CONTENTS TITLE Abstract LIST OF TABLES LIST OF FIGURES CHAPTER 1 1.1 1.2 1.3 1.4 1.5 2.1 2.2 2.3 3.1 3.2 3.3 3.4 3.5 4.1. 4.2. CHAPTER 5 5.1 5.2 6.

1 Sampling Design ANALYSIS OF DATA AND INTERPRETATION Secondary data analysis 27 Primary data analysis 34 FINDINGS, SUGGESTIONS 47 48 49 Findings Suggestions CONCLUSION Conclusion INTRODUCTION 1 3 6 10 20 22 23 24 The Steel Industry in India Steel Authority of India limited Salem Steel Plant Scope of Welfare Measures Duties of Welfare Officer OBJECTIVES OF THE STUDY Objectives Scope of the study Limitation of the study RESEARCH METHODOLOGY Introduction 25 Research Design 25 Type of research 26 Sources of information 26 26 PAGE. NO iii vii viii

CHAPTER 2

CHAPTER 3

CHAPTER 4

CHAPTER 6

APPENDICES

50

LIST OF TABLES TABLE NO 4.2.1 4.2.2 4.2.3 4.2.4 4.2.5 4.2.6 4.2.7 4.2.8 4.2.9 4.2.10 4.2.11 4.2.12 4.2.13 4.2.14 4.2.15 4.2.16 4.2.17 4.2.18 4.2.19 4.2.20 4.2.21 4.2.22 4.2.23 NAME OF THE TABLE Age wise classification of employees Designation wise classification of employees Satisfaction with regard to SSP Hospital Satisfaction with regard to Number of doctors in the hospital Satisfaction with regard to Referral system Satisfaction with regard to Service Dress Satisfaction with regard to quality of service dress Satisfaction with regard to usefulness in performing duty Satisfaction with regard to with regard to MONET Satisfaction with regard to entertainment by MONET Satisfaction with regard to canteen Satisfaction with regard to food in Canteen Whether the weight age is given to the suggestion by employees Satisfaction with regard to higher education Satisfaction with regard to Township school Satisfaction with regard to Number of teachers in School Satisfaction with regard to Rest room Satisfaction with regard to toilet facility Satisfaction with regard to motivational scheme Satisfaction with regard to Co-operative stores Satisfaction with regard to Recreational measures Satisfaction with regard to Sports and cultural activity Satisfaction with regard to Non-statutory welfare measures LIST OF FIGURES FIGURE NO 1.2.1 4.2.1 4.2.2 4.2.3 NAME OF THE FIGURE Organizational Structure Satisfaction with regard to SSP hospital Satisfaction with regard to Service Dress Satisfaction with regard to MONET PAGE NO 5 35 38 39 PAGE NO 34 34 35 36 36 37 37 38 39 39 40 41 41 42 42 43 43 44 44 45 45 46 46

4.2.4 4.2.5

Satisfaction with regard to Canteen Satisfaction with regard to Education

40 42

CHAPTER 1 INTRODUCTION Under this chapter the significance of steel industry in India will be discussed with Salem Steel plant as an example wherein the Welfare Measures offered by the industry to its employees will be studied and analyzed in the following chapters. 1.1 THE STEEL INDUSTRY IN INDIA 1.1.1 Steel Steel is circular for the development of any modern economy and it is considered to be the backbone of human civilization. The level of per capita consumption of steel is treated as an important index of the level of socio-economic development and living standards of people in any country. It is a product of large and technologically complex industry having strong forward and backward linkages in terms of material flows and income generation. Deposits the fact steel products are susceptible to corrosion and have a relatively high strength to weight ratio, alternative materials have not been able to make many inroads into its domain. The steel industry in India symbolizes the general changes of a radical nature, which have swept across the economic scene of the country during the current decade. Latest technologies have been adopted and the outputs have increased. The industry has moved up in the value chain and exports have risen consequent to a greater integration with the global economy. The challenges that confront Indian steel industry in the age of globalization are complex in nature following the right strategy may help India to perform better in all areas in a competitive world. 1.1.2. Steel Producers There are mainly two types of steel producers, primary and secondary producers. These two strategic groups together uses a mix of technologies, with much lesser degree of backward integration and hold around 705 of the mild steel capacity in the Indian steel industry. The third groups of tertiary producers were the mini-steel plants, using electric, arc of induction furnaces and are very small in size.

1.1.3. Export of Steel in India Exports in the first 5 years were mainly due to recession in the domestic iron and steel market. Once domestic demand revived, exports declined. India once again started exporting steel only in 1975 touching a figure of 1 million tones of pig iron and 1.4 million tones of steel in 1976-77. Thereafter, exports again declined to pick up only in 1991-92. When the main producers exported 3.87 lakh tones which rose to 2.79 million tones in 1995-96 and 3.3 million tones in 2001-02. India’s major market for steel and steel items include USA, Canada, Indonesia, Italy, west Asia, Nepal, Taiwan, Japan, SriLanka and Belgium. The steel industry has to gear up to meet domestic as Well as global competition terms of product range, quality, and price. 1.2. STEEL AUTHORITY OF INDIA LIMITED Steel Authority of India Ltd, (SAIL), India’s largest corporate entity, with its five integrated steel plants, three special steel plants and Ferro-alloy plant forms the backbone of Indian Steel Industry. From ordinary safety pin to sophisticated industrial applications. Steel Authority of India Ltd. (SAIL) is India’s largest and one of the world’s leading steel procedures with a turn over of 22,000 cr. It’s Central Marketing Organization (CMO) and the International Trade Division (ITD) market within and outside India SAIL’s vast portfolio of long, flat and tubular products respectively. By-products and chemicals are marketed directly by the respective steel plants. SAIL’s Raw Materials division headquartered at KOLKATTA, manages India’s second largest mines network. SAIL is in the midst of organizational restructuring to bring greater focus on its core business of making carbon steel. Making employees aware of the market requirements, ensuring greater involvement of plants in marketing initiatives, achieving cost leadership through rigorous cost cutting drives and rationalizing

manpower to bring down the total number of employees to competitive levels are some other facets of the strategy to ensure sustained profitability and growth. SAIL has been progressively investing in technological up gradation of its plants and facilities for environmental protection. adopting an approach for increased synergy between production capability and market needs and ensuring supply of customized products with shorter lead times. Durgapur Steel Plant (DSP) in West Bengal. The product mix is being continuously oriented to specific needs of different market needs of different market segments. In the new millennium. Its reservoir of human talent and expertise supported by the latest state-of-art the technology. In the new millennium. SAIL’s ability to continuously grow in different market condition reflects the inherent strengths of the company to manage its operations under the varying and fast changing business environment over a long span of time. SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in Chhatisgarh. forms the strength of its foundation. the accent in SAIL is to accelerate the process of change. . adapt to emerging competitive business environment and excel as a business organization both within and outside India. Rourkela Steel Plant (RSP) in Orissa and Bokaro Steel Plant (BSL) in Jharkhand. Information Technology will be an important tool in providing competitive advantage in the coming years. Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel Plant (VISP) in Karnataka. SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West Bengal. there is a strong focus on SAIL’s business activities for customer satisfaction.

2.General Manager Law & Internal Audit Chief of Personal and Administration Asst.General Manager (Technical & Admin) Asst.Figure 1.General Manager Computer & Information Senior Manager Safety Chief Personal Manager Chief (Medical & Health) Senior Manager (Town Administration) Manager (Administration) .1 ORGANISATIONAL STRUCTURE Deputy Manager General General Manager (W) Deputy General Manager Projects Deputy General Manager (MM) Chief of Communication Deputy General Manager Quality Maintenance Deputy General Manager Operation Chief of Finance Manager Executive Director Additional Chief Vigilance Officer Asst.

Indra Gandhi. is a special steels unit of steel Authority of India. On Sep 13. railway siding. Later. This was followed by acquisition of around 3973 acres including the lands at Yercard. 1992. on September 16. to establish an integrated special steel plant for the manufacture of stainless steel. Salem Steel Plant (SSP) is the youngest member of SAIL. SALEM STEEL PLANT SSP located at the hills of Kanjamalai in Salem. 1970 Smt. To meet the growing demand in 1970 the Prime Minister of India announced in the Loc Sabha the decision of the government to setup a steel plant at Salem in Tamil nadu. the plant is steadily building up its capacity and achieved a break even point at the end of the third year of its operations 1984-1985. cold rolling and Blanking have been established at Salem Steel through backward integration over the years.3. SSP produced all thickness and finishes of its product mix during the first year of operation itself stabilizing operation. sourcing the equipment and technical know-how. with 43. State-of the art facilities for Hot rolling. . 1977. Work progressed on schedule and the Hot Rolling Mill was commissioned on March 13. The government of Tamil Nadu commenced acquition of land in August 1970. the detailed project Report was approved by the government and sanction was accorded for implementation of first stage to be completed in Sep 1981. Based on the feasibility report the government made an investment decision in 1972. and township and external water supply scheme. the public sector giant becomes the visitor to the latest technology and sophistication. Prime Minister.38 acres for the project inauguration. Kuchikaradu and poolampatti. South India. for the plant. from the leaders in the respective fields from around the world.1. electrical steel and special sheets and strips. laid the foundation on stone for the Salem Plant.

. Vision To be the market leader and prosper in business through satisfaction of customer needs by continual improvement in quality. Customer Satisfaction Customer satisfaction is the priority of every employee and the purpose of every job. the plant is also supplying LPG grade is 6240 steel in sheet form.13mm thick stainless steel.25 mm. 1. Core Values 1.5. SSP has been recognized as a well known manufacture of boiler quality steels.4. Its products have become a household name ‘Salem Stainless’ in the domestic market and are widely exported. This alone enables to achieve market leadership. Commissioned in 1981. cost & delivery of products and services. besides meeting the requirements of 100 percent export oriented units and free-trade zones in India.Salem Steel Plant (SSP) is a premier producer of international quality stainless steel in India. 1. The plant has gone beyond its designed capacity and successfully cold rolled value added 0. SSP can also supply hot rolled carbon steel in thickness of 1. In hot rolled special grade carbon steels. Organization Goals Mission Sustained growth through internal generation of resources is the hallmark of the corporate mission of SAIL. the plant has a capacity to roll 186000 tones of hot rolled carbon and stainless steel sheets and coils per annum. The entire plant is certified for the ISO: 9001 quality assurance and ISO: 14001 Environment Management Systems.

4. This plant has won the SAIL Paryavaran Award consecutively for three years. continuous improvement and teamwork makes the best organization. These products have gained wide acclaim and popularity among the general public. Strong adherence to quality is followed in the plant since inception. It has also won the Jawaharlal Memorial National Award for pollution and energy conservation methods from the International . The plant has also achieved ISO Certification for its hotrolling mill within year of its commissioning. Achievement of Salem Steel Plant: Besides these products. Consistent profitability Consistent and significant profitability must be the essential outcome of our activities. Salem Steel Plant thus added another features to its cap. a conversion scheme was launched for producing value-added products like dinner sets and doorframes. The plant is the first among the SAIL units to achieve zero discharge of effluence and swage. 3. Concern for people Developing competence and commitment of our people for enhancing their contribution is necessary for achieving customer satisfaction.2. Salem Steel Plant is equally effective in pollution control and environment management. Quality is the hallmark of Salem Steel Plant. Commitment to Excellence Harnessing the full potential of all resources through creativity. it has won the SAIL Parayavaran Award for the year 1999. Salem is the first among the SAIL plants to get ISO-9002 Certification.

1. which will ultimately lead to the national progress. which is undertaken for a monetary consideration is called as labour. has been recognized as a separate factor of production.4. whether by employers. facilities and amenities which may be established in or in the vicinity of undertaking to enable the persons employed in them to perform their work in healthy. Importance of Employee Welfare The importance in the conditions of their life and work will lead to high production and peace. 1.Greenland Society. by government or by other agencies or over and above what is normally expected on the part of the contractual benefits or which workers have bargained”. but the fact remains that no production possible without an efficient labour force. to increase productivity efficiency of the workers and to make the country more prosperous. International labours organizations refers with regard to labour welfare as such services. physical. Labour investigations committee defines welfare as “anything done for intellectual. whether manual or mental. moral and economic and betterment of the workers. Any work. To save the workers from the evils. SCOPE OF WELFARE MEASURES Labour. at all times. consequential surrounding and provided with amenities conductive to good health and high morale. There have been differences of opinion with regard to the importance of labour.4. Employee welfare increases the productive efficiency of the workers and induce them a new sprit of self-relation and consciousness. The plant is also the first in the SAIL units to achieve Zero discharge of effluence and sewage. . labour welfare measures are essential for industry.1.

Even the most sincere employee cannot contribute his productivity is bound to increase when he is comfortable at the workplace and he is conscious of the welfare amenities. Mutual Mutual welfare facilities are the joint enterprise of the workers to improve their lot. Definition The term “employee” and “labour” is used interchangeably in the study unit. Efficiency of the workforce is directly and indirectly linked with the conditions and environment under which they are required to work.1. new avenues for voluntary welfare work are always opening up as a result of new situations arising out of more accelerated pack of industry. which depends for their observance on the compulsion of the government. This is a place where trade unions can play the active role and undertake many .4. Even though more provisions are becoming statutorily obligatory. which are provided by the explorer voluntarily for the benefit of the employees.4. Employee Welfare Activities Employee welfare constitutes the provision of welfare work.3. Overacting of the environment are worse than under heating although both are expensive in terms of decline in output since respiratory ailments would be caused by both the conditions 1. In this study employee welfare refers to labour welfare. If he is forced to work in inadequate light conditions or polluted air conditions. his output potential will decline.2. Voluntary Voluntary facilities are the facilities. So there is a vast scope for employers to play their role in providing voluntary facilities.

4. Hence the factories act 1948 was enacted and new changes were introduced to male health safety and welfare measures more appropriate to the factory workers. But they are not much developed to provide these facilities to the workers.42) In every factory adequate and suitable facilities (separately and adequately screened for the use of male and female workers) shall be provided and maintained for the use of the workers therein and such facilities shall be conveniently accessible and shall be kept clean. Experience of the working of the act has revealed a number of defects and weakness.4. The main object of this act is to protect factories act from being subject to unduly long hours of bodily strain or manual labour. Employee Welfare Measures – An Overview The following Acts provides these measures: 1. Employees provident fund Act 1952 7. 1. Washing Facility (Sec. 1. Payment of gratuity Act 1972. Workmen’s compensation Act 1923 5. It also provides that employees should work in healthy and better sanitary conditions so far as the manufacturing process will allow and precautions should be taken for their safety and for the preventions on accidents. which hamper effective administration. Employees family pension scheme 1971 3.provisions for the betterment of the workers. Factories Act 1948 2. Maternity benefit Act 1961 Factories Act 1948 The existing law reacting to regulation of labour employed in factories in India is embodies in the factories act 1934. Employee state insurance Act 1948 4. 6. .

45) At least one first-aid box with prescribed contents for every 150 workers. This has been done in order that workers may take advantage of any opportunities for rest. . which may occur in the course of their work. Most first-aid box to be in the charge of responsible person. There shall be at least one such box for every 150 workers ordinarily employed at any one time in the factory. the chief inspector may require the occupier of the factory to provide such seating as may be practicable. first-aid boxes or cupboards with the prescribed contents. First-aid box to have prescribed contents. Facility for sitting (Sec.2. suitable arrangements for sitting shall be provided and maintained for all workers who are obliged to work in a standing position. 3. First aid appliances (Sec. There shall in every factory be provided and maintained so as to be readily accessible during all working hours. Further. Each First-aid box shall be kept in the charge of separate responsible person who holds a certificate in the First-aid treatment recognized by the state government.43) The state government may make rules requiring the provision of suitable places for keeping clothing of workers not worn during working hours and for the drying or wet clothing in respect of any factory or class of factories.44) Provision of status arrangement for workers obliged to work in a standing position. 4. Facility for storing and drying clothing (Sec. Provision of seating arrangement for workers doing work which can be done in a sitting post if the workers in any factory engaged in a particular manufacturing process or working in a particular room are able to do their work. such person shall always be readily available during the working hours of the factory. Only the prescribed contents shall be kept in a first aid box or cupboard. In every factory.

6.48) Provision of crèches in factories employing more than 30 women workers. 7. there shall be provided and maintained a suitable room for use of children under the age of 6 years of such women.Ambulance room in a factory employing more than 500 workers.47) Provision for shelters. there shall be a provision for shelters. . Canteens (Sec. The room shall be in the charge of such medical and nursing staff as may be prescribed and those facilities shall always be made readily available during the working hours of the factory. rest rooms. however. In every factory wherein more than 30 women workers are ordinarily employed. Shelters. Lunch rooms in a factory employing more than 150 workers. any canteen maintained in accordance with the provision of Sec 46 shall be regard as part of this requirement. no worker shall eat any food in the workroom. lunch rooms where workers can eat meals brought by them with provision for drinking water. The state government may make rules requiring that in any specified factory wherein more than 250 workers are ordinarily employed. rest rooms. Crèches (Sec.46) Canteen in factory employing more than 250 workers the state government may make rules. 5. In every factory wherein more than 150 workers are. rest rooms and lunch rooms (Sec. Where a lunchroom exists. a canteen shall be provided and maintained by the occupier for the use of the workers. In every factory wherein more than 500 workers are ordinarily employed there shall be provided and maintained an ambulance room containing the prescribed equipment.

Crèches should be adequate lighted and ventilated and to be under the charge of trained women. Those employees. Further they shall be maintained in a clean and sanitary condition shall be under the charge of women trained in the care of children and infants. the employer and the state government contribute 1-1/6% of the employee’s pay as contribution to fund. accommodation. who retire from service. obviously under the present scheme. The central government pays the administrative cost of the scheme. before superannuating. Welfare officers Employment of welfare officers in a factory employing 500 or more workers. Rooms for use of children shall provide adequate accommodation shall be adequately lighted and vent lighted.as retirement benefit. furniture and other equipment of rooms for use of children belonging to women workers. . In the event of an employee’s death his family gets pension on a graded scale depending on the employee’s last salary grade. The employee.200. 8. who die in service. get a lump sum of Rs. In every factory wherein 500 or more employees there shall be one welfare officer for the purpose of marinating those facility. 1000. The location and the standards in respect of construction. retiring employees do not benefit from any sort of pension. The range of pension is around Rs. 4000/. that is. In addition to pension sum of Rs.50 to Rs. Employees Family pension scheme – 1971 The family pension seeks to provide some monetary relief to the family members of employees. Is also paid as life insurance benefit.

Employees State Insurance Act 1948 This Act applies in the first instance to the personnel factories using power and employing 20 or more persons. If the period of disablement does not exceed 28 days. No compensation is however payable if the incapacity of the worker. The rates of compensation are fixed for all type of injuries according to wager ranges. the compensation incase of personnel injury by accident arising out of and in the course of employment. 1000 The employer is liable to pay under this act. The objective of this act is to provide certain benefits to employees. not resulting in death. maternity and employment injury and to evolve a scheme for socio-economic welfare of the workers. no compensation is paid for the first thirty days. They are: a) Causing death. The act applies to all permanent employees employed in railways. factories. The amount of compensation payable depends on the nature of injury and the average monthly wages of the worker concerned for this purpose. b) total or partial permanent disablement and Temporary disablement. mines. injury has been divided into three categories. which run on permanent basis. . Workmen’s compensation Act 1923 In 1923 the government of India passed the workmen’s compensation act intended to provide for the compensation to those workman who sustain personnel injuries by the accidents arising out of and in the course of their employment. plantations. The act covers all factories and industries. and it does not include any seasonal factory. In case of sickness. mechanically prepared vehicles construction work and certain hazardous occupations of drawing a salary not exceeding Rs.

100 or less and who has completed one year continues service and actually worked for 240 days in that period. Establishment employing between 20 and 50 persons are also exerted for 5 years. plantations.Payment of gratuity Act 1972 The government has also passed the government of gratuity act 1972 under which employees in factories. Engineering. The scheme covers every employee drawing as salary of Rs. Iron and Steel industries. A special reserve fund was made for making the payment to outgoing members. Cement. . This scheme applies to workers drawing a monthly salary of Rs. shops or other establishments are entitled to gratuity under completing 5 years of service. Since. Paper and Cigarettes. ports. 1000 or less. railways. oil fields. The employees and employers contribute 6 % of the total emoluments. Section (4) of this act prohibits of work by women under certain circumstances. at the rate of ½ month’s wages for each completed years of services subject to a maximum of 20 months wages. 1) Women shall not be employed during six weeks immediately following the day of her delivery or miscarriage. Textiles. Maternity benefit Act 1961 Maternity benefit act 1961 has been passed to regulate the employment of women in certain establishment for certain periods before and after childbirth to provide different kinds of benefit to female wage earners. companies. Employees Provident Fund Act 1952 The act was passed in 1952 covering factories employing 50 or more workers in 6 major industries Viz..

5. in such factories where a safety officer is not required to be appointed under the enabling provisions under section 40B of Act. maternity benefit.5. medical scare compensation for injuries and sickness and other welfare and social benefit measures.2) No pregnant women shall be made to do any work which involves long hours of standing. . 1. Prevention of personnel injuries and marinating a safe work environment. statutory or otherwise concerning regulations of working hours. DUTIES OF WELFARE OFFICER The duties of welfare officer shall be the following a) To establish the conduct and hold consultations with a view to maintain harmonious relation between the factory management and workers. b) To bring the notice of the factory management the grievances of workers. individuals as well as collective with a view to secure expeditions redress and to act as liaison officer between the management and labour. e) To advice the management and concern departments of the factory obligations. d) To watch industrial relation with a view to use his influence in the event of dispute between the factory management and workers to help and to bring about a settlement by persuasive effect. 1. c) To study and understand ht point of view of labour in order to help the management to shape and formulae labour polices to the workers in a language they can understand.1 Other duties a) To advice and assist the management in the fulfillment of its obligations statutory or otherwise concerning.

such as housing facilities foodstuffs social and recreational facilities sanitation advice on individual. h) To work for the improvement of educational facility and promote adoption of the family welfare measures among the workers. court or tribunals to appear as an indefinite witness. The provision relating to leave with wages and other leave privileges and to guide the workers in the matter of submission of application for grant of leave for regulating authorized absence. co-operative societies and welfare comities and to supervise their works. When he is required by a conciliation officer. e) To help the factory management in regulating grant of leave with wages and explain to the workers. sickness and benefit schemes payment. f) To advice the provision of welfare facilities. drinking water. Welfare officers not to deal with disciplinary cases or appear on behalf of the management against workers. guarantee of loans and legal advice to workers. personnel problems and education of children. crèches adequate latrine facilities. which will bring about productive efficiency as well as amelioration in the working conditions and to help workers to adjust and adopt themselves to their working environment. . d) To encourage the provision of amenities such as canteens. No welfare officer shall deal with any disciplinary against a person employed in a factory or appear before a conciliation officer.b) To promote regulations between the concerned departments of the factory and workers. c) To encourage the formulation of ht workers and joint production committee. court or tribunals on behalf of the management.

 employees.1. problem so as to increase the job satisfaction and productivity of the . Objectives  organization  To identify the impact of the welfare measures upon the To pin point disparity in the existing welfare facilities.CHAPTER 2 OBJECTIVES OF THE STUDY 2.   To study the existing welfare measures adopted by the of welfare measures from the statutory regulation of the Factories Act. To identify the place of deviation in the implementation To recommended suitable remedies related to welfare workers health and productivity.

 This study deals with labour welfare measures and management relations provided by SSP. The total concept is a desirable state of existence involving the physical. moral and economical well-being. These four elements together constitute the structure of the welfare implies the welfare of man. social customs and degree of industrialization and general standards of a socio-economic department of people. . in time and place. to its employees. So also.  For analysis. Labour welfare may be viewed as a total concept and as a relative concept.3. All these three aspects are interrelated and work together in a three dimensional approach. It is a dynamic and flexible concept and hence its meaning and content differ form time-to-time. The relative concept of welfare implies that welfare is relative. industry-to-industry and country-to-country depending upon the value system level of education. Labour welfare measures provided as per the provision of Factories Act.2 Scope of the Study The concept of labour is necessarily dynamic and has been interpreted in different ways from country to country and time-to-time and even in the same country. Limitation of the study  This primary data is collected from these employees during their little leisure hours and co-operation in responding to the schedule was not encouraging. So. his family and community.2. 2. 1948 and other voluntary welfare measures alone have been taken in this survey. the concept of welfare is interpreted from various angles. mental. 100% accuracy cannot be expected in this study. According to the social institution degree of the industrialization and general level of social and economic department.

It helps the researcher to know which research method and analysis could be utilized to bring out a possible solution for a research problem.2. The characteristics of a work group may differ in many ways in different companies. The descriptive study was carried out to .1. keeping in view the objective of the research and availability of staff. Research methodology is a technique used to systematically solve a research problem. It can also be referred to as ‘the search of knowledge’. measurement and analysis of data.3. 3. Research Design Research design acts as the blueprint for the research by using this framework the researcher moves step by step in to the research process.CHAPTER 3 RESEARCH METHODOLOGY 3. This research design was selected based on the objective on the study and keeping in mind the time and availability of recourses for the research. Type of Research The type of research design used in this project was the descriptive research. working within a company. The researcher should know why a particular technique to the project. it helps to describe the characteristics of a particular group of people. Research design stands fro the advanced planning of the methods to be adopted for collection of relevant data. 3. time and money. Introduction Research is a systemized effort in gain knowledge. Each group may have separate reasons for exhibiting such characteristics within the company. It constitutes the basic forms for the collection. Because. Moreover it explains about the techniques to be used in the analysis.

In this research the primary data was collected by means of a structured questionnaire.5. . It is a definite plan for obtaining a sample from a given population. Sampling Design Sample design lays down all the details to be included in a sample. All these data were helpful in carrying out the analysis. The sampling technique used was the simple random sampling. The questionnaire consisted of twenty-five questions inquiring various factors related to their Welfare measures in SSP. 3. Careful design of descriptive studies was necessary to ensure the complete interpretation of the situation and to ensure minimum bias in the collection of data.4. It was the method by which each number of the population had a chance of being selected. Sources of Information It is necessary for every research to have both primary data and secondary data. journals. The secondary data was collected through company profile. 3. websites and other databases of the company.seek these reasons. without which the research would be inefficient.

MONET 6. They are: 1. Recreation Facility 8. Incentive scheme for Non_executives employees b.1.CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION 4. Incentive for higher studies . Suggestion scheme h. Motivational Scheme a. In SSP various facility are provided to their employees. journals. Incentive scheme for Market executive employees d. Canteen 2. Township 7. Secondary data analysis The secondary data was collected through company profile. Incentive scheme for executives employees c. websites and other databases of the company. Medical 3. Good work Reward g. Educational 4. Jawahar award f. Nehru award e. Service Dress 5.

which are not to be taken into account in fixing the cost of. Workers should have representation in the management of the canteens. another in Admin area. The food serve in the canteen are subsided to all the employees. Over and above there is an Occupational Health Center in the plant premises. 2. Medical SSP has a full-fledged 40-bedded hospital in the township premises. specified meals. However. There are 3 canteens available in SSP. One at HRM. a canteen should be provided and canteen standards should be maintained. Each state government has framed its own rules.1. CLW in its survey found that even where canteens are provided they are not well stocked. The CLW has suggested that canteen legislation should be amended to empower state government to make rules to meet the objective of nutrition. All employees and their dependent family members are provided with medical treatment at free of cost. Canteen. Canteen In India. it feels should try to provide at least on balanced meal to workers and allow them credit purchases so that it may make good use of the facility. In the case of small establishments the committee has suggested joint services as also in backward areas. Main canteen is placed in CRM complex. The menu for Tiffin and lunch are finalized on the basis of the recommendation of a Committee consisting of representatives of union and Management constituted for the purpose. These canteens benefit about 800 employees every day. The services of hospital are extended to CISF personnel posted at SSP as well as the general public residing near by villages. which also attend to the cases with . The items of expenditure in the running of the canteen. the Factories Act places the responsibility on State Government to make rules that in any specified factory with more than 250 workers.

Over and above about 6 number of children who are socially back warded are admitted to class I and given free education in this school every year. one ‘Factory Medical Officer’ is appointed and posted at OHC. as per statutory requirement. TV channels are also telecast for the benefit of the employees and their family members at concessional rate. blouse and chapels for female employees. to the children of factory employees is a statutory requirement. All employees and their family members who live in the Township enjoy this facility. trouser. belt. News bulletin are telecast periodically through MONET. . Educational Facilities Education. Service Dress All male and female employees of SSP are provided which dress once in every year. There is two-schools functioning in SSP Township for the benefit of the children of employees. The children of nearby village other than SSP employees in limited number are also benefited by the service of this school. shoes for male employees and saris. For the Occupational Health Center. MONET Monet is a close circuit TV system that is operated with in the SSP Township. This serves the purpose of communication among the family members of employees by telecasting company events and information. 4. This service dress includes shirts. One at primary level and another at secondary level. Well-trained graduate and postgraduate teachers are posted for coaching purpose. More than 1000 students are studying in this school. SSP also provide winter Dress to employees posted in its offices in the north India. socks. 5. Children of Nonemployees also gain the benefit of this school. 3.regard to industrial hygiene.

bank. recreation club. Incentive scheme for Non_executives employees All non-executive employees are included in this scheme. cooperative stores. and Bangalore is covered under this scheme. Delhi. C. The non-executive employees are posted at Salem. The township also includes a marriage hall. This units are categorized into A. Employers may also sponsor athletic teams or arrange picnics and group dinners for members of their families. swimming pool. hall for tiny tall. Motivational scheme a. These facilities are sometimes provided at the workplace or community basis. post office. C” and D type with scooter shed and car shed facilities. Township SSP Township consists of above 832 numbers of dwelling units at about 70% satisfaction of total employees. full-fledged children park. It considers the monthly monitory payment is made to the employees that are linked to the production and profitability of the plant. etc. Chennai.. 7. Recreation Facility The facility provided for the recreation and the resources available for this purpose the importance accorded to it by the employer. B. auditorium.6. Needless to say such events are meant to bring together employers and their families at one place so that they develop close affinity with one another and a sense of belonging to the enterprise. . 8. It is also recommended that small units could be lent a helping land by a state in organizing recreation facility for its workers in industrial housing colonies.

The main purpose of this scheme is to motivating the employees to maintain high standard of work among the employees. This award consist of Rs. Incentive scheme for Executives Scheme All executive employees are included in this scheme. . This scheme is based on the total volume of sales per month. All executive are paid money in terms of monthly bases on the bases of production and financial position of the company. Jawahar award Under this award two executives are selected for this award based on their performance. 2500 and given to employees concerned on august 15 every year. e.b. The marketing employees posted at Salem as well as outstations are eligible for this reward scheme. c. Nehru award Every year a committee constituted by the management for the purpose on the basis of their overall performance and track record selects about 10 non-executive employees. good house keeping. Good work means specific piece of work perform by individual (or) group it will resulted in honest quality of output. d. One from works area another from non-works area. Incentive scheme for marketing executives All the market executives are benefited by this scheme. The purpose of this scheme is to recognize especially good work by the employees. Good work Reward All non-executives up to manager level are covered under this scheme. The award consists of Rs. f. 5000 and a citation and is conferred on the respective employees on the National Metallurgies day every year.

.00 43. Primary data analysis The primary data was collected by means of a structured questionnaire. obtained degree from educational institutions is given one time cash award of Rs. g.etc.. h.10000 to each employee. 32% of the .2. Suggestions are given in the prescribed format. 500 to each employee. Cash award is given according to the meant of the suggestion. Incentive for higher studies This scheme also includes the motivational scheme. made by the employee.33 100 This table indicates that 16% of the respondents were between the age group of 25-30. 4. This scheme facilitates the employees to enrich their knowledge by acquiring for higher qualification. etc. based on the recommendation from HOD each employee (or) group of employees are award ranging from Rs. Suggestions are arranged and on the spot prizes are given to the employees concerned.2.67 32. Good Suggestion scheme Under this scheme the employees are encouraged to give their suggestions in that will result in the meant have improve the working conditions or financial position of the company.1 AGE WISE CLASSIFICATION OF EMPLOYEES AGE 25-30 31-40 41-50 Above 50 Total Respondents 48 131 96 25 300 Percentage 16. Table 4. BE. 44% of the respondents were between the age group of 31-40. Under this scheme the employees who acquire PG. 200 to Rs.00 08. ICWA. MBA.

.operator department. 20% of the employees are satisfied with the facilities provided in SSP hospital.operator Metallurgical services TOTAL Respondents 61 81 52 74 32 300 Percentage 20. 34% of the employees are dissatisfied with the facilities provided in SSP hospital. 8 % of the respondents were between the age group of above 50.33 33. 25% of the employees are Neutrally satisfied with the facilities provided in SSP hospital.00 20.33 24.3 SATISFACTION WITH REGARD TO SSP HOSPITAL Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Total Respondents 63 60 76 101 300 Percentage 21.25% of the respondents under Sr. 17% of the respondents under Sr.67 100 This table indicates that 20% of the respondents under technician department. 11% of the respondents under Metallurgical service department. Table 4.2.respondents were between the age group of41-50.2 DESIGNATION WISE CLASSIFICATION OF EMPLOYEES DESIGNATION Technician Operator Sr.2. 27 % of the respondents under operator department. Table 4.33 27.technician department.00 25.Technician Sr.00 17.67 100 The above Table indicates that 21% of the employees are highly satisfied with the facilities provided in SSP hospital.67 10.

2.FIGURE 4.78% of the employees are not satisfied with the sufficient number of doctors in the hospital.1 SATISFACTION WITH REGARD TO SSP HOSPITAL Satisfaction level of SSP hospital 350 300 250 200 150 100 50 0 Highly Satisfied Satisfied Neutral Dissatisfied Total Table 4.33 100 This Table indicates that 22% of the employees are highly satisfied with the sufficient number of doctors in the hospital.2. .4 SATISFACTIONPercentage WITH REGARD TO NUMBER OF Respondents DOCTORS IN THE HOSPITAL Availability Yes No TOTAL Respondents 65 235 300 Percentage 21.67 78.

2% of the employees are highly dissatisfied with the existing referral system in hospital.67 100 This with Table their indicates service that dress.33 7. 8% of the employees are dissatisfied with the existing referral system in hospital.67 1.5 SATISFACTION WITH REGARD TO REFERRAL SYSTEM This Table indicates that 4.00% of the employees are highly satisfied with the existing referral system in hospital. 58% 42% of of the the employees employees are are satisfied not satisfied with their service dress.2.Table 4.33 17. .6 SATISFACTION WITH REGARD TO SERVICE DRESS Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 12 208 52 23 5 300 Percentage 4. 17% of the employees are Neutrally satisfied with the facilities provided in SSP hospital.00 69. Table 4.2. 69% of the employees are satisfied with the existing referral system in hospital.

% of the employees are Neutrally satisfied with their quality of service dress. 10% of the employees are dissatisfied with their quality of service dress.67 56.26.2 SATISFACTION WITH REGARD TO SERVICE DRESS Satisfaction level of Service Dress 350 300 250 200 150 100 50 0 Respondents Percentage Highly Satisfied Satisfied Neutral Dissatisfied Total .67 100 This table indicates that 7% of the employees are highly satisfied with their quality of service dress.7 SATISFACTION WITH REGARD TO QUALITY OF SERVICE DRESSS Satisfaction Yes No Total Respondents 175 125 300 Percentage 58.2.33 41.57% of the employees are satisfied with their quality of service dress. Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Total Respondents 20 170 79 31 300 Percentage 6.Table 4.33 100 FIGURE 4.2.33 10.67 26.

67 No 130 43.9 SATISFACTION WITH REGARD TO MONET Performance Respondents Percentage Yes 170 56.8 SATISFACTION WITH REGARD TO USEFULNESS IN PERFORMING THE DUTY This table indicates that 27% of the employees are rate their service dress is highly helpful to perform their duty.Table 4. No effect 36 12. 12% of the employees are rate that no effect in their service dress to perform their duty. 61% of the employees are rate their service dress is helpful to perform their duty.33 Total 300 100 Performance Respondents Percentage Highly Helpful 82 27.3.2.00 Total 300 100 SATISFACTION WITH REGARD TO MONET Satisfaction level of MONET 400 300 200 100 0 Respondents Percentage Yes No Total .2. Table 4.67 4.2.33 FIGURE Helpful 182 60.

43% of the employees are not satisfied with the functioning of MONET.10 SATISFACTION WITH REGARD TO ENTERTAINMENT BY MONET Satisfaction Respondents Percentage Highly Satisfied 44 14.11.67 c)Service 17.67 Highly Dissatisfied 83 27.00 Neutral 57 19. Table 4.67 b)Hygiene 19.00 Dissatisfied 65 21. Table 4. SATIFACTION WITH REGARD TO CANTEEN (In Percentage) Highly Satisfactory a) Quality of food 22.33 Satisfactory 58.33 .00 8. MONET dissatisfied 22% of the employees with entertainment among township resident.67 Dissatisfactory 0 3. MONET satisfies 17% of the employees with entertainment among township resident.This table indicates that 57% of the employees are satisfied with the functioning of MONET.33 65. MONET highly dissatisfied 28% of the employees with entertainment among township resident.2.67 Satisfied 51 17.67 Total 300 100 This Table indicates that 15% of the employees are highly satisfied with entertainment by MONET among township resident. MONET neutrally satisfies 19% of the employees with entertainment among township resident.2.33 2.00 71.00 12.67 Neutral 19.

13 WHETHER THE WEIGHTAGE IS GIVEN TO THE SUGGESTION BY EMPLOYEES .2. 17% of the employees are highly satisfied with Canteen service.2.33 10. Table 4.4. 2% of the employees are dissatisfied with the food in canteen.33 2.a) Quality b)Hygine c)Service SATIFACTION WITH REGARD TO FOOD IN of food CANTEEN Highly Satisfactory Satisfactory Neutral This Table indicates that 15% of the employees are highly satisfied with the food in canteen.10% of the employees are neutrally with the food in canteen.12.00 100 FIGURE 4. Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Total Respondents 46 217 31 6 300 Percentage 15. SATISFACTION WITH REGARD TO CANTEEN Satisfaction with regard to Canteen 80 60 40 20 0 Dissatisfactory Table 4. 20% of the employees are highly satisfied with Hygiene of food in canteen.33 72.This Table indicates that 23% of the employees are highly satisfied with quality of food in canteen. This Table indicates that 72% of the employees are satisfied with the food in canteen.2.

FIGURE 4.67 Total 300 100 This table indicates that 68% of the employees are rated that their suggestions is consider by canteen in charge.Satisfaction Respondents Percentage Yes 205 68. 32% of the employees are rated that their suggestions is not consider by canteen in charge.14 SATISFACTION WITH REGARD TO HIGHER EDUCATION Satisfaction Respondents Percentage Yes 215 71.33 Total 300 100 This Table indicates that 72% of the employees are satisfied with the promotional measures. Table 4. 28% of the employees are not satisfied with the promotional measures.2.2.67 No 85 28.33 No 95 31. 5. SATISFACTION WITH REGARD TO EDUCATION .

15 SATISFACTION WITH REGARD TO TOWNSHIP SCHOOL Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 15 195 50 30 10 300 Percentage 5. .67 10. 17%of the employees are neutrally with the Township school.00 3.Satisfaction level of education 400 300 200 100 0 Respondents Percentage Yes No Total Table 4.33 100 This Table indicates that 5% of the employees are highly satisfied with the Township school. 65% of the employees are satisfied with the Township school.00 65. 3% of the employees are highly dissatisfied with the Township school.2. 10% of the employees are dissatisfied with the Township school.00 16.

63% of the employees are satisfied with the rest room.67 Percentage 230 225 75. Table 4. Table 4. 33 300 100 This Table indicates that 37% of the employees are satisfied with the rest room.00 300 100 300 100 This Table indicates that 75% of the employees are satisfied with the number of teachers available in Township school. SATISFACTION WITH REGARD TO TOILET FACILITY .2.00 70 23.17 SATISFACTION WITH REGARD TO REST ROOM Satisfaction Yes No Total Respondents Percentage 110 36.2.2.18.33 75 25.Table 4.16 SATISFACTION WITH REGARD TO NUMBER OF TEACHERS IN THE SCHOOL Satisfaction Satisfaction Yes Yes No No Total Total Respondents Percentage Respondents 76. 25% of the employees are satisfied with the number of teachers available in Township school.67 190 63.

33 100 . 12% of the employees are dissatisfied with the Motivational Scheme. Table 4.This Table indicates that 77% of the employees are satisfied with the toilet facility. Table 4. 49% of the employees are satisfied with the Motivational Scheme.2.23% of the employees are not satisfied with the toilet facility.33 13.33 100 This Table indicates that 20% of the employees are highly satisfied with the Motivational Scheme.33 49.33 15.33 2. 16% of the employees are neutrally with the Motivational Scheme. 2% of the employees are highly dissatisfied with the Motivational Scheme. SATISFACTION WITH REGARD TO MOTIVATIONAL SCHEME Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 61 148 47 37 7 300 Percentage 20.33 31.2.19.67 33.20 SATISFACTION WITH REGARD TO CO-OPERATIVE STORES Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 7 58 95 100 40 300 Percentage 2.33 19.67 12.

32% of the employees are neutrally satisfied with the functioning of co-operative stores. 31% of the employees are Neutrally satisfied with the functioning of Recreational measures. Table 4. 9% of the employees are dissatisfied with the functioning of Recreational measures.22 SATISFACTION WITH REGARD TO SPORTS AND CULTURAL ACTIVITIES .21. SATISFACTION WITH REGARD TO RECREATIONAL MEASURES Satisfaction Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Respondents 6 170 92 26 6 300 Percentage 2.00 56. 2% of the employees are highly dissatisfied with the functioning of Recreational measures.67 2.67 30. 57% of the employees are satisfied with the functioning of Recreational measures. 19% of the employees are satisfied with the functioning of co-operative stores.00 100 This Table indicates that 2% of the employees are highly satisfied with the functioning of Recreational measures.This Table indicates that 2% of the employees are highly satisfied with the functioning of co-operative stores.2. 33% of the employees are highly dissatisfied with the functioning of co-operative stores.67 8.2. Table 4.

78% of the employees are satisfied with the milk during night shift.33 16.1 Findings . Table 4.33 ( Neutral 5.67 12. 25% of the employees are not satisfied with the Sports and Cultural activities.00 25.00 This Table shows that 60% of the employees are highly satisfied with the transport facility.23 SATISFACTION WITH REGARD TO NON-STATUTORY WELFARE MEASURES (In Percentage) Highly Satisfied Transport facility 60 Education facility 5 Milk during night shift 2 Satisfied 29. 13% of the employees are dissatisfied with the education facility.Satisfaction Yes No Total Respondents 225 75 300 Percentage 75.2.67 65.00 78. CHAPTER 5 5.33 7.67 Dissatisfied 5.00 13.00 100 This Table indicates that 75% of the employees are satisfied with the Sports and Cultural activities.

From the survey conducted. shift duty allowance. only 2 percent of the respondents are disagreement with the existing facilities. only 2 percent of the employees are satisfied with the existing guidelines. it has observed that the company provides several welfare measures for its employees. The survey results shows that majority of the employees are satisfied with other welfare measures like washing allowances. the same is well accepted by the employees. Only 12 percent of the respondents feel that service dress is not helpful to perform their duty. It is also observed that most of the employees are highly satisfied with the canteen facilities. house rent allowance. Further. Majority of the employees are satisfied with the service dress issued by the company. employees feel that MONET is the best channel for communicating company information and events among employees and their family members residing in the Township. night shift allowance. The opinion of the respondents shows that in general. etc.2 Suggestions  While rewarding suggestion master quality of suggestions could be considered instead of quantity. Regarding motivational scheme in vogue. However it is derived that many are not satisfied with the functioning of Co-operative society in the Township premises.. 5. 72 percent of the respondents are satisfied with the functioning of the Township schools meant for the children of the employees. most of the employees are satisfied with the medical facilities extended to them. festival advances.  Employees could be oriented to utilize Welfare facilities . bonus vehicle advance. Regarding recreational measures. Regarding referral system in the hospital. Regarding education facilities.

1 Conclusion . Employees can self-access.  Alternative rewards could be give as reward for quality circles CHAPT ER 6 6. finding faults and correcting them.

SSP. Employees are also satisfied with various monetary facilities like festival advances. Salem Steel Plant. in Steel Authority of India Ltd.. A STUDY OF LABOUR WELFARE MEASURES AT STEEL AUTHORITY OF INDIA. However. Only a meagre percentage of about 8 percentages (overall) of the employees are not in agreement with the various existing welfare measures like canteen. To sum up. and service dress. SALEM STEEL PLANT EMPLOYEES SURVEY: . ventilation. Also the services rendered by the MONET and Cooperative society are to be improved further. house building advance and vehicle advance provided by the company.The study clearly shows that majority of the employees are satisfied with the existing welfare measures in SAIL. Township. school lighting facility. medical. in general employees are satisfied with the various welfare measures currently in vogue. a section of the employees are under the impression that facilities for rest room especially for lady employees can be thought of as an additional welfare measure. transport facility.

Are you satisfied with the facilities provided in SSP hospital? a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory 2. Are you satisfied with the existing referral system in the hospital a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] . Please specify the level of satisfaction in the medical facility available in the hospital a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] 4.Name of the person Emp. [ ] [ [ [ [ ] ] ] ] Is the hospital is occupied with the sufficient no. of doctors [ YES ] [ NO ] 3.No Age Department Do you know the welfare measures on the company Act 1.

5. How is the MONET entertain the employees and their family members a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ ] ] ] ] [ ] . Does MONET Township in the communication of company performance and events [ YES ] [ NO ] 9. Are you satisfied with the existing system of issue of service dress? [ YES ] [ NO ] 6. Are you satisfied with the quality of service dress provided by the company a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] 7. How service dress help the employee to perform their duty a) Highly Helpful b) Helpful c) No effect [ [ [ help the employees and ] ] ] their dependents in the 8.

If yes. Please specify the level of satisfaction with regard to canteen in respect of following: Highly Satisfactory Neutral Dissatisfactory dissatisfactory Highly satisfactory a) Quality of food b) Hygiene c) Service 11.10. are you satisfied with the existing promotional measures? [ YES ] [ NO ] 15. Please specify the level of satisfaction with regard to food in the canteen a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] 12. Please specify the quality of coaching in the Township school a) Highly Satisfactory b) Satisfactory [ [ ] ] . Does the suggestions given by you is given due weight age by the canteen in charge or not [ YES ] [ NO ] 13. Does the company promote employees to acquire higher educational qualification to enrich their knowledge? [ YES ] [ NO ] 14.

Is the School is equipped with the sufficient no. Are you satisfied with the performance of the cooperative stores? a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] . Does the company provide the rest room for employees? [ YES ] [ NO ] [ NO ] 18. etc. Of qualified Teachers [ YES ] 17.c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ ] ] ] 16. Are you satisfied with the motivational scheme with regard to good work award.. Do you feel the toilet facilities provided by the company is sufficient? [ YES ] [ NO ] 19. a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ ] [ [ [ ] ] ] [ ] 20. suggestion scheme award.

21. Does the company give due weightage for promoting sports and cultural activities among the employees and their dependents [ YES ] 23. [ NO ] Please specify the level of satisfaction with regard to non-statutory welfare measures Highly satisfactory Highly Satisfactory Neutral Dissatisfactory dissatisfactory a) Transport facility b) Educational facility c) Milk during night shift 24. Please specify the level of satisfaction with regard to allowance like Highly Highly satisfactory Satisfactory Neutral Dissatisfactory dissatisfactory a) Washing allowance b) Night shift allowance c) Festival allowance . How do you rate the sports and recreational measures existing in the plant a) Highly Satisfactory b) Satisfactory c) Neutral d) Dissatisfactory e) Highly Dissatisfactory [ [ [ [ [ ] ] ] ] ] 22.

Please specify the appropriate answer according to your opinion in respect of following aspects of work environment Highly dissatisfactory Highly satisfactory a) Light b) Ventilation c) Temperature d) Dust e) Fumes f) Water facility g) First aid facility Satisfactory Neutral Dissatisfactory .d) House rent allowance e) Shift duty allowance f) Bonus g) Vehicle advance 25.

19 24.51 20.16 5.08 27.2 5 N O 12 40 18 6 E 12.1) In the next step the corresponding values of O and E are calculated using the formula in equation (A. The observed Frequency (O) is the value obtained from the collected data and the expected frequency (E) is calculated using equation (A.Appen dix – 2 Table A.2.(A.16 33.42 Null hypothesis Ho There is no significant different in satisfaction level about hospital facility among the different age group.6 26.(A.16 44.2) (O–E) ---------E X = --------.2 19.2.10 32. Alternate hypothesis H1 = There is a significant different in satisfaction level about hospital facility among the different age group.1 Chi-Square on age and satisfaction level of hospital Satisfaction HS Age range 25-30 31-40 41-50 Above 50 O 18 20 19 6 E 10.2.25 O 10 24 21 5 = S E 9.2) .32 6.1) Row total of the cell X column total of the cell E = Grand total --------.2.32 8.33 D O 8 47 38 8 E 16.2.

There is significance between age group and the satisfaction level of hospital.9.05% level of significance is 16.Here the calculated value of Chi-Square is 17.f= (c-1)(r-1)] at 0.21 and a tabulated value for degrees of Freedom 9 [d. . Hence conclude we reject the null hypothesis and accept the alternative hypothesis.

93 HD O 17 27 10 20 9 E 16.39 20.technician Sr.88 22.03 6.39 9.59 15.69 O 9 11 10 14 7 S E 10.85 4.3.operator Metallurgical Services O 8 10 9 12 5 E 8.55 11.(A.08 D O 15 18 12 15 5 E 13.41 14.1 Chi-Square on Designation of employees and satisfaction level of Monet Satisfaction HS Designation Technician Operator Sr.44 N O 12 15 11 13 6 E 11.88 7.95 11.47 8.84 12. The observed Frequency (O) is the value obtained from the collected data and the expected frequency (E) is calculated using equation (A.1) Row total of the cell X column total of the cell E = Grand total --------.58 5.3.1) In the next step the corresponding values of O and E are calculated using the formula in equation (A.Appendix – 3 Table A.06 6.2) .85 Null hypothesis Ho = There is no significant different in satisfaction level of MONET among the different department Alternate hypothesis H1 = There is a significant different in satisfaction level of MONET among the different department.88 14.3.63 10.22 17.27 16.3.37 13.77 8.

3.f= (c-1)(r-1)] at 0. There is no significance between department and the satisfaction level of MONET. .05 % level of significance is 26.3 Hence conclude.(O–E) X = -----------------.7 and a tabulated value for degrees of freedom 16 [d.2) E Here the calculated value of Chi-Square is 5. we accept the null hypothesis and reject the alternative hypothesis.(A.

Krishnasamy (1984) First Edition Hand Book of Labour Laws. C. 3. New Delhi. S. Memoria (1983) Third edition labour social security and industrial peace in India. Metal Bulletin 2.B. 2. Dwivedi (1997) Human Relations & organizational Behaviour. Stainless Steel SECONDARY DATA REFERENCE 1. Allahabad. NEWS PAPER AND MAGAZINE REFERENCE 1. Salem Steel Plant Brochures & Catalogues 2.REFERENCE BOOKS 1. R. SAIL News 3.S. Senthil publications Chennai. Web Sites of SAIL .