a study on employee apsenteeism

A STUDY ON EMPLOYEE ABSENTEEISM IN SRI VIGNARAYA
NAMA INDUSTRIES, COIMBATORE.
Project Report Submitted To Bharathiar University in Partial Fulfillment of the Requirements for the Award of the
Degree of Bachelor of Business Administration with Computer Applications
Submitted by
R.ARUNKUIMAR
(Reg. No. 1225G0043)
Under the Guidance of
MS.S.KAVITHA M.A, MBA, M.PHIL
ASSISTANT PROFESSOR IN BBA (CA)
DEPARTMENT OF BUSINESS ADMINISTRATION
WITH COMPUTER APPLICATIONS
SANKARA COLLEGE OF SCIENCE AND COMMERCE
Accredited By NAAC with “A” Grade
ISO 9001-2000 Certified Institution
COIMBATORE – 641035

CERTIFICATE
This is to certify that the project report entitled “A STUDY ON EMPLOYEE
ABSENTEEISM IN SRI VIGNARAYA NAMA INDUSTRIES”submitted in partial
fulfillment of the requirement for the award of the Degree of BACHELOROF BUSINESS
ADMINISTRATION WITH COMPUTER APPLICATION OFBHARATHIAR
UNIVERSITY is a bonafide record of the project carried out by SANGEETHA.S REG.NO:
1225G0061
(FACULTY GUIDE) (HEAD OF THE DEPARTMENT)
Dr.G.DHANASEKARAN
M.B.A., MMM. M.Phil., Ph.D., PGDCA.
__________________________
PRINCIPAL
Submitted for the viva-voce examination held on ________________

CONTENT
CHAPTER
NO
TITLE PAGE .NO
I INTRODUCTION
1.1 STATEMENT OF THE PROBLEM
1.2 OBJECTIVES OF THE STUDY
1.3 LIMITATIONS OF THE STUDY
1.4 SCOPEOF THE STUDY
1.5 MEASUREMENT OF ABSENTEEISM
1.6 KINDS OF ABSENTEES
1.7 CAUSES OF ABSENTEEISM
1.8 CONCEPT OF ABSENTEEISM:
ii REVIEW OF LITERATURE
2.1 RESEARCH METHODOLOGY ,
iii COMPANY PROFILE
iv ANALYSIS AND INTERPRETATION
v FINDINGS, SUGGESTIONS, CONCLUSION
BIBLIOGRAPHY, APPENDICES

LIST OF TABLE
TABLE.NO TITLE PAGE.NO
1 RESPONDENTS BASED ON AGE LEVEL
2 RESPONDENTS BASED ON THEIR EDUCATION
3 RESPONDENTS BASED ON THEIR EXPERIENCE
4 RESPONDENTS BASED ON THEIR NO OF WORKING
DAYS
5 RESPONDENTS BASED ON THEIR LEAVE IN A MONTH
YEARS IN THE COMPANY
7 RESPONDENTS BASED ON THEIR WORK LOAD
8 RESPONDENTS BASED ON THEIR WORKING HOURS
9 RESPONDENTS BASED ON THEIR MANAGEMENT
POLICY
10 RESPONDENTS BASED ON THEIR WORKING
ENVIRONMENT
11 RESPONDENTS BASED ON THEIR RELATIONSHIP WITH
SUPERVISOR
12 RESPONDENTS BASED ON THEIR LEAVE AFFECT
THEIR COMPANY OUTPUT
13 RESPONDENTS BASED ON THEIR EMPLOYEE SKILL
14 RESPONDENTS BASED ON THEIR SALARY PAID
15 RESPONDENTS BASED ON THEIR COMPENSATION
PROVIDED
16 RESPONDENTS BASED ON THEIR EXISTING JOB
17 RESPONDENTS BASED ON THEIR FACILITIES
PROVIDED
BY THE COMPANY

18 RESPONDENTS BASED ON THEIR FLEXIBILITY AND
INDEPENDENCE
19 RESPONDENTS BASED ON THEIR PRODUCER FOR
TAKING LEAVE
20 RESPONDENTS BASED ON THEIR REASON FOR
TAKING LEAVE
23 RESPONDENTS BASED ON LEAVE WHENEVER YOU
WANT.
24 RESPONDENTS BASED ON INSUFFICIENT REST PAUSE
25 RESPONDENTS BASED ON MOTIVATION TECHNIQUE
26 RESPONDENTS BASED ON PERSONAL PROBLEM
27 RESPONDENTS BASED ON THEIR COUNSELING
PROVIDED BY THE COMPANY.
28 RESPONDENTS BASED ON THEIR PREFERENCE OF
SHIFTS TO REDUCE ABSENTEEISM
29 RESPONDENTS BASED ON THEIR FREEDOM TO
CHANGE THE SHIFT
30 RESPONDENTS BASED ON THEIR NEED OF
ADDITIONAL LEAVE
31 RESPONDENTS BASED ON THEIR EXPECTED
FACILITIES NEEDED
32 ANALYSIS USING CHI-SQUARE –Χ2

LIST OF CHART
CHART.NO TITLE PAGE.NO
1 RESPONDENTS BASED ON AGE LEVEL
2 RESPONDENTS BASED ON THEIR EDUCATION
3 RESPONDENTS BASED ON THEIR EXPERIENCE
DAYS
5 RESPONDENTS BASED ON THEIR LEAVE IN A MONTH
YEARS IN THE COMPANY
7 RESPONDENTS BASED ON THEIR WORK LOAD
8 RESPONDENTS BASED ON THEIR WORKING HOURS
9 RESPONDENTS BASED ON THEIR MANAGEMENT
POLICY
10 RESPONDENTS BASED ON THEIR WORKING
ENVIRONMENT
11 RESPONDENTS BASED ON THEIR RELATIONSHIP
WITH SUPERVISOR
12 RESPONDENTS BASED ON THEIR LEAVE AFFECT
THEIR COMPANY OUTPUT
13 RESPONDENTS BASED ON THEIR EMPLOYEE SKILL
14 RESPONDENTS BASED ON THEIR SALARY PAID
15 RESPONDENTS BASED ON THEIR COMPENSATION
PROVIDED
16 RESPONDENTS BASED ON THEIR EXISTING JOB
17 RESPONDENTS BASED ON THEIR FACILITIES
PROVIDED
BY THE COMPANY

18 RESPONDENTS BASED ON THEIR FLEXIBILITY AND
INDEPENDENCE
19 RESPONDENTS BASED ON THEIR PRODUCER FOR
TAKING LEAVE
20 RESPONDENTS BASED ON THEIR REASON FOR
TAKING LEAVE
24 RESPONDENTS BASED ON INSUFFICIENT REST PAUSE
25 RESPONDENTS BASED ON MOTIVATION TECHNIQUE
26 RESPONDENTS BASED ON PERSONAL PROBLEM
27 RESPONDENTS BASED ON THEIR COUNSELING
PROVIDED BY THE COMPANY.
28 RESPONDENTS BASED ON THEIR PREFERENCE OF
SHIFTS TO REDUCE ABSENTEEISM
29 RESPONDENTS BASED ON THEIR FREEDOM TO
CHANGE THE SHIFT
30 RESPONDENTS BASED ON THEIR NEED OF
ADDITIONAL LEAVE
31 RESPONDENTS BASED ON THEIR EXPECTED
FACILITIES NEEDED

CHAPTER I
INTRODUCTION
Absenteeism is one of the major threats to Indian industry. Absenteeism causing poor
utilization of plant India is facing unemployment problem on one side and the other side
abnormal absenteeism in industries if our absenteeism can be reduced. We can improve our gross
national product without any investment. Absenteeism not only causes production loss but also
causes reduction of gross national income, when the gross income of workmen reduces naturally
his buying capacity also reduces if he could not manage the primary and secondary needs of
timely and properly. He has to face problems like poor family harmony poor health more mental
and physical tiredness which will again lead to absenting from work.
Absenteeism as commonly understood refers to the failure of an operative to report to work
when work is available to him as used in the study overall absenteeism is made up of three
component.
1) Leave sanctioned by management referred to in this report as authorized absence
2) Absence without any prior information to and permission from management referred to as
unauthorized absence.
3) Certified sickness most widely known as ESI leave. This does not include maternity leave
absence of workers during strike due to lay off those o earned leave and women workers on
maternity leave not have been considered as absentees.
The term absenteeism refers to failure to report to work. The definition itself tells
the failure of the organization process if the employee fails to follow the rules and standards of
the organization. Absenteeism is a type of unscheduled activity which threatens the organization
to fall in danger as it leads to the disruption of the daily process. Absenteeism converts the
organization into a deviant work place behavior. It makes the employees to violate the norms of
the organization leading to a disastrous output. Such effect of absenteeism affects the turnover of
the organization leading to decreased selection and training cost. Absenteeism also affects the

level of satisfaction among the employees in which the organizations are maintaining for more
than a decade. Job satisfaction is considered to be an attitude which manifests itself in evaluation
of the job and of the employing organization. This shows the relationship between absenteeism
and job satisfaction. Modern industry with its high degree of specialization and interdependence
of operations requires regular and prompt attendance of all workers. In mass production
industries, almost every production process is dependent upon other processes and an unexpected
absence of an employee in a particular department may result in a drastic dislocation of
production in another department or even in the entire plant. Absenteeism is one of the factors
affecting optimum utilization of human resources. It is an industrial malady affecting
productivity, profits, investments and absentee workers themselves. As such, increasing rate of
absence adds very considerably to the cost of industry and hampers industrial progress. The
absence of a few workmen is an imposition on others, affects work scheduling and adds to costs
that push the price of absenteeism far beyond one day’s salary. The economic and social losses
occurring from absenteeism cannot be determined accurately. It is difficult to make even an
approximate estimate of such losses because so many factors are involved which do not lend
themselves to accurate measurements. In the first place, there is a lack of evidence concerning
the seriousness of industrial absenteeism because records are inaccurate and incomplete. Only a
small number of organizations attempt to understand this problem or make an effort to solve it.
An employee is any person hired by an employer to do a specific set of jobs.
In most modern economies, the term employee refers to a specific defined relationship between
an Individual and a corporation, which differs from those of customer or client.
In general, the absence rate indicates a certain cost to a given company,
because employees simply cannot produce as much annually when absent rates are high. Any
absence weakens the company’s goals and productivity “Absenteeism is the practice or habit of
being an absentee and an absentee is one who habitually stays away from work.”
According to Labour Bureau of Shimla: Absenteeism is defined as the total man shifts lost
because of absence as percentage of total number of man shifts scheduled to work.

1.1. STATEMENT OF THE PROBLEM
“ABSENTEEISM” is one of the great disasters faced by all the organizations in this modernized
world which results in turnover. So the firm has to reinvest so many amounts.
People not only used to leave the organizations due to the personal reasons, the main reason is all
about the industrial environmental factors
“ABSENTEEISM” not only indicates the physical presence it starts with the “Mental absence”
of an Indi dual so the firm has to take this as an important issue before initiating any remedial
actions through that and along with the participative management.
1.2. OBJECTIVES OF THE STUDY
The field work was under taken in Sri Vignarajaya Nama industries. With the following
objectives:
1. To identify the reasons for absenteeism among employees of Sri Vignarajaya Nama
industries
2. To determine the awareness level regarding effect of absenteeism on the productivity of
the Organization.
3. To give suggestions for reducing absenteeism of the employees in the Organization.
1.3. LIMITATIONS OF THE STUDY
 . The result does not contain any information about Personnel and Account departments.
 Due to time constraints the sample size was restricted to 50 employees.
 Since the study deals with sensitive area of the organization, it is difficult to extract
accurate information from the employees.
 The study is not comparative in nature

1.4. SCOPE OF THE STUDY
1. The survey consisted of a sample of 50 employees. The survey covered only the
permanent employees of the organization.
2. The study covers staff and workers category only.
3. Data used in the project are both primary and secondary in nature
4. .The study provides a base for understanding the employees‟ problems and provides
possible remedies for it.
1.5. CONCEPT OF ABSENTEEISM:
Absenteeism refers to employees‟ absence from his regular task when he is normally scheduled
to work.
According to Seligman: “Absenteeism is time lost in industrial establishments by avoidable or
unavoidable absence of employees”.
According to Hachette: “Absenteeism is the practice or habit of being an „absentee‟ and an
“absentee” is one who habitually stays away”. In India two agencies collect and compile data on
absenteeism.
a. Labor Bureau, Shimla
b. Annual Survey of Industries, Kolkata.
According to Labour Bureau, Shimla: “Only unauthorized absence from work about which the
employer has no prior information of the workers‟ failure is considered as absenteeism”.
According to Annual Survey of Industries, Calcutta: “All kinds of Vacations and leave are
considered as absenteeism”
For the purposes of this study, we take the stand of the Labor Bureau and reckon that
absenteeism signifies the absence of an employee from work that is unauthorized, unexplained
avoidable and willful.

1.6. MEASUREMENT OF ABSENTEEISM
Absenteeism rate can be expressed as the result of total amount of time lost through non-
attendance to the planned working time (excluding over time). The calculation of absenteeism
rate can be made in terms of man-days by taking into account 2 factors.
a. The number of persons scheduled to work
b. The number actually present
Generally absenteeism is expressed as a percentage of overall strength of the Department/
Organization and also expressed as many days lost. But it is difficult to interpret absenteeism in
terms of value lost.
1.7. KINDS OF ABSENTEES
1. Escapist Absentee
2. Immature Absentee
3. Chronic Absentee
4. Casual absentee
5. Seasonal absentee
1.8. CAUSES OF ABSENTEEISM
The causes can be divided into personal causes and organization causes. The personal cause
includes indebtedness, sickness and family problems on which the organization has very little
control.
Organizational causes include the following
 Unsuitable working conditions
 Unfavorable mental attitude arising out of boredom discontent with wages, resentment
against supervisors
 Lack of provision for general welfare.
 In adequate medical facilities
 Increased psychological distance between management and workers, specifically friction
with supervisors...

CHAPTER II
REVIEW OF LITERATURE
In the opinion of Dakely C.A. (1948) “Absenteeism is the ratio of the number of production
man-days or shifts lost to the total number of production scheduled to work”.
The labour bureau (1962) defines absenteeism as the total shifts lost because of absence as
percentage of the total number of man shifts scheduled to work.
Likewise Hackett J.D (1929) defines it as “the temporary cessation of work for not less than
one whole working day initiative of the worker when his presence is expected by the employer”.
Similarly encyclopedia of social science observes “Absenteeism as the time lost in industrial
establishment by avoidable or unavoidable absence of employees. The time lost by the strikes or
by lateness amounting to an hour or two is not usually included”.
Knowles (1979) opined that although absence from work may be due to any of a large number
of factors, empirical evidence supporting the view that causal factors can be organizational in
nature is scant. Absence may be regarded as one facet of a wider behavioral problem pervading
entire organizational sub-units. The author suggests that absence could be used along with other
variables as a valuable personnel statistic indicating areas of organizational dysfunction. This
means that if levels of absenteeism in such cases as these were to be improved the solution
should be looked for at the organizational level rather than at the individual or job level.
Gibert. Et.al. (1992) Studied if continuous exposure to air- conditioning during working hours
has an observable effect on health. Absenteeism from ill health recorded by company doctors
was compared in two groups of employees of the French National Electric and Gas Company in
western France, working in similar jobs and spending most of their time in either air- conditioned
offices or a natural atmosphere. No difference between the two groups was observed during the
two years studied with respect to the incidence, duration or frequency of medically-related
absences. A similar investigation of absences due only to respiratory diseases resulted in the
same conclusion. This study showed that air-conditioning has no major effects on health.

Chevalier.et.al., (1993) Studied the health status of electricity workers exposed to
electromagnetic fields during their job. Two groups of exposed workers were studied from 1978
to 1993: the live line workers (n = 121) and the substation workers (n = 232.7) of the French
Electricity Company (EDF). A control group was randomly selected from all the company non-
management male employees; one control for each exposed subject was matched for the first
year of employment. Absenteeism indices and mortality rates were computed and compared in
the exposed and control groups. The absence rates were 1 .98% in the substation workers and
2.5% in the control group (p<0.001) and 2.7% in the live-line workers and 2.8% in the control
group (NS). No effect of the length of exposure was found. However the medical causes of
sickness absence were different: exposed employees had less psychiatric and respiratory diseases
but more accidents at work than their control group. Relative risks of accidents at work were 1.2
[95% confidence interval (Cl) = 1.08–1.33] for substation workers and 3.22 (Cl )= 1.78–5.88) for
live line workers. EDF electromagnetic field exposed workers seemed not to be affected by any
specific health problems except for an excess of accidents at work.
Morrow. Et.al. (1999) in their study established a positive relationship between absenteeism and
voluntary turnover and a negative relationship between performance and turnover. An
examination of the turnover literature, however, reveals virtually no consideration of a possible
interaction between these two predictors of turnover. In order to test for such an interaction,
company record data were collected from a sample of nonexempt classification employees
within a large regional life insurance company. Records revealed that 113 of the company’s 816
employees had voluntarily left the firm over a 2-year period. Company data on these “leavers”
were compared with data on a random sample of 113 employees who stayed. Logistic regression,
as opposed to ordinary least-squares regression, was used to determine the effects of prior
absenteeism and performance ratings on voluntary turnover, over and above the effects of
demographic factors. Results supported known relationships between absenteeism (as measured
by sick leave usage), performance ratings, and voluntary turnover, but did not reveal a significant
interaction effect, even over multiple time frames. Results are discussed in terms of the potential
uses of company record data for early detection of voluntary turnover.
Hoeven and de Jong (2007) reported that absenteeism figures are increasingly applied as an
integrated measure of health in the working population. However, a comprehensive overview of

employee well-being (compromising the relative impact of physical, psychological, and
organizational components) and how this relates to reported absence frequency and duration is
still lacking. The present study investigates these relationships. The study has been conducted in
a Dutch subsidiary of an international financial consultancy firm. Three types of data collection
were used: a web-based survey among the firm’s employees, a physical health check, and the
employees’ absence rates reported to the company. Together the questionnaire and the health
check included the following clusters of independent variables: (a) personal characteristics, (b)
job characteristics, (c) physical health, (d) self-reported well-being, and (e) perceptions of
organization and communication. Of the 5 clusters of variables, the perceptions of organization
and communication variables appeared to be the strongest predictors of absence frequency. This
study did not find the assumed relationship between physical related well- being and individual
absence duration. Indian industries experience absenteeism as a major personal problem
measurement of absenteeism. The measurement of absenteeism can be expressed as the ratio of
the total amount of time lost through non-attendance to the planned working time. A calculation
of absenteeism rate can be made in terms of Mondays lost.
Ernest B. Akyeampong has written a research paper Trends and seasonality in Absenteeism.
In this paper the author focus on that at which time period the employees are more absent. In this
paper he said that illness-related absences are highly seasonal, reaching a peak during the winter
months (December to February) and a trough during the summer (June to August). The high
incidence in winter is likely related to the prevalence of communicable diseases at that time,
especially colds and influenza. The low incidence during the summer may be partly because
many employees take their vacation during these months. Because of survey design, those who
fall ill during vacation will likely report „vacation‟ rather than „sickness or disability‟ as the
main reason for being away from work. Compared with the annual average, part-week absences
are roughly 30% more prevalent in the winter months and almost 20% less so during the summer
months. Seasonality is much less evident in full-week absences.
Mariajosé Romero and Young-Sun Lee have written a research paper A National Portrait of
Chronic Absenteeism in the Early Grades. In this paper he focused on the following points:
(i) How widespread is the Problem of Early Absenteeism?

(ii) Does Family Incomes Impact Early Absenteeism?
(iii) What is the Impact of Early Absenteeism on Academic Achievement?
Morten Nordberg and Knut Røed have written a research paper Absenteeism, Health
Insurance, and Business Cycles. In this he wants to evaluate how the economic environment
affects worker absenteeism and he also isolate the causal effects of business cycle developments
on work-resumption prospects for ongoing absence spells, by conditioning on the state of the
business cycle at the moment of entry into sickness absence…
1.1. RESEARCHMETHODOLOGY
1.1.1. Researchdesign
"A research design is the arrangement of condition for collection and analysis data in a manner
that aims to combine relevance to the researcher purpose with economy in produce “It constitutes
the blueprint for the collections, measurement and analysis of data. As such the design includes
and outline of what the researcher will do from writing the hypothesis and its operational
implication to the final analysis of data. More explicitly, the design decisions happen to be
respect of:
 What is study about?
 .What is study being made?
 Where will the study be carried out?
 What type of data is required?
 Where can the data are found
 What periods of time will the study include?
 What will be the sample design?
 How will the data be analyzed?
 In what style will the report be prepared?
 What techniques of data collection will be used?

The research design undertaken for the study is descriptive one. A study, which wants to portray
the characteristics of a group of individual of situation, is known as descriptive study.it is
mondulretly qualitative in nature.
1.1.2. Sample technique"
A sampling technique is a definite design for obtaining a sample from the sampling frame . It
refers to the technique are the procedure. The researcher would adopt in selecting some sampling
units from which inferences about the population is drawn .sampling design so determined
before any data are collected convenient sampling technique was adopted.in this method the
researcher select dose units of the population in sample, which appear convenient to him or the
management of the organization where he is conducting research
1.1.3. Sample size:
Nearly 50 samples are taken in Sri Vignarajaya Nama industries. Area of operation the research
is conducted in Sri Vignarajaya Nama industries
1.1.4. Types ofdata collected:
Primary data:
Questionnaires are prepared and personal interview was conducted. Most of the questions are
consist of multiple choices. The structured interview method was undertaken. The interview was
conducted in English as well as in Tamil. Proper care was taken to frame the interview schedule
in such manner it should be Easily understood in view of educational level of the employees.
Generally 25 questions are prepared and asked to the employees of the Sri Vignarajaya Nama
industries.
Secondarydata:
Secondary data was collected from internet, various books, journals, and company records.
Questioner’s construction

1.1.5. Questionnaires were constructedbasedon the following types:
1. Open ended questions
2. Close ended questions
3. Multiple choice questions
1.1.6. Data analysis
Statistical tool used
1. Percentage method
2. Chi-square test

CHAPTER III
ABOUT COMPANY
COMPANY PROFILE:
The Origin 1989 saw the Inception of a Small Business which began with Lathe
Job Works for Industrial Components in Coimbatore. The Year since have been a time of
consolidation branching out and astounding growth. The company has since mode on to Become
diversified and highly global-get always the quality conscious enterprise today Sri Vignarajaya
Nama Industries. Is positioned among the foremost manufacturers of ROLLERS and BEAMS
our product meet all the quality standards. Staying ahead at Sri Vignarajaya Nama Industries
R&D has always been of Paramount Importance to this affect we have aggressively upgraded
creating manufacturing facilities that are state of art varied and expansive. Our product line
extensive besides being a leader in the domestic market and supplier to prestigious companies
yet we firmly believed we have a long way to go.
PRODUCTS AND SERVICES
Sizing Beams
Warping Beams
Pic anal Beams
Paper Mill Rollers
Sugarcane Mill Rollers
Textile Rollers
CONTACT DETAILS
Sri Vignarajaya Nama Industries,
No. 177- B, Jayaprakash Nagar, Sanganoor Road, Ganapathy
Coimbatore – 641006.

CHAPTER –IV
ANALYSIS AND INTERPRETATION
ANALYSIS USING PERCENTAGE METHOD
Table .4.1 RESPONDENTS BASED ON AGE LEVEL
S.NO AGE NO. OF RESPONDENTS PERCENTAGE
1 18-25 04 08
2 26-35 18 36
3 36-45 22 44
4 above 45 06 12
Total 50 100%
INTERPRETATION:
The above the table infers that, 08%belongs to the group of 18-25 years, 36%belongs to
the group of 26-35 years, 44%belongs to the group of 36-45 years, and 12% belongs to the group
of 45 year.

Chart. 4. 1
RESPONDENTS BASED ON AGE LEVEL
AGE
0
5
10
15
20
25
30
35
40
45
50
18-25 26-35 36-45 above 45

Table .4.2
RESPONDENTS BASED ON THEIR EDUCATION
S.NO EDUCATION NO.OF RESPONDENTS PERCENTAGE
1 SSLC 10 20
2 HSC 22 44
3 ITI 18 36
4 others 00 00
total 50 100%
INTERPRETATION:
The above table infers that, 20%belongs to SSLC, 44%belongs to HSC, 36%belongs to
ITI, 0%belongs to other degree,

Chart. 4. 2
RESPONDENTS BASED ON THEIR EDUCATION
EDUCATION
0
5
10
15
20
25
30
35
40
45
SSLC
HSC
ITI
EDUCATION

Table .4.3
respondents based on their experience
S.NO EXPERIENCE NO.OF RESPONDENTS PERCENTAGE
1 below 2 years 10 20
2 3-5 years 22 44
3 above 5 years 18 36
total 50 100%
INTERPRETATION:
The above table infers that 22% to below 2 years; 14 %belongs to 3-5 years, 64%
belongs to above 5 years

Chart. 4. 3
RESPONDENTS BASED ON THEIR EXPERIENCE
0
10
20
30
40
50
60
70
below 2 years
3-5 years
above 5 years
EXPERIENCE

Table .4.4
RESPONDENTS BASED ON THEIR NO OF WORKING DAYS
S.NO WORKING
DAYS
NO.OF RESPONDENTS PERCENTAGE
1 20-22 10 20
2 23-25 15 30
3 25-28 22 44
4 29-31 03 06
total 50 100%
INTERPRETATION:
The above table infers that 20% belongs to 20-22days, 30% belongs to 23-
25days,44% belongs to 25-28 days, and -06% belongs to 29-31 days,

Chart. 4. 4
RESPONDENTS BASED ON THEIR NO OF WORKING DAYS
0
5
10
15
20
25
30
35
40
45
20-22
23-25
25-28
29-31
NUMBER OF WORKING DAYS

Table .4.5
RESPONDENTS BASED ON THEIR LEAVE IN A MONTH
S.NO TAKEN LEAVE
IN A MONTH
1 0 10 20
2 1-5 23 46
3 6-10 04 08
4 10-15 10 20
5 16-20 03 06
total 50 100%
INTERPRETATION:
The above table infers that 20% belongs to 0 days, 46% belongs to 1-5 days, 08%
belongs to 06-10 days, 20% belongs to 10-15 days and 06% belongs to 16-20 days,

Chart. 4. 5
RESPONDENTS BASED ON THEIR LEAVE IN A MONTH
0
2
4
6
8
10
12
0 1 5 6 10 10 15 16 20
TAKEN LEAVE IN A MONTH

Table .4.6
RESPONDENTS BASED ON THEIR NO OF WORKING YEARS IN THE COMPANY
S.NO WORKING
YEARS
NO.OF RESONDENTS PERCENTAGE
1 greater than5 years 16 32
2 greaterthan10years 30 60
3 less than10years 04 08
total 50 100%
INTERPRETATION:
The above table infers that 32% belongs to greater than 5 years, 60% belongs to greater
than 10 years and 08% belongs to less than 10 years.

Chart. 4. 6
RESPONDENTS BASED ON THEIR NO OF WORKING YEARS IN THE COMPANY
0
10
20
30
40
50
60
<5years
<10 years
>10 years
NO OF WORKING YEARS IN THE COMPANY

Table .4.7
RESPONDENTS BASED ON THEIR WORK LOAD
S.NO WORK LOAD NO.OF RESONDENTS PERCENTAGE
1 highly satisfied 04 08
2 satisfied 03 06
3 neutral 13 26
4 dissatisfied 25 50
5 highly dissatisfied 05 10
total 50 100%
INTERPRETATION:
The above table infers that 08 % belongs to highly satisfied, 06% belongs to satisfied,
26% belongs to neutral, 50% belongs to dissatisfied and 10% belongs to highly dissatisfied,

Chart. 4. 7
RESPONDENTS BASED ON THEIR WORK LOAD
0
5
10
15
20
25
30
35
40
45
50
WORK LOAD

Table .4.8
RESPONDENTS BASED ON THEIR WORKING HOURS
S.NO EDUCATION NO.OF RESONDENTS PERCENTAGE
2 satisfied 12 24
3 neutral 05 10
total 50 100%
INTERPRETATION:
The above table infers that 20 % belongs to highly satisfied, 24% belongs to satisfied, 10%
belongs to neutral, 26% belongs to dissatisfied and 20% belongs to highly dissatisfied.

Chart. 4. 8
RESPONDENTS BASED ON THEIR WORKING HOURS
0
5
10
15
20
25
30
HIGHLY
SATISFIED SATISFIED
NUETRAL
DISSATISFIED
HIGHLY
DISSATISFIED
WORKING HOURS

Table .4.9
RESPONDENTS BASED ON THEIR MANAGEMENT POLICY
S.NO MANAGEMENT
POLICY
2 satisfied 10 20
3 neutral 05 10
total 50 100%
INTERPRETATION:

Chart. 4. 9
RESPONDENTS BASED ON THEIR MANAGEMENT POLICY
0 5 10 15 20 25 30 35 40 45
HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY DISSATISFIED
MANAGEMENT POLICY

Table .4.10
RESPONDENTS BASED ON THEIR WORKING ENVIRONMENT
S.NO WORKING
ENVIRONMENT
2 satisfied 10 20
3 neutral 04 08
total 50 100%
INTERPRETATION:

Chart. 4. 10
RESPONDENTS BASED ON THEIR WORKING ENVIRONMENT
0
10
20
30
40
50
60
HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY DISSATISFIED
WORKING ENVIRONMENT

Table .4.11
RESPONDENTS BASED ON THEIR RELATIONSHIP WTTH SUPERVISOR
S.NO SUPERVISOR NO.OF RESPONDENTS PERCENTAGE
2 satisfied 05 10
3 neutral 10 20
total 50 100%
INTERPRETATION:

Chart. 4. 11
RESPONDENTS BASED ON THEIR RELATIONSHIP WTTH SUPERVISOR
Series 1
0
10
20
30
40
HIGHLY
SATISFIED
SATISFIED
NUETRAL
DISSATISFIED
HIGHLY
DISSATISFIED
RELATIONSHIP WTTH SUPERVISOR

Table .4.12
RESPONDENTS BASED ON THEIR LEAVE AFFECT THEIR COMPANY OUTPUT
S.NO LEAVE
AFFECT
COMPANY
NO OF RESPONDENTS PERCENTAGE
1 yes 39 78
2 no 11 22
total 50 100%
INTERPRETATION:
The above table infect that 78% says yes, 22% says no.

Chart. 4. 12
RESPONDENTS BASED ON THEIR LEAVE AFFECT THEIR COMPANY OUTPUT
0
10
20
30
40
50
60
70
80
YES
NO
LEAVE AFFECT THEIR COMPANYOUTPUT

Table .4.13
RESPONDENTS BASED ON THEIR EMPLOYEE SKILL
S.NO EMPLOYEE
SKILL
NO. OF RESPONDENTS PERCENTAGE
1 good 35 70
2 fair 10 20
3 poor 05 10
total 50 100%
INTERPRETATION:
The above table infect that 70% belongs to good, 20 to fair and 10% belongs to poor.

Chart. 4. 13
RESPONDENTS BASED ON THEIR EMPLOYEE SKILL
0 10 20 30 40 50 60 70 80
SUFFICIENT
INSUFFICIENT
NEUTRAL
MODERATELY
EMPLOYEE SKILL

Table .4.14
RESPONDENTS BASED ON THEIR SALARY PAID
S.NO EMPLOYEE
SKILL
NO. OF RESPONDENTS PERCENTAGE
1 sufficient 20 40
2 insufficient 10 20
3 neutral 05 10
4 moderately
sufficient
15 30
total 50 100%
INTERPRETATION:
The above table infect that 40% belongs to sufficient, 20%belongs to insufficient,
10%belongs to neutral and 30%belong to moderately insufficient

Chart. 4. 14
RESPONDENTS BASED ON THEIR SALARY PAID
0
5
10
15
20
25
30
35
40
SUFFICIENT
INSUFFICIENT
NEUTRAL
MODERATELY
SALARY PAID

Table .4.15
RESPONDENTS BASED ON THEIR COMPENSATION PROVIDED
S.NO SUPERVISOR NO.OF RESPONDENTS PERCENTAGE
2 satisfied 04 08
3 neutral 10 20
total 50 100%
INTERPRETATION:
The above table infers that 06% belongs to highly satisfied, 08% belongs to satisfied, 20%
belongs to neutral, 54% belongs to dissatisfied and 12% belongs to highly dissatisfied

Chart. 4. 15
RESPONDENTS BASED ON THEIR COMPENSATION PROVIDED
0
10
20
30
40
50
60
HIGHLY
SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY
DISSATISFIED
C0MPENSATION PROVIDED

Table .4.16
RESPONDENTS BASED ON THEIR EXISTING JOB
S.NO EXISTING JOB NO.OF RESPONDENTS PERCENTAGE
2 satisfied 04 08
3 neutral 10 20
total 50 100%
INTERPRETATION:

Chart. 4. 16
RESPONDENTS BASED ON THEIR EXISTING JOB
0
10
20
30
40
50
60
SATISFIED WITH THEIR EXISTING JOB

Table .4.17
RESPONDENTS BASED ON THEIR FACILITIES PROVIDED
BY THE COMPANY
S.NO FACILITIES
PROVIDED
BY THE
COMPANY
2 satisfied 23 46
3 neutral 12 24
total 50 100%
INTERPRETATION:

Chart. 4. 17
RESPONDENTS BASED ON THEIR FACILITIES PROVIDED
BY THE COMPANY
0
20
40
60
80
HIGHLY
SATISFIED SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY
DISSATISFIED
FACILITIES PROVIDED
BY THE COMPANY

Table .4.18
RESPONDENTS BASED ON THEIR FLEXIBILITY AND INDEPENDENCE
S.NO FLEXIBILITY
AND
INDEPENDENCE
2 satisfied 04 08
3 neutral 31 62
total 50 100%
INTERPRETATION:

Chart. 4. 18
RESPONDENTS BASED ON THEIR FLEXIBILITY AND INDEPENDENCE
0
10
20
30
40
50
60
70
FEACIBILITYAND INDEPENDENCE

Table .4.19
RESPONDENTS BASED ON THEIR PRODUCER FOR TAKING LEAVE.
S.NO PRODUCER
FOR TAKING
LEAVE
1 giving a leave
letter
39 78
2 not giving a leave
letter
04 08
3 asking permission 07 14
4 no leave 0 0
total 50 100%
INTERPRETATION:
The above table infers that 78% belongs to giving a leave letter; 08% belongs to not giving a
leave letter, 14% belongs to asking permission, and 0% belongs to no leave.

Chart. 4. 19
RESPONDENTS BASED ON THEIR PRODUCER FOR TAKING LEAVE
0
10
20
30
40
50
60
70
80
GIVING A LEAVE
LETTER NOT GIVING A
LEAVE LETTER ASKING
PERMISSION
PRODUCER FOR TAKING LEAVE .

Table .4.20
RESPONDENTS BASED ON THEIR REASON FOR TAKING LEAVE.
S.NO REASON FOR
TAKING
LEAVE.
1 personal problem 15 30
2 health problem 20 40
3 finance problem 07 14
4 working
environment
04 08
5 others 04 08
total 50 100%
INTERPRETATION:
The above table infers that 30% belongs to personal problem, 40% belongs to health problem,
14% belongs to finance problem, 08% belongs to working environment and 08% belongs to
others.

Chart. 4. 20.
RESPONDENTS BASED ON THEIR REASON FOR TAKING LEAVE
0
10
20
30
40
REASON FOR TAKING LEAVE

Table .4.21
RESPONDENTS BASED ON THEIR ABSENT DUE TO TRANSPORTATION
PROBLEM.
S.NO ABSENT DUE TO
TRANSPORTATION
PROBLEM.
1 in some case 23 46
2 often 05 10
3 rare 12 24
4 not at all 10 20
total 50 100%
INTERPRETATION:
The above table infers that 46% belongs to in some case; 10% belongs to often, 24% belongs to
rare and 20% belongs to not at all

. Chart. 4. 21
RESPONDENTS BASED ON THEIR ABSENT DUE TO TRANSPORTATION
PROBLEM.
0
5
10
15
20
25
30
35
40
45
50
IN SOME CASE OFTEN RARE NOT AT ALL
ABSENT DUE TO TRANSPORTATION
PROBLEM.

Table .4.22
RESPONDENTS BASED ON THEIR AFFECT INFECTIOUS DISEASE.
S.NO INFECTIOUS
DISEASES
1 Yes 11 22
2 No 39 78
TOTAL 50 100%
INTERPRETATION:

Chart. 4. 22
RESPONDENTS BASED ON THEIR AFFECT INFECTIOUS DISEASE
0
20
40
60
80
100
YES
NO
AFFECTED BY INFECTIOUS DISEASE

Table .4. 23
RESPONDENTS BASED ON LEAVE WHEN EVER YOU WANT.
S.NO LEAVE NO OF RESPONDENTS PERCENTAGE
1 Yes 04 08
2 No 46 92
total 50 100%
INTERPRETATION:
.

Chart. 4. 23
RESPONDENTS BASED ON LEAVE WHEN EVER YOU WANT
0
20
40
60
80
100
YES
NO
TO GET LEAVE WHENEVER YOU
WANT

Table .4. 24
RESPONDENTS BASED ON INSUFFICIENT REST PAUSE
S.NO INSUFFICIENT
REST PAUSE
1 more 29 58
2 less 05 10
3 tolerable 16 32
total 50 100%
INTERPRETATION:
The above table infers that 58% belongs to more, 10% belongs to less and 32% belongs
to tolerable,

Chart. 4. 24
RESPONDENTS BASED ON INSUFFICIENT REST PAUSE
0
10
20
30
40
50
60
more
less
tolerable
REST PAUSE IS THE ONE OF THE
RESON

Table .4. 25
RESPONDENTS BASED ON MOTIVATION TECHNIQUE
S.NO MOTIVATION
TECHNIQUES
1 incentives 29 58
2 bonus 0 0
3 allowed 21 42
total 50 100%
INTERPRETATION:
The above table infers that 58% belongs to incentives, o% belongs to bonus and 42%
belongs to allowance,

Chart. 4. 25
RESPONDENTS BASED ON MOTIVATION TECHNIQUE
0
10
20
30
40
50
60
INCENTIVES
BONUS
ALLOWANCE
MOTIVATION TECHNIQUE

Table .4. 26
RESPONDENTS BASED ON PERSONAL PROBLEM
S.NO PERSONAL
PROBLEM
1 in some cases 31 62
2 often 04 08
3 not at all 15 30
total 50 100%
INTERPRETATION:
The above table infers that 62% belongs to in some cases, 08% belongs to often and 30%
belongs to not at all.

Chart. 4. 26
RESPONDENTS BASED ON PERSONAL PROBLEM
0
10
20
30
40
50
60
70
IN SOME CASES
OFTEN
NOT AT ALL
PERSONAL PROBLEM

Table.4. 27
RESPONDENTS BASED ON THEIR COUNSELLING PROVIDED BY THE
COMPANY.
S.NO COUNSELLING
PROVIDED BY
THE
COMPANY.
1 Yes 31 62
2 No 19 38
total 50 100%
INTERPRETATION:
The above table infers that 62% says yes, 38% says no.

Chart. 4. 27
RESPONDENTS BASED ON THEIR COUNSELLING PROVIDED BY THE
COMPANY.
0
20
40
60
80
YES
NO
COUNSELLING PROVIDED BY THE
COMPANY.

Table.4.28.
RESPONDENTS BASED ON THEIR PREFERENCE OF SHIFTS TO REDUCE
ABSENTEESIM
S.NO PREFERENCE
OF SHIFTS
1 general shift 22 44
2 weekly shift 21 42
3 monthly shift 07 14
total 50 100%
INTERPRETATION:
The above table infers that 44% belongs to general shift, 42% belongs to weekly shift
and 14% belongs to monthly shift.

Chart. 4. 28.
RESPONDENTS BASED ON THEIR PREFERENCE OF SHIFTS TO REDUCE
ABSENTEESIM
0
5
10
15
20
25
30
35
40
45
GENARAL SHIFT
WEEKLY SHIFT
MONTHLY SHIFT
WHICH SHIFT DO YOU PREFER

Table .4. 29
RESPONDENTS BASED ON THEIR FREEDOM TO CHANGE THE SHIFT
S.NO FREEDOM TO
CHANGE THE
SHIFT
1 yes 13 26
2 no 11 22
3 rare 26 52
total 50 100%
INTERPRETATION:
The above table infers that 26% belongs to yes, 22% belongs to no and 52% belongs to
rare.

Chart. 4. 29
RESPONDENTS BASED ON THEIR FREEDOM TO CHANGE THE SHIFT
0
10
20
30
40
50
60
YES
NO
RARE
FREEEDOM TO CHANGE THE SHIFT

Table .4. 30
RESPONDENTS BASED ON THEIR NEED OF ADDITIONAL LEAVE
S.NO NEED OF
ADDITIONAL
LEAVE
1 yes 25 50
2 no 25 50
total 50 100%
INTERPRETATION:
The above table infers that 50% says to yes, 50% says no.

Chart. 4. 30
RESPONDENTS BASED ON THEIR NEED OF ADDITIONAL LEAVE
0
10
20
30
40
50
YES
NO
NEED OFADDITIONAL LEAVE

Table .4. 31
RESPONDENTS BASED ON THEIR EXPECTED FACILITIES NEEDED
S.NO EXPECTED
FACILITIES
NEEDED
1 medical facilities 11 22
2 transport facilities 30 60
3 others 09 18
total 50 100%
INTERPRETATION:
The above table infers that 22% belongs to medical facilities, 60% belongs to transport
facilities and 18% belongs to others.

Chart. 4. 31
RESPONDENTS BASED ON THEIR EXPECTED FACILITIES NEEDED
0
10
20
30
40
50
60
medical
transport
other
EXPECTED FACILITIES NEEDED

ANALYSIS USING CHI-SQUARE –χ2
TO FIND WHETHER THERE IS DIFFERENCE BETWEEN THE OPINION OF
RESPONDENTS REGARDING THEIR WORKING HOURS
Null hypothesis
There is no significant difference in the variable among the employees about their working
hours.
TABLE.4.32
S.NO WORKING HOURS NO.OF RESPONDENTS
1 highly satisfied 10
2 Satisfied 12
3 Neutral 05
4 Dissatisfied 13
5 highly dissatisfied 10
Total 50%
FORMULA
𝛘𝟐 =
( 𝐎 − 𝐄) 𝟐
𝐄

O= Observed frequency
E=exported frequency
COMPUTATION OF CHI SQUARE (𝛘𝟐)
CHART.4.32
S.NO O E (O-E) (O-E)² (O-E)²/E
1 10 10 0 0 0
2 12 10 2 4 0.4
3 05 10 -5 25 2.5
4 13 10 3 9 0.9
5 10 10 0 0 0
Total 3.8
The calculate value is 3.8
Degree of freedom = (n-1) = (5-1) =4
Level of significance = 5%
Table value 4 of DGF and 5% level of significance = 9.48
3.8<9.48-calculated value is lesser tabulated value.
Hence, null hypothesis is ACCEPTED.

INTERPRETATION:
Thus chi-square test infers that there that is no significant difference in the variable among
the employees about their working hours.

CHAPTER-V
FINDINGS, SUGGESTIONS, CONCLUSION
1. The age group of employees from group of 36-45 persons is 44%.
2. The employee education from HSC is 44%.
3. The experience of the employee from above 5 years is 64%.
4. The number of working days by employee is 25-28 is 44%.
5. The number leave taken in a month averagely 1-5 is 45%.
6. The employee working years <10years is 60%.
7. The work load given to employee at dissatisfied level is 50%.
8. The working hours is at dissatisfied to employee is 26%.
9. The employee are highly satisfied with management policy is 40%.
10. The employee are highly satisfied with working environment is 46%.
11. About 40% are dissatisfied with supervisor.
12. The absenteeism will affect the company output at 78%.
13. The employee skills in the work good at 70%.
14. Respondents salary is sufficient employee 40%.
15. About 40% were dissatisfied with compensation provide at the time of absent.
16. Exiting job is satisfied to employee is at 34%.
17. About 46% were satisfied with facilities provided by the company
18. The feasibility and independence is neutral is 62%
19. About 78% were giving a leave letter and taking a leave.

20. The employees are absent due to health problems 40%.
21. About 46% were absent due to transportation problem.
22. The study shows that the infected diseases affected to employees are none at 78%.
23. About 45% says that they take leave whenever they need.
24. The rest pause is more at 58%.
25. The employees are motivated by incentives is 58%.
26. In some cases the employees are absent due to personnel problem is 62%.
27. About 62% says they need counseling in the company.
28. About 42% percent prefer weekly shift.
29. The employees change the shift for the convinces at rare at 52%.
30. About 50% says they need additional leave and 50% says they did not need additional leave.
31. The most of the despondence says that they need transport facilities at 60%.
32. From the chi-square test it is inferred that there is no significant difference in the variable
among the employees about their working hours.
SUGGESTION
 In order to minimize the rate of absenteeism the company could take care of employee’s
health especially in production unit.
 Introducing attendance management program
 I suggest that by taking disciplinary action which will minimize absenteeism.
 Introducing medical facilities for employees and employee’s family member.
 Providing transport facilities for all employees.

 Motivating the employee by monetary and non-monetary awards for those who are
completed 100% attendance.
 To improve safety awareness among employee by educating them on health aspects
conducting safety work shop and to reduce noise pollution in few department.
CONCLUSION:
The management must first have a positive attitude towards absenteeism. Even though it possible
to eliminate absenteeism completely. The provision of various facilities to reduce absenteeism
bound to involve substantial financial commitment for the management. The major causes for
absenteeism in the organization are the activities and policies of the organization. So absenteeism
invisible but proves fatal for the industry. So reduction in absenteeism will helpful in improving
the productivity

BIBLIOGRAPHY
Books:
 Kothari C.R. Research Methodology-Methods and Techniques, New age
international(P)Ltd., Publishers, New Delhi ,Second Edition ,2004
 Guptha, S.P. Statistical Methods, Sultan Chand & Sons Publishers, New Delhi Fourth
Editions, 2005.
 Prasanth L.M. Human Resource Management, Sultan Chand & Sons Publishers, New
Delhi, Thirty Fourth Editions, 2005.
 Reddy & Rao- Absenteeism in India, Deep, Publication, New Delhi.
 Aswathappa.k, Human Resource and Personnel Management, Tata Mc Graw hill, New
Delhi, 1999.

APPENDICES
QUESTIONNAIRE
A STUDY ON EMPLOYEE APSENTEESIM ON SRI VIGNARAJAYA NAMA
INDUSTRIES, COIMBATORE.
1. Personal details:
I. Name :
II. EID no :
III. Address :
IV. Department :
V. Marital status :
VI. Annual income :
VII. Age :
a)18-25 b)26-35 c)36-45 d)Above 45
VIII. Education :
a)SSLC b)HSC c) ITI d)Other please specify ____________
IX. Experience
a) Below 2 years b) 3-5 years c) Above 5 years
Other details:
2. Number of working days per month:
a)20-22 b)23-25 c)25-28 d)29-31
3. How many days in the company?

a) 0 b) 1-5 c) 6-10 d) 10-15
4. How long you are working in the company?
a)<5years b)<10 years c)> 10 years
5. Rate the factors below according to the satisfaction level
Highly
satisfied
Satisfied Neutral Dissatisfied Highly
dissatisfied
workload
Working hours
Management
policy
Working
environment
Relationship
with
supervisors
6. Does your leave will affect the company output?
a) Yes b) No
7. How much your company utilizing the employee skills
a)Good b) Fair c)Poor
8. Are you satisfied your compensation at the time of your leave?
a) Highly satisfied b) Satisfied c) Dissatisfied d) Neutral
e) Highly dissatisfied
9. Are you satisfied with your existing job?

10. How do you feel about facilities provide about by the company
11. Flexibility and independence allowed?
12. What is the producer for talking leave in your organization?
a) Give a leave letter b)Not give a leave letter c)Asking permission d)No leave
13. Reason for talking leave?
a)Personal problem b)Health problem c)Finance problem
d)Working environment e)Other
14.how often do you absent due to transportation problem?
a) In some class b) Often c) rare d) Not at all
15.are you affect by the infectious diseases?
a) Yes b) No
16. Is it possible to get leave whenever you want?
a) Yes b) No
17. Do you tell insufficient rest pause is one of the reasons for absent?
a)More b)Less c)Tolerable

18. What type motivation technique adopted for employees regular to the work?
a)Incentives b)Bonus c)Allowance
19. Does the company helps in your personal problem?
a)Some case b)Often c)Not at all
20. Dou you need counseling in the company for your personal matter affecting you taking leave
often?
a)Yes b)No
21.To reduce absenteeism which shifts do you prefer if it is adopted?
a) General shift b) Weekly shift c) Monthly shift
22. Do you have freedom to change your shift for your convenience?
a) Yes b) No c) Rare
23. Do you need additional leave?
a) Yes b) No
24. What type of facilities does you except from the management to reduce absenteeism?
a)Medical facilities b)Transport facilities c)Others ,please
specify________
25.Any suggestion to reduce
absenteeism____________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________

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