A STUDY ON EMPLOYEE ABSENTEESIM AT ATMIOS TECNOLOGIES AND SOFTWARE

SOLUTIONS

“A STUDY ON EMPLOYEE ABSENTEEISM AT ATMIOS

TECHNOLOGIES AND SOFTWARE SOLUTIONS KOCHI”
Submitted to in partial fulfilment of the requirements for the award of
the degree of
BACHELOR OF BUSINESS ADMINISTRATION
of
Mahatma Gandhi University, Kottayam

Submitted by
AJIL SUBASH
REG NO.:200021087302
Under the guidance of
Mrs. ANJU SANTHOSH

Assistant Professor

(Department of Commerce)

MUSALIAR COLLEGE OF ARTS AND SCIENCE,

PATHANAMTHITTA
(Affiliated to MG University,Kottayam)

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 A STUDY ON EMPLOYEE ABSENTEESIM AT ATMIOS TECNOLOGIES AND SOFTWARE
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DECLARATION

I, AJIL SUBASH, hereby declare that this report entitled “A STUDY ON EMPLOYEE
ABSENTEEISM AT ATMIOS TECHNOLOGIES AND SOFTWARE SOLUTIONS
KOCHI” as part of my curriculum for the partial fulfillment of BBA in Mahatma Gandhi
University, Kottayam is a reward of bonafide research carried out under the supervision
of Asst. Prof.Mrs.ANJU SANTHOSH , Commerce Department.

I further declare that, to the best of our knowledge this has not been previously
presented for theDegree or Diploma.

AJIL SUBASH

Reg No :200021087302

Place: Pathanamthitta

Date:

MUSALIAR COLLEGE OF ARTS AND SCIENCE

 A STUDY ON EMPLOYEE ABSENTEESIM AT ATMIOS TECNOLOGIES AND SOFTWARE
SOLUTIONS

MUSALIAR COLLEGE OF ARTS AND SCIENCE,

PATHANAMTHITTA

(Affiliated to MG University, Kottayam)

CERTIFICATE

This is to certify that the project entitled “A STUDY ON EMPLOYEE ABSENTEESIM AT

ATMIOS TECHNOLOGIES AND SOFTWARE SOLUTIONS” submitted in partial
fulfillment of the requirement for the Degree of BACHELOR OF BUSINESS
ADMINISTRATION Mahatma Gandhi University is a record of bonafide study and research
carried out by AJIL SUBASH (200021087302) during his studies in the Department of
Management in this college.

Prof. Dr. Vilzon Koshy Dr. Anju Elizabeth Cherian

(Principal) (Vice Principal)

Dr. Balagopal M K Mrs. Anju Santhosh

(Head of the Department) (Faculty Guide)

Internal Examiner External Examiner

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ACKNOWLEDGEMENT

During the course of present study. I received help and inspiration from many
individuals and sources. I wish to express my deep sense of gratitude to all those who
contributed directly or indirectly to complete my project work.

I am greatly indebted to our principal Prof. Dr. VILZON KOSHY for providing all the
requiredfacilities for completing the project work.

I take this opportunity to express my heartfelt thanks and gratitude to Asst.Prof.Dr.

ANJU ELIZABETH CHERIAN (Vice Principal) Asst.Prof BALAGOPAL M.K.
Head of the Department of Management, for valuable support and guidance.

I am thankful to my guide Asst. Prof.Mrs.ANJU SANTHOSH the keen interest and

continuous encouragement, which had inspired me throughout the study.

l express my sincere thanks to all friends, library facilities provided and well-wishers for
their cooperation in completing this project.

I remember with gratitude the management and all other officials of "ATMIOS
TECHNOLOGIES AND SOFTWARE SOLUTIONS KOCHI” for valuable support
and cooperation.

Above all I thank God “The almighty” for the benevolence he has shown to me for the
successful completion for this project.

AJIL SUBASH

Place: Pathanamthitta

Date:

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TABLE OF CONTENTS

SI. NO. CHAPTERS Page No.

I. INTRODUCTION 1
1.1 Introduction 2
1.2 Problem Definition 7
1.3 Objectives of the study 8
1.4 Scope of the study 8
1.5 Limitations of the study 9
II. LITERATURE REVIEW 10
III. INDUSTRY PROFILE 17
3.1 Brief History of the industry 18
3.2 Industrial performance – Global,
19
National &Regional
3.3 Prospects & Challenges in the industry 20

IV. COMPANY PROFILE 22

4.1 Brief History of the Organisation & Current 23
Boardof Directors/Organisational Chart
4.2 Mission, Vision Statement and Quality
policyfollowed 24
4.3 Business Process of the organisation –
ProductProfile 25
4.4 Strategies – Business, Pricing,Management 27
4.5 SWOT Analysis of the Company 29
V. RESEARCH METHODOLOGY 31
5.1 Statement of the problem 32
5.2 Research Design 32
5.3 Sample Design 32
5.3.1 Population 33
5.3.2 Sampling Technique 33
5.3.3 Sample Size 33
5.4 Data Collection Design 33
5.4.1 Data Sources 33
5.4.2 Data Collection tools 35
5.4.3 Data Analysis Tool 36

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VI DATA INTERPRETATION & ANALYSIS 37

VI FINDINGS, SUGGESTIONS & 55
I CONCLUSION
ANNEXURE 59

ANNEXURE 1 – Bibliography 60
ANNEXURE 2 - Questionnaire 65

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LIST OF TABLES

Table no: Title Page

No:
6.1 TABLE SHOWING THE PERMANENT 38
EMPLOYEES IN THE ORGANISATION
6.2 TABLE SHOWING THE YEARS OF 39
EXPERIENCE OF THE EMPLOYEES IN THE
ORGANISATION.
TABLE SHOWING WHETHER THE COMPANY 40
6.3 PROVIDE LEAVE FACILITY TO THE
EMPLOYEES
6.4 TABLE SHOWING HOW MUCH THE 41
EMPLOYEES ARE SATISFIED WITH THE
LEAVE FACILITY PROVIDED BY THE
EMPLOYER.
6.5 TABLE SHOWING DOES THE EMPLOYEES 42
PROVIDE ANY PRIOR INFORMATION TO
MANAGEMENT ABOUT THEIR LEAVE.
6.6 TABLE SHOWING HOW MANY LEAVE DOES 43
THE EMPLOYEES TAKE IN AMONTH
6.7 TABLE SHOWING THAT DO THE 44
EMPLOYEES FEEL ANY MEASURES ARE
TAKEN BY THE COMPANY TO REDUCE
ABSENTEEISM
6.8 TABLE SHOWING ANY PROBLEM 45
PREVAILING IN THE ORGANISATION.
6.10 TABLE SHOWING THE ORGANISATION HAS 46
ANY GRIEVANCE DEPARTMENT FOR SOLVI
NG THE PROBLEM.
6.11 TABLE SHOWING THAT TO WHOM 47
GRIVANCE IS INITIALLY REPORTED
6.12 TABLE SHOWING EMPLOYEES SATISFIED 48
WITH GRIEVANCE HANDLING PROCEDURE
6.13 TABLE SHOWING IS THERE ANY 49
ADEQUATE WELFARE FACILITY TO
REDUCE ABSENTEEISM.

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6.14 TABLE SHOWING WHICH FACILITY IS 50

THERE TO REDUCE ABSENTEEISM

6.15 TABLE SHOWING THE SATISFACTION OF 51

THE EMPLOYEES WITH THE PRESENT
WORKING ENVIRONMENT IN THE
ORGANISATION
6.17 TABLE SHOWS THE RELASHIONSHIP WITH 52
CO WORKERS.
6.18 TABLE SHOWING DOES THE COMPANY 53
REGULARLY EXCHANGE IDEAS WITH
EMPLOYEES
6.19 TABLE SHOWING THE MOTIVATION 54
FACTORS ADOPTED BY THE COMPANY TO
IMPROVE EMPLOYEE’S REGULARITY

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LIST OF CHARTS

Chart Title Page

no: No.

6.1 CHART SHOWING THE PERMANENT 38

EMPLOYEES IN THE ORGANISATION
6.2 CHART SHOWING THE YEARS OF 39
EXPERIENCE OF THE EMPLOYEES IN THE
ORGANISATION.
CHART SHOWING WHETHER THE 40
6.3 COMPANY PROVIDE LEAVE FACILITY TO
THE EMPLOYEES
6.4 CHART SHOWING HOW MUCH THE 41
EMPLOYEES ARE SATISFIED WITH THE
LEAVE FACILITY PROVIDED BY THE
EMPLOYER.
6.5 CHART SHOWING DOES THE EMPLOYEES 42
PROVIDE ANY PRIOR INFORMATION TO
MANAGEMENT ABOUT THEIR LEAVE.
6.6 CHART SHOWING HOW MANY LEAVE 43
DOES THE EMPLOYEES TAKE IN AMONTH
6.7 CHART SHOWING THAT DO THE 44
EMPLOYEES FEEL ANY MEASURES ARE
TAKEN BY THE COMPANY TO REDUCE
ABSENTEEISM
6.8 CHART SHOWING ANY PROBLEM 45
PREVAILING IN THE ORGANISATION.
6.10 CHART SHOWING THE ORGANISATION 46
HAS ANY GRIEVANCE DEPARTMENT FOR
SOLVI NG THE PROBLEM.
6.11 CHART SHOWING THAT TO WHOM 47
GRIVANCE IS INITIALLY REPORTED
6.12 CHART SHOWING EMPLOYEES SATISFIED 48
WITH GRIEVANCE HANDLING
PROCEDURE
6.13 CHART SHOWING IS THERE ANY 49
ADEQUATE WELFARE FACILITY TO
REDUCE ABSENTEEISM.

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6.14 CHART SHOWING WHICH FACILITY IS 50

THERE TO REDUCE ABSENTEEISM
6.15 CHART SHOWING THE SATISFACTION OF 51
THE EMPLOYEES WITH THE PRESENT
WORKING ENVIRONMENT IN THE
ORGANISATION
6.17 CHART SHOWS THE RELASHIONSHIP 52
WITH CO WORKERS.
6.18 CHART SHOWING DOES THE COMPANY 53
REGULARLY EXCHANGE IDEAS WITH
EMPLOYEES
6.19 CHART SHOWING THE MOTIVATION 54
FACTORS ADOPTED BY THE COMPANY TO
IMPROVE EMPLOYEE’S REGULARITY

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CHAPTER – 1
INTRODUCTION

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1.1 INTRODUCTION TO THE TOPIC

DEFINITION OF EMPLOYEE ABSENTEEISM

According to the Indian Factories Act, 1948, ―Absence is the failure of an employee to report
for work on duty when he is scheduled to work on his duty. An employee is to be considered
as scheduled to work when the employer has work available for him and the employee is
aware of it‖.

EMPLOYEE ABSENTEEISM

Absenteeism is what happens when an employee begins to chronically miss work.

Absenteeism is expensive to employers, bosses and co-workers and can cost repeat offenders
their job. But while absenteeism is often perceived as an employee issue, newer research
reveals it can also be a symptom of a much larger employer-based issue. Employee
Absenteeism refers to the habitual non-presence of an employee at their job. Habitual non-
presence extends beyond what is deemed to be within an acceptable realm of days away from
the office for legitimate causes such as scheduled vacations, occasional illness, and family
emergencies. Absenteeism is broadly defined as employee absence from work for lengths
beyond what is considered an acceptable time span. Frequent causes of absenteeism include
burnout, harassment, mental illness, and the need to care for sick parents and children. There
are reasonable causes for short absences, including vacation or occasional illness, and
obligatory responsibilities like jury duty.

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TYPES OF EMPLOYEE ABSENTEEISM

Based on Reason
1. Innocent Absenteeism

It is that type of absenteeism in which an employee doesn‘t come to work because of a

genuine cause or reason. This may be because of illness or family issues or any other
bona fide cause.

2. Culpable Absenteeism

When the employee or worker is not coming to work without any real cause, i.e.
pretentious illness or vacation or staying at home. It is culpable absenteeism

Based on Authorization
1. Authorized Absenteeism

When the employee has taken prior permission from the employer for leave and it was
granted, such type of absenteeism is unauthorized absenteeism.

2. Unauthorized Absenteeism

This occurs when the employee is absent from work and he has not taken prior
permission from the employer

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Some various forms of absenteeism are as follows:

1) Holidays

Employees plan their holidays in advance to spend time with their families. Every organization
9has a pre-approved number of holidays which the employee can avail. Planned holidays are
called vacations and organizations even pay the expenses for holidays under the category of
leave travel allowance (LTA).

Holidays are paid leaves which the employee can avail on yearly or on monthly basis, as per the
policy of the organization. Holidays are taken either for vacation purpose or for any family .
Few event organizations offer a sabbatical for employees which is classified under holidays.

This is not seen as a negative type of absenteeism and if an employee does not take holidays the
organization pay salary for the days worked. In companies like Google, it is mandatory for
employees to avail all the holidays. They believe that making employees overwork is not a
good option and taking holiday once in a while is healthy for the employee and productive for
the organization.

Organizations have different policies and different leave structure but most of the
multinationals provide about 30 days of paid leaves which the employees can avail in a period
of one year.

2) Maternity or paternity

Employees can avail maternity or paternity leave in the organization for a limited number of
days. The number of days differs from organization to organization. Paternity leave is usually
lesser than maternity leave.

Female employees can avail about six months or more of maternity leaves. There are
organizations which approve work from home during this period. Paternity leave is anywhere

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between one day to one week. Both maternity and paternity are paid leaves and employees may
extend it after approval from the organization.

3) Work from home

Many organizations offer work from home options for their employees. Employees can avail
this facility for a limited number of days wherein the employee can work from home and the
employees fully paid for it. Although the employee is not entirely absent from the organization
it is categorized under the form of absenteeism.

4) Sick leave / unauthorized

A sickness is an unplanned event which every employee suffers from time to time. Every
organization has a limited number of approved sick leaves and in most of the organizations,
these are paid. Sickness is not something that employee plans for and hence organizations
remain flexible as long as employees are not recovered fully.

Most of the multinational does not keep a capping on the number of sick leaves as illness may
extend from one day to one month or one year depending on the severity of illness. The
accident is another category of the sick leaves. Employees travel on business purposes during
which they may face an unfortunate event of an accident. Accidental recoveries take a long
time and may extend for years.

Most of the organizations take responsibility for all of the expenses of the employee if the
employee has suffered an accident in the workplace or while traveling for work. Other
organizations pay employees through insurance. It is the sole discretion of organization whether
to keep the employee or ask to resign on account of long-term illness or accident.

5) Bereavement

This is a leave availed by the employee when someone in the family passes away. Very few
organizations provide bereavement leave, which ranges from one day to a couple of days. It is
generally unplanned but approved type of Absenteeism.

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6) Disengagement

Employees meeting to dislike work which leads to disengagement. More precisely this is
termed as active disengagement. The employees on purpose do not take an interest in the
proceedings of the organization. Demi take leaves on important days might not do the work
correctly, do not be supportive to the others in the team, may always pick a fight with seniors
and bosses.

Disengagement is a serious concern for most of the organizations. to reduce the disengagement
organizations have come up with all sorts of rewards and recognition for the employees which
include incentives, pay for extra work, overtime salary. Organizations have also followed
the strategy of moving the employees into the area of interest. This makes employees work on
the project of his liking rather than sulk in the area of work of his disliking.

The other part of disengagement is passive disengagement wherein the employees may not be
attentive at work due to the reasons out of their control. Things like family disputes, family
issues, sickness in the family or personal issues may be the cause of passive disengagement.
Many organizations have initiated employee assistance cells wherein employees can discuss
their personal problems in full confidence and the cells provide or attempt to provide a solution
to their problems. The solution may be in monetary or non-monetary terms.

7) Overworking

A lot of employees overwork every day, which may be due to financial or non-financial
reasons. Financial reasons may include the need for money for family needs, while non-
financial reasons may include struggling to save the job, workaholics or pressurizing boss.

Employees work to provide for the family but sometimes the salaries may not suffice the needs
of the family is due to which employees may have to work overtime in the same organization or
pick up another job to provide for the family. This leads to overworking burnout and ultimately
absenteeism. There are times when an organization may be going through a phase of cost-
cutting.

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To prove their efficiency employees, have to work double time and justify their salaries and
save jobs. That will only be possible after overworking which ultimately leads burnout and this
leads to intentional long-term absenteeism. Incompatibility with supervisors may be other
reason for absenteeism.

8) Personal reasons

Every individual is different and so is every employee. The personal reasons for one employee
may not be applicable to all the employees. Personal reasons may include but are not limited
to, workplace bullying wherein other employees pick on the employee and disturb the work-life
balance.

Bullying can be related to personal inefficiencies or racial causes. Organizations have now
become aware of this problem and encourage employees to talk about it with the respective HR.
Depression is another cause due to which there may be employee absenteeism. Depression may
be due to personal or professional reasons but can be noticed in the behavior of employee very
easily.

1.2 PROBLEM DEFINITION

Absenteeism refers to absence from work that extends beyond what would be considered
reasonable and customary due to vacation, personal time, or occasional illness. Companies
expect their employees to miss some work each year for legitimate reasons.

Missing work becomes a problem for the company when the employee is absent repeatedly
and or unexpectedly, especially if that employee must be paid while they are absent.
Absenteeism is also a particular problem if an employee is missing in action during busy times
of the year or when deadlines for major projects are approaching.

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1.3 OBJECTIVES OF THE STUDY

The purpose of the Employee Absenteeism Project Study in Atmios Technologies are as
following;

1) To study the present rate of absenteeism in Atmios Technologies.

2) To identify the reason for absenteeism among the employees.

3) To identify the steps required to reduce the rate of absenteeism.

4) To identify the factors that motivates the employees that minimize the absenteeism.

1.4 SCOPE OF THE STUDY

A study on employee absenteeism has a scope of learning and defining the objectives that needs
to followed by the employees in order to complete the assigned work. The purpose of this study
is to investigate if there is any employee absenteeism at Atmios Technologies. Additionally, the
aim of the study is to know what all remedies are taken by company to reduce absenteeism.
This study will help to learn the limitations by implementing the questionnaires of this problem.

The purpose of this paper is to review the literature on employee absenteeism as a form
of withdrawal behavior apart from turnover. Studies examining the psychometric properties of
absence measures are reviewed, along with the relation between absenteeism and personal,
attitudinal, and organizational variables.

Studies exploring the relationship between absenteeism and turnover are examined according to
the unit of analysis studied in the research. Programmatic efforts to reduce employee
absenteeism are also reviewed. Throughout the paper emphasis is placed on the indices used by
investigators to measure absenteeism, and the problems that have arisen in
the literature through the use of multiple indicators of absenteeism. The review concludes with
suggestions for research that are of both theoretical and practical concern.

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1.5 LIMITATIONS OF THE STUDY

The following are limitation of the study:

 Busy work schedule of the employees is one of the other main factors.

 Limited time had restricted to go for exhaustive and detailed study.

 Interviewing with shift workers was very difficult.

 There may be bias of the respondents.

 Data collected from the organization may not be completely dependable employees are

not ready to disclose the whole facts.

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CHAPTER – 2
THEORETICAL FRAMEWORK & LITERATURE REVIEW

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MEANING:

Employee absenteeism refers to the practice of an employee not showing up for work without a
valid reason or without informing their employer in advance. Absenteeism can occur due to
various reasons such as illness, personal problems, family issues, lack of motivation, job
dissatisfaction, and more.

Absenteeism can have negative consequences for both the employee and the employer. For
employees, it can result in loss of wages, damage to their reputation, and even termination of
their employment. For employers, absenteeism can lead to decreased productivity, decreased
morale among remaining employees, increased workload for other employees, and financial
losses.

Employers may try to address absenteeism by implementing policies and procedures that
encourage attendance and discourage unnecessary absences. This could include offering flexible
work arrangements, providing sick leave and other benefits, and enforcing disciplinary
measures for excessive absenteeism.

DEFINITION

Martocchio , J.J. (1989), defines of employee absenteeism as the lack of physical presence at a
given location and time when there is a social expectation for the employee to be there.

Gibert. Et. al. (1992) Studied if continuous exposure to air conditioning during working hours has
an observable effect on health.

The labour bureau (1962) defines absenteeism as the total shifts lost because of absence
as percentage of the total number of men shifts scheduled to work likewise defines it as ―the
temporary cessation of work for not less than one whole working day initiate of the worker
when his presence is expected by the employer‖.

Dakely C.A. (1948) ―Absenteeism is the ratio of the number of production man-days or shifts lost
to the total number of productions scheduled to work‖

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Grobler and colleagues’ process model on the major influences of absenteeism, an

employee‘s attendance motivation, on the one hand, and ability to attend, on the other, is the
two primary drivers of employee absenteeism.

Kaman (1995, p.238), younger employees have higher absence rates, but as employees
approach middle age, the rate decreases; Kaman adds that the second rise in absenteeism rates
may be observed after the age of 50 years due to an increase in debilitating diseases from this
age onward. Attitudinal characteristics include dissatisfaction with work, which is a major
determinant of employee absenteeism.

Nel. et al. (2008), excessive authorised absence is reflective of a permissive organisational

culture where employees are likely to abuse the high degree of flexibility.

Swarnalatha and Sureshkrishna (2013, p.1) define absenteeism simply as the ―failure to
report to work‖ and suggest that employees who regularly or habitually absent from their
workplace are a threat to the organization and turn it into a ―deviant workplace‖.

Senel and Senel (2012, p.1144) take a more measured approach, defining absenteeism as the
―lack of presence of an employee for planned work‖.

TYPES OF EMOLOYEES ABSENTEEISM:

There are different types of employee absenteeism, which can be classified based on the reasons
for the absence. Here are some of the common types of employee absenteeism:

 Sick Leave Absenteeism: This is when an employee is absent from work due to illness
or injury. It may be short-term or long-term, depending on the severity of the illness or
injury.
 Personal Leave Absenteeism: This type of absenteeism occurs when an employee takes
time off from work for personal reasons such as family events, appointments, or other
personal commitments.

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 Vacation Leave Absenteeism: This is when an employee takes time off from work for a
planned vacation or break. It is usually approved in advance by the employer and is
considered a benefit of employment.
 Unauthorized Absenteeism: This is when an employee is absent from work without
proper authorization or a valid reason. It could be due to reasons such as laziness, job
dissatisfaction, or personal issues.
 Late Coming Absenteeism: This is when an employee is habitually late for work or does
not report to work on time. It can cause disruption to the work environment and affect
productivity.
 Leave Without Pay Absenteeism: This is when an employee takes time off from work
without pay, often due to personal reasons or an inability to work. It can be a result of
personal financial difficulties or lack of motivation.

Understanding the different types of absenteeism can help employers address the underlying
causes and take appropriate measures to minimize absenteeism and improve productivity.

Employee absenteeism can have significant consequences for both the employee and the
employer. Here are some of the significant effects of employee absenteeism:

 Reduced Productivity: When employees are absent from work, it can affect the
productivity of the organization. Other employees may have to take on additional
workloads, resulting in a decrease in efficiency and output.
 Increased Costs: Absenteeism can result in increased costs for the organization, as the
employer may have to pay for overtime, temporary staff, or lost productivity.
 Decreased Morale: Frequent absenteeism can have a negative impact on employee
morale, resulting in a decrease in motivation and job satisfaction. It can also lead to
increased stress for remaining employees who have to cover the workload of the absent
employee.
 Poor Performance: Frequent absenteeism can lead to poor performance and decreased
quality of work, resulting in a negative impact on the overall performance of the
organization.

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 Disciplinary Action: Employers may have to take disciplinary action against employees
who are frequently absent, which can lead to a damaged relationship between the
employee and the employer.

Objectives Of Addressing Employee Absenteeism:

 Improve Productivity: The primary objective of addressing absenteeism is to improve

productivity. When employees are present and engaged in their work, they are more
likely to complete their work on time, and the organization will be more productive.
 Reduce Costs: Absenteeism can result in increased costs for the organization, such as
overtime, temporary staff, or lost productivity. By addressing absenteeism, employers
can reduce these costs and improve the organization's financial performance.
 Improve Employee Engagement and Morale: When employers address absenteeism,
they send a message to their employees that their attendance and contribution are
valued. This can improve employee engagement and morale, resulting in a more
positive and productive workplace culture.
 Reduce Turnover: Frequent absenteeism can lead to employee burnout and
dissatisfaction, resulting in higher turnover rates. Addressing absenteeism can help
reduce turnover by promoting a healthier and more supportive work environment.
 Ensure Compliance: Employers have a legal obligation to comply with laws and
regulations related to employee attendance and leave entitlements. By addressing
absenteeism, employers can ensure that they are meeting their legal obligations and
avoiding legal disputes.

The function of addressing employee absenteeism is to minimize the negative impact of

absenteeism on the organization and its employees. Here are some of the functions of
addressing employee absenteeism:

 Identify the Underlying Causes: The first function of addressing absenteeism is to

identify the underlying causes of absenteeism. This involves gathering data on

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employee absenteeism, such as the frequency and duration of absences, and

analyzing this data to identify patterns and potential causes.
 Develop Strategies to Address Absenteeism: Once the underlying causes of
absenteeism have been identified, employers can develop strategies to address them.
This may involve implementing policies and procedures that encourage attendance
and discourage unnecessary absences, providing support to employees who are
struggling, and promoting a healthy work-life balance.
 Communicate with Employees: Employers need to communicate with their
employees about the importance of attendance and the impact of absenteeism on the
organization. This can help raise awareness of the issue and encourage employees to
take responsibility for their attendance.
 Monitor and Evaluate the Effectiveness of Strategies: Employers should monitor and
evaluate the effectiveness of their strategies to address absenteeism. This involves
tracking employee attendance and evaluating the impact of strategies on absenteeism
rates, productivity, and employee morale.
 Take Action When Necessary: If an employee's absenteeism is excessive or has a
significant impact on the organization, employers may need to take disciplinary
action. This may involve implementing progressive discipline, such as verbal
warnings, written warnings, and suspension, or termination of employment.

There are several factors that can contribute to employee absenteeism, including:

 Health Issues: Employees may be absent due to health issues such as illness, injury, or
chronic health conditions. This can be a significant factor in industries that involve
physically demanding work or exposure to infectious diseases.
 Personal Problems: Employees may also be absent due to personal problems such as
family issues, financial difficulties, or stress-related problems. These issues can affect
employees' mental health, resulting in absenteeism.
 Work-Related Stress: Work-related stress can also contribute to employee
absenteeism. Employees may feel overwhelmed by their workload, feel unsupported
by their colleagues or managers, or experience conflict with coworkers.

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 Low Job Satisfaction: Employees who are unhappy with their job or work
environment may be more likely to be absent. This can be due to factors such as low
pay, lack of recognition, poor communication, or a lack of opportunities for career
advancement.
 Organizational Culture: The organizational culture can also be a factor in employee
absenteeism. If the organization does not prioritize employee wellbeing or if there is a
culture of presenteeism (employees coming to work even when sick), employees may
be more likely to be absent.

BENEFITS:
Addressing employee absenteeism can provide several benefits to an organization,
including:

 Increased Productivity: When employees are present and engaged in their work, they are
more likely to be productive. Addressing absenteeism can help ensure that employees
are available to complete their work, resulting in increased productivity.
 Reduced Costs: Absenteeism can result in increased costs for the organization, such as
overtime, temporary staff, or lost productivity. By addressing absenteeism, employers
can reduce these costs and improve the organization's financial performance.
 Improved Employee Engagement and Morale: When employers address absenteeism,
they send a message to their employees that their attendance and contribution are
valued. This can improve employee engagement and morale, resulting in a more
positive and productive workplace culture.
 Reduced Turnover: Frequent absenteeism can lead to employee burnout and
dissatisfaction, resulting in higher turnover rates. Addressing absenteeism can help
reduce turnover by promoting a healthier and more supportive work environment.
 Compliance with Legal Obligations: Employers have a legal obligation to comply with
laws and regulations related to employee attendance and leave entitlements. By
addressing absenteeism, employers can ensure that they are meeting their legal
obligations and avoiding legal disputes.

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CHAPTER -3
INDUSTRIAL PROFILES

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3.1 BRIEF HISTORY OF THE INDUSTRY

Information Technology has made possible information access at gigabit speeds. It has made
tremendous impact on the lives of millions of people who are poor, marginalized and living in
rural and far-flung topographies. Internet has made revolutionary changes with possibilities of
government measures like health, education, agriculture, etc. Today, whether its filing Income
Tax returns or applying for passports online or railway ticketing, it just need few clicks of the
mouse. India‘s IT potential is on a steady march towards global competitiveness improving
defense capabilities and meeting up energy and environmental challenges amongst others. The
industry has played a significant role in transforming India‘s image from a slow-moving
bureaucratic economy to a land of innovative entrepreneurs and a global player in providing
world class technology solutions and business services. The industry has helped India transform
from a rural and agriculture-based economy to a knowledge-based economy.

Information Technology has made possible information access at gigabit speeds. It has made
tremendous impact on the lives of millions of people who are poor, marginalized and living in
rural and far flung topographies. Internet has made revolutionary changes with possibilities of
e-government measures like e-health, e-education, e-agriculture, etc. Today, whether its filing
Income Tax returns or applying for passports online or railway e-ticketing, it just need few
clicks of the mouse. India‘s IT potential is on a steady march towards global competitiveness,
improving defense capabilities and meeting up energy and environmental challenges amongst
others.

After the economic reforms of 1991-92, major fiscal incentives provided by the Government of
India and the State Governments, like, liberalization of external trade, elimination of duties on
imports of information technology products, relaxation of controls on both inward and outward
investments and foreign exchange, setting up of Export Oriented Units (EOU), Software
Technology Parks (STP), and Special Economic Zones (SEZ), has enabled India to flourish and
acquire a dominant position in world‘s IT scenario.

Foreign technology induction is also encouraged both through FDI and through foreign
technology collaboration agreements. India welcomes investors in Information Technology
sector.

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3.2 INDUSTRIAL PERFORMANCE

The technology industry has not just weathered the pandemic-driven disruptions of the past few
years; it has flourished. The crisis thrust many organizations into the future, accelerating digital
transformation and changing work models dramatically. But in 2023, the tech industry will
likely continue to grapple with issues around supply chains, workforce, and innovation—now
exacerbated by considerable macroeconomic and global uncertainties.

While tech stocks outperformed during the pandemic pressures of 2020–21, the sector led
considerable stock market declines in 2022. A major challenge now for tech companies is how
to weather a potential economic slowdown by trimming costs, increasing efficiency, and
growing revenues. At the same time, many are likely looking for ways to remain innovative and
build a strong competitive position for the future.

Some of the specific themes we see playing a critical role in 2023 and beyond include:

 Leading through macroeconomic uncertainty. Beleaguered by softening consumer

spending, lower product demand, and falling market capitalizations, tech companies‘ C-
suites are feeling the urgency to increase margins and grow revenues. Beyond workforce
adjustments, approaches may include making business processes more efficient, relying
more heavily on intelligent automation, modernizing legacy architectures, and considering
strategic mergers and acquisitions (M&A).

 Navigating global uncertainties. As technology companies confront heightened global

challenges they should work to mitigate risks and build more resilient systems. Leaders
should think strategically about their choices of partners, where they‘re located, and where
and how production takes place.

 Transforming other industries through technology. On a hunt for new revenue

opportunities, the tech sector is extending its reach into other industries, using digital
advancements to support innovation and transformation. Tech companies are also seeking
to improve efficiency and spur innovation in other areas that are ripe for transformation,
including real estate, manufacturing, and retail.

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 Adapting to new regulations. Climate change and social impacts are having an increasing
effect on the operations of tech companies. At the same time, governments and
shareholders around the world are pushing companies to increase transparency around
environmental footprints and tax payments. New and proposed regulations are expected to
require updates to business management software tools, enabling companies to achieve
real-time visibility and to grant authorities access to data.

The IT industry has achieved phenomenal growth during the post-economic reform period
(Singh and Kaur 2017). The IT industry contributed `63 billion in 1994–95 in the gross
domestic product (GDP) of India and it increased to `1,276 billion in 2004–05 (Allad
2015). In terms of scale, India‘s IT industry has not only made significant progress in the
past century, but also has expanded at an unprecedented pace with the start of the present
century. All the sub-sectors of this industry (hardware products have relatively seen less
progress) have made strides in revenue growth in the last two decades, and thus fuelled the
growth of the Indian economy (Sirohi 2020).

3.3PROSPECTS AND CHALLENGES OF THE INDUSTRY

Prospects of industry

One of the most significant factors that have helped India make its mark on the world map is its
booming IT industrial sector. The contributions being made by the IT industry towards the
country's GDP has led to the steady growth of the Indian economy. India's IT industry is
regarded as a hub of innovators providing world-class technology solutions across the
globe. Various international organizations have set up their offices here in India like Google,
Accenture and others. It has helped in changing the Indian economy from an agricultural-based
economy to a knowledge-driven economy.
The IT sector has helped the domestic economy to integrate with the world economy. It has
made significant impacts on the lives of many people. It has also helped people settled in far-
flung topographies to connect with the rest of the world. It has given birth to
e-governance practices, as a result of which people get easy access via e-health, e-education, e-
ticketing etc., to the various governmental service.
Now, almost everything can be done online whether it's shopping, ticketing, filing Income Tax
returns etc. Though 2014 and 2020 were full of challenges and uncertainties, the IT sector

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managed to achieve a double-digit growth rate and attained revenues of USD 108 billion in the
fiscal year. The industry amounted to 8% of India‘s GDP and registered 138,000 new hires in
2020.
Its timely transition to remote working environments assisted in maintaining the industry‘s
growth amid coronavirus pandemics. Indian software product industry is anticipated to reach
US$ 100 billion or contribute 10% to the nation GDP by 2025.

Key drivers of growth in the IT sector

 Low cost of operation and tax advantages

 Supportive government policies
 Availability of technically skilled workforce
 Rapid introduction of IT technologies in major sectors such as telecom, BFSI.
 Strong growth in export demand
 use of new technologies like cloud computing
 Government established SEZs
Challenges of industry

Cyber security and quality management are few key areas of concern in today‘s information
age. To overcome such concerns in today‘s global IT scenario, an increasing number of ITBPO
companies in India have gradually started to emphasize on quality to adopt global standards
such as ISO 9001 (for Quality Management) and ISO 27000 (for Information Security). Today,
centers based in India account for the largest number of quality certifications achieved by any
single country.

India aims to transform India into a truly developed and empowered society by 2020. However,
to achieve this growth, the sector has to continue to re-invent itself and strive for that extra
mile, through new business models, global delivery, partnerships and transformation. A
collaborative effort from all stakeholders will be needed to ensure future growth of India‘s IT-
ITeS sector. We will need to rise up to the new challenges and put in dedicated efforts toward
providing more and more of end-to-end solutions to the clients to keep the momentum going.
India is now one of the biggest IT capitals in the modern world and has presence of all the
major players in the world IT sector. HCL, Wipro, Infosys and TCS are few of the household
names of IT companies in India.

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CHAPTER -4
COMPANY PROFILE

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4.1 BRIEF HISTORY OF THE ORGANIZATION AND CURRENT

BOARD OF DIRECTORS
ATMIOS technologies and software solutions is an unlisted private company incorporated on02
March, 2020.It is classified as a private limited company and is located in Ernakulam, Kerala.
Its authorized share capital is INR 10.00 lac and the total paid-up capital is INR 25,000.00. The
Corporate Identification Number (CIN) of ATMIOS technologies Private Limited
U72900KL2020PTC061762. The registered office of Atmios technologies is at Panadan House
Cochin University Post Kalamassery, Ernakulam, Kerala. ATMIOS believe that IT
infrastructure is the system of all modern organization that connects the various systems and
functions. Atmios will help to build a robust IT infrastructure. They provide end to end
consulting and solutions to our clients. Atmios focus on client‘s satisfaction. Our philosophy is
to have the client at the focus point of all discussions and planning so that the product/service
will be essentially client oriented.
Artificial Intelligence and Machine Learning are two emerging trends in technologies with real-
world insight. AI & ML help to build frameworks that support businesses to gain profit. Atmios
caters to the prominent AI and ML to deliver high-end solutions. The last reported AGM
(Annual General Meeting) of Atmios technologies and software solutions, per us records, was
held on 30 November, 2021. Also, as per our records, its last balance sheet was prepared for the
period ending on 31 March, 2021.
Atmios technologies and software solutions is an IT Company caters to the prominent AI and
ML to deliver high-end solutions
ATMIOS is a leading global information technology, business process and services company.
They employ the power of hyper-automation, robotics, cloud, analytics, Artificial intelligence,
Machine learning, IoT, DevOps, and emerging technologies to help the organisation clients to
modify the digital world and make them successful. Together to discover the ideas and connect
the dots to build a better and a bold new future.
ATMIOS technologies is a pro-business, efficient organization. The IT infrastructure system of
all modern organization that connects the various systems and functions. ATMIOS will help to
build a robust IT infrastructure that gives you a big advantage in modern market environment.
They are providing end to end consulting and solutions to clients. Artificial Intelligence and
Machine Learning are two emerging trends in technologies with real-world insight. AI & ML
help to build frameworks that support businesses to gain profit. ATMIOS caters to the
prominent AI and ML to deliver high-end solutions.
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CURRENT BOARD OF DIRECTORS:

 Kudukkullattu Babu
Directors:  Vysakh Nisha
 Santhoshbabu Abhay Dev

HR manager  Ms. Lincy

Financial manager  Ms. Archana

4.2 MISSION, VISION STATEMENT AND QUALITY POLICY

FOLLOWED:
The mission is to deliver customer success through people, processes, technology,
infrastructure, and innovation.
The vision is to become the strategic IT partner for our customers worldwide; a one- stop shop
for all technological support required for our client's business needs. We aim to become a
globally renowned corporation with a highly competent and passionate team delivering best-in-
class, reliable, and scalable IT solutions for businesses.
The company believes in four pillars of influence that drives their growth. It is engraved in
every activity of the organization. From their hiring practices to their work culture. Atmios is a
quality-based company not a fear-based company.
•Customers
•Peer
•Family & self
•Society

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4.3 BUSINESS PROCESS OF THE ORGANISATION – PRODUCT

PROFILE:

Atmios provides various products to boost the business growth.

• DevOps

Dev stands for Software Development, and Ops stands for information technology operations.
Adopting DevOps aims to reduce the system's development life cycle and provide perpetual
delivery with high-quality software. Moreover, it helps to fix business objectives and keep the
features and updates frequently in close alignment. It helps build cross-functional operations
and supports various tools. It evolves and enhances products at a quickening speed. The
organization speed gets better with DevOps software and offers more effectively in the market.
The DevOps toolchain is a compressive tool that improves the system in the development life
cycle. Modifying the software consumes time because of

multiple tools, dynamic changes, technologies, practices, etc. The impression is larger than
other software development. It provides a reliable environment with faster collaboration
between operations and developments.

•Robotics

The company‘s flagship system (above) is a sophisticated robotic material handling technology.
The system consists of robots that travel around a warehouse like intelligent forklifts, moving
shelves stacked with various products to a floor assistant, who then scans a bar code to confirm
that the right items have been picked.

• Internet marketing
Have you opened a new location, redesigned your shop, or added a new product or service?
Don't keep it to yourself, let folks know.

• Embedded technologies

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New location, redesigned your shop, or added a new product or service? Don't keep it to
yourself, let folks know.

• Cloud services
This includes general information on cloud computing, and a variety of learning paths dealing
with big data, security, and networking. Students will learn the fundamental technical
knowledge of AWS Cloud computing and its supporting infrastructure, AWS services and how
to utilize existing, or develop new core business solutions.

• Marketing plan
Every business needs a sound marketing plan in order to survive. Starting from an
understanding of your target market, the company will develop a plan with easy to follow steps.

• Startups
Support woman to come out of poverty (women empowerment) to set up enterprises and
provide support until the enterprises stabilize and self-employment opportunities with financial
assistance and training in business management and soft skills.

• E – Learning
Atmios E - Learning Application consultation, the company can get you on the right track of
programming, computation in mathematical skill developments using live video presentations
and hands own trials.

• Tutoring
Our experts will make you furnished to fill the gap between your dream and success. We can
make you attain more. We have seen that lots of students who are confused after their
graduation regarding their first IT Job. We thought of starting this process to help these young
ones who are intending their first job in IT industry. Our training will be handled by
experienced developers from ATMIOS infotech who are experts and keen in team building and
technology sharing.

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• Internships
Project based learning, live project experience benefits students from college learning to
industrial environment. When you completed your graduation without a placement from college
a technology training from any institute can't help you to find your first IT job. After the
training you have to go through an internship under company which is moving on a hostile step,
Here Atmios technologies gives you an enormous internship. Our training will be handled by
experienced developers.

4.4 STRATEGIES – BUSINESS, PRICING, MANAGEMENT:

Strategy is a plan of actions that fit together to reach a clear destination. That destination is
dictated by a set of decisions that sets the organization apart from its competitors, derives from
the organization‘s unique characteristics, and is hard to emulate.
It‘s not an annual boardroom exercise.
It‘s a unique position the organization adopts that concentrates efforts on a single, well-defined
direction.

Business
A business strategy is a business document that describes a course of action to help leaders
achieve organisational objectives. The detailed plan defines business needs to guide the hiring
process and inform the allocation of company resources. It provides a clear direction for
different teams to pool together their talents to support the company's goals. As a result,

businesses secure a competitive position in the market, improve customer satisfaction and
mobilize their business operations.

There are several reasons why a business strategy is important, including:

Vision
A business strategy is important because it creates a vision for the whole organisation to follow.
You can lead and motivate your coworkers more effectively when they have clearly defined
roles and responsibilities. A strategy gives large groups of people a shared purpose. It ensures
that no individual loses sight of the organizational mission.

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Trends
A business strategy allows decision-makers to identify trends and opportunities for future
growth. For businesses to remain competitive, they require to adjust and reevaluate their tactics
frequently. Thus, it is a dynamic resource that businesses can modify and develop to address
social and technological changes in the market. It safeguards them from complacency.

Pricing
Companies set prices according to what the market will bear and to make a reasonable profit.
Some pricing strategies of companies are more permanent in nature, while other pricing moves
are used temporarily. For example, a clothing store will usually offer a regular retail price on
items, but reduce those prices before a seasonal shift. Companies also use different pricing
strategies when introducing new products.

A company will sometimes use a price skimming strategy when introducing a new product,
especially when the product is a newer technology. The objective of price skimming is to set a
high price initially to help recover the costs of production and advertising. The extra money is
then reinvested into producing more product. Demand for the product must be relatively
inelastic for a company to use a price skimming strategy, according to NetMBA.com. That is,
customers cannot be sensitive to the price of the product. A small company introducing a new
type of cell phone is an example of when price skimming may be used. Technical companies
can usually count on certain customers, those who always buy first, to purchase their new
items.

Strategic management is the ongoing planning, monitoring, analysis and assessment of all
necessities an organization needs to meet its goals and objectives. Changes in business
environments will require organizations to constantly assess their strategies for success. The
strategic management process helps organizations take stock of their present situation, chalk out
strategies, deploy them and analyze the effectiveness of the implemented management
strategies. Strategic management strategies consist of five basic strategies and can differ in
implementation depending on the surrounding environment. Strategic management applies both
to on-premise and mobile platforms.

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Strategic management is generally thought to have financial and nonfinancial benefits. A

strategic management process helps an organization and its leadership to think about and plan
for its future existence, fulfilling a chief responsibility of a board of directors. Strategic
management sets a direction for the organization and its employees. Unlike once-and-done
strategic plans, effective strategic management continuously plans, monitors and tests an
organization's activities, resulting in greater operational efficiency, market share and
profitability.

4.5 SWOT ANALYSIS OF THE COMPANY:

SWOT analysis is a strategic planning method used to evaluate the Strengths, Weakness,
Opportunities and Threats involved in a project or in business venture. It involves specifying
the objective of the business venture or project and identifying the internal and external factors
that are favorable and unfavorable to achieve that objective.

The technique is credited to Albert Humphrey, who led a convention at Stanford University in
the 1960s and 1970s using data from Fortune 500 companies. A SWOT analysis may be
incorporated into the strategic planning model. Strategic Planning has been the subject of
research.

Identification of SWOTs is essential because subsequent steps in the process of planning for
achievement of the selected objective may be derived from the SWOTs. First, the decision
makers have to determine whether the objective is attainable, given the SWOTs. If the objective
is not attainable a different objective must be selected and the process repeated. The SWOT
analysis is often used in academia to highlight and identify Strengths, Weakness, Opportunities
and Threats. It is particularly helpful in identifying areas for development.

Strength:

• Strong employee attitudes

• Excellent customer service

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• Large market share

• Personal relationships with customers
• Leadership in product innovation
• Highly efficient, low-cost manufacturing
• High integrity
Weakness:
• Inadequate definition of customer for product/market development
• Confusing service policies
 Too many levels of reporting in the organizational structure
• Limited product availability
• Lack of involvement from top management in developing a new service

 Lack of quantitative goals opportunity

Opportunities:
• Lack of systems integration Limited infrastructure automation Failure to meet performance
benchmarks
• Mobile Application Development
• Strengthen the presence in emerging market
• Expand services and enterprise solutions

Threats:
• High staff turnover Poor funding for new technology Infrastructure scalability issues
• New Entrance in the market
• Innovative Technologies by other companies
• Stiff Competition

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CHAPTER -5
RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY

Research methodology refers to the systematic method consisting of enunciating the problem,
formulating hypothesis, collecting data or facts, analyzing the facts and reaching certain
conclusion either in the form of solution towards the concerned problem or in certain
generalisations for some theoretical formulation. It is the process used to collect information
and data for the purpose of making business decisions. The methodology may include
publication research, interviews, surveys and other research techniques and it may include both
past and present information.

5.1 STATEMENT OF THE PROBLEM:

Employee absenteeism is defined as the frequent absence of an employee from his or her
work. In simple terms, refers to failure of an employee to report for duty when he is scheduled
to work. It is a habitual pattern of absence from a duty or obligation without good reason
situation. The aim of this project was to find out whether there is any employee absenteeism in
the company Atmios Technologies and if there is any, what all remedies are taken to reduce
absenteeism.

5.2 RESEARCH DESIGN:

A Research is the arrangement of conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure. The design
adopted for the study is ‗Descriptive research design‘, which are concerned with describing the
characteristics of the particular individual or of a group opinion of the workers helped to know
about the recruitment among them.

5.3 SAMPLE DESIGN:

Sampling may be defined as the process of obtaining information about an entire population by
examining only a part of it. In any investigation if data are collected by only from a
representative part of the universe, we say that data are collected by sampling. The

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representative part is called sample. The study of the sample reveals the characteristics of the
universe. This is based on the law of statistical regularity.

5.3.1 POPULATION:
In any investigation we are interested in studying the various characteristics of a particular
group .This group of individuals under study is known as the population or universe. Therefore,
universe is the aggregate of all units to be studies in any field of enquiry.

5.3.2. SAMPLING TECHNIQUE

The convenience sampling method has been used to collect the data from the respondents. A
statistical method of drawing representative data is by selecting people because of the case of
their volunteering or selecting units because of their availability or easy access.

5.3.3 SAMPLE SIZE:

The number of sampling units selected from the universe to form a sample is called the size of
the sample. The sample size selected for the study is 50 employees. The sampling method used
for the research is random sampling method.

5.4 DATA COLLECTION DESIGN

5.4.1 DATA SOURCES

While deciding about the method of data collection for the study, the researcher should keep in
mind two types of data;

 Primary data
 Secondary data.

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Primary data:
When the researcher himself trying to collect the data for his particular purpose from the
sources available, it become primary data. Since they are collected for the first time for the
purpose of a study it is primary in nature.

Methods for collecting primary data

 Observation method
 Interview method
 Questionnaire method
 Schedule method

As a primary source of the research had collected the information from different employees
through questionnaire.

Secondary data:

Secondary data is the data that has already been collected through primary sources and made
readily available for researchers to use for their own research. Secondary data are usually in the
shape of finished product.

Sources of secondary data

 Organizational records and data

 Websites
 Surveys
 Observations
 Statistical database
 Books

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5.4.2 DATA COLLECTION TOOLS:

Questionnaires:
A questionnaire is a schedule consisting of a number of coherent and formulate desires of
questions related to the various aspects of the under study. In this method a printed list of
questions arranged in a sequence is used to elicit response from the respondents.

The following are the types of questions, which are used in research.

• Open ended question:

An open-ended question is designed to encourage a meaningful answer using the
subject's own knowledge and feelings.
• Close ended question:
A closed-ended question is a question format that limits respondents with a list of
answer choices from which they must choose to answer the question. Commonly these
type of questions are in the form of multiple choices, either with one answer or with
check-all- that-apply, but also can be in scale format, where respondent should decide
to rate the situation in along the scale continuous.

Dichotomous question:

This type has only two answers in the form of YES' or NO', TRUE' or FALSE'.

Multiple choice questions:

In this case, the respondents are offered two or more choices and the respondent have to
indicate which is applicable in the following cases.

 Interviews:

Interview is probably the most used selection tool. Interview is a face-to-face interaction
between two persons for a particular purpose. It is a method by which an idea about an
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applicant's personality (including his intelligence, interests and general attitudes towards life)
can be obtained by a face-to-face contact.

 Observation:

The observation is the most commonly used method, especially in studies relating to behavioral
sciences. Observation becomes scientific tool and the method of data collection for the
researcher, when it serves a formulated research purpose, is systematically planned and
recorded and is subjected to checks and controls on validity and reliability.

5.4.3 DATA ANALYSIS TOOL

Tools or methods used for analyzing collected data and for interpretations are:

Percentage Analysis:
Percentage analysis is used to find out the percentage of respondents from the total
number ofrespondents, responded to each question.

Percentage = Number of Respondents X 100

Total No of Respondents

5.1.1 DURATION OF THE STUDY

The period of study from 1 month

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CHAPTER- 6
DATA INTERPRETATION & ANALYSIS

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1. THE PERMANENT EMPLOYEES IN THE ORGANISATION?

TABLE NO:6.1

VARIABLES NO.OF PERCENTAGE

RESPONDENTS
YES 18 36%
NO 32 64%
TOTAL 50 100%

FIGURE NO: 6.1

36%

64%

YES NO

INTERPRETATION:
From the above chart shows the permanent employees in the oraganisation,36% of the
respondent were permanent employees of the organization and 64%of the respondents were not.

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2. THE YEARS OF EXPERIENCE OF THE EMPLOYEES IN THE

ORGANISATION.
TABLE NO: 6.2

VARIABLES NO. OF PERCENTAGE

RESPONDENTS
0 TO 5 YEARS 43 86%
5 TO 10 YEARS 7 14%
10 TO 15 YEARS 0 0
TOTAL 50 100%

FIGURE NO: 6.2

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
0 TO 5 YEARS 5 TO 10 YEARS 10 TO 15 YEARS

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 86% of the respondents
have been working for 5 years, and 14% of the respondents have been working for 5-10 years.

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3.WHETHER THE COMPANY PROVIDE LEAVE FACILITY TO THE

EMPLOYEES
TABLE NO:6.3

VARIABLES NO. OF PERCENTAGE

RESPONDENTS
YES 50 100%

NO 0 0

TOTAL 50 100%

FIGURE NO: 6.3

INTERPRETATION:

From the above study conducted at ATMIOS technologies Pvt. Ltd, 100% of the respondents
said the company provide leave facility to the employees.

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4. HOW MUCH THE EMPLOYEES ARE SATISFIED WITH THE LEAVE

FACILITY PROVIDED BY THE EMPLOYER.
TABLE NO: 6.4

VARIABLES NO. OF RESPONDENTS PERCENTAGE

HIGHLY SATISFIED 14 24%

SATISFIED 30 60%
NEUTRAL 6 12%
HIGHLY DISSATISFIED 0 0%
TOTAL 50 100%

FIGURE NO: 6.4

INTERPRETATION:

From the above study conducted at ATMIOS technologies Pvt. Ltd, 24% of the respondents are
highly satisfied with the leave facility provided by the employer, 60% of the respondents are
satisfied with the leave facility provided by the employer and 12% of the respondents were
neutral leave facility provided by the employer.

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5. TABLE SHOWING DOES THE EMPLOYEES PROVIDE ANY PRIOR

INFORMATION TO MANAGEMENT ABOUT THEIR LEAVE.
TABLE NO : 6.5

VARIABLES NO. OF RESPONDENTS PERCENTAGE

YES 42 84%
NO 8 16%

TOTAL 50 100%

FIGURE NO: 6.5

No: of Respondents
YES NO

16%

84%

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 84% of the respondents
said that they provide prior information to management about their leave, 16% of the
respondents said that they don‘t provide prior information to management about their leave.

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6. HOW MANY LEAVE DOES THE EMPLOYEES TAKE IN A MONTH

TABLE NO: 6.6

VARIABLES NO. OF RESPONDENTS PERCENTAGE

1 20 40%
2 4 8%

3 26 52%

MORE THAN 3 0 0%

TOTAL 50 100%

FIGURE NO: 6

No: of Respondents
1 2 3 MORE THAN 3

0%

40%

52%

8%

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 40% of the respondents
said that they take 1 leave in a month, 8% of the respondents said that they take 2 leave in a
month and 52% of the respondents said that they take 3 leave in a month.

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7.THE EMPLOYEES FEEL ANY MEASURES ARE TAKEN BY THE

COMPANY TO REDUCE ABSENTEEISM
TABLE NO:6.7

VARIABLES NO. OF RESPONDENTS PERCENTAGE

YES 12 24%
NO 38 76%

TOTAL 50 100%

FIGURE NO:6.7

No: of Respondents
YES NO

24%

76%

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 24% of the respondence
said that they feel measures are taken by the company to reduce absenteeism and 76% of the
respondents said that they feel measures are not taken by the company to reduce absenteeism.

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8. ANY PROBLEM PREVAILING IN THE ORGANISATION.

TABLE NO: 6.8

VARIABLES NO. OF RESPONDENTS PERCENTAGE

YES 0 0
NO 50 100%

TOTAL 50 100%

FIGURE NO:6.8

YES NO

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 100% of the respondents
said that there are no problem prevailing in the organization.

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10.THE ORGANISATION HAS ANY GRIEVANCE DEPARTMENT FOR

SOLVING THE PROBLEM.
TABLE NO: 6.10

VARIABLES NO. OF RESPONDENTS PERCENTAGE

YES 50 100%
NO 0 0%

TOTAL 50 100%

FIGURE NO:6.10

YES NO

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 100% of the respondents
said that organization has grievance department for solving the problem.

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11.THAT TO WHOM GRIVANCE IS INITIALLY REPORTED.

TABLE NO: 6.11

VARIABLES NO. OF RESPONDENTS PERCENTAGE

TO SUPHERIORS 42 84%
TO TRADE UNIONS 8 16%
TOTAL 50 100%

FIGURE NO:6.11

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
TO SUPHERIOR TO TRADE UNION

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 84% of the respondents
said that grievance is initially reported to superiors. 16% of the respondents said that grievance
is initially reported to trade unions.

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12. EMPLOYEES SATISFIED WITH GRIEVANCE HANDLING

PROCEDURE
TABLE NO: 6.12

VARIABLES NO. OF RESPONDENTS PERCENTAGE

HIGHLY SATISFIED 36 72%

SATISFIED 10 20%

NEUTRAL 4 8%

HIGLY DISSATISFIED 0 0%

TOTAL 50 100%

FIGURE NO: 12

80%

70%

60%

50%

40%

30%

20%

10%

0%
HIGHLY SATISFIED SATISFIED NEUTRAL HIGHLY DISSATISFIED

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 72% of the respondents d
and said that they are highly satisfied with grievance handling procedures, 20% of the
respondents d and said that they are satisfied with grievance handling procedures, 8% of the
respondents d and said that they are neutral with grievance handling procedures.

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13. IS THERE ANY ADEQUATE WELFARE FACILITY TO REDUCE

ABSENTEEISM.
TABLE NO: 6.13

VARIABLES NO. OF RESPONDENTS PERCENTAGE

YES 28 56%
NO 22 44%
TOTAL 50 100%

FIGURE NO:6.13

NO

YES

YES NO

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 56% of the respondents
said that there is adequate facility to reduce absenteeism and 44% of the respondents said that
there is no adequate facility to reduce absenteeism.

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14. WHICH FACILITY IS THERE TO REDUCE ABSENTEEISM

TABLE NO: 6.14

VARIABLES NO. OF RESPONDENTS PERCENTAGE

REFRESH COURCE 45 90%

LOAN FACILITY 5 10%

ESI 0 0%

OTHERS 0 0%

TOTAL 50 100%

FIGURE NO:6.14

YES NO

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 90% of the respondent said
that refresh course is the facility provided to reduce absenteeism. 10% of the respondent said
that loan facility is the facility provided to reduce absenteeism.

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15. THE SATISFACTION OF THE EMPLOYEES WITH THE PRESENT

WORKING ENVIRONMENT IN THE ORGANISATION
TABLE NO: 6.15

VARIABLES NO. OF RESPONDENTS PERCENTAGE

HIGHLY SATISFIED 20 40%

SATISFIED 18 36%
NEUTRAL 12 24%
DISSATISFIED 0 0%
HIGHLY DISSATISFIED 0 0%
TOTAL 50 100%

FIGURE NO:6.15

60%

50%

40%

30%

20%

10%

0%
HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED

Series 1

INTREPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 40 % of the respondent
said that the employees are highly satisfied the present working environment in the
organization, 36 % of the respondent said that the employees are satisfied the present working
environment in the organization and 24% of the respondent said that the employees are neutral
the present working environment in the organization.

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17. THE RELASHIONSHIP WITH CO WORKERS.

TABLE NO : 6.17

VARIABLES NO. OF RESPONDENTS PERCENTAGE

AVERAGE 16 32%
GOOD 12 24%
VERY GOOD 22 44%
TOTAL 50 100%

FIGURE NO: 17

INTREPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 32% of the respondent said
that the relationship with co- workers is average, 24% of the respondent said that the
relationship with co- workers is good and 44% of the respondent said that the relationship with
co-workers is very good.

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18.TABLE SHOWING DOES THE COMPANY REGULARLY

EXCHANGE IDEAS WITH EMPLOYEES
TABLE NO :6.18

VARIABLES NO. OF RESPONDENTS PERCENTAGE

YES 50 100%
NO 0 0%

TOTAL 50 100%

FIGURE NO: 18

100%

YES

INTREPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 100% of the respondents
said that the company regularly exchange ideas with employees.

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19.THE MOTIVATION FACTORS ADOPTED BY THE COMPANY TO

IMPROVE EMPLOYEE’S REGULARITY.
TABLE NO:6.19

VARIABLES NO. OF RESPONDENTS PERCENTAGE

GOOD EMPLOYEE 30 60%

RELTIONSHIP
GOOD WOOKING 18 36%
CONDITIONS
JOB RESPONSIBILITY 2 4%

OTHERS 0 0%

TOTAL 50 100%

FIGURE NO: 19

70%

60%

50%

40%

30%

20%

10%

0%
GOOD EMPLOYEE GOOD WORKING JOB RESPONSIBILITY OTHERS
RELATIONSHIP CONDITION

Series 1

INTERPRETATION:
From the above study conducted at ATMIOS technologies Pvt. Ltd, 60% of the respondent said
that good employee relationship is a motivation factor adopted by the company to improve
employee regularity, 36% of the respondent said that good working conditions is a motivation
factor adopted by the company to improve employee regularity and 4% of the respondent said
that job responsibility is a motivation factor adopted by the company to improve employee
regularity.

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CHAPTER- 7
FINDINGS, SUGGESTIONS & CONCLUSION

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FINDINGS:

 Majority of the respondent are the permanent employees of the company

 Most of the respondents have an experience of 5 years in the organization
 Most of the respondents said that the company provide leave facility to the employees
 60% of the respondents were highly satisfied with the leave facility provided by the
employees
 Most of the respondents said that employees have to provide prior information to
management about their leave
 52% of the respondents said that the employees take 3 leaves per month
 Majority of the respondents say that they feel measures are taken by the company to reduce
employee‘s absenteeism
 All of the respondents say that there are problems preventing in the organization
 Most of the respondents say that the organization has grievance department for solving the
problem
 Majority of the respondents say that they feel measures are taken by the company to reduce
employee‘s absenteeism
 Majority of the respondents say that the grievance is initially reported to the superiors
 Majority of the respondents were highly satisfied with grievance handling procedures
 56% of the respondents said that they get adequate welfare facilities to reduce absenteeism
 Most of the respondents say that refresh course is the facility provided to reduce
absenteeism
 40% of the respondents were highly satisfied with present working environment of the
organization
 44% of the respondents had very good relationship with co-workers
 All of the respondents said that the company regularly exchange ideas with employees
 Majority of the respondent said that good employee relationship is the motivation factor
adopted by the company to improve employee regularity

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SUGGESTIONS:

1. The working conditions and safety measures should make the workers feel safe and
secure.
2. Supervisors should ensure that there is a good relationship among the workers.
3. Provide proper counselling to the employees for understanding themselves about the
consequences of being absent.
4. Effective communication mush be maintain to reduce the rate of absenteeism.
5. Proper incentive scheme must be provided to reduce the level of absenteeism.

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CONCLUSION:

This study was mainly focused on employee absenteeism at Atmios Technologies.

Absenteeism is the failure of workers to report for work when he is scheduled to work.
Absenteeism is an unavoidable menace which most of the organizations have to bear with and it
has to be managed.

Atmios technologies and software solutions is an IT Company caters to the prominent AI and
ML to deliver high-end solutions. ATMIOS is a leading global information technology,
business process and services company. They employ the power of hyper-automation,
robotics, cloud, analytics, Artificial intelligence, Machine learning, IoT, DevOps, and
emerging technologies to help the organization clients tomodify the digital world and make
them successful. Together to discover the ideas andconnect the dots to build a better and a
bold new future. ATMIOS technologies is a pro-business, efficient organization. The IT
infrastructure system. of all modern organization that connects the various systems and
functions. ATMIOS will help to build a robust IT infrastructure that gives you a big advantage
in modern market environment. They are providing end to end consulting and solutions to
clients. Artificial Intelligence and Machine Learning are two emerging trends in technologies
with real-world insight. AI & ML help to build frameworks that support businesses to gain
profit. Camino infotech caters to the prominent AI and ML to deliver high-end solutions.
It may be included that the study has been done successfully keeping the objective in mind. I
was very much benefited by this training at KMML. It may be included that the study has been
done successfully keeping the objective in mind.

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ANNEXURE

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ANNEXURE 1- QUESTIONNAIRE

Name:
Age:
Sex:
Income:
Designation:

1. Are you a permanent employee of the organization?

☐ Yes
☐ No

2. How many years of experience do you have in this organization?

☐ 0 to 5 years
☐ 5 to 10 years
☐ 10 to 15 years

3. Whether the organization provide leave facility to you, if yes which type of leave?

☐ Yes

☐ No

4. Are you satisfied with casual leave facility provided by the employer?

☐ Highly satisfied

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☐ Satisfied

☐ Neutral

☐ Highly dissatisfied

5. Do you give any prior information to management about your leave?

☐ Yes

☐ No

6. How many leave do you take in a month?

☐1
☐2
☐3
☐ More than 3

7. Did you feel any of the measure taken by the company to reduce absenteeism?

☐ Yes
☐ No
☐ Incentive scheme
☐ Bonus
☐ Health insurance
☐ Wellness program
☐ Other

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8. Do you feel any problem prevailing in the organization?

☐ Yes

☐ No

9. If yes what type of problem

☐ Bad working condition

☐ Mentality of coworker
☐ Dispute with management
☐ Salary problem

10. Whether the organization has any grievance department for solving the problems?

☐ Yes
☐ No

11. To whom the grievance is initially reported?

☐ To Supervisor

☐ To Trade union

12. Are you satisfied with grievance handling procedure?

☐ Highly satisfied

☐ Satisfied

☐ Neutral

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☐ Highly dissatisfied

13. Do you have adequate welfare facility to reduce absenteeism?

☐ Yes

☐ No

14. If yes which type of facility

☐ Refresh course
☐ Loan facility
☐ ESI
☐ Others

15. Are you satisfied with the present working environment in the organization?

☐ Highly satisfied

☐ Satisfied
☐ Netral
☐ Dissatisfied
☐ Highly dissatisfied \

16. In your opinion how absenteeism can be controlled?

☐ Change in management in system

☐ Change in working conditions
☐ Better transportation
☐ Encouragement & appreciation
☐ Others

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17. How is your relationship with co-workers?

☐ Average
☐ Good
☐ Very good

18. Does the company regularly exchange ideas with the employees?

☐ Yes

☐ No

19. What are the motivations factors adopted by the company to improve employee‘s
regularity?

☐ Good employee relationship

☐ Good working conditions
☐ Job responsibility
☐ Others

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ANNEXURE 2- BIBLIOGRAPHY

BOOKS
 Dr Gupta C.B -Human Resource Management
 Aswathappa. K - Human resource and personal management, 3"* edition
 2002, Tata MC Graw- Hill New Delhi
 Gupta S.P Sultan Chand Sons, Edition QUALITY OF WORK LIFE PVL,
 Raju- The Human Implications feb-2004

WEBSITES:

https://blog.vantagecircle.com/employee-absenteeism-hr-guide/

https://www.google.com/search?q=employees+absenteeism&rlz=1C1CHBF_enIN1005IN1
005&oq=employees+absenteeism&aqs=chrome..69i57j0i22i30l9.75074j0j15&sourceid=ch
rome&ie=UTF-8

https://wheniwork.com/blog/how-to-deal-with-employee-absenteeism

https://www.aihr.com/blog/absenteeism/

https://www.personio.com/hr-lexicon/absenteeism-in-the-workplace/

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