salem steel plant

A STUDY OF LABOUR WELFARE MEASURES AT SAIL– SALEM STEEL PLANT

By

K.NITHYA

Reg. No. 71103631027

of

KONGU ENGINEERING COLLEGE, Perundurai, Erode – 638 052.

A PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT SCIENCES

In partial fulfillment of the requirementsfor the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

JUNE- 2005

BONAFIDE CERTIFICATE

Certified that this project report entitled “A STUDY OF LABOUR

WELFARE MEASURES at SAIL - Salem Steel Plant, Salem” is the bonafide

work of Ms.K.NITHYA who carried out the research under my supervision.

Certified further, that to the best of my knowledge the work reported herein does

not form part of any other project report or dissertation on the basis of which a

degree or award was conferred on an earlier occasion on this or any other

candidate.

SUPERVISOR DIRECTOR

Viva-voce held on _________________

INTERNAL EXAMINER EXTERNAL EXAMINER

ABSTRACT

In this project, an attempt has been made to study of the Welfare

Measures available at SAIL Salem Steel Plant (SSP).

The factories Act, 1948 lays stress on improved working conditions for

the workers employed in recognized industries. This Act implies providing

better working conditions, such as proper lighting, heat control, cleanliness,

low noise level, toilet and drinking facilities, etc.,

In SSP Welfare measures like Canteen, Education, Medical, Service

dress, Township, Monet, Motivational Scheme like incentive scheme for Non

executives scheme, and executives scheme, Market Executive Reward

scheme, Nehru award, Jawahar award, good work scheme, Suggestion

scheme, Incentive for higher studies. SSP also provide Advances like Festival

Advance, Vehicle advance and House building advance etc.,

In order to study the objective, the data have been collected through

Primary survey by administrating a detailed questionnaire to section of the

employees selected at random. The sample size is 300 and is collected

randomly. The simple percentage analysis is used to know the satisfaction

level of the employees regarding welfare measures. It is observed that overall

the workers are satisfied with the facilities.

Suggestions were made based on the findings. The existing facilities such

as First aid, Night duty allowances, Restroom, Funeral expenses can be

improved for further satisfaction of workers.

ACKNOWLEDGEMENT

I express my gratitude and sincere thanks to Mr.S. Murugan Asst

Manager (HRD & ADMIN), SSP for having given me an opportunity to do the

project work in this organization.

My honest efforts are directed towards expressing my thanks to

Mr.P.SUNDER SINGH, Dy Chief Personnel Manager for giving valuable

guidance and vital information at different stages of this project work.

I express my sincere thanks to the principal Dr.A.M.Natrajan, Ph.D., and

Mr. P. Suresh Kumar M.sc., M.B.A Director, Department of Management

Studies for giving this opportunity to know the real experience from this project.

I wish to express my hearty thanks to Mr. R. Somasundaram, M.E.,

PGDFPM, PGDM Guide. Faculty of management studies for his valuable advice

and guidance to carryout the project work successfully this unstained attention

and meticulous guidance at all stages of my project will be ever remembered.

Finally, I would like to profoundly thank to my parents and my friends

who helped me to complete this project successfully.

CONTENTS

T

I

T

L

E

P

A

G

E

.

N

O

Abstract iii

LIST OF TABLES vii

LIST OF FIGURES viii

CHAPTER 1 INTRODUCTION

1.1 The Steel Industry in India 1

1.2 Steel Authority of India limited 3

1.3 Salem Steel Plant 6

1.4 Scope of Welfare Measures 10

1.5 Duties of Welfare Officer 20

CHAPTER 2 OBJECTIVES OF THE STUDY

2.1 Objectives 22

2.2 Scope of the study 23

2.3 Limitation of the study 24

CHAPTER 3 RESEARCH METHODOLOGY

3.1 Introduction 25

3.2 Research Design 25

3.3 Type of research 26

3.4 Sources of information 26

3.5 Sampling Design 26

CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION

4.1. Secondary data analysis 27

4.2. Primary data analysis 34

CHAPTER 5 FINDINGS, SUGGESTIONS

5.1 Findings 47

5.2 Suggestions 48

CHAPTER 6 CONCLUSION

6.1 Conclusion 49

APPENDICES 50

LIST OF TABLES

TABLE

NO NAME OF THE TABLE

PAGE

NO

4.2.1 Age wise classification of employees 34

4.2.2 Designation wise classification of employees 34

4.2.3 Satisfaction with regard to SSP Hospital 35

4.2.4 Satisfaction with regard to Number of doctors in the

hospital

36

4.2.5 Satisfaction with regard to Referral system 36

4.2.6 Satisfaction with regard to Service Dress 37

4.2.7 Satisfaction with regard to quality of service dress 37

4.2.8 Satisfaction with regard to usefulness in performing duty 38

4.2.9 Satisfaction with regard to with regard to MONET 39

4.2.10 Satisfaction with regard to entertainment by MONET 39

4.2.11 Satisfaction with regard to canteen 40

4.2.12 Satisfaction with regard to food in Canteen 41

4.2.13 Whether the weightage is given to the suggestion by

employees

41

4.2.14 Satisfaction with regard to higher education 42

4.2.15 Satisfaction with regard to Township school 42

4.2.16 Satisfaction with regard to Number of teachers in School 43

4.2.17 Satisfaction with regard to Rest room 43

4.2.18 Satisfaction with regard to toilet facility 44

4.2.19 Satisfaction with regard to motivational scheme 44

4.2.20 Satisfaction with regard to Co-operative stores 45

4.2.21 Satisfaction with regard to Recreational measures 45

4.2.22 Satisfaction with regard to Sports and cultural activity 46

4.2.23 Satisfaction with regard to Non-statutory welfare measures 46

LIST OF FIGURES

FIGURE

NO NAME OF THE FIGURE

PAGE

NO

1.2.1 Organizational Structure 5

4.2.1 Satisfaction with regard to SSP hospital 35

4.2.2 Satisfaction with regard to Service Dress 38

4.2.3 Satisfaction with regard to MONET 39

4.2.4 Satisfaction with regard to Canteen 40

4.2.5 Satisfaction with regard to Education 42

CHAPTER 1

INTRODUCTION

Under this chapter the significance of steel industry in India will be

discussed with Salem Steel plant as an example wherein the Welfare Measures

offered by the industry to its employees will be studied and analyzed in the

following chapters.

1.1 THE STEEL INDUSTRY IN INDIA

1.1.1 Steel

Steel is circular for the development of any modern economy and it is

considered to be the backbone of human civilization. The level of per capita

consumption of steel is treated as an important index of the level of socio-

economic development and living standards of people in any country. It is a

product of large and technologically complex industry having strong forward and

backward linkages in terms of material flows and income generation. Deposits

the fact steel products are susceptible to corrosion and have a relatively high

strength to weight ratio, alternative materials have not been able to make many

inroads into its domain.

The steel industry in India symbolizes the general changes of a radical

nature, which have swept across the economic scene of the country during the

current decade. Latest technologies have been adopted and the outputs have

increased. The industry has moved up in the value chain and exports have risen

consequent to a greater integration with the global economy. The challenges

that confront Indian steel industry in the age of globalization are complex in

nature following the right strategy may help India to perform better in all areas in

a competitive world.

1.1.2. Steel Producers

There are mainly two types of steel producers, primary and secondary

producers. These two strategic groups together uses a mix of technologies, with

much lesser degree of backward integration and hold around 705 of the mild

steel capacity in the Indian steel industry. The third groups of tertiary producers

were the mini-steel plants, using electric, arc of induction furnaces and are very

small in size.

1.1.3. Export of Steel in India

Exports in the first 5 years were mainly due to recession in the domestic

iron and steel market. Once domestic demand revived, exports declined. India

once again started exporting steel only in 1975 touching a figure of 1 million

tones of pig iron and 1.4 million tones of steel in 1976-77. Thereafter, exports

again declined to pick up only in 1991-92. When the main producers exported

3.87 lakh tones which rose to 2.79 million tones in 1995-96 and 3.3 million tones

in 2001-02.

India’s major market for steel and steel items include USA, Canada,

Indonesia, Italy, west Asia, Nepal, Taiwan, Japan, SriLanka and Belgium. The

steel industry has to gear up to meet domestic as Well as global competition

terms of product range, quality, and price.

1.2. STEEL AUTHORITY OF INDIA LIMITED

Steel Authority of India Ltd, (SAIL), India’s largest corporate entity, with its

five integrated steel plants, three special steel plants and Ferro-alloy plant forms

the backbone of Indian Steel Industry. From ordinary safety pin to sophisticated

industrial applications. Steel Authority of India Ltd. (SAIL) is India’s largest and

one of the world’s leading steel procedures with a turn over of 22,000 cr.

Its Central Marketing Organization (CMO) and the International Trade

Division (ITD) market within and outside India SAIL’s vast portfolio of long, flat

and tubular products respectively. By-products and chemicals are marketed

directly by the respective steel plants. SAIL’s Raw Materials division

headquartered at KOLKATTA, manages India’s second largest mines network.

SAIL is in the midst of organizational restructuring to bring greater focus on

its core business of making carbon steel. Making employees aware of the

market requirements, ensuring greater involvement of plants in marketing

initiatives, achieving cost leadership through rigorous cost cutting drives and

rationalizing manpower to bring down the total number of employees to

competitive levels are some other facets of the strategy to ensure sustained

profitability and growth.

SAIL’s ability to continuously grow in different market condition reflects the

inherent strengths of the company to manage its operations under the varying

and fast changing business environment over a long span of time. Its reservoir of

human talent and expertise supported by the latest state-of-art the technology,

forms the strength of its foundation.

In the new millennium, there is a strong focus on SAIL’s business activities

for customer satisfaction, adopting an approach for increased synergy between

production capability and market needs and ensuring supply of customized

products with shorter lead times.

The product mix is being continuously oriented to specific needs of different

market needs of different market segments. SAIL has been progressively

investing in technological up gradation of its plants and facilities for

environmental protection. Information Technology will be an important tool in

providing competitive advantage in the coming years. In the new millennium, the

accent in SAIL is to accelerate the process of change, adapt to emerging

competitive business environment and excel as a business organization both

within and outside India.

SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in

Chhatisgarh, Durgapur Steel Plant (DSP) in West Bengal, Rourkela Steel Plant

(RSP) in Orissa and Bokaro Steel Plant (BSL) in Jharkhand.

SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West

Bengal, Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel

Plant (VISP) in Karnataka.

Figure 1.2.1 ORGANISATIONAL STRUCTURE

General Manager (W)

Deputy General Manager Projects

Deputy General Manager (MM)

Chief of Communication

Chief ofFinance Manager

Additional Chief Vigilance Officer

Asst.General Manager

Law & Internal

Chief of Personal and Administration

ExecutiveDirector

Deputy General

Manager

Deputy General

Manager Quality

Deputy General

Manager

Operation

Asst.General Manager

(Technical & Admin)

Asst.General ManagerComputer & Information

Senior Manager Safety

Chief Personal Manager

Chief(Medical & Health)

Senior Manager(Town Administration)

Manager

(Administration)

1.3. SALEM STEEL PLANT

SSP located at the hills of Kanjamalai in Salem, South India, is a special

steels unit of steel Authority of India. State-of the art facilities for Hot rolling, cold

rolling and Blanking have been established at Salem Steel through backward

integration over the years, sourcing the equipment and technical know-how, from

the leaders in the respective fields from around the world.

The government of Tamil Nadu commenced acquition of land in August

1970, with 43.38 acres for the project inauguration. Later, on September 16,

1970 Smt. Indra Gandhi, Prime Minister, laid the foundation on stone for the

Salem Plant. This was followed by acquisition of around 3973 acres including

the lands at Yercard, Kuchikaradu and poolampatti, for the plant, railway siding,

and township and external water supply scheme.

Salem Steel Plant (SSP) is the youngest member of SAIL; the public sector

giant becomes the visitor to the latest technology and sophistication. To meet

the growing demand in 1970 the Prime Minister of India announced in the Loc

Sabha the decision of the government to setup a steel plant at Salem in Tamil

nadu. Based on the feasibility report the government made an investment

decision in 1972, to establish an integrated special steel plant for the

manufacture of stainless steel, electrical steel and special sheets and strips.

On Sep 13, 1977, the detailed project Report was approved by the

government and sanction was accorded for implementation of first stage to be

completed in Sep 1981. Work progressed on schedule and the Hot Rolling Mill

was commissioned on March 13, 1992. SSP produced all thickness and finishes

of its product mix during the first year of operation itself stabilizing operation, the

plant is steadily building up its capacity and achieved a break even point at the

end of the third year of its operations 1984-1985.

Salem Steel Plant (SSP) is a premier producer of international quality

stainless steel in India. Commissioned in 1981, the plant has a capacity to roll

186000 tones of hot rolled carbon and stainless steel sheets and coils per

annum. The plant has gone beyond its designed capacity and successfully cold

rolled value added 0.13mm thick stainless steel. SSP can also supply hot rolled

carbon steel in thickness of 1.5, 1.4, 1.25 mm. Its products have become a

household name ‘Salem Stainless’ in the domestic market and are widely

exported; besides meeting the requirements of 100 percent export oriented units

and free-trade zones in India. In hot rolled special grade carbon steels, SSP has

been recognized as a well known manufacture of boiler quality steels, the plant

is also supplying LPG grade is 6240 steel in sheet form. The entire plant is

certified for the ISO: 9001 quality assurance and ISO: 14001 Environment

Management Systems.

Organization Goals

Mission

Sustained growth through internal generation of resources is the hallmark

of the corporate mission of SAIL.

Vision

To be the market leader and prosper in business through satisfaction of

customer needs by continual improvement in quality, cost & delivery of products

and services.

Core Values

1. Customer Satisfaction

Customer satisfaction is the priority of every employee and the purpose of

every job. This alone enables to achieve market leadership.

2. Concern for people

Developing competence and commitment of our people for enhancing their

contribution is necessary for achieving customer satisfaction.

3. Consistent profitability

Consistent and significant profitability must be the essential outcome of our

activities.

4. Commitment to Excellence

Harnessing the full potential of all resources through creativity, continuous

improvement and teamwork makes the best organization.

Achievement of Salem Steel Plant:

Besides these products, a conversion scheme was launched for producing

value-added products like dinner sets and doorframes. These products have

gained wide acclaim and popularity among the general public.

Quality is the hallmark of Salem Steel Plant. Strong adherence to quality is

followed in the plant since inception. Salem is the first among the SAIL plants to

get ISO-9002 Certification. The plant has also achieved ISO Certification for its

hot-rolling mill within year of its commissioning.

Salem Steel Plant is equally effective in pollution control and environment

management. The plant is the first among the SAIL units to achieve zero

discharge of effluence and swage. This plant has won the SAIL Paryavaran

Award consecutively for three years.

Salem Steel Plant thus added another features to its cap; it has won the

SAIL Parayavaran Award for the year 1999. It has also won the Jawaharlal

Memorial National Award for pollution and energy conservation methods from

the International Greenland Society. The plant is also the first in the SAIL units to

achieve Zero discharge of effluence and sewage.

1.4. SCOPE OF WELFARE MEASURES

Labour, at all times, has been recognized as a separate factor of

production. Any work, whether manual or mental, which is undertaken for a

monetary consideration is called as labour. There have been differences of

opinion with regard to the importance of labour, but the fact remains that no

production possible without an efficient labour force.

Labour investigations committee defines welfare as “anything done for

intellectual, physical, moral and economic and betterment of the workers,

whether by employers, by government or by other agencies or over and above

what is normally expected on the part of the contractual benefits or which

workers have bargained”.

International labours organizations refers with regard to labour welfare as

such services, facilities and amenities which may be established in or in the

vicinity of undertaking to enable the persons employed in them to perform their

work in healthy, consequential surrounding and provided with amenities

conductive to good health and high morale.

1.4.1. Importance of Employee Welfare

The importance in the conditions of their life and work will lead to high

production and peace, which will ultimately lead to the national progress.

Employee welfare increases the productive efficiency of the workers and induce

them a new sprit of self-relation and consciousness. To save the workers from

the evils, to increase productivity efficiency of the workers and to make the

country more prosperous, labour welfare measures are essential for industry.

1.4.2. Definition

The term “employee” and “labour” is used interchangeably in the study unit.

In this study employee welfare refers to labour welfare. Efficiency of the

workforce is directly and indirectly linked with the conditions and environment

under which they are required to work. Even the most sincere employee cannot

contribute his productivity is bound to increase when he is comfortable at the

workplace and he is conscious of the welfare amenities.

If he is forced to work in inadequate light conditions or polluted air

conditions, his output potential will decline. Overacting of the environment are

worse than under heating although both are expensive in terms of decline in

output since respiratory ailments would be caused by both the conditions

1.4.3. Employee Welfare Activities

Employee welfare constitutes the provision of welfare work, which depends

for their observance on the compulsion of the government.

Voluntary

Voluntary facilities are the facilities, which are provided by the explorer

voluntarily for the benefit of the employees. Even though more provisions are

becoming statutorily obligatory, new avenues for voluntary welfare work are

always opening up as a result of new situations arising out of more accelerated

pack of industry. So there is a vast scope for employers to play their role in

providing voluntary facilities.

Mutual

Mutual welfare facilities are the joint enterprise of the workers to improve

their lot. This is a place where trade unions can play the active role and

undertake many provisions for the betterment of the workers. But they are not

much developed to provide these facilities to the workers.

1.4.4. Employee Welfare Measures – An Overview

The following Acts provides these measures:

1. Factories Act 1948

2. Employees family pension scheme 1971

3. Employee state insurance Act 1948

4. Workmen’s compensation Act 1923

5. Payment of gratuity Act 1972.

6. Employees provident fund Act 1952

7. Maternity benefit Act 1961

Factories Act 1948

The existing law reacting to regulation of labour employed in factories in

India is embodies in the factories act 1934. Experience of the working of the act

has revealed a number of defects and weakness, which hamper effective

administration. Hence the factories act 1948 was enacted and new changes

were introduced to male health safety and welfare measures more appropriate to

the factory workers. The main object of this act is to protect factories act from

being subject to unduly long hours of bodily strain or manual labour. It also

provides that employees should work in healthy and better sanitary conditions so

far as the manufacturing process will allow and precautions should be taken for

their safety and for the preventions on accidents.

1. Washing Facility (Sec.42)

In every factory adequate and suitable facilities (separately and adequately

screened for the use of male and female workers) shall be provided and

maintained for the use of the workers therein and such facilities shall be

conveniently accessible and shall be kept clean.

2. Facility for storing and drying clothing (Sec.43)

The state government may make rules requiring the provision of suitable

places for keeping clothing of workers not worn during working hours and for the

drying or wet clothing in respect of any factory or class of factories.

3. Facility for sitting (Sec.44)

Provision of status arrangement for workers obliged to work in a standing

position. In every factory, suitable arrangements for sitting shall be provided and

maintained for all workers who are obliged to work in a standing position. This

has been done in order that workers may take advantage of any opportunities for

rest, which may occur in the course of their work.

Provision of seating arrangement for workers doing work which can be

done in a sitting post if the workers in any factory engaged in a particular

manufacturing process or working in a particular room are able to do their work,

the chief inspector may require the occupier of the factory to provide such

seating as may be practicable.

4. First aid appliances (Sec.45)

At least one first-aid box with prescribed contents for every 150 workers.

There shall in every factory be provided and maintained so as to be readily

accessible during all working hours, first-aid boxes or cupboards with the

prescribed contents. There shall be at least one such box for every 150 workers

ordinarily employed at any one time in the factory.

First-aid box to have prescribed contents. Only the prescribed contents

shall be kept in a first aid box or cupboard. Most first-aid box to be in the charge

of responsible person. Each First-aid box shall be kept in the charge of separate

responsible person who holds a certificate in the First-aid treatment recognized

by the state government. Further, such person shall always be readily available

during the working hours of the factory.

Ambulance room in a factory employing more than 500 workers. In every

factory wherein more than 500 workers are ordinarily employed there shall be

provided and maintained an ambulance room containing the prescribed

equipment.

The room shall be in the charge of such medical and nursing staff as may

be prescribed and those facilities shall always be made readily available during

the working hours of the factory.

5. Canteens (Sec.46)

Canteen in factory employing more than 250 workers the state government

may make rules. The state government may make rules requiring that in any

specified factory wherein more than 250 workers are ordinarily employed, a

canteen shall be provided and maintained by the occupier for the use of the

workers.

6. Shelters, rest rooms and lunch rooms (Sec.47)

Provision for shelters, rest rooms. Lunch rooms in a factory employing

more than 150 workers. In every factory wherein more than 150 workers are,

there shall be a provision for shelters, rest rooms, lunch rooms where workers

can eat meals brought by them with provision for drinking water, however, any

canteen maintained in accordance with the provision of Sec 46 shall be regard

as part of this requirement. Where a lunchroom exists, no worker shall eat any

food in the workroom.

7. Crèches (Sec.48)

Provision of crèches in factories employing more than 30 women workers.

In every factory wherein more than 30 women workers are ordinarily employed,

there shall be provided and maintained a suitable room for use of children under

the age of 6 years of such women.

Crèches should be adequate lighted and ventilated and to be under the

charge of trained women. Rooms for use of children shall provide adequate

accommodation shall be adequately lighted and vent lighted.

Further they shall be maintained in a clean and sanitary condition shall be

under the charge of women trained in the care of children and infants. The

location and the standards in respect of construction, accommodation, furniture

and other equipment of rooms for use of children belonging to women workers.

8. Welfare officers

Employment of welfare officers in a factory employing 500 or more workers.

In every factory wherein 500 or more employees there shall be one welfare

officer for the purpose of marinating those facility.

Employees Family pension scheme – 1971

The family pension seeks to provide some monetary relief to the family

members of employees, who die in service, that is, before superannuating. In the

event of an employee’s death his family gets pension on a graded scale

depending on the employee’s last salary grade.

The range of pension is around Rs.50 to Rs.200. In addition to pension

sum of Rs. 1000. Is also paid as life insurance benefit. Those employees, who

retire from service, get a lump sum of Rs. 4000/- as retirement benefit, obviously

under the present scheme, retiring employees do not benefit from any sort of

pension.

The employee, the employer and the state government contribute 1-1/6%

of the employee’s pay as contribution to fund. The central government pays the

administrative cost of the scheme.

Employees State Insurance Act 1948

This Act applies in the first instance to the personnel factories using power

and employing 20 or more persons. The objective of this act is to provide certain

benefits to employees. In case of sickness, maternity and employment injury and

to evolve a scheme for socio-economic welfare of the workers. The act covers all

factories and industries, which run on permanent basis, and it does not include

any seasonal factory.

Workmen’s compensation Act 1923

In 1923 the government of India passed the workmen’s compensation act

intended to provide for the compensation to those workman who sustain

personnel injuries by the accidents arising out of and in the course of their

employment. The act applies to all permanent employees employed in railways,

factories, mines, plantations, mechanically prepared vehicles construction work

and certain hazardous occupations of drawing a salary not exceeding Rs. 1000

The employer is liable to pay under this act, the compensation incase of

personnel injury by accident arising out of and in the course of employment. No

compensation is however payable if the incapacity of the worker, not resulting in

death.

The amount of compensation payable depends on the nature of injury and

the average monthly wages of the worker concerned for this purpose, injury has

been divided into three categories.

They are: a) Causing death, b) total or partial permanent disablement and

Temporary disablement. The rates of compensation are fixed for all type of

injuries according to wager ranges. If the period of disablement does not exceed

28 days, no compensation is paid for the first thirty days.

Payment of gratuity Act 1972

The government has also passed the government of gratuity act 1972

under which employees in factories. Since, oil fields, plantations, ports, railways,

companies, shops or other establishments are entitled to gratuity under

completing 5 years of service, at the rate of ½ month’s wages for each completed

years of services subject to a maximum of 20 months wages. This scheme

applies to workers drawing a monthly salary of Rs. 1000 or less.

Employees Provident Fund Act 1952

The act was passed in 1952 covering factories employing 50 or more

workers in 6 major industries Viz., Iron and Steel industries, Textiles,

Engineering, Cement, Paper and Cigarettes. Establishment employing between

20 and 50 persons are also exerted for 5 years. The employees and employers

contribute 6 % of the total emoluments.

The scheme covers every employee drawing as salary of Rs.100 or less

and who has completed one year continues service and actually worked for 240

days in that period. A special reserve fund was made for making the payment to

outgoing members.

Maternity benefit Act 1961

Maternity benefit act 1961 has been passed to regulate the employment of

women in certain establishment for certain periods before and after childbirth to

provide different kinds of benefit to female wage earners.

Section (4) of this act prohibits of work by women under certain

circumstances.

1) Women shall not be employed during six weeks immediately following the

day of her delivery or miscarriage.

2) No pregnant women shall be made to do any work which involves long

hours of standing.

1.5. DUTIES OF WELFARE OFFICER

The duties of welfare officer shall be the following

a) To establish the conduct and hold consultations with a view to maintain

harmonious relation between the factory management and workers.

b) To bring the notice of the factory management the grievances of workers,

individuals as well as collective with a view to secure expeditions redress and to

act as liaison officer between the management and labour.

c) To study and understand ht point of view of labour in order to help the

management to shape and formulae labour polices to the workers in a language

they can understand.

d) To watch industrial relation with a view to use his influence in the event

of dispute between the factory management and workers to help and to bring

about a settlement by persuasive effect.

e) To advice the management and concern departments of the factory

obligations, statutory or otherwise concerning regulations of working hours,

maternity benefit, medical scare compensation for injuries and sickness and

other welfare and social benefit measures.

1.5.1 Other duties

a) To advice and assist the management in the fulfillment of its

obligations statutory or otherwise concerning. Prevention of personnel injuries

and marinating a safe work environment, in such factories where a safety

officer is not required to be appointed under the enabling provisions under

section 40B of Act.

b) To promote regulations between the concerned departments of the

factory and workers, which will bring about productive efficiency as well as

amelioration in the working conditions and to help workers to adjust and

adopt themselves to their working environment.

c) To encourage the formulation of ht workers and joint production

committee, co-operative societies and welfare comities and to supervise their

works.

d) To encourage the provision of amenities such as canteens, crèches

adequate latrine facilities, drinking water, sickness and benefit schemes

payment, guarantee of loans and legal advice to workers.

e) To help the factory management in regulating grant of leave with wages

and explain to the workers. The provision relating to leave with wages and

other leave privileges and to guide the workers in the matter of submission

of application for grant of leave for regulating authorized absence.

f) To advice the provision of welfare facilities, such as housing facilities

foodstuffs social and recreational facilities sanitation advice on individual,

personnel problems and education of children.

h) To work for the improvement of educational facility and promote

adoption of the family welfare measures among the workers. Welfare officers not

to deal with disciplinary cases or appear on behalf of the management

against workers.

No welfare officer shall deal with any disciplinary against a person

employed in a factory or appear before a conciliation officer, court or tribunals on

behalf of the management. When he is required by a conciliation officer, court or

tribunals to appear as an indefinite witness.

CHAPTER 2

OBJECTIVES OF THE STUDY

2.1. Objectives

To study the existing welfare measures adopted by the organization

To identify the impact of the welfare measures upon the workers health

and productivity.

To pin point disparity in the existing welfare facilities.

To identify the place of deviation in the implementation of welfare

measures from the statutory regulation of the Factories Act.

To recommended suitable remedies related to welfare problem so as to

increase the job satisfaction and productivity of the employees.

2.2 Scope of the Study

The concept of labour is necessarily dynamic and has been interpreted in

different ways from country to country and time-to-time and even in the same

country. According to the social institution degree of the industrialization and

general level of social and economic department. So also, the concept of welfare

is interpreted from various angles.

Labour welfare may be viewed as a total concept and as a relative

concept. The total concept is a desirable state of existence involving the

physical, mental, moral and economical well-being. These four elements

together constitute the structure of the welfare implies the welfare of man, his

family and community.

All these three aspects are interrelated and work together in a three

dimensional approach. The relative concept of welfare implies that welfare is

relative, in time and place. It is a dynamic and flexible concept and hence its

meaning and content differ form time-to-time, industry-to-industry and country-to-

country depending upon the value system level of education, social customs and

degree of industrialization and general standards of a socio-economic

department of people.

2.3. Limitation of the study

This primary data is collected from these employees during their little

leisure hours and co-operation in responding to the schedule was not

encouraging. So, 100% accuracy cannot be expected in this study.

This study deals with labour welfare measures and management relations

provided by SSP, to its employees.

For analysis, Labour welfare measures provided as per the provision of

Factories Act, 1948 and other voluntary welfare measures alone have

been taken in this survey.

CHAP

TER 3

RESEARCH METHODOLOGY

3.1. Introduction

Research is a systemized effort in gain knowledge. It can also be referred

to as ‘the search of knowledge’. Research methodology is a technique used to

systematically solve a research problem. It helps the researcher to know which

research method and analysis could be utilized to bring out a possible solution

for a research problem. The researcher should know why a particular technique

to the project.

3.2. Research Design

Research design acts as the blueprint for the research by using this

framework the researcher moves step by step in to the research process. It

constitutes the basic forms for the collection, measurement and analysis of data.

Research design stands fro the advanced planning of the methods to be

adopted for collection of relevant data. Moreover it explains about the techniques

to be used in the analysis, keeping in view the objective of the research and

availability of staff, time and money. This research design was selected based

on the objective on the study and keeping in mind the time and availability of

recourses for the research.

3.3. Type of Research

The type of research design used in this project was the descriptive

research. Because, it helps to describe the characteristics of a particular group

of people, working within a company. The characteristics of a work group may

differ in many ways in different companies. Each group may have separate

reasons for exhibiting such characteristics within the company. The descriptive

study was carried out to seek these reasons. Careful design of descriptive

studies was necessary to ensure the complete interpretation of the situation and

to ensure minimum bias in the collection of data.

3.4. Sources of Information

It is necessary for every research to have both primary data and secondary

data, without which the research would be inefficient. In this research the

primary data was collected by means of a structured questionnaire. The

questionnaire consisted of twenty-five questions inquiring various factors related

to their Welfare measures in SSP. The secondary data was collected through

company profile, journals, websites and other databases of the company. All

these data were helpful in carrying out the analysis.

3.5. Sampling Design

Sample design lays down all the details to be included in a sample. It is a

definite plan for obtaining a sample from a given population. The sampling

technique used was the simple random sampling. It was the method by which

each number of the population had a chance of being selected.

CHAPTER 4

ANALYSIS OF DATA AND INTERPRETATION

4.1. Secondary data analysis

The secondary data was collected through company profile, journals,

websites and other databases of the company. In SSP various facility are

provided to their employees. They are:

1. Canteen

2. Medical

3. Educational

4. Service Dress

5. MONET

6. Township

7. Recreation Facility

8. Motivational Scheme

a. Incentive scheme for Non_executives employees

b. Incentive scheme for executives employees

c. Incentive scheme for Market executive employees

d. Nehru award

e. Jawahar award

f. Good work Reward

g. Suggestion scheme

h. Incentive for higher studies

1.Canteen

In India, the Factories Act places the responsibility on State Government to

make rules that in any specified factory with more than 250 workers, a canteen

should be provided and canteen standards should be maintained.

Workers should have representation in the management of the canteens.

Each state government has framed its own rules. However, CLW in its survey

found that even where canteens are provided they are not well stocked. The

CLW has suggested that canteen legislation should be amended to empower

state government to make rules to meet the objective of nutrition. In the case of

small establishments the committee has suggested joint services as also in

backward areas.

Canteen, it feels should try to provide at least on balanced meal to workers

and allow them credit purchases so that it may make good use of the facility.

The items of expenditure in the running of the canteen, which are not to be taken

into account in fixing the cost of, specified meals.

There are 3 canteens available in SSP. Main canteen is placed in CRM

complex. One at HRM, another in Admin area. These canteens benefit about

800 employees every day. The menu for Tiffin and lunch are finalized on the

basis of the recommendation of a Committee consisting of representatives of

union and Management constituted for the purpose. The food serve in the

canteen are subsided to all the employees.

2. Medical

SSP has a full-fledged 40-bedded hospital in the township premises. All

employees and their dependent family members are provided with medical

treatment at free of cost. The services of hospital are extended to CISF

personnel posted at SSP as well as the general public residing near by villages.

Over and above there is an Occupational Health Center in the plant premises,

which also attend to the cases with regard to industrial hygiene. For the

Occupational Health Center, one ‘Factory Medical Officer’ is appointed and

posted at OHC, as per statutory requirement.

3. Educational Facilities

Education, to the children of factory employees is a statutory requirement.

There is two-schools functioning in SSP Township for the benefit of the children

of employees. One at primary level and another at secondary level. Children of

Non-employees also gain the benefit of this school. More than 1000 students are

studying in this school. Well-trained graduate and postgraduate teachers are

posted for coaching purpose. The children of nearby village other than SSP

employees in limited number are also benefited by the service of this school.

Over and above about 6 number of children who are socially back warded are

admitted to class I and given free education in this school every year.

4. Service Dress

All male and female employees of SSP are provided which dress once in

every year. This service dress includes shirts, trouser, socks, belt, shoes for

male employees and saris, blouse and chapels for female employees. SSP also

provide winter Dress to employees posted in its offices in the north India.

5. MONET

Monet is a close circuit TV system that is operated with in the SSP

Township. All employees and their family members who live in the Township

enjoy this facility. This serves the purpose of communication among the family

members of employees by telecasting company events and information. News

bulletin are telecast periodically through MONET. TV channels are also telecast

for the benefit of the employees and their family members at concessional rate.

6. Township

SSP Township consists of above 832 numbers of dwelling units at about

70% satisfaction of total employees. This units are categorized into A, B, C, C”

and D type with scooter shed and car shed facilities. The township also includes

a marriage hall, recreation club, auditorium, swimming pool, hall for tiny tall,

cooperative stores, post office, bank, full-fledged children park, etc.,

7. Recreation Facility

The facility provided for the recreation and the resources available for this

purpose the importance accorded to it by the employer. These facilities are

sometimes provided at the workplace or community basis. It is also

recommended that small units could be lent a helping land by a state in

organizing recreation facility for its workers in industrial housing colonies.

Employers may also sponsor athletic teams or arrange picnics and group

dinners for members of their families. Needless to say such events are meant to

bring together employers and their families at one place so that they develop

close affinity with one another and a sense of belonging to the enterprise.

8. Motivational scheme

a. Incentive scheme for Non_executives employees

All non-executive employees are included in this scheme. It considers the

monthly monitory payment is made to the employees that are linked to the

production and profitability of the plant. The non-executive employees are

posted at Salem, Chennai, Delhi, and Bangalore is covered under this scheme.

b. Incentive scheme for Executives Scheme

All executive employees are included in this scheme. All executive are paid

money in terms of monthly bases on the bases of production and financial

position of the company.

c. Incentive scheme for marketing executives

All the market executives are benefited by this scheme. The marketing

employees posted at Salem as well as outstations are eligible for this reward

scheme. This scheme is based on the total volume of sales per month.

d. Nehru award

Every year a committee constituted by the management for the purpose on

the basis of their overall performance and track record selects about 10 non-

executive employees. This award consist of Rs. 2500 and given to employees

concerned on august 15 every year.

e. Jawahar award

Under this award two executives are selected for this award based on their

performance. One from works area another from non-works area. The award

consists of Rs. 5000 and a citation and is conferred on the respective employees

on the National Metallurgies day every year.

f. Good work Reward

All non-executives up to manager level are covered under this scheme. The

purpose of this scheme is to recognize especially good work by the employees.

The main purpose of this scheme is to motivating the employees to maintain

high standard of work among the employees. Good work means specific piece of

work perform by individual (or) group it will resulted in honest quality of output,

good house keeping, etc., based on the recommendation from HOD each

employee (or) group of employees are award ranging from Rs. 200 to Rs. 500 to

each employee.

g. Good Suggestion scheme

Under this scheme the employees are encouraged to give their suggestions

in that will result in the meant have improve the working conditions or financial

position of the company. Suggestions are given in the prescribed format. Cash

award is given according to the meant of the suggestion, made by the employee.

Suggestions are arranged and on the spot prizes are given to the employees

concerned.

h. Incentive for higher studies

This scheme also includes the motivational scheme. This scheme facilitates

the employees to enrich their knowledge by acquiring for higher qualification.

Under this scheme the employees who acquire PG, BE, MBA, ICWA, etc.,

obtained degree from educational institutions is given one time cash award of

Rs.10000 to each employee.

4.2. Primary data analysis

The primary data was collected by means of a structured questionnaire.

Table 4.2.1 AGE WISE CLASSIFICATION OF EMPLOYEES

AGE RespondentsPercentage25-30 48 16.0031-40 131 43.6741-50 96 32.00Above 5025 08.33Total 300 100

This table indicates that 16% of the respondents were between the age

group of 25-30. 44% of the respondents were between the age group of

31-40. 32% of the respondents were between the age group of41-50. 8 %

of the respondents were between the age group of above 50.

Table 4.2.2 DESIGNATION WISE CLASSIFICATION OF EMPLOYEES

DESIGNATION RespondentsPercentageTechnician 61 20.33Operator 81 27.00Sr.Technician 52 17.33Sr.operator 74 24.67Metallurgical services32 10.67TOTAL 300 100

This table indicates that 20% of the respondents under technician

department. 27 % of the respondents under operator department.

17% of the respondents under Sr.technician department.25% of the

respondents under Sr.operator department. 11% of the respondents under

Metallurgical service department.

Table 4.2.3 SATISFACTION WITH REGARD TO SSP HOSPITAL

Satisfaction Respondents PercentageHighly Satisfied 63 21.00Satisfied 60 20.00Neutral 76 25.33Dissatisfied 101 33.67Total 300 100

The above Table indicates that 21% of the employees are highly satisfied

with the facilities provided in SSP hospital. 20% of the employees are

satisfied with the facilities provided in SSP hospital. 25% of the employees

are Neutrally satisfied with the facilities provided in SSP hospital. 34% of

the employees are dissatisfied with the facilities provided in SSP hospital.

FIGURE 4.2.1 SATISFACTION WITH REGARD TO SSP HOSPITAL

Table 4.2.4 SATISFACTION WITH REGARD TO NUMBER OF DOCTORS

IN THE HOSPITAL

Availability Respondents Percentage

Yes 65 21.67No 235 78.33

TOTAL 300 100

This Table indicates that 22% of the employees are highly satisfied with the

sufficient number of doctors in the hospital.78% of the employees are not

satisfied with the sufficient number of doctors in the hospital.

Table 4.2.5 SATISFACTION WITH REGARD TO REFERRAL SYSTEM

This Table indicates that 4.00% of the employees are highly satisfied with

the existing referral system in hospital. 69% of the employees are satisfied

with the existing referral system in hospital. 17% of the employees are

Neutrally satisfied with the facilities provided in SSP hospital. 8% of the

employees are dissatisfied with the existing referral system in hospital. 2%

of the employees are highly dissatisfied with the existing referral system in

hospital.

Satisfaction Respondents PercentageHighly Satisfied 12 4.00Satisfied 208 69.33Neutral 52 17.33Dissatisfied 23 7.67Highly Dissatisfied 5 1.67Total 300 100

Table 4.2.6 SATISFACTION WITH REGARD TO SERVICE DRESS

This Table indicates that 58% of the employees are satisfied

with their service dress. 42% of the employees are not

satisfied with their service dress.

Table 4.2.7 SATISFACTION WITH REGARD TO QUALITY OF SERVICE DRESSS

This table indicates that 7% of the employees are highly satisfied with

their quality of service dress.57% of the employees are satisfied with their

quality of service dress.26. % of the employees are Neutrally satisfied with

their quality of service dress. 10% of the employees are dissatisfied with

their quality of service dress.

Satisfaction Respondents PercentageYes 175 58.33No 125 41.67Total 300 100

Satisfaction Respondents PercentageHighly Satisfied20 6.67Satisfied 170 56.67Neutral 79 26.33Dissatisfied 31 10.33Total 300 100

FIGURE 4.2.2 SATISFACTION WITH REGARD TO SERVICE DRESS

Table 4.2.8 SATISFACTION WITH REGARD TO USEFULNESS IN PERFORMING THE DUTY

This table indicates that 27% of the employees are rate their service dress

is highly helpful to perform their duty. 61% of the employees are rate their

service dress is helpful to perform their duty. 12% of the employees are

rate that no effect in their service dress to perform their duty.

Performance Respondents PercentageHighly Helpful 82 27.33Helpful 182 60.67No effect 36 12.00Total 300 100

Table 4.2.9 SATISFACTION WITH REGARD TO MONET

FIGURE 4.2.3. SATISFACTION WITH REGARD TO MONET

This table indicates that 57% of the employees are satisfied with the

functioning of MONET. 43% of the employees are not satisfied with the

functioning of MONET.

Table 4.2.10 SATISFACTION WITH REGARD TO ENTERTAINMENT BY MONET

Satisfaction Respondents PercentageHighly Satisfied 44 14.67Satisfied 51 17.00Neutral 57 19.00Dissatisfied 65 21.67Highly Dissatisfied83 27.67Total 300 100

Performance Respondents PercentageYes 170 56.67No 130 43.33Total 300 100

This Table indicates that 15% of the employees are highly satisfied with

entertainment by MONET among township resident. MONET satisfies

17% of the employees with entertainment among township resident.

MONET neutrally satisfies 19% of the employees with entertainment

among township resident. MONET dissatisfied 22% of the employees with

entertainment among township resident. MONET highly dissatisfied 28% of

the employees with entertainment among township resident.

Table 4.2.11. SATIFACTION WITH REGARD TO CANTEEN

(In

Percentage)

Highly Satisfactory Satisfactory Neutral Dissatisfactorya) Quality of food22.67 58.33 19.00 0b)Hygiene 19.67 65.00 12.00 3.33c)Service 17.33 71.67 8.67 2.33

This Table indicates that 23% of the employees are highly satisfied with quality

of food in canteen. 20% of the employees are highly satisfied with Hygiene of

food in canteen. 17% of the employees are highly satisfied with Canteen

service.

FIGURE 4.2.4. SATISFACTION WITH REGARD TO CANTEEN

Table 4.2.12. SATIFACTION WITH REGARD TO FOOD IN

CANTEEN


food in canteen. This Table indicates that 72% of the employees are

satisfied with the food in canteen.10% of the employees are neutrally with

the food in canteen. 2% of the employees are dissatisfied with the food in

canteen.

Table 4.2.13 WHETHER THE WEIGHTAGE IS GIVEN TO THE SUGGESTION BY EMPLOYEES

This table indicates that 68% of the employees are rated that

their suggestions is consider by canteen in charge. 32% of the

employees are rated that their suggestions is not consider by

canteen in charge.

Satisfaction Respondents PercentageHighly Satisfied 46 15.33Satisfied 217 72.33Neutral 31 10.33Dissatisfied 6 2.00Total 300 100


Table 4.2.14 SATISFACTION WITH REGARD TO HIGHER EDUCATION


This Table indicates that 72% of the employees are satisfied with the

promotional measures. 28% of the employees are not satisfied with the

promotional measures.

FIGURE 4.2. 5. SATISFACTION WITH REGARD TO EDUCATION

Table 4.2.15 SATISFACTION WITH REGARD TO TOWNSHIP SCHOOL



Township school. 65% of the employees are satisfied with the Township

school. 17%of the employees are neutrally with the Township school. 10%

of the employees are dissatisfied with the Township school. 3% of the

employees are highly dissatisfied with the Township school.

Table 4.2.16 SATISFACTION WITH REGARD TO NUMBER OF TEACHERS IN THE SCHOOL

This Table indicates that 75% of the employees are satisfied with the

number of teachers available in Township school. 25% of the employees

are satisfied with the number of teachers available in Township school.

Table 4.2.17 SATISFACTION WITH REGARD TO REST ROOM

Satisfaction Respondents PercentageYes 110 36.67No 190 63. 33Total 300 100

This Table indicates that 37% of the employees are satisfied with the rest

room. 63% of the employees are satisfied with the rest room.


Table 4.2.18. SATISFACTION WITH REGARD TO TOILET FACILITY

This Table indicates that 77% of the employees are satisfied with the toilet

facility.23% of the employees are not satisfied with the toilet facility.

Table 4.2.19. SATISFACTION WITH REGARD TO MOTIVATIONAL SCHEME


Motivational Scheme. 49% of the employees are satisfied with the

Motivational Scheme. 16% of the employees are neutrally with the

Motivational Scheme. 12% of the employees are dissatisfied with the

Motivational Scheme. 2% of the employees are highly dissatisfied with the

Motivational Scheme.

SatisfactionRespondentsPercentag

eYes 230 76.67No 70 23.33Total 300 100


Table 4.2.20 SATISFACTION WITH REGARD TO CO-OPERATIVE STORES


functioning of co-operative stores. 19% of the employees are satisfied with

the functioning of co-operative stores. 32% of the employees are neutrally

satisfied with the functioning of co-operative stores. 33% of the employees

are highly dissatisfied with the functioning of co-operative stores.

Table 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL MEASURES




functioning of Recreational measures. 57% of the employees are satisfied

with the functioning of Recreational measures. 31% of the employees are

Neutrally satisfied with the functioning of Recreational measures. 9% of the

employees are dissatisfied with the functioning of Recreational

measures. 2% of the employees are highly dissatisfied with the functioning

of Recreational measures.

Table 4.2.22 SATISFACTION WITH REGARD TO SPORTS AND CULTURAL ACTIVITIES

This Table indicates that 75% of the employees are satisfied

with the Sports and Cultural activities. 25% of the employees

are not satisfied with the Sports and Cultural activities.

Table 4.2.23 SATISFACTION WITH REGARD TO NON-STATUTORY WELFARE MEASURES

(In Percentage)

(


Highly Satisfied Satisfied Neutral DissatisfiedTransport facility 60 29.67 5.33 5.00Education facility 5 65.00 16.67 13.33Milk during night shift 2 78.33 12.67 7.00

This Table shows that 60% of the employees are highly satisfied with the

transport facility. 13% of the employees are dissatisfied with the education

facility. 78% of the employees are satisfied with the milk during night shift.

CHAPTER 5

5.1 Findings

From the survey conducted, it has observed that the company provides

several welfare measures for its employees. The opinion of the respondents

shows that in general, most of the employees are satisfied with the medical

facilities extended to them. Regarding referral system in the hospital, only 2

percent of the employees are satisfied with the existing guidelines. Majority of

the employees are satisfied with the service dress issued by the company. Only

12 percent of the respondents feel that service dress is not helpful to perform

their duty. Further, employees feel that MONET is the best channel for

communicating company information and events among employees and their

family members residing in the Township. It is also observed that most of the

employees are highly satisfied with the canteen facilities.

Regarding education facilities, 72 percent of the respondents are satisfied

with the functioning of the Township schools meant for the children of the

employees. Regarding motivational scheme in vogue, the same is well accepted

by the employees. However it is derived that many are not satisfied with the

functioning of Co-operative society in the Township premises. Regarding

recreational measures, only 2 percent of the respondents are disagreement with

the existing facilities.

The survey results shows that majority of the employees are satisfied with

other welfare measures like washing allowances, night shift allowance, festival

advances, house rent allowance, shift duty allowance, bonus vehicle advance,

etc.,

5.2 Suggestions

While rewarding suggestion master quality of suggestions could be

considered instead of quantity.

Employees could be oriented to utilize Welfare facilities

Employees can self-access, finding faults and correcting them.

Alternative rewards could be give as reward for quality circles

CHAPTER 6

6.1 Conclusion

The study clearly shows that majority of the employees are satisfied with

the existing welfare measures in SAIL, SSP. Only a meagre percentage of about

8 percentages (overall) of the employees are not in agreement with the various

existing welfare measures like canteen, medical, Township, school lighting

facility, ventilation, and service dress, transport facility. Employees are also

satisfied with various monetary facilities like festival advances, house building

advance and vehicle advance provided by the company. To sum up, in general

employees are satisfied with the various welfare measures currently in vogue, in

Steel Authority of India Ltd., Salem Steel Plant.

However, a section of the employees are under the impression that

facilities for rest room especially for lady employees can be thought of as an

additional welfare measure. Also the services rendered by the MONET and

Cooperative society are to be improved further.

A STUDY OF LABOUR WELFARE MEASURES

AT STEEL AUTHORITY OF INDIA, SALEM STEEL PLANT

EMPLOYEES SURVEY:

Name of the person

Emp.No

Age

Department

Do you know the welfare measures

on the company Act

1. Are you satisfied with the facilities provided in SSP hospital?

a) Highly Satisfactory [ ]

b) Satisfactory [ ]

c) Neutral [ ]

d) Dissatisfactory [ ]

e) Highly Dissatisfactory [ ]

2. Is the hospital is occupied with the sufficient no. of doctors

[ YES ] [ NO ]

3. Please specify the level of satisfaction in the medical facility available

in the hospital


b) Satisfactory [ ]

c) Neutral [ ]



4. Are you satisfied with the existing referral system in the hospital


b) Satisfactory [ ]

c) Neutral [ ]



5. Are you satisfied with the existing system of issue of service dress?

[ YES ] [ NO ]

6. Are you satisfied with the quality of service dress provided by the

company


b) Satisfactory [ ]

c) Neutral [ ]



7. How service dress help the employee to perform their duty

a) Highly Helpful [ ]

b) Helpful [ ]

c) No effect [ ]

8. Does MONET help the employees and their dependents in the

Township in the communication of company performance and events

[ YES ] [ NO ]

9. How is the MONET entertain the employees and their family members


b) Satisfactory [ ]

c) Neutral [ ]



10. Please specify the level of satisfaction with regard to canteen in respect of

following:

Highly satisfactory Satisfactory Neutral DissatisfactoryHighly

dissatisfactorya) Quality of food b) Hygiene c) Service

11. Please specify the level of satisfaction with regard to food in

the canteen


b) Satisfactory [ ]

c) Neutral [ ]



12. Does the suggestions given by you is given due weight age by the

canteen in charge or not

[ YES ] [ NO ]

13. Does the company promote employees to acquire higher educational

qualification to enrich their knowledge?

[ YES ] [ NO ]

14. If yes, are you satisfied with the existing promotional measures?

[ YES ] [ NO ]

15. Please specify the quality of coaching in the Township school


b) Satisfactory [ ]

c) Neutral [ ]



16. Is the School is equipped with the sufficient no. Of qualified Teachers

[ YES ] [ NO ]

17. Does the company provide the rest room for employees?

[ YES ] [ NO ]

18. Do you feel the toilet facilities provided by the company is sufficient?

[ YES ] [ NO ]

19. Are you satisfied with the motivational scheme with regard to good

work award, suggestion scheme award, etc.,


b) Satisfactory [ ]

c) Neutral [ ]



20. Are you satisfied with the performance of the cooperative stores?


b) Satisfactory [ ]

c) Neutral [ ]



21. How do you rate the sports and recreational measures existing in the

plant


b) Satisfactory [ ]

c) Neutral [ ]



22. Does the company give due weightage for promoting sports and

cultural activities among the employees and their dependents

[ YES ] [ NO ]

23. Please specify the level of satisfaction with regard to non-statutory

welfare measures


dissatisfactorya) Transport facility b) Educational facility c) Milk during night shift

24. Please specify the level of satisfaction with regard to allowance like


dissatisfactorya) Washing allowance b) Night shift allowance c) Festival allowance d) House rent allowance

e) Shift duty allowance

f) Bonus

g) Vehicle advance

25. Please specify the appropriate answer according to your opinion in respect

of following aspects of work environment


dissatisfactorya) Light b) Ventilation c) Temperature d) Dust e) Fumes

f) Water facility g) First aid facility

Appendix – 2

Table A.2.1 Chi-Square on age and satisfaction level of hospital

Satisfaction

HS S N D Age range O E O E O E O E

25-30 18 10.08 10 9.6 12 12.16 8 16.1631-40 20 27.51 24 26.2 40 33.19 47 44.1041-50 19 20.16 21 19.2 18 24.32 38 32.32

Above 50 6 5.25 5 5 6 6.33 8 8.42

Null hypothesis Ho = There is no significant different in

satisfaction level about hospital facility among the different age group.

Alternate hypothesis H1 = There is a significant different in

satisfaction level about hospital facility among the different age group.

The observed Frequency (O) is the value obtained from the collected data

and the expected frequency (E) is calculated using equation (A.2.1)

Row total of the cell X column total of the cell E = Grand total --------- (A.2.1)

In the next step the corresponding values of O and E are calculated using

the formula in equation (A.2.2)

( O – E ) X = ---------- --------- (A.2.2) E

Here the calculated value of Chi-Square is 17.21 and a tabulated value for

degrees of Freedom 9 [d.f= (c-1)(r-1)] at 0.05% level of significance is 16.9.

Hence conclude we reject the null hypothesis and accept the alternative

hypothesis. There is significance between age group and the satisfaction level of

hospital.

Appendix – 3

Table A.3.1 Chi-Square on Designation of employees and

satisfaction level of Monet

Satisfaction

HS S N D HDDesignation O E O E O E O E O ETechnician 8 8.95 9 10.37 12 11.59 15 13.22 17 16.88Operator 10 11.88 11 13.77 15 15.39 18 17.55 27 22.41

Sr.technician 9 7.63 10 8.84 11 9.88 12 11.27 10 14.39Sr.operator 12 10.85 14 12.58 13 14.06 15 16.03 20 20.47

Metallurgical

Services

5 4.69 7 5.44 6 6.08 5 6.93 9 8.85

Null hypothesis Ho = There is no significant different in satisfaction

level of MONET among the different department

Alternate hypothesis H1 = There is a significant different in satisfaction

level of MONET among the different department.

The observed Frequency (O) is the value obtained from the collected data

and the expected frequency (E) is calculated using equation (A.3.1)

Row total of the cell X column total of the cell E = Grand total --------- (A.3.1)

In the next step the corresponding values of O and E are calculated using

the formula in equation (A.3.2)

( O – E ) X = ---------- --------- (A.3.2) E

Here the calculated value of Chi-Square is 5.7 and a tabulated value for

degrees of freedom 16 [d.f= (c-1)(r-1)] at 0.05 % level of significance is 26.3

Hence conclude, we accept the null hypothesis and reject the alternative

hypothesis. There is no significance between department and the satisfaction

level of MONET.

REFERENCE

BOOKS

1. R.S. Dwivedi (1997) Human Relations & organizational

Behaviour, New Delhi.

2. S. Krishnasamy (1984) First Edition Hand Book of Labour

Laws, Senthil publications Chennai.

3. C.B. Memoria (1983) Third edition labour social security and

industrial peace in India, Allahabad.

NEWS PAPER AND MAGAZINE REFERENCE

1. Metal Bulletin

2. SAIL News

3. Stainless Steel

SECONDARY DATA REFERENCE

1. Salem Steel Plant Brochures & Catalogues

2. Web Sites of SAIL

salem steel plant

Documents