MBA Proj Zeroth Review

ABSTRACT
Absenteeism is a major problem which adversely affects the entire

industrial economy. It places a huge financial burdens on organizations and has
a detrimental effect on productivity and performance. Although researchers

have attempted to identify the factors that cause, or are related to
absenteeism so that appropriate solutions can be developed, little research
has been done to determine the factors from the point of view of the staff
themselves. As a result, the purpose of the study was to determine the
perceived factors that contribute to employee absenteeism, hence the extent
to which absenteeism of the workers can be reduced is of great importance to
the success of an industry.
The problem of absenteeism is of vital importance in Indian organization because in

comparison to the west, the rate is considerably higher in India. Absenteeism among workers
is one the most establishing factors.
In an organization, it results in production losses; an increase labour cost and reduces

efficiency of operation. The losses and additional costs caused by absenteeism expressed in
terms of money will be alarming.
The increased productivity of an industry mainly depends upon the best possible use
of man power which is the most valuable and hampers the entire production process. It is a
problem which needs everybodys attention
It is essential to determine the employees work condition, salary, Facilities,

attendance, training programme, motivation techniques and promotions etc. The same can be
achieved with the help of survey using a well-defined objective structured questionnaire
based on the preliminary study. The prepared questionnaire can be used to get the direct
responses from the employees of the organization under study for the project. The response
obtained from the employees of the organization can be analyzed and interpreted using
different type of statistical tools.
The project main focus must be to facilitate and reveal the vital aspects and that are
needed and essential in improving the working condition, increasing the salary, transport
facilities, promotion incentives, increasing leave, welfare facilities , the above all conclusion
will be helpful for the management to improve the presentism.
COMPANY PROFILE
Infitech Global is an enterprise software company head quartered at Bangalore,

providing myriad solutions that include development and implementation of Softwares,
providing Communication and Networking Services and Supply of hardware components,
peripherals and devices. Infitech Globals ambitious dream is to become a leading player in
providing cost effective Software products and services to empower clients by deploying
business intelligent solutions. Infitech provides a wide range of services to assist its
customers in building custom solutions that tightly fit their business needs. They treat their
customers like their business partners. They listen to them, respond quickly to their needs and
deliver quality services and products that are user friendly, reliable and far superior to their
competitors. They are an innovative, responsive and entrepreneurial organization.
Their business environment is constantly changing. They have a creative and innovative
approach that leads to breakthrough performance. They have developed a comprehensive
toolset and proven methodology to ensure the project is planned, executed and controlled - on
time and on budget.
Infitech Global is an enterprise software company with its headquarters in Bangalore

and branch offices all over South India. It has its regional centres in Chennai, Coimbatore,
Hyderabad and Cochin. It possesses not only the latest technology gadgets but also the most
knowledgeable and experienced hands to offer most user friendly customized solutions.
Infitech Global Software offers a unique, customer-centric model for delivering

software products and services. The vision, ability to execute and dedicated workforce and
financial resources are their great strength, being the primary requirements for a successful
business enterprise. Their offerings for application delivery, application management, supply
of required hardware components and devices and IT governance help customers maximize
the business value of IT by optimizing application quality, performance, and availability as
well as managing IT costs, risks, and compliance.
Infitech Networkz is the Hardware and Networking solutions a division of Infitech

Global. It provides training on Hardware, Networking and security. The course curriculum is
designed to the needs of the industry making the participant the most sought after Hardware
& Networking and Security Professional.
Infitech Global offers the following solutions to the IT industry
Software Development & Consulting
High-End Training for Students & Professionals
Information Systems Planning (ISP) and Need Analysis
System Integration, Migration, Reengineering and Maintenance
Supply of required Systems, Communication & Network devices etc.
Infitech Global recognizes employees and reward associates, who actively demonstrate and
support The Infitech Culture and Quest for Excellence. To meet their prospective clients IT
needs, they offer the following software products and solutions, which addresses different
functional areas keeping in mind the industry standards and technology. They offer the
following software products and solutions for different functional areas
Financial Accounting
Institution Management
Inventory Management
Human Resource Management
Hotel Management
Hospital Management
Automobile Spares Management
Workshop Management
Enterprise Resource Planning (ERP)
Retail Management
Software Development:
Infitech Global is specialized in customized application software development in various
domains that include Manufacturing and Distribution, Healthcare, Education, Travel and
Hospitality and other Service Industries. They undertake software development for both
domestic and international customers. They have a vast experience in design and in
development of large integrated commercial applications, customized to user needs. Software

Development Includes
Application Software Development
On-site Consulting
Off-shore Development
Turnkey Projects
Infitechs Products:
Institution Management System (IMS): is a fully integrated multi location, multi user
software solution meant for educational institutions.
Human Resource Management System (HRGen): is a completely

web based fully integrated automated and user configurable HR
Management
program
covering
all
aspects
of
human
resource
management. They undertake software development for both

domestic and international customers.
Software Development & Implementation They have vast experience in design and
development of large integrated commercial applications customized to user needs.
They also offer their international clients the following services
Application Software Development
On-site Consulting
Off-shore Development
Turnkey Projects
VISION:
To be Indias premier Exporters Company and to acquire, provide and nurture the best of
Indian Talent.
MISSION:
Provide excellent services to their customers in all means
Ensure the timely execution in all their endeavors
Learn new strategies to identify niche markets
Create Opportunities to achieve their highest potentials
STRIVE HARD TO ENHANCE VALUES:

They are a passionate and pioneering people dedicated to provide solutions for any
challenges faced by us or their clients.
PHILOSOPHY:
They believe to maintain absolute integrity and at most confidentiality in any transaction.
They believe in adhering to normally accepted business ethics
QUALITY STATEMENT:
They are committed to build sustainability competitive advantage through the quality. The
capability and ultimately the performance of thier people and managing Human capital for
their clients
Research and Development: Infitech Global has R&D division to improve existing
products, create new and better products, improve production methods, and create effective
processes. This enables the organisation to reduce costs, increase profitability and remain
ahead of the competition. It allocates specific portion of their budget to research and
development activities.
AIM OF THE STUDY

Main aim of this study is to determine the reason behind the absenteeism of the employees of
Infitech Global and to suggest the measures to overcome it.
The study is to help the company to identify where the problem lies and rectify it, which may
further result in efficient work of the employees of the said organization.
OBJECTIVES
To analyze the master attendance.
To find out the major reasons behind absenteeism of the employees.
To study various measures adopted by the organization and suggest controlling measures
to reduce the absenteeism.
SCOPE OF THE STUDY
The study would cover the perception of employees of Infitech Global.
Study undertaken to help management plan for growth and development.
A target samples of 100 employees are to be selected at random.to perform this study.
This project is useful for the management to know the employees perception towards the
company and the company can take effective measure towards any fall back.
Absenteeism is a habitual pattern of absence from a duty or obligation. An absence

refers to time an employee is not on the job during scheduled working hours, except for a
granted leave of absence, holiday, or vacation time. However, employee absenteeism is not
just an employee issue it is an organizational problem and therefore becomes everyone's
responsibility.
2.1 Says FRANCES DAVIES Absenteeism can have an enormous effect on the productivity
of an organization. The average American worker takes six days sick leave a year, and
although this is significantly less than in places such as Europe it is still having a big impact
on US staffing resources and productivity. The loss of productivity due to short/long-term
illness, disability is therefore proving to be a major headache for companies. Effective
absence management programs can be the best remedy for reducing absenteeism.
Every time an employee is absent from work there is a loss of productivity to the
organization, explains Sharon Kaleta, President and CEO of the Disability Management
Employers Coalition (DMEC). One person absent from work may not create a problem, but
several people absent for one or more days can have a significant financial impact to the
organization.
IMPACT OF ABSENTEEISM
There are many forms of absenteeism, ranging from short-term illness, long-term
illness, unauthorized absence and persistent lateness, to other authorized absences such as
annual leave, paternity leave, time off to care for dependents and compassionate leave. Other
causes might also include low morale, stress and poor working conditions, many of which are
preventable.
The effect absenteeism can have on a business can be wide-ranging, but particularly
affects those employees left to pick up the pieces. According to Wayne Wendling, Senior
Director of Research at the International Foundation of Employee Benefit Plans.
The workings of a company have changed and employees are now much more
interconnected than previously and, as a result, organizations are much more dependent on
their employees.
When someone is absent, the entire web of interaction among employees can be
disturbed in terms of workflows and the availability of information, he explains. Part of
that is overcome as more files are now open to people who can fill in and help with the tasks
that the individual may have been performing. However, there is a definite ripple effect
through the organization when someone is unexpectedly ill. The productivity of others is also
being impacted.
WORKING WELL
There are many measures that an employer can take to help mitigate the rippling
effects of absenteeism on the workforce. Sometimes it really is the little things that make the
most difference. Allowing employees to visit doctors and dentists, health surveillance, health
education and stress management interventions are all good examples. Once they are
measuring absence and then reducing it, they will find that a fitter workforce will perform
better and productivity will increase giving them a competitive edge in any business
environment, enthuses Bawden.
One of the most effective ways to combat absenteeism, however, is to maintain a
happy working environment where people actually enjoy coming to work. Have a workplace
that people love to come to work in and they feel they are doing something meaningful,
Wendling recommends.
Although not always preventable, absenteeism is something that can be mitigated to a
certain degree, and absence management programs can definitely help. Fostering a caring
working environment where workers are supported during any illness or disability can only
work in the favor of the company and ensures that work isnt something for employees to
be sick of.
Report Author: ANNE COUGHLAN
Senior Research Executive, IBEC Research and Information Service
IBEC WORKPLACE ABSENCE SURVEY 2004
The report contains data from the IBEC WORKPLACE ABSENCE SURVEY 2004,
which was based on responses received from 557 private sector companies employing
147,000 employees.
Absence affects more than just the person who is absent.

The absent employees themselves and their dependants may have a reduced income as
a result of absence, besides incurring possible additional medical expenses. Employers are
affected by direct costs such as sick pay, overtime and staff replacement costs, plus the
indirect costs associated with the effects of absence on, for example, production and quality,
management time and the potential loss of customers. The co-workers of an absent employee
may have to work under increased pressure,in order to meet deadlines.
Many organizations appear to accept a certain level of absence i.e. where a proportion
of their employees are away on any particular day. The recent IBEC study found that over
half of the respondents did not consider they had a problem with absence. However, more
than four out of ten companies in the survey considered their absence levels to be a cause for
concern. As only a portion of absence days are subject to organization control it is
important to determine what portion of employee absence is avoidable.
Employees can feel they have been treated unfairly when they perceive other
absent employees as getting away with it. Absence can also be a symptom of a more serious
underlying problem, such as bullying and/or harassment, communication breakdown, stress,
etc., which could, if not investigated, lead to significant costs to the organization, as well as
causing long-term damage to the employee.
A recent IBEC survey showed that personal problems were cited as a cause of absence
in a significant number of companies, for both males and females. Nowadays, apart from
sickness, employees can be absent from work for any one of a number of reasons, either
under statutory leave entitlement (such as annual leave, maternity or adoptive leave,
parental leave), or under arrangements agreed at an individual company level (such as
compassionate or bereavement leave, study and/or exam leave, marriage leave, training, etc.).
ANALYSIS AND INTERPRETATION

PIE CHART REPRESENTATION OF THE PERCENTAGE ANALYSIS
1. Gender of the employees working at Infitech Global
GENDER-TABLE 5.1
GENDER
NUMBER OF RESPONDENTS
PERCENTAGE
FEMALE
54
54%
MALE
46
46%
TOTAL
100
100%
GENDER
54%
FEMALE
46%
MALE
GENDER-CHART 5.1
Inference:
From the above chart it can be seen that, from the total respondents 54% are male and 46%
are female working at Infitech Global
2. Age group of the employees working at Infitech Global
AGE-TABLE 5.2
AGE
PERCENTAGE
20-30YEARS
38
38%
30-60YEARS
62
62%
TOTAL
100
100%
AGE
20-30 years
38%
30-60 years
62%
AGE-CHART 5.2
Inference:
From the above chart it can be seen that, from the total respondents 62% of the employees
fall under the age group of 30-60 years and 38% of the employees fall under the age group of
20-30 years at Infitech Global
3. Educational qualifications of the employees at Infitech Global
EDUCATIONALQUALIFICATION-TABLE 5.3
EDUCATIONAL
PERCENTAGE
QUALIFICATION
BELOW 12th
80
80%
U.G AND P.G
20
20%
TOTAL
100
100%
EDUCATIONAL QUALIFICATION
20%
80%
BELOW 12th
U.G AND P.G
EDUCATIONAL QUALIFACTION-CHART 5.3

Inference:
From the above chart it can be seen that, from the total respondents 80% of the employees are
below 12TH standard and 20% of them are Under Graduates and Post Graduates at Infitech
Global
4. Over all work experience of the employees.
OVER ALL WORK EXPERIENCE-TABLE 5.4

OVER ALL WORK
PERCENTAGE
EXPERIENCE
BELOW 20 YEARS
68
68%
ABOVE 20 YEARS
32
32%
TOTAL
100
100%
OVER ALL WORK EXPERIENCE
32%
68%
BELOW 20 YEARS
ABOVE 20 YEARS
OVER ALL WORK EXPERIENCE-CHART 5.4

Inference:
From the above chart it can be seen that, from the total respondents 68% of the employees
have their overall work experience below 20 years and only 32% have their experience above
20 years.
5. Years of experience at Infitech Global
YEARS OF EXPERIENCE - TABLE 5.5

YEARS OF EXPERIENCE
PERCENTAGE
AT X SOAPs LTD
1-5 YEARS
13
13%
6-10 YEARS
41
41%
11-15 YEARS
46
46%
TOTAL
100
100%
YEARS OF EXPERIENCE AT POWER SOAP's LIMITED
13%
46%
41%
1-5 YEARS
6-10 YEARS
11-15 YEARS
YEARS OF EXPERIENCE CHART 5.5

Inference:
The above chart represents the employees experience in Infitech Global It infers that 46% of
the employees work at X Soaps from 1-5 years, 41% of the employees work form 6-10 years
and only 12% work for 11-15 years.
6. Total number of days the employee works in a month at Infitech Global
DAYS OF PRESENT-CHART 5.6

NUMBER OF DAYS
PERCENTAGE
PRESENT PER MONTH

20-22 DAYS
13
13%
23-25 DAYS
25
25%
26-28-DAYS
54
54%
29-30 DAYS
08
08%
TOTAL
100
100%
NUMBER OF DAYS PRESENT PER MONTH
8% 13%
25%
54%
20-22 DAYS
23-25 DAYS
26-28 DAYS
29-30 DAYS
DAYS OF PRESENT- CHART 5.6

Inference:
The above chart represents the number of days an employee is present in a month at X Soaps
Limited, it shows that 54% of them are present from 26-28 days, followed by 25% of them
present for 23-25 days, 13% of them for 20-22 days and 8% of them present up to 29-30
days.
7. Total number of days the employee takes leave in a month at Infitech Global
DAYS OF LEAVE-TABLE 5.7
NUMBER OF LEAVES
PERCENTAGE
TAKEN PER MONTH

1-5 DAYS
03
03%
6-10 DAYS
52
52%
11-15 DAYS
33
33%
ABOVE 15 DAYS
12
12%
TOTAL
100
100%
NUMBER OF LEAVES TAKEN PER MONTH
12% 3%
33%
1-5 DAYS
6-10 DAYS
52%
11-15 DAYS
ABOVE 15 DAYS
DAYS OF LEAVE-CHART 5.7

Inference:
The above chart represents the number of days an employee takes leave in a month at X
Soaps Limited, the chart shows that 52% of the employees take leave from 6-10 days in a
month followed by 33% from 11-15 days, 12% above 15 days and only 3% takes leave from
1-5 days.
8. The reason behind the employees absenteeism at Infitech Global
REASON FOR ABSENTEEISM-TABLE 5.8

REASON FOR ABSENTEEISM
NUMBER OF
PERCENTAGE
RESPONDENTS
DOMESTIC PROBLEMS
HEALTH PROBLEMS
LACK OF INTEREST IN JOB
WORK ENVIRONMENT
OTHER REASONS
TOTAL
35
43
01
04
17
100
35%
43%
01%
04%
17%
100%
REASON FOR ABSENTEEISM
17%
3%
35%
1%
43%
DOMESTIC PROBLEMS
OTHER REASONS
HEALTH PROBLEMS
WORK ENVIRONMENT
REASON FOR ABSENTEEISM-CHART 5.8

Inference:
The above chart represents that, from the total respondents 43% of the employees coated
health problems as the reason for absenteeism followed by 35% who coated domestic
problems,1% reasoned lack of interest in job, 4% reasoned the work environment and 17%
coated other reasons as the reason for their absenteeism.
9. Do the employees need additional leave?
ADDITIONAL LEAVE-TABLE 5.9

NEED OF ADDITIONAL
PERCENTAGE
LEAVE
YES
42
42%
NO
58
58%
TOTAL
100
100%
NEED OF ADDITIONAL LEAVE
42%
58%
YES
NO
ADDITIONAL LEAVE-CHART 5.9

Inference:
From the above chart it can be seen that, the respondents response towards additional leave.
58% of the employees prefer more additional leave and 42% of them dose not prefer
additional leave at Infitech Global
10. Does the absenteeism of the employees affect the output at X Soaps Limited?
ABSENTEEISM EFFECT ON OUT PUT-TABLE 5.10

ABSENTEEISMs EFFECT
PERCENTAGE
ON OUTPUT
ALWAYS
00
00%
SOMETIMES
22
22%
NEVER
78
78%
TOTAL
100
100%
DOES THE ABSENTEESIM OF EMPLOYEES AFFECT THE OUT PUT
22%
78%
ALWAYS
SOMETIMES
NEVER
ABSENTEEISM EFFECT ON OUT PUT-CHART 5.10

Inference:
Form the above chart, it is inferred that from the total respondents 78% of the employees
responded that their absenteeism will not have effect on the output of the company and 22%
of them responded that sometimes their absenteeism may affect the output at Infitech Global
11. Are the employees satisfied with the salary provided by X Soaps Limited?
SALARY-TABLE 5.11
SALARY PROVIDED BY
PERCENTAGE
THE COMPANY
SUFFICIENT
57
57%
INSUFFICIENT
43
43%
TOTAL
100
100%
SALARY PROVIDED BY THE COMPNY
43%
57%
SUFFICIENT
IN-SUFFICIENT
SALARY-CHART 5.11
Inference:
From the above chart, it can be inferred that from the total respondents 57% of the employees
at X Soaps Limited are satisfied with the salary provided to them and 43% of the employees
are not satisfied with the salary package.
12. The employees satisfied towards the compensation offered by X Soaps Limited
during their time of leave?
SATISFACTION LEVEL-TABLE 5.12

SATISFACTION LEVELON THE
NUMBER OF
PERCENTAGE
COMPENSATION PAID
HIGHLY-SATISFIED
SATISFIED
NEUTRAL
DIS-SATISFIED
HIGHLY-DIS-SATISFIED
TOTAL
RESPONDENTS
24
35
29
12
00
100
24%
35%
29%
12%
00%
100%
EMPLOYEE'S SATISFACTION LEVEL ON THE COMPENSATION PAID BY THE COMPANY
24%
12%
29%
35%
HIGHLY DIS-SATISFIED
NEUTRAL
HIGHLY SATISFIED
DIS-SATISFIED
SATISFIED
SATISFACTION LEVEL-CHART 5.12

Inference:
The above chart represents the employees response towards the compensation paid by the
company at the time of leave taken. It shows that 29% of the employees are highly satisfied
with the compensation paid, 35% of the employees are satisfied, 29% of the employees have
responded neutral and 12% of the employees are dis-satisfied with the compensation at
Infitech Global
13. The employees understandings towards their work/job responsibilities at
Infitech Global
UNDERSTANDING TOWARDS WORK/JOB RESPONSIBILITY-TABLE 5.13

UNDERSTANDING
PERCENTAGE
TOWARDS WORK/JOB
VERY CLEAR
78
78%
NETURAL
22
22%
NOT CLEAR
00
00%
TOTAL
100
100%
EMPLOYEE'S UNDERSTANDING TOWARDS WORK/JOB RESPONSIBILITY
22%
78%
NOT CLEAR
NEUTRAL
VERY CLEAR
UNDERSTANDING TOWARDS WORK/JOB RESPONSIBILITY-CHART 5.13

Inference:
The above chart represents the employees understanding towards work/job responsibility at
Infitech Global 78% of the employees are very clear about their work/job and 22% of them
are neutral.
14. The employees satisfaction towards their work/job at Infitech Global
EMPLOYEES SATISFACTION-TABLE 5.14

SATISFACTION LEVEL
PERCENTAGE
TOWARDS WORK/JOB
SATISFIED
51
51%
DIS-SATISFIED
49
49%
TOTAL
100
100%
EMPLOYEE'S SATISFACTION LEVEL TOWARDS THEIR WORK/JOB
49%
51%
DIS-SATISFIED
SATISFIED
EMPLOYEES SATISFACTION-CHART 5.14

Inference:
The above chart represents the employees satisfaction level towards their work/job at
Infitech Global 51% of the employees are satisfied with their work/job and 49% are not
satisfied.
15. The employees relationship towards superior/co-worker at Infitech Global
EMPLOYEES RELATIONSHIP-TABLE 5.15

RELATIONSHIP
PERCENTAGE
56
56%
TOWARDS
SUPERIOR/CO-WORKER
EXCELLENT
POOR
44
44%
TOTAL
100
100%
EMPLOYEE'S RELATIONSHIP TOWARDS SUPERIOR/CO-WORKER
44%
56%
POOR
EXCELLENT
EMPLOYEES RELATIONSHIP-CHART 5.15

Inference:
The above chart represents the employees relationship towards their superior/co-worker at
Infitech Global 56% of the employees maintain excellent relationship between their
superior/co-worker and 44% of the employees maintain poor relationship.
16. The employees views towards the work environment at Infitech Global
WORK ENVIRONMENT-TABLE 5.16

WORK ENVIRONMENT
PERCENTAGE
EXCELLENT
28
28%
FAIR
49
49%
POOR
23
23%
TOTAL
100
100%
EMPLOYEE'S VIEWS TOWARDS WORK ENVIRONMENT IN THE COMPANY
23%
28%
49%
EXCELLENT
FAIR
POOR
WORK ENVIRONMENT-CHART 5.16

Inference:
The above chart represents the employees views towards the work environment at Infitech
Global 46% of the employees responded that it is fair, 28% have responded that it is excellent
and 23% have responded that it is poor.
17. Does X Soaps Limited help the employees in personal problem?
X SOAPs HELP TOWARDS EMPLOYEEs PERSONAL PROBLEM-TABLE 5.17

HELP TOWARDS
PERCENTAGE
PERSONAL PROBLEM
OFTEN
25
25%
IN SOME CASES
73
73%
NOT-AT-ALL
02
02%
TOTAL
100
100%
DOES THE COMPANY HELP IN EMPLOYEE'S PERSONAL PROBLEM ?
2%
25%
73%
NOT-AT-ALL
IN SOME CASES
OFTEN
X SOAPs HELP TOWARDS EMPLOYEEs PERSONAL PROBLEM-CHART 5.17

Inference:
From the above chart, it can be inferred that 73% of the employees responded that in some
cases X Soaps Limited help during personal problem, 25% of the employees responded that
often the company helps and 2% responded that the company never help during personal
problem.
18. The employees views towards the current absenteeism policies at Infitech Global
ABSENTEEISM POLICIES TABLE 5.18

VIEWS TOWARDS
PERCENTAGE
CURRENT POLICIES
EXCELLENT
38
38%
NEUTRAL
41
41%
POOR
21
21%
TOTAL
100
100%
EMPLOYEE'S VIEW REGARDING THE CURRENT ABSENTEEISM POLICIES IN THE COMPANY
21%
38%
41%
EXCELLENT NEUTRAL POOR
ABSENTEEISM POLICIES CHART 5.18

Inference:
The above chart represents the employees views regarding the current absenteeism policies
followed at Infitech Global 38% of the employees responded that the current policies are
excellent, 41% of them responded as neutral and 21% of the employees find the current
policies to be poor.
19. The employees views regarding X Soaps Limiteds method of handling

absenteeism.
METHOD OF HANDLING ABSENTEEISM-TABLE 5.19

VIEWS TOWARDS
PERCENTAGE
HANDLING OF POLICIES
SATISFIED
48
48%
DIS-SATISFIED
52
52%
TOTAL
100
100%
EMPLOYEE'S VIEW REGARDING THE COMPANY'S METHOD OF HANDLING ABSENTEEISM
48%
52%
DIS-SATISFIED SATISFIED
METHOD OF HANDLING ABSENTEEISM-CHART 5.19
Inference:
The above chart represents the employees views regarding X Soaps Limiteds method of
handling absenteeism. 52% of the employees are satisfied with the method and 48% of the
employees are not satisfied.
20. The factors that may reduce absenteeism at Infitech Global
FACTORS THAT MAY REDUCE ABSENTEEISM-TABLE 5.20

FACTORS THAT MAY REDUCE ABSENTEEISM
NUMBER OF
PERCENTAGE
RESPONDENT
INCREASE IN NUMBER OF HOLIDAYS
PROVIDING MEDICAL FACILITIES
PROVIDING NON-MONETARY BENEFITS
PROVIDING BETTER WORK CONDITIONS
TOTAL
S
24
27
26
23
100
24%
27%
26%
23%
100%
FACTORS THAT MAY REDUCE ABSENTEEISM
BETTER WORK CONDITIONS; 23%INCREASE IN NUMBER OF HOLIDAYS; 24%
PROVIDING NON-MONETARY BENEFITS; 26%
PROVIDING MEDICAL FACILITIES; 27%
FACTORS THAT MAY REDUCE ABSENTEEISM-CHART 5.20

Inference:
The above chart represents the factors that may reduce absenteeism at Infitech Global 27% of
the employees responded to prove medical facilities within the company premises, 26%
responded to provide non-monetary benefits, 24% of them responded to increase the number
of holidays and 23% of them responded to provide better work conditions.
T-TEST
21. NUMBER OF DAYS ABSENT AND GENDER
GENDER
MEAN
Female
95
1.64
male
113
1.50
df
SIGN
2.135
206
.033
TABLE NO 5.21
Null hypothesis:- There is no significance association in the number of days absent among
male and female.
Alternate hypothesis:- There is significance association between number of days absent
among male and female.
From the above table it can be seen that that the significance value is less than 0.05 therefore
the null hypothesis can be rejected, which means there is significance association between
number of days absent among male and female, the mean of female employees are 1.64
which is greater than the mean of male employees which means the females tend to absent
from work more than men. This may be due to the domestic problems faced by them.
AGE
MEAN
df
SIGN
Below 35
51
1.57
.101
206
.920
Above 35
157
1.56
22. NUMBER OF DAYS ABSENT AND AGE
TABEL NO-5.22
Null hypothesis:- There is no significance association in the number of days absent and age.
Alternate hypothesis:- There is significance association between number of days absent and
age.
From the above table it can be seen that the significance value is more than 0.05 therefore the
null hypothesis is accepted, which means there is no significance association in the number of
days absent and age. The mean of employees below the age of 35 is 1.57 and the mean of
employees above the age of 35 is 1.56, since there is no much association in the mean it can
be inferred that age doesnt influence the number of days absent.
23. NUMBER OF DAYS ABSENT AND DESIGNATION

DESIGNATION
Management
level
Production level
N
47
161
MEAN
1.17
df
SIGN
-6.783
206
0.000
1.68
TABLE NO-5.23
Null hypothesis:- There is no significance association in the number of days absent and
designation.
Alternate hypothesis:- There is significance association between number of days and
designation.
From the above table it can be seen that the significance value is less than 0.05 therefore the
null hypothesis can be rejected and it can be concluded from the mean that the production
level employees tend to absent from work more than management level employees as the
mean of production level employees is 1.68 which is greater than the mean of management
level employees. This may be due to the reason that management level employees are at
higher position and if they tend to take more leave it will directly affect the performance of
the company.
24. NUMBER OF DAYS ABSENT AND EXPERIENCE IN THE COMPANY

TABLE-5.24
EXPERIENCE
Below 10 yrs
Above 10 yrs
N
187
21
MEAN
1.57
1.48
df
SIGN
0.838
206
0.422
Null hypothesis:- There is no significance association between number of days absent and
work experience in the company.
work experience in the company.
From the above table it can be seen that the mean of employees who have below 10 years of
experience is greater than the mean of employees who have above 10 years of experience but
this association is immaterial as the significance value is more than 0.05, therefore the null
hypothesis is accepted, which means there is no significance association between the number
of days absent and work experience in the company
25. NUMBER OF DAYS ABSENT AND OVER ALL EXPERIENCE
TABLE-5.25
OVER ALL
MEAN
df
SIGN
EXPERIENCE
Below 20 yrs
Above 20 yrs
134
74
1.54
1.61
-0.983
206
0.235
Null hypothesis:-There is no significance association between number of days absent and

over all work experience.
over all work experience.
From the above table it can be seen that the mean of employees who have over all experience
above 20 years is high compared to the mean of employees who have over all experience
below 20 years but this association is immaterial as the significance value is more than 0.05,
therefore the null hypothesis is accepted, which means there is no significance association
between the number of days absent and over all work experience.
ANOVA
25. NUMBER OF DAYS ABSENT AND EDUCATION
TABLE-5.26
EDUCATION
12th
UG
PG
Btw the groups

Within the groups
N
183
14
11
df
2
205
MEAN
1.63
1
1.09
F
18.451
SIGN
0.000
Null hypothesis:- There is no significance association in the number of days absent and
educational qualification.
Alternate hypothesis:- There is significance association in the number of days absent and
educational qualification.
From the above table it can be seen that that the significance value is less than 0.05 therefore
the null hypothesis can be rejected and it can be concluded that employees with educational
qualification less than 12th tend to absent from work more than employees with degree. This
may be due to the reason that employees with less educational qualification may not know
the importance of being regular to the company.
25. NUMBER OF DAYS ABSENT AND SALARY
TABLE-5.27
SALARY
Below 10000
10001-20000
Above 20000
N
181
23
4
MEAN
1.64
1.04
1
Btw the groups

Within the groups
df
2
205
F
20.622
SIGN
0.000
Null hypothesis:- There is no association in the number of days absent and salary package.
Alternate hypothesis:- There is association in the number of days absent and salary package.
From the above table it can be seen that the significance value is less than 0.05 therefore the
null hypothesis can be rejected and it can be concluded that employees with salary package
less than 10,000 tend to absent from work more than employees with higher salary package.
This may be due to the reason that employees who get salary of less than 10,000 work at
production level and the pressure faced by them to be regular is less compared to the pressure
faced by employees who get high salary.
CHI-SQUARE ANALYSIS
25. CHI-SQUARE ANALYSIS BETWEEN AGE AND SALARY.
TABLE-5.28
AGE
SALARY
IN-
SUFFICIEN
SUFFICIEN
20-35
T
16
22
36-60
27
35
PEARSON CHI-
VALUE
df
SIGN
0.020
0.887
SQUARE
Null Hypotheses:-There is no significant association between age and salary of the

employees.
Alternate hypotheses:- There is significant association in the age and the salary provided at
Infitech Global
From the above table it is seen that the Pearson Chi-Square significance value is 0.887, which
is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be said there
is no association between age of the employees and their salary signallingsignaling the
independency of the variables. The general notion of salary rising with age is disproved
because there are younger age employees working at higher positions and senior age
employees working at production level.
26. CHI-SQUARE ANALYISI BETWEEN AGE AND SATISFACTION

WITH WORK.
TABLE-5.29
AGE
SATISFACTION WITH
IN-
20-35
36-60
PEARSON
WORK
SUFFICIENT
SUFFICIENT
17
32
-
21
30
-
VALUE
df
SIGN
.446
.504
CHISQUARE
Null Hypotheses:-There is no significant association in the age and the satisfaction level
working at Infitech Global
Alternate hypotheses:- There is significant association between in the and the satisfaction
level working at Infitech Global
is no association between age of the employees and their satisfaction with work
signallingsignaling the independency of the variables. The general notion of satisfaction with
work rising with age is disproved because even younger age employees feel more satisfied
towards their work.
27. CHI-SQUARE ANALYSIS BETWEEN AGE AND RELATIONSHIP

WITH SUPERIOR/CO-WORKER.
TABLE-5.30
AGE
RELATIONSHIP WITH
SUPERIOR/CO-WORKERS
INSUFFICIENT
20-35
36-60
PEARSON
SUFFICIENT
19
27
-
19
37
-
VALUE
df
SIGN
.895
.344
CHISQUARE
Null Hypotheses:-There is no significant association in the age and the relationship with
superior/co-worker at Infitech Global
Alternate hypotheses:- There is significant association in the age and the relationship with
is no association between age of the employees and their relationship with superior/coworkers signallingsignaling the independency of the variables.
The general notion of
relationship rising with age is disproved because irrespective of their age employees maintain
equal level of relationship with their superior/co-workers.
28. CHI-SQUARE ANALYSIS BETWEEN AGE AND HANDLING OF

ABSENTEEISM ISSUE AT INFITECH GLOBAL
TABLE-5.31
AGE
HANDLING ABSENTEEISM
IN-
20-35
36-60
PEARSON
ISSUE
SUFFICIENT
SUFFICIENT
20
32
-
18
30
-
VALUE
df
SIGN
.010
.921
CHISQUARE
Null Hypotheses:-There is no significant association in the age and the handling of
absenteeism issue at Infitech Global
Alternate hypotheses:- There is significant association in the age and the handling of
is no association between age of the employees and their view towards handling of
absenteeism issue signaling the independency of the variables. The general notion of the
employees view rising with age is disproved because irrespective of their age their views
towards handling of absenteeism issue same.
29. CHI-SQUARE ANALYSIS BETWEEN GENDER AND SALARY.

TABLE-5.32
GENDER
SALARY
INSUFFICIENT
FEMALE
MALE
SUFFICIENT
15
28
31
26
VALUE
df
SIGN
PEARSON
3.753
.053
CHISQUARE
Null Hypotheses:-There is no significant association in the gender and the salary provided at
Infitech Global
Alternate hypotheses:- There is significant association in the gender and the salary provided
at Infitech Global
is less than equal to 0.05 therefore the Null Hypothesis is rejected. From which it can be said
there is association between gender of the employees and their salary signaling the
independency of the variables. There is association because the male employees salary at
production lever is higher compared to female employees.
30. CHI-SQUARE ANALYISI BETWEEN GENDER AND SATISFACTION

WITH WORK.
TABLE-5.33
GENDER
SATISFACTION WITH
IN-
FEMALE
MALE
PEARSON
CHISQUARE
WORK
SUFFICIENT
SUFFICIENT
22
27
-
24
27
-
VALUE
df
SIGN
.047
.828
Null Hypotheses:-There is no significant association in the gender and the satisfaction level
Alternate hypotheses:- There is significant association in the gender and the satisfaction level
is no association between gender of the employees and their satisfaction with work signaling
the independency of the variables. The general notion of gender associated with satisfaction
with work is disproved because both the male and female employees experience same
satisfaction towards their work.
31. CHI-SQUARE ANALYSIS BETWEEN GENDER AND RELATIONSHIP

WITH SUPERIOR/CO-WORKER.
TABLE-5.34
GENDER
RELATIONSHIP WITH
SUPERIOR/CO-WORKERS
INSUFFICIENT
VALUE
FEMALE
SUFFICIENT
18
28
df
SIGN
MALE
PEARSON
26
-
28
-
.820
.365
CHISQUARE
Null Hypotheses:-There is no significant association in the gender and the relationship with
Alternate hypotheses:- There is significant association in the gender and the relationship with
is no association between gender of the employees and their relationship with superior/coworkers signaling the independency of the variables. The general notion of gender associated
with relationship with superior/co-workers is disproved because the company has framed a
set of rules which is common for everyone.
32. CHI-SQUARE ANALYSIS BETWEEN GENDER AND HANDLING OF

TABLE-5.35
GENDER
IN-
FEMALE
MALE
PEARSON
ISSUE
SUFFICIENT
SUFFICIENT
16
36
-
30
18
-
VALUE
df
SIGN
10.117
.001
CHISQUARE
Null Hypotheses:-There is no significant association in the gender and the handling of
Alternate hypotheses:- There is significant association in the gender and the handling of
is lesser than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there
is association between gender of the employees and their views towards handling of
absenteeism issues signaling the dependency of the variables. The general notion of gender
associated with view towards handling of absenteeism issue is approved because female
employees tend to adjust more compared to male employees.
33. CHI-SQUARE ANALYSIS BETWEEN EDUCATIONAL

QUALIFICATION AND SALARY.
TABLE-5.36
EDUCATION
SALARY
INSUFFICIENT
BELOW 12th
U.G & P.G
SUFFICIENT
32
11
48
09
VALUE
df
SIGN
PEARSON
1.469
.226
CHISQUARE
Null Hypotheses:-There is no significant association in the educational qualification and the

salary provided at Infitech Global
Alternate hypotheses:- There is significant association in the educational qualification and
the salary provided at Infitech Global
is no association between education of the employees and their salary signaling the
independency of the variables.
The general notion of salary rising with education is
disproved because in the company at the production level employees with different
educational level are working for same level of salary.
34. CHI-SQUARE ANALYISI BETWEEN EDUCATIONAL

QUALIFICATION AND SATISFACTION WITH WORK.
TABLE-5.37
EDUCATION
SATISFACTION WITH
IN-
BELOW 12th
U.G & P.G
PEARSON
WORK
SUFFICIENT
SUFFICIENT
36
13
-
44
07
-
VALUE
df
SIGN
2.561
.110
CHISQUARE
satisfaction level working at Infitech Global
the satisfaction level working at Infitech Global
is no association between education of the employees and their satisfaction with work
signaling the independency of the variables. The general notion of satisfaction rising with
education is disproved because even employees with lesser education find satisfaction with
work equal to employees with higher education.
35. CHI-SQUARE ANALYSIS BETWEEN EDUCATIONAL

QUALIFICATION AND RELATIONSHIP WITH SUPERIOR/COWORKER.
TABLE-5.38
EDUCATION
RELATIONSHIP WITH
SUPERIOR/CO-WORKERS
INSUFFICIENT
BELOW 12th
U.G & P.G
PEARSON
SUFFICIENT
35
9
-
VALUE
df
SIGN
.010
.920
45
11
-
CHISQUARE
Null Hypotheses:-There is no significant in the between educational qualification and the
relationship with superior/co-worker at Infitech Global
the relationship with superior/co-worker at Infitech Global
is no association between education of the employees and their relationship with superior/coworkers signaling the independency of the variables. The general notion of relationship
rising with education is disproved because relationship with superior/co-workers depends
upon employees attitude and behaviour rather than education.
36. CHI-SQUARE
ANALYSIS
BETWEEN
EDUCATIONAL
QUALIFICATION AND HANDLING OF ABSENTEEISM ISSUE AT

INFITECH GLOBAL
TABLE-5.39
EDUCATION
IN-
BELOW 12th
U.G & P.G
PEARSON
ISSUE
SUFFICIENT
SUFFICIENT
35
17
-
VALUE
df
SIGN
45
03
-
10.907
.001
.001
CHISQUARE
FISHERs
EXACT TEST

handling of absenteeism issue at Infitech Global
Alternate hypotheses:- There is significant association in the educational qualification and the
is association between the view towards handling of absenteeism issue of the employees and
their education signaling the independency of the variables. The association is approved
because employees with higher education level will understand the rules and regulation of the
company towards absenteeism better than other employees.
37. CHI-SQUARE ANALYSIS BETWEEN YEARS OF EXPERIENCE

WORKING AT X SOAPS LIMITEDAND SALARY.
TABLE-5.40
YEARS OF
SALARY
EXPERIENCE
IN1-5
6-10
11-15
PEARSON
SUFFICIENT
20
16
07
-
SUFFICIENT
26
25
06
-
VALUE
df
SIGN
.893
.640
CHI-SQUARE
Null Hypotheses:-There is no significant association in the years of experience working at X
Soaps Limited and the salary provided at Infitech Global
Alternate hypotheses:- There is significant association in the years of experience working at

X Soaps Limited and the salary provided at Infitech Global
is no association between years of experience of the employees and their salary signaling the
independency of the variables. The general notion of salary rising with years of experience is
disprove because in private companies they follow standard salary package unlike
government companies which varies depending on experience.

WORKING AT X SOAPS LIMITED AND SATISFACTION WITH
WORK.
TABLE-5.41
YEARS OF
SATISFACTION WITH
EXPERIENCE
IN-
WORK
SUFFICIENT
VALUE
1-5
6-10
11-15
SUFFICIENT
19
26
04
27
15
09
df
SIGN
PEARSON
6.228
.044
CHI-SQUARE
Null Hypotheses:-There is no significant association in the age and the satisfaction level
Alternate hypotheses:- There is significant association in the age and the satisfaction level
is less than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there is
association between years of experience of the employees and their satisfaction with work
signaling the independency of the variables. It is because employees with more experience
will be attached and loyal to the company more than employees with less experience.

WORKING AT X SOAPS LIMITED AND RELATIONSHIP WITH
SUPERIOR/CO-WORKER.
TABLE-5.42
YEARS OF
RERLATIONSHIP WITH
EXPERIENCE
SUPERIOE/CO-WORKERS
INSUFFICIENT
1-5
6-10
11-15
PEARSON
SUFFICIENT
22
19
03
-
24
22
10
-
VALUE
df
SIGN
2.674
.263
CHI-SQUARE
Soaps Limited and the relationship with superior/co-worker at Infitech Global
X Soaps Limited and the relationship with superior/co-worker at Infitech Global
is no association between years of experience of the employees and their relationship with
superior/co-workers signaling the independency of the variables. The general notion of
relationship rising with years of experience is disproved because every employee maintains
standard relationship with their superior and co-workers to protect the organizations culture.
.

WORKING
AT
SOAPS
LIMITED
AND
HANDLING
OF

TABLE-5.43
YEARS OF
EXPERIENCE
IN1-5
6-10
11-15
PEARSON
ISSUE
SUFFICIENT
SUFFICIENT
19
25
08
-
27
16
05
-
VALUE
df
SIGN
3.905
.142
CHI-SQUARE
Soaps Limited and the handling of absenteeism issue at Infitech Global
X Soaps Limited and the handling of absenteeism issue at Infitech Global
is no association between years of experiences of the employees and their views towards
handling of absenteeism issue signaling the independency of the variables. The general
notion of view towards handling of absenteeism issue rising with years of experience is
disproved because the company follows same rules and regulations irrespective of all.
25. CHI-SQUARE ANALYSIS BETWEEN DOMESTIC PROBLEMS AND

SALARY
TABLE-5.44
DOMESTIC
SALARY
PROBLEMS
INNO
YES
PEARSON
SUFFICIENT
SUFFICIENT
15
28
-
13
44
-
VALUE
df
SIGN
1.773
.183
CHISQUARE
Null Hypotheses:-There is no significant association in the domestic problems and the salary
provided at Infitech Global
Alternate hypotheses:- There is significant association in the domestic problems and the
is no association between domestic problem of the employees and their salary
signallingsignaling the independency of the variables. The general notion of association
between domestic problems and salary is disapproved because the company will not raise or
decrease the salary of the employees depending upon their domestic problem.

SATISFACTION WITH WORK.
TABLE-5.45
DOMESTIC
SATISFACTION WITH
PROBLEMS
INNO
YES
PEARSON
WORK
SUFFICIENT
SUFFICIENT
14
35
-
14
37
-
VALUE
df
SIGN
.016
.901
CHISQUARE
Null Hypotheses:-There is no significant association in the domestic problems and the
is no association between domestic problems of the employees and their satisfaction with
work signaling the independency of the variables. There is no association between domestic
problem and satisfaction with work because the employees follow work life balance.

RELATIONSHIP WITH SUPERIOR/CO-WORKER.
TABLE-5.46
DOMESTIC
RELATIONSHIP BETWEEN
PROBLEMS
SUPERIOR/CO-WORKERS
INSUFFICIENT
NO
YES
PEARSON
SUFFICIENT
10
34
-
18
38
-
VALUE
df
SIGN
1.084
.298
CHISQUARE

is no association between domestic problem of the employees and their relationship between
superior/co-workers signaling the independency of the variables. There is no association
between domestic problem and relationship because the employees follow work life balance.

HANDLING OF ABSENTEEISM ISSUE AT INFITECH GLOBAL
TABLE-5.47
DOMESTIC
PROBLEMS
ISSUE
SUFFICIENT
INNO
YES
PEARSON
SUFFICIENT
19
33
-
09
39
-
VALUE
df
SIGN
3.918
.048
CHISQUARE
is association between domestic problem of the employees and their view towards handling
of absenteeism issue signaling the dependency of the variables.
29. CHI-SQUARE ANALYSIS BETWEEN HEALTH PROBLEMS AND

SALARY
TABLE-5.48
HEALTH
SALARY
PROBLEM
INNO
YES
PEARSON
SUFFICIENT
06
37
-
SUFFICIENT
07
50
-
VALUE
df
SIGN
.061
.805
CHISQUARE
Null Hypotheses:-There is no significant association in the health problems and the salary
Alternate hypotheses:- There is significant association in the health problems and the salary
is no association between health problem of the employees and their salary signaling the
independency of the variables. The general notion of association between health problems
and salary is disapproved because the company will not raise or decrease the salary of the
employees depending upon their health issues.

TABLE-5.49
HEALTH
SATISFACTION WITH
PROBLEM
INNO
YES
PEARSON
WORK
SUFFICIENT
SUFFICIENT
06
43
-
07
44
-
VALUE
df
SIGN
.048
.826
CHISQUARE
Null Hypotheses:-There is no significant association in the health problems and the
Alternate hypotheses:-
There is significant association in the health problems and the
is no association between health problem of the employees and their satisfaction with work
signaling the independency of the variables. The general notion of association between health
problems and satisfaction with work is disapproved because the company understands its
employees and provides them with leave during their times of health problem.

TABLE-5.50
HEALTH
RELATIONSHIP WITH
PROBLEM
SUPERIOR/CO-WORKERS
INSUFFICIENT
NO
YES
PEARSON
CHI-
SUFFICIENT
05
39
-
08
48
-
VALUE
df
SIGN
.186
.666
SQUARE
Null Hypotheses:-There is no significant association in the health problems and the
There is significant association in the health problems and the
is no association between health problem of the employees and their relationship with
superior/co-workers signaling the independency of the variables. There is no association
between health problem and relationship with superior/co-workers because the employees
follow work life balance.
.

TABLE-5.51
HEALTH
PROBLEM
IN-
ISSUE
SUFFICIENT
VALUE
SUFFICIENT
df
SIGN
NO
YES
PEARSON
10
42
-
03
45
-
3.719
.054
.075
CHISQUARE
FISHERs
EXACT
TEST
Null Hypotheses:-There is no significant association in the health problems and the handling
of absenteeism issue at Infitech Global
Alternate hypotheses:- There is significant association in the health problems and the
is no association between health problem of the employees and their view towards handling
of absenteeism issue signaling the independency of the variables.
33. CHI-SQUARE ANALYSIS BETWEEN LACK OF INTEREST IN JOB

AND SALARY.
TABLE-5.52
LACK OF
SALARY
INTEREST
INNO
YES
PEARSON
SUFFICIENT
SUFFICIENT
31
12
-
45
12
-
VALUE
df
SIGN
.631
.427
CHISQUARE
Null Hypotheses:-There is no significant association in the lack of interest in job and the
Alternate hypotheses:- There is significant association in the lack of interest in job and the
is no association between lack of interest in job of the employees and their salary signaling
the independency of the variables. There is no association between lack of interest in job and
salary because almost all the employees work for the company with complete interest.

AND SATISFACTION WITH WORK.
TABLE-5.53
LACK OF
SATISFACTION WITH
INTEREST
INNO
YES
PEARSON
WORK
SUFFICIENT
SUFFICIENT
38
11
-
38
13
-
VALUE
df
SIGN
.127
.722
CHISQUARE
is no association between lack of interest in job of the employees and their satisfaction with
work signaling the independency of the variables. There is no association between lack of
interest in job and satisfaction with work because almost all the employees work for the
company with complete interest.

AND RELATIONSHIP WITH SUPERIOR/CO-WORKER.
TABLE-5.54
LACK OF
RELATIONSHIP WITH
INTEREST
SUPERIOR/CO-WORKERS
INSUFFICIENT
NO
YES
PEARSON
SUFFICIENT
33
11
-
43
13
-
VALUE
df
SIGN
.043
.836
CHISQUARE
is no association between lack of interest in job of the employees and their relationship with
superior/co-worker signaling the independency of the variables. There is no association
between lack of interest in job and relationship because almost all the employees work for the
company with complete interest.

AND HANDLING OF ABSENTEEISM ISSUE AT INFITECH GLOBAL
TABLE-5.55
LACK OF
INTEREST
ISSUE
SUFFICIENT
INNO
YES
PEARSON
SUFFICIENT
42
10
-
34
14
-
VALUE
df
SIGN
1.351
.245
CHISQUARE
is no association between lack of interest in job of the employees and their view towards
handling of absenteeism issue signaling the independency of the variable
26. CHI-SQUARE ANALYSIS BETWEEN WORK ENVIRONMENT AND

SALARY.
TABLE-5.56
WORK
SALARY
ENVIRONMENT
INNO
YES
PEARSON CHI-
SUFFICIENT
32
11
-
SUFFICIENT
VALUE
df
SIGN
.428
.513
39
18
-
SQUARE
Null Hypotheses:-There is no significant association in the work environment and the salary
Alternate hypotheses:- There is significant association in the work environment and the
is no association between work environment of the employees and their salary signaling the
independency of the variables. There is no association between work environment and salary
because the company is following standard work environment procedure and standard salary
procedure which is equal to all the employees.
TABLE-5.57
WORK
SATISFACTION WITH
ENVIRONMENT
INNO
YES
PEARSON CHI-
WORK
SUFFICIENT
SUFFICIENT
37
12
-
34
17
-
VALUE
df
SIGN
.949
.330
SQUARE
Null Hypotheses:-There is no significant association in the work environment and the

is no association between work environment of the employees and their satisfaction with
work signaling the independency of the variables. There is no association between work
environment and satisfaction with work because the company is following standard work
environment procedure to all.

TABLE-5.58
WORK
RELATIONSHIP WITH
ENVIRONMENT
SUPERIOR/CO-WORKERS
INSUFFICIENT
NO
YES
PEARSON CHI-
SUFFICIENT
29
15
-
42
14
-
VALUE
df
SIGN
.989
.320
SQUARE

is no association between work environment of the employees and their relationship with
superior/co-worker signaling the independency of the variables. There is no association
between work environment and relationship with superior/co-worker because the company is
following standard work environment procedure and rules and regulations which is equal to
all the employees.

TABLE-5.59
ORK
ENVIRONMENT
INNO
YES
PEARSON CHI-
ISSUE
SUFFICIENT
SUFFICIENT
36
16
-
35
13
-
VALUE
df
SIGN
.165
.685
SQUARE

is no association between work environment of the employees and their view towards
handling of absenteeism issue signaling the independency of the variables. There is no
association between work environment and view towards handling absenteeism issue because
the company is following standard work environment procedure and H.R procedure which is
equal to all the employees
29. CHI-SQUARE
ANALYSIS
BETWEEN
OTHER
REASONS
FOR
ABSENTEEISM AND SALARY.
TABLE-5.60
OTHER
SALARY
REASONS
INNO
YES
PEARSON
SUFFICIENT
SUFFICIENT
30
13
-
35
22
-
VALUE
df
SIGN
.754
.385
CHISQUARE
Null Hypotheses:-There is no significant association in the other reasons for absenteeism and
Alternate hypotheses:- There is significant association in the other reasons for absenteeism
and the salary provided at Infitech Global
is no association between other reasons of the employees and their salary signaling the
independency of the variables.
30. CHI-SQUARE ANALYSIS BETWEEN OTHER REASONS FOR

ABSENTEEISM AND SATISFACTION WITH WORK.
25.
26. TABLE-5.61
OTHER
SATISFACTION WITH
REASONS
INNO
YES
PEARSON
WORK
SUFFICIENT
SUFFICIENT
34
15
-
31
20
-
VALUE
df
SIGN
.813
.367
CHISQUARE
and the satisfaction level working at Infitech Global
is no association between other reasons of the employees and their satisfaction with work
signaling the independency of the variables.

ABSENTEEISM
AND
RELATIONSHIP
WITH
SUPERIOR/CO-
WORKER.
27. TABLE-5.62
28.
OTHER
RELATIONSHIP WITH
REASONS
SUPERIOR/CO-WORKERS
INSUFFICIENT
NO
YES
PEARSON
CHISQUARE
SUFFICIENT
34
10
-
31
25
-
VALUE
df
SIGN
5.202
.023
and the relationship with superior/co-worker at Infitech Global
is association between other reasons of the employees and their relationship with superior/coworkers signaling the independency of the variables.

ABSENTEEISM AND HANDLING OF ABSENTEEISM ISSUE AT
INFITECH GLOBAL
29. TABLE-5.63
OTHER
REASONS
INNO
YES
PEARSON
CHISQUARE
ISSUE
SUFFICIENT
SUFFICIENT
35
17
-
30
18
-
VALUE
df
SIGN
.254
.615
the handling of absenteeism issue at Infitech Global
and the handling of absenteeism issue at Infitech Global
is no association between other reasons of the employees and their views towards handling of
absenteeism issue signaling the independency of the variables.
33. HI-SQUARE ANALYSIS BETWEEN INCREASE IN NUMBER OF

HOLIDAYS AND SALARY.
TABLE-5.64
INCREASE
SALARY
IN NUMBER
OF
VALUE
df
SIGN
.240
.624
HOLIDAYS
NO
YES
PEARSON
CHISQUARE
IN-
SUFFICIENT
SUFFICIENT
19
24
-
28
29
-
Null Hypotheses:-There is no significant association in the increase in number of holidays

Alternate hypotheses:- There is significant association in the increase in number of holidays
is no association between increase in number of holidays of the employees and their salary
signaling the independency of the variables.
34. CHI-SQUARE ANALYSIS BETWEEN INCREASE IN NUMBER OF

HOLIDAYS AND SATISFACTION WITH WORK.
TABLE-5.65
INCREASE
SATISFACTION WITH
IN NUMBER
WORK
OF
VALUE
HOLIDAYS
NO
IN-
SUFFICIENT
SUFFICIENT
21
26
df
SIGN
YES
PEARSON
28
-
25
-
.662
.416
CHISQUARE

is no association between increase in number of holidays of the employees and their
satisfaction with work signaling the independency of the variables.

HOLIDAYS AND RELATIONSHIP WITH SUPERIOR/CO-WORKER.
TABLE-5.66
INCREASE
RELATIONSHIP WITH
IN NUMBER
SUPERIOR/CO-WORKERS
OF
VALUE
df
SIGN
.460
.498
HOLIDAYS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
19
25
-
28
28
-
CHISQUARE

is no association between increase in number of holidays of the employees and their
relationship with superior/co-workers signallingsignaling the independency of the variables.

HOLIDAYS AND
HANDLING
OF ABSENTEEISM
ISSUE AT
INFITECH GLOBAL
TABLE-5.67
INCREASE
IN NUMBER
ISSUE
OF
VALUE
df
SIGN
.958
.328
HOLIDAYS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
22
30
-
25
23
-
CHISQUARE

is no association between increase in number of holidays of the employees and their view
towards handling of absenteeism issue signallingsignaling the independency of the variables.
37. CHI-SQUARE
ANALYSIS
BETWEEN
PROVIDING
MEDICAL
VALUE
df
SIGN
.067
.769
FACILITY AND SALARY.

TABLE-5.68
PROVIDE
SALARY
MEDICAL
FACILITIES
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
17
26
-
24
33
-
CHISQUARE
Null Hypotheses:-There is no significant association in the providing medical facility and the
Alternate hypotheses:- There is significant association in the providing medical facility and
is no association between provide medical facilities for the employees and their salary
signallingsignaling the independency of the variables.
38. CHI-SQUARE ANALYSIS BETWEEN PROVIDING MEDICAL

FACILITY AND SATISFACTION WITH WORK.
TABLE-5.69
PROVIDE
SATISFACTION WITH
MEDICAL
WORK
FACILITIES
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
21
28
-
20
31
-
VALUE
df
SIGN
.137
.711
CHISQUARE
is no association between providing medical facilities for the employees and their satisfaction
with work signaling the independency of the variables.
39. CHI-SQUARE
ANALYSIS
BETWEEN
PROVIDING
MEDICAL
FACILITY AND RELATIONSHIP WITH SUPERIOR/CO-WORKER.

TABLE-5.70
PROVIDE
RELATIONSHIP WITH
MEDICAL
SUPERIOR/CO-WORKERS
FACILITIES
NO
YES
PEARSON
CHISQUARE
IN-
SUFFICIENT
SUFFICIENT
12
32
-
29
27
-
VALUE
df
SIGN
6.121
.013
is greater than 0.05 therefore the Null Hypothesis is rejected. From which it can be said there
is association between age of the employees and their salary signaling the independency of
the variables.
40. CHI-SQUARE
ANALYSIS
BETWEEN
PROVIDING
MEDICAL
FACILITIES AND HANDLING OF ABSENTEEISM ISSUE AT

INFITECH GLOBAL
TABLE-5.71
PROVIDE
MEDICAL
ISSUE
FACILITIES
NO
YES
VALUE
IN-
SUFFICIENT
SUFFICIENT
25
27
16
32
df
SIGN
PEARSON
2.243
.134
CHISQUARE
the handling of absenteeism issue at Infitech Global
is no association between providing medical facilities for the employees and their view
towards handling of absenteeism issue signaling the independency of the variables.
41. CHI-SQUARE ANALYSIS BETWEEN PROVIDING NON-MONETARY

BENEFITS AND SALARY.
TABLE-5.72
PROVIDE
NON-
SALARY
MONETARY
VALUE
df
SIGN
.370
.543
BENEFITS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
17
26
-
26
31
-
CHISQUARE
Null Hypotheses:-There is no significant association in the providing non-monetary benefits

There is significant association in the providing non-monetary
benefits and the salary provided at Infitech Global
is no association between providing of non-monetary benefit for the employees and their
salary signaling the independency of the variables.

BENEFITS AND SATISFACTION WITH WORK.
TABLE-5.73
PROVIDE
SATISFACTION WITH
NON-
WORK
MONETARY
VALUE
df
SIGN
.001
.977
BENEFITS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
21
28
-
22
29
-
CHISQUARE

benefits and the satisfaction level working at Infitech Global
satisfaction with work signaling the independency of the variables.

BENEFITS AND RELATIONSHIP WITH SUPERIOR/CO-WORKER.
TABLE-5.74
PROVIDE
RELATIONSHIP WITH
NON-
SUPERIOR/CO-WORKERS
MONETARY
VALUE
df
SIGN
.001
.974
BENEFITS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
19
25
-
24
32
-
CHISQUARE
benefits and the relationship with superior/co-worker at Infitech Global
relationship with superior/co-workers signaling the independency of the variables.

BENEFITS
AND
HANDLING
OF ABSENTEEISM
ISSUE
AT
INFITECH GLOBAL
TABLE-5.75
PROVIDE
NON-
ISSUE
MONETARY
VALUE
df
SIGN
.440
.507
BENEFITS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
24
28
-
19
29
-
CHISQUARE

Alternate hypotheses:- There is significant association in the providing non-monetary benefits
From the above table it is seen that the Pearson Chi-Square significance value is 0.507.,
which is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be
said there is no association between providing of non-monetary benefit for the employees and
their view towards handling of absenteeism issue signaling the independency of the variables.
45. CHI-SQUARE ANALYSIS BETWEEN PROVIDING BETTER WORK

CONDITIONS AND SALARY.
TABLE-5.76
BETTER
SALARY
WORK
CONDITIONS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
20
23
-
29
28
-
VALUE
df
SIGN
.187
.665
CHI-SQUARE
TABLE-4.76
Null Hypotheses:-There is no significant association in the providing better work conditions
There is significant association in the providing better work
conditions and the salary provided at Infitech Global
From the above table it is seen that the Pearson Chi-Square significance value is 0.665.,
which is greater than 0.05 therefore the Null Hypothesis is accepted. From which it can be
said there is no association between providing of better work conditions for the employees
and their salary signallingsignaling the independency of the variables.

CONDITIONS AND SATISFACTION WITH WORK.
TABLE-5.77
TABLE-4.77
BETTER
SATISFACTION WITH
WORK
WORK
CONDITIONS
VALUE
INSUFFICIENT
SUFFICIENT
df
SIGN
NO
YES
PEARSON
27
22
-
22
29
-
1.432
.232
CHI-SQUARE
TABLE-4.77
Alternate hypotheses:- There is significant in the between providing better work conditions
is no association between providing of better work conditions for the employees and their
satisfaction with work signallingsignaling the independency of the variables.

CONDITIONS
AND
RELATIONSHIP
WORKER.
TABLE-5.78
WITH
SUPERIOR/CO-
BETTER
RELATIONSHIP WITH
WORK
SUPERIOR/CO-WORKERS
CONDITIONS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
16
28
-
33
23
-
VALUE
df
SIGN
5.020
.025
CHI-SQUARE
TABLE-4.78
Null Hypotheses:-There is no significantassociationsignificant association in the providing
better work conditions and the relationship with superior/co-worker at Infitech Global
There is significant association in the providing better work
conditions and the relationship with superior/co-worker at Infitech Global
is association between providing of better work conditions for the employees and their
relationship between superior/co-workers signallingsignaling the independency of the
variables.

CONDITIONS AND HANDLING OF ABSENTEEISM ISSUE AT
INFITECH GLOBAL
TABLE-5.79
BETTER
WORK
ISSUE
CONDITIONS
NO
YES
PEARSON
IN-
SUFFICIENT
SUFFICIENT
22
30
-
27
21
-
VALUE
df
SIGN
1.942
.164
CHI-SQUARE
TABLE-4.79
Alternate hypotheses:- There is significant association in the providing better work conditions
is no association between providing of better work conditions for the employees and their
view towards handling of absenteeism issue signallingsignaling the independency of the
variables.
REGRESSION
49. REGRESSION ANALYSIS FOR EDUCATION, GENDER AND

DESIGNATION
MODEL SUMMARY
TABLE-5.80A
MODE
1
R SQUARE
ADJUSTED R
Std.ERROR OF
.197
SQUARE
.185
THE ESTIMATE
.449
.444
ANOVA
TABLE-5.80B
MODEL
SUM OF
df
REGRESSION
RESIDUAL
TOTAL
SQUARES
10.079
41.109
51.188
03
204
207
MEAN
SIG
SQUARE
3.360
.202
16.671
.000
COEFFCIENTS
TABLE-5.80C
MODEL
(CONSTANT)
EDUCATION
GENDER
DESIGNATION
UNSTANDARDIZED
COEFFICIENTS
B
STD.ERROR
.832
.310
-.133
.081
.066
.071
.442
.106
STANDARDIZED
SIG.
2.686
-1.633
.930
4.177
.008
.104
.353
.000
COEFFICIENTS
BETA
-.134
.066
0373
From the above regression result it can be seen that R Square result equates is 0.197 from
which it can be said that 20% of the change in the dependent variable is explained by the
independent variables. (Education, Gender and Designation)
Anova table result shows that F is signified at 1% indicate that all Betas in the equation are
not equal to Zero. Therefore it can be concluded that the regression equation is useful to
forecast.
From the coefficients table it can be said that only Designation is significant in predicting in
the change in absentees as its t Significance is less than 0.05. For other values of gender and
education t significance is more than 0.05, therefore the two variables are not useful in
predicting absentees. From the Beta of Designation (0.442) it can be said that absenteeism is
more from the production level employees.
The issue of absenteeism is more or less same for Men & Women and Graduates & Non
Graduates.
The issue of absenteeism is linked by the designation of the employees of production level as
they are the ones who get absent more. This may be due to the domestic problems faced by
them in their day to day life followed by the health problems, nature of work, work
environment and the rotation basis which is followed by the company.
FINDINGS
PERCENTAGE ANALYSIS
1.
2.
3.
4.
62% of the employees are from the age group 30-60 years.
80% of the employees educational qualification is below 12th.
68% of the employees over all work experience is less than 20 years.
43% of the employees have coated health problems as the major reason for
absenteeism, followed by 35% who have coated domestic problems as the reason.
5. 78% of the employees have coated that their absenteeism will never affect the output
of the company because the company follows rotational bases of work.
6. 57% of the employees working at X Soaps Limited are sufficient with the salary
provided to them.
7. 78% of the employees are very clear about their work/job responsibility at X Soaps
Limited as the company provides clear job description to its employees.
8. 51% of the employees are satisfied with their work/job at X Soaps Limited and the
rest 49% are dis-satisfied.
9. 41% of the employees have coated that the current absenteeism policies followed by
the company is neutral, followed by 38% who have coated that the policies are
excellent.
10. Doubt
11. Factors that may reduce absenteeism at X Soaps Limited

Providing medical facilities within the company premises.
Providing non-monetary benefits for full or maximum attendance.
Providing better work conditions to the employees.
t-test
1. There is significance association in the number of days absent and gender. Findings
say that female employees tend to absent more compared to male employees.
2. There is no significance association in the number of days absent and age.
3. There is significance association in the number of days absent and designation.
Findings say that production level employees tend to absent more compared to
management level employees.
4. There is significance association in the number of days absent and the years of work
experience in the company.
5. There is significance association in the number of days absent and the overall work
experience of the employees.
ANOVA
1. There is significance association in the number of days absent and educational
qualification. Findings say that employees with educational qualification less that 12 th
tend to absent more compared with employees who have degree.
2. There is significance association in the number of days absent and the salary package
offered by the company. Employees with less salary package tend to absent more.
CHI-SQUARE ANALYSIS
1. There is no significant association between age and salary of the employees.

2. There is no significant association in the age and the satisfaction level working at
Infitech Global
3. There is no significant association in the age and the relationship with superior/coworker at Infitech Global
4. There is no significant association in the age and the handling of absenteeism issue at
Infitech Global
5. There is significant association in the gender and the salary provided at Infitech
Global
6. There is no significant association in the gender and the satisfaction level working at
Infitech Global
7. There is no significant association in the gender and the relationship with superior/coworker at Infitech Global
8. There is significant association in the gender and the handling of absenteeism issue at
Infitech Global
9. There is no significant association in the educational qualification and the salary
10. There is no significant association in the educational qualification and the satisfaction
11. There is no significant in the between educational qualification and the relationship
with superior/co-worker at Infitech Global
12. There is significant association in the educational qualification and the handling of
13. There is no significant association in the years of experience working at X Soaps
Limited and the salary provided at Infitech Global
14. There is significant association in the age and the satisfaction level working at
Infitech Global
Limited and the relationship with superior/co-worker at Infitech Global
Limited and the handling of absenteeism issue at Infitech Global
17. There is no significant association in the domestic problems and the salary provided at
Infitech Global
18. There is no significant association in the domestic problems and the satisfaction level
19. There is no significant association in the domestic problems and the relationship with
20. There is significant association in the domestic problems and the handling of
21. There is no significant association in the health problems and the salary provided at
Infitech Global
22. There is no significant association in the health problems and the satisfaction level
23. There is no significant association in the health problems and the relationship with
24. There is no significant association in the health problems and the handling of
25. There is no significant association in the lack of interest in job and the salary provided
at Infitech Global
26. There is no significant association in the lack of interest in job and the satisfaction
27. There is no significant association in the lack of interest in job and the relationship
28. There is no significant association in the lack of interest in job and the handling of
29. There is no significant association in the work environment and the salary provided at
Infitech Global
30. There is no significant association in the work environment and the satisfaction level
31. There is no significant association in the work environment and the relationship with
32. There is no significant association in the work environment and the handling of
33. There is no significant association in the other reasons for absenteeism and the salary
34. There is no significant association in the other reasons for absenteeism and the
35. There is significant association in the other reasons for absenteeism and the
36. There is no significant association in the other reasons for absenteeism and the
37. There is no significant association in the increase in number of holidays and the salary
38. There is no significant association in the increase in number of holidays and the
41. There is no significant association in the providing medical facility and the salary
42. There is no significant association in the providing medical facility and the
43. There is significant association in the providing medical facility and the relationship
44. There is no significant association in the providing medical facility and the handling
of absenteeism issue at Infitech Global
45. There is no significant association in the providing non-monetary benefits and the
49. There is no significant association in the providing better work conditions and the
51. There is significant association in the providing better work conditions and the
REGRESSION ANALYSIS
1. Anova table result shows that F is signified at 1% indicate that all Betas in the
equation are not equal to Zero. Therefore it can be concluded that the regression
equation is useful to forecast. From the coefficients table it can be said that only
Designation is significant in predicting in the change in absentees as its t Significance
is less than 0.05
CONCLUSION
The descriptive study sought to describe the opinions of the employees on the factors
that contribute to absenteeism in the work place. The study included 280 employees as
sample. A questionnaire was used to collect data. Data was analyzed by using descriptive
statistics. The study findings provided answers to the questions related to factors contributing
to absenteeism at X Soaps Ltd.
The finding of the study revealed the main reason for absenteeism, health problem
acts has a major reason for absenteeism followed by domestic problems.
Even though absenteeism prevail in the company. It never affects the output of X
soaps ltd because they follow rotation basis were if an employee is absent, his place of work
is replaced by another employee.
The employees satisfaction towards their job is good and they also maintain great
level of relationship with their superior /co-workers.
It was also found from the findings that the employees suggested to provide medical
facilities within the company premises, to provide non-monetary benefits and better work
conditions to reduce absenteeism at Infitech Global
APPENDIX
QUESTIONER
1.
2.
3.
4.
5.
6.
NAME (OPTIONAL)__________________________________________
AGE:________________________________________
SEX:
MALE
FEMALE
EDUCATIONAL QUALIFICATION :____________________________
OVER ALL EXPERIENCE :_____________________________
YEARS OF EXPERIENCE WORKING IN THE COMPANY
1-5YRS
6-10YRS
11-15YRS
16-20YRS
<20YRS
7. NUMBER OF DAYS WORKING PER MONTH

20-22 DAYS
23-25DAYS
26-28DAYS
29-31DAYS
8. NUMBER OF LEAVES TAKEN PER MONTH

0
1-5DAYS
6-10DAYS
11-15DAYS
<15DAYS
9. REASON FOR ABSENTEEISM
DOMESTIC PROBLEMS
OTHER REASONS
HEALTH PROBLEMS
WORKING ENVIRONMENT
10. DO YOU NEED ADDITIONAL LEAVE?

YES
NO
11. DOES YOUR LEAVE WILL AFFECT THE COMPANYS OUT PUT?
ALWAYS
SOMETIMES
NEVER
12. ABOUT THE SALARY OF THE COMPANY

SUFFICIENT
NETURAL
INSUFFICIENT
13. ARE YOU SATISFIED ON THE COMPENSATION PAID BY THE COMPANY AT

THE TIME OF LEAVE.
HIGHLY SATISFIED
SATISFIED
SATISFIED
NETURAL
DIS-
14. ARE YOU CLEAR ABOUT YOUR WORK/JOB RESBONSIBILITY

VEARY CLEAR
NETURAL
NOT CLEAR
15. ARE YOU SATISFIED WITH YOUR WORK

HIGHLY SATISFIED
SATISFIED
SATISFIED
NETURAL
DIS-
16. YOUR RELATIONNSHIP WITH THE SUPERIORS/CO-WORKERS

ECELLENT
FAIR
POOR
17.YOUR VIEWS REGARDING THE WORKING ENVIRONMENT OF THE

COMPANY
HIGHLY SATISFIED
SATISFIED
SATISFIED
NETURAL
18. DOES THE COMPANY HELP IN THE PERSONAL PROBLEMS

OFTEN
IN SOME CASES
NOT-AT-ALL
DIS-
19. YOUR VIEWS REGARDING THE PRESENT ABSENTEEISM POLICY IN THE

COMPANY
HIGHLY SATISFIED
SATISFIED
SATISFIED
NETURAL
DIS-
20. YOUR VIEWS REGARDING THE COMPANYS METHOD OF HANDLING

ABSENTEEISM ISSUE
HIGHLY SATISFIED
SATISFIED
SATISFIED
NETURAL
DIS-
21. YOUR OPINION ABOUT THE FACTORS THAT WILL REDUCE ABSENTEEISM
INCREASE IN NUMBER OF HOLIDAYS
PROVIDE MEDICAL FACILITIES
PROVIDE NON-MONETARY BENEFITS
BETTER WORKING CONDITIONS
BIBLIOGRAPHY
www.google.com
www.wikipedia.org
www.slideshare.com
www.ask.com
www.investopedia.com
www.managementhelp.com

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ABSTRACT

Absenteeism is a major problem which adversely affects the entire

a detrimental effect on productivity and performance. Although researchers

The problem of absenteeism is of vital importance in Indian organization because in

In an organization, it results in production losses; an increase labour cost and reduces

It is essential to determine the employees work condition, salary, Facilities,

Infitech Global is an enterprise software company head quartered at Bangalore,

Infitech Global is an enterprise software company with its headquarters in Bangalore

Infitech Global Software offers a unique, customer-centric model for delivering

Infitech Networkz is the Hardware and Networking solutions a division of Infitech

Software Development & Consulting

High-End Training for Students & Professionals

Information Systems Planning (ISP) and Need Analysis

System Integration, Migration, Reengineering and Maintenance

Supply of required Systems, Communication & Network devices etc.

Human Resource Management

Automobile Spares Management

Enterprise Resource Planning (ERP)

development of large integrated commercial applications, customized to user needs. Software

Application Software Development

Human Resource Management System (HRGen): is a completely

management. They undertake software development for both

Application Software Development

Provide excellent services to their customers in all means

Ensure the timely execution in all their endeavors

Learn new strategies to identify niche markets

Create Opportunities to achieve their highest potentials

STRIVE HARD TO ENHANCE VALUES:

AIM OF THE STUDY

To analyze the master attendance.

To find out the major reasons behind absenteeism of the employees.

SCOPE OF THE STUDY

The study would cover the perception of employees of Infitech Global.

Study undertaken to help management plan for growth and development.

Absenteeism is a habitual pattern of absence from a duty or obligation. An absence

IBEC WORKPLACE ABSENCE SURVEY 2004

Absence affects more than just the person who is absent.

ANALYSIS AND INTERPRETATION

1. Gender of the employees working at Infitech Global

2. Age group of the employees working at Infitech Global

3. Educational qualifications of the employees at Infitech Global

U.G AND P.G

U.G AND P.G

EDUCATIONAL QUALIFACTION-CHART 5.3

4. Over all work experience of the employees.

OVER ALL WORK EXPERIENCE-TABLE 5.4

OVER ALL WORK EXPERIENCE

OVER ALL WORK EXPERIENCE-CHART 5.4

5. Years of experience at Infitech Global

YEARS OF EXPERIENCE - TABLE 5.5

YEARS OF EXPERIENCE AT POWER SOAP's LIMITED

YEARS OF EXPERIENCE CHART 5.5

6. Total number of days the employee works in a month at Infitech Global

DAYS OF PRESENT-CHART 5.6

PRESENT PER MONTH

NUMBER OF DAYS PRESENT PER MONTH

DAYS OF PRESENT- CHART 5.6

DAYS OF LEAVE-TABLE 5.7

TAKEN PER MONTH

NUMBER OF LEAVES TAKEN PER MONTH

DAYS OF LEAVE-CHART 5.7

8. The reason behind the employees absenteeism at Infitech Global

REASON FOR ABSENTEEISM-TABLE 5.8

REASON FOR ABSENTEEISM