projct ncl hr
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NORTHERN COALFIELDS LIMITEDA M iniratna Company
&
A subsidiary of
COAL INDIA LTDA Maharatna Company
SUBMITTED TO PREPARED BYMr. SANJEEV KUMAR NISHA PATHAK
(G.M HR DEPTT.) MBA-IIndSEM
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ACKNOWLEDGEMENT
Undertaking a project for a novice is always a difficult task, it is actually a
process instead of an event. As a new born baby learns and grasps from the
parents and the society, same goes with the project that is given birth and
developed with due help and contribution from the people who are part and
parcel of the society. Here the parent and society both, being the
PERSONNEL Department of NCL, Head Quarter , Singrauli .
We owe intellectual debt towards our guide Mr. Sanjeev Kumar who has
augmented our knowledge. He has helped us learn and given us valuable
insight into it.
A special mention goes to Mr. Ashish M ishra,and Aditi Singh for their
ardent support and contribution in the initiation and execution of our
project. Equally, we would be honoured to thank entire PERSONNEL
(Welfare/IR/ADMN Department).
We would also like to acknowledge our faculty, Dr . Rajiv jain,&
Miss rashmi sharma, who provided us the prospect to learn the
contemporary HR skills being implemented in the corporate, in this
esteemed organization.
And lastly it is required to be mentioned the Team effort by all fellow
Traineesin helping in bringing this project to its final destination.
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CERTIFICATE OF APPROVAL
I hereby approve this project report entitled
QUALITY OF WORKLIFE
From 1st
May2013 to 15th
June2013
Submitted By:
Nisha pathak
In partial fulfilment of the requirement for the award of
Masters of Personnel Management and Industrial Relation
From
BARKATULLAH UNIVERSITY, BHOPAL
Mr. Sanjeev Kumar
General Manager(HR DEPTT.)
Northern Coalfield Ltd.
Coal India Ltd.
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INDEX
PROJECT OUTLINE
1. OBJECTIVE OF THE PROJECT
2. COMPANY PROFILE
3. LITERATURE REVIEW
4. QUALITY OF WORKLIFE AT NCL
5. RESEARCH METHODOLOGY
6. ANALYSIS AND INTERPRETATION
7. FINDINGS
8. RECOMMENDATIONS FOR T&D
9. CONCLUSION
10. ANNEXURE
11. BIBLIOGRAPHY
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PROJECT OUTLINE
I have undertaken the project on Quality of Work Life as a part of the
curriculum of the course. The main reason I took up this project is to learn
how different work life situations affect employees in their working styles.
The main intent/aim of doing this project is to understand what good quality
work life means to employees and how it affects the companies. The project
helps me to understand how a companys HR Department tries to improve
their business by keeping good relations with employees.
It helps to understand how good working conditions help employees to work
more efficiently. Quality Work Life emphasises on how an employee and
employer should keep a proper balance between their work and family. It
emphasises how people can keep balance by making their work timings
flexible.
QWL basically is all about employee involvement, which consists of methods
to motivate employees to participate in decision making. This helps in building
good relationships. The project gives emphasis on use of quality circles by
companies like Motorola, which helps in solving many quality and people
related problems.
This project is a means to appreciate the nitty-gritty involved in employees
relationship with their organisation and employers. It helps me understand
how organisations keep constant check of health and safety so as to run their
business smoothly.
Last but not the least, this project, shows through case studies how different
organisations take care of the working environment, so as to keep their
employees and other associates happy.
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OBJECTIVES:The main purpose of this project is to understand comprehensively the quality
of work life in this very organization. Apart from getting an insight into theexisting system, it is equally important to know its effectiveness. Hence the
focal objectives of the project is to assess the effectiveness of quality of work
life and make the necessary recommendation if any set back found
To gain an insight into current working life policies and practices aswell as work life balance issues of employees.
To get an account of the welfare activities being laid down for theemployees.
To know the level of satisfaction among employees both inside andoutside the company premises.
To find out the effects of quality of work life at employees. To find out the ways to improve quality of work life.
SCOPE:
NCL is a large public sector organization, which has an excellent record of
making profit over a number of years. It is an interesting subject to study the
quality of work life in such a large organization. It is felt that the organization
is concerned mainly with the activities going on during the office hours. The
employees responsibility and various benefits go hand in hand.
Everything that an organization provides to an employee in away from the
office has a direct or indirect effect on his performance. By improving a better
QWL to the employees, the organization can achieve the following results:
Better performance of employees More devotion and dedication towards work Reduced absenteeism/ attrition
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Voluntary participation in organizational activities High productivity High turnover
NCL Singrauli, being a PSU has achieved these results by providing a better
QWL to its employees inside and outside the work place. Facilities like
canteens, dispensaries at the work place and facilities like education for
children of employees, medical services, community canteens, health club,
sport club, shopping centres, etc., outside the work place.
Whether employees needs are being fulfilled? Whether they are being
provided all the facilities? Taking these questions into mind a research has
been conducted to know the level of satisfaction among employees with
respect to quality of work life. Using the valuable information gained through
the survey report the organization can take the appropriate action if required.
Objective of Study:
1) To study the welfare facilities provided to employees by NCL.2) To study how the organization motivate the employees by identifying
and satisfying their unsatisfied needs.
3) To know which special facilities are provided to reserved classcategories like SC, ST, OBC etc. by the organization.
Training:
Under Mr. Sanjeev Kumar, GeneralManager (P/IR)
Under Mr. Ashish Mishra, Asst.Manager(P/Admn.)
Duration of Study: 6 weeks
Project Start Date- 1/05/2013
Project End Date - 15/06/2013
Place Northern Coalfields Limited Head Quarter Singrauli
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COMPANY profile
About Coal India Limited (CIL)
L imited H istory and Formation of Coal I ndia
With dawn of the Indian independence a greater need for coal production was
felt in the First Five Year Plan. In 1951 the Working Party for the coal Industry
was set up which included representatives of coal industry, labor unions and
government which suggested the amalgamation of small and fragmentedproducing units. Thus the idea for a nationalized unified coal sector was born.
Integrated overall planning in coal mining is a post-independence phenomenon.
National Coal Development Corporation was formed with 11 collieries with the
task of exploring new coalfields and expediting development of new coal mines.
Factors which led up to Nationalization of Coal I ndustry in I ndia
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Nationalization of coal industry in India in the early seventies were a fall out of
two related events. In the first instance it was the oil price shock, which led the
country to take up a close scrutiny of its energy options. A Fuel Policy
Committee set up for this purpose identified coal as the primary source of
commercial energy. Secondly, the much needed investment needed for growth of
this sector was not forthcoming with coal mining largely in the hands of private
sector. The objectives of Nationalization as conceived by late Mohan
Kumaramangalam were; Conservation of the scarce coal resource, particularly
coking coal, of the country by
Halting wasteful, selective and slaughter mining. Planned development of available coal resources. Improvement in safety standards. Ensuring adequate investment for optimal utilization consistent with
growth needs. Improving the quality of life of the work force.
Moreover the coal mining which hitherto were with private miners suffered withtheir lack of interest in scientific methods, unhealthy mining practices etc. Theliving conditions of miners under private owners were sub-standard.
Formation of Coal I ndia Limited
With the Government's national energy policy the near total national control ofcoal mines in India took place in two stages in 1970s. The Coking Coal Mines(Emergency Provisions) Act 1971 was promulgated by Government on 16October 1971 under which except the captive mines of IISCO, TISCO, and
DVC, the Government of India took over the management of all 226 coking
coal mines and nationalized them on 1 May, 1972. Bharat Coking Coal Limitedwas thus born. Further by promulgation of Coal Mines (Taking over of
Management) Ordinance 1973 on 31January 1973 the Central Government took over the management of all 711
non-coking coal mines.
In the next phase of nationalization these mines were nationalized with effectfrom 1 May 1973 and a public sector company named Coal Mines AuthorityLimited (CMAL) was formed to manage these non coking mines.
A formal holding company in the form of Coal India Limited was formed in
November 1975 to manage both the companies.Today's Coal India L imi ted
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types of coalType of coal Proved
(Mt)
Indicated
(Mt)
Inferred
(Mt)
Total
(Mt)
%
Share
Prime
coking
4614.35 698.71 0.00 5313.06 1.81%
Medium
coking
12836.84 11951.47 1880.23 26668.54 9.09%
Semi coking 482.16 1003.29 221.68 1707.13 0.58%
Sub-total of
coking coal
17933.35 13653.47 2101.91 33688.73 11.48%
Non-coking 99617.65 128416.04 30282.09 258315.78 88.01%
Tertiary coal 593.81 99.34 799.49 1492.64 0.51%
Total all
types
118144.81 142168.85 33183.49 293497.15 100.00%
% share 40.25% 48.44% 11.31% 100.00%
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NORTHERN COALF IELDS LI M ITED
Northern Coalfields Limited
(A Mini-Ratna Company)
(A Subsidiary of Coal India Limited)
Northern Coalfields Limited was formed in April 1986 as a subsidiary
company of Coal India Limited.
Its headquarter is located at Singrauli, Distt. Singrauli (M.P.).
Singrauli is connected by road with Varanasi (220 Km.)
a holy city on
the banks of river Ganga, and Rewa (206 Km.) the state of white tigers and
Singrauli (100 Km.) district headquarter town of Madhya Pradesh. The
nearest railway station is Singrauli located on the Katni-Chopan branch line
running parallel to the northern boundary of the Coalfield. The nearest
railway station for reaching directly to Delhi and Kolkata is Renukoot that is
located on the Garhwa-Chopan rail-line. Nearest (private) airstrip is at
Muirpur (60 Km.).
The area of Singrauli Coalfields is about 2202 Sq.Km. The coalfield can
be divided into two basins, viz. Moher sub-basin (312 Sq.Km.) and Singrauli
Main basin (1890 Sq.Km.). Major part of the Moher sub-basin lies in the
Singrauli district of Madhya Pradesh and a small part lies in the Sonebhadra
district of Uttar Pradesh. Singrauli main basin lies in the western part of the
coalfield and is largely unexplored. The present coal mining activities and
future blocks are concentrated in Moher sub-basin.
The exploration carried out by GSI/NCDC/CMPDI has proved abundant
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resource of power grade coal in the area. This in conjunction with easy water
resource from Govind Ballabh Pant Sagar makes this region an ideal location
for high capacity pithead power plants.
The coal supplies from NCL has made it possible to produce about 10515 MWof electricity from pithead power plants of National Thermal Power
Corporation (NTPC), Uttar Pradesh Rajya Vidyut Utpadan Nigam Ltd
(UPRVUNL) and Renupower division of M/s. Hindalco Industries. The region
is now called the "power capital of India".
The ultimate capacity of power generation of these power plants is
13295 MW and NCL is fully prepared to meet the increased demand of coal
for the purpose. In addition, NCL is also supplying coal to power plants of
Rajasthan Rajya Vidyut Utpadan Nigam Ltd, Delhi Vidyut Board (DVB) and
Haryana State Electricity Board.
NCL produces coal through mechanized opencast mines but its
commitments towards environmental protection is total. It is one of very few
companies engaged in mining activities, which has got unified Integrated
Management System (IMS) complying to Standard ISO 9001:2008, ISO
14001:2004, OHSAS 18001:2007 and SA 8000:2008 for simultaneous
management of economic, environmental, occupational health and safety,
and social concerns.
NCL, through its community development programmes, has significantly
contributed towards improvement and development of the area. It is helping
local tribal, non-tribal and project-affected persons in overall improvement of
quality of their life through self-employments schemes, imparting education
and providing health care.
Objectives
1)To provide every employee an opportunity to learn to wipe out performance gaps.2)To organize need based Management Development3) Programmes for Executives and Supervisor.
4)To develop training/reference materials and to organize specialprogrammes on new equipment for all levels of personnel.
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MISSION
The mission of NCL is to produce the planned quantity of
coal efficiently and economically with due regard to
safety, conservation & quality.
Corporate Management Policy
Northern Coalfields Limited (NCL) has voluntarily chosen
to implement a company wide comprehensive and
unified Integrated Management System (IMS) complying
to Standards
ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008
for simultaneous management of economic,
environmental, occupational health and safety, and
social concerns.
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CORPORATE SOCIAL RESPONSIBILITY
NCL has developed a CSR scheme and its mission statement on CSR is Be a
committed corporate citizen , to a live towards its corporate socialresponsibility. Thrust is being given in 8 areas:
Self employment generation Environment protection Community development Education Health mgmt & medical aids Orphanages & old-age homes Infrastructural development Disaster/calamity mgmt.
Quarterly and annual CSR reports are prepared containing the activities
carried out, benefits accrued to neighbouring communities, the number of
people benefited and the amount spent etc.,
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Literature review
Quality of Working Life is a process of work organizations which enables its
members at all levels to actively participate in shaping the organization
environment, methods and outcomes. The quality of work life (qwl) aims at
integrating the socio-psychological needs of employees. It seeks to create a
culture of work commitment in organizations and society at large so as to
ensure higher productivity and greater job satisfaction of the employees.
CONCEPT:
Quality of Work Life is A multi-faceted concept It means having a work-
environment where an employees activities become more important by
implementing procedures or policies that make the work less routine and
more rewarding for the employee .Qwl is a generic phrase that covers a
persons feelings about every dimension of work including economic rewardsand benefits, security, working conditions, organizational and interpersonal
relationships etc., it is a process by which an organization attempts to unleash
the creative potential of its personnel by involving them in decisions affecting
their work lives. A distinguishing feature of the process is that its goals are not
simply extrinsic focusing, they are also intrinsic. The essential component of
any qwl improvement programme is the existence of a genuine opportunity
for individuals or groups at any level in the organization to influence theirworking environment.
MEANING
The term refers to the favourableness or unfavourableness of a total job
environment for people. Qwl programs are a way in which organizations
recognise their responsibility to develop jobs and working conditions that are
excellent for people as well as for economic health of the organization.
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The elements in typical qwl program includes-open communication, equitable
reward system, a concern for employees job security, satisfying career and
participation in decision making. Qwl also focuses on job enrichment. In
addition to improving the work system, qwl programs usually emphasize
development of employee skills, the reduction in occupational stress and the
development of more cooperative labour-mgmt relations.
The qwl approach considers people as an asset to the organization rather than
as costs. It believes that people perform better when they are allowed to
participate in managing their work and make decisions. This approachmotivates people by satisfying not only their economic needs but also their
social and psychological ones.
DEFINITIONS:Qwl is a process of work organization which enables its members at all levels
to participate actively and efficiently in shaping the organizations
environment, methods and outcomes. It is a value based process, which is
aimed towards meeting the twin goals of enhanced effectiveness of the
organization and improved quality of life at work for the employees.
Qwl is the degree to which members of a work organization are able to satisfy
their personnel needs through their experience in the organization. Its focus is
on the problem of creating a human work environment where employeeswork cooperatively and contribute to organizational objectives. The major
indicators are job involvement, job satisfaction and productivity.
Q.W.L is any conscious effort for improving working conditions, workcontent, and its safety, security, wages and benefits, etc.
Quality of relationship between employees and the total workenvironment.
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Q.W.L can be said to be all the original inputs which aim at improvingthe employees satisfaction and enhancing organizational effectiveness
Q.W.L is a concern not only to improve life at work, but also life outsidework
It is nothing but having a work environment where an employeesactivity becomes more important. This means implementing procedures
or policies that make the work less routine and more rewarding for the
employee. These procedures or policies include autonomy, recognition,
belongingness, development and external rewards
Simply speaking, through Q.W.L the people involved get a sense ofsatisfaction in their work. Work then becomes not a burden but a meansby which the abilities of a person can find expression
Q.W.L is just humanizing the work Q.W.L = the sum total of physical (working conditions), psychological
and economic factors which affect the job.
Objectives of Q.W.L
To improve the standard of living of the employees To increase the productivity To create a positive attitude in the minds of the employees To increase the effectiveness of the organization (Profitability, goal
accomplishment etc.)
To identify and implement programs to improve the quality ofprofessional as well as personal life of an employee.
Factors influencing deciding QW L Fair and reasonable pay
Qwl is basically around the concept of equitable pay. The employees must be
paid their due share in the progress and prosperity of the firm. Compensation
has got twin objectives, firstly, it should create a favourable environmentwhereby the organization utilises the human resources to the maximum
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extent. Secondly, the compensation should help the employees to maintain
himself and his family with a standard in the society.
Favourable and safer environments
Qwl is nothing but provision of a work environment absolutely free from
various hazards arising out of natural and unnatural things. The work hour
should be reasonable, physical conditions homily etc., the various laws also
makes the companies liable to provide the minimum safety standard to protect
the employees from various hazards.
Employment benefitsWorkers have raised their expectations over the years and now feel entitled to
benefits that were once considered a part of the bargaining process. They want
a share in the profit of the organization in addition to medical, housing and
welfare facilities.
Job securityEmployees want stability of employment. They do not like to be the victims of
whimsical personnel policies of employers. The workplace should offer
security of employment.
Job satisfactionThe workers are living beings. They want to work on the jobs that will utilise
their talents and thus satisfy them. The management must enrich the jobs and
redesigns the jobs in such a manner that workers feel satisfied.
Provisions of autonomy as well as control for developing humanresource
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As the nature of work has become highly monotonous. Today the workers
become more mechanical towards the machines and lacks control on them.
When sufficient autonomy as well as control is given to workers, who in turn
will use their innate skills and abilities for developing the organization, it will
lead to improvement of qwl in the organization
Scope for better career opportunitiesNow a day, workers are not only concerned with their pay prospects, but also
the scope for improving their technical and academic skills. Therefore, it
becomes imperative on the part of the management to provide facilities for
improving such skills.
The mgmt should always think of utilising the existing human resources for
expansion and development of the organization.
Work life balanceOrganization should provide relaxation time for the employees and offer tips
to balance their personal and professional li
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AREAS OF QWLCompensation
The reward for work should be above a minimum standard for life and should
also be equitable
Health and safety
The working environment should reduce the adverse effects of pollution that
can affect the physical, mental and emotional state of employees
Job security
Employees should not have to work under a constant concern for their future
stability of work and income
Job design
The design of job should be capable of meeting the needs of the organization
for production and individual for satisfying the interesting work.
Social integration
The elimination of anything that could lead to individuals not identified with
the groups to which they belong. This includes the elimination of
discrimination and individualism, whilst encouraging teams and social groups
to form.
Protection of individual rights
The introduction of specific procedures aimed at guaranteeing the rights of
employees at work
Social relevance of work
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Initiatives to increase the understanding among employees of the objectives of
the organization and the importance of their part in them
Respect for non-work activities
Respect for the activities that people engage in outside the workplace. The
impact of work activities on private life should also be recognized.
MAJOR QWL ISSUES
Pay & Stability Of Employee Safe & Healthy Working
Conditions
Opportunities For Self
Development
Opportunity For Growth &
Security
Social Integration (Social
Support)
Social Relevance Of Work Life
Alternative Work Schedule Occupational Stress
Recognition Congenial Worker Supervisor-
Relations
Grievance Procedure Adequacy Of Resources
Merits In Promotion Job Enrichment
Participation In Mgmt Work Involvement
Job Satisfaction Work Roles
Organizational
Commitment
Communication
Reward System Job Security
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STRATEGIES FOR IMPROVEMENT OF QWL
1. Flexibility on job:
Flexibility on job means flexible working hours, no fixed working
hour, different time intervals etc.
2. Job Enrichment
It focuses on designing the job in such a way that becomes more
interesting and challenging which eventually satisfies the higher
level needs.
3. Secured job
Security of job should be provided to the employees to make him feelcommitted and loyal to the organization.
4. Grievance handling
The disciplinary procedure, grievance procedure, promotions and
transfer matters should be handled with of justice, fair & equity.
5. Participative mgmt
Employee should be allowed to participate in mgmt participative
schemes which may be of several types. The most sophisticated
among them is quality circle.
6. Self managed work team
7. Career development
8. Employee involvement
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QUALITY OF WORK LIFE
@
NCL
QWL AT NCL SINGRAULI
THE work culture in NCL is a composite mix of various cultural,social & ethical ideologies which acts as a basis and directs the
employees to incorporate the feeling of oneness in personnel
objectives with the company objectives.
NCL Singrauli takes into consideration a number of factors that are
responsible for providing better Quality of Work Life to employees.
MEDICAL SERVICES
All employees, their families and dependants are entitled to free
medical aid at the companys well-equipped hospital and
dispensaries located in the plant area. A school health service
provides regular medical check up of all the school going children.
CANTEEN FACILITIES
NCL has a well equipped canteen inside the plant which provides
catering facilities to all employees. Canteens provide highly
subsidized meals, tea and snacks. There are canteens committee to
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NCL imparts educational facilities to more than 25000 students
including students from weaker section of society. Students with
poor economic background are given scholarship.
SECURITY SERVICES
In NCL, CISF is working prominently in order to provide total
security to all the employees as well as workers in the office, in the
township area and in the case of emergency situations like strikes.
SHOPPING CNTRES
There are various shopping centres in the township in different
sectors, which provides almost everything of daily requirement.
COMMUNITY CENTRES
Community centres are managed by duly elected executives body
and financed by grant in aid by bell and monthly contribution of
employees. They provides all round development for the employees
and their wards and various facilities for community development
and social functions for the NCL employees and their families which
includes
Library/reading rooms Games Marriage halls
KHEL BHAWAN - Khel Bhawan is equipped with all the modern
games and sports facilities.
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TELECOMMUNICATION CENTRE
FIRE SERVICES
SAFETY IMPLEMENTATION ACTIVITIES
GIFTS & WLFARE SCHEMES
NEW YEAR GIFTS GIFTS AFTER 10 YEARS OF SERVICE DEAF RELIEF FUND SCHEME GROUP INSURANCE SCHEME & EMPLOEE DEPOSIT LINKED
INSURANCE SCHEME
PROVIDENT FUND SCEME OLD AGE HOMES
EMPLOYEE BENEFITS
LOANS & ADVANCES
AWARDS & INCENTIVES
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RESEARCH METHODOLOGYOBJECTIVES
To study the general idea of Quality of Work Life. To understand extensively the components of QWL. Assessing the effectiveness of QWL at NCL To recommend the viable suggestions for improving the existing system.
RESEARCH DESIGN
Once the purpose of the research is known then it becomes very important for
a researcher to prepare action plan and structure that needs to be followed by
him while conducting the research. The preparation of such design facilitates
research to be as efficient as possible yielding maximal information. In other
words, research design provides for collection of relevant evidence with
minimal efforts. In the present study Descriptive Research Design has been
used. The plan basically includes deciding Sampling Techniques, Research
Tools and Statistical Methods to analyze the data and information
SAMPLE SIZE AND DESIGN
Sample Type: Non Probability Sampling
Sample Unit: NCL SINGRAULI
Sample Size: 20 Employees From Across the Organizational Verticals
SOURCES OF DATA
Primary Data Source
Structured questionnaires along with the open ended questions
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observationSecondary Data Source
NCL guide HR magazines Annual reports of organization All the relevant websites: www.ncl.nic.in www.coalindia.nic.in
RESEARCH TOOLS
In order to collect the required information from the target samples different
techniques were used, which are:
Observation
Structured questionnaireMETHODLOGY1. First of all, Mentor provided me an insight about the Quality of Work Life
and valuable guidelines to prepare the questionnaires in prescribed manner
covering all the important issues.
2. Secondly considering the guidance of my Mentor and with the assistance of
various HR books and websites finally I prepared the questionnaires
3. Though the questionnaires prepared by me were quite in large numbers
hence it was finally customised by taking into account suggestions from the
Mentor.
http://www.ncl.nic.in/http://www.ncl.nic.in/ -
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4. The final questionnaires on Quality of Work Life were distributed among all
the employees. Since executives at various levels seem to be very busy, it was
very difficult to get appointment from them and hence it took almost two
weeks to collect the entire sample.
After completion of the survey all the data were compiled so as to extract the
meaningful information. Later this information was analyzed thoroughly to
find out the positive as well as negative aspects of Quality of Work Life
prevalent in the organization so as to take the respective action in order to
rectify the error if any
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ANALYSIS INTERPRETATION1. Working condition
a) The work environment in NCL is highly motivating.
INFERENCE:
This pie chart clearly depicts that over half (55%) of the respondents are fairly
satisfied with the working condition being provided by the organization
however nearly half (45%) of the respondents finds the working environment
at NCL as very harsh.
2. Compensation & Reward
a.) I am given adequate & fair compensation for the work I do.
b.) The compensation that I get on this job as compared to others doing the
similar job is fair.
agree
30%
strongly agree
25%
disagree
30%
strongly disagree
15%
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c.) The reward in this organization is linked to performance.
INFERENCE:
55% of the respondents are of the notion that they do not get adequate
compensation with respect to their job performance. Also they believe that thecompensation which is given to them as compared to others doing the similar
job is unreasonable.
But 45% of the respondents do not think so. They find their compensation as
just, which is linked to their performance.
3. Health & safety
a.) The safety & health condition at NCL is quite good.
b.) The safety of the workers is the high priority of management in this
organization.
0%
5%
10%
15%
20%
25%
30%
35%
40%
agree strongly agree disagree strongly
disagree
Series 1 25% 20% 15% 40%
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INFERENCE:
A majority (73%) of the respondents are of the conception that health & safety
condition at NCL is highly satisfactory. They are also of the view that health
and safety of the workers is main priority of management.
However, 27% of the respondents does not find the safety and health condition
at NCL either reasonable or priority of management.
4. Job Security
a.) I work under constant concern for my future stability of work & income.
INFERENCE:
Here all the respondents find their job highly secured in this particular
organization. They are not bothered about future stability of their work and
income & are free from the concern of job security.
agree
32%
strongly agree
41%
disagree
18%
strongly
disagree
9%
Other
27%
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5. Autonomy
a.) I have discretion to do the job in my own way & take decisions which
affects my job.
INFERENCE:
A large number (70%) of respondents are of the view that they perform the job
as directed by their superior; they do not have discretion to do their job in
their own way. Also they are not supposed to take the decisions related to the
matters affecting their job.
Only 30% of the respondents think that they have been given power to take
decisions with respect to their job.
6. Job Satisfaction
a.) I am comfortable & satisfied with the job assigned to me.
agree strongly agree disagree strongly disagree
Series 1 15% 15% 40% 30%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
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INFERENCE:
Here three quarter (75%) of the respondents are fairly satisfied with the job
assigned to them, they enjoy performing the work. However one quarter (25%)
of the respondents finds their job disgusting.
7. Adequacy of Resources
a.) I have been provided adequate resources to accomplish my job.
agree
35%
strongly agree
40%
disagree
15%
strongly disagree
10%
agree
50%
strongly agree
25%
disagree
25%
strongly
disagree
0%
Other
25%
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INFERENCE:
Merely 25% of the respondents are of the notion that this particular
organization does not provide adequate or sufficient resources to accomplish
the task effectively. But fairly a majority of respondents do not think the same.
8. Facilities
a.) All statutory as well as non statutory benefits are being provided by NCL to
its employees.
INFERENCE:
Here 90% of the respondents believe that NCL provides all the statutory as well
as non statutory benefits to its employees. However 10% of them believe that
these benefits are being not provided to them.
agree
10%
strongly agree
80%
disagree
10%
stongly disagree
0%
Other
10%
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9. Employee Participation
a.) The management in NCL let the employees participate in the matters
affecting their lives.
INFERENCE:
Only 30% of the respondents are agreed about their participation in decision
making allowed by management but a majority (70%) of the respondents are
completely disagreed with the same idea. They are of the opinion that their
participation in decision making is negligible and management do not let them
involve in those matters which affects their working lives.
10. Social Integration
a.) The work assigned in this organization does not allow the individual
employees to work in group or team.
0%
5%
10%
15%
20%
25%
30%
35%
40%
agree strongly agree disagree strongly disagree
20%
10%
30%
40%
Series 1
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INFERENCE:
From The above pie chart it is very clear that nearly half (45%) of the
respondents thinks that their job restrict them to do the job in group, but overhalf (55%) of the respondents does not think so, they find their job allowing
them to accomplish the particular task in group or team.
11. Social Relevance
a.) The present job allows employees to take care of their family as well as
personal matters.
B.) The demand of the job often interferes with employees family life & vice
versa.
agree
35%
strongly agree
20%
disagree
10%
strongly disagree
35%
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INFERENCE:
This chart shows that 80% of the total respondents find their job socially
relevant as it allows them to make a balance between personal life and work
life. The present job assigned to the individual employees does not conflict
with their personal goals; it gives the space to the employees to take care of
their personal matters as well apart from the job.
Only 20% of the respondents find their job conflicting with their personal and
social goals.
12. Training & Development
a.) In NCL, training is given often to improve the skills & knowledge of the
employees thereby helping them in performing the job effectively.
agree
50%
strongly agree
30%
disagree
5%
strongly disagree
15%
Other
20%
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INFERENCE:
A majority (80%) of the respondents are of the opinion that they have beengiven adequate and proper training at regular interval to improve their skills
thereby improving their effectiveness in performing the job. But a few (20%)
of the respondents are completely disagreed with the same, they say that they
have not been given proper training to perform the job well.
13. Relations & Cooperation
a.) There is a harmonious relationship between employees and mgmt, mgmt
and mgmt & employees and employees in this organization.
0%
10%
20%
30%
40%
50%
60%
70%
agree strongly
agree
disagree strongly
disagree
Series 1 20% 60% 10% 10%
Axis
Title
agree
10%
strongly agree
25%
disagree
35%
strongly
disagree
30%
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INFERENCE:
Relations and co operation in this organization does not seems to be good as
65% of the respondents find that there is a conflict between different interestgroup rather than content.
However 35% of the respondents say that there is a cordial relation and
cooperation prevalent in the organization and people work together and help
each other in accomplishing the assigned task.
14. Culture & Climate
a.) In NCL, people are not discriminated on the basis of race, religion, sex etc.
b.) comments and suggestions are quite open and are being promoted by mgmt
in this organization.
c.) work team system is prevalent in this organization.
INFERENCE: The above graph makes it very clear that 60% of the
respondents see theculture and climate of NCL as very homily. They say that
here people are not discriminated on the basis of caste, religion and sex,
0%
5%
10%
15%
20%
25%
30%
agree strongly agree disagree strongly
disagree
Series 1 30% 30% 25% 15%
AxisTitle
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comments and suggestions from the part of the employees are accepted and
promoted by management. Also people works together as a whole to
accomplish the overall goal of the organization.
But 40% of the respondents do not find the culture and climate at NCL as good
as it should be. They say that communication is not open; suggestions from
employees are not accepted and people also not works together to accomplish
the task assigned to them.
15. Job Itself
a.) The goals Ive on this job are incompatible & conflicting one.
b.) My superior acts non-supportively when I fail to reach my goals.
c.) I find working towards my goals to be difficult & stressful.
d.) the present job hinder my opportunity for growth & advancement.
INFERENCE: Here the respondents are equally split. Half of them believe that
their job goals are incompatible and stressful. Their boss does not support
agree35%
strongly agree
15%disagree
30%
strongly disagree
20%
Other
50%
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them in performing the job well. Also present job obstruct their opportunity
for career growth & advancement.
However half of them have the different impression about the same. They findtheir job quite interesting, bosses as supportive and plenty of opportunity for
career advancement and growth.
NCL Provides QWL including each & every dimension
INFERENCE:
The above pie chart clearly shows that 62% (29% agree & 33% strongly agree)
of the respondents are fairly satisfied with the Quality of Work Life being
provided by NCL
However, a considerable number (38%) of respondents does not find the QWL
at NCL up to the mark or satisfactory. They think that QWL at NCL needs
much more improvement.
agree
29%
strongly agree
33%
disagree
21%
strongly disagree
17%
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16. What would you particularly like about your job in NCL?
The various reasons given by employees in reference to the questions are:
Nice work culture Better working condition Continuous learning Creativity & innovation Job security Independent working
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FINDINGS
The study contains two parts viz., understanding theoretical
framework of Quality of Work Life as well as knowing how far it is
effective in NCL. The study is completely descriptive in nature, and
during the study several interesting facts and information have come
into the picture. The structured questionnaires and observation was
used to gauge out the critical information. Also additional feedback
or suggestions were invited from the employees, if any. Thoughalmost half of the respondent did not show any interest in answering
it, however later half did. Concluding the responses of all the
respondents that I got through using different research tools
(questionnaires, observation) can be summarized as below:
From the charts and tables it seems that there is great variationin responses of the respondents with respects to each and every
dimensions of Quality of Work Life.
The work environment at NCL does not seem to be good. Compensation and reward is the major issues of concern
among employees. Health and safety of the workers is the main priority of
management.
Employees feel highly secured and satisfied with their job inthis organization.
Freedom at work to the employee is completely missing.
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Adequate or proper resources are being provided to theemployees to accomplish their work effectively.
At NCL employees entertain all kinds of facilities viz., statutory& non statutory.
The management does not allow the subordinates to take partin matters affecting their lives.
The job assigned to individual employees in this organizationdoes not interfere with their family life and vice versa.
Adequate training at proper interval is given to employees forimproving their skills and knowledge thereby helping them in
performing the job effectively.
There seems discontent between various interest groups in thisorganization.
Analysis shows that almost half of the respondents view theirjob as conflicting one and stressful which hinders their career
growth. They also find their bosses non supportive. However
latter half does not think so.
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RECOMMENDATION
a. The organization should take each & every steps to ensure the motivatingand pleasing working environment
b. The compensation given to the employees should be adequate & fair.Equity should be taken into consideration and reward should be linked to
performance.
c. The participation of the employees must be ensured while setting goalsand taking decisions which are likely to affect their job performance.
d. The employees must be given autonomy to take decisions with respect totheir job.
e. The goals assigned to the employees should not be incompatible orconflicting one with their personal value. It should be in accordance with
their capabilities and provides them an opportunity to focus equally on
other aspects of their job.
f.
Suggestions and recommendations should be invited readily fromemployees and appropriate action must be taken with respect to the
suggestions, if its reasonable.
g. The culture of the organization seems average; as there is considerablemistrust, lack of work team system and non co-operation among the
employees, therefore the org must take necessary step to refurbish it.
h.
The respective bosses must act supportively to help their subordinatesperform the job quite effectively.
i. The job assigned to the individual employees should be such whichprovides them an opportunity for career advancement and growth.
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BIBLIOGRAPHY
Annual Reports of Organization
Internal Records of Organization
Websites: www.ncl.nic.in
www.coalindia.nic.in
Other Scholarly Articles (Internet) related to the subject.
Sr.
No
Authors Year Title City of
publication
Publisher
1 V.S.P.Rao 2000 Human
Resource
New Delhi Excel Books
2 K.Ashwathappa 1997 Human
Resource and
Personal
Management
New Delhi
Tata
Mc Graw-
Hill
Publishing
Co. Ltd.
3 Company
Magazines-
Khanan Bharti
Pragati
Singrauli Northern
Coalfields
Ltd.,
Singrauli
http://www.westerncoal.nic.in/http://www.westerncoal.nic.in/http://www.westerncoal.nic.in/ -
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OBSERVATION AND CONCLUSION
The employees of the organization are found to be satisfied with the facilities
rovided to them by the company.
They still want more focus on family welfare. They want that the time period fo
sanctioning special welfare facility should be reduced.
- More than 70% of the employees agree that the welfare facilities are provided to theand they are availing special welfare facilities according to their need.
- A neat, clean and peaceful environment of the organization helps in maintaininsatisfaction and enthusiasm to perform work among the employees.
- The employees of the NCL are highly satisfied with the routine welfare facilities whichthey are availing on a regular basis.
- The routine welfare facilities are availed by each employee in the organization bsimply filling an application, without any proof and the time required is also nominal.
- The time required for sanctioning the special welfare facilities is 2-3 week. Thprocess of availing special welfare facility is very lengthy and hence it can be availe
by following simple process.
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ANNEXURE
QUESTIONNAIRES ON Q UALITY OF WORK LIFE
This is a brief survey being undertaken by Nisha pathak, a IInd semester
student of MBA, LNCT COLLEGE ,Barkatullah University,BHOPAL ,undergoing summer training at NCL Singrauli. All information elicited herewill be kept confidential and will be only used for this project.
INSTRUCTION
Given below are a number of statements designed to elicit your candidresponse. There are no right or wrong answers to these statements. Afterreading these statements please tick the box which represents your response asper scale given below.
a.STRONGLY AGREE c. DISAGREEb.AGREE d.STRONGLY DISAGREE
Please give following details before you proceed.
Designation: _________________________
Department: _______________________
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S.NO. STATEMENTS a b c d
1. The work environment in NCL is highly motivating.
2. I am comfortable and satisfied with the job assigned to me.
3. The compensation that I get on this job as compared to othersdoing the sim ilar job is fair.
4. The reward in this organization is linked to performance.
5 The safety health condition at NCL is of high-quality.
6. I have discretion to do the job in my own way take decisionswhich affect my job.
7. I work under constant concern for my future stability of workincome.
8. Comm ents and suggestions are quite open and are promotedby mgmt in this organization.
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9. I have been provided adequate resources to accomplish myjob.
10. All statutory as well as non statutory benefits are beingprovided to the employees in this organization.
11. The management in NCL let the employees participate in thematters affecting their lives.
12. The work assigned in NCL does not allow the individualemployees to work in group or team.
13. The present job allows the employees to take care of theirfamily as well as personal matters.
14. The demand of the job often interfere with employees familylife and vice-versa
15. In NCL adequate training are given often to improve the skillsknowledge of employees thereby helping them in
performing the job effectively.16. There is a harmonious relationship between mgm t and mgmt,
mgm t and employees employees and employees.
17. In NCL people are discriminated on the basis of race, religion
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23. Any other feedback/suggestions:-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Thank you for your kind co-operation.
and sex.
18. The work team system is prevalent in this organization
19. The goals Ive on this job are incompatible conflicting one.
20. My superior acts non-supportively when I fail to reach mygoals.
21. I find working towards my goals to be difficult stressful.
22. The present job hinders my opportunity for growthadvancement.
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