PROJECT REPORT
ON “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented Implemented in Western Coal Fields Ltd., Nagpur.” for the period June-July 2009 In partial fulfillment Of
MASTER’S DEGREE In MASTER OF BUSINESS ADMINISTRATION R.T.M. NAGPUR UNIVERSITY, NAGPUR (M.S.) Submitted by SNEHAL GURLE (MB08027)
Under the Guidance of Ms. Priyanka Dongre Faculty (D.M.S.), K.I.T.S., RAMTEK (2009 – 2010)
DEPARTMENT OF MANAGEMENT STUDIES KAVIKULGURU INSTITUTE OF TECHNOLOGY & SCIENCE,
RAMTEK – 441 106, DIST: NAGPUR (M.S.)
KAVIKULGURU INSTITUTE OF TECHNOLOGY & SCIENCE, RAMTEK – 441 106, DIST: NAGPUR (M.S.) Ref No.- DMS/MB08027
Ph. No.(07114) 255309 Fax No. (07114) 255236 Email.
[email protected]
Reg No.- NU/A4/52399
CERTIFICATE This is to certify that this is a bonafide record of project work entitled
“Study & Understand the Opinion of Labour Welfare & Social Securi Sec urity ty Measur Measures es Imple Implemen mented ted in Wester Western n Coal Coal Fields Fields Ltd Ltd., ., Nagpur.”
for the period June-July 2009.
SNEHAL GURLE (MB08027) Of The Final Year MASTER OF BUSINESS ADMINISTRATION
During the academic year 2009-10 In Parti rtial Ful Fulfil fillme lment Of The Requ equirem iremen entt Of The The Master Degree Of MASTER IN BUSINESS ADMINISTRATION Offered By The R.T. M. Nagpur University, Nagpur. Ms. Priyanka Dongre
PROJECT GUIDE
DR. BHASKAR PATEL
DIRECTOR
DEPARTMENT OF MANAGEMENT STUDIES K.I.T.S., Ramtek- 441106 Ref No.- DMS/MB08027 Reg No.- NU/A4/52399
Ph. No.(07114) 255309 Fax No. (07114) 255236 Email.
[email protected]
CERTIFICATE I hereby declare that this project work titled
“Study & Understand the Opinion of Labour Welfare & Social Securi Sec urity ty Measur Measures es Imple Implemen mented ted in Wester Western n Coal Coal Fields Fields Ltd Ltd., ., Nagpur.” for the period June-July 2009 Is submitted in partial fulfillment of the degree of MASTER OF BUSINESS ADMINISTRATION
Embodies the result of the bonafide research carried out by
MS. SNEHAL GURLE I find the work comprehensive, complete and of sufficiently high standard to warrant this presentation for examination. I further certify that the work has been carried out under my guidance and has not been submitted earlier for any degree or diploma examination.
Place :KITS, Ramtek Date:
MS. PRIYANKA DONGRE (PROJECT GUIDE)
DEPARTMENT OF MANAGEMENT STUDIES K.I.T.S., Ramtek- 441106
DECLARATION
I, Ms. SNEHAL GURLE,
Hereby declare that the Project Report
entitled “Study & Understand the Opinion of Labour Welfare & Social Social Sec Securi urity ty Measur Measures es Imple Implemen mented ted in Wester Western n Coal Coal Fields Fields Ltd., Nagpur.” for the period June-July 2009 is submitted by me for
the parti rtial ful fulfil fillmen ment of MBA at
KaviKu KaviKulgu lguru ru Insti Institu tute te of
Technology & Science, Ramtek.
This report is an original work prepared/done by me and it has never bee been n subm submit itte ted d to any any univ univer ersi sity ty/i /ins nsti titu tuti tion on for for the the award award of any any degree/diploma.
Place: KITS, Ramtek Date:
SNEHAL GURLE
PROPOSAL
ENROLLMENT NO.
NU/A4/52399
NAME OF THE INSTITUTION
Kavikulguru Institute of Technology & Science, Ramtek
NAME
Snehal Gurle
ADDRESS
R2/1,Staff Quarters, Kits Campus Ramtek, Distt. – Nagpur
TITLE OF THE PROJECT
Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.” for the period June-July 2009”
SUBJECT AREA
Human Resourse Management
NAME OF THE GUIDE
Ms. Priyanka Dongre
Signature of the Student Date:
Signature of the Guide FOR OFFICIAL USE ONLY
Approved Dr. Bhaskar Patel Signature of Director
Date :
PREFACE
Student life is a constant process of learning. It aims at developing a student’s overall personality, creativity and innovation. Learning includes both theoretical and practical aspects. Theory can be understood only through practical work. This project is a practical fieldwork, which has taught us many things including field study. Rapid industrialization and urbanization have made employee dependent on capitalists. Inflation has made their lot poor and they find it difficult to maintain their standard of life. In such a situation. Employee welfare facilities enable employee to live a richer and more satisfactory life. Employee welfare is in the interest of the employee, employer and the society as a whole. For the employee, welfare measures help to counteract the negative effect of this board. These measures enable the employee and his family to lead a good life. Welfare facilities like housing, medical, and children’s education, recreation, etc help to improve the family life of employees. For the employer, welfare measures lead to higher moral and productivity of labour. Employee welfare is also in the interest of the larger society because the health, happiness and efficiency of each individual represent the general well being of all. The project is entitled “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.” is undertaken to study the important aspect of Human Resources.
ACKNOWLEDGEMENT
Every project project big or small is successful successful largely largely due to the effort effort of a number of wonderful wonderful people people who have always given their valuable advice or lent a helping helping hand. I sincerely appreciate appreciate the inspiration; support and guidance of all those people who have been instrumental in making this project a success. I, the student of K.I.T.S. Ramtek (Department Of Management Studies), am extremely
.” for the confidence bestowed in me and entrusting grateful to “Western Coalfields Ltd, Nagpur .” my project entitled “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur, for the period June-July 2009 ”
with special reference to Western Coalfields Ltd, Nagpur . At this juncture I feel deeply honored in expressing my sincere thanks to Mrs. Sandhya Sinha (Personnel Manager) for making the resources available at right time and providing valuable
insights leading to the successful completion of my project. I expre express ss my grat gratit itud udee to Dr. Bhaskar Bhaskar Patel, Patel, Directo Director, r, Kavikul Kavikulguru guru Institut Institutee of Technology and Science, Ramtek for arranging the summer training in good schedule. I also
extend my gratitude to my Project Guide Ms. Priyanka Dongre, & Co-Guide Mrs. Shilpi Bose, Faculty D.M.S., KITS, RAMTEK who assisted me in compiling the project.
I would also like to thank all the faculty members of K.I.T.S. Ramtek for their critical advice and guidance without which this project would not have been possible. Last but not the least I place a deep sense of gratitude to my family members and my friends who have been constant source of inspiration during the preparation of this project work.
DATE – PLACE -
Snehal Gurle
Study & Understand
“
the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.”
INDEX Sr. Contents no. Executive Summary 1. 1.1 1.2 2. 3. 4. 5.
Introduction Objectives Literature Review Company Profile Theoretical Background Research Methodology Data Analysis & Interpretation
6.
Conclusion
7.
Findings
8.
Recommendation
9.
Limitations Bibliography Annexure
Page no.
Executive Summary
Executive Summary People are industry’s greatest assets and most important resource. Since most people use only a percentage of their talents and abilities for them to realize their full potential is always profitable for an organization. The HR functi functioni oning ng is changing changing with with time time and with this this change, change, the labour labour welfare welfare & social social security measures are also changing. The labour welfare & social security measures are now equally impor importan tantt with with that that of other other HR functi functions ons.. Welfar Welfaree Measur Measures es may be provid provided ed for matter matterss concerning employees which are not immediately connected generally with their place of work. These matters will include individual services related to employees. This will also include the Group services, which may include the provision of social and sporting activities, child care facilities. In any organization employee welfare rests mainly on the abstract grounds of social responsibility of the organization for those who work in them. Simply it is mean that it is the realization that in exchange for offering their services, employee are entitled to rather more than their pay, benefits, healthy and safe system of work. One of the main objectives of Nationalization of Coal Mines was to ameliorate the living conditions of the workers engaged in Coal Industry. It is known that the coal mining is a war during peace time. The workmen engaged in mining industry faces numerous hazards , since they fight the natural balance of earth crust. While doing so the nature reacts and takes toll. It is, therefore, necessary to keep the work force mentally and physically alert to win the war. The coal industry after nationalization has undertaken the welfare of the workers as a task assigned to itself and the attention paid is comparable to that of efforts put in for “ production” and
“safety” .
Western Coalfield Ltd., has recognized that welfare of employees by improving quality of life of the employees in particular and their family members in general will help to give thrust to the object objective ive of WCL of improv improving ing product production ion and product productivi ivity ty.. It is an axiom axiom that that contende contended d employees can only deliver the goods. It has got direct bearing on the production and productivity. Constant and untiring efforts keeping in view the changing aspirations of the employees are required to be made for not only providing more and more welfare measures/ amenities to the employees but also to maintain them in perfect order.
With this philosophy, in in mind the WCL management determinately and steadily adopted all-round welfare welfare of the employe employees es as their their own mission mission in keeping keeping with with CIL policy policy for for implementi implementing ng variou variouss welfar welfaree measur measures es for employee employeess and their their famili families, es,
Wester Western n Coalfi Coalfield eldss Ltd., Ltd., fully fully
committed not only to to implement the welfare activities and schemes related related to adequate drinking water ,maintaining proper sanitation conditions in their residential areas , providing educational facilities to the ward of the employees with due transport facilities and development of sports and recrea recreatio tional nal facil faciliti ities es for proper proper growth growth and entert entertainm ainment ent of the employ employees ees and famil families ies,, simultaneously we have recognized the responsibility to provide recreational and rehabilitation facilities to the population affected due to Mining operations and living in and around coalfields. With a view to achieve betterment in the welfare facilities and thereby attaining better quality of life, every year, competition is held in all units to have participation of employees and union representa representative tive which which has indeed indeed
resulted resulted in achieving achieving much better better status status of welfar welfaree facilities facilities
provided and thereby elevated quality of life of employees. This research work is taken up with the intention of improving the welfare & social security meas measur ures es whic which h was was faci facing ng some some labou labourr probl problem emss in the the past past.. The The data data is coll collec ecte ted d by questionnaires survey, interviews with the different sectional heads, companies policies, records, exit interviews files. By studying above here it has been concluded that the welfare & social security measures are adequate but still there is need of some improvement and some addition in their w elfare measures. During the study of welfare measures at WCL, it has been observed some of the short coming in welfare measures & their implementations.
INTRODUCTION
INTRODUCTION
Organizatio Organizations ns provide provide welfare welfare facilities facilities to their employees employees to keep their motivatio motivation n levels levels high. The employ employee ee welfar welfaree scheme schemess can be classi classifie fied d into into two catego categorie riess viz. viz. statut statutory ory and non-st non-statu atutor tory y welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organi organizat zation ion as compli complianc ancee to the laws laws governi governing ng employ employee ee health health and safety safety.. These These includ includee provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Employee welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.
Definitions Employee Welfare
“Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees & by the employers. Through such generous fringe benefits the employer makes life worth living for employees.”
Oxford dictionary defines labour welfare as “Efforts to make life worth living for workers.”
Chambers dictionary defines welfare as “State of doing well.”
Social Security Social security is defined as the “Security that society furnishes through appropriate organizations, against certain risks, to which its members are exposed.” These risks are essentially contingencies against which the individual who has small means cannot protect himself. These contingencies include employment injury, sickness, disablement, industrial disease, old age, burial, widowhood & unemployment.
Social security is also defined as “Endeavour of the community as a whole to render help to the utmost extent possible to any individual during periods of physical distress inevitable on illness during economic distress on reduction or loss of earnings due to illness, disablement, maternity, unemployment, old age or death of working member.”
The International Labour Organization (ILO) defines Social Security as "the security that
society furnishes through appropriate organization against certain risks to which its members are perennially exposed. These risks are essentially contingencies against which an individual of small means means canno cannott effe effect ctiv ivel ely y prov provid idee by his his own own abili ability ty or fore foresi sigh ghtt alon alonee or even even in priv privat atee combination with his fellows.
Employee welfare has the following objectives:
1.
To prov proviide bet better ter lif lifee and and heal healtth to to the the wor worker kers
2.
To ma make the wor work kers ha happy an and sa satisfied.
3.
To reli relieve eve worker workerss from from indust industria riall fati fatigue gue and to impro improve ve inte intelle llectu ctual, al, cultur cultural al and materi material al
conditions of living of the workers
4.
.To .To win win empl employ oyee ee loya loyalt lty y and and inc incre reas asee the their ir mora moral. l...
5.
To bui build ld up up stab stable le ass assoc ocia iate te for force ce,, to red reduc ucee asso associ ciat atee turn turnov over er and and abs absent entee eeis ism. m.
6.
.To .To dev devel elop op effi effici cien ency cy and and pro produ duct ctiv ivit ity y amo among ng wor worke kers rs.. ..
7.
To redu reduce ce the the thr threa eatt of of fur furth ther er gove govern rnme ment nt inte interv rven enti tion on..
8.
To make recruitment more effective. ve.
9.
To imp impro rove ve the the quali quality ty of of life life of empl employ oyee eess and to to disc discha harg rgee the the corpor corporat atee oblig obligat atio ions ns to to
society at large and the community around the coal fields in particular.
10.
Undert Undertake ake cont continu inuous ous effo efforts rts to incu inculca lcate te safe safe mining mining prac practi tices ces and and promo promote te safe safety ty
management to achieve reduction in accidents in all mines.
11.
Encour Encourage age and and pract practice ice worker workerss part partici icipat pation ion in in managem management ent in in lette letterr and spirit spirit at all all
levels.
12.
Provid Providee welfar welfaree measur measures es to main maintai tain n sound indus industr trial ial rela relati tions ons and and health healthy y environ environmen ment. t.
The basic features of labor welfare measures are as follows:
1.
Labor we welfare in includes va various fa facilities, se services an and am amenities pr provided to to
workers for improving their health, efficiency, economic betterment and social status.
2.
Welfare me measures ar are in in ad addition to to re regular wa wages an and ot other ec economic be benefits
available to workers due to legal provisions and collective bargaining
3.
Labor we welfare sc schemes ar are fl flexible an and ev ever-changing. Ne New we welfare me measures ar are
added to the existing ones from time to time.
4.
Welfare me measures ma may be be in introduced by by the em employers, go government, em employees or or
by any social or charitable agency.
5.
The p ur urpose of o f la labor we w elfare is i s to t o br b ring a bo bout th the de d evelopment o f th the wh w hole
personality of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living.
The important benefits of welfare measures can be summarized as follows:
1.
They provide better physical and mental health to workers and thus promote a
healthy work environment.
2.
Facilities Facil ities like housin housing g schem schemes, es, medic medical al benefi benefits, ts, and educat education ion and recre recreation ation
facilities for workers’ families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.
3.
Employ Emp loyers ers get sta stable ble lab labor or for force ce by pro provid viding ing wel welfar faree fac facil iliti ities. es. Wor Worker kerss tak takee
active interest in their jobs and work with a feeling of involvement and participation.
4.
Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
5.
The soc social ial evils prevalent prevalent amo among ng the labors such as sub substa stance nce abus abuse, e, etc are
reduced to a greater extent by the welfare policies.
Importance of welfare measures in Employee relation
Good industrial relations depend on a great variety of factors. Some of the more obvious ones are listed below: 1. History of employee relations – No enterprise can escape its good and bad history of employee relations. A good history is marked by harmonious relationship between management and workers. A bad history by contrast is characterized by militant strikes and lockouts. Both types of history have a tendency to perpetuate themselves. Once militancy is established as a mode of operations there is a tendency for militancy to continue. Or once harmonious relationship is established there is a tendency for harmony to continue. 2. Economic satisfaction of workers – Psychologists recognize that human needs have a certain priority. Need number one is the basic survival need. Much of men conducted are dominated by this need. Man works because he wants to survive. This is all the more for underdeveloped countries where workers are still living under subsistence conditions. Hence economic satisfaction of workers is another important prerequisite for good employee relations. 3. Social and Psychological satisfaction –
Identifying the social and psychological urges of workers is a very important step in the direction of building good employee relations. A man does not live by bread alone. He has several other needs besides his physical needs which should also be given due attention by the employer. An organization is a joint venture involving a climate of human and social relationships wherein each participant feels that he is fulfilling his needs and contributing to the needs of others. This supportive climate requires economic rewards as well as social and psychological rewards such as worker workers’ s’ partic participa ipatio tion n in managem management, ent, job enrich enrichment ment,, sugges suggesti tion on scheme schemes, s, re-dre re-dressa ssall of grievances etc.
4. Off-the-Job Conditions –
An employer employs a whole person rather than certain separate characteristics. A person’s traits are all part of one system making up a whole man. His home life is not separable from his work life and his emotional condition is not separate from his physical condition. Hence for good employee relations it is not enough that the worker’s factory life alone should be taken care of his off-the-job conditions should also be improved to make the employee relations better. 5.Enlightened Trade Unions – The most important important condition necessary necessary for good employee employee relations relations is a strong strong and enlightened labor movement which may help to promote the status of labor without harming the interests of management, management, Unions should should talk of employee employee contributio contribution n and responsibi responsibility lity.. Unions should exhort workers workers to produce produce more, persuade persuade management management to pay more, mobilize public opinion on vital labor issues and help Government to enact progressive labor laws. 6.Negotiating skills and attitudes of management and workers Both management and workers’ representation in the area of employee relations come from a great variety of backgrounds in terms of training, education, experience and attitudes. These varying varying backgrounds backgrounds play a major role in shaping shaping the character of employee employee relations. relations. Generally Generally speaking, well-trained and experienced negotiators who are motivated by a desire for industrial peace create a bargaining atmosphere conducive to the writing of a just and equitable collective agreement. On the other other hand, hand, ignora ignorant, nt, inexper inexperien ienced ced and ill-tr ill-train ained ed person personss fail fail becaus becausee they they do not recognize that collective bargaining is a difficult human activity which deals as much in the emotions of people as in their economic interests. It requires careful preparation and top –notch executive competence. Parties must have trust and confidence in each other. They must possess empathy, i.e. they should be able to perceive a problem from the opposite angle with an open mind. They should put themselves in the shoes of the other party and then diagnose diagnose the problem. problem. Other factors which help to create mutual trust are respect for the law and breadth of the vision. Both parties should show full respect for legal and voluntary obligations and should avoid the tendency to make a mountain of a mole hill. 8. Better education: -
With rising skills and education workers’ expectations in respect of rewards increase. It is a common knowledge that the industrial worker in India is generally illiterate and is misled by outside trade union leaders who have their own axe to grind. Better workers’ education can be a solution to this problem. This alone can provide worker with a proper sense of responsibility, which they owe to the organization in particular, and to the community in general. 9. Nature of industry: -
In those industries where the costs constitute a major proportion of the total cast, lowering down the labor costs become important when the product is not a necessity and therefore, there is a little possibility to pass additional costs on to consumer. Such periods, level of employment and wages rise rise in declin declinee in employ employmen mentt and wages. wages. This This makes makes worker workerss unhappy unhappy and destro destroys ys good industrial relations. Various benefit provided to the employees may be classified on different bases. One classification may be in term of Statutory and Non-statutory welfare measures.
Types of Welfare measures
Types of Welfare measures
Statutory
Non-Statutory Welfare Measures
S tatutory Welfare Schemes: Statutory Welfare Schemes are those which are mandatory provided under the provisions of various Acts as given below:
1.
Factory Act,1948
2.
Mines Act,1952
3.
The plantation labour Act, 1951
4.
Employer yer’s state Ins Insuranc ance Act, 1948
5.
Workers Compensation Act, 1923
1. Factory Act, 1948 : The factory Act, 1948, was conceived in 1881 when legislation was enacted to protect children and to provide health and safety measures. In 1911, the hours of work were regulated and incorporated
in the Act. In 1934, following the recommendations of the Royal Commission of Labour, the act was amended. A more Comprehensive legislation to regulate working conditions replaced the act in 1948.
2. Mines Act,1952: The Mines Act, 1952 is to regulate the working condition in mines and to provide for certain amenities to workers employed therein. It extends to the whole of India .Section 1(3) of the Act provides provides that the Act shall come into force force on such date or dates as the Central Central Govt. may, by notificati notification on in the Official Official Gazette, appoint appoint and different different dates may be appointed for different different provisions of the Act for different States but not later than 31st dec,1953.
3. The Plantation Labour Act, 1951: The Act has been enacted to provide for the welfare of labour and to regulate the condition of work in plantations. It extends to the whole of India except the State of Jammu& Kashmir. It came into Force on 1st April, 1954. The Act was amended in 1960, 1961, 1981 and lastly in 1986.
4. Employers state Insurance Act, 1948: The Act is a landmark in the history of social security in India and its object is to introduce social insurance by providing for certain benefits to employees in case of sickness , maternity and employment employment injury. injury. The Act provide for medical medical care and treatment, treatment, payment of cash benefits benefits during sickness , maternity and employment injury , pension to the dependents on the death of a work worker er due to empl employ oyme ment nt inju injury ry and and funer funeral al expe expens nses es not not excee exceedi ding ng Rs.1 Rs.1,00 ,000 0 towar towards ds expenditure on funeral of an insured person.
5.Workmen’s Compensation Act, 1923 In addition addition to safety and health measures, measures, a provision provision for the payment of compensation compensation has also been made under this Act. The Act covers the employees whose wages are less than Rs.500 per month. Amount of compensation depends on nature of injury and the monthly wages of employee. In case of death of the employee, his dependents are eligible for compensation.
Non-Statutory Non-Statutory welfare schemes: 1. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life ne eds.
2. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters 3. Harassment Policy:
To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.
Maternit y & Adoption Leave Leav e – 4. Maternity Employees can avail maternity or adoption leaves Paternity leave.
Medic-cla im Insurance Ins urance Scheme : 5. Medic-claim
This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.
6. Employee Referral Scheme :
In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. Injury policies have also been introduced by various companies.
Wage s and salary sal ary : 7. Wages
The main objective of wages and salary administration is to establish and maintain an equitable wage and salary system. This is so because only a properly developed compensation system enables enables an employer to attract attract , obtain and retain retain and motivate motivate people of required required caliber caliber and qualification in his/her organization.
Sa fety ty : 8. Safe
The Act provid provides es 20 differ different ent sectio sections ns on obliga obligator tory y safety safety measur measures, es, e.g., e.g., the fencin fencing g and covering of dangerous parts of machinery in operation prohibition of young persons and females from handling cleaning and lubricating lubricating machines, provision of suitable striking gear, bolt, spindle and pinion. 9. Canteen facilities :
Cafeteria or canteens are to be provided by the employer so as to that they can work safely during the night shifts. 10. Grievance procedure:
The Grievance procedure is one of more important means available for employees to express their dissatisfaction. It is also a means available to management to keep a check on relevant diagnostic data on the state of the organization health. There are other mean also for this, such as decline in production/Output change in an individual’s work habit.
Non-Statutory welfare: A Model Mode l: Although many non-statutory welfare activities either started as paternalism or on account of the aggressiveness of union in India, the workers and unions today take them very seriously as an important compensation for their work. In some cases they have almost become property rights and any hint of eliminating them causes serious concern and frustration among the workers, often
leading to go slows, gheraos, and strikes. The management, thus, has to be concerned with the efficacy and cost of non-statutory benefits. Non-statutory welfare activities are more difficult to budget than salary. They often turn out to be more expensive than had been visualized. Under such circumstances, the management becomes extremely critical of this activity. On the one hand management has to consider the costs involved, and on the other, the probable repercussions of not offering these benefits, i.e., the cost and the benefit of these measures, to the organization. The management has to consider the motivational has to consider the motivational effect such activitie activitiess on work and other productive productive behaviors. behaviors. What sort of reaction reaction do these benefits benefits elicit? elicit? Are they desirable from the point of view of management? Are non statutory benefits taken for granted by workers or to do they mentally add it to their wages? These are some important question that requires consideration. No study has been done in India, so far, to see the effect of non statutory welfare on productivity, particularly because it is d ifficult to isolate the effect of such benefits. But the growing cost of this activities warrants in depth studies to understand and possibly predict, the effect of non- statutory welfare activity on productivity. Finally, manager must keep in mind non-statutory welfare will result in sense of gratitude and loyalty among employee and motivate them to work hard. Generous benefit might however, create a sense of overdependence among workers. The manager has thus, to insure non-statutory welfare help the organization to grow and not retard its growth by kicking back and defeating the very purpose for which it was created. However, non-statutory welfare is comprised mainly of hygiene factors and not of direct motivators, and the capacity of these factors by themselves to elicit increased productivity is debatable.
Model A new model is suggested to orient orient non-statutor non-statutory y welfare welfare activities activities from a different different perspective. perspective. The purpose is to make such activities more meaningful for organizational productivity. It should be clarified at the outset that management is concerned with productivity and not job satisfaction.
A genera generall fallac fallacy y is that that job satisf satisfact action ion and produc productiv tivity ity are synonymou synonymous, s, or that that high high job satisfaction will lead high productivity. Evidence, in fact, points to contrary. The two are very different and one does not necessarily determine the other. In fact, even the conditions that determine the two are very different. HAFEEZ HAFEEZ has listed listed six broad broad catego categorie riess of factor factorss that that determ determine ine job satisf satisfact action ion of Indian Indian employees:
Personal adjustment of workers Nature of work Relationship with other workers Nature of supervision
Company set -up and its relationship with union
The social status of his job in the community.
Productivity on the other hand has been formed to be determined largely by the quality of machine and raw material, R&D, industrial relation, institutional set-up, ability and skills of work force, incentive system, etc… Individual Individualss are motivated to achieve achieve certain certain goals which result in satisfact satisfaction. ion. Productivity Productivity in seldom a goal itself but is more a means to goal attainment. In most cases, productivity and job satisfaction are unrelated except when productivity is perceived as a path to certain important goals. Thus job satisfaction is more broad-based and encompasses various condition and situation and sometimes productivity is also included in it. Howe Howeve ver, r, the the bulk bulk of the the evid eviden ence ce sugg sugges ests ts no rela relati tion onsh ship ip betwe between en job job sati satisf sfac acti tion on and and productivity. Since productivity is of prime concern to an organization, we will deal here with productivity and not with job satisfaction. The model that is followed for non-statutory welfare is represented below:
Non-Statutory welfare
Company satisfaction
Productivity
Company satisfaction is a state of positive feeling towards the company, feeling expressed in loyalty, faith and an attitude that the company is concerned with the welfare of its employees. This model maintains that welfare activities will generate company loyalties, and assumes that such allegia allegiance nce will will lead lead to produc productiv tivity ity.. It is a patern paternali alisti sticc approac approach. h. The non-st non-statu atutor tory y welfar welfaree pro provi visi sion ons, s, thus thus,, are are made made to gener generat atee a prid pridee and and sati satisf sfac acti tion on with with the the organ organiz izat atio ion, n, an organization which is generous enough to be concerned with the “care” and well-being of its employees. Althoug Although h increa increased sed product productivi ivity ty is one of the object objective ivess of non-sta non-statut tutory ory welfar welfaree in Indian Indian industry by and large, the motivation for such measures has been philanthropic; a feeling that workers suffer from poverty and need to be cared for. It is Felt that if they are properly looked after they will be loyal to the company Thus, in the existing model, though it may be true that non-statutory welfare can lead to high company satisfaction, it is doubtful if high company satisfaction will necessarily lead to high productivity. Hence, if the concern is with increasing productivity, the existing model has to be modified.
The models suggested here reverse the position of productivity and company satisfaction. The new model is represented below:
Non-Statutory welfare
Productivity
Customer Satisfaction
The The mode modell sugge suggest stss that that nonnon-st stat atut utor ory y welf welfar aree will will dire direct ctly ly infl influen uence ce prod product uctiv ivit ity. y. Once Once this this relationship is established, high productivity may lead to high satisfaction. Non-statut Non-statutory ory welfare, in addition addition to providing the usual social benefits, benefits, should should be linked linked with such concepts as workers’ participation and job enrichment. This calls for a shift in emphasis. Let an increase in productivity be not the indirect function of welfare but a direct outcome of this measure. The concept of welfare has to be delinked from social service. It has to be broad based to include job contents. Most welfar welfaree measur measures es have have been concern concerned ed with with job context context activi activitie ties. s. If organi organizat zation ionss are genuine genuinely ly interested in the workers’ welfare, they have to provide meaning in their jobs by increased participation and greater discretion and variety.
EVOLUTION OF SOCIAL SECURITIES:
Social security policies were political responses for the quest of stability as was introduced by Germany’s Bismark as social insurance. A study on social security by ILO in 1984 describes three stages. Initially employers had a paternalistic and poor relief approach although it was not entirely accepted due to political reasons. Secondly insurance schemes based on compulsory premia in the form form of pensi pension onss and and sick sick pay pay came came into into vogue vogue.. And And on the the thir third d stag stagee main mainte tenan nance ce and enhancement of quality of life was aimed at.
Among Among indust industria riall countri countries es the formal formal social social securi security ty approach approaches es differ differ dependi depending ng upon upon the perspective of the government. Nevertheless the considerable progress of social security schemes in these various countries in recent years, is to be accredited to the strong efforts and activities of the International International Labour Organization. Organization. The Internati International onal Labour organization organization was founded in 1919 with primary purposes of improving the working and living living conditions and promoting social social justice throughout the world. The ILO drafted the standards of social insurance laws in 1920. A convention on maternity benefits was adopted in 1919. On validity, old age and survivorship insurance a convention was adopted in 1921, 1925, 1933 respectively. And in 1928 and 1934 a convention was adopted in minimum wages and unemployment insurance respectively, until June, 1930, 29 out of 132 conventions and 27 out of 136 recommendations have helped in formulating international standards regarding social security.
Apart from ILO, the United Nations, The Europian Economic Community ,The World Health Organization and the League of Arab States, have worked jointly with the ILO to achieve a comprehensi comprehensive ve social security security programme programme for workers workers . Furthermor Furthermoree the recommendat recommendations ions on income security and medical care adopted in 1944 were the latest provisions of social security. And in 1952 the social security (minimum standards) conventions divided social security measures into components.
1. Sickness benefits 2. Unemployment benefits
3. Old age benefits 4. Medical care 5. Family benefits 6. Invalidity benefits 7. Maternity benefits 8. Employments injury benefits 9. Survivors benefits Nevertheless, the origin of social security goes back to the nineteenth century when the individual and urban way of life developed. People started leaving their own lands, in Europe in particular to industrialized areas. This posed a new social problem in the society. People with similar problems started growing up to drain the source of their problems in the form of trade and outs on guilds. Missionaries and religious institution played an important role in curbing social problem when hardships struck.
Classification Of Social Security Measures:
There are two classification of social security with different origins and revolutionary process and approach but both of them serve the same ends. They are Social Insurance and Social Assistance.
Social Insurance:
Social insurance is what people get for what they have previously contributed without means test or fulfillment of any criteria. In other words the benefits are in proportion to the premium paid. Social insurance has the following principal features:
A person’s right of benefit is secured by his contribution but not by any kind of test. Benefits are paid out of special funds from of accumulated contribution. Participation in obligatory.
4. Social insurance is financed from by contributions which are shared by employers and workers. In social insurance surplus funds which are not currently needed to cover benefits are usually invested invested to earn further income. income. Social insurance insurance is the largest social welfare welfare system system of most countries.
Social assistance :
Social Assistance according to the definition of ILO is a “Service or scheme which provides benefits to persons of small means as of right in amount sufficient to meet minimum standards of need and financed from taxation.” Social Assistance is financed from general revenues but not from individual contributions of participants of the scheme. People who are entitled for such benefits benefits are prescribed prescribed by statute and are required to have limited income and assets. assets. Apart from this other conditions may also be prescribed , for example, the people who are to be entitled to this benefit may have to prove p rove that they have no relatives to assists them financially. The assessment of the claimant financial status is known as means test.
Social assistance have the following major feature:
1. Other incomes and resources are to be put into account during assessment of need. 2. The whole cost is to be covered by the government, 3. Benefits are paid as of legal rights in the prescribed categories of need.
OBJECTIVES
Title
“Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.”
Aim This research work aims at understanding the welfare & social security measures and provides guidance in the future.
Objectives: 1.
To study & understand the labour welfare &
social security measures.
2. social security measures implemented
3.
To study & understand the labour welfare & in W.C.L, Nagpur.
Perceptions of employees towards welfare & social
security measures implemented in W.C.L, Nagpur.
LITERATURE REVIEW REVIEW REVIEW
Literature Review “Wellness in organizations” should focus on the well being of individual workers. At a time when the wellness of individuals is increasingly being threatened in our workplaces, I argue ar gue th that at on onee wa way y we well llne ness ss can be so soug ught ht is th thro rough ugh ca care refu full ex exam amin inat atio ion n of ro rout utin inee organizational practices. To make this point, I look to the problem of bullying in organizations and, in particular, traditional organizational responses to bullying. The paradoxes of protective legislation and protective workplace policies are explored, before numerous organizational masks thatt ser tha serve ve to bol bolste sterr the these se par paradox adoxes es are discussed discussed:: the mask of ste stereo reoty types pes;; the mask of Alternative Dispute Resolution (ADR); the mask of counseling; and the mask of training. The way towards wellness in organizations lies with the recognition of unintended distortions and limitatio limi tations ns on exist existing ing legislation, legislation, polic policy y and process, and the critical assessment assessment of tradi traditional tional remedies. Margaret H. Vickers, (November 2006)
There persists a considerable amount of controversy in the economics literature as to how to explain the large variation in wealth holdings at retirement. One aspect that has been difficult to assess in empirical studies is the role of expectations regarding future retirement income income and how it influences influences saving behavior. In this paper the authors investigated investigated the effect of deviations between individuals’ anticipated and realized Social Security 20 benefits on several measur measures es of well-b well-bein eing g in retire retiremen ment, t, such such as the change change in consump consumptio tion n expendi expenditur tures es at reti retire remen ment, t, a self self-a -ass sses esse sed d meas measur uree of how how reti retire reme ment nt year yearss compar comparee to the the year yearss befo before re retirement, and whether the individual is worried about having enough income to get by in retirement. Using longitudinal data from the Health and Retirement Study, it was found clear evidence that people who over estimated their Social Security benefits are worse off according to several measures of well being in retirement. They tend to have larger negative consumption expenditure changes at retirement than those who under estimated or correctly estimated their benefits. benefits. Once retired, retired, they have more worries worries about how to get by with the resources resources they have. They also more often report that retirement years turned out worse than expected. In Multivariate analyses, these conclusions remain valid, although significance levels are sometimes low. This relationship seems to be more pronounced for respondents who claimed benefits earlier than
anticipate anticipated d than for respondents respondents who were simply misinformed. misinformed. Susann Rohwedder, ( May 2006), Et.al
This Th is st stud udy y ex exam amin ines es th thee ef effe fect ctss of pa payy-as as-y -you ou-- so soci cial al se secur curit ity y pr prog ogra rams ms in ag agin ing g econom eco nomies ies whe when n the mi middl ddle-ag e-aged ed bot both h edu educat catee the their ir depe depende ndent nt chi childr ldren en and sub subsid sidize ize the retirement of the old. Using an overlapping generations framework in which agents are three period lived but timing of death in the third period is uncertain, we analyze the effects of social security tax schemes, under various demographic assumptions, on capital accumulation, education expenditures, social welfare, and economic growth. It has been found that in many cases social security crowds out education, and reduces e conomic growth and social welfare. Rowena A. Pecchenino (November 1999), Et.al
Staff spends at least half their waking time at work or in getting to it or leaving it. They know they contribute to their organization when they are reasonably free from worry, and they feel, perhaps in articulately, that when they are in trouble they are due to get something back from the organization .People are entitled to be treated as full human being with personal needs, hopes and anxieties; they are employed as people, they are employed as people, they bring themselves at work, not just their hands, and they cannot readily leave their trouble at home. Martine (1957 )
Adequate welfare facility should avail in the organization. As , Absenteeism is also due to inadequate welfare facilities to workers, for a vast majority of industries lists in India still look upon welfare work as a barren liability rather than a wise investment . The National Commission on Labour observes. “The Statutory welfare amenities have not been properly and adequately provided. In several cases, particularly in medium and small sized units, the standard are distinctly poor. The studies made by some states in respect of the different components of welfare include sanitation sanitation,, washing washing and bathing bathing facilities facilities,, first first aid appliances, appliances, ambulance rooms, drinking water, which strengthen the general impression that compliance with statutory welfare provision is halfhearted and inadequate, “fed up with the absence of basic facilities, the worker often migrates to his rural home. Mamoria C.B, Gankar S.V (2003)
The introduction of the factory system had a profound effect on social relationships and living conditions. In earlier times the feudal lord and the guild master both had been expected to take some responsibility for the welfare of the serfs, apprentices, and journeymen who worked under them. By contrast, the factory owners were considered to have discharged their obligations to employees with the payment of wages; thus, most owners took an impersonal attitude toward those who worked in their factories. This was in part because no particular strength or skill was required to operate many of the new factory machines. The owners of the early factories often were were more more intere intereste sted d in hiring hiring a worker worker cheaply cheaply than than in any other qualific qualificati ation. on. Thus Thus they they employed many women and children, who could be hired for lower wages than men. These low paid employees had to work for as long as 16 hours a day; they were subjected to pressure, and even physical punishment, in an effort to make them speed up production. Since neither the machines nor the methods of work were designed for safety, many fatal and maiming accidents resulted. In 1802 the exploitation of pauper children led to the first factory legislation in England. That law, which limited a child's workday to 12 hours, and other legislation that followed were not strictly enforced. Bellesiles Michael .A (1998) Welfare programs aimed at helping people unable to support themselves fully or earn a living. Welfare recipients include elderly people, people with mental or physical disabilities, and those needing help to support dependent children. People in the United States most commonly use the term welfare to refer to governmentgovernment-funded funded programs that provide provide economic economic support, support, goods, and services to unemployed unemployed or underemploye underemployed d people. Professiona Professionals ls in the field of public policy and social work use the term social welfare in a broader sense to describe any program, either privately or publicly funded, that helps people to function more fully in society. Thomas (2000)
Corbett
COMPANY PROFILE
W.C.L VISION
“TO EMERGE AS A KEY PLAYER IN THE PRIMARY ENERGY SECTOR TO THE COUNTRY BY ATTAINING ENVIRONMENTALLY & SOCIALLY SUSTAINABLE GROWTH THROUGH BEST PRACTICES FROM MINE TO MARKET.”
W.C.L CORPORATE MISSION
“THE “THE MISSIO MISSION N OF WEST WESTERN ERN COALFIELD COALFIELDS S LIMITE LIMITED D IS TO PRODUC PRODUCE E AND MARKET THE PLANNED QUANTITY OF COA COAL EFFICIENT IENTL LY AND ECONOM ECONOMICA ICALLY LLY WITH DUE REGARD REGARD TO SAFETY SAFETY,, CONVER CONVERSAT SATION ION AND QUALITY.”
Branches Of Coal India Limited
•
World’s largest coal mining company.
• Responsible for approximately 85% of total Indian production. – 324 million tons in 2005.
Western coal field is a subsidiary of Coal India Ltd., with its headquarters situated at Nagpur. Till the inception of seventies the non-working coal mines were under the public and private sectors. The public sector mined mined governed by the National Coal Development Corporation (NCDC) with with its headquarters located at Ranchi. The year 1971 marked nationalization of cooking coal mines and the management was entrusted to Bharat Cooking Coal ltd., (BCCL). The Nationalization of non cooking coal mines took place by the presidential presidential ordinance in Jan, 1973. The management of non cooking coal mines was entrusted at Calcutta.
In 1973, the coal mines authority mines covered under the central government by a parliamentary act and coal mines.
Authority was changed to coal mines. Authority Ltd(CMAL) a company incorporated under the Indian Companies Act 1951. For the purpose of administration conversance the CMAL is divided into 3 divisions.
a) Coal mine miness author authority ity ltd. ltd.,, ( Easter Eastern) n) b) Coal mines mines auth authori ority ty Ltd. Ltd.,, ( wester western) n) c) Coal mine miness author authority ity Ltd. Ltd.,, (Centr (Central) al)
In 1975 , the the government government of India India recognized recognized the CMAL CMAL set up to to give more more autonomy autonomy to the the division and thus it changed the coal mines authority Ltd into coal india ltd (CIL) , which became the holding company with effect from 29th October 1975. The western coal Field ltds., was one of the the subs subsid idia iary ry of coal coal indi indiaa ltd ltd has has its its own own juri jurisd sdic icti tion on spre spread ad over over in the the stat states es of M.P, M.P, Maharashtra and Orissa (excluding Talchem). The main headquarters of this subsidiary is located in Nagpur division.
This division is headed by an executive director, with headquarters at Nagpur.
1.
Wardha valley area, Chandrapur District.
2.
Nagpur area including congress nagar and
Nagpur 3.
Patherkhera area, Ghorandangri, Betul District
4.
Pench area, Chindwara District
5.
Kanhan area (Junardeo)
ORGANISATION STRUCTURE OF W.C.L:
The different levels of management in W.C.L are under :
1. Boar Board d of of Dire Direct ctor or 2. Chairman Chairman cum managing managing Director Director functional functional directors directors.. 3. Depart Departmen mental tal Heads Heads// General General manage managers rs in areas. areas. 4. Agents Agents// sub-ar sub-area ea manage managers rs at grou group p level. level. 5. Mana Manage gerr at at unit unit level level..
The organizational structural of W.C.L comprises of tier- system.
a. The The cor corpo pora rate te leve levell b. Area level c. Sub-a ub-arrea leve levell d. Unit le level
ORGANISATION CHART OF WESTERN COALFIELDS LIMITED:
Objectives of Western Coal Fields Limited (WCL)
To emer emerge ge as Flags Flagshi hip p subs subsid idia iary ry comp compan any y of Coal Coal Indi Indiaa Ltd Ltd by achie achievi ving ng all all the the performance parameters of MOU by ensuring multidimensional growth on all counts
Adoption of new mining technology, both in opencast and underground.
To improve the quality of life of employees and to discharge the corporate obligations to society at large and the community around the coal fields in particular.
Undert Undertake ake continu continuous ous effort effortss to inculc inculcate ate safe safe mining mining practi practices ces and promot promotee safety safety management to achieve reduction in accidents in all mines.
To lay more thrust on afforestation, protection of environment and control of pollution.
Formulation and approval of new projects using the expertise of CMPDI to meet the future coal demand.
Strengthening of bondage of relationship and mutual trust with all stakeholders especially Project Affected People (PAPs), (PAPs), consumers, suppliers and service providers. Etc.
Encourage and practice workers participation in management in letter and spirit at all levels.
Skill development of employees through innovative training practices, on the job as well as in the classroom.
To give Philip to corporate image building, by maintaining transparency and adopting Best Business Practices.
AWARDS WON BY WCL
W.C.L has won number of awards for environment environment,, social responsibi responsibility lity,, innovative innovative HR practices nationally & internationally such as
Awards Vanashree Jawaharlal
Nehru Memorial Indira
Year 1992 1994
Instituted/Presented by Maharashtra Government International
1994
Greenland and Society National Wasteland
Priyadarshini
Development
Vrikshamitra World
MoEF International
1997
Board, Association
Environment Congress
of Educ Educat ator orss for for Worl World d
Social Forestry India 2000 Millenium
Peace Govt. of Maharashtra Int.Association
1998 1999
of Educators for Jawaharlal
2001
World Peace International
Nehru Memorial Award Indira Indira Gandhi Memorial 2004
Greenland Society International Greenland
(National Award)
Society
LOCATION OF COAL INDIA STATIONS ALL OVER INDIA
HIERACHY OF EXECUTIVES CATEGORY E9
- Executive Director
E8
- General Manager
E7
- Additional General Manager/DGM
E6
- Senior Manager
E5
- Manager
E4
- Deputy Manager
E3
- Senior Account Officer
E2
- Sr. Asst. Ac Account Officer
E1
- Asst. Account Officer
THE MAIN TASKS OF ESTABLISHMENT SECTION
Salary
Traveling Allowance
Leave Travel/Concession
Staff Advances
Miscellaneous Payment
Medical Allowance
Provident Fund
Pension
Insurance
Gratuity
SALARY
The first thing that comes while preparation of salary is absenteeism of the employee.. For the calculation of absenteeism of the employee an absentee statement is prepared by HR which is finalized with the approval of HOD of each department. This statement contains the details regarding the presence and absence of employees, the type of leave taken by him and shift duty done by him in a month. This statement is further sent to Finance department for updation & validation.
Thus the salary automatically tallies the absentee data and goes into payroll. The establishment department does the salary processing and prepares a pay slip.
The salaries of employees are given through bank. The bank-list is prepared which contains the name, employees’ number, account number of an employees and this list has sent to bank. Thus, in this way the salary reaches in employees account.
TRAVELING ALLOWANCE
This allowance is paid to employee for any traveling done in the benefits of the company. These are three types of TA given to WCL employees which is mainly paid through cash payment voucher:
Official Tour
Medical Tour
Transfer Tour
It’s refers to the tour/ journey for official purposes, for which following expenses are provided.
Conveyance fair as per entitlement.
Local conveyance charges as per entitlement.
Hotel charges as per entitlement.
DA as per entitlement and according to city.
Misc Miscel ella lane neou ouss payme payment nt:: tele teleph phone one char charge ges, s, rese reserv rvat atio ion n charg charges es,, extr extraa day day stay stay,, cancellation of ticket etc. as per entitlement.
It refers to the tour/ journey made by the employees to any place for treatment, in case of some diseases to him or any one of his dependent. For such kind of treatment, he must get referred by the WCL doctor and get approved by the competent authority. The various entitlements are:
-
Conveyance fair as per entitlement.
-
Local conveyance charges: from station to the hospital.
-
Medical expenses.
THEORETICAL BACKGROUND
LABOUR WELFARE & SOCIAL SECURITY Man’s quest for solutions of various problems of the society especially that of the weaker section of the society like prevention of destitution and poverty have always been undying. Though on the other hand, the development and growth of industries along with the growing population cemented the way for much more complicated complicated social insecurities insecurities.. These insecurit insecurities ies intensified intensified to a large extent.
Industrial workers mostly come from places that are far from industries. They leave their families and relatives behind in search of work and livelihood. Apparently difficult is the environment to be accustomed to workers needs to be paid regularly and adequately to meet their demands such as food and clothing. In the absence of their regular wages, and in towns and cities where the tradi traditio tional nal social social protec protectio tion n from from depriva deprivati tion on and destit destituti ution on are not in avail, avail, their their lives lives are apparently at risk. There are numerous risks which necessitate the provision of welfare facilities and social security.
These provisions entirely aim of providing safety and securities against unexpected contingencies of life such as sickness, sickness, old age, invalidism invalidism unemployment unemployment,, dependency dependency and industrial industrial accidents accidents against which the individual cannot be expected to protect himself and his family by his own ability or foresight. Welfare and Social Security measures have a fundamental purpose to give individuals and their families the confidence and assurance that their state and quality of lives will not be eroded by only social or economic eventuality. And on the other hand welfare measures and social social securities securities should be provided provided so as to reduce turnover turnover and absenteeism absenteeism disputes, disputes, lockouts, lockouts, strikes etc.
Therefore, the state plays a leading role in accomplishing the goals which the welfare programs and social security measures aim at and it has been believed by most states that, employers should be required to provide maintenance and protection for their ill and injured workmen by passing various legislation.
The two terms welfare and social security cover a wide range of area and are relative to the situation situation and circumstances circumstances depending depending on the community community status, status, the overall overall development of the nation and scientific and technological advancement. This makes the concept differ from place to place. place. Access to social social security security and welfare welfare benefits benefits has became became a fundamental fundamental human right right to which everyone is entitled to.
This fundamental right has been included in the universal declaration of human rights adopted by the United Nations General Assembly in 1984 which is also provided under various national constitutions.
The entire concept of welfare and social security implies the availability of facilities which enable the worker and his family to lead a sound life with maximum security by neutralizing the harmful effects effects of industrial industrializati ization. on. As the welfare welfare measures try to solve the humanitarian, humanitarian, economic economic and civi civicc prob proble lems ms of the the work workme men, n, soci social al secu securi rity ty meas measur ures es on the the othe otherr hand hand aim aim at a the the compensation, which is nothing but the income security, restoration which implies the recovery and cure of the risk and invalidity and prevention which strives to avoid the loss and reduction of productive capacity due to sickness and invalidity which can undermine the productivity of an establishment.
Welfare Measures may be provided for matters concerning employees which are not immediately connected generally with their place of work. wo rk. These matters will include individual services related to employees. This will also include the Group services, which may include the provision of social and sporting activities, child care facilities.
In any organization employee welfare rests mainly on the abstract grounds of social responsibility of the organization for those who work in them. Simply it is mean that it is the realization that in exchange for offering their services, employee are entitled to rather more than their pay, benefits, healthy and safe system of work.
How much people need to save for retirement depends to a large extent on the amount of retirement income they will receive, both from Social Security and in the form of employer provi provided ded pension pensions. s. Theref Therefore ore,, succes successfu sfull retire retirement ment planni planning ng requir requires es that that indivi individual dualss form form
expectations about their retirement income and adjust their saving behavior accordingly. Failure to do so will result in sub-optimal outcomes in that a household will save too much, or save too little, depending on whether it under or overestimated retirement income.
In this paper we study how individuals’ expectations about future Social Security benefits compare to their subsequently received Social Security benefits and whether deviations are associated with systematic variation in well being in retirement.
Social Security is the most important source of income for about 65 percent of the elderly population. If an individual approaches retirement with expectations about Social Security that are very different from what he or she will actually receive, this will have consequences for the living standa standard rd that that the person person will will be able able to mainta maintain in in retir retiremen ement. t. Social Social Security Security benefits benefits are associated with measures of well-being in retirement, such as a self assessed evaluation of how post-retirement years compare to pre-retirement years, whether retired respondents are worried about having enough income to get by, and whether the household experienced unusually large drops in consumption expenditures at retirement.
Individuals’ realized Social Security benefits differ from their expectations as a result of two main mechanisms:
i)
the pers person on lacks acks suffi uffici cien entt infor nform matio ation n and and coul could d eith either er be pos positi itively vely or negat negatiivel vely surprised when finding out what retirement retirement income turns out to be; or
ii) ii)
the the perso person n exper experie ienc nces es an unf unfor ores esee een n event event or “sh “shock ock,” ,” such such as a heal health th even event, t, job job loss loss,, or another change that affects the person’s earnings or retirement plans .
Therewith the person’s realized Social Security benefits, usually resulting in a negative surprise. Several prior studies suggest that both mechanisms are likely to be important. For example, Gustman and Steinmeier (2001, 2003) and Mitchell (1988) document workers’ lack of knowledge about their Social Security and pension benefit.
Welfare Policy in WCL
WCL has recognized that Welfare of employees by improving quality of life of employees in particular and their family members in general, will help to achieve the objective of the Company. WCL, with determination, has adopted all-round Welfare Measures for employees as its mission. In order to monitor the Welfare Activities, a Welfare Board has been formulated at the Company Level, consisting of Representative from different Unions and Management. Welfare Committee on simi simila larr line line are are const constit itut uted ed at the the Area Area Leve Levell also also for for prop proper er moni monito tori ring ng and and smoo smooth th implementation. Ever Every y year year,, the the We Welf lfar aree Acti Activi viti ties es to be unde undert rtak aken en are are disc discus usse sed d by the the We Welf lfar aree Committee at the Area level and a budget proposal made out and sent to Head Quarters. At the Company level, the same is examined and deliberated by the Welfare Board an approval accorded. Implementation of the Revenue Welfare Budget is monitored by the Welfare Committee at the Area level and Welfare Board at Company level. WCL. Welfare Board has been regularly visiting the Areas for monitoring the progress of work and whatever assistance is required, is extended to the Area. With a view to bring a competitive spirit in improving Welfare Facilities and ther theree by atta attain inin ing g bett better er quali quality ty of life life,, every every year year,, comp compet etit itio ion n is held held in all all units units with with participa participation tion of employees employees and Union Representative Representatives. s. This has indeed given boost in achieving achieving better status of Welfare Amenities and thereby alleviated quality of life of the employees.
In order to ensure achievement of the mission, in addition to the statutory welfare measures, the company has adopted a system of formulation of Revenue Welfare Budget every year, covering the following items. 1. Medical Services, 2. School & Education 3. Residential / Colony Maintenance / upkeep 4. Sports & Recreation/ Cultural Activities 5. Water supply 6. Canteen – up keepment / maintenance. 7. Other Miscellaneous items / works. 1. Medical & Health Care Services
Sufficient infrastructure has been developed with a view to give a wide coverage of medical facilities to its employees. At the time of nationalization, (1-5-1973) this company had 4 hospitals with 159 beds & 19 dispensaries. Whereas as on date, (1.4.2009) company has 11 hospitals hospitals with 710 beds & 54 dispensaries. The patients requiring special medical attendance are referred to hospitals. These hospitals have been geared up to meet the requirement of specialized treatment in the field of Medicine, Surgery, ENT, Gynaec-Obstetrics, Orthopedic, Dental, Ophthalmology, Pediatrics and Psychiatrics.
The Breakup of Medical Facilities are as follows:
At the time Nationalization (1-5-1973)
of As on 1.4.2009
Hospital
4
11
Beds
159
710
Dispensaries
19
54
Ambulances
9
110
Total Doctors
18
193
Nursing Staff/ Other Para Medical Staff
120
602
Bed Ratio
1:250
1:90
2.Education Facilities
Educat Education ion though though a state state subjec subject, t, WCL managem management ent provid provides es financ financial ial & infras infrastr truct uctura urall assistance to both the State Govt. and private societies for running the Educational Institutions in & around coalfields areas, 65,600 childrens of employees are receiving education in different schools. The company has provided 85 school buses. After nationalization, WCL has constructed 74 school buildings. The educational institutions available in the vicinity of operating areas are given below: At Sr.N Sr.No. o. Part Partic icul ular arss
the
time
Nationalization
of As on 1.4.2009
(1-5-1973)
1
Primary Schools
30
23
2
Middle Schools
18
20
3
Secondary.Schools
15
26
4
DAV School
--
1
5
Central Schools
--
4
6 7
3.
Shishu Shishu Vidya Vidya Mandir -& Other Schools School Buses (run by 5 WCL)
Resid esiden enti tia al / Co Colon lony Mai Main ntena tenanc ncee / upk upkee eep p
29
112
At the time of nationalization, there were only 4390 standard houses against the manpower of 39,794 and non standard houses numbering to 9120 at the level of 11.3% satisfaction. Whereas on 01.04.2009 01.04.2009 the total number of standard houses available available are 42,315 for the manpower manpower of 64,160 having percentage satisfaction of 65.95% There are 62 established townships situated in the 10 areas of the company, including Nagpur HQrs. Wardha & Chhindwara Institutes. The colonies contain welfare buildings including dispensaries, schools, community halls, shopping centres and vast network of well planned roads with necessary drainage. Adequate power as well as water supply has been provided to each houses. Number of houses constructed during the previous five years is given below:
Period
At the time time of Nation Nationali alizat zation ion (1-5-1973) As on 1-4-2005 As on 1-4-2006 As on 1-4-2007 As on 1-4-2008 As on 1-4-2009
4.
Houses
Permanent
Available
entitled for housing
satisfaction
4390
39794
11.03
41354 41834 41914 42155 42315
70515 68938 67378 65599 64160
58.64 60.68 60.20 64.26 65.95
Sport portss & Recr Recreeatio ation/ n/ Cul Cultura turall Act Activ iviities ties
Manpower %age
After the the hard days work, employees employees do require require recreation recreation to get over the physical physical & mental fatigue. Suitable arrangement has been made by way of providing Stadium, Playground, Indoor and Outdoor Badminton & Lawn Tennis , Court, Library etc. Annual sports & cultural activities calendar is drawn by sports & cultural control board as per master master calendar calendar of CIL. CIL. The manage management ment encourage encouragess employ employees ees as well well as their their wards wards to parti particip cipate ate in the Nation National al & Intern Internati ational onal compet competiti itions ons by the way of provid providing ing necess necessary ary coaching & sports equipment. Recreational facilities available in the company are given below:
As on 1.4.2009
No. of Playgrounds
28
No. of Stadiums
6
No. of Children Parks
5.
20
No. of Clubs
35
No. of Libraries
13
Water Supply
One of the major thrust areas in field of welfare has been to provide clean drinking water to employees & families. In this direction, many short term & long term water supply schemes have been taken up. Where the adequate natural water resources like tank, river etc. are not available,
the underground mine water is pumped out & after proper treatment same is supplied to the population. At the time of nationalization, the total available water supply capacity was 1.5 MGD covering a population of 45,795. Since then, the company through its own efforts & resources has increased the generation capacity of drinking water to the level of 14.26 MGD per day covering population 2,93,579.There are 37 water treatment plants in various collieries.
The details are given below:
Total Period
Population Coverage
At the time time of Nation Nationali alizati zation on 45695 (1-5-1973) As on 1-4-2005 317990 As on 1-4-2006 320390 As on 1-4-2007 320790 As on 1-4-2008 321995 As on 1-4-2009 322795
6.
Gene Ge nera ratio tion n
Capac Capacity ity
MGD
1.5 0 17.52 17.52 18.03 18.68 18.68
Canteen – up ke keepment / maintenance
Being a statuary welfare provisions, a special emphasis is made by the management for improving the canteen facilities. Canteen has been provided by the in the premises of collieries & other establishments. Necessary subsidy & infrastructural facilities are being provided to the canteen in order to facilitate the employees to get the canteen services in a reasonable & subsided rates.
Year
No. of Canteens
2004-05
64
2005-06
78
2006-07
85
2007-08
93
2008-09
93
SOCIAL SECURITY WELFARE IN W.C.L
Social Social securi security ty protec protects ts a man from from hunger hunger and want want squalo squalor, r, diseas diseases, es, unemplo unemployme yment nt and ignora ignorance. nce. Social Social insura insurance nce makes makes social social securi security ty possib possible le that that is t create createss and initia initiates tes a mechanism which is “sine quanon” of the realization of social security. Thus, social insurance is an important feature of social security as a matter of fact social security included social insurance. The concept of social security is wider than that of social insurance and includes in it besides social insurance social assistance programme. Social assistance is given grits while social insurance is granted to those persons only who pay contributions. Below are some of the social security measures taken by the management of WCL to improve the welfare of the employees.
1.Workmen’s Compensation :
WCL management adopted the social security policy of workmen’s compensation. The 1923 act required the employers to compensate the workers against occupational diseases and injuries aris arisin ing g out of and in cour course se of empl employ oyme ment nt.. The The Act has pres prescr crib ibed ed separ separat atee scal scales es of compen compensat sation ion for death, death, perman permanent ent total total disabl disableme ement, nt, perman permanent ent partia partiall disabl disableme ement nt and temporary disablement amount of compensation.
a. In case of death :
The company company provides provides compensat compensation ion to 40% of the monthly monthly wages wages of the
deceased workmen multiplied by the relevant factors indicated in the schedule.
b.In case of permanent disablement : 50% of monthly wages of disabled work man multiplied by the relevant factors indicated in the schedule.
c.In case of permanent disablement : Provides compensation according to the percentage of loss of earning capacity. d.In case of temporary disablement : 50% of monthly monthly wages wages of the workmen workmen in accordance accordance of the provisions of the act.
2..Coal Mines Provident Fund Act 1948:
It was initially introduced to the coal miners at Bengal, Bihar in 1947. Later on the act was made applicable to all miners in state of Maharashtra, M.P., Assam, Orissa and Nagaland. At present the act applies applies to all states of India except except Jammu and Kashmir. Kashmir. Act covers all the coal mines mines in the country. Provisions was made in the scheme in June 1963 where by members of the fund contribute 8% of their total emoluments contributions is invested in central government securities.
The scheme provides for grant of non –recoverable advance on their accumulation for the purpose of
a.
Buyi Buying ng shar shares es of cons consum umer er co-o co-ope pera rati tive ve soci societ etie ies. s.
b. b.
Purch urchas ases es// con conttribut ibutio ion n of of a dwel dwellling hous house. e.
c.
Meet Meetin ing g expe expend ndit itur uree in con conne nect ctio ion n with with dau daugh ghte ter’ r’ss marr marria iage ge..
d.
Meet Meetin ing g expe expend ndit itur uree in con conne nect ctio ion n with with edu educa cati tion on of of chi child ldre ren. n.
e.
Financing of of li life in insurance nce po policies.
3.Coal Mines Family Pension Scheme 1971:
This scheme applies to all those who are members of CMPF. Under this scheme it’s obligatory on the part of the employer to contribute each 11.6% central government contributes to the fund each 3% family pension is payable to the dependants of the deceased workers if the member dies while in reasonable service before attaining the age of 60 years and he or she contributed to the family pension scheme for not less than 2 years. The amount received as under:
Total emoluments drawn : Amount received as P/ Fund/Month Rs. 800 and above 12% of the pay
provided the amount is less than Rs. 150/- Rs. 200 and above 15% of the pay provided the amount is less than Rs. 96/- below Rs. 200 30% of the pay provided the amount is less than Rs. 40/-. Besides, family pension scheme, the dependant of the deceased are liable for compulsory life insurance benefit of Rs.1000/-
4. Coal Mines (Attendance) Bonus:
To encourage regular attendance by coal mines workers, a bonus scheme was framed under the coal mines provident fund and miscellaneous provisions Act, 1948. To being with those who had put in specified days of attendance are paid quarterly bonus 10% of their basic earnings. From January 1973, they are paid bonus for which they actually attend the mines.
5.Death Relief Fund:
The fund is administrated by a board of trustees, consisting of equal number of representative of WCL Management, Employees and Government. The central office of the fund is situated at Dhanbad with commissioner for coal mines provident fund as its chief executive. A death relief fund was set up in January 1964 from the feature amount of the fund with a view to ensure a minimum of Rs. 500 as financial help to the nominees of heirs of the deceased members of attempted establishments. The limit was raised to Rs. 700 on August, 1,1969. The benefit has been extended extended to cover nominees or heirs of such persons persons whose pay does not exceed Rs.1500 Rs.1500 p.m. at a time time of death.
6.Coal Mines Provident Fund Deposit – linked linked Insurance Scheme:
Deposit linked insurance has been introduced from 1st August 1976 for the employees of coal industry. Under this scheme a person entitled to receive provident fund dues on the death of an employee who was a member of a coal mines provident fund, is also entitled to get , in addition to the amount of provident fund and amount equal to the average of balance in the account of the
deceased during the preceding 3 years (provided that such a balance is not less than Rs. 10000), subject to a maximum of Rs. 1000. 1000 . No contribution is to be paid by the employees. The expenditure expenditure on the scheme and on its administr administration ation is to be contribute contributed d by the employees employees and central government in the ratio of 2:1.
7.Gratuity Act 1972 :
This is an additional retirement benefit secured by employees in numerous circumstances either by agreement or awards. It is considered as a provision for old age. The Act come into force in 1972. Its applicable to
a.
Ever Every y fac facto tory ry mine mine,, oil oil,, fie field ld,, pla plant ntat atio ion, n, por portt and and rail railway way comp compan any. y.
b. b.
Ever Every y shop shop or esta establ blis ishm hmen entt unde underr the the mean meanin ing g of any any law law for for the the time time bein being g in forc forcee in
any relations to shop and establishment in a state in which 10 to more persons are employed or were working on any day of preceding 12 months. c.
Such Such oth other er est estab abli lish shme ment nt in in which which 10 or or more more per perso sons ns are are wor worki king ng , or wer weree worki working ng on
any day of the preceding 12 months as the central government may be notification specify in this behalf.
Gratuity Payable Enhanced :
With effect from 24th September. 1997 the maximum amount of gratuity payable is enhanced from Rs. 250,000 Rs. 3,50,000. This is vide communication No. 2 (9) / 95 DPES WC dated 27th September 98 revised by joint secretary to government of India, Ministry of Industry, Department of public enterprise New Delhi.
8.Health Programs :
The management of WCL has a positive health policy. It aims at maintaining good health of its employees and got this purpose. It provides & promotes the under mentioned health programs.
- Carry
out medical examination of new entrants in the company.
- Periodical
check-up of workers in every 5 years or after a serious illness/accidents.
- Emergencies/ - Special
Causalities give top priority immediate treatment attendance.
consultancy and treatment is made available in medicine.
Apart from these All India Coal Medical Conference takes place once in a year which represents coal India and its 8 subsidiaries. Here the doctors are addressed how the comfort should be shared equally and the benefit of good treatment to all irrespective of their places and position of work. The doctors are urged who worked under difficulties situations to take home with them , the latest therapies to soothe their patients.
9.Safety Program : The Western Coal Fields Ltd. is quite conscious of the safety of its employees. To ensure safety in the organization the company frequently organizes the “ Safety Week” every fort night.
Techno- gadgetory For Better Security :
To enhance the security in the environment the company will be installing electronic intruder alarms system comprising alarm call and in built system of passing or instruction/ assistance required taped messages connected to important authorities. An intruder system has already been
installed at Chandrapur, Nagpur area zones. At the Wani area, the installation process is under way.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Researc Research h methodo methodology logy is a way to systema systematic tically ally solve the research research problem problem.. It may be understood understood as a science of studying how research is done scientifically. scientifically. It is necessary necessary for the researcher to design his methodology for his problem as the same may differ from problem to problem.
WHAT IS RESEARCH? :
Research is scientific and systematic search for pertinent information on a specific topic. According to Clarifford Woody (1944) research comprises defining and redefining problems, formulating hypothesis or suggested solution, collecting, organizing and evaluating data, making deductions and reaching conclusions and last carefully testing the conclusion to determine whether they fit the formulating hypothesis.
esearch, h, is an origin original al contrib contributi ution on to the existi existing ng stock stock of knowle knowledge, dge, making making for its its R esearc advancement. It is the pursuit of truth with the help of study, observation, compassion and experiment. The researcher themselves a part and parcel of the the object of the study. study. Our search for definition of methodology would require us to know the nature of the course pursued by research scholars in social sciences.” The procedures by which researchers go about their work of describing, explaining, predicting, phenomenon are called methodology.”
All the methods used by the social research in their fact & finding mission constitute methodology.
Methodology is defined as “The study of methods by which gets knowledge ,it deals with the cognitive processes imposed on research by problems arising from the nature of its subject matter.” The motive of researcher is to uncover truth or fact method comprises the procedure used for generating, collecting, and evaluating the data. Methods are ways of obtaining information for assessing explanations .
Methodo Methodolog logy y thus thus prepar prepares es the invest investiga igator tor to adopt adopt techni technique quess to neutra neutraliz lizee the scient scientist ist to unco uncover ver trut truth, h, find find the the expl explana anati tion on for for the the assu assura rance nce of a simi simila larr pheno phenome meno non n .Res .Resear earch ch methodology is the description, explanation and justification of various methods of conduct of research.
Research Design
A descriptive research design is selected by the researcher as in the project of Welfare & Social Security Security Measures Measures descripti descriptive ve study is undertaken undertaken in many circumsta circumstance nce .when researcher researcher is interested in knowledge the characteristics of the groups such as age, sex, educational level, occupation or income, interested in knowing the proportion of a given population who have behav behaved ed in a parti particul cular ar manner manner;; making making projec projectio tion n of a certai certain n things things ;or determini determining ng the relationship between two or more variables , descriptive study may be necessary.
UNIVERSE There are three categories of workers ♦
Highly skilled workers
♦
Skilled workers
♦
Semiskilled workers
The universe universe of resear research ch is skille skilled d Worker Workers. s. The total total univer universe se in W.C.L W.C.L is 223 worker & employees.
COVERAGE This study covers the following items
1.
Personal In Information
2.
Job History
3.
Welfare Policies
4.
Social Security Policies
5.
Executive Su Summary
6.
General Question
Type of Research
The research methodology is adopted for this research work is descriptive type wherein 20 workers & 30 company executive of WCL were taken as sample unit.
Methods of data collection: 1. Primary Source 2. Secondary Source
Primary Data:-
It is the data which is collected for the first time by investigator to serve a particular purpose, such a data is of original nature & is first first hand information. information. The sources sources from where these data can be collected are known as a primary source.
Methods of Primary Data Collection:-
1.
Questionnaire
2.
Interview
3.
Observation method
Questionnaire:-
A questionnaire is a form of data collection instrument utilization a common set of questions about a partic particula ularr resear research ch area. area. This This is made made availab available le to respon respondent dentss who are expected expected to read, read, understand & write the answer in the space. space . A questionnaire is set of in ordered & logical sequence starting with simple factual questions progressively to more complex subjective questions. The questionnaires were distributed among the eligible participant & their immediate superior & were to be filled by them. The researcher explained the question to the participants who were unable implications of the given questions & helped in filling up the questionnaire.
In other other depart department ment the traini training ng coordin coordinato atorr assemb assembled led the parti participa cipants nts at one place place & the researcher addressed the questionnaire to them. The questionnaires were collected later on further analysis. This This rese resear arch ch incl include udess quest questio ionna nnair iree havin having g 20 ques questi tion onss whic which h is dist distri ribut buted ed amon among g 50 employees.
Interview:-
The interv interview iew is an import important ant resear research ch techni technique que in descri descripti ptive ve resear research. ch. Person Personal al interv interview iew method require person asking questions in face to face interaction with the correspondents to know his own personal opinion, attitude & reaction to the question. Interview provides either quantitative or qualitative data.
Observation Method:-
In this method method a good report establishment establishment of respondent respondent with researcher plays a very important important and major role. The researche researcherr is present present in the industry industry from where where he makes observation observation and from there he collects the relevant data data according to the careful observation of respondents state of mind, integrity of thought, emotional stigma attached, aggressive and other related tendencies and the physical posture of the respondent forms the core of this observation method.
RESEARCH APPROACH-::
Survey.
Interview.
Personal.
CONTACT METHOD-:
It’s a type of method through which the researchers is able to make contact with individual. Personal contact method is used for the survey i.e. data collection. Apart from this the informal discussion with the employees and workers of W.C.L, Nagpur also helped in collection of valuable information.
RESEARCH INSTRUMENTS-:
Questionnaire.
Preparation of Questionnaire
The Questionnaire was framed in such a fashion so that actual views of the workers can be obtain obtained. ed. A number number of statem statement entss reflec reflecti ting ng differ different ent types types of opinio opinions ns are includ included. ed. The respondents are to indicate only how far they agree or disagree with a particular problem or statement. A great care has been taken in framing the questionnaires so that the employees can respond to them without an element of hurting their feelings. After care full detailed study questioner was framed and included in the questionnaire. All the questions are having five alternatives in the form of Strongly agree, Agree, Neutral, Disagree & Strongly Disagree. The questionnaire is framed on question related to health, safety, welfare & social security of workers.
SAMPLING PLAN
Sample Unit :
A decision has to be taken concerning a sampling unit before selecting sample. Sampling unit may be a geographical one such as state, district, village, etc. Since the project is on Critical study of welfare & Social Security measures in WCL So workers and company executives are taken as sample unit and were interviewed.
Sample size
: 20 workers, 30 Company Executives.
Sample Procedure : Non Probab Probabil ility ity Sampl Sampling ing Proce Procedur duree
Non Probability Sampling
Sampli Sampling ng can be define defined d as a part part of populat population ion.. This This sampli sampling ng method method involv involves es delibe deliberat ratee selection of particular units of universe for constituting a sample which represents the universe. In this research study 50 respondents were studied to get the relevant information.
SAMPLING TECHNIQUES
•
Convenience Sampling:
In this project convenience sampling has been used as sampling techniques because in this type, popul populati ation on is not divide divided, d, whoeve whoeverr eligibl eligiblee from from executi executive ve as well well non execut executive ive level level are considered. For this project information are collected from skilled worker & Company Executive by using Questionnaire method & interview.
Scope of Study The scope of the study covers Western Coalfields Ltd., headquarters Nagpur. The study covered employees employees from both executive as well as non executive executive level during the time period of June’09July’09.
Secondary data : •
Internet Sites
•
Company Manual
•
Monthly Magazine on W.C.L
•
Employees Handbook
The researcher has use all the sources mentioned above for secondary data.
DATA
ANALYSIS
INTERPRETATION
&
DATA ANALYSIS & INTERPRETATION Data Analysis :-
processs of gather gathering ing,, modeli modeling, ng, and transf transform orming ing data with with the goal of Data analysis is a proces highlighting useful information, suggesting conclusions, and supporting decision making. Data analysis analysis has multiple multiple facets and approaches, approaches, encompassing encompassing diverse diverse techniques techniques under a variety variety of names, in different business, science, and social science domains. Analys Analysis is of data data in general general way involv involves es a number number of closel closely y relate related d operat operation ionss which which are performed with the purpose of summarizing the collected data and organizing these in such a manner that they answer the research question(s).
RESEARCH HYPOTHESIS:
What is Hypothesis?
Hypothesis is usually considered as the principal instrument in research .Its main function is to carry out with the new experiments and observation. Ordinarily, when one talks about hypothesis, one simply means a mere assumptions or some supposition to be proved or disproved. But for a researcher, hypothesis is a formal question that he intends to resolve. Thus hypothesis may be defined as a proposition or a set of proposition set forth as explanation for the occurrence of some specified group of phenomena either asserted merely as a provisional conjecture to guide some investigation or accepted as a highly h ighly probable in the light of established facts.
TESTING OF HYPOTHESIS
Testing hypothesis consists of decision rules required for drawing probabilistic inferences about the population parameters. The statement is tentative as it implies some assumption, which may or may not be found valid on verification. The act of verification involve testing the validity of such assumption which, when undertaken on the basis of sample evidence, is called testing hypothesis.
Null Hypothesis:-
A statistical hypothesis which is stated with a view to testing or verifying its validity is known as the null hypothesis. Generally denoted as Ho, the null hypothesis is always tested on the basis of sample information which may or may not be consistent with it. If the sample information is found to be consistent with Ho, the null hypothesis is always rejected and we conclude that it is false. On the other hand, if the sample information is found to be consistent with Ho, it is accepted.
Alternative Hypothesis:Rejection of Ho implies that it is rejected in favor of some other hypothesis, which is accepted. A hypothesis, which is accepted, is the event of Ho being rejected is called the alternative hypothesis, denoted as H1. Ho = Welfare measures in WCL are not n ot effective. Or, H1 = Welfare measures in WCL are effective.
Analysis Process:With the help of responses, which are getting getting from the Questionnai Questionnaire re calculate calculate the average average value find out the central tendency measures with the help of SYSTAT soft ware. SYSTAT is a high value, integrated desktop statistics and graphic software package for engineers and statistician. It provides a vast selection of reliable statistics and high quality scientific and technical graphing options at its price point. SYSTAT is a comprehensive statistics and graphic package. It can be used to manipulation data, display graphics summaries, calculate numeric summaries, and test the validity of hypothesis about the data.
Average: - It is also referred to as arithmetic mean, or simply mean. It is the most important
measure of central tendency, as it satisfies some important mathematical properties. Whether a set
of data refers to a sample or a finite population, mean is computed by taking the sum of all observations comprising the data set and dividing the sum by the number of observations in the set. Let us assume that we have the following variables: 7, 2, 11, 2, 8, 3 and 2. Mean = 7+2+11+2+8+3+2/7 = 35/7 = 5.
In this process one column is of no. of employees & there is another rows consisting response given by employee for each question . For each employee the average has been taken by For, Strongly agree=5 Agree=4 Neutral=3 Disagree=2 Strongly disagree=1
HYPOTHESIS TESTING (One Sample Z-test): One sample Z- Test :
Z-test is based on normal probability distribution and is used for judging the significance of several stati statisti stics cs measur measures, es, parti particul cularl arly y the mean. mean. The releva relevance nce test test statis statisti tic, c, Z is worked worked out and compared with its probable values at a specified level of significance for judging the significance of the measure concerned. Z- test is also used for judging the significance of difference between means of two independent samples in case of large samples, or when population variance is known.. known..zz- Test Test is also also used used for comparing comparing the sample sample propor proporti tion on to a theore theoretic tical al value value of population proportion or for judging the difference in proportion of two independents samples when happen to be large.
Confidence level
Acceptance of H0 with the help of Z value:
When the z value fall between the values of +1.96 to -1.96 than the H0 accepted for the individual parameters. Rejection of H0 with the help of Z value: When the z value is greater than
+1.96 and less than -1.96, than the H0 rejected and alternative
hypothesis i.e. H1 is accepted. So it is proved that the welfare & social security measures are effectively followed. Thus, by testi testing ng of hypoth hypothes esis is the alter alterna nativ tivee hypo hypothe thesis sis is acce accepte pted d and hen hence ce rejec rejecti ting ng Null Null hypothesis.
Evaluation technique
The ordinal scale which is used for the preparation of questionnaire is Likert Scale which consists of quantifying the options.
Likert Likert Scales Scales are developed developed by utilizing utilizing the item analysis analysis approach wherein a particular particular item is evaluated on basis of how well it discriminates between those persons whose total score is high and those whose score is low. Those items or statements that best meet this sort of discrimination test are included in the final statement.
These questions are evaluated evaluated through through Weighted Mean Average Method & based on the result conclusion is drawn.
1. Worki Working ng condi conditio tion n of your your Or Orga ganiz nizati ation on is is bett better er than than the the oth other er organ organiz izati ation( on(s) s) ………….
50
40 t n u o 30 C
20
10
0 2.5
3.0
3.5
4.0
4.5
5.0
WORKINGCONDITION
5.5
Inference: According to this graph the researcher can say that employees are satisfied with the working conditions that has been provided by the organization.
Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Cases Ho: Mean = 3.000 vs Alternative = 'not equal to 3’
Mean
:
4.700
95.00% Confidence Interval
:
4.521 to 4.879
Assumed Standard Deviation
:
0.647
Z
: 18.579
:
Inference In the above graph the statement of working conditions shows the greater response. Employees are happy with the working conditions provided by the company. This graph represent the value of Z is greater than +1.96, so that null hypothesis is rejected and alternate hypothesis is accepted by the researcher. It can be inferred that company is providing providing all the basic facilities such as Ventilation, Air Conditioner, Good Environment, Drinking water facility, Washrooms etc. which is required for proper working condition.
2. Your Pay is enough to live on comfortably…
50
40 t n u 30 o C
20
10
0 2.5
3.0
3.5
4.0
4.5
5.0
5.5
SALARY Inference: According to this graph the researcher can say that employees are satisfied with the salary that has been provided to them by the organization.
Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Case Ho: Mean = 3.000 vs Alternative = 'not equal.'
Mean
:
4.700
95.00% 00% Confidence Interval
:
4.521 to 4.879
Assumed St Standa ndard Dev Deviation : Z
0.647
: 18.579
Inference
In the above graph the statement statement of salary shows the greater greater response. response. Employees Employees are satisfied with the pay they receive from the organization. This graph represent the value of Z is greater than +1.96, +1.96, so that null hypothesis hypothesis is rejected rejected and alternate alternate hypothesis hypothesis is accepted by the researcher. The reason for the maximum number of satisfied respondents is that the salary & incentives are enough to carry on their livelihood comfortably whereas some non executive level workers do not agree with this as their salary is not enough comparatively to executive class.
3.
Reti Retira rall bene benefi fitt prov provid ided ed by your your orga organi niza zati tion on is enou enough gh for for your your fut futur uree
Consumption……... 35 t 30 n u o C 25
20 15 10 5 0
0
1
2
3
4
5
6
RETIRALBENEFIT
Inference: According to this graph the researcher can say that employees are satisfied with the retiral benefit that has been provided to them by the organization.
Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Case Ho: Mean = 3.000 vs Alternative = 'not equal.'
Mean
: 4.040
95.00% 00% Co Confidence In Interval
: 3.625 to 4.455
Assu Assume med d Sta Stand ndar ard d Dev Devia iati tion on : 1.49 1.498 8 Z
: 4.909
Inference
In the above graph the statement statement of retiral retiral benefit shows the greater greater response. response. Employees Employees are satisfied with the retiral benefit they receive from the organization. This graph represent the value of Z is greater greater than +1.96, so that null hypothesis is rejected rejected and alternate hypothesis is accepted by the researcher. The reason for the maximum number of satisfied respondents is that after retirement the executives get ample pensions, adequate PF & other after retirement benefits. Whereas few non executives are not satisfied with the monetary benefits.
4.
Social Security ensures protection to you as well as your family……
35 t n 30 u o C
25 20 15 10 5 0
1
2
3
4
5
6
PROTECTION
Inference: According to this graph the researcher can say that employees feel protected with the social security measures that have been provided to them by the organization.
Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Case Ho: Mean = 3.000 vs Alternative = 'not equal.'
Mean
: 4.200
95.00% 00% Co Confidence In Interval
: 3.873 to 4.527
Assu Assume med d Sta Stand ndar ard d Dev Devia iati tion on : 1.17 1.178 8 Z
: 7.203
Inference
In the above graph the statement statement of protection shows the the greater response. Employees are ensured protection to them as well as their family with the social security benefits they receive from the organization. This graph represent the value of Z is greater than +1.96, so that null hypothesis is rejected and alternate hypothesis is accepted by the the researcher.
The reason reason for the maxim maximum um number number of satisf satisfact action ion of respond respondent entss is that that the organi organizati zation on provides social security at the time of accidents, daughter’s marriage, at the time of retirement etc, which ensures safe future at time when required.
5.
You You are are sati satisf sfie ied d wit with h the the Role Role of UNIO UNION N in in Wel Welfa fare re Sche Scheme mes… s……… …….. ..
Roleof Union 50 45 40 35 30 25
A T t x e s
20 15 10 5 0
Role of Union
Stron ronglyAgree
Agree
Neutral
Disagree ree
Strongly Disagree
45
5
0
0
0
Analyzing the result by the help of weighted mean method, we have 45*5+5*4 = 4.9 50
Inference
Therefore, The mean value is 4.9. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the Role of Union of organization.
The The reas reason on for for the the maxi maximu mum m numb number er of sati satisf sfie ied d resp respon onde dent ntss is that that the the organization is able to address the issues raised by union at proper time.
You
6.
receive
excellent
Medical
facilities
in
time
from
your
Organization…
MedicalFacilities 35 30 25 20
A T t x e s
15 10 5 0
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
30
8
0
12
0
Medical Facilities
Analyzing the result by the help of weighted mean method, we have
30*5+8*4+12*2 = 4.1 50 Inference
Therefore, Therefore, the mean value is 4.1. It means maximum maximum numbers of people of sample sample size 50 are agreed that they are satisfied with the Medical Facilities provided by the organization. The reason for the maximum number of satisfied respondents is that the medical facil faciliti ities es provid provided ed are adequat adequatee suppor supported ted by modern modern machin machineri eries es but the facili faciliti ties es provided must be quicker.
7.
You have a very few complaints about your canteen facilities……..
CanteenFacili acilities ties 50 45 40 35 30 25
A T i l t x e s
20 15 10 5 0
Canteen Facilities Faciliti es
Strongly Agree ree
Agree ree
Neutral
Disagree ree
Stron rongly Disagree ree
47
2
0
1
0
Analyzing the result by the help of weighted mean method, we have
47*5+2*4+1*2 = 4.9 50 Inference
Therefore, the mean value is 4.9. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the Canteen Facilities provided by the organization.
The reason for the maximum number of satisfied respondents is that proper hygiene is maintained & food is available at subsidized rates.
8.
You You do not not face face any any pro probl blem em reg regar ardi ding ng you yourr Insu Insura ranc ncee faci facili liti ties es…… …….. ..
Insurance 35 30 25 20
A T t x e s
15 10 5 0 Strongly Agree ree
Agree
Neutral
Disagree
Strongly Disagree
30
10
3
5
2
Insurance
Analyzing the result by the help of weighted mean method, we have
30*5+10*4+3*3+5*2+2*1 = 4.2 50 Inference
Therefore, The mean value is 4.2. It means maximum numbers of people of sample size 50 are agreed that they are satisfied with the Insurance Facilities provided by the organization.
The reason for the maximum number of satisfied respondents is that insurance facility is such that it provides both retirement & endowment facility.
9.
You are happy or
organization……
satisfied
with your leave facility
by your
Leave 40 35 30 25 20
A T t x e s 15 10 5 0
Leave
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
35
8
2
5
0
Analyzing the result by the help of weighted mean method, we have
35*5+8*4+2*3+5*2 = 4.4 50
Inference
Therefore, Therefore, the mean value is 4.5. It means maximum maximum numbers of people of sample sample size 50 are agreed that they are satisfied with the leave they get from the organization. The reason for the maximum number of satisfied respondents is that employees get ample no. of leaves according to the set norms apart from these there is weekly off on Wednesday on shift basis.
10. 10.
Trans Tr anspo port rt facil facility ity is provi provided ded regul regular arly ly and and in time time by your your organ organiza izatio tion… n…
TransportFacili acilities ties 35 30 25 20
A T t x e s
15 10 5 0
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
30
0
0
20
0
Transport Facilities Faciliti es
Analyzing the result by the help of weighted mean method, we have
30*5+20*2 = 3.8 50
Inference
Therefore, the mean value is 4. It means maximum numbers of people of sample size 50 are agreed that they are satisfied with the Transport Facilities provided by the organization. The reason for the maximum number of satisfied respondents is that the organization is providing transport facilities for those who have to travel a long distance but this facility is only for executive level employees.
11. 11.
you you rec recei eive ve adeq adequa uate te Tr Trai aini ning ng for for you yourr nee needs ds…… …….. ....
Training 45 40 35 30 25
A T t x e s
20 15 10 5 0
Training
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
40
10
0
0
0
Analyzing the result by the help of weighted mean method, we have 40*5+10*4 = 4.8 50 Inference
Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the training provided by the organization.
The reason for the maximum number of satisfied respondents is that each and every employee receives on the job training at the time of joining for the non executive class & employees at executive level receive off the job training which helps in enhancing their skills.
12. Safety Instrument Instrument is distributed regularly regularly in your organization…….. organization……..
SafetyInstrum Instrument 45 40 35 30 25 20
A T t x e s
15 10 5 0 Stron ronglyAgree ree
Agree ree
Neutral
Disagree ree
Strongly Disagree
40
10
0
0
0
Safety Instrument
Analyzing the result by the help of weighted mean method, we have
40*5+10*4 = 4.8 50 Inference
Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the Safety Instrument provided by the organization The The reas reason on for for the the maxi maximu mum m numb number er of sati satisf sfie ied d resp respon onden dents ts is that that prope proper r measures are taken at mines to minimize the accidents.
13. 13.
Ther Th eree is regu regula larr DLC DLC (dep (depar artm tmen enta tall leve levell comm commit itte tee) e) meeti meeting ng held held in your your
Organization…….
DLC 35 30 25 20
T A t x e s 15 10 5 0 DLC
Stron rongly Agree ree
Agree ree
Neutral
Disagree
Strongly Disagree
30
0
20
0
0
Analyzing the result by the help of weighted mean method, we have 30*5+20*3 = 4.2 50
Inference
Therefore, The mean value is 4.2. It means maximum numbers of people of sample size 50 are agreed that DLC meeting is held in the organization.
The The reas reason on for for the the maxi maximu mum m numb number er of sati satisf sfie ied d resp respon onde dent ntss is that that the the organization successfully carries DLC every month in each department where the issues raised by the departments are solved.
14. 14.
Safety Safety Instr Instrum umen entt pro provid vided ed to you is of good good qua qualit lity… y…….. …..
Quality Qualityof SafetyInstrum Instrument 35 30 25 20 15
A T t x e s
10 5 0
Quality of Safety IInstrument nstrument
Strongly Agree
Agree ree
Neutral
Disagree ree
Strongly Disagree
30
20
0
0
0
Analyzing the result by the help of weighted mean method, we have
30*5+20*4 = 4.6 50
Inference
Therefore, Therefore, The mean value is 4.6. It means maximum number of people of sample size 50 are strongly agreed that the safety instrument is of good quality provided by the organization. The reason for the maximum number of satisfied respondents is that the instruments which are provided to workers are of superior quality which is essential for safety of workers.
15. 15.
Com Company pany has has poli policy cy for for prev preven enti tion on of disc discri rimi mina nati tion on like like cast caste, e, cree creed d
etc…………
Prevention 25 20 15
A T t x e s
10 5 0
Prevention
Strongly Agree
Agree ree
Neutral
Disagree
Strongly Disagree
0
0
20
10
20
Analyzing the result by the help of weighted mean method, we have
20*3+10*2+20*1 = 2 50 Inference
Therefore, The mean value is 2. It means maximum numbers of people of sample size 50 are disagreed that Company has policy for prevention of discrimination like caste, creed. The reason for the maximum maximum number of dissatisfa dissatisfaction ction of respondents respondents is that the organization has no such policy for prevention of discrimination like caste, creed.
16.
. Iss Issues ues rai raised sed in Union /assoc sociat iation ion is addre dressed by manage agement in
time………
Union UnionMg Mgmnt Union Mgmnt
25
10
10 5 0
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Analyzing the result by the help of weighted mean method, we have
25*5+10*4+10*2+5*1 = 3.8 50
Inference
Therefore, The mean value is 3.8. It means maximum numbers of people of sample size 50 are agreed that the organization addresses issues raised by union in time.
The reason for the maximum number of satisfaction of respondents is that the organization is able to solve the issues that are raised by the union at proper time.
17. 17.
Your Your Orga Organi niza zati tion on provi provide dess regul regular ar healt health h chec checkk-up up to whom whom worki working ng in
hazardous area…….
Health HealthCheckup Health Check up
40
10 Strongly Agree
Agree
0
0
0
Neutral
Disagree
Strongly Disagree
Analyzing the result by the help of weighted mean method, we have
40*5+10*4 = 4.8 50 Inference
Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the health check up provided by the organization. The reason for the maximum number of satisfaction of respondents is that the organization carries out health check up of every employee & his family in every 5 years which contributes to a good healthy life.
18.
Welfare
Measures
Performance……..
of
your
organization
motivates
you
for
better
Motivation Motivation
30
10
10 0
Strongly Agree
Agree
Neutral
0 Disagree
Strongly Disagree
Analyzing the result by the help of weighted mean method, we have
30*5+10*4+10*2 = 4.2 50 Inference
Therefore, The mean value is 4.2. It means maximum numbers of people of sample size 50 are agreed that they are motivated by the organization The The reas reason on for for the the maxi maximu mum m numb number er of sati satisf sfac acti tion on of resp respon onde dent ntss is that that empl employ oyee eess feel feel moti motivat vated ed beca becaus usee of adeq adequat uatee welf welfar aree meas measur ures es provi provided ded by the the organization.
19. 19.
Your Your Org Organi aniza zatio tion n prov provide idess Socia Sociall Secu Securi rity ty bene benefit fitss at time time…… ……
Social Security urity Social Security ecurity
40
10 Strongly Agree
Agree
0
0
0
Neutral
Disagree
Strongly Disagree
Analyzing the result by the help of weighted mean method, we have
40*5+10*4 = 4.8 50
Inference
Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the social security benefits provided by the organization. The reason for the maximum number of satisfaction of respondents is that the organization provides social security at the time of accidents, daughters marriage, at the time of retirement etc, which ensures safe future at time wh en required.
20. You feel your your job is secured…… secured……
JobSecurity J obSecurity Security
40
10 Strongly Agree
Agree
0
0
0
Neutral
Disagree
Strongly Disagree
Analyzing the result by the help of weighted mean method, we have 40*5+10*4 = 4.8 50
Inference
Therefore, the mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they feel their job secured in the organization. The reason for the maximum number of satisfaction of respondents is that WCL is one of the subsidiary of Coal India Ltd., which is government undertaking. The gover governm nmen entt job job ensur ensures es job job secu securi rity ty & in case case of death death or perma permane nent nt disa disabl blem emen entt organization provides adequate compensation.
CONCLUSIONS
CONCLUSIONS
Based on the research the following conclusion has been made.
Welf We lfar aree & soci social al secur securit ity y meas measur ures es in WC WCL L have have been been give given n atte attent ntio ion n as in any othe other r establishment where enhancement of productivity is the major objective. Safe & suitable working conditions for the worker stimulate the productivity of the worker.
WCL ( Western Coal Fields Limited) is a very big Public sector organization. The management tries to provide each and every facility to the employee, but still there is a bit of dissatisfaction among the employees because its fact that human wants can never be satisfied. As the needs increases the demands for the various facilities also increases.
Although the management make efforts to satisfy the employees but still the efforts needs to be done more efficiently.
Welfare schemes’ are such facilities, services and amenities, which may be established in or in a vicinity of undertaking to enable the person employed in them to perform their work in healthy, congenial surroundings and provided with amenities conductive to good health & high morale..
Regarding welfare measures following has been concluded
1.
Majority of the employees are satisfied with the working conditions at their work
place.
2.
Majo Majori rity ty of the the empl employ oyee eess are are sati satisf sfie ied d with with the the role role of unio union n in thei their r
organization.
3.
Majority of the employees are satisfied with the pay they are provided.
4.
Majority of the employees are satisfied with the canteen facilities.
5.
Majority of the employees are satisfied with the Insurance facilities.
6.
Majority of the employees are satisfied with the Training facilities.
7.
Majori Majority ty of the employ employees ees are satisf satisfied ied with with the Safety Safety instru instrumen ments ts that that are
provided.
From the above analysis it can be concluded that the majority majority of the workers are satisfied satisfied with the efforts that has been made by W.C.L.
Regarding Social Security measures following has been concluded.
Safety & protection of workers from various unfavorable eventualities is one of the key to unlock the door towards towards productivity productivity & efficiency efficiency.. Workers Workers should be protected protected from the hardships of life. In western coalfields ltd. this has been given adequate attention. Some of the social security measures taken by the management of WCL are the following.
1.
Workmen’s Co Compensation.
2.
Coal Mi Mines Pr Provident Fund Ac Act
3.
Coal Mi Mines Fa Family Pe Pension Sc Scheme
4.
Coal Mines (Attendance) Bonus 5. Deat Death h Rel Relie ieff Fun Fund d 6. Coal Mines Mines Provid Provident ent Fund Fund Deposit Deposit –linked –linked Insurance Insurance Scheme Scheme 7. Grat Gratui uity ty Act Act 197 1972 2 8. Heal Health th Prog Progra rams ms
These security measures provide various security benefits to the workers as well as to their family. The western coalfields ltd., in its welfare & social security programmes has endeavored to achieve the adjectives set towards the fulfillment of the programmes. More or less it has been satisfactory as can can be lear learnt nt from from proc proceed eedin ing g chapt chapter ers. s. Appa Appare rent ntly ly this this is one one of the the reas reasons ons why its its productivity & efficiency has been increasing from time to time.
FINDINGS
1.
Employees Employees of of WCL are totall totally y satisfi satisfied ed with with their their pay.
2. Role Role of Union is good good but still still there there are some some employe employees es who are agains againstt the Union.
3. There There is good good co-oper co-operati ation on between between the the employe employees. es.
4.
Employ Employees ees find find it easy to put their their views views direct directly ly to managem management ent for any any issue.
5. There There is motivati motivation on programm programmee for employ employee ee and worker workerss that’s that’s why their their performance in their work in proper way.
Recommendations
The expectations of human wants are always high and when it is not fulfilled it gives birth to dissatisfaction. Same problem is facing by the employees of WCL.
With the help of some changes in the environment of WCL the satisfaction level can be increased.
Some changes to be done are given below:
1.
Ther Theree shoul hould d be prop proper er com commu muni nica cati tion on betw betwee een n the man manag agem emen entt
and the workers
2.
The The emp emplo loye yers rs need need to prai praise se the the emp emplo loye yeee fro from m tim timee to to tim time. e.
3.
Ther Theree sho shoul uld d be be a feel feelin ing g of of tru trust st in each each other other for for oth other er empl employ oyee ees. s.
Though WC WCL L manag managem emen entt has imple impleme ment nted ed all all the the welf welfar aree meas measur ures es
and and
maximum number of employees are satisfied but still there is need of some improvement and some addition in their welfare measures. During the study of welfare measures at WCL, it has been observed some of the short coming in welfare measures & their implementations.
Foll Followi owing ng are are the the sugge suggesti stion on which which can can be usef useful ul for the impro improve veme ment nt of the welfa welfare re measures:
1.
Medical Medical Facilities Facilities : Although medical facilities provided are adequate but if treatment
provided should be much faster .
2.
Canteen Facility : Should provide good quality of food.
3.
Transport Facility : A common arrangement of transport could be availed to the employee.
4.
Ther Theree shou should ld be sug sugge gest stio ion n box box in in eac each h depa depart rtme ment nt..
5.
There should be DLC (departmental level committee) meeting twice in a month.
Some addition can be done in their welfare measures that are :
1.
A week Foreign Tour
2.
Varshik Saalah divas
3.
Group activity work. Etc….
4.
Empl Employ oyee eess sho shoul uld d be rewa reward rded ed for for thei theirr perf perfor orma manc nce. e.
LIMITATIONS
Following are the limitations :
1.
WCL is is a huge or organization an and it its co complete st study is is no not po possible in in a limited ti time,
not even for a small topic.
2.
Because o f bu busy sc schedule of o f th t he em e mployee th t hey we w ere no n ot ab a ble to t o pr p rovide fu f ull
information.
3.
Employees we were sc scared to to te tell th the ne negative as aspects of of we welfare sc schemes.
4.
It is is not not ab able to to col collect th the in information reg regarding the the fa facilities esp especially, bon bonus
because of their heavy work load and busy work schedule.
ANNEXURES
QUESTIONNAIRE
A number of statements are given below describing describing the welfare schemes of your organization. organization. So, please answer the following question using the following p oint scale.
Options for each question are as follows:
5: Strongly Agree 4: Agree 3: Neutral 2: Disagree 1: Strongly Disagree.
1.
Working co condition of of yo your Or Organization is is be better th the ot other or organization………….
2.
You are satisfied with the Role of UNION in Welfare Schemes………..
3.
Your Pay is enough to live on comfortably……….
4.
Yo u
receive
a
excellent
Medical
facilities
in
time
from
your
Organization………… 5.
You have a very few complaints about your canteen facilities……..
6.
.You do do no not face an any pr problem re regarding yo your In Insurance fa facilities……..
7.
You are happy or satisfied with your leave facility by your organization….
8.
Transport facility is provided regularly and in time by your organization……
9.
You receive adequate Tr Training for your needs……...
10.
Retiral benefit provided by your organization is enough for your future
Consumption…….. 11.
Safety In Instrument is is di distributed re regularly in in yo your or organization……..
12.
There is is re regular DL DLC (d (departmental le level co committee) mee meeting he held in in yo your
Organization……. 13.
Safety Instrument provided to you is of good quality……..
14.
Company has policy for prevention of discrimination like caste, creed
etc………… 15.
Issues raised in Union /association is addre dressed by managem gement in time………
16.
Your Organization provides regular health check-up to whom working in
hazardous area……. 17.
Welfare
Measures
of
your
organization
motivates
you
for
Performance…….. 18.
Your organization provides Social Security benefits at
time…………
19.
Social Security ensures protection to you as well as your family…………….
20.
You feel your job is secured……
better
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“Tow “T oward ardss
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