Yash Rsb Final

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

KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KARNATAK UNIVERSITY DHARWAD

INDUSTRY PROFILE:

INDIAN ENGINEERING SECTOR:

The Indian Engineering sector has witnessed a remarkable growth over the last few years

driven by increased investments in infrastructure and industrial production. The engineering

sector, being closely associated with the manufacturing and infrastructure sectors of the

economy, is of strategic importance to India’s economy.

India on its quest to become a global superpower has made significant strides towards the

development of its engineering sector. The Indian government has appointed the

Engineering Export Promotion Council (EEPC) to be the apex body in charge of promotion

of engineering goods, products and services from India. India exports transport equipment,

capital goods, other machinery/equipment and light engineering products such as castings,

forgings and fasteners to various countries of the world.

Coupled with favorable regulatory policies and growth in the manufacturing sector, many

foreign players have started to invest in the country. India recently became a permanent

member of The Washington Accord (WA) on June 13, 2014. The country now joins an

exclusive group of 17 countries who are permanent signatories of the WA, an elite

international agreement on engineering studies and mobility of engineers.

MARKET SIZE

Driven by strong demand for engineering goods, exports from India registered a double digit

growth at 10.22 per cent to touch US$ 26.4 billion in June 2014 from US$ 24.02 billion in

the corresponding month last year. This growth can be credited to the robust expansion in

shipments of aircraft, spacecraft parts and automobiles. The second best performing sector

was non-ferrous metals and metal products. Engineering exports from India are expected to

cross US$ 70 billion in financial year 2015 registering a growth of 15 per cent over the

previous fiscal, as demand in key markets such as the US and the UAE is on the rise. Apart

from these traditional markets, markets in Eastern and Central European countries such as



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

engineering last updated on 04/04/2015)

India exports its engineering goods mostly to the US and Europe, which accounts for over

60 per cent of the total exports. Recently, India's engineering exports to Japan and South

Korea have also increased with shipments to these two countries rising by 16 and 60 per

cent respectively.

INVESTMENTS

The engineering sector in India attracts immense interest from foreign players as it enjoys a

comparative advantage in terms of manufacturing costs, technology and innovation.

The foreign direct investment (FDI) inflows into India's miscellaneous mechanical and

engineering industries during April 2000 to January 2015 stood at around US$ 3,948.17

million, as per data released by the Department of Industries Policy and Promotion (DIPP).

(Source: indiainbusiness.nic.in, industrial sector; engineering last updated on 04/04/2015)

There have been many major investments and developments in the Indian engineering and

design sector.

GOVERNMENT INITIATIVES

Mr. Narendra Modi government's `Make in India' campaign has got the attention of several

in infrastructure and Engineering multi nationals including GE and ThyssenKrupp, which

are considering investing in the country.

The Indian engineering sector is of strategic importance to the economy owing to its intense

integration with other industry segments. The sector has been de-licensed and enjoys 100

per cent FDI. With the aim to boost the manufacturing sector, the government has relaxed

the excise duties on factory gate tax, capital goods, consumer durables and vehicles. It has

also reduced the basic customs duty from 10 per cent to 5 per cent on forged steel rings used

in the manufacture of bearings of wind operated electricity generators.



The Government of India in its Union Budget 2014-15, has provided investment allowance

at the rate of 15 per cent to a manufacturing company that invests more than US$ 4.17

million in any year in new plant and machinery. The government has also taken steps to

improve the quality of technical education in the engineering sector by allocating a sum of

Rs 500 crore (US$ 79.92 million) for setting up five more IITs in the states of Jammu,

Chhattisgarh, Goa, Andhra Pradesh and Kerala. (Source: Union Budget 2015)

Steps have also been taken to encourage companies to perform and grow better. For

instance, EIL was recently conferred the Navaratna status after it fulfilled the criteria set by

the Department of Public Enterprises, Ministry of Heavy Industries and Public Enterprises,

Government of India. The conferred status would give the state-owned firm more financial

and operational autonomy.

ROAD AHEAD

The engineering sector is a growing market. Current spending on engineering services is

projected to increase to US$ 1.1 trillion by 2020. With development in associated sectors

such as automotive, industrial goods and infrastructure, coupled with a well-developed

technical human resources pool, engineering exports are expected to touch US$ 120 billion

by 2015.

Heavy Engineering Equipment and Machine Tools Industry:

Heavy Engineering Equipment and Machine Tools Industry is the backbone of the entire

manufacturing sector. Heavy Industry in India comprises of the heavy engineering industry,

machine tool industry, heavy electrical industry, industrial machinery and auto-industry.

These industries provide goods and services for almost all sectors of the economy, including

power, rail and road transport. The machine building industry caters the requirements of

equipment for basic industries. Being a part of capital goods sector which contributes 12%

to the manufacturing sector, represents a vast multi-disciplinary field with numerous end use

application areas. The capital goods sector plays a major role to build economy of the

country. It has a strong production base capable of manufacturing the diverse range of

machinery and equipment to serve a cross section of user industry segments ranging from



defense, oil and gas, refinery, nuclear, chemical and petro chemicals, machine tools, to

consumer durables, fertilizers, automobiles, textiles, steel, cement, paper, construction,

mining, etc. It contributes more than Rs.25, 000 Cr. to the Government exchequer annually

in terms of various taxes and levies. The annual production of the capital goods industry is

approx. Rs. 2 Lakh crore (including heavy electrical equipment). Potential of the capital

goods sector in India is still largely untapped. For development of Machine Tools, Textile

Machinery and Construction & Earthmoving Machinery, Development Councils have been

constituted by the Department. The major Industry Associations associated with this sector

are Textile Machinery Manufacturers Association (TMMA), Indian Textile Accessories and

Machinery Manufacturers Association (ITAMMA), Indian Machine Tools Manufacturers

Association (IMTMA) and Indian Construction Equipment Manufacturers Association

(ICEMA).

General expansion and rebuilding following World War II brought a tremendous influx of

heavy equipment machinery to the market. Large manufacturers were so busy building new

equipment they inadvertently created a new market which we called the heavy equipment

replacements parts market. Heavy equipment operators asked the question: "Is there an

alternative source to service my equipment, sell me parts, and take an interest in my

problems?" Independents sprang up to answer that with a resounding "YES".

This new alliance of rebuilders and parts suppliers at first called their trade association the

"Associated Independent Rebuilders and Parts Suppliers". As more and more manufacturers

and importers saw the importance and growth of the aftermarket, the key words became

DISTRIBUTION and INDEPENDENT. In 1963 the association incorporated those key

words and became the "Associated Independent Distributors". In 1986, to more clearly

emphasize the development of the aftermarket industry, the name was changed to

"INDEPENDENT DISTRIBUTORS ASSOCIATION".

IDA provides the forum for the independent to interface with the president or vice president

of sales of companies to discuss the problems of distribution or product; to learn about

opportunities and potential partnerships; and to tell others “their story”.



Heavy industry is that industry that involves one or more characteristics such as large and

heavy products, large & heavy equipment & facilities (such as heavy equipment, large

machine tools & huge buildings), or complex or numerous processes. Because of those

factors, heavy industry often involves higher capital intensity than light industry does, and it

is also often more heavily cyclical in investment and employment.

Traditional examples from the mid 19th

century through the early 20th

included steelmaking,

artillery production, locomotive erection, machine tool building, & the heavier types of

mining. From the late 19th

century through the mid-20th

, as the chemical industry &

electrical industry developed, they involved components of both heavy industry and light

industry, which was soon also true of the automotive industry and the aircraft industry.

Modern shipbuilding (since steel replaced wood) is considered heavy industry. In the post-

world war II era, construction of large systems, such as skyscrapers, large dams, & large

rockets, is also often classes as heavy industry.

The construction equipment industry in India is growing at a blistering pace of 30%

annually, driven by growing investments in the infrastructure sector. International majors are

setting up plants, gearing up to meet the expected surge in demand. (Source: Indian

Construction Equipment Industry Directory)The opening up of the Indian economy and the

booming infrastructure and real estate sectors attracted international giants including JCB,

Volvo, Terex, Caterpillar and Hitachi. There are about 200 domestic manufacturers (small,

medium, & large). India’s booming infrastructure sector is fuelling demand for all kinds of

construction equipment. Before the opening up of the Indian economy, & the entry of

international majors, much of infrastructure development and construction in the real estate

sector was done manually. For the construction equipment sector, which is adapted rapidly

to the changed scenario, this is indeed good news, as it paves the way for an exciting future.

The opening up of the Indian economy and the booming infrastructure and real estate sectors

attracted international giants.



RSB INDUSTRIES:

RSB Industries was launched in 2000 as the Group Holding Company to bring all the Group

Companies under a common parent and in the wake of globalization, to create a unified

structure for global expansion and diversification and value accretion. In the long run it also

aims to be the think tank of the Group and provide centralized corporate services functions

like IT, Internal Audit, Corporate Secretarial Function, Project Management Services and

M&A Support Services common to all the Group Companies. By accumulating all these

corporate support services functions in the Holding Company structure, it aims to attain

economies of scale and thus elevate the content and quality of the services and also provide

these in a more cost effective manner than what the individual Group Companies could have

achieved on their own.

In other words, RSB Industries, besides being the Group Holding Company, also has the

core competence in the various corporate support services and at the same time liberates the

other Group Companies from the mandatory corporate functions to enable them to

concentrate on their core competence without any dilution of effort, energy and focus. In

addition, RSB Industries, leveraging its core competence in the various corporate support

functions, will venture out to provide these services to other non-Group companies as well.

World over, increasingly organizations are moving towards core competence. We foresee

that in not too distant future, organizations will focus only on what they do best and

outsource the corporate support functions to others who can do these works efficiently.

Realizing this, RSB Industries is preparing for this emerging business opportunity.

SUBSIDIARIES:

RSB Industries Ltd, the Holding Company of the Group, parents the four subsidiaries

namely, RSB Transmissions (I) Ltd, RSB Metaltech Private Ltd, RSB Energy Private Ltd

and Ivitesse Technologies Private Ltd.



RSB Transmissions (I) Ltd., the flagship company of the group, owns all the manufacturing

activities in India and it has under its parentage two fully owned SPV subsidiaries to take

care of the non-domestic global activities.

RSB North America LLC, is the SPV through which are channelized all the expansion and

M&A activities in the North & South geography.

Ivitesse Technologies, a wholly owned subsidiary of RSB Industries Ltd, is a leading

provider of high-end, quality business technology solution and services

RSB Transmissions also has a fully owned design subsidiary by the name I-Design

Engineering Solutions Ltd. to cater to both the in-house and external needs in engineering

design arena.

PARTNERS:

The Group has entered into various technological agreements like:

Technical collaboration with Eugen Klein GmbH, Germany for propeller Shaft

Pressure Die Casting and Continuously Variable Transmissions Systems

I-Design - Partners for Prototyping and Designing

Ivitesse Technologies - Partners for IT Solutions and ERP



INTRODUCTION TO RSB TRANSMISSIONSS (I) LTD.:

ABOUT:

RSB, more than being a successful first generation business enterprise, is a throbbing and

passionate story of its people, values and indomitable spirit of faith and innovation. It is the

story of an ever-growing vibrant family that is founded on ethics, anchored on humanism,

energized by passion, driven by the spirit of excellence and above all is in quest for

immortality.

RSB is a fast growing global engineering organization with business interest ranging from

design to manufacturing of aggregates and systems related to commercial vehicles,

passenger cars, construction and farm equipments and a wide variety of automotive and off-

highway equipments.

The brothers, R. K. Behera and S. K. Behera, from a humble beginning, scripted the story of

the RSB in 1975 at Jamshedpur. Three decades later, headquartered at Pune, it has grown

into a pulsating institution with manufacturing setups at Jamshedpur, Pune, Dharwad,

Chennai, Pantnagar, Cuttack, Homer (USA) and Mexico (USA).

RSB comprises of four different companies, namely, RSB Transmissions (I) Ltd., RSB

Transmissions North America Inc. (Formerly known as Miller Brothers Manufacturing), I-

Design Engineering Solutions Ltd. and Ivitesse Technologies Pvt. Ltd.

All RSB manufacturing units are ISO/ TS16949, ISO: 14001 and OHSAS: 18001 certified.



HISTORY:

RSB Transmissions (I) Ltd. is a fast growing engineering & technology organization. In

1975, Mr. R. K. Behera, a young mechanical engineer from NIT, Jamshedpur, hailing from a

humble service oriented middle class family, shunned the security of a job and plunged into

the hurly burly of high-risk and high-reward business arena and founded International Auto

in Jamshedpur with 15 people and 500 square feet of workspace. Inspired and motivated by

the benevolent ideals of the legendry JRD and obsessed with an incorrigible and

irrepressible passion to create a world class industrial edifice, R. K. Behera along with his

brother S. K. Behera set about meticulously crafting the present-day RSB enterprise brick by

brick. RSB has now blossomed into a pulsating and throbbing global engineering institution

in automotive components and systems and construction equipment aggregates.

The corporate office of RSB group is situated in Pune; RSB group is a leading manufacturer

of components, press shaft metal, fabricated & machined components for commercial

vehicle, agriculture and construction equipment. In keeping with current economic and

business trends the group has recently diversified into the field of information technology.

RSB now boasts of manufacturing facilities in 8 different locations in India and one in the

USA with 85,000 square meters of workspace and one in Mexico. As a part of globalization

operation, RSB has recently acquired Miller Brothers, Michigan USA. Latest technologies

and human resources are working together around the world passionately to create an

enduring institution.

Founder and Chairman Mr. R. K. Behera, Co-Founder and Managing Director Mr. S. K.

Behera and Joint Managing Director Mr. Sailendra Behera now spearhead RSB.



GROUP COMPANIES:

IMAGE 1

RSB comprises of four different companies, namely, RSB Transmissions (I) Ltd., RSB

Transmissions North America Inc. (Formerly known as Miller Brothers Manufacturing), I-

Design Engineering Solutions Ltd. and Ivitesse Technologies Pvt. Ltd. The Group

Companies function with the philosophy of providing quality products and efficient

services.

Each of the group companies is equipped with state-of-the-art technology and latest IT

infrastructure that enables smooth functioning. The group’s core capabilities range from

design to manufacturing of aggregates and systems related to commercial vehicles,

passenger cars, construction equipments, and farm & off-highway equipments.

The group is also in the trailer manufacturing business. The group has chalked out an

ambitious plan keeping the future in mind. IL&FS has partnered to facilitate expansion and

growth plans of the group.

The Group clientele includes the leading names of industry. Some of major Group clients

are: TATA Motors, Mahindra, Telcon, CATERPILLAR, ITEC, JOHN DEERE, FIAT, JCB,

LOMBARDINI and AGCO.



RSB TRANSMISSIONS DHARWAD UNIT:

IMAGE NO.2

INTRODUCTION:

RSB Transmissions (I) Ltd. is situated in Belur Industrial Area in Dharwad. The company

was incorporated as Pvt. Ltd. Company on 28th September 2000 in the name IAL

construction and Agricultural equipments and subsequently company consolidate and

changed the name to RSB Transmissions (I) Ltd. Its commercial productions started from

September 2002 with the capital investment of 40, 85,400/-.

RSB group is a business of manufacturing of systems aggregates and components for

construction equipments, components and various excavators, models of TATA Hitachi

excavators like Mainframe, Track frame, arms & buckets are manufactured. RSB

Transmissions (I) Ltd. has received ISO 9001-2000 quality certification in record time of 8

months and that too within a year of starting commercial production. Finally the RSB plant

was started with financial support by SBI commercial branch Hubli and with the co-

operation and also other technical support from RSB Jamshedpur.



VISION:

The vision statement of the company states “To be amongst the most admired organizations

with a significant global presence.”

MISSION:

The mission statement of the company states “To be the market leader by providing

customer delight through world-class quality, service and cost-effectiveness in a

progressive, innovative and challenging environment. We endeavor to provide an enriching,

rewarding and environment friendly work experience to our employees in an achievement-

based, high-performance culture. We will provide maximum satisfaction to all our

stakeholders.”

LOCATIONS:

RSB group has 8 strategically situated plants across India for a unique location advantage.

The plants in eastern India, city of Jamshedpur are in the heart of major automotive

construction and steel industry exports are facilitated via the nearly sea port Calcutta. Plants

in western city of Pune are in the middle of the industrial heartland of India. The plant at

Dharwad and Chennai is exclusively geared to service the needs of south India based

construction makers with close proximity to Chennai sea port to facilitate exports.



MANAGEMENT TEAM:

Chairman : Mr. R.K. Behera

Managing Director : Mr. S.K. Behera

Joint Manager : Mr. Sailendra Behera

Plant head : Mr. Gautam Raut

Finance Department : Mrs. Anita Gupta

HR Department : Mrs. Asha V

Quality Department : Mr. Onkar

Maintenance Department : Mr. Sanjeev Joshi

Sales Department : Mr. Suchinthya Shee

Production Department : Mr. Shivakumar Hombal

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

Purchase Department : Mr. Dhananjay

Stores Department : Mr. Krishna Murari



PRODUCT PROFILE:

RSB is a forerunner in the construction equipment Aggregates industry in India. It has setup

three modern manufacturing facilities at Jamshedpur, Dharwad & Chennai.

RSB has reached significant milestones in the exports market over past few years. The

services and the efforts are being reflected by the faith of their international customers.

Today, RSB is serving as a single source to many overseas customers and manages their

supply chain.

The company has obtained orders from Telcon Ltd. & Caterpillar for various system and

aggregates having application in their construction and earth moving equipments. The main

products which are dispatched from the company are:

Main Frame

Track Frame

Arm

Buckets

MAIN FRAME ARM

TRACK FRAME BUCKETS

IMAGE 3



COMPANY PROFILE:

Name of the company : RSB TRANSMISSIONS (I) LTD.

Type of Firm : Pvt. Ltd.

Location : Plot no. 184, Belur Industrial area,

Dharwad-580011, Karnataka

Telephone : 0836- 2486037

Fax : 2486059

Year of planning : September 2000

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

Year of production : September 2002

Chairman : Mr. S.K. Behera

Managing Director : Mr. Shailendra Behera

Plant Head : Mr. Gautam Raut

Total area of the unit : 8 acres

Number of employees : Around 280

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



AWARDS & RECOGNITIONS:

AWARDS:

RSB TRANSMISSIONS (I) LTD. has been awarded the following awards:

Sustained excellence on delivery-Fabrication for the year 2011-2012 by Telcon.

Consistent performance on delivery for the year 2010-2011 by Telcon.

Outstanding performance award by Caterpillar India.

Best measuring competition 2014-2015 by TATA Hitachi.

Awarded from TATA HITACHI CONSTRUCTION, towards Significance

Contribution to Sustained performance on Quality 2014-2015.

Awarded from TATA HITACHI CONSTRUCTION, towards Special Recognition

for the Partnership 2014-2015.

RECOGNITION:

RSB TRANSMISSIONS (I) LTD. has been recognized by Telcon for New product

development 2010-2011.

RSB TRANSMISSIONS (I) LTD. has been recognized by Telcon for Active support

in new product development 2011-2012.



ORGANISATIONAL CHART:

CMD

MD

VERTICAL HEAD

GM (UNIT HEAD)

HOD PRODUCTION

HOD DEVELOPMENT

HOD PURCHASE & STORES

HOD MAINTENANCE

HOD QUALITY

HOD SALES

HOD FINANCE

HOD HR

SHIFT CO-ORDINATOR

AREA IN CHARGE

ASSISTANT DEVELOPMENT

PURCHASE ASSISTANT

STOCK IN-CHARGE

ASSISTANT QUALITY

SALES ASSISTANT

FINANCE STAFF

HR STAFF

QUALITY STAFF

PURCHASE STAFF

STORE STAFF



DEPARTMENTS:

1. Purchase Department

2. Stores Department

3. Production Department

4. Quality Department

5. Maintenance Department

6. Design & Development Department

7. Finance Department

8. HR Department

9. Sales Department

1. PURCHASE DEPARTMENT:

This department is engaged with the purchase of goods ordered by the production

department. The production department orders the goods as per its requirement based on

the customer demand. The department maintains the record of all the suppliers. The

purchase manager heads the purchase department who takes the responsibility to

purchase the raw material. He along with the quality inspector examines the raw material

as per the standards required. They purchase 3 kinds of materials those are:

1. Job Work Components

2. Bought Outs

3. Consumable Materials

Raw materials are purchased from Bengaluru, Belgaum, Hubli, Dharwad etc. These raw

materials are stored in the store which lies within this department.

Some of the documents maintained in this department are:

1. Goods Inward Register

2. Issue Slip

3. Stock Ledger Updates

4. Monthly Stock Report



RESPONSIBILITIES:

Responsible for selection of suppliers.

Responsible to prepare P.O on approved by suppliers.

Follow up to get the material.

Monitoring of suppliers rating.

Arrangements of material as per the indent requirements.

Responsible to meet the requirement of materials indent.

Preservation & storage of materials.

Corrective Action on supplier complaints

2. STORES DEPARTMENT:

Store department is simultaneously coordinated along with the Purchase department. When

the goods are bought it’s the stores department who stores the materials properly and make a

quality check of the materials. They verify the material and then send’s it for further process.

They do a random sample test. The stores department is also responsible for maintaining the

stock in a Stores Department. Whenever any department in the shop floor needs any

materials they collect it from the stores department. Any material which goes out from the

stores department or comes in into the stores department entry will be made in the stores

ledger so that a correct count of material is been kept. They follow the LIFO Method that is

Last In First Out for Job work materials and Bought out materials. Whereas for consumable

materials they follow FIFO method that is First In First Out.

RESPONSIBILITIES:

Maintenance of stock across the company.

Responsible to receive & Issue the materials.

Preservation & storage of Materials.

Responsible to maintain the Stock Register.

Responsible to meet the requirement of material Indent.



3. PRODUCTION DEPARTMENT:

IMAGE 4

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

Production is a process by which raw material and other inputs are converted into final

products. There are 3 heads that are in-charge of the production and they are the Production

Head under him is the Shift Coordinator and un.der him is the Area In-charge

This is the department which is directly shown to the outer world. In fact the products

manufactured in this unit tell about the business as well as its working and every detail of

the company. Production department in RSB TRANSMISSIONSS is equipped with

sophisticated machines suitable for manufacturing earth moving equipments. The products

manufactured are supplied to Telcon, Caterpillar and in a small extent to JCB.

RESPONSIBILITIES:

They are responsible for production planning

To Achieve the daily Production Targets

Reduce in-house Rejections.

Reducing manufacturing costs.

They are responsible for the timely delivery of the customer schedule

Monitoring the down time.



4. QUALITY DEPARTMENT:

Quality department is department who inspects the incoming material for dimensions

and parameters as per the control plan. Quality department does not approve and

material into the company without sample approval. They take the responsibility to

check the materials before they come into the company and while leaving the company.

They use different tools to control rejections. Quality department keeps a check on the

parameters and the dimensions of the product as per the customer’s requirements. Any

difference in the quality they either try to rectify it or else reject it completely.

RESPONSIBILITIES:

Reducing Rejection which includes Incoming rejections, In process Rejections,

Customer Rejections & Supplier Rejections.

Inspecting the materials

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

Customer Complaint Handling

Effectively implementing quality system to comply with customer specific

requirement.

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

warranty return, customer return)

5. MAINTENANCE DEPARTMENT:

Maintenance department in RSB Transmissions (I) Ltd. looks after the maintenance of plant

& machinery. The main objective of this department is to maintain the same efficiency of

the machine as well as plant. This could be achieved only by preventive maintenance,

routine maintenance, daily maintenance, predictive maintenance & break even maintenance.

This department also prepares a check list for individual machineries & the team will attend

the machineries as per the check list. To maintain the stock of critical spares they follow re-

ordering level. In case if the problem in the machinery is beyond their control they have

external agencies and manufacturers support who help them to correct the problem.



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

machine reliability.

RESPONSIBILITIES:

To improve the machine uptime.

To reduce maintenance cost.

To identify & eliminate unsafe conditions due to machine failures.

Provide autonomous check list.

Maintaining critical spares.

To identify and remove abnormal working condition. (Unsafe)

6. DESIGN & DEVELOPMENT DEPARTMENT:

The design and development department is based on the product i.e. a new product or the

product in process.

1. A NEW PRODUCT:

Whenever a customer orders a new product, the enquiry is received from the

company on which feasibility review is done and if the product is feasible then a

quotation is prepared and sent to the customer, if not feasible a regret letter is sent

2. IN-PROCESS PRODUCT:

The letter is received from the company and the production is started according to

the development plan.

Once the customer is satisfied with the design and the plan then the design & development

plan is been explained to the production head who in turn explains it to the workers and they

get the final product ready. This department hands over all the necessary drawings and job

card so that they carry on the work smoothly.



RESPONSIBILITIES:

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

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

defined target.

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

product

Documentation of Production Part Approval Process.

7. FINANCE DEPARTMENT:

Finance Department is the lifeline of organization. It looks after the Investments,

Financial & liquidity Decisions and other decisions like capital budgeting, working

capital etc. They try to maximize the profits by effectively & efficiently using the

Finance. They also plan their activities in such a way that they build up resources for

growth, diversification & prosperity.

RESPONSIBILITIES:

Adequate supply of cash is available to all departments for smooth running of

organization.

To see cash out flows and cash inflows funds in the organizations.

To negotiate with Banks, Financial, Institutes and other creditors of the company.

To prepares trial balance, profit and loss account and balance sheet.

To ensure supply of adequate funds to all departments of the organizations.

To forecast the financial needs to the company.

Timely payment of funds to the suppliers.

To maintain the record of day to day expenses.

Make proper fund management.



8. HR DEPARTMENT:

The Group has the necessary manpower, infrastructure and technology to seamlessly

integrate its facilities in order to consistently deliver quality and cost effective products.

HR VISION

The company’s vision statement states "To attain organizational excellence by

developing and inspiring the true potential of company's work force"

HR MISSION

The company’s mission statement states "To create a value and knowledge based

organization by inculcating a culture of learning, innovation, team working and ethical

work climate".

HR POLICIES

The HR policies revolve around the basic principle of creating a highly motivated,

vibrant and self-driven team. The Group is concerned about its employees and has in-

built systems to recognize & reward them periodically. This encourages them to perform

better, resulting in better productivity. Motivation plays an important role in HR

Development. In order to keep its employees motivated the Group has incorporated many

schemes.

RESPONSIBILITIES:

Recruitment as per plan.

Provide training as per plan.

Implementing appraisal and rewarding system. Implementation of HR policies.

Train & Motivate operator in multi skills.

Control Absenteeism.



9. SALES DEPARTMENT:

Sales Department in RSB Transmissions (I) Ltd. carry out the activities related to dispatch

of goods. They do not have a huge Sales team as they have B2B kind of business and their

customers are limited. So they have a very small team who looks after the sales activities.

RESPONSIBILITIES:

Dispatch the goods according to customers Requirement.

To record the Monthly Sale Statement.

To list out the Rejected Goods.

To provide the Monthly and yearly sales to finance

department.

Deciding about method and cost of transportation.



THEORETICAL BACKGROUND:

INTRODUCTION:

Absenteeism is the failure of employees to report for work when they are scheduled to work.

Employees who are away from work on recognized holidays, vacations, approved leaves of

absence, or approved leaves of absence would not be included. Absenteeism is becoming a

serious practice in labor oriented industries especially in those large industries where

laborers are working in mass. It is a matter of prime concern for the supervisors and

managers. They have to find the ways to overcome absenteeism.

Absenteeism is a serious workplace problem and an expensive occurrence for both

employers and employees seemingly unpredictable in nature. A satisfactory level of

attendance by employees at work is necessary to allow the achievement of objectives and

targets by a department. Employee Absenteeism is the absence of an employee from work. It

is a major problem faced by almost all employers of today. Employees are absent from work

and thus the work suffers. Absenteeism of employees from work leads to back logs, piling of

work and thus work delay.

“Absents constitutes a single day of missed work” (Martocchio & Jimeno 2003). “An

individual’s lack of physical presence at a given location and time when there is a social

expectation for him or her to be there”. (Martocchio & Harrison, 1993)

What exactly is “Employee Absenteeism”?

Employee Absenteeism can be defined as stress that leads to work exhaustion. Sadly, it is

the most gifted and committed employees that tend to burn out first. Because of their high

standards and tendency towards perfectionism, these employees end up burning the candle at

both ends.

It refers to workers absence from their regular task when he is normally schedule to work.

According to Webster’s dictionary, “Absenteeism is the practice or habit of being an

absentee and an absentee is one who habitually stays away from work.”In other words, it

signifies the absence of an employee from work when he is scheduled to be at work. Any

employee may stay away from work if he has taken leave to which he is entitled or on

ground of sickness or some accident or without any previous sanction of leave



Trends in Absenteeism

Surveys indicate the following generalities in absenteeism:

The higher the rate of pay and the greater the length of service of the employee, the fewer

the absences

As an organization grows, there is a tendency towards higher rates of absenteeism

Single employees are absent more frequently than married employees

Younger employees are absent more frequently than older employees

Older employees are absent for longer periods of time than younger employee’s

CAUSES OF ABSENTEEISM:

The rate of the absenteeism in Indian industries is very high and cannot be dismissed. A

Statistical study of absenteeism of Indian Labor observed that, the basic cause of

absenteeism in India is that industrial worker is still part-time peasant. Thus the workers go

to find jobs at cities after the harvesting their crops. It means that when the transplanting

season. These workers consider to the modern industrialism is insecure. Thus, cause to high

rate of the absenteeism in the industrial sector. According to the Labor Investigation

Committee (1946), there were many reasons that caused the absenteeism of the industrial

workers. The Commission pointed out many factors which caused the absenteeism in Indian

industries.

The causes of absenteeism are many and include:

Sickness and low vitality: The committee pointed out that sickness is most important

responsible for absenteeism in almost of the in Industrial sector. Epidemics like cholera,

small-pox and malaria always break out in severe from in most industrial areas. The low

vitality of the Indian workers makes them easy prey to such epidemics and bad housing and

unsanitary conditions of living aggravate the trouble. However, the Commission has been

noticed that the rate of absenteeism among the female workers is higher than their male

counterparts.



Means of Transport: The Commission also stated that the transport facilities also play very

important to contribute the absenteeism of the worker in the industries. It has been pointed

out that, the rate of absenteeism is higher in those factories where transport facilities are not

easily available as compared to those where such facilities are easily available or provided

by the factory itself.

Hours of work: The long hours of work also affect the workers efficiency and consequently

their sickness rate and absenteeism rate are increased.

Nightshift: It has also been pointed out that there is a greater percentage of absenteeism

during the nightshifts than in the dayshifts, owing to the greater discomforts of work during

the night-time.

Accident: Industrial accident depends upon the nature of work to be performed by the

worker and his ability for doing that work. In case of hazardous nature of job, the accidents

occur more frequently which lead to higher rate of absenteeism.

Social and religious Function: It has been noticed that workers become absent from their

duty on occasions of social and religious functions. Since the workers like to join their

families on such occasions, they go back to their villages for like to join short periods

After Pay-Day: The Labor Investigation committee also noted the level of absenteeism is

comparatively high immediately after the pay-day because they get their wages, they feel

like having a good time or return to their villages to make purchases for the family and to

meet them, so the absenteeism is high after they got paid.

Nature of work: The absenteeism rate is also affected by the nature of work. According to

Prof. William pointed out that absenteeism prevails because workers are not accustomed to

the factory life and factory discipline. In other words, absenteeism prevails because the

nature of work in factories is different from that for which the worker is accustomed. So

when they come to work in the factory, they feel strange, this new situation make them

uncomfortable, so lead to high rate of absenteeism of the industrial workers.

Other causes: The above factor which are caused the absenteeism in the Industrial which

are pointed out briefly by the Labor Commission. However, there can be to other factors



which caused the absenteeism in industrial sector. These factors are: a) personal Factors and

b) workplace factors.

PERSONAL FACTOR: The personal factor also divided into other sub-factors, these are:

a. Personal attitude: There are different attitude of employees. The Employees with strong

workplace ethics will respect their work and appreciate the contribution they make to their

companies. Such employees will not engage themselves in taking unscheduled off. On the

other hand, employees with very low or no work ethics are indiscipline and have lot of

integrity and behavioral issues. Since, they feel no obligation towards the company,

absenteeism comes easily to them.

Age: The younger employees are often restless. They want to spend time with their friends

and have fun, rather than being tied down with work responsibility. This lack of ownership

often leads them to take unauthorized time off. With age, people gain experience and

maturity, which makes them focused and responsible. Their approach is rather professional

and they prefer to stick to their chairs to get the work done. If ever they are found absent,

then it could be due to sickness.

c. Seniority: Employees, who have been with the company for a long time are well-

adjusted with the working culture and the job, therefore, they find no reason to be absent

without permission. On the other hand, new hires are more prone to taking ad hoc breaks to

unwind themselves.

d. Gender: Women generally do a balancing act by shuffling their time between home and

work. Family, being their foremost priority, they don't think twice before taking a step

towards absenteeism.



B. WORKPLACE FACTORS

i. Stress: The pressure at work sometimes takes a toll on the employees. This results in

increased levels of stress. The employees then resort to excuses that can help them stay

away from work.

ii. Work Routine: Doing the same job over a period of time can get monotonous. The

employees find the job functions boring. They rather choose time off to do something

interesting than come to work.

iii. Job Satisfaction: If employees do not find their job challenging, dissatisfaction creeps

in. That leads to more absenteeism in the workplace.

EFFECTS OF ABSENTEEISM

Following are the drawbacks of excessive absenteeism

1. ON INDUSTRY

Absenteeism in industry stops machines, disrupts processes, creates production bottle-necks,

Hampers smooth flow or continuity of work, upsets production targets, result in production

losses, increases direct overhead costs, increase work load of the inexperienced, less

experienced or sub standard workers as substitutes, this in turn creating problems of

recruitment, training, job adjustments, morale and attitudes of the employees.

2. ON WORKERS

Absenteeism reduces workers earnings and ads to his indebtedness, decrease his Purchasing

power, Makes it difficult for him to meet necessities of life, leading to Personal problems

and in many cases loss of employment and resultant disaster for his dependents. It affects

both quantity and quality of production. If more workers are absent, the total output is

affected. If alternative arrangement is made by employing casual workers who do not posses

adequate experience the quality of goods produced is affected. It affects the efficiency of

workers. The worker who joins after a long period of absence would normally be much less

efficient. It affects the discipline of the workers adversely. The worker who is attending to

his work irregularly may not care much about the discipline.



PROJECT PROFILE:

TITLE OF THE STUDY:

The presence of employees at a scheduled time is highly required for the smooth functioning

of production process. The company is facing the problem of absenteeism which is affecting

their production process. So I choose the topic for my study to be “A STUDY ON

EMPLOYEE ABSENTEEISM IN RSB TRANSMISSIONS (I) LTD.”

OBJECTIVES OF THE STUDY:

The objectives of this study are as follows:

1. To study about the organization.

2. To understand the roles & responsibilities of different departmental heads.

3. To understand the facilities provided to the employees.

4. To find the absenteeism rate in the company.

5. To know the reasons for Absenteeism.

6. To suggest the company with the remedies to minimize absenteeism.

NEED OF THE STUDY:

Any organization is working just because of its employees. If the organization has to prosper

then it’s very much needed that the employees do their job sincerely with all the dedication

regularly. One such problem which is been faced by RSB TRANSMISSIONS (I) Ltd., is

that the employees in this company are not attending their work regularly and which is

effecting their production. So this study will help the management to understand the reason

for high rate of absenteeism and can take corrective measures to minimize absenteeism

which will help them to prosper in their business.



RESEARCH METHODOLOGY:

The study relies on both primary as well as secondary data.

PRIMARY SOURCE OF DATA: Primary data was collected by conducting the survey

using questionnaire with personal interview. The questions prepared were mainly based on

the employee’s satisfaction with work in the co. and also to know about the reasons for the

high absenteeism rate. Some of the information was also collected from the employees

through personal interaction.

SECONDARY SOURCE OF DATA: The source of the secondary data is drawn from

RSB TRANSMISSIONS (I) LTD. company records and the website of the company.

Various journal articles have been referred for understanding the background of the study.

SAMPLE SIZE: The sampling method used is Stratified Random Sampling. The total

numbers of respondents which were randomly selected for survey was 100. The 100

respondents were the employees of RSB TRANSMISSIONS (I) LTD.

DATA ANALYSIS: Once the data is been collected it is then analyzed by using SPSS

Statistics 17.0 software & MS. Excel

LIMITATIONS OF THE STUDY:

1. Due to time constraint and the busy schedules of the employees it was not possible to

collect all the required data from them.

2. The responses may be influenced by personal bias.

3. Due to in-corrective understanding of some question the employee might have

answered the question wrongly.



EMPLOYEE ABSENTEEISM RATE:

It is quite obvious that not all employees are able to come to the workplace on all the days.

There are some employees who remain absent. Any organization can bear a small absence

rate until it does not make a problem in the working. Usually the acceptable absence rate in

a manufacturing industry is 2.5 to 3%. But once the absence rate increases it becomes

problem for the production people to reach their targets. Following is the absenteeism rate in

RSB Transmission (I) Ltd. Dharwad. The table shows the absence rate of past 6 months.

TABLE NO. 1 Month Absenteeism Rate

Jan '15 3.74

Feb '15 4.21

March '15 3.54

April '15 4.39

May '15 5.31

June '15 4.06

CHART 1 (SOURCE: DATA COMPILED FROM COMPANY RECORDS)

It’s been seen that the absenteeism rate was high in the month of May when compared to

other months. The reason of absenteeism being increased in the month of May is because the

company had got new targets to be reached in the month of April and the employees had

worked more than the usual hours. So we could see that the Absenteeism was more in the

month of May.

3.744.21

3.54

4.39

5.31

4.06

0

1

2

3

4

5

6

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

ABSENTEEISM RATE



DATA ANALYSIS & INTERPRETATION:

1. Area of Work: TABLE NO. 2

Options Frequency Percent Cumulative Percent

Battery box 1 1.0 1.0

Caterpillar 10 10.0 11.0

Centre Frame 4 4.0 15.0

Cutting shed 11 11.0 26.0

Dressing area 11 11.0 37.0

Final Welding 7 7.0 44.0

Lower Frame 5 5.0 49.0

Machine 11 11.0 60.0

Main frame assembly 11 11.0 71.0

Main Frame welding 1 1.0 72.0

Maintenance 4 4.0 76.0

Others 7 7.0 83.0

Press Break 3 3.0 86.0

Slider Frame assembly & welding 6 6.0 92.0

Slider Frame M/c Operator 3 3.0 95.0

Tail Frame welding 5 5.0 100.0

Total 100 100.0



CHART 2 (SOURCE: DATA COMPILED FROM SURVEY)

From the survey I can interpret that the employees are working in different areas in the shop

floor. The surveyed employees were working in the following areas that is, Battery box

where there were total of 4 employees, Caterpillar area where total there are 46 employees,

Centre frame where total employees are 10, Cutting shed where in total employees are 31,

Dressing area where total employees are 17, Final welding where total employees are 12,

Lower frame area where total employees are 17, machine area where total employees are 27,

main frame assembly where total employees are 11,main frame welding where total 6

employees are working, maintenance area where total 8 employees are working, in other

areas like helpers, drivers, Gardner’s etc total employees in this area are 22, press break

area where total employees are 6, slider frame assembly & welding total employees working

in this area are 19, slider frame machine operator in this area total 5 employees are working,

tail frame welding in this area total 14 employees are working.

* (Data according to the month of June).



2. Age (In Years):

TABLE NO. 3


<20 2 2.0 2.0

20-29 70 70.0 72.0

30-39 23 23.0 95.0

40-49 4 4.0 99.0

50-59

Above 60

1

0

1.0

0.0

100.0

Total 100 100.0


From the survey it could be seen that majority of the employees working in this company

are in the age group of 20-29 i.e. 70% of the employees fall in this age group. The next

major age group is 30-39 that is 23% of the employees fall in the age group of 30-39 & rest

2% in the age group of < 20, 4% fall in the age group of 40-49 & 1% fall in the age group of

50-59. As we could see from the data that majority of the employees are of young age and

are energetic.



3. Marital status

TABLE NO. 4


Single 60 60.0 60.0

Married

Divorce

40

0

40.0

0.0

100.0

Total 100 100.0


From the survey it can be interpreted that majority of the employees working in this

company are still bachelors i.e. 60% of the employees fall in this group, rest 40% of the

employees are married and none of them is divorced. This means that the family condition

of all the employees was quite good.



4. Monthly Income: TABLE NO. 5


Less than 4000

4000-6000

0

10

0.0

10.0

0.0

10.0

6000-8000 40 40.0 50.0

8000-10000 36 36.0 86.0

10000 & above 14 14.0 100.0

Total 100 100.0


From the survey I could interpret that 10% of the employee’s monthly income fell in the

range of 4000-6000, 40% of the employee’s monthly income was in the range of 6000-8000,

36% of the employee’s monthly income was in the range of 8000-10000 & rest 14% of the

employee’s monthly income was in the range of 10000 & above. The employees were

wishing for a hike in salary as the salary what they got was not sufficient for them to fulfill

their family’s day to day expenses.



5. Since how many years you are associated with this company?

TABLE NO. 6


< 1 year 24 24.0 24.0

1-2 year 32 32.0 56.0

3-4 year 14 14.0 70.0

4-5 year 6 6.0 76.0

More than 5 years 24 24.0 100.0

Total 100 100.0


From the survey I can interpret that majority of the employees working in this company are

associated with this company for around 1-2 years i.e. 32% of the employees are associated

with this company from past 1-2 years. Majority of the employees are fresher’s to this

company. The rest employees are either associated with this company for less than 1 year or

more than 5 years that is 24% of the employees fall in both of these categories. And only

14% of the employees are associated with this company for 3-4 years and rest 6% are

associated with this company for 4-5 years. From this data we could see that majority of the

employees are newly joined that is they are associated with the company for not more than 2

years.



6. Which shift do you find it more difficult to work?

TABLE NO. 7


General 17 17.0 17.0

First 20 20.0 37.0

Second 13 13.0 50.0

Third 18 18.0 68.0

None 32 32.0 100.0

Total 100 100.0


From the survey I could find that around 32% of the employees had no problem in any of

the shifts. And 20% of the employees said that working in the first shift was difficult for

them, that is from 6:00 AM to 2:00 PM. 18% of the employees say that working in the third

shift was difficult for them that is from 10:00 PM to 6:00 AM . Rest 17% had a problem in

working in the General shift that is from 8:30AM to 5:00 PM. & remaining 13% had a

problem working in the second shift that is from 2:00 PM to 10:00 PM



7. Does your job match with your qualification?

TABLE NO. 8


Yes 63 63.0 63.0

No 37 37.0 100.0

Total 100 100.0


From the survey it could be seen that 63% that is majority of the employee’s job match with

their qualification & rest 37% employees job do not match with their qualification. Though

37% employees job do not match with their qualification but they do their work efficiently

that is because they have got good training in that job. So assuming that more of the

absenteeism is because there qualification does not match with their job would not hold true.



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

TABLE NO. 9


From the data collected I could see that the employee’s are having a positive response

towards the job rotation. That is 75% of the employees want a job rotation. They want new

jobs to learn. This could be one of the reasons that employees are not regular to their work

because they are bored of their routine work. They want new jobs to learn.


Yes 75 75.0 75.0

No 25 25.0 100.0

Total 100 100.0



9. Is it possible for you to get leave whenever you require? TABLE NO. 1


Always 56 56.0 56.0

Often 33 33.0 89.0

Sometimes 9 9.0 98.0

Never 2 2.0 100.0

Total 100 100.0


From the survey it could be seen that56% of the employees that is majority of them say that

they get the leave whenever they require. But there are also such employees that are 33% of

them say that they get leaves often & not always & 9% say that they get leaves sometimes &

rest 2% say that they never get leaves. This discrimination between the employees in getting

the leaves may affect the absenteeism in the company. As the employees may not be getting

the leaves whenever they want so that may be the reason for the absenteeism.



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

TABLE NO. 11


0 13 13.0 13.0

1 33 33.0 46.0

2 34 34.0 80.0

3 13 13.0 93.0

More than 3 7 7.0 100.0

Total 100 100.0


From the survey it could be seen that only 13% of the employees never take any leave.

These are those employees who are working in the company from many years. There are

33% of the employees who take one leave in a month and 34% of the employees who take 2

leaves in a month. & 13% of the employees take 3 leaves & around 7% of the employees

take more than 3 leaves.



11. Which of the following do you avail often? TABLE NO. 12


Medical Leave 13 13.0 13.0

Privileged leave

Both Medical & Casual

0

7

0.0

7.0

13.0

20.0

Casual Leave 76 76.0 96.0

All 4 4.0 100.0

Total 100 100.0


From the survey it could be seen that majority of the employees avail casual leave that is

around 76% of the employees avail casual leave. 13% of the employees avail medical leave.

7% of the employees avail both medical & casual leave & rest 4% avail all the above

mentioned leaves. None of the employees only avail privileged leave. Many of the

employees are not aware of that leave so they do not avail that and avail only casual &

medical leave.



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

TABLE NO. 13


0 43 43.0 43.0

1-2 39 39.0 82.0

3-4 16 16.0 98.0

5-6 1 1.0 99.0

More than 6 1 1.0 100.0

Total 100 100.0


From the survey it could be seen that 43% of the employees do not remain absent in month.

And around 39% of the employees remain absent for 1 or 2 days in a month. 16% of the

employees remain absent for around 3 or 4 days in a month. And 1% remain absent for

around 5 or 6 days in a month and another 1% remain absent for more than 6 times in a

month. These absenteeism specially the ones who remain absent for 1 or 2 days o 3 or 4

days affect the production process. And which in turn affect their target for the month.



13. For what reason you remain absent?

TABLE NO. 14


Sickness 3 3.0 3.0

Long working Hours 8 8.0 11.0

Family Reason 22 22.0 33.0

Personal reason 60 60.0 93.0

Lack of interest in Job 7 7.0 100.0

Total 100 100.0


From the survey it can be interpreted that the reason for their absenteeism is mainly because

of personal work followed by family reason, long working hours, lack of interest in the job

& sickness. Around 60% of them say that they remain absent because of their personal

reasons & 22 % of them remain absent because of the family reason. 8% remain absent

because of long working hours & 7% remain absent because of lack of interest in the job.

And the rest 3% remain absent because of sickness. The major reason for absenteeism is

because of their personal problems.



14. How do you rate the facilities given to you by RSB Transmissions (I) Ltd.

Dharwad?

TABLE NO. 15


Very Good 21 21.0 21.0

Good 39 39.0 60.0

Fair 40 40.0 100.0

Bad

Very Bad

Total

0

0

100

0.0

0.0

100.0


From the survey I could see that 40% of the employees rate the facilities to be fair that is on

a scale of 5 they rate it to be 3 i.e. fair. 39% of the employees rate the facilities to be good

that they rate it as 2 on a scale of 5. And rest 21% of the employees rate the facilities of RSB

Transmissions (I) ltd. as very good, that is on a scale of 5 they rate it as 1 that is very good.

They are happy with the facilities provided to them. None of the employees rated the

facilities to be bad or very bad they did not rate it as 4 or 5 on a scale of 5.



15. Are you happy with the health & safety measures provided to you?

TABLE NO. 16


Strongly agree 21 21.0 21.0

Agree 58 58.0 79.0

Neutral 17 17.0 96.0

Not Agree 4 4.0 100.0

Strongly Disagree

Total

0

100

0.0

100.0


From the survey it could be seen that around 58% of the employees agreed, that is they were

happy with the health & safety measures provided to them by RSB Transmissions (I) ltd.

Around 21% of the employees strongly agreed that is they were very much happy with the

health & safety measures provided to them. 17% of the employees were in a neutral

situation that is neither they were happy nor they were not happy with the health & safety

measures provided to them. And rest 4% rated them as not agree that is they were not happy

with the health & safety measures provided to them.



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

TABLE NO. 17


Very Good 25 25.0 25.0

Good 48 48.0 73.0

Fair 24 24.0 97.0

Bad 3 3.0 100.0

Very Bad

Total

0

100

0.0

100.0


From the survey it could be seen that 48% of the employees rated their relation with the

superiors to be good. 25% of the employees rated their relation with their superiors to be

very good & 24% of them rated it to be fair enough. And around 3% of them rated their

relation with their superior to be bad. From this we can say that majority of them feel that

their superiors do not have a very good relation with them.



17. What kind of motivational factors can be adopted to increase the regularity of

the employees?

TABLE NO. 18


Good Employee relation 12 12.0 12.0

Good work Environment 28 28.0 40.0

Incentive/wage hike 32 32.0 72.0

Future Prospectus 19 19.0 91.0

Increase Job

Responsibility

9 9.0 100.0

Total 100 100.0


From the survey it could be seen that 32% of the employees see increase in incentive/wages

of them will act as the motivational factor to increase their regularity. 28% of them feel that

good work environment acts as a motivational factor for them. 19% of the employees feel

that future job prospectus acts as motivational factor for them to increase the regularity of

the employees. 12% of the employees say that maintaining good employee relation acts as a

motivational factor for them. And rest 9% of the employees say that increase in the job

responsibility will act as motivational factor for them to increase the regularity of the

employees.



COMBINED ANALYSIS:

1. COMBINED ANALYSIS OF AREAOF WORK AND NUMBER OF TIMES

EMPLOYEE REMAIN ABSENT.

TABLE NO. 19

ABSENT

Total 0 1 or 2 3 or 4 5 or 6 More than 6

AREA Battery box 0 0 1 0 0 1

Caterpillar 6 3 2 0 0 11

Centre Frame 0 3 1 0 0 4

Cutting shed 5 4 2 0 0 11

Dressing area 3 4 4 0 0 11

Final Welding 2 4 0 1 0 7

Lower Frame 3 2 0 0 0 5

Machine 4 5 1 0 1 11

Main frame assembly 4 6 1 0 0 11

Maintenance 2 2 0 0 0 4

Others 3 2 2 0 0 7

Press Break 2 1 0 0 0 3

Slider Frame assembly

& welding

3 1 2 0 0 6

Slider Frame M/c

Operator

1 2 0 0 0 3

Tail Frame welding 5 0 0 0 0 5

Total 43 39 16 1 1 100




From the survey it could be seen that around 6 employees remain absent for 1 or 2 days in a

month in the main frame area which is the important area of work. And also 4 employees

each remain absent for 1 or 2 days in cutting shed, dressing area & final welding. It’s also

been seen that 4 employee’s remain absent for 3 or 4 days in a month in the dressing area.

The majority of the absenteeism could be seen in the caterpillar area, cutting shed area,

dressing area, machine area, and Main frame assembly area. These are the main working

areas in the shop floor. So absenteeism in this area has to be minimized.



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

A MONTH.

TABLE NO. 20

Absent

Total

OPTIONS

0 1-2 3-4 5-6

>than 6

Age <20 1 0 1 0 0 2

20-29 31 26 11 1 1 70

30-39 9 10 4 0 0 23

40-49 1 3 0 0 0 4

50-59 1 0 0 0 0 1

Total 43 39 16 1 1 100




From the data it could be seen that the employees in the age group of less than 20 are only

two, in which one employee do not remain absent and the other one remain absent for 3 or 4

days.

The next age group is of the employees falling in the age of 20-29. In this age group we

could see that 31 employees do not remain absent at all, 26 of the employees remain absent

for 1 or 2 days, 11 employees remain absent for 3 or 4 days and one each remain absent for

5 or 6 days & more than 6 days respectively.

The next age group is of the employees falling in the age group of 30-39. In this age group 9

employees do not remain absent, 10 employees remain absent for 1 or 2 days and 4

employees remain absent for 3 or 4 days.

The next age group is of the employees falling in the age group of 40-49 very less percent of

the employees fall in this age group i.e. only 4% and they usually remain absent for 1 or 2

days

The next age group is of the employees falling in the age group of 50-59 and they do not

remain absent.

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

MONTH: TABLE NO. 21

Absent

Total Options 0 1-2 3-4 5-6 >than 6

Marital

Status

Single 25 22 11 1 1 60

Married 18 17 5 0 0 40

Total 43 39 16 1 1 100




From the data it could be found that 60% of the employees were single and 40% were

married. In those 60%, 25% of the employees never remained absent. The rest 22%

remained absent for 1 or 2 days, 11% of the employees remain absent for 3 or 4 days and the

remaining 2 % that is 1% each remained absent for 5 or 6 days & more than 6 days

respectively.

In the rest 40% married employees, 18% never remained absent, 17% remained absent for 1

or 2 days and the rest 5% remained absent for 3 or 4 days.



4. COMBINED ANALYSIS OF MONTHLY INCOME & NUMBER OF TIMES

EMPLOYEE REMAIN ABSENT IN AMONTH.

TABLE NO.22

ABSENT

Total OPTIONS a b c d e

MONTHLY

INCOME

4000-6000 5 4 1 0 0 10

6000-8000 17 18 4 0 1 40

8000-10000 15 12 9 0 0 36

10000 & ABOVE 6 5 2 1 0 14

Total 43 39 16 1 1 100


From the survey it can be interpreted that majority of the absentees are in the group who are

getting the salary in the range of Rs. 6000-8000 & Rs. 8000-10000. There are also employees

who remain absent though they are getting high salary that is in the range 10000 & above.



5. COMBINED ANALYSIS OF NUMBER OF YEARS ASSOCIATED WITH THIS

COMPANY AND NUMBER OF ABSENTS IN A MONTH

TABLE NO. 23

ABSENT

Total OPTIONS 0 1 or 2 3 or 4 5 or 6 More than 6

NO. of years

associated with this

co.

< than 1 year 13 6 4 1 0 24

1-2 years 11 13 8 0 0 32

3-4 years 4 7 2 0 1 14

4-5 years 3 2 1 0 0 6

More than 5 years 12 11 1 0 0 24

Total 43 39 16 1 1 100




From the data it could be seen that 24% of the employees were associated with the company

for less than 1 year, 32% of the employees were associated with this company for 1- 2 years,

14% of the employees were associated with this company for 3-4 years, 6% of the

employees are associated with this company for 4-5 years and rest 24% of them are

associated with the company for more than 5 years.

13% of the employees who are associated with the company for less than 1 year do not

remain absent and 13% of the employee’s who are associated with the company for 1 0r 2

years remain 1 or 2 days absent in a month. This means that the fresher’s usually do not

remain absent in their initial days but when they are associated with the company for 1 or 2

years they start remaining absent 1 or 2 days and some employees also employees remain

absent for 3 or 4 days. And also the employees who are associated with this company for

more than 5 years also remain absent. The absenteeism is been seen in the range of 1 or 2

years or more than 5 years that is employees who are associated with the company for 1 or 2

years or for more than 5 years mainly remain absent.

6. COMBINED ANALYSIS OF DIFFICULTY IN SHIFT & NUMBER OF ABSENTS

IN A MONTH: TABLE NO. 24

Absent

Total 0 1-2 3-4 5-6 >than 6

Shift General 7 6 4 0 0 17

First 6 12 2 0 0 20

Second 7 5 1 0 0 13

Third 6 7 4 0 1 18

None 17 9 5 1 0 32

Total 43 39 16 1 1 100




From the survey it’s been seen that many of the employees who find it difficult in working

in first shift remain absent. It’s been seen that those employee’s who find it difficult in

working in first shift, when they are appointed to work in first shift they remain absent.

Many of the employees who are comfortable in working in any of the shift do not remain

absent. So it could be seen that many of the employees remain absent for 1 or 2 days and

only few remain absent for 2 or 4 days. Employee’s who have difficulty in working in

general shift only 6 of them remain absent for 1 or 2 days, 4 employees remain absent for 3

or 4 days & 7 employees do not remain absent which means many of the employees who are

having problem working in general shift do not remain absent. Employees who are having

difficulty working in first shift remain absent for 1 or 2 days.



7. COMBINED ANALYSIS OF NUMBER OF LEAVES & NUMBER OF ABSENTS IN A MONTH

TABLE NO. 25

Absent

Total 0 1-2 3-4 5-6 >than 6

Leaves 0 12 0 0 0 1 13

1 11 18 4 0 0 33

2 12 16 5 1 0 34

3 7 2 4 0 0 13

More than 3 1 3 3 0 0 7

Total 43 39 16 1 1 100


From the survey it’s been seen that employees who take leaves for 1 or 2 days also remain

absent for 1 or 2 days. Employee’s who never took any leaves never remained absent as

well. The trend in RSB Transmissions (I) Ltd. is that the employees who take leaves for 1 or

2 days also remain for absent for 1 or 2 days.



FINDINGS & SUGGESTION:

FINDINGS FROM STUDY:

From this study I could find the following mentioned points:

From the past records of absentees it’s been found that the absenteeism rate in the the

company is around 4 to 5%

From the survey I could find that majority of the employees fall in the age group of

20-29. That is they all are young and energetic to work.

60% of the employees are single (unmarried) which means that they do not have too

much of family responsibilities onto them.

It’s been found that majority of the employees are having the monthly income in the

range of Rs.6000-8000 & Rs.8000-10000. But still the employees are expecting

more salary as they are not able to fulfill the needs of their family.

Most of the employees are not the old employees that are working from many years.

But I could see that they are fresh and do not know much about the working

environment of RSB Transmissions (I) Ltd.

The employees are comfortable enough in working with any shift almost 32% of the

employees do not have any problem working in any of the shifts. These employees

are more dedicated towards their work.

Though the company hires employee before getting to know their educational

qualification, yet there are 37% of the employees whose job and their educational

qualification is different. These employees whose job and educational qualification

do not match are those employees who are having prior wok experience.

I could find that almost all i.e. 75% of the employees need a job rotation. They get

bored with the same work so this lead for them to remain absent. They want changes

and want to learn new things.

I could find that whenever the employees wanted leaves they could get. But yes there

are also such employees who never get leaves. They feel differentiated in the

company. So these employees who are not able to get leaves in time of their work

tend to remain absent.



The main reason behind employees taking leaves will be because they will be having

some work to be completed they usually take a leave for 1 or 2 days and company do

not mind giving leaves to these employees who genuinely have some work to be

completed. There are also some employees who take leaves for more than 3 days;

these are those employees who have serious health issues with themselves or with

their family members.

Usually employees avail casual leaves followed by medical leaves and few

employees avail both medical and casual leaves depending on the situation.

It’s been seen that almost 43% of the employees do not remain absent and rest 39%

remain absent for 1 or 2 days in a month. These are those employees who remain

absent for family problems or personal problems.

It’s been found that the main reason for absence is personal problem, followed by

family problems and lack of interest, long working hours & sickness.

The employees are satisfied and have rated the facilities to be positive none of them

have rated that to be negative. They get all the basic facilities that is they have cab

facility, canteen facility, good working environment, first aid facilities etc.

RSB Transmissions (I) Ltd. have all the basic first aid facilities in the company and

in case of major injuries they have all the facilities to take them to the doctors and

get them treated. Also they provide safety glasses, earplugs, gloves as safety to the

employees. But still it’s been found that few employees are not happy with the health

& safety measures the company has. And some are having a neutral opinion about

this. Very few are highly satisfied with the health and safety measures provided to

them by the company.

It’s been found that many employees share a friendly relation with their superiors.

But there are also few employees who have a negative relation with their superiors

they do not like their superiors guiding them. They have built an image about their

superiors that they never appreciate their work.

It been found that the main factor which influences the employees to be regular to

work s to increase their wages/incentives. Few of the employees also feel that good

work environment and good employee relation will act as a motivational factor for

them to be regular to the work place.



It’s been found that majority of the absentees are in those areas of work where the

employees are more & where the work is very important like in cutting shed,

dressing are, machine are, main frame assembly area etc.

It’s also been found that the major absentees are of the age group 20-29 years. They

remain absent because they are not fully matured and serious about the work. The

employees in this age group still want to enjoy their life so they remain absent

irrespective of thinking the consequences of their absence.

The employees who are single have more possibilities of remaining absent then the

one who are married. As married employees have more responsibilities and are

grown up & mature enough.

It’s been seen that the majority of the employees remain absent whose monthly

income is in the range of Rs. 6000-8000 & Rs. 8000-10000

Majority of the employees who are absent are associated with the company for not

more than 2 years. These employees are new to the company and are not adjusted

with the environment so they remain absent regularly.

It’s been seen that employees who are working in first shift and find working in that

shift difficult, remain absent regularly.

It’s also been found that the person who avail leaves for 1 or 2 days also remain

absent for 1 or 2 days. As they are not allowed to stay on leave for continuous

period. So they remain absent.



FINDINGS FROM INTERACTION & OBSERVATIONS:

From the interaction with the employees I could find that many of the employees say

that due to routine work they remained absent. Employees say that if they increase

the salary then they would not remain absent. Some of the employees say that as they

get low salary so they remain absent for some days and do work in some other places

where they can earn some extra money. Some of the employees say that they do not

get leaves whenever they want for that reason they remain absent. Also the

employees are not fully happy with the health & safety measures provided to them.

That is the employees will be working on the machines continuously for 8 hours it

becomes hectic for them to work and they do not get medicines whenever they want.

So as rest they remain absent.

On asking the suggestion to reduce absenteeism they say that they should provide

leaves for them that is minimum of 2 leaves in a month. Some of them say that if

they increase the job responsibilities then absenteeism can be reduced. The

employees also say that whenever they require leave they are not been given,

whereas for the office staff and some employees it’s been easily given so they feel

differentiated and do not work with full dedication. It’s also been seen that some

employees do not have proper transportation facility so they remain absent.



SUGGESTIONS:

It’s been always said that until and unless the management and the employees do not

have a good relation with them. It’s not possible to solve any problem which is been

faced. So I would suggest the management team to create a good and friendly

relation with their employees. They must understand the problems which are been

faced by the employees and try to solve them

The cost associated with this is to spend some human resource staff time in

interacting with the employees

The expected benefits would be an improved employee and superior relation. And

would create a friendly relation so that they can solve the employee’s problem and

also the employees can help the management in times of problems faced by the

company.

The management should try to provide incentives to the employees on attending their

job regularly without remaining absent. This will act as the motivation to the

employees to be regular to the company.

The cost associated with this would be an additional amount of around 300 per

employee which will be around Rs. 12 per day.

And the benefits from this would be motivational factor to the employee. This will

act as both monetary & non monetary motivational factor. The expected results from

this would be employees being regular to their workplace and increase the

production which will increase their sales.

The management should also try to adjust the shifts of the employees i.e. if one

employee is scheduled to work in the general shift but he is not able to attend in that

shift. In case if the same employee is ready to attend the work in any other shift then

they should be allowed to do so, so that neither the work will be pending nor the will

have to remain absent.

There are no additional costs involved in this. It’s just the employee’s salary which

will be paid.



The benefits from this would be that neither the work will remain pending nor other

employees will have to work overtime to complete the work of the absent

employee’s.

The management should take strict action onto those employees who remain absent

for more than 2 days in a month. As most of the employees are young they are not

fully matured they want to enjoy life by spending time with friends, so taking a strict

action onto those employees will help the management in getting seriousness in

working environment.



CONCLUSION:

One of the most functional needs of an employee is to maintain its operation and service

without any interruption. Absent employees can have a profound effects on the ability of the

organization to operate effectively .Thus the desire to minimize employee absenteeism is

significance.

This study was conduct at RSB Transmissions (I) Ltd on the basis of the survey conducted it

came to be concluded that many of the employees say that if they are been provided with the

facility of leaves there will not be any problem to the management as well to them. And few

of the employees ask for the shift change to reduce absenteeism, incase if the employee is

not able to turn up to the work place then he should have an option to come in any other

shift and work so that the work will also not be pending.

Most of the employee’s say that the work environment is good they are satisfied with the

working hours, welfare facilities, and their relation with the superiors. But they are not

highly satisfied with the work environment. They say that the superior should maintain good

relation with the employees and also they should create a good working environment.

Most of the employees say that the HR manager should take actions to control absenteeism

that is by making employees fully aware of the organization policies and procedures,

maintain appropriate leave details accurate and up-to-date record of staff and implement

disciplinary procedure wherever required. Thus it can be concluded that RSB has employee

absenteeism which can be curbed if the suggestions are been considered.



BIBLIOGRAPHY:

INTERNET:

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

99/

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

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

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

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

ruction_equipment.html

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

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

COMPANY DOCUMENTS:

Documents of different department

Attendance Registers

Previous reports.

TEXT BOOK:

Essentials of Human Resource Management & Industrial Relations

By- P. Subba Rao

Himalaya Publishing House 2013 Edition

Chapter 12 Internal Mobility & Absenteeism

(Absenteeism page no. 298-301)

http://indiainbusiness.nic.in/newdesign/index.php?param=industryservices_landing/399/

http://indiainbusiness.nic.in/newdesign/index.php?param=industryservices_landing/399/

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

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

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

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

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

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

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



ANNEXURE:

QUESTIONNAIRE Sl. No.: ………

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

Absenteeism in RSB Transmissions (I) Ltd. Dharwad as a part of my Summer in plant project.

Please co-operate and help me in completing my study. The information given by you will be kept

confidential and will be used only for the purpose of study.

1. Name: _____________________________________________

2. Area of work : _____________________________________________

3. Age (In years):

a. Below 20 b. 20-29 c. 30 - 39 d. 40 - 49

e. 50-59 f. Above 60

4. Marital status

a. Single b. Married c. Divorced

5. Monthly income:

a. Less than 4000 b. 4,000-6,000 c. 6,000- 8,000 d.8,000-10,000

e. 10,000 & above

6. Since how many years you are associated with this company?

a. Less than 1 year

b. 1 – 2 years

c. 3 – 4 years

d. 4 – 5 years

e. More than 5 years

7. Which shift do you find it more difficult to work?

a. General Shift b. First Shift c. Second Shift

d. Third Shift e. None

8. Does your job match with your qualification?

a. Yes b. No

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

a. Yes b. No



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

a. Always

b. Often

c. Sometimes

d. Never

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

a. 0 b. 1 c. 2 d. 3 e. more than 3

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

a. Medical Leave b. Privileged Leave

c. Casual Leave d. All

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

a. 0 b. 1-2 c. 3-4 d. 5-6 e. more than 6

14. For what reason you remain absent?

a. Sickness b. Long working hours

c. Family reasons d. Personal reasons

e. Lack of interest in job

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

1 2 3 4 5

Very Good Good Fair Bad Very Bad

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

a. Strongly Agree b. Agree c. Neutral d. Not Agree

e. Strongly Disagree

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

a. Very good b. Good c. Fair d. Bad e. Very B

18. What kind of motivational factors can be adopted to increase the regularity of the

employees?

a. Good employee relation

b. Good work environment

c. Incentive/ wage hike

d. Future prospectus

e. Increase Job responsibility.



19. What are your suggestions to control absenteeism?

________________________________________________________________________

_______________________________________________________________________

Thank you for your valuable time.

Yash Rsb Final

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