’LABOUR ABSENTEEISM

ASHOK IRON WORKS

KARNATAKA LAW SOCIETY’S

INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH

BELGAUM.

(Approved by AICTE, New Delhi & Affiliated to K.U.D.)

MAJOR CONCURRENT PROJECT REPORT

ON

‘’LABOUR ABSENTEEISM”

AT

“ASHOK IRON WORKS”

Plant- II,

BELGAUM

SUBMITTED BY:

Ashwini. B. Javali

Reg. No:MBA08003013

INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 1

ASHOK IRON WORKS

KARNATAKA LAW SOCIETY’S

INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH

BELGAUM.

(Approved by AICTE, New Delhi & Affiliated to K.U.D.)

CERTIFICATE

This is to certify that Miss Ashwini. B. Javali has satisfactorily completed her major concurrent

project on “LABOUR ABSENTEEISM” at “Ashok Iron Works, Belgaum, in partial fulfillment of the

requirement for the award of Masters Degree in Business Administration from Karnataka University

Dharwad, during the academic year 2008- 2010.

INSTITUTE GUIDE DIRECTOR

Prof. Shashank. Hiremath Dr. A. B. Kalkundrikar


ASHOK IRON WORKS

It gives me immense pleasure to present this project report on “LABOUR

ABSENTEEISM” in ASHOK IRON WORK, Belgaum.”

Firstly, I would like to convey my sincere gratitude to our Director

Dr.A.B.KALKUNDRIKAR for giving me an opportunity to undergo Major Concurrent

Project and study the practicality of business.

I would also like to thank Mr.Milind.Kulkarni, HR Manager for giving me

permission to do my project in the company and helping me during my working on the

project.

Mr.Milind. Kulkarni is the external guide, without whom I would have not been

able to complete my project. From the day one, he guided me and made available all

required information.

Lastly, I would like to take the pleasure of being grateful to my internal guide

Prof. Shashank. Hiremath who have constantly been there for me and have motivated

me to do my work with utmost sincerity and honesty.

And lastly I wish to extend my deepest sense of gratitude to my Family and Friends

and to all those who encouraged me to accomplishing this endeavour.


ACKNOWLEDGEMENT

ASHOK IRON WORKS

I Misss. Ashwini. B. Javali, of 4 th semester MBA, studying in Institute Of

Management Education And Research, Belgaum bearing the University Seat No.

MBA08003013, hereby declare that this project is genuine and original work of study

prepared by me. To the best of my knowledge and belief, the matter presented in the report

has not been copied from any report submitted to the Karnataka University, Dharwad to

get the award of MBA.

This project report is submitted to Karnataka University, in partial fulfilment of the

requirement for the award of Degree Master of Business Administration during the

academic year 2008--10

CONTENTS:-

Executive Summary ..........................................................


DECLARATION

ASHOK IRON WORKS

Introduction to the study.................................................... About the company ..........................................................

Industry Profile

Company profile

Vision, Mission and Quality policy

Organization chart ........................................................... Department Profiles..........................................................

Purchase Department

Stores Department

Production Department

Maintenance Department

Accounts department

Human Resource Department

SWOT Analysis......................................................... ABSENTEEISM.........................................................

Economic impact on absenteeism

Features of absenteeism

Measures to control absenteeism

Absenteeism and Management

Analysis and Interpretation....................................... Findings and Suggestions.......................................... Conclusion................................................................. Questionnaire............................................................ Bibliography..............................................................


ASHOK IRON WORKS


ASHOK IRON WORKS

EXECUTIVE SUMMARY

The project was undertaken in Ashok Iron Works Private Limited, Machhe Belgaum. The

study was made to know “The Absenteeism”.

The CEL was carried out at Ashok Iron Works Plant-II Pvt Ltd. It is one of the sister

concern/unit of Ashok Iron Group. Ashok Iron Group deals mainly in casting of large cylinder

head and blocs. The two main divisions in this group are foundry and machining division. The

castings manufactured at foundry are sent to machining division for machining and further

processing.

The Ashok Iron Group is unique among foundry line. It is recognized as class

organization not only in India but internationally too. It is bread giver for thousand of

workers/ employees in and around the Belgaum. People from West Bengal, Orissa, Uttar

Pradesh, Maharashtra, Tamilnadu, and Bihar come here in search of bread.

The CEL is a project dealing with organizational study and the Impact of Job

Satisfaction on Attrition Rate. It includes the profile of the company, its various departments,

Mission, Vision, HR, Manpower Planning, Organization Chart, Recruitment process of the

organization. The information was collected through company guide and other related

materials like company prospects, website of company etc.

The objective of the study was to study on the Absenteeism rate in the organization,

Method of collecting primary data was through questionnaire and personnel interview

and secondary data has been collected through internet, observation, company manuals etc.

For the purpose of the study 50 employees have been chosen as a sample size through

convenient sampling. Data collected was tabulated and simple percentage method was used to

derive conclusion.

Depending on this I have made my own suggestions and given own idea to improve

upon the present Absenteeism at Ashok Iron Works Pvt Ltd.


ASHOK IRON WORKS

INTRODUCTION TO THE STUDY

Title of the project: “ LABOUR ABSENTEEISM”

Employees’ presence at work place during scheduled time is highly essential for smooth

running of the production process in particular and the organization in general.

Types of Absenteeism:

1. Authorized absenteeism

2. Unauthorized absenteeism.

3. Willful absenteeism.

4. Caused by circumstances beyond one’s control.

OBJECTIVE

1. To study the level of absenteeism among the workers at AIW.

2. To identify the cause of absenteeism.

3. To determine the nature and magnitude of causes.

4. To identify and provide suitable measures to prevent frequency of absenteeism.

5. To suggest suitable measures for controlling absenteeism rate.

6. To analyze the importance of reducing absenteeism.

Scope of the study:


ASHOK IRON WORKS

Absenteeism is a serious problem for a management because it involves heavy

expenses.. A noticeable feature in the industrial life in India is the absenteeism. The research

work is to analyse the problem of absenteeism. This research work is done to analyse the

problem of absenteeism affecting the Ashok Iron Works. Absenteeism is the universal

phenomenon. The study reveals the level of absenteeism of influence of workers in production

process. Absenteeism is a yardstick to find out the employees attitude towards his work and

organization.

Statement of the Problem:

This particular topic is selected because the management of attendance is an important

aspect of supervision in the workplace and it is necessary for the smooth functioning of an

organization. Effective supervisory efforts in attendance management will affect a relatively

small percentage of workers but will generate substantial savings, increased morale and labour

productivity. This research proposes to explore the effects of Absenteeism on Labour

productivity.

Need For The Study:

To understand workers perception towards absenteeism.

To know the cause of absenteeism.


ASHOK IRON WORKS

INDUSTRY PROFILE:

THE INDIAN FOUNDRY INDUSTRY

The Indian foundry occupies a special place in shaping the country’s economy. India

is currently among the 10 largest producers of ferrous and non-ferrous castings and has over

6500 foundries in the small, medium and large scale sectors. Approximately 90% are in the

small scale. India exports annually above Rs.700/- corers worth of castings to countries like

U.S.A, UK, Cannada, Germany etc.

However there is a still lot need to be done. Even with these improvements, the export

of castings from India amounted to only one percent of the world requirement. Basic

technology has not gone much change but the emphasis has changed. The Foundry industry is

an important employment provider and provides direct employment to about half a million

people.

In the near future there will be scope for the Indian foundry industry to forge

Strategic alliances with their counterparts in the developed countries, which are on the

Verge of closure primarily due to three major reasons. Waste disposal and highly

Stringent pollution control regulations. High manpower costs and acute shortage of

Trained personnel to work in foundries.


ASHOK IRON WORKS

COMPANY PROFILE:

Ashok Iron Works Plant II Profile:

Name Of The Company: Ashok Iron Works Pvt Ltd: Plant II

Founded : 1991

Address : Ashoka Iron Work Pvt.Ltd.

Plant-II, Machhe Industrial Estate

Machhe , Belgaum.

Capital( Rs) : 22.21 crores

Total Area : 18600 sq mtr

Business Type : Manufacture, Exporter

Chairman : Shri Ashok.S Humbarwadi

MD & CEO : Shri V.P Hanji

Directors : Shri N.V Bhonsale

Shri A.B.Kanguri Shri Jayant A. Humbarwadi

Shri Sadanand D Humbarwadi

Shri Sachin V.Hanji

Shri J.M Nagraj

Vice President &

Director : Shri Shivkumar D. Humbarwadi

Shri V.S Katkar

Executive Director : Shri G Ramiah

Monthly production INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 11

ASHOK IRON WORKS

Capacity : 45000

Staff : 20

Workers : 140

Bankers : State Bank Of India

Website : www.AshokIronWorks.co.in

VISION, MISSION & QUALITY POLICY

VISION:

We are committed to serve the interest of all our stakeholders by being

and maintaining our position at the top in India and be one of the best in the global scenario of

foundry business with an exceptional moral and business ethics.

MISSION:

To develop expertise in technology of machining of various

components to support the foundry business and be able to be a global supplier of finished

components.

QUALITY POLICY:

To aim at our customer delight by exceeding his expectations through

an exceptional blend of quality – cost – delivery of our products and services that we provide.

QUALITY OBJECTIVES:

1. To remain customer focused by providing the desired Quality, Cost and Delivery

through manufacturing excellency.

2. To adopt continuous improvement in all organizations activities to meet dynamic

requirement of customers.


ASHOK IRON WORKS

3. To involve and empower all employees across the organization to achieve total

quality.

TOTAL PRODUCTIVITY MANAGEMENT POLICY:

Ashok Iron Group endeavor’s to achieve customer delight, market leadership and prosperity

of all stake holders by:

• Adopting TPM process of all levels and function through total employee involvement.

• Achieving zero breakdowns, zero accidents and zero defects.

• Reducing cost by minimizing losses and maximizing OEE [over all equipment

effectiveness]

• Creating a safe healthy and careful work place.

ACHIEVEMENTS AND AWARDS:

ASHOK IRON WORKS PVT LTD:

1. One of the few QS-9000 certified foundries in India certified by TUV.

2. Certified by Cummins, USA in 1995 for supply in “Ship to Use Condition”.

3. Certified by Lloyds Register of Shopping, London in 1995.

4. Registered as world source for Cummins Engine Co. USA.

5. TS- 16949 certified, 2002

PLANT II:INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 13

ASHOK IRON WORKS

1. Bureau Vertilas Quality International (BVQC)

Certified QMS on 16th April 1996 for adopting Quality Standard (QS).

2. State Bank India Award for “Project Uptech Quality Support Scheme -1997”.

3. Cummins India Limited Award for “Best Performance in New Product Development”-

1994.

4. Cummins India Limited Award for “Outstanding Performance in Responsiveness”- 2004.

ORGANISATIONAL CHART

CHAIRMAN

EXECUTIVE DIRECTOR

DIRECTOR

VICE PRESIDENT


Maintenance Head G M TechnicalUnit Head

Finance Dept Head Production InCh HOD HR HOD Purchase

Sr.Manager

Sr.Officer

Asst. Cashier

Partnership

Design

HOD

Supervisor

Engineer

Workers

Asst.

Asst. Asst. Asst.

HOD Maintenance

HOD QA

ASHOK IRON WORKS

DEPARTMENTAL PROFILES

PURCHASE DEPARTMENT:-

Purchase department is concerned with the planning and providing materials and

services conforming to the specified requirements and store and preserve materials till they

are issued for use. The main function is “to procure right items for right source at a right price

with right quality”. The purchase department consists of four persons. One is the purchase

manager, the other three persons work under him.

The production department sends the requisition of materials to the Stores department

which in-turn sends in a document called indent. After receiving the indent the purchase

manager has to check (scrutinize) the indent by verification of quality, deliver date and that

has be approved from the DM/UNIT HEAD. Purchase Manager must know about the vendor

(address, his background). Planning is done before 25th of the month of purchasing raw

materials. Raw materials is purchased according to the requirements of customers. General

Manager takes care of strategic sources. Supply chain is maintained unit-wise.

Following points are considered during purchase in the purchase dept.

Assessment

Selection

Negotiation


Supervisor Engineer

Workers

Supervisor Engineer

Workers

ASHOK IRON WORKS

Payment of terms

Release of purchase order

Material flow up

Receipt of Indent

Verification of Indent

Product Verification

Supplier search and selection

Major Raw materials purchased:

Pig Iron

S.P Scrap

Copper Scrap

Ferro Chromium

Ferro Molybdenum

Ferro Silicon

Ferro Titanium

Graphite Fine

Iron Sulphide

Super Seed Extra

PURCHASE DEPARTMENT


UNIT HEAD

ASHOK IRON WORKS

STORES DEPARTMENT

Stores department is considered to be the ware house of the organization. The ABC analysis

technique of inventory management is being adopted at the organization. Inventory is maintained on

material consumption value.

Inventory under ABC analysis is maintained under the following ratio,

1. A-10% [High Consumption Value Material]

2. B-15% [Moderate consumption Value Material]

3. C-75% [Low Consumption Value Material]

Daily average material consumption in the organization is about 5-10 lakhs. Each

material stored in stores is coded under alfha-numeric coding. Material, big or small; costly or cheap

,each one is given a specific code for easy identification and access.

RESPONSIBILITIES OF STORES DEPARTMENTINSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 17

Assistant

PurchaseStores

HOD Commercial

Section In-charge

PurchaseStores

UNIT HEAD

ASHOK IRON WORKS

• Inventory control

• Maintaining stock

• Verification

• Issue of material to production department

• Maintaining stock level

• Stores department mainly functions on getting the purchase order

BASIC FUNCTIONS OF STORES DEPARTMENT

• INWARD:

They see that the material which they receive from their supplier is according

to the order placed by the purchase department. They verify the quality and quantity of

the received material.

If it is chemical it is sent to laboratory for inspection. The material which takes

long time for inspection will be kept under their custody under a tag till it is inspected,

latter if the inspected material is according to the placed order then the material will be

accepted or it will be rejected.

• OUTWARD

Issues of material to concerned department

Sales to outside party

Rejected material is sent back to the supplier

If the stored material is destroyed, then it is sold as scrap

DOCUMENTS MAINTAINED

• Goods received inward note (GRN)

• Delivery note

GRN CONSISTS OF

o Name of the supplier,


ASHOK IRON WORKS

o Chalkan number,

o Quality of material,

o Quantity of material,

o Sign of the supplier

PRODUCTION DEPARTMENT

The production department of the Plant-II of the Ashok Iron Group is under the control of the

General Manager.The production process starts with the drying of the sand. After drying It is

transferred to the first process of production.

The production schedule is prepared manually on month basis. In AIW Plant-II only the

casting are prepared & forwarded to m/c unit of group for further process

The production department is divided into various separate departments. Each department

consists of H.O.D & his supporting staff.

The following are the various sections of the production depatrment at AIW Plant-II:

1. Core Shop.

2. Block Molding.INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 19

ASHOK IRON WORKS

3. Block Core Setting.

4. Melting.

5. Knock Out.

6. Fettling.

7. Final Inspection.

8. Pattern Shop.

9. Laboratory.

1. CORE SHOP:

In production department the production starts with Core Shop. Core is used to leave

the hollow cavity to casting, cores are made up of sand, resin, catalyst, mainly silica sand is used,

there are 2 types of core making process

• Cold box

• No bake

Bounded sand mixture is filled in core box and is heated at required temperature. When the core

gets cold, the core box is opened. Then the proper size and type is checked. Then dressing is done

to give correct shape, then the core is painted. When the paint is dried the core is sent for

inspection & further sent for next process.

2. BLOCK MOULDING:

Moulds are prepared with the help of pattern, mould box, reclaimed sand. The mould

gives the outer surface to casting.

In this process, empty boxes are loaded on the transfer car with the help of an overhead crane.

Then the boxes will be loaded on empty patterns. The compaction table the riser ring will be done

in 60 MT continues mixers and then cycled on. Then the mould will proceed onto a roller unit.

Mould will be stripped and proceed to conveyor belt.

3. BLOCK CORE SETTING:


ASHOK IRON WORKS

When the mould box is ready then the core are set in the mould according to the drawing.

After core is set, the top & bottom box are closed & ready for coring. In this process there is

production of top & bottom boxes.

4. MELTING:

The raw materials such as big iron, steel scrap, boring etc. are melted to a temperature of

14000 Celsius to get melted; this molten metal is poured into moulds. Here, castings are given the

required shape..

5. KNOCK OUT:

After the castings cool down, which may take 24 hours to 28 hours, they are knocked out

from the mould box through rigorous vibrations. After this the casting is sent to the fettling

department.

6. FETTLING:

In fettling department the extra flashes, fins, sands, & extra materials are removed with the

help of grinders & short blasting. Inspection is undertaken to check the critical areas of castings

and damages if any by conducting the following tests.

DP (Di Pertrent): To test the cracks in the casting

Stress Relieving Furnace: To check uniform stress in castings.

The castings are painted and passed onto Final Inspection Department.

7. FINAL INSPECTION:

In Final inspection the castings are inspected for defects such as low holes, cracks, sand

drop etc. This department undertakes number of tests and inspections to look out for any variations

in castings. If fault is re-workable, it is reworked; otherwise it is rejected as scrap.INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 21

ASHOK IRON WORKS

8. PATTERN SHOP

If any existing mould is defective & needs any alteration ,or if any costumer requires a

new pattern or modification in an existing pattern, all these problems are solved here. The pattern

shop receives the design from the costumer, then the analyzing is undertaken & the same is

forwarded to pattern maker vendor.

9.LABORATORY:

Laboratory is the most important and essential part of manufacturing process of casting.

There are three different stages, they are:

• Incoming Testing.

• In Process Testing.

• Final testing.

• Incoming Testing:

In this stage the incoming raw materials used in various processes are first tested for

its quality and composition and if satisfied they are accepted.

• In-Process Testing:

In this stage the composition of sands at various process used in core shop, moulds,

shells etc are tested.

• Final Testing:

In this stage the hardness of a casting is tested to check its strength & sustaining

capacity. The physical and chemical properties of the casting are also testedINSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 22

ASHOK IRON WORKS

PRODUCT PROFILE

1. CYLINDER BLOCK:

‘v’ type cylinder block net weight-1805 kg’s these are the products which are

mainly used in the diesel engine industries. And all types of inline and 'V' type blocks up to

3000 Kgs. per piece, raw or machined.


ASHOK IRON WORKS

2. CYLINDER HEADS:

Assembled single bore cylinder heads weighing 130 kg’s this is also used in the diesel engine

industries. All types, single cylinder up to 6 cylinder, from 15 Kgs per Piece to 130 Kgs per

Piece, multicored, raw or machined.

Apart from these gear boxes and gear cases are also produced in the plant-II.

MAINTENANCE DEPARTMENT

The responsibility of this department is to look after the various workshops, machines

& tools used in those departments.

Maintenance objectives:

“To reduce breakdown percentage through effective and planned maintenance”.


ASHOK IRON WORKS

Books / Registrars Maintained.

The department HOD maintains the following books or registers in the department:

• Daily Performance Register.

• Down time memo Book.

• Holding Preventive Plan.

• Training Register.

• Productive Maintenance Book.

• Problem Directory.

• Work Done Register.

• Breakdown register

ACCOUNTS DEPARTMENT:

All financial affairs related to the company are dealt with through this department. The

company maintains de-materialized form of accounting system.

The following is the departmental chart of AIW Plant II’s Finance and

Accounts department:


PLANT

Department (HOD)

Section Incharge Building Maintenance

Electrical Mechanical Staff

Staff/ Trainee

ASHOK IRON WORKS

Functions of Accounts Department:

Arranging Funds

Accounting

Proper Allocation of Funds

Complying with all statutory responsibility such as tax, excise tax, Income tax.

Maintaining and controlling the expenditure

Preparing of cash budget

Preparing Annual report

Maintaining books of accounts

Preparing and issuing cheques and drafts

Preparing profit and loss

Administration responsibilities such as MIS, Monthly profit and loss account, cash

flow and fund flow statements, operative performance report, final accounts.

HUMAN RESOURCES DEPARTMENT

The Human Resources Department plays an important role in the organization. This

department has acquired more importance in recent times. This department looks after the various

activities concerned with recruiting, selection, training, appraisal, labour welfare, transfer, termination

etc. This department takes care of all the activities related to laborers’ and employee satisfaction.INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 26

Executive Director

Asst. General Manager Finance

Sr. Manager Finance

Dy. Manager Finance

ASHOK IRON WORKS

The following is the departmental chart of AIW Plant II’s Human Resources department:

FUNCTIONS OF HR DEPARTMENT:

1. Man power planning

2. Recruitment and selection.

3. Identity training needs for employee.

4. Performance appraisal.

5. Salary and Wage administration

6. Welfare Measures.

7. Payment of Gratuity.

8. Increment/incentives.

9. Preparation of attendance sheet.

1. Man power planning

The main activity of HRD department is the planning of manpower. Depending on the

production of products, manpower planning is done by HRD. Presently, the plant has 200 employees

including staff. They have a basic salary of Rs146/- per day. It is the joint responsibility of HOD’s and


EXECUTIVE DIRECTOR

PRESIDENT

Sr General Manager

HRD

Assistant:

Personnel

Welfare

ASHOK IRON WORKS

the HRD department to prepare manpower plan in conformity with production norms. This shall be

approved by the senior director in-charge of the unit.

2. Recruitment and Selection

Recruitment is the process of searching for prospective employees and stimulating and

encouraging them to apply for jobs in the organization. There are two types of recruitment process;

internal recruitment and external recruitment. Internal sources of recruitment include promotions,

transfer & redeployment of existing employees. External sources include advertisements, employment

exchange, newspapers, reference etc.

3. Identify training needs for employees

The HRD identifies training needs for employees by receiving response from the main

supervisor of every department of production and based on this certain steps are taken by the HRD.

4. Performance Appraisal System

The process is done to know the effectiveness of employee on the job and awareness

towards his strength and weakness in respect of role in the organization. The objective is to improve

relationship between appraiser and appraisee through performance dialogue. At AIW Plant II,

performance appraisal is done on an yearly basis for permanent employees only.

5. Salary and wage Administration

Salaries of the employees are given on 7th of the every month & overtime incentive is

given on the 22nd of every month. For contract labourers Rs 146/- per day is given. This salary is

divided into three categories namely basic is Rs 106, production is Rs 25 and for attendance is Rs 15.INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 28

ASHOK IRON WORKS

Basic + Production + Attendance = 146

6. Welfare Measures:

• Restrooms

• Drinking water

• Medical facility

• Leave facility

7. Payment of gratuity:

As regards gratuity, for every 1 year of service, 15 days average basic pay would be

paid to workers provided they have rendered service of not less than 5 years.

Gratuity = (BS + DA * Years of Service * Days) / 15

8. Attendance Sheet:

Daily attendance sheet is prepared to know the attendance of the employees to check rates of

absenteeism & to implement counter measures to curb such occurrences

CUSTOMERS’ PROFILE

1. Cummins India limited.

2. Mahindra and Mahindra ltd.


ASHOK IRON WORKS

3. Ashok Leyland pvt ltd

4. TAFE

5. Simpson & Co. Ltd

6. Larson & Tubro Ltd

7. Lister Petter India Ltd

8. Escorts Ltd.

9. Addison & Company Ltd.

10. Diesel Locomotive Works Ltd. (DLW)

11. SAME Tractors

12. Bitzer International

13. Atlas Copco Ltd.

COMPETITORS’ PROFILE

1. Ennore Foundry Ltd, Chennai.

2. Neco casting Ltd., Andhra Pradesh.

3. Melcast Pvt Ltd. Gudur- Andhra Pradesh

4. Laxmi Metal Works, Coimbatore

5. KFIL- Hospet

6. Ghatage Patil Industries Ltd. – Kolhapur.

7. Saroj Iron Works – Kolhapur.

SWOT ANALYSIS

INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 30S O

W T

ASHOK IRON WORKS

Internal

S: Things the company does well

W: Things the company does not do well.

External O: Conditions in the external department that favor their strengths.

T: Conditions in the external environment that does not favor areas of

Strengths or weaknesses.

A SWOT analysis summarizes the key issues from the business environment

and the strategic capability of an organization that are most likely to impact on strategy

development. SWOT analysis is a tool for auditing the organization and its environment.

It is the first stage of planning and helps marketers to focus on key issues.

COMPANY SWOT ANALYSIS

STRENGTHS:INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 31

ASHOK IRON WORKS

1. Large number of orders

2. International demand for the products

3. High quality castings

4. Low Cost of production [economies of scale]

5. Efficient manpower

6. Good infrastructure facilities

7. Good financial condition

8. TS certification

WEAKNESSES:

1. Transportation costs

2. Excess tax regimes

3. Rejection due to defective or minor loop holes

4. Absenteeism/ Turnover of workers

OPPORTUNITIES:

1. Increasing demand orders

2. Permanent and new customers

THREATS:

1. Risk of obsolescence of technology used.

2. Environmental policy and restrictions.

3. Cheaper castings from competitors.

5S TECHNIQUE


ASHOK IRON WORKS

“5S” is a technique used in the organ to increase total productivity. ‘5S’ are the few Japanese term which means:

SEIRT: (Sorting out):

Look around your work area and ask your self “is it really necessary for the items to be

there”?

Separate OK, Re-workable and reject items.

Rework the rework able item and dispose of the rejected items.

SEITON (Systematic Arrangement):

Item must be placed in prefixed location so that are easily accessibly and can be easily

made sure that item can be lamely identified by labeling them properly.

SEISO (Spic and Span):

It means lemming the workplace and all the machinery by our selves.


SEIRT

SHITSUKE SEITON

SEISO SEIKETSU

ASHOK IRON WORKS

SEIKETSU (Serene Atmosphere)

Even a clean work place with proper selection and proper arrangement will soon become

dirty, if shorting out, systematic arrangement and spic and span are not continuously repeated.

Let us keep our area heat and clean, including one’s uniform also, through which we will

achieve to have serene atmosphere.

SHITSKE (Stick to self discipline):

Everyone should be discipline to follow strictly the rules and maintain standards while

working for e.g.: timing to follow prescribed operation standard safety measure.

Benefits of 5-S :-

• Continuity in work and hence reduce defects improve quality and productivity of the

work in all sphere.

• Individual in the work, which results in less or no accident, will practice safety and

proper maintenance.

• Helps in using machinery and tools safety.

• Smooth working is possible and low losses and hence increases efficiency and

productivity.


ASHOK IRON WORKS

How to achieve 5-S?

To achieve 5-S, every employee should observe around his work

Place and should ensure whether,

• Useless or unnecessary materials are not there at workplace.

• All materials are kept at there respective place.

• Everyone should be attentive and follow the rules and regulations. All employees

should work according to the set procedure or given instruction.

Observe at your workplace:

Observe the following whether,

• Any unworkable material is there?

• Materials used at workplace are there or not?

• Proper timetable is followed?

• Work is done according to the said procedure?

Let’s adopt 5’S and kick of the bad habits and improve the quality of work and remain the

maintain the class and quality of production.

Safety measures and policies:

Safety Measures:

The organization deal with foundry business and risk involved in working is very high. There

are possibilities of accidents right from minor to major. That is the reason why organization should

take proper measure of safety at workplace and off place too the below mention points are safety

concern of the organization.

Identifying the unsafe condition or unsafe act through:


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• Monthly safety audit report.

• Monthly safety committee meeting discussion.

• Reports by employees

The safety and health policy is introduced for providing good and safe environment

Work permit system is been implemented while working at height/at Fragile Roof.

Fire extinguishers are installed and Maintained at prominent places.

All gangways are kept free from materials

All machines are provided with safety guards.

First Aid boxes are provided at each unit

Ambulance van is directly available for taking injured to hospital.

Safety Policy:

Health and safety of employees whether at workshop, office or site, are matters of

interest concern to the management.

Management believes that human value involved is of great importance, wherever else

may be the compulsion of business and manufacturing

Safety and health operating procedures also have way for reduced cost and higher

productivity

Safety rank top on the priority list along with quality and production

Healthy employees are real assets of the organization

All accident and damages shall be prevented.


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The company is committed to

1. Ensure the plant, equipment machinery: process and system of work are safe, hazard

free and without risk of health.

2. Ensure availability of information ,instruction, training and supervision

3. Believe that, no job is so important as to overlook health and safety.

4. Believe that co-operation of the employees in observance of safety policy will provide

safe working condition and ensue accident safe and quality performance.

5. Provide regular health check-up to maintain the health status of the employees

6. Held accountable all skiff for the safety of their employees

7. To conduct safety inspection and safety audit periodically.

Company expect from employees:

1. To observe and adopt the safety rules.

2. To use all safety appliance, equipment and devices properly.

3. To follow the operation procedure.

4. To keep the workplace clean

5. To comply with the instruction competent authority.

6. To integrate safety in the job

7. To care for personal hygiene

8. Disseminate safety knowledge among colleagues

9. Draw the attention of right officer on any safe activity, procedure and condition.

10. Help to create safe working condition for others.


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11. To report all type of accident.

Health:

Provide the facilities like drinking water, urinals and toilets, and maintain them properly

Proper ventilation

Maintaining cleanness inside and surrounding of the shop.

Recruitment/Selection

Existing HRD data bank.

Within the group companies

Consultant/ placement agencies

Through personal contact

If suitable candidate are not available through above sources, then through, advertisement in news

papers. According to the provision of employment exchange ad the HRD department will notify the

same to the concern employment exchange.

Recruitment procedure:

A. Experienced candidates:

For experienced candidates, the salary fixation and other parts for each position

shall be as per pay scale however, individual fixation shall be made depending upon his

qualification, experience, job requirements etc.

B. Fresh candidates:

BE/Diploma/Graduation/PG:


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1. The period of training for fresh candidate will be one year

2. Stipend during the training period will be as per the company policy

3. The successful candidates as per regularization criteria will be observed in regular

scale/grade.

C. Workmen:

1. For fresh candidates, the training shall be 18 months

2. Stipend during the training period is as per the company policy.

3. Subsequently additional benefits as decided by the management will be exdended during

the course of training period .

4.Once the training period is completed successfully the tranee shall be observed in the

workmen category as per minimum wages Act.

Pay and Allowances:

Classification of employees is as per the policy of the company. The compensation

package for each scale also provided accordingly.

The employee placed in the scale based on the experience, qualification, nature of

work etc. Depending upon this basic are fixed with respective scales.

Attendance Policy

Attendance allowance of Rs 15/- per day payable based on minimum attendance during

the month i.e. working days minus 3days, however for new joined workers no deduction will

be made for first the month .The deduction will be affected from second month onwards. And

the worker becomes eligible for incentive only if he is present for 23days. The attendance is

recorded through a system called punching card system where in the worker should punch the INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 39

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card as he entre the company premises and when he leave the premises. And only the

permanent workers have the benefit of privilege leaves i.e. 1 PL in every 23 days.

ABSENTEEISM

Employee’s presence at work place during the scheduled time is highly essential for the

Smooth running of the production process in particular and the organization in general.

Despite the significance of their presence, employee sometime fails to report at the work place

during the scheduled time, which is known as ‘absenteeism’.Labour Bureau,Simla,defined

the term ‘absenteeism’ as “the failure of the worker to report for work when he is scheduled

to work.” Labour Bureau also states that “absenteeism is the total man-shift lost because of

Absence as a percentage of the total number of man-shifts scheduled to work.”

The impact of absenteeism on the organization:

Absenteeism is a substantial problem that costs businesses enormously. When an employee is

Routinely away from work, it has a detrimental effect on your organization. Some of the ways you

Are impacted are:

1. Lower productivity (by nature of the absence), resulting in lost revenue or lower profits

2. Higher costs, as a result of possible overtime pay for other employees on shift

3. Overworked employees, who may be stretched too thin when picking up the slack of an

Absent colleague. This lowers their own efficiency and productivity.


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4. Lower staff morale, as team members begin to resent those who are away or

management for not doing anything about it. This in turn is a key factor in overall

disengagement and is likely to prompt additional absenteeism.

THE ECONOMIC IMPACT OF ABSENTEEISM

Gauging precisely the cost impact of absenteeism is difficult.

Following effects of high levels of absenteeism

— Increased manpower complement to meet staffing needs.

— Loss of revenues from not meeting project schedules.

— Administrative cost to recruit, process and train new employees.

— Lost efficiency in work crews with new or inexperienced members.

— Underutilization of capital investments (tools, equipment).

— Interruption of work flow and task accomplishment.

— Misallocation of skills and talents of employees.

— Increased demand for administrative time and resources for planning and

Rescheduling.

— Increased overtime and employee fatigue.

— Lower morale.

There are various reasons for Employees to remain absent from work are –

Serious accidents and illness.

Low morale.

Poor working conditions.INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 41

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Boredom on the job.

Lack of job satisfaction.

Inadequate leadership and poor supervision.

Personal problems (financial, marital, substance abuse, child care etc).

Poor physical fitness.

Inadequate nutrition.

Favoritism done by the supervisors leading to alienation of workmen.

The existence of income protection plans (collective agreement).

Provisions which continue income during periods of illness or accident.

Stress and Workload.

Employee discontent with a collective bargaining process and/or its results.

A failure to respect individuals and be concerned with their needs.

A failure of teamwork, leading to feelings of alienation or even bullying.

Over supervision, leading to stress or the feeling of not being trusted.

Inappropriate tasks, leading to stress as workers are unable to complete their tasks

satisfactorily.

Pay rates that the employees feel are too low for their skills.

Absenteeism is calculated using the formula:-

Absenteeism Rate = Number of man days lost through absence 100

Number of men days schedule to work

OR

Absenteeism is calculated using the formula:-


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Absenteeism Rate = Number of lost working days due to absence / (Number of employees) x

(Number of Workdays) x 100

Many organizations set aside approximately 3% of budget for absenteeism. This

makes an average of about eight (8) days a year per employee.

If absenteeism is above the budgeted figure or certain employees exceed the average in

the organization then this could indicate that there is an absenteeism problem. However, even

if absenteeism is below budgeted or average days per year a problem may still exist for

individual employees or for individual departments. A focused effort will likely yield

improved attendance.

An absence from the workplace refers to time a team member is not on the job during

scheduled working hours, except for a granted leave of absence or holiday time.

Indeed, as prevention is better than cure, where such a problem occurs, it is always important

to review recruitment procedures to identify how such individuals came to be employed in the

first place.

For any business owner or manager, to cure excessive absenteeism, it is essential to

find and then eliminate the causes of discontent among team members.


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If they find their supervisor or job unpleasant - really unpleasant - they look for

legitimate excuses to stay home and find them with things such as upset stomachs or splitting

headaches.

Any effective absentee control program has to locate the causes of discontent and

modify those causes or eliminate them entirely. In other words, if we deal with the real

reasons team members stay home it can become unnecessary for them to stay away.

The following leave category hierarchy summaries the relationship between various types

of absence.


Absence from work

Unplanned absences Planned absences

Industrial disputes

Health Incapacity

Leave

Special leave Recreational Study leave

Long service

Work related Sick leave Family-

bereavementCommunity

Military

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The Cost of Absenteeism

The cost of absenteeism is greater than the direct payment of wages and benefits paid

durance the absence. Organizations must also consider the indirect cost of staffing,

scheduling, re-training, lost productivity, diminished moral, turnover, opportunity cost. The

indirect costs often exceed the direct cost of absenteeism.

For a firm the costs of absenteeism can be very high:

Lost production as the worker is unable to catch up with the wok that was missed.

It maybe necessary to offer extra overtime in order to complete an order on time. This

will increase the costs of the firm and lower their overall profits unless they can raise

the price to compensate.

If workers sense that there is a trend of absenteeism, they will tend to take more days

off themselves, this will lead to the problem snowballing.

Decrease in Productivity

Employees may be carrying an extra workload or supporting new or replacement staff.

Employees may be required to train and orientate new or replacement workers.

Staff morale and employee service may suffer.

The main direct impacts of absenteeism on productivity are:

Time spent by crew members (others) waiting for replacements.


Short term Long term Medical retirement

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Time spent moving replacements to and from other work locations.

Lost time by supervisory personnel in reassignment of work activities and locating

replacements.

Financial Costs

Payment of overtime may result.

Cost of self-insured income protection plans must be borne plus the wage costs of

replacement employees.

Premium costs may rise for insured plans.

Administrative Costs

Staff time is required to secure replacement employees or to re-assign the remaining

employees.

Staff time is required to maintain and control absenteeism.

Impact of absenteeism at workplace.

Affects employee morale – additional stress may be placed on employees who must

act as replacements or assume additional tasks.

Causes disruption in the workplace.

May create a perception of unfairness.

Affects the “team”.

May be the expression of other problems.


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Trends in Absenteeism

Recent surveys indicate the following trends in absenteeism.

The higher the rate of pay and the greater the length of service of the employee, the

greater the absences.

As an organization grows, there is a tendency towards higher rates of absenteeism.

Women are absent more frequently than men.

Single employees are absent more frequently than married employees.

Younger employees are absent more frequently than older employees but the latter are

absent for longer periods of time.

Unionized organizations have higher absenteeism rates than non-union organizations.

Features of Absenteeism

o The rate of absenteeism is the lowest on pay day, it increases considerably on

the days following the payment of wages and bonus.

o Absenteeism is generally high among the workers below 25 years of age and

those above 40 year of age.

o The rate of absenteeism varies from department to department within an

organization. Generally, it is high in the production department.

o Absenteeism in traditional industries is seasonal in character

Causes of Absenteeism

Absenteeism can be the result of either or both of two interdependent dynamics:


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Organizational Factors

Individual Behaviors.

1. Organizational Factors:

Many factors that contribute to staff absence are beyond an employer's direct control. Therefore, it is vital that employers do everything within their power to positively influence their staff towards 'anti-absenteeism'. Organizational absenteeism factors can be either direct or indirect.

The following list is not exhaustive, but attempts to highlight the most obvious/prevalent factors:

Direct:

a) No clear policies for absence management

b) Absenteeism monitoring is the responsibility of line management only

c) Higher sick leave entitlements than average

d) Lack of supportive work-life programs

e) An ageing workforce (with increasing health issues)

f) A prevailing view that employees are 'entitled' to take unused sick leave

Indirect:

a) Fear of layoff/high staff turnover (i.e. staff actively looking for employment elsewhere)

b) Job dissatisfaction (e.g. Low chance of advancement or promotion)

c) Office politics/competition/staff conflicts

d) Excessive time required away from family

e) Excessive workload (especially if perceived as unfair or irrelevant)

f) Personal problems outside of the workplace.

1. Individual Behaviors: INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 48

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It is true that some absenteeism is due to staff actively abusing sick-leave benefits. However a

deeper analysis would show that their absenteeism was as a result of either one or a combination of

Factors listed below, in varying degrees of intensity:

a) Illness.

b) Stress

c) Depression.

d) Alcohol.

MEASURES TO CONTROL ABSENTEEISM:-

An employer has to introduce suitable measures for reducing labour absenteeism to the

lowest level though it is not possible to remove it completely. Such measures should be

related to the important causes responsible for high rate of absenteeism. The possible

measures which an employer can adopt are as follows:

1. Proper Selection: Right type of people should be employed for various jobs. While

assigning work to the employees, their aptitudes and interests should be dully

considered. This will make them feel interested in their jobs.


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2. Proper Orientation: The new employee should be inducted in such a way that their

critical attitude is reduced as quickly as possible to avoid absenteeism from their

source.

3. Better Working Condition:- Workers some times remain absent due to hard nature of

jobs and bad working conditions. An employer can provide proper working conditions

so that workers may not have industrial fatigue.

4. Provision For Transport And Housing Facilities:- Workers sometimes remain

absent due to housing, transport and other difficulties. It is possible for the employers

to provide free or concessional transport facilities to workers from their residence to

the factory. This will ensure regular attendance of workers.

5. Incentive Bonus To Regular Employees: - Cash prizes may be given to those who

are regular throughout the year. Regularity in attendance should be taken into

consideration while giving promotions. Such positive measures encourage workers to

be regular in their attendance.

6. Disciplinary Action: - Strict action should be taken against who have the habit of

taking leave without proper sanction. Before taking any disciplinary action against the

chronic offenders, their name should be adequately published in the organization. If

the needs arises, the chronic offenders may be disciplined by layoffs, discharges and

denial of promotion and other privileges.INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 50

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7. Prevention Of Accidents: - Industrial accidents and even the fear of industrial may

increase absenteeism. The management should take adequate safety measures to

minimize industrial accidents in the workshop.

8. Effective Supervision:- Absenteeism can be reduced to great extent by effective

supervision. Supervisors and foremen should be given adequate training to deal with

various problems of workers. Absenteeism will be at a low level if the supervisors are

able to win the confident of the workers

9. Employee Counseling:- Absenteeism is essentially related to individual behavior and

can be better tackled through guidance and counseling. Workers should be given

proper education and orientation as regards absenteeism and their ill effects on them.

They should be encouraged to be regular through proper information, education and

guidance. Habitual absentees should be called by the personal counselors to impress

upon the seriousness of their absence and the need to be regular.

Absenteeism And Management:-

When the workers are absent from work, it leads to the loss in man hours schedule which has

direct influence on the production and productivity.

Absenteeism

Loss in productivity

Effective of productivity Increase in idle time

Decrease in supply

Decrease in profit Increase in fixed costINSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 51

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Decrease in the number

of customers

Lowering survival standard

of living

ABSENTEEISM AND WORKERS:-

Absenteeism

Decrease in wages

Indebtedness


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Decrease in standard of life

Low morale

Analysis And Interpretation

I. Absenteeism due to personal reason.

1. Size of the family:

S.No Size No. of Resonpondents Percentage

1 2 0 0

2 2-4 26 52

3 4-6 20 40INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 53

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4 > 6 4 8

Total 50 100

Interpretation:-

The above table states that 52% of the rspondents have a family size of 2

to 4 members due to the income level.40% of the respondents have a family size of 4 to 6

members and 8% of them have the family size of more than 6 members.

2. How far is your place of stay from work place?

S.No Kms No. of Respondents Percentage

1 within 1 km 6 12

2 within 5 kms 4 8

3 within 10 kms 36 72

4 more than 10 kms 4 8

TOTAL 50 100INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 54

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Interpretation:-

The above table states that 12% of the workers stay within 1 km. 2% of the

works stay within 5 kms from the place of work. 72% of the respondents stay within 10 km so

that they can avoid absenteeism.

3. Are the above tow questions the reason for becoming absent?

S.No No. of Respondents Percentage

YES 2 4

NO 48 96

TOTAL 50 100


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Interpretation:-

The above table states that 4% of the respondents becom absent because

the place of work is away from more than 10 kms and 96% of the respondents states, that is

not the reason for their absenteeism.

II.Absenteeism due to motivation:

4.What are your habits?

Habits No. Of Respondents Percentage

Smoking 10 20

Drinking 0 0


YES

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Gambling 0 0

Others 4 8

None 36 72

Total 50 100

Intrepretation:-

This table states that 20% of the workers have the habit of smoking.

None of the workers have the habit on gambling and drinking and 72% of the respondents

don’t have any habits as they are councious of their health.

5 . Are you satisfied with the remuneration that you are pain in this company?

Satisfaction Respondents Percentage

YES 16 32

NO 34 6 8


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TOTAL 50 100

Intepretation:-

The above grahp states that 32% of the respondents are satisfied with the

remuneration pain to them. 68% of the respondents are not satisfied with the remuneration

paid to them by the company because the salary paid to them is too less as per the work they

do.

6 . What is your savings?

Savings Respondents Percentage

4000-3000 0 0


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3000-2000 2 4

2000-1000 14 28

Less than 500 34 68

Total 50 100

Interpretation:-

The above table states that 4% of the respondents savings is 2000 – 3000.

28% of the respondents state that their savings is around1000-2000 and 68% of the

respondents states that their savings is less than 500 per month due to the size of the family

and hike in the daily needs .

7. Are you given a chance to participate in the discussion and are your ideas been

implemented?

Particulars No.of Respondents Percentage

YES 50 100


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NO 0 0

Total 50 100

Interpretation:-

The above table states that 100% of the respondents says that they give a chance to

participate in the discussion and the ideas are also been implemented.

8. Do you feel proud of being associated with the company?

Particulars No. of Respondents Percentage

YES 50 100


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NO 0 0

Total 50 100

Interpretation:-

The above table reveals that 100% of the respondents feel proud of

being associated with the AIW because of the friendly environment and the trust they keep on

the workers.

9. What motives you to work hard and be the part of the company’s growth?

Particulars No. of Respondents Particulars

Monetary Benefit 0 0


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Work Recognition 2 4

Trust 28 56

Promotion 0 0

Friendly Environment 20 40

Total 50 100

Interpretation:-

The above table reveals that 4 % of the respondents are motive by

work recognition and to be the part of company’s growth.56 % of the respondents gets

motivated by the trust .40% the respondents feel to be the part of this company’s

growth because of the friendly environment.

III .Absenteeism Due To Work Related Problems:

10. How is your relationship with your superior?

Particulars No .of Respondents Percentage

Very Good 22 44INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH, BELGAUM Page 62

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Good 26 52

Ok 2 4

Not Good 0 0

Total 50 100

Interpretation:-

The above table states that 44% of the respondents say their relation

with their superiors is very good.52% of the respondents say their relationship with

their superiors is good due to the cooperation and coordination and 4% say it’s OK.

11. Are you satisfied with the job that you are doing?


YES 50 100


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NO 0 0

Total 50 100

Interpretation:-

The above table reveals that 100% of the respondents are satisfied with

the job that they are doing as they are assigned to the work that is suitable for them.

12. Are the required facilities provided to you at the work place?

Particulars No. Of Respondents Particulars

YES 50 100


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NO 0 0

Total 50 100

Interpretation:-

The above table states that full 100% facilities are provided at

the work place.

13. Are you happy with working time?

Particulars No. of Respondents Particulars


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YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:

The above table states that 100% of the respondents are happy with

their working time.

14. Do you feel high work load at the company?


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YES 30 60

NO 20 40

Total 50 100

INTERPRETATION:-

The above table states that 60% of the respondents feels heavy work

load at the company and 40% of the respondents do not feel much heavy work load. Hence we

can clearly states that the work handeled by these workers at a foundry are labour intensive

and hard to work.

15. Reasons for becoming absent


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Health Problem 24 48

Family Problem 26 52

Work load 0 0

Superiors Behavior 0 0

Dis- satisfaction in work 0 0

Late Reports 0 0

Total 50 100

INTERPRETATION:

The above table reveals that 48% of the respondents feel that

health problem is the reason which leads the co workers to absenteeism and 52% of

the respondents finds family problem as a main reason for the absenteeism among

their co workers in the organization.


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16. Does your superior give you full knowledge about the work?


YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:

The table revels that 100% of the respondents are highly satisfied

with the helping tendency by providing the co workers with the ful knowledge and hence this

proves that the labourers have good relation with their co workers and are dependent on each

other for their work. This also shows us that the labourers are happy with their work

environment at AIW.


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17. Are you happy with the leave rules?


YES 50 100

NO 0 0

Total 50 100

INTREPRETATION:

The above table reveals that 100% of the respondents are happy

with the leave rules.


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18. Do your superiors show full trust in you and in your work?


YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:

The table states that 100% of the respondents agree that their superiors show full trust

in them and in the work as the workers do their job regularly and on time.


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19. Does the company go for personal counseling?


YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:-

The above table reveals that 100% of the respondents are

satisfied with the personal counsilng in the organization and solve their personal

problems and also take personal care of the labourers .


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20. Are your grievances been attented?


YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:

The above table states that 100% of the respondents are satisfied that their grievances are been attended timely.


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21. Do you bring into the notice of the superior about the mistake that you do?


YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:

The above table reveals that 100% of the respondents bring into

the notice of the superior about the mistakes they do.


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22. Do you feel absenteeism is causing problems to the company and you?


YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:

The above table reveals that 100% of the respondents are aware

that absenteeism will cause a problem to the company,s production and even to the

labourers.


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23. Due to long absenteeism, you may loose your job. Are you aware of it?


YES 50 100

NO 0 0

Total 50 100

INTERPRETATION:

The above table reveals that 100% of the respondents are aware that

they loose the job if their absenteeism is of longer time or duration.


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Findings and Suggestions:

Findings:-

1. 8% of the workers agree that his house is away from the company as many of the workers are from out state and yearly they take one month leave to visit their native.

2. 20% of the workers are habituated of smoking and none of the workers have the habit of gambling and drinking. 8% of the respondents have the habit of consuming tobacco.72% of the workers do not have any habits.

3. 68% of the respondents are not satisfied with the remuneration paid by the company.

4. 68% of the respondents say there are no savings left with them. The savings are less than Rs 500 monthly.

5. 100% of the respondents are satisfied because they get chance to contribute and participate in the discussion and share their ideas and also implement them.

6. 100% of the respondents feel proud to be associated with the AIW.

7. 56% of the respondents get motivated in doing work by the way of trust.

8. 52% of the workers say their relationship with the superiors is good i.e., with cooperation and coordination .

9. 100% of the workers are happy with the job that they are doing.

10. Safety measures and equipments are provided to the workers at the work place.

11. 100% of the respondents are happy with their working time.

12. 60% of the respondents feel their work is heavy loaded.

13. 52% of the workers absenteeism is due to family problem and 48% of absenteeism is due to the health problem of the workers.

14. Workers are happy with the helping tendency and providing full knowledge about the work.


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Suggestions:

1. There must be some activities conducted to the workers so that they are

motivated to do their job interestingly and avoid their laziness.

2. Care must be taken while recruiting the new workers.

3. Most of the workers remain absent due to family problems. Family

problems are not left at home when employees come to work; this affects

the workers to a great extent. Hence workers assistance programme should

be introduced in the organization, where employees are counselled with

their personal problem.

4. Stress management/meditation sessions should be conducted, especially

meditation/yoga sessions to be conducted at the start of the shift ,as it is an

foundry and there is lot of dust, noise and stress by meditation/yoga there

will be peace of mind , can maintain good health and will be fresh and

energetic for the day.

5. According to the observation the workers do not wear masks even though

they have been provided with the mask, ensure that they wear it

compulsorily as they enter the foundry to avoid health issues due to the

dust.

6. Establish a clear policy of firing chronic absentees, and communicate this

to all workers when they are hired.

7. Make each worker aware that they are a valued member of the "team", that

they play an important role in your organization and that their attendance is

critical.

8. Awards to each individual after periods of perfect attendance so that entire

crew can develop peer pressure to improve attendance and also the


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department with perfect attendance should be awarded which can motivate

other departments.

9. Organizations must keep in mind that their workers are motivated with the

desire to perform well and reduce absenteeism in order to enrich the

productivity.

10. Many workers agreed that the work load is more and there is too much of

work for one person to do by which the workers get exhausted , so the

management should try to recruit some more workers to subdivide the extra

work and supervisor should equally distribute the work according to skills

of the workers.

11. As the present attendance allowance is 15/- ,the management can increase

the attendance allowances which can motivate the workers to be present or

else he will not receive the allowance incase if he is absent for more than

3days. If the attendance allowance is been increase than the salary also will

be increased as the attendance allowance is included in the salary of the

workers.


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Absenteeism has become a major problem in most of the Indian industries. Today while

talking about the future course of action Indian industries will have to take into consideration

that to get competitive edge over this rivals, they have to sustain five things.

They are:-

1. Increased productivity.

2. Improver quality.

3. Innovation in the market.

4. A deep understanding of a customer needs.

5. Delivery of world class service and activities.

Absenteeism can be reduced to a great extent if the management takes initiative in

making the workers feel responsible towards their job. Though their main focus is

behind the punctual employee is their financial motive. A deep sense of loyalty can be

achieved from the workers.


CONCLUSI

ASHOK IRON WORKS

Management theory provides scientific technique to deal with various problems.

Absenteeism is the universal problem and every organization should strive to tackle

the problem for future development.

Absenteeism Questionnaire

For AIW Plant-II

Your Information:

Name:

Address:

Gender:

Age:

Department:

Designation:

Years of service:

PLEASE TICK THE APPROPRIATE ONE FOR EACH QUESTION THAT COMES CLOSEST TO REFLECTING YOUR OPINION ABOUT IT

I. Absenteeism due to personal reasons:

1. Size of the family:


QUESTIONNAIRE

ASHOK IRON WORKS

a) 2 [ ] c) 2 – 4 [ ]

b) 4 – 6 [ ] d) >6 [ ]

2. How far is your place of stay from work place?

a) Within 1 km [ ] c) within 5kms [ ]

b) Within 10 kms [ ] d) more than 10 kms [ ]

3. Is this the reason for becoming absent?

a) YES [ ] b) NO [ ]

II. Absenteeism Due To Motivation:

4. What are your habits?

a) Smoking [ ] c) Gambling [ ]

b) Drinking [ ] d) Others [ ]

5. Are you satisfied with the remuneration that you are paid in this company?

a) YES [ ] b) NO [ ]

6. What is your saving?

7. Are you given a chance to participate in the discussion and are your ideas been

Implemented?

a) YES [ ] b) NO [ ]

8. Do you feel proud of being associated with the company?

a) YES [ ] b) NO [ ]

9. What motives you to work hard and be the part of the company growth?

a) Monetary benefit [ ] c) Work recognition [ ]

b) Trust [ ] d) Promotion [ ]

e) Friendly environment [ ]

III. Absenteeism due to work related problems:


ASHOK IRON WORKS

10. How is your relationship with your superior?

a) Very good [ ] c) Good [ ]

b) Ok [ ] d) Not good [ ]

11. Are you satisfied with the job that you are doing

a) YES [ ] b) NO [ ]

12. Are the required facilities provided to you at the work place?

a) YES [ ] b) NO [ ]

13. Are you happy with working time?

a) YES [ ] b) NO [ ]

14. Do you feel high work load at the company?

a) YES [ ] b) NO [ ]

15. Reasons for becoming absent

a) Health problem [ ] b) Family problem [ ]

b) Work load [ ] d)Superiors behavior [ ]

e) Dis-satisfaction in work [ ] f) Late reporting [ ]

16. Does your superior give you full knowledge about the work?

a) YES [ ] b) NO [ ]

IV. Absenteeism Due To Other Problem:

17. Are you happy with the leave rules?

a) YES [ ] b) NO [ ]

18. Do your superiors show full trust in you and in your work?

a. YES [ ] b) NO [ ]


ASHOK IRON WORKS

19. Does the company goes for personal counseling?

a) YES [ ] b) NO [ ]

20. Are your grievances been attended?

a) YES [ ] b) NO [ ]

21. Do you bring into the notice of the superior about the mistakes that you do?

a) YES [ ] b) NO [ ]

22. Do you feel absenteeism is causing problems to the company and you?

a) YES [ ] b) NO [ ]

23. Due to long absenteeism, you may loose your job. Are you aware of it?

a) YES [ ] b) NO [ ]

THANK YOU


ASHOK IRON WORKS

www.ashokironworks.com

Company reports

www.citehr.com


BIBLIOGRAPHY

http://www.citehr.com/

http://www.ashokironworks.com/

Documents

’LABOUR ABSENTEEISM