2013

A Presentation on

UNILEVER INDIA EXPORTS LTD.

ABSENTEEISM

Submitted to : Prof. Pallavi Mittal Submitted by : Bhakti Kothari

INDUSTRY SETUP
SWOT
STRENGTHS OPPORTUNITIES

Get more out of Life

Deeply penetrated Unmatched Distribution Network Product Innovation through R & D Diverse Business Management
WEAKNESSES

New Markets Evolution Globalization Reasonable Purchasing Power Huge Rural Market Health Conscious Products
THREATS

More than 75 years of experience in India - Excellence Award

Direct Distribution reach to >2Mn Stores. Penetrated Market

Strong Competitors Substitute Products High Advertising Costs

No. 1 & Strong No. 2 in more than 95% of Business. Domestic & International

Economic Downturn Increase in Labor Production Cost New Local Products Legal Effects Global Competition

PRODUCT MARKET

STRATEGIES

UNILEVER INDIA EXPORTS LTD.

UIEL

Hair Care

Oral Care

Skin Care

Shampoos & Hair Cream

Toothpastes

Cream Lotions

SCOPE - OBJECTIVE
The scope of the study was limited only to the category of shop floor employees because in management cadre absenteeism is almost nil as people of this cadre are punctual & disciplined. Absence of these shop floor employees adversely affects the smooth flow of production. It becomes necessary on the part of the management to make efforts to reduce absenteeism in a planned manner. The study was conducted at HR Department in Unilever India Exports Ltd. (KANDLA). All the employees working in New Skin plant were considered under the scope of the survey work.

The objective of the study undertaken by me at Export Division of Unilever was: To observe & analyse the trends of Absenteeism at UIEL for a quarter period of March April May June 2013. To study the factors reasons responsible for erratic Absenteeism amidst the shop floor employees. To recommend controlling measures for the Absence Factor.

RESEARCH METHODOLOGY
RESEARCH PROBLEM
Controlling measures to minimise the Absence factor & the Absenteeism Rate for the Quarter period. Deductive Research Exploratory Research Analytical Research (historical data) Primary Data

RESEARCH DESIGN

SOURCES OF DATA SAMPLING PLAN

Sampling Unit (UIEL Employees) Sampling Frame (50 targeted shop floor employees) Sample (20 respondents) Response (accurate) Cluster Sampling (Simple Random Sampling Method)

PROBABILITY SAMPLING METHODS NON PROBABILITY SAMPLING METHODS

Convenience Sampling

SOURCES OF DATA

PRIMARY DATA

Questionnaire Method

Interview

Structured Questionnaire Method

Close Ended Questionnaire

Personal Interviewing

(1). DATA INTERPRETETION : LOST TIME RATE

Formula : Lost Time Rate = Total Absence (days) in the period * 100 / Possible total (days) available in the period
Months Lost time rate
25

% Beyond Criteria
22 20 15

March April May June

19% 15% 21% 19%

13 9

13 % Beyond Criteria

10
5 0 March

April

May

June

Criteria :
a). Employees absence 3 or less than 3 days = Defined Limits b). Employees absence more than 3 days = Beyond Criteria

(2). DATA INTERPRETETION : PIE CHARTS DISPLAYING ABSENTEEISM

9% 30%
A B

13%

34%

57%

A B C

57%

MARCH - 2013

APRIL - 2013

22%

13% 31%
A B

43% 44%

A B C

47%

MAY - 2013

JUNE - 2013

(3). DATA INTERPRETETION : CROSS TABULATION

Criterias for Employees
1. AGE

Categories of Aspects a. 21 30 b. 31 40 c. Above 40 a. Male b. Female a. Adequate b. Inadequate

Number of Employees 2 7 8 13 4 7 10

2. GENDER

A sequential Ladder A Scrutinized Questionnaire Screened List of Questions Covers Shop Floor Employees

3. NO. OF LEAVES

4. DURATION OF LEAVE

a. 1 day b. 2 3 days c. More than 3

a. Sickness b. Night shifts

4 7 6
16 1

5. REASONS FOR LEAVE

6. FACTORS FOR ABSENCE

a. Family b. Religious c. Social

a. Satisfied b. Unsatisfied

9 2 6
16 1

7. SATISFACTION LEVEL

CONCLUSION

The study of Unilever Ltd. enables me to conclude that overall attitude of the system is quite promising . Responses highlight that a large number of employees are duly satisfied with facilities provided . The Absenteeism Rate kept on fluctuating for the quarter period & could not make up

to HULs yearly target of 2%.

Outcomes declared Home & Personal Issues to be the most effective reasons of Absenteeism. Due emphasis is laid on Cleanliness & Hygiene areas both in plant & in township.

SUGGESTIONS
Re-start the Voucher & Gift facilities, which could keep the employees awakened all
the time to be at work. Gifts facilities should also get commenced as a reward of their Good Performance. Minimise the pattern of Consecutive Attendance from 3 months to 2 months. Practicing overstay through which employees earn compensatory leaves still cause absenteeism at instances. Varied Presentation Methods like Group Discussions, Multimedia, Internet Portals,

Individual / Group Research, etc needs to be developed.

Employees who fulfilled the targets well & attended the training sessions regularly, their Identities could be mentioned in the Organizations Newsletter. Line Managers or the Supervisors of respective Department could also attend the Education & Training sessions with their Employees. UIEL needs to come up with Transport Facilities . The organization at its convenience should also follow the system of Employees

Child Recruitment policy.