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CSR-SOCIALACCOUNTABILITY8000

GUIDED BY :

Sr. Manager, Corporate Services

Ms. Priyadarshini Sharma


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SUBMITTED BY :

Neha SisingiXavier Institute of Social Service, Ranchi.Mob: 09162776811.

Email: [email protected]

Anita KumariSri Satya Sai Institute of Science &

Technology, Bhopal.Mob: 09039893914.


Prity SinghIshan Institute of Management &

Technology, Greater Noida.

Mob: 09718215392.

Email:[email protected]

Partho Prakash MajhiXavier Institute of Social Service, Ranchi.

Mob: 09955255516.



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CONTENTS

ACKNOWLEDGEMENT

DEFINATION AND SCOPE

OBJECTIVES OF THE STUDY

INTRODUCTION

SOCIALACCOUNTABILITY 8000 SA 8000

RESEARCH METHODOLOGYOVERVIEWOF TATA STEEL

BIBLIOGRAPHY


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ACKNOWLEDGEMENT

We would like to extend our sincerest gratitude to our project guide

Ms Priyadarshini Sharma, Senior Manager(Corporate Services) for providing

us with valuable inputs and constant guidance including the literary sources in

developing and understanding of the topic and its relevance.

We would also like to thank Dr. Jittu Singh(XLRI), Mr.Uttam Singh (Chief I-

Blast Furnace) & Mr. Prakhar Mishra (ChiefA -F Blast Furnace) for the

valuable guidance extended to us. Throughout they were a source of great

inspiration. We would also like to acknowledge his practical advice which was

instrumental in completing this project report.

We would also like to extend our gratitude to Mr. Harbans Singh -

Administrator RLTC(Rotary Labour Training Centre), Mr. Joy Biswas-

(Administrator Assistant) and Mr. P.C.L. Srivastav-(Manager) ofRLTC for

their mentorship throughout the survey without which this report would not have

been possible.

At the same time we are really indebted towards Mr. Ghosh ofTMDC for the

help and guidance provided .

Last but not the least we thank all the people, who were associated with our project

directly or indirectly at any point throughout our long journey and shared theirexperiences with us, so as to improve upon our work methodology and we could

learn something every day.


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DEFINITION & SCOPE

Corporate Social Responsibility is defined as operating a business that meets or

exceeds the ethical, legal, commercial and public expectations that society has of

business.

Corporate social responsibility is not a new concept in India. However, what is

new is the shift in focus from making profits to meeting societal challenges. Now -

a-days, employees are actively participating in the social activities even on

holidays. This is mainly because employees feel a sense of pride when they are

involved in such activities. Moreover, companies are having dedicated

departments for CSR.

Giving a universal definition of Corporate Social Responsibility is bit difficult as

there is no common definition as such. However, there are few common threads

that connect all the perspectives of CSR with each other; the dedication to serve

the society being most important of them. Most ideal definition of Corporate

Social Responsibility (CSR) has been given by World Business Council for

Sustained Development which says, Corporate Social Responsibility is the

continuing commitment by business to behave ethically and contribute to

economic development while improving the quality of life of the workforce

and their families as well as of the local community and society at large.

Thus, the meaning of CSR is two fold. On one hand, it exhibits the ethical

behavior that an organization exhibits towards its internal and external

stakeholders (customers as well as employees). On the other hand, it denotes the

responsibility of an organization towards the environment and society in which it

operates.


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OBJECTIVES OF THE STUDY

The company as its Corporate Social Responsibility is mainly focussed on the

aspects of Healthcare services, Education services and Sports which includes many

aspects such as medical, drinking water, rural sanitation, youth development and

sports, women development, social education etc.

The researcher taking into account the above aspects will have objectives as stated

below -

To find out the type of social aspect which generates awareness and impartskills amongst the corporate bodies regarding the importance of Corporate

Social Responsibility.

To see whether responsible business practices are encouraged amongstorganisations towards society.

To know the process of implementation of the Corporate SocialResponsibility.

To know the problems in the implementation process.


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INTRODUCTION

This study aims at finding out the prevailing Corporate Social

Responsibility(CSR) of the company (Tata Steel). It is intended to explore the

various factors that determine the Corporate Social Responsibility. The results

interpret the special continuing responsibility of the company towards the people

of the area in which it is located.

Such a study will increase the understanding of the corporate social

responsibility, which exists among the company and the society in its educational,social, economic context. This interplay and intertwining socio-political and

economic forces and resultant growth of the specific pattern of social interaction

giving rise to the corporate socio climate constitute of very important theme of

study for the student of Social sciences and education.

The finding will be useful for corporate managers, administrators and other

research works who are concerned with the philosophy and practices of corporate

social responsibility. This will enable them to understand the problems concerned

with the socio part of the corporate and to introduce innovations in this field so

that the national goals and objectives of corporate social responsibility are

achieved.


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SOCIAL ACCOUNTABILITY 8000 SA 8000

Social Accountability 8000 (SA8000) has been developed by Social

Accountability International (SAI), known until recently as the Council on

Economic Priorities Accreditation Agency.

It was released in October 1997, SA 8000 standard is the first global standard.

SAI is a non-profit affiliate of the Council on Economic Priorities (CEP).

SA8000 is promoted as a voluntary, universal standard for companies interested in

auditing and certifying labour practices in their facilities and those of their

suppliers and vendors. It is designed for independent third party certification.

SA8000 is based on the principles of international human rights norms as

described in International Labour Organisation conventions, the United Nations

Convention on the Rights of the Child and the Universal Declaration of Human

Rights.

It measures the performance of companies in eight key areas:

1. Child labour,2. Forced labour,3. Health and safety,4. Free association and collective bargaining,5. Discrimination,


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6. Disciplinary practices,7.Working hours8. Compensation.

SA8000 also provides for a social accountability management system to

demonstrate ongoing conformance with the standard.


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RESEARCH METHODOLOGY

OBJECTIVES

y To ensure that all the legal compliances with respect to SA 8000 aremet by the contractors and to ensure that the contractors are following

the guidelines of SA 8000.

y To assess the level of awareness of SA 8000 guidelines amongcontract labourers and suggest measures to improve it.

UNIVERSE:

The universe comprises of 30156 contract labourers of Tata Steel .

SAMPLE SIZE

The sample size refers to the number of items to be selected from the universe toconstitute a sample.

In 2010-2011 we will conduct the survey in RLTC(Rotary Labour Training

Centre) at Sakchi where laborers come for medical check ups and for renewal of

their safety training across all departments and irrespective of their contractors.

We have used the Sample Size Calculator for calculating the sample size. By

taking a confidence level of 95% and confidence interval of 2.5%, we got a

sample size of 1500.

Experts like Dr. Jittu Singh(XLRI), Mr.Uttam Singh (Chief I-Blast Furnace) &

Mr. Prakhar Mishra (Chief A-F Blast Furnace) had also advised us to take a

sample size of 5% which is around 1500 .


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.The universe has been further sub-divided into stratas depending upon the area of

work and the nature of work of the labourers. The sample is taken on an equally

proportionate basis so that the sample becomes truly representative of the

population.

SAMPLING METHOD:

The method of sampling used is stratified random sampling.

Stratified random sampling is a method of sampling, which involves the division

of a population into smaller groups, known as strata. In stratified random

sampling, the strata are formed based on their members sharing a specific attribute

or characteristic. A random sample from eac h stratum is taken, in a number

proportional to the stratum's size when compared to the population. These subsets

of the strata are then pooled to form a random sample.

This method is adopted in order to give us a true picture of the

population/universe...

TYPES OF DATA

Entire research work will be focused on collection of data, interpretation of data,

and analysis of data. Therefore the research will be carried out by using mainly

primary data.

SOURCES OF PRIMARY DATA

Questionnaire method: The main instrument for the collection of primary

data is questionnaire method. The questions will be prepared mainly related

to this topic.


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The researcher will use 8 key areas under SA 8000 which are -

child labour, forced labour, health and safety, free association and collective

bargaining, discrimination, disciplinary practices, working hours and

remuneration

Informal discussion: Informal discussions will be carried out with

executives and employees across levels in the organisation to know their

viewpoints or suggestions on this topic.

STATISTICAL TOOLS & TECHNIQUES

Questionnaires- Would be used in order to find out the feedback of the various

outputs of the services provided.

.

Comparative Study- For comparative study, the data collected in the previous

calendar year will be compared to the current years data.

Assessment Sheets- Assessment sheets would be circulated for assessment.

Analysis- Analysis will be illustrated through percentages, bar charts, histograms,

pie charts etc.


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OVERVIEW OF TATA STEEL

Tata Iron & Steel Company Ltd. (TISCO) is the iron and steel production company

associated with the Tata group of some 80 different industrial and other business

enterprises in India, founded by members of the Tata family. TISCO operates as

India's largest integrated steel works in the private sector with a market share of

nearly 13 percent and is the second largest steel company in the entire industry. Its

products and services include hot and cold rolled coils and sheets, tubes,

construction bars, forging quality steel, rods, structurals, strips and bearings, steel

plant and material handling equipment, ferro alloys and other minerals, software

for process controls, and cargo handling services. Through its subsidiaries, TISCO

also offers tinplate, wires, rolls, refractories, and project management services.

Tata's Early Beginnings in the 1800s

The story of TISCO is the story of one family or, more accurately, one man whose

vision and determination to give India a modern industrial economy h elped

provide a platform for the country's independence half a century after his death. At

the same time, he helped create what was by 1970 India's biggest nonpublic

enterprise. Jamsetji Nusserwanji Tata was born into a well-to-do family of


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Bombay Parsees in 1839. The Parsees, a religious minority group, had carved a

niche for themselves in business, in this case in the economy of Victorian India,

which was dominated by British interests and was being developed as a client

imperial economy. Tata's father was a successful merchant with interests in the

cotton trade to Britain. Tata joined the family business after an education at

Elphinstone College in Bombay and was sent to Lancashire, England, in 1864 to

represent the firm there. This was to be the first of many travels in Europe, North

America, and the Far and Middle East during which he formulated his ideas on the

best strategy to realize his own ambitions for success in business and to contribute

to the economic development of India. Tata's own background was in cotton

production. He believed that mills could function successfully in India in close

proximity to the cotton-producing areas in the west of the country, thereby putting

them in a strong position to undercut their Lancashire competitors. He obtai ned air

conditioning equipment from suppliers in the United States and the latest cotton

spinning machinery installed to provide the optimum climatic conditions for

spinning. His early ventures showed promise and in 1874 he founded his first

company, the Central India Spinning, Weaving and Manufacturing Company.

Three years later, on the same day that Queen Victoria was declared empress of

India, he opened the Empress mill in Nagpur. As Tata was taking his first steps

toward establishing a viable cotton spinning business, Indian nationalism also was

beginning to find a focus for its aspirations through the Indian National Congress.

Tata was present at its inaugural meeting and his devotion to the cause of an

independent India was undoubtedly a motivating fac tor in his own drive for

success in business. Cotton was only a start. From his travels in other

industrialized nations he had come to identify three essential elements for a

modern industrial economy: steel production, hydroelectric power, and technical

education. Although he did not live to see any of his schemes in these areas come

to fruition, he laid the foundations on which his sons, and then later generations of

his family, were able to build to realize his ambitions.


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Tata Steel was established by Indian Parsi businessman Jamsetji Nusserwanji Tata

in 1907 (he died in 1904, before the project was completed). Tata Steel introduced

an 8-hour work day as early as in 1912 when only a 12-hour work day was the

legal requirement in Britain. It introduced leave-with-pay in 1920, a practice that

became legally binding upon employers in India only in 1945. Similarly, Tata

Steel started a Provident Fund for its employees as early as in 1920, which became

a law for all employers under the Provident Fund Act only in 1952. Tata Steel's

furnaces have never been disrupted on account of a labour strike and this is an

enviable record.

CAPACITY EXPANSION OF TATA STEEL

Tata Steel has set an ambitious target to achieve a capacity of 100 million tonne by

2015. Managing Director B. Muthuraman stated that of the 100 million tonne, TataSteel is planning a 50-50 balance between greenfield facilities and acquisitions.

y Overseas acquisitions have already added up to 21.4 million tonne, whichincludes Corus production at 18.2 million tonne, Natsteel production at two


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million tonne and Millennium Steel production at 1.2 million tonne. Tata is

looking to add another 29 million tonnes through the acquisition route.

y Tata Steel has lined up a series of greenfield projects in India and outsidewhich includes

1. 6 million tonne plant in Orissa (India)2. 12 million tonne in Jharkhand (India)3. 5 million tonne in Chhattisgarh (India)4. 3-million tonne plant in Iran5. 2.4-million tonne plant in Bangladesh6. 5 million tonne capacity expansion at Jamshedpur (India)7. 4.5 million tonne plant in Vietnam (feasibility studies underway)


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BIBLIOGRAPHY

1.

Sanjay Kumar Panda (2004), Corporate Social Responsibility in India-Past, Present and Future, the Icfai University Press.

2. C.V.Baxi and Ajit Prasad (2005), Corporate Social Responsibility-Concepts and Cases: THE INDIAN EXPERIENCE, published by Excel

Books.

3. Sumati Reddy and Stefan Seuring (2004), Corporate Social Responsibility-Sustainable Supply Chains,published by ICFAI University Press.

4.Renu Jatana and David Crowther (2007), Corporate Social Responsibility-Theory andPractice with Case Studies

5. S.N.Pandey, Social Side Of Tata Steel. 6. www.google.com

www.tatasteel.com

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