INTRODUCTION

COMPANY PROFILE
Established of Sikkim in the year 1971, we, Indchemie, are among the topmost
manufacturers, suppliers and exporters of a wide range of optimum quality Insecticides &
Pesticides. The product range offered by us consists of Agricultural Fungicide, Agricultural
Insecticide, Agricultural Pesticides and many more. The ingredients, which are best the market,
are used for processing of these insecticides, fertilizers and pesticides. By using advanced
machinery, tools and equipment, our professionals process these insecticides, fertilizers and
pesticides in adherence to the industry set norms, guidelines and regulations. The effectiveness,
longer shelf life, compositional accuracy, purity and accurate pH range of these insecticides,
fertilizers and pesticides make them highly demanded in the market. Due to our large production
capacity and well-equipped warehousing unit, we have been able to manage the bulk orders
within the assured time frame at the customers end.
Indchemie Health Specialities Pvt. Ltd has been in the ethical pharma business for
more than two decades now, with leadership in few of the segments. It has a strong back up of
in-house manufacturing facility & has four Pharmaceuticals Manufacturing Units (Two at
Daman, 3rd at Baddi, Himachal Pradesh & 4th at Sikkim) in India. All four units are approved
by WHO based on Current GMP Guidelines.
Indchemie Health Specialities Pvt. Ltd. is a private sector pharmaceutical company,
established in the year 1986 and Managed by Professional Board of Directors. This company is
sister concern of ALKEM PHARMA (number 6th ranked company in Pharmaceutical industry).
It has all India operation in marketing along with four manufacturing units.It manufactures and
markets a wide range of pharmaceutical formulations. It markets generics under the categories of
antibiotic, anti-infective, anti-osteoporotic, analgesics, anti-inflammatory, anti-allergy, antimalarial, and various vitamin preparations. The company is committed to improving its position
in small volume parenteral preparations segment. It adheres to CGMP standards.
Out of four units, one of the manufacturing units is totally dedicated to Soft Gelatin
Capsules Formulation. In March 2006 it was audited & in June 2006 the same has been approved
by TGA, Australia. The next level of Achievement would be USFDA & MHRA, UK approvals
and the technical team has geared up for these prestigious inspections. This accreditation directly
talks of the quality par excellence imbibed in every brand of Indchemie.
The Beta-Lactam unit is having several commendable approvals from African Regulatory
agencies like Ethiopia, Kenya and Malawi. The technical team at Beta-Lactam facility is now
gearing up for other prestigious approvals like MCC South Africa and MHRA UK.

These approvals will further boost the confidence in our products, who today have high clinical
success.
Our comprehensive range of products covers wide therapeutic segments wherein a large
number of products are technologically backed up with Bioequivalence studies at par with brand
leaders in the segment.
In ever evolving environs of healthcare industry, keeping pace with the time is a tough
task. It requires consistent & qualitative research for which Team Indchemie is always in the
forefront . At Indchemie, we are committed to research & development with a vision to create
path breaking health solutions, both in chronic as well as acute segments.
In an integral approach to healthcare that fuses traditional wisdom with technological
sophistication has made us what we are today, leading to become Pioneers in the Indian Pharma
Industry.

CONCEPT OF ABSENTEEISM
Absenteeism is a serious workplace problem and an expensive occurrence for both
employersand employees seemingly unpredictable in nature. A satisfactory level of attendance
byemployees at work is necessary to allow the achievement of objectives and targetsby a
department. Employee Absenteeism is the absence of an employee from work.It is a major
problem faced by almost all employers of today. Employees are absentfrom work and thus the
work suffers. Absenteeism of employees from work leads toback logs, piling of work and thus
work delay.
Absenteeism is of two types 1. Innocent absenteeism - Is one in which the employee is absent from work due to
genuine cause or reason. It may be due to his illness or personal family problem or any
other real reason
2. Culpable Absenteeism - is one in which a person is absent from work without any
genuine reason or cause. He may be pretending to be ill or justwanted a holiday and stay
at home.
Many employees will, on occasions, need a few days off work because of illness, however,
whenabsences become more frequent or long term and reach an unacceptable level, action
bymanagement is necessary. Absence from work can be expensive in both monetary and
humanterms. The costs incurred when an employee is absent from work may include:

Replacing the employee or requiring other staff to cover the absence;

Inability to provide services, or achieve section and departmental objectives;

Low morale and general dissatisfaction from other staff, particularly if the absence is
perceived as unwarranted

According to Labour Bureau of Shimla : - Absenteeism is the totalman shifts lost because of
absence as percentage of total number of manshifts scheduled to work.
Maybe even worse than absenteeism, it is obvious that people suchas malingerers and those
unwilling to play their part in the workplacecan also have a decidedly negative impact.
If they find their supervisor or job unpleasant - really unpleasant -they look for legitimate
excuses to stay home and find them with thingssuch as upset stomachs or splitting headaches.
Any investigation into absenteeism needs to look at the real reasonsfor it.
There are a few essential questions to consider at the outset if you want to make a
measurable improvement to your absenteeism figures.
Why is your present absenteeism policy ineffective?
Where and when is excessive absenteeism occurring? (In manycases, under- trained
supervisors could be a contributing factor.)
What are the real causes for absences?
It is commonly expected that low pay, poor benefits and highworkloads will be the major
causes.
As with every other element within your organization, you cannotask a person to do a job
he or she has never been trained to do.

RESEARCH & DEVELOPMENT

Indchemie Health Specialties has reinforced its focus on R&D and has substantially
scaled up on its investments to build its capabilities in all the areas of generic research as a short
to medium term strategy. Generic drug development encompasses both small and large
molecules. Indchemie Health Specialties strongly believes that there are attractive opportunities
in the highly competitive global generic space, not only in vanilla generics but also in value
added and difficult to develop complex generics.
The business focus is backed with the building up of captive manufacturing operations
and of complying with the regulatory standards of the advanced markets. Focus on the generics
business strategy will provide the company with a sustainable model to move up the value chain.
Today, the company includes a group of more than 200 R&D scientists, with performance driven
credentials, in all the disciplines of generic drug development, as their asset to steer forward in
its current aspirations.
Indchemie Health Specialties generic drug development meets the speed and quality
attributes, as all the elements of research have been conducted within the campus. Backward
integration through in-house API development and front-end efficient marketing/distribution of
products would provide the desired impetus to the generics program from lab scale development
to commercialization.
Indchemie Health Specialties has committed a substantial amount of its resources to the
development of Novel Drug Delivery Systems and this shall be the key element in providing
momentum to consolidate its objective of value addition.
Indchemie Health Specialties has an aspiration to make pioneer within the area of drug
discovery, sometime in the recent future, and is looking into various models and therapeutic
segments to carve out a meaningful space in the arena of medical needs that are not fulfilled.
Indchemie Health Specialities has in-licensed a number of novel products for the domestic
market, form overseas collaborators, and continue to do so to provide the most advanced therapy
avenues to the Indian patients.
Indchemie Health Specialties is also collaborating with several.

RESEARCH METHODOLOGY
The research reveals that one of the major problems isabsenteeism in our industry. Absenteeism
hinders planning, production, efficiency and functioning of the organization. In facthigh rates of
absenteeism affect an organization state of health andalso supervisory and managerial
effectiveness.

OBJECTIVES OF RESEARCH

To study about the factors that influence absenteeism

To identify the rate of absenteeism of worker in organisation.
To study the various measures adopted by the organization
To provide suggestions in the form of solutions to reduce the rate of absenteeism
To suggest possible remedial measures for minimizing Absenteeism.
To understand and estimate the percentage of absenteeism across
categories like Age, Gender, salary etc.,

LIMITATION OF THE STUDY

As it was not possible to visit each department the true picture of working condition
could not be judged.
The workers were busy with their work therefore they could not give enough time for
the interview.
The personal biases of the respondents might have entered into their response.
Some of the respondents give no answer to the questions which may affect the
analysis.
Respondents were reluctant to disclose complete and correct information.

MEASUREMENT OF ABSENTEEISM
For calculating the rate of absenteeism we require the number of people scheduledto
work and number of people actually present. Absenteeism can be find out ofabsence rate
method.
No. of man days planned
No . of mandays lost
Absence Rate =
work 100

CONTROL ABSENTEEISM

Adoption of a well-defined recruitment procedure

Provision of healthful and hygienic Working condition
Provision of reasonable wages and allowance and job security to workers
Motivators welfare and social measures
Improved communication and prompt Redressal of grievances
Liberal grant of leave
Safety and accident prevention
Cordial relations between supervisors And workers
Development of workers by training

CAUSES OF ABSENTEEISM
The Royal Commission Labour observed that high absenteeismamong Indian labour is
due to rural orientation and their frequent urgefor rural exodus. According to Acharaya
In modern industrialestablishment the incidence of industrial fatigue, mal nutrition and
badworking conditions aggravate that feeling for change among industrialworker and
some time impel them to visit their village home frequentlyfor rest and relaxation.

Maladjustment with factory

Social and religious ceremonies
Housing conditions
Industrial fatigue
Unhealty working condition
Absence of adequate welfare activities
Alcoholism
Indebtness
Improper & unrealistic personnel policies
Inadequate leave facilities

FEATURES OF ABSENTEEISM
The rate of absenteeism is lowest on payday; it increasesconsiderably on the days following the
payment of wages and bonus.The level of absenteeism is comparatively high immediately
afterpayday. When worker either feel like having a good time or in someother cases return home
to their villages family and after a holiday,has also been found to be higher than that on normal
days.
Absenteeism is generally high workers below 25 years of age andthose above 40. The younger
employees are not regular andpunctual. Presumably because of the employment of a large no.
ofnew comers among the younger age groups, while the older peopleare not able to withstand the
strenuous nature of the work
The percentage of absenteeism is higher in the night shift than in theday shift. This is so because
workers in the night shift experiencegreat discomfort and uneasiness in the course of their work
than theydo during day time.

Absenteeism in India is seasonal in character. It is the highest duringMarch-April-May, when

land has to be prepared for monsoon, sowingand also in harvest season (Sept-Oct) when the rate
goes as high as40%.