Project Title-Absenteeism

Submitted to: Submitted by:

Dr. Dheeraj Sharma Sahil Goyal
Roll no: 18421172
 COMPANY PROFILE
 GlaxoSmithKline Consumer Healthcare Limited is an
Indian associate of Glaxo Smithkline Plc, U.K.

 Largest players in the health food drinks industry in India

 Manufacturing plants located in Nabha, Rajahmundry &

Sonipat has a total workforce of over 2700 people

 Flagship product- Horlicks

 GSKCH has distribution network in India comprising over

1800 wholesalers & direct coverage of over 4,00,000 retail
outlets.
HISTORICAL BACKGROUNG
 A merger took place between Smithkline
Beecham and Glaxo welcome and the new
company Glaxo Smithkline (GSK) was
formed on 27-dec-2000.

Glaxo

Merger GlaxoSmithKline
Smith Kline
Beecham
 GSK NABHA PLANT
 GSK’s Nabha plant is a huge manufacturing unit. Glaxo smith
Kline consumer Healthcare Ltd. having three factories, which
are located at Nabha, Rajahmundry and Sonipat. The
maharaja of Nabha (Maharaja Pratap Singh) laid the
foundation stone of the factory on 31st May 1959. The
factory went into production in March 1960. GSK Nabha
plant is the registered office of GSK consumer healthcare
Ltd. It is biggest unit of all the three manufacturing units.
The factory at Nabha is the mother unit and products
manufactured by this company fall under two categories of
consumer healthcare:
Nutritional Health Drink Horlicks & its variant

Gastrointestinal Eno fruit salts

Contd….

• The food powder (HORLICKS & BOOST) is manufactured

in Nabha.
• The requirement of workforce changes with change in
production policy. The plant at present employs a work
force varying from 1500 to 2000 out of which
approximately 1100 are permanent.
• There is a staff and management of about 150 persons.
There is a wage agreement for 3 years. The workers
also getting weekly off according to Labors Act.
• The plant runs 365 days a years in 3 shifts daily which
work from 5.15 a.m. to 1.15 p.m., 1.15 p.m. to 9.15
p.m. & 9.15 p.m. to 5.15 a.m.. The office opens 6 days
a week.
Contd….

• About 12 Milk collection centers were opened at a radius of

about 40km around Nabha, to meet the requirement of 20
tones of Milk per day.
• The main purpose of opening collection centers at village
level was to get good quality of Milk directly from the
producer and pay them good price, thus, raising their
standard of living. Nabha and Sonipat production facility
has already been certified for HACCP (Hazard Analysis
Critical Control Point for Food Safety).
• During the year the Nabha site received “The Best
Environment Protection Initiative 2006” award from the
Punjab Pollution Control Board.
BUSINESS STATIONS
At present Horlicks is dispatched from Nabha in bulk
quantity to the following packaging stations:
 GAUHATI (ASSSAM)
 BADDI (HIMACHAL PRADESH)
 Apart From packaging sessions at mentioned above the
malted food powder is also sent to Ghaziabad at M/s
Parson Nutritionals Pvt Ltd for manufacturing of biscuits
 PARSON GHAZIABAD
The marketing of the company’s products is done through
various regional sales offices situated at:
 NORTH (GURGAON OFFICE)
 WEST (MUMBAI OFFICE)
 EAST (KOLKATA OFFICE)
 SOUTH (CHENNAI OFFICE)
GSK MISSION:
Our global quest is to improve the quality
of human life by enabling the people:-
“To do more, feel better, and live longer”

GSK VISSION:
“The opportunity to make a difference to
the lives of billion of people”
PRODUCT PROFILE
The main product of the company are:
 Horlicks

 Junior Horlicks
 Boost

 Woman Horlicks

 Gopika ghee
Various Functions of HR
Department :

 Training
 Employee Relation
 Attendance Records & Development
 Employee Communication
 Welfare Activities
 Recruitment
 Wages and Salaries
 Absenteeism
Absenteeism can be defined as “Failure of
employees to report to work
when they are scheduled to work”.
Cont…
 The employees at GSK are provided 22 days leave per
year, casual or sick leaves of 2days are allowed after 2
days they are send written notice if they do not inform
about their absenteeism. There are other types of leaves
which include paternity leaves of 5 days, maternity leaves,
flexible hours and half day are provided to parents
attending their children. There is a union of workers who
are lead by the union leader who makes all the
communication on behalf of the workers with the top
management for making any demands or negotiations
which are their legal right given by the company law. They
are provided 22 days leave per year and 10 days casual or
sick leave. The employees are allowed to cashed their both
the leaves and most of the employees work throughout the
year and choose this option.
 Type of absenteeism
1 Authorized & unauthorized

2 Willful absenteeism

3 Innocent absenteeism

4 Culpable absenteeism
MEASUREMENT OF ABSENTEEISM:-
 Absenteeism rate=(Number of mandays
lost)/(Number of Mandays scheduled to
work)*100
 frequency rate=(Number of times in which the
leave was availed)/(total number of mandays
scheduled to work)*100.
 severity rate=(Total number of days absent
during a period)/(total number of times absent
during the period)*100
 High frequency rate and severity rate indicates
that the employee is absent more frequently and
for long time duration each time resulting in high
absenteeism.
CAUSES OF ABSENTEEISM

AGE FACTOR

SOCIAL AND RELIGIOUS CEREMONIES

HOUSING CONDITIONS

INDUSTRIAL FATIGUE

UNHEALTHY WORKING CONDITION

ALCOHOLISM

ABSENCE OF ADEQUATE WELFARE ACTIVITIES

INDEBTNESS

IMPROPER & UNREALISTIC PERSONNEL POLICIE

EFFECTS OF ABSENTEEISM

Decrease in productivity

Financial cost

Administrative cost
 OBJECTIVE OF MY STUDY
 To study the reason of absenteeism at GSK.
 To study employee working conditions
 To identify factors that motivate employees and
minimize absenteeism
 To find the suggestions which would help HR
department at Glaxo SmithKline Consumer
Healthcare Ltd to improve the current absenteeism.
 RESEARCH METHODOLOGY
The research is conducted to study the reasons of
absenteeism, employee working conditions and to
identify factors that motivate employees and minimum
absenteeism. The target population was also selected
according to the group of interest and its characteristics
to which the findings of the study will be generalized.
The sample units consists of only males as all the
employees (workmen) are male, 50 employees took
part in the research.
A Questionnaire was designed which included
questions related to absenteeism. The questions
framed were direct, simple, less time consuming.
CONTD.
Sample size- 50
Sampling technique- Random sampling

Data Collection:- there are 2 kinds of data collection

 Primary data :- Primary data is the data collected specially for a
specific purpose. The methods used for its collection are personal
discussion & questionnaire etc. The method used in collecting
primary data in my research was questionnaire. In this a set of
predetermined questions in a predefined order, the answers given
by the respondents were set to fill the questionnaire.
 Secondary data: Secondary data consists of information that
already exists somewhere and was collected for another purpose,
which may not be same as the purpose of research. Secondary
data used here was the records on absenteeism.
 LIMITATIONS OF THE STUDY
 The responses may be influenced by personal bias.

 Generally do not provide in-depth understanding of underlying issues,

reasons or behaviour patterns.

 The study may not cover each & every facility provided by the

organization.

 Some respondents may have distorted the figures / facts or may have

not disclosed the true information because of the hesitation to tell the

right data.
 SURVEY ANALYSIS
Q1. Classification of worker on the basis of age?

60

50
48
40

30
28
20

16
10
8
0
18-25 Age 26-35 Age 36-45 Age above 45

Above analysis show the trend that 28% of the employees are between 18-25age
group in organization, 26-35 age between is 8%, 36-45 age between is 16%. This
means 48% of the employees are above 45 years and are married and have
responsibility rather than young age group.
Q2 what is the marital status?

70
62
60

50

40 38

30

20

10

0
Single Married

INTERPRETATION – As per above representation it is observed that 62% of the employees are
married and 38% are single. Employees who were single are more prone to leaves as compared
to married individuals as they have the responsibility of their families. so the major concern
about the absenteeism revolves around the employees who are single.
Q3 how is your working environment in the organization?

50
46
45
40
35
30
30
25
20
20
15
10
4
5
0
very good good fair poor

It is observed that 46% of the employees think that the working environment is
good and 20% of the employees says it is very good, this means that working
environment is a satisfactory and not factor for absenteeism at GSKCH.
 Q4 Do you work overtime?

80

70
72
60

50

40

30
28
20

10

0
yes no

It is observed that 72% of the employees work overtime this means that the
maximum population works overtime. This shows that employees are eager to an
additional income.
 Q5 If yes, then how many hours on an average you work
overtime in a week ?

60

50

40

30

20

10

0
1-3 hrs 4-6 hrs 6 hrs+

As per the above representation it is observed that 52% of the employees work for
an average 1-3 hours per week, they show their need for money.
 Q6 Are there adequate welfare facilities provided ?

82

18

YES NO

It is observed that 82% of the employees say that welfare facilities are being
provided to them by the organization. So it means that they are satisfied with the
welfare facilities.
 Q7. Are the employees satisfied with the health and safety
measures of the company ?

50
45
40
35
30
25
20
15
10
5
0
Highly Satisfied Neutral Unsatisfied highly
Satisfied Unsatisfied
It is observed that 44% of the employees are somewhat satisfied with the health
and safety measures of the company, 24% highly satisfied which shows that health
and safety measures at GSKCH is up to mark and satisfactory.
  Q8. How do you rate your relationship with your superior ?

25

20

15

10

0
very good good fair poor
It is observed that 42% of the employees says that they have fair relationship with
their superior which means that there is a scope of improvement in the relationship of
employees with their superior as organization needs to have high rate of good or very
good relationship of employees.
  Q9 Are you aware about the absenteeism policies ?

40

35

30

25

20

15

10

0
yes no somewhat

As per above data representation it is observed that 68% of the employees are
fully aware about the absenteeism policies 26% are somewhat aware and only
6% are not aware about them it means proper training and information is being
sent to the employees full shop but still more efforts need to make to fill even
that 6% gap and convert their 26% somewhat into fully aware.
 Q10 For what reason do you take leave?

25

20

15

10

0
sickness lack of personal poor working long working
interest in job reasons condition hours

It is observed that 44% of the times employees are being absent due to personal
reasons. so personally reason on employees the root cause for absenteeism at
GSKCH.
 Q11 What are the reasons for employees to get absent on
personal reasons ?

18
16
14
12
10
8
6
4
2
0

As per the above representation it is observed that major personal reason of

employees being absent from the work are committed times of harvesting season
32%, consumption of alcohol or drugs 24% common domestic problem 20%.
 Q12 Motivational factors to improve employees regularity?

38

28

18
10 6

It is observed that employees feel that good employees and supervisor

relationship 38% and incentives wages hike 28% will be motivational factor to
improve employees motivation level and employees regularly.
SUGGESTIONS
 Organization can try to Increase the level of workers Participation in decision
making.
 More attention should be given for overall development of the employee
welfare facilities.
 Organization can motivate individuals by counseling and guidance.
 Organization can also think of arranging the transport facilities to the workers.
 Majority of them feel that they need a hike in their wages& salaries .So the
company may consider of increasing it.
 Individual attention to the employees regarding the health matters may be
considered on priority basis.
 Supervisors may be considered for management training.
 With the support of NGO’s can organize street play’s activities to raise
awareness about the ill effects due to consumption of alcohol and drugs.
 Awarding the employee on a quarterly basis who are having 100% attendance
in that quarter.
 Provide support to those employees who want to withdraw themselves from
the addiction of drugs and alcohol.
 Conclusion
Employee’s regular presence is a must to every
company as work progress can take place effectively
only if the employees are working without any break.
Same wise an employee can excel in his job and can
know his level of expertise in his job only when he
goes to work regularly.
There by the absenteeism rate is very low in GSK .
And this benefits both the organization and the
employee.
THANK YOU