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Absenteeism of Employees
atAgron Remedies Private Limited
(DISSERTATIO REPORT S!"#ITTED TO$ARDS
PARTIAL %!L%ILL#ET O% #ASTERS O% "!SIESS
AD#IISTRATIO DE&REE'
ACADEMIC SESSION
)*+,*)-
!nder t.e g/idan0e of1 S/bmitted "y1
Varun Dixit [HR]
Shefali Bhatnagar
Bharti Sharma
COLLEGE ADDRESS:
Amity University
Sector 125, Noida ,
Uttar Pradesh 201313
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2ERTI%I2ATE %RO# T3E %A2!LT4 &!IDE
This is to certify that the project work entitled 2ORPORATE SO2IAL
RESPOSI"ILIT4 I E#ER&I& #AR5ETS, is a bonafide work carried ot by
Ms!Shefali "hatna#ar, a candidate for the M"A $%&'()%&'*+ ofAmity Universitynder y
#idance and direction!
Signature of the Guide
Varun Dixit
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PRE%A2E
There is a faos sayin# -The theory withot practical is lae and practical withot
theory is blind!.
Absenteeis is a serios workplace proble and an e/pensi0e occrrence for both
eployers and eployees seein#ly npredictable in natre!
1an resorce is an iportant part of any bsiness and ana#in# the is an
iportant task!
Or instittion has coe forward with the opportnity to brid#e the #ap by ipartin#
odern scientific ana#eent principle nderlyin# the concept of the ftre
prospecti0e ana#ers!
To the ephasis on practical aspect of ana#eent edcation the faclty of AMIT2
3NI4E5SIT2 has with a odern syste of practical trainin# of repte andfollowin# ana#eent techni6e to the stdent as inte#ral part of M"A in
accordance with the abo0e obli#ation nder #oin# project in -A#ron 5eedies
7ri0ate 8iited, 9ashipr $Moradabad+! The title of y project is Absenteeism of
Employee
Certainly this analysis e/plores y abilities and stren#th to its fllest e/tent for the
achie0eent of or#ani:ation as well as y personal #oal
S3E%ALI "3ATA&AR
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'!% 5ESEA5C1 = DE4E8O7MENT!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!(
'!> OT1E5 IN
>!> MEAS35EMENT O< A"SENTEEISM!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!'*
>!( 7EC38IA5 ! A"SENTEEISM ) T27ES = T1EI5 CONT5O8!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!%%
>! @3IDE8INES = MEAS35ES
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23APTER ,*
A"O!T 2O#PA4
6
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*;* 2O#PA4 PRO%ILEA#ron 5eedies is a well established ISO &&';%&&& Certified Copany of
7haracetical
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DETAILS
2ompany ame 1 A#ron 5eedies 7ri0ate 8iited
Address 1 A#ron 5eedies 70t! 8td
Moradabad 5d, 9ashipr
3ttaranchal $INDIA+
Level of Offi0e 1 1ead Office
P.one o 1 &(? %?%?
&>? &('
&>? &&%$ebsite 1 www!a#ronreedies!co
Ind/stry 1 7haraceticals "ioTech 5esearch
2ity 1 9ashipr $Moradabad+
State 1 3ttaranchal
2ompany Type 1 Indstry "est
o; of Employees 1 '&&
Se0tor 1 7ri0ate
*; RESEAR23 7 DE
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A#ron 5eedies 7ri0ate 8iited has reinforced its focs on 5=D and has
sbstantially scaled p on its in0estents to bild its capabilities in all the areas of
#eneric research as a short to edi ter strate#y! @eneric dr# de0elopent
encopasses both sall and lar#e olecles! A#ron 5eedies 7ri0ate 8iited
stron#ly belie0es that there are attracti0e opportnities in the hi#hly copetiti0e
#lobal #eneric space, not only in 0anilla #enerics bt also in 0ale added and
difficlt to de0elop cople/ #enerics! The bsiness focs is backed with the bildin#
p of capti0e anfactrin# operations and of coplyin# with the re#latory
standards of the ad0anced arkets!
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A#ron 5eedies 7ri0ate 8iited has state of the art anfactrin# facility located
9ashipr $Moradabad+ to carry ot ost ad0ance research! A#ron 5eedies ) 5=D
has inherent stren#th in analytical cheistry and speciali:ation in creatin# hi#h
6ality forlations as per the re6ired specifications!
10
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*;6 OT3ER I%OR#ATIO
DEPART#ETS
'+ Distr ibtion Departent
%+ + 1!5 Departent
+' Sales and Adinistration departent alon# with Marketin# = Sales!
RE2R!IT#ET AD I2ETI
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23APTER ,
RESEAR23#ET3ODOLO&4
12
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;* RESEAR23 #ET3ODOLO&4
The research re0eals that one of the ajor probles is absenteeis in or indstry!
Absenteeis hinders plannin#, prodction, efficiency and fnctionin# of the
or#anisation! In fact hi#h rates of absenteeis affect an or#anisation state of health
and also sper0isory and ana#erial effecti0eness!
*' O"=E2TI
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; LITERAT!ER RE&H ore
pre0alent in the winter onths and alost %&H less so drin# the ser onths!
Seasonality is ch less e0ident in fll)week absences!
; #aria@os Romero and 4o/ng,S/n Leehas written a research paper Aational
Portrait of 2.roni0 Absenteeism in t.e Early &rades; In this paper he focsed on
the followin# points;
$i+ 1ow widespread is the 7roble of Early AbsenteeisK
$ii+ Does Family IncomesImpact Early Absenteeism?
$iii+ Bhat is the Ipact of Early Absenteeis on Acadeic Achie0eentK
6; #orten ordberg and 5n/t RBed has written a research paper Absenteeism9
3ealt. Ins/ran0e9 and "/siness 2y0les; In this he wants to e0alate how the
econoic en0ironent affects worker absenteeis and he also isolate the casal
effects of bsiness cycle de0elopents on work)resption prospects for on#oin#
absence spells, by conditionin# on the state of the bsiness cycle at the oent of
entry into sickness absence!
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The athor finds that
$i+ That bsiness cycle ipro0eents yield lower work)resption rates for
persons who are absent, and hi#her relapse rates for persons who ha0e already
resed work!
$ii+ That absence soeties represents a health in0estent, in the sense that
lon#er absence JnowG redces the sbse6ent relapse propensity!
$iii+ That the work)resption rate increases when sickness benefits are e/hasted,
bt that work)resptions at this point tend to be short)li0ed!
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6;* REASOS TO 23OOSE T3E PRO=E2TIn y 7@DM I had stdied a sbject Indstrial 5elation! In this sbject I
stdied abot Absenteeis! After stdyin# this topic I want to #ain soe
practical knowled#e on this and try to find ot the cases of Absenteeis!
Initially it appeared to e 6ite a siple project, bt as I started workin# on it
only then I nderstood its real si#nificance!
It is often easier for the or#ani:ations to ake arran#eent to co0er staffs,
which are #oin# to be off for lon# periods! 1owe0er, eployees takin# odd
days off here and this becoe ore probleatic, can ha0e an iediate
ipact!
If reain nchecked, this type of absence can send ot the wron# si#nals to
collea#es who, in soe jobs, are likely to ha0e to co0er for those absent! If
eployers fail to take action, a Jb##ins trnG entality ay eer#e!
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6; A"SETEEIS#
2O2EPT O% A"SETEEIS#
It refers to workers absence fro their re#lar task when he is norally schedle to
work! The accordin# to BebsterGs dictionary
-Absenteeis is the practice or habit of bein# an absentee and an absentee is one
who habitally stays away fro work!.
Accordin# to Labo/r "/rea/ of S.imla; Absenteeis is defined as the total an
shifts lost becase of absence as percenta#e of total nber of an shifts schedled
to work
In other words, it si#nifies the absence of an eployee fro work when he is
schedled to be at work! Any eployee ay stay away fro work if he has taken
lea0e to which he is entitled or on #rond of sickness or soe accident or withot
any pre0ios sanction of lea0e! Ths absence ay be athorised or nathorised,
wilfl or cased by circstances beyond oneGs control!
Maybe e0en worse than absenteeis, it is ob0ios that people sch as alin#erers
and those nwillin# to play their part in the workplace can also ha0e a decidedly
ne#ati0e ipact!
Sch tea ebers need indi0idal attention fro frontline sper0isors and
ana#eent!
Indeed, as pre0ention is better than cre, where sch a proble occrs, it is always
iportant to re0iew recritent procedres to identify how sch indi0idals cae to
be eployed in the first place!
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If they find their sper0isor or job npleasant ) really npleasant ) they look for
le#itiate e/cses to stay hoe and find the with thin#s sch as pset stoachs or
splittin# headaches!
Any effecti0e absentee control pro#ra has to locate the cases of discontent and
odify those cases or eliinate the entirely! In other words, if we deal with the
real reasons tea ebers stay hoe it can becoe nnecessary for the to stay
away!
Any in0esti#ation into absenteeis needs to look at the real reasons for it!
Soeties tea ebers call in sick when they really do not want to #o to work!
They wold not call yo p and say, -IG not coin# in today becase y
sper0isor abses e!.
Or, -IG not coin# in today becase y chair is ncofortable!. Or, -IG not
coin# in today becase the bathroos are so filthyL it akes e sick to walk into
the!.
There are a few essential 6estions to consider at the otset if yo want to ake a
easrable ipro0eent to yor absenteeis fi#res!
Bhy is yor present absenteeis policy ineffecti0eK
Bhere and when is e/cessi0e absenteeis occrrin#K In any cases, nder) trained
sper0isors cold be a contribtin# factor!
Bhat are the real cases for absencesK
It is coonly e/pected that low pay, poor benefits and hi#h workloads will be the
ajor cases!
1owe0er, in neros eployee sr0eys absenteeis #enerally has been identified
as a sypto of low job satisfaction, sb)standard workin# conditions and
consistent ne#ati0e and nfair treatent recei0ed by first)line sper0isors!
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1ow ch foral trainin# ha0e yor sper0isors recei0ed on absenteeis
containent and redctionK If yor answer is none or 0ery little, ay be yo ha0e
fond the soltion!
As with e0ery other eleent within yor or#ani:ation, yo cannot ask a person to
do a job he or she has ne0er been trained to do!
Many han resorces specialists ha0e fond that repetiti0e, borin# jobs copled
with ncarin# sper0isors andor physically npleasant workplaces are likely to
lead workers to ake p e/cses for not coin# to work!
If yor tea ebers percei0e that yor copany is indifferent to their needs, they
are less likely to be oti0ated, or e0en to clock on at all!
One way to deterine the cases of absenteeis is to 6estion yor sper0isors
abot e/cessi0e absenteeis, incldin# what cases it and how to redce it!
Of corse, if yor sper0isors ha0e ade no efforts to #et to know the tea
ebers in their respecti0e departents, they ay not be able to pro0ide reasons!
1owe0er, jst the act of 6estionin# ay #et the ball rollin# and si#nal to yor
sper0isors that their in0ol0eent is iportant!
Once a ana#er finds the real reasons for absenteeis there is another iportant
step! Thro#h open conication, yo need to chan#e the tea eberGs way of
reactin# and respondin# to discontent!
Other probles will no dobt arise in the ftre! If the way of respondin# has not
been re0iewed, then the sae cycle is likely to start al l o0er a#ain!
So, often absenteeis probles can be sheeted back to the sper0isor le0el and to
nsatisfactory workin# conditions! Bithot ipro0eent in these areas, yo can
e/pect yor hi#h rate of absenteeis to contine!
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6;6 MEAS35EMENT O< A"SENTEEISM percent is
considered standard+!
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6;+ PE2!LIAR %EAT!RES O% A"SETEEIS#
On the basis of stdies ndertaken certain obser0ations ay be ade;
a+ The rate of absenteeis is lowest on paydayL it increases considerably on the
days followin# the payent of wa#es and bons! The le0el of absenteeis is
coparati0ely hi#h iediately after payday! Bhen worker either feel like
ha0in# a #ood tie or in soe other cases retrn hoe to their 0illa#es faily
and after a holiday, has also been fond to be hi#her than that on noral days!
b+ Absenteeis is #enerally hi#h workers below % years of a#e and those abo0e
(&! -The yon#er eployees are not re#lar and pnctal.! 7resably becase
of the eployent of a lar#e no! of new coers aon# the yon#er a#e #rops,
while the older people are not able to withstand the strenos natre of the
work!
c+ The percenta#e of absenteeis is hi#her in the ni#ht shift than in the day shift!
This is so becase workers in the ni#ht shift e/perience #reat discofort and
neasiness in the corse of their work than they do drin# day tie!
d+ Absenteeis in India is seasonal in character! It is the hi#hest drin# March)
April)May, when land has to be prepared for onsoon, sowin# and also in
har0est season $Sept)Oct+ when the rate #oes as hi#h as (&H!
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6;8 2A!SES O% A"SETEEIS#
The 5oyal Coission 8abor obser0ed that hi#h absenteeis aon# Indian labor
is de to rral orientation and their fre6ent r#e for rral e/ods! Accordin# to
Acharaya -In odern indstrial establishent the incidence of indstrial fati#e,
al ntrition and bad workin# conditions a##ra0ate that feelin# for chan#e aon#
indstrial worker and soe tie ipel the to 0isit their 0illa#e hoe fre6ently
for rest and rela/ation!.
The #eneral case of absenteeis ay be sarised as below;)
*' #ALAD=!ST#ET $IT3 %A2TOR4
In factory the worker finds ca#ht within factory walls, he is bewildered by hea0y
traffic, by stran#ers speakin# different and sbjected to strict discipline and is
ordered by coplete stran#ers to do thin#s which he cannot nderstand! As a reslt
he is nder constant strain, which case hi serios distress and ipairs his
efficiency! All these factors tend to persade hi to aintain his contacts with
0illa#e!
' SO2IAL AD RELI&IO!S 2ERE#OIES
Social and reli#ios cereonies di0ert workers fro workers to social acti0ities! In
lar#e nber of cases incidence of absenteeis de to reli#ios cereonies is
ore than de to any other reason!
6' 3O!SI& 2ODITIOS
Borkers also e/perience hosin# difficlties! Arond H of hosin# occpied by
indstrial workers in India is nsatisfactory for healthfl habitations! This leads to
loss the interest in work!
+' ID!STRIAL %ATI&!E
8ow wa#es copel a worker to seek soe part tie job to earn soe side incoe!
This often reslt inconstant fati#e, which copels to reain absent for ne/t day!
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8' !3EALT4 $OR5I& 2ODITIO
Irritatin# and intolerable workin# conditions e/ist in a factory! 1eat, oistre,
noise, 0ibration, bad li#htin#, dst fes and o0ercrowdin# all these affect the
workers health casin# hi to reain absent fro work a lon# tie!
-' A"SE2E O% ADEC!ATE $EL%ARE A2TI
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6;-E%%E2TS O% A"SETEEIS# O
ID!STRIAL PRO&RESSIt is 6ite e0ident that absenteeis is a coon featre of indstrial labor in India!
It hinders indstrial #rowth and its effect in two fold!
*' LOSS TO $OR5ER
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6; AAL4SIS O% 2A!SES
*' %A#IL4 ORIETED 7 RESPOSI"ILITES
It was obser0ed that abot (&H case absenteeis is faily oriented and ore
responsibilities of workers! It increases in har0estin# season!
' SO2IAL 2ERE#OIES
In %& H cases it was fond that social and reli#ios fnctions di0ert worker fro
work!
6' 3O!SI& %A2ILIT4
In abot >&H cases, the workers reain absent becase there is no hosin#
facilities and the workers stay alone and #reat distance fro factory!
+' SI25ESS AD A22IDET
In %&H case the workers reain absent de to ill health and disease and in 'H
cases workers reain absent de to accident!
8' TRASPORTATIO
Most of the workers ha0e to tra0el lon# distance to reach the work place! Most of
the workers are not satisfied with transport facilities!
-' $EL%ARE %A2ILITES
In '>H cases, the workers are not satisfied with welfare facilities!
' $OR5I& 2ODITIOS
In %'H cases, the workers feel that there is not #ood workin# condition, becase
they work in standin# position which cases to reain absence for rela/ation!
' #AA&E#ET S4STE#
Near abot >(H people are dissatisfied with ana#eent syste becase they feel
that their work is not bein# reco#nised and prootions are biased!
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6; A"SETEEIS# , T4PES 7 T3EIR
2OTROL
There are two types of absenteeis, each of which re6ires a different type of
approach!
*; IO2ET A"SETEEIS#
Innocent absenteeis refers to eployees who are absent for reasons beyond their
controlL like sickness and injry! Innocent absenteeis is not clpable which eans
that it is blaeless! In a labor relations conte/t this eans that it cannot be
reedied or treated by disciplinary easres!
; 2!LPA"LE A"SETEEIS#
Clpable absenteeis refers to eployees who are absent withot athori:ation for
reasons which are within their control!
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2O!SELLI& IO2ET A"SETEEIS#
Innocent absenteeis is not blaeworthy and therefore disciplinary action is not
jst ified! It is ob0iosly nfair to pnish soeone for condct which is beyond
hisher control! Absenteeis, no atter what the case, iposes losses on the
eployer who is also not at falt! The daa#e sffered by the eployer st be
wei#hed a#ainst the eployeePs ri#ht to be sick! There is a point at which the
eployerPs ri#ht to e/pect the eployee to attend re#larly and flfill the
eployent contract will otwei#h the eployeePs ri#ht to be sick! At sch a point
the terination of the eployee ay be jstified, as will be discssed!
The procedre an eployer ay take for innocent absenteeis is as follows;
'! Initial consellin#$s+
%! Britten consellin#$s+
>! 5edction$s+ of hors andor job reclassification
(! Dischar#e
*; Initial 2o/nselling
7resin# yo ha0e conicated attendance e/pectations #enerally and ha0e
already identified an eployee as a proble, yo will ha0e et with hi or her as
part of yor attendance pro#ra and yo shold now contine to onitor the effect
of these efforts on his or her attendance!
If the absences are interittent, eet with the eployee each tie heshe retrns to
work! If absence is prolon#ed, keep in toch with the eployee re#larly and stay
pdated on the stats of hisher condition! $Indicate yor willin#ness to assist!+
2o ay re6ire the eployee to pro0ide yo with re#lar edical assessents! This
will enable yo to jd#e whether or not there is any likelihood of the eployee
pro0idin# re#lar attendance in ftre! 5e#lar edical assessents will also #i0e
yo an idea of what steps the eployee is takin# to seek edical or other assistance!
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b+ 1as the eployer pro0ided e0ery assistance possibleK $i !e! consellin#,
spport, tie off!+
c+ 1as the eployer infored the eployee of the nworkable sitation
resltin# fro their sicknessK
d+ 1as the eployer attepted to accoodate the eployee by offerin# a ore
sitable position $if a0ailable+ or a redction of horsK
e+ 1as eno#h tie elapsed to allow for e0ery possible chance of reco0eryK
f+ 1as the eployer treated the eployee prejdicially in any wayK
As is e0ident, a #reat deal of tie and effort st elapse before disissal can take
place!
These points wold be sed to sbstantiate or dispro0e the followin# two fold test!
'! The absences st be shown to be clearly e/cessi0e!
%! I t st be pro0en that the eployee will be nable to at tend work on a re#lar basis in the ftre!
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2ORRE2TI
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records at re#lar inter0als! Bhere a arked ipro0eent has been shown,
coend the eployee! Bhere there is no ipro0eent a written warnin# shold be
issed!
; $ritten $arning
Inter0iew the eployee a#ain! Show hiher the statistics and point ot that there
has been no noticeable $or sfficient+ ipro0eent! 8isten to the eployee to see ifthere is a 0alid reason and offer any assistance yo can! If no satisfactory
e/planation is #i0en, ad0ise the eployee that heshe will be #i0en a written
warnin#! "e specific in yor discssion with hiher and in the consellin#
eorand as to the type of action to be taken and when it will be taken if the
record does not ipro0e! As soon as possible after this eetin# pro0ide the
eployee personally with the written warnin# and place a copy of hisher file! The
written warnin# shold identify any noticeable pattern
If the aont andor pattern contines, the ne/t step in pro#ressi0e discipline ay be
a second, stron#er written warnin#! 2or decision to pro0ide a second written
warnin# as an alternati0e to proceedin# to a hi#her le0el of discipline $i!e!
sspension+ will depend on a nber of factors! Sch factors are, the se0erity of the
proble, the credibility of the eployeePs e/planations, the eployeePs #eneral work
perforance and len#th of ser0ice!
6; S/spension(only after 0ons/ltation Git. t.e appropriate s/periors'
If the proble of clpable absenteeis persists, followin# the ne/t inter0iew period
and iediately followin# an absence, the eployee shold be inter0iewed and
ad0ised that heshe is to be sspended! The len#th of the sspension will depend
a#ain on the se0erity of the proble, the credibility of the eployeePs e/planation,
the eployeePs #eneral work perforance and len#th of ser0ice! Sbse6ent
sspensions are optional dependin# on the abo0e condition!
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+; Dismissal(only after 0ons/ltation Git. t.e appropriate s/periors'
Disissals shold only be considered when all of the abo0e conditions and
procedres ha0e been et! The eployee, pon displayin# no satisfactory
ipro0eent, wold be disissed on the #ronds of hisher nwillin#ness to correct
hisher absence record!
6;F &!IDELIES 7 #EAS!RES %OR
2OTROL O% A"STEEIS#Absenteeis is a disease that appears whene0er a copany fails to inoclate itself
thro#h the se of sond ana#eent practices! To cre e/cessi0e absenteeis, one
has to know the e/act cases and then e/aine the a0ailable, workable and pro0en
soltions to apply a#ainst those cases!
To ebark pon a sccessfl absenteeis redction pro#ra, yo need to
ake sre yo ha0e soe basic inforation and facts abot absenteeis in
yor copany! Consider the followin# for 6estions, which shold help yo
frther focs yor ideas and pt a plan into action!
C! $.y is yo/r present absenteeism poli0y ineffe0tiveH
Absenteeis policies 0ary in effecti0eness! Most ineffecti0e policies I ha0e re0iewed
ha0e a coon denoinator; They allow Qe/csedQ absences, whereas those that do
work are Qno faltQ policies!
C; $.ere and G.en is e0essive absenteeism o00/rringH
Neros stdies ha0e conclded that nder trained sper0isors is one of the ain
cases of absenteeis! Therefore, any copany e/periencin# absenteeis of #reater
than > percent shold consider sper0isors as a potential contribtor to the proble!
@i0en that this ay be the case, yo first shold check the percenta#e of eployee
absenteeis by sper0isor to see if it is concentrated arond one or two sper0isors!
If it is, yoP0e be#n to nco0er the ob0ios))ndertrained sper0isors! If, howe0er,
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yor research re0eals that the rate of absenteeis is alost e6ally distribted
thro#hot yor factory, yo will need to in0esti#ate other possible cases!
C; $.at are t.e real 0a/ses for absen0esH
7eople)oriented copanies are 0ery sensiti0e to eployee opinions! They often
en#a#e in foral ini)stdies to solicit anonyos eployee opinions on topics oftal interest! These confidential worker sr0eys coonly ask for eployee
opinion re#ardin# hi#her)than)noral absenteeis!
In other words, eployees re0ealed that repetiti0e, borin# jobs copled with
ncarin# sper0isors andor physically npleasant workplaces led the to ake p
e/cses for not coin# to work, sch as claiin# to be sick!
One way to deterine the cases of absenteeis is to 6estion yor sper0isors
abot their eployeesP e/cessi0e absenteeis, incldin# what cases it and how to
redce it!
C; 3oG m/0. formal training .ave yo/r s/pervisors re0eived on absenteeism
0ontainment and red/0tionH
If yo find that yor sper0isors hesitate to pro0ide eanin#fl answers to yor
6estions, then yoPre on the ri#ht track toward a soltion! Ask yorself, Q1ow ch
foral trainin# ha0e I #i0en y sper0isors in the areas of absenteeis redction
and han resorces skillsKQ If yor answer is none or 0ery little, yor soltion canPt
be far behind! The fact of the atter is, yo cannot ask a person to do a job he or she
has ne0er been trained to do!
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%olloGing are t.e meas/res to 0ontrol absenteeism1,
*' ADOPTIO O% A $ELL DE%IED RE2R!IT#ET
PRO2ED!RE
The selection of eployees on the basis of coand, lin#istic and faily
consideration shold be a0oided! The ana#eent shold look for aptitde and
ability in the prospecti0e eployees and shold not easily yield or pressre of
personal likes and dislikes! Application blanks shold in0ariably be sed for a
prel iinary selection and tools for inter0iews! The personal officer shold play ore
effecti0e role as coordinator of inforation, pro0ided that he has ac6ired job
knowled#e in the fnction of selection! Eployers shold also take into accont the
fact that selection shold be for eployeeGs de0elopent, their reliance! They shold
as far as possible rely on eployent e/chan#e!
' PRO
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The wa#es of an eployee deterine his as well as his faily standard of li0in#!
This sin#le factor is iportant for hi than other! The ana#eent shold, therefore
pay reasonable wa#es and allowances, takin# into accont the capacity of the
indstry to pay!
+' #OTI
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0anity, etc and sch aterial factori:es n#arded achinery and e/plosi0es,
defecti0e e6ipent and hand tools! Safe ethods of operation shold be ta#ht! In
addition consistent and tiely safely instrction, written instrctions $anal+ in the
re#ional lan#a#e of the area shold be #i0en to the work force!
' 2ORDIAL RELATIOS "ET$EE S!PER
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6;*) T3E "RAD%ORD %A2TOR 7
A"SETEEIS#
"radford
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3oG do organi>ations /se t.e "radford %a0torH
There are no set rles for sin# the "radford
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Settin# these tri##ers is entirely dependent on the or#ani:ation sin# the "radford > '&U & Rwhich does tri##er a warnin# o0er &
2o can see that their score is ore than doble, despite the sall istake! @ettin# the
forla the wron# way rond can ha0e e0en ore si#nificant reslts;
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'& '& % U %&& Rwhich wold tri##er disciplinary proceedin#s o0er %&&
If an or#ani:ation wants to tackle absenteeis effecti0ely, sin# the "radford ation;
T.e 0al0/lation of an employees "radford %a0tor s0ore is based on t.ese
a00/rate9 eK/al and /pdated absen0e re0ords;
#anagement and staff .ave a00ess to /pdated "radford %a0tor s0ores;
Bithot these processes in place the calclation of the "radford
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23APTER,+
AAL4SIS
7
ITERPRETATIO
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0%
0%
!0%
"0%
#0%
$0%
0%
0&! 'ear( !&$ 'ear( $&0 'ear( )0 'ear(
*+r,er
Q. For how many years you are working with AGRON REED!ES "#t. $td.%
Interpretation It can be seen that *H of the workers at A@5ON 5EMEDIES 70t!
8td! are workin# for ore than '& years whereas >*H are workin# for ore than
yrs!
Q. &ow often you remain a'sent in a month%
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nil once twice >twice0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
no of absents in a month
Interpretation ,It can be seen that *H of the workers do not reain absent!
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Q. A((ording to you what are the main reasons for em)*oyees a'sent%
0%10%20%30%40%50%60%70%80%90%
100%
reason for being absent
Interpretation ,Accordin# to *H workers, personal proble is the reason for bein#
absent! (H think that stress can also be the reason!
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Q. +our #iews regarding )resent A'senteeism "o*i(y of AGRON REED!ES "#t.
$td.%
excellent good fair oor
0%
10%
20%
30%
40%
50%
60%
70%
80%
!iews regarding absenteeism olic"
Interpretation ,It can be seen that ?*H workers rate the present absenteeis policy
as #ood whereas %%H rate it as e/cellent!
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well clear good fairl" clear don#t $now
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
clarit" regarding wor$
Q. Are you (*ear a'out your work , -o' res)onsi'i*ities%
Interpretation , It can be seen that (H of the workers at A@5ON 5EMEDIES 70t!
8td! are clear re#ardin# their work responsibilities!
Q. Are you satisfied with your work%
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well satisfied good fair not satisfied
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
satisfaction regarding wor$
Interpretation ,%H of the workers are flly satisfied with their work whereas '*H
workers think their work as #ood!
Q. Views regarding working en#ironment of AGRON REED!ES "#t. $td.%
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excellent good fair oor
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
!iews regarding wor$ing en!
Interpretation , %H workers feel that the workin# en0ironent at A@5ON
5EMEDIES 70t! 8td!is #ood = '(H feel it as e/cellent
Q. +our re*ations with your su)eriors%
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excellent good fair oor
0%
10%
20%
30%
40%
50%
60%
70%
80%
relations with s&eriors
Interpretation , ?*H workers ha0e #ood relations with the speriors whereas %%H
ha0e e/cellent relations with the speriors!
Q. +ours su)eriors 'eha#iour towards your )ro'*em%
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excellent good fair oor 0%
10%
20%
30%
40%
50%
60%
s&eriors beha!io&r towards "o&r roblems
Interpretation , (%H workers think that their speriorGs beha0ior toward their
probles is e/cellent = *H workers consider it as #ood!
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excellent good fair oor
0%
10%
20%
30%
40%
50%
60%70%
80%
90%
facilities ro!ided at 'oman"
Q. +ours #iews regarding fa(i*ities )ro#ided AGRON REED!ES "#t. $td.%
Interpretation M *H workers consider that facilities pro0ided to the are #ood
whereas '&H consider the as e/cellent!
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23APTER,8
2O2L!SIO9
S!&&ESTIOS
7
LI#ITATIO
2O2L!SIO
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*H are workin# for ore than yrs!
%+ Alost *H of the workers do not reain absent!
6' Accordin# to *H workers, personal proble is the reason for bein# absent!
(H think that stress can also be the reason ;
(+ Alost ?*H workers rate the present absenteeis policy as #ood whereas
%%H rate it as e/cellent!
+ Alost (H of the workers at A@5ON 5EMEDIES 70t! 8td! are clear
re#ardin# their work responsibilities!
*+ %H of the workers are flly satisfied with their work whereas '*H workers
think their work as #ood!
?+ ?* H workers ha0e #ood relations with the speriors whereas %%H ha0e
e/cellent relations with the speriors!
+ (%H workers think that their speriorGs beha0ior towards their probles is
e/cellent = *H workers consider it as #ood!
S!&&ESTIOS AD RE2O##EDATIOS
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Absenteeis is a serios proble for ana#eent becase it in0ol0es hea0y
additional e/penses! The ana#eent shold take the followin# easres to redce
the rate of absenteeis;)
'+ Provide In0entives) An incenti0e pro0ides an eployee with a boost to their
oti0ation and a0oid nnecessary absenteeis! Incenti0es like two hors of
bons pay for e0ery onth of perfect attendance can ipro0e a lot!
%+ Employee Assistan0e Program, If yo confront an eployee abot his or her
fre6ent absenteeis and yo find ot that it is de to personal probles refer
the to EA7!
>+ Si0?ness Reporting Tell eployees that they st phone in as early as
possible to ad0ise why they are nable to ake it to work and when they
e/pect to retrn!
(+ Ret/rn to $or? IntervieG ) Bhen an eployee retrns to work then ensre
that they ha0e a Jretrn to work inter0iewG!
8' "radford fa0torcan also be sed to identify and cre e/cessi0e absenteeis!
In the end to conclde this report I wold like to specify that the project allotted to
e on A"SENTEEISM was of iense help to e in nderstandin# the workin#
en0ironent of an or#ani:ation, thereby pro0idin# a firsthand practical e/perience!
In this project while identifyin# the reasons of absenteeis of the workers of
AGRON REE!"E# $%t& 'td&, (ashipur )oradabad* I #ot an opportnity to
interact with workers to obser0e their beha0ior and attitde!
In the end I wold once a#ain like to thank the people ofA&RO RE#EDIES Pvt;
Ltd; who helped e in accoplishin# this project and boostin# y orale by
appreciatin# and reco#ni:in# y efforts!
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LI#ITATIO O% T3E ST!D4
There are soe liitations for research which are as follows;)
a+ As it was not possible to 0isit each departent the tre pictre of workin#
condition cold not be jd#ed!
b+ The workers were bsy with their work therefore they cold not #i0e eno#h
tie for the inter0iew!
c+ The personal biases of the respondents i#ht ha0e entered into their response!
d+ Soe of the respondents #i0e no answer to the 6estions which ay affect the
analysis!
e+ 5espondents were relctant to disclose coplete and correct inforation
"ecase of a sall period of tie only sall saple had to be considered which
doesnGt actally reflect and accrate and intact pictre!
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"I"LIO&RAP34
*; "oo?s
a! Indstrial 5elation)%&&?, Arn Monappa!
b! Indstrial 5elation, Trade 3nion and 8abor 8e#islation)%&&, 7!5!N Sinha!
c! Indstrial 5elation and 8abor 8aws)%&&, S!C Sri0asta0a!
d! Dynaics of Indstrial 5elation)%&&, C!" Maoria!
e! Indstrial 5elation)%&&*, C!S 4enkata5aan!
; Resear0. Papers
a! Ernest "! Akyeapon#, Trends and seasonality in Absenteeis!
b! MariajosV 5oero and 2on#)Sn 8ee, A National 7ortrait of Chronic
Absenteeis in the Early @rades!
c! Morten Nordber# and 9nt 5Wed, Absenteeis, 1ealth Insrance, and
"siness Cycles!
>! $eb Sites
a! www!a#ronreedies!co
b! www!hr#lossories!co
c! www!hr)#ide!co
57
http://www.agronremedies.com/http://www.hrglossories.com/http://www.hr-guide.com/http://www.agronremedies.com/http://www.hrglossories.com/http://www.hr-guide.com/ -
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AE:!RE
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QUESTIONNAIRE
(ersonal )nformation
Nae $Optional+ XXXXXXXXXXXXXXXXXXXXXXX
A#eXXXXXXXXXX! Se/XXXXXXXXX!!XX
'+ + Accordin# to yo what is the ain reason for eployees absentK
$a+ 1ealth proble doestic reasons $b+ Stress
$c+Bork dissatisfact ion $d+ Borkin# en0ironent
$e+ Others $7lease Specify+!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
(+ 2or 0iews re#ardin# the present Absenteeis 7olicy of A@5ON 5EMEDIES
70t! 8td!K
$a+ E/cellent $b+ @ood
$c+
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*+ Are yo satisfied with yor workK
$a+ Bell satisfied $b+ @ood
$c+