Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
On
Rate Of Absentism
And
Labour Turnover
( Special Reference to Nahar Industrial Enterprises Limited, Unit – Nahar Fabrics, Lalroo)
Submitted To
Institute Of Management Studies
For partially fulfillment of the requirement of the Degree of Master of
Business Administration(MBA)
Submitted By
Keshiha Sharma
th
BA-V year-5 sem
University Roll No. 33
KURUKSHETRA UNIVERSITY,
KURUKSHETRA
Preface
In today’s milieu of accelerated economic development, there is greater
awareness regarding Human Resource Development in all sectors of the
Indian economy. With the changing employment scenario reflecting the
needs , wants , and expectations of an ever changing society , lot of focus is
given on Training and Development which endeavors to equip trainees with
required skills to cope with growing business complexities and dynamics of
the competitive world . Every year huge investment is done by national ,
state , private funding agencies , corporate , devotes countless hours to the
nuts and bolts of the curriculum designing and training but very little has
been done systematically to study and evaluate training impact in terms of –
to what extent training programme succeeded in their difficult task of
preparing the trainees with required skills and ensuring transference of
learning . Many professional trainers and training departments are found to
use only Reaction Evaluation at the end of the training programme , whose
results initially appear heartening and such evaluation can capture only
immediate feelings and perceptions of the participants , which hardly
indicate learning in terms of knowledge , skills and attitude and its transfer
to the job .
Since men are the most vital and versatile resource of any
organizational performance. An effective method of making them able to
adapt to newer technology an the changing environment is training.
Unfortunately, Indian corporate culture does not realize the principle that
each work has its peculiar demands on the individual and each individual
has its own preference and ability to work. In India only about 2 to 3 days
per year are devoted for training per employee, whereas, countries like USA
and Japan spend 45 to 55 days on training each year for their employees.
One cannot deny the fact that technology makes total quality possible, but
men make it happen.
Evaluation of the training programme can no longer be considered as
perfunctory task with little analysis and usefulness .
(IMS) (5-Year MBA) from Kurukshetra University declare that whole work done
Keshiha Sharma
Roll No. 33 Date
Institute of Management Studies 17-July-2008
Kurukshetra University
COMPANY PROFILE
Sh. Jawahar Lal Oswal is a multi division and Multi locatin company. The
Soap and Vanaspati division. The Spinning division has a complement of 32000
spindles for the manufacture of cotton yarn whilethe fabric division has a
complement of 160 looms for the manufacture of Grey cotton fabrics. Both the
Spinning and Fabrics Division are located at LALRU, DISTT- MOHALI. the soap
division has facillities for the manufactures of 30000 tones per annum of fatty
acid , 30000 tones per annum of toilet soaps and a rice bran crushing capacity
also located at Raikot , Punjab has faciilites for the manufacture of 19800 tones
AND OILS LIMITED. The main products of the company comprised are industrail
wide range from spinning , knitting , fabrics , soaps , vegetable oil and sugar
THE JOURNY
2002- Merged Oswal Cotton Mills Ltd. (Manufactuers of processed fabrics &
finished garments)
2005- Merged NIL (Manufacturer of yarn) & Nahar Sugar & Allied Industries
Unit Nahar Fabric an ISO 9001 (QMS) & ISO 14001 (1996 EMS)
COMPANY has richened ISO 9002 certificate in Jan 1999 from b\s for maintaing
till date. Although, initially this industry catered to the needs to cover the Human
For the most of recorded history, mankind has relied on natural fabrics,
particularly cotton, linen, wool, and silk for textile products. In addition, the
However, the demand could not grow up in the same proportion and India
suffered due to unbalance between demand and supply, thus ultimately resulting
in lower prices. However with the advent of industrial revolution, the textile
industry in India begins to rise due to open government policies and import of
During the past few decades, the textile industry has gone through a
use in industry has surpassed that of natural fibers. The twentieth century
fibers.
and demand
Changing fashions and desire for better quality have boosted the textile
industry in recent years. With increasing population, Demand for fabric is rapidly
increasing and new units are being established while the existing ones are going
MALWA COTTON
PRECOT MILLS
SUTLEJ INDUSTRIES
GTN TEXTILES
knitting, fabric, hosiery , garments etc. Out of total production, 60% of the
production is dedicated to exports and the rest of 40% for the domestic market.
Today OWM is the flagship company of the glorious Oswal Empire and proud
owner of widely loved brands Knitwear , Monte Carlo and Cotton County . The
company boasts of a product range that is truly and varied . They include diverse
types of Woolen , Acrlic and Synthetic Yarns , Lambs Wool Viscose & Acrlic
The markets of NAHAR GROUP are cris crossed all over the globe with
major client in Australia, New Zealand, Europe , Middle East , Africa , Russia ,
and Asia. The objective is meeting the buyers expectations with consistent
quality backed by R&D divisions equipped with latest equipment, cream of highly
qualified technocrats and adhering to timely schedules. Today Oswal Wollen
Mills Ltd. Is a company that owes its strength in the market and solidity to
foresight of its chairman Sh. Jawahar Lal Oswal , the professional inputs of the
Starting out as a tiny worsted spinning & hoisery in Ludhiana, it was incorporated
company in 1983. The steady growth in manufacture & export of woolen / cotton
hosiery , knitwear & woolen textiles enabled the company to earn the
performance brought them a host of fresh laurels… they include the “National
shirts are being exported to reputed brands like GAP, ARROW, Pierre Cardin,
especially with established pressure from Asia , and that to maintain growth it
Back of the future could be the tittle for NAHAR INVESTMENTAND HOLDING
out in 1988 as manufactures & exporters of cotton hoisery garment knitwear the
company soon realized that to move forward it had to strategically move back.
Today , the result of these dynamic synergies are here for all to see in the
year 2003-2004 the company achieved a turnover of Rs. 4687 million and earned
a profit of over Rs. 357 million . An ISO 9002 company Nahar Exports has 5
of premium specialty & value added yarns manned by a dedicated work force of
South East Asian markets . Nahar Exports today is a major player in the chosen
area blazing new trials & spanning new horizons in its on going pursuit of ever
grater excellence.
To consolidate the textile business under one umbrella and to have
and arrangement with Nahr Spinning Mills Limited was proposed . which is
already approved by the Hon’ble Punjab & Haryana High Court vide its order
given its present name in 1994. NAHAR INTERNATIONAL LTD. has two
manufacturing units , all of which are resulted hardcore strategic thinking in its
Consolidating on the core strength of the group , the spinning unit of the
Cashing in is’s familiarly and strong presence in the key marked of the west , the
( Punjab ) for the manufacture of cotton/ blended yarns with a capacity of 25200
spindles.
NAHAR SUGAR AND ALLIED INDUSTRIES LIMITED.
new need based in tune with larger context of customer needs & market
demands.
The has a modern sugar mill powered with latest state of the art
equipment at district Fategarh Sahib (Punjab) for producing all types & grades of
sugar and allied products. The installed capacity of mill is 2500 TCDs
plant is carry on. Also t the power co-generated at the plant is being
constructively used for capitative consumption to reduce the raw materials cost..
DIRECTOR’S LIST
6. Mr. S.P.Nijhawan
7. Dr. O.P.Sahni
9. Prof. K.S.Maini
1. WARPING
2. WINDING
3. SIZING
4. COMMERCIAL
6. LOOMSHED
7. FOLDING
8. MAIN. PLANT
9. ENGG.
10. SANITATION
11. STORE`
12. ADM.
13. HORTICULTURE
14. DESIGHNING
15. Q.A.Q.C
MY PROJECT
RATE OF ABSENTISM
AND
LABOUR TURNOVER
No. Of Absentees from 15th May to 10th June
OLD PLANT
DEPATMENTS Total Work Force No. of Absentees.
Warping 29 25
Sanitation 30 137
Commercial 64 143
Winding 11 15
Sizing 34 86
Store 3 8
Loomshed 199 538
Knotting. 39 62
Folding 76 192
Main. Plant 18 75
ADM. 10 18
Horticulture 20 60
Designing 32 62
Q.A.Q.C 1 0
Engineering 71 191
NEW PLANT
1. Urgent work
2. Fever
3. Marriage
4. Death in Family
5. Miscellaneous reasons
OLD PLANT
Fever - 26%
Marriage - 17%
Miscellaneous - 04%
NEW PLANT
Fever - 24%
Marriage - 16%
Miscellaneous – 06%
work means he cannot avoid such work and has to take leave. Urgent work
2. Fever:- Fever is the second main reason behind the absenteeism. Fever
includes himself ill , fever in the family, injury to some relative. The
ESI hospital has been established recently but that didn’t help in reducing
absenteeism
3. Marriage:- Marriage holds third place in absenteeism . Marriage includes
working are young in age and suitable for marriage . this shows that the
death in family . this is unavoidable situation and management gives them the
have
either not written the reasons or have taken short leave the miscellaneous
March 57 93 -36
May 97 102 -5
figures we come to know that the labor turnover is much more which
is not a good sign for a company . Since the persons leaving the
are not happy or satisfied working with the company . There are
number of reasons for that like lesser pay , fight with supervisor ,
tackle it. . They improve the working condition for labourers , they
1. Less Payment
4. Expelled
5. Market Boom
6. Other Reasons.
Turnover :-
Expulsion – 2%
Other Reasons – 10.5%
1. Less Payment:- Less payment is the chief reason for leaving the
gets much less pay compared to other companies . For e.g a weaver is paid
Rs . 3000 per month where as in other companies they get Rs. 7000 per month
so abviously the weaver will leave the company. Even the trainees are paid
less .
whereas
them both . For e.g if the worker is taking rest during or caught not
by labourer.
3. Bad Working Condition: - Working conditions plays very important
There is cotton flies or dusk all over the unit , there is terrible smell , and
reduced for labour turnover . Expulsion is the last thing a person can
think of. In the company there are certain guidelines if they are not
followed the laborer are expelled from the company the guidelines are
that anybody caught stealing , women work force is more here so any
will certainly go and work their so that he remains closer to his family
and his city even if he is getting less pay he won’t mind. Market Boom
wasn’t a big problem but in recent times it has become a hesd-ache for
These all reasons comes under another category . Basically these are
remains clean
experience for us. The training gave me a feel of working with a big and a
premier organization like the NAHAR GROUP. The people in the company are
very good and always ready to provide a helping hand whenever in need . After
industry and its practical applications. When we were studying the theories of
thinking that how all these would be implemented . However , after the training,
we learnt that how all these could be put to good use . It was the result of the
training only that we go to see the objects in real about and seen as 2-D objects
in books.
expose my self to the industrial culture & work environment. In other words, this
one month training was a learning experience all the way. This all happened due
At the end I would like to conclude that I really enjoyed my training I’ll thanks
every staff member especially time – keepers with whom I whom certainly not
completed my project .