A SUMMER TRAINING PROJECT REPORT

ON
STUDY OF THE FUNCTIONING OF PERSONNEL
MANAGEMENT, INDUSTRIAL RELATION & SOCIAL
WELFARE DEPARTMENT IN AN ORGANIZATION AT
R&DCIS, SAIL
RANCHI

Submitted in Partial fulfillment for the requirement

for the award of post-graduate Degree of
MASTER OF BUSINESS ADMINISTRATION
(Batch 201416)
SUBMITTED BY:
DEEKSHA BISHNOI
MBA III Semester
ROLL NO- 140702530300030
SUBMITTED TO :
Acharya Vishnu Gupt Subharti Institute of Management &Commerce
SWAMI VIVEKANAND SUBHARTI UNIVERSITY, MEERUT

DECLARATION

This is to certify that summer project entitled STUDY OF THE FUCTIONING OF

PERSONNEL MANAGEMENT, INDUSTRIAL RELATION & SOCIAL WELFARE
DEPARTMENT IN AN ORGANIZATION Submitted to Acharya Vishnu Gupt Subharti
Institution Of Management & Commerce, SVSU, Meerut (UP) in the partial fulfillment of the
requirement for the award of Post Graduate Diploma in Management of MBA in session
2014-2016 is an authentic record of my work carried during the summer training at SAIL,
R&DCIS from 12rd July to 20th August 2015.
I declare that the work has not been submitted for the award of degree or diploma anywhere
else.

(Deeksha Bishnoi)

ACKNOWLEDGEMENT

I express my sincere gratitude and thanks to the Management of Research and

Development Centre for Iron and Steel (RDCIS), SAIL, Ranchi for providing us the
opportunity to work at this premier organization as part of a summer training.
I am extremely indebted to our project guide, Mr. UTTAM K PORUA (Manager,
HRD) for not only granting us this challenging topic Study of the functioning of
Personnel Management, Industrial Relation & Social Welfare Department In
An Organization At RDCIS, SAIL, but also for his regular guidance and help
that inspired and encouraged us to work all through the training period. Under his
guidance we learnt a lot about this topic. Probably without his contribution, this
project would not have been possible.
My sincere thanks due also to all the executives of RDCIS for their immense
contribution. We are also thankful to all who have directly or indirectly helped us
towards the successful completion of this project.

CONTENTS
S.NO.

PARTICULAR

PAGE
PART I

1.
1:1

COMPANY PROFILE
HISTORY OF THE ORGANIZATION
3

5 TO 7
8 TO 11

1:2
1:3
1:4
1:5
1:6
1:7

OBJECTINVE OF SAIL
SAILS VISION STATEMENT
CREDO
PRODUCT & SERVICE
RESEARCH & DEVELOPMENT
CENTRE FOR IRON & STEEL (RDCIS),
SAIL, RANCHI
SWOT ANALYSIS

12
13
14
15 TO 26
27 TO 39
40

PART II
2.
3.
3:1
3:2
4.
5.
6.
7.
8.
9.
10.
10:1

PERSONNEL DEPARTMENT IN RDCIS,

SAIL
OBJECTIVE OF STUDY
INDUSRIAL RELATION
SAFETY & HEALTH PRINCILPLE
HUMAN RESOURSE MANAGEMENT
RESEARCH METHODOLOGY
DATA ANALYSIS
FINDING & SUGGESTIONS
CONCLUSIONS
BIBLIOGRAPHY
ANNEXURE
QUESTIONNAIRE

42 TO 45
46
47 TO 50
51 TO 61
62 TO 73
74
75 TO 81
82
83
84
85
86 TO 88

COMPANY PROFILE

Steel Authority of India Limited (SAIL) is one of the largest state-owned steel making
company based in New Delhi, India and one of the top steel makers in world. With an annual
turnover of 50627 cr. (US$7.5 billion) (FY 2014-15). It is a public sector undertaking
which trades publicly in the market is largely owned by Government of India and acts like an
operating company. Incorporated on 24 January 1973, SAIL has 93,352 employees (as of 31Mar-2015).[2] With an annual production of 13.9 million metric tons, SAIL is the 24th largest
steel producer in the world.[4] The Hot Metal capacity of the Company will further increase
and is expected to reach a level of 23.5 million tones per annum by the end of the Financial
Year 2015-16. P.K Singh is the current chairman of SAIL.
SAIL

operates

and

owns

at Rourkela, Bhilai, Durgapur, Bokaro and Burnpur and

integrated
3

special

steel
steel

plants
plants

at

Salem, Durgapur and Bhadravathi. It also owns a Ferro Alloy plant at Chandrapur. As part of
its global ambition, the company is undergoing a massive expansion and modernization
program me involving upgrading and building new facilities with emphasis on state of the art
green technology. SAIL is a public sector company, owned and operated by the Government
of India. According to a recent survey, SAIL is one of India's fastest growing Public Sector
Units. Besides, it has R&D centre for Iron & Steel (RDCIS), Centre for Engineering and
Technology (CET), Management Training Institute (MTI) and SAIL Safety Organization
(SSO) located at Ranchi capital of Jharkhand.

MAJOR UNITS

Steel plants
Bhilai Steel Plant in Bhilai, Chhattisgarh
Bokaro Steel Plant in Bokaro, Jharkhand
Durgapur Steel Plant in Durgapur, West Bengal
Rourkela Steel Plant in Rourkela, Orissa

Special Steel Plants

Alloy Steel Plant in Durgapur, West Bengal
Salem Steel Plant in Salem, Tamil Nadu
Vivesvara Iron & Steel Plant in Bhadravati, Karnataka

Subsidiaries
Indian Iron & Steel Company Limited in Burnpur, West Bengal
Maharashtra Elektrosmelt Limited in Chandrapur, Maharashtra

OTHER UNITS
New Delhi
SAIL Consultancy Division
Kolkata, West Bengal
Raw Materials Division
Central Marketing Organization
Environment Management Division
Growth Division
Ranchi, Jharkhand
Research & Development Centre for Iron & Steel
Centre for Engineering & Technology
Management Training Institute
Sail Safety Organization

Dhanbad, Jharkand
Central Coal Supply Organization

HISTORY OF THE ORGANIZATON

Post independence the Government of India assumed responsibility of developing the core
sectors including steel. The Government of India prevented the private sector from setting up
new integrated steel plants (ISPs). The government in the 50s and one in the 60s set up three
ISPs. SAIL was formed in 1973 as a holding company of the Government owned steel and
associated input companies. In 1978 by enactment of an Act the subsidiary companies viz.

Durgapur Mishra Ispat Ltd, Bokaro Steels Ltd, Hindustan Steel Works Ltd, Salem Steel Ltd,
SAIL International Ltd were all dissolved and merged with SAIL. In 1979, the Government
also transferred ownership of Indian Iron and Steel Company Ltd. (IISCO) which continues
to be a wholly subsidiary of SAIL. SAIL also acquired controlling interest in two major
suppliers of Ferro alloys namely Maharashtra Elektrosmelt Ltd and Visvesvaraya Iron and
Steel Company Ltd. The Company currently operates 4 integrated steel plants, 1 alloy steel
plant and 1 stainless steel plant.
Presently, SAIL is the largest steel producer in the country. The Government of India, the sole
owner till 1992, divested about 11% of the equity in 1992 and has allowed further dilution of
its stake through a Euro issue in 1996.
The Government of India has also committed not to set up any new Greenfield plant and
capacity expansions will be limited to de-bottlenecking and modernization.

STEEL AUTHORITY OF INDIA LIMITED

SAIL AN OVERVIEW
Steel is considered as the backbone of the Indian Industries. Steel Authority of India Limited
(SAIL) is the largest manufacturer of steel in the country. One of the NAVRATNAs of the
country, SAIL was founded on 24th January 1973. With a production capacity of 12 million
tones (MT) of crude steel, the Steel Authority of India Limited (SAIL) is Indias largest and
among the leading steel producers in the world. Its turnover in 2002-2003 was over Rs.
19,207 crores and in 2003-04 was over Rs. 24,178 crores.

The company owns and operates seven manufacturing

plants four integrated steel plants at Bhilai, Durgapur, Rourkela and Bokaro
producing carbon steels and three plants at Salem, Durgapur and Bhadravati
making stainless and alloy steels. A subsidiary at Burnpur produces pig iron,
merchant products and heavy structural while another at Chandrapur is a bulk
producer of Ferro-alloys. Owing Indias second largest mines network
provides SAIL a competitive edge in terms of captive availability of iron ore,
limestone, dolomite, etc.
Equipped with the latest steel making technologies, the SAIL plants produce a variety of steel
products that meet the exacting requirements of both domestic as well as overseas customers.
With the widest product range among Indian Steel producers, sail offers 50 mild, special and
alloy steel products in 1000 qualities and 5000 dimensions.
The companys vast portfolio of long, flat and tubular products is marketed within India by its
Central Marketing Organization, headquartered in Kolkata, through a vast network of branch
offices and stockyards. Exports are handled by the International Trade Division based in New
Delhi. SAILCON at New Delhi provides consultancy services in iron & steel and related
areas to clients worldwide. By-products and chemicals are marketed directly by steel plants.
To improve operating processes, introduce new products for the steel industry and achieve
world standards in steel making, SAIL has well equipped Research & Development Centre
for Iron & Steel at Ranchi. Also located at Ranchi is Centre for Engineering & Technology,
Management Training Institute and SAIL Safety Organization.
SAIL has reoriented its product mix to keep pace with market demand. Higher production of
special grade items like API grade HR Coils/Plates/Pipes, HR Coils for cold reducers, etc.,
have enabled SAIL to maintain and achieve larger market share in value-added segments.
By branding some of its products, the company has also been able to achieve better
recognition for value in the market.
With a strong emphasis on tuning business activities for customers satisfaction, the company
ensures supplies of customized products with shorter lead-time. Key customers are provided
special services. There is increased product focus and constant review of distribution
channels.

In the international steel market, too, SAIL has garnered a reputation for itself as a consistent
and reliable supplier of world-class quality products. SAIL products have been well accepted
in more than 75 countries in the world, helping the company win recognition as a major
foreign exchange earner for the country.
Going beyond steel production, SAIL has formed several joint ventures in different areas
ranging from power plants to e-commerce. Three are with NTPC and DVC for taking care of
the steel plants captive power requirements, one with USX Engineers & Consultants, a
subsidiary of US Steel Corporation, for promoting IT in Steel sector and one with Bansal
Mechanical Works for a steel service centre at Bokaro. SAIL and Tata Steel have also jointly
set up Metaljunction.com Pvt. Ltd, a company managing e-commerce activities in steel and
related areas.
The SAIL Corporate Office in New Delhi manages and oversees this vast business. Besides
the SAIL Chairmans Sect., Corporate Office comprises of the companys Finance,
Operations, Commercial, Personnel and Projects Directorates.
Today, the accent in SAIL is to continuously adapt to the competitive business environment
and excel as a business organization both within and outside India.

10

OBJECTIVE OF SAIL

Self reliance of economy in Iron and steel field

Rapid economic growth through efficient production and proper supply of quality
product and services
Scientific and technological advancement in Iron and Steel industry
Good corporate health
Human relation approach : The concept of model employer

11

SAILS VISION STATEMENT

*
To be a
Respected world-class corporation
And
The Leader
In
Indian Steel business
In
Quality, productivity, profitability
And
Customer satisfaction
12

CREDO

We build lasting relationships with customers based on trust and mutual benefit.
We uphold highest ethical standards in conduct of our business.
We create and nurture a culture that supports flexibility, learning and is proactive to
change.
We chart a challenging career for employees with opportunities for advancement and
rewards.
We value the opportunity and responsibility to make a meaningful difference in
peoples lives.

13

PRODUCT & SERVICES

BHILAI STEEL PLANT

Five-time winner of the Prime Ministers Trophy for Best-Integrated Steel Plant in the
country. Bhilai Steel Plant (BSP) is a major producer of rails, heavy and wide (up to
3600mm) steel plates as well as structural. With an annual production capacity of 3.153
million tones of saleable steel, the plant also specializes in other items such as wire rods and
merchant products, including TMT bars and rods branded SAIL-TMT. Facilities for
production of long rails-26m and above- are presently being installed at the plants Rail &
Structural Mill.
Situated in Chhattisgarh, this was one of the three 1 MT capacity crude steel plants set up in
the public sectors in the late 50s. Subsequently it was expanded to 2.5 MT ingot capacity and
currently expanded to 4.0 MT. With this, the saleable steel capacity increased from 1,965 MT
(2.5 MT stage) to 3,153 MT (4.0 MT stage).
Since BSP is accredited with ISO: 9001: 2000 Quality Management System standard, all
saleable products of the plants come under the ISO umbrella. BSPs plate mill, Dalli
Mechanised Mines and Rail Mill have, in addition, received ISO: 14001 certification for their
Environment Management Systems.

14

PRODUCT MIX

TONNES / ANNUM

Semis
Rails
Heavy structural
Merchant products
Wire rods
Plates
Total saleable steel

553,000
500,000
250,000
500,000
400,000
950,000
3,153,000

BOKARO STEEL PLANT

Bokaro Steel Plant brings out before ones eyes the vision of a massive giant in the making.
As the fourth Steel plant in the public sector, conceived in 1959, it actually started taking
shape in 1965 with the signing of an agreement with the Govt. of the USSR on 25 th Jan 1965.
Envisaging a capacity of 1.7 MT in 1st stage & 4.0 MT in second stage. Its construction
started on 6th April 1968.
Indias largest flat steel producer in the public sector, Bokaro Steel Plant (BSL) was designed
to produce flat products like Hot Rolled Coils/ Plates/ Sheets, Cold Rolled Coils/ Sheets, Tin
Mill Black Plates AND Galvanized Plain/ Corrugated Sheets (GP/ GC). Bokaros world-class
hot-rolled products enjoy excellent acceptance in the international market.
With a saleable steel production capacity of 3.78 million tones, the plant has been recently
modernized with continuous casting facilities and a state-of-the-art Hot Strip Mill for
producing quality steels of international standards. A range of special steel products like
DMR249A, E-460/500/550, IS-8500, Fe540B, SAILCOR, SAILPROP, SAILMEDSI,

15

SAILRIM, API grade steel, HRNO, SAILMA, WTCR, BSL-46 for auto sector, etc., have
been introduced after modernization. The plants Steel Melting Shops, Continuous casting
shop, Slabbing Mill, Hot Rolled Coil Finishing and Cold Rolling Mill complex are accredited
to ISO: 9002 QMS standards.

PRODUCT MIX
HR Coils, HR Plates, & HR
Sheets
CR Coils & Sheets
GP/ GC Sheets
Tin Mill Black Plates
(TMBP)
Total Saleable Steel

TONNES/ ANNUM
2,120,000
1,390,000
170,000
100,000
3,780,000

ROURKELA STEEL PLANT

Indias first integrated steel plant in the public sector, Rourkela Steel Plant (RSP) is a major
producer of a diversification range of sophisticated steel Products, including Plate Mill
Plates,HR Plates/Coils, CR Sheets/Coils, Galvanized Plain/ Corrugated Sheets (GP/ GC),
ERW/SW Pipes, Electrolytic Tinplates and Silicon Steel Sheets. With a saleable steel
production capacity of 1.671 million tones, the plant is the first in India to incorporate LD
technology of steel making. It is also the first in the SAIL family to produce 100% of steel
through the cost-efficient, quality-centric continuous casting route. RSP also has the
distinction of being the only plant in SAIL to produce silicon steels for the power sector, high
quality pipes for the oil & gas sector and tinplates for the packaging industry. RSP is the only
plant having Pipe Plants.
Almost all-major units of the plant are certified to ISO: 9002 QMS standards. RSPs silicon
steel mill is also accredited with ISO: 14004 for its environment Management system. The
plants plate mill is also being brought under ISO: 14001.

16

PRODUCT MIX

TONNES/
ANNUM
Plate mill plates
3,25,000
HR plates
1,30,000
HR coils
7,46,000
ERW pipes
45,000
SW pipes
55,000
CR sheets & coils
2,20,000
Galvanized sheets (GP & 1,80,000
GC)
Electrolytic tin plates
60,000
Silicon steel sheets (CRNO)
75,000
Special steel plates
3,000
Total saleable steel
18,39,000

DURGAPUR STEEL PLANT

Durgapur Steel Plant (DSP), with a saleable steel production capacity of 1.586 million tones,
produces medium structural, merchant products, skelp and continuously cast billets. Its extra
high-strength thermo-mechanically-treated bars, branded SAIL-TMT, have proven market
acceptability. Durgapur Steel Plant is also a major producer of railway products like forged
wheels and axles.
The recently modernized plant is equipped with state-of-the-art technology for quality steel
making. Durgapur Steel Plants primary areas comprising Raw Materials Handling Plant,
Sinter Plant, Coke Ovens & Coal Chemicals, Blast Furnaces and Steel Melting Shop and the
entire mills zone consisting of Blooming & Billet Mill, Merchant Mill, Skelp Mill, Section
Mill and Wheel & axle Plant, are covered ISO: 9002 quality assurance certification.

17

With the successful commissioning of modernized units, Durgapur Steel Plant is all set to
produce 2.088 million turnover of hot metal, 1.870 million tones of liquid steel and 1.755
million tones of saleable steel annually.

PRODUCT MIX
Merchant Products
Structural
Skelp
Wheel & Axles
Semis
Total Saleable Steel

TONNES/ ANNUM
3,25,000
1,80,000
2,20,000
30,000
10,00,000
17,55,000

Plant wise Profitability (PBIT) Rs. /Crores

Plant
BSP
DSP
RSP
BSL
Others
Total
Interest
SAIL
PBT

2002-03
1088
-117
-228
644
-369
1018
1334
-316

2003-04
2184
160
147
1345
-309
3527
899
2628

18

Swing
1095
277
275
700
60
2509
435
2944

SPECIAL STEEL PLANTS

ALLOY STEELS PLANT
The pioneer in the area of alloy and special steels production in India, Alloy Steel Plant
(ASP) was specially designed for casting special steel plants like Austenitic and Ferritic
stainless steel and a variety of stainless steel and a variety of non- stainless steels, including
bullet proof steel. ASP has one slab-cum-twin bloom continuous casting machine the only
one of its kind in India.
ASP has the capacity to produce slabs, Blooms, Bars, plates and Forged items of over 400
grades in a wide range of sizes, totaling 1.78 lacs tones of saleable steel annually. Among the
value-added items produced by the plant and CRM rolls, concast rollers, crane wheels,

19

springs, hammers, grate bars, hot saw blade, shear blade, bright bar, stainless steel liner plate,
etc. ASP also saw suppliers import substitution items to many customers through established
conversion agents. The entire plant is certified to ISO: 9002 standards.

SALEM STEEL PLANT

Certified for ISO: 9001:2000 Quality Assurance and ISO: 14001 Environmental Management
Systems, Salem Steel Plant (SSP), is one of Indias leading producers of quality stainless
steels. The plant is capable of rolling 186,200 tonnes of hot rolled carbon/stainless steel flat
products and 70,000 tonnes of cold-rolled stainless steel sheet/coils annually. SSPs products,
branded Salem Stainless are well accepted in the domestic and international markets.
The plant has gone beyond its designed capacity in producing thinner gauges and supplies
value added 0.13-mm thick stainless steel, as well as hot-rolled carbon steel in thicknesses of
1.5, 1.4 and 1.25mm. In hot-rolled special grade carbon steels, SSPs boiler quality steel
requires special mention. The plant also supplies LPG grade IS: 6240
Steel in sheet form. The plant has developed new applications of its products viz. LPG tanks
for automobiles, stainless steel ceiling fans, exhaust fans, corrugated sheets, water tanks, etc.
SSPs Blanking Lines has an annual capacity to produce 3,000 tonnes of ferritic-grade coin
blanks or 3,600 tonnes of utility blanks. One rupee, 50p and 25p coins are minted from the
blanks supplied by SSP to the Govt. Mints in Noida, Mumbai, Kolkata and Hyderabad. The
plant also supplies ferritic stainless steel strips to Govt. Mints.
Industrial segments using Salem Stainless include hi-tech areas like atomic power stations,
heavy engineering, chemicals & fertilizers, railways, automobile, construction, dairy & food
processing, bulk solid handling, power, etc.

VISVESVARAYA IRON & STEEL PLANT

Visvesvaraya Iron and steel Plant (VISL) is a pioneer in production of high quality
alloy/special steels and pig iron. Steel is produced through BF-BOF-LRG-VD route. The
facilities include vacuum oxygen-decarburization, ladle refining furnace, continuous casting
machine, 1600 tonnes-hydraulic-high-speed forging press, fully automatic horizontal long
forging machine with numerical control system for semi-automatic and automatic mode of

20

operation. VSL has an installed capacity of 77,000 tonnes of alloy/special steel and 205,000
tonnes of not metal. The plant has received ISO: 9002 certification for steel production
through rolled and forged routes and pig iron production.

SUBSIDIARIES
INDIAN IRON & STEEL COMPANY LIMITED
The Indian Iron & Steel Co. Ltd. (IISCO), originally in the private sector, became a
subsidiary of SAIL in 1977. Its integrated steel plant in Burnpur has the capacity to produce
352,000 tonnes of saleable steel and 335,000 tonnes of pig iron annually. IISCO also has
captive collieries at Chasnalla, Jitpur and Ramnagore. Its mines at Gua, Chiria and
Manoharpur are considered to have Asias largest reserves of iron ore. The production
facilities at Burnpur are currently being augmented under a plan approved by the
Government.
IISCI produces a range of steel structural and special sections as pig iron. The plant pioneered
in the production of Z-section centre sills and Z-type sheet piling sections used in the
fabrication of wagons and construction of barrages, bridge foundations and other projects.
IISCOs Merchant & Rod Mill is equipped with ISO: 9002 certification.

MAHARASHTRA ELEKTROSMELT LIMITED

Maharashtra Elektrosmelt Limited (MEL), the largest producer of manganese-based Ferroalloy in the country with a capacity to produce 100,000 tonnes of Ferro-alloys, joined the
SAIL family as a subsidiary in the 1980s. Among the major technological achievements of
MEL are fast changeover from high-carbon Ferro manganese to silico-manganese and viceversa in the submerged Arc Furnaces, production of medium/low carbon Ferro-manganese
through Electric Arc Furnaces, sintering of manganese ore fines through conventional and
high pressure process, generation of 4.2 MW electric power by gainfully utilizing Ferroalloys furnace gases and production of building bricks from Ferro-alloy slag. MELs Ferroalloy routed has received ISO: 9002 certification.

OTHER UNITS
RAW MATERIALS DIVISION
21

The Raw Materials Division (RMD) formed in 1989 with headquarters in Kolkata for
management of all the captives mines of the SAIL Steel plants in the eastern sector. This has
enabled rationalization of raw material supply to the different plants in the region and
achievement of systematic reduction in the purchase of iron ore from non-captive sources.
Presently, RMD manages five iron ore mines in Jharkhand and Orissa, and four Limestone
and Dolomite quarries in Madhya Pradesh, Jharkhand and Orissa.

Iron Ore Mines

Mines

States

Kiriburu
Meghahatuburu
Bolani
Barsua
Kalta

Jharkhand
Jharkhand
Orissa
Orissa
Orissa

Annual Capacity
(MT)
4.25
4.30
3.00
2.01
0.80

RMD is planning to expand capacity in view of the enhanced production plants of the steel
plants and to cope with the requirement of high quality iron ore.
The limestone quarries under RMD are located at Kuteshwar, Purnapani and Bhawanathpur.
Dolomite Quarries are at Tulsidamar and Purnapani.
RMD has a centralized workshop at Bolani for repair/overhauling of engines & transmission
of heavy earthmoving machinery operating at the mines.
Besides the above, RMD has three Customer Service Offices at Rourkela, Durgapur and
Bokaro for Coordination with the steel plants. Two liaison Offices are also maintained at
Bhubaneshwar and New Delhi for better coordination with government agencies and other
statutory authorities.

CENTRAL COAL SUPPLY ORGANISATION

Situated at Dhanbad in Jharkhand, the Central Coal Supply Organization (CCSO) of SAILs
Operations Directorate, is entrusted with the vital responsibility of ensuring daily movement
22

of around 12,000 tonnes each of washed coking coal and power-grade coal to SAIL steel
plants.

CENTRAL MARKETING ORGANISATION

The ISO: 9001:2000 certified Central Marketing Organization (CMO) is Indias largest
Industrial marketing set-up that markets carbon steel produced by the four integrated steel
plants of SAIL. Headquartered in Kolkata, it transacts business through its network of 34
Branch Sales Offices spread across the four regions, 25 warehouses equipped with
mechanized handling systems, 11 Customer Contact Offices and 16 Consignment Agents.
CMOs domestic marketing effort is supplemented by its ever-widening network of
authorized and rural delivers who meet the demands of the smallest customers in the remotest
corners of the country. A strong IT support system enables real-time network connectivity
within the entire CMO network.
Extensive customer contact, product and segment specialization, close monitoring of order
servicing and feedback analysis through the Customer Satisfaction Index are established
norms at CMO. The customer-friendly approach of CMO is backed by practical after-sales
service.
CMO maintains its aggressive marketing efforts in order to retain market leadership by
meeting customer requirements and evolving strategies to increase sales. In order to
strengthen the marketing approaches and initiate products and segment specialization, CMO
has been reorganized on the basis of long and flat products. Likewise, Key Account
Management process (KAM) has been implemented in CMO to provide better service,
quality and tailor made products to Key Customers through a single window. This is being
followed up by the Customers Satisfaction Index (CSI) to increase responsiveness to
customer needs.
International Trade Division (ITD) of CMO manages exports of mild steel products and
maintains close liaison with buyers abroad. ITD has bend successful in making SAIL steel, a
familiar name, across the continents. SAILs reputation as a producer of quality steel products
has been established in as many as 70 countries around the globe. Notable among them are
Japan, Egypt, UK, Italy, Russia, Sri Lanka, Bangladesh, Taiwan, Myanmar and Nepal.
Transport & Shipping Division (T&S) of CMO performs the important functions of ensuring

23

proper dispatch of export materials and timely imports of raw materials to keep the SAIL
plants going.

SAIL CONSULTANCY DIVISION

SAILs high level of expertise and vast experience in building, operating and maintaining : a
chain of integrated and mini steel plants and associated facilities encompassing diverse
technologies, equipment and product-mix enables it to provide a wide range of consultancy
services.
The Consultancy Division (SAILCON) based in New Delhi is the single-window provider of
design, engineering, technical, management and training consultancy and services in iron &
steel and related areas to clients at home and abroad. An ISO: 9001:2000 certified unit,
SAILCON is equipped to render quality services from concept to commissioning.

CET (CENTRE FOR ENGG & TECHNOLOGY)

CET ISO 9001 certified organization is design, engineering & Consultancy unit of SAIL. It
has its head office at Ranchi, sub-centers at Bhilai, Durgapur, Rourkela, Burnpur, Bokaro, &
CET has been providing its services in the area of project consultancy, design &engg. Project
evaluation & appraisal, project management & technology Up gradation. Not only steel plant
under SAIL but also to clients outside SAIL. Some of the major projects engineered by CET
in SAIL include the 1st indigenously designed 530 cu. M blast at VISLM Bhadravati raw
materials handling new facilities for new entire plant no. 3 at Bhilai, Durgapur and Rourkela.
Modernization of rail & structural mill at Bhilai. CET has completed engg. for number of
projects outside SAIL including slag granulation plant for M/S. JVSL & stoves for 350 M
blast furnace for M/S. Kudremukh Iron & Steel Co. Ltd.

MTI (MANAGEMENT TRAINING INSTITUTE)

This apex institute for management training in SAIL was set up in 1962 in Ranchi. Fulfill the
managerial development needs of senior executives of the company & thereby act as the
catalyst for achieving organizational goals. It was 1 st training Centers of public sectors. MTI
designs company wide HRD intervention tool, organize senior level management workshops
& conduct specific problem solving for middle level executives. Considered as one of the
finest in-house facilities of its kind in India, it organizes and monitors companywide-training
schemes, coordinates regular training audits using documented training standards and

24

conducts network meetings for selected important program. MTI also undertakes
management research for diagnosing organizational issues and provides consultancy services
in the are of management, organizational development and HRD within India and abroad.

SAIL Safety Organization

SAIL Safety Organization (SSO) at Ranchi Monitors and guides the activities for promotion
of operational/ fire safety and occupational health services undertaken at the different plants/
units of the company. SSO formulates and prepares appropriate safety policies; procedures
systems action plans, guidelines, etc., and follows up for their implementation, thereby
helping in providing an accident-free work environment. Consistent efforts are also being
made by SSO for competence building in the area of safety management through HRD
interventions covering heads of shops, line managers, safety personnel and trade union
leaders. The emphasis is now on systematic approach to safety management.
A multi-disciplinary Safety Engineering Department exists in each of the steel plants and
mines to look after their safety needs. SSO also manages the Secretariat of the Joint
Committee on Safety, Health & Environment in the Steel Industry (JCSSI), a bipartite forum,
which addresses safety, health and environment issues in steel plants with active involvement
of their managements and central/ plant-level trade unions.

RESEARCH & DEVELOPMENT CENTRE FOR IRON

& STEEL
RDCIS, SAIL, RANCHI

Research and Development Centre for Iron and Steel (RDCIS) is the Corporate R&D units of
Steel Authority of India Limited (SAIL) which was set up in 1972. Over the years, RDCIS
has earned credentials of being an R&D Centre of international repute in the field of ferrous

25

metallurgy. The ISO 9001:2000 certified Research & Development Centre for Iron & Steel
(RDCIS) undertakes R&D projects in diverse realms of iron & steel technology under the
categories of Basic Scientific Research, Plant Performance Improvement, Investigation
Consultancy Assignments, Equipments & Instrument Design and Major Technology
Development.
RDCIS has more than 250 dedicated and competent scientists and engineers and its
laboratory is equipped with around 300 sophisticated diagnostic research equipments and 5
pilot plant facilities.
The major efforts of RDCIS are directed towards cost reduction, quality improvement and
value-addition to products of the SAIL plants and providing application-engineering support
at customers end. Along with the steel plants, RDCIS has recently taken initiatives to pursue
multi-disciplinary large projects with an aim to improve overall performance of the plants
and to develop special steel products for prospective customers.
The main objective of RDCIS is to plan, demonstrate and implement multiplinary R&D
programs in the Companys steel plants to improve their key performance indicates related to
quality, productivity and yield. RDCIS works hand-in-hand with steel plants and the Central
Marketing Organization of SAIL to:

Reduce product cost ;

Develop value added market centric products;
Promote the existing products; and
Demonstrate the application of SAIL products amongst the customers.

The key inputs to RDCISs drive for plant performance improvements are provided by
laboratory based basic and scientific research activities. Also, sustained efforts towards
development of appropriate softwares, equipments, instruments and sensors have lent a
cutting edge to our research programs.
During last 10 years, the centre has accomplished the following:

433 patents and copyrights

1404 technical papers published / presented in journals/ conferences
External earning worth Rs. 62 million
114 Technology Awareness programs for SAIL executives
Helped plants generate monetary benefits to the tune of Rs. 14,995 million by use of
R & D innovations.

26

RDCIS
LABS
Ministry
Of IT

BSR

EID

Academic
Inst.

MTD

Ministry Of
Steel

Research
Labs

PLANTS
PPI

ICA

Ministry
Of Coal

Industry

SHOPS
Due to closer linkages between domestic and global markets, Steel business has witnessed
fierce competition. This has necessitated reorientation of RDCISs efforts to provide greater
thrust in the following areas:
Inter-disciplinary plant performance improvement projects to meet shop / product
oriented objectives.
Development of comprehensive technology packages for production of new and
special steels.
Optimization of resource utilization using process and system modeling techniques.
Intensification of collaborative efforts with peer organizations.
Increase in external earnings by marketing of expertise, services and technologies
developed in-house.
Up gradation of research facilities.
RDCIS is also actively engaged in pursuing basic scientific research & development of
equipment and instruments with primary application potential in iron & steel industry.

Capabilities

27

RDCIS has to play increasingly vital role towards meeting the current as well as future needs
of the steel plants. This would critically dependent on the availability of research facilities
and their utilizations. Major laboratory facilities of RDCIS are in the areas of : coal, coke &
chemicals, mineral processing & agglomeration, iron making, melting and solidification of
steel, rolling mills, thermo-mechanical simulation, metallographic, mechanical testing, heat
treatment, X-ray diffraction, chemical analysis, environment, refractory, corrosion, coating,
tribology, energy conservation, automation & instrumentation and computerization. All
equipment and diagnostic tools available in different laboratories are maintained with planned
preventive maintenance program and are regularly checked.

RDCIS Expertise
Over the years, RDCIS has developed expertise in all thrust areas of iron & steel technology:
raw materials & beneficiation, sinter making, coal blending & coke making, iron & steel
making, continuous casting, hot & cold rolling, process automation, computer application &
software development, tribological & metallurgical investigations, corrosion engineering and
environment management.

AREA OF EXPERTISES
Raw materials, Coal $ Coke
*
Sintering
*
Iron Making
28

*
Alternative routes of iron making
*
Energy
*
Steel making and casting
*
Refractory
*
Rolling technology
*
Instrumentation and Automation
*
Design and engineering
*
Pollution control and waste management

*
Facilities
*
Total quality efforts
*
Collaborative research
*
System
*
Human Resource

Plant Centers
RDCIS Plant Centers are located at all the steel plants of SAIL. These Plant Centers are
manned with experts from major technological disciplines. The role of each centre is to work
as an interface between the plant and the main centre at Ranchi, facilitate identification and
formulation of R & D projects, participate in the execution of the projects, provide technical
services to plants, monitor and review the progress of projects and facilities utilization and
evaluation of the R & D innovations.

Collaborations & Interactions

RDCIS collaborates with the leading academic and research institutions as well as industrial
organizations in India and abroad for the purpose of enriching the level of expertise, exposure
to newer technologies and for undertaking joint research projects. Currently, RDCIS is
29

engaged in pursuing a number of large impacts, multi-disciplinary projects supported by the

Steel Development Fund, Ministry of Coal (CMPDIL) and Ministry of Information
Technology.

Some of the collaborators from abroad in recent past were:

TsNIIChermet, Russia
National Science Foundation and Naval Research Laboratory, USA
International Flame Research Foundation, Holland
MEFOS, Sweden
NKK, Japan
Voest Alpine, Austria and
NPL, England.

In India, collaborative work has been undertaken with:

The Indian Institutes of Technology

Indian Institute of Science
Banaras Hindu University
MECON
CSIR Laboratories
Indian Oil Corporations
BE Collage
Welding Research Institute
BHEL etc.

RDCIS CLIENTELE
Some of the esteemed customers are as follow:

Tiaj Prom export, Russia

MSC, Iran
RINL, Vishakapatnam
TISCO, Jamshedpur

30

IOC, R&D, Faridabad

HPCL, Mumbai
MECON, Ranchi
BALCO, Korba
Burn Standard, Salem
Midhani, Hyderabad
Usha Martin Industries Ltd. Kolkatta
BRL, Bokaro Steel City
RDSO, Lucknow
HEC, Ranchi
Jindal Strips Ltd. Raigarh
Manishri Refractories, Bhubaneshwar
UbiqueMetamed, Durgapur
ADOR Fontech, Nagpur
KonarkMetcoke, Bhubaneshwar
Jindal Strips Ltd., Hisa

RDCIS: A CENTRE OF EXCELLENCE FOR R&D

At a time when globalization is buzzword and competitiveness the only survival R&D center
for Iron and steel (RDCIS) of SAIL, is talking long step to provide the technological
intervention required to reach global standards. It is providing SAIL all the comprehensive
technological status in the SAIL plant in respect to the quality of inputs, production and
procession facilities, operating practices and status of automation and control.
RDCIS, the corporate R&D unit of SAIL, the biggest of its kind in the country with its
network spread in the SAIL plants across India was set up in Ranchi in 1972. The primary
objective of RDCIS is to plan and implement R&D programs in all the steel plants of SAIL in
order to achieve continuous improvement in the critical performance, indices of the plants.
The center has made significant continuations towards the achievement of the objective
through process improvement, energy conservation, cost reduction, quality improvement, and
development of new and value adds products and introduction of the technologies.
In depth analysis followed by evolving strategic options on major technological of the
company.
Assessment of market-product technology linkage and development of new products,
together with steel plants and CMO. Enhancement of consumption of SAIL steel through
extensive application engineering efforts aimed at the existing as well as potential customers.

31

Reinforcement of activities of technology dissemination center with increased interaction and

collaboration with plant training centers in order to argument the technological training in the
company.

Consultancy services outside SAIL and enhanced efforts to market at RDCIS, R&D activities
are pursued in projected form. In addition some amount of basic research is also conducted
for fostering creativity. Besides carrying out laboratory investigations and plant trail,
increasing emphasis is now being given in using physical and mathematical no dealing
approach for process analysis and Optimization. The center stands for total quality in the field
of research and ferrous metallurgy and strives for total customer satisfaction accordingly;
RDCIS acquired ISO 9001 certification in 1994. This has enabled the center to
continuously improve upon the quality assurance system aimed at accomplishment of
international standards in research quality.

32

MISSION

Most organizations, which pursue bulk of their activities in projectiles mode, as RDCIS does,
do have a mission. The mission statement for such an organization indicates the collective
destination of its projects and program and provides the substances for its time bound goals.

The current mission statement of RDCIS is:

Promote originality, foster creativity and expand knowledge base through the pursuit
of carefully selected R & D programs.
Develop RDCISs human resources and facilities to achieve and sustain technological
excellence.
Complement SAIL plants efforts to continuously enhance customer satisfaction,
Quality, Productivity, Profitability and Marketability of their products.
Innovate and develop processed and equipment and assimilate the disseminate
technology to achieve energy conservation, cost reduction and improved quality of
life in work and environment.
Purpose R& D programs, which help Indian Steel industry to become international
competitiveness.

33

CORE VALUES
Core Values of RDCIS are the same as those of our Company, SAIL:
Customer satisfaction
Customer comes first every time.
Concern for people
Consistent profitability
Consistent profitability is essential
for growth
Commitment of Excellence

PM & IR in RDCIS, SAIL

Role of Personnel and IR department
Service & support functions, advisory role
Formulation of policies and procedures related to man management
Implements the policies and monitors their effectiveness
34

 Ensures conductive environment for better relation between employees an

management. Hence responsible for maintain peaceful and conducive IR section
Ensures adherence to statutory provision/ law of land related to labour.
Responsible for needs of manpower planning to separation from company
Performs administrative functions like security, office administrations

Jobs

Manpower planning
Recruitment
Training & Development
Employee services
Establishment i.e. implementation of policies and procedures related to service

conditions
Appraisal
Motivation & Incentives
Growth of employees
Records management

35

Wage administration
Employee welfare
Separation
Industrial relations
Grievance handling
Workers participation in management
Union & Associations
Committees
Agitations
Statutory obligations
Office communications

SWOT ANALYSIS

STRENGTH
1. Strong employee workforce with over 130,000 employees
2. Technical & managerial expertise in the industry
3. Strong raw material supply chain management
4. Strong financial resources owing to being a Govt enterprise
5. It has an annual production of over 13million tonnes

36

6. Partnerships with NTPC, Bokaro Steel etc has strengthened its market position

WEAKNESS
1. Govt. and political intervention affects operational efficiency
2. Higher profit margins are not allowed

OPPORTUNITIES
1. Expansion & growth
2. Globalization with tie-ups with international players
3. Mergers & Acquisitions

THREATS
1. Change in Government policies & economy trend
2. Emerging & existing private sector players
3. Technological developments in outside world

PART II

37

PERSONNEL DEPARTMENT IN RDCIS, SAIL

SAIL is a large organization and presently has a employee strength of about 1.57 lacs. This
includes executives and non-executives. Since inception of SAIL the need of Personnel
Deptt. Were felt and all units of SAIL having a separate department for management of its
manpower? This deptt.is responsible for all aspects of man management. RDCIS being a unit
of SAIL has a personnel and administration department since inception.

38

The role and functions of Personnel Department remains similar all over SAIL. The policy
and procedures of SAIL are uniformly applied. However, on same instances the functions of
personnel department differ from unit to unit. This difference is dependent upon the nature of
the job of respective unit of SAIL. The major difference is between steel plants and other
corporate units like RDCIS, CMO, RMD, and CET etc. This is because steel plants being
productions units and the others being service units have a different nature of job.
P&A departments of all units of SAIL including RDCIS perform a service & support
function. Their role is more of advisory to the line function. They act as facilitators and
advisors of different major functionaries in the organization. Personnel department is
responsible to formulate policies and procedures related to man management. These policies
basically guide the functioning of personnel deptt. The implementation of these policies is
also responsibility of personnel deptt. Personnel department basically caters to all needs of its
unit with regard to its Human resources. Its role starts from assessment of manpower
requirements, their recruitment, utilization and their separations from the company.
Maintenance of conducive environment for effective utilization of human resources is the
responsibility of this department. It is this department which is held responsible for peaceful
industrial relations. Adherence to statutes related to labor is the responsibility of this
department. This department also performs certain general administrative functions such
security management, office administrations, liaison with various agencies outside the
organization etc.
If one looks in detail to its functions, it can be broadly categories in the following.

Manpower Planning
SAIL has a proper manpower planning system in place since very beginning. During the days
of inception of SAIL plants proper IED study was done and accordingly manpower planning
was done. But later it was found that SAIL has excess manpower compared to industrial
standards. Hence a comprehensive manpower planning policy was made which envisaged for
reduction of manpower. This policy tried to make a balance between company needs and
welfare of employees and the society in general. SAIL started to reduce the number of intake
and allowed the separations to take place. Schemes like Voluntary retirement, sabbatical leave

39

where introduced. This resulted into considerable reduction in manpower. The need for fresh
recruitments has been reduced partly because help of new technology was taken.
The detailed procedure for manpower is given below:-

Recruitment
At present, no recruitment for non-executives is done at RDCIS. The recruitment of
executives is done centrally by corporate office and then the recruited executives are placed
in respective units as per the requirement. But very few recruitments are taking place in
executives grade also. However, in plants and some other units some recruitment of fresh
critical category non-executives is taking place, so as to maintain the availability of trained
manpower.
The policy for recruitment, which is followed by all units/plants of SAIL, identifies two
sources of recruitment i.e. (i) Internal (ii) External
(i)

Internal: In this category recruitment is done by identifying persons suitable for

particular post within unit or in other units, through internal circulation of posts.

(ii)

External: Recruitments are done from open market through employment

exchange, advertisement in press, and from institutes of repute through campus
recruitment or through direct negotiations.

For all types of recruitments merit is the sole criteria. But good guidelines for reservations to
SC/ST/OBC etc. are followed.

There are different methodologies for recruitment in different levels. For intake in
executive grade all India level exams are conducted. The successful candidates are then
called for group discussions and interview. Then the successful candidates are recruited.

Authority for appointment is well defined according to levels of recruitment. For

recruitment in grades of E6 and above chairman SAIL is authorized .For all other
recruitments, except for centrally by corporate office Director (Personnel) has the
authority to appoint.

Appointment procedures are mentioned as above. It varies as per the level of recruitment.

40

Salary fixation is done as per the existing wage structure in the company .The new entrant
is given the salary structure corresponding to his grade of entry. The details of wage
structure are discussed ahead.

The entry into executive cadre is a trainee in technical stream and managerial stream.
Only executive for finance dept. are not taken as trainee. The technical stream trainees are
called management trainee (administration).In both these categories a comprehensive one
year training is given before they are confirmed as junior mgrs. In non executive category
also ITI qualified and Diploma holders are taken as trainees. After successful completion
of training they are regularized in their respective grades.

SAIL has well identified levels of entry into the company. Executive recruitment is done
in broadly four levels:(i)
(ii)
(iii)
(iv)

Management Trainees in E-I grades

Junior Managers in E-I grades
Medical Officers in E-I grades
Senior specialists in E3 A/E-4 grades.

Non executive recruitment is done in broadly four levels:(i)

(ii)
(iii)
(iv)

Semi skilled personnel in L-1 grade

Skilled personnel in L-3 grade
Highly skilled personnel in L-6 grade
Ministerial personnel in ML-1/ L-3 grade

Recruitment sources are identified above. No recruitment is done for Wards / Sons
of employees except in cases of accidental deaths.
Written test, group discussions, interviews, trade test etc. are used as tool for
selection according to the type and level of recruitment.
All the recruits are given a comprehensive induction training of their respective
units.

41

OBJECTIVE OF STUDY

1. HOW TO ENHANCE THE FUNCTIONING OF PERSONNEL MGMT

DEPT.
2. HOW TO MAINTAIN A BETTER INDUSTRIAL RELATION WITHIN AN
ORGANISATION.
3. WHAT ARE THE SOCIAL WELFARE ACTIVITIES AN ORGANISATION
MUST PERFORM FOR AN EFFICIENT AND SMOOTH FUNCTIONING
OF AN ORGANISATION

42

INDUSTRIAL RELATION

Meaning
The term industrial relation is used to denote the collective relationship between
management, employees and government in any form of industrial or non-industrial
organization. Individual relationships of workers with their management are thus excluded
from the scope of industrial relations and form part of personnel management.

Industrial Relation in RDCIS

Ensuring that the working relationship between management and employees and the job
satisfaction of work opportunities for the companys personnel are developed and maintained
in the best interests of the company and its employees.

1.Collective Bargaining:

Attaining accord with officially recognized and legally

established employee organizations in the manner best meeting the interests of the company
and its employee.
a) Negotiate agreements
b) Interpret and administer agreements.

2.Employee

Discipline:

Developing

and

maintaining

effective

work

regulations and creating and promoting harmonious working relationships with employees.
a) Establish rules and regulations for conduct.
b) Establish and administer disciplinary measures.

3.Personnel Research:

Developing ways and means of improving relationships and

the caliber of company personnel.

43

a) Analyze personnel techniques and problems.

b) Recommend improved practices.

Significance of industrial relations

To help in the economic progress of a country. The problem of an increase in

productivity is essentially the problem of maintaining good industrial relations.

To help in establishing and maintaining true industrial democracy which is a

prerequisite for the establishing of a socialist society?

To help management both in the formulation of industrial democracy which is a

prerequisite for the establishment of a socialist society?

To help management both in the formulation of informed labor relations policies

and in their translation into action.

To encourage collective bargaining as a means of self-regulation.

To help government in making laws forbidding unfair practices of unions and

employers.

Activities of Industrial Relation & Welfare department

The Industrial Relation & Welfare Department handles many areas of activities, both under
statutory and non-statutory category. This section probably deals with maximum number of
activities under on umbrella. The list of activities is given below;

Non-Statutory
Rs 100 per month is deducted from the members salary. The policy has to be renewed
every year. Contribution period is 1st January to 31st December. If an employee wants
to withdraw from the policy, he can do so. In that case, he will receive 65% of his
contribution and the Group Insurance
Employees Family Benefit Schemes (EFBS)
Death Benefits Schemes (DBS)
SAIL Employees Superannuation Benefits Fund (SESBF)

44

 Coordination in providing Medical Facilities to Regulate Employees under the

following categories:
a) Retainer Doctor

(b) Homeopathy

(c) Ayurvedic

Co-ordination in providing medical facilities to Retired Employees

Mediclaim
Farewell
Long Service Award
Service Dress
Reimbursement of Tuition Fee
Report on Employees Deposit Linked Insurance (EDLI)-Quarterly and Annual

Report
Scholarship
Finalization of Holidays/Optional Holidays list
Report on ST/SC?OBC
Peripheral Development
Renewal of license under the Factories Act
Testing and Inspection of Equipment under the Factories Act
Renewal of license under the Shops and Establishment Act of Bihar/Jharkhand
Report on Parliamentary questions
Issues related Employees
Union/Association for Steel Executive-Election

,membership in various committees, tour of Union and ASE members

Sports Activities
Communal harmony and National Integrity functions
Celebration of SAIL Foundation Day
Liasioning with Govt. Official

45

SAFETY AND HEALTH PRINCIPLE

(1) GROUP INSURANCE

Objective: To provide insurance in case of death and permanent
Coverage:
Eligibility:
scheme.

disablement.

Rs 1 lakh in case of death or permanent disablement of the member.

All regular employee of

SAIL units at Ranchi and who opt for the

46

Scheme:

It is an optional scheme. This scheme provides insurance coverage of Rs 1

lakh to its holders. In case of permanent disablement/death, whatever the case may be the
employee/his family members will receive Rs 1 lakh. Under the scheme, interest there on.

(2) EMPLOYEES FAMILY BENEFIT SCHEME

Objective:

To provide monetary benefit of a respectable amount,

to the family members of a deceased employee, or to
an employee in case of permanent disablement.

Coverage:

The last drawn basic and dearness allowance of the employee.

Eligibility:

Minimum one year continuous service in the company

andin case of death or permanent disablement. All
regular employees of RDCIS.

Benefits:

On the death/permanent disablement of an employee his nominee/the

employee himself , as thecase may be, on depositing with the company the entity PF and
gratuity amounts of the employee, would be entitled to monthly payment equivalent to his
basic pay plus PF and gratuityamounts of the employee, would be entitled to monthly
payment shall continue till the normal date on which the employee concerned would have
attained the age of superannuation, had he been in the service of the company.

Termination of benefit:
In case the family members/employee, as the case may be, wants to withdraw from the
scheme, he/she can do so by making an application. In that case , the monthly paymentshall
be paid to him/her. In case of the date of actual Superannuation of the employee comes, the
monthly benefit would be stopped and the PF the gratuity amount deposited with the
company, shall be refunded.

(3)DEATH BENEFIT SCHEME (DBS)

Objective:

To provide monetary help to the family members of the deceased

employee.

47

Coverage:
Benefit:

The regular employee who opt for this scheme.

After the death of employees, Rs 20 /- is deducted from all the members of

this scheme and thetotal amount collected is handed-over to the family of the
deceased.

(4) SAIL EMPLOYEES SUPERANNUATON BENEFIT

FUND (SESBF)
Objective:

To provide financial support and security to the employee after

Superannuation. With this objective a fund was created in which 2% of the basic and dearness
allowance by both employee and company has to be deposited. This fund will be utilized for
creating a pension scheme, which may come in future.

(5) MEDICAL FACILITIES

Objective: To

provide medical facilities to the employees and their dependent

family members and the retired employees.

Coverage: The

medical facilities are available to the regular employees both

outdoor and indoor along with the dependent family members,

consisting of dependent wife/husband, children, brothers, sisters and
parents. However, the retired employees get outdoors medical facilities
only.

Benefit:

In case the specialized medical treatment is not available with the

company, the patient may be referred to any outside hospital
concluding companys hospital at other locations.

Reimbursement of medical expenditure

The Reimbursement of the claims towards cost of medical treatment as charged

by the hospital concerned may be reimbursed in full except inadmissible items
such as diet, tonics etc.

48

In case of treatment outside the city, the to and fro journey and lodging expenses

towards patient and one attendant is also reimbursed.

The Reimbursement of expenses on medical treatments taken by employees or
his\her wards by a Homeopathy or Ayurved doctor is also reimbursed.

(6) MEDICLAIM
Objective:

To provide medical benefit to the retired employees of SAIL and their

spouses.

Coverage:
a)
b)
c)

Retired employees of SAIL and their spouses.

The employees who have taken voluntary retirement and spouse.
The employees who are separated from the company because of permanent

disablement.
d)
The spouse of an employee who dies in service.
The scheme is optional and those who opt for this scheme will hereinafter referred to as
members.

Scheme:

The members are covered under a group insurance policy of insurance

company. United India Insurance Co. Ltd. presently operates them.

Benefits:

Medical particular specialized treatment benefit to retired employees

and spouse.

OPD Facilities
The insured person can avail medical facilities in out patient department in government
hospital, SAIL HOSPITAL, sail approved hospital/nursing homes or the hospital approved by
Mediclaim. The limit of reimbursement is Rs 4000/- per member.

Indoor Facilities:
Reimbursement of actual charges up to Rs. 85,000/- per member per policy spent on room, IC
unit, nursing expenses, surgeon, anesthesia, medical practioner, consultant, specialist fees,
blood, oxygen, operation theatre charges, surgical appliances, medicines, and drugs,
diagnostics materials-ray, dialysis, chemotherapy, radio therapy, artificial limbs, and cost of

49

organs and similar other expenses. The limit of Rs 85000 /- includes domiciliary
hospitalization of Rs 11,500 /- per member.

(7) FAREWELL
Objective:

The bid farewell to an employee superannuating or voluntarily

retiring from the service of the company.

Coverage: The scheme covers all the regular employee of the company.
Scheme:

A function is organized by the company on the last day of the service of the

retiring employee, in which senior officers including the Director/Chief Executive are
present. The contribution of the concerned employee during his service period is recalled and
people present express their feelings and sentiments on the occasions. The company gives a
gift to the retiring employee which is SAIL made steel dinner set along with a service
certificate. A high tea is organized on the occasion followed by a group photograph.

(8) LONG SERVICE AWARD

Objective:

To recognize the service provided the employee and who has

served the company for 25 years.

Coverage:

Regular employees, who have covered 25 years of uninterrupted service.

Scheme:

Employee, who puts in 25 years of the service in the company,

is conferred with a Long Service Award. This award is given in
the form of SAIL stainless steel dinner set and a certificate.
This ceremony is organized during the Republic Day
celebration by the company.

50

(9) SERVICE DRESS

Objective: To create a feeling of equality amongst the different grades of
employees.

Coverage: All regular employees of SAIL units at Ranchi.

Scheme:

The service dress, which was introduced in the year 1988,

provided for shirts, trousers, blazer, woolen pant, shoes and
shocks of the male employees and sarees/salwar suits, blouse,
sandals to the female employees. This is a highly subsidized
facility. The executives have to bear the 30% of the cost,
whereas the non-executives pay 15% of that.

(10) REIMBURSEMENT OF THE TUTION FEE

Objective: To provide free education to the wards of the employees.
Coverage: This scheme covers all the regular employees.
Benefit:

These wards of the employees get the free education in company

run schools i.e. DAV Jawahar Vidya Mandir, Shyamali and
Delhi Public School (DPS). However, the company bears
subsidy on them. In case the children are studying outside these
schools, they get reimbursement of tuition and examination
fees. In addition, the company reimburses a maximum of Rs.
800/- each ward the employee in every session to cover
miscellaneous educational expenses.

51

(11) EMPLOYEE DEPOSIT LINKED INSURANCE (EDLI)

SCHEME
The company is an exempted organization from EDLI, since it has taken insurance policy,
which is a better scheme. The employee get coverage of the Rs.62,000/-

(12) GRANT OF SCHOLARSHIPS

Objective: To provide

encouragement and to facilitate higher education to meritorious

wards of employees.
Coverage: All regular employees.

(13) HOLIDAYS
RDCIS finalizes the list of closed holidays and optional holidays in consultation with the
employees representatives. However, the total number of holidays and leave remain same
thought SAIL. There are 17 closed and 4 optional holidays provided to the employees in a
year.

(14) REPORT ON SC/ST

RDCIS sends the report on SC\ST employees to the corporate office, which compiles the data
thought SAIL and forwards to SC\ST commission.

(15) SPORTS ACTIVITIES

RDCIS conducts various sports activities both for its employees and for their wards. They
include cricket, volleyball, table tennis, football, badminton, carom, chess, etc. The annual
sports meet is also organized. The department also conducts adventure sports.

(16) COMPLIANCE UNDER THE SHOPS AND

ESTABLISHMENT ACT
RDCIS is registered under the shops and Establishment Act, 1953. The renewal of the license
under this Act is done in the month of November every year. The renewal fee is Rs100/-

52

(17) REPORT ON PARLIAMENTARY QUESTION

The IR & welfare group is responsible for collecting and sending the replies of questions
raised by the Honble Members of Parliament to Corporate Office.

(18) ISSUE RELATED WITH UNION AND

ASSOCIATION STEEL EXECUTIVES
(i)

Co-ordinate conduction of election for the Employees Union &

Association of Steel Executives (ASE)

(ii)

Participation in negotiation and discussion with them from the

management side.

(iii)

Industrial Relation and welfare department, for the membership in

various

bipartite

committees,

processes

the

nominations

of

UNION/ASE.
(iv)

Co-ordinate of tours of the office bearers of UNION/ASE in case of

their official visit on tour.

(v)

To maintain peace and harmonies in Industrial relations front. For this

purpose, they regularly interact with the UNION/ASE.

(19) CONTRACT LABOUR CELL

A very important activity of IR&W is the contract labour management. The biggest threat to
IR is created by the contract labour in the organization. The contract labour cell of RDCIS
looks after almost all the affairs of the contract labour, including payment of minimum and
other wages, their leave and facilities. They also ensure statutory compliance related to them.

(20) PERIPHERAL DEVELOPMENT

RDCIS organizes some peripheral development programme in its vicinity, including village
development, education, medical facility, etc.

(21) CELEBRATION OF SAIL FOUNDATION DAY

53

The foundation day of SAIL is celebrated of 24 th January every year, across the company. A
SAIL run for 5KM cross country is organized and winners are distributed the prizes. The
employees and their wards participate in this programme.

(22) LIASIONING WITH GOVT. OFFICIALS

It is one of the most important roles of the IR & W activities. The officials of IR&W
maintains good relations with the government officials, such as RPFC, labour department,
Factories Office, ESI, Employment Exchange, etc.

(23) SECURITY
This department looks after all the security aspects of RDCIS complex, SAIL Satellite
Township, the bungalows of VIPs. SAIL Hanger, etc, the group looks after the fire-fighting
measures at RDCIS, they work towards preventive vigilance. They also do the Liasioning
with police officials.

STATUTORY
Industrial Relation & Welfare section of RDCIS have multiple facets of activities. All major
activities have been discussed briefly previously. To give main emphasis on some of the most
important aspects, the concentration was made on the following two activities:
1. Implementation of Factories Act.
2. Implementation of Employees State Insurance Act.

1. IMPLEMENTATION OF FACTORIES ACT, 1948.

RDCIS is registered under the Factories Act 1948. The renewal of license under the Factories
Act is done regularly. However, there are many other provisions to be followed under the Act.
The job assigned was to see those aspects with reference to the Factories Act and point-out
non-compliance, if any and suggest the remedial measures to RDCIS for possible
implementation.
54

RDCIS was forced to get itself registered under the factories act sometime in the year 1988.
This was done under pressure from the then Inspector of Factories. This was inspite of the
fact that no manufacturing process was going on and still is being done here. The listing of
RDCIS is under Schedule 2 of the Factories Act, which covers the dangerous and
Hazardous operation in the Factory. RDCIS does only the research and development work on
experimental basis. Once renewal of license every year compliance is being done regularly.
Since no manufacturing process is being carried out here, the RDCIS should be deregistered.
At the best the DG set centre, where power is generated to take care of the emergency, should
only be registered. The need of statutory canteen does no exist as less than 250 persons are
deployed in the power generation.

2. IMPLEMENTATION OF EMPLOYEES STATE INSURANCE

ACT, 1948.
The Employees State Insurance Act, 1948 has been implemented at RDCIS. Though the total
emoluments drawn by any of its regular employees, working in this organization, is above
Rs6500/- per month, which is the basic requirement for being covered, the application of the
Act in this organization is mandatory. At RDCIS there are many contract labors, whose
emoluments are below Rs6500/-. The coverage of such labor is mandatory under the ESI
Act.
Though all the regular employees of RDCIS are drawing Rs6500/- and above, they are not be
covered under the ESI Act. In any case, the better facilities compared to that of ESI exist for
the employees. But RDCIS should take an exemption from the ESI Act.
However the contractors labor, who are working here are drawing less than Rs6500/- per
month and get the benefit less than that of ESI. Hence these labors are covered under the Act.
RDCIS has the responsibility, as principle Employer, to ensure compliance under this Act by
the concerned contractors.
In spite of the above fact, the management of RDCIS has not been able to force the concerned
contractors to make compliance under the ESI Act. Many efforts have been made in past and
still being done in this direction. Unfortunately, the workmen concerned themselves do not
want to go to ESI. As per them, the facilities provided by them are very poor and distantly

55

located. They also fear that once they go there, they would be out Ispat Hospital facilities,
which they were getting earlier. Another reason they have in their mind that they don not
want a separate identity than the RDCIS employees. Whenever any pressure was created on
them, they resorted to agitation path.
The management of RDCIS is fully aware of the penal provisions, as also the accumulation
of contribution and interest thereon, which is supported to be deposited with the ESI
authorities.

HUMAN RESOURCE MANAGEMENT

INPUTS
Human

Resources

56

The strength of RDCIS lies in the availability of true professional in diverse engineering and
scientific disciplines like metallurgy, chemical engineering, mechanical engineering, Physics,
Computer Science, Ceramic, Chemistry, Electrical Engineering, Electronics, Fuel technology
and many other gives the ability to execute multi disciplinary and complex projects.
Lets have a look at the number of executives and non-executives qualification wise break up
of executives in RDCIS.

Number of Executives and Non-Executives

Technical
317
157

Non - Technical
118
189

Executive
Non
Executive
Total
474
307
Technical : Non Technical = 1.54 : 1

Total
435
346
781

Qualification Wise Break Up of Executives

Discipline
Engineering
Pure
Science
Others

Ph. D.
48
10

PG
85
11

Graduates
149
32

Others
0
-

01

19

61

10

57

Facilities
The research laboratory of RDCIS comprises of 55 diagnostic equipment and 11 major
facilities required for advanced R&D work in the field of Iron and Steel. The facilities are
supported by any information and documentation centre (IDC) for providing latest
information on research activities.

Expenditure
The revenue expenditure of RDCIS in the last year was 41.12 crore.

Manpower Rationalization.

58

Around 2,000 employees opted for voluntary separation during the year, and along with
around 3,500 natural retirements helped the companys manpower to be further reduced to a
level of 131,910 at the end of March 2004. Since 1998 in SAILs manpower has been around
45,000.

15994

15671
14760

16000

13749
14000

13191

12000
10000
8000
6000
4000
2000
0
1999-00

2000-01

2001-02

2002-03

20003-04

Labor Productivity
During 1999-00, labor productivity in SAIL was 96 Tonnes of crude steel per man per year
and in 2000-01 it was 105 Tonnes of crude steel per man per year. In 2001-02 it was 111
tonnes of crude steel per man per year. In 2002-03, the labour productivity was 123 tonnes of

59

crude steel per man per year. In the year 2003-04, the labor productivity in SAIL went upto
137 tonnes of crude steel per man per year, an improvement of 11.38% over the level
achieved the previous year.

137
140

123

120

105

111

96
100
80
60
40
20
0
1999-00

2000-01

2001-02

2002-03

20003-04

Outputs
Projects Completed
RDCIS completed 66 projects in the last year (2002-03). The distribution of projects /
programmes completed in different categories was

60

PP1 61
ICA 22
EID 7
BSR 4

Monetary Benefit
The certified annual benefit ( CAB ) of or RDICS in 2002-2003 was Rs.200.81 crore , of
which Rs. 78.83 crore was incremental CAB as certified by the heads of works and Rs.121.98
crore was recurring CAB generated due to sustained utilization in 2002-2003 of R&D
innovations recurring CAB as certified annual benefit was 233.31 crore of which Rs.98.01
crore was recurring CAB as certified by head of work and Rs.133.31 crore was recurring
CAB generated due to sustain utilization in 2003-2004 of R&D innovations.
The incremental CAB is the annual monetary benefits produced by plants by use of all the
R&D innovations for the period of 1st 12 months after starting date of utilizations.
Monetary benefit accruing from project output certificate by standing committee of plants

Earnings from External sources

The earnings from marketing of in house developed innovations and
provisions of technical services to external customers were Rs137.15 Lakhs
during the year. In addition, sponsored research worth Rs1615.81 Lakhs was
undertaken under the aegies of SDF

Papers Published / Presented

61

Scientists and engineers of RDCIS published 45 papers in journals of repute and made 155
presentations in various national and international conferences during 2002 03. The list of
papers published / presented during the year is given in the outputs details of this report.

Patents & Copyrights

24 Patents and 20 copyrights were filed during 2002-03. The patents filed include 4 on behalf
of SAIL PLANTS (3 from Bokaro steel plant and 1 from Bhilai Steel Plant). In addition, 5
Indian and 2 Foreign patents were sealed. A list of patents and copyrights in given output
details.

Awards & Recognition

Scientists and engineers from RDCIS received 8 different national awards and distinction in
2002-03, including Metallurgist of the year, MECON and Rajbhasa awards.

OUTPUT OF RDCIS
1999-00 TO 2003-04
2003-2004
Papers Published
Presentations
Patents
Copyrights
TAPs
Certified
Annual
Benefit
(Rs.Crores)
External Earnings
(Rs.Lakhs)
Awards

44
98
26
31
18
231.3

1999-00 TO 200304
196
438
120
102
77
967.4

176.3

621.4

44

62

OTHER SIGNIFICANT OUTPUT

RDICS pursue several other important activities which , though not quantifiable(like
CAB),make significant contribution to the knowledgebase of the centre. Notable among these
are activities towards technology Dissemination and Operating committee meetings.Besides
these RDICS renders valuable technical services to SAIL plants and units from time to time
and pursues several generic activities, such as testing of coals and contributions towards
energy and technology management.

CUSTOMER SATISFACTION
The customer satisfaction level of PPI and ICA projects is determined using an established m
an objectives criteria and is expressed in terms of a dimensionless parameter,called customer
satisfaction index(CSI).The CSI for 2003-04 was 3.7 on a scale of 4, which is compared with
the figures in the previous two years.

63

FUNCTIONS OF HRD DEPARTMENT

RDCIS : SAIL RANCHI

64

STEPS FOR ORGANISING IN-HOUSE TRAINING OF

EMPLOYEES
Organizational
Prepare annual training plan after consulting with differ rent HOD/HOG/HOF
Training needs
Priorities
(I) Individual needs
(II) Organizational needs

Approval of Head of P&A

Identity Course Co-coordinator

Designing/Redesigning the program me as per objective

Select faculty members

Obtain nomination from HOD/HOG/HOF

Finalize the nomination & issue office order

Organize Infrastructure

Distribute course material & conduct training

Collect feedback

Submit the report to chief

Prouss all payments

65

STEPS FOR ORGANISING EXTERNAL TRAININGOF

EMPLOYEES WITHIN INDIA

Initiate proposal for

participation of employees

Send to HOG (HRD)

Scrutinize the proposal based on

previous 2 years records

Submit to chief for approval

Finalise the nomination & issue office

order
Send copies of office order to concerned individual of
HOD (PC), Finance, Controlling Officer

For any modification obtain approval from

HOA/GM
Final approval by Chief Executives

Distribute course material & conduct training

Issue office order

66

Distribute copies

STEPS FOR ORGANISING EXTERNAL TRAINING

OF EMPLOYEES OUTSIDE INDIA

Initiate proposal of visit of executive abroad

Approval of concerned HOA

Examine eligibility criteria

Scrutinize the proposal based on previous records

Submit to chief for approval

Prepare proposals in formals

Issue office order

Visa

Travel tickets
Arrangements

Other allowances

Foreign exchange
Medical insurance

Process all payments

Examine the TA bills submitted by the concerned executive

67

Process for getting refund

Submit three copies of trip report to HOG (HRD)

Keep records in computer

RESEARCH METHODOLOGY
68

UNIVERSE OF STUDYSIZE OF SAMPLE-

The employees of SAIL,R&D centre,Ranchi

25 persons was selected and the selection was on the basis of

nature of their work. The target population was directly or indirectly involved in handling the
areas of different PM, IR & HRD activities.

RESEARCH TYPEDATA SOURCES-

Exploratory as well as descriptive.

Primary & Secondary both.

SAMPLING METHOD-

Both judgmental and convenient.

QUESTIONNAIRE DESIGN- On the basis of the objective of the study (analysis

of personnel management, Industrial Relation and Human Resource Activities at RDCIS),
question were prepared in order to have a better Understanding and clarity of the matter.
Questionnaire is enclosed at Annexure.

INTERVIEWS-

The next step planned was to interview the target population and get

their written feedback in the form of reply to the questionnaire supplied to them. Each
employee was subjected to discussion on each and every question of the questionnaire.

COLLECTION OF DATA

The primary data were collected by personal

interviews, surveys and by means of questionnaire prepared. The respondents were given
some time to fill their responses. The secondary data were collected from several records kept
in HRD, printed materials. Its also worthwhile to mention that some personal observations
were also there

DATA ANALYSIS

69

The following are observations on the replies given by the employees of RDCIS, who were
interviewed:
(1) 100% employees are fully aware about the functions of personnel and industrial
Relation Dept.
(2)On the Query whether Personnel Dept. functions well in its concern areas like
Promotion, Transfer, Grievances Handling etc., 98% employees reply Yes

PERSONNEL DEPT IS WORKING WELL 0R NOT

2%
YES

NO

98%

3)On the Question ,whether the personnel Dept. takes proper care to redress the genuine
Grievances of employees, 80% employees agree on the statement & rest 20% feels that there
is the need of improvement.

70

PERSONNEL DEPT. TAKE PROPER CARE OF GRIEVANCES

20%
YES

NO

80%

4)100% employees feels that Personnel Dept. reply on employees Grievances.

5)When asked about the reaction if they get negative reply from Personnel/HRD Dept.
against their Grievances, 40% of the employees has given other ways to react as:
i)
ii)

To know the reason for negative reply.

To make complain to the Top of the organization.

Sales

0.60000000000000064

71

0.4

REACTION AFTER NEGATIVE REPLY AGAINST GRIEVANCES

6)The suggestion make by the employees for improving the present Grievances redress
systems-Transparency System. Accountability of HRD Personnel. The more focus is towards
the routine meeting at a certain interval of time, say one month.

7)When Asked about the creative changes, if hey were the heads of HRD Department, the
majority of employees emphasizes on transparency of the decisions & interaction
Programmes with the general employees in batches.
8) 80% of the employees think that an organization HRD intervention may bring creative
changes in various department of an organization.20% of employees think, it not bring
Creative changes.

PERSONNEL DEPT. TAKE PROPER CARE OF GRIEVANCES

20%
YES

NO

80%

9)The employees who have agree on the appropriate HRD intervention have given some
common interventions as:
i)
ii)
iii)
iv)

Training on the specific/concerned topics, to help the Project.

Proper Counseling
Imparting Training.
Changes in Reward System.

10)On asking a question to rate the present Procedures of Training at RDCIS, 60% of the
employees said it is Good, 30% said satisfactory & rest of the employees said it is very Good.

72

RATE OF PRESENT PROCEDURE OF TRAINING

10%
GOOD 30%

SATISFACTORY

NO ANSWER

60%

11) Upon asking the suggestion for improving the function of HRD at RDCIS, the employees
reply as:
i) Better Customer Relations.
ii) Need to be Proactive & Responsive.
iii) Strengthing the Department.
12) When asked about the naming four welfare Schemes provided to RDCIS employees,
Majority of employees said-Housing ,Canteen, Group Insurance & Free education.
13)Upon asking to name four statutorily required welfare schemes, 90% of the employees
replied to the question .Majority of them mentioned Free Medical, Free education, Provident
Fund & CPF scheme.
14)Is the retiring employees, who has served in the company for whole of his career in the
organization, taken care properly. On this question, 70% of the employees were satisfied.
However 10% said No while the remaining 20% could not say anything.

73

RETIRED EMPLOYERS WERE TAKEN PROPER CARE

10%

20%
SATISFIED

CAN'T SAY

NO ANSWER

70%

15)On the query about the adequacy of number of scholarship, 40 %felt that they are
adequate, 30% felt that they are more than adequate & remaining 30% wanted the number to
be increased.

ACCURACY OF NO. OF SCHOLARSHIP

ADEQUATE

30%

NO. SHOULD INCREASE40%

30%
MORE THAN ADEQUATE

16)50% of the employees feel that RDCIS`s registration under the

factory Act is correct while 20% think that it is not correct, 30% of the
employees had no idea about the question.
74

REGISTRATION OF RDCIS UNDER COMPANIES ACT

30%
CORRECT

NOT CORRECT

50%NO IDEA

20%

17)70% of the employees know about the employees State Insurance Act, whereas 30% do
not know.

AWARENESS ABOUT EMPLOYEE STATE INSURANCE ACT

30%

KNOW

DON'T KNOW

70%

18)Some of the suggestions made by the employees for improving the Work efficiency of IR
& W are: Computerization of work of IR& W, more focus towards the interaction with
employees.
75

FINDING

Number of employees in HRD Department is less in comparison to the function of HRD at

RDCIS.
There is no separate cell to deal with the problems of retired employees.
The Quality of food provided in the canteens is unsatisfactory.

SUGGESTIONS

RDCIS needs Human Resource Planning and To meet the demand of changing Job
requirements due to a rapidly changing Technology.

76

Certain new type of Human Resource may be required due to changes in / Introduction of
new legislative measures.
Personnel Department need to be pro-active and responsive.
Optimum utilization of Man Power.
Placing current Employee in Position who Utilize their capabilities better.
All basic policies and procedures relating to Industrial Relation should be clear to every
Employee in the Organization and to the Union leader

CONCLUSIONS

The main strength of an organization lies with its human resource one can say that the
employee build the organization. A good organization takes care of its human resource at its
priority. Unless the welfare and other facilities of the employees are properly taken care of,
they cannot contribute fully towards the organization with this, in view RDCIS involves
many welfare schemes.
The personnel management and industrial Relation department of RDCIS looks after the
various human resource activities of the organization. The department formulate the policies
and procedures related to man management, ensures conclusive environment for better
relation between employee and management, ensures adherence to statutory provision related
to labor, they also perform administrative functions like security, office administration and
takes of the welfare of the employees and also takes care on the implementation of Factory
Act and Employee State Insurance Act in the organization.
The Human Resource Development section of RDCIS basically deals with the training of
employees and also the various inputs and outputs like human resources, labor productivity,
manpower position, projects, presentations, patents, copyrights, arranging different programs
such as, programmes for awards & recognition etc. Training programmes are basically of
three types : In-house training of employees, external training of employees within India, and
external training of employees outside India (Foreign training)
77

BIBLIOGRAPHY

ANNUAL REPORT 2003-04

SAIL NEWS MAGAZINE - MARCH MAY 2004
INDIAN STEEL PERSPECTIVES 2025 - R.K.SINHA
S.C.SURI
RANCHI REFLECTION A HOUSE MAGAZINE OF RDCIS,
RANCHI
THE PERSONNEL MANUAL OF SAIL
THE FEEDBACKS RECEIVED FROM VARIOUS EMPLOYEES DURING THE
COURSE OF STUDY

78

ANNEXURE

Personal details (Optional)

1.

Group ________________________________

Questionnaire
(1)

Are you fully aware about the functions of Personnel and Industrial Relation
Department?
Yes

(2)

No

Does Personnel Department functions well in its concern area like Promotion,
Transfer, Grievance Handling, etc?
Yes

(3)

No

Do you feel that Personnel Department takes proper care to redress the genuine
Grievances of employees?
Yes

No

(4)

Does Personnel Department reply on Employees Grievances?

Yes
No

(5)

If you get negative reply from Personnel / HRD Department against Grievances,
how do you react?
(a) Argue with personnel Department.
(b) Dont feel to argue further.
(c) If any other way, please explain.

79

(6)

Any suggestions to improve the present Grievance redressal system in your

Organization.

(7)

If you were head of HRD Department, what creative changes will be introduced
by you to make it more effective?

(8)

Do you think that an appropriate HRD intervention may bring creative changes in
various Departments of an Organization?
Yes

(9)

No

If the answer to the above question is yes, will you kindly list, what are the HRD
interventions?
(a)..
(b)..
(c)..

(10)

How would you rate the present procedure of Training at RDCIS?

Excellent

(11)

Very Good

Good

Satisfactory

Any suggestions for improving the functions of HRD at RDCIS.

(a)..
(b)

(12)

Name four welfare schemes provided to the employees by RDCIS.

(a)
(b)
(c)
(d)

(13)

Name the statutorily required welfare schemes provided to employees.

(a)..
(b).
(c).
(d).

80

(14)

Do you think that an employee who has served the company for whole his career
is properly taken care after his retirement?
Yes

(15)

No

Is the number of scholarships adequate?

More than adequate

(16)

Should be increased

No

Cant Say

Are you aware of Employees State Insurance (ESI)?

Yes

(18)

Adequate

Is RDCISs registration under the Factory Act correct?

Yes

(17)

Cant Say

No

Make few suggestions for improving the work efficiency of IR&W Department?
(a)
(b)
(c)....

81