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A PROJECT REPORTON

ABSENTEEISM ON EMPLOYEESAT

BISLIRI INTERNATIONAL PVT LTD.

Submitted To

Osmania UniversityIn Partial Fulfillment

Of

The Requirement for the Award of the Degree Of

MASTER OF BUSINESSADMINISTRATION

BY..

()

AVANTHI P.G. COLLEGE(AFFILIATED TO OSMANIA UNIVERSITY, HYDERABAD)

Moosarmbagh,Hyderabad2009-11

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CONTENTS

Chapter Title Page No------------------------------------------------------------------------------------

Chapter1

1.1 Introduction

03

1.2 Statement of the problem

07

1.3 Scope of the study

09

1.4 Objectives

11

1.5 Research Methodology

13

1.6 Limitations

16

Chapter--22.1 Company Profile 18

2.2 Industry Profile

24

Chapter33.1 Review Of Literature

27

Chapter44.1 Data Analyses And Literature

35

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Chapter55.1 Findings

59

5.2 Suggestions61

ANNEXURE

Questionnaire 64

Bibliography 66

INTRODUCTION

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1.1 INTRODUCTION

INTRODUCTION ABOUT MINERAL WATER:

THE HISTORY OF WATER:

Billions of years ago there was only a large cloud of gasses. In

this large cloud there were the gasses oxygen (O2), and hydrogen (H2).

When the temperature decreased, solid rock came to existence holding

water within. Because the temperature was still dropping, the gasses

changed into liquids. The condensed water gathers in large oceans on

the solid rock surface. The temperature keeps dropping further, but

stabilizes soon enough to keep the water from freezing into ice, except

for the icecaps on the north- and South Pole. The liquid water forms

rain, oceans, lakes and rivers.

DISCOVERY OF WATER:

Before the 18th century, water was seen as an element:

Something you could not separate in two or more other things. In the

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end of the 18th century, during the age of relief, scientist started to

research all things they did not know.

1783- In this time, water was also analyzed. French scientist found out

how to split water into oxygen and hydrogen. Their names were A.L

Lavoisier, J.M.C. Meusier de la Place and G. Monge. They let water

vapor react with red-hot iron, so the water was analyzed.

1789- Scientist from The Netherlands discovered the same thing. J.R.

Deiman and A. Peats van Troostwijk did a scientific experiment with

water and sparks. The water reacted into oxygen and hydrogen.

1891- The French scientist Vernon started to think about the

possibility of water coming at it's heaviest moment by 4oC. He tried to

explain it, but Wilhelm Conrad Rontgen has enlarged his description in

1892.

1950- The research from water has finally begun. Scientist

discover water has got the so-called 'Hydrogen bonds' This explains

the heaviest point of water at 4oC

In many places, "mineral water" is often colloquially used to mean

carbonated water (which is usually carbonated mineral water, asopposed to tap water).

Mineral water is water containing minerals or other dissolved

substances that alter its taste or give it therapeutic value. Salts, sulfur

compounds, and gases are among the substances that can be

dissolved in the water. Mineral water can often be effervescent.

Mineral water can be prepared or can occur naturally.

Traditionally mineral waters would be used or consumed at their

source, often referred to as taking the waters or taking the cure, and

such sites were referred to as spas, baths or wells. Spa would be used

when the water was consumed and bathed in, bath when the water

was not generally consumed, and well when the water was not

generally bathed in. Often an active tourist centre would grow up

around a mineral water site (even in ancient times; see Bath). Such

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http://en.wikipedia.org/wiki/Carbonated_waterhttp://en.wikipedia.org/wiki/Waterhttp://en.wikipedia.org/wiki/Mineralhttp://en.wikipedia.org/wiki/Salthttp://en.wikipedia.org/wiki/Sulfurhttp://en.wikipedia.org/wiki/Gashttp://en.wikipedia.org/wiki/Effervescenthttp://en.wikipedia.org/wiki/Spahttp://en.wikipedia.org/wiki/Public_bathinghttp://en.wikipedia.org/wiki/Water_wellhttp://en.wikipedia.org/wiki/Tourismhttp://en.wikipedia.org/wiki/Bath%2C_Somersethttp://en.wikipedia.org/wiki/Carbonated_waterhttp://en.wikipedia.org/wiki/Waterhttp://en.wikipedia.org/wiki/Mineralhttp://en.wikipedia.org/wiki/Salthttp://en.wikipedia.org/wiki/Sulfurhttp://en.wikipedia.org/wiki/Gashttp://en.wikipedia.org/wiki/Effervescenthttp://en.wikipedia.org/wiki/Spahttp://en.wikipedia.org/wiki/Public_bathinghttp://en.wikipedia.org/wiki/Water_wellhttp://en.wikipedia.org/wiki/Tourismhttp://en.wikipedia.org/wiki/Bath%2C_Somerset


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tourist development resulted in spa towns and hydropathic hotels

(often shortened to Hydros).

In modern times, it is far more common for mineral waters to be

bottled at source for distributed consumption. Travelling to the mineral

water site for direct access to the water is now uncommon, and in

many cases not possible (because of exclusive commercial ownership

rights). There are over 3000 brands of mineral water commercially

available worldwide.The U.S. FDA classifies mineral water as water

containing at least 250 parts per million total dissolved solids (TDS),

and is also water coming from a source tapped at one or more bore

holes or spring, originating from a geologically and physically

protected underground water source. No minerals may be added to

this water

THE MAJOR PLAYERS OF MINERAL WATER IN INDIA :

Aava

Alfa & Omega

Alfa Blue

Aquafina

Atlas Premium

Avian

Bailley

Bibo

Bisleri

Cool Valley

Dew Drops

Dislaren

Fit-n-Fine

Golden Eagle

Golden Valley

Haywards 5000

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http://en.wikipedia.org/wiki/Spa_townhttp://en.wikipedia.org/wiki/Hydropathic_establishmenthttp://en.wikipedia.org/wiki/Bottled_waterhttp://en.wikipedia.org/wiki/Total_dissolved_solidshttp://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3206http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3237http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=140http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3189http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=324http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=348http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=417http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3259http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=483http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=700http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=795http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=811http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3191http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1224http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1226http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3190http://en.wikipedia.org/wiki/Spa_townhttp://en.wikipedia.org/wiki/Hydropathic_establishmenthttp://en.wikipedia.org/wiki/Bottled_waterhttp://en.wikipedia.org/wiki/Total_dissolved_solidshttp://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3206http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3237http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=140http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3189http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=324http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=348http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=417http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3259http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=483http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=700http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=795http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=811http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3191http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1224http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1226http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3190


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Hello

Himalayan

Jairu Naturelle

Just Born Spring Drops

Kenbar

Kingfisher

Kinley

Maqua-2000

Nakshatra

Nestl Pure Life

Palmspring Mineral Water

Pristine

Pure Lifekare

Raindrops

Sahil

Silver Springs Aqua

Sindhu Safe Water Snow Pure

Spaa Aqua

Sprint Up

Universal-Aqua

Yelgris

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http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1286http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1303http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3268http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3192http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1419http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3188http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1433http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1641http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1780http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1810http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3066http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2014http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2024http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2057http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3185http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2377http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2992http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3147http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2454http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2477http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2644http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2824http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1286http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1303http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3268http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3192http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1419http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3188http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1433http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1641http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1780http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1810http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3066http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2014http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2024http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2057http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3185http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2377http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2992http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3147http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2454http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2477http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2644http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=2824


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STATEMENTOF THEPROBLEM

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1.2 STATEMENT OF THE PROBLEM

Every organization needs to have effective Human Resources

Function. Absenteeism is one of the functions in Human Resource

Management. It also plays an important role in the organization. If the

absenteeism is decreased then the people will have a satisfaction in

the work and also productivity increases and vice versa. The main

problem is to find out the rate of absenteeism in BISLERI

INTERNATIONAL Pvt Ltd. As there are different departments in the

organization. It is very difficult to get appropriate information from all

departments.

This study is bounded to Absenteeism and exactly and focuses

on the satisfaction of the employee on Absenteeism and how

effectively the organization is maintaining the absenteeism records

and finally giving Suggestions and conclusion to the organization.

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SCOPE OF THESTUDY

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1.2 SCOPE OF THE STUDY

Study of absenteeism among industrial workers is not only from

view point but it is important from the view point of the moral of the

employees. Even though the effect of the good moral of the employee,

may not be evaluated in terms of costs, but it should be say that it is

important than cost.

The main purpose behind this project is to find out the causes that lead

to Absenteeism.

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OBJECTIVES

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1.4 OBJECTIVES OF THE STUDY

The following are the main objectives of the Study

To identify the variables that lead to absenteeism.

To Study the variables that reduces the rate of absenteeism

To find out the rate of absenteeism in Bisleri International

organization.

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RESEARCH

METHODOLO

GY

1.5 RESEARCH METHODOLOGY

This research methodology is the technique followed in social research

on a subject.

The research has selected the subject A Study of Absenteeism

of workers in Bisleri International Pvt.Ltd.

2.4 DATA SOURCES

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The process starts after selection of the topic. Research design

denotes the planning of the research. The researcher has to decide

whether he has to collect primary data or depend exclusively on

secondary data. Sometimes, the research study is based on both

secondary and primary data.

DATA COLLECTION

Data collected from primary and secondary sources.

Primary data

Primary data collected through questionnaires, observation and

personal interview.

Secondary data

Secondary data collected through reference books and past

records and absenteeism reports of the company.

Sample Size : 105

PROCESSING AND ANALYSIS OF DATA

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

data obtained from the questionnaire is arranged in a serial order then

a master copy with tabulation method is being prepared.

Tabulation is a part of the technical procedure where in the

essential data are put in the form of tables.

CALCULATION OF ABSENTEEISM RATE

The absenteeism rate is a statistical expression of the total time

lost due to the unauthorized absence during a particular period.

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The standard formula to calculate the rate of absenteeism is the

ratio of man shifts lost due to absence of workers to the number of

man shifts scheduled to work.

1. Absenteeism percentage rate

100xworktoscheduledShiftsMan

absenttoduelostShiftsMan

=

2. Spell of Absence

100xyeartheinemployednumberAverage

yearainabsentsofNumber=

3. Absenteeism percentage rate

100xdaysworkofnumberxemployeesofnumberAverage

periodtheduring

absencejoboutthroughlostdayss'employeeofNumber

=

According to FLIPPO

100xworktoscheduleddaysMan

lostdaysMan%mAbsenteeis

=

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LIMITATIONS

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1.6 LIMITATIONS

Workers are not interested in answering to the questions.

Workers are feeling inconvenient to answering the questions.

The workers name is mentioned in questionnaire while collecting

the data, this might have been a negative approach in their view.

Because of their busy work the data collected in hurry.

To collect the information superiors are not interested, because

they are feeling work may disturb.

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2.1 COMPANY PROFILE

Mineral Water under the name 'Bisleri' was first introduced in

Mumbai in glass bottles in two varieties - bubbly & still in 1965 by

Bisleri Ltd., a company of Italian origin. This company was started by

Signor Felice Bisleri who first brought the idea of selling bottled water

in India.

Parle bought over Bisleri (India) Ltd. In 1969 & started bottling

Mineral water in glass bottles under the brand name 'Bisleri'. Later

Parle switched over to PVC non-returnable bottles & finally advanced

to PET containers.

Since 1995 Mr. Ramesh J. Chauhan has started expanding

Bisleri operations substantially and the turn over has multiplied more

than 20 times over a period of 10 years and the average growth rate

has been around 40% over this period. Presently the company have 8

plants & 11 franchisees all over India. It have its presence covering

the entire span of India. In future ventures it look to put up four more

plants in 06-07. the company command a 60% market share of the

organized market. Overwhelming popularity of 'Bisleri' & the fact that

pioneered bottled water in India, has made synonymous to Mineral

water & a household name. When you think of bottled water, you think

Bisleri.

Bisleri value customers & therefore have developed 8 unique

pack sizes to suit the need of every individual. They present in 250ml

cups, 250ml bottles, 500ml, 1L, 1.5L, 2L which are the non-returnable

packs & 5L, 20L which are the returnable packs. Till date the Indian

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consumer has been offered Bisleri water, however in its effort to bring

something refreshingly new, the company have introduced Bisleri

Natural Mountain Water - water brought to you from the foothills of the

mountains situated in Himachal Pradesh. Hence the product range now

comprises of two variants : Bisleri with added minerals & Bisleri

Mountain Water.

It is its commitment to offer every Indian pure & clean drinking

water. Bisleri Water is put through multiple stages of purification,

ozonised & finally packed for consumption. . Rigorous R&D & stringent

quality controls has made a market leader in the bottled water

segment. Strict hygiene conditions are maintained in all plants.

In its endeavor to maintain strict quality controls each unit

purchases performs & caps only from approved vendors. The company

produce its own bottles in-house. It have recently procured the latest

world class state of the art machineries that puts us at par with

International standards. This has not only helped to improve packaging

quality but has also reduced raw material wastage & doubled

production capacity. We can be rest assured that you are drinking safe& pure water when you consume Bisleri. Bisleri is free of impurities &

100% safe. Enjoy the Sweet taste of Purity !

GENESIS

The name that epitomizes mineral water today was first

introduced in Mumbai in the early 60's. In 1965 Signor Felice Bisleri an

Italian by origin, came up with the idea of selling bottled water in India.

His company Bisleri Ltd. offered mineral water in two variants - bubbly

and still.

In 1969 Parle bought over Bisleri (India) Ltd. and started bottling

Mineral water in glass bottles under the brand name 'Bisleri'. In due

course Parle switched over to PVC non-returnable bottles and finally

advanced to PET containers.

EXPANSION

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Under the leadership and vision of Mr. Ramesh J. Chauhan, Bisleri

has undergone significant expansion in their operations. The company

has witnessed an exponential growth with their turnover multiplying

more than twenty times in a short span of 10 years. The average

growth rate over this period has been around 40% with Bisleri enjoying

more than 60% of the market share in the organized mineral water

segment.

Currently Bisleri has 11 franchisees and 8 plants across India, with

plans of setting up 4 new plants on the anvil. The overwhelming

popularity of 'Bisleri' and the fact that we were the pioneers of the

bottled water industry in India has made us synonymous to Mineral

water and a household name. So naturally 'When you think of bottled

water, you think Bisleri'.

BISLERI WITH ADDED MINERALS:

Bisleri Mineral Water contains minerals such as magnesium

sulphate and potassium bicarbonate which are essential minerals for

healthy living. They not only maintain the pH balance of the body but

also help in keeping you fit and energetic at all times.

BISLERI MOUNTAIN WATER:

Bisleri Natural Mountain emanates from a natural spring, located in

Uttaranchal and Himachal nestled in the vast Shivalik Mountain ranges.

Lauded as today's 'fountain of youth', Bisleri Natural Mountain Water

resonates with the energy and vibrancy capable of taking you back to

nature. Bisleri Natural Water is bottled in its two plants in Uttaranchal

and Himachal Pradesh and is available in six different pack sizes of

250ml, 500ml, 1 litre, 1.5 litre, 2 litre and 5 litres.

VARIOUS DEPARTMENTS IN THE BISLERI :

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Raw materials department

Production department

Quality control department

Workshop

Finance department

Personnel department

Grievance

Redressal system

Marketing department

EDP department

Employee relations department

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ORGANIZATIONCHART

CHAIRMAN

BOARD OF DIRECTORS

MANAGING DIRECTORS

EXECUTIVE DIRECTOR

Vice Vice ViceVice

President president presidentpresident

Finance personnel marketingproduction

Staff Staff StaffStaff

Source : Company Records

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PERSONNEL DEPARTMENT CHART

VICE PRESIDENT PERSONNEL

Source : Company Records

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Deputy managerpersonnel

Deputy managerPersonnel (Head

Assistantmanager

securit cantee Welfare

Timeofficer

Junior officer Assistant

DriversAssistants

SecurityGuards

Attend CanteenWork

Securitysupervis

SecurityHead

Security

Guards

Assistan

Cooks

Helper

Assistan

EDPAssistan

EPAB X

Assistan

Juniorofficer

Assistant

Cycle

Stand

Attender Drivers

Clerks


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INDUSTRYPROFILE

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2.2 THE WATER INDUSTRY PROFILE

Brussels, 28 June 2006 - With the "Profile of the German

Water Industry 2005", the associations of the water industry are for the

first time presenting a comprehensive overall picture of the water

supply and wastewater disposal industry of an EU Member State

compared to European performance. The report of the six participating

associations of the water industry illustrates the standard of

performance and efficiency of the German water industry. With a view

towards the discussion of changing the regulatory framework of the

water industry towards more liberalization and of introducing general

obligations to tender coming up time and again in Brussels, it gives the

politicians, the public and all interested parties the opportunity to

extensively assess the performance of the German water industry and

its high esteem among the customers.

"The German Water Industry Profile comes up to the wish of

the public and politicians to make the services of water supply and

wastewater disposal transparent. We are anxious to see what will

come from other EU Member States in this direction", Dr. Otmar

Bernhard, Secretary of State in the Bavarian Ministry of the

Environment, Public Health and Consumer Protection, stated on the

occasion of the presentation of the Water Industry Profile by the

participating associations at the Bavarian representation in Brussels.

The "Profile of the German Water Industry 2005" highlights the high

performance of the water supply and wastewater disposal as a core

statement. "The consumers in Bavaria and Germany are excellently

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served especially in view of the drinking water quality and security of

supply", Bernhard continued. "The fields of efficiency, security and

quality of supply and disposal as well as sustainability are subject to

high standards. Thus, longer interruptions of supply are unknown in

Germany which is due to the high technical standards of treatment and

distribution as well as the excellent condition of networks in a

European comparison. Also in the field of wastewater treatment,

Germany is one of the top-performers in Europe. The German

wastewater is by 94 percent submitted to biological treatment in

sewage plants pursuant to the highest EU standard, including the

elimination of nutrients", the associations pointed out

"The German water supply utilities have by far the lowest

network losses in a European comparison. Drinking water of an

excellent quality is available to the citizens at all times", the

associations emphasized. With the Water Industry Profile they point

out that the prices for drinking water and the wastewater charges haveremained stable for approx. ten years now. "The increase rates are

almost identical to the increase of other costs of living", the

associations of the water industry continued. In Germany, these

services are provided in well-proven, municipal structures.

The Water Industry Profile was drawn up by

Arbeitsgemeinschaft Trinkwassertalsperren e. V. (ATT), the Federal

Association of the German Gas and Water Industries (BGW), Deutscher

Bund verbandlicher Wasserwirtschaft e. V. (DBVW), the German

Technical and Scientific Association for Gas and Water (DVGW), the

German Association for Water, Wastewater and Waste (DWA) and the

Association of Local Utilities (VKU). The publication is based on national

and international statistical data and surveys on customer satisfaction

collected on a long-term basis. Especially the results of various

benchmarking projects provide an important basis. After all,

benchmarking is an integral constituent of the modernization strategy

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in the water supply and wastewater disposal. Also the associations

identify benchmarking as a model for success.

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REVIEW OFLITERATURE

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3.1 THEORETICAL BACKGROUND OF THE TOPIC

Absenteeism has been variously defined authorities from time totime.

Thus the term absenteeism refers to the workers absence from his

regular task when he is scheduled to work. Any employee may stay

away from work if he has taken leave to which he is entitled or as the

ground of sickness or some accident without any previous sanction of

leave.

Nevertheless usually involuntary layoff, lack of work, authorized

leave or vacation period of work stoppage is not counted as absence

strikes and lockouts are treated as absence are many include late

attendance in it.

SOME DEFINITIONS OF ABSENTEEISM

MEANINGEmployees presence at work place during the

schedule 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, employees sometimes fail to report at the

work place during the scheduled time, which is known as

absenteeism.

DEFINTIONS

Absenteeism as the failure of a worker to report

for work when he is scheduled to work.

- LABOUR BUREAU,

SIMLA

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Absenteeism as the practice or habit of being an

absence and an absentee is one who habitually

stays away.

- WEBSTERS DICTIONARY

Absenteeism is the total man-shifts lost because of absence

as a percentage of the total number of man-shifts schedule to

work.

- LABOUR BUREAU

FEATURES OF ABSENTEEISM

Research studies undertaken by different reveal thefollowing features of absenteeism:

1. The rate of absenteeism is the lowest on

payday; it increases considerably on the days

following the payment of wages and bonus.

2. Absenteeism is generally high among the

workers below 25 years of age and those

above 40 years of age.3. The rate of absenteeism varies from

department to department with in an

organization.

4. Absenteeism in traditional industries is

seasonal in character

TYPES OF ABSENTEEISM

Absenteeism is of four types viz.,

1. Authorized Absenteeism

If an employee absents himself from work by

taking

Permission from his superior and applying for leave such absenteeism

is called authorized absenteeism.

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2. Unauthorized Absenteeism

If an employee absents himself from work without

informing or taking permission and with our applying for leave such

absenteeism is called unauthorized absenteeism.

3. Willful Absenteeism

If an employee himself from his duty willfully such

absentee- - ism is called willful

absenteeism.

4. Caused by circumstances beyond ones control

If an employee is absent himself from duty

owing to the circumstances beyond his control like involvement in

accidents or sudden sickness, such absenteeism is called absenteeism

caused by circumstances beyond ones control.

CAUSES OF ABSENTEEISM

The following are the general causes of absenteeism.

1. Maladustments with the working conditions

If the working conditions of the company are poor, the

workers cannot adjust themselves with the companys

working conditions.

Then they prefer to stay away from the company.

2. Unsatisfactory housing conditions

At the work place.

3. Industrial fatigue

It compels the worker to remain outside the

workplace.

4. Social and Religious ceremonies

These divert the workers attention from the

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5. Unhealthy working condition

The poor and intolerable working conditions in the

factory irritate the workers . Excess heat, noise,

either too much or too low lighting, poor ventilation,

dust, smoke etc., cause poor health of workers.

6. Poor welfare facilities

Though a number of legislations concerning

welfare facilities are enacted many organizations fails to provide

welfare facilities. This is either due to the poor financial position of the

companies or due to the exploitative attitude of the employer. The

poor employee facility includes poor sanitation. Washing, bathing, first

aid appliance, ambulances, rest rooms, drinking water, canteen,

shelter, crushes etc., the dissatisfied workers with this facilities prefer

to be away from the work place.

7. Alcoholism

The workers mostly prefer to spent money on the consumption of

the liquor, and enjoyment after getting wages. Therefore, the rate of

absenteeism is more during first week of every month.

8. Indebtedness

The low wages and unplanned expenditure of the workers force

them to borrow heavily. The research studies indicates that worker

borrow more than ten times of their net pay. Consequently workers fail

to repay the money. Then they try to escape from the place in order to

avoid the moneylenders. This leads to absenteeism.

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Wages in some organizations are very poor and they are quite

inadequate to meet the basic needs of the employees. Therefore

employees go for other employment during their busy seasons and

some take part time jobs to earn more money. Thus the employees

resort to moonlight and absent themselves from the work.

10. Inadequate leave facilities

The inadequate leave facilities provided by the employer forces him

to depend on ESI leave, which allows the workers to be away from the

work for 56 days in absenteeism year on half pay.

CATEGORIES OF ABSENTEEISM

K.N. Vaid classifies chronic absenteeism in to five

categories viz.,

1. Entrepreneur

This class of absenteeism that their jobs are very

small for their total interest and personal goals. They engage

themselves in other social and economic activities to fulfill their goals.

2. The status seekers

This type of absentee enjoys or perceives a higher

ascribed social status and are keen on maintaining it.

3. The epicureans

This class of absentees does not like to take up the

jobs, which demand initiative, responsibility, discipline and discomfort.

They wish to have money, power, status, but are unwilling to work for

their achievement.

4. Family- oriented

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This type of absentees is often identified with the

family activities.

5. The sick and old

This category of absentees is mostly unhealthy weak

constitution or old people.

EFFECTS OF LABOUR ABSENTEEISM

Excessive absenteeism leads to delay in the production

process often overtime work is to be resorted to complete

production schedule, which involves payment of double the

normal wages to the employees.

Excessive absenteeism leads to extra pressure of work on

other employees.

Absenteeism of workers who from absenteeism part of the

group weakens the unity of the working group where work

is of interdependent nature, absentee stoppage of

production.

Due to the absenteeism of workers if orders are not

promptly executed which leads to loss of reputation and

good will of the factory.

Excessive absenteeism also leads to discharge of

employees from the factory.

It leads to incurring of fixed expenses without absenteeism

corresponding increase in production.

Workers suffer loss of pay during the period of absence

from work.

Workers also stand to loss promotion facilities if he

abstains from work for along period and frequently.

ABSENTEEISM IN INDIAN CONTEXT

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Sharma provides a summary of research studies conducted on

absenteeism in India. It has been estimated that the rate of

absenteeism has been increasing in Indian Industries. As it forms a

persistent problem, suggestions have been made to minimize its

magnitude. It has been denied that absenteeism is an extension of the

lack of commitment on the part of human resources and asserted that

it relates to the structure of new values among the work force at

present. Attempts have been made to indicate relationships of

absenteeism with socio-cultural factors in influencing the individual,

job-related factors and personal difficulties of the individual workers,

panakal traced the causes of absenteeism different social, physical and

psychological factors and visualizes that improves methods of record

keeping, good working conditions, a well coordinated welfare,

programme and effective leadership are likely to minimize this waste-

full element.

Sharma revealed significant relationships of absenteeism with

rural-urban background and union involvement. Like wise, another

study explores the personality traits of absence prone workers.

Saroja Bhai reports significant relationships (or) absenteeism with

pe4rsoal factors such as age, distance from the establishment, marital

status and number of children. Moreover, personal factors such as

neuroticism, nervousness, fatigue and general disability were

significantly related absenteeism.

Sinha obtained a significant positive company- relation

between manifest anxiety scores of 110 workers and the number of

days of absence during the year.

Thus Studies on Absenteeism in India have covered several

aspects and are as comprehensive as those in the west.

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MEASURES TO MINIMIZE ABSENTEEISM

Absenteeism affects the organization from the multiple angles. It

affects severely the production process and the business proves. The

effect of unauthorized absenteeism is more than the other types of

absenteeism however it would be difficult to completely avoid

absenteeism. The management can minimize the absenteeism. The

measures are useful in controlling (or) minimizing absenteeism.

Selecting the employee by testing them thoroughly regarding

their aspirations values system responsibility and the

sensitiveness.

Adapting humanistic approach in dealing with the personal

problems of employees.

Following proactive approach in identifying and redressing

employee grievances.

Providing hygienic working conditions.

Providing welfare measures and fringe benefits balancing theneed for the employees and the ability of the organization.

Providing high wages and allowances based on the

organizational financial position.

Improving the communication network particularly the upward

communication.

Providing leave facility based on the needs of the employees

and organization requirements. Providing cordial human relations and industrial relations.

Educating the workers.

Counsel the workers about their career, income and

expenditure, habits and culture.

Fra-flow of information, exchanging of ideas, problems etc.

between subordinate and superior. Granting leave and financial assistance liberally in case of

sickness of employee and his family members.

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Offering attendance bonus and inducement.

Providing extensive training encouragement special

allowances in case of technological advancement.

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DATA ANALYSIS

&INTERPRETATION

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TABLE 4.1

FAMILY SIZE OF THE RESPONDENTS

FAMILY SIZE No.ofRESPONDENT

S

PERCENTAGE(%)

2 Members 20 19.043 to 5 Members 54 51.425 to 7 Members 20 19.04

Above 7 Members 11 10.50Total 105 100

Source : Primary Data

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19%

52%

19%

10%

2 members 3 to 5 members 5 to 7 members above 7 members

Source : From the above table 4.1

Inference:

The above table explains that from the total respondents 19.04%

of respondents are having 2 members as family size, 51.42% of

respondents are having 3 to 5 members as family size, 19.04% of

respondents are having 5 to 7 members as family size and 10.50% of

respondents are having above 7 members as family size.

TABLE 4.2

MARITAL STATUS OF RESPONDENTS

MARITAL STATUS RESPONDENTS PERCENTAGE(%)Married 75 71.43

Un Married 30 28.57Total 105 100


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71%

29%

married unmarried


Inference:


are Married

and 28.57% of respondents are Un Married.

TABLE 4.3

EDUCATIONAL QUALIFICATION OF EMPLOYEES

EDUCATIONALQUALIFICATION RESPONDENTS PERCENTAGE(%)

Illiterate 35 33.33Below 10th 23 21.90Technical

qualification

27 25.73

Graduates 20 19.04Total 105 100


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33%

22%

26%

19%

Illiterate Below 10th Technical qualification Graduates


Inference:

The above table explains that from the total respondents,

33.33% are illiterates, 21.90% are below 10th, 25.73% are having

technical qualification and 19.04% are graduates.

TABLE 4.4

YEARS OF EXPERIENCE OF RESPONDENTS

EXPERIENCE RESPONDENTS PERCENTAGE(%)Below 5 years 10 9.525 to 10 years 35 33.3315 to 20 years 20 19.0420 to 30 years 40 38.11

Total 105 100.00


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10%

33%

19%

38%

Below 5 years 5 to 10 years 15 to 20 years 20 to 30 years


Inference:


of respondents are having below 5 years experience, 33.33% of

respondents are having 5 to 10 years of experience, 19.04% or

respondents are having 15 years of experience and 38.11% of

respondents are having 20 to 30 years of experience.

TABLE 4.5

DISTANCE BETWEEN RESPONDENTS HOUSE AND FACTORY

DISTANCE RESPONDENTS PERCENTAGEBelow 1 km 42 401 to 5 km 21 205 to 10 km 16 15.24

Above 10 km 26 24.76Total 105 100.00


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40%

20%

15%

25%

Below 1 km 1 to 5 km 5 to 10 km Above 10 km


Inference:

The above table explains that from the total respondents 40% of

respondents are residing below 1 k.m. distance, 20% of respondents

are residing in 1 to 5 k.m. distance, 15.24% of respondents are

residing in 5 to 10 k.m. distance, and 24.76% of respondents are

residing above 10 k.m. distance.

TABLE 4.6

ABSENT DUE TO UNEXPECTED WORK

UNEXPECTED WORK RESPONDENTS PERCENTAGERarely 40 38.10

Some times 22 20.95Always 0 0Never 43 40.95Total 105 100.00


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38%

21%0%

41%

Rarely Some times Always Never


Inference:

The above table explains that from the total respondents, 38.1%

of respondents are absent rarely due to unexpected work, 20.95% of

respondents are absent sometimes due to unexpected work, and

40.95% of respondents are never absent due to unexpected work.

TABLE 4.7

WORKERS FACING PROBLEM IN SHIFTS

SHIFT RESPONDENTS PERCENTAGE1st shift 22 20.95

2nd shift 21 20.003rd shift 42 40.00

General 20 19.05Total 105 100.00


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21%

20%

40%

19%

1st shif t 2nd shif t 3rd shif t General


Inference:


are facing problem in 1st shift, 20% of respondents are facing problem

in 2nd shift, 40% of respondents are facing problem in 3rd shift, and

19.05% of respondents are facing problems in general shift.

TABLE 4.8

DIFFERENT PROBLEMS FACING TO ATTENDDUTY

PROBLEMS RESPONDENTS PERCENTAGE

Sickness 39 37.15Social 25 23.80

Personal 41 39.05

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Total 105 100.00


37%

24%

39%

Sickness Soc ial Personal


Inference:


are facing sickness problem, 23.80% are facing social problem, 39.05%

are facing personal problem.

TABLE 4.9BAD HABITS IN THE WORKERS

BAD HABITS RESPONDENTS PERCENTAGEAlcohol 37 35.24

Smoking 31 29.52Gambling 14 13.33Nothing 23 21.91Total 105 100.00


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71%

29%

0%

0%

Strongly agree Agree Disagree Strongly Disgree


Inference:

The above table explains that from the total respondents

71.43% of respondents are strongly agree that absenteeism affects the

economic conditions, 28.57% of respondents are agree that

absenteeism affects the economic conditions.

TABLE 4.11

WORKERS HAVING CREDITORS AT THEIR WORK PLACE

CREDITORS RESPONDENTS PERCENTAGEYES 57 54.28

NO 48 45.72Total 105 100.00


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54%

46%

Yes No


Inference:


54.28% of respondents are having creditors at their work place,

45.72% of respondents are having no creditors at their work place.

TABLE 4.12

RESPONDENTS HAVING ANY OTHER SOURCES OF INCOME

SOURCES OF

INCOME

RESPONDENTS PERCENTAGE

Agriculture 33 31.41Business 35 33.33

Nothing else 47 44.76Total 105 100.00

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31%

24%

45%

Agriculture Business Nothing else


Inference:


of respondents are having agriculture as sources of income, 33.33% of

respondents are having business as sources of income, and 44.76% of

respondents are not having any other sources of income.

TABLE 4.13

ABSENT DUE TO BAD WORKING CONDITIONS

BAD WORKINGCONDITIONS RESPONDENTS PERCENTAGE

Strongly agree 20 19.06Agree 22 20.96

Disagree 40 38.09Strongly Disagree 23 21.09

Total 105 100.00


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19%

21%

38%

22%

Strongly agree Agree Disagree Stongly disagree


Inference:


are strongly agree that they are absent due to bad working conditions,

20.96% of respondents are agree that they are absent due to bad

working conditions, 38.09%of respondents are disagree that they are

absent due to bad working conditions, and 21.09% of respondents are

strongly disagree that they are absent due to bad working conditions.

TABLE 4.14

RESPONSIBILITY TO INFORM TO THE SUPERIORS

OPINION RESPONDENTS PERCENTAGESometimes 51 48.57

Rarely 37 35.24Never 10 9.52Always 7 6.67Total 105 100.00


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48%

35%

10%

7%

Sometimes Rarely Never Always


Inference:


of respondents are sometimes will inform to superiors, 35.24% of

respondents are rarely inform to superiors, 9.52% of respondents will

never inform to superiors and 6% of respondents will always inform to

superiors.

TABLE 4.15

EMPLOYEES SATISFACTION REGARDINGSAFETY MEASURES

SATISFACTION RESPONDENTS PERCENTAGE

Strongly agree 91 86.67Agree 7 6.67

Disagree 5 4.76Strongly disagree 2 1.90

Total 105 100.00

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86%

7%5% 2%

Strongly agree Agree Disagree Strongly disagree


Inference:


of respondents are strongly agree about the safety measures provided,

6.67% of respondents above the safety measures provided, 4.76% of

respondents are disagree about the safety measures provided and

1.90% of respondents are strongly disagree about the safety measures

provided.

TABLE 4.16

EMPLOYEES MODE OF TRANSPORT

MODE OFTRANSPORT

RESPONDENTS PERCENTAGE

By Bus 30 28.57By bicycle 32 30.48By Scooter 14 13.33

On foot 29 27.62Total 105 100.00


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10%

6%

35%

49%

Sometimes A lw ays Rarely Never


Inference:

The above table explains that from the total respondents,9.52% of respondents are sometimes absent due to late coming,

5.71% of respondents are always absent due to late coming, 35.24% of

respondents are rarely absent due to late coming and 49.53% of

respondents are never absent due to late coming.

TABLE 4.18

ABSENT DUE TO HEAVY WORK LOAD

OPINION RESPONDENTS PERCENTAGESometimes 28 26.67

Always 39 37.14Rarely 27 25.71Never 11 10.48

Total 105 100.00


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27%

37%

26%

10%

Sometimes Alw ays Rarely Never


Inference:


of respondents are sometimes absent due to heavy work load, 37.14%

of respondents are always absent due to heavy work load, 25.71% ofrespondents are rarely absent due to heavy work load and 10.48% of

respondents are never absent due to heavy work load.

TABLE 4.19

HEALTH IS THE REASON FOR ABSENT

HEALTH IS REASON RESPONDENTS PERCENTAGERarely 31 29.55

Some times 48 45.71Always 0 0.00Never 26 24.74Total 105 100.00


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30%

45%

0%

25%

Rarely Sometimes Alw ays Never


Inference:


of respondents are absent due to ill health, 45.71% of respondents are

absent sometimes due to ill health, and 24.74% of respondents are

never absent due to ill health.

TABLE 4.20

FEELING BOREDOM IN DOING THE ASSIGNED JOB

RESPONSE RESPONDENTS PERCENTAGERarely 30 28.57

Sometimes 30 28.57Always 0 0.00Never 45 42.86Total 105 100.00


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29%

29%0%

42%

Rarely Sometimes Alw ays Never


Inference:


28.57% of respondents are rarely feeling boredom, 28.57% of

respondents are sometimes feeling boredom, and 42.86% ofrespondents are never felt boredom in doing the assigned job.

THE RATE OF ABSENTEEISM FOR THE YEAR 2007

S.NO. MONTH PERCENTATGE1 January 4.282 February 2.603 March 2.164 April 3.785 May 3.96

6 June 4.727 July8 August9 September

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10 October11 November12 December

YEAR WISE ABSENTEEISM PARTICULARS

YEAR PERCENTAGE2001 6.652002 6.572003 5.072004 4.482005 4.232006 3.452007 3.912008

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FINDINGS

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5.1 FINDINGS

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

including that workers absenteeism, some of them are asfollows.

Absenteeism in shifts is mainly in third shift i.e., 10 p.m. to 6

a.m. that means it is high in night shifts. So workers in the night

shift experience greater discomfort during their course of work

than they do during daytime.

The habit of alcoholism among the workers is a significant cause

of absenteeism, which is high in the first week of each month.

When workers receive their wages, rush to liquor shops and drink

to forget their immediate worries. Once include in drink, the

habit continuous however the next day leads to absenteeism.

From the samples of the workers, about 60% of the workers are

debited, other workers in work place due to which they absent

themselves in order to escape the creditors.

Some may absent because of ill health, family members health

and unexpected work etc.

Some of them absent because of boredom in doing assigned job.

The rate of absenteeism is nearly 8% in Nutrient Company. The

normal rate in Indian industry varies from 7% to 30%. The

abnormal level is 40% in other regions.

Most of the employees facing personal problems. It is also reason

for absenteeism.

Some of the workers strongly agree that they have cordial

relationship with their higher authorities.

While in workers above 55 years old, the absenteeism is least

because they going to retire in a few months or days.

Most of the workers absent because there are having other

sources of income i.e., agriculture, business etc.

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SUGGESTIONS

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5.2 SUGGESTIONS

The following are some of the suggestions in order to minimize

absenteeism in the company.

Many of the workers agree that they have good relationship with

higher authorities. Some may fear to talk with them, improvingthe communication network particularly the upward

communication.

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

graduates and some of them are illiterates, so that by counseling

the workers about their career, income and expenditure, habits

and culture. The company so that can reduce absenteeism rate.

By providing high wages and allowances based onorganizational, financial positions.

By providing proper loans in order to satisfy the workers need.

The company may reduce the absenteeism rate.

Selecting the workers by testing them thoroughly recording their

aspirators, value system, and sense of responsibility.

Most of the workers have bad habits like drinking alcohol; so

personal department has to tell the effects of these habits.

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Selecting the workers who do not have any other sources of

income i.e., agriculture and business etc.

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QUESTIONNAIR

E

QUESTIONNAIRE

TOPIC : A STUDY ON ABSENTEEISM AMONG WORKMEN INBISLERI INTERNATIONAL PRIVATE LIMITED

Data for Identification

1. Name :

2. Department :

3. Designation :

Questions

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1. Family size of the respondents (

)

a) 2 members b) 3 to 5 members

c) 5 to 7 members d) Above 7 members

2. Marital status of Employees

( )a) Married b) UN Married

3. Educational qualifications (

)

a) Illiterate b) Below 10th

c) Technical qualification d) Graduates

4.Years of experience (

)

a) Below 5 years b) 5 to 10 years

c) 10 to 20 years d) 20 to 30 years5. What is the distance between from your house to factory?

( )

a) Below 1 km b) 1 to 5 km

c) 5 to 10 km d) Above 10 km

6. You are absent because you have unexpected work

( )

a) Rarely b) Sometimes

c) Always d) Never

7. Health is one the reason for youre absent to the duty

( )

a) Rarely b) Some times

c) Always d) Never

8. You are absent because of your reaching factory late

( )

a) Rarely b) Some times

c) Always d) Never

9. Do you inform to your superior about your absence to the duty( )

a) Rarely b) Some timesc) Always d) Never

10. What are the other problems do you face to attend the duty

( )

a) Sickness b) Personal causes

c) Social causes d) Economical causes

11. How do you come to the factory?( )

a) By Bus b) By Bicycle

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c) By Scooter d) on foot

12. Did you addict to any bad habit like (

)

a) Alcohol b) Smoking

c) Gambling d) Nothing

13. Do you think absenteeism affects your economic conditions?( )

a) Yes d) N0

14. Do you have any creditors at work place?

( )

a) Yes b) No

15. Do you absent because of bad working conditions

( )

a) Yes b) No c) Sometimes

16. Do you absent because of heavy workload

( )

a) Often b) Rarely

c) Sometimes d) Never

17. Do you feel that the training programmers on absenteeism

are informative and useful? (

)

a) Yes b) No

18. You are satisfied with the safety measures provided by themanagement. Do you agree? (

)

a) Strongly agree b) Agree

c) Disagree d) Strongly disagree

19. Do you have any other sources of income like?

( )

a) Agriculture b) Business

c) Nothing

20. In which shift you are facing more problems to attend the duty

( )

a) 1st shift b) 2nd shift

c) 3rd shift d) General shift

21. Any Suggestions to the Manager & ManagementSuggestions

Manager Management

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BIBLIOGRAPHY

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BIBLIOGRAPHY

The books used in the study are

Personnel Management Memoria

Personnel Management Tripathy

Reasearch Methodology C.R.Kothari

Websites

www.google.com

www.bisleri.com

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INTRODUCTION OF HRM

HUMAN RESOURCE MANAGEMENT:

THE CONCEPT:

Human Resources reflects a new philosophy, a new outlook approach,

and strategy, which views an organizations manpower as it resources and

assets, and not as liabilities.

Resources are collective means for production, support and defense, as

well as a source of strength and aid. Human capital or manpower of a company

can be treated as its human resources.

In general terms, human resources can be defined as the total knowledge,

skills, creative abilities, and talents, attitudes of an organizations workforce, as

well as the values, attitudes, approaches and beliefs of the individuals involved in

the affairs of the organization. It is the sum total or aggregate of inherent

abilities, acquired knowledges and skills represented by the talents and

aptitudes of the employed persons in an organization.

Human Resource approach takes into consideration the potentiality and

vitality of the people available for the organization. Even in an age of automation

as of day, manpower is the most essential and indispensable resource of any

organization.

In fact, without appropriate human resources, no business or organization

can exit and grow. This is perhaps the reason why human resources

management has become the focus of attention of progressive organization of

today.

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CHARACTERISTICS OF HUMAN RESOURCES:

Human resource creates the business and economic institutions and

economic activities through its novel and creative ideas.

Human resource is the most dynamic resource.

The value of human resource increase over the time due to continuous

learning process unlike other resources.

It is quite difficult to predict the human behaviour.

All other resources cannot be made use of with out the competent and

committed human resources.

HUMAN RESOURCES MANAGEMENT:

CONCEPT OF HUMAN RESOURCE MANAGEMENT:

The concept of HRM was formally introduced by Leonard Nadler in 1969

in a conference organized by the American Society for Training and

development.

HRM is mainly concerted with development the skill, knowledge and

competencies of people and it is a people oriented concept. HRM can be applied

both for the national level and organizational level. The concept of HRM is not

yet well conceived by various authors through they have defined the term from

their approach as it is of recent origin and skill is in the conceptualizing stage. It

is an understanding of the term, i.e., new or rather was new.

HRM is not training and development but many personnel managers and

organizations view HRM as synonymous to training and development.

HRM from organizational point of view is a process in which the

employees of organization are helped / motivated to acquire and develop

technical, managerial and behavioural knowledge, skills and abilities, and mould

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the values, beliefs, attitudes necessary to perform present and future roles by

realizing the highest human potential with a view to contribute positively to the

organizational, group, individual and social goals.

FEATURES OF HUMAN RESOURCE MANAGEMENT:

1. HRM is a systematic and planned approach for the development of

individual in order to achieve organizational, group and individual goals.

2. HRM is a continuous process for the development of technical managerial,

behavioural and conceptual skills and knowledge.

3. HRM develops the skills and knowledge not only at individual level, but

also at dyadic level, group level and organizational level.

4. HRM is multidisciplinary. It draws input from engineering, Technology,

Psychology, Anthropology, Management, Commerce, Economics,

Medicine etc.,

5. HRM is embodied with techniques and process. HRM techniques include

performance appraisal, training, management development, career

planning and development, organizational development, counseling, social

and religious programmes, employee involvement workers participation,

quality circles etc.,

SCOPE OF HUMAN RESOURCE MANAGEMENT:

Human resource management deals with procurement, development

compensation, maintenance and utilization of human resources. HRM deals with

development of human resources for efficient utilization these resources in order

to achieve the individual, group and organizational goals. Thus the scope of

HRM is wider and HRM is part and parcel of HRM.

In fact, HRM helps for the efficient management of human resources. The

scope of HRM invades into all the function of HRM. The scope of HRM includes:

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1. Recruiting the employees within the dimensions and possibilities for

developing the human resources.

2. Selecting those employees having potentialities for development to meet

the present and future organizational needs.

3. Analyzing, apprising and developing performance of employees as

individual, members of group and organization with a view to develop

them by identifying the gaps in skills and knowledge.

4. Train all the employees in acquiring new technical skills and knowledge.

5. Develop the employees in managerial and behavioral skills and

knowledge.

6. Planning for employees career and introducing developmental

programmes. Employee learning, through group dynamics, intra and inter

team interaction.

7. Employee learning, through job rotation, job enrichment and

empowerment.

8. Employee learning, through quality circles and the schemes of workers

Participation in management.

NEED FOR HUMAN RESOURCE MANAGEMENT:

All business and individual organizations are dynamic. Infact,

Liberalization, privatization and globalization made the business firms. Future

dynamic. In other words, they have been changing continuously in terms of

technology type of business, products / services, organizational strength and the

like. These changes invariably demand for development of human resources.

Changes in the economic policies.

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Changing job requirements

Organizational viability and transformation process

Organizational advances.

Organizational complexity

Human relations.

THE OBJECTIVES OF HRM:

1. To prepare the employee to meet the present and changes in future

job requirements.

2. To prevent employee obsolescence.

3. To prepare employee for higher level jobs.

4. To impart new entrants with basic HRM skills and knowledge

5. To aid for total quality management.

6. To promote individual and collective morale, a sense of responsibility,

co-operative attitudes and good relationships.

7. To ensure smooth and efficient working of the organization

8. To provide comprehensive framework for HRM

9. To enhance organizational capabilities.

THE FUNCTIONS OF HRM INCLUDE:

1. Performance appraisal.

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2. Employee Training

3. Executive development

4. Career Planning and development.

5. Succession Planning and development.

6. Organizational change and organizational development.

7. Involvement in social and religious organizations.

8. Involvement in quality circles.

9. Involvement in workers participation.

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Documents

Ramya's Project 0