A

PROJECT REPORT
ON

“A STUDY OF LABOUR ABSENTEEISM”

with special referene to
―ZENITH STEEL , MIDC SHIROLI ,KOLHAPUR‖

SUBMITTED TO THE
―SAVITRIBAI PHULE PUNE UNIVERSITY‖

IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF THE

DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

SUBMITTED BY

MISS. ARWA KANCHWALA

UNDER THE GUIDANCE OF

PROF. Sachin Vyahare.

SINHGAD BUSINESS SCHOOL

(2018-2020)
 ACKNOWLEDGEMENT
With the completion of my project titled ―recruitment and selection process in Interlink
Capital Advisors Private Limited ―, I would like to extend my sincere gratitude and a word Of
thanks to the people who inspired me to think beyond and to always look for better solution.

Firstly , I would like to thank my project guide Dr.Sachin Vyavhare, whose support was
unflinching & very important in the completion of my report and to give it the final shape.I am
deeply inspired by his profound thoughts, which took me to light whenever the path become
difficult for me to grasp.

I would also like to thank our Director.Dr. Vijaya Puranik, for providing me with such a
wonderful opportunity.

I would like to put my thanks on record to the Managing DirectorMr. Mohit Agarwal who
guided me about the projectin his company and helped me in showing how the work process is
being carried out there.

I would also like to thank all my friends who have helped me make this project. Last but not
the least ; I would like to thank my parents for always being my inspiration.

ARWA KANCHWALA
 Executive Summary
The Human Resources are the most important assets of an organization. The success or failure
of an organization is largly dependent on the caliber of the people working there in without
positive and creative contributions from people. Organization cannot progess and prosper.
In order to achive the goals or the activities of an organization.They need to recruit people with
requisite skills qualification and experience while doing so they have to keep the present as
well as future requirement of the organization in mind.

Recruitment is defind as ―a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selections of an efficient workforce.‖

In order to attract people for the jobs the organization must communicate the positions insuch
a way that job seekers respond to be ost effective. The recruitment process should attract
qualified applicants and provide enough information for unqualified to self select themselves
out.

Recruiters work from resumes or by atively soliciting individuals qualified for positions. A
recruiter’s job includes reviewing candidate’s job experience, negotiating salaries and placing
andidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
employers.
INDEX
SR.NO TOPIC PAGE NO
1 1-4
INTRODUCTION TO THE STUDY

2 INTRODUCTION TO THE 5-11

ORGANIZATION

3 THEORETICAL BACKGROUND 12-17

4 DATA ANALYSIS AND 18-33

INTERPRETATION

5 FINDINGS AND OBSERVATIONS 34

6 CONCLUSION AND SUGGESTIONS 35

7 BIBLIOGRAPHY

8 ANNEXURE
 CHAPTER NO.1
INTRODUCTION TO THE STUDY
1. INTRODUCTION TO THE STUDY
1.1 Introduction:-
Every organizations want to excel in its business but the organization face the problem.These
problems have long term impact on its overall functioning of the organization. Absenteeism is
core of such problems.As it is directly related with actual production in has impact on the long
run
productivity. So the subject has importance from the point view of HRD.
ZENITH STEEL factory, faces the several problems of absenteeism from
last several years. Objects of this research is to analyze and find out why the
workers main absent.
Why they are rolling the unauthorized leave when the adequate leaves as per standing orders
are granted to them. It is also the intention of the researcher to know about direct and indirect
factor responsible to motivate
and demotivate them from working.
During period of 15 days in planet training the researcher has visited different departments and
tired to find out the direct and indirect causes responsible for creating this problems. He also
gets opportunity to observe closely different practices in corporate world to deal with such
types of problem.
The nature of problem and real facts related to problem is summarized in the 46, analysis and
observation. The suggestions related to problem are given in last section.
1.2 PURPOSE OF THE STUDY:-
Researcher wants to understand absenteeism of office employee and
factory workers.
1.3 OBJECTIVES OF THE STUDY:-
2. To study labour absenteeism nature in the organization.
3. To identity the causes of absenteeism.
4. To identify the rate of absenteeism of worker.
1.4 HYPOTHESIS OF THE STUDY :-
Less Labour absenteeism is depend upon the _ healthy
environment and hygiene factors provided by the company.
1.5 RESEARCH METHODOLOGY:- j Research methodology involves adopting various
techniques which are best suited for research and study of the problem for investigations and
analysis of the problem. It starts with data collection from various sourced i.e.
primary and secondary data analysis and interpretation and finally the finding
or conclusion from the analysis.
A) Primary data- Primary data was collected by questionnaire survey. The workmen
selected for the interview purpose were the one which were absent on
previous day of interview and observation.
B) Secondary data-
Secondary data was collected from
• Monthly absenteeism data.
• Leave records of office employees.
• Book/Internet
1.6 SCOPE OFTHE STUDY:-
The study is limited only ZENITH STEELS COMPANY, Kolhapur and the
researcher is focusing on workers absenteeism in period of one year only.

1.7 SIGNIFICANCE OF THE STUDY:-

1) This study helps to indentify the employee’s behavior.
2) Organizations can get lot of knowledge about current situation of
employee’s retention 3) Provide the satisfaction of employee of the organization. 4)
Employee interest increase toward the job.
5) Motivate the employees of the company.

1.8 LIMITATIONS:-
1) As research mainly related with attitude and motivation of the workers. Unknown
factors which are psychological in nature affecting
the absenteeism are not possible.
2) The observation and the findings in the research are based on the
available data at the time.
3) Some workers is not co-operative.
4) The study was limited only to ZENITH STEELS COMPANY.
1.9 CHAPTER SCHERME:-

1) Introduction to the study:-First chapter deals with introduction part which

compromises in purpose objectives, hypothesis, research and limitation of study.
2) Introduction to the organization:-The study second chapter is introduction
to the organization it covers information about ZENITH STEEL COMPANY.
3) Theoretical background:-Third chapter is theoretical background gives the
details information regarding the study to maintain inventory control.
4) Data analysis and interpretation:- Fourth chapter is analysis and interpretation
evaluates data regarding inventory controlling ZENTH STEEL COMPANY.
5) Findings and observations:-The chapter highlights various findings and
observations regarding data analysis and interpretations of ZENITH STEEL
COMPANY.
6) Conclusion and suggestion:-This chapter deals with conclusion based on
this project.
 CHAPTER 2
INTRODUCTIONTO ORGANISATION
2.1 COMPANY PROFILE:- .
Name of the company:- ZENITH STEELS . Constitution of company:- Partnership firm

Name of partner: ShakirHatimaliPatwa, IrfanHatimaliPatwa, ZubedaHatimaliPatwa.

Nature of business: Trading in tools and alloy steel

No. of employees: Management- 3, Staff- 6, Workers- 457

Data of commencement:- 1* September, 1999.

Name of customers:-Menon Engineering Ltd, Shriram Foundry Ltd,

Amrutalndustiries Shantaram Machineries Pvt.Ltd

The kolhapur auto work.

Name of suppliers: Steel Range, Mumbai Mehata Steel, Mumbai Rajesh Steel,

Mumbai

Name of auditors:-Khadilkar and Limaye Associates.

Name of bankers:- Union bank of India IDBI Bank HDFC Bank

2.2 INTRODUCTION TO THE ORGANIZATION :-
Zenith steels was established as a proprietary company in the year 1999 to create a world class
facility capable of supplying alloy steel components. Promoted by a team of highly
experienced and young dynamic entrepreneurs with adecade. The products manufacture by
them meet the highest quality standards and have been guided by a policy which compasses the
vision to be the best in their value system have been well received by customers, whose list
grows constantly.
With young skilled and talented work force at work, the company has taken great studies in
establishing itself as a premier manufacture of sheet
metal press components.

2.3 HISTORY OF ORGANISATION:-

f In 1° September 1999, back to the roots of ZENITH STEEL COMPANY was initially not on
a independent manufacture with the name ZENITH STEEL infact the owner of ZENITH
STEEL that is the father of ShakirPatwa stored manufacture has a head quarters in SHIROLE
in Kolhapur. Mr.HatimaliPatwa in 1999.Than ShakirPatwa in 2012 and with his experience of
around 19 years in manufacturing has successfully served many production purpose making it
good choice among manufacture.

2.4 SUBSIDIARIES/ASSOCIATES OF COMPANY:

There are no subsidiaries or associates of ZENITH STEEL COMPANY
2.5 ORGANIZATION CHART/STRUCTURE:
2.6 DEPARTMENTS/MANUFACTURING PROCESS -
Production Information:- MILD STEEL

Category:-
Hardware and Industrial supplies (Products)
Description:- We are a reliable supplier of mild steel to various industrial applications.
Our range of mind steel is manufactured using iron with up to about 0.25% of
| carbon Specification:-
The presence of carbon in the mild steel offers it properties such as strength and harden ability
more than that of pure iron. We also offer mild
2.7 PRODUCT INFORMATION:
ALLOY STEELS

Category:-
Hardware and industrial supplies (products)
Unit Nos
Special Features:- A water hardening steels of high harden ability and is suitable for all
types of laminated springs for road and rail vehicles Description:-
High duty hot work tools such as mandrels, dies and containers for metal tube and rod
extrusion, tools for the manufacture of screws, nuts, rivets and bolts, multiple roller stands,
industrial gauges, plastic moulds.
Specifications:-
Heat treatment and hot working steel, It is suitable for all type of
automotive suspension.
2.8 PRODUCT INFORMATION
CASE HARDENING STEEL :-

Category:- Hardware and industrial supplies (product)

Special features:- Suitable for case hardening components, in normalized condition, it has
good resistance to impact, used for gudgeon pins, small components for motor
cycles, ritles. Bolts to with stand shock loading couplings and rope sockets, etc.
Description:- Case hardening steels is used in machine components for special
applications according to tensis strength
Specifications:-
Specified for case hardening.
2.9 PRODUCT INFORMATION
TOOL STEELS

Category:-
Tools(products)
Special features:-
A plain carbon, water hardening tool steel having good machine ability and shallow
hardenability. These steels are commonly used as tools for cold work, such as, woodworking,
engraving, press tools, punches, shearing blades,
razors, etc.
Description:-
High stressed components of large cross section required high tensile
strength Andtoughness for automatic engineering and gear and engine
construction such as craneshafts steeling knocking connecting .
 CHAPTER 3
THEROTICAL BACKGROUND
3 THEROTICAL BACKGROUND
3.1) MEANING OF ABSENTEEISM:-
Absenteeism is a habitual pattern of absence from a duty or obligation without good reason.
Generally, absenteeism is unplanned absences. Absenteeism has been viewed as an indicator of
poor individual performance, as well as a breach of a implicit contract between employee and
employer. It is seen as a Management problem, and framed in economic or quasi economic
terms. More recent scholarship seeks to understand absenteeism as an
indicator of psychological, medical or social adjustment to work.
Absenteeism is the total number of man shifts lost because of absence as a percentage of the
total number of man shifts scheduled to work. When an employee is scheduled to work fails to
report on duty is called absenteeism. It
is defined as unauthorized absence from work.
3.2) TYPES OF ABSENTEEISM:-
There are four types of Absenteeism:
1) Authorized Absenteeism.
2) Unauthorized Absenteeism.
3) Willful Absenteeism.
4) Absenteeism caused by circumstances beyond ones control.
1) Authorized Absenteeism:- lf an employee absent himself/herself from work by taking the
permission From his superior and applying for leave such absenteeism is called authorized.
2) Unauthorized Absenteeism: If an employee absent himself/herself from work without
informing or taking permission and without applying for leave, such absenteeism is called
unauthorized absenteeism.
 3)Willful Absenteeism:- If an employee absents himself/herself from duty willful, such
absenteeism is cailed willful absenteeism.

4) Absenteeism caused by circumstances beyond ones control:

lf an employee absents himself/herself from duty owing to the circumstances beyond his/her
control like involvement in accidents or sudden sickness, such absenteeism is called
absenteeism caused by circumstance beyond ones control. There are also more two types of
absenteeism:
2) Innocent absenteeism.
3) Culpable absenteeism.
They are as follow:-

1)Innocent absenteeism :-
Is one in which the employee is absent from work due to genuine cause or reason. It must or
may be due to his illness or personal family problem or any other real reason.

2)Culpable absenteeism:-
Culpable absenteeism is one in which a person is absent from work because of illness,
however, when absence become more frequent or long term and reach an unacceptable level
action by management is necessary absence from work can be expensive in both monetary and
human terms.
i) Replacing the employee or requiring other staff to cover the absence. |
ii) Inability to provide services or achieve section and department objectives.
3.3 FEATURES:-
4) The rate of absenteeism is the lowest on pay day and _ increases
considerably on the days following the payment of wages and bonus.
5) Absenteeism is generally high among the workers below 25 years of age and those
above 40 years to go of age.
6) The rate of absenteeism various from department to department with in an
organization.Generally it is high in the production department.
7) Absenteeism in traditional industries is seasonal in character.
8) Thus, research studies undertaken by different reveal the following above
features of absenteeism.
3.4 CALCULATION OF ABSENTISEEM RATE:
9) The calculation of absenteeism rate are below:-
a) Absenteeism Rate = (Number of man days lost)/ (number of man days scheduled to
work)x 100
b) Frequency Rate = (Total number of time in which the leave was availed)/(Total number of
man days scheduled to work)x 100
c) Severity Rate =
(Total number of days absent during a period)/(Total number of times
absent during the period)x 100
3.5 CAUSES OF ABSENTEESIM:-
Here, are the top causes of employee absenteeism.
1) MINOR ILLNESS :- For example colds/flu stomach upsets, headaches and migraines this is
jf the top reason for short term (absence up to four weeks)
 1) STRESS:-
Stress is the most common cause of long term absence and
especially prevalent amongst office based staff this is also related to
absence due to depression or anxiety.
2) INJURY:-
This could be work related or otherwise. Musculoskeletal injuries
were more common for manual workers.
3) FAMILY COMMITMENTS:-
Employees may need to be absent for childcare or to look after
elderly relatives.
4) DISENGAGEMENT:-
Studies have shown that people who are dissatisfied with their
jobs are absent more frequently. This could be due to their perception of
the work itself or a sign of more serious problems such as bullying or
harassment in the workplace.
5) INDEBTNESS:-
The low level usages and unplanned expenditure of the workers force then to follow
heavily the research studies indicates that workers ] fail to repay the money then try
to escape from the place in order to avoid the money lenders this leads to
absenteeism
. 7) UNSOUND PERSONAL POLICES:-
The improper and unrealistic personal policies result in office employee
dissatisfaction .The dissatisfaction office employee in term prefers to be
away from the work.
8) INADEQUATE LEAVE FACILITIES:-
 The inadequate leave facilities provided by the employer forces
him to depend on ESI leave which allows the workers for 56 days in year on halfpay.
9) ALCOHOLISM: Workers mostly prefer to spend money on the consumption of the
liquor and enjoyment after getting the wage.The rate of absenteeism is
more during the first week of every month.
10) JOB DEMAND:- The fast enhancing technology demand higher level skills from the
workers some workers fail to meet these demands due to their lower education.
3.6 CATEGORIES OF ABSENTEEISM:-
6) ENTREPRENEURS:
This class of absentees considers that their jobs are very small for their total interest
and personal goals they engage themselves in other social and economic activities to
fulfill their goals.
7) THE STATUS SEEKERS:
These types of absentees enjoy or perceive a higher ascribed social status and are
keen on maintaining it.
8) THE EPIEUREANS:
These classes of absentees do not like to take up jobs which demand I nitiative ,
responsibility , discipline and discomfort. They wish to have money power and status
but are unwilling to work for their achievement.
9) FAMILY ORIENTED:
This type of absentees is often identified with the family activities .
10) THE SICK THE OLD:
This category of absentees is mostly unhealthy with a weak constitution or old
people.
3.7 MEASURES TO MINIMIZE ABSENTEEISM:-
Some measures to minimize absenteeism are as follow:-
1) Selecting the employees by testing them throughly regarding their aspirations value systems
responsibility and sensitiveness.
2) Adopting a humanistic approach in dealing with the personal problems of employees.
3) Following a proactive approach in identifying and redressing employee grievances.
4) Providing hygiene working conditions welfare measures, fair and competitive
remunerations training and development.
5) Offering a*tendance bonus and inducements.
6) Providing cordial human relations and industrial relations.
7) Providing safety and health measures.
8) Educating the workers.
9) Improving the communication network , providing particularly the upward communication.
Providing extensive training encouragement, special allowances in cash for technologies
advancements.
 CHAPTER NO. 4
DATA ANALYSIS& INTERPRETATION
4.1 Table Showing Reasons For Absenteeism
 For The Year of 2017-2018
Sr No Reasons For Absenteeism Respondent Percentage
1 Poor Welfare Facilities 70 15.21%
2 Alcoholism 30 6.52%
3 Indebtness 115 25%
4 Unsound Personal Polices 100 21.73%
5 Inadequate Leave Facilities 85 18%
6 Low Level Wages 60 13.04%
Total 460 100%

 For The Year Of 2018-2019

Sr No Reasons For Absenteeism Respondent Percentage
1 Poor Welfare Facilities 50 11%
2 Alcoholism 18 4%
3 Indebtness 115 25%
4 Unsound Personal Polices 92 20%
5 Inadequate Leave Facilities 115 25%
6 Low Level Wages 69 15%
Total 460 100%
  For The Year Of 2018-2019
Sr No Reasons For Absenteeism Respondent Percentage
1 Poor Welfare Facilities 35 7.60%
2 Alcoholism 0 0%
3 Indebtness 140 30.43%
4 Unsound Personal Polices 120 26.08%
5 Inadequate Leave Facilities 105 22.82%
6 Low Level Wages 60 13.04%
Total 460 100%

Interpretation :-
For the year 2016-2017 the main reason for absentisism Unsound Personal Policies that was
21.73%.
For the year 2017-2018 the main reason for absentisism Indebtness that was 25%.
For the year 2018-2019 the main reason for absentisism Indebtness that was 30.43%.
4.2. Table Showing Effects Of Absenteeism
 For The Year 2016-2017
Sr No Reasons For Absenteeism Respondent Percentage
1 Disturbed Of Work Flow 80 17.39%
2 Difficulty To Place Order 60 13.04%
3 Extra Pleasure On Employee 110 23.91%
4 Loss Of Wages 210 45.65%
Total 460 100%

 For The Year 2017-2018

Sr No Reasons For Absenteeism Respondent Percentage
1 Disturbed Of Work Flow 90 19.56%
2 Difficulty To Place Order 120 26.08%
3 Extra Pleasure On Employee 90 19.56%
4 Loss Of Wages 210 45.65%
Total 460 100%

 For The Year 2018-2019

Sr No Reasons For Absenteeism Respondent Percentage
1 Disturbed Of Work Flow 70 15.21%
2 Difficulty To Place Order 80 17.39%
3 Extra Pleasure On Employee 60 13.04%
4 Loss Of Wages 250 54.34%
Total 460 100%
Interpretation :-
For the year 2016-2017 Effect of Absenteeism was due to loss of wages it was 45.65%.
For the year 2017-2018 Effect of Absenteeism was due to loss of wages it was 34.78%.
For the year 2018-2019 Effect of Absenteeism was due to loss of wages it was 54.34%.
4.3 Table Showing Solutions for Absenteeism
 For The Year 2016-2017
Sr No Solutions For Absenteeism Respondent Percentage
1 Disciplinary Ations 110 23.91%
2 Employee Counseling 210 45.65%
3 Providing Employee Support 140 30.43%
Total 460 100%

 For The Year 2017-2018

Sr No Solutions For Absenteeism Respondent Percentage
1 Disciplinary Ations 120 26.08%
2 Employee Counseling 220 47.82%
3 Providing Employee Support 120 26.08%
Total 460 100%

 For The Year 2018-2019

Sr No Solutions For Absenteeism Respondent Percentage
1 Disciplinary Ations 150 32.60%
2 Employee Counseling 160 34.78%
3 Providing Employee Support 120 32.60%
Total 460 100%
Interpretation :-
For the year 2016-2017 Solutions for Absenteeism was held through Employee Counseling it
was 45.65%.
For the year 2017-2018 Solutions for Absenteeism was held through Employee Counseling it
was 47.82%.
For the year 2018-2019 Solutions for Absenteeism was held through Employee Counseling it
was 34.78%.
4.4 Acording to reords of present muster
• The Man –Hours lost by the office Employees For the month of january
February and march (1st March )
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
January 31 5 26 462 8 96096 228 47424
February 28 4 24 462 8 88704 420 80640
March 30 4 26 462 8 96096 235 48880

Interpretation :-
Absent of workers in the month of February is more than two month i.e.
80640 man hours lost. In January and March Man hours lost by worker.
• The Man –Hours lost by the Workers For the month of january February and
march (1st quarter )
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
January 31 5 26 142 8 29536 186 38688
February 28 4 24 142 8 27264 233 44736
March 30 4 26 142 8 29536 125 26000

Interpretation :-
Absent of workers in the month of February is more than two month i.e.
44736 man hours lost. In January and March Man hours lost by worker.
4.5 Acording to reords of present muster
• The Man –Hours lost by the office Employees For the month of April , May ,
June (1st quarter)
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
April 31 4 26 462 8 96096 253 52624
May 31 5 26 462 8 96096 450 93600
June 30 4 26 462 8 96096 226 47008

Interpretation:-
Absent of workers in the month of February is more than two month i.e.
93600 man hours lost. In January and March Man hours lost by worker.
• 4.5 The Man –Hours lost by Worker For the month of April , May , June (2nd
quarter)
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
April 31 4 26 462 8 96096 253 52624
May 31 5 26 462 8 96096 450 93600
June 30 4 26 462 8 96096 226 47008

Interpretation:-
Absent of workers in the month of May is 49920. In the month of April man hours absent is
37024 and in month of June the man hours absent is 26000. It indicates that in month of May,
man hours lost is more than other two month.
4.6 Acording to reords of present muster
• The Man –Hours lost by the office Employees For the month of July , August
and September (3rd quarter)
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
July 30 5 26 462 8 96096 210 43680
August 31 4 26 462 8 96096 428 92448
September 30 4 26 462 8 96096 244 50757

Interpretation :-
Absent of workers in the month of August is more than two month
i.e.92448 man hours lost.
4.6 Acording to reords of present muster
• The Man –Hours lost up office Employees For the month of July , August and
September (3rd quarter)
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
July 30 5 26 142 8 29536 195 40560
August 31 4 27 142 8 30672 201 43410
September 30 4 26 142 8 29536 115 23920

Interpretation :-
Absent of workers in the month of August is more than two month i.e.43416 man hours lost.
 4.7Acording to reords of present muster
• The Man –Hours lost by the office Employees For the month of October ,
November , And December (4th quarter)
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
October 31 5 26 462 8 96096 210 43630
November 30 4 26 462 8 96096 210 43680
December 31 4 27 462 8 99792 320 69120

Interpretation :-
Absent of workers in the month of December is more than two month
i.e. 69120 man hours lost.
 4.8Acording to reords of present muster
• The Man –Hours lost by the office Employees For the month of October ,
November , And December (4th quarter)
Month Days Holidays Working No of Working Man Absent Man
Days Persons Hours in Hours Office hours
a day
Present Employee Absent
October 31 5 26 142 8 29536 185 38480
November 30 4 26 142 8 29536 178 37024
December 31 4 27 142 8 30672 256 55296

Interpretation :-
Absent of workers in the month of December is more than remaining
two month i.e. 55296 man hours lost.
4.9According to Data -
** For Office Employee ABSENTEEISM for 4 quarterly are follows :-
Percentage of absenteeism = No. of person days lost x 100
(Avg. No. of Persons) x (No. of working days)
The absenteeism rate from both office employee and workers is calculated
as follows:-
 First Quarter = (January, February, March)
Absenteeism rate 883 x 100
462 x 76
2.51%
 Second Quarter = (April, May, June)
Absenteeism rate 929 x 100
462 x 78
2.57%
 Third Quarter = (July, August, September)
Absenteeism rate 882 x 100
462 x 79
2.41%
 Fourth Quarter = (October, November, December)
Absenteeism rate 750 x 100
462 x 79
2%
PERCENTAGE OF ABSENTEESIM OF OFFICE EMPLOYEE FOR 4
QUARTERS (% OF ABSENT)
QUARTER % ABSENTEEISM
1st 2.51%
2nd 2.51%
3rd 2.41%
4th 2

Interpretation :-
The absenteeism rate or workers in second quarter is high i.e. 2.57 %.
The workers remain absent due to various reasons. The rate of absenteeism in
1st quarter is 2.51%, 3rd quarter is 2.41% and 4 the quarter is 2%.
 CHAPTER 5
FINDINGS AND OBSERVATIONS
5.1FINDINGS AND OBSERVATIONS :-
1)Absent of workers in the month of February is more than two month Le. 80640 man hours
lost. In January and March man hours lost by workers(Table No.4.4)
2)Absent of workers in the month of February is more than two months i.e. 44736 man hours
lost. In January and March man hours lost by workers(Table No.4.4)
3)Absent of workers in the month of May is more than two months i.e. 93600 man hours lost.
In January and March man hours lost by workers (TableNo.4.5)

4) Absent of workers in the month of May is 49920. In month of April man hours absent is
37024 and in month of June the man hours lost is more than other two months (TableNo.4.5)

5)Absent of workers in the month of August is more than two months i.e 92448 man hours lost
(Table No.4.6)

6)Absent of workers in the month of August is more than two months i.e. 43416 man hours lost
(Table No.4.6)

7)Absent of workers in the month of December is more than remaining two months i.e. 69120
man hours lost (Table No.4.7)

8)Absent of workers in the month of December is more than remaining two | month i.e. 55296
man hours lost (Table No.4.8)

9)The absenteeism rate of workers in second quarter is high i.e.2.57%. The workers remain
absent due to various reasons. The rate of absenteeism in 1 quarter is 2.51% 3" quarter is
2.41% and 4‖ quarter is 2% (Table No.4.9)
 CHAPTER 6
CONCLUSION AND SUGGESTIONS
CONCLUSION AND SUGGESTIONS:

 CONCLUSION:-
The study concludes that absent is to overall functions of the organization
because of absenteeism entire productivity of the organization goes down.
Mainly reason of absenteeism in ZENITH STEEL company is unhealthy and unhinging
working conditions, improper lights, unentilation, noise, unsafety condition. Therefore
organization should take proper measure about absenteeism it will quite good for organization.
Hence, less labour absenteeism
and hygiene factor provided by the company.

 SUGGESTIONS:-
1)Company should adoptwell defined recruitment process.
2)Company should make provision for healthy and hygienic working conditions.
3)Company should give adequate wages to the labour.
4)Company should focus on safety measures.
5)Company should give transport facilities to the workers .
BIBLIOGRAPHY
BIBLIOGRAPHY:-
A) Book Referred
Author Book Name Publication
M.V Khan And P.K Human Resource Tata Mcgraw Hill 7.2-7.3
Jain Management Publication

B) Reports:- Annual reports of the company from the year 2009-2019

C) Websites Referred
1) www.google.com
2) www.zenithsteel.com
ANNEXURE
 QUESTIONNAIRE:-
1)What should be the Age of the Employee? *Below 25
– 25-35
– Above — 35
2)What will be the Gender of Employee?
• Male
• Female
3)How many Years of the experience should be necessary? *Less than 1 year
– 1-3 years
– Above 3 years
4)what is Your opinion about the job? Heavy work load Poor working environment
 – Long working environment
5)what is the Duration of leave takes by an employee in a month?
– Iday
– 1-3 days
6)Do you attend the daily duty on time?
– Yes
– No
7)How many shifts do you attend?
– Shift
– No shift
8)Is there any Formal training in absenteeism of employees?
No Ves
9)How's Employee relation with spurious/co-workers?
Good Poor

10)How is Employee superiors behavior towards your problems?

– Good
– Poor
11) What is the main reason for employees absent?
– Health problem
– Stress
– Work dissatisfaction
– Others
-- Working environment
12) Is Employee satisfied with there work?
– Well satisfied
– Good
– Fair
13) How often employee remain absent in a month?
– Nil
– Twice
– Once
14) How many workers are expert in there work?
– All
 – Few
15) What is the Employees view about ZENITH STEEL policy?
– Good
– Fair