APROJECT REPORT

ON

“JOB SATISFACTION IN B.S.P”

For

BHILAI STEEL PLANT( DALLI RAJHARA MINES)

Submitted in Partial Fulfillment to Mats College, Raipur(C.G)

For the Award Of Master’s Degree

InMaster Of Business Administration

Guidance By Submitted By Mrs. Prachi Singh Neha Deodas Lecture M.B.A III Sem. MATS COLLEGE Batch 2008-10

Department Of Management

MATS COLLEGE ,RAIPUR

CERTIFICATE

This is to certified that research report title “Job Satisfaction in BSP” has

been successfully carried out by ‘Neha Deodas’ student of MBA 2nd

semester in MATS COLLAGE in the partial fulfillment of degree

“Master of Business Administration” during academic year 2008-10.

I wish her all the best in her future walk of life.

PROJECT GUIDE

Dr .Prachi Singh

(Lecturer)

Department of Management

MATS COLLEGE

Raipur (C.G)

STUDENT’S DECLARATION

I “Neha Deodas” student of MBA 2nd semester in the year 2008-10 here

by declare that I have undergone project at BSP , Dalli Rajhara(Mines) .

This report is an original work carried out by me and report has not been

submitted to any other university for the award of any degree or diploma.

Date : (NEHA DEODAS)

Place:

MBA 3rd semester

2008-10.

ACKNOWLEDGEMENT

It is a great pleasure for me to submit my summer project

report on “JOB SATISFACTION IN BSP” to MATS COLLEGE ,

Raipur.

I would like to express my sincere gratitude to Mr. S.U.

Prabhakar Rao ( AGM Personnel) for providing me with the

appropriate project to work on. I am thankful to Mr.

N.Prakash (Labour Welfare Office)for his hearted co-

operation, encouragement, valuable suggestions & guidance.

I take this opportunity to express my heartiest thanks &

obligation to Mr. Byju John HOD of Management

Department MATS who has rendered me invaluable

instructions and guidance for preparing the project report. .

Finally I put my profound sense of gratitude towards Dr.

Prachi Singh for her keen support and helping my concept to

build stronger. Last but not least I am thankful to all those who

directly or indirectly helped me for the successful completion

of this project report.

Date: -

Neha

Deodas

PREFACE

Job satisfaction is the degree to which people like their jobs.

Some People enjoy work and find it to be a central part of life.

Other hate to work and do so only because they must. The

study of the cause and consequences of employee attitude is

one of the major domains of industrial –organizational

psychology and organizational behavior. More studies have

been done to understand job satisfaction than any other

variable in organization. In addition, the assessment of the

employee attitude such as job satisfaction has common

activity in organization in which management is concerned

with physical and psychological well-being of people.

Job satisfaction is associated with many important

behavior and outcomes for employees that have implications

for organizational and personal well being.

CONTENTS

1. Executive Summary

1.1. Project assigned 1.2. Commencement of project. 1.3. Highlights of field work. 1.4. Practical difficulties faced. 1.5. Remedial action undertaken. 1.6. Learning 1.7. Outcomes.

2. Introduction

2.1 What is Job? 2.2 What is Job Satisfaction? 2.3 Importance of Job Satisfaction 2.4 Constitutes of Job Satisfaction 2.5 Outcomes. 3. Objective of Project

4. Company profile

5. Project Introduction 5.1 Project Title 5.2 Objective of study 5.3 Research Methodology

6. Analysis & Interpretation of Data

7. Findings and Limitations

8. Conclusion and Suggestions

9. Student work profile

Bibliography

Annexure

Executive summary

I wanted to do project on HRM, for that manufacturing concern

was requirement for me. For that I have chosen BSP i.e.

(BHILAI STEEL PLANT) Dalli Rajhara works. BSP was my first

priority because it was foremost company in steel

manufacturing. My perception was that in plant or

manufacturing concern we are having personal department

since the labor force is more here.

Project assigned

Project what assigned to me was very different as it was

related to employees job satisfaction which is important part of

HRM. The topic/title “Job satisfaction in BSP” in that project the

is to know or to evaluate the employees job satisfaction.

Project was suggested by my project guide.

During initial days we discussed about the “Job satisfaction in

BSP” with its concept such as –

What are the HR Policies used in BSP?

What is its significance?

How HR Policies work?

My project title was inclusive of objective, later on we

discussed what dimensions should be covered under this title,

ultimately Six dimensions were decided for study, as:

1. Allowance

2. Advance.

3. Leave benefit Scheme.

4. Wages

5. Motivation

6. Separate Benefit

Commencement of project.

Project was done in personnel department of BSP, Dalli

Rajhara(Mines), under officer HR & Department members.

Tenure for project was 4 weeks.

In first week of training project title was assigned. Following

that I have gone through the literature regarding the title. On

the basis of that the questionnaire was designed. It was

inclusive of questions covered all dimensions. Questionnaire

was designed in English languages. As soon as questionnaire

was ready my next step was data collection. A Iron Ore

Complex (BSP) was assigned for collection of data.

Highlights of field work

Before going to field work certain instruction was given to me

by project guide like to go certain areas of Dalli Rajhara Mines

likes Iron Ore Complex, Dalli Mines and Rajahara Mines , how

to deal with respondents and how to convince them etc.

sample size of my project was 50 it included Executives, Non –

Executives and workers. I started my survey work HR

Department, from Iron Ore complex. After that I went to some

other department like production, safety and got the

questionnaire filled.

Practical difficulties faced.

Some of the respondents were busy in their work so they

haven’t filled up the questionnaire. Some of the respondents

were not agree to fill up the questionnaire.

.

Remedial actions undertaken.

In order to convince the respondents I explained them that

only information what needed is in form of responses of the

questions, apart from them I don’t want any additional

information from them.

Learning:

This project work impetuses new insights of knowledge in me.

And practical exposure what I got here will be a long term

assets for me. My learning here are as follows:

The symbiotic relationship between Employee , Employers and

workers. Designing of perfect questionnaire.

Learned about some of the soft skills like acceptability,

adjustability & patience required during field work.

Time management.

Art of convincing people.

Discipline of the work place.

Consistency in work.

Outcome:

By means of this study I found the activities/initiatives

undertaken by BSP in certain areas while certain areas are left.

2.INTRODUCTION

WHAT IS JOB

Job is a component of work and may be defined as a specific

requirement to get a product or achieve an objective. A series

of tasks may constitute a job. Jobs are not time bound but the

tasks to be accomplished within a job could be. In a job there

is a strong relationship between the job performer and the

product of that performance.

WHAT IS JOB SATISFACTION

The term “Job satisfaction” refers to a collection of feelings

that an individual holds towards his or her job. When a person

says that he has high job satisfaction it means that he really

like his job, feels good about it and values his job highly. Job

satisfaction is closely related to the gratification of needs. It is

composed of effective, cognitive and behavioral elements.

These elements vary in their intensity and consistency from

one individual to another. Thus, job satisfaction is the

satisfaction derived from any pursuit directed by the process

of fulfillment of the needs. It is the favorableness or

unfavourableness with which employees view their work. It

results from specific attitudes of employees in three areas viz.,

specific job factors, and individual adjustment on the job and

group relationship.

Job satisfaction may refer either to a person or a group. It

results from the best fit among job requirements, wants and

expectations of an employee. It is used to express the extent

of match between the employee’s expectations of the job and

the reward that the job provides. Job satisfaction is the result

of various attitudes the person holds towards his job and

towards life in general. Considering job satisfaction as the

overall attitude of well being with regard to job and its

environment, it is not difficult to know how an employee feels

about his job. In this way job satisfaction is a set of favorable

or unfavorable feelings with which employees view their work.

Job satisfaction is an attitudes of employees towards their job

and the discussion of organizational commitment focuses on

their attitudes towards the over all organization. It results

from the employee’s perception that the job context and

context actually provide what an employee’s values in the

work situation. It’s a pleasurable or positive emotional state

resulting from the appraisal of one’s job or job experience. It

is a result or employee’s perception of how well their job

provides those things that are viewed as important. It is

generally recognized in the organizational behavior field that

job satisfaction is important and frequently studied attitude.

High level of job satisfaction reflects a highly favorable

organization climate resulting in attracting and retaining better

worker.

It is also conductive to the all-round development of the

organization. An employee works in an organization and if any

effect is there on the employee the organization will directly or

indirectly effect. Satisfaction generally is higher in case of

people whose jobs involved control over this work and that of

others and is lowest for those people who are in jobs that are

at the lower end of the organization hierarchy for whom there

is little opportunity after such control. This job satisfaction

directly or indirectly influences attitude morale, absenteeism,

values and production level. If a person or employees is

having good attitude towards the work of the organization, the

productivity and efficiency definitely going to increase same

thing influence the value system when the work is according to

the value and norms they get satisfied and if any thing or

activity hurts their values and norms and it is against their

value system the employees get dissatisfied which effect their

work and the organization get effected.

IMPORTANCE OF JOB SATISFACTION

Satisfaction is necessary in every aspect of life. Job

Satisfaction is not only related with the job but also to the

overall feeling of the employee. It is important not only for an

employee but to the whole organization. The findings of

several investigations suggest that job satisfaction is positively

correlated with high production. Workers satisfied with their

job produce more. Of course, some other studies also do

indicate that not always and in all cases is high production due

to job satisfaction. However, it cannot be denied that

production is partly a function due to job satisfaction. How

ever, it cannot be denied that production is partly a function of

job satisfaction. Because of the specializations of work in

modern industries work lack intrinsic interest and therefore the

worker finds no incentive for work. In the words of Morgan.

“Now work is so specialized, so devoid of intrinsic interest that

the workman finds no incentive to work.’’ Under these

circumstances, to provide interest in work and make the job

satisfactory and pleasant there is tremendous need for job

satisfaction research. It is only from the data of scientific

research that the management can know the factors

contributing to job satisfaction. Moreover, knowledge of the

attitudes and factors leading to job satisfaction will provide

scope for better selection procedure. It is to be kept in view

that job satisfaction is a personal and individual feeling. Thus

Balchin has remarked, “An effort should be made to give the

average worker a job which is not merely a means of earning a

living but which has in it all the ingredients of life itself.” Job

satisfaction not only increase efficiency, it also provides

intrinsic motivation for work. Moreover, job satisfaction is also

conducive to the all-round development of the organization

because directly and indirectly it influences attitude, morale,

and absenteeism and production level.

Importance of job satisfaction:-

FOR AN INDIVIDUAL/ AN EMPLOYEE:

MENTAL HEALTH

When an individual work in organization he have certain

expectations from it, it can be personal or professional. This

inner feeling directly and indirectly effect the individual mental

position. When he fulfilled his wants and expectations he

satisfied form his job and work effectively but when he can’t

achieve his goal he not only become mentally but also can’t

put his attention towards his job, which may decrease his

productivity. When he is satisfied he becomes mentally strong

and healthy.

MOTIVATED

When an individual satisfied from his job he get motivated to

work effectively and properly. Motivation influences the

willingness of people to work and this willingness come from

within. When there job give them satisfaction they are

motivated but when they are dissatisfied even then they are

capable and fit they will not do there work or if they do there

work they will not put there efforts and effectiveness to

complete there job or work properly.

PHYSICAL HELATH

Physical health play an very important role in individual life

when we speak about an individual working in an organization

will able to do all types or work when he not only mentally

healthy but also he is physically healthy person. Job

Satisfaction not only makes an individual mentally strong but it

also makes individual feel physically strong and energetic

which allow them to work more effectively and with more

confidence.

POSITVE ATTITUDE TOWARDS JOB

The entire individual have certain wants and expectations

when this wants and expectations are fulfilled from their jobs

they feel satisfied and put all their dedication towards their

job, which gives positive attitude towards their job, which

makes them, work more effectively. These positive attitudes

towards their job, which make them, work more effectively.

This positive attitude makes an individual to remain in

organization and to helps it in progress.

STABILITY AND GROWTH OF EMPLOYEES

A person is satisfied form his job only when he feels that the

job gives him all the opportunities and space for his ideas. A

satisfied person will always want to remain in organization and

organization also not wants that person to leave the

organization and put all effort to that organization only. A

person become stable in that organization and a person is

getting chance to expose himself with new ideas and method,

which help them to create new scope in organization.

SELF-DEVELOPEMNT

If a person is satisfied in his job, he will try to work more

delicately towards his job and will try to create new ideas and

ways to make him self and organization to develop. He will

always come with new ideas so that the effectiveness and

efficiency of him and organization can increase. This helps the

individual to developed and progress.

PROPER BALANCE

Satisfied person keeps proper balance in them. They have

proper balance in them what to do and what not to do. They

can change themselves according to the work and situation.

The maintain proper balance between their wants and the

organization wants they always maintain this balance so that

they can developed but also organization can developed.

FOR THE ORGANISATION:

DIRECTION:

An organization can give and explain the proper direction and

work to the satisfied person more nicely as the satisfied person

always tried to work more nicely according to the direction of

*their head. They listen to the direction properly and try to

follow it and try to put all his effort to complete the task.

CONTROL:

A person is satisfied in the job only when he feels that the job

he had will fulfill his wants and will help to show the capability

inside him. He will work accordingly and in direction given by

his higher authority. An organization can control this type of

person who is satisfied and can take out this maximum

productivity inside them and can put it for the task. But the

other people who are not satisfied can’t give their total

productivity for job.

STABILITY AND GROWTH OF ORGNAIZATION

As we know that the satisfied person will always try to

innovate their idea and always try to discover new techniques

and method not only for their own development but also for

the development of organization helpful in long run and for

stability and for the growth of an organization.

OPTIMUM USE OF RESOURCE

When a person is satisfied from his job gives more effort and

effectiveness to complete his job and try to put his maximum output

from this side. This not only helps the organization to take out

optimum effort from him but also in effective way. This helps

organization to use the optimum resources in the best way and with

less wastage.

MUTUAL COOPERATION

Cooperation plays an important role in an organization

cooperation means helping each other and working together.

Mutual understanding and cooperation is necessary for each

organization. It is only possible only when the employees in

the organization are satisfied in their job when they are

satisfied there will be mutual understanding between them

and cooperative nature will be there. The employee will try to

cooperate with each other and try to achieve the goal, which

can be individual goal, or the organization goal.

What constitute job satisfaction?

Various studies of job satisfaction throw light on some

variables of job satisfaction, which may broadly be divided into

three main categories.

1) Personal factors.

2) Factors related to job.

3) Factors controlled by the management.

1) Personal Factors

Sex

The findings of several studies reveal that women in general

have more job satisfaction than men. Morse’s (1953) study

indicates that while the percentage of dissatisfaction is 55 in

males it was 35 in the case of females. Such difference may be

explained by the fact that females have relatively lower

aspiration and expectations than males and they have less

economic burden. Hence they become easily satisfied to their

jobs compared to their male counterparts. This study is not

supported by Hubin and Smith (1964) regarding the effect of

sex difference in job satisfaction.

Age

The study conducted by Morse (1953) workers of the higher

age group has more job satisfaction than the younger workers.

But other studies do suggests that there is very little

relationship between age and job satisfaction.

Number of dependents in the family

Morse’s investigation proves that there is a negative

relationship between the number of dependents and job

satisfaction. Thus, as the number of dependants in a family

increase job satisfaction decreases and vice versa. Most

probably, financial difficulty is the major cause of job

dissatisfaction in such cases. Sinha (1973) however did not

find the effect of family and dependants on job satisfaction.

Hence without further research on this problem no definite

view can be given on the relationship between job satisfaction

and the number of dependents in the family.

Length of Service

The findings of some investigators suggest that in the

preliminary stage of service more job satisfaction is

experienced. But when the employee reaches the age of 50-60

years, job satisfaction decreases gradually. After this age,

again the tendency of rise in job satisfaction is observed. Sinha

(1965) did not find significant difference between the job

satisfaction of workers and shorter and longer years of service.

According to Hull and Kolstad (1942), the level of morale

usually reaches the maximum after 20 years of service in an

organization.

Intelligence

It is a common assumption that to perform a job satisfactorily

intelligence is necessary. Therefore many have hypothesized

that there exists a positive relationship between intelligence

and job satisfaction. But several investigations have brought

quite confusing findings. According to Ahbroke, workers having

high intelligence have demonstrated dissatisfaction in job.

From the findings of Wyatt and Langdon it has been proved

that most intelligent women workers in a chocolate factory

experienced monotony and boredom very quickly which is an

indicator of dissatisfaction in job. However, from the study of

Kornhouser and Sharp, no significant relationship is observed

between attitude and intelligence.

Personality

It is a major factor in influencing job satisfaction. But since it is

difficult to measure the traits of personality scientifically not

much research could be done on the problem. From a study

conducted by Kornhouser and Sharp on women employees, it

is noticed that out of 25 highly neurotic workers 16 were

always dissatisfied in job while only 3 out of 25 workers

expressed job dissatisfaction.

Fulfillment of personal needs

Morse’s and Schaffer’s research (1953) leads one to conclude

that job satisfaction depends upon the fulfillment of personal

needs. Schaffer found that a high correlation existed between

the person’s strongest needs and overall satisfaction. Among

the strongest needs, creativity and challenge, mastery and

achievement are important ones.

Education

A number of contradictory findings have been obtained

regarding the relationship between educational levels and job

satisfaction. The findings of Morse’s study indicate that

employees who could not pass middle school examinations

had greater job satisfaction than more educated employees.

But the findings of other studies have not supported this view.

Hence further research is necessary to throw light on this

determinant of job satisfaction.

2. Factors related to Job

The results of several studies point out that the level of job

satisfaction is determined to a great extent by variables

related to the job itself. Dissatisfaction in a job caused by such

factors has no relationship whatsoever with the individual

factors discussed earlier. Some of the factors of job

satisfaction related to the job itself are given as follows.

Chance and initiative to establish oneself in job.

From the research of Form (1946) it is evident that workers

who get a chance to establish themselves in their vocation

expressed less dissatisfaction in job than those who could not

get such a chance. It has also been noticed that vocations

having less social prestige and status bring dissatisfaction.

Increasing the importance and status of the job can increase

Job satisfaction.

Nature of Job

The findings of Morse’s study suggest that rotating jobs and

jobs giving the scope for variety and change gave many

workers more satisfaction than routine and mechanical jobs.

According to the results of Hoppock’s (1935) study there may

be a 100 per cent difference in job satisfaction because of the

difference in the nature and variety of work.

Skill of work

Fairchild (1930) opines that skilled job brings a strong feeling

of satisfaction in the workers. The nature of work, the status of

the job and responsibility, etc., is influenced by the skill of the

job. According to Fairchild, “Where skill exists to a

considerable degree, it tends to become the first source of

satisfaction to the workman. Satisfaction in conditions of work

or in wages becomes predominant only where satisfaction in

skill has materially decreased.

Size and location of the factory

It has been viewed that small organizations and factories

increase the level of morale of the workers as the hope for

promotion facility based on impartiality, justice and

competency is better there. This has been suggested by the

findings of Sears and Riback. According to them opportunity

for better interpersonal relationship is available in small

factories. The scope for recognition, feeling of security and

sense of cooperation etc. also increased in small plants.

Similarly, keeping other factors constant, factories situated in

small towns give more satisfaction to the workers as they feel

more secure and satisfied in small towns. Also, there is no

difficulty in adjustment. On the contrary, in big cities the

workers may feel neglected and lost.

3. Factors Controlled by the Management

There are certain psychological determinants of job

satisfaction, which can be improved by the management to

increase the level of job satisfaction of industrial employees.

Some of these important determinants are discussed below.

Salary

Employees are more satisfied when they feel they are

rewarded fairly for the work they do. Consider employee

responsibilities, the effort they have put forth, the work they

have done well and the demands of their jobs. As we have

discussed in example of why to study job satisfaction we can

understand clearly that at what extent payment play as

determinant of job satisfaction. If payment is according to

work and expectations then job satisfaction increases but if

payment is less than contribution then definitely job

dissatisfaction arises.

Security

The findings of several researches indicate that security

contributes highly to job satisfaction. Each and every

employee in the organization or industry wants himself to be

fully secured in his job. Insecure jobs doubtless bring a definite

feeling of dissatisfaction in work. Security may be social,

economical and psychological. A worker who gets security in

all these areas gets maximum satisfaction from his job.

According to Knutson, a feeling of security or insecurity may

tend to become generalized throughout the personality

structure or they may be projected from one area of striving

into others.

Vocational guidance

Lack of proper vocational guidance may lead to job

dissatisfaction. A person who is not suitable for a job, in terms

of his capabilities, aptitudes and interests, is not expected to

be satisfied with his job. It is a fact that people who does not

possess the necessary abilities and aptitude for a job, will not

like to continue in such a job. Besides giving dissatisfaction in

job, many problems arise in almost all organizations when

vocational guidance is not given. But proper guidance about

the selection of a vocation in accordance with the ability and

interest of the person, gives greater satisfaction in job. Thus,

suitable workers for a work and suitable work for a worker are

necessary contributors of job satisfaction.

Employees are more satisfied when they feel they are

rewarded fairly for the work they do. Consider employee

responsibilities, the effort they have put forth, the work they

have done well and the demands of their jobs. As we have

discussed in example of why to study job satisfaction we can

understand clearly that at what extent payment play as

determinant of job satisfaction. If payment is according to

work and expectations then job satisfaction increases but if

payment is less than contribution then definitely job

dissatisfaction arises

Scope of Promotion

Lack of facility for promotion got the fifth position as a

determinant of job Satisfied person keeps proper balance in

them. They have proper balance in them what to do and what

not to do. They can change themselves according to the work

and situation. The maintain proper balance between their

wants and the organization wants they always maintain this

balance so that they can developed but also organization can

developed.

An organization can give and explain the proper direction and

work to the satisfied person more nicely as the satisfied person

always tried to work more nicely according to the direction of

their head. They listen to the direction properly and try to

follow it and try to put all his effort to complete the task.

A person is satisfied in the job only when he feels that the job

he had will fulfill his wants and will help to show the capability

inside him. He will work accordingly and in direction given by

his higher authority. An organization can control this type of

person who is satisfied and can take out this maximum

productivity inside them and can put it for the task. But the

other people who are not satisfied can’t give their total

productivity for job.

As we know that the satisfied person will always try to

innovate their idea and always try to discover new techniques

and method not only for their own development but also for

the development of organization helpful in long run and for

stability and for the growth of an organization.

When a person is satisfied from his job gives more effort and

effectiveness to complete his job and try to put his maximum

output from this side. This not only helps the organization to

take out optimum effort from him but also in effective way.

This helps organization to use the optimum resources in the

best way and with less wastage.

Cooperation plays an important role in an organization

cooperation means helping each other and working together.

Mutual understanding and cooperation is necessary for each

organization. It is only possible only when the employees in

the organization are satisfied in their job when they are

satisfied there will be mutual understanding between them

and cooperative nature will be there. The employee will try to

cooperate with each other and try to achieve the goal, which

can be individual goal, or the organization goal.

Working Conditions

The importance of working conditions and factory environment

cannot be ruled out totally in giving job satisfaction, though it may

have a secondary role to play. Suitable working conditions improve

the attitude and morale of the worker and contribute to the feeling

of satisfaction in work. Study reveals that uncongenial working

condition got third position in a list of nine causes of job

dissatisfaction.

4. Relationship with co-workers

Every worker genuinely wants to be accepted by his co-workers and

desires congenial interpersonal relationship with them. Better

personal and social relationships in the working group have always

been a contributing factor towards the maintenance of high morale

and a favorable attitude. If one has more friends and less foes in the

working group, is accepted by the group and has the sense of

belonging, he has a better feeling of job satisfaction.

Responsibility

From the findings of a study it is found that the morale of the

concerned workers increases when the jobs require responsibility.

Hartman and Newcomb have found that unemployed people

appreciated jobs with more responsibility. But since no specific

study has been conducted on the relationship between

responsibility and job satisfaction no generalized conclusion can be

made on this point.

Supervision

The Hawthorne studies have already emphasized the role of the

supervisor and successful supervision in determining the attitude,

morale and level of job satisfaction of workers. In Herzberg,

Mausner, Peterson and Cap well’s investigations, supervision has

got the eight ranking next to wages. Roethlisberger and Dickson

have also found that the chance in supervisor, the attitude of

workers in an organization changed. When the attitude is favorable

towards the methods of supervision and the dealings of the

supervisor, sincerity and loyalty to the job also increases.

OUTCOMES: -

Satisfaction and performance:–

Satisfaction and performance inter related with each other

employees perform more effectively when they are satisfy.

people assume a positive relationship between job

satisfaction and performance but researchers have different

opinion about the relationship. Thus an individual’s satisfaction

is a function both of the number and amount of the rewards he

receives as well as considers to be a fair level of reward. An

individual can be satisfied with a small amount of reward of he

feels that it is a fair amount of reward for his job.

Turnover:

High job satisfaction reduces turn over. If high satisfaction

level is there people enjoy working on the organization and

where else, so they like to remain there in. If they are

dissatisfied they will try to leave & look for better opportunities

with other organizations.

Labor Turnover is a costly problem in industry. If a single

worker leave the job, his replacement cause the great

expenses which start from advertisement to training as well as

some time it also happens that new workers may not be as

good as old once. One of the reasons of turnover is job

dissatisfaction.

Usually over qualified and under qualified person selected for

the job are dissatisfied with the work and hence leave the job

when ever they get a better job opportunity so the proper

placement and recruitment should be there in the

organization.

Absenteeism:

The satisfaction and absent reflect each other if person is

satisfied the ratio of absenteeism will be less them the person

is dissatisfied. It is important to remember that although high

job satisfaction will not necessarily result in law absenteeism,

low i.e. is move to bring about absenteeism’s absenteeism as

remaining absent from work. It means leaving one’s temporary

cessation of work for not less than one whole working day or

the initiative when we talk about the relationship between

absenteeism and job satisfaction it is stronger than the

relationship between satisfaction and turn over

Morale & Attitude

Morale is willingness to structure or the goals of a particular

group. It is the possession of feeling of being accepted by and

belonging to a group of employees through adherence to

common goals and confidence in the desirability of this goal.

Quite simply morals are a group concept. It esprit de corps or

the summation of attitudes of all employees making up a

group tow and various aspects of their work.

An attitude is a set of actions with an emotional overtone.

They are related to the people, places or things, Attitude may

also be related to a tendency to regard things with approval or

disapproval. Job attitudes contribute to jobs satisfaction. Job

satisfaction or dissatisfaction is affected by various attitudes

the employee’s holds towards his job, job related factored

life in general and so on. The employees towards some of

these aspects may be positive or toward some negative. If

total of all positive attitudes exceeds the total of all negative

attitudes the moral of the group can be said to be high.

Otherwise it is low.

Motivation

Job satisfaction and job motivation are not identical concepts

while job satisfaction refers to satisfaction of a need often

resulting to a state of contentment, motivation is expending

effort towards a goal. High motivation does not in ability lead

to high performance to achieve goals, intelligence, ability, and

appropriate resources are also necessary. A worked strategy

for motivating people is to other them.

Meaningful incentives for achieving specific goals people also

need to know the likelihood that effort leads to reward feed

back on performance is also essential in motivating people.

Not all satisfied employees are well motivated and not all well

motivated people are satisfied. A popular conception of

motivation is that people work to satisfy their needs. But one

cannot avoid relating satisfaction to the theory of human

needs and motivation. The assumption is that people work to

satisfy needs and apply drive or effort towards goals, which

provide the means of satisfying those needs. The individual

get motivated to the extend that Job provides need relate

rewards and incentives so people think there aria basic

patterns of needs. At Marlow had explained it very nicely in

theory of Human need. He postulates that there is a definite

rank order priority of human needs. Physiological or primary,

safety or security, social, esteem or ego and self-actualization.

3. Objective of project :

Bhilai steel plant is a dominant player in iron and steel sector

across the continent. it has certain initiative that are

undertaken towards the company credo. To make meaningful

difference in the people’s life. Along with improvement in

physical and financial performance, it is equally important that

we able to connect the progress of company with aspiration of

the society at large. Opening up of new school’s and health

centre at different area for serving the under privileged,

organizing of health centre, developing of model steel villages

etc have been efforts in a right direction. Bhilai steel plant also

aims at modernization and expansion plans to be undertaken

to enhance production . the whole activity at Bhilai steel plant

works under one driving force of missionary zeal and total

involvement of all the employees of all the departments and

not by project group alone . Bhilai steel plant works on the

policy that full involvement of the employees without caring as

to who gets the credit. It works collectively to create synergy

for convertin their vision into reality.

4. COMPANY PROFILE

General Introduction of SAIL

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

defense 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, galvanized sheets, electrical sheets, structures,

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 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.

Formation of Hindustan Steel Limited

When the Government of India decided to enter into the field

of Iron and Steel production, it broadly envisaged not to run

the firm as a departmental undertaking. Although initially steel

project administration was directly under a Ministry of the

Central Government, Hindustan Steel was formed as a Limited

Company, with President of India owning the shares on behalf

of the people of India. Thus Hindustan Steel Limited was set up

on January 19, 1954.

Growth of Hindustan Steel Limited (1959-

1973)

To start with, Hindustan Steel was designed to manage with

only one plant that was coming up at Rourkela. For Bhilai &

Durgapur plants, the preliminary work was done by officials in

Iron & Steel Ministry. From April 1957, the supervision and

control of the Bhilai & Durgapur Plants were also transferred to

Hindustan Steel. The registered office was originally in New

Delhi, moved to Calcutta in July 1956 and ultimately shifted to

Ranchi in December 1959. Initially Bokaro Project was also

under HSL. A new steel company Bokaro Steel Limited was

incorporated in January 1964 to construct and operate the

steel plant at Bokaro. The 1 MT phase of Bhilai & Rourkela

Steel Plants were completed by end of December 1961. The 1

MT phase of Durgapur was completed in January 1962 after

commissioning of wheel and axle plant. As a result, the crude

steel production of HSL went up form 158 thousand tones (in

1959-60) to 1.6 MT(in 1961-62). 2.5 MT phase of Bhilai was

completed on 2nd September, 1967 after commissioning of

Wire Rod Mill. The last unit of 1.8 MT phase of Rourkela was

Tandem Mill commissioned on 17th February, 1968 and 1.6 MT

phase of Durgapur was completed on 6th August 1969 after

commissioning of furnace in SMS. Thus, with the completion of

2.5 MT stage in Bhilai, 1.8 MT in Rourkela and 1.6 MT phase of

Durgapur, the total Crude Steel output from HSL was raised to

3.7 MT in 1968-69 and 4MT in 1972-73.

Formation of Steel Authority of India Limited

The Committee of Public Undertaking of the Fifth Lok Sabha

was the first Parliamentary Committee to undertake a

significant review of the question of setting up a Holding

Company for steel. It was first considered in the Department of

Steel in 1971 with the following two objectives:

• Rapid growth of the industrial sector, of the economy, of the

state as a leading agent of the growth process; and

• Ability of the Government to divert investment into areas

which are strategic from the point of view of future

development.

In this context, it was recognized that the Public Sector had to

be made more efficient in order that it might be able to

contribute far more than it had to the common pool of

invertible surplus in the economy.

Further, such a holding company could perform a number of

other important functions like coordination and control of

constituent units, planning long term programmes,

introduction of necessary technological changes, setting up of

an R & D organization and training of managerial personnel for

the Public Sector as a whole. Based on the above

considerations, the proposal to set up a holding company for

Steel and associated input industries was approved by the

Government in January 1972. Accordingly, the formation of

Steel Authority of India Limited was approved by the

Government in December, 1972. The company was

incorporated on January 24, 1973with an

authorized capital of Rs.2,000 crores. In 1978 SAIL was

restructured as an operating company.

Present Status of SAIL

Steel Authority of India Limited (SAIL) through its five

integrated steel plants at Bhilai, Bokaro, Burnpur, Durgapur

and Rourkela accounts for major steel production capacity of

India.

Three special steel plants at Bhadravati, Durgapur and Salem

produce a wide range of special steels, special alloy steels and

stainless steel .MEL, Chandrapur, a subsidiary company, is one

of the largest producers of bulk Ferro Alloys in the country.

There is a proposal to merge it with SAIL.

Today, SAIL is one of the largest corporate entities. Its innate

strength lies in its technologists and professionals and a

trained manpower of over 1.34 Lakh including subsidiary.

1.1 BHILAI STEEL PLANT

Seven - time winner of Prime Minister's Trophy for best

Integrated Steel Plant in the country, Bhilai Steel Plant (BSP) is

India's sole producer of rails and heavy steel plates and major

producer of structural. The plant is the sole supplier of the

country's longest rail tracks of 260 meters. With an annual

production capacity of 3.153 MT of saleable steel, the plant

also specializes in other products such as wire rods and

merchant products. Since BSP is accredited with ISO

9001:2000 Quality Management System Standard, all saleable

products of Bhilai Steel Plant come under the ISO umbrella.

At Bhilai IS0:14001 has been awarded for Environment

Management System in the Plant, Township and Dalli Mines. It

is the only steel plant to get certification in all these areas. The

Plant is accredited with SA: 8000 certification for social

accountability and the OHSAS-18001 certification for

Occupational health and safety. These internationally

recognized certifications add value to Bhilai's products and

helps create a place among the best organizations in the steel

industry. Among the long list of national awards it has won,

Bhilai has bagged the CII-ITC Sustainability award for three

consecutive years.

Bhilai Steel Plant – a symbol of Indo-Soviet techno-economic

collaboration, is one of the first three integrated steel plants

set up by Government of India to build up a sound base for the

industrial growth of the country, The agreement for setting up

the plant with a capacity of 1 MT of Ingot steel was signed

between the Government of erstwhile U.S.S.R. and India on

2nd February, 1955, and after a short period of 4 years, India

entered the main stream of the steel producers with the

commissioning of its first Blast Furnace on 4th February, 1959

by the then President of India, Dr Rajendra Prasad

commissioning stage was completed by1961. In the initial the

plant had to face many teething problems, mostly unknown to

the workforce at the time, But by meticulous efforts and team-

sprit, these problems were surmounted and the rated capacity

production was achieved only within a year of integrated

operation of the plant. Thereafter, the plant was expanded to

2.5

MT capacity per year, and then to 4 MT of crude steel per

year,. Bhilai expanded its production capacity in two phases -

first to 2.5 MT which was completed on Sept. 1, 1967 and the 4

MT

stage, which was completed in the year 1988 Bhilai has its

own captive mines spread over 10929.80 acres. Iron ore from

Dalli-Rajhara group of mines, 85 kms south-west of Bhilai.

Limestone requirements are met by Nandini mines, 20 kms

north of Bhilai and dolomite comes from Hirri in Bilaspur

district, 135 kms north-east of the plant.

To meet the future requirement of iron ore, another mining

site Rowghat , situated about 100 km south of Rajhara, is

proposed to be developed; as the ore reserves at Rajhara are

depleting.

All the units of the plant have been laid out in sequential

formation according to technological inter-relationship so as to

ensure uninterrupted flow of in-process materials like Coke,

Sinter, Molten Iron, Hot Ingots, as well as disposal of

metallurgical wastages and slag minimizing the length of

various inter-plant communications, utilities and services. The

plant now consists of ten coke oven batteries. Six of them are

4.4 meters tall. The 7 meter tall fully automated Batteries No 9

& 10 are among the most modern in India. Of Bhilai's seven

blast furnaces, three are of 1033 cu. meter capacity each,

three of 1719 cu. meter and one is 2000 cu. meter capacity.

Most of them have been modernized incorporating state-of-

the-art technology.

Steel is made through twin hearth furnaces in Steel Melting

Shop I as well as through LD Converter -continuous Casting

route in SMS II. Steel grades conforming to various national

and international specifications are produced in both the

melting

shops. Production of cleaner steel is ensured by flame

enrichment and oxygen blowing in SMS I while secondary

refining in Vacuum Arc Degassing ensures homogenous steel

chemistry in SMS II. Also in SMS II is a 130 T capacity RH

Degassing Unit, installed to remove hydrogen from rail steel

and Ladle Furnace to meet present and future requirements of

quality steel. Bhilai is capable of providing the finest grades of

steel. The rolling mill complex consists of the Blooming & Billet

Mill, Rail & Structural Mill, Merchant Mill, Wire Rod Mill and

also a most modern Plate Mill.

While input to the BBM and subsequently to Merchant Mill and

Wire Rod Mill comes from the Twin Hearth Furnaces, the Rail &

Structural Mill and Plate mill roll long and flat products

respectively from continuously cast blooms & slabs.

To back this up, there is the Ore Handling Plant, three

Sintering Plants, a captive Power Plants, two Oxygen Plants,

Engineering Shops, Machine Shops and a host of other

supporting agencies giving Bhilai a lot of self-sufficiency in

fulfilling the rigorous demands of an integrated steel plant.

Power Plant No.2 of 74 MW

capacity has been divested to a 50:50 SAIL/NTPC joint venture

company.

PRODUCTION TONNES/ANNUM

Semis 5,33,000

Rail & Heavy Structural 7,50,000

Merchant Products

(Angles, Channels, Round & TMT

5,00,000

bars)

Wire Rods (TMT, Plain & Ribbed) 4,20,000

Plates (up to 3600 mm wide) 9,50,000

Total Saleable steel 31,53,000

1.2 BRIEF DESCRIPTION OF MAJOR

PRODUCTION UNITS OF BSP

Mines & Quarries

Bhilai Steel Plant is an ore based plant. The location of the

plant at Bhilai was based on the fact that three basic and

important raw materials required for steel making i.e. Iron Ore,

Limestone and Dolomite are available in close proximity to

Bhilai. The total iron ore requirement of BSP is met from a

group of mines at Dalli Rajhara, about 80 Kms away. Except

for some quantity of high grade limestone being procured from

Rajasthan, the total limestone requirement of BSP is met from

captive mines at

Nandini . A major portion of dolomite requirement is procured

from captive mine at Hirri. The limestone mine at Nandini and

dolomite mine at Hirri together are known as Flux Group of

Mines. where as Iron ore mines at Dalli Rajhara is named as “

Iron Ore Complex Mines”.

IRON GROUP MINES :

There are five working mines in IOC, Dalli Rajhara , i.e.

Rajhara Mechanized Mine

Dalli Mechanized Mine

Jharandalli Mechanized Mine

Dalli Manual Mine and

Mahamaya Manual Mine.

The iron ore occurring in these deposits is mainly Hematite

( Fe3O4). Principal ore types include Massive ore, Laminated

Ore, and high grade powdery ore also known as Blue Dust or

HGF. Wastes occurring in these deposits include Laterite,

Shale, & Phyllites. The host rock for the iron ore hematite is

known as Banded Hematite Quartzite (BHQ). All the mines are

worked by opencast method with a combination of fully

mechanized, or partly mechanized and partly manual means.

Crawler mounted drilling rigs are used to drill rows of holes of

6/12 meters deep for manual/mechanized mine. These holes

are then charged with cartridges slurry explosives, and

blasted. This blasted mass known as ROM is then loaded into

50 ton dumpers/ 10 ton tippers, for transportation to

processing plants.

Two processing plants have been set up for processing of iron

ore, the first being dry circuit plant installed at Rajhara and the

second being wet circuit installed at Dalli. Iron ore from

Rajhara Mechanized Mine is rich in Fe content, and thus, a dry

circuit plant of 3.7 MTPA capacity has been installed at

Rajhara. Iron ore from Dalli , having lower Fe and higher

percentage of Alumina, has a wet circuit plant of 5.55 MTPA

capacity.

RAJHARA MECHANISED MINE :

This mine was commissioned in 1960 as a fully mechanized

mine with a capacity of 2.8 MT per year. The hanging wall side

of mine consists of shales and phyllites, and the foot wall side

consists of banded hematite quartzite (BHQ) which is the host

rock of iron ore. The high grade ore from this mine is used to

improve quality of ore from Jharandalli and Mahamaya Mines,

by blending. The ore feed is crushed in three stages and

screened, to produce (i)BF lumps (10-40 mm) and (ii) Sinter

Fines (-10 mm) grade ore.

DALLI MECHANISED MINE :

This mine consists of Konde-A and Konde-B blocks. Working is

similar to Rajhara Mechanized Mine with 150 mm dia. drills,

4.6/5.5 cu.m. shovel and 50 T dumpers. Ore at Dalli has lower

Fe content and high alumina, and thus requires beneficiation

by wet processing by two stage crushing, wet screening,

scrubbing

and classification to produce lump (10-40 mm) and fines (-10

mm). This mine is a ISO 14001 certified mine. It is planed to

produce 5.95 MT in 2007-08 through this planed.

JHARANDALLI MECHANISED MINE:

This is a mine working with 1.2/1.5 cu.m. hydraulic shovel and

10 T tippers. Ore from Jharandalli is fed to Rajhara Bunker and

upgraded by high quality ore from Rajhara.

DALLI MANUAL MINE :

This is a manual mine worked by DPR workers who excavate

ore from 6 meter benches and separately stack the 8 to

250mm size ore, generated fines, waste, etc. Loading and

Transportation of ore/waste is done by contractual mechanized

means. The sorted ore is fed exclusively to Dalli Plant.

MAHAMAYA MINE :

This mine, situated 20 Km south of Rajhara, is worked with

DPR workers in a similar manner as that of Dalli manual mine

and the ore is transported to Rajhara Crushing Plant.

Dulki/Kalwar deposit near Mahamaya is yet to be opened

pending clearance by Ministry of Environment & Forests.

MANPOWER OF DALLI RAJHARA MINES

Dept Non-

Executive

Executive Total

Rajhara Mech. Mines 766 63 839

Dalli Mech. Mines 917 82 999

Dalli manual 118 4 122

Jharan Dalli 222 10 232

Iop 20 2 22

Township 66 7 73

Education 75 6 81

Medical 54 10 64

PhD 21 0 21

Ministerial 36 10 46

Ir 12 1 13

Total 2383 199 2582

VISION OF BHILAI STEEL PLANT

To seize the opportunities of tomorrow by consistently

outperforming and create an enterprising entity.

We build lasting relationships with customers based on

trust and mutual benefit.

We uphold highest ethical standards in conduct of our

business.

We create and nurture a culture that supports

flexibility ,learning and is proactive to change.

We chart a challenging career for employees with

opportunities for advancement and rewards.

CORPORATE PHILOSOPHY

Core competence in core area.

Growth through total integration.

Environmental protection by gainful utilization of waste.

Total customer satisfaction.

Positive attitude and teamwork.

2. ORIGIN OF SAIL

A Rich Heritage

The Precursor

SAIL traces its origin to the formative years of an emerging

nation - India. After independence the builders of modern India

worked with a vision - to lay the infrastructure for rapid

industrialization of the country. The steel sector was to propel

the economic growth. Hindustan Steel Private Limited was set

up on January 19, 1954. The President of India held the shares

of the company on behalf of the people of India.

Expanding Horizon (1959-1973)

Hindustan Steel (HSL) was initially designed to manage only

one plant that was coming up at Rourkela. For Bhilai and

Durgapur Steel Plants, the preliminary work was done by the

Iron and Steel Ministry. From April 1957, the supervision and

control of these two steel plants were also transferred to

Hindustan Steel. The registered office was originally in New

Delhi. It moved to Calcutta in July 1956, and ultimately to

Ranchi in December 1959. A new steel company, Bokaro Steel

Limited, was incorporated in January 1964 to construct and

operate the steel plant at Bokaro. The 1 MT phases of Bhilai

and Rourkela Steel Plants were completed by the end of

December 1961. The 1 MT phase of Durgapur Steel Plant was

completed in January 1962

after commissioning of the Wheel and Axle plant. The crude

steel production of HSL went up from .158 MT (1959-60) to 1.6

MT.

The second phase of Bhilai Steel Plant was completed in

September 1967 after commissioning of the Wire Rod Mill. The

last unit of the 1.8 MT phase of Rourkela - the Tandem Mill -

was commissioned in February 1968, and the 1.6 MT stage of

Durgapur Steel Plant was completed in August 1969 after

commissioning of the Furnace in SMS. Thus, with the

completion of the 2.5 MT stage at Bhilai, 1.8 MT at Rourkela

and 1.6 MT at Durgapur, the total crude steel production

capacity of HSL was raised to 3.7 MT in 1968-69 and

subsequently to 4MT in 1972-73.

SAIL Today

SAIL today is one of the largest industrial entities in India. Its

strength has been the diversified range of quality steel

products catering to the domestic, as well as the export

markets and a large pool of technical and professional

expertise.

Organization chart of Bhilai Steel Plant

SOME OF THE IMPORTANT MEMBERS OF SAIL

Shri S.K. Roongta

Chairman

Mr.G.Elias Mr .G. Ojha

Joint sectary of Director (Personnel)

Government of India

Mr. R .Ramaraju Mr. Soiles Bhattacharya

Managing Director Director (Finance)

Mr. Shoeb Ahmed Mr. V.K. Gulhati

Director (Commerical) Director (Technical)

3. Role Of HRD In SAIL And Mines

HR POLICY OF SAIL , BSP AND MINES

To enhance employee productivity attuned to business

goals of Bhilai Steel Plant

To promote a work culture which encourages the

employees to contribute their best

To develop proactive and customer focused HR team

engaged in continual innovation and change

management

To strive for making a meaningful difference in the

quality of life of employees

SERVICE RULES

When Bhilai Steel Plant was set up in late 50’s , in the initial

stages , all employees of BSP were governed under the

Fundamental rules and Supplementary Rules applicable to the

employees of Government of India. After formation of

Hindustan steel Limited , the organization framed its own rules

and procedures covering service matters. At present , there

are 4 sets of services rules that are in force in BSP:

SAIL Conduct , Discipline & Appeal Rules ,1977

Standing Order (plant)

Standing Order (mines)

HSL Conduct Rules and HSL Discipline and Appeal Rules

1. SAIL Conduct ,Discipline & Appeal Rules,1977:-

This rule was approved by Board of directors of SAlL on 30th

May 1977 .the SAIL CAD rules apply to all executives of BSP.

2. Standing Order (plant):-

This order framed under the provision of industrial

Employment Standing Order Act are applicable to all non

executive employees working within the premises. The

standing Order (plant) came into force initially from 1.4.1960

and revision, the present Standing Order came into force w.e.f.

28th Feb. 1965.

3. Standing Orders(Mines):-

This order come into force in 9th Nov 1963 are applicable to all

non executive employees working in the mines.

4. HSL Conduct Rules and HSL Discipline and

Appeal Rules:-

HSL conduct rules (1961) and HSL Discipline & Appeal rules

1962continues to apply to senior non executive who joined

prior to 1989 and who are not governed by either standing

orders (plant& mines).

WAGES AND SALARY STRUCTURE

EXECUTIVE SALARY STRUCTURE:

Scales of pay of executives, excluding Directors, as per the

Rate of Increment on percentage system on cumulative basis

with effect from 01.04.2005.

CodePay scale

E-08600-4%-14600

E-110750-4%-16750

E-213700-4%-18250

E-316000-4%-20800

E-417500-4%-22300

E-518500-4%-23900

E-619000-4%-24400

E-719500-4%-25350

E-820500-4%-26500

E-923750-4%-28550

2. NON-EXECUTIVE SALARY STRUCTURE

Code Scale of pay

S-14000-3%-560

S-24080-3%-5865

S-34170-3%-6095

S-44300-3%-6458

S-54500-3%-6964

S-64800-3%-7551

S-75100-3%-8164

S-85400-3.5%-8751

S-95800-3.5%-9471

S-106400-3.5%-11400

S-117500-3.5%-13250

DEARNESS ALLOWANCE

Dearness Allowances is paid to employees to compensate for

the rising cost of living, over which they cannot exercise any

control. The Dearness Allowance (DA) rates are determined on

the basis of the fluctuations in the All India Consumer Price

Index Number for Industrial Workers. The AICPI is computed by

Labour Authorities based on the price Movement of a basket

of consumer items, each of which has been assigned different

weight age depending on their relative impact on the industrial

consumer. The Dearness Allowance to the employees in the

revised scales of pay was fixed at Nil as on 1.1.1997 at AICPI

1708 (Base 1960=100), entire DA amount payable to an

employee as on that date was merged into the basic pay

whilst fixing the basic pay on revision of wages.

Revised Rates of Dearness Allowance

Quarter

beginning from

Average AICPI

(Base 1960=100)

DA as percentage of

revised Basic Pay

01.01.2006 2700 58.1

01.04.2006 2714 58.9

01.07.2006 2739 60.4

01.10.2006 2822 65.2

01.01.2007 2884 68.8

01.04.2007 2907 70.2

01.07.2007 2922 71.1

01.10.2007 3006 76

01.01.2008 3050 78.6

01.04.2008 3065 79.4

01.07.2008 3150 84.4

As per corporate office order No. PER/EC/1305 ,DA

after merger would be

01.01.2008 3256 40.6

01.04.2008 3362 46.8

01.04.2009 3370 47.3

01.07.2009 3416 50

ALLOWANCES AND BENEFITS

TRAVELLING ALLOWANCE RULES:-

These Rules shall cover all employees of the company for

journeys in India. These rules shall also covers trainees ,

candidates called for interview or any other persons required

to perform company’s work , wherever applicable.

Entitlement of employees for Traveling Allowance (TA) is as

follows

SNo Grade Road mileage

1 S1-S10(Non-

Executive)

Rs.140 to Rs.500(/

KM)

2 E-3 and above Rs.500 to

Rs.650(/KM)

A)DAILY ALLOWANCE

An employee shall be eligible for daily allowance if journeys

are undertaken for official purposes such as:

a) Tour, Recall from leave, Receiving National Awards,

Participation in training programmes, seminars and

conferences as nominated participant /faculty, sports/ cultural

events representing Company.

b) Appearance in Departmental examination, interview or

selection test conducted by the company.

c) Appearance in Court as jury, assessor, witness, etc. in

connection with Company's work, prosecution witness on

behalf of the State, as Inquiry Officer/ Presenting Officer/

witness/ accused/co-worker/assisting officer in Departmental/

Vigilance enquiry.

B)TRANSFER BENEFIT

An employee on transfer, except on mutual transfer or transfer

on own request, shall be entitled to the following benefits:

SNO GRADE CHARGES

1 EXECUTIVE Rs. 9000 to

Rs.11000

2 NON-EXECUTIVE Rs.6000

2. HOUSE RENT ALLOWANCE:-

HRA will be admissible to an executive who has not been

allotted any accommodation by the Company and also who is

not residing with another employee who has been allotted

accommodation by the Company. Non executives who or

whose spouse has not been allotted company's

accommodation will be entitled for HRA. An employee who

refuses or surrenders accommodation provided by the

Company shall also be eligible to house rent allowance

provided he is staying in his own house or a rented house.

HRA is admissible during duty as well as period spent on any

kind of leave or absence, and also during suspension period,

provided the individual continues to remain on the rolls of the

company.

Rates of HRA for executives:-

Classification of Cities HRA on revised Basic pay

'A-1' (Delhi/ Chennai/ Mumbai

/ Kolkata)

30%

Other `A' 25%

`B-1' & `B-2' 17.5%

`C' 15%

Non-executives will also be paid HRA equal to specified

percentage of basic pay & Dearness Pay(DP). Basic pay for the

purpose of computing HRA for non-executives working in Plant

locations will be determined by deducting Rs. 1900/- from the

actual basic pay drawn. (difference of pay between the pre-

revised & existing wage structure w.e.f. 1.7.2001 at the

minimum of S-1 scale).

2. OTHER ALLOWANCE:-

CITY COMPENSATORY ALLOWANCE(CCA)

To compensate the employees for the high cost of living in

specified locations, City Compensatory Allowance (CCA ) is

admissible to the employees posted at out stations. No CCA is

admissible if posted at Bhilai, or in any of the BSP Mines. The

rates of CCA admissible to those posted at specified cities are

as under:

CCA rates for Employees : (Exe. & Non-exe.)

Revised

Basic Pay

'A-1' class

cities

Other 'A'

class cities

'B-1

class

cities

'B-2 class

cities

Below

Rs.4000 90 65 45 25

Rs. 4001-

5250 125 95 65 35

Rs. 5251-

6499 200 240 10065

Rs. 6500 &

above

300 180 120

LOCAL TRAVELLING EXPENSES(LTE)

Employees who own a vehicle registered exclusively in their

name, will get reimbursement of expenses incurred by them

for utilizing the vehicle in performance of official duties.

The rates of reimbursement of LTE w.e.f 1.1.2005 are as under :-

S.No Type of vehicle Executive

( in Rs)

NON-Executive

(in Rs)

1 Moped/auto

cycle

360 360

2 Scooter/Motor

cycle

626 525

3 Car 1900-2950

4. FURNITURE/FURNISHINGS

To motivate executives of the Company by providing

furniture/furnishings facility at their residence.

SCOPE

To provide household furniture, furnishings and appliances to

the executives. The scheme shall operate on the condition that

the items so purchased shall be bought at their book value

(subject to minimum residual value of 5% of the cost of the

item) by the concerned executive on separation from services

of the company or at the end of specified number of years

from the date of purchase of items in Category A, B & C as per

Annexure - I. The maximum limit for purchase of

furniture/furnishings would be as under:

Grade Maximum Limit

(under category

‘A’, ‘B’, and

‘C’ put together)

(Rs.)

Maximum

purchase limit for

items under

category 'C'

(Rs)

E-7 & above 75000 30000

E-6 50000 20000

E-4 & E-5 25000 10000

5. MEDICAL BENEFITS

All regular employees of BSP and their dependent family

members are entitled to avail free medical treatment in

company's hospitals, and can be referred outside for

specialized medical treatment not available in company's

hospitals.

ADVANCE

HOUSE BUILDING ADVANCE:-

All regular employees who have put in a minimum 7 years of

service (including training period but not including NMR

period) are eligible for House Building Advance. An employee

is not eligible for the Advance if he/ she is to superannuate

within 24 months. Also, if the employee/spouse/minor

children/any other legal dependent owns a house whether

individually or jointly, the employee shall not be eligible for

HBA.

Advance Amount:

The amount of advance shall be admissible as under:

i) 60 months Basic Pay, Dearness Allowance plus DP of the

employee at the time of application; or

ii) 80% of the total value of purchase/acquisition of the land

and house to be constructed or 80% of the purchase price of a

ready built house; or

iii) Rs. 8 Lakhs, whichever is least.

Rate of Interest :

The advance granted shall carry the following rates of interest

w.e.f. 1.1.2005:

1. Upto Rs.1 lakh .. @ 4% p.a.

2. Above Rs.1 lakh .. @ 6% p.a.

2. ADVANCE FOR PURCHASE OF MOTOR VEHICLE:-

Type of

vehicle

Eligibility Maximum

Amount

Max.No.of

Installmen

t.

Max.No.of

Installmen

t.

Four

wheeler

Executives

Rs.12250/-

Exe in E-5 & above

grades :-

For Motor-Car

(including Jeep) -

90% of the normal

show room

booking price of

Maruti Zen LXi

i.e. Rs.3,00,000/-

or price of the

vehicle, whichever

is less.

For Exe in E-4 &

below grades :-

For Motor-Car

(including Jeep)

90% of the normal

show room

booking price of

Maruti 800 cc

Euro-II i.e.

Rs.1,81,700/- or

price

of the vehicle,

216 6% p.a.

whichever is less.

Two

wheeler

All

employees

Rs.4660/-

For purchase of

Motor-cycle/scoote

r:90% of normal

showroom

booking price of

Bajaj Chetak4-

stroke Scooter i.e.

Rs. 30,000/-or

price of the

vehicle, whichever

is less.

120

4% p.a.

Scooterette

/ Moped

All

employees

Rs.4660/

For purchase of

Scooterette/Mope

d, etc: Rs. 7500/-

or price of vehicle,

whichever is less.

75 4% p.a.

3. FESTIVAL ADVANCE

All regular non-executive employees (excluding NMR and

Trainees) are

entitled for Festival Advance of Rs.5000/- once a year for

celebrating festivals, commencing from the financial year.

LEAVE AND LEAVE RELATED BENEFITS

SAIL LEAVE RULES(Applicable for mines also):-

Bhilai Steel Plant provides liberal leave benefits. However,

leave can not be claimed as a matter of right. When the

exigencies of the company service so require, leave of any

kind may be refused or revoked or curtailed by the authority

competent to grant it.

The employees of Bhilai Steel Plant are governed by three

types of leave rules :

1. SAIL Leave Rules:- Applicable to Executives, Ministerial

Staff and other Non -technical staff who are not governed by

Standing Orders or Vacation Leave Rules..

2. Standing Order Leave Rules:- Applicable to all employees

governed by Standing Orders (Plant or Mines).

3. Vacation Leave Rules:- Applicable to Employees working in

Education Departments.

2. LEAVE BENEFITS TO THE EMPLOYEES GOVERNED

BY STANDING ORDERS:-

Leave

An employee, other than an Apprentice, Casual employee and

substitute or badli shall be entitled to leave as follows :

Earned Leave :

The provisions of this section as far as they relate to earned

leave and casual leave shall not operate to the prejudice of

any right to which the persons employed in the establishment

may be entitled under any other law or under the terms of any

award, agreement or contract of service provided that when

such award, agreement or contract of service provides for a

longer leave with wages than provided in this section relating

to these two types of leave, such person shall be entitled only

to such longer leave:

Every employee who has worked for a period of 240 days or

more during a calendar year shall be allowed, during the

subsequent calendar year, leave for a number of days

calculated at the rate of one day for every twenty days of work

performed by him during the previous calendar year. Further

an employee who had not attended the duty for the entire

calendar year on account of unfitness as a result of accident

arising out

of and in the course of employment, should be allowed 10

days

additional leave, as provided in the agreement, though he has

not earned EL during the calendar year. It is clarified that the

workman has not earned any leave (EL) during the whole year,

additional 10 days EL shall not be admissible.

(ii) Half Pay Leave :

At the rate of 20 days for each calendar year which may be

granted either on medical certificate or on private affairs:

provided that in the first year of service of an employee, it

should be calculated proportionately according to the period of

service put in by him. This leave may be accumulated up to 60

days. .(As per clause 4.4.2 of wage agreement 1995, enhanced

limit is 300 days)

(iii) Commuted Leave:

Not exceeding half the amount of half- pay leave due, only on

submission of a medical certificate. The grant of this leave is

subject to the following conditions:-

(a) Twice the amount of such leave shall be debited against

'half pay leave' due and

(b) The sanctioning authority has reason to believe that the

employee will return to duty on its expiry.

(iv) Extra Ordinary Leave:

Extraordinary leave for a period not exceeding 3 months in

special circumstances when no other leave is by rule

admissible, or when other leave is admissible but the

employee concerned applies in writing for the grant of

extraordinary leave, provided that if the workman is actually

under the treatment of a Medical Officer of the management

or the case is referred by the management for treating to any

other institution, the limit of 90 days extraordinary leave may

be extended to the extent recommended by such Medical

Officer or by the institution as the case may be.

(v) Quarantine Leave:

Which may be granted to an employee who is necessitated by

orders not to attend duty in consequence of the presence of

any infectious disease in his family or household. Such leave is

granted on the certificate of a Medical or Public Health Officer,

for the period not exceeding 21 days or in exceptional

circumstances, 30 days.

(vii) Special Casual Leave:

For the day or days on which an employee is unable to attend

duty in special circumstances (but not for purely personal

reasons as is the case with casual leave) for instance, due to

civil disturbance, curfew or strike( other than strikes connected

with the Works/Project) or when an employee is inoculated or

vaccinated and the Medical Attendant certifies, or takes anti

rabic treatment or is participating in sporting event of the

Steel Projects or of local, national or international importance

in a representative capacity with the prior permission of the

sanctioning authority, or suffers an injury in such sporting

events or when attending a camp of the Territorial Army or a

scout camp or for rest( not exceeding six days) immediately

after an employee undergoes sterilization operation under the

'Family Planning Scheme' subject to a maximum period of 30

days in a calendar year.

Leave Salary:

An employee shall be entitled to leave salary as follows:

(a) During 'earned leave' at a rate equal to the daily average

of his total full time earnings for the days on which he worked

during the month immediately preceding his leave, exclusive

of any over time and bonus but inclusive of dearness

allowance.

(b) During 'half pay leave' at a rate equal to half the amount

admissible under clause (a)

(c) During 'commuted leave' equal to twice the amount

admissible under clause (b)

(d) During 'extraordinary leave', no leave salary

(e) During 'quarantine leave' equal to the amount admissible

under clause (a).

(f) During 'casual leave' and 'special casual leave' at the rate

of wages drawn by the employee on the day immediately

preceding the day on which the leave commences.

Leave to Apprentices:

Apprentices shall be eligible for leave as follows :

(a) Leave on full stipend up to 15 days in any year of

apprenticeship;

(b) Leave on half stipend on medical certificate up to 20 days

in any year of apprenticeship.

(c) Casual leave up to seven days in a calendar year on full

stipend

(d) Quarantine leave and special casual leave as admissible to

other employees at the discretion of the management, on the

merits of each case, but lost time should be subsequently

made up unless this is relaxed by the management.

Leave to substitutes and casual employees:

Subject to the provisions of the law applicable to the works,

substitutes or badlis and casual employees shall not be

entitled to any kind of leave and their wages shall be deducted

on any day on which they do not attend duty excepting paid

holidays as per the Standing Order No.18(a).

Application for Leave:

(i) An employee who desires to obtain leave of absence shall

apply to the sanctioning authority.

(ii) Except in an emergency, applications for leave for three

days or less should be made atleast 24 hours before the time

from which the leave is required.

(iii) Application for leave for more than three days should be

made at least five working days before the date from which

the leave is required.

(iv) Application for leave under clause(b) shall be disposed of

immediately. Applications for leave under clause(c) shall be

disposed off within four working days.

(v) Orders granting or refused leave shall be passed by the

authority in writing. In case leave is sanctioned, the employee

shall be given a leave pass and in case leave is refused, the

reasons for refusal shall be communicated to the employee in

writing.

(vi) All applications for leave must bear the leave address.

(vii) An employee who desires to extend his leave shall make

an application in writing to the sanctioning authority before the

expiry of the leave already sanctioned.

(viii) Applications for leave or extension of leave on medical

grounds shall be supported by a certificate from a medical

officer of the company or where there is no such officer, a

Government medical officer or failing him, from a registered

medical practitioner, stating the period for which leave is

recommended. On receipt of such applications, the sanctioning

authority shall immediately inform the employee in writing

whether the leave or extension of leave has been granted and

if so, for what period. An employee who has been sanctioned

leave or an extension of leave on medical grounds for a period

exceeding 14 days at a time shall not be allowed to resume

duty unless he produces a certificate of fitness.

VACATION LEAVE RULES:

The employees working in Education Department of Bhilai

Steel Plant

are entitled the following leave benefits:-

1) 6 days Earned Leave in a calendar year.

2) 20 days H.P.L. for every completed year of service.

3) 15 days casual leave.

4) 1 day EL for 3 days working during vacation.

5) 18 days closed holiday including 3 NH & 1 CFD.

In addition to the above, they are entitled to the vacations as

follows

a) 45 days summer vacation.

b) 25 days Dusshera-Diwali vacation.

3. GENERAL GUIDELINES REGARDING LEAVE

Grant of leave on Medical Certificate

If leave is availed on Medical Grounds, employee will be

required to produce a medical certificate of unfitness from the

Plant Medical Officer only. In case the employee is not residing

in the Township and is staying at a far off place where

Company Hospital/Dispensary is not available, he may produce

Medical Certificate from a Govt. Doctor. In such cases, it

should be ensured that medical certificate meets with the

prescribed norms viz., printed letter head of the

Hospital/Dispensary, clear diagnosis, OPD No. and signature of

the patient duly attested by the treating Doctor. At the time of

resuming duty after availing leave on medical grounds,

employee will have to produce a certificate of fitness.

4 . LEAVE ENCASHMENT RULES

The rules for encashment of leave shall cover all regular

employees of Bhilai Steel Plant, but exclude those on

deputation from Government/other Organizations . Company

employees on deputation to other organizations are Covered

by these rules provided that, while on such deputation they

are governed by the leave rules of SAIL

Encashment of Earned Leave:

Persons who are employed in the Company after

superannuation from their organizations and who according to

the terms and conditions of appointment in the Company are

allowed to accrue earned leave during the period of service in

the Company may be allowed the facility of encashment of

such earned leave, as in the case of regular employees.

On retirement :

If any leave due to an employee is not utilized , he shall be

allowed to encash the unavailed portion of the earned leave.

On death :

Leave salary in respect of earned leave standing to his credit

shall be paid to the PF nominee/gratuity nominee/legal heirs of

the employee. The limit of encashment will be up to 190 days

for employees governed by Standing Orders and 300 days

earned leave for other employees, depending upon the

applicability of leave rules.

On resignation :

An employee shall not be allowed encashment of earned leave

on acceptance of his resignation. However, an employee who

tenders his resignation shall have the option to pay an amount

equivalent to basic, DA, DP, NPP and PP as applicable for the

shortfall in notice period and seek early release. Employees in

the age bracket of 57 years and above who separate from the

Company on acceptance of their Resignation / Voluntary

Retirement would be allowed encashment of Earned Leave.

On suspension:

Employees placed under suspension shall not be entitled to

leave encashment. Sanctioning Authority:

The authority that is competent to sanction earned leave shall

be the "Sanctioning authority" for approving encashment of

leave under these rules.

Encashment benefits:

Enactment of leave shall be regulated on the basis of last pay

drawn which includes basic pay, dearness allowance, dearness

pay, non-practising allowance for doctors and personal pay, if

any, but shall not include incentive bonus, acting /officiating

allowance and other allowances. The facility of encashment of

EL shall be hence forth allowed only once in a Financial year

instead of calendar year basis. Other terms and conditions for

availing encashment of earned leave remain unaltered.

LEAVE TRAVEL CONCESSION

Leave Travel Concession (LTC) is a welfare measure of the

company to Provide travel assistance to the employees and

members of their families for visiting their home town/any

place in India.

MOTIVATION SCHEME

INCENTIVE SCHEME FOR PROMOTING SMALL FAMILY

NORMS:-

Incentives:

Those employees (or their spouses) who are within the re-

productive age group and undergo sterilization operation

after one or two living children, will be allowed cash incentive

of Rs.2,000/- and those who undergo family planning operation

after more than two living children will be allowed cash

incentive of Rs. 200/- subject to satisfying the conditions for

eligibility. Cash incentive for IUCD insertion shall be paid at the

rate of Rs.50/-.The employees can also avail the incentive

given by the respective State Govt.

Re-productive age group:

Male employee :- Age of self should not be more than 50 years

and wife should be between 20 to 45 years.

Female employee:- Age of self should not be more than 45

years and husband should not be over 50 years.

Cash Incentives for promoting small family norms for

employees and employees family Planning Accepters and

family Planning motivators conducted in family Planning

camps and fornight by SAIL family welfare unit are revised as

under

Category Existing Rate Revised Rate

Female employee

for

undergoing

Tubectomy &

Salpingectomy

operation

Rs. 200 Rs. 400

Male employee

for

undergoing

vasectomy

operation

Rs. 250 Rs. 500

Family Planning

motivators

Rs. 25 in each

case

Rs. 50 in each

case

HINDI PROMOTION INCENTIVE SCHEMES:-

In order to encourage the employees to acquire qualifications

in hindi language, and use Hindi in their official work, various

incentives are provided by the company.

The employees are eligible for Incentive for the following

qualifications in Hindi of the Hindi Teaching Scheme

recognized by Government of India :-

1. Prabodh Examination

2. Praveen Examination

3. Pragya Examination

4. Hindi Typing

5. Hindi Stenography

6. Karyalayeen Hindi Diploma

Benefits :

I. Grant of lump-sum Award:

Examination Award months from the date of their first

appearance in the said examination.

I. Prabodh examination of the Rs.500.00

Hindi Teaching Scheme. (Rs. five hundred only)

II. Praveen examination of the Hindi Rs.500.00

Teaching Scheme. (Rs. five hundred only)

III. Pragya examination of the Hindi Rs.600.00

Teaching Scheme. (Rs. Six hundred only)

IV. Hindi Typewriting examination of Rs.400.00

Hindi Teaching Scheme (Rs. four hundred only)

V. Hindi stenography examination of Rs.750.00

Hindi Teaching Scheme. (Rs Seven hundred fifty only)

VI. Such Hindi examinations conducted Rs.600.0

by voluntary Hindi organizations (Rs Six hundred only)

VII. Hindi Parichay examination of the Rs.600.00

Central Hindi Directorate. (Rs. Six hundred only)

For grant of lump-sum award, the employees will have to pass

the Hindi, Hindi typing or Hindi stenography examination

within a period 15.

II. Grant of Personal Pay :

Personal pay equal in amount to one increment for a period of

12 months at the current rate of increment will be granted to

the employees on passing the following examinations of the

Hindi Teaching Scheme.

1) Pragya or equivalent recognised Hindi examination

2) Hindi stenography examination.

3) Hindi Typewriting examination.

III. Grant of Additional Incentive by way of Cash

Awards:

For passing Praveen or Pragya: 70% & above. - Rs.600/-

60% to 69% - Rs.400/-

55% to 59% - Rs.200/-

For passing Prabodh : 70% & above. - Rs.400/-

60% to 69% - Rs.200/-

55% to 59% - Rs.100/-

For passing Hindi Stenography/Hindi Typewriting examination:

95% & above. - Rs.600/-

90% to 94% - Rs.400/-

85% to 89% - Rs.200/-

Incentive @ Rs.600/-is also admissible for such Hindi

qualifications which are equivalent to Pragya.

INCENTIVE FOR NATIONAL AND ALL INDIA AWARD WINNERS:

Objective

To give recognition to employees for their unique

accomplishment in Innovation in technology, work-

performance, sports, which has brought them recognition at

the national level, SAIL has formulated an incentive scheme for

winners of specified national and all India awards.

Policy

Employees who win specified National / All-India Awards shall

be granted an advance increment as a token of appreciation

by the Company. The intention of the Scheme is to give the

incentive only to those employees who get a National / All-

India Award after joining the service of the Company.

Employees, who might have won any of the specified awards

prior to their joining the Company, would not be entitled to the

incentive under this Scheme.

Sanctioning Authority

The sanctioning Authority for the incentive is Managing

Director/Chief Executive of Plant/Unit.

Incentive Entitlement

One advance increment shall be admissible for winning any of

the following awards:

Invention Promotion Scheme Award / National Research

development corporation Award.

National Metallurgists' Day Award

Jiwan Raksha Award

Vishwakarma Rashtriya Puraskar

Arjun Award for Sportsmen

S.S.Bhatnagar Award

Homi Bhabha Award for excellent scientific work

Vasivik award for Senior Scientists

Indian Science Academy (INSA) Award.

Bharat Ratna

Padma Vibhushan

Padma Bhushan

Padma Shri

Ashok Chakra

Kirti Chakra

Shaurya Chakra

Sarvottam Jeevan Raksha Padak

Uttam Jeevan Raksha Padak

President's Police Medal

Police Medal

Fire Service Medal awarded by President of India

Rashtrapati Award for Teachers

Lalit Kala Academy Award

Sangeet Natak Academy Award

SEPERATION BENEFITS

CONTRIBUTORY PROVIDENT FUND (CPF ) :

Any person who is employed for wages in any kind of work,

manual or Otherwise, in or in connection with the work of the

company and who gets his wages from the company is

covered under the CPF rules of the company. From the first

day of the service, an employee becomes the member of the

fund.

Member's contribution:

The compulsory contribution of a member shall be 12% of the

emoluments while on duty or on leave.

However, a member can increase his own voluntary

contribution to a rate exceeding 12%, but there will be no

matching company's contribution to the VPF . The rate of VPF

contribution of a member may be enhanced or reduced at any

time during the financial year.

Company's Contribution:

The contribution of the Company to the PF Fund shall also be

12 %, i.e. matching to the employee's contribution. Except in

the case of employees who have joined service prior to 1971

and did not become member of FPS 1971, all other employees

are also compulsory members of Employee Pension Scheme

(EPS 1995) . In their cases, the effective company's

contribution to the PF fund will be 12% of emoluments less

8.33% of emoluments or Rs.542/- per month which ever is less.

The difference amount is remitted as the employee's

contribution to the EPS Fund. The figure of Rs 542/- p.m. or Rs

6500/- per year is as per the present ceiling of EPS

contribution notified by the Govt. and may increase in future.

For example, if an employees monthly pay is Rs 10,000/-, its

12% will be Rs 1200/- and 8.33% will be Rs 833/-. Accordingly,

in this case, out of the employer's contribution, Rs 542/- will be

remitted to EPS Fund, and the remainder, i.e. Rs 658/- will be

credited to the PF fund. If however, pay is Rs 5000/-, (12% =

Rs 600/- and 8.33% is Rs 416.50), then only Rs 416.50 will be

remitted to the EPS fund and the remainder of employer's

contribution, i.e. Rs 183.50 will be credited to the member's PF

accumulation.

Interest:

The present rate of Interest on the contributions to the PF fund

is 9.50% per annum. The interest is calculated on a monthly

running basis.

2. GRATUITY

Gratuity is granted for good, efficient and faithful service

rendered in the Company. Where nothing has been provided

against an employee, it would be deemed that he has

rendered good, efficient and faithful service. The payment of

Gratuity Act-1972. 16.9.1972 it was came into effect.

Reasons for Separation Minimum qualifying

service

Superannuation /

discharge on

abolition of post /

resignation/

termination on account of

unauthorized absence /

misconduct

5 years

In case of death

/permanent

physical or mental

incapacity.

Irrespective of any

qualifying

period

The Gratuity nominee as declared by the employee.

For the purpose of computation of gratuity, 15 days wages will

be computed in the following manner.

15 days wages = Monthly wages x 15

26

Payment of Gratuity on separation of an employee on account

of misconduct.

Type of misconduct

leading

to termination/dismissal

Amount of gratuity

admissible

Misconduct resulting in

damage /

loss to the Company's

Forfeiture of gratuity to

the extent of

loss suffered by the

property Company

Acts of violence and

riotous or

disorderly behavior and

offence

involving moral turpitude

50% of the amount to

which the

employee is entitled as per

the

computation of gratuity

under SAIL

Gratuity Rules

Other misconduct Full Payment.

Death :

In case of death Gratuity shall be calculated as mentioned

above and as given below and higher of the two will be

admissible.

1. Death during the first year of service 2 months

emoluments.

2. Death after one year but 6 months

emoluments. before five years of service

3. Death after completion of 12 months

emoluments five years of service.

3. LIFE COVER SCHEME.

Background :

According to the clause 6.5 of the NJCS Agreement dated 30th

July 1975 on wage structure applicable to the employee of

Steel Industry, it was agreed that a Life Cover Scheme (LCS)

will be worked out. In the meantime a notification was issued

by Govt. of India on 17.7.1976 for introduction of an insurance

scheme called Employees Deposit Linked Insurance Scheme

(EDLI) from 1.8.1976 providing for insurance benefits upto Rs.

10,000/- to the nominee of a PF member in case of death of

the member while in service. The notification also provided for

exemption from operation of this scheme (EDLI) where

establishments are having insurance schemes which are more

favourable than the EDLI. In the Agreement reached in the

NJCS on 27.9.1978, it was stipulated that “in the event of

death, on any account, of any covered employee, his nominee

shall be paid a sum which, together with the payment due to

him under the Company’s

Gratuity Rules, will be equal to 20 month’s salary (Basic + DA)

at the rates payable immediately before the date of death of

the member; provided that the amount to be paid in addition

to the normal gratuity shall not in any even be less than Rs.

11,000/-” This scheme was named Life Cover Scheme and was

effective from 1.8.1975. A group insurance scheme of LIC was

introduced w.e.f 1.11.78 for a coverage in lieu of the EDLI

1976. This Group Insurance scheme met the company's

liability, in terms of the Life Cover Scheme agreed by NJCC.

Subsequently vide NJCS agreement dated 19th June 1979, the

scheme was also extended to employees who ceased to be in

employment on account of permanent total disablement due

to any reason whatsoever. However payment under Life Cover

Scheme on a/c of permanent total disablement is borne by the

Company and not by LIC.

Coverage:

Whilst all death and medical unfit cases are covered under the

Life cover scheme, employee who gets rehabilitated by way of

alternative appointment will not be covered under Life Cover

Scheme.

Benefit:

At present SAIL operates the Life Cover Scheme (LCS) in lieu of

the statutory EDLI Scheme. With effect from. 24th June,2000,

an amount of Rs. 62,000/- is admissible under Life Cover

Scheme in case of death / medical unfit of employee

(Executive & non-executive both) Whenever there is a revision

in the EDLI benefits, the benefits under Life Cover Scheme are

also revised. However SAIL also revised the benefits under LCS

twice (1st in 1983 and again 1995) although there was no

increase under EDLI in these years. The details of the benefits

payable under EDLI visa- vis the Life Cover Scheme (Group

Insurance Scheme) being operated through LIC are as under :

Period Maximum

benefits

payable

under EDLI

Period Benefit

payable

under Life

Cover

Scheme of

LIC

1.8.76 to

Feb 1990

Up to Rs.

10,000

1.11.78 to

April

1983

Rs. 11,000/-

1.3.1990 to

March 1993

Up to Rs.

25,000

May 1983 to

Feb,

1990

March 1990

to

March 1993

Rs.15,000/-

Rs. 26,000/-

April 1993

to 23.6.2000

Up to

Rs.35,000/-

1.4.1993 to

17.5.95

17.5.1995 to

23.6.2000

Rs. 37,000/-

Rs.40,000/-

(Rs.37,000/-

by

LIC Rs.

3000/- by

SAIL)

24.6.2000

onwards

Up to Rs.

60,000/-

1.12.2000

onwards

Rs. 62,000/-

STEEL EMPLOYEES WELFARE ASSOCIATION (SEWA)

Scope:

Steel Employees Welfare Association(SEWA) was formed with

the objective of creating a social security fund to extend

financial assistance to the member of the association at the

time of his/her permanent disability / medical unfitness /

retirement / resignation/ dismissal / removal / termination from

service and transfer to any other Establishment from BSP or to

the nominee(s) (or to a dependent in case there is no nominee

or if the nominee has pre deceased the member) of the

employee in case of death during service in Bhilai Steel Plant.

Eligibility :

1) All employees of the Bhilai Steel Plant except casual, NMR

workers shall be ipso-facto members of SEWA, unless he/she

desires to remain out of SEWA and states the same in writing.

Trainees who have been allotted Personnel number on their

entering into BSP service and whose subscription recovery is

being effected through regular salary, will be treated as

member and entitled for the benefits as per the bye-laws.

2) Once an employee of BSP has been sent on deputation to

any other organization other than BSP, he is not eligible to

continue his membership and ceases to be a member from the

date of such deputation, even though he is on lien. However,

he is entitled for the benefits as on the date of cessation of

membership, as per eligibility.

Resignation:

1) If an employee so desires, he may revoke/resign his

membership of SEWA by an intimation in writing to the

Chairman/ Secretary, SEWA to this effect. However he will not

be entitled to any refund towards entry fee or subscription on

any account or any benefit. The resignation from the SEWA will

be subject to approval by the Governing Body.

2) Any member of SEWA will automatically cease to be a

member consequent upon his/her retirement/ compulsory or

Voluntary retirement/ resignation/ termination/ removal/

dismissal from service/death and transfer to any other

establishment other than BSP.

Membership Application :

An employee shall fill up the prescribed application-cum-

nomination form in duplicate at the time of joining service in

BSP.

Subscription :

There will be entry fee of Rs.5/- only and monthly subscription

to the extent of the financial requirement to meet the

payments of death, medical unfit and retirement cases, etc.

provided in the bye-laws. The subscription rate will be constant

for a period of 12 months based on the estimated requirement.

The current rate of monthly subscription is Rs 50.00 only.

Eligibility of benefit :

1) Death benefit is provided @ Rs.25,000/- in case of natural

death due to any cause anywhere, irrespective of any period of

membership or membership on roll.

2) In the event of death of members over and above 50(Fifty)

in one incident like Civil Riots, Wars, Epidemics, major

accidents and natural calamities, the payment in respect of

the above category of cases will be decided by the Governing

Body, taking into consideration the financial strength of the

organization.

3) In case of superannuation, a member is entitled for SEWA

benefit, ranging from Rs.200/- to Rs.5000/- based on

membership period under schedule of the bye laws or

subscription contributed by the member whichever is higher.

4) A member whose services are terminated on medical

grounds due to his inability to continue in service is entitled for

SEWA benefit of Rs. 15,000/- irrespective of any period of

membership or age factor or any such thing whatsoever it may

be.

5)I case of VR/Compulsory Retirement/Resignation/Termination

other than medical grounds/Removal/Dismissal/Transfer to any

other organization other than BSP and any other separation, a

member is entitled only to the extent of subscription

contributed by him till the date of his separation, rounded off

to the nearest rupee.

Prolonged Sickness Benefit :

A member, who is undergoing prolonged sickness is entitled to

get Rs.100/- per day or Rs.3,000 per month as long as he is

under medical treatment in BSP Hospital or in any other

hospital referred by BSP irrespective of any period of limitation

provided he is on EOL only after exhausting.

MEDICLAIM SCHEME FOR RETIRED EMPLOYEES

AND THEIR SPOUSES

Persons Covered:

i) Retired employees.

ii) The employees who have taken voluntary retirement

iii) The employees cease to be in employment on account of

permanent total disablement.

iv) The spouse of an employee who dies in service.

This scheme is optional and those who opt for this scheme will

hereinafter referred to as members.

The members will be covered through Group Insurance Policy

of the Insurance Company and will be operated through The

United India Insurance Co. Ltd. New Delhi. The period of policy

is on calendar year basis.

Benefits :

a) The members covered under the scheme can get

themselves admitted in any of the registered nursing

homes/hospitals anywhere in India including SAIL hospitals for

major/minor surgical and non surgical diseases/hospitalization.

b) The member can get the hospitalization benefit upto

Rs.1,50,000/- per member with clubbing facility under

hospitalization between member and his/her spouse and OPD

limit of Rs.4000/- per member. During the year 2009, a

mediclaim member can avail of the cashless facility under

hospitalization. However, OPD facility will continue to be under

reimbursement system.

The administration of the Mediclaim scheme under cashless

will be done by Third Party Administrator (TPA) to be appointed

by

M/s United India Insurance Company. The cashless facility

under hospitalization will be available in the hospitals

empanelled by TPA.

Hospitalization treatment undertaken other than empanelled

hospitals and claims under OPD will be reimbursed by TPA.

For example

i. Gratuity amount : Rs.1,00,000

ii. Notional PF, had the temporary/ : Rs.2,00,000

Permanent withdrawal not been made

.

Total : Rs.3,00,000

iii. Actual PF at the time of death : Rs.1,50,000

iv. PF and Gratuity deposited. : Rs.2,50,000

v. Amount of monthly payment

as :Rs.2,50,000*100

percentage of last pay + DA+DP drawn -----------------

Rs.3,00,000

= 83.3%

Provided that an employee or his nominee as the case may be,

may make good the shortfall resulting from withdrawals by

depositing the difference to get full benefit under the scheme.

This option will be available to him only at the initial stage at

the time of volunteering for the scheme. Notional PF means

the employees own contribution over the period of his service,

interest accrued thereon and management's contribution,

interest accrued thereon but will not include any voluntary

contribution made by the employee and the interest accrued

thereon. The notional PF would be worked out as if there had

not been any temporary/permanent withdrawal over the

period of his service.

Termination of Benefit:

On the normal date of superannuation of the employee, the

monthly payment of the scheme would cease and the amount

deposited with the company under the scheme would be

refunded to the depositor or his/her nominee, as the case may

be. Under the scheme, no interest on the PF and gratuity

deposits will be admissible for the period of deposit. If the

employee/nominee desires to permanently withdraw the PF

and gratuity amount deposited with the company under the

scheme at any point of time, he/she will be allowed to do so. In

such cases, the employee/nominee would cease to receive the

benefit, from the date of such withdrawal under the scheme

and also would not be entitled to any other benefit,

whatsoever. No partial withdrawal of the PF and Gratuity

Company will be allowed.

CSR DONE BY SAIL

Bhilai Steel Plant has been discharging its organizational social

responsibility beyond statutory requirements. BSP leadership

sincerely believes that our existence as an organization

depends upon long term sustainability and has always pursued

CSR as a part of organization’s commitment towards the

society. The BSP leadership also believes that society and

industry are mutually

interdependent and both can act to benefit each other

mutually. This has successfully established BSP, as a “caring

and sharing” brand. Instead of focusing on CSR activities as a

strategic move to expand business, the organizational

leadership has taken a holistic view of the deep

interconnection between the society and the organization

appreciating the symbiotic relationship between the two. Bhilai

Steel Plant has long realized that its operations have major

impacts on the communities in the nearby areas. In 1963, the

Community and Peripheral Development department was

started and this department started running Bal (Shishu)

mandirs, Adult Education Centre, Mahila Vidyapeeths, in the

camps and neighboring villages in order to take care of the

employees, their dependants and other residents of the area.

In 1978, the area was increased to a radius of 8 km around the

TA building encompassing 31 villages and then later in 1983,

the radius became 16 km with 136 villages.

It was from 1978 that Bhilai Steel Plant systematically started

sharing its prosperity with neighboring villages through

constructing additional rooms in village schools, making roads,

bridges, culverts, Panchayat Bhawans, Community Halls,

Cultural stages, digging bore well, deepening villages

tanks/ponds, making ghats in the ponds for safe bathing and

other such activities. Subsequently, activities involving

community health, such as eye camps, general OPD camps,

Ayurvedic camps & veterinary camps were taken-up.

Apart from these activities, in the seventies itself, seeing the

declining trend of the rich, vast heritage of the local Folk Art,

Bhilai Steel Plant decided to involve itself in its preservation &

promotion and held the 1st Chhattisgarh Lok Kala Mahotsav in

Nov.1976. Seeing its success, it was made an annual affair

continuing in an unbroken chain, the 32nd such Mahotsav, was

held in May 2008. Over the years, more than 1000

groups/parties have participated in this annual event, giving

an opportunity to more than 10000 local artists to perform on

the stage. Some of these artists, such as Padma Bhushan

Smt.Teejan Bai, Sushree Ritu Verma and Late Shri Devdas

Banjare have won international acclaim for their art and it is a

matter of pride for Bhilai Steel Plant that they have started

their careers from this stage. In addition, to Bhilai, the Lok Kala

Mahotsavs are also held at Rajhara, Nandini and Hirri Mines.

Policy :BSP is committed to share the benefits accrued through

its just and ethical business for the socio-economic

development of people and creating a sustainable

environment, with the following guiding principles :

• Align business operations with social values…..

• Bring about a meaningful difference in people’s lives

• Identify and strengthen weak economic zones in peripheral

areas

CSR Budget 2007-08 Rs 1808 Lakhs

Expenditure : 2007-08 Rs 1845.52 lakhs

Initial CSR Budget 2008-09 Rs 1300 lakhs

Specific CSR activities during 2007-08

Model Steel Villages.

Bore Wells in different villages.

Bhilai Ispat kalyan Chikitsalaya Sickle Cell & Thalassemia

Centre.

Veterinary Services.

Health & Eye Camps.

Bhilai Ispat Vikas Vidyalaya.

Grameen Lokatsav at Rowghat.

Road side Tree Plantation.

Sports meet at Narayanpur.

Corporate CSR Thrust : Develop Model Steel Villages by

constructing additional classrooms in schools, developing

primary health centres setting up vocational training centre

building community hall, over-head tank, cremanation sheds,

community toilets etc, digging bore-wells with pumps,

preparing play grounds, cementing of streets and erecting

decorative entry arch.

Bhilai Steel plant has undertaken to develop the following nine

villages as model steel villages and activities listed above are

underway.

1. Piperchedi

2. Doomerdih

3. Mahkala

4. Pahandor

5. Bodegaon

6. Pauwara

7. Kharpi (Siloda)

8. Kachandur

9. Borigarka

PERFORMANCE HIGLIGHT

Highest ever hot metal prod 15.2MT

Highest ever Crude Steel pro 14.0 MT

Highest ever sale. Steel prod 13.0MT

Lowest coke Rate of 543kg/THM

Labour Productivity 214 TCS /M/Y

Total Manpower-1.28Lakhs

Manpower reduction-4169 in 07-08

PARAMETE

R

SS(MT

)

FS(MT

)

Ener,Cons(Gcal/

TCS)

Coke

Rate

Kg/THM

2002-03 9.7 7.5 7.69 557

2003-04 10.4 8.3 7.50 538

2004-05 11.0 8.9 7.64 542

2005-06 11.0 9.3 7.29 536

2006-07 12.0 9.8 7.20 543

2007-08 14.0 13.0 6.95 533

5. PROJECT INTRODUCTION PROJECT TITLE –

“Job Satisfaction among Employees of Bhilai Steel

Plant”

RESEARCH OBJECTIVES -

To the identification of the satisfied and dissatisfied managers

and supervisors in the selected organizations.

To the identification of high satisfaction and low satisfaction

job factors for managerial and supervisory categories in

selected organizations. To the study of relationship between

job satisfaction and various social-economic variables of

managers in selected organizations

RESEARCH METHODOLOGY

50 samples were collected to identify the number of satisfied

and dissatisfied managers and supervisors. For the purpose of

identifying satisfied and dissatisfied managers and supervisors

in the selected organizations, 25 jobs related factors have

been identified. These factors were-

1) Achievement 2) Nature of work

3) Interest in job 4) Visible results

5) Interpersonal relationship 6) Salary

7) Job security 8) Responsibility

9) Recruitment policy 10) Self respect

11) Work Environment 12) Sense of belongingness

13) Performance 14) Prestige attached to the

job

15) Work group 16) Recognition

17)Authority and power 18) Opportunity and

advancement

19) Technical Supervision 20) Company policy and

administration

21) Personal life 22) Training Education

23) Freedom of expression 24) Association

25) Personal Benefits

In order to obtain clear-cut responses, 50 statements have

been designated for all the job satisfaction factors. Statements

were framed in positive and negative way.

Research methodology is the way to systematically solve the

research problem. Research methodology just does not deal

with research methods but also consider the logic behind the

methods. It may be understood as the science of studying how

research is done scientifically and systematically. In it we

study the various steps that are generally adopted by the

researcher in study of his research problem along with the

logic behind them. It is necessary for the research to know the

research method and technique. He must also clearly

understand the procedure would apply to problem given to

him. All this means that it is necessary for the researcher to

design the methodology from problem to problem.

So, the research methodology adopted by the researcher in

this project are as follows :

Statement of problem

“An analytical study of Job Satisfaction in BSP.”

Purpose of study

To find out the Job Satisfaction of employees across age

group.

To find out the Job Satisfaction of employees across

education qualification.

To find out the Job Satisfaction of employees across

designation.

To find out the Job Satisfaction of employees across

income.

To find out the Job Satisfaction of employees across

service duration.

To find out the Job Satisfaction of employees across

marital status.

To find out the Job Satisfaction of employees across

number of dependents.

To find out the Job Satisfaction of employees those who

own house and those who don’t own house.

Objective of study

To study the whole terms and conditions of Bhilai Steel

Plant.

To find out the additional services provided by the Bhilai

Steel Plant.

To get the employees feedback or response regarding

the BSP Policies.

Universe

Sum total of all the units that confirms to some designated

part of specification is called “Universe”.

While conducting the research work, researcher has

selected Dalli Rajhara town as the universe. All the data which

has been collected is completely done in the Dalli Rajhara

town.

Sample

A sample is a finite no of unit taken for purpose of study out of

the universe; the sample is selected for the convenient study.

For this optimum sample should be selected and the selected

sample should represent whole universe.

It neither feasible nor desirable to go to each and everyone so

sampling is done. The sample size is 50, and the sample units

are the Employees of Bhilai Steel Plant , Dalli Rajhara.

Sample unit

Sample unit is the part of universe taken from the universe for

testing hypothesis. Researcher has taken the employees who

has already working in Bhilai Steel Plant.

Sampling method

The researcher adopted the convenient sampling method. In

this method the sampling unit are chosen primarily on the

basis of convenience to the investigators. In this type of

sampling the researcher selects the item for the sample

deliberately, his choice concerning the items remains

supreme. In other words, under this sampling method the

organizers of the enquiry purposively choose the particular

unit of the universe for constituting a sample on the basis that

the small mass that they select out of a huge ones will be

typical or representative of the whole.

Source of data

The task of data collection begins after a research problem has

defined. Researcher should keep in mind two types of data i;e

primary data and secondary data. The primary data are those,

which are collected fresh and for the first time and thus

happens to be original in character. The secondary data on

other hand, are those which have already been collected by

someone else and which have already been passed through

the statistical process.

So, while I conducting the research work , I have used

the primary as well as the secondary sources of data.

Data collection tools

These are the tools that the researcher had used for collecting

the data’s :

QUESTIONNAIRE

The term questionnaire refers to a self administered process

where by the respondent himself /herself reads the questions

and records his/her answers without any assistance of an

interviewer. Although the instrument is essentially question

asking and data gathering tool. A questionnaire is more

structured and standardized. The questionnaire consist of a

number of questions printed or typed in a definite order on a

form or a set of forms. This method of data collection is quite

popular in case of big enquiries.

Q1) Hours Worked Each Week?

INTERPRETATION:

80% of employees are extremely satisfied with the hours worked each week.

10% of employees feels that hour worked each week is good.

10% of employees are somewhat satisfied with hour worked each week.

Q2) Flexibility in scheduling?

INTERPRETATION:

50% of employees are somewhat satisfied with flexibility in scheduling of time.

40% of employees are extremely with flexibility in scheduling of time.

10% of employees are satisfied with flexibility in scheduling of time.

Q3) Location of work?

INTERPRETATION:

60% of employees are extremely satisfied with the location of work.

30% of employees are somewhat satisfied with the location of work.

10% of employees are not at all satisfied with the location of work.

Q4 )Amount of paid vacation time/ Sick leave offered?

INTERPRETATION:

60% of employees are extremely satisfied with the amount of paid vacation time/ sick leave offered by company.

30% of employees are some what satisfied with the amount of paid vacation time/ sick leave offered by company.

10% of employees are satisfied with the amount of paid vacation time/ sick leave offered by company.

Q5) Salary?

INTERPRETATION:

50% of employees are extremely satisfied with their salary.

30% of employees are some what satisfied with their salary.

10% of employees are satisfied with their salary.

10 % of employees says their salary is good.

Q6) Opportunities for promotion?

INTERPRETATION:

50% of employees are extremely satisfied with the opportunities for promotion in company.

40% 0f employees are somewhat satisfied with the opportunities for promotion in company.

10% of employees are not so satisfied with the opportunities for promotion in company.

Q7) Benefit(Health insurance ,life insurance ,etc)?

INTERPRETATION:

60% of employees are extremely satisfied with the benefit given by the company.

20% of employees are somewhat satisfied with the benefit given by the company.

20% of employees are not at all satisfied with the benefit given by the company.

Q8 ) Job security?

INTERPRETATION:

100% are extremely satisfied with the job security in company.

Q9) Recognitions for work accomplished?

INTERPRETATION:

80% are extremely satisfied for recognition for work accomplished in company.

20% are satisfied for recognition for work accomplished in company.

Q10) Relationships with your co-worker?

INTERPRETATION:

50% of employees are not at all satisfied with the relation with their co-worker.

40% of employees are extremely satisfied with the relation with their co-worker.

10% of employees are satisfied with the relation with their co-worker.

Q11) Relationship(s) with your supervisor(s)?

INTERPRETATION:

80% of employees are extremely satisfied with the relationship with their supervisors.

10% of employees are satisfied with the relationship with their supervisors.

10% of employees are somewhat satisfied with the relationship with their supervisors.

Q12) Relation with your subordinates(if applicable)?

INTERPRETATION:

30% of employees are extremely satisfied with the relation with their subordinates.

30% of employees feel these questions are not applicable.

20% of employees are somewhat satisfied with the relation with their subordinates.

20% of employees say they have good relation with their subordinate.

Q13) Opportunity to utilize your skills talents?

INTERPRETATION:

50% of employees are somewhat satisfied with the opportunity they got to utilize their skill.

30% of employees are extremely satisfied with the opportunity they got to utilize their skill.

20% of employees are satisfied with the opportunity they got to utilize their skill.

Q14) Support for additional training and education?

INTERPRETATION:

60% of employees are extremely satisfied with the support they got for addition training and education.

30% of employees are somewhat satisfied with the support they got for addition training and education.

10% of employees says they got good support for addition training and education.

Q15 ) Variety of job responsibilities?

INTERPRETATION:

40% of employees are extremely satisfied with variety of job responsibility.

40% of employees are somewhat satisfied with variety of job responsibility.

20% of employees are satisfied with variety of job responsibility.

Q16) Degree of independence associated with your work role?

INTERPRETATION:

70% of employees are somewhat satisfied with the degree of independence associated with the work role.

20% of employees are not at all satisfied with the degree of independence associated with the work role.

10% of employees are satisfied with the degree of independence associated with the work role.

Q17) Adequate opportunities for periodic change in duties?

INTERPRETATION:

60% of employees are somewhat satisfied with the adequate opportunities for periodic change in duties.

30% of employees are extremely satisfied with the adequate opportunities for periodic change in duties.

10% of employees are satisfied with the adequate opportunities for periodic change in duties.

Q18) How satisfied are you with your employment as a place to work?

INTERPRETATION:

70% of employees are not so satisfied with their employment as a place of work.

30% of employees are extremely satisfied with their employment as a place of work.

Q19) I know what is expected of me at work?

INTERPRETATION:

70% of employees feel that it is good for them that what is expected of them at work .

20 % of employees feels they are extremely satisfied that they know what is expected from them at work.

10% of employees are some what satisfied with the statement.

Q20) I have the material & equipments I need to do my work right?

INTERPRETATION:

40% of employees are extremely satisfied with the provision material and equipments what they want in the work place.

40% of employees say its good for them for the provision of material and equipments provided them at work place.

20% of employees says they are not so satisfied with the provision of material and equipments provided them at work place.

Q21 At work, I have the opportunity to do what I do best everyday?

INTERPRETATION:

70% of employees are extremely satisfied with the environment at work , that they have the opportunity to do what they do every day.

20% of are satisfied with the environment at work , that they have the opportunity to do what they do every day.

10% are not so are not satisfied with the environment at work , that they have the opportunity to do what they do every day.

Q22) My supervisor seems to care about as a person?

INTERPRETATION:

60% of employees says that they are extremely satisfied with their supervisor seem to care about them as a person.

40% of employees says that they are extremely satisfied with their supervisor seems to care about as a person.

Q23) I receive recognition or praise for doing good work?

INTERPRETATION:

60% of employees are extremely satisfied with the recognition or praise they got in company for doing good work.

30% of employees are satisfied with the recognition or praise they got in company for doing good work.

10% of employees are somewhat satisfied with the recognition or praise they got in company for doing good work.

Q24) At work, my opinion seems to count?

INTERPRETATION:

50% of employees are extremely satisfied that their opinion seems to count in company.

50% of employees say that its good for them that their opinion seems to count in company.

Q25) My fellow employees are committed to doing quality work?

INTERPRETATION:

50% of employees says its good that their fellow employees are committed to doing quality work.

40% of employees are extremely satisfied with the fellow employees that they are committed to do quality work.

10% of employees are somewhat satisfied with their fellow employees that they are committed to do quality work.

Q26) I have a best friend at work?

INTERPRETATION:

70% of employees says that they are satisfied with the statement that they got best friend at work.

30% of employees are extremely satisfied with the statement that they got best friend in work.

Q27) Someone at work has talked to me about my progress?

INTERPRETATION:

60% of employees are satisfied with that statement that there is someone at work that has talked to them about their progress.

30% of employees are extremely satisfied with that statement that there is someone at work that has talked to them about their progress.

10% of employees are somewhat satisfied with the statement that there is someone at work that has talked to them about their progress.

Q28) I have opportunities at work to learn & grow?

INTERPRETATION:

50% of employees are extremely satisfied with the opportunity at work to learn and grow.

40% are satisfied with the opportunity at work to learn and grow.

10% are somewhat satisfied with the opportunity at work to learn and grow .

Q29) Physical facilities are adequate?

INTERPRETATION:

90% of employees are satisfied with the adequatity of physical facilities.

10 % of employees are extremely satisfied with the adequatity of physical facilities.

Q30) Company policies are favorable?

INTERPRETATION:

40% of employees are extremely satisfied with the company policies.

40% of employees are satisfied with company policies.

20% of employees are somewhat satisfied with company policies.

FINDING OF THE PROJECT

The project has been done to know the exact outcome of the

satisfaction level of employee of Bhilai steel Plant Plant. Some

of the departments have been taken as sample. Production

and Safety department have been combined together. In same

way finance & account and audit is made as one department.

So by interpreting and after having interactions with the

executives the following are the main outcome –

Mostly satisfied employees are in age group between 35-

50 . Both Executives and Non-Executives.

Mostly employees are extremely satisfied with locations

provide to them.

Mostly employees of BSP are extremely satisfied with

times and flexibility in working timing.

Mostly employees says they good good opportunities for

promotions .

Mostly employees are satisfied with their relation with

supervisors and also with subordinates ,also some of the

employees says that they are not satisfied with their co-

worker relationship.

Some of the employees say that they are not getting

opportunity to utilize their skill and talent.

Mostly employees say that they are extremely satisfied

by the support they got as additional training and

education and they got varities of job responsibility.

Some of employees says that they wont get

independence associated with their work role and also

they wont get opportunity for periodic changes in duties.

Mostly employees says that they are not satisfied with

their employment as a place to work.

Mostly employees says that they got material and

equipment to do what they need to do their work right.

Mostly employees are strongly agrees as they got

recognition or praise for doing good work and their

opinion seem to count.

Mostly employees says they got friend at work and also

there is someone at work that talk to me about my

progress.

Mostly employees say they got opportunities at work to

learn and grow.

Employees says that there are adequate physical

facilities and company policies are favorable.

From the Questioners its is clear that maximum employees

are satisfied with their job and those who are not satisfied

related to that point HR Persons must take some steps.

LIMITATION OF THE PROJECT

The project work required full concentration and personal visit

to the different department. In order to collect data and

information regarding the required elements for reaching the

objective, the work became limited because of the main

problems faced during this project work like:-

Most of the executives did not response in proper manner

they were much hesitated to answer.

Some employees did not want to disclose the actual fact of

their experience of the work they are doing and the work

culture.

Completion time for the project was one and half month,

which was less as per the contribution required to prepare

it was more than what was in hand.

Due to 50-sample size we may not cover all the employee

of organization.

The response given by the researcher was not always

accurate since satisfaction is quantitative indicator of the

respondents regarding their understanding of satisfaction?

Generally respondents are based to the question raised,

thus the result of research will have error and the very

purpose of research is lost there took almost care while

dealing with respondents.

CONCLUSION OF THE PROJECT:

As per the data analysis and its interpretation it can be

concluded that, employee satisfaction is the source or a way to

inculcate new ideas, enhance knowledge and skills of the

employee. It plays a great role to make the work effective and

efficient. The success of the organization depends on the

working ability and capability of its employees.

The analysis is made from two dimensions i.e.,

(1) To identify the number of satisfied and dissatisfied

members (2) To identify the factors contributing to high

satisfaction and low satisfaction among managers and

supervisor.

Regarding the factors contributing to job satisfaction, it is

found that high satisfaction among managers results due to

factors like sense of achievement, interest in job, visible

results, inter-personal results and salary. However,

supervisor’s job satisfaction is influenced by factors like

responsibility, technical supervision, nature of work, salary etc.

There are some variations in the relative importance of factors

leading to high job satisfaction in Bhilai Steel Plant.

SUGGESTION OF THE PROJECT:

The behavioral aspects like recognition, job prestige, and

sense of belongingness and work environment should be

improved more among managers of BSP.

Performance appraisal system and promotional system

should be improved in the company so that desirable

candidate must get appreciation and benefit.

In order to improve job satisfaction of supervisors, the

management should pay more attention to aspects like

training, work environment, performance appraisal

methods, relations with associations, recruitment policy

etc.

There must be a strong feedback system implemented so

that each employee can express his feeling.

HR Department must draw a wage line for each position

so that skills, ability and experience can be justified.

There must be a set of clear job description and job

specifications.

HR- Manual must prepared by the department regularly

that will help new as well as old employee to know the

organization, its policy, principles, and his authority,

responsibility and their duties.

Those employees who are somewhat satisfied and not

satisfied with the company should be more concentrated

by HR persons.

Those employees who are extremely satisfied with the

company is also be taken care so that employee

retention must be maintain.

Those who feel company is good or ok should also be

taken care by HR person.

9. Student work profile

Here I worked as a management trainee or as a key

developments for RAJHARA MECHANISED MINES. I worked on

some burning topic like related to JOB SATISFACTION IN BSP.

The company has also retail operations across all business

verticals. Rajhara Mechanized Mines offers a host and a

comprehensive support infrastructure to its employee or

trainees.

Here, I get;

1. Specially designed Training Program to develop the

necessary knowledge related to company.

2. Technology that guarantees the development of the

company.

3. A dedicated Employees to help in work and other company

related queries

4. 24x7 office supports.

5. How to analyze the fundamentals of the company.

10. BIBLIOGRAPHY:-

10.1 Books: -

K. Aswathapa, Human Resource & Personnel

Management, Tata McGraw Hill Publishing Company Ltd.,

4th edition.

Dr. P.Subbarao, Personnel & Human Resource

Management, Himalaya Publishing House.

Kothari, C.R.: Research Methodology, New Age

International Publishers.

10.2 Websites: -

http://wwwsail.co.in

QUESTIONNAIRE

Respected Sir,

I am conducting a survey entitled “Job Satisfaction Among

Employees of BSP. I need your help in conducting this study.

Kindly provide your valuable support to fill this questionnaire.

Your information will be kept confidential and will be

exclusively used for academic purpose.

Neha Deodas

MBA

MATS COLLEGE, RAIPUR.

PART- I

GENERAL INFORMATION

Name:

Age:

Designation:

How Long have you worked for this company?

What previous positions have you held with the

company?

How long have you held your current position?

Briefly describe your work responsibilities?

PART- II

RATING YOUR JOB SATISFACTION

1 2 3 4 5

Not Satisfied somewhat extremely

At all satisfied satisfied

Using the scale shown above ,rate your satisfaction

with the following aspect of your job.

Q1 Hours Worked Each Week----------

Q2 Flexibility in scheduling---------

Q3 Location of work ----------

Q4 Amount of paid vacation time/ Sick leave offered------

Q5 Salary--------

Q6 Opportunities for promotion--------

Q7 Benefit(Health insurance ,life insurance ,etc)----------

Q8 Job security-------------

Q9 Recognitions for work accomplished---------

Q10 Relationships with your co-worker------------

Q11 Relationship(s) with your supervisor(s)--------

Q12 Relation with your subordinates(if applicable)---------

Q13 Opportunity to utilize your skills talents---------

Q14 Support for additional training and education---------

Q15 Variety of job responsibilities-----------

Q16 Degree of independence associated with your work Role -----------

Q17 Adequate opportunities for periodic change in Duties ----------

Q18 How satisfied are you with your employment as a place to work-------------

Q19 I know what is expected of me at work----------

Q20 I have the material & equipments I need to do my

work right------------

Q21 At work, I have the opportunity to do what I do best everyday---------

Q22 My supervisor seems to care about as a person-------

Q23 I receive recognition or praise for doing good work-

Q24 At work, my opinion seems to count-------

Q25 My fellow employees are committed to doing quality work----------

Q26 I have a best friend at work-----------

Q27 Someone at work has talked to me about my progress-------

Q28 I have opportunities at work to learn & grow--------

Q29 Physical facilities are adequate--------------

Q30 Company policies are favorable-------------