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A Project on

A Project on “ A STUDY ON ABSENTEESIM OF EMPLOYEE ” AT GRASIM INDUSTRIES LTD. (VILAYAT)

A STUDY ON ABSENTEESIM OF EMPLOYEEAT GRASIM INDUSTRIES LTD. (VILAYAT)

Submitted in the partial fulfillment of the requirement for qualifying

Master of Management Studies

Of NARMADA COLLEGE OF MANAGEMENT, ZADESHWAR

Submitted by

RIYA.A.GOYAL

ENROLLMENT No.: 1537370592007 MBA SEM III Specialization: Human Resource

NARMADA COLLEGE OF MANAGEMENT

A Project on “ A STUDY ON ABSENTEESIM OF EMPLOYEE ” AT GRASIM INDUSTRIES LTD. (VILAYAT)

For Academic Year 2015-2016 Project Guide: Prof. RASHMI GHAMAWALA

A Project on “ A STUDY ON ABSENTEESIM OF EMPLOYEE ” AT GRASIM INDUSTRIES LTD. (VILAYAT)

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DECLARATION I hereby declare that the summer internship project report entitled “EMPLOYEE ABSENTEESIM” is an original

DECLARATION

I hereby declare that the summer internship project report entitled

“EMPLOYEE ABSENTEESIM” is an original work developed and

submitted by me under the guidance of Prof. RASHMI GHAMAWALA

The practical findings in this project report are not copied from any report and are true and best of my knowledge.

Date: _________________ Place: ________________

_________________ Signature of student

RIYA.A.GOYAL

DECLARATION I hereby declare that the summer internship project report entitled “EMPLOYEE ABSENTEESIM” is an original

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CERTIFICATE This is to certify that the project entitled ‘Human Resources Recruitment ’ submitted by ‘RIYA.A.GOYAL’

CERTIFICATE

This is to certify that the project entitled ‘Human Resources

Recruitment’ submitted by ‘RIYA.A.GOYAL’ in partial fulfillment for the award of Master of Management Studies; University of Mumbai is her original work and does not form any part of the projects undertaken

previously.

Also it is certified that the project represents the original work on the part of the candidate.

Place: Bharuch Date:

Signature of the Director

Signature of Guide

CERTIFICATE This is to certify that the project entitled ‘Human Resources Recruitment ’ submitted by ‘RIYA.A.GOYAL’

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ACKNOWLEDGEMENT With massive please I am presenting “Employment absenteeism” Project report as part of the curriculum

ACKNOWLEDGEMENT

With massive please I am presenting “Employment absenteeism” Project

report as part of the curriculum of ‘Master of Management Studies. I

wish to thank all people who gave me unending support.

I express my profound thanks to Director, Prof. Rashmi Ghamawala project guide and company guide Dr. Rupannita and all those who have indirectly guided and helped us in preparation of this project.

I also like to extend my gratitude to all staff and our colleagues of Narmada College of Management, who provided moral support, a conductive work environment and the much needed inspiration to conclude the project in time and a special thanks to My Family who are integral part of the project.

Thanking you, RIYA.A.GOYAL

ACKNOWLEDGEMENT With massive please I am presenting “Employment absenteeism” Project report as part of the curriculum

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INDEX

INDEX the 5.2 Human Resource Department 5.2 Finance Department 5.3 Marketing Department 5.4 Process Department Mini
the 5.2 Human Resource Department 5.2 Finance Department 5.3 Marketing Department 5.4 Process Department Mini research
the
5.2 Human Resource Department
5.2 Finance Department
5.3 Marketing Department
5.4 Process Department
Mini
research
work
in
5.
area of hr
on
PART-II
“employee absenteeism”
Introduction to Mini Research
6.
6.1 Literature Review
6.2 Objective of the Study
No.
Part-I
A.
4.
2.
3.
1.
Particulars
Page
Sr.No.
Executive Summary
General Information
Overview of the Aditya Birla Group
Overview of the Grasim industries Ltd.
Overview of the Chemical Division
Overview of Company Profile
Department information
5.1 Production Department
INDEX the 5.2 Human Resource Department 5.2 Finance Department 5.3 Marketing Department 5.4 Process Department Mini

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Research Methodology 7.1 Research Design 7.2 Study 7. 7.3 Sample size 7.4 Sampling technique 7.5 Tools
 

Research Methodology

 
  • 7.1 Research Design

  • 7.2 Study

7.

  • 7.3 Sample size

  • 7.4 Sampling technique

 
  • 7.5 Tools for Data collection

  • 7.6 Data analysis

  • 7.7 Limitations of study

10. 9. 8.
10.
9.
8.

Data Analysis & Interpretation

10. 9. 8. Data Analysis & Interpretation

Findings, Conclusion & Recommendations

Bibliography

Research Methodology 7.1 Research Design 7.2 Study 7. 7.3 Sample size 7.4 Sampling technique 7.5 Tools

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EXECUTIVE SUMMARY Absenteeism is a serious workplace problem and an expensive occurrence for both employee and

EXECUTIVE SUMMARY

Absenteeism is a serious workplace problem and an expensive occurrence for both employee and employee apparently unpredictable in nature.

Human resource is an important part of business and managing them is an important task.

Summer training is an integral part of the student of management has to undergo training session in a business organization for 6-8 weeks to gain some practical knowledge in their specialization and to gain some working experience.

To the emphasis on practical aspect of management education the

faculty of Narmada College of Management has with a modern system of practical training of reputed and following management technique to the student as integral part of MBA. In accordance with above obligation under going project In GRASIM INDUSTRIES LTD. The title of my

project is “A STUDY ON EMPLOYEE ABSENTEESIM”

Certainly this analysis explores my abilities and strength to its fullest extent for the achievement of organization as well as my personal goal.

EXECUTIVE SUMMARY Absenteeism is a serious workplace problem and an expensive occurrence for both employee and

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PART-I GENERAL INFORMATION Page 8

PART-I

GENERAL

INFORMATION

PART-I GENERAL INFORMATION Page 8

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1. Overview of the Aditya Birla Group ADITYA BIRLA GROUP Page 9

1. Overview of the Aditya Birla Group

1. Overview of the Aditya Birla Group ADITYA BIRLA GROUP Page 9

ADITYA BIRLA GROUP

1. Overview of the Aditya Birla Group ADITYA BIRLA GROUP Page 9

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INTRODUCTION A US $41billion (Rs.2,50,000 corer) corporation , the Aditya Birla Group is in the league

INTRODUCTION

A US $41billion (Rs.2,50,000 corer) corporation , the Aditya Birla Group is in the league of Fortune 500 . Anchored by an extraordinary force of over 1,20,000 employees, belonging to 42 nationalities. Over 50 per cent of its revenues flow from its overseas operations spanning 36 countries.

The Aditya Birla Group has been ranked 4 th in the world and 1 st in Asia Pacific in the ‘Top Companies for Leaders’ study conducted in 2011.

The Group has topped the Nielsen’s Corporate Image Monitor 2014-15 and emerged as the number 1 corporate, the ‘Best in Class’ for the 3 rd consecutive year.

Globally , the Aditya Birla Group

A metals powerhouse, among the world’s most cost-efficient

aluminum and copper producers. No.1 in viscose staple fiber

No.1 in carbon black

The 4 th largest producer of insulators

The 5 th largest producer of acrylic fiber

Among the Top 10 cement producers globally

INTRODUCTION A US $41billion (Rs.2,50,000 corer) corporation , the Aditya Birla Group is in the league

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 Among the best energy efficiency fertilizers plants  The largest Indian MNC with manufacturing operations

Among the best energy efficiency fertilizers plants

The largest Indian MNC with manufacturing operations in the USA, wherein 95 percent of the workforce comprises if Americans

Aditya Birla Group- The Indian

Scenario

A top fashion (brand apparel) and lifestyle player

The second largest producer in viscose filament yarn

The largest producer in the chlor alkali sector

Among the top three mobile telephony companies

A leading player in life insurance and asset management

Among the top two supermarket chains in the retail business

 Among the best energy efficiency fertilizers plants  The largest Indian MNC with manufacturing operations

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2. Overview of the Grasim industries Ltd. GRASIM INDUSTRIES LIMITED Page 12

2. Overview of the Grasim industries Ltd.

2. Overview of the Grasim industries Ltd. GRASIM INDUSTRIES LIMITED Page 12

GRASIM INDUSTRIES LIMITED

2. Overview of the Grasim industries Ltd. GRASIM INDUSTRIES LIMITED Page 12

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INTRODUCTION Grasim Industries ltd. Is a lead ship company of the Aditya Birla Group, ranks among

INTRODUCTION

Grasim Industries ltd. Is a lead ship company of the Aditya Birla Group,

ranks among India’s largest private sector companies, with a

consolidated net profit of Rs. 17 billion (FY2015).

Grasim was incorporated on 25 th August 1947, exactly 10 days after India achieved independence. Grasim started as a textile manufacturer in 1948. Today its core businesses are Viscose Staple Fiber (VSK) and Cement, contributing over 90% of its revenue and operating profits. It is also present in Chemicals which is essentially a backward integration of VSK i.e. Grasim has successfully diversified into VSK, Cement and Chemicals.

The Aditya Birla Group is the world’s leading producer of VSK, commanding a 16% global market share. Grasim with an aggregate capacity of 498ktpa has a global market share of 8%. It is also largest player in India in Chlor Alkali with Caustic capacity of 452K TPA( which is used in the production of VSK)in India.

Grasim is implementing ambitious growth plans through capacity expansion in VSF and Cement, which will further consolidated its leadership in both the businesses.

Rayon grade caustic soda is an important raw

material in VSF

production. To achieve a reliable and economical supply of this chemical, Grasim set up a rayon grade caustic soda unit in Nagda in 1972, with an initial capacity of 33000tpa.This has since grown to 270,000tpa expansion at vilayat was commissioned in May 2013 making

INTRODUCTION Grasim Industries ltd. Is a lead ship company of the Aditya Birla Group, ranks among

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at the largest player in India in Chlor Alkali with Caustic Soda capacity to 182,500tpa caustic

at the largest player in India in Chlor Alkali with Caustic Soda capacity to 182,500tpa caustic soda plant in vilayat making it the largest chlor- alkali player in India.

at the largest player in India in Chlor Alkali with Caustic Soda capacity to 182,500tpa caustic

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3. Overview of the Chemical Division Chemical Division Page 15

3. Overview of the Chemical Division

3. Overview of the Chemical Division Chemical Division Page 15

Chemical Division

3. Overview of the Chemical Division Chemical Division Page 15

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INTRODUCTION Aditya Birla Chemicals(India) Limited (“ABCIL”) was merged with Grasim effective from 01 April 2015. This

INTRODUCTION

Aditya Birla Chemicals(India) Limited (“ABCIL”) was merged with

Grasim effective from 01 st April 2015. This merger consolidated Grasim’s leadership position in the domestic chlor-alkali industry with its capacity increasing from 452500tpa to 884,200tpa. Today, Grasim’s Chemical Division spans across seven chlor-alkali plants in India and offers a plethora of chlorine derivatives. The business focuses on innovation and is committed to providing customized solution and product offerings.

Aditya Birla Chemical is a leading manufacturer of bulk and specialty chemicals and viscose filament yarn. The business is spread across multiple manufacturing locations in four countries India, Thailand, Germany and China.

The business is creating a strong footprint in the chemicals industry- it is a market leader in the chlor-alkali segment in India; at number two positions in viscose filament yarn and is the 3 rd largest manufacturer in the world in sulphites.

Units of Chemical Industries:

Grasim Chemicals, Nagda

Grasim Chemicals, Vilayat, Gujarat

Grasim Chemicals, Veraval

Grasim Chemicals, Rehala, Bihar

INTRODUCTION Aditya Birla Chemicals(India) Limited (“ABCIL”) was merged with Grasim effective from 01 April 2015. This

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Grasim Chemicals, Renukoot, U.P.

Grasim Chemicals, Ganjam, Orissa.

Product segments

 Grasim Chemicals, Renukoot, U.P.  Grasim Chemicals, Ganjam, Orissa. Product segments Grasim industries have a

Grasim industries have a wide range of products manufactured with advanced technology. The product portfolio includes as follows:- Chlor-alkali

Chlorine derivatives

Epoxy resins

Phosphates and phosphoric acid

Sulphites

Peroxides

Fluorine Chemicals

Viscose filament yarn

Customized solutions

Grasim focus on innovation, the Chemical business also provides customized solutions, made possible through research , development and use of state - of art technology, which guarantee that the products meet customer requirements.

 Grasim Chemicals, Renukoot, U.P.  Grasim Chemicals, Ganjam, Orissa. Product segments Grasim industries have a

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Awards Aditya Birla Chemicals’ have gained many awards with their commitment towards quality. Some awards our
Awards Aditya Birla Chemicals’ have gained many awards with their commitment towards quality. Some awards our

Awards

Aditya Birla Chemicals’ have gained many awards with their

commitment towards quality. Some awards our as follows:-

TPM Excellence Award

Genentech Environment Excellence Award(Gold) 2012

Samman Patra for 3 rd Highest contribution towards Central Excise Revenue in category of non-SSI by the Department of Revenue, Ministry of Finance, Government of India,2008-09

National Award for Excellence in Water Management From CII,

2009

Awards Aditya Birla Chemicals’ have gained many awards with their commitment towards quality. Some awards our

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 National Energy Conversation Award by Ministry of Power, Government of India, 2008  PAC for

National Energy Conversation Award by Ministry of Power, Government of India, 2008 PAC for Outstanding Performance in Industrial Safety Award by Ministry of Labor and Employment, Government of India, 2007 CSA for Outstanding Performance in Industrial Safety as winner based on accident-free year, National Safety Award by Ministry of labor and Employment, Government of India,2007 PAC for Outstanding Performance in Industrial Safety as RUNNER-up base on accident-free year, National Safety Award by Ministry of labor and Employment, Government of India, 2007 MC-I for Outstanding Performance in Industrial Safety as runner- up based on accident-free year, National Safety Award by Ministry of labor and Employment, Government of India, 2007 National Energy Conservation Award by Ministry of power, Government of India, 2007 Paryavaran Puraskar from Madhya Pradesh Government, 2006-07 Genentech Environmental Excellence Award by Genentech Foundation, 2006 Environmental and Ecological Gold Award by Genentech Society,

2005

Golden Peacock Eco-Innovation Award by IOD, 2005

 National Energy Conversation Award by Ministry of Power, Government of India, 2008  PAC for

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Safety Award for the longest accident-free period (Membrane Cell) and lowest average frequency rate(CSA Plant) FROM

Safety Award for the longest accident-free period (Membrane Cell) and lowest average frequency rate(CSA Plant) FROM the Government of India, 2005 CII National Energy Management Award for most Energy- efficient unit, 2005 Certificate for Strong Commitment to Excel, CII-Exim Bank Award for business excellence, 2005 Rajiv Ratna National Award-Best Chief Executive Gold Award BY Genentech foundation, 2005 Genentech Environment Excellence Award by the Genentech Foundation, 2005 Rajiv Ratna National Award-Best Pollution Control Implementation Gold Award by Genentech Society, 2005 Genentech Safety Gold Award by the Genentech Foundation, 2005 National Safety Award by the Government of India, 2005

Indira Gandhi Memorial National Award by the Genentech Society, 2005 Vishwakarma National Award by the Government of India, 2005

Safety Award for the longest accident-free period (Membrane Cell) and lowest average frequency rate(CSA Plant) FROM

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4. Overview of Company Profile Company profile  Name of the Company : Grasim Industries Limited

4. Overview of Company Profile

Company profile

Name of the Company : Grasim Industries Limited

Head Office: Thailand

Headquarter: Mumbai, Maharashtra

Area Served: Global

Place of plant Studied : Vilayat

No. of Plants :

o Fiber o Chemical o Epoxy Parent: Aditya Birla Group

Subsidiary: Ultra tech Cement, Grasim Bhiwani Textile

Vision

4. Overview of Company Profile Company profile  Name of the Company : Grasim Industries Limited

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To become World Class producer with specific focus on Value creation for share holders, Customers, Employees

To become World Class producer with specific focus on Value creation for share holders, Customers, Employees and Society.

Mission

To improve overall operating efficiency through continuous

improvement and innovation cost reduction. To strive for excellence in all the spheres through WCM practices.

To assure Safe and Environment friendly operations.

To institutionalize Internal and External Customer delight

To focus on Value adding HR practices.

Values

INTEGRITY:

Acting and taking decisions in a manner that is fair and honest. Following the highest standards of professionalism and being recognized for doing so. Integrity for us means not only financial and intellectual integrity, but encompasses all other forms as are generally understood.

COMMITMENT:

On the foundation of Integrity, doing all that is needed to deliver value to all stakeholders. In the process, being accountable for our own actions

To become World Class producer with specific focus on Value creation for share holders, Customers, Employees

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and decisions, those of our team and those in the part of the organization for which

and decisions, those of our team and those in the part of the organization for which we are responsible.

PASSION:

An energetic, intuitive zeal that arises from emotional engagement with the organization that makes work joyful and inspires each one to give his or her best. A voluntary, spontaneous and relentless pursuit of goals and objectives with highest level of energy and enthusiasm.

SEAMLESSNESS:

Thinking and working together across functional groups, hierarchies, businesses and geographies. Leveraging diverse competencies and perspectives to garner the benefits of synergy while promoting organizational unity through sharing and collaborative efforts.

SPEED:

Responding to internal and external customers with a sense of urgency. Continuously striving to finish before deadlines and choosing the best rhythm to optimize organizational efficiencies.

and decisions, those of our team and those in the part of the organization for which

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Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head
Strategic Business Unit Head Fertilizers Business Head
Strategic
Business Unit
Head Fertilizers
Business Head
Strategic Business Unit Head Chemical/Epoxy
Strategic Business
Unit Head
Chemical/Epoxy
Strategic Business Unit Head Insulator
Strategic
Business Unit
Head Insulator
Unit Head
Unit Head
Technical Head
Technical Head
Unit Head
Unit Head
Technical Head
Technical Head
Unit Head
Unit Head
Technical Head
Technical Head
Technical Employees Employees Employees Employees Employees Departmental Departmental Departmental Departmental Departmental Quality Resource Mechanical Head Head
Technical
Employees
Employees
Employees
Employees
Employees
Departmental
Departmental
Departmental
Departmental
Departmental
Quality
Resource
Mechanical
Head
Head
Head
Head
Head
Finance &
Accounts
Human
Assurance
Strategic Business Unit Head Fertilizers Business Head Strategic Business Unit Head Chemical/Epoxy Strategic Business Unit Head

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5. Department Information 5.1. Production department “Production is an organized activity of converting raw material in

5. Department Information

  • 5.1. Production department

“Production is an organized activity of converting raw material in to final product” is known as production process.

The main reason that Grasim established chemical division for manufacturing was the need of raw material used in fiber division.

The chlor alkali manufactured by chemical division out of which 80% is used by Fiber and 20% is used by Epoxy Division.

The below Table shows the Two Main product manufacturing system

which is also known as “Epoxy Value Chain”

Such two Main Products are :- 1. Epoxy Resin 2. Hardener

5. Department Information 5.1. Production department “Production is an organized activity of converting raw material in

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The product portfolio of Chemical Division with their different Grades according to which product is manufactured
The product portfolio of Chemical Division with their different Grades according to which product is manufactured

The product portfolio of Chemical Division with their different Grades according to which product is manufactured

The product portfolio of Chemical Division with their different Grades according to which product is manufactured

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 The Epoxy is mainly used to build a shine texture. It is further divided into
 The Epoxy is mainly used to build a shine texture. It is further divided into

The Epoxy is mainly used to build a shine texture. It is further divided into four parts .i.e. liquid epoxy resin , reactive diluents, formulation resin & solid epoxy resin. LER (Liquid Epoxy Resin) o The main raw material used to manufacturing of Liquid Epoxy Resin are

  • Epichlorohydrin (ECH)

  • Bisphenol-A (BPA)

  • Caustic Soda (NaOH)

o The capacity of Epoxy resin is 200 metric ton per day

  • LER 150 tons

 The Epoxy is mainly used to build a shine texture. It is further divided into

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  • Other- 50tons

 Other- 50tons o The 80% of raw material used to manufacture LER is Imported o

o The 80% of raw material used to manufacture LER is

Imported o The 40% of LER is exported sales o The 6 storage tanks of 500m3 is used for LER

Reactive Diluents (RD) o RD are epoxy group- contain functional products which are low viscosity glycidyl /either that can react with the curing agent to become the part of the cross linked epoxy system. o RD are mainly used to reduce the viscosity of the base resin based on Bisphenol- A, F and EPN resins to improve handing and ease of processing in various application. o The main Raw Materials used in Reactive Diluents (RDs)

  • 1,4 Butane Diol, !,6 Hexadiol & Ecorol

  • Epichlohydrin

  • Caustic Soda

Formulations (FRs) o LER are mixed with various type of additives and reactive diluents to produce different grades of Formulations. o These Formulations meet specific applications of composite customers and other special application.

 Other- 50tons o The 80% of raw material used to manufacture LER is Imported o

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o Hardeners are being produced in the industries by blending, mixing of various amines. The Chemical

o Hardeners are being produced in the industries by blending, mixing of various amines.

The Chemical Division flow a Common process for manufacturing which is as follows:-

o Hardeners are being produced in the industries by blending, mixing of various amines. The Chemical
o Hardeners are being produced in the industries by blending, mixing of various amines. The Chemical

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STEP1: PRE-REACTION SECTION

STEP1: PRE-REACTION SECTION Excessive quantity of ECH is reacted with prescribed quantity of Bisphenol-A by using

Excessive quantity of ECH is reacted with prescribed quantity of Bisphenol-A by using NaOH as catalyze. As result of this reaction, Bisphenol-A chlorohydrins intermediate is generated.

STEP 2: RECTION SECTION

Bisphenol-A chlorohydrins intermediate generated from the pre-reaction section is changed to liquid epoxy resin by reaction with NaOH.

STEP 3: ECH DETACHMENT SECTION

After the reaction process, excessive quantities of un-reacted ECH are separated from the product and recovered through a vaporizer and returned to the ECH dag tank for reuse. The crude epoxy is then supplied to the next refining section.

STEP 4: REFINING

In this section, toluene is added to dissolve resin in it and salt solution is separated from the resin manually by adding water. The resin stays in the upper layer. Again DM water is added to wash the resin and remove the trace of salt from it.

STEP 5: FILTRATION

STEP1: PRE-REACTION SECTION Excessive quantity of ECH is reacted with prescribed quantity of Bisphenol-A by using

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After refining, filtration is done to remove the impurities viz. suspended particles and rest of waste

After refining, filtration is done to remove the impurities viz. suspended particles and rest of waste polymer by passing through the multilayer paper filter.

STEP 6: DE-SOLVENT

In this section, dissolvent is done to remove the solvent, toluene from the resin by passing through falling flim thin evaporator & Rotary flim thin evaporator under vacuum.

STEP 7: PRODUCT FINISHING SECTION

Epoxy resin is finally filtered to remove impurities and is sent to the product tank.

  • 5.2. Human resource department

HR Policies

o Recruitment policy o 360 Degree Appraisal. o Training/Talent Management o Recognition o Benefits o Happiness At Work

After refining, filtration is done to remove the impurities viz. suspended particles and rest of waste

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o Policy to prevent Sexual harassment at work place o Domestic Leave policy o Car policy

o Policy to prevent Sexual harassment at work place o Domestic Leave policy o Car policy o Policy for Mediclaim o Global mobility policy

  • Internal

  • International

o Travel policy (Non-Management Cadre Staff)

Recruitment & Selection Process:

o Recruitment is defined as –“ a process to discover the sources of manpower to meet the requirements’ of the staffing scheduling & to employ effective measures for attracting that manpower in adequate number of facilitate

effective selection of an efficient working force.”

o While Selection means –“The process of picking up individuals with requisite qualifications and competencies to fill jobs in the organization.” o In Grasim, the process of recruitment and selection is carried out in five stages:

  • Requisition Management

  • Sourcing

  • Response Management

  • Interview and Selection

  • Offer Process.

A three-tire flow chart is followed for the recruitment and selection of the employees.

o Policy to prevent Sexual harassment at work place o Domestic Leave policy o Car policy

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The main 5 stages include many sub stages which are to be followed to get the
The main 5 stages include many sub stages which are to be followed to get the

The main 5 stages include many sub stages which are to be followed to get the best output of the whole function. The sub stages are as follows:

Requisition Management:

o Need for talent o Raise requisition o Approve Requisition

The main 5 stages include many sub stages which are to be followed to get the

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o Send Requisition to H.R. o Hiring Planning Meeting o Approval from the H.R.

o Send Requisition to H.R. o Hiring Planning Meeting o Approval from the H.R.  Sourcing:

Sourcing:

o

Internal Candidates

o

Receiving Consultants

o

Application Received on company portals

o

Online job portals

o

Advertisements

o

Referrals

o

Database from previous applicants

Response Management:

o Receiving applications o Screening applicants

o

Short-listing applicants

o

HR Interview

o Testing Responding to applications.

o

Interview & Selection.

o

Scheduling interviews

o

Interviews

o

Selection

Offer Process

o Send Requisition to H.R. o Hiring Planning Meeting o Approval from the H.R.  Sourcing:

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Compensation Details
Compensation Details
Compensation Details checks Pre-Employment Proposal and Negotiations Offer letter The Pre-Employment check-ups include: 1. Medical Check-ups
checks Pre-Employment Proposal and Negotiations
checks
Pre-Employment
Proposal and
Negotiations
Offer letter
Offer letter

The Pre-Employment check-ups include:

  • 1. Medical Check-ups

  • 2. Reference Check-ups

  • 3. Antecedent Check-ups

Induction and Orientation Process:

Induction and orientation process in Grasim is a function carried on for two-days. In these two days the new joined employee is provided a departmental overview and the policy of the company and many other details. The orientation process in Grasim composes of following activities.

Pre-Joining Activities

Introduction of organization

Brief Snap-shot of the company, business and the unit

Departmental overview

Job/ Role Overview

Compensation Details checks Pre-Employment Proposal and Negotiations Offer letter The Pre-Employment check-ups include: 1. Medical Check-ups

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People policy and Joining Formalities

Tour of the Facilities

Briefing and Feedback

Meeting with Relevant Stakeholders

Poornata Training

Feedback.

Training snd development process:

 People policy and Joining Formalities  Tour of the Facilities  Briefing and Feedback 

Training and development is one of the key HR functions. Most organizations look at training and development as an integral part of the human resource development activity. The turn of century has seen increased focus on the same in organizations globally.

In Grasim based on the data facts, observation&employees interest advise is given on what skills/competencies are needed to enhance their current performance & to occupy higher roles in future.

Training is provided basically in following three cases:

Lack of skills/ knowledge

Lack of resources

Lack of support from stakeholders.

  • 5.3. Finance department

Business Performance

 Revenue doubled year over year Caustic Volume up 84% o Merger of ABCIL 
Revenue doubled year over year
Caustic Volume up 84%
o Merger of ABCIL

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 o Vilayat Caustic plant achieved 100% capacity utilization Epoxy volumes up by 66% with product

o Vilayat Caustic plant achieved 100% capacity utilization Epoxy volumes up by 66% with product approvals from major

customers in place EBITDA up by 118% at Rs. 5.2 bn.

EBITDA of existing operation increased from Rs. 2.3bn. to

2.9bn.

Merger of ABCIL added Rs. 2.3bn.

 

2013-14

2014-15

2015-16

Particulars

(Rs. in bn.)

(Rs. in bn.)

(Rs. in bn.)

Capacity (000’ TPA)

352

  • 452 559

 

Sales Volume Caustic Soda(000 MT)

314

  • 409 558

 

Net Revenue

10.7

17

24.8

EBITDA

  • 2.3 2.9

 

5.2

EBITDA Margin

21%

17%

21%

EBIT

 
  • 1.6 2.0

3.8

Financial Ratios of Grasim Industries Limited

  • Profitability Ratios

Three elements of the profitability analysis:

Analysing on sales and trading margin focus on gross profit

 o Vilayat Caustic plant achieved 100% capacity utilization Epoxy volumes up by 66% with product

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• Analysing on the control of expenses – focus on net profit • Assessing the return

Analysing on the control of expenses focus on net profit

Assessing the return equity

on

assets and return

on

Gross Profit Ratio (%) = Gross Profit * 100 Net Sales

2614.24 49.35575765 46.65369858 41.13426123 Ratio (%) 5255.01 5603.5 6332.58 Net sales 2593.65 8000 2604.86 Gross Profit
2614.24
49.35575765
46.65369858
41.13426123
Ratio (%)
5255.01
5603.5
6332.58
Net sales
2593.65
8000
2604.86
Gross Profit
2012-13
2013-14
2014-15
0
2000
4000
6000

Gross Profit Ratio

Interpretation: The Gross profit ratio was 49.4% higher in 2012-13 and then fall down to 41.1%

Net Profit Ratio% = Net Profit after tax * 100 Net Sales

• Analysing on the control of expenses – focus on net profit • Assessing the return

Page 38

895.99 23.32992706 15.98982779 8.367837438 Ratio (%) 5255.01 5603.5 6332.58 Net sales 1225.99 8000 529.9 Net Profit
895.99 23.32992706 15.98982779 8.367837438 Ratio (%) 5255.01 5603.5 6332.58 Net sales 1225.99 8000 529.9 Net Profit
895.99
23.32992706
15.98982779
8.367837438
Ratio (%)
5255.01
5603.5
6332.58
Net sales
1225.99
8000
529.9
Net Profit After Tax
2012-13
2013-14
2014-15
0
2000
4000
6000

Net Profit Ratio

Return on Assets =

Net Profit

* 100

Average Total Assets

895.99 10.1732833 6.650823772 3.752187124 Ratio (%) 12051.075 13471.865 14122.43 Average total assets 1225.99 15000 529.9 Net
895.99
10.1732833
6.650823772
3.752187124
Ratio (%)
12051.075
13471.865
14122.43
Average total assets
1225.99
15000
529.9
Net Profit After Tax
2012-13
2013-14
2014-15
0
10000
5000

Return on Assets

895.99 23.32992706 15.98982779 8.367837438 Ratio (%) 5255.01 5603.5 6332.58 Net sales 1225.99 8000 529.9 Net Profit

Page 39

Return on Equity =

• Return on Equity = Net Profit *100 Average Total Equity Chart Title 895.99 10000 12000

Net Profit

*100

Average Total Equity

Chart Title

895.99 10000 12000 12.75661052 8.553832465 4.814974671 Ratio (%) 9610.625 10474.72 11005.25 Average total Equity 1225.99 Axis
895.99
10000
12000
12.75661052
8.553832465
4.814974671
Ratio (%)
9610.625
10474.72
11005.25
Average total Equity
1225.99
Axis Title
529.9
Net Profit After Tax
2012-13
2013-14
2014-15
0
2000
4000
6000
8000
  • Liquidity or Short-Term Solvency ratios

Short-term funds management

Working capital management is important as it signals the firm’s ability to meet short

term debt obligations.

Working Capital

 
 

2014-

2013-

2012-

Particulars

15

14

13

Current Assets

3717.12

 
  • 3623.76 3610.77

Current

     

Liabilities

1624.63

  • 1526.72 1563.04

Working

2092.49

  • 2097.04 2047.73

 
• Return on Equity = Net Profit *100 Average Total Equity Chart Title 895.99 10000 12000

Page 40

Capital

     

Current Ratio

 
 

2014-

2013-

2012-

Particulars

15

14

13

Current Assets

3717.12

3623.76

3610.77

Current

     

Liabilities

1624.63

1526.72

1563.04

Ratio

2.29

2.37

2.31

Qucik Ratio

 

2014-

2013-

2012-

Particulars

15

14

13

Current Assets

 
  • 3717.12 3623.76

3610.77

Inventory

 
  • 1433.15 789.34

1212.27

 

Prepayments

642.96

551.49

567.56

 

1641.01

1860.00

2253.87

Current

     

Liabilities

1624.63

1526.72

1563.04

Bank overdraft

0.00

0.00

0.00

 

1624.63

1526.72

1563.04

Qucik Ratio

1.01

1.22

1.44

Asset Turnover Ratio

 

Particulars

2014-15

2013-14

2012-13

Net sales

6332.58

5603.50

5255.01

Average total

     

assets

14122.43

13471.87

12051.08

Asset Turnover

     

Ratio

0.45

0.42

0.44

Capital Current Ratio 2014- 2013- 2012- Particulars 15 14 13 Current Assets 3717.12 3623.76 3610.77 Current

Inventory Turnover Ratio

 

Particulars

2014-15

2013-14

2012-13

Cost of goods sold

5667.61

4742.17

4166.83

Capital Current Ratio 2014- 2013- 2012- Particulars 15 14 13 Current Assets 3717.12 3623.76 3610.77 Current

Page 41

Average Ending Inventory 1322.71 1000.81 710.13 Inventory Turnover Ratio 4.28 4.74 5.87 Debt Equity Ratio Particulars

Average Ending Inventory

1322.71

1000.81

710.13

Inventory Turnover Ratio

4.28

4.74

5.87

Debt Equity Ratio

 

Particulars

2014-15

2013-14

2012-13

Debt

3184.29

3050.07

2944.22

Equity

11182.92

10827.58

10121.86

Debt Equity

     

Ratio

0.28

0.28

0.29

Debt Total Asset Ratio

 

Particulars

2014-15

2013-14

2012-13

Debt

3184.29

3050.07

2944.22

Total Assets

14367.21

13877.65

13066.08

Debt Total Asset Ratio (%)

22.16

21.98

22.53

Equity Ratio

 

Particulars

2014-15

2013-14

2012-13

Equity

11182.92

 
  • 10827.58 10121.86

Total Assets

14367.21

 
  • 13877.65 13066.08

Equity Ratio

     

(%)

77.84

78.02

77.47

Earning Per Share

 

2014-

2013-

2012-

Particulars

15

14

13

Net Profit After Tax

529.90

895.99

1225.99

No. of Issued Ordinary Shares

9.50

9.50

9.50

Earning Per Share

55.78

94.31

129.05

Average Ending Inventory 1322.71 1000.81 710.13 Inventory Turnover Ratio 4.28 4.74 5.87 Debt Equity Ratio Particulars

Page 42

Dividend Per Share 2014- 2013- 2012- Particulars 15 14 13 Dividend 192.91 206.24 205.82 No. of

Dividend Per Share

 

2014-

2013-

2012-

Particulars

15

14

13

Dividend

192.91

206.24

205.82

No. of Issued Ordinary Shares

9.50

9.50

9.50

Dividend Per Share

20.31

21.71

21.67

Dividend Payout Ratio

 
 

2014-

2013-

2012-

Particulars

15

14

13

Dividend Per Share

 
  • 20.31 21.71

21.67

Earning Per Share

 
  • 55.78 94.31

129.05

Dividend Payout

     

Ratio(%)

  • 36.40 23.02

16.79

  • 5.4. Marketing department

Major export from Thailand earlier was transported. Market Russia, Turkey, U.S.,Europe E major Duties get free if Form A is issued with the dispatch Grasim- India Aditya Birla Thailand CTP-Plant takenover from germany manufacture Hardener India, Thailand, Germany Manufacturing Plant South east Asia, Europe, Turkey, U.S Market Area Europe, India, U.S., Thailand (Bankok) Presently regionwise focus (Middle-East) Through distributor & direct customer

Dividend Per Share 2014- 2013- 2012- Particulars 15 14 13 Dividend 192.91 206.24 205.82 No. of

Page 43

 Aditya Birla Science & Technology, Taloja, Mumbai for new product department  Inbound Customer orders

Aditya Birla Science & Technology, Taloja, Mumbai for new product department Inbound Customer orders & raw material import SAP system for order collection & other process Competitors o Dove o BSF o Kukdo o Hansman

Pricing o Diesel & Petrol o BPA (raw material) o Competitor o Other raw material Reason for export o Government Promoter Export o Foreign Currency Import

Import o After Bhopal Gas Tragedy many raw material are banned in India e.g BPA.So, due to this ban, goods are imported. 2 Distributors in India

  • 8 Distributors in Europe

  • 3 Distributors in USA

 Aditya Birla Science & Technology, Taloja, Mumbai for new product department  Inbound Customer orders

Page 44

Deport only in India, Mumbai

 Deport only in India, Mumbai 5.5. Process department  Customer will give the order pertaining
  • 5.5. Process department

Customer will give the order pertaining to the specifications of the product (i.e. based on the viscosity & EEW etc.) The R&D department will carry out the research & prepare a sample of the product specified. The sample will be then send to the process department. Process department will carry out the production on a mini scale at the pilot plant situated at the place. Make sample and will send it to the customer for approval, if the customer approves, then process department would inform and guide the production department to produce the same product as ordered by the customer.

 Deport only in India, Mumbai 5.5. Process department  Customer will give the order pertaining

Page 45

6. Introduction to Mini Research REASONS TO CHOOSE THE PROJECT When I joined the training at

6. Introduction to Mini Research

REASONS TO CHOOSE THE PROJECT

When I joined the training at Grasim Industries Ltd. I was allotted the project of ABSENTEEISM OF EMPLOYEES”. Initially it appeared to me quite a simple project, but as I started working on it only then I understood its real significance.

It is often easier for the organizations to make arrangement to cover staffs, which are going to be off for long periods. However, employees taking odd days off here and such problematic, can have an immediate impact.

6. Introduction to Mini Research REASONS TO CHOOSE THE PROJECT When I joined the training at

Page 46

6.1 Literature Review 6.2 Objective of the Study  PRIMARY OBJECTIVE  To identify the rate
  • 6.1 Literature Review

  • 6.2 Objective of the Study

PRIMARY OBJECTIVE

To

identify

the

rate

of

“Absenteeism

of

Employee’s” at GRASIM INDUSTRIES LTD.

SECONDARY OBJECTIVE

  • To identify the causes of absenteeism.

  • To study the variation in the rate of absenteeism of lower income group and higher income group Employee’s of Grasim industries ltd.

  • To study the variation in the rate of absenteeism of young and aged Employee’s of Grasim industries ltd.

  • To suggest any measures to reduce the rate of absenteeism

6.1 Literature Review 6.2 Objective of the Study  PRIMARY OBJECTIVE  To identify the rate

Page 47

7. Research methodology In this project, data was collected by Questionnaire Survey. A random selection of

7. Research methodology

In this project,

data was collected by Questionnaire Survey. A

random selection of samples from the Employee segment.

Thus, 50 Employee’s

were

selected

for

survey

through

the

questionnaires prepared. This helped to be fair to all by not keeping in

view the past record of absenteeism of individuals.

The secondary data was collected from:

Monthly absenteeism data.

Leave records of employees.

After the collection of data, the response of the 50 individuals were

arranged in a chronological pattern and then evaluated.

Hence, to be on the safer side, it would always be wise to work

keeping a particular method in mind.

  • 7.1 Research Design

The research design used in this project is descriptive in nature with a sample of 50 Employee’s

7. Research methodology In this project, data was collected by Questionnaire Survey. A random selection of

Page 48

7.2 Sampling technique Convenience sampling or non-probability sampling technique is used in this project. The population
  • 7.2 Sampling technique

Convenience sampling or non-probability sampling

technique is used in this project. The population for the present research study include 50 Employee’s of Grasim Industries Ltd. Vilayat. They were enrolled in different departments and shift’s . Such 50 Employes is ¼ part of total Employees i.e. 200 in the chemical Division of Grasim Industries Limited.

  • 7.3 Tools for Data collection

The sources of data for the purpose of study were both primary and secondary. Primary data was collected through questionnaire which was mainly close-ended questionnaire and

discussion with Employee’s whereas secondary data was

collected from records maintained by H R department and Security office. Percentage method is used for the analysis of data and bar graphs are used to present that data .

7.2 Sampling technique Convenience sampling or non-probability sampling technique is used in this project. The population

Page 49

8. Data Analysis & Interpretation The data analysis of Questionnaire is as follows:  Question A

8. Data Analysis & Interpretation

The data analysis of Questionnaire is as follows:

Question A

Age of the Employee

Respondent

%

Below 20 years

6

12%

21-25 years

 
  • 13 26%

25-30 years

 
  • 13 26%

Above 30 years

 
  • 18 36%

Total

 
  • 50 100%

Response

 

Age of the Employee

 

categories

x

f

fx

x(fx)

Below 20 years

4

6

24

96

21-25 years

3

13

39

117

25-30 years

2

13

26

52

Above 30 years

1

18

18

18

Total

 

50

107

283

Mean

2.14

     

Variance

54.02

     
8. Data Analysis & Interpretation The data analysis of Questionnaire is as follows:  Question A

Page 50

Above 30 years 0% 20% 40% 60% 80% 100% 120% Total 100% 25-30 years 21-25 years
Above 30 years 0% 20% 40% 60% 80% 100% 120% Total 100% 25-30 years 21-25 years
Above 30 years
0%
20%
40%
60%
80%
100%
120%
Total
100%
25-30 years
21-25 years
Below 20 years
12%
26%
26%
36%

Age of Employee's

Interpretation of Question A

It can be interpreted that the age of employees majorly consists of above 25 years which can also be seen by mean of the data being 2.14 which is more than 50% of 4.

Question B

Gender of the Employees

Respondent

%

Male

44

88%

Female

6

12%

Total No. of Employees

50

100%

Above 30 years 0% 20% 40% 60% 80% 100% 120% Total 100% 25-30 years 21-25 years

Page 51

Response Gender of the Employees categories x f fx x(fx) Male 2 44 88 176 Female

Response

Gender of the Employees

 

categories

x

f

fx

x(fx)

Male

2

44

 
  • 88 176

Female

1

6

6

6

Total

 

50

 
  • 94 182

Mean

1.88

     

Variance

5.28

     
Female 12% Male 88% 100% 40% 90% 80% 70% 50% 30% 60% 20% 10% 0%
Female
12%
Male
88%
100%
40%
90%
80%
70%
50%
30%
60%
20%
10%
0%

Gender of employee's

Male Female
Male
Female

Interpretation of Question B

It can be seen that major employees working in Grasim Industries are male being 88% and very less proportion depicts that of females which is just 12%.

Question C

Response Gender of the Employees categories x f fx x(fx) Male 2 44 88 176 Female

Page 52

Marital status % Respondent Married 72% 36 Unmarried 28% 14 Total No. of Employee's 100% 50

Marital

     

status

%

Respondent

Married

72%

36

Unmarried

28%

14

Total No. of Employee's

100%

50

 

Response

 

Marital status

 

categories

 

x

 

f

fx

x(fx)

Married

 

2

 

36

72

144

Unmarried

 

1

 

14

14

14

Total

   

50

86

158

Mean

 

1.72

     

Variance

 

10.08

     
Marital status % Respondent Married 72% 36 Unmarried 28% 14 Total No. of Employee's 100% 50

Page 53

72% 28% Unmarried Married 40% 80% 70% 50% 30% 20% 60% 10% 0% Marital status of
72% 28% Unmarried Married 40% 80% 70% 50% 30% 20% 60% 10% 0%
72%
28%
Unmarried
Married
40%
80%
70%
50%
30%
20%
60%
10%
0%

Marital status of Employee's

Unmarried Married
Unmarried
Married

Interpretation of Question C

It can be seen that major employees working in Grasim Industries are unmarried being 72% and proportion of married employees is 28%.

Question 1 For how many year's you are working with Grasim industries ltd.

72% 28% Unmarried Married 40% 80% 70% 50% 30% 20% 60% 10% 0% Marital status of

Page 54

For how many year's you are working with grasim industries ltd. % Respondent Less than 5

For how many year's you are working with grasim industries ltd.

%

Respondent

Less than 5 years

86%

43

6 to 10 years

8%

4

11 to 15 years

4%

2

20 years and Above

2%

1

Total No. of Employee's

100%

50

Response

 

Work Experience

 

categories

x

f

fx

x(fx)

Less than 5 years

4

43

172

688

6 to 10 years

3

4

12

36

11 to 15 years

2

2

4

8

20 years and Above

1

1

1

1

Total

 

50

189

733

Mean

3.78

     

Variance

18.58

     
For how many year's you are working with grasim industries ltd. % Respondent Less than 5

Page 55

50% 6 to 10 years 11 to 15 years Less than 5 years 20 years and
50% 6 to 10 years 11 to 15 years Less than 5 years 20 years and
50%
6 to 10 years
11 to 15 years
Less than 5 years
20 years and Above
0%
10%
20%
30%
40%
8%
60%
70%
80%
90%
100%
86%
2%
4%

Work Experience with Grasim of Employee's

Interpretation of Question 1

It can be seen that major employees working in Grasim Industries are less experiences as 86% of employees are having less than 5 years of experience than others.It can also be interpreted that majority of the employees are newly appointed.

Question 2

Monthly Income

%

Respondent

Less than 10,000

10%

5

10,001 to 25,000

22%

11

25,001 to 35,000

20%

10

35,001 to 45,000

38%

19

45,001 and above

10%

5

50% 6 to 10 years 11 to 15 years Less than 5 years 20 years and

Page 56

Total No. of Employees 100% 50 Response Monthly Income categories x f fx x(fx) Less than

Total No. of Employees

100%

50

Response

 

Monthly Income

 

categories

x

f

fx

x(fx)

Less than 10,000

5

5

25

125

10,001 to 25,000

4

11

44

176

25,001 to 35,000

3

10

30

90

35,001 to 45,000

2

19

38

76

45,001 and above

1

5

5

5

Total

 

50

142

472

Mean

2.84

     

Variance

68.72

     
10% 5% 0% 10% 15% 20% 25% 30% 35% 40% Monthly Income of Employee's Interpretation of
10%
5%
0%
10%
15%
20%
25%
30%
35%
40%
Monthly Income of Employee's
Interpretation of Question 2
Less than 10,000
22%
10,001 to 25,000
20%
25,001 to 35,000
38%
35,001 to 45,000
10%
45,001 and above

It can be seen that Monthly income of employees have variation but both category employees having less than

Total No. of Employees 100% 50 Response Monthly Income categories x f fx x(fx) Less than

Page 57

Rs.10,000/- of monthly income and that having more than 45,000/- of monthly income is comparatively less

Rs.10,000/- of monthly income and that having more than 45,000/- of monthly income is comparatively less than the other three categories.

Question 3

Employee opinion about the job

%

Respondent

 

Heavy work load

52%

 

26

Long hours of work

24%

 

12

Poor working climate

24%

 

12

Total No. of Employee

100%

 

50

 

Response categories

 

Employee opinion about the job

 

x

 

f

fx

x(fx)

Heavy work load

 

3

 

26

78

 

234

Long hours of work

 

2

 

12

24

 

48

Poor working climate

 

1

 

12

12

 

12

Total

   

50

114

 

294

Mean

 

2.28

     

Variance

 

34.08

     
Rs.10,000/- of monthly income and that having more than 45,000/- of monthly income is comparatively less

Page 58

60% 52% 50% 40% 30% 24% 24% 20% 10% 0% Long hours of work Poor working
60% 52% 50% 40% 30% 24% 24% 20% 10% 0% Long hours of work Poor working
60%
52%
50%
40%
30%
24%
24%
20%
10%
0%
Long hours of work
Poor working climate
Heavy work load

Employee opinion about the job

Interpretation of Question 3

52% of Employee’s have heavy work load on job with creates

over work load pending when they remain absent

Question 4

Your views regarding the present absenteesim policy of grasim industries ltd.

%

Respondent

Highly satisfied

4%

2

Satisfied

30%

15

Neutral

40%

20

Dis-satisfied

18%

9

60% 52% 50% 40% 30% 24% 24% 20% 10% 0% Long hours of work Poor working

Page 59

Highly Dis-satisfied 0% 0 Don't know 8% 4 Total No. of Employees 100% 50 Your views

Highly Dis-satisfied

0%

0

Don't know

8%

4

Total No. of Employees

100%

50

 

Your views regarding the present

Response categories

absenteesim policy of grasim industries ltd.

x

f

fx

x(fx)

Highly satisfied

  • 6 12

2

 

72

Satisfied

  • 5 75

15

 

375

Neutral

  • 4 80

20

 

320

Dis-satisfied

  • 3 27

9

 

81

Highly Dis-satisfied

  • 2 0

 

0

0

Don't know

  • 1 4

 

4

4

Total

 

48

186

780

Mean

3.875

     

Variance

59.25

     
Satisfied 4% Highly satisfied know Don't Neutral 8% Highly Dis-satisfied Dis-satisfied 18% 0% 40% 30%
Satisfied
4%
Highly satisfied
know
Don't
Neutral
8%
Highly Dis-satisfied
Dis-satisfied
18%
0%
40%
30%

%

Highly Dis-satisfied 0% 0 Don't know 8% 4 Total No. of Employees 100% 50 Your views

Page 60

Interpretation of Question 4

Interpretation of Question 4 Maximum amount of Employee’s are Neutral which means there is a need

Maximum amount of Employee’s are Neutral which means

there is a need of improvement to convert them into satisfied and high satisfaction .

Question 5

Duration of the leave taken by an employee in an month

%

Respondent

1 day

44%

22

2-3 days

40%

20

4-5 days

16%

8

More than 5 days

0%

0

Total No. of Employee's

100%

50

Response

Duration of the leave taken by an employee in an month

categories

x

f

fx

x(fx)

1 day

 
  • 4 88

22

 

352

2-3 days

 
  • 3 60

20

 

180

4-5 days

  • 2 8

 

16

32

More than 5 days

  • 1 0

 

0

0

Total

 

50

164

564

Mean

3.28

     

Variance

26.08

     
Interpretation of Question 4 Maximum amount of Employee’s are Neutral which means there is a need

Page 61

45% 0% 5% 10% 15% 20% 25% 30% 35% 40% 44% 50% More than 5 days
45% 0% 5% 10% 15% 20% 25% 30% 35% 40% 44% 50% More than 5 days
45%
0%
5%
10%
15%
20%
25%
30%
35%
40%
44%
50%
More than 5 days
4-5 days
2-3 days
1 day
0%
16%
40%

Leaves taken by Employee's

Interpretation of Question 5 Maximum time 1 day leave is taken ,only 4% less than 2-3 days in future the % of other group can increase therefore absent management programmers should be done .

Question 6

Employee's opinion about balancing their personal life with the professional life

%

Respondent

yes,they can balance

76%

38

No,they cannot

24%

12

Total No. of Employee's

100%

50

45% 0% 5% 10% 15% 20% 25% 30% 35% 40% 44% 50% More than 5 days

Page 62

Response categories Employee's opinion about balancing their personal life with the professional life x f fx

Response categories

Employee's opinion about balancing their personal life with the professional life

x

f

fx

x(fx)

yes,they can balance

2

 
  • 38 76

152

No,they cannot

1

 
  • 12 12

12

Total

 
  • 50 88

 

164

Mean

1.76

     

Variance

9.12

     
76% 24% opinion abou work life balance yes,they can balance No,they cannot
76%
24%
opinion abou work life balance
yes,they can balance
No,they cannot
76% 24% opinion abou work life balance yes,they can balance No,they cannot

Interpretation of Question 6 78% Employee think work can be balanced with personal life. Which can improve absenteesim in company

Question 7

Response categories Employee's opinion about balancing their personal life with the professional life x f fx

Page 63

Employee's opinion about the effect of a absenteeism % Respondent Cause work stress 16% 8 Delayed

Employee's opinion about the effect of a absenteeism

%

Respondent

Cause work stress

16%

8

Delayed performance

12%

6

Lead to overtime

22%

11

Less turnover

8%

4

All the Above

42%

21

Total No. of Employee's

100%

50

Response

Employee's opinion about the effect of a absenteeism

categories

x

f

fx

x(fx)

Cause work stress

5

8

40

200

Delayed

4

6

24

96

performance

Lead to overtime

3

11

33

99

Less turnover

2

4

8

16

All the Above

1

21

21

21

Total

 

50

126

432

Mean

2.52

     

Variance

114.48

     
Employee's opinion about the effect of a absenteeism % Respondent Cause work stress 16% 8 Delayed

Page 64

20% Less turnover All the Above Lead to overtime Cause work stress Delayed performance 0% 5%
20% Less turnover All the Above Lead to overtime Cause work stress Delayed performance 0% 5%
20%
Less turnover
All the Above
Lead to overtime
Cause work stress
Delayed performance
0%
5%
10%
15%
42%
25%
30%
35%
40%
45%
8%
12%
16%
22%

Opinion about the effect of a absenteesim

Interpretation of Question 7 Maximum Employee think that absence create work stress, Delayed performance, lead to overtime and less turnover all of these .

Question 8

Employee satisfaction level with relationship with the superior

%

Respondent

Highly satisfied

22%

11

Satisfied

46%

23

Neutral

30%

15

Dis-satisfaction

2%

1

20% Less turnover All the Above Lead to overtime Cause work stress Delayed performance 0% 5%

Page 65

Highly Dis-satisfied 0% 0 Total No. of Employee's 100% 50 categories Response Employee satisfaction level with
 

Highly Dis-satisfied

0%

 

0

 
 

Total No. of Employee's

100%

 

50

 
 

categories

Response

 

Employee satisfaction level with relationship

 
 

with the superior

 
 

x

 

f

fx

 

x(fx)

 

Highly satisfied

 

5

 

11

55

 

275

 

Satisfied

 

4

 

23

92

 

368

 

Neutral

 

3

 

15

45

 

135

 

Dis-satisfaction

 

2

 

1

2

 

4

 

Highly Dis-

 

1

   

0

0

 

0

satisfied

 

Total

   

50

194

 

782

 

Mean

 

3.88

     
 

Variance

 

29.28

     
 

Employee satisfaction level with the superior

 
 

Dis-satisfaction

 
 

2%

 

Highly Dis-satisfied

0%

Highly satisfied Satisfied Neutral 46% 30% 22%
Highly satisfied
Satisfied
Neutral
46%
30%
22%
Highly Dis-satisfied 0% 0 Total No. of Employee's 100% 50 categories Response Employee satisfaction level with

Page 66

Interpretation of Question 8 46% are satisfied with the superior and 22% highly satisfied goo relation

Interpretation of Question 8 46% are satisfied with the superior and 22% highly satisfied goo relation also reduce absenteeism.

Question 9

Employee opinion for long absence

%

Respondent

Family problem

26%

13

Personal problem

34%

17

Religious matter

0%

0

Social obligation

26%

13

None of the above

14%

7

Total No. of Employee's

100%

50

Response

Employee opinion for long absence

categories

x

f

fx

x(fx)

Family problem

5

13

 
  • 65 325

Personal problem

4

17

 
  • 68 272

Religious matter

3

0

0

0

Social obligation

2