-

20100 0 34 493 0 527

2010-2011

1 0 40 278 0 319

2011-

201215 0 142 155 8 320


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70/101


METHODOLOGY

Research Methodology:

It is a way to systematically so varioulve the

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 problem.

Research Design :

The research design followed by me is descriptive in

nature s the main purpose is description of state of affairs, as it exists atpresent and in this research I had no control over the variable ; I can only

report what has happened And what is happening. Even in this type of

design I try to observe causes even if I cannot control the variable like

human behavior and tendencies.

Preparing research design:

In this survey the main information is gathered

from Labour office that keeps the in-out record of all the employee of

Indian Rayon (A unit of Aditya Birla Ltd.).

Random Sample Size:

Out of 150 Sample taken of 23 employees.


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DATA COLLECTION:

PRIMARY DATA :

Primary data means it is getting directly through

the company profile. Here in this study about primary data is

collected through structured interview schedules.

SECONDARY DATA:

Secondary data means it is getting through the

inquiry and use different tools and techniques or any instrument.

Here in this study on absenteeism secondary data is collected from

LABOUR OFFICE regarding employees attendance. So we can

take information randomly group and using the questionnaire

method collect the information. So we can say that we have

collected the secondary data from the employee survey.


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DATA COMPILATION

Q.1 Are you unauthorizedAbsentee?

Distribution of the respondent:

Evaluation:

In this survey we can see that here 15% employees are

agreed with that they are remain unauthorized and 8% employees are

disagreeing with the particular question as stated above. In this it is

observed that 35% are non absentee employees.

15

8

23

65%

35%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


73/101


Q.2 Are you absent for your Domestic Problems?

Distribution of the respondent :

Evaluation:

In this survey we can see that here 17% employees are

agreed and 83% employees are disagreeing with the particular statement.

In this survey it is observed that the main reasons for absenteeism arenot domestic problems like family member illness.

4

19

3

17%

83%

100%

0

5

10

15

20

25

Yes No Total

Percentage

Frequency


74/101


Q.3 Are you absent for your illness?


Evaluation:

In this survey we can see that here 87% employees are agreed and 13%

employees are disagreeing with the particular statement.In this survey it

is observed that the main reasons for absenteeism are illness of

respondent.

20

3

23

87%

13%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


75/101


Q.4 Areyou absent for the reason of Overtime?


Evaluation:

In this survey it is observed that majority of respondent i.e.

4% are not agree and 96% are agreed with this particular purpose.

1

22 23

4%

96%100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


76/101


Q.5 If you are unauthorized absent, do you feel any kind fear about

loose the job?


Evaluation:

In this survey it is observed that only the 91% employees

are agreed that if they are unauthorized absenteeism from their work

and having chances to lose there job. and 9% employees are disagree

with this purpose.

21

2

23

91%

9%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


77/101


Q.6 When you are unauthorized absent, the company takes any kind of

action?


Evaluation:


91% are agreed and 9% are disagreed with this purpose. In this survey

we can say that the more respondent said that yes the company takes the

action for their absenteeism.

21

2

23

91%

9%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


78/101


Q.7 Are you punished for your absenteeism?


Evaluation:


57% of employees agreed and 43% not agreed that they were punished

for their absenteeism.

1310

2357%

43%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


79/101


Q.8 If you are unauthorized absentee, you were dismissed from your

job?


Evaluation:

In this survey the observed that majority of respondent i.e.

65% are accepted and 35% are not agreed with the particular purpose. In

this survey we can say that more employees are accepting that if they are

an unauthorized absentee they will liable for dismissal..

15

8

23

65%

35%

100%

0

5

10

15

20

25

30

Yes No Total

PercentageFrequency


80/101


Q.9 Are you satisfied with your salary?


Evaluation:

Wages means the cost to company not the take home pay. It

is the gross pay before all type of deduction. In this survey it is observed

that majority of respondent 65% employees are satisfied with their

wages and 35% are not satisfied.

15

8

23

65%

35%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


81/101


Q.10 Are you staying in company Accommodation?


Evaluation:

In this survey it is observed that majority of respondent 26% had

company accommodation and 17% had rented housing facilities.

6

17

23

26%

17%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


82/101


Q.11 Is your working time is reason for your absenteeism?


Evaluation:

In this survey the majority of the respondent i.e. 13% is

satisfied and 87% are not satisfied with their timing.

3

2023

13%

87%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


83/101


Q.12 Are you absent for your social responsibility?


Evaluation:

In this survey the majority of the respondent i.e. 22%

employees agreed and 78% not agreed with this purpose. In this study

we can say that the social responsibility is not the reasons for

absenteeism.

5

18

23

22%

78%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


84/101


Q.13 If you cant able to complete your social responsibility, it will

affect on your personal life?


Evaluation:

In this survey it is observed that majority of the

respondent i.e. 87% are agreed and 13% employees are not agreed. In

this study we can say that the social responsibility is not affect on theirpersonal life.

20

3

23

87%

13%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


85/101


Q.14 Company provides you authorized live though you takes the

unauthorized live?


Evaluation:

In this survey it is observed that the majority of respondent

i.e. 74% agreed and 26% are not agreed with this purpose, means there

is not any kind of unauthorized absenteeism.

17

6

23

74%

26%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


86/101


Q.15 Company provides you transportation facility?


Evaluation:


13% are agreed and 87% are not agreed with this purpose, means the

company is not providing the transportation facility.

3

2023

13%

87%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


87/101


Q.16 Are you absent for the reason of administrative laps of the

company?


Evaluation:

In this survey it is observed that majority of the respondent

i.e. 13% are agreed and 87% are not agreed with this purpose.

3

2023

13%

87%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


88/101


Q.17 Areyour co-workers suggest you for your absenteeism?


Evaluation:

In this survey it is observed that majority of the respondent

i.e. 70% agreed and 30% is not agreed with this purpose, means their co-

workers support them.

16

7

23

70%

30%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


89/101


Q.18 Are you satisfied with your working condition?


Evaluation:

In this survey it is obtained that majority of respondent

96% employees are agreed and 4% are not agreed with this purpose,

means more than employees are satisfied working with their working

conditions.

22

1

23

96%

4%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


90/101


Q.19 Are you satisfied with your supervisors?


Evaluation:

In this survey it is obtained that majority of respondent i.e.

100% are satisfied with the behavior of their supervisors.

23

0

23

100%

0%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


91/101


Q.20 If you dont unauthorized absenteeism, company provides any kind

ofscheme?


Evaluation:

In this survey it is obtained that majority of respondent i.e.

91% are satisfied and 9% are not satisfied with this purpose.

21

2

23

91%

9%

100%

0

5

10

15

20

25

30

Yes No Total

Percentage

Frequency


92/101



93/101


SUGGETION

1. Proper counseling to be provide to workmen to make them

understand about the losses of being absent for long-time.

2.Company should introduction some reward scheme for recognition

of their self stream & discloser their name in magazine from time

to time.

3.Company should provide transportation facility to does employee

who are living far away from the company, this may help toconcern workman to report on duty as per the schedule. Lake of

this facility, the workman sometime has to wait for transportation

which may create a problem to reach in time at work place.

4.From my point of view night shift is also one of reason for

absenteeism.

5.Hold regular meeting to make them aware of the loose of

absenteeism, which impact social economically on living slandered

of concern workman & their family.

6.From time to time they absentee data much be reported to the top

management to find out the suitable strategic action to reduce the

absenteeism.

7.Develop open communication between manages supervisors and

employees.


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95/101


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BIBLIOGRAPHY

BOOKS :

Sr. No Book/Magazine Author1 Papers on Absenteeism K.N.Vaid (Asia

Publishing House )

2 Personnel Management C.B. Memoria(Himalya PublishingHouse)

3 Research Methodology C.R.Kothari4 Annual Report on Aditya Birla Nuvo

Ltd.-

5 Report from Library -

WEBSITES:

www.wikipedia.com

www.indianrayon.com

www.adityabirla.com
http://www.wikipedia.com/http://www.wikipedia.com/http://www.indianrayon.com/http://www.indianrayon.com/http://www.adityabirla.com/http://www.adityabirla.com/http://www.adityabirla.com/http://www.indianrayon.com/http://www.wikipedia.com/


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ANNEXURE

1.Are you unauthorizedAbsentee?

1. Yes 2. No

2.Are you absent for your Domestic Problems?

1.Yes 2. No

3.Are you absent for your illness?

1.Yes 2. No

4.Areyou absent for the reason of Overtime?

1.Yes 2. No

5. If you are unauthorized absent, do you feel any kind fear aboutloose the job?

1.Yes 2. No

6.When you are unauthorized absent, the company takes any kind of

action?

1.Yes 2. No

7.Are you satisfied with your salary?1.Yes 2. No


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8. If you are unauthorized absentee, you were dismissed from your

job?

1. Yes 2. No

9.Are you satisfied with your salary?

1.Yes 2. No

10. Are you staying in company Accommodation?

1. Yes 2. No

11. Is your working time is reason for your absenteeism?

1. Yes 2. No

12. Are you absent for your social responsibility?

1. Yes 2. No

13. If you cant able to complete your social responsibility, it will

affect on your personal life?

1. Yes 2. No

14. Company provides you authorized live though you takes the

unauthorized live?

1. Yes 2. No

15. Company provides you transportation facility?

1. Yes 2. No


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Aarti Final Rreport

Documents

Transcript of Aarti Final Rreport