SIP PROJECT ON WORKER’S ABSENTEEISM ON RAVI TECHNOFORGE PVT. LTD -RJKOT

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A SUMMER INTERNSHIP PROJECT ON
WORKER‟S ABSENTEEISM
RAVI TECHNOFORGE PVT. LTD.
IN PARTIAL FULFILLMENT OF MBA
PREPARED BY:
KARGATHRA ANUJ L.
ENR NO. :137730592037
ACADEMIC YEAR: 2013-14
GUIDED BY:
PROF. KRISHNA JOSHI
SHREE SUNSHINE GROUP OF INSTITUTION,RAJKOT
SUBMITTED TO:
GUJARAT TECHNOLOGICAL UNIVERSITY

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PREFACE
There is a famous saying “The theory without practical is
lame and practical without theory is blind.”
Absenteeism is a serious workplace problem and an
expensive occurrence for both employers and employees seemingly.
Summer training is an integral part of the student of
Management has to undergo training session in a business
organization for 45 days to gain some practical knowledge in their
specialization and to gain some working experience.
Our institution has come forward with the opportunity to
bridge the gap by imparting modern scientific management
principle underlying the concept of the future prospective
managers.
To the emphasis on practical aspect of management education
the faculty of Academy of Management Studies, it has with a
modern system of practical training of repute and following
management technique to the student as integral part of MBA. In
accordance with the above obligation under going project In Ravi
Technoforge Pvt. Ltd. The title of my project is “ABSENTEESIM
OF EMPLOYEE”
Certainly this analysis explores my abilities and strength to
its fullest extent for the achievement of organization as well as my
personal goal.

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ACKNOWLEDGEMENT
Talent & capabilities are of course necessary but opportunities
and good guidance are two very important things without which no
persons can climb those infant ladders towards progress.
First of all I am very much indebted and thankful to my
parents and God for giving me strength for completion of my
Internship.
I express my sincere thanks to my project guide Pro. Krishna
Joshi for providing me her valuable time and fruitful guidance.
Lastly but not least , I thank my friends , relatives and near and dear
ones for their wholehearted support in this efforts of mine.

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DECLARATION
I the undersigned Kargathra Anuj L. student of Shri Sun Shine
Group of Education would like to declare that this project report is my
own work, for the completion of this work I had taken guidance from
(HR Manager).
This work has not been previously submitted to any other
university for any examination.
I am also declaring that this research report is the result of the
survey on 40 customers held by me recently.
Date:-
Place: - Rajkot Signature

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INDEX
SR. NO. PARTICULER
1 Industrial overview
2 Company overview
2.1 General information
• Profile
• History
• Quality Policy
• Quality Objectives
• Awards
• Logo
2.2 Production/service department
• Introduction
• Product profile
• Product
• Process Flow
2.3 Marketing department
• Introduction
• Marketing
• Customer
• Competitor
• Pricing Policy
2.4 Finance department
• Introduction
• Organization structure
• Financial Planning
• Sources Of Finance
• Capital Structure
2.5 H R department
• Introduction
• Recruitment & selection
• Training & development
• Promotion policy
• Time keeping system
• Performance appraisal
2.6 Future plan of company

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2.7 SWOT analysis
3 Research methodology
3.1 Literature review
3.2 Research problem
3.3 Objective of study
3.4 Research design
3.5 Data Analysis and Interpretation
3.6 Hypothesis
3.7 Summary or Finding
3.8 Suggestion
3.9 Limitation of Study
3.10 Conclusion
3.11 References
4 Annexure

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Chapter No. 1
Industry Overview

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1 Industry Overview
1.1 The Indian forging industry- a profile
The Indian forging industries has now emerged as a major
contributor to the manufacturing sector of the Indian economy.
Forging industry is a basic industry and such industries tend
to grow in a country in relation to the rate of growth of its GDP. Since
the forging industry is largely dependent on the automotive sector,
the forging industry will also continue to grow and do well. Thanks to
outsourcing, opportunities for exports are huge.
Briefly, the composition of the Indian forging industry with
around 400 units (out of which only 9 -10 are large units scattered all
over India).
The organized sector accounts for about 65-70% of the total
forging production in the country, while unorganized players (who
are mainly small and tiny units) cater mainly to job work and the
replacement market or tier 3 or tier 4 component manufacturers.
The industry was previously more labor intensive. It is closely
estimated that the industry provides employment (direct and indirect) to
about 200,000 people. More than around 65% of the companies in the
forging employ less than 200 people. Now with increasing globalization,
the industry is becoming more capital intensive. However, the high cost
of capital (technology) still remains a major constraint facing the forging
industry (especially the SMEs). The total investment in the large and
medium sectors is estimated to be around US $ 700 million.

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1.2. Performance of the Indian forging industry
The Indian Forging industry has been growing at a CAGR of 29%
from 2003 onwards, and on an average exports contribute around
10-15% of the industry’s production.
The capacity of the industry is estimated to be around 1.5 million
tones and the industry currently operates around 70% around
capacity utilization producing around 1.0 -1.2 million tones of forgings.
India exported forgings whose value is estimated at around US$
472 million in 2007-08. Technological developments have also
contributed to export growth. The industry’s major markets are USA,
Europe and China. However, only about 30-35 manufacturing units are
currently contributing to exports directly.
1.3 To highlight some of the major challenges/key Issues
faced by the forging industry in India.
1.3.1 Domestic
• Volatile international and domestic prices of inputs
• Compliance with stringent environment norms.
• Practical difficulties associated with consolidation of capacities.
• High attrition rate, at all levels
• High interest rates

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1.3.2 Exports
• Impact of a rising rupee on export realization.
• Reluctance of suppliers and end users to compensate for
increasing costs.
• Inadequate investment in technology up gradation, due to high
costs of capital.
• Cost competitiveness adversely affected due to constant cost
escalation without adequate compensation coupled with the
impact of a rising rupee.
1.4. A Statistical Profile
Number of Units: 400
Investment: US $700 Million Approx
Employment: 200,000 (Direct and Indirect)
Capacity: 1.5 Million M Tones/Year*

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Table no. 1
Production Trend of Forging in Organized Sector
Year Production
(in „000 tones)
Export
(Million US$)
2004-2005 435 90
2005-2006 382 110
2006-2007 440 145
2007-2008 600 178
2008-2009 732 250
2009-2010 878 310
2010-2011 983 360
2011-2012 1200 432

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Chapter No. 2
Company Overview

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2.1 Company Profile
2.1.1Basic Information
Name of the firm Ravi Technoforge Pvt. Ltd.
Business Type Manufacturer
Registered Office &
Manufacturing Plant
Plot no:50/P-1,B/h Toll Plaza,
Rajkot Gondal NH-27,
Village Pipaliya,
District Rajkot- 360 311
Establishment year 1990
Chairman and Managing Director Mr. Amrutlal Bharadia
Joint Managing Director Mr. Rajesh Bharadia
Vice President
(FOR: Customer Support &
Feedback)
Mr. A. P. Mathew
Forms of organization Private limited
Email info@ravitechnoforge.com
Website www.ravitechnoforge.com

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• Trade & Market
Main Markets Eastern Europe
Main Customers SKF, FAG, TATA
Total Annual Sales Volume US$ - US$10 Million
Export Percentage 31% - 40%
• Factory Information
Main Products CNC Turned Bearing Rings,CRB
TRB SRB 50mm to 350mm dia
Number of Employees 101 - 200 People
Factory Size (Sq.meters) 3,000-5,000 S.M.
Factory Location Veraval Shapar (Pipaliya village)
Number of Production Lines 3 (three)
Number of R&D Staff: Less than 5 People
Number of QC Staff Less than 5 People
Management Certification ISO 9001:2000 ISO/TS 16949

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2.1.2 History and Development
Ravi Technoforge Pvt. Ltd. Engineering Company established in
1990 by Mr. Amrutlal Khimjibhai Bharadia, who hails from
Saurashtra Region of Gujarat and hence was named Saurashtra Iron
Forging Pvt. Ltd. till June, 2009.It may be recalled that in 2011, Ravi
Technoforge had acquired waste land from the state government to
establish a manufacturing unit in the Shapar industrial zone near.
With the changing time, we too have thought of change in our
look, color, logo and name to match with the changing world and to
match with the upcoming generation and thus we now be known as Ravi
Technoforge Pvt. Ltd.
Rajesh Bharadia, Director Ravi Technoforge said: 'We are also
focusing on technical up gradation. To give better quality and increase
capacity, we have imported hi-tech fully automatic machineries from
Japan and France'.
With the wide experience in working for versatile national
and international clients and a legacy of two decades in hard core
production has enhanced the expertise of the company to the level of
excellence. We have grown to a reputed name in Engineering Industry in
short span with strong foundation in manufacturing Quality Forged &
Turned Bearing Races.
Ravi Technoforge Pvt. Ltd. is an ISO/TS 16949 company certified
by TÜV and GREEN FLOW & ZERO DEFECT Supplier to SKF and
FAG Globally.

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2.1.3 Quality Policy
We strive to acheave and sustain a positive reputation for
quality product,which consistently meet our customer's needs
and achieve superior customer satisfaction level through
continual improvement.
2.1.4 Quality Objectives
1. To achive customer's satisfaction.
2. To provide in-time delivery.
3. To control rejection.
4. To adopt advance technology with respect to time.
5. To achive '0' defect in supplied product at customer's end.
6. Continual improvement to wnhanching of productivity and
quality.
7. Training to all employees for up gradation of skill to adopt
advance technology.

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2.1.5 Certifications and Achievement
• Ravi Technoforge Pvt. Ltd. has been credited with ISO/TS
16949:2002.
• Certified Quality Supplier to FAG (Schaeffer
Group Gmbh)
Due to our uninterrupted supply of Quality
products to FAG Baroda, consistently for the past
many years, we have been awarded with the above
certification in the year 2008.

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• Certified Green Flow Supplier to SKF
We have been meeting the required quality
standards of SKF from the day of inception and we
have been awarded ZERO DEFECT SUPPLIER
by SKF. As we have maintained the quality
standards consistently we are now “Green flow”
supplier to SKF Globally, that means our product
do not have to go through inspection before
forwarding for production.
• Achievements
As we continued to be a Zero Defect
Supplier and Green Flow supplier Globally for the
consecutive three years has emerged us to be
one to receive the prestigious International Quality
Excellence Award for the year 2008 from
International Business Productivity Forum, New
Delhi.
• Best Industrialist
Shri Amrutlal Bharadia, Chairman &
Managing Director of Ravi Technoforge Pvt. Ltd.,
receiving the prestigious Phoolchab Award for the
Best Industrialist for the year 2012 from well-known
spiritual Leader ShriMorariBapu.

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2.1.7 Organization Chart
Origination structure is a tool through which mgt works to
achieve its objectives. It is established relationship among the
components of organ. It prescribes the relationship among various
position & activities. It is mainly concerned with the allocation of duties
& responsibilities.
There are different types of organization structure. In Ravi
Technoforge Pvt. Ltd., there is line & staff organization structure. The
organization chart is as under

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2.2 Production Department
“Production is an organized activity of converting raw
material in to final product” is known as production process.
Production is heart of any industry, in production process the
raw material passed from different processes and at last the ready
commodity come cut without efficient production facilities, no firm can
get success.

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2.2.2 Product of the Company
Ravi Technoforge Pvt. Ltd. manufacture various types of hot
forged rings machined in CNC for bearing races like Ball bearings,
Tapered bearings, Spherical bearings, Railway bearing components.
The plant manufacturing production capacities for forged and turned
rings are as follows.
Dimensional Range of Product (Forged & Turned Rings)
Min Max
Outer Diameter 30 mm 500 mm
Inner Diameter 20 mm 450 mm
Width 20 mm 200 mm

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2.2.3 Process Flow
The production process of “Ravi Technoforge Pvt. Ltd.” Is
mentioned as below……
2.2.3.1 Raw Material
The Materials used for
manufacturing bearing rings are
Alloy Steel, 52100 grades and are
procured from the Steel Mills
approved (ISMT, MUSCO &
MUKAND) by SKF and FAG as
per their specifications. We have
state of the art, Metallurgical testing
lab to carry out all kind of inspection of the materials received through
the above mills. To ensure the desired quality and consistency we keep
track of each and every lot of steel supply received at our end.
2.2.3.2 Forging Process
Forging is the process of
converting the round bar raw material
into the desired shape and size to
make the parts as per the specified
drawings of the client. The hot cut
pieces are pressed, punched and
pierced to put through rolling into the
required size. All forging press lines are highly flexible, which
gives the company the inherent advantage to simultaneously meet
different customer demands and optimize capacity utilization.

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2.2.3.3 Computerized Pit Type Electric Annealing Furnace
Sphereodize annealing is process
to improve mach inability of
hypereutectoid steel. This process will
change the spherical or globular form
of carbide in a erratic matrix which
makes the machining easy. The
process is called Spheroid zing. The
benefits of a Sphereodize annealing are improved ductility, Removal of
residual stresses that result from cold working or machining, Grain
refinement. Annealing reduces the hardness; yield strength and tensile
strength of the steel.
2.2.3.4 CNC (Computer Numerical Controlled) Machining
The machine shop at Ravi
Technoforge has inbuilt versatile
capacities. We have installed a series of
best of the breed CNC turning
machines to maintain quality,
accuracy and productivity. Our state-
of-the-art machining facility is the
largest of its kind and added to this are
our flawless Inspection and Testing facility that further take
manufacturing standards to levels of excellence.

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2.2.3.5 Crack Detector Machine and Steel Grade sorting
machine
Crack detector machine are for to
check any possible crack within the
forged part. We do cent per cent MPI test
on all forged products. The experienced
manpower in the processing division is
qualified for MPI- Level II certification.
Steel grade sorting is carried out to
remove any possible mixing of materials
during stacking of RM or at forging shop. During this operation any
material mixed up other than the specified material is identified and
removed from the forged parts.
2.2.3.6 Quality - Physical Inspection
Inspections of pre-turned races
are done randomly and continuous
dimension inspection is done during
turning process. 100% Crack
Detection testing, 100% Visual
inspection for dent, forging sports, rust
& Burr Page No. 21AITS,
DEPARTMENT OF MANAGEMENT
of turned races is done.

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2.2.3.7 Quality - Laboratory Inspection
Ravi Technoforge strives
continuously to improve its Quality
standards to satisfy the need &
expectations of the customers by
establishing effective process control &
Prevention Techniques and by
supplying quality assured goods on time.
The tests are conducted as per I.S. & A.S.T.M. standards in the
Laboratory, such as Chemical Composition, Inclusion Rating, Carbide,
Grain Size and other tests.
2.2.3.8 Final Products
Over last 2 decades Ravi
Technoforge Pvt. Ltd has expertise
the art of manufacturing high quality
rings. The rings include Ball
bearings, tapered, spherical and
cylindrical rings. In addition to this
the rings manufactured at Ravi
Technoforge’s state-of-art production
facility is capable of producing
Railway bearing components and
spacers with operations of drilling, turning and marking. Ravi
Technoforge’s expertise lies in grasping the exact requirement of the
client and exceeding the expectations by producing products that
exactly suit customer needs.

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2.2.4 Production Planning
Planning mean decide in advance as how to vest carried out the
production in efficient manner. The control phases make sure that the
standard production is constantly maintained. Ravi Technoforge Pvt. Ltd.
Has a production planning department. The production planning
department and marketing department jointly work. First marketing
department take the basic information about the order from the
customer, then marketing department gives the information to the
production planning department. Departments of the company are
interconnected with the computer network. Daily information is updated
about production, raw material, finish goods etc. And daily information
is send to marketing department which finally decided about acceptance
of the order.
2.2.5 Production Capacity
RTF are ZERO Defect suppliers to SKF and Globally
approved GREEN FLOW supplier to SKF. our present capacity is
650 tons pm and our expansion plan is on and by the end of 2009
our capacity will increase to 1500MT PM and by end 2010 our
capacity will be 3000MT pm. we are planning to make rings up to
3500mm die for SKF and FAG. We are also planning to install
HATEBUR and SAKAMURA presses for smaller rings. We have already
acquired 50000 sq mar. Land for the above expansion.
RTF have already placed order for power presses from MANYO
Japan and ring rolling machines from China as part of our
expansion plan and the machineries will be moving in from February
2012 onwards.

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2.2.6 Material Handling
The raw material obtained from suppliers is stored in storeroom.
Raw materials are issued to production department and moved inside
the plant area from one process to another for processing until they are
converted into finished product. Material handling is confined to
movements of raw material from store room to shipping section.
There are various departments in “RTF.” For material handling
Lift truck is used for handling the material within the department. It also
has got mobile crane manipulator. An auto maintenance department is set
for proper running for this vehicle. In machine shop a rail is mounted
on which trolled is run manually on which trolled is run manually for
handling of material. Overhead crane is put to use to handle hot forgings
in the forge shop.
2.2.7 Product Quality Control
Ravi Technoforge Pvt. Ltd. has been credited with ISO/TS
16949:2002 Quality control department mainly works for the purpose
of Quality Maintenance and to confirm that product is according to
required specifications. Quality Control procedure is reviewed and
approved by Q.C inspector. Quality Control Department currently works
with too department Physical and laboratory inspection
• Quality - Physical Inspection
Inspections of pre-turned races are done randomly and continuous
dimension inspection is done during turning process. 100% Crack
Detection testing, 100% Visual inspection for dent, forging sports, rust &
Burr of turned races is done. The used following instruments

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• Crack detector machines (MPI): 6 nos.
• Steel grade sorting machine: 1 no
• Quality - Laboratory Inspection
The tests are conducted as per I.S. & A.S.T.M. standards in the
Laboratory, such as Chemical Composition, Inclusion Rating, Carbide,
Grain Size and other tests. The following instruments used…
• Olympus Microscope - 1000 X
• Ele. Muffle furnace and hot plate
• Hot mounting m/c for molding pieces
• C.S. apparatus and hardness tester
• Cutting and polishing m/c

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2.3 Marketing Department
In simple term “Marketing is an art of selling goods and services.”
The term marketing comes from the word „market‟ which is a
group of sellers and buyers who are willing to exchange goods &
services for something of value. Marketing is perhaps the most complex
& challenging function. It is a comprehensive term & it includes all
resources & a set of activities necessary to direct & facilities the flow of
goods & services from producer to consumer
Traditional concept of marketing is based on the view has
changed acceptable to the customer but the view has changed today the
customer is regarded as king of market. And thus the prime objective
of the modern marketing is the satisfaction of customer needs.
In short, the marketing rests on four tenets targets market, customer
needs, integrated marketing & profitability.
Ravi Technoforge Pvt. Ltd. Is not doing any king of advertising
for their products because of
Firstly, this product is used as business good and second, the name,
good image & quality of the product withdraw the attention of the
customers.

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2.3.2 Internal National Marketing
Internationally marketing means the dealing between two or more
countries with agreement for the product.
The rapid growth & survival of RTF owns to its large international
pattern. Due to growing competition in the domestic market & earns the
profit by this way they also concentrate its attention towards overseas
marketing. RTF company expert about 25 % to 30% of its total
production into different countries which is as under…
• Europe,
• USA,
• Japan,
• Italy, and
• Australia
We also export our rings to Slovakia through TATA TACO, Pune

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2.3.3 Some of Our Valued Customers
• Customer
Well-equipped Plant, ISO/TS 16949 base quality,
experienced & skilled team of professionals and timely delivery
added the following valuable names to our client list.
SKF Bearing, India, Europe & USA
FAG Bearing, India
INA Bearing, India
TATA Bearing, India
TACO, India
AEC Bearing, India
KANSARA Engineers Pvt. Ltd.

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• Suppliers
The lists of suppliers are as under
• Rastruya Ispat Nigam Ltd.
• Mukund Steel
• TISCO (Tata iron and steel company)
• MUSCO
• Sail (Steel Authority Of India Ltd.)

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2.3.4 Competitors
Competitors are the threats of the business organization they are
the hurdles in development and survival of business unit. But this
competition is only responsible for quality goods to customer.
Ravi Technoforge on of the company in Saurashtra which
one produces the baring ring it means the RTF is a market leader no one
is competitors.

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2.3.5 Channel of Distribution
“Marketing channels are a set of interdependent organization
involved in the process of making a product or services available for
use or consumption.” RTF has domestic as well as international channel
of distribution because the company is exploring its consumption to
abroad also,
The customer of RTF directly sells contact the company to
purchase the good and the company directly sells to customer also. The
company doesn’t have any middleman to sell the goods. The company
has “0” (Zero) level channel of distribution

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2.3.6 Pricing Policy
Pricing policy is very critical decision on marketing management.
The main objective of the firm, that is to earn a profit very much
depend upon the correct pricing decisions. After meeting all the costs
involves, the sales revenue generated must yield a surplus before there
can be any profit.
The units Ravi Technoforge Pvt. Ltd has been adopted the pricing
policy the method includes…
=Producers Costs + Transportation +Man Power + % Margin of
Profit
And also this policy may differ or exchange the next year to year to
year.

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2.4 Financial Department
Finance is the science of funds management. Finance includes
saving money and often includes lending money. The field of finance
deals with the concepts of time, money and risk and how they are
interrelated. It also deals with how money is spent and budgeted.
Meaning of financial management:
“Financial Management means planning, organizing, directing and
controlling the financial activities such as procurement and
utilization of f ends of the enterprise. It means applying general
management principles to financial resources of the enterprise.”
Finance department makes decision regarding funds, cash flow,
borrowing policy etc…

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2.4.2 Financial Planning
'Financial Planning' is designed to help users plan their
finances, Basic concepts of financial planning, goal setting, and
maximizing assets. Financial Planning is critical to the success of any
organization. It provides the Business Plan with rigor, by confirming
that the objectives set are achievable from a financial point of view.
It also helps the CEO to set financial targets for the organization,
and reward staff for meeting objectives within the budget set. The
word of financial planning starts with a idea of establishing a business.
Financial planning refers to the process of determining the objectives,
policies procedures, programmed & budgets to deal with the financial
activities of an enterprise.
“RTF” undertakes both the term of planning. Short term planning
is done for current assets and long term planning is done for fixed assets.
They mainly undertakes planning for,
• Determining capital Budget
• Determining Dividend Policy
• Determining Method for Financial etc…
• Managing liquid Resources
Their main goal of financial planning is to maximize value of its firm.

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2.4.3 Sources of Finance
Businesses choose from among various sources of finance
depending upon the amount of capital required and the duration for which
it is needed.
Sources of finance means a place from where a company gets their
finance.
1. Short-term financial requirements: This required meeting working
capital needs. They are usually for a period up to one year.
2. Long-term financial requirements: These funds are required for
meeting the
Fixed capital requirements of the business. They are required for a
period exceeding one year.
In RTF, the finance is usually generated from:
• Capital fund:
• Owners‟ fund
• Reserve & surplus
• Loan funds:
• Secured loans
• Unsecured loans
• Security deposit
• Director’s deposit
• Inter corporate deposit

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2.4.4. Capital Structure
Capital structure refers to the mix of long term sources of
fund such as debentures, long term debentures, preference share capital
and equity share capital including reserves and surplus. In other words
it is also called as proportion of different long term sources of fund to the
total capitalization to the firm.
It is being increasingly realized that company should plan its
capital structure to minimize the use of funds, to be able to adopt mere
easily to the changing conditions and to minimize overall cost if capital.
Table of Capital Structure
Particular 2012-2013 2011-2012 2010-2011 2009-2010
Capital
Owners Funds
Reserve Funds
4.11
6.01
4.11
5.12
4.11
4.09
4.11
2.92
Loan Funds
Secured Loans
Unsecured
Loan
15.58
3.63
10.35
2.25
10.16
0.64
9.52
0.95
Total 29.33 21.83 19 17.5

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2.4.5 Working Capital Management
Working capital may be described as that proportion of a
company’s total capital that is used in financing short term operations. It
is the capital needed & used for the day to day operations of a unit.
In case of working capital liquidity is more & risk is less thus it got to be
mgt. efficiently & effectively.
To maximize the share holders‟ wealth, company should earn
profits. Profit largely depends upon the sales; sales do not convert
in cash easily and quickly. There is a gap between sales of goods and
receipt of cash. Working capital is required for that period of time to
sustain the activities. The day to day expenses like, purchase of raw
materials, payment of wages, other expenses required for
manufacturing etc. need the cash on hand and liquidity position. There
are two concepts of working capital.
Gross Working Capital: It refers to the firm’s investment in total
current or circulating assets.
Net Working Capital: It is the excess of current assets over current
liabilities. It is also defined as the difference between current assets
and current liabilities.
There are mainly three components of working capital are to be managed.
A. Inventory mgt. – Stock which is not sold.
B. Cash mgt. – your cash on hand.
C. Receivable mgt. – extended credit to the debtors.
In RTF” working capital includes:

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Table of Net Working Capital
Particular 2012-2013 2011-2012 2010-2011 2009-2010
Total Current
Assets
27.37 17.16 15.1 12.59
less: Current
Liabilities
15.6 8.94 8.37 7.59
Total 11.77 8.22 6.73 5
Interpretation:
The table shows the company maintains good working capital
and also increases each year, there for company working capital running
smoothly

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2.4.5.1 Inventory Management:
Inventory management is concerns with the stock of the
company whether opening or closing stock and throughout the whole
year also. It also includes management of raw material work-in-progress
and finished goods of the company. To better control on inventories,
every company has to maintain a record of that.
A company should maintain adequate stock of material for a
continuous supply to the factory for an uninterrupted production. It is not
possible for a company to procure raw material whenever it is needed. A
time lag exists between demand for material and its supply. Also, there
exists uncertainty in procuring raw materials in time in many occasions.
Table of Closing Inventory
Particular 2012-2013 2011-2012 2010-2011 2009-2010
Inventory 15.16 11.51 9.25 8.09

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2.4.5.2. Receivables Management:
Receivables is receiving or collecting the money from our
debtors- when company sales their on credit. Debtors are also treating
as current assets. Sometimes to promote sales company has to maintain
good relationships with their debtors.
Table of Receivable Management
Particular 2012-2013 2011-2012 2010-2011 2009-2010
Debtors 10.30 3.39 3.22 1.82

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2.4.5.3 Cash and Bank:
Liquid position of the company describes cash & bank of the
company.RTF has good cash & bank balance & they are yearly
making receipt & payment account.
Table of Cash and Bank
Particular 2012-2013 2011-2012 2010-2011 2009-2010
Cash and Bank 0.60 0.78 0.77 0.80

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2.4.6. Fixed Assets Management
The assets which are not easily convertible into cash within a short
period of time are known as the fixed assets. Fixed assets management
are know n as capital Budgeting. It may be described as that proportion of
a company’s total capital that is used in financing fixed assets like
Plant and machinery, land and Building, furniture and fixture etc.
In “RTF” assets are being depreciated on the basis of the straight
line method. They have also maintained depreciation fund on its fixed
assets to purchase new assets in future.
Table of Fixed Assets
Particular 2012-2013 2011-2012 2010-2011 2009-2010
Fixed Assets 19.07 13.69 17.79 17.26

50
2.5 Personal Department
Personnel management is primarily concerned with the
organization of men, there for the main objective of personnel
management may be summarized as to utilize the available human
resources in such an away. So as to get the work done effectively to the
maximum satisfaction of the individual workers to see their co-operation
in accomplishing the general goal of the organization
During the whole training period in Ravi Technoforge Pvt
Ltd., I found that there is a harmonious relationship between
employees and management. How the various phases of personnel
manager are handling there and what is the structure of their personnel
management system is described as follow….

52
2.5.2 Recruitment & Selection
2.4.2.1. Recruitment:
Recruitment is the process of searching for prospective employees
and stimulation them to apply for jobs in the organization.
Ravi Technoforge Pvt. Ltd. used their two types of recruitment.
• In internal sources are used which are most obvious. There include
are recruited from within the organization
• Promotion of employees
• Transfer of an employee which higher post than current
• Employs relatives
• External method employees are recruited from outside sources or
through agencies for recruiting personnel.
• Campus interview
• Private institutions
• Employment agencies

53
• Minimum qualification: Ravi Technoforge Pvt. Ltd. Following
recruitment policy…
• For staff vacancy -- Graduation in BBA AND BCOM
• For production & project planning staff -- Graduation
• For operation job – B.E., DIPLOMA, AND ITI
• Age limit – minimum 21 years
• Experience – for staff vacancy & production project planning
vacancy minimum 3 and 4 year experience is necessary and for
operation job 5 to 6 months experience is require.

54
2.5.2.2. Selection:
RTF selection procedure for blue collar force is as per labor laws.
For recruit of labor in the company it is essential that he should acquire
the certificate of ITI examination.
Workers are selected by the concern supervisor and the assistant
personal managers.
White color job refers to the selection of officers and
managers. For this purpose the RTF is largely depend upon the fresh
candidate and for that the company is following the formal selection
procedure as follow…
• Application blank
• Interview
• Employment test
• Reference
• Final selection
Document to be collected at the time of joining
Induction is the process of introducing new employee to his
job, his department, his follow worker etc. The new employee must also
be introduce about the working condition, rules and regulation

55
2.5.3 Training and Development
Training is a process of learning a sequence of programmed
behavior. It is application of knowledge. It gives people an awareness of
the value & procedure to guide their behavioral. It attempts to improve
their performance on current job. Training is an act of increasing the
knowledge a skill of an employee for doing a particular job.
Development is a long term educational process. Utilizing a
systematic & organized procedure by which managerial personnel
learn conceptual & theoretical knowledge for general purpose.
For RTF, training is one of the important objectives, and training is
mandatory for making person confident, suitable and aware. In case of
workmen, training is given on safety, housekeeping, quality
improvement, skill improvement, multi skilling, awareness discipline,
behavior, conduct awareness discipline, behavior, conduct rules is being
given. In case of staff category, the training areas are skills development,
attitudinal having motivation, awareness of role in responsibilities,
improvement of department functions is treaded. Training is generally
given by human resource manager regarding some topics, and for
practical training to the technical staff experts are hired. Training
programmed are conducted frequently in the company like,
• TS (Technical Specification) certificate related training
• Work related training
• Training for quality maintenances

56
2.5.4 Wages and Salary Administration
In RTF piece based wage system is not possible. Thus in RTF
Time b as wages system is followed.
RTF paid wages to worker on daily basis and salary to
management staff on monthly basis. It is given either through cash or
claque as it is demanded by employee.
For regular work (total pay): basic salary + medical
allowance + vehicle allowance + house rent allowance, and also
paid bonus according to the bonus act 1965.
Wage & Salary structure of RTF
• Technical (bottom level) Level: Rs. 6000 - 9,000
• Middle Level: Rs.8000 - 15,000
• Management Level: Rs.20, 000 – 1,00,000

57
2.5.5 Employee Welfare
To motivate the employees and to raise their morale it
becomes very necessary for every company to perform the activities
which can be helpful in the achievement of this motive and there by the
efficiency and satisfaction of the employee can be raised accordingly.
Employee welfare helps in improve the recruitment, morale,
loyalty, reduce the labour turnover and absenteeism, increase
employee productivity, improve industrial relations and also help in
measuring the goodwill and public image of the company. Employees
benefits are available to all based on their membership organization. The
purpose of such benefits & services is to retain people in the organization.
Welfare activities at RTF
• First-aid-boxes are kept at each department.
• Safety shoes, goggles, nose mask, fans where required, quality
uniforms etc. are given for protection and safety.
• Provident fund to the experienced workers
• Insurance policies
• Bonus is given once in a year.
• Transportation facility
• Good sanitary facility
• Housing facilities
• Celebrations of festivals
• Loans to the employees

58
2.5.6 Provident Fund & ESI Scheme
For the welfare of the employees & family members, the Govt. has
adopted the provident fund scheme; company cuts some percentage
of the basic salary of employee. Also the company contributes the same
amount & than company keeps this of employment, employees are
given back the total amount.
• Provident Fund
In “RTF” the provident fund scheme is applicable to the organization,
which as per the employee provident scheme 1952.
The entire employee is being covered under provident fund
schemes. The Employee’s contribution & equal contribution of the
employers at the rate of 12% of the salary/ wages, it is being govern as
per the provision of the act.
• ESI Scheme
The ESI scheme has been designed to provide the benefits to the
employees, under the workman compensation act 1948. Persons having
less than Rs. 10000 monthly salaries are eligible for ESI scheme.
This scheme includes sickness, benefits, death, accident, leaves, etc. Rs.
1000 is provided to the family of dead person for the funeral.
For this scheme in RTF is not applicable.

59
2.5.7 Time Keeping System
There are number of employees working in a large organization
RTF has a shift and department fill up their working presence in the
keeping system. The time keeping system is under…
• Administration: - 10am to 6pm
• Workshop: - 2 ship at 8 hours
§ 1st:- 8.00am to 4.00pm
§ 2nd:- 4.00pm to 12.00am
• Recess time: - 12:00 am to 1:00pm
8.00 pm to 9.00 pm
• Wednesday is the off day in the unit
In RTF the function of time keeping follows by the offers is as under
• It makes the note of presence & absence of employees by the
figure print
• It makes the note of employees who leave the organization during
or before duty time
• It also makes the note of employees who do overtime for work
• It keeps the record of employees on leave and also the reason of
leave
And at the end of every month it makes the total presence or absence
of the employee is also found out. Then this information is also given to
the salary & wages department.

60
2.6 Future Plan
The Rajkot-based bearings manufacturer, Chairman of Ravi
Technoforge Amubhai Bharadia, is also considering entering the capital
market through an initial public offering (IPO) in 2014. "The new unit
will fully commence within next seven to eight months.
RTF present production capacity in sizes are of minimum 30mm
to 700mm in OD and are planning to make rings up to 1600mm size by
the year 2014 and by year 2015 we would go for rings up to
3000mm size. We will attain the production of 18000 mt pa by end of
2013 and are aiming to achieve 36000 mt pa by 2015. For this we
will be investing about Rs 100 crore in current financial year".
As part of RTF expansion plan we have Installed MANYO
Presses from Japan, Rolling Machines from China and Sakamura hot
former of Japan for smaller rings over and above Seven no’s of
conventional forging lines. We have also installed cold rolling
machines in our new plant.
Ravi Technoforge As we are gearing up for our second expansion
of around 1500mn INR to start in 2013 to procure 100 no’s
Japanese CNC Turning centers, additional forging equipments and
other machineries to match the need as per market demands. We also
plan to manufacture other products like, auto components, gears, flanges
etc in the new plant.

61
2.7 SWOT Analysis
2.7.1 Strengths
• Machine – using all top machine of the worlds
• Money – finance has been a problem of RTF, because
of its proper financial management and reputation and has
a large and huge group of investor.
• Material – Ravi Technoforge Pvt. Ltd. has using only
standard material and never problem of raw material
because of good contract and goodwill.
• Management - Ravi Technoforge Pvt. Ltd. has smooth
working.
• High qualified manpower - Ravi Technoforge Pvt. Ltd. Has
recruited only qualified person.
2.7.2 Weaknesses
• Due to large scale of production required huge amount of
inventory of raw material.
• Die is very expansive, costly, and time consuming and also
requiring high level of efficiency and perfection, so, the
more time is consumed.
• No specific product size all based on consumer requirement
and their drawings.

62
2.7.3 Opportunity
• Scope for expansion is press forging, machinery industry and
other automobile parts.
• Global forging market is available
• Now machine become common therefore the scope is
winded.
2.6.4 Threats
• Production as per order therefore time requires to deliver
samples and make production of it.
• Economic slowdown or recession which is indirectly affects
buyer’s variability of ordering.

63
Chapter No. 3
Research
Methodology

64
3 Research Methodologies
3.1 Literature Review
Brian S. Klaas/26 September 2002/http://www.science direct.com
Data were collected on the monthly level of absenteeism and
grievance activity over an 8-year period from a unionized organization.
The results suggest that the direction of the relationship varies
substantially in association with the nature of the grievance. Although
statistically significant increases in absenteeism occurred in association
with policy grievances, statistically significant decreases in absenteeism
occurred in the month following disciplinary grievances and negative
outcomes from disciplinary grievances
Craig A. Olson/1999-02-01/ http://www.ingentaconnect.com
The aim of this paper is to bring the temporal nature of
absence decisions into the forefront of the analysis of employee
absenteeism. The analysis of such panel data, therefore, incorporates the
temporal aspect to the absence decision-making process. The findings
suggest that the absence penalty system is effective and, furthermore, the
results indicate ways in which the effectiveness of the system could be
enhanced. In general, the results confirm the findings of other
researchers, which suggest that characteristics of the employment
contract such as wages are important determinants of observed absence
behavior

65
Tove H. Hammera/ October 1981/ http://www.science direct.com
Used R. M. Steers and S. R. Rhodes's model as a framework for
examining patterns of absenteeism and their predictors among 112
workers (mean age 44 yrs) in an employee-owned organization. The
focus of the study was the effect of job satisfaction on voluntary
absenteeism, which is traditionally thought to be either negative or
canceled out by pressures to attend work. An alternative hypothesis is
offered by A.
O. Hirschman's (1970) exit, voice, and loyalty (EVL) model, which
suggests that workers who are loyal to their employer and believe that
they can improve undesirable conditions will come to work when they are
dissatisfied because they can voice their complaints instead of
withdrawing silently.
Results show that absenteeism was affected primarily by
organizational and financial commitment but that job satisfaction was not
a predictor. Results suggest that a better understanding of the
psychological processes leading to temporary withdrawal could come
from an examination of the costs to the worker of being present, in
addition to the traditional focus on the rewards of working.
Joseph J. Martocchio/3 October 2002/ http://www.science direct.com
Meta-analyses were performed on 34 samples that included
correlations of the age and employee absenteeism relationship. Samples
were categorized into 2 groups for voluntary absenteeism and involuntary
absenteeism based on the frequency index and the time-lost index,
respectively. Results indicated that both voluntary and involuntary
absence is inversely related to age.

66
Unexplained variance remained for each of the absence measures
after variance due to sampling error and measurement unreliability was
statistically estimated. Work demand was negatively associated with age,
but not in the expected direction. Work demand did not moderate the age-
absence relationship for either voluntary or involuntary absence. Sex
moderated the relationship between age and voluntary absenteeism only.
For men, the relationships were negative; for women, they did not differ
significantly from 0. Implications for research and human resource
management practices regarding aging and absenteeism are discussed.
James A. Breaugh/9 May 2007/ http://www.ingentaconnect.com
The present study incorporated many of the suggestions for
improving absenteeism research that were made in the reviews. More
specifically, a longitudinal design was used to assess the accuracy with
which the 1977 absenteeism (i.e., total days absent, absence frequency,
and supervisory absenteeism rating) of 112 research scientists could be
predicted from their previous absenteeism (1974-1976). In addition, the
relationships between 1977 absenteeism and 3 work attitudes (job
satisfaction, job involvement, and supervisory satisfaction) were assessed.
Findings show that past absenteeism was a better predictor of 1977
absenteeism than were the 3 work attitudes. Data relevant to the
psychometric equivalence and stability of the absenteeism measures are
also reported

67
3.2 Research problem
Theoretical background of the Topic:
Absenteeism has been variously defined by the Authorities from time to time.
Thus the term Absenteeism refers to the workers absence from his regular task, when
he is scheduled to work. Any employees stay away from work if he has taken leave to
which he is entitled or on the grounds of sickness or some accident without any
previous sanction of leave.
Nevertheless usually, involuntary lay off, lack of work, authorized leave or
vacation period of work stoppage are not counted as absence. Strikes, lock outs and
late attendance are treated as absence.
STATEMENT OF PROBLEM
Study of Absenteeism among Industrial Worker is not only from view point of
but it is important from the view point of moral of employees. Even though the effect
of the good morale of employees, may not be calculated in terms of costs, but it
should be said that, it is important than cost. There is a clear relationship between
high absenteeism and employees moral, because it can easily traced that these
department having high rate of absenteeism have low morale.
There is a clear relationship between employee’s attitude & absenteeism. They
are related to each other. So employee’s attitude & morale are the important factors.
Labors is Human Factor, therefore consideration shall also be taken into account in
the discussion of problem connected in the absenteeism has been continuous to be one
of the major labors problem in Indian Industries.
As “No work No pay” is usually the general rule, the loss to workers
absenteeism is quite obvious when the workers fail to attend to the regular work, there
income is reduced and the workers become still poorer. Hence, Health and efficiency
of the worker is affected by the irregularity of the workers attendance.

68
The loss of employees and industry is due to absenteeism is still greater and
both efficiency and discipline suffer the maintenance of additional workers leads to
serious implications. Thus the above discussions show how the problem of
absenteeism is very important to the organization. So, I have selected this problem of
study.

69
3.3 Objective of the study
The Study aims at assessing the absenteeism in workers.
• To find out causes of Absenteeism & suggest remedies to reduce it.
• To find out the rate of Absenteeism in Ravi Technoforge Pvt. Ltd.
• To know the corrective measures taken by the company to reduces the rate of
Absenteeism
SCOPE OF THE STUDY
The present study “Workers Absenteeism” Covered only at Ravi Technoforge Pvt.
Ltd. yarn and thread unit, could be of great use for the organization concerned in the
following area:
• . The study attempts to analyze the effectiveness and employee’s individual
opinion about reason for the absenteeism.
• . The study emphasizes to reveal the reasons behind the absenteeism in Ravi
Technoforge Pvt. Ltd. unit.
• . The study aims to work on the feedback given by the employees and come
up with valuable suggestions for the improvement of the Absenteeism.
This is the technique followed in social research on any subject.
The research has selected the subject: “A Study of Absenteeism of workers in
Ravi Technoforge Pvt. Ltd. yarns and threads ltd Sapar unit”

70
3.4 Research design
The process starts after selection of the topic Research Design
denotes the planning of the research study by which the researcher
followed the below mentioned methods and techniques
DATA COLLECTION:
Data Collected from primary and secondary data/sources.
Primary Data: Asking questions to employees and workers
personally.
Secondary Data: Collecting the data from reference books
and past records.
SAMPLING METHODS: Convenience Sampling
Sampling Size: 40
Methods of Data Collection:
Primary Data: Interview Method (Questionnaire)
Secondary Data: Company Records
Processing and Analysis of Data
After the data have been collected it has be analyzed. The data
obtained from the questionnaire is arranged in a serial order their master
copy with tabulation method is being prepared. Tabulation is part of the
technical procedure where in the essential data is put in the form table.

71
3.5 Data Analysis and Interpretation
Table 1
Age of the Respondents
Employee age in years Percentage
Below 20 24
20-25 18
25-35 30
Above 35 28
Total 100
BELOW 20
24%
20-25
18%
25-35
30%
ABOVE 35
28%
NO OF PERSONS

72
Inference:
The above table explains that from the total respondents 24% of
respondents are below age groups of 20 years. 18% of respondents are
of groups of 20- 25 years; 25-35 years age of groups is 30% and above
35 years are 28% of respondents. None of the respondents are below
further it clears that majority of total respondents are from all age of
groups.

73
Table-2
Marital status of respondents
Marital status Respondents Percentage
married 25 62.50
unmarried 15 37.50
Total 40 100
Inference:
According to the survey conducted 62.50% of respondents are got
married and rest of respondents is got married and rests of respondents
i.e. 37.50 %of respondents are un-married.
From the above table it is clear that the majority of respondents i.e.
62.50% of respondents are married.
married
62%
unmerried
38%
meritial status

74
Table -3
The educational qualification of Respondents
Qualification Respondents Percentage
below 10th
10 25
below 12th
12 30
under graduate 18 45
Total 40 100
Inference:
As shown in the table most of the respondents i.e.30 % of respondents are
8th
passed, 45% of respondents are 10th
& 25% of respondents and 5th
passed are 0%.
below 10th
25%
below 12th
30%
under graduate
45%
Percentage

75
Table-4
Years of experience of the respondent
Inference:
From the above table that is indicates that of the total respondents, 20%
of respondents are below 1 years of experience 20% of respondents are2
to 5 years of experience, 20% of respondents and having5 to 10 years of
experience & rest of respondents i.e. 20% of respondents & having 10
and more years experience.
<1
20%
1 to2
20%
2 to5
20%
5to10
20%
>10
20%
year of service
Sr. No Experience Response
1 <1 8
2 1 to2 8
3 2 to5 8
4 5to10 8
5 >10 8
Total 40

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Table-5
How often worker remain absent in a month
Opinion Respondents
Nil 12
Once 9
Twice 13
>two 6
Total 40
Inference:
As shown in above table out of 40 respondent 30% does not remain
absent in a month, 22% remain absent once in a month,33% absent for
two days in a month and remain 15% absent more than two day
Nil
30%
Once
22%
Twice
33%
>Twice
15%
How often you remain absent in a month?

77
Table-6
Responsibility of intimation to supervisor
Sr. No. Option Responses
1 Often 16
2 Sometimes 8
3 Rarely 10
4 Never 6
Total 40
Inference:
As per the table 17%of respondents feeling this responsibility
rarely 14% feel it sometimes where as 27% feel it as must and the other
i.e. 42% feel it never.
Often
27%
Sometimes
14%Rarely
17%
Never
42%
Responsibilities of intination to supervisior

78
Table-7
What is the main reason of employee absenteeism?
1 Health Problem 25
2 Stress 11
3 Work Environment 2
4 Others 2
Total 40
Inference:
Out of total 40 respondents, 62% of respondents are absent because of
health problem, and 28% of respondents absents because of stress,5% of
respondents will absent because of work dissatisfaction ,and remain 5%
because of work environment. From the above table it is clearly observed
that the workers will absent to duty i.e. 62% are absent for health reason
only.
Health Problem
62%
Stress
28%
Others
5%
Work
Enviroment
5%
Main Reason of Employee Absenteeism

79
Hypothesis
• Chi- Square test
Step-1
H0- response for practice given during training session is eqally
distributed
H1- response for practice given during training session is not eqally
distributed
Step-2
Chi- Square test goodness of fit
Step-3
α = 0.05
Step-4
Χ2 (d.f, α)
d.f= (n-1)
= 4 -1
= 3
= (3, 0.05)
Table Value = 7.8147

80
Step-5
Factor f0 fe
Health Problem 25 10 22.5
Stress 11 10 0.1
Work
Environment
2 10 6.4
Others 2 10 6.4
TOTAL 40 40 35.4
Step-6
= 35.4
Step-7
Since the observed 2
= 35.4 > 2
.05, = 7.8147, the decision is to reject the
null hypothesis

81
Table-8
Are you aware of your job responsibilities?
1 Very Clear 22
2 Clear 8
3 Fairly Clear 5
4 Not Clear 5
Total 40
Inference:
Out of 40 respondent 55% respondent are well clear
about their job responsibilities, 20%say clear, 12%say they are fairly
clear and restof13%dont know about their responsibilities
Very Clear
55%Clear
20%
Fairly Clear
12%
Not Know
13%
Awareness about job Responsibilities

82
Table -9
Workers satisfaction regarding their job
1 Well Satisfied 17
2 Satisfied 13
3 Fair 8
4 Not Satisfied 2
Total 40
Inference:
According to the survey conducted 36.19% of respondents are well
satisfied with their job, 33% respondents are satisfied with their job,
20%says it is fair, and the rest of respondents i.e. 5% are not satisfied
with their job From the above table it clears that the majority of
respondents are satisfied with their job.
Well Satisfied
42%
Satisfied
33%
Fair
20%
Not Satisfied
5%
work Satisfaction

83
Table-10
Workers view regarding the working environment
1 Excellent 21
2 Good 10
3 Fair 5
4 Poor 4
Total 40
Inference:
According to the survey conducted out of total 40 respondents 52%
of respondents find working environment excellent and 25% of
respondents finds good, 13% of respondents finds fair and only 10% of
respondents finds it poor.
Excellent
52%Good
25%
Fair
13%
Poor
10%
View Regarding Working Environment

84
Table-14
Feeling boredom with assigning duty
1 Often 6
2 Sometimes 5
3 Rarely 4
4 Never 25
Total 40
Inference:
The table shows that 10% of the respondents felt boredom at work
rarely, 12% felt sometimes, 15% felt always and 63% felt never, it seems
that the majority employees are interested in the work.
Often
15%
Sometimes
12%
Rarely
10%
Never
63%
Boredom in routine work

85
Table-18
Strict action against absenteeism
1 Often 9
2 Sometimes 6
3 Rarely 8
4 Never 17
Total 40
Inference:
From above table it seems that 22%worker says that there is
always strict against absenteeism.15%says sometime, 20%says rarely and
remain43%no action against absenteeism
Often
22%
Sometimes
15%
Rarely
20%
Never
43%
Strict action

86
Table-21
Which shift worker find more difficult?
1 Morning 14
2 Evening 0
3 Night 10
4 None 16
Total 40
Inference:
As it can be clearly seen from the above table that from the total
respondents i.e. 40, 35% of respondents are facing problems in morning
shift 25% in night shif, 0%in evening shift and move and rest of
respondents 40% are not facing problems in any shift.
Further it clears that majority of total respondents i.e. 40% are not
facing problems in any shifts.
Morning
35%
Evening
0%
Night
25%
None
40%
Which shift is more difficult

87
Table-21
Absent due to reaching factory late
1 Rarely 10
2 Sometimes 7
3 Always 1
4 Never 22
Total 40
Inference:
As per the table due to reaching factory late 25% of respondents
are rarely. 17% are sometimes absent 3% are always absent and 55% are
never absent only due to this reason.
Rarely
25%
Sometimes
17%
Always
3%
Never
55%
Absent due to reaching factory late

88
Table-22
In which festival / occasions worker are more absent
1 Diwali 16
2 Holi 8
3 Janmastami 4
4 Others 12
Total 40
Inference:
From above table it seems that 40%worker remain more
absent in the time of diwali, 20% are more absent on the time of holi,
10%on chhath pooja and remain 30%foe other reason (marriage, etc)
diwali
40%
holi
20%
Jansmastami
10%
other
30%
time when worker are more absent

89
Table-23
Worker suggestion to minimize absenteeism in company
1 More Salary 10
2 More Leaves 12
3 Discipline 12
4 Work Cond. 6
Total 40
Inference:
Out of 40 respondent 25%respondent suggest more salary to minimize
absenteeism, 30% suggest more leave 30% suggest conduct discipline in
the company, 15% of respondent suggest to improve working condition
in the company
More Salary
25%
More Leaves
30%
Discipline
30%
Work Cond.
15%
Suggestion to minimise absenteeism

90
3.6 Summary of Findings
From the study it has found that there are many factors influencing
• Absenteeism in shifts is mainly in morning shift i.e. (8:00 am to6:00
pm) that mean it is high in morning. This is because workers in the
morning shift experience greater discomfort during their course of
work than they do during daytime.
• Some of the workers absent because of ill health, family member’s
health and unexpected work etc.
• Some of the workers strongly agree that they have cordial
relationship with the higher authorities. And they are very much
satisfied with the safety measures undertaken by the company.
• Some of them absent because of Boredom in doing assigned job. .
• The rate of absenteeism is nearly 5% in Ravi Technoforge Pvt. Ltd.
yarns and thread ltd. The normal rate in Indian Industry varies from
7% to 30%. The abnormal level is 40% in other reason.
• The rate of absenteeism is high in the age group below 25years
worker

91
Some of the training programs are being conducted by the mgt of
Ravi Technoforge Pvt. Ltd. Mill regularly in order to improve the
individuality of the workers and to bring up good result in production.
And to prevent absenteeism, such as;
“PROGRAME ON HYGHENE FACTORS”
“SAFETY AND SAFCTY MEASURES”
“POSITIVE WORK CULTURE AND“IMPROVEMENT OF
PRODUCTIVITY”
“QUALITY OF LIFE-QUALITY OF WORK TIME
MANAGEMENT”
Through these training programmed many worker have changed their
life style and improved their attendance.
According to the sample selected these are the findings
• 20% of the respondents are under 20years and 20% are from
20 to 25 years and 20% are between 25 to 35 years and 20%
are above 35years.
• 40% of the respondents belongs to makeup department, 20%
of the respondents belonged to dying department, 20% of
them to twisting department, and 20% to finishing
department
• 62% of the respondents are married and 38% are unmarried.
• 30% of the respondents are 8th
passed, 45% are 10th
standard
and 25% are 12th
slandered
• 12% of respondents are below 1 years of experience, 20%
are b/w 1to 2 years 20% are b/w 2 - 5 years and 20% are b/w
5-10 years,and28%are more than 10

92
• 15%respondent are absent more than two days in a
month,22%once in a month 33%once in a month and
30%never remain absent in a month
• 17% of the respondents are rarely feel responsible, 14% feel
some times responsible27% are always feel responsible and
42% are never feel responsible.
• 62% of the respondents are absent because of the health
problem 28% are because of stress and5% are because of
work dissatisfactionand5%due to work environment
• 55% of the respondents said that they are well clear about
their job responsibilities20%are clear ,12%are fairly clear
and 13% say that they are not clear about their job
• Acc to52%majority of respondent the working environment
in the company is excellent,15%say it is good,25%say fair
8%working environment is poor.
• 62%responded. says that their relation with superior and
coworker is very good15%good ,10%fair and13%poor
• 42% of respondents said that they well satisfied with their
work ,33% of the respondents said that they are
satisfied,25% said that it is fair 5% said they are not satisfied
• 52% of respondent said that superior behavior towards their
problem is very good ,15%their behavior is good,25%said it
is fair,8%recomend poor behavior
• 22%respondent said that they received appreciation always
,20% sometime,15%rarelyand 42% never received
appreciation
• 15%of respondent always feel boredom in their routine
work,20%feel sometime,10% feel rarely,63% never feel
boredom in their routine work

93
• 55%of respondent are well satisfied with well satisfied ,2o%
of worker are satisfied,22%aresaid to fair welfare facilities
and 3% of respondent are not satisfied
• According to 50% of respondent safety measure against
accident is excellent,17%respondent say it is good,23%said
fair and 10%respond poor
• 22%of respondent said that there is always strict action
against absenteeism,15%says it is sometime,20%said it is
rarely happen ,43%of respondent said there is no strict action
against absenteeism
• 35% of respondent find their job difficult in morning
shift,25% find difficult night shift,40%said they find no one
shift difficult in their job
• 3%respondent agree that they are always absent because
reaching factory late,25% said rarely absent due to
this,15%they absent sometime due to this and 55%said they
are never absent due to reaching late
• 30% of respondent suggest more leave to minimize
absenteeism,30%suggest conduct discipline ,25% suggest
more salary to minimize the absenteeism in the company
• 40% of respondent are absent during diwali,20% of
respondent are absent in the time of holi,10%during chhath
pooja ,30% absent due to other reason (e.g. marriage etc)
• .15% of respondent are well satisfied with their wages
,12%of respondent are satisfied,25% of said it is fair, and
remain 48% respondent are not satisfied with their wages

94
3.7 SUGGESTIONS/RECOMMENDATIONS
The following are some to the suggestions in order to minimize
absenteeism in the company.
• Many of the workers agree that they have good relationship
with higher authorities. Some may fear to talk with them,
improving the communication network, particularly the upward
communication.
• Since the literacy rate very lower only few members are the
12th and, maximum of them are less literates, so that by
counseling the workers about their career, income &
expenditure, habit and culture. The company so what can
reduce the absenteeism rate.
• By providing high wages and allowance based on
organizational financial positions.
• Selecting the workers by testing them thoroughly regarding
their aspirations, value system, and sense of responsibility.
• The management should conduct regular seminars, group’s
discussions, social gathering orientations programmers’ on the
problems of absenteeism.
• The personnel department (HRD) of the factory must conduct
the interviews of the absenteeism cases and give proper
counseling to the workers.
• The employees who are attending to 3rd
shifts have to be
provided more benefits than the workers. In order to make them
enthusiastic to attend the workers.

95
3.8 LIMITAION OF THE STUDY
• The study was limited only to Ravi Technoforge Pvt. Ltd. yarn and
thread unit only.
• As sampling is taken as an element of the study there might always
be sampling errors.
• The sample under consideration may not reflect the whole
population.
• Survey and study has been carried out in a span of only 6 weeks
due to time constraint.
Since absenteeism is a vast topic to be discussed, the study may not
reflect each and every aspect.

96
3.9 CONCLUSION
• Majority of the employees are absenting due to ailment and health
problems.
• Majority of the employees has said they are paid worth of their
work.
• Majority of the employees has said that there is no strict action
against absenteeism.
• Most of the workers do not intimate their senior regarding their
leaves.
• Though there are limitations the personal department is taking
special care to frame certain policies and procedures that would
reduce absenteeism and increase the labor turn over.
• Majority of workers is facing problems in 1st shift the company
had to take necessary steps to reduce the problems.
• Majority of workers never got appreciation for their punctuality in
the organization. So, The Management must think upon this aspect.

97
3.10 REFERENCES
BOOKS:
• “HUMAN RESOURCE MANAGEMENT”
By C.B. GUPTA
Published by SULTAN CHAND & SONS, New Delhi
• “RESEARCH METHODOLOGY”
By C.R. KOTHARI
Published by NEW AGE INTERNATIONAL PUBLICATION
• “PRESONNEL MANAGEMENT”
By C.B. MAMORIA & GANKAR
Published by MALYA PUBLISHING HOUSE
WEBSITE
www.ravitechnoforge.com

99
A STUDY ON WORKER ABSENTEEISM IN RAVI
TECHNOFORGE PVT LTD. YARNS&THREADS (UNIT 1V)
A UNIT OF RAVI TECHNOFORGE PVT LTD
Personal Detail
• Name. . . . . . .
• Age <20 20-25
25-35 >35
• Gender
Male Female
• Marital Status
Married Unmarried
• No Of Year of Service
<1 1-2
2-5 >5
Educational Qualification
• Below10th
• Below 12th
• Undergraduate

100
You are requested to select any one of the alternative which you feel
correct in your opinion against each statement:-2
1) How often you remain absent in a month?
Nil Once
Twice >Twice
2) Do you inform your superior about your absence to the duty?
Often Sometimes
Rarely Never
3) According to you what is the main reason of your absenteeism?
Health Problems Work Environment
Streets Others
4) Which shift do you find more difficult?
Morning Evening
Night None
5) Are you aware about job responsibilities?
Very Clear Clear
Fairly Clear Not Clear
6) Are you satisfied with your job?
Well Satisfied Satisfied
Fair Not Satisfied

101
7) Have you received appreciation for your work?
Often Sometimes
Rarely Never
8) Your views regarding the working environment of Ravi
Technoforge Pvt. Ltd. Yarns and Threads Ltd.?
Excellent Good
Fair Poor
9) Do You Feel Boredom in your routine work?
Often Sometimes
Rarely Never
10) Is there any strict action against absenteeism?
Often Sometimes
Rarely Never
11) How often you remain absent because of reaching factory late?
Always Sometimes
Rarely Never
12) In Which festival / occasion you are more absent?
Diwali Holi
Janmastami Others
13) Give your Suggestion to minimize absenteeism?
More Salary More Leaves
Discipline Working Conditions
Thank you

SIP PROJECT ON WORKER’S ABSENTEEISM ON RAVI TECHNOFORGE PVT. LTD -RJKOT

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SIP PROJECT ON WORKER’S ABSENTEEISM ON RAVI TECHNOFORGE PVT. LTD -RJKOT