Professional Documents
Culture Documents
EMPLOYEES
SATISFACTION
AND QUALITY OF LIFE
OF
TATA STEEL , JODA
EAST
PREFACE
The human resource of an organization constitutes its
entire workforce. Human resource management(HRM) is
responsible for selecting and inducting competent people, training
them, facilitating and motivating them to perform at high levels
of efficiency, and providing mechanisms to ensure that they
maintain their affiliation with the organization.
The objective of this project is to find out how much the
employees are satisfied and what is their quality of life. How the
Tata steel company(TSL) applies the human resource functions in
the organization and out the organization. In this project I make the
survey on the employees of various departments of Tata steel, joda
east.
Siddharth
Das
ACKNOWLEDGEMENT
I would like to express my sincere thanks to my gurus
,who guides me in all steps of life and motivates me in my journey
of life to be successful .I would like to thank my parents ,without
whom we would not have been what we are today .I would like to
thank NIILM School of Business for giving me permission to do my
summer internship project at Tata steel ,which is a very big
organization. I would like to thank all those officers of Tata steel,
joda east who help me in making of the project report and last but
not the least I would like to thank the Head HR/IR Mr.M.Z.M
Ansari ,who allowed me to do summer internship project under his
concideration.
Siddharth Das
CONTENTS
Introduction to Human Resource
Introduction to Industrial Relation
Introduction to Tata steel company
Company overview
Human ResourceManagement in TSL
Introduction to Employee Satisfaction
Introduction to Quality of Life
Maslow’s motivation theory
OBJECTIVES OF HRM.
The following are main objectives of the study
• To require the overall idea about the organization.
• Helping the skills and abilities of the workers efficiency.
• Providing the organization with well trained and well-
motivated employees.
• Increasing to the fullest the employees’ job satisfaction
and self actualization.
• Developing and maintaining a quality of work life that
makes employment in the organization desirable.
• Communicating of HRM policies to all employees.
• Helping to maintain ethical policies and socially
responsible behavior.
• Managing change to mutual advantage of individuals
groups, the enterprise and public.
• To verify how far as the personnel practices methods are
effective in meeting the objective lay down by the
enterprises.
• To study how the interacting agent i.e. managers,
supervisors and workers are identifying themselves with
the program objectives.
• To examine whether the managers, supervisors and
workers are satisfied with the present system of
personnel practices in the organization.
PURPOSE OF STUDY:
As there is saying, practice makes a man perfect and
the knowledge. This does not deal with the practical
application, is said to be unscientific and unsystematic. More
over the branch of management, which deals with the most
critical and important factor of production, requires not only
theoretic background but also some practical experience to
have some knowledge on day-to-day problem solving.
INTRODUCTION OF INDUSTRIAL
RELATION:
“Industrial Relations” poses one of the most delicate and
complex problems to modern industrial society. With growing
prosperity and rising wages, workers have achieved a higher
standard of living .They have acquired, education,
sophistication and greater, mobility career patterns have
changed., for larger section of the people have been hanged.,
for higher section of people have been constrained to leave
their firms to become wage earners and salary earners in urban
areas under trying conditions of work. Ignorant and drenched in
poverty, vast masses of men, women and children have
migrated to few urban ares.The organization in which they are
employed have ceased to be individually owned and have
become corporate enterprises. At the same time however,
progressive status dominated secondly group-oriented aspirant
and sophisticated class of workers has come in being, who have
own trade unions and who have thus gained a bargaining
power which enables them to give a taught fight to their
employers to establish their rights in growing industrial society.
As a result the Government has stepped in and plays an
important role in establishing harmonious industrial relations,
partly because it has itself become employer of millions of
industrial worker but mainly because it has enacted a vast body
of legislation to ensure that the rights of industrial workers in
private enterprise are suitable safe guarded. Besides rapid
changes have taken place in techniques and method of
production. Long established jobs have disappeared and new
employment opportunities have been created which call for
different patterns of experience and technical education.
Labour employer relations have therefore become more
complex than they were in past, and have been a sharp edge
because of widespread labour unrest.
It is obvious from these facts that industrial relations
don’t function in vacuum but are multidimensional in nature;
they are conditioned by two sets of determinants industrial
factors and economic factors.
Under institutional factors Dr.V.B.Singh includes such
matters as state policy, labour legislation, labourers and
employers organizations and social institution, attitudes to
work, systems of the power and status motivation and
influence, the system of Industrial Relations etc.
INTRODUCTION TO TATA
STEEL
Tata steel begins its journey from the small own jamshedpur
in Jharkhand .Where every child grows up to a dream and to a reality
both leading to one organization .An organization which defined the
lives of the people of this small township .One power ,one force –The
dream of one man which shapes the realities of millions world over
today .Tata steel is one of the oldest and most successful organization
and celebrates the true spirit of steel with Tata steel limited.
The iron ore mines and collieries in India give the Company a
distinct advantage in raw material sourcing. Tata Steel is also striving
towards raw materials security through joint ventures in Thailand,
Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata
Steel has signed an agreement with Steel Authority of India Limited to
establish a 50:50 joint venture company for coal mining in India. Also,
Tata Steel has bought 19.9% stake in New Millennium Capital
Corporation, Canada for iron ore mining.
Exploration of opportunities in titanium dioxide business in Tamil
Nadu, Ferro- chrome plant in South Africa and setting up of a deep-
sea port in coastal Orissa are integral to the Growth and Globalization
objective of Tata Steel.
Tata Steel’s vision is to be the global steel industry benchmark
for Value Creation and Corporate Citizenship.
Tata Steel India is the first integrated steel company in the
world, outside Japan, to be awarded the Deming Application Prize
2008 for excellence in Total Quality Management.
VISIONS
We aspire to be the global steel industry benchmark for
Value Creation and Corporate Citizenship.
We make the difference through:
• Our people, by fostering team work, nurturing talent,
enhancing leadership capability and acting with pace,
pride and passion.
VALUES
Trusteeship.
Integrity
Respect for the individual
Credibility
Excellence
Some policies
QUALITY POLICY
Consistent with the group purpose, Tata Steel shall constantly
strive to improve the quality of life of the communities it serves
through excellence in all facets of its activities.
SAFETY PRINCIPLE
Safety is line management responsibility.
All injuries can be prevented.
Felt concern and care for the employee on “24 hours
safety” shall be demonstrated by
leaders.
Employees shall be trained to work safely.
Working safely shall be condition of employment.
Every job shall be assessed for the risk involved and
shall be carried out as per authorized
procedures/ checklist/ necessary work permit
and using necessary personal protective equipment.
ENVIRONMENTAL POLICY
1. Tata Steel environmental responsibility are driven by our
commitment to preservation the environment and are integral to the
way we do business.
We are committed to the efficient use of natural resources and
energy; reducing and preventing pollution; promoting waste
avoidance and recycling measures and product stewardship.
Energy Chemicals
Production
in million 3.8 9.15 3.5 3.3
tones
Percentage of 9 22 8 8
Production(%)
(The numerical data’s might be wrong)
SAIL = 22%
TATA STEEL = 9%
RINL = 7%
ESSAR = 8%
ISPAT = 6%
JSWL = 8%
Tata steel products name
Tata Shaktee GC sheet
Tata Steelium
Tata TISCON
Tata pipes
Tata AGRICO
Tata Wiron
Tata Bearings
Direct
supply chain
25
consignment
s agencies
21
stockyards
Wide network of
distributers and
retailers
15 external
processing
agents
Workers Provident
Fund Scheme. 1920 1952
Workman’s
Accident
1920 1924
Compensation.
Maternity benefits.
1928 1946
Profit Sharing
Bonus. 1934 1965
Leadership Development :
Formal programs ,coaching and on the job training.
Leadership appreciation process and subsequently conduct
‘Development Centers’.
IL2 , IL3
Industrial Relations :
the welfare of the laboring class must be one of the first
cares of the employer. –(Sir Dorab Tata)
IL6 formed in 2008
Only one recognized Union – INTUC
Affiliation of employees to these unions has been on a
constant decline over the years and stood at……………..in the
year 2008.
A market based benchmarking of compensation is
undertaken.
Inclusive growth – sports days,social events ,contents for
children , education opportunities ,celebrating festivals
together.
Joda East Iron Mines, Processing Plant
Introduction to Employee
Satisfaction
Employee satisfaction is a measure of how happy workers are
with their job and working environment. Keeping morale high
among workers can be of tremendous benefit to any company,
as happy workers will be more likely to produce more, take
fewer days off, and stay loyal to the company. There are many
factors in improving or maintaining high employee satisfaction,
which wise employers would do well to implement.
To measure employee satisfaction ,many companies will have
mandatory surveys or face-to-face meetings with employees to
gain information. Both of these tactics have pros and con and
should be chosen carefully. Surveys are often anonymous,
allowing workers more freedom to be honest without fear of
repercussion. Interviews with company management can feel
intimidating, but if done correctly can let the worker know that
their voice has been heard and their concerns addressed by
those in charge. Surveys and meetings can truly get to the
center of the data surrounding employee satisfaction, and can
be great tools to identify specific problems leading to lowered
morale.
Improvement in QOL
1. Development of a model traditional rehabilitation colony in
consultation with villagers.
2. Rehabilitation colony will have facilities for education, health and
hygiene, water, electrification, playground and community centre.
3. Tree plantation in the rehabilitation colony.
4. Facilitation of construction of temporary shelter within the
allowance.
5. Facilitation of construction of the permanent house with the
house building assistance.
Building a better Quality of life has always been the purpose of TSL
enterprise.
Tata steel believes that the primary purpose of a business is to
improve the quality of life of people.
Tata steel will volunteer its resources, to the extent it can
reasonably afford, to sustain and improve a healthy and prosperous
environment and to improve the quality of life of the people in the
areas in which it operates.
Ma
Maslow's Hierarchy of Needs
If motivation is driven by the existence of unsatisfied needs,
then it is worthwhile for a manager to understand which needs
are the more important for individual employees. In this regard,
Abraham Maslow developed a model in which basic, low-level
needs such as physiological requirements and safety must be
satisfied before higher-level needs such as self-fulfillment are
pursued. In this hierarchical model, when a need is mostly
satisfied it no longer motivates and the next higher need takes
its place. Maslow's hierarchy of needs is shown in the following
diagram:
Maslow's Hierarchy of Needs
Self-
Actualization
Esteem Needs
Social Needs
Safety Needs
Physiological Needs
Physiological Needs
Physiological needs are those required to sustain life, such as:
• air
• water
• nourishment
• sleep
Safety
Once physiological needs are met, one's attention turns to
safety and security in order to be free from the threat of
physical and emotional harm. Such needs might be fulfilled by:
• Living in a safe area
• Medical insurance
• Job security
• Financial reserves
According to Maslow's hierarchy, if a person feels that he or she
is in harm's way, higher needs will not receive much attention.
Social Needs
Once a person has met the lower level physiological and safety
needs, higher level needs become important, the first of which
are social needs. Social needs are those related to interaction
with other people and may include:
• Need for friends
• Need for belonging
• Need to give and receive love
Esteem
Once a person feels a sense of "belonging", the need to feel
important arises. Esteem needs may be classified as internal or
external. Internal esteem needs are those related to self-
esteem such as self respect and achievement. External esteem
needs are those such as social status and recognition. Some
esteem needs are:
• Self-respect
• Achievement
• Attention
• Recognition
• Reputation
Maslow later refined his model to include a level between
esteem needs and self-actualization: the need for knowledge
and aesthetics.
Self-Actualization
Self-actualization is the summit of Maslow's hierarchy of needs.
It is the quest of reaching one's full potential as a person.
Unlike lower level needs, this need is never fully satisfied; as
one grows psychologically there are always new opportunities
to continue to grow.
Self-actualized people tend to have needs such as:
• Truth
• Justice
• Wisdom
• Meaning
Self-actualized persons have frequent occurrences of peak
experiences, which are energized moments of profound
happiness and harmony. According to
Questionnaire Project
Report
The project report is prepared by surveying on a good number
of employees from various departments of Tata steel ,Joda
east. Those departments are as follows.
Departments
1. V.T.C ,Joda
2. Electrical Department And Water Supply
3. Geological Department
4. Hospital
5. JCO Administration
6. Security Department
7. Civil Department
8. TSRDS (Tata Steel Rural Development Service)
9. JEIM (Joda East Iron Mines)
10.Joda East Time Office
11.Joda East Processing Plant
12.Joda East Equipment
13.Chief,Joda
14.Khondbond Iron Mine
15.JCO land and Lease
16.JCO Estate & GR
17.HR/IR Department
Conclusion
Tata steel limited is one of the best company of India as well as
of world. TSL knows for its best TQM and HR policies in the
world. The employees are very much satisfied, who are working
for TSL. All the employees are motivated and work together to
achieve company’s goal. Because of high motivated employees
TSL, Joda division increases its production this year from The
employees are very lucky, who are working and who will work
for TSL. The company should provide all those facilities, which it
provides at other offices in India excluding Joda division. Earning
of more and more money is not enough for live the life, if an
employee wouldn’t able to give time to his/her family, then
he/she must be disturbed at the working duration. If the
employee gives his/her best effort to the company, then the
next responsibility is of the company to provide a better quality
of life in return.