Contents

Chapter no.
1. 2. 3. 4. Introduction. Safety Measures: An overview. Review of concerned literature. Research Methodology 4.1 4.2 4.3 4.4 4.5 4.6 5. 6. 7. 8. 9. Significance of study Scope of study Objectives of study Limitations of study Hypothesis of study Collection of data.

Title

Page No.
2 6 19 24 27 28 29 30 31 32 33 43 61 64 65

Organisation Profile (WCL) Data Analysis Conclusion and Suggestions References Bibliography

Chapter

1
2

INTRODUCTION

The most important resources of an organization is its human resources the people who work in the organization. People are vital for the effective operation of a company. To meet the challenges and competitive atmosphere of todays business environment, managers must recognize the potential of human resources, and then acquire, develop and retain these resources. This forms the basis of human resource management (HRM). HRM is the management of various activities that are designed to enhance the effectiveness of the manpower in an organization in the achievement of organizational goals. Acquiring skilled, talented and motivated employees is an important part of HRM. Human resource management forms a crucial function in organizations of all sizes larger firms usually have a separate HRM department. Small organizations however, cannot always afford to have separate HRM department that can continually follow the performance of individuals in the organization and review their accomplishment of goals. Instead in such organizations, each manager is responsible for utilizing the skills and talents of the employees under him, effectively. Traditionally, HRM departments had a relatively small role to play in the complaints, determined benefits and compensation, and conducted performance appraisal programs. These activities were, and still are, very important in managing an organization. However, today HRM departments are playing a more strategic role in charting demographics and limited labor supply, rapid technological changes and the need for new skills, have created a strategic need for HRM careful attention and are vital to the success of any business. Employee welfare is the basic media to judge the employers efficiency and motive of better understanding the employers perception to serve his employees. Let us have a look on the concept of employee welfare. 3

EMPLOYEE WELFARE
Employee welfare defines as efforts to make life worth living for workmen. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employers own initiative.

To win over employees loyalty and increase their morale. To combine trade unionism and socialist ideas. To build up stable labor force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment more effective (because these benefits add to job appeal).

Principles of Employee Welfare Service Following are generally given as the principles to be followed in setting up an employee welfare service:

The service should satisfy real needs of the workers. This means that the manager must first determine what the employees real needs are with the active participation of workers.

The service should such as can be handled by cafeteria approach. Due to the difference in Sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. This is known as the cafeteria approach. Such an approach

individualizes the benefit system though it may be difficult to operate and administer.

The employer should not assume a benevolent posture. The cost of the service should be calculated and its financing established on a sound basis.

There should be periodical assessment or evaluation of the service and necessary timely on the basis of feedback.

Employee Welfare Officer Section 49 of the factories act provides that in every factory wherein 500 or more workers are ordinarily employed the employer shall appoint at least one welfare officer. The welfare officer should possess; (i) a university degree; (ii) degree or diploma in social service or social work or social welfare from a recognized institution; and (iii) adequate knowledge of the language spoken by the majority of the workers in the area where the factory is situated. Supervision Counseling workers Advising management Establishing liaison with workers Working with management and workers to improve productivity. Working with outside public to secure proper enforcement of various acts.

Chapter

SAFETY: An Overview
6

SAFETY:
Safety is the state of being "safe" (from French sauf), the condition of being protected against physical, social, spiritual, financial, political, emotional, occupational, psychological, educational or other types or consequences of failure, damage, error, accidents, harm or any other event which could be considered non-desirable. Safety can also be defined to be the control of recognized hazards to achieve an acceptable level of risk. This can take the form of being protected from the event or from exposure to something that causes health or economic losses. It can include protection of people or of possessions.

OCCUPATIONAL SAFETY AND HEALTH:

Occupational safety and health is a cross-disciplinary area concerned with protecting the safety, health and welfare of people engaged in work or employment. The goal of all occupational safety and health programs is to foster a safe work environment.[1] As a secondary effect, it may also protect co-workers, family members, employers, customers, suppliers, nearby communities, and other members of the public who are impacted by the workplace environment. It may involve interactions among many subject areas, includingoccupational medicine, occupational (or industrial) hygiene, public health, safety engineering, chemistry, health physics. Definition: Since 1950, the International Labour Organization (ILO) and the World Health Organization (WHO) have shared a common definition of occupational health. It was adopted by the Joint ILO/WHO Committee on Occupational Health at its first session in 7

1950 and revised at its twelfth session in 1995. The definition reads: "Occupational health should aim at: the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job". This standard is based on the methodology known as Plan-Do-Check-Act (PDCA) The Safety and Security Discipline deals with both enterprise and employee safety and security. It includes the organizations efforts to prevent and/or mitigate loss, risks to or from personnel, threats to its physical assets, damage to its technology and intellectual property, or risks of any other kind arising from all elements surrounding the work environment. It also includes matters that focus on careers, communications, legal and regulatory issues, technology, metrics and outsourcing in the safety and security field, as well as effective safety and security practices and global safety and security issues. It does not include matters involving workplace wellness or health maintenance programs, or Workers Compensation, which are encompassed in the Benefits Discipline.

Overview The Safety and Security Discipline encompasses two overlapping areas of practice. In the following discussion, safety and security issues are sometimes treated separately and sometimes combined, as appropriate. 8

WORKPLACE SAFETY
Workplace safety is a process that seeks to eliminate or reduce risks of injury or illness to employees. The chief aim of workplace safety is to protect an organizations most valuable assetits people. Workplace safety is achieved through a variety of methods, including policies, procedures and specific hazard control

techniques. See, Workplace Safety Toolkit. Policies and procedures are devised and integrated into the organizations overall management and administrative processes. They usually involve specific job task procedures that are established for working with or around equipment, hazardous environments or other forms of high-hazard conditions. Safety procedures and policies include accountability requirements to ensure that prescribed practices are followed. Safety professionals apply a well-recognized hierarchy of measures to eliminate or control specific workplace hazard. The measures are applied as part of an orderly decision-making process, as follows:

SubstitutionCan the existing process, material or equipment be replaced with a less hazardous process, material or equipment?

IsolationCan barriers or limits be placed between people and the hazard? This could be physical barriers, time separation or distance.

VentilationCan the potential hazardous airborne substances be ventilated through dilution or capture?

Administrative controlsCan the hazards be effectively mitigated through specialized operating practices? Examples include restricting access to certain high-hazard areas to authorized personnel only, adjusting work schedules or

adopting preventive maintenance programs to address potential equipment breakdown.

Personal protective equipmentIf the preceding methods are not sufficient or feasible, can personal protective equipment be provided (e.g., safety glasses, gloves, hard hats, hearing protection, safety footwear, respirators, etc.)

Fencing of machinery All dangerous and moving parts of machinery shall be securely fenced. Screws, bolts and teeth shall be completely encased to prevent danger.

Work on or near machinery in motion Lubrication or other adjusting operation on moving machinery shall be done only by a specially trained adult male worker.

Employment of young persons on dangerous machines No young person shall be allowed to work on any dangerous machine (so prescribed by the state government) unless he is sufficiently trained or is working under the supervision of knowledgeable person.

Device for cutting off power Suitable device for cutting of power in emergencies shall be provided. Hoists and lifts These shall be made of good material and strength, thoroughly examined at least once in every six months and suitably protected to prevent any person or thing from being trapped. 10

WORKPLACE SECURITY
The chief aim of workplace security is to protect employees from internal and external security risks. See, Workplace Security Toolkit. Workplace security has gained much attention in the last several years due to an increase in workplace violence, the necessity of background investigations of prospective and current employees, Internet and technology-based security needs, threats of terrorism, and increased legal liability to organizations for not taking reasonable measures to safeguard the workplace due to security threats. Workplace security risks vary depending on an organizations business, its location and its hours of operation. A fundamental element of any workplace security initiative is a security risk assessment. Risks need to be properly identified in order to establish appropriate methods, either procedural or physical barriers and systems. The scope of workplace security has continued to expand. Depending on the nature of the business and related security risks, organizations may need to address:

Establishing a formal security function. Establishing computer, e-mail and Internet policies and procedures. Including non-compete agreements and other types of clauses in employment contracts for the protection of proprietary information and intellectual property.

Developing crisis management and contingency plans. Establishing theft and fraud prevention procedures. Developing workplace violence prevention procedures. Installing premises security systems. Developing restricted-access policies and key-control procedures.

11

HEALTH OF EMPLOYEES:
1. Cleanliness Every factory shall be kept clean by daily sweeping or washing the floors and work rooms and by using disinfectant where necessary. 2. Disposal of wastes and effluents Effective arrangements shall be made for the disposal of wastes and for making them innocuous. 3. Ventilation and temperature Effective arrangements shall be made for ventilation and temperature so as to provide comfort to the workers and prevent injury to their health.

4. Dust and fume Effective measures shall be taken to prevent the inhalation and accumulation of dust and fumes or other impurities at the work place. 5. Artificial humidification The State Government shall make rules prescribing standard of humidification and methods to be adopted for this purpose. 6. Overcrowding There shall be in every work room of a factory in existence on the date of commencement of this act at least 9.9cubic meters and of a factory built after the commencement of this act at least 4.2 cubic meters of space for every employee. 7. Lighting The State Government may prescribe standards of sufficient and suitable lighting. 12

8. Drinking Water There shall be effective arrangement for wholesome drinking water for workers at convenient points. 9. Latrines and urinals There shall be sufficient number of latrines and urinals, clean, wellventilated,conveniently situated and built according to prescribed standards separately for male and female workers. 10. Spittoons There shall be sufficient number of spittoons placed at convenient places in the factory.

SAFETY SERVICES:
Prevention of accidents is an objective which requires o explanation. The costs of accidents are enormous in suffering to the injured, in reduction or loss of earnings, in disabilities and incapacities which afflict those involved and in compensation, insurance and legal costs, in lost time, filling in reports and attending to enquiries, and in spoilage of materials, equipment and tools to management. Accidents are the consequence of two basic factors: technical and human. Technical factors include all engineering deficiencies, related to plant, tools material and general work environment. Thus, for example, improper lighting, inadequate ventilation, poor machine guarding and careless housekeeping are some hazards which may cause accidents. Human factors include all unsafe acts on the part of employees. An unsafe act is usually the result of carelessness.

13

Young and new employees, because of their difficulty in adjusting to the work situation and to life in general, also have many more accidents than do old and nature workers.

The Phenomenon of Accident Proneness Some persons believe wrongly in the theory that certain individuals are accident prone, that is , they have some personality trait as opposed to some characteristic of the environment which predisposes them to have more accidents than others in work condition where the risk of hazards is equal to all.

COMPONENTS OF A SAFETY SERVICE

Among the many components of a safety service the following have proved effective when applied in combination:

Appointment of safety officer In big organizations, the appointment of a safety officer to head. The safety department is a must. In small organizations, the personnel manager may look after the functions of this department. The head of the safety department, who is usually a staff man, is granted power to inspect the plant for unsafe condition, to promote sound safety practices (through posters an d safety campaigns), to make safety rules, and to report violations to the plant manager.

Support by line management

14

The head of the safety department, whether enjoying a staff or a functional position, by him, cannot make a plan safe. His appointment lulls line management into assuming that all its safety problems have been solved.

Elimination of hazards Although complete elimation of all hazards is virtually impossibility but following steps can be taken to help reduce them.

Job safety analysis All job procedures and practices should be analyzed by an expert to discover hazards. he should then suggest changes in their motion patterns, sequence and the like

Placement A poorly placed employee is more apt to incur injury than a properly placed employee. Employees should be placed on jobs only after carefully estimating and considering the job requirements with those which the individual apparently possesses.

Personal protective equipment Endless variety of personal safety equipment is available nowadays which can be used to prevent injury.

Materials handling Though often ignored, the careless handling of heavy and inflammable materials is an important source of several injuries and fire. 15

Hand tools Minor injuries often result from improperly using a good tool or using a poorly designed tool. Therefore, close supervision and instruction should be given to the employees on the proper tool to use an the proper use of the tool.

Safety training, education and publicity Safety training is concerned with developing safety skills, whereas safety education is concerned with increasing contest programmes, safety campaigns, suggestion awards, and various audiovisual aids can be considered as different forms of employee education.

Safety inspection An inspection by a trained individual or a committee to detect evidence of possible safety hazards (such as poor lighting, slippery floors, unguarded machines, faulty electrical installations, poor work methods and disregard of safety rules) is a very effective device to promote safety.

Legal Aspects of safety issues.

The health and safety at work Act 1974
16

The Health and Safety at Work etc. Act 1974 (c 37) (abbreviated to "HSWA 1974", "HASWA" or "HASAWA") is an Act of the Parliament of the United Kingdom that as of 2011 defines the fundamental structure and authority for the encouragement, regulation and enforcement of workplace health, safety and welfare within the United Kingdom. The Act defines general duties on employers, employees, contractors, suppliers of goods and substances for use at work, persons in control of work premises, and those who manage and maintain them, and persons in general. The Act enables a broad regime of regulation by government ministers through Statutory Instrument which has, in the years since 1974, generated an extensive system of specific provisions for various industries, disciplines and risks. It established a system of public supervision through aids the creation of the Health and Safety Commission and Health and Safety Executive, since merged, and bestows extensive enforcement powers, ultimately backed by criminal sanctions extending to unlimited fines and imprisonment for up to two years. Further, the Act provides a critical interface with the law of the European Union on workplace health and safety. Objectives of the law:Section 1 sets out the objectives of the Act as:

Securing the health, safety and welfare of persons at work; Protecting persons, other than persons at work, against risks to health or safety arising out of or in connection with the activities of persons at work;

17

Controlling

the

keeping

and

use

of explosive or

highly flammable or

otherwise dangerous substances, and generally preventing the unlawful acquisition, possession and use of such substances.

As originally enacted, there was a fourth objective:

Controlling the emission into the atmosphere of noxious or offensive substances; but this provision was repealed when control of emissions was brought under

a uniform scheme of legislation by the Environmental Protection Act 1990. In general, the other provisions about emissions in the original Act have subsequently been repealed.

18

Chapter

Review of Concerned Literature

19

Assessing safety functions results from a case study at an industrial workplace Lars Harms-Ringdahl Abstract This study is concerned with how safety characteristics at industrial installations can be modelled and evaluated. The starting point was the concept of safety function, which is defined as a technical, organisational or combined function that can reduce the probability and/or consequences of accidents and other unwanted events in a system. A tentative theoretical framework has been developed, which has been applied in a new method called Safety Function Analysis. A workplace in process industry was analysed in the form of a case study. One result of the application was a model of safety functions in the workplace, including 54 functions. These have been evaluated, and system improvements have been proposed. A detailed comparison was made with the results of two other methods for safety analysis Deviation and Energy analysisapplied to the same workplace. Safety function analysis gave essential supplementary information, and especially supported improvement of management issues, both formal and informal. It is concluded that the safety function concept worked well in the practical analysis of safety in the studied system. There is a need for further improvement of the theoretical framework, and of the method.

Concluding remarks This study is based on only one case, and thus the conclusions are tentative. It appeared that the SF concept could be useful in practical applications. One reason for 20

this is that it supported the building of a model and getting an overview of the safety features in the studied system. One further argument is that all people involved in the case study easily understood the basic idea. The concept also worked as a foundation for Safety Function Analysis as a method. The method with a step-by-step procedure has been practically tested. The main features appeared to have worked satisfactory. One result of applying the method is a model of the safety features of a system. This has improved understanding of the system, and provided a basis for estimations and ideas for improvements. The application of SFA has added to the quality of overall safety analysis of the system. The reasoning here is based on quality issues (Rouhiainen, 1992), as discussed in sections 3.5 and 5.3. More particularly, SFA has added proposed improvements concerning management issues. One conclusion is that the approach has several promising features, and that it is attractive to apply and develop further. One clear need is to improve estimations, especially for efficiency, and to make modelling more explicit so as to encompass coupling between functions.

2) Partnering to Improve Workplace Safety at The Fathers Table; Barry Voodre, CFO The Challenge: Improving safety awareness and preventing injuries was a critical focus for this manufacturer. Problematic areas in the operation included: Mishandling of equipment and machinery Improper lifting 21

 Hazardous conditions - exposed electrical wires, slippery floor surface Skin exposure to heat Tight rack design, resulting in hand contusions Pinch point injuries to the upper extremities Addressing these issues would not only mitigate risk, but also help to improve operating performance, as well as boost employee morale and retention. All factors that impact the bottom line! The Solution: Randstad Inhouse Services (RIS) is committed to helping clients reduce their workplace risk and improve employee productivity. Accordingly, RIS brought in a loss control consultant to evaluate the clients current risk exposure and to design a safety improvement plan. Based on the insights gathered through the analysis, the following changes were made to prevent the recurrence of injuries: Modified the slip resistant shoe policy - required at all times on the production floor Use of suitable protective gloves for impact resistance Repaired electrical hazards Instituted shift start up meetings, to reinforce safety best practices Implemented warm up exercises to combat strains and pains of repetitive motion Involved RIS in the safety committee account manager and a select talent from each shift Increased account management presence on the production floor - to assess and drive safety compliance

22

3) America's Safest Companies: Conoco Inc.: Three Steps To Safety DATE: 2002 ; Sandy Smith. Occupational Hazards, Vol. 64, No. 10, p. 60. Conoco Inc., based in Houston, has 150 safety, health and environmental professionals to provide education, support and guidance for the company's employees and managers. Conoco focuses on three that it considers critical to success: leadership commitment, workforce engagement, and tools and processes. While the company has a corporate-level safety policy and vision, most of the actual initiatives are determined by each business unit, based on what makes sense. One of Conoco's few corporate standards is that all business units must have a formal SH&E management system in place. Conoco has a series of corporate networks set up to become aware of what all of the business units are doing in safety and then shares best practices from each unit with all of the other units.

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Chapter

4
24

Research Methodology

RESEARCH METHADOLOGY

Research methodology is a collective term for the structured process of conducting research. There are many different methodologies used in various types of research and the term is usually considered to include research design, data gathering and data analysis. Research methodologies can be quantitative (for example, measuring the number of times someone does something under certain conditions) or qualitative (for example, asking people how they feel about a certain situation). comprehensive research should try to incorporate both Ideally,

qualitative

and quantitative methodologies but this is not always possible, usually due to time and financial constraints.

Research methodologies are generally used in academic research to test hypotheses or theories. A good design should ensure the research is valid, i.e. it clearly tests the hypothesis and not extraneous variables, and that the research is reliable, i.e. It yields consistent results every time.

Part of the research methodology is concerned with the how the research is conducted. This is called the study design and typically involves research conducted using questionnaires, interviews, observation and/or experiments.

The term research methodology, also referred to as research methods, usually encompasses the procedures followed to analyze and interpret the data gathered. These often use a range of sophisticated statistical analyses of the data to identify correlations or statistical significance in the results. 25

Objective, representative research can be difficult to conduct because tests can normally only be conducted on a small sample (e.g. you cannot test a drug on every person in the world so a sample needs to be used in research).

We may define, research methodology as the systematic method of discovering new facts of verifying old facts, their sequences, interrelationships, causal explanations and natural laws which govern them. By P.V. young

Research is a search for facts. It answers the questions and gives solution to the problems. research is an organized enquiry. it seeks to find explanations to unexplained phenomenon to classify doubtful facts and to current the misconceived facts.

26

4.1 Significance of study:-

In todays globalized scenario we can observe that the production houses are becoming more and more safety conscious and it has been one of the most crucial factors in determining the status of the form on the organization. The decision to make the employee safe is one of the best rewards that an organization can give to their employees. So study is all about safety measures adopted by the organizations. The study also focuses on analyzing the safety patterns of the company. Studies that have been conducted on the topic analyzing the most common problem in organizations today is that they miss the important component of safety, which is the low-cost, highreturn ingredient to a well-balanced safety system. The aim of this study is to investigate whether safety systems has an impact on employee motivation. In summing up the rational of the said study may be inked in as under 1. To study the practicability of the study safety concept 2. To study the safety facilities and measures given by the company.

27

4.2 Scope of study:-

1) The scope of study is to observe the degree of safety levels provided by the employer to the employees towards the process of day to day activities of by the company.

2) It will also show the deviations if any, towards this affect that will be experienced in research.

3) Apart from getting an idea of the techniques and methods in the Safety measures it will also give a close look at the insight of safety code of conduct and culture prevailing out there in the organization.

28

4.3 Objectives of the study

1) To study health facilities provided by WCL Chandrapur.

2) To study awareness of employees about the health and safety measures provided by WCL.

3) To suggest effective safety measures..

4) To know various precautions taken by unit

5) To know the role of safety committee and HR Department

6) To check the satisfaction level of employees towards the health and safety measures of WCL.

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4.5 Limitations of Study:-

1. Due to limited time and scope, this study is restricted to just one organization. It is important for further studies to be carried out in order to do justice to all the factors that influence workers performance.
2.

In this study only WCL, Chandrapur is considered to develop the analysis and findings.

3. This study is restricted to only sample employees of western coalfields limited Chandrapur. 4. Even through various factors determine the Safety measures are considered. The analysis in relation to other factors that determine the safety must be considered. 5. This study gives information about safety system only from employees point of view. It means study of safety system is restricted only to the employees of organization.

30

4.5 Hypothesis of study

1) WCL, Chandrapur very good working conditions and safety measures to their employees.

2) Employees in both organizations are aware about various safety measures while working in organization.

3) They are satisfied with the safety measure provide by company.

31

4.6 Collection of data

Sources of data:Both primary and secondary data have been used. 1) Primary data:The primary data was collected through observation, interview schedules

personnel visit to obtain the necessary information. The only instrument used was a structured interview schedules for the study. The interview schedules were given customers for collection of data.

2)

Secondary data:Secondary data was obtained from company records, magazines and annual

reports etc.

DATA ANALYSIS: Sampling unit:- Employees of WCL Chandrapur Area

Sampling technique:- Simple random technique. Sample size:- A sample of 60 employees was selected for this survey. Tool for analysis:1) Percentage method. 2) Chi (x2) Method

32

Chapter

Organisation Profile (WCL)

33

INTRODUCTION OF COAL INDIA LIMITED India is the 3rd largest coal producing country. Coal India Limited is the coal producing company in India.

Coal India Limited Contributes around 85% of Coal Production in India. It is the largest company in the World in terms of coal production. Employs nearly 4 lakh persons and is the largest corporate employer in the country. It is one of the largest companies in the country, turnover being around Rs. 521.88 billion in 2010-11 It is one of the largest tax payer companies in the country; the provision on account of Income Tax for the financial year 2009-10 was made for Rs. 43.42 billion.

Functions

Broad Functions Laying down policies Formulating long and short term strategies. Monitoring the functions of the subsidiary companies. Laying down system and procedures. Assisting the subsidiary companies to achieve their objectives. Coordination with ministry of coal, ministry of railways, planning commission and other ministries.

34

Specific Functions Pricing and distribution of coal Coal supply agreements Consumer services through regional offices Negotiations of wages Executive cadre control recruitment, promotion/postings. Pay/perks etc. Foreign collaboration. Introduction of new technology R&D activities Mobilization of resources long term and short term Accounting policies

35

Background History 1774 1815-1820 1835 1843 Warren Hastings initiates Commercial coal mining at Raniganj First Shaft Mine opened at Raniganj. Carr, Tagore & Company takes over the Raniganj Coal Mines Bengal Coal Company takes over Raniganj Coal Mines and others; is first Joint Stock Coal Company in India. Minimal development; River transportation used to transport coal to Calcutta; railway lines at Calcutta leads to expansion of Coal Production. Capacity at 6 million tones per annum Focus on Coal industry; capacity up to 38.4 Million ones. National Coal Development Corporation (NCDC) formed to explore and expend coal mining in public Sector. Coking Coal Industry Nationalized, Bharat Coking Coal Limited formed to manage operations of all Coking Coal mines in Jharia Coalfield. Non-coking coal nationalized; coal Mine Authority Limited set up to mange these mines; NCDC operations bought under the ambit of CMAL. Coal India Limited formed as holding Company with 5 subsidiaries viz. Bharat 1975 Coking Coal Limited (BCCL), Central Coalfield Limited (CCL), Western Coalfield Limited (WCL), Eastern Coalfields Limited (ECL) and Central Mine Planning and Design Institute Limited (CMPDIL). 1985 Northern Coalfields Limited (NCL) and south Eastern Coalfields Limited (SECL) carved out of CCL and WCL. Mahanadi Coalfield Limited (MCL) formed out of SECL to manage the Talcher and IB valley Coalfields in Orissa. De-regulation of Coal pricing and distribution of coal. Coal India & four of its Subsidiaries, viz, NCL, SECL, MCL, WCL was accorded coveted Mini Ratna Status. (West Bengal)

Upto 1900 Early 1900s 1955-56 1956

1972

1973

1992 2000 2007

36

COMPANY PROFILE Date of Incorporation: Coal India Limited was formed as holding Company with 5 subsidiaries on 21.10.1975. Corporate Status: The Company is incorporated under the Companies 1956 and is wholly owned by the Government of India (GOI) Business: Engaged in the mining of coal, based products mining consultancy. Wholly Owned Subsidiaries: Eastern Coalfields Ltd. Bharat Coking Coal Ltd. Central Coalfields Ltd. Northern Coalfields Ltd. Western Coalfields Ltd. South Eastern Coalfields Ltd Mahanadi Coalfields Ltd. and Central Mine Planning & Design Institute Ltd. North Eastern Coalfields in directly under Coal India ltd Overseas subsidiary: Coal India Africana Limitada

37

COAL INDIA & ITS SUBSIDIARIES

Southeaster n Western Coalfields Ltd. Nagpur Bharat Coking Coal Ltd. Dhanbad Central Coalfield Limited Ranchi Coalfields Ltd. Bilaspur

North

Coalfields Ltd. Singrauli

COAL INDIA KOLKATA

Eastern Coalfields Ltd. Assansol

Mahanadi

Central Mine Planning & Design Institute Ltd. Ranchi.

Coalfields Ltd

Sambalpur

38

WESTERN COALFIELD LTD. Company Profile Western Coalfields Limited (WCL) is one of the eight Subsidiary Companies of Coal India Limited (CIL) which is under administrative control of Ministry of Coal. The Company incorporated under the Companies Act, 1956 has its registered office at Coal Estate, Civil Lines, Nagpur440001. WCL has been conferred "Miniratna" status on 15th March'2007. The Company has contributed about 8.6% of the national coal production during 2009-10.

Wcl - An Introduction : Western Coalfields Limited (WCL) is one of the Eight Subsidiary Companies of Coal India Limited, contributing about 8.19% of the national coal production. The company came into existence on 1st November, 1975, after ore-organization of the Nationalized Coal Industry. At that juncture, the operations of WCL were spread over in the States of Maharashtra, Madhya Pradesh and Orissa, organized into 2 Divisions and 12 operational Areas. By the year 1985-86, the number of mines in WCL had increased to 130 and the total production to 48.89 Million Tonnes from the then WCL. Keeping in view the tremendous growth programme, the Company was bifurcated, with effect from January 1986, into South Eastern Coalfields Limited and the present Western Coalfields Limited (WCL). The present WCL has mining operation spread over in the States of Maharashtra (in Nagpur, Chandrapur & Yeotmal Districts) and in Madhya Pradesh (in Betul and Chhindwara Districts)

39

ORGANISATIONAL CHART:

40

BOARD OF DIRECTORS: Shri Dinesh Chandra Garg Chairman-cum-Managing Director Shri B. K. Saxena, Director (Technical) Operations Shri Om Prakash, Director (Technical) P&P Shri Rupak Dayal, Director (Personnel) Shri Sushil Behl, Director (Finance) Shri. Rameher Company Secretary, Its Strategies: Functional Strategy: Functional strategies in the area of Marketing, Operations, Human Resource, Finance and Information Technology have been evolved to support the key strategy of growth with cost and quality competitiveness. Marketing Strategy: a) Ensuring dominant position in the coal market. b) Maintaining continues global presence (around 10% sales value) c) Building & enhancing Brand Value of WCL.. d) Further thrust on Key Account Management process e) Popularizing WCL in the rural market. f) Maximizing enabled customers service and interactions.

41

 Finance Strategy: a) Attaining & Maintaining D:E ratio of 1:1. b) Aiming international cost of borrowing. c) Enhancing of equity at appropriate time. d) Investment in JVs/acquisition of facilities in identified areas. e) Out-sourcing non-critical functions at appropriate time.

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Chapter

6
43

Data Analysis & Interpretation.

1) About the Age of Employees:

Sr. No. 1 2 3 4 5 6 7 21 to 25 yrs 26 to 30 yrs 31 to 35 yrs 36 to 40 yrs 41 to 45 yrs 46 to 50 yrs Above 50 yrs Total

Options

Frequency 03 12 18 15 06 03 03 60

Percentage 05% 20% 30% 25% 10% 05% 05% 100%

100 90 80 70 60 50 40 30 20 10 0 21 to 25 yrs 26 to 30 yrs 31 to 35 yrs 36 to 40 yrs 41 to 45 yrs 46 to 50 yrs Above 50 yrs 5 20 10 5 5 30 25

From above table it is fond that, 5% employees are of 21 to 25 yrs of age, 20% are 26 to 30 yrs of age, 30% employees are 31 to 35 yrs of age, 25% employees are of 36 to 35 yrs of age, 10% are of 41 to 45 yrs, 46 to 50 yrs aged employees are 5% and employees above 50 yrs of age are 5%. Hence in both companies maximum employees are of 31to 35 yrs of age. 44

2) About the Post of Employees Sr. No. 1 2 3 4 Executives Workers Clerical Others Total Options Frequency 06 36 15 03 60 Percentage 10% 60% 25% 05% 100%

100.00 90.00 80.00 70.00 60.00 50.00 40.00 30.00 20.00 10.00 0.00 Executives Workers Clerical Others

From above table it is found that 10% employees are from executive staff, 60% are from workers group, 25% is clerical staff and 5% employees are from other groups. Hence maximum employees of WCL Chandrapur are from Workers class.

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3) About Monthly Income Sr. No. 1 2 3 4 10,000 to 15,000 16,000 to 25,000 26,000 to 30,000 Above 30,000 Total Options Frequency 09 30 18 03 60 Percentage 15% 50% 30% 05% 100%

100

80

60

40

20

0 10,000 to 15,000 16,000 to 25,000 26,000 to 30,000 Above 30,000

From above table it is found that 10% employees are from executive staff, 15% employees have monthly income of 10,000 to 15,000, 50% have monthly income of 16,000 to 25,000, 30% have 26,000 to 30,000 monthly income and employees having monthly income above 30,000 are only 5%. Hence maximum employees have monthly income of RS. 16,000 to 25,000.

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4) Nature of Job: Sr. No. 1 2 3 4 Office work Technical work Labour work Other Total Options Frequency 09 18 27 06 60 Percentage 15% 30% 45% 10% 100%

100

80

60

40

20

0 Office work Technical work Labour work Other

From above table it is found that 15% employees nature of job is official, employees having technical work are 30%, 45% employees does labour work and 10% tends to do other types of work. Hence maximum employees of WCL Chandrapur used to labor work.

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5) Awareness of welfare facilities among employees Sr. No. 1 2 Options Yes No Total Frequency 45 15 60 Percentage 95% 5% 100%

100 90 80 70 60 50 40 30 20 10 0 1 2 Series1

Inference: A majority of 95% employees are aware of the welfare facilities of the company only 5% of the employees say they are not aware of it. Employees opinion on the provision for following facilities.

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7) Provision for the following facilities Intervals Respondents Yes No Rest house Yes No Meal times Yes No Breaks Yes No Percentage 45% 55% 30% 70% 90% 10% 30% 70%

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 1 2 3 4 5 6 7 8 Series1

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Inference : The above table shows the response of the employees towards following facilities. The above table shows that 45% say they are provided with the intervals and 55% say that they are not provided with sufficient intervals. The above table shows that 30% say they are provided with rest hours and 70% say they are not provided with the rest hours. The above table shows that a majority of 90% say that they are provided with sufficient time for meal and 10% say that they are not provided with sufficient time. The above table shows 30% of them say that they are provided with breaks and 70% of them say that they are not provided with breaks.

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8) Satisfaction for the rest of non-statutory benefits. Benefits Medical Benefits Conveyance HRA Personal scheme accident Satisfied 50% 55% 60% 60% 75% 80% Partially satisfied 30% 25% 30% 20% 15% 10% Not satisfied 20% 20% 10% 20% 10% 10%

Death relief fund Gratuity

1 2 3 4 5 6

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9) About the awareness of safety department: Sr. No. 1 2 Yes No Total Options Frequency 45 15 60 Percentage 75% 25% 100%

Yes

No

From the above table it is found that 75% employees of WCL Chandrapur are aware about safety department while 25% have no knowledge about it. Hence maximum employees are aware about Safety Department.

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10) About the fire extinguishers: Sr. No. 1 2 Yes No Total Options Frequency 48 12 60 Percentage 80% 20% 100%

Yes

No

From the above table it is found that 80% employees said proper fire extinguisher system is provided in company while 20% said that there is no such system. Hence maximum employees said that fire extinguishers are available in their organization

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11) About ventilation system: Sr. No. Options Frequency Percentage

1 2 3 4

Very Good Good Average Poor Total

27 18 12 03 60

45% 30% 20% 05% 100%

45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Very Good Good Average Poor

From the above table it is found that 45% employees said that ventilation system of WCL Chandrapur is very good, 30% said that it is good, according to 20% it is poor and 5% employees said that ventilation system is poor. Hence maximum employees says that ventilation system is very good.

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12) Occurrence of accidents: Sr. No. 1 2 3 Every time Occasionally Never Total Options Frequency 06 15 39 60 Percentage 10% 25% 65% 100%

Every time

Occasionally

Never

From the above table it is found that 10% employees said that accidents occurs every time in WCL Chandrapur, 25% said that accidents occurs occasionally while 65% employees said that accidents never occurs in WCL Chandrapur. Hence maximum employees said that accidents never occurs WCL Chandrapur.

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13) Reasons for accidents: Sr. No. 1 2 3 4 Options Human Error Short circuits Machinery fault Other Total Frequency 15 18 21 06 60 Percentage 25% 30% 35% 10% 100%

35% 30% 25% 20% 15% 10% 5% 0% Human Error Short circuits Machinery fault Other

From the above table it is found that 25% employees said that accidents occurs due to human errors, 30% said that due to short circuits, 35% said accidents occurs due to machinery faults, 10% employees given other reasons for accidents. Hence maximum employees said that accidents occurs due to machinery faults. 14) Measures to avoid accidents: 56

Sr. No. 1 2 3

Options Fencing to machinery Caution warnings at prohibited areas Electric circuits are properly maintained Total

Frequency 24 21 09

Percentage 40% 45% 15%

60

100%

45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Fencing to machinery Caution warnings at Electric circuits are prohibited areas properly maintained

According to 40% employees fencing to machinery is done to avoid accidents, 45% said that caution warnings boards are displayed at prohibited areas and 15% said electric circuits are properly maintained in WCL Chandrapur to avoid accidents. Hence maximum workers in WCL Chandrapur said that caution warnings boards are displayed at prohibited areas.

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15) On occurrence accidents: Sr. No. 1 2 3 Options First Aid center Ambulance Well equipped Hospital Total Frequency 33 15 12 60 Percentage 55% 25% 20% 100%

60% 50% 40% 30% 20% 10% 0% First Aid center Ambulance Well equipped Hospital

From the above table it is found that 55% employees said that on occurrence of accidents First Aid center is available in WCL Chandrapur, 25% said ambulance is available, 20% said well equipped hospital is present in both companies if accidents are occurred. Hence maximum employees said that First center is available in both companies on occurrence of hospital.

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16) Availability of latrines and spittoons: Sr. No. 1 2 Yes No Total Options Frequency 57 03 60 Percentage 95% 05% 100%

Yes

No

From the above table it is found that 90% employees said that latrines and spittoons are available in WCL Chandrapur while 5% of them are not agreed with that. Hence maximum employees said that latrines and spittoons are available in both the companies.

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17) Satisfaction about Safety administration: Sr. No. 1 2 Yes No Total Options Frequency 51 09 60 Percentage 85% 15% 100%

Yes

No

From the above table it is found that 85% employees are satisfied about safety administration while 15% of them not satisfied with safety administration. Hence maximum employees of WCL Chandrapur are satisfied about safety administration.

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Chapter

Conclusions and Suggestions.

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FINDINGS AND CONCLUSION:

1. Maximum employees are of 31to 35 yrs of age. 2. Maximum employees of WCL Chandrapur are from workers class. 3. Maximum employees have monthly income of rs. 16,000 to 25,000. 4. Hence maximum employees of WCL Chandrapur used to labor work. 5. Maximum employees are aware about safety department 6. Maximum employees of WCL Chandrapur said that company provides them hand gloves, helmet and shoes for their safety 7. Maximum employees said that fire extinguishers are available in their organization 8. Maximum employees says that ventilation system is very good. 9. Maximum employees said that accidents never occurs in both the companies. 10. Maximum employees said that accidents occurs due to machinery faults. 11. Maximum workers in both the companies said that caution warnings boards are displayed at prohibited areas. 12. Maximum employees said that first center is available in both the companies on occurrence of hospital 13. Maximum employees said that latrines and spittoons are available in both the companies Maximum employees of both the companies are satisfied about safety administration.

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SUGGESTIONS

1) Guarding of machinery (DT, Science Department, Maintenance, Pool) 2) Inspection and maintenance of plant and equipment including fume cupboards
and electrical, and gas equipment (Maintenance and Science Dept.)

3) Safe procedures for cleaning and maintaining machinery and plant. (DT,
Maintenance, Pool)

4) Selection, provision and use of protective clothing and equipment (DT,

Maintenance, Grounds, Cleaners)

5) Accident reporting and investigation procedures. (All departments) 6) The provision of First Aid cover. (All departments)

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BIBLIOGRAPHY

1)

Personal Management

C. B. Mamoria

2)

Personal Management

Arun Monappa,

Mirza S. Saiyadain

3)

Personal Management and

Surendra Kumar

Industrial Relations

4)

Personal and Human Resource Management

P. Subba Rao

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QUESTIONNAIRE

1)

Age : 1) 21 to 25 yrs 4) 36 to 40 yrs 2) 26 to 30 yrs 5) 41 to 45 yrs 3) 31 to 35 yrs

2)

What is your Post in your company ? 1) Executives 2) Workers 3) Clerical 4) Others

3)

What is your Monthly Income? 1) 10,000 to 15,000 3) 26,000 to 30,000 2) 16,000 to 25,000 4) Above 30,000

4)

What is your nature of Nature of Job? 1) Office work 4) Other 2) Technical work 3) Labour work

5)

Are you aware about safety department in company ? 1) Yes 2) No

6)

Which safety instruments are available in company ? 1) Helmet 2) Shoes 3) Hand gloves 4) Other

7)

Are fire extinguishers are provided in company? 1) Yes 2) No

8)

What is your opinion about Ventilation System in factory? 1) Very Good 2) Good 3) Average 4) Poor

9)

Are accidents accident occurs in your organisation? 1) Every time 2) Occasionally 3) Never 65

10)

According to you which are the Reasons for accidents? 1) Human Error 4) Other 2) Short circuits 3) Machinery fault

11)

Which measures are provided by your company to avoid accidents? 1) Fencing to machinery 2) Caution warnings at prohibited areas

3) Electric circuits are properly maintained 12) On occurrence accidents which facilities are available in company? 1) First Aid center 2) Ambulance 3) Well equipped Hospital 13) 14) Are there Availability of latrines and spittoons? Are you Satisfied with safety administration? 1) Yes 2) No 1) Yes 2) No

66