ACKNOWLEDGEMENT

I gratefully acknowledge the help and co-operation of the

entire Manpower of Right way Solutions. At the outset, I would
like to thank Mr. Satish Bhardwaj, Executive (HR) for giving
me an opportunity to learn at Right way Solutions; whose
versatile guidance provided me with an insight into the field of
Human Resource Development, particularly deserves my
thanks.
A similar vote of thanks goes to Mr. Parveen Rajpoot
whose expertise in the field proved to be of great value to me
during my training.
I would like to thank Miss Jyoti Malik, Assistant Professor,
Galaxy Global group of Institution for his valuable guidance in
making my project successful.
I also wish to thank my Mom and Dad for their financial
and moral support. Above all I want to thank God Almighty for
always being with me.
With all their encouragement and well wishes, my project
proved to be fruitful

(Akshita
Sharma)

DECLARATION
I, Akshita Sharma, student of Galaxy Global group of Institution,
pursuing BBA (ED) under Roll no. 7311802, hereby declares
that, I have completed my 6 weeks Summer Training in Right
way Solutions, Chandigarhand, therefore, submitting this
Summer Training Project Report in original. I further declare that
all the contents of this report are authentic and based upon the
research conducted by me during the period of Summer
Training. This Report is exclusively submitted in the Galaxy
Global group of Institution for the partial fulfillment of the
degree of BBA.

(AKSHITA
SHARMA)

TABLE OF CONTENTS
Acknowledgement

Declaration
2
Table of Contents
3
PART 1: THE ORGANIZATION DIAGNOSIS AND
UNDERSTANDING

I. Origin and Growth of Company

4

II. Managerial Practices adopted by the Mgmt. of the

Company

10

III. Organizational Structure

19
IV. Performance in terms of Financial and Non Financial
aspects

20

V. SWOT Analysis of RIGHT WAY SOLUTIONS

28

PART II: PROJECT WORK

VI. Introduction to the Topic Chosen for Study
29

VI. Problem Identification and Problem Formulation

34
VIII. Research Methodology
36
IX. Results and Recommendations
39
Table and Pie Charts

38

APPENDICES
Annexure I: Industry Supervisor Report
Annexure II: Questionnaire
49

PART I: ORGANIZATIONAL DIAGNOSIS AND

UNDERSTANDING:
I. THE ORIGIN AND GROWTH OF COMPANY:
ORGANIZATIONS PROFILE:
Right Way Solutions one of Indias rapidly emerging
business entities. For the last two and a half decades it has
been driving growth in the domains of Engineering,
Procurement and Construction (EPC), Power, Solar, Natural
Resources, Infrastructure and Property Development. Its
continuous focus on innovation and expansion together with its
commitment to quality and excellence has contributed
significantly to the progress that the company has made over a

short span of time. The 25-year-old group is, today, uniquely

poised to attain leadership position in its areas of operation.
HR FUNCTIONS (ACTIVITIES) AT RIGHT WAY SOLUTIONS:
Attendance: Record of attendance of all the employees of the
organization is an important function of HR department. In
RIGHT WAY Budhil Hydro Electric Project, the officers of various
working sites viz. Office site, Dam site, HRT etc. keep the record
of the presence and absence of the employees and then it is
provided to the HR officer in the end of the day. The HR officer
then sends this to the HR department of the head office in the
organization at Gurgaon through internet. The head office then
prepares the salary of the employees on the basis of it and thus
employees are provided with the salary accordingly by the HR
department of the Right Way Solutions.
Recruitment: Recruitment is chiefly done by the HR
department of the Head office. For this HR department of Right
Way Solutions send specifications of Job requirements at this
place. They also call the tenders for various works from Large
and Small scale contractors. E.g. they are outsourcing 70% of
the construction work through Coastal Project Ltd.
Training: HR department of Right Way Solutionsalso impart on
the job trainings to various trainees like students from
Engineering and Management background, they also provide
training to their employees or otherwise recommend them for
the required training
Promotions: In Right Way SolutionsPerformance Appraisals are
conducted annually according to the rules and regulations of
the company.

 Motivation: Employees are motivated either through Money or

appreciation e.g. Gold Coins are given to the employees who
completes 10 years in the organization, Bonus is also given
annually.
Transportation: In Hydro Electric Power Plants transportation
is very essential to manage as Right Way Solutions split in the
two sites, so to make employees and workers reach at work in
right time is very important. For this Transportation is managed
by HR department.
Accommodation: In faraway place like Bharmour which is a
Tribal area arrangement of accommodation of the employees is
again a big challenge, so the HR Department take care of the
Guest House Lease deeds etc.
Safety and Security at working sites: Hydro Electric Power
Plants are very accidental prone sites so safety and security of
the employees is again a big issue. For this Safety Officers are
appointed by Right way Solutionswho checks on the workers
whether they are taking precautions at the work sites or not
e.g. like wearing helmets is compulsory and they can fine the
worker not wearing helmet at the work site, they can also fine
worker who has taken liquor and working at the project site,
Medical facility like First Aid is available with an appointed
Doctor, for some serious accident Ambulance is also available
for speedy transportation.
Accidents & Casualty: Every employee working at Right Way
Solutions ensured with Aviva MetLife Insurance. In case of
casualty next of the kin of the employee are provided claim etc.
Grievances handling: Other problems regarding pay and
strikes etc. are also handled by the HR department.

 Environmental Issues: These are very important and have to

be taken care of as they are according to the laws and cannot
be denied. The issues like where to dispose muck cutting of
trees, construction of roads etc. are carried out only with the
consent of the state authorities and HR department have to
take care of it.

III. ORGANIZATION STRUCTURE (HIERARCHY) OF RIGHT

WAY SOLUTIONS:
Project Director (Executive Director)

General Manager

Office Site

Admn. HR

Finance

Dam

HRT

Powerhouse

Transmission Line

AGM

HR

Sr. Fin.

AGM AGM

AGM

AGM

Officer Officer

DM

PA

Accountant

PA

DM

DM

DM

DM

SE

SE

SE

SE

En.

En.

En.

En.

AE

AE

JE

JE

AE

JE

AE

JE

PA

Abbreviations: HRT= Head Race Tunnel, HR= Human Resource, AGM= Assistant General Manager,
DM= Deputy Manager, SE= Senior Engineer, En.= Engineer, AE= Assistant Engineer, JE= Junior
Engineer, PA= Project Assistant.

IV. PERFORMANCE IN TERM OF FINANCIAL AND NON

FINANCIAL ASPECTS:
FINANCIAL PERFORMANCE OF THE COMPANY:
Engineering, Procurement and Construction (EPC) is core
business competence and strength of this organization and its
Seamless integration with other domains such as infrastructure,
construction and power, has borne rich dividends for RIGHT
WAY . The organizations expertise in building large civic and
urban infrastructure projects has been deployed in constructing
thermal, gas and hydro power projects across the country. In a
bid to find cost effective, sustainable and green solutions to the

county's energy requirements, RIGHT WAY has made its

presence felt in the area of solar power as well. is fast
emerging as one of the top three private sector power
developers in India with 2,092 megawatt (MW) under operation,
7,153 MW under construction, and 11,070 MW of projects under
development.
In a strategic move that provides increased fuel security
for its current power generating assets and its future power
portfolio expansions, RIGHT WAY through its Australian
subsidiary, RIGHT WAY Resources Australia, has acquired
Griffin Coal Mining Company and Carpenter Mine Management.
Griffin Coal owns the largest operational thermal coal mines in
Western Australia, producing over 4 million tonnes per annum
(mtpa) of coal which can be ramped up to over 15 mtpa in the
near term, post development of evacuation infrastructure.
RIGHT WAY also has strategic global partnerships with leading
power companies including Genting, Harbin, GE, Dongfang,
Doosan, etc.
With team strength of about around 7,000 people, ,
headquartered in Gurgaon close to New Delhi, has a pan India
presence in strategic locations in 20 states in India and an
expanding footprint in the emerging global markets. Currently,
its international operations are located in Australia, China,
Indonesia, Nepal, Singapore, Europe and the United States.
RIGHT WAY is a privileged member of the World Economic
Forum and has been acknowledged as an elite member of the
top 200 "Global Growth Companies".

NON FINANCIAL PERFORMANCE:

ORGANIZATIONS DOMAINS:
ENGINEERING, PROCUREMENT AND CONSTRUCTION:
With its unique concept to commissioning
execution model that considers time, cost and quality
parameters, RIGHT WAY is an established industry leader in
executing large projects. The organizations ISO 9001 certified
EPC division has over 25 years experience in civil construction
projects and seven years in implementing power projects
through the EPC route. Strong capabilities in strategic
management and speedy development, over 4,000 highly
experienced professionals, and resilient relationships with
critical national and international equipment manufacturers and
agencies make RIGHT WAY 's EPC team a formidable force.
With its wide range of project execution experience in
subcritical (300/600 MW), supercritical (660 MW), gas based
and combine cycle projects, RIGHT WAY aims to become a
global EPC (Engineering, Procurement and Construction)
organization in the near future.
Areas of Operation
RIGHT WAY offers Engineering, Procurement and
Construction services in two business segments:
Power
Others
Power: Thermal Power Projects, Hydro Power Projects,
Chimneys, Cooling Towers & Balance of Plant, Transmission &
Distribution:
Kondapalli gas based Power Project at Andhra Pradesh
120 MW Gas based Tanjore Power Project at Tamil Nadu

Udupi Power Project, an imported coal based thermal power

project at Karnataka
Power Amarkantak Power Project in Chhattisgarh, a coal fired
thermal based project
Clarion Power Corporation Ltd (12 MW)
Rithwik Energy Systems Ltd (6 MW)
Barrage & Tunnel Construction at Teesta VI Hydro Electric Power
Project, Sikkim
275m Double Flue Can Chimney for ANPARA-C
Kondapalli- Nuna Transmission Line
275m Twin flue/ Brick-lined chimnies for BHEL at Bellary, UKAI &
North Chennai Projects
Cooling Water Circulation System for NTPC at Ramagundam
Others: Roads, Highways & Bridges, Metros & Railways,
Buildings & Airports, Sea Ports &
Marine Structures, Water & Pipeline:
Dalkhola- Islampore sub section II of NH 31 in the state of West
Bengal
Construction of 81 KM of NH 4 from KR Puram- Hoskote
Construction of 81 KM of NH 48 from Bangalore- Devihalli
EPC Contract for Construction of WTP, RWR and 100Km Pipeline
for IL & FS at Paradip, Orissa
Veeranam Project, 1875MM DIA, 114 KM Pipeline Chennai
Metropolitan, Tamil Nadu
Terminal Building of Varanasi Airport
Koparkhairane Railway Station for CIDCO on Thane Belapur
Road, Navi MuBBAi
Shastri Park Railway Station for Delhi Metro Railway
has bagged the order for Construction of New Airport Terminal
Building for Biju Patnaik Airport (BBI), Bhubaneswar, Orissa
Construction of Hills Residential, IT Tower, Podium & Other
Infrastructure
Ashwini Hospital for Navy, MuBBAi

 RIGHT WAY s Construction Division has bagged its first Metro

Project on EPC basis from Chennai Metro Rail Limited, For
Design & Construction of an Elevated station at MeenaBBAkam
and Viaduct, Ramps, Cut & Cover Tunnel between OTA station
and Chennai Airport Station. The Project has to be completed in
36 Months.
RIGHT WAY s Construction Division bagged its first 765kv
transmission line (from Raigarh to Champa in Chhatisgarh
state) from M/S. Power Grid Corporation of India Limited
(PGCIL).
SOLAR POWER:
To realize its vision of providing sustainable,
innovative and cost-effective solutions to India's ever
increasing energy needs, is focused on commercializing
alternate technologies for green and efficient energy
generation systems such as solar thermal and solar
photovoltaic (PV). The group is working towards realizing its
goal of indigenizing these technologies with the aim to reduce
costs and achieve grid parity.
RIGHT WAY s integrated Sand to Power strategy is best
positioned to turn India's solar dream into a reality. RIGHT WAY
is the first Indian organization to effectively integrate the entire
solar value chain, with a presence in sectors such as Polysilicon
to Wafer to Module Manufacturing as well as project
development, turnkey EPC and O&M services. With its strong
focus on a synergetic strategy and high end technology, RIGHT
WAY targets to make solar energy affordable by every person
in the country in the near future.

Solar currently has one of the largest solar power project

pipelines in the country and a project pipeline of more than 300
MW of power globally. It has aggressive plans to execute 500
MW of EPC projects, 400 MW of its own projects and 250 MW of
manufacturing a year by 2013, and to emerge as a leading
developer and turnkey EPC service provider in the country and
globally. To facilitate its aggressive growth strategy, the
company operates from 10 states in India and seven countries
globally.
SOLAR INTERNATIONAL:
Project development activities in the international arena
have been initiated through RIGHT WAY Solar's London based
office and a diversified team of experts based in six European
countries, the US, and Canada. Currently, two projects in the US
and two projects in Italy and Spain are under installation, and a
development pipeline of about 100 MW.
NATURAL RESOURCES:
With the acquisition of the Australian Griffin mines and the
successful bid to develop the Mahatamil coal block in
Chhattisgarh, RIGHT WAY has added over 2 billion tonnes of
coal resources to its business portfolio. This strategic move will
allow the organization to provide fuel security (India will have a
gap of over 200 million tonnes by 2015) and to participate in
the burgeoning coal trading market. The Griffin mines alone are
expected to produce over 20 million tonnes per annum (mtpa)
by 2015, helping RIGHT WAY to import 15 mtpa of thermal
coal.

RIGHT WAY has thus joined the exclusive league of mine

operators in India and is looking to capitalize on this advantage
by monetizing opportunities arising in other natural resources
in the country.
The RIGHT WAY Resources division comprises the
following verticals:
Coal Mining:
Griffin Coal Mine, Australia (100 percent acquisition by )
Rampia and dip side of Rampia, India (coal block jointly allotted
to six parties under the Government of India captive scheme)
Trading (imports into and exports from India):
Coal (coking and non-coking thermal coal) Long and short term,

Spot and Index Prices

Iron ore
Limestone
Bauxite
Other minerals
New Initiatives:

Coal washeries
Limestone mines
Bauxite mines
Coal exports out of Griffin Coal Mine, Western Australia
Resources in Global Outlets:

Infratech Ltd., Corporate Office, Gurgaon (India)

Resources International Pte. Ltd., Singapore
Resources Australia Pty. Ltd., Perth, (West Australia)
Griffin Coal Mining Company Pty Ltd., Perth ( West Australia)
Carpenter Mine Management Pty. Ltd., Perth (West Australia)
Energy Africa (Proprietary) Ltd., Johannesburg ( South Africa)
INFRASTRUCTURE:

RIGHT WAY s Infrastructure development business is

focused on executing large civil and urban projects such as
roads, highways, ports, airports, railway lines etc. The division
envisions a pan India Build, Operate and Transfer (BOT) project
portfolio worth Rs. 10,000 Crores by 2015, with a strong focus
on the highways sector.
The projects currently under execution include two major
National Highway (NH) projects, on a BOT basis, to construct
163 km of roads at an estimated cost of Rs. 1,348. Another
major project under development is the 238 km toll road
between Kanpur and Aligarh (NH 91) on a Design, Build,
Finance, Operation and Transfer (DBFOT) basis.
WHY RIGHT WAY ?
At RIGHT WAY , they value people. They have confidence
in their experience, skill, expertise, commitment and drive.
That is why they strive to provide an environment where they
can grow, as part of their core belief in Always Inspiring!
As one of India's fastest growing business entities, over
the last 25 years, RIGHT WAY has been driving growth in
domains such as Engineering, Procurement & Construction,
Power, Solar, Resources and Infrastructure. The company is a
member of the UN Global Compact, and is recognized for its
good corporate governance and social responsibility initiatives
led by the RIGHT WAY Foundation.
As part of the RIGHT WAY team, one can contribute to
world class projects that help shape the nation, while building
their own skills and expertise. RIGHT WAY employs around

7,000 committed, talented and ambitious professionals. If one

is motivated and ones values match theirs, as a national player
propelled by the desire to excel, they offer some of the most
rewarding career development opportunities in the industry.
Ones professional development is vital to them. Their
business is built around a dedicated and motivated team, and
they make long term investments in their people. They
empower their people to stay ahead of competition by
providing regular exposure to world class training programmes
in some of the most reputed institutes in the country.
They are proud of their high performance standards and
seek improvement constantly. There are no limits to what they
can achieve together or on the legacy one can leave while
working for RIGHT WAY .

V. SWOT ANALYSIS OF RIGHT WAY BUDHIL HYDRO

ELECTRIC PROJECT:
STRENGTHS:
Providing employment to the locals help gaining their trust.
Providing employees with better transportation to make them
comfortably reach at work site.
CSR (Corporate Social Responsibility): making roads, providing
trainings etc.

 Being a construction company is itself an added advantage for

RIGHT WAY .
WEAKNEESES:
Not having a strong recognition yet.
Salary is less as compare to others (e.g. Costal Project and
NHPC, ChaBBA)
Long distance between Dam and Powerhouse site (17 Km).
HR practices are not very strong, Employee absenteeism is
there.
Not a big infrastructure like NHPC.
OPPRTUNITIES:
Stable enough to take the bid of other projects at this area.
Will sale energy generated by the project for next 40 years
(under BOT basis).
Once the construction work will be over very few employees
would be required (cut CTC).
THREATS:
Climatic conditions could affect power generation to a great
level.
Problems related to environmental code violation.
Site is in the Seismic Zone V (Earthquakes are often, high risk
area).
Labour Unions supported by CITU (politics and strikes affects
the work).
PART II: PROJECT WORK:
VI. INTRODUCTION TO THE TOPIC CHOSEN FOR STUDY:

Absenteeism refers to unauthorized absence of the worker

from his job. Absenteeism can be defined as failure of
employees to report for work when they are scheduled to work.
In India, the problem of absenteeism is greater than other
countries. When the employee takes time off, on a scheduled
working day with permission, it is authorized absence. When he
remains absent without permission or informing, it is wilful
absence without leave. In these days, when the needs of the
country require greater emphasis upon increase of productivity
and the economic and rational utilization of time and materials
at our disposal, it is necessary to minimize absenteeism to the
maximum possible extent.
Recent surveys indicate the following trends in absenteeism:
1. The higher the rate of pay and the greater the length of
service of the employee, the fewer the absences.
2. As an organization grows, there is a tendency towards higher
rates of absenteeism.
3. Single employees are absent more frequently than married
employees.
4. Younger employees are absent more frequently than older
employees but the latter are absent for longer periods of time.
5. Unionized organizations have higher absenteeism rates than
non-union
organizations.
The rate of absenteeism can be calculated by considering the
number of persons scheduled to work and the number actually
present. Thus, the rate of
absenteeism can be estimated in the following way:

Rate of Absenteeism =

No. of Total Manshifts Lost

X 100
No. of Total Manshifts scheduled to work
CAUSES:
Important factors leading to absenteeism can be
summarized as follows:
1. Long hours of work.
2. Bad working conditions.
3. Boredom.
4. Lack of co-operation and understanding between
management and workers.
5. Sickness.
6. Accidents.
7. Occupational disease.
8. Problem of transport facilities.
9. Low wages.
10. Lack of proper medical aid and health programmes.
11. Lack of canteen services, rest rooms, etc.
12. Bad housing conditions.
13. Evil of drinking.
14. Lack of marketing facilities.
15. Social or religious festivals.
16. Harvest seasons.
17. Marriages.
18. Education of children.
19. Domestic problems and consequent worries, etc.

Among these causes, in the existing Indian conditions,

wage level in
industries, has a direct bearing on absenteeism. Sickness on
account of bad
housing conditions contributes highest to industrial
absenteeism. Social and
religious causes can be accounted as the second important
contributing factor forabsenteeism. Absenteeism in industry
varies from place to place, depending on thefestival, marriage,
harvest season and other factors.
EFFECTS :
Absenteeism is one of the root causes of labour unrest. It
affects the workers earnings as well as the company in the
following manner:
1.Decrease in Productivity:
Employees may be carrying an extra workload or
supporting new or
replacement staff. Employees may be required to train and
orient new or replacement workers. Staff morale and employee
service may suffer.
2. Financial Costs Payment of overtime may result:
Cost of self-insured income protection plans must be borne
plus the wage costs of replacement employees. Premium costs
may rise for insured plans.
3. Administrative Costs :

Staff time is required to secure replacement employees or

to reassign the remaining employees. Staff time is required to
maintain and control absenteeism.
The definition of absenteeism, its causes, its affects on
productivity, and its costs in terms of finances and
administrative effectiveness are quite clear. What is not as
clear is how to take affirmative action to control absenteeism in
such a way as not to create mistrust, costly administration and
systems avoidance.
Traditional methods of absenteeism control based only on
disciplinary procedures have proven to be ineffective. It is
almost impossible to create a fair disciplinary procedure
because even well run disciplinary systems, which treat similar
actions in consistently similar ways, are usually seen as unfair.
The reason for this is discipline alone usually does not identify
or address the root causes of absenteeism. Every employee
who takes time off in defiance of company regulations has
reasons, right or wrong, which justify to themselves the
legitimacy of their actions.
Unless a management attendance program identifies and
addresses the causes of employee absenteeism it will be
ineffective and unfair. Traditional disciplinary programs alone
can, at best, give the illusion of control. It is no secret that
there are ways to beat even the best systems. The fear of
discipline often only increases the desire to avoid management
systems.
If absenteeism is to be controlled, the physical and
emotional needs of employees must be addressed. Incentives

can be introduced to discourage absenteeism. Attendance

bonus is awarded in certain establishments, merit increases
and promotions are linked to minimum attendance. Good leave
record of the employee is an important factor in considering
him for more responsible positions. These incentives, no doubt,
will be effective inducements for regular attendance and work
which, in turn, will ensure efficient service. Habitual
absenteeism must be treated as a misconduct and it must be
stated that habitual absentees are liable for disciplinary action.
India, and in particular Himachal Pradesh has a great
potential for Hydro Electric Power generation. Hydro Electric
Power is the energy generated by water through a proper
procedure of making water fall on the Turbines with a great
pressure to rotate them in order to produce high energy. The
laws of physics are applicable to these procedures as the water
falling with a great pressure on the turbines to make them
rotate and change Potential energy into Electrical energy. The
electrical energy thus produced is commercially used as
Electric Power and which is an essential part of the human life
in todays world. It is evident from a Power failure that what is
the importance of electricity in our lives. But, the biggest
problem here is that this electrical energy is non renewable. It
once consumed changes into other form of energies and cannot
be recovered. So there is continuous demand to generate this
energy.
Himachal Pradesh government is keen on this situation
and it has known the potential of this land of Gods of
harnessing its water resources to generate Hydro Electric

power. Also these Power generation projects are one of the

biggest resources of revenue for the state government. It also
helps the State government to provide many employment
opportunities to the people of the state in their own home land.
But, working at Hydro Electric Power Projects is not an easy
task. It is a challenge of its own kind in itself. These sites are
generally away from town and working conditions are generally
not according to the wishes of the employees. It often results in
absenteeism of employees, increases dissatisfaction regarding
job among them which leads to the higher attrition rate. So it
was important to conduct a survey regarding Absenteeism of
employees, to find their reasons and suggest remedial
measures to ensure maximum attendance.

VII. PROBLEM IDENTIFICATION AND PROBLEM

FORMULATION:
PROBLEM IDENTIFICATION:
As per discussed in the previous chapter that working in
the hydro power projects is itself a challenge of its own kind,
and there are certain problems which the employee faces and

these problems should be thus of utmost care to be taken of

and the onus of it lies on the shoulders of HR department. One
of such problem is the growing absenteeism among employees
in the working sites and offices of the hydro electric plants. For
this an effort is being made to know the reasons regarding
absenteeism among employees of RIGHT WAY Bhudil Hydro
Electric Plant and to provide some suggestions to the
management so as to help them to take some remedial
decisions and ensure maximum of attendance at the
workplace.
PROBLEM FORMULATION:
The title of the problem is: Absenteeism: Cause, Effect and
Control in Right Way Solutions(70MW) at Bharmour
OBLECTIVES OF THE STUDY:
The objectives of the project are:
To understand and analyze:
1. What are the main causes of absenteeism in RIGHT WAY
SOLUTIONS, Bharmour?
2. What are the effects of the unauthorized absenteeism by the
employees in the company?
3. What are the current disciplinary actions taken by the HR
department for reducing absenteeism?
4. What is the attitude of employees towards these disciplinary
actions?
5. What factors are to be considered in order to reduce
absenteeism?

6. What suggestions can be given to the management to

improve the regular attendance of the employees in the
company?
Thus, the above objectives have been observed and
analyzed in a detailed manner in this project report. I have
made an attempt to go into root causes of the subject by using
the various techniques of Research Methodology.

VIII. RESEARCH METHODOLOGY:

A project is like a journey and it is always better to have
atleast the faintest of ideas of the probable direction of our
destination. Initially we have to decide upon the general area of
interest or the aspect of the subject to inquire into. This
decision is rather broad and not very precise. It is crude
indication of the purpose of the study and is of little help for
further planning and organization of the study.
Research Methodology is defined as a more systematic
activity directed
towards discovery and the development of an organized body
of knowledge. An efficient research contributes to the
evaluation of a proper decision, which
ultimately affects the path the organization will choose. The
data collected is of
paramount importance and hence the research process has to
be effective and an efficient one.
Research Methodology involves adopting various
techniques which are
best suited for the research and study of the problem, for
investigation and analysis of the problem. It starts with data
collection from various sources i.e.,
primary and secondary sources, data analysis and
interpretation and finally the
findings or conclusion from the analysis.
In this project, Primary data was collected by
Questionnaire Survey. The workmen selected for the interview
purpose were the employees of RIGHT WAY SOLUTIONS,

Bharmour. A random selection of samples from the workmen

segment was done in the company. There are 190 employees in
the company. From them respondents were selected randomly
as sample to avoid any bias. Thus, 25 workmen were selected
for survey through the questionnaires prepared. This helped to
be fair to all by not keeping in view the past record of
absenteeism of individuals.
The secondary data was collected from:
Monthly absenteeism data.
Yearly absenteeism report.
Leave records of employees.
After the collection of data, the response of the 25
individuals were arranged in a chronological pattern and then
evaluated. Many inferences could be drawn from both the
primary as well as secondary data available which are put forth
in the analysis section.
It is often beneficial to undertake an intensive study of a
few well selected instances of the phenomenon of interest. The
method demands for great sensitivity and receptivity on our
part. As new information pours in, the study is reformulated and
redirected. Hence, to be on the safer side, it would always be
wise to work keeping a particular method in mind.
RESEARCH AREA:
Research setting was to be chosen according to the
relevance of research topic. So, the two main sites of the RIGHT
WAY Budhil Hydro Electric Project, 70 MW (i.e. - Office site
including Dam site and Powerhouse site at village Thala and

Kharamukh of Tehsil Bharmour, Distt. ChaBBA of H.P.

respectively) were chosen to collect the data for the research
project.

ANALYSIS AND INTERPRETATION OF DATA:

Analysis of Data:
TABLES & PIE- CHARTS:
Tables 1: Employees Interest in their Jobs:
Questions
Is Job

Not at all

To some

extent
5

Average

To Great

Highly

15

Extent
5

Interestin
g?

Chart 1: Employees Interest in their Jobs:

Is Job Interesting?
17%

17%

Not at all
To Some Extent
17%

Average
To Great Extent
Highly

50%

Tables 2: Employees awareness about company rules:

Questions

Not at all

Awareness 3

To some
extent
3

Average

To Great

Highly

18

Extent
6

about Co.
Rules?

Chart 2: Employees awareness about company rules:

Awareness of Co. Rules

10%

20%

Not At All

10%

To Some Extent
Average
To Great Extent
Highly
60%

Tables 3: Employees support from co- workers:

Questions

Not at all

Support of 5

To some
extent
10

Average

To Great

Highly

12

Extent
3

Coworkers

Chart 3: Employees support from co- workers:

Support from Co- workers

10%

17%

Not At All
To Some Extent
Average

40%

To Great Extent

33%

Highly

Tables 4: Leaves availed by an employee in a year:

Questions
Leaves in

1-5
-

6-10
12

11-15
5

16-20
5

a year

Chart 4: Leaves availed by an employee in a year:

More
8

Leaves in a Year

27%

1 to 5
40%

6 to 10
11 to 15
16 to 20

17%

More
17%

Tables 5: Reason behind availing leaves:

Questions

Personal

Reason for Leaves

Family

Working

Social

Problem

Conditio

Problems

12

ns
5

Addiction

Chart 5: Reason behind availing leaves:

Reason Behind Availing Leaves

Personal

27%
40%

Family Problem
Working Conditions
Social Problem

17%

Addiction
17%

Tables 6: Salary structure of employee:

Questions
Reason for
Leaves

Satisfactory
5

Average
10

Unsatisfactory
15

Chart 6: Salary structure of employee:

Salary Structure of Employee

17%
Satisfactory
50%

Average
Unsatisfactory

33%

Tables 7: Family Conditions and family atmosphere of

employee:
Questions
Family

Satisfactory
3

Average
9

Unsatisfactory
18

Conditions

Chart 7: Family Conditions and family atmosphere of

employee:

Family Conditions of Employee

10%
Satisfactory
30%
60%

Tables 8: Is cause of absenteeism alcohol:

Average
Unsatisfactory

Questions
Is Cause

Not at all

To some

To great

Highly True

12

extent
15

extent
3

Alcohol

Chart 8: Is cause of absenteeism alcohol:

Is Cause Alcohol

9%

6%
38%

Not At All
To Some Extent
To Great Extent
Highly True

47%

Table 9: Is cause of absenteeism Drug Intake:

Questions
Is Cause Drugs

Not at all

To some

To great

Highly True

15

extent
13

extent
2

intake

Chart 9: Is cause of absenteeism Drug Intake:

Is Cause Drugs Intake

6%

4%
Not At All
48%

42%

To Some Extent
To Great Extent
Highly True

Table 10: Is cause of absenteeism Regular Health Problems:

Questions

To some

To great

Highly True

extent
6

extent
18

Is Cause

Not at all

Regular Health
Problems

Chart 10: Is cause of absenteeism Regular Health Problems:

Is Cause Regular Health Problems

4%

11%
21%

Not At All
To Some Extent
To Great Extent

64%

Highly True

IX. RESULTS AND RECOMMENDATIONS:

RESULTS:
17% of workers takes 16 to 20 leaves in a year; among these
64% take leaves due to regular health problems of their
family or of themselves.
Reasons for Absenteeism are:
1. 17% of workers do not find their jobs interesting and resort
to absenteeism
2. 10% workers are not aware about rules and regulations of
the company and other 60% only knows them casually
3. Most of the absenteeism is due to Family Problems as
family conditions of 60% workers is not satisfactory; 27%
is due to addiction also and 6% of these are due to alcohol
consumptions whereas 4% is due to High Drug Intake.
4. 16% workers do not find working conditions satisfactory
whereas 50% workers are not happy with their salary.
RECCOMMENDATIONS:
1. There should be better salary structure
2. HR People should also counsel workers the ill- effects of
the substance abuse
3. The working conditions should be satisfactory
4. The workers should aware about the rules and regulations
of the company

ANNEXURE II:
QUESTIONNAIRE
Questionnaire Regarding Job Satisfaction

Dear Respondent,
I am getting training in Right Way Solutionsas a Management
Trainee in HR and thus studying about various aspects of it.
Absenteeism is one of the issues of importance in any
organization and thus I want to study it regarding this
organization. I humbly request you to spare few minutes from
your busy schedule to help me in my research work. Please tick
one of the following options. I shall be highly thankful.
Name:
Age: .
Gender:
Working in this organization from last..years.
1. How many leaves availed by you per annum?
1-5/ 6-10/ 11- 15/ 16-20/ More
2. My job in company is very interesting:
Not at all/ To some Extent/ Average/ To great Extent/ Highly
3. My colleagues are highly supportive:
Not at all/ To some Extent/ Average/ To great Extent/ Highly
4. Are you aware of the leave rules of the company?
Not at all/ To some Extent/ Average/ To great Extent/ Highly
5. Main reason behind high leave consumption:
Personal/ Family related/ Work related/ Social/ Addiction
6. How is your family condition and family atmosphere?
Satisfactory/ Average/ Unsatisfactory
7. Is your salary structure adequate?
Satisfactory/ Average/ Unsatisfactory
8. The cause of my absenteeism is taking alcohol:
Not at all/ To some Extent/ To great Extent/ Highly True
9. The cause of my absenteeism is taking drugs:
Not at all/ To some Extent/ To great Extent/ Highly True

10.

The cause of my absenteeism is regular health problems:

Not at all/ To some Extent/ To great Extent/ Highly True

11.
Any other problem/ Suggestions