goldy project

DECLARATION

I herby assert that report title "Western coal Fields Limited" for the partial fulfillment of

the degree of "Master of business Administration (Human Resource Development)". The

report covers the rule and impact of welfare activities at Pench Area Parasia, Chindwara

and it also indicate the Error/shortage/problem about the welfare activity running at Pench

Area Parasia, Chindwara. I have tried to give my full flow & flourish to understand the

strategy followed by Western coal Fields Limited and at last given & analysis made at the

time of studying thoroughly the collected data. But yet I have made any mistake,

suggestion are always welcome & I will feel very thankful for any suggestion for the

improvement of the content to the best of my knowledge, no piece of work has been done

& submitted by anyone for award of any degree.

Place: -.......................

Date :.........................

1

GOLDY KHARE MBA (HRD) III Sem.

A.P .S. (UNIVERSITY, REWA (M.P.)

PREFACE

As a student of MBA (HRD) III Semester, I got this opportunity undergo my summer

training in Western coal Fields Limited during the period of 4th May 2010 to 19th June

2010. The part of completion of this summer training. I have to prepare a project report

which throws light on the various welfare activates Carried in Pench Area Parasia,

Chindwara & Made procedure short List & Master list of hygienic condition.

First part of this project contains the introductory of the Western coal Fields Limited

which is divided on the basis of Major areas of operation.

After that comes the brief knowledge about the Pench Area Parasia, Chindwara, it

starts from its introduction and the taken coal. It also tells about the company Quality policy,

its value system, its vision, and its Mission.

As welfare is part of Human resource Department, explanation of this

srction/activities of this section is the major highlights of the part of this project. I have tried

to cover all the aspects related to welfare in industry and this plant.

Hope this report will be useful to whom who want to know, about the number of

welfare facilities are being providing at Pench Area Parasia, Chindwara and those who

want to know what is the error/fault/lacks of the welfare facilities which are provided, and

also who want to improve the level of welfare facilities provided at Western coal Fields

Limited.

2



ACKNOWLEDGEMENT

This project would be incomplete without the expression of words of simple gratitude

to the people who made it possible, so I take this opportunity to thank them all who directly

or indirectly helped me to complete this project successfully.

I take this opportunity to express my great sense of gratitude to Mr. P.P. YADAV for

allowing me to take up my project at their reputed organization. I sincerely thank Mr. S.K.

Mukhopadhayay (GM-OPERATION), Mr. Ram Das Tuddu (Personal Manager), Mr. I. C.

Singh (Mgr. Labour Welfare) for co-operating & guiding me for preparation of my 45 days

project each and every staff member of WESTERN COALFIELDS LTD. PENCH AREA

PARASIA. for their full co-operation in making this project successful.

I would like to thank Dr. Sunil Tiwari who give me an opportunity to undertake

my internship at WCL PENCH AREA PARASIA Unit. I would like to express my special

gratitude to Dr. Ajay Singh for providing information relating to the project. I would also like

to express my great respect to my teaching staff Dr. Usha Tiwari, Mrs. Shushma Tiwari,

Miss. Akansha Singh for his encouragement & support.

At this outset I would like to thank God & my parents for their blessings

showered on me which enabled me to complete my training.

Place: -.......................

Date : ......

3



CONTENTS

Declaration (1)

Preface (2)

Acknowledgement (3)

CHAPTER-I CONCEPTUAL FRAMEWORK OF THE STUDY (5-54)

CHAPTER-2 COMPANY PROFILE (55-76)

2.1 Background history

2.2 Coal production

2.3 Coal reserves

2.3 Welfare activities

2.5 Miming technology

CHAPTER-3 RESEARCH METHOLOGY (77-81)

3.1 Objective of the study

3.2 Method of data collection

3.3 Sample design

CHAPTER-4 DATA ANALYSIS & INTERPRETATION (82-101)

CHAPTER-5 CONCLUSION & SUGGESTION (102-104)

BIBLIOGRAPHY (105)

APPENDIX (106-108)

4

CHAPTER – 1

CONCEPTUAL FRAME

WORK OF THE STUDY

WELFARE5

Meaning and Scope of Labour Welfare work:

The concept of labour is necessarily dynamic and has been interpreted in different

ways from country to country and from time to time and even in the,same country,

according, to social institution, degree of industrialization and general level of social and

economic development. Thus, the concept of welfare can be approached from various

angles. It is a relative concept, since it is related to time and place and change with the

economic and scientific advancement of the country. The committee on labour welfare

1969, however, said "Welfare is a broad concept. It connotes a condition of well-being,

happiness, satisfaction, conservation and development of human resources".

CONCEPT:

Labour is the important factor of production. It plays most important role in industrial

of a country. Personnel Management confirms itself with the management of people work

done through and by other. To get a work done by workers, it becomes necessary that the

workers should co-operate with the management. Co-operation of worker is possible only

when they are fully satisfied with their work and employer, for this purpose proper working

condition should be provided to them to get them realize that the management thinks of

their welfare. All the activities and efforts which are meant for the benefit of the workers of

an industrial enterprise are called labour welfare works.

In the words of the Arthur James Todd, " Labour welfare mean anything done for the

comfort and improvement, intellectual or social, of the employees over and above the

wages paid which is not a necessity of the industry".

According to the labour investigation committee (1946) employees welfare means,

6

"anything done for intellection physical, moral and economic betterment of the workers I

whether by employer, by government, or by other agencies, over and above what is laid

down by law, or what is normally expected on the part of the cpntracted benefits for which

workers may have bargained" .

Definitions:

The oxford dictionary defines labour welfare as "efforts to make worth living for

workers".

According to proud, welfare work refers to "the efforts on the part of employers to

improve, within the existing industrial system, the conditions of employment in their

own factories".

Prof Richardson defines Labour welfare works as any arrangement of working

conditions, organization of social and sports club, and establishment of funds by a

firm, which contribute to the workers health and safety, comfort, efficiency economic

security,. education and recreation.

The labour investigation committee defined labour welfare work as "anything done

for the intellectual, physical, moral and economic betterment of the workers by

employers, by government or by other agencies, over and above what is laid down

by law or what is normally. expected as part of the contractual benefits for which the

workers may have bargained"

In the Encyclopedia of social sciences, Welfare is defined as, the voluntary efforts of

the employers to establish, within the existing' industrial system, working and

7

sometiines living and cultural of the employees beyond what is required by law, the

custom of industry and conditions of market.

The Labour Welfare Committee defined it as, "The term welfare as applied to labour,

refers to adoption of measures which aim at promoting the physical, psychological

and general well-being .of the working population. The basic aim of welfare services

in an industry is to improve. the living and working conditions of workers and their

families because the workers well-being cannot be achieved in isolation of his family.

The committee on Labour Welfare, 1969 further pointed out that, "Labour welfare work

includes such services, as facilities and amenities as adequate canteens, rest, and

recreation facilities, sanitary and medical facilities, arrangements for the accommodation of

workers employed at a distance from. their homes, and such other services, amenities and

facilities including social security measure as contribute to an improvement in the

conditions under which workers are employed."

ORIGIN OF EMPLOYEE WELFARE-ACTIVITY

8

The origin of welfare worker in India may be traced to the war of 191418. Till than

welfare of the workers was hardly though of owing to the ignorance and illiteracy of the

workers themselves, the shortsightedness of the employers, the carelessness of the state

and the indifference of the public. Since 'the first world war the labour welfare work has

been expanding steadily, mostly. on a voluntary basis. The governments as well as

industrialists were prompted to take active interest in the welfare work due to the discontent

and industrial unrest that prevailed in the country and to same extent due to the moral

pressure brought to bear on them by the work of the international labour office.

The second world war received and strengthened the welfare movement and the

benefits resulting from a proper regard for the health and well being of the employees were

gradually recognized, the employers co-operated with the government in the provision of

improved amenities. Active interest in welfare facilities has survived the impetus of the war

and through the welfare work in India is still considerably below the standard set up in the

other countries it has come to stay and is bound to make rapid progress in the years to

come, specially when the India republic is wedded to the ideas of a welfare state and a

socialist pattern of society.

SCOPE:

9

Labour welfare activities include all the service, facilities and amenities provided by

employers to their employees other than wages.

The labour investigation committee or government of India clarifies the scope of

welfare activities, Is says "for our part we refer to include under welfare activities anything

done for the intellectual physical, moral and economic betterment of the workers whether

by employer, by govt. or by other agencies, over and above what is laid down by law or

what is normally exercised as part of the contractual benefits for which the workers may

have bargained. Thus under this definition we may include housing, medical and

educational facilities nutrition, facilities for rest and recreation, co-operative societies, day

nurseries and creches, provision of sanitary accommodation holiday with play, social

insurance measures undertaking voluntarily by employees alone are jointly with workers,

including sickness and maternity benefits schemes provident funds, gratuity and pensions

etc.

CLASSIFICATION OF' LABOUR WELFARE FACILITIES

10

1. Intra-Mural Activities:

According to the recommendations of the ILO. the welfare activities within the

precinct of the establishment include the facilities such as:

1. Latrines an Urinals.

2. Washing and bathing facilities.

3. Creches.

4. Rest shelters and canteens.

5. Arrangement for drinking water.

6. Arrangement for prevention of fatigue.

7. Health services including occupational safety.

8. Administrative arrangement within a plant to look after welfare.

9. Uniform and protective clothing and

10. Shifting allowance.

2. Extra-Mural Activities:

11

According to the recommendations of the ILO, the welfare activities outside the

establishment include facilities such as:

(1) Maternity benefits,

(2) Social Insurance measures including gratuity, pension, provident fund and

rehabilitation,

(3) Benevolent fund,

(4) Medical facilities including programmes for physical fitness and efficiency, family

planning and child welfare.

(5) Educational facilities including adult education,

(6) Housing facilities,

(7) Recreation facilities, including sports, cultural activities, library and reading room,

(8) Holiday homes and leave and travel facilities,

(9) Workers cooperative including consumer co-operative stores, fair price shops and

cooperative thrift and credit societies.

(10) Vocational training for dependents of orkers,

(11) Other programmes for the welfare of women, youth children and

(12) Transport to and from the place of work.

3. Statutory, Voluntary and Mutual Welfare Facilities:

12

Labour welfare work may also be divided into the three categories

(1) Statutory, (2) Voluntary and (3) Mutual.

Statutory Welfare work constitutes those provisions of welfare work, which are provided

in different factory Acts and it is obligatory on the part of the employers to observe these

provisions.

(They are discussed under the heading labour work done by Government).

Voluntary welfare work includes those activities, which are undertaken by employers

for their workers voluntarily.

(They are discussed under the heading labour work done by employers).

Mutual Welfare is a corporate enterprise of the workers themselves. For instance, if

workers decide to improve their lot on the. basis of mutual help it may be called a mutual

welfare work. trade unions for this purpose, undertake many provisions for the welfare of

the workers.

Aims and objectives of Welfare:

13

The following motives and considerations have prompted employers to provide welfare

measures:

Some of the early philanthropic and paternalistic employers tried to ameliorate the

working and living conditions of their workers by providing various welfare measures.

Some of them took recourse to welfare work to win over their employees loyalty and

to combat trade unionism and socialist ideas.

Some employers provided labour welfare services to build up a stable labour force,

to reduce labour turnover and absenteeism and to promote better relations with their

employees.

At present, labour welfare has been conceived of by some employers as an

incentive and good investment to secure, preserve and develop greater efficiency

and output from workers.

One of the objects for provision of welfare activities in recent times by certain

employers is to themselves from heavy taxes on surplus.

The purpose behind provision f welfare amenities by some companies is to enhance

their image and to create and to create and atmosphere of good will between labour

and management and also between management and the public.

PRINCIPLES OF LABOUR WELFARE

14

Labour welfare is dependent on cel1ain basis principles, which must be kept in mind

and properly followed to achieve a successful implementation of welfare programmes.

1. Principle of Adequacy of Wages

Labour, welfare measures cannot be substituted for wages. Workers have a right to

adequate wages. But high wage rates alone cannot create a healthy atmosphere nor bring

about a sense of commitment on the part of workers. A combination of social welfare,

em0tional welfare and economic welfare together would achieve good results.

2. Principle of Social Responsibility of Industry

Industry, according to this principle, has an obligations or duty towards its

employees to look after their welfare. The constitution of India, in its Directive Principles of

state policy, also emphasizes upon this aspect of labour welfare.

3. Principle of Efficiency

It play and important role' in welfare services. This is based on the relationship

between welfare and efficiency, though it is difficult to measure. this relationship. Whether

one accepts the social responsibility of industry or not the employer quite often accepts

responsibility for implementing such labour welfare measures as would in rease efficiency.

For instance, programmes for housing, education, and training,. the 'provision of a

balanced diet and family. planning measures are some of the important. programmes of

labour welfare increase the efficiency of the workers, especially in underdeveloped or

developing countries.

4. Principle of Re-personalization

15

The development of the human personality is given here as the goal of industrial

welfare which, according to this p inciple, should complement the beneficial effects of the

industrial system. Therefore, it is necessary to implement labour welfare services both

inside and outside the factory, that is provide intra-mural labour welfare services.

5. Principle of Totality of welfare

This principle emphasises that the concept of labour welfare must spread throughout

the hierarchy of an organization. Employees at all levels must accept this total concept of

labour welfare because, without this acceptance, labour welfare programmes will never

reaily get off the ground.

6. Principe of Co-ordination or Integration

It plays an important role in the success of welfare services. Here, again, welfare is a

total concept. J:rom this angle, a co-ordinated approach will promote a healthy

development of the worker in his work, home and. community. This is essential for the sake

of harmony and continuity in labour welfare services.

7. Principle of Association or Democratic Value

The co-operation of the worker is the basis of this principle. Consultation with, and

the agreement of, the workers in formulation and implementation of labour welfare service

are very necessary for their success. Moreover, workers who have a part in planning these

programmes get keenly interested in their proper implementation. This principle is based on

the assumption that the worker is "a mature and rational individual".

8. Principle of Responsibility

16

This recognizes the fact that both employers and workers are responsible for

laboour welfare. Trade unions, too, are involved in these programmes in a . healthy

manner, for basically labour welfare should belong to the domain of the trade unions.

Further, when responsibility is shar by different groups, labour welfare work becomes

simpler an easier, Accordingly, various committees are elected or nominated and various

powers and responsibilities in the welfare field are delegated to them. For instance, the

safety committee, the canteen committee and the sports committee- all work in their

respective areas simultaneously with specific purposes. They function over limited periods.

And when they are dissolved fresh committees are elected or nominated.

Importance of Employee Welfare:

17

Employee welfare provides the following benefits:

1. Helps to improve recruitment as the job become more attractive.

2. Employee welfare improves the morale and loyalty of workers by making hem happy

and satisfied.

3. It reduces labour turnover and absenteeism thereby building a stable work force.

4. It helps to increase employe productivity or efficiency by improving their physical

and mental health.

5. Importance in material, ,intellectual and cultural conditions of life protects worker

form social evils like drinking gambling prostitution etc.

6. Employee welfare helps to improve industrial relations and industrial peace.

7. Welfare measures help to improve the good will and public image of the enterprise.

8. Voluntary efforts for the welfare workers reduce the threat of further Government

intervention.

PROCEDURE OF PLANT HYGIENE

Introduction18

Clean and Hygienic condition at all work places of the plant are as important as any

important any industrial function employee must adequate important to provision of facilities

for maintaining the plant in clean and hygienic conditions if employee are tQ work efficiently

with the assurance that. this o health and welfare are well protected.

Procedure of Hygienic Condition

1. Objective - To keep the factory and workplace including all with in ' the premises

in clean and hygienic condition so that the health and well-being of employee

maintained.

2. Procedure

(i) Drinking water.

(ii) Latrines and urinals

(iii) Shelter and rest room.

(iv) Spittoons.

(v) Canteen.

(vi) Disposal of wastes and effluents.

(i) Drinking Water:

Effective arrangement - Effective alTangement shall be made to provide and

maintained at suitable and convenient points sufficient supply of while some

19

drinking water.

Such points shall be marked legibly as drinking water in a language under

stoop, by majority of workers.

Shall not be situated with in 6 meters of any washing place, urinals, latrines

spittoons and open drain's.

Arrangement should be made for providing cool drinking water the numbers

of employed workers are more then 250.

(ii) Latrines and Urinals

They are to be provided and conveniently situated sufficient number so as to be

accessible at all times.

Such facilities shall be separable for made and female workers be adequately lighted

and lighted and ventilated and shall not communicate with white washing or colours

washing (for M.N.7) every for month any work room except through intervening open space

or passage.

Be maintained in a clean and sanitary condition at all times.

Employee sweepers to exclusive clean these facilities in factory where more then 250

workers are employed.

Latrines and urinals. besides having prescribed type shall be provided with smooth,

polished impervious surface.

20

The floors and Internal walls up to height of 90 cm. the latrines and urinals and the

sanitary blocks shall be jaid in glazed tiles thoroughly washed and clean with broom,

detergents, or disinfections or with both once in seven days.

Requires latrine accommodation to be provided as under model rule one for every 25

female workers 2 and for every 25 male worker.

(iii) Shelter and rest room

The factories act 48 requires that suitable sitting a arrangement are to be made and

maintained for. all workers who are obliged to work standing. The same legislation has also

made provisions for suitable shelters, restroom and luneh room in a factory with more than

150 ' workers these place must be clean Well lighted and ventilated and provided with

adequate furniture and drinking water where necessary.

(iv) Spittoons

There shall to provided a sufficient number of spittoons at convenient place and they

shall be maihtained in a clean and hygienic conditions.

No person shall spit any where except in the spittoons a notice containing this provision

and the penalty for is violation shall be prominently displayed at suitable place in the

premises if persons violates this provision he may find up to Rs. 5.

Container shall be filled. with dry clean send and covered with bleaching powder.

Rule-Spittoons shall be cleaned once in every day.

(v) Disposed of wastes and effluents

21

Effective arrangement to be made for treatment of wastes & effluents due to

manufacturing process as approved by state walls and our pollution boards.

(vi) Ventilation

15% of the floor area should be the least measure far use of walls for ventilation

purpose.

If ventilation can not be provided in the above any roof ventilation an mechanical

ventilation to be provided the around of fresh air in an hour shall be equal to 6 times the

cubic capacity of work room.

MODEL RULES

To remove dust and refuse by sweeping daily or by others effective means in all 22

work place.

To wash all flooring of workroom once in weak using disinfection where necessary or

by other effective means.

All inside walls partitions all ceiling or tops of rooms and wall sides and tops of pass

ages and stair case.

Where painted otherwise them with washable paint or varnished be, repainted with

one coat of paint at heats once in period of fire years and if pained with washable

paint once in three years and use washed once in six month.

If pained or varnished or where they have smooth and impervious surface to be

cleaned one is a period of 14 month by such method as may be prescribed.

If not painted/varnished be kept while washed or color was once in 14 month.

To paint or varnished all doors and window frames wonder and metallic frame work

and shutters and 'repainted varnished periodically once in 5 year.

To maintain a records of all painting varnished and washing in the prescribed

formats.

Records - Suitable register or file to maintained in accordance with the provision of the

act and rules under there.

23

Responsibility - HOD & P & A is responsible for maintain and up keep of all health and

hygienic provision I/C welfare will be responsible to maintained resister and record.

MODEL RULES

Latrines, Urinal, Water cooler, Wash Basin Area in Plant

24

No. Latrine Urinals Wash

Basin

Water

Cooler

Gate House

(Narmada Gate)

L1 U1

U2

U3

Wb1 Wc1

Gate - 2 L2 U4

U5

Wb2 -

P & A L3 U6 Wb3 Wc2

Building U7 Wb4

Land Building - U8 Wb5 Wc3

Wc4

Office complexes L4

L5

L6

L7

L8

L9

L10

U9

U10

U11

U12

U13

Wb6

Wb7

Wb8

Wb9

Wb10

Wb11

Wb12

Wb13

Wc5

Store L11 U14 Wb14 Wc6

25

L12 U15

U16

U17

Wb15

Wb16

Plant Canteen L13

L14

U18

U19

U20

Wb17

Wb18

Wc7

Raw Mill L15

L16

L17

U21

U22

U23

U24

Wb19

Wb20

Project Office L18

L19

U25

U26

U27

Wb21

Le cresher L20 U28

U29

Wb22

Mines Office L21 U30

U 31

Wb23

Auto workshop L22

L23

U32

U33

U34

Wb24 Wc8

C. C. R. Building L24 U35 Wb25 Wc9

26

L25

L26 U36

U37

U38

U39

U40

U41

Wb26

Wb27

Wb28

Wb29

Old packing plant - U42 Wb30 -

Packing Plant L27

L28

L29

L30

L31

L32

U43

U44

U45

Wc10

Dispatch L33

L34

L35

L36

L37

U46

U47

U48

U49

U50

Wc11

Dispatch canteen L38 U51 Wb33

27

L39 U52

U53

U54

Wb34

Wb35

Where –

L means Latrine.

U means Urinals.

Wb means Washbasin.

Wc means Water Cooler.

LABOUR WELFARE IN INDIA

The chapter on the directive principles of state policy in our constitution expresses 28

the need for labour welfare thus:

Article 38

The state shall strive to promote the welfare of the people by securing and protecting

as effectively as it may a social order in which justice, social, economic and political shall

inform all the institutions of the national life.

Article 39

The state shall, in particular, direct its policy towards securing.

a. That the citizens, men and women equally, have the right to an adequate meanof

livelihood

b. That the ownership and control of the material resources are so distributed as to sub

serve the common good.

c. That the operation of the economic system does not result in the concentration of

wealth and means of production to the common detriment.

d. That there is equal pay for equal work for both men and women, and

e. That the health and strength of workers, men and women, and the tender age of

children are not abused and that citizens are not forced by ,economic necessity to enter

a vocation unsuited for their age or strength.

Article 41

The state shall, within the limits of its economic capacity and development, make effective

29

provision for securing the right to work, to Education and to public assistance in case of

unemployment, old age, sickness and disablement and other cases of under-service wants.

Article 42

The state shall make provision for securing just and human conditions of work and

for maternity relief.

Article 43

The state shall endeavor to' secure, by suitable legislation or economic organization

or in any way, to air workers, agricultural, industrial or otherwise, work, a living wage, I

condition of work ensuring a decent standard of life and full employment of leisure and

social and cultural opportunities and, in particular, the state shall endeavor to promote

cottage industries on an individual or cooperative basis in rural. areas.

FACTORIES ACT, 1948

30

The principal act to provide for various labour welfare measures in India is the

factories Act, 1948. The act applies to all establishments employing 10 or more workers

where power is used and 20 or more workers where power is not used, and where a

manufacturing process is being carried on. the act contains, among other, detailed

provisions about.

The appointment of a labour welfare officer

The health of workers.

The safety of workers, and

The welfare workers.

LABOUR WELFARE OFFICE

31

Section 49 of the factories Act provides that in every factory wherein 500 or more

workers are ordinarily employed the employer shall appoint at least one welfare officer. The

models rule framed under the act by the Central. Government lay down the qualifications

and duties of welfare officer. The welfare officer should posses:

(i) A University Degree

(ii) Degree of diploma in social service or social work or social welfare from

recognized institution; and

(iii) Adequate knowledge of the language spoken by the majority of the workers in

the area where the factory is situated. The duties of labour welfare officer.

Supervision of (i) safety, health and welfare programmers like housing recreation,

sanitation, services etc.; (ii) working of joint committee; (iii) grant of leave with wages;

and (iv) redressal of worker grievances.

Counseling workers in : (i) Personal and family problems, (ii) Adjustment to their work

environment, and (iii) Understanding their rights and privileges.

Counseling workers in: (i) Personal and family problems, (ii) Adjustment to their. Work

environment, and (iii) Understanding their rights and privileges.

Advising management in matter of : (i) Formulating labour and welfare policies, (ii)

Apprenticeship training programmes, (iii) Meeting statutory obligations to workers, (iv)

Developing fringe benefits, and (v) worker's education and use communication media.

Establishing liaison with workers so that they may: (i) Understand various limitations

32

under which they work, (ii) appreciate the need of harmonious industrial relations in

the plant, (iii) interpret company policies correctly, and come to settlement in case of

disputes.

Establishing liaison with management so that the latter may appreciate workers

viewpoint on various matters in the plant.

Working with management and worker to improve productivity.

Working with outside public to secure proper enforcements of various Acts.

In brief, a welfare officer is expected to render 3 different types of functions viz., labour

administration an labour relation. His labour welfare functions include advice and

assistance in implementing statutory provisions relating to. Workers health, safety and

welfare. His labour .administration functions include maintenance of discipline, wage. and

salary administration etc. his labour function include settlement of grievances,

administration of standing orders, increase in productive efficiency, promotion of harmony

and peaceful settlement of disputes.

33

GUIDELINES OF INTERNATIONAL LABOUR ORGANIZATION

The International labour organization was on April 19,1919 as a result of the peace

conference convened at the end of world war I at Versailles. As on original signatory to the

treaty of peace, India became a member in 1919. In 1946 when the United Nations

organization came into being the ILO became the first specialist agency of the organization.

The constitution of ILO provides for the following basic principles

A. Labor is not a commodity

B. Freedom of expression and of association is essential to sustained progress.

C. Poverty and where constitutes a danger to prosperity every where, and

D. The war against want requires to be carried on with unrelenting vigor within each

nation, and py continuous and concerted international efforts jn which the

representatives of workers and employers, enjoying equal. status with those of

governments, join with them in free discussion and democratic decision with view to

the promotion of the common welfare.

34

OBJECTIVE OF THE ILO

Also known as declaration of philadelphia, following are the objective of the ILO:

A. To achieve full employment and to raise the standard of living;

B. To provide employment to workers in the occupation in which they can have the

satisfaction of giving the fullest measure of their skill and make their contribution to the

common well-being;

C. To provide facilities for the training and transfer of labour.

D. To formulate policies in regard to wages and earning, bonus and the other conditions

of work calculated to ensure a just share of the fruits of progress to all, and a minimum

living wage to all employed and in need of protection.

E. To get effective recognition of the right of collective bargaining, cooperation of

management and labour in continuous improvement of productive efficiency and

collaboration of workers and employers in social and economic measures.

35

INTERNATIONAL LABOUR OFFICE

The head office of the organization (i.e, the international labour office) is situated at

Geneva. The Director General is the chief executive of this office. The governing body

appoints -him for 10 years. He is assisted by 2 Deputy Director General, 6 Assistant

Director General, 1 Director of the International Institute for labour studies, 1 Director of

International centre of advanced technical vocational training, advisors, chiefs of divisions

and other staff drawn from various countries. The main functions of this office are:

1. To prepare document on the items of the agenda of the international labour

conference;

2. To assist government in framing legislation on the basis of the decisions of the

international labour conference;

3. To carry out its functions in connection with the observance of the conventions;

4. To bring out publications dealing with industrial labour problems of international

interest;

5. To collect and distribute information on international labour and social problems.

36

THE GOVERNING BODY

It is a tripartite body consisting of 56 member of which 28 represent governments, 14

employers and 14 workers. The period of office of this body is 3 years. The function of this

body are as follow:

1) To coordinate the work of the organization.

2) To draw up the agenda of the international labour conference.

3) To appoint the Directpr General of the office.

4) To scrutinize the budget.

5) To follow up implementation by mvmber-states of the conventions and

recommendations adqpted by the ILC.

THE INTERNATIONAL LABOUR CONFERENCE

This is tripartite in composition and meets at least once every year. Its function is:

1) To formulate International labour standards.

2) To fix the amount of contribution by each member-state.

3) To select once in 3 years member of the governing body.

4) To elect its presidents.

5) To ask the governing body to seek opinion from the International court of Justice.

37

Necessity of Labour Welfare work in India

The necessity of labour welfare work in India can easily arterialized if we look into

the working condition of the labour class in Indian industries. India, an industrially backward

country is in developing stage. The place of labour in industries in India is not recognized.

The attitude of employers is sysmpathetic to workers in western countries and they

provide various welfare facilities as a measure to improve industrial. relation and better

working conditions.

The money spent on labour welfare work by the employer is bund to react directly of

indirectly to their own benefits and to the direct benefits on the employees. It work

conditions are improved it will certainly improve the health and efficiency of the workers and

which in turn increase the productivity of workers the employer may contribute something

towered, the amenities of the workers amenities of the workers. To which the employees

spend nothing in. Indian poor financial condition the inefficiency and habits of Indian

workers are not so much due to his own character but it is result of the environment which

must be improved to make them good citizens. It can thus be said that if suitable welfare

activities are undertaken in this country there is no doubt that Indian workers is the west.

we can astern that the labour welfare activities playa very important role in improving

physical and 'health of the workers which may further improve their efficiency and

productivity.

38

Agencies of Employee Welfare

The central Govt. has elaborate provisions for the health safety and welfare of worker

under the Act 1948 and Mines Act. 1952 These act provides for canteens creches shelter

rest room etc. They also regulate the age of employment, hours of work and made

provision for the appointment of labour welfare of officers statutory welfare provision by

central Govt. as housing hospitalization education and maternity and mines to provide

games.

1. State Government

Govt. in different states and union territories provide welfare facilities to worker many

of then un health and family planning centers for education all vocational and guidance

recreation an training of workers state govt. prescribe. rules for the welfare various law.

2. Employers

Until recently employers in India did little for the welfare of workers barking few

exceptions the employers in general looked upon welfare work as fruitless and barren

though some of them indeed had done pioneering work but the situation has considerably

since them there is by and large an increasing recognition of the importance use welfare

work among the implores some employers use welfare work facilities to win over their

workers form the enhance of their trade unions.

39

3. Trade Union

In Indian trade union have done little for the welfare of workers but a few sound and

strong union have been the pioneers in this respect. They are the Headband textile labour

associated and the mazdoor sabha, Kanpur, the former provides the follow my facilities.

(a) Dispensaries (b) School, Reading rooms (c) park recreation cultural centers

(d) Cooperative stores and bank (e) Residential boarding house.

40

STATUTORY PROVISION OF WELFARE

UNDER THE FACTORIES. ACT 1948 .

The welfare facilities provided under this Act are as follow

1. Washing facilities

Section 42 provided that in every factory:

A. Adequate and suitable facilities separately and adequately for male and female

workers for washing shall be provided and maintained for the use of the workers

there in.

B. Such facilities shall be conveniently accessible and shall be kept clean.

2. Facilities for storing and drying Clothing

Section - 43 provided that the state govt. may make rule requiring the provision there

in of suitable places for keeping clothing not worn during working hours and for the drying

of wet clothing in different classes factories.

3. Facilities for sitting

Section - 44 provided that in every factory suitable arrangement for sitting shall be

provided and maintained for all workers obliged to work in a standing position so that make

advantage of any opportunities for rest which may occur in the course of their work.

41

4. First-aid appliances

Sections-45 in every factory 'Shall be provided and maintained so as to be readily

accessible during all working hours first aid boxes and cupboard to be provided and

maintained shall not be less than one everyone hundred and fifty workers ordinarily

employed at anyone time in the factory.

Every first-aid box shall be kept in the charge of a separate responsible person who

holds a certificate in first-aid treatment and ambulance facilities if there are more than five

hundred workers.

5. Canteens

Section-46 provides that in every factory. If more than two hundred fifty worker are

employed a canteen shall be provided and maintained by occupier for use by the workers.

6. Shelters, Rest rooms and Lunch Rooms

Section-47, in every factory where more than one hundred and fifty workers are ordinarily

employed adequate and suitable lunch room with provision for drinking water where

workers can eat meals brought by them shall be provided and maintained for the use of

workers. These rooms shall be sufficiently lighted and ventilated and shall be maintained in

a cool and clear condition.

7. Creches

Section-48, in every factory where is more than 30 women workers are. ordinarily

employed there shall be provided and maintained a suitable room for the use of children

under the age of six years of such women.

42

8. Welfare Officers

Section-49, provides that in every factory whether seasonal or not where in 500 or

more workers are ordinarily employed. The occupier shall be employed in the factory such

number of welfare officers as may be prescribed.

VOLUNTARY WELFARE MEASURES:

Welfare work by Employers:

Educational Facilities.

Medical facilities.

Transport Facilities

Recreational Facilities

Housing Facilities

Welfare work by worker's Organizations:

Textile labour Association (Majoor Mahajan)

Mill Mazdoor Union.

Rashtriy Mill Mazoor Sangh (RMMS)

Mill Mazdoor Sabha.

Transport and Dock worker's Union

43

WELFARE ACTIVITIES IN WESTERN COAL FIELDS LIMITED

SHOBHAPUR MINE PATHAKHERA BETUL (M.P.)

Western coal fields limited shobhapur mine pathakhera betul. Beside the monetary

remuneration to the employees the company also has various schemes for welfare of the

employees providing adequate facilities in the areas of education medical, housing,

canteens, sports and cultural activities and club facilities. The company's township this

manufacturing unit have schools, where the children of the employees, study. Medical

facilities have been provided in the township through fully equipped Hospital, clinics

peripheral dispensaries managed by qualified medical staff.

The company has been encouraging the sports and cultural activities for the

employees in order to develop a sense of healthy, competition and social interaction

amongst the employees.

Facilities are also provided for holding cultural meets and other social activities from

time to time. An annual meet of music, dance and vanity entertainnment in which talent

from W stern coal Fields Limited Sobhapur Mine Pathakhera Betul generates competition

in this field also. The township has clubs and community centers, which provides for

satisfying the social needs of the employees.

44

The welfare activities being run by the company are as below

WASHING FACILITY

In this factory there is adequatl:{ and suitable washing facility separately for all

workers. The place of washing is always kept clean. In this soaps, towels are made

available.

FACILITIES FOR ITTING

In this factory suitable arrangement for sitting is provided and maintained for all

workers obliged to work in a standing position so that they can make advantage of any

opportunities for rest which may occur in the course of their work.

FIRST-AID APPLIANCES

All suitable place of different department of the factory there is well maintained first

aid boxes or installed and a trained attendant is always present to execute such facility at

all the times.

45

CANTEEN

Canteen:

Principally the management is Committed for Providing congenial atmosphere of

working in peaceful manner care is taken who not to allow on employee over work/over an

thus allow him work without stress or tension an additions head and clean environment is

maintain around the work place.

The canteen is being increasing lag rec<?gnized all over the world as an essential

part of industrial establis ment, providing very great benefit form the point of view of health

and well-being of the workers.

Object of Canteen:

The object of canteen is to introduce an element of nutritional balance into the

otherwise deferent and unbalance dietary of the workers to provide cheeps and clean food

and often and opportunity to relax in comfort near the place of work.

CANTEEN (ANNAPURNA)

Annapurna canteen inside the factory which is being run by the contractor. The

sitting, capacity of this canteen is near about 50 persons at a time. The canteen has prop

rly clean, hygienic condition,' well furnished, utensil, washing facility the place of washing is

always kept clean, in this place,. soap, towel are also available. Cool drinking w:ater in

summer season is always available for quenching the thirst. .

46

The dishes available in the canteen are provided on confessional rates by the

company to the workers and the employees.

The annapurna canteen providing Tea 11/2 per cup, 11/2 per Samosa, 11/2 per

Alubanda, 1 1/2 per Balusahi, Jalebi 35/- Kg. Saloni 35/- Kg. Namkin 45/ Kg.

This canteen is responsible for supplying tea to various sites.

Welfare section issues tea coupon amongst employees to get tea free of cost. Opening

time of Annapuma Canteen:

MorniIlg - 10:00 A.M. to 11.30 A.M.

Afternoon - 01 :00 P.M. to 02.30 P.M.

Evening - 04:00 P.M. to 06.30 P.M.

The cleanliness of the canteen is inspected by the management form time. to time

and eatable which are provided to employees are well cooked and free from unhealthy evil.

The canteen as whole managed the personnel department.

REST/LUNCH ROOM

Well furnished rest rooms and lunch r00ms are made available to the employees by

the factory. These rooms are well maintained, all the time pure cold drinking water,

ventilation and light facility is adequately available.

47

WELFARE OFFICER

Mr. Ragesh Ranjan personnel office & also welfare officer, Mr. Vikrant Kumar

Management Trainee/welfare. officer, Mr. Rishikant Shukla, Senior Assistant in welfare of

this factory. They are acting as a liaison officer between management and workers. They

solves workers personal family and welfare problems. they are present all time in the

company for the employees.

DRINKING WATER

There sufficient arrangement of drinking water to the employees at convenient

points. There is separate water supply section of the company, which is situated inside the

factory and is responsible for giving supply of clean and cold water to all employees.

LIGHTING

In the factory there is sufficient arrangement of natural and artificial lighting. To give

proper lighting at working place is responsibility of electric/power department. There also a

generator power, which supply electricity in case power failure.

LATRINES AND URINALS

There is sufficient arrangement of latrines of latrines and urinals to the employees

near working places.

48

CLEANLINESS

The working environment is always kept clean by the House-Keeping and

maintenance department.

CUL TURAL ACTIVITIES AND CELEBRATION OF FESTIVAL

The organization celebrate many festival like Depawali, Vijya Dashmi, Independence Day,

Vishwakarma Pooja, Chatth, Gurunanak Day, Janamastami. On the occasion of

Independence day students of Central School, M.G.M. and Sardar Patel Uchattar

Madhyamik Vidyalaya Presents a delight full c1utural programs ends by distribution of

sweets. The Vishwakarma Pooja is celebrated at auto workshop and mechanical

workshops respectively in Pathakhera Betul. The administration organizes and monitors all

these cultural activities.

The arrangement of cultural activities and celebration of festivals is the responsibility

of welfare section. It is the duty of this section to approve the budget for each

festival/occasion.

49

HOLIDAY DECLARED

1. Republic Day

2. Holi

3. Independence Day

4. Vishwakarma Pooja

5. Gandhi Jayanti

6. Dussehra

7. Deepawali

RESTRICTED HOLIDAY

1. Makar Sankranti

2. Mahashivratri

3. Id-ul-Fitrr

4. Janamashtami

5. Chhath

6. Guru-Nanak Jayanti

50

THE OTHER ACTIVITIES OF WELFARE SECTION

a. Provision of supplying tea to the employees, Free of cost twice in a day at their work

places.

b. The welfare section acts as a coordinator for the publication of the bihouse Journal, "

Shobhapur mine"

c. Supervision and co-ordination of recreation club which is made for operative and

staff. Facility- provide like T.V. room, reading room, subscribes to various

magazines, News paper and various types of books, table tennis, Lawn tennis,

carom etc. under various age groups.

d. The welfare section is responsible for the repairs of office furniture and fixtures

provided to different offices within plant area.

e. The welfare section is responsible for the cleanliness and sanitation within plant

area.

These functions of personnel department play an important role in developing a

congenial and conductive atmosphere and to bridge any gap arising between the

management and employees and providing a better scope for growth.

51

BIRTHDAY GREETING

The welfare section is responsible for sending birthday greeting to the employees on the

occasion of their Birthday. These greeting are signed by the DIC. This is to cultivate

hormonal relation anq sense of belonging towards the company. This also acts as a

motivational tool.

LIBRARY

The welfare section maintains a library for the P and A department, which has books

on various topics Like, HRM, HRD, PM, IR etc. It contains various Law books, Law Journal

according to the need of the company.

PHOTOALBUM

Photographs of various functions are being kept in album at welfare section. The

Non-statutory Welfare schemes are as follows-

52

INSURANCE COVERAGE

Group Personnel Accident Policy -

GP A policy is being under through ICICI Lombard general insurance New Delhi.

i) Insurance of employees under GPA policy:

Scope:- All employees, contract workers and stockiest are covered under this policy,

the insured person are covered for all bodily injury resulting solely and directly from

accident, caused by external violent and visible means. The coverage is for 24 hours and

on worldwide basis.

Coverage :-

Some Insured is up to hundred times of gross salary or 5 Lacks. Which ever is more

for all company employees.

In case of contract worker under un-named policy they are being covered up to Rs. 5

Lacks as some insured.

In case of stockiest under un-named policy they are being covered up to 2 Lacks, as

some insured.

53

Benefits :- All accidents resulting in

Death

Death, Permanent total disablement (PTD)

Death, PTD, and permanent partial disablement (PPD)

Death, PTD, PPD, Temporary total disablement (TTD)

Claim Procedure:

Accident Intimation has to be send to afety/welfare section as soon as possible in

detailed format which will include date, time, place of accident and its occurred the same is

being utilized intimating the insurance company. Relevant documents such as treatment

papers, test reports, medical bills and fitness certificate to be deposited to the welfare

officer after joining duties, which is being utilized to process for claim settlement.

Claim settled from insurance company is being received in the form of checks, which

in term is deposited in account to credits in the concerned employees account.

(2) Disbursement of Compensation under workmen compensation act 1923

In case of accident during the course of employment company is libel to pay 500/0 of

wage loss for the period of absence due to accident through form 'K'. But as a

welfare measure we are paying 100% of wage loss through from' K'

54

CHAPTER – 2

COMPANY PROFILE

55

About the Company

Group Profile

Background Historv

1774 = Warren Hastings imitates commercial coal mining at

Raniganj (West Bengal)

1815-1820 = First shaft mine opened at Raniganj.

1835 = Carr, Tagore & Company takes over the Raniganj coal mines.

1843 = Bengal coal company takes over Raniganj coal mines and others

is first Joint stock coal Company in India.

up to 1900 = Minimal development, River transportation used to transport coal

to Calcutta, railway lines at Calcutta leads to expansion of coal

production.

Early 1905 = Capacity at 6 million tonnes per annum.

1955-56 = Focus on coal industry, capacity up to 38.4 million tonnes.

1956 = National coal development corporation (NCDC) formed to explore

and expand coal mining in public sector.

1972 = Coking coal industry nationalized, Bharat coking coal limited formed to

manage operations of all coking coal mines in Jharia coalfield.56

1973 = Non-coking coal nationalized, coal mine authority limited 1975 set

up to manage these mines NCDC operations bought under the ambit

of CMAL.

1975 = Coal India limited formed as holding company with 5 subsidiaries

viz. Bharat coking coal limited (BCCL) eastern, coal fields limited (ECL)

and central mine planning and design institute limited (CMPDIL).

1985 = Northern coal fields limited (NCL) and south eastern coal fields

limited (SECL) carved out ofCCL and WCL.

1992 = Mahandi coalfields limited (MCL) formed out of SECL to manage

the talcher and IB valley coal fields in Orissa.

2000 = De-regulation of coal pricing and distribution of coal.

2007 = Coal India & four of its nos subsidiaries VIZ, NCL, SECL MCL,

WCL, was accorded coveted "Mini Ratna" status.

57

Western coalfield limited (LlCL)

Western Coalfields limited (WCl) is one of the eight Subsidiary Companies of Coal

India Limited (Cll) which is under administrative control of Ministry of Coal. The Company

incorporated under the Companies Act, 1956 has its registered office at Coal Estate, Civil

Lines, Nagpur-440001.

The Company has contributed about 9.5% of the national coal production during

2007a08. It has mining operation spread over the states of Maharashtra (in Nagpur,

Chandrapur & Yeotmal Districts) and Madhya Pradesh (in Betul and Chhindwara Districts).

The company is a major source of supplies of coal to the industries located in

Western India in the States of Maharashtra, Mahya Pradesh, Gujrat and also in Southern

India in the States of Andhra Pradesh, Tamil Nadu, Karnatak and Kerla. A large nombers of

Power Houses under Maharashtra. Madhya Pradesh. Gujrat, Karnataka, Punjab and Uttar

Pradesh. Electricity Boards are major consumers of its coal along with Cement, Steel,

chemical, fertilizer, paper and brick Industries in these States.

58

COAL RESERVES

The Command Area of WCL has reserves of 12598.00 Million Tones of coal, out of total

coal reserves of 257382* Million Tones in India (as on 01.04.2007). The distributions

delineated below:

(Million Tones)

State Coking Non-Coking Total

Meharashtra - 9670 9670

Madhya Pradesh 666 2262 2928

Total WCL 666 11932 12598

ALL INDIA 32354 224085 257382*

WCL reserves as

% of ALL Inida2.06 5.32 4.89

59

PRODUCTIVITY

The overall man productivity of the Company has increased from a level of 0.70 Tones to

2.50 tones open manshift during the period 1973-74 to 2006-O7. The trend is indicated

below along with future projections.

(Figures in Tonnes)

YEAR

PRODUCTIVITY

Over All

UG OC

2001-2002 0.85 4.18 2.09

2002-2003 0.91 4.03 2.19

2003-2004 0.95 4.12 2.29

2004-2005 1.00 4.21 2.41

2005-2006 1.05 4.03 2.43

2006-2007 1.09 4.07 2.50

2007-2008 (Prov.) 1.10 4.06 2.52

60

MAJOR EQUIPMENTS AS ON 25-02-2008

EQUIPMENTON

ROLL

i. Marion 7400 1

II. 15/90 1

III. 20/90 1

IV. 24/95 1

V. Elect Rope Shovel 4.6/5 cu.m. 35

VI. HYD Shovel > 2.5 cu.m. 35

VII. HYD Shovel < 2.5 cu.m. 80

VIII. 50 T 31

XI. 35 T 194

X. 320 HP 437

XI. 410 HP 150

XII. 250 mm 15

XIII. 160 mm 20

61

COAL PRODUCTION

Resultant of Teac Commitment and Technology

There has been a phenomenal growth in production of the Company from a level of

6.53 MIlion Tonnes in 1973-74 to 43.512 Million Tonnes in 2007-08 registering a very high

growth.

(Million Tonnes)

YEAR COAL PRODUCTIVITY

2000-2001 35.20

2001-2002 37.01

2002-2003 37.82

2003-2004 39.53

2004-2005 39.53

2005-2006 41.41

2006-2007 43.20

2007-2008 43.512*

62

WESTERN COALFIELDS LIMITED

TREND OF ANNUAL COAL PRODUCTION DURING LAST YEARS

(FIGURES IN MILLION TONNES)

YEAR OC MINES UG MINES TOTAL

TARGET ACTUAL TARGET ACTUAL TARGET ACTUAL

2002-03 27.050 28.427 9.950 9.388 37.000 37.825

2003-04 27.750 30.016 9.500 9.510 37.250 39.526

2004-05 28.500 31.761 9.500 9.649 38.000 41.410

2005-06 32.100 33.166 9.800 10.038 41.900 43.204

2006-07 32.100 33.297 9.900 9.915 42.000 43.212

2007-08 32.390 33.533 10.010 9.979 42.400 4.512

63

Welfare Board WELFARE ACTIVITIES & CREATION OF

SOCIAL INFRASTRUCTURE

Welfare Board was set up in Western Coalfields Limited in 1987, the first of its kind in Coal

Industry. The Welfare Board consists of 5 (five) representatives of Management and 5 (five)

workers representatives, one each from the Central Trade Unions and Director (Personnel)

as it's Chairman and General Manager (Welfare) as it's Secretary.

Welfare activities

Welfare Board :

Welfare board was set up in western coalfields limited in 1987 the first its kind in coal

industry. The welfare board consists of five representatives of management and five

workers representatives. One each from the central trade unions and director (Personnel)

as its chairman and general manager (Welfare) as its secretary.

64

Welfare Amenities:

1- Housing

Period

Housing

Available

Permanent

manpower

entitled for

housing

%age

satisfaction

At the time of

nation alisation

4390

41354

41834

41914

42155

42315

39794

70515

68938

67378

65599

64160

11.03

58.64

60.68

60.20

64.26

65.95

(1-5-1973)

01-04- 2004

01-04-2005

01-04-2006

01-04-2007

01-04-2008

65

2- Water supply

Period

Total population

coverage

Generation capacity

MGD

At the time of nationalization

(1-05-1973), 45695

317990

320390

320790

321995

322795

1.50

17.52

17.52

18.03

18.68

18.68

01-04-2004

01-04-2005

01-04- 2006

01-04-2007

01-04-2008

66

3- Educational Facilities

S.No. Particulars

At the time of

nationalization

(1-05-1973)

As on 1-04-2008

1 Primary School 30 23

2 Middle School 18 20

3 Secondary School 15 26

4 DA V School - 1

5 Central School - 4

6 School buses (run by WCL) 5 112

67

Dispensaries 19 54

Ambulance 9 110

Total Doctors 10 103

Nursing Staff/ other Para

Medical Staff120 602

Bed Ratio 1:250 1:50

5. Statutory Facilities :

Description As on 1.4 RCUS

No. of Crèches -

No. of Rest Shelters 75

No. of Pit Head Baths -

No. of Canteens 79

Banks & Extension Counter 113

6. Indoor Sports : One Billiard Room has been constructed at MRS Indora

Complex, and equipped with Billiard Table with necessary infrastructure.

68

COAL AVAILABILITY IN DIFFERENT GRADES, AVERAGE USEFUL HEAT VALUE, GROSS CALORIFIC VALUE AND

LINKED CONSUMERS.

GRADE AVERAGE

UHV

(K. CAL/KG)

AVERAGE

GCV (K.CAL/KG)

LINKED CONSUMERS

NON COKING COAL

A - - -

B 5,823 6,072 GLASS CERAMICS STEEL

C 5,308 5,756 CEMENT, PAPER, TEXTILE

& CHEMICALS

D 4,608 5,242 POWER PLANT AND

CEMENT INDUSTRIES

E 3,700 4,638 POWER PLANTS,

BRIQUETTERS

F 2994 4,399 POWER, BRIQUETTES &

BRICKS

COKING COAL

WG – GR. ii - - COOMERIES

69

Out of the above 5 operating mines the Board 0 f Directors of your company has approved

for introduction of Continuous Miner Technology in Kumbharkhani UG Mine for a period of

5 years wUJ1 a minimum annual guaranteed production of 1.81 lakh tonnes at a total value

of Rs.38,28,15,000/- (Rupees thirty' eight crores twenty eight lakhs fifteen Thousand only)

The Scheme for introduction of Continuous Miner Technology for Maori as mentioned

above has been prepared by CMPDI for an annual production of 0.36 Mty at a cost of Rs.

622.19 p per tones. The Scheme is being studied and will be submitted for approval of the

Board of Directors of your Company once it is found techno-economically feasible.

The feasibility report for rest of the underground mines and virgin blocks are under

preparation at CMPDIL

70

APPLICATION OF MAN RIDING SYSTEM IN MINES:

It has been decided to introduce Man -Riding System certain underground mines of your

Company where the workings are very deep and far from the surface as it takes longer time

to travel to reach at the working face of the mine and at the same time it leaves, an the

work persons fatigued while going down and coming up the mine. Taking this view into

consideration it has been decided 1 to introduce Man –Riding System in the following 5

mines. The Man –Riding System will be introduced in 2 phases. In the first phase the 2

profit making mines viz. SAONER UG MINE NO> -I in Nagpur Area nnd Tawa UG –

Pathakhera Area have been identified and in the second phase 3 (Three) mines (1)

For Underground Mines:

Introduction of Continuous Miner Technology: After introduction of Continuous Miner

technology from Miner Technology from M/s Jay Mining Machinery Ltd. of U.K. at Tandsi

mine on Risk & Gain sharing basis, your company has decided to explore the feasibility of

introduction of similar technology in the following 5 (five) operating underground mine and 6

(six) virgin blocks:

71

A. Operating Mines:

SL.

No.

Name of the Mine Name of the Area

1 Kumbharkhani Nagpur

2 Saoner - I Nagpur

3 Saoner – III Nagpur

4 Maori Kanhan

5 Naheriya Pench

B. Virgin Bloks

SL.

No.

Name of the Mine Name of the Area

1 Dhankasa Pench

2 Jamuniya Pench

3 Manda South Pench

4 Tandsi – III Kanhsn

5 Nand Umrer

6 Borda Wani

72

Maori UG in -KAHHAN Area, (Ii) Hindustan Lalpeth UG Mine -Chundrapur Area, (Iii)

Silewara UG Mine Nagpur Area

COAL BED METHANE:

TWO BLOCKS IN COMMAND AREA. OF YOUR VIZ. VIRUR CHICHOLI BLOCK AND A

BLO ::K ()F' SATPURA COALFIELD HAVE BEEN ALLOTTED BY RESPECTIVE STATE

GOVERNMENTS FOR E}'{PLORATION Of COA1 BED METHANE.

Research & Development Activities :

a. New RI}search & Development Projects :

Conversion of Wind Energy to Electrical Energy by VNIT, Nagpur

b. Technical Study:

i. Study of Old and active DLamps of 0(; mines in WCL. to determine stability

characteristics and dimensional parameters for Rs. 359.65 lakhs IIT, Kharagpur.

II. Ground condition above Goat Areas depiUared by Wide & Stan Method at

Pathakhera Area :by CMRI, Nagpur.]

III. Study on Stability of dip side slope on New Majri OC Sector-A, Majri Area :- by

CMRI, Nagpur

73

WESTERN COAL FIELDS LIMITED PATHAKHERA AREA

BALANCE RESERVES IN WORKING MINES As On 01/04/2009

There are four seams in pathakhera coal fields.

(A) Upper workable seam (UWS) Thickness - 1.4 m to 2.8 m.

(B) Lower workable seam (L WS) Thickness - 2.5 m to 5.0 m

(C) Bagdona Seam (Bag) Thickness - 1.2 m to 1.8 m

(D) 1 A Seam Thickness - 0.8 m to 1.5 m.

74

MINEYear of

opening

Mining

Area (In

Ha.)

Balance Reserve in M.T Balance

life in

yearsUWS LWS BAG TOTAL

PK-I 1963 248.502 Exhausted 0.045 Exhausted 0.045 4 Month

PK-ll 1971 281.387 10.070 0.0300 0.090 0.460 3

Satpura-ll 1973 457.770 0.020 0.220 0.500 0.740 3

Shobhapur 1975 343.239 0.525 1.195 2.911 4.631 9

Sami 1979 509.079 1.600 2.500 0.570 4.670 8

Tawa 1992 493.728 1.500 3.600 5.000 10.100 20

Chhatarpur-I 1992 641.200 Unworkable 8.590 Unworkable 8.590 21

Chhatarpur-ll 1992 184.138 0.857 1.950 Unworkable 2.807 IS

Tawa-IIl 2004 520.00 Unworkable 7.580 3.900 11.480 31

Total 3679.0434.572 25.980 12.971 43.523

Proposed Projects for XII Plan

3. Gandhi Gram (Extractable Reserve-37.00MT.Approx)

4. Shakti Garh (Extractable Reserve063.0l\1T. Indicated) Detail Drilling is still

continue.

75

WESTERN COAL FIELDS LIMITED PATHAKHERAAREA

MINE DETAILS (As on 01/04/09)

76

CHAPTER – 3

RESEARCH METHODOLOGY

77

OBJECTIVE OF THE STUDY

1. To learn about the welfare activities at Western coal fields Limited Shobhapur Mine

Pathakhera Betul (M.P.)

2. To know about the effectiveness of welfare activity at Western coal fields Limited

Shobhapur Mine Pathakhere Betul (M.P.)

3. To know whether the employees/workers are satisfied with the welfare activities or

not.

4. To partial fulfillment of MBA (HRD)

5. To interact with this corporate world

6. To find out the shortage/Lacks/Problem about the welfare activities at Western coal

fields Limited Shobhapur Mine Pathakhera Betul (M.P.)

78

RESEARCH METHODOLOGY

Materials and methods:

The employee welfare today becomes a very controversial topic. The social concept of

welfare implies the welfare of man, his family and his community. Employee welfare has

both positive and negative sides associated to it. All organization in general and Large-

scale companies in particular has provision of proper and effective welfare schemes. To se

whether such schemes are effective and add to. the efficiency of its employees and

organization as a whole and whether there is proper provision of facilities to implement

welfare schemes the topic was selected for evaluating effectiveness of these schemes on

the employees for research.

After the approval of the research topic, tools of research were decided to . use the

following tools to obtain the information and collect the date.

1. Questionnaire method,

2. General on the spot study of the situation.

With the help of executives, staff and operatives a list of employees was prepared who

were provide with literature 'in periodicals and pamphlets published by them regarding in

the 'method collected.

From the collected information only important information were tabulated, data were

analyses and conclusion were drawn. Main finding and constructive suggestions were 79

given on the basis of analysis of information and date.

METHOD OF DATA COLLECTION

The while deciding about the method of data collection to be used for the study,

there are two types of data:

1. Primary data-the primary data are those which are collective a fresh and for first time

& happen to be organizational in chapter.

2. Secondary data-secondary data are those which have already been collected by'

someone else and which have been already pass through the statist cal process.

I used two types of primary data collection method.

1. Questionnaire method:

This method of data collection is quite popular in case of big enquiry. In this method a

questionnaire is given to the person's concerned with a request to answer the question. A

questionnaire consists of no, of questions printed in definite order informs bias of the

interview and is note dependable and reliable.

2. Interview Method:

It involves presentation of oral verbal stimulus and reply in terms of oral verbal

responses. This method can be used through telephone interviews.

80

SAMPLE DESIGNING

The research must decide the method of selecting a sample of what is properly

known as the sample design.

In any field in inquiry" all the items under consideration constitute a universe or

population. A complete enumeration of all the item in the population is known as a census

inquire it can be presumed that in such an inquiry when all the items are covered no

element of change is left and highest accuracy is obtained. But in practice, this may not be

rue. Even the slightest element of bias in such an inquiry will get large and larger as the

number of observation increases.

Sample Method : Through Questionnaire

Sampling Area : Western coal fields Limited Shobhapur Mine

Pathakhera Betul (M.P.)

Sample size : 50 Repondents

Duration of study : A Period of 6 weeks.

81

CHAPTER – 4

Data Analysis & Interpretation

82

Data Analysis & Interpretation of welfare Activities at Western coal

Fields Limited, Shobhapur Mine Pathakhera Betul (M.P.)

The welfare department of the company, multiplying the welfare activities in the city

every day a great deal of achievements have been made so far, in different sphere of

activates.

83

1. HOUSING

Housing is the basic need of all the employees anywhere and Western coal Fields

Limited, Shobhapur Mine Pathakhera Betul (M.P.) is alive to the requirement. Almost all its

employees at Western coal Fields Limited, Shobhapur Mine Pathakhera Betul (M.P.) have

been provided with accommodation at the subsidized rate. As the need grows, more

houses are being constructed to meet the requirements.

INTERPRET A TION:

1. Sample of size = 60

2. No. of persons satisfied = 48

3. No. of people unsatisfied = 12

Formula used: (No. of person satisfied/sample)* 100

Percentage of satisfaction = (48/60)* 100

= 80%

SAMPLE SIZE = 60

ParticularsVariable

Percentage of satisfaction

Yes No

84

1. Housing 48 12 80%

1. HOUSING

Interpretation :-

80% of employee are satisfied that housing facility and rest of employees is

85

unsatisfied.

2. MEDICAL

In medical, Hospital is providing free medical service to the employees and their

family members. It offers almost all the facilities including, surgical, Medical, Pathological,

Maternity, Pediatric, and E.N.T. This hospital has well equipped surgical unit which has air

conditioned operation theater. This hospital is providing ambulance service on free of cost

to the employees and their family members.

INTERPRETATION:

1. Sample size = 60

2. No. of person = 54

3. No. of person unsatisfied = 06

Formula used = (No. of person satisfied/sample size)*100

Percentage of satisfaction = (54/60)*100

= 90%

SAMPLE SIZE

Particulars Variables

Percentage of

Yes No86

satisfaction

1. Medical 54 06 90%

2. MEDIACL

Interpretation :-

87

80% of employee are satisfied that Medical & Hospital is providing free medical

services facility and rest of employees is unsatisfied.

3. EDUCATION

Education up to higher Secondary level there is no problem in the Shobhapur Coal Mine

Betul (M.P.) campus. WCL Shobhapur (M.P.) school is totally run by the WCL Shobhapur

(M.P.) with building, furniture's and laboratory equipment provided by the Shobhapur Coal

Mine Betul (M.P.).

INTERPRETATION:

1. Sample size = 60



Formula used = (No. of person satisfied/sample size) * 100


----‘’---- = 75%

SAMPLE SIZE

Particulars Variables Percentage of

88

satisfaction

Yes No

1. Education 45 15 75%

4. EDUCATION

Interpretation :-

89

75% of employee are satisfied that Education facility upto higher Secondary level

and rest of employees is unsatisfied.

4. GAMES AND SPORTS

Games and sports are a regular feature at the Shobhapur Coal Mine Betul (M.P.)

campus. Regular matches are being organized and players are being given all sports

materials and special casual leave. The annual sports meets at the WCL Shobhapur (M.P.)

becomes memorable events. A number of picnic sports have developed by the

management and encourage picnic facilities to the employees.

INTERPRETATION:

1. Sample size = 60





----‘’---- = 60%

90

SAMPLE SIZE

Particulars

Variables Percentage of

satisfactionYes No

1. Games and sports 36 24 60%

5. SPORTS

Interpretation :-

91

60% of employee is satisfied that Games & Sports materials facility and rest of

employees is unsatisfied.

5. COMMUNITY DEVELOPMENT SCHEME

Under this scheme Shobhapur Coal Mine Betul (M.P.) has adopted some villages, Vigorous

tree plantation is being carried out in the villages. Free medical, facilities are also being

provided by the company to the residents of these villages.

INTERPRETATION:

1. Sample size = 60





----‘’---- = 65%

SAMPLE SIZE92

Particulars


satisfactionYes No

1. Community Development 39 21 65%

6. COMMUNICATION DEVELOPMENT

Interpretation :-

93

65% of employee is satisfied that Communication development facility and rest of

employees is unsatisfied.

6. SANITATION FACILITIES

Sanitation facilities provided in the company is well developed and there should be

proper management is going on regularly. The employee were satisfied with sanitation

facilities provided by the company. sanitation facilities should be provided as per the vision

of factory act.

INTERPRETATION:

1. Sample size = 60





----‘’---- = 90%

SAMPLE SIZE

94

Particulars


satisfactionYes No

1. Sanitation 54 06 90%

7. SANITATION

95

Interpretation :-

90% of employee is satisfied that Sanitation providing facility and rest of employees

is unsatisfied.

7. DRINKING WATER FACILITIES

The facilities of Drinking water in the Shobhapur mine Betul (M.P.) Colony is well planned

and well developed so that no problem should be arises in the colony in each houses their

should be sufficient water tabs is fitted.

INTERPRETATION:

1. Sample size = 60





----‘’---- = 85%

SAMPLE SIZE

96

Particulars


satisfactionYes No

1. Drinking Water 51 09 85%

7. DRINKING WATER FACILITIES

Interpretation :-

85% of employee is satisfied that Drinking water facility and rest of employees is

unsatisfied.

97

8. PRE&POST NATAL TREATMENT FOR LADY EMPLOYEE

The facilities of pre and postnatal treatment for lady employee is well planned in the

company. There should be a statutory provision regarding the pre and post treatment for

lady employee in the company. F or the pre and post natal treatment the period of leave

provided to them is one and half month for the pre natal period and one and a half month

for post natal period natal period. The lady employee's were satisfied with the provision

provided by the company for the pre and postnatal treatment.

INTERPRETATION:

1. Sample size = 60





98

----‘’---- = 75%

SAMPLE SIZE

Particulars


satisfactionYes No

1. Pre & Post Natal treatment

for lady employee's

51 09 85%

8. PRE&POST NATAL TREATMENT FOR LADY

EMPLOYEE

99

Interpretation :-

75% of employee is satisfied that pre & post natal treatment for lady employee is

well planned in the company facility and rest of employees is unsatisfied.

9. OVER ALL SATISFACATION WITH WELFARE ACTIVITIES

The employee's of the Shobhapur Coal Mine Betul (M.P.) were satisfied with the

facilities provided for the welfare. Some of the employee were unsatisfied due to some

reason because sometimes & problem should arises in the facilities provided by the

company. But the overall satisfaction regarding welfare activities provided by the company

to the employee is 75% approximate.

INTERPRETATION:

1. Sample size = 60





----‘’---- = 75%

100

SAMPLE SIZE

Particulars


satisfactionYes No

1. Satisfied with welfare

activities45 15 75%

8. OVER ALL SATISFACATION WITH WELFARE

ACTIVITIES

Interpretation :-

101

75% of employee is satisfied that overall satisfied with welfare activities that

company facility and rest of employees is unsatisfied.

CHAPTER – 5

Conclusion & Suggestions

102

CONCLUSION & SUGGESTIONS

CONCLUSION

Since independence, India has taken to the path of rapid industrialization and economic

growth, consequently this has resulted in the rise if great number of industries. All these

factor have considerable bearing of growth of labour welfare movement in our country. The

idea of a welfare state has added a new as never before to develop proper welfare activity

areas of labour welfare service for there proper understanding and application. Against this

vackdrop, trying to highlight all those factors, facilities and opportunities is being by

organization of public undertaking to their employees.

Shobhapur mine is the first integrated plant in the field of Coal This journey is started

since 1937 & leading to start a new era of technology & self sufficiency Shobhapur mine

103

has done splendid Job not in the field of paper, but in economic field, high industrial growth

rate, development of remote area in some other work of Shobhapur mine which one is

doing side by side.

The company spends annually Rs. 20 Lakhs 47 thousand Appro. On welfare activities

provided by the employee's.

SUGGESTIONS

Coming on the suggestions on the activities provided to the employee's were fully

satisfied with the present activities of the company and some of the. were expressing their

willingness that certain more facilities should be included. Improvement in the welfare

activities provided to them. Some more facilities should also be considered, which are.

1. Gardens may be developed in all sectors.

2. General condition of playground should be developed.

3. Proper arrangement of diff rent sports for boys & girls should be developed thought

out the year and the number of participants may please be increase.

4. Library should be provided in each section.

5. Club should be provided with better facilities.

104

BIBLIOGRAPHY

1. PERSONNEL MANAGEMENT : BY C .R MEMORIA

2. ADMINISTRATION OF PUBLIC ENTERPRISES IN INDIA BY

: BYJAGDISH PRASAD

3. RESEARCH METHOLOGY : BY C.R. KOTHARI

4. ASPECTS OF LABOR WEFARE AND SOCIAL SECURITY

: BY A.M. MHARMA

105

Questionnaire

NAME :…………………………………………………………….………….................................

AG E ..........................YEARS.

SEX MALE/FEMALE

QUALlFICATI0N…………………………………………………………………………................

DESIGANATION……………………………………………………….........................................

MARITALS STATUS: MARRIED SINGLE

No of issues ………………………...………………………………………………………………..

Yea r of service........................................................................................................................

Q, 1- Whether you are provided with a quarter?

Q. 2- Is it per entitlement?

Q.3- If you have not been provided a quarter specifies the reasons.

…………………………………………………………………….…………....................................

……………………..……………………………………….………….............................................

Q.4- Are you satisfied with the sanitary facilities?

106

Yes No.

Q.5- Is there any problem for drinking water?

Yes No.

Q.6- Dose the company provides reimbursement?

Yes No.

Q.7- Is the conman's hospital well equipped?

Q.8- Dose the company provides in-door facilities?

Q.9- How much leave the company provides for pre & postnatal treatment?

Pre - Natal :…………………………………………………………………......

Post - NataI :….............................................................................................

Q.I0are you satisfied with the education facilities provided by the company?

Yes No.

Q.11-Any other education facilities you wish the company should provide?

Q.12-Dose the company provides adequate facilities to the sportsmen?

Q.13-Dose the company provides adequate sports facilities in school/college?

Q.14-What does the company do to encourage rural sports.

107

…………………………………………………………………….…………....................................

Q15-dose the company provides adequate facility in the adopted villages?

Yes No

Q.16- Are you satisfied with the welfare facilities provided by the company?

Yes No.

Q.17- Dose the company provide adequate salary?

Yes No.

Q.18- Are you satisfied with your job Birla Ericsson optical Limited (BEOL).

Yes No.

Q.19-Are you satisfied with canteen facilities?

Yes No.

Q.20-Any suggestion for improvement in the welfare facilities provide?

…………………………………………………………………….…………...................................

108

goldy project

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