KARTIK Report

A
PROJECT REPORT ON
“TO STUDY ON HEALTH AND SAFETY MEASURE

AT WCL LTD. BHATADI AREA”
Submitted for the partial fulfilment of the requirement for

the award of Degree in
Master of Business Administration

Specialization in Human Resource Management
(Gondwana University Gadchiroli)
Submitted By Under the Guidance of

Mr. Kartik V. Bhoyar Dr. Kavita Hingane
M. B. A. (Final Year) M.sc , M.B.A , Ph.D
2023-2024 LKMIMSR, Kosara, Chandrapur
Sarvodaya Shikshan Mandal’s

Sau. Leena Kishor Mamidwar Institute of
Management Studies & Research, Kosara,
Chandrapur
2023 – 2024
A
PROJECT REPORT ON
“TO STUDY ON HEALTH AND SAFETY MEASURE

AT WCL LTD. BHATADI AREA”
Submitted for the partial fulfilment of the requirement for

the award of Degree in
Master of Business Administration

Specialization in Human Resource Management
(Gondwana University Gadchiroli)
Submitted By Under the Guidance of

Mr. Kartik V. Bhoyar Dr. Kavita Hingane
M . B. A. (Final Year) M.sc , M.B.A , Ph.D
2023-2024 LKMIMSR, Kosara, Chandrapur

Sau. Leena Kishor Mamidwar Institute of
Management Studies & Research, Kosara,
Chandrapur
Sau. Leena Kishor Mamidwar
Institute of Management Studies and
Research, Kosara, Chandrapur
Certificate
This is to certify that, Mr. Kartik V. Bhoyar is a bonafied

MBA (Final Year) Student of Sau. Leena Kishor Mamidwar Institute
of Management Studies & Research, Kosara, Chandrapur for the
session 2023 - 2024 completed his project entitiled “To Study on
Health and Safety Measure in WCL Ltd. Bhatadi Area” Under the
guidance of Dr. Kavita Hingane.
The Project is being submitted to Gondwana University,

Gadchiroli in the partial fulfillment of the requirement for the Degree
of Master of Business Administration.
Date :
Place : Chandrapur Dr. J. N. Chakravorty
(PRINCIPAL)
LKMIMSR, Kosara, Chandrapur
Sau. Leena Kishor Mamidwar
Institute of Management Studies and
Research, Kosara, Chandrapur
Certificate Guide
This is to certify that, Mr. Kartik V. Bhoyar is a bonafied

MBA (Final Year) Student of Sau. Leena Kishor Mamidwar Institute
of Management Studies & Research, Kosara, Chandrapur for the
session 2023 - 2024 completed his project entitiled “To Study on
Health and Safety Measure in WCL Ltd. Bhatadi Area” Under the
guidance of Dr. Kavita Hingane.
1. The candidate has satisfactory conducted research for not less then
academic session.
2. The project is the result candidates own work and is of sufficiently

high Standard to warrants presentation to Gondwana university
Gadhroli in partial fulfilment of requirement for the Master of
Business Administration.
Date :
Place : Chandrapur Dr. Kavita Hingane
(PROJECT GUIDE)
LKMIMSR, Kosara, Chandrapur
Declaration
This work presented in this project was conducted
during 2023-2024 under the supervision of Dr. Kavita Hingane
Institute of Management Studies And Research, Kosara, Chandrapur.
This work has not been submitted to any other degree
or diploma to any other University or institute.
Date : Mr. Kartik V. Bhoyar

Place : M.B.A (Final year)
LKMIMSR Chandrapur
Acknowledgement
I take this opportunity to express my profound gratitude
Dr.J.N.Chakravorty (Principal) for giving me the permission to take
this project work at Institute of Management Studies and Research,
Kosara, Chandrapur.
I am greatly indebted to Dr. Kavita Hingane (project
guide ) who always encourages and guided me for this project work . I
take this opportunity to thank her for valuable suggestions and
constant encouragement given to me from time to time .
During the preparation of this project many people
have helped me immensely.
Last but not least my heartily thanks to my parents
those of my friends who have, helped me so much in completion of this
project.
Mr. Kartik V. Bhoyar

M.B.A. (Final year)
LKMIMSR Chandrapur
Index
Sr. No. Chapters Pg. No.
1. Introduction 01-20
A) Company Profile
B) Theoretical Background
2. Research Methodology
21-33
- Title of Study
- Problem of the Study
- Rationale of the Study
- Objective of the Study
- Hypothesis
Review of Literature
Operational Concept and Variable of the Study
Research Design
- Nature / Types of the Study
- Universe of the Study
- Sample and Sample Size
- Methode of the Data Collection
- Sampling Method
Scope of Study
Limitation Of Study
3. Data Analysis and Interpretation 34-51
4. Findings,Conclusion, Suggestion 52-57
Bibliography 58
Plagiarism Check
Chapter 1
INTRODUCTION
Chapter 1
INTRODUCTION
A) Company Profile:
Western Coalfields Limited Bhatadi Area (WCL) is one of the eight
Subsidiary Companies of Coal India Limited (CIL) which is under administrative
control of the Ministry of Coal. The Company incorporated under the Companies
Act, 1956 has its registered office at Coal Estate, Civil Lines, Nagpur–440001.
WCL has been conferred "Miniratna" status on 15 March 2007. The company
has contributed about 6.7% of the national coal production during 2014–15. It
has mining operation spread over the states
of Maharashtra (in Nagpur, Chandrapur & Yeotmal Districts) and Madhya
Pradesh (in Betul and Chhindawara Districts). The company is a major source of
supplies of coal to the industries located in Western India in the States of
Maharashtra, Madhya Pradesh, Gujarat and also in Southern India in the States
of Andhra Pradesh, Tamil Nadu, Karnataka and Kerala. A large numbers of
Power Houses under Maharashtra, Madhya Pradesh, Gujarat, Karnataka, Punjab
and Uttar Pradesh - Electricity Boards are major consumers of its coal along with
cement, steel, chemical, fertilizer, paper and brick Industries in these states.
1.
Mr. Manoj Kumar is the present Chairman-cum-Managing Director of Western
Coalfields. The total production of the Western Coalfields limited stood at
57.64.15 MT during 2019–20 against 39.73 MT during 2013–14, an increase of
3.6%.[3] The firm has set up 20 new coal projects of 40 MT per annum capacity
since 2014–15. Western Coalfields Ltd has launched a roadmap to achieve
beyond 75 million tonnes of output by FY 2023-24 as its contribution towards
the ambitious 1 billion tonnes target of parent firm Coal India.[4]
On 6 June 2020, Western Coalfields inaugurated two mines in Madhya Pradesh
and 1 mine in Maharashtra. Adasa UG to OC Mine in Nagpur and Two mines in
Chhindwara Sharda mines in Kanhan Area and Dhankhasa mines in Pench Area.
Coal mining in India had primarily been a private sector enterprise. This changed
in September 1956 when the Government of India established its own coal
company National Coal Development Corporation (NCDC).[21] Collieries run by
the Railways formed the nucleus of NCDC. This was to fulfill the fast growing
energy requirements in the country to support rapid industrialization taking place
through Five-Year Plans of the Government. In the same year, Singareni Colliery
Company, which was operating in Andhra Pradesh since 1920, was also brought
under the Government control when the Central Government and state
Government of Andhra Pradesh acquired 45% and 55% shares respectively.
2.
In 1971, the Government of India nationalized all the 214 coking-coal mines and
12 coke-ovens running in the private sector, excluding those held
by TISCO and IISCO for their captive use. On 1 January 1972, a new
Government company Bharat Coking Coal Limited (BCCL) was formed to take
control of these nationalized mines and coke-ovens. On 30 January 1973, all the
remaining 711 non-coking coalmines of the country in private sector were also
nationalized. 184 of these mines were handed over to BCCL, and remaining 527
were handed over to a newly opened department Coal Mines Authority. 4 months
later, on 14 June 1973, this department was converted into a separate Government
company CMAL. NCDC, earlier formed in 1957, was merged with CMAL, and
45% share-holding of Central Government in Singareni Collieries Company Ltd
was also handed over to CMAL.
By 1973, all coking coalmines were under BCCL, which was functioning as a
subsidiary of Steel Authority of India (SAIL) under Department of Steel of the
Ministry of Steel and Mines; and all non-coking coalmines were under CMAL,
which was under Department of Mines of the Ministry of Steel and Mines. For
better control, both BCCL and CMAL were brought on 11 October 1974 under
the Department of Coal (now an independent Ministry) of the newly formed
Ministry of Energy.
3.
On 1 November 1975, a new public-sector company Coal India Limited (CIL)
was formed to enable better organizational and operational efficiency in coal
sector. All the 4 Divisions of CMAL were given the company status, and were
brought under CIL along with BCCL. 45% share-holding of the CMAL in
Singareni Collieries Company was also transferred to CIL, and CMAL was
closed.
Thus, CIL started functioning in 1975 with 5 subsidiary companies under it.
These were Bharat Coking Coal Limited (BCCL), Eastern Coalfields
Limited (ECL), Central Coalfields Limited (CCL), Western Coalfields
Limited (WCL), and Central Mine Planning & Design Institute
Limited (CMPDIL). In due course of time, 3 more companies were formed under
CIL by carving out certain areas of CCL and WCL. These were Northern
Coalfields Limited (NCL), South-Eastern Coalfields Limited (SECL),
and Mahanadi Coalfields Limited (MCL).
Pursuant to the Fuel Policy of 1974, CIL also started the construction of India's
First Low Temperature Carbonisation Plant at Dankuni in the late 1970s. It was
renamed as Dankuni Coal Complex, and is one of the only operational Coal gas
plant of this kind in the world.
4.
Dankuni Coal Complex has been incurring heavy loss due to the Greater Calcutta
Gas Supply Company (formerly known as Oriental Gas Co.) giving non-
remunerative price and fixing them unilaterally. Coal India is planning to venture
into Coal-to-Methanol technology at the existing Plant. The Government of India
held 100% equity of CIL from 1975 till 2010.
Initial public offering.
In October 2010, the Government of India made an initial public offering (IPO)
of 10% of the equity shares of CIL (631.6 million equity shares) to public at an
offer price of ₹245 (US$3.10) per share (at face value of ₹ 10 per share). The IPO
was oversubscribed by 14.17 times. Against an IPO issue size of ₹15,500
crore (equivalent to ₹350 billion or US$4.4 billion in 2023) it received bids
for ₹2.4 lakh crore (equivalent to ₹5.4 trillion or US$67 billion in 2023) making
it the second highest collections in any IPO in India. On the first day of its listing
on the stock market, its shares soared 40% higher than IPO price. [25][26] With the
listing, CIL became the fourth most valued company on the Indian stock
exchanges with a market value of ₹2.16 lakh crore (equivalent to ₹4.8 trillion or
US$61 billion in 2023). CIL was included in the 30-member BSE SENSEX on 8
August 2011.
5.
B) Theoretical Background
Health and Safety measures are inevitable to any organization where workers are
involved. It’s an organization’s responsibility to provide to its workers beyond
the payment of wages for their services. The worker’s health and safety on and
off the job within the organization is a vital concern of the employer. The working
environment in a hospital adversely affects the worker’s health and safety
because of the excessive heat or cold, noise, odors, fumes, dust and lack of
sanitation and pure air etc., which leads to accident or injury or disablement or
loss of life to the workers. Providing a health and safer environment is a pre-
requisite for any productive effort. These must be held in check by providing
regular health check-up, protective devices and compensatory benefits to the
workers. This research deals with the study on the health and safety measures
provided to the workers at St. Paul`s Hospital Millennium Medical College.
WHAT IS SAFETY?
Safety refers to the absence of accidents. Stated differently, safely refers to the
protection of workers from the danger of accidents. Safety, in simple terms,
means freedom from the occurrence or risk of injury or loss. Industrial safety or
employee safety refers to the protection of workers from the danger of industrial
accidents.
6.
An accident then is an unplanned and uncontrolled event in which an action or
reaction of an object, a substance, a person, or a radiation results in personal
injury.
Components of safety
Organizations that have basic safety programs in place usually take one of two
paths: either turn attention away from safety to other priorities, thinking safety
performance is adequate, or turn attention to true safety excellence.
Unfortunately, many companies that seek excellence simply try to do better at
the basics, but do not realize the thinking and programs that got the organization
from bad to good in safety will not take it from good to excellent. The
organizations with the most excellent safety performance have added four core
components to their safety efforts/excellence.
1) Strategy – While basic safety programs are adequate in the beginning, a true
safety strategy is necessary to achieve the next level of excellent performance.
Strategies can align thinking and fit among programs. Alignment and fit are the
basic building blocks of organizational excellence. It takes every person and
every program working in the same direction with the same end goals in mind to
accomplish exceptional results. Who manages safety and how they do it must be
strategically decided and reinforced. How safety is communicated and motivated
must match the management style.
7.
Compliance must become a minimum standard, not the ultimate goal. Accident
prevention must be recognized as the outcome of excellence, not the primary
target. Strategy is how to win, not just how "not to lose."
2) Assessment – Many of our clients initially have argued that assessment should
precede strategy. However, we have found that a strategy based on an assessment
tends to fill gaps rather than be a true strategy. Once a strategy is developed, an
organizational assessment can identify the best opportunities to create alignment
and fit with the strategy, rather than simply identifying perceived gaps between
reality and some artificial ideal of perfection. Assessment is difficult in
organizations with trust issues. If employees are hesitant to point out issues for
fear of the consequences, outside help may be necessary to truly assess the current
status. Some organizations think they can overcome trust issues simply by using
a perception survey that is filled out individually by each worker. While such
surveys do provide a degree of anonymity, they don't allow for following up on
the details of the issues that have been identified. This must be done in interviews
or focus groups where the trust levels again become critical. Also, perception
surveys only are one of several areas of assessment that are necessary to truly
understand where an organization and its culture are in the progression toward
safety excellence.
8.
3) Coaching – Excellence is not simply the result of great leadership; it is the
result of leading great people. People become great through coaching. For an
organization to move from good to great, coaching must become a skill that's
regular use is expected and reinforced at every level of leadership. Performance
coaching should be an integral part of the organizational training curriculum and
refresher/follow-up training should be held regularly. It should be in the job
description of every leader and a top item on their performance appraisal. It
should be discussed in every leadership meeting and coaching best practices
should be shared.
The continuous improvement of the performance of direct reports should be the
primary goal of every leader and should become the standard by which their own
performance is judged. Specific safety improvement targets should be selected in
every work group and should be the focus of the coaching efforts. Every day,
specific safety improvements should be visible and expected. This improvement
should become the primary driver of safety, replacing the lagging indicators
which should approach zero as the improvement efforts bear fruit.
4) Engagement – Aligning workers and coaching them is a good start toward
getting them engaged in safety, but more is needed. Workers need opportunities
to be involved in the work of safety in a meaningful way.
9.
Well-designed and executed behavior-based safety (BBS) processes are one
example of how this can be achieved. If workers are included in the design of the
process, and learn through discovery which behaviors can have the greatest
impact on accidental injuries, they develop a sense of ownership for this part of
safety. If they can be involved in meaningful observations, then this interaction
between workers becomes an extension of the safety coaching performed by
leadership. When this happens, all interactions between workers and leaders or
workers and other workers are aligned, and the two programs are fit for purpose
and they support the safety strategy. Organizations with good safety strategies
readily can select the process with the best fit and avoid the less-thaneffective
safety programs. Some or all of these four core components can and often do
become a part of initial, basic safety efforts. If they already are in place, they
should be used and not replaced. However, organizations with the most excellent
safety performance tend to adopt all four of these and strive to make them work
together with synergy and harmony. It is important not to wait until you have the
perfect plan to get started. Excellence is a process that grows from sincere intent
and effort and from having all the core components in place to enable success.
WHAT IS HEALTH?
Health is a state of complete physical, mental and social wellbeing and not merely
the absence of diseases.
10.
It’s a positive and dynamic concept which means something more than the
absence of illness.
(1) Physical Health: The health of employees results in reduced productivity,
high unsafe acts, and increased absenteeism. A healthy worker, on the other hand,
produces results opposite to these. In other words, healthy employees are more
productive, more safe conscious, and are more regular to work. The worker who
is healthy is always cheerful, confident looking and is an invaluable asset to the
organization.
(2) Mental Health: In recent years, mental health of employees, particularly that
of executives, has engaged the attention of employers. Three reasons may be
given for this development. First, mental breakdowns are common in modern
days because of pressures and tensions. Second, mental disturbances of various
types result in reduced productivity and lower profits for the organization. Third,
mental illness takes its toll through alcoholism, high employee turnover, and poor
human relationships. A mental health service is generally rendered in the
following ways:
(i) Psychiatric counseling.
(ii) Co-operation and consultation with outside psychiatrists and specialists.
(iii) Education of company personnel in the manner and the importance of mental
health.
11.
(iv) Development& maintenance of an effective human relations program.
TYPES OF ACCIDENTS
Accidents are of different types which may be classified as major and minor ones,
depending upon the severity of the injury. An accident which ends in a death, or
which results in a prolonged disability to the injured is a major one. A scratch or
a cut which does not seriously disable him/her is a minor accident, but an accident
nevertheless.
A mere incision or a deep scratch, say, on the leg or the shoulder, may or may
not immediately disable the worker, but he or she may develop disability later.
Again, a wound which may disable one worker may not disable another who
receives a similar injury.
An accident may be internal or external. If a worker falls, or an object falls on
him or her, it is possible he or she may show no external signs of injury, but he
or she may have fractured a bone or strained a muscle or nerve- which is an
internal injury.
A worker may be disabled by an injury for hour, half a day, a day, a week, a
month, or a few months.
If he or she recovers from such a disability, his or her disability is temporary. If
the injury is such that he or she will never recover fully, his or her disability is
permanent.
12.
NEED FOR SAFETY
(1) Cost Saving: Two types of costs are incurred by the management when an
accident occurs. There are the direct costs, in the form of compensation payable
to the dependents of the victim if the accident is fatal, and medical expenses
incurred in treating the patient if the accident is non-fatal. The management,
however, is not liable to meet the direct costs if the victim is insured under the
ESI scheme. When the victim is uninsured, compensation and medical expenses
are the responsibility of the management. More serious than the direct costs are
the indirect or hidden costs which the management cannot avoid. In fact, the
indirect costs are three to four times higher than the direct costs. Hidden costs
include loss on account of down-time of operators, slowed-up production rate of
other workers, materials spoiled and labour for cleaning and damages to
equipment.
(2) Increased Productivity: Safety plants are efficient plants. To a large extent,
safety promotes productivity. Employees in safe plants can devote more time to
improving the quality and quantity of their output and spend less time worrying
about their safety and well-being.
(3) Moral: Safety is important on human grounds too. Managers must undertake
accident prevention measures to minimize the pain and suffering the injured
worker and his/her family is often exposed to as a result of the accident.
13.
An employee is a worker in the factory/industry and the bread-winner for his/her
family. The happiness of his/her family depends upon the health and well-being
of the worker.
(4) Legal: There are legal reasons too for undertaking safety measures. There are
laws covering occupational health & safety, and penalties for non-compliance
have become quite severe. The responsibility extends to the safety and health of
the surrounding community, too. The supreme court held: An enterprise which is
engaged in a hazardous or inherently dangerous industry which poses a potential
threat to the health and safety of the persons working in the factory and industry
in the surrounding areas, owes an absolute and non-delegable duty to the
community to ensure that no harm results to anyone on account of the hazardous
or inherently dangerous nature. This implies unlimited liability. The civil law
establishes the extent of damages or compensation. In the criminal law, sentences
are prescribed under the pollution control laws. There is no legal ceiling on the
extent of liability.
HEALTH AND SAFETY AT WORK:
According to Cole (2002), employer has a common law duty to provide a safe
place of work for his or her employees and is liable at common law for accidents
encounter by his or her employees in the course of their employment.
14.
The duties (regarding health and safety) which employer owes his or her
employees basically include the following: the provision of a safe place of
employment. The provision of safe means of access to work. The provision of
safe systems of working.
The provision of adequate equipment, materials and clothing to enable employees
to carry out their work safely. The provision of competent co-workers. A duty of
care to ensure that employees are not subjected to any unreasonable risks in the
workplace.
BUILDING AN EFFECTIVE HEALTH & SAFETY MANAGEMENT
SYSTEM
The components of effective health and safety management system are briefly
explained below:
(1) Management Leadership & Organizational Commitment: For this system
to be effective, management must show leadership and commitment to the
program. To achieve this, management should put the organization’s expectation
around health and safety into writing by developing a health and safety policy.
Employees who forms part of the health and safety committee, should be
involved in writing the policy, and to be signed by senior operating officer, to
indicate the commitment of management.
15.
(2) Roles & Responsibilities: Clearly defined and well communicated health and
safety roles and responsibilities for all levels of the organizations will create an
expectation of a standard level of performance and accountability among
employees, contractors, and visitors. All levels must be aware of their individual
roles and responsibilities under both state law and company standards.
(3) Management Commitment: For a health and safety management system to
be effective, management at all levels, should demonstrate their support of the
health and safety program. This may be demonstrated through management,
participation in health and safety leadership training meetings, facility
inspections incident investigations etc.
(4) Employee Participation: It is important for workers to be involved in the
development of the system in order to create ownership as well as help a better
fit with the culture of the organization.
(5) Hazard Identification & Assessment Process: Employers are required to
assess a work site for existing and potential hazards before work begins. Hazard
assessment data could be used to determine what worker–training needs to be
done, and to build the content of employee orientations and job training hazard
assessment data could be used as the basis for inspection checklists. In the case
of incident investigation, hazard assessment and control data can be used to help
determine if a system failure was the cause of an incident.
16.
(6) Determine Controls: Address identified hazards by assigning methods of
control to eliminate or reduce the hazard. The most effective controls can be
determined based on legal requirements, manufacturers’ specifications, company
rules, industry best practices, and worker inputs.
(7) Hazard Control: Once the hazard assessments are completed, the next step
in the development of health and safety management system is the
implementation of control measures to eliminate or reduce the risk of harm to
workers. In this case, employers should take all reasonable steps to eliminate or
control identified hazards in order to make the workplace safer.
(8) Enforcement of Controls: To enforce control methods, develop a
constructive enforcement policy, and communicate the consequences to
employees and the steps that will be taken if noncompliance occurs.
(9) Emergency Response Plan: A serious emergency (Such as explosion, fire,
or flood) could seriously affect the operation of a business and put the health,
safety, and livelihood of many employees in jeopardy. The best health and safety
management system cannot protect your company from all natural or unexpected
disasters; however, having a good emergency response plan (ERP) in place can
reduce the severity and risk of loss. Knowing what to do and who to contact can
save lives and reduce costs if disaster should strike.
17.
IMPORTANCE OF MANAGEMENT COMMITMENT ON HEALTH &
SAFETY
In order to develop a successful health and safety programme, it is essential that
there be strong management commitment and strong worker participation in the
effort to create and maintain a safe and healthy workplace. An effective
management addresses all work-related hazards, not only those covered by
government standards. All levels of management must make health and safety a
priority. They must communicate this by going out into the worksite to talk with
workers about their concerns and to observe work procedures and equipment. In
each workplace, the lines of responsibility from top to bottom need to be clear,
and workers should know who is responsible for different health and safety
issues.
Benefits of leadership commitment to health and safety at work :
Good leadership in OSH and consequently good occupational health and safety
standards within a company help differentiate the best performing enterprises
from the rest. Companies showing excellent OSH leadership commitment can be
recognized by safer and healthier working conditions, by employees who are
confident and competent in their work, by effective OSH policies in place and
followed by all staff and by individuals and teams recognized and rewarded for
their success.
18.
Such healthy culture fully supported by the management on all levels leads to a
continuous OSH improvement. As a result, the following pays off to the
company:-
• Reduced sickness absence,
• Enhanced productivity,
• Less work accidents,
• Less occupational diseases and work related health problems,
• Higher motivation and
• Lesser turnover.
HEALTH AND SAFETY PROGRAMME
A health and safety program is a definite plan of action designed to prevent
accidents and occupational diseases. Some form of a program is required under
occupational health and safety. Effective workplace health and safety
programmes can help to save the lives of workers by reducing hazards and their
consequences. Health and safety programmes also have positive effects on both
worker morale and productivity, which are important benefits. At the same time,
effective programmes can save employers a great deal of money.
For all of the reasons given below, it is crucial that employers, workers and
unions are committed to health and safety.
19.
a) Workplace hazards are controlled - at the source whenever possible.
b) Records of any exposure are maintained for many years.
c) Both workers and employers are informed/ training about health and safety
risks in the workplace.
d) There is an active and effective health and safety committee that includes both
workers and management.
e) Worker health and safety efforts are ongoing.
20.
Chapter 2
RESEARCH METHODOLOGY
Chapter 2
RESEARCH METHODOLOGY
Title of the Study:
“To Study on Health and Safety Measure in WCL Ltd, Bhatadi Area”
Problem of the study:
The research problem of the study is “to measure the HSW[ Health
measures safety measures and welfare measures] of the employees of WCL
Bhatadi Area. Health and Safety Measure plays vital role in increasing
employees morale and also increases performance of organization. Hence
researcher decided to work on this topic.
Rationale of the study:
Present researchers feel that topics of study are of great importance.
Researcher Feels that not enough material available on the topic. The study will
try to focus on Health and Safety Measure in Western Coal Filed Bhatadi, Area
regarding various policies implemented in the company. To identify the
employees level of satisfaction upon the Health and Safety Measure. This study
is helpful to that organization for conducting further research.
21.
OBJECTIVE OF STUDY
Objectives of the Study:
1) To study the health and safety provided by WCL to employee.
2) To study the welfare facilities provided by the WCL to the employees.
3) To study satisfaction level of the employee about the health, safety and
welfare facilities.
4) To find out the employees level of satisfaction through the welfare measures.
22.
HYPOTHESIS
Hypothesis:
1) The employes are satisfied with health and safety provided by WCL.
2) The welfare facilities provided by the WCL to the employees is good.
3) The satisfaction level of the employee about the health, safety and welfare
facilities also is good.
23.
REVIEW OF LITERATURE
Sabarirajan,Meharajan.t [2001] - ‘EmployeeeMorale’ analyzed the
investigation on specialist welfare in Textile industry. The investigation shows
that 15% of the laborers are representatives are content with their welfare
measures.39 % of the representatives is ordinary with their welfare measures.
16% of them are in significantly disappointed level. This examination hurls light
on the impact of welfare measures on QWL among the specialists of material
production lines in Salam region." While portraying the Welfare in Indian
INDUSTRIAL SECTOR
Ken.w[2007] - ‘Uncertainty-WelfareeEconomicssof/Medical6Care’ the
objective of this research project was to develop a formal safety program that
addresses these problems, then to develop a method to promote the new program.
The development of the new program was to be accomplished by analyzing the
current safety program and comparing this program to others that the consultant
had developed, and similar industries. As a result of the review of the current
program, it is recommended by the consultant that the current program not be
scrapped in favor or a new program. It would be more beneficial to modify the
current program rather than to attempt to start over with a new safety program.
24.
Abdullah, Spickett, Rumchev&Dhaliwal [2007]- ‘laborrsafety&and
9measures’ study on organizational factors on safety in Taiwan and Japan
reported that the impact of organizational factors in the two nations were diverse
because of disparate culture. For instance, they discovered that Taiwanese
leadership style was "Top-Down Directive" where top management conveyed
safety strategies and associated with safety exercises while Japanese safety
leadership was more focused on "Bottom-Up Participative" where top
management promoted representatives' investment in any safety exercises.
Ragin [2007]- ‘Employeeehealth/0&0safety’ health and safety is a widespread
component that should be contemplated particularly in little and medium
enterprises as it is turning into a noteworthy issue for employers on the planet.
Tailor (1998) continues including that health and safety of specialists in little and
medium endeavors has long being dismissed in Africa and thusly there are
growing occasions of disasters occurring in close to nothing and medium
endeavors. There is for the most part nonattendance of organization reinforce in
pretty much nothing and medium endeavors as the dominant part of them look at
opening up of advantages rather than upgrading the working conditions therefore
the results are shortcoming and safety of the delegates.
25.
Joseph et.al. [2009]- ‘Privatization7and7employee5Relations’ examined in the
article calls attention to that the structure of a welfare state lays on its government
managed savings texture. Government, employers and trade unions have
completed a considerable measure to promote the betterment of worker's
conditions.
Josephine .M Rudolph L. [2011]- ‘Safetyypracticessinssmalleenterprise’ The
purpose of this research is to understand the views of different employees in small
and medium enterprises about what can be done to improve the health and safety
in work places. From the findings, it shows that when good health and safety
practices are not put in place, accidents ,major and minor injuries can happen,
and it is what most of the employees in other companies have so far experienced.
Zanko, M. & Dawson, P. [2012].-‘ assessing0occupational0training0and0
health&safety’ In examining the research literature on word related health and
safety (OHS), this paper contends that the development in the quantity of
specialists in OHS has brought about an accentuation on approach and practice a
long way from more educational concerns effectively tended to by scholastics in
the controls of brain research and human science.
26.
A rest has happened, and this is demonstrate by the general nonattendance of
moves in administration, despite the way that OHS is continuously observed as a
key operational and key stress of business associations.
Ramanigopal. C [2012]-‘Industrial7Relations’finished up the organization has
given greatest exertion and commitment to actualize the work laws and directions
and it has prevailing with regards to executing powerful safety and health
administration thinking about the kind of safety and health issues, mishaps,
representatives and innovation in its hierarchical settings and additionally great
level of satisfaction among representatives in regards to healthy and safety has
been accomplished.
Bellary. Logasakthi and Rajagopal [2013] - ‘Employee Satisfaction’charmed
the workers appreciate the satisfaction of their occupations and additionally
unique workplaces given by the organizations. The works extend their most
prominent help for the difference in the association.
OPERATIONAL CONCEPTS & VARIABLES OF THE STUDY:
People with required skills to make an organization are generally referred
to as human resources. The term human resources can also be explained in the
sense that it is a resource like any natural resource.
27.
RESEARCH DESIGN:
It is helpful to identify the employer’s level of satisfaction towards
health Safety and welfare measure. This study helpful to the organization for
identifying the area of dissatisfaction of the employe for health safety measure.
This study helps to make a managerial decision to the company.
Nature/ Type of the study:
The Study is of empirical in nature. It is little attempt to find out health and
safety measure satisfaction of employees working in WCL Bhatadi Area. The
study will focus on the survey carried out among the employees working in WCL
Bhatadi Area. So the study is of exploratory and formulative.
Universe of the Study:
For the purpose of the study the present researchers has selected employees
working in WCL Bhatadi Area as Universe of study.
Population :
The researcher has selected a mass group as representative as whole.
Sample and Sample size :
The size of the sample is an important is therefore a small sample properly
selected and it is more reliable. The small size of sample is sufficient to study.
28.
The data for analysis is collected from 50 employees of WCL Bhatadi
Area.
The researcher will meet Some Person like
1) The employees SBI, Chandrapur Area
2) Manager
Sampling Method :
Random sampling method is used as a sampling method
Method of Data collection:
There is a great need for a data of high quality in order to conduct the
Market Research Study the researcher collected data by himself and also rely on
other information given by the officer concerned
Sources of data Collection:
1) Primary data
a) Information Collected from different employees of various age group.
b) Face to face Interview
29.
2) Secondary data
a) Books
b) Manuals and reports.
c) Internet
d) Company Website
Tools of Data collection:

1) Questionnaire and
2) Interviews Schedule
For the Purpose of above study the researcher has prepared the
questionnaire for different categories of person of various age group.
TIME SCHEDULE
The maximum time available for the study will be as per the time table provided by the
university
Sr. No. Work Expected Duration

I Selection & approval of the topic & working out 10 Days
problem
II Research Methodology (Research Design) 10 Days

III Collection of Data 10 Days
IV Preparation of Chapters 20 Days
V Report Writing 10 Days

VI Total 60 Days
30.
CHAPTER SCHEME:
The study is presented in the following chapter scheme:
Chapter I
This chapter gives an overall view about the theoretical background of the study and
company details.
Chapter II
This chapter deals with Research Methodology
Chapter III
This chapter briefly describes analysis and interpretation of data
Chapter IV
This chapter narrates the major findings, conclusions and suggestion.
31.
SCOPE OF STUDY
1) The scope of employee Welfare cannot be limited, since it differs according to social
customs and the degree of industrialization indifferent countries and at different times.
They have to be elastic and flexible enough to suit the conditions of the workers, and to
include all the essential prerequisites of life and the minimum basic amenities.
2) The laws of every country highlight directions to specific application to the working
class, the necessity of securing just and humane conditions of work, for them. However,
what these conditions actually imply cannot be specified in rigid terms for all times and
situations.
3) Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone country,
region or industry. Writers and institutions have described its scope in different ways and
from different angles. The line of demarcation cannot be very precise.
32.
LIMITATIONS OF STUDY:
1) This study is only limited for WCL Bhatadi Area.
2) The study will focus only on Health safety and welfare satisfaction of employees working
in organization.
3) The time period for the study is short hence data collected will be limited.
4) The study is only for the academic purpose.
33.
Chapter 3
DATA ANALYSIS AND INTERPRETATION
Chapter 3
DATA ANALYSIS AND INTERPRETATION
❖ RESPONDANTS BASED ON AGE
AGE NO OF RESPONDANTS PERCENTAGE

21-25YRS 10 7
26-30YRS 34 22
31-35YRS 56 37
36-40YRS 31 21
ABOVE 40YRS 19 13
TOTAL 150 100
v
i
Interpretation:-
From the study it reveals that 22% of the respondents under 26-30 yrs of age,
37% of respondents under 31-35 yrs of age & 21% of respondents under 36-46yrs &
13% of respondents are under the age of above 40yrs.
34.
❖ RESPONDENTS BASED ON GENDER
❖ GENDER NO OF PERCENTAGE(%)
RESPONDENTS
MALE 78 52
FEMALE 72 48
TOTAL 150 100
Interpretation:-
From the study it has reveals that, 52% of respondents are male and 48% of
the respondents are female.
35.
❖ RESPONDENTS MARITAL STATUS
MARITAL STATUS NO OF RESPONDENTS PERCENTAGE(%)
SINGLE 4 3
MARRIED 146 97
TOTAL 150 100
Interpretation:-
From the study reveals that, 97% or respondents are married and 3% are single.
36.
❖ SERVICE STATUS OF THE RESPONDENTS
SERVICE STATUS NO OF PERCENTAGE(%)

RESPONDENTS
PERMANENT 144 96
TEMPORARY 6 4
TOTAL 150 100
Interpretation:-
From the study it has reveals that, 96% of respondents are permanent in their job
and 4% are temporary.
37.
❖ WORKING EXPERIENCE OF THE RESPONDENTS
EXPERIENCE NO OF RESPONDENTS PERCENTAGE(%)

1-5 YRS 6 4
5-10YRS 12 8
10-15YRS 27 18
15-20YRS 66 44
ABOVE 20YRS 39 26
TOTAL 150 100
Interpretation:-
From the study it has reveals that, 18% has 11-15 yrs of experience, 44%
has 16-20 yrs of experience and 26% of respondents have above 20 yrs of
experience.
38.
❖ EDUCATION QUALIFICATION OF RESPONDENTS
QUALIFICATION NO OF PERCENTAGE(%)
RESPONDENTS
SSLC 9 6
PUC/+2 17 11
ITI/DIPLOMA 19 13
UG 65 43
PG 40 27
TOTAL 150 100
Interpretation :-
From the study it has reveals that, education qualification up to SSLC
6%, +2 11%, ITI/Diploma 13%, UG degree 43% and PG degree 27%. Most of
the respondents have been up to UG degree.
39.
❖ RESPONDENTS MONTHLY INCOME
MONTHLY NO OF PERCENTAGE(%)
INCOME RESPONDENTS
BELOW 10000 6 4
10000-20000 44 29
20000-30000 73 49
ABOVE 30000 27 18
TOTAL 150 100
Interpretation:-
From the study it has reveals that, respondents earning monthly income
Rs10000- 20000 are 29%, Rs 20000-30000 are 49% and above Rs 30000 are
18%. Most of them come under the income group of Rs 20000 to 30000.
40.
❖ SATISFACTORY LEVEL OF INTRA MURAL FACILITIES
Interpretation :- From the study it has reveals that, for drinking water 38% of the
respondents gives positives scale, 25% gives neither positive nor negative scale and
37% gives negative scale.For restroom, 35% of respondents give positive scale, 31% of
respondents give neither positive nor negative scale and 34% of respondents give
negative scale.For canteen, 35% of respondents give positive scale, 10% of respondents
give neither positive nor negative scale and 55% of respondents give negative scale. For
washroom, 44% of respondents give positive scale, 22% of respondents give neither
positive nor negative scale and 34% of respondents give negative scale. For
washbasinvsi, 44% of respondents give positive scale, 25% of respondents gives
neither positive nor negative scale and 31% of respondents gives negative scale.For
crèches, 34% of respondents give positive scale, 35% of respondents gives neither
positive nor negative scale and 31% of respondents gives negative scale.
41.
❖ SATISFACTORY LEVEL OF EXTRA MURAL FACILITIES
Interpretation :- From the above table it reveals that, For housing 38% of respondents
gives positive scale, 38% of respondents gives neither positive nor negative scale and
24% of respondents gives negative scale. For recreation, 44% of respondents give
positive scale, 22% of respondents gives neither positive nor negative scale and 34% of
respondents gives negative scale. For education, 34% of respondents give positive scale,
35% of respondents gives neither positive nor negative scale and 31% of respondents
gives negative scale. For medical, 36% of respondents give positive scale, 37% of
respondents gives neither positive nor negative scale and 27% of respondents gives
negative scale. For loan, 53% of respondents gives positive scale, 25% of respondents
gives neither positive nor negative scale and 22% of respondents gives negative scale.
For transport, 38% of respondents gives positive scale, 25% of respondents gives neither
42.
❖ SATISFACTORY LEVEL OF CONTEMPORARY WELFARE FACILITIES
Welfare items Working Per Employee Per Stress Per Support from Per
Satisfactory Environment % councelling % Superiors and %
%
Level Peers
Highly 19 13 27 18 16 11 10 7
Satisfied
Satisfied 68 45 38 25 38 25 44 29
Neutral 38 25 33 22 57 38 55 37
Dissatisfied 16 11 41 27 20 13 27 18
8
Highly 9 6 11 19 13 14 9
Dissatisfied
Total 150 100 150 100 150 100 150 100
Interpretation :- From the study it reveals that, For working environment, 58% of
respondents gives positive scale, 25% of respondents gives neither positive nor negative
scale and 17% of respondents gives negative scale. For employee counseling, 43% of
respondents gives positive scale, 22% of respondents gives neither positive nor
negative scale and 35% of respondents gives negative scale. For stress, 36% of
respondents gives positive scale, 38% of respondents gives neither positive nor negative
scale and 26% of respondents gives negative scale. For support from superiors and
peers, 36% of respondents gives positive scale, 37% of respondents gives neither
43.
❖ RESPONDENT’S HEALTH AFFECTED THROUGH POLLUTION
FACTORS
POLLUTION DUST PER (%) SMOKE, PER (%) NOISE PER (%)
FACTORS GAS, &
AFFECTED PERFUM
LEVEL ES
HIGHLY 79 53 48 32 50 33
AFFECTED
AFFECTED 38 25 62 41 52 35
UNAFFECTED 18 12 25 17 26 17
NOT 15 10 15 10 22 15
APPLICABLE
TOTAL 150 100 150 100 150 100
Interpretation:- From the study it reveals that, For dust, 78% of respondents gives
positively affected, 13% of respondents are somewhat affected and 9% of respondents
gives negatively affected. For smoke, gas and fumes, 60% of respondents gives
positively affected, 20% of respondents are somewhat affected and 20% of respondents
gives negatively scale. For noise, 58% of respondents gives positively affected, 23% of
respondents are somewhat affected and 19% of respondents gives negatively affected.
44.
❖ ENVIROMENTAL FACTORS AFFECTING
ENVIRONMENT BAD PER (%) BADLY PER (%)

AL FACTORS WEATHER MAINTAINED
AFFECTED AREAS
LEVEL
HIGHLY 60 40 38 25
AFFECTED
AFFECTED 44 29 49 33
UNAFFECTED 38 26 39 26
NOT 8 5 24 16
APPLICABLE
TOTAL 150 100 150 100
Interpretation :-
From the study it reveals that, From bad weather, 69% of respondents gives
positively affected, 13% of respondents gives neither positive nor negative scale and
18% of respondents gives negative scale. From badly maintained areas, 58% of
respondents gives positively affected, 17% of respondents gives neither positive nor
negative scale and 25% of respondents gives negative scale.
45.
❖ RISK FACTORS AFFECTING THE HEALTH OF THE RESPONDENTS
RISK FACTOR DISEASES PER % ACCIDENTS PER %

SCALE LEVEL
HIGHLY AGREE 62 41 25 17
AGREE 52 35 60 40
NEUTRAL 14 9 41 27
DIS AGREE 14 9 19 13
HIGHLY DIS 8 6 5 3
AGREE
TOTAL 150 100 150 100
Interpretation:
From the study it reveals that, 76% of respondents positively agree

that there is risk of catching disease, 9% gives their response as neutral and 15%
of respondents negatively disagree and there is no risk of catching disease. For
accidents while working, 57% of respondents positively agree, 27% of response
as neutral and 16% of respondents negatively disagree.
46.
❖ RESPONDENT’S OPINION ON VISITING RURAL INDUSTRIES HOSPITAL
REGULARLY FOR HEALTHRELATED ISSUES
PARTICULARS NO OF RESPONDENTS PERCENTAGE(%)

vi
YES 93 62
NO 57 38
TOTAL 150 100
Interpretation :-
From the study it reveals that, 62% of respondents have visited rural
industries hospital for health related issues and 38% of respondents have not
visited the hospital regularly.
47.
❖ RESPONDENT’S OPINION ON WHY THEYARE NOT REGULAR VISITOR OF
HOSPITALS
PARTICULARS NO OF RESPONDENTS PERCENTAGE

WAITING TIME 21 14
MORE PROCEDURE 43 32
SERVICE NOT GOOD 58 44
LACK OF MR 17 7
OTHERS 11 3
TOTAL 150 100
Interpretation :-
From the study it reveals that, respondents are not regularly visiting
hospital for health issues are 14% due to more waiting time involved, 32% due to
more procedure involved,44% gives their response that service is not good, 7%
give their response that there is lack of medical resource and 3% of respondents
gives other reasons.
48.
❖ LEVEL OF RESPONDENTS VISITED HOSPITAL

HIGHLY SATISFIED 13 3
SATISFIED 35 26
NEUTRAL 49 39
DISSATISFIED 34 24
HIGHLY DISSATISFIED 19 8
TOTAL 150 100
Interpretation :-
From the table it reveals that, 3% of respondents are highly satisfied,
26% are satisfied, 39% of respondents give their response as neutral, 24% of
respondents are dissatisfied & 8%of respondents are highly dissatisfied with the
hospital facilities.
49.
❖ RESPONDENT’S OPINION ON USE OFPPE’S RELATED WITH PSYCHOLOGICAL
FACTORS
Psychological Uncomfortable % Unsatisfied % lack of % Stress

factor Working organisational concern for became a %
Environment Climate own regular
Scale safety habit
level
Highly 21 15 8 6 7 5 14 9
Agree
Agree 59 39 22 15 77 51 59 39
Neutral 45 30 35 23 38 25 63 42
Disagree 14 9 29 19 24 16 7 5
Interpretation :- From the study it reveals that 54% of respondents positively agree
that it is uncomfortable working environment 30% gives their response as neutral &
16% of respondents negatively disagree. For Lack of concern for safety 56% of
respondents positively agree, 25% gives their response as neutral & 19% of
respondents negatively disagree. For stress became a regular habit for the non use of
PPE’s 48% of respondents positively agree, 42% gives their response as neutral &
10% of respondents negatively disagree.
50.
❖ RESPONDENTS OPINION ON SATISFACTORY LEVEL OF PPE
SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE%

SATISFIED 56 37
NEUTRAL 63 42
DISSATISFIED 14 9
TOTAL 150 100
Interpretation :-
From the sudy it reveals that, 7%of respondents are highly satisfied with
PPE’s, 37% of respondents are satisfied 42% of respondents give their response
as neutral, 9% of respondents are dissatisfied and 5% of respondents are highly
dissatisfied with the satisfactory level of PPE’s.
51.
Chapter 4
FINDINGS, CONCLUSION AND SUGGESTION

FINDINGS
1. Personal Details:
• From the study it reveals that 7% of respondents has under the age of 21-25 yrs 22% of
the respondents under 26-30 yrs of age, 37% of respondents under 31-35 yrs of age &
21% of respondents under 36-46yrs & 13% of respondents are under the age of above
40yrs.
• From the study it has reveals that, 52% of respondents are male and 48% of the
respondents are female.
• From the study reveals that, 3% of respondents are unmarried and 97% or respondents
are married.
• From the study it has reveals that, 96% of respondents are permanent and 4% of
respondents are temporary in their job.
• From the study it has reveals that, 4% of respondents have 1-5 yrs of experience, 8% has
6-10 yrs of experience, 18% has 11-15 yrs of experience, 44% has 16-20 yrs of
experience and 26% of respondents have above 20 yrs of experience.
• From the study it has reveals that, education qualification up to SSLC 6%, +2 11%,
ITI/Diploma 13%, UG degree 43% and PG degree 27%. Most of the respondents have
been up to UG degree.
• From the study it has reveals that, respondents earning monthly income below Rs 10000
are 4%, Rs10000-20000 are 29%, Rs 20000-30000 are 49% and above Rs 30000 are
18%. Most of them come under the income group of Rs 20000 to 30000.
WELFARE FACILITIES
2. Intra Mural Facilities
• From the study it has reveals that, for drinking water 38% of the respondents are
satisfied and 37% are not satisfied.
• For restroom, 35% of respondents are satisfied.
• For canteen, 55% of respondents are not satisfied.
• For washroom, 44% of respondents are satisfied.
• For washbasins, 44% of respondents are savti isfied.
52.
2. Extra mural facilities:
• From the above table it reveals that, For housing 38% of respondents are satisfied and
24% of respondents are not satisfied.
• For recreation, 44% of respondents are satisfied, 22% of respondents gives neither
positive nor negative scale and 34% of respondents are not satisfied.
• For education, 34% of respondents are satisfied and 31% of respondents are not
satisfied.
• For medical, 36% of respondents are satisfied and 27% of respondents are not
satisfied.
• For loan, 53% of respondents are satisfied and 22% of respondents are not satisfied.
• For transport, 38% of respondents are satisfied, 25% of respondents gives neither
positive nor negative scale and 37% of respondents are not satisfied.
3. Contemporary Welfare facilities:
• From the study it reveals that, For working environment, 58% of respondents are
satisfied, 25% of respondents gives neither positive nor negative scale and 17% are
not satisfied.
• For employee counseling, 43% of respondents are satisfied, 22% of respondents gives
neither positive nor negative scale and 35% of respondents not satisfied.
• For stress, 36% of respondents are satisfied, 38% of respondents gives neither positive
nor negative scale and 26% of respondents are not satisfied.
• For support from superiors and peers, 36% of respondents are satisfied and 27% of
respondents are not satisfied.
HEALTH FACILITIES
4. Polution Factor
• From the study it reveals that, For dust, 78% of respondents gives are not affected,
13% of respondents are somewhat affected and 9% of respondents are affected.
• For smoke, gas and fumes, 60% of respondents are not affected, 20% of respondents
are somewhat affected and 20% of respondents are affected.
53.
• For noise, 58% of respondents are not affected, 23% of respondents are somewhat
affected and 19% of respondents are affected
5. Environmental Factors
• From the study it reveals that, From bad weather, 69% of respondents are not
affected, 13% of respondents gives neither positive nor negative scale and 18% of
respondents are affected.
• From badly maintained areas, 58% of respondents are satisfied, 17% of respondents
gives neither positive nor negative scale and 25% of respondents are not satisfied.
6. Risk Factor
• From the study it reveals that, 76% of respondents positively agree that there is risk of
catching disease, 9% gives their response as neutral and 15% of respondents negatively
disagree and there is no risk of catching disease.
• For accidents while working, 57% of respondents positively agree, 27% of response
7. Hospital Facilities
From the study it reveals that, 62% of respondents have visited rural industrieshospital
for health related issues and 38% of respondents have not visited the hospital regularly.
• From the study it reveals that, respondents are not regularly visiting hospital for health
issues are 14% due to more waiting time involved, 32% due to more procedure
involved,44% gives their response that service is not good, 7% give their response
that there is lack of medical resource and 3% of respondents gives other reasons.
• From the table it reveals that, 3% of respondents are highly satisfied, 26% are satisfied,
39% of respondents give their response as neutral, 24% of respondents are dissatisfied
& 8%of respondents are highly dissatisfied with the hospital facilities.
SAFETY
8 Psychological Factors
• From the study it reveals that 54% of respondents positively agree that it is
uncomfortable working environment 30% gives their response as neutral & 16% of
respondents negatively disagree.
54.
• For Lack of concern for safety 56% of respondents positively agree, 25% gives their
response as neutral & 19% of respondents negatively disagree.
For stress became a regular habit for the non use of PPE’s 48% of respondents
positively
9 Awareness Factors
inadequate knowledge about the work & machines for the non use of PPE’s 21% of
respondent’s gives their response as neutral and 19% of respondents negatively disagree.
• For inadequate safety training 44% of respondents positively agree, 30% of respondents
give their response as neutral and 26% of respondents negatively disagree.
10 Maintenance Factors
• From the study it reveals that, for poor quality of PPEs 36% of respondents positively
agree, 39% of respondents give as neutral and 25% of respondents negatively disagree.
• For lack of maintenance 48% of respondents positively agree, 47% of respondents give
their response as neutral and 5% of respondents negatively disagree.
• For equipments non available 24% of respondents positively agree, 47% of respondents
give their response as neutral and 29% of respondents negatively disagree.
• For lack of supervision 56% of respondents positively agree, 30% of respondents give
• From the sudy it reveals that, 7%of respondents are highly satisfied with PPE’s, 37% of
respondents are satisfied 42% of respondents give their response as neutrl, 9% of
respondents are dissatisfied and 5% of respondents are highly dissatisfied with the
satisfactory level of PPE’s.
55.
CONCLUSION
The world is competitive to be successful for an organization the employees plays a
major role they should be motivated, satisfied, self contented in their field of
specialization. Retaining of employees in an organization needs a lot of effort like
better treatment, good pay factor and status in the society. Welfare measures for the
employees, working environment facilities are like power given to them in carrying
out their activities, so the welfare measures should be implemented effectively.
Apart from this one should be fittest in the working place which helps a lot in the
productivity and smooth running of an organization. Employees are considered as
the assets of an organization to their wellbeing importance should be given, so health
and safety of employees must be given importance to increase the productivity of an
organization.
The final outcome of this thesis exhibits employees were more satisfied with their
job and some extent aware of health safety and labour welfare facilities offered by
the organization. It is suggested that management should maintain the same level of
amenities and relationship in future also.
56.
SUGGESTION
WELFARE
➢ Canteen facilities should be provided in the documentation complex for the traffic
department employees
➢ Dining hall arrangement should be provided for the employees with proper facilities.
➢ Pure drinking water facilities should be provided at the working places of the
employees.
➢ For the employees children’s education allowance should be improved, for lower
cater level employees full school fees should be given for the needy students.
HEALTH
➢ Employee’s health has been affected with pollution factors so the administration
office should be reengineered with dust free glass doors& windows.
➢ Employees have been satisfied with the rural industries hospital, even though employees
need referrals for outside treatment so, it should be given to the needy employees.
SAFETY
➢ Awareness regarding safety should be given to the workers related to the use of Personal
Protective Equipments like documentary films, seminars taken over by speaker & real
life examples like direct talk among the workers with the affected worker by the non use
of PPE’s.
➢ There should be proper supervision in the working areas; while the worker is not using
respective PPE’s for the specified work then strict action should be taken over the
worker, as simple mistake leads to a big problem.
➢ Workers should not get irritate to use PPE’s, so well equipped and newly designed
Personal Protective Equipments should be given to them so it will make a desire towards
PPE’s and they will became a regular user of PPE’s.
57
BIBLIOGRAPHY
BIBLIOGRAPHY
(1) Dynamics of Industrial Relations” Mamoria C.B& Sathish Mamoria
(2) "Industrial Relation & Labour Legislation ”: Sharmaa A. M
(3) “Industrial Relation” DR. Mittal &DR. Agarwal
(4) “Research Methodology, Methods & Techniques”: C.R Kothari
(5) “Statistical Methods”: S.P Gupta
58.
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A) Company Profile: Western Coalfields Limited (WCL) is one of the eight Subsidiary
Companies of Coal India Limited (CIL) which is under administrative control of the Ministry of Coal.
The Company incorporated under the Companies Act, 1956 has its registered office at Coal Estate,
Civil Lines, Nagpur–440001. WCL has been conferred "Miniratna" status on 15 March 2007. The
company has contributed about 6.7% of the national coal production during 2014–15. It has mining
operation spread over the states of Maharashtra (in Nagpur, Chandrapur & Yeotmal Districts) and
Madhya Pradesh (in Betul and Chhindawara Districts). The company is a major source of supplies of
coal to the industries located in Western India in the States of Maharashtra, Madhya Pradesh, Gujarat
and also in Southern India in the States of Andhra Pradesh, Tamil Nadu, Karnataka and Kerala. A
large numbers of Power Houses under Maharashtra, Madhya Pradesh, Gujarat, Karnataka, Punjab and
Uttar Pradesh - Electricity Boards are major consumers of its coal along with cement, steel, chemical,
fertilizer, paper and brick Industries in these states. 1.Mr. Manoj Kumar is the present Chairman-cum-
Managing Director of Western Coalfields. The total production of the Western Coalfields limited
stood at 57.64.15 MT during 2019–20 against 39.73 MT during 2013–14, an increase of 3.6%.[3] The
firm has set up 20 new coal projects of 40 MT per annum capacity since 2014–15. Western Coalfields
Ltd has launched a roadmap to achieve beyond 75 million tonnes of output by FY 2023-24 as its
contribution towards the ambitious 1 billion tonnes target of parent firm Coal India.[4]
On 6 June 2020, Western Coalfields inaugurated two mines in Madhya Pradesh and 1 mine in
Maharashtra. Adasa UG to OC Mine in Nagpur and Two mines in Chhindwara Sharda mines in
Kanhan Area and Dhankhasa mines in Pench Area. Coal mining in India had primarily been a private
sector enterprise. This changed in September 1956 when the Government of India established its own
coal company National Coal Development Corporation (NCDC).[21] Collieries run by the Railways
formed the nucleus of NCDC. This was to fulfill the fast growing energy requirements in the country
to support rapid industrialization taking place through Five-Year Plans of the Government. In the
same year, Singareni Colliery Company, which was operating in Andhra Pradesh since 1920, was also
brought under the Government control when the Central Government and state Government of
Andhra Pradesh acquired 45% and 55% shares respectively2.In 1971, the Government of India
nationalized all the 214 coking-coal mines and 12 coke-ovens running in the private sector, excluding
those held by TISCO and IISCO for their captive use. On 1 January 1972, a new Government
company Bharat Coking Coal Limited (BCCL) was formed to take control of these nationalized mines
and coke-ovens. On 30 January 1973, all the remaining 711 non-coking coalmines of the country in
private sector were also nationalized. 184 of these mines were handed over to BCCL, and remaining
527 were handed over to a newly opened department Coal Mines Authority. 4 months later, on 14
June 1973, this department was converted into a separate Government company CMAL. NCDC,
earlier formed in 1957, was merged with CMAL, and 45% share-holding of Central Government in
Singareni Collieries Company Ltd was also handed over to CMAL.
By 1973, all coking coalmines were under BCCL, which was functioning as a subsidiary of Steel
Authority of India (SAIL) under Department of Steel of the Ministry of Steel and Mines; and all non-
coking coalmines were under CMAL, which was under Department of Mines of the Ministry of Steel
Compliance must become a minimum standard, not the ultimate goal. Accident prevention must be
recognized as the outcome of excellence, not the primary target. Strategy is how to win, not just how
"not to lose."
2) Assessment – Many of our clients initially have argued that assessment should precede strategy.
However, we have found that a strategy based on an assessment tends to fill gaps rather than be a true
strategy. Once a strategy is developed, an organizational assessment can identify the best
opportunities to create alignment and fit with the strategy, rather than simply identifying perceived
gaps between reality and some artificial ideal of perfection. Assessment is difficult in organizations
with trust issues. If employees are hesitant to point out issues for fear of the consequences, outside
help may be necessary to truly assess the current status. Some organizations think they can overcome
trust issues simply by using a perception survey that is filled out individually by each worker. While
such surveys do provide a degree of anonymity, they don't allow for following up on the details of the
issues that have been identified. This must be done in interviews or focus groups where the trust
levels again become critical. Also, perception surveys only are one of several areas of assessment that
are necessary to truly understand where an organization and its culture are in the progression toward
safety excellence.
8.3) Coaching – Excellence is not simply the result of great leadership; it is the result of leading great
people. People become great through coaching. For an organization to move from good to great,
coaching must become a skill that's regular use is expected and reinforced at every level of leadership.
Performance coaching should be an integral part of the organizational training curriculum and
refresher/follow-up training should be held regularly. It should be in the job description of every
leader and a top item on their performance appraisal. It should be discussed in every leadership
meeting and coaching best practices should be shared.
The continuous improvement of the performance of direct reports should be the primary goal of every
leader and should become the standard by which their own performance is judged. Specific safety
improvement targets should be selected in every work group and should be the focus of the coaching
efforts. Every day, specific safety improvements should be visible and expected. This improvement
should become the primary driver of safety, replacing the lagging indicators which should approach
zero as the improvement efforts bear fruit.
4) Engagement – Aligning workers and coaching them is a good start toward getting them engaged in
safety, but more is needed. Workers need opportunities to be involved in the work of safety in a
meaningful way.
9.Well-designed and executed behavior-based safety (BBS) processes are one example of how this
can be achieved. If workers are included in the design of the process, and learn through discovery
which behaviors can have the greatest impact on accidental injuries, they develop a sense of
ownership for this part of safety. If they can be involved in meaningful observations, then this
interaction between workers becomes an extension of the safety coaching performed by leadership.
When this happens, all interactions between workers and leaders or workers and other workers are
aligned, and the two programs are fit for purpose and they support the safety strategy. Organizations
with good safety strategies readily can select the process with the best fit and avoid the less-
thaneffective safety programs. Some or all of these four core components can and often do become a
part of initial, basic safety efforts. If they already are in place, they should be used and not replaced.
However, organizations with the most excellent safety performance tend to adopt all four of these and
strive to make them work together with synergy and harmony. It is important not to wait until you
have the perfect plan to get started. Excellence is a process that grows from sincere intent and effort
and from having all the core components in place to enable success. WHAT IS HEALTH?
Health is a state of complete physical, mental and social wellbeing and not merely the absence of
diseases. 10.It’s a positive and dynamic concept which means something more than the absence of
illness.
(1) Physical Health: The health of employees results in reduced productivity, high unsafe acts, and
increased absenteeism. A healthy worker, on the other hand, produces results opposite to these. In
other words, healthy employees are more productive, more safe conscious, and are more regular to
work. The worker who is healthy is always cheerful, confident looking and is an invaluable asset to
the organization.
(2) Mental Health: In recent years, mental health of employees, particularly that of executives, has
engaged the attention of employers. Three reasons may be given for this development. First, mental
breakdowns are common in modern days because of pressures and tensions. Second, mental
disturbances of various types result in reduced productivity and lower profits for the organization.
Third, mental illness takes its toll through alcoholism, high employee turnover, and poor human
relationships. A mental health service is generally rendered in the following ways:
(i) Psychiatric counseling.
(ii) Co-operation and consultation with outside psychiatrists and specialists.
(iii) Education of company personnel in the manner and the importance of mental health.
11.(iv) Development& maintenance of an effective human relations program.
TYPES OF ACCIDENTS
Accidents are of different types which may be classified as major and minor ones, depending upon the
severity of the injury. An accident which ends in a death, or which results in a prolonged disability to
the injured is a major one. A scratch or a cut which does not seriously disable him/her is a minor
accident, but an accident nevertheless.
A mere incision or a deep scratch, say, on the leg or the shoulder, may or may not immediately
disable the worker, but he or she may develop disability later. Again, a wound which may disable one
worker may not disable another who receives a similar injury.
An accident may be internal or external. If a worker falls, or an object falls on him or her, it is
possible he or she may show no external signs of injury, but he or she may have fractured a bone or
strained a muscle or nerve- which is an internal injury.
A worker may be disabled by an injury for hour, half a day, a day, a week, a month, or a few months.
If he or she recovers from such a disability, his or her disability is temporary. If the injury is such that
he or she will never recover fully, his or her disability is permanent.
12.NEED FOR SAFETY (1) Cost Saving: Two types of costs are incurred by the management when
an accident occurs. There are the direct costs, in the form of compensation payable to the dependents
of the victim if the accident is fatal, and medical expenses incurred in treating the patient if the
accident is non-fatal. The management, however, is not liable to meet the direct costs if the victim is
insured under the ESI scheme. When the victim is uninsured, compensation and medical expenses are
the responsibility of the management. More serious than the direct costs are the indirect or hidden
costs which the management cannot avoid. In fact, the indirect costs are three to four times higher
than the direct costs. Hidden costs include loss on account of down-time of operators, slowed-up
production rate of other workers, materials spoiled and labour for cleaning and damages to equipment.
(2) Increased Productivity: Safety plants are efficient plants. To a large extent, safety promotes
productivity. Employees in safe plants can devote more time to improving the quality and quantity of
their output and spend less time worrying about their safety and well-being.
(3) Moral: Safety is important on human grounds too. Managers must undertake accident prevention
measures to minimize the pain and suffering the injured worker and his/her family is often exposed to
as a result of the accident. 13An employee is a worker in the factory/industry and the bread-winner for
his/her family. The happiness of his/her family depends upon the health and well-being of the worker.
(4) Legal: There are legal reasons too for undertaking safety measures. There are laws covering
occupational health & safety, and penalties for non-compliance have become quite severe. The
responsibility extends to the safety and health of the surrounding community, too. The supreme court
held: An enterprise which is engaged in a hazardous or inherently dangerous industry which poses a
potential threat to the health and safety of the persons working in the factory and industry in the
surrounding areas, owes an absolute and non-delegable duty to the community to ensure that no harm
results to anyone on account of the hazardous or inherently dangerous nature. This implies unlimited
liability. The civil law establishes the extent of damages or compensation. In the criminal law,
sentences are prescribed under the pollution control laws. There is no legal ceiling on the extent of
liability.
HEALTH AND SAFETY AT WORK:
According to Cole (2002), employer has a common law duty to provide a safe place of work for his or
her employees and is liable at common law for accidents encounter by his or her employees in the
course of their employment. 14.The duties (regarding health and safety) which employer owes his or
her employees basically include the following: the provision of a safe place of employment. The
provision of safe means of access to work. The provision of safe systems of working.
Such healthy culture fully supported by the management on all levels leads to a continuous OSH
improvement. As a result, the following pays off to the company:-
• Reduced sickness absence,
• Enhanced productivity,
• Less work accidents,
• Less occupational diseases and work related health problems,
• Higher motivation and
• Lesser turnover.
HEALTH AND SAFETY PROGRAMME
A health and safety program is a definite plan of action designed to prevent accidents and
occupational diseases. Some form of a program is required under occupational health and safety.
Effective workplace health and safety programmes can help to save the lives of workers by reducing
hazards and their consequences. Health and safety programmes also have positive effects on both
worker morale and productivity, which are important benefits. At the same time, effective
programmes can save employers a great deal of money.
For all of the reasons given below, it is crucial that employers, workers and unions are committed to
health and safety.
19.
a) Workplace hazards are controlled - at the source whenever possible.
b) Records of any exposure are maintained for many years.
c) Both workers and employers are informed/ training about health and safety risks in the workplace.
d) There is an active and effective health and safety committee that includes both workers and
management.
e) Worker health and safety efforts are ongoing
Chapter 2RESEARCH METHODOLOGY
Title of the Study:“To Study Health and Safety Measure in Western Coal Filed Bhatadi Area”
Problem of the study:The research problem of the study is “to measure the HSW[ Health measures
safety measures andwelfare measures] of the employees of WCL Bhatadi Area. Health and Safety
Measure plays vital role in increasing employees morale and also increases performance of
organization. Hence researcher decided to work on this topic.
Rationale of the study:Present researchers feel that topics of study are of great importance. Researcher
Feels that not enough material available on the topic. The study will try to focus on Health and Safety
Measure in Western Coal Filed Majri, Area regarding various policies implemented in the company.
To identify the employees level of satisfaction upon the Health and Safety Measure. This study is
helpful to that organization for conducting further research.21.
OBJECTIVE OF STUDYObjectives of the Study:
1)To study the health and safety provided by WCL to employee.
2)To study the welfare facilities provided by the WCL to the employees.
3)To study satisfaction level of the employee about the health, safety and welfare facilities.
4)To identify the welfare facilities provided in the organization.
5)To find out the employees level of satisfaction through the welfare measures.
.Hypothesis
1)The employes are satisfied with health and safety provided by WCL.
2)The welfare facilities provided by the WCL to the employees is good.
3)The satisfaction level of the employee about the health, safety and welfare facilities also is good.
23.REVIEW OF LITERATURE
Sabarirajan,Meharajan.t [2001] - ‘EmployeeeMorale’ analyzed the investigation on specialist welfare
in Textile industry. The investigation shows that 15% of the laborers are representatives are content
with their welfare measures.39 % of the representatives is ordinary with their welfare measures. 16%
of them are in significantly disappointed level. This examination hurls light on the impact of welfare
measures on QWL among the specialists of material production lines in Salam region." While
portraying the Welfare in Indian INDUSTRIAL SECTOR Ken.w[2007] - ‘Uncertainty-
WelfareeEconomicssof/Medical6Care’ the objective of this researchproject was to develop a formal
safety program that addresses these problems, then to develop a method to promote the new program.
The development of the new program was to be accomplished by analyzing the current safety
program and comparing this program to others that the consultant had developed, and similar
industries. As a result of the review of the current program, it is recommended by the consultant that
the current program not be scrapped in favor or a new program. It would be more beneficial to modify
the current program rather than to attempt to start over with a new safety program. 24.
Abdullah, Spickett, Rumchev&Dhaliwal [2007]- ‘laborrsafety&and 9measures’ study on
organizational factors on safety in Taiwan and Japan reported that the impact of organizational factors
in the two nations were diverse because of disparate culture. For instance, they discovered that
Taiwanese leadership style was "Top-Down Directive" where top management conveyed safety
strategies and associated with safety exercises while Japanese safety leadership was more focused on
"Bottom-Up Participative" where top management promoted representatives' investment in any safety
exercises.
Ragin [2007]- ‘Employeeehealth/0&0safety’ health and safety is a widespread component that should
be contemplated particularly in little and medium enterprises as it is turning into a noteworthy issue
for employers on the planet. Tailor (1998) continues including that health and safety of specialists in
little and medium endeavors has long being dismissed in Africa and thusly there are growing
occasions of disasters occurring in close to nothing and medium endeavors. There is for the most part
nonattendance of organization reinforce in pretty much nothing and medium endeavors as the
dominant part of them look at opening up of advantages rather than upgrading the working conditions
therefore the results are shortcoming and safety of the delegates. 25.
Joseph et.al. [2009]- ‘Privatization7and7employee5Relations’ examined in the article calls attention
to that the structure of a welfare state lays on its government managed savings texture. Government,
employers and trade unions have completed a considerable measure to promote the betterment of
worker's conditions. Josephine .M Rudolph L. [2011]- ‘Safetyypracticessinssmalleenterprise’ The
purpose of this research is to understand the views of different employees in small and medium
enterprises about what can be done to improve the health and safety in work places. From the
findings, it shows that when good health and safety practices are not put in place, accidents ,major and
minor injuries can happen, and it is what most of the employees in other companies have so far
experienced.
OPERATIONAL CONCEPTS & VARIABLES OF THE STUDY:People with required skills to make
an organization are generally referred to as human resources. The term human resources can also be
explained in the sense that it is a resource like any natural resource. 27.RESEARCH DESIGN:
It is helpful to identify the employer’s level of satisfaction towards health Safety and welfare measure.
This study helpful to the organization for identifying the area of dissatisfaction of the employe for
health safety measure. This study helps to make a managerial decision to the company.
Nature/ Type of the study:The Study is of empirical in nature. It is little attempt to find out health and
safety measure satisfaction of employees working in WCL Bhatadi Area. The study will focus on the
survey carried out among the employees working in WCL Majri Area. So the study is of exploratory
and formulative.Universe of the Study:For the purpose of the study the present researchers has
selected employees working in WCL Bhatadi Area as Universe of study.
Population :The researcher has selected a mass group as representative as whole.
Sample and Sample size The size of the sample is an important is therefore a small sample properly
selected and it is more reliable. The small size of sample is sufficient to study. 28.
The data for analysis is collected from 50 employees of WCL Bhatadi Area.The researcher will meet
Some Person like1)The employees SBI, Chandrapur Area2)Manager
Sampling Method :Random sampling method is used as a sampling method
Method of Data collection: There is a great need for a data of high quality in order to conduct the
Market Research Study the researcher collected data by himself and also rely on other information
given by the officer concerned Sources of data Collection:
1) Primary data
a) Information Collected from different employees of various age group.
b) Face to face Interviewb) Manuals and reports.
c) Internet
d) Company Website
Tools of Data collection:
1) Questionnaire and
2) Interviews Schedule
For the Purpose of above study the researcher has prepared the questionnaire for different categories
of person of various age group.
TIME SCHEDULE
Sr. No. Work Expected Duration
I Selection & approval of the topic & working out problem 10 Days
II Research Methodology (Research Design) 10 Days
III Collection of Data 10 Days
IV Preparation of Chapters 20 Days
V Report Writing 10 Days
VI Total 60 Days
The maximum time available for the study will be as per the time table provided by the university
30. CHAPTER SCHEME: The study is presented in the following chapter scheme:
Chapter SCOPE OF STUD 1) The scope of employee Welfare cannot be limited, since it differs
according to social customsand the degree of industrialization indifferent countries and at different
times. They have to be elastic and flexible enough to suit the conditions of the workers, and to include
all the essential prerequisites of life and the minimum basic amenities.
2) The laws of every country highlight directions to specific application to the working class, the
necessity of securing just and humane conditions of work, for them. However, what these conditions
actually imply cannot be specified in rigid terms for all times and situations.
3) Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone country,
region or industry. Writers and institutions have described its scope in different ways and from
different angles. The line of demarcation cannot be very precise. 32.
LIMITATIONS OF STUDY:1) This study is only limited for WCL Bhatadi Area.
2)The study will focus only on Health safety and welfare satisfaction of employees working in
organization.
3)The time period for the study is short hence data collected will be limited.
4)The study is only for the academic purpose.
Chapter 3 DATA ANALYSIS AND INTERPRETATION
RESPONDANTS BASED ON AGE
AGE NO OF RESPONDANTS PERCENTAGE
21-25YRS 10 7
26-30YRS 34 22
31-35YRS 56 37
36-40YRS 31 21
ABOVE 40YRS 19 13
TOTAL 150 100
Interpretation:-
From the study it reveals that 22% of the respondents under 26-30 yrs of age, 37% of
respondents under 31-35 yrs of age & 21% of respondents under 36-46yrs & 13% of respondents are
under the age of above 40yrs.
34.
RESPONDENTS BASED ON GENDER
GENDER NO OF RESPONDENTS PERCENTAGE(%)

MALE 78 52
FEMALE 72 48
TOTAL 150 100
Interpretation:-
From the study it has reveals that, 52% of respondents are male and 48% of the respondents are
female.35.
RESPONDENTS MARITAL STATUS
MARITAL STATUS NO OF RESPONDENTS PERCENTAGE(%)
SINGLE 4 3
MARRIED 146 97
TOTAL 150 100nterpretation:-
From the study reveals that, 97% or respondents are married and 3% are single
SERVICE STATUS OF THE RESPONDENTS
SERVICE STATUS NO OF RESPONDENTS PERCENTAGE(%)
PERMANENT 144 96
TEMPORARY 6 4
TOTAL 150 100
Interpretation:-
From the study it has reveals that, 96% of respondents are permanent in their job and 4% are
temporary.37.
WORKING EXPERIENCE OF THE RESPONDENTS
EXPERIENCE NO OF RESPONDENTS PERCENTAGE(%)
1-5 YRS 6 4
5-10YRS 12 8
10-15YRS 27 18
15-20YRS 66 44
ABOVE 20YRS 39 26
TOTAL 150 100
Interpretation:-
From the study it has reveals that, 18% has 11-15 yrs of experience, 44% has 16-20 yrs of experience
and 26% of respondents have above 20 yrs of experience.
EDUCATION QUALIFICATION OF RESPONDENTS
QUALIFICATION NO OF RESPONDENTS PERCENTAGE(%)
SSLC 9 6
PUC/+2 17 11
ITI/DIPLOMA 19 13
UG 65 43
PG 40 27
TOTAL 150 100
Interpretation :-
From the study it has reveals that, education qualification up to SSLC 6%, +2 11%, ITI/Diploma 13%,
UG degree 43% and PG degree 27%. Most of the respondents have been up to UG degree.
RESPONDENTS MONTHLY INCOME
MONTHLY INCOME NO OF RESPONDENTS PERCENTAGE(%)
BELOW 10000 6 4
10000-20000 44 29
20000-30000 73 49
ABOVE 30000 27 18
TOTAL 150 100
Interpretation:-
From the study it has reveals that, respondents earning monthly income Rs10000- 20000 are 29%, Rs
20000-30000 are 49% and above Rs 30000 are 18%. Most of them come under the income group of
Rs 20000 to 30000.
40.
SATISFACTORY LEVEL OF INTRA MURAL FACILITIE
Interpretation :- From the study it has reveals that, for drinking water 38% of the respondents gives
positives scale, 25% gives neither positive nor negative scale and 37% gives negative scale.For
restroom, 35% of respondents give positive scale, 31% of respondents give neither positive nor
negative scale and 34% of respondents give negative scale.For canteen, 35% of respondents give
positive scale, 10% of respondents give neither positive nor negative scale and 55% of respondents
give negative scale. For washroom, 44% of respondents give positive scale, 22% of respondents give
neither positive nor negative scale and 34% of respondents give negative scale. For washbasinvsi,
44% of respondents give positive scale, 25% of respondents gives neither positive nor negative
scale and 31% of respondents gives negative scale.For crèches, 34% of respondents give positive
scale, 35% of respondents gives neither positive nor negative scale and 31% of respondents gives
negative scale.41.
SATISFACTORY LEVEL OF EXTRA MURAL FACILITIES
Interpretation :- From the above table it reveals that, For housing 38% of respondents gives positive
scale, 38% of respondents gives neither positive nor negative scale and 24% of respondents gives
negative scale. For recreation, 44% of respondents give positive scale, 22% of respondents gives
neither positive nor negative scale and 34% of respondents gives negative scale. For education, 34%
of respondents give positive scale, 35% of respondents gives neither positive nor negative scale and
31% of respondents gives negative scale. For medical, 36% of respondents give positive scale, 37% of
respondents gives neither positive nor negative scale and 27% of respondents gives negative scale.
For loan, 53% of respondents gives positive scale, 25% of respondents gives neither positive nor
negative scale and 22% of respondents gives negative scale. For transport, 38% of respondents gives
positive scale, 25% of respondents gives neither positive nor negative scale and 37% of respondents
gives negative scale
SATISFACTORY LEVEL OF CONTEMPORARY WELFARE FACILITIES
Welfare items Working Environment Per
% Employee councelling Per
% Stress Per
% Support from Superiors and Peers Pe
Satisfactory
Level
Highly
Satisfied 19 13 27 18 16 11 10 7
Satisfied 68 45 38 25 38 25 44 29
Neutral 38 25 33 22 57 38 55 37
Dissatisfied 16 11 41 27 20 13 27 18
Highly
Dissatisfied 9 6 11 8
19 13 14 9
Total 150 100 150 100 150 100 150 100
Interpretation :- From the study it reveals that, For working environment, 58% of respondents gives
positive scale, 25% of respondents gives neither positive nor negative scale and 17% of respondents
gives negative scale. For employee counseling, 43% of respondents gives positive scale, 22% of
respondents gives neither positive nor negative scale and 35% of respondents gives negative scale.
For stress, 36% of respondents gives positive scale, 38% of respondents gives neither positive nor
negative scale and 26% of respondents gives negative scale. For support from superiors and peers,
36% of respondents gives positive scale, 37% of respondents gives neither positive nor negative scale
and 27% of respondents gives negative scale.
RESPONDENT’S HEALTH AFFECTED THROUGH POLLUTION FACTORS
POLLUTION
FACTORS DUST PER (%) SMOKE, GAS, & PERFUM
ES PER (%) NOISE PER (%)
AFFECTED
LEVEL
HIGHLY
AFFECTED 79 53 48 32 50 33
AFFECTED 38 25 62 41 52 35
UNAFFECTED 18 12 25 17 26 17
NOT
APPLICABLE 15 10 15 10 22 15
TOTAL 150 100 150 100 150 100
Interpretation:- From the study it reveals that, For dust, 78% of respondents gives positively affected,
13% of respondents are somewhat affected and 9% of respondents gives negatively affected. For
smoke, gas and fumes, 60% of respondents gives positively affected, 20% of respondents are
somewhat affected and 20% of respondents gives negatively scale. For noise, 58% of respondents
gives positively affected, 23% of respondents are somewhat affected and 19% of respondents gives
negatively affected.
44.
ENVIRONMENT
AL FACTORS BAD WEATHER PER (%) BADLY MAINTAINED AREAS
PER (%)
AFFECTED
LEVEL
HIGHLY
UNAFFECTED 38 26 39 26
NOT
APPLICABLE 8 5 24 16
TOTAL 150 100 150 100
ENVIROMENTAL FACTORS AFFECTING
Interpretation :-
From the study it reveals that, From bad weather, 69% of respondents gives positively
affected, 13% of respondents gives neither positive nor negative scale and 18% of respondents gives
negative scale. From badly maintained areas, 58% of respondents gives positively affected, 17% of
respondents gives neither positive nor negative scale and 25% of respondents gives negative scale.45.
RISK FACTORS AFFECTING THE HEALTH OF THE RESPONDENTS
RISK FACTOR DISEASES PER % ACCIDENTS PER %
SCALE LEVEL
HIGHLY AGREE 62 41 25 17
AGREE 52 35 60 40
NEUTRAL 14 9 41 27
DIS AGREE 14 9 19 13
HIGHLY DIS
AGREE 8 6 5 3
TOTAL 150 100 150 100
Interpretation:
From the study it reveals that, 76% of respondents positively agree that there is risk of
catching disease, 9% gives their response as neutral and 15% of respondents negatively disagree and
there is no risk of catching disease. For accidents while working, 57% of respondents positively agree,
27% of response as neutral and 16% of respondents negatively disagree.46.
RESPONDENT’S OPINION ON VISITING RURAL INDUSTRIES HOSPITAL
REGULARLY FOR HEALTH RELATED ISSUES
PARTICULARS NO OF RESPONDENTS
vi PERCENTAGE(%)
YES 93 62
NO 57 38
TOTAL 150 100Interpretation :-
From the study it reveals that, 62% of respondents have visited rural industries hospital for health
related issues and 38% of respondents have not visited the hospital regularly.
RESPONDENT’S OPINION ON WHY THEY ARE NOT REGULAR VISITOR OF
HOSPITALS
WAITING TIME 21 14
MORE PROCEDURE 43 32
SERVICE NOT GOOD 58 44
LACK OF MR 17 7
OTHERS 11 3
TOTAL 150 100
Interpretation :-
From the study it reveals that, respondents are not regularly visiting hospital for health issues are 14%
due to more waiting time involved, 32% due to more procedure involved,44% gives their response
that service is not good, 7% give their response that there is lack of medical resource and 3% of
respondents gives other reasons
LEVEL OF RESPONDENTS VISITED HOSPITAL
SATISFIED 35 26
NEUTRAL 49 39
DISSATISFIED 34 24
HIGHLY DISSATISFIED 19 8
TOTAL 150 100
Interpretation :-
From the table it reveals that, 3% of respondents are highly satisfied, 26% are satisfied, 39%
of respondents give their response as neutral, 24% of respondents are dissatisfied & 8%of respondents
are highly dissatisfied with the hospital facilities.49.
RESPONDENT’S OPINION ON USE OF PPE’S RELATED WITH PSYCHOLOGICAL
FACTORS
Psycholo gical
factor Uncomfort able Working Environment % Unsatisfie d organisat ional Climate %
lack of
conce rn for own
safety % Stress
became a regul ar
habit
%
Scale level
Highly
Agree 21 15 8 6 7 5 14 9
Agree 59 39 22 15 77 51 59 39
Neutral 45 30 35 23 38 25 63 42
Disagree 14 9 29 19 24 16 7 5
Interpretation :- From the study it reveals that 54% of respondents positively agree that it is
uncomfortable working environment 30% gives their response as neutral & 16% of respondents
negatively disagree. For Lack of concern for safety 56% of respondents positively agree, 25% gives
their response as neutral & 19% of respondents negatively disagree. For stress became a regular habit
for the non use of PPE’s 48% of respondents positively agree, 42% gives their response as neutral &
10% of respondents negatively disagree.50. RESPONDENTS OPINION ON SATISFACTORY
LEVEL OF PPE
SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE%

SATISFIED 56 37
NEUTRAL 63 42
DISSATISFIED 14 9
TOTAL 150 10
Interpretation :-
From the sudy it reveals that, 7%of respondents are highly satisfied with PPE’s, 37% of respondents
are satisfied 42% of respondents give their response as neutral, 9% of respondents are dissatisfied and
5% of respondents are highly dissatisfied with the satisfactory level of PPE’s. 51.
Chapter 4FINDINGS, CONCLUSION AND SUGGESTIONFINDINGS
1. Personal Details:
• From the study it reveals that 7% of respondents has under the age of 21-25 yrs 22% of the
respondents under 26-30 yrs of age, 37% of respondents under 31-35 yrs of age & 21% of
respondents under 36-46yrs & 13% of respondents are under the age of above 40yrs.
• From the study it has reveals that, 52% of respondents are male and 48% of the respondents
are female.
• From the study reveals that, 3% of respondents are unmarried and 97% or respondents are
married.
• From the study it has reveals that, 96% of respondents are permanent and 4% of respondents
are temporary in their job.
• From the study it has reveals that, 4% of respondents have 1-5 yrs of experience, 8% has 6-10
yrs of experience, 18% has 11-15 yrs of experience, 44% has 16-20 yrs of experience and 26% of
respondents have above 20 yrs of experience.
• From the study it has reveals that, education qualification up to SSLC 6%, +2 11%,
ITI/Diploma 13%, UG degree 43% and PG degree 27%. Most of the respondents have been up to UG
degree.
• From the study it has reveals that, respondents earning monthly income below Rs 10000 are
4%, Rs10000-20000 are 29%, Rs 20000-30000 are 49% and above Rs 30000 are 18%. Most of them
come under the income group of Rs 20000 to 30000.
WELFARE FACILITIES
2. Intra Mural Facilities
• From the study it has reveals that, for drinking water 38% of the respondents are satisfied and
37% are not satisfied.
• For restroom, 35% of respondents are satisfied.
• For canteen, 55% of respondents are not satisfied.
• For washroom, 44% of respondents are satisfied.
• For washbasins, 44% of respondents are savtiisfied.52.
2. Extra mural facilities:
• From the above table it reveals that, For housing 38% of respondents are satisfied and 24% of
• For recreation, 44% of respondents are satisfied, 22% of respondents gives neither positive
nor negative scale and 34% of respondents are not satisfied.
• For education, 34% of respondents are satisfied and 31% of respondents are not satisfied.
• For medical, 36% of respondents are satisfied and 27% of respondents are not satisfied.
• For loan, 53% of respondents are satisfied and 22% of respondents are not satisfied.
• For transport, 38% of respondents are satisfied, 25% of respondents gives neither positive nor
negative scale and 37% of respondents are not satisfied.
3. Contemporary Welfare facilities:
• From the study it reveals that, For working environment, 58% of respondents are satisfied,
25% of respondents gives neither positive nor negative scale and 17% are not satisfied.
• For employee counseling, 43% of respondents are satisfied, 22% of respondents gives neither
positive nor negative scale and 35% of respondents not satisfied.
• For stress, 36% of respondents are satisfied, 38% of respondents gives neither positive nor
negative scale and 26% of respondents are not satisfied.
• For support from superiors and peers, 36% of respondents are satisfied and 27% of
HEALTH FACILITIES
4. Polution Factor
• From the study it reveals that, For dust, 78% of respondents gives are not affected, 13% of
respondents are somewhat affected and 9% of respondents are affected.
• For smoke, gas and fumes, 60% of respondents are not affected, 20% of respondents are
somewhat affected and 20% of respondents are affected.53.• For noise, 58% of respondents are
not affected, 23% of respondents are somewhat affected and 19% of respondents are affected
5. Environmental Factors
• From the study it reveals that, From bad weather, 69% of respondents are not
affected, 13% of respondents gives neither positive nor negative scale and 18% of respondents are
affected.
• From badly maintained areas, 58% of respondents are satisfied, 17% of respondents gives
neither positive nor negative scale and 25% of respondents are not satisfied.
6. Risk Factor
• From the study it reveals that, 76% of respondents positively agree that there is risk of
catching disease, 9% gives their response as neutral and 15% of respondents negatively disagree and
there is no risk of catching disease.
• For accidents while working, 57% of respondents positively agree, 27% of response as neutral
and 16% of respondents negatively disagree.
7. Hospital Facilities
From the study it reveals that, 62% of respondents have visited rural industries hospital for health
related issues and 38% of respondents have not visited the hospital regularly.
• From the study it reveals that, respondents are not regularly visiting hospital for health issues
are 14% due to more waiting time involved, 32% due to more procedure involved,44% gives their
response that service is not good, 7% give their response that there is lack of medical resource and 3%
of respondents gives other reasons.
• From the table it reveals that, 3% of respondents are highly satisfied, 26% are satisfied, 39%
of respondents give their response as neutral, 24% of respondents are dissatisfied & 8%of respondents
are highly dissatisfied with the hospital facilities.
SAFETY
8 Psychological Factors
• From the study it reveals that 54% of respondents positively agree that it is uncomfortable
working environment 30% gives their response as neutral & 16% of respondents negatively disagree.
54.
• For Lack of concern for safety 56% of respondents positively agree, 25% gives their response
as neutral & 19% of respondents negatively disagree.
For stress became a regular habit for the non use of PPE’s 48% of respondents positively
9 Awareness Factors
inadequate knowledge about the work & machines for the non use of PPE’s 21% of respondent’s
gives their response as neutral and 19% of respondents negatively disagree.
• For inadequate safety training 44% of respondents positively agree, 30% of respondents give
10 Maintenance Factors
• From the study it reveals that, for poor quality of PPEs 36% of respondents positively agree,
39% of respondents give as neutral and 25% of respondents negatively disagree.
• For lack of maintenance 48% of respondents positively agree, 47% of respondents give their
response as neutral and 5% of respondents negatively disagree.
• For equipments non available 24% of respondents positively agree, 47% of respondents give
• For lack of supervision 56% of respondents positively agree, 30% of respondents give as
neutral and 14% of respondents negatively disagree.
• From the sudy it reveals that, 7%of respondents are highly satisfied with PPE’s, 37% of
respondents are satisfied 42% of respondents give their response as neutrl, 9% of respondents are
dissatisfied and 5% of respondents are highly dissatisfied with the satisfactory level of PPE’s.55.
CONCLUSION
After analyzing all we can conclude that a Successful human resource management contributes to a
powerful labour Health,Safety, welfare and smooth industrial relations. This helps an industry to grow
successfully in accomplishing its goals and further enter into society in an endeavor to uplift the
community and humanity. The final outcome of this thesis exhibits employees were more satisfied
with their job and some extent aware of health safety and labour welfare facilities offered by the
organization. It is suggested that management should maintain the same level of amenities and
relationship in future also. Certain actions to be taken to enhance the level of awareness of welfare
schemes, protect from unions and legislations. Successful implementation of these suggestions will
enhance the value of service to the employees, thereby management and employees can feel
pleasant.56.SUGGESTIONWELFARE
Canteen facilities should be provided in the documentation complex for the traffic department
employees
Dining hall arrangement should be provided for the employees with proper facilities.
Pure drinking water facilities should be provided at the working places of the employees.
For the employees children’s education allowance should be improved, for lower cater level
employees full school fees should be given for the needy students.
HEALTH
Employee’s health has been affected with pollution factors so the administration office should
be reengineered with dust free glass doors& windows.
Employees have been satisfied with the rural industries hospital, even though employees need
referrals for outside treatment so, it should be given to the needy employees.
SAFETY
Awareness regarding safety should be given to the workers related to the use of Personal
Protective Equipments like documentary films, seminars taken over by speaker & real life examples
like direct talk among the workers with the affected worker by the non use of PPE’s.
There should be proper supervision in the working areas; while the worker is not using
respective PPE’s for the specified work then strict action should be taken over the worker, as simple
mistake leads to a big problem.
Workers should not get irritate to use PPE’s, so well equipped and newly designed Personal
Protective Equipments should be given to them so it will make a desire towards PPE’s and they will
became a regular user of PPE’s.57
BIBLIOGRAPHYBIBLIOGRAPHY
(1) Dynamics of Industrial Relations” Mamoria C.B& Sathish Mamoria
(2) "Industrial Relation & Labour Legislation ”: Sharmaa A. M
(3) “Industrial Relation” DR. Mittal &DR. Agarwal
(4) “Research Methodology, Methods & Techniques”: C.R Kothari
(5) “Statistical Methods”: S.P Gupta

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A

“TO STUDY ON HEALTH AND SAFETY MEASURE

Submitted for the partial fulfilment of the requirement for

Master of Business Administration

Submitted By Under the Guidance of

Sarvodaya Shikshan Mandal’s

“TO STUDY ON HEALTH AND SAFETY MEASURE

Submitted for the partial fulfilment of the requirement for

Master of Business Administration

Submitted By Under the Guidance of

Sarvodaya Shikshan Mandal’s

This is to certify that, Mr. Kartik V. Bhoyar is a bonafied

The Project is being submitted to Gondwana University,

This is to certify that, Mr. Kartik V. Bhoyar is a bonafied

2. The project is the result candidates own work and is of sufficiently

This work presented in this project was conducted

during 2023-2024 under the supervision of Dr. Kavita Hingane

Institute of Management Studies And Research, Kosara, Chandrapur.

This work has not been submitted to any other degree

or diploma to any other University or institute.

Date : Mr. Kartik V. Bhoyar

I take this opportunity to express my profound gratitude

Dr.J.N.Chakravorty (Principal) for giving me the permission to take

this project work at Institute of Management Studies and Research,

I am greatly indebted to Dr. Kavita Hingane (project

take this opportunity to thank her for valuable suggestions and

constant encouragement given to me from time to time .

During the preparation of this project many people

have helped me immensely.

Last but not least my heartily thanks to my parents

those of my friends who have, helped me so much in completion of this

Mr. Kartik V. Bhoyar

4. Findings,Conclusion, Suggestion 52-57

Western Coalfields Limited Bhatadi Area (WCL) is one of the eight

Subsidiary Companies of Coal India Limited (CIL) which is under administrative

has mining operation spread over the states

of Maharashtra (in Nagpur, Chandrapur & Yeotmal Districts) and Madhya

supplies of coal to the industries located in Western India in the States of

of Andhra Pradesh, Tamil Nadu, Karnataka and Kerala. A large numbers of

Power Houses under Maharashtra, Madhya Pradesh, Gujarat, Karnataka, Punjab

Coalfields. The total production of the Western Coalfields limited stood at

57.64.15 MT during 2019–20 against 39.73 MT during 2013–14, an increase of

since 2014–15. Western Coalfields Ltd has launched a roadmap to achieve

beyond 75 million tonnes of output by FY 2023-24 as its contribution towards

the ambitious 1 billion tonnes target of parent firm Coal India.[4]

On 6 June 2020, Western Coalfields inaugurated two mines in Madhya Pradesh

and 1 mine in Maharashtra. Adasa UG to OC Mine in Nagpur and Two mines in

company National Coal Development Corporation (NCDC).[21] Collieries run by

energy requirements in the country to support rapid industrialization taking place

Government of Andhra Pradesh acquired 45% and 55% shares respectively.

12 coke-ovens running in the private sector, excluding those held

45% share-holding of Central Government in Singareni Collieries Company Ltd

was also handed over to CMAL.

subsidiary of Steel Authority of India (SAIL) under Department of Steel of the

the Department of Coal (now an independent Ministry) of the newly formed

was formed to enable better organizational and operational efficiency in coal

These were Bharat Coking Coal Limited (BCCL), Eastern Coalfields

Limited (ECL), Central Coalfields Limited (CCL), Western Coalfields

Limited (WCL), and Central Mine Planning & Design Institute

Coalfields Limited (NCL), South-Eastern Coalfields Limited (SECL),

and Mahanadi Coalfields Limited (MCL).

plant of this kind in the world.

into Coal-to-Methanol technology at the existing Plant. The Government of India

held 100% equity of CIL from 1975 till 2010.