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Reg. No. 71103631027
KONGU ENGINEERING COLLEGE,
Perundurai, Erode – 638 052.
A PROJECT REPORT Submitted to the
FACULTY OF MANAGEMENT SCIENCES
In partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Certified that this project report entitled “A STUDY OF LABOUR WELFARE MEASURES at SAIL - Salem Steel Plant, Salem” is the bonafide work of Ms.K.NITHYA who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
Viva-voce held on _________________
In this project, an attempt has been made to study of the Welfare Measures available at SAIL Salem Steel Plant (SSP). The factories Act, 1948 lays stress on improved working conditions for the workers employed in recognized industries. This Act implies providing better working conditions, such as proper lighting, heat control, cleanliness, low noise level, toilet and drinking facilities, etc., In SSP Welfare measures like Canteen, Education, Medical, Service dress, Township, Monet, Motivational Scheme like incentive scheme for Non executives scheme, and executives scheme, Market Executive Reward scheme, Nehru award, Jawahar award, good work scheme, Suggestion scheme, Incentive for higher studies. SSP also provide Advances like Festival Advance, Vehicle advance and House building advance etc., In order to study the objective, the data have been collected through Primary survey by administrating a detailed questionnaire to section of the employees selected at random. The sample size is 300 and is collected randomly. The simple percentage analysis is used to know the satisfaction level of the employees regarding welfare measures. It is observed that overall the workers are satisfied with the facilities. Suggestions were made based on the findings. The existing facilities such as First aid, Night duty allowances, Restroom, Funeral expenses can be improved for further satisfaction of workers.
M. M.M. Somasundaram.D. Ph. I express my sincere thanks to the principal Dr.A Director.A. and Mr. . Finally.E. PGDM Guide.B. SSP for having given me an opportunity to do the project work in this organization. Faculty of management studies for his valuable advice and guidance to carryout the project work successfully this unstained attention and meticulous guidance at all stages of my project will be ever remembered.. I wish to express my hearty thanks to Mr.S. I would like to profoundly thank to my parents and my friends who helped me to complete this project successfully. Murugan Asst Manager (HRD & ADMIN). R..Natrajan.ACKNOWLEDGEMENT I express my gratitude and sincere thanks to Mr. Suresh Kumar M.SUNDER SINGH.sc. P. Department of Management Studies for giving this opportunity to know the real experience from this project. PGDFPM. Dy Chief Personnel Manager for giving valuable guidance and vital information at different stages of this project work.P.. My honest efforts are directed towards expressing my thanks to Mr.
1 1.5 CHAPTER 2 2.3 1.3 CHAPTER 3 3.2 1.2 2.1 INTRODUCTION The Steel Industry in India Steel Authority of India limited Salem Steel Plant Scope of Welfare Measures Duties of Welfare Officer OBJECTIVES OF THE STUDY Objectives Scope of the study Limitation of the study RESEARCH METHODOLOGY Introduction 25 22 23 24 1 3 6 10 20 iii vii viii .CONTENTS T I T L E P A G E . N O Abstract LIST OF TABLES LIST OF FIGURES CHAPTER 1 1.4 1.1 2.
4 3.2.2 4.2.2. SUGGESTIONS Findings Suggestions CONCLUSION Conclusion APPENDICES LIST OF TABLES 25 26 26 26 27 34 47 48 49 50 ANALYSIS OF DATA AND INTERPRETATION TABLE N O 184.108.40.206 4.2.2 CHAPTER 6 220.127.116.11. CHAPTER 5 5.1.10 4.7 4.14 Age wise classification of employees Designation wise classification of employees Satisfaction with regard to SSP Hospital Satisfaction with regard to Number of doctors in the hospital Satisfaction with regard to Referral system Satisfaction with regard to Service Dress Satisfaction with regard to quality of service dress Satisfaction with regard to usefulness in performing duty Satisfaction with regard to with regard to MONET Satisfaction with regard to entertainment by MONET Satisfaction with regard to canteen Satisfaction with regard to food in Canteen Whether the weightage is given to the suggestion by employees Satisfaction with regard to higher education NAME OF THE TABLE PAGE N O 34 34 35 36 36 37 37 38 39 39 40 41 41 42 .2.3 4.4 4.8 4.1 4.6 4.9 4.3 3.2.5 18.104.22.168.1 Research Design Type of research Sources of information Sampling Design Secondary data analysis Primary data analysis FINDINGS.2.2.13 4.2 3.5 CHAPTER 4 4.11 4.1 5. 4.
23 Satisfaction with regard to Township school Satisfaction with regard to Number of teachers in School Satisfaction with regard to Rest room Satisfaction with regard to toilet facility Satisfaction with regard to motivational scheme Satisfaction with regard to Co-operative stores Satisfaction with regard to Recreational measures Satisfaction with regard to Sports and cultural activity Satisfaction with regard to Non-statutory welfare measures LIST OF FIGURES 42 43 43 44 44 45 45 46 46 FIGURE NO 1.18 4.3 4.15 4.21 4.1 22.214.171.124.1 126.96.36.199.2.20 188.8.131.52.17 4.2.4 4.19 4.2.22 4.16 184.108.40.206.2 4.5 NAME OF THE FIGURE Organizational Structure Satisfaction with regard to SSP hospital Satisfaction with regard to Service Dress Satisfaction with regard to MONET Satisfaction with regard to Canteen Satisfaction with regard to Education PAGE NO 5 35 38 39 40 42 .2.
The steel industry in India symbolizes the general changes of a radical nature. which have swept across the economic scene of the country during the current decade. 1.1. The level of per capita consumption of steel is treated as an important index of the level of socioeconomic development and living standards of people in any country. Deposits the fact steel products are susceptible to corrosion and have a relatively high strength to weight ratio.1 THE STEEL INDUSTRY IN INDIA 1. alternative materials have not been able to make many inroads into its domain. It is a product of large and technologically complex industry having strong forward and backward linkages in terms of material flows and income generation. Latest technologies have been adopted and the outputs have increased.CHAPTER 1 INTRODUCTION Under this chapter the significance of steel industry in India will be discussed with Salem Steel plant as an example wherein the Welfare Measures offered by the industry to its employees will be studied and analyzed in the following chapters. The industry has moved up in the value chain and exports have risen .1 Steel Steel is circular for the development of any modern economy and it is considered to be the backbone of human civilization.
Nepal.4 million tones of steel in 1976-77. Taiwan. When the main producers exported 3.79 million tones in 1995-96 and 3. with much lesser degree of backward integration and hold around 705 of the mild steel capacity in the Indian steel industry. Indonesia. Once domestic demand revived. India’s major market for steel and steel items include USA. west Asia. and price. Canada. exports again declined to pick up only in 1991-92.consequent to a greater integration with the global economy. These two strategic groups together uses a mix of technologies. The third groups of tertiary producers were the mini-steel plants.1. India once again started exporting steel only in 1975 touching a figure of 1 million tones of pig iron and 1. quality. . SriLanka and Belgium.2. exports declined. arc of induction furnaces and are very small in size.3 million tones in 2001-02. Japan. The challenges that confront Indian steel industry in the age of globalization are complex in nature following the right strategy may help India to perform better in all areas in a competitive world. The steel industry has to gear up to meet domestic as Well as global competition terms of product range.3. Steel Producers There are mainly two types of steel producers. 1.1. Italy.87 lakh tones which rose to 2. primary and secondary producers. using electric. 1. Export of Steel in India Exports in the first 5 years were mainly due to recession in the domestic iron and steel market. Thereafter.
. manages India’s second largest mines network. From ordinary safety pin to sophisticated industrial applications. with its five integrated steel plants. forms the strength of its foundation. (SAIL). achieving cost leadership through rigorous cost cutting drives and rationalizing manpower to bring down the total number of employees to competitive levels are some other facets of the strategy to ensure sustained profitability and growth. Making employees aware of the market requirements. ensuring greater involvement of plants in marketing initiatives. (SAIL) is India’s largest and one of the world’s leading steel procedures with a turn over of 22. three special steel plants and Ferro-alloy plant forms the backbone of Indian Steel Industry. India’s largest corporate entity.2. Its Central Marketing Organization (CMO) and the International Trade Division (ITD) market within and outside India SAIL’s vast portfolio of long.1.000 cr. Its reservoir of human talent and expertise supported by the latest state-of-art the technology. STEEL AUTHORITY OF INDIA LIMITED Steel Authority of India Ltd. flat and tubular products respectively. SAIL is in the midst of organizational restructuring to bring greater focus on its core business of making carbon steel. SAIL’s ability to continuously grow in different market condition reflects the inherent strengths of the company to manage its operations under the varying and fast changing business environment over a long span of time. SAIL’s Raw Materials division headquartered at KOLKATTA. By-products and chemicals are marketed directly by the respective steel plants. Steel Authority of India Ltd.
Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel Plant (VISP) in Karnataka. SAIL has been progressively investing in technological up gradation of its plants and facilities for environmental protection. there is a strong focus on SAIL’s business activities for customer satisfaction. Rourkela Steel Plant (RSP) in Orissa and Bokaro Steel Plant (BSL) in Jharkhand. SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West Bengal. In the new millennium. The product mix is being continuously oriented to specific needs of different market needs of different market segments. the accent in SAIL is to accelerate the process of change. SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in Chhatisgarh. Information Technology will be an important tool in providing competitive advantage in the coming years. . adopting an approach for increased synergy between production capability and market needs and ensuring supply of customized products with shorter lead times. adapt to emerging competitive business environment and excel as a business organization both within and outside India.In the new millennium. Durgapur Steel Plant (DSP) in West Bengal.
General Manager (Technical & Admin) General Chief of Finance Manager Executive Director Additional Chief Vigilance Officer Asst.General Manager Computer & Information Senior Manager Safety Chief Personal Manager Chief (Medical & Health) Senior Manager (Town Administration) Manager (Administration) .1 ORGANISATIONAL STRUCTURE General Manager (W) Deputy General Manager Projects Deputy General Manager (MM) Chief of Communication Deputy Manager Deputy General General Manager Quality Deputy Manager Operation Asst.Figure 1.2.General Manager Law & Internal Chief of Personal and Administration Asst.
laid the foundation on stone for the Salem Plant. South India.1. Based on the feasibility report the government made an investment decision in 1972. 1992. on September 16. Salem Steel Plant (SSP) is the youngest member of SAIL. On Sep 13. sourcing the equipment and technical know-how. This was followed by acquisition of around 3973 acres including the lands at Yercard. SSP produced all thickness and finishes . Prime Minister. cold rolling and Blanking have been established at Salem Steel through backward integration over the years.38 acres for the project inauguration. The government of Tamil Nadu commenced acquition of land in August 1970. the public sector giant becomes the visitor to the latest technology and sophistication. for the plant. To meet the growing demand in 1970 the Prime Minister of India announced in the Loc Sabha the decision of the government to setup a steel plant at Salem in Tamil nadu. from the leaders in the respective fields from around the world. electrical steel and special sheets and strips. Kuchikaradu and poolampatti. railway siding. State-of the art facilities for Hot rolling. with 43. is a special steels unit of steel Authority of India. Work progressed on schedule and the Hot Rolling Mill was commissioned on March 13. 1977. Later. the detailed project Report was approved by the government and sanction was accorded for implementation of first stage to be completed in Sep 1981. to establish an integrated special steel plant for the manufacture of stainless steel. 1970 Smt. Indra Gandhi. and township and external water supply scheme.3. SALEM STEEL PLANT SSP located at the hills of Kanjamalai in Salem.
The entire plant is certified for the ISO: 9001 quality assurance and ISO: 14001 Environment Management Systems. the plant is also supplying LPG grade is 6240 steel in sheet form. Its products have become a household name ‘Salem Stainless’ in the domestic market and are widely exported.25 mm. Vision To be the market leader and prosper in business through satisfaction of customer needs by continual improvement in quality.of its product mix during the first year of operation itself stabilizing operation. SSP can also supply hot rolled carbon steel in thickness of 1. Commissioned in 1981. besides meeting the requirements of 100 percent export oriented units and free-trade zones in India.5. the plant is steadily building up its capacity and achieved a break even point at the end of the third year of its operations 1984-1985. SSP has been recognized as a well known manufacture of boiler quality steels. the plant has a capacity to roll 186000 tones of hot rolled carbon and stainless steel sheets and coils per annum. 1. . cost & delivery of products and services. The plant has gone beyond its designed capacity and successfully cold rolled value added 0.4. Organization Goals Mission Sustained growth through internal generation of resources is the hallmark of the corporate mission of SAIL. Salem Steel Plant (SSP) is a premier producer of international quality stainless steel in India. 1. In hot rolled special grade carbon steels.13mm thick stainless steel.
Customer Satisfaction Customer satisfaction is the priority of every employee and the purpose of every job. . Consistent profitability Consistent and significant profitability must be the essential outcome of our activities. Commitment to Excellence Harnessing the full potential of all resources through creativity. This alone enables to achieve market leadership.Core Values 1. continuous improvement and teamwork makes the best organization. 3. Concern for people Developing competence and commitment of our people for enhancing their contribution is necessary for achieving customer satisfaction. 4. 2.
This plant has won the SAIL Paryavaran Award consecutively for three years. a conversion scheme was launched for producing value-added products like dinner sets and doorframes. These products have gained wide acclaim and popularity among the general public. it has won the SAIL Parayavaran Award for the year 1999. The plant has also achieved ISO Certification for its hot-rolling mill within year of its commissioning. Quality is the hallmark of Salem Steel Plant. The plant is the first among the SAIL units to achieve zero discharge of effluence and swage.Achievement of Salem Steel Plant: Besides these products. Salem Steel Plant is equally effective in pollution control and environment management. The plant is also the first in the SAIL units to achieve Zero discharge of effluence and sewage. Strong adherence to quality is followed in the plant since inception. . Salem Steel Plant thus added another features to its cap. Salem is the first among the SAIL plants to get ISO-9002 Certification. It has also won the Jawaharlal Memorial National Award for pollution and energy conservation methods from the International Greenland Society.
. at all times. Employee welfare increases the productive efficiency of the workers and induce them a new sprit of self-relation and consciousness. To save the workers from the evils.4. labour welfare measures are essential for industry. Labour investigations committee defines welfare as “anything done for intellectual.4. consequential surrounding and provided with amenities conductive to good health and high morale. Any work. which is undertaken for a monetary consideration is called as labour. by government or by other agencies or over and above what is normally expected on the part of the contractual benefits or which workers have bargained”. International labours organizations refers with regard to labour welfare as such services. Importance of Employee Welfare The importance in the conditions of their life and work will lead to high production and peace. facilities and amenities which may be established in or in the vicinity of undertaking to enable the persons employed in them to perform their work in healthy. whether by employers. but the fact remains that no production possible without an efficient labour force. which will ultimately lead to the national progress. to increase productivity efficiency of the workers and to make the country more prosperous.1. whether manual or mental. SCOPE OF WELFARE MEASURES Labour. physical. 1. moral and economic and betterment of the workers.1. has been recognized as a separate factor of production. There have been differences of opinion with regard to the importance of labour.
which are provided by the explorer voluntarily for the benefit of the employees. In this study employee welfare refers to labour welfare. Even though more provisions are becoming statutorily obligatory.4.1. So there is a vast scope for employers to play their role in providing voluntary facilities. new avenues for voluntary welfare work are always opening up as a result of new situations arising out of more accelerated pack of industry. If he is forced to work in inadequate light conditions or polluted air conditions. Employee Welfare Activities Employee welfare constitutes the provision of welfare work.2. . Overacting of the environment are worse than under heating although both are expensive in terms of decline in output since respiratory ailments would be caused by both the conditions 1. Definition The term “employee” and “labour” is used interchangeably in the study unit. Voluntary Voluntary facilities are the facilities. his output potential will decline. Even the most sincere employee cannot contribute his productivity is bound to increase when he is comfortable at the workplace and he is conscious of the welfare amenities.4. Efficiency of the workforce is directly and indirectly linked with the conditions and environment under which they are required to work. which depends for their observance on the compulsion of the government.3.
which hamper effective administration. . It also provides that employees should work in healthy and better sanitary conditions so far as the manufacturing process will allow and precautions should be taken for their safety and for the preventions on accidents. Employees provident fund Act 1952 7. Employee Welfare Measures – An Overview The following Acts provides these measures: 1. This is a place where trade unions can play the active role and undertake many provisions for the betterment of the workers. Payment of gratuity Act 1972.Mutual Mutual welfare facilities are the joint enterprise of the workers to improve their lot. Experience of the working of the act has revealed a number of defects and weakness. Employee state insurance Act 1948 4.4. 6. Hence the factories act 1948 was enacted and new changes were introduced to male health safety and welfare measures more appropriate to the factory workers. Employees family pension scheme 1971 3. Factories Act 1948 2. 1. Workmen’s compensation Act 1923 5.4. The main object of this act is to protect factories act from being subject to unduly long hours of bodily strain or manual labour. But they are not much developed to provide these facilities to the workers. Maternity benefit Act 1961 Factories Act 1948 The existing law reacting to regulation of labour employed in factories in India is embodies in the factories act 1934.
suitable arrangements for sitting shall be provided and maintained for all workers who are obliged to work in a standing position.1. which may occur in the course of their work. Facility for sitting (Sec.43) The state government may make rules requiring the provision of suitable places for keeping clothing of workers not worn during working hours and for the drying or wet clothing in respect of any factory or class of factories.44) Provision of status arrangement for workers obliged to work in a standing position. In every factory.42) In every factory adequate and suitable facilities (separately and adequately screened for the use of male and female workers) shall be provided and maintained for the use of the workers therein and such facilities shall be conveniently accessible and shall be kept clean. Provision of seating arrangement for workers doing work which can be done in a sitting post if the workers in any factory engaged in a particular manufacturing process or working in a particular room are able to do their work. Washing Facility (Sec. 2. . This has been done in order that workers may take advantage of any opportunities for rest. the chief inspector may require the occupier of the factory to provide such seating as may be practicable. Facility for storing and drying clothing (Sec. 3.
There shall in every factory be provided and maintained so as to be readily accessible during all working hours.4. There shall be at least one such box for every 150 workers ordinarily employed at any one time in the factory. Ambulance room in a factory employing more than 500 workers. First-aid box to have prescribed contents. First aid appliances (Sec. Only the prescribed contents shall be kept in a first aid box or cupboard. first-aid boxes or cupboards with the prescribed contents. such person shall always be readily available during the working hours of the factory. Further. In every factory wherein more than 500 workers are ordinarily employed there shall be provided and maintained an ambulance room containing the prescribed equipment. The room shall be in the charge of such medical and nursing staff as may be prescribed and those facilities shall always be made readily available during the working hours of the factory. Each First-aid box shall be kept in the charge of separate responsible person who holds a certificate in the First-aid treatment recognized by the state government. Most first-aid box to be in the charge of responsible person.45) At least one first-aid box with prescribed contents for every 150 workers. .
no worker shall eat any food in the workroom.46) Canteen in factory employing more than 250 workers the state government may make rules. lunch rooms where workers can eat meals brought by them with provision for drinking water. In every factory wherein more than 150 workers are. there shall be provided and maintained a suitable room for use of children under the age of 6 years of such women. rest rooms. however. Where a lunchroom exists.48) Provision of crèches in factories employing more than 30 women workers. . 7. Canteens (Sec.47) Provision for shelters. rest rooms. any canteen maintained in accordance with the provision of Sec 46 shall be regard as part of this requirement.5. Crèches (Sec. there shall be a provision for shelters. Lunch rooms in a factory employing more than 150 workers. a canteen shall be provided and maintained by the occupier for the use of the workers. rest rooms and lunch rooms (Sec. Shelters. The state government may make rules requiring that in any specified factory wherein more than 250 workers are ordinarily employed. In every factory wherein more than 30 women workers are ordinarily employed. 6.
Welfare officers Employment of welfare officers in a factory employing 500 or more workers.Crèches should be adequate lighted and ventilated and to be under the charge of trained women. In addition to pension sum of Rs. In the event of an employee’s death his family gets pension on a graded scale depending on the employee’s last salary grade. obviously under the present scheme.as retirement benefit.200.50 to Rs. Employees Family pension scheme – 1971 The family pension seeks to provide some monetary relief to the family members of employees. Rooms for use of children shall provide adequate accommodation shall be adequately lighted and vent lighted. who retire from service. before superannuating. The location and the standards in respect of construction. 1000. furniture and other equipment of rooms for use of children belonging to women workers. 8. get a lump sum of Rs. . The range of pension is around Rs. accommodation. Further they shall be maintained in a clean and sanitary condition shall be under the charge of women trained in the care of children and infants. Is also paid as life insurance benefit. that is. In every factory wherein 500 or more employees there shall be one welfare officer for the purpose of marinating those facility. who die in service. Those employees. 4000/. retiring employees do not benefit from any sort of pension.
1000 The employer is liable to pay under this act. the compensation incase of personnel injury by accident arising out of and in the course of employment. In case of sickness. No compensation is however payable if the incapacity of the worker. which run on permanent basis. Employees State Insurance Act 1948 This Act applies in the first instance to the personnel factories using power and employing 20 or more persons. . plantations.The employee. The objective of this act is to provide certain benefits to employees. mines. factories. The act applies to all permanent employees employed in railways. Workmen’s compensation Act 1923 In 1923 the government of India passed the workmen’s compensation act intended to provide for the compensation to those workman who sustain personnel injuries by the accidents arising out of and in the course of their employment. not resulting in death. The central government pays the administrative cost of the scheme. The act covers all factories and industries. and it does not include any seasonal factory. the employer and the state government contribute 1-1/6% of the employee’s pay as contribution to fund. mechanically prepared vehicles construction work and certain hazardous occupations of drawing a salary not exceeding Rs. maternity and employment injury and to evolve a scheme for socio-economic welfare of the workers.
. Cement. Iron and Steel industries. The employees and employers contribute 6 % of the total emoluments. Since. The rates of compensation are fixed for all type of injuries according to wager ranges. Employees Provident Fund Act 1952 The act was passed in 1952 covering factories employing 50 or more workers in 6 major industries Viz. This scheme applies to workers drawing a monthly salary of Rs. Payment of gratuity Act 1972 The government has also passed the government of gratuity act 1972 under which employees in factories. ports. b) total or partial permanent disablement and Temporary disablement. . shops or other establishments are entitled to gratuity under completing 5 years of service. plantations. 1000 or less. injury has been divided into three categories. companies. oil fields. They are: a) Causing death. railways. Establishment employing between 20 and 50 persons are also exerted for 5 years. Engineering. Paper and Cigarettes. Textiles. If the period of disablement does not exceed 28 days.The amount of compensation payable depends on the nature of injury and the average monthly wages of the worker concerned for this purpose. at the rate of ½ month’s wages for each completed years of services subject to a maximum of 20 months wages. no compensation is paid for the first thirty days.
. Section (4) of this act prohibits of work by women under certain circumstances.The scheme covers every employee drawing as salary of Rs. No pregnant women shall be made to do any work which involves long hours of standing. A special reserve fund was made for making the payment to outgoing members. Maternity benefit Act 1961 Maternity benefit act 1961 has been passed to regulate the employment of women in certain establishment for certain periods before and after childbirth to provide different kinds of benefit to female wage earners.100 or less and who has completed one year continues service and actually worked for 240 days in that period. 1) 2) Women shall not be employed during six weeks immediately following the day of her delivery or miscarriage.
d) To watch industrial relation with a view to use his influence in the event of dispute between the factory management and workers to help and to bring about a settlement by persuasive effect.1 Other duties a) To advice and assist the management in the fulfillment of its obligations statutory or otherwise concerning. Prevention of personnel injuries and marinating a safe work environment.5. DUTIES OF WELFARE OFFICER The duties of welfare officer shall be the following a) To establish the conduct and hold consultations with a view to maintain harmonious relation between the factory management and workers. . individuals as well as collective with a view to secure expeditions redress and to act as liaison officer between the management and labour. 1. in such factories where a safety officer is not required to be appointed under the enabling provisions under section 40B of Act. e) To advice the management and concern departments of the factory obligations. statutory or otherwise concerning regulations of working hours.5. b) To bring the notice of the factory management the grievances of workers. medical scare compensation for injuries and sickness and other welfare and social benefit measures. maternity benefit.1. c) To study and understand ht point of view of labour in order to help the management to shape and formulae labour polices to the workers in a language they can understand.
court or tribunals on . h) To work for the improvement of educational facility and promote adoption of the family welfare measures among the workers. co-operative societies and welfare comities and to supervise their works. f) To advice the provision of welfare facilities. No welfare officer shall deal with any disciplinary against a person employed in a factory or appear before a conciliation officer. such as housing facilities foodstuffs social and recreational facilities sanitation advice on individual. Welfare officers not to deal with disciplinary cases or appear on behalf of the management against workers.b) To promote regulations between the concerned departments of the factory and workers. guarantee of loans and legal advice to workers. d) To encourage the provision of amenities such as canteens. drinking water. crèches adequate latrine facilities. sickness and benefit schemes payment. personnel problems and education of children. e) To help the factory management in regulating grant of leave with wages and explain to the workers. which will bring about productive efficiency as well as amelioration in the working conditions and to help workers to adjust and adopt themselves to their working environment. The provision relating to leave with wages and other leave privileges and to guide the workers in the matter of submission of application for grant of leave for regulating authorized absence. c) To encourage the formulation of ht workers and joint production committee.
CHAPTER 2 OBJECTIVES OF THE STUDY 2. To recommended suitable remedies related to welfare problem so as to increase the job satisfaction and productivity of . When he is required by a conciliation officer.1. To identify the place of deviation in the Factories Act. implementation of welfare measures from the statutory regulation of the the employees. court or tribunals to appear as an indefinite witness. To pin point disparity in the existing welfare facilities.behalf of the management. Objectives the organization To study the existing welfare measures adopted by To identify the impact of the welfare measures upon the workers health and productivity.
All these three aspects are interrelated and work together in a three dimensional approach. his family and community. According to the social institution degree of the industrialization and general level of social and economic department. It is a dynamic and flexible concept and hence its meaning and content differ form time-to-time. mental.2. The relative concept of welfare implies that welfare is relative. These four elements together constitute the structure of the welfare implies the welfare of man. industry-to-industry and country-tocountry depending upon the value system level of education. in time and place.2 Scope of the Study The concept of labour is necessarily dynamic and has been interpreted in different ways from country to country and time-to-time and even in the same country. moral and economical well-being. . Labour welfare may be viewed as a total concept and as a relative concept. So also. social customs and degree of industrialization and general standards of a socio-economic department of people. the concept of welfare is interpreted from various angles. The total concept is a desirable state of existence involving the physical.
Limitation of the study This primary data is collected from these employees during their little leisure hours and co-operation in responding to the schedule was not encouraging. to its employees. Labour welfare measures provided as per the provision of Factories Act.3. For analysis. . 1948 and other voluntary welfare measures alone have been taken in this survey.2. So. 100% accuracy cannot be expected in this study. This study deals with labour welfare measures and management relations provided by SSP.
CHAP TER 3 RESEARCH METHODOLOGY 3. Research Design Research design acts as the blueprint for the research by using this framework the researcher moves step by step in to the research process. measurement and analysis of data. It helps the researcher to know which research method and analysis could be utilized to bring out a possible solution for a research problem. Introduction Research is a systemized effort in gain knowledge. Research methodology is a technique used to systematically solve a research problem. It constitutes the basic forms for the collection. keeping in view the objective of the research and .1. Research design stands fro the advanced planning of the methods to be adopted for collection of relevant data. 3.2. Moreover it explains about the techniques to be used in the analysis. The researcher should know why a particular technique to the project. It can also be referred to as ‘the search of knowledge’.
Type of Research The type of research design used in this project was the descriptive research. it helps to describe the characteristics of a particular group of people. All these data were helpful in carrying out the analysis. In this research the primary data was collected by means of a structured questionnaire.3. The questionnaire consisted of twenty-five questions inquiring various factors related to their Welfare measures in SSP. The secondary data was collected through company profile.5. Because. Sampling Design . working within a company.availability of staff. Sources of Information It is necessary for every research to have both primary data and secondary data. journals. Each group may have separate reasons for exhibiting such characteristics within the company. 3.4. without which the research would be inefficient. This research design was selected based on the objective on the study and keeping in mind the time and availability of recourses for the research. 3. websites and other databases of the company. Careful design of descriptive studies was necessary to ensure the complete interpretation of the situation and to ensure minimum bias in the collection of data. time and money. The descriptive study was carried out to seek these reasons. The characteristics of a work group may differ in many ways in different companies. 3.
MONET 6. The sampling technique used was the simple random sampling. Recreation Facility 8. Incentive scheme for executives employees c. Canteen 2. websites and other databases of the company. CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION 4. Secondary data analysis The secondary data was collected through company profile. Nehru award . Medical 3. Service Dress 5. In SSP various facility are provided to their employees.1. Township 7.Sample design lays down all the details to be included in a sample. It is a definite plan for obtaining a sample from a given population. It was the method by which each number of the population had a chance of being selected. Motivational Scheme a. Educational 4. journals. They are: 1. Incentive scheme for Non_executives employees b. Incentive scheme for Market executive employees d.
Suggestion scheme h. it feels should try to provide at least on balanced meal to workers and allow them credit purchases so that it may make good use of the facility. Good work Reward g. In the case of small establishments the committee has suggested joint services as also in backward areas. specified meals. These canteens benefit about . The CLW has suggested that canteen legislation should be amended to empower state government to make rules to meet the objective of nutrition. Main canteen is placed in CRM complex. another in Admin area. a canteen should be provided and canteen standards should be maintained. the Factories Act places the responsibility on State Government to make rules that in any specified factory with more than 250 workers. There are 3 canteens available in SSP. The items of expenditure in the running of the canteen. However. Jawahar award f. which are not to be taken into account in fixing the cost of.e. Canteen. Each state government has framed its own rules. CLW in its survey found that even where canteens are provided they are not well stocked. Workers should have representation in the management of the canteens. Incentive for higher studies 1.Canteen In India. One at HRM.
Children of Non-employees also gain the benefit of this school. The menu for Tiffin and lunch are finalized on the basis of the recommendation of a Committee consisting of representatives of union and Management constituted for the purpose. There is two-schools functioning in SSP Township for the benefit of the children of employees. . For the Occupational Health Center. 2. The services of hospital are extended to CISF personnel posted at SSP as well as the general public residing near by villages. Educational Facilities Education. 3. One at primary level and another at secondary level. one ‘Factory Medical Officer’ is appointed and posted at OHC. which also attend to the cases with regard to industrial hygiene. Medical SSP has a full-fledged 40-bedded hospital in the township premises. More than 1000 students are studying in this school. to the children of factory employees is a statutory requirement. The children of nearby village other than SSP employees in limited number are also benefited by the service of this school. Well-trained graduate and postgraduate teachers are posted for coaching purpose. The food serve in the canteen are subsided to all the employees. as per statutory requirement. All employees and their dependent family members are provided with medical treatment at free of cost.800 employees every day. Over and above there is an Occupational Health Center in the plant premises. Over and above about 6 number of children who are socially back warded are admitted to class I and given free education in this school every year.
4. Township SSP Township consists of above 832 numbers of dwelling units at about 70% satisfaction of total employees. TV channels are also telecast for the benefit of the employees and their family members at concessional rate. MONET Monet is a close circuit TV system that is operated with in the SSP Township. This units are categorized into A. auditorium.. etc. Service Dress All male and female employees of SSP are provided which dress once in every year. All employees and their family members who live in the Township enjoy this facility. shoes for male employees and saris. The township also includes a marriage hall. full-fledged children park. SSP also provide winter Dress to employees posted in its offices in the north India. bank. hall for tiny tall. B. 5. . trouser. socks. News bulletin are telecast periodically through MONET. belt. cooperative stores. swimming pool. C. This serves the purpose of communication among the family members of employees by telecasting company events and information. This service dress includes shirts. post office. 6. C” and D type with scooter shed and car shed facilities. recreation club. blouse and chapels for female employees.
b. 8. Employers may also sponsor athletic teams or arrange picnics and group dinners for members of their families. It considers the monthly monitory payment is made to the employees that are linked to the production and profitability of the plant. All executive are paid money in terms of monthly bases on the bases of production and financial position of the company. Incentive scheme for Non_executives employees All non-executive employees are included in this scheme. Incentive scheme for Executives Scheme All executive employees are included in this scheme. The non-executive employees are posted at Salem. Chennai. and Bangalore is covered under this scheme. Delhi. It is also recommended that small units could be lent a helping land by a state in organizing recreation facility for its workers in industrial housing colonies. Recreation Facility The facility provided for the recreation and the resources available for this purpose the importance accorded to it by the employer. Motivational scheme a. . These facilities are sometimes provided at the workplace or community basis.7. Needless to say such events are meant to bring together employers and their families at one place so that they develop close affinity with one another and a sense of belonging to the enterprise.
Good work Reward All non-executives up to manager level are covered under this scheme.c. One from works area another from non-works area. This award consist of Rs. The award consists of Rs. The main purpose of this scheme is to motivating the employees to maintain high standard of work among the employees. 5000 and a citation and is conferred on the respective employees on the National Metallurgies day every year. e. d. The marketing employees posted at Salem as well as outstations are eligible for this reward scheme. 2500 and given to employees concerned on august 15 every year. Jawahar award Under this award two executives are selected for this award based on their performance. f. Incentive scheme for marketing executives All the market executives are benefited by this scheme. Good work means specific piece of . This scheme is based on the total volume of sales per month. The purpose of this scheme is to recognize especially good work by the employees. Nehru award Every year a committee constituted by the management for the purpose on the basis of their overall performance and track record selects about 10 nonexecutive employees.
made by the employee. Under this scheme the employees who acquire PG. Incentive for higher studies This scheme also includes the motivational scheme. Suggestions are arranged and on the spot prizes are given to the employees concerned. good house keeping. ICWA. Cash award is given according to the meant of the suggestion. Good Suggestion scheme Under this scheme the employees are encouraged to give their suggestions in that will result in the meant have improve the working conditions or financial position of the company. 200 to Rs.10000 to each employee. etc. Suggestions are given in the prescribed format. based on the recommendation from HOD each employee (or) group of employees are award ranging from Rs. obtained degree from educational institutions is given one time cash award of Rs. MBA. This scheme facilitates the employees to enrich their knowledge by acquiring for higher qualification. g. h. 500 to each employee.work perform by individual (or) group it will resulted in honest quality of output.. .. etc. BE.
32% of the respondents were between the age group of41-50. 44% of the respondents were between the age group of 31-40.33 Total 300 100 This table indicates that 16% of the respondents were between the age group of 25-30.2. Table 4. 8 % of the respondents were between the age group of above 50.00 Above 50 25 08.2. Table 220.127.116.11 AGE WISE CLASSIFICATION OF EMPLOYEES AGE Respondents Percentage 25-30 48 16.2 DESIGNATION WISE CLASSIFICATION OF EMPLOYEES .00 31-40 131 43.67 41-50 96 32. Primary data analysis The primary data was collected by means of a structured questionnaire.
67 Metallurgical services 32 10.2.33 Sr.67 100 The above Table indicates that 21% of the employees are highly satisfied with the facilities provided in SSP hospital. .technician department.25% of the respondents under Sr.33 Operator 81 27.67 TOTAL 300 100 This table indicates that 20% of the respondents under technician department.operator 74 24. 34% of the employees are dissatisfied with the facilities provided in SSP hospital. 25% of the employees are Neutrally satisfied with the facilities provided in SSP hospital.DESIGNATION Respondents Percentage Technician 61 20.00 Sr.00 20. Table 4. 17% of the respondents under Sr. 11% of the respondents under Metallurgical service department. 27 % of the respondents under operator department.3 SATISFACTION WITH REGARD TO SSP HOSPITAL Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Total Respondents 63 60 76 101 300 Percentage 21.Technician 52 17. 20% of the employees are satisfied with the facilities provided in SSP hospital.operator department.00 25.33 33.
67 Highly Dissatisfied 5 1.1 SATISFACTION WITH REGARD TO SSP HOSPITAL Satisfaction level of SSP hospital 350 300 250 200 150 100 50 0 Highly Satisfied Satisfied Neutral Dissatisfied Total Table 4.67 Total 300 100 indicates that 22% of the employees are highly satisfied with the sufficient number of doctors in the hospital.78% of the employees are not satisfied with the sufficient number of doctors in the hospital.33 Table Neutral 52 17.33 Dissatisfied 23 7.FIGURE 4.2.33 100 Satisfaction Respondents Percentage Highly Satisfied 12 4.67 78.00 This Satisfied 208 69.4 SATISFACTION WITH REGARD TO NUMBER OF DOCTORS Respondents Percentage IN THE HOSPITAL Availability Yes No TOTAL Respondents 65 235 300 Percentage 21.5 SATISFACTION WITH REGARD TO REFERRAL SYSTEM .2. Table 4.2.
33 Total 300 100 This with Table their indicates service that dress.00% of the employees are highly satisfied with the existing referral system in hospital.2.2. 2% of the employees are highly dissatisfied with the existing referral system in hospital.6 SATISFACTION WITH REGARD TO SERVICE DRESS Satisfaction Respondents Percentage Satisfaction Respondents58.67 Total 300 100 Neutral 79 26.67 Satisfied 170 56. Table 4. 58% 42% of of the the employees employees are are satisfied not satisfied with their service dress.67 No 125 41.33 Percentage Yes 175 Highly Satisfied 20 6.7 SATISFACTION WITH REGARD TO QUALITY OF SERVICE DRESSS . 8% of the employees are dissatisfied with the existing referral system in hospital. 17% of the employees are Neutrally satisfied with the facilities provided in SSP hospital. 69% of the employees are satisfied with the existing referral system in hospital.33 Dissatisfied 31 10.This Table indicates that 4. Table 4.
FIGURE 4.33 Neutral 60.57% of the employees are satisfied with their quality of service dress.2 SATISFACTION WITH REGARD TO SERVICE DRESS Satisfaction level of Service Dress 350 300 250 200 150 100 50 0 Highly Satisfied Performance Highly Helpful Helpful No effect Total Respondents Respondents 82 182 36 300 Percentage Satisfied Percentage 27.00 Total 100 Table 4.67 Dissatisfied 12.2.2. 10% of the employees are dissatisfied with their quality of service dress.26.This table indicates that 7% of the employees are highly satisfied with their quality of service dress. % of the employees are Neutrally satisfied with their quality of service dress.8 SATISFACTION WITH REGARD TO USEFULNESS IN PERFORMING THE DUTY .
2.9 SATISFACTION WITH REGARD TO MONET Performance Yes No Total Respondents Percentage 170 56. 12% of the employees are rate that no effect in their service dress to perform their duty. 61% of the employees are rate their service dress is helpful to perform their duty. SATISFACTION WITH REGARD TO MONET Satisfaction level of MONET 400 300 200 100 0 Respondents Percentage Yes No Total .This table indicates that 27% of the employees are rate their service dress is highly helpful to perform their duty. Table 4.33 300 100 FIGURE 18.104.22.168 130 43.
11.00 12. Table 4.2. MONET neutrally satisfies 19% of the employees with entertainment among township resident.This table indicates that 57% of the employees are satisfied with the functioning of MONET.33 Satisfactory 58.67 Satisfied 51 17.00 8. MONET satisfies 17% of the employees with entertainment among township resident.33 65. Table 4.00 Neutral 57 19.33 2.67 b)Hygiene 19.67 Neutral 19.33 .00 71.67 c)Service 17.67 Dissatisfactory 0 3. MONET dissatisfied 22% of the employees with entertainment among township resident. MONET highly dissatisfied 28% of the employees with entertainment among township resident.00 Dissatisfied 65 21.67 Total 300 100 This Table indicates that 15% of the employees are highly satisfied with entertainment by MONET among township resident.2.10 SATISFACTION WITH REGARD TO ENTERTAINMENT BY MONET Satisfaction Respondents Percentage Highly Satisfied 44 14. SATIFACTION WITH REGARD TO CANTEEN (In Percentage) Highly Satisfactory a) Quality of food 22.67 Highly Dissatisfied 83 27. 43% of the employees are not satisfied with the functioning of MONET.
10% of the employees are neutrally with .2.33 31 10.00 300 100 of food in canteen.This Table indicates that 23% of the employees are highly satisfied with quality Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Total Respondents Percentage 46 15.33 6 2. This Table indicates that 72% of the employees are satisfied with the food in canteen. 17% of the employees are highly satisfied with Canteen service.4. 20% of the employees are highly satisfied with Hygiene of food in canteen.12. FIGURE 4.33 217 72.2. Quality b)Hygine WITH REGARD TO FOOD IN of food CANTEEN Highly Satisfactory Satisfactory Neutral This Table indicates that 15% of the employees are highly satisfied with the food in canteen. SATISFACTION WITH REGARD TO CANTEEN Satisfaction with regard to Canteen 80 60 40 20 0 Dissatisfactory a) SATIFACTION c)Service Table 4.
Table 4. 5. Table 4. 28% of the employees are not satisfied with the promotional measures.33 300 100 This Table indicates that 72% of the employees are satisfied with the promotional measures.13 WHETHER THE WEIGHTAGE IS GIVEN TO THE SUGGESTION BY EMPLOYEES Satisfaction Respondents Percentage Yes 205 68.67 85 28. SATISFACTION WITH REGARD TO EDUCATION .14 SATISFACTION WITH REGARD TO HIGHER EDUCATION Satisfaction Yes No Total Respondents Percentage 215 71. FIGURE 4. 32% of the employees are rated that their suggestions is not consider by canteen in charge.67 Total 300 100 This table indicates that 68% of the employees are rated that their suggestions is consider by canteen in charge.22.214.171.124 No 95 31.the food in canteen. 2% of the employees are dissatisfied with the food in canteen.
10% of the employees are dissatisfied with the Township school.2.00 75 25.15 SATISFACTION WITH REGARD TO TOWNSHIP SCHOOL Satisfaction Respondents Highly Satisfied 15 Satisfied 195 Neutral 50 Dissatisfied 30 Highly Dissatisfied 10 Total 300 Percentage 5.67 10. 65% of the employees are satisfied with the Township school.33 100 This Table indicates that 5% of the employees are highly satisfied with the Township school. 17%of the employees are neutrally with the Township school.00 65.00 300 100 . Table 4.00 16.00 3.2.16 SATISFACTION WITH REGARD TO NUMBER OF TEACHERS IN THE SCHOOL Satisfaction Yes No Total Respondents Percentage 225 75.Satisfaction level of education 400 300 200 100 0 Respondents Percentage Yes No Total Table 4. 3% of the employees are highly dissatisfied with the Township school.
Table 4. . SATISFACTION WITH REGARD TO TOILET FACILITY This Table indicates that 77% of the employees are satisfied with the toilet facility.33 Total 300 100 that 75% of the employees are satisfied with This Table indicates the number of teachers available in Township school.Satisfaction Respondents Percentage Yes 230 76.67 No 190 63. 25% of the employees are satisfied with the number of teachers available in Township school.2. Table 4.17 SATISFACTION WITH REGARD TO REST ROOM Satisfaction Respondents Percentage Yes 110 36.18.67 No 70 23.23% of the employees are not satisfied with the toilet facility. 33 Total 300 100 This Table indicates that 37% of the employees are satisfied with the rest room.2. 63% of the employees are satisfied with the rest room.
67 12.33 100 This Table indicates that 20% of the employees are highly satisfied with the Motivational Scheme. Table 4. 2% of the employees are highly dissatisfied with the Motivational Scheme. SATISFACTION WITH REGARD TO MOTIVATIONAL SCHEME Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 61 148 47 37 7 300 Percentage 20.33 15.33 2. 16% of the employees are neutrally with the Motivational Scheme.Table 4.20 SATISFACTION WITH REGARD TO CO-OPERATIVE STORES . 12% of the employees are dissatisfied with the Motivational Scheme.33 126.96.36.199. 49% of the employees are satisfied with the Motivational Scheme.
67 30. 33% of the employees are highly dissatisfied with the functioning of co-operative stores.33 13.67 33. 9% of the .Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 7 58 95 100 40 300 Percentage 2.21.33 31.67 2.2.33 100 This Table indicates that 2% of the employees are highly satisfied with the functioning of co-operative stores.00 100 This Table indicates that 2% of the employees are highly satisfied with the functioning of Recreational measures. Table 4.00 56. SATISFACTION WITH REGARD TO RECREATIONAL MEASURES Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 6 170 92 26 6 300 Percentage 2.33 19. 32% of the employees are neutrally satisfied with the functioning of co-operative stores. 19% of the employees are satisfied with the functioning of co-operative stores. 31% of the employees are Neutrally satisfied with the functioning of Recreational measures.67 8. 57% of the employees are satisfied with the functioning of Recreational measures.
2% of the employees are highly dissatisfied with the functioning of Recreational measures.00 78.2.67 65. Table 4. 25% of the employees are not satisfied with the Sports and Cultural activities.33 7.67 12.00 300 100 This Table indicates that 75% of the employees are satisfied with the Sports and Cultural activities.2.employees are dissatisfied with the functioning of Recreational measures.00 .33 ( Neutral 5.33 16.67 Dissatisfied 5. Table 4.00 75 25.00 13.22 SATISFACTION WITH REGARD TO SPORTS AND CULTURAL ACTIVITIES Satisfaction Yes No Total Respondents Percentage 225 75.23 SATISFACTION WITH REGARD TO NON-STATUTORY WELFARE MEASURES (In Percentage) Highly Satisfied Transport facility 60 Education facility 5 Milk during night shift 2 Satisfied 29.
However it is derived that many are not satisfied with the functioning of Co-operative society in the Township premises.1 Findings From the survey conducted. Regarding referral system in the hospital. Only 12 percent of the respondents feel that service dress is not helpful to perform their duty. it has observed that the company provides several welfare measures for its employees. Majority of the employees are satisfied with the service dress issued by the company. Further. Regarding motivational scheme in vogue. CHAPTER 5 5. only 2 percent of the employees are satisfied with the existing guidelines. 78% of the employees are satisfied with the milk during night shift. employees feel that MONET is the best channel for communicating company information and events among employees and their family members residing in the Township. 72 percent of the respondents are satisfied with the functioning of the Township schools meant for the children of the employees. the same is well accepted by the employees. only 2 percent of the respondents are disagreement with the existing facilities. Regarding recreational measures. Regarding education facilities. It is also observed that most of the employees are highly satisfied with the canteen facilities. most of the employees are satisfied with the medical facilities extended to them.This Table shows that 60% of the employees are highly satisfied with the transport facility. 13% of the employees are dissatisfied with the education facility. . The opinion of the respondents shows that in general.
bonus vehicle advance. etc. house rent allowance. shift duty allowance.The survey results shows that majority of the employees are satisfied with other welfare measures like washing allowances.2 Suggestions While rewarding suggestion master quality of suggestions could be considered instead of quantity. 5.. festival advances. night shift allowance. Employees Employees could can be oriented finding to utilize faults and Welfare facilities them. self-access. correcting Alternative rewards could be give as reward for quality circles .
in general employees are satisfied with the various welfare measures currently in vogue. To sum up. Only a meagre percentage of about 8 percentages (overall) of the employees are not in agreement with the various existing welfare measures like canteen. However. and service dress. Salem Steel Plant.CHAPTER 6 6. Also the services rendered by the MONET and Cooperative society are to be improved further. in Steel Authority of India Ltd. Employees are also satisfied with various monetary facilities like festival advances. medical. transport facility.. ventilation. school lighting facility. a section of the employees are under the impression that facilities for rest room especially for lady employees can be thought of as an additional welfare measure. . house building advance and vehicle advance provided by the company. Township.1 Conclusion The study clearly shows that majority of the employees are satisfied with the existing welfare measures in SAIL. SSP.
A STUDY OF LABOUR WELFARE MEASURES AT STEEL AUTHORITY OF INDIA, SALEM STEEL PLANT EMPLOYEES SURVEY: Name of the person Emp.No Age Department Do you know the welfare measures on the company Act
Are you satisfied with the facilities provided in SSP hospital? a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory 2. [ [ [ [ [ ] ] ] ] ]
Is the hospital is occupied with the sufficient no. of doctors [ YES ] [ NO ]
Please specify the level of satisfaction in the medical facility available in the hospital a) Highly Satisfactory [ ]
b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory 4.
[ [ [ [
] ] ] ]
Are you satisfied with the existing referral system in the hospital a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ]
Are you satisfied with the existing system of issue of service dress? [ YES ] [ NO ]
Are you satisfied with the quality of service dress provided by the company a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ]
How service dress help the employee to perform their duty a) Highly Helpful b) Helpful c) No effect [ [ [ ] ] ]
Does MONET help the employees and their dependents in the Township in the communication of company performance and events [ YES ] [ NO ]
How is the MONET entertain the employees and their family members a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ ] ] ] ] [ ]
10. Please specify the level of satisfaction with regard to canteen in respect of following: Highly Highly satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory a) Quality of food b) Hygiene c) Service 11. Please specify the level of satisfaction with regard to food in the canteen a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ]
12. Does the suggestions given by you is given due weight age by the canteen in charge or not
. Does the company promote employees to acquire higher educational qualification to enrich their knowledge? [ YES ] [ NO ] 14.[ YES ] [ NO ] 13. Of qualified Teachers [ YES ] 17. Are you satisfied with the motivational scheme with regard to good work award. Is the School is equipped with the sufficient no. Does the company provide the rest room for employees? [ YES ] [ NO ] [ NO ] 18. If yes. are you satisfied with the existing promotional measures? [ YES ] [ NO ] 15. a) Highly Satisfactory b) Satisfactory [ [ ] ] . etc. suggestion scheme award. Do you feel the toilet facilities provided by the company is sufficient? [ YES ] [ NO ] 19. Please specify the quality of coaching in the Township school a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] 16.
Does the company give due weightage for promoting sports and cultural activities among the employees and their dependents [ YES ] 23.c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ ] ] ] 20. Are you satisfied with the performance of the cooperative stores? a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory 21. [ NO ] Please specify the level of satisfaction with regard to non-statutory welfare measures Highly Highly satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory . [ [ [ [ [ ] ] ] ] ] How do you rate the sports and recreational measures existing in the plant a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] 22.
Please specify the level of satisfaction with regard to allowance like Highly Highly satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory a) Washing allowance b) Night shift allowance c) Festival allowance d) House rent allowance e) Shift duty allowance f) Bonus g) Vehicle advance 25.a) Transport facility b) Educational facility c) Milk during night shift 24. Please specify the appropriate answer according to your opinion in respect of following aspects of work environment Highly Dissatisfactory dissatisfactory Highly satisfactory Satisfactory a) Light b) Ventilation c) Temperature d) Dust e) Fumes f) Water facility g) First aid facility Neutral .
1) In the next step the corresponding values of O and E are calculated using the formula in equation (A.2 19.19 24.32 8.2 5 = O 12 40 18 6 N E 12.2) .1) Row total of the cell X column total of the cell E = Grand total --------.16 44. Alternate hypothesis H1 = There is a significant different in satisfaction level about hospital facility among the different age group.42 Null hypothesis Ho There is no significant different in satisfaction level about hospital facility among the different age group.2) (O–E) ---------E X = --------.51 20.2.(A.Appendi x–2 Table A.25 O 10 24 21 5 S E 9.2.16 5.6 26.2.2. The observed Frequency (O) is the value obtained from the collected data and the expected frequency (E) is calculated using equation (A.08 27.(A.1 Chi-Square on age and satisfaction level of hospital Satisfaction HS Age range 25-30 31-40 41-50 Above 50 O 18 20 19 6 E 10.32 6.10 32.2.16 33.33 O 8 47 38 8 D E 16.
21 and a tabulated value for degrees of Freedom 9 [d.Here the calculated value of Chi-Square is 17.9.f= (c-1)(r-1)] at 0. . There is significance between age group and the satisfaction level of hospital. Hence conclude we reject the null hypothesis and accept the alternative hypothesis.05% level of significance is 16.
operator Metallurgical Services O 8 10 9 12 5 E 8.84 12.technician Sr.85 Null hypothesis Ho = There is no significant different in satisfaction level of MONET among the different department Alternate hypothesis H1 = There is a significant different in satisfaction level of MONET among the different department.1 Chi-Square on Designation of employees and satisfaction level of Monet Satisfaction HS Designation Technician Operator Sr.88 7.47 8.44 O 12 15 11 13 6 N E 11. The observed Frequency (O) is the value obtained from the collected data and the expected frequency (E) is calculated using equation (A.(A.22 17.59 15.37 13.88 22.39 20.3.58 5.03 6.93 O 17 27 10 20 9 HD E 16.63 10.85 4.55 11.06 6.41 14.1) .27 16.95 11.88 14.08 O 15 18 12 15 5 D E 13.3.69 O 9 11 10 14 7 S E 10.3.39 9.77 8.1) Row total of the cell X column total of the cell E = Grand total --------.Appendix – 3 Table A.
2) (O–E) X = -----------------.(A. There is no significance between department and the satisfaction level of MONET.3.3.In the next step the corresponding values of O and E are calculated using the formula in equation (A.7 and a tabulated value for degrees of freedom 16 [d.f= (c-1)(r-1)] at 0.2) E Here the calculated value of Chi-Square is 5. we accept the null hypothesis and reject the alternative hypothesis.05 % level of significance is 26.3 Hence conclude. .
Allahabad.B.REFERENCE BOOKS 1. Metal Bulletin 2. Senthil publications Chennai. Krishnasamy (1984) First Edition Hand Book of Labour Laws. Salem Steel Plant Brochures & Catalogues 2. Web Sites of SAIL . C. 3.S. 2. R. Memoria (1983) Third edition labour social security and industrial peace in India. NEWS PAPER AND MAGAZINE REFERENCE 1. SAIL News 3. S. Stainless Steel SECONDARY DATA REFERENCE 1. New Delhi. Dwivedi (1997) Human Relations & organizational Behaviour.
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