Summer Training Project

Course Code: SLM MGT 01 301 C 0033

LABOR WELFARE AT HEC

LTD.
Undertaken at
HEAVY ENGINEERING CORPORATION,
DHURWA, RANCHI, JHARKHAND

Submitted in partial fulfillment of the requirementsfor the award of Degree of

Master of Business Administration (MBA)
to

Department of Management Studies

Central University of Haryana, Jant-Pali-123029 Mahendergarh
Session: 2017-19

Supervised by: Submitted by:

Mr. Bimlendu Kashyap NEERAJ KUMAR
Personnel Manager, ROLL NO-10430
FFP Plant, HEC Ranchi

1
 ACKNOWLEDGEMENT

My heartfelt thanks to HEAVY ENGINEERING CORPORATION (HEC) Ltd.,

Dhurwa, Ranchi, for giving me an opportunity to learn and complete my summer
training project. I thank HEC Ltd., from the bottom of my heart that has given me a
valuable chance to be associated with it.

I extend my sincere thanks and gratitude towards Mr. Bimlendu Kashyap(HR- FFP
Plant) who has shown confidence in me and assigned a project. In spite of his busy
schedule he spent quality time with me, explaining the framework and intricacies
of HR/ER department. I feel honored to have him as a guide throughout my project
and always be grateful for his affection and respect. I am very much indebted for
his continuous support and guidance.

I am also thankful to Mr.Mayank Chaudhary(Management Trainee)for extending

support from time to time during the course of completion of my project.

My special thanks go to Assistant Prof. Ajai Pal Sharma (Cordinator), Assi. Prof
Divya Sharma (Mentor) for their cooperation and guidance.

NEERAJ KUMAR

MBA- IInd Year

2
CERTIFICATE FROM THE GUIDE
Mr. Bimlendu Kashyap
Manager Personnel,
FFP Plant, HEC
Dhurwa, Ranchi

CERTIFICATE

This is to certify that this project entitled “LABOR WELFARE AT

HEC Ltd.” submitted in partial fulfillment of the degree of “Master
of Business Administration” from Central University Of Haryana,
Haryana, done by Mr. Neeraj Kumar, enrollment number: 10430 is
an authenticate work carried out by him under my guidance. The
matter embodied in this project work has not been submitted earlier
for award of any degree to the best of my knowledge and belief.

Signature of student Signature of guide

Date: 13/08/2018

3
 Certificate

This is to certify that Mr. NEERAJ KUMAR, a student of MBA

from Central University of Haryana, Haryana has undergone
summer internship in our organization from 29/06/2018 to
12/08/2019 as a part of his academic curriculum. His project is on
the topic “Labor Welfare at HEC Ltd.”.

His performance during training period was found to be good.

I wish all the best to his for the future.

Mr. S. K. Das

DGM (training & development)

4
 TABLE OF CONTENTS

S.NO CONTENTS PAGE

NO
1. Executive Summary
2. Aim of the study
3. Objective of the study
4. Scope of the study
5. Introduction to HEC
6. Businesses of HEC
7. Awards grabbed by HEC
8. HEC ’s mission, vision & strategy
9. HEC ’s values
10. Present status of HEC
11. Goals of HEC for FY- 2012-13
12. HR’s mission, vision & objective at
HEC
13. HR practices and Talent management
at HEC
14. Performance Management at HEC

5
15. Training & Development at HEC
16. Safety procedure at HEC
17. Health & Medical facilities at HEC
18. Welfare facilities at HEC
19. Grievance handling procedure at HEC
20. Research Methodology
21. Questionnaire, Analysis and
interpretation of the data obtained
22. Suggestion
23. Conclusion & Recommendations
24. Bibliography

6
Executive Summary
Labor welfare activity in India was largely influenced by the humanitarian
approach. During the early period of industrial development efforts towards
workers welfare was made largely by social workers, some religious leaders
mostly humanitarian grounds as it is well known fact that after the employee
have been hired, trained & remunerated they need to be retained &
maintained for overall growth of an organization.

Welfare facilities have been mainly developed to look after the wellbeing of
an employee which ultimately leads to physical, mental & moral health of an
employee.

The committee on labor welfare 1909 was set up by the government of India
under chairmanship of shri. R.K.Malviya revived at the functioning of the
various statutory and non-statutory welfare schemes in industrial
establishments both in public and private sector. The act makes detailed
provisions in regards to various matters relating to welfare of workers.

7
MEASURES OF LABOUR WELFARE:-
The necessity for labour welfare is felt all the more in our country because
ours is a developing economy aiming at rapid economic and social
development. The need for labor welfare was felt by the Royal Commission
on Labor in 1931.The philosophy of labor welfare and its necessity was
mentioned in a resolution passed by the Indian National Congress on
fundamental rights and economic programed in its Karachi Session in
1931.The resolution demanded that the organization of economic life in the
country must confirm to the principles of justice and it might secure a
decent standard of living. It also emphasized that the state should safeguard
the interest of industrial workers and should secure for them by suitable
legislation a living wage, healthy conditions of work, limited hours of work,
suitable machinery for the settlement of disputes consequences of old age
sickness and unemployment.

8
 REASON FOR SELECTING THE TOPIC

India has much greater need and importance of labor welfare than any other country.
There are certain deficiencies in Indian labor force those are not found in other countries.
It is because of those defects and deficiencies the importance of labor welfare activity in
our country has been very much.

In India, even today the workers are no united into a class. Keeping in view the numbers,
labor Union movement is still in its infancy. Even if the labor union that does exist, there
is a lack of enlightened leadership, and there is no unity between these unions
themselves. In absence of properly organized labor Union the workers can neither, place
their demands effectively before the employer, nor can they think clearly and
systematically of their own interests. As this is force lacking in India, it is essential that
the welfare of laborers in the country be efficiently looked after by the employers and the
Government.
 As compared with other countries, the percentage of educated workers is very low, most
of them being illiterate. Consequently, they are not in a position to receive advanced
industrial training, understand the problems in industries their own interests and those of
nation as a whole. This can prove a source of harm not only to the workers but also to the
country.

Following motives and considerations have promoted employers

to provide welfare measures:
(1) It is helpful in winning over their employees’ loyalty and to combat trade unionism.

(2) It builds up a stable labor force by reducing labor turnover and absenteeism.

(3) It raises the morale of workers. A feeling is developed among the workers that they

are being looked after properly.

(4) One of the reasons for provision of welfare activities in recent times by certain

employers is to save themselves from heavy taxes on surplus.

(5) The motive behind provision of welfare activities by some companies is to

enhance their image and to create an atmosphere of goodwill between the labor and

management and also between management and the public

In this era of globalization and liberalization of the economy, business practices are in the
process of getting modified at greater speed with the change in the policies and procedures of
government. In this context, business education is also witnessing great transformation which
strikes for excellence to meet the global standards so that our new managers are not only able to
feel the pulse of those changes but may also be able to get them absorbed to do the right time.
Therefore HR plays a very potent force in an organization to achieve its endeavor.

Time and again the supremacy of the human element cannot be over emphasized. The success
or failure of an organization depends on people, on human beings on their talent, on their
initiative, on their enterprise, on their ability to lead and coordinate with others, to work as a
team. It also depends on the ability of the organization to motivate them to greater heights.

I have taken my project topic as “comprehensive study of working conditions of workers at

HEC Ltd.” I hope this report will prove to be an indispensable companion for all those who are
concerned and who are in any way interested in the subject matter of this report. Actually any
project is a summarized form of the following seven activities:

1. Planning
2. Resource allocation
3. Organizing
4. Joint efforts
5. Efficiency
6. Communication
7. Transparency

This was a great experience for me during my training period. I wish you all have an interesting
ride in the pages ahead.

Aim of the study

 To know about the HEC, Dhurwa, Ranchi.

 To know about the Welfare facilities available.
 To know about the working conditions of workers in the HEC.
 To know about the safety procedure accepted by HEC Ltd.
 To know about the health and medical facilities provided by HEC to employees at the
working site.
 To know about the grievance Redressal machinery used by HEC Management to solve
the disputes with employees.
 To know about the development opportunities provided to the workers for enhancement
of their work life.
 To take a query about the obligations of HEC towards its employees regarding their
welfare.
 Lastly, to know about the welfare facilities either social or economic provided by the
management of HEC.

Objective of the study

 This study gives us the information about the heritage, business diversification,
achievements and about some of the leading industrialists of the group.
 The study also reveals that the mission, vision, and values of the HEC Ltd.
 This project report shows that what types of products have been produced at HEC Ltd.
  This study instructs about the satisfaction level of workers regarding working conditions
in which they are working.
 This report compares the satisfaction level of different workers regarding the facilities
provided by HEC Ltd.
 This report matter helps us to give some suggestions regarding the working conditions of
workmen so that they get motivated and production would be increased.
 This study reveals that what type of facilities (safety, health & medical, social, and
economic) are provided by the HEC to its employees at the working site.
 Through our whole internship program we come to know that in what type of
environment workers work in any industry and what type of needs they have for their job
satisfaction and improvement.
 The project tells us about the obligations that discharged by HEC towards its workers.

Scope of the study

The working condition on the work site in any organization results into the worker’s job
satisfaction, high morale, less absenteeism, less turnover, high productivity, high efficiency and
capacity of working which ultimately results into the growth of the organization. So this project
study has the following scope:-

 The need of the behavioral, technical, and supportive training for the workers can be
predicted through the study of this project.
 What type of skills and techniques training needed for the improvement of the worker
efficiency can be obtained through the study.
 The labor law compliance within the organization can be shown with the help of the
study.
 The strategy followed by the organization regarding the working conditions of the
workers can be revealed through the study.
 What types of more safety measures should be implemented so that the accident rates
within the premises of the company can be reduced can observe by the study of the
project.
 The leasers and luxuries needed for making the work easy can be revealed through the
study of this project.
 Which areas of the company need improvement in the development of the workers and
hence of the organization can be viewed by this project.
 This study also reveals that the goals and policies of the organization for the fiscal year
2012-13.
 Introduction to
HEC
Heavy Engineering Corporation Ltd., is one of the leading suppliers of capital equipment in
India for steel, mining, railways, and power, defense, and space research, nuclear and strategic
sectors. It also executes turn-key projects from concept-to-commissioning. Set-up in the year
1958, HEC has acquired expertise in its field through its more than half a century's experience.

With the seamless integration of its facilities, HEC is one of the largest integrated engineering
complex. Sprawling in an area of around 2100,000 sq., HEC has facilities starting from steel
melting, casting, forging, fabrication, machining, assembly and testing. It has its own in-house
research and product development wing to deliver products suiting customers' specifications.
HEC is headquartered at Ranchi, the capital city of Jharkhand, in eastern part of India, and also
has its manufacturing facilities located here. A well-suited location nearing to customer sites
and proximity to the ports for import items, is an added advantage for its cost-effectiveness.

Founded primarily to facilitate manufacture of steel plant equipment indigenously, HEC has
made immense contribution in setting-up, expansion and modernization of steel plants in India.
In due course, HEC had diversified to different sectors and made commendable contributions
towards manufacture and supply of import-substitute products. Bestowed with the onus of
making the country self-reliant for heavy engineering equipment and services, HEC continues
to contribute in the nation-building endeavor.

Vision & Mission

 To be a market leader in Heavy Engineering industry in India providing quality products

and services to the Steel, Mining, Railways and other Strategic Sectors.
 To achieve growth of 20% in Turnover after completion of modernization / upgradation
of Plant/Facilities.

BOARD OF DIRECTORS
(As on 07.09.2018)

Chairman-cum-Managing Director : Shri Avijit Ghosh

Director (Finance) : Smt Arundati Panda

Director (Personal) : Shri Mradul Kumar Saxena

Director (Marketing) : Shri Rana S. Chakravarty

Director : Shri Vishvajit Sahay

Shri Krishna Kumar Singh
Shri A. S. Sarangi
Dr. (Smt.) Taran Kumari Roy
Shri H. N. Rama Krishna
Company Secretary : Shri Abhay Kumar Kanth

Auditors : M/s V. K. Jindal & Company

 Chartered Accountants

Bankers : State Bank of India

Registered Office : Plant Plaza Road, Dhurwa

Ranchi - 834004 (Jharkhand)

Incorporated: On 31st December 1958

Core strength: One-stop-shop for:

HE
 Mining Equipments
CL
 Steel Plant Equipments
a
 EM Equipment
Pu
 Railway Products
bli
 Defense Products
c
Equity base: Rs. 453.24 crore (100% Govt.) Se
cto
r Undertaking, under Ministry of Heavy Industry, Government of India, is a leading
organization in India.

HEC was incorporated on 31.12.1958 under the Companies Act, 1956. The company started
production in the year 1964. It was established under the Ministry of Industry with the primary
objective of achieving self-sufficiency and self-reliance in the field of design and manufacture
of equipment and machinery for core sector, especially steel industries. It was visualized at that
time that one steel plant of one million ton capacity will be added every year in India, which
however, did not materialize. Consequently the demand for steel making machinery was never
as high as it was expected. Hence HEC diversified its area of operation in other core sectors like
mining, railways, defense etc. Currently, the company is engaged in the manufacture and supply
of capital equipment, machine tools and spares needed for the core sector industries namely;
steel, coal, cement, power, defense, aluminum, ship building and railways etc.

The head office and three plants of the company are situated in Ranchi, the capital of the newly
formed state Jharkhand. The company has its offices in New Delhi and Kolkata.

Capital Base:

The authorized capital of the company is Rs. 500 crores and the paidupcapital is Rs.453.24
crores.

Existing Plant Facilities, Products and Past Collaborations:

More than 7000 acres of land had been conveyed to the company at the time of its incorporation
by Govt. of Bihar for its use. The company has built plants, administrative office and township
on this land.

The company was set up with the capability to manufacture steel plant equipment that can
enhance the steel producing capacity by one million tones per annum. The company has three
manufacturing units and one project and consultancy division viz.

(i) Foundry Forge Plant (FFP)

(ii) Heavy Machine Building Plant (HMBP)

(iii) Heavy Machine Tool Plant (HMTP)

(iv) Project Division

PLANTS
The installed capacity of the plant units is as follows:-

(i) FFP: 44000 T of casting and forgings

(ii) HMBP: 40,000 T of equipment and structures

(iii) HMTP: 120 nos. of machine tools.

Details of facilities available, the products and the past collaborators of the plant are as
follows:-

FOUNDRY FORGE PLANT (FFP)

The plant was established in collaboration with SKODAEXPORT of erstwhile CSSR and
equipped with facilities for melting, heavy and medium casting, all types of forging and
machining. Some of the major facilities installed in the plant are as follows:-

1. Induction furnaces of capacity 0.5 t, 2t and 3t.

2. Arc furnaces of capacity 5t, 10t, 20t and 60t.
3. Vacuum arc degassing furnace of capacity 60t.
4. Hydraulic forge presses of capacity 6000t, 2650t, 1650t and 1000t.
5. 3t hammer, a series of small free forgings hammers and die forging presses.
6. Various ranges of machine tools including one lathe of 53m bed length.
7. Low frequency induction hardening machine for CRM rolls (25 mm depth).
8. Centrifugal casting facility for slender bushes (350 mm dia and 1m long).
9. Horizontal and vertical mist quenching equipment for quality heat treatment, producer
gas & oxygen plant
The plant has also acquired technical know-how from the following agencies:-

1. M/s Hitachi of Japan for updating forgings and forged roll technology.
2. M/s Creusot Loire of France for manufacture of diesel locomotive crankshafts.
3. M/s National Forge of USA for nitriding and machining of diesel locomotive crankshafts.

It manufacturers the following products:-

1. Medium and heavy castings/forgings for coal, defense, railway power and other
engineering sector - iron castings weighing upto 100t, steel castings weighing upto 90t,
non-ferrous castings weighing upto 1t and forgings weighing upto 20t.
2. Rolls for hot rolling mill and cold rolling mill of steel plant.
3. Crankshafts for railways.
4. Rolling mills, slabbing mills, blooming mills, SG iron rolls etc.

In addition this plant has also developed the following critical products:-

1. Armour plate forging for defence

2. Turret castings for defence.
3. Propeller shafts for Navy.

HEAVY MACHINE BUILDING PLANT (HMBP)

The plant was established in collaboration with ROMASEXPORT of erstwhile USSR and
equipped with facilities for machining, gear cutting, heavy structurals and heat treatment. The
plant comprises the following shops:-
 1. Heavy Machine Shop
2. Medium and small machine shop
3. Reduction gear shop
4. Block of coke oven shop
5. Heat treatment and forging shop
6. Tools shop
7. Repair shop
8. Structural fabrication shop.

Some of the major facilities installed in the plant are as follows:-

1. Giant lathe (SOB:4 m, CD:20m)

2. CNC vertical turning and boring machine (job dia, 14m, job weight 250t)
3. CNC plano milling machine (job size 3.5mx7mx2.5m,job weight 120t).
4. CNC Horizontal boring machine (200 mm spindle dia x 18 m col.travel)
5. CNC flame cutting machine (Max job size 25mx6.2m upto 500 mm thick).
6. Gear cutting machine (max job dia 5m, max. module 40mm hobbing).

The plant has also acquired technical know-how from the following agencies:-

1. M/s Schloemann Siemag (SMS) of Germany for Continuous Casting Plants.

2. M/s Lurgi GmbH of Germany for Sinter Plants.
3. M/s MANN of Germany for special purpose cranes.
4. M/s Bucyrus-erie of USA for 10 cu.m. excavators.
5. M/s Ransom and Rapier of UK for walking draglines.
6. M/s GHH Sterkrade of Germany for Mine winders and vertical transportation system.
7. M/s Orenstein and Koppel (O&K) AG of Germany for Hydraulic excavators.

The plant designs and manufactures equipment and spares for the following:-
 1. Steel plants.
2. Coal/mining equipment viz. 5 and 10 cu.m. rope shovels, hydraulic shovels, draglines,
crushers and grinders, material handling equipment etc.
3. Aluminium, power, defence, space research and atomic energy etc.

It has also a design and technology wing manned with trained and experienced engineers. Some
of the major equipment successfully designed by HMBP are as follows:-

Steel Plant Equipment

1. Sinter plant equipment (75 sq.m. to 312 sq.m.)

2. Coke Oven batteries (4.3 m to 7 m tall ovens).
3. Blast furnace (1033 cu.m. to 3200 cu.M)
4. Steel melting shop equipment (100t to 300t LD converter)
5. Continuous casting plant (for slabs/blooms/billets)
6. Rolling mill equipment including 3600 mm plate mill
7. EOT crane (up to 450t capacity).

Mining Equipment

1. Draglines upto 24 cu.m. Capacity and 96m boom.

2. Electric rope shovels (5/10/12.5 cu.m. capacity).
3. Primary gyratory, secondary and tertiary cone crushers and double toggle jaw crushers of
various sizes.
4. Mine winders upto drum dia 4.6m
 5. Folding cum-vertical repositioning platform for India Space Research Organisation
(ISRO)

HEAVY MACHINE TOOLS PLANT (HMTP)

The plant was established in collaboration with SKODA of erstwhile, CSSR and equipped with
facilities for manufacturing heavy machine tools-both conventional and CNC version. It has
also design and R&D wing manned with trained and experienced engineers. The plant is
equipped with CNC machine tools, conventional machine tools, induction hardening equipment
etc. Subsequently, the plant has also acquired technical know-how from the following
agencies:-

1. M/s HERCULES of Germany for roll grinding machines

2. M/s HEGENSCHEIDT of Germany for railway lathes
3. M/s O-M of Japan for vertical borers.
4. M/s BOEHRINGER of Germany for plano-milling machines

The plant designs and manufactures equipment and spares for the following:-

1. Special purpose railway machine tools

2. CNC & Conventional machine tools in the medium and heavy rang for core sectors and
defence like vertical turning and boring machine, roll turning lathe, roll grinding
machine, deep hole boring machine, planer, plano-milling machine etc.

It also has also a fully equipped development wing and design section with CAD center,
prototype assembling and testing facilities and manned with qualified and experienced
 engineers. HMTP has successfully indigenised the design of machine tools ?both conventional
and CNC version.

For movement of the materials within the plant and upto Hatia railway yard (nearest railway
station) HEC has its siding of approx. 100 kms. of railway lines served by its own diesel
engines (8 nos.) and wagons (125 nos.). The company has power generating facilities consisting
of 4 nos. of DG sets each of 2.8 MW in FFP and 1 no of 3.5 MW of DG set in HMBP as
standby arrangement.

Products –
Steel Plant Equipments

 Blast Furnace
 Coke Oven Batteries
 Continuous Casting Machine
 Steel Melting Converters
 Forged Rolls
 Other Equipments to Steel Sectors

Mining Equipments
 Electric Rope Shovels (5 CuM)
 Electric Rope Shovel (10 CuM)
 Draglines

Crushing Equipments
 Primary Gyratory Crusher
 Cone Crusher
 Four Roll Crusher
 Reversible Hammer Crusher
 Rod Mill
 Other Crushing and Mineral Processing Products

Machine Tools
 Vertical Turning & Milling Machine
 Lathe
 Roll Grinding Machine
 Deep Hole Boring Machine
 Horizontal Boring Machine
 Radial Drilling Machine
 Planning Machine
 Plano Milling Machine
 Special Purpose Railway Machine Tools

Crane

HEC designs and manufactures heavy duty Electric Over Head (EOT) cranes for application in
Steel Plant, Engineering sector, Space Research etc. The highest capacity crane designed &
manufactured so far is 450 T Ladle Crane for handling hot liquid metal.

Typical EOT Cranes:

 EOT Cranes for workshops and engineering sector up to 400 t capacity

 Ladle Crane for handling Hot metal Ladles in Steel and metallurgical plant up to 450 t
 Rotating Trolley Crane
 Tundish Handling Crane
 Magnet Grab Crane
 Slab handling Tong Crane for steel plant application
 Four girder double Trolley semi portal Scrap Charging Crane
 Cantilever Roof mounted Tower Crane.

Special Features:

 Digital AC Vector Drive for smooth control and creep speed

 Regenerative Active Front End (AFE) Converters for energy efficient operation
 Interface to automation systems eg. Coil Yard management system
 Planetary Gear system for continuous hoisting & lowering at half speed in case of failure of
one drive system
 Double wire rope, double upper Block and double bottom pulley block system to facilitate
emergency hoist operation without tilting the load in case of failure of one rope system/one
pulley system
 Emergency Braking system on Hoist Rope Drum to prevent free fall of load
 AC operators cabin and electrical panel room.
 Weighing system with VHF communication to ground station
 Anti-collision system
 Radio remote control
 Automatic Track and wire rope lubrication system

Supplies made to:

 Bharat Heavy Electricals Limited, Hardwar

 Bhilai Steel Plant
 Tata Iron & Steel Co., Jamshedpur
 Bokaro Steel Limited, Bokaro Steel City, Bokaro
 Visakhapatnam Steel Project, Visakhapatnam
 Bhilai Steel Plant, Bhilai
 Jayant Coal Handling Plant, Northern Coal Fields Ltd., Jayant
 Durgapur Steel Plant, Durgapur
 Rourkela Steel Plant, Rourkela
 Isro, Sriharikota
 Konark Met Coke Limited
 Tamil Nadu Electricity Board
 Neelachal Ispat Nigam Limited
 Tiazhpromexport Moscow For Bulgaria
 TSVETMETPROMEXPORT, Moscow For Cuba

Castings & Forgings

 Steel Castings
 Steel Forgings
 Grey Iron Castings
 Non-Ferrous Castings

Turn-key Projects

Turn-key Project Execution:

HEC Executes various projects in the core sectors from concept to commissioning in different
sectors like mining, power, steel plants, cement engineering etc.

Fields of specialization:

 Material Handling Plant

 Coal Handling Plants
 Coal Washeries
 Low Temperature Carbonisation Plant and Gas Treatment Plants
 Tar distillation Plant & Processing Plants
 Direct Reduction Plants from Iron Ore
 Sinter Plants
 Continuous Casting Plants for Billets, Slabs and Blooms
 B.O.F. & Gas cleaning Plant
 Lime Calcination Plants
 Rolling Mills
 Cement Plants.

Special equipment
Indian Railways
Contribution to Indian Railways
 HEC is a regular supplier of various Machine Tools including Special Purpose Machine Tools
for different Railway Workshops, Crank Shafts to DLW, Varanasi for Diesel Locomotives.

Special Purpose Machine Tools supplied to Railways are:

 Surface Wheel Lathes (Conventional and CNC version)

 Under Floor Wheel Lathes (Conventional and CNC version)
 Axle Journal Turning & Burnishing Machine

Loco being placed over Under Floor Wheel Lathe

Under Floor Wheel Lathe (LUW-170B)

Wheel Lathe: LW 140 B4

 Defence Sector
Contributions of HEC

 Complete manufacture of Assembly Indian Mountain Gun (MK-II)

 Turret (Article) casting for T72 Tank
 Forging and machining, including trepanning of 105 mm Gun Barrel
 Forged Armour Plate
 Cast Armour Plate
 Propeller Shaft Assembly
 Stern Gear System for INS Rana
 Heat-treatment & machining of 120 mm Gun Barrel
 Development of Special Steel and Heat treatment Technology for Bulb Bar
 Development of Soft Iron for DMRL
 Development of Special Steel for ATV Project
 Machine tools like Deep Boring Machine, Horizontal Boring machine, CNC Vertical Boring
Machine etc.

Propeller Shaft for Navy

Hot Strip Mill

Space Application
Contributions of HEC

 Folding cum Vertically Repositionable Platforms (FCVRP) for space vehicle integration
 Horizontal Sliding Door (HSD)
 Mobile Launch Pedestal (MLP)
 Special Purpose 400T and 200T EOT Cranes, and Tower Crane
 Forged Ring of Maraging steel of 2.8 m diameter for ISRO
 Development of Special grade of steel for VSSC
 High tech heavy duty structural
 Heavy Duty CNC machine tools

10 T Hammer Head Tower Crane of HEC make installed at the top

Horizontal Sliding Door for Rocket Assembly

Nuclear Sector
Contributions of HEC
 Successfully manufactured special forging for nuclear pressure vessel.
 The ultra clearn liquid steel has been made with close control of chemical composition &
impurities.
 Established the technological processes and controls needed to make forgings for nuclear
power sector.
 Super Conducting Cyclotron to VECC

Super Conducting Cyclotron Magnet

HEC Future Plans

 Castings/Forgings for nuclear power plant in the rane up to 500-1000 MW
 Fabrication & Machining of various components required for nuclear power plant in the range
up to 500-1000 MW.
 Manufacture of components like:
- Reactor Pressure Vessel
- Maiin Vessel/Inner Vessel
- Radiation Shield Assembly
- Turbine
- Shell Forging
- Various types of Nozzles etc.
Strengths

 Huge Fabrication Facility

 Special Forging of Nuclear Quality
 Quality Machining and Heat Treatment
 Inspection and Testing
 Skilled Knowledge Base
 Achievements

/// Major Achievements

 Over 550 thousand tons of equipment manufactured and supplied to Steel Sector.
 Significant contribution in setting up of Bokaro and Vizag. Steel plant.
 Equipment supplied for expansion of Bhilai Steel Plant.
 Supplied to almost all the Steel plants of India.
 Supplied over 580 Excavators (of 4.6 /5 /10 CuM capacity)
 Supplied 12 numbers of 24 CuM Draglines.
 Supplied over 10 numbers of Heavy Duty Gyratory 1500 TPH crushers.
 Manufactured over 300 numbers of Cranes.
 Supplied over 900 Machine Tools.

500th Excavator ready for dispatch (2008)

/// Cyclotron Magnet Poles

HEC successfully manufactured Magnet Poles and associated components for VECC
(Department of Atomic Energy) and supplied in the year 2002.

 Exceptionally low carbon steel. Variation in carbon content within 0.07% and other elements
within 0.10%.
 Ultra clean steel, free from alloying & tramp elements and gaseous contents.
 Very high homogeneity level.
 Control of grain size and micro structure to ensure best magnetic permeability.
 Free from non-metallic inclusions and other ultrasonic defects.
 Precision machining of complex geometry shapes.
 /// High Impact Steel for DMRL

 Two grades of steel 249 A (ABA) and 249 AB2 developed for application in NAVY.
 Excellent Mechanical properties of the material achieved which is the manifestation of its
internal soundness and cleanliness of steel composition.
 Impact test result achieved 170 Joules / cm2
 Commercial production of the established grade of steel started.
 A mile stone achievement in Indian metallurgy

Contribution to Nuclear Energy

 HEC has successfully manufactured special forging of nuclear gradel.

 The ultra clean liquid steel has been developed with close control of chemical composition &
impurities.
 HEC has now established the technological processes and controls needed to make forgings
for nuclear power sector.
 CNC Vertical Turning & Boring machine for Durgapur Wheel and Axle Plant
15 nos. of machines were manufactured with Automatic Wheel Handling System to cater the
production of 1 lakh wheels per year from rough forging to finish stage. These wheels are being
supplied to INDIAN RAILWAYS for direct mounting on axles. The machines were equipped
with FANUC 12 T with Auto Tool Changer.

 CNC Deep Hole Boring machine

The machine was designed & developed with Sinumerik 810 M.GA3. The machine was
commissioned in 1994 at Field GUN Factory, Kanpur for deep hole drilling/trepanning of large
size gun barrels. It's performance was appreciated by the user.

 CNC Planing machine for Copper Mould machining

Designed for machining Concave / Convex profile on the copper mould to be used on
continuous casting machine. The machine was developed with FANUC 0-MC CNC System for
Rourkela Steel Plant, in the year 1995.

 Heavy Duty CNC Roll Turning Lathe for Rolling Mills

4 nos. of machines were developed & manufactured for rough & finish machining of Rolls with
very high skin hardness. These machines with a use of FANUC 0-TD CNC System were
supplied & commissioned at Bokaro steel Plant in the year 1997.

 Wheel Lathe for Tramways

 Conversion of Hydromotor to DC Feed Drive for Horizontal Boring machine
 Twin Horizontal Boring machine system for Co-Co Bogie machining for CLW
 HEC has successfully developed High Strength Low Alloy Steel Grade DMR-249A and 249B
for Naval Application
 HEC has taken up developmental work of large size rings of special material for ISRO.

Technology & Associates

Over the years HEC absorbed and assimilated technology from various internationally
renowned organizations.

M/s HITACHI ( Forged RollTechnology

Japan )

M/s RANSOM & Walking DRAGLINE for open cast mines

RAPIER (UK)

M/s BUCYRUS- 10 Cu.M. Excavators for open cast mines

ERIE (USA)
M/s O&K Hydraulic Excavators for coal mines
ORENSTRIN &
KOPPELAG
(Germany)

M/s GHH Mine Winders & Vertical Transportation System

STERKRADE
(Germany)

M/s DEMAG Stackers, Reclaimers etc.

LAUCHHAMMER
(Germany)

M/s SMS Continuous Casting Plants

SCHLOEMANN
SIEMAG
(Germany)

M/s Schelke New generation Coke Oven Machines

Eisenhutte
Maschinefabrick
GMBH, Germany

M/s Benxi Iron & Torpedo Ladle Cars

Steel Group
Crane Works
Ltd., (China)

M/s WOODAL Low Temperature Carbonisation & Gas Cleaning

DUCKHAM (UK)

M/s SKODA, General purpose m/c tools like Radial Drills, Planing, Lathes, Horzontal &
CKD BLANSKO, Vertical Boring machines
TOS of CSSR
M/s HERKULES Roll Grinding machines
(Germany)

M/s Special purpose Railway m/c tools, meant for wheel & axle journal turning
HEGENSCHEIDT of all types of railway wheel sets
(Germany)

M/s Plano Milling machines

BOEHRINGER
(Germany)

M/s O-M (Japan) Vertical Borers

M/s CREUSOT Diesel Locomotive Crank Shafts thro' the continuous-grain-flow process
LOIRE (France) known as R-R Process

M/s NATIONAL Diesel Locomotive Crank Shaft for Nitriding & finish machining
FORGE
COMPANY
(USA)

Corporate Social Responsibility

HEC was set up in the backward area of Chhotanagpur in the eastern part of India. The
company feels it has the responsibility for welfare of the people in the neighboring area as well
as for the development of the area. Doctors and medical staff of HEC regularly visit the
neighbouring villages for free medical treatment, vaccination and creating health awareness.
HEC also functions towards development of skills of high order. It runs a training institute and
a nursing school since more than four decades. The HEC training institute imparts industrial
training to local youths to develop technical skill and make them self-reliant.

A large industrial area set up near HEC for ancillary support for small fabrications, castings,
forgings, machining, electrical repair shop etc. HEC facilitates the entrepreneurs by placing
orders on them and help accomplish the assignments by imparting training, technical know-how
as well as management skills. This encourages the entrepreneurship in the area.

Awards & Recognitions

 HEC Ltd. has won "SCOPE AWARD" for Excellence and Outstanding
contribution to Public Sector Management - Special Institutional (Turnaround)
Category 2007-08.
 Indian Nuclear Society (INS), Mumbai, a premiere organization for encouraging
the growth of science and technology in a nuclear field has recognized the efforts
of HEC, in the category of 'Industrial Excellence'. The INS Industrial Excellence
award is given to an Indian Industry that has, during the previous three years
made a significant contribution in the nuclear field through innovative technology
and management approaches.
 HEC was bestowed with "BRPSE Turnaround Award 2010" In recognition to the
metamorphosis in HEC, resulting in a turnaround of the Corporation, The award
was given by the Board for Reconstruction of Public Sector Enterprises (BRPSE)
on 10th March, 2011.
 At the Asia Pacific HRM Congress 2010, held at Bangalore on 3rd & 4th
Sept.2010 with the theme "Unleashing Positivity in the Workplace", HEC was
awarded under "Innovation in HR Development &Change" for good work &
internal development in HR processes.
 HEC has been conferred with "BT - STAR PSU EXCELLENCE AWARD 2012" in
TURN AROUND CATEOGORY for its outstanding contribution to the Industry. It
recognized those who have driven India's rapidly transforming economy by
providing the base on which today's Indian economy has grown and flourished.
 Heavy Engineering Corporation Ltd. has been awarded the gold trophy as a
winner of the Case Study Contest held on theme-line "Reinventing HR: Breaking
the Mold Globally" of the SCOPE International HR Summit - 2016 held in SCOPE
Convention Centre, New Delhi during 4th & 5th Feb, 2016

REVENUE
Turnover per
Turnover Production Net Profit
employee
(Rs. Crore) (Rs. Crore) (Rs. Crore)
(Rs.Lakhs)

2008-09 417.39 419.47 14.55 18.37

2009-10 496.56 537.72 17.30 44.27

2010-11 640.90 700.55 23.14 38.14

2011-12 681.61 687.74 28.35 8.58

2012-13 682.83 676.77 28.58 20.38

2013-14 384.02 447.71 18.88 299.31

2014-15 361.58 319.58 20.61 (-)241.68

2015-16 374.48 340.68 24.19 (-)144.77

2016-17 390.11 364.84 26.81 (-)82.27

2017-18 399.02 393.37 28.29 446.00

 2017-2018 2016-2017
Particulars
MOU Actual MOU Actual
Gross Margin Π2.69 -63.95 -53.92 -43.83
Interest 26.72 26.70 31.94 32.44
Depreciation 8.10 7.03 7.68 6.47
Exceptional Items
0.00 14.26 0.00 -0.47
Exp.(+)/ Income(-)
Profit before Extra-
-32.12 -111.94 -93.54 -82.27
ordinary items
Extra ordinary items
0.00 621.02 0.00 0.00
Income (+) / Exp. (-)
Profit before Tax -32.12 509.09 -93.54 -82.27
Tax 0.00 63.09 0.00 0.00
Net Profit -32.12 446.00 -93.54 -82.27
Cash Profit (after
-24.03 438.97 -85.86 -75.80
extra-ordinary items)

Source:- Annual Report (2017-18)

 ABOUT THE PROJECT
Employers are required to offer welfare facilities under different labor law these are
discussed as follows:-

THE FACTORY ACT 1948

 washing facilities to male & female workers separately.
 Facilities for occasional rest for workers who works in standing position for long
 hours.
  Canteens where there are more than 250 workers are employed.
  Shelters, rest room, & lunch rooms where over 150 workers are employed.
 Welfare officer, if 500 of more workers are employed.

THE PLANTATION LABOUR ACT 1951

 A canteen is 150 or more workers are employed.
 Housing facilities for every worker & his family residing in the state.
  Recreational facilities for workers & their children.
 Educational arrangement in the state if there are 25 or more children workers,
between the ages of 6 to 12.

THE MINES ACT 1951

  Shelter for taking the food & rest if 50 or more workers are employed.
  First-aid boxes & first-aid rooms if 150 or more workers are employed.
  Pit-head baths & equipment’s with showers, sanitary latrines.
  A canteen if employing 50 or more workers are employed.
 A crèche, if employing 50 or more female.

THE MOTOR TRANSPORT WORKERS ACT 1961

  First –aid equipment in each transport vehicle.

  Medical facilities of the operating & hitting center.
 Uniform, rain coats to conductors, drivers & line check king staff for protection
against cold & rain.




THE CONTRACT LABOUR ACT 1970

  Washing facilities.
 First-aid boxes equipped with prescribed contents.

 Rest rooms or other suitable alternative accommodation where contract labor is
required to half at night connection with the work of an establishment



WELFARE FACILITIES BY THE GOVERNMENT

The government of India has enacted several laws from time to time, these laws are
factory act 1948, the mine act 1952, the plantation labor act 1951, and so on.

It has been constitute welfare funds for the benefit of the employees. These funds have
been established in coal, mica, iron ore, limestone, and dolomite mines.

The welfare activities covered by these funds include housing, medical, educational, and
facilities for the employees and their dependents. According to factories act 1948 welfare
amenities are categorized in two main parts.

  Statutory welfare facilities.

 Non-statutory welfare facilities.
 LABOUR WELFARE
In India, it has been observed that the working condition of labor at work place is not
satisfactory. Workers are always in frustration and motivation level of workers is not
good. As we know that man is by nature an organic system not a mechanical one. The
input of energy such as food, water etc. are converted by him into outputs of behavior.
His behavior is determined by relationship between his characteristics as organic system
and the environment in which he moves. Motivation is positively correlated with
concepts of level of aspiration, degree of comfort he gets at work place.

It is rightly said that you can buy a man’s time, you can buy a man’s physical presence at
a given place but you can’t buy his enthusiasm, initiative and loyalty. The management
thus has to maintain such environment at work place so that worker may perform his
duties willingly. It is possible only if management fulfill needs of labor.

HR VISION
“To provide an enabling environment where employee’s competencies are nurtured and
harnessed towards sustainable growth and leadership”

HR Mission
“To proactively access and provide services for the HR needs of the business and customers for
the attainment of organizational goals”

HR Objectives
 To collaborate with and support internal customers of HR in achieving business objective
through HR services viz. Effective manpower planning, ensuring harmonious industrial
relations etc.
 To review and redesign the structure of the organization with clarity of roles,
responsibilities and accountability for overall organizational effectiveness and speedy
response to emerging business challenges.
  To develop knowledge and skills of the employees and groom leaders with functional and
business competencies to meet future demands of the organization.
 To benchmark best HR practices in order to enhance human resource effectiveness.
 To enhance employee productivity through rationalization of jobs and manpower
optimization.
 To promote employee involvement in decision making, team working creativity and
empowerment.
 To institutionalize transparency by framing, updating and communicating systems and
processes.
 To maintain good liaison with governmental or other external agencies in order to better
serve the organizational cause.
 To provide a safe and healthy work environment and continuously benchmark and
upgrade the standards of safety and hygiene.
 To work towards improving the quality of work life of employees and the lives of their
families.

HUMAN RESOURCE AT WORK IN HEC

Every organization wants to attract, motivate and retain the most qualified employees and
match them to jobs for which they best suited. This type of any function is done by a human
resources officer, training and development officer and labor officer. In the past, these officers
were engaged only in administrative activities such as recruitment, selection, placement,
orientation, hiring and firing of new staff in accordance with the policies established by the top
management. But in today’s scenario, these officers are engaged more in making policies with
the help of top executives. Today these officers have become the front line managers who
directly deal with the day to day working of the workers in place of the behind the scenes stuff.

At HEC, HR policies are not only preached but also practiced in true spirit.
HEC’s HR vision, which is aligned to its business vision, has provided us clear direction to plan
its HR processes. To achieve its overall organizational goals it has undertaken a number of
unparalleled HR initiatives such as:

 Availability of HR, ER and Safety officers right on the shop floor to cater the needs of
employees thus providing the HR services at the doorsteps of the customers.
 Review and up gradation of systems, policies, and processes to meet the emerging
organizations’ and peoples' expectations.
 Conducting regular organizational health surveys (OHS) to increase employee
participation.
 Infusion of fresh blood and talent at all levels.
 Building leadership pipeline through “talent management” processes.
 Propagating e-learning as a means of self-development.
 Increasing employee involvement through greater commitment in small group activities
like quality circles and KAIZEN.

TALENT MANAGEMENT AT HEC

It refers to the conscious and deliberate approach undertaken to attract, develop and retain
people with the aptitude and abilities to meet current and future organizational needs. It
involves individual and organizational development in response to a complex and changing
operating environment. The career stage model developed by Walt Mahler forms the basis of
HEC’s talent management framework. The core essence of this model is the belief that
managers at different stages in their careers need to adopt different roles and responsibilities in
order to be effective. Every leader goes through six career turns in his life cycle:

1. Manage self (Individual Contributor)

2. Manage Others (Section Head)
3. Manage Managers (Dept./Regional/Zonal Head)
4. Function Head
 5. Unit Head/SBU Unit Head
6. Business Head

HEC provides opportunity to each of its employees through talent management programs from
time to time to develop and enhance their career on a golden path. For this purpose it has
several methods and procedures to engage the employees according to their talent and skills at
various levels of the organizational needs.

PERFORMANCE MANAGEMENT AT HEC

The PMS (Performance Management System) is used for managing the performance of the
employees. The salient features of this module:
 Annual KRAs and goal setting
 Midyear performance review
 Annual appraisal process
 Promotion process

The performance document has the sections like KRA, Goals, Values, Midyear review
comments, Training needs, Career aspirations, Manager Comments. This system is effective
from the financial year 2006-07.
The PMS is needed for the employees to see their growth and development. The PMS shows
that in what area employees need the training. At HEC, PMS is KRA based means key
responsibility area based on which each employee has given a key target for a given period and
at the end of that period the required goal (target), time and cost incurred is compared and then
the employees are rated from high to below the expectations. Following are the different PMS
categories for the employees at HEC:
 FEE: Far exceed expectations
 EE: Exceed expectations
 NE: Neat expectations
  BE: Below expectations

All the employees are rated similarly and no partiality is occurring in the process and everyone
gets the correct feedback because of its compatibility and designated management. And after
the PMS process the needed employees are provided with the necessary training and
development programs so that their work effectiveness and efficiency would be increased in the
future.

TRAINING & DEVELOPMENT AT HEC

The training facilities at HEC are classified into three broad categories. These trainings are
given to each and every employee at a regular interval according to their need for the
enhancement of their work and skills. The training are:
 Behavioral/Managerial training (WDPs, SDPs, MDPs)
 Functional/Technical training
 Supportive Training (WCM, Quality circles)

Behavioral training is provided to employees by the training and development department of the
company and Technical & Supportive training are provided to employees by their respective
departments in which they work.

MODULE DESIGN FOR TRAINING PROGRAM:

 To decide the objective of the program.
 To decide the design of the objective.
 To decide the delivery of the objective.

POST TRAINING EVALUATION:

 Reaction level evaluation
 Job behavior evaluation (transfer of learning)
At HEC, all the employees get their training evaluation result instantly after the completion of
the training so that the effectiveness of the training program should come to the management
and necessary changes can be made

SAFETY PROCEDURE AT HEC

Management of HEC is very conscious about safety measures. It takes care of its employees so
that they never rush into any accident. For safety purposes HEC has a separate department
named as “fire and safety” which take care of all the employees of the organization either of a
new entrant or an experienced one. The company has some procedure which is followed by all
its employees from the very first day of working in the organization. The procedural steps are as
follows:

 When an employee firstly joins the company, on the first day he is given training by the
fire and safety department before forced into any work about all safety devices which he
will be going to use in the future.
 He is also given the training about safety measures which is going to be used in the
working process.
 Above both processes are off the job training.
 After off the job training about safety the employees are taken to the job for on-site
training.
 On their job they are trained by their safety officers in the beginning about the
equipment’s that how those are safely used without harming them.
 Then the employees are supervised by their supervisors and safety officers for smooth
and soothe working.
 For safety purposes HEC provides following equipments:
 Helmet
 Gloves
  Safety specs
 Ear plug
 Protective shoes

Besides above things, so many other practices also take in to consideration about safety and
security of employees at HEC industries limited. Some of them are as follows:-

1. FENCING OF MACHINERY: Inside the factory premises every prime mover, fly
wheel, electric generator, motor, rotary converter, transmission machinery, headrace, trail
race, waterwheel, water turbine or any other dangerous part of the machinery in motion
which can harm to the employees is properly fenced so that the occurrence of any
accident could be avoided.
2. WORK ON OR NEAR MACHINERY IN MOTION: In HEC if there is any work of
such a type in which the workers have to mount or ship a belt on the moving pulleys, or
they have to lubricate the belt while it is in motion then these types of works are carried
out by specially trained persons in that work. In addition to these they follow certain rules
such as they don’t wear a loose dress and they make sure that the difference between their
body and the moving belt is at least 15 Cms.

3. EMPLYMENT OF YOUNG PERSONS ON DANGEROUS MACHINES:

According to “Factory Act, 1947”, any person whose age is below the 18 years is the
young person. In HEC , as there is no employment of any person whose age is below 18
years, so there is no any question of employing a young person on dangerous machines.

4. STRIKING GEAR AND DEVICES FOR CUTTING OF POWER: In HEC, suitable

striking gear and other mechanical power cutting devices are provided and maintained in
such a manner so that the working process of moving belts and machineries are handled
properly.
5. SELF ACTING MACHNERY: In HEC, each self-acting machinery is properly fenced
and covered so that it does not lead to an accident when any employee is passes from
near or above it.

6. CASING OF NEW MACHINERY: In HEC, if any new machinery or new part of the
machinery is installed, it is firstly check ked by experts for its benefits and harms and
also for all of its smaller parts so that they are properly fitted and tighten to avoid any
future accident and then it is installed and taken into the work by employees.

7. HOISTS AND LIFTS: In HEC, each hoist and lift is of good mechanical construction,
sound material and adequate strength and is properly maintained and also thoroughly
examined by a competent person in every six months.
Also every hoist way and lift way is sufficiently protected by an enclosure
fitted with gates and each hoist and lift is marked with the maximum weight it can hold.
Also every hoist and lift are caged with suitable material so that no accident can take
place during the movement of the hoist and lift.

8. LIFTING MACHINES, ROPES, CHAINS & LIFTING TACLES: In HEC, all parts
including the working gear either movable or immovable of every lifting machine and
every chain, rope or lifting tackle are of good construction, of sound material, of adequate
strength, are free from any defect, are properly maintained and thoroughly examined by a
competent person once in every period of 12 months. This competent person is either the
safety officer or any specialist.
Also it is take care by the safety officer that any lifting machine, chain, rope,
or lifting tackle are not over loaded so that there may be occurrence of any accident.

9. REVOLVING MACHINERY: In HEC, there is a department named as “slurry mix-bal

mill” where revolving machines are used for the movement of the bauxite ore to grind
 them. So, for the safety purpose each grinding revolving machine is marked with the
maximum revolving power of the machine so that any type of accident could be
prevented.
Also, all grinding machines are properly fenced and caged by a suitable
material and these are regularly check ked by the safety officer for their proper working
and defects.

10. PRESSURE PLANTS: In HEC, there are some units named as “compressor plant”,
where manufacturing process needs pressure higher than that of atmospheric pressure, but
the pressure in that units are maintained according to the rules of the government and the
process is supervised by experienced persons (engineers).

11. FLOORS, STAIRS, AND MEANS OF ACCESS: In HEC, all the stairs, floors and
means of access are of sound construction, properly maintained and kept away from any
obstruction which may cause slip to the workers. Also the stairs are provided with hand
rails so that the workers can move with their help on stairs.

12. PRECAUTIONS AGAINST DANGEROUS FUMES, GASES: In HEC, the

dangerous gases and fumes are evolved during the manufacturing process in some units
in a huge quantity which may cause respiratory problems and skin problems to the
employees but the employees who work in that areas are provided with safety mask and
proper clothes of suitable material.

13. PRECAUTIONS IN CASE OF FIRE: In HEC, all the sites, units and departments are
provided with the fire extinguishers in the proper number and at proper places so that
they can be used in case of fire outbreak.
The workers are given the training about using the fire extinguishers in case
of any emergency.
 Also all sites and units are provided with an alternate passage and a way to
escape from the site in case any fire outbreak.

14. EXPLOSIVE OR INFLAMMABLE DUST AND GASES: In HEC, caustic is used as

the raw material in the manufacturing process of aluminium which very dangerous and
harmful to the human body. It causes severe burns if it pours on the skin and also it may
cause blindness to the workers in case of a small drop of it poured into his eyes.
So, keeping in mind all the harmful effects of caustic to human life, all the
employees are provided with the safety glasses of proper shape and cloths of suitable
material.

15. PITS, SUMPS AND HOLES: In HEC, if there are any pits, sumps or holes, then they
are covered in such a manner that no employee gets his leg or any part of the body caught
in that.

16. SAFETY OF BUILDING AND MACHINERY: In HEC, if any building or part of the
building or machinery is in a condition which is dangerous to human life or safety then
that is taken care of by the safety officer for replacing or repairing.

NOTES: HEC Ltd. have a separate safety officer for each department who is available at the
working site all the time for supervising the employees about safety measures taken during
accomplishment of any job.

HEALTH & medical FACILITIES AT HEC

As we know that the success of any organization is based on its employees’ performance. And
performance of any employee depends on his health. So, HEC takes care of its employees’
health on the working set up to a great extent. For this purpose it has a separate department
named as “occupational health and services department”, which check, maintain, verifies and
keeps the health record of its employees.
The duties of OHAS department are as follows:
 Thoroughly medical checkup of any new entrant in the organization.
 Periodical checkups of all of the employees of organization. This type of checkups
includes:
 Medical checkup for eyesight
 Medical checkup for skin infections
 Medical checkup for hearing loss
 Medical checkup for heart beat rate and blood pressure
 Other miscellaneous medical checkups
 The duration of this periodical checkup is once in every 12 months.
 The periodical checkup is carried out for any type of employees either permanent or
temporary, either workmen or staff.
 This department keeps the record for future use.
 If any employees found unfit during the regular checkup, necessary step is taken by the
OHAS department and management.
 This department provides the first aid facility at the working site of the workers which is
used in case of any accidental emergency.
 This department has ambulances which are used in carrying the injured employees from
worksite to the hospital for necessary treatment.
 The first aid facility and ambulance services within the factory premises are available for
workers on 24*7 bases.

Besides all these facilities HEC inculcates the following provisions of “Factories Act, 1948” to
regulate and maintain the health of its employees so that their efficiency and effectiveness could
be increased and results into overall organizational productivity and effectiveness.

Those provisions are as follows:

Section 11: CLEANLINESS
  Every factory shall be kept clean and free from effluvia arising from any drain,
privy, or other nuisance.
 Accumulation of dirt and refuse shall be removed daily by sweeping or by any
other effective method from the floors and benches of work rooms and from
staircases and passages and disposed of in any suitable manner.
 The floor of any work room shall be cleaned at least once in every week by
washing, using disinfectant.

Section 12: DISPOSAL OF WASTE & EFFLUENTS

 Effective arrangements shall be made in every factory for the treatment of wastes
and effluents due to the manufacturing process carried in the factory.

Section 13: VENTILATION & TEMPERATURE

 Effective and suitable provisions shall be made in every factory for securing and
maintaining, the adequate ventilation by the circulation of fresh air and a
reasonable temperature in every work room.

NOTES: In HEC, there are some areas (Reduction Plant) where temperature is generally high;
in those areas effective arrangements are made to lower the temperature so that workers can do
their work smoothly. An artificial water fall is such type of arrangement.

Section 14: DUST & FUMES

 This section lays down that effective measures should be adopted by every factory
to keep the work rooms free from dust and fumes.

NOTES:
In HEC, there are some areas (Ball mill & Slurry Mix Area) where the dust is given off by the
manufacturing process, in those areas effective arrangements are made so that the inhalation of
dust by the workers and accumulation of the dust on the nearby things could be avoided.
For Ex. Providing Masks to the workers, pouring the water freeze on the material used and
using the pressure air pumps to remove the dust accumulated easily. Etc.
Section 15: ARTIFICIAL HUMIDIFICATION
 In every factory proper level of humidity in the air should be maintained.
 The water used for increasing the humidity artificially should be taken from the
public supply of drinking water or it is properly purified before it is used.

Section 16: OVERCROWDING

 No room in any factory shall be overcrowded to an extent injurious to the health
of the workers employed therein.
 There shall be in every workroom of a factory in existence at the commencement
of this Act at least 9.9 cubic meters and of a factory built after the commencement
of this Act at least 14.2 cubic meters of space for every worker employed therein
must be provided.

Section 17: LIGHTING

 This section provides that in every part of the factory, where workers are working
or passing, there shall be provided and maintained sufficient and suitable amount
of light lighting, natural, artificial or both.
 In every factory all glazed windows and skylights used for the lighting of the
workroom shall be kept clean on both the inner and outer surfaces.
 The provisions shall be made for the prevention of the formation of shadows to
such an extent as to cause eyestrain or the risk of accident to any worker.
 The effective provisions shall be made for the prevention of glare either directly
from a source of light or by reflection from a smooth or polished surface.

Section 18: DRINKING WATER

 This section provides that in every factory effective arrangement shall be made to
provide and maintain at suitable points conveniently situated for all workers
employed therein, a sufficient supply of wholesome drinking water.
 All such points shall be legibly marked “drinking water” in a language understood
by a majority of the workers employed in the factory.
  No such point situated within six meters of any washing place, urinal, and latrine,
and spittoon, open drain carrying sewage or effluent.
 In every factory wherein more than two hundred and fifty workers are ordinarily
employed, provisions shall be made for cooling drinking water during hot weather
by effective means and for distribution thereof.

NOTES:
In HEC, management provides and maintains a sufficient number of drinking water taps at each
and every work site for the workers. And in case of hot weather provisions of cold water is
provided by providing the freezer at different places inside the premises of the organization.

Section 19: LATRINES AND URINALS

 This section provides that in every factory sufficient latrine and urinal
accommodation of prescribed type shall be provided conveniently situated and
accessible to workers at all time while they are at the factory.
 In every factory separate enclosed accommodation shall be provided for male and
female workers.
 In every factory such accommodation shall be adequately lighted and ventilated.
 All such accommodation shall be maintained in a clean and sanitary condition at
all times.

Section 20: SPITTOONS

 This section provides that in every factory there shall be provided a sufficient
number of spittoons in convenient places.
 These spittoons shall be maintained in a clean and hygienic condition.

Besides all these health provisions of the Factories Act, 1948, the company has built a hospital
for the employees. The employees and their dependents that are not covered under the ESI
scheme can get medical treatment free of cost. It also provides free medicinal treatment.
However other employees and people can get medical treatment here on payment of a very little
fee.
 The hospital has a capacity of 100 beds. It fulfills the norms of a well-equipped
and modern hospital. It has sonography, X- Ray, and pathological facility. This hospital has its
own Blood Bank which helps the employees in case of the emergency. Moreover recently a
dental unit is introduced which is well equipped and looked after by qualified dentists.
Vaccination programs for children and pregnant women are a regular feature
here. The hospital played a vital role during the pulse polio vaccination program. In
collaboration with the lions club of Dhurwa it also organizes monthly eye camp which is
attended by a team of doctors from the renowned HEC hospital.
In addition to this, the company has also a Nature cure center. It is open to all
categories of employees. The treatment here is based on Naturopathy.

HEC also provides following dispensaries:

 Ayurvedic
 Homeopathic

CONCLUSION:
 HEC takes care of its employees’ health very well either on-site or off-site of the work.
 All the health and medical facilities are available to the employees at the free of cost and
with little ahead of them.

WELFARE FACILITIES AT HEC

Welfare is a broad concept referring to a state of living of an individual or a group, in a
desirable relationship with the total environment- ecological, economical and social. Labor
welfare may be viewed as a total concept (desirable state of existence involving the physical,
mental, moral & emotional well being), social concept (the welfare of man, his family & his
community) and relative concept (welfare is relative in time and place).
 It implies the setting up of minimum desirable standards and provisions of facilities.
It deals with the providing the opportunities for the employee and his family for a good lie as
understood in its most comprehensive sense that, the personal objective alone is not adequate
but welfare is also fundamental in the interest of the larger society as the happiness and
efficiency of the each individual concept and general well-being of all.
According to James Todd, “Anything done for the comfort and improvement,
intellectual and social, of the employees over and above the wages paid, which is not a
necessity of the industry.”

NEED FOR WELFARE

The need for welfare lies in the fact that individual workers today constitute functionally a very
significant and important part of the country’s population. Their labor helps to dig out and soul
from the towels of the earth to the fetch to solid done and reservoirs to lay pipes, canals lines
and roads. Their labor creates and transmits power and through various procedures of
manufacturing pattern changes raw materials into finished products of necessity as well as
luxury.
We are getting so much accustomed to malfarious and manifold amenities, characteristics of the
modern ways of living and thinking whether in the context of the factory house or the council
hall or whether in travel at work or at rest that continuation of our civilization appears to be
depends on the labor of workers.
If we withdraw the activities of the labor of workers from the various parts of the life in which
they are engaged, we would perhaps plunge back into the barber state in which average life was
nasty, brutish, and short. Civilized life as it is today is possible on account of the coordinated
labor or of millions of workers working in factories and workshop and other industrial works.
The workers play a very useful and important role in the development of the economy and
hence the country.
WELFARE DEPARTMENT
Welfare amenities have become an accepted part of a good industrial organization.
Consequently, welfare departments have been looked upon as a positive contributing factor to
increase the efficiency of the business. Welfare department should establish a direct relationship
with the business in the same way as the publicity, advertising or accounting departments. All
organizations will make an effort to keep accurate costs in order that a basis of comparison can
be worked out. If a welfare department is to be efficient, it follows that adequate office
accommodation must be provided to it. The welfare department should be located at a
convenient central spot. It has to maintain broadly employment, medical and welfare records.
HEC also, has a separate welfare department which provides and maintains all
welfare amenities at the worksites of the workers according to their basic needs.

TYPES OF WELFARE
There are two types of welfare measures:
 Statutory Welfare
 Non- Statutory Welfare

STATUTORY WELFARE
Employers in India are generally required to comply with the provisions of various welfare
amenities under different labor legislations. The statutory welfare facilities for workers are
provided under the following legislations:
 Factories Act, 1948
 Plantations labor Act, 1951
 Mines Act, 1952
 Motor transport workers Act, 1961
 Contract labor (Regulation & Abolition) Act, 1970
  Apprentices Act, 1961

The following are the workings of statutory provisions in the HEC . All measures have been
adopted there to provide maximum statutory facilities to its employees who are as follows:

1. WASHING FACILITIES
 In every factory adequate and suitable facilities for washing shall be provided and
maintained for the use of workers.
 In every factory separate and adequately screened washing facilities shall be provided for
the use male and female workers.
 All washing facilities shall be conveniently accessible to workers and shall be kept clean.

2. FACILITIES FOR STORING AND DRUYING CLOTHES

 In every factory every washers must have adequate and suitable facilities for storing and
drying clothes. The state government may make rules in respect of providing and
maintaining the adequate facility for storing and drying clothes.

3. FACILITIES FOR SITTING

 In every factory suitable arrangements for sitting shall be provided and maintained for all
workers obliged to work in a standing position, in order that they may take advantage of
any opportunities for rest which may occur in the course of their work.

4. FIRST - AID APPLIANCES

 In every factory first-aid boxes or cupboards equipped with the prescribed contents shall
be provided and maintained so as to be readily accessible to workers during all working
hours.
 The number of such first-aid boxes shall not be less than one for every one hundred and
fifty workers ordinarily employed at any one time in the factory.
 Each first-aid box shall be kept in the charge of a separate person who holds a certificate
in first-aid treatment recognized by the state government.
 In every factory wherein more than five hundred workers are ordinarily employed there
shall be provided and maintained an ambulance room of the prescribed size, containing
 the prescribed equipment and in the charge of such medical and nursing staff as may be
prescribed and those facilities shall always be made readily available during working
hours of the factory.

5. CANTEENS
 In every factory wherein more than two hundred and fifty workers are ordinarily
employed, a canteen or canteens shall be provided and maintained by the employer for
the use of the workers.
 The state government has the power to make rules concerning the standards of
construction, accommodation, furniture and other equipments of the canteen and about
the quality and charges of the foodstuffs provided thereof.

NOTES:
The HEC, Company has a well-equipped canteen for its employees. There are 138 workers and
11 staff to manage the canteen. It provides highly subsidized foodstuff to the employees. The
employees can get their tea, breakfast, lunch and dinner from here while on duty. The canteen
on an average serves lunch to 2000 per day and dinner to about 500 people per day. That means
it serves food to about 2500 people per day.
Management keeps a close look on the preparation of foodstuffs as well as the
premises of the canteen. It also makes surprise visit to check the cleanliness & hygiene in the
products and premises. Moreover there are suggestion boxes installed to receive feedback and
fulfill the expectations of its customers.

6. SHELTERS, REST ROOMS & LUNCH ROOMS

 In every factory where wherein more than one hundred and fifty workers are ordinarily
employed, adequate and suitable shelters or rest rooms and a suitable lunch room, with
provisions for drinking water, where workers can eat meals brought by them, shall be
provided and maintained for the use of the workers.
 All such shelters or rest rooms or lunch rooms shall be sufficiently lighted and ventilated
and maintained in a clean and cool condition.
NOTES:
In HEC, there are separate shelters or restrooms are provided at each working site by the
management where workers can rest in their free time and for each department a single and
separate lunch room is provided by the management where workers can eat meal brought by
them.

7. CRECHES
 In every factory wherein more than thirty women workers are ordinarily employed there
shall be provided and maintained a suitable room or rooms for the use of children under
the age of six years of such women.

NOTES:
In HEC, since there are no women workmen are employed in the factory so there is no
provision of crèches here.

8. WELFARE OFFICER
 In every factory wherein five hundred or more workers are ordinarily employed the
occupier shall employ in the factory such number of welfare officers as may be
prescribed.
 The state government has the power to make rules regarding duties, qualifications and
conditions of services employed as the welfare officer.

NOTES:
In HEC, there is separate-2 welfare officers are appointed for each department.
NON-STATUTORY WELFARE
It highlights the non-statutory welfare facilities extended to the employees in the HEC. The
objective of the company behind providing these facilities is to maintain the peace and cordial
relations between management and employees. These facilities are also useful in recruiting,
developing and educating the employees. Through these activities the company tries to improve
the quality of life of its employees.

PROCEDURE
The process for the formulation and performance of all the non-statutory welfare activities are
explained below:
 First of all an annual schedule of the welfare activities to be performed during the year is
chalked out. The welfare officers of the social security cell are involved in the
preparation of these programs.
 On the basis of these annual schedules a budget is prepared for all these programs to be
conducted by the department.
 The budget hence prepared is sent for the approval of the CFO. On approval of the
budget the welfare department then initiates the steps towards various activities and put
the plans into action.
 The department also receives the feedback on the performance of these activities to
ensure that activities are performed in the prescribed manner and yield desired results.
The feedback is received through Labor Officer and through direct interaction with the
employees.
 Social welfare
Every business should have a sense of responsibility towards the society in which it operates.
HEC realizes and embraces these responsibilities thereby performing a number of functions for
the uprising of the society. HEC is providing social welfare in terms of Library, Games &
Sports, Naturopathy & Yoga Center, Gymnasium, Cultural Programs, and Employment of
needy women. Some of them are explained below:

a. CLUBS: The Company has two clubs for its employees one is staff club and another one
is an officers' club. These clubs are open only to its members. These clubs have various
games and sports such as bridge, carom, snooker, squash, swimming etc. they also have
TV rooms, reading rooms, and a gymnasium. The members are also provided here with
foodstuffs on paying some charge. Regular functions such as 31st night and Diwali Mela
etc. are also organized.

b. LIBRARY: HEC has a Library and a reading room as well. The employees of all
categories can become its member. The Library has an ever increasing collection of
books and so do its membership. It has a unique collection of books which range from
comics and novels etc. for entertainment to knowledgeable books such as competition
and other educational books to cater the taste of a wide variety of its members. The
reading room also has a number of magazines and newspapers.

c. MANORANJANALAYA: The manoranjanalaya of HEC is the core of the entertainment

activities. Most of the sports and social cultural programs are conducted by it. It also
organizes the G.K. Competition known as Samanya Gyan Pratiyogita twice a year.

d. SPORTS: HEC nurtures the grooming talents in sports center. There are a number of
games that are being played here like Carom, Chess, Table Tennis, Cricket, Hockey,
 Volley Ball, Hand Ball, Football etc. It also has regular trainers and instructors for each
separate game. The candidates from here have participated in different District, State and
National level tournaments and won prizes. The company organizes the events like
District level Cricket Tournament, District level Swimming Championship and National
level Inderchand Agrawala Volley Ball Championship.

e. RURAL & SOCIAL DEVELOPMENT: To improve the weaker section of the society,
the company has engaged in a series of welfare initiatives. The company reaches out to as
many as 400000 people. The area of the focuses are Espousing Social Reforms, Restoring
the people’s self esteem, Medical Camps, Family Welfare Programs, Spreading Literacy,
Provision of clean and safe drinking water, Garnering Developmental Aids.

f. NATUROPATHY: HEC provides a Naturopathy and Yoga center for its employees
where employees can get the meditation and natural treatment to their body. Before
taking the services of this centre an employee has to be become the member of this center
and then he can join it.
 Economic welfare
HEC is providing economic welfare of its employees in terms of:

a. SUPER BAZAAR: All items of domestic requirement are available. Loan Mela is
organized from time to time for purchasing customer durables. Household items are
available in easy installments.

b. ACCOMMODATION: HEC has developed a beautiful township here in Dhurwa. There

are about 7000 houses in this township belonging to different categories. Various
facilities for the basic needs of the luxury are provided depending on the categories of the
houses. Meets its further housing requirements the company is developing another town
at a distance of 3 km. From the old town. The various facilities are electricity, water
supply, and furniture and cable network.

c. EX-GRATIA PAYMENT: It is given to employee’s long and meritorious service

tenure. Payment equal to 15 days’ wage/salary for each block of two years of completed
service beyond 25 years of service. The amount is a subject to a maximum of 3 months
wages/salaries.

d. SUPERANNUATION: It is known as HEC Employee superannuation scheme. This

scheme covers the employees holding the positions as assistant manager and above.

DESIGNATION AMOUNT
Assistant Manager 10% of the salary
Deputy Manager 10% of the salary
Managers 10% of the salary
Deputy General Manager 10% of the salary
General Manager & above 15% of the salary

e. LEAVE TRAVEL ALLOWANCE (LTA): The Company also gives travel assistance to
its employees. To claim the LTA the employee should have worked for at least 280 days
in a calendar year. Moreover he should have taken occurred leave for 6 continuous days.
The rules for the payment are:
 SALARY DRAWN (Rs./month) MAXIMUM AMOUNT OF LTA PAYABLE
Up to 6000 10000
6001 to 7500 12000
7501 to 10000 15000
10001 to 12500 18000
12501 to 15000 21000
15001 to 25000 25000
25001 to 45000 30000
45001 & above 35000

f. MARRIAGE GIFT: HEC management provides marriage gift for workers on the basis
of service length. The scheme details are as follows:

YEARS OF SERVICE LENGTH AMOUNT

0 – 10 3001/-
11 – 20 5001/-
Above 20 years 7001/-

g. VEHICLE UNDER MILL SCHEME: The Company gives an opportunity to its

employees to own vehicle at highly subsidized rates. The opportunity is given to the
employees on the basis of their seniority. The details of the scheme are as follows:

DESIGNATION VEHICLE NO. PER YEAR SUBSIDY

Worker Scooter 100 40%
Staff Scooter 200 45%
Deputy Mgr. & Car 30 50%
Above

20% of the cost to be paid as down payment and the rest of the unpaid amount is payable
in 48 monthly installments.

h. HEC provides the financial help in the form of the loans for its employees. All the
employees of company can use this benefit according to their needs and requirements.
For this purpose they have to fulfill some legal proceedings according to the rules of the
company.
Guidelines for special loans and financial help:

SR.NO. CATEGORY PERMISSIBLE LOAN MODE OF

PERIODS

1. Staff Maximum 6 month’s salary 20 installments

2. Workmen (general) Maximum 6 month’s salary 20 installments

3. Workmen(special Maximum 5 month’s wages 20 installments

grade)
4. Workmen(A-grade) Maximum 5 month’s wages 20 installments

5. Workmen(B-grade) Maximum 5 month’s wages 20 installments

6. Workmen(c-grade) Maximum 3 month’s wages 18 installments

U-man
7. Badly Maximum 2 month’s wages 10 installments
 GRIEVANCE REDRESSAL MACHINERY

Section 9 (c) of the Industrial Disputes Act, 1947 lays down the procedure and provisions for
setting up of grievance Redressal machinery in any organization for solving the disputes
between workmen and management.

According to this section following provisions have made:

1. Every industrial establishment employing twenty or more workmen shall have one or
more Grievance Redressal Committee for the resolution of disputes arising out of
industrial grievances.
2. The Grievance Redressal Committee shall consist of an equal number of members from
the employer and the workmen.
3. The Chairperson of the Grievance Redressal Committee shall be selected from the
employer and from among the workmen alternatively on a rotation basis every year.
4. The total number members of the Grievance Redressal Committee shall not exceed more
than six.
5. Notwithstanding anything contained in this section that the setting up of the Grievance
Redressal Committee shall not affect the rights of the workmen to raise an industrial
dispute on the same matter under the provisions of this Act.
6. The Grievance Redressal Committee may complete its proceedings within thirty days on
receipt of a written application by or on behalf of the aggrieved party.
7. The workman who is aggrieved of the decision of the Grievance Redressal Committee
may prefer an appeal to the employer against the decision of the Grievance Redressal
Committee and the employer shall within one month from the date of receipt of such
appeal, dispose of the same and send a copy of his decision to the workman concerned.
8. Nothing contained in this section shall apply to the workman for whom there is an
established Grievance Redressal Mechanism in the establishment concerned.
 GRIEVANCE HANDLING PROCEDURE AT HEC
The term grievance is used to designate claim by workers of a trade union concerning their
individual or collective rights under an applicable collective agreedment, individual contract of
employment, law, regulations, work rules, custom or usage.

Grievances typically arise in such matters like:

 Discipline and dismissal

 Payment of wages
 Fringe benefits
 Working time
 Overtime and time-off entitlement
 Promotions, Demotions & Transfers
 The rights deriving from seniority
 Right of supervisors and officers of unions
 Job officers (Safety, labor & Welfare )
 Job classification problems
 Job descriptions & Job Specifications
 Relationship of work rules of the collective agreement
 Fulfillment of the obligations related to safety and health as laid down
in the agreement
PROCEDURE:
An aggrieved employee will put his grievance orally or written to his shop supervisor. An
answer should be given within 48 hours from the presentation of the complaint but at HEC there
is no time but it is redressed as soon as possible. If the grievance is not redressed it can be
referred to Sectional Head then to Department head.
If the decision of the Department Head is unsatisfactory, the aggrieved worker may
request that his grievance should be forwarded to the Labor Officer who will try to redress the
grievance or put his note and forward it to HR Head.
The Labor Officer or HR Head will give feedback to the concerned employee
through Sectional Head. In addition the aggrieved employee may contact the Section Head,
Department Head, Labor Officer, HR Head or any other concerned authority for the Redressal
of his grievances. The cycle time of Redressal of grievance is 3 to 5 days and there is also a
collective bargaining process with three recognized unions at HEC:
 HEC Pragtisheel Mazdoor Sabha
 HEC Workers’ Union
 Metal Mazdoor Panchayat

Misconducts:

Misconduct is a transgression of some established and definite rules where no discrimination is

left to the employee. It is a violation of the rules. Any breach of these rules and discipline may
amount to misconduct. Indiscipline generally arises because of unfair labor practices and
victimization on the part of the employers like differential, wrongful work assignments, bad
service condition, poverty, frustration, absenteeism, dishonesty, and disloyalty, all lead to the
misconduct.
FORMS OF MISCONDUCT:
According to clause 14 of Model Standing Orders under the provisions of Industrial
Employment (Standing Orders) Act, 1946: Disobedience, Theft, Fraud, Dishonesty, Willful
damage to the employer’s goods or property, Taking or giving bribes, habitual absence,
Habitual negligence, Disorderly behavior, Resorting to strike or inciting others to go on strike.

Disciplinary action taken:

The disciplinary must confirm certain principals:

 Principal of natural justice

 Principal of impartiality or consistency
 Principal of impersonality
 Principal of giving reasonable opportunity to the offender to defend
himself

Procedure:
1. The first step is to frame and issue a charge sheet in writing, based upon a written
complaint by someone, giving details of allegation of misconduct and indicating the time
within which the reply to the charge sheet is to be submitted to the authorities. It requires
the authorities to show cause why disciplinary action should not be taken against him.
The charge sheet also indicates what the penalty is proposed to be imposed if the charges
are sustained.
2. The worker is required to submit his explanation within a reasonable time or he may
demand extension for his submission.
3. When it is decided to hold an inquiry, an enquiry officer is appointed and notice of
inquiry has to be issued to the worker.
 4. At the appointed day and time, the inquiry is held by the inquiry officer in the presence of
the worker. The details of the inquiry have to be recorded and signed by all persons who
are present during the course of proceedings. After all the witnesses against him have
been examined, the defense witnesses (including worker) are required to submit their
statements. All supporting evidence and documents may be called for and examined.
5. When the inquiry is over, inquiry officer is required to give his findings, which should
invariably contain the procedure of the inquiry, the parties heard, the documents
produced, and then his own findings. He submits his findings to the authorities
empowered to take disciplinary action.
6. The authority will have to decide if he accepts the findings or accepts them partially or
totally rejects them. The decision has to be in writing.
7. The employee has given an order in writing, giving a clear idea of the charges
established, the punishment awarded and the reasons thereof. With the service of the
order of the punishment, the domestic inquiry is concluded. If the misconduct is proofed
true, the aggrieved person may be dismissed from the service.

Observation and conclusion:

HEC is a step ahead concerning in India as an Aluminium producer. Along with this, it is one of
the best management establishments that are why it has to maintain its dignity. This can only be
achieved through keeping the values in the mind of all the employees and the employer of the
company and it is pleasant to see that the employees and the employers together have converted
the working environment into the work culture which is forwarding in nature. It is only possible
when the entire related person perform their duties in the limit of the laws and with a
constructive attitude.

In HEC there is a clear cut definition of authority and responsibility relationship. Every post has
its authority and in respect of which bears the responsibility. Though every employee feels
himself as part and parcel of HEC, they perform their duties in a proper manner. This is
achieved only because each and every employee is treated equally and same, no discretion is
occurs among employees regarding any grievance.

Punctuality and frictionless remuneration is heart and soul of any business activity, which helps
the employees to keep themselves in harmony with the organization. So, responsibility of ER
department is increased. Statutory compliance of certain Acts is performed duly and effectively.
Management at HEC Industries Ltd. is making all the necessary efforts towards statutory
compliance of various Labor Laws. However, there is always scope for further improvements.
 Research methodology
RESEARCH
 Research is the systematic process of collecting and analyzing information (data) in order
to increase our understanding of the phenomenon with which we are concerned or
interested.
 Research involves three main stages:
Planning
Data collection
Analysis
It is the systematic study and objective identification, collection, analysis, dissemination and
use of the information for the purpose of assisting management in decision making related to
the identification and solution of problem and opportunity.
The data are collected using the most appropriate method, analyzed, interpreted and
inferences are drawn and finally the findings, implications and recommendations are provided
in a format that allows the information to be used for decision making.
Here, I have to find out the satisfaction level of workers regarding different facilities
provided to them by the management of HEC , to improve the ease of working. For the purpose
of data collection I have used the questionnaire method in which we have framed a close ended
questionnaire containing 15 questions related to working conditions of the workers. I have gone
through the samples from the collection of their answers. I am assigned “HEC – FFP Plant”
from where we have collected the data.
Research Design
Defining a research problem provides a format for further investigation. A well-defined
problem points to a method of investigation. There is no one best method of research for all
situations. Rather, there are a wide variety of techniques for the researcher to choose from.
Often, the selection of a technique involves a series of trade-offs. For example, there is often a
trade-off between cost and the quality of information obtained. Time constraints sometimes
force a trade-off with the overall research design. Budget and time constraints must always be
considered as part of the design process.
Here, I have adopted the descriptive research design for my project because
descriptive research is concerned with describing the characteristics of a particular individual or
group regarding some phenomena.

SAMPLING
It is incumbent on the researcher to clearly define the target population. There are no strict rules
to follow, and the researcher must rely on logic and judgment. The population is definitely in
keeping with the objectives of the study. Sometimes, the entire population will be sufficiently
small, and the researcher can include the entire population in the study. This type of research is
called a census study because data is gathered on every member of the population.

Usually, the population is too large for the researcher to attempt to survey all of its members. A
small, but carefully chosen sample can be used to represent the population. The sample reflects
the characteristics of the population from which it is drawn. There are so many types of
sampling. Here, we have used the stratified sampling method which is explained below.

Stratified Sampling is commonly used probability method that is superior to random sampling
because it reduces sampling error. A stratum is a subset of the population that shares at least one
common characteristic. The researcher first identifies the relevant stratums and their actual
representation in the population. Random sampling is then used to select subjects for each
stratum until the number of subjects in that stratum is proportional to its frequency in the
population.

Here, I have formed different units of an FFP Plant as separate strata and randomly select some
of the employees from each strata for our query and fill up the questionnaires. Different units of
the alumina plant are ball mill, digestion, clarification, filtration, pump & valve Shop,
evaporation, precipitation, calciner etc.

Total workers in the FFP Plant: 900(permanent and badli )

Sample size taken: 100

Data Collection
There are very few hard and fast rules to define the task of data collection. Each research
project uses a data collection technique appropriate to the particular research methodology. The
two primary goals for both quantitative and qualitative studies are to maximize response and
maximize accuracy.

When using an outside data collection service, researchers often validate the data collection
process by contacting a percentage of the respondents to verify that they were actually
interviewed. Data editing and cleaning involves the process of checking for inadvertent errors in
the data. This usually entails using a computer to check for out-of-bounds data. There are two
types of study about the data I have to do that are as follows:-

Quantitative studies employ deductive logic, where the researcher starts with a hypothesis, and
then collect data to confirm or refute the hypothesis. Quantitative analysis is generally fast and
inexpensive. Wide assortments of statistical techniques are available to the researcher.
Computer software is readily available to provide both basic and advanced multivariate
analysis. The researcher simply follows the preplanned analysis process, without making
subjective decisions about the data. For this reason, quantitative studies are usually easier to
execute than qualitative studies.
Qualitative studies use inductive logic, where the researcher first designs a study and then
develops a hypothesis or theory to explain the results of the analysis. The interpretation of
qualitative data has been often highly subjective, and different researchers can reach different
conclusions from the same data. However, the goal of qualitative research is to develop a
hypothesis--not to test one. Qualitative studies have merit in that they provide broad, general
theories that can be examined in future research.

There are two types of data that can be used in any research process named as primary data and
secondary data. Primary data are collected from the workers through the questionnaires to
which they give answers. And secondary data are collected through informal talk, observations
and study of different facilities provided by HEC to its workers related to their working
conditions through the literature review and library consultation.

Data Analysis
Modern computer software has made the analysis of quantitative data a very easy task. It is no
longer incumbent on the researcher to know the formulas needed to calculate the desired
statistics. However, this does not obviate the need for the researcher to understand the
theoretical and conceptual foundations of the statistical techniques. Each statistical technique
has its own assumptions and limitations. Considering the ease in which computers can calculate
complex statistical problems, the danger is that the researcher might be unaware of the
assumptions and limitations in the use and interpretation of a statistic.

There are so many methods are used for the analysis and representation of the data with the help
of computer system. Here, I am using the percentage method for the data analysis &
interpretation bar graph and pie chart method for the representation of the data.
 AGE PROFILE OF WORKERS

AGE
25%
24%
25%
22%

20%

15% 13%
AGE
9%
10%

4%
5% 3%

0%
<= 30 yrs 31 - 35 yrs 36 - 40 yrs 41 - 45 yrs 46 - 50 yrs 51 - 55 yrs > 55 yrs

Interpretation :
From the bar graph we can see that only 3% of workers
are equal or below the age of 30 yrs, only 4 % of workers are more than the age of
55 yrs, 13 % belongs to 51-55 yrs age group and 22% belongs to the age of 36-40
yrs , 25 % belonging to 41-40 yrs category and 24% are of46 – 50 yrs age group. So
we can infer that most of the workers belong to the age group of 36 – 55 yrs.
 EMPLOYEES IN TENNURE OF ORGANIZATION

Series 1

45% 42% 41%

40%

35%

30%

25%
Series 1
20%

15%
8% 9%
10%

5%

0%
< 10 yrs 10 - 19 yrs 20 - 29 yrs <= 30 yrs

Interpretation :
42 % of the workmen are belonging to the 10 – 19 yrs
group, 41% of workers have 20-29 yrs completed service in the organization.only
8% are having the experience of less than 10 yrs experience. So we can infer from
the graph that most the of workers are highly experienced which is definitely a
positive factor to the development and the growth of the organization.
 RELATION BETWEEN AGE AND SATISFACTION
LEVEL BY WELFARE FACILITIES

satisfaction level

3.9 3.88
3.8
3.8 3.75
3.67 3.68
3.7 3.65

3.6

3.5

3.4 Series 1
3.29
3.3

3.2

3.1

2.9
<= 30 yrs 31 - 35 yrs 36 - 40 yrs 41 - 45 yrs 46 - 50 yrs 51 - 55 yrs > 55 yrs

Interpretation :
The graph shows the relation between the overall
satisfaction level of workers and their age.the satisfaction level of most of age
group lies between 3 and 4 this shows that most of the workers are satisfied with the
facilities provided by the organization to some extent, so it indicates that there need
to improve the facilities provided. The age group of 31-35 yrs have lowest
satisfaction level this may be because of lack of motivation so management need to
motivate workers to increase the satisfaction level to utilize the optimum effort of
their workforce.
Question 1:Are you aware about the various welfare
facilities provided to you by the company?

Scale No of respondent % of responses

Yes 90 90
No 10 10
Total 50 100

Responses ( in % )
10%

yes
no
90%

Interpretation:
21% of workers are highly agreed, 28% are agreed
with the work environment, 26% somewhat agreed with the work
environment while 14% are disagreeding and 11% are highly disagreeding
with the work environment. The responses vary because working
conditions of some sections plant are very harsh. So we can say that the
work environment at HEC is satisfactory and needs some improvement.
Question 2 : Do you feel that the working conditions in the
company are comfortable?

Scale No of respondent % of responses

Highly disagreed 9 9
Disagreed 16 16
Somewhat agreed 19 19
Agreed 24 24
Highly agreed 32 32
Total 100 100
Mean of 5 points rating scale : 3.53

Responses (in %)

9%
32% 16% highly disagree
disagree

19% Neutral
agree
24%
highly agree

INTERPRETATION :
32% of workers are highly agreedd and they
strongly feel that this unit is the best place to work and 24% are just
agreed , 19% are somewhat agreedd that there is the best place to work.
Only 16% are disagreedd and 9% are highly disagreedd with their unit. So
most of the workers are satisfied with their unit.
Question 3 : Does Personnel department give you enough
information regarding Welfare Facilities?

Scale No of respondent % of responses

Highly disagreed 10 10
Disagreed 09 09
Somewhat agreed 15 15
Agreed 25 25
Highly agreed 41 41
Total 100 100

Responses ( in % )

10%
41% 9%
highly disagree
15% disagree
somewhat agree
agree
25% highly agree

Interpretation :
41% of the workers are highly agreedd that the
their department provide enough opportunity to learn and grow , 25% are
agreedd with it.So we can infer that the management are highly concerned
for the development of their workers and to a large extent they are
succeeding.
 Question 4 :Are you satisfied with the welfare facilities
provided to you by the company?
Scale No of respondent % of responses
Highly disagreed 08 08
Disagreed 05 05
Somewhat agreed 09 09
Agreed 22 22
Highly agreed 56 56
Total 100 100

Responses ( in % )
8% 5%
9%
highly disagree
disagree
56% 22% somewhat agree
agree
highly agree

Interpretation :
56% of the workers of this unit are highly agreed , 22%
are agreed with this statement that they have best friend at the workplace. It
indicates that their social needs are fulfilled and this would defenitely help them
to enhance their performance.
Question 5 :Do you agree that welfare facilities help to
improve performance at workplace?

Scale No of respondent % of responses

Highly disagreed 17 17
Disagreed 07 07
Somewhat agreed 20 20
Agreed 26 26
Highly agreed 30 30
Total 100 100

Responses ( in % )

30% 17%
7% highly disagree
disagree

20% somewhat agree

agree
26%
highly agree

Interpretation :
30% workers are highly agreed and 26% are agreed
and 20% are somewhat agreed with, that there are someone at work who
encourage them for their development, while 7% are disagreed and 17%
are highly disagreed with it. Most of the workmen thinks that they get
enough encouragement by their superiors and collegues but management
still has to make effort in this area.
Question 6 :Are you satisfied with the Medical facility in
the factory?

Scale No of respondent % of responses

Highly disagreed 18 18
Disagreed 13 13
Somewhat agreed 18 18
Agreed 21 21
Highly agreed 30 30
Total 100 100

Responses ( in % )

30% 18%
highly disagree
13% disagree
somewhat agree

21% 18% agree

highly agree

Interpretation :
30% are highly agreed, 21% are agreed and 18%
are somewhat agreed with, that they get recognition for their good work
while 13% are disagreed and 18% are highly disagreed and they don’t get
recognition for their good work at workplace.This implies that
management should take care that workmen must be got recognition for
their good work.
Question 7 :Are you satisfied with drinking water & other
basic facilities provided to you by the company?
Scale No of % of
respondents respondents
Highly disagreed 12 12
Disagreed 11 11
Somewhat agreed 18 18
Agreed 25 25
Highly agreed 34 34
Total 100 100

Responses ( in % )

12%
34% 11% highly disagree
disagree
18% somewhat agree
agree
25% highly agree

Interpretation :
34% workers are highly agreed, 25% are agreed,
18% are somewhat agreed, 11% are disagreed and 12 are highly disagreed
with the statement that they get opportunity to do what they do best at
work everyday.Most of the workmen get opportunity to show their talent
at work but some of the workmen don’t get chance to show their skill
properly so management should help them so that they can do what they
do best at work.
Question 8 :Are you satisfied with the safety measures of
the employees at the workplace?

Scale No of % of
respondents respondents
Highly disagreed 10 10
Disagreed 05 05
Somewhat agreed 14 14
Agreed 24 24
Highly agreed 47 47
Total 100 100

Responses (in%)
10%
5%

47% 14% highly disagree

disagree
somewhat agree

24% agree
highly agree

Interpretation :
47% workers are highly agreed, 24% are agreed,
and 14% are somewhat agreed while 5% are disagreed and 10% workers
are highly disagreed with, that they have all the materials and equipments
to do their work right at workplace.It means company provide all the
necessary materials and equipment which is required to perform the wo
 Question 9 : Are you satisfied with all security measures
of the company for your job and future?

Scale No of % of
respondents respondents
Highly disagreed 08 08
Disagreed 04 04
Somewhat agreed 12 12
Agreed 23 23
Highly agreed 53 53
Total 100 100

Responses ( in % )
8% 4%
12%
highly disagree

53% disagree
somewhat agree
23%
agree
highly agree

Interpretation :
53% of workers are highly agreed, 23% are agreed
and 12% are somewhat agreed while only 4% of workmen are disagreed
and 85 are highly disagreed with the statement that they know what is
expected of me at work. This implies that most of the workmen are very
well aware about what? Of what quality?and how much? Of work is
expected of them.
Question 10 : Do you agree that the trade unions play any
role for providing you the welfare facilities?
Scale No of % of
respondents respondents
Highly disagreed 08 08
Disagreed 04 04
Somewhat agreed 11 11
Agreed 24 24
Highly agreed 53 53
Total 100 100

Responses (in %)

4%
8% 11%
highly disagree

53% disagree
somewhat agree
24%
agree
highly dagree

Interpretation :
53% of workers are highly agreed, 24% are
agreed and 11% are somewhat agreed, only 4% are disagreed and 8% are
highly disagreed with , that they see mutul trust and respect in their team.
This shows that most of the workmen have trust and respect for each other
and help them to coordinate with each other and als it is the key element to
success of the organization.
Question 11 :Does your organization support you for
continuing your education & personnel growth?

Scale No of % of
respondents respondents
Highly disagreed 09 09
Disagreed 06 06
Somewhat agreed 14 14
Agreed 25 25
Highly agreed 46 46
Total 100 100

Responses (in %)

9% 6%
46% 14% highly disagree
disagree
somewhat agree

25% agree
highly agree

Interpretation :
46% of workers are highly agreed, 25% are agreed, 14% are
somewhat agreed and only 6% worker are disagreed and 9 % are highly
disagreed with the statement that they are aware about the factors that can
affect the performance of their business /unit /organization.This implies
that they are aware about the safety rules and all other things that can harm
and benefit them and the organization as well.
 Question 12 :Are you satisfied with present working
conditions to keep you efficient and healthy?.

Scale No of % of
respondents respondents
Highly disagreed 12 12
Disagreed 07 07
Somewhat agreed 15 15
Agreed 26 26
Highly agreed 40 40
Total 100 100

Responses ( in % )

12%
40% 7%
highly disagree
15% disagree
somewhat agree
agree
26% highly agree

Interpretation :
28% are highly agreed, 21% are agreed and 22%
are somewhat agreed, while 13% are disagreed and 16% are highly
disagreed with the supervisors.Therefore we can infer that there are little
bit dissatisfaction with the suprevisory style, so supervisors must talk with
the workers about their problems and grievances and also try to build a
healthy relationship with them.
Question 13 : Are you satisfied with the cleanliness of
toilets & urinals in plants facility?

Scale No of % of
respondents respondents
Highly disagreed 16 16
Disagreed 13 13
Somewhat agreed 22 22
Agreed 21 21
Highly agreed 28 28
Total 278 100

Responses ( in %)

28% 16%
highly disagree
13%
disagree
somewhat agree
21% 22% agree
highly agree

Interpretation : 28% are highly agreed, 21% are agreed and 22%
are somewhat agreed, while 13% are disagreed and 16% are highly
disagreed with the supervisors.Therefore we can infer that there are little
bit dissatisfaction with the suprevisory style, so supervisors must talk with
the workers about their problems and grievances and also try to build a
healthy relationship with them.
Question 14 :Do you feel that you are paid fairly for
your job function? Are you satisfied from your salary
and compensation?

Scale No of respondent % of responses

Highly disagreed 14 14
Disagreed 07 07
Somewhat agreed 16 16
Agreed 26 26
Highly agreed 37 37
Total 100 100

Responses ( in % )

14%
37% 7% highly disagree
disagree
16% somewhat agree
agree
highly agree
26%

Interpretation : 37% of workers are highly agreed, 26% areagreed

and 16% are somewhat agreed while only 7% of workmen are disagreed
and 14% are highly disagreed with the statement that working in this
organization gives him lots of respect in the society.Though most of the
workmen thinks that as a worker of this organization, they get respect in
the society but still some portion of the workers thinks that they don’t get
as much respect as they got in past.
Question 15 :Would you like to join another organization
with the same salary?

Scale No of respondent % of responses

Highly disagreed 14 14
Disagreed 13 13
Somewhat agreed 23 23
Agreed 25 25
Highly agreed 25 25
Total 278 100

Responses ( in % )

25% 14%
13% highly disagree
disagree
somewhat agree
25% 23% agree
highly agree

Interpretation : 25% workers are highly satisfied, 25% are

satisfied, 23% are somewhat satisfied while 13 % of workers are
dissatisfied and 14% workers are highly dissatisfied with all the
anenities/facilities provided at workplace.facilities are being provided
by the organization but these are not as good as it should be.
 Suggestions to improve the working
condition of the workers
 Promotion should be more fair and flexible and criterion for promotion should be open
and equal for all.
 Wages paid to workers in comparison of work should be sufficient and compatible with
other similar industries, because monetary incentives are more important than non-
monetary incentives for workers.
 Participation level of workers should be increased in the decision making regarding their
progress and development.
 Management should take care of its employees in case of expenditure occurred in the
accidents during work.
 Food quality in the canteen should be improved so that the satisfaction level of the
workers would enhance.
 Quality of safety equipments such as gloves, safety specs, shoes and masks should be
improved so that the complete safety of workers can be ensured.
 To increase the satisfaction level of employees with organization and management, the
company should give some monetary benefits from time to time to the workers.
 Noise and dust level in the company should be minimized so that workers feel happy to
work in the organization.
 The equipments and instruments provided to workers for working should be of good
quality so that workers do not feel fear while using them.
 The workers should be given equal chances in the selection of office bearers of the trade
union.
 A performance appraisal system for the workers should be more open and at a short
regular interval so that workers can get frequent results about their work and
performance.
 The training given to workers should be to the point of their work so that they can easily
get the training benefits and practically implement their work.
 Management should try to build a positive image into the worker’s eyes and try to create
a supportive work environment so that workers don’t afraid to ventilate their grievances
and complaints.
 The grievance Redressal procedure should be more open and easy to understand for the
workers and the time taken for settling the grievances should be minimized.
 The training and development opportunities provided to workers should be fair and equal
for all.
 Management should take care of its employees if they have found with any diseases on
the periodical checkups and should be provided with a fair treatment.
 Conclusion & recommendations
CONCLUSIONS:
From the study it can be concluded that HEC is providing different facilities to maintain and
enhancement of the working conditions of the workers at their work sites. I have done a
comprehensive study on the satisfaction level of the workers with different facilities and
pleasures provided to them by the HEC management during their work. From the analysis it can
be concluded that HEC is providing a number of welfare facilities to its workers for their
benefits. The results of the study show that most of the facilities provided by the management
are satisfactory but some of the facilities require some changes and improvement so that
satisfaction level and morale of the workers could be improved in the coming future.

RECOMMENDATIONS:
Working environment should be more conducive to work.
 Proper arrangement should be made for preventing the excess of dust and fumes.
 Old machineries should be replaced or repaired well.
 Cleanliness must be maintained at the workplace.

MANAGEMENT SHOULD DISCOURAGE TRADE UNION LEADERS INDULGE IN

UNFAIR LABOR PRACTICES LIKE:
 Showing favoritism to few workers.
 Overlooking the interests of the majority of the workers.

WORKER’S PARTICIPATION IN DECISION MAKING CAN BE IMPROVED BY WAY

OF:
 Taking into the confidence majority of workers prior to decision
 Making them aware with all the essential details of a decision going to be taken.
 BIBLIOGRAPHY

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 Web sites:
 www.hecltd.com