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SYNOPSIS REPORT

ON

Absenteeism

AT

Hyundai Motors India Limited

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COMPANY PROFILE:

Hyundai Motor India Limited (HMIL) is a wholly owned subsidiary of Hyundai Motor Company

(HMC). HMIL is the largest passenger car exporter and the second largest car manufacturer in

India. It currently markets nine car models across segments - in the A2 segment it has the Eon,

Santro, i10 and the i20, in the A3 segment the Accent and the Verna, in the A4 segment the

Elantra, in the A5 segment Sonata and in the SUV segment the Santa Fe.

HMIL's fully integrated state-of-the-art manufacturing plant near Chennai boasts of advanced

 production, quality and testing capabilities. HMIL forms a critical part of HMC's global export

hub, it touched 1.5 million in exports in March 2012. It currently exports to more than 120

countries across EU, Africa, Middle East, Latin America and the Asia Pacific. HMIL has been

India's number one exporter for seven years in a row. To cater to rising demand the company

commissioned its second plant in February 2008 having an installed capacity of 330,000 units

 per annum. To support its growth and expansion plans HMIL currently has 346 dealers and

around 800 service points across India. In its commitment to provide customers with cutting-

edge global technology, HMIL set up a modern multi-million dollar R&D facility in Hyderabad.

The R&D centre endeavors to be a center of excellence in automobile engineering.

History of Hyundai

Hyundai Motor Company is a Korean automaker, headquartered in Seoul, South Korea. A

Korean word which stands for “modernity”, Hyundai Motor is a division of the Hyundai Kia

Automotive Group that manages Kia Motors as well.

The company’s slogan reads as “DRIVE YOUR WAY”, while the logo is a slanted, stylized

“H”, symbolizing the company shaking hands with its customer. A relative newcomer to the

automobile industry, Hyundai has, nonetheless, grown to become one of the world’s largest car 

makers in just over three decades.

Interesting & Amazing Information on Origin & Background Of Hyundai :Hyundai Motor 

Company was founded by Chung Ju-Yung in 1947, as Hyundai Engineering and Constructions

Company. The company was later established as Hyundai Motor Company in 1967.

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Cortina was the first model released by Hyundai, in collaboration WITH FORD MOTOR 

COMPANY, in 1968.

In 1975, Hyundai launched its first domestic car, Pony, which was powered by Japan’s

Mitsubishi engines. Hyundai entered the United States in 1986, with its subcompact Excel. The

car was an immediate hit with more than 100,000 Excels being sold in just seven months. The

model was adjudged as the “Best Product #10” by Fortune magazine, due to its supreme

affordability. The year 1988 was a big turnover for Hyundai, as it started producing cars with its

own technology, the first being midsize Sonata. However, Hyundai’s nascent image was

tarnished due to the vehicles’ poor durability and reliability.

PRODUCTS OF HYUNDAI

Hyundai Accent

Hyundai Elantra

Hyundai Grand i10

Hyundai i10

Hyundai New EON

Hyundai New i20

Hyundai New SonataHyundai Santa Fe

CORPORATE VALUES

  INTEGRITY 

Each member of team HARI is upright, honorable and honest. His actions are a

natural manifestation of his uncompromising principles and confidence in his beliefs and

values.

  CUSTOMER FOCUS 

Members of Team HARI have an attitude where the importance of the customer is a

 primary concern; where expectations are exceeded, and standards are measured from the

customer’s viewpoint. 

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  RESULT ORIENTED 

Members of Team HARI constantly surpass his own accomplishment by producing the

 best possible result at the required time in the right manner using the right amount of 

resources.

  TEAMWORK  

Members of Team HARI willingly pool their individual resources together  – intellect,

skills, materials, and abilities – such that each complements the other to realize a

common goal or objective.

  PASSION 

Members of Team HARI have a drive to succeed personally and professionally and welcome

opportunities for growth and development.

INTRODUCTION TO THE TOPIC: 

ABSENTEEISM: 

Absenteeism is the failure of employees to report for work when they are scheduled to work.

Employees who are away from work on recognized holidays, vacations, approved leaves of absence, or approved leaves of absence would not be included” 

According to labour Bureau, simla,”absenteeism is the total man shifts lost because of absences

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

High absenteeism in the workplace may be indicative of poor morale, but absences can also be

caused by workplace hazards or sick building syndrome. Many employers use statistics such as

the Bradford factor that do not distinguish between genuine illness and absence for inappropriate

reasons.

As a result, many employees feel obliged to come to work while ill, and transmit communicable

diseases to their co-workers. This leads to even greater absenteeism and reduced productivity

among other workers who try to work while ill. Work forces often excuse absenteeism caused by

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medical reasons if the worker supplies a doctor's note or other form of documentation.

Sometimes, people choose not to show up for work and do not call in advance, which businesses

may find to be unprofessional and inconsiderate. This is called a "no call, no show". According

to Nelson & Quick (2008) people who are dissatisfied with their jobs are absent more frequently.

They went on to say that the type of dissatisfaction that most often leads employees to miss work 

is dissatisfaction with the work itself.

Medical-based understanding of absenteeism find support in research that links absenteeism with

smoking, problem drinking, low back pain, and migraines. Absence ascribed to medical causes is

often still, at least in part, voluntary. Research shows that over one trillion dollars is lost annually

due to productivity shortages as a result of medical-related absenteeism, and that increased focus

on preventative wellness could reduce these costs

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

expenses. Reserves and understudies are kept in readiness to take the place of the absentees,

failing which the overhead cost of idle equipment has to be faced.

Industrial employees do not usually ask for leave of absence in advance or even give notice

during their absence as to how long they would be away. The management is generally uncertain

about the probable duration of an employee’s absence and cannot take appropriate measures to

fill the gap.

WORK AND ABSENTEEISM:

Absenteeism is understood as unauthorized absence from work. Stated differently, it amounts to

absenteeism when an employee is scheduled to work but fails to report for duty.

Algebraically, absenteeism is calculated thus:

 Number of persons-days lost*100

Average number of persons*

 Number of working days absenteeism obviously reduces the number of employees available for 

work. If the absenteeism rate is four percent. Only 96 out of 100 people available for work. The

effect of absenteeism on the future supply of labour should be allowed for, and trends in

absenteeism should be analyzed to trace causes prescribe remedial actions.

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The Causes Of Absenteeism In The Workplace 

Absenteeism is an employee’s intentional or habitual absence from work. While employersexpect workers to miss a certain number of workdays each year, excessive absences can equate

to decreased productivity and can have a major effect on company finances, morale and other 

factors. This article looks at the causes of absenteeism, the costs of lost productivity and whatemployers can do to reduce absenteeism rates in the workplace.

Causes of Absenteeism 

People miss work for a variety of reasons, many of which are legitimate and others less so. Some

of the common causes of absenteeism include (but are not limited to):

  Bullying and harassment  – Employees who are bullied or harassed by coworkers and/or 

 bosses are more likely to call in sick to avoid the situation

 Burnout, stress and low morale  – Heavy workloads, stressful meetings/presentationsand feelings of being unappreciated can cause employees to avoid going into work.

Personal stress (outside of work) can lead to absenteeism.

  Childcare and eldercare  – Employees may be forced to miss work in order to stay home

and take care of a child/elder when normal arrangements have fallen through (for 

example, a sick caregiver or a snow day at school) or if a child/elder is sick.

  Depression  – According to the National Institute of Mental Health, the leading cause of 

absenteeism in the United States is depression. Depression can lead to substance abuse if 

 people turn to drugs or alcohol to self-medicate their pain or anxiety.

  Disengagement  – Employees who are not committed to their jobs, coworkers and/or the

company are more likely to miss work simply because they have no motivation to go.  Illness  – Injuries, illness and medical appointments are the most commonly reported

reasons for missing work (though not always the actual reason). Not surprisingly, each

year during the cold and flu season, there is a dramatic spike in absenteeism rates for both

full-time and part-time employees.

  Injuries  – Accidents can occur on the job or outside of work, resulting in absences. In

addition to acute injuries, chronic injuries such as back and neck problems are a common

cause of absenteeism.

.Partial shifts  – Arriving late, leaving early and taking longer breaks than allowed are

considered forms of absenteeism and can affect productivity and workplace morale.

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PROBLEM IDENTIFICATION 

o  Absenteeism is the problem for every organization and business. It creates cost and

 productivity problem, puts an unfair burden of employees who show up for work,

ultimately hinders customer satisfaction, and drains the country’s economy.

o  It has the problem of bottlenecks in work environment.

o  Unauthorized or unscheduled absenteeism is a problem for organization or business. It

creates cost and productivity problems, puts an unfair burden on the majority of 

employees who show up for work.

NEED OF THE STUDY: 

By reducing the absenteeism it needs to increase the production level of the company.

Employee is the back born of the industry without them they can not get profit .so the

study of employee absenteeism is needed.

o  To identify what are the reason for obtain emplSoyee absence

OBJECTIVES OF THE STUDY:

  To study the major causes for employee absenteeism is Hyundai motors.

  To study the job related reasons for employee absenteeism.

  To know about whether compulsory leave is helps to reduce absenteeism.

  To know about how to overcome from employee absenteeism.

  To study the causes which leads to absenteeism in the company.

REASERCH METHODOLGY: 

RESEARCH

Research refers to search for knowledge. Research is an original contribution to the existing

stock of knowledge making for its advancement. It is the pursuit of truth with the help of study,

observation, comparison and experiment. In short, the search for knowledge through objective

and systematic method of finding solution of the problem is research.

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Type of research: DESCRIPTIVE RESEARCH 

This research describes single event or characteristics or relates a few events or variables through

statistical analysis.

In my study I will relate a few events or variables through statistical analysis. The results will becatered to broader decision interests in the organization, relates to policy, administration, and the

like.

Type of data: 

Data collection consists of identification of sources of data and the use of instrument and

sampling to acquire data. There are two sources of data, 

o  Primary data

o  Secondary data

PRIMARY DATA Primary data are those which are collected afresh and for the first time, and thus happened to be

original in character. In case of descriptive research, research performs survey whether sample

survey or census survey, thus we obtain primary data either through:

  Observation

  Direct communication with respondent

 Personal interview

SECONDARY DATA

Secondary data are those which have already been collected by someone else and have already

 been passed through statistical process. Some sources of secondary data are Internet, web pages

and blogs, Published Printed Sources, Published Electronic Sources, Unpublished Personal

Records, Governement Records, Public Sector Records.

In these two types of data I will use both primary and secondary data in my study.

SAMPLING METHOD:

By using of primary data my sample size is 200 in various departments andsecondary data will be collection through review of literature.

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SURVEY TECHNIQUE:

QUESTIONNAIRE:

This is a set of questions, used as an instrument for seeking relevant information directly from

respondents. The questions pertain to one or more of characteristics of the respondent, like behaviour, demographic, knowledge, opinions, attitudes, beliefs and feelings.

TOOLS AND TECHNIQUES 

In my study I will use the following tools for analysis i.e.,

  Percentage analysis

  Chi-square test

  T-Test

  Correlation

  ANOVA.

Target Population:-

The study targets the staff of Hyundai Motors India Limited, Delhi. 

SAMPLING DESIGN:- 

Sampling is the process of obtaining about an entire population by examining only a part of it.

Sampling plans calls for three decisions.

a)  Sample unit

 b)  Sample size

c)  Sampling procedure

The design to be adopted for the study will be based on convenient sampling. The population for 

the study will consist of employees in the Hyundai Motors India Limited 

SAMPLE UNIT: Hyundai Motors India Limited, Delhi

SAMPLE SIZE: 200 employees

SAMPLING PROCEDURE:-

For the study, respondent will be select on the basis of random samplings

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SCOPE OF THE STUDY: 

o  It will help to reduce the absenteeism and to earn profit by the increase in

manpower.

o It will be benefited to improve the production of products and

o  To reduce the bottlenecks in the planning and production.

o  By reducing absenteeism the employees are satisfied in their work job.

o  It reduces the cost and productivity problem, reduce the burden of employees,

increase customer satisfaction and improve the country’s economy. 

Questionnaire Format for Absenteeism of Employees 

Questionnaire Format for Absenteeism of Employees

Below is the questionnaire format to find out the reasons of absenteeism of employees at

HYUNDAI INDIA LTD., Delhi

Personal Information 

 Name (Optional) …………………………………………………………… 

Age…………………………. Sex………………………..…… 

1) For how many years you are working with Hyundai Motors India Limited? 

(a) 0-1 yr (b) 1-2 yr 

(c) 2-5 yr (d) < 5 yr 

2) How often you remain absent in a month? 

(a) Nil (b) Once

(c)Twice (d) < Twice

3) According to you what is the main reason for employees absent? 

(a) Health problem / domestic reasons (b) Stress

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(c) Work dissatisfaction (d) Working environment

(e) Others (Please Specify)…………………………………………….. 

4) Your views regarding the present Absenteeism Policy of Hyundai Motors India

Limited?

(a) Excellent (b) Good

(c) Fair  (d) Don’t know 

5) Are you clear about your work / job responsibilities? 

(a) Well clear (b) Good

(c) Fairly clear  (d) Don’t know 

6) Are you satisfied with your work? 

(a) Well satisfied (b) Good

(c) Fair (d) Not satisfied

7) Your views regarding the working environment of Hyundai Motors India Limited. &

work place? 

(a) Excellent (b) Good

(c) Fair (d) Poor 

8) How are your relations with your superiors / co-workers? 

(a) Excellent (b) Good

(c) Fair (d) Poor 

9) Your superior’s behaviour towards your problems? 

(a) Excellent (b) Good

(c) Fair (d) Poor 

10) Your views regarding the facilities provided to you by Hyundai Motors India

Limited.? 

(a) Excellent (b) Good

(c) Fair (d) Poor 

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