08-10-2012, 03:10 PM
PROJECT REPORT ON STUDY OF EMPLOYEE’S ABSENTEEISM
STUDY OF EMPLOYEE’S.doc (Size: 657.5 KB / Downloads: 132)
ABSTRACT
The project report entitle “A STUDY ON EMPLOYEE’S ABSENTEEISM IN SPINCO, PUDUCHEERY.” is intended to determine the employees condition, salary,
Facilities, attendance program, training programme, motivation techniques and promotions
To achieve this defined objective structured questionnaire based on the preliminary study made is prepared. The prepared questionnaire is used to get the direct responses from the employees of spinco, puducherry.
The response given by the employees of spinco, puducherry analyzed and interpreted using different type of statistical tools used are percentage analysis , weighted average method , chi square , correlation .
After analysis and interpretation it reveals the following points are important in improving the working condition ,increasing the salary , transport facilities , introduction of attendance programme , promotion incentives , increasing leave , welfare facilities , the above all conclusion will helpful for management to improve the presenteeism.
GROWTH OF TEXTILE INDUSTRY
The birth of cotton textile industry can be traced back to the year 1818, when for the first time a mill was started in Calcutta. But its real foundation was laid in Bombay with a mill set up in 1853 under PARSI Management. Early years marked a rapid progress and number of cotton mil1s increased up In Ahemedabad, Sholapur and Nagpur. In 1951 the total number of mills in this Industry was only 378 of which 103 where spinning and 275 were composite Mills.
The number of cotton textile mill increased to 1051 in 1990; of this 770 were spinning mills and 281 composite mills. The total investment in the fixed assets is 1300 crores. It contributes for about 25% of total exports. In puducherry, the first spinning mill which started its operation be Desbarsyns de Richement', Governor of French rule at that time in 1827 on the western style. In 1828 Blin and Delbruck are businessmen of France have stared another spinning mill in PuduCherry with a production capacity ofabout700 Kg per day, and provided employment for 225 workers. Thus the organized mill sector provides employment to more than one million people in the country and about l/5th of the total employed in manufacturing industry. Its contribution of government revenue and to export earnings is substantial.
HISTORY OF THE MILL
The Pondicherry Co-operative Spinning Mills was registered as co¬operative Society under the Pondicherry co-operative societies Act 1972 during the year 1979. This spinning mill is the first type of its kind in its venture in the union territory of Pondicherry. The society has been registered on 28-12-1979, the actual functioning commenced in the year 1984. The factory is situated 22 Kms away from Pondicherry in the National Highways 45-A, between Pondicherry and Villupuram in the Village Thirubuvanai.
The foundation stone for the Mill was laid on 10.08.1981 by the then Chief Minister of Pondicherry and the factory was inaugurated by the then his.Excellency T.P. Twari, Lt. Governor of Pondicherry on 16.11.1984. The trial production was made on 12.2.1984 and the Commercial production was started on 19.3.84. The mills Spindale was 25080 only. The Mill has achieved its full spinning capacity in the year 1987.
PRODUCTION WING
The major activity concerned in the mill is production of yarn from raw Cotton. In this mill, the machineries and materials are equipped to produce yarn from the count range 305 to 1005. The Asst. Spinning Master (Maintenance & production) is in charge for the production wing. The supervisors in the production will look after the process of production in different stages. 6 staffs and 540 workers are working in production wing.
QUALITY CONTROL WING
The main responsibility of this wing is to check the quality of yarn and quality of raw materials. Asst. Spinning Master (Quality Control) is in charge for this wing. All the incoming raw materials and outgoing yarn are checked in quality point of view. In this wing, nearly 10 staffs are working.
ACCOUNTS AND FINANCE WING
The finance and accounts wing is playing an important role in this organization. This wing maintains a systematic record of the daily events of business. It also maintains records of all financial transactions to find out the profit or loss during the year, and to know the correct financial status of the mill. All payments and receipts are taken care by this wing. The controller of accounts heads this department and three staffs are working in this department
ADMINISTARATION WING
Administrative manager is in charge for administrative wing. This department carries on purchases, sales stores and other administrative functions 31 staff are working in the wing
All the department (wings)are under the direct control and supervision of the Managing director .the administrative manager and concerned department head shall be consulted by the Managing director in all matters , where ever and when ever deemed necessary and their comment shall be consider while framing a policy decision.
NEED FOR THE STUDY
• The success of any manufacturing organization depends largely on the workers, the employees are considered as the backbone of The Pondicherry Co- Operative Spinning Mill Ltd, Puducherry
• The study is on employee absenteeism in SPINCO
• The employee absenteeism is booming HR issue in many industries .It helps to know the employee satisfactions level and it help to find cause of employee absenteeism, based on certain factor like working condition, leadership style, work stress, leave days, and salary level.
• This study can be helpful to the management to improve its core weaknesses by the suggestions and recommendations prescribed in the project.
• The need of this study can be recognized when the result of the related study need suggestions and recommendations to the similar situation.
IMPACT OF ABSENTEEISM
There are many forms of absenteeism, ranging from short-term illness, long-term illness, unauthorized absence and persistent lateness, to other authorized absences such as annual leave, paternity leave, time off to care for dependents and compassionate leave. Other causes might also include low morale, stress and poor working conditions, many of which are preventable.
The effect absenteeism can have on a business can be wide-ranging, but particularly affects those employees left to pick up the pieces. According to Wayne Wendling, Senior Director of Research at the International Foundation of Employee Benefit Plans.
The workings of a company have changed and employees are now much more interconnected than previously – and, as a result, organizations are much more dependent on their employees.
“When someone is absent, the entire web of interaction among employees can be disturbed in terms of workflows and the availability of information,” he explains. “Part of that is overcome as more files are now open to people who can fill in and help with the tasks that the individual may have been performing. However, there is a definite ‘ripple effect’ through the organization when someone is unexpectedly ill. The productivity of others is also being impacted.”
WORKING WELL
There are many measures that an employer can take to help mitigate the rippling effects of absenteeism on the workforce. Sometimes it really is the little things that make the most difference. Allowing employees to visit doctors and dentists, health surveillance, health education and stress management interventions are all good examples. “Once they are measuring absence and then reducing it, they will find that a fitter workforce will perform better and productivity will increase – giving them a competitive edge in any business environment,” enthuses Bawden.
One of the most effective ways to combat absenteeism, however, is to maintain a happy working environment where people actually enjoy coming to work. “Have a workplace that people love to come to work in and they feel they are doing something meaningful,” Wendling recommends.
Although not always preventable, absenteeism is something that can be mitigated to a certain degree, and absence management programs can definitely help. Fostering a caring working environment where workers are supported during any illness or disability can only work in the favor of the company – and ensures that work isn’t something for employees to be sick of.
Develop an Attendance Policy:
Every company should have an attendance policy. An attendance policy allows a manager to intervene with an employee who is frequently absent. Besides stress as a primary reason for employee absenteeism, other causes relate to alcoholism, domestic violence, and family problems. If you confront an employee about his or her frequent absenteeism, and they inform you it is due to personal problems, consider referring the employee to an Employee Assistance Program (EAP).
If the employee's absenteeism relates to a medical problem or a family member with a medical problem, you may have to consider allowing the employee to use the benefits allowed to them under the American's with Disability Act (ADA) or the Family and Medical Leave Act (FMLA). Early identification of these employees will get them back to work as fast as possible. Lastly, make sure that you have an attorney review your attendance policy to make sure it does not violate any State or Federal labor laws. By incorporating the above four strategies into your company you will not only reduce absenteeism you will reduce employee burnout, turnover, poor morale, and workplace negativism.