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A STUDY ON EMPLOYEE ABSENTEEISM IN RSB TRANSMISSIONS (I) LTD.

DHARWAD

INDUSTRY PROFILE:
INDIAN ENGINEERING SECTOR:
The Indian Engineering sector has witnessed a remarkable growth over the last few years
driven by increased investments in infrastructure and industrial production. The engineering
sector, being closely associated with the manufacturing and infrastructure sectors of the
economy, is of strategic importance to Indias economy.
India on its quest to become a global superpower has made significant strides towards the
development of its engineering sector. The Indian government has appointed the
Engineering Export Promotion Council (EEPC) to be the apex body in charge of promotion
of engineering goods, products and services from India. India exports transport equipment,
capital goods, other machinery/equipment and light engineering products such as castings,
forgings and fasteners to various countries of the world.
Coupled with favorable regulatory policies and growth in the manufacturing sector, many
foreign players have started to invest in the country. India recently became a permanent
member of The Washington Accord (WA) on June 13, 2014. The country now joins an
exclusive group of 17 countries who are permanent signatories of the WA, an elite
international agreement on engineering studies and mobility of engineers.
MARKET SIZE
Driven by strong demand for engineering goods, exports from India registered a double digit
growth at 10.22 per cent to touch US$ 26.4 billion in June 2014 from US$ 24.02 billion in
the corresponding month last year. This growth can be credited to the robust expansion in
shipments of aircraft, spacecraft parts and automobiles. The second best performing sector
was non-ferrous metals and metal products. Engineering exports from India are expected to
cross US$ 70 billion in financial year 2015 registering a growth of 15 per cent over the
previous fiscal, as demand in key markets such as the US and the UAE is on the rise. Apart
from these traditional markets, markets in Eastern and Central European countries such as

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Poland also hold huge promise. (Source: indiainbusiness.nic.in, industrial sector;


engineering last updated on 04/04/2015)
India exports its engineering goods mostly to the US and Europe, which accounts for over
60 per cent of the total exports. Recently, India's engineering exports to Japan and South
Korea have also increased with shipments to these two countries rising by 16 and 60 per
cent respectively.
INVESTMENTS
The engineering sector in India attracts immense interest from foreign players as it enjoys a
comparative advantage in terms of manufacturing costs, technology and innovation.
The foreign direct investment (FDI) inflows into India's miscellaneous mechanical and
engineering industries during April 2000 to January 2015 stood at around US$ 3,948.17
million, as per data released by the Department of Industries Policy and Promotion (DIPP).
(Source: indiainbusiness.nic.in, industrial sector; engineering last updated on 04/04/2015)
There have been many major investments and developments in the Indian engineering and
design sector.
GOVERNMENT INITIATIVES
Mr. Narendra Modi government's `Make in India' campaign has got the attention of several
in infrastructure and Engineering multi nationals including GE and ThyssenKrupp, which
are considering investing in the country.
The Indian engineering sector is of strategic importance to the economy owing to its intense
integration with other industry segments. The sector has been de-licensed and enjoys 100
per cent FDI. With the aim to boost the manufacturing sector, the government has relaxed
the excise duties on factory gate tax, capital goods, consumer durables and vehicles. It has
also reduced the basic customs duty from 10 per cent to 5 per cent on forged steel rings used
in the manufacture of bearings of wind operated electricity generators.

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The Government of India in its Union Budget 2014-15, has provided investment allowance
at the rate of 15 per cent to a manufacturing company that invests more than US$ 4.17
million in any year in new plant and machinery. The government has also taken steps to
improve the quality of technical education in the engineering sector by allocating a sum of
Rs 500 crore (US$ 79.92 million) for setting up five more IITs in the states of Jammu,
Chhattisgarh, Goa, Andhra Pradesh and Kerala. (Source: Union Budget 2015)
Steps have also been taken to encourage companies to perform and grow better. For
instance, EIL was recently conferred the Navaratna status after it fulfilled the criteria set by
the Department of Public Enterprises, Ministry of Heavy Industries and Public Enterprises,
Government of India. The conferred status would give the state-owned firm more financial
and operational autonomy.
ROAD AHEAD
The engineering sector is a growing market. Current spending on engineering services is
projected to increase to US$ 1.1 trillion by 2020. With development in associated sectors
such as automotive, industrial goods and infrastructure, coupled with a well-developed
technical human resources pool, engineering exports are expected to touch US$ 120 billion
by 2015.

Heavy Engineering Equipment and Machine Tools Industry:


Heavy Engineering Equipment and Machine Tools Industry is the backbone of the entire
manufacturing sector. Heavy Industry in India comprises of the heavy engineering industry,
machine tool industry, heavy electrical industry, industrial machinery and auto-industry.
These industries provide goods and services for almost all sectors of the economy, including
power, rail and road transport. The machine building industry caters the requirements of
equipment for basic industries. Being a part of capital goods sector which contributes 12%
to the manufacturing sector, represents a vast multi-disciplinary field with numerous end use
application areas. The capital goods sector plays a major role to build economy of the
country. It has a strong production base capable of manufacturing the diverse range of
machinery and equipment to serve a cross section of user industry segments ranging from
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defense, oil and gas, refinery, nuclear, chemical and petro chemicals, machine tools, to
consumer durables, fertilizers, automobiles, textiles, steel, cement, paper, construction,
mining, etc. It contributes more than Rs.25, 000 Cr. to the Government exchequer annually
in terms of various taxes and levies. The annual production of the capital goods industry is
approx. Rs. 2 Lakh crore (including heavy electrical equipment). Potential of the capital
goods sector in India is still largely untapped. For development of Machine Tools, Textile
Machinery and Construction & Earthmoving Machinery, Development Councils have been
constituted by the Department. The major Industry Associations associated with this sector
are Textile Machinery Manufacturers Association (TMMA), Indian Textile Accessories and
Machinery Manufacturers Association (ITAMMA), Indian Machine Tools Manufacturers
Association (IMTMA) and Indian Construction Equipment Manufacturers Association
(ICEMA).
General expansion and rebuilding following World War II brought a tremendous influx of
heavy equipment machinery to the market. Large manufacturers were so busy building new
equipment they inadvertently created a new market which we called the heavy equipment
replacements parts market. Heavy equipment operators asked the question: "Is there an
alternative source to service my equipment, sell me parts, and take an interest in my
problems?" Independents sprang up to answer that with a resounding "YES".
This new alliance of rebuilders and parts suppliers at first called their trade association the
"Associated Independent Rebuilders and Parts Suppliers". As more and more manufacturers
and importers saw the importance and growth of the aftermarket, the key words became
DISTRIBUTION and INDEPENDENT. In 1963 the association incorporated those key
words and became the "Associated Independent Distributors". In 1986, to more clearly
emphasize the development of the aftermarket industry, the name was changed to
"INDEPENDENT DISTRIBUTORS ASSOCIATION".
IDA provides the forum for the independent to interface with the president or vice president
of sales of companies to discuss the problems of distribution or product; to learn about
opportunities and potential partnerships; and to tell others their story.

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Heavy industry is that industry that involves one or more characteristics such as large and
heavy products, large & heavy equipment & facilities (such as heavy equipment, large
machine tools & huge buildings), or complex or numerous processes. Because of those
factors, heavy industry often involves higher capital intensity than light industry does, and it
is also often more heavily cyclical in investment and employment.
Traditional examples from the mid 19th century through the early 20th included steelmaking,
artillery production, locomotive erection, machine tool building, & the heavier types of
mining. From the late 19th century through the mid-20th, as the chemical industry &
electrical industry developed, they involved components of both heavy industry and light
industry, which was soon also true of the automotive industry and the aircraft industry.
Modern shipbuilding (since steel replaced wood) is considered heavy industry. In the postworld war II era, construction of large systems, such as skyscrapers, large dams, & large
rockets, is also often classes as heavy industry.
The construction equipment industry in India is growing at a blistering pace of 30%
annually, driven by growing investments in the infrastructure sector. International majors are
setting up plants, gearing up to meet the expected surge in demand. (Source: Indian
Construction Equipment Industry Directory)The opening up of the Indian economy and the
booming infrastructure and real estate sectors attracted international giants including JCB,
Volvo, Terex, Caterpillar and Hitachi. There are about 200 domestic manufacturers (small,
medium, & large). Indias booming infrastructure sector is fuelling demand for all kinds of
construction equipment. Before the opening up of the Indian economy, & the entry of
international majors, much of infrastructure development and construction in the real estate
sector was done manually. For the construction equipment sector, which is adapted rapidly
to the changed scenario, this is indeed good news, as it paves the way for an exciting future.
The opening up of the Indian economy and the booming infrastructure and real estate sectors
attracted international giants.

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RSB INDUSTRIES:
RSB Industries was launched in 2000 as the Group Holding Company to bring all the Group
Companies under a common parent and in the wake of globalization, to create a unified
structure for global expansion and diversification and value accretion. In the long run it also
aims to be the think tank of the Group and provide centralized corporate services functions
like IT, Internal Audit, Corporate Secretarial Function, Project Management Services and
M&A Support Services common to all the Group Companies. By accumulating all these
corporate support services functions in the Holding Company structure, it aims to attain
economies of scale and thus elevate the content and quality of the services and also provide
these in a more cost effective manner than what the individual Group Companies could have
achieved on their own.
In other words, RSB Industries, besides being the Group Holding Company, also has the
core competence in the various corporate support services and at the same time liberates the
other Group Companies from the mandatory corporate functions to enable them to
concentrate on their core competence without any dilution of effort, energy and focus. In
addition, RSB Industries, leveraging its core competence in the various corporate support
functions, will venture out to provide these services to other non-Group companies as well.
World over, increasingly organizations are moving towards core competence. We foresee
that in not too distant future, organizations will focus only on what they do best and
outsource the corporate support functions to others who can do these works efficiently.
Realizing this, RSB Industries is preparing for this emerging business opportunity.
SUBSIDIARIES:
RSB Industries Ltd, the Holding Company of the Group, parents the four subsidiaries
namely, RSB Transmissions (I) Ltd, RSB Metaltech Private Ltd, RSB Energy Private Ltd
and Ivitesse Technologies Private Ltd.

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RSB Transmissions (I) Ltd., the flagship company of the group, owns all the manufacturing
activities in India and it has under its parentage two fully owned SPV subsidiaries to take
care of the non-domestic global activities.
RSB North America LLC, is the SPV through which are channelized all the expansion and
M&A activities in the North & South geography.
Ivitesse Technologies, a wholly owned subsidiary of RSB Industries Ltd, is a leading
provider of high-end, quality business technology solution and services
RSB Transmissions also has a fully owned design subsidiary by the name I-Design
Engineering Solutions Ltd. to cater to both the in-house and external needs in engineering
design arena.
PARTNERS:
The Group has entered into various technological agreements like:

Technical collaboration with Eugen Klein GmbH, Germany for propeller Shaft

Pressure Die Casting and Continuously Variable Transmissions Systems

I-Design - Partners for Prototyping and Designing

Ivitesse Technologies - Partners for IT Solutions and ERP

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INTRODUCTION TO RSB TRANSMISSIONSS (I) LTD.:


ABOUT:
RSB, more than being a successful first generation business enterprise, is a throbbing and
passionate story of its people, values and indomitable spirit of faith and innovation. It is the
story of an ever-growing vibrant family that is founded on ethics, anchored on humanism,
energized by passion, driven by the spirit of excellence and above all is in quest for
immortality.
RSB is a fast growing global engineering organization with business interest ranging from
design to manufacturing of aggregates and systems related to commercial vehicles,
passenger cars, construction and farm equipments and a wide variety of automotive and offhighway equipments.
The brothers, R. K. Behera and S. K. Behera, from a humble beginning, scripted the story of
the RSB in 1975 at Jamshedpur. Three decades later, headquartered at Pune, it has grown
into a pulsating institution with manufacturing setups at Jamshedpur, Pune, Dharwad,
Chennai, Pantnagar, Cuttack, Homer (USA) and Mexico (USA).
RSB comprises of four different companies, namely, RSB Transmissions (I) Ltd., RSB
Transmissions North America Inc. (Formerly known as Miller Brothers Manufacturing), IDesign Engineering Solutions Ltd. and Ivitesse Technologies Pvt. Ltd.
All RSB manufacturing units are ISO/ TS16949, ISO: 14001 and OHSAS: 18001 certified.

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HISTORY:
RSB Transmissions (I) Ltd. is a fast growing engineering & technology organization. In
1975, Mr. R. K. Behera, a young mechanical engineer from NIT, Jamshedpur, hailing from a
humble service oriented middle class family, shunned the security of a job and plunged into
the hurly burly of high-risk and high-reward business arena and founded International Auto
in Jamshedpur with 15 people and 500 square feet of workspace. Inspired and motivated by
the benevolent ideals of the legendry JRD and obsessed with an incorrigible and
irrepressible passion to create a world class industrial edifice, R. K. Behera along with his
brother S. K. Behera set about meticulously crafting the present-day RSB enterprise brick by
brick. RSB has now blossomed into a pulsating and throbbing global engineering institution
in automotive components and systems and construction equipment aggregates.
The corporate office of RSB group is situated in Pune; RSB group is a leading manufacturer
of components, press shaft metal, fabricated & machined components for commercial
vehicle, agriculture and construction equipment. In keeping with current economic and
business trends the group has recently diversified into the field of information technology.
RSB now boasts of manufacturing facilities in 8 different locations in India and one in the
USA with 85,000 square meters of workspace and one in Mexico. As a part of globalization
operation, RSB has recently acquired Miller Brothers, Michigan USA. Latest technologies
and human resources are working together around the world passionately to create an
enduring institution.
Founder and Chairman Mr. R. K. Behera, Co-Founder and Managing Director Mr. S. K.
Behera and Joint Managing Director Mr. Sailendra Behera now spearhead RSB.

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GROUP COMPANIES:

IMAGE 1

RSB comprises of four different companies, namely, RSB Transmissions (I) Ltd., RSB
Transmissions North America Inc. (Formerly known as Miller Brothers Manufacturing), IDesign Engineering Solutions Ltd. and Ivitesse Technologies Pvt. Ltd. The Group
Companies function with the philosophy of providing quality products and efficient
services.
Each of the group companies is equipped with state-of-the-art technology and latest IT
infrastructure that enables smooth functioning. The groups core capabilities range from
design to manufacturing of aggregates and systems related to commercial vehicles,
passenger cars, construction equipments, and farm & off-highway equipments.
The group is also in the trailer manufacturing business. The group has chalked out an
ambitious plan keeping the future in mind. IL&FS has partnered to facilitate expansion and
growth plans of the group.
The Group clientele includes the leading names of industry. Some of major Group clients
are: TATA Motors, Mahindra, Telcon, CATERPILLAR, ITEC, JOHN DEERE, FIAT, JCB,
LOMBARDINI and AGCO.

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RSB TRANSMISSIONS DHARWAD UNIT:

IMAGE NO.2

INTRODUCTION:
RSB Transmissions (I) Ltd. is situated in Belur Industrial Area in Dharwad. The company
was incorporated as Pvt. Ltd. Company on 28th September 2000 in the name IAL
construction and Agricultural equipments and subsequently company consolidate and
changed the name to RSB Transmissions (I) Ltd. Its commercial productions started from
September 2002 with the capital investment of 40, 85,400/-.
RSB group is a business of manufacturing of systems aggregates and components for
construction equipments, components and various excavators, models of TATA Hitachi
excavators like Mainframe, Track frame, arms & buckets are manufactured. RSB
Transmissions (I) Ltd. has received ISO 9001-2000 quality certification in record time of 8
months and that too within a year of starting commercial production. Finally the RSB plant
was started with financial support by SBI commercial branch Hubli and with the cooperation and also other technical support from RSB Jamshedpur.
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VISION:
The vision statement of the company states To be amongst the most admired organizations
with a significant global presence.
MISSION:
The mission statement of the company states To be the market leader by providing
customer delight through world-class quality, service and cost-effectiveness in a
progressive, innovative and challenging environment. We endeavor to provide an enriching,
rewarding and environment friendly work experience to our employees in an achievementbased, high-performance culture. We will provide maximum satisfaction to all our
stakeholders.
LOCATIONS:
RSB group has 8 strategically situated plants across India for a unique location advantage.
The plants in eastern India, city of Jamshedpur are in the heart of major automotive
construction and steel industry exports are facilitated via the nearly sea port Calcutta. Plants
in western city of Pune are in the middle of the industrial heartland of India. The plant at
Dharwad and Chennai is exclusively geared to service the needs of south India based
construction makers with close proximity to Chennai sea port to facilitate exports.

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MANAGEMENT TEAM:
Chairman

: Mr. R.K. Behera

Managing Director

: Mr. S.K. Behera

Joint Manager

: Mr. Sailendra Behera

Plant head

: Mr. Gautam Raut

Finance Department

: Mrs. Anita Gupta

HR Department

: Mrs. Asha V

Quality Department

: Mr. Onkar

Maintenance Department

: Mr. Sanjeev Joshi

Sales Department

: Mr. Suchinthya Shee

Production Department

: Mr. Shivakumar Hombal

Design & Development Department : Mr. V.S. Patil


Purchase Department

: Mr. Dhananjay

Stores Department

: Mr. Krishna Murari

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PRODUCT PROFILE:
RSB is a forerunner in the construction equipment Aggregates industry in India. It has setup
three modern manufacturing facilities at Jamshedpur, Dharwad & Chennai.
RSB has reached significant milestones in the exports market over past few years. The
services and the efforts are being reflected by the faith of their international customers.
Today, RSB is serving as a single source to many overseas customers and manages their
supply chain.
The company has obtained orders from Telcon Ltd. & Caterpillar for various system and
aggregates having application in their construction and earth moving equipments. The main
products which are dispatched from the company are:

Main Frame

Track Frame

Arm

Buckets

MAIN FRAME

ARM

TRACK FRAME

BUCKETS
IMAGE 3

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COMPANY PROFILE:
Name of the company

: RSB TRANSMISSIONS (I) LTD.

Type of Firm

: Pvt. Ltd.

Location

: Plot no. 184, Belur Industrial area,


Dharwad-580011, Karnataka

Telephone

: 0836- 2486037

Fax

: 2486059

Year of planning

: September 2000

Date of incorporation

: Incorporated as a private co. on 28th September 2000

Year of production

: September 2002

Chairman

: Mr. S.K. Behera

Managing Director

: Mr. Shailendra Behera

Plant Head

: Mr. Gautam Raut

Total area of the unit

: 8 acres

Number of employees

: Around 280

Annual turnover

: Rs. 109 Cr. (Source: Company Balance Sheet)

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AWARDS & RECOGNITIONS:


AWARDS:
RSB TRANSMISSIONS (I) LTD. has been awarded the following awards:
Sustained excellence on delivery-Fabrication for the year 2011-2012 by Telcon.
Consistent performance on delivery for the year 2010-2011 by Telcon.
Outstanding performance award by Caterpillar India.
Best measuring competition 2014-2015 by TATA Hitachi.
Awarded from TATA HITACHI CONSTRUCTION, towards Significance
Contribution to Sustained performance on Quality 2014-2015.
Awarded from TATA HITACHI CONSTRUCTION, towards Special Recognition
for the Partnership 2014-2015.
RECOGNITION:
RSB TRANSMISSIONS (I) LTD. has been recognized by Telcon for New product
development 2010-2011.
RSB TRANSMISSIONS (I) LTD. has been recognized by Telcon for Active support
in new product development 2011-2012.

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ORGANISATIONAL CHART:

CMD

MD

VERTICAL HEAD

GM (UNIT HEAD)

HOD
PRODUCTION

SHIFT COORDINATOR

HOD
DEVELOPMENT

ASSISTANT
DEVELOPMENT

HOD
PURCHASE
& STORES
PURCHASE
ASSISTANT

HOD
MAINTENANCE

STOCK
IN-CHARGE

AREA IN
CHARGE
PURCHASE
STAFF

STORE
STAFF

HOD
QUALITY

ASSISTANT
QUALITY

HOD
SALES

HOD
FINANCE

SALES
ASSISTANT

FINANCE
STAFF
HR
STAFF

QUALITY
STAFF

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HOD
HR

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DEPARTMENTS:
1. Purchase Department
2. Stores Department
3. Production Department
4. Quality Department
5. Maintenance Department
6. Design & Development Department
7. Finance Department
8. HR Department
9. Sales Department

1. PURCHASE DEPARTMENT:
This department is engaged with the purchase of goods ordered by the production
department. The production department orders the goods as per its requirement based on
the customer demand. The department maintains the record of all the suppliers. The
purchase manager heads the purchase department who takes the responsibility to
purchase the raw material. He along with the quality inspector examines the raw material
as per the standards required. They purchase 3 kinds of materials those are:
1. Job Work Components
2. Bought Outs
3. Consumable Materials
Raw materials are purchased from Bengaluru, Belgaum, Hubli, Dharwad etc. These raw
materials are stored in the store which lies within this department.
Some of the documents maintained in this department are:
1. Goods Inward Register
2. Issue Slip
3. Stock Ledger Updates
4. Monthly Stock Report

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RESPONSIBILITIES:

Responsible for selection of suppliers.

Responsible to prepare P.O on approved by suppliers.

Follow up to get the material.

Monitoring of suppliers rating.

Arrangements of material as per the indent requirements.

Responsible to meet the requirement of materials indent.

Preservation & storage of materials.

Corrective Action on supplier complaints

2. STORES DEPARTMENT:
Store department is simultaneously coordinated along with the Purchase department. When
the goods are bought its the stores department who stores the materials properly and make a
quality check of the materials. They verify the material and then sends it for further process.
They do a random sample test. The stores department is also responsible for maintaining the
stock in a Stores Department. Whenever any department in the shop floor needs any
materials they collect it from the stores department. Any material which goes out from the
stores department or comes in into the stores department entry will be made in the stores
ledger so that a correct count of material is been kept. They follow the LIFO Method that is
Last In First Out for Job work materials and Bought out materials. Whereas for consumable
materials they follow FIFO method that is First In First Out.
RESPONSIBILITIES:

Maintenance of stock across the company.

Responsible to receive & Issue the materials.

Preservation & storage of Materials.

Responsible to maintain the Stock Register.

Responsible to meet the requirement of material Indent.

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3. PRODUCTION DEPARTMENT:

IMAGE 4

Production department is one of the most important departments in the organization.


Production is a process by which raw material and other inputs are converted into final
products. There are 3 heads that are in-charge of the production and they are the Production
Head under him is the Shift Coordinator and un.der him is the Area In-charge
This is the department which is directly shown to the outer world. In fact the products
manufactured in this unit tell about the business as well as its working and every detail of
the company. Production department in RSB TRANSMISSIONSS is equipped with
sophisticated machines suitable for manufacturing earth moving equipments. The products
manufactured are supplied to Telcon, Caterpillar and in a small extent to JCB.
RESPONSIBILITIES:

They are responsible for production planning

To Achieve the daily Production Targets

Reduce in-house Rejections.

Reducing manufacturing costs.

They are responsible for the timely delivery of the customer schedule

Monitoring the down time.

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4. QUALITY DEPARTMENT:
Quality department is department who inspects the incoming material for dimensions
and parameters as per the control plan. Quality department does not approve and
material into the company without sample approval. They take the responsibility to
check the materials before they come into the company and while leaving the company.
They use different tools to control rejections. Quality department keeps a check on the
parameters and the dimensions of the product as per the customers requirements. Any
difference in the quality they either try to rectify it or else reject it completely.
RESPONSIBILITIES:

Reducing Rejection which includes Incoming rejections, In process Rejections,


Customer Rejections & Supplier Rejections.

Inspecting the materials

Training and upgrading the skill (people working in quality department.)

Customer Complaint Handling

Effectively implementing quality system to comply with customer specific


requirement.

Reducing cost of poor quality(Cost of in-process rejection including re-work,


warranty return, customer return)

5. MAINTENANCE DEPARTMENT:
Maintenance department in RSB Transmissions (I) Ltd. looks after the maintenance of plant
& machinery. The main objective of this department is to maintain the same efficiency of
the machine as well as plant. This could be achieved only by preventive maintenance,
routine maintenance, daily maintenance, predictive maintenance & break even maintenance.
This department also prepares a check list for individual machineries & the team will attend
the machineries as per the check list. To maintain the stock of critical spares they follow reordering level. In case if the problem in the machinery is beyond their control they have
external agencies and manufacturers support who help them to correct the problem.

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They follow the Principle of Stitch in Time Saves Nine. And also they put ISO standards for
machine reliability.
RESPONSIBILITIES:

To improve the machine uptime.

To reduce maintenance cost.

To identify & eliminate unsafe conditions due to machine failures.

Provide autonomous check list.

Maintaining critical spares.

To identify and remove abnormal working condition. (Unsafe)

6. DESIGN & DEVELOPMENT DEPARTMENT:


The design and development department is based on the product i.e. a new product or the
product in process.
1. A NEW PRODUCT:
Whenever a customer orders a new product, the enquiry is received from the
company on which feasibility review is done and if the product is feasible then a
quotation is prepared and sent to the customer, if not feasible a regret letter is sent
2. IN-PROCESS PRODUCT:
The letter is received from the company and the production is started according to
the development plan.
Once the customer is satisfied with the design and the plan then the design & development
plan is been explained to the production head who in turn explains it to the workers and they
get the final product ready. This department hands over all the necessary drawings and job
card so that they carry on the work smoothly.

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RESPONSIBILITIES:

To develop new item with internal costing as per target price.

To ensure development time as per Advanced Product Quality Planning & customer
defined target.

Identify, develop & maintain the fixtures, gauges as per drawings for the new
product

Documentation of Production Part Approval Process.

7. FINANCE DEPARTMENT:
Finance Department is the lifeline of organization. It looks after the Investments,
Financial & liquidity Decisions and other decisions like capital budgeting, working
capital etc. They try to maximize the profits by effectively & efficiently using the
Finance. They also plan their activities in such a way that they build up resources for
growth, diversification & prosperity.
RESPONSIBILITIES:
Adequate supply of cash is available to all departments for smooth running of
organization.
To see cash out flows and cash inflows funds in the organizations.
To negotiate with Banks, Financial, Institutes and other creditors of the company.
To prepares trial balance, profit and loss account and balance sheet.
To ensure supply of adequate funds to all departments of the organizations.
To forecast the financial needs to the company.
Timely payment of funds to the suppliers.
To maintain the record of day to day expenses.
Make proper fund management.

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8. HR DEPARTMENT:
The Group has the necessary manpower, infrastructure and technology to seamlessly
integrate its facilities in order to consistently deliver quality and cost effective products.
HR VISION
The companys vision statement states "To attain organizational excellence by
developing and inspiring the true potential of company's work force"
HR MISSION
The companys mission statement states "To create a value and knowledge based
organization by inculcating a culture of learning, innovation, team working and ethical
work climate".
HR POLICIES
The HR policies revolve around the basic principle of creating a highly motivated,
vibrant and self-driven team. The Group is concerned about its employees and has inbuilt systems to recognize & reward them periodically. This encourages them to perform
better, resulting in better productivity. Motivation plays an important role in HR
Development. In order to keep its employees motivated the Group has incorporated many
schemes.
RESPONSIBILITIES:

Recruitment as per plan.

Provide training as per plan.

Implementing appraisal and rewarding system. Implementation of HR policies.

Train & Motivate operator in multi skills.

Control Absenteeism.

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9. SALES DEPARTMENT:
Sales Department in RSB Transmissions (I) Ltd. carry out the activities related to dispatch
of goods. They do not have a huge Sales team as they have B2B kind of business and their
customers are limited. So they have a very small team who looks after the sales activities.
RESPONSIBILITIES:

Dispatch the goods according to customers Requirement.

To record the Monthly Sale Statement.

To list out the Rejected Goods.

To provide the Monthly and yearly sales to finance


department.

Deciding about method and cost of transportation.

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THEORETICAL BACKGROUND:
INTRODUCTION:
Absenteeism is the failure of employees to report for work when they are scheduled to work.
Employees who are away from work on recognized holidays, vacations, approved leaves of
absence, or approved leaves of absence would not be included. Absenteeism is becoming a
serious practice in labor oriented industries especially in those large industries where
laborers are working in mass. It is a matter of prime concern for the supervisors and
managers. They have to find the ways to overcome absenteeism.
Absenteeism is a serious workplace problem and an expensive occurrence for both
employers and employees seemingly unpredictable in nature. A satisfactory level of
attendance by employees at work is necessary to allow the achievement of objectives and
targets by a department. Employee Absenteeism is the absence of an employee from work. It
is a major problem faced by almost all employers of today. Employees are absent from work
and thus the work suffers. Absenteeism of employees from work leads to back logs, piling of
work and thus work delay.
Absents constitutes a single day of missed work (Martocchio & Jimeno 2003). An
individuals lack of physical presence at a given location and time when there is a social
expectation for him or her to be there. (Martocchio & Harrison, 1993)
What exactly is Employee Absenteeism?
Employee Absenteeism can be defined as stress that leads to work exhaustion. Sadly, it is
the most gifted and committed employees that tend to burn out first. Because of their high
standards and tendency towards perfectionism, these employees end up burning the candle at
both ends.
It refers to workers absence from their regular task when he is normally schedule to work.
According to Websters dictionary, Absenteeism is the practice or habit of being an
absentee and an absentee is one who habitually stays away from work.In other words, it
signifies the absence of an employee from work when he is scheduled to be at work. Any
employee may stay away from work if he has taken leave to which he is entitled or on
ground of sickness or some accident or without any previous sanction of leave
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Trends in Absenteeism
Surveys indicate the following generalities in absenteeism:
The higher the rate of pay and the greater the length of service of the employee, the fewer
the absences
As an organization grows, there is a tendency towards higher rates of absenteeism

Single employees are absent more frequently than married employees

Younger employees are absent more frequently than older employees

Older employees are absent for longer periods of time than younger employees

CAUSES OF ABSENTEEISM:
The rate of the absenteeism in Indian industries is very high and cannot be dismissed. A
Statistical study of absenteeism of Indian Labor observed that, the basic cause of
absenteeism in India is that industrial worker is still part-time peasant. Thus the workers go
to find jobs at cities after the harvesting their crops. It means that when the transplanting
season. These workers consider to the modern industrialism is insecure. Thus, cause to high
rate of the absenteeism in the industrial sector. According to the Labor Investigation
Committee (1946), there were many reasons that caused the absenteeism of the industrial
workers. The Commission pointed out many factors which caused the absenteeism in Indian
industries.
The causes of absenteeism are many and include:
Sickness and low vitality: The committee pointed out that sickness is most important
responsible for absenteeism in almost of the in Industrial sector. Epidemics like cholera,
small-pox and malaria always break out in severe from in most industrial areas. The low
vitality of the Indian workers makes them easy prey to such epidemics and bad housing and
unsanitary conditions of living aggravate the trouble. However, the Commission has been
noticed that the rate of absenteeism among the female workers is higher than their male
counterparts.

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Means of Transport: The Commission also stated that the transport facilities also play very
important to contribute the absenteeism of the worker in the industries. It has been pointed
out that, the rate of absenteeism is higher in those factories where transport facilities are not
easily available as compared to those where such facilities are easily available or provided
by the factory itself.
Hours of work: The long hours of work also affect the workers efficiency and consequently
their sickness rate and absenteeism rate are increased.
Nightshift: It has also been pointed out that there is a greater percentage of absenteeism
during the nightshifts than in the dayshifts, owing to the greater discomforts of work during
the night-time.
Accident: Industrial accident depends upon the nature of work to be performed by the
worker and his ability for doing that work. In case of hazardous nature of job, the accidents
occur more frequently which lead to higher rate of absenteeism.
Social and religious Function: It has been noticed that workers become absent from their
duty on occasions of social and religious functions. Since the workers like to join their
families on such occasions, they go back to their villages for like to join short periods
After Pay-Day: The Labor Investigation committee also noted the level of absenteeism is
comparatively high immediately after the pay-day because they get their wages, they feel
like having a good time or return to their villages to make purchases for the family and to
meet them, so the absenteeism is high after they got paid.
Nature of work: The absenteeism rate is also affected by the nature of work. According to
Prof. William pointed out that absenteeism prevails because workers are not accustomed to
the factory life and factory discipline. In other words, absenteeism prevails because the
nature of work in factories is different from that for which the worker is accustomed. So
when they come to work in the factory, they feel strange, this new situation make them
uncomfortable, so lead to high rate of absenteeism of the industrial workers.
Other causes: The above factor which are caused the absenteeism in the Industrial which
are pointed out briefly by the Labor Commission. However, there can be to other factors
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which caused the absenteeism in industrial sector. These factors are: a) personal Factors and
b) workplace factors.
PERSONAL FACTOR: The personal factor also divided into other sub-factors, these are:
a. Personal attitude: There are different attitude of employees. The Employees with strong
workplace ethics will respect their work and appreciate the contribution they make to their
companies. Such employees will not engage themselves in taking unscheduled off. On the
other hand, employees with very low or no work ethics are indiscipline and have lot of
integrity and behavioral issues. Since, they feel no obligation towards the company,
absenteeism comes easily to them.
Age: The younger employees are often restless. They want to spend time with their friends
and have fun, rather than being tied down with work responsibility. This lack of ownership
often leads them to take unauthorized time off. With age, people gain experience and
maturity, which makes them focused and responsible. Their approach is rather professional
and they prefer to stick to their chairs to get the work done. If ever they are found absent,
then it could be due to sickness.
c. Seniority: Employees, who have been with the company for a long time are welladjusted with the working culture and the job, therefore, they find no reason to be absent
without permission. On the other hand, new hires are more prone to taking ad hoc breaks to
unwind themselves.
d. Gender: Women generally do a balancing act by shuffling their time between home and
work. Family, being their foremost priority, they don't think twice before taking a step
towards absenteeism.

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B. WORKPLACE FACTORS
i. Stress: The pressure at work sometimes takes a toll on the employees. This results in
increased levels of stress. The employees then resort to excuses that can help them stay
away from work.
ii. Work Routine: Doing the same job over a period of time can get monotonous. The
employees find the job functions boring. They rather choose time off to do something
interesting than come to work.
iii. Job Satisfaction: If employees do not find their job challenging, dissatisfaction creeps
in. That leads to more absenteeism in the workplace.
EFFECTS OF ABSENTEEISM
Following are the drawbacks of excessive absenteeism
1. ON INDUSTRY
Absenteeism in industry stops machines, disrupts processes, creates production bottle-necks,
Hampers smooth flow or continuity of work, upsets production targets, result in production
losses, increases direct overhead costs, increase work load of the inexperienced, less
experienced or sub standard workers as substitutes, this in turn creating problems of
recruitment, training, job adjustments, morale and attitudes of the employees.
2. ON WORKERS
Absenteeism reduces workers earnings and ads to his indebtedness, decrease his Purchasing
power, Makes it difficult for him to meet necessities of life, leading to Personal problems
and in many cases loss of employment and resultant disaster for his dependents. It affects
both quantity and quality of production. If more workers are absent, the total output is
affected. If alternative arrangement is made by employing casual workers who do not posses
adequate experience the quality of goods produced is affected. It affects the efficiency of
workers. The worker who joins after a long period of absence would normally be much less
efficient. It affects the discipline of the workers adversely. The worker who is attending to
his work irregularly may not care much about the discipline.

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PROJECT PROFILE:
TITLE OF THE STUDY:
The presence of employees at a scheduled time is highly required for the smooth functioning
of production process. The company is facing the problem of absenteeism which is affecting
their production process. So I choose the topic for my study to be A STUDY ON
EMPLOYEE ABSENTEEISM IN RSB TRANSMISSIONS (I) LTD.
OBJECTIVES OF THE STUDY:
The objectives of this study are as follows:
1. To study about the organization.
2. To understand the roles & responsibilities of different departmental heads.
3. To understand the facilities provided to the employees.
4. To find the absenteeism rate in the company.
5. To know the reasons for Absenteeism.
6. To suggest the company with the remedies to minimize absenteeism.
NEED OF THE STUDY:
Any organization is working just because of its employees. If the organization has to prosper
then its very much needed that the employees do their job sincerely with all the dedication
regularly. One such problem which is been faced by RSB TRANSMISSIONS (I) Ltd., is
that the employees in this company are not attending their work regularly and which is
effecting their production. So this study will help the management to understand the reason
for high rate of absenteeism and can take corrective measures to minimize absenteeism
which will help them to prosper in their business.

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RESEARCH METHODOLOGY:
The study relies on both primary as well as secondary data.
PRIMARY SOURCE OF DATA: Primary data was collected by conducting the survey
using questionnaire with personal interview. The questions prepared were mainly based on
the employees satisfaction with work in the co. and also to know about the reasons for the
high absenteeism rate. Some of the information was also collected from the employees
through personal interaction.
SECONDARY SOURCE OF DATA: The source of the secondary data is drawn from
RSB TRANSMISSIONS (I) LTD. company records and the website of the company.
Various journal articles have been referred for understanding the background of the study.
SAMPLE SIZE: The sampling method used is Stratified Random Sampling. The total
numbers of respondents which were randomly selected for survey was 100. The 100
respondents were the employees of RSB TRANSMISSIONS (I) LTD.
DATA ANALYSIS: Once the data is been collected it is then analyzed by using SPSS
Statistics 17.0 software & MS. Excel
LIMITATIONS OF THE STUDY:
1. Due to time constraint and the busy schedules of the employees it was not possible to
collect all the required data from them.
2. The responses may be influenced by personal bias.
3. Due to in-corrective understanding of some question the employee might have
answered the question wrongly.

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EMPLOYEE ABSENTEEISM RATE:


It is quite obvious that not all employees are able to come to the workplace on all the days.
There are some employees who remain absent. Any organization can bear a small absence
rate until it does not make a problem in the working. Usually the acceptable absence rate in
a manufacturing industry is 2.5 to 3%. But once the absence rate increases it becomes
problem for the production people to reach their targets. Following is the absenteeism rate in
RSB Transmission (I) Ltd. Dharwad. The table shows the absence rate of past 6 months.
TABLE NO. 1

Month
Jan '15
Feb '15
March '15
April '15
May '15
June '15

Absenteeism Rate
3.74
4.21
3.54
4.39
5.31
4.06

ABSENTEEISM RATE
6

5.31

5
4

3.74

4.39

4.21

4.06

3.54

3
2
1
0
Jan '15

Feb '15

March '15 April '15

May '15

June '15

CHART 1 (SOURCE: DATA COMPILED FROM COMPANY RECORDS)

Its been seen that the absenteeism rate was high in the month of May when compared to
other months. The reason of absenteeism being increased in the month of May is because the
company had got new targets to be reached in the month of April and the employees had
worked more than the usual hours. So we could see that the Absenteeism was more in the
month of May.

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DATA ANALYSIS & INTERPRETATION:


1. Area of Work:
TABLE NO. 2

Options

Frequency Percent

Cumulative Percent

Battery box

1.0

1.0

Caterpillar

10

10.0

11.0

Centre Frame

4.0

15.0

Cutting shed

11

11.0

26.0

Dressing area

11

11.0

37.0

Final Welding

7.0

44.0

Lower Frame

5.0

49.0

Machine

11

11.0

60.0

Main frame assembly

11

11.0

71.0

Main Frame welding

1.0

72.0

Maintenance

4.0

76.0

Others

7.0

83.0

Press Break

3.0

86.0

Slider Frame assembly & welding

6.0

92.0

Slider Frame M/c Operator

3.0

95.0

Tail Frame welding

5.0

100.0

Total

100

100.0

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CHART 2 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey I can interpret that the employees are working in different areas in the shop
floor. The surveyed employees were working in the following areas that is, Battery box
where there were total of 4 employees, Caterpillar area where total there are 46 employees,
Centre frame where total employees are 10, Cutting shed where in total employees are 31,
Dressing area where total employees are 17, Final welding where total employees are 12,
Lower frame area where total employees are 17, machine area where total employees are 27,
main frame assembly where total employees are 11,main frame welding where total 6
employees are working, maintenance area where total 8 employees are working, in other
areas like helpers, drivers, Gardners etc total employees in this area are 22, press break
area where total employees are 6, slider frame assembly & welding total employees working
in this area are 19, slider frame machine operator in this area total 5 employees are working,
tail frame welding in this area total 14 employees are working.
* (Data according to the month of June).

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2.

Age (In Years):


TABLE NO. 3

Options
Frequency Percent

Cumulative Percent

<20

2.0

2.0

20-29

70

70.0

72.0

30-39

23

23.0

95.0

40-49

4.0

99.0

50-59
Above 60

1
0

1.0
0.0

100.0

Total

100

100.0

CHART 3 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that majority of the employees working in this company
are in the age group of 20-29 i.e. 70% of the employees fall in this age group. The next
major age group is 30-39 that is 23% of the employees fall in the age group of 30-39 & rest
2% in the age group of < 20, 4% fall in the age group of 40-49 & 1% fall in the age group of
50-59. As we could see from the data that majority of the employees are of young age and
are energetic.

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3. Marital status
TABLE NO. 4

Options Frequency

Percent

Cumulative Percent

Single

60

60.0

60.0

Married

40

40.0

100.0

Divorce

0.0

Total

100

100.0

CHART 4 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it can be interpreted that majority of the employees working in this
company are still bachelors i.e. 60% of the employees fall in this group, rest 40% of the
employees are married and none of them is divorced. This means that the family condition
of all the employees was quite good.

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4. Monthly Income:
TABLE NO. 5

Options

Frequency Percent Cumulative Percent

Less than 4000


4000-6000

0
10

0.0
10.0

0.0
10.0

6000-8000

40

40.0

50.0

8000-10000

36

36.0

86.0

10000 & above

14

14.0

100.0

Total

100

100.0

CHART 5 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey I could interpret that 10% of the employees monthly income fell in the
range of 4000-6000, 40% of the employees monthly income was in the range of 6000-8000,
36% of the employees monthly income was in the range of 8000-10000 & rest 14% of the
employees monthly income was in the range of 10000 & above. The employees were
wishing for a hike in salary as the salary what they got was not sufficient for them to fulfill
their familys day to day expenses.

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5.

Since how many years you are associated with this company?
TABLE NO. 6

Options

Frequency Percent Cumulative Percent

< 1 year

24

24.0

24.0

1-2 year

32

32.0

56.0

3-4 year

14

14.0

70.0

4-5 year

6.0

76.0

More than 5 years

24

24.0

100.0

Total

100

100.0

CHART 6 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey I can interpret that majority of the employees working in this company are
associated with this company for around 1-2 years i.e. 32% of the employees are associated
with this company from past 1-2 years. Majority of the employees are freshers to this
company. The rest employees are either associated with this company for less than 1 year or
more than 5 years that is 24% of the employees fall in both of these categories. And only
14% of the employees are associated with this company for 3-4 years and rest 6% are
associated with this company for 4-5 years. From this data we could see that majority of the
employees are newly joined that is they are associated with the company for not more than 2
years.

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6.

Which shift do you find it more difficult to work?


TABLE NO. 7

Options

Frequency

Percent

Cumulative Percent

General

17

17.0

17.0

First

20

20.0

37.0

Second

13

13.0

50.0

Third

18

18.0

68.0

None

32

32.0

100.0

Total

100

100.0

CHART 7 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey I could find that around 32% of the employees had no problem in any of
the shifts. And 20% of the employees said that working in the first shift was difficult for
them, that is from 6:00 AM to 2:00 PM. 18% of the employees say that working in the third
shift was difficult for them that is from 10:00 PM to 6:00 AM . Rest 17% had a problem in
working in the General shift that is from 8:30AM to 5:00 PM. & remaining 13% had a
problem working in the second shift that is from 2:00 PM to 10:00 PM

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7. Does your job match with your qualification?


TABLE NO. 8

Options Frequency Percent Cumulative Percent


Yes

63

63.0

63.0

No

37

37.0

100.0

Total

100

100.0

CHART 8 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that 63% that is majority of the employees job match with
their qualification & rest 37% employees job do not match with their qualification. Though
37% employees job do not match with their qualification but they do their work efficiently
that is because they have got good training in that job. So assuming that more of the
absenteeism is because there qualification does not match with their job would not hold true.

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8. Would you like to have an option of job rotation?


TABLE NO. 9

Options

Frequency

Percent Cumulative Percent

Yes

75

75.0

75.0

No

25

25.0

100.0

Total

100

100.0

CHART 9 (SOURCE: DATA COMPILED FROM SURVEY)

From the data collected I could see that the employees are having a positive response
towards the job rotation. That is 75% of the employees want a job rotation. They want new
jobs to learn. This could be one of the reasons that employees are not regular to their work
because they are bored of their routine work. They want new jobs to learn.

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9. Is it possible for you to get leave whenever you require?


TABLE NO. 1

Options

Frequency

Percent

Cumulative Percent

Always

56

56.0

56.0

Often

33

33.0

89.0

Sometimes

9.0

98.0

Never

2.0

100.0

Total

100

100.0

CHART 10 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that56% of the employees that is majority of them say that
they get the leave whenever they require. But there are also such employees that are 33% of
them say that they get leaves often & not always & 9% say that they get leaves sometimes &
rest 2% say that they never get leaves. This discrimination between the employees in getting
the leaves may affect the absenteeism in the company. As the employees may not be getting
the leaves whenever they want so that may be the reason for the absenteeism.

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10. How many times you take leave in a month?


TABLE NO. 11

Options

Frequency Percent

Cumulative Percent

13

13.0

13.0

33

33.0

46.0

34

34.0

80.0

13

13.0

93.0

More than 3

7.0

100.0

Total

100

100.0

CHART 11 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that only 13% of the employees never take any leave.
These are those employees who are working in the company from many years. There are
33% of the employees who take one leave in a month and 34% of the employees who take 2
leaves in a month. & 13% of the employees take 3 leaves & around 7% of the employees
take more than 3 leaves.

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11. Which of the following do you avail often?


TABLE NO. 12

Options

Frequency Percent Cumulative Percent

Medical Leave

13

13.0

13.0

Privileged leave
Both Medical & Casual

0
7

0.0
7.0

13.0
20.0

Casual Leave

76

76.0

96.0

All

4.0

100.0

Total

100

100.0

CHART 12 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that majority of the employees avail casual leave that is
around 76% of the employees avail casual leave. 13% of the employees avail medical leave.
7% of the employees avail both medical & casual leave & rest 4% avail all the above
mentioned leaves. None of the employees only avail privileged leave. Many of the
employees are not aware of that leave so they do not avail that and avail only casual &
medical leave.

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12. How many times you remain absent in a month?


TABLE NO. 13

Options

Frequency Percent

Cumulative Percent

43

43.0

43.0

1-2

39

39.0

82.0

3-4

16

16.0

98.0

5-6

1.0

99.0

More than 6

1.0

100.0

Total

100

100.0

CHART 13 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that 43% of the employees do not remain absent in month.
And around 39% of the employees remain absent for 1 or 2 days in a month. 16% of the
employees remain absent for around 3 or 4 days in a month. And 1% remain absent for
around 5 or 6 days in a month and another 1% remain absent for more than 6 times in a
month. These absenteeism specially the ones who remain absent for 1 or 2 days o 3 or 4
days affect the production process. And which in turn affect their target for the month.

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13. For what reason you remain absent?


TABLE NO. 14

Options

Frequency Percent Cumulative Percent

Sickness

3.0

3.0

Long working Hours

8.0

11.0

Family Reason

22

22.0

33.0

Personal reason

60

60.0

93.0

Lack of interest in Job

7.0

100.0

Total

100

100.0

CHART 14 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it can be interpreted that the reason for their absenteeism is mainly because
of personal work followed by family reason, long working hours, lack of interest in the job
& sickness. Around 60% of them say that they remain absent because of their personal
reasons & 22 % of them remain absent because of the family reason. 8% remain absent
because of long working hours & 7% remain absent because of lack of interest in the job.
And the rest 3% remain absent because of sickness. The major reason for absenteeism is
because of their personal problems.

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14. How do you rate the facilities given to you by RSB Transmissions (I) Ltd.
Dharwad?
TABLE NO. 15

Options

Frequency Percent Cumulative Percent

Very Good

21

21.0

21.0

Good

39

39.0

60.0

Fair

40

40.0

100.0

Bad
Very Bad
Total

0
0
100

0.0
0.0
100.0

CHART 15 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey I could see that 40% of the employees rate the facilities to be fair that is on
a scale of 5 they rate it to be 3 i.e. fair. 39% of the employees rate the facilities to be good
that they rate it as 2 on a scale of 5. And rest 21% of the employees rate the facilities of RSB
Transmissions (I) ltd. as very good, that is on a scale of 5 they rate it as 1 that is very good.
They are happy with the facilities provided to them. None of the employees rated the
facilities to be bad or very bad they did not rate it as 4 or 5 on a scale of 5.

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15. Are you happy with the health & safety measures provided to you?
TABLE NO. 16

Options

Frequency

Percent Cumulative Percent

Strongly agree

21

21.0

21.0

Agree

58

58.0

79.0

Neutral

17

17.0

96.0

Not Agree

4.0

100.0

Strongly Disagree
Total

0
100

0.0
100.0

CHART 16 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that around 58% of the employees agreed, that is they were
happy with the health & safety measures provided to them by RSB Transmissions (I) ltd.
Around 21% of the employees strongly agreed that is they were very much happy with the
health & safety measures provided to them. 17% of the employees were in a neutral
situation that is neither they were happy nor they were not happy with the health & safety
measures provided to them. And rest 4% rated them as not agree that is they were not happy
with the health & safety measures provided to them.

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16. How do you rate your relation with your superior?


TABLE NO. 17

Options

Frequency

Percent

Cumulative Percent

Very Good

25

25.0

25.0

Good

48

48.0

73.0

Fair

24

24.0

97.0

Bad

3.0

100.0

Very Bad
Total

0
100

0.0
100.0

CHART 17 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that 48% of the employees rated their relation with the
superiors to be good. 25% of the employees rated their relation with their superiors to be
very good & 24% of them rated it to be fair enough. And around 3% of them rated their
relation with their superior to be bad. From this we can say that majority of them feel that
their superiors do not have a very good relation with them.

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17. What kind of motivational factors can be adopted to increase the regularity of
the employees?
TABLE NO. 18

Options

Frequency

Percent

Cumulative Percent

Good Employee relation

12

12.0

12.0

Good work Environment

28

28.0

40.0

Incentive/wage hike

32

32.0

72.0

Future Prospectus

19

19.0

91.0

Increase Job
Responsibility

9.0

100.0

Total

100

100.0

CHART 18 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that 32% of the employees see increase in incentive/wages
of them will act as the motivational factor to increase their regularity. 28% of them feel that
good work environment acts as a motivational factor for them. 19% of the employees feel
that future job prospectus acts as motivational factor for them to increase the regularity of
the employees. 12% of the employees say that maintaining good employee relation acts as a
motivational factor for them. And rest 9% of the employees say that increase in the job
responsibility will act as motivational factor for them to increase the regularity of the
employees.
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COMBINED ANALYSIS:
1.

COMBINED ANALYSIS OF AREAOF WORK AND NUMBER OF TIMES


EMPLOYEE REMAIN ABSENT.
TABLE NO. 19

ABSENT

AREA

1 or 2

3 or 4

Battery box

Caterpillar

11

Centre Frame

Cutting shed

11

Dressing area

11

Final Welding

Lower Frame

Machine

11

Main frame assembly

11

Maintenance

Others

Press Break

Slider Frame assembly


& welding

Slider Frame M/c


Operator

Tail Frame welding

43

39

16

100

Total

5 or 6 More than 6 Total

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CHART 19 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it could be seen that around 6 employees remain absent for 1 or 2 days in a
month in the main frame area which is the important area of work. And also 4 employees
each remain absent for 1 or 2 days in cutting shed, dressing area & final welding. Its also
been seen that 4 employees remain absent for 3 or 4 days in a month in the dressing area.
The majority of the absenteeism could be seen in the caterpillar area, cutting shed area,
dressing area, machine area, and Main frame assembly area. These are the main working
areas in the shop floor. So absenteeism in this area has to be minimized.

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2. COMBINED ANALYSIS OF QUESTION AGE & NUMBER OF ABSENTS IN


A MONTH.
TABLE NO. 20

Absent
OPTIONS
0

1-2

3-4

5-6

>than 6

Total

<20

20-29

31

26

11

70

30-39

10

23

40-49

50-59
Total

1
43

0
39

0
16

0
1

0
1

1
100

Age

CHART 20 (SOURCE: DATA COMPILED FROM SURVEY)

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From the data it could be seen that the employees in the age group of less than 20 are only
two, in which one employee do not remain absent and the other one remain absent for 3 or 4
days.
The next age group is of the employees falling in the age of 20-29. In this age group we
could see that 31 employees do not remain absent at all, 26 of the employees remain absent
for 1 or 2 days, 11 employees remain absent for 3 or 4 days and one each remain absent for
5 or 6 days & more than 6 days respectively.
The next age group is of the employees falling in the age group of 30-39. In this age group 9
employees do not remain absent, 10 employees remain absent for 1 or 2 days and 4
employees remain absent for 3 or 4 days.
The next age group is of the employees falling in the age group of 40-49 very less percent of
the employees fall in this age group i.e. only 4% and they usually remain absent for 1 or 2
days
The next age group is of the employees falling in the age group of 50-59 and they do not
remain absent.

3. COMBINED ANALYSIS OF MARITAL STATUS & NUMBER OF ABSENTS IN A


MONTH:
TABLE NO. 21

Absent

Marital
Status

Options

1-2

3-4

5-6

>than 6

Total

Single

25

22

11

60

Married

18

17

40

43

39

16

100

Total

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CHART 21 (SOURCE: DATA COMPILED FROM SURVEY)

From the data it could be found that 60% of the employees were single and 40% were
married. In those 60%, 25% of the employees never remained absent. The rest 22%
remained absent for 1 or 2 days, 11% of the employees remain absent for 3 or 4 days and the
remaining 2 % that is 1% each remained absent for 5 or 6 days & more than 6 days
respectively.
In the rest 40% married employees, 18% never remained absent, 17% remained absent for 1
or 2 days and the rest 5% remained absent for 3 or 4 days.

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4. COMBINED ANALYSIS OF MONTHLY INCOME & NUMBER OF TIMES


EMPLOYEE REMAIN ABSENT IN AMONTH.
TABLE NO.22

ABSENT
OPTIONS

Total

MONTHLY

4000-6000

10

INCOME

6000-8000

17

18

40

8000-10000

15

12

36

10000 & ABOVE

14

Total

43

39

16

100

CHART 22 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey it can be interpreted that majority of the absentees are in the group who are
getting the salary in the range of Rs. 6000-8000 & Rs. 8000-10000. There are also employees
who remain absent though they are getting high salary that is in the range 10000 & above.
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5.

COMBINED ANALYSIS OF NUMBER OF YEARS ASSOCIATED WITH THIS


COMPANY AND NUMBER OF ABSENTS IN A MONTH
TABLE NO. 23

ABSENT

NO. of years
associated with this
co.

OPTIONS

1 or 2

3 or 4

< than 1 year

13

24

1-2 years

11

13

32

3-4 years

14

4-5 years

More than 5 years

12

11

24

Total

43

39

16

100

5 or 6 More than 6

Total

CHART 23 (SOURCE: DATA COMPILED FROM SURVEY)

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From the data it could be seen that 24% of the employees were associated with the company
for less than 1 year, 32% of the employees were associated with this company for 1- 2 years,
14% of the employees were associated with this company for 3-4 years, 6% of the
employees are associated with this company for 4-5 years and rest 24% of them are
associated with the company for more than 5 years.
13% of the employees who are associated with the company for less than 1 year do not
remain absent and 13% of the employees who are associated with the company for 1 0r 2
years remain 1 or 2 days absent in a month. This means that the freshers usually do not
remain absent in their initial days but when they are associated with the company for 1 or 2
years they start remaining absent 1 or 2 days and some employees also employees remain
absent for 3 or 4 days. And also the employees who are associated with this company for
more than 5 years also remain absent. The absenteeism is been seen in the range of 1 or 2
years or more than 5 years that is employees who are associated with the company for 1 or 2
years or for more than 5 years mainly remain absent.
6.

COMBINED ANALYSIS OF DIFFICULTY IN SHIFT & NUMBER OF ABSENTS


IN A MONTH:
TABLE NO. 24

Absent

Shift

1-2

3-4

5-6

>than 6

Total

General

17

First

12

20

Second

13

Third

18

None

17

32

Total

43

39

16

100

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CHART 24 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey its been seen that many of the employees who find it difficult in working
in first shift remain absent. Its been seen that those employees who find it difficult in
working in first shift, when they are appointed to work in first shift they remain absent.
Many of the employees who are comfortable in working in any of the shift do not remain
absent. So it could be seen that many of the employees remain absent for 1 or 2 days and
only few remain absent for 2 or 4 days. Employees who have difficulty in working in
general shift only 6 of them remain absent for 1 or 2 days, 4 employees remain absent for 3
or 4 days & 7 employees do not remain absent which means many of the employees who are
having problem working in general shift do not remain absent. Employees who are having
difficulty working in first shift remain absent for 1 or 2 days.

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7.

COMBINED ANALYSIS OF NUMBER OF LEAVES & NUMBER OF ABSENTS IN


A MONTH
TABLE NO. 25

Absent
Leaves

1-2

3-4

5-6

>than 6

Total

12

13

11

18

33

12

16

34

13

More than 3
Total

1
43

3
39

3
16

0
1

0
1

7
100

CHART 25 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey its been seen that employees who take leaves for 1 or 2 days also remain
absent for 1 or 2 days. Employees who never took any leaves never remained absent as
well. The trend in RSB Transmissions (I) Ltd. is that the employees who take leaves for 1 or
2 days also remain for absent for 1 or 2 days.

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FINDINGS & SUGGESTION:


FINDINGS FROM STUDY:
From this study I could find the following mentioned points:

From the past records of absentees its been found that the absenteeism rate in the the
company is around 4 to 5%

From the survey I could find that majority of the employees fall in the age group of
20-29. That is they all are young and energetic to work.

60% of the employees are single (unmarried) which means that they do not have too
much of family responsibilities onto them.

Its been found that majority of the employees are having the monthly income in the
range of Rs.6000-8000 & Rs.8000-10000. But still the employees are expecting
more salary as they are not able to fulfill the needs of their family.

Most of the employees are not the old employees that are working from many years.
But I could see that they are fresh and do not know much about the working
environment of RSB Transmissions (I) Ltd.

The employees are comfortable enough in working with any shift almost 32% of the
employees do not have any problem working in any of the shifts. These employees
are more dedicated towards their work.

Though the company hires employee before getting to know their educational
qualification, yet there are 37% of the employees whose job and their educational
qualification is different. These employees whose job and educational qualification
do not match are those employees who are having prior wok experience.

I could find that almost all i.e. 75% of the employees need a job rotation. They get
bored with the same work so this lead for them to remain absent. They want changes
and want to learn new things.

I could find that whenever the employees wanted leaves they could get. But yes there
are also such employees who never get leaves. They feel differentiated in the
company. So these employees who are not able to get leaves in time of their work
tend to remain absent.

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The main reason behind employees taking leaves will be because they will be having
some work to be completed they usually take a leave for 1 or 2 days and company do
not mind giving leaves to these employees who genuinely have some work to be
completed. There are also some employees who take leaves for more than 3 days;
these are those employees who have serious health issues with themselves or with
their family members.

Usually employees avail casual leaves followed by medical leaves and few
employees avail both medical and casual leaves depending on the situation.

Its been seen that almost 43% of the employees do not remain absent and rest 39%
remain absent for 1 or 2 days in a month. These are those employees who remain
absent for family problems or personal problems.

Its been found that the main reason for absence is personal problem, followed by
family problems and lack of interest, long working hours & sickness.

The employees are satisfied and have rated the facilities to be positive none of them
have rated that to be negative. They get all the basic facilities that is they have cab
facility, canteen facility, good working environment, first aid facilities etc.

RSB Transmissions (I) Ltd. have all the basic first aid facilities in the company and
in case of major injuries they have all the facilities to take them to the doctors and
get them treated. Also they provide safety glasses, earplugs, gloves as safety to the
employees. But still its been found that few employees are not happy with the health
& safety measures the company has. And some are having a neutral opinion about
this. Very few are highly satisfied with the health and safety measures provided to
them by the company.

Its been found that many employees share a friendly relation with their superiors.
But there are also few employees who have a negative relation with their superiors
they do not like their superiors guiding them. They have built an image about their
superiors that they never appreciate their work.

It been found that the main factor which influences the employees to be regular to
work s to increase their wages/incentives. Few of the employees also feel that good
work environment and good employee relation will act as a motivational factor for
them to be regular to the work place.

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Its been found that majority of the absentees are in those areas of work where the
employees are more & where the work is very important like in cutting shed,
dressing are, machine are, main frame assembly area etc.

Its also been found that the major absentees are of the age group 20-29 years. They
remain absent because they are not fully matured and serious about the work. The
employees in this age group still want to enjoy their life so they remain absent
irrespective of thinking the consequences of their absence.

The employees who are single have more possibilities of remaining absent then the
one who are married. As married employees have more responsibilities and are
grown up & mature enough.

Its been seen that the majority of the employees remain absent whose monthly
income is in the range of Rs. 6000-8000 & Rs. 8000-10000

Majority of the employees who are absent are associated with the company for not
more than 2 years. These employees are new to the company and are not adjusted
with the environment so they remain absent regularly.

Its been seen that employees who are working in first shift and find working in that
shift difficult, remain absent regularly.

Its also been found that the person who avail leaves for 1 or 2 days also remain
absent for 1 or 2 days. As they are not allowed to stay on leave for continuous
period. So they remain absent.

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FINDINGS FROM INTERACTION & OBSERVATIONS:

From the interaction with the employees I could find that many of the employees say
that due to routine work they remained absent. Employees say that if they increase
the salary then they would not remain absent. Some of the employees say that as they
get low salary so they remain absent for some days and do work in some other places
where they can earn some extra money. Some of the employees say that they do not
get leaves whenever they want for that reason they remain absent. Also the
employees are not fully happy with the health & safety measures provided to them.
That is the employees will be working on the machines continuously for 8 hours it
becomes hectic for them to work and they do not get medicines whenever they want.
So as rest they remain absent.

On asking the suggestion to reduce absenteeism they say that they should provide
leaves for them that is minimum of 2 leaves in a month. Some of them say that if
they increase the job responsibilities then absenteeism can be reduced. The
employees also say that whenever they require leave they are not been given,
whereas for the office staff and some employees its been easily given so they feel
differentiated and do not work with full dedication. Its also been seen that some
employees do not have proper transportation facility so they remain absent.

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SUGGESTIONS:

Its been always said that until and unless the management and the employees do not
have a good relation with them. Its not possible to solve any problem which is been
faced. So I would suggest the management team to create a good and friendly
relation with their employees. They must understand the problems which are been
faced by the employees and try to solve them
The cost associated with this is to spend some human resource staff time in
interacting with the employees
The expected benefits would be an improved employee and superior relation. And
would create a friendly relation so that they can solve the employees problem and
also the employees can help the management in times of problems faced by the
company.

The management should try to provide incentives to the employees on attending their
job regularly without remaining absent. This will act as the motivation to the
employees to be regular to the company.
The cost associated with this would be an additional amount of around 300 per
employee which will be around Rs. 12 per day.
And the benefits from this would be motivational factor to the employee. This will
act as both monetary & non monetary motivational factor. The expected results from
this would be employees being regular to their workplace and increase the
production which will increase their sales.

The management should also try to adjust the shifts of the employees i.e. if one
employee is scheduled to work in the general shift but he is not able to attend in that
shift. In case if the same employee is ready to attend the work in any other shift then
they should be allowed to do so, so that neither the work will be pending nor the will
have to remain absent.
There are no additional costs involved in this. Its just the employees salary which
will be paid.

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A STUDY ON EMPLOYEE ABSENTEEISM IN RSB TRANSMISSIONS (I) LTD. DHARWAD

The benefits from this would be that neither the work will remain pending nor other
employees will have to work overtime to complete the work of the absent
employees.

The management should take strict action onto those employees who remain absent
for more than 2 days in a month. As most of the employees are young they are not
fully matured they want to enjoy life by spending time with friends, so taking a strict
action onto those employees will help the management in getting seriousness in
working environment.

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CONCLUSION:
One of the most functional needs of an employee is to maintain its operation and service
without any interruption. Absent employees can have a profound effects on the ability of the
organization to operate effectively .Thus the desire to minimize employee absenteeism is
significance.
This study was conduct at RSB Transmissions (I) Ltd on the basis of the survey conducted it
came to be concluded that many of the employees say that if they are been provided with the
facility of leaves there will not be any problem to the management as well to them. And few
of the employees ask for the shift change to reduce absenteeism, incase if the employee is
not able to turn up to the work place then he should have an option to come in any other
shift and work so that the work will also not be pending.
Most of the employees say that the work environment is good they are satisfied with the
working hours, welfare facilities, and their relation with the superiors. But they are not
highly satisfied with the work environment. They say that the superior should maintain good
relation with the employees and also they should create a good working environment.
Most of the employees say that the HR manager should take actions to control absenteeism
that is by making employees fully aware of the organization policies and procedures,
maintain appropriate leave details accurate and up-to-date record of staff and implement
disciplinary procedure wherever required. Thus it can be concluded that RSB has employee
absenteeism which can be curbed if the suggestions are been considered.

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BIBLIOGRAPHY:
INTERNET:

http://indiainbusiness.nic.in/newdesign/index.php?param=industryservices_landing/3
99/

http://dhi.nic.in/UserView/index?mid=1321

http://www.dnb.co.in/engineering/overview.asp

https://en.wikipedia.org/wiki/Heavy_industry

http://www.indianconstructionindustry.com/indian_construction_equipment/indian_const
ruction_equipment.html

http://svimi.org/ejournal/downloads/vol1issue1/5.pdf

http://www.rsb-industries.com/index.html

COMPANY DOCUMENTS:

Documents of different department

Attendance Registers

Previous reports.

TEXT BOOK:

Essentials of Human Resource Management & Industrial Relations


By- P. Subba Rao
Himalaya Publishing House 2013 Edition
Chapter 12 Internal Mobility & Absenteeism
(Absenteeism page no. 298-301)

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ANNEXURE:
Sl. No.:

QUESTIONNAIRE

I a student of Kousali Institute of Management Studies Dharwad, doing a study on Employee


Absenteeism in RSB Transmissions (I) Ltd. Dharwad as a part of my Summer in plant project.
Please co-operate and help me in completing my study. The information given by you will be kept
confidential and will be used only for the purpose of study.
1. Name: _____________________________________________
2. Area of work : _____________________________________________
3. Age (In years):
a. Below 20
e. 50-59

b. 20-29

c. 30 - 39

d. 40 - 49

f. Above 60

4. Marital status
a. Single

b. Married

c. Divorced

5. Monthly income:
a. Less than 4000

b. 4,000-6,000

c. 6,000- 8,000

d.8,000-10,000

e. 10,000 & above


6. Since how many years you are associated with this company?
a. Less than 1 year
b. 1 2 years
c. 3 4 years
d. 4 5 years
e. More than 5 years
7. Which shift do you find it more difficult to work?
a. General Shift
d. Third Shift

b. First Shift

c. Second Shift

e. None

8. Does your job match with your qualification?


a. Yes

b. No

9. Would you like to have an option of job rotation?


a. Yes

b. No

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10. Is it possible for you to get leave whenever you require?
a. Always
b. Often
c. Sometimes
d. Never
11. How many times you take leave in a month?
a. 0

b. 1

c. 2

d. 3

e. more than 3

12. Which of the following do you avail often? (Mark all the relevant options)
a. Medical Leave

b. Privileged Leave

c. Casual Leave

d. All

13. How many times you remain absent in a month?


a. 0

b. 1-2

c. 3-4

d. 5-6

e. more than 6

14. For what reason you remain absent?


a. Sickness

b. Long working hours

c. Family reasons

d. Personal reasons

e. Lack of interest in job


15. How do you rate the facilities given to you by RSB Transmissions (I) Ltd. Dharwad?
1

Very Good

Good

Fair

Bad

Very Bad

16. Are you happy with the health & safety measures provided to you?
a. Strongly Agree

b. Agree

c. Neutral

d. Not Agree

e. Strongly Disagree
17. How do you rate your relation with your superior?
a. Very good

b. Good

c. Fair

d. Bad

e. Very B

18. What kind of motivational factors can be adopted to increase the regularity of the
employees?
a. Good employee relation
b. Good work environment
c. Incentive/ wage hike
d. Future prospectus
e. Increase Job responsibility.
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19. What are your suggestions to control absenteeism?
________________________________________________________________________
_______________________________________________________________________

Thank you for your valuable time.

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