SIP PROJECT ON WORKER’S ABSENTEEISM ON RAVI TECHNOFORGE PVT. LTD -RJKOT

1

A SUMMER INTERNSHIP PROJECT ON

WORKER‟S ABSENTEEISM

RAVI TECHNOFORGE PVT. LTD.

IN PARTIAL FULFILLMENT OF MBA

PREPARED BY:

KARGATHRA ANUJ L.

ENR NO. :137730592037

ACADEMIC YEAR: 2013-14

GUIDED BY:

PROF. KRISHNA JOSHI

SHREE SUNSHINE GROUP OF INSTITUTION,RAJKOT

SUBMITTED TO:

GUJARAT TECHNOLOGICAL UNIVERSITY

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PREFACE

There is a famous saying “The theory without practical is

lame and practical without theory is blind.”

Absenteeism is a serious workplace problem and an

expensive occurrence for both employers and employees seemingly.

Summer training is an integral part of the student of

Management has to undergo training session in a business

organization for 45 days to gain some practical knowledge in their

specialization and to gain some working experience.

Our institution has come forward with the opportunity to

bridge the gap by imparting modern scientific management

principle underlying the concept of the future prospective

managers.

To the emphasis on practical aspect of management education

the faculty of Academy of Management Studies, it has with a

modern system of practical training of repute and following

management technique to the student as integral part of MBA. In

accordance with the above obligation under going project In Ravi

Technoforge Pvt. Ltd. The title of my projec t is “ABSENTEESIM

OF EMPLOYEE”

Certainly this analysis explores my abilities and strength to

its fullest extent for the achievement of organization as well as my

personal goal.

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ACKNOWLEDGEMENT

Talent & capabilities are of course necessary but opportunities

and good guidance are two very important things without which no

persons can climb those infant ladders towards progress.

First of all I am very much indebted and thankful to my

parents and God for giving me strength for completion of my

Internship.

I express my sincere thanks to my project guide Pro. Krishna

Joshi for providing me her valuable time and fruitful guidance.

Lastly but not least , I thank my friends , relatives and near and dear

ones for their wholehearted support in this efforts of mine.

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DECLARATION

I the undersigned Kargathra Anuj L. student of Shri Sun Shine

Group of Education would like to declare that this project report is my

own work, for the completion of this work I had taken guidance from

(HR Manager).

This work has not been previously submitted to any other

university for any examination.

I am also declaring that this research report is the result of the

survey on 40 customers held by me recently.

Date:-

Place: - Rajkot Signature

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INDEX

SR. NO. PARTICULER

1 Industrial overview

2 Company overview

2.1 General information

• Profile

• History

• Quality Policy

• Quality Objectives

• Awards

• Logo

2.2 Production/service department

• Introduction

• Product profile

• Product

• Process Flow

2.3 Marketing department

• Introduction

• Marketing

• Customer

• Competitor

• Pricing Policy

2.4 Finance department

• Introduction

• Organization structure

• Financial Planning

• Sources Of Finance

• Capital Structure

2.5 H R department

• Introduction

• Recruitment & selection

• Training & development

• Promotion policy

• Time keeping system

• Performance appraisal

2.6 Future plan of company

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2.7 SWOT analysis

3 Research methodology

3.1 Literature review

3.2 Research problem

3.3 Objective of study

3.4 Research design

3.5 Data Analysis and Interpretation

3.6 Hypothesis

3.7 Summary or Finding

3.8 Suggestion

3.9 Limitation of Study

3.10 Conclusion

3.11 References

4 Annexure

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Chapter No. 1

Industry Overview

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1 Industry Overview

1.1 The Indian forging industry- a profile

The Indian forging industries has now emerged as a major

contributor to the manufacturing sector of the Indian economy.

Forging industry is a basic industry and such industries tend

to grow in a country in relation to the rate of growth of its GDP. Since

the forging industry is largely dependent on the automotive sector,

the forging industry will also continue to grow and do well. Thanks to

outsourcing, opportunities for exports are huge.

Briefly, the composition of the Indian forging industry with

around 400 units (out of which only 9 -10 are large units scattered all

over India).

The organized sector accounts for about 65-70% of the total

forging production in the country, while unorganized players (who

are mainly small and tiny units) cater mainly to job work and the

replacement market or tier 3 or tier 4 component manufacturers.

The industry was previously more labor intensive. It is closely

estimated that the industry provides employment (direct and indirect) to

about 200,000 people. More than around 65% of the companies in the

forging employ less than 200 people. Now with increasing globalization,

the industry is becoming more capital intensive. However, the high cost

of capital (technology) still remains a major constraint facing the forging

industry (especially the SMEs). The total investment in the large and

medium sectors is estimated to be around US $ 700 million.

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1.2. Performance of the Indian forging industry

The Indian Forging industry has been growing at a CAGR of 29%

from 2003 onwards, and on an average exports contribute around

10-15% of the industry’s production.

The capacity of the industry is estimated to be around 1.5 million

tones and the industry currently operates around 70% around

capacity utilization producing around 1.0 -1.2 million tones of forgings.

India exported forgings whose value is estimated at around US$

472 million in 2007-08. Technological developments have also

contributed to export growth. The industry’s major markets are USA,

Europe and China. However, only about 30-35 manufacturing units are

currently contributing to exports directly.

1.3 To highlight some of the major challenges/key Issues

faced by the forging industry in India.

1.3.1 Domestic

• Volatile international and domestic prices of inputs

• Compliance with stringent environment norms.

• Practical difficulties associated with consolidation of capacities.

• High attrition rate, at all levels

• High interest rates

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1.3.2 Exports

• Impact of a rising rupee on export realization.

• Reluctance of suppliers and end users to compensate for

increasing costs.

• Inadequate investment in technology up gradation, due to high

costs of capital.

• Cost competitiveness adversely affected due to constant cost

escalation without adequate compensation coupled with the

impact of a rising rupee.

1.4. A Statistical Profile

Number of Units: 400

Investment: US $700 Million Approx

Employment: 200,000 (Direct and Indirect)

Capacity: 1.5 Million M Tones/Year*

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Table no. 1

Production Trend of Forging in Organized Sector

Year Production

(in „000 tones)

Export

(Million US$)

2004-2005 435 90

2005-2006 382 110

2006-2007 440 145

2007-2008 600 178

2008-2009 732 250

2009-2010 878 310

2010-2011 983 360

2011-2012 1200 432

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Chapter No. 2

Company Overview

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2.1 Company Profile

2.1.1Basic Information

Name of the firm Ravi Technoforge Pvt. Ltd.

Business Type Manufacturer

Registered Office &

Manufacturing Plant

Plot no:50/P-1,B/h Toll Plaza,

Rajkot Gondal NH-27,

Village Pipaliya,

District Rajkot- 360 311

Establishment year 1990

Chairman and Managing Director Mr. Amrutlal Bharadia

Joint Managing Director Mr. Rajesh Bharadia

Vice President

(FOR: Customer Support &

Feedback)

Mr. A. P. Mathew

Forms of organization Private limited

Email [email protected]

Website www.ravitechnoforge.com

http://www.ravitechnoforge.com/

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• Trade & Market

Main Markets Eastern Europe

Main Customers SKF, FAG, TATA

Total Annual Sales Volume US$ - US$10 Million

Export Percentage 31% - 40%

• Factory Information

Main Products CNC Turned Bearing Rings,CRB

TRB SRB 50mm to 350mm dia

Number of Employees 101 - 200 People

Factory Size (Sq.meters) 3,000-5,000 S.M.

Factory Location Veraval Shapar (Pipaliya village)

Number of Production Lines 3 (three)

Number of R&D Staff: Less than 5 People

Number of QC Staff Less than 5 People

Management Certification ISO 9001:2000 ISO/TS 16949

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2.1.2 History and Development

Ravi Technoforge Pvt. Ltd. Engineering Company established in

1990 by Mr. Amrutlal Khimjibhai Bharadia, who hails from

Saurashtra Region of Gujarat and hence was named Saurashtra Iron

Forging Pvt. Ltd. till June, 2009.It may be recalled that in 2011, Ravi

Technoforge had acquired waste land from the state government to

establish a manufacturing unit in the Shapar industrial zone near.

With the changing time, we too have thought of change in our

look, color, logo and name to match with the changing world and to

match with the upcoming generation and thus we now be known as Ravi

Technoforge Pvt. Ltd.

Rajesh Bharadia, Director Ravi Technoforge said: 'We are also

focusing on technical up gradation. To give better quality and increase

capacity, we have imported hi-tech fully automatic machineries from

Japan and France'.

With the wide experience in working for versatile national

and international clients and a legacy of two decades in hard core

production has enhanced the expertise of the company to the level of

excellence. We have grown to a reputed name in Engineering Industry in

short span with strong foundation in manufacturing Quality Forged &

Turned Bearing Races.

Ravi Technoforge Pvt. Ltd. is an ISO/TS 16949 company certified

by TÜV and GREEN FLOW & ZERO DEFECT Supplier to SKF and

FAG Globally.

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2.1.3 Quality Policy

We strive to acheave and sustain a positive reputation for

quality product,which consistently meet our customer's needs

and achieve superior customer satisfaction level through

continual improvement.

2.1.4 Quality Objectives

1. To achive customer's satisfaction.

2. To provide in-time delivery.

3. To control rejection.

4. To adopt advance technology with respect to time.

5. To achive '0' defect in supplied product at customer's end.

6. Continual improvement to wnhanching of productivity and

quality.

7. Training to all employees for up gradation of skill to adopt

advance technology.

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2.1.5 Certifications and Achievement

• Ravi Technoforge Pvt. Ltd. has been credited with ISO/TS

16949:2002.

• Certified Quality Supplier to FAG (Schaeffer

Group Gmbh)

Due to our uninterrupted supply of Quality

products to FAG Baroda, consistently for the past

many years, we have been awarded with the above

certification in the year 2008.

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• Certified Green Flow Supplier to SKF

We have been meeting the required quality

standards of SKF from the day of inception and we

have been awarded ZERO DEFECT SUPPLIER

by SKF. As we have maintained the quality

standards consistently we are now “Green flow”

supplier to SKF Globally, that means our product

do not have to go through inspection before

forwarding for production.

• Achievements

As we continued to be a Zero Defect

Supplier and Green Flow supplier Globally for the

consecutive three years has emerged us to be

one to receive the prestigious International Quality

Excellence Award for the year 2008 from

International Business Productivity Forum, New

Delhi.

• Best Industrialist

Shri Amrutlal Bharadia, Chairman &

Managing Director of Ravi Technoforge Pvt. Ltd.,

receiving the prestigious Phoolchab Award for the

Best Industrialist for the year 2012 from well-known

spiritual Leader ShriMorariBapu.

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2.1.6 LOGO

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2.1.7 Organization Chart

Origination structure is a tool through which mgt works to

achieve its objectives. It is established relationship among the

components of organ. It prescribes the relationship among various

position & activities. It is mainly concerned with the allocation of duties

& responsibilities.

There are different types of organization structure. In Ravi

Technoforge Pvt. Ltd., there is line & staff organization structure. The

organization chart is as under

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2.2 Production Department

“Production is an organized activity of converting raw

material in to final product” is known as production process.

Production is heart of any industry, in production process the

raw material passed from different processes and at last the ready

commodity come cut without efficient production facilities, no firm can

get success.

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2.2.2 Product of the Company

Ravi Technoforge Pvt. Ltd. manufacture various types of hot

forged rings machined in CNC for bearing races like Ball bearings,

Tapered bearings, Spherical bearings, Railway bearing components.

The plant manufacturing production capacities for forged and turned

rings are as follows.

Dimensional Range of Product (Forged & Turned Rings)

Min Max

Outer Diameter 30 mm 500 mm

Inner Diameter 20 mm 450 mm

Width 20 mm 200 mm

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2.2.3 Process Flow

The production process of “Ravi Technoforge Pvt. Ltd.” Is

mentioned as below……

2.2.3.1 Raw Material

The Materials used for

manufacturing bearing rings are

Alloy Steel, 52100 grades and are

procured from the Steel Mills

approved (ISMT, MUSCO &

MUKAND) by SKF and FAG as

per their specifications. We have

state of the art, Metallurgical testing

lab to carry out all kind of inspection of the materials received through

the above mills. To ensure the desired quality and consistency we keep

track of each and every lot of steel supply received at our end.

2.2.3.2 Forging Process

Forging is the process of

converting the round bar raw material

into the desired shape and size to

make the parts as per the specified

drawings of the client. The hot cut

pieces are pressed, punched and

pierced to put through rolling into the

required size. All forging press lines are highly flexible, which

gives the company the inherent advantage to simultaneously meet

different customer demands and optimize capacity utilization.

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2.2.3.3 Computerized Pit Type Electric Annealing Furnace

Sphereodize annealing is process

to improve mach inability of

hypereutectoid steel. This process will

change the spherical or globular form

of carbide in a erratic matrix which

makes the machining easy. The

process is called Spheroid zing. The

benefits of a Sphereodize annealing are improved ductility, Removal of

residual stresses that result from cold working or machining, Grain

refinement. Annealing reduces the hardness; yield strength and tensile

strength of the steel.

2.2.3.4 CNC (Computer Numerical Controlled) Machining

The machine shop at Ravi

Technoforge has inbuilt versatile

capacities. We have installed a series of

best of the breed CNC turning

machines to maintain quality,

accuracy and productivity. Our state-

of-the-art machining facility is the

largest of its kind and added to this are

our flawless Inspection and Testing facility that further take

manufacturing standards to levels of excellence.

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2.2.3.5 Crack Detector Machine and Steel Grade sorting

machine

Crack detector machine are for to

check any possible crack within the

forged part. We do cent per cent MPI test

on all forged products. The experienced

manpower in the processing division is

qualified for MPI- Level II certification.

Steel grade sorting is carried out to

remove any possible mixing of materials

during stacking of RM or at forging shop. During this operation any

material mixed up other than the specified material is identified and

removed from the forged parts.

2.2.3.6 Quality - Physical Inspection

Inspections of pre-turned races

are done randomly and continuous

dimension inspection is done during

turning process. 100% Crack

Detection testing, 100% Visual

inspection for dent, forging sports, rust

& Burr Page No. 21AITS,

DEPARTMENT OF MANAGEMENT

of turned races is done.

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2.2.3.7 Quality - Laboratory Inspection

Ravi Technoforge strives

continuously to improve its Quality

standards to satisfy the need &

expectations of the customers by

establishing effective process control &

Prevention Techniques and by

supplying quality assured goods on time.

The tests are conducted as per I.S. & A.S.T.M. standards in the

Laboratory, such as Chemical Composition, Inclusion Rating, Carbide,

Grain Size and other tests.

2.2.3.8 Final Products

Over last 2 decades Ravi

Technoforge Pvt. Ltd has expertise

the art of manufacturing high quality

rings. The rings include Ball

bearings, tapered, spherical and

cylindrical rings. In addition to this

the rings manufactured at Ravi

Technoforge’s state-of-art production

facility is capable of producing

Railway bearing components and

spacers with operations of drilling, turning and marking. Ravi

Technoforge’s expertise lies in grasping the exact requirement of the

client and exceeding the expectations by producing products that

exactly suit customer needs.

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2.2.4 Production Planning

Planning mean decide in advance as how to vest carried out the

production in efficient manner. The control phases make sure that the

standard production is constantly maintained. Ravi Technoforge Pvt. Ltd.

Has a production planning department. The production planning

department and marketing department jointly work. First marketing

department take the basic information about the order from the

customer, then marketing department gives the information to the

production planning department. Departments of the company are

interconnected with the computer network. Daily information is updated

about production, raw material, finish goods etc. And daily information

is send to marketing department which finally decided about acceptance

of the order.

2.2.5 Production Capacity

RTF are ZERO Defect suppliers to SKF and Globally

approved GREEN FLOW supplier to SKF. our present capacity is

650 tons pm and our expansion plan is on and by the end of 2009

our capacity will increase to 1500MT PM and by end 2010 our

capacity will be 3000MT pm. we are planning to make rings up to

3500mm die for SKF and FAG. We are also planning to install

HATEBUR and SAKAMURA presses for smaller rings. We have already

acquired 50000 sq mar. Land for the above expansion.

RTF have already placed order for power presses from MANYO

Japan and ring rolling machines from China as part of our

expansion plan and the machineries will be moving in from February

2012 onwards.

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2.2.6 Material Handling

The raw material obtained from suppliers is stored in storeroom.

Raw materials are issued to production department and moved inside

the plant area from one process to another for processing until they are

converted into finished product. Material handling is confined to

movements of raw material from store room to shipping section.

There are various departments in “RTF.” For material handling

Lift truck is used for handling the material within the department. It also

has got mobile crane manipulator. An auto maintenance department is set

for proper running for this vehicle. In machine shop a rail is mounted

on which trolled is run manually on which trolled is run manually for

handling of material. Overhead crane is put to use to handle hot forgings

in the forge shop.

2.2.7 Product Quality Control

Ravi Technoforge Pvt. Ltd. has been credited with ISO/TS

16949:2002 Quality control department mainly works for the purpose

of Quality Maintenance and to confirm that product is according to

required specifications. Quality Control procedure is reviewed and

approved by Q.C inspector. Quality Control Department currently works

with too department Physical and laboratory inspection

• Quality - Physical Inspection

Inspections of pre-turned races are done randomly and continuous

dimension inspection is done during turning process. 100% Crack

Detection testing, 100% Visual inspection for dent, forging sports, rust &

Burr of turned races is done. The used following instruments

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• Crack detector machines (MPI): 6 nos.

• Steel grade sorting machine: 1 no

• Quality - Laboratory Inspection

The tests are conducted as per I.S. & A.S.T.M. standards in the

Laboratory, such as Chemical Composition, Inclusion Rating, Carbide,

Grain Size and other tests. The following instruments used…

• Olympus Microscope - 1000 X

• Ele. Muffle furnace and hot plate

• Hot mounting m/c for molding pieces

• C.S. apparatus and hardness tester

• Cutting and polishing m/c

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2.3 Marketing Department

In simple term “Marketing is an art of selling goods and services.”

The term marketing comes from the word „market‟ which is a

group of sellers and buyers who are willing to exchange goods &

services for something of value. Marketing is perhaps the most complex

& challenging function. It is a comprehensive term & it includes all

resources & a set of activities necessary to direct & facilities the flow of

goods & services from producer to consumer

Traditional concept of marketing is based on the view has

changed acceptable to the customer but the view has changed today the

customer is regarded as king of market. And thus the prime objective

of the modern marketing is the satisfaction of customer needs.

In short, the marketing rests on four tenets targets market, customer

needs, integrated marketing & profitability.

Ravi Technoforge Pvt. Ltd. Is not doing any king of advertising

for their products because of

Firstly, this product is used as business good and second, the name,

good image & quality of the product withdraw the attention of the

customers.

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2.3.2 Internal National Marketing

Internationally marketing means the dealing between two or more

countries with agreement for the product.

The rapid growth & survival of RTF owns to its large international

pattern. Due to growing competition in the domestic market & earns the

profit by this way they also concentrate its attention towards overseas

marketing. RTF company expert about 25 % to 30% of its total

production into different countries which is as under…

• Europe,

• USA,

• Japan,

• Italy, and

• Australia

We also export our rings to Slovakia through TATA TACO, Pune

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2.3.3 Some of Our Valued Customers

• Customer

Well-equipped Plant, ISO/TS 16949 base quality,

experienced & skilled team of professionals and timely delivery

added the following valuable names to our client list.

SKF Bearing, India, Europe & USA

FAG Bearing, India

INA Bearing, India

TATA Bearing, India

TACO, India

AEC Bearing, India

KANSARA Engineers Pvt. Ltd.

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• Suppliers

The lists of suppliers are as under

• Rastruya Ispat Nigam Ltd.

• Mukund Steel

• TISCO (Tata iron and steel company)

• MUSCO

• Sail (Steel Authority Of India Ltd.)

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2.3.4 Competitors

Competitors are the threats of the business organization they are

the hurdles in development and survival of business unit. But this

competition is only responsible for quality goods to customer.

Ravi Technoforge on of the company in Saurashtra which

one produces the baring ring it means the RTF is a market leader no one

is competitors.

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2.3.5 Channel of Distribution

“Marketing channels are a set of interdependent organization

involved in the process of making a product or services available for

use or consumption.” RTF has domestic as well as international channel

of distribution because the company is exploring its consumption to

abroad also,

The customer of RTF directly sells contact the company to

purchase the good and the company directly sells to customer also. The

company doesn’t have any middleman to sell the goods. The company

has “0” (Zero) level channel of distribution

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2.3.6 Pricing Policy

Pricing policy is very critical decision on marketing management.

The main objective of the firm, that is to earn a profit very much

depend upon the correct pricing decisions. After meeting all the costs

involves, the sales revenue generated must yield a surplus before there

can be any profit.

The units Ravi Technoforge Pvt. Ltd has been adopted the pricing

policy the method includes…

=Producers Costs + Transportation +Man Power + % Margin of

Profit

And also this policy may differ or exchange the next year to year to

year.

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2.4 Financial Department

Finance is the science of funds management. Finance includes

saving money and often includes lending money. The field of finance

deals with the concepts of time, money and risk and how they are

interrelated. It also deals with how money is spent and budgeted.

Meaning of financial management:

“Financial Management means planning, organizing, directing and

controlling the financial activities such as procurement and

utilization of f ends of the enterprise. It means applying general

management principles to financial resources of the enterprise.”

Finance department makes decision regarding funds, cash flow,

borrowing policy etc…

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2.4.1. Organization Chart

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2.4.2 Financial Planning

'Financial Planning' is designed to help users plan their

finances, Basic concepts of financial planning, goal setting, and

maximizing assets. Financial Planning is critical to the success of any

organization. It provides the Business Plan with rigor, by confirming

that the objectives set are achievable from a financial point of view.

It also helps the CEO to set financial targets for the organization,

and reward staff for meeting objectives within the budget set. The

word of financial planning starts with a idea of establishing a business.

Financial planning refers to the process of determining the objectives,

policies procedures, programmed & budgets to deal with the financial

activities of an enterprise.

“RTF” undertakes both the term of planning. Short term planning

is done for current assets and long term planning is done for fixed assets.

They mainly undertakes planning for,

• Determining capital Budget

• Determining Dividend Policy

• Determining Method for Financial etc…

• Managing liquid Resources

Their main goal of financial planning is to maximize value of its firm.

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2.4.3 Sources of Finance

Businesses choose from among various sources of finance

depending upon the amount of capital required and the duration for which

it is needed.

Sources of finance means a place from where a company gets their

finance.

1. Short-term financial requirements: This required meeting working

capital needs. They are usually for a period up to one year.

2. Long-term financial requirements: These funds are required for

meeting the

Fixed capital requirements of the business. They are required for a

period exceeding one year.

In RTF, the finance is usually generated from:

• Capital fund:

• Owners‟ fund

• Reserve & surplus

• Loan funds:

• Secured loans

• Unsecured loans

• Security deposit

• Director’s deposit

• Inter corporate deposit

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2.4.4. Capital Structure

Capital structure refers to the mix of long term sources of

fund such as debentures, long term debentures, preference share capital

and equity share capital including reserves and surplus. In other words

it is also called as proportion of different long term sources of fund to the

total capitalization to the firm.

It is being increasingly realized that company should plan its

capital structure to minimize the use of funds, to be able to adopt mere

easily to the changing conditions and to minimize overall cost if capital.

Table of Capital Structure

Particular 2012-2013 2011-2012 2010-2011 2009-2010

Capital

Owners Funds

Reserve Funds

4.11

6.01

4.11

5.12

4.11

4.09

4.11

2.92

Loan Funds

Secured Loans

Unsecured

Loan

15.58

3.63

10.35

2.25

10.16

0.64

9.52

0.95

Total 29.33 21.83 19 17.5

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2.4.5 Working Capital Management

Working capital may be described as that proportion of a

company’s total capital that is used in financing short term operations. It

is the capital needed & used for the day to day operations of a unit.

In case of working capital liquidity is more & risk is less thus it got to be

mgt. efficiently & effectively.

To maximize the share holders‟ wealth, company should earn

profits. Profit largely depends upon the sales; sales do not convert

in cash easily and quickly. There is a gap between sales of goods and

receipt of cash. Working capital is required for that period of time to

sustain the activities. The day to day expenses like, purchase of raw

materials, payment of wages, other expenses required for

manufacturing etc. need the cash on hand and liquidity position. There

are two concepts of working capital.

Gross Working Capital: It refers to the firm’s investment in total

current or circulating assets.

Net Working Capital: It is the excess of current assets over current

liabilities. It is also defined as the difference between current assets

and current liabilities.

There are mainly three components of working capital are to be managed.

A. Inventory mgt. – Stock which is not sold.

B. Cash mgt. – your cash on hand.

C. Receivable mgt. – extended credit to the debtors.

In RTF” working capital includes:

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Table of Net Working Capital

Particular 2012-2013 2011-2012 2010-2011 2009-2010

Total Current

Assets

27.37 17.16 15.1 12.59

less: Current

Liabilities

15.6 8.94 8.37 7.59

Total 11.77 8.22 6.73 5

Interpretation:

The table shows the company maintains good working capital

and also increases each year, there for company working capital running

smoothly

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2.4.5.1 Inventory Management:

Inventory management is concerns with the stock of the

company whether opening or closing stock and throughout the whole

year also. It also includes management of raw material work-in-progress

and finished goods of the company. To better control on inventories,

every company has to maintain a record of that.

A company should maintain adequate stock of material for a

continuous supply to the factory for an uninterrupted production. It is not

possible for a company to procure raw material whenever it is needed. A

time lag exists between demand for material and its supply. Also, there

exists uncertainty in procuring raw materials in time in many occasions.

Table of Closing Inventory

Particular 2012-2013 2011-2012 2010-2011 2009-2010

Inventory 15.16 11.51 9.25 8.09

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2.4.5.2. Receivables Management:

Receivables is receiving or collecting the money from our

debtors- when company sales their on credit. Debtors are also treating

as current assets. Sometimes to promote sales company has to maintain

good relationships with their debtors.

Table of Receivable Management

Particular 2012-2013 2011-2012 2010-2011 2009-2010

Debtors 10.30 3.39 3.22 1.82

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2.4.5.3 Cash and Bank:

Liquid position of the company describes cash & bank of the

company.RTF has good cash & bank balance & they are yearly

making receipt & payment account.

Table of Cash and Bank

Particular 2012-2013 2011-2012 2010-2011 2009-2010

Cash and Bank 0.60 0.78 0.77 0.80

49

2.4.6. Fixed Assets Management

The assets which are not easily convertible into cash within a short

period of time are known as the fixed assets. Fixed assets management

are know n as capital Budgeting. It may be described as that proportion of

a company’s total capital that is used in financing fixed assets like

Plant and machinery, land and Building, furniture and fixture etc.

In “RTF” assets are being depreciated on the basis of the straight

line method. They have also maintained depreciation fund on its fixed

assets to purchase new assets in future.

Table of Fixed Assets

Particular 2012-2013 2011-2012 2010-2011 2009-2010

Fixed Assets 19.07 13.69 17.79 17.26

50

2.5 Personal Department

Personnel management is primarily concerned with the

organization of men, there for the main objective of personnel

management may be summarized as to utilize the available human

resources in such an away. So as to get the work done effectively to the

maximum satisfaction of the individual workers to see their co-operation

in accomplishing the general goal of the organization

During the whole training period in Ravi Technoforge Pvt

Ltd., I found that there is a harmonious relationship between

employees and management. How the various phases of personnel

manager are handling there and what is the structure of their personnel

management system is described as follow….

51


52

2.5.2 Recruitment & Selection

2.4.2.1. Recruitment:

Recruitment is the process of searching for prospective employees

and stimulation them to apply for jobs in the organization.

Ravi Technoforge Pvt. Ltd. used their two types of recruitment.

• In internal sources are used which are most obvious. There include

are recruited from within the organization

• Promotion of employees

• Transfer of an employee which higher post than current

• Employs relatives

• External method employees are recruited from outside sources or

through agencies for recruiting personnel.

• Campus interview

• Private institutions

• Employment agencies

53

• Minimum qualification: Ravi Technoforge Pvt. Ltd. Following

recruitment policy…

• For staff vacancy -- Graduation in BBA AND BCOM

• For production & project planning staff -- Graduation

• For operation job – B.E., DIPLOMA, AND ITI

• Age limit – minimum 21 years

• Experience – for staff vacancy & production project planning

vacancy minimum 3 and 4 year experience is necessary and for

operation job 5 to 6 months experience is require.

54

2.5.2.2. Selection:

RTF selection procedure for blue collar force is as per labor laws.

For recruit of labor in the company it is essential that he should acquire

the certificate of ITI examination.

Workers are selected by the concern supervisor and the assistant

personal managers.

White color job refers to the selection of officers and

managers. For this purpose the RTF is largely depend upon the fresh

candidate and for that the company is following the formal selection

procedure as follow…

• Application blank

• Interview

• Employment test

• Reference

• Final selection

Document to be collected at the time of joining

Induction is the process of introducing new employee to his

job, his department, his follow worker etc. The new employee must also

be introduce about the working condition, rules and regulation

55

2.5.3 Training and Development

Training is a process of learning a sequence of programmed

behavior. It is application of knowledge. It gives people an awareness of

the value & procedure to guide their behavioral. It attempts to improve

their performance on current job. Training is an act of increasing the

knowledge a skill of an employee for doing a particular job.

Development is a long term educational process. Utilizing a

systematic & organized procedure by which managerial personnel

learn conceptual & theoretical knowledge for general purpose.

For RTF, training is one of the important objectives, and training is

mandatory for making person confident, suitable and aware. In case of

workmen, training is given on safety, housekeeping, quality

improvement, skill improvement, multi skilling, awareness discipline,

behavior, conduct awareness discipline, behavior, conduct rules is being

given. In case of staff category, the training areas are skills development,

attitudinal having motivation, awareness of role in responsibilities,

improvement of department functions is treaded. Training is generally

given by human resource manager regarding some topics, and for

practical training to the technical staff experts are hired. Training

programmed are conducted frequently in the company like,

• TS (Technical Specification) certificate related training

• Work related training

• Training for quality maintenances

56

2.5.4 Wages and Salary Administration

In RTF piece based wage system is not possible. Thus in RTF

Time b as wages system is followed.

RTF paid wages to worker on daily basis and salary to

management staff on monthly basis. It is given either through cash or

claque as it is demanded by employee.

For regular work (total pay): basic salary + medical

allowance + vehicle allowance + house rent allowance, and also

paid bonus according to the bonus act 1965.

Wage & Salary structure of RTF

• Technical (bottom level) Level: Rs. 6000 - 9,000

• Middle Level: Rs.8000 - 15,000

• Management Level: Rs.20, 000 – 1,00,000

57

2.5.5 Employee Welfare

To motivate the employees and to raise their morale it

becomes very necessary for every company to perform the activities

which can be helpful in the achievement of this motive and there by the

efficiency and satisfaction of the employee can be raised accordingly.

Employee welfare helps in improve the recruitment, morale,

loyalty, reduce the labour turnover and absenteeism, increase

employee productivity, improve industrial relations and also help in

measuring the goodwill and public image of the company. Employees

benefits are available to all based on their membership organization. The

purpose of such benefits & services is to retain people in the organization.

Welfare activities at RTF

• First-aid-boxes are kept at each department.

• Safety shoes, goggles, nose mask, fans where required, quality

uniforms etc. are given for protection and safety.

• Provident fund to the experienced workers

• Insurance policies

• Bonus is given once in a year.

• Transportation facility

• Good sanitary facility

• Housing facilities

• Celebrations of festivals

• Loans to the employees

58

2.5.6 Provident Fund & ESI Scheme

For the welfare of the employees & family members, the Govt. has

adopted the provident fund scheme; company cuts some percentage

of the basic salary of employee. Also the company contributes the same

amount & than company keeps this of employment, employees are

given back the total amount.

• Provident Fund

In “RTF” the provident fund scheme is applicable to the organization,

which as per the employee provident scheme 1952.

The entire employee is being covered under provident fund

schemes. The Employee’s contribution & equal contribution of the

employers at the rate of 12% of the salary/ wages, it is being govern as

per the provision of the act.

• ESI Scheme

The ESI scheme has been designed to provide the benefits to the

employees, under the workman compensation act 1948. Persons having

less than Rs. 10000 monthly salaries are eligible for ESI scheme.

This scheme includes sickness, benefits, death, accident, leaves, etc. Rs.

1000 is provided to the family of dead person for the funeral.

For this scheme in RTF is not applicable.

59

2.5.7 Time Keeping System

There are number of employees working in a large organization

RTF has a shift and department fill up their working presence in the

keeping system. The time keeping system is under…

• Administration: - 10am to 6pm

• Workshop: - 2 ship at 8 hours

§ 1st:- 8.00am to 4.00pm

§ 2nd:- 4.00pm to 12.00am

• Recess time: - 12:00 am to 1:00pm

8.00 pm to 9.00 pm

• Wednesday is the off day in the unit

In RTF the function of time keeping follows by the offers is as under

• It makes the note of presence & absence of employees by the

figure print

• It makes the note of employees who leave the organization during

or before duty time

• It also makes the note of employees who do overtime for work

• It keeps the record of employees on leave and also the reason of

leave

And at the end of every month it makes the total presence or absence

of the employee is also found out. Then this information is also given to

the salary & wages department.

60

2.6 Future Plan

The Rajkot-based bearings manufacturer, Chairman of Ravi

Technoforge Amubhai Bharadia, is also considering entering the capital

market through an initial public offering (IPO) in 2014. "The new unit

will fully commence within next seven to eight months.

RTF present production capacity in sizes are of minimum 30mm

to 700mm in OD and are planning to make rings up to 1600mm size by

the year 2014 and by year 2015 we would go for rings up to

3000mm size. We will attain the production of 18000 mt pa by end of

2013 and are aiming to achieve 36000 mt pa by 2015. For this we

will be investing about Rs 100 crore in current financial year".

As part of RTF expansion plan we have Installed MANYO

Presses from Japan, Rolling Machines from China and Sakamura hot

former of Japan for smaller rings over and above Seven no’s of

conventional forging lines. We have also installed cold rolling

machines in our new plant.

Ravi Technoforge As we are gearing up for our second expansion

of around 1500mn INR to start in 2013 to procure 100 no’s

Japanese CNC Turning centers, additional forging equipments and

other machineries to match the need as per market demands. We also

plan to manufacture other products like, auto components, gears, flanges

etc in the new plant.

61

2.7 SWOT Analysis

2.7.1 Strengths

• Machine – using all top machine of the worlds

• Money – finance has been a problem of RTF, because

of its proper financial management and reputation and has

a large and huge group of investor.

• Material – Ravi Technoforge Pvt. Ltd. has using only

standard material and never problem of raw material

because of good contract and goodwill.

• Management - Ravi Technoforge Pvt. Ltd. has smooth

working.

• High qualified manpower - Ravi Technoforge Pvt. Ltd. Has

recruited only qualified person.

2.7.2 Weaknesses

• Due to large scale of production required huge amount of

inventory of raw material.

• Die is very expansive, costly, and time consuming and also

requiring high level of efficiency and perfection, so, the

more time is consumed.

• No specific product size all based on consumer requirement

and their drawings.

62

2.7.3 Opportunity

• Scope for expansion is press forging, machinery industry and

other automobile parts.

• Global forging market is available

• Now machine become common therefore the scope is

winded.

2.6.4 Threats

• Production as per order therefore time requires to deliver

samples and make production of it.

• Economic slowdown or recession which is indirectly affects

buyer’s variability of ordering.

63

Chapter No. 3

Research

Methodology

64

3 Research Methodologies

3.1 Literature Review

Brian S. Klaas/26 September 2002/http://www.science direct.com

Data were collected on the monthly level of absenteeism and

grievance activity over an 8-year period from a unionized organization.

The results suggest that the direction of the relationship varies

substantially in association with the nature of the grievance. Although

statistically significant increases in absenteeism occurred in association

with policy grievances, statistically significant decreases in absenteeism

occurred in the month following disciplinary grievances and negative

outcomes from disciplinary grievances

Craig A. Olson/1999-02-01/ http://www.ingentaconnect.com

The aim of this paper is to bring the temporal nature of

absence decisions into the forefront of the analysis of employee

absenteeism. The analysis of such panel data, therefore, incorporates the

temporal aspect to the absence decision-making process. The findings

suggest that the absence penalty system is effective and, furthermore, the

results indicate ways in which the effectiveness of the system could be

enhanced. In general, the results confirm the findings of other

researchers, which suggest that characteristics of the employment

contract such as wages are important determinants of observed absence

behavior

http://www.ingentaconnect.com/

65

Tove H. Hammera/ October 1981/ http://www.science direct.com

Used R. M. Steers and S. R. Rhodes's model as a framework for

examining patterns of absenteeism and their predictors among 112

workers (mean age 44 yrs) in an employee-owned organization. The

focus of the study was the effect of job satisfaction on voluntary

absenteeism, which is traditionally thought to be either negative or

canceled out by pressures to attend work. An alternative hypothesis is

offered by A.

O. Hirschman's (1970) exit, voice, and loyalty (EVL) model, which

suggests that workers who are loyal to their employer and believe that

they can improve undesirable conditions will come to work when they are

dissatisfied because they can voice their complaints instead of

withdrawing silently.

Results show that absenteeism was affected primarily by

organizational and financial commitment but that job satisfaction was not

a predictor. Results suggest that a better understanding of the

psychological processes leading to temporary withdrawal could come

from an examination of the costs to the worker of being present, in

addition to the traditional focus on the rewards of working.

Joseph J. Martocchio/3 October 2002/ http://www.science direct.com

Meta-analyses were performed on 34 samples that included

correlations of the age and employee absenteeism relationship. Samples

were categorized into 2 groups for voluntary absenteeism and involuntary

absenteeism based on the frequency index and the time-lost index,

respectively. Results indicated that both voluntary and involuntary

absence is inversely related to age.

66

Unexplained variance remained for each of the absence measures

after variance due to sampling error and measurement unreliability was

statistically estimated. Work demand was negatively associated with age,

but not in the expected direction. Work demand did not moderate the age-

absence relationship for either voluntary or involuntary absence. Sex

moderated the relationship between age and voluntary absenteeism only.

For men, the relationships were negative; for women, they did not differ

significantly from 0. Implications for research and human resource

management practices regarding aging and absenteeism are discussed.

James A. Breaugh/9 May 2007/ http://www.ingentaconnect.com

The present study incorporated many of the suggestions for

improving absenteeism research that were made in the reviews. More

specifically, a longitudinal design was used to assess the accuracy with

which the 1977 absenteeism (i.e., total days absent, absence frequency,

and supervisory absenteeism rating) of 112 research scientists could be

predicted from their previous absenteeism (1974-1976). In addition, the

relationships between 1977 absenteeism and 3 work attitudes (job

satisfaction, job involvement, and supervisory satisfaction) were assessed.

Findings show that past absenteeism was a better predictor of 1977

absenteeism than were the 3 work attitudes. Data relevant to the

psychometric equivalence and stability of the absenteeism measures are

also reported

http://www.ingentaconnect.com/

67

3.2 Research problem

Theoretical background of the Topic:

Absenteeism has been variously defined by the Authorities from time to time.

Thus the term Absenteeism refers to the workers absence from his regular task, when

he is scheduled to work. Any employees stay away from work if he has taken leave to

which he is entitled or on the grounds of sickness or some accident without any

previous sanction of leave.

Nevertheless usually, involuntary lay off, lack of work, authorized leave or

vacation period of work stoppage are not counted as absence. Strikes, lock outs and

late attendance are treated as absence.

STATEMENT OF PROBLEM

Study of Absenteeism among Industrial Worker is not only from view point of

but it is important from the view point of moral of employees. Even though the effect

of the good morale of employees, may not be calculated in terms of costs, but it

should be said that, it is important than cost. There is a clear relationship between

high absenteeism and employees moral, because it can easily traced that these

department having high rate of absenteeism have low morale.

There is a clear relationship between employee’s attitude & absenteeism. They

are related to each other. So employee’s attitude & morale are the important factors.

Labors is Human Factor, therefore consideration shall also be taken into account in

the discussion of problem connected in the absenteeism has been continuous to be one

of the major labors problem in Indian Industries.

As “No work No pay” is usually the general rule, the loss to workers

absenteeism is quite obvious when the workers fail to attend to the regular work, there

income is reduced and the workers become still poorer. Hence, Health and efficiency

of the worker is affected by the irregularity of the workers attendance.

68

The loss of employees and industry is due to absenteeism is still greater and

both efficiency and discipline suffer the maintenance of additional workers leads to

serious implications. Thus the above discussions show how the problem of

absenteeism is very important to the organization. So, I have selected this problem of

study.

69

3.3 Objective of the study

The Study aims at assessing the absenteeism in workers.

• To find out causes of Absenteeism & suggest remedies to reduce it.

• To find out the rate of Absenteeism in Ravi Technoforge Pvt. Ltd.

• To know the corrective measures taken by the company to reduces the rate of

Absenteeism

SCOPE OF THE STUDY

The present study “Workers Absenteeism” Covered only at Ravi Technoforge Pvt.

Ltd. yarn and thread unit, could be of great use for the organization concerned in the

following area:

• . The study attempts to analyze the effectiveness and employee’s individual

opinion about reason for the absenteeism.

• . The study emphasizes to reveal the reasons behind the absenteeism in Ravi

Technoforge Pvt. Ltd. unit.

• . The study aims to work on the feedback given by the employees and come

up with valuable suggestions for the improvement of the Absenteeism.

This is the technique followed in social research on any subject.

The research has selected the subject: “A Study of Absenteeism of workers in

Ravi Technoforge Pvt. Ltd. yarns and threads ltd Sapar unit”

70

3.4 Research design

The process starts after selection of the topic Research Design

denotes the planning of the research study by which the researcher

followed the below mentioned methods and techniques

DATA COLLECTION:

Data Collected from primary and secondary data/sources.

Primary Data: Asking questions to employees and workers

personally.

Secondary Data: Collecting the data from reference books

and past records.

SAMPLING METHODS: Convenience Sampling

Sampling Size: 40

Methods of Data Collection:

Primary Data: Interview Method (Questionnaire)

Secondary Data: Company Records

Processing and Analysis of Data

After the data have been collected it has be analyzed. The data

obtained from the questionnaire is arranged in a serial order their master

copy with tabulation method is being prepared. Tabulation is part of the

technical procedure where in the essential data is put in the form table.

71

3.5 Data Analysis and Interpretation

Table 1

Age of the Respondents

Employee age in years Percentage

Below 20 24

20-25 18

25-35 30

Above 35 28

Total 100

BELOW 2024%

20-2518%

25-3530%

ABOVE 3528%

NO OF PERSONS

72

Inference:

The above table explains that from the total respondents 24% of

respondents are below age groups of 20 years. 18% of respondents are

of groups of 20- 25 years; 25-35 years age of groups is 30% and above

35 years are 28% of respondents. None of the respondents are below

further it clears that majority of total respondents are from all age of

groups.

73

Table-2

Marital status of respondents

Marital status Respondents Percentage

married 25 62.50

unmarried 15 37.50

Total 40 100

Inference:

According to the survey conducted 62.50% of respondents are got

married and rest of respondents is got married and rests of respondents

i.e. 37.50 %of respondents are un-married.

From the above table it is clear that the majority of respondents i.e.

62.50% of respondents are married.

married62%

unmerried38%

meritial status

74

Table -3

The educational qualification of Respondents

Qualification Respondents Percentage

below 10th

10 25

below 12th

12 30

under graduate 18 45

Total 40 100

Inference:

As shown in the table most of the respondents i.e.30 % of respondents are

8th

passed, 45% of respondents are 10th

& 25% of respondents and 5th

passed are 0%.

below 10th25%

below 12th30%

under graduate45%

Percentage

75

Table-4

Years of experience of the respondent

Inference:

From the above table that is indicates that of the total respondents, 20%

of respondents are below 1 years of experience 20% of respondents are2

to 5 years of experience, 20% of respondents and having5 to 10 years of

experience & rest of respondents i.e. 20% of respondents & having 10

and more years experience.

<120%

1 to220%

2 to520%

5to1020%

>1020%

year of service

Sr. No Experience Response

1 <1 8

2 1 to2 8

3 2 to5 8

4 5to10 8

5 >10 8

Total 40

76

Table-5

How often worker remain absent in a month

Opinion Respondents

Nil 12

Once 9

Twice 13

>two 6

Total 40

Inference:

As shown in above table out of 40 respondent 30% does not remain

absent in a month, 22% remain absent once in a month,33% absent for

two days in a month and remain 15% absent more than two day

Nil30%

Once22%

Twice33%

>Twice15%

How often you remain absent in a month?

77

Table-6

Responsibility of intimation to supervisor

Sr. No. Option Responses

1 Often 16

2 Sometimes 8

3 Rarely 10

4 Never 6

Total 40

Inference:

As per the table 17%of respondents feeling this responsibility

rarely 14% feel it sometimes where as 27% feel it as must and the other

i.e. 42% feel it never.

Often27%

Sometimes14%Rarely

17%

Never42%

Responsibilities of intination to supervisior

78

Table-7

What is the main reason of employee absenteeism?


1 Health Problem 25

2 Stress 11

3 Work Environment 2

4 Others 2

Total 40

Inference:

Out of total 40 respondents, 62% of respondents are absent because of

health problem, and 28% of respondents absents because of stress,5% of

respondents will absent because of work dissatisfaction ,and remain 5%

because of work environment. From the above table it is clearly observed

that the workers will absent to duty i.e. 62% are absent for health reason

only.

Health Problem62%

Stress28%

Others5%

Work Enviroment

5%

Main Reason of Employee Absenteeism

79

Hypothesis

• Chi- Square test

Step-1

H0- response for practice given during training session is eqally

distributed

H1- response for practice given during training session is not eqally

distributed

Step-2

Chi- Square test goodness of fit

Step-3

α = 0.05

Step-4

Χ2 (d.f, α)

d.f= (n-1)

= 4 -1

= 3

= (3, 0.05)

Table Value = 7.8147

80

Step-5

Factor f0 fe

Health Problem 25 10 22.5

Stress 11 10 0.1

Work

Environment

2 10 6.4

Others 2 10 6.4

TOTAL 40 40 35.4

Step-6

= 35.4

Step-7

Since the observed 2 = 35.4 >

2.05, = 7.8147, the decision is to reject the

null hypothesis

81

Table-8

Are you aware of your job responsibilities?


1 Very Clear 22

2 Clear 8

3 Fairly Clear 5

4 Not Clear 5

Total 40

Inference:

Out of 40 respondent 55% respondent are well clear

about their job responsibilities, 20%say clear, 12%say they are fairly

clear and restof13%dont know about their responsibilities

Very Clear55%Clear

20%

Fairly Clear12%

Not Know13%

Awareness about job Responsibilities

82

Table -9

Workers satisfaction regarding their job


1 Well Satisfied 17

2 Satisfied 13

3 Fair 8

4 Not Satisfied 2

Total 40

Inference:

According to the survey conducted 36.19% of respondents are well

satisfied with their job, 33% respondents are satisfied with their job,

20%says it is fair, and the rest of respondents i.e. 5% are not satisfied

with their job From the above table it clears that the majority of

respondents are satisfied with their job.

Well Satisfied42%

Satisfied33%

Fair20%

Not Satisfied5%

work Satisfaction

83

Table-10

Workers view regarding the working environment


1 Excellent 21

2 Good 10

3 Fair 5

4 Poor 4

Total 40

Inference:

According to the survey conducted out of total 40 respondents 52%

of respondents find working environment excellent and 25% of

respondents finds good, 13% of respondents finds fair and only 10% of

respondents finds it poor.

Excellent52%Good

25%

Fair13%

Poor10%

View Regarding Working Environment

84

Table-14

Feeling boredom with assigning duty


1 Often 6

2 Sometimes 5

3 Rarely 4

4 Never 25

Total 40

Inference:

The table shows that 10% of the respondents felt boredom at work

rarely, 12% felt sometimes, 15% felt always and 63% felt never, it seems

that the majority employees are interested in the work.

Often15%

Sometimes12%

Rarely10%

Never63%

Boredom in routine work

85

Table-18

Strict action against absenteeism


1 Often 9

2 Sometimes 6

3 Rarely 8

4 Never 17

Total 40

Inference:

From above table it seems that 22%worker says that there is

always strict against absenteeism.15%says sometime, 20%says rarely and

remain43%no action against absenteeism

Often22%

Sometimes15%

Rarely20%

Never43%

Strict action

86

Table-21

Which shift worker find more difficult?


1 Morning 14

2 Evening 0

3 Night 10

4 None 16

Total 40

Inference:

As it can be clearly seen from the above table that from the total

respondents i.e. 40, 35% of respondents are facing problems in morning

shift 25% in night shif, 0%in evening shift and move and rest of

respondents 40% are not facing problems in any shift.

Further it clears that majority of total respondents i.e. 40% are not

facing problems in any shifts.

Morning35%

Evening0%

Night25%

None40%

Which shift is more difficult

87

Table-21

Absent due to reaching factory late


1 Rarely 10

2 Sometimes 7

3 Always 1

4 Never 22

Total 40

Inference:

As per the table due to reaching factory late 25% of respondents

are rarely. 17% are sometimes absent 3% are always absent and 55% are

never absent only due to this reason.

Rarely25%

Sometimes17%

Always3%

Never55%

Absent due to reaching factory late

88

Table-22

In which festival / occasions worker are more absent


1 Diwali 16

2 Holi 8

3 Janmastami 4

4 Others 12

Total 40

Inference:

From above table it seems that 40%worker remain more

absent in the time of diwali, 20% are more absent on the time of holi,

10%on chhath pooja and remain 30%foe other reason (marriage, etc)

diwali40%

holi20%

Jansmastami10%

other30%

time when worker are more absent

89

Table-23

Worker suggestion to minimize absenteeism in company


1 More Salary 10

2 More Leaves 12

3 Discipline 12

4 Work Cond. 6

Total 40

Inference:

Out of 40 respondent 25%respondent suggest more salary to minimize

absenteeism, 30% suggest more leave 30% suggest conduct discipline in

the company, 15% of respondent suggest to improve working condition

in the company

More Salary25%

More Leaves30%

Discipline30%

Work Cond.15%

Suggestion to minimise absenteeism

90

3.6 Summary of Findings

From the study it has found that there are many factors influencing

• Absenteeism in shifts is mainly in morning shift i.e. (8:00 am to6:00

pm) that mean it is high in morning. This is because workers in the

morning shift experience greater discomfort during their course of

work than they do during daytime.

• Some of the workers absent because of ill health, family member’s

health and unexpected work etc.

• Some of the workers strongly agree that they have cordial

relationship with the higher authorities. And they are very much

satisfied with the safety measures undertaken by the company.

• Some of them absent because of Boredom in doing assigned job. .

• The rate of absenteeism is nearly 5% in Ravi Technoforge Pvt. Ltd.

yarns and thread ltd. The normal rate in Indian Industry varies from

7% to 30%. The abnormal level is 40% in other reason.

• The rate of absenteeism is high in the age group below 25years

worker

91

Some of the training programs are being conducted by the mgt of

Ravi Technoforge Pvt. Ltd. Mill regularly in order to improve the

individuality of the workers and to bring up good result in production.

And to prevent absenteeism, such as;

“PROGRAME ON HYGHENE FACTORS”

“SAFETY AND SAFCTY MEASURES”

“POSITIVE WORK CULTURE AND“IMPROVEMENT OF

PRODUCTIVITY”

“QUALITY OF LIFE-QUALITY OF WORK TIME

MANAGEMENT”

Through these training programmed many worker have changed their

life style and improved their attendance.

According to the sample selected these are the findings

• 20% of the respondents are under 20years and 20% are from

20 to 25 years and 20% are between 25 to 35 years and 20%

are above 35years.

• 40% of the respondents belongs to makeup department, 20%

of the respondents belonged to dying department, 20% of

them to twisting department, and 20% to finishing

department

• 62% of the respondents are married and 38% are unmarried.

• 30% of the respondents are 8th

passed, 45% are 10th standard

and 25% are 12th

slandered

• 12% of respondents are below 1 years of experience, 20%

are b/w 1to 2 years 20% are b/w 2 - 5 years and 20% are b/w

5-10 years,and28%are more than 10

92

• 15%respondent are absent more than two days in a

month,22%once in a month 33%once in a month and

30%never remain absent in a month

• 17% of the respondents are rarely feel responsible, 14% feel

some times responsible27% are always feel responsible and

42% are never feel responsible.

• 62% of the respondents are absent because of the health

problem 28% are because of stress and5% are because of

work dissatisfactionand5%due to work environment

• 55% of the respondents said that they are well clear about

their job responsibilities20%are clear ,12%are fairly clear

and 13% say that they are not clear about their job

• Acc to52%majority of respondent the working environment

in the company is excellent,15%say it is good,25%say fair

8%working environment is poor.

• 62%responded. says that their relation with superior and

coworker is very good15%good ,10%fair and13%poor

• 42% of respondents said that they well satisfied with their

work ,33% of the respondents said that they are

satisfied,25% said that it is fair 5% said they are not satisfied

• 52% of respondent said that superior behavior towards their

problem is very good ,15%their behavior is good,25%said it

is fair,8%recomend poor behavior

• 22%respondent said that they received appreciation always

,20% sometime,15%rarelyand 42% never received

appreciation

• 15%of respondent always feel boredom in their routine

work,20%feel sometime,10% feel rarely,63% never feel

boredom in their routine work

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• 55%of respondent are well satisfied with well satisfied ,2o%

of worker are satisfied,22%aresaid to fair welfare facilities

and 3% of respondent are not satisfied

• According to 50% of respondent safety measure against

accident is excellent,17%respondent say it is good,23%said

fair and 10%respond poor

• 22%of respondent said that there is always strict action

against absenteeism,15%says it is sometime,20%said it is

rarely happen ,43%of respondent said there is no strict action

against absenteeism

• 35% of respondent find their job difficult in morning

shift,25% find difficult night shift,40%said they find no one

shift difficult in their job

• 3%respondent agree that they are always absent because

reaching factory late,25% said rarely absent due to

this,15%they absent sometime due to this and 55%said they

are never absent due to reaching late

• 30% of respondent suggest more leave to minimize

absenteeism,30%suggest conduct discipline ,25% suggest

more salary to minimize the absenteeism in the company

• 40% of respondent are absent during diwali,20% of

respondent are absent in the time of holi,10%during chhath

pooja ,30% absent due to other reason (e.g. marriage etc)

• .15% of respondent are well satisfied with their wages

,12%of respondent are satisfied,25% of said it is fair, and

remain 48% respondent are not satisfied with their wages

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3.7 SUGGESTIONS/RECOMMENDATIONS

The following are some to the suggestions in order to minimize

absenteeism in the company.

• Many of the workers agree that they have good relationship

with higher authorities. Some may fear to talk with them,

improving the communication network, particularly the upward

communication.

• Since the literacy rate very lower only few members are the

12th and, maximum of them are less literates, so that by

counseling the workers about their career, income &

expenditure, habit and culture. The company so what can

reduce the absenteeism rate.

• By providing high wages and allowance based on

organizational financial positions.

• Selecting the workers by testing them thoroughly regarding

their aspirations, value system, and sense of responsibility.

• The management should conduct regular seminars, group’s

discussions, social gathering orientations programmers’ on the

problems of absenteeism.

• The personnel department (HRD) of the factory must conduct

the interviews of the absenteeism cases and give proper

counseling to the workers.

• The employees who are attending to 3rd

shifts have to be

provided more benefits than the workers. In order to make them

enthusiastic to attend the workers.

95

3.8 LIMITAION OF THE STUDY

• The study was limited only to Ravi Technoforge Pvt. Ltd. yarn and

thread unit only.

• As sampling is taken as an element of the study there might always

be sampling errors.

• The sample under consideration may not reflect the whole

population.

• Survey and study has been carried out in a span of only 6 weeks

due to time constraint.

Since absenteeism is a vast topic to be discussed, the study may not

reflect each and every aspect.

96

3.9 CONCLUSION

• Majority of the employees are absenting due to ailment and health

problems.

• Majority of the employees has said they are paid worth of their

work.

• Majority of the employees has said that there is no strict action

against absenteeism.

• Most of the workers do not intimate their senior regarding their

leaves.

• Though there are limitations the personal department is taking

special care to frame certain policies and procedures that would

reduce absenteeism and increase the labor turn over.

• Majority of workers is facing problems in 1st shift the company

had to take necessary steps to reduce the problems.

• Majority of workers never got appreciation for their punctuality in

the organization. So, The Management must think upon this aspect.

97

3.10 REFERENCES

BOOKS:

• “HUMAN RESOURCE MANAGEMENT”

By C.B. GUPTA

Published by SULTAN CHAND & SONS, New Delhi

• “RESEARCH METHODOLOGY”

By C.R. KOTHARI

Published by NEW AGE INTERNATIONAL PUBLICATION

• “PRESONNEL MANAGEMENT”

By C.B. MAMORIA & GANKAR

Published by MALYA PUBLISHING HOUSE

WEBSITE

www.ravitechnoforge.com

http://www.ravitechnoforge.com/

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Annexure

99

A STUDY ON WORKER ABSENTEEISM IN RAVI

TECHNOFORGE PVT LTD. YARNS&THREADS (UNIT 1V)

A UNIT OF RAVI TECHNOFORGE PVT LTD

Personal Detail

• Name. . . . . . .

• Age <20 20-25

25-35 >35

• Gender

Male Female

• Marital Status

Married Unmarried

• No Of Year of Service

<1 1-2

2-5 >5

Educational Qualification

• Below10th

• Below 12th

• Undergraduate

100

You are requested to select any one of the alternative which you feel

correct in your opinion against each statement:-2

1) How often you remain absent in a month?

Nil Once

Twice >Twice

2) Do you inform your superior about your absence to the duty?

Often Sometimes

Rarely Never

3) According to you what is the main reason of your absenteeism?

Health Problems Work Environment

Streets Others

4) Which shift do you find more difficult?

Morning Evening

Night None

5) Are you aware about job responsibilities?

Very Clear Clear

Fairly Clear Not Clear

6) Are you satisfied with your job?

Well Satisfied Satisfied

Fair Not Satisfied

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7) Have you received appreciation for your work?

Often Sometimes

Rarely Never

8) Your views regarding the working environment of Ravi

Technoforge Pvt. Ltd. Yarns and Threads Ltd.?

Excellent Good

Fair Poor

9) Do You Feel Boredom in your routine work?

Often Sometimes

Rarely Never

10) Is there any strict action against absenteeism?

Often Sometimes

Rarely Never

11) How often you remain absent because of reaching factory late?

Always Sometimes

Rarely Never

12) In Which festival / occasion you are more absent?

Diwali Holi

Janmastami Others

13) Give your Suggestion to minimize absenteeism?

More Salary More Leaves

Discipline Working Conditions

Thank you