Annexure A

SRI NRASINHA INFOTECHS

NEEMKATHANA,SIKAR(RAJ.) (1867)
ANALYSIS OF ABSENTEEISM
AT KHETRI COPPER COMPLEX
AN UNIT OF HINDUSTAN COPPER LIMITED
(A GOVT. OF INDIA ENTERPRISE)
By:
CHHAJU RAM
REGN. NO.520573959
A project report submitted in partial fulfillment of the requirements for
Master of Business Administration
Of Sikkim Manipal university, INDIA
Sikkim-Manipal university of Health, Medical and technological sciences
Distance education wing
Syndicate house, Manipal -576119
JANUARY 2007

Annexure-B

Student declaration
I here by declare that the project report entitled
ANALYSIS OF ABSENTEEISM
AT KHETRI COPPER COMPLEX
AN UNIT OF HINDUSTAN COPPER LIMITED
(A GOVT. OF INDIA ENTERPRISE)
Submitted in partial fulfillment of the requirements for
the degree of
Masters of business Administration
To Sikkim-Manipal University, India, is my original work and not submitted for the award of
Place:Khetri Nagar Chhaju Ram
Date: 25.12.2006 Reg. No:520573959

Annexure-C

Examiner’s certification
The project report of
Chhaju Ram
Regn. No. 520573959
ON
ANALYSIS OF ABSENTEEISM
AT KHETRI COPPER COMPLEX
AN 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 certificate
This is to certify that the project report entitled
Analysis of Absenteeism
AT KHETRI COPPER COMPLEX
AN 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. sciences
Chhaju Ram
Regn. No. 520573959
has worked under my supervision and guidance and that no part of this report has been submi
(Reg. No) Certified
Guide’s Name : Brijesh Kumar
Qualification : B.E.Computer Science

ATTENDANCE CERTIFICATE
For Project Report of
Master of Business Administration, IV Semester,
January 2007, of Sikkim Manipal university, INDIA
Name : Chhaju Ram
Father’s Name: Shri Bhader Mal
Regn. No. : 520573959
Course : MBA
Study Centre
(Name & Code): SRI NRASINHA INFOTECHS,
Neem ka Thana,Sikar(Raj.)/ (1867)
Date & Time of
 Submission of Project: 25.12.2006 10.00AM-5.00PM
I have been submitted my project work as per given time & schedule by the Stud
Signature of Candidate____________
Regn. No. 520573959

ACKNOWLEDGEMENT
With great pleasure,
I take this opportunity of expressing my deep sense of gratitude to Prof. Brijesh
I am extremely grateful to Mr. P.K.Sinha, GM(HR & A), Shri Jainarayan, Chief Manage
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 coopera
My sincere gratitude is also for the kind guidance of Prof. Brijesh Kumar, B.E. Com
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 General
1.2 Geology
1.3 Mining
1.4 Metallurgical Plants
1.5 Product & By product:
1.6 Training & Development
1.7 Expansion Plans
1.8 Pollution Control Measures
1.9 Industrial Oasis in Desert
1.10 Township
1.11 Higher Management of Hindustan Copper Limited
1.12 Hierarchy
2. SOCIAL COMMITMENTS 53- 53
3. INTRODUCTION TO ABSENTEEISM 54–67
3.1 Meaning or Concept
3.2 Absence Rate
3.3 Unauthorized absence
3.4 HCL’s Workmen’s Leave Rules
4. RESEARCH DESIGN 68 –70
4.1 Project Area
4.2 Procedure Adopted
4.2.1 Formulae used
4.2.2 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 Jhunjhu
It includes three Mines: Khetri, Kolihan and Chandmari alongwith Metallurgical Plants whic
Location: 11 Km. North-East of Khetri Town.
190 Kms South-West of New Delhi
180 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
Prospecting by GSI : Started in 1954.
Exploratory Mining by IBM : Started in 1957.
Handed over to NMDC : 1962
Handed over to HCL : Nov. 1967.
On Stream : Feb. 1975.
Installed capacity : 31000 MT of Copper/annum
Future Aim : 100000 MT Copper/annum
1.2 Geology
Strike length = 3.6 Km. (Khetri Mine)
Grade = 1.0 % cut off
Deposit = 56 million
Dip = Average 65 0 West
Rock = Metamorphosed arenacious and
Argillaceous sediments.
Ore lodes = Madhan lode and Kudhan lode
The regional strike of the formations run north-east to south-west and dips at an average a
Kudhan lode is narrower and poorer in copper content which forms the hanging wall lode. Thi

2
1.3 Mining
Khetri Mine
Khetri Mining workings are distributed at an approximate 60 mtr. level intervals. The upper
highly mechanized with machine such as rocker shovels, load hand dumper, battery/trolley
Stoping Method : The method of mining is sub-lever open stoping. A slot of about 3.0 m widt
Kolihan Mine
The Kolihan Copper Mines deposit is about 10 Kms away from Khetri Mines. The deposit has s
Stoping Method: The stoping method is similar to that practiced at Khetri Mine viz. sub lev
Aerial Ropeway: Ore from Kolihan mine is transported by a Bicabnle Ropeway (capacity 200 t

3
1.4 Metallurgical Plants:
1.4.1 Concentrator Plant:The design capacity of the concentrator is approx. 9600 tonnes o
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 con
The 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 period
4
The finished product from the converter is known as “Blister Copper” and is 99% pure. It co
The 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 and
b) 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
Wire Bar Casting Plant:
The wire bar casting plant is provided with the facilities to produce electrolytic grade co

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

6
1.5 Product & By product:

Main Products

Continuous Cast Copper

Wire Rod
Copper Cathode
Copper Wire Bar

By-products
Gold
Sulphuric
Acid
Selenium
Copper Sulphate

Palladium
Anode Slime
Reverts
Tellurium

7
1.6 Training and Development
Special emphasis has been given to training in mines and Plant units both to meet statutory
With a view to impart basic supervisory and human relations skills to junior managerial per
Supervisory Development and safety Training programmes have been taken up as high priority
A large number of workers attend Company Information Programmes and workers education clas
1.7 EXPANSION PLANS
To compete the world copper market KCC has embarked upon an expansion programme which inclu

8
1.8 POLLUTION CONTROL MEASURES
As per the technologies available during that period KCC incorporated are the suitable poll
Two Sulphuric acid Plants have been incorporated for the control of sulphurous gaseous emis
1.9 INDUSTRIAL OASIS IN DESERT
KCC with its industrial presence has come to be regarded as an industrial oasis in the dese
Before the complex was set up there were only two registered factories in the entire distri

9
1.10 TOWNSHIP
A modern Khetri Nagar has been constructed for residential requirements of employees workin
A separate township for employees working in Kolihan and Chandmari Mines has also been cons
1.11 Higher Management of Hindustan Copper Limited:
1.11.1 Board of Director of HCL:
Board of Directors
Shri Satish Chandra Gupta
Chairman-cum-Managing Director
Hindustan Copper Limited
"Tamra Bhavan"
1, Ashutosh Chowdhury Avenue
Kolkata-700 019
Ph.- (033) 22832725 & 22816222
Fax No.- (033) 2283-2862
e-mail: gupta_sc@hindustancopper.com

Shri Sujit Gulati

Joint Secretary & Financial Advisor, Ministry of Mines
Shastri Bhavan,
New Delhi - 110 001
Phone: (011) 2338-4211 (Off.)
Fax: (011) 2338-7528
e-mail: jsfa.moc@nic.in

Ms. Ajita Bajpai Pande

Joint Secretary, Ministry of Mines
Shastri Bhavan,
New Delhi - 110 001
Phone: (011) 2338-4886 (Off.)
Fax: (011) 2338-8487
e-mail: ajita@nic.in

10
Shri Manabendu Samajpati
Director (Finance)
Hindustan Copper Limited
Tamra Bhavan,
1, Ashutosh Chowdhury Avenue
Kolkata - 700 019
Phone: (033) 22832741/22814362 (Off)
Fax: (033) 2283 2741
e-mail: samajpati_m@hindustancopper.com

Shri Prashant Swarup

Director (Operations)
Hindustan Copper Limited
Tamra Bhavan,
1, Ashutosh Chowdhury Avenue
Kolkata - 700 019
Phone: (033) 2283 2432
Fax: (033) 2283 2432
e-mail: swarup_p@hindustancopper.com

Shri Dinabandhu Satapathy

Director (Personnel)
Tamra Bhavan,
1, Ashutosh Chowdhury Avenue
Kolkata - 700 019
Phone: (033) 2281 6221/6944 (Off.)
Fax: (033) 2283 2748/2640
e-mail: satapathy_d@hindustancopper.com

C S Singhi
Company Secretary
Hindustan Copper Limited
Tamra Bhavan,
1, Ashutosh Chowdhury Avenue
Kolkata-700 019
Phone: (033) 2283-2676 (Off.)
Fax: (033) 2283-2640/2478
e-mail: singhi_cs@hindustancopper.com

11
1.11.2 Below the Board level:
Key Executives
The names of the key executives and their area of responsibility are detailed hereunder.
Our Key Executives & their Area of responsibility
(below the board level)
Head Office
Name Designation Responsibility Area Phone Email Id
Mr. R P Singh G M Marketing 033-22816223 singh_rp@hindustanco
pper.com
Mr. R C Singla G M Projects & Operations 033-22832228 singla_rc@hindustanc
opper.com
Mr. B.GANGOPADHYAY D G M Finance 033-22832790 gangopadhyay_b@hindu
stancopper.com
Mr. C S Singhi A G M Company affairs 033-22832676 singhi_cs@hindustanc
opper.com
Mr. D N Verma A G M Personnel & Legal Matters 033-22832032 verma_dn@hindustanc
pper.com
Mr. A.K.DASGUPTA A G M Materials 033-22832321 dasgupta_ak@hindusta
ncopper.com
Mr. Avinash Chandra A G M Computer & Systems 033-22803259 avinash_c@hindustan
opper.com
Mr. MANIDIP DASGUPTA A G M Vigilance 033-22408446 hcopvigil@vsnl.net
Mr. V.P.VISWANATHAN Ch. Mgr Administration 033-22832170 vishwanathan_vp@hind
ustancopper.com
Mr. P.KULSHESTRA Manager TA to CMD 033-22832554 pankaj_k@hindustanco
pper.com
Ms. S.CHAKRABARTY LAHIRI Dy. Mgr. Public Relations & PIO 033-22832226 sam
per.com

12

Unit Offices
Location / Name Designation Responsibility Area Phone Email Id
Mr. O P Chugh E D MCP UNIT 07637-257042 hcl_mcp@hindustancop
per.com
Mr. Kashi Vishwanadham G M KCC UNIT 01593-220001 hcl_kcc@hindustancop
per.com
Mr. B K Mendiratta G M ICC UNIT 06585-225768 hclicc@sify.com
Mr. P N Gangopadhyay G M TCP UNIT 022-27411912 hcltcp@bom2.vsnl.net
.in
Sales & Other Offices
Location / Name Designation Responsibility Area Phone Email Id
Mr. M S Murty Ch.Mgr Sales Southern Region 080-26563343 hindcopper@vsnl.net
Mr. Nirmalya Mukherjee Chief Manager(Com.) Sales Eastern Region 033-22832529 com
pper.com
Mr. S Dey Manager Sales Northern Region 011-22443182 hcldli@vsnl.com
Mr. V K Sinha Manager Sales Western Region 022-22830869 hindcopm@bom2.vsnl.n
et.in
Mr. S K Dubey Manager Sales Central Region 0731-2543094 hclindore@sancharnet
.in

13
1.11.3 :Corporate governance:

Corporate Governance
Long-standing commitment to high standards of corporate governance and ethical business pra
Good corporate governance flows out of the commitment of the Management and the Board of Di
The forward-looking approach always helped it, in achieving the desired results. This appro
The company has identified and established its core purpose, mission and core values for ac
The highlights of Corporate Governance systems are an independent Board of Directors follow

14

Strength of Executives and Staff as of 1st August 2005

Location Class I Class II Workmen Total
KCC 276 55 2715 3046
MCP 135 55 871 1061
ICC 152 11 1049 1212
TCP 16 9 105 130
Delhi Office 6 2 10 18
Head Office 59 20 49 128
Mumbai Office 2 1 3 6
Bangalore Office 5 0 3 8
Indore Office 2 0 0 2
TOTAL 653 153 4805 5611
1.11.4 Code of conduct:
Code of Conduct for Directors & Senior Executives
PREFACE
The Company’s reputation depends on the conduct of its Directors and Senior Executives who

15

Pursuant to Sub-clause 1(D) of Clause 49 of the Listing Agreement, a model Code of Conduct
All Senior Management employees should sign the acknowledgement form at the end of this Cod
This Code of Conduct applies to:
A. All the Directors of Hindustan Copper Limited (Company); and
B. All the Senior Management employees of the Company i.e. who are of the rank of Gene
In terms of the Listing Agreement all the Board Members and the Senior Management employees
OBJECTIVE
The Company’s reputation depends on the conduct of its Directors, Senior Executives and its
The purpose of this Code of Conduct is apart from meeting the requirements of Listing

16

Agreement with the Stock Exchanges is to:

A. Articulate the high standards of honesty, integrity, ethical and law abiding behavi
B. Encourage the observance of those standards to protect and promote the interests of
C. Guide Directors and Senior Executives as to the practices thought necessary to main
D. Set out the responsibility and accountability of Directors and Senior Executives to
It is impossible to spell out every possible ethical scenario. The Directors and Senior Exe
This Code of Conduct will provide Directors and Senior Management of HCL only general guida
SALIENT FEATURES
This Code of Conduct lays down the following guidance for observance by Directors and Senio
1. Honesty and integrity
The Company expects each Director and Senior Executive to:
A. Observe the highest standards of honesty, integrity and ethical and law-abiding beh

17
(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 othe
2. Conflicts of interest or duty
2.1 Each Director and Senior Executive must be aware of potential conflicts between (di
A. On the one hand:
(i) The interests of the Company; or
(ii) Their duties to the Company; and
B. 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 posit
A. An actual or a potential conflict of interest or duty; or
B. A reasonable perception of an actual or potential conflict of interest or duty.
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; and
B. Obtain and follow independent legal advice to avoid or resolve any actual, potentia
18
2.4 Each Director must:
A. Not participate when the Board considers any matter in which the Director has or ma
B. Comply with the Companies Act, 1956 and Listing Agreement provisions in relation to
2.5 Each Director must inform the Board of:
A. Any existing Directorship or other office held by the Director in another entity; a
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 the
3. Compliance with laws, regulations, policies and procedures
Each Director and Senior Executive must:
A. Comply with the letter and spirit of any applicable law, rule or regulation
B. Comply with the protocols, policies and procedures of the Company
C. Encourage other officers and employees to do the same.
4. Confidentiality
4.1 Any information acquired by a Director or Senior Executive while performing their d
A. Authorized by the Board; or
B. Required by law or a regulatory body.
4.2 The existence and details of any Board and management information, discussions, and
4.3 Obligations of confidentiality for each Director and senior Executive continue even
5.Disclosures
19
5.1 HCL’s policy is to provide full, fair, accurate and timely disclosure of required i
5.2 A Director or Senior Executive must ensure that Company’s disclosure controls and p
6. Fair dealing
6.1 The Company expects each Director and Senior Executive to:
A. Deal fairly with employees, investors, customers, suppliers, competitors, auditors,
B. Encourage other employees and officers to do the same.
6.2 A Director or Senior Executive must not take unfair advantage of any employee, cust
6.3 A Director or Senior Executive must promote a respectful work place, culture that i
7. Protection and proper use of assets
7.1 The Company expects each Director and Senior Executive to use all reasonable endeav
7.2 A Director or Senior Executive may only use a Company asset for legitimate business
7.3 Each Director and Senior Executive must immediately report any suspected fraud or t
8. Connection with Press/TV/Radio
Only the Chairman-cum-Managing Director and other Functional Directors with the consent of
9. Reporting of unlawful and unethical behavior
20
9.1 The Company expects each Director and Senior Executive to:
A. Report promptly and in good faith any actual or suspected violation by an officer o
B. 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 re
A. Directors are encouraged to report to the Chairman-cum-Managing Director; and
B. Senior Executives and other Officers are encouraged to report to their immediate Re
9.3 If an employee or officer reports, in good faith, any violation or behavior referre
A. The reporting person’s position is protected
B. The reporting person’s identity is only disclosed with their consent, except where
C. No disciplinary, discriminatory or other adverse action is taken against the report
9.4 A Director or Senior Executive who receives a report of any violation or behavior r
A. The alleged violation or behavior is thoroughly investigated
B. Rules of natural justice are observed in the investigation; and
C. Appropriate disciplinary action is taken if the allegation is substantiated.
10. Violations of the Code
10.1 Each Director and Senior Executive is required to help enforce this Code as a part
10.2 Each Director and Senior Executive shall be alert to possible violations and report
10.3 The Company will take appropriate action against any Officer whose actions are foun
21
11. Waivers and amendments of the Code
11.1 This Code is subject to modification at any time since HCL is committed to continuo
11.2 Any amendment/inclusion or waiver of any provision of this Code shall be approved b
12. ResponsibilityEach Director and Senior Executive must adhere to the standards described
13. Clarification on Code of Conduct
Any Director and Senior Executive requiring any clarification regarding this Code of Conduc

22
1.11.5 Plant & Offices
REGISTERED & CORPORATE OFFICE
Hindustan Copper Limited
Tamra Bhavan
1 Ashutosh Chowdhury Avenue
Kolkata – 700 019
Ph. – (033) 2283-2623/2840/2805/2321/2940/2032/2832/2871/2790/2952
2281-6145/7138
Fax – (033) 2283/2640/2478
Telegraphic Code – HINDCOPPER,Post Box No. – 10224 Kolkata – 700 019
E-Mail – hcl_ho@hindustancopper.com

Units and Facilities of Hindustan Copper Limited

Unit Adress Facilities
Indian Copper Complex
P.O. Ghatsila
Dist. – Singhbhum(E)
Jharkhand
Phone – (06585) 225-768/492/873/869
Fax – (06585) 225-806
Tele Code – HINDCOPPER GHATSILA-832303
E-Mail – hclicc@sify.com
1. Surda Copper Ore Mine
2. Concentrator Plant
3. Smelter Plant
4. Refinery Plant
5. Wire Bar Plant
6. Sulphuric Acid Plant
7. Precious Metal Plant
Khetri Copper Complex
Dist. – Jhunjhunu
Rajasthan – 333 504
Phone – (01593) 220-001/305/059
Fax – (01593) 220-002/038
Telegraphic Code– COPPER
KHETRINAGAR- 333504
E-Mail – kcc@hindustancopper.com
1. Copper Ore Mines (Khetri, Kolihan)
2. Concentrator Plant
3. Smelter Plant
4. Refinery Plant
5. Wire Bar Plant
6. Sulphuric Acid Plant
Malanjkhand Copper Project
P.O.- Malanjkhand
Dist. – Balaghat
Madhya Pradesh
Ph.- (07637) 257-072/042/040/032/016
Fax – (07637) 257038 / 032
Telegraphic Code – HINDCOPPER BALAGHAT- 481116
E-Mail – hcl_mcp@hindustancopper.com
hclmcp@sancharnet.in
hclmcp1@sancharnet.in
1. Copper Ore Mine
2. Concentrator
Taloja Copper Project
P.O. – Taloja P.B.No. 23
Dist. – Raigad
Maharashtra – 410 208
Phone – (022) 2741-2738/2740-2679
Fax – (022) 2741-2468
Telegraphic Code – HINDCOPPER
PANVEL- 410 206
E-Mail – hcltcp@bom2.vsnl.net.in
Continuous Cast Copper Rod Plant
23
Sales Offices
Eastern Region Address Tamra Bhavan
1 Ashutosh Chowdhury Avenue
Kolkata – 700 019
STD Code 033
Telephone 2283 2529
Fax 91 - 33 - 2240 8884
Telegraphic Code HINDCOPPER, Kolkata
Email hindcop@vsnl.com
Western Region Address Regent Chambers
Office No. 7, 4 th Floor
Nariman Point
Mumbai – 400 021
STD Code 022
Telephone 2283 - 3246/3254/2858 , 2 284-6195 /6634
Fax 91 - 22 - 2204 2293
Telegraphic Code HINDCOPPER, Mumbai
Email hclcopm@bom2.vsnl.net.in
hindcopm@vsnl.com
Northern Region Address 5th Floor South Tower
SCOPE MINAR District Centre,
Laxmi Nagar
Delhi – 110 092
 STD Code 011
Telephone 2244 8038/3182,
2446 1724
Fax 91 - 11 - 2244 3182/7809
Telegraphic Code HINDCOPPER, New Delhi
Email hcldli@vsnl.com
anils@del6.vsnl.net.in
hcldli_17@mantraonline.com

24

Southern Region Address 57/190 R V Road

Near Vijaya College
Bangalore – 560 004
STD Code 080
Telephone 2656 3343
Fax 91 - 80 - 2656 4712
Email hindcopper@vsnl.net.in
Central Region Address 116 - 118 Sunrise Towers
Plot No. 579
M G Road
Indore 452 001 (MP)
STD Code 0731
Telephone 22543094
Fax 91 - 731 - 22544505
Email hclindore@sancharnet.in

1.11.6 Hind Copper posts profit of Rs 52.06 cr

Hindustan Copper Limited, the state-owned primary copper producer, has posted a pre-tax pro
In the 38th Annual General Meeting held today at the headquarters of Hindustan Copper Limit
To increase production of metal in concentrate from captive mines on a sustained basis, HCL
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 h
Global and national economy is looking up and LME price of copper shows optimistic trend. O
The primary objective of the HCL team is to provide quality product and services to its cus
25
Mine Development
Mine development work
In 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 s
Marketing Highlight
Marketing Highlights
Export of CC wire Rods
HCL has started exporting Continuous Cast Copper Wire Rods. While 200 tonnes of CC Wire Rod
Meanwhile, the marketing department of the corporate office has been strengthened and effor

26

Net up by over 116%

Hindustan Copper Limited, the only vertically integrated producer of primary refined copper
During the year the company sold 38788 tonnes of copper of which 1402 tonnes was in the for
In terms of the MoU signed with the Government of India for the year 2006-07, the Company i
Operation Manthan
A comprehensive turnaround plan has been drawn up for vibrant success and growth of HCL. Th
While the financial and major organizational restructuring programmes under Manthan await G
Operation Manthan will be implemented in 3 phases which can be 5visualized as 3 waves in th
The 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
27

1.12 HIERARCHY OF KHETRI COPPER COMPLEX

GM KCC

28
12.2 DGM(Works)
29
12.3:AGM(Mines)

30
12.4 Khetri (Mine) Slide-1

31
12.5:Khetri (Mines) Slide-2

32
12.6:Kolihan(Mines)-Slide-1
33
12.7:Kolihan Mine (Slide-2)

34
12.8

35
12.9
36
12.10

37
12.11

38
12.12
39
12.13

40
12.14
41
12.15

42
12.16

43
12.17
44
12.18

45
12.19

46
12.20

47
12.21
48
12.22

49
12.23

50
12.24
51
12.25

52
2. SOCIAL COMMITMENTS
K.C.C. from the beginning has taken keen interest in the welfare of its rural surro
Another pressing aspect which attracted KCC was lack of basic communication
This includes organizing free medical treatment to weaker sections of the society, providin

53

3.0 INTRODUCTION TO ABSENTEEISM

Absenteeism has been one of the major labour problems for the Indian Industries. It results
It forces enterprises to employ more hands than the jobs requires which increases direct ov
Manpower planning is rendered impossible by an uncertain and fluctuating workforce. Inexper
The global experience reveals that greater industrialization, improved standard of educatio
This paradoxical situation give rise to the present study of sociological and socio-psychol
3.1 MEANING OR CONCEPT
In India, data on absenteeism are collected and compiled by two agencies, viz .. (1) The L
Definition of absenteeism according to both the agencies is : “ The failure of a worker to
54
My concern in undertaking the problem of absenteeism is to help to reduce it as much as pos
3.2 ABSENCE RATE
The sum total of time loss due to all authorized leaves and unauthorissed absence. Authoris
3.3 UNAUTHORISED ABSENCE
It include all those cases where work is available, the worker knows about it, he fails to
Uncondoned absences and overstays and unauthorized absences preceding discharge are also in
Thus absence indicate total time loss due to all reasons, absenteeism specifically refers t
Absence rates, might reflect on personnel practices such as rulesx relating to leaves, vaca
Both these concepts are useful to management. The former enables a Company to examine and s

55
3.4 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 Aim
1.1 To effectively plan and administer leave facilities of the workmen consistent with
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 Workmen’s Leave Rules”.
3.0 Commencement
3.1 These rules shall come into force with effect from the appointed day on which the a
4.0 Scope
4.1 These rules shall apply to all workmen of the Company employed in different Project

56
4.1.1 Deputationists from the Central, State Government or from other public undertakings
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.
5.3 “Competent Authority” means the Head of the Project under the Company or any other
5.4 “Full pay” means the pay and Dearness Allowance applicable to the workman on the da
5.5 “Half – pay” means the quantum of one half of the pay and Dearness Allowance applic
5.6 “Completed year of Service” means continuous period of service in the Company for a

57
6.0 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 jo

58

Sl. No. Period of joining Leave Entitlement

1. January to March 12
2. April to June 9
3. July to September 6
4. October 3
7.2 Casual leave shall not be cumulative and any portion of such leave unavailed of wil
7.3 Casual leave can be availed only after it has been sanctioned by the
competent authority except in unforeseen and emergent circumstances when it is not practica
7.4 Casual Leave should not normally be sanctioned in excess of 10 days at a time and s
7.5 Holidays including National Holidays, Restricted Holidays, Sundays or compensatory
8.0 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 twel
59
For workmen employed other than under ground, at the rate of one day for
8.1 A calendar year’s 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 days
8.4 A workman whose services commence otherwise than on Ist day of January shall be ent
(i) In the case of a workman employed below ground in a mine, he has put in attendance
(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 employm
8.7 Accumulation of Earned Leave may not exceed 180 days.
60
9.0 Encashment of Earned Leave.
9.1 Earned Leave may be encashed upto a maximum of 30 days in a year subject to the co
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 ca
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 Company’s 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 treatment
61
11.3 A workman who is cured of T.B. during the period of 24 months’ leave granted to hi

12.0 Quarantine Leave

12.1 If a member of his household is suffering from any infectious diseases( Cholera, Sm
12.2 A workman shall not be eligible for quarantine leave if he himself is suffering fro
12.3 This leave shall also be admissible on medical certificate from a qualified Medical
12.4 The quarantine leave shall be limited to a period not exceeding 21 days at a time,
62

13.0 Maternity Leave

13.1 A female workman shall be eligible for maternity leave in accordance with the pro
14.0 Special Leave
14.1 Married workmen of the Company who undergo sterilization operation shall be eligib
14.1.1 Vasectomy:
Special leave not exceeding 6 days shall be admissible to the male workman of the C
undergoes vasectomy operation for the second time, he shall be again eligible for special l

63

14.1.2 Tubectomy:
Special Leave not exceeding 14 days shall be admissible to female workmen of the Company wh
In the event of failure of sterilization operation if a female workman undergoes non-puerpe

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

64
14.1.6 Holidays or weekly off days intervening in a period of special leave shall be count
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 adv
If the leave applied for is refused or postponed, the reason therefore shall be recorded in
15.2 A workman who, after proceeding on leave, desires to extend his leave, shall make a
65
15.3 The application for sanction or extension of leave on medical grounds will be accep
Company’s authorized Medical Officer and if considered necessary the workman concerned will
15.4 All applications for leave or extension of leave shall contain a clear statement of

66
15.5 If a workman remains absent unauthorisedly for more than 10 days continuously he sh
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 absence
16.0 Claim for Leave
16.1 If exigencies of Company’s interest so require, the competent authority may, at his
17.0 Combination of Leave
17.1 Any kind of leave except casual leave may be availed of in combination with or in c
17.2 Holidays occurring at either end of leave may be prefixed or suffixed with leave, w
18. Recall from leave
18.1 A workman may, in the exigencies of work, be recalled from leave. In case of such r
67
4. RESEARCH DESIGN
4.1 PROJECT AREA
Project is related with absenteeism at K.C.C. a part of Hindustan Copper Limited( A Govt. o
4.2 PROCEDURE ADOPTED FOR PROJECT WORK
In the project work I have considered only the unauthorized absenteeism of the workers at K
4.2.1 FORMULAE USED
Persons not working due to unauthorized
Leave + 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
condition, post, Department, nature of job, present of job, level of education, residentia

68
ii) Questions related to the family:
Nature of family, residence of the family, amount sent to the family, number of visits to
iii) Nature of job and working conditions
Date of appointment, way of getting appointment, training, condition before this job, safet

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 suggestions
69
4.2.3 Classification and Tabulation of Datas
After collecting datas, they were classified according to the requirements. Then after givi
4.2.4 Analysis of Datas
After tabulation analysis of datas have been made to obtain final results which have been s
4.3 A surveyor is required to face various kinds of problems and difficulties during th
i) Company was running in the economic crisis. So the workers were hesitating to answe
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 re
iv) Workers did not reply all questions. As such I have to visit Personnel Department

70
5. RESULTS AND DISCUSSION
After collecting data, analysis had been made. The conclusions obtained from these data are
TABLE - NO. 1

STATEMENT REGARDING THE EMPLOYEES DISMISSED/TERMINATED

& NAME STRUCK OFF SINCE 1980

Sl.
No. . DESCRITPION No dismissal/ Terminated Reins-tated
1. DISMISSED/
TERMINATED AFTER DUE ENQUIRY
173
23
150* NO REINSTATE-MENT AFTER 1991.TWO CASES REINSTATED IN 2005 & TWO IN 2006
2. STRUCK OFF FROM ROLLS DUE TO ABSENTISM
301
126
175** NO REINSTATE-MENT AFTER 1986
Total
474 149 325
* 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 OVER

DISMISSAL FROM COMPANY’S SERVICES AS ON 01.05.2006

S.NO. DESCRIPTION NO. OF CASES

REMARKS
01.
LABOUR COURT / INDUSTRIAL TRIBUNAL
08
SHRI BANWARI LAL MEENA, LABOUR COURT SINCE 1995
02.
RAJASTHAN HIGH COURT
11
SHRI SHIV KUMAR SHARMA, HIGH COURT SINCE 2005
03.
REGIONAL LABOUR COMMISSIONER
06
SHRI BAHADUR, RLC SINCE 14.9.2005
TOTAL
25
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% M
So it is clear this area is Hindu dominating. Here Sikh and Christians are outsider

73

TABLE – NO. 4
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 belong
So it is clear that SC and ST are more prone to absenteeism.
74
TABLE – NO. 5
ACCORDING TO POST
__________________________________________________________________
S.NO. POST NO. OF RESPONDENTS %
__________________________________________________________________
1. Miner 25 32.47
2. Blaster 06 7.79
3. Fitter 04 5.19
4. Helper 02 2.59
5. Driller 08 9.98
6. Canteen Boy 04 5.19
7. E.M..E. Operator 02 2.59
8. Mechanic 03 3.86
9. Others 23 29.87
_________________________________________________________________
It is clear from the above table that 32.47 % are Miner, 7.79 % Blaster, 9.98 % Dri
So it is clear that highest absenteeism is belongs from the category of Miner i.e.
75
TABLE – NO. 6
ACCORDING TO DEPARTMENT
_________________________________________________________________
S.NO. DEPARTMENT NO. OF RESPONDENT %
__________________________________________________________________
1. Mining 40 51.95
2. Smelter 10 12.98
3. Refinery 10 12.98
4. Concentrator 10 12.98
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 each
It is clear that this is Mining based Industry, so more absentees are from Mining D

76
TABLE – NO. 7
NATURE 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 18
91-120 15 23.43 5 38.46 20
121- 150 06 09.37 1 07.69 07
151- 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 Technical
So Technical personnel are frequently absentee in comparison to non-technical but
77
TABLE –NO. 8
EDUCATIONAL LEVEL AND ABSENTEE PERIOD
________________________________________________________________
NO. OF EDUCATIONAL LEVEL TOTAL
DAYS 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 compari
78
TABLE – NO. 9
ACCORDING TO MONTHLY PAY
_________________________________________________________________
S.NO. PAYMENT MONTHLY NO. OF RESPONDENT %
_________________________________________________________________
1. 4000 – 5000 03 03.89
2. 5001 – 6000 11 14.28
3. 6001 – 7000 20 26.09
4. 7001 – 8000 12 15.58
5. 8001 – 9000 11 14.29
6. 9001 – 10000 10 12.88
7. 10001- 11000 05 06.54
8. 11001-12000 02 02.59
9. 12001-13000 01 01.28
10. 13001- 14000 01 01.29
11. 14001-15000 01 01.29
_________________________________________________________________
TOTAL 77 100
_________________________________________________________________
It is clear from this table that maximum 26.09% respondents are getting 6001
7000 Rs./month, 15.58% getting Rs.7001-8000 Rs./month.

79
TABLE – NO. 10
ACCORDING TO RESIDENTIAL SITUATION
_________________________________________________________________
NO. OF DAYS ABSENT RESIDENCE AT TOTAL
RURAL % URBAN %
_________________________________________________________________
< 30 - - 1 100 01
31- 60 07 50 7 50 14
61- 90 15 83 3 17 18
91- 120 14 70 6 30 20
121- 150 07 100 - - 07
151- 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 (71%
Also according to number of days rural workers are more prone to absenteeism. So it
So at the time of sowing and harvesting they have to live at their native village or place

80
TABLE – NO. 11
DISTANCE FROM FACTORY
_________________________________________________________________
S.NO. DISTANCE NO.OF RESPONDENTS %
_________________________________________________________________
1. < 10 41 53.24
2. 11 - 20 16 20.77
3. 21- 30 08 10.38
4. 31- 40 04 05.19
5. 41- 50 03 03.86
6. > 50 05 06.49
__________________________________________________________________
It is clear that maximum 53.24% respondents come from area with in 10 Kms. Peripher
So it is clear that more than 50 % respondents are from 10 Kms periphery area, so t
81
TABLE – NO. 12
NUMBER OF DEPENDENTS
_________________________________________________________________
S.NO. NO. OF DEPENDENTS NO.OF RESPONDENTS %
_________________________________________________________________
1. 1 - 3 07 09.00
2. 4 - 6 42 54.54
3. 7 - 9 27 35.06
4. > 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 eco

82
TABLE – NO. 13
MEETING WITH FAMILY
_________________________________________________________________
S.NO. NO. OF TIMES/MONTH NO. OF ANSWERS %
_________________________________________________________________
1. 1 - 5 Times 05 06.49
2. 6 - 10 Times 04 05.19
3. 11 - 15 Times 01 01.29
4. > 15 Times 02 02.59
5. 1 - 2 Times/Year 02 02.59
6. Daily 63 81.82
_________________________________________________________________
Total 77 100
_________________________________________________________________
It is clear from that the maximum 81.82 % respondents go daily, 6.49 % respondent

83
TABLE – NO. 14
ACCORDING TO CONVEYANCE
_________________________________________________________________
NO. OF DAYS WAY TO CONVEYANCE TOTAL
ON FEET % SCOOTER/CYCLE % BUS %
_________________________________________________________________
< 30 - - - - - - -
31 - 60 03 11.11 01 25.00 10 21.73 14
61 - 90 06 22.22 02 50.00 10 21.73 18
91 - 120 07 25.92 01 25.00 12 26.08 20
121 - 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 %
84
TABLE – NO. 15
FAMILY RESPONSIBILITYES AND ABSSENTEEISM
_________________________________________________________________
RESPONSIBILITIES DURATION TOTAL %
<60% 60-120 % 121-180 % >180
_________________________________________________________________
Economic Prob. 13 17.56 37 50.00 17 22.97 07 09.45 74 96.10
Marriage of Children 08 13.79 29 50.00 15 25.86 06 10.34 58 75.32
Edu. Of Children 08 14.00 28 54.00 14 26.00 05 06.00 55 71.42
Children not on 03 21.42 08 57.14 03 21.42 - - 14 18.18
Right track
Bad nature of Wives 01 14.28 03 42.85 01 12.28 02 25.51 07 09.09
Cases etc. 01 25.00 02 50.00 01 25.00 - - 04 05.19
Others 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 out
71.42 % respondents are worried for their children study, out of them 65.44 % are a
12 % respondents are worried about some other reasons.
85
TABLE – NO. 16
ACCORDING TO EARNINGS FROM OTHER SOURCES
_________________________________________________________________
S.NO. AMOUNT OF NO. OF % SOURCE NO. OF %
EARNING RESPONDETS RESPONDENTS
__________________________________________________________________
1. < 2000 38 49.35 Agriculture 47 61.03
2. 2000 - 4000 08 10.38 House Rent 17 22.07
3. 4001 - 6000 03 03.89 By other members 05 06.49
4. 6001 - 8000 - -
5. 8001 - 10000 03 03.89
6. No Answer 25 32.49
_________________________________________________________________
Total 77 100.00
_________________________________________________________________
Maximum 49.35% respondents have earning ( upto Rs. 2000) from other sources whereas
10.38 % respondents have earnings between Rs. 2000/- to 4000/- from other sources,
86

TABLE – NO. 17
CLASSIFICATION ACCORDING TO TRAINING
_________________________________________________________________
S.NO. TRAINING PLACE NO. OF RESPONDENTS %
_________________________________________________________________
1. K.C.C. 61 79.28
2. ANYWHERE ELSE 09 11.68
3. 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 training.
So it is clear that almost all employees were untrained and after joining service t
So K.C.C. (HCL) has adequate training facilities for the above said purpose.

87
TABLE – NO. 18
ACCORDING TO ACCOUNTABLE DISEASES
_________________________________________________________________
S.NO. DISEASE NO.OF RESPONDENTS %
_________________________________________________________________
1. T.B 04 05.19
2. Bronc-cyrtisis 03 03.80
3. Pain in Any part of Body 06 07.79
4. Other Disease 05 06.49
5. Not accountable 59 76.63
_________________________________________________________________
Total 77 100
_________________________________________________________________
Table shows that 23.37 % respondents are sufferers of any permanent or dangerous accountabl
Out 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. 19
ACCORDING TO SATISFACTION FROM WORK AND ENVIRONMENT
_________________________________________________________________
WORKS CONDITION SATISFIED % CANNOT SAY % DISSATI-%
ANYTHING SFIED
_________________________________________________________________
Safety from Machines 72 92.20 02 02.59 03 05.19
Temperature 72 92.20 02 02.59 03 05.19
Sitting Arrangement 67 87.01 06 07.79 04 05.19
Payment 71 92.20 02 02.59 04 05.19
Ex-gratia(Bonus) 45 58.44 02 02.59 30 38.96
Increment 73 94.80 01 01.29 03 03.81
Promotion 49 63.63 25 32.46 03 03.81
_________________________________________________________________
Temperature, cleanliness, Safety from Machinery and air velocity etc. and service
But 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 precaution
Rarely and worker is dissatisfied with these working conditions.
89
Safety Condition:
92.20 % respondents thinks themselves totally safe while working, only 5.19 % respondents d
All 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 dissat
Thinking about Co-workers
79.22 % 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 - - - - - - 01 0
31 - 60 02 10.00 02 20.00 07 21.87 03 20.00 14 20.47
61 - 90 04 20.00 03 30.00 08 25.00 03 20.00 18 24.97
91 - 120 08 40.00 02 20.00 06 18.75 04 26.66 20 25.97
121- 150 01 05.00 - - 03 09.37 03 20.00 07 09.10
151 - 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 % don’t believe in any workers unions and 85 % out of them are absent for more than 6
19.48 % respondents are members of workers unions from more than 20 years. Out of t
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.

92
TABLE – NO. 21
REASON BEHIND LACK OF MOTIVATION
_________________________________________________________________
S.NO. REASON NO. OF RESPONDENTS %
_________________________________________________________________
1. Family condition 17 22.07
2. Gen. being late 07 09.07
3. Disease 08 10.38
4. Mood 03 03.86
5. Others 15 19.06
6. No answer 27 35.06
_________________________________________________________________
Table shows that maximum 22.07% respondents were absent due to any type of family p
35.06% respondents have not blamed any thing for this. So it is clear that mostly w
93

TABLE – NO.22
ACCORDING TO CONDITION OF ABSENTEEISM
_________________________________________________________________
S.NO. CONDITION NO. OF RESPONDENT %
_________________________________________________________________
1. More work load 04 05.19
2. Lack of harmony with group 01 01.29
3. Danger from M/cs 04 05.19
4. Night Shift 38 49.35
5. Bad working condition 03 03.89
6. Illness 31 40.25
7. Agriculture work at home 27 35.06
8. Illness of family member 49 63.63
9. Conveyance problem 48 62.33
10. Distance from complex 40 51.94
11. Meeting with family 25 32.46
12. Marriage/function/birth/death 66 85.71
13. Alcoholism 30 38.96
14. Other 05 06.49
_________________________________________________________________

94

The above table shows that maximum 85.71% respondents blamed marriage /festival/Birth or de
63.63 % respondents blamed illness of any family member, 62.33 % blamed bad conveyance faci
49.35% workers were absent while working in night shift. 40.25% were absent due to illnes
It is crystal clear that domestic and social reasons are negative effect to the presence of
In comparison to these the reasons related with working conditions are less effective.
95

TABLE – NO. 23
ACCORDING TO MONTHLY HOLIDAYS
_________________________________________________________________
S.NO. SPECIAL HOLIDAYS NO.OF RESPONDENTS %
_________________________________________________________________
1. Just before weekly holidays 06 07.79
2. Just after weekly holidays 06 07.79
3. After payment day 05 06.49
4. Other 15 19.48
5. 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 p
96
TABLE – NO. 24
ACCORDING TO AMOUNT SPENT ON DRINK
_________________________________________________________________
S.NO. AMOUNT SPENT NO.OF RESPONDENTS %
_________________________________________________________________
1. < 100 15 20.00
2. 100 200 11 14.70
3. 200 300 06 07.30
4. 300 500 02 2.00
5. No Drink 43 56.00
_________________________________________________________________
Total 77 100
_________________________________________________________________
Table shows that 56 % respondents are not having drinking habits. Only 44% are alc
It is clear that on one side the financial condition of respondents are not strong while on

97
TABLE – NO.25
ACCORDING TO SUGGESTIONS FROM RESPONDLENTS
_________________________________________________________________
S.NO. SUGGESTIONS NO. OF RESPONDENT %
_________________________________________________________________
1. Providing housing facility 34 44.15
2. Provide better medical facility 30 38.96
3. Better way of conveyance 35 45.45
4. Improvement in working condition 05 06.49
5. Increase monthly wages 02 02.59
6. Reduce working hours 02 02.59
7. Increase holidays 01 01.29
8. Betterment in behaviour 04 05.19
9. Promotion 19 24.56
10. Others 13 16.88
_________________________________________________________________
Table shows that 45.45 % respondents have suggested for betterment of conveyance fa
Most important suggestion is about exchange facility in shifts in case of being lat
98
TABLE – NO.26
Manpower position of KCC as on 01.01.1967
Group No. of Employee No. of SC No. of ST Remarks
A 51 - -
B 46 - -
C 433 16 -
D 110 13 01
Total 640 29 01

99

TABLE – NO.27
Manpower position of KCC as on 01.01.2006
Group No. of Employee No. of SC No. of ST Remarks
A 270 39 09
B 60 19 04
C 2448 448 218
D 262 92 08
Total 3040 598 239

100
TABLE – NO.28
Position of separated employees at KCC during last 05 years
Reasons for separation No. of Employee
During 2001
No. of Employee
During 2002
No. of Employee
During 2003
No. of Employee
During 2004
No. of Employee
During 2005
Death 13 09 06 05 04
Retirement 04 03 07 11 13
Dismissal 01 - - - 01
VR 1012 642 531 28 34
Total 1030 654 544 44 52

101

Table No. 29
Scalwise/Gradewise emoluments of KCM employees for the m/o August, 2006
Grade Tot. empl Ytd.gross amount Ytd absent Atbn days Trns days
T-1 04 155035.60 06 124 85 32022.08
T-2 12 539381.70 140 346 259 118378.43
T-3 29 1535217.02 59 899 644 330853.59
T-4 16 847631.63 140 483 350 182123.29
T-5 67 3839335.21 464 1978 1406 848176.98
T-6 33 2212139.02 69 1023 775 474332.82
T-7 104 7310829.09 215 3187 2419 1558126.12
T-8 125 9199151.35 187 3853 2953 1949275.61
T-10 148 12983141.07 302 4556 3463 2744462.50
C-2 05 233825.02 46 155 121 48767.77
C-3 05 263255.55 - 155 122 55641.91
C-4 03 178087.56 08 91 67 37467.00
C-5 07 474622.79 - 217 167 99198.00
Total 538 39771652.61 1636 17067 12831 8478826.02

102
Table No. 30
Scalwise/Gradewise emoluments of KCC (Mines)employees for the m/o August, 2006
Grade Tot. empl Ytd.gross amount Ytd absent Atbn days Trns days
T-2 04 202104.52 04 124 95 43174.06
T-3 21 1122105.33 142 610 426 239297.89
T-4 06 322366.19 - 186 145 67257.27
T-5 93 5516737.71 393 2771 2147 1193414.92
T-6 52 3307513.46 504 1505 1105 715265.96
T-7 116 8239583.59 342 3544 2711 1767841.26
T-8 100 7376449.86 150 3071 2345 1549783.54
T-10 149 13476154.68 159 4588 3457 2831309.96
C-2 05 239024.32 24 151 100 50721.39
C-3 01 50968.70 - 31 25 10572.00
C-5 01 64969.00 - 31 26 13486.00
Total 548 39917977.35 1718 16612 12582 8482124.25
103

Table No. 31
Scalwise/Gradewise emoluments of Plants employees for the m/o August, 2006
Grade Tot. empl Ytd.gross amount Ytd absent Atbn days Trns days
T-1 06 223557.07 - 186 155 47144.58
T-2 37 1700557.53 1 1146.5 920 350619.10
T-3 15 723035.67 10 465.0 365 151110.80
T-4 77 4112534.90 201 2358.5 1793 843579.15
T-5 132 727242655.32 188 4043.0 3155 1480211.94
T-6 165 10768601.87 308 5053.5 3918 2203719.40
T-7 256 16813409.77 390 7874.5 6047 3446014.54
T-8 308 22011473.19 526 9428.5 7337 5418281.65
T-10 410 34310868.38 430 12659.0 9887 7001834.23
C-2 42 1811871.44 123 1265.0 992 381779.80
C-3 18 939682.67 164 534.0 408 206360.00
C-4 38 2209226.46 143 1135.0 896 471524.00
C-5 57 3833166.14 39 1762.0 1336 801525.00
Trng 01 7393.29 31 31.0 26 2512.00
Total 1562 106708033.70 2554 47914.5 37235 21906216.19

104
6.0 CONCLUSION
In this chapter an interpretation of conclusions obtained from the study and surve
1. Personal informations:
50.64% respondents are within range of 40 to 50 years of age and out of those, 79.4
98.70 % respondents are Hindus and local, Sikh and Christians are outsiders and so
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 increasin

Workers are getting enough money to maintain good standard, after deducting pay due to abse
Rural workers are more prone to absenteeism problem in comparison to urban workers. More th
2. Information related to family and financial condition:
- They are having more burden due to larger size of family, average size of family is

106
- Most respondents are local.
- Due to irregular bus service, workers are unable to attend their duties on right ti
- Workers have mental tension on account of family/domestic reasons. So they are more
- Workers have other source of income besides Company’s 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 d
- 79.32 % respondents had obtained training at k.c.c. (hcl).
- Only 23.37 % respondents are suffering from accountable diseases.

108

7. SUGGESTIONS
i) Send letters to family members of absentee worker asking them to motivate him for w
ii) It is clear from study that most of workers are uneducated, so facilities for right
iii) Family planning should be encouraged, so that birth rate could be controlled result
iv) Supervisors and managers should be polite and helping so that workers have positiv
v) Exchange facilities of shift among workers should be provided.
vi) Habitual absentees should be punished immediately. This will be an example for othe

109
vii) Payment slips to absentee workers should be issued in black colour. This will creat
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 pr
xii) 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 p
It is hoped that by implementing these suggestions the Company can solve absenteeism proble

111

8. QUESTIONNAIRE USED
Survey of Work Attitudes
We like to ask you a few questions about your work and the way you feel about it. W

112
A. IDENTIFICATION:
1. Your Name :_____________________
2. Your Department :_____________________
3. Your designation :_____________________
4. What is the status of your job : Permanent/Temporary/Badli
5. What is your monthly Salary ? :_______________________
6. How much take-home did you :_______________________
Get this month?
7. Are you a time-rater or piece rater ? :______________________
8. Name the district of your birth ? :______________________
9. How many dependents you have ? :______________________
10. Do you like in Khetri Nagar with :______________________
Your family ?

113

B. EXPECTATIONS
Every one has certain expectations from one’s job. We like to know yours. Find list
________________________________________________________________
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 ____ _______ ________ ____

114

8. Bonus ____ _______ ________ ____

9. Supervisions ____ _______ ________ ____
10. Labour welfare services ____ _______ ________ ____
11 Task ____ _______ ________ ____

C. PERCEPTIONS
Please answer the following questions. You may indicate the answer by putting a che
_________________________________________________________________
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? ____ ___

115
4. Can you get your machines repaired
immediately 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 and
Work Committees ? ____ ____
12. Are the management interested in having Joint Committees
And Work Committees in the Factory ? ____ ____

116

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 ? ____ ____

117

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. _____ ___
118