088001451031 PUSHPALATHA[1].S

A STUDY ON LABOUR WELFARE SAFETY

MEASUREMENT

PROJECT REPORT

Submitted By

PUSHPALATHA. S

Register No: 088001451031

in partial fulfillment for the award of the degree

of

MBA

in

Department of Management Studies

M.Kumarasamy College of Engineering

Thalavapalayam, Karur-639113

MAY 2010

M.Kumarasamy College of Engineering

Thalavapalayam, Karur-639113

Department of Management Studies

PROJECT REPORT

MAY 2010

This is to certify that the project entitled

A STUDY ON LABOUR WELFARE SAFETY MEASUREMENT

is the bonafide record of project work done by

PUSHPALATHA. S


Of MBA during the year 2008-2010

_____________ _______________

Project Guide Head of the Department

Submitted for the Project Viva-voce examination held on _____________

--------------------- ----------------------

Internal Examiner External Examiner

DECLARATION

I affirm that the project work titled “A STUDY ON LABOUR

WELFARE SAFETY MEASUREMENT” being submitted in partial

fulfillment for the award of MBA is the original work carried out by

me. It has not formed the part of any other project work submitted

for award of any degree or diploma, either in this or any other

University.

(Signature of the Candidate)

PUSHPALATHA. S


I certify that the declaration made above by the candidate is true

Signature of the Guide,

With Name & Designation

ACKNOWLEDGEMENT

An endeavourer over a long period can be successful only with

the advice and support of many well wishers. I take this opportunity to

express my gratitude and appreciation to all of them.

I am fortunate that I could do this work in this work in the

department of management studies, M.Kumarasamy college of

engineering ,Thalavapalayam, Karur – 639113. I wish to express my

gratitude to ANNA UNIVERSITY, COIAMBATORE-641013, my alma

matter for bestowing upon me an opportunity to undertake this project.

I express my sincere gratitude to our most respected Chairman

Thiru.M.Kumarasamy Ex . V.M. for providing me with all the

facilities during course of my study. I also honor with gratitude the very

keen interest evinced by our Vice chairman Er. K. Ramakrishnan,

B.E., for providing Constant inspiration and sincere help throughout

the period.

With profound sense of gratitude I would like to express our

sincere thanks to our beloved Director Dr.S.Kuppusamy MBA Ph.D,

- and our honourable Principal Dr.D.Valavan, B.E.,M.Tech.,Ph.D.,

- for giving me the opportunity to carry out this project.

I feel pleasure and privilege to express my heartfelt thanks to our

beloved Head of the department of management studies

Dr. V. Chandrasekaran, M.Com, M.Ed.,M.Phill.,Ph.D., without whom

nothing was there in my ladder to success in the period of my

postgraduate journey.

I express my heartful thanks to my guide Mr. M. Kotteeswaran

MBA.,- who relinquished umpteen doubts of our mind.

I wish to acknowledgment my immense gratitude to STEEL

PLANT, SALEM for his valuable assistance.

I register my sincere thanks to the respondents who readily provided

necessary Information to my project work.

Last but not least, I express our heartfelt thanks to our dear

parents, department staffs and friends.

Station:

Date:

(PUSHPALATHA.S)

ABSTRACT

The study carried out STEEL PLANT, SALEM. This study focuses

on the advisors training programme provide by the company. Analysis of the

study can be helpful for development of the advisors. The scope of the study

in clean it emphasized. The overall satisfaction of advisors towards training

programme this study included various research methodology.

It includes descriptive research, CHI-SQUARE test and two way

ANOVAs and the study was taken for a period of four month. Due to the

limitation of the study and the data’s collected from the respondents through

questionnaire method.

CONTENT

S.NO PARTICULARS PAGE NO

ABSTRACT

LIST OF TABELS

LIST OF CHARTS

1 CHAPTER I

1.1 INTRODUCTION

1.2 OBJECTIVES OF THE STUDY

1.3 SCOPE OF THE STUDY

1.4 LIMITATIONS OF STUDY

2 CHAPTER-II

2.1 RESEARCH METHODOLOGY

3 CHAPTER III

3.1 INDUSTRY PROFILE

3.1 COMPANY PROFILE

3.3 PRODUCT PROFILE

4 CHAPTER IV

4.1 REVIEW OF LITERATURE

5 CHAPTER V

5.1 DATA ANALYSIS AND INTERPRETATION

6 CHAPTER VI

6.1 FINDINGS

7 CHAPTER VII

7.1 SUGGESTION

8 CHAPTER VIII

8.1 CONCLUSION

BIBLIOGRAPHY

ANNEXURELIST OF TABLES

S.NO TITLE OF TABLES PAGE.NO

4.1 Classification of Respondents According to Age 414.2 Opinion of Employees with Respect to Salary 434.3 Opinion of Employees About Allowances 45

4.4 (a) Opinion of House Loan 474.4 (b) Opinion of Vehicle Loan 494.4 (c) Opinion of Festival Advance 51

4.5 Opinion of Employed About Medical Facilities 534.6 Opinion of Vehicle Loan 554.7 Opinion Regarding Spots Facilities 574.8 Opinion of Employees Regarding Co Operative Store 594.9 Opinion Regarding Recreation Facilities 614.10 Opinion Regarding Canteen Facilities 634.11 Opinion Regarding Rest Room 65

4.12 Employees Opinion About Bath Room 67

4.13 Opinion Regarding Toilet in Shop Floor 694.14 Employees Opinion Regarding Water 71

4.15 Opinion About Safety Equipments 73

4.16 Opinion Regarding Effectiveness of Training 75

4.17 Opinion Promotion Policy 77

4.18 Opinion About Change in Nature of Work 79

4.19 Opinion About Satisfaction of Grievance Handling Procedure

81

4.20 Opinion Regarding Quarters 83

4.21 Opinion Regarding work Environment 85

4.22 (a) Opinion About Relationship with Management 87

4.22 (b) Opinion About Relationship Between Co-Workers 89

4.23 (a) Opinion Regarding Union Leader 91

4.23 (b) Opinion Regarding Effectiveness of Union 93

4.24 Opinion Regarding Effectiveness of Union 95

LIST OF CHARTS

S.NO TITLE OF CHARTS PAGE.NO

4.1 Classification of Respondents According to Age 424.2 Opinion of Employees with Respect to Salary 444.3 Opinion of Employees About Allowances 46

4.4 (a) Opinion of House Loan 484.4 (b) Opinion of Vehicle Loan 504.4 (c) Opinion of Festival Advance 52

4.5 Opinion of Employed About Medical Facilities 544.6 Opinion of Vehicle Loan 564.7 Opinion Regarding Spots Facilities 584.8 Opinion of Employees Regarding Co Operative Store 604.9 Opinion Regarding Recreation Facilities 624.10 Opinion Regarding Canteen Facilities 644.11 Opinion Regarding Rest Room 66

4.12 Employees Opinion About Bath Room 68

4.13 Opinion Regarding Toilet in Shop Floor 704.14 Employees Opinion Regarding Water 72

4.15 Opinion About Safety Equipments 74

4.16 Opinion Regarding Effectiveness of Training 76

4.17 Opinion Promotion Policy 78

4.18 Opinion About Change in Nature of Work 80

4.19 Opinion About Satisfaction of Grievance Handling Procedure

82

4.20 Opinion Regarding Quarters 84

4.21 Opinion Regarding work Environment 86

4.22 (a) Opinion About Relationship with Management 88

4.22 (b) Opinion About Relationship Between Co-Workers 90

4.23 (a) Opinion Regarding Union Leader 92

4.23 (b) Opinion Regarding Effectiveness of Union 94

4.24 Opinion Regarding Effectiveness of Union 96

CHAPTER -1

INTRODUCTION OF THE STUDY

Introduction: -

Industrial progress depends on a satisfied labor force. In recognition on this

fact, the importance of labor welfare measures was accepters as early as 1931, when the royal

commission on labor states: “the benefits, which go under these women culture are of great

importance to the worker and which he is unable to secure by himself. The schemes of labor

welfare may be regarded as a wile incensement which should are usually does bring a

profitable return in the form of greater efficiency.

Labor welfare measures also have beneficial on the workers. The welfare

measures influences the sentiments of the workers are contribute to the maintenance of

industrial peace. Better housing, sickness and maternity benefits, previsent funds and pension

educational facilities and entertainment etc. Creates a feeling and among the workers that

they have a state in the industry the workers become more stabilized and committed and

economically efficient, and the mental and moral health of the worker is improved. There is a

social reason also. As pointed out by the labor investigation committee, “the provisions of

vices ; medical and entertainment rescuer the incidence of vices ; medical and maternity and

child welfare service improve the health the workers and bring down the rates of general

material and infinitive mortality; and educational facilities increase their mental efficiency

and economic productivity.

Now a days almost every enterprise incurs expenditure on the welfare

of its employees. The ultimate aim behind these facilities is to improve the lost of

workers, the degree of their efficiency and the quantum and quality of service. The

facilities are both the welfare measures to safe guars the health of factory. Worker

within the work place has been made statutory under the factories the Act, 1948.

These provisions ensure that conditions of work, as far as possible, so not adversely

affect their health. These relates mainly to cleanliness disposal of waster and attluent,

ventilation, control of temperature, elimination of dust and fumes, artificial water

facilities, latrines, urinals and spittoons, washing facilities, facilities for storing and

drying clothes, facilities for sitting, rest shelters, first-aid appliances, canteens,

checkrooms and creates. The establishment covered under factories Act, 1948 is

statutorily required to provide all such welfare facilities.

The welfare amenities provided outside the word places are generally

no statutory in nature are include housing recreation medical are transport facilities,

etc.

Twenty years later the planning commission realized the importance of

labor welfare, when it observed that in order to get best out of worker in the matter of

production, working condition required to be include to a large extent. The should at

least have the means of facilities to keep himself in a state of health and efficiency

this is primarily a question of adequate nutrition and suitable housing conditions the

working condition should be such as to safeguard his health and protect him against

occupational hazards. The work place should provide reasonable amenities for his

essential needs the worker should also be equipped with necessary technical training

and a certain level of general education. The needs for labor welfare arise from very

nature of industrial system which is characterized basic to the facts the condition

answer which work is carried on are not congenial for health; and second when labour

joins industry he has to work in an entire strange atmosphere creating problems of

adjustment one another cal these to facts the long arm of job and the social invasion of

the factory.

The working environment in a factory adversely affects the worker’s

health because of the excessive heat or cold, noise, odour, tumes, dust, insanitation

and lack of pure air. This leads to occupational health hazard and respiratory

diseases.

Providing better service and work conditions devices and

compensatory benefit in case of accidents or injury or disablement can minimize these

adverse effects. This has been referred to as the ling arm of the job, which stretches

out its adverse effects on the worker long his normal 8 hours work Hence the need for

provision welfare services within true premises of the factory mine or a plantation.

“When a worker who is generally a rural life, come to work in a

factory, he hay to work and live in unhealthy, congested factories and slum areas,

with no out door recreation facilities. To escape from firing conditions of tedious and

tiresome job, be absents himself becomes irregular and often indiscipline. All these

changes have been return to as the social invasion of the factory. Hence the need for

providing welfare service, for whether improves condition of work and life for

employees.

Whatever leads to increasing adaptation of the worker to his task and

whatever make him fully contented lesion his desire or need to leave the factory for a

time and lighten for him and the factory.

1.2. SAIL AND ITS UNITS

SAIL- Steel Authority of India Limited is one of the “Navarathna companies”

the business of steed with an annual turnover of around Rs. 19000 courses. Sail ranks 15 th

position among the steel producers of the world and it has the capacity to produce Indian’s

most precious raw material- 12.5 million tones of crude steel and saleable steel capacity

around 9.8 million tones.

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 construction, engineering, power, railway, automotive and defence

industries and for sale in export markets.

Ranked amongst 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 and coils, galvanised sheets, electrical sheets, structurals,

railway products, plates, bars and rods, stainless steel and other alloy 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 materials, including the Company's iron ore, limestone and dolomite

mines. The company has the distinction of being India’s second largest producer of

iron ore and of having the country’s second largest mines network. This gives SAIL a

competitive edge in terms of captive availability of iron ore, limestone, and dolomite

which are inputs for steel making.

SAIL's wide range of long and flat steel products are much in demand in the

domestic as well as the international market. This vital responsibility is carried out by

SAIL's own Central Marketing Organisation (CMO) that transacts business through

its network of 37 Branch Sales Offices spread across the four regions, 25

Departmental Warehouses, 42 Consignment Agents and 27 Customer Contact

Offices. CMO’s domestic marketing effort is supplemented by its ever widening

network of rural dealers who meet the demands of the smallest customers in the

remotest corners of the country. With the total number of dealers over 2000 , SAIL's

wide marketing spread ensures availability of quality steel in virtually all the districts

of the country.

SAIL's International Trade Division ( ITD), in New Delhi- an ISO 9001:2000

accredited unit of CMO, undertakes exports of Mild Steel products and Pig Iron from

SAIL’s five integrated steel plants.

With technical and managerial expertise and know-how in steel making gained

over four decades, SAIL's Consultancy Division (SAILCON) at New Delhi offers

services and consultancy to clients world-wide.

SAIL has 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

Engineering and Technology (CET), Management Training Institute (MTI) and Safety

Organisation at Ranchi. Our captive mines are under the control of the Raw Materials

Division in Kolkata. The Environment Management Division and Growth Division of

SAIL operate from their headquarters in Kolkata. Almost all our plants and major

units are ISO Certified.

STEEL INDUSTRY IN INDIA AND SAIL;-

Whether it is power, water, irrigation railways, petroleum, housing, defense

or industry the country’s net economic capability depends on steel. SAIL produces over 27%

of India’s steel requirements. A part from steel, a number of by-products, that are critical

inputs of making vital sectors of economy are produced by SAIL, ‘RAJA, SONA,’ the two

brand of fertilizers produced by SAIL have contributed their mite to user in the green

revolution.

SAIL – the integrated company comprises the following units 1 Subsidiaries;

UNITS:

1. Bhilai steel plant, Bhilai, Chattisgarh

2. Bokaro steel, Bokaro, Jhstksnd

3. Durgapur steel plant, Durgapur west Bengal

4. Rourkela steel plant, Rourkela, Orissa

5. Alloy steel plant, Durgaur, West Bengal.

6. Salem Steel Plant, Salem, Tamilnadu.

7. Visreswarayya iron steel plant, Bhadravati, - Karnataka.

8. Central marketing organization, Calcutta, West Bengal

9. Research development center for iron and steel, Ranchi

10. Management training institute – Ranchi

11. Center for Engineering and Technology, Ranchi

12. Raw materials Division, Calcutta

13. SAIL, sweaty organization,

14. SAIL, consultancy division, New Delhi

15. Environment management Division, Calcutta

16. Growth Division, Calcutta.

SUBSIDIARIES;-

1. Indian Iron and steel company, Burnpur, West Bengal.

2. Maharastra Electro smelt Ltd, Chandrapur, Maharastra.

MAJOR UNITS

ROURKELA STEEL PLANT

To Rourkela goes the credit of having been the first steel plant in the public

sector to come into production. The first coke over battery was lighted on December 3, 1958

and the first blast furnace was commissioned on February 3, 1959. The first heat of LD

oxygen blown steel was made on December 27, 1959. The Hot Strip Mill was commissioned

on February 28, 1961.

Rourkela Steel Plant has the unique distinction of being the trend setter with

regard to the technology of iron and steel in the country. It was here that LD oxygen steel

making was adopted at a time when even leading steel producers of the world had not opted

for it. A singular feature of Rourkela is its fertilizer plant, which was specially conceived to

utilize the nitrogen available from the air separation units of oxygen plant and hydrogen to be

separated from the air separation units of oxygen plant and hydrogen to be separated from the

coke oven gas. It was the first integrated steel plant in India designed to produce only flat

products.

With the recent modernization activities the plant’s production capacity has

been enhanced to 1.9 MT of Crude Steel.

BHILAI STEEL PLANT

The plant began its operation on January 31, 1959 when coke over batter

No.1 was commissioned. The first blast furnace was inaugurated on February 4, 1959 and

production of steel started on October 12, 1959 with the commissioning of open hearth

furnace No, 1. The million ton plant was completed in 1961. Bhilai has the unique

distinction of being the first public sector steel plant to have reached the rated level of

production of one million ton of ingot steel during 1962-63. The expansion of the plant to 2.5

million tons of ingot steel was taken up during the sixties. A Significant feature was the

installation of 500 ton capacity open hearth furnaces. The last unit of the expansion was a

high speed multistrand wire rod mill, commissioned in September 1987.

The Plant has already been expanded to a capacity of 4.0 million tons of ingot

steel. The new stream has the BOF process of steel making, continuous casting and a 3600

mm wide Plate Mill, which is one of the biggest of its kind in Asia. Bhilai Steel Plant won

the Prime Minister’s Trophy for “The Best Integrated Steel Plant” in the country thrice in four

years since inception of the award.

DURGAPUR STEEL PLANT

Erected in West Bengal in the late fifties, the plant started with a capacity of

one million tonne of ingot steal per annum. Production of iron began of December 29, 1959

and the first steel ingot was made on April 24, 1960. It was subsequently expanded to 1.6

million tonne capacity in sixties. The Plant is a major producer of railway materials like

wheels and axis, fish plates and sleepers. It also produces light and medium sections,

merchant sections and skelp. The production capacity of Durgapur Steel Plant has further

been expanded to 1.876 MT Crude Steel.

BOKARD STEEL PLANT

Bokaro Steel Limited (BSL) was formed on January 29, 1964 to carry out the

project. The project took off with the signing of a agreement with the Government of USSR

on January 25, 1963. The construction stated on April 6, 1968. The first coke oven battery

was commissioned on September 9, 1972, the first blast furnace on October 3, 1976 and the

first converter was commissioned on January 3, 1974. The Indian engineering and equipment

suppliers played a major role in setting up of this plant. The plant was envisaged with an

initial capacity of 1.7 million tones of ingot steel output is rated at 4.5 MT. The plant is

designed to produce hot and cold rolled sheets, colls in many specifications and sizes.

IISCO STEEL PLANT

ISSCO is the second old set integrated steel in India, next to TISCO. The

plant was taken over by the Government of India on July 14, 1972 and it was a fully owned

subsidiary of SAIL. Now it merged with SAIL with effect from 16 th February 2006 and

renamed as IISCO Steel Plant (ISP). The plant has a capacity of producing 0.4 million tones

of ingot steel per annum, Steel is made by Duplex process using acid Bassemer converters

and basis open hearth furnaces. It has a wide range of products including structurals, special

section, rails, bars, hot rolled and galvanized sheets. Spun iron pipes are produced in its units

at Kulti and Ujjain.

ALLOY STEELS PLANT

Alloy Steels plant was installed at Durgapur with 1, 00,000 tonnes of ingot

steel capacity in 1960, with Japanese assistance. This is the largest alloy steel producing unit

in the country. The plant was subsequently expanded to a capacity of 1, 60,000 tonnes. The

plant is being further expanded under the Stage-II expansion programme to augment the crude

steel capacity to 2, 46,000 tonnes per year. The plant has one slab-cum-twin bloom

continuous casting machine, the only of its kind in India.

1.3 IMPORTANCE OF THE STUDY; -

The examination of the significance and objectives of the labour welfare

measures makes one to realize that the program of welfare measures inevitable in the present

industrial life statutory welfare measure consisting of both statutory and non statutory are

essentials to employees to their effective task performance provision of adequate labour

welfare measure involves continues improvement if employees and their and improving the

quality of their life.

Every organization needs effective labour needs effective labour force to

increase the efficiency and productivity of the entire organization, for this adequate statutory

and non statutory welfare measures should be provided by the organization so this study aims

to examine adequacy of existing labour welfare measures provided by the salem steel plant

and to find out how for the employees are satisfies with these statutory and non statutory

welfare measures.

1.4 REVIEW OF LITERATURE:-

From the very beginning of Industrial revolution in England the working

class has become very important segment in the society with the growth in industrial

development the number of working class had multiplied manifold and has emerged as very

strong pressure group in almost all the countries in the world. In present times the labour has

become concern of academics. It has sere toped of a separate field of study. Various

disciplines in social sciences viz.., Economics public administration, management, law and

psychology has included it in their curriculum and larges number of studies have been

conducted pertaining to the various aspects of labour problem in India and other countries of

the world.

In the present study the researcher has revered the studies of selected scholars

and reports of injuries commissions related to problems of labour welfare in India.

Srinivasan (1956), the author being experienced excusive had fealty with the

workers engaged in the color gold mines in Karnataka. He had dealt aspects like socio

economic conditions of workers and details about the welfare problems in the mining industry

and some fruitful suggestion have been delineated. Learned author studied the level of

indebtedness, absenteeism, income and expenditure, socio-economic background of workers

in Kolar mines.

Sur (1956), this book may viewed as consisting of three party. The first part

consisting of international comparisons. The second part may be seemed to be an analysis of

the important factors having a bearing of collective par fining in India. These factors have

been identified as the government management attitudes and the trade union rivalry.

The chapter 7 entitled, “Features of collective Bargaining” is an original

contribution But its authenticity is obviously limited to those cases with which the author is

familiar. The third part, which is probably of greatest importance, to research minded and the

appendix I devoted to analysis of 21 collective agreements.

For assessing the future of collective bar gaining in India, the second part of

the book is most important while there much in it, particularly, with which the reviewer will

hardly go along on certain other matters disagreement with her is almost an avoidable.

Author does not have a single critical observation to make in this respect. Indeed she seems

to be taking great in avoiding a stand of matters impinging upon public policy aspects of

industrial relations.

Bose (1969) the author Dr. (Smt) maitreyee Bose an M.P., has in her article

presented various problems concerning the employment of women in different industries she

has examined with more and more employment of the women workers in productive work

can be taken as the indication of progress and has analyzed the question of women’s

employment in the light of its economic impact on family as well as on society.

National commission (1969) the report of this commission was appointed in 1966 had

reviewed many aspect of labor welfare in India such as exciting conditions of labour.

Legislative measures available to protect their interest level of workers earnings, standard of

living and various welfare facilities viz., health and medical facilities, canteens, creaches,

housing transportation recreational provision of family planning and adult education etc.,

were studied in detail for this purpose if had studied manufacturing industries, mining,

plantations and agriculture sectors. It had reviewed the existing welfare facilities in rural

areas also.

NATIONAL COMMISSION : (19720) In conjunction with the passage in 1970 of

the occupational safety and health Act congress established a National commission undertake

a compensation law in order to determine if such provide an adequate, prompt, equitable

system the compensation. The work in hand is the result of the mandated study and

evaluation.

This report contains 3 major sections:

A presentation of objectives for a modern workmen compensation

programs.

An evaluation of state workmen’s compensation programs and

recommendations. And

A discussion of a future of workmen’s compensation.

Analysis and evaluation can’t take place in a vacuum; they need to be

undertaken against a backdrop of objectives. The frameworks of objectives utilized to the

commission include.

Broad coverage of employees and work related injuries and diseases.

Substantial protection against interruption of income

Provision of accident medical care and rehabilitation service.

Dixon, Jr. (1973) in this volume Dixon has made a significant contribution by

his analysis of the problems of administrating the disability provisions of the social security

Act.

He has collected and analyzed information from many sources, including court cases,

administrative hearings and prior studies and has appeared the standards and administrative

procedures involved in this complex social insurance programme.

The author demonstrates his extensive knowledge on the subjects in the chapter’s

dealings with the problem of processing a claim and the social security administrations lack

of clarity in outlining disability standards and its consistency in applying claim. The relation

of court action to these problems is also effectively considered in the author’s analysis. The

author refers to President Roosevelt’s statement that if the old age programme were set up as

insurance, in resistant to being undermined by subsequent administrations.

Sharma (1982), The study throws light on the history at labour movement,

origin, growth and development. It defects the picture at a long historical movement of

organized labour full strings and stresses from 1885-1980. The author also predicts lighting

fresher upon Indian trade unions for change and adaptability.

In the last experiments in workers participation in management and the problems

arising out of in India have been discussed, so the various articles brought together in this

book reflect appreciation of the labour in Indian economic development.

The above mentioned studies have some how covered problems of labour welfare but

their main thrust was on industrial relations, trade unionism, and workers participation in the

management.

The author has studied the problems welfare, role of trade unions in labour welfare,

socio economic conditions at workers, role of administrative machinery in labour welfare and

performance evolution of labour welfare, provision in the public and private sectors in

comparative perspective.

1.5. Objective of the Study

1. The identify the need and importance of welfare measures in the

organization.

2. To study the level of attitude of employees towards satisfactory

welfare measures.

3. To ascertain the level of attitude of employees towards non statutory

welfare measures of the company

4. To examine the level attitude of different category of employees

towards welfare measures of the company.

5. To find out the problems of employees in welfare measures and offer

suitable suggestion on the basic of the findings of the study.

6. To find out the relationship between demographic variables

employees attitude towards welfare measures.

1.6. METHODOLOGY

This study is mainly based on primary data. The primary data is collected by

means of a well designed questionnaire containing questions about employee’s satisfaction on

the various labour welfare measures provided by Salem steel plant.

The researcher also collected secondary data from the sources such as news

line., annual reports, magazines and various records at Salem Steel plant.

The researcher has a personnel discussion with executives and non-

executives in Salem steel plant.

SAMPLING

The main focus at study is labour welfare measures in Salem Steel Plant. A

simple Random sampling method is adopted to carry out the study. In this connection out of

1028 non executives 110 non executives are selected on random basis, covering almost all the

departments. Data arte collected or the researcher in person with the questionnaire.

The questionnaire has been designed ion such away as to meet a cross section

of various employees representing various departments at Salem steel plant.

1.7. LIMITATION OF THE STUDY

Any research study would be facing certain limitations, technical or

procedural or otherwise the present study has not been an exception to this rule and had come

across certain limitation the following are few of such constrains.

The study was fined confined only to non Executives.

The study has to be completed with in a stipulated time period and

hence time was a major constraint.

Reluctance of concerned person to spend enough time for answering

the questions was considered to be another major can strait.

The sample size is restricted date time constrains.

Due to prejudice, respondents might have given false information

which learns to biased conclusion.

Despite the above limitations every attempt has been made to complete

attempt has been made to complete the research work in best possible manner.

CHAPTER – 2

LABOUR WELFARE SCOPS AND CLASSIFICATION

INTRODUCTION:-

The concert of labour is interpreted in numerous,

To the variability of social institutions, degree of industrialization in social

and economic development in different times, consequently, the concept of labour welfare

also is approachable from many angles. As the concept is relative to the labour and place and

place and the changes in the economic and scientific government, it is defined in different

ways by different persons and bardies”

DEFINITIONS:-

To give a simple definition, labour welfare means the efforts to male life

worth living for workers.

The encyclopedia of social sciences defines labour welfare as “the voluntary

efforts of the employers to establish within the existing industrial system, working and

something living and cultural conditions of the employees beyond that which in requited by

law, the conditions of the markets.”

The Royal commission on labour was the view that “welfare is one which

must necessarily be elastic, bearing a somewhat different interpretation in one country from

another according to the different social customs, the degree of industrialization and the

educational development of the worker.

The labour Investigation committee had includes under welfare

activities, “anything done for the intellectual, physical , moral and economic

betterment of the workers, whether by government of by other agencies, over and

above what is laid down by law or what is normally exacted as part of the contractual

benefits for which the workers may have bargained.”

2.2 Classification of Labour Welfare Activities:-

In 1963, the Committee of experts on welfare facilities for Industrial workers

convened by ILO brought the entire range of labour welfare activities within the first two

groups. The ILO recommended what types of services should be offered within the precincts

of the industrial establishment and what should be provided outside the establishment.

As intra mural activities it recommended

a) Urinal and Latrines

b) Washing and bathing facilities

c) Creches

d) Canteens

e) Good drinking water

f) Rest shelters

g) Health Services

h) Industrial safety

i) Protective clothing

An administrative set up within to supervise the welfare activities. As extra mural

activities the ILO recommend activities such as

a) Maternity benefits

b) Social insurance measures like gratuity, provident fund etc,.

c) Medical facilities including family planning and child

welfare

d) Educational facilities

e) Housing schemes

f) Leave and travel facilities

g) Recreational facilities

h) Worker’s co-operatives

i) Vocational training Programs and

j) Transport facilities from and to the working place, labour

welfare activities can also be classified as;

1. Statutory welfare works

2. Mutual welfare works

Statutory welfare works may be further classified into;-

1. Those which are mandatory irrespective the number of employees,

and

2. Those which are mandatory subject to the employment of a certain

number of workers mentioned in the statute.

STATUTORY WELFARE PROVISIONS:-

Since independence, the government of Indian has parsed several enactments

like the factories Act, minimum wages Act, Industrial disputes Act, workmen’s compensation

Act etc., to ensure a fair deal to employees in various aspects of the in employment, while

some of the enactments are applied to all industrial establishments irrespective of there seizes

or the number of personal employed by them, some enactments are made applicable only in

cases. Where a specified number of persons employed as a minimum requirement.

The scope of the various statutory differ from one industry to another rand

from one type of welfare measure to another for example, factories Act is made applicable

only to such factories which employ or more workers it they requite power supply and where

20 or more workers are employed if no power is require;-

MUTUAL WELFARE ACTIVITIES

These include welfare activities initiated by workers themselves for instance

the trade unions undertake many welfare activities to a achieve social and economic

advancement of the member workers, The textile labour Association at ahmedabad is

maintaining centres for training women in handicrafts, study homes, nursery schools and

welfare centres for the children of workers, consumer co-operatives, Co-operatives credit

societies and housing societies. The Rail men’s union is maintaining Co-operative societies

for its members. The Indian Federation of labour undertakes various welfare activities like

organizing social and cultural gathering indoor and outdoor games, medical educational and

recreational facilities through the labour welfare centres.

CHAPTER – III

COMPANY PROFILE

3.1. Profile of the Salem Steel Plant

A steel plant in Salem was a long cherished dream. Government of India decided in

May 15, 1972 to set up an integrated special steels plant at Salem in the state of Tamil Nadu

for the production of sheets and strips of electrical, stainless and other special and mild

steels on the basis of sound techno-economic considerations.

The construction of the plant was inaugurated in June 13, 1972 by the late Shri

Mohan Kumaramangalam, the then Minister for Steel & Mines. Thus a dream of having a

steel plant in Salem had started taking a shape in the foot hills of Kajamala. The company

“Salem Steel Limited” was registered on October 25, 1972. It was a Government of India

undertaking and subsidiary of steel Authority of India Limited (SAIL). Shri V Subramanian

was the Managing Director of the Salem Steel Limited.

The plant was designed to roll out 32,000 tonnes of cold rolled stainless steel strips

and wide sheets per annum in the first phase. Situated in Tamil Nadu, the plant brings to India

the latest sophistication in cold rolling technology. In the second phase, the production

capacity was increased to 70,000 tonnes per annum by installing the second Sendzimir Mill.

Stainless steel from Salem finds application in many industries nuclear, petroleum, chemicals,

fertilizer, food processing, pharmaceuticals, dairy, household appliances and cutlery. The

Plant is actively pursuing development activities to promote use of stainless steel in new areas

Blanking Line was commissioned during the year 1993 with a capacity of producing 3000 T

coin blanks per annum and the provision is there to make utility blanks.

PRODUCT-MIX PROCESS, EQUIPMENT AND

INFRASTRUCTURE OF HOT ROLLING MILL

Hot Rolling Steckel Mill

The Hot Rolling Mill Complex consists of a Slab Yard, a Walking Beam

Reheating Fumes a Roughing Mill, a Single Sand 4 Hugh Reversible Steckel Nill, a Down

Coiler and Coil Yard for marking, cooling & dispatch. The major equipments excepting for

the Walking Been Reheating Furnace have been supplied by M/s SCHLOEMANN –

SIEMAG (SMS) of Germany.

Product Mix

With the commissioning of Hot Rolling Steckel Mill, Salem Steel Plant has

also entered the market of carbon steels. The Hot Rolling Steckel Mill is capable of producing

both stainless as well as non-stainless steels. In case of carbon steels the minimum thickness

which can be achieved is 1.6 mm and in the case of stainless steel the minimum thickness

achieved would be 2.0 mm. The mill has the capacity to roll upto 1300 mm width.

PROCESS :

Slabs of carbon steel (or) stainless steel are received through wagons from

Alloy Steels Plant. Durgapur of Bhilai Steel Plant, of from abroad and stored in slab storage

yard. As per the schedule the slabs are charged in the Walking Beam Reheating Furnace and

annealed to a suitable temperature. Later these slabs are discharged from furnace and sent to

Roughing Mill. In Roughing Mill the slaps are rolled to transfer bar to a thickness of 25 mm

and send to steckel Mill for further reduction. Having achieved the required thickness, the

material is cooled with the system of laminar cooling incase of carbon steel and coiled in

Down coiler. In case of stainless steel the material is directly coiled in down coiler after

natural cooling. From Down coiler HR coils are taken to CRM or customers through trucks.

PRODUCT - MIX, PROCESS, EQUIPMENT AND

INFRASTRUCTURE OF COLD ROLLING MILL

In the phase I & II hot brands (not rolled stainless steel coils) of 4 mm to

6 mm thickness as input material were imported to produce cold rolled stainless steel coils

and sheets. With the commissioning of the Hot Rolling Mill, this route has been redundant.

As part of reverse integration, the Hot Rolling Steckel Mill supplies the

required Hot Rolled Coils (HRC) input to CRM and also produces HRC of non – stainless

steels (carbon steel)

The product – mix of the plant is so designed as to meet the growing needs of

sophisticated industries like petroleum, chemicals, pharmaceuticals, fertilizers, paper and pulp

making, textiles and dairy equipments, besides Railway requirements, electrical appliances,

domestic utensils and decorative materials.

Salem Steel Plant is producing cold rolled stainless coils and sheets of

thickness ranging from 0.3 mm to 6.00mm with a width upto 1250mm in austenitic, ferritic

and martenstic grades.

Apart from cold rolled (CR) products, hot rolled (HR) products of stainless

steel of different thicknesses and HR products of non-stainless steel (carbon steel) are also

produced.

Major equipment and other facilities.

The major production facilities include

1. Coil Build-up line

2. Bell Annealing Fumaces-3 nos

3. Annealing and picking Lins-2 nos

4. 20 High Sendzimir cold rolling Mill-2 nos

5. Roll Grinding Shop

6. Strip Grinding shop

7. Skin pass Mill

8. Shearing Line

9. Slitting Line

10. Coil Inspection and Dividing Line

11. Cut to Length Line

12. Blanking Line

13. Sheet Grinding and polishing Unit

14. Stretcher Leveller

15. Resquaring Shear

16. Utility Services.

Product Mix

Salem Steel Plant Specialises in the production of wide cold rolled stainless

steel sheets and coils. During the first stage, the plant had a capacity to produce 32000 tonnes

of stainless steel sheets and coils with thickness ranging from 0.3mm to 6.00mm and widths

varying from 600 mm to 1250mm. For sheets the length varies from 500 to 400mm. For slit

coils, the minimum width can be as low as 50 mm. In addition to the common 2D and 2B

Finishes, a wide range of surface finishes, mirror and hair-line finishes are produced in a

variety of grades, conforming to international standards.

PROCESS

Salem Steel Plant employees the latest technology in cold rolling and

incorporates the most modern equipments, supplied by the leading machinery manufactures

all over the world.

The raw material for Salem Steel plant is hot rolled stainless steel coils,

called hot bands. These coils are processed in Coll Build-up line (CBL) Colls from CBL are

softened and desalted in Annealing and Picking Lines (APL). From here they are sent for cold

rolling in the Sendzimir Mill (Mill) to the desired final thickness. The cold rolled coils are

again softened and descaled to obtain the optimum finish and mechanical properties. These

are passed through the Skin KPass Mill (SPM) to give a bright finish and necessary flatness.

The coils are ultimately either silt or sheared in finished products in the form of slit/divided

coils or cut-lengths. The special surface finishes are obtained in sheet from in the Sheet

Grinding and in the Sheet Grinding and in the coil form in the Strip Grinding Line (SGL)

Equipment Suppliers and other agencies of CRM;

The Salem Steel Plant bears contribution by way of equipment supplies from

13 major foreign suppliers in eight countries, twelve public sector undertakings and several

private sector industries in India In value, only 38 percent of the equipment have been paid in

foreign exchange, with 20 per cent supplied by public sector undertakings in India and 42 per

cent supplied by Indian private sector. The erection of the equipments is totally Indian, the

Hindustan Steel Worker Construction Limited providing civil and structural requirements and

Tamilnadu Water supply And Drainage (TWAD) Board providing water supply and sewage

facilities. One of the biggest Liquefied Petroleum Gas storage facilities in the country is at

Salem Steel Plant, put up by Indian agencies.

The production know-how for cold rolling stainless steel and finishing was

obtained from M/s Ugine of France.

The Blanking line, supplied by M/s Schuler, Germany, uses the state of the

art technology to produce high quality stainless steel blanks for coins and utility purposes. It

consists of a 160 Tonns capacity press with scope for 60 to 630 strokes per minute. The Line

has facility for deburring, degreasing, rimming, annealing & pickling, counting and packing

facility. The press supplies 25 paise, 50 paise, and Re. 1 coin blanks to the Government of

India.

Distinctions:

Salem Steel plant was commissioned on scheduled date i.e. September 13,

1981 by Shri AS Gill, secretary, Department of steel, Ministry of steel & mines, Government

of India production was commenced. The plant was formally inaugurated on march 13, 1982

by Shri Narayan Datt Tiwari, the then Hon’ble Minister for industry, Steel & Mines,

Government of India.

Salem Steel Plant has the Distinction of being one among the very few

projects of this magnitude in recent years which were completed right on schedule.

The Plant’s production has exceeded the rated capacity.

The Products marked by Salem Steel Plant have own customer appreciation

for their quality and mechanical characteristics.

The Plant has had the unique distinction of begging international awards for

its safety record. The British Council conferred on Salem Steel Plant the “Sword of Honour”

for the years 1984 and 1986 in recognition of the safety standards and performance. Apart

from this, a number of other State and National awards have been received.

3.2. WELFARE FACILITIES IN SALEM STEEL PLANT

MEDICAL FACILITIES:

Salem steel plant has a separate hospital for the medical treatment of

employees and their family members. The hospital is located inside the Mohan Nagar

township treatment for almost all types of disease is given in the hospital for specific chronic

cases, the chief of medical service refer such cases to specialized hospital like CMC, Apollo

hospitals the expenses will be reimburses by the SSP. The employees are allowed to take

ayurvedic and homeopathy treatment which will be paid by the SSP.

Hospital is well equipped with the modern facilities. It has more than 40 beds &

Intensive care units. The hospital functions round the clock. It also has on occupational

health center situated with in the plant premises for the treatment of employees in case at

emergency.

ELIGIBLE

The eligible persons to take treatment in main hospital are employees wife /

husband, unmarried sons / daughters, father and mother.

MEDICAL SERVICE

The Hospital conducts medical camp every year around the villages

surrounding the plant area.

RESIDENTIAL QUARTERS

Residential Quarters is situated away 3km from main plant. The township is

well designed, with good sanitation facility. The Quarters has a 4type such as A Type, B

Type, C Type. The allotment is based on the grade and seniority position. A Type is meant

only for Non Executives, B Type is for both senior Non Executives and Junior Executives. C

Type & D Type is meant only for Executives. The Town administration Department is taking

care of its maintenance and allotment etc.,

Monet provides the cable TV facility to all Residential Quarters. About 50

Channels Telecasted in the Quarters.

TRANSPORT

Employees Residence were at different place of the Salem. In order to

facilitate them SSP has made an agreement with TNSTC-SALEM to ply bused from old bus

stand during the shift time.

SCHOOL

School is located in Mohan Nayar Township. The School Name is “SRI

VIDYA MANDIR MATRICULATION & HIGHER SECONDARY SCHOOL”. The School

came into existence during the year 1982. The school provides quality education to children

of employees. Salem Steel Plant aids financial assistance & Support to the School.

CO-OPERATIVE STORE

Co-Operative store is functioning in Mohan Nayar Township. LPG is one of

the important benefits Enjoyed by the Employees. This is a only place where LPG is given

by Credit system in India. Co-operative store sells at the cosmetic items, Durable & Non

Durable goods. Luxury goods such as Grinder, Mixi are also sold with 4 Equal installments.

RECREATION:

Nehru park is location in Mohan Nayar Town ship covering wide area.

Children park is locations very close to the quarter the children. The park is maintained with

good drinking water facilities.

Steel family club, Muthamil Mandram are the non profit Entertainment

organization run by the members at non Executives. This shows that SSP employees unity.

These organization conduct various Entertainment programs such as Dance, Rangoli, Skit,

Drama, Natupura pattu, Karakattam, Oilattam etc.,

SPORTS & GAMES:

A sport is important for all age group, because it is the only medicine for

good health and to develop the co-operative among Employees. Cricket, Football, Tennis,

Basketball, shuttle are played by employees. Employees were sent to the tournament at

National level. Every year on SAIL DAY Athletics were conducted the winners were given a

trophy, medal & certificates

GYM:

Gym is functioning in SSP for the benefit of employees and their spouse. The

monthly fee is just Rs. 10.

LIBRARY:

Town ship library helps to employees & their family. Tamil, Malayalam,

Kannada, Hindi, Telugu, English books are there in library. Competitive success Review

Readers digest, wisdom, manorema vear book helps to the students to learn for the

competitive exams, four English daily News paper and 2 Daily Tamil News paper were

bought by library and also monthly & fortnight magazine such as Gokulam kathir, India

Today, Front line, Kumudam Bakti, Anmigem are the Books available in library.

CANTEEN:

The world “Canteen” generally signifies a place where eatable and drinks are

served, and also container for carring (and Serving) drinks & eatables. In Industries the term

canteen refers a place at the work place in which whole some fond and drinks are provided to

workers at subsidized rate.

SSP has 3 Canteen at HRM, CRM, Admin Canteen is located near

Administration Department outside the plant Area. HRM canteen is located near HRM, CRM

canteen is located near CRM. These canteens serve to the Employees working near to that

particular area. The rate of canteen Food is very cheap with good Quality

Price list is given in the following tables:

Items Coffee Tea Lunch -- Vada Pongal iriyani

Price 25P 5pm Re. 1 10p 15.p 40.p 40.p

SAFETY:

The term “accident” is used in the sense of injure to the workers occurring

during in the course of this employment.

Three injuries is not happened but are caused. This means accidents are not

accidental but are logical in the sense that they follow from foreseeable causes or from causes

which could have been avoided. In order to avoid or reduce the accident the SSP given safety

equipments to their employees such as mask Earmuffs, Belts, shields, shoe, Helmets.

Safely is important it has direct effect on productions, safety is important for

the individual as well as SSP as whole. A Separate department at safety is functioning in the

plant.

Fire service station is location near the Industrial premises, which is

controlled by central Industrial security Core (CLSF). There are installations of safety alarm,

smoke defectors waters sprinkles at advantage locations to take care of the emergency

situations With regard to safety front organization refresher courses are conducted to the

employees for the safety measures and practices No person allowed inside the plant area

without the helmet, if they enter without helmet they liable to pay fine.

GRIEVANCES REDRESSAL SYSTEM:

Grievance is a complaint stemming from an injustice or injury, real or

imaginary SSP has its own system of handing grievance there are two systems of handing

grievances in SSP.

They are

1. Recording in the Register

2. By Mutual Understanding

The line manager is response for solving the problems of the employees

TRAINING & DEVELOPMENT:

HRD center caters all the training needs of all the departments of SSP

Training is imparted of the Employees to UP Grade the skills, refresh the standard, operating

practices Etc Salem Steel Plant Training Department takes the Faculty support of Experts

from – department SSP have developed a dedicated team for conducting draining on various

subjects.

The following training programmers are conducts by the HRD center.

HUMAN RELATION AT WORK:

This course is imparted to the Non- Executive Employees in various

departments with a view to further strengthen better human relationship at the shop floor

level.

SELF DEVELOPMENT:-

Employees in SSP are going in age, highly motivated and have a lot of

aspiration to go up to in life to give tam a kind of enthusiastic support in their developmental

goals, this course is conducted with the help of External facility. The course has an impact on

the generals thinking and attitude of the employees to work.

CONFLICT RESOLUTION AND ABILITY TO WORK IN A

TEAM:

Conflict resolutions and ability to work in a team is an essential ingredient of

group interaction situation. Hence this course finds an important place in the training needs

identified for non-Executive employees.

COMMUNICATION SKILLS;

The communication is the life blood of organization. The communication

must be Effective. So in order to develop communications skills this course gain importance

to all level of employees.

HIGHER EDUCATION:

SSP encourages their employees to pursue higher education. To motivate

their employees, the SSP reward with Rs. 10,000 for engineering reducing the promotion of 6

months. Clusters Reduction to 7 years from 9 years to becomer eligible for executives.

From S- 10 to E -0

Rs. 2000 for employees who completes matriculation.

PROMOTION:-

Promotion is a positive motivation to the workers. When the workers are

promoted to next higher grade they will be motivated, the production also increases.

The types of promotions are followed in SSP

1. With in clusters

2. Between Clusters.

Within Clusters Between Cluster

S -1 to S -2 S -2 to S -3

S -3 to S -4 S -5 to S -6

S -4 to S -5 S -8 to S -9

S -7 to S -7 S -10 to S -0

S -9 to S -10

PROMOTIONAL ACTIVITIES:-

Non executive are promoted according to their performances. The Appraisal

is made at the end of every calendar is made of the end of every calendar year. The HOD is

responsible for the assessing the performance of the employees the Performance Review

committee will allot credit points to the employees and the will be converted into grades.

The following are the factors to consider for the promotion. It may vary

according to the grade of promotion.

Job Performance

Often Dance and Punctuality

Discipline

Safety and house keeping

Quality of output

Quantity of output

Job knowledge and skill

Dependability

Co-operative

Initiative and Resource fullness

Ability to supervise

Ability to Analyze

SALARY AND INCREMENT:

Money is the blood of the life money is the only financial assistants which

satisfies the needs of human being. With out money no person can run the life Affiancing

high degree of standard of life can be active only by money.

SSP employees get salary on 7th day of every month. In case of Sunday or

Govt. holiday the salary day will be 6th day of month. The basic pay will be differ according

to the grade.

TRADE UNIONS;

Trade unions are organized by workers to solve the labour problem various

agencies in the field of labour have fried to tackle the labour problem. The state has used the

methods labours legislation and labour administration. Various labour laws were passed to

protect workers and to give their due rights. The best agency which the workers can use for

dealing with the labour problems is their own organization known as the traduce union.

Workers organize themselves into trade unions. Primarily to solve their own grievances,

which may be economics, social or psychological the nature.

SSP Employees were formed trade union to solve their problems. The

following are the trade unions functioning in SSP.

INTUL, CITU, SC/ST EMPLOYEES UNION, SSP PATTACL THOLIR

SANGAM, RUMBALAI ANNA THOZHILALAR SANGAM, URUKKALA,

THOZILALAR MUNNETRA SANGAM, SSPU.

AWARD REWARD TO EMPLOYEES;

Every year SSP gives this to the employees to motivate their work. Award &

Reward is given to employees who give fine suggestion, which would benefit to the company.

CHAPTER – IV

ANALYSIS INTERPRETATION

INTRODUCTION

One of the objectives of an organization is to create an environment in which

personal are seasonably motivated to perform their job own objectives, the personnel can be

motivated only when management identities the craving needs of the employees.

This study is conducts in the sample units in order to measure the satisfactory

level of employees with regard to the welfare facilities provided by the salem steel plant to its

employees.

TABLE NO 4.1

CLASSIFICATION OF RESPONDENTS ACCORDING TO AGE

AGENO OF

RESPONDENTSPERCENTAGE

30-40 25 22.72%

40-50 44 40.00%

50-60 41 37.23%

TOTAL 110 100.00

The table 4.1shows the clarification of respondents according to their age.

The table reveals of respondents in 22.72% are fall on the age group between age in the group

40-50 and 37.27% of the respondents are in the age group 50-60.

CHART NO 4.1

CLASSIFICATION OF RESPONDENTS ACCORDING TO AGE

TABLE NO. 4.2

OPINION OF EMPLOYEES WITH RESPECT TO SALARY

OPINIONNO.OFRESPONDENS

PERCENTAGE

Highly Satisfied 34 30.91

Partly Satisfied 68 61.82

Not Satisfied 08 07.27

TOTAL 110 100.00

The table 4.2 reveals that 30.91% respondents are highly satisfied 61.82% of

respondents are particular satisfied and 07.25% of respondents are not satisfied with the

salary provided to the employees.

OPINION OF EMPLOYEES WITH RESPECT TO SALARY

TABLE NO 4.3.

OPINION OF EMPLOYEES ABOUT ALLOWANCES

OPINION NO. OF RESPONDENTS PERCENTAGE




TOTAL 110 100.00

The table 4.3 reveals that 13.64% of respondents are highly satisfied with the

allowances 53.64% of respondents are partially satisfied, and about 32.72% of respondents

are not satisfied with this regard.

OPINION OF EMPLOYEES ABOUT ALLOWANCE

TABLE NO 4.4 (a)

OPINION OF HOUSE LOAN

OPINIONNO. OF RESPONDENTS PERCENTAGE




TOTAL 110 100.00

The above table 4.4 (a) shows that opinion of employees regarding the house

loan. About 42.73% of respondents are highly satisfied with the house loan provided by the

company. Majority of respondents (i.e. 46.36%) are satisfied with the house loan provided

others i.e. 10.91 of respondents is not satisfied with the house loan provided.

OPINION OF HOUSE LOAN

TABLE NO. 4.4 (b)

OPINION OF VEHICLE LOAN


HIGHLY SATISFIED 40 36.36

PARTLY SATISFIED 54 49.09

NOT SATISFIED 16 14.55

TOTAL 110 100.00

The above table states that 36.36% of respondents were highly satisfied with

regard to this and 48.09% of respondents are partially satisfied and 14.55% of respondents are

not satisfied with the vehicle loan provide by the company.

TABLE NO. 4.4 (C)

OPINION OF FESTIVAL ADVANCE


Highly Satisfied

55 50.00



TOTAL 110 100.00

Festival advance is interest free advance given to employees from the table

we could find that the majority 50% of respondents are highly satisfied and about 37.27% of

respondents are partially satisfied 12.73% are not satisfied with this regard.

OPINION OF FESTIVAL ADVANCES

TABLE NO. 4.5

OPINION OF EMPLOYED ABOUT MEDICAL FACULTIES





TOTAL 110 100.00

The table 4.5 reveals that 60.91% of respondents are highly satisfied 35.45%

of respondents are partially satisfied and 3.64% of respondents are not satisfied with the

medical facility provided by the Salem Steel Plant.

OPINION OF EMPLOYED ABOUT MEDICAL FACULTIES

TABLE NO. 4.6






TOTAL 110 100.00

The table 4.6 reveals that 47.27% of respondents were highly satisfied and

46.37% respondents were partially satisfied but only 06.336% of respondents are not satisfied

with the education facility to children.

OPINION REGARDING EDUCATION FACILITIES TO

CHILDREN

TABLE NO. 4.7

OPINION REGARDING SPORTS FACILITIES

OPINIONNO. OF





TOTAL 110 100.00

A sport is the good exercise to human body. Sports is important to every one

at every stage life. The table 4.7 shows the opinion of employees about sports facilities in

salem steel plant only 10.91% of Respondents were highly satisfied and 54.55% respondents

were partially and 34.54% of respondents are not satisfied with these facilities.

OPINION REGARDING SPORTS FACILITIES

.

TABLE NO. 4.8

OPINION OF EMPLOYEES REGARDING

CO OPERATIVE STORE

OPINIONNO. OF





TOTAL110 100.00

“All for each and each for all” slogan of co-operative and co-operation power

the way for the development the society. The table 4.8 shows the opinion of employees

regarding the functioning of co-operative store. 26.36% of respondents are highly satisfied

regarding the functioning of co-operative store. 54.55% of respondents are partially satisfied

about the functioning of co-operative store. Others i.e. 19.09% of respondents are not

satisfied with the functioning of co-operative store.

OPINION OF EMPLOYEES REGARDING CO OPERATIVE

STORE

TABLE NO. 4.9

OPINION REGARDING RECREATION FACILITIES

OPINION

NO. OF


Excellent 18 16.36

Good 40 36.37

Bad 52 47.27

TOTAL 110 100.00

The above table 4.9 reveals that 16.36% of respondents feel recreation facilities is

excellent and about 36.37% of respondents. Feel that recreation facility are good, 47.27% of

respondents opinion was recreation facility is bad.

OPINION REGARDING RECREATION FACILITIES

TABLE NO. 4.10

OPINION REGARDING CANTEEN FACILITIES

OPINION

NO. OF





TOTAL 110 100.00

The above table 4.10 shows that 56.36% of the respondents are highly

satisfied with the canteen facilities. 40% of respondents of partially satisfies and 03.64% of

respondents are not satisfied about canteen.

OPINION REGARDING CANTEEN FACILITIES

TABLE NO. 4.11

OPINION REGARDING REST ROOM

OPINIONNO. OF


Excellent 33 30.00

Good 43 39.09

Bad34 30.91

TOTAL 110 100.00

The about table 4.11 reveal that the respondents on Excellent 30% and

39.09% of the respondents feel that their rest room in work area is good and 30.91% of

respondents feel the place for taking rest is bad.

OPINION REGARDING REST ROOM

TABLE NO. 4.12

EMPLOYEES OPINION ABOUT BATH ROOM

OPINIONNO. OF


Excellent 52 47.27

Good 46 41.82

Bad 12 10.91

TOTAL 110 100.00

The table 4.12 shows that 47.27% of respondents feel the bathroom facilities

is excellent, he respondents 41.82% of feel the bathroom facilities is good. About 10.91% of

respondents feel that a bathroom facility is bad.

EMPLOYEES OPINION ABOUT BATH ROOM

TABLE NO. 4.13

OPINION REGARDING TOILET IN SHOP FLOOR

OPINION

NO. OF


Excellent 37 33.64

Good 49 44.55

Bad 24 21.81

TOTAL 110 100.00

The about table 4.13 shows that 33.64% of respondent feel their toilet is

excellent condition. About 44.55% of respondents feel that toilet is in good condition. The

percentage of respondents who feel toilet is in bad condition is 21.81%

OPINION REGARDING TOILET IN SHOP FLOOR

TABLE NO. 4.14

EMPLOYEES OPINION REGARDING WATER

OPINIONNO. OF


Excellent 72 65.45

Good 35 31.82

Bad 03 02.73

TOTAL 110 100.00

From the above table 4.14. we can conclude that 65.45% of

respondents feel that water is excellent about 31.82% of respondents waters is good

and 02.73% respondents feel water is in bad and not hygienic.

EMPLOYEES OPINION REGARDING WATER

TABLE NO. 4.15

OPINION ABOUT SAFETY EQUIPMENTS

OPINIONNO. OF


Excellent 79 71.82

Good 31 21.18

Bad 00 0

TOTAL 110 100.00

The table 4.15 shows that 71.82% of respondents opinion was safety

equipment given to employees is excellent 28.18% of respondents feel that safety equipment

given to them is good other respondents i.e. (0% of employees) test that safety equipment is

not enough (or) bad.

OPINION ABOUT SAFETY EQUIPMENTS

.

TABLE NO. 4.16

OPINION REGARDING EFFECTIVENESS OF TRAINING

OPINIONNO. OF


Effective 62 56.36

Not Effective 48 43.64

TOTAL 110 100.00

The table 4.16 shows whether the training is effective to employee,

56.36% of responders said training is effective and about 43.64% of respondents has

said that training is but effective for their improvement of skills.

OPINION REGARDING EFFECTIVENESS OF TRAINING GIVEN TO

EMPLOYEES

TABLE NO. 4.17

OPINION PROMOTION POLICY

OPINIONNO. OF


Satisfied 57 51.82


TOTAL 110 100

Promotion is one of factor which has effect on employees affixture towards

their work. From the above table, 4.17 we find that above 51.82% of respondents were

satisfied with the existing promotion policy and 48.18 respondents were not satisfied with the

promotion policy.

OPINION OF PROMOTION POLICY

TABLE NO. 4.18

OPINION ABOUT CHANGE IN NATURE OF WORK

OPINIONNO. OF


Yes 72 65.45

No 38 34.55

TOTAL 110 100.00

The table 4.18 shows whether respondents like to change in nature of work.

65.45% of responders have answered. That they like to change their nature of work, only

34.55% of respondents willing to continue their present nature of work.

OPINION OF RESPONDENTS ABOUT CHANGE IN NATURE OF WORK

TABLE NO. 4.17

OPINION ABOUT SATISFACTION OF GRIEVANCE HANDLING

PROCEDURE

OPINIONNO. OF


Excellent 79 71.82

Good 31 21.18

TOTAL 110 100.00

The table 4.19 (a) reveals 51.82% of respondents were satisfied with the

grievance handling system. About 48.18% of respondents were not satisfied with the

grievance handling system prevailing in the company.

OPINION REGARDING SATISFACTION OF GRIEVANCE HANDLING

PROCEDURE

TABLE NO. 4.20

OPINION REGARDING QUARTERS

OPINIONNO. OF





TOTAL 110 100.00

Quarters is provided to majority of the employees out of 110 respondents

only 20% respondents were residing highly satisfied quarters. Respondents 40.91 partly

satisfied find with the house provided and 39.09% respondents are not satisfied.

OPINION REGARDING QUARTERS

TABLE NO. 4.21

OPINION REGARDING WORK ENVIRONMENT

OPINIONNO. OF


Highly Satisfied

31 28.18



TOTAL 110 100.00

Work Environment must be peaceful in nature then only the work in tension

three atmosphere. The above table 4.21 reveals that 28.18% respondents feel that their work

environment is excellent. 63.64% respondents feel that their work environment is good other

i.e. 08.18% of respondents there is a bed environment prevailing in the work area.

OPINION REGARDING WORK ENVIRONMENT

TABLE NO. 4.22 (a)

OPINION ABOUT RELATIONSHIP WITH MANAGEMENT

OPINIONNO. OF


Excellent 28 25.45

Good 62 56.36

Bad 20 18.19

TOTAL 110 100.00

The above table 4.22 (a) shows relationship between the employees and

management. The above table reveals that 25.45% of respondents said their relationship with

management is excellent. 56.36% of respondents has said the relationship is good. About

18.19% of respondents opinion reveal that relationship is not as good.

OPINION OF RESPONDENTS REGARDING THEIR RELATIONSHIP

WITH MANAGEMENT

TABLE NO. 4.22 (b)

OPINION ABOUT RELATIONSHIP BETWEEN CO-WORKERS

OPINIONNO. OF


Excellent 26 23.64

Good 59 53.64

Not Bad 25 22.72

TOTAL 110 100.00

The above table 4.22 (B) shows the relationship between the Co-workers

23.64% of respondents said excellent 53.64% of respondents is good. The respondents who

said their relationship is bad is 22.72%

Hence about 70% of workers were keeping their relationship with co-worker

is good.

OPINION OF RESPONDENTS REGARDING THEIR RELATIONSHIP

BETWEEN WORKERS

TABLE NO. 4.23 (a)

OPINION REGARDING UNION LEADER

OPINIONNO. OF





No Response 11 10.00

TOTAL 110 100.00

The above table 4.23 (a) reveals that employees opinion about their union

leader 20% of respondents are highly satisfied with their union leader, 51.82% of respondents

are partially satisfied of their union leader about 18.18% respondents are not satisfied with

their union leader about 10% of employees were not ready to disclose their opinion about

their leaders.

OPINION OF EMPLOYEES REGARDING THEIR

UNION LEADER

OPINION OF EMPLOYEES ABOUT ALLOWANCE

TABLE NO. 4.23 (b)

OPINION REGARDING EFFECTIVENESS OF UNION

OPINIONNO. OF


Effective 64 58.18

Non Effective 46 41.82

TOTAL 110 100.00

The above table 4.23 (b) shows the function of union is effective in salem

steel plant. The above table reveals that 58.18% of respondents were said the function of

union is effective and 41.82% of respondents feel that the function of union is not effective.

OPINION EMPLOYEES REGARDING EFFECTIVENESS

OF UNION

TABLE NO. 4.24

OPINION REGARDING EFFECTIVENSS OF UNION

OPINIONNO. OF





TOTAL 110 100.00

The table 4.24 (a) reveals that 66.36% of respondents are highly satisfied

working in salem steel plant and 31.82% of respondents are partially satisfied and 01.82% of

respondents are not satisfied with working in salem steel plant.

SATISFACTION OF EMPLOYEED WORKING SSP

CHAPTER – V

FINDINGS, SUGGESTIONS, CONCLUSION

FINDINGS

Majority of respondents i.e. 40.00% are in the age group 40-50 year.

61.82% of respondents are partially satisfied about their salary.

Regarding allowances, 32.72% of respondents are not satisfied.

Majority of respondents are satisfied regarding loan given to them.

But 10.91% & 14.55 of respondents are not satisfied with regard to housing &

Vehicle loan respectively.

Festival advance given to employee are not enough, 12.73% of

respondents are not satisfied with regard to it.

Employees i.e. 39.09% respondents are not satisfied with the quarters

provided by the management.

03.64% of the respondents are not satisfied with the medical facility.

46.37% of respondents are partially satisfied about the education

facility to their children

34.54% of respondents are not satisfied with the sports facility.

40.00% of respondents are partially satisfied about the canteen.

30.91% of respondents are not satisfied about the rest room facility

19.09% of respondents are not satisfied about functioning of co-

operative store. They felt the prices of the products are low.

Employees are provided with all safety equipments in work area,

71.82% of respondents felt safety equipment provided to them is excellent.

Drinking water supplies to employees are purified and hygienic,

65.45% of respondents felt drinking water is Excellent.

56.36% of respondents felt that training given to them was effective.

65.45% of respondents like to change in nature of their work.

48.18% if respondents are not satisfied about the promotion policy.

63.64% of respondents are not satisfied with the grievance handling

procedure.

The relationship between management and employees and also with

co-workers also good.

About 18.18% of respondents are not satisfied about their union

leader.

41.82% of respondents are not ready do disclose their opinion.

4.82% of respondents feel that the function of union is not effective.

Only few i.e. 01.82% of respondents are not satisfied regarding the

working in Salem Steel Plant.

SUGGESTION

Financial assistance for festival should be increased to Rs. 2400, for

satisfaction of employees.

One extra room should be built in each house of the quarters, for

comfortable living

In canteen particularly during summer season buttermilk shall be

given instead of tea, coffee etc.,

Co-operative share should be managed effectively by the

management. The prices of the proudest should be reasonably reduced.

Working dress in should be given to employees working in acid

Top officials should have close contact with employees and also he

should visit shop floor at least ones in two months.

Department meeting should be conducted at least ones in a month.

Employees should be sent to other similar industry for training.

Restroom facilities can be improved by providing cot.

CONCLUSIONS

Salem Steel plant is one of the esteemed industry in the country. Salem Steel

plant provides statutory and non statutory welfare measure to its workers. In salem steel plant

executives and non executives are united the satisfied work force is an asset to the company.

So finding out the needs the prime task of management. The management of Salem steel

plant doing its duty effectively. So the employees are satisfied working in Salem steel plant.

The company follows democratic affixture fretting employees as partner of production. The

consequence is the satisfied work force which leads to national prosperity.

BIBLIOGRAPHY

RS DIVER - Personnel management Industrial

Relations vitas Vices publishing

house PVT LTD., Edition 1998

S.N. METRORAI - Labour problems in India

Company its Edition – 1981

N.W. NEUROPTERAN - Model manual on labour luaus

Himalaya publishing house

Edition – 1993

PREMOD VERMA Industrial in Indian Empirical Approach

Oxford IB. II Publishing Co.pvt. LTD

Bombay. Edition – 1992

ROBERT DUBIN Human Relations In administration

With readings prentice Hall of INDIA

Private LTD., New Delhi.

Edition 2002

QUESTIONNAIRE

1. Name :

2. Age of respondent

a) 30 – 40 b) 40 – 50 c) 50 – 60 d) 50 –

60

3. Opinion of employees with respect of salary

a) Highly satisfied b) Partly Satisfied c) Not satisfied

4. Opinion of employees about allowanced


5. Opinion of house loan


6. Opinion of Vehicle loan


7. Opinion of festival advance


8. Opinion of medical facilities


9. Opinion of education facilities to children


10. Opinion of regarding to sports facilities


11. Opinion of regarding co-operative store inside of the company


12. Opinion regarding recreational facilities


13. Opinion regarding canteen facilities


14. Opinion regarding rest room

a) Excellent b) Good c) Bad

15. Opinion regarding bath room


16. Opinion regarding toilet in shop floor


17. Opinion regarding water facilities


18. Opinion regarding safety equipments


19. Opinion regarding effectiveness of training

a) Effective b) Not Effective

20. Opinion of promotion policy

a) Satisfied b) Not Satisfied

21. Opinion of change in nature of work

a) Yes b) No

22. Opinion regarding satisfaction of grievance handling

a) Excellent b) Good

23. Opinion regarding quarters


24. Opinion about relationship with management


25. Opinion about relationship with co-workers


26. Opinion regarding union leader


27. Opinion regarding effectiveness of union

a) Effective b) Not effective

28. Opinion regarding working SSP


088001451031 PUSHPALATHA[1].S

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