annexure a sri nrasinha infotechs neemkathana,sikar(raj.) (1867)

8/14/2019 Annexure a Sri Nrasinha Infotechs Neemkathana,Sikar(Raj.) (1867)

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Annexure A

SRI NRASINHA INFOTECHSNEEMKATHANA,SIKAR(RAJ.) (1867)ANALYSIS OF ABSENTEEISM

AT KHETRI COPPER COMPLEXAN UNIT OF HINDUSTAN COPPER LIMITED(A GOVT. OF INDIA ENTERPRISE)By:CHHAJU RAMREGN. NO.520573959A project report submitted in partial fulfillment of the requirements forMaster of Business AdministrationOf Sikkim Manipal university, INDIASikkim-Manipal university of Health, Medical and technological sciencesDistance education wingSyndicate house, Manipal -576119

JANUARY 2007

Annexure-B

Student declaration

I here by declare that the project report entitledANALYSIS OF ABSENTEEISM

AT KHETRI COPPER COMPLEXAN UNIT OF HINDUSTAN COPPER LIMITED(A GOVT. OF INDIA ENTERPRISE)

Submitted in partial fulfillment of the requirements forthe degree ofMasters of business AdministrationTo Sikkim-Manipal University, India, is my original work and not submitted for the award o

Place:Khetri Nagar Chhaju RamDate: 25.12.2006 Reg. No:520573959

Annexure-C

Examiners certificationThe project report of


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Chhaju RamRegn. No. 520573959ONANALYSIS OF ABSENTEEISM

AT KHETRI COPPER COMPLEXAN UNIT OF HINDUSTAN COPPER LIMITED

(A GOVT. OF INDIA ENTERPRISE)

Is approved and is acceptable in quality and form

Internal Examiner External Examiners

Name: Name :Qualification Qualification:Designation

Annexure-D

University study centre certificateThis is to certify that the project report entitledAnalysis of AbsenteeismAT KHETRI COPPER COMPLEXAN UNIT OF HINDUSTAN COPPER LIMITED(A GOVT. OF INDIA ENTERPRISE)Submitted in partial fulfillment of the requirements for the degree of Masters of Business

Sikkim-Manipal university of Health, Medi. & Tech. sciencesChhaju RamRegn. No. 520573959

has worked under my supervision and guidance and that no part of this report has been subm(Reg. No) Certified

Guides Name : Brijesh KumarQualification : B.E.Computer Science

ATTENDANCE CERTIFICATE

For Project Report ofMaster of Business Administration, IV Semester,January 2007, of Sikkim Manipal university, INDIA

Name : Chhaju RamFathers Name: Shri Bhader MalRegn. No. : 520573959Course : MBAStudy Centre

(Name & Code): SRI NRASINHA INFOTECHS,Neem ka Thana,Sikar(Raj.)/ (1867)

Date & Time of


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Submission of Project: 25.12.2006 10.00AM-5.00PMI have been submitted my project work as per given time & schedule by the Stu

Signature of Candidate____________

Regn. No. 520573959

ACKNOWLEDGEMENT

With great pleasure,

I take this opportunity of expressing my deep sense of gratitude to Prof. Brijes

I am extremely grateful to Mr. P.K.Sinha, GM(HR & A), Shri Jainarayan, Chief Manag

I am very grateful to Mr.A.S.Verma, Manager(HRD) KCC for his help and inspiration.

My sincere appreciation also goes to the workers of KCC(HCL) for their kind cooper

My sincere gratitude is also for the kind guidance of Prof. Brijesh Kumar, B.E. Co

The data expressed in this report are all appropriate and to the fact.

( Chhaju Ram)Regn. No. 520573959

CONTENTS

1. INTRODUCTION 1 - 52

1.1 General1.2 Geology1.3 Mining1.4 Metallurgical Plants1.5 Product & By product:1.6 Training & Development1.7 Expansion Plans1.8 Pollution Control Measures1.9 Industrial Oasis in Desert1.10 Township1.11 Higher Management of Hindustan Copper Limited1.12 Hierarchy

2. SOCIAL COMMITMENTS 53- 53

3. INTRODUCTION TO ABSENTEEISM 5467

3.1 Meaning or Concept

3.2 Absence Rate

3.3 Unauthorized absence3.4 HCLs Workmens Leave Rules


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4. RESEARCH DESIGN 68 70

4.1 Project Area4.2 Procedure Adopted4.2.1 Formulae used4.2.2 Through Questionnaire & P.I.4.2.3 Analysis of Datas

4.3 Difficulties faced during Project Work

5. RESULTS AND DISCUSSIONS 71-104

6. CONCLUSION 105-108

7. SUGGESTIONS 109-111

8. QUESTIONNAIRE USED 112-118

1. INTRODUCTION TO KHETRI COPPER COMPLEX (H.C.L.)

1.1 GENERAL

Khetri Copper Complex is situated in the crater of Arawali Hills in the District of JhunjhIt includes three Mines: Khetri, Kolihan and Chandmari alongwith Metallurgical Plants whi

Location: 11 Km. North-East of Khetri Town.190 Kms South-West of New Delhi180 Kms North of Jaipur(Rajasthan)

Altitude: 370 mtr. Above sea level.Average rainfall: 300 mm per year.Temperature : 46 0 Max. (Summer)

22 0 Min.25 0 Max. (Winter)1 0 Min.

1


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Prospecting by GSI : Started in 1954.Exploratory Mining by IBM : Started in 1957.Handed over to NMDC : 1962Handed over to HCL : Nov. 1967.On Stream : Feb. 1975.Installed capacity : 31000 MT of Copper/annumFuture Aim : 100000 MT Copper/annum

1.2 GeologyStrike length = 3.6 Km. (Khetri Mine)Grade = 1.0 % cut offDeposit = 56 millionDip = Average 65 0 WestRock = Metamorphosed arenacious and

Argillaceous sediments.Ore lodes = Madhan lode and Kudhan lodeThe regional strike of the formations run north-east to south-west and dips at an average

Kudhan lode is narrower and poorer in copper content which forms the hanging wall lode. Th

21.3 MiningKhetri MineKhetri Mining workings are distributed at an approximate 60 mtr. level intervals. The uppehighly mechanized with machine such as rocker shovels, load hand dumper, battery/trolle

Stoping Method : The method of mining is sub-lever open stoping. A slot of about 3.0 m wid

Kolihan Mine

The Kolihan Copper Mines deposit is about 10 Kms away from Khetri Mines. The deposit has

Stoping Method: The stoping method is similar to that practiced at Khetri Mine viz. sub leAerial Ropeway: Ore from Kolihan mine is transported by a Bicabnle Ropeway (capacity 200

31.4 Metallurgical Plants:

1.4.1 Concentrator Plant:The design capacity of the concentrator is approx. 9600 tonnes

1.4.2 Slag Treatment Plant: The slag from flash furnace contains about 2.0 % Copper. The

1.4.3 Smelter: The wet concentrate is fed into the dryer in the smelter and the dried coThe concentrates are fed to the reaction shaft of the flash furnace where a temperature of

The slag and matte formed during smelting settle in the settler chamber. The slag is perio4The finished product from the converter is known as Blister Copper and is 99% pure. It cThe gases from the flash furnace and converter, after the removal of dust, are sent to the

1.4.3 Refinery Plant:Tank House:The Refinery is composed of 2 Plants

a) Electrolytic Plant - for electro-refining of anode copper andb) Wire bar casting Plant for melting cathodes and casting wire bar.Anode copper, containing about 99.3% copper, is sent to the electrolytic Refinery from the


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Wire Bar Casting Plant:The wire bar casting plant is provided with the facilities to produce electrolytic grade c

5With input of cathodes an equal quantity of hot metal flows through a launder into holdin

1.4.4 Acid & Fertilizer Plant:

Fertilizer Plant: This plant is not in operation at present.

Sulphuric Acid Plant: The lean gases from the Smelter Plant are sent to Sulphuric Acid Pla

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1.5 Product & By product:

Main Products

Continuous Cast CopperWire RodCopper CathodeCopper Wire Bar

By-products


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GoldSulphuric

AcidSeleniumCopper Sulphate

PalladiumAnode SlimeRevertsTellurium

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1.6 Training and DevelopmentSpecial emphasis has been given to training in mines and Plant units both to meet statutorWith a view to impart basic supervisory and human relations skills to junior managerial pe

Supervisory Development and safety Training programmes have been taken up as high priorityA large number of workers attend Company Information Programmes and workers education cla

1.7 EXPANSION PLANS

To compete the world copper market KCC has embarked upon an expansion programme which incl

81.8 POLLUTION CONTROL MEASURES

As per the technologies available during that period KCC incorporated are the suitable pol

Two Sulphuric acid Plants have been incorporated for the control of sulphurous gaseous emi

1.9 INDUSTRIAL OASIS IN DESERT

KCC with its industrial presence has come to be regarded as an industrial oasis in the des


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Before the complex was set up there were only two registered factories in the entire distr

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1.10 TOWNSHIP

A modern Khetri Nagar has been constructed for residential requirements of employees worki

A separate township for employees working in Kolihan and Chandmari Mines has also been con1.11 Higher Management of Hindustan Copper Limited:1.11.1 Board of Director of HCL:

Board of DirectorsShri Satish Chandra GuptaChairman-cum-Managing Director

Hindustan Copper Limited"Tamra Bhavan"1, Ashutosh Chowdhury AvenueKolkata-700 019Ph.- (033) 22832725 & 22816222Fax No.- (033) 2283-2862e-mail: [email protected]

Shri Sujit GulatiJoint Secretary & Financial Advisor, Ministry of Mines

Shastri Bhavan,New Delhi - 110 001Phone: (011) 2338-4211 (Off.)Fax: (011) 2338-7528e-mail: [email protected]

Ms. Ajita Bajpai PandeJoint Secretary, Ministry of MinesShastri Bhavan,New Delhi - 110 001Phone: (011) 2338-4886 (Off.)Fax: (011) 2338-8487e-mail: [email protected]

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Shri Manabendu SamajpatiDirector (Finance)

Hindustan Copper LimitedTamra Bhavan,1, Ashutosh Chowdhury Avenue


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Kolkata - 700 019Phone: (033) 22832741/22814362 (Off)Fax: (033) 2283 2741e-mail: [email protected]

Shri Prashant SwarupDirector (Operations)Hindustan Copper LimitedTamra Bhavan,1, Ashutosh Chowdhury AvenueKolkata - 700 019Phone: (033) 2283 2432Fax: (033) 2283 2432e-mail: [email protected]

Shri Dinabandhu SatapathyDirector (Personnel)Tamra Bhavan,1, Ashutosh Chowdhury AvenueKolkata - 700 019Phone: (033) 2281 6221/6944 (Off.)Fax: (033) 2283 2748/2640e-mail: [email protected]

C S SinghiCompany SecretaryHindustan Copper LimitedTamra Bhavan,1, Ashutosh Chowdhury AvenueKolkata-700 019Phone: (033) 2283-2676 (Off.)Fax: (033) 2283-2640/2478e-mail: [email protected]

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1.11.2 Below the Board level:Key ExecutivesThe names of the key executives and their area of responsibility are detailed hereunder.


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Our Key Executives & their Area of responsibility(below the board level)Head OfficeName Designation Responsibility Area Phone Email IdMr. R P Singh G M Marketing 033-22816223 [email protected]

Mr. R C Singla G M Projects & Operations 033-22832228 [email protected]

Mr. B.GANGOPADHYAY D G M Finance 033-22832790 [email protected]

Mr. C S Singhi A G M Company affairs 033-22832676 [email protected]

Mr. D N Verma A G M Personnel & Legal Matters 033-22832032 [email protected]

Mr. A.K.DASGUPTA A G M Materials 033-22832321 [email protected]

Mr. Avinash Chandra A G M Computer & Systems 033-22803259 [email protected]

Mr. MANIDIP DASGUPTA A G M Vigilance 033-22408446 [email protected]

Mr. V.P.VISWANATHAN Ch. Mgr Administration 033-22832170 [email protected]

Mr. P.KULSHESTRA Manager TA to CMD 033-22832554 [email protected]

Ms. S.CHAKRABARTY LAHIRI Dy. Mgr. Public Relations & PIO 033-22832226 saper.com

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Unit OfficesLocation / Name Designation Responsibility Area Phone Email IdMr. O P Chugh E D MCP UNIT 07637-257042 [email protected]

Mr. Kashi Vishwanadham G M KCC UNIT 01593-220001 [email protected]

Mr. B K Mendiratta G M ICC UNIT 06585-225768 [email protected]

Mr. P N Gangopadhyay G M TCP UNIT 022-27411912 [email protected]

Sales & Other OfficesLocation / Name Designation Responsibility Area Phone Email Id


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Mr. M S Murty Ch.Mgr Sales Southern Region 080-26563343 [email protected]

Mr. Nirmalya Mukherjee Chief Manager(Com.) Sales Eastern Region 033-22832529 copper.com

Mr. S Dey Manager Sales Northern Region 011-22443182 [email protected]

Mr. V K Sinha Manager Sales Western Region 022-22830869 [email protected]

Mr. S K Dubey Manager Sales Central Region 0731-2543094 [email protected]

131.11.3 :Corporate governance:

Corporate Governance

Long-standing commitment to high standards of corporate governance and ethical business prGood corporate governance flows out of the commitment of the Management and the Board of DThe forward-looking approach always helped it, in achieving the desired results. This apprThe company has identified and established its core purpose, mission and core values for a

The highlights of Corporate Governance systems are an independent Board of Directors follo

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Strength of Executives and Staff as of 1st August 2005

Location Class I Class II Workmen TotalKCC 276 55 2715 3046MCP 135 55 871 1061ICC 152 11 1049 1212TCP 16 9 105 130Delhi Office 6 2 10 18Head Office 59 20 49 128Mumbai Office 2 1 3 6Bangalore Office 5 0 3 8Indore Office 2 0 0 2TOTAL 653 153 4805 5611


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1.11.4 Code of conduct:

Code of Conduct for Directors & Senior ExecutivesPREFACEThe Companys reputation depends on the conduct of its Directors and Senior Executives who

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Pursuant to Sub-clause 1(D) of Clause 49 of the Listing Agreement, a model Code of ConductAll Senior Management employees should sign the acknowledgement form at the end of this CoThis Code of Conduct applies to:A. All the Directors of Hindustan Copper Limited (Company); andB. All the Senior Management employees of the Company i.e. who are of the rank of GenIn terms of the Listing Agreement all the Board Members and the Senior Management employeeOBJECTIVE

The Companys reputation depends on the conduct of its Directors, Senior Executives and itThe purpose of this Code of Conduct is apart from meeting the requirements of Listing

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Agreement with the Stock Exchanges is to:A. Articulate the high standards of honesty, integrity, ethical and law abiding behavB. Encourage the observance of those standards to protect and promote the interests oC. Guide Directors and Senior Executives as to the practices thought necessary to maiD. Set out the responsibility and accountability of Directors and Senior Executives t

It is impossible to spell out every possible ethical scenario. The Directors and Senior ExThis Code of Conduct will provide Directors and Senior Management of HCL only general guidSALIENT FEATURESThis Code of Conduct lays down the following guidance for observance by Directors and Seni1. Honesty and integrityThe Company expects each Director and Senior Executive to:A. Observe the highest standards of honesty, integrity and ethical and law-abiding be

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(i) Performing their duties; and(ii) Dealing with officers, employees, investors, creditors, customers, suppliers,B. Foster a culture of honesty, integrity, ethical and law-abiding behavior among oth2. Conflicts of interest or duty2.1 Each Director and Senior Executive must be aware of potential conflicts between (dA. On the one hand:(i) The interests of the Company; or

(ii) Their duties to the Company; andB. On the other hand:(i) Their personal or external business interests; or

(ii) Their duties to any third party.

2.2 Each Director and Senior Executive must avoid placing himself or herself in a posiA. An actual or a potential conflict of interest or duty; orB. A reasonable perception of an actual or potential conflict of interest or duty.


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2.3 Each Director and Senior Executive must:A. Fully and frankly inform the Company of any personal or external business interest(i) An actual or potential conflict of interest or duty; or(ii) A reasonable perception of an actual or a potential conflict of interest of duty; anB. Obtain and follow independent legal advice to avoid or resolve any actual, potenti182.4 Each Director must:

A. Not participate when the Board considers any matter in which the Director has or mB. Comply with the Companies Act, 1956 and Listing Agreement provisions in relation t2.5 Each Director must inform the Board of:A. Any existing Directorship or other office held by the Director in another entity;B. Any proposed appointment as a Director or Senior Executive of another entity.2.6 Each Director and Senior Executive must not exploit for their own personal gain th3. Compliance with laws, regulations, policies and proceduresEach Director and Senior Executive must:A. Comply with the letter and spirit of any applicable law, rule or regulationB. Comply with the protocols, policies and procedures of the CompanyC. Encourage other officers and employees to do the same.4. Confidentiality

4.1 Any information acquired by a Director or Senior Executive while performing theirA. Authorized by the Board; orB. Required by law or a regulatory body.4.2 The existence and details of any Board and management information, discussions, an4.3 Obligations of confidentiality for each Director and senior Executive continue eve5.Disclosures195.1 HCLs policy is to provide full, fair, accurate and timely disclosure of required5.2 A Director or Senior Executive must ensure that Companys disclosure controls and6. Fair dealing6.1 The Company expects each Director and Senior Executive to:A. Deal fairly with employees, investors, customers, suppliers, competitors, auditorsB. Encourage other employees and officers to do the same.

6.2 A Director or Senior Executive must not take unfair advantage of any employee, cus6.3 A Director or Senior Executive must promote a respectful work place, culture that7. Protection and proper use of assets7.1 The Company expects each Director and Senior Executive to use all reasonable endea7.2 A Director or Senior Executive may only use a Company asset for legitimate busines7.3 Each Director and Senior Executive must immediately report any suspected fraud or8. Connection with Press/TV/RadioOnly the Chairman-cum-Managing Director and other Functional Directors with the consent of9. Reporting of unlawful and unethical behavior

209.1 The Company expects each Director and Senior Executive to:A. Report promptly and in good faith any actual or suspected violation by an officerB. Encourage other officers or employees to do the same.9.2 A Director or Senior Executive may use their own judgment in deciding to whom to rA. Directors are encouraged to report to the Chairman-cum-Managing Director; andB. Senior Executives and other Officers are encouraged to report to their immediate R9.3 If an employee or officer reports, in good faith, any violation or behavior referrA. The reporting persons position is protectedB. The reporting persons identity is only disclosed with their consent, except whereC. No disciplinary, discriminatory or other adverse action is taken against the repor9.4 A Director or Senior Executive who receives a report of any violation or behaviorA. The alleged violation or behavior is thoroughly investigatedB. Rules of natural justice are observed in the investigation; andC. Appropriate disciplinary action is taken if the allegation is substantiated.

10. Violations of the Code10.1 Each Director and Senior Executive is required to help enforce this Code as a part10.2 Each Director and Senior Executive shall be alert to possible violations and repor


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10.3 The Company will take appropriate action against any Officer whose actions are fou2111. Waivers and amendments of the Code11.1 This Code is subject to modification at any time since HCL is committed to continu11.2 Any amendment/inclusion or waiver of any provision of this Code shall be approved12. ResponsibilityEach Director and Senior Executive must adhere to the standards describe13. Clarification on Code of Conduct

Any Director and Senior Executive requiring any clarification regarding this Code of Condu

221.11.5 Plant & OfficesREGISTERED & CORPORATE OFFICEHindustan Copper LimitedTamra Bhavan1 Ashutosh Chowdhury AvenueKolkata 700 019Ph. (033) 2283-2623/2840/2805/2321/2940/2032/2832/2871/2790/29522281-6145/7138Fax (033) 2283/2640/2478

Telegraphic Code HINDCOPPER,Post Box No. 10224 Kolkata 700 019E-Mail [email protected]

Units and Facilities of Hindustan Copper LimitedUnit Adress FacilitiesIndian Copper ComplexP.O. GhatsilaDist. Singhbhum(E)JharkhandPhone (06585) 225-768/492/873/869Fax (06585) 225-806Tele Code HINDCOPPER GHATSILA-832303E-Mail [email protected]. Surda Copper Ore Mine2. Concentrator Plant3. Smelter Plant4. Refinery Plant5. Wire Bar Plant6. Sulphuric Acid Plant7. Precious Metal PlantKhetri Copper ComplexDist. JhunjhunuRajasthan 333 504

Phone (01593) 220-001/305/059Fax (01593) 220-002/038Telegraphic Code COPPER


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KHETRINAGAR- 333504E-Mail [email protected]

1. Copper Ore Mines (Khetri, Kolihan)2. Concentrator Plant3. Smelter Plant4. Refinery Plant

5. Wire Bar Plant6. Sulphuric Acid PlantMalanjkhand Copper ProjectP.O.- MalanjkhandDist. BalaghatMadhya PradeshPh.- (07637) 257-072/042/040/032/016Fax (07637) 257038 / 032Telegraphic Code HINDCOPPER BALAGHAT- 481116E-Mail [email protected]

[email protected]@sancharnet.in

1. Copper Ore Mine2. ConcentratorTaloja Copper ProjectP.O. Taloja P.B.No. 23Dist. RaigadMaharashtra 410 208Phone (022) 2741-2738/2740-2679Fax (022) 2741-2468Telegraphic Code HINDCOPPERPANVEL- 410 206E-Mail [email protected]

Continuous Cast Copper Rod Plant

23Sales OfficesEastern Region Address Tamra Bhavan1 Ashutosh Chowdhury AvenueKolkata 700 019

STD Code 033Telephone 2283 2529Fax 91 - 33 - 2240 8884Telegraphic Code HINDCOPPER, KolkataEmail [email protected]

Western Region Address Regent ChambersOffice No. 7, 4 th FloorNariman PointMumbai 400 021

STD Code 022Telephone 2283 - 3246/3254/2858 , 2 284-6195 /6634Fax 91 - 22 - 2204 2293Telegraphic Code HINDCOPPER, MumbaiEmail [email protected]

[email protected]

Northern Region Address 5th Floor South Tower

SCOPE MINAR District Centre,Laxmi NagarDelhi 110 092


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STD Code 011Telephone 2244 8038/3182,

2446 1724Fax 91 - 11 - 2244 3182/7809Telegraphic Code HINDCOPPER, New DelhiEmail [email protected]

[email protected]

[email protected]

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Southern Region Address 57/190 R V RoadNear Vijaya CollegeBangalore 560 004

STD Code 080Telephone 2656 3343Fax 91 - 80 - 2656 4712Email [email protected]

Central Region Address 116 - 118 Sunrise TowersPlot No. 579M G RoadIndore 452 001 (MP)

STD Code 0731Telephone 22543094Fax 91 - 731 - 22544505Email [email protected]

1.11.6 Hind Copper posts profit of Rs 52.06 crHindustan Copper Limited, the state-owned primary copper producer, has posted a pre-tax pr

In the 38th Annual General Meeting held today at the headquarters of Hindustan Copper Limi

To increase production of metal in concentrate from captive mines on a sustained basis, HC

The company has also decided to import concentrate to supplement its domestic availability

In order to cater to the specialized requirements of its quality-conscious customers, HCL

Global and national economy is looking up and LME price of copper shows optimistic trend.

The primary objective of the HCL team is to provide quality product and services to its cu

25Mine Development


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Mine development workIn order to enhance and sustain our generation of copper ore, the thrust of the hour is on

Tender enquiries have been floated for engaging competent agencies to take up the work of

Marketing Highlight

Marketing HighlightsExport of CC wire RodsHCL has started exporting Continuous Cast Copper Wire Rods. While 200 tonnes of CC Wire Ro

Meanwhile, the marketing department of the corporate office has been strengthened and effo

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Net up by over 116%

Hindustan Copper Limited, the only vertically integrated producer of primary refined coppeDuring the year the company sold 38788 tonnes of copper of which 1402 tonnes was in the foIn terms of the MoU signed with the Government of India for the year 2006-07, the Company

Operation ManthanA comprehensive turnaround plan has been drawn up for vibrant success and growth of HCL. TWhile the financial and major organizational restructuring programmes under Manthan await

Operation Manthan will be implemented in 3 phases which can be 5visualized as 3 waves in tThe entire spectrum of Operation Manthan would be monitored /controlled through a Steering

All activities and achievements under Operation Manthan would be given wide publicity from

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1.12 HIERARCHY OF KHETRI COPPER COMPLEXGM KCC

2812.2 DGM(Works)


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29

12.3:AGM(Mines)

30

12.4 Khetri (Mine) Slide-1

3112.5:Khetri (Mines) Slide-2

3212.6:Kolihan(Mines)-Slide-1


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3312.7:Kolihan Mine (Slide-2)

3412.8

3512.9


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3612.10

3712.11

3812.12


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3912.13

4012.14


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4112.15

4212.16

4312.17


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4412.18

45

12.19

4612.20

4712.21


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48

12.22

49

12.23

5012.24


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5112.25

522. SOCIAL COMMITMENTS

K.C.C. from the beginning has taken keen interest in the welfare of its rural surr

Another pressing aspect which attracted KCC was lack of basic communicatio

This includes organizing free medical treatment to weaker sections of the society, providi

53

3.0 INTRODUCTION TO ABSENTEEISM

Absenteeism has been one of the major labour problems for the Indian Industries. It result

It forces enterprises to employ more hands than the jobs requires which increases direct oManpower planning is rendered impossible by an uncertain and fluctuating workforce. Inexpe

The global experience reveals that greater industrialization, improved standard of educati

This paradoxical situation give rise to the present study of sociological and socio-psycho

3.1 MEANING OR CONCEPT


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In India, data on absenteeism are collected and compiled by two agencies, viz .. (1) The

Definition of absenteeism according to both the agencies is : The failure of a worker to

54My concern in undertaking the problem of absenteeism is to help to reduce it as much as po

3.2 ABSENCE RATE

The sum total of time loss due to all authorized leaves and unauthorissed absence. Authori

3.3 UNAUTHORISED ABSENCE

It include all those cases where work is available, the worker knows about it, he fails t

Uncondoned absences and overstays and unauthorized absences preceding discharge are also i

Thus absence indicate total time loss due to all reasons, absenteeism specifically refers

Absence rates, might reflect on personnel practices such as rulesx relating to leaves, vac

Both these concepts are useful to management. The former enables a Company to examine and

553.4 Hindustan Copper Limited Workmen Leave Rules

I am writing only the rules required for the completion of my Project work. The details of

1.0 Aim1.1 To effectively plan and administer leave facilities of the workmen consistent wit

1.2 To rationalize existing leave benefits admissible to workmen at different projects

1.3 To ensure compliance of statutory provisions regarding grant of leave.

2.0 Title

2.1 These rules may be called Hindustan Copper Limited Workmens Leave Rules.

3.0 Commencement

3.1 These rules shall come into force with effect from the appointed day on which the

4.0 Scope4.1 These rules shall apply to all workmen of the Company employed in different Projec

564.1.1 Deputationists from the Central, State Government or from other public undertaking

4.1.2 Casual Workmen.

5.0 Definitions

5.1 Company means Hindustan Copper Limited.

5.2 Workman means a workman as defined in Industrial Disputes Act, 1947.


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5.3 Competent Authority means the Head of the Project under the Company or any othe

5.4 Full pay means the pay and Dearness Allowance applicable to the workman on the d

5.5 Half pay means the quantum of one half of the pay and Dearness Allowance appli

5.6 Completed year of Service means continuous period of service in the Company for

576.0 Classification of leave

Leave is classified as under:-

6.1 Casual Leave

6.2 Earned Leave

6.3 Sick Leave

6.4 T.B.Leave

6.5 Quarantine Leave

6.6 Maternity Leavse

6.7 Special Leave

7.0 Casual Leave

7.1 A workmen shall be eligible for 12 days casual leave in a calendar year. Workman j

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Sl. No. Period of joining Leave Entitlement1. January to March 122. April to June 93. July to September 64. October 3

7.2 Casual leave shall not be cumulative and any portion of such leave unavailed of wi

7.3 Casual leave can be availed only after it has been sanctioned by thecompetent authority except in unforeseen and emergent circumstances when it is not practic7.4 Casual Leave should not normally be sanctioned in excess of 10 days at a time and

7.5 Holidays including National Holidays, Restricted Holidays, Sundays or compensatory8.0 Earned Leave

8.1 After completion of service for a calendar year earned leave will be as under:-

8.1.1 For workmen employed under ground in a Mine, at the rate of one day for every twe


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59For workmen employed other than under ground, at the rate of one day for

8.1 A calendar years service shall be deemed to have been completed:8.2.1 For under ground workmen, 190 attendance during a calendar year.8.1.2 For workmen other than under ground, 240 attendance during a calendar year.

8.3 For purpose of determining days worked for calculation of earned leave :

Any days of lay off, maternity leave not exceeding 12 weeks, shall be deemed to be the day

8.4 A workman whose services commence otherwise than on Ist day of January shall be en

(i) In the case of a workman employed below ground in a mine, he has put in attendanc

(ii) In the case of a workman employed above ground in a factory, he has put in

8.5 In the event of termination, resignation or retirement or death or quitting employ

8.7 Accumulation of Earned Leave may not exceed 180 days.

609.0 Encashment of Earned Leave.

9.1 Earned Leave may be encashed upto a maximum of 30 days in a year subject to the c

10.0 Sick Leave

10.1 24 days on half pay or 12 days on full pay in a year.

10.1.1 During the calendar year in which the workman joins service, Sick Leave shall be c

10.2 Accumulation of Sick Leave may not exceed 240 days.

11.0 T.B. Leave

11.1 A workmen who is diagonised by the Companys Doctor to

have T.B. will be sanctioned 12 months leave on half pay and 12 months leave without pay.

11.2 During the above period, when a workman is on leave, he shall be extended treatmen6111.3 A workman who is cured of T.B. during the period of 24 months leave granted to h

12.0 Quarantine Leave

12.1 If a member of his household is suffering from any infectious diseases( Cholera, S

12.2 A workman shall not be eligible for quarantine leave if he himself is suffering fr

12.3 This leave shall also be admissible on medical certificate from a qualified Medica

12.4 The quarantine leave shall be limited to a period not exceeding 21 days at a time,


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62

13.0 Maternity Leave

13.1 A female workman shall be eligible for maternity leave in accordance with the pr

14.0 Special Leave

14.1 Married workmen of the Company who undergo sterilization operation shall be eligi

14.1.1 Vasectomy:

Special leave not exceeding 6 days shall be admissible to the male workman of the

undergoes vasectomy operation for the second time, he shall be again eligible for special

63

14.1.2 Tubectomy:

Special Leave not exceeding 14 days shall be admissible to female workmen of the Company w

In the event of failure of sterilization operation if a female workman undergoes non-puerp

14.1.3 IUD

Female workmen of the Company shall be eligible for one day special leave every time they

14.1.4 Earned and sick leave can be sanctioned in continuation of special leave. However,

14.1.5 Special leave may be granted to a workman who is called upon by the Company to par

6414.1.6 Holidays or weekly off days intervening in a period of special leave shall be coun

15.0 Procedure for applying for leave

15.1 A workman who desires to obtain leave of absence shall apply at least 2 days in adIf the leave applied for is refused or postponed, the reason therefore shall be recorded i

15.2 A workman who, after proceeding on leave, desires to extend his leave, shall make


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65

15.3 The application for sanction or extension of leave on medical grounds will be acce

Companys authorized Medical Officer and if considered necessary the workman concerned wil

15.4 All applications for leave or extension of leave shall contain a clear statement o

6615.5 If a workman remains absent unauthorisedly for more than 10 days continuously he s

a) returns within 10 days of the date of his losing the lien, and

b) explains to the satisfaction of the management the reasons for unauthorized absenc16.0 Claim for Leave

16.1 If exigencies of Companys interest so require, the competent authority may, at hi

17.0 Combination of Leave

17.1 Any kind of leave except casual leave may be availed of in combination with or in17.2 Holidays occurring at either end of leave may be prefixed or suffixed with leave,

18. Recall from leave

18.1 A workman may, in the exigencies of work, be recalled from leave. In case of such

674. RESEARCH DESIGN

4.1 PROJECT AREA

Project is related with absenteeism at K.C.C. a part of Hindustan Copper Limited( A Govt.

4.2 PROCEDURE ADOPTED FOR PROJECT WORKIn the project work I have considered only the unauthorized absenteeism of the workers at

4.2.1 FORMULAE USED

Persons not working due to unauthorizedLeave + unauthorized absence

Absence Rate = -------------------------------------------------- x

Man shifts actually worked

4.2.2 THROUGH QUESTIONNAIRE & PERSONAL INTERVIEW

The questionnaire and interview schedule include the following things:

i) Personal Inquiry:This topic includes name of employee, age, sex, region, caste, monital


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condition, post, Department, nature of job, present of job, level of education, residenti

68ii) Questions related to the family:

Nature of family, residence of the family, amount sent to the family, number of visits t

iii) Nature of job and working conditions

Date of appointment, way of getting appointment, training, condition before this job, safe

iv) Satisfaction with Work

Reason for leaving last service, working conditions, satisfaction with officers behaviour

v) Condition of absence

Condition of absence, special absence in a month, main reasons of absence personal habits

vi) Suggestions for the remedy of problems

After completion of questionnaire and interview, respondent were asked to offer suggestion

69

4.2.3 Classification and Tabulation of Datas

After collecting datas, they were classified according to the requirements. Then after giv

4.2.4 Analysis of DatasAfter tabulation analysis of datas have been made to obtain final results which have been

4.3 A surveyor is required to face various kinds of problems and difficulties during t

i) Company was running in the economic crisis. So the workers were hesitating to answ

ii) They were taking me as a member of management.

iii) I have to clarify the workers that I am a student and I am doing all this as per r

iv) Workers did not reply all questions. As such I have to visit Personnel Department

705. RESULTS AND DISCUSSION

After collecting data, analysis had been made. The conclusions obtained from these data arTABLE - NO. 1

STATEMENT REGARDING THE EMPLOYEES DISMISSED/TERMINATED& NAME STRUCK OFF SINCE 1980

Sl.


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No. . DESCRITPION No dismissal/ Terminated Reins-tate1. DISMISSED/TERMINATED AFTER DUE ENQUIRY

17323150* NO REINSTATE-MENT AFTER 1991.TWO CASES REINSTATED IN 2005 & TWO IN 2006

2. STRUCK OFF FROM ROLLS DUE TO ABSENTISM

301126175** NO REINSTATE-MENT AFTER 1986

Total474 149 325

* ON VERIFICATION OF 74 CASES, 12 WOULD HAVE BEEN RETIRED AS ON DATE.

** ON VERIFICATION OF 49 CASES, 10 WOULD HAVE BEEN RETIRED AS ON DATE.

BALANCE CASES ARE UNDER VERIFICATION.

71

TABLE NO. 2

STATEMENT REGARDING PENDING LABOUR LITIGATION OVERDISMISSAL FROM COMPANYS SERVICES AS ON 01.05.2006

S.NO. DESCRIPTION NO. OF CASESREMARKS

01.LABOUR COURT / INDUSTRIAL TRIBUNAL08

SHRI BANWARI LAL MEENA, LABOUR COURT SINCE 199502.RAJASTHAN HIGH COURT11

SHRI SHIV KUMAR SHARMA, HIGH COURT SINCE 200503.REGIONAL LABOUR COMMISSIONER06

SHRI BAHADUR, RLC SINCE 14.9.2005TOTAL

25


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72

TABLE NO. 3

CLAFICATION ACCORDING TO RELIGION

________________________________________________________________

S.NO. RELIGION NO.OF RESPONDENT %________________________________________________________________

1. Hindu 76 98.71

2. Muslim 01 1.29

3. Sikh - -

4. Christian - -________________________________________________________________

Total 77 100.00________________________________________________________________

From this table it is clear that 98.71 % of total respondents are Hindu and 1.29%So it is clear this area is Hindu dominating. Here Sikh and Christians are outside

73

TABLE NO. 4


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ACCORDING TO CASTE

_________________________________________________________________

S.NO. CASTE NO. OF RESPONDENTS %_________________________________________________________________

1. Rajput 06 7.79

2. Saini 12 15.58

3. Jat 05 6.49

4. Meena 13 16.88

5. SC 17 22.09

6. Gurjar 14 18.18

7. Others 10 12.99

_________________________________________________________________

Total 77 100.00_________________________________________________________________

It is clear from the above table that maximum, 22.09% respondents are SC, 18.18 %

The Highest absenteeism is belongs from SC i.e 22.09% and lowest absenteeism belonSo it is clear that SC and ST are more prone to absenteeism.

74

TABLE NO. 5ACCORDING TO POST__________________________________________________________________S.NO. POST NO. OF RESPONDENTS %__________________________________________________________________1. Miner 25 32.472. Blaster 06 7.793. Fitter 04 5.194. Helper 02 2.595. Driller 08 9.986. Canteen Boy 04 5.197. E.M..E. Operator 02 2.598. Mechanic 03 3.869. Others 23 29.87_________________________________________________________________

It is clear from the above table that 32.47 % are Miner, 7.79 % Blaster, 9.98 % Dr

So it is clear that highest absenteeism is belongs from the category of Miner i.e.75TABLE NO. 6ACCORDING TO DEPARTMENT_________________________________________________________________S.NO. DEPARTMENT NO. OF RESPONDENT %__________________________________________________________________1. Mining 40 51.95

2. Smelter 10 12.983. Refinery 10 12.984. Concentrator 10 12.98


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5. Civil 07 9.11__________________________________________________________________

Total 77 100.00_________________________________________________________________

It is clear from table that maximum 51.95 % are from Mining area and 12.98 % are from eachIt is clear that this is Mining based Industry, so more absentees are from Mining

76TABLE NO. 7NATURE OF JOB AND ABSENTEE_________________________________________________________________NO. OF DAYS NAUTE OF JOB TOTAL

TECH. % NON TECH. %_________________________________________________________________< 30 11 01.56 - -31- 60 11 17.18 3 23.07 14

61- 90 16 25.00 2 15.38 1891-120 15 23.43 5 38.46 20121- 150 06 09.37 1 07.69 07151- 180 10 15.62 - - 10> 180 05 07.81 2 15.38 07_________________________________________________________________

Total 64 13 77_________________________________________________________________

It is clear from above table that out of 77 respondents 64 ( 63.11% ) are Technica

So Technical personnel are frequently absentee in comparison to non-technical but

77

TABLE NO. 8EDUCATIONAL LEVEL AND ABSENTEE PERIOD________________________________________________________________NO. OF EDUCATIONAL LEVEL TOTALDAYS Non-Edu. Prim. Mid. Sec. Hr.Sec. Grad._________________________________________________________________< 30 - 1 - - - -

(5.55)31- 60 3 3 2 4 1 1 14

(11.11) (16.66) (10.00) (40) (100) (100)61- 90 5 4 7 2 - - 18

(18.52) (22.22) (35) (20) - -91- 120 10 4 5 1 - - 20

(37.03) (22.22) (25) (10) - -121-150 3 - 2 2 - - 07

(11.11) (10) (20) - -151-180 5 2 3 - - - 10

(18.53) (11.11) (15)> 180 1 4 1 1 - - 07_______________________________________________________________Total 27 18 20 10 1 1 77_______________________________________________________________% 35.09 23.38 25.97 12.98 1.29 1.29 100_____________________________________________________________

From this it is clear that uneducated workers are more liable to absence in compar78


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TABLE NO. 9ACCORDING TO MONTHLY PAY_________________________________________________________________S.NO. PAYMENT MONTHLY NO. OF RESPONDENT %_________________________________________________________________1. 4000 5000 03 03.89

2. 5001 6000 11 14.283. 6001 7000 20 26.094. 7001 8000 12 15.585. 8001 9000 11 14.296. 9001 10000 10 12.887. 10001- 11000 05 06.548. 11001-12000 02 02.599. 12001-13000 01 01.2810. 13001- 14000 01 01.2911. 14001-15000 01 01.29_________________________________________________________________

TOTAL 77 100

_________________________________________________________________

It is clear from this table that maximum 26.09% respondents are getting 60017000 Rs./month, 15.58% getting Rs.7001-8000 Rs./month.

79TABLE NO. 10ACCORDING TO RESIDENTIAL SITUATION_________________________________________________________________

NO. OF DAYS ABSENT RESIDENCE AT TOTALRURAL % URBAN %

_________________________________________________________________< 30 - - 1 100 0131- 60 07 50 7 50 1461- 90 15 83 3 17 1891- 120 14 70 6 30 20121- 150 07 100 - - 07151- 180 07 70 03 30 10> 180 05 71 02 29 07_________________________________________________________________

TOTAL 55 71 22 29 100_________________________________________________________________

It is clear from above table that rural workers are more liable to absenteeism (71Also according to number of days rural workers are more prone to absenteeism. So i

So at the time of sowing and harvesting they have to live at their native village or place

80TABLE NO. 11DISTANCE FROM FACTORY_________________________________________________________________

S.NO. DISTANCE NO.OF RESPONDENTS %_________________________________________________________________1. < 10 41 53.24


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2. 11 - 20 16 20.773. 21- 30 08 10.384. 31- 40 04 05.195. 41- 50 03 03.866. > 50 05 06.49__________________________________________________________________

It is clear that maximum 53.24% respondents come from area with in 10 Kms. Periphe

So it is clear that more than 50 % respondents are from 10 Kms periphery area, so

81TABLE NO. 12NUMBER OF DEPENDENTS_________________________________________________________________S.NO. NO. OF DEPENDENTS NO.OF RESPONDENTS %_________________________________________________________________1. 1 - 3 07 09.002. 4 - 6 42 54.54

3. 7 - 9 27 35.064. > 9 01 01.29_________________________________________________________________

TOTAL 77 100_________________________________________________________________

Size of maximum 54.54 % respondents family members is between 4 to 4, 35.06 % between 7 to

Because of bigger size of the family, the respondents have too much burden both ec

82TABLE NO. 13

MEETING WITH FAMILY_________________________________________________________________S.NO. NO. OF TIMES/MONTH NO. OF ANSWERS %_________________________________________________________________1. 1 - 5 Times 05 06.492. 6 - 10 Times 04 05.193. 11 - 15 Times 01 01.294. > 15 Times 02 02.595. 1 - 2 Times/Year 02 02.596. Daily 63 81.82_________________________________________________________________

Total 77 100_________________________________________________________________

It is clear from that the maximum 81.82 % respondents go daily, 6.49 % responden

83TABLE NO. 14ACCORDING TO CONVEYANCE

_________________________________________________________________NO. OF DAYS WAY TO CONVEYANCE TOTAL

ON FEET % SCOOTER/CYCLE % BUS %


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_________________________________________________________________

< 30 - - - - - - -31 - 60 03 11.11 01 25.00 10 21.73 1461 - 90 06 22.22 02 50.00 10 21.73 1891 - 120 07 25.92 01 25.00 12 26.08 20121 - 150 04 14.81 - - 03 06.51 07

151 - 180 06 22.22 - - 04 08.69 10> 180 01 03.70 - - 06 13.04 07_________________________________________________________________

Total 27 35.06 04 05.13 46 59.74 77_________________________________________________________________

It is clear that maximum 59.74 % respondents conveyance is by bus. Maximum 76.06 %84TABLE NO. 15FAMILY RESPONSIBILITYES AND ABSSENTEEISM_________________________________________________________________RESPONSIBILITIES DURATION TOTAL %

180_________________________________________________________________Economic Prob. 13 17.56 37 50.00 17 22.97 07 09.45 74 96.10Marriage of Children 08 13.79 29 50.00 15 25.86 06 10.34 58 75.32Edu. Of Children 08 14.00 28 54.00 14 26.00 05 06.00 55 71.42Children not on 03 21.42 08 57.14 03 21.42 - - 14 18.18Right trackBad nature of Wives 01 14.28 03 42.85 01 12.28 02 25.51 07 09.09Cases etc. 01 25.00 02 50.00 01 25.00 - - 04 05.19Others 01 16.60 03 33.33 02 30.07 - - 05 07_________________________________________________________________

From table we can see that maximum 96.10 % absentee personnel have economic burdon, and ou

71.42 % respondents are worried for their children study, out of them 65.44 % are12 % respondents are worried about some other reasons.

85

TABLE NO. 16ACCORDING TO EARNINGS FROM OTHER SOURCES_________________________________________________________________S.NO. AMOUNT OF NO. OF % SOURCE NO. OF %

EARNING RESPONDETS RESPONDENTS__________________________________________________________________

1. < 2000 38 49.35 Agriculture 47 61.032. 2000 - 4000 08 10.38 House Rent 17 22.073. 4001 - 6000 03 03.89 By other members 05 06.494. 6001 - 8000 - -5. 8001 - 10000 03 03.896. No Answer 25 32.49_________________________________________________________________

Total 77 100.00_________________________________________________________________

Maximum 49.35% respondents have earning ( upto Rs. 2000) from other sources wherea

10.38 % respondents have earnings between Rs. 2000/- to 4000/- from other sources,86

TABLE NO. 17CLASSIFICATION ACCORDING TO TRAINING


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_________________________________________________________________S.NO. TRAINING PLACE NO. OF RESPONDENTS %_________________________________________________________________1. K.C.C. 61 79.282. ANYWHERE ELSE 09 11.683. NO REPLY 07 09.04_________________________________________________________________

TOTAL 77 100________________________________________________________________We can conclude from the table that maximum 79.28 % respondents had been provided training

9.04 % respondents are untrained persons and they had not got any type of trainingSo it is clear that almost all employees were untrained and after joining serviceSo K.C.C. (HCL) has adequate training facilities for the above said purpose.

87TABLE NO. 18ACCORDING TO ACCOUNTABLE DISEASES_________________________________________________________________

S.NO. DISEASE NO.OF RESPONDENTS %_________________________________________________________________1. T.B 04 05.192. Bronc-cyrtisis 03 03.803. Pain in Any part of Body 06 07.794. Other Disease 05 06.495. Not accountable 59 76.63_________________________________________________________________

Total 77 100_________________________________________________________________

Table shows that 23.37 % respondents are sufferers of any permanent or dangerous accountabOut of them 5.19 % respondents are suffering from T.B., 3.80 % from Asthama, 7.79

It is crystal clear that workers are not absent mainly due to accountable diseases

88

TABLE NO. 19ACCORDING TO SATISFACTION FROM WORK AND ENVIRONMENT_________________________________________________________________WORKS CONDITION SATISFIED % CANNOT SAY % DISSATI-%

ANYTHING SFIED_________________________________________________________________Safety from Machines 72 92.20 02 02.59 03 05.19Temperature 72 92.20 02 02.59 03 05.19Sitting Arrangement 67 87.01 06 07.79 04 05.19Payment 71 92.20 02 02.59 04 05.19Ex-gratia(Bonus) 45 58.44 02 02.59 30 38.96Increment 73 94.80 01 01.29 03 03.81Promotion 49 63.63 25 32.46 03 03.81_________________________________________________________________

Temperature, cleanliness, Safety from Machinery and air velocity etc. and serviceBut reasons shown in the table are just opposite to the above reasons.Table shows the most of the chronically absent workers are satisfied with safety precautioRarely and worker is dissatisfied with these working conditions.

89

Safety Condition:


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92.20 % respondents thinks themselves totally safe while working, only 5.19 % respondentsAll 77 respondents/workers also replied that they think this service totally safe.

Satisfaction with Work:94.40 % out of respondents are satisfied with their work and only 1.29 % are dissa

Thinking about Co-workers79.22 % workers out of 77 respondents, told that co-workers are of helping nature.

90

TABLE NO.20

ACCORDFING TO MEMBERSHIP OF TRADE UNION__________________________________________________________________NO. OF NOT RELATED MEMBER OF UNION FROM TOTAL %DAYS WITH ANY UNION 1-10 % 10-20 % > 20 %__________________________________________________________________> - 30 01 05.00 - - - - - - 0131 - 60 02 10.00 02 20.00 07 21.87 03 20.00 14 20.4761 - 90 04 20.00 03 30.00 08 25.00 03 20.00 18 24.9791 - 120 08 40.00 02 20.00 06 18.75 04 26.66 20 25.97121- 150 01 05.00 - - 03 09.37 03 20.00 07 09.10151 - 180 02 10.00 02 20.00 05 15.62 01 06.66 07 09.10> 180 02 10.00 01 10.00 03 09.37 01 06.66 07 09.10_________________________________________________________________

Total 20 25.97 10 12.08 32 41.55 15 19.48 77 100________________________________________________________________

Table shows that 32 (41.55%) out of 77 respondents are member of workers unions from 10 to

91

25.97 % dont believe in any workers unions and 85 % out of them are absent for more than

19.48 % respondents are members of workers unions from more than 20 years. Out of

12.48 % respondents are member of workers union from 1 to 10 years.

So Conclusion is that 74.01 % of absentee workers are related with workers union,

Study also conclude that 60 % respondents are related with recognized workers union.

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TABLE NO. 21REASON BEHIND LACK OF MOTIVATION_________________________________________________________________S.NO. REASON NO. OF RESPONDENTS %_________________________________________________________________1. Family condition 17 22.072. Gen. being late 07 09.07

3. Disease 08 10.384. Mood 03 03.865. Others 15 19.066. No answer 27 35.06_________________________________________________________________

Table shows that maximum 22.07% respondents were absent due to any type of family35.06% respondents have not blamed any thing for this. So it is clear that mostly

93

TABLE NO.22ACCORDING TO CONDITION OF ABSENTEEISM_________________________________________________________________S.NO. CONDITION NO. OF RESPONDENT %_________________________________________________________________1. More work load 04 05.192. Lack of harmony with group 01 01.293. Danger from M/cs 04 05.194. Night Shift 38 49.355. Bad working condition 03 03.896. Illness 31 40.257. Agriculture work at home 27 35.068. Illness of family member 49 63.63

9. Conveyance problem 48 62.3310. Distance from complex 40 51.9411. Meeting with family 25 32.4612. Marriage/function/birth/death 66 85.7113. Alcoholism 30 38.9614. Other 05 06.49_________________________________________________________________

94

The above table shows that maximum 85.71% respondents blamed marriage /festival/Birth or d

63.63 % respondents blamed illness of any family member, 62.33 % blamed bad conveyance fac

49.35% workers were absent while working in night shift. 40.25% were absent due to illneIt is crystal clear that domestic and social reasons are negative effect to the presence oIn comparison to these the reasons related with working conditions are less effective.


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95

TABLE NO. 23ACCORDING TO MONTHLY HOLIDAYS_________________________________________________________________

S.NO. SPECIAL HOLIDAYS NO.OF RESPONDENTS %_________________________________________________________________1. Just before weekly holidays 06 07.792. Just after weekly holidays 06 07.793. After payment day 05 06.494. Other 15 19.485. No answer 45 58.94_________________________________________________________________

Total 77 100_________________________________________________________________

Table shows that 58.94% respondents are not answering for this occasion. 07.79 %It is clear that more than 50% absentees respondents are not given importance on

96

TABLE NO. 24ACCORDING TO AMOUNT SPENT ON DRINK_________________________________________________________________S.NO. AMOUNT SPENT NO.OF RESPONDENTS %_________________________________________________________________1. < 100 15 20.002. 100 200 11 14.703. 200 300 06 07.304. 300 500 02 2.005. No Drink 43 56.00

_________________________________________________________________Total 77 100

_________________________________________________________________Table shows that 56 % respondents are not having drinking habits. Only 44% are al

It is clear that on one side the financial condition of respondents are not strong while o

97

TABLE NO.25ACCORDING TO SUGGESTIONS FROM RESPONDLENTS_________________________________________________________________S.NO. SUGGESTIONS NO. OF RESPONDENT %_________________________________________________________________1. Providing housing facility 34 44.152. Provide better medical facility 30 38.963. Better way of conveyance 35 45.454. Improvement in working condition 05 06.495. Increase monthly wages 02 02.596. Reduce working hours 02 02.597. Increase holidays 01 01.298. Betterment in behaviour 04 05.199. Promotion 19 24.5610. Others 13 16.88_________________________________________________________________

Table shows that 45.45 % respondents have suggested for betterment of conveyance fMost important suggestion is about exchange facility in shifts in case of being la

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TABLE NO.26

Manpower position of KCC as on 01.01.1967

Group No. of Employee No. of SC No. of ST RemarksA 51 - -B 46 - -

C 433 16 -D 110 13 01Total 640 29 01

99

TABLE NO.27Manpower position of KCC as on 01.01.2006

Group No. of Employee No. of SC No. of ST RemarksA 270 39 09B 60 19 04C 2448 448 218

D 262 92 08Total 3040 598 239

100

TABLE NO.28

Position of separated employees at KCC during last 05 years

Reasons for separation No. of EmployeeDuring 2001

No. of EmployeeDuring 2002



No. of Employee


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During 2005Death 13 09 06 05 04Retirement 04 03 07 11 13Dismissal 01 - - - 01VR 1012 642 531 28 34Total 1030 654 544 44 52

101

Table No. 29

Scalwise/Gradewise emoluments of KCM employees for the m/o August, 2006Grade Tot. empl Ytd.gross amount Ytd absent Atbn days Trns daysT-1 04 155035.60 06 124 85 32022.08T-2 12 539381.70 140 346 259 118378.43T-3 29 1535217.02 59 899 644 330853.59T-4 16 847631.63 140 483 350 182123.29T-5 67 3839335.21 464 1978 1406 848176.98T-6 33 2212139.02 69 1023 775 474332.82T-7 104 7310829.09 215 3187 2419 1558126.12T-8 125 9199151.35 187 3853 2953 1949275.61T-10 148 12983141.07 302 4556 3463 2744462.50C-2 05 233825.02 46 155 121 48767.77C-3 05 263255.55 - 155 122 55641.91

C-4 03 178087.56 08 91 67 37467.00C-5 07 474622.79 - 217 167 99198.00Total 538 39771652.61 1636 17067 12831 8478826.02

102

Table No. 30Scalwise/Gradewise emoluments of KCC (Mines)employees for the m/o August, 2006Grade Tot. empl Ytd.gross amount Ytd absent Atbn days Trns daysT-2 04 202104.52 04 124 95 43174.06T-3 21 1122105.33 142 610 426 239297.89T-4 06 322366.19 - 186 145 67257.27T-5 93 5516737.71 393 2771 2147 1193414.92T-6 52 3307513.46 504 1505 1105 715265.96T-7 116 8239583.59 342 3544 2711 1767841.26T-8 100 7376449.86 150 3071 2345 1549783.54T-10 149 13476154.68 159 4588 3457 2831309.96C-2 05 239024.32 24 151 100 50721.39C-3 01 50968.70 - 31 25 10572.00C-5 01 64969.00 - 31 26 13486.00Total 548 39917977.35 1718 16612 12582 8482124.25


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103

Table No. 31Scalwise/Gradewise emoluments of Plants employees for the m/o August, 2006Grade Tot. empl Ytd.gross amount Ytd absent Atbn days Trns days

T-1 06 223557.07 - 186 155 47144.58T-2 37 1700557.53 1 1146.5 920 350619.10T-3 15 723035.67 10 465.0 365 151110.80T-4 77 4112534.90 201 2358.5 1793 843579.15T-5 132 727242655.32 188 4043.0 3155 1480211.94T-6 165 10768601.87 308 5053.5 3918 2203719.40T-7 256 16813409.77 390 7874.5 6047 3446014.54T-8 308 22011473.19 526 9428.5 7337 5418281.65T-10 410 34310868.38 430 12659.0 9887 7001834.23C-2 42 1811871.44 123 1265.0 992 381779.80C-3 18 939682.67 164 534.0 408 206360.00C-4 38 2209226.46 143 1135.0 896 471524.00

C-5 57 3833166.14 39 1762.0 1336 801525.00Trng 01 7393.29 31 31.0 26 2512.00Total 1562 106708033.70 2554 47914.5 37235 21906216.19

1046.0 CONCLUSION

In this chapter an interpretation of conclusions obtained from the study and surv

1. Personal informations:50.64% respondents are within range of 40 to 50 years of age and out of those, 79.98.70 % respondents are Hindus and local, Sikh and Christians are outsiders and s

Mainly SC, ST, and OBC workers are chronically absentee persons.Mostly absentee workers are from technical background. Absentee workers are generally from

105

As educational level of workers increase, absentee level decrease. So there is an increasi

Workers are getting enough money to maintain good standard, after deducting pay due to abs

Rural workers are more prone to absenteeism problem in comparison to urban workers. More t

2. Information related to family and financial condition:

- They are having more burden due to larger size of family, average size of family i

106


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- Most respondents are local.

- Due to irregular bus service, workers are unable to attend their duties on right t

- Workers have mental tension on account of family/domestic reasons. So they are mor

- Workers have other source of income besides Companys pay and perks.- Average income of a worker is Rs.8586.36 monthly.

- Due to absenteeism workers obtain meager salary. This reduces their saving habits.

107

3. Level of work and working conditions:

- 59.69 % workers have got employment through employment Office and 37.66 % through

- 79.32 % respondents had obtained training at k.c.c. (hcl).

- Only 23.37 % respondents are suffering from accountable diseases.

108

7. SUGGESTIONSi) Send letters to family members of absentee worker asking them to motivate him forii) It is clear from study that most of workers are uneducated, so facilities for righ

iii) Family planning should be encouraged, so that birth rate could be controlled resul

iv) Supervisors and managers should be polite and helping so that workers have positi

v) Exchange facilities of shift among workers should be provided.

vi) Habitual absentees should be punished immediately. This will be an example for oth

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vii) Payment slips to absentee workers should be issued in black colour. This will crea

viii) Name of habitual absentee workers must be exhibited at Notice Board.

ix) Incentive should be based on number of presence, in place of amount of work done.

x) Management must be fully devoted towards the policies of Company.xi) Loss due to absenteeism should be shown at every important place in the Company pxii) Importance of Social workers: Appointment of social workers will be helpful Social

110

They will be able to encourage workers towards their responsibilities at Company. My own

It is hoped that by implementing these suggestions the Company can solve absenteeism probl

111

8. QUESTIONNAIRE USEDSurvey of Work Attitudes

We like to ask you a few questions about your work and the way you feel about it.

112

A. IDENTIFICATION:1. Your Name :_____________________ 2. Your Department :_____________________ 3. Your designation :_____________________ 4. What is the status of your job : Permanent/Temporary/Badli5. What is your monthly Salary ? :_______________________

6. How much take-home did you :_______________________Get this month?

7. Are you a time-rater or piece rater ? :______________________


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8. Name the district of your birth ? :______________________9. How many dependents you have ? :______________________10. Do you like in Khetri Nagar with :______________________

Your family ?

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B. EXPECTATIONSEvery one has certain expectations from ones job. We like to know yours. Find lis

________________________________________________________________

S.NO. JOB ASPECTS MOST IMPORTANT LEAST RANK_________________________________________________________________

1. Name of the Company ____ _______ _______ ____ 2. Opportunities for advancement ____ _______ ________ ____3. Job Security ____ _______ ________ ____ 4. Housing ____ _______ ________ ____ 5. Pay according to merit ____ _______ ________ ____6. Working conditions ____ _______ ________ ____7. Work groups ____ _______ ________ ____

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8. Bonus ____ _______ ________ ____9. Supervisions ____ _______ ________ ____ 10. Labour welfare services ____ _______ ________ ____11 Task ____ _______ ________ ____

C. PERCEPTIONSPlease answer the following questions. You may indicate the answer by putting a ch

_________________________________________________________________S.NO. QESTION YES NO_________________________________________________________________1. Can you hold the job as long as you wish? ____ ___ 2. Is your work place clean and Hygenic? _____ ___ 3. Are the machines you work on kept in good condition? ____ ___

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4. Can you get your machines repairedimmediately following a breakdown? ____ ___ 5. Does your Company help you with suitable housing? ____ ___ 6. It is possible for you with suitable housing ? _____ ___ 7. Do the factory managers always accept the reasons

You advance for leave ? _____ ___ 8. Will the company promote you according to your ability _____ ___

9. Are the given a proper hearing when you file a grievance ____ ____10. Does your company give attention to suggestions given

By workers regarding work improvements ? ____ ____

11. Do you participate in the elections for joint andWork Committees ? ____ ____

12. Are the management interested in having Joint CommitteesAnd Work Committees in the Factory ? ____ ____

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13. Is your work tiring ? ____ __14. Do supervisors help you in work-related problems ? ____ ____15. Do supervisors appreciate you for a fine job ? ____ ____ 16. Are supervisors well trained for their job ? ____ ____ 17. Are supervisors capable of giving clear and correct

Instructions ? ____ ____ 18. Are supervisors interested in your growth & advancement? ____ ____19. Can a supervisor be your friend? ____ ____

20. Are supervisors interested in only extracting work from you ____ ____21. Do you know all the products your Company produces ? ____ ____22. Do you know the names & number of all department in

Your mill ? ____ ____ 23. Where you ever told what the products of the mill are &

How they are made ? ____ ____

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24. Are the management interested in having Joint Counsil& help in the work place ? ____ ____

25. Are the instructions given to you clear & specific ? ____ ____ 26. Have you been given clear instructions regarding your

Safety ? ____ ____ 27. Do you know the basis of promotion in the Company ? ____ ____28. Do you often work with person that you like ? ____ ____29. Do you prefer to work in a department where every

One else is from your own district ?30. What are the main products of your Company ? ____ ____

31. Will the company pay you according to your ability &You feel satisfaction from it. _____ ___


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annexure a sri nrasinha infotechs neemkathana,sikar(raj.) (1867)

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