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A Study On Absenteeism Among The Employee of E.I.D Parry (India) LTD, Nellikuppam

This document summarizes a study on absenteeism among employees at E.I.D Parry (India) Ltd in Nellikuppam. The study found the absentee rate was highest (34%) in the process department. Absenteeism was also higher (46%) for employees aged 31-40 who have family responsibilities. Ill health was a major reason for absenteeism (52%). The study suggests increasing wages to reduce the need for secondary income sources. Providing health education and regular medical checkups could also help reduce absenteeism caused by illness. Recognizing punctual employees and counseling chronic absentees were also recommended to address absenteeism issues.

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Aravind King
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50 views

A Study On Absenteeism Among The Employee of E.I.D Parry (India) LTD, Nellikuppam

This document summarizes a study on absenteeism among employees at E.I.D Parry (India) Ltd in Nellikuppam. The study found the absentee rate was highest (34%) in the process department. Absenteeism was also higher (46%) for employees aged 31-40 who have family responsibilities. Ill health was a major reason for absenteeism (52%). The study suggests increasing wages to reduce the need for secondary income sources. Providing health education and regular medical checkups could also help reduce absenteeism caused by illness. Recognizing punctual employees and counseling chronic absentees were also recommended to address absenteeism issues.

Uploaded by

Aravind King
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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A STUDY ON ABSENTEEISM

AMONG THE EMPLOYEE OF


E.I.D PARRY (INDIA) LTD,
NELLIKUPPAM.
Established in the year 1788.
It became a member of the Murugappa group in
the year 1981.
E. I. D. Parry has evolved into one of the largest
business groups in the country.

DEPARTMENTS

Process
Engineering
Cane office
Co-Generation
Distillery
R&D
HR
Finance
System
STRUCTURE OF THE HUMAN RESOURCE DEPARTMENT
Head of Human Management

Human Training Personal Dispensary Industrial TQM Learning and skill


resource and Administra FMO-1 Social superviso center incharge-1
planning and develop tion Compound worker-1 r -1
development ment executive er-1
HR-1 Dresser -1
Clerk-2 Sweeper -1
Jamadar-1

welfare Security Time office Canteen cook -2


officer Clerk -1 Asst cook -1
Jamadar -1 Master -1
mozdoor -3
ISO Record

ISO 9001 & 14001, Now they are trying to get ISO 18001

ISO 9001 2000 accreditation obtained for corporate affect of


Chennai as well as two units at Nellikuppam & Pettavathalai

EID Parry won the top export awards during 2002-2003


VISION AND MISSION
Vision:

Largest efficient and low cost sugar production in India.

Largest and efficient production and exporter of co generated


power in India.

Wealth creation through product differentiation / brand identity.

Largest producer and marketer of organic manure conforming


to international quality standards.
Mission:

To attain five lakhs MT of sugar product at lowest


cost in the addressable markets in five years.

75 MW of power generation.

280 lakhs liters of alcohol / power alcohol


production.

Create value added products M30 sugar, fortified


sugar, diamond sugar, rock sugar, liquid sugar,
pharma grad sugar.
Absence is the failure of worker to report for work
when he is scheduled to the work . A work is to be treated
as absent for the purpose of this absenteeism statistics
even when he does not turn up for a week after obtaining
prior permission.
EFFECTS OF ABSENTEEISM ON INDUSTRY

Absenteeism

Affects production targets


Increases the work load of inexperienced & less experienced


Leads to rejection of finished products


Increases the cost of production


Lowers the Profit margin


Affects Industrial growth


EFFECTS OF ABSENTEEISM ON WORKERS

Absenteeism

Reduces his earnings

Adds his indebtedness

Decreases the Purchasing power

Leads to family problems

Increases mental stress

Leads to inefficiency in his job

Loss of employment
OBJECTIVES
To identify the personal factors of employees that
causes of absenteeism.

To identify the interrelationship factors related with


employee.

To understand the working condition that affect


absenteeism.

To Identifying the rate of absenteeism and causes of it.

To study the impact of social factors on absenteeism.

To identify the measures to control absenteeism.


RESEARCH METHODOLOGY

Sampling
Research work was conducted by taking a sample of 100
employees out of 426 (excluding apprentice trainees and contract
labors) from the company.

TOOLS
Percentage analysis
Chi- square test
Weighted average method
FINDINGS
The rate of absenteeism of previous year in various departments.
Absenteeism rate is more in process department. (34%)

Absenteeism rate is more in process department. (34%)

Absenteeism was higher 46% in the age group of 31-40 they are
having lot of responsibilities towards their family
.
Most of the absenteeism is SSLC level 37 %.

55 % of employers are living their own house.

Majority of the people are coming by bi-cycle 46%

Percentage of absenteeism is higher (67%) among the respondents who


are living at a distance of 1-5 kms.

There are 64% of peoples physically sound & health.


Majority of the people are coming by bi-cycle 46%.

Percentage of absenteeism is higher (67%) among the respondents who are living at a
distance of 1-5 kms.

There are 64% of peoples physically sound & health.

22 % of peoples are having other sources of income to their family.

In the last year 32 % of employers were take leave between 1-5 days.

One of the major reasons for absenteeism is attend marriage and other family function
(84%).

38 % of employers were take leave for their children care.

Many of the absentees absented due to their health reason (52 %).
42% of employees are received appreciation from top level for their
punctualities some time only.

Almost majority of the (38%) workers are expecting their management


to increase their salaries / wages. According to them this may help to
reduce the rate of absenteeism considerably.

And 28 % of employees say they need a better working condition


especially in process department.

None of the employees mentioned the organizational factors as reason


for their absenteeism.

There is no significant difference among different age groups on their


absence from the work.
There is significant difference among marriage and other family function on
their absence from the work.

There is significant difference among different distance b/w the work spot and
residence on their absence from the work.

There is significant difference among political activities on their absence from


the work.

Some employees who are residing at low distance to the company are
compromised themselves to continue to work in the company even they dont
like to. This is also a factor which can increase absenteeism.

Some employees who are working for a long period in the company without a
single promotion are dissatisfied and losses the involvement over the work.
This is also one of the factors which increase absenteeism.
SUGGESTIONS AND RECOMMENDATION

Ill health is one of the factors that increase absenteeism to avoid this,
knowledge about fundamentals of health and prevention of disease is a
must for all the workers. Health education, inoculation and vaccination
and periodic check ups should be introduced. Introduction of health
education and free medical check up will ensure better health for the
employees and reduce the absenteeism.

Company can convene monthly meetings with employees to discuss the


problems due to absenteeism faced by the company and try to solve
them. Management can also request the department of psychology.
Sociology, commerce management, social work in the near be colleges
and universities to do this job on their behalf.
* Employees are unable to manage their families with the income provided
by the company. To earn more or to search for income through other sources
employees are taking leave. If the wages and salaries are increase to a
considerable level absenteeism can be reduced.

* Introducing rewards and prizes for those employees with regular and
prompt attendance may also help the management to reduce the
absenteeism.

* Some of the chronic absentees are alcoholic workers. Management should


take necessary steps to identify these workers in the early stage and proper
counseling should be given with the help of social service organization.
CONCLUSION:
The management has to think over the above given finding and
recommendation. And it has to consult with the employees over the decision
that has been made reduce the absenteeism. Also the steps taken to reduce
the absenteeism should be favor to the employees. And higher authorities
should forward the opinion of the employers to the management above the
companys decision to reduce the absenteeism. It will help the company to
get the employers involvement towards the work which enables to increase
the productivity to the company. So the companys progress will increase
automatically because . . .

Employees are the backbone of the company

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