A STUDY OF LABOUR WELFARE MEASURES AT SAIL

SALEM STEEL PLANT

Project Report Submitted to North Orissa University, Baripada in Partial
Fulfillment of Requirement of award of Degree
Master of Business Administration

Submitted by
MAYADHAR JENA

Register No. 073MB024











CERTIFICATE


This is to certify that the project titled A STUDY OF LABOUR WELFARE
MEASURES AT SAIL SALEM STEEL PLANT submitted in partial fulfillment of the
requirement for the award of Master Degree in Business Administration is a record of original
research work done by MAYADHAR JENA with Register No.073MB024 during the period of
his study in the North Orissa University, under the supervision of Mr. Sekar, MBA, Faculty,
RVS Institute of Management Studies and Research, Coimbatore.




__________________ ________________

Internal guide Co-ordinator





Viva-voce conducted on ..



_________________ _________________

Interna| Lxam|ner Lxterna| Lxam|ner



DLCLAkA1ICN


I, MAYADHAR JENA with the Register No. 073MB024 hereby declare that project
titled A STUDY OF LABOUR WELFARE MEASURES AT SAIL SALEM STEEL
PLANT has been prepared by me under the supervision of Mr. Sekar, MBA, Faculty,
Department of Management Studies, RVS Institute of Management Studies and Research,
Coimbatore. I further declare that this project has not been submitted to any other universities or
institution, for award of any degree or diploma recognition before. Further this is submitted on
partial fulfillment degree Master of Business Administration of North Orissa University,
Baripada.




|ace: MAADnAk ILNA
Date:





ABSTRACT


In this project, an attempt has been made to study of the Welfare Measures available
at SAIL Salem Steel Plant (SSP).

The factories Act, 1948 lays stress on improved working conditions for the workers
employed in recognized industries. This Act implies providing better working conditions,
such as proper lighting, heat control, cleanliness, low noise level, toilet and drinking
facilities, etc.,

In SSP Welfare measures like Canteen, Education, Medical, Service dress,
Township, Monet, Motivational Scheme like incentive scheme for Non executives scheme,
and executives scheme, Market Executive Reward scheme, Nehru award, Jawahar award,
good work scheme, Suggestion scheme, Incentive for higher studies. SSP also provide
Advances like Festival Advance, Vehicle advance and House building advance etc.,

In order to study the objective, the data have been collected through Primary survey
by administrating a detailed questionnaire to section of the employees selected at random.
The sample size is 300 and is collected randomly. The simple percentage analysis is used
to know the satisfaction level of the employees regarding welfare measures. It is observed
that overall the workers are satisfied with the facilities.

SuggesLlons were made based on Lhe flndlngs. 1he exlsLlng faclllLles such as llrsL
ald, nlghL duLy allowances, 8esLroom, luneral expenses can be lmproved for furLher
saLlsfacLlon of workers.

ACKNOWLEDGEMENT




l express my graLlLude and slncere Lhanks Lo Mr. S. Murugan Asst Manager (nkD &
ADMIN), SS for havlng glven me an opporLunlLy Lo do Lhe pro[ecL work ln Lhls organlzaLlon.

My honesL efforLs are dlrecLed Lowards expresslng my Lhanks Lo Mr. .SUNDLk SINGn, Dy
Ch|ef ersonne| Manager for glvlng valuable guldance and vlLal lnformaLlon aL dlfferenL sLages of
Lhls pro[ecL work.

l express my slncere Lhanks Lo Lhe Dr. VIIILA kLNNLD M8A, h.D. ulrecLor, ueparLmenL of
ManagemenL SLudles for glvlng Lhls opporLunlLy Lo know Lhe real experlence from Lhls pro[ecL.

l wlsh Lo express my hearLy Lhanks Lo Mr. SLkAk, M8A my Culde. laculLy of managemenL
sLudles for hls valuable advlce and guldance Lo carry ouL Lhe pro[ecL work successfully Lhls
unsLalned aLLenLlon and meLlculous guldance aL all sLages of my pro[ecL wlll be ever remembered.
Finally, I would like to profoundly thank to my parents and my friends who helped
me to complete this project successfully.

CONTENTS
TITLE PAGE.NO
Abstract iii
LIS1 CI 1A8LLS vll
LIST OF FIGURES viii
CHAPTER 1 INTRODUCTION
1.1 1he SLeel lndusLry ln lndla 1
1.2 SLeel AuLhorlLy of lndla llmlLed 3
1.3 Salem SLeel lanL 6
1.4 Scope of Welfare Measures 10
1.S uuLles of Welfare Cfflcer 20
CHAPTER 2 OBJECTIVES OF THE STUDY
2.1 Cb[ecLlves 22
2.2 Scope of Lhe sLudy 23
2.3 LlmlLaLlon of Lhe sLudy 24
CnA1Lk 3 kLSLAkCn ML1nCDCLCG
3.1 Introduction 25
3.2 Research Design 25
3.3 Type of research 26
3.4 Sources of information 26
3.5 Sampling Design 26
CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION
4.1. Secondary data analysis 27
4.2. Primary data analysis 34
CHAPTER 5 FINDINGS, SUGGESTIONS
5.1 Findings 47
5.2 Suggestions 48
CHAPTER 6 CONCLUSION
6.1 Conclusion 49
APPENDICES 50
REFERENCES 60

LIST OF TABLES


TABLE
NO

NAME OF THE TABLE
PAGE
NO
4.2.1 Age wlse classlflcaLlon of employees 34
4.2.2 ueslgnaLlon wlse classlflcaLlon of employees 34
4.2.3 SaLlsfacLlon wlLh regard Lo SS PosplLal 33
4.2.4 SaLlsfacLlon wlLh regard Lo number of docLors ln Lhe hosplLal 36
4.2.3 SaLlsfacLlon wlLh regard Lo 8eferral sysLem 36
4.2.6 SaLlsfacLlon wlLh regard Lo Servlce uress 37
4.2.7 SaLlsfacLlon wlLh regard Lo quallLy of servlce dress 37
4.2.8 SaLlsfacLlon wlLh regard Lo usefulness ln performlng duLy 38
4.2.9 SaLlsfacLlon wlLh regard Lo wlLh regard Lo MCnL1 39
4.2.10 SaLlsfacLlon wlLh regard Lo enLerLalnmenL by MCnL1 39
4.2.11 SaLlsfacLlon wlLh regard Lo canLeen 40
4.2.12 SaLlsfacLlon wlLh regard Lo food ln CanLeen 41
4.2.13 WheLher Lhe welghLage ls glven Lo Lhe suggesLlon by employees 41
4.2.14 SaLlsfacLlon wlLh regard Lo hlgher educaLlon 42
4.2.13 SaLlsfacLlon wlLh regard Lo 1ownshlp school 42
4.2.16 SaLlsfacLlon wlLh regard Lo number of Leachers ln School 43
4.2.17 SaLlsfacLlon wlLh regard Lo 8esL room 43
4.2.18 SaLlsfacLlon wlLh regard Lo LolleL faclllLy 44
4.2.19 SaLlsfacLlon wlLh regard Lo moLlvaLlonal scheme 44
4.2.20 SaLlsfacLlon wlLh regard Lo Co-operaLlve sLores 43
4.2.21 SaLlsfacLlon wlLh regard Lo 8ecreaLlonal measures 43
4.2.22 SaLlsfacLlon wlLh regard Lo SporLs and culLural acLlvlLy 46
4.2.23 SaLlsfacLlon wlLh regard Lo non-sLaLuLory welfare measures 46


LIST OF FIGURES


FIGURE
NO

NAME OF THE FIGURE
PAGE
NO
1.2.1 Organizational Structure 5
4.2.1 Satisfaction with regard to SSP hospital 35
4.2.2 Satisfaction with regard to Service Dress 38
4.2.3 Satisfaction with regard to MONET 39
4.2.4 Satisfaction with regard to Canteen 40
4.2.5 Satisfaction with regard to Education 42




CL81lllCA1L

1C WnCSCLVLk I1 MA CCNCLkN

1hls ls Lo cerLlfy LhaL Mr. Mu !LnA M8A llnal year sLudenL of norLh Crlssa unlverslLy, 8arlpada
conducLed a sLudy on LA8Cu8 WLLlA8L MLASu8LS A1 SAlL SALLM S1LLL LAn1 ln our
company from 02 !uly Lo 30 !uly 2010. uurlng Lhe perlod l found hlm enLhuslasLlc, hard worklng
and puncLual.

(S Mu8CAn)
ASS1 MAnACL8
uaLe: !uly 10 (P8u Anu AuMln)












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.


Indias 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), Indias 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 Indias largest and one
of the worlds leading steel procedures with a turn over of 22,000 cr.


Its Central Marketing Organization (CMO) and the International Trade
Division (ITD) market within and outside India SAILs vast portfolio of long, flat and
tubular products respectively. By-products and chemicals are marketed directly by
the respective steel plants. SAILs Raw Materials division headquartered at
KOLKATTA, manages Indias 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.


SAILs 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. Its reservoir of human talent and expertise
supported by the latest state-of-art the technology, forms the strength of its foundation.
In the new millennium, there is a strong focus on SAILs business activities for
customer satisfaction, adopting an approach for increased synergy between
production capability and market needs and ensuring supply of customized
products with shorter lead times.


The product mix is being continuously oriented to specific needs of different
market needs of different market segments. SAIL has been progressively investing
in technological up gradation of its plants and facilities for environmental
protection. Information Technology will be an important tool in providing
competitive advantage in the coming years. In the new millennium, 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.


SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in
Chhatisgarh, Durgapur Steel Plant (DSP) in West Bengal, Rourkela Steel Plant
(RSP) in Orissa and Bokaro Steel Plant (BSL) in Jharkhand.


SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West
Bengal, Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel
Plant (VISP) in Karnataka.











Figure 1.2.1 ORGANISATIONAL STRUCTURE







General Manager (W)
Deputy General Manager
Projects
Deputy General Manager
(MM)
Chief of Communication
Chief of
Finance Manager
Additional Chief Vigilance
Officer
AssL.Ceneral Manager
Chief of Personal and
Administration
Executive
Director
Deputy General
Manager

Deputy General
Manager Quality
Deputy General
Manager
Operation
Asst.General Manager
(Technical & Admin)
Asst.General Manager
Computer & Information
Senior Manager Safety
Chief Personal Manager
Chief
(Medical & Health)
Senior Manager
(Town Administration)
Manager
(Administration)
1.3. SALEM STEEL PLANT


SSP located at the hills of Kanjamalai in Salem, South India, is a special
steels unit of steel Authority of India. State-of the art facilities for Hot rolling, cold
rolling and Blanking have been established at Salem Steel through backward
integration over the years, sourcing the equipment and technical know-how, from
the leaders in the respective fields from around the world.


The government of Tamil Nadu commenced acquition of land in August 1970,
with 43.38 acres for the project inauguration. Later, on September 16, 1970 Smt.
Indra Gandhi, Prime Minister, laid the foundation on stone for the Salem Plant.
This was followed by acquisition of around 3973 acres including the lands at
Yercard, Kuchikaradu and poolampatti, for the plant, railway siding, and township
and external water supply scheme.


Salem Steel Plant (SSP) is the youngest member of SAIL; the public sector
giant becomes the visitor to the latest technology and sophistication. To meet the
growing demand in 1970 the Prime Minister of India announced in the Loc Sabha
the decision of the government to setup a steel plant at Salem in Tamil nadu.
Based on the feasibility report the government made an investment decision in
1972, to establish an integrated special steel plant for the manufacture of stainless
steel, electrical steel and special sheets and strips.


On Sep 13, 1977, the detailed project Report was approved by the
government and sanction was accorded for implementation of first stage to be
completed in Sep 1981. Work progressed on schedule and the Hot Rolling Mill was
commissioned on March 13, 1992. SSP produced all thickness and finishes of its
product mix during the first year of operation itself stabilizing operation, the plant is
steadily building up its capacity and achieved a break even point at the end of the
third year of its operations 1984-1985.


Salem Steel Plant (SSP) is a premier producer of international quality
stainless steel in India. Commissioned in 1981, the plant has a capacity to roll
186000 tones of hot rolled carbon and stainless steel sheets and coils per annum.
The plant has gone beyond its designed capacity and successfully cold rolled
value added 0.13mm thick stainless steel. SSP can also supply hot rolled carbon
steel in thickness of 1.5, 1.4, 1.25 mm. Its products have become a household
name Salem Stainless in the domestic market and are widely exported; besides
meeting the requirements of 100 percent export oriented units and free-trade
zones in India. In hot rolled special grade carbon steels, SSP has been recognized
as a well known manufacture of boiler quality steels, the plant is also supplying
LPG grade is 6240 steel in sheet form. The entire plant is certified for the ISO:
9001 quality assurance and ISO: 14001 Environment Management Systems.

Organization Goals

Mission


Sustained growth through internal generation of resources is the hallmark of
the corporate mission of SAIL.

Vision


To be the market leader and prosper in business through satisfaction of
customer needs by continual improvement in quality, cost & delivery of products
and services.
Core Values

1. Customer Satisfaction

Customer satisfaction is the priority of every employee and the purpose of
every job. This alone enables to achieve market leadership.


2. Concern for people

Developing competence and commitment of our people for enhancing their
contribution is necessary for achieving customer satisfaction.


3. Consistent profitability

Consistent and significant profitability must be the essential outcome of our
activities.


4. Commitment to Excellence

Harnessing the full potential of all resources through creativity, continuous
improvement and teamwork makes the best organization.
















Achievement of Salem Steel Plant:


Besides these products, a conversion scheme was launched for producing
value-added products like dinner sets and doorframes. These products have
gained wide acclaim and popularity among the general public.


Quality is the hallmark of Salem Steel Plant. Strong adherence to quality is followed
in the plant since inception. Salem is the first among the SAIL plants to get ISO-9002
Certification. The plant has also achieved ISO Certification for its hot-rolling mill within year
of its commissioning.


Salem Steel Plant is equally effective in pollution control and environment
management. The plant is the first among the SAIL units to achieve zero discharge of
effluence and swage. This plant has won the SAIL Paryavaran Award consecutively for
three years.


Salem Steel Plant thus added another features to its cap; it has won the SAIL
Parayavaran Award for the year 1999. It has also won the Jawaharlal Memorial
National Award for pollution and energy conservation methods from the
International Greenland Society. The plant is also the first in the SAIL units to
achieve Zero discharge of effluence and sewage.







1.4. SCOPE OF WELFARE MEASURES


Labour, at all times, has been recognized as a separate factor of production. Any
work, whether manual or mental, which is undertaken for a monetary consideration is
called as labour. There have been differences of opinion with regard to the importance of
labour, but the fact remains that no production possible without an efficient labour force.



Labour investigations committee defines welfare as anything done for intellectual,
physical, moral and economic and betterment of the workers, whether by employers, 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.



International labours organizations refers with regard to labour welfare as
such services, 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, consequential surrounding and provided with amenities conductive to
good health and high morale.



1.4.1. Importance of Employee Welfare


The importance in the conditions of their life and work will lead to high
production and peace, which will ultimately lead to the national progress.
Employee welfare increases the productive efficiency of the workers and induce
them a new sprit of self-relation and consciousness. To save the workers from the
evils, to increase productivity efficiency of the workers and to make the country
more prosperous, labour welfare measures are essential for industry.
1.4.2. Definition


The term employee and labour is used interchangeably in the study unit. In this
study employee welfare refers to labour welfare. Efficiency of the workforce is directly and
indirectly linked with the conditions and environment under which they are required to
work. 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.


If he is forced to work in inadequate light conditions or polluted air conditions,
his output potential will decline. 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

1.4.3. Employee Welfare Activities
Employee welfare constitutes the provision of welfare work, which depends
for their observance on the compulsion of the government.


Voluntary


Voluntary facilities are the facilities, which are provided by the explorer voluntarily for
the benefit of the employees. Even though more provisions are becoming statutorily
obligatory, new avenues for voluntary welfare work are always opening up as a result of
new situations arising out of more accelerated pack of industry. So there is a vast scope
for employers to play their role in providing voluntary facilities.




Mutual welfare facilities are the joint enterprise of the workers to improve their
lot. This is a place where trade unions can play the active role and undertake many
provisions for the betterment of the workers. But they are not much developed to
provide these facilities to the workers.


1.4.4. Employee Welfare Measures An Overview

The following Acts provides these measures:

1. Factories Act 1948
2. Employees family pension scheme 1971
3. Employee state insurance Act 1948
4. Workmens compensation Act 1923
5. Payment of gratuity Act 1972.
6. Employees provident fund Act 1952
7. 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. Experience of the working of the act
has revealed a number of defects and weakness, which hamper effective
administration. Hence the factories act 1948 was enacted and new changes were
introduced to male health safety and welfare measures more appropriate to the
factory workers. The main object of this act is to protect factories act from being
subject to unduly long hours of bodily strain or manual labour. It also provides that
employees should work in healthy and better sanitary conditions so far as the
manufacturing process will allow and precautions should be taken for their safety
and for the preventions on accidents.
1. Washing Facility (Sec.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.



2. Facility for storing and drying clothing (Sec.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.






3. Facility for sitting (Sec.44)
Provision of status arrangement for workers obliged to work in a standing
position. In every factory, suitable arrangements for sitting shall be provided and
maintained for all workers who are obliged to work in a standing position. This has
been done in order that workers may take advantage of any opportunities for rest,
which may occur in the course of their work.


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, the chief
inspector may require the occupier of the factory to provide such seating as may
be practicable.

4. First aid appliances (Sec.45)

At least one first-aid box with prescribed contents for every 150 workers.
There shall in every factory be provided and maintained so as to be readily
accessible during all working hours, first-aid boxes or cupboards with the
prescribed contents. There shall be at least one such box for every 150 workers
ordinarily employed at any one time in the factory.


First-aid box to have prescribed contents. Only the prescribed contents shall
be kept in a first aid box or cupboard. Most first-aid box to be in the charge of
responsible person. Each First-aid box shall be kept in the charge of separate
responsible person who holds a certificate in the First-aid treatment recognized by
the state government. Further, such person shall always be readily available during
the working hours of the factory.


Ambulance room in a factory employing more than 500 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.


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.





5. Canteens (Sec.46)


Canteen in factory employing more than 250 workers the state government
may make rules. The state government may make rules requiring that in any
specified factory wherein more than 250 workers are ordinarily employed, a
canteen shall be provided and maintained by the occupier for the use of the
workers.


6. Shelters, rest rooms and lunch rooms (Sec.47)
Provision for shelters, rest rooms. Lunch rooms in a factory employing more
than 150 workers. In every factory wherein more than 150 workers are, there shall
be a provision for shelters, rest rooms, lunch rooms where workers can eat meals
brought by them with provision for drinking water, however, any canteen
maintained in accordance with the provision of Sec 46 shall be regard as part of
this requirement. Where a lunchroom exists, no worker shall eat any food in the
workroom.


7. Crches (Sec.48)

Provision of crches in factories employing more than 30 women workers. In
every factory wherein more than 30 women workers are ordinarily employed, there
shall be provided and maintained a suitable room for use of children under the age
of 6 years of such women.


Crches should be adequate lighted and ventilated and to
be under the charge of trained women. Rooms for use of children shall provide
adequate accommodation shall be adequately lighted and vent lighted.

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 location
and the standards in respect of construction, accommodation, furniture and other
equipment of rooms for use of children belonging to women workers.

8. Welfare officers

Employment of welfare officers in a factory employing 500 or more workers.
In every factory wherein 500 or more employees there shall be one welfare officer
for the purpose of marinating those facility.

Employees Family pension scheme 1971

The family pension seeks to provide some monetary relief to the family
members of employees, who die in service, that is, before superannuating. In the
event of an employees death his family gets pension on a graded scale depending
on the employees last salary grade.

The range of pension is around Rs.50 to Rs.200. In addition to pension sum
of Rs. 1000. Is also paid as life insurance benefit. Those employees, who retire
from service, get a lump sum of Rs. 4000/- as retirement benefit, obviously under
the present scheme, retiring employees do not benefit from any sort of pension.

The employee, the employer and the state government contribute 1-1/6%
of the employees pay as contribution to fund. The central government pays the
administrative cost of the scheme.

Employees State Insurance Act 1948

This Act applies in the first instance to the personnel factories using power
and employing 20 or more persons. The objective of this act is to provide certain
benefits to employees. In case of sickness, maternity and employment injury and
to evolve a scheme for socio-economic welfare of the workers. The act covers all
factories and industries, which run on permanent basis, and it does not include any
seasonal factory.


Workmens compensation Act 1923


In 1923 the government of India passed the workmens 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. The
act applies to all permanent employees employed in railways, factories, mines,
plantations, mechanically prepared vehicles construction work and certain
hazardous occupations of drawing a salary not exceeding Rs. 1000


The employer is liable to pay under this act, the compensation incase of
personnel injury by accident arising out of and in the course of employment. No
compensation is however payable if the incapacity of the worker, not resulting in
death.


The amount of compensation payable depends on the nature of injury and the
average monthly wages of the worker concerned for this purpose, injury has been
divided into three categories.

They are: a) Causing death, b) total or partial permanent disablement and
Temporary disablement. The rates of compensation are fixed for all type of injuries
according to wager ranges. If the period of disablement does not exceed 28 days,
no compensation is paid for the first thirty days.


Payment of gratuity Act 1972


The government has also passed the government of gratuity act 1972 under
which employees in factories. Since, oil fields, plantations, ports, railways,
companies, shops or other establishments are entitled to gratuity under completing
5 years of service, at the rate of months wages for each completed years of
services subject to a maximum of 20 months wages. This scheme applies to
workers drawing a monthly salary of Rs. 1000 or less.


Employees Provident Fund Act 1952


The act was passed in 1952 covering factories employing 50 or more workers
in 6 major industries Viz., Iron and Steel industries, Textiles, Engineering, Cement,
Paper and Cigarettes. Establishment employing between 20 and 50 persons are
also exerted for 5 years. The employees and employers contribute 6 % of the total
emoluments.


The scheme covers every employee drawing as salary of Rs.100 or less and
who has completed one year continues service and actually worked for 240 days in
that period. A special reserve fund was made for making the payment to outgoing
members.

Maternity benefit Act 1961


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.

Section (4) of this act prohibits of work by women under certain
circumstances.
1) Women shall not be employed during six weeks immediately following the day
of her delivery or miscarriage.
2) No pregnant women shall be made to do any work which involves long
hours of standing.


1.5. 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.

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.

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.

e) To advice the management and concern departments of the factory obligations,
statutory or otherwise concerning regulations of working hours, maternity benefit, medical
scare compensation for injuries and sickness and other welfare and social benefit
measures.

1.5.1 Other duties

a) To advice and assist the management in the fulfillment of its
obligations statutory or otherwise concerning. Prevention of personnel injuries
and marinating a safe work environment, in such factories where a safety
officer is not required to be appointed under the enabling provisions under
section 40B of Act.
b) To promote regulations between the concerned
departments of the
factory and workers, 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.

c) To encourage the formulation of ht workers and joint production
committee, co-operative societies and welfare comities and to supervise their
works.

d) To encourage the provision of amenities such as canteens, crches
adequate latrine facilities, drinking water, sickness and benefit schemes payment,
guarantee of loans and legal advice to workers.

e) To help the factory management in regulating grant of leave with wages
and explain to the workers. The provision relating to leave with wages and
other leave privileges and to guide the workers in the matter of submission
of application for grant of leave for regulating authorized absence.

f) To advice the provision of welfare facilities, such as housing facilities
foodstuffs social and recreational facilities sanitation advice on individual,
personnel problems and education of children.

h) To work for the improvement of educational facility and promote
adoption of the family welfare measures among the workers. Welfare officers not
to deal with disciplinary cases or appear on behalf of the management
against workers.

No welfare officer shall deal with any disciplinary against a person employed
in a factory or appear before a conciliation officer, court or tribunals on behalf of
the management. When he is required by a conciliation officer, court or tribunals to
appear as an indefinite witness.







CHAPTER 2


OBJECTIVES OF THE STUDY




2.1. Objectives


To study the existing welfare measures adopted by the organization

To identify the impact of the welfare measures upon the workers health and
productivity.

To pin point disparity in the existing welfare facilities.

To identify the place of deviation in the implementation of welfare measures
from the statutory regulation of the Factories Act.

To recommended suitable remedies related to welfare problem so as to
increase the job satisfaction and productivity of the employees.











2.2 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. According to the social institution degree of the industrialization and
general level of social and economic department. So also, the concept of welfare is
interpreted from various angles.


Labour welfare may be viewed as a total concept and as a relative concept.
The total concept is a desirable state of existence involving the physical, mental,
moral and economical well-being. These four elements together constitute the
structure of the welfare implies the welfare of man, his family and community.


All these three aspects are interrelated and work together in a three
dimensional approach. The relative concept of welfare implies that welfare is
relative, in time and place. It is a dynamic and flexible concept and hence its
meaning and content differ form time-to-time, industry-to-industry and country-to-
country depending upon the value system level of education, social customs and
degree of industrialization and general standards of a socio-economic department
of people.









2.3. 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, 100% accuracy cannot be expected in this study.


This study deals with labour welfare measures and management relations
provided by SSP, to its employees.


For analysis, Labour welfare measures provided as per the provision of
Factories Act, 1948 and other voluntary welfare measures alone have been
taken in this survey.

















CHAPTER 3


RESEARCH METHODOLOGY




3.1. Introduction


Research is a systemized effort in gain knowledge. It can also be referred to
as the search of knowledge. Research methodology is a technique used to
systematically solve a research problem. It helps the researcher to know which
research method and analysis could be utilized to bring out a possible solution for
a research problem. The researcher should know why a particular technique to the
project.


3.2. 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. It
constitutes the basic forms for the collection, measurement and analysis of data.
Research design stands fro the advanced planning of the methods to be adopted
for collection of relevant data. Moreover it explains about the techniques to be
used in the analysis, keeping in view the objective of the research and availability
of staff, time and money. This research design was selected based on the
objective on the study and keeping in mind the time and availability of recourses
for the research.




3.3. Type of Research


The type of research design used in this project was the descriptive research.
Because, it helps to describe the characteristics of a particular group of people,
working within a company. The characteristics of a work group may differ in many
ways in different companies. Each group may have separate reasons for exhibiting
such characteristics within the company. The descriptive study was carried out to
seek these reasons. Careful design of descriptive studies was necessary to ensure
the complete interpretation of the situation and to ensure minimum bias in the
collection of data.


3.4. Sources of Information


It is necessary for every research to have both primary data and secondary
data, without which the research would be inefficient. In this research the primary
data was collected by means of a structured questionnaire. The questionnaire
consisted of twenty-five questions inquiring various factors related to their Welfare
measures in SSP. The secondary data was collected through company profile,
journals, websites and other databases of the company. All these data were helpful
in carrying out the analysis.


3.5. Sampling Design


Sample design lays down all the details to be included in a sample. It is a
definite plan for obtaining a sample from a given population. The sampling
technique used was the simple random sampling. It was the method by which each
number of the population had a chance of being selected.


CHAPTER 4


ANALYSIS OF DATA AND INTERPRETATION




4.1. Secondary data analysis


The secondary data was collected through company profile, journals,
websites and other databases of the company. In SSP various facility are provided
to their employees. They are:

1. Canteen
2. Medical
3. Educational
4. Service Dress
5. MONET
6. Township
7. Recreation Facility
8. Motivational Scheme
a. Incentive scheme for Non_executives employees
b. Incentive scheme for executives employees
c. Incentive scheme for Market executive employees
d. Nehru award
e. Jawahar award
f. Good work Reward
g. Suggestion scheme
h. Incentive for higher studies




1. Canteen


In India, the Factories Act places the responsibility on State Government to
make rules that in any specified factory with more than 250 workers, a canteen
should be provided and canteen standards should be maintained.


Workers should have representation in the management of the canteens.
Each state government has framed its own rules. However, CLW in its survey
found that even where canteens are provided they are not well stocked. The CLW
has suggested that canteen legislation should be amended to empower state
government to make rules to meet the objective of nutrition. In the case of small
establishments the committee has suggested joint services as also in backward
areas.


Canteen, 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. The
items of expenditure in the running of the canteen, which are not to be taken into
account in fixing the cost of, specified meals.


There are 3 canteens available in SSP. Main canteen is placed in CRM
complex. One at HRM, another in Admin area. These canteens benefit about 800
employees every day. 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. The food serve in the canteen are
subsided to all the employees.


2. Medical


SSP has a full-fledged 40-bedded hospital in the township premises. All employees
and their dependent family members are provided with medical treatment at free of cost.
The services of hospital are extended to CISF personnel posted at SSP as well as the
general public residing near by villages. Over and above there is an Occupational Health
Center in the plant premises, which also attend to the cases with regard to industrial
hygiene. For the Occupational Health Center, one Factory Medical Officer is appointed
and posted at OHC, as per statutory requirement.


3. Educational Facilities


Education, to the children of factory employees is a statutory requirement. There is
two-schools functioning in SSP Township for the benefit of the children of employees. One
at primary level and another at secondary level. Children of Non-employees also gain the
benefit of this school. More than 1000 students are studying in this school. Well-trained
graduate and postgraduate teachers are posted for coaching purpose. The children of
nearby village other than SSP employees in limited number are also benefited by the
service of this school. Over and above about 6 number of children who are socially back
warded are admitted to class I and given free education in this school every year.





4. Service Dress


All male and female employees of SSP are provided which dress once in every year.
This service dress includes shirts, trouser, socks, belt, shoes for male employees and
saris, blouse and chapels for female employees. SSP also provide winter Dress to
employees posted in its offices in the north India.


5. MONET


Monet is a close circuit TV system that is operated with in the SSP Township. All
employees and their family members who live in the Township enjoy this facility. This
serves the purpose of communication among the family members of employees by
telecasting company events and information. News bulletin are telecast periodically
through MONET. TV channels are also telecast for the benefit of the employees and their
family members at concessional rate.


6. Township


SSP Township consists of above 832 numbers of dwelling units at about 70%
satisfaction of total employees. This units are categorized into A, B, C, C and D type with
scooter shed and car shed facilities. The township also includes a marriage hall, recreation
club, auditorium, swimming pool, hall for tiny tall, cooperative stores, post office, bank, full-
fledged children park, etc.,


7. Recreation Facility


The facility provided for the recreation and the resources
available for this purpose the importance accorded to it by the employer. These
facilities are sometimes provided at the workplace or community basis. 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.
Employers may also sponsor athletic teams or arrange picnics and group dinners for
members of their families. Needless to say such events are meant to bring together
employers and their families at one place so that they develop close affinity with one
another and a sense of belonging to the enterprise.


8. Motivational scheme


a. Incentive scheme for Non_executives employees


All non-executive employees are included in this scheme. It considers the monthly
monitory payment is made to the employees that are linked to the production and
profitability of the plant. The non-executive employees are posted at Salem, Chennai,
Delhi, and Bangalore is covered under this scheme.



b. Incentive scheme for Executives Scheme

All executive employees are included in this scheme. All executive are paid
money in terms of monthly bases on the bases of production and financial position
of the company.


c.Incentive scheme for marketing executives


All the market executives are benefited by this scheme. The marketing
employees posted at Salem as well as outstations are eligible for this reward
scheme. This scheme is based on the total volume of sales per month.


d. Nehru award


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. This award consist of Rs. 2500 and given to employees
concerned on august 15 every year.


e. Jawahar award


Under this award two executives are selected for this award based on their
performance. One from works area another from non-works area. The award
consists of Rs. 5000 and a citation and is conferred on the respective employees
on the National Metallurgies day every year.




f. Good work Reward


All non-executives up to manager level are covered under this scheme. The
purpose of this scheme is to recognize especially good work by the employees.
The main purpose of this scheme is to motivating the employees to maintain high
standard of work among the employees. Good work means specific piece of work
perform by individual (or) group it will resulted in honest quality of output, good
house keeping, etc., based on the recommendation from HOD each employee (or)
group of employees are award ranging from Rs. 200 to Rs. 500 to each employee.




g. 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. Suggestions are given in the prescribed format. Cash
award is given according to the meant of the suggestion, made by the employee.
Suggestions are arranged and on the spot prizes are given to the employees
concerned.


h. Incentive for higher studies


This scheme also includes the motivational scheme. This scheme facilitates
the employees to enrich their knowledge by acquiring for higher qualification.
Under this scheme the employees who acquire PG, BE, MBA, ICWA, etc.,
obtained degree from educational institutions is given one time cash award of
Rs.10000 to each employee.













4.2. Primary data analysis

The primary data was collected by means of a structured questionnaire.


Table 4.2.1 AGE WISE CLASSIFICATION OF EMPLOYEES


AGE Respondents Percentage
25-30 48 16.00
31-40 131 43.67
41-50 96 32.00
Above 50 25 08.33
Total 300 100

This table indicates that 16% of the respondents were between the age group of 25-
30. 44% of the respondents were between the age group of 31-40. 32% of the
respondents were between the age group of41-50. 8 % of the respondents were
between the age group of above 50.



Table 4.2.2 DESIGNATION WISE CLASSIFICATION OF EMPLOYEES


DESIGNATION Respondents Percentage
Technician 61 20.33
Operator 81 27.00
Sr.Technician 52 17.33
Sr.operator 74 24.67
Metallurgical services 32 10.67
TOTAL 300 100




1hls Lable lndlcaLes LhaL 20 of Lhe respondenLs under Lechnlclan
deparLmenL. 27 of Lhe respondenLs under operaLor deparLmenL. 17 of Lhe
respondenLs under Sr.Lechnlclan deparLmenL.23 of Lhe respondenLs under
Sr.operaLor deparLmenL. 11 of Lhe respondenLs under MeLallurglcal servlce
deparLmenL.


Table 4.2.3 SATISFACTION WITH REGARD TO SSP HOSPITAL

Satisfaction Respondents Percentage
Highly Satisfied 63 21.00
Satisfied 60 20.00
Neutral 76 25.33
Dissatisfied 101 33.67
Total 300 100



The above Table indicates that 21% of the employees are highly satisfied with
the facilities provided in SSP hospital. 20% of the employees are satisfied
with the facilities provided in SSP hospital. 25% of the employees are
Neutrally satisfied with the facilities provided in SSP hospital. 34% of the
employees are dissatisfied with the facilities provided in SSP hospital.


FIGURE 4.2.1 SATISFACTION WITH REGARD TO SSP HOSPITAL








0
50
100
150
200
250
300
350
Respondents Percentage
Satisfaction level of SSP hospital
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Total
Table 4.2.4 SATISFACTION WITH REGARD TO NUMBER OF DOCTORS
IN THE HOSPITAL

Avullublllty
Respondents Percentage
Yes 65 21.67
No 235 78.33
TOTAL 300 100


This Table indicates that 22% of the employees are highly satisfied with the
sufficient number of doctors in the hospital.78% of the employees are not
satisfied with the sufficient number of doctors in the hospital.


Table 4.2.5 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. 69% of the employees
are satisfied with the existing referral system in hospital. 17% of the
employees are Neutrally satisfied with the facilities provided in SSP hospital.
8% of the employees are dissatisfied with the existing referral system in
hospital. 2% of the employees are highly dissatisfied with the existing referral
system in hospital.
Satisfaction Respondents Percentage
Highly Satisfied 12 4.00
Satisfied 208 69.33
Neutral 52 17.33
Dissatisfied 23 7.67
Highly Dissatisfied 5 1.67
Total 300 100

Table 4.2.6 SATISFACTION WITH REGARD TO SERVICE DRESS









This Table indicates that 58% of the employees are satisfied
with their service dress. 42% of the employees are not
satisfied with their service
dress.


Table 4.2.7 SATISFACTION WITH REGARD TO QUALITY OF SERVICE
DRESSS



Satisfaction Respondents Percentage
Yes 175 58.33
No 125 41.67
Total 300 100
Satisfaction Respondents Percentage
Highly Satisfied 20 6.67
Satisfied 170 56.67








1h|s tab|e |nd|cates that 7 of the emp|oyees are h|gh|y sat|sf|ed w|th the|r
qua||ty of serv|ce dress.S7 of the emp|oyees are sat|sf|ed w|th the|r qua||ty of
serv|ce dress.26. of the emp|oyees are Neutra||y sat|sf|ed w|th the|r qua||ty of
serv|ce dress. 10 of the emp|oyees are d|ssat|sf|ed w|th the|r qua||ty of serv|ce
dress.





FIGURE 4.2.2 SATISFACTION WITH REGARD TO SERVICE DRESS







Neutral 79 26.33
Dissatisfied 31 10.33
Total 300 100
0
50
100
150
200
250
300
350
Respondents Percentage
Satisfaction level of Service Dress
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Total












Table 4.2.8 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. 61% of the employees are rate their
Performance Respondents Percentage
Highly Helpful 82 27.33
Helpful 182 60.67
No effect 36 12.00
Total 300 100
service dress is helpful to perform their duty. 12% of the employees are rate
that no effect in their service dress to perform their duty.





Table 4.2.9 SATISFACTION WITH REGARD TO MONET








FIGURE 4.2.3. SATISFACTION WITH REGARD TO MONET










Performance Respondents Percentage
Yes 170 56.67
No 130 43.33
Total 300 100
0
50
100
150
200
250
300
350
Respondents Percentage
Satisfaction level of MONET
Yes
No
Total

This table indicates that 57% of the employees are satisfied with the functioning of
MONET. 43% of the employees are not satisfied with the functioning of MONET.


Table 4.2.10 SATISFACTION WITH REGARD TO ENTERTAINMENT BY
MONET


Satisfaction Respondents Percentage
Highly Satisfied 44 14.67
Satisfied 51 17.00
Neutral 57 19.00
Dissatisfied 65 21.67
Highly Dissatisfied 83 27.67
Total 300 100
This Table indicates that 15% of the employees are highly satisfied with
entertainment by MONET among township resident. MONET satisfies 17% of
the employees with entertainment among township resident. MONET neutrally
satisfies 19% of the employees with entertainment among township resident.
MONET dissatisfied 22% of the employees with entertainment among township
resident. MONET highly dissatisfied 28% of the employees with entertainment
among township resident.


Table 4.2.11. SATIFACTION WITH REGARD TO CANTEEN

(In Percentage)
Highly Satisfactory Satisfactory Neutral Dissatisfactory
a) Quality of food 22.67 58.33 19.00 0
b)Hygiene 19.67 65.00 12.00 3.33
c)Service 17.33 71.67 8.67 2.33


This Table indicates that 23% of the employees are highly satisfied with quality of food in
canteen. 20% of the employees are highly satisfied with Hygiene of food in canteen.
17% of the employees are highly satisfied with Canteen service.


FIGURE 4.2.4. SATISFACTION WITH REGARD TO CANTEEN










Table 4.2.12. SATIFACTION WITH REGARD TO FOOD IN
CANTEEN
0
10
20
30
40
50
60
70
80
a) Quality
of food
b)Hygine c)Service
Satisfaction with regard to Canteen
Highly Satisfactory
Satisfactory
Neutral
Dissatisfactory







This Table indicates that
15% of the employees are
highly satisfied with
the food in canteen. This
Table indicates that
72% of the employees are satisfied with the food in canteen.10% of the
employees are neutrally with the food in canteen. 2% of the employees are
dissatisfied with the food in canteen.


Table 4.2.13 WHETHER THE WEIGHTAGE IS GIVEN TO THE SUGGESTION BY
EMPLOYEES






Satisfaction Respondents Percentage
Highly Satisfied 46 15.33
Satisfied 217 72.33
Neutral 31 10.33
Dissatisfied 6 2.00
Total 300 100
Satisfaction Respondents Percentage
Yes 205 68.33
No 95 31.67
Total 300 100
This table indicates that 68% of the employees are rated that
their suggestions is consider by canteen in charge. 32% of the
employees are rated that their suggestions is not consider by
canteen in charge.


Table 4.2.14 SATISFACTION WITH REGARD TO HIGHER EDUCATION

Satisfaction Respondents Percentage
Yes 215 71.67
No 85 28.33
Total 300 100



This Table indicates that 72% of the employees are satisfied with the promotional
measures. 28% of the employees are not satisfied with the promotional measures.

FICURE 4.2. 5. SATISFACTIUN WITH RECARD TU EDUCATIUN


0
50
100
150
200
250
300
350
Respondents Percentage
Satisfaction level of education
Yes
No
Total




Table 4.2.15 SATISFACTION WITH REGARD TO TOWNSHIP SCHOOL









This Table indicates that 5% of the employees are highly satisfied with the
Township school. 65% of the employees are satisfied with the Township
school. 17%of the employees are neutrally with the Township school. 10%
of the employees are dissatisfied with the Township school. 3% of the
employees are highly dissatisfied with the Township school.


Table 4.2.16 SATISFACTION WITH REGARD TO NUMBER OF
TEACHERS IN THE SCHOOL






Satisfaction Respondents Percentage
Highly Satisfied 15 5.00
Satisfied 195 65.00
Neutral 50 16.67
Dissatisfied 30 10.00
Highly Dissatisfied 10 3.33
Total 300 100
Satisfaction Respondents Percentage
Yes 225 75.00
No 75 25.00
Total 300 100

This Table indicates that 75% of the employees are satisfied with the
number of teachers available in
Township school. 25% of the
employees are satisfied with the
number of teachers available in
Township school.



Table 4.2.17 SATISFACTION WITH REGARD TO REST ROOM


Satisfaction Respondents Percentage
Yes 110 36.67
No 190 63. 33
Total 300 100


This Table indicates that 37% of the employees are satisfied with the rest room. 63%
of the employees are satisfied with the rest room.



Table 4.2.18. SATISFACTION WITH REGARD TO TOILET FACILITY

Satisfaction Respondents Percentage
Yes 230 76.67





This Table indicates that 77% of the employees are satisfied with the toilet
facility.23% of the employees are not satisfied with the toilet facility.
Table 4.2.19. SATISFACTION WITH REGARD TO MOTIVATIONAL
SCHEME










This Table indicates that 20% of the employees are highly satisfied with the
Motivational Scheme. 49% of the employees are satisfied with the Motivational
Scheme. 16% of the employees are neutrally with the Motivational Scheme. 12% of
the employees are dissatisfied with the Motivational Scheme. 2% of the employees
are highly dissatisfied with the Motivational Scheme.

No 70 23.33
Total 300 100
Satisfaction Respondents Percentage
Highly Satisfied 61 20.33
Satisfied 148 49.33
Neutral 47 15.67
Dissatisfied 37 12.33
Highly Dissatisfied 7 2.33
Total 300 100


Table 4.2.20 SATISFACTION WITH REGARD TO CO-OPERATIVE
STORES




This Table indicates that 2% of the employees are highly satisfied with the
functioning of co-operative stores. 19 of the employees are satisfied with the
functioning of co-operative stores. 32 of the employees are neutrally satisfied with
the functioning of co-operative stores. 33% of the employees are highly dissatisfied
with the functioning of co-operative stores.


Table 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL
MEASURES


Satisfaction Respondents Percentage
Highly Satisfied 7 2.33
Satisfied 58 19.33
Neutral 95 31.67
Dissatisfied 100 33.33
Highly Dissatisfied 40 13.33
Total 300 100
Satisfaction Respondents Percentage
Highly Satisfied 6 2.00
Satisfied 170 56.67
Neutral 92 30.67
Dissatisfied 26 8.67
Highly Dissatisfied 6 2.00
Total 300 100

1h|s 1ab|e |nd|cates that 2 of the emp|oyees are h|gh|y sat|sf|ed w|th the funct|on|ng of
kecreat|ona| measures. S7 of the emp|oyees are sat|sf|ed w|th the funct|on|ng of
kecreat|ona| measures. 31 of the emp|oyees are Neutra||y sat|sf|ed w|th the funct|on|ng
of kecreat|ona| measures. 9 of the
emp|oyees are d|ssat|sf|ed w|th the funct|on|ng of kecreat|ona| measures. 2 of the
emp|oyees are h|gh|y d|ssat|sf|ed w|th the funct|on|ng of kecreat|ona| measures.

Table 4.2.22 SATISFACTION WITH REGARD TO SPORTS AND
CULTURAL ACTIVITIES







This Table indicates that 75% of the employees are satisfied
with the Sports and Cultural activities. 25% of the employees
are not satisfied with the Sports and Cultural activities.
Satisfaction Respondents Percentage
Yes 225 75.00
No 75 25.00
Total 300 100

Table 4.2.23 SATISFACTION WITH REGARD TO NON-STATUTORY
WELFARE MEASURES

(In Percentage)

(




This Table shows that 60% of the employees are highly satisfied with the transport
facility. 13% of the employees are dissatisfied with the education facility. 78% of the
employees are satisfied with the milk during night shift.

CHAPTER 5


5.1 Findings


From the survey conducted, it has observed that the company provides
several welfare measures for its employees. The opinion of the respondents
shows that in general, most of the employees are satisfied with the medical
facilities extended to them. Regarding referral system in the hospital, only 2
percent of the employees are satisfied with the existing guidelines. Majority of the
employees are satisfied with the service dress issued by the company. Only 12
percent of the respondents feel that service dress is not helpful to perform their
duty. Further, employees feel that MONET is the best channel for communicating
company information and events among employees and their family members
Highly Satisfied Satisfied Neutral Dissatisfied
Transport facility 60 29.67 5.33 5.00
Education facility 5 65.00 16.67 13.33
Milk during night shift 2 78.33 12.67 7.00
residing in the Township. It is also observed that most of the employees are highly
satisfied with the canteen facilities.


Regarding education facilities, 72 percent of the respondents are satisfied
with the functioning of the Township schools meant for the children of the
employees. Regarding motivational scheme in vogue, the same is well accepted
by the employees. However it is derived that many are not satisfied with the
functioning of Co-operative society in the Township premises. Regarding
recreational measures, only 2 percent of the respondents are disagreement with
the existing facilities.


The survey results shows that majority of the employees are satisfied with
other welfare measures like washing allowances, night shift allowance, festival
advances, house rent allowance, shift duty allowance, bonus vehicle advance, etc.,
5.2 Suggestions


While rewarding suggestion master quality of suggestions could be
considered instead of quantity.

Employees could be oriented to utilize Welfare facilities

Employees can self-access, finding faults and correcting them.

Alternative rewards could be give as reward for quality circles
































CHAPTER 6


6.1 Conclusion




The study clearly shows that majority of the employees are satisfied with
the existing welfare measures in SAIL, SSP. Only a meagre percentage of about 8
percentages (overall) of the employees are not in agreement with the various
existing welfare measures like canteen, medical, Township, school lighting facility,
ventilation, and service dress, transport facility. Employees are also satisfied with
various monetary facilities like festival advances, house building advance and
vehicle advance provided by the company. To sum up, in general employees are
satisfied with the various welfare measures currently in vogue, in Steel Authority of
India Ltd., Salem Steel Plant.


However, 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.
Also the services rendered by the MONET and Cooperative society are to be improved
further.




A STUDY OF LABOUR WELFARE MEASURES
AT STEEL AUTHORITY OF INDIA, SALEM STEEL PLANT


EMPLOYEES SURVEY:


1. A
r
e

y
ou satisfied with the facilities provided in SSP hospital?
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]

2. Is the hospital is occupied with the sufficient no. of doctors
[YES] [NO]

3. 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 [ ]
Name of the person
Emp.No
Age
Department
Do you know the welfare measures
on the company Act

4. Are you satisfied with the existing referral system in the hospital
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
5. Are you satisfied with the existing system of issue of service dress?
[ YES ] [ NO ]

6. Are you satisfied with the quality of service dress provided by the
company?

a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]

7. How service dress help the employee to perform their duty
a) Highly Helpful [ ]
b) Helpful [ ]
c) No effect [ ]

8. Does MONET help the employees and their dependents in the
Township in the communication of company performance and events
[ YES ] [ NO ]


9. How is the MONET entertain the employees and their family members
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]

10. Please specify the level of satisfaction with regard to canteen in respect of
following:

Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly
dissatisfactory
a) Quality of food
b) Hygiene
c) Service

11. Please specify the level of satisfaction with regard to food in
the canteen
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]

12. Does the suggestions given by you is given due weight age by the
canteen in charge or not
[YES] [NO]

13. Does the company promote employees to acquire higher educational
qualification to enrich their knowledge?
[YES] [NO]

14. If yes, are you satisfied with the existing promotional measures?
[YES] [NO]

15. Please specify the quality of coaching in the Township school

a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]

16. Is the School is equipped with the sufficient no. Of qualified Teachers
[YES] [NO]

17. Does the company provide the rest room for employees?
[YES] [NO]

18. Do you feel the toilet facilities provided by the company is sufficient?
[YES] [NO]

19. Are you satisfied with the motivational scheme with regard to good
work award, suggestion scheme award, etc.,

a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]



20. Are you satisfied with the performance of the cooperative stores?

a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]

21. How do you rate the sports and recreational measures existing in the
plant

a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]

22. Does the company give due weightage for promoting sports and
cultural activities among the employees and their dependents
[ YES ] [ NO ]

23. Please specify the level of satisfaction with regard to non-statutory
welfare measures
Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly
dissatisfactory
a) Transport facility
b) Educational facility
c) Milk during night shift





24. Please specify the level of satisfaction with regard to allowance like

Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly
dissatisfactory
a) Washing allowance
b) Night shift allowance
c) Festival allowance
d) House rent allowance
e) Shift duty allowance
f) Bonus
g) Vehicle advance




25. Please specify the appropriate answer according to your opinion in respect
of following aspects of work environment

Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly
dissatisfactory
a) Light
b) Ventilation
c) Temperature
d) Dust
e) Fumes
f) Water facility
g) First aid facility


Appendix 2


Table A.2.1 Chi-Square on age and satisfaction level of hospital




Satisfaction

HS S N D
Age range O E O E O E O E
25-30 18 10.08 10 9.6 12 12.16 8 16.16
31-40 20 27.51 24 26.2 40 33.19 47 44.10
41-50 19 20.16 21 19.2 18 24.32 38 32.32
Above 50 6 5.25 5 5 6 6.33 8 8.42

Null hypothesis Ho = There is no significant different in
satisfaction level about hospital facility among the different age group.

Alternate hypothesis H1 = There is a significant different in
satisfaction level about hospital facility among the different age group.

The observed Frequency (O) is the value obtained from the collected data
and the expected frequency (E) is calculated using equation (A.2.1)

Row total of the cell X column total of the cell
E =
Grand total --------- (A.2.1)

In the next step the corresponding values of O and E are calculated using
the formula in equation (A.2.2)

(C - L)
x = ---------- --------- (A.2.2)
E



Here the calculated value of Chi-Square is 17.21 and a tabulated value for degrees
of Freedom 9 [d.f= (c-1)(r-1)] at 0.05% level of significance is 16.9. Hence conclude we
reject the null hypothesis and accept the alternative hypothesis. There is significance
between age group and the satisfaction level of hospital.


Appendix 3


Table A.3.1 Chi-Square on Designation of employees and
satisfaction level of Monet





Satisfaction

HS S N D HD
Designation O E O E O E O E O E
Technician 8 8.95 9 10.37 12 11.59 15 13.22 17 16.88
Operator 10 11.88 11 13.77 15 15.39 18 17.55 27 22.41
Sr.technician 9 7.63 10 8.84 11 9.88 12 11.27 10 14.39
Sr.operator 12 10.85 14 12.58 13 14.06 15 16.03 20 20.47
Metallurgical
Services
5 4.69 7 5.44 6 6.08 5 6.93 9 8.85


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.

The observed Frequency (O) is the value obtained from the collected data
and the expected frequency (E) is calculated using equation (A.3.1)

Row total of the cell X column total of the cell
E =
Grand total --------- (A.3.1)

In the next step the corresponding values of O and E are calculated using
the formula in equation (A.3.2)



(C - L)
x = ---------- --------- (A.3.2)
L

Here the calculated value of Chi-Square is 5.7 and a tabulated value for degrees of
freedom 16 [d.f= (c-1)(r-1)] at 0.05 % level of significance is 26.3 Hence conclude, we
accept the null hypothesis and reject the alternative hypothesis. There is no significance
between department and the satisfaction level of MONET.



REFERENCE




BOOKS

1. R.S. Dwivedi (1997) Human Relations & organizational
Behaviour, New Delhi.

2. S. Krishnasamy (1984) First Edition Hand Book of Labour
Laws, Senthil publications Chennai.

3. C.B. Memoria (1983) Third edition labour social security and
industrial peace in India, Allahabad.


NEWS PAPER AND MAGAZINE REFERENCE
1. Metal Bulletin
2. SAIL News
3. Stainless Steel

SECONDARY DATA REFERENCE
1. Salem Steel Plant Brochures & Catalogues
2. Web Sites of SAIL