Absenteeism (1) FINAL

8/9/2019 Absenteeism (1) FINAL

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A Project Report

ON

Study Of Employees Absenteeism in Fenner INDIA Limited submitted in partial

fulfilment of thereuirement for the de!ree of

"#$#A III Sem#

In

%uman Resources#

&nder the Super'ision of Submitted $y

"s# An(ita Sharma "iss# A(shara Pandey

)o

Department of "ana!ement Studies

S*ami +i'e(anand &ni'ersity, Sa!ar -"#P#.

December /012

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CONTENTS

S.No. Topic or Chapter Page No.

1

.

2

.

3

.

4.

PREFACE

ACKNOWLEDGEENT

CERT!F!CATE

DECLARAT!ON

34

"

#

".

Chapter $1

1. !%tro&'ctio% o( Fe%%er !%&ia Li)ite&

*

#.

Chapter $2

1. Co)pa%+ Pro,-e

2. ac/gro'%& o( Fe%%er !%&ia Li)ite&

3. Scope0 o( St'&+

1

1"

*.

Chapter $3

1. Oecti5e0 o( Fe%%er !%&ia Li)ite& 1#

.

Chapter$ 41. Re0earch a%& etho&o-og+ 1*

6.

Chapter $#

a. Data A%a-+0i0 a%& !%terpretatio% 2*

1.

1. Fi%&i%g0

2. Li)itatio%0

3*

3

11.

S'gge0tio%0 36

12.

Co%c-'0io% 4

13.

i-iograph+ 41

1

4.

7'e0tio%%aire 42

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PREFA3E

In this project report every possible effort has been made to highlight the major aspects related

the topic 4A Study On Employees Absenteeism in FEENER INDIA LI"I)ED5#

The deals with the introductory part related to the company.

The based on the research carried out for the project. This tells the details of data, how is it

collected, what are the methods have been used over here, and finally also tell the limitations of

the company that were found during the research work besides the limitation found in

undertaking the survey.

The analysis and interpretation of all the data which has presented first two chapters. This is the

most important part of the project as it involves the actual working and findings of the project.

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Declaration

This is to certify that thesis/Report entitled 4A Study On Employees Absenteeism in

FEENER INDIA LI"I)ED5which is submitted by me in partial fulfillment of the required

for the award of degree .!.". in #.R. from $.%.&. 'niversity, comprises only my original

work and due acknowledgment has been made in the te(t to all other material used.

)ate* "kshara +andey

"++R%-) !

#..). 0 )ean

$wami %ivekanand 'niversity, $agar

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A36NO7LED8E"EN)

It is a great pleasure and moment or immense satisfaction for us to e(press our sense of

profound gratitude indebtedness toward all those who directly or indirectly involved themselves

in the development of this project.

I am great full to honorable #ead f The )epartment r. +ramesh 1outam and project guide

s. "nkita $harma, $wami %ivekanand 'niversity2 $agar 3.+.4 for their diligent attention

towards this project through put its all stage of development. #is comment and criticism have

been of great consequence.

5e thank fully acknowledge the cooperation e(tended towards me by the staff of department of

aster of !usiness "dministration, $wami %ivekanand 'niversity, $agar and library staff for

providing facility for the work and study material needed.

6ast but not the least I hearty thank full to all friends who have directly or indirectly help us in

the project.

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3ER)IFI3A)E

This is to certify that thesis/Report entitled 4A Study On Employees Absenteeism in

FEENER INDIA LI"I)ED5 which is submitted by A6S%ARA PANDE9 in partial

fulfillment of the required for the award of degree .!.". in #.R. from $.%.&. 'niversity,

$agar is record of the candidate own work carried out by him under our $upervision. The matter

embodied in this thesis is original and has not been submitted for the award of any other degree.

Date: "s# An(ita Sharma

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IN)ROD&3)ION

O+ER+IE7

This project work has been conducted in 7-&&-R 3I&)I"4 6IIT-). It is the one of

the largest manufacturer of Industrial and "utomotive %8!elts, ilseals and +ower Transmission

"ccessories in India

9" $T') & "!$-&T--I$ 7 -+6--$ : is the study conducted at

7-&&-R 3I&)I"4 6IIT-) . The main objective of the study is to find the level of

absenteeism among the employees. The secondary objectives of this study are to know the

causes for the absenteeism.

This study has been compiled with the help of primary data and secondary data. +rimary data

were collected from ;< respondents with the help of structured =uestionnaire method. $ince the

study was the absenteeism ofemployees , the data were collected from all the employees in the

organi>ation. The $econdary sources of data were collected through company profile,

organi>ation 5ebsite, internet and other related books.

The type of research design used is descriptive in nature and the required data has been

generated using a research instrument called the questionnaire. The research design used in this

project is descriptive research and sampling design used is convenience sampling.

The collected data has been analy>ed using various statistical tools like graphs, pie chart, etc.

"fter analy>ing the data general specific findings are sought out through interpretation.

$uggestions and recommendations are formulated from the summary of findings.

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3O"PAN9 PROFILE

7enner 3India4 6imited is the largest manufacturer of Industrial and "utomotive

%8!elts, ilseals and +ower Transmission "ccessories in India. 5ith a large $ales and

)istribution network across the country and a strong brand image, 7enner is undoubtedly the

market

6eader in India.

7enner India?s emphasis on quality and customer satisfaction has earned respect and

endorsement from major -s. The company is a pioneer and has been a market leader both in

terms of new product development and market reach. 7enner India has regularly introduced

state8of8the8art latest products both for domestic and international markets. Today eight out of

ten automobiles in India have at least one 7enner !elt or il $eal in it.

"part from being the domestic market leader, 7enner India is also one of the big e(porters of %8

!elts and "uto !elts in the country with products being e(ported to over @< countries, including

&orth and $outh "merica, -urope, "ustralia and $outh "frica.

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$A368RO&ND OF FENNER -INDIA. LI"I)ED

)r. R .+. Ainghania is the chairman of this company and he was felicitated with 9B-' with #R

orientation award: at "sian pacific #R congress held in umbai. In CD;D, A# fenner 0 co

3India4 ltd was established in kolkatta to supply industry with products imported from fennerhead quarters in 'E later in CDFF, the company started functioning under the name fenner

cockily limited and a factory was established at adurai in CDFG to manufacture over belling,

spindle taps and industrial v8belts.

The company gradually started e(panding project range by manufacturing fan belt with

cable cord construction. +ress belts, oil seals, o8rings, molded rubber products and fenaplast

conveyor belting.

In CDHF, the company name was changed to fenner 3India4 6imited. " new plant was

established in #yderabad in the year CDH. In CDH, AE groups acquires majority stake in fennerthe only company in india and among five in the globe to have coveted "+I 3"merican

petroleum institute4 accreditation for v8belts. 7irst belt manufacturing company in india to be

certified by international organi>ation for standardi>ation 3I$8Dation technique

specification CGD@D3I$T$/CGD@D4 in the year ;ation environment standards 3I$C@


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)echnolo!y

ur Technology Benter employs state8of8the8art techniques, starting from simulation studies

using 7inite -lement "nalysis, all the way to validation through rigorous indoor testing. The

Benter has the best in class testing facilities for Raw aterials, In8+rocess components and

7inished +roducts like Industrial and "utomotive 5rapped !elts, Raw -dge Bogged !elts,

+oly8% belts, Timing !elts and various types of il $eals.

"part from product development, our e(perts also work closely with -s for Bontinuous

'pgradation of belt drive system and provide sealing solutions.

ur technological efforts have made it possible for us to remain fully competitive in the global

market by continuous development of a large range of new products such as +oly 7 +lus belts,

#eavy )uty belts, Eevlar Bord belts, -+) belts and many others.

Products

For the Indian mar(et

Industrial Po*er )ransmission Products

!elts

+ower Transmission "ccessories

belts

%8!elt drive for dual motor drive Te(tile ring frame

5edge !elt )rive 3J< $+B !elts4 for Rolling ill "pplication

+oly8% drive with ;C8+8@Cation of the face width and ensures

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a uniform tension through the belt.

Automoti'e Products

-

Replacement arket

"utomotive !elts

ilseals

"utomobile !elts and il $eals form an important part in almost all vehicle segments. !elts are

used in a variety of application in power transmission for alternator, "ir conditioning, powersteering applications. il $eals are used as a sealing medium for oil used in various automobile

applications such as engine, transmission, wheel, front fork, valve stem etc.

7enner is the market leader in the "utomobile segment both in belts and oil seals. ur presence

in the "utomobile trade is in both the segments of - and also the Replacement market trade.

In - trade we offer our products to prominent - customers who have very high quality

standards to be complied with. ur "uto belts and il $eals are a part of major - customers in

all major vehicle segments. 5e also offer products for - spares trade. ur state8of8the8art

R0) facilities, personnel and quality certifications ensure that the best products are developed

based on the - customers? requirements.

In Replacement arket we cater to markets, both urban and rural all over India through over

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FOR 3&S)O"ERS O&)SIDE INDIA

Industrial Po*er )ransmission Products

!elts

+ower Transmission "ccessories

"gricultural +roducts

!elts

"utomotive +roducts

!elts ,oil seals.

A$SEN)EEIS" )%E PRO$LE"S OF INDIAN IND&S)R9

It hardly needs mention that one of the major problems before the Indian industry is

absenteeism among the workmen. This means that at the beginning of the shift, the managers

are suddenly faced with the problem of finding e(tra people to make up the production crew2

either they have to carry large numbers as absentee reserve or will have to shut down machines,

for want of crew. This naturally upset the production schedules.

LE) &S LOO6 A) )%IS PRO$LE" "ORE 3LOSEL9 :

" worker, who absents himself when he is e(pected to be on duty without previous

information to the management, is said to be absent. The problem of absenteeism arises when

large numbers of workers absent themselves from duty. any studies have been undertaken to

find out the causes for absenteeism. It must however, be borne in mind that all factors crises8

cross in this field, and hence it is not possible categorically to generali>e the problem in such a

vast country as India.

#owever, the main causative factors are follows. 1enerally, workers in India, though

working in urban centers, have retained their strong links with village life, through a small piece

of land and social contacts, e.g., marriage, deaths, litigation, etc., which they continue to

maintain with village life. #ence, as and when their presence is required in the village, which is

frequent, they absent themselves from work and just go home.The lopsided social spending that

they indulge in lands them in heavy debts and then it is a game of hide and seek with the money

lender which adds to the high incidence of absenteeism.

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S)A)E"EN) OF PRO$LE"

$tudy of "bsenteeism among Industrial 5orker is very important in terms of both the

industries and the employees. 5hile an employee is been absent from work the output from the

employee towards the production is lost. 7urther the efficiency and discipline of the company

suffers a great loss.

"s 9&o work &o 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. #ence, #ealth and efficiency of the worker is affected by the

irregularity of the workers attendance.

7inally there may be various reasons for any employee being absent from work like

health issues, work related issues.

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S3OPE OF )%E S)&D9

The study attempts to analy>e the effectiveness and employeeMs individual

opinion about reason for the absenteeism.

The study emphasi>es to reveal the reasons behind the absenteeism in fenner 3India4 ltd.

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RESEAR3% "E)%ODOLO89

"ccording to a famous #udson ma(im, 9"ll progress is born of inquiry. )oubt is often

better than overconfidence, for it leads to inquiry 0 inquiry leads to invention:

Research objecti'e:

To study the reasons for absenteeism in fenner 3India4 ltd.

To study the working conditions prevailing in the organi>ation

RESEAR3% DESI8N*

It is the arrangement of conditions for collection and analysis of data in a manner that

aims to combine relevance to the research purpose with economy in procedure. In this study

descriptive and diagnostic research design has

been adopted to determine with specific predictions to with the narration of facts and

characteristics relating to an individual group or situation.

NA)&RE OF RESEAR3%:

Descripti'e Approach:is a fact finding investigation with adequate interpretation. It seeks to

describe a field or a problem by using questionnaires. This approach was used in the research.

SA"PLIN8 DESI8N:

$ampling technique was adopted for the study as there were various constraints regarding

time and resources. The sample si>e considered was of ;< respondents. The sample considered

was from various departments and categories of workmen in the factory. The sample type was

individual and the questionnaire was filled by the workers of their own and some with the help

of their supervisors.

Sample Si=e* ;< respondents of workers from various departments and categories.

Samplin! Procedure:

The procedure adopted in the present study is probability sampling, which is also known as

chance sampling. 'nder this sampling design, every item of the frame has an equal chance of

inclusion in the sample.

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"ethods of Data 3ollection:

The dataMs were collected through +rimary and secondary sources.

Primary Sources:

+rimary data are in the form of 9raw material: to which statistical methods are applied for the

purpose of analysis and interpretations.

The primary sources are discussion with employees, dataMs collected through questionnaire.

Secondary Sources:

$econdary dataMs are in the form of finished products as they have already been treated

statistically in some form or other.

The secondary data mainly consists of data and information collected from records, company

websites and also discussion with the management of the organi>ation. $econdary data were

also collected from journals, maga>ines and books.

3ollections of >uestionnaires and Schedules*

" questionnaire comprising of ;< questions were framed covering various aspects of the

employees work.

ANAL9SIS

The collected data were analy>ed and findings were made.

7or the purpose of analysis certain statistical tools like percentage analysis and chi8square

method are used. 1raphs are used to represent the data for the better and accurate interpretationof the data.

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RE+IE7 OF LI)ERA)&RE

Some Definitions of Absenteeism*

8 9"bsenteeism: is a practice or a habit of being an 9absence: and an

9absentee: is one who habitually stays away.

8 5-!$T-RM$ )IBTI&"R

8 N"bsenteeismM is the failure of a worker to report for work when he is scheduled to

work.

8 6"!'R !'R-"' $I6"

"eanin!:

-mployeesM presence at the work place during the schedule time is highly essential forthe smooth running of the production process in particular and the organi>ation in general.

)espite the significance of presence, employees sometime fail to report to the work place

during the scheduled time, which is known as 9"bsenteeism:.

"ccording to +IB"R$ "&) "-R$* 'ne(pected absence disturbs the efficiency of

the group as the jobs are inter connected, if one single man remains absent without prior notice

the whole operation process is distributed. This "bsenteeism results in production losses

because, due to "bsenteeism, workers cost increases and thus efficiency of operations is

affected.

Features of Absenteeism:

Research $tudies undertaken by different authors reveal the following features of

"bsenteeism

i. The rate of "bsenteeism is the lowest on pay day2 it increases considerably on the days

following the payment of wages and bonus.

ii. "bsenteeism is generally high among the workers below ;F years of age and those

above @< years of age.

iii. The rate of "bsenteeism varies from department to department within an organi>ation.

iv. "bsenteeism in traditional industries is seasonal in character.

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)ypes of Absenteeism

Absenteeism is of four types viz.

C. "uthori>ed "bsenteeism.

;. 'nauthori>ed "bsenteeism.

J. 5illful "bsenteeism.

@. "bsenteeism caused by circumstances beyond oneMs control.

3alculations of Absenteeism rate:

"bsenteeism can be calculated with the help of the following formula.

"bsenteeism rate O &o of days lost ( C


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G. Poor *elfare facilities

Though a no of legislation concerning welfare facilities are enacted, many organi>ations

fail to provide welfare facilities. This is either due to the poor financial position of thecompanies 3or4 due to the e(ploitative attitude of the employs. The welfare facilities

includes poor sanitation, washing, bathing first aid appliances, ambulance, restrooms

drinking water, canteen, shelter, crPches etc.. The dissatisfied worker with these facilities

prefers to be away from the workplace.

H. Alcoholism

5orkers mostly prefer to spend money on the consumption of liquor and enjoyment

after getting the wages. Therefore, the rate of absenteeism is more during the first week

every month

. Indebtness

The low level wages and unplanned e(penditure of the workers force then to borrow

heavily. The research studies indicate that workers borrow more than C< times of their

net pay. Bonsequently workers fail to repay the money. Then they try to escape the

place in order to avoid the money lenders. This leads to absenteeism.

D. "aladjustment *ith job demands

The fast enhancing technology demand higher level skills from the workers fail to meetthese demands due to their lower level education and/or absenteeism of training.

Cations are very poor and they are quite inadequate to meet the

basic needs of the employees. Therefore, employers go for other employment during

their busy seasons and earn more money. 7urther, some employees take up part time

jobs. Thus the employees resort to moonlighting and absent themselves from the work.

"bsenteeism has been variously defined by the "uthorities from time to time. Thus theterm "bsenteeism refers to the workers absence from his regular task, when he is scheduled to

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work. "ny 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.

&evertheless usually, involuntary lay off, lack of work, authori>ed leave or vacation

period of work stoppage are not counted as absence. $trikes, lock outs and late attendance are

treated as absence.

"bsenteeism occurs when an employee of a company does not come to work due to scheduled

time off, illness, injury, or any other reason. The cost of absenteeism to business, usually

e(pressed in terms of lost productivity, is difficult to determine. $tudies from government

sources such as the '.$. !ureau of the Bensus and '.$. !ureau of 6abor $tatistics put the direct

losses at more than Q@< billion a year2 the $ocial $ecurity "dministration determined that, in

one year, workers missed more than half a billion days. %arious private studies and polls

studying particular elements of absenteeism sometimes put the figure much higher. ne recent

1allup poll did not put a price tag on the sniffles and swollen eyes, but claimed that more than J

million workdays per year are lost when working people stay home because their allergies are

acting up. The assachusetts Institute of Technology released a study in CDD@ claiming that

clinical depression alone resulted in more than ;CJ million lost workdays, costing Q;@ billion.

There is little written history of absenteeism in business literature, probably because until the

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/# 3ulpable Absenteeism

Bulpable absenteeism refers to employees who are absent without authori>ation for

reasons which are within their control. 7or instance, an employee who is on sick leave eventhough he is not sick, and it can be proven that employee was not sick, is guilty of culpable

absenteeism. To be culpable is to be blameworthy. In a labour relations conte(t this means that

progressive discipline can be applied.

Identifyin! E?cessi'e Absenteeism

"ttendance records should be reviewed regularly to be sure that an employeeMs sick8

leave days are e(cessive compared to other employees. If a supervisor suspects that an

employee is e(cessively absent, this can be confirmed through reviewing the attendance records

if all indications show that an employee is e(cessively absent, the ne(t step is to gather as much

information as possible in order to get a clearer picture of the situation. The employeeMs files

should be reviewed and the employeeMs immediate supervisor should document all available

information on the particular employeeMs history.

Indi'idual 3ommunication

"fter all available information has been gathered, the administrator or supervisor should

individually meet with each employee whom has been identified as having higher than average

or questionable absences. This first meeting should be used to bring concerns regarding

attendance to the employeeMs attention. It is also an opportunity to discuss with the employee, in

some depth, the causes of his attendance problem and possible steps he can take to remedy or

control the absences. ften, after the initial meeting employees reduce their absenteeism. The

meeting shows that you are concerned and that absenteeism is taken seriously.

After the Initial Inter'ie*

If after the initial interview, enough time and counseling efforts, as appropriate, have

passed and the employeeMs absenteeism has not improved, it may be necessary to take further

action. 7urther action must be handled with e(treme caution8 a mistake in approach, timing, or

severity can be crippling from both an administration and labour relationMs point of view.

)etermining whether counseling or disciplinary action is appropriate,

depends on whether the employeeMs absences are innocent or culpable. If the employeeMs

absenteeism is made up of both innocent and culpable absences, then each type must be dealt

with as a separate issue. In a labour relationMs conte(t innocent absenteeism and culpable

absenteeism are mutually e(clusive. ne in no way affects the other.

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3ounselin! Innocent Absenteeism

Innocent absenteeism is not blameworthy and therefore disciplinary action is

not justified. It is obviously unfair to punish someone for conduct which is beyond his control.

"bsenteeism no matter what the cause imposes losses on the employer who is also not at fault.

The damage suffered by the employer must be weighed against the employeeMs right to be sick.

There is a point at which the employerMs right to e(pect the employee to attend regularly and

fulfill the employment contract will outweigh the employeeMs right to be sick. "t such a point

the termination of the employee may be justified, as will be discussed.

)he procedure an employer may ta(e for innocent absenteeism is as follo*s:

Initial counseling

5ritten counseling

Reductions of hours and job reclassification

)ischarge

Initial 3ounselin!

If the absences are intermittent, meet with the employee each time he returns to work. If

absence is prolonged, keep in touch with the employee regularly and stay updated on the status

of his condition.

7ritten 3ounselin!

If the absences persist, you should meet with the employee formally and provide himwith a letter of concern. If the absenteeism still continues to persist then the employee should be

given a second letter of concern during another formal meeting. This letter would be stronger

worded in that it would warn the employee that unless attendance improves, termination may be

necessary.

Reduction of %ours and job reclassification

In between the first and second letters the employee may be given that option to reduce

his hours to better fit his personal circumstances. This option must be voluntarily accepted by

the employee and cannot be offeredas an ultimatum, as a reduction in hours is a reduction in pay

and therefore can be looked upon as discipline.

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Dischar!e

nly when all the previously noted needs and conditions have been met and

everything has been done to accommodate the employee can termination be considered. "n

"rbitrator would consider the following in ruling on an innocent absenteeism dismissal case.

Establishin! a System for )rac(in! Absences

"bsenteeism policies are useless if the business does not also implement and

maintain an effective system for tracking employee attendance. $ome companies are able to

track absenteeism through e(isting payroll systems, but for those who do not have this option,

they need to make certain that they put together a system that can*

keep an accurate count of individual employee absences

tabulate companywide absenteeism totals

calculate the financial impact that these absences have on the

business

detect periods when absences are particularly high and

differentiate between various types of absences.

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Data analysis and interpretation

=.C &ature of the work

Response No of respondents Percenta!e

#ard ;< @


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Interpretation:

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Interpretation:

HGS of them find their job interesting,

5hile ;@S of them donMt feel so

=.J 5hich shift do you find more convenient to work

response No of respondents percenta!e

8@ CJ ;GS

@8C; JJ GGS

C;8 @ STotal F< C


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Interpretation:

GGS of the employees are convenient with @8C; shift,

;GS of them with 8@ shift.

S of them with C;8 shift.

=.@ )o you find stress full when given over time


"lways JC G;S

$ometimes CG J;S

&ever J GS

Total F< C


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Interpretation:

When given overtime,

J;S of the employees find its always stress full

G;S of the employees sometimes feel stress full.

GS never find it stress full.

=.F Is it possible for you to get leave whenever you require


"lways C< ;


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$ometimes JG H;S

&ever @ S

Total F< C


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response No of respondents Percenta!e


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=.H "re you being recogni>ed for e(celling in your job

Response &o of respondents +ercentage

"lways JJ GGS$ometimes CH J@S

&ever <


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=. 5hat is your opinion about your wages related to your work

response &o of respondents +ercentage

$atisfied C JGS

oderate J< G


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=.D 5hether you are coming for work regularly

response &o of respondents +ercentage

es JJ GGS

&o CH J@S

total F< C


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=.C< )oes your job have more work pressure

Response &o of respondents +ercentage

es ;< @


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FINDIN8S

@


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LI"I)A)IONS OF )%E S)&D9

The study was limited only to fenner 3India4 ltd only.

"s 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.

$urvey and study has been carried out in a span of only C month due to time constraint.

$ince absenteeism is a vast topic to be discussed, the study may not reflect each and every

aspect.

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S&88ES)IONS

7rom the findings itMs found that more number of employees is absent due to health

problems, so the company may concentrate on welfare programs for employees, like

conducting medical check ups regularly and may have campaign related to health and

safety measures while working.

Training in technical aspect of work like workshops and lecture from e(perts may be

conducted regularly for less e(perienced persons.

"llocation of overtime may be reduced. "s most of the employees feel it stress full.

nly JGS of the employees are satisfied with their wages. 7or this the company may

provide incentives to the employees.

The supervisors may build a better relationship with the employees as only F


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3ON3L&SION

-mployeeMs regular presence is a must to every company as work progress can take placeeffectively only if the employees are working without any break. $ame wise an employee can

e(cel in his job and can know his level of e(pertise in his job only he goes to work regularly.

$tudying the absenteeism helps to find out the reason for major absenteeism and eliminate

them.

There by the absenteeism rate is very low. "nd this benefits both the organi>ation and

the employee.

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$I$LIO8RAP%9

!ooks*

C. "bsenteeism In Industry* +roblem "nd anagement, + ! "ppa Rao

;. $ocial +sychology of "bsenteeism, Bolin !rown, A E Bhadwich Aones,A E Bhadwick

Aones

J. The issing 5orkforce* anaging "bsenteeism, "ndrew $argent

@. #uman Resource anagement, B.!.1upta

F. #uman Resource anagement. 6..+rasad.

7ebsites

G. www.google.com8 dictionary.bnet.com, ir.dut.ac.>a*


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C&ES)IONNAIRE

&ame "ge

$e(.. arital $tatus

)epartment e(perience.

C. &ature of the work

a4 #ard b4 oderate c4 !etter

;. )o you find your job interesting

a4 es b4 &o

J. 5hich shift do you find more convenient to work

a4 8 @ b4 @ 8 C; c4 C; 8

@. )o you find stress full when given overtime

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a4 "lways b4 sometimes c4 &ever

F. Is it possible for you to get leave whenever you require

a4 "lways b4 $ometimes c4 &ever

G. #ow often do you take leave in a month

a4

Documents

Absenteeism (1) FINAL