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Dissertation ReportOnAbsenteeism of Employee AtIndchemie Health SpecialitiesPvt. Ltd.MumbaiIn Partial Fulfillment of theRequirementsFor the award of POST GRADUATE DIPLOMA IN MANAGEMENTAcademy Of Management Studies, Dehradun Submitted To Submitted ByMr. Rahul SaxenaRuchi Sinha(Class Coordinator) PGDM III (B)Roll: - 14 DECLARATIONI, Ruchi Sinha declaring that all the information given inthis project report is true and correct to the best of myknowledge.I am also declaring that all the work in this project is doneby me and not copied from anywhere.Ruchi SinhaAcademy of Management StudiesDehradun PREFACEThere is a famous saying The theory without practical is lame and practical without theory is blind.Absenteeism is a serious workplace problem and an expensiveoccurrence for both employers and employees seemingly unpredictable innature.Human resource is an important part of any business and managingthem is an important task.Summer training is an integral part of the PGDM and student of Management have to undergo training session in a business organizationfor 6 weeks to gain some practical knowledge in their specialization andto gain some working experience.Our institution has come forward with the opportunity to bridge thegap by imparting modern scientific management principle underlying theconcept of the future prospective managers.To the emphasis on practical aspect of management education thefaculty of Academy of Management Studies, Dehradun has with a modernsystem of practical training of repute and following managementtechnique to the student as integral part of PGDM. in accordance with theabove obligation under going project in Indchemie Health SpecialitiesPvt. Ltd., Mumbai. The title of my project isAbsenteeism of EmployeeCertainly this analysis explores my abilities and strength to itsfullest extent for the achievement of organization as well as my personalgoal Ruchi Sinha ACKNOWLEDGEMENT Acknowledgement is an art, one can write glib stanzas without meaning aword, on the other hand one can make a simple expression of gratitudeIndustrial training is an integral part of any PGDM program and for that purposes I had joined a private pharmaceutical company nameIndchemie Health Specialities Pvt. Ltd., Mumbai.I take the opportunity to express my gratitude to

all of them who insome or other way helped me to accomplish this challenging project inIndchemie Health Specialities Pvt. Ltd., Mumbai. No amount of writtenexpression is sufficient to show my deepest sense of gratitude to them.I am extremely thankful and pay my gratitude toMr. SouravChatterjee(Head Training & Placement) Academy of ManagementStudies, Dehradun for his valuable guidance and support on completion of this project in its presently.I am greatly obliged toMr. Shashikant Chaubey(SR. Manager H.R. & PERSONNEL, Indchemie Health Specialities Pvt. Ltd., Mumbai)who accommodated me for training in this esteemed organization.I am very thankfulMr. Shishir Kumar Sinha(Marketing Manager)for their everlasting support and guidance on the ground of which I haveacquired a new field of knowledge.A special appreciative Thank you in accorded to all staff of Indchemie Health Specialities Pvt. Ltd., Mumbai for their positivesupport.I also acknowledge with a deep sense of reverence, my gratitudetowards my parents and member of my family, who has always supportedme morally as well as economically.At last but not least gratitude goes to all of my friends who directlyor indirectly helped me to complete this project report. Ruchi Sinha CONTENTS Preface AcknowledgementTitleAbout Company Company Profile Research & Development Other InformationsIntroduction Reason to Choose this Project Absenteeism Measurement of Absenteeism Absenteeism Rate at Indchemie Health Specialities Pvt. Ltd. Peculiar Features of Absenteeism Cause of Absenteeism Effect of Absenteeism on Industrial Progress Analysis of Causes Absenteeism Types & Their Control Innocent Absenteeism Culpable Absenteeism Guidelines & Measures for Control of Absenteeism The BRADFORD FACTOR & AbsenteeismResearch Methodology Objectives Limitations of the StudyAnalysis & InterpretationConclusion & SuggestionQuestionnaire About Company COMPANY PROFILE Indchemie Health Specialities Pvt. Ltd. is a private sector pharmaceutical company, established in the year 1986 and Managed byProfessional Board of Directors. This company is sister concern of ALKEM PHARMA(number 6thranked company in Pharmaceuticalindustry). It has all India operation in marketing along with four manufacturing units. Two are established at Daman, and one each atBaddi and Sikkim. It manufactures and markets a wide range of pharmaceutical formulations. It markets generics under the categories of antibiotic, anti-infective, anti-osteoporotic, analgesics, anti-inflammatory,anti-allergy, anti-malarial, and various vitamin preparations. Thecompany is committed to improving its position in small volume parenteral preparations segment. It adheres to cGMP standards.DetailsCompany Name :Indchemie Health Specialities Pvt. Ltd.Address :510, Shah Nahar Industrial Estate, Dr. E. MosesRd, Worli NakaLevel of Office :Head OfficePhone No :(22) 30400800Website :www. indchemie.inIndustry :Pharmaceuticals/ BioTech/ ResearchCity :MumbaiState :MaharashtraCompany Type :Industry BestNo. of Employees :501-1000Sector :Private Sector RESEARCH & DEVELOPMENT Indchemie Health Specialties has reinforced its focus on R&Dand has substantially scaled up on its investments to build its capabilitiesin all the areas of generic research as a short to medium term strategy.Generic drug development encompasses both small and large molecules.Indchemie Health Specialties strongly believes that there are attractiveopportunities in the highly competitive global generic space, not only invanilla generics but also in value added and difficult to develop complexgenerics. The business focus is backed with the building up of captivemanufacturing operations and of complying with the regulatory standardsof the advanced markets. Focus on the generics business strategy will provide the company with a sustainable model to move up the valuechain. Today, the company includes a group of more than 200

R&Dscientists, with performance driven credentials, in all the disciplines of generic drug development, as their asset to steer forward in its currentaspirations.Indchemie Health Specialties generic drug development meets thespeed and quality attributes, as all the elements of research have beenconducted within the campus. Backward integration through in-houseAPI development and front-end efficient marketing/distribution of products would provide the desired impetus to the generics program fromlab scale development to commercialization.Indchemie Health Specialties has committed a substantialamount of its resources to the development of Novel Drug DeliverySystems and this shall be the key element in providing momentum toconsolidate its objective of value addition.Indchemie Health Specialties has an aspiration to make pioneer within the area of drug discovery, sometime in the recent future, and islooking into various models and therapeutic segments to carve out ameaningful space in the arena of medical needs that are not fulfilled.Indchemie Health Specialities has in-licensed a number of novel productsfor the domestic market, form overseas collaborators, and continue to doso to provide the most advanced therapy avenues to the Indian patients.Indchemie Health Secialties is also collaboratin with several OTHER INFORMATIONS DEPARTMENTS1)Distribution Department,2)Finance Department,3)H.R Department,4)Sales and Administration department along with Marketing & Sales. MANUFACTURING DONE FOR SOMEPOPULAR COMPANIES LIKE1)Torrent2) Dr Reddys3)Hetero4)Catchet and Alembic etc. COMPANY BUSUNESSCompany turnover is about 250 500 crs.Its manufacturing capacity is 150 crs. RECRUITMENT AND INCENTIVE POLICY Recruitment in the company is done by department heads of respective department and final recruitment done by Honourabledirector M. K. Singh.In sales, incentive based on performance- with overall achievementof target, volume wise and unit wise. Introduction REASONS TO CHOOSE THE PROJECTWhen I joined the training atINDCHEMIE HEALTHSPECIALITIES PVT. LTD.,I was allotted the project of ABSENTEEISM OF EMPLOYEES.Initially it appeared to me quitea simple project, but as I started working on it only then I understood itsreal significance.It is often easier for the organizations to make arrangement to cover staffs, which are going to be off for long periods. However, employeestaking odd days off here and there are more problematic, can have animmediate impact.If remain unchecked, this type of absence can send out the wrongsignals to colleagues who, in some jobs, are likely to have to cover for those absent. If employers fail to take action, a buggins turn mentalitymay emerge. Frequent absence may have serious repercussions wherestaff are employed in customer-facing roles or employed on productionlines. The impact of absence may be most directly felt and the need toarrange cover at short notice may be paramount. ABSENTEEISMCONCEPT OF ABSENTEEISMIt refers to workers absence from their regular task when he isnormally schedule to work. The according to Websters dictionaryAbsenteeism is the practice or habit of being an absentee and anabsentee is one who habitually stays away from work.According to Labour Bureau of Shimla : - Absenteeism is the totalman shifts lost because of absence as percentage of total number of manshifts scheduled to work.In other words, it signifies the absence of an employee from work when he is scheduled to be at work. Any employee may stay away fromwork if he has taken leave to which he is entitled or on ground of sickness or some accident or without any previous sanction of leave.Thus absence may be authorised or unauthorised, wilful or

caused bycircumstances beyond ones control.Maybe even worse than absenteeism, it is obvious that people suchas malingerers and those unwilling to play their part in the workplacecan also have a decidedly negative impact.Such team members need individual attention from frontlinesupervisors and management. Indeed, as prevention is better than cure, where such a problemoccurs, it is always important to review recruitment procedures toidentify how such individuals came to be employed in the first place.For any business owner or manager, to cure excessive absenteeism,it is essential to find and then eliminate the causes of discontent amongteam members.If they find their supervisor or job unpleasant - really unpleasant -they look for legitimate excuses to stay home and find them with thingssuch as upset stomachs or splitting headaches.Any effective absentee control program has to locate the causes of discontent and modify those causes or eliminate them entirely. In other words, if we deal with the real reasons team members stay home it can become unnecessary for them to stay away.Any investigation into absenteeism needs to look at the real reasonsfor it.Sometimes team members call in sick when they really do not wantto go to work. They would not call you up and say, Im not coming intoday because my supervisor abuses me.Or, Im not coming in today because my chair is uncomfortable.Or, Im not coming in today because the bathrooms are so filthy, itmakes me sick to walk into them.There are a few essential questions to consider at the outset if youwant to make a measurable improvement to your absenteeism figures.Why is your present absenteeism policy ineffective? Where and when is excessive absenteeism occurring? In manycases, under- trained supervisors could be a contributing factor.What are the real causes for absences?It is commonly expected that low pay, poor benefits and highworkloads will be the major causes.However, in numerous employee surveys absenteeism generally has been identified as a symptom of low job satisfaction, sub-standardworking conditions and consistent negative and unfair treatmentreceived by first-line supervisors.How much formal training have your supervisors received onabsenteeism containment and reduction? If your answer is none or verylittle, maybe you have found the solution.As with every other element within your organization, you cannotask a person to do a job he or she has never been trained to do.Many human resources specialists have found that repetitive, boring jobs coupled with uncaring supervisors and/or physically unpleasantworkplaces are likely to lead workers to make up excuses for not comingto work.If your team members perceive that your company is indifferent totheir needs, they are less likely to be motivated, or even to clock on atall.One way to determine the causes of absenteeism is to question your supervisors about excessive absenteeism, including what causes it andhow to reduce it. Of course, if your supervisors have made no efforts to get to knowthe team members in their respective departments, they may not be ableto provide reasons.However, just the act of questioning may get the ball rolling andsignal to your supervisors that their involvement is important.Once a manager finds the real reasons for absenteeism there isanother important step. Through open communication, you need tochange the team members way of reacting and responding to discontent.Other problems will no doubt arise in the future. If the way of responding has not been reviewed, then the same cycle is likely to startall over again.So often absenteeism problems can be sheeted back to thesupervisor level and to unsatisfactory working conditions. Withoutimprovement in these areas, you can expect your high rate of absenteeism to continue. MEASUREMENT OF ABSENTEEISMFor calculating the rate of absenteeism we require the number of people scheduled to work and number of people actually present.Absenteeism can be find out of absence rate method.For Example:a)Average

number of employees in work force : 100b) Number of available workdays during period : 20c)Total number of available workdays (a x b) : 2,000d)Total number of lost days due to absences during the period : 93e)Absenteeism percent (d [divided by] c) x 100 : 4.65%Since absenteeism is a major barometer of employee morale,absenteeism above 5 percent has to be considered as very serious(across most industries 3 percent is considered standard). ABSENTEEISM RATE ATINDCHEMIE HEALTH SPECIALITIES PVT. LTD . 00.20.40.60.811.21.41.61.8 jan feb mar apr may jun july aug sept oct nov dec2008 2009 PECULIAR FEATURES OF ABSENTEEISMOn the basis of studies undertaken certain observations may be made:a)The rate of absenteeism is lowest on payday; it increasesconsiderably on the days following the payment of wages and bonus.The level of absenteeism is comparatively high immediately after payday. When worker either feel like having a good time or in someother cases return home to their villages family and after a holiday,has also been found to be higher than that on normal days.b)Absenteeism is generally high workers below 25 years of age andthose above 40. The younger employees are not regular and punctual. Presumably because of the employment of a large no. of new comers among the younger age groups, while the older peopleare not able to withstand the strenuous nature of the work.c)The percentage of absenteeism is higher in the night shift than in theday shift. This is so because workers in the night shift experiencegreat discomfort and uneasiness in the course of their work than theydo during day time.d)Absenteeism in India is seasonal in character. It is the highest duringMarch-April-May, when land has to be prepared for monsoon,sowing and also in harvest season (Sept-Oct) when the rate goes ashigh as 40%. CAUSES OF ABSENTEEISMThe Royal Commission Labour observed that high absenteeismamong Indian labour is due to rural orientation and their frequent urgefor rural exodus. According to Acharaya In modern industrialestablishment the incidence of industrial fatigue, mal nutrition and badworking conditions aggravate that feeling for change among industrialworker and some time impel them to visit their village home frequentlyfor rest and relaxation.The general cause of absenteeism may be summarised as below:-1)MALADJUSTMENT WITH FACTORYIn factory the worker finds caught within factory walls, he is bewildered by heavy traffic, by strangers speaking different andsubjected to strict discipline and is ordered by complete strangers todo things which he cannot understand. As a result he is under constant strain, which cause him serious distress and impairs hisefficiency. All these factors tend to persuade him to maintain hiscontacts with village.2)SOCIAL AND RELIGIOUS CEREMONIESSocial and religious ceremonies divert workers from workers tosocial activities. In large number of cases incidence of absenteeismdue to religious ceremonies is more than due to any other reason. Project Absenteeism of EmployeesDownload this Document for FreePrintMobileCollectionsReport DocumentReport this document? Please tell us reason(s) for reporting this document Spam or junk Porn adult content Hateful or offensive If you are the copyright owner of this document and want to report it, please follow these directions to submit a copyright infringement notice. Report Cancel This is a private document. Info and Rating Reads:22,677Uploaded:09/11/2009Category:Research>Arts & ArchitectureRated:(2

Ratings)Copyright:Attribution Non-commercial Summer Training on the topic "Absenteeism of Employee" At Indchemie Health Specialities Pvt. Ltd. Mumbai. Followruchikunal Share & Embed Related Documents PreviousNext p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. p. More from this user PreviousNext24 p.60 p.64 p.77 p. Recent Readcasters Add a Comment Submitshare:Characters: 400 Krish Hbleft a comment nice helped a lot 03 / 10 / 2011 Reply Report Vijay100left a comment Good efforts dear at this age. Keep it up and reach newer heights in success. Brooklyn Vijay 07 / 16 / 2010 Reply Report Rudra Pratap Anandleft a comment it s most important & helpful for mgt. student 05 / 31 / 2010 Reply Report hareendranbleft a comment would like to refer such desertations on this topic 05 / 10 / 2010 Reply Report cruzsopanaleft a comment is reading Project Absenteeism of Employees. 02 / 04 / 2010 Reply Report virendrachauhan replied: thanks 6 days agoThis document has made it onto the Rising list! 02 / 03 / 2010 Print this document High Quality Open the downloaded document, and select print from the file menu (PDF reader required). Download and PrintAdd this document to your Collections This is a private document, so it may only be added to private collections. + Create a New Collection Name: Description: Collection Type:public - locked public - moderated private public locked: only you can add to this collection, but others can view it public moderated: others can add to this collection, but you approve or reject additions private: only you can add to this collection, and only you will be able to view it Save collectionCancel Finished? Back to Document Sign up Use your Facebook login and see what your friends are reading and sharing. Other login options Login with Facebook

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