Académique Documents
Professionnel Documents
Culture Documents
Shahi - started in 1974 at Delhi, Bangalore operations began on 1st July 1988 with
manufacture 3 million pc of high quality woven & knit per month and catering to all
segments in the apparel industry. A whooping over 2 million square feet for
woven/knits and we manufacture 1 million pc of per month of knits & 2 million pc per
month of wovens. The manufacturing units are located in Delhi, Bangalore, Tirupura
and Salem.
Moto
1
History
Shahi - started in 1974 at Delhi. Bangalore operations began on 1st July 1988 with
Infrastructure
The entire Shahi organization works on a single ERP system, which unifies all the
departments working. This not only makes us one of a kind but also gives us the
shipping, invoicing, and accounting for a company. This also sychronises our business
have given way to modules like CRM, SRM, SCM and EPM, to not only give efficient
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Technology, this also includes accounting, human resources, marketing, and strategic
management.
The automisation level that we have in Shahi is at par with the best of the best in
garment industry.
The technological advantage with Shahi is what makes unique, with an improved
business performance.
information systems & have designed it to bind more closely, all our company
Manufacturing
latest automatic spreaders & CAD/CAM cutting and the best of the micro-process
The start-of-the-art sewing facilities with online checking at critical points coupled with
stringent quality controls at finishing section meeting the standards of our buyers.
The facilities are of most modern with a total buildup area over 4 million sq. ft. spread
Embroidery
We are one of the largest installation of Barudan over 90 machines each of 20 heads
capable of producing 9 colors, producing 1 billion stitches per day. Also new
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embroidery addition can support sequencing and special operations in the machine,
with the above capacity we can turn-around time of an order can be shorter.
Washing
We have state-of-the art front loaded micro-process controlled washing facilities with a
expertise of washing for various brands like Abercrombie, Replay etc., we can do the
• Enzyme wash
• Acid wash
• Aged water
• Vintage wash
Garment Dyeing
Sulpher dyed
Dip Dye
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Fabric Processing
Sarla Fabrics, the processing plant rates as one of India's foremost wet processing
plant. All kinds of woven fabrics like poplin, twill, canvas, gauze etc., and made of
cotton, linen, rayon and lycra blends are processed to international standards. Prints
like reactive, vat color discharge on reactive grounds & pigments apart from some
special printing techniques like burnt out effects on polyester-cotton blends are
achieved here. In all, the unit whips out 100,000 meters of processed fabric per day.
The pre-treatment section houses an Osthoff Gas Singe & Desize machine, Benninger
The Dyeing Section has a host of machinery like a Kusters Colt Pad Batch &
Benninger Wash Range, Continuous Dyeing Range, Jet Dyeing, Benninger Pad-Dry
Ager, Loop Ager, Star Agers; Polymerisers & Washing Ranges find pride of place. The
Rotary Machine.
In the Finishing Section one finds Stenters, a Relax Dryer cum baker, Emerising
(Peach) Machine & Preshrinking Range. Speciality finishes (apart from normal silicon
or soft finishes) like easy care (Self Smoothening Rating -3-3.5), Permanent
hydrophilic, Stain repellant - Teflon, Water repellent, Anti microbe or Permanent fresh
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coupled with a Datacolour Automatic Dispenser, to eliminate any human error. There
is a Mathis Padder with Dryer & Steamer and a replica pilot plant of bulk dyeing
machines. Lab to Bulk co-relation is perfectly documented and remains above 95% at
every time.
unit in Bangalore - Fabric processing of 10 Tons per day, 6 Tons of Yarn dyeing and
garment dyeing of 3 Tons per day with a latest color kitchen with reverse osmosis
Having Brand new Maria Costa Italian sueding machine with a capacity of 3 Tons/day.
Sampling
dedicated sampling units all over 300 machines for knits, woven-Men & woven-women
and turning around 15,000 samples every month. The sampling units are equipped
with the latest technology machines and well-experienced tailors to handle all kinds of
We have a huge library for wovens / knits which can support the latest trends in the
market and the buyers can select the fabric and make the samples with a quick turn
around time. Added to that we got a huge library of trims/accessories to support the
sampling.
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Printing
We have the latest printing facilities, which can produce over 12 color 90,000 meters a
day. We are also equipped with digital laboratory printing to turn-around the samples
faster.
Training
Our most valuable asset is our Human Resource. It is imperative to develop people to
take on the challenges of future. We believe that this can be achieved only by
communication has shrunk the world. The talk is now of "global pressures", and "world
Multi Skill training, Seminars and Workshops on relevant topics groom the Associates
on required competencies.
7
Manufactures
Shahi manufacture 3 million pc of high quality wovens & knits per month and catering
to all segments in the apparel industry. A whooping over 2 million square feet for
wovens/knits and manufacture 1 million pc of per month of knits & 2 million pc per
month of wovens. The manufacturing units are located in Delhi, Bangalore, Tirupur
and Salem.
Woven
Shahi Woven's is traditionally recognized for its excellence in quality, product range,
service & reliability. A whooping of over a million square feet is dedicated to produce
the finest garments covers a vast spectrum of the woven line - men's and boy's shirts -
casuals, men's shirts - formals, ladies & girls blouses, ladies & girls dresses and men's
Our core strength is being Product Development & Design Inputs supported by in-
house studio and our offices in US. Our success being we bring the latest trends in the
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markets coupled with our in-depth study and shopping and create line for a particular
brand 'n' to bring the newness in the ever changing fashion world.
We manufacture 2 million high quality woven garments per month and we are in the
We have the world-class garment washing coupled with dry process to cater the
fashion trends.
We have the state-of-the-art continuous fabric processing & handles all kinds of
woven fabrics like poplin, twill, canvas and gauze etc., which are made of cotton,
linen, rayon and lycra blends. The modern fabric processing delivers over 100,000
meters a day.
We have a structured quality system right from the inspection of all in-ward materials
and the on-line checking of the garments in assembly line & inspection of the finished
garments.
Knits
We craft the finest knit garments in India supported by world class sewing facilities at
Our core strength being Product Development & Design Inputs backed by our in-
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Shahi - Knits Division is vertically integrated and manufacturing most of its fabrics
starting from yarn. Our success in fabrication being we start selecting the right fiber
Our stringent quality controls starting from 100% fabric inspection at 4 Point system to
TQA team ensures the best of its quality of the product we manufacture.
Shahi has implemented the latest ERP System "MOVEX" which connects all the
supply chain starting from yarn till the shipment and facilitates to monitor & adhere the
We manufacture 1 million knit garments every month 'n' we are in the process of
We are equipped to handle big & small orders looking into the market requirements,
Our diligent merchants are always on their toes to serve our clients.
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Home furnishing
Shahi, the most successful export company in India, started its new Home furnishings
division in 2004.
This division is currently providing complete "top of the bed" solutions to some of the
control & consistency for covering a wide spectrum of furnishing fabrics and home
textiles.
With dedicated design & merchandising teams supported by state of the art facilities
and latest CAD software, we are able to develop fashion ideas for the biggest home
brands, globally.
avenues in rich jacquards, exclusive Indian fabrics -like silks, velvets, chenille, voiles
denims and organza along with coordinating development activities with our sourcing
Today on an average, our monthly capacities include 50000 drapes, 100,000 cushion
covers, 20000 coverlets & quilts and 15000 duvets and bedcovers.
Quality policy of the division starts from the design stage. The Design Team is
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responsible to see that the product offered is amenable to quality production at
quality management with many of the biggest and the best names in the business
worldwide.
The core strength is being Product Development & Design Inputs supported by in-
house studio and our offices in US & Europe. Our success being we bring the latest
trends in the markets coupled with our in-depth study and shopping and create line for
a particular brand 'n' to bring the newness in the ever changing fashion world.
They have a dedicated knowledgeable product design team, travels worldwide to take
the best of the trends and transforming to design creation with mood boards, samples
and given added advantage to the customers. We believe to become partners in the
progress of our customers, we have to understand the needs and deliver the latest
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H R policy
We never overlook the fact that it is our people who deliver what our clients need. We
are of the conviction that our success is based on their skills, commitment and
motivation. We accept as true that our people are distinctive in the work they perform.
We all find ourselves devoted to our clients to develop and sustain long-term
relationships.
At Shahi, we recognize the fact that it is our collective talent that drives our progress
and always helps us to stay on the rise of the curve. We take pride in accepting and
It is Shahi's dream to become the number one in the Apparel Business. With a rapid
business growth, we are forging ahead in the global market. To achieve our dream,
we are always looking out for talented, learnable individuals who are ambitious, who
Towards this objective, Shahi participates in campus hiring programs and also
conducts a number of off-campus initiatives throughout the year. Apart from campus
positions.
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Training and Development
Our most valuable asset is our Human Resource. It is imperative to develop people to
take on the challenges of future. We believe that this can be achieved only by
communication has shrunk the world. The talk is now of "global pressures", and "world
Multi Skill training, Seminars and Workshops on relevant topics groom the Associates
on required competencies.
14
Awards
15
OBJECTIVE OF THE STUDY
The analysis of the past trends points out towards Absenteeism. As such a clear
of organization
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INTRODUCTION
Absenteeism
Absenteeism is referred to as failure of employees to report for work when they are
scheduled to work.
following the payment of wages and bonus. The level of absenteeism is comparatively
high immediately after payday. When worker either feel like having a good time or in
some other cases return home to their villages family and after a holiday, has also
b) Absenteeism is generally high workers below 25 years of age and those above 40.
“The younger employees are not regular and punctual”. Presumably because of the
employment of a large no. of new comers among the younger age groups, while the
older people are not able to withstand the strenuous nature of the work.
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c) The percentage of absenteeism is higher in the night shift than in the day shift. This
is so because workers in the night shift experience great discomfort and uneasiness in
March-April-May, when land has to be prepared for monsoon, sowing and also in
Measurement of absenteeism
For calculating the rate of absenteeism we require the number of people scheduled to
work and number of people actually present. Absenteeism can be find out of absence
rate method.
For Example:
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Since absenteeism is a major barometer of employee morale, absenteeism above 5
considered standard).
Employees who are away from work on recognized holidays, vacations, approved
leaves of absence, or leaves of absence allowed for under the collective agreement
Trends in Absenteeism
• The higher the rate of pay and the greater the length of service of the
absenteeism.
• Older employees are absent for longer periods of time than younger
employees.
organizations.
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Types of absenteeism
There are two types of absenteeism, each of which requires a different type of
approach.
1. Innocent Absenteeism
Innocent absenteeism refers to employees who are absent for reasons beyond their
control; like sickness and injury. Innocent absenteeism is not culpable which means
that it is blameless. In a labour relations context this means that it cannot be remedied
2. Culpable Absenteeism
Culpable absenteeism refers to employees who are absent without authorization for
reasons which are within their control. For instance, an employee who is on sick leave
even though he/she is not sick, and it can be proven that the employee was not sick,
which occurs infrequently. Procedures for disciplinary action apply only to culpable
absenteeism. Many organizations take the view that through the process of individual
absentee counselling and treatment, the majority of employees will overcome their
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Counselling Innocent Absenteeism
justified. It is obviously unfair to punish someone for conduct which is beyond his/her
control. Absenteeism, no matter what the cause, imposes losses on the employer who
is also not at fault. The damage suffered by the employer must be weighed against the
employee's right to be sick. There is a point at which the employer's right to expect the
employee to attend regularly and fulfill the employment contract will outweigh the
employee's right to be sick. At such a point the termination of the employee may be
1. Initial counselling(s)
2. Written counselling(s)
4. Discharge
Initial Counselling
already identified an employee as a problem, you will have met with him or her as part
of your attendance program and you should now continue to monitor the effect of
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If the absences are intermittent, meet with the employee each time he/she returns to
work. If absence is prolonged, keep in touch with the employee regularly and stay
You may require the employee to provide you with regular medical assessments. This
will enable you to judge whether or not there is any likelihood of the employee
providing regular attendance in future. Regular medical assessments will also give you
an idea of what steps the employee is taking to seek medical or other assistance.
Formal meetings in which verbal warnings are given should be given as appropriate
Written Counselling
If the absences persist, you should meet with the employee formally and provide
him/her with a letter of concern. If the absenteeism still continues to persist then the
employee should be given a second letter of concern during another formal meeting.
This letter would be stronger worded in that it would warn the employee that unless
In between the first and second letters the employee may be given the option to
reduce his/her hours to better fit his/her personal circumstances. This option must be
discipline.
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If the nature of the illness or injury is such that the employee is unable to fulfill the
requirements of his/her job, but could for example benefit from modified work, counsel
the employee to bid on jobs of such type if they become available. (N.B. It is
unionized environment. The onus should be on the employee to apply for an existing
Discharge
Only when all the previously noted needs and conditions have been met and
1. Has the employee done everything possible to regain their health and return to
work?
3. Has the employer informed the employee of the unworkable situation resulting
5. Has enough time elapsed to allow for every possible chance of recovery?
As is evident, a great deal of time and effort must elapse before dismissal can take
place.
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These points would be used to substantiate or disprove the following two fold test.
2. It must be proven that the employee will be unable to attend work on a regular
demonstrated that the employee is not actually ill and is able to improve his/her
attendance.
identified the employee as a problem, have met with him/her as part of your
attendance program, made your concerns on his specific absenteeism known and
generally the same as for other progressive discipline problems. The discipline should
counselling memorandum]
1. Initial Warning(s)
2. Written Warning(s)
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3. Suspension(s)
4. Discharge
Verbal Warning
Formally meet with the employee and explain that income protection is to be used only
when an employee is legitimately ill. Advise the employee that his/her attendance
action will result. Offer any counselling or guidance as is appropriate. Give further
regular intervals. Where a marked improvement has been shown, commend the
Written Warning
Interview the employee again. Show him/her the statistics and point out that there has
been no noticeable (or sufficient) improvement. Listen to the employee to see if there
is a valid reason and offer any assistance you can. If no satisfactory explanation is
given, advise the employee that he/she will be given a written warning. Be specific in
your discussion with him/her and in the counselling memorandum as to the type of
action to be taken and when it will be taken if the record does not improve. As soon as
possible after this meeting provide the employee personally with the written warning
and place a copy of his/her file. The written warning should identify any noticeable
pattern
If the amount and/or pattern continues, the next step in progressive discipline may be
a second, stronger written warning. Your decision to provide a second written warning
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as an alternative to proceeding to a higher level of discipline (i.e. suspension) will
depend on a number of factors. Such factors are, the severity of the problem, the
If the problem of culpable absenteeism persists, following the next interview period
advised that he/she is to be suspended. The length of the suspension will depend
again on the severity of the problem, the credibility of the employee's explanation, the
Dismissals should only be considered when all of the above conditions and
Causes of Absenteeism
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The general cause of absenteeism may be summarised as below:-
In factory the worker finds caught within factory walls, he is bewildered by heavy
traffic, by strangers speaking different and subjected to strict discipline and is ordered
under constant strain, which cause him serious distress and impairs his efficiency. All
these factors tend to persuade him to maintain his contacts with village.
Social and religious ceremonies divert workers from workers to social activities. In
3) HOUSING CONDITIONS
industrial workers in India is unsatisfactory for healthful habitations. This leads to loss
4) INDUSTRIAL FATIGUE
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Low wages compel a worker to seek some part time job to earn some side income.
This often result inconstant fatigue, which compels to remain absent for next day.
Irritating and intolerable working conditions exist in a factory. Heat, moisture, noise,
vibration, bad lighting, dust fumes and overcrowding all these affect the workers health
High rate absenteeism is also due to lack of adequate welfare facilities Welfare
activities include clean drinking water, canteen, room shelter, rest rooms, washing and
7) ALCOHOLISM
Some of the habitual drunkards spend whole of their salary during first week of each
month for drinking purpose. Therefore 2 or 3 weeks after getting their salary absent
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8) INDEBTNESS
All those workers who undergo financial hardships usually borrow money lenders at
interest rate which are very high, which often cumulates to more than 11 – 12 times
their actual salaries. To avoid the moneylenders they usually absent themselves from
work because they are unable to return the money in stipulated time.
Due to favouritism and nepotism which are in the industry the workers generally
become frustrated. This also results in low efficiency, low productivity, unfavourable
relationship between employee and superior, which in turn leads to long period of
absenteeism.
Negligence on part of the employee to provide leave facility compel the worker to fall
back on ESI leave. They are entitled to 50 days leave on half on pay. Instead of going
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The Cost of Absenteeism
Decrease in Productivity
replacement staff
Financial Costs
• Cost of self-insured income protection plans must be borne plus the wage costs
of replacement employees
Administrative Costs
remaining employees
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EFFECTS OF ABSENTEEISM ON
INDUSTRIAL PROGRESS
It is quite evident from the above figures that absenteeism is a common feature
of industrial labour in India. It hinders industrial growth and its effect in two fold.
1) LOSS TO WORKER
Firstly due to the habit of being absenting frequently worker’s income is reduced
to a large extent. It is because there is a general principle of “no work – no pay”. Thus
2) LOSS TO EMPLOYERS
On other hand, the employer has to suffer a greater loss due to absentees. It
is reduced. In order to meet the emergency and strikes, an additional labour force is
also maintain by the industries. On certain occasions, those workers are employed
who present themselves at factory gates. During strikes they are adjusted in place of
absent workers. Their adjustment brings serious complications because such workers
do not generally prove themselves up to work. Higher absenteeism is an evil both for
workers and the employers and ultimately it adversely affects the production of
industries
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Measures to control absenteeism
PROCEDURE
consideration should be avoided. The management should look for aptitude and ability
in the prospective employees and should not easily yield or pressure of personal likes
and dislikes. Application blanks should invariably be used for a preliminary selection
and tools for interviews. The personal officer should play more effective role as
function of selection. Employers should also take into account the fact that selection
should be for employee’s development, their reliance. They should as far as possible
In India, where the climate is warm and most of the work involves manual labour, it is
essential that the workers should be provided with proper and healthy working
conditions. The facilities of drinking water, canteens, lavatories, rest rooms, lighting
and ventilation, need to be improved. Where any one of these facilities is not
available, it should be provided and all these help in keeping the employee cheerful
and increase productivity and the efficiency of operations throughout the plant.
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3) PROVISION OF REASONABLE WAGES AND ALLOWANCE AND JOB
SECURITY TO WOTRKERS
The wages of an employee determine his as well as his family standard of living. This
single factor is important for him than other. The management should, therefore pay
reasonable wages and allowances, taking into account the capacity of the industry to
pay
The management should consider the needs of workers and offer them adequate and
cheap housing facilities, free of subsidised food, free medical and transport facilities,
free education facilities for their children and other monetary benefits. As for social
security is concern, the provision of Provident Fund, SBI facilities, Gratuity and
Since a majority of the workers are illiterate or not highly educated bulletins and
written notices journals and booklets are not easily understood by them. Meetings and
concealing are called for written communication becomes meaningful only when
workers can readied understood them, too many notices should be avoided only the
essential ones should be put on the boards, which should be placed near the entrance
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inside the canteen and in areas which are frequently visited by the workers so that
they are aware of the policies of the company and any sort changes being made.
The management’s strict attitude in granting leave and holidays even when the need
for them is genuine, tempts workers to go on E.S.I. leave for under this scheme, they
can have 56 days leaves in years on half pay. An effective way of dealing with
Safety at work can be maintained and accidents can be prevented if the management
vanity, etc and such material factorizes unguarded machinery and explosives,
defective equipment and hand tools. Safe methods of operation should be taught. In
addition consistent and timely safely instruction, written instructions (manual) in the
The superior should be recognise that industrial work is a groups task and cannot be
properly done unless discipline is enforced and maintained. Cordial relations between
the superiors and these workers are therefore essential for without them, discipline
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cannot be increased. One of the consequences of unhealthy relations between
The system of worker’s education should be so designed as to take into account their
educational needs as individuals for their personal evaluation, as operatives for their
efficiency and advancement, as citizens for happy integrated life in the community, as
members of a trade union for the protection of their interests. The educational
worker:-
foundation.
Absenteeism policy
manage the state of chronic absence from work. Absenteeism is usually addressed
through progressively stricter disciplinary measures that can result in the termination
attendance policy.
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Purpose
employees to attend work regularly, and to assist them in motivating their co-workers
deterrence.
and supervisors to be aware of, and to create work environments in which the
• The greater the extent to which individuals identify with the goals of the
organization and care what happens to it, the greater their motivation to be
regular in attendance.
• The more that people find their jobs meaningful to them, the greater their
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• The more people like working for the organization, the higher their motivation to
attendance.
• Employees will have a lower absence ratio if they feel free to discuss their on-
• Employees with a low absence ratio feel confidence and have supportive
Advantages
* Ensures that absence is tackled in a fair and consistent manner throughout the
organisation.
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* Reduces expectations of staff to what might be regarded as extra annual leave.
Disadvantages
ensure that staff who are genuinely ill are not penalised, and that sick people are not
encouraged to work when they are not fit. Overly stringent policies run the danger of
disaffecting staff by giving them the feeling that they are not trusted.
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RESEARCH METHODOLOGY
The research reveals that one of the major problems is absenteeism in our industry.
1) OBJECTIVES OF RESEARCH
The sources of data for the purpose of study were both primary and secondary.
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Primary data was collected through questionnaire which was mainly close-ended
Secondary data was collected from records maintained by personal department and
time office.
Percentage method is used for the analysis of data and bar graphs are used to
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LIMITATION OF THE STUDY
a) As it was not possible to visit each department the true picture of working condition
b) The workers were busy with their work therefore they could not give enough time
c) The personal biases of the respondents might have entered into their response.
d) Some of the respondents give no answer to the questions which may affect the
analysis.
of a small period of time only small sample had to be considered which doesn’t
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Analysis and interpretation
Q For how many years you are working with shahi exports pvt.ltd.?
duration of work
4%
12%
0-2 years
2-5 years
56% 5-10 years
28%
More than 10 years
Max. number of employees (56%) is those who have been working with company for
more than 10 years. So we may expect that this study gives more reliable results.
absenteeism
4%
8%
8%
Nil
Once
Twice
More than twice
80%
80% employees are regular at their work. Only 4% employees are those who with
42
Q 3 According to you what are main reasons for your absence?
reason of absenteeism
4%
Personal
Professional
96%
working environment which enables and motivates employees to perform their best.
absenteeism policy
50
40
30
20
10
0
Excellent Good Fair Poor
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Q 5 How is your work environment?
work environment
50
45
40
35
30
25
20
15
10
5
0
a) Good b)Satisfactory c)Bad
This above graph shows that majority of employees are happy with the work
0%
a)Yes
b)No
100%
Employees have got adequate training to perform their duties and it is proved by the
fact that not even a single employee was not in the favour that he/she has not got
adequate training to perform their duties it shows that organization is serious about
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Q 7 Do you work overtime?
over time
20%
a)Yes
b)No
80%
80% of the employees said that they do overtime. Only 20 % said it is once in a week
and that wont effect much to them but still majority said overtime is there. So
hours of overtime
40
20
S1 Series1
0
a) 1 hr b) 2 hr c)3 hr d) more
than 3hr
Employees have to work over time and it is near around 2 hours and that is said by
76% employees and the minimum over time is 1 hour that shows that the work
pressure on them is more they do over time and that somewhere is affecting their
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Q 9 Are you happy/satisfied with your work?
work satisfaction
12%
a)Yes
b)No
88%
Majority of the employees are happily doing their work they are satisfied with their job
and it is proved by the above chart. Employees said they are satisfied with their work
only six weren’t satisfied and that might be due to their own attitude towards the work.
a)Satisfied
4% 8% 8%
b)highly Satisfied
c)Neither satisfied
or Dissatisfied
80%
d)dissatisfied
In relation to the superior to most of the employees have good relations it means that
the relation with the superiors are very good and they can share easily their problems
with their superiors and can ask question to perform their duty well this can be clearly
depicted from the survey that only 8% employees responded poor relation with their
46
superiors. This may be due to their attitudes and 80% employees have responded that
they are highly satisfied and 8% has responded they are satisfied and only 4% was
neutral about the question they were neither satisfied or dissatisfied. It is most
important for the employees and for their sound working in the organisation.
supervisors support
40
35
30
25
20
15
10
5
0
excellent good fair poor
The superiors are dedicated towards their work. They help their employees in anyway
so that they can share easily their problems with them and can ask question to
perform their duty well this can be clearly depicted from the survey that only 8%
employees responded poor relation with their superiors (from the above question) and
also they said that they are not helpful in nature. This may be due to their attitudes
and 80% employees have agreed very much that their superiors are have good
behaviour and they are helpful in nature and only 8% were disagree and only 4% were
neutral about the answer but overall analysis shows superiors perform their duties
very well.
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Q Are all employees treated equally?
4%
0%
16%
ex c ellent
good
f air
poor
80%
All superiors treat their employees equally This can be clearly depicted from the
survey that only 8% employees have responded poor relation with their superiors. This
may be due to their attitudes and 80% employees have responded that their superiors
treat them equally they are not biased. This analysis regarding superiors behaviour is
very important as it put a great impact towards the working environment and also
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Q Which factor motivates you to attend office regularly?
a)Good employer
motivation to work relations
b)Work
Environment
12%
20%
c)Future
20% Prospects
28% d)Recognition of
work
20%
e)Incentives and
bonus provided
based on
performance
Factors like work environment, good employer relation, recognition of work, future
prospects are the motivation factors for the employee to attend regularly out of which
working environment contribute a lot in this whereas incentives and bonus provided
based on performance contributes least. But overall analysis shows that organization
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CONCLUSION
1) 56% of the workers at shahi exports Pvt. Ltd. are working for more than 10 years
3) According to 96% workers, personal problem is the reason for being absent. 4%
4) Almost 92% workers rate the present absenteeism policy as good whereas 8% rate
it as excellent.
5) Almost 96% of the workers at shahi exports Pvt. Ltd. are clear regarding their work
responsibilities.
6) 88% of the workers are fully satisfied with their work whereas 12% workers think
7) 80 % workers have excellent relations with the superiors whereas 8% have good
8) 80% workers think that their superior’s behaviour towards their problems is
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SUGGESTIONS AND
RECOMMENDATIONS
Shahi export pvt. ltd. though has less absenteeism, still looks forward for no
The management should take the following measures to reduce the rate of
absenteeism:-
This is easier said than done, but it can be accomplished by enhancing the intrinsic
motivation employees receive from their job by making production goals more realistic,
or reward program. Research by Gallup Consulting indicates that people who are not
Job satisfaction is influenced by many employment factors. However, the best way to
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conditions more enjoyable and consistently provide honest and meaningful feedback
and praise.
One of the reasons employees are frequently absent is lack of challenging work due to
repetition, boredom, and burnout. A way that employers can improve an employee’s
perspective of his or her position is to provide opportunities to rotate among jobs and
to gain more skills and knowledge in an area of personal and professional interest
Although this may seem elementary, the reward/punishment motive is still an effective
motivated to receive the reward will have fewer instances of absenteeism and strive to
employees feel more able to balance their work and personal life. Flex time, or
modified work schedules, can range in degrees of formality and type, so the flexibility
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Develop key leadership skills for owners and directors
Strong leadership and a sense of direction are the hallmarks of businesses where the
employees are committed. Good leaders offer direction to people, get them to share
vision for the business, and aim to create the positive conditions that foster
commitment through:
In this project while identifying the reasons of absenteeism of the employees of Shahi
exports pvt. ltd., Faridabad I got an opportunity to interact with employees to observe
In the end I would once again like to thank the people of shahi exports Pvt. Ltd. who
recognizing my efforts.
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ANNEXURES
QUESTIONNAIRE
Personal Information
Name… … … … … … … … … … … … … … … … … … … … … … … … … … …..
Age………………………….
Sex………………………..……
Job status…………………………………………………………………….
1) For how many years you are working with shahi exports Pvt. Ltd.?
(a) 0-1 yr
(b) 1-2 yr
(c) 2-5 yr
(d) < 5 yr
(a) Nil
(b) Once
(c)Twice
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3) According to you what is the main reason for employees absent?
(a) Personal
(b) Professional
4) Your views regarding the present Absenteeism Policy of shahi exports Pvt. Ltd.?
(a) Excellent
(b) Good
(c) Fair
(d) Poor
5) Your views regarding the working environment of shahi exports Pvt. Ltd. & work
place?
(a) Good
(b) Satisfactory
(c) Bad
(a) Yes
(b) No
(a) Yes
(b) No
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8) If yes, how many hours on an average you work over time?
(a) 1 hr
(b) 2hr
(c) 3hr
(a) Yes
(b) No
(a) Excellent
(b) Good
(c) Fair
(d) Poor
(a) Excellent
(b) Good
(c) Fair
(d) Poor
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12) Does your superior treat all employees equally?
(b) Agree
(c) Neutral
(d) Disagree
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BIBLIOGRAPHY
• www.google.com
• www.msn.com
• www.citehr.com
• www.wikipedia.com
• www.employer-employee.com
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