PROJECT SYNOPSIS

AT

ABSENTEEISM
AT

COMPANY PROFILE
NIIT is a leading Global Talent Development Corporation, building skilled manpower pool for
global industry requirements. The company which was set up in 1981, to help the nascent IT
industry overcome its human resource challenges, has today grown to be amongst worlds
leading talent development companies offering learning solutions to Individuals, Enterprises and
Institutions across 40 countries. Leading IT journal Dataquest has conferred upon NIIT the Top
IT Training Company award successively for the past 20 years, since the inception of this
category.
NIITs training solutions in IT, Banking, Finance and Insurance, Knowledge Process
Outsourcing (KPO), Business Process Management (BPM), Executive Management Education,
Vocational Skills, School Learning Solutions and Communication and Professional Life Skills
has impacted over 35 million learners since inception. NIITs expertise in learning content
development, training delivery and education process management make it the most preferred
training partner, worldwide.Research-based Innovation, a key driver at NIIT, has enabled the
organisation to develop programs and curricula that use cutting-edge instructional design
methodologies and training delivery.
India's first cloud campus NIIT has introduced, through its new-age GNIIT program. This
offers students a higher mobility as they can access courseware using Netbooks to connect
seamlessly to NIITs Cloud Campus network. Through this initiative NIIT offers training
programs in IT, Banking, Global Finance, Management, Digital & Social Media Marketing.
NIIT Cloud Campus
NIIT has provided computer-based learning to over 17,000 government and private schools
across the country cumulatively impacting lives of more than 10 million students. To address the
vast population of underserved, school-aged children, NIIT launched the Hole-in-the-Wall
education initiative in 1999. Its achievements in the area of Minimally Invasive Education earned
NIIT the coveted Digital Opportunity Award, by the World Information Technology Services
Alliance (WITSA) in 2008.

Ushering in a new model in higher education is the not-for-profit NIIT University, established
in 2009 with a vision of being the leading centre of innovation and learning in emerging areas of
the Knowledge Society. Nestled in the foothills of Aravali, in Neemrana, Rajasthan, the
picturesque 100 acres fully residential green campus has been developed as an institute of
excellence based on the four core principles of providing industry linked, technology based,
research driven, seamless education. NIIT University received Best University in use of
Technology in Teaching-Learning Practices award at the National Education Excellence Awards
2013 by leading industry body ASSOCHAM, (Associated Chambers of Commerce and Industry
of India) and the greenest and the most environment friendly campus award by India Today,
2011.
Global Learning Solutions
NIIT offers a comprehensive range of learning solutions and services to address the needs of
diverse audiences. We are today amongst worlds leading talent development companies offering
learning solutions to individuals, enterprises and schools. We reach out to over 5 million learners
across 40 countries.
NIITs wide spectrum of services portfolio, comprising a mix of global solutions with a local
flavor, are prevalent across varied domains. Driven by its vision of developing global talent,
NIIT is helping to build a pool of employable, industry-ready professionals globally.
As one of the leading training companies, we offer diverse portfolio of programs in areas like, IT,
ITES, BFSI, Management education, School education and Professional Life Skills. NIITs
Individual Learning Solutions include industry-endorsed programs in IT like- GNIIT, Integrated
programs for Engineers (NIIT Edgeineers), Infrastructure Management programs (NIIT
GlobalNet+).
We provide technology-based learning solutions to leading corporates across the world. NIIT
offers cutting-edge learning solutions to Fortune 100 companies, universities, technology majors,
training corporations and publishing houses. The companys expertise in areas like strategic
consulting, learning design, customized content, off-the-shelf content (e-learning),training
delivery, hi-end technology training, testing & assessment, and learning management enables

large organisations to train cost effectively and efficiently. It facilitates a learning environment
that meets their existing and emerging skills requirements.
Leadership in Global Talent Development
In todays globalised, fast-changing world, the importance of Global Talent Development can
not be underscored. With time, the demand for skilled talent is expected to grow faster.
The existing skills shortages, along with issues such as the quality, reach and relevance of our
education system, have huge ramifications for the Indian economy. However, demographics are
in Indias favour. As per a BCG study, by 2020 the world will have a shortage of 47 million
working people and the Indian workforce will have a surplus of 56 million people. Whats
needed is to develop skills, so that this surplus manpower is equipped to meet the needs of talent
across geographies.
Recognizing this opportunity NIITs mission is to attain leadership in Global Talent
Development, by launching innovative, market-driven products and enhancing its reach globally.
The Global Talent Development Corporation had set up its first overseas education centre in
1991 and today reaches out to 5 million learners across 40 countries.
NIIT offers cutting-edge learning solutions to Fortune 100 companies, universities, technology
majors, training corporations and publishing houses. Through our subsidiary, CognitiveArts, we
offer nearly three decades of experience and represent the highest achievement in research,
education and experience in learning design architecture having developed over 300 innovative
Experience Learning Solutions for major corporations and institutions.

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
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 employees 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.

The Causes Of Absenteeism In The Workplace

Absenteeism is an employees intentional or habitual absence from work. While employers
expect 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 what
employers 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/presentations and
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.

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 countrys 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 cannot get profit .So the
study of employee absenteeism is needed.
o To identify what are the reason for obtain employee absence.

OBJECTIVES OF THE STUDY:

To study the major causes for employee absenteeism is NIIT.

To study the job related reasons for employee absenteeism.

To find out whether compulsory leave is helps to reduce absenteeism.

To focus on how to overcome from employee absenteeism.

To study the causes which leads to absenteeism in the company

To provide suggestions to overcome from employee absenteeism.

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.

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 be
catered 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, Government 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 and secondary data will
be collection through review of literature.

QUESTIONNAIRE:
There will be 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
behavior, 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

Target Population:The study targets the staff of NIIT, 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 NIIT.
SAMPLE UNIT: NIIT, Delhi
SAMPLE SIZE: 200 employees
SAMPLING PROCEDURE:For the study, respondent will be select on the basis of random samplings

Questionnaire Format for Absenteeism of Employees

Below is the questionnaire format to find out the reasons of absenteeism of employees at NIIT,
New Delhi.
Personal Information
Name (Optional)
Marital Status.
Monthly Income : 1. 25-30,000
Age.

2. 300001-35000

3.35000-40000

4.Above 40000

Sex..

1) In which Cadre are you working in an organization

Executive

2)

Junior executive

For how many years you are working with NIIT?

(a) 0-1 yr
(c) 2-5 yr

(b) 1-2 yr
(d) < 5 yr

Non-executive

3) What are the reason for taking the leave :

Sickness
Poor working conditions

Lack of interest in job

Long working hours

4) What is the working condition of the Employees.?

Very good
Poor

Good
Very poor

Average

5) What are the medical Provisions provided for the employees.?

Very good
Poor

Good
Very poor

Average

6.) Your views on THE WELFARE FACILITIES PROVIDED FOR EMPLOYEES.

Very good
Good
Average
Poor
Very poor
7.) Your views on THE LEAVE FACILITIES PROVIDED FOR THE EMPLOYEES.
Very good
Good
Average
Poor
Very poor

8) Acc. to you what is the communication system followed in the company?

Very good
Good
Poor
Very poor

Average

9) What is the SATISFACTION LEVEL ABOUT THE RESPONDENCE WAGE OR

SALARY?
Highly satisfied
Dissatisfied

Satisfied
Highly dissatisfied

Neutral

10) Your view regarding ABOUT THE MONOTONOUS OF WORK?

Highly satisfied
Dissatisfied

Satisfied
Highly dissatisfied

Neutral

11) What do you think ABOUT THE FREQUENCY OF APRECIATION OR REWARDS

RECEIVED BY THE EMPLOYEES?

Always
Some times

Often
Never

12) What is THE EMPLOYEES SATISFACTION WITH THE CURRENT WORK.

Highly satisfied
Dissatisfied

Satisfied
Highly dissatisfied

Neutral

13) Your views ABOUT THE RELATIONSHIP BETWEEN EMPLOYEE AND COWORKERS.
Highly satisfied
Dissatisfied

Satisfied
Highly dissatisfied

Neutral

14) What do you think ABOUT THE RELATIONSHIP BETWEEN EMPLOYEES AND
SUPERVISORS
Highly satisfied
Dissatisfied

Satisfied
Highly dissatisfied

Neutral

15) Your thoughts on ABOUT THE WORK PRESSURE OF EMPLOYEES.

Very high
High
Medium
Low
Very low
16.) What are the POSSIBILITINESS TO GET LEAVE?
Always
Often
Some times
Never
17) What are the TYPE OF LEAVE TAKEN BY EMPLOYEES?
Medical leave
Casual leave
Privilege leave
Compensatory leave
All
18) What is the EMPLOYEES AWARENESS ABOUT LEAVE FACILITIES?
Yes
No
19) What are your views on ABOUT THE ABSENTEEISM MANAGEMENT IN
THE ORGANIZATION.
Payment to work on holidays
Use over time in case of vacancy
Others

Have a temporary staff

Provide training

20) Acc. to you what you think ABOUT THE EMPLOYEE OPINION TO
REDUCE ABSETEEISM.
Change management style
Change working condition
Provide incentives.
Extra working to be controlled
Others

21) What are the MOTIVATING FACTORS OF EMPLOYEES TO ATTEND WORK

REGULARLY
Good employer relations
Recognition of work

Work environment
Future prospects
Monitory rewards provide based on attendance

22) Your views on ABOUT THE IMPACT OF COMULSORY LEAVE IN WORK LIFE
BALANCE.
Highly agree.
Disagree.

Agree.

Neutral.

23) Acc. to you WHETHER COMPULSORY LEAVE IS THE MOTIVATING

FACTOR.
Highly agree.
Agree.
Neutral.
Disagree.

24) Do you think UTILISATION OF COMPULSORY LEAVE IS HELPS TO CLAIM

LTA:
Yes
No

BIBLIOGRAPHY

1.

Managing Human Resources, Tata McGraw - Bohlander,

2. Personnel Management by C B Mamoria.

3. Research Methodology C.R Kothari
4. Statistical Method by S.P Gupta
5. Human Resource and Personnel Management - ,Tata McGraw Hill ,K. Aswathappa,

WebSites:
1. www.citehr.com
2. www.askforhrd.com
3. www.niit.com