Professional Documents
Culture Documents
Introduction
Research Objective
Research methodology
Data analysis
Chapter 5:-
FINDINGS
LIMITATION
Chapter 6:-
SUGGESTION
CONCLUSION
ANNEXURE
BIBLIOGRAPHY
QUESTIONNAIRE
CHAPTER-1
INTRODUCTION
INTRODUCTION
etc. One of the steps taken in this direction was the setting up of
conducted in 1946. The CMI was also conducted in 1944 and 1945
of data.
Costs, was launched with effect from the ASI-1961. During that
was decided to canvass Part-II Schedule only for the Census Sector
was setup with the basic idea for exports of Leather Shoe Uppers
the guidance of the Proprietor Mr. Kulbir Singh and his wife Mrs.
Dalbir Kaur who had spend 5 years in West Germany and had
footwear technology.
setup a Shoe Upper Unit in Agra where they started with a very
small Shoe Upper Unit for producing 50 pairs per day. Gradually the
Mr. Kulbir Singh has visited various countries and many Shoe
Factories several times since 1979 to keep pace with the changing
associated with the Shoe Industry for more than two decades. With
his clear vision and rock solid dedication, he has brought Roger
the workings areas are fitted with fire equipments and free exit
routes are painted all over the work. The management conducts
regular fire drills from time to time. All these preventive measures
are reassuring for people who work for and around us. Doctors are
&workers.
QUALITY MANAGEMENT
product is taken right care of, right from the world raw material,
AT WORK
QUALITY MANAGEMENT
UNIT CHART
Unit 1
Address: 8B/7A, Dev Nagar near St. Conrad’s High School, Bye Pass
Road, Agra-28207(India)
Fax:+91-562-2530116
E-mail: office@rogerexports.com
rogerexports@sancharnet.in
Website: www.rogerexports.com
282007(India)
satisfaction.
Industries.
the lowest rate at 5.92 percent was reported in industry group. This
quite steep.
able to raise both human capital and individual welfare,” says the
report.
countries like Bangladesh and Uganda follow with more than 35%
that by taking leaves and being absent from their work station.
work is not happening at that level as well and there is a need for
The report points out that though there is a need for more
made more inclusive. Private players along with public ones have a
major role to play. It calls for a reform to make sure that resources
Living and the mental conditions of the workers are poor and
employment.
longer durations.
in the system.
frequently.
helps them.
absenteeism.
Workers of the far off states remain more absent and for
the workers.
suggestion ignored.
Lack of recreational and entertainment facility in the
company.
LITERATURE OF REVIEW
ABSENTEEISM
obligation.
Workplace
the Bradford factor, which only takes the total number and
among other workers who try to work while ill. Work forces often do
Sometimes, people choose not to show up for work and do not call
technology.
sickness due to Alcoholism, family quarrels last but not the least
social activities.
Under normal circumstances of absentism it is a vicious
treatment, The money is not given to the employee but to his wife
mother.
But the above examples are clearly a typical. For the most
absenteeism is reduced..
For Supervisors/Managers:
the fact that on any given day 10% of his employees are absent
approach.
when employees call in ill, it does not mean they are truly too
are absent is stress, and the number one reason employees are
stressed has to do with their relationship with their
manager/supervisor.
inflexible. In other words, they yell too much, blame others for
problems, and make others feel that it must be their way or the
employees usually report they just could not deal with "so and so"
hours of bonus pay for every month of perfect attendance; and still
not care about receiving a $25.00 U.S. saving bond for perfect
attendance, but they might respond very well to being able to leave
one hour early on Friday if they have perfect attendance all week.
year, while others decide once a month is best, and still others
reward workers more frequently the younger they are and the more
the American's with Disability Act (ADA) or the Family and Medical
them back to work as fast as possible. Lastly, make sure that you
the above four strategies into your company you will not only
reduce absenteeism you will reduce employee burnout, turnover,
One of the most important steps you can take if you are
who are frequently absent without good cause are generally absent
illness, and the employee needs time off to resolve their personal
unpaid leave under the federal Family and Medical Leave Act
FMLA can be used for the care of a child after birth, adoption,
does not cover for the common cold, flu, ear aches, upset stomach,
12 weeks. If you believe you are eligible for FMLA, inform your
notice, within two business days, informing you if you are eligible or
not.
THE ROLE OF THE SUPERVISOR IN
MANAGING ABSENTEEISM
HR Ads
Development
almost two out of three employees who don’t show up for work
supervisors are often the only people who are aware that a certain
should:
concern,
that these interviews are regarded as one of the most effective tools
absence and its conclusion are properly recorded. The fact that an
following the absentee’s return to work (no later than one day after
to outline the reasons for his or her absence. The supervisor should
use the interview as a time to explore any issues that the employee
procedures are in place to make sure that help and advice is offered
or concerns.
during which the absence has been noted and may have
about the current situation (i.e., what tasks are now priorities, what
work has already been carried out and where the employee should
attendance.
absence, and
discussed.
• If the doctor confirms fitness for work, the employee should
issued and that this warning will remain in the employee’s file
writing with details of start and end dates. A copy of the letter
(if applicable).
duties.
• Again, the company doctor may have to be consulted if any
case.
procedures.
absenteeism and to ensure that all employees are treated the same.
lower morale can result. Employees can feel they have been treated
RESEARCH OBJECTIVE
&
RESEARCH
METHODOLOGY
RESEARCH OBJECTIVE
Absenteeism.
Export Ltd.
Material.
RESEARCH METHODOLOGY
PROBLEM IDENTIFICATION
Ltd. “, I had personally visited the whole company. I went to all the
ROGER and aim was to study its causes and give suggestions to
reduce it.
DEVELOPMENT OF HYPOTHESIS
the workers.
RESEARCH DESIGN
problem.
absent, cause-wise,
names of 40 high absentee workers for the survey. These were the
by observation method,
MANAGEMENT PROCEDURE
habitual absentee.
from work.
UNION PROCEDURE
the absentee.
LIST OF MISCONDUCT FOR TERMINATION
PROCEDURE
the work premises before time. Any act or omission repeated for
considered as misconduct.
Posters, pamphlets.
the organization.
strike.
PROCEDURE FOR DEALING WITH MISCONDUCTS
Alleged misconduct
of suspension.
75% of wages for remaining period of suspension and
allowance paid.
of the wages.
wages.
Casual leaves 6 7
Sick leaves 6 6
Earned leaves 15 15
LEAVE CATEGORIZATION
Casual leave(CL)
Earned leave(EL/AL/LW)
Unauthorized leave
Any type of leave liable for disciplinary action and is an
ENTITLEMENT OF LEAVES
following years.
before one week. EL will not be allowed with any other leave.
organization
Besides these entitlement of leave employees are
DATA ANALYSIS
&
INTERPRETATION
DATA ANALYSIS
No Comments,
15%
No, 10%
Yes, 75%
INTERPRETATION
Verbal/Write, 60%
INTERPRETATION
says Suspension.
2. Generally how many leaves taken in a month?
Between 7-10, 7%
Between 5-7, 23%
Between2-5, 70%
INTERPRETATION
Polite, 3%
Harassment, 30%
Balanced, 67%
INTERPRETATION
Yes, 13%
No Comments,
33%
No, 54%
INTERPRETATION
Illness, 30%
Dissatisfaction
from Work, 30%
INTERPRETATION
All or the respondents says reason for Absence eg. 27% says
No Comments,
17% Yes, 23%
No, 60%
INTERPRETATION
No Comments,
10%
Yes, 40%
No, 50%
INTERPRETATION
LIMITATION
FINDINGS
welfare officer.
Shift timings were such that only day shift workers were
by contact.
company.
workers were not clear with and aware of many factors Job
Last but not the least, time factor was also seemed to
be a constraint, sometimes.
CHAPTER 6
SUGGESTIONS
CONCLUSIONS
SUGGESTIONS
good performance.
periodically.
monotony of work.
absenteeism remarkably.
by them from time to time and they could decide where they
have to improve.
CONCLUSION
attendance program.
applied.
QUESTIONNAIRE
BIBLIOGRAPHY
Websites :
www.googles.co.in
www.msn.com
www.rogerexport.com
QUESTIONNAIRE
(c) No Comments
(c) Suspension
(c) Polite
(c) No Comments
8. Give Suggestion
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By ……………………..