Chapter1

Executive summary

EXECUTIVE SUMMARY

Absenteeism in Indian industries is not a new phenomenon. It is the manifestation of a

decision by employees not to present themselves at their workplace, at a time when it is

planned by the management that they should be in attendance. The absenteeism becomes a

problem to organizational management particularly when employees are absent from their

work environment without giving sufficient notice and by justifying their stand by

furnishing fake reasons. With liberalization and globalization, India has become a fast

developing country and created plenty of new jobs. But industrial growth has not been able

to keep pace with the pace of population growth; causing rampant unemployment .This

being the case one wonders about high rate of absenteeism in Indian industry. In Europe, in

some countries like Italy it is very common to find people having two Jobs. In India where

unemployment is high it is necessary to find out root cause of absenteeism to effective

corrective measures and to help employees to overcome their habit of absenteeism.

The main objective of the study was to find out the reason for absenteeism at ASIAN

ELECTRONICS LIMITED, and how remedy it. The samples were collected at random

based on their pervious absenteeism record at the company office. Personal interviews

were held to assist the employees to answer the questionnaire. Apart from this other

methods used for eliciting information were:-

1) Informal chat with the supervisors, workers and Trade Union Officials.

2) Journal and article published about company.

For this project work, company official will get new insight about absenteeism. Following

are some objectives which are helpful to study the absenteeism:-

(a) To study the concept of absenteeism in an ASIAN ELECTRONICS LIMITED.

(b) To study the leave policy of an AEL.

(c) To study the trends of absenteeism for an employees.

(d) To find out causes of absenteeism at ALE.

(e) To analyze effect of absenteeism and suggest remedies to control absenteeism at ALE.

Asian electronics limited is a manufacturing plant. The scope is restricted to only blue-

collared employees and staff members where not included. Study was conducted to know

various reasons of absenteeism at ground level and makes certain recommendations and

suggestions if any. This was done by studying attendance records of previous and current

year. Sample size is limited to 86 number due to difficulty to catch up irregular workers

on their job. This may not be an appropriate research, as total number of employees is a

very large quantity.

As it was life project, the expert from head office implemented immediate suggestions

given while conducting the project such as counseling, training programmers for

commitment towards work, stress management, etc.

LIMITAIONS OF PROJECT

1. Sample size is small.

2. Employees were hesitating to tell the true answer as they were anxious that some

action the management will take against them.

3. The employees may have answered list of statements accordingly to their moods

and environment of departments some of them might not be having clarity of

mind to answer the statement there in.

4. The ill-favor in the minds of employees about confidentiality of their answers

may affect the study.

5. Views of supervisors have not taken into considerations. We could not contradict

the questionnaire of absent workers with regular workers.

RATIONAL OF THE STUDY

The worth, utility of study from the future point of view extends to-

1) To reduce cost of absenteeism.

2) To provide safety valve to express the dissatisfaction of workers.

3) To improve Quality of work life.

4) Guide employees to solve their personal problems.

5) Training and development programs.

Hence the study provides an opportunity to know about the tussle going in the mind of

the employees and take necessary note of it. This help to improve the working condition

and working atmosphere of the company, which will be beneficial in the future to

company as well as employees.

1) Sickness and bad health are the major reasons given by the absent workers.

2) Absent employees do not monitor their attendance.

3) Family problem has created great impact on absenteeism.

4) Absent employees are unaware of one day loss by one day absentee.

5) Absent employees are lagging in time management.

Chapter 2

Company Profile

2) PROFILE OF THE ORGANIZATION

NAME OF THE COMPANY : ASIAN ELECTRONICS LTD.

YEAR OF ESTABLISHMENT : 1964

ADDRESS : 68, M.I.D.C., Satpur, Nashik.

TELEPHONE : 0253-2204152/153/154.

WEBSITE : www.aelgroup.com

NAME OF THE GROUP : Lighting Group Ltd.

PRODUCT OF COMPANY : Street Light, Dualite luminaries.

AREA OF MARKETING : India as well as Europe.

ACHIEVEMENT : ISO/TS/9001:2008.

NAME OF SR. PERSONNELMANAGER : MR. RAJARAM SONAWANE

QUALIFICATION : BSC. MSW.

EXPERIENCE : 30 YEARS.

AREA OF RESPONSIBILITY : All over HR function.

2.1] INTRODUCTION OF THE ORGANIZATION

Asian Electronics Ltd. is involved in design and manufacturing energy conservation

products, specializing in energy efficient lighting solution. With its world class

manufacturing facility at Nashik, India. It is capable for meeting international standards

of quality and is known across the globe for its products and services Worlds Bank

through IFC Washington, hold 12%.

Equity in company and this itself speaks of AEL’s credibility.

AEL was awarded the AICPA award for being the most investors rewarding company in

1996 AEL’s financial model of “pay from saving” has been recognized as one of best by

US Agency for international development in conjunction with other official agencies. It

is documented in their report on “Strategies of Financial Energy Efficiency”. AEL with

its global presence is propagating the use of energy and efficient and intelligence

controlled lighting system across the one.

HISTORY

Asian Electronics Limited (AEL) was established in 1964 is involved in design and

manufacturing of energy conservative products, specializing in energy efficient lighting

solutions. Asian Electronics was awarded the AICPA award for being the most investor

rewarding company in 1996. AEL’s financial model of “pay from saving” has been

recognized as one of the best by US Agency for international development (USAID) in

conjunction with other official agencies. It is documented in the report on “Strategies of

Financing Energy Efficiency”. AEL with its global presence is propagating the use of

energy efficient and intelligently controlled lighting systems across the world. Their was

change in management in 1980 when MR. Suresh Shah took our as chairman and

Managing Director who turned the company from a sick company to the brand leader in

Capacitor Industry.

The Company has following International Certification:-

Underwriters Laboratories – UL India Private Limited., with headquarters at

Bangalore, is an affiliate of Underwriters Laboratories Inc., USA. Underwriters

Laboratories (UL), is one of the world’s largest Conformity Assessment Service

Provider backed by more than century of experience in product testing and

inspection.

Approval from UK Government – The company has got approval from UK

government and is placed on the qualified for Energy Technology list.

GS Mark – The GS-mark is a German certificate mark controlled by the German

Ministry of Labour on behalf of the German Provinces.

The company has global presence with global partners like Washinghouse lighting

System Limited, Philadelphia, USA Global Energy Management (Europe) Ltd., Global

Energy Management (Deutschland) GmbH, Global Energy Management Italia.

The company has manufacturing Units at the following in India:-

Nashik

Silvassa

Solan

Chennai

During the current year the company has acquired the Lighting Division of Asian

Raymold Lighting Private w.e.f.1st April 2005. The lighting division of Asian

Raymold Lighting Private is manufacturing of light fitting which is fully compatible

with the electro technical standards and compiles with customer demands.

During the current year the company as a part of its innovative approach towards energy

conservation it is involve in the business of manufacturing equipment used for converting

plastic waste into fuel.

Financial Performance:-

Gross Turnover (2008-09) Rs. 214 crores ( app. )

Gross Turnover (2007-08) Rs. 220 crores ( app. )

Gross Turnover (2006-07) Rs. 381 crores (app.)

Significant Achievements:-

Promoted the ‘ T5FTL ’ Product and innovating lighting system in India and

overseas.

Holding US patent for T5 Lamp retrofit lighting Fixtures (Asian S+)

Application pending in other countries.

Joint venture with “Westinghouse” brand.

Pioneer in Promoting Deferred Payment concept and performance contracting in

lighting.

Quality Policy:-

We, at Asian electronics ltd, are committed to achieve excellence in quality of our

energy efficient.

Range of products:-

Energy efficient lighting systems

Intelligent lighting systems

LT and HT switched capacitor systems

HT substation load management system

Range of Luminaries – Asian and Asian Raymold

Institutional Customers:-

Over 500-nos, spread over all industry segments. More than 1.6 millions electronic based

lighting systems installed.

Distribution networks:-

Over 300 Distributors/dealer servicing a wide network of retailers all

over India and still growing.

The various facilities provided by the company are as follows:

Canteen Facilities:

The company provides Tea, snacks and Meals at subsidies rate in the canteen

the employees share is recover though payment.

The concern for housekeeping and safety:

The management lays down lot of the important to the house keeping principal

and 5’ s’, besides that house keeping audits are carried out, awarding house keeping

trophies to the dept who scores highest number of marks. Safety is another area of concern

is. The areas of unsafe condition / unsafe acts are identified as an ongoing activity

appropriate corrective / preventive measure is taken. Safety everybody concern. Company

celebrates safety day and week to promote awareness amongst employees.

Ambulance Room:-

There is an ambulance room available near time office manned by qualified and experience

attendants for consultations of specified days.

Training and development:-

There is a thrust on training and manpower development of people, who are the prime

movers. The superiors identify the training needs, as a partial out come of prime movers.

The performance appraisal system, the training needs are addressed to through training plan

and calendar. The management organizes for substantial knowledge inputs and skills to

individual to discharge his job effectively.

Performance Appraisal System:

The performance of any employees is evaluate / measured in structured and methodical

manner. The performance appraisal is carried out in the prescribed format, in a manner,

discussing the same with the concerned individuals. The annual increments and promotions

are liked with performance appraisal.

Industrial relation and internal union culture:

No any internal and external trade union is Asian electronics Ltd Nashik.

Internet Facility:

Management staff in executive grade and above up to manager levels is entitled for 20

hours of internet usage and the senior managers and above are entitled for 500 hours

subject to prior to approval from Executive Director.

Medical Reimbursement:

The employees will be reimbursement for medical expenses as per grade for himself /

herself and his / her dependents. The dependents include his / her parents spouse and

children. His /her immediate brother or sister is also entitling, provided they reside with

him/her. To get reimbursement will be according to the quantum specified by employee

at the beginning of the financial year.

Bonus:

During Diwali the management staff up to executive level receives an annual bonus as

per eligible for the financial/accounting year. Those employees who are covered under

the superannuating schemes are paid at 20% of the basic salary.

Loan facility:

Company provide miscellaneous loan for their employees by borrowing loan from

outside agencies.

Joining/ Transfer benefit:

Company reimburses the joining expenses towards traveling for self, spouse and

dependant children from place to location of posting as devised in the joining expenses

rules. The management staff is entitled to following permanent transfer benefits.

1. The actual cost of packing and transportation by road/ rail. The estimate of which

should be got approved by the divisional heads.

2. Cost of travel of self and family (wife and dependant children only) by the same class

of travel as normally admissible under travel rules applicable.

3. Setting in allowance equivalent to one month’s salary.

Medical Facility:

The company has made a facility of insurance cover in the form of medical claim policy

available to an employee. This is an optional and individual can opt for it as there is a

group premium benefit.

Provident fund:

All the employees are covered under the Provident fund as per the provision of the

Provident fund act 1952. The company has Provident fund at Nashik. The company

contributes an equivalent amount of member employee’s own contribution to the fund not

exceeding 12% of the basic salary (excluding bonus, HRA, conveyance reimbursement or

any other allowances) to the member. The contributions are made monthly. An employee

shall have the option to contribute more than 12% of basic salary by way of voluntary

contribution without any obligation on the part of the company to contribute an

equivalent amount in excess of 12% of the basic salary.

Gratuity:

Every permanent employee who has been in a continuous service for more than 5 years

shall become entitled to a gratuity at the following rate on cessation of his service with

the company for any reason wherever other than dismissal.

Period of service Rate of Gratuity

a) On completion of 5 years best

less than 10 years continuous

service with the company.

15 days basic salary for every

completed years of service.

CORPORATE VALUE

Honesty

Fairly

Openness

Leading By Example

Trust

Risk Taking

Result Orientation

Productivity

Creativity

Youthfulness

LIST OF DEPARTMENTS

1) Accounts

1) Customer service

2) Dispatch

3) Design Maintenance

4) Human Resources

5) Industrial Engineering

6) Material

7) Planning & Control

8) Plant Engineering

10) Personnel & Administration

11) Process Planning

12) Quality Assurance

13) Quality Engineering

14) Tool Engineering

a) Winding

b) R & D

c) PCB dept

e) Fitting

The following functions are the central functions in respect of all the plants i.e. Nashik,

etc.

A) Accounts

B) Design & Development

C) Human Resources

D) Personnel & Administration

E) Industrial Engineering

F) Tool Room

Shifts working hours

1st :7.00a.m. to 3.00 p.m.

General : 9.a.m. to 6.p.m.

2nd :3.30 p.m. to 11.30 p.m.

3rd :12.00 a.m. to 7.00 a.m.

DAILY RATED EMPLOYEES

CATEGORY STRENGTH

High Skilled 25

Skilled 100

Semi Skilled 100

Unskilled 53

TOTAL 278

STRENGTH OF WORKERS

DEPARTMENTS SRTENGTH

Production 220

HR 7

R & D 15

Purchase 8

Finance & Accounts 15

Marketing Co-Ordination 5

Engineering 5

Stores 15

Maintenance 15

PCP 5

Administration 120

Total 430

2.2) ORGANISATION CHART

PERSONNEL DEPARTMENT CHART

Mr.Akram InamdarSr.Manager-HR

QUALITY POLITY

We, ASIAN ELECTRONICS LTD, ARE COMMITTED to achieve excellence in

quality of our energy efficient product at optimum cost, with Customer Satisfaction

as our focus.

We strive to achieve this through a dedicated and sincere approach of all the AEL

team members.

2.3) PRODUCT AND SERVICES

ASIAN STREET LIGHT

Asian Street Light is available in various forms and size.

SPECIAL FEATURE:

All electrical accessories such as Electronic

ballast , lamp holder are pre wired to a

terminal block and mounted on easily

detachable gear plate.

Hanging arrangement for acrylic bowl

for ease of maintenance

DUALITE LUMINAIRE

Dualite Luminaries is a version of Asian E +

Suitable for new installation, Combined with unique

retrofit reflectors it can be used as lighting fixture.

Rich with feature like 50% saving over

Conventional lighting system, reduce Maintenance

Expenditure, better efficiency.

LUMINI T8 A LIGHTING ALTERNATIVE

Lumini range of fitting is an Asian Brand

state of the art electronic Control gear

housed in plastic Extrusion suitable for slim

line 36W T8 lamps. Ideal for homes, offices,

hospitals, Shop, auditorium or wherever

Energy saving is required.

RETROFLUX

Retroflux, the Energy efficient Lighting

System with PC enabled Wireless dimming,

Retroflux is a Premium version of Asian E+

with An additional feature of dimming

Using a PC and state of the art Wireless

technology.

2.4) INTER DEPARTMENTAL RELATIONSHIP

There are many departments in Asian Electronics Ltd. And all these departments in

coordination with each other are working together to achieve the end objectives of the

organization. All these are functioning as a team and each department has an individual,

vital role to play.

In Asian Electronics Ltd. The marketing dept forecast the market demand of

electronically material as per the study, survey and research. These demands are then put

forward to the production plans for a particular period are prepaid. Then MRP is carrying

out. Then the material requisition is arranged in stores department on a regular basis.

The quality assurance department measures and controls the quality and the required

tolerance of a product. Account and Costing department arrange for funds and make

payment to the supplier of the material, wages and salaries, other expenses. The costing

department arrives at the unit cost of production and takes steps in reducing cost in all

areas of operation.

All departments also play a vital role to maintain the employee relation at the shop floor.

Similarly there are many sub departments which play a dominating role in achieving the

object of the organization i.e. Maintenance department looks after the preventive and

corrective maintenance of the machinery and keep them in good working condition to

achieve the budgeted production targets. EDP department provides a data base for

Management Information System (MIS) to control activities and other monthly required

data (payroll, Ledger etc...)

CHAPTER-3

Objectives of Study

3]. OBJECTIVES OF STUDY

1) To study the concept of absenteeism in an ASIAN ELECTRONICS LIMITED.

2) To study the leave policy of an AEL.

3) To study the trends of absenteeism for an employees.

4) To find out causes of absenteeism at ALE.

5) To analyze effect of absenteeism and suggest remedies to control absenteeism at

ALE.

Chapter 4

Research Methodology

4] RESEARCH METHODOLOGY

Keeping in view the objectives outlined above a systematic method was adopted to seek

the required. The guidance of and the advice of staff of ASIAN ELECTRONICS LTD.

was taken for preparation of in-depth Questionnaire which is given at appendices. This

was followed by Interviews with Managers and subordinates officers. Apart from this

other methods used for eliciting information were:-

(f) Informal chat with the supervisors, workers and Trade Union Officials.

(g) Journal and article published about company.

Useful information was also gained by informal meeting with the personnel manager and

staff and based on their guidance and co-operation the report was complied.

The information thus obtained was collected and complied into a report and submitted to

the institute of Management Research and Technology for onward submission to the

University Of Pune. The data was collected though both primary and secondary sources.

METHOLOGY:

The main objective of the study was to find out the reason for absenteeism, and how

remedy it. The samples were collected at random based on their pervious absenteeism

record at the company office. Personal interviews were held to assist the employees to

answer the questionnaire.

SAMPLING SYSTEM:According to research methodology, out of total available sample size 20% is taken for study. The selection of sample from various departments on random; department wise as shown below:-

Sr.No.Name of Departments Total Sample Selected

Strength size Samples (20%)

1. Production 220 220 442. Personnel 7 7 23. R&D 15 15 34. Purchase 8 8 25. Finance & Accounts 15 15 36. Marketing Coordination 5 5 17. Engineering 5 5 18. Stores 15 15 29. Maintenance 15 15 210. PCP 5 5 111. Administration 120 120 25

TOTAL 430 430 86

TOOLS FOR DATA COLLECTION:

A Questionnaire was prepared consisting of factors like, personal data, health data,

economic data, attendance data, transport data, and working conditions.

The company records were checked for details of absenteeism of individuals to identity

chronic cases. This enabled to study to go into the problem of workers at a deeper levels.

PRIMARY SOURCES:

The following primary sources were utilized for the data collection:-

1) Questionnaires.

2) Discussions.

3) Observations.

SECONDARY SOURCES:

Following secondary sources were utilized:-

1) Reference book

2) Six months records

LIMITAIONS OF STUDY

6. Sample size is small.

7. Employees were hesitating to tell the true answer as they were anxious that some

action the management will take against them.

8. The employees may have answered list of statements accordingly to their moods

and environment of departments some of them might not be having clarity of

mind to answer the statement there in.

9. The ill-favor in the minds of employees about confidentiality of their answers

may affect the study.

10. Views of supervisors have not taken into considerations. We could not contradict

the questionnaire of absent workers with regular workers.

Chapter 5

Project work undertaken

5.1) TOPIC UNDER STUDY

ABSENTEEISM

INTRODUTION:

Perseverance is the secret of success. Success can not be maintained without

perseverance. Persistent people know, fit they can succeed where clever and more

talented people fail Successful people understand that, no one makes it to the top in a

single bound. What truly sets apart willingness to keep putting one step in front of the

other, no matter how rough the terrain is? This is the first and foremost difference

between great people and average people.

This is what made Mr. Nelson Mandela to survive prison for 27 years, at the end of

which, he became the President of the country, which kept him as a the success of

industrial production depends on the perseverance of its labor force. Labor is the blood

flowing through the veins of the body, no industry can survive, if labor disrupted.

Success of a nation depends on the success of its industrial production. With disruption of

labor, production comes to a stand still. Lack of production causes shortage of essential

goods, hardship to labor forces as they depend for their livelihood on continuous labor,

loss to the management and finally to the society at large.

Absenteeism is the opposite of perseverance. It has exactly the opposite effect of

perseverance. It causes production disruption causing disturbance in production

schedules. It causes loss to the worker as well as to the industry, both in terms of

economy and reputation.

DEFINATION OF ABSENTEEISM:

To have proper understanding of the term “Absenteeism”, it is very important to define

the term accurately. Unfortunately, the various authors have not been able to reach at a

consensus. They have defined it from various angles.

“Temporary cessation of work for not less than one whole working day, on the

initiative of the worker when his presence was expected”. (G.D.Hacket).

“Unauthorized absence of the worker from his job”. (Prof. Anka Walikar).

“Absence of worker when work is available” (Prof.K.G.Fenenol).

“Absenteeism is the practice or habit of being an absentee and “absentee is who

habitually stays away”. (Webster Dictionary).

“Absenteeism rate is the total number of man shifts lost because of absences as a

percentage of the total number of man shifts scheduled”. (Labor Department,

Govt. of India).

From definitions it is clear that there is no unanimity regarding the definition. There is an

ambiguity in the use of the term. A worker who is absent with permission, for the

purchase of calculating absenteeism. Further, if a worker is absent for a part of the time

or absent on account of strike, lock-out or lay off, he is excluded from the list of

absenteeism.

To clear the ambiguity the-term absence has been defined as “The failure of the worker to

report for work when he was scheduled to work”.

A worker is scheduled to work, when the employer has work available for him and

worker is aware of it.

PARTICULAR FEATURES OF ABSENTEEISM:

A) Absenteeism is lowest on pay day. It increases considerably on day following the

payment of wages and bonus.

B) Absenteeism is generally high among workers below 25 years of age and those

above 40 years of age.

C) Absenteeism is higher among female workers than in male workers.

D) The rate of absenteeism varies from department to department.

E) The percentage of absenteeism is higher in the night shifts than in day shifts.

F) The percentage absenteeism is seasonal in character and is highest during March-

April-May.

G) Absenteeism is high in coal and mica mining industries.

SOME GENERALIZATIONS:

Personnel researchers have found that generally a small percentage of employees

(15%) account for a large percentage of absenteeism (70%). These employees are

likely to have low interest in their tasks and to be physically below par. Research

studies have further revealed that:

1. The days before and after a holiday are liable to high rate of absenteeism.

2. Women are absent more often than men.

3. Bad weather increases absenteeism, especially among employees who live at

distant location.

Employees under the age of 25 years and above the age of 55 years are absent more

often than in the age group of 26 to 55 years.

Operative employees are absent more frequently than their supervisors

Understanding any other important problem.

TYPES OF ABSENTEEISM

We are studding the types of absenteeism with the help of some bullets points which is

shown us, the present procedure of those types of absence in the company.

Authorized Absenteeism:

If an employee is absent himself from work by taking permission from his superior

and applying for leave, such absenteeism is called authorized absenteeism.

Unauthorized Absenteeism:

If an employee is absent himself from work by without informing or taking

permission and without applying for leave, such absenteeism is called unauthorized

absenteeism.

Innocent Absenteeism

Innocent absenteeism refers to employees who are absent for reasons beyond their

control; like sickness and injury. Innocent absenteeism is not culpable which means that

it is blameless. In a labor relations context this means that it cannot be remedied or

treated by disciplinary measures.

Culpable Absenteeism

Culpable absenteeism refers to employees who are absent without authorization for

reasons which are within their control.

Absenteeism Caused by Circumstance beyond One’s Control:

If an employee is absent himself from duty owing to the circumstance beyond his

control

Accident Leave:

Timely information is not received.

Certificate by the privet Doctor is submitted, MED is not consulted for the

medical assistance.

Late Coming:

Late coming is allowed till 5 times a month.

Warning letters are prepared by PAC and singed by PER issued by the

concern dept. Head.

Warning letters are issued for the concern monthly only.

If the employees come late for more than 10 minutes, late pass is prepared but

this pass is not submitted in the department. Foreman certifies the attendance

after 15 day when he gets the error list.

Absenteeism on any particular day;

Absenteeism is high on Sunday/ festival days/Marriage season.

Night Shift Sleeping:

Workmen in the nightshift are not found at their work place.

Workmen sit in-group even on the shop floor and outside, during the late

evening/ night hours.

Workmen come out early from the dept. and go late when they go to canteen,

during shift.

Most of workmen sleep in the night around 2 or 3.am.

Causes of Absenteeism:

To minimize absenteeism, it is necessary to determine its extent and causes. To

facilitate this, proper records should be kept by every department for various causes

of absenteeism by such divisions as age, sex, days of week, and classes of jobs. It

should be noted that it is almost impossible to give a list of exact reasons, and their

percentages. The evaluator of the personnel program should classify the data

relating to absenteeism and try to analyze the various causes of absenteeism.

Generally the following reasons are accountable for absenteeism at work.

1. Sickness-Sickness is high on the list of causes of absenteeism, running as high

as 50% of the absenteeism in some causes.

2. Accidents- Industrial accidents and occupational diseases bring about

absenteeism depending upon the nature of the process and machinery used.

3. Poor Control- Poor production and material control can result in absenteeism.

Unless the flow of work between departments is balanced and continuous,

workers may stay away from their jobs because they lose their interest in the

work and also lose the feeling of the importance of being dependable.

4. Sex- At lower paid jobs, females has a higher rate of absence as compared with

males. However, at higher jobs there is no such thing.

5. Working Condition- if the working conditions of the company or poor, the

workers cannot adjust themselves with the company’s working condition or the

poor and intolerable working conditions in the factories irritates the workers.

Excess heat, noise, either too much or too low lighting, poor ventilation, dust,

smoke, etc. cause poor health of the workers. These factors cause s the workers

to be absent.

6. Low Level of Wages- Wages in some organizations are very poor and they are

quite inadequate to meet the basic needs of the employees. Therefore,

employees go for other employment during their busy seasons and earn more

money. Further, some employees take up part- time jobs.

7. Poor welfare facilities- Through a number of legislations concerning welfare

facilities are enacted, may organization fail to provide welfare facilities. This is

either due to the poor financial position of the companies or due to the

exploitative attitude of the employer. The poor welfare facilities include poor

sanitation, washing, bathing, first-aid appliance,

Ambulance, rest rooms, drinking water, canteen, shelter, crèches etc. The

dissatisfying workers with these facilities prefer to away from the workplace.

EFFECTS OF ABSENTEEISM :

Out of all factors of production, human factor plays a decisive role in achieving

prosperity of company. Like other organization MICO also strives hard to

maintain able and willing workforce, company also aims to creating a

conducive and congenial working environment which would go a long way in

attracting recruiting, developing, utilizing and retaining competent workforce.

1) EFFECT ON MANAGEMENT:

Management feels that if the human resources are maintained in the best

way it will give them good results in production. It not only reduces those habits

of workers of being absent but also provides a satisfied workforce amicable

atmosphere and industrial peace. Which are the prerequisites for the success of

any organization absenteeism has become a major labor problem for industrial

peace. This results in:

1) Production loss:

2) It reduces efficiency of operations by trainees:

Every man is not a perfect there is limitation in every ones life. To minimize there

Limitation Company uses to give them some types of training. But workers are

continuously absent those training programs it is affect badly on the trainees, who arrange

those programs. It also reduces the efficiency of workers while working the job. These

training programs give the worker how to face the changing technology and their

problems and how to solve them.

3) Requirement of job transfers:

Job transfer means to shift the job, one department to another department In any

workshop the workers are absent, it is very hard to management to transfers that work

shop job to another workshop and completing that type of job in limit period. If it is

happening continuously, it is a bad effect on management to there enplane target.

4) Finally it affects the discipline of the company:

Every company has its own disciplinary action to handed the company is environment. If

no one is obey this disciplinary action it is no use to company such type of discipline,

because without discipline, we can’t achieve the target. And worker use to take

unauthorized leave it is directly attached on the discipline of company and company’s

environment gets spoil.

5) Effect on interpersonal relationship:

Relationship is very important while working in company. Without good relationship

company can’t progression company absenteeism rate is go to high management makes

some new rules and regulation. Which are not expected by the workers & they are come

to management and discussing about the grievances matter. And it directly or indirectly

affects the relationship of worker and management.

EFFECT ON WORKERS:

Absenteeism has been recognized as vital issues effecting discipline, productivity and

efficiency. It is not only shows irresponsibility on the part of workers but also disloyalty

towards the organization, the workers of being absent.

1) Loose their leaf bonus and their economic condition deteriorate:

Company use to give leaves bonus to their employees. But it is given when if workers use

to take minimum leaves. And it is good advantage for the workers to take minimum

leaves and get the bonus. And these types of bonus definitely increased their earnings.

2) The loose sympathy of the employers and the employer’s loose confidence in them:

It is impossible for the management to achieve the target without the help of working

force. If the workers take continuously leaves they are definitely loose the sympathy of

the employers. And due to their habit of taking leaves, the employers loose confidence in

them. And it is bad effect on the management and workers. If the management loose the

confidential of their workers they are think about recruiting new working force.

3) Worker himself spoils their records:

Company use to make each and every worker’s personal records and with the help of

these records, company use to give promotion to that worker who has good records in his

carrier. If the worker use to take more leaves especially those leaves, which are

unauthorized at definitely spoil his personal record. And it is bad effect on his carrier too.

4) Workers get less/rather no chance of being promoted:

Bad record of absenteeism is always spoil record is bad patch on the workers carrier. He

is not getting chance of being promotion of less chance of being promoted of less chance

of promoted. And every individual want’s to get promotion to his carrier. But it is

possible when worker have good record.

5) Worker may loose their job and suffer economically and psychologically and social

too:

Any worker having bad record of his carrier or he is a cornice type of Absenteeism

Company takes final action against him and they use to give him is changing letter. And

the worker loosed his job. And it is bad effect on his economic condition. He suffers from

psychological condition too. Once loose the job it is very difficult for them to search a

new job. Thus is giving them psychological tension.

6) Excessive absenteeism results in the considerable loss of cost to the industry:

Because of absent employees schedules are disturbed and delayed, this results in

confusion and hasty job transfers, overtime and sometimes delay while meeting the

delivery dates of products.

7) Due to absenteeism, continuity of employee on the work or job is disturbed:

It affects his efficiency slightly sometimes his acquaintance in his work group is harmed

and finally group activities are largely suffering.

Control of Absenteeism:

Control of absenteeism depends upon its causes. When its causes are uncovered

by study and analysis, steps can be taken to reduce them. Some of the causes are

relatively simple to isolate and attack, but others are very complex and management may

have no control over them For instance, if it is found that sickness of employees is the

major cause of absenteeism, then”* there is a real problem of how to combat the illness.

Some organizations have found vitamin tablets of use in such cases, some have insisted

upon health examination, and other have^/ installed job rotation plans with success. In

essence, there is no single sure cure for causes of absenteeism. However, the management

may use the following measures to control absenteeism.

1. Proper Induction – The new employees should be inducted in such a way

that their critical attitude is reduced as quickly as possible to avoid

absenteeism from this source.

2. Investigation – The management should properly analyze the various causes

of absenteeism and classify the chronic offenders. This issue should also be

discussed with the representatives of the unions. The management should try

to remove the causes of absenteeism which are under its control.

3. Punishment -Before taking any disciplinary action against the chronic

offenders, their names should be adequately published in the organization. If

the need arises, the chronic offenders may be disciplined by layoffs,

discharges and loss of promotion and other privileges.

4. Counseling - All absent workers should be interviewed upon their return to

determine causes and to impress upon the seriousness of their absence.

5. Prevention of Accidents – Industrial accidents or even fear of industrial

accidents increase absenteeism. The management should take adequate safety

measures to minimize industrial accidents in the workshop.

6. Effective Supervision - Absenteeism can be reduced to a great extent by

effective supervision. Supervisors and foreman should be given adequate

training to deal with various problems of workers. Absenteeism will be at a

low level if the supervisors are able to win the confidence of workers.

Chapter-VI

Analysis & Interpretation Of The Data

6.1) PRESENTATION OF DATA

ASIAN ELECTRONICS LIMITES, NASHIK PLANT

LEAVE POLICY

With immediate effect following Leave Policy and are introduced. This circular

supersedes earlier circular dated 23.03.07

Leave Policy for Manufacturing units,(Nashik, Viholi, Solan, and Silvassa) and

others.

(Other than Retainers)

Annual Leave:

In a calendar year, the total leave allowed is 7 days Causal Leave, 7 days Sick

Leave and 18 days Privilege Leave.

Accumulation/ Carry forward of Leave:

At any Point of time maximum leave which can be accumulated is no more than

45 days (carried forward can only be 13 days).No negative balances of vacation days

shall be allowed.

Leave Encashment:

No leave encashment will be allowed.

Leave Approval: Employee should fill in the card and get prior written approval

from respective HOD. Kindly note that in case the leave card is not filled, then

employee will be marked leave without pay (LOP).

Privilege Leave:

PL can be availed for 4 days only thrice a year with at least 2 weeks prior written

approval. Holidays and Sundays shall not be counted as leave.

Casual Leave:

1) Holidays and Sundays shall not be counted as Causal Leave.

2) Subject to accumulation limits for PL, unutilized CL will get credited to the PL

account at the calendar year.

Sick Leave:

1) Holidays and Sundays shall not be counted as Casual leave.

2) Unutilized Sick Leave shall not be carried forward to the next year.

3) Sick Leave shall not be combined with CL and PL.

Attendance:

All employees are provided with the swipe card and attendance will be marked as

per the swipe card. In case an employee forgot to swipe the card in a particular day,

he has to produce a certificate from HOD, certifying his attendance card and

submit this certificate to Personnel Department.

Working on Holidays:

Holidays and Sundays can to be offset against leave or vacation days.

Outdoor Duty:

Employees going on outdoor duty for official duty during office hours should fill in

the outdoor duty slip so that the same is recorded in the attendance sheet.

6.2 ANALYSIS & INTERPRETATION OF THE DATA

INTRODUCTION:

In this chapter, the data is tabulated and is represented in various graphs.

The data collected were from the questionnaires and are summarized in the percentage of

the observations made through questionnaires or various questions that are helpful for

drawing conclusions for the project study.

The data which is mentioned below all depends on Questionnaire with

the survey of 86 samples-

A) DURATION OF SERVICE:

Question No.1: Year Of Service Associated With Organization by

Employee? (Question for workers)

Since how many years you are associated with this company? (Manager)

Below 10yrs., 18

Between10-20yrs., 58

21yrs. And above, 10

From the table we notice that maximum workers have a service record of 10 years and

above. They are aware that to dismiss them is not easy. So they tend to take leave easily.

A long year also has affected their health, as we will notice later. Many of them suffer

various diseases like blood, hyper tension, backache and stomachache skin irritation (in

mixing, extruding) etc.

Alternatives No .of Respondents

Percentage

Below 10yrs. 18 20.93 %Between10-20yrs. 58 67.44 %

21yrs. And above 10 11.61 %Total 86 100.00 %

B) MONTHLY INCOME:Question No. 2: What is range of monthly income of employee?

32.56

19.7920.9

2.33

11.6212.8

BelowRs.2000

Rs.2000-4000

Rs.4000-6000

Rs.6000-8000

Rs.8000-10000

10000 &above

Monthly net income varies in accordance with extend of their absenteeism as will

as wages.

We find that the quantity of workers having income below Rs.4000/- &

earning about Rs.6000/- to Rs.8000/- are same i.e.18 (20.90%). The earning

between Rs.4000/-and Rs.6000/- are 36.05%. The income was not a major factor

in their absenteeism as we noticed that 83.72% workers are happy with their

Alternatives No. of Respondents

Percentage

Below Rs.2000 11 12.80Rs.2000-4000 10 11.62Rs.4000-6000 02 02.33Rs.6000-8000 18 20.90Rs.8000-10000 17 19.7910000 & above 28 32.56Total 86 100.00

present wages. Absenteeism among these groups may be due to the fact that they

are average group and can manage themselves even if they are absent for a period

of time. They can easily get loans from friends and neighbors. They tend to enjoy

leisure as much as possible.

This group is hindered from coming to work on regular basis, due to the fact that

they are not able to have the service of a servant for household activity.

C) WAGE – SATISFACTION:

Question No.3: Are you satisfied with your wages?

0 20 40 60 80

Satisfied

Not Satisfied

No.of Resp. Percentage

Alternatives No .of Respondents Percentage

Satisfied 28 32.55 %Not Satisfied 58 67.44 %Total 86 100.00 %

It is very note that those not satisfied with wages are just 67.44% with this fact in mind

we can say that wage is not a major factor in absenteeism as 32.55% respondents find the

wage sufficient to manage their family & other expenditure. Dissatisfied workers manly

find wages insufficient against their requirements.

D) TRANSPORT PROBLEM:

Question No.4: Does company provide their transport facility to you?

Alternatives No .of Respondents

Percentage

Yes 66 76.74 %

No 20 23.26 %Total 86 100.00 %

0

10

20

30

40

50

60

70

Yes No

No .of Respondents

Percentage

The transport facility extended by the company was felt by 23.26% respondents. Those

who are having good transport facility felt it adequate are 76.74% so that employees are

more satisfied with transport facility which is provided by the company.

E) FAILURE OF ATTENDANCE:

Question No.5: How often did you fail to attend duty during three years?

Alternatives No. of Respondents

Percentage

Comes in 15 days 01 01.17 %Once in a week 04 4.65 %Twice in a week 04 4.65 %Very Frequently 30 34.88 %Rarely 47 54.65 %Total 86 100.00 %

05

101520253035404550

Comes

in 1

5 da

ys

Onc

e in

a w

eek

Twice in

a w

eek

Very

Freq

uently

Rarely

No. of Respondents

Percentage

Above graphical information is shown that most of the workers rarely fail to

attend the duty and those are 54.65% respondents. Another important distribution

of graph is attendance record which is frequently i.e.34.88%. From this we can

conclude that only minority of the workers fail to attend the duty on the regular

basis.

F) REASONS FOR TAKING LEAVE:

Question No.6: What are the reasons responsible for your absence from work?Reasons of Low Attendance (Month Wise)

The % of action taken against the % of unauthorized absenteeism is very low & thus employees have lost a threat that he would face consequences of his Absence.

Reasons, causes & excuses for low attendance in a month wise manner.

Month Paid Holiday Off Filling Reasons For Absenteeism

JAN 26 JAN 5 New leave startsFEB 4MARCH HOLI 4APR 4 Marriage seasonMAY 1 MAY 5 Marriage & summer vacationJUNE 4 School reopens, bonus advance is

given JULY 5 Heavy rainfallAUG 15 AUG 4 Heavy RainfallSEP GANAPATI 4 Going to their native place for

celebrationOCT DASSERA 5 Consuming balance leave. Balance

bonus is recorded. NOV DIWALI 2

DAYS4 Winter & low temperature.

DES Christmas 4 Winter & low temperature,31 DES

Percentage Nature of job beingmonotonous/ heavy /hard/dirty.Sickness of self /familymember/ relative.

Distance of residence& lack of transportfacility.Family trouble

Engagement with parttime work.

Social& religiousactivities

For political reason ortrade union activity.

Fear of money lenders.

Unsuitable climaticcondition.

Night Shifts

Other personal reasons

The above data is very interesting 38.55% of respondents are unanimous on one point.

They took leave mainly due to genuine sickness. As it is said earlier it is very important

to find out their cause of sickness. Most of them agreed that sickness is the effect of load

& severe injuries of previous period.

Another important reason for absenteeism is nature of their job is monotonous, heavy and

hard. The percentage is 10.92%. Workers who have served the factory more that 15 years

face this problem. They feel that machines are required to be modified as they find

trouble to work on machines. They feel workload is more & their job is stressful.

Alternatives Percentage

Nature of job being monotonous/ heavy / hard/dirty.

10.92%

Sickness of self /family member/ relative. 38.55%Distance of residence & lack of transport

facility.06.00%

Family trouble 08.85%Engagement with part time work. 08.65%Social& religious activities 11.79%For political reason or trade union activity. 00.00%Fear of money lenders. 02.60%Unsuitable climatic condition. 00.00%Night Shifts 01.81%Other personal reasons 07.99%

Some of the respondents remain absent for social and religious activities & due to

transport problems respectively. Other reasons like personal habits, fear of money lender,

unsuitable climatic condition etc. are negligible i.e. 1.75%, 2.60%. 0%. respectively.

Night shift is one of the important reasons for absenteeism. The percentage is

1.81% on which company is required to focus. Due to night shifts workers are facing

problems like accident, fatigue, sleeplessness, restless etc. some training has to be given

to them so as to overcome this problems such as teaching them how to handle personal

problem so as keep mental balance while performing the job. Healthy, clean & good

working climate is to be serving to them.

G) FAILURE OF HEALTH:

Question No.7: What are the reasons for failure of health?

Alternatives No. of Respondents

Percentage

Domestic Problem 25 29.07 %Company Environment

05 5.81 %

Working Condition 15 17.44 %Any polluted condition

02 2.33 %

Irregular duties 04 4.65 %Work Tension 35 40.70 %Total 86 100.00%

No. of Respondents

29%

6%

17%2%5%

41%

Domestic Problem

Company Environment

Working Condition

Any polluted condition

Irregular duties

Work Tension

According to above information, reason of failure of health is work tension.40.70 % of

the workers feel that machines are required to be modified as they find trouble to work on

machines. They feel workload is more & their job is stressful.17.44%of the respondents

felt that failure of health is due to bad working condition.

H) RELATIONSHIP: Question No.8: How is your relationship with your co-workers? (For Workers) : How is your relationship with your colleagues? (For Manager)

0

5

10

15

20

25

30

35

40

45

Very good Good Normal Bad

Percentage

No. of Respondents

As per the survey, there is great coordination between employees, supervisors and

Mangers.46.51% respondents feel that their relations are very with co-workers and

colleagues and only 8.13% respondents hope that there is bad relationship between them.

Though they are working together to achieve the end objectives of the organization. And

all those are functioning as a team.

Alternative No. of Respondents PercentageVery good 40 46.51 %Good 25 29.06 %Normal 14 16.27 %Bad 07 8.13 %Total 86 100.00 %

I) ATTENDANCE RECORD: (Manager)

Question No.9: In your opinion do you think that workers are–?

Alternatives No. of Respondents Percentage

Irregular 03 3.49 %Regular 40 46.51 %Very Regular 25 29.07 %

Never Absent 16 18.60 %

Cannot say 02 2.33 %

Total 86 100.00 %

01020

3040506070

8090

100

Irregular Regular VeryRegular

NeverAbsent

Cannotsay

Percentage

No. of Respondents

As above shown in the graph According to the management of the organization 46.51%

of workers are regular and 18.60% of workers are never absent. Irregular workers are

very few in numbers.29.07% of respondents said that they are very regular to their work

So that, Attendance record is better in the organization.

J) ADEQUACY OF LEAVE FACILITY: (Manager)

Question No.10: Do you suggest that the leave facilities extended to workers by the company is –?

Alternatives No. of Respondents Percentage

Adequate 45 52.33 %

Inadequate 30 47.67 %

Total 86 100.00%

0

10

20

30

40

50

60

Adequate Inadequate

No. of Respondents

Percentage

According to the HR manager of the company the leave facilities are adequate to the

employees. 52.33% of respondents are given the positive response towards adequacy of

the leave facility. And 47.67% of the respondents feel that leave facility is improvable.

K) POSSIBLE DAYS OF LEAVE:(Manager) Question No.11: When do the mostly workers be absent from work?

Alternatives No. of

RespondentsPercentage

Beginning of Month

01 01.17 %

End of the Month 01 01.17 %Pay Days 02 02.32 %Festival 35 40.69 %Unforeseen Event 47 54.65 %

Total 86 100.00 %

0

10

20

30

40

50

60

No.of.Resp. Percentage

Beginning of Month

End of the Month

Pay Days

Festival

Unforeseen Event

Here a regular pattern was not noticeable. Most of the absenteeism was for the

unforeseen circumstances, like sickness of self or family members. Festival is also

an important reason for which workers go on leave viz. Diwali, Ganesh Ustav,

along with religious events such as Yatra. From this we can conclude that only

minority of the workers took leave on regular basis.

L) PUNISHMENT FOR UNSANCTIONED ABSENCE:

Question No.12: Has worker ever been punished for his unsanctioned absence?

0

10

20

30

40

50

60

70

80

90

Yes No

No. of Resp.

Percentage

Though large amount of workers are not aware about provisions of standing orders they

know that letter of warning, show cause notice etc count to penalty. The organization

should try to explain their procedures and consequences in detail.

Alternatives No. of respondents

Percentage

Yes 05 05.81%No 81 94.19%Total 86 100.00%

CHAPTER-7

SUGGESTIONS & CONCLUSIONS

7 .1 CONCLUSION

While doing project on absenteeism of labor hour lost by the organization in the specific

period. The study provides an important and different angle to look in to the rate of

absenteeism. It helps to detect the factors which are mentally, physically, psychologically

and sociologically affecting the workers and necessary steps can be taken to reduce

organization eliminate. Hence the study provides an opportunity to know about the tussle

going in the mind of the employees and take necessary note of it. This help to improve

the working condition and working atmosphere of the company, which will be beneficial

in the future to company as well as employees.

6) Sickness and bad health are the major reasons given by the absent workers.

7) Absent employees do not monitor their attendance.

8) Family problem has created great impact on absenteeism.

9) Absent employees are unaware of one day loss by one day absentee.

10) Absent employees are lagging in time management.

11) Absenteeism is high among workers who have served more than 10 years. The

long years of service assure them of continued service with light punishment.

12) Many workers find it difficult to work in night shift.

7.1 RECOMMENDATION AND SUGGESTIONS

1) Mainly attitudinal problem is the reason for absenteeism so long with the workers,

their family members should also have to be interviewed and guided to solve their

problem so that worker can work with efficiency.

2) Strict Discipline – the management rules relating unauthorized absence should be on

forced strictly a defaulters should be punished immediately.

3) Many of the employees are unable to read well, any of the languages. Hence standing

order of the company could be punished in the form of pocket diaries, high lighting the

important points, so that they can be very well aware about consequences of

absenteeism.

4) Re- education of the workers especially the chronic absentees would help them.

5) Nightshifts are a major cause of absenteeism. Hence older worker could be adjusted to

fit in to one of the early shifts.

6) Creation of Informal Group – An informal group of regular workers who are co-

workers of irregular workers can help to understand actual cause of their absenteeism in

absenteeism in friendlier manner.

7) Each year company gives award for best attendance throughout all depts.., but workers

wish to have monetary award. Company should give certain amount under attendance

scheme.

8) More training and development program should be conducted to reduce absenteeism

and develop the committed and motivated employees.

Suggested training programs are,

Time management

Work performance journal

Meditation

Why to work

The habit of saving

Self image

Scientific rest in work without affecting productivity.

9) Team building exercise should be conducted to solve interpersonal problems

among peers, especially between regular and irregular workers. Peer pressure can

enable the irregular workers to come for work.

10) Visiting professional counselor should be appointed for counseling.

11) Work fatigue can be reduced by conducting cultural programmers in the

company or by organizing picnic every year or by lessening the load of work. Many

stress management programmers will also be useful.

12) Views of supervisor should be considered while going through the absenteeism

case of particular worker.

Chapter 8

Bibliography

BIBLIOGRAPHY

I. C.B. Mamoria- “Personnel Management”

II. Aswathappa K.- “Factory organization and management”

III. Subha Rao.-“Essentails of Human Resources and Industrial Relation”

IV. Internet (websites)

1) www.google.com.

2) www.aelgroup.com.

Chapter-9

Annexure

QUATIONNAIRE (Workers)

PERSONAL DATA

Name :

Age :

Address :

Sex :

Marital status :

Education :

Do family members live with you :

No. of family members :

(Wife, Children, Parents etc.)

Home Town :

Designation :

Wage Group :

1) Since how many years you are associated with this company?

Below 10 yrs.

Between 10-20yrs.

21yrs.And above.

2) Do you have any other source of income besides earning from factory?

Yes

No

3) Are you satisfied with your wages?

Yes

No

If no, please state the reason why you are not satisfied?

4) Does company provide their transport facility to you? Yes No

5) How often did you fail to attend duty during three years? (Mention the year due to transport problem) Comes in 15 days Once in a week Twice in a week Very frequently Rarely6) Reasons for not attending duty regularly:-

Lack of company Transport Lack of public Transport Distance from company too far Domestic Problem

7) What are the reasons for failure of health? Domestic Problem Company Environment Working Condition Any polluted condition Irregular duties Work Tension

8) Have you been hospitalized during the last three years? Yes No

9) For what reason you were hospitalized? Health failure Accident Tension Irregular Meals Work load

10) Are you covered by ESI? Yes No

11) Are you satisfied with your job in the factory? Yes No

12) Do you work in shift? Yes

No

13) How is your relationship with your co-workers? Very good Good Normal Bad

14) What are the following reasons responsible for your absence from work? Please tick (√) against the items applicable?

Nature of job being Monotonous Sickness of self or family Members or relatives Family troubles Side business Social or religious activities Fear of money lenders Unsuitable climatic conditions Night shifts Any other personal reasons not listed above.

QUATIONNAIRE (Manager)

PERSONAL DATA

Name :

Age :

Address :

Sex :

Marital status :

Education :

Do family members live with you :

No. of family members :

(Wife, Children, Parents etc.)

Home Town :

Designation :

Income Group :

1) Since how many years you are associated with this company?

Below 10 yrs.

Between 10-20yrs.

21yrs.And above.

2) In your opinion do you think that workers are–? Irregular Regular Very Regular Never absent Cannot say.

3) Do you suggest that the leave facilities extended to workers by the company is –? Adequate Inadequate

4) When do the mostly workers be absent from work? Beginning of the Month Pay days

End of the Month Festival Inflorescence event.

5) Are you aware of the provisions under standing order on unsanctioned absence? Yes No

6) Has worker ever been punished for his unsanctioned absence? Yes No

7) Do you have any suggestions to make in order to reduce absenteeism? Yes No

If yes, give in detail -

8) According to you what is the best strategy for reduce the present absenteeism in organization? (Please tick (√) against the items applicable)

Be aware of problems that may affect employee attendance or performance Develop open communication between managers, supervisors and employees Regularly scheduled department meetings are an excellent way to hear

employee perceptions More openness and transparency on the part of management Hold regular meeting, keep your staff informed and involved Awareness, commitment and involvement by all levels of staff Bonus for unused sick leave Develop a comprehensive continuous improvement program

ATTENDANCE REPORT OF LABOR

Sr.No ECODE NAME OF EMPLOYEES Dec-09 Jan-10 Feb-10 Mar-10Apr-

10May-

10

1 E3285 JITENDRA TIWARI 0 0 0 0 0 02 E3273 MEENA TIWARI 10 0 0 0 0 03 E3272 SANJEEV GUPTA 0 2 0 0 0 04 E3271 RAJESH PANDEY 0 0 0 0 0 05 E3258 GANESH PARSE 2 0 0 0 0 06 E3198 SUNILKUMAR JATOLIYA 0 6 0 0 0 07 E3186 DHARMENDRA MISHRA 26 0 0 0 0 08 E3182 PRAKASH MALVIYA 0 0 0 0 0 09 E3181 PREMDEEP YADAV 0 0 0 0 0 0

10 E3180 SITARAM GOUR 0 0 0 0 0 011 E3179 SURESH CHOUHAN 0 0 4 0 5 012 E3178 YOGESH SALVI 0 0 0 0 1 013 E3177 RAVI SOLANKI 21 0 0 0 0 014 E3176 ARAFAT KHAN 0 0 0 0 2 015 E3171 AVINASH RAJGURU 0 0 0 0 0 016 E3167 BILAL AHEMED 0 0 0 0 0 017 E3155 SUNILKUMAR YADAV 0 0 0 0 0 018 E3153 VISHAL GUPTA 0 0 0 0 0 0

19 E3151 RASHMI ADLAKHA 0 0 0 31 0 020 E3149 RAGHUWAR SINGH BISHT 0 0 0 0 0 021 E3141 ABDUL RAOOF 0 0 0 0 0 022 E3140 SHREEDEVI NAIR 0 0 0 0 0 023 E3103 AJAYA SOUNER 0 0 0 0 1 024 E3100 SHEKHAR CHOUROSIYA 0 0 0 0 2 025 E3097 VIMLESH PANDEY 0 0 0 0 0 026 E3096 VIJAYKUMAR MORAYA 0 0 0 0 0 027 E3095 MANGILAL 0 0 0 0 0 028 E3094 SHAM LAL 0 0 0 0 0 029 E3092 VEERA RAGHAVAN 0 0 0 0 0 030 E3090 SANJAY DANDGE 0 0 0 0 0 031 E3088 RAVINDRA PARDESHI 0 0 0 0 0 032 E3087 RAJ PASVAN 0 0 0 0 0 033 E3086 DEEPAK KUMAR 0 0 0 0 0 034 E3085 RAKESH KUMAR YADAV 0 0 0 0 0 035 E3084 JAGDISH SAIYYA 21 0 0 0 0 036 E3083 LOKENDERSINGH JADON 0 0 0 0 0 037 E3081 JAGDISH GEHLOT 0 0 0 0 2 038 E3082 JEEVAN JATT 0 0 16.5 0 0 039 E3080 VINAY MURLIA 0 0 0 0 0 040 E3077 MOHMMAND RAMJAN 0 0 18.5 0 0 041 E3076 ANUKARAN TOPPO 0 0 0 0 0 042 E3075 MAHADEV YADAV 0 0 0 0 0 0

43 E3074 HARSHAL BUDHEKAR 0 0 0 0 0 044 E3073 KAPIL SHRIVASTAV 0 0 0 0 0 045 E3072 SHARAD SHRIVASTAV 0 0 0 0 0 046 E3071 ASHISH SAHU 0 0 0 0 0 047 E3069 AJAY LAKRA 0 0 0 0 0 048 E3068 RAHUL SHARMA 0 3 0 0 0 049 E3067 HARIGEN YADHAV 0 0 0 0 0 050 E3066 DEVENDER SINGH 0 0 0 0 0 051 E3065 BHASKAR MISHRA 3 1 0 0 0 052 E3062 NASEEM AHMED 0 0 0 0 1 053 E3058 PARAMJEET SINGH 0 0 0 0 26 054 E3057 VINOD KUMAR 0 0 0 0 0 055 E3055 PALLAVI TUPE 0 0 0 0 0 056 E3054 S KUMAR 0 0 0 2 0 057 E3046 SATYA SHARMA 0 0 0 0 10 058 E3044 ARVIND BHIMKAR 0 0 0 0 0 059 E3026 SURESH KUMAR 0 0 0 0 0 060 E3025 MAHANAND JHA 0 0 0 0 0 061 E3006 YOGENDRA SHEKHAWAT 0 3 0 0 0 062 E3005 DEEP BHATI 0 3 0 0 0 063 E3004 JITENDRA SANVARIYA 1 3 0 0 0 064 E3003 RADHAY SHARMA 0 0 0 0 0 065 E3002 R RAVIKUMAR 3 0 0 0 0 066 E2986 SURIYA PRABAKARAN 8 0 0 0 0 0

67 E2985A MEENAKSHI SUNDARAM 11 0 0 0 0 0

68 E2984 MAHAVEER KATIRIYA 0 0 0 0 30 069 E2982 MANOGKUMAR PRASAD 0 2 1 0 0 070 E2980 HARIKRISHNAN R 0 0 0 0 0 071 E2979 MAYANK PAREEK 0 0 0 0 0 0

Leave Card