report on welfare of tata steel

TATA STEEL COMPANY

A

PROJECT REPORT

ON

“WELFARE FACILITIES IN THE ORGANIZATION”

At

A-F Blast Furnaces

Of

TATA STEEL

Jamshedpur

(Submitted in partial fulfillment of MHRD)

UNDER THE GUIDANCE OF: SUBMITTED BY:

MISS.SONAM RANJAN ARCHANA SINGH

(MANAGER, A-F BLAST FURNACES)

MR.P.K CHOUDHARY

C(TRAINING COORDINATOR, A-F BL.FCS)

V.B.S PURVANHAL UNIVERSITY

ashish, 11/13/13,

ashish, 11/13/13,

ashish, 11/13/13,

ashish, 11/13/13,

ashish, 11/13/13,

ashish, 11/13/13,

ashish, 11/13/13,

ashish, 11/13/13,

CERTIFICATE

This is to certify that the project report titled ‘WELFARE FACILITIES IN THE ORGANIZATION Workplace at ‘A-F’ blast furnace ’of Tata Steel Jamshedpur, from 19th Jun to 31 July is a bonafide work carried out by ARCHANA SINGH for partial fulfillment of the requirement of MHRD , under our guidance during the academic session 2012-2014.

She has done her work with dedication sincerity and honesty. She showed great enthusiasm to learn and was very much devoted towards her project.

We believe that the project report will help our department in taking steps to optimize benefit of the company.

It is also certified that the report presented embodies the original work of the student .The present report can be forwarded for evaluation.

I wish her good luck and success in life.

MISS.SONAM RANJAN MR.P.K CHOUDHARY

MANAGER (HR/IR), TRAINING COORDINATOR,

‘A-F’ BLAST FURNACES, ‘A-F’ BLAST FURNACES,

TATA STEEL, JAMSHEDPUR. TATA STEEL, JAMSHEDPUR.


DECLARATION

I, ARCHANA SINGH do hereby declare that the project report entitled “WELFARE OF

FACILITIES IN THE ORGANIZATON at 'A-F’ Blast furnace”, a department of TATA

STEEL, Jamshedpur Studying at V.B.S Purvanchal University Jaunpur. For the partial

fulfillment of the requirement for the degree Master of human resource development is an

original piece of work and has not been submitted earlier to this college or to any other

institute for fulfillment of the course of study.

DATE: SIGNATURE:

PLACE:


ACKNOWLEDEGEMENT

Coming together is beginning, working together is success….

These words truly express all the joy and effectiveness of working together.

Completing this project was an arduous task and required all sort of field and table work. This project could not have been a complete venture without the kind permission of Mr. PRAKHAR MISHRA , CHIEF, A-F Blast furnaces, TATA STEEL who allowed me to perform our analysis and subsequent interpretations which form the pillars of this project.

The project required some good guidance and I am immensely thankful to Mr. DIPANKAR GUPTA, SR.MANAGER (HR/IR), A-F Blast furnaces, TATA STEEL whose efforts and self-less guidance made my roads much easier than they would have been.

I am deeply indebted and pay my deepest thanks and gratitude to MISS.SONAM RANJAN, MANAGER (HR/IR), A-F Blast furnaces, TATA STEEL for her support and guidance during the course of the project.

I also thank Mr. P.K CHOUDHARY, TRAINING COORDINATOR, A-F Blast furnaces, TATA STEEL for extending his help and extraordinary support to me during the course of the project. His guidance was of extreme help and support provided by him was both moral and technical.

I would like to express my thanks hereby to Mr. GAUTAM GHOSH, HEAD, Tata Management and Development Centre, for allowing me to perform the work of this project in this esteemed organization.

I would also like to thank the unsung heroes of this project. They are my parents, friends, brothers and sisters who took all pains and gave me all sorts of support for doing this project.

Thanks to all and almighty.

Signature:


CONTENTS

SECTION-1

INTRODUCTION Introduction

9 Significance of the study

10 Objectives of the study

11 Scope of the study

12 Limitation

13

SECTION-2

CONCEPTUAL FRAMEWORK

Introduction of topic

16-21 Definition

22 Types/method

23 Process

24

Conclusion

25

SECTION-3


ORGANIZATION AT A GLANCE

Company profile

27 Background

28-29 History

30 Founder Vision and mission

31 Competitors

32 Organization structure

34-38 Products

Production process(including flow chart) 39 Milestones and achievements 40-41 Hr practices in the organization 41-47 Conclusion 48

SECTION-4

METHODOLOGY Introduction 50 The population and universe 50-51 The sample and sampling technique 51-55 Measures[About the questionnaire] 56-57 Research design 57 Data collection 58


SECTION-5

RESULT AND DISCUSSION Demographic data(tables,charts,graphs on data collection and

interpretation) 60-69

SECTION-6

SUMMARY, CONCLUSION, AND SUGGETIONS Summary 71 Conclusion 72 Suggestions 73 Bibliography 74

SECTION-1


INTRODUCTION

Significance of the study-

significant" means important, while in Statistics "significant" means probably true (not due to chance). A research finding may be true without being important. When statisticians say a result is "highly significant" they mean it is very probably true. They do not (necessarily) mean it is highly important.

If you do a large number of tests, falsely significant results are a problem. Remember that a 95% chance of something being true means there is a 5% chance of it being false. This means that of every 100 tests that show results significant at the 95% level, the odds are that five of them do so falsely. If you took a totally random, meaningless set of data and did 100 significance tests, the


odds are that five tests would be falsely reported significant. As you can see, the more tests you do, the more of a problem these false positives are. You cannot tell which the false results are - you just know they are there.

Limiting the number of tests to a small group chosen before the data is collected is one way to reduce the problem. If this isn't practical, there are other ways of solving this problem. The best approach from a statistical point of view is to repeat the study and see if you get the same results. If something is statistically significant in two separate studies, it is probably true. In real life it is not usually practical to repeat a survey, but you can use the "split halves" technique of dividing your sample randomly into two halves and do the tests on each. If something is significant in both halves, it is probably true. The main problem with this technique is that when you halve the sample size, a difference has to be larger to be statistically significant.

The last common error is also important. Most significance tests assume you have a truly random sample. If your sample is not truly random, a significance test may overstate the accuracy of the results, because it only considers random error. The test cannot consider biases resulting from non-random error (for example a badly selected sample).

OBJECTIVES OF THE STUDY-

To identify the present Welfare status of the employees of a-f blast furnaces.

To identify the present welfare care delivery system available.

To identify the gap, if any.

Recommendation for improvement

This study program has got the following objectives:


To find employee welfare of employee for A-F blast furnace.

To conduct EW survey and analyze data.

To find correlation, standard deviation, mean and index with respect to happiness.

To find the gap and give relevant recommendation for it.

To get practical knowledge in the areas of personnel management and Industrial

relations.

To study the composition of employer and employee relation existing in the organization.

To know the facilities provided to the employees as well as the public by the

organization.

To study the statutory and non-statutory welfare practices adopted by organization..

To study organizational culture and style.

To suggest the modification/improvement for the existing system

Scope of the study

Integrated steel plant comes under the hazardous processes. So, it is very important to implement a comprehensive sustainable occupational health management system in order to maintain highest degree of physical, mental and social wellbeing of a person.

Analyzing the present system, finding the gaps and implementing the recommendations which will help to improve delivery system

Gathering information and theoretical knowledge is a part of study. It become complete

when added with practical knowledge as the noted truth comes to sight. Hence one

becomes more efficient and effective when a flavor of practical out look is added to the


bosky mind. As the study has got wide relevance is formulating valid information about

the organization, it helps in getting a critical look in to the personnel practices of the

organization. Organizational behavior employer employee relationship and the working

environment of the organization in relation to theoretical knowledge. It gives a previous

idea about the job and working environment to the future decision- making how to

perform by assigned job successfully and tact fully.

As there is saying, practice makes a man perfect and the knowledge. This does not deal

with the practical application, is said to be unscientific and unsystematic. More over the

branch of management, which deals with the most critical and important factor of

production, requires not only theoretic background but also some practical experience to

have some knowledge on day-to-day problem solving.

Limitations-

Nsecurity limiting access to the population of concern the lack of time to carry out a survey the lack of funding necessary to carry out a survey The lower priority for carrying out a survey because of competing urgent tasks

Time was the most important constraint in carrying out this project.

During the research methodology process/time, it was difficult to collect

information because of the busy schedule for their work.


Due to heavy workforce, it was really difficult for me to collect information from

each and every worker.

There was scope of biased response. Employees could be biased regarding

opinions towards certain factors while answering the questionnaire.

The outcome has been used to generalize the overall perception of the abnormalities in health without peculiarities of all the respondents.

SECTION-2


CONCEPTUAL FRAMEWORK

Introduction of the topic-:

Contract workers, hired through labour contractors, are often poorly skilled and get paid less than

regular employees for the same work, leading to resentment among these workers. Industry-wide

efforts have now started to improve the situation, particularly in the wake of the violence at car

maker Maruti Suzuki's Manesar factory last July when one senior executive was killed and

several injured after workers went on a rampage.


Industrial progress depends on satisfied labour force and in this connection the importance of

labour welfare measures was accepted long back. Way back in 1931 the Royal

Commission on Labour stressed the need of labour welfare primarily because of the harsh

treatment meted out to the workers.

Companies prefer having part of their workforce on contract to retain the flexibility to adjust to

business cycles and also to save costs they would have to incur on permanent staff.

The Basic purpose of labour welfare is to enrich the life of employees and keep them contended.

However, the Committee on Labour Welfare (1969) defined the phrase to mean,

“Such facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and

medical facilities arrangements for travel to and from and for accommodation of workers

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

including social security measures as contribute to conditions under which workers are

employed.”CONTRACT labour constitutes a large section of the vast multitude of unorganized

labour in the country. It is an inevitable economic necessity because the system provides much-

needed employment to a large number of workers in various project s and jobs. Moreover, while

some jobs are of a purely temporary nature requiring workers on a casual, some others require

special skills and workers need to be hired for short periods.

The Contract Labour (Regulation and Abolition) Act, 1970 was passed to prevent the

exploitation of contract labour and also to introduce better conditions of work. It provides for the

abolition of contract labour wherever possible and practicable and regulation of their


employment where it cannot be abolished altogether.This Act applied to manufacturing

establishments using mechanical power and employing 20 or more contract workers.

Evaluation of the welfare activities

There are four major steps involved in the evaluation process:

1. Process Identification – a full understanding of the existing facilities provided by the

company.

2. Information Gathering – identify the objectives , risks and key controls.

3. Interviewing and mapping – understanding the point of view of individuals involved in

the activity and design the maps.

4. Analysis – utilizing tools and approaches to make the process run more effectively and

efficiently.

In order to effectively analyze the welfare measures, reviewers need a tool that takes into account

the objectives of the business, the actual work being accomplished, and most importantly the

impact of the measures on workers.

Welfare Facilities provided to the Contract workers at Tata Steel Jamshedpur

Welfare activities may broadly be classified into two categories:

1. Statutory welfare facilities

2. Non-Statutory welfare facilities

STATUTORY WELFARE FACILITES


Welfare Amenities Statutory Requirements

Canteens (sec 16) 1 unit of canteen for no of workers ≥100

Employment tenure of the

contract worker ≥ 6 months Food at subsidised(no profit no loss) rate

Dining-hall should accommodate 30% worker at a time

Foodstuffs and other items shall be in conformity with the

normal habits of the worker

Should be kept clean and hygienic

Rest-room (sec 17)Wherein halt at night is required in connection with the

working

Employment tenure of the

contract worker ≥ 3 months Separate for men and women

Floor area ≥1.1 sq. metre per person

Convenient distance from the department and supply of

wholesome drinking water

Latrines and Urinals (sec 18) Separate for men and women

For every 25 females ≥ 1 latrine, provided no. of workers

>100

For every 25 males ≥ 1 latrine, provided no. of workers


>100

For every 50 females ≥ 1 latrine, provided no. of workers

>500

For every 50 males ≥ 1 latrine, provided no. of workers

>500

Conveniently situated and accessible at all times

Adequately lighted , clean and sanitary condition at all

times

Water shall be accessible in or near the latrine and urinal

90cm height to be covered by tiles.

Connected with a flush sewage system shall comply with

the requirements of the public health authorities.

Drinking Facilities (sec 18)

No drinking water facility shall be situated within six

meters of any washing place, urinal, latrine, spittoon,

open drain carrying sewage or effluent or any other

source of contamination

4.5 Lt/per day/per worker

Washing Facilities (sec 18) Separate for men and women

Conveniently accessible , clean and hygienic


First Aid Facilities (sec 19)

For 150 contract worker ≥ 1 first aid box(distinctly marked

with a red cross)

Trained person in charge of the first aid box treatment

The availability of welfare facilities, their location and regular maintenance must be considered

at the planning and preparation stage. When planning welfare provision, consider:

1. The nature of the work to be carried out and the health risks associated with it.

2. the distance workers will have to travel to the welfare facilities;

3. the duration of the work and number of different locations;

4. the numbers of people who will use them;

5. the cleaning and maintenance of the welfare facilities;

NON-STATUTORY WELFARE ACTIVITIES

Welfare Measures

Description Purpose

Mass Meeting Conducted every month

Agenda: Safety , Health,

Environment , Recent

issues/incidents awareness programs

Workers should be aware of the health

and safety implications; Avoid

accidents and health related incidents;

General awareness of occurrence of


such incidents in other departments or

organizations

Area Implementation Scheme

Conducted every month

Agenda: Communication platform

for the workers and contractors to

raise their grievances , Suggestions

for the issues faced

Equal opportunity should be given to

everybody to put forth their grievances

INITIATIVES

UNDER

PROCESS

Health Check-up Conducted annual

Initiative of OHS department

To ensure the well-being of the workers

working within the premises of the

manufacturing plants.


Skill Development

Critical skills: Lancers

There is frequent requirement for lancers

across the blast furnaces. Skill

development of those trades will be

beneficial to the company who runs six

blast furnaces till date.

DEFINISION OF WELFARE-:

The term "welfare" is defined as the economic well being of an individual, group, or economy. For individuals, it is conceptualized by a utility function. For groups, including countries and the world, it is a tricky philosophical concept, since individuals fare differently. In an industrial sense, welfare is defined as physical and mental well being of an employee. Welfare includes anything is done for the comfort and improvement of employee and is provided over and above the wages .welfare helps in keeping morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not in monetary terms only but any kinds /forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relation at insurance against disease, a accident and unemployment for the workers and their families. Labour welfare entails all those a activities of employer which are directed towards providing the employee with certain facilities and services in addition to wages or salary.

Objective of welfare-:Labor welfare has the following objectives:

1. To provide better life and health to the workers2. To make the workers happy and satisfied3. To relieve workers from industrial fatigue and to improve intellectual, cultural and

material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status.

2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining


3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency.

5. The purpose of labor welfare is to bring about the development of the whole 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:

They provide better physical and mental health to workers and thus promote a healthy work environment

Facilities like housing schemes, medical benefits, and education and recreation 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.

Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.

Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the welfare policies

Type/method-

METHODS

1. Job Descriptive Index (JDI)

Job Descriptive Index is a scale used to measure five major factors associated with

job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers. The JDI was first

introduced in 1969 and since then has been used by over 1,000 organizations in many sectors.


http://www.humanresources.hrvinet.com/job-descriptive-index-jdi/

2. Job in General Scale (JIG)Job In General Scale is a method of employee satisfaction and

developed as a global measure of job satisfaction.

JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified in 1985 by

the JDI Research Group.

3. Minnesota Satisfaction Questionnaire (MSQ)

The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employee’s

satisfaction with their particular job.

Method includes 100 items measuring 20 facets of job satisfaction.

There are three version are available: two long forms (1977 version and 1967 version) and a

short form.

4. Satisfied / dissatisfied method

In this method, you just send a question form that includes:

• What is good thing in our company?

• What is not good one in our company?

This method is suitable for “emergency events” and you need result in a short time

5. Interview method

This method is used for:

• Review all data collected from other method..

• Review key person.

Process-

Consists of three stages-

Primary Stage includes:


http://www.humanresources.hrvinet.com/minnesota-satisfaction-questionnaire-msq/

http://www.humanresources.hrvinet.com/job-in-general-scale-jig/

i. Observation

ii. Formulating research problem

iii. Research design

Secondary Stage Includes:

i. Project planning

ii. Questionnaire preparation

iii. Data collection

iv. Analysis of data

v. Interpretation

Third Stage includes:

i. Report writing

ii. Observation, suggestions and conclusions

iii. Bibliography

Conclusion-The employees are found to be satisfied with the welfare facilities provided by Tata Steel Jamshedpur.

Though they still want them to focus on the facilities which are not adequately provided:

i. Canteen Facilities: The quality of food offered in the canteen should be improved.

ii. Drinking water: Cold water provisions should be made available at all convenient locations.

iii. Adequate number of toilets has to be provided especially for the female workers who are

currently facing problems with the shortage.


iv. Washing facilities to be provided at convenient locations.

v. The workers find the mass meeting really useful with respect to safety measures at workplace and

highly interactive.

vi. The workers by the medium of Area implementation scheme are given an opportunity to address

their grievances and provide the company with their suggestions to better improve their

processes.

SECTION-3

ORGANIZATION AT A GLANCE


Company profile-

“We do not claim to be more unselfish, more generous or more philanthropic than other people. But we think we started on sound and straight forward business principles, considering the interest of the shareholders, our own and the health and welfare of our employees, the sure foundation of our prosperity”.

- J N Tata (1839-1904)


''Every company has a special continuing responsibility towards the people of the area in which it is located. The company should spare its engineers, doctors, managers to advise the people of the villages and supervise new development undertaken by co-operative effort between them and the company.''

- JRD Tata (1969)

“I do believe that we in the Group have held a view and held a sense of purpose that our Companies are not in existence just to run our business and to make profit- and that we are responsible and good corporate citizens over and above our normal operations. By that, I mean that we play a part in the community and we shoulder community responsibility as part of social responsibility of our nation. And, these responsibilities are not to be confused with employee welfare, but they go beyond our own employees and in fact concentrate on the contribution to the community and to the nation."

- Ratan N Tata (1996)

Background-:

Backed by 100 glorious years of experience in steel making, Tata Steel is the world’s 6th largest steel company with an existing annual crude steel production capacity of 30 Million Tonnes Per Annum (MTPA). Established in 1907, it is the first integrated steel plant in Asia and is now the world`s second most geographically


diversified steel producer and a Fortune 500 Company. Tata Steel has a balanced global presence in over 50 developed European and fast growing Asian markets, with manufacturing units in 26 countries. It was the vision of the founder; Jamsetji Nusserwanji Tata., that on 27th February, 1908, the first stake was driven into the soil of Sakchi. His vision helped Tata Steel overcome several periods of adversity and strive to improve against all odds.

Tata Steel`s Jamshedpur (India) Works has a crude steel production capacity of 6.8 MTPA which is slated to increase to 10 MTPA by 2010. The Company also has proposed three Greenfield steel projects in the states of Jharkhand, Orissa and Chhattisgarh in India with additional capacity of 23 MTPA and a Greenfield project in Vietnam.

Through investments in Corus, Millennium Steel (renamed Tata Steel Thailand) and NatSteel Holdings, Singapore, Tata Steel has created a manufacturing and marketing network in Europe, South East Asia and the pacific-rim countries. Corus, which manufactured over 20 MTPA of steel in 2008, has operations in the UK, the Netherlands, Germany, France, Norway and Belgium.

Tata Steel Thailand is the largest producer of long steel products in Thailand, with a manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTPA mini blast furnace project in Thailand. NatSteel Holdings produces about 2 MTPA of steel products across its regional operations in seven countries.

Tata Steel, through its joint venture with Tata BlueScope Steel Limited, has also entered the steel building and construction applications market.

The iron ore mines and collieries in India give the Company a distinct advantage in raw material sourcing. Tata Steel is also striving towards raw materials security through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata Steel has signed an agreement with Steel Authority of India Limited to establish a 50:50

joint venture company for coal mining in India. Also, Tata Steel has bought 19.9% stake in New Millennium Capital Corporation, Canada for iron ore mining.

Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferro-chrome plant in South Africa and setting up of a deep-sea port in coastal Orissa are integral to the Growth and Globalization objective of Tata Steel.

Tata Steel’s vision is to be the global steel industry benchmark for Value Creation and Corporate Citizenship.


Tata Steel India is the first integrated steel company in the world, outside Japan, to be awarded the Deming Application Prize 2008 for excellence in Total Quality Management

A Century of trust

Public Company Incorporated: 1907 Employees: 81622Profit: US$ 1.00 billion (2012)

INTRODUCTION:

Tata Steel (BSE: 500470), formerly known as TISCO and Tata Iron and Steel Company Limited, is the world's sixth largest steel company, with an annual crude steel capacity of 28 million tones. It is the second largest private sector steel company in India in terms of domestic production. Ranked 315th on Fortune Global 500, it is based in Jamshedpur, Jharkhand , India. It is part of Tata Group of companies. Tata Steel is also India's second-largest and second-most profitable company in private sector with consolidated revenues of Rs 1,32,110 Crore and net profit of over Rs 12,350 crore during the year ended March 31, 2008. TISCO decided to change its name to “Tata Steel Limited” in 2005 to make it multinational in operation across various countries.

Its main plant is located in Jamshedpur, Jharkhand, with its recent acquisitions the company has become a multinational with operations in various countries. The registered office of Tata Steel is in Mumbai. The company was also recognized as the world's best steel producer by World Steel Dynamics in 2005. The company is listed on Bombay Stock Exchange and National Stock Exchange of India, and employs about 82,700 people (as of 2007).

Company History: Tata Steel was established by Indian Parsi businessman Jamshetji Nusserwanji Tata in 1907 (he died in 1904, before the project was completed). Tata Steel introduced an 8-hour work day as early as in 1912 when only a 12-hour work day was the legal requirement in Britain. It introduced leave-with-pay in 1920, a practice that became legally binding upon employers in India only in 1945. Similarly, Tata Steel started a


Provident Fund for its employees as early as in 1920, which became a law for all employers under the Provident Fund Act only in 1952. Tata Steel's furnaces have never been disrupted on account of a labour strike and this is an enviable record.

Tata Iron & Steel Company Ltd. (TISCO) is the iron and steel production company associated with the Tata group of some 80 different industrial and other business enterprises in India, founded by members of the Tata family. TISCO operates as India's largest integrated steel works in the private sector with a market share of nearly 13 percent and is the second largest steel company in the entire industry. Its products and services include hot and cold rolled coils and sheets, tubes, construction bars, forging quality steel, rods, structural, strips and bearings, steel plant and material handling equipment, Ferro alloys and other minerals, software for process controls, and cargo handling services. Through its subsidiaries, TISCO also offers tinplate, wires, rolls, refractories, and project management services.

Company Perspectives:

Consistent with the vision and values of founder Jamshetji Tata, Tata Steel strives to strengthen India's industrial base through the effective utilization of staff and materials. The means envisaged to achieve this are high technology and productivity, consistent with modern management practices. Tata Steel recognizes that while honesty and integrity are the essential ingredients of a strong and stable enterprise, profitability provides the main spark for economic activity.

FOUNDER/VISIONARIES/PIONEERS:

JAMSHETJI NUSSERWANJI TATA (1893-1904): A visionary entrepreneur, an avowed nationalist and a committed philanthropist, Jamsetji Tata helped pave the path to industrialisation in India by seeding pioneering businesses in sectors such as steel, energy, textiles and hospitality.


It was the vision of the founder, that on 27th February, 1908, the first stake was driven into the soil of Sakchi. His vision helped Tata steel overcome several periods of adversity and strive to improve against all odds. At the age of 43, he read a report by a German geologist, Ritter von Schwartz on the, availability of iron ore in Chanda district in the central Provinces, which gave him the idea of giving India a steel plant. He formed the Tata Iron and Steel Company Limited in 1907 in Mumbai.

SIR DORABJI TATA: Jamshetji Nusserwanji Tata had exhorted to his sons to pursue and develop his life’s work, his elder son, Dorab Tata carried out the bequest with utmost zeal and distinction. Thus even though it was Jamshetji Tata who had envisioned the mammoth project, it was in fact Dorab Tata who actually brought the ventures to existence and fruition. He was the first chairman of the Tata.

JEHANGIR RATANJI DADABHAI TATA (1904-1943): JRD Tata has been one of the greatest builders and personalities of modern India in the Twentieth century. He assumed chairmanship of Tata sons limited at young age of 34, but his charismatic, declined and forward of looking leadership over that the next 50 years and more, led the company to new heights of achievement, expansion and modernization.

RATAN TATA: He was born on December 28, 1937, in Surat. He is the former chairman of the TATA group, India’s largest conglomerate founded by Jamshedji Tata and consolidated and expanded by later generations of his family. He is one of the most well-known and respected industrialist in India.


VISION AND VALUES OF THE COMPANY:

“We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship”

Diversity enriches any large organisation and enhances its collective capabilities. A clear, shared vision is a key requisite for successful diversity management.

We make the difference through:

Our people, by fostering team work, nurturing talent, enhancing leadership capability and acting with pace, pride and passion.

Our offer, by becoming the supplier of choice, delivering premium products and services, and creating value with our customers.

Our innovative approach, by developing leading edge solutions in technology, processes and products.

Our conduct, by providing a safe working place, respecting the environment, caring for our communities and demonstrating high ethical standards.


MISSION OF THE COMPANY:

Consistent with the vision and values of the founder Jamsetji Tata, TATA STEEL strives to strengthen India’s industrial base through the effective utilization of staff and materials. The means envisaged to achieve this are high technology and productivity, consistent with modern management practices.

TATA STEEL recognizes that while honesty and integrity are the essential ingredients of a strong and stable enterprise, profitably provides the main spark for economic activity.

Overall, the Company seeks to scale the heights of excellence in all that it does in an atmosphere free from fear, and thereby reaffirm its faith in democratic values

COMPETITORS-:

BSE : 500470 | NSE : TATASTEELEQ | ISIN : INE081A01012 | Sector : Iron and Steel BSE : 244.65 +1.40 (0.58%) NSE : 244.70 +1.50 (0.62%) The Competitor

for Tata Steel Ltd. analyzes the current price, book value, P/E ratio and market capitalization of its peer group and allows you to directly compare it with its competitors.

Competitors for Tata Steel Ltd.

Company Current Price Book Value P/E Ratio Market Cap(Rs. Cr.)

Electro steel Steels Ltd. 3.40 8.19 0.00 743.49

East coast Steel Ltd. 53.25 -0.92 0.00 26.07

Techno craft Industries (India) Ltd.

64.90 155.05 3.16 204.61

Gallant I spat Ltd. 75.25 71.97 17.17 201.42

Steel Exchange India Ltd. 66.50 42.90 12.86 345.47

SAL Steel Ltd. 1.85 11.47 0.00 15.72

Factor Steels Ltd. 0.58 -1.17 0.00 11.98

Visa Steel Ltd. 23.60 13.04 0.00 259.60


Steel Authority of India (SAIL) Ltd.

45.25 101.64 8.61 18,690.63

OCL Iron & Steel Ltd. 23.40 43.41 75.14 313.89

Organization structure-

:


Chief A-F Blast Furnaces

Head, Operation(480)

Head, Mechanical Maint. (134)

Head, Electrical Maint.(59)

Vice President(Raw Materials and Coke Sinter & Iron)

Chief(Coke Sinter & Iron)

A & B Blast Furnaces

(70)

Supply Executive

C & E Blast Furnaces

(70)

D Blast Furnace

(60)

F Blast Furnace

(80)

High Line(55)

Stock House

(60)

Contractor's labour(474)

Organizational structure

3

A-F BLAST FURNACES

Organizational Description:

'A-F’ BLAST FURNACE department is part of Coke, Sinter & Iron Division. It is located within the works area of the Tata Iron & Steel Co. Ltd., Jamshedpur. The A-F Blast Furnace came into operation in 1911.

Product and or Services and Delivery:

‘A-F’ Blast Furnace produces hot metal which is the primary input for steel making at LD #1, LD # 2 & Slab Caster. There are two by-products - slag & BF gas, which are generated in the process of hot metal making, are also reused. The slag which comes out with hot metal is granulated at ’A-F’ Blast Furnace and sent to Slag Granulation & Drying Plant. The dried granulated slag serves as input for cement making at ’La Forge India Ltd.’. The BF gas generated in the process is used as fuel in the Works Division. Thus the process not only helps in maintaining the environment but also results in cost savings to the company.The hot metal is delivered to the internal customer, LD # 2 & Slab Caster through track mounted Torpedo Ladies of 200 tone capacity. The granulated slag is sent to Slag Granulation & Drying Plant by belt conveyer. The BF gas generated in the process is cleaned and sent gas ring main for distribution in the Works Division.


Hazards in a-f blast furnaces:

Heat Gases Noise Dust Burn Injury (molten Metal and Slag) Explosions (Metal and Gas) Mobile Equipments (Iron ladles, Slag Ladles, C.T.Cars, Demag cars) Mechanical Hazards Electrical Hazards

Some Important sections of A-F Blast Furnaces

HIGH-LINE:-coke is transferred from the coke storage bin by the CT Car

To the stock-house. Sinter on the other hand is transferred from the sinter storage bin

to the stock-house by the Demag car except for F furnace, in F furnace sinter is

transferred by conveyer belt to stock-house. Most of the time iron ore and fluxes,

(limestone, pyroxinite, dolomite, quartzite) and nut Coke are brought from the flood

loading bunkers(FLB) situated at the extreme end of the high line, whereas in case of

emergency these raw materials are brought from RMH (Raw Material Handling) by

the wagon and is stored in different high linebins designated for different furnaces.

STOCK-HOUSE: -The major raw materials utilized in iron making are

iron ore and coke. Stock house at A-F Blast furnaces is having two types of charging

facilities. At the A-D blast furnaces charging is being done through Larry car and

skip but in F blast Furnace it is being done through the conveyors and skip. Larry car

consists of two hoppers and a load cell. The car collects material from the different

bins and finally dumps it into the skip. On the other hand at F Blast furnace raw

materials are first collected into aweigh hopper and then dumped into the skip.

Another major difference of A-D blast Furnace s with F

CAST HOUSE: - From the furnace, molten iron and slag is drained


(Cast) into a refractory lined trough on the cast house floor. Using askimmer, the

slag is separated from the molten iron. Molten iron is transported to the Steel Melting

Shop (LD # 1 & 2) by rail using torpedo ladles for processing, whilst slag is

quenched with water to solidify the material then stored as by-product. During the

tapping, dust, Kish, and SO2 are generated. An extraction system is placed along the

trough and pouring positions to remove the airborne materials out of the plant and

into dedusting equipment. The efficiency of the dedusting equipment is reviewed

from time to time.

REGULATORY ENVIRONMENT:

A-F Blast Furnace is governed by the Central and State Pollution Control Board requirement and the department proactively fulfills all the regulatory requirements. The department is accredited with the ISO 14001 certification for sound environmental management system. Under this the department all the legal / statutory requirements related to pollution control, waste disposal, and safety are met.

The department has a dedicated team to monitor and improve safety, health and environmental processes with the support of central team. A Safety Health and Environmental committee has been constituted at the departmental level which ensures implementation of all statutory and non statutory needs A- F Blast Furnace adheres to all the financial disciplines as prescribed under various acts, such as income lax, sales tax etc. Minimum qualification and experience for each position up to the officer is defined and persons are selected based on selection criteria comprising of written test and/ or interview. The education level of workers is mainly trade apprenticeship. The supervisors mainly possess a Diploma in various Technical areas. All Officers hold a Degree or a Diploma in Engineering. Contract labor is used in areas of project execution and other low-value adding activities.

EMPLOYEE PROFILE

The category-wise / section-wise strength of the department is given below:

Sl. No. Section No. Of Employees

1. Office 3

2. Cast House 187

3. Labour Gang 15

4. Common Services 11

5. Highline 47

6. Refractory 14

7. SGP 15


8. Coal Injection Plant 17

9. Traffic 187

10. Mechanical 102

11. Stock House 41

12. Electrical 45

Total 684

Product-:

Tata Steel`s Jamshedpur Works produces hot and cold rolled coils and sheets, galvanized sheets, tubes, wire rods, construction rebar’s and bearings. In an attempt to 'decommoditise' steel, Tata Steel has introduced brands like Tata Steelium (the world's first branded Cold Rolled Steel), Tata Shaktee (Galvanized Corrugated Sheets), Tata Tiscon (re-bars), Tata Bearings, Tata Agrico (hand tools and implements), Tata Wiron (galvanized wire products), Tata Pipes (pipes for construction) and Tata Structura (contemporary construction material). Apart from these product

brands, the company also has in its folds a service brand called “steel junction”.

Corus’ main operating divisions comprise Strip Products, Long Products and Distribution & Building Systems Division.

The NatSteel group produces construction grade steel such as rebar’s, ‘cut-and-bend’ cages for construction, mesh, precage bore pile, PC wires and PC strand.

Tata Steel Thailand produces round bars and deformed bars for the construction industry.

Corporate Sustainability:

Regarded globally as a benchmark in corporate social responsibility, Tata Steel's commitment to the community remains the bedrock of its hundred years of sustainability. Its mammoth social outreach programme covers the company-managed city of Jamshedpur and over 800 villages in and around its manufacturing and raw materials operations through uplift initiatives in the areas of income generation, health and medical care, education, sports, and relief.

The Company, fully conscious of its responsibilities to the future generations, has always taken pro-active measures to ensure optimum utilization of natural resources. This is reflected in the ISO-14001 certification that all its operations have achieved for environment management. The


SA 8000 certification for work conditions and improvements in the workplace at the steel works in Jamshedpur, along with its Ferro Alloys and Minerals Division, is a reiteration of its commitment towards the Company's employees. Tata Steel has pioneered numerous employee welfare measures such as the 8 hours working day and the three tier joint consultation system of management which have been the platform for nearly 80 years of industrial harmony in its Steel Works in Jamshedpur.

Production process-


SGDPSLAG

Granulated

Cinder Ladle

RMH(Iron Ore & Fluxes)

Sinter Plant(Sinter)

Coke Plant(Coke)

LD#1 & LD#2Hot

Metal

Torpedo / OT

O2

Steam

Coal Injection

Cold Air Stoves

Hot Air

ChargeHigh Line

Stock House Skip

Process flow

4

Fluxes

Coal

LD1

LD2

Merchant Mill

New Bar Mill

Wire Rod Mill

Hot Strip Mill

Cold Rolling Mill

Lo

ng

Pro

du

cts

Fla

t P

rod

uct

s

C U

S T

O M

E R

RollingCoke Sinter & IronRaw Materials Steel Making

(Internal Customers)

Fines Sinter Plant

Coke Plant

A-F Blast Furnaces Hot

Metal

Iron Ore

Position of A-F Blast Furnaces in CSI Division

2

Milestones and achievement-:

Awards and Recognitions:

Tata Steel India is the first integrated steel company in the world, outside Japan, to be awarded the Deming Application Prize 2008 for excellence in Total Quality Management.

Some Awards and Recognitions received by the Company in the year 2011-2012 are:

Prime Minister’s Trophy for best performing Integrated Steel Plant Think Odisha Leadership Award for contribution towards promotion of Self Help

Groups (SHGs) in Odisha Mr. H. M. Nerurkar, Managing Director, Tata Steel, was conferred with Corporate

Leadership Award Tata Steel topped the list of India's 50 most admired companies in survey conducted

by Fortune India and Hay Group Mr. B Muthuraman, Vice Chairman, Tata Steel Limited was conferred the ‘Padma

Bhushan’ by President Pratibha Patil Tata Steel was named among the world’s most ethical companies by American think

tank, Ethisphere Institute The prestigious CII-ITC Sustainability Prize 2011 The ‘Best Sports Advertisement’ and ‘Best Corporate Involvement in Sports’ at

NDTV’s ‘Marks for Sports’ Campaign CNBC Asia's Corporate Social Responsibility Award at 'CNBC - TV 18 India

Business Leader Awards 2012(IBLA)' Tata Steel bagged the award in the ‘Metal Category’ at the seventh edition of the

prestigious NDTV Profit Business Leadership Awards Mr. HM Nerurkar, Managing Director, Tata Steel has been conferred with theCEO of

the Year Award-2011 by Indian Institute of Materials Management (IIMM) CII National Award for Extraordinary Water Management Thomson Reuters Innovation Award in the “Hi-Tech Corporate” category Best Conscious Capitalist Award by Forbes India

The Ministry of Labour and Employment, Government of India, conferred the prestigious Prime Minister’s Shram Awards for the years 2008, 2009 and 2010, on twenty one employees of Tata Steel

The Good Corporate Citizen Award by Bombay Chamber of Commerce & Industry


Tata Steel and Caterpillar Steel Products alliance was recognised for the prestigious Annual Quality Improvement (AQI) award for significant supply chain improvements

The CSR Leadership Award in the Think Odisha CSR conclave held in Bhubaneswar

FAMD & Wires Division of Tata Steel was awarded the prestigious JRDQV Award

Tata Steel was adjudged winner in 'Corporate Social Responsibility' by Procurement Leaders Forum Tata Steel was adjudged 'Best in Corporate Social Responsibility' by Finance Asia

Tata Steel granted Core Supplier status by PSA Peugeot Citroën, IJmuiden, Tuesday, February 19, 2013

CII-ITC Sustainability Prize 2012 for Tata Steel, New Delhi, Monday, January 14, 2013


HR practices in the organization-:

QUALITY POLICY:

Consistent with the group purpose, Tata Steel shall constantly strive to improve the quality of life of the communities it serves through excellence in all facets of its activities. We are committed to create value for all our stakeholders by continually improving our systems and processes through innovation, involving all our employees.

This policy shall form the basis of establishing and _reviewing the Quality Objectives and shall be communicated across the organization. The policy will be reviewed to align with business direction and to comply with all the requirements of the Quality Management Standard.

ENVIRONMENTAL POLICY:

Tata Steel reaffirms its commitment to minimize the adverse impact of its operation on the environment. Towards this end, it shall endeavor to:

Set sound environmental objectives and targets, and integrate a process of review, as essential elements of corporate management.

Install, maintain and operate facilities to comply with applicable Environmental laws, statues and other regulation.

Conserve natural resources and energy by constantly seeking to reduce consumption and wastage.

Minimize process waste and promote the recovery and recycling of materials.

Phase out pollution-prone processes and install state-of-art technology for pollution prevention, and the continual improvement, in environmental performance.

Develop and rehabilitate waste dumps through afforestation and landscaping.

Develop and environmentally aware work force.This policy has been communicated to all employees of Tata Steel and shall be made available to the public and

interested parties on demand.


SAFETY POLICY:

Tata Steel believes that a healthy worker is the surest basis for its continued success.

Tata Steel therefore is committed to the task of ensuring the safety and safeguarding the health of all its employees.

Importance will be given to continuous training for promoting safety consciousness among all employees. Joint committees of executives and employee’s representatives will supervise the company’s safety measures.

Within his area of responsibility, everyone will be accountable for:

Establishing a safe and healthy work environment. ·

Ensuring compliance with mandatory safety and health requirements.

Proper maintenance and orderly housekeeping to control the risk of damage to plant and equipment.

Insisting on safe working procedures being followed by employees, contractors and visitors.

HUMAN RESOURCE POLICY:

Tata steel recognizes that its people are the primary source of its competitiveness. It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce.

It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their productivity. It will aim at ensuring transparency, fairness and equity in all its dealing with its employees.

Tata steel will strive continuously to foster a climate of openness, mutual trust and teamwork.


ALCOHOL AND DRUGS POLICY:Tata Steel believes that the loyalty and commitment of its employees depend upon the quality of life they are offered at work and at home.

We recognize that indiscriminate use of alcohol and drugs is injurious to the well-being of individuals, their families and the community as a whole. We acknowledge that the misuse of these psychoactive substances is a major health and safety hazard.

Tata Steel is therefore committed to creating an alcohol and drug-free environment at the work place. This would be achieved through the involvement of all employees and the Joint Departmental Councils in spearheading appropriate initiatives.

The initiatives would include:

Raising awareness, through the dissemination of information, education and training and by promoting healthy life styles among our employees and their families.

Motivating those employees who have an alcohol/drug problem, to seek assistance, while maintaining confidentiality about such cases.

HIV (+) & AIDS CONTROL POLICY: Tata Steel would take measures to prevent the incidence and spread of HIV and AIDS in our society. In case of need, the company would arrange to provide counseling and medical guidance to these patients and their families.

Motivating those employees who have an alcohol/drug problem, to seek assistance while maintaining confidentiality about such cases.

STRATEGIC OBJECTIVE OF ’A-F' BLAST FURNACE:

Ensure "Zero" accidents Improving Furnace Campaign Life Achieve the targets on Conversion Cost and Cost reduction initiatives Ensure compliance to MOU with customers Work towards winning DGP.


ENVIRONMENTAL PLAN:

To maintain ISO 14001 certification Plantation of additional trees Develop waste land into greenery Control emission norms within legal norms Check and review waste bins conditions weekly Conduct emergency drills as per the plan Ensure availability of pollution control devices

ROLE OF HR/IR DIVISION IN TATA STEEL


SWOT ANALYSIS OF HR/IR DIVISION OF TATA STEEL

SWOT Analysis is a strategic planning method used to evaluate the Strengths, Weaknesses,

Opportunities, and Threats involved in a project or in a business venture. It involves specifying

the objective of the business venture or project and identifying the internal and external factors

that are favorable and unfavorable to achieving that objective. SWOT analysis for the HR/IR

division of TATA STEEL is as follows:

Strengths:

Loyal workforce.

Responsible union.

In-house training capability.

Retraining and redeployment of surplus workforce.

Weakness:

Low skill profile.

Adverse age mix.

Low productivity.

High labor cost.

Opportunities:

Modernization of existing plant.

Technology Up- gradation.

Closure of unviable / non – core units.

Expansion program.

Threats :


Globalization induced competition.

‘No retrenchment’ policy.

Escalating lab our cost.

MANAGEMENT:

Mr. Cyrus P Mistry - Chairman

Mr. Cyrus P. Mistry is the Chairman of Tata Sons. He was formally appointed as the Chairman of Tata Sons with effect from December 28, 2012.

Mr. B. Muthuraman - Vice Chairman

Mr. B Muthuraman joined Tata Steel in 1966 as a Graduate Trainee. On completion of training, he worked in the areas of Iron-making and Engineering Development for ten years and then moved to the Marketing & Sales Division and spent nearly twenty years there, ultimately rising to the position of Vice President.

Mr. H. M. Nerurkar - Managing Director

Hemant M. Nerurkar has been Executive Director of India and South East Asia of Tata Steel Limited since April 9, 2009 and Managing Director since October 01, 2009.

Conclusion


After doing a study of this project representing on Motivation technique of leading company Tata Steel, I have come to a conclusion that Tata Steel is one of the largest and most widespread of the manufacturing company and well planned in motivational tools, Tata Steel have adopted various technique for all different level of management

In all Tata Steel Organization, new approaches to motivation are being used. In many territories, the strategies are manual but, as automated methods become more pervasive, those mechanisms that support its use will assume greater popularity

Whatever the strategies selected for use, the objective is to motivate employees and make him more qualified, committed individuals into the organizations and ensure that the provision of Tata Steel to the their employee is timely and effective, that the goods are of consistent high quality and that the organizations achieve the objectives for which they have been established

Tata Steel also manage their Monetary and non monetary methods of motivation system between all level of management according to their preference


SECTION-4

METHODOLOGY-:

Introduction-:


Research means scientific and systematic search for pertinent information on a specific topic. According to CLIFFORD WOODY research comprises defining and redefining problem, formulation hypothesis or suggest solution, collecting, organizing and evaluation data-making deductions and reaching conclusion; and at last carefully testing the conclusions to determine whether they fit the formulation of hypothesis

Population and universe-:

Definition - a complete set of elements (persons or objects) that possess some common characteristic defined by the sampling criteria established by the researcher

Composed of two groups - target population & accessible population

Target population (universe)

The entire group of people or objects to which the researcher wishes to generalize the study findings

Meet set of criteria of interest to researcher

Examples

All institutionalized elderly with Alzheimer's

All people with AIDS

All low birth weight infants

All school-age children with asthma

All pregnant teens

Accessible population

the portion of the population to which the researcher has reasonable access; may be a subset of the target population

May be limited to region, state, city, county, or institution

Examples

All institutionalized elderly with Alzheimer's in St. Louis county nursing homes

All people with AIDS in the metropolitan St. Louis area

All low birth weight infants admitted to the neonatal


ICUs in St. Louis city & county

All school-age children with asthma treated in pediatric asthma clinics in university-affiliated medical centers in the Midwest

All pregnant teens in the state of Missours

Sample and sample technique-:

SAMPLING

1.Population refers to the collection of all items about which the researcher wants to study some

characteristics. It may also be called a universe.

2.A sampling frame is the source material or device from which a sample is drawn.

Here sample frame was workers, associate & supervisor.

3. A "sampling unit" is typically thought of as an object that has been sampled from

a statistical population. This term is commonly used in opinion polling and survey sampling

4. Techniques of sampling:- I have used the Simple random sampling technique. It is a

technique, in which every unit of population has equal and known chance of being included in

the sample. It is free from sampling bias. It is a scientific method, is economical, uses theory of

probability and insures accuracy. A few demerits could be it is costly, unsuitable for

heterogeneous population, requires large samples etc.

A sample of 70 employees among them is selected for the study at random. The study is to get

the information about the employees who are satisfied with their working conditions and overall

environment in their working.

THE RESEARCH PLAN:-

DEFINE RESEARCH PROBLEM


http://en.wikipedia.org/wiki/Survey_sampling

http://en.wikipedia.org/wiki/Opinion_polling

http://en.wikipedia.org/wiki/Statistical_population

REVIEW OF CONCEPTS AND RESEARCH THEORIES

RESEARCH DESIGNS

(INCLUDING SAMPLE DESIGN)

COLLLECTION OF DATA

(INCLUDING SAMPLE DESIGN)

ANALYSIS AND INTERPRETATION OF DATA USING

STATISTICAL TOOLS

FINDINGS

SUGGESTIONS

CONCLUSION

(III) DATA COLLECTION TECHNIQUES/TOOLS:-


The relevant data was collected from both primary sources and secondary sources. The starting

point of my information gathering has been the secondary sources such as internet, books, and

journals and so on.

First, I made a study of the employee satisfaction of the manufacturing companies to analyze its

personnel’s satisfaction level through secondary sources such as internet, magazines, and

journals and so on. Then I gathered information about the satisfaction level survey conducted for

employees in Shriram Filaments & Ropes Pvt. Ltd. by interacting with some of the employees &

staff already working for the company.

Primary data:-

In primary data collection, you collect the data yourself using methods such as interviews and

questionnaires. The key point here is that the data you collect is unique to you and your research

and, until you publish, no one else has access to it.

There are many methods of collecting primary data and the main methods include:

• Questionnaires

• Interviews

• Focus group interviews

• Observation

• Case studies

• Diaries

• Critical incidents

• Portfolios

The primary data, which is generated by the above methods, may be qualitative in nature

(usually in the form of words) or quantitative (usually in the form of numbers or where you can

make counts of words used).The main sources used by me are Questionnaires and Interviews.

Secondary data:-

All methods of data collection can supply quantitative data (numbers, statistics or financial) or

qualitative data (usually words or text). Quantitative data may often be presented in tabular or

graphical form.. For example, this could mean using:


Data collected by a hotel on its customers through its guest history system, data supplied by a

marketing organization, annual company reports, government statistics.

Secondary data can be used in different ways:

You can do something with the data. If you use it (analyze it or re-interpret it) for a different

purpose to the original then the most likely place would be in the ‘Analysis of findings’ section

of your dissertation.

Most research requires the collection of primary data (data that you collect at first hand), and this

is what students concentrate on. Unfortunately, many dissertations do not include secondary data

in their findings section although it is perfectly acceptable to do so, providing you have analyzed

it. It is always a good idea to use data collected by someone else if it exists – it may be on a

much larger scale than you could hope to collect and could contribute to your findings

considerably.

Sources can be classified as:-

1.Paper-based sources – books, journals, periodicals, abstracts, indexes, directories, research

reports, conference papers, market reports, annual reports, internal records of organizations,

newspapers and magazines

2.Electronic sources – CD-ROMs, on-line databases, Internet, videos and broadcasts.

The main sources of qualitative and quantitative secondary data include the following:

S3.Official or government sources.

4.Unofficial or general business sources.

It lists references to the following types of sources:

Trade associations

Trade and other journals

Private research publishers

Stock broking firms

Large company market reports


Local authorities

Advantages:-

It is highly convenient to use.

It saves finances

It saves time

Secondary data is data that has already been collected by someone else for a different

purpose to yours.

You can simply report the data in its original format. If so, then it is most likely that the place

for this data will be in your main introduction or literature review as support or evidence for

your argument.

Disadvantages:-

Degree of accuracy is not as high as primary data.

It is difficult to find secondary data which are sufficiently accurate

It is difficult to find secondary data which exactly fit the need of present investigation.

There are many sources of data and most people tend to underestimate the number of sources

and the amount of data within each of these sources.

As secondary data has been collected for a different purpose to yours, you should treat it

with care.

Primary Data Collection:-

Data was collected through an interview schedule and a questionnaire, consisting of closed ended

questions. The schedule covered parameters like overall satisfaction of the employees towards

company, working conditions, their basic salary and pays, employee’s behavior with their

employer and the expectation of employee towards the organization & management.

Secondary data collection:-

The secondary sources include company’s website, books, journals, HR reviews, articles on

internet etc.


Measures-:( About the questionnaire)

Study Measures

Measures are the items in a research study to which the participant responds. They can be survey questions, interview questions, or constructed situations, to name a few. When constructing interviews and surveys, it is important that the questions directly relate to the research questions. Furthermore, it is important that the surveys and interviews are not extremely time-consuming (ideally within a 20-30 minute limit). If an interpreter will be used, simple questions are always better and easily interpreted questions that avoid ambiguity will lead to more accurate results. Lastly, instead of creating a survey it is better to do research to find out if a similar study has been conducted. If so, previous surveys should be used to yield standardized measures for comparison. Irrespective of the form that these measures take, there are several important design elements that are required to make the study effective.

Study measures should:

Take into account the characteristics of the participant.o Use informal language that someone with no experience in the field can

understand.o Be respectful of the cultural context in which the participant has shaped his or her

worldview. Provide neither too much nor too little information. Too much information can be an

unnecessary distraction, while too little information leads to ambiguity and potential misinterpretation of the study measure.

Be brief and specific. Avoid negations, as they can lead to mistakes and can be difficult to understand. Avoid double-barreled questions (questions that ask two questions in one, such as “Do

you support the government’s decision to cut spending to police training and after school programs?”). If a participant would answer “yes” to one part but “no” to another, requesting an answer of “yes or no” to the pair as a whole invalidates the measure.

Use multiple questions to assess the same construct. For example, simply asking a person if they feel “good” about themselves as a measure of self-esteem is not enough. Instead, asking that person several questions about body image, self-worth, and self-evaluation can help paint a better picture of how they are really feeling.

Self-Report

Self-report measures, whether in survey form or in interview form, are easily affected by several biases that the participant may exhibit, and for this reason must be designed carefully by the researcher. The researcher also must be cautious about what kinds of conclusions are drawn from self-report measures. Some potential issues with self-report are:

Social desirability bias: Participants are usually uncomfortable or unwilling to share information that does not reflect well on them in their social environment, even if they know their responses are entirely anonymous. For example, participants may understate or overstate


the extent to which they experience a certain feeling, depending on how socially appropriate or desirable that feeling. Researchers must do their best to make it abundantly clear that anonymity will be preserved for the participant, and honesty must be encouraged. Researchers should also lead with less-intimidating questions to make the participant feel more comfortable before asking anything that might be more difficult to answer honestly. Another option is to structure the question in such a way as to normalize the behavior: “As you know, many people do X… To what extent do you do X?”

Self-evaluation biases: Participants will sometimes bend their answers on self-report measures to better reflect how they “think they should be” rather than how they actually are. This is similar to the social desirability bias, but is more difficult to overcome because anonymity is not the issue here. Instead, bias results from the participant’s evaluation of him or herself. The researcher’s best course of action is to encourage honesty and normalize the behavior or feeling as reviewed above.

Forgetfulness: Sometimes researchers ask participants about their past experiences or feelings without considering the fact that human memory is very plastic. People’s recollections may be inaccurate, and it is important for a researcher to consider this when designing study measures. Self-report measures do play an important role in research, although they should be used with caution. They are essential in situations where the researcher is asking about a participant’s self-concept or seeking to study the specificities of a participant’s experience. Self-report is also very useful for logistical reasons, as it is often the simplest of methods to implement and requires the least resource

Research design-:

A research design serves as a bridge between what has been established (research objectives) and what is to be done while conducting the study to realize those objectives. It anticipates what a company wants in terms of results and the analytical work on the gathered data that will convert into useful findings.

This research is a descriptive research and, by and large, a field and desk research which involved the following procedures:

Collection of data regarding health check up of worker’s. Drafting a questionnaire that was distributed to the worker’s. Analysis of the data collected and illustrating it through graphs and thereby,

interpreting the results.

Finally, forwarding certain recommendations and conclusions to the company.

Data collection-:

Sample Size:


The sample size of this survey is the working employees of A-F Blast furnaces.

Primary Sources of Data:

Direct Interaction to Doctors at Occupational health services and First aid west

zone.

Physical verification of health related posters.

Answered questionnaires.

Secondary Sources of Data:

Company profiles.

Newspapers and magazine articles.

Previous year report.

Text books regarding health.

Literatures.

Journals.

Periodicals.

Internet.

Statistical treatment of data-:

1. Correlation:- In statistics, dependence refers to any statistical relationship between two random variables or two sets of data. Correlation refers to any of a broad class of statistical relationships involving dependence.

2. Standard deviation:- In statistics and probability theory, standard deviation (represented by the symbol sigma, σ) shows how much variation or dispersion exists from the average (mean), or expected value. A low standard deviation indicates that the data points tend to be very close to the mean; high standard deviation indicates that the data points are spread out over a large range of values

3. Mean:- In probability and statistics, mean and expected value are used synonymously to refer to one measure of the central tendency either of a probability distribution or of the random variable characterized by that distribution


http://en.wikipedia.org/wiki/Random_variable

http://en.wikipedia.org/wiki/Probability_distribution

http://en.wikipedia.org/wiki/Central_tendency

http://en.wikipedia.org/wiki/Expected_value

http://en.wikipedia.org/wiki/Statistics

http://en.wikipedia.org/wiki/Probability

http://en.wikipedia.org/wiki/Mean

http://en.wikipedia.org/wiki/Mean

http://en.wikipedia.org/wiki/Statistical_dispersion

http://en.wikipedia.org/wiki/Sigma

http://en.wikipedia.org/wiki/Probability_theory


http://en.wikipedia.org/wiki/Data

http://en.wikipedia.org/wiki/Random_variable


SECTION-6

RESULT AND

DISCUSSIONV.B.S PURVANHAL UNIVERSITY

Demographic data-:

GRAPH-1


REST R

OOMTO

ILET

DRINKING WATE

R

CANTEEN

FIRST

-AID FA

CILITIES

HOSPITA

L

SAFE

TY0%

10%20%30%40%50%60%70%80%90%

100%

HAPPY VS UNHAPPY & NEUTRAL

NEUTRALUNHAPPYHAPPY

INTERPRETATION-:

In graph 1 FY contain %AGE of happy, unhappy& neutral. The %AGE of happy is high then unhappy & neutral. The %AGE ratio find by rest room, toilet, drinking water etc.In welfare facility employee satisfy with safety then other facility.

GRAPH-2


REST R

OOMTO

ILET

DRINKING WATE

R

CANTEEN

FIRST

-AID FA

CILITIES

HOSPITA

L

SAFE

TY0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

HAPPY

UN-HAPPY

NEUTRAL

Interpretation-:

This graph show %AGE of happy, unhappy & neutral. Here it’s identified the high happy %AGE in safety that is 99% .After that in graph %AGE of neutral is 22% in canteen. After that unhappy %AGE is 2% in canteen.

GRAPH-3


1.a 1.b

1.c 1.d

1.e 1.f 2.a 2.b

2.c 2.d

3.a 3.b

3.c 4.a 4.b

4.c 4.d

4.e 4.f 4.g 5.a 5.b

5.c 6.a 6.b

7.a 7.b

7.c0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

0.8

STANDARD DEVIATIONSTD DEV

STANDARD DEVIATION:- The Standard Deviation is a measure of how spread out numbers are.

INTERPRETATION;-

Standard Deviation tell us that how dispersed our data are. A small standard deviation as in questions 3.a, 4.d etc implies that data are close to the mean and a large standard deviation as in questions 1.c and 4.g show that the data are more dispersed from the mean. Hence a standard deviation equal to zero implies that all data are equal.

Pie chart -1


REST ROOM

STRONGLY AGREE 5AGREE 4NEITHER AGREE NOR DISAGREE 3DISAGREE 2STRONGLY DISAGREE 1

INTERPRITATION-:

In this pie chart more employee are neutral.


PIE CHART-2

76%

20%

4%

TOILET


INTERPRITATION-:

In this pie chart %Age of satisfaction is high.

PIE CHART-3


90%

10%

Drinking water


INTERPRITATION-:

In this pie chart %Age of satisfaction is high.

PIE CHART-4


30%

61%

9%

1%

CANTEEN


INTERPRITATION-:

In this pie chart in the case of canteen more employee are agree then other.

PIE CHART-5


93%

4%3%First-Aid box

STRONGLY AGREE 5

AGREE 4

NEITHER AGREE NOR DISAGREE 3

DISAGREE 2

STRONGLY DISAGREE 1

INTERPRITATION-:

In first-Aid box %Age of satisfaction is high then other.

PIE CHART-6


30%

67%

3%

Hospital


INTERPRITATION-:

In the case of hospital more employee are agree.


PIE CHART-7

79%

21%

Safety


INTERPRITATION-:

In the safety %Age of satisfaction is high then other


SECTION -6

SUMMARY CONCLUSION &

SUGGESTIONS-:


Summary-:

Welfare of employee and his family members is an effective advertising and also a method of bying a gratitude and loyality of employees. Employee welfare is a comprehencive term including various services, benefits and facilities offerd by the employer.The basic purpose of labor welfare is to enrich the life of employee and keep them happy and contented welfare facilities enable workers to have a richer and more satisfying life. It raises the standerd of living of workers by indirectly reducing the burden on their pocket. Welfare means improving , faring or doing well. It is a comprehencive term and refers to the physical and emotional well-being and indivisual. Further, the term welfare is a relative concept, relative in time and space. It therefore, varies from time to time, region to region and from country to country.Labour welfare is an important aspect in every organization with some added incentives which enabled the workers to lead a decnd life. There are several agencies involved in the labour welfre work namely the central government employer’s trade union and other social service organization . Welfare services may broadly be classified by in to two categries.

1) Intramural2) Extramural

In order to get the best out of a worker in the matter of production, working condition is required to be large extent. The work place should provide reasonable amenities for the worker’s essential need..Today various medical service like hospital, clinic and dispensary facilities are provided by organizations not only to the employee but also to the their family members. Normally welfare and recreational benefits includes canteen,housing, transportation, education etc.Some large organization set up welfare organization with a view to provide all types of welfare facilities at one centre and appointed welfare benefits continuously and effectively to all employee fairly.

Conclusion-:V.B.S PURVANHAL UNIVERSITY

Labour welfare work aims at providing some such service facilities and amenities which enable the workers employed in an organization to perform their work in healthy congenial surrounding to conductive to good health and high morale labour welfare is a comprehensive term including various services, benefits and facilities offered by the employer. Through such generous fringe benefit the employer makes. Life worth living for employees, the welfare amenities are extended in additional to normal wages and other economic reward. Available to employees as per the legal provision. Welfare measures may also provide by the government unions and non-government. Agencies in addition to the employer. International labour organization. Efforts to life worth living for workers according to the Oxford dictionary “Welfare is fundamentally an

attitude of mind on the part of management influencing the method by which management activities are undertaken.Following are the voluntary labour welfare services by employer

-1) To win over employee’s loyalty and increase their morale.2) To develop efficiency and productivity among workers.3) To reduce of threat of future government intervention.4 ) To make r ec ru i tmen t more e f f ec t i ve .5) To earn goodwill and enhance public image.6 ) T o b u i l d u p s t a b l e l a b o u r f o r c e t o r e d u c e l a b o u r t u r n o v e r a n


RECOMONDATION-:

According to the study, it can be realized that some of the areas has shown soft performance like, Job, the physical environment and job security and advancement. On this point of view, following suggestion can be helpful for enhancement of Satisfaction and Motivation Level of A-F Blast Furnaces employees:

Facility for general amenities should be reviewed frequently. Especially in the areas of canteen, Drinking Water and toilet facilities as most of the employees shown their concern.

There should be timely inspection of food quality and quantity. There should be a separate toilet for female employee in canteen as they find lots of

difficulty in moving so far hence loss of time and energy. The no. of water coolers need to be increased and there should be timely checking of

availability of cold water. The employees should get proper feedback for performance of their work from time to

time to enhance and maintain their moral, motivation and productive capacity. The management should demonstrate and educate the employees about the welfare and

career enhancement program of Tata Steel to increase the level of job security in people. There should be job rotation to avoid boredom of employees.


Bibliography-:

Websites:

www.wikipedia.com

http://steel.nic.in/Perfomance%20budget%20(2005-06)Englishchap2.pdf

http://www.ieIndia.orgpdf8989MM104.pdf

http://article.wn.com

http://steel.nic.in/

http://www.tatasteel.com

http://www.tatasteel.com/newsroom/awards.asp

http://steel.nic.in/Performance%20Budget%20(2005-06)Englishchap2.PDF

http://www.tata.com/company/Articles/inside.aspx?artid=KfibEhYKXcE =

http://www.slideshare.net/pankajhambarde/tata-corus-ppt-presentation

http://www.tatasteelindia.com/sustainability/2011/labour05.asp

Other Sources:

Intranet, TATA STEEL

TMDC library

SNTI library

News Tata steel


http://www.tatasteelindia.com/sustainability/2011/labour05.asp

http://www.slideshare.net/pankajhambarde/tata-corus-ppt-presentation

http://www.tata.com/company/Articles/inside.aspx?artid=KfibEhYKXcE

http://steel.nic.in/Performance%20Budget%20(2005-06)Englishchap2.PDF

http://www.tatasteel.com/newsroom/awards.asp

http://www.tatasteel.com/

http://steel.nic.in/

http://article.wn.com/

http://www.ieindia.orgpdf8989MM104.pdf/

http://steel.nic.in/Perfomance%20budget%20(2005-06)Englishchap2.pdf

http://www.wikipedia.com/

Questionnaire-:

Rest room SA A

NA/ND

DA

SD

1(a) Are you provided rest room (b) The rest room facility are well maintained c) Do you satisfied with rest room & sitting room (d) Sitting room & rest room clean regularly (e) Do you think sufficient space provided (f) Rest room cool & ventilated

Toilet

2(a) In toilet room water provide properly Adequate number of toilets provided (b) Condition of the toilets well maintained

c)Sufficient number of Toilets and washroom at convenient places

Drinking water

3(a) Drinking water quality is good (b) Are You satisfied with the number of tap for cold water c) Number of facilities is adequate

Canteen

4(a)Satisfied with the canteen service provided by the organization

(b) Food quality in the canteen is good c) Are you happy with the quantity of food

(d)DO you wait a reasonable amount of time to receive your order

(e) How would you rate the food overall for nutrition (f) Are you happy with canteen service (g) Say something about calorie chart H Receiving food is coupon way or money way

First-aid facilities


5(a) Is First-aid facility provided (b) First aid box with prescribed contents is available always c) Are you satisfied with first Aid facility & quality of medicine

Hospital

6(a) Are you satisfied with the hospital service quality (b) Are you satisfied with the treatment quality

Safety

7(a) Company cares for the safety of the employees (b) For safety any measures are provided Any scheme for safety are provided

(QUESTIONNAIRE)

EMPLOYEE HAPPINESS SURVEY 2013

PERSONAL DETAILS;-

DEPARTMENT; SECTION;

GRADE; DESIGNATION;

GENDER; AGE;

LENGTH OF SERVICE IN TATA STEEL;

EDUCATION QUALIFICATION;

PLEASE TICK ONE;-


CATEGORY: SUPERVISOR ( ) WORKER ( ) SR.ASSOCIATE ( )

ASSOCIATE ( ) JR.ASSOCIATE( ) OTHERS (

Welfare in organization-:

Green=present, Orange=Low level

Red=Absent

section ET

42 washing facility

(1) separate and adequately screened facilities shall be provided for the use of male & female workers

(2) such facilities shall be conveniently accessible and shall be kept clean

43 storing & drying cloths(1) standards of adequate and suitable facilities for washing

44 sitting facility

(1)In every factory suitable arrangement for sitting shall be provided & maintained for all worker take advantage of any opportunities for rest which may occur in course of the work



45 first-aid application(1) There shall in every factory be provided at 150 workers present in factory

(2) In every factory wherein more than five hundred workers ordinarily employed there shall be provided & maintained an ambulance room of the prescribed size

(3) and those facilities shall always be made readily available during the working hours of the factory

(4) who holds a certificate in first-aid treatment recognised by the state government readialy available during the working hours of the factory


(5) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard

46 Canteen

(1) the state government may make rules requiring that in any specified where in more than two hundred & fifty workers are ordirenly employed

(b) the constitution of a managing committee for the canteen &representation of the workers in the management of canteen

(c) the items of expenditure in the running of the canteen which are not to be taken in to account in fixing the cost of foodstuffs

47 shelter, rest rooms & lunch rooms>150 employee shelter room & lunch room should be provide

Drinking water facility should be provided at shelter/rest room.

Rest room should be cool & ventilated

Furniture & other equipments should be their in rest room.

48 Crèches

(1) In every factory wherein more than thirty women workers are ordinarily employed there shall be provided

(2) maintained a suitable room or rooms for the use of children under the age of six years of such women

Suitable facility for mother & their babies.

(4) requiring the provision in any factory of free milk or refreshment or both for such children

(5) requiring that facilities shall be given in any factory for mothers of such children to feed them at the necessary intervals

Providing necessary intervals to feed babies.

49 Welfare officers At >500 employee a welfare officer should be there

(2)The State Government may prescribe the duties, qualifications & condetion of service officer employed

50 Power to make rules (1) Welfare officer have power to make the rule

(2) representatives of the workers employed in the factory shall be associated with the management of the welfare arrangement of the workers


report on welfare of tata steel

Law