Professional Documents
Culture Documents
By
KISHORE KUMAR.K.M
REG.NO: 35080251
A PROJECT REPORT
Submitted to
BONAFIDE CERTIFICATE
reported herein does not form part of any other project report or dissertation on
DEAN DIRECTOR
ABSTRACT
The factories Act, 1948 lays stress on improved working conditions for
dress, Township, Monet, Motivational Scheme like incentive scheme for Non
scheme, Incentive for higher studies. SSP also provide Advances like Festival
In order to study the objective, the data have been collected through
Department of Management Studies for giving this opportunity to know the real
PHD Project Guide. Faculty of engineering and technology for her valuable
advice and guidance to carry out the project work successfully this unstained
The empirical findings in this report are based on the data collection. The
matters included in this study are not a reproduction from any source. I further
declared that any part this project itself has not been submitted elsewhere for Award
of any degree.
Date:
CONTENTS
TITLE PAGE.NO
Abstract iii
CHAPTER 1 INTRODUCTION
2.1 Objectives 22
3.1 Introduction 25
5.1 Findings 47
5.2 Suggestions 48
CHAPTER 6 CONCLUSION
6.1 Conclusion 49
APPENDICES 50
NO
LIST OF PAG
TABLES E
NO
NAME OF THE TABLE
TABL
NAME OF THE TABLE
E
NO
CHAPTER 1
INTRODUCTION
discussed with Salem Steel plant as an example wherein the Welfare Measures
offered by the industry to its employees will be studied and analyzed in the
following chapters.
1.1.1 Steel
product of large and technologically complex industry having strong forward and
the fact steel products are susceptible to corrosion and have a relatively high
strength to weight ratio, alternative materials have not been able to make many
nature, which have swept across the economic scene of the country during the
current decade. Latest technologies have been adopted and the outputs have
increased. The industry has moved up in the value chain and exports have risen
consequent to a greater integration with the global economy. The challenges
that confront Indian steel industry in the age of globalization are complex in
nature following the right strategy may help India to perform better in all areas in
a competitive world.
There are mainly two types of steel producers, primary and secondary
producers. These two strategic groups together uses a mix of technologies, with
much lesser degree of backward integration and hold around 705 of the mild
steel capacity in the Indian steel industry. The third groups of tertiary producers
were the mini-steel plants, using electric, arc of induction furnaces and are very
small in size.
Exports in the first 5 years were mainly due to recession in the domestic
iron and steel market. Once domestic demand revived, exports declined. India
once again started exporting steel only in 1975 touching a figure of 1 million
tones of pig iron and 1.4 million tones of steel in 1976-77. Thereafter, exports
again declined to pick up only in 1991-92. When the main producers exported
3.87 lakh tones which rose to 2.79 million tones in 1995-96 and 3.3 million tones
in 2001-02.
India’s major market for steel and steel items include USA, Canada,
Indonesia, Italy, west Asia, Nepal, Taiwan, Japan, SriLanka and Belgium. The
Steel Authority of India Ltd, (SAIL), India’s largest corporate entity, with its
five integrated steel plants, three special steel plants and Ferro-alloy plant forms
the backbone of Indian Steel Industry. From ordinary safety pin to sophisticated
industrial applications. Steel Authority of India Ltd. (SAIL) is India’s largest and
one of the world’s leading steel procedures with a turn over of 22,000 cr.
Division (ITD) market within and outside India SAIL’s vast portfolio of long, flat
its core business of making carbon steel. Making employees aware of the
initiatives, achieving cost leadership through rigorous cost cutting drives and
competitive levels are some other facets of the strategy to ensure sustained
inherent strengths of the company to manage its operations under the varying
and fast changing business environment over a long span of time. Its reservoir of
human talent and expertise supported by the latest state-of-art the technology,
providing competitive advantage in the coming years. In the new millennium, the
SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in
Chhatisgarh, Durgapur Steel Plant (DSP) in West Bengal, Rourkela Steel Plant
SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West
Bengal, Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel
Chief of Persona
and
Administration
Additional Chief
Vigilance
Officer
Asst.General Manager
Computer & Information
Asst.General Manager
Computer & Information
Chief Personal
Executive Manager
Director
Figure 1.2.1 ORGANISATIONAL STRUCTURE
Manager (MM)
General Manager
Chief of
(W)
Communication
Deputy General
Manager Projects Chief of Finance
Manager
Deputy
General
Asst.Genera Asst.General
l Manager Manager (Technical
Deputy General & Admin)
Manage
r
Deputy General
Senior Manager
Manager
Safety
Quality
Deputy General
Manager
Manager
(Administration)
1.3. SALEM STEEL PLANT
steels unit of steel Authority of India. State-of the art facilities for Hot rolling, cold
rolling and Blanking have been established at Salem Steel through backward
integration over the years, sourcing the equipment and technical know-how, from
1970, with 43.38 acres for the project inauguration. Later, on September 16,
1970 Smt. Indra Gandhi, Prime Minister, laid the foundation on stone for the
Salem Plant. This was followed by acquisition of around 3973 acres including
the lands at Yercard, Kuchikaradu and poolampatti, for the plant, railway siding,
Salem Steel Plant (SSP) is the youngest member of SAIL; the public sector
giant becomes the visitor to the latest technology and sophistication. To meet
the growing demand in 1970 the Prime Minister of India announced in the Loc
Sabha the decision of the government to setup a steel plant at Salem in Tamil
manufacture of stainless steel, electrical steel and special sheets and strips.
On Sep 13, 1977, the detailed project Report was approved by the
government and sanction was accorded for implementation of first stage to be
completed in Sep 1981. Work progressed on schedule and the Hot Rolling Mill
was commissioned on March 13, 1992. SSP produced all thickness and finishes
of its product mix during the first year of operation itself stabilizing operation, the
plant is steadily building up its capacity and achieved a break even point at the
stainless steel in India. Commissioned in 1981, the plant has a capacity to roll
186000 tones of hot rolled carbon and stainless steel sheets and coils per
annum. The plant has gone beyond its designed capacity and successfully cold
rolled value added 0.13mm thick stainless steel. SSP can also supply hot rolled
carbon steel in thickness of 1.5, 1.4, 1.25 mm. Its products have become a
household name ‘Salem Stainless’ in the domestic market and are widely
exported; besides meeting the requirements of 100 percent export oriented units
and free-trade zones in India. In hot rolled special grade carbon steels, SSP has
been recognized as a well known manufacture of boiler quality steels, the plant
is also supplying LPG grade is 6240 steel in sheet form. The entire plant is
certified for the ISO: 9001 quality assurance and ISO: 14001 Environment
Management Systems.
Organization Goals
and services.
Core Values
1. Customer Satisfaction
3. Consistent profitability
activities.
4. Commitment to Excellence
value-added products like dinner sets and doorframes. These products have
followed in the plant since inception. Salem is the first among the SAIL plants to
get ISO-9002 Certification. The plant has also achieved ISO Certification for its
management. The plant is the first among the SAIL units to achieve zero
discharge of effluence and swage. This plant has won the SAIL Paryavaran
Salem Steel Plant thus added another features to its cap; it has won the
SAIL Parayavaran Award for the year 1999. It has also won the Jawaharlal
Memorial National Award for pollution and energy conservation methods from
the International Greenland Society. The plant is also the first in the SAIL units to
The importance in the conditions of their life and work will lead to high
production and peace, which will ultimately lead to the national progress.
Employee welfare increases the productive efficiency of the workers and induce
them a new sprit of self-relation and consciousness. To save the workers from
the evils, to increase productivity efficiency of the workers and to make the
country more prosperous, labour welfare measures are essential for industry.
1.4.2. Definition
The term “employee” and “labour” is used interchangeably in the study unit.
workforce is directly and indirectly linked with the conditions and environment
under which they are required to work. Even the most sincere employee cannot
conditions, his output potential will decline. Overacting of the environment are
worse than under heating although both are expensive in terms of decline in
Voluntary
Voluntary facilities are the facilities, which are provided by the explorer
voluntarily for the benefit of the employees. Even though more provisions are
becoming statutorily obligatory, new avenues for voluntary welfare work are
pack of industry. So there is a vast scope for employers to play their role in
Mutual welfare facilities are the joint enterprise of the workers to improve
their lot. This is a place where trade unions can play the active role and
undertake many provisions for the betterment of the workers. But they are not
India is embodies in the factories act 1934. Experience of the working of the act
administration. Hence the factories act 1948 was enacted and new changes
were introduced to male health safety and welfare measures more appropriate to
the factory workers. The main object of this act is to protect factories act from
being subject to unduly long hours of bodily strain or manual labour. It also
provides that employees should work in healthy and better sanitary conditions so
far as the manufacturing process will allow and precautions should be taken for
screened for the use of male and female workers) shall be provided and
maintained for the use of the workers therein and such facilities shall be
The state government may make rules requiring the provision of suitable
places for keeping clothing of workers not worn during working hours and for the
position. In every factory, suitable arrangements for sitting shall be provided and
maintained for all workers who are obliged to work in a standing position. This
has been done in order that workers may take advantage of any opportunities for
the chief inspector may require the occupier of the factory to provide such
At least one first-aid box with prescribed contents for every 150 workers.
accessible during all working hours, first-aid boxes or cupboards with the
prescribed contents. There shall be at least one such box for every 150 workers
shall be kept in a first aid box or cupboard. Most first-aid box to be in the charge
of responsible person. Each First-aid box shall be kept in the charge of separate
by the state government. Further, such person shall always be readily available
factory wherein more than 500 workers are ordinarily employed there shall be
equipment.
The room shall be in the charge of such medical and nursing staff as may
be prescribed and those facilities shall always be made readily available during
5. Canteens (Sec.46)
Canteen in factory employing more than 250 workers the state government
may make rules. The state government may make rules requiring that in any
specified factory wherein more than 250 workers are ordinarily employed, a
canteen shall be provided and maintained by the occupier for the use of the
workers.
more than 150 workers. In every factory wherein more than 150 workers are,
there shall be a provision for shelters, rest rooms, lunch rooms where workers
can eat meals brought by them with provision for drinking water, however, any
as part of this requirement. Where a lunchroom exists, no worker shall eat any
7. Crèches (Sec.48)
In every factory wherein more than 30 women workers are ordinarily employed,
there shall be provided and maintained a suitable room for use of children under
charge of trained women. Rooms for use of children shall provide adequate
under the charge of women trained in the care of children and infants. The
and other equipment of rooms for use of children belonging to women workers.
8. Welfare officers
In every factory wherein 500 or more employees there shall be one welfare
The family pension seeks to provide some monetary relief to the family
members of employees, who die in service, that is, before superannuating. In the
retire from service, get a lump sum of Rs. 4000/- as retirement benefit, obviously
under the present scheme, retiring employees do not benefit from any sort of
pension.
The employee, the employer and the state government contribute 1-1/6%
of the employee’s pay as contribution to fund. The central government pays the
This Act applies in the first instance to the personnel factories using power
and employing 20 or more persons. The objective of this act is to provide certain
to evolve a scheme for socio-economic welfare of the workers. The act covers all
factories and industries, which run on permanent basis, and it does not include
personnel injuries by the accidents arising out of and in the course of their
and certain hazardous occupations of drawing a salary not exceeding Rs. 1000
The employer is liable to pay under this act, the compensation incase of
death.
the average monthly wages of the worker concerned for this purpose, injury has
Temporary disablement. The rates of compensation are fixed for all type of
injuries according to wager ranges. If the period of disablement does not exceed
The government has also passed the government of gratuity act 1972
under which employees in factories. Since, oil fields, plantations, ports, railways,
completing 5 years of service, at the rate of 1⁄2 month’s wages for each completed
20 and 50 persons are also exerted for 5 years. The employees and employers
and who has completed one year continues service and actually worked for 240
days in that period. A special reserve fund was made for making the payment to
outgoing members.
Maternity benefit act 1961 has been passed to regulate the employment of
women in certain establishment for certain periods before and after childbirth to
circumstances.
1) Women shall not be employed during six weeks immediately following the
hours of standing.
d) To watch industrial relation with a view to use his influence in the event
of dispute between the factory management and workers to help and to bring
maternity benefit, medical scare compensation for injuries and sickness and
factory and workers, which will bring about productive efficiency as well as
works.
and explain to the workers. The provision relating to leave with wages and
other leave privileges and to guide the workers in the matter of submission
adoption of the family welfare measures among the workers. Welfare officers not
against workers.
2.1. Objectives
❖ To identify the impact of the welfare measures upon the workers health
and productivity.
different ways from country to country and time-to-time and even in the same
general level of social and economic department. So also, the concept of welfare
together constitute the structure of the welfare implies the welfare of man, his
All these three aspects are interrelated and work together in a three
relative, in time and place. It is a dynamic and flexible concept and hence its
country depending upon the value system level of education, social customs and
department of people.
❖ This primary data is collected from these employees during their little
❖ This study deals with labour welfare measures and management relations
Factories Act, 1948 and other voluntary welfare measures alone have
been taken in this survey.
CHAPTER 3
RESEARCH METHODOLOGY
3.1. Introduction
research method and analysis could be utilized to bring out a possible solution
for a research problem. The researcher should know why a particular technique
to the project.
Research design acts as the blueprint for the research by using this
constitutes the basic forms for the collection, measurement and analysis of data.
adopted for collection of relevant data. Moreover it explains about the techniques
to be used in the analysis, keeping in view the objective of the research and
availability of staff, time and money. This research design was selected based
on the objective on the study and keeping in mind the time and availability of
recourses for the research.
The type of research design used in this project was the descriptive
differ in many ways in different companies. Each group may have separate
reasons for exhibiting such characteristics within the company. The descriptive
study was carried out to seek these reasons. Careful design of descriptive
studies was necessary to ensure the complete interpretation of the situation and
It is necessary for every research to have both primary data and secondary
data, without which the research would be inefficient. In this research the
to their Welfare measures in SSP. The secondary data was collected through
company profile, journals, websites and other databases of the company. All
definite plan for obtaining a sample from a given population. The sampling
technique used was the simple random sampling. It was the method by which
CHAPTER 4
websites and other databases of the company. In SSP various facility are
1. Canteen
2. Medical
3. Educational
4. Service Dress
5. MONET
6. Township
7. Recreation Facility
8. Motivational Scheme
d. Nehru award
e. Jawahar award
g. Suggestion scheme
1. Canteen
make rules that in any specified factory with more than 250 workers, a canteen
Each state government has framed its own rules. However, CLW in its survey
found that even where canteens are provided they are not well stocked. The
state government to make rules to meet the objective of nutrition. In the case of
backward areas.
and allow them credit purchases so that it may make good use of the facility.
The items of expenditure in the running of the canteen, which are not to be taken
800 employees every day. The menu for Tiffin and lunch are finalized on the
union and Management constituted for the purpose. The food serve in the
2. Medical
employees and their dependent family members are provided with medical
personnel posted at SSP as well as the general public residing near by villages.
Over and above there is an Occupational Health Center in the plant premises,
which also attend to the cases with regard to industrial hygiene. For the
3. Educational Facilities
There is two-schools functioning in SSP Township for the benefit of the children
Non-employees also gain the benefit of this school. More than 1000 students are
posted for coaching purpose. The children of nearby village other than SSP
employees in limited number are also benefited by the service of this school.
Over and above about 6 number of children who are socially back warded are
admitted to class I and given free education in this school every year.
4. Service Dress
All male and female employees of SSP are provided which dress once in
every year. This service dress includes shirts, trouser, socks, belt, shoes for
male employees and saris, blouse and chapels for female employees. SSP also
provide winter Dress to employees posted in its offices in the north India.
5. MONET
Township. All employees and their family members who live in the Township
enjoy this facility. This serves the purpose of communication among the family
bulletin are telecast periodically through MONET. TV channels are also telecast
for the benefit of the employees and their family members at concessional rate.
6. Township
and D type with scooter shed and car shed facilities. The township also includes
a marriage hall, recreation club, auditorium, swimming pool, hall for tiny tall,
7. Recreation Facility
The facility provided for the recreation and the resources available for this
Employers may also sponsor athletic teams or arrange picnics and group
dinners for members of their families. Needless to say such events are meant to
bring together employers and their families at one place so that they develop
close affinity with one another and a sense of belonging to the enterprise.
8. Motivational scheme
monthly monitory payment is made to the employees that are linked to the
posted at Salem, Chennai, Delhi, and Bangalore is covered under this scheme.
b. Incentive scheme for Executives Scheme
All executive employees are included in this scheme. All executive are paid
All the market executives are benefited by this scheme. The marketing
employees posted at Salem as well as outstations are eligible for this reward
scheme. This scheme is based on the total volume of sales per month.
d. Nehru award
the basis of their overall performance and track record selects about 10 non-
executive employees. This award consist of Rs. 2500 and given to employees
e. Jawahar award
Under this award two executives are selected for this award based on their
performance. One from works area another from non-works area. The award
consists of Rs. 5000 and a citation and is conferred on the respective employees
All non-executives up to manager level are covered under this scheme. The
high standard of work among the employees. Good work means specific piece of
work perform by individual (or) group it will resulted in honest quality of output,
good house keeping, etc., based on the recommendation from HOD each
employee (or) group of employees are award ranging from Rs. 200 to Rs. 500 to
each employee.
Under this scheme the employees are encouraged to give their suggestions
in that will result in the meant have improve the working conditions or financial
position of the company. Suggestions are given in the prescribed format. Cash
award is given according to the meant of the suggestion, made by the employee.
Suggestions are arranged and on the spot prizes are given to the employees
concerned.
This scheme also includes the motivational scheme. This scheme facilitates
Under this scheme the employees who acquire PG, BE, MBA, ICWA, etc.,
obtained degree from educational institutions is given one time cash award of
Rs.10000 to each employee.
This table indicates that 25.33% of the respondents were between the age
group of 25-30. 20% of the respondents were between the age group of 31-
40. 21.33% of the respondents were between the age group of 41-50.
33.33 % of the respondents were between the age group of above 50.
This Table indicates that 22% of the employees are highly satisfied with the
This Table indicates that 4.00% of the employees are highly satisfied with
the existing referral system in hospital. 69% of the employees are satisfied
with the existing referral system in hospital. 17% of the employees are
of the employees are highly dissatisfied with the existing referral system in
hospital.
This table indicates that 7% of the employees are highly satisfied with
their quality of service dress.57% of the employees are satisfied with their
their quality of service dress. 10% of the employees are dissatisfied with
604020
Table 4.2. 12. SATIFACTION 0WITH REGARD TO FOOD IN
a) Quality
CANTEEN of food
Highly Satisfactory Satisfactory
Neutral
b)Hygine c)Service
Dissatisfactory
Satisfaction Respondents Percentage Highly Satisfied 23 15.33 Satisfied 109 72.67 Neutral 1
Dissatisfied 3 2.00 This Total 150 100
Table indicates
that 15% of the employees are highly satisfied with the food in canteen.
This Table indicates that 73% of the employees are satisfied with the food
in canteen.10% of the employees are neutrally with the food in canteen. 2%
of the employees are dissatisfied with the food in canteen.
T
able 4.2.13 WHETHER THE WEIGHTAGE IS GIVEN TO THE
SUGGESTION BY EMPLOYEES
Satisfaction Respondents Percentage Yes 103 68.67 No 47 31.33 Total 150 100
This table
indicates that 69% of the employees are rated that
their suggestions is consider by canteen in charge. 31% of the
employees are rated that their suggestions is not consider by
canteen in charge.
Table 4.2.14 SATISFACTION WITH REGARD TO HIGHER EDUCATION
Satisfaction Respondents Percentage Yes 108 72.00 N o 42 28.00 Total 150 100
This Table indicates that 72% of the employees are satisfied with the
promotional measures. 28% of the employees are not satisfied with the
promotional measures.
FIGURE 4.2. 5. SATISFACTION WITH REGARD TO EDUCATION
50
0Satisfaction level of education 150
100
Yes
NoTotal
Respondents Percentage
Table 4.2.15 SATISFACTION W ITH REGARD
TO TOWNSHIP SCHOOL Satisfaction Respondents Percentage Highly Satisfied 7 4.67 Sa tisfied 9
Neutral 25 16.67 Dissatisfie d 15 10.00 Highly D issatisfied 5 3.33 Total 150 100
This Table indicates that 5% of the employees are highly satisfied with the
Township school. 65% of the employees are satisfied with the Township
school. 17%of the employees are neutrally with the Township school. 10%
Satisfaction Respondents Percentage Yes 112 74.67 No 38 25.33 Total 150 100
This Table indicates that 75% of the employees are satisfied with the
This Table indicates that 37% of the employees are satisfied with the rest
room. 63% of the employees are satisfied with the rest room.
This Table indicates that 77% of the employees are satisfied with the toilet
facility.23% of the employees are not satisfied with the toilet facility.
This Table indicates that 20% of the employees are highly satisfied with the
Motivational Scheme.
This Table indicates that 3% of the employees are highly satisfied with the
functioning of co-operative stores. 19% of the employees are satisfied with
This Table indicates that 2% of the employees are highly satisfied with the
Recreational measures.
(In Percentage)
This Table shows that 60% of the employees are highly satisfied with the
transport facility. 13% of the employees are dissatisfied with the education
facility. 78% of the employees are satisfied with the milk during night shift.
CHAPTER 5
5.1 Findings
From the survey conducted, it has observed that the company provides
several welfare measures for its employees. The opinion of the respondents
shows that in general, most of the employees are satisfied with the medical
percent of the employees are satisfied with the existing guidelines. Majority of
the employees are satisfied with the service dress issued by the company. Only
12 percent of the respondents feel that service dress is not helpful to perform
their duty. Further, employees feel that MONET is the best channel for
communicating company information and events among employees and their
family members residing in the Township. It is also observed that most of the
with the functioning of the Township schools meant for the children of the
by the employees. However it is derived that many are not satisfied with the
The survey results shows that majority of the employees are satisfied with
other welfare measures like washing allowances, night shift allowance, festival
advances, house rent allowance, shift duty allowance, bonus vehicle advance,
etc.,
5.2 Suggestions
CHAPTER 6
6.1 Conclusion
The study clearly shows that majority of the employees are satisfied with
the existing welfare measures in SAIL, SSP. Only a meagre percentage of about
8 percentages (overall) of the employees are not in agreement with the various
facility, ventilation, and service dress, transport facility. Employees are also
satisfied with various monetary facilities like festival advances, house building
advance and vehicle advance provided by the company. To sum up, in general
employees are satisfied with the various welfare measures currently in vogue, in
facilities for rest room can be thought of as an additional welfare measure. Also
improved further.
Age
Grade
Department
[ YES ] [ NO ]
Are you aware of the welfare measures
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
[YES] [NO]
in the hospital
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
4. Are you satisfied with the existing referral system in the hospital
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
5. Are you satisfied with the existing system of issue of service dress?
[ YES ] [ NO ]
6. Are you satisfied with the quality of service dress provided by the
company
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
a) Highly Helpful [ ]
b) Helpful [ ]
c) No effect [ ]
[ YES ] [ NO ]
9. How is the MONET entertain the employees and their family members
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
10. Please specify the level of satisfaction with regard to canteen in respect of
following: Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly dissatisfactory a) Quality of food b) Hygiene c) Service
11. Please specify the level of satisfaction with regard to food in
the canteen
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
12. Does the suggestions given by you is given due weight age by the
canteen in charge or not
[ YES ] [ NO ]
13. Does the company promote employees to acquire higher educational
qualification to enrich their knowledge?
[ YES ] [ NO ]
14. If yes, are you satisfied with the existing promotional measures?
[ YES ] [ NO ]
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
16. Is the School is equipped with the sufficient no. Of qualified Teachers
[ YES ] [ NO ]
17. Does the company provide the rest room for employees?
[YES] [NO]
18. Do you feel the toilet facilities provided by the company is sufficient?
[ YES ] [NO]
19. Are you satisfied with the motivational scheme with regard to good
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
20. Are you satisfied with the performance of the cooperative stores?
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
21. How do you rate the sports and recreational measures existing in the
plant a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
22. Does the company give due weightage for promoting sports and
cultural activities among the employees and their dependents
[YES] [NO]
23. Please specify the level of satisfaction with regard to non-statutory
welfare measures
Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly dissatisfactory a) Transport facility b) Educational facility c) Milk during night shift
24. Please specify the level of satisfaction with regard to allowance like
Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly dissatisfactory a) Washing allowance b) Night shift allowance c) Festival allowance d) House re
e) Shift duty allowance f) Bonus g) Vehicle advance
25. Please specify the appropriate answer according to your opinion in respect
of following aspects of work environment
Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly dissatisfactory a) Light b) Ventilation c) Temperature d) Dust e) Fumes f) Water facility g) First a
REFERENCE
BOOKS
2. SAIL News
3. Stainless Steel