A STUDY ON THE FACTORS THAT CONTRIBUTES TO ABSENTEEISM

AT

PANTALOONS RETAIL INDIA,VELACHERY

Project Report submitted in partial fulfillment of the

requirement for the degree of

BACHELOR OF BUSINESS ADMINISTRATION

UNIVERSITY OF MADRAS

By

ALAN CHARLES.P

Register No. 106BU123

Under the guidance of

Mr./ Ms. SERRENA

DEPARTMENT OF BUSINESS ADMINISTRATION

MADRAS CHRISTIAN COLLEGE (AUTONOMOUS)

TAMBARAM EAST, CHENNAI-600059

MARCH 2012

1

CERTIFICATE

This is to certify that ALAN CHARLES.P has completed her/ his project, on

‘ABSENTEEISM’ under my guidance.

It is her/ his own work fully and to the best of my knowledge and belief that

it has not been used for the award of any degrees in this university or

anywhere else and I am satisfied with her effort in this connection.

Head of Department Project guide

Date: Date:

2

VIVA VOCE EXAMINATION

This is to certify that the report on ‘ABSENTEEISM’ submitted by ALAN

CHARLES.P for partial fulfillment for the Bachelor in Business

Administration degree is a record of research work done by her during the

year 2011-2012

This study represents independent work on the part of the candidate.

Internal Examiner External Examiner

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Declaration

I hereby declare that the internship titled “ABSENTEEISM” is based on the

original work carried out by me under the guidance of Mrs. ABIRAMI, HR

manager PANTALOONS RETAIL INDIA LTD,PHONEIX MARKET

CITY and Ms.SERRENA, faculty guide at college, submitted to Madras

Christian College in partial fulfillment of the requirement of the course of

study.

ALAN CHARLES.P

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ACKNOWLEDGEMENT

I am delighted to express my sincere thanks to our beloved Principal Dr. R.M. ALEXANDER JESUDASAN, M. Sc., Ph.D. I am also grateful to him for providing an excellent environment at our college. I am bound to express my thanks to Mr. D. ARMSTRONG DOSS, M.B.A., M.PHIL. our Head of the Department for his valuable suggestion and encouragement during the period of this work. I like to “Thank” my faculty Mrs. SERRENA, for her efforts towards the completion of this project successfully.

My heartfelt thanks are due to MRS. ABIRAMI (HR manager), for allowing me to do the project in their esteemed organization.

I take this opportunity to acknowledge the help rendered by my friends during the course of the project work who are the pillars of strength and a great source of motivation for me, during this project work.

ALAN CHARLES.P

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LIST OF CONTENTS

S. NO CONTENTS PAGE NO.

1. Executive summary & Introduction 11

2. Objectives & Limitations of Study 15

3. Review of literature 18

4. Research Methodology 25

5. Company Profile 29

6. Data Analysis and Interpretation 40

7. Findings 51

8. Suggestions 53

9. Conclusion 55

10. Annexure 57

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LIST OF TABLES

S.No Name of the Table Page No.

1. Table showing the job satisfaction level. 41

2. Table showing the working condition in Pantaloons. 42

3. Table showing the intervals between the working hour. 43

4. Table showing whether the company providing adequate

number of leave.

44

5. Table showing the refreshment and restroom facility. 45

6. Table showing the working hours. 46

7. Table showing the relationship between peers. 47

8. Table showing whether the superior takes the suggestion

before making a decision.

48

9. Table showing the satisfaction level with the incentives 49

7

provided to you with the organization.

10. Table showing the interest in job.

50

8

LIST OF FIGURES

S.No

Name of the Figure Page No.

1. Figure showing the job satisfaction level. 41

2. Figure showing the working condition in Pantaloons. 42

3. Figure showing the intervals between the working hour.

43

4. Figure showing whether the company providing adequate

number of leave.

44

5. Figure showing the refreshment and restroom facility. 45

6. Figure showing the working hours. 46

7. Figure showing the relationship between peers. 47

9

8. Figure showing whether the superior takes the suggestion

before making a decision.

48

9. Figure showing the satisfaction level with the incentives

provided to you with the organization.

49

10. Figure showing the interest in job.

50

10

EXECUTIVE SUMMARY

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Executive summary:

Absenteeism is probably one of the biggest problems that a manager has to handle on an ongoing basis as it impacts on service delivery, staff morale, and could lead to financial losses. If the cause has been identified and solutions implemented and an employee continues to be absent from his/her workstation then the only solution would be normal disciplinary procedures.

It is generally accepted that in terms of common law a contract ofemployment is based on an agreement between two parties: an employer and an employee. The employee has a fundamental obligation to tender his/her services to the employer. If this is done then the employer is contractually obliged to pay the employee for services rendered. When an employee fails to report for work the employer would record this absence as absenteeism,

Absenteeism, however, usually has different meanings for employersand employees respectively. From an employer’s perspective absenteeism is a huge problem as it impacts on service delivery, puts pressure on those employees who are working, highlights the health and safety ramifications in some workplaces, and could lead to loss of revenue.

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INTRODUCTION

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INTRODUCTION:

Absenteeism is broadly defined asbeing absent from a workstation. This could include, for example, being off sick, taking extended tea/lunch breaks, doing shopping during worktime, absenting oneself without leave. In these examples the employeeintends returning to work hence the need for management to tackleabsenteeism so that the employees can accept their obligations to tender a service.

Types of absenteeism: Scheduled absenteeism Un scheduled absenteeism

Scheduled absenteeism: Scheduled absenteeism refers to events that are planned well in advance, such as vacations, so the employer is able to make allowances for the absence. Some companies offer a specific amount of either paid or unpaid vacation time each year that can be used for these types of absences. In some cases employees are able to keep unused vacation days for the next year, though other companies reset the allotted time each year to prevent excessive workplace absenteeism.

Un scheduled absenteeism: Unscheduled workplace absenteeism is caused by events that cannot be planned out in advance. These absences are often caused by sudden medical or family emergencies, transportation breakdowns, or other unforeseen circumstances. Workplace policies differ in regards to unscheduled absenteeism, and employees may or may not be paid for this type of time off. Some employers offer a number of either paid or unpaid personal days that can be used to excuse these types of absences.

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OBJECTIVESAnd

LIMITATIONS Of

STUDY

15

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

To identify and measure the various factors which contributes to ABSENTEEISM at PANTALOONS RETAIL INDIA Ltd.

SECONDARY OBJECTIVE:

Measure and analyse the factors which contributes to absenteeism.

Arriving at findings and suggestions to minimize absenteeism.

Study on facilities to workers at Pantaloons retail India ltd.

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LIMITATIONS OF THE STUDY:

No matter what efforts were put in the collection of data, the study faced some limitations. Some of the problems faced were:

Limited time period : the time period allotted for the study was short. Therefore, many aspects could not be explored.

Small no. of respondents: the number of employees willing to respond was limited.

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REVIEWOf

LITERATURE

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REVIEW OF LITERATURE

Effect of absenteeism:

The first victims of absenteeism are workers themselves. In spite of the facts that workers would not like to remain absent without wages but in avoidable circumstances and for self -illness they remain absent.

The effects of absenteeism are not only felt by the company but by the employees. Other employees will have to work harder during the absence of a co-worker; if that employee is crucial to the workflow, then the absence can majorly disrupt a project. The absent employee also may feel isolated, especially if he or she depends on work for social interaction. If customers depend on that employee — or on a rapid response that is missing because of staff shorthandedness — the customer may be disappointed or frustrated and leave the business as a result of employee absence.

The effects of absenteeism on a business are obvious. The workers who show up for work will have to work harder to ensure the project is done in the same amount of time. If the absent employee is important to the workflow, whether because of a particular skill or information, then work will be disrupted and the project may be impossible to finish. This costs the business money and causes a great deal of stress for the company as a whole, especially if absenteeism is a frequent problem.

For the customer, the effects of absenteeism may result in customers leaving the business and finding a new one to frequent. This may be because the absent employee was that customer’s contact and, without him or her present, the customer may feel uncomfortable or not get the necessary level of service. If a customer expects a quick response but is asked to wait an

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unusually long time because other employees are covering their own customers and those of the absent worker, that customer also may leave out of frustration with the delayed response.

Common causes of absenteeism:

Employee absenteeism can be a serious problem. Some employee absenteeism is to be expected because people get sick or have to take care of family emergencies. When the absentee rate rises above 3 percent, however, this lost productivity can adversely impact company profits. In addition to lost productivity, the company may incur the extra expenses of sick pay, overtime pay, and the cost of hiring replacements for absent employees. There are many factors besides illness and injury that can contribute to employee absenteeism, including authoritarian managers, stressful relationships with coworkers, problems finding day care, and harassment.When employees call in sick, the reason isn’t often because they are truly ill. Most absences not due to illness are caused by stress. There are numerous factors that can cause stress in the workplace, but the number one reason is dissatisfaction with a supervisor’s management style.

Untrained managers may not know how to motivate employees and keep up morale. Some managers display authoritarian styles, micromanaging employees, bossing them around, and causing severe stress. If the reason for employee absenteeism is traced to management, providing some extra training in effective management styles may eliminate the problem so that attendance improves.

Another factor the company should examine when there is a high rate of employee absenteeism is the work environment. A noisy environment makes it difficult for employees to concentrate and can cause stress. Bland environments, such as windowless cubicles done in monotone shades of

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beige or grey, may cause boredom and decreased motivation. Poor air circulation and uncomfortable room temperatures are other factors that can lower morale and make it uncomfortable for employees to show up for work.

Sometimes, responsible employees who are satisfied with their jobs cannot make it to work because of child care issues. For example, a babysitter who is providing child care may occasionally get sick and not be available, leaving the parent no option but to stay home. A parent may run into problems getting to work if there is no reliable day care available in a location convenient to the workplace. Some companies have addressed these issues by providing on-site day care.If there is a problem with chronic employee absenteeism that affects a number of workers, chances are that the issue is company-related and not due to problematic employees. Interviewing workers to find the reason behind the absenteeism will show them that the company cares, and this can improve morale. Once the factors causing the high rate of employee absenteeism are addressed, the rate of employee absenteeism should decrease.

How do I manage employee absenteeism??

Many companies have an absentee policy that gets communicated to employees upon being hired. There are times, however, when absenteeism becomes out of hand and seemingly unmanageable by a superior. Broad absentee guidelines may be created or brought to the attention of an entire team so that one individual employee does not feel singled out. Also, professionals in a human resources department may be used to step in when someone is missing too much work so that it does not create a strain between the manager and the employee.Excessive absenteeism can be a financial drain not only on a department but an entire company. Businesses can lose money, and relationships can become compromised. Attending employees may feel overworked by having

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to take on the burden of the missing worker's responsibilities. While being absent for a sickness, injury, or another personal matter is a necessary function of the job market, problems arise when privileges are abused. It is the responsibility of a manager to communicate and enforce some absentee procedures so that employees know what is expected of them and any potential consequences to violating those rules or at least to make sure employees are aware of those parameters.

Create a written work attendance policy, and distribute it to all members of a team or entire company. Require that each employee, present and new, sign the policy to show that the expectations are understood. Employees do not want to be treated as children, but if there is abuse of this policy, there may need to be a warning system or some type of consequence given. For instance, if an employee's absenteeism surpasses a certain number of days over a period of time, issue a letter alerting this individual about the status and potential repercussions.

An open communication system between a boss and employees can help to curb excessive absenteeism. If an employee is feeling stressed about the workload or other work relationships, this problem can manifest itself through missing work. By creating an environment where an employee is free to unload some of those concerns, the emotional well-being of the employee may be helped, which can reduce absenteeism.

As soon as it appears that an employee is having attendance problems, schedule a meeting with the individual. Find out if there are personal problems occurring at home or if it is work related. Introduce a member of the human resources team if necessary, or just work together with the individual to devise ways improve work attendance.

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How can absenteeism be reduced????

Reducing absenteeism in the workplace is important to the health of any business. When troubled by excessive absenteeism, the company is likely to experience decreases in production, lower morale among employees in general, and as a result enjoy a cash flow that is less than ideal. In order to reduce the number of absences experienced on a recurring basis, it is important for managers and human resource personnel to identify the causes of absenteeism that are relevant to their employees, address those causes, and hopefully be able to salvage the situation and help their employees be on the job with more regularity.There are many different causes of absenteeism. Some have to do with the working conditions on the job. A good way to find elements that promote employee absenteeism is to look at the work environment itself. Making sure the employee has a safe place to work and the resources necessary to manage assigned tasks will often make a big difference in morale building and reducing absenteeism that is experienced due to frustrations with the job assignments.

Matching employee talents to essential tasks goes a long way toward reducing absenteeism in the workplace. By drawing on the strengths of employees and making sure they are in the right positions will go a long way toward motivating an employee to show up for work every day. Employees who feel competent in their assigned responsibilities are more likely to not only show up for work but to be more productive during working hours.

Looking closely at management styles and how owners and managers communicate with employees will also aid in reducing absenteeism. Employees who are well informed on what is happening in the company, and also feel free to discuss concerns, ideas, and questions with their

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managers are more likely to feel loyal to the business and want to be at work each day. Empowering employees to make decisions, within the bounds of current policies and procedures, with the aid and support of the managers will also often reduce the desire to stay out of work.At times, reducing absenteeism may require considering that personal issues may be impeding the motivation for an employee to be at work. This may include personal issues with other employees, such as bullying in the workplace, financial difficulties, or even health issues such as depression or anxiety. Counseling with the employee to encourage him or her to open up about what issues are interfering with work attendance, then taking positive steps to aid that employee in overcoming those obstacles whenever possible, will go a long way toward improving the employee’s attitude about work and may also build additional loyalty that results in a more consistent attendance record.

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RESEARCHMETHODOLOGY

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RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are all generally adopted by a researcher in studying his research problem along with the logic behind them. Research Methodology is the outer cover of the research design.

Meaning of Research:

Research is defined as “a scientific & systematic search for pertinent information on a specific topic”. Research is an art of scientific investigation. Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem is a research.

RESEARCH DESIGN:

A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. The design is such studies must be rigid and not flexible.

The Research Design can be of the following types:

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Exploratory Research Design Descriptive and Diagnostic Research Design Experimental Research Design

The present study is exploratory in nature, as it seeks to discover the current situation. The Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in the enterprise regarding which in depth study can be conducted by management.

DATA COLLECTION:

For any problem to be analysed and solved data is a must. Data should be collected and interpreted for gaining a better understanding of the problem. The first step of any research design is the collection of data. Data can be collected from two sources as follows.

Primary source:

Primary data is collected afresh and for the first time and thus happens to be original in character.

There are several methods in collecting primary data:

Observation method

Interview method

Through questionnaire

Secondary source:

It is that data which had already been collected by someone else and already been passed through the statistical process. Therefore, secondary data

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involves only data segregation, which is merely that of compilation. Secondary data may either be published data or unpublished data.

Some sources of published data are available from:

Various publication of central, state and local governments

Technical and trade journals

Books ,magazines and news papers

Internet

Sampling:

The technique I have chosen is simple random technique which has been very useful, realistic and convenient to collect information from a various employees at a time .This technique helped to choose a group of people which made the work easy .The sample size is 50 members.

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COMPANYPROFILE

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COMPANY INTRODUCTION:

Pantaloon Retail (India) Limited, is India’s leading retailer that operates multiple retail formats in both the value and lifestyle segment of the Indian consumer market. Headquartered in Mumbai (Bombay), the company operates over 12 million square feet of retail space, has over 1000 stores across 71 cities in India and employs over 30,000 people.

The company’s leading formats include Pantaloons, a chain of fashion outlets,  Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a supermarket chain, blends the look, touch and feel of Indian bazaarswith aspects of modern retail like choice, convenience and quality and Central, a chain of seamless destination malls. Some of its other formats include Brand Factory, Blue Sky, aLL, Top 10 and Star and Sitara. The company also operates an online portal, futurebazaar.com.

A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a large-format home solutions store, Collection, selling home furniture products and eZone focussed on catering to the consumer electronics segment.

Pantaloon Retail was recently awarded the International Retailer of the Year 2007 by the US-based National Retail Federation (NRF) and the Emerging Market Retailer of the Year 2007 at the World Retail Congress held in Barcelona.

Pantaloon Retail is the flagship company of Future Group, a business group catering to the entire Indian consumption space.

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Future Group

Founders:

Kishore Biyani    Group CEO, Future GroupAnil Biyani    Director, Future Group Rakesh Biyani    Director, Future Group Sunil Biyani    Director, Future Group Vijay Biyani    Director, Future Group

Future Group understands the soul of Indian consumers. As one of India’s retail pioneers with multiple retail formats, we connect a diverse and passionate community of Indian buyers, sellers and businesses. The collective impact on business is staggering: Around 300 million customers walk into our stores each year and choose products and services supplied by over 30,000 small, medium and large entrepreneurs and manufacturers from across India. And this number is set to grow.Future Group employs 35,000 people directly from every section of our society. We source our supplies from enterprises across the country, creating fresh employment, impacting livelihoods, empowering local communities and fostering mutual growth.We believe in the ‘Indian dream’ and have aligned our business practices to our larger objective of being a premier catalyst in India’s consumption-led growth story.

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Every day, Future Group brings multiple products, opportunities and services to millions of customers in India. Through over 17 million square feet of retail space, we serve customers in 93 cities and 60 rural locations across the country. Most of all, we help India shop, save and realize dreams and aspirations to live a better quality of life every day.

Future group companies:

Services:

While retail forms the core business activity of Future Group, group subsidiaries are present in leisure and entertainment, brand development, retail real estate development, retail media and logistics. Some of our other businesses include, mobile telephony brand, T24, operated in association with Tata Teleservices, a supply chain and logistics infrastructure company, and a company engaged in providing educational and training services through three Future Innoversity campuses in Ahmedabad, Bangalore and Kolkata.

Our mission

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We share the vision and belief that our customers and stakeholders shall be served only by creating and executing future scenarios in the consumption space leading to economic development.

We will be the trendsetters in evolving delivery formats, creating retail realty, making consumption affordable for all customer segments – for classes and for masses.

We shall infuse Indian brands with confidence and renewed ambition. We shall be efficient, cost- conscious and committed to quality in whatever

we do. We shall ensure that our positive attitude, sincerity, humility and united

determination shall be the driving force to make us successful.

Our values

Indianness: Confidence in ourselves. Leadership: To be a leader, both in thought and business. Respect & Humility: To respect every individual and be humble in our

conduct. Introspection: Leading to purposeful thinking. Openness: To be open and receptive to new ideas, knowledge and

information. Valuing and Nurturing Relationships: To build long term relationships. Simplicity & Positivity: Simplicity and positivity in our thought, business

and action. Adaptability: To be flexible and adaptable, to meet challenges. Flow: To respect and understand the universal laws of nature.

Future Group's strategy is aimed at achieving inclusive, sustained and profitable growth with three levers

Customer-orientationThe bottom line in each of our retail success stories is "know your customer". Insights into the soul of Indian consumers - how they operate, think, dream and line - helps us innovate and create differentiating functionally.Continuous-innovation

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As India's largest retailer, we understand the importance of innovation. We rethink strategies and realign businesses with increasing agility to provide diverse customer groups with refreshingly different retail experiences.Collaborative transformationCreating a collaborative environment combining our strengths with our suppliers and vendors helps us create immense value for our customers which in turn fosters matual growth.

Recognition

2012CISO Award 2012

Future Group was felicitated for using Information security technology in the most effective and innovative mannerGolden Spoon Awards 2012

Most Admired Food and Grocery Retailer of the Year for its Private Labels in Big Bazaar – Future Group

Retail Professional of the Year for innovation in Private Brands- Mr. Devendra Chawla, President – Food & FMCG CategoryImages Fashion Awards (IFA) 2012

Most Admired Private Label Retailer - PantaloonsET Retail Awards 2012

FedEx Most Trusted Retailer of the Year Award – Big Bazaar TRRAIN Retail Employee of the Year Award – Mr. Jitendra Kalyani, Big

BazaarRecognition by CMO Council, USA and CMO Asia

Master Brand Award - Future Supply Chains Retail Icon of the Year- Mr. Anshuman Singh, MD & CEO, Future Supply

ChainsBloomberg UTV B-School Excellence Award

Best educational institute in Retail- Future Innoversity2011

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Designomics Awards 2011 - Recognising Businesses that build value through Design

Winning Designomist at the World Brand Congress 2011 - Future GroupCNBC AWAAZ Consumer Awards 2011

Most Recommended Modern Retail Brand of the Year in the Popular Choice category- Big BazaarBrand Equity's Most Trusted Brands 2011 awards

Most Trusted Retailer - Big BazaarImages Retail Awards 2011

Most Admired Retailer of the year 2011 in the Home Products Category-HomeTownExcellence Awards & Recognition – 2011 for Finance & Accounting Transformation through Shared Services

Best Shared Service Centre (SSC) for the category of Shared Service Centre Servicing Clients in an Indian Sub-Continent- nuFuture Digital India Ltd. (NDIL)Golden Spoon Awards 2011

Most Admired Food & Grocery Retailer of the Year: Private Labels – Food Bazaar

Most Admired Retail Professional in Food & Grocery category – Mr. Damodar Mall, Head, Integrated Food Strategy.Marketing Excellence Awards 2011 held by Indira Group Of Institutes

Best Employer Of The Year - Future Supply ChainsDNA and Stars of the Industry Group Innovative B-school Awards

Star News National B-School Award for being an outstanding B School with an Industry Related Curriculum – Future InnoversityACE (Awards for Customer Excellence) 2011

2011 SAP ACE award in the Best-Run Business in Mobility Adoption - Pantaloon RetailFranchise India Expo 2011

Best Food And Grocery Chain Of 2011 - Food Bazaar Best Value Retailer of 2011 - Big Bazaar Best Brand Licensee In FMCG - Walt Disney Brands By Future Consumer

EnterprisesIndustry Institute Partnership Symposium

Appreciation for contribution to placement of over 75 rural Below Poverty Line youth at McDonalds – Mr. Ayan Thankur, Future Learning

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Star News Brand Excellence (B.E.) Awards Brand Excellence (B.E.) Awards in the Retail Sector - Future Group

ICAI Awards 2011 CFO - Service Sector category – Mr. C.P.Toshniwal

Food Retail & SCM and Agro Logistics: Summit & Awards 2011 Food Supply Chain Company Of The Year In Retail Category - Food

Bazaar

Products profile:

Pantaloons brands

•Agile

•UMM

•Bare Denim

•Bare 7to14

• Chalk

•Rig

•Mix n match

• All •Honey•Biba

•109 F

•Remanika

•Spykar

•Lilliput

•Lee Cooper

•Indus league

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Products:

Fashion: The group offers a variety of options in fashion. Its brands include aLL, Blue Sky, Central, Etam, Fashion Station, Gini & Jony, Navaras, Pantaloons, and Top 10.Home & Electronics: Options include: Collection i – a lifestyle furniture store; Electronics Bazaar – offers branded electronic goods and appliances; e-zone – trendiest electronics items; Furniture Bazaar – entire range of Home Furniture; Home Town– one stop destination for all the home needs.General Merchandise : Options Include: Big Bazaar , Shoe Factory, Brand Factory, Navaras, KB’s FairPrice , Central, Blue SkyLeisure & EntertainmentWellness & Beauty.

Promotion:

They use magazines, newspapers, television, radios , hoardings, internet etc for promoting the brand . They have joint ventures and alliances with many companies to promote the brand.Seasonal Discounts , Sales Discounts during Festivals are offered to attract consumers.

P

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Pantaloons Green card Pantaloons Gree

The Pantaloons greencard membership is free. This means you need not shop for a certain amount or pay a nominal fee to get a GC membership. All you have to do is fill up a simple form and list your choices, which would help Pantaloons keep you informed on any offers that may of interest to you.

Pantaloons greencard offers you unconditional benefits: Instant discounts Complimentary Parking Complimentary Home Drop (after alterations) Relaxed Return Policy (90 days) Complimentary shipping across India Exclusive Sale Preview

And this is not all. For 3/5/7 star GC Members, in addition to all this, they will have exclusive billing counters and a complimentary home delivery.

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And 7 Star GC members can look forward to Assisted Shopping anytime they wish to do so at any of our 51 outlets across the country.

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DATA ANALYSISAnd

INTERPRETATION

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1)How is the Job satisfaction level??

Satisfied Dis-satisfied

Neither satisfied or dis-satisfied

sample size

41 9 0 50Table 1: Job satisfaction level

Satisfied Dis-satisfied Neither satisfied or dis-satisfied0

5

10

15

20

25

30

35

40

45

How is the job satisfation level

No of respondents

Figure1: Job satisfaction level

Interpretation: The above figure shows that 41% of the employees are satisfied with the job.

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2) How is the working condition in pantaloons ?

Good Average Satisfactory Not satisfactory

Sample size

19 18 11 2 50Table 2 : Working condition in Pantaloons

Good Average Satisfactory Not satisfactory0

2

4

6

8

10

12

14

16

18

20

How is the working condition in pantaloons

No of respondents

Figure 2: Working condition in Pantaloons

Interpretation: The above figure shows that 19% of the employees say that the working condition is good,18% say it's average,11%say it's satisfactory and 2% say they are not satisfactory.

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3)How many times intervals do u take in between your working hour?

Three times

Four times More than four Not at all Sample size

12 24 14 0 50Table 3: Intervals taken in between working hours.

Three times Four times More than four Not at all0

5

10

15

20

25

30

How many times intervals do u take in between your working hour

No of respondents

Figure 3: Intervals taken in between working hours.

Interpretation: The above figure shows that 12% of the employee takes three breaks,24% of the employee takes four times break,14% of the employee takes more than four times break.

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4)Is the company providing adequate number of leave when u ask?

Yes No Sample size14 36 50

Table 4: Is company providing adequate leave.

Yes No0

5

10

15

20

25

30

35

40

Is the company providing adequate number of leave when you ask

No of respondents

Table 4: Is company providing adequate leave.

Interpretation:

The above figure shows that 14% of the employees get adequate number of leave when they ask and 36% of the employees do not get adequate number of leave when they ask.

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5) How is the refreshment and restroom facilities ?

Good Average Satisfactory Not satisfactory

Sample size

13 27 10 0 50Table 5: Refreshment and restroom facilities.

Good Average Satisfactory Not satisfactory0

5

10

15

20

25

30

How is the refreshment and restroom facil-ities

No of respondents

Figure 5: Refreshment and restroom facilities.

Interpretation: The above figure shows that 13% of the employees feel good with the refreshment and restroom facilities,27% feel average with the refreshment and restroom facilities,10% feel satisfactory with the refreshment and restroom facilities and none of them feel not satisfactory with the refreshment and restroom facilities.

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6) How is the working hour ?

Very long Long Short Average Sample size

16 28 5 1 50Table 6: Working hour

Very long Long Short Average0

5

10

15

20

25

30

How is the working hour

No of respondents

Figure 6: Working hour

Interpretation: The above figure shows that 16% feel the working hour is long,28% feel that the working is long,5% feel that the working is short and 1% feel that the working hour is average.

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7) How is the relationship between your peers ?

Comfortable Friendly Not comfortable Sample size17 28 5 50

Table 7: Relationship between peers.

Comfortable Friendly Not comfortable0

5

10

15

20

25

30

How is the relationship between your peers

No of respondents

Figure7: Relationship between peers.

Interpretation: The above figure shows that 17% feel comfortable with the peers,28% feel friendly with the peers and 5% feel not comfortable with the peers.

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8) Does the superior takes your suggestions before making a decision ?

Yes No Sample size13 37 50

Table 8: Superior takes your decision before making a decision.

Yes No0

5

10

15

20

25

30

35

40

Does the superior takes your suggestions before making a decision

No of respondents

Figure 8: Superior takes your decision before making a decision.

Interpretation: The above figure shows that 13% feel that the superior take their decision before making a decision and 37% feel that the superior do not take their decision before making a decision.

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9) Are you satisfied with the incentives provided to you with the organization?

Most satisfied

Satisfied

Dis-satisfied

Sample size

12 13 25 50

Table 9:Satisfaction level of the incentives provided.

Most satisfied satisfied dissatisfied0

5

10

15

20

25

30

Are you satisfied with the incentives provided to you with the organisa-

tion

No of respondents

Figure 9: Satisfaction level of the incentives provided.

Interpretation: The above figure shows that 12% of the employees are most satisfied,25% of the employees are satisfied and 13% of the employees are dis-satisfied with the incentives provided.

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10) Do you find the job interesting?

Yes No Sample size

36 14 50Table 10: Do you find the job interesting.

Yes No0

5

10

15

20

25

30

35

40

Do you find the job interesting

No of respondents

Figure 10: Do you find the job interesting.

Interpretation: The above data shows that 36% of the employees do not find the job interesting and 14% of the employees find the job interesting.

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FINDINGS

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FINDINGS BASED ON THE DATA COLLECTED AND INTERPRETED:

Overall satisfaction level of the employees is average.

Major part of the absenteeism is due to the health reason.

Facilities offered to the employees is found to be average.

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SUGGESTIONS

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SUGGESTIONS AND RECOMMENDATIONS:

Incentives should be given for employees who take less holidays so that it motivates them and others to achieve it.

Doing job rotation to the employees so that they won’t get bored of doing the same work.

The employees should be given leave in rotation so that they won’t take leave unnecessarily.

Superiors should take the suggestions made by the employees if they are fair.

There should be a systematic scheme of promotion and economic and non-economic measures to boost worker’s morale.

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CONCLUSION

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CONCLUSION:

Absenteeism is one of the socio-economic evils of industrialization .The advent of industrial revolution opened a new vista of economic growth and development throughout the globe.

The findings of this study revealed the main reason for absenteeism, namely factors associated with Job satisfaction,refreshment & restroom facilty,working hour,Incentive schemes,inadequate reward system of the absenteeism policy.

The recommendations could contribute to effective management of absenteeism and eventual reduction in absenteeism rates.

BIBLOGRAPHY:

Absenteeism and Industrial Development:Causes,Impact & control measures-Kavita Tiwari

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www.Pantaloons .in

www.future group.com

www.wikipedia.com

ANNEXURE

Introduction

All the information that are collected below are only for the purpose of project and it won’t be revealed to anyone.

Age

Gender: Male Female

Experience:

1.How is the Job satisfaction level??

a)Satisfied

b)Dis-satisfied

c)Neither satisfied or Dis-satisfied

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2. .How is the working condition in pantaloons ?

a)Good

b)Average

c)Satisfactory

d)Not satisfactory

3. How many times intervals do u take in between your working hour?

a)Three times

b)Four times

c)More than four

d)Not at all

4. Is the company providing adequate number of leave when u ask?

a)Yes

b)No

5. How is the refreshment and restroom facilities ?

a)Good

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b)Average

c)Satisfactory

d)Not satisfactory

6. . How is the working hour ?

a)Very long

b)Long

c)Short

d)Average

7. How is the relationship between your peers ?

a)Comfortable

b)Friendly

c)Not comfortable

8. Does the superior takes your suggestions before making a decision ?

a)Yes

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b)No

9) Are you satisfied with the incentives provided to you with the organization?

a)Most satisfied

b)Satisfied

C)Dis-satisfied

10)Do u find the job interesting?

a)Yes

b)No

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