Bharati

A STUDY ON EMPLOYEE ABSENTEEISM IN BHARAT HEAVY ELETRICALS LIMITED K.BHAR ATHI VIT-BUSINESS SCHOOL ABSTRACT: Man power planning has a crucial role to play in running the business successfully. The success of the well planned man power is reflected in the presence of the required human resource on time. Hence absenteeism has become the menace of all the concerned HR departments today. BHEL is not an exception. This study is carried out to find out the causes for the absenteeism of the employees. It is found from the study that the holidays provided, welfare measures carried out, huge work load, unconducive environment to work are the causes for the absenteeism. INTRODUCTION: Absenteeism is a very intricate problem for the Industry, which requires a very comprehensive, and integrated approach and which cannot be solved through efforts either by punishments disciplinary measures alone. The Industrial is rather a creation of the social set up. The cure for Absenteeism, therefore, lays not much in a readjustment of man to the social conditions but principally is a readjustment of the social condition to the need of man.

NEED FOR THE STUDY:  Absenteeism

has

greater

importance

on

the

performance

of

the

organization.  Increased in absenteeism results in decrease in productivity through loss of man hours.  The management of “BHARAT HEAVY ELETRICALS LIMITED RANIPET” they need to investigate the case of absenteeism.

Bharat Heavy Electrical Limited (BHEL) - a Government of India enterprise, is the largest engineering and manufacturing enterprise of its kind in India and is one of the leading international companies in the field of power equipment manufacture.

BHEL is an environment friendly company in all its activities, products & services besides providing safe and healthy working environment to all its stakeholders. All manufacturing units/regions of the company are accredited to international standards viz. ISO-14001 certification for environmental management and OHSAS -18001 certification for occupational health and safety management systems.

OBJECTIVES OF THE STUDY  To identify the relevant causes for absenteeism in the organization.

 To give suggestions for suitable measures for management to reduce the absenteeism.

Research Methodology: Research Design: The

study

projects

workers

absenteeism

in

“BHARAT

HEAVY

ELETRICALS LIMITED” The basic plan that guides the data collection and analysis, phases of the sources of data, the data collection procedure.

It includes secondary data

sources observation, interview with labour, employees and earlier records for company details and sample size 100 workers the data collection is done through questionnaire method. Data Collection Method: Two types of data name primary and secondary data are collected, primary data is the data explicitly gathered for this research work.

PRIMARY DATA: The primary data was collocated directly from the workers of “ BHARAT

HEAVY ELECTRICALS LIMITED”.

SECONDARY DATA: The secondary data were collected from the “BHARAT

ELETRICALS LIMITED”.

HEAVY

And from the book materials, internet, company

records, magazines and journals.

SAMPLING UNITS: The sampling unit is “BHARAT

RANIPET

HEAVY ELETRICALS LIMITED”.

Vellore. Sampling size: sampling size is 100 respondents.

FRAMEWORK OF THE ANALYSIS: The data collected from the trainees, have been analysis based on the questionnaire response under some statistical technique as below:  Percentage Analysis  Chi-Square Test  Weighted average method  Charts

FINDINGS •

48% of the associates are strongly agreed and 38% agree that they are having a safe work environment.

•

42% of the associates are agree and 33% strongly agree that the work given to the employees are comfortable

•

37% of the associates are strongly agree and 34% agree that the company provides adequate number of holidays

•

32% of the associates are agree 26% of them are strongly agree that the company provides satisfactory salary scales

•

46% of the associates feels that work is heavy during peak times and 33% of them feels heavy work always

•

35% of the associates are strongly agree and 30% agree that the company provides effective welfare measure

•

42% of the associates are agree and 24%

strongly agree that the

company provides counseling for the employees •

50% of the associates are satisfied with there juniors and 48% that the associates agree that they feel comfortable with there peer group

•

81% of the associates are motivate by health benefits and 63% by quarters facilities and 48% of them motivate through work life support

•

57% of the associates are partially availed with there sick leave and 55% that the associates agree that they feel comfortable with there casual leave,

•

30% of the associates are taking less than 5 days leave and 27% are taking above 20 days

•

From the above table it can be inferred that 564% of the associates are affects organizational growth.

•

33 % of the associates are absent due to stress factor, whereas 32% of them absent due to health problems and 19% for family problems.

•

58% of the associates are strongly agree and 28% agree that they are the key factor to organizational effectiveness

•

35% of the associates are strongly agree and 33% agree that there is a reduction of absenteeism, a key goal within the departmental plan

•

34% of the associates are strongly agree and 31% agree that the organization undertake the disciplinary action.

•

40% of the associates are strongly agree and 22% agree that they taken family counseling /follow up

•

39% of the associates are yes and 35% are that they have been punished for absenteeism

SUGGESTIONS The general suggestions are:

An employee needs mental balance and physical stability to execute his work perfectly to the expectation of the employer.

The following suggestions are vital:

 Population bulging, traffic jam and non-availability of the timely transport are Threatening the employee. To reach the working spot is the main problem that

dilutes the energy of the employees, so the firm must arrange

transport facilities to the employees.  Health care is very much needed to execute optimum output. The employee should be free from any addition of drugs, alcohol, he must have periodical medical checkup.  Smoking, drinking, should be avoided. This will pollute the atmosphere of work and disturb the co-employee.  Employee must have a free mind not carrying with him the domestic problem to the work spot. This will create unnecessary tension.

 Incentive for the extra work and excellent work will motivate the employee in his mental and physical contribution.  Employee must have interest to enhance his work understanding by reading relevant books and attending in service training programmer.  An

employee

keeps

his

surroundings

clean

and

neatly,

unclear

atmosphere will irritate the employee and delay the initiative or deny the dignity of labour. 

An employee should have a balanced budget to maintain his family, over spending leads to debt and debt leads to disability of mind.

The suggestions given by the employees are: 

The management should create conducive environment.



Workload can be reduced.

 Supervisors and co-workers should keep the worker when they are in need of help. 

Every worker should be recognized.



The management can start giving counseling to their workers

regarding family problem and health problem.



They can arrange transport facility to the worker.



Punishment not a goal to reduce the absenteeism.



Counseling followup is must to reduce absenteeism.



The absenteeism can be reduce by counseling by punishment.



The how of every department should be reasonably strict on

absenteeism of the employees and the employees should always follow disciplines is every activities.



The management can take severe actions to reduce absenteeism.



No of holidays to be increased family counseling to be given

adequate compensation.



Even distribution of workload to all personnel of the department.



Make every employee feel that he is more important to the

organization.



Award

quarterly

“best

employee

of

the

department”

100%

attendance in that particular quarter be considered as one of the criteria for giving that award. RECOMMENDATION  Increasing

employer responsibility

with

regard

to monitoring

absenteeism. This measure includes developing plans for re-entry into employment (within six weeks of absence), areas for dialogue, and documenting measures implemented to adjust the workplace to the needs of sick employees.  Ideally, employee representatives and health personnel should also be involved in this work.  To ensure that supervisors are comfortable and competent in their role of managing absenteeism, they need to have the full support of senior management.  As most contractors are aware, too much absenteeism and turnover can adversely affect labor productivity