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LOVELY PROFESSIONAL UNIVERSITY
DEPARTMENT OF MANAGEMENT
Report on Summer Training
TOPIC: REASONS FOR INCREASE IN ASENTEEISM IN T!E EMPLOYEES
OF ACC GAGAL CEMENT "OR#S $GC"%
Su&mitte' to Lo(e)* Pro+e,,iona) Uni(er,it*
In partial fulfillment of the
Requirements for the award of Degree of
Master of Business Administration
Su&mitte' &*:
Rupinder Kour
RA17B1A21
DEPARTMENT OF MANAGEMENT
LOVELY PROFESSIONAL UNIVERSITY
-ALAND!AR NE" DEL!I GT ROAD
P!AG"ARA
PUN-A
Page | 1
CERTIFICATE
July ! 2"11
.TO "!OM SO EVER IT MAY CONCERN/
#his is to $ertify that M,0 RUPINDER #OUR D1O S0 C!ARAN-EET SING!2 student of
B%#e$h& '(ons) I#*M&B&A& in (R 2
nd
+ear from ,o-ely .rofessional /ni-ersity ',./)!
.hagwara '.un0a1) has undergone Industrial Internship from 22
rd
May to "
th
July! 2"11 '3i4
5ee6s) at our 7agal 8ement 5or6s! Barmana! Distt& Bilaspur 9(&.:&
3he has su$$essfully $ompleted her Internship ; su1mitted a detailed pro0e$t report& 5e wish
her good lu$6 for future <ndea-ors&
3VI#RAM-IT SING!4
ASSISTANT MANAGER 5 !R
GAGAL CEMENT "OR#
Page | 2
CONTENTS
 8ompany profile&
 Introdu$tion to the $ompany&
 (istory of A88 8ement 5or6s&
 A 3trategi$ Allian$e&
 (ol$im = a new partnership&
 8orporate -ision&
 8orporate mission&
 >uality poli$y&
 <n-ironment poli$y&
 Awards and A$$olades&
 8ement plant lo$ation&
 A88 8ement wise $apa$ity&
 A88 7agal .lant% An Introdu$tion&
 Mines&
 8ement plant&
 .ra$ti$es at A88 785&
 (uman Resour$e at A88&
 Re$ruitment
 .erforman$e Management&
 #raining and De-elopment&
Page | 3
 <mployee 5elfare and .rerequisites&
 <mployee satisfa$tion&
 (RD Mission&
 (RD ?10e$ti-e&
 (uman Resour$e at A88 785&
 7rade and Designation 3tru$ture&
 .lant ?rgani@ation '7agal)
 .lant ?rgani@ation % (R! IR and Admin
 Manpower Arrangement&
 A1senteeism = An Introdu$tion&
 Reasons for A1senteeism&
 8auses of A1senteeism&
 A1senteeism Rate&
 Monthly A1senteeism Rate&
 Annual A1senteeism Rate&
 Re-iew of literature&
 Resear$h Methodology&
 Aeed of the study&
 ?10e$ti-e of the study&
 /ni-erse of the study&
 3ampling plan
 Instrument for information&
Page | 4
 Data $olle$tion&
 3tatisti$al tools used for data analysis&
 ,imitations of the study&
 Data Analysis and Interpretation
 Inter-iews&
 Brequen$y ta1le&
 Ba$tor analysis&
 Dis$riminant analysis&
 Bindings&
 Re$ommendations&
 Referen$es&
 Anne4ure&
 >uestionnaire&
 A1senteeism Re$ord&
Page | 5
AC#NO"LEDGEMENT
C7ratitude Belt 1ut not e4pressed is li6e a gift wrapped 1ut not presentedD
3ummer training plays an important role in e4posing a student to real life situations in an
industry to help himEher ha-e an insight and understanding and prepares the students for the
forth $oming professional life& It was great e4perien$e for me to wor6 as a 3ummer #rainee at
ACC GAGAL CEMENT "OR#S $GC"% on the pro0e$t allotted through whi$h I $ould
learn how to wor6 in a professional atmosphere and that too in large and reputed
organi@ation&
My training e4perien$e at A88 7A7A, 8<M<A# 5?RK3 '785) has 1een truly a
fulfilling and rewarding one& Many people ha-e $ontri1uted towards ma6ing this pro0e$t a
su$$ess& #he te4t 1elow is my hum1le and heartfelt e4pression of gratitude to all those who
ha-e $ontri1uted to this pro0e$t 1y their -alua1le suggestions! inspirations! support and $o%
operation&
I e4press my deep sense of gratitude to Mr0 Vi6ram7it Sing82 A,,tt0 Mgr0 !R who entrusted
me with the pro0e$t and pro-ided me an opportunity to learn and wor6 in their esteemed
organi@ation& (e pro-ed to 1e a pillar of support and inspiration! and pro-ided me with all the
possi1le resour$es I required during the $ourse of training&
I would li6e to than6 Mr0 Ra7e,8 -am9a) $!ea':!R%2 Mr0 -ag7it Sing8 $Manager: !R%2
Mr0 San'eep T8a6ur $Manager: !R%2 Mr0 Vi6ram7it Sing8 $A,,tt0 Mgr0 !R%2 Mr0
San'eep S8arma $C8ie+ Manager: E; E%2 Mr0 !iten'er #apoor $Manager: CSR%2 Mr0
P0C0Soni $E<e=uti(e Time O++i=e%2 Mr0 Sun'er Sing8 $SR0 C)er6:A,,tt0% and to all those
respondents who too6 time out of their 1usy s$hedule and answered our queries and without
their en$ouraging guidan$e and $o%operation this pro0e$t was unimagina1le&
Page | 6
DECLARATION
#his is to $ertify that dissertation entitled >Rea,on, +or in=rea,e in a&,enteei,m in t8e
emp)o*ee, o+ ACC GAGAL CEMENT "OR#S $GC"%?! Barmana has 1een prepared 1y
Ms& Rupinder Kour in the partial fulfillment of the requirement for the award of Degree of
Master of Business Administration in (uman Resour$e at C,o-ely .rofessional /ni-ersityD&
I here1y de$lare that all the information and the fa$t produ$ed here are 1ased on my own
findings and studies at 7A7A, 8<M<A# 5?RK3 are original in nature& #he $ontents of
the report are a true e4pression of my efforts on the said topi$&
Any resem1lan$e to earlier pro0e$ts or resear$h is purely $o%in$idental&
Rupinder Kour
B&#e$h '(ons)%I#*MBA
,o-ely .rofessional /ni-ersity

Page | 7
E@ECUTIVE SUMMARY:
#he study of a1senteeism is -ery important for any industry& #he word a1senteeism means the
a1sen$e of an employee from wor6 when he is s$heduled to 1e present at in wor6 pla$e& It is
one of the ma0or pro1lems fa$ed 1y $ompanies a$ross the glo1e today& /ns$heduled
a1senteeism 1adly hurts the progress of an organi@ation resulting in loss of produ$ti-ity!
in$reased $osts in hiring additional staff and low morale among the wor6ers&
A1senteeism is a -ital issue that requires immediate attention 1y 1oth employers and
employees& <mployees should en0oy the wor6 they are doing and employers on their part
should help them in whate-er way they $an to ma6e their e4perien$e a pleasant one& (igh
rate of a1senteeism is neither desira1le to employers nor good for the employees& In ma0ority
of organi@ations! high rate of a1senteeism has an ad-erse effe$t on quality and quantity of
produ$tion! effi$ien$y of wor6ers and organi@ationFs intention to fulfill new mar6et demands&
#he a1senteeism de-elops $onsidera1le loss to organi@ation 1e$ause wor6 s$hedules gets
upset and delayed and management has to pro-ide o-ertime wages to meet the deli-ery dates&
#he topi$ of the pro0e$t is .Rea,on, +or in=rea,e in a&,enteei,m in t8e emp)o*ee, o+ ACC
Gaga) Cement "or6,/0 #he 1asi$ o10e$ti-e of my resear$h study is to determine the reasons
for in$rease in a1senteeism in the employees of A88 785! whi$h fo$us on spe$ifi$
o10e$ti-es li6e to find out the reason why wor6ers a1sent themsel-es! to ha-e a glan$e on the
pro1lems they fa$e! to de-elop an a$tion plan to impro-e their presen$e! to determine the
diffi$ulties fa$ed 1y the wor6ers and to suggest steps and de-ise te$hniques that $an 1e ta6en
to impro-e their presen$e& #his study highlights the reasons 1ehind ha1itual a1senteeism and
also highlights on the reasons why despite 1eing pro-ided with all 6ind of fa$ilities inside and
out of wor6 pla$eG these employees are not willing to $hange their ha1it of regular
a1senteeism&
#he present study is des$ripti-e in nature& #he sur-ey has 1een $arried out among the
employees of A88 7agal 8ement 5or6s& #his resear$h was $ondu$ted using sur-ey method&
.rimary data has 1een $olle$ted 1y using a questionnaire& #he questionnaire in$luded
stru$tured and unstru$tured type& #he questionnaire $ontained questions relating to -arious
parameters li6e nature and le-el of wor6! satisfa$tion le-el towards the lea-e fa$ility! opinion
regarding the pay! wor6ing $onditions! 0o1 satisfa$tion! welfare a$ti-ities! et$&
Page | 8
#he total sample si@e is 1ased on H" respondents who 1elong to A88 7agal 8ement 5or6s
'785)& 3ampling /nit $onsists of Gaga) Cement "or62 armana of A88 ,td& 3ampling
element $onsists of Non:Management Sta++ at ACC Gaga) Cement "or6,0 #o analy@e the
$olle$ted data from the respondents Stati,ti=a) Pa=6age +or t8e So=ia) S=ien=e, $SPSS% too)
has 1een used! in whi$h ea$h and e-ery $omponent has 1een analy@ed separately with the
help of graphs&
Based on the inter-iews and analysis of data $olle$ted! the findings that ha-e $ome forward
areI%
♦ #here is a la$6 of 1asi$ industrial $ulture in the employees 'Aon%Management 3taff)
as during the esta1lishment of this industry! land was pur$hased from the lo$al
inha1itants of Barmana and the $ompany de$ided to gi-e employment to at least one
mem1er of ea$h family from whom land was pur$hased&
♦ Ma4imum employees of A88 785 ha-e their own lands& #hey find it ne$essary to
ta6e holidays during the time of sowing of seeds in the field and har-esting& 3o they
ta6e lea-es from their wor6&
♦ Ma4imum employees are ha1itual drin6ers& <-en some do their duty under the
influen$e of liquor whi$h may e-en sometimes lead to fatal as well as non%fatal
a$$idents&
♦ <mployees are not satisfied with the amount of pay they re$ei-e! although! they
themsel-es are responsi1le for it! as they remain a1sent& #hey e-en say that the
amount of wor6 done is more than the salary they re$ei-e from the organi@ation&
♦ 3ome of the wor6ers state finan$ial pro1lems also as one of the reasons for
a1senteeism& #he reason 1eing e4tra a$ti-ities to earn some more in$ome! whi$h
results into a1senteeism&
♦ Illness is another ma0or fa$tor whi$h has 1een analy@ed during the $ondu$tion of
inter-iews! whi$h is responsi1le for a1senteeism&
♦ Most of the wor6ers are not satisfied with the housing fa$ility pro-ision of the
$ompany! as the $ompany pro-ides housing a$$ommodation to only those employees
who are residents of area 1eyond at least 1" 6ms of the fa$tory premises&
Page | 9
♦ 3ome of the employees stated diffi$ulty in $oming from far% off pla$es and want the
management to start some 6ind of $on-eyan$e fa$ility for the employees who $ome
daily to the plant 1y other sour$es of transportation&
♦ Most of the employees remain a1sent from duty sin$e there is no fear of loss of 0o1 at
A88& #he sense of Jo1% 3e$urity gi-es them the freedom to 1e relu$tant towards their
duties and remain a1sent&
A1senteeism is one of the long o-erdue pro1lems at A88& 3e-eral studies ha-e 1een
$ondu$ted in the past and as many suggestions were gi-en! 1ut till date no serious a$tion has
1een ta6en against the pro1lem of a1senteeism& ?n the 1asis of my intense resear$h on the
topi$ 1y personally inter-iewing these employees as well as an in%depth study of their
personal files I would li6e to re$ommend the following a$tion plan against these employees
with immediate effe$tI
♦ #he wor6ers who drin6 during the wor6ing hours should 1e suspended and stri$t steps
should 1e ta6en against them&
♦ #he wor6ers who are not ready to impro-e themsel-es should 1e terminated&
♦ 3tri$t dis$iplinary a$tions must 1e ta6en 1y the Management&
♦ In$enti-es should 1e introdu$ed 1y the Management to moti-ate the wor6ers&
♦ 8ommuni$ation gap should 1e redu$ed 1etween wor6ers and Management&
♦ 5or6ers should 1e employed a$$ording to their edu$ation&
♦ (e should 1e $ounseled to emphasi@e on pro-iding good edu$ation to his $hildren and
impro-e his drin6ing ha1it&
♦ #he $ompany poli$y on Jo1%3e$urity must 1e re-ised&
♦ Jarious training programs must 1e initiated for the welfare of employees&
Page | 10
C!APTER A
COMPANY PROFILE
INTRODUCTION TO T!E COMPANY
ACC $+ormer)* A,,o=iate' Cement Companie, Lt'0% is one of the oldest $ement
$ompanies whi$h is in operations from 1K2L&
1
ItMs registered offi$e is $alled 8ement (ouse& It
is lo$ated on Maharishi Kar-e Road! Mum1ai
2
&
2
A88 'A88 ,imited) is IndiaMs foremost manufa$turer of
$ement and $on$rete& A88Ms operations are spread
throughout the $ountry with 2 regions! 1 modern $ement
fa$tories! 1K Ready mi4 $on$rete plants! 1K sales offi$es!
H area offi$es! 1K ware houses and se-eral @onal offi$es& It has a wor6for$e of a1out KH""
persons and a $ountrywide distri1ution networ6 of o-er 1"!""" dealers& A88Ms resear$h and
de-elopment fa$ility has a unique tra$6 re$ord of inno-ati-e resear$h! produ$t de-elopment
and spe$iali@ed $onsultan$y ser-i$es& 3in$e its in$eption in 1K2L! the $ompany has 1een a
trendsetter and important 1en$hmar6 for the $ement industry in respe$t of its produ$tion!
mar6eting and personnel management pro$esses& Its $ommitment to en-ironment%
friendliness! its high ethi$al standards in 1usiness dealings and its on%going efforts in
$ommunity welfare programs ha-e won it a$$laim as a responsi1le $orporate $iti@en& A88
has made signifi$ant $ontri1utions to the nation 1uilding pro$ess 1y way of quality produ$ts!
ser-i$es and sharing its e4pertise&
In the 71 years of its e4isten$e! A88 has 1een a pioneer in the manufa$ture of $ement and
$on$rete and a trendsetter in many areas of $ement and $on$rete te$hnology in$luding
1
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2
httpIEEen&wi6ipedia&orgEwi6iEA88O,imited
3
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Page | 11
impro-ements in raw material utili@ation! pro$ess impro-ement! energy $onser-ation and
de-elopment of high performan$e $on$retes&
A88Fs 1rand name is synonymous with $ement and en0oys a high le-el of equity in the
Indian mar6et& It is the only $ement $ompany that figures in the list of 8onsumer 3uper
Brands of India&
Among the first $ompanies in India to in$lude $ommitment to en-ironmental prote$tion as
one of its $orporate o10e$ti-es! the $ompany installed sophisti$ated pollution $ontrol
equipment as far 1a$6 as 1KLL! long 1efore pollution $ontrol laws $ame into e4isten$e& #oday
ea$h of its $ement plants has state%of%the art pollution $ontrol equipment and de-i$es&
A88 plants! mines and townships -isi1ly demonstrate su$$essful endea-ors in quarry
reha1ilitation! water management te$hniques and PgreeningF a$ti-ities& #he $ompany a$ti-ely
promotes the use of alternati-e fuels and raw materials and offers total solutions for waste
management in$luding testing! suggestions for reuse! re$y$ling and $o%pro$essing&


A88 has made signifi$ant $ontri1utions to the nation 1uilding pro$ess 1y way of quality
produ$ts! ser-i$es and sharing e4pertise& Its $ommitment to sustaina1le de-elopment! its high
ethi$al standards in 1usiness dealings and its on%going efforts in $ommunity welfare
programs ha-e won it a$$laim as a responsi1le $orporate $iti@en&
#he $ompanyMs -arious 1usinesses are supported 1y a powerful! in%house resear$h and
te$hnology 1a$6up fa$ility % the only one of its 6ind in the Indian $ement industry& #his
ensures not 0ust $onsisten$y in produ$t quality 1ut also $ontinuous impro-ements in produ$ts!
pro$esses! and appli$ation areas&
H
!ISTORY OF ACC CEMENT "OR#S
4
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5
%#he $ompanyMs -arious 1usinesses are supported 1y a powerful! in%house resear$h and
te$hnology 1a$6up fa$ility& 7upta '2""K)
Page | 12
A88 ,td& was formed in 1K2L 1y merging 1" $ement $ompanies! prominent among them are
#atas! Khataus! Killi$6 Ai4on and B < Dinshaw 7roup&
L
Initially! when $ement was
introdu$ed in 1K1! first 8ement .lant was started near Madras 1y 3outh India Industry
,imited& But due to la$6 of la1or and 6nowledge in manufa$turing of 8ement this plant! after
a few months wor6ing was $losed down& Many men of outstanding initiati-e and foresight
$ontri1uted towards the de-elopment of 8ement Industry in India&
7
F0 E0 Din,8a9 5 t8e
+oun'er o+ ACC
#he history of A88 spans a wide $an-as 1eginning with the struggle of its pioneer B <
Dinshaw and other Indian entrepreneurs of the $ement industry& #heir efforts to fa$e
$ompetition for sur-i-al in a small 1ut aggressi-e mar6et mingled with the stirring of a
$ountryFs nationalist pride that tou$hed all wal6s of life = in$luding trade! $ommer$e and
1usiness&
3ir Aowro0i B 3a6lat-ala was the first $hairman& #he new $ompany had four managing
dire$tors! one from ea$h $onstituent group& Its first Board in$luded distinguished luminaries
of the Indian 1usiness world of the time = J R D #ata! Am1alal 3ara1hai! 5al$hand
(ira$hand! Dharamsey Khatau! 3ir A61ar (ydari! Aawa1 3alar Jung Bahadur and 3ir (omy
Mody&
N

#he A88 Board $omprises of 2 persons& #hese in$lude <4e$uti-e! Aon%<4e$uti-es and
Aominee Dire$tors& #his group is responsi1le for determining the o10e$ti-e and 1road
6
httpIEE$ement&industry fo$us&netEinde4&phpE$ompany%profiles%a%newsE1N"%a$$%ltd&html
7
Report of training under Asso$iated $ement $ompanies ,td! 785! Barmana '(&.)
8
httpIEEwww&a$$limited&$omEnewsiteEpdfEa$$&pdf
Page | 13
poli$ies of the 8ompany = $onsistent with the primary o10e$ti-e of enhan$ing long%term
shareholder -alue&
#he Board meets on$e a month& #wo other small group of dire$tors = $omprising
3hareholdersFE In-estorsF 7rie-an$e 8ommittee and Audit 8ommittee of the Board of
Dire$tors = also meet on$e a month on matters pertaining to the finan$e and share dis$ipline&
ItFs annual turno-er is Rs& 2H!""" million and itFs asset 1ase is a1out Rs& 2!LHH million&
12!""" employees are wor6ing in its $orporate offi$e at Mum1ai& In $ement A88 produ$es
three 1rands A88 3ura6sha! 3amrat! 3uper& Beside $ement A88 also manufa$turers
refra$tories! ready mi4ed $on$rete et$&
!ea' o++i=e: Cement !ou,e2 ABA2 Ma8ar,8i #ar(e Roa'2 Mum&ai : CDDDBD0
A STRATEGIC ALLAINCE:
Page | 14
#he house of #ata was intimately asso$iated with the heritage and history of A88! right from
its formation in 1K2L upto 2"""& Between the years 1KKK and 2"""! the #ata group sold all
1&H per $ent of its shareholding in A88 in three stages to su1sidiary $ompanies of 7u0arat
Am1u0a 8ements ,td '7A8,)! who are now the largest single shareholder in A88& #his has
ena1led A88 to enter into a strategi$ allian$e with 7A8,! a $ompany reputed for its 1rand
image and $ost leadership in the $ement industry&
K
!OLCIM 5 A NE" PARTNERS!IP
A new asso$iation was forged 1etween A88 and the (ol$im group of 3wit@erland in 2""H& In
January 2""H! (ol$im announ$ed its plans to enter into a long%term strategi$ allian$e with the
Am1u0a 7roup 1y a$quiring a ma0ority sta6e in Am1u0a 8ements India ,td& 'A8I,)! whi$h at
the time held 12&N per $ent of the total equity shares in A88& (ol$im simultaneously
announ$ed its 1id to ma6e an open offer to A88 shareholders! through (old$em 8ement .-t
,imited and A8I,! to a$quire a ma0ority shareholding in A88& An open offer was made 1y
(old$em 8ement .-t& ,imited along with Am1u0a 8ements India ,td& 'A8I,)! following
whi$h the shareholding of A8I, in$reased to 2&LK per $ent of the <quity share $apital of
A88& 8onsequently! A8I, has filed de$larations indi$ating their shareholding and de$laring
itself as a .romoter of A88&
1"
(ol$im is the world leader in $ement as well as 1eing large suppliers of $on$rete! aggregates
and $ertain $onstru$tion%related ser-i$es& (ol$im is also a respe$ted name in information
te$hnology and resear$h and de-elopment& #he group has its headquarters in 3wit@erland
with worldwide operations spread a$ross more than 7" $ountries& 8onsidering the formida1le
glo1al presen$e of (ol$im and its e4$ellent reputation! the Board of A88 has wel$omed this
new asso$iation&
11
CORPORATE VISION
9
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10
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Page | 15
♦ ?ur -ision is to 1e world $lass $orporation with di-ers 1usinesses 1uilt around our
$ore $ompeten$ies and 6nowledge 1ase in $ement ! refra$tories !ad-an$ed materials!
engineering! geology and mining and resear$h
♦ 5e aim to se$ure this position through de-elopment! manufa$ture! sale and
appli$ation! of produ$ts in India! with signifi$ant positions in the world&
• #o remain in the pre =eminent position of the largest $ement manufa$turer of
highest quality
• #o 1e the leading supplier of -alue added produ$ts! ser-i$es and te$hnology for
the $onstru$tion se$tor of India&
• #o 1e the foremost refra$tory manufa$turer with the most profita1le mi4 of
$asta1les shaped produ$ts and ser-i$es in India and in the world mar6ets&
• #o 1e the pa$e setters in ad-an$ed $erami$s! %% in introdu$ing ultra%high purity
ele$troni$ raw materials and de-i$es thereof in India! with a signifi$ant position in
the world mar6ets&
• #o 1e amongst the foremost engineering enterprises in the areas of $ement plant
$onstru$tion and manufa$turers! pollution $ontrol! geology and mining and
mineral pro$essing&
• #o 1e $ustomer fo$used and gi-e the 1est possi1le -alue for money to our
$ustomer& .ro-ide 1est ser-i$es to them and 1e deeply $ommitted to quality&
• #o ensure $onsistent and sustaina1le growth and adequate returns for our
shareholders&
• .eople are A88Fs 6ey assets = #o ma6e them team 1ased and $hange oriented to
their growth as well as the $ompanyFs&
• #o $ontinue to $ontri1ute to our so$iety and $ompany&
CORPORATE MISSION
Page | 16
 LEADERS!IP
Maintain leadership of the Indian $ement through $ontinuous moderni@ation
e4pansion of our manufa$turing fa$ilities and a$ti-ities! and through the esta1lishment
of wide and effi$ient mar6eting networ6s&
 PROFITAILITY
A$hie-e a reasona1le and fair return on $apital 1y promoting produ$ti-ity
through the $ompany&
 GRO"T!
<nsure a steady growth of 1usiness 1y strengthening the $ompanyFs position in
the $ement se$tion $onsistent with o-erall $orporate o10e$ti-e
 EUALITY
Maintains high quality of our produ$ts and ser-i$es and ensure their supply at
fair pri$e&
 EEUITY
.romote and maintain fair Industrial Relation and an <n-ironment for the
effe$ti-e in-ol-ement! welfare and de-elopment of staff at all le-el&
 PIONEERING
.romote resear$h and de-elopment efforts on the areas of produ$t
de-elopment and energy! and $onser-ation and to inno-ate and optimi@e produ$ti-ity&
 RESPONSIILITY
Bulfill our o1ligation to so$iety! espe$ially in the areas of integrated rural
de-elopment and in safeguarding the en-ironment and natural e$ologi$al 1alan$e
EUALITY POLICY
Page | 17
♦ 5e shall 1uild quality as integral part of the system su$h that quality is right at first
time and all the time&
♦ 5e 1elie-e that quality impro-ement is limitless and therefore it is $ontinuous&
♦ 5e shall $omply with all rele-ant requirements of the produ$t quality&
♦ ?ur $on$ern towards quality is for the entire organi@ation and 0ust for the produ$t&
♦ 5e will satisfy the $ustomer fully and $ontinuously&
♦ 5e ha-e esta1lishment frame wor6 for re-iewing and quality o10e$ti-es and will
ensure itFs $ontinuous suita1ility&
ENVIRONMENT POLICY
♦ <nsure $ontinual impro-ement in en-ironmental performan$e 1y $arrying out periodi$
re-iew of the a$tion plan&
♦ .re-ent pollution ; minimi@e fugiti-e missions&
♦ 8omply with all appli$a1le all legal and regulatory requirements&
♦ 8onser-e energy and mineral resour$es&
♦ Minimi@e waste generation and reutili@e the sour$e! if generated&
♦ 8reati-e en-ironmental awareness among employees and $ontinuity at large&
A"ARDS ; ACCOLADES:
AB
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♦ Aational Award for outstanding performan$e in promoting rural and agri$ultural
de-elopment = 1y A33?8(AM
♦ 3word of (onour % 1y British 3afety 8oun$il! /nited Kingdom for e4$ellen$e in
safety performan$e&
♦ Indira .riyadarshini Jri6shamitra Award %%% 1y #he Ministry of <n-ironment and
Borests for Qe4traordinary wor6Q $arried out in the area of afforestation&
♦ BI88I Award %%% for inno-ati-e measures for $ontrol of pollution! waste management
; $onser-ation of mineral resour$es in mines and plant&
♦ 3u1h Karan 3arawagi <n-ironment Award % 1y #he Bederation of Indian Mineral
Industries for en-ironment prote$tion measures&
♦ Drona #rophy % By Indian Bureau ?f Mines for e4tra ordinary efforts in prote$tion of
<n-ironment and mineral $onser-ation in the large me$hani@ed mines se$tor&
♦ Indo 7erman 7reente$h <n-ironment <4$ellen$e Award
♦ 7olden .ea$o$6 <n-ironment Management 3pe$ial Award % for outstanding efforts in
<n-ironment Management in the large manufa$turing se$tor&
♦ Indira 7andhi Memorial Aational Award % for e4$ellent performan$e in pre-ention of
pollution and e$ologi$al de-elopment
♦ <4$ellen$e in Management of (ealth! 3afety and <n-ironment I 8ertifi$ate of Merit
1y Indian 8hemi$al Manufa$turers Asso$iation
♦ Jishwa6arma Rashtriya .uras6ar trophy for outstanding performan$e in safety and
mine wor6ing
♦ 7ood 8orporate 8iti@en Award % 1y .(D 8ham1er of 8ommer$e and Industry
♦ Jamnalal Ba0a0 /$hit Jya-ahar .uras6ar % 8ertifi$ate of Merit 1y 8oun$il for Bair
Business .ra$ti$es
♦ 7reente$h 3afety 7old and 3il-er Awards % for outstanding performan$e in 3afety
management systems 1y 7reente$h Boundation
Page | 19
♦ BIMI Aational Award % for -alua1le $ontri1ution in Mining a$ti-ities from the
Bederation of Indian Mineral Industry under the Ministry of 8oal&
♦ Ra0ya 3thariya .arya-aran .uras6ar % for outstanding wor6 in <n-ironmental
.rote$tion and <n-ironment .erforman$e 1y the Madhya .radesh .ollution& 8ontrol
Board&
♦ Aational Award for Bly Ash /tili@ation % 1y Ministry of .ower! Ministry of
<n-ironment ; Borests and Dept& of 3$ien$e ; #e$hnology! 7o-t of India % for
manufa$ture of .ortland .o@@olana 8ement&
♦ 7ood 8orporate 8iti@en Award % 1y Bom1ay 8ham1er of 8ommer$e and Industry for
wor6ing towards an en-ironmentally sustaina1le industry while pursuing the o10e$ti-e
of $reation of a 1etter so$iety&
♦ Aational Award for <4$ellen$e in 5ater Management % 1y the 8onfederation of Indian
Industry '8II)
CEMENT PLANT LOCATIONS
Page | 20
ACCF, PLANT:"ISE CAPACITY
AG
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3&A?& /nits 3tate
8apa$ity 'M#.A)
1& Bargarh ?RRI3A "&KL
2& 8hai1asa J(ARK(AAD "&N7
2& 8handa MA(ARA3(#RA 1&""
& Damodhar 5<3# B<A7A, "&H2
H& Gaga) !IMAC!AL PRADES! C0BD
$Gaga) I an' II%
L& Jamul 8((A##I37AR( 1&HN
7& Kymore MAD(+A .RAD<3( 1&7"
N& ,a6heri RAJA3#(AA "&L"
K& Madu66arai #AMI, AAD/ "&KL
1"& 3indri J(ARK(AAD "&L"
11& 5adi KARAA#AKA 2&11
12& Aew 5adi .lant KARAA#AKA 2&L"
12& #i6aria /##AR .RAD<3( 2&""
ACC GAGAL PLANT 5 AN INTRODUCTION
Page | 22
8ommissioned on 12th Mar$h 1KN! 7agal 8ement 5or6s '785) is part of IndiaFs largest
$ement $ompany! A88 ,td& It is lo$ated near Barmana in Bilaspur distri$t of (ima$hal
.radesh! on the Aational (ighway A( 21! $onne$ting Am1ala and Manali& Installed with a
$apa$ity of H&L ,a6h tonnes of $ement per annum! it has moderni@ed and e4panded to a total
$apa$ity of &L million tonnes of $ement per annum& 785 is a mar6et leader in the northern
region and maintains its mar6et share in all strategi$ mar6ets& ,o$ated in the e$o+ sensiti-e
@one of the (imalayas! the $ompany has 1een pro+ a$ti-e in wor6ing towards en-ironmental
$onser-ation and pollution $ontrol& It has reportedly planted more than 1 million trees o-er a
period of 12 years! in and around the fa$tory premises& As part of the en-ironment
management system! 785 has 1een regularly in-esting in te$hnologi$al up+gradation to
a$hie-e 1oth e$onomi$ and en-ironmental effi$ien$y&
1H
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A88 was first to put up a large s$ale industrial house in the state of (ima$hal .radesh& #he
plant 6nown as GAGAL: ӏ unit started with an annual $apa$ity of "&HL Million #ons 'with
one 6iln of 17"" #.D)& GAGAL: ӏ ӏ unit with a $apa$ity of 1 Million #ons of $ement was
installed in 1KK%KH& #oday! the $ement produ$tion $apa$ity at 785 has 1een risen to an
/npre$edented & Million #ons&
A88 was first to put up a large s$ale industrial house in the state of (ima$hal .radesh& #he
plant 6nown as GAGAL: ӏ unit started with an annual $apa$ity of "&HL Million #ons 'with
one 6iln of 17"" #.D)& GAGAL: ӏ ӏ unit with a $apa$ity of 1 Million #ons of $ement was
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installed in 1KK%KH& #oday! the $ement produ$tion $apa$ity at 785 has 1een risen to an
/npre$edented & Million #ons&
MINES
#he total mining area with 785 is 221&2H he$tares $omprising Barmana (ill and 7agal (ill&
?f this! H2 he$tares is the a$ti-e mining area and forms part of the 7agal (ill& Brom an initial
height of K7m! the hill has 1een mined down to LH"m and the $ompany plans to mine down
further up to H"" m& It is e4pe$ted that this le-el would 1e rea$hed o-er the ne4t 2H years!
after whi$h! further re$onnaissan$e would 1e $arried out to assess more potential for
e4tra$tion& If not found -ia1le! the $ompany plans to use the $rater $reated post mining for
har-esting of water&
17
#he 7agal mine has a 1elt length of 1&H6m& ,imestone is 1lasted 1y using a 1en$hing pro$ess
i&e di-iding the hill into 1en$hes& Blasting is $arried out 2+ days in a wee6 and usually
1etween 1pm and 2pm& A1out 2"""" tonnes are mined in ea$h 1last& In 2""1! A88 adopted
the Aon+ele$tri$ Bottom Initiation Detonator te$hnique o-er the $on-entional detonating fuse
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te$hnology for 1lasting& More sophisti$ated detonators are used today in order to minimi@e
the impa$t of the 1last on the surrounding areas&
#he -illages surrounding the mines are at a distan$e of more than H"" m from the 1lasting
site& In later intera$tions with lo$al $ommunities! the team was informed that se-eral houses
had de-eloped $ra$6s& A88 offi$ials maintain that the $ra$6s! if any! are due to faulty
$onstru$tions and that! the $ompany has $ondu$ted studies in the past to demonstrate to
-illagers that there are minimal -i1rations to $ause $ra$6s& (owe-er! the per$eptions persist&
#he team 1elie-es that the $ompany should try to dispel these per$eptions and also
demonstrate sound te$hniques for $onstru$ting houses&
1K
CEMENT PLANT
785 $omprises two unitsI Gaga) I an' Gaga) II0 A88 has in-ested $ontinuously and
$onsidera1ly to upgrade the plant infrastru$ture as well as $ement manufa$turing te$hniques
to in$rease e$onomi$ as well as en-ironmental effi$ien$y&
#o redu$e sour$e emissions! the $ompany has installed 11 1ag houses! NH 1ag filters and 2
<3.s '<le$tro+3tati$ .ro$essors)& #hese ha-e resulted in drasti$ redu$tion in the sta$6
emission le-els! whi$h are now maintained at less than 2" ppm& In fa$t! not only do the 1ag
houses filter the emissions! they also feed it 1a$6 to the manufa$turing pro$ess& #his not only
redu$es emissions! 1ut also ma6es great e$onomi$ sense&
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#he plant has installed a monitoring station to $onstantly monitor 3?4! A?4 and 3.M le-els&
Bugiti-e emissions are a 1igger $ause for $on$ern& A88 has put in pla$e dust suppression
systems li6e water sprin6lers to ta$6le these emissions! whether on the $on-eyor whi$h
$arries the quarried limestone from the mines to the plant! or at the en$losed sto$6yards
whi$h store $oal! gypsum and fly ash& (owe-er! $urrent efforts to $ur1 fugiti-e emissions
might need augmentation and further impro-ements&
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#he pa$6ing area also poses a $hallenge in terms of fugiti-e emissions& <-ery time! a $ement
1ag is transferred! 1e it along the $on-eyor or from the $on-eyor on to the tru$6! there is
some amount of lea6age& A88 management $ould e4plore and seriously pursue options li6e
using paper 1ags or despat$hing $ement in 1ul6 quantities& '#he en$losed 1un6ers that are
used to 1ring fly ash to 7agal plant go 1a$6 empty& #hese $ould 1e used to despat$h 1ul6
$ement&) 785 is trying out pa$6aging using laminated 1ags&
#he $ompanyFs greening efforts e-en within the plant premises ha-e ensured a $leaner!
relati-ely dust+free en-ironment&
22
PRACTICES AT GC":
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TOTAL PRODUCTIVITY MAINTENANCE $TPM%:
It is an Ameri$an $on$ept 1ut it is widely used in Japan& Mr& Aa6a0ima
introdu$ed #.M in Japan in 1K71& #.M $om1ines the Ameri$an pra$ti$e of
.re-enti-e Maintenan$e with the Japanese $on$epts of #otal >uality 8ontrol ; #otal
<mployee In-ol-ement& #.M was introdu$ed in 785 in 1KKL& #here is a #.M
department that disseminates information regarding #.M& At regular inter-al of time!
Meetings ; presentations on #.M is 1eing held& <-eryday fi-e minutes are gi-en to
employees of e-ery se$tion to spea6 on .#M& ItFs a -oluntary parti$ipation that helps
the wor6ers to enri$h their 6nowledge&
TPM GOALS IN ACC GC":
 Rero Brea6down
 Rero A$$ident
 Rero Defe$t
 Rero 5aste
 Rero In-entory
O-ECTIVE OF TPM DEPARTMENT:
 #o ma4imi@e o-erall equipment effe$ti-eness! .rodu$ti-ity ; quality with e-eryoneFs
.arti$ipation ; in-ol-ement&
 #o enri$h all employees with 6nowledge ; s6ills
 #o foster a harmonious wor6 $ulture&
 #o de-elop <n-ironment Briendly! 3afe! (ealthy! 8heerful ; Moti-ating wor6
en-ironment ; 8onditions&
 #o ma6e $ontinuous impro-ements to redu$e o-erall Manufa$turing $ost&
EUALITY CIRCLE:
Page | 29
>uality 8ir$le is a group of employees from same department wor6ing together for
$ontinuous impro-ement of their department 1y sol-ing pro1lems&
In A88 785! in ea$h department they ha-e more than one >8 groups! whi$h
in-ol-es = L employees& Bor e4ample! in pa$6inghouse! there are four >8 groups&
#hese groupsF deals with $ement loading! ma$hinery maintenan$e et$& <-ery month
>8 group meetings are held where e-eryone is free to e4press their -iews& #hese >8
groupsF plays a -ital role as it helps in sol-ing wor6 related pro1lems& >8 group
en$ourages& #eamwor6 and ultimately in$ul$ates sense of 1elongingness in the
mem1ers towards their organi@ation&
ENVIORNMENT MANAGEMENT SYSTEM $EMS%:
<M3 is a program of $ontinuous en-ironment impro-ement& #he 7agal
8ement Ba$tory has 12 <le$trostati$ .re$ipitators '<3.) $osting o-er Rs 2L $rores& In
<3.! dust parti$les are attra$ted towards $athode tu1es in terms of 8ations ; Anions&
In addition to it there are total 7N Bag (ouses& Bag house $onsists large num1er of
fi1erglass 1ags in whi$h dust parti$les got sti$6& #otal in-estment on Bag (ouse is
a1out 2 $rores& #hese equipment helps to a1sor1 dusty parti$les whi$h if inhaled
$ause pro1lems&
A 3$heme is 1eing implemented to re$y$le the sewage water 1y C Root Rone
#e$hnology D& #his is used for sewage treatment and re$y$led water is used for
gardening and thus redu$ing fresh water $onsumption& It is 1eing installed in A88
$olony! $o-ering an area of 12LH%meter square and total $ost in-ol-ed in it is a1out 7"
la6hs& 8ompany started utili@ing dry P B,+ A3( P whi$h is waste generated 1y
#hermal .ower .lant& #he dry fly ash is transported from Ropar '.un0a1) to 785 in
totally en$losed 1ul6ers to a-oid fugiti-e emissions& #otal in-estment on this is o-er
Rs 22 $rores&
C!APTER B
Page | 30
!UMAN RESOURCES AT ACC
A88 has a large wor6for$e of a1out K!""" people! $omprising e4perts in -arious dis$iplines
assisted 1y a dedi$ated wor6for$e of s6illed persons& A88 employees! referred to as the A88
.ari-ar! $ome from all parts of the $ountry and 1elonging to a -ariety of ethni$! $ultural and
religious 1a$6grounds& A88 employees display a strong sense of loyalty to the 8ompany and
their spe$ial stellar qualities as P-alue%addingF human $apital are well 6nown in the industry&
A88 has $learly stated guidelines $on$erning re$ruitment! termination! $areer ad-an$ement!
performan$e appraisal! professional and employee ethi$s and $ode of $ondu$t& #he
8ompanyFs personnel poli$ies and pro$esses enshrine equal opportunities to all and non%
dis$rimination with regard to gender! $aste! $reed! ideology or other opinion! whether so$ial!
politi$al or religious& Also ensured is a due pro$ess for employee $onsultation and
parti$ipation in organi@ational de-elopment and poli$y formulation&
22
(uman Resour$e at A88 in$ludesI
♦ RECRUITMENT
Re$ruitment in A88 is a -ery fair and transparent pro$ess with adequate
opportunities to loo6 for suita1le $andidates internally as well as from outside&
Appli$ants are generally in-ited on the 1asis of spe$ifi$ ad-ertisements in newspapers
and we1sites& A 8ommittee of offi$ers $alled the Centra) Re=ruitment Committee
handles the entire re$ruitment pro$ess $omprising s$reening of appli$ations!
preliminary short%listing! inter-iews and final sele$tion& <-ery attempt is made to
ma6e the sele$tion pro$ess as o10e$ti-e as possi1le 1y in$orporating tests of
$ompeten$e& In some $ases! outside $onsultants are retained& All de$isions of the
re$ruitment $ommittee are re$orded in respe$t of ea$h $andidate& 8andidates are
informed of their short%listing and sele$tion immediately after the inter-iew or at the
earliest thereafter&
♦ PERFORMANCE MANAGEMENT
#he 8ompanyFs performan$e management system is in itself a 1en$hmar6 that
pro-ides ample opportunities and moti-ational in$enti-es to employees so as to
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reward and retain good talent within the 8ompany& #hese in$enti-es in$lude
.erforman$e ,in6ed In$enti-es! 7ood 5or6 Awards! ,etters of Appre$iation! 3pe$ial
In$rements! .romotions! Aomination to e4ternal training programs in India and
a1road! pu1li$ feli$itation and appre$iation& 3ome plants ha-e Best <mployee and
<mployee of the Month Awards and re$ognition& 8ompetent employees and those
who display aptitude are in-ited to 1e$ome #rainers themsel-es and re$ei-e #rain the
#rainer fa$ilitation&
♦ TRAINING AND DEVELOPMENT
Aew .erforman$e Management 3ystem in$orporates a pro$ess $alled
Competen=* A,,e,,ment an' Training an' De(e)opmenta) Nee', wherein
appraisers are spe$ifi$ally $alled upon to identify and assess training needs of
employees at spe$ifi$ inter-als that do not $oin$ide with .erforman$e Appraisals&
#raining is imparted to ta6e $are of an indi-idualFs $areer de-elopment as well as
fun$tional and s6ill enhan$ement& 8ompeten$y and De-elopment training inputs
in$lude 36ill and general performan$e enhan$ement! $ommuni$ation s6ills and 8areer
de-elopment& Bun$tional training needs are identified and $ondu$ted 1y fun$tional
departments while 8orporate (R organi@es $ompeten$y and de-elopmental inputs&
♦ EMPLOYEE "ELFARE AND PREREEUISITES
<mployee welfare re$ei-es prime attention at A88& #here are se-eral s$hemes
for general welfare of employees and their families& #hese $o-er edu$ation!
health$are! retirement 1enefits! loans and finan$ial assistan$e and re$reation fa$ilities&
A88 townships ha-e e4$ellent s$hools that are often the 1est in the distri$t& <du$ation
at these s$hools is su1sidi@ed for employeesF wards& Attra$ti-e s$holarship allowan$es
for $hildren studying at pla$es away from their parents! merit s$holarships for
outstanding $hildren and finan$ial assistan$e for employeesF $hildren to pursue higher
professional edu$ation! et$ are pro-ided 1y A88&
,i1eral medi$al 1enefits are made a-aila1le to employees and their family
mem1ers 1y way of reim1ursements towards normal medi$al treatment! domi$iliary
treatments and spe$ial san$tions for serious illness& <a$h of their townships has well%
Page | 32
equipped health $are $enters with qualified medi$al staff and fa$ilities! am1ulan$e!
referrals and tie%ups with reputed hospitals for spe$iali@ed treatment& In addition! there
are regular health $he$6ups! $amps and programs& <mployees are eligi1le to apply for
loans and finan$ial assistan$e for -arious purposes su$h as pur$hase of assets!
residential premises as well as a s$heme that pro-ides for supply of $ement at
su1sidi@ed rates to those 1uilding their own houses&
At the $ement plants and fa$tories! employees are pro-ided furnished and
unfurnished a$$ommodation 1ased on their entitlements& At many lo$ations! the
employees are gi-en free ele$tri$ity! free water supply and free 1us fa$ility for near1y
pla$es and s$hools& #hese houses are well%maintained and periodi$ally upgraded&
♦ EMPLOYEE SATISFACTION
In addition to periodi$ internal <mployee 3atisfa$tion 3ur-eys! A88 parti$ipate
in <mployee 3atisfa$tion and 5or6 .la$es 3ur-eys $ondu$ted 1y reputed e4ternal
agen$ies and organi@ations li6e !e9itt A,,o=iate, Gro9 Ta)ent0 And from time to
time! A88 has also retained reputed firms li6e Mer=er an' o,ton Con,u)ting
Group to study their internal wor6 en-ironment and employee poli$ies and suggest
areas of impro-ement& Below salient points of the latest sur-ey of employees are
1eing shared 1y themI
• .eople are treated fairly regardless of religion and gender&
• A88 is a safe pla$e to wor6 &
• Management is $ompetent in running 1usiness&
• <mployees feel good a1out what we do for so$iety&
• .roud to tell others I wor6 here&
• Management thin6s positi-ely&
• #he o-erall findings show signifi$ant 0o1 satisfa$tion at all le-els as also deep
respe$t for the $ompany! its performan$e management system and its o-erall
1usiness performan$e&
2
!RD MISSION
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5hile human de-elopment is worthiest of the goals of $i-ili@ation! A88Fs responsi1ilities
towards employees go 1eyond pro-iding a $ompetiti-e wage! salary and 1enefit payments
and in$lude many other elements su$h as attempting to maintain good wor6ing $onditions!
ma4imum opportunity to de-elop the full e4tent of their $apa$ities and relati-ely sta1le
en-ironment in whi$h they $an wor6 together effe$ti-ely&
To 8a(e a)) time, e++e=ti(e an' 9e)):moti(ate' emp)o*ee, at a)) )e(e), o+ t8e organiHation
98o are =ommitte' to attain organiHationa) goa), an' 8e)p t8e =ompan* to remain a
=orporate )ea'er in t8e =ountr*0
!RD O-ECTIVES
♦ #o attra$t! retain and de-elop effi$ient and effe$ti-e manpower at all le-els of
organi@ation to meet future and $urrent needs of our di-ersified 1usiness&
♦ #o empower employees for organi@ational effe$ti-eness through attainment of
spe$ifi$ tas6s! appropriate organi@ational stru$ture! appropriate delegation of
authorities and reward system&
♦ #o identify training and de-elopment needs of the employees and to pro-ide
appropriate fa$ilitiesEen-ironment for $ontinuous de-elopment through training! 0o1
rotation! pro0e$t management and self%de-elopment programs et$& to equip them for
higher responsi1ilities&
♦ #o e-ol-e and implement pragmati$ employeeFs relations poli$y whi$h would
$ontri1ute to harmonious relations leading to optimum produ$ti-ity! redu$tion in
manpower $ost and wasteful e4penditure and also help in maintaining image of the
A88 as an enlightened organi@ation&
!UMAN RESOURCE AT ACC GC":
(uman resour$e in A88 785 $omprises of the following $ategoriesI%
Page | 34
"OR#ERS
"OR#ERS
 MANAGEMENT STAFF:
/nder this $ategory! all managers of seniors and 0uniors hierar$hy are
in$luded&
 MONT!LY PAID STAFF:
/nder this $ategory! $leri$al staff and lower super-isors are in$luded&
 DAILY PAID STAFF:
/nder this $ategory! daily paid employees are $onsidered& #hey are equal to
permanent employees& In this $ategory s6illed! semi%s6illed and uns6illed wor6ers are
in$luded&
GRADE AND DESIGNATION STRUCTURE:
A88 has migrated from $urrent $lassi$al grade stru$ture to -o& $,iHe% a,e' Gra'e
,tru=ture 1y !a* Met8o'o)og*0 Jo1 Based 7rade 3tru$ture fo$uses on spe$ifi$
a$$ounta1ilities for ea$h role& (ay methodology pro-ides spe$ifi$ pointEs$ore whi$h will
determine the si@e of the 0o1 role& Different 0o1s ha-e 1een slotted into a grade hierar$hy
1ased on Jo1 si@e& <a$h grade hierar$hy is 6nown as ACC -O AND $A-%0
Page | 35
MANAGEMENT
STAFF
MANAGEMENT
STAFF
MONT!LY
PAID STAFF
MONT!LY
PAID STAFF
DAILY PAID
STAFF
DAILY PAID
STAFF
A- DESIGNATION
AJB%2 8hief <4e$uti-e
AJB%22 8hief ?ffi$er
AJB%22 Dire$tor
AJB%21 Dire$tor
AJB%2" (ead
AJB%1K (ead
AJB%1N (ead
AJB%17 8hief Manager
AJB%1L 8hief Manager
AJB%1H Manager
AJB%1 Asso$iati-e Manager
AJB%12 3r& <4e$uti-e E 3r& <ngineer
AJB%12 <4e$uti-e E <ngineer
AJB%11 Jr& <4e$uti-e E Jr& <ngineer
PLANT ORGANIIATION $GAGAL%:
Page | 36
DIRECTOR PLANT
MR0 RA#ES! SIN!A
!EAD:OPERATION
MR0NAVNEET C!OU!AN
!EAD:FINANCE
MR0SAN-AY -O!ARY
!EAD:!R2 IR ;
ADMN
MR0RA-ES!
-AM"AL
C!IEF MGR:
PROCUREMENT
MR0M0S0GOLE
!OD CSR
MR0 !0#APOOR
SECRETARY DP
MR0V0#0DI"EDI
!OD:ENERGY
VACANT
PLANT ORGANIIATION : !R2 IR AND ADMN0
Page | 37
!EAD:ENGINEERING
VACANT
C!IEF
MGR:E;I
MR0#0#
#!URANA
C!IEF MGR:
MEC! MAINT0
# L NANDA
!EAD:
PRODUCTION
V0S0"ARIER
!OD:
SAFETY
MR0V0#0
GOYAL
EA TO DP
MR0SANDEEP
T!A#UR
C!IEF MGR:
MINING
MR0S0#0 SONI
C!IEF MGR:E ; E
MR0SANDEEP
S!ARMA
!EAD:!R2 IR ; ADMN
RA-ES! -AM"AL
$A-:AJ%
C!IEF MGR !S
VACANT
!OD IR
-AG-IT SING! $A-:
AK%
!OD SECURITY
SATYAVIR $A-:
AK%
ASST0 T ; D
VACANT
MANPO"ER ARRANGEMENT:
#he total manpower employed at A88! are di-ided in to two $ategories& Management ,ta++
is go-erned 1y Con'u=t Ru)e, framed 1y the $ompany where as Non%Management Sta++ is
go-erned 1y standing orders $ertified under the Industrial <mployment '3tanding ?rders)
A$t! 1KL&
Page | 38
!OD !S
DR0PARVEEN MUDGAL
$A-:AK%
ASST0 !S
VACANT
ASST0 "ELFARE
VI#RAM-IT
$A-:AG%
S R #AT"AL
$A-:AB%
ASST TIME
OFFICE
P0C0SONI
$A-:AA%
ASST0SECURITY
RAM S0VERMA $A-:AB%
S0!AD"AL $A-:AB%
!OD !R
VACANT
ASST0 !R
C0S0 S!U#LA
$A-:AG%
C!APTER G
ASENTEEISM:AN INTRODUCTION
Page | 39
A1senteeism is the term generally used to refer to uns$heduled employee a1sen$es from the
wor6pla$e&
2H
It is the failure to attend to wor6& It is one of the ma0or pro1lems fa$ed 1y
$ompanies a$ross the glo1e today& /ns$heduled a1senteeism 1adly hurts the progress of an
organi@ation resulting in loss of produ$ti-ity! in$reased $osts in hiring additional staff and
low morale among the wor6ers& It is high time that employers address this pro1lem on a
priority 1asis&
2L
A1senteeism is a ha1itual pattern of a1sen$e from a duty or o1ligation&
#raditionally! a1senteeism has 1een -iewed as an indi$ator of poor indi-idual performan$e! as
well as a 1rea$h of an impli$it $ontra$t 1etween employee and employerG it was seen as a
management pro1lem! and framed in e$onomi$ or quasi%e$onomi$ terms& More re$ent
s$holarship see6s to understand a1senteeism as an indi$ator of psy$hologi$al! medi$al! or
so$ial ad0ustment to wor6&
27
A1senteeism in Indian Industries is not a new phenomenon& It is the manifestation of a
de$ision 1y employees not to present themsel-es at their pla$es of wor6! at a time when it is
planned 1y the management that they should 1e in attendan$e& Many resear$h reports re-eal
that there has 1een a phenomenal in$rease in a1senteeism in some industrial se$tors& #he
a1senteeism 1e$omes a pro1lem to the organi@ational management parti$ularly when
employees a1sent themsel-es from their wor6 en-ironment without gi-ing suffi$ient noti$e ;
1y 0ustifying their stand 1y furnishing fa6e reasons&
2N

(igh rate of a1senteeism is neither desira1le to employers nor good for the employees& In
ma0ority of organi@ations! high rate of a1senteeism has an ad-erse effe$t on quality and
quantity of produ$tion! effi$ien$y of wor6ers and organi@ationFs intention to fulfill new
mar6et demands& #he a1senteeism de-elops $onsidera1le loss to organi@ation 1e$ause wor6
s$hedules gets upset and delayed and management has to pro-ide o-ertime wages to meet the
deli-ery dates&
2K
25
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26
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ab"etee(")!(!the!'orkplace
27
http://ab"etee(").co.t-/
28
http://'''.c(tehr.co)/233830!ab"etee(")!(d(a!(d*"tr(e".ht)l
29
http://'''.c(tehr.co)/233830!ab"etee(")!(d(a!(d*"tr(e".ht)l
Page | 40
A1senteeism is a -ital issue that requires immediate attention 1y 1oth employers and
employees& <mployees should en0oy the wor6 they are doing and employers on their part
should help them in whate-er way they $an to ma6e their e4perien$e a pleasant one& After all
satisfied and happy employees loo6 forward to report to wor6 regularly and a1sent
themsel-es only for genuine reasons
2"
REASONS FOR ASENTEEISM:
#he le-els of a1senteeism and reasons for its o$$urren$e are dependent on many -aria1les in
an organi@ational en-ironment& #he se-en fa$tors $an 1e detailed as followsI
21
 3i$6ness is the main reason of a1senteeism running as high as H" S of the
a1senteeism in some $ases&
 Industrial a$$idents and o$$upational diseases 1ring a1out a1senteeism! depending
upon the nature of the pro$ess and ma$hines used&
 ,a$6 of interest or a feeling of responsi1ility and worth%whileness are fundamental
$auses of a1senteeism&
 After pay%day! 1efore and offer a holiday are some of the $ontri1utors of a
a1senteeism&
 Aight shift duties and $limates are some of the responsi1le fa$tors of a1senteeism&
 Attitude of mind $aused 1y en-ironmental and so$iologi$al fa$tors&
 #here are mis$ellaneous groups of $auses whi$h promote a1senteeism su$h as%
religious and so$ial festi-als! 1ad weather! la$6 of transportation! migratory $hara$ter
of wor6ers! su1sidiary li-elihood! sear$h for another 0o1! et$&
 Mis1eha-ior 1y the super-isor and differen$e of opinions with the management may
also $ontri1ute to the a1senteeism&
30
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ab"etee(")!(!the!'orkplace."'(tch#"k(/)ob(le
31
http://'''."cr(bd.co)/doc/54253258/1/0hapter!1
Page | 41
CAUSES OFASENTEEISM:
GB
 serious a$$idents and illness
 low morale
 poor wor6ing $onditions
 1oredom on the 0o1
 la$6 of 0o1 satisfa$tion
 inadequate leadership and poor super-ision
 .ersonal pro1lems 'finan$ial! marital! su1stan$e a1use! $hild $are et$&)
 poor physi$al fitness
 transportation pro1lems
 the e4isten$e of in$ome prote$tion plans '$olle$ti-e agreement )
 Benefits whi$h $ontinue in$ome during periods of illness or a$$ident&
 stress
 wor6load
 employee dis$ontent with the wor6 en-ironment
ASEENTEISM RATE
GG
#he first step is to determine what data to in$lude under the term Ca1sen$eD& 5hen
$al$ulating a1senteeism! organi@ations often differentiate 1etween e4$used and une4$used
a1sen$es and $olle$t data only on the une4$used sin$e these a1sen$es are most disrupti-e to
the wor6pla$e and ha-e the most impa$t on produ$ti-ity& ,ong term lea-es of a1sen$e! as
defined as H or more days in duration! are usually e4$luded&
32
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33
http://'''.doc"toc.co)/doc"/3541343/ab"etee(")!rate
Page | 42
MONT!LY ASENTEEISM RATE:
1& #otal num1er of days lost through 0o1 a1sen$e in the monthI OOOOOOOO
2& Aum1er of employees on 1st of the monthI OOOOO
2& Aum1er of employees on the last day of the monthI OOOOO
& A-erage head$ount for the month ',ine 2 * ,ine 2 di-ided 1y 2)I OOOO
H& Aum1er of a-aila1le wor6days in the monthI OOOO
L& A-erage num1er of wor6days for the month ',ine 4 ,ine H)I OOOOOO
7& Monthly a1senteeism rate ',ine 1 di-ided 1y ,ine L 4 1"")I OOOOO
ANNUAL ASENTEEISM RATE:
1& Assume a 2LH 1ase s$heduling year
2&Base % wee6 ends * pu1li$ holidays T 2LH%112T2H2
2&,ist all planned lea-e! a1senteeism and other reasons why an employee is not deploya1le
in$luding regular days off
&8al$ulate the a-erage annual not deploya1le DA+3 for ea$h reason and the total of all
reasons
H&8on-ert into an annual total
L&3u1tra$t the total not deploya1le days a-erage from a 2L day 1ase s$heduling year
7&Di-ide the 1ase year 1y the total a-erage deploya1le days&
C!APTER C
REVIE" OF LITERATURE
FitHgi&&on, $ALJD% figured that CMost empiri$al wor6 on the $orrelates of employee
a1senteeism $onsiders few predi$tors simultaneously or fails to distinguish among different
types of! or reasons for! a1sen$es&D (e assessed a multi-ariate model of a1sen$e 1eha-ior that
Page | 43
distinguished among the e4$used and une4$used a1sen$es as well as those a1sen$es that are
attri1uted to illness& C(e attempts to assess the sta1ility of findings o-er timeD&
2
reaug8 $ALJA% determined Cthe relationship 1etween Re$ruiting sour$es and <mployee
.erforman$e! A1senteeism and 5or6 AttitudesD& (e determined whether the sour$es through
whi$h employees are re$ruited are related to su1sequent 0o1 performan$e! a1senteeism and
wor6 attitudes& (e also found strong sour$e%of%re$ruitment effe$ts&
2H
Seamon', $ALJB% demonstrates the C3tress Ba$tors and #heir <ffe$t on A1senteeism in a
8orporate <mployee 7roupD& (e measured the effe$t of health e-aluation inter-iews on
Illness a1senteeism& (e $ondu$ted a 2"%minute inter-iew whi$h is done in $on0un$tion
with the periodi$ mental e4aminations whi$h was designed to assess stress%related
symptoms and $oping a1ilities related primarily to wor6 stress& CA signifi$ant drop in
illness a1senteeism for the e4perimental group as a result of the health e-aluation
inter-iew and referral was o1ser-ed&D
GM
Ge))at)* $ALLK% e4amined Cwhether an employeeMs le-el of a1senteeism was affe$ted 1y age!
organi@ational tenure! per$eptions of intera$tional 0usti$e! affe$ti-e and $ontinuan$e
$ommitment! and the per$ei-ed a1sen$e norm in the employeesM wor6 unit or departmentD&
(e $olle$ted the a1sen$e data following the employee sur-ey& C(ypothesi@ed relations
1etween the -arious indi-idual% and group%le-el fa$tors and employee a1senteeism were
spe$ified in a stru$tural model and testedD&
27
u,=8a6 $ALLM% fo$used on managing a1senteeism for greater rate of produ$ti-ity& 3he
re-eals that C/nauthori@ed or uns$heduled a1senteeism is a pro1lem for e-ery organi@ation or
1usiness& It $reates $ost and produ$ti-ity pro1lems! puts an unfair 1urden on the ma0ority of
34
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35
httpIEEwww&0stor&orgEpssE2HHN2K
36
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4
37
httpIEEonlineli1rary&wiley&$omEdoiE1"&1""2E0o1&"2"1L"H"7Ea1stra$t
Page | 44
employees who show up for wor6! ultimately hinders $ustomer satisfa$tion! and drains the
$ountryMs e$onomy&D 3he also Cre-iews the literature related to a1senteeism and suggests how
managers $an impro-e their a1senteeism rate and! as a result! impro-e produ$ti-ityD&
2N
Le=8ner $ALLN% studied the C#he effe$t of parti$ipation in an employee fitness program on
redu$tion of a1senteeism due to illness on three different wor6sites 'poli$e for$e! $hemi$al
industry! 1an6ing)D& (e used the longitudinal pretest%posttest designs& (e $olle$ted the data
and di-ided the study into three different groups Chigh parti$ipation! low parti$ipation! and no
parti$ipation in the employee fitness program and did the $o-arian$e analysis&D
GL
Mu=8in,6* $ALLN% figured Cemployee a1senteeism as a form of withdrawal 1eha-ior apart
from turno-er&D (e also Cstudied the psy$hometri$ properties of a1sen$e measures are
re-iewed! along with the relationship 1etween a1senteeism and personal! attitudinal! and
organi@ational -aria1les&D
"
Sagie $ALLJ% o1ser-ed that Cthe a1sen$es were regarded as -oluntary or in-oluntary 1ased on
the reasons pro-ided 1y the employees or super-isors& It was hypothesi@ed that -oluntary as
opposed to in-oluntary a1senteeism $an 1e predi$ted 1y organi@ational $ommitment! 0o1
satisfa$tion! and their intera$ti-e effe$t& Intention to quit was e4pe$ted to predi$t -oluntary
a1senteeism as wellD& (e also suggested the relationship 1etween the employee a1senteeism
and 0o1 satisfa$tion&
1
USA $To'a*% $BDDD% 1riefed the arti$le on C.utting the Bra6es on <mployee A1senteeismD&
#his arti$le demonstrates the -arious fa$tors and reasons for employee a1senteeism
whi$h in$ludes illness! stress! family issues! et$& It also des$ri1es that C<mployees are
38
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39
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H&asp4
40
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2H1
41
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Page | 45
tapped out on hours put into wor6& It shouldnMt 1e a surprise that theyMre stressed out as
they attempt to 0uggle long hours and personal demandsD&
CB
Ro,t $BDDM% studied the C#he <ffe$t of Impro-ing .rimary 8are Depression Management on
<mployee A1senteeism and .rodu$ti-ity a Randomi@ed #rial”. #he main o10e$ti-e of his
study is to test whether an inter-ention to impro-e primary $are depression management
signifi$antly impro-es produ$ti-ity at wor6 and a1senteeism o-er 2 years& C#wel-e
$ommunity primary $are pra$ti$es re$ruiting depressed primary $are patients were identified
in a pre%-isit s$reening&D
2

Smit8 $BDDM% des$ri1es the two main issues emerging in most of the organi@ations whi$h is
#urno-er and <mployee A1senteeism& (e o1ser-ed that CA1senteeism has in$reased 1y 1S
sin$e 1KK2& It $osts employers VL"2 a day for ea$h day an employee is outD& (e gi-es a
Creport that will help us to understand what $auses a1senteeism and pro-ides solutions on
how to treat it&D (e also des$ri1ed two types of a1senteeism that require different
treatments&

Y&ema $BDAD% .e4amined the interrelations 1etween registered employee a1senteeism! 0o1
satisfa$tion! and 1urnout in a longitudinal design with four yearly wa-es of data&/ (e
o1ser-ed the relationship 1etween 0o1 satisfa$tion and a1sen$e frequen$y& (e found that
C,ower 0o1 satisfa$tion in$reased the a1sen$e frequen$y! whereas higher a1sen$e frequen$y
lowered the su1sequent 0o1 satisfa$tionD& CBurthermore! it was found that higher 1urnout
enhan$ed future time lost due to a1sen$e! and lowered future 0o1 satisfa$tion&D
H
A'min $BDAA% suggested the reasons for Chow to deal with employee a1senteeismD& (e
$on$luded that C?ne of the 1iggest $hallenges that organi@ations fa$e today is unplanned
a1senteeism& Brequent a1senteeism from employees not only hampers the produ$ti-ity of an
organi@ation 1ut it also affe$ts the morale of hard wor6ing employees&D (e highlighted the
42
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43
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44
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45
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Page | 46
responsi1ility of a manager to identify the employees who display $ulpa1le a1senteeism! and
thus loo6 for -arious steps to $ounter it&
L
A)'ana $BDAA% Cdemonstrates that the health ris6s and failure of employees to parti$ipate in
fitness and health promotion programs are asso$iated with higher rates of employee
a1senteeismD& 5hen determining how to manage a1senteeism! employers should
$arefully $onsider the impa$t that health promotion programs $an ha-e on rates of
a1senteeism and other employee%related e4penses&
CN
Tappero $BDAA% e4plained the e4$uses of <mployee A1senteeism& (e added CEmp)o*ee
a&,enteei,m i, a =o,t)* pro&)em +or emp)o*er,0D (e fo$used on the guidelines and
the laws that are appli$a1le to all the employees and they ha-e to follow them under
e-ery $ir$umstan$e& (e stressed on a $ouple of things li6e CCompanie, nee' to 8a(e
a ,o)i' atten'an=e po)i=* in t8eir emp)o*ee 8an'&oo6D! C/se of 5or6E,ife
programs to address employee a1senteeismD! Cneed of fle4i1ility to $ontrol
a1senteeismD! et$&
CJ
C!APTER K
RESEARC! MET!ODOLOGY
#he $hapter of resear$h methodology will indi$ate the o10e$ti-e of the study! its uni-erse!
sampling design used! $olle$tion of data! statisti$al tools employed for analysis of data and
the limitation of the study&
Tit)e o+ t8e pro7e=t
.Rea,on, +or in=rea,e in a&,enteei,m in t8e emp)o*ee, o+ ACC Gaga) Cement "or6,
$GC"%/
46
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47
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48
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Page | 47
NEEDS OF STUDY:
 A K.I target was de$ided 1y 3R& Manager (R at 785 Barmana! whi$h was to
impro-e the 1N employees who didnFt get in$rement in the year 2"1" due to their
ha1itual a1senteeism& In order to fulfill this requirement this topi$ was $hosen for
resear$h&
 #he per$entage of employees who are not getting any in$rement at A88 785 is
in$reasing e-ery year& ,ast year a total of 1N employees ha-e 1een identified who
were not a1le to $omplete 2" days of attendan$e and so $ould not get an in$rement&
 #his study will highlight the reasons 1ehind 8a&itua) a&,enteei,m and then design an
a$tion plan to $ur1 this pro1lem at A88 785&
 #o 6now the reasons why despite 1eing pro-ided with all 6ind of fa$ilities inside and
out of wor6 pla$eG these employees are not willing to $hange their ha1it of regular
a1senteeism&
O-ECTIVE OF T!E STUDY:
#he 1asi$ o10e$ti-e of my resear$h study is to determine the reasons for in$rease in
a1senteeism in the employees of A88 785& I will fo$us on spe$ifi$ o10e$ti-es mentioned
1elowI
 #o find out why wor6ers a1sent themsel-es&
 #o ha-e a glan$e on the pro1lems they fa$e&
 #o de-elop an a$tion plan to impro-e their presen$e
 #o determine the diffi$ulties fa$ed 1y the wor6ers&
 #o suggest steps and de-ise te$hniques that $an 1e ta6en to impro-e their presen$e&
Page | 48
UNIVERSE OF T!E STUDY:
#he present study is des$ripti-e in nature& #he sur-ey has 1een $arried out among the
employees of A88 7agal 8ement 5or6s& #his resear$h was $ondu$ted using sur-ey method&
.rimary data has 1een $olle$ted 1y using a questionnaire& #he questionnaire in$luded
stru$tured and unstru$tured type& #he questionnaire $ontained questions relating to -arious
parameters of li6e nature and le-el of wor6! satisfa$tion le-el towards the lea-e fa$ility!
opinion regarding the pay! wor6ing $onditions! 0o1 satisfa$tion! welfare a$ti-ities! et$&
SAMPLING PLAN:
Samp)e SiHe:
#he total sample si@e is 1ased on H" respondents& #he respondents of present study 1elong to
A88 7agal 8ement 5or6s '785)&
Samp)ing Unit:
3ampling /nit $onsists of Gaga) Cement "or6,2 armana of A88 ,td&
Samp)ing E)ement:
3ampling element $onsists of Non:Management Sta++ at ACC Gaga) Cement "or6,0
INSTRUMENT FOR INFORMATION:
 Primar* Data:
.ersonal Inter-iews were $ondu$ted on the 1asis of stru$tured questionnaire&
 Se=on'ar* Data I
.ersonal files of the employees! pre-ious re$ords of attendan$e of the
employees! and -arious we1sites were $onsulted&
DATA COLLECTION:
Page | 49
#he sele$tion of sample for the $olle$tion of primary data was 1ased on $on-enient sampling
te$hnique&
A& Re,pon'ent,: H" employees of Aon%Management 3taff of A88 7agal 8ement
5or6s '785)
B& Too),: #he questionnaire was pre%tested for $larity on one respondent 'pro0e$t in
$harge)& Impro-ed questionnaires were used for final $olle$tion of data&
#he primary data re$ei-ed through questionnaires from the employees of A88 7agal 8ement
5or6s '785) was $lassified and ta1ulated& >uantitati-e and qualitati-e analysis was done
and inferen$es were drawn in line with the o10e$ti-e of the study&
STATISTICAL TOOLS USED FOR DATA ANALYSIS:
#o analy@e the $olle$ted data from the respondents Stati,ti=a) Pa=6age +or t8e So=ia)
S=ien=e, $SPSS% too) has 1een used! in whi$h ea$h and e-ery $omponent has 1een analy@ed
separately with the help of graphs&
LIMITATIONS OF STUDY:
♦ #he employees $hosen were all ha1itual a1sentees and therefore their a-aila1ility
for $ondu$ting inter-iews was the most diffi$ult part& It too6 around 1H days to
$ondu$t inter-iews only&
♦ #ime was another $riti$al $onstraint! sin$e the whole study was done in small time
period of L wee6s&
♦ During personal inter-iews wor6ers were not willing to answer most of the
questions though e-ery possi1le effort was made to ma6e them re-eal the truth&
♦ #his study was done at only one plant of A88 ,td! i&e& 7agal 8ement 5or6s and so
$annot 1e related to the whole organi@ation&
Page | 50
C!APTER C
DATA ANALYSIS AND INTERPRETATION
#his $hapter is de-oted to des$ripti-e study and analysis of primary data $olle$ted from the
Aon%Management staff of A88 7agal 8ement 5or6s& Responses re$ei-es from respondents
in respe$t of ea$h question of the questionnaire ha-e 1een ta1ulated! analy@ed 1elow to arri-e
at an interpretation& H" questionnaires were su1mitted duly filled%up&
INTERVIE"S:
Page | 51
I ha-e $ondu$ted inter-iews of many wor6ers 'non%management staff) who are wor6ing in
this organi@ation and the ones who 6eep themsel-es a1sent from the wor6& My aim of
inter-iewing them is stated as 1elowI
♦ #o pro$ure an opportunity for o1ser-ing a $andidate from -arious point of -iew&
♦ #o find out personal fa$ts a1out the indi-iduals&
♦ #o o1tain information through fa$e to fa$e tal6 and thus to enter into oneFs inner most
for understanding his feelings! desires! interest and aspirations&
♦ #o e4amine the tension that an inter-iewer may 1e $arrying with him&
Bollowing are the inter-iews of those employees wor6ing in A88 785! who are ha1itual of
6eeping themsel-es a1sent from the wor6& Bollowing are the reasons and -arious statements
gi-en 1y them regarding their a1senteeismI
Mr0 Rame,8 #umar
U0E0 No0 DJDCCM
 Designation I Ma@door
 7rade I <
 Deptt& I Raw Mills
 Date of Birth I Mar$h 12
th
1KL2
 Date of Joining I Mar$h 1H
th
1KN
 Aati-e pla$e I Baht Kasol
Page | 52
 Address I Jill Baht Kasol!.&?& Dhar
#atoh !#eh& 3adar Distt& Bilaspur
 Ao& of Bamily mem1ers I 2
 ,ast .romotion +ear I 2""
 ,ast In$rement I 2""
 Basi$ 3alary I NN&"K Rs&
 ?ther sour$es of In$ome I land
Rea,on, +or a&,enteei,m:
♦ Agri$ulture! as he owns land&
♦ CJa1 mood nahin 6arta ta1 mai nahin attaD
♦ ,a$6 of interest in wor6
♦ #he employee was admitted to hospital for2% months due to an a$$ident last year&
♦ #he land of the employee has 1een a$quired in Kol Dam .ower .ro0e$t and he has got
$ompensation in 8rores of RsE%& 3o his primary o10e$ti-e of doing 0o1 is fulfilled&
A=tion P)an:
♦ 3in$e the employee la$6s the sense of responsi1ility towards the 0o1 and thin6s that
only purpose of doing a 0o1 is getting paid for it! a $ounseling session should 1e
arranged for the employee to ma6e him reali@e the importan$e of employment&
♦ #o moti-ate the employee a training module on moti-ation $an 1e implemented&
Mr0 D8ani Ram
U0E0 No0 DJABLN
 Designation I Ma0door
 7rade I <
 Deptt& I 5or6shop &
 Date of Birth I Aug N
th
! 1KLK
 Date of Joining I De$ 1
st
! 1KK7
Page | 53
 >ualifi$ation I Nth .assed
 Aati-e pla$e I Baloh
 Address I Jill&Baloh!.&?&Dha-an Kothi
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I 1
 ,ast .romotion +ear I 2""L
 ,ast In$rement I 2""L
 Basi$ 3alary I N&2H
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ (e is an al$oholi$&
♦ Ad-erse family pro1lems&
♦ Due to $onstru$tion wor6
A=tion P)an:
♦ #he pro1lem with the employee is his ha1it of al$oholism! so he needs a treatment for
this&
Mr0 Su&8a,8 #umar
U0E0 No0 DJABND
 Designation I Ma0door
 7rade I <
 Deptt& I Raw Mills Deptt& &
 Date of Birth I July 21
st
!1K7L
 Date of Joining I De$ L
th
!1KKL
Page | 54
 >ualifi$ation I
 Aati-e pla$e I Barmana
 Address I J&.&?&&Barmana
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I 7
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I NN&N7E%Rs&
 ?ther sour$es of In$omeI none
Rea,on, +or A&,enteei,m:
♦ (e has some shops as well as rooms on rent at his nati-e pla$e whi$h is a sour$e of
e4tra in$ome for him&
♦ (is father is suffering from a serious illness and he has to ta6e him for regular $he$6%
ups&
♦ (e ne-er got an award till date&
♦ (e is highly dissatisfied on the part of management for not getting any promotion
e-en after 12 years of ser-i$e&
A=tion P)an:
♦ #he management should loo6 into the employeesF matter! why the employee didnFt get
any promotion&
♦ #he employeeFs main area of $on$ern is that he is not getting any promotions despite
wor6ing equally hard&
♦ (e says!D Doosaron 6o de6h6ar 1ahut 1ura lagata hai& Jo hamare sath 6aam pe lage
the! un6o 2 ya 2 1aari promotion mil $hu66a hai& .hir hamen 6yun nahiUD
♦ #he employee needs a session of $ounseling on ma6ing him understand the 1ad
effe$ts of a1senteeism&
Page | 55
Mr0 Roop La)
U0E0 No0 DJABLK
 Designation I Ma0door
 7rade I <
 Deptt& I Kiln ?perations Deptt&
 Date of Birth I April 2N
th
!1KH7
 Date of Joining I De$ 1
st
!1KK7
Page | 56
 >ualifi$ation I Matri$
 Aati-e pla$e I #i66ari
 Address I Jill& #i66ari .&?& .an0gain
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I
 ,ast .romotion +ear I 2""7
 12,ast In$rement I 2""7
 Basi$ 3alary I N&22
 ?ther sour$es of In$omeI none
Rea,on, +or A&,enteei,m:
♦ (e says that he doesnFt ha-e wife so he needs to stay at home to ta6e $are of his
$hildren -ery often&
♦ #he ma0or pro1lem that he fa$es is that he also has to ta6e $are of his land&
A=tion P)an:
♦ (e states a -ery unique pro1lem and it will 1e a $hallenge for the management to find
a solution&
♦ I would suggest a 0o1 rotation poli$y for the employees a$$ording to his $on-enien$e&
Mr0 8ag Sing8
U0E0 No0 DJABLA
 Designation I Ma0door
 7rade I <
 Deptt& I Raw Mill Deptt& &
 Date of Birth I June 2
nd
!1KLK
Page | 57
 Date of Joining I De$ 1
st
!1KK7
 >ualifi$ation I Matri$
 Aati-e pla$e I Baloh
 Address I Jill& Baloh .&?& Dhawan
Kothi Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ersI
 ,ast .romotion +ear I 2""
 ,ast In$rement I 2""
 Basi$ 3alary I N1&17Rs&X%
 ?ther sour$es of In$omeI none
Rea,on, +or A&,enteei,m:
♦ (e got a fra$ture in his leg last year and was admitted to hospital for 2% months&
♦ (e has got tru$6s as an e4tra sour$e of in$ome&
♦ (e says that his wife was ill and he has to ta6e her to 3himla for treatment&
A=tion P)an:
♦ #he employee has got a -ery poor re$ord of attendan$e and should 1e warned not to
remain a1sent in future&
♦ #he employee should also 1e made aware a1out the a$tions that $an 1e ta6en against
him if he $ontinues to remain a1sent&
U0E0 No0 DJABBK
Mr0 a&u Ram
 Designation I Ma0door
 7rade I <
 Deptt& I 5or6shop Deptt
Page | 58
 Date of Birth I Aug 1H
th
!1KLN
 Date of Joining I Be1 1
th
!1KK
 >ualifi$ation I Hth
 Aati-e pla$e I Barmana
 Address I J&.&?&Barmana Distt&
 Bilaspur '(&.&)
 Ao& of Bamily mem1ers I 1
 ,ast .romotion +ear I 2""
 ,ast In$rement I 2""
 Basi$ 3alary I NK&7K
 ?ther sour$es of In$ome I (as H tru$6s
REASONS FOR ASENTEESIM:
♦ (e has 1 mem1ers in his family&
♦ (e has a lot of e4tra in$ome from the H tru$6s whi$h he owns&
♦ (e has no interest in promotion&
♦ (e is an addi$t of al$oholism&
♦ (e says!Dmera 6oi reason nai hai! pee6ar 1!2 !2 ! ya L%7 din nai aa pataD&
ACTION PLAN:
♦ (e wants management to pro-ide some support to him for lea-ing his ha1it of
a1senteeism&
♦ (e does not pro-ide any spe$ifi$ reason e4$ept al$oholism&
Page | 59
♦ (e earns a lot from other sour$es so does not requires promotion or in$rement&
♦ If possi1le management should arrange some spe$ialists to help him in lea-ing his
ha1it of al$oholism&
U0E0 No0 DJABDL
Mr0 Ganga Sing8
 Designation I Ma0door
Page | 60
 7rade I <
 Deptt& I 5or6shop Deptt& &
 Date of Birth I ?$t H
th
! 1K7H
 Date of Joining I Ao- 2
rd
!1KK2
 >ualifi$ation I Hth
 Aati-e pla$e I Khater
 Address I Jill Khater&.&?& Barmana
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I
 ,ast .romotion +ear I NN&N7
 ,ast In$rement I 2""7
 Basi$ 3alary I 2""7
 ?ther sour$es of In$omeI
Rea,on, +or A&,enteei,m:
♦ (e says that last year due to ele$tions he remained a1sent from duty! as he is indulged
in politi$s&
♦ As 7H 1eeghas of his land is a$quired in A88 plant and he has many shops on rent! he
is -ery sound finan$ially&
♦ It was -ery $lear during inter-iew that this employee was least interested in telling the
truth and impro-ing on his ha1it of a1senteeism&
A=tion P)an:
♦ #he employee doesnFt reali@e a1senteeism as his fault&
♦ A re$ommendation of strong a$tion against the employee&
U0E0 No0 DJDBMM
Mr0 Om Pra6a,8
 Designation I 5or6er
Page | 61
 7rade I B
 Deptt& I MJM&
 Date of Birth I "&"2&1KL2
 Date of Joining I 1L&"2&1KN7
 >ualifi$ation I Middle
 Aati-e pla$e I ,agat
 Address I Jill Khater&.&?& Barmana
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I
 ,ast .romotion +ear I NN&N7
 ,ast In$rement I 2""7
 Basi$ 3alary I 2""7
 ?ther sour$es of In$omeI
Rea,on, +or A&,enteei,m:
♦ Mother was mentally ill from long time& 3he was re$ently murdered 1y her relati-es&
♦ 8ourt $ase in se$tion (amirpur&
A=tion P)an:
♦ #he $ompany should arrange $ounseling session for su$h employees&
♦ #he $ompany should pro-ide some $ompensation&
U0E0 No0 DJAAML
Mr0 Nan' La)
Page | 62
 Designation I Ma@door
 7rade I <
 Deptt& I 5or6shop&
 Date of Birth I 22&"L&1KLH
 Date of Joining I "1&11&1KK2
 >ualifi$ation I /nder Matri$
 Aati-e pla$e I Barmana
 Address I Jill Khater&.&?& Barmana
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I
 ,ast .romotion +ear I K2&"2
 ,ast In$rement I 2""7
 Basi$ 3alary I 2""7
 ?ther sour$es of In$omeI
Rea,on, +or A&,enteei,m:
♦ Bamily .ro1lems
♦ (ealth pro1lems
♦ Drin6ing (a1its
♦ Brequently stays out of his pla$e when he drin6s and return home when he is in his right
senses&
A=tion P)an:
♦ Management should arrange some spe$ialists to help him in lea-ing his ha1it of
al$oholism&
U0E0 No0 DJDBBG
Mr0 A=8aar Sing8
Page | 63
 Designation I 5or6er
 7rade I D
 Deptt& I 5or6shop&
 Date of Birth I "L&"2&1KHK
 Date of Joining I 12&"2&1KN
 >ualifi$ation I Lth
 Aati-e pla$e I ,agat
 Address I Jill Khater&.&?& Barmana
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I
 ,ast .romotion +ear I 1"2&2
 ,ast In$rement I 2""7
 Basi$ 3alary I 2""7
 ?ther sour$es of In$omeI
Rea,on, +or A&,enteei,m:
♦ Due to $ourt $ase&
♦ Due to illness of his son&
♦ Mis$ellaneous wor6s&
♦ (e 1orrows money and drin6s frequently0
A=tion P)an:
♦ #he employee needs a session of $ounseling on ma6ing him understand the 1ad
effe$ts of a1senteeism&
♦ #he employee should also 1e made aware a1out the a$tions that $an 1e ta6en against
him if he $ontinues to remain a1sent&
Mr0 Rame,8 #umar
Page | 64
U0E0 No0 DJDCBN
 Designation I Ma$hinery Attendant
 7rade I D
 Department I Kiln ?perations
 Date of Birth I January 7! 1KL
 Date of Joining I Mar$h 1H! 1KN
 >ualifi$ation I /nder Middle
 Aati-e pla$e I Ra0ipur! (ima$hal .radesh
 Address I Jill Ra0ipur!.&?& 3ura0pur #eh&
Kal6a! .an$h6ula! (aryana
 Ao& of Bamily mem1ers I 2
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I K&H7 Rs
 ?ther sour$es of In$ome I none

Rea,on, +or A&,enteei,m:
♦ (e is al$oholi$ and drug addi$t&
♦ (e was $aught many times inside the plant ha-ing drugs&
♦ (is mental $ondition is so upset that he $hanges his quarters -ery frequently&
A$$ording to time offi$e staff he $hanges his quarters H%L times in a year&
♦ (e has ne-er got an in$rement in his entire $areer&
A=tion P)an:
Page | 65
♦ #his person is getting mental treatment and needs some time to re$o-er&
♦ #he employee has got a lot of money and that is also a reason for his not $oming to
wor6&
♦ #he $ompany $an arrange 1etter treatment for the person to impro-e his mental
$ondition&
♦ Apart from treatment a session of $ounseling 1y e4perts $an also 1e helpful&
Mr0 Sure,8 #umar
Page | 66
U0E0 No0 DJDDMM
 Designation I Ma$hinery Attendant
 7rade I D
 Department I Kiln ?perations
 Date of Birth I 1"&"&1K71
 Date of Joining I "1&11&1KK2
 >ualifi$ation I 2rd
 Aati-e pla$e I Aalag
 Address I Barmana! distt& Bilaspur
 Ao& of Bamily mem1ers I 2
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs 11"&K
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ Agri$ulture&
♦ Illness&
♦ (e said it is important to $ulti-ate the land also& 3o he a1sents himself&
♦ (e $omes H 6m wal6ing& During the rainy season if the road is 1ad he is not a1le to
$ome to his 0o1&
A=tion P)an:
♦ #he employee needs a session of $ounseling on ma6ing him understand the 1ad
effe$ts of a1senteeism&
♦ #he employee should also 1e made aware a1out the a$tions that $an 1e ta6en against
him if he $ontinues to remain a1sent&
Page | 67
Mr0 Prem Sing8
U0E0 No0 DJDAMJ
 Designation I Ma$hinery Attendant
 7rade I D
 Department I 8ement Mill
 Date of Birth I "L&"L&1KH7
 Date of Joining I 12&"2&1KN
 >ualifi$ation I 1"
th
with I&#&I&
 Aati-e pla$e I 3lapper
 Address I Barmana! distt& Bilaspur
 Ao& of Bamily mem1ers I 2
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs 1"&HN
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ (a1itual of drin6ingG (e used to drin6 a lot till 2""N and ne-er use to ha-e good
attendan$e re$ord&
♦ Agri$ulturist&
♦ Due to tru$6 1usinessG (e was ha-ing his own tru$6s and used to remain a1sent if any
tru$6 dri-er was a1sent! so that he $ould dri-e the tru$6 himself&
A=tion P)an:
♦ #he pro1lem with the employee is his ha1it of al$oholism! so he needs a treatment for
this&
♦ Management should arrange some spe$ialists to help him in lea-ing his ha1it of
al$oholism&
Page | 68
Mr0 Amar Nat8
U0E0 No0 DJAGBD
 Designation I Ma$hinery Attendant
 7rade I D
 Department I 8ement Mill
 Date of Birth I 2L&12&1KH1
 Date of Joining I "1&12&1KK7
 >ualifi$ation I 1"
th

 Aati-e pla$e I .an0gain
 Address I Barmana! distt& Bilaspur
 Ao& of Bamily mem1ers I H
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs K2&KK
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ (e is an agri$ulturist&
♦ Due to illness&
♦ If there is any happening in the relationships
♦ (e is satisfied with the management poli$ies 1ut he stated that Chamare 1olne se
paisaa 1adhega nahin! ghatega nahinD
A=tion P)an:
♦ #he employeeFs main area of $on$ern is that he is not getting enough salary to fulfill
his family demands&
♦ #o moti-ate the employee a training module on moti-ation $an 1e implemented&
Page | 69
♦ #he employee needs a session of $ounseling on ma6ing him understand the 1ad
effe$ts of a1senteeism&
Mr0 S8i( #umar
U0E0 No0 DJDBGK
 Designation I Ma$hinery Attendant
 7rade I B
 Department I 8ement Mill
 Date of Birth I 12&"2&1KH7
 Date of Joining I 21&12&1KK2
 >ualifi$ation I 1"
th

 Aati-e pla$e I 3lapper
 Address I Barmana! distt& Bilaspur
 Ao& of Bamily mem1ers I
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs KL&2
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ (e has mem1ers in his family&
♦ ,ast year he operated upon his eye whi$h resulted in his a1sents&
♦ Death of his father also added to no& of a1sents he made&

A=tion P)an:
♦ (e is fully satisfied with the management and admits that the a1sents $ould 1e
redu$ed&
Page | 70
♦ #here should 1e some sour$e of moti-ation to wor6 in the organi@ation with full
$on-i$tion&
Mr0 Ma'an La)
U0E0 No0 DJDBLK
 Designation I Ma$hinery Attendant
 7rade I D
 Department I 8ement Mill
 Date of Birth I "&1"&1KHL
 Date of Joining I 22&"N&1KKH
 >ualifi$ation I N
th

 Aati-e pla$e I Bilaspur
 Address I Bilaspur
 Ao& of Bamily mem1ers I H
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs 1"2&KL
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ (e got a fra$ture in foot and therefore was a1sent for many days&
♦ (e has got a tru$6 as an e4tra sour$e of in$ome&
♦ (e is ha-ing a s6in allergy pro1lem while wor6ing in the plant! he needs a $hange in
0o1 whi$h $an pre-ent his s6in from the allergies of wor6pla$e&
A=tion P)an:
♦ (is deptt& must 1e shifted from immediate effe$t as he is ha-ing health pro1lems 1y
wor6ing there&
Page | 71
♦ (is attendan$e this year should 1e $losely monitored&
Mr0 San7a* #umar
U0E0 No0 DJAAMJ
 Designation I Ma@door
 7rade I <
 Department I 8ement Mill
 Date of Birth I "2&"&1KLL
 Date of Joining I 21&"&1KKK
 >ualifi$ation I 1"
th

 Aati-e pla$e I Barmana
 Address I Barmana! distt& Bilaspur
 Ao& of Bamily mem1ers I 2
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs K1&N7
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ #he employee says that his mother is -ery old and his wife was also -ery ill and
therefore he remained a1sent from duty in order to ta6e $are of them&
♦ (e also ta6es $are of his land and therefore ma6es a1sents from wor6&
A=tion P)an:
♦ It was not $lear from the inter-iew of the person why he remains a1sent from duty&
♦ A 8ounseling session must 1e arranged for su$h employees&
Page | 72
Mr0 A,89ani #umar
U0E0 No0 DJABBC
 Designation I Ma@door
 7rade I D
 Deptt& I Raw Mills
 Date of Birth I Mar$h "7
th
1KL7
 Date of Joining I Mar$h 1H
th
1KNH
 Aati-e pla$e I Baht Kasol
 Address I Jill Baht Kasol!.&?& Dhar
#atoh !#eh& 3adar Distt& Bilaspur
 Ao& of Bamily mem1ers I H
 ,ast .romotion +ear I 2""H
 ,ast In$rement I 2""H
 Basi$ 3alary I Rs&K7&7K
 ?ther sour$es of In$ome I land
Rea,on, +or a&,enteei,m:
♦ Agri$ulture! as he owns land&
♦ ,a$6 of interest in wor6
♦ (e got a $hest infe$tion due to whi$h he $ouldnFt attend his duty&
♦ (e has $on-eyan$e pro1lem in $oming to the plant&
A=tion P)an:
♦ A $ounseling session should 1e arranged for the employee to ma6e him reali@e the
importan$e of employment&
Page | 73
♦ #o moti-ate the employee a training module on moti-ation $an 1e implemented&
♦ (e says that the attitude of management is not good& #he management needs to
$hange su$h mindset of its employees&
Mr0 Rame,8 C8an'
U0E0 No0 DJADNJ
 Designation I Ma$hinary Attendent
 7rade I D
 Deptt& I MJM Deptt&
 Date of Birth I April 2"
th
1KHN
 Date of Joining I Be1 1L
th
1KN7
 >ualifi$ation I 3hastri
 Aati-e pla$e I Dehar
 Address I Jill De-aram!.&?& Dehar! #eh&
3underAagar! Distt& Mandi '(&.&)
 Ao&of Bamily mem1ers I H
 ,ast .romotion +ear I 2""H
 ,ast In$rement I 2""H
 Basi$ 3alary I Rs& K2&KLE%
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ ?ne of his sons is a trained professional! who in future $an 1e a good earning mem1er
of the family! therefore may 1e he is la$6ing in moti-ation to $ome to his 0o1&
♦ In the last one year his wife was seriously ill! so he remained a1sent from duty&
♦ (is old mother also li-es with them! so he has to ta6e $are of her health also&
A=tion P)an:
Page | 74
♦ Attendan$e re$ord of employee should personally 1e super-ised 1y the (R Deptt&!
sin$e he is not satisfied 1y the dealing of time offi$e&
♦ #he employeesF personal request should 1e ta6en $are of while arranging a $ounseling
session&
Mr0 Se(a Da,
U0E0 No0 DJDNBA
 Designation I Mason
 7rade I A
 Deptt& I 8i-il Deptt&
 Date of Birth I ?$t 7th 1KHL
 Date of Joining I Mar$h 1
th
1KN
 >ualifi$ation I Middle
 Aati-e pla$e I Bahot Kasool
 Address I J&.&?&Bahot Kasool!Distt& Bilaspur
'(&.&)
 Ao& of Bamily mem1ers I 7
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs& 12&L
 ?ther sour$es of In$ome I
Rea,on, +or A&,enteei,m:
♦ In the year 2""7 due to ,eriou, 8ea)t8 rea,on,! he $ould not attend his duty regularly
and was a1sent for almost 2&H months&
♦ (is is not satisfied 1y the promotion strategies of the $ompany&
Page | 75
ACTION PLAN:
♦ After o1ser-ing the pre-ious re$ord of the employee it is -ery $lear that he was a1sent
from duty due to some genuine reasons and therefore is not to 1e 1lamed&
♦ During the inter-iew he himself was feeling -ery 1ad for not getting in$rement this
year! and so does not requires any serious effort from the managementFs side
Mr0 Ro,8an La)
U0E0 No0 DJABLL
 Designation I Ma0door
 7rade I 8
 Deptt& I Mining Deptt&
 Date of Birth I De$ 11
th
!1KH2
 Date of Joining I Aug1th! 1KK2
 >ualifi$ation I /nder Matri$
 Aati-e pla$e I Baloh
 Address I Jill&Baloh!.&?&Dha-an Kothi
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I N
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I Rs&K1&12E%
 ?ther sour$es of In$ome I
REASONS FOR ASENTEEISM:
♦ (e is ha-ing some health reasons! li6e allergy on the s6in due to wor6 $onditions&
♦ In 2""K he remained a1sent due to the death of his father for more than 2 months&
♦ (e is the sto$6ist for A88 $ement at .an0gain and has a lot of e4tra in$ome&
Page | 76
♦ (e is ha-ing $lose '$ousin is union president) lin6s with the union&
♦ (e says C$ompany 6e liye 0itna 1hi 6aam 6are yeh to 6hush hi nahi hoteD&
♦ (e says that he does not get enough re$ognition from the $ompany for his efforts
though he is a$$used of fraud with the $ompany twi$e&
♦ (e says that higher management should ta6e more interest in the pro1lems of
employees&
ACTION PLAN:
♦ ?n the 1asis of inter-iew it was o1ser-ed that person was not mu$h $on$erned a1out
his ha1it of a1senteeism as mu$h he was $on$erned a1out 1eing rewarded 1y
management&
♦ (e did not sound true in his response&
♦ (e needs a $ounseling session 1y e4perts to ma6e him reali@e the importan$e of the
organi@ation in his life&
♦ 3in$e his 1usiness is also dependent on the $ompany so his lia1ility towards the
$ompany is more&
Page | 77
U0E0 No0 DJABCB
Mr0 San7ee( #umar
 Designation I Ma0door
 7rade I <
 Deptt& I 8ement Mill Deptt& &
 Date of Birth I Jan
th
!1K7L
 Date of Joining I De$ 1
th
!1KK
 >ualifi$ation I Middle
 Aati-e pla$e I .an0gain
 Address I J&.&?& .an0gain #eh&3adar
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I 2
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I NH&HL &
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ (e has got no& of tru$6s&
♦ (e is an al$oholi$ and drug addi$t&
♦ (e $omes to attend the 0o1 from his home 1ut ne-er attends it&
♦ (e is in a -ery 1ad $ompany and is spoiling himself&
Page | 78
♦ (e is highly indulged in 1ad a$ti-ities&
A=tion P)an:
♦ #he employee is a ha1itual a1sentee and it is -ery diffi$ult to impro-e him&
♦ (e needs $ounseling sessions ma6ing him reali@e that he is spoiling his family
alongside his own wrong deeds&
U0E0 No0 DJABAN
Mr0 #a,8mir Sing8
 Designation I Ma0door
 7rade I <
 Deptt& I .a$6ing (ouse Deptt&
 Date of Birth I April 12
th
!1KL
 Date of Joining I Ao- 2
rd
!1KK2
 >ualifi$ation I 7th
 Aati-e pla$e I Delag
 Address I Jill&Delag .&?&
Distt& Bilaspur '(&.&)
 Ao& of Bamily mem1ers I 7
 ,ast .romotion +ear I 2""7
 ,ast In$rement I 2""7
 Basi$ 3alary I K2&1NRsE%&
 ?ther sour$es of In$ome I none
Rea,on, +or A&,enteei,m:
♦ ,ast year his wife got a paralysis atta$6 and for her treatment he has to remain a1sent
from duty&
♦ (e is the only earning person in the family and donFt own any tru$6s&
Page | 79
♦ (e has got 2 awards in his entire $areer and wants promotion&
A=tion P)an:
♦ #his employee is satisfied on the part of management and we $ompletely hope for his
attendan$e of 2" days in the year 2"11&
♦ (is reason was quite genuine and his attendan$e this year should 1e 6eenly e4amined
as he promises not to 1e a1sent this year&
OVERALL REASONS FOR ASENTEEISM:
♦ Due to !ea)t8 Pro&)em, most of the employees $ould not attend the duty& 3ome of
them ha-e fra$tured 1ody parts! many ha-e normal illnesses and some got operated
upon their 1ody parts&
♦ A num1er of wor6ers were a''i=te' to (ariou, into<i=ant, li6e a)=o8o) and
,mo6ing whi$h affe$ts their pun$tuality at wor6pla$e& #hough some of these are
$asual drun6ards! most others are ha1itual drun6ards and e-en ha-e $ases of a1use
against others after ha-ing e4$ess liquor&
♦ 3ome wor6ers state the reason 1ehind their a1senteeism as the poor ,tate of 8ea)t8
among t8eir +ami)* mem&er,& #his affe$ts their state of mind at the wor6 pla$e and
for the treatment of their $lose relati-es and family mem1ers they remain a1sent from
duty&
♦ 3ome of the wor6ers state +inan=ia) pro&)em, also as one of the reasons for
a1senteeism& #he reason 1eing e4tra a$ti-ities to earn some more in$ome! whi$h
results into a1senteeism&
♦ Most of the wor6ers are not satisfied with the 8ou,ing +a=i)it* pro(i,ion of the
$ompany! as the $ompany pro-ides housing a$$ommodation to only those employees
who are residents of area 1eyond at least 1" 6ms of the fa$tory premises&
♦ 3ome of the employees stated diffi$ulty in $oming from far% off pla$es and want the
management to start some 6ind of =on(e*an=e +a=i)it* to 1e started for the employees
who $ommute daily to the plant 1y other sour$es of transportation&
Page | 80
♦ 3ome of the employees were not satisfied with the ,a)ar* ,tru=ture at A88& #hey
thin6 that the amount of salary they are getting is -ery less in $omparison to the wor6
done 1y them&
♦ Most of the employees are satisfied with the 8ou,ing )oan +a=i)it* offered 1y A88&
But many of them are misusing the money whi$h is resulting into a1senteeism&
♦ Most of the employees remain a1sent from duty sin$e there is no fear of loss of 0o1 at
A88& #he sense of -o&: Se=urit* gi-es them the freedom to 1e relu$tant towards
their duties and remain a1sent&
♦ Many wor6ers ha-e some ot8er ,our=e, o+ in=ome in the form of #ru$6s!
A$$ommodations on rent at -arious pla$es! Dealerships of 8ement agen$ies et$&
whi$h are a good sour$e of in$ome for them &3o they are doing the 0o1 for the sa6e of
doing it and donFt feel any reason to $ome regularly&
♦ 3ome wor6ers want =8ange in t8eir 9or6ing ,8i+t to 1e a1le to fulfill their family
o1ligations&
♦ Many wor6ers are not satisfied with the promotion po)i=* of the A88&
♦ Many wor6ers state that they were a1sent due to +ami)* +un=tion,&
♦ 3ome of the wor6ers told that their primary sour$e of li-ing is agri=u)ture and to ta6e
$are of their land they remain a1sent during season of sowing or reaping et$&
♦ 3ome wor6ers were fa$ing menta) pro&)em and therefore remains a1sent from duty&
A$$ording to a #ime%offi$e 3taff mem1er!D T8e,e peop)e 8a(e got 7o&, 9it8out
+a=ing an* ,trugg)e an' t8ere+ore t8e* 'on?t 6no9 t8e (a)ue o+ emp)o*ment& Another
mem1er states that&D ACC 8a, (er* )enient attitu'e to9ar', t8e pro&)em o+ a&,enteei,m
98i=8 i, a++e=ting t8e =ompan* no90 La=6 o+ ,en,e o+ re,pon,i&i)it* i, anot8er ma7or
rea,on +or a&,enteei,m0
Page | 81
ACTION PLAN:
A1senteeism is one of the long o-erdue pro1lems at A88& 3e-eral studies ha-e 1een
$ondu$ted in the past and as many suggestions were gi-en! 1ut till date no serious a$tion has
1een ta6en against the pro1lem of a1senteeism& During the $ourse of my intera$tions with the
employees! I was a1le to get the reasons as stated a1o-e and also in their indi-idual inter-iew
sheets& ?n the 1asis of my intense resear$h on the topi$ 1y personally inter-iewing these
employees as well as an in%depth study of their personal files I would li6e to suggest the
following a$tion plan against these employees with immediate effe$tI
♦ Re(i,e t8e =ompan* po)i=* on -o&:Se=urit* I
After o1ser-ing the re$ords of these employees! it was quite $lear that most of
them 6now -ery well that whate-er may happen 1ut there 0o1 at A88 is se$ure&
8ompany should reali@e that this mindset of wor6ersF is dangerous for the future of
the $ompany& #herefore the management should de-ise some $hanges for regular
a1sentees as 1elowI
• #ermination from 0o1 in e4treme $ases
• Dedu$tion in 3alary
• Ao grant of loan Ba$ilities
• Ao grant of spe$ial 1enefits en0oyed 1y a normal A88 employee
• Ao pro-ision for housing a$$ommodation for regular a1sentees&
♦ Arrange Coun,e)ing Se,,ion, 9it8 E<pert,I
#he management at A88 should organi@e $ounseling sessions for those fa$ing
psy$hologi$al pro1lems to help them! 1ut this should 1e the final $han$e gi-en to
them& 3in$e some are al$oholi$ to e4treme e4tent! so $ounseling 1y e4perts $an help
them&
Page | 82
♦ OrganiHing Training Program,:
#he management at A88 should design training program for the employees
who are la$6ing moti-ation to wor6& #he training program $an 1e helpful on
following aspe$tsI
• In$ul$ate sense of responsi1ility
• #ea$hing -alue of employment
• <ffe$t on produ$ti-ity due to a1senteeism to ma6e them reali@e the amount
of loss! $ompany is suffering due to them&
• #o tell them the importan$e of organi@ation in their li-es&
♦ Con(e*an=e Fa=i)it* :
#he $ompany should loo6 into the matter of pro-iding $on-eyan$e fa$ility to
and fro the residen$e& It will enhan$e the ha1it of pun$tuality and redu$e a1senteeism&
♦ Promotion Po)i=*:
8ompany $an re-ise its promotion poli$y 1y promoting those employees! who
remained a1sent due to genuine reasons&
♦ #he 7o&: rotation as well as =8ange in 9or6 ,8i+t, $an 1e pro-ided a$$ording to the
seriousness of the employeesF pro1lem& 3in$e one of the employees stated during
inter-iew that he was -ery upset and $ouldnFt attend the duty as his wor6 shift was not
$hanged despite numerous requests&
♦ #he 3r& Manager at 785 should ta6e personal interest in the pro1lems of the
employees and should personally arrange $ounseling sessions with them as far as
possi1le& Also he should tra$6 the re$ords of all the stated employees personally&
Page | 83
FREEUENCY TALE:
A0Gen'er
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid Male 7 K&" K&" K&"
Bemale 2 L&" L&" 1""&"
#otal H" 1""&" 1""&"

Page | 84
INTERPRETATION:
In this graph! 1 denotes those respondents who are male and 2 denotes those respondents who
are female and it is $lear that 7 respondents out of H" are male and only 2 respondents are
female that is! KS $onstitutes male and only LS $onstitutes female&
B0Marita) ,tatu,
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid Married NN&" NN&" NN&"
/nmarried L 12&" 12&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the marital statuses of employees& 1 denotes those respondents who
are married and 2 denotes those respondents who are unmarried and it is $lear that the out of
H" employees! employees are married and L employees are unmarried&
Page | 85
G0Num&er o+ mem&er, in t8e +ami)*
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid #hree H 1"&" 1"&" 1"&"
Bour 21 2&" 2&" H2&"
Bi-e 12 2L&" 2L&" 7N&"
a1o-e fi-e 11 22&" 22&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#his graph shows the frequen$ies of num1er of mem1ers in the family of employees& 1
denotes those respondents ha-ing three mem1ers in the familyG 2 denotes those respondents
ha-ing four mem1ers in the familyG 2 denotes those respondents ha-ing fi-e mem1ers in the
family and denotes those respondents ha-ing more than fi-e mem1ers in the family& It is
$lear from the a1o-e graph that out of H" respondents! H respondents are ha-ing three
mem1ers in the familyG 21 respondents are ha-ing four mem1ers in the familyG 12
respondents are ha-ing fi-e mem1ers in the family and 11 respondents are ha-ing more than
fi-e mem1ers in the family&
Page | 86
C0Num&er o+ 9or6ing mem&er, in t8e +ami)*
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid ?ne 2K HN&" HN&" HN&"
#wo 1H 2"&" 2"&" NN&"
a1o-e two L 12&" 12&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of the num1er of wor6ing mem1ers in the family and
it is $lear from the a1o-e graph that 2K out of H" respondents ha-e only 1 wor6ing mem1er in
the familyG 1H respondents ha-e 2 wor6ing mem1ers in the family and only L respondents
ha-e more than 2 wor6ing mem1ers in the family&
Page | 87
K0Do *ou +in' an* reOuirement to ta6e )ong a&,en=e +rom
'ut*P
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid +es 17 2&" 2&" 2&"
Ao 22 LL&" LL&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of requirements to ta6e long a1sen$e from the duty& 1
denotes those respondents who find the requirement to ta6e long a1sen$e from the duty and 2
denotes those respondents who do not find any requirement to ta6e long a1sen$e from the
duty&
Page | 88
M0i+ *e,2 +or 98at rea,on, 'o *ou pre+er )ong a&,en=e
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid family matter 1" 2"&" 2"&" 2"&"
so$ial matter 2 &" &" 2&"
legal matter 2 &" &" 2N&"
none of the a1o-e 2 L&" L&" 2&"
AA 22 LL&" LL&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of -arious reasons to ta6e long a1sen$e from the duty
and it is found that 1" respondents out of H" ga-e family matter as a reason to ta6e long
a1sen$e from dutyG 2 respondents ga-e so$ial matter as a reason to ta6e long a1sen$e from
dutyG 2 respondents ga-e legal matter as a reason and 2 respondents did not gi-e any
parti$ular reason for their long a1sen$e from the duty&
Page | 89
N0Are *ou a9are o+ (ariou, aut8oriHe' )ea(e +a=i)itie,
a(ai)a&)e in *our organiHationP
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid +es N KL&" KL&" KL&"
Ao 2 &" &" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of awareness of -arious authori@ed lea-e fa$ilities
a-aila1le in the organi@ation and it is found from the a1o-e histogram that N respondents out
of H" respondents aware of the -arious lea-e fa$ilities a-aila1le in their organi@ation and only
2 respondents are unaware of the lea-e fa$ilities&
Page | 90
J0"8et8er *ou 8a(e an* ot8er ,our=e o+ in=omeP
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid +es 1K 2N&" 2N&" 2N&"
Ao 21 L2&" L2&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of any other sour$e of in$ome and it is $lear that 1K
out of H" respondents ha-e other sour$e of in$ome and rest of the respondents do not ha-e
any other sour$e of in$ome&
Page | 91
L0 i+ *e,2 ,pe=i+* t8e ,our=e
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid agri$ulture 11 22&" 22&" 22&"
Business 1 2&" 2&" 2&"
#ransport 7 1&" 1&" 2N&"
AA 21 L2&" L2&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of the other sour$e of in$ome& It is found that the 11
respondents ga-e agri$ulture as other sour$e of in$omeG 1 respondent ga-e 1usiness as other
sour$e of in$ome and 7 respondents ga-e transport as other sour$e of in$ome&
Page | 92
AD0 "8et8er *ou are ,ati,+ie' 9it8 t8e pre,ent )ea(e
,tru=tureP
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid +es 2 NL&" NL&" NL&"
Ao 7 1&" 1&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of the satisfa$tion with the present lea-e stru$ture and
it is $lear that 2 respondents out of H" are well satisfied with the present lea-e stru$ture
while rest 7 respondents are not satisfied with the present lea-e stru$ture&
Page | 93
AA0 "8et8er *ou nee' an* e<tra 8ea)t8 an' 8*gieni= &ene+itP
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid +es 22 L&" L&" L&"
Ao 1N 2L&" 2L&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#he a1o-e graph shows the frequen$ies of need of any e4tra health and hygieni$ 1enefit and
it is found from the histogram that 22 respondents out of H" respondents need e4tra health
and hygieni$ 1enefit and rest 1N respondents do not need any health and hygieni$ 1enefit&
Page | 94
AB0 Do *ou nee' an* impro(ement in t8e 9or6ing =on'ition,P
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid +es 22 &" &" &"
Ao 2N HL&" HL&" 1""&"
#otal H" 1""&" 1""&"
INTERPRETATION:
#his graph shows the frequen$ies of need of any impro-ement in the wor6ing $onditions and
it is $lear from the a1o-e histogram that 22 out of HK respondents need an impro-ement in the
wor6ing $onditions and rest 2N respondents do not need nay impro-ement in the wor6ing
$onditions&
AG0 I+ *e,2 p)ea,e ,pe=i+*
Page | 95
Brequen$y .er$ent Jalid .er$ent
8umulati-e
.er$ent
Jalid 8ompensation 2 &" &" &"
pay s$ale should 1e wised 1 2&" 2&" L&"
transport fa$ility H 1"&" 1"&" 1L&"
differen$e 1etween M3 and
AM3 should 1e narrowed
2 &" &" 2"&"
1etter a$ti-ities 2 &" &" 2&"
in$rease in salary H 1"&" 1"&" 2&"
edu$ational and re$reational
trips
2 &" &" 2N&"
proper training 2 &" &" 2&"
more allowan$e 1 2&" 2&" &"
AA 2N HL&" HL&" 1""&"
#otal
H" 1""&" 1""&"
Page | 96
INTERPRETATION:
#his a1o-e graph shows the frequen$ies of the impro-ements that the respondents need in
their wor6ing $ondition and it is $lear from the frequen$y ta1le that 2 respondents need more
$ompensationG 1 respondent need wise ness in the pay s$aleG H respondents need
impro-ement in the transport fa$ilityG 2 respondents suggest that the differen$e 1etween the
Management staff and the Aon%Management staff must 1e redu$edG 2 respondents need 1etter
a$ti-itiesG H respondents need in$rease in salaryG 2 respondents needs more edu$ational and
re$reational tripsG 2 respondents need proper training and 1 respondent suggest more
allowan$e&
Page | 97
FACTOR ANALYSIS:
#MO an' art)ettF, Te,t
Kaiser%Meyer%?l6in Measure of 3ampling
Adequa$y&
&L1H
BartlettMs #est of
3pheri$ity
Appro4& 8hi%3quare 2L&2LL
Df 171
3ig& &"""
INTERPRETATION:
Kaiser% Meyer = ?l6in and BartlettFs test has 1een applied to $he$6 the adequa$y of data and
the -alue is "&L1H whi$h is more than idle -alue "&H hen$e data is adequate&
Page | 98
Communa)itie,
Initial <4tra$tion
is your wor6 tiring 1&""" &LN2
are you required
o-ertime in your wor6
1&""" &72K
is it possi1le for you to
ta6e lea-e whene-er
possi1le
1&""" &H7N
how often do you ta6e
lea-e without gi-ing
information
1&""" &N2
whi$h of the following
do you a-ail often
1&""" &LHN
are you satisfied with
lea-e fa$ility
1&""" &N2"
what is your opinion
regarding the pay
1&""" &7H7
what is your opinion
a1out your wages
related to your wor6
1&""" &N7"
what is your opinion on
the following fa$ilities
offered 1y the
organi@ationUA%
wor6ing $onditions
1&""" &LLK
B%medi$al pro-ision 1&""" &N2"
8%welfare a$ti-ities 1&""" &72H
D%0o1 satisfa$tion 1&""" &L
<%lea-e fa$ilities 1&""" &N"2
B%relationship with $o%
wor6ers
1&""" &NN
(%$ommuni$ation
system
1&""" &7N2
7%relationship with
super-isor
1&""" &N1K
I%transport system 1&""" &NHN
J%so$ial life 1&""" &L7
K%re$reational a$ti-ities 1&""" &NL
Page | 99
It is assumed that <igen -alue is 1 for all -aria1les whi$h refers that all -aria1les are
equally important for the resear$h& Mostly it was found that some lies 1elow than "&H and
some lies a1o-e the "&H& #hose -aria1les whi$h are a1o-e than "&H are only $onsidered for the
resear$h& But here in this resear$h all -aria1les are a1o-e "&H! it means that the resear$h is
$onsidera1le and all the -aria1les are ta6en for the resear$h&
INTERPRETATION:
#he a1o-e ta1le states that there are 7 fa$tors ha-ing an <igen -alue of more than 1&
#he last $olumn of the ta1le '$umulati-e S) shows these 7 fa$tors e4tra$ted together a$$ount
for 7L&271S of the total -arian$e&
Page | 100
Page | 101
Rotate' Component Matri<
a
8omponent
1 2 2 H L 7
is your wor6 tiring %&L22 &"27 %&12H &2" &2" &"2" &"21
are you required
o-ertime in your wor6
%&2LK %&2L &"1L &" &7L &11L &1H7
is it possi1le for you to
ta6e lea-e whene-er
possi1le
&222 &"L2 &L"7 %&"K %&"2H %&2N &1"H
how often do you ta6e
lea-e without gi-ing
information
&"22 &"22 %&"HK &"N1 &NHL %&127 %&2NN
whi$h of the following
do you a-ail often
&"1H &"11 %&7N" %&"22 &"H2 &12 &1H7
are you satisfied with
lea-e fa$ility
&121 &"NK &N17 %&"H %&"2" &2H2 &11
what is your opinion
regarding the pay
&17 &LNN &22N %&127 %&272 &1NL &12
what is your opinion
a1out your wages
related to your wor6
&"H1 &"N7 %&"27 &"1" %&"N1 &"2K &K22
what is your opinion on
the following fa$ilities
offered 1y the
organi@ationU A%
wor6ing $onditions
&7H7 &127 %&"77 &"HK &"NH &2H2 &"12
B%medi$al pro-ision &1K &"7N &""" &1"L %&112 &N72 &"12
8%welfare a$ti-ities &27L &227 %&"71 %&"1N &"LL &722 &"N1
D%0o1 satisfa$tion & &22 &2L2 &1HL %&7" &"KH %&"NH
<%lea-e fa$ilities &LK2 &""1 &22 &12 %&2H &2NK &"12
B%relationship with $o%
wor6ers
&1H2 &""K %&122 &K1" %&"LK %&1"N %&""2
(%$ommuni$ation
system
&HK1 %&"2 &2"7 &L2 %&2N" &211 &"2H
7%relationship with
super-isor
%&"2 &"L1 &"H2 &N71 &11 &17K &""H
I%transport system %&"N1 &NK %&"N1 &1"K %&12N &"H2 %&1"H
J%so$ial life &HK7 &"7 &22 &12 %&"72 &121 &2HN
Page | 102
Rotate' Component Matri<
a
8omponent
1 2 2 H L 7
is your wor6 tiring %&L22 &"27 %&12H &2" &2" &"2" &"21
are you required
o-ertime in your wor6
%&2LK %&2L &"1L &" &7L &11L &1H7
is it possi1le for you to
ta6e lea-e whene-er
possi1le
&222 &"L2 &L"7 %&"K %&"2H %&2N &1"H
how often do you ta6e
lea-e without gi-ing
information
&"22 &"22 %&"HK &"N1 &NHL %&127 %&2NN
whi$h of the following
do you a-ail often
&"1H &"11 %&7N" %&"22 &"H2 &12 &1H7
are you satisfied with
lea-e fa$ility
&121 &"NK &N17 %&"H %&"2" &2H2 &11
what is your opinion
regarding the pay
&17 &LNN &22N %&127 %&272 &1NL &12
what is your opinion
a1out your wages
related to your wor6
&"H1 &"N7 %&"27 &"1" %&"N1 &"2K &K22
what is your opinion on
the following fa$ilities
offered 1y the
organi@ationU A%
wor6ing $onditions
&7H7 &127 %&"77 &"HK &"NH &2H2 &"12
B%medi$al pro-ision &1K &"7N &""" &1"L %&112 &N72 &"12
8%welfare a$ti-ities &27L &227 %&"71 %&"1N &"LL &722 &"N1
D%0o1 satisfa$tion & &22 &2L2 &1HL %&7" &"KH %&"NH
<%lea-e fa$ilities &LK2 &""1 &22 &12 %&2H &2NK &"12
B%relationship with $o%
wor6ers
&1H2 &""K %&122 &K1" %&"LK %&1"N %&""2
(%$ommuni$ation
system
&HK1 %&"2 &2"7 &L2 %&2N" &211 &"2H
7%relationship with
super-isor
%&"2 &"L1 &"H2 &N71 &11 &17K &""H
I%transport system %&"N1 &NK %&"N1 &1"K %&12N &"H2 %&1"H
J%so$ial life &HK7 &"7 &22 &12 %&"72 &121 &2HN
Page | 103
INTERPRETATION:
Brom the data in the a1o-e ta1le! we may $on$lude that there are only 7 $omponents and
the $omponents ha-ing -alue more than "&7 are ta6en into $onsideration $omponent wise and
groupedE$om1ined together to form a new fa$tor&
In the +ir,t =omponent2 the $omponent ha-ing -alue greater than "&7 isI
• "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHation A:
9or6ing =on'ition,P 0NKN
In the ,e=on' =omponent2 the $omponent ha-ing -alue greater than "&7 areI
• "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHation I:
tran,port ,*,temP 0JLC
• "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHation #:
re=reationa) a=ti(itie,P 0NBD

In the t8ir' =omponent2 the $omponents ha-ing -alue greater than "&7 areI
• Are *ou ,ati,+ie' 9it8 )ea(e +a=i)it*P D0JAN
In the +ourt8 =omponent2 the $omponent ha-ing -alue greater than "&7 areI
• "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHation B%
re)ation,8ip 9it8 =o:9or6er,P D0LAD
• "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHation G:
re)ation,8ip 9it8 ,uper(i,orP D0JNA
In the +i+t8 =omponent2 the $omponent ha-ing -alue greater than "&7 areI
• Are *ou reOuire' o(ertime in *our 9or6P D0NCM
• !o9 o+ten 'o *ou ta6e )ea(e 9it8out gi(ing in+ormationP D0JKM
In the ,i<t8 =omponent2 the $omponent ha-ing -alue greater than "&7 areI
Page | 104
• "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHation :
me'i=a) pro(i,ionP D0JNG
• "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHation C:
9e)+are a=ti(itie,P D0NGB
In the ,e(ent8 =omponent2 the $omponent ha-ing -alue greater than "&7 isI
• "8at i, *our opinion a&out *our 9age, re)ate' to *our 9or6P D0LBB
/sing this matri4! following fa$tors are important in my resear$h& #hese are the fa$tors
whi$h will de$ide the reasons for a1senteeism in the employees of A88 7agal 8ement
5or6s&
• Sati,+a=tion in (ariou, +a=tor, )i6e 9or6ing =on'ition,2 tran,port ,*,tem2
re=reationa) a=ti(itie,2 me'i=a) +a=i)itie,2 )ea(e +a=i)itie,2 9e)+are a=ti(itie,2
re)ation,8ip 9it8 =o:9or6er, an' ,uper(i,or,0
• Sati,+a=tor* 9age, re)ate' to t8e 9or6&
• O(ertime reOuire' in t8e 7o&0
• Appropriate in+ormation a&out t8e )ea(e +a=i)it*&
FINDINGS
Based on the inter-iews and analysis of data $olle$ted! the findings that ha-e $ome forward
areI%
 LAC# OF ASIC INDUSTRIAL CULTURE: .rior to this industry there was no
industry in this area& During the esta1lishment of this industry! land was pur$hased
from the lo$al inha1itants of Barmana& #he $ompany ga-e employment to at least one
mem1er of ea$h family from whom land was pur$hased& But they la$6 in the 1asi$
industrial $ulture&
 LAND: Ma4imum employees of A88 785 ha-e their own lands& #hey find it
ne$essary to ta6e holidays during the time of sowing of seeds in the field and
har-esting& 3o they ta6e lea-es from their wor6&
Page | 105
 ILLNESS: Illness is another ma0or fa$tor whi$h has 1een analy@ed during the
$ondu$tion of inter-iews! whi$h is responsi1le for a1senteeism&
 DRIN#ING !AITS: Ma4imum employees are ha1itual drin6ers& <-en some do
their duty under the influen$e of liquor whi$h may e-en sometimes lead to fatal as
well as non%fatal a$$idents&
 LAC# OF SATISFACTION: <mployees are not satisfied with the amount of pay
they re$ei-e! although! they themsel-es are responsi1le for it! as they remain a1sent&
#hey e-en say that the amount of wor6 done is more than the salary they re$ei-e from
the organi@ation&
 LEVEL OF PROSPERITY: 7eneral le-el of prosperity among the people of
Barmana is -ery high&
 FINANCIAL PROLEMS: 3ome of the wor6ers state finan$ial pro1lems also as
one of the reasons for a1senteeism& #he reason 1eing e4tra a$ti-ities to earn some
more in$ome! whi$h results into a1senteeism&
 !OUSING FACILITY PROVISION: Most of the wor6ers are not satisfied with the
housing fa$ility pro-ision of the $ompany! as the $ompany pro-ides housing
a$$ommodation to only those employees who are residents of area 1eyond at least 1"
6ms of the fa$tory premises&
 CONVEYANCE FACILITY: 3ome of the employees stated diffi$ulty in $oming
from far% off pla$es and want the management to start some 6ind of $on-eyan$e
fa$ility for the employees who $ome daily to the plant 1y other sour$es of
transportation&
 -O SECURITY: Most of the employees remain a1sent from duty sin$e there is no
fear of loss of 0o1 at A88& #he sense of Jo1% 3e$urity gi-es them the freedom to 1e
relu$tant towards their duties and remain a1sent&
 A$$ording to Mr& Roop 3ingh #ha6ur! <4%president of I&A&#&/&8& 'Indian Aational
#rade /nion 8ongress)! for last 17 yearsI
.Ma<imum 9or6er, o+ ACC2 GC" are +inan=ia))* ,oun'0 T8eir main &u,ine,, i, o+
Tru=6,0 T8e* on)* 9or6 in t8e organiHation to pa,, t8eir time0 T8ere+ore2 t8e* a&,ent
t8em,e)(e,/0
Page | 106
RECOMMENDATIONS:
#here are few re$ommendations! whi$h if followed! 1y the management $an 1e of great help
to impro-e as well as to manage the pro1lems of a1senteeism&
♦ Re(i,e t8e =ompan* po)i=* on -o&:Se=urit* I
After o1ser-ing the re$ords of the employees! it was quite $lear that most of
them 6now -ery well that whate-er may happen 1ut there 0o1 at A88 is se$ure&
8ompany should reali@e that this mindset of wor6ersF is dangerous for the future of
the $ompany& #herefore the management should de-ise some $hanges for regular
a1sentees as 1elowI
• #ermination from 0o1 in e4treme $ases&
• Dedu$tion in 3alary&
• Ao grant of loan Ba$ilities&
Page | 107
• Ao grant of spe$ial 1enefits en0oyed 1y a normal A88 employee&
• Ao pro-ision for housing a$$ommodation for regular a1sentees&
♦ Arrange Coun,e)ing Se,,ion, 9it8 E<pert,I
#he management at A88 should organi@e $ounseling sessions for those fa$ing
psy$hologi$al pro1lems to help them! 1ut this should 1e the final $han$e gi-en to
them& 3in$e some are al$oholi$ to e4treme e4tent! so $ounseling 1y e4perts $an help
them&
♦ OrganiHing Training Program,:
#he management at A88 should design training program for the employees
who are la$6ing moti-ation to do wor6& #he training program $an 1e helpful on
following aspe$tsI
• In$ul$ate sense of responsi1ility
• #ea$hing -alue of employment
• <ffe$t on produ$ti-ity due to a1senteeism to ma6e them reali@e the amount
of loss! $ompany is suffering due to them&
• #o tell them the importan$e of organi@ation in their li-es&
♦ Con(e*an=e Fa=i)it* :
#he $ompany should loo6 into the matter of pro-iding $on-eyan$e fa$ility to
and fro the residen$e& It will enhan$e the ha1it of pun$tuality and redu$e a1senteeism&
♦ Promotion Po)i=*:
8ompany $an re-ise its promotion poli$y 1y promoting those employees! who
remained a1sent due to genuine reasons&
♦ Communi=ation gap should 1e redu$ed 1etween wor6ers and Management&
♦ 5or6ers should 1e employed a$$ording to their edu$ation&
Page | 108
♦ Differen$es 1etween Management staff and Aon%Management staff must 1e redu$ed
to impro-e their relationship&
♦ Jarious edu$ational trips as well as re$reational trips must 1e organi@ed for the
employees&
♦ #he 7o&: rotation as well as =8ange in 9or6 ,8i+t, $an 1e pro-ided a$$ording to the
seriousness of the employeesF pro1lem& 3in$e one of the employees stated during
inter-iew that he was -ery upset and $ouldnFt attend the duty as his wor6 shift was not
$hanged despite numerous requests&
♦ #he 3r& Manager at 785 should ta6e personal interest in the pro1lems of the
employees and should personally arrange $ounseling sessions with them as far as
possi1le& Also he should tra$6 the re$ords of all the stated employees personally&
ANNE@URE
EUESTIONNAIRE
Billing this questionnaire is a part of my resear$h wor6 on topi$ Rea,on, +or in=rea,e in
a&,enteei,m in t8e emp)o*ee, o+ ACC Gaga) Cement "or6, $GC"% and the information
pro-ided 1y the respondent would 1e used only for pro0e$t wor6 and would 1e 6ept pri-ate&
Name:
Department:
A0 Age $in *ear,%:
a& less than 2H 1& 2H%2H $& 2H%H d& A1o-e H
Page | 109
B0 Gen'er:
a& Male 1& Bemale
G0 Marita) Statu,:
a& Married 1& /nmarried
C0 Num&er o+ mem&er, in t8e +ami)*
a& #hree 1& Bour $& Bi-e d& a1o-e fi-e
K0 Num&er o+ 9or6ing mem&er, in t8e +ami)*
a& ?ne 1& #wo $& a1o-e two
M0 Mont8)* In=ome
a& Below 1"""" 1& 1""""%12""" $& 12"""%1L""" d& A1o-e 1L"""
N0 E<perien=e
a& Below H years 1& H%1" years $& 1"%2" years d& A1o-e 2" years
J0 Nature o+ t8e 9or6
a& (ard 1& Moderate $& Better
L0 I, *our 9or6 tiringP
a& Always 1& ?ften $& 3ometimes d& Ae-er
AD0 "8i=8 ,8i+t 'o *ou +in' more 'i++i=u)t to 9or6P
a& Day 1& <-ening $& Aight
AA0 Are *ou reOuire' o(ertime in *our 7o&P
a& Always 1& ?ften $& 3ometimes d& Ae-er
AB0 I, it po,,i&)e +or *ou to get )ea(e 98ene(er *ou reOuireP
a& Always 1& ?ften $& 3ometimes d& Ae-er
AG0 !o9 o+ten 'o *ou ta6e )ea(e 9it8out gi(ing in+ormationP
a& Always 1& 3ometimes $& Ae-er
AC0 "8i=8 o+ t8e +o))o9ing 'o *ou a(ai) o+tenP
a& Medi$al ,ea-e 1& 8asual ,ea-e $& .ri-ileged ,ea-e d& All

AK0
A0 Do *ou +in' an* reOuirement to ta6e )ong a&,en=e +rom 'ut*P
a& +es 1& Ao
Page | 110

0 I+ *e,2 +or 98at rea,on, 'o *ou pre+er )ong a&,en=eP
a& Bamily Matter 1& 3o$ial Matter $& ,egal Matter d& Religious
Matter e&) Aone of the a1o-e
AM0 Are *ou ,ati,+ie' 9it8 )ea(e +a=i)it*P
a& (ighly satisfied 1& satisfied $& Aeutral d& Dissatisfied e& highly
dissatisfied
AN0 "8at i, *our opinion regar'ing t8e pa*P
a& (ighly satisfied 1& satisfied $& Aeutral d& Dissatisfied e& highly
dissatisfied
AJ0 Are *ou a9are o+ (ariou, aut8oriHe' )ea(e +a=i)itie, a(ai)a&)e in *our organiHation
$=au,a) )ea(e2 ,i=6 )ea(e2 pai' 8o)i'a*,%P
a& +es 1& Ao
AL0
A0 "8et8er *ou 8a(e an* ot8er ,our=e o+ in=omeP
a& +es 1& Ao

0 I+ *e,2 ,pe=i+* t8e ,our=eQQQQQ0
BD0 "8et8er *ou are ,ati,+ie' 9it8 t8e pre,ent )ea(e pro=e'ureP
a& +es 1& Ao
BA0 "8at i, *our opinion a&out *our 9age, re)ate' to *our 9or6P
a& A1o-e a-erage 1& A-erage $& Below A-erage d& Ao Idea
BB0 "8et8er *ou nee' an* e<tra 8ea)t8 an' 8*gieni= &ene+it,P
a) +es 1& Ao
BG0 "8at i, *our opinion on t8e +o))o9ing +a=i)itie, o++ere' &* t8e organiHationP

PARTICULARS !IG!LY
SATISFIED
SATISFIED NEUTRAL DISSATISFIED !IG!LY
DISSATISFIED
A:5or6ing
$onditions
:Medi$al
pro-ision
C:5elfare
A$ti-ities
D:Jo1 3atisfa$tion
Page | 111
E:,ea-e fa$ilities
F:Relationship
with 8o%wor6ers
G:Relationship
with 3uper-isor
!:8ommuni$ation
system
G:#ransport
system
BC0
A0 Do *ou nee' an* impro(ement, in t8e 9or6ing =on'ition,P
a& +es 1& Ao
0 I+ *e,2 p)ea,e ,pe=i+* QQQ0000000000
T!AN# YOUQ
ASENTEEISM RECORD:
BDDL RECORD:
Page | 112
BDAD RECORD:
Page | 113
BDAARECORD:
Page | 114
Page | 115

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