PROJECT ON 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 efficienc , and providing mechanisms to ensure that the maintain their affiliation with the organization.

The ob!ective of this pro!ect is to find out how much the emplo ees are satisfied and what is their "ualit of life. How the Tata steel compan (T#$) applies the human resource functions in the organization and out the organization. %n this pro!ect % make the surve on the emplo ees of various departments of Tata steel, !oda east.

The pro!ect report is divided in various sections like introduction of the compan ,topic introduction ,surve report and conclusion.

#iddharth &as

ACKNOWLEDGEMENT
% would like to e'press m sincere thanks to m gurus ,who guides me in all steps of life and motivates me in m !ourne of life to be successful .% would like to thank m parents ,without

whom we would not have been what we are toda .% would like to thank (%%$M #chool of )usiness for giving me permission to do m summer internship pro!ect at Tata steel ,which is a ver big organization. % would like to thank all those officers of Tata steel, !oda east who help me in making of the pro!ect report and last but not the least % would like to thank the Head HR*%R Mr.M.+.M ,nsari ,who allowed me to do summer internship pro!ect under his concideration.

#iddharth &as

CONTENTS

%ntroduction to Human Resource %ntroduction to %ndustrial Relation %ntroduction to Tata steel compan -ompan overview Human ResourceManagement in T#$ %ntroduction to .mplo ee #atisfaction %ntroduction to /ualit of $ife
Maslow0s motivation theor

/uestionnaire 1ro!ect report #uggestion -onclusion

INTRODUCTION TO HUMAN RESOURCE

Human resources are on ma!or factors of production. %t is human asset, which convert the various resources in to the production resources. %t has immense potentialities and it onl human resources, which appreciate with time whereas all other resources undergo the process of depreciation. #uccess of an organization mainl depends on the "ualit of manpower and its performance. %n earl da s human resource was not taken as an important factor of production. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. The need of vast manpower and their importance was realized b some of the progressive entrepreneurs. The emergence of Trade 2nion and their gradual collective power forced some entrepreneurs to give some district feature of human side b production. The first among the entrepreneurs who had contributed in the development of human side of production was Robert 3wen, and .nglish Humanist. He took a genuine interest in the welfare of the workers. )ut this magnetite was not supported b a ma!or chunk of entrepreneurs. , number of social scientist advocated their valuable theories towards the beginning of the 45th centur . ,braham Maslow gave his 6Hierarch of needs7 theor . Mc -lelland0s ,fflation8 ,chievement theor is well accepted too. -hrist ,rg ris theor of 6four s stem of Management7 is also a

milestone in the development production process.

of

human

factor

in

the

)ut the most important in this field was that of .lton Ma o0s Human Relation ,pproach. The great 6Hawthorne #tud 6b .lton Ma o0s and colleagues, revealed that the effectiveness of an organization depends upon the "ualit of the relationship among the personnel and social needs of emplo ees are ver important and that concentration b management e'clusivel on productivit , material and environmental issue will to be a self8defecting aim. Hence the management must give more emphasis on the human side and their proper utilization. This then remains the cardinal ob!ective of the human relations function to discover newer wa s of understanding man and to motive him to higher standard of workmanship. Man new e'periments such as stud of his state universit of Michigan etc have developed the branch of Management be ond margin. Toda an organization having a good inventor of human resources and a d namic personnel department is prospective one. #o the techni"ue and functions of personnel management have now come closel integrated with the overall organization strategies n search of e'cellence.

OBJECTIVES OF HRM.
The following are main ob!ectives of the stud To re"uire the overall idea about the organization. Helping the skills and abilities of the workers efficienc . 1roviding the organization with well trained and well8 motivated emplo ees.

 %ncreasing to the fullest the emplo ees0 !ob satisfaction and self actualization. &eveloping and maintaining a "ualit of work life that makes emplo ment in the organization desirable. -ommunicating of HRM policies to all emplo ees. Helping to maintain ethical policies and sociall responsible behavior. Managing change to mutual advantage of individuals groups, the enterprise and public. To verif how far as the personnel practices methods are effective in meeting the ob!ective la down b the enterprises. To stud how the interacting agent i.e. managers, supervisors and workers are identif ing themselves with the program ob!ectives. To e'amine whether the managers, supervisors and workers are satisfied with the present s stem of personnel practices in the organization.

PURPOSE OF STUDY:
,s there is sa ing, practice makes a man perfect and the knowledge. This does not deal with the practical application, is said to be unscientific and uns stematic. More over the branch of management, which deals with the most critical and important factor of production, re"uires not onl theoretic background but also some practical e'perience to have some knowledge on da 8to8da problem solving.

INTRODUCTION OF INDUSTRIAL RELATION:

6%ndustrial Relations7 poses one of the most delicate and comple' problems to modern industrial societ . 9ith growing prosperit and rising wages, workers have achieved a higher standard of living .The have ac"uired, education, sophistication and greater, mobilit 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 salar earners in urban areas under tr ing conditions of work. %gnorant and drenched in povert , vast masses of men, women and children have migrated to few urban ares.The organization in which the are emplo ed have ceased to be individuall owned and have

become corporate enterprises. ,t the same time however, progressive status dominated secondl group8oriented 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 emplo ers to establish their rights in growing industrial societ . ,s a result the :overnment has stepped in and pla s an important role in establishing harmonious industrial relations, partl because it has itself become emplo er of millions of industrial worker but mainl because it has enacted a vast bod of legislation to ensure that the rights of industrial workers in private enterprise are suitable safe guarded. )esides rapid changes have taken place in techni"ues and method of production. $ong established !obs have disappeared and new emplo ment opportunities have been created which call for different patterns of e'perience and technical education. $abour emplo er relations have therefore become more comple' than the were in past, and have been a sharp edge because of widespread labour unrest. %t is obvious from these facts that industrial relations don0t function in vacuum but are multidimensional in nature; the are conditioned b two sets of determinants industrial factors and economic factors. 2nder institutional factors &r.<.).#ingh includes such matters as state polic , labour legislation, labourers and emplo ers organizations and social institution, attitudes to work, s stems of the power and status motivation and influence, the s stem of %ndustrial Relations etc.

2nder economic factors are included economic organizations, capital structure, including technolog , the

nature and composition of the labour force and the sources of suppl and demand in the labour market.

OBJECTIVES OF INDUSTRIAL RELATION:

The primar ob!ectives of bringing about good and health relations between emplo ers and emplo ees, industrial relation are designed= To safeguard the interests of labour and management b securing the highest level of mutual understanding and goodwill among those sections in the industr which participate in the process of production. To avoid industrial conflict or strike and develop harmonious relations, which are essential factor in the productivit of workers and the industrial progress of a countr . To raise productivit to a higher level in an area of full emplo ment b lessening the tendenc to high turn over and fre"uent absenteeism. To establish the growth of an industrial &emocrac based on labour partnership in the sharing of profits and of managerial decision. To eliminate, as far as possible and practicable, strikes,lockouts and gheraos b providing reasonable wages, improved living and working conditions. To establish :overnment control of plants and units as are running at a loss or in which production has to be regulated in the public interest. %n other words, the ob!ectives of industrial relations are to facilitate production, to safeguard the rights and interests of both labour and management b enlisting the co8

operation of both to achieve a sound, harmonious and mutuall beneficial relationship between emplo er and emplo ees.

PURPOSE OF THE STUDY:

:athering information and theoretical knowledge is a part of stud . %t become complete when added with practical knowledge as the noted truth comes to sight. Hence one becomes more efficient and effective when a flavor of practical out look is added to the bosk mind. ,s the stud has got wide relevance is formulating valid information about the organization, it helps in getting a critical look in to the personnel practices of the organization. 3rganizational behavior emplo er emplo ee relationship and the working environment of the organization in relation to theoretical knowledge. %t gives a previous idea about the !ob and working environment to the future decision8 making how to perform b assigned !ob successfull and tact full .

OBJECTIVES OF THE STUDY:

This stud program has got the following ob!ectives= To gain an overall idea about the organization. To get practical knowledge in the areas of personnel management and %ndustrial relations. To stud the composition of emplo er and emplo ee relation e'isting in the organization.

To know the facilities provided to the emplo ees as well as the public b the organization. To stud the statutor and non8statutor welfare practices adopted b organization. The stud of the HR& practices training and development performance appraisal schemes adopted b the organization. To stud organizational culture and st le.

INTRODUCTION TO TATA STEEL

Tata steel begins its !ourne from the small own !amshedpur in >harkhand .9here ever child grows up to a dream and to a realit both leading to one organization .,n organization which defined the lives of the people of this small township .3ne power ,one force ?The dream of one man which shapes the realities of millions world over toda .Tata steel is one of the oldest and most successful organization and celebrates the true spirit of steel with Tata steel limited.

)acked b @55 glorious ears of e'perience in steel making ,Tata #teel is the world0s Ath largest steel compan with an e'isting annual crude steel production capacit of B5 Million Tones 1er ,nnum (MT1,). .stablished in @C5D, it is the first integrated steel plant in ,sia and is now the worldEs second most geographicall diversified steel producer and a Fortune G55 -ompan .

The reasons for picking T#$ for internship pro!ect are simple.

%t is ,sia0s first and %ndia0s largest steel compan in the private sector. %t is %ndia0s 4nd most profitable compan in private sector.

%t is one of the most admired companies in terms HR practices and sustainable growth and corporate social responsibilit .

,nd the most important reason is that the compan its @55th ear in 455D.

completes

Tata #teel has a balanced global presence in over G5 developed .uropean and fast growing ,sian markets, with manufacturing units in 4A countries. %t was the vision of the founder; >amset!i (usserwan!i Tata., that on 4Dth Februar , @C5H, the first stake was driven into the soil of #akchi. His vision helped Tata #teel overcome several periods of adversit and strive to improve against all odds. Tata #teelEs >amshedpur (%ndia) 9orks has a crude steel production capacit of A.H MT1, which is slated to increase to @5 MT1, b 45@5. The -ompan also has proposed three :reenfield steel pro!ects in the states of

>harkhand, 3rissa and -hhattisgarh in %ndia with additional capacit of 4B MT1, and a :reenfield pro!ect in <ietnam. Through investments in -orus, Millennium #teel (renamed Tata #teel Thailand) and (at#teel Holdings, #ingapore, Tata #teel has created a manufacturing and marketing network in .urope, #outh .ast ,sia and the pacific8rim countries. -orus, which manufactured over 45 MT1, of steel in 455H, has operations in the 2I, the (etherlands, :erman , France, (orwa and )elgium. Tata #teel Thailand is the largest producer of long steel products in Thailand, with a manufacturing capacit of @.D MT1,. Tata #teel has proposed a 5.G MT1, mini blast furnace pro!ect in Thailand. (at#teel Holdings produces about 4 MT1, of steel products across its regional operations in seven countries. Tata #teel, through its !oint venture with Tata )lue#cope #teel $imited, has also entered the steel building and construction applications market.

The iron ore mines and collieries in %ndia give the -ompan a distinct advantage in raw material sourcing. Tata #teel is also striving towards raw materials securit through !oint ventures in Thailand, ,ustralia, Mozambi"ue, %vor -oast (9est ,frica) and 3man. Tata #teel has signed an agreement with #teel ,uthorit of %ndia $imited to establish a G5=G5 !oint venture compan for coal mining in %ndia. ,lso, Tata #teel has bought @C.CJ stake in (ew Millennium -apital -orporation, -anada for iron ore mining. .'ploration of opportunities in titanium dio'ide business in Tamil (adu, Ferro8 chrome plant in #outh ,frica and setting up of a deep8 sea port in coastal 3rissa are integral to the :rowth and :lobalization ob!ective of Tata #teel. Tata #teel0s vision is to be the global steel industr for Value Creation and Corporate Citi en!"ip. benchmark

Tata #teel %ndia is the first integrated steel compan in the world, outside >apan, to be awarded the De#in$ %ppli&ation Pri e '(() for e'cellence in Total /ualit Management. The compan has its own visions ,values and own policies and those are the followings.

VISIONS

*e a!pire to +e t"e $lo+al !teel indu!tr, +en&"#ar- .or Value Creation and Corporate Citi en!"ip. 9e make the difference through=

3ur people, b fostering team work, nurturing talent, enhancing leadership capabilit and acting with pace, pride and passion.

3ur offer, b becoming the supplier of choice, delivering premium products and services, and creating value with our customers. 3ur innovative approach, b developing leading edge solutions in technolog , processes and products. 3ur conduct, b providing a safe working place, respecting the environment, caring for our communities and demonstrating high ethical standards.

VALUES

Trusteeship.

%ntegrit Respect for the individual -redibilit .'cellence

#ome policies
QUALITY POLICY

-onsistent with the group purpose, Tata #teel shall constantl strive to improve the "ualit of life of the communities it serves through e'cellence in all facets of its activities. 9e are committed to create value for all our stakeholders b continuall improving our s stems and process through innovation, involving all our emplo ees. This polic shall form the basis of establishing and reviewing the /ualit 3b!ectives and shall be communicated across the organization. This polic will be reviewed to align with business direction and to compl with all the re"uirements of the /ualit Management #tandard. &ate

HUMAN RESOURCE POLICY

Tata #teel recognizes that its people are the primar source of its competitiveness. %t is committed to e"ual emplo ment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce.

%t will pursue management practices designed to enrich the "ualit of life of its emplo ees, develop their potential and ma'imize their productivit . %t will aim at ensuring transparenc , fairness and e"uit dealing with its emplo ees. Tata #teel will strive continuousl mutual trust and teamwork. in all its

to foster a climate of openness,

SAFETY & OCCUPATIONAL HEATH (S & OH) POLICY

Tata #teel0s safet and occupational health responsibilities and driven b our commitment to ensure zero harm to people we work with and societ at large and integral to the wa we do business. @. 3ur fundamentals belief is that all in!uries can be prevented. This responsibilit starts with each one of us. 9e will identif , assess and manage our #K3 Hazard*risks. 9e will regularl monitor, review the progress and report. 9e will ensure 9%$$ and #I%$$ buildup among emplo ees* contractor partners to demonstrate their involvement, responsibilit and accountabilit to achieve sound # K 3H performance. 4. 9e are committed to continual improvement in our # K 3H performance. 9e will set ob!ectives ? targets, develop, implement and maintain management standards and s stems, and go be ond compliance of the relevant industr standards, legal and other

re"uirements. B. 9e will trul succeed when we achieve our #afet and 3ccupational Health goals and are valued b the communities in which we work.

SAFETY PRINCIPLE

#afet is line management responsibilit . ,ll in!uries can be prevented. Felt concern and care for the emplo ee on 64L hours safet 7 shall be demonstrated b leaders. .mplo ees shall be trained to work safel . 9orking safel shall be condition of emplo ment. .ver !ob shall be assessed for the risk involved and shall be carried out as per authorized procedures* checklist* necessar work permit and using necessar personal protective e"uipment.

ENVIRONMENTAL POLICY

@. Tata #teel environmental responsibilit are driven b our commitment to preservation the environment and are integral to the wa we do business. 9e are committed to the efficient use of natural resources and energ ; reducing and preventing pollution; promoting waste avoidance and rec cling measures and product stewardship. 9e will identif , assess and mange our environmental impact..

9e will regularl monitor review and report publicit our environmental performance. 9e shall develop K rehabilitates abandoned sites through a forestation and landscaping and shall protect K preserve the biodiversit in the areas of our operations. 9ell will enhance awareness, skill and competence of our emplo ee and contactors so as to enable them to demonstrate their involvement, responsibilit and accountabilit for sound environmental performance. 4.9e are committed to continual improvement in our environmental performance. e will set ob!ectives targets, develop, implement and maintain management standards and s stem, and go be ond compliance of the relevant industr standards legal and other re"uirements. B.9e will trul succeed when we sustain our environmental achievement and are valued b the communities in which we work.

CORPORATE SOCIAL RESPONSIBILITY POLICY

Tata #teel believes that the primar purpose of the business is to improve the "ualit of life of people. Tata #teel will volunteer its resources to the e'tent it can reasonable afford, to sustain and improve health and prosperous environment and to improve the "ualit of life of the people of the area in which it operates.

)efore we discuss at length about the compan , we would lie to throw some light on the Tata :roup of companies in couple of ears back.

The Tata :roup @BC ears old #trong brand e"uit 2# M B5.5 )illion B.4J of %ndia0s :&1

:roup Revenue Total #ales

%nternational %ncome %ndia0s largest emplo er in private sector.

BHJ of :roup revenue 3ver 4HC,G55 emplo ees

T#$ is one of the first ventures of Tata :roup but it has man other successful companies under its umbrella. #ome of the notable Tata concerns are below.
Engineering Energ$ C(n )&er *r(+)'" M!"eri!# C%e&i'!# Ser,i'e

C(&&)ni'!"i(n An+ In-(r&!"i(n S$ "e&

Tata Motors terms of revenues. Tata Tea %ndia. Tata 1ower the private sector

$eading auto compan

in %ndia in in

$argest integrated tea compan

$argest power generating supplier in in %ndia.

Tata -hemicals s nthetic soda Ta!

3ne of the worlds largest producers of ash. $argest hotel chain in %ndia.

T-# ,sia0s leading software services provider and the first %ndian software firm to e'tend sales of 2# M @555 Million.

Tata -ommunication provider in

$eading

%$&

telecommunication %ndia.

service

Tata Steel Overvie

.stablished >amshedpur. in

Ltd.
@C5D b

An
in

>amset!i (usserwan!i Tata

Formerl known as Tata %ron and #teel -ompan $imited (T%#-3).B5 million tones per annum of crude steel production capacit . 9ith CORUS ac"uisition ,T#$ is worlds Ath largest steel producer .Ranked N)est #teel Maker0 b 9orld #teel & namics in 455A,455G and 455@.Ranked B@Gth on Fortune :lobal G55 (post the -orusac"uisition)455D.H4,D55 emplo ees .$isten to )#. and (#. .Head"uartered in >amshedpur ,>harkhand and registered office in Mumbai.

#ome ma!or national steel producers or competitors are follows. %#1,T >#9 .##,R )H2#H,( #,%$ #ome global competitors 13#-3 M%TT,$ ,R-.$3R

-omparison between %ndian leading pla ers. 1la ers Oear of T,T, @C5D #,%$ @CGL >#9 455B(@CHL) .##,R @CDG

establishment -onstruction Rods bars 1roducts Hot rolled 1ipes and coils and coils

-old rolled sheets -old rolled shee

Hot rolled sheets Hot rolled sheet and coils and coils :alvanized

shets and coils -old rolled -old rolled

sheets and coils sheets and coils

sheets and coils

9ires and tubes Hot rolled sheets :alvanized and coils

%ron ore pellets

sheets and coils

1roduction in million tones 1ercentage of 1roduction(J)

(The numerical data0s might be wrong)

B.H C

C.@G 44

B.G H

B.B H

The respective market share of the ma!or %ndian pla ers shown below.

#,%$ P 44J T,T, #T..$ P CJ R%($ P DJ .##,R P HJ %#1,T P AJ >#9$ P HJ

Tata steel products name Tata #haktee :- sheet Tata #teelium Tata T%#-3( Tata pipes Tata ,:R%-3 Tata 9iron Tata )earings

#ales and &istribution

,ppro'imatel C@J of all saleable steel from T#$ are to

the %ndian market .The compan has a strong sales and distribution channel as shown below.

&irect suppl chain 4G consignment s agencies 4@ stock ards

9ide network of distributers and retailers @G e'ternal processing agents

-omparison of Total %ncome and Total .'penditure. Tata #teel %ncome .'penditure 455B P CCGA.4L HCGH.CA 455L P @44BH.AB @5GD4.D4 455G P @A45B.A@ @B5@C 455A P @DLCA.LH @L5CG.5@ 455D P 45BLL.5C @A45L.L@ Tata #teel 455B P 455L P 455G P 455A P 455D P

455H P 4B@HL.4A @HGBG.CA

455H P

Here we see that the sales of T#$ has been increasing over the ears which is a good sign for the compan .

1ercentage growth of total income 455B P 4H.LGDG5 455L P 44.C4L44 455G P B4.BCD4G 455A P D.CDHC5 455D P @A.4DGBB 455H P @B.CA5AA

Tata steel %ndia becomes the first integrated steel compan in the world, outside >apan, to be awarded the Di!in" A##li$ati%nprize for e'cellence in T%tal &'alit( )ana"e!ent for the ear 455H.

H'!an Re*%'r$e )ana"e!ent

Tata steel recognizes that its people are the primar source of its competitiveness and is committed to e"ual emplo ment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce.

T#$ aims to pursue management practices designed to enrich the "ualit of life of its emplo ees, develop their potentials and ma'imize their productivit . %t also aims at ensuring transparenc , fairness and e"uit in all its dealing with its emplo ees.

T#$ has been in pioneer in its HR polic over the ears with the basic underl ing principle of sharing and caring and a sense of belonging amongst all emplo ees who are considered to be a part of T#$ famil .

The compan has been known as a leader in introducing various HR practices and setting benchmarks in the global as well as %ndian industr .#ome of these initiatives include.

@C45 Tata steel introduced initiatives like leave with pa @CG4).,nd 9orkman0s ,ccident -ompensation #cheme (enforced b law in @C4L).

Tata steel introduced eight(H) hour working time in @C@4, much before such a s stem was implemented b law even in most western countries. Free medical aid was introduced in @C@G (enforced b in @CLH). Maternit benefits were introduced b (implemented b law in @CLA) law

Tata steel in @C4H

1rofit sharing bonus was granted for the first time in %ndia b Tata steel as earl as in @CBL (enforced b law in @CAG). , scheme of retiring gratuit was introduced b in @CBD (enforced b law in@CD4). Tata steel

Te!aswini, launched in 455B, is a woman empowerment program? the first of its kind ? that trains woman to take up unconventional !obs in the steel works.

#habash , weekl scheme launched in 4554 ? offers instant rewards and recognition to emplo ees for e'emplar behavior. #ome of these initiatives which were before enforced are tabulated below. introduced wa

%nitiatives H hour working da .

T#$ nt @C@4

:overnme (ot known(but not implemented even in western countries at that time). @CLH

Free Medical ,id. @C@G $eave 9ith 1a . @C45 9orkers 1rovident Fund #cheme.

@CLH

@C45

@CG4

9orkman0s ,ccident -ompensation.

@C45

@C4L

Maternit

benefits.

@C4H

@CLA

1rofit #haring )onus.

@CBL

@CAG

Retiring :ratuit .

@CBD

@CD4

Su+ Depart#ent Hu#an Re!our&e! Poli&, Re&ruit#ent :

-ampus recruitment Tata steel management trainee program. 3ne ear development program.

.mplo ee surve

/eader!"ip De0elop#ent :

Formal programs ,coaching and on the !ob training. $eadership appreciation process and subse"uentl N&evelopment -enters0. %$4 , %$B conduct

Trainin$ and De0elop#ent :

e8learning facilities available on the companies internet which facilitated b computer literac training. -omputer based training packages and multimedia training materials. #afet training received special attention based on the &u1ont guidelines identification of skill gaps ,there is a plan in place to introduce a technical competenc assessment s stem. Facult support.

2p skilling emplo ees through process based ,on the !ob training and diploma courses through premium engineering institutes. &irect learning strengthening the leadership pipeline coupled with emerging needs of growth pro!ects across geographies.

Indu!trial Relation! :
the welfare of the laboring class must be one of the first cares of the emplo er. ?(#ir &orab Tata)

%$A formed in 455H 3nl one recognized 2nion ? %(T2-

,ffiliation of emplo ees to these unions has been on a constant decline over the ears and stood atQQQQQ..in the ear 455H. , market based benchmarking of compensation is undertaken. %nclusive growth ? sports da s,social events ,contents for children , education opportunities ,celebrating festivals together.

>oda .ast %ron Mines, 1rocessing 1lant

In"r(+)'"i(n "( E&*#($ee S!"i -!'"i(n

.mplo ee satisfaction is a measure of how happ workers are with their !ob and working environment. Ieeping morale high among workers can be of tremendous benefit to an compan , as happ workers will be more likel to produce more, take fewer da s off, and sta lo al to the compan . There are man factors in improving or maintaining high emplo ee satisfaction, which wise emplo ers would do well to implement.

To measure emplo ee satisfaction ,man companies will have mandator surve s or face8to8face meetings with emplo ees to gain information. )oth of these tactics have pros and con and should be chosen carefull . #urve s are often anon mous, allowing workers more freedom to be honest without fear of repercussion. %nterviews with compan management can feel intimidating, but if done correctl can let the worker know that their voice has been heard and their concerns addressed b those in charge. #urve s and meetings can trul get to the center of the data surrounding emplo ee satisfaction, and can be great tools to identif specific problems leading to lowered morale. Man e'perts believe that one of the best wa s to maintain emplo ee satisfaction is to make workers feel like part of a famil or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Man companies also participate in team8building retreats that are designed to have found success. strengthen the working relationship of the emplo ees in a non8work related setting. -amping trips, backpacking wars and guide backpacking trips are versions of this t pe of team8building strateg , with which man emplo ershave found success.

3f course, few workers will not e'perience a boost in morale after receiving more mone . Raises and bonuses can seriousl affect emplo ee satisfaction, and should be given when possible. Oet mone cannot solve all morale issues, and if a compan with widespread problems for workers cannot improve their overall environment, a bonus ma be "uickl forgotten as the dail stress of an unpleasant !ob continues to mount.

%f possible, provide amenities to our workers to improve morale. Make certain the have a comfortable, clean break room with basic necessities such as running water. Ieep facilities such as bathrooms clean and stocked with supplies. 9hile an air of professionalism is necessar for most businesses, allowing workers to keep famil photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. )asic considerations like these can improve emplo ee satisfaction, as workers will feel well cared for b their emplo ers. The backbone of emplo ee satisfaction is respect for workers and the !ob the perform. %n ever interaction with management, emplo ees should be treated with courtes and interest. ,n eas avenue for emplo ees to discuss problems with upper management should be maintained and carefull monitored. .ven if management cannot meet all the demands of emplo ees, showing workers that the are being heard and putting honest dedication into compromising will often help to improve morale. .mplo ee satisfaction surve s help emplo ers measure and understand their emplo eesR attitude, opinions, motivation, and satisfaction. .mplo ee satisfaction is the terminolog used to describe whether emplo ees are happ and contented and fulfilling their desires and needs at work. .mplo ee satisfaction is often measured b anon mous surve s administered periodicall that gauge emplo ee satisfaction in areas such as management and teamwork.

Intr%d'$ti%n t% &'alit( %+ Li+e

9hat is S/ualit of $ifeST 9hat does it denoteT 9hat parameters*attributes can be used to measure /3$T /3$ is increasingl referred to in evaluating urban and rural areas, and in several other situations. #ome definitions, models and more ...

The best wa of approaching "ualit of life measurement is to measure the e'tent to which peopleRs Nhappiness re"uirements0 are met ? that is those re"uirements which are a necessar (although not sufficient) condition of an oneRs happiness 8 those Rwithout which no member of the human race can be happ .R

9hat is /3$T /3$ ma be defined as sub!ective well8being. Recognizing the sub!ectivit of /3$ is a ke to understanding this construct. /3$ reflects the difference, the gap, between the hopes and e'pectations of a person and their present e'perience. Human adaptation is such that life e'pectations are usuall ad!usted so as to lie within the realm of what the individual perceives to be possible. This enables people who have difficult life circumstances to maintain a reasonable /3$.

3ur definition of "ualit of life is= The degree to which a person en!o s the important possibilities of his*her life. 1ossibilities result from the opportunities and limitations each person has in his*her life and reflect the interaction of personal and environmental factors. .n!o ment has two components= the e'perience of

satisfaction and characteristic.

the

possession

or

achievement

of

some

Q)!#i"$ (- Li-e -r(& "%e ,ie. *(in" (- TSL.

%mprovement in /3$ @. &evelopment of a model traditional rehabilitation colon
consultation with villagers. 4. Rehabilitation colon will have facilities for education, health and h giene, water, electrification, pla ground and communit centre. B. Tree plantation in the rehabilitation colon . L. Facilitation of construction of temporar allowance. shelter within the in

G. Facilitation of construction of the permanent house with the house building assistance.

)uilding a better /ualit of life has alwa s been the purpose of T#$ enterprise. Tata steel believes that the primar purpose of a business is to improve the "ualit of life of people. Tata steel will volunteer its resources, to the e'tent it can reasonabl afford, to sustain and improve a health and prosperous

environment and to improve the "ualit areas in which it operates.

of life of the people in the

Re#!"i(n /e".een E&*#($ee S!"i -!'"i(n !n+ M("i,!"i(n

Sati!.a&tion lead! to #oti0ation .This statement could easil understand b the following theor of %+ra"a# Ma!lo1.

Ma Ma!lo12! Hierar&", o. 3eed!

%f motivation is driven b the e'istence of unsatisfied needs, then it is worthwhile for a manager to understand which needs are the more important for individual emplo ees. %n this regard, ,braham Maslow developed a model in which basic, low8level needs such as ph siological re"uirements and safet must be satisfied before higher8level needs such as self8fulfillment are pursued. %n this hierarchical model, when a need is mostl satisfied it no longer motivates and the ne't higher need takes its place. MaslowRs hierarch of needs is shown in the following diagram=

Ma!lo12! Hierar&", o. 3eed!

Sel.4 %&tuali ation E!tee# 3eed! So&ial 3eed!

Sa.et, 3eed!

P",!iolo$i&al 3eed!

P",!iolo$i&al 3eed! 1h siological needs are those re"uired to sustain life, such as= air water nourishment

 sleep

,ccording to MaslowRs theor , if such needs are not satisfied then oneRs motivation will arise from the "uest to satisf them. Higher needs such as social needs and esteem are not felt until one has met the needs basic to oneRs bodil functioning. Sa.et, 3nce ph siological needs are met, oneRs attention turns to safet and securit in order to be free from the threat of ph sical and emotional harm. #uch needs might be fulfilled b = $iving in a safe area Medical insurance >ob securit Financial reserves ,ccording to MaslowRs hierarch , if a person feels that he or she is in harmRs wa , higher needs will not receive much attention. So&ial 3eed! 3nce a person has met the lower level ph siological and safet needs, higher level needs become important, the first of which are social needs. #ocial needs are those related to interaction with other people and ma include= (eed for friends (eed for belonging (eed to give and receive love

E!tee# 3nce a person feels a sense of SbelongingS, the need to feel important arises. .steem needs ma be classified as internal or e'ternal. %nternal esteem needs are those related to self8 esteem such as self respect and achievement. .'ternal esteem needs are those such as social status and recognition. #ome esteem needs are= #elf8respect ,chievement ,ttention Recognition Reputation Maslow later refined his model to include a level between esteem needs and self8actualization= the need for knowledge and aesthetics. Sel.4%&tuali ation #elf8actualization is the summit of MaslowRs hierarch of needs. %t is the "uest of reaching oneRs full potential as a person. 2nlike lower level needs, this need is never full satisfied; as one grows ps chologicall there are alwa s new opportunities to continue to grow. #elf8actualized people tend to have needs such as= Truth >ustice 9isdom Meaning

#elf8actualized persons have fre"uent occurrences of *e!0 e1*erien'e , which are energized moments of profound happiness and harmon . ,ccording to

Maslow, onl a small percentage of the population reaches the level of self8actualization. I#pli&ation! .or Mana$e#ent %f MaslowRs theor holds, there are some important implications for management. There are opportunities to motivate emplo ees through management st le, !ob design, compan events, and compensation packages, some e'amples of which follow= 1h siological needs= 1rovide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life. #afet (eeds= 1rovide a safe working environment, retirement benefits, and !ob securit . #ocial (eeds= -reate a sense of communit based pro!ects and social events. via team8

.steem (eeds= Recognize achievements to make emplo ees feel appreciated and valued. 3ffer !ob titles that conve the importance of the position. #elf8,ctualization= 1rovide emplo ees a challenge and the opportunit to reach their full career potential. However, not all people are driven b the same needs 8 at an time different people ma be motivated b entirel different factors. %t is important to understand the needs being pursued b each emplo ee. To motivate an emplo ee, the manager must be able to recognize the needs level at which the

emplo ee is operating, and use those needs as levers of motivation.

A S,%rt Intr%d'$ti%n T% TSL- J%da

(earl G5 ears old, iron ore at >oda .ast %ron Mine is e'tracted b mechanized open cast mining methods in a series of C meter high benches. ."uipped with a 9et 1rocessing -ircuit and primar and secondar crushing, scrubbing, screening and classification facilities, the mine is capable of producing sized ore (8BD.Gmm to U@5mm) and classifier fines (8@5mm). The :omardih (#tate of 3rissa) &olomite /uarr under the >oda operations is another important minerals resource. &olomite from the region is e'tracted after drilling and blasting in a series of L meter high benches. The mine has capabilit to crush and screen the e'tracted ore in to different product ranges such as $umps (8DGmm to UL5mm), Flu' (8L5mm to U4Gmm), -hips (84Gmm to U@5mm) and Fines (8@5mm). >oda is covered b big iron mountains. #ome of the other steel companies are also situated near to >oda. The availabilit of raw material in a huge amount for steel and sponge iron companies, makes the environment full of dust.

has

>oda .ast %ron Mines(>.%M) the capacit of G million tone per month.

&'e*ti%nnaire Re#%rt

Pr%.e$t

The pro!ect report is prepared b surve ing on a good number of emplo ees from various departments of Tata steel ,>oda east. Those departments are as follows. &epartments
@.

4. B. L. G. A. D. H. C.

<.T.- ,>oda .lectrical &epartment ,nd 9ater #uppl :eological &epartment Hospital >-3 ,dministration #ecurit &epartment -ivil &epartment T#R&# (Tata #teel Rural &evelopment #ervice) >.%M (>oda .ast %ron Mines)

@5.>oda .ast Time 3ffice @@.>oda .ast 1rocessing 1lant @4.>oda .ast ."uipment @B.-hief,>oda @L.Ihondbond %ron Mine @G.>-3 land and $ease @A.>-3 .state K :R @D.HR*%R &epartment

%re ,ou !ati!.ied 1it" t"e a&&o##odation .a&ilit,5 pro0ided +, t"e &o#pan, 6 This is the first basic need of a human. ,ccommodation should be situated in a good environment and should be in a good area where one can survive easil . There are so man big concerns who does not provide accommodation facilit to their emplo ees, but T#$ provides accommodation facilit to their emplo ees. T#$ has its own township. There emplo ees has no problem for accommodation in T#$, >oda east. This is the first theor of motivation. The emplo ees of T#$, >oda are satisfied with the accommodation facilit provided b the compan .

%re ,ou !ati!.ied 1it" t"e "ealt" &are .a&ilit, 6

. Health care is one of the important factor life. T#$ has its own township, so the compan provides Hospital for the emplo ees, with a good number of doctors for all diseases. There are @@ doctors and @L nurses available at >oda .ast. The emplo ees are satisfied for a certain limit, the has a complain also and that is, the health care facilit is onl for small and normal diseases, if there is a measure disease arise then there is no arrangements for that. The have to go for other Hospitals like &istrict Head"uarter Hospital, Ieon!har or to Tata Hospital, >amshedpur. )oth those hospitals are nearest to >oda but those has a long distance.

%re ,ou .eelin$ !e&ure a+out ,our 7o+ 6 This is another factor of motivational theor . Feeling secure about the increases the morale of the emplo ee.T#$ emplo ees are feeling secure about their !obs. The officers of T#$ are e'perienced and permanent.

%re ,ou !ati!.ied 1it" t"e edu&ational .a&ilitie! a0aila+le at Joda .or ,our &"ildren 6 .ducation is a most vital part of life now a da s. .ver parents want to send their children to a standard school rather than an ordinar school.,ll parents wants that their children should know all the aspects that how to cope with the competitive world. T#$ provides schooling facilit for the children of the emplo ees, but emplo ees of T#$, >oda are not satisfied with the schooling facilit available at >oda. The various educational institutions are,:ovt.M.. #chool, Tata

1rimar #chool, >oda .ast 21,M. #chool, :irls High #chool, >oda High #chool, Hill Top 1rimar #chool, #araswati #ishu Mandir, 9omen0s -ollege, etc. The school at >oda is an ordinar one, and the want that the compan should provide a standard schooling facilit .

Doe! t"e &o#pan, pro0ide! ,ou t"e !tandard !a.et, applian&e! 6 The first polic of T#$ is safet , and we could see the hoardingsof safet principle ever where at T#$, >oda. >oda is the mines division of T#$ . The compan 0s management focused its best in providing the safet appliances to the emplo ees. The emplo ees of >oda, T#$ are ver much satisfied with the safet appliances provided b the compan .

%re ,ou .eelin$ !a.e at ,our 1or- pla&e 1it" t"e !a.et, !tandard! #aintained at pre!ent 6 The compan provides safet appliances as well as maintains the safet standards at the work place for all emplo ees. %n the compan at ever where we could find safet instruction for emplo ees as well as for out side people, and emplo ees alwa s suggests outside people to follow the safet standards. T#$ provides positional training, it means, on the !ob training #tandard 3perating 1rocedure (#31) for safet purposes. There is a To'ic &etected Machine, if the machine gives a positive isolation, then emplo ee should be implemented. $ast but not the list, safet is a man made function.

%re ,ou !ati!.ied 1it" ,our tea# #e#+er! at ,our 1or- pla&e 6 The team work e'aggerates the morale of the emplo ees and the puts their best effort. The emplo ees of T#$, >oda are ver much satisfied with there team members, all the emplo ees are co8operative with each other. ,ll the emplo ees at here shares there information relating their work, divides there work properl . The gives respect to each other and the makes fun with each other also. ,ll the emplo ees are ver much co8operative with the outside people also.

%re ,ou !ati!.ied 1it" t"e trainin$ and de0elop#ent pro$ra#! 1"i&" are pro0ided +, t"e &o#pan, 6 Training and development program this is one of the factor which ever emplo ee needs at the ver first time in an organization and this is a continuous process. The emplo ees of T#$ are not full not satisfied with this factor. There are 45J emplo ees are satisfied and H5J are not. The unsatisfied emplo ees sa s that, this is not a continuous process at T#$, >oda. #ome of them complains that the training and development programs which are provided b the compan are not enough for them.

%re ,ou !ati!.ied 1it" t"e 1el.are .a&ilitie! 1"i&" are pro0ided to ,ou at t"e 1or-in$ area 6 8e$. Canteen5 %C9S 5Et&.: The emplo ees of >oda are satisfied with the welfare facilities which are provided to them. .ver rooms of the office are ,-(air condition) fitted, well furnished rooms with good lighting facilit , the cost of the foods in the canteen are ver low, such as, $unch (veg)PRs.B $unch (non8veg,egg)PRs.L )reakfast or evening food items P5.L5 paise(samosha,bara,piazi,etc) TeaP5.L5 paise .tc.. There is no charges for accommodation, electricit and water for emplo ees. T#$, >oda emplo ees are satisfied with the welfare facilities.

%re ,ou !ati!.ied 1it" ,our !alar, pa&-a$e 6 This is the "uestion on which no one will give true answer. )ecause ever person wants more and more mone than he*she gets and that0s wh ever one mustnRt satisfied with their salar packages. )ut when % ask the emplo ees of T#$ about their salar package according to their performance, and performance wise the are satisfied with the salar package. )ut there are a few oung emplo ees are working there, who are not satisfied with the salar package which the are getting.

9hen % ask about those unsatisfied emplo ees to emplo ees who spends their long period of time in T#$ said that, if the (unsatisfied emplo ees) are not satisfied, then wh do the working at here. The must work at there where the gets the right salar according to there performance and should leave T#$.

Doe! t"e &o#pan, &o4operate! and "elp! ,ou at an, e#er$en&, ti#e 6 T#$ co8operates with there emplo ees in an emergenc time. ,ll the emplo ees are ver much satisfied with the emergenc helping facilit . The facilities are like, if one of the emplo ees famil member or the emplo ee itself suddenl suffers from a measure disease, compan helps them b providing sufficient mone .

Do ,ou $et re&o$nition .or ,our indi0idual;$roup per.or#an&e 6 (ear about HGJ T#$ emplo ees of the surve gets recognition for their individual*group performance. The rest emplo ees don0t get an recognition because the are new. This is another motivational factor which motivates the emplo ees to give their best again and again towards the compan .

%re ,ou a!!o&iated 1it" an, !o&ial a&ti0it, 6I. ,e! t"en5 1"at i! t"at 6 There are a less number of emplo ees who are associated with an social activit , near about B5J of emplo ees are associated. #ome are associated with temple committee, and organizes festivals. #ome are associated with the communit centre and organizes occasional festivals (new ear parties),etc.

%re ,ou #aintainin$ ,our .a#il, &o#.orta+l, 1it" t"e !alar, ,ou "a0e 6 ,ll the emplo ees of surve said es on this "uestion, because compan fulfills all the needs of emplo ees, starting from well facilitate accommodation, provides grocer items through "(re with less price than market, medicines from compan 0s hospital, etc. 3n for the rest items the emplo ees have to spent as per the need.

*"i&" one ,ou po!!e!! in li.e !t,le6 This "uestion reflects the "ualit of life of the emplo ees of T#$, >oda. ,bove C5J of emplo ees has their own house, own car, own ,-0s, own computer*laptop, and all those necessar items which are needed in toda 0s life st le. The rest of emplo ees has their own house.

Ho1 #u&" ,ou !pent and "o1 #u&" ,ou !a0e in a #ont"6 ,ll the emplo ees spent above Rs.G555 and saves according to their capacit starting from Rs@555 to Rs@5,555.

*"i&" ,ou pre.er #o!t in ,our li.e !t,le 6 3n this "uestion the emplo ees has a mi'ed reaction. #ome gives much attention to val'e, in case of doctors and some higher post emplo ees. #ome gives much attention to !%ne(. )ut the number of emplo ees is more, who prefers to both !%ne( and val'e.

Do ,ou t"in- t"at t"e &o#pan, 1ill pro0ide !o#e #ore .a&ilitate!5 i. ,e! t"en5 1"at !"ould +e t"o!e 6 The emplo ees of T#$, >oda of the surve suggested that the compan should provide a better schooling facilit for their children. The complains that, if the >#9$ could provide a standard schooling facilit for their emplo ees children, then wh shouldn0t our compan also. #ome said that the health care facilit could be more better. ,nd the compan should focus more on training and development process.

Doe! t"e re&ent e&ono#i& 1a, 6I. ,e! t"en "o16

&ri!i! a..e&t!

,ou

an,

The recent economic crisis doesn0t affects the T#$, >oda emplo ees, even if the compan gives increment to all emplo ees, where other companies fired their emplo ees in the past recession time. This step of compan motivates the emplo ees. ,nd gave them an assurance that when ever there is a problem, compan is alwa s behind ou.

Did ,ou parti&ipate in pro&edure 6I. ,e! t"en "o16

t"e

re&ent

ele&tion

9e all must remember about the ad8campaign of Tata tea that J!!g( re, and there message is *#e! e gi,e $()r ,("e2 )ut at this compan of T#$ there are a lot of emplo ees, who has no voter %& of local and because of that the are not able to gave their vote in this ears $ok #abha0s election.

%re ,ou "app, 1it" t"e .ollo1in$! 6 ('i!# '#i&!"e *(#i"i'!# '#i&!"e e'(n(&i'!# '#i&!"e in+) "ri!# '#i&!"e Most of the emplo ees are happ with the above factors.

The following statistical anal sis shows how much the emplo ees are satisfied with the compan according to "uestionnaire surve .

T#$, >oda .ast provides some other facilities to emplo ees and local people. Those are : m8for local people and separated one for T#$ emplo ees. Two communit centers where swimming pool, billiards to pla and some other facilities are also available. )us to railwa station for emplo ees and their famil members. #habashi bonanza T1M circle competition in division level, state level, national level(individual performance , group performance). There is a suggestion giving facilit also available. %n this procedure an emplo ee could give suggestion related to their work. There are three stage of process of that suggestion, re!ect, on hold, accept. %f the suggestion is accepted and implemented, then the suggestion giver will be rewarded from Rs.4G584,G5,555. The suggestion could be given b a group of L people or b individual. Time to time compan provides health awareness to emplo ees. Health care facilities for >oda people, like Li-e Line E1*re ,etc.

S'""e*ti%n
T#$0s management fulfills the needs and wants of the emplo ees, compan provides a standard "ualit of life to all emplo ees. )ut there are some places where the compan should have to make a few rectifications.

@.

The repair and maintenance work of the houses which are provided to the T#$, >oda emplo ees. -ompan should provide a better schooling facilit for >oda division . ,nd school bus for school going children. .nglish medium and minimum upto @5th or @4th class , !ust like, &1# (&elhi 1ublic #chool), &,<, etc. This is an off the !ob facilit .

4.

B. The health care facilit could be more standardized.

L.

The training and development program is not good at >oda, the compan should work more on that and should make it a continues process. -ompan should provide higher studies facilities for interested emplo ees. T#$ could provide more better "ualit of life at >oda division. Tata steel should provide cit living life for emplo ees of !oda, which are provided at >amshedpur, ))#R branch, and others. The working environment is good, but it could be better b renovating the internal infrastructure of the offices of >oda.

G.

C%n$l'*i%n
Tata steel limited is one of the best compan of %ndia as well as of world. T#$ knows for its best T/M and HR policies in the world. The emplo ees are ver much satisfied, who are working for T#$. ,ll the emplo ees are motivated and work together to achieve compan 0s goal. )ecause of high motivated emplo ees T#$, >oda division increases its production this ear from The emplo ees are ver luck , who are working and who will work for T#$. The compan should provide all those facilities, which it provides at other offices in %ndia e'cluding >oda division. .arning of more and more mone is not enough for live the life, if an

emplo ee wouldn0t able to give time to his*her famil , then he*she must be disturbed at the working duration. %f the emplo ee gives his*her best effort to the compan , then the ne't responsibilit is of the compan to provide a better "ualit of life in return.