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K,S.K.V.

KACHCHH UNIVERSITY

KRANTIGURU SHYAMJI KRISHNA


VERMA KACHCHH UNIVERSITY

A
Project Study Report

on
Training Undertaken at
AQUAGEL CHEMICALS PVT. LTD.,
VARSANA, GANDHIDHAM (GUJARAT).

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Titled

“The Human Resource Practices at Aquagel Chemical Pvt. Ltd


&
Research on Absenteeism of Employee
In Present Working Conditions”

Submitted in partial fulfillment for the


Award of degree of

Master of Business Administration

Submitted By: Submitted To:

Krishna Agravat Mr.Rajendra Chaudhary


[M.B.A Trainee] H.R MANAGER
A.C.P.L.

2009-2011

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

PREFACE
As per the requirement of master of business administration (M.B.A),
students are required to undertake project work in at any organization
having that specified department/function.

Theoretical knowledge and classroom discussion do equip the


students with that practical aspect of management that is required in
today’s competitive business world. This project work is meant to equip
student with that practical aspect.

During this project work, students get an opportunity to glance


into the real business world. Students get chance to observe the day to day
working of business. Thus, this is one of the most valuable and important
experience for any M.B.A student.

During the academic year 2007-2009, I have undergone for


the training at AQUAGEL CHEMICALS PVT. LTD. I have sincerely tried our
best for a precise & meaningful report construction.

Krishna Agravat
M.B.A. Part I
Batch: 2009 – 2011

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Student Declaration
I here by declare that the Project Report entitled

is submitted in partial fulfillment of the requirements for the

degree of

Masters of Business Administration (M.B.A.)

to K.S.K.V KACHCHH UNIVERSITY, and this is my original work and not

submitted for the award of any other degree, diploma, fellowship or any

other similar title or prizes.

Place: Bhuj

Date:

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

ACKNOWLEDGEMENT
My word cannot express the gratitude and respect that I have for all
the people who are directly or indirectly connected with this research
project. But I am really thankful to each and every person without whom I
would not have been capable of making such project report.
I am very much thankful to Mr. Rajendra chaudhary (HR Manager) and
my Project Guide from Aquagel Chemical Pvt. Ltd. for his kind support and
guidance for preparing this project. I am also very much thankful to Mr.
Bharat Doru (HR Officer) for allowing me to do this project. Nevertheless, I
am very much thankful to Chairman-Standing Committee and the
Councilors of Aquagel Chemical Pvt. Ltd for the cooperation, response and
insight provided to me for the project.
I am thankful to all other department of Aquagel Chemical Pvt. Ltd and
their staff for their feedback, cooperation, support and ever-useful
guidance.
I would also like to thank Mr. Prahlad Charola-Clerk, Mr. Mahesh
Ghedia, Ms. Farzana and other staff of the Office of the Personnel &
(Admin.) for their cooperation and support.
I am also very much thankful to all the respondents for their kind
cooperation and feedback.
Last but not the least; my gratitude is to my parents, family
members for the encouragement and help provided to me throughout.
Thank You

Krishna Agravat
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY

EXECUTIVE SUMMARY
Introduction

The project is titled “Research on Absenteeism of Employee in Present


Working Conditions”- in ACPL

Objective

The main objective of the study was to find the cause of increasing
Absenteeism in the organization and find out the solution for it.
Methodology

A structured questionnaire was developed & administered on the sample


chosen for the study. The study is concerned with the functioning interns’
performance, collection of data, compilation, analysis, and making suitable
inferences. The study contains brief description of various theories on
internship, the methodology used & conclusions. Research methodology
gives the information on the type of research, the survey, the procedure &
techniques of data gathering, sample size & technique used, sample
description & profile, instrumentation techniques, scope & limitation of the
study.
The introduction gives detailed information of the problem statement,
background of the study, objective of the study, need of the study & a brief
description of the theoretical background of the study.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Analysis

Data analysis & interpretation gives details of the responses of interns in


the form of tables & graphs & the data collection was compiled &
summarized in a table. Data analysis & interpretation is done on the
assumption that information was correct as given by the respondents
through questionnaire.
Research methodology gives the information on the type of research, the
survey, the procedure & techniques of data gathering, sample size.
Conclusions

The findings & conclusions of the study are given at the end keeping in
mind the objectives of the study.
Recommendations

The suggestion & recommendations based on the observation are given for
the actions.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

COMPANY PROFILE

LOCATION OF THE PLANT

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

BRIEF INTRODUCTION OF

AQUAGEL CHEMICALS Pvt. Ltd.

Name of the company:

“AQUAGEL CHEMICAL PRIVATE LIMITED”

Registered Office:

40, G.I.D.C
Chitra, Bhavnagar
Gujarat, India – 364004

Year of Establishment:

28th May. 2002

Branches:

Survey No. 159


Varsana. Bhimasar
Padana Road,
GANDHIDHAM (KUTCH) – INDIA

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

HISTORY OF AQUAGEL CHEMICALS Pvt. Ltd.

HISTORY

Introduction:
Aquagel Chemical Pvt. Ltd. Was established on 21st may, 2002 with
collaboration of Hindustan unilever ltd. It is in process of manufacturing
goods only without interference in sales.
Aquagel Chemical Pvt. Ltd. was established with the investment of 105 cr.
of capital and expenditures. It had started its first commercial production
on 17th January, 2003. It is located near Gandhidham in the village called
varsana on national highway 8A.
Aquagel Chemical Pvt. Ltd. Is a 2P unit of Hindustan unilever ltd., which
has its production process of detergents and toilet soaps? It does only the
work of manufacturing and has yearly market, thus sales are zero, and
Hindustan unilever ltd. Does the sales. Thus, this firm has only the target
of achieving the objective of manufacturing.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

AQUAGEL
Sulphonation
Toilet
DFA
NSD Soap
Plant
Plant
Plant
FACTORY - TODAY

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Site Plan for Aquagel Chemicals Pvt. Ltd.

Size of the units: Large Scale Industries


Form of the organization: Private limited company
Year of Establishment: May 28th 2002
Branches: Gandhidham, Bhavnagar.
Bankers: Axis Bank, SBI Bank, HDFC Bank

Install production plants:


Sulphonation plant commissioned in March 2003
RO Plant commissioned in May, 2003
DFA Plant commissioned in August, 2003
GLY Refinery plant commissioned in December, 2003
PSM plant commissioned in January, 2004
TSP – Cascades = 4 nos (1 Binacchi, 3 stuff stampers)
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY
NSD – Cascades = 2 nos. (Bar) 2 lines. (Powder).

Utilized capacity:
N.S.D. : 70,000 (TPA) Bar
60,000 (TPA) Powder
T.S.P. : 50,000 (TPA) Pkt soap
D.F.A. : 30,000 (TPA)

Geography of ACPL

LOCATION OF THE PLANT: NH. 8-A, VILLAGE: VARSANA

12 KMS AWAY FROM GANDHIDHAM

POPULATION: 2000

LOW EDUCATION LEVEL, MOSTLY SALT WORKERS

VERY LOW RAINFALL, EARTHQUAKE ZONE V

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Vision:
Our factory shall strive to become a world class manufacture to
provide total customer satisfaction, by providing all products to set
company standards, in a safe manner at an optimum cost, in a congenial
work environment, establishing itself to be the most significant contributor
to personal wash and home care business growth, by providing leading
edge in innovation and by building a culture of complete ownership
amongst out people.

Mission:
Based on our guiding tents of leaderships team spirit commitment
enterprise and innovation. Aquagel is committed to serve society by
providing quality products and services and is dedicated to long team
growth and will practice highest standards of integrity and are for people.
Size of the units : “Large scale Industries”
From of the organization : “Private limited Company”

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K,S.K.V. KACHCHH UNIVERSITY

PRODUCTS

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1) Lifebuoy:

The flagship brand Lifebuoy contained to record double fight


growth on the back of Market share and volume gains. Lifebuoy,
which was transformed for of a carbolic soap in to modern toilet soap
in 2002, has been growing over since. During 2004, Lifebuoy was
relaunched in the first quarter with a unique shape improved
purchasing and competitive price.

2) Hamam:

It is another family toilet soap, who has gain its Market double
throughout year, its ingredients are in order to get prestige towards
consumers markets. It is an herbal soap helps removing roughness in
body. Volume of Market share has gain aggressive profit significantly
advertising expenses were made on this brand, coupled with product and
packaging up graduations lead to a strong top line growth and gains in the
market share.

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K,S.K.V. KACHCHH UNIVERSITY

3) Lux:
Company’s No.1 super quality brand Lux the common man’s
toilet soap, Maintained its consistent growth record, because Lux have
every times improve quality and change it’s flavors regularly. Lux has
much segmentation these are Lux Almond Delight, Aqua Sparkle,
Energizing honey, Festive Glow, Golden Glow, International Creamy
White, Orchid Touch and Firm uplifting etc.

4) Rexona:
Rexona is another famous toilet shop brand; discover the secret
of Rexona with its nourishing coconut oil and cucumber soap bits. Its
creamy lather gently purifies your skin, leaving it clear and fragrant.
Rexona with cucumber extracts, a natural way for clear flawless skin.

5) Wheel:

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K,S.K.V. KACHCHH UNIVERSITY
Company’s No. 1 brand wheel the common Man’s detergent,
Maintained its consistent growth record, gaining significantly in
volumes and value true to its promise of delivering goods value for
money wheel was significantly improved in quality terms specially in
quality terms specially in detergency. Wheel active continued to gain
consumer acceptance and helped sustain the growth momentum of
this large brand especially is geographies where its market share
were traditionally lower.

6) Rin:
Rin is the one of famous product. It is largest fast moving goods
of the HUL this is company’s fablers brand, it is manufactured in bar and
powder, maintained it’s consistent growth record, gaining significantly in
volumes and value true to its promise of delivering goods value for money
Rin was significantly improved in quality terms specially in determinacy.
These are quality product of Hindustan unilever Limited and
manufactured by Aquagel chemicals Pvt. Ltd., Gandhidham, Kutch,
Gujarat.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

ORGANISATION STRUCTURE:
Aquagel Chemicals Pvt. Ltd. is manufacturing unit, is producing
goods for the Hindustan Unilever Ltd. an India’s largest fast moving
consumers goods company. The fundamental, Principle determining the
organization structure force speed and flexibility in decision-making and
implementation with empowered Manager’s across the Company’s nation.
Wide operation Hindustan Unilever Ltd. and group companies have about
36,000 employees, including 1350 Managers.

MEM - Manufacturing & Engineering Manager

QC - Quality Control

HR - Human Resources

CM - Commercial Manager VP - Vice-president

Excise &
Desp
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY

24-W
DFA Plant - Distilled fatty acid plant

Add.Req
TSP Plant - Toilet shop plant

NSD Plant - Non-soppy detergent plant

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Organizational Structure
TO
MAN POWER
Managers 04
Officers
Staffs
18
115 4-S
Sub total 137
Workmen 468
TOTAL 605
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY

PROJECT OVERVIEW

INTRODUCTION

ORGANIZATION STRUCTURE

Details of key management personal:

1) Mr. Ramesh V. Shah - Chairman and Managing Director

2) Mr. Darshak R. Shah - Executive Director

3) Mr. Girish V. Shah - Executive Director

4) Mr. Bharat P. Raut - Technical Director

5) Mr. Uday Bhattacharya - Vice President

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Safety Management:

 Introduction:
The main aim of safety department is to secure the whole workers
from the uncertainly and risk because in the unit so many workers are
worked on machinery and electronic tools and safety of these workers most
important for the organizations.
For the security of the workers they have some rules within the
organization and also have too many security guards which are care of all
the employees in every department and also on main get of unit.
Management had provide the helped for the security of the workers
when any worker is come in to the factory site then the guard has right to
check there helmet and within the unit the maximum speed of the vehicles
is 20 km per hours.

 Safety briefing :
○ Smoking in the factory premises is prohibited.
○ Always walk on the designated pathways.
○ Please follow signs & Instruction.
○ While you are moving on the shop floor be aware of the forklift
movement.
○ On hearing the siren please follow instruction of the host & leave the
plant to
assemble at the emergency assembly point.
○ On hearing the siren please follow instructions of the host & leave the
plant to

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY
assemble at the emergency assembly point.
SITE SAFETY AND HEALTH POLICY:

Aquagel Chemicals Pvt. Ltd recognizes people as its most important


asset and is committed to provide a safe and healthy work environment for
those working on and visiting our operations management at all levels will
be responsible and will be held accountable for the occupational safety and
health performance of the company. At the same times it is the duty of
every employee to work in a safe manners so not to endanger himself and
his colleagues at the work place and during travel.
Accordingly, the aim of Aquagel Chemical Pvt. Ltd is to prevent injuries
and occupational ill health through the following actions:
Develop and design processes and plants which, as far as is reasonably
practicable, and encompassing all available knowledge and information, are
safe and without risk to health.
Operate and maintain plants within the designated safety criteria
throughout their working life.
Develop introduce and maintain safety and health management systems
across the company to meet Aquagel Chemical Pvt. Ltd. standards as well
as statutory requirement for safety and health and verify compliance with
these standards through regular auditing.
Set annual improvement objective and targets and review these to
ensure that these are being met.
Involve all employees in the implementation of this policy and provide
appropriate training.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Provide for appropriate dissemination of information on safety and


health at work through suitable communication network both within
Aquagel Chemicals Pvt. Ltd. and with external.

Vehicle carrying these materials should not be allowed inside the factory
on Sundays & Holidays vehicle carrying these materials should not to be
inside the factory after 7 pm any working day.
Non routine Hazardous materials: Any Hazardous material other than
mentioned in this list will be communicated as and when necessary
covering all the intimation mentioned above.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

SWOT ANALYSIS

• Strength:
○ Flexibility in operations.
○ Strategically located.
○ Fiscal benefits site (HUL point of view)
○ Harmonious Industrial relations.
○ Integrated factory.
○ Willing people.
○ High volume factory.

• Weakness:
○ Low skill of workmen.
○ Low competency of manager & officers.
○ Underexposed employees.
○ High attrition level.
○ High dependence on contract workmen.
○ Dependence on fuel price for captive power generation.

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• Opportunity:
○ To make it lowest depot delivered cost.
○ To convert it into a vibrant factory.
○ To friend more volumes.
○ Huge opportunity for low cost automation.
○ Putting right people at right job.
○ To build safe culture from scratch.
○ Refinement of quality culture.
○ Development of second line management.

• Threats:
○ People’s perception of future of the factory.
○ No competent second line management.
○ Hindrance in operations because of manpower shortage.
○ High fuel price.
○ 5 earthquake zone area.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

RESEARCH METHODOLOGY
Research Design:
The present study is exploratory in nature and adopts the survey method.
A structured non-disguised questionnaire was used to collect information.
Efforts were also taken to collect all the published information through
available reference materials, because the major emphasis here is on
discovery new ideas and insights.

Data Collection Method:


Secondary data as well as primary data sources have been utilized for the
purpose of the survey.
Secondary data obtained from the books of policies, HR officers of ACPL
and personal consultation with the officers concerned and is used for
defining the problem for the study.
Primary data has been obtained through questionnaire survey.

Methodology of sampling and data collection:


The questionnaire was designed in such a way that it includes closed ended
questions. The questionnaire was so designed to study employees
absenteeism at ACPL and their implication, their feelings of resistance or
apprehension, their opinion about changes in various elements, the things
that they recall most, fields for improvement and ultimately their impact on
the Human Resource Development level in ACPL and on the improvement
of the working condition in ACPL.
The time during which this study is carried out is 4th May to 3rd June 2009.
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY
Staff of HR Officer (Admin) Office is involved in implementation of HR
related activities.

Sampling frame:
Sampling frame includes –
Stockholders of ACPL (Chairman and Councilor)
Top level management (City engineer, Chief auditor, Chief accountant etc.)
Head of Departments (Technical, Legal, Computers, etc.)
Middle level employees (Dy ex. Engineers, Assistant Engineers etc.)
Lower middle level employee (Surveyors, Clerks, etc.)
Lower level employee (Laborers )
Element the individual respondent

Sampling Design:
In this sample survey, convenience sampling method is used for the study.

Benefits of the study:


Besides the report making purpose the various other advantages of study
are:
Study about the real life implementation of theory and diversification
between theory and practice.
Sharing of experience of HR officer. HR Assistance Manager, Manager &
Vice President about the industry and problem to be tackle during decision
making.
Understand the real business scenario at any particular company that is
organization structure, policy, standing, and location etc.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Limitations of the study:

As the timing of the coincided with the quarter ending of the company,
majority of officers and executives were very busy.
Time given to me is very short, so I have to complete this very fast.
I did get appointment quickly of concern officer.
And obviously money was a crucial factor for me.
The survey is not completely free from the biasness of the respondents

Steps taken for the study:


Starting, the discussion with the personnel manager and other staff
members in the Administration Department was held to know about the
recruitment & selection process of the company, past history and coming
future of the Administration Department.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

HUMAN RESOURSES MANAGEMENT


INTRODUCTION:

Today, human factor is consideration of the major important


resource because the effective utilization of other resources depends upon
the managerial personnel of an organization. The satisfying future has
aware great significance due to increasing size of organization rapid
advancement of technological complexity of Human behavior etc. The
starting function of management is enhanced with development and
maintenance of efficient and satisfied team of executives training
development and precious or managerial personnel. It has come to be
recognized as and important function of management.

Personnel management of manpower management has been


defined as “The planning organizing, directing controlling of the
procurement development compensation integrator and maintenance of
people for the purpose of constituting to organization individual and social
guards.”

Personnel management is an integral post of managerial process it


is including in all organization because the procurement, development and
utilization of people are essential to every organization effort. personnel
management is major sub system of the business system it deals with the
individual aid group relationship among people working together in the
organization thus, personnel management is the field of management
involving the planning organization, controlling various objective,

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY
functioning of procuring developing, maintaining the power and with using
executives and so that the company employees and community objectives
are attained economically and effectively.

FUNCTIONS OF PERSONAL DEPARTMENT:


There are mainly two types of function:
Managerial Function
Operative Function

Managerial function:
1. Planning
2. Organizing
3. Directing
4. Controlling
5. Staffing

Operative function:
1. Procurement
2. Development
3. Compensation
4. Integration
5. Maintenance
6. Record and Research

OBJECTIVES OF PERSONNEL MANAGEMENT:


Krishna Agravat (MBA), 2009 – 2011.
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Specific objectives of personnel management are as follows:
• To build and maintain casual relation between people working at
different events of organization.
• They refer to satisfaction of the personal objective of members of an
organization through monetary devices.
• They relates to satisfaction of community and social objectives. Such
as serving and customer honestly, promoting a higher standard of
leaving in community bringing comfort and happiness society.
• The economic need for usefulness of the goods and services required
by the community.
• Condition of employee for employment for all members of employee
for employment for all members of an organization, which provide for
satisfaction in relating to their needs so that they may be motivated to
work for the success of enterprise.
• The effective utilization of people, materials, and productive work.
• The continuity at the organization.

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Absenteeism

Definition:
Absenteeism refers to the failure on the part of employees to reports to
work though they are scheduled to work.
In other words, unauthorized absences constitute absenteeism.
Absenteeism is the failure of the worker to report for work when he is
scheduled to work when he is scheduled to work absence is staying away
from work whether authorized or unauthorized whereas absenteeism is
unauthorized absence it is a major human problem it results in dislocation
of work, increase in labour cost reduction in productivity and increase in
indiscipline.

Factors:
The main Factors of absenteeism are:

✔ Personal factors:

○ Age
○ Experience
○ Dependents
○ Income
✔ Job factors:

○ Job dissatisfaction
○ Poor working conditions
○ Tight supervision
○ High accident rate

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✔ Environmental factors:

○ Social and religious festivals


○ Climate and weather
○ Village nexus
○ Non-occupational sickness

DISADVANTAGES OF ABSENTEEISM:
○ Production decrease
○ Quality production decreases
○ Increased cost of production
○ Reduced number of manpower
○ Overload on other personals
○ Decreased in speed of production

Types of Absenteeism:
There are commonly two types of absenteeism;
Five types of habitual absenteeism, categorized on the basis of their
behavior
✔ Chronic Absenteeism
✔ Worker-Habitual Absenteeism

✔ Chronic absentees: Chronic absentees are commonly found in every


organization. It is constant absentees of employees at regular interval
because of some personal reasons.
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✔ Worker-Habitual Absentees: There are five types of habitual


absentees, which are categorized on the basis of their behavior. these
are;
1. Entrepreneurs:
They engage in several social and cultural activities for status,
power, recognition and money
2. Status seekers:
They enjoy the ascribed status and are keen to achieve and
maintain it; they undertake many social activities.
3. Epicureans:
They are obsessed with excessive concern for comfort and
pleasure
4. Family oriented:
Over-involvement with the family
5. Sick and old:
Ill-health, weak constitution, chronic illness, just old age

How to Manage Absenteeism:


Absenteeism can be managed by the following process:

(1) Education & Counseling:


○ To provide an opportunity for habitual absentees to understand
themselves.
○ To enhance their personal growth.
○ To realize their responsibility toward their work and family.

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(2) Working conditions:


○ Safe working conditions.
○ Control on accidents.
○ Better recreational facilities.
○ Leisure time activities.

(3) Incentive Schemes:


○ Attendance bonus.
○ Leave encashment.
○ Loans.
○ Credit facilities.
○ Cooperative stores.
○ Jobs to family members.

(4) Motivation & Morale:


○ Training.
○ Job-rotation.
○ Job-enrichment.
○ Organization development.
○ Participation in decision-making.

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K,S.K.V. KACHCHH UNIVERSITY

Absenteeism in ACPL Gandhidham

Productivity in constriction frequently suffers as a result o high levels


of absenteeism and workers turnover. There is evidence the all concerned –
owners, contractors, and workers are interested in resolving this problem.
This study examines the source and size of the problem, and makes
recommendations to reduce it. For the most part, data for this study were
collected from workers and required the cooperation everyone coopered.
Some causes of absenteeism are uncontrollable. The major causes,
however, are controllable. They center on the work-site environment. Such
de-motivators as excessive rework, poor supervision, and unsafe working
conditions are reported by workers to be more frequent reasons for
absenteeism than personal illness. These data suggest that absenteeism
can be minimized if managed well planned, safe jobsites where an effort is
made to recognize workers individual skills and utilize employee accordingly
will have less absenteeism and inherently enjoy a gain in productivity.

Worker turnover is also a serious problem in construction and


warrants attention. Poor supervisor, unproductive relationships with the
boss, poor planning, and generally poor management are the prime
reasons cited by the workers for turnover.

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As in the case of absenteeism, this can be minimized by planning,
supervising, and the application of good management principles. Lower
turnover offers a broad range of productivity gains. One other significant
cause of turnover is the attractiveness of nearby jobs offering extended
overtime. This subject has been covered in another roundtable study and
will not be discussed in this report except to reiterate: “It is unproductive
to utilize overtime to attract labor.”

A conservative estimate of the direct cost effects of absenteeism and


turnover, based only on clearly identifiable costs, indicates that a 9%
reduction in project labor costs is attainable on a typical job. In some
situations, the potential savings are much greater. This is ample incentive
to apply the management attention needed to achieve them.
Recommendations offered in chapter - 3 point the way.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

THE ECONOMIC IMPACT OF


ABSENTEEISM AND LABOR TURNOVER
Gauging precisely the cost impact of absenteeism and turnover is
difficult from its collective experience; the study team identified the
following effects of high levels of absenteeism and turnover:

○Increased manpower complement to meet staffing needs.


○Loss of revenues from not meeting project schedules.
○Administrative cost to recruit process and train new employees.
○Lost efficiency in work crews with new or inexperienced members.
○Under utilization of capital investments (tools, equipment).
○Interruption of work flow and task accomplishment.
○Misallocation of skills and talents of employees.
○Increased demand for administrative time and resources for planning
and rescheduling.
○Increased overtime and employee fatigue.
○Lower morale.
The cost impact of many of these items will vary depending on
circumstances and managements ability to recognize the problems and to
deal with them effectively. The wasted man hours from certain direct
effects, however can be more reality estimated. In making a conservative

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY
estimate of the cost improvement incentive, only these direct, more
quantifiable effects were considered.

The above graph is a description of absenteeism rate percentage wise in


various Departments in ACPL, Gandhidham which shows the increasing rate
of absenteeism in every department.

OBJECTIVES

Introduction:
The purpose of research is to discover answers to questions
through the application of scientific procedures. The main aim of research is
to find out the truth which is hidden and which has not been discovered as
yet. Though each study has its own specific purpose, it may be exploratory
research.
Through this report I m conveying more or less the exploratory research on
Aquagel Chemical Pvt. Ltd.

Objectives of the Research:

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY
The purpose of research is to discover answer to question
through the application of scientific procedure. Each research has its own
specific objective. Objective of this study area as shown below.

Main Objective:

✔ To know about the HRD practices of the organization,


✔ To know the current problem of Absenteeism of Employee in an
organizations,
✔ To know the problem of Absenteeism affecting in present working
condition
✔ To know the possible change/revival in HR policy so as to tackle the
problem of Absenteeism.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

FINDINGS

Workmen are more over satisfied with the organization .But there are
constraints which may be the cause of Absenteeism.
1. Most of the workmen are happy with their work tenure in ACPL,
Gandhidham.
2. Work environment is adjustable for workmen.
3. Safety facility is ample in ACPL, Gandhidham.
4. Only some workmen are satisfied with the leave facility.
5. Most of the workmen think that their complains are not considered by
the
Organization.
6. Most of the workmen are guilty conscious when they are absent on their
work
7. Most of the workmen don’t consider their work as a burden.
8. Most of the workmen face problem because of transportation access
9. Most of the workmen are not physically fit it seems
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY
10. Most of the workmen are satisfied given about his wages, bonus,
incentive.
11. Some of the workmen are not satisfied given about reward and
motivation.
12. ACPL is good platform for workmen.

CONCLUSION

Aquagel chemicals pvt. Ltd. has an all together different outlook in


competitors.
After the completion of my project training at Aquagel chemicals pvt. Ltd., I
would like to conclude that the working of the company is must helped by
excellent panel of administrators. And few paint of my studies concision
these are as follows:
• Highest standards of corporate behavior.
• Focus on consumer needs.
• Opportunity to become an MNC partner.
• Global, regional and local brands.
• Brands chosen by millions every day.
• Deep roots in local cultures and markets world wide.
• Multi – local multinational.
• Exceptional standards of performance and productivity.
• Embracing new ideas and learning continuously.
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY

RECOMMENDATIONS

1. ACPL should revise its leave policy of workmen.


2. Workmen’s complains should be considered as early as possible by the
management. If given solutions are applied to the problems, will prove
beneficial.
3. There should some alternate facility in terms of transportation to remote
places.
4. A dormitory should be built for workmen attending night shift or B shift.
5. There should be training on Health and health care facilities.
6. Counseling should be done by HR Dept in every month regarding
absenteeism and to eliminate the root causes of absenteeism.
7. There should be a meeting and awareness campaign regarding
absenteeism.
8. ACPL should give incentives and rewards to workmen who rarely absent
themselves.

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

APPENDIX
(QUESTIONNAIRE)

Questionnaires
Factors for Absenteeism in Aquagel

Name of respondent: ________________________________


Address:

Designation: _____________________
Age: ____ Contact No.: _________________
Year with Aquagel: __________

1. I am happy with my work tenure here.

Yes NO

2. A Conducive atmosphere exists in the workplace?

Yes NO

3. I feel safety facilities are ample here

Yes NO
Krishna Agravat (MBA), 2009 – 2011.
K,S.K.V. KACHCHH UNIVERSITY
4. I get leave when I apply.

Yes NO

5. Food facility is satisfactory over here.

Yes NO

6. My complains are considered as early as possible by the


management

Yes NO

7. I feel guilty when I have not completed my work.

Yes NO

8. I feel work is a burden for me

Yes NO

9. I think Transportation is hindrance for me in coming to work

Yes NO

10. Wages procedure is satisfactory over here.

Yes NO

11. Bonus, incentives, wages and other facilities are provided here

Yes NO

12. You are satisfied by reward or motivation in ACPL.


Yes NO

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY
13. I feel happy working here and will be happy to work more years for
ACPL

Yes NO

BIBLIOGRAPHY

Books:

✔ Kothari, C.R., Research Methodology: Methods & Techniques, 2nd ed.,

New Delhi, New Age International (P) Ltd., 2004.


✔ Aswathappa, K., Human Resource and Personnel Management: Text

and cases, 4th ed., New Delhi, Tata McGraw-Hill Publishing Company
Limited., 2005.
✔ Goss, David. Human Resource Management: The Basics, 1st ed.,

London, International Thomson Business Press, 1997.

Websites:
✔ Www. Aquagel.hill-3p@unilever.com
✔ Www. contact@madhusilica.com

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

GLOSSARY

TSP : Toilet Soap Plant


NSD : Non Soap Detergent
DFA : Distillation Fatty Acid
TPA : Tones per Annum
Dy ex : Deputy Engineer
QC : Quality Control
VP : Vice-president
MEM : Manufacturing & Engineering Manager
HR : Human Resources
CM : Commercial Manager
TO : Time Office

Krishna Agravat (MBA), 2009 – 2011.


K,S.K.V. KACHCHH UNIVERSITY

Krishna Agravat (MBA), 2009 – 2011.

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