A PROJECT REPORT ON OCCUPATIONAL SAFETY & HEALTH OF EMPLOYEE IN BSP B.

Hemlatha DGM(P-MPS/Rectt/NW) Guided by submitted by ACHALA SHROTEY SHRI SHANKARACHARYA INSTITUTE OF TECHNOLOGY & MANAGEMENT r There is a little bit of SAIL in everybody’s life… 1

PREFACE There’s a little of SAIL in everybody’s life…………………….. As an essential and obligatory part of rse I have undergone 8 weeks, complete summer training at Bhilai Steel Plant. Th is training helped me in getting practical knowledge in the business environment . I got practical knowledge about Bhilai Steel Plant. How the work is done in th e Company. I am highly impressed by the emphasis placed on the training programm e by Bhilai Steel Plant. In this Project Report I have tried to provide maximum information about the OCCUPATIONAL SAFETY & HEALTH OF EMPLOYEE IN BSP. In this P roject Report I have provided all the information which not only serves the comp rehensive knowledge base but also helps the reader in understanding the fundamen tals related to the subject. There is a little bit of SAIL in everybody’s life… 2

ACKNOWLEDGEMENT When god brings you to it, he brings you through it .This is the thought that in spired me all the way through the route of this venture. For the successful comp letion of this project, I offer my gratitude to Mrs B. Hemlatha DGM(P.MPS/Rectt/ NW),Bhilai Steel Plant who had been an invariable spring of support and inspirat ion to me. During the actual project work Mr.S.K.Shrivastava ,Manager (P-BBM/MSG ) for his valuable guidance, keen interest, cooperation, inspiration and of cour se moral support through out my project session. I genuinely thank Mr.S.K. Shukl a and all associated, who have given consistent supports in the thriving conclus ion of this project with a hope that it will help to enhance the quality and be of some value addition to the organization. Last but not the least, I would like to express my thanks to my Parents,relatives and all my friends for their valua ble guidance, keen interest, cooperation, inspiration and of course moral suppor t through out my project session. ACHALA SHROTEY There is a little bit of SAIL in everybody’s life… 3

This has not been submitted to any other University or Institution for the award of any Degree / Diploma / Certificate. Mrs B. Hemlatha supervisor DGM(P-MPS/Rectt/NW) Signature of the There is a little bit of SAIL in everybody’s life… 4 .CERTIFICATE This is to certify that the Project Report titled OCCUTATIONAL SAFETY & HEALTH O F EMPLOYEE IN BSP Submitted in partial fulfillment for award of MBA Was carried out by ACHALA SHROTEY under my guidance.

DATE: 26-07-2010 PLACE: BHILAI ACHALA SHROTEY There is a little bit of SAIL in everybody’s life… 5 .DECLARATION I. hereby declare that the project report entitled “OCCUPATIONAL SAFETY & HEALTH OF EMPLOYEE IN BSP” in reference to ‘Bhilai Steel Plant’ B hilai city is the result of my own research work and same has not been previously presented to this or any other un iversity.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 CONTENTS Introduction of SAIL Organization structure of SAIL Major units Joint venture In troduction of BSP Other information Organizational structure of BSP Organization al setup & labour productivity Manpower of BSP P&A Department Personnel departme nt PAGE NO. 7 13 14 15 17 31 34 35 36 40 41 Definition of subject Steps taken by BSP to enhance OSHE Steps taken to motivate and involve worker participation in management Objective of study Research Meth odology Outcome Analysis Interpretation Finding Suggestion Conclusion Bibliograp hy Annexure 43 48 52 58 59 62 69 81 82 83 84 85 86 6 There is a little bit of SAIL in everybody’s life… . No.Sr.

There is a little bit of SAIL in everybody’s life… 7 .

Jawaharlal Nehru. The bui lders of modern India worked with a vision . decided to establish Steel Plants in Public Sector. soon after independence. Although TATA Iron & Steel Company (TISCO) has been establishment in 1907 mark ing the beginning of Indian Steel Industry followed by Indian Steel Co. Pt. they were too small to meet the development requirements of a big country like o urs. the supervision and c ontrol of these two steel plants were also transferred to Hindustan Steel. The steel sector was to propel the economic gr owth. Dur ing struggle for independence.. in the 1st Industrial Policy Resolution of the Govt.INTRODUCTION OF SAIL The Precursor SAIL traces its origin to the formative years of an emerging nation . Therefore. From April 1957.India. h ad a very clear vision about the role of Steel in the development of our country . (1918). There is a little bit of SAIL in everybody’s life… 8 . For Bhilai and Durgapur Steel Plants. Hindustan Steel Private Limited was set up on January 19.to lay the infrastructure for rapid industrialisaton of the country. 1954. Govt. The Presid ent of India held the shares of the company on behalf of the people of India. our first Prime Minister. Expanding Horizon (1959-1973) Hindustan Steel (HSL) was initially designed to manage only one plant that was c oming up at Rourkela. the preliminary work was done by the Iron and Steel Ministry.

was commissioned in February 1968. Bokaro Ste el Limited. SAIL Today SAIL today is one of the largest industrial entities in India. the accent in SAIL is to continuously adapt to the competitive bus iness environment and excel as a business organization. The 1 MT phase of Durgapur Steel Plant was comp leted in January 1962 after commissioning of the Wheel and Axle plant.5 MT stage at Bhilai. 1. Th us. a s well as the export markets and a large pool of technical and professional expe rtise.7 MT in 1968-69 and subsequently to 4MT in 1972-73. and ultimately to Ranchi in December 1959. the total crude steel production capacity of HSL was raised to 3. The 1 MT phases of Bhilai and Rourkela Steel Plants were comple ted by the end of December 1961.the Tandem M ill .8 MT at Rourkela and 1. Its strength has been the diversified range of quality steel products catering to the domestic. The last unit of the 1.Into the Future There is a little bit of SAIL in everybody’s life… 9 . The second ph ase of Bhilai Steel Plant was completed in September 1967 after commissioning of the Wire Rod Mill.8 MT phase of Rourkela . with the completion of the 2. and the 1. Today.158 MT (1959-60) to 1. 6 MT at Durgapur. was incorporated in January 1964 to construct and operate the steel plant at Bokaro.6 MT stage of Durgapur Steel Plant was completed in August 1969 after commissioning of the Furnace in SMS.6 MT. both within and outside India. It moved to Calcutta in July 1956. A new steel company.The registered office was originally in New Delhi. The crude steel production of HSL went up from . SAIL .

MECON was assigned the job of Preparation of CPFR in Aug’06. wherein it was decided to take up the Expansion of Integrated Steel Plants and Special Steel Plant in one go based on Composite Pro ject Feasibility Report (CPFR). Bhilai Steel Plant (Ap r’07). By that time Expansion of IISCO Steel Plant and Salem Steel Plant was already approved “in-principle” based on the Techno-Economic F easibility Report (TEFR) of MECON. Bokaro Steel Plant (Dec’06). For the Expansion of other four integrated St eel Plants.13 There is a little bit of SAIL in everybody’s life… 10 .18 24. Salem Steel Plant (Jun’06). Rourkela Steel Plant (May’07) and Durgapur Steel Plant (Jul’07). ‘In principle’ approval has been accorded by SAIL Board for the expansion plans of IISCO Steel Plant (Ju l’06). Item Hot Metal Crude Steel Saleable Steel Capacity as per Expansion Plans 26. The CPFR for the four integrated steel plants was prepared by MECON.Modernisation and Expansion Plan of SAIL The Corporate Plan was reviewed by Hon’bl e Minister of Steel in Jul’06.59 23.

8 6.18 Crude Steel 7.18 0.5 4.43 0.3 3 26. There is a little bit of SAIL in everybody’s life… 11 .22 23. 100% processi ng of steel through continuous casting.5 0.13 100% production of steel through Basic Oxygen Furnace (BOF) route.37 0.5 3.53 2.83 3.Objective of Growth Plan Plant-wise Capacity Envisaged After Expansion (Mtpa) Plant BSP DSP RSP BSL ISP SSP ASP VISL Total Hot Metal 7.0 4.0 3.34 0.44 2.59 Saleable Steel 6.5 7.5 3 2.2 7.91 0. Value addition by reduction of semi fini shed steel.00 2.23 24.48 0.

743 Total 12.237 195 280 54.902 121 13.668 8.902 12.121 2.952 1.663 8.716 114 1. There is a little bit of SAIL in everybody’s l ife… 12 .549 7.54.262 5. State-of-art online testing and quality con trol.333 100 48076 88 MISSION:Collective aim of organisation’s projects and programmes that provides the substance of its time-bound goals. Sustenance/ on-going 1. State-of-art process control computerisation/ automation. Energy saving schemes.Auxiliary fuel injection system in all the Blast Furnaces.789 11. Adherence to environment norms The investment for modernization and expansion programme of SAIL is estimated at about Rs. Secondary refining.167 49 121 494 195 280 6257 12 Plant BSP DSP RSP BSL ASP SSP VISL ISP MINES OTHERS TOTAL % Expansion 11.978 5.333 crores.119 49 1.

profitability and customer satisfaction.VISION:To be a respected world Class Corporation and the leader in Indian steel business in quality. productivity. CORE VALUES OF SAIL: Customer Satisfaction Concern for People Consistent Profitab ility Commitment of Excellence There is a little bit of SAIL in everybody’s life… 13   . We create and nurture a culture that supports flexibility. learning and is proactive to c hange. We uphold highest ethical standards in conduct of our business. We chart a challenging career for employees with opportunities for advanc ement and rewards We value the opportunity and responsibility to make a meaningf ul difference in people s lives. CREDO: We build lasting relationships with customers based on trust and mutual be nefit.

DIR. DSP EXECUTIVE DIRECTOR VISL EXECUTIVE DIRECTOR SSP EXECUTIVE DIRECTOR ASP EXE. (CP) 14 . DIR (IA) ED (TECH & LEGAL SERVICE) EXE .CHAIRMAN DIRECTOR (TECH) DIRECTOR PERSONNEL DIRECTOR PERSONNEL MANAGING DIRECTOR. DIR (CMMG) EXE. (CIG) SAIL in everybody’s life… EXE. BSP ORGANISATION STRUCTURE OF SAIL MANAGING DIRECTOR. BSL MANAGING DIRECTOR. DIR (PROJECTS) MANAGING DIRECTOR. DIR (OPERATION) EXE. a little bit of There is DIR. RSP DIRECTOR FINANCE CHIEF VIGILANCE EXE.

MAJOR UNITS INTEGRATED STEEL PLANTS Bhilai Sttel Plant (BSP) in Chattisgarh l Rourkela Steel Plant (RSP) in Orissa Durgapur Steel Plant (DSP) in West Benga Bokaro Steel Plant (BSP)nin Jharkhand Vis SPECIAL STEEL PLANTS Alloy Steel Plant (ASP) in West Bengal Salem Steel Plant (SSP) in Tamil Naru vesvaraya Iron & Steel Plant (VISL) in Karnataka SUBSIDARIES Indian Iron & Steel Company Limited (IISCO) in West Bengal Melt Limited (MEL) in Maharshtra OTHER UNITS There is a little bit of SAIL in everybody’s life… 15 Maharashtra Electros .

Bokaro Power Supply Company Pvt. Limited (BPSCL) This 50:50 joint venture between SAIL and the Damodar Valley Corporation formed in January 2002 is managing the 302-MW power generating station and 660 tonnes p er hour steam generation facilities at Bokaro Steel Plant. Ltd (NSPCL) A 50:50 joint venture be tween Steel Authority of India Ltd.SAIL Consultancy Division (SAILCON) at New Delhi Central Marketing Organization (CMO) at Calcutta Research and Development Center for iron and steel (RDCIS) at Ranchi Center for Engineering and Technology (CET) at Ranchi Management Training Institute (MTI) at Ranchi Central Power Training Institute (CPTI) at Rourkela S AIL Safety Organization (SSO) at Ranchi Raw Material Division (RMD) in Calcutta Environment Management Division (EMD) at Calcutta Growth Division (GD) at Calcut ta JOINT VENTURE SAIL has promoted joint ventures in different areas ranging from power plants to ecommerce. It has installed additiona l capacity by implementation of 500 MW (2 x 250 MW Units) power plant at Bhilai.). (SAIL) and National Thermal Power Corporatio n Ltd. NTPC SAIL Power Company Pvt. Durgapur and B hilai with a combined capacity of 314 megawatts (MW). 2. manages the captive power plants at Rourkela. (NTPC Ltd. 1. The commercial generation of 1st Unit has commenced in April’2009 and 2nd Unit is likely to start commercial generation by July 2009. BPSCL has proposed to expand its capacity by installing 2x250 MW coal based thermal unit at There is a little bit of SAIL in everybody’s life… 16 .

SAIL&MOIL Ferro Alloys (Pvt. 3. construction activities are underway for installation of 9t h Boiler (300T/Hr) & 36 MW Back Pressure Turbo Generator (BPTG) project at Bokar o. 4. In addition. The company shall commenc e cement production at Bhilai by March 2010. Bhilai JP Cement Ltd SAIL has incorporated a joint venture company with M/s Jaiprakash Associates Ltd to set up a 2. 6. 8. SAIL has formed a joint venture with BMW industries Ltd. Bokaro JP Cement Ltd SAIL has incorporated another joint venture company with M/s Jaiprakash Associat es Ltd to set up a 2. on 40:60 basis to promo te a service centre at Bokaro with the objective of adding value to steel 5. 7. Constr uction work expected to start by Oct’09 and cement production likely by July’2011. of 1 . This company promote s e-commerce activities in steel and related areas. Ltd SAIL has incorporated a joint venture company with TATA Steel for acquisition & development of coal blocks/mines. SAIL-Bansal Service Center Ltd. Mjunction Services Limited A joint venture between SAIL and Tata Steel on 50:50 basis.1 MT cement plant at Bokaro utilizing slag from BSL.0 lakh tonne capacity. Coal Sales & Logistics. New indigenous opportunities for coking coal T here is a little bit of SAIL in everybody’s life… 17   .Bokaro.2 MT slag based cement plant at Bhilai. whereas clinker production at Satna shall start within 2009. S&T Mining Company Pvt. Publications etc.) Limited SAIL has incorporated a joint venture company with M/s Manganese Ore (India) Ltd to set up ferro-manganese and silico-manganese plants at Nandini / Bhilai. Events & Conferences. New added services includes E-Assets sales.

development are being explored by the Joint Venture company for securing coking coal supplies. International Coal Ventures Private Limited: Towards achieving the target of making steel PSUs self reliant in the area of co king coal. These internationally recognised cer tifications add value to Bhilai’s products and helps create a place among the best organizations in the steel industry. the plant also specializes in other products such as wire rods and merchant products. The company is scouting for coal properties in Australia. The Plant is accredited with SA: 8000 certification for social accountability and the OHSAS-18001 certif ication for Occupational health and safety.153 MT of saleable steel. Bhilai Steel Plant (BSP) is India’s sole producer of rails and heavy steel plates and major producer of structural. 9. Coal India Li mited (CIL). SAIL. NTPC Limited and NMDC Limited. THE BEGINNING There is a little bit of SAIL in everybody’s life… 18   . a joint venture company has been incorporated comprising of five cent ral PSU companies i. At Bhilai IS0:14001 has been awarded for Envir onment Management System in the Plant. all saleable products of Bhilai Steel P lant come under the ISO umbrella. Since BSP is accredited with ISO 9001: 2000 Quality Management System Standard. Rashtriya Ispat Nigam Limited (RINL). Mozambique and other target countries INTRODUCTION OF BSP Bhilai Steel Plant(BSP) Seven . The plant is the sole supplier of the country s longest rail tracks of 260 meters. With an annual production capa city of 3.time winner of Prime Minister’s Trophy for best Integrated Steel Plant in the country.e. Township and Dalli Mines and it is the on ly steel plant to get certification in all these areas.

Dr. for the est ablishment of an integrated Iron and Steel works at Bhilai with an initial capac ity of one million tonnes of ingot steel. government of INDIA and U SSR entered into an agreement signed at New Delhi on 2nd march 1955. which private industry would not be able to mobilize and the cardinal role steel would play in rapid e conomic advancement as a major step towards this goal. There is a little bit of SAIL in everybody’s life… 19 . Rajendra Pra sad on 4th Febraury 1959.5 Million tonnes in S eptember 1967 and in further expansion to 4 MT was completed in 1988. The plant was soon expanded to 2. The plant was commissioned with the inaugura tion of the first blast furnace by the then president of India. The main f ocus in the 4 MT stage was on the continuous casting unit and the plate mill. a new technology in steel casting and shaping for any integrated steel plant to In dia during those times. India took a visionary decision to set up integrated st eel plants under the exclusive responsibility of the state owing to the massive investment needed for creating additional Steel capacity.This Leadership of free. was the availability of Iron ore at Delhi -Rajhara at a distance of about 90 Km from the site limestone from Nandini at 22 km and dolomite at HIRRI at 41 km. The main consideration which responsib le for setting up the plant at Bhilai.

PLANT & FACILITIES PROCESS FLOW CHART OF BSP :There is a little bit of SAIL in everybody’s life… 20 .

Benzol Products Ammonium Sulphate Rajhara Mines (90 KM) Dalli Mines (96 KM) Coal Coal Preparation Plant Iron Ore lumps Bye Product Plant Coke Oven Gas Coke Oven Batteries Ore Fines SP-1. 2 & 3 Raw Materials Hirri Mines (150 KM) BF Coke Dolomite Limestone Nandini Mines (25 KM) Blast Furnaces PROCESS FLOW CHART OF BSP CONTD… :There is a little bit of SAIL in everybody’s life… 21 .Tar Products.

objectives and targe t. There is a little bit of SAIL in everybody’s life… 22 Blooming & Bill A .Granulated Slag Slag Granu Plant Pig Ma QUALITY POLICY Twin Hearth Furnaces Steel Melting Attending market leadership through enhancing customer satisfaction. quality and salability of our ctive involvement of all our people in achieving our goals. Achieving continual improvement in productivity. products.

Semis Product Long Products Flat Products CORPORATE SOCIAL RESPONSIBILITY A conscious corporate citizen.Conservation of elec tricity and lubricants . ISO 14001 certification --Environment Managemen t System established at Plate Mill.4 lakhs saplings have been planted so far with a survival rate of 90%. About 48. Golden Peacock Award for Corporate Social Responsibility – 2007 There is a little bit of SAIL in everybody’s life… 23 . 2. AWARDS & ACCOLADES TO BHILAI STEEL PLANT.PRODUCT PROFILE Bhilai Steel Plant (BSP) has mainly three types of products:1. de-dusting system and electrostatic precipitators in other unit s and has planted lakhs of trees in a concerted afforestation drive that has see n Bhilai transform into one of the ten cleanest industrial townships in the coun try. Merch ant Mill and Steel Melting Shop-1.Reduction in noise levels. BSP has gone in for ISO-14001 certification for it s Environment Management System. 2 .Environment Management System established at Dalli Mines . 3. Wire Rod Mill. 1.PRIME MINISTER’S TROPHY FOR BEST INTEG RATED STEEL PLANT Bhilai Steel Plant has seven times been the winner of PRIME MI NISTER’S TROPHY for best integrated steel plant.The plant has introduced environment friendly coal dust injection system in the Blast Furnaces. Rail & Structural Mill.

Shri A K Kerketta. Managing Director Shri RAMARAJU receives twin Environment awards Bhilai Steel Plant received the Corporate Green Responsibility Award for makin g Bhilai green and Prakriti Ratna award to Shri Ramaraju for implementation of exemplary waste management and natural resource development practices in Bhilai . T hey join the 262 Bhilaians who have won this prestigious award earlier. New Delhi. 6. former Chief Justice of India and m ember UN Human Rights Commission and Co-Chairmanship of Justice MN Venkatchaliah .Ola Ull sten. Roll Turning Repair Shop (RTRS ) and Oxygen Plant II. The five shops that received the award are Refractory Mate rial Plant II.Bhilai Steel Plant has been adjudged winner of the “Golden Peacock Award for Corpo rate Social Responsibility for the year 2007” by the Golden Peacock Award Jury.Ms Nilima Mitra. have been conferred the S hram Vir award. former Chief Justice of India. five employe es from Material Recovery Deptt. Rashtriya Vishwakarma Awards On 16th August ’07. Indian Ambassador at Portugal. technician from Coke Oven & Coal Chemical deptt.. Machine Shop III. ten employees in two groups from the Instrumentation Deptt. National Safety Awards BSP won five National Safety Awards given to individua l shops or departments. 3. the Ministry of Labour announced the Rashtriya Vishwakarma Awards for year 2006.. promotes literature. a trust which conducts awareness programmes. 2007 a t Vigyan Bhavan. Server Ghulam Mohd bagged the President’s Fire Service Medal for Gallantry. There are five employees in eac h group. 7.E. 5. Asst Chief Fire Officer. The award was presented to Bhilai by Dr. This the firs t time that Bhilai Steel Plant has won this award.2005. C man cum Master Technician and Trilochan Maharana . Machine Shop II. other distinguished business and public leaders and CSR experts during the 3rd Global Conference of Social Responsibility. Shri Satyawan Nayak. On 14th Aug ’07. publishes books and journals. With ten employees in two groups from the Coke Ovens & Coal Chemicals D eptt. There are a total of 17 a wards for There is a little bit of SAIL in everybody’s life… 24                   . un der the Chairmanship of Justice PN Bhagwati. C man cum Sr. Sr. Out of the 28 groups.. as many as 7 groups are from Bhilai Steel Plant. Two groups (of 5 nominees each) have been granted the Shram Vir category of Awards under the PM s Shram Awards . The award was given by Exnora International. PRIME MINISTER S SHRAM AWARDS The Prime Minister s Shram Awards were given to the awardees on April 27. the total number of BSP employees who will receive the award is 35. former Prime Minister of Sweden in presence of H. 4 President’s Gallantry Awards. five from the Wire Rod Mill and five from Merc hant Mill. Technician from P late Mill.

Crude There is a little bit of SAIL in everybody’s life… 25   . 9 Golden Peacock National Quality Award 2006 : Conferred on BSP at the 17th World Congress on Total Quality & IOD Convention-2007 on 14th Jan ’07 at Kolkata. The production level of all the main items viz. AND AND 13. 11 Systems : JULY 2006 : Bhilai has become the first public sector organisation to have been awarded al l the four cetifications of ISO 9001 for quality.ISPAT SURAKSHA PURASKAR awarded to BSP for 2007. 10 Golden Peacock National Training Award 2006 : Conferred at the 17th World Congress on Total Quality & IOD Convention-2007 on 13th Jan ’07 at Kolkata.Govt. Performance 2007-08 has been the 20th year of consecutive profit which involves a period whi ch saw radical changes in business environment from controlled to decontrolled a nd subsequent globalization. OHSAS 18000 for safety and health and SA 80 00 for social accountability. The plant operated above the rated capacity for the thirteenth year in succession. /Public Sector (out of which BSP has won 2) and 16 awards for the Private Sector under the PM s Shram Awards scheme. Hot Metal. Award given on 29th Aug in Goa. 8 CII – ITC Sustainability Award : BSP wins the award for the second successive year. MD received the award on 12th Dec ’07. 12. ISO 14001 for environmental ma nagement system for plant and mines.GREENTECH SAFETY GOLD AWARD for 2006 and 2007 in MINING METAL sector and GREE NTECH PLATINUM AWARD for 2008 in METAL MINING SECTOR. Greentech Environment Excellence Gold Award 2007 BSP wins the award for environment conservation.

Steel and Saleable Steel was ever best since inception, the growth being 9.4%, 5 .3% and 4.9% respectively over last year. The current market share is given here or quality, ISO 14001 for environmental management system for plant and mines, OHSAS 18000 for safety and health and SA 8000 for social accountability. Main Products Rails Plates Bars & Rods Structural Mkt. Share 100% 19.8% 5.1% 6.1%

BSP’s Modernization and Expansion plan aims at: • • • • rails • • Capacity Enhancement Phasin out of low yield and energy intensive units Broadening and value addition in pr oduct-mix Meeting the requirement of Indian Railways up to 1.5Mtpa of class A he avier Adoption of environmental-friendly technology Improvement in logistics Some new units coming up are: • • Universal Rail Mill (1.2 MT) Universal Beam Mill (1.0 MT) 26 There is a little bit of SAIL in everybody’s life…

• • • • Bar & Rod Mill (0.9 MT) Steel Melting Shop (SMS-III) of 4 MTPA Higher Capacity B last Furnace of 4080 cum (BF-8) Coke Oven Battery No. 11 - 7 M tall Existing Tec hnology and Future Road Map There have been rapid advancements in all areas of i ron and steel technology in the world. BSP has a mix of old and new technologies . Its 55% production is through outdated twin hearth furnace route. Initially pr iority was given to modernization of other steel plants and later due to resourc e crunch faced by SAIL; modernization of the BSP had to be deferred. A new Sinte r Plant, secondary refining technology in steel making, long rail technology for rolling and finishing and installation of optical fiber network (ATM) throughou t the plant are some of the new technologies embraced by the plant in recent pas t. Now that resources for modernization have been committed to BSP under Moderni zation and Expansion Plan, BSP is set to embrace new state of the art technologi es for improvement in productivity, yield and quality and for reducing operation al costs. Plans have been drawn where BSP is destined to be a 7 MT hot metal pla nt by 2010-11. Production of BSP There is a little bit of SAIL in everybody’s life… 27

Item (Unit : MT) Hot Metal Crude Steel Saleable Steel 2007-08 5.27 5.05 4.43 2008-09 5.39 5.18 4.49 121.0* 132.1 142.5 % Rated Capacity Operating above rated capacity in Saleable Steel for the 16th successive year an d surpassing the 5 MT mark in hot metal & crude steel production for the third t ime. Bhilai record its best ever production of 5.4 MT Hot Metal, 5.2 MT Crude St eel and 4.5 MT Saleable Steel in 2008-2009,registering growth of 2.3%, 2.6% and 1.4%, respectively over 2007-08. Remaining focused on reducing costs and generat ing surplus, the plant further improved its techno-economics, reducing its depen dence on imported coal, and increased volume of special steel grades with higher NSR to 63.3% from 48.5% in the last fiscal. PRODUCTION 6 5 4 3 2 1 0 5.27 5.05 5.39 4.43 5.18 4.49 Hot Metal Crude Steel Saleable Steel 2007-08 2008-09 TABLE OF PRODUCTION OF TOTAL CRUDE STEEL YEAR PRODUCTION(‘000T) 28 There is a little bit of SAIL in everybody’s life…

7 4798.6 29 There is a little bit of SAIL in everybody’s life… .2005-06 2006-07 2007-08 2008-09 5053.4 5054.5 TABLE OF PRODUCTION OF SALEABLE STEEL YEAR 2005-06 PRODUCTION(‘000T) 4285.6 5183.

6 TABLE OF PRODUCTION OF FINISHED RAILS There is a little bit of SAIL in everybody’s life… 30 .9 4428.2006-07 2007-08 2008-09 4222.9 4491.

YEAR 2005-06 2006-07 2007-08 2008-09 PRODUCTION(‘000T) 855.1 978.7 1000 980 960 940 920 900 880 860 840 820 800 780 2005-06 2006-07 2007-08 2008-09 There is a little bit of SAIL in everybody’s life… 31 .2 880.9 916.

TURNOVER 20000 15000 10000 7557.52 3048.41 2008-09 18495.64 2005-06 2 781.29 536 6 4965.45 3266 2781.1 9736.31 9736.07 2175.29 3048.14 2008-09 4965.7 The chart above shows the TURNOVER of BSP year wise and for 9 months.08 2007-08 16518 10479.89 3367.08 10479.14 3266 Year Wise 9 Month 4042 4287.98 2005-06 11217 7949.7 13 246 11389 13526.07 2365.31 11217 7949.98 5000 0 Year Wise 9 Month 2004-05 11389 7557.45 The chart above shows the PROFIT (BEFORE TAX) of BSP year wise and for 9 mont OTHER INFORMATION There is a little bit of SAIL in everybody’s life… 32 . PROFIT (Before Tax) 6000 5000 4000 3000 2000 1000 0 Year Wise 9 Month 2004-05 4042 2365.41 13246 Year Wise 9 Month 16518 1 8495.1 2006-07 13526.89 2007-08 5366 3367.52 2006-07 4287.64 2175.

Cropro International (Italy) 10.HMT Ltd. BHEL (Bhopal) 5. (Kolkata) 7. Jindal Steel & Power Ltd. (Raigarh) 6. Coal India Limited 2. (Mumbai) 10. (New Delhi) 8. (Ranchi) MAJOR BUYERS:1. High Pressure boiler plant BHEL (Trichy) 4. Apollo Industrial Corporation (Mumbai) 3. Chandigarh Industrial Tourism & Development Corporation (Chandigarh) 9.Sangyong Corporation (Japan) There is a little bit of SAIL in everybody’s life… 33 .MAJOR SUPPLIERS:1. (Delhi) 7. Common India Ltd. BIRLA Corporation Ltd. Ashok Leyland (Chennai) 4. (Nagpur ) 6.Simplex Castings Ltd. Indian Railways 2. NTPC Super Thermal Power Project 5. Cimmco Birla Ltd. Dunlop India Ltd. NTPC Ltd. Siemens Ltd. ( Mumbai) 8. Bharat Petroleum Gas Ltd. (Kolkata) 9. 3. Vizard Profiles Ltd. (Raipur) 11.

Lloyds Steel Ltd .36 2259.60 There is a little bit of SAIL in everybody’s life… 34 . Jindal Steel & Power Ltd.15 2008-09 16 388.80 2007-08 39510. 6.08 34510 .15 26317. Essar Steel Ltd. in crores) BSP PARTICULAR Net Sales Total Curr ent Assets Total Current Liabilities 2007-08 14352. in crores) SAIL PARTICULAR Net Sales Total Current Asse ts Total Current Liabilities (Rs. Vishakhapatnam 2. 5. Utta m Steel Ltd.79 3078.87 17121. 7. Bhushan Steel & Strips Ltd. Ispat Industries Ltd.21 3424. FI NANCIAL HIGHLIGHTS (R s. RINL. Jindal Strips Ltd.75 2008-09 43150. 4.62 13198. 3.COMPETITORS 1.25 4303. 8. National Steel Industries Ltd. 9.

ORGANIZATIONAL STRUCTURE OF BHILAI STEEL PLANT MANAGING DIRECTOR There is a little bit of SAIL in everybody’s life… 35 .

The senior level is made up of the ZONAL HEAD S/HOD’s who are the DRO’s to the functional heads mostly GMs/DGMs.EN & STEEL) GM (QUALITY) GM (CCS) – SMS DGM (L & A) ORGANIZATIONAL SETUP The plant is headed by MD who is a member of Board Of Directors and reports to C hairman.The There is a lit tle bit of SAIL in everybody’s life… 36 .ED(F&A) ED (PROJECTS) ED (WORKS) ED (P&A) ED.SAIL.OHP) C OC GM I/C (PE.At plant level the top management comprises of MD and his DRO’s at ED /GM level who are functional heads.IC(mines) CN(IT) GM (PROJECTS) GM (TS) ED(MINES) GM(M&SP) GM(PP&E & BEDB) GM I/C (SERVICE) GM (PERS) GM(IA) GM IC(MINES) GM (SAFETY) GM (HRD) GM (MS) GM I/C (M&U) (REFR) DIR(M&HS) GM (P MILL & MILLS-LP) ACVO GM (CO.CCD & SP.

MANAGEME NT GRADATION EXECUTIVE MD E9-ED(P&A/Project/Works/Mines/F&A/MM) E8-GM(Pers) E7-D GM(P-ism/P-Mills/P-IR/P-E&S) E6-AGM(P-E&S) E5-Sr Manager E4-Manager E3-Dy.Non Executive employees are categorized into four levels viz UNSKILLED.MINES.HIGHLY SKILLED AND SUPERVISO RS.P.Officer NON-EXECUTIVE L1 TO L11-WORKERS THE MANPOWER OF BSP IS PRESENTED HARE AREAWISE MANPOWER POSITION AS ON OF B.Manage r E2-Asst Manager E1-Jr.Manager E0-Jr.SKILLED.NON-WORKS AREA 3.middle level is made of sectional heads at DGM/AGM level and front line executiv es consists of SENIOR MANAGER down to JUNIOR MANAGER.S. Entire plant is divided into 1.WORKS AREA 2. GRAND 37 EXECUTIVES NON-EXECUTIVES There is a little bit of SAIL in everybody’s life… .

TOWNSHIP MEDICAL CONSTRUCTION MINES TOTAL 01-04-2008 WORKS ADMN.E1 & MTs Exe TOT S1 TO S11 NMR Trainees Nexe TOT ABOVE TOTAL 25530 2876 2571 1385 359 3721 36442 25038 3229 2344 1398 322 3302 35633 24570 31 38 2194 1382 377 3315 34976 24062 3342 2010 1399 386 3208 34407 23185 38 01-04-2005 WORKS ADMN. TOWNSHIP MEDICAL CONSTRUCTION MINES TOTAL 2043 586 137 201 117 147 3231 1988 578 132 199 116 143 3156 2204 673 144 215 196 184 3616 3 0 0 0 0 0 3 0 79 0 0 0 5 84 0 13 0 0 0 0 13 2046 586 137 201 117 147 3234 1988 657 132 199 116 148 3240 2204 686 144 215 196 184 3629 2118 824 82 238 212 185 3659 2043 23340 2249 2434 1183 242 3476 32924 23041 2419 2209 1198 206 3142 32215 22363 22 91 2050 1159 181 3099 31143 21941 2290 1928 1126 174 3022 30481 21141 6 0 0 1 0 1 8 4 0 0 1 0 0 5 3 0 0 1 0 0 4 2 0 0 0 0 0 2 1 138 41 0 0 0 97 276 5 153 3 0 0 12 173 0 161 0 7 0 32 200 1 228 0 35 0 1 265 0 23484 2290 2434 1184 242 3574 33208 23050 2572 2212 1199 206 3154 32393 22366 24 52 2050 1167 181 3131 31347 21944 2518 1928 1161 174 3023 30748 21142 01-04-2006 WORKS ADMN. TOWNSHIP MEDICAL CONSTRUCTION MINES TOTAL 2118 0 711 113 82 0 238 0 212 0 185 0 3546 113 2043 0 01-04-2009 WORKS There is a little bit of SAIL in everybody’s life… . TOWNSHIP MEDICAL CONSTRUCTION MINES TOTAL 01-04-2007 WORKS ADMN.

5 300.2005.20082009MONTH 05 06 07 08 09 10 APRIL 212 262 277 292 278 305 MAY 220 267 284 282 27 3 293 JUNE 229 288 292 259 279 292 JULY 228 286 278 235 303 313.7 Method of calculation There is a little bit of SAIL in everybody’s life… 39 . TOWNSHIP MEDICAL CONSTRUCTION MINES TOTAL 689 82 234 202 209 3459 85 0 0 0 0 85 774 82 234 202 209 3544 2232 1783 1039 156 2857 29208 0 0 0 0 0 1 217 0 16 0 1 234 2449 1783 1055 156 2858 29443 3223 1865 1289 358 3067 32987 LABOUR PRODUCTIVITY (T/M/Y) OF BHILAI STEEL PLANT 2004.ADMN.2007.2006.1 AUGUST 214 283 242 267 318 SEPTEMBER 250 291 235 276 315 OCTOBER 251 295 254 305 311 NOVEMBER 271 300 259 318 300 DECEMBER 271 301 262 315 295 JANUARY 277 285 253 315 304 FEB RUARY 277 281 261 302 308 MARCH 272 282 318 305 323 CUMULATIVE 247 285 268 289 300.

1 T/Man/Year against the previous best of 318.4 T/Man/Year in There is a lit tle bit of SAIL in everybody’s life… 40 . Best ever monthly Labour Productivity in March ’09 at 323.1 T/Man/Year in ‘07-08.Production of (Crude Steel + Saleable Pig Iron * 0.5 T/Man/Year against the previous best o f 289.5) in the month *365 Labour ------------------------------------------------------------Productivity = ---------------------------------Works Manpower (Group-I) * Number of calendar days in the month LABOUR PRODUCTIVITY − Highest ever Labour Productivity at 300.

5 P & A DEPARTMENT There is a little bit of SAIL in everybody’s life… 41 .August ’08. 0 289.0 268.0 285. Labour Productivity (T/Man/year) 320 300 280 260 240 220 2004-05 2005-06 2006-07 2007-08 2008-09 247.1 300.

GM (PERSONNEL) GM (HRD) GM (MS) GM (TOWNSHI)P AGM(P) MPS/HRIS MPS DGM (P-IR.F -MPS -HRIS -RULES -EXECUTIVE ESTABLISHMENT There is a little bit of SAIL in everybody’s life… 42 .CLC) CLC DGM (P-NW) DGM CO&CCDD MEDICAL B Fes SMS (P-RULES) AGM (P-MHQ) HRIS IR CANTEEN T/SHIP SP&OHP AGM (P-ENQ) NW-1 PLATE MILL MINES BIO & ATTD CONTROL NW-2 RMS & RTS RED-1 & MRD-1 FSS & SEWA SR BBM & WP MM & WRM COUNSELLING SMS-1 & RMP-1 SMS-2 & RMP-2 RED-2 GRIEVIANCE PERSONNEL DEPARTMENT C.

There is a little bit of SAIL in everybody’s life… 43 .WORKS -I&S -MILLS -M&S NON WORKS -NW-1 -NW-2 FUNCTIONS OF WORKS AND NON WORKS -COMMUNICATION EXERCISES -DISCIPLINE MANAGEMENT -PERFORMANCE MANAGEMENT OF WORKE RS -PROMOTION AND REWARD -SA 8000 ACTIVITIES(WELFARE ACTIVITIES) -MOTIVATIONAL E XERCISES LIKE SUGGESTION SCHEME -SUPPORT TO LINE MANAGEMENT -MANAGING IR AT SHOP FLOOR -OTHER MANAGEMENT INITIATIVES LIKE MULTISKILLING -ESTABLISHMENT FUNCTION OF EXECUTIVES UPTO E6 LEVEL FUNCTIONS OF CENTRAL FUNCTION(C.F) Human Resources Information System(HRIS) – Maintaining employee data. development and communication of modules. generating various reports. total computerization of personnel functions through comprehensive data validation.

formul ation of motivation schemes like scholarship schemes. production incentive scheme. Jawaharlal Nehru Awards. establishment function s of senior management cadre and personnel executives DEFINITION OF THE SUBJECT There is a little bit of SAIL in everybody’s life… 44 . Executive Establishment – Executive induction. issue of clarifications on various rules/policies. executive promotion. processing incentive papers for Hindi qualification. Pro fessional qualification and National award winners. Life Cover Scheme. Voluntary Retirement Scheme. placement and rotation. reimbursement of professio nal membership fees etc. implementat ion of performance appraisal system.Rules – Issue of personnel policy and procedure circular.

Work represents such a role in life which has been designated to it by the perso n himself.On the one hand work is an earning of one’s living for the family, on th e other hand it could be a self-realisation providing enjoyment and satisfaction . The safe work environment provides the basis for the person to enjoy working. The work should not pose a health hazard for the person. The employer and employ ee, aware of their risks and rights, could achieve a lot in their mutually benef icial dialogue. As the work culture changes drastically in the recent years, the traditional concept of work to fulfil humans’ basic needs are also facing out. Th e basic needs are continued to diversify and change according to the evolution o f the work system and standards of living of a workforce Quality Of Work Life(QW L) can be define as "The quality of relationship between employees and the total working environment.” QWL is a process by which an organization responds to emplo yee needs for developing mechanisms to allow them to share fully in making the d ecision. The defining of quality of work life involves three major parts: occupa tional health care, suitable working time and appropriate salary. A definition b y Suttle (1977) on the QWL as the degree to which work are able to satisfy impor tant personal basic needs through their experience in the organisation is no lon ger relevant. Generally jobs in the contemporary work environment offer sufficie nt rewards, benefits, recognition and control to employees over their actions. A lthough to some extent contemporary workforce are compensated appropriately, the ir personal spending practices, lifestyles, leisure activities, individual value systems, health and so forth can affect their levels of need. It is similar to the argument posted in the Maslow’s hierarchy of needs in which each individual ha s different level of needs because in reality what is important to some employee s may not be important to others although they are being treated equally in the same organization. This definition, focusing on personal needs has neglected the fact that the construct of QWL is subjective and continuously evolves due to an evergrowing needs of each and every employees. Hackman and Oldhams (1980) furth er highlight the constructs of QWL in relation to the interaction between work e nvironment and personal needs. The work environment that is able to fulfill empl oyees’ personal needs is considered to provide a positive interaction effect, whic h will lead to an excellent QWL. They emphasized the There is a little bit of SA IL in everybody’s life… 45

personal needs are satisfied when rewards from the organisation, such as compens ation, promotion, recognition and development meet their expectations Parallel t o this definition, Lawler (1982) defines QWL in terms of job characteristics and work conditions. He highlights that the core dimension of the entire QWL in the organization is to improve employees’well-being and productivity. The most common interaction that relates to improvement of employees’well-being and productivity is the design of the job. Job design that is able to provide higher employeesati sfaction is expected to be more productive. However, he accepted the fact that Q WL is complex,because it comprises physical and mental well being of employees. Later definition by Beukema (1987) describes QWL as the degree to which employee s are able to shape their jobs actively, in accordance with their options, inter ests and needs. It is the degree of power an organization gives to its employees to design their work. This means that the individual employee has the full free dom to design his job functions to meet his personal needs and interests. This d efinition emphasizes the individual’s choice of interest in carrying out the task. However, this definition differs from the former which stresses on the organiza tion that designs the job to meet employees’ interest. It is difficult for the org anization to fulfill the personal needs and values of each employee. However if the organization provides the appropriate authority to design work activities to the individual employees, then it is highly possible that the work activities c an match their employees’ needs that contribute to the organizational performance. How does the “Quality of work Life” affect the working climate of an organization? There is a little bit of SAIL in everybody’s life… 46

The QWL or Quality of Work Life in an organization is essential to the smooth ru nning and the success of its employees. The Work – Life balance must be maintained effectively to ensure that all employees are running at their peak potential an d free from stress and strain. The Quality of Work Life can affect such things a s: an employees timings, his or her work output, his or her available leaves, et c. An organization’s HR department assumes responsibility for the effective runnin g of the Quality of Work Life for their employees. Quality of Work Life helps em ployees to feel secure and like they’re being thought of and cared for by the orga nization in which they work The aim of QWL is to identify and implement alternat ive programs to improve the quality of professional as well as personal life of an organization’s employees QWL programs can be evaluated on the basis of following points: a. Fair compensation and job security: The economic interests of people drive th em to work at a job and employee satisfaction depends at least partially , on th e compensation offered. Pay should be fixed on the basis of the work done, respo nsibilities undertaken, individual skills , performance and accomplishments. Job security is another factor that is of concern to employees. Permanent employmen t provides security to the employees and improves their QWL. b. Health is wealth : Organizations should realize that their true wealth lies in their employees an d so providing a healthy work environment for employees should be their primary objective. c. Provide personal and career growth opportunities: An organization should provide employees with opportunities for personal/professional developmen t and growth and to prepare them to accept responsibilities at higher levels. d. Participative management style and recognition: Flat organizational structures help organizations facilitate employee participation . A participative managemen t style improves the quality of work life. Workers feel that they have control o ver their work processes and they also offer innovative ideas to improve them. R ecognition also helps to motivate employees to perform better. Recognition can b e in the form of rewarding employees for jobs well done. e. Work-life balance: O rganizations should provide relaxation time for the employees and offer tips to balance their personal and professional lives. They should not strain employees personal and social life by forcing on them demanding working hours,overtime wor k, business travel, untimely transfers etc. There is a little bit of SAIL in everybody’s life… 47

and Steers s (1982) concept of commitment. It may also reflect an internalized norm. and numerous scales to measure them. and Organizationa l identification. such as Job Sa tisfaction. defined as an employee s feelings about their job. This employee commits to the organization because he/she "wants to". the employee s psychological attachment to the org anization. the organization may have invested resources in training an employee who t hen feels a moral obligation to put forth effort on the job and stay with the organization to repay the debt. which was developed to integrate numerous definitions of c ommitment that had proliferated in the literature. Meyer and Allen drew largely on Mowday. that one should be loyal to one s 48 • • There is a little bit of SAIL in everybody’s life…                               . including economic costs (such as pension accruals ) and social costs (friendship ties with co-workers) that would be incurred. Beyond this general sense. Porter.f. defined as the degree to which an employee experiences a sens e of oneness with their organization. Exemplary of this work is Meyer & Allen s model of commitment. MODEL OF COMMITMENT According to Meyer and Allen s (1991) three-component model of commitment. which in turn drew on earlier work by Kan ter (1968). In developing this concept. These feelings may derive from many sources. For exa mple. The employee remains a member of the organization because he/she "has to". Continuance Commitment: The individual commits to the organization b ecause he/she perceives high costs of losing organizational membership (cf. Normativ e Commitment: The individual commits to and remains with an organization because of feelings of obligation. It can be contrasted with other workrelated attitudes. Fun at workplace: This is growing trend adopted by today’s organizations to mak e their offices a fun place to work. Organizational scientists have developed many nuanced definitions of organizational commitment . deve loped before the person joins the organization through family or other socializa tion processes. Beck er s 1960 "side bet theory"). An employee who is affectively committed strongly ident ifies with the goals of the organization and desires to remain a part of the org anization. WORKER’S COMMITMENT Worker’s commitment in the fields of in a general sense. prior research indicated that there are three "mind sets" which can characterize an employee s commitment to the organization: • Affective Commitment: AC is defined as the employee s positive emotional attachm ent to the organization.

job performance. Many researchers have used them to determine what impact an employee s level of commitment has on outcomes such as quitting behavior. Meyer and Allen develope d the Affective Commitment Scale (ACS). and the chance that the organization member will quit. and ab senteeism. the Normative Commitment Scale (NCS) and the Continuance Commitment Scale (CCS) to measure these components of commitmen t. at va rying levels of intensity. This idea led Meyer and Herscovitch (2001) to argue t hat at any point in time. an employee has a "commitment profile" that reflects h igh or low levels of all three of these mindsets. STEPS TAKEN BY BSP TO ENHANCE THE QUALITY OF WORK LIFE OF THE WORKERS There is a little bit of SAIL in everybody’s life… 49   . COMMITMENT PROFILE Note that according to Meyer and Allen. The employee stays with the organization because he/she "ought to" .organization. normative. and that different profiles ha ve different effects on workplace behavior such as job performance. and continuance sense. these components of commitment are not mutually exclusive: an employee can simultaneously be commit ted to the organization in an affective. absenteeism.

S witzerland.1. 2 .SA 8000 iniated for employee welfare Social Accountability Policy There is a little bit of SAIL in everybody’s life… 50 .Adoption of ISO system in Employee services ISO is an acronym for INTERNATIONAL ORGANIZATION for STANDRD Located in Geneva.HR POLICY of BSP is HR Policy • • • • To enhance employee productivity attuned to business goals of Bhilai Steel Plant . It is minimum criteria for an organization to compete globally. To promote a work culture which encourages the employees to contribute their b est. The criteria for ISO system is to have a HR POLICY. To strive for making a meaningful difference in the quality of life of empl oyees To develop proactive and customer focused HR team engaged in continual inn ovation and change management.

mines & units. • Demand accountability for safet y performance & provide the resource to make safety programme work. • Pursue the safety efforts by adhering to Occupational Health & Safety Management system based on the requirements of internationally recognized OHSAS: 18001 Standard and its periodic review at Works. 4. OHSAS for HEALTH AND SAFETY Occupational Health & Safety Policy BSP is committed to : • Create work site free from Occupational Health & Safety hazards for its employees.BSP being a responsible corporate citizen shall continuously strive to enhance v alue for its stakeholders by promoting a safe. 3 . • Positively influencing its Supplier s & Contractors in adhering to the SA Management System requirements • Complying w ith all applicable laws. healthy and socially accountable work culture by : • Adhering to Social Accountability Management System based on i nternationally recognized SA:8000 Standards. those living in the neighbourhood of its plants.QUALITY OF LIFE There is a little bit of SAIL in everybody’s life… 51 . • Comply with the applicable legislat ion & other requirements of OH&S. • The Safety of the p eople associated with it. • Involve all employees for continual improvement in OH&S.

Peo ple from the management are present in the workshop QUALITY OF LIFE WORKSHOP Improving quality of life of employees -Central session -Departmental session -S uggestions regarding welfare amenities.These proble ms can be related to housing. APRIL-JUNE( 2009) QUALITY OF LIFE( WORKSHOPS) No. INTERACTION AT TOP LE7EL There is a little bit of SAIL in everybody’s life… 52 .In these workshops workers’ problems are heard.QUALITY OF LIFE .township.Quality Of Life is a workshop which is organized once in every three months for the workers.medical are Invited. Held IRON AND STEEL MILLS M&S NW 4 2 2 1 E mployees Covered 79 41 53 92 TOTAL 9 265 5. medical or anything which affects his/her work.

Any employee can go and meet MD at his residence and discuss his matter. 2. 6.All the matters of concern can be discussed here in the presence of to p level management. STEPS TAKEN TO MOTIVATE AND INVOLVE WORKERS’ PARICIPATION IN MANAGEMENT There is a little bit of SAIL in everybody’s life… 53 . PRAGITISHEEL BHILAI MD DURBAR GM(P&A)OPEN FORUM OPEN FORUM AT SHOP FLOOR MD DURBAR is held on Sunday. GM(P&A)OPEN FORUM is held on Thursday. OPEN FORUM FOR ADRESSING GRIEVANCE There are four types o f such forums: 1. OPEN FORUM AT SHOP F LOOR is held every Friday.Bhilai Steel Plant helps to motivate its workers by helping them to interact at top level. 3. 4.

2. learning and is proactive to change.BSP is taking a great step in motivating its workers and invoving them in manage ment. To improve productivity techno-economic quality and system. SUGGESTION SCHEME QUALITY CIRCLE SHOP COMMUNICATION FORUM FEEDBACK SUGGESTION SCHEME This scheme was introduced on 31st October 2001. Bhilai has always valued the involvement of its employees in the affairs of the organizati on as a key to success. 3. OB JECTIVES: 1. efforts have been made over the years to create and sustain a cultur e of creativity by tapping the innovative ideas and talents of the employees. “Team work is the tenet for success” in BSP. There is a little bit of SAIL in everybody’s life… 54 . 4. This scheme was quite different from the above two schemes. To promote innov ative thinking for work life improvement. One of the credo of SAIL and BSP is “We create and nurture a culture that supports flexibility. To provide scope to participate in the development and growth of company. To encourage and recognize employee creativity. SCOPE: For all regular employees and trainees.” Toward s this end.

SUGGESTION SCHEME 2008-09 -5165 Suggestions received -Involving 24624 employees -INSSAN AWARD IInd Prize Suggestion scheme is now online -5072 suggestions generated in 2008-09 QUALITY CIRCLE Quality circle is a small group of employees from the same work area who volunta rily participate in identifying. finding and suggesting solutions to work related problems. • • • • TO THE ORGANISATION• Development of a complete coherent problem solving methodolog y. Help to improve work environment and methods. These are considered by the management and all feasible s uggestions are implemented by the circle members themselves.” BENEFITS OF QUALITY CIRCLETO THE EMPLOYEES• Important source of job satisfaction w hich is normally not available in the routine job. Quality circle is n othing but “collective problem solving through voluntary participation. Build up tea m approach to solving problem. There is a little bit of SAIL in everybody’s life… 55 . analyzing. Provide a sense of participat ion. Develop competence and confidence in creating changes and prepare persons f or shouldering high responsibilities in the organization hierarchy.

• Impro ved quality. • Better employer-employee relationship. QUALITY CIRCLE N BSP One of the most important tools for improvement through peoples’ involvement is Qu ality Circle. in 1992-93. the plant has completed 2533 pr ojects in the year 2002-03 involving 10700 employees. Starting with a humble beginning of 52 QC projects in the year of its inception. it was rechristened as Q. • Enhanced motivation to the employees. The project covers a wide spectrum of activities for improvement in productivity and quality at one end of the spectrum to improvement in safety. From th e year 2002-03. import substitution.C. 1467 11283 SHOP COMMUNICATION FORUMS There is a little bit of SAIL in everybody’s life… 56 . selected QC projects are kept in the network based “Knowledge Mana gement System” so that the employees can have easier access to them.BANGLADESH and all 3 won GOLD MEDAL. QUALITY CIRCLE 2008-09 Projects Employees covered HIGHLIGHTS -25 teams participa ted in NATIONAL CONVENTION -3 teams of non-executives participated in INTERNATIO NAL CONVENTION t DHAKA. energ y economization and investment savings on the other end of the spectrum.• Increase production or productivity. Introduced as Shop Improvement Group (SIG) in 1988 in Bhilai Steel Plant. housekeeping.

The em ployees are provided with company’s information (SAIL) about BSP and the informati on regarding the problem and targets are informed by the executives to their emp loyees. In this forum the awar ds or cash prizes are provided. and the executives only facilitate the environment. This forum has a very short duration i.Feedback under ISO system 2. Now the role of the employees is to analyze the problems and resulting s uggestions should be practical in order to implement them.Feedback under SA 8000 3. SHOP COMMUNICATION FORUMS 2007-08 -Held regularly in each shop -Group of 30 to 40 employees -Three part module Com pany information BSP information Shop specific information -478 sessions held co vering 10723 employees in 2007-08 -396 sessions held covering 9182 employees in 2008-09 FEEDBACK 1.This forum is quite different from all the above schemes.e.Feedback on specific topi cs FEEDBACK UNDER ISO SYSTEM AND SA 8000 -10% Of employees covered at all shops -Joint format for both the standard There is a little bit of SAIL in everybody’s life… 57 . minimum one month or more. This forum (SCF) is conducted by the employees a nd for the employees.

8 .7 2007.2102 Benefits -After 6 months of satisfactory utilization -On quality basis after certificatio n of sectional incharge GRADE S9/S10/S11 AMOUNT 750 58 There is a little bit of SAIL in everybody’s life… .1TO 2 DAYS ON THE JOB TRAINING -35 DAYS REWARD AND RECOGNITION Employees covered under MST 2006. CLASS ROOM INS TRUCTION.1974 .-Cumulative ratings are achieved FEEDBACK ON SPECIFIC TOPICS -This is online fee dback based on specific topic chosen as per current scenario in the field of HR OTHER STEPS MULTISKILLING: AIM-To equip employees with other related skills to ensure flexible and responsible working thereby facilitating rightsizing of manpower.

S6/S7/S8 S3/S4/S5 S1/S2 600 480 435 EMPLOYEE CARE Dedicated counseling section -Alcoholism -Family disputes -Absenteeism -Pre-reti rement -school children with deviant behaviour There is a little bit of SAIL in everybody’s life… 59 .

OBJECTIVE OF THE STUDY The study is carried to know the working environment and There is a little bit of SAIL in everybody’s life… 60 .

The study also aims to analyse the effectivenss of the various initiatives to enhance the quality of work life.the commitment of workers’ towards their work and the organization. There is a little bit of SAIL in everybody’s life… 61 .

This study has used an exploratory design to ana lyze the effectiveness of training and development for retaining the employees o f BSP.Implementation of Research Design . “Research Design is arrangement of condition for collection & analysis of data i n a manner that aims to combine relevance to research purpose with economy in pr ocedure. We study the various steps that are generally adopted by a researcher in studying his research proble m along with logic behind them.” It is a science of studying how research is done scientifically. Research Methodology may be summarized in following steps:1.” Method of Data collection While working on this project the methods of collecting data are to be predicate d about which sort of data is required for the study and accordingly to select o ne or more method of data collection. Questionnaire :A Questionnaire consist of a number of questions printed or typed in a definite or der on a form. Questionnaire contains simple & straight forward question s for the respondents.Preparing Research Design. Questionnaire is mailed to respondents who are expected to read & Understand the questions & write down the reply in he space meant for purpose in questionnaire itself. There is a little bit of SAIL in everybody’s life… 62 . The data are to be collected should be ori ginal.Defining Rese arch Objective. They are to be collected either through direct observation or through dir ect communication or through personal interviews with respondents in the forum. The method of collecting data in this study is presented here. 3.RESEARCH METHODOLOGY “Research Methodology is a way to systematically solve the research problem. 2.

In this study the sampling is applied in such a way that every individual has an equal chance of being included.15 asked for their suggestions. SECONDARY DATA WAS OBTAINED WITH HELP OF DEPARTMENTAL JOURNALS.There were fifteen questions. SAMPLING In this study the sampling has been done on random basis.Part B consisted of fifteen questions.Qu estionnaire was divided into two parts.Question no.age etc. INTERVIEW METHOD: The interview method of collecting data involves presentation of oral-verbal sti muli and reply in terms of oral-verbal responses.1 to 10 were related to the quality of work life and question no.Part A consisted of general information l ike name. Sample Area: There is a little bit of SAIL in everybody’s life… 63 . A random sample is one in which the every element has the same probability of being chosen. The elemen t is the object of the study. in this study our object are the respondents (work ers). When the respondents were fill ing the questionnaire they were asked questions related to their answers.Question no. We may be concerned with measurable characteristics of these units or with the number of proportions of such units marked by presence or absence of some q ualitative characteristics.NET AND SOME BOOK S.11 to 14 were related to com mitment of workers.In this study 200 questinnaires were distributed.

Th erefore the questionnaires were distributed in the ratio 140:60 140 questionnair es were distributed in Technical departments.This technique of sampling is applied in a geographical basis by the use of refe rence the entire area to be surveyed is broken in to smaller area and a few of t hese areas are selected on random basis Sample Size: The sample size is the number of sampling units selected from the area of invest igation. The manpower distribution in BSP in terms of technical:non technical is 75:25. In this study the sample size is 200. There is a little bit of SAIL in everybody’s life… 64 .The departments covered were SMS1. 60 questionnaires were distributed in non-technical de partment.CO&CCD and MECHANICAL.B BM.

OF RE SPONDENTS TOTAL 136 36 28 200 There is a little bit of SAIL in everybody’s life… 65 . Q1.0UTCOME The following outcomes were obtained after the study.The organization gives freedom to use your skills in your area of job? AGREE DISAGREE NEUTRAL NO.

OF RESPONDENTS PERCENTAGE 116 58 76 38 8 4 200 100 There is a little bit of SAIL in everybody’s life… 66 . The work environment in terms of relation with your immediate Superior and c olleagues is GOOD SATISFACTORY UNSATISFACTORY TOTAL NO. The management gives you recognition for good results achieved? AGREE NO. Q3. OF RESPONDENTS PERCENTAGE DISAGREE NEUTRAL TOTAL 144 72 32 16 24 12 200 100 .PERCENTAGE 68 18 14 100 Q2.

Q5. The training provided in company is GOOD SATISFACTORY UNSATISFACTORY TOTAL NO.Q4. OF RES PONDENTS PERCENTAGE It will not affect you you will disagree TOTAL 84 42 100 50 16 8 200 100 There is a little bit of SAIL in everybody’s life… 67 . If a change is braught in your work area You will agree rightaway NO. OF RESPONDENTS PERCENTAGE 76 38 92 46 32 16 200 100 .

OF RESPONDENTS PERCENTAG E 32 16 116 58 52 26 200 100 Q7.Q6. The welfare facilities at the work place in terms of canteen. OF RESPONDENTS PERCENTAGE 64 32 120 60 16 8 200 100 There is a little bit of SAIL in everybody’s life… 68 . The work environment in terms of safety and equipments is GOOD SATISFACTORY UNSATISFACTOR Y TOTAL NO. rest rooms and toilets are GOOD SATISFACTORY UNSATISFACTORY TOTAL NO.

The job given to you at present is GOOD SATISFACTORY UNSATISFACTORY TOTAL NO . The company communicates the every new change in rules and policies AGREE NO . OF RESPONDENTS PERCENTAGE DISAGREE NEUTRAL TOTAL 156 78 32 16 12 6 200 100 69 There is a little bit of SAIL in everybody’s life… . OF RESPONDENTS PERCENTAGE 108 54 88 44 4 2 200 100 Q9.Q8.

Are you proud that you work in Bhilai Steel Plant ? YES NO.Q10. OF RESPONDENTS PERCENTAGE NO CAN’T SAY TOTAL 184 92 16 8 200 100 Q11. During the work exigency if you are asked to overstay readily agree without thinking about any reciprocal facility agree with reciprocal facility only do n ot like it TOTAL There is a little bit of SAIL in everybody’s life… 70 .

OF RESPONDENTS Will accept Will not with extra accept facilities TOTAL 104 76 20 200 71 There is a little bit of SAIL in everybody’s life… . OF RESPONDENTS PERCENTAGE NO CAN’T SAY TOTAL 140 70 32 16 28 14 200 100 Q13. If you are given additional work or responsibility in addition to your pres ent work Will readily accept NO. Do you believe and actively participate in workshops or Communication forum s organized ? YES NO.NO. OF RESPONDENTS PERCENTAGE 132 66 28 14 40 20 200 100 Q12.

11 to 14 serve the purpose to know the COMMITMENT LEVEL.1 to 10 are fo r evaluating the QUALITY OF WORK LIFEl(QWL) 3. 2.PERCENTAGE 52 38 10 100 Q14. Given a chance would you like to work in any other organization in steel se ctor CAN’T SAY TOTAL YES NO.There are fifteen questions in the questionnaire.Question no. OF RESPONDENTS PERCENTAGE NO 44 22 116 58 40 20 200 100 ANALYSIS Methodology 1. There is a little bit of SAIL in everybody’s life… 72 .Question no.

Question no.option (b) is assigned 2 points. T o achieve 100% satisfaction with the quality of work life it is desired that all the 200 samples mark option (a) as their answer.(c) for each questions in the Questionnaire. The UNSATISACTORY LEVEL .4.(b). There are three options (a) .3 There is a little bit of SAIL in everybody’s life… 73 . -SAMPLES -POINTS FOR EACH OPTION(A) -QUESTIONS RELATED TO QWL .option(a) is assigned 4 points.POINTS TO BE ACH IEVED FOR 100% SATISFACTION WITH QWL 200 4 10 200*4*10 =8000 RESULT POINTS ACHIEVED IN THE STUDY FOR QWL 5904 % OF LEVEL OF SATISFACTION WITH QWL 72. The MAXIMUM SATISFACTORY LEVEL . The INTERMEDIARY SATISFACTORY LEVEL.option(c) is assigned 0 marks. 15 is used to know their suggestions.

80 70 PERCENTAGE 60 50 40 30 20 10 0 SATISFIED UNSATISFIED The pie chart shows the sample with their satisfaction level. MAXIMUM SATISFACTION INTERMEDIARY SATISFACTION UNSATISFIED ANALYSIS OF QWL AS PER TECHNICAL AND NON TECHNICAL STREAM TECHNICAL STREAM SAMPL E COLLECTED FROM SMS 1 There is a little bit of SAIL in everybody’s life… 74 .

POINTS TO BE ACH IEVED FOR 100% SATISFACTION WITH QWL 140 4 10 10*4*140 =5600 RESULT POINTS ACHIEVED IN THE STUDY FOR QWL 3984 % OF LEVEL OF SATISFACTION WITH QWL 71.BBM CO&CCD MECHANICAL 140 Questionnaires were distributed in these four departme nts. -SAMPLES -POINTS FOR EACH OPTION(A) -QUESTIONS RELATED TO QWL . To achieve 100% satisfaction with the quality of work life it is desired th at all the 140 samples mark option (a) as their answer.14 There is a little bit of SAIL in everybody’s life… 75 .

There is a little bit of SAIL in everybody’s life… 76 .80 70 60 PERCENTAGE 50 40 30 20 10 0 SATISFIED NOT SATISFIED NON-TECHNICAL STREAM 60 Questionnaires were distributed in this department.

To achieve 100% satisfaction with the quality of work life it is desired that al l the 60 samples mark option (a) as their answer.POINTS TO BE ACH IEVED FOR 100% SATISFACTION WITH QWL 60 4 10 10*4*60 =2400 RESULT POINTS ACHIEVED IN THE STUDY FOR QWL % OF LEVEL OF SATISFACTION WITH QWL 80 70 60 PERCENTAGE 50 40 30 20 10 0 SATISFIED NOT SATISFIED 1800 75 There is a little bit of SAIL in everybody’s life… 77 . -SAMPLES -POINTS FOR EACH OPTION(a) -QUESTIONS RELATED TO QWL .

-SAMPLES -POINTS FOR EACH OPTION(A) -QUESTIONS RELATED TO COMMITMENT . 11 to 14 were related to the LEVEL OF COMMITMENT. To achieve 100% L EVEL OFCOMMITMENT it is desired that all the 200 samples mark option (a) as thei r answer.LEVEL OF COMMITMENT Question no.POINTS TO BE ACHIEVED FOR 100% LEVEL OF COMMITMENT 200 4 4 200*4*4 =3200 78 There is a little bit of SAIL in everybody’s life… .

RESULT POINTS ACHIEVED IN THE STUDY FOR COMMITMENT % OF LEVEL OF COMMITMENT 2184 68.25 80 70 60 PERCENTAGE 50 40 30 20 10 0 COMMITED NOT COMMITED The pie chart shows the sample with their LEVEL OF COMMITMENT There is a little bit of SAIL in everybody’s life… 79 .

To achieve 100% LEVEL OF COMMITMENT it is desired that all the 140 samples mark option (a) as their answer.MAXIMUM COMMITED INTERMEDIARY COMMITED NOT COMMITED ANALYSIS OF LEVEL OF COMMITMENT AS PER TECHNICAL AND NON TECHNICAL STREAM TECHNI CAL STREAM SAMPLE COLLECTED FROM SMS 1 BBM CO&CCD MECHANICAL 140 Questionnaires were distributed in these four departments. -SAMPLES -POINTS FOR EACH OPTION(A) There is a little bit of SAIL in everybody’s life… 140 4 80 .

-SAMPLES -POINTS FOR EACH OPTION(a) -QUESTIONS RELATED TO COMMITMENT .POINTS TO BE ACHIEVED FOR 100% LEVEL OF COMMITMENT 60 4 4 60*4*4 =960 81 RESULT There is a little bit of SAIL in everybody’s life… . To achieve 100% LEVEL OF COMMITMENT it is desired that all the 60 samples mark option (a) as their answer .POINTS TO BE ACHIEVED FOR 100% LEVEL OF COMMI TMENT 4 4*4*140 =2240 RESULT POINTS ACHIEVED IN THE STUDY FOR COMMITMENT 1472 % OF LEVEL OF COMMITMENT 65.-QUESTIONS RELATED TO COMMITMENT .71 NON-TECHNICAL STREAM 60 Questionnaires were distributed in this department.

17 80 70 60 PERCENTAGE 50 40 30 20 10 0 COMMITED NOT COMMITED There is a little bit of SAIL in everybody’s life… 82 .POINTS ACHIEVED IN THE STUDY FOR COMMITMENT % OF LEVEL OF COMMITMENT 712 74.

There is a little bit of SAIL in everybody’s life… 83 .When asked about which other organization in steel the workers would like to wor k if they were given a chance 16% of the sample gave following answer and rest 8 4% would not like to work in any other organization.

VISHAKHAPATNAM JINDAL OTHRS STICK TO BSP INTERPRETATION 1.RINL. 3. 2.The level of commitment is high in the non –technical department. 68. There is a little bit of SAIL in everybody’s life… 84 . The satisfaction level related to the QWL is high in the non technical departmen t.25% of the workers are totally committed in the organization.The non technical depart ment has higher level of satisfaction in terms of QWL and the level of commitmen t is also high.There is 72.3% satisfaction with the Quality of Work Life in the organization.

4. FINDING After Data Analysis and Interpretation.Given a chance 6% of the workers would like to work in RINL.Most of the workers would like to stick t o BSP and not opt for any other organization in steel sector.VISHAKHAPATNAM whi ch is one of the competitors of BSP.More than half of the wor kers have good relation with their superiors and colleagues. There is a little bit of SAIL in everybody’s life… 85 . 2. I found that 1.This shows their le vel of commitment.The QUALITY OF WO RK LIFE IS related to the LEVEL OF COMMITMENT. 5.

SUGGESTION After considering various g suggestions each of the e implemented with utmost out it and take necessary parameters and data. So the organization has to be seriously think ab steps.3. There is a little bit of SAIL in everybody’s life… 86 .Workers know the importance of training and they feel that t hey require further training.The LEVEL OF COMMITMENT Is high where the satisfaction level with QUALITY OF W ORK LIFE is high. 4. I would like to give the followin suggestion given has its own fall outs and therefore b care.

. Where there is enough manpower the system can be centralized. The organization should improve the work ing environment of the employees so that they can work better and increase produ ctivity (In case of many departments where workers work in extreme hazardous con ditions). After eight weeks of Vocational Training. • CONCLUSION BSP promises a glowing future for itself and the country’s development in order to harness the benefit and standard of living of the people of the state and the c ountry. I came to the conclusion that the quality of work life is good in BSP but the management should take initiativ e to satisfy the There is a little bit of SAIL in everybody’s life… 87 . The promotion policy in the organization should be transparent so that the employees will work hard to improve themselves for promotion. The trainees should be free from the confusion and pressure of the wor k situation so that they can concentrate fully on learning. The organization should change the concept of time based promotion and give the employees promotion according to their work & sincerity. • • • The organization should provide need based training facilities to all grades of employees as per their job requirement.

BIBLIOGRAPHY Collection of primary data is done through questionnaire and secondary data is c ollected from some books. Books There is a little bit of SAIL in everybody’s life… 88 . Most of the workers of the organization are committed towards their work and the organization as more than 50% of them do not want to leave and work in any other organization in Steel Sector.internet and manual from department and library.workers in terms of Training as most of them feel the further requirement of tra ining by the organization.

hinduonnet.fieldtofactory.sail.com/fline/fl1424/142 40890. Vishwa Agrawal R.lse.R. – Personnel Management.hdfcsec.in/se archindex1.htm Growth of Sail http://www.Kothari C.co.co. King’s Book Publication.asp About the SAIL http://www.htm History of Bhilai Steel Plant http://www.K. Edition 2001-02 Internet http://www.uk/SteelPlantHist ory. New Delhi Edition 1997 Methodology.php?icode R ecent development and future plans There is a little bit of SAIL in everybody’s life… 89 .com/company/snapShotShow. – Research Prakashan.sail.ac.in/plants_bhilai.asp Company profile http://www.

ANNEXURE Study On “Quality Of Work Life And Worker’s Commitment Towards Organization In BHILAI STEEL P LANT” Questionnaire There is a little bit of SAIL in everybody’s life… 90 .

The training provided in company is (a)Good (b)Satisfactor y 5. The management gives you recognition for good resu lts achieved? (a)Agree (b)Disagree (c)Neutral 3.The organization gives freedom to use your skills in your area of job? (a) Agr ee (b)Disagree (c) Neutral 2.The work environment in terms of safety and equipments is (a)Good (b)Sat isfactory (c)Unsatisfactory 8.The company communicates the every new change in rules and policies There is a little bit of SAIL in everybody’s life… 91 .rest and toilets are (a)Good (b)Satisfactory (c)Unsatisfa ctory 7. The work environment in terms o f relation with your immediate superior and colleagues is (a)Good (b)Satisfactor y (c)Unsatisfactory 4.The job given to you at present is (a)Good (b)Sati sfactory (c)Unsatisfactory rooms (c)Unsatisfactory 9.If a change is brought in your work area (a)You will agree rightaway (b)It w ill not affect you (c)you will disagree 6.The welfare facilities at the work pla ce in terms of canteen.Part A Name(optional): Grade: Length Of Service: Department: Age: Part B 1.

Are you proud that you work in Bhilai Steel Plant? (a)Yes (b)No (c)Can’t say 11 .(a)Agree (b)Disagree (c)Neutral 10.During the work exigency if you are asked to over stay (a)You readily agree wit hout thinking about any reciprocal facility (b)You agree with reciprocal facilit y only (c)You do not like it 12.If you are gi ven additional work or responsibility in addition to your present work (a)You wi ll readily accept (b)You will accept with extra facilities (c)You will not accep t 14.What is/are your suggesti on(s)? There is a little bit of SAIL in everybody’s life… 92 .Do you believe and actively participate in works hops or communication forums organized? (a)Yes (b)No (c)Can’t say 13.Given a chance would you like to work in any other organization in steel se ctor (a)If Yes then please name it (b)No (c)Can’t say 15.

There is a little bit of SAIL in everybody’s life… 93 .

There is a little bit of SAIL in everybody’s life… 94 .

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