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A STUDY ON LABOUR WELFARE SAFETY
MEASUREMENT
PROJECT REPORT
Submitted By
PUSHPALATHA. S
Register No: 088001451031
in partial fulfillment for the award of the degree
of
MBA
in
Department of Management Studies
M.Kumarasamy College of Engineering
Thalavapalayam, Karur-639113
MAY 2010
M.Kumarasamy College of Engineering
Thalavapalayam, Karur-639113
Department of Management Studies
PROJECT REPORT
MAY 2010
This is to certify that the project entitled
A STUDY ON LABOUR WELFARE SAFETY MEASUREMENT
is the bonafide record of project work done by
PUSHPALATHA. S
Register No: 088001451031
Of MBA during the year 2008-2010
_____________ _______________
Project Guide Head of the Department
Submitted for the Project Viva-voce examination held on _____________
--------------------- ----------------------
Internal Examiner External Examiner
DECLARATION
I affirm that the project work titled “A STUDY ON LABOUR
WELFARE SAFETY MEASUREMENT” being submitted in partial
fulfillment for the award of MBA is the original work carried out by
me. It has not formed the part of any other project work submitted
for award of any degree or diploma, either in this or any other
University.
(Signature of the Candidate)
PUSHPALATHA. S
Register No: 088001451031
I certify that the declaration made above by the candidate is true
Signature of the Guide,
With Name & Designation
ACKNOWLEDGEMENT
An endeavourer over a long period can be successful only with
the advice and support of many well wishers. I take this opportunity to
express my gratitude and appreciation to all of them.
I am fortunate that I could do this work in this work in the
department of management studies, M.Kumarasamy college of
engineering ,Thalavapalayam, Karur – 639113. I wish to express my
gratitude to ANNA UNIVERSITY, COIAMBATORE-641013, my alma
matter for bestowing upon me an opportunity to undertake this project.
I express my sincere gratitude to our most respected Chairman
Thiru.M.Kumarasamy Ex . V.M. for providing me with all the
facilities during course of my study. I also honor with gratitude the very
keen interest evinced by our Vice chairman Er. K. Ramakrishnan,
B.E., for providing Constant inspiration and sincere help throughout
the period.
With profound sense of gratitude I would like to express our
sincere thanks to our beloved Director Dr.S.Kuppusamy MBA Ph.D,
- and our honourable Principal Dr.D.Valavan, B.E.,M.Tech.,Ph.D.,
- for giving me the opportunity to carry out this project.
I feel pleasure and privilege to express my heartfelt thanks to our
beloved Head of the department of management studies
Dr. V. Chandrasekaran, M.Com, M.Ed.,M.Phill.,Ph.D., without whom
nothing was there in my ladder to success in the period of my
postgraduate journey.
I express my heartful thanks to my guide Mr. M. Kotteeswaran
MBA.,- who relinquished umpteen doubts of our mind.
I wish to acknowledgment my immense gratitude to STEEL
PLANT, SALEM for his valuable assistance.
I register my sincere thanks to the respondents who readily provided
necessary Information to my project work.
Last but not least, I express our heartfelt thanks to our dear
parents, department staffs and friends.
Station:
Date:
(PUSHPALATHA.S)
ABSTRACT
The study carried out STEEL PLANT, SALEM. This study focuses
on the advisors training programme provide by the company. Analysis of the
study can be helpful for development of the advisors. The scope of the study
in clean it emphasized. The overall satisfaction of advisors towards training
programme this study included various research methodology.
It includes descriptive research, CHI-SQUARE test and two way
ANOVAs and the study was taken for a period of four month. Due to the
limitation of the study and the data’s collected from the respondents through
questionnaire method.
CONTENT
S.NO PARTICULARS PAGE NO
ABSTRACT
LIST OF TABELS
LIST OF CHARTS
1 CHAPTER I
1.1 INTRODUCTION
1.2 OBJECTIVES OF THE STUDY
1.3 SCOPE OF THE STUDY
1.4 LIMITATIONS OF STUDY
2 CHAPTER-II
2.1 RESEARCH METHODOLOGY
3 CHAPTER III
3.1 INDUSTRY PROFILE
3.1 COMPANY PROFILE
3.3 PRODUCT PROFILE
4 CHAPTER IV
4.1 REVIEW OF LITERATURE
5 CHAPTER V
5.1 DATA ANALYSIS AND INTERPRETATION
6 CHAPTER VI
6.1 FINDINGS
7 CHAPTER VII
7.1 SUGGESTION
8 CHAPTER VIII
8.1 CONCLUSION
BIBLIOGRAPHY
ANNEXURELIST OF TABLES
S.NO TITLE OF TABLES PAGE.NO
4.1 Classification of Respondents According to Age 414.2 Opinion of Employees with Respect to Salary 434.3 Opinion of Employees About Allowances 45
4.4 (a) Opinion of House Loan 474.4 (b) Opinion of Vehicle Loan 494.4 (c) Opinion of Festival Advance 51
4.5 Opinion of Employed About Medical Facilities 534.6 Opinion of Vehicle Loan 554.7 Opinion Regarding Spots Facilities 574.8 Opinion of Employees Regarding Co Operative Store 594.9 Opinion Regarding Recreation Facilities 614.10 Opinion Regarding Canteen Facilities 634.11 Opinion Regarding Rest Room 65
4.12 Employees Opinion About Bath Room 67
4.13 Opinion Regarding Toilet in Shop Floor 694.14 Employees Opinion Regarding Water 71
4.15 Opinion About Safety Equipments 73
4.16 Opinion Regarding Effectiveness of Training 75
4.17 Opinion Promotion Policy 77
4.18 Opinion About Change in Nature of Work 79
4.19 Opinion About Satisfaction of Grievance Handling Procedure
81
4.20 Opinion Regarding Quarters 83
4.21 Opinion Regarding work Environment 85
4.22 (a) Opinion About Relationship with Management 87
4.22 (b) Opinion About Relationship Between Co-Workers 89
4.23 (a) Opinion Regarding Union Leader 91
4.23 (b) Opinion Regarding Effectiveness of Union 93
4.24 Opinion Regarding Effectiveness of Union 95
LIST OF CHARTS
S.NO TITLE OF CHARTS PAGE.NO
4.1 Classification of Respondents According to Age 424.2 Opinion of Employees with Respect to Salary 444.3 Opinion of Employees About Allowances 46
4.4 (a) Opinion of House Loan 484.4 (b) Opinion of Vehicle Loan 504.4 (c) Opinion of Festival Advance 52
4.5 Opinion of Employed About Medical Facilities 544.6 Opinion of Vehicle Loan 564.7 Opinion Regarding Spots Facilities 584.8 Opinion of Employees Regarding Co Operative Store 604.9 Opinion Regarding Recreation Facilities 624.10 Opinion Regarding Canteen Facilities 644.11 Opinion Regarding Rest Room 66
4.12 Employees Opinion About Bath Room 68
4.13 Opinion Regarding Toilet in Shop Floor 704.14 Employees Opinion Regarding Water 72
4.15 Opinion About Safety Equipments 74
4.16 Opinion Regarding Effectiveness of Training 76
4.17 Opinion Promotion Policy 78
4.18 Opinion About Change in Nature of Work 80
4.19 Opinion About Satisfaction of Grievance Handling Procedure
82
4.20 Opinion Regarding Quarters 84
4.21 Opinion Regarding work Environment 86
4.22 (a) Opinion About Relationship with Management 88
4.22 (b) Opinion About Relationship Between Co-Workers 90
4.23 (a) Opinion Regarding Union Leader 92
4.23 (b) Opinion Regarding Effectiveness of Union 94
4.24 Opinion Regarding Effectiveness of Union 96
CHAPTER -1
INTRODUCTION OF THE STUDY
Introduction: -
Industrial progress depends on a satisfied labor force. In recognition on this
fact, the importance of labor welfare measures was accepters as early as 1931, when the royal
commission on labor states: “the benefits, which go under these women culture are of great
importance to the worker and which he is unable to secure by himself. The schemes of labor
welfare may be regarded as a wile incensement which should are usually does bring a
profitable return in the form of greater efficiency.
Labor welfare measures also have beneficial on the workers. The welfare
measures influences the sentiments of the workers are contribute to the maintenance of
industrial peace. Better housing, sickness and maternity benefits, previsent funds and pension
educational facilities and entertainment etc. Creates a feeling and among the workers that
they have a state in the industry the workers become more stabilized and committed and
economically efficient, and the mental and moral health of the worker is improved. There is a
social reason also. As pointed out by the labor investigation committee, “the provisions of
vices ; medical and entertainment rescuer the incidence of vices ; medical and maternity and
child welfare service improve the health the workers and bring down the rates of general
material and infinitive mortality; and educational facilities increase their mental efficiency
and economic productivity.
Now a days almost every enterprise incurs expenditure on the welfare
of its employees. The ultimate aim behind these facilities is to improve the lost of
workers, the degree of their efficiency and the quantum and quality of service. The
facilities are both the welfare measures to safe guars the health of factory. Worker
within the work place has been made statutory under the factories the Act, 1948.
These provisions ensure that conditions of work, as far as possible, so not adversely
affect their health. These relates mainly to cleanliness disposal of waster and attluent,
ventilation, control of temperature, elimination of dust and fumes, artificial water
facilities, latrines, urinals and spittoons, washing facilities, facilities for storing and
drying clothes, facilities for sitting, rest shelters, first-aid appliances, canteens,
checkrooms and creates. The establishment covered under factories Act, 1948 is
statutorily required to provide all such welfare facilities.
The welfare amenities provided outside the word places are generally
no statutory in nature are include housing recreation medical are transport facilities,
etc.
Twenty years later the planning commission realized the importance of
labor welfare, when it observed that in order to get best out of worker in the matter of
production, working condition required to be include to a large extent. The should at
least have the means of facilities to keep himself in a state of health and efficiency
this is primarily a question of adequate nutrition and suitable housing conditions the
working condition should be such as to safeguard his health and protect him against
occupational hazards. The work place should provide reasonable amenities for his
essential needs the worker should also be equipped with necessary technical training
and a certain level of general education. The needs for labor welfare arise from very
nature of industrial system which is characterized basic to the facts the condition
answer which work is carried on are not congenial for health; and second when labour
joins industry he has to work in an entire strange atmosphere creating problems of
adjustment one another cal these to facts the long arm of job and the social invasion of
the factory.
The working environment in a factory adversely affects the worker’s
health because of the excessive heat or cold, noise, odour, tumes, dust, insanitation
and lack of pure air. This leads to occupational health hazard and respiratory
diseases.
Providing better service and work conditions devices and
compensatory benefit in case of accidents or injury or disablement can minimize these
adverse effects. This has been referred to as the ling arm of the job, which stretches
out its adverse effects on the worker long his normal 8 hours work Hence the need for
provision welfare services within true premises of the factory mine or a plantation.
“When a worker who is generally a rural life, come to work in a
factory, he hay to work and live in unhealthy, congested factories and slum areas,
with no out door recreation facilities. To escape from firing conditions of tedious and
tiresome job, be absents himself becomes irregular and often indiscipline. All these
changes have been return to as the social invasion of the factory. Hence the need for
providing welfare service, for whether improves condition of work and life for
employees.
Whatever leads to increasing adaptation of the worker to his task and
whatever make him fully contented lesion his desire or need to leave the factory for a
time and lighten for him and the factory.
1.2. SAIL AND ITS UNITS
SAIL- Steel Authority of India Limited is one of the “Navarathna companies”
the business of steed with an annual turnover of around Rs. 19000 courses. Sail ranks 15 th
position among the steel producers of the world and it has the capacity to produce Indian’s
most precious raw material- 12.5 million tones of crude steel and saleable steel capacity
around 9.8 million tones.
Steel Authority of India Limited (SAIL) is the leading steel-making company
in India. It is a fully integrated iron and steel maker, producing both basic and special
steels for domestic construction, engineering, power, railway, automotive and defence
industries and for sale in export markets.
Ranked amongst the top ten public sector companies in India in terms of
turnover, SAIL manufactures and sells a broad range of steel products, including hot
and cold rolled sheets and coils, galvanised sheets, electrical sheets, structurals,
railway products, plates, bars and rods, stainless steel and other alloy steels. SAIL
produces iron and steel at five integrated plants and three special steel plants, located
principally in the eastern and central regions of India and situated close to domestic
sources of raw materials, including the Company's iron ore, limestone and dolomite
mines. The company has the distinction of being India’s second largest producer of
iron ore and of having the country’s second largest mines network. This gives SAIL a
competitive edge in terms of captive availability of iron ore, limestone, and dolomite
which are inputs for steel making.
SAIL's wide range of long and flat steel products are much in demand in the
domestic as well as the international market. This vital responsibility is carried out by
SAIL's own Central Marketing Organisation (CMO) that transacts business through
its network of 37 Branch Sales Offices spread across the four regions, 25
Departmental Warehouses, 42 Consignment Agents and 27 Customer Contact
Offices. CMO’s domestic marketing effort is supplemented by its ever widening
network of rural dealers who meet the demands of the smallest customers in the
remotest corners of the country. With the total number of dealers over 2000 , SAIL's
wide marketing spread ensures availability of quality steel in virtually all the districts
of the country.
SAIL's International Trade Division ( ITD), in New Delhi- an ISO 9001:2000
accredited unit of CMO, undertakes exports of Mild Steel products and Pig Iron from
SAIL’s five integrated steel plants.
With technical and managerial expertise and know-how in steel making gained
over four decades, SAIL's Consultancy Division (SAILCON) at New Delhi offers
services and consultancy to clients world-wide.
SAIL has a well-equipped Research and Development Centre for Iron and
Steel (RDCIS) at Ranchi which helps to produce quality steel and develop new
technologies for the steel industry. Besides, SAIL has its own in-house Centre for
Engineering and Technology (CET), Management Training Institute (MTI) and Safety
Organisation at Ranchi. Our captive mines are under the control of the Raw Materials
Division in Kolkata. The Environment Management Division and Growth Division of
SAIL operate from their headquarters in Kolkata. Almost all our plants and major
units are ISO Certified.
STEEL INDUSTRY IN INDIA AND SAIL;-
Whether it is power, water, irrigation railways, petroleum, housing, defense
or industry the country’s net economic capability depends on steel. SAIL produces over 27%
of India’s steel requirements. A part from steel, a number of by-products, that are critical
inputs of making vital sectors of economy are produced by SAIL, ‘RAJA, SONA,’ the two
brand of fertilizers produced by SAIL have contributed their mite to user in the green
revolution.
SAIL – the integrated company comprises the following units 1 Subsidiaries;
UNITS:
1. Bhilai steel plant, Bhilai, Chattisgarh
2. Bokaro steel, Bokaro, Jhstksnd
3. Durgapur steel plant, Durgapur west Bengal
4. Rourkela steel plant, Rourkela, Orissa
5. Alloy steel plant, Durgaur, West Bengal.
6. Salem Steel Plant, Salem, Tamilnadu.
7. Visreswarayya iron steel plant, Bhadravati, - Karnataka.
8. Central marketing organization, Calcutta, West Bengal
9. Research development center for iron and steel, Ranchi
10. Management training institute – Ranchi
11. Center for Engineering and Technology, Ranchi
12. Raw materials Division, Calcutta
13. SAIL, sweaty organization,
14. SAIL, consultancy division, New Delhi
15. Environment management Division, Calcutta
16. Growth Division, Calcutta.
SUBSIDIARIES;-
1. Indian Iron and steel company, Burnpur, West Bengal.
2. Maharastra Electro smelt Ltd, Chandrapur, Maharastra.
MAJOR UNITS
ROURKELA STEEL PLANT
To Rourkela goes the credit of having been the first steel plant in the public
sector to come into production. The first coke over battery was lighted on December 3, 1958
and the first blast furnace was commissioned on February 3, 1959. The first heat of LD
oxygen blown steel was made on December 27, 1959. The Hot Strip Mill was commissioned
on February 28, 1961.
Rourkela Steel Plant has the unique distinction of being the trend setter with
regard to the technology of iron and steel in the country. It was here that LD oxygen steel
making was adopted at a time when even leading steel producers of the world had not opted
for it. A singular feature of Rourkela is its fertilizer plant, which was specially conceived to
utilize the nitrogen available from the air separation units of oxygen plant and hydrogen to be
separated from the air separation units of oxygen plant and hydrogen to be separated from the
coke oven gas. It was the first integrated steel plant in India designed to produce only flat
products.
With the recent modernization activities the plant’s production capacity has
been enhanced to 1.9 MT of Crude Steel.
BHILAI STEEL PLANT
The plant began its operation on January 31, 1959 when coke over batter
No.1 was commissioned. The first blast furnace was inaugurated on February 4, 1959 and
production of steel started on October 12, 1959 with the commissioning of open hearth
furnace No, 1. The million ton plant was completed in 1961. Bhilai has the unique
distinction of being the first public sector steel plant to have reached the rated level of
production of one million ton of ingot steel during 1962-63. The expansion of the plant to 2.5
million tons of ingot steel was taken up during the sixties. A Significant feature was the
installation of 500 ton capacity open hearth furnaces. The last unit of the expansion was a
high speed multistrand wire rod mill, commissioned in September 1987.
The Plant has already been expanded to a capacity of 4.0 million tons of ingot
steel. The new stream has the BOF process of steel making, continuous casting and a 3600
mm wide Plate Mill, which is one of the biggest of its kind in Asia. Bhilai Steel Plant won
the Prime Minister’s Trophy for “The Best Integrated Steel Plant” in the country thrice in four
years since inception of the award.
DURGAPUR STEEL PLANT
Erected in West Bengal in the late fifties, the plant started with a capacity of
one million tonne of ingot steal per annum. Production of iron began of December 29, 1959
and the first steel ingot was made on April 24, 1960. It was subsequently expanded to 1.6
million tonne capacity in sixties. The Plant is a major producer of railway materials like
wheels and axis, fish plates and sleepers. It also produces light and medium sections,
merchant sections and skelp. The production capacity of Durgapur Steel Plant has further
been expanded to 1.876 MT Crude Steel.
BOKARD STEEL PLANT
Bokaro Steel Limited (BSL) was formed on January 29, 1964 to carry out the
project. The project took off with the signing of a agreement with the Government of USSR
on January 25, 1963. The construction stated on April 6, 1968. The first coke oven battery
was commissioned on September 9, 1972, the first blast furnace on October 3, 1976 and the
first converter was commissioned on January 3, 1974. The Indian engineering and equipment
suppliers played a major role in setting up of this plant. The plant was envisaged with an
initial capacity of 1.7 million tones of ingot steel output is rated at 4.5 MT. The plant is
designed to produce hot and cold rolled sheets, colls in many specifications and sizes.
IISCO STEEL PLANT
ISSCO is the second old set integrated steel in India, next to TISCO. The
plant was taken over by the Government of India on July 14, 1972 and it was a fully owned
subsidiary of SAIL. Now it merged with SAIL with effect from 16 th February 2006 and
renamed as IISCO Steel Plant (ISP). The plant has a capacity of producing 0.4 million tones
of ingot steel per annum, Steel is made by Duplex process using acid Bassemer converters
and basis open hearth furnaces. It has a wide range of products including structurals, special
section, rails, bars, hot rolled and galvanized sheets. Spun iron pipes are produced in its units
at Kulti and Ujjain.
ALLOY STEELS PLANT
Alloy Steels plant was installed at Durgapur with 1, 00,000 tonnes of ingot
steel capacity in 1960, with Japanese assistance. This is the largest alloy steel producing unit
in the country. The plant was subsequently expanded to a capacity of 1, 60,000 tonnes. The
plant is being further expanded under the Stage-II expansion programme to augment the crude
steel capacity to 2, 46,000 tonnes per year. The plant has one slab-cum-twin bloom
continuous casting machine, the only of its kind in India.
1.3 IMPORTANCE OF THE STUDY; -
The examination of the significance and objectives of the labour welfare
measures makes one to realize that the program of welfare measures inevitable in the present
industrial life statutory welfare measure consisting of both statutory and non statutory are
essentials to employees to their effective task performance provision of adequate labour
welfare measure involves continues improvement if employees and their and improving the
quality of their life.
Every organization needs effective labour needs effective labour force to
increase the efficiency and productivity of the entire organization, for this adequate statutory
and non statutory welfare measures should be provided by the organization so this study aims
to examine adequacy of existing labour welfare measures provided by the salem steel plant
and to find out how for the employees are satisfies with these statutory and non statutory
welfare measures.
1.4 REVIEW OF LITERATURE:-
From the very beginning of Industrial revolution in England the working
class has become very important segment in the society with the growth in industrial
development the number of working class had multiplied manifold and has emerged as very
strong pressure group in almost all the countries in the world. In present times the labour has
become concern of academics. It has sere toped of a separate field of study. Various
disciplines in social sciences viz.., Economics public administration, management, law and
psychology has included it in their curriculum and larges number of studies have been
conducted pertaining to the various aspects of labour problem in India and other countries of
the world.
In the present study the researcher has revered the studies of selected scholars
and reports of injuries commissions related to problems of labour welfare in India.
Srinivasan (1956), the author being experienced excusive had fealty with the
workers engaged in the color gold mines in Karnataka. He had dealt aspects like socio
economic conditions of workers and details about the welfare problems in the mining industry
and some fruitful suggestion have been delineated. Learned author studied the level of
indebtedness, absenteeism, income and expenditure, socio-economic background of workers
in Kolar mines.
Sur (1956), this book may viewed as consisting of three party. The first part
consisting of international comparisons. The second part may be seemed to be an analysis of
the important factors having a bearing of collective par fining in India. These factors have
been identified as the government management attitudes and the trade union rivalry.
The chapter 7 entitled, “Features of collective Bargaining” is an original
contribution But its authenticity is obviously limited to those cases with which the author is
familiar. The third part, which is probably of greatest importance, to research minded and the
appendix I devoted to analysis of 21 collective agreements.
For assessing the future of collective bar gaining in India, the second part of
the book is most important while there much in it, particularly, with which the reviewer will
hardly go along on certain other matters disagreement with her is almost an avoidable.
Author does not have a single critical observation to make in this respect. Indeed she seems
to be taking great in avoiding a stand of matters impinging upon public policy aspects of
industrial relations.
Bose (1969) the author Dr. (Smt) maitreyee Bose an M.P., has in her article
presented various problems concerning the employment of women in different industries she
has examined with more and more employment of the women workers in productive work
can be taken as the indication of progress and has analyzed the question of women’s
employment in the light of its economic impact on family as well as on society.
National commission (1969) the report of this commission was appointed in 1966 had
reviewed many aspect of labor welfare in India such as exciting conditions of labour.
Legislative measures available to protect their interest level of workers earnings, standard of
living and various welfare facilities viz., health and medical facilities, canteens, creaches,
housing transportation recreational provision of family planning and adult education etc.,
were studied in detail for this purpose if had studied manufacturing industries, mining,
plantations and agriculture sectors. It had reviewed the existing welfare facilities in rural
areas also.
NATIONAL COMMISSION : (19720) In conjunction with the passage in 1970 of
the occupational safety and health Act congress established a National commission undertake
a compensation law in order to determine if such provide an adequate, prompt, equitable
system the compensation. The work in hand is the result of the mandated study and
evaluation.
This report contains 3 major sections:
A presentation of objectives for a modern workmen compensation
programs.
An evaluation of state workmen’s compensation programs and
recommendations. And
A discussion of a future of workmen’s compensation.
Analysis and evaluation can’t take place in a vacuum; they need to be
undertaken against a backdrop of objectives. The frameworks of objectives utilized to the
commission include.
Broad coverage of employees and work related injuries and diseases.
Substantial protection against interruption of income
Provision of accident medical care and rehabilitation service.
Dixon, Jr. (1973) in this volume Dixon has made a significant contribution by
his analysis of the problems of administrating the disability provisions of the social security
Act.
He has collected and analyzed information from many sources, including court cases,
administrative hearings and prior studies and has appeared the standards and administrative
procedures involved in this complex social insurance programme.
The author demonstrates his extensive knowledge on the subjects in the chapter’s
dealings with the problem of processing a claim and the social security administrations lack
of clarity in outlining disability standards and its consistency in applying claim. The relation
of court action to these problems is also effectively considered in the author’s analysis. The
author refers to President Roosevelt’s statement that if the old age programme were set up as
insurance, in resistant to being undermined by subsequent administrations.
Sharma (1982), The study throws light on the history at labour movement,
origin, growth and development. It defects the picture at a long historical movement of
organized labour full strings and stresses from 1885-1980. The author also predicts lighting
fresher upon Indian trade unions for change and adaptability.
In the last experiments in workers participation in management and the problems
arising out of in India have been discussed, so the various articles brought together in this
book reflect appreciation of the labour in Indian economic development.
The above mentioned studies have some how covered problems of labour welfare but
their main thrust was on industrial relations, trade unionism, and workers participation in the
management.
The author has studied the problems welfare, role of trade unions in labour welfare,
socio economic conditions at workers, role of administrative machinery in labour welfare and
performance evolution of labour welfare, provision in the public and private sectors in
comparative perspective.
1.5. Objective of the Study
1. The identify the need and importance of welfare measures in the
organization.
2. To study the level of attitude of employees towards satisfactory
welfare measures.
3. To ascertain the level of attitude of employees towards non statutory
welfare measures of the company
4. To examine the level attitude of different category of employees
towards welfare measures of the company.
5. To find out the problems of employees in welfare measures and offer
suitable suggestion on the basic of the findings of the study.
6. To find out the relationship between demographic variables
employees attitude towards welfare measures.
1.6. METHODOLOGY
This study is mainly based on primary data. The primary data is collected by
means of a well designed questionnaire containing questions about employee’s satisfaction on
the various labour welfare measures provided by Salem steel plant.
The researcher also collected secondary data from the sources such as news
line., annual reports, magazines and various records at Salem Steel plant.
The researcher has a personnel discussion with executives and non-
executives in Salem steel plant.
SAMPLING
The main focus at study is labour welfare measures in Salem Steel Plant. A
simple Random sampling method is adopted to carry out the study. In this connection out of
1028 non executives 110 non executives are selected on random basis, covering almost all the
departments. Data arte collected or the researcher in person with the questionnaire.
The questionnaire has been designed ion such away as to meet a cross section
of various employees representing various departments at Salem steel plant.
1.7. LIMITATION OF THE STUDY
Any research study would be facing certain limitations, technical or
procedural or otherwise the present study has not been an exception to this rule and had come
across certain limitation the following are few of such constrains.
The study was fined confined only to non Executives.
The study has to be completed with in a stipulated time period and
hence time was a major constraint.
Reluctance of concerned person to spend enough time for answering
the questions was considered to be another major can strait.
The sample size is restricted date time constrains.
Due to prejudice, respondents might have given false information
which learns to biased conclusion.
Despite the above limitations every attempt has been made to complete
attempt has been made to complete the research work in best possible manner.
CHAPTER – 2
LABOUR WELFARE SCOPS AND CLASSIFICATION
INTRODUCTION:-
The concert of labour is interpreted in numerous,
To the variability of social institutions, degree of industrialization in social
and economic development in different times, consequently, the concept of labour welfare
also is approachable from many angles. As the concept is relative to the labour and place and
place and the changes in the economic and scientific government, it is defined in different
ways by different persons and bardies”
DEFINITIONS:-
To give a simple definition, labour welfare means the efforts to male life
worth living for workers.
The encyclopedia of social sciences defines labour welfare as “the voluntary
efforts of the employers to establish within the existing industrial system, working and
something living and cultural conditions of the employees beyond that which in requited by
law, the conditions of the markets.”
The Royal commission on labour was the view that “welfare is one which
must necessarily be elastic, bearing a somewhat different interpretation in one country from
another according to the different social customs, the degree of industrialization and the
educational development of the worker.
The labour Investigation committee had includes under welfare
activities, “anything done for the intellectual, physical , moral and economic
betterment of the workers, whether by government of by other agencies, over and
above what is laid down by law or what is normally exacted as part of the contractual
benefits for which the workers may have bargained.”
2.2 Classification of Labour Welfare Activities:-
In 1963, the Committee of experts on welfare facilities for Industrial workers
convened by ILO brought the entire range of labour welfare activities within the first two
groups. The ILO recommended what types of services should be offered within the precincts
of the industrial establishment and what should be provided outside the establishment.
As intra mural activities it recommended
a) Urinal and Latrines
b) Washing and bathing facilities
c) Creches
d) Canteens
e) Good drinking water
f) Rest shelters
g) Health Services
h) Industrial safety
i) Protective clothing
An administrative set up within to supervise the welfare activities. As extra mural
activities the ILO recommend activities such as
a) Maternity benefits
b) Social insurance measures like gratuity, provident fund etc,.
c) Medical facilities including family planning and child
welfare
d) Educational facilities
e) Housing schemes
f) Leave and travel facilities
g) Recreational facilities
h) Worker’s co-operatives
i) Vocational training Programs and
j) Transport facilities from and to the working place, labour
welfare activities can also be classified as;
1. Statutory welfare works
2. Mutual welfare works
Statutory welfare works may be further classified into;-
1. Those which are mandatory irrespective the number of employees,
and
2. Those which are mandatory subject to the employment of a certain
number of workers mentioned in the statute.
STATUTORY WELFARE PROVISIONS:-
Since independence, the government of Indian has parsed several enactments
like the factories Act, minimum wages Act, Industrial disputes Act, workmen’s compensation
Act etc., to ensure a fair deal to employees in various aspects of the in employment, while
some of the enactments are applied to all industrial establishments irrespective of there seizes
or the number of personal employed by them, some enactments are made applicable only in
cases. Where a specified number of persons employed as a minimum requirement.
The scope of the various statutory differ from one industry to another rand
from one type of welfare measure to another for example, factories Act is made applicable
only to such factories which employ or more workers it they requite power supply and where
20 or more workers are employed if no power is require;-
MUTUAL WELFARE ACTIVITIES
These include welfare activities initiated by workers themselves for instance
the trade unions undertake many welfare activities to a achieve social and economic
advancement of the member workers, The textile labour Association at ahmedabad is
maintaining centres for training women in handicrafts, study homes, nursery schools and
welfare centres for the children of workers, consumer co-operatives, Co-operatives credit
societies and housing societies. The Rail men’s union is maintaining Co-operative societies
for its members. The Indian Federation of labour undertakes various welfare activities like
organizing social and cultural gathering indoor and outdoor games, medical educational and
recreational facilities through the labour welfare centres.
CHAPTER – III
COMPANY PROFILE
3.1. Profile of the Salem Steel Plant
A steel plant in Salem was a long cherished dream. Government of India decided in
May 15, 1972 to set up an integrated special steels plant at Salem in the state of Tamil Nadu
for the production of sheets and strips of electrical, stainless and other special and mild
steels on the basis of sound techno-economic considerations.
The construction of the plant was inaugurated in June 13, 1972 by the late Shri
Mohan Kumaramangalam, the then Minister for Steel & Mines. Thus a dream of having a
steel plant in Salem had started taking a shape in the foot hills of Kajamala. The company
“Salem Steel Limited” was registered on October 25, 1972. It was a Government of India
undertaking and subsidiary of steel Authority of India Limited (SAIL). Shri V Subramanian
was the Managing Director of the Salem Steel Limited.
The plant was designed to roll out 32,000 tonnes of cold rolled stainless steel strips
and wide sheets per annum in the first phase. Situated in Tamil Nadu, the plant brings to India
the latest sophistication in cold rolling technology. In the second phase, the production
capacity was increased to 70,000 tonnes per annum by installing the second Sendzimir Mill.
Stainless steel from Salem finds application in many industries nuclear, petroleum, chemicals,
fertilizer, food processing, pharmaceuticals, dairy, household appliances and cutlery. The
Plant is actively pursuing development activities to promote use of stainless steel in new areas
Blanking Line was commissioned during the year 1993 with a capacity of producing 3000 T
coin blanks per annum and the provision is there to make utility blanks.
PRODUCT-MIX PROCESS, EQUIPMENT AND
INFRASTRUCTURE OF HOT ROLLING MILL
Hot Rolling Steckel Mill
The Hot Rolling Mill Complex consists of a Slab Yard, a Walking Beam
Reheating Fumes a Roughing Mill, a Single Sand 4 Hugh Reversible Steckel Nill, a Down
Coiler and Coil Yard for marking, cooling & dispatch. The major equipments excepting for
the Walking Been Reheating Furnace have been supplied by M/s SCHLOEMANN –
SIEMAG (SMS) of Germany.
Product Mix
With the commissioning of Hot Rolling Steckel Mill, Salem Steel Plant has
also entered the market of carbon steels. The Hot Rolling Steckel Mill is capable of producing
both stainless as well as non-stainless steels. In case of carbon steels the minimum thickness
which can be achieved is 1.6 mm and in the case of stainless steel the minimum thickness
achieved would be 2.0 mm. The mill has the capacity to roll upto 1300 mm width.
PROCESS :
Slabs of carbon steel (or) stainless steel are received through wagons from
Alloy Steels Plant. Durgapur of Bhilai Steel Plant, of from abroad and stored in slab storage
yard. As per the schedule the slabs are charged in the Walking Beam Reheating Furnace and
annealed to a suitable temperature. Later these slabs are discharged from furnace and sent to
Roughing Mill. In Roughing Mill the slaps are rolled to transfer bar to a thickness of 25 mm
and send to steckel Mill for further reduction. Having achieved the required thickness, the
material is cooled with the system of laminar cooling incase of carbon steel and coiled in
Down coiler. In case of stainless steel the material is directly coiled in down coiler after
natural cooling. From Down coiler HR coils are taken to CRM or customers through trucks.
PRODUCT - MIX, PROCESS, EQUIPMENT AND
INFRASTRUCTURE OF COLD ROLLING MILL
In the phase I & II hot brands (not rolled stainless steel coils) of 4 mm to
6 mm thickness as input material were imported to produce cold rolled stainless steel coils
and sheets. With the commissioning of the Hot Rolling Mill, this route has been redundant.
As part of reverse integration, the Hot Rolling Steckel Mill supplies the
required Hot Rolled Coils (HRC) input to CRM and also produces HRC of non – stainless
steels (carbon steel)
The product – mix of the plant is so designed as to meet the growing needs of
sophisticated industries like petroleum, chemicals, pharmaceuticals, fertilizers, paper and pulp
making, textiles and dairy equipments, besides Railway requirements, electrical appliances,
domestic utensils and decorative materials.
Salem Steel Plant is producing cold rolled stainless coils and sheets of
thickness ranging from 0.3 mm to 6.00mm with a width upto 1250mm in austenitic, ferritic
and martenstic grades.
Apart from cold rolled (CR) products, hot rolled (HR) products of stainless
steel of different thicknesses and HR products of non-stainless steel (carbon steel) are also
produced.
Major equipment and other facilities.
The major production facilities include
1. Coil Build-up line
2. Bell Annealing Fumaces-3 nos
3. Annealing and picking Lins-2 nos
4. 20 High Sendzimir cold rolling Mill-2 nos
5. Roll Grinding Shop
6. Strip Grinding shop
7. Skin pass Mill
8. Shearing Line
9. Slitting Line
10. Coil Inspection and Dividing Line
11. Cut to Length Line
12. Blanking Line
13. Sheet Grinding and polishing Unit
14. Stretcher Leveller
15. Resquaring Shear
16. Utility Services.
Product Mix
Salem Steel Plant Specialises in the production of wide cold rolled stainless
steel sheets and coils. During the first stage, the plant had a capacity to produce 32000 tonnes
of stainless steel sheets and coils with thickness ranging from 0.3mm to 6.00mm and widths
varying from 600 mm to 1250mm. For sheets the length varies from 500 to 400mm. For slit
coils, the minimum width can be as low as 50 mm. In addition to the common 2D and 2B
Finishes, a wide range of surface finishes, mirror and hair-line finishes are produced in a
variety of grades, conforming to international standards.
PROCESS
Salem Steel Plant employees the latest technology in cold rolling and
incorporates the most modern equipments, supplied by the leading machinery manufactures
all over the world.
The raw material for Salem Steel plant is hot rolled stainless steel coils,
called hot bands. These coils are processed in Coll Build-up line (CBL) Colls from CBL are
softened and desalted in Annealing and Picking Lines (APL). From here they are sent for cold
rolling in the Sendzimir Mill (Mill) to the desired final thickness. The cold rolled coils are
again softened and descaled to obtain the optimum finish and mechanical properties. These
are passed through the Skin KPass Mill (SPM) to give a bright finish and necessary flatness.
The coils are ultimately either silt or sheared in finished products in the form of slit/divided
coils or cut-lengths. The special surface finishes are obtained in sheet from in the Sheet
Grinding and in the Sheet Grinding and in the coil form in the Strip Grinding Line (SGL)
Equipment Suppliers and other agencies of CRM;
The Salem Steel Plant bears contribution by way of equipment supplies from
13 major foreign suppliers in eight countries, twelve public sector undertakings and several
private sector industries in India In value, only 38 percent of the equipment have been paid in
foreign exchange, with 20 per cent supplied by public sector undertakings in India and 42 per
cent supplied by Indian private sector. The erection of the equipments is totally Indian, the
Hindustan Steel Worker Construction Limited providing civil and structural requirements and
Tamilnadu Water supply And Drainage (TWAD) Board providing water supply and sewage
facilities. One of the biggest Liquefied Petroleum Gas storage facilities in the country is at
Salem Steel Plant, put up by Indian agencies.
The production know-how for cold rolling stainless steel and finishing was
obtained from M/s Ugine of France.
The Blanking line, supplied by M/s Schuler, Germany, uses the state of the
art technology to produce high quality stainless steel blanks for coins and utility purposes. It
consists of a 160 Tonns capacity press with scope for 60 to 630 strokes per minute. The Line
has facility for deburring, degreasing, rimming, annealing & pickling, counting and packing
facility. The press supplies 25 paise, 50 paise, and Re. 1 coin blanks to the Government of
India.
Distinctions:
Salem Steel plant was commissioned on scheduled date i.e. September 13,
1981 by Shri AS Gill, secretary, Department of steel, Ministry of steel & mines, Government
of India production was commenced. The plant was formally inaugurated on march 13, 1982
by Shri Narayan Datt Tiwari, the then Hon’ble Minister for industry, Steel & Mines,
Government of India.
Salem Steel Plant has the Distinction of being one among the very few
projects of this magnitude in recent years which were completed right on schedule.
The Plant’s production has exceeded the rated capacity.
The Products marked by Salem Steel Plant have own customer appreciation
for their quality and mechanical characteristics.
The Plant has had the unique distinction of begging international awards for
its safety record. The British Council conferred on Salem Steel Plant the “Sword of Honour”
for the years 1984 and 1986 in recognition of the safety standards and performance. Apart
from this, a number of other State and National awards have been received.
3.2. WELFARE FACILITIES IN SALEM STEEL PLANT
MEDICAL FACILITIES:
Salem steel plant has a separate hospital for the medical treatment of
employees and their family members. The hospital is located inside the Mohan Nagar
township treatment for almost all types of disease is given in the hospital for specific chronic
cases, the chief of medical service refer such cases to specialized hospital like CMC, Apollo
hospitals the expenses will be reimburses by the SSP. The employees are allowed to take
ayurvedic and homeopathy treatment which will be paid by the SSP.
Hospital is well equipped with the modern facilities. It has more than 40 beds &
Intensive care units. The hospital functions round the clock. It also has on occupational
health center situated with in the plant premises for the treatment of employees in case at
emergency.
ELIGIBLE
The eligible persons to take treatment in main hospital are employees wife /
husband, unmarried sons / daughters, father and mother.
MEDICAL SERVICE
The Hospital conducts medical camp every year around the villages
surrounding the plant area.
RESIDENTIAL QUARTERS
Residential Quarters is situated away 3km from main plant. The township is
well designed, with good sanitation facility. The Quarters has a 4type such as A Type, B
Type, C Type. The allotment is based on the grade and seniority position. A Type is meant
only for Non Executives, B Type is for both senior Non Executives and Junior Executives. C
Type & D Type is meant only for Executives. The Town administration Department is taking
care of its maintenance and allotment etc.,
Monet provides the cable TV facility to all Residential Quarters. About 50
Channels Telecasted in the Quarters.
TRANSPORT
Employees Residence were at different place of the Salem. In order to
facilitate them SSP has made an agreement with TNSTC-SALEM to ply bused from old bus
stand during the shift time.
SCHOOL
School is located in Mohan Nayar Township. The School Name is “SRI
VIDYA MANDIR MATRICULATION & HIGHER SECONDARY SCHOOL”. The School
came into existence during the year 1982. The school provides quality education to children
of employees. Salem Steel Plant aids financial assistance & Support to the School.
CO-OPERATIVE STORE
Co-Operative store is functioning in Mohan Nayar Township. LPG is one of
the important benefits Enjoyed by the Employees. This is a only place where LPG is given
by Credit system in India. Co-operative store sells at the cosmetic items, Durable & Non
Durable goods. Luxury goods such as Grinder, Mixi are also sold with 4 Equal installments.
RECREATION:
Nehru park is location in Mohan Nayar Town ship covering wide area.
Children park is locations very close to the quarter the children. The park is maintained with
good drinking water facilities.
Steel family club, Muthamil Mandram are the non profit Entertainment
organization run by the members at non Executives. This shows that SSP employees unity.
These organization conduct various Entertainment programs such as Dance, Rangoli, Skit,
Drama, Natupura pattu, Karakattam, Oilattam etc.,
SPORTS & GAMES:
A sport is important for all age group, because it is the only medicine for
good health and to develop the co-operative among Employees. Cricket, Football, Tennis,
Basketball, shuttle are played by employees. Employees were sent to the tournament at
National level. Every year on SAIL DAY Athletics were conducted the winners were given a
trophy, medal & certificates
GYM:
Gym is functioning in SSP for the benefit of employees and their spouse. The
monthly fee is just Rs. 10.
LIBRARY:
Town ship library helps to employees & their family. Tamil, Malayalam,
Kannada, Hindi, Telugu, English books are there in library. Competitive success Review
Readers digest, wisdom, manorema vear book helps to the students to learn for the
competitive exams, four English daily News paper and 2 Daily Tamil News paper were
bought by library and also monthly & fortnight magazine such as Gokulam kathir, India
Today, Front line, Kumudam Bakti, Anmigem are the Books available in library.
CANTEEN:
The world “Canteen” generally signifies a place where eatable and drinks are
served, and also container for carring (and Serving) drinks & eatables. In Industries the term
canteen refers a place at the work place in which whole some fond and drinks are provided to
workers at subsidized rate.
SSP has 3 Canteen at HRM, CRM, Admin Canteen is located near
Administration Department outside the plant Area. HRM canteen is located near HRM, CRM
canteen is located near CRM. These canteens serve to the Employees working near to that
particular area. The rate of canteen Food is very cheap with good Quality
Price list is given in the following tables:
Items Coffee Tea Lunch -- Vada Pongal iriyani
Price 25P 5pm Re. 1 10p 15.p 40.p 40.p
SAFETY:
The term “accident” is used in the sense of injure to the workers occurring
during in the course of this employment.
Three injuries is not happened but are caused. This means accidents are not
accidental but are logical in the sense that they follow from foreseeable causes or from causes
which could have been avoided. In order to avoid or reduce the accident the SSP given safety
equipments to their employees such as mask Earmuffs, Belts, shields, shoe, Helmets.
Safely is important it has direct effect on productions, safety is important for
the individual as well as SSP as whole. A Separate department at safety is functioning in the
plant.
Fire service station is location near the Industrial premises, which is
controlled by central Industrial security Core (CLSF). There are installations of safety alarm,
smoke defectors waters sprinkles at advantage locations to take care of the emergency
situations With regard to safety front organization refresher courses are conducted to the
employees for the safety measures and practices No person allowed inside the plant area
without the helmet, if they enter without helmet they liable to pay fine.
GRIEVANCES REDRESSAL SYSTEM:
Grievance is a complaint stemming from an injustice or injury, real or
imaginary SSP has its own system of handing grievance there are two systems of handing
grievances in SSP.
They are
1. Recording in the Register
2. By Mutual Understanding
The line manager is response for solving the problems of the employees
TRAINING & DEVELOPMENT:
HRD center caters all the training needs of all the departments of SSP
Training is imparted of the Employees to UP Grade the skills, refresh the standard, operating
practices Etc Salem Steel Plant Training Department takes the Faculty support of Experts
from – department SSP have developed a dedicated team for conducting draining on various
subjects.
The following training programmers are conducts by the HRD center.
HUMAN RELATION AT WORK:
This course is imparted to the Non- Executive Employees in various
departments with a view to further strengthen better human relationship at the shop floor
level.
SELF DEVELOPMENT:-
Employees in SSP are going in age, highly motivated and have a lot of
aspiration to go up to in life to give tam a kind of enthusiastic support in their developmental
goals, this course is conducted with the help of External facility. The course has an impact on
the generals thinking and attitude of the employees to work.
CONFLICT RESOLUTION AND ABILITY TO WORK IN A
TEAM:
Conflict resolutions and ability to work in a team is an essential ingredient of
group interaction situation. Hence this course finds an important place in the training needs
identified for non-Executive employees.
COMMUNICATION SKILLS;
The communication is the life blood of organization. The communication
must be Effective. So in order to develop communications skills this course gain importance
to all level of employees.
HIGHER EDUCATION:
SSP encourages their employees to pursue higher education. To motivate
their employees, the SSP reward with Rs. 10,000 for engineering reducing the promotion of 6
months. Clusters Reduction to 7 years from 9 years to becomer eligible for executives.
From S- 10 to E -0
Rs. 2000 for employees who completes matriculation.
PROMOTION:-
Promotion is a positive motivation to the workers. When the workers are
promoted to next higher grade they will be motivated, the production also increases.
The types of promotions are followed in SSP
1. With in clusters
2. Between Clusters.
Within Clusters Between Cluster
S -1 to S -2 S -2 to S -3
S -3 to S -4 S -5 to S -6
S -4 to S -5 S -8 to S -9
S -7 to S -7 S -10 to S -0
S -9 to S -10
PROMOTIONAL ACTIVITIES:-
Non executive are promoted according to their performances. The Appraisal
is made at the end of every calendar is made of the end of every calendar year. The HOD is
responsible for the assessing the performance of the employees the Performance Review
committee will allot credit points to the employees and the will be converted into grades.
The following are the factors to consider for the promotion. It may vary
according to the grade of promotion.
Job Performance
Often Dance and Punctuality
Discipline
Safety and house keeping
Quality of output
Quantity of output
Job knowledge and skill
Dependability
Co-operative
Initiative and Resource fullness
Ability to supervise
Ability to Analyze
SALARY AND INCREMENT:
Money is the blood of the life money is the only financial assistants which
satisfies the needs of human being. With out money no person can run the life Affiancing
high degree of standard of life can be active only by money.
SSP employees get salary on 7th day of every month. In case of Sunday or
Govt. holiday the salary day will be 6th day of month. The basic pay will be differ according
to the grade.
TRADE UNIONS;
Trade unions are organized by workers to solve the labour problem various
agencies in the field of labour have fried to tackle the labour problem. The state has used the
methods labours legislation and labour administration. Various labour laws were passed to
protect workers and to give their due rights. The best agency which the workers can use for
dealing with the labour problems is their own organization known as the traduce union.
Workers organize themselves into trade unions. Primarily to solve their own grievances,
which may be economics, social or psychological the nature.
SSP Employees were formed trade union to solve their problems. The
following are the trade unions functioning in SSP.
INTUL, CITU, SC/ST EMPLOYEES UNION, SSP PATTACL THOLIR
SANGAM, RUMBALAI ANNA THOZHILALAR SANGAM, URUKKALA,
THOZILALAR MUNNETRA SANGAM, SSPU.
AWARD REWARD TO EMPLOYEES;
Every year SSP gives this to the employees to motivate their work. Award &
Reward is given to employees who give fine suggestion, which would benefit to the company.
CHAPTER – IV
ANALYSIS INTERPRETATION
INTRODUCTION
One of the objectives of an organization is to create an environment in which
personal are seasonably motivated to perform their job own objectives, the personnel can be
motivated only when management identities the craving needs of the employees.
This study is conducts in the sample units in order to measure the satisfactory
level of employees with regard to the welfare facilities provided by the salem steel plant to its
employees.
TABLE NO 4.1
CLASSIFICATION OF RESPONDENTS ACCORDING TO AGE
AGENO OF
RESPONDENTSPERCENTAGE
30-40 25 22.72%
40-50 44 40.00%
50-60 41 37.23%
TOTAL 110 100.00
The table 4.1shows the clarification of respondents according to their age.
The table reveals of respondents in 22.72% are fall on the age group between age in the group
40-50 and 37.27% of the respondents are in the age group 50-60.
CHART NO 4.1
CLASSIFICATION OF RESPONDENTS ACCORDING TO AGE
TABLE NO. 4.2
OPINION OF EMPLOYEES WITH RESPECT TO SALARY
OPINIONNO.OFRESPONDENS
PERCENTAGE
Highly Satisfied 34 30.91
Partly Satisfied 68 61.82
Not Satisfied 08 07.27
TOTAL 110 100.00
The table 4.2 reveals that 30.91% respondents are highly satisfied 61.82% of
respondents are particular satisfied and 07.25% of respondents are not satisfied with the
salary provided to the employees.
OPINION OF EMPLOYEES WITH RESPECT TO SALARY
TABLE NO 4.3.
OPINION OF EMPLOYEES ABOUT ALLOWANCES
OPINION NO. OF RESPONDENTS PERCENTAGE
Highly Satisfied 15 13.64
Partly Satisfied 59 53.64
Not Satisfied 36 32.72
TOTAL 110 100.00
The table 4.3 reveals that 13.64% of respondents are highly satisfied with the
allowances 53.64% of respondents are partially satisfied, and about 32.72% of respondents
are not satisfied with this regard.
OPINION OF EMPLOYEES ABOUT ALLOWANCE
TABLE NO 4.4 (a)
OPINION OF HOUSE LOAN
OPINIONNO. OF RESPONDENTS PERCENTAGE
Highly Satisfied 47 42.73
Partly Satisfied 51 46.36
Not Satisfied 12 10.91
TOTAL 110 100.00
The above table 4.4 (a) shows that opinion of employees regarding the house
loan. About 42.73% of respondents are highly satisfied with the house loan provided by the
company. Majority of respondents (i.e. 46.36%) are satisfied with the house loan provided
others i.e. 10.91 of respondents is not satisfied with the house loan provided.
OPINION OF HOUSE LOAN
TABLE NO. 4.4 (b)
OPINION OF VEHICLE LOAN
OPINION NO. OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 40 36.36
PARTLY SATISFIED 54 49.09
NOT SATISFIED 16 14.55
TOTAL 110 100.00
The above table states that 36.36% of respondents were highly satisfied with
regard to this and 48.09% of respondents are partially satisfied and 14.55% of respondents are
not satisfied with the vehicle loan provide by the company.
OPINION OF VEHICLE LOAN
TABLE NO. 4.4 (C)
OPINION OF FESTIVAL ADVANCE
OPINION NO. OF RESPONDENTS PERCENTAGE
Highly Satisfied
55 50.00
Partly Satisfied 41 37.27
Not Satisfied 14 12.73
TOTAL 110 100.00
Festival advance is interest free advance given to employees from the table
we could find that the majority 50% of respondents are highly satisfied and about 37.27% of
respondents are partially satisfied 12.73% are not satisfied with this regard.
OPINION OF FESTIVAL ADVANCES
TABLE NO. 4.5
OPINION OF EMPLOYED ABOUT MEDICAL FACULTIES
OPINION NO. OF RESPONDENTS PERCENTAGE
Highly Satisfied 67 60.91
Partly Satisfied 39 35.45
Not Satisfied 04 3.64
TOTAL 110 100.00
The table 4.5 reveals that 60.91% of respondents are highly satisfied 35.45%
of respondents are partially satisfied and 3.64% of respondents are not satisfied with the
medical facility provided by the Salem Steel Plant.
OPINION OF EMPLOYED ABOUT MEDICAL FACULTIES
TABLE NO. 4.6
OPINION OF VEHICLE LOAN
OPINION NO. OF RESPONDENTS PERCENTAGE
Highly Satisfied 52 47.27
Partly Satisfied 51 46.37
Not Satisfied 07 06.36
TOTAL 110 100.00
The table 4.6 reveals that 47.27% of respondents were highly satisfied and
46.37% respondents were partially satisfied but only 06.336% of respondents are not satisfied
with the education facility to children.
OPINION REGARDING EDUCATION FACILITIES TO
CHILDREN
TABLE NO. 4.7
OPINION REGARDING SPORTS FACILITIES
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Highly Satisfied 12 10.91
Partly Satisfied 60 54.55
Not Satisfied 38 34.54
TOTAL 110 100.00
A sport is the good exercise to human body. Sports is important to every one
at every stage life. The table 4.7 shows the opinion of employees about sports facilities in
salem steel plant only 10.91% of Respondents were highly satisfied and 54.55% respondents
were partially and 34.54% of respondents are not satisfied with these facilities.
OPINION REGARDING SPORTS FACILITIES
.
TABLE NO. 4.8
OPINION OF EMPLOYEES REGARDING
CO OPERATIVE STORE
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Highly Satisfied 40 36.36
Partly Satisfied 54 49.09
Not Satisfied 16 14.55
TOTAL110 100.00
“All for each and each for all” slogan of co-operative and co-operation power
the way for the development the society. The table 4.8 shows the opinion of employees
regarding the functioning of co-operative store. 26.36% of respondents are highly satisfied
regarding the functioning of co-operative store. 54.55% of respondents are partially satisfied
about the functioning of co-operative store. Others i.e. 19.09% of respondents are not
satisfied with the functioning of co-operative store.
OPINION OF EMPLOYEES REGARDING CO OPERATIVE
STORE
TABLE NO. 4.9
OPINION REGARDING RECREATION FACILITIES
OPINION
NO. OF
RESPONDENTSPERCENTAGE
Excellent 18 16.36
Good 40 36.37
Bad 52 47.27
TOTAL 110 100.00
The above table 4.9 reveals that 16.36% of respondents feel recreation facilities is
excellent and about 36.37% of respondents. Feel that recreation facility are good, 47.27% of
respondents opinion was recreation facility is bad.
OPINION REGARDING RECREATION FACILITIES
TABLE NO. 4.10
OPINION REGARDING CANTEEN FACILITIES
OPINION
NO. OF
RESPONDENTSPERCENTAGE
Highly Satisfied 62 56.36
Partly Satisfied 44 40.00
Not Satisfied 04 03.64
TOTAL 110 100.00
The above table 4.10 shows that 56.36% of the respondents are highly
satisfied with the canteen facilities. 40% of respondents of partially satisfies and 03.64% of
respondents are not satisfied about canteen.
OPINION REGARDING CANTEEN FACILITIES
TABLE NO. 4.11
OPINION REGARDING REST ROOM
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Excellent 33 30.00
Good 43 39.09
Bad34 30.91
TOTAL 110 100.00
The about table 4.11 reveal that the respondents on Excellent 30% and
39.09% of the respondents feel that their rest room in work area is good and 30.91% of
respondents feel the place for taking rest is bad.
OPINION REGARDING REST ROOM
TABLE NO. 4.12
EMPLOYEES OPINION ABOUT BATH ROOM
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Excellent 52 47.27
Good 46 41.82
Bad 12 10.91
TOTAL 110 100.00
The table 4.12 shows that 47.27% of respondents feel the bathroom facilities
is excellent, he respondents 41.82% of feel the bathroom facilities is good. About 10.91% of
respondents feel that a bathroom facility is bad.
EMPLOYEES OPINION ABOUT BATH ROOM
TABLE NO. 4.13
OPINION REGARDING TOILET IN SHOP FLOOR
OPINION
NO. OF
RESPONDENTSPERCENTAGE
Excellent 37 33.64
Good 49 44.55
Bad 24 21.81
TOTAL 110 100.00
The about table 4.13 shows that 33.64% of respondent feel their toilet is
excellent condition. About 44.55% of respondents feel that toilet is in good condition. The
percentage of respondents who feel toilet is in bad condition is 21.81%
OPINION REGARDING TOILET IN SHOP FLOOR
TABLE NO. 4.14
EMPLOYEES OPINION REGARDING WATER
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Excellent 72 65.45
Good 35 31.82
Bad 03 02.73
TOTAL 110 100.00
From the above table 4.14. we can conclude that 65.45% of
respondents feel that water is excellent about 31.82% of respondents waters is good
and 02.73% respondents feel water is in bad and not hygienic.
EMPLOYEES OPINION REGARDING WATER
TABLE NO. 4.15
OPINION ABOUT SAFETY EQUIPMENTS
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Excellent 79 71.82
Good 31 21.18
Bad 00 0
TOTAL 110 100.00
The table 4.15 shows that 71.82% of respondents opinion was safety
equipment given to employees is excellent 28.18% of respondents feel that safety equipment
given to them is good other respondents i.e. (0% of employees) test that safety equipment is
not enough (or) bad.
OPINION ABOUT SAFETY EQUIPMENTS
.
TABLE NO. 4.16
OPINION REGARDING EFFECTIVENESS OF TRAINING
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Effective 62 56.36
Not Effective 48 43.64
TOTAL 110 100.00
The table 4.16 shows whether the training is effective to employee,
56.36% of responders said training is effective and about 43.64% of respondents has
said that training is but effective for their improvement of skills.
OPINION REGARDING EFFECTIVENESS OF TRAINING GIVEN TO
EMPLOYEES
TABLE NO. 4.17
OPINION PROMOTION POLICY
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Satisfied 57 51.82
Not Satisfied 53 48.18
TOTAL 110 100
Promotion is one of factor which has effect on employees affixture towards
their work. From the above table, 4.17 we find that above 51.82% of respondents were
satisfied with the existing promotion policy and 48.18 respondents were not satisfied with the
promotion policy.
OPINION OF PROMOTION POLICY
TABLE NO. 4.18
OPINION ABOUT CHANGE IN NATURE OF WORK
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Yes 72 65.45
No 38 34.55
TOTAL 110 100.00
The table 4.18 shows whether respondents like to change in nature of work.
65.45% of responders have answered. That they like to change their nature of work, only
34.55% of respondents willing to continue their present nature of work.
OPINION OF RESPONDENTS ABOUT CHANGE IN NATURE OF WORK
TABLE NO. 4.17
OPINION ABOUT SATISFACTION OF GRIEVANCE HANDLING
PROCEDURE
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Excellent 79 71.82
Good 31 21.18
TOTAL 110 100.00
The table 4.19 (a) reveals 51.82% of respondents were satisfied with the
grievance handling system. About 48.18% of respondents were not satisfied with the
grievance handling system prevailing in the company.
OPINION REGARDING SATISFACTION OF GRIEVANCE HANDLING
PROCEDURE
TABLE NO. 4.20
OPINION REGARDING QUARTERS
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Highly Satisfied 22 20.00
Partly Satisfied 45 40.91
Not Satisfied 43 39.09
TOTAL 110 100.00
Quarters is provided to majority of the employees out of 110 respondents
only 20% respondents were residing highly satisfied quarters. Respondents 40.91 partly
satisfied find with the house provided and 39.09% respondents are not satisfied.
OPINION REGARDING QUARTERS
TABLE NO. 4.21
OPINION REGARDING WORK ENVIRONMENT
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Highly Satisfied
31 28.18
Partly Satisfied 70 63.34
Not Satisfied 09 08.18
TOTAL 110 100.00
Work Environment must be peaceful in nature then only the work in tension
three atmosphere. The above table 4.21 reveals that 28.18% respondents feel that their work
environment is excellent. 63.64% respondents feel that their work environment is good other
i.e. 08.18% of respondents there is a bed environment prevailing in the work area.
OPINION REGARDING WORK ENVIRONMENT
TABLE NO. 4.22 (a)
OPINION ABOUT RELATIONSHIP WITH MANAGEMENT
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Excellent 28 25.45
Good 62 56.36
Bad 20 18.19
TOTAL 110 100.00
The above table 4.22 (a) shows relationship between the employees and
management. The above table reveals that 25.45% of respondents said their relationship with
management is excellent. 56.36% of respondents has said the relationship is good. About
18.19% of respondents opinion reveal that relationship is not as good.
OPINION OF RESPONDENTS REGARDING THEIR RELATIONSHIP
WITH MANAGEMENT
TABLE NO. 4.22 (b)
OPINION ABOUT RELATIONSHIP BETWEEN CO-WORKERS
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Excellent 26 23.64
Good 59 53.64
Not Bad 25 22.72
TOTAL 110 100.00
The above table 4.22 (B) shows the relationship between the Co-workers
23.64% of respondents said excellent 53.64% of respondents is good. The respondents who
said their relationship is bad is 22.72%
Hence about 70% of workers were keeping their relationship with co-worker
is good.
OPINION OF RESPONDENTS REGARDING THEIR RELATIONSHIP
BETWEEN WORKERS
TABLE NO. 4.23 (a)
OPINION REGARDING UNION LEADER
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Highly Satisfied 22 56.36
Partly Satisfied 57 40.00
Not Satisfied 20 03.64
No Response 11 10.00
TOTAL 110 100.00
The above table 4.23 (a) reveals that employees opinion about their union
leader 20% of respondents are highly satisfied with their union leader, 51.82% of respondents
are partially satisfied of their union leader about 18.18% respondents are not satisfied with
their union leader about 10% of employees were not ready to disclose their opinion about
their leaders.
OPINION OF EMPLOYEES REGARDING THEIR
UNION LEADER
OPINION OF EMPLOYEES ABOUT ALLOWANCE
TABLE NO. 4.23 (b)
OPINION REGARDING EFFECTIVENESS OF UNION
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Effective 64 58.18
Non Effective 46 41.82
TOTAL 110 100.00
The above table 4.23 (b) shows the function of union is effective in salem
steel plant. The above table reveals that 58.18% of respondents were said the function of
union is effective and 41.82% of respondents feel that the function of union is not effective.
OPINION EMPLOYEES REGARDING EFFECTIVENESS
OF UNION
TABLE NO. 4.24
OPINION REGARDING EFFECTIVENSS OF UNION
OPINIONNO. OF
RESPONDENTSPERCENTAGE
Highly Satisfied 73 66.36
Partly Satisfied 35 31.82
Not Satisfied 02 01.82
TOTAL 110 100.00
The table 4.24 (a) reveals that 66.36% of respondents are highly satisfied
working in salem steel plant and 31.82% of respondents are partially satisfied and 01.82% of
respondents are not satisfied with working in salem steel plant.
SATISFACTION OF EMPLOYEED WORKING SSP
CHAPTER – V
FINDINGS, SUGGESTIONS, CONCLUSION
FINDINGS
Majority of respondents i.e. 40.00% are in the age group 40-50 year.
61.82% of respondents are partially satisfied about their salary.
Regarding allowances, 32.72% of respondents are not satisfied.
Majority of respondents are satisfied regarding loan given to them.
But 10.91% & 14.55 of respondents are not satisfied with regard to housing &
Vehicle loan respectively.
Festival advance given to employee are not enough, 12.73% of
respondents are not satisfied with regard to it.
Employees i.e. 39.09% respondents are not satisfied with the quarters
provided by the management.
03.64% of the respondents are not satisfied with the medical facility.
46.37% of respondents are partially satisfied about the education
facility to their children
34.54% of respondents are not satisfied with the sports facility.
40.00% of respondents are partially satisfied about the canteen.
30.91% of respondents are not satisfied about the rest room facility
19.09% of respondents are not satisfied about functioning of co-
operative store. They felt the prices of the products are low.
Employees are provided with all safety equipments in work area,
71.82% of respondents felt safety equipment provided to them is excellent.
Drinking water supplies to employees are purified and hygienic,
65.45% of respondents felt drinking water is Excellent.
56.36% of respondents felt that training given to them was effective.
65.45% of respondents like to change in nature of their work.
48.18% if respondents are not satisfied about the promotion policy.
63.64% of respondents are not satisfied with the grievance handling
procedure.
The relationship between management and employees and also with
co-workers also good.
About 18.18% of respondents are not satisfied about their union
leader.
41.82% of respondents are not ready do disclose their opinion.
4.82% of respondents feel that the function of union is not effective.
Only few i.e. 01.82% of respondents are not satisfied regarding the
working in Salem Steel Plant.
SUGGESTION
Financial assistance for festival should be increased to Rs. 2400, for
satisfaction of employees.
One extra room should be built in each house of the quarters, for
comfortable living
In canteen particularly during summer season buttermilk shall be
given instead of tea, coffee etc.,
Co-operative share should be managed effectively by the
management. The prices of the proudest should be reasonably reduced.
Working dress in should be given to employees working in acid
Top officials should have close contact with employees and also he
should visit shop floor at least ones in two months.
Department meeting should be conducted at least ones in a month.
Employees should be sent to other similar industry for training.
Restroom facilities can be improved by providing cot.
CONCLUSIONS
Salem Steel plant is one of the esteemed industry in the country. Salem Steel
plant provides statutory and non statutory welfare measure to its workers. In salem steel plant
executives and non executives are united the satisfied work force is an asset to the company.
So finding out the needs the prime task of management. The management of Salem steel
plant doing its duty effectively. So the employees are satisfied working in Salem steel plant.
The company follows democratic affixture fretting employees as partner of production. The
consequence is the satisfied work force which leads to national prosperity.
BIBLIOGRAPHY
RS DIVER - Personnel management Industrial
Relations vitas Vices publishing
house PVT LTD., Edition 1998
S.N. METRORAI - Labour problems in India
Company its Edition – 1981
N.W. NEUROPTERAN - Model manual on labour luaus
Himalaya publishing house
Edition – 1993
PREMOD VERMA Industrial in Indian Empirical Approach
Oxford IB. II Publishing Co.pvt. LTD
Bombay. Edition – 1992
ROBERT DUBIN Human Relations In administration
With readings prentice Hall of INDIA
Private LTD., New Delhi.
Edition 2002
QUESTIONNAIRE
1. Name :
2. Age of respondent
a) 30 – 40 b) 40 – 50 c) 50 – 60 d) 50 –
60
3. Opinion of employees with respect of salary
a) Highly satisfied b) Partly Satisfied c) Not satisfied
4. Opinion of employees about allowanced
a) Highly satisfied b) Partly Satisfied c) Not satisfied
5. Opinion of house loan
a) Highly satisfied b) Partly Satisfied c) Not satisfied
6. Opinion of Vehicle loan
a) Highly satisfied b) Partly Satisfied c) Not satisfied
7. Opinion of festival advance
a) Highly satisfied b) Partly Satisfied c) Not satisfied
8. Opinion of medical facilities
a) Highly satisfied b) Partly Satisfied c) Not satisfied
9. Opinion of education facilities to children
a) Highly satisfied b) Partly Satisfied c) Not satisfied
10. Opinion of regarding to sports facilities
a) Highly satisfied b) Partly Satisfied c) Not satisfied
11. Opinion of regarding co-operative store inside of the company
a) Highly satisfied b) Partly Satisfied c) Not satisfied
12. Opinion regarding recreational facilities
a) Highly satisfied b) Partly Satisfied c) Not satisfied
13. Opinion regarding canteen facilities
a) Highly satisfied b) Partly Satisfied c) Not satisfied
14. Opinion regarding rest room
a) Excellent b) Good c) Bad
15. Opinion regarding bath room
a) Excellent b) Good c) Bad
16. Opinion regarding toilet in shop floor
a) Excellent b) Good c) Bad
17. Opinion regarding water facilities
a) Excellent b) Good c) Bad
18. Opinion regarding safety equipments
a) Excellent b) Good c) Bad
19. Opinion regarding effectiveness of training
a) Effective b) Not Effective
20. Opinion of promotion policy
a) Satisfied b) Not Satisfied
21. Opinion of change in nature of work
a) Yes b) No
22. Opinion regarding satisfaction of grievance handling
a) Excellent b) Good
23. Opinion regarding quarters
a) Highly satisfied b) Partly Satisfied c) Not satisfied
24. Opinion about relationship with management
a) Excellent b) Good c) Bad
25. Opinion about relationship with co-workers
a) Excellent b) Good c) Bad
26. Opinion regarding union leader
a) Highly satisfied b) Partly Satisfied c) Not satisfied
27. Opinion regarding effectiveness of union
a) Effective b) Not effective
28. Opinion regarding working SSP
a) Highly satisfied b) Partly Satisfied c) Not satisfied
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