A PROJECT REPORT ON EMPLOYEES SATISFACTION DRIVES EMPLOYEES COMMITMENT IN BOKARO STEEL PLANT

SUBMITTED TO : Mrs. NINA SINGH SENIOR MANAGER PERSONNEL- OD KUMARI(MSM,MEERUT)

SUBMITTED BY: VINITA KUMARI (JIMS , NEW DELHI) ANJALI

KALPANA(MSM,MEERUT)

ACKNOWLEDGEMENT
At the outset, I would like to express sincere and deep felt thanks to the management of personnel-OD SAIL, BOKARO STEEL PLANT. I am obliged to Mrs. NINA SINGH, Sr. Manager(PERSONNEL-OD),under whose expert guidance and immense co-operation it could be possible to study and submit the project on EMPLOYEES SATISFACTION AND COMMITMENT in BOKARO STEEL PLANT I would like to express my gratitude to

For the co-operation and valuable time they have spared for my project. They have shown immense interest in the project and provided me suggestion regarding the project. I would extend my thanks to TRAINING AND DEVELOPEMENT department as well as to all those people who were a part of the survey. Date Place

CONTENTS

SAIL-An introduction Bokaro Steel Plant Organisational Profile SAIL- into the future Hierarchy structure of SAIL Objectives HR policies Introduction of topic Motivational schemes Welfare scheme Healthcare facilities Accommodation facilities Education facilities Analysis Suggestions Sources of data Methodology Conclusions Bibliography

THE CHAIRMAN

Mr. Chandra Shekhar Verma is the chairman of steel Authority of India Ltd. Mr. Chandra Shekhar Verma, 51, has taken charge of the office of Chairman, Steel Authority of India Limited (SAIL) on Friday,

the 11 June 2010. Prior to this assignment, Mr. Verma was Director (Finance) of Bharat Heavy Electricals Limited (BHEL), Indias largest engineering and manufacturing enterprise in the energyrelated/infrastructure sector

V. K Srivastava is the managing director of bokaro steel plant

VISION OF STEEL AUTHORITY OF INDIA LTD.

To be respected world class corporation and the leader in Indian steel business in

Quality Productivity Profitability and

Customer satisfaction

CORE VALUES CUSTOMER SATISFACTION CONCERN FOR PEOPLE CONSISTENT PROFITABILITY COMMITMENT TO EXCELLENCE

MILESTONE OF COMPANY YOGYATA PRAMAN PATRA BY NATIONAL SAFTEY COUNCIL OF INDIA 1998

STEEL MINISTERS TROPHY FOR best safety performance, 2000 QCFI, excellence award, 2003 GREEN TECH SAFTEY AWARD, 2005 BEST CSR AWARD 2007-2008

SAIL (An introduction)

Steel Authority of India Limited (SAIL) is the leading steel-making company in India. It is a fully integrated iron and steel maker, producing both basic and special steels for domestic constructions, engineering ,power, railway, automotive and defence industries and for sale in export markets. Ranked among the top ten public sector companies in India. In terms of turnover, SAIL manufactures and sells a broad range of steel products, including hot and cold rolled sheets.

Railway products bars and rods, stainless steel and other alloys steels. SAIL produces iron and steel at five integrated plants and three special steel plants located principally in the eastern and central regions of India and situated close to domestic sources of raw material, including the companys iron ore, lime stones and dolomite mines. The company has the distinction of being Indias largest producer of iron ore & of having the countrys second largest mines network. This gives SAIL a competitive edge in terms of captive ability of iron ore, limestone and dolomite which are inputs for steel making. SAIL wide range of long and flat steel products is much in demand in domestic as well as the international market. This vital responsibility is carried out by SAILs own central marketing organisation (CMO) and the international trade division. CMO encompasses a wide network of 34 branch offices and 54 stockyards located in major cities and town throughout India WITH TECHINICAL AND managerial expertise and know-how in steel making gained over 4 decades ,SAILs consultancy division(SAILCON)at new Delhi offers services and consultancy to clients worldwide. SAIL had a well equipped research and development centre for iron and steel (RDCIS) at Ranchi which helps to produce quality steel and develop new technologies for the steel industry. Besides SAIL has its own in house centre for engg. And tech. (CET) management and training institute (MIT) and safety organisations at Ranchi. The env. Mag. Division and growth division of sail operate from their headquarters in Kolkata .Almost all plants and major units are ISO certified. With an investment of Rs 50,000 crores SAIL is the largest industrial enterprise in India and the 14th largest steel producer in the world .the company accounts for 11.4 million tonnes of the total17 million tonnes of rated liquid steel capacity in the country. After current phase of expansion and modernization, SAILs liquid steel capacity is expected to go up to 14.5 million tonnes per annum. SAIL has a turnover of Rs 30000 crores and has a made a profit of Rs 6,300crores in 2004-05 it employees 1, 20,000 people out of which 17,000 are executives. Turnover of SAIL in 2005-06 was US $ 7 BILLION. Annually SAIL produces over 12 million tonnes of various steel products.

Company profile

Formerly there was a sleepy village named maraphari deep in the jungles of chotanagpur . the closest village cluster was chas . This remote place came into prominence when pt. Jawaharlal Nehru planned to build the first swadeshi steel plant with the help of the Americans . Americans had problem in aiding a steel plan in India in the public sector. Jawaharlal , therefore , had to withdraw the request to avoid embarrassment to president Kennedy . Then , the soviets came forward to

build the second soviet aided steel plant in independent India at Bokaro (after Bhilai ). The proximity to coal ,iron ore , manganese and other raw materials had helped in the selection of this place. The steel plant was originally incorporated as a limited company on 29 january 1964 , and was later merged with SAIL and came to be known as Bokaro Steel Limited (BSL) . The late 1960s and early 1970s saw heavy construction of the steel plant as well as the township . The first blast furnace stated on 2nd October 1972 . Bokaro steel plant is one of the largest steel mills in the country , with an output capacity of more than five million tonnes of salable steel. The plant also have a captive power plant , now being run by Bokaro power supply company ltd.,a 50-50 joint venture between SAIL and DVC .the plant is undergoing a huge modernization program , and the increased demand for steel over the last couple of years saw all the blast furnances in the company becoming operational together for the first time . the company has about 30000 employees on its rolls as of 2005 . The plant is fully integrated .

SAIL -----Into the future

Modernisation and Expansion Plan of SAIL Corporate Plan, 2012 Corporate plan,2012(CP12) was formulated in 2004 for 4 integrated steel plants for increase in hot metal production to 20 Mt by 2012. After merger in IISCO feb06, the hot Metal production plan was revised to 22.5 Mt by 2012. Expansion of special steel plants was also included. Besides capacity enhancement, the plan also addressed the need of SAIL plant towards eliminating technological obsolescence , energy saving enriching product mix, pollution control, developing mines and collieries to meet higher requirement of key materials, introduce customer centric processes and have matching infrastructure facilities in the plant to

support higher production volumes. Investment to the tune of Rs 34,982 crores was envisaged under the corporate plan. OBJECTIVES OF CP12 100% production of steel through BASIC Oxygen Furnace (BOF) route 100% processing of steel through continuous casting. Value addition by reduction of semi furnished steel Auxiliary fuel injection system in all the blast furnace State-of-art process control computerization./automation State-of-art online testing and quality control Energy saving system Secondary refining Adherence to environment

HIERACHY STRUCTURE IN BOKARO STEEL PLANT

Executives Grade Designation

E-0 executives E-1 E-2 E-3 E-4 E-5 E-6 E-7 E-8 E-9

Junior junior manager assistant manager deputy manager Manager Senior Manager Assistant General Manager Deputy General Manager General Manager Executive Director Above all is the Managing Director of the Organisation.

NON-EXECUTIVE Grade Designation S-11 S-10 S-9 Chargeman/ supervisors

S-8 S-7 S-6

Senior Technician/ Operative Trainee (S.O.T)/Supervisors

S-5

Junior Technician/

S-4 S-3

Operative (J.O.T)

S-2 S-1 Khalasis

OBJECTIVES OF THE PROJECT

 To measure the satisfaction level of employees. Assigning priority to the components enhancing satisfaction.

To analyse the link between the employees satisfaction and employees commitment level in the organization.

HR POLICY

The human resource team shall align itself to create a proactive work environment for its customers to enable them to perform and also act as a change agent to prepare them to perform for the future by continuous improvement and enhancement of their skills and knowledge through innovative means.

Guiding principles To create a productive environment where employees can contribute to their best with dignity. To enhance the skill, knowledge & attitude of the employees so that they are ready to accept challenges for the future. To build a HR team which will be innovative to take care of customer needs and work as change agents

INTRODUCTION OF THE TOPIC

We treat our people like royalty. If you honor and serve the people who work for you, they will honor and serve you. -- Mary Kay Ash Employee satisfaction is the terminology used to describe whether employees are happy, contented and fulfilling their desires and needs at work. Many measures support that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction is supremely important in an organization because it is what productivity depends on. If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with breakthroughs that allow a company to grow and change positively with time and changing market conditions. Hence a company should always keep an account whether the employees are satisfied or not, as this is a very important factor in determining employees commitment towards their work.

MOTIVATIONAL SCHEMES
PERFORMANCE LINKED SCHEMES FOR THE MOTIVATION OF EMPLOYEES Incentive rewards are based upon pay-for performance philosophy. Incentive pay program establish a threshold (a base line performance level)that an employee or a group of employees must reach in order to qualify for incentive payments. Incentive focuses on employees effort on specific performance targets. They provide real motivation that produces important organizational gains in long term. For an incentive plan to succeed management is in introducing the plan and convincing the employees of its benefits.

Productivity is defined as the ratio of output to input To motivate workmen to go for higher production and productivity there is an incentive scheme which is based on capacity utilization. Example: There are 5 furnaces whose capacity is say x tonnes per day per furnace which is 100% of the capacity Incentive money table starts from 65% of capacity to 120% of the capacity. Incentives are not always in terms of money but also in terms of gifts to every individual in the department. These incentives are paid on fixed wages. For incentive there are 6 sections: a) Coke oven b) Blast Furnace c) Steel Melting Shop d) Continuous Casting Shop e) Hot Strip Mill

f) Cold rolling mills There is an annual business budget (ABB) which is prepared on the basis of MoU with steel ministry i.e. a commitment to government. The ABB is broken down into monthly plans, so monthly production is fixed for every shop. Rs 60 crores is paid every year to the employees as incentives and rewards.

PENSION SCHEMES
Type of monthly members Pension payable Retirement pension If eligible service rendered is 20 yrs. on more arid retires On attaining the age of 58 years ;or Otherwise ceases to be in the employement before attaining the age of 58 years.

SHORT SERVICE PENSIONS If eligible service rendered is 10 years or more but less than 20 years WIDOW PENSION On death of members ; no eligibility period ; membership with one contribution is adequate. CHILDREN PENSION Below 25 years ;admissible to 2 children at a time. ORPHAN PENSION Below 25 years of age ;admissible on death or re-marriage of widow/ widower.

DISABLEMENT PENSION No age requirement;no eligibility period ;membership with one contribution is adequate. MONTHLY MEMBERS PENSION For new entrants : for the period of pensoniable service rendered from 16/11/1995 onwards = (pensionable salary * pensionable service)*(1/70) For members of EPS,1971 who as on 16/11/1995 are Below 48 years 48 years less than 53 years 53 years or more

Monthly pension= For the period of pensionable service rendered from 16/11/1995 RUPEES (pensionable salary* 635 PLUS For past service pension benefit provided the past service is 24 years + (pensionable salary* 800 Pensionable month)* 438 + Pensionable service) 600 (1/70) 335 + *(1/70) 400

HEALTH CARE BENEFITS The benefits that receive the most attention from employers today because of high cost and employee concern are health care benefits . in the past, health insurance plans covered only medical, surgical and hospital expenses.l Bokaro general hospital has been set up for the benefits of the employees . They are provided with free medical treatment. If any employee meet with an accident inside the plant then he is admitted to the hospital and given all the provisions as far as possible. They are given medical leave.

The dependents of the employee are also given provisions for their health care including the employees parents if they are dependent. For the treatment of employees and their dependents , health centres were established in each sector.

MEDICLAIM
The membership of the scheme is for: Those ex-employees who separated an account of superannuation ,voluntary retirement , permanent total disablement , resignation in age bracket of 57 years and above and their spouse ,and spouse of those employees who dies while in service

SCHEME
Presently provides coverage through Group Mediclaim Insurance i.e. policy of United India Insurance (UII) Company Ltd. Final settlement cell is nodal agency. POLICY PREMIUM Rs. 661/- per member per year for 2008 Payable through local cheque in favour of SAIL, Bokaro Steel Plant for enrolment Renewal is done through demand draft/pay order/bankers cheque in favour of SAIL, Bokaro Steel Plant. Renewal annually, the policy period is from January to December every year.

EXTEND OF COVERAGE

The policy covers reimburshment for hospitalisation and OPD expenses for illness/diseases contracted or injury sustained by injured person. Benefits of the scheme per member for the year 2008 Treatment type Hospitalisation OPD treatment Reimbursement (Rs) 1,50,000.00 4,000.00 Where treatment can be obtained All gov./SAIL/SAIL recoganized hospital All gov./SAIL/SAIL recoganized hospital

SICK LEAVE

There are several ways in which employees may be compensated during periods when they are unable to work because of their illness or injury. Most public employees , as well as in private firms receive a set number of sick leaves days each year to cover such absences. Where permitted ,sick leaves that employees do not use can be accumulated to cover prolonged absences . This vacation leaves can sometimes be used as a source of income when sick leave benefits have been exhausted.

LIFE INSURANCE(Employee benefits) One of the oldest and the most popular employee benefit is group term life insurance which provides death benefits to the beneficiaries and may also provide accidental death and dismemberment benefits. The premium cost is normally paid by the employer, with the face value of the life insurance equal to 2 times of the employees yearly wages . These programs frequently allow employees to purchase additional amount of insurance for nominal charges .When employees opt for a cafeteria benefit program , selection of extra life insurance may be a part of the choices offered by the employees. REWARD CEREMONIES PRIME MINISTER SHRAM AWARD

SCOPE The award will be presented to the workmen as defined in the industrial dispute act,1947.Employed in the departmental undertakings of the central and state government and also private sector undertaking having minimum of 500 employees on roll and engaged in manufacturing and productive process and whose performance is assessable. GUIDELINES AND ELIGIBLITY The awards will be given to the workmen who have distinguished record of performance , devotion of duty of high order , specific contribution in the field of productivity , proven innovation abilities , presence of mind and exceptional courage . the award may also be given to those workmen who have made supreme sacrifice of laying down their lives in the consistent discharge of there duties. His /Her performance should have resulted on any or some of the following: Improved productivity Workers who have made outstanding contribution in the field of productivity, safety and who have also shown innovative ability of high order. Increasing the efficiency of the organisation. Innovation and improvement that bring about saving of materials including fuel power and explosives . Improvement in utilization of plant equipment Improvement in quality and safety of products and users Better utilization of waste and scrap materials for imported one Substitution of indigenous process/ materials for imported one

Apart from that an employee should : 1. Have minimum service span of 10 years 2. Not have any reportable accidents

EMPLOYEE WELFARE SCHEME

Theoritical background Employee benefits constitute an indirect form of compensation intended to improve the quality of the work lives and the personal lives of employees . the benefits represent approximately 42% of total payroll costs to employees. In return , employers generally expect employees to be supportive of the organization and to be productive . Since , employees have to expect a full benefits package designed and communicated . Once viewed as gift from the employer , benefits re now considered rights to which all employees benefits constitute nearly a quarter of the benefits package that employees provide.

Employees benefit may be categorized in different ways . It is essential to program . Organizations provide welfare facilities to their employees to keep their motivation levels high . The employee welfare scheme can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories act 1948, Dock workers act (safety, health and welfare ) 1986 , Mines act 1962 . The non statutory schemes differ from organization to organization and from industry to industry.

STATUTORY WELFARE SCHEMES AND ITS IMPLEMENTATION IN BOKARO STEEL PLANT

The statutory welfare schemes include following provisions according to Factories Act 1948 :Drinking water According to section 18 of Factories Act 1947 , at all the working places safe hygienic drinking water should be provided . It was observed that in all the departments inside plant premises , hygienic drinking water facility was provided at convenient places . Facilities for sitting

According to section 44 of Factories Act 1947 ,in every organization , especially factories , suitable seating arrangements are to be provided . This facility was also available at adequate no. of places inside the plant . First aid appliances According to section 45 of Factories Act 1947 , first aid appliances are to be provided and should be readily accessible so that in case of any minor accident initial medication can be provided to the needed employees . First aid appliances were available in all the shift offices . Further to this , there was an occupational health services inside the plant with adequate no. of doctors , medicines & medical equipments & ambulance for immediate medical treatment in case of emergency . Latrines and Urinals According to section 19 of Factories Act 1947 , a sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition . This facility was also provided in all the departments at convenient places , separately for male and female & maintained in clean condition . Canteen facilities According to section 46 of Factories Act 1947 , cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees . Cooperative canteens were provided in each department where all hygiene norms were followed . The quality of food being provided in these canteens was also good and as per standard norms . Spittoons According to section 20 of Factories Act 1947 , in every work place , such as ware houses , store places , in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained n a hygienic condition . This facility was available in all the departments which along with convenience of workmen , led to a clean workplace . Lighting According to section 17 of Factories Act 1947 , proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts . Proper lighting was observed throughout the Plant , resulting in safe working .

Washing places According to section 42 of Factories Act 1947 , adequate washing places such as Bathrooms , Wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places . This facility was available in all the departments , at a safe distance from the machines . Changing Rooms According to section 43 of Factories Act 1947 , adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises . Adequate lockers are also provided to the workers to keep their clothes and belongings .Separate changing rooms were available for male and female workers in all the departments . Rest Rooms According to section 47 of Factories Act 1947 , adequate numbers of restrooms are provided to the workers with provisions of water supply , wash basins ,toilets ,bathrooms ,etc . Rest rooms with all the statutory facilities were available near all the shift offices for convenience of the workmen . Creches According to section 48 of Factories Act 1947 , crches are available if employing more than 30 female employees . Creche facility with all required facilities was observed .

NON STATUTORY SCHEMES AND ITS IMPLEMENTATION IN BOKARO STEEL PLANT

Many non statutory welfare schemes may include the following schemes :Personal Health Care (Regular medical check ups) The benefits that receive the most attention from employers today because of high cost and employee concern are health care benefits .

 Bokaro general hospital has been set up for the benefits of the employees . They are provided with free medical treatment . There are health centres in all the sectors of the township . Adequate medical facilities like medical equipments of various types , various departments like Cardio , Neuro , Skin , Pediatrics , Ortho ,etc are there for all types of medical treatment . Casualty for emergency treatment is also provided which runs for 24 hours. Employees are given medical leave . The departments of the employees are also given provisions for their health care including the employees parents if they are dependent. 910 beds with specialized units are provided . 9 Health centres , 2 Occupational Health centres & 2 Primary Health Centres are available . Regular medical check up is being done for the employees by the company. Employee Assistance Programs Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters .This is being done by Personnel officers . There is a provision for grievances redressal which is also very effective in handling the grievances of the employees . Harassment Policy To protect an employee from harassments of any kind , guidelines are provided for proper action and also for protecting the aggrieved employee .A clause to take care of sexual harassment cases has also been included in the SAIL , Conduct ,Discipline & appeal rules by which the employees are governed . Besides this ,there is a Grievance Redressal Cell to take care of grievances of employees . Maternity & Adoption Leave Employees can avail maternity or adoption leaves .Paternity leave policies have also been introduced by various companies . In Bokaro Steel Plant , a female employee may be granted maternity leave for a period of 12 weeks from the date of its commencement . It may also be granted in case of miscarriage for a period of not exceeding 6 weeks. Leave for child care development is also granted to female employees not exceeding

12months including maternity leave , but only till the child attains the age of one year . MEDICLAIM The membership for the scheme is for : Those ex-employees who separated an account of superannuation , VR ,Permanent total disablement , resignation in age bracket of 57 years and above , and their spouse ,and spouse of those employees who die in service . Scheme Presently provides coverage through group mediclaim Insurance which is a policy of United Insurance (UII) Company ltd. Final settlement cell is nodal agency. Policy Premium Rs . 661/- per member per year for 2008 Renewal is done through DD / Pay Order / Bankers Cheque in favour of SAIL ,Bokaro Steel Plant . Renewal annually , the policy period is from January to December every year .

Extend of coverage The policy covers reimbursement for Hospitalization and OPD expenses for illness / disease contracted or injury sustained by injured person . SICK LEAVE There are several ways in which employees may be compensated during periods when they are unable to work because of their illness or injury . Most public employees , as well as in private firms receive a set number of sick leave days each year to cover such absenes . This vacation leave may sometimes be used as a source of income when sick-leave benefits have been exhausted .

Life Insurance One of the oldest and most popular employees benefits is group term life insurance which provides death benefits to the beneficiaries and may also provide accidental death and dismemberment benefits . The premium

costs are normally paid by the employer , with the face value of the life insurance equal to two times the employees yearly wages. These programs frequently allow employees to purchase additional amount of insurance for nominal charges . Special Disability Leave Special disability leave may be granted to an employee who is temporarily disabled on account of personal injury caused by accident arising out and in the course of his employment on medical certificate . An employee shall not be eligible for special disability leave unless the disability manifests itself within 3 months of the occurrence to which it is attributed . The period of leave granted shall be such certified to be essential by the authorized medical officer . Special disability leave may be combined with leave of any other kind . The disability leave may be extended to injury cases arising during journey from residence to place of work and back within one hour of start and end of duty . Quarantine Leave Where , in consequence of the presence of an infectious disease in the family or house hold of an employee at his place of his duty is considered hazardous to the health of other employees , such employee may be granted quarantine leave for a period not exceeding 21 days , and in some cases 30 days , on the certificate of the authorized medical officer or a Public Health Officer .Quarantine leave may also be granted , when necessary , in continuation of other leave. Earned leave An employee shall be entitled to Earned Leave at the rate of 30 days for every completed calendar year of service of 2 and half days for each calendar month of service .An employee shall cease to earn leave when the earned leave due amounts to 300 days as applicable . There is a provision of encashment of earned leave during the service period equivalent to an amount of 30 days or 50% of the accumulated leave , whichever is less . Further , there is a provision for encashment of earned leave upto 300 days at the time of superannuation .

Commuted leave

An employee shall be entitled to half pay leave for 20 days for each completed calendar year of service . It should not exceed half the amount of half pay leave due may be granted to an employee on medical grounds. Extraordinary Leave Extraordinary leave for a period in excess of 3 months but not exceeding 36 months may be allowed on medical grounds for diseases which require prolonged treatment . Special Casual Leave It may be allowed to an employee for a period not exceeding 30 days (upto 60 days in exceptional cases) in a calendar year for participation in sports & cultural activities subject to the following conditions : Leave shall be admissible only for participation in sporting events or cultural activities of state or national or international importance or when organized on Inter Steel Plants basis or representing coaching camps. The leave shall be admissible for participation in a mountaineering expedition only , if the expedition has the approval of the Indian Mountaineering Foundation . Trekking or cycling or motor cycling expedition . For social service works , duty recognized by the state or Central government. For blood donation for one day. When an employee is called for training in the Territorial Army , the entire period of training including the period of transit to & fro may be treated as special casual leave without any limit . For family planning on production of medical certificate as provided below: For a period not exceeding 6 days in the case of male employees . For a period not exceeding 14 days in the case of female employees. A male employee may be allowed special casual leave upto 7 days if his wife has undergone any medical operation .

CHILD HEALTH INSURANCE SCHEME The Oriental Insurance Company has designed a special Contingency Health Insurance Policy exclusively for Bokaro Steel Plant giving Health Insurance Coverage to children of Bokaro Steel Plant employees , who opt for the scheme , provided the children are in the age group of 15 to 25 years and are engaged in full time study any where in india , outside Bokaro steel City . HOUSE BUILDING ADVANCE SCHEME To establish uniform policy and rules relating to the grant of house building advance to employees of the company policy. To grant house building advance as a purely well fare measure this will not confer any right or benefit on the employee nor impose any obligation or liability to the company. Amount of Advance: The amount of HBA shall be as follows : 16 month basic pay+DA at the time of application . 80% of the total value on the purchase prizes of a ready built house or Rs.8,00,000 whichever is less.

Interest: The advance granted under these rules will carries following rate of interest : Upto Rs.1,00,000 More than Rs. 1,00,000 4% per annum 6% per annum

Repayment The advance granted under these rules together with interest shall be repaid in full by equally monthly installments within a period not exceeding 20 years. The amount must be repaid before the date on which the employees due to retire or separate from services .

TYPES OF ALLOWANCES Local Travel Expences(LTE) Moped :Rs.360 Motorcycle/scooter:Rs.575 Canteen allowances : Rs . 20+2 per day of attendance Night Shift Allowances:Rs.45 per shift. REIMBURSEMENT OF LOCAL TRAVELLING EXPENSES (LTE) Employees are entitled for reimbursement of LTE as per the vehicle owned by them and as per their entitlement. It covers only those employees: Who own a scooter or motor-cycle or moped or auto-cycle or any other power driven vehicle registered in their name; Who utilize the vehicle for official purposes. It is necessary that the vehicle is owned & registered in their sole name of the employees. It also includes expenses if an employees engages a driver instead of driving instead the vehicle himself .

LIBERALISED LEAVE TRAVEL CONCESSION (LLTC) & LEAVE TRAVEL CONCESSION (LTC) The objective of this is to be provide as a measure of welfare , travel assistance to the employees of the company & member of their families for visiting their home town or any place in india.

An employee can thus avail LTC & LLTC in a block of 4 years , i.e.,once for travelling to home town & once for journey to any place in india including his home town.

An employee can avail LLTC anywhere in india with the option for maximum upto 1700kms each way on certificate & for LTC to visit sit home town or to any other place upto a distance of 750 kms each way in lieu of home town.

HEALTHCARE FACILITIES PROVIDED BY BSL

The healthcare needs of the township are covered by Bokaro General Hospital, a 910 bedded secondary & tertiary care Hospital with its network of 9 health centres & 1 Plant Medical Centre (OHS). Besides, there are 2 Peripheral Health Centres & 1 Health Centre (Sarva Swasthya Kendra) for treating economically deprived patients of the community. Employees & Dependants and Retired employees are provided healthcare on domiciliary (OPD) as well as hospitalized free of cost and issued free medicines through the Hospitals Pharmacy. The medical department of BGH consists of a wide range of inventory to carry on its day-to-day activities. For medicines there are 3 departments namely the general (218), AP (77), CPA (85) and LP (By-design) (145) and in total they are 525. Moreover inventory consists of surgical consumable (1632), lab reagents/kits (913), linens (35), x-rays & contrast media (15), stationary items (200). Various new initiatives are also taken by BGH in various departments whose time frame and responsibility is decided in advance. The following table will define the initiatives, its time frame, responsibility and its current status:

S l. N o 1.

Initiative

Time frame 01.01.2 010

Responsib ility DMS

Status

Revision of Hospital Charges

Implemen ted (Due since 1998)

2.

OPD Mediclaim Bills

Continu ous

Sr. D.D-M/A

BillsRaised( fo r the first time in 10 Yrs.)

3.

NABL Accreditat ion of Lab. Lab. up Tie-

15.08.2 0-10 01.06.1 020 01.07.2 010

Sr. Consultant, Path. DMS JD I/C Ortho

Screening done Tenderin g stage In process

4. 5.

TKR (Total Knee Replacem ent) Surgery in BGH

6. 7. 8.

Sample 15.08.2010 collection areaRenovation Renovation of 15.08.2010 Labour room Complex Revamping of 26.01.2011 Parking Area Library- E 01.05.2010 Journal procurement initiated Partnering with Oct10 & Project Feb11 Smile(Cleft Lip)

GM-T.S GM-TS

Drawing awaited from Arch. & CP Do

9.

DMS & CSR Dept. Initial discussion held. Drawing awaited JD I/C Library TR Stage

10.

JD Surgery & CSR Exploring Dept.

BGH also provides public health facilities to the citizens of Bokaro Steel City through Immunization and National Programs like DOTS. Various value additions are done to BGH I the year 2009-10 in the areas of radiology, surgery, pathology, neurosurgery, so that employees of BSL should get better health facilities in their own city. These facilities are not only for BSL employees, these are also for the Non-BSL citizens which shows the CSR characteristics of this organization. Pharmacy services of Bokaro General Hospital of SAIL / Bokaro Steel Plant are a fully Computerized Unit. A team of 25 trained & competent Pharmacists manage this unit. It deals with medicine distribution to Entitled patients i.e. Bokaro Steel / SAIL employees & their dependents. Medicine is procured from Central Medical Store of BGH by Pharmacist I/C of Pharmacy through indent. Then it is distributed through 11 Counters to all patients of OPD & to those discharged from wards. All counters cater all medicines . Out of 11 counters three counters are Ladies counters. Counter 1-10 run in General Shift from 7.30 AM 12.30 PM & 4 PM 7 PM

on all working days. Counter no. 11 runs from 6 AM 10 PM on all working days & in General Shift on Sundays & Holidays. Chemical Unit of pharmacy dispenses different variety of mixtures, ointments, lotions & ORS to OPD patients & also to Ward for Indoor patients. All the data from procurement to distribution of medicines are entered in Computer with every detail. Stock position of any medicine can be verified at any time at pharmacy counter & also at Sub-store of pharmacy which is always up to date. The medicines not available in pharmacy are also entered in Computer & are delivered next day from Local Purchase (L.P.) Counter.

Facilities regarding accommodation provided by BSL

Entitlement and seniority fixation for allotment of different types of quarters: A-Type Quarters :- Entitlement E-7 & above grade B-Type Quarters :- Entitlement E-6 & above grade C-Type Quarters :- Entitlement E-1 & above grade. Seniority Fixation shall be done as under for the above types:-

Date of Entry in E-9/E-8/E-7/E-6/E-5/E-4/E-3/E-2/E-1 Date of appointment in SAIL/BSL Date of Birth Staff Number D-Type Quarters:-Entitlement- grade S-6 and above Seniority fixation shall be done as under: Date of Entry in S-6 grade Date of appointment in SAIL/BSL Staff Number

E,EF,F-Type Quarters and Hostel rooms:-Entitlement Grade S-1 and above Seniority Fixation shall be done as under:-

Date of appointment in SAIL/BSL Date of birth

Staff Number In case of SOTs/JOTs date of appointment as trainee is to be considered for purpose of seniority for D-Type , EType quarters & hostels.

ALLOTMENT OF QUARTERS Allotment of quarters will be done on Subject To Vacation(S.T.V.) basis. Intimation of vacation of a quarter shall be fed into the computer on the same day by the field Services section . C & IT department will prepare the allotment order on the very next day and the same will be printed at the allotment section , TA deptt and issued on the same day . Quarters available for allotment will be sequenced in ascending order of sector ,NH and Quarter Number. The allotment orders shall be displayed on the intranet and signed allotment orders will be dispatched by Allotment Section to the employees through the respective HoDs on the same day . HoDs shall ensure their immediate delivery so that occupation is taken within validity period of 7 days . Allotment of the quarters shall be done as per seniority based on the choice of quarters in case of B & A type and choice of sectors ,NH and floor in respect of C ,D and E type of quarters .

MUTUAL CHANGE OF QUARTERS Employees with minimum three years of service left (at the time of applying) may be allowed mutual change of their quarters (same type),provided they fulfill other laid down conditions for mutual change of quarters as per o/o no. 1804/AO dated 1.12.06 to apply in Annexure V . Mutual change of quarters will be allowed only once for the same type of quarter. Mutual change order once issued will be treated as mutual change executed , irrespective of whether the allottees shift their quarters or not.

ALLOTMENT OF QUARTERS ON OPTION BASIS:-

Quarters remaining un-ocuppied even after minimum three allotments will be allotted on option basis by floating a circular in this regard. After receiving the application from employees in the prescribed format , a seniority list shall be prepared as per applicable criteria specified for different types of quarters by TA/Allotment section and allotment of of quarters shall be done as per choice of applicants as per seniority by Allotment section . The seniority list shall remain valid until such period till the quarters offered for option are available for allotment or there are no takers .

Change of quarters occupied on Option basis shall be allowed only on completion of six months from its date of occupation and on maturity of the employees seniority for allotment of that type of quarter in the desired sector/NH/floor. This will be done only on written request of the employee.

CHANGE OF QUARTERS: Change cases will precede fresh cases in terms of allotment of quarters . Allocation of quarters shall be done in the ratio of 1:1 between change & fresh cases . Change of quarters in other sectors/same sector shall be done in the following cases onn the basis of the merit of the individual case:

On medical grounds as per the specific recommendation of the Chief of Medical & Health Services , BSL for sector and floor on priority basis ahead of other change cases if an employee or his/her spouse, parents (residing at B.S.City) and children are suffering from any of the following ailments:

Leukemia and cancer.

Chronic Kidney disease requiring dialysis. CVA resulting in paralysis. Advanced cirrhosis of liver. Brain or spinal injury requiring prolonged treatment. Chronic Osteomyelitis Congestive Heart failure. Sickle Cell disease with attacks of crises and Thallassemia major cases requiring repeated hospitalization . Myasthenea gravis. Status Epilepticus requiring repeatwd hospitalization. IOW resulting in minimum of 50% disablement.

OUT OF TURN ALLOTMENT OF QUARTERS

All executives joining directly in E2 to E6 grade will be allotted C quarters on grade-based seniority ahead of executives joining in E1 grade. National award (e.g., Vishwakarma award/shram Bhushan etc.) winners will be allotted maximum D type quarters if applied within 6 months of receiving the award. One higher type quarter up to D-type will be allotted to victims of plant accident as per o/o 1899/AO dated 31/5/07 .This shall be allowed only if application for same is submitted within 6 months of the employee resuming his duty. To dependents of decreased/Ex-employees /spouses employed in BSL In exceptional cases with the approval of Competent Authority. On Transfer from other units of SAIL:-

Subject to availability of quarters , employees joining BSL on Transfer from other sister units shall be allotted quarters on their written request on out turn basis as shown below as per sector/NH/floor choice of employees as follows:Grade of employees GM &above DGM Jr Manager to AGM Executives(EO) Non executives Type of quarter A type B type C type D type E type

Allotment of quarters on out of turn basis of written request of the employee after obtaining approval of authority , whatever required. TEMPORARY ALLOTMENT OF QUARTERS Temporary allotment of quarter for a period of 25 days as per rules may be done in case of dependants of exemployees who have been issued offer of appointment by the Company.Same qtr shall be regularized after joining the company. For marriage , social functions etc, Field Services Section will do temporary allotment of quarters for a maximum period of five days on written request of the employee on specified rent. Any other temporary allotment shall be done with the approval of the Competent Authority.

ALLOTMENT OF QUARTERS TO NON-BSL AGENCIES Quarters shall be allotted as per availability to Non BSL agency on case to case basis with the approval of the competent Authority on payment of requisite rent and other charges as fixed by the Company .

Change of quarters on request of the allottee shall be done with the approval of head of P&A.

EXTRA FACILITIES REGARDING QUARTERS MAINTENANCE AFTER ALLOTMENT

CIVIL MAINT.:

Doors of latrine, bathroom and main entrance to be made serviceable. Wash basin and mirror to be made available. Sink and drain board to be made available. IWC/EWC pan changing if required. Internal plumbing to be attended. Windows /ventilator should be made serviceable including glazing work. Minor masonry work(internal) Internal white washing / colour washing. Major roof leakage.

ELECTRICAL MAINT.:

Wiring and boards to be made in order to ensure power supply in all the rooms. WATER SUPPLY: Water supply to tanks or taps (where tanks are not there) to be enured. PUBLIC HEALTH: Any major repair of manhole or major cleaning/removal of jam.

BSL QUARTERS STATUS AS ON 01/05/2010

Sr Name of Allottee l Total 1 2 3 4 5 6 7 8 BSL EMPLOYEES NON BSL BSL OFFICES WITH H&A LEASED OUT ON LICENSE BASIS EX-EMPLOYEE WITH RETENTION EX-EMPLOYEE WITHOUT RETENION 6

A 23

Type of Quarters C D E Hostel TOTAL 37472 21480 3282 31 32 4773 2085 1253 2 2362

531 4000 7664 24601 653 323 1621 4249 14904 377 135 440 1 8 32 1552 1431 1790 2085 42 20 127 161 464 814 620 1365 570 3 1936 19 185

16

UNAUTHORISED BY OUTSIDERS

6 4

18 41

93 40

112 1770

37 52

266 1908

10 ALLOTED/UNDER 1 ALLOTMENT/VACANT

BOKARO STEEL PLANT EDUCATION DEPARMENT

Steel Authority of India Limited has provided a number of schools for wards of its employees. It has ensured that fee structure for Bokaro Steel Limited (BSL) employees (which they have to pay for their wards) are inexpensive i.e., easily affordable by them. All the schools are affiliated either by CBSE board or JAC board. Here, the schools are categorised under two heads: 1. English medium 2. Hindi medium The schools provided by SAIL are facilitated by all the amenities like science lab., computer lab., library, canteen, playground.

FEE STRUCTURE (i) JAC Board For BSL ward (Rs) For Non-BSL ward (Rs) Monthly Annual Annual Fee Charges Tuition Fee NIL Rs.100. NIL 00 NIL Rs.100. NIL 00 NIL Rs.120. NIL 00 Rs.150. Rs.250. Rs,1800. 00 00 00 Rs.150. Rs.150. Rs.1800. 00 00 00

Sl Classes N o.

1. 2. 3. 4. 5.

Monthl Annual Annual y Fee Charges Tuition Fee I-VI NIL Rs.25.0 NIL 0 VII-VIII NIL Rs.60.0 NIL 0 IX-X NIL Rs.70.0 NIL 0 XI-XII Rs.80.0 Rs.155. Rs.960. (Sci.) 0 00 00 XI/XII Rs.50.0 Rs.80.0 Rs.600. (Art/Com 0 0 00 m) CBSE Board For BSL ward (Rs) Monthly Annual Annual Fee Charges Tuition Fee

(ii)

Sl Classes N o.

For Non-BSL ward (Rs) Monthly Annual Annual Fee Charges Tuition Fee

1. I-IV 2. 3. 4. 5.

Rs.50.0 0 V-VIII Rs.70.0 0 IX-X Rs.90.0 0 XI/XII Rs.100. (Sci.) 00 XI/XII Rs.100. (Art/Com 00 m)

Rs.120. 00 Rs.120. 00 Rs.170. 00 Rs.240. 00 Rs.120. 00

Rs.600.0 0 Rs.840.0 0 Rs.1080. 00 Rs.1200. 00 Rs.1200. 00

Rs.180. 00 Rs.200. 00 Rs.225. 00 Rs.300. 00 Rs.300. 00

Rs.150. 00 Rs.150. 00 Rs.325. 00 Rs.450. 00 Rs.300. 00

Rs.2160. 00 Rs.2400. 00 Rs.2700. 00 Rs.3600. 00 Rs.3600. 00

ANALYSIS
Q.1.Are you aware of the various benefits provided by SAIL to its employees? Yes No

93% of the employees are aware of the benefits provided to them by the SAIL while 7% of the employees are not fully aware.

Q.2. Rank the following benefits in order which you feel is of greatest advantage or satisfactory to you?

Most of the employees rank the allotment of quarters as the most preferable facility among all other facilities. Rewards and benefits is the least preferred benefit among all other benefits.

Q.3.How do you personally rate the Companys overall performance in the following areas? Remuneration

Holiday and sick benefits Social amenities

Social events

Keeping you informed of company activities.

85% of the employees are satisfied by the companys overall performance in the above areas (shown in the graph) and 10% have rated it as poor.

Q.4. Allotment process of Quarters Good-----------------------------------------Bad

71% of the employees are satisfied with the allotment process of the quarters and 29% of them feels that it needs improvement.

Q.5. Quarters facilities

Sufficient ---------------------------------------- Insufficient

76% of the respondents feel that there are sufficient quarter facilities available for SAIL employees. On the other hand 24% of the respondents dont agree with this view.

Q.6. Facilities at work Place Convenient -------------------------------------------- Inconvenient

84% of the employees finds facilities at work place convenient with 16% still finding it inconvenient to work with the provided facilities.

Q.7. Reward for Work Regular --------------------------------------------------------- Irregular

77% of the employees are satisfied with a view that the reward provided for the work is regular while 23% finds it irregular.

Q.8. Do the health facilities provided to you and your dependents are as per your expectations?

58% of the respondents (SA+A) believe that the health facilities provided to them are as per their expectations and hence satisfied whereas 17% (SD+D) still awaits improvement.

Q.9. Number of Schools provided by SAIL Adequate ---------------------------------------------------- Inadequate

96% of the SAIL employees are happy with the number of schools available for their wards and a mere 4% of the employees are dissatisfied with the number.

Q.10. Fee Structure for BSL Employees Wards Expensive ----------------------------------------------Inexpensive

89% of the employees finds the fee structure for their wards inexpensive while 11% still believe it to be expensive.

Q.11.Does shift work make your working life easier? Yes No

59% of the employees are of the view that shift work makes their working life easier while 41% feels it as an extra burden.

Q.12. Does motivational schemes improve your commitment towards work? Yes No

With regard to the fact that motivational schemes improve their commitment towards work 89% are in favour while 11% are not.

Q.13.Do you feel that the benefits and facilities provided by the SAIL helps it to achieve its objectives?

73% of the respondents are in the favor that benefits and facilities provided by the SAIL helps it to achieve its objective while 7% disagree with this fact.

Q.14.Does the changes in facilities and schemes in the recent years have proved to be beneficial for employees? Yes No

Colum n1
No 26%

Yes 74%

74% of the employees believe that the changes in schemes and facilities in the recent years have proved to be beneficial for them.

Q.15. Do you feel that SAIL is a better choice to work with as compared to any other PSUs? Strongly Agree Agree Neutral Disagree Strongly disagree

In the view of 81% employees of SAIL this is better choice to work with as compared to other PSUs. Whereas 7% of the employees believe that there are other better options.

SUGGESTIONs
Decentralization in decision making(i.e. making more employees as a part of decision making process) Processes in paper are well but needs to be properly implemented i.e. lack in implementation is prevalent. SAIL shouldnt take too much of work on contract basis as it is harmful for it in long term. Method of open communication should be followed. Improvement in performance rating system. In the education facility provided there is a need to improve the quality of teachers. Check should be introduced to ensure timely arrival on duty and assurance that everyone is working.

Areas covered during survey

Days

Department

1 day 4 days 2 days 2 days 1 days 2 days 4 days 5 days

CRM Purchase EDP Personnel ERP C&IT Education Quarters

Sources of data:
Primary data source: Primary data is obtained from Questionnaire and Personal interview with employees of different departments.

Secondary data source: The in-house journals and magazines of SAIL and Company policy guidelines available at Personnel Policy Guidelines Manual.

Methodology
The duration of SIP is 8 weeks out of which the 1st week was for selection of topic i.e., Employees Satisfaction Driving Employees Commitment. Next 2 weeks was spend on the collection of data related to various departments under SAIL ( like education, allotment, health etc). The following week was spend on the formation of questionnaire. Another 3 weeks was spend on survey of questionnaire. The last 1 week was spent on analysis and report preparation.

Time 1 week 2 weeks 1 week 3 weeks 1 weeks

Part of Project Covered Selection of topic Data collection related to topic Preparation of questionnaire Survey through questionnaire Analysis and report preparation

Conclusion
One of the keys for employees is effective and personalized Benefit Statements. A Total Rewards overview of the employee's compensation, pension and benefits package including the hidden costs paid by the employer. Attractive easy-to-read personalized HR statements for each member of your staff can enhance employee motivation and reward and hence leading to improvement in the commitment level of employees

BIBLIOGRAPHY
a) PERSONNEL MANUAL ,SAIL
b) WWW.SAIL.COM c) WWW.BOKAROSTEEL.COM d) WWW.GOOGLE.COM