Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western C by Sanjay Gupta

PROJECT REPORT ON “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.” for the period June-July 2009 In partial fulfillment Of MASTER’S DEGREE In MASTER OF BUSINESS ADMINISTRATION

DECLARATION

I, Ms. XYZ, Hereby declare that the Project Report entitled “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.” for the period June-July 2009 is submitted by me for the partial fulfillment of MBA at XYZ Institute of Technology & Science, Ramtek. This report is an original work prepared/done by me and it has never been submitted to any university/institution for the award of any degree/diploma.

Place: XYZ Date:

XYZ

PROPOSAL

ENROLLMENT NO.

XYZ

NAME OF THE INSTITUTION

XYZ

NAME

XYZ

ADDRESS

XYZ

TITLE OF THE PROJECT

Study & Understand the Opinion of Labour Welfare

Social

Security

Measures

Implemented in Western Coal Fields Ltd., Nagpur.” for the period June-July 2009” SUBJECT AREA

Human Resourse Management

NAME OF THE GUIDE

XYZ

PREFACE

Student life is a constant process of learning. It aims at developing a student’s overall personality, creativity and innovation. Learning includes both theoretical and practical aspects. Theory can be understood only through practical work. This project is a practical fieldwork, which has taught us many things including field study. Rapid industrialization and urbanization have made employee dependent on capitalists. Inflation has made their lot poor and they find it difficult to maintain their standard of life. In such a situation. Employee welfare facilities enable employee to live a richer and more satisfactory life. Employee welfare is in the interest of the employee, employer and the society as a whole. For the employee, welfare measures help to counteract the negative effect of this board. These measures enable the employee and his family to lead a good life. Welfare facilities like housing, medical, and children’s education, recreation, etc help to improve the family life of employees. For the employer, welfare measures lead to higher moral and productivity of labour. Employee welfare is also in the interest of the larger society because the health, happiness and efficiency of each individual represent the general well being of all. The project is entitled “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.” is undertaken to study the important aspect of Human Resources.

ACKNOWLEDGEMENT Every project big or small is successful largely due to the effort of a number of wonderful people who have always given their valuable advice or lent a helping hand. I sincerely appreciate the inspiration; support and guidance of all those people who have been instrumental in making this project a success. I, the student of XYZ

(Department Of Management Studies), am extremely

grateful to “Western Coalfields Ltd, Nagpur.” for the confidence bestowed in me and entrusting my project entitled “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur, for the period June-July 2009” with special reference to Western Coalfields Ltd, Nagpur. At this juncture I feel deeply honored in expressing my sincere thanks to XYZ (Personnel Manager) for making the resources available at right time and providing valuable insights leading to the successful completion of my project. I express my gratitude to Dr. XYZ for arranging the summer training in good schedule. I also extend my gratitude to my Project Guide Ms. XYZ, & Co-Guide Mrs. Shilpi Bose, Faculty D.M.S., KITS, RAMTEK who assisted me in compiling the project. I would also like to thank all the faculty members of XYZ College for their critical advice and guidance without which this project would not have been possible.

Last but not the least I place a deep sense of gratitude to my family members and my friends who have been constant source of inspiration during the preparation of this project work. DATE – PLACE -

XYZ

INDEX Sr. Contents no. Executive Summary 1. 1.1 1.2 2. 3. 4. 5.

Introduction Objectives Literature Review Company Profile Theoretical Background Research Methodology Data Analysis & Interpretation

Conclusion

Findings

Recommendation

Limitations

Page no.

Bibliography Annexure

Executive Summary

Executive Summary People are industry’s greatest assets and most important resource. Since most people use only a percentage of their talents and abilities for them to realize their full potential is always profitable for an organization. The HR functioning is changing with time and with this change, the labour welfare & social security measures are also changing. The labour welfare & social security measures are now equally important with that of other HR functions. Welfare Measures may be provided for matters concerning employees which are not immediately connected generally with their place of work. These matters will include individual services related to employees. This will also include the Group services, which may include the provision of social and sporting activities, child care facilities. In any organization employee welfare rests mainly on the abstract grounds of social responsibility of the organization for those who work in them. Simply it is mean that it is the realization that in exchange for offering their services, employee are entitled to rather more than their pay, benefits, healthy and safe system of work. One of the main objectives of Nationalization of Coal Mines was to ameliorate the living conditions of the workers engaged in Coal Industry. It is known that the coal mining is a war during peace time. The workmen engaged in mining industry faces numerous hazards , since they fight the natural balance of earth crust. While doing so the nature reacts and takes toll. It is, therefore, necessary to keep the work force mentally and physically alert to win the war. The coal industry after nationalization has undertaken the welfare of the workers as a task assigned to itself and the attention paid is comparable to that of efforts put in for “ production” and

“safety” .

Western Coalfield Ltd., has recognized that welfare of employees by improving quality of life of the employees in particular and their family members in general will help to give thrust to the objective of WCL of improving production and productivity. It is an axiom that contended employees can only deliver the goods. It has got direct bearing on the production and productivity. Constant and untiring efforts keeping in view the changing aspirations of the employees are required to be made for not only providing more and

more welfare measures/ amenities to the employees but also to maintain them in perfect order. With this philosophy, in mind the WCL management determinately and steadily adopted all-round welfare of the employees as their own mission in keeping with CIL policy for implementing various welfare measures for employees and their families,

Western

Coalfields Ltd., fully committed not only to implement the welfare activities and schemes related to adequate drinking water ,maintaining proper sanitation conditions in their residential areas , providing educational facilities to the ward of the employees with due transport facilities and development of sports and recreational facilities for proper growth and entertainment of the employees and families, simultaneously we have recognized the responsibility to provide recreational and rehabilitation facilities to the population affected due to Mining operations and living in and around coalfields. With a view to achieve betterment in the welfare facilities and thereby attaining better quality of life, every year, competition is held in all units to have participation of employees and union representative which has indeed resulted in achieving much better status of welfare facilities provided and thereby elevated quality of life of employees. This research work is taken up with the intention of improving the welfare & social security measures which was facing some labour problems in the past. The data is collected by questionnaires survey, interviews with the different sectional heads, companies policies, records, exit interviews files. By studying above here it has been concluded that the welfare & social security measures are adequate but still there is need of some improvement and some addition in their welfare measures. During the study of welfare measures at WCL, it has been observed some of the short coming in welfare measures & their implementations.

INTRODUCTION

INTRODUCTION Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Employee welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.

Definitions Employee Welfare “Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees & by the employers. Through such generous fringe benefits the employer makes life worth living for employees.”

Oxford dictionary defines labour welfare as “Efforts to make life worth living for workers.”

Chambers dictionary defines welfare as “State of doing well.”

Social Security Social security is defined as the “Security that society furnishes through appropriate organizations, against certain risks, to which its members are exposed.” These risks are essentially contingencies against which the individual who has small means cannot protect himself. These contingencies include employment injury, sickness, disablement, industrial disease, old age, burial, widowhood & unemployment.

Social security is also defined as “Endeavour of the community as a whole to render help to the utmost extent possible to any individual during periods of physical distress inevitable on illness during economic distress on reduction or loss of earnings due to illness, disablement, maternity, unemployment, old age or death of working member.” The International Labour Organization (ILO) defines Social Security as "the security that society furnishes through appropriate organization against certain risks to which its members are perennially exposed. These risks are essentially contingencies against which an individual of small means cannot effectively provide by his own ability or foresight alone or even in private combination with his fellows.

Employee welfare has the following objectives: 1.

To provide better life and health to the workers

To make the workers happy and satisfied.

To relieve workers from industrial fatigue and to improve intellectual, cultural and

material conditions of living of the workers 4.

.To win employee loyalty and increase their moral..

To build up stable associate force, to reduce associate turnover and absenteeism.

.To develop efficiency and productivity among workers..

To reduce the threat of further government intervention.

To make recruitment more effective.

To improve the quality of life of employees and to discharge the corporate

obligations to society at large and the community around the coal fields in particular.

10.

Undertake continuous efforts to inculcate safe mining practices and promote safety

management to achieve reduction in accidents in all mines.

11. all

12.

Encourage and practice workers participation in management in letter and spirit at levels.

Provide welfare measures to maintain sound industrial relations and healthy

environment.

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.

Welfare measures are in addition to regular wages and other economic

benefits available to workers due to legal provisions and collective bargaining

Labor welfare schemes are flexible and ever-changing. New welfare

measures are added to the existing ones from time to time.

Welfare measures may be introduced by the employers, government,

employees or by any social or charitable agency.

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.

Importance of welfare measures in Employee relation Good industrial relations depend on a great variety of factors. Some of the more obvious ones are listed below: 1. History of employee relations – No enterprise can escape its good and bad history of employee relations. A good history is marked by harmonious relationship between management and workers. A bad history by contrast is characterized by militant strikes and lockouts. Both types of history have a tendency to perpetuate themselves. Once militancy is established as a mode of operations there is a tendency for militancy to continue. Or once harmonious relationship is established there is a tendency for harmony to continue.

2. Economic satisfaction of workers – Psychologists recognize that human needs have a certain priority. Need number one is the basic survival need. Much of men conducted are dominated by this need. Man works because he wants to survive. This is all the more for underdeveloped countries where workers are still living under subsistence conditions. Hence economic satisfaction of workers is another important prerequisite for good employee relations. 3. Social and Psychological satisfaction – Identifying the social and psychological urges of workers is a very important step in the direction of building good employee relations. A man does not live by bread alone. He has several other needs besides his physical needs which should also be given due attention by the employer. An organization is a joint venture involving a climate of human and social relationships wherein each participant feels that he is fulfilling his needs and contributing to the needs of others. This supportive climate requires economic rewards as well as social and psychological rewards such as workers’ participation in management, job enrichment, suggestion schemes, re-dressal of grievances etc.

4. Off-the-Job Conditions – An employer employs a whole person rather than certain separate characteristics. A person’s traits are all part of one system making up a whole man. His home life is not separable from his work life and his emotional condition is not separate from his physical condition. Hence for good employee relations it is not enough that the worker’s factory life alone should be taken care of his off-the-job conditions should also be improved to make the employee relations better.

5.Enlightened Trade Unions – The most important condition necessary for good employee relations is a strong and enlightened labor movement which may help to promote the status of labor without harming the interests of management, Unions should talk of employee contribution and responsibility. Unions should exhort workers to produce more, persuade management to pay more, mobilize public opinion on vital labor issues and help Government to enact progressive labor laws. 6.Negotiating skills and attitudes of management and workers Both management and workers’ representation in the area of employee relations come from a great variety of backgrounds in terms of training, education, experience and attitudes. These varying backgrounds play a major role in shaping the character of employee relations. Generally speaking, well-trained and experienced negotiators who are motivated by a desire for industrial peace create a bargaining atmosphere conducive to the writing of a just and equitable collective agreement. On the other hand, ignorant, inexperienced and ill-trained persons fail because they do not recognize that collective bargaining is a difficult human activity which deals as much in the emotions of people as in their economic interests. It requires careful preparation and top –notch executive competence. Parties must have trust and confidence in each other. They must possess empathy, i.e. they should be able to perceive a problem from the opposite angle with an open mind. They should put themselves in the shoes of the other party and then diagnose the problem. Other factors which help to create mutual trust are respect for the law and breadth of the vision. Both parties should show full respect for legal and voluntary obligations and should avoid the tendency to make a mountain of a mole hill. 8. Better education: -

With rising skills and education workers’ expectations in respect of rewards increase. It is a common knowledge that the industrial worker in India is generally illiterate and is misled by outside trade union leaders who have their own axe to grind. Better workers’ education can be a solution to this problem. This alone can provide worker with a proper sense of responsibility, which they owe to the organization in particular, and to the community in general. 9. Nature of industry: In those industries where the costs constitute a major proportion of the total cast, lowering down the labor costs become important when the product is not a necessity and therefore, there is a little possibility to pass additional costs on to consumer. Such periods, level of employment and wages rise in decline in employment and wages. This makes workers unhappy and destroys good industrial relations. Various benefit provided to the employees may be classified on different bases. One classification may be in term of Statutory and Non-statutory welfare measures.

Types of Welfare measures

Statutory

Non-Statutory Welfare Measures

Statutory Welfare Schemes: Statutory Welfare Schemes are those which are mandatory provided under the provisions of various Acts as given below: 1.

Factory Act,1948

Mines Act,1952

The plantation labour Act, 1951

Employer’s state Insurance Act, 1948

Workers Compensation Act, 1923

1. Factory Act, 1948: The factory Act, 1948, was conceived in 1881 when legislation was enacted to protect children and to provide health and safety measures. In 1911, the hours of work were regulated and incorporated in the Act. In 1934, following the recommendations of the Royal Commission of Labour, the act was amended. A more Comprehensive legislation to regulate working conditions replaced the act in 1948.

2. Mines Act,1952: The Mines Act, 1952 is to regulate the working condition in mines and to provide for certain amenities to workers employed therein. It extends to the whole of India .Section 1(3) of the Act provides that the Act shall come into force on such date or dates as the Central Govt. may, by notification in the Official Gazette, appoint and different dates may be appointed for different provisions of the Act for different States but not later than 31st dec,1953.

3. The Plantation Labour Act, 1951: The Act has been enacted to provide for the welfare of labour and to regulate the condition of work in plantations. It extends to the whole of India except the State of Jammu& Kashmir. It came into Force on 1 st April, 1954. The Act was amended in 1960, 1961, 1981 and lastly in 1986.

4. Employers state Insurance Act, 1948: The Act is a landmark in the history of social security in India and its object is to introduce social insurance by providing for certain benefits to employees in case of sickness , maternity and employment injury. The Act provide for

medical care and treatment,

payment of cash benefits during sickness , maternity and employment injury , pension to

the dependents on the death of a worker due to employment injury and funeral expenses not exceeding Rs.1,000 towards expenditure on funeral of an insured person.

5.Workmen’s Compensation Act, 1923 In addition to safety and health measures, a provision for the payment of compensation has also been made under this Act. The Act covers the employees whose wages are less than Rs.500 per month. Amount of compensation depends on nature of injury and the monthly wages of employee. In case of death of the employee, his dependents are eligible for compensation.

Non-Statutory welfare schemes: 1. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs.

2. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters

3. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

4. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves Paternity leave.

5. Medic-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

6. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. Injury policies have also been introduced by various companies.

7. Wages and salary: The main objective of wages and salary administration is to establish and maintain an equitable wage and salary system. This is so because only a properly developed compensation system enables an employer to attract , obtain and retain and motivate people of required caliber and qualification in his/her organization.

8. Safety: The Act provides 20 different sections on obligatory safety measures, e.g., the fencing and covering of dangerous parts of machinery in operation prohibition of young persons and females from handling cleaning and lubricating machines, provision of suitable striking gear, bolt, spindle and pinion. 9. Canteen facilities:

Cafeteria or canteens are to be provided by the employer so as to that they can work safely during the night shifts. 10. Grievance procedure: The Grievance procedure is one of more important means available for employees to express their dissatisfaction. It is also a means available to management to keep a check on relevant diagnostic data on the state of the organization health. There are other mean also for this, such as decline in production/Output change in an individual’s work habit.

Non-Statutory welfare: A Model: Although many non-statutory welfare activities either started as paternalism or on account of the aggressiveness of union in India, the workers and unions today take them very seriously as an important compensation for their work. In some cases they have almost become property rights and any hint of eliminating them causes serious concern and frustration among the workers, often leading to go slows, gheraos, and strikes. The management, thus, has to be concerned with the efficacy and cost of non-statutory benefits. Non-statutory welfare activities are more difficult to budget than salary. They often turn out to be more expensive than had been visualized. Under such circumstances, the management becomes extremely critical of this activity. On the one hand management has to consider the costs involved, and on the other, the probable repercussions of not offering these benefits, i.e., the cost and the benefit of these measures, to the organization. The management has to consider the motivational has to consider the motivational effect such activities on work and other productive behaviors. What sort of reaction do these benefits elicit? Are they desirable from the point of view of management? Are non statutory benefits taken for granted by workers or to do they mentally add it to their wages? These are some important question that requires consideration. No study has been

done in India, so far, to see the effect of non statutory welfare on productivity, particularly because it is difficult to isolate the effect of such benefits. But the growing cost of this activities warrants in depth studies to understand and possibly predict, the effect of nonstatutory welfare activity on productivity. Finally, manager must keep in mind non-statutory welfare will result in sense of gratitude and loyalty among employee and motivate them to work hard. Generous benefit might however, create a sense of overdependence among workers. The manager has thus, to insure non-statutory welfare help the organization to grow and not retard its growth by kicking back and defeating the very purpose for which it was created. However, nonstatutory welfare is comprised mainly of hygiene factors and not of direct motivators, and the capacity of these factors by themselves to elicit increased productivity is debatable.

Model A new model is suggested to orient non-statutory welfare activities from a different perspective. The purpose is to make such activities more meaningful for organizational productivity. It should be clarified at the outset that management is concerned with productivity and not job satisfaction. A general fallacy is that job satisfaction and productivity are synonymous, or that high job satisfaction will lead high productivity. Evidence, in fact, points to contrary. The two are very different and one does not necessarily determine the other. In fact, even the conditions that determine the two are very different. HAFEEZ has listed six broad categories of factors that determine job satisfaction of Indian employees:  Personal adjustment of workers  Nature of work

 Relationship with other workers  Nature of supervision  Company set -up and its relationship with union  The social status of his job in the community. Productivity on the other hand has been formed to be determined largely by the quality of machine and raw material, R&D, industrial relation, institutional set-up, ability and skills of work force, incentive system, etc… Individuals are motivated to achieve certain goals which result in satisfaction. Productivity in seldom a goal itself but is more a means to goal attainment. In most cases, productivity and job satisfaction are unrelated except when productivity is perceived as a path to certain important goals. Thus job satisfaction is more broad-based and encompasses various condition and situation and sometimes productivity is also included in it. However, the bulk of the evidence suggests no relationship between job satisfaction and productivity. Since productivity is of prime concern to an organization, we will deal here with productivity and not with job satisfaction. The model that is followed for non-statutory welfare is represented below:

Non-Statutory welfare

Company satisfaction

Productivity

Company satisfaction is a state of positive feeling towards the company, feeling expressed in

loyalty, faith and an attitude that the company is concerned with the welfare of its

employees. This model maintains that welfare activities will generate company loyalties, and assumes that such allegiance will lead to productivity. It is a paternalistic approach. The non-statutory welfare provisions, thus, are made to generate a pride and satisfaction

with the organization, an organization which is generous enough to be concerned with the “care” and well-being of its employees. Although increased productivity is one of the objectives of non-statutory welfare in Indian industry by and large, the motivation for such measures has been philanthropic; a feeling that workers suffer from poverty and need to be cared for. It is Felt that if they are properly looked after they will be loyal to the company Thus, in the existing model, though it may be true that non-statutory welfare can lead to high company satisfaction, it is doubtful if high company satisfaction will necessarily lead to high productivity. Hence, if the concern is with increasing productivity, the existing model has to be modified.

The models suggested here reverse the position of productivity and company satisfaction. The new model is represented below:

Non-Statutory welfare

Productivity

Customer Satisfaction

The model suggests that non-statutory welfare will directly influence productivity. Once this relationship is established, high productivity may lead to high satisfaction. Non-statutory welfare, in addition to providing the usual social benefits, should be linked with such concepts as workers’ participation and job enrichment. This calls for a shift in emphasis. Let an increase in productivity be not the indirect function of welfare but a direct outcome of this measure. The concept of welfare has to be delinked from social service. It has to be broad

based to include job contents. Most welfare measures have been concerned with job context activities. If organizations are genuinely interested in the workers’ welfare, they have to provide meaning in their jobs by increased participation and greater discretion and variety.

EVOLUTION OF SOCIAL SECURITIES: Social security policies were political responses for the quest of stability as was introduced by Germany’s Bismark as social insurance. A study on social security by ILO in 1984 describes three stages. Initially employers had a paternalistic and poor relief approach although it was not entirely accepted due to political reasons. Secondly insurance schemes based on compulsory premia in the form of pensions and sick pay came into vogue. And on the third stage maintenance and enhancement of quality of life was aimed at. Among industrial countries the formal social security approaches differ depending upon the perspective of the government. Nevertheless the considerable progress of social security schemes in these various countries in recent years, is to be accredited to the strong

efforts and activities of the International Labour Organization. The International Labour organization was founded in 1919 with primary purposes of improving the working and living conditions and promoting social justice throughout the world. The ILO drafted the standards of social insurance laws in 1920. A convention on maternity benefits was adopted in 1919. On validity, old age and survivorship insurance a convention was adopted in 1921, 1925, 1933 respectively. And in 1928 and 1934 a convention was adopted in minimum wages and unemployment insurance respectively, until June, 1930, 29 out of 132 conventions and 27 out of 136 recommendations have helped in formulating international standards regarding social security. Apart from ILO, the United Nations, The Europian Economic Community ,The World Health Organization and the League of Arab States, have worked jointly with the ILO to achieve a comprehensive social security programme

for workers . Furthermore the

recommendations on income security and medical care adopted in 1944 were the latest provisions of social security. And in 1952 the social security (minimum standards) conventions divided social security measures into components.

1. Sickness benefits 2. Unemployment benefits 3. Old age benefits 4. Medical care 5. Family benefits 6. Invalidity benefits 7. Maternity benefits

8. Employments injury benefits 9. Survivors benefits Nevertheless, the origin of social security goes back to the nineteenth century when the individual and urban way of life developed. People started leaving their own lands, in Europe in particular to industrialized areas. This posed a new social problem in the society. People with similar problems started growing up to drain the source of their problems in the form of trade and outs on guilds. Missionaries and religious institution played an important role in curbing social problem when hardships struck.

Classification Of Social Security Measures: There are two classification of social security with different origins and revolutionary process and approach but both of them serve the same ends. They are Social Insurance and Social Assistance.

Social Insurance: Social insurance is what people get for what they have previously contributed without means test or fulfillment of any criteria. In other words the benefits are in proportion to the premium paid. Social insurance has the following principal features: 1. A person’s right of benefit is secured by his contribution but not by any kind of test. 2. Benefits are paid out of special funds from of accumulated contribution. 3. Participation in obligatory. 4. Social insurance is financed from by contributions which are shared by employers and workers. In social insurance surplus funds which are not currently needed to cover benefits are usually invested to earn further income. Social insurance is the largest social welfare system of most countries.

Social assistance: Social Assistance according to the definition of ILO is a “Service or scheme which provides benefits to persons of small means as of right in amount sufficient to meet minimum standards of need and financed from taxation.” Social Assistance is financed from general revenues but not from individual contributions of participants of the scheme. People who are entitled for such benefits are prescribed by statute and are required to have limited income and assets. Apart from this other conditions may also be prescribed , for example, the people who are to be entitled to this benefit may have to prove that they have no relatives to assists them financially. The assessment of the claimant financial status is known as means test. Social assistance have the following major feature: 1. Other incomes and resources are to be put into account during assessment of need. 2. The whole cost is to be covered by the government, 3. Benefits are paid as of legal rights in the prescribed categories of need.

OBJECTIVES

Title “Study & Understand the Opinion of Labour Welfare & Social Security Measures Implemented in Western Coal Fields Ltd., Nagpur.” Aim This research work aims at understanding the welfare & social security measures and provides guidance in the future.

Objectives: 1.

To study & understand the labour welfare

& social security measures. 2. & social security measures implemented

To study & understand the labour welfare in W.C.L, Nagpur.

Perceptions of employees towards welfare

& social security measures implemented in W.C.L, Nagpur.

LITERATURE REVIEW REVIEW REVIEW

Literature Review “Wellness in organizations” should focus on the well being of individual workers. At a time when the wellness of individuals is increasingly being threatened in our workplaces, I argue that one way wellness can be sought is through careful examination of routine organizational practices. To make this point, I look to the problem of bullying in organizations and, in particular, traditional organizational responses to bullying. The paradoxes of protective legislation and protective workplace policies are explored, before numerous organizational masks that serve to bolster these paradoxes are discussed: the mask of stereotypes; the mask of Alternative Dispute Resolution (ADR); the mask of counseling; and the mask of training. The way towards wellness in organizations lies with the recognition of unintended distortions and limitations on existing legislation, policy

and

process,

and

the

critical

assessment

traditional

remedies.

Margaret H. Vickers, (November 2006) There persists a considerable amount of controversy in the economics literature as to how to explain the large variation in wealth holdings at retirement. One aspect that has been difficult to assess in empirical studies is the role of expectations regarding future retirement income and how it influences saving behavior. In this paper the authors investigated the effect of deviations between individuals’ anticipated and realized Social Security 20 benefits on several measures of well-being in retirement, such as the change in consumption expenditures at retirement, a self-assessed measure of how retirement years compare to the years before retirement, and whether the individual is worried about having enough income to get by in retirement. Using longitudinal data from the Health and Retirement Study, it was found clear evidence that people who over estimated their Social Security benefits are worse off according to several measures of well being in retirement.

They tend to have larger negative consumption expenditure changes at retirement than those who under estimated or correctly estimated their benefits. Once retired, they have more worries about how to get by with the resources they have. They also more often report that retirement years turned out worse than expected. In Multivariate analyses, these conclusions remain valid, although significance levels are sometimes low. This relationship seems to be more pronounced for respondents who claimed benefits earlier than anticipated than for respondents who were simply misinformed. Susann Rohwedder, ( May 2006), Et.al This study examines the effects of pay-as-you- social security programs in aging economies when the middle-aged both educate their dependent children and subsidize the retirement of the old. Using an overlapping generations framework in which agents are three-period lived but timing of death in the third period is uncertain, we analyze the effects of social security tax schemes, under various demographic assumptions, on capital accumulation, education expenditures, social welfare, and economic growth. It has been found that in many cases social security crowds out education, and reduces economic growth and social welfare. Rowena A. Pecchenino (November 1999), Et.al Staff spends at least half their waking time at work or in getting to it or leaving it. They know they contribute to their organization when they are reasonably free from worry, and they feel, perhaps in articulately, that when they are in trouble they are due to get something back from the organization .People are entitled to be treated as full human being with personal needs, hopes and anxieties; they are employed as people, they are employed as people, they bring themselves at work, not just their hands, and they cannot readily leave their trouble at home. Martine (1957)

Adequate welfare facility should avail in the organization. As , Absenteeism is also due to inadequate welfare facilities to workers, for a vast majority of industries lists in India still look upon welfare work as a barren liability rather than a wise investment . The

National Commission on Labour observes. “The Statutory welfare amenities have not been properly and adequately provided. In several cases, particularly in medium and small sized units, the standard are distinctly poor. The studies made by some states in respect of the different components of welfare include sanitation, washing and bathing facilities, first aid appliances, ambulance rooms, drinking water, which strengthen the general impression that compliance with statutory welfare provision is half-hearted and inadequate, “fed up with the absence of basic facilities, the worker often migrates to his rural home. Mamoria C.B, Gankar S.V (2003)

The introduction of the factory system had a profound effect on social relationships and living conditions. In earlier times the feudal lord and the guild master both had been expected to take some responsibility for the welfare of the serfs, apprentices, and journeymen who worked under them. By contrast, the factory owners were considered to have discharged their obligations to employees with the payment of wages; thus, most owners took an impersonal attitude toward those who worked in their factories. This was in part because no particular strength or skill was required to operate many of the new factory machines. The owners of the early factories often were more interested in hiring a worker cheaply than in any other qualification. Thus they employed many women and children, who could be hired for lower wages than men. These low-paid employees had to work for as long as 16 hours a day; they were subjected to pressure, and even physical punishment, in an effort to make them speed up production. Since neither the machines nor the methods of work were designed for safety, many fatal and maiming accidents resulted. In 1802 the exploitation of pauper children led to the first factory legislation in England. That law, which limited a child's workday to 12 hours, and other legislation that followed were not strictly enforced. Bellesiles Michael .A (1998) Welfare programs aimed at helping people unable to support themselves fully or earn a living. Welfare recipients include elderly people, people with mental or physical

disabilities, and those needing help to support dependent children. People in the United States most commonly use the term welfare to refer to government-funded programs that provide economic support, goods, and services to unemployed or underemployed people. Professionals in the field of public policy and social work use the term social welfare in a broader sense to describe any program, either privately or publicly funded, that helps people to function more fully in society.

Corbett Thomas (2000)

COMPANY PROFILE

W.C.L VISION

“TO EMERGE AS A KEY PLAYER IN THE PRIMARY ENERGY SECTOR TO THE COUNTRY BY ATTAINING ENVIRONMENTALLY & SOCIALLY SUSTAINABLE GROWTH THROUGH BEST PRACTICES FROM MINE TO MARKET.”

W.C.L CORPORATE MISSION

“THE MISSION OF WESTERN COALFIELDS LIMITED IS TO PRODUCE AND MARKET THE PLANNED QUANTITY OF COAL EFFICIENTLY AND ECONOMICALLY WITH DUE REGARD TO SAFETY, CONVERSATION AND QUALITY.”

Branches Of Coal India Limited

• World’s largest coal mining company. • Responsible for approximately 85% of total Indian production. – 324 million tons in 2005. Western coal field is a subsidiary of Coal India Ltd., with its headquarters situated at Nagpur. Till the inception of seventies the non-working coal mines were under the public and private sectors. The public sector mined governed by the National Coal Development Corporation (NCDC) with its headquarters located at Ranchi. The year 1971 marked nationalization of cooking coal mines and the management was entrusted to Bharat Cooking Coal ltd., (BCCL). The Nationalization of non cooking coal mines took place by the presidential ordinance in Jan, 1973. The management of non cooking coal mines was entrusted at Calcutta.

In 1973, the coal mines authority mines covered under the central government by a parliamentary act and coal mines. Authority was changed to coal mines. Authority Ltd(CMAL) a company incorporated under the Indian Companies Act 1951. For the purpose of administration conversance the CMAL is divided into 3 divisions. a) Coal mines authority ltd., ( Eastern) b) Coal mines authority Ltd., ( western) c) Coal mines authority Ltd., (Central)

In 1975 , the government of India recognized the CMAL set up to give more autonomy to the division and thus it changed the coal mines authority Ltd into coal india ltd (CIL) , which became the holding company with effect from 29th October 1975. The western coal Field ltds., was one of the subsidiary of coal india ltd has its own jurisdiction spread over in the states of M.P, Maharashtra and Orissa (excluding Talchem). The main headquarters of this subsidiary is located in Nagpur division.

This division is headed by an executive director, with headquarters at Nagpur.

Wardha

valley

area,

Chandrapur

District. 2. and Nagpur

Nagpur area including congress nagar

Patherkhera area, Ghorandangri, Betul

District 4.

Pench area, Chindwara District

Kanhan area (Junardeo)

ORGANISATION STRUCTURE OF W.C.L: The different levels of management in W.C.L are under : 1. Board of Director 2. Chairman cum managing Director functional directors. 3. Departmental Heads/ General managers in areas. 4. Agents/ sub-area managers at group level. 5. Manager at unit level.

The organizational structural of W.C.L comprises of tier- system.

a. The corporate level b. Area level c. Sub-area level d. Unit level

ORGANISATION LIMITED:

CHART

WESTERN

COALFIELDS

Objectives of Western Coal Fields Limited (WCL)

 To emerge as Flagship subsidiary company of Coal India Ltd by achieving all the performance parameters of MOU by ensuring multidimensional growth on all counts  Adoption of new mining technology, both in opencast and underground.  To improve the quality of life of employees and to discharge the corporate obligations to society at large and the community around the coal fields in particular.  Undertake continuous efforts to inculcate safe mining practices and promote safety management to achieve reduction in accidents in all mines.  To lay more thrust on afforestation, protection of environment and control of pollution.  Formulation and approval of new projects using the expertise of CMPDI to meet the future coal demand.  Strengthening of bondage of relationship and mutual trust with all stakeholders especially Project

Affected People (PAPs), consumers, suppliers and service

providers. Etc.  Encourage and practice workers participation in management in letter and spirit at all levels.  Skill development of employees through innovative training practices, on the job as well as in the classroom.  To give Philip to corporate image building, by maintaining transparency and adopting Best Business Practices.

AWARDS WON BY WCL

W.C.L has won number of awards for environment, social responsibility, innovative HR practices nationally & internationally such as Awards Vanashree Jawaharlal Nehru Memorial Indira

Year 1992 1994

Instituted/Presented by Maharashtra Government International

1994

Greenland and Society National Wasteland

Priyadarshini

Development

Board,

Vrikshamitra World

MoEF International

Association

1997

Environment Congress

of Educators for World

Social Forestry India 2000 Millenium

Peace Govt. of Maharashtra Int.Association

1998 1999

of Educators for Jawaharlal

2001

World Peace International

Nehru Memorial Award Indira Gandhi Memorial 2004

Greenland Society International Greenland

(National Award)

Society

LOCATION OF COAL INDIA STATIONS ALL OVER INDIA

HIERACHY OF EXECUTIVES CATEGORY E9

- Executive Director

- General Manager

- Additional General Manager/DGM

- Senior Manager

- Manager

- Deputy Manager

- Senior Account Officer

- Sr. Asst. Account Officer

- Asst. Account Officer

THE MAIN TASKS OF ESTABLISHMENT SECTION  Salary  Traveling Allowance  Leave Travel/Concession  Staff Advances  Miscellaneous Payment  Medical Allowance  Provident Fund  Pension  Insurance  Gratuity

SALARY The first thing that comes while preparation of salary is absenteeism of the employee.. For the calculation of absenteeism of the employee an absentee statement is prepared by HR which is finalized with the approval of HOD of each department. This statement contains the details regarding the presence and absence of employees, the type of leave taken by him and shift duty done by him in a month. This statement is further sent to Finance department for updation & validation. Thus the salary automatically tallies the absentee data and goes into payroll. The establishment department does the salary processing and prepares a pay slip. The salaries of employees are given through bank. The bank-list is prepared which contains the name, employees’ number, account number of an employees and this list has sent to bank. Thus, in this way the salary reaches in employees account. TRAVELING ALLOWANCE This allowance is paid to employee for any traveling done in the benefits of the company. These are three types of TA given to WCL employees which is mainly paid through cash payment voucher:  Official Tour  Medical Tour  Transfer Tour It’s refers to the tour/ journey for official purposes, for which following expenses are provided.

 Conveyance fair as per entitlement.  Local conveyance charges as per entitlement.  Hotel charges as per entitlement.  DA as per entitlement and according to city.  Miscellaneous payment: telephone charges, reservation charges, extra day stay, cancellation of ticket etc. as per entitlement.  It refers to the tour/ journey made by the employees to any place for treatment, in case of some diseases to him or any one of his dependent. For such kind of treatment, he must get referred by the WCL doctor and get approved by the competent authority. The various entitlements are:

Conveyance fair as per entitlement.

Local conveyance charges: from station to the hospital.

Medical expenses.

THEORETICAL BACKGROUND

LABOUR WELFARE & SOCIAL SECURITY Man’s quest for solutions of various problems of the society especially that of the weaker section of the society like prevention of destitution and poverty have always been undying. Though on the other hand, the development and growth of industries along with the growing population cemented the way for much more complicated social insecurities. These insecurities intensified to a large extent. Industrial workers mostly come from places that are far from industries. They leave their families and relatives behind in search of work and livelihood. Apparently difficult is the environment to be accustomed to workers needs to be paid regularly and adequately to meet their demands such as food and clothing. In the absence of their regular wages, and in towns and cities where the traditional social protection from deprivation and destitution are not in avail, their lives are apparently at risk. There are numerous risks which necessitate the provision of welfare facilities and social security. These provisions entirely aim of providing safety and securities against unexpected contingencies of life such as sickness, old age, invalidism unemployment, dependency and industrial accidents against which the individual cannot be expected to protect himself and his family by his own ability or foresight. Welfare and Social Security measures have a fundamental purpose to give individuals and their families the confidence and assurance

that their state and quality of lives will not be eroded by only social or economic eventuality. And on the other hand welfare measures and social securities should be provided so as to reduce turnover and absenteeism disputes, lockouts, strikes etc. Therefore, the state plays a leading role in accomplishing the goals which the welfare programs and social security measures aim at and it has been believed by most states that, employers should be required to provide maintenance and protection for their ill and injured workmen by passing various legislation. The two terms welfare and social security cover a wide range of area and are relative to the situation and circumstances depending on the community status, the overall development of the nation and scientific and technological advancement. This makes the concept differ from place to place. Access to social security

and welfare benefits has became a

fundamental human right to which everyone is entitled to. This fundamental right has been included in the universal declaration of human rights adopted by the United Nations General Assembly in 1984 which is also provided under various national constitutions. The entire concept of welfare and social security implies the availability of facilities which enable the worker and his family to lead a sound life with maximum security by neutralizing the harmful effects of industrialization. As the welfare measures try to solve the humanitarian, economic and civic problems of the workmen, social security measures on the other hand aim at a the compensation, which is nothing but the income security, restoration which implies the recovery and cure of the risk and invalidity and prevention which strives to avoid the loss and reduction of productive capacity due to sickness and invalidity which can undermine the productivity of an establishment. Welfare Measures may be provided for matters concerning employees which are not immediately connected generally with their place of work. These matters will include

individual services related to employees. This will also include the Group services, which may include the provision of social and sporting activities, child care facilities. In any organization employee welfare rests mainly on the abstract grounds of social responsibility of the organization for those who work in them. Simply it is mean that it is the realization that in exchange for offering their services, employee are entitled to rather more than their pay, benefits, healthy and safe system of work. How much people need to save for retirement depends to a large extent on the amount of retirement income they will receive, both from Social Security and in the form of employer provided pensions. Therefore, successful retirement planning requires that individuals form expectations about their retirement income and adjust their saving behavior accordingly. Failure to do so will result in sub-optimal outcomes in that a household will save too much, or save too little, depending on whether it under or overestimated retirement income. In this paper we study how individuals’ expectations about future Social Security benefits compare to their subsequently received Social Security benefits and whether deviations are associated with systematic variation in well being in retirement. Social Security is the most important source of income for about 65 percent of the elderly population. If an individual approaches retirement with expectations about Social Security that are very different from what he or she will actually receive, this will have consequences for the living standard that the person will be able to maintain in retirement. Social Security benefits are associated with measures of well-being in retirement, such as a self assessed evaluation of how post-retirement years compare to pre-retirement years, whether retired respondents are worried about having enough income to get by, and whether the household experienced unusually large drops in consumption expenditures at retirement.

Individuals’ realized Social Security benefits differ from their expectations as a result of two main mechanisms: i)

the person lacks sufficient information and could either be positively or negatively surprised when finding out what retirement income turns out to be; or

ii)

the person experiences an unforeseen event or “shock,” such as a health event, job loss, or another change that affects the person’s earnings or retirement plans .

Therewith the person’s realized Social Security benefits, usually resulting in a negative surprise. Several prior studies suggest that both mechanisms are likely to be important. For example, Gustman and Steinmeier (2001, 2003) and Mitchell (1988) document workers’ lack of knowledge about their Social Security and pension benefit.

Welfare Policy in WCL WCL has recognized that Welfare of employees by improving quality of life of employees in particular and their family members in general, will help to achieve the objective of the Company. WCL, with determination, has adopted all-round Welfare Measures for employees as its mission. In order to monitor the Welfare Activities, a Welfare Board has been formulated at the Company Level, consisting of Representative from different Unions and Management. Welfare Committee on similar line are constituted at the Area Level also for proper monitoring and smooth implementation. Every year, the Welfare Activities to be undertaken are discussed by the Welfare Committee at the Area level and a budget proposal made out and sent to Head Quarters. At the Company level, the same is examined and deliberated by the Welfare Board an approval accorded. Implementation of the Revenue Welfare Budget is monitored by the Welfare Committee at the Area level and Welfare Board at Company level. WCL. Welfare Board has been regularly visiting the Areas for monitoring the progress of work and whatever

assistance is required, is extended to the Area. With a view to bring a competitive spirit in improving Welfare Facilities and there by attaining better quality of life, every year, competition is held in all units with participation of employees and Union Representatives. This has indeed given boost in achieving better status of Welfare Amenities and thereby alleviated quality of life of the employees. In order to ensure achievement of the mission, in addition to the statutory welfare measures, the company has adopted a system of formulation of Revenue Welfare Budget every year, covering the following items. 1. Medical Services, 2. School & Education 3. Residential / Colony Maintenance / upkeep 4. Sports & Recreation/ Cultural Activities 5. Water supply 6. Canteen – up keepment / maintenance. 7. Other Miscellaneous items / works. 1. Medical & Health Care Services Sufficient infrastructure has been developed with a view to give a wide coverage of medical facilities to its employees. At the time of nationalization, (1-5-1973) this company had 4 hospitals with 159 beds & 19 dispensaries. Whereas as on date, (1.4.2009) company has 11 hospitals with 710 beds & 54 dispensaries. The patients requiring special medical attendance are referred to hospitals. These hospitals have been geared up to meet the requirement of specialized treatment in the field of Medicine, Surgery, ENT, GynaecObstetrics, Orthopedic, Dental, Ophthalmology, Pediatrics and Psychiatrics.

The Breakup of Medical Facilities are as follows:

At the time Nationalization (1-5-1973)

of As on 1.4.2009

Hospital

Beds

159

710

Dispensaries

Ambulances

110

Total Doctors

193

Nursing Staff/ Other Para Medical Staff

120

602

Bed Ratio

1:250

1:90

2.Education Facilities Education though a state subject, WCL management provides financial & infrastructural assistance to both the State Govt. and private societies for running the Educational Institutions in & around coalfields areas, 65,600 childrens of employees are receiving education in different

schools. The company has provided 85 school buses. After

nationalization, WCL has constructed 74 school buildings. The educational institutions available in the vicinity of operating areas are given below: Sr.No. Particulars

the

time

Nationalization

ofAs on 1.4.2009

(1-5-1973) 1

Primary Schools

Middle Schools

Secondary.Schools

DAV School

Central Schools

6 7

Shishu Vidya Mandir & Other Schools School Buses (run by WCL)

112

Residential / Colony Maintenance / upkeep At the time of nationalization, there were only 4390 standard houses against the manpower of 39,794 and non standard houses numbering to 9120 at the level of 11.3% satisfaction. Whereas on 01.04.2009 the total number of standard houses available are 42,315 for the manpower of 64,160 having percentage satisfaction of 65.95% There are 62 established townships situated in the 10 areas of the company, including Nagpur HQrs. Wardha & Chhindwara Institutes.

The colonies contain welfare buildings including dispensaries, schools, community halls, shopping centres and vast network of well planned roads with necessary drainage. Adequate power as well as water supply has been provided to each houses. Number of houses constructed during the previous five years is given below:

Period At the time of Nationalization (1-5-1973) As on 1-4-2005 As on 1-4-2006 As on 1-4-2007 As on 1-4-2008 As on 1-4-2009

Houses

Permanent

Manpower %age

Available

entitled for housing

satisfaction

4390

39794

11.03

41354 41834 41914 42155 42315

70515 68938 67378 65599 64160

58.64 60.68 60.20 64.26 65.95

Sports & Recreation/ Cultural Activities

After the hard days work, employees do require recreation to get over the physical & mental fatigue. Suitable arrangement has been made by way of providing Stadium, Playground, Indoor and Outdoor Badminton & Lawn Tennis , Court, Library etc. Annual sports & cultural activities calendar is drawn by sports & cultural control board as per master calendar of CIL. The management encourages employees as well as their wards

to participate in the National & International competitions by the way of providing necessary coaching & sports equipment. Recreational facilities available in the company are given below:

As on 1.4.2009

No. of Playgrounds

No. of Stadiums

No. of Children Parks

No. of Clubs

No. of Libraries

Water Supply

One of the major thrust areas in field of welfare has been to provide clean drinking water to employees & families. In this direction, many short term & long term water supply schemes have been taken up. Where the adequate natural water resources like tank, river etc. are not available, the underground mine water is pumped out & after proper treatment same is supplied to the population. At the time of nationalization, the total available water supply capacity was 1.5 MGD covering a population of 45,795. Since then, the company through its own efforts &

resources has increased the generation capacity of drinking water to the level of 14.26 MGD per day covering population 2,93,579.There are 37 water treatment plants in various collieries. The details are given below:

Total Period

Population Coverage

At the time of Nationalization (1-5-1973) As on 1-4-2005 As on 1-4-2006 As on 1-4-2007 As on 1-4-2008 As on 1-4-2009

Generation

Capacity

MGD

45695

1.50

317990 320390 320790 321995 322795

17.52 17.52 18.03 18.68 18.68

Canteen – up keepment / maintenance

Being a statuary welfare provisions, a special emphasis is made by the management for improving the canteen facilities. Canteen has been provided by the in the premises of collieries & other establishments. Necessary subsidy & infrastructural facilities are being provided to the canteen in order to facilitate the employees to get the canteen services in a reasonable & subsided rates.

Year

No. of Canteens

2004-05

2005-06

2006-07

2007-08

2008-09

SOCIAL SECURITY WELFARE IN W.C.L

Social security protects a man from hunger and want squalor, diseases, unemployment and ignorance. Social insurance makes social security possible that is t creates and initiates a mechanism which is “sine quanon” of the realization of social security. Thus, social insurance is an important feature of social security as a matter of fact social security included social insurance. The concept of social security is wider than that of social insurance and includes in it besides social insurance social assistance programme. Social assistance is given grits while social insurance is granted to those persons only who pay contributions.

Below are some of the social security measures taken by the management of WCL to improve the welfare of the employees.

1.Workmen’s Compensation :

WCL management adopted the social security policy of workmen’s compensation. The 1923 act required the employers to compensate the workers against occupational diseases and injuries arising out of and in course of employment. The Act has prescribed separate scales of compensation for death, permanent total disablement, permanent partial disablement and temporary disablement amount of compensation.

a. In case of death : The company provides compensation to 40% of the monthly wages of the deceased workmen multiplied by the relevant factors indicated in the schedule.

b.In case of permanent disablement : 50% of monthly wages of disabled work man multiplied by the relevant factors indicated in the schedule.

c.In case of permanent disablement: Provides compensation according to the percentage of loss of earning capacity. d.In case of temporary disablement: 50% of monthly wages of the workmen accordance of the provisions of the act.

2..Coal Mines Provident Fund Act 1948:

It was initially introduced to the coal miners at Bengal, Bihar in 1947. Later on the act was made applicable to all miners in state of Maharashtra, M.P., Assam, Orissa and Nagaland. At present the act applies to all states of India except Jammu and Kashmir. Act covers all the coal mines in the country. Provisions was made in the scheme in June 1963 where by members of the fund contribute 8% of their total emoluments contributions is invested in central government securities. The scheme provides for grant of non –recoverable advance on their accumulation for the purpose of

Buying shares of consumer co-operative societies.

Purchases/ contribution of a dwelling house.

Meeting expenditure in connection with daughter’s marriage.

Meeting expenditure in connection with education of children.

Financing of life insurance policies.

3.Coal Mines Family Pension Scheme 1971:

This scheme applies to all those who are members of CMPF. Under this scheme it’s obligatory on the part of the employer to contribute each 11.6% central government contributes to the fund each 3% family pension is payable to the dependants of the deceased workers if the member dies while in reasonable service before attaining the age of 60 years and he or she contributed to the family pension scheme for not less than 2 years.

The amount received as under:

Total emoluments drawn: Amount received as P/ Fund/Month Rs. 800 and above 12% of the pay provided the amount is less than Rs. 150/- Rs. 200 and above 15% of the pay provided the amount is less than Rs. 96/- below Rs. 200 30% of the pay provided the amount is less than Rs. 40/-. Besides, family pension scheme, the dependant of the deceased are liable for compulsory life insurance benefit of Rs.1000/-

4. Coal Mines (Attendance) Bonus:

To encourage regular attendance by coal mines workers, a bonus scheme was framed under the coal mines provident fund and miscellaneous provisions Act, 1948. To being with those who had put in specified days of attendance are paid quarterly bonus 10% of their basic earnings. From January 1973, they are paid bonus for which they actually attend the mines.

5.Death Relief Fund:

The fund is administrated by a board of trustees, consisting of equal number of representative of WCL Management, Employees and Government. The central office of the fund is situated at Dhanbad with commissioner for coal mines provident fund as its chief executive.

A death relief fund was set up in January 1964 from the feature amount of the fund with a view to ensure a minimum of Rs. 500 as financial help to the nominees of heirs of the deceased members of attempted establishments. The limit was raised to Rs. 700 on August, 1,1969. The benefit has been extended to cover nominees or heirs of such persons whose pay does not exceed Rs.1500 p.m. at a time of death.

6.Coal Mines Provident Fund Deposit –linked Insurance Scheme:

Deposit linked insurance has been introduced from 1st August 1976 for the employees of coal industry. Under this scheme a person entitled to receive provident fund dues on the death of an employee who was a member of a coal mines provident fund, is also entitled to get , in addition to the amount of provident fund and amount equal to the average of balance in the account of the deceased during the preceding 3 years (provided that such a balance is not less than Rs. 10000), subject to a maximum of Rs. 1000. No contribution is to be paid by the employees. The expenditure on the scheme and on its administration is to be contributed by the employees and central government in the ratio of 2:1.

7.Gratuity Act 1972 :

This is an additional retirement benefit secured by employees in numerous circumstances either by agreement or awards. It is considered as a provision for old age. The Act come into force in 1972. Its applicable to

Every factory mine, oil, field, plantation, port and railway company.

Every shop or establishment under the meaning of any law for the time being in

force in any relations to shop and establishment in a state in which 10 to more persons are employed or were working on any day of preceding 12 months. c.

Such other establishment in which 10 or more persons are working , or were

working on any day of the preceding 12 months as the central government may be notification specify in this behalf.

Gratuity Payable Enhanced : With effect from 24th September. 1997 the maximum amount of gratuity payable is enhanced from Rs. 250,000 Rs. 3,50,000. This is vide communication No. 2 (9) / 95 DPES WC dated 27th September 98 revised by joint secretary to government of India, Ministry of Industry, Department of public enterprise New Delhi.

8.Health Programs : The management of WCL has a positive health policy. It aims at maintaining good health of its employees and got this purpose. It provides & promotes the under mentioned health programs. -Carry out medical examination of new entrants in the company. -Periodical check-up of workers in every 5 years or after a serious illness/accidents. -Emergencies/ Causalities give top priority immediate treatment attendance.

-Special consultancy and treatment is made available in medicine. Apart from these All India Coal Medical Conference takes place once in a year which represents coal India and its 8 subsidiaries. Here the doctors are addressed how the comfort should be shared equally and the benefit of good treatment to all irrespective of their places and position of work. The doctors are urged who worked under difficulties situations to take home with them , the latest therapies to soothe their patients.

9.Safety Program : The Western Coal Fields Ltd. is quite conscious of the safety of its employees. To ensure safety in the organization the company frequently organizes the “ Safety Week” every fort night.

Techno- gadgetory For Better Security : To enhance the security in the environment the company will be installing electronic intruder alarms system comprising alarm call and in built system of passing or instruction/ assistance required taped messages connected to important authorities. An intruder system has already been installed at Chandrapur, Nagpur area zones. At the Wani area, the installation process is under way.

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. It is necessary for the researcher to design his methodology for his problem as the same may differ from problem to problem. WHAT IS RESEARCH? : Research is scientific and systematic search for pertinent information on a specific topic. According to Clarifford Woody (1944) research comprises defining and redefining problems, formulating hypothesis or suggested solution, collecting, organizing and evaluating data, making deductions and reaching conclusions and last carefully testing the conclusion to determine whether they fit the formulating hypothesis. Research, is an original contribution to the existing stock of knowledge, making for its advancement. It is the pursuit of truth with the help of study, observation, compassion and experiment. The researcher themselves a part and parcel of the object of the study. Our search for definition of methodology would require us to know the nature of the course pursued by research scholars in social sciences.” The procedures by which researchers go about their work of describing, explaining, predicting, phenomenon are called methodology.” All the methods used by the social research in their fact & finding mission constitute methodology. Methodology is defined as “The study of methods by which gets knowledge ,it deals with the cognitive processes imposed on research by problems arising from the nature of its subject matter.” The motive of researcher is to uncover truth or fact

method comprises the procedure used for generating, collecting, and evaluating the data. Methods are ways of obtaining information for assessing explanations . Methodology thus prepares the investigator to adopt techniques to neutralize the scientist to uncover truth, find the explanation for the assurance of a similar phenomenon .Research methodology is the description, explanation and justification of various methods of conduct of research. Research Design A descriptive research design is selected by the researcher as in the project of Welfare & Social Security Measures descriptive study is undertaken in many circumstance .when researcher is interested in knowledge the characteristics of the groups such as age, sex, educational level, occupation or income, interested in knowing the proportion of a given population who have behaved in a particular manner; making projection of a certain things ;or determining the relationship between two or more variables , descriptive study may be necessary. UNIVERSE There are three categories of workers ♦ Highly skilled workers ♦ Skilled workers ♦ Semiskilled workers The universe of research is skilled Workers. The total universe in W.C.L is 223 worker & employees. COVERAGE This study covers the following items 1. Personal Information

2. Job History 3. Welfare Policies 4. Social Security Policies 5. Executive Summary 6. General Question Type of Research The research methodology is adopted for this research work is descriptive type wherein 20 workers & 30 company executive of WCL were taken as sample unit.

Methods of data collection: 1. Primary Source 2. Secondary Source Primary Data:It is the data which is collected for the first time by investigator to serve a particular purpose, such a data is of original nature & is first hand information. The sources from where these data can be collected are known as a primary source. Methods of Primary Data Collection:1.

Questionnaire

Interview

Observation method

Questionnaire:-

A questionnaire is a form of data collection instrument utilization a common set of questions about a particular research area. This is made available to respondents who are expected to read, understand & write the answer in the space. A questionnaire is set of in ordered & logical sequence starting with simple factual questions progressively to more complex subjective questions. The questionnaires were distributed among the eligible participant & their immediate superior & were to be filled by them. The researcher explained the question to the participants who were unable implications of the given questions & helped in filling up the questionnaire. In other department the training coordinator assembled the participants at one place & the researcher addressed the questionnaire to them. The questionnaires were collected later on further analysis. This research includes questionnaire having 20 questions which is distributed among 50 employees. Interview:The interview is an important research technique in descriptive research. Personal interview method require person asking questions in face to face interaction with the correspondents to know his own personal opinion, attitude & reaction to the question. Interview provides either quantitative or qualitative data. Observation Method:In this method a good report establishment of respondent with researcher plays a very important and major role. The researcher is present in the industry from where he makes observation and from

there he collects the relevant data according to the careful

observation of respondents state of mind, integrity of thought, emotional stigma attached, aggressive and other related tendencies and the physical posture of the respondent forms the core of this observation method.

RESEARCH APPROACH-::  Survey.  Interview. CONTACT METHOD-:  Personal. It’s a type of method through which the researchers is able to make contact with individual. Personal contact method is used for the survey i.e. data collection. Apart from this the informal discussion with the employees and workers of W.C.L, Nagpur also helped in collection of valuable information. RESEARCH INSTRUMENTS-:  Questionnaire. Preparation of Questionnaire The Questionnaire was framed in such a fashion so that actual views of the workers can be obtained. A number of statements reflecting different types of opinions are included. The respondents are to indicate only how far they agree or disagree with a particular problem or statement. A great care has been taken in framing the questionnaires so that the employees can respond to them without an element of hurting their feelings. After care full detailed study questioner was framed and included in the questionnaire. All the questions are having five alternatives in the form of Strongly agree, Agree, Neutral, Disagree & Strongly Disagree. The questionnaire is framed on question related to health, safety, welfare & social security of workers. SAMPLING PLAN Sample Unit :

A decision has to be taken concerning a sampling unit before selecting sample. Sampling unit may be a geographical one such as state, district, village, etc. Since the project is on Critical study of welfare & Social Security measures in WCL So workers and company executives are taken as sample unit and were interviewed. Sample size

: 20 workers, 30 Company Executives.

Sample Procedure : Non Probability Sampling Procedure

Non Probability Sampling Sampling can be defined as a part of population. This sampling method involves deliberate selection of particular units of universe for constituting a sample which represents the universe. In this research study 50 respondents were studied to get the relevant information. SAMPLING TECHNIQUES •

Convenience Sampling:

In this project convenience sampling has been used as sampling techniques because in this type, population is not divided, whoever eligible from executive as well non executive level are considered. For this project information are collected from skilled worker & Company Executive by using Questionnaire method & interview.

Scope of Study

The scope of the study covers Western Coalfields Ltd., headquarters Nagpur. The study covered employees from both executive as well as non executive level during the time period of June’09-July’09. Secondary data : •

Internet Sites

•

Company Manual

•

Monthly Magazine on W.C.L

•

Employees Handbook

The researcher has use all the sources mentioned above for secondary data.

DATA

ANALYSIS

INTERPRETATION

DATA ANALYSIS & INTERPRETATION Data Analysis:Data analysis is a process of gathering, modeling, and transforming data with the goal of highlighting useful information, suggesting conclusions, and supporting decision making. Data analysis has multiple facets and approaches, encompassing diverse techniques under a variety of names, in different business, science, and social science domains. Analysis of data in general way involves a number of closely related operations which are performed with the purpose of summarizing the collected data and organizing these in such a manner that they answer the research question(s). RESEARCH HYPOTHESIS: What is Hypothesis? Hypothesis is usually considered as the principal instrument in research .Its main function is to carry out with the new experiments and observation. Ordinarily, when one talks about hypothesis, one simply means a mere assumptions or some supposition to be proved or disproved. But for a researcher, hypothesis is a formal question that he intends to resolve. Thus hypothesis may be defined as a proposition or a set of proposition set forth as explanation for the occurrence of some specified group of phenomena either asserted merely as a provisional conjecture to guide some investigation or accepted as a highly probable in the light of established facts. TESTING OF HYPOTHESIS Testing hypothesis consists of decision rules required for drawing probabilistic inferences about the population parameters. The statement is tentative as it implies some assumption, which may or may not be found valid on verification. The act of verification involve

testing the validity of such assumption which, when undertaken on the basis of sample evidence, is called testing hypothesis.

Null Hypothesis:A statistical hypothesis which is stated with a view to testing or verifying its validity is known as the null hypothesis. Generally denoted as Ho, the null hypothesis is always tested on the basis of sample information which may or may not be consistent with it. If the sample information is found to be consistent with Ho, the null hypothesis is always rejected and we conclude that it is false. On the other hand, if the sample information is found to be consistent with Ho, it is accepted.

Alternative Hypothesis:Rejection of Ho implies that it is rejected in favor of some other hypothesis, which is accepted. A hypothesis, which is accepted, is the event of Ho being rejected is called the alternative hypothesis, denoted as H1. Ho = Welfare measures in WCL are not effective. Or, H1 = Welfare measures in WCL are effective.

Analysis Process:With the help of responses, which are getting from the Questionnaire calculate the average value find out the central tendency measures with the help of SYSTAT soft ware. SYSTAT is a high value, integrated desktop statistics and graphic software package for engineers and statistician. It provides a vast selection of reliable statistics and high quality scientific and technical graphing options at its price point.

SYSTAT is a comprehensive statistics and graphic package. It can be used to manipulation data, display graphics summaries, calculate numeric summaries, and test the validity of hypothesis about the data.

Average: - It is also referred to as arithmetic mean, or simply mean. It is the most important measure of central tendency, as it satisfies some important mathematical properties. Whether a set of data refers to a sample or a finite population, mean is computed by taking the sum of all observations comprising the data set and dividing the sum by the number of observations in the set. Let us assume that we have the following variables: 7, 2, 11, 2, 8, 3 and 2. Mean = 7+2+11+2+8+3+2/7 = 35/7 = 5. In this process one column is of no. of employees & there is another rows consisting response given by employee for each question . For each employee the average has been taken by For, Strongly agree=5 Agree=4 Neutral=3 Disagree=2 Strongly disagree=1

HYPOTHESIS TESTING (One Sample Z-test): One sample Z- Test :

Z-test is based on normal probability distribution and is used for judging the significance of several statistics measures, particularly the mean. The relevance test statistic, Z is worked out and compared with its probable values at a specified level of significance for judging the significance of the measure concerned. Z- test is also used for judging the significance of difference between means of two independent samples in case of large samples, or when population variance is known..z- Test is also used for comparing the sample proportion to a theoretical value of population proportion or for judging the difference in proportion of two independents samples when happen to be large.

Confidence level Acceptance of H0 with the help of Z value: When the z value fall between the values of +1.96 to -1.96 than the H 0 accepted for the individual parameters. Rejection of H0 with the help of Z value: When the z value is greater than +1.96 and less than -1.96, than the H 0 rejected and alternative hypothesis i.e. H1 is accepted. So it is proved that the welfare & social security measures are effectively followed. Thus, by testing of hypothesis the alternative hypothesis is accepted and hence rejecting Null hypothesis.

Evaluation technique The ordinal scale which is used for the preparation of questionnaire is Likert Scale which consists of quantifying the options. Likert Scales are developed by utilizing the item analysis approach wherein a particular item is evaluated on basis of how well it discriminates between those persons whose total score is high and those whose score is low. Those items or statements that best meet this sort of discrimination test are included in the final statement. These questions are evaluated through Weighted Mean Average Method & based on the result conclusion is drawn.

Working condition of your Organization is better than the other organization(s)………….

50 40

C ou nt

30 20 10

0 2.5

Inference:

3.0

3.5

4.0

4.5

5.0

WORKINGCONDITION

5.5

According to this graph the researcher can say that employees are satisfied with the working conditions that has been provided by the organization.

Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Cases Ho: Mean = 3.000 vs Alternative = 'not equal to 3’ Mean

4.700

95.00% Confidence Interval

4.521 to 4.879

Assumed Standard Deviation

0.647

Z :

: 18.579

Inference In the above graph the statement of working conditions shows the greater response. Employees are happy with the working conditions provided by the company. This graph represent the value of Z is greater than +1.96, so that null hypothesis is rejected and alternate hypothesis is accepted by the researcher. It can be inferred that company is providing all the basic facilities such as Ventilation, Air Conditioner, Good Environment, Drinking water facility, Washrooms etc. which is required for proper working condition.

2. Your Pay is enough to live on comfortably… 50

C ou nt

0 2.5

3.0

3.5

4.0

4.5

SALARY

5.0

5.5

Inference: According to this graph the researcher can say that employees are satisfied with the salary that has been provided to them by the organization.

Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Case Ho: Mean = 3.000 vs Alternative = 'not equal.' Mean

4.700

95.00% Confidence Interval :

4.521 to 4.879

Assumed Standard Deviation :

0.647

: 18.579

Inference In the above graph the statement of salary shows the greater response. Employees are satisfied with the pay they receive from the organization. This graph represent the value of Z is greater than +1.96, so that null hypothesis is rejected and alternate hypothesis is accepted by the researcher. The reason for the maximum number of satisfied respondents is that the salary & incentives are enough to carry on their livelihood comfortably whereas some non executive level workers do not agree with this as their salary is not enough comparatively to executive class.

3. Retiral benefit provided by your organization is enough for your future Consumption……... 35

C ou nt

30 25 20 15 10 5 0

RETIRALBENEFI T

Inference: According to this graph the researcher can say that employees are satisfied with the retiral benefit that has been provided to them by the organization. Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Case Ho: Mean = 3.000 vs Alternative = 'not equal.'

Mean

: 4.040

95.00% Confidence Interval : 3.625 to 4.455 Assumed Standard Deviation : 1.498 Z

: 4.909

Inference In the above graph the statement of retiral benefit shows the greater response. Employees are satisfied with the retiral benefit they receive from the organization. This graph represent the value of Z is greater than +1.96, so that null hypothesis is rejected and alternate hypothesis is accepted by the researcher. The reason for the maximum number of satisfied respondents is that after retirement the executives get ample pensions, adequate PF & other after retirement benefits. Whereas few non executives are not satisfied with the monetary benefits.

Social Security ensures protection to you as well as your family……

C ou nt

30 25 20 15 10

5 0

PROTECTION

Inference: According to this graph the researcher can say that employees feel protected with the social security measures that have been provided to them by the organization. Hypothesis testing: One-sample z-test One-sample z-Test of EQUALOPPORTUNITIES with 50 Case Ho: Mean = 3.000 vs Alternative = 'not equal.'

Mean

: 4.200

95.00% Confidence Interval : 3.873 to 4.527

Assumed Standard Deviation : 1.178 Z

: 7.203

Inference In the above graph the statement of protection shows the greater response. Employees are ensured protection to them as well as their family with the social security benefits they receive from the organization. This graph represent the value of Z is greater than +1.96, so that null hypothesis is rejected and alternate hypothesis is accepted by the researcher.

The reason for the maximum number of satisfaction of respondents is that the organization provides social security at the time of accidents, daughter’s marriage, at the time of retirement etc, which ensures safe future at time when required.

You are satisfied with the Role of UNION in Welfare Schemes………..

Role of Union 50 45 40 35 30

xisTtle A

25 20 15 10 5 0 Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Role of Union

Analyzing the result by the help of weighted mean method, we have 45*5+5*4 = 4.9 50 Inference

Therefore, The mean value is 4.9. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the Role of Union of organization. The reason for the maximum number of satisfied respondents is that the organization is able to address the issues raised by union at proper time.

You receive excellent Medical facilities in time from your

Organization…

Medical Facilities 35 30 25

xisTtle A

20 15 10 5 0

Medical Facilities

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 30*5+8*4+12*2 = 4.1

50 Inference Therefore, the mean value is 4.1. It means maximum numbers of people of sample size 50 are agreed that they are satisfied with the Medical Facilities provided by the organization. The reason for the maximum number of satisfied respondents is that the medical facilities provided are adequate supported by modern machineries but the facilities provided must be quicker.

You have a very few complaints about your canteen facilities……..

Canteen Facilities 50 45 40 35 30

xisTtle A

25 20 15 10 5 0 Canteen Facilities

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have

47*5+2*4+1*2 = 4.9 50 Inference Therefore, the mean value is 4.9. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the Canteen Facilities provided by the organization. The reason for the maximum number of satisfied respondents is that proper hygiene is maintained & food is available at subsidized rates.

8. You

not

face

any

problem

regarding

your

Insurance

facilities……..

Insurance 35 30 25

xisTtle A

20 15 10 5 0

Insurance

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 30*5+10*4+3*3+5*2+2*1 = 4.2

50 Inference Therefore, The mean value is 4.2. It means maximum numbers of people of sample size 50 are agreed that they are satisfied with the Insurance Facilities provided by the organization. The reason for the maximum number of satisfied respondents is that insurance facility is such that it provides both retirement & endowment facility.

You are happy or satisfied with your leave facility by your organization……

Leave 40 35 30 25

xisTtle A

20 15 10 5 0

Leave

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 35*5+8*4+2*3+5*2 = 4.4 50 Inference Therefore, the mean value is 4.5. It means maximum numbers of people of sample size 50 are agreed that they are satisfied with the leave they get from the organization. The reason for the maximum number of satisfied respondents is that employees get ample no. of leaves according to the set norms apart from these there is weekly off on Wednesday on shift basis.

10. Transport facility is provided regularly and in time by organization…

your

Transport Facilities 35 30 25 20

xisTtle A

15 10 5 0

Transport Facilities

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 30*5+20*2 = 3.8 50 Inference Therefore, the mean value is 4. It means maximum numbers of people of sample size 50 are agreed that they are satisfied with the Transport Facilities provided by the organization. The reason for the maximum number of satisfied respondents is that the organization is providing transport facilities for those who have to travel a long distance but this facility is only for executive level employees.

11. you receive adequate Training for your needs……...

Training 45 40 35 30

xisTtle A

25 20 15 10 5 0 Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Training

Analyzing the result by the help of weighted mean method, we have 40*5+10*4 = 4.8 50 Inference Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the training provided by the organization. The reason for the maximum number of satisfied respondents is that each and every employee receives on the job training at the time of joining for the non executive class & employees at executive level receive off the job training which helps in enhancing their skills.

12. Safety Instrument is distributed regularly in your organization……..

Safety Instrument 45 40 35 30 25

xisTtle A

20 15 10 5 0 Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Safety Instrument

Analyzing the result by the help of weighted mean method, we have 40*5+10*4 = 4.8 50 Inference Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the Safety Instrument provided by the organization The reason for the maximum number of satisfied respondents is that proper measures are taken at mines to minimize the accidents.

13. There is regular DLC (departmental level committee) meeting held in your Organization…….

DLC 35 30 25

xisTtle A

20 15 10 5 0 DLC

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 30*5+20*3 = 4.2 50 Inference Therefore, The mean value is 4.2. It means maximum numbers of people of sample size 50 are agreed that DLC meeting is held in the organization. The reason for the maximum number of satisfied respondents is that the organization successfully carries DLC every month in each department where the issues raised by the departments are solved.

14. Safety Instrument provided to you is of good quality……..

Quality of Safety Instrument 35 30 25 20

xisTtle A

15 10 5 0

Quality of Safety Instrument

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 30*5+20*4 = 4.6 50 Inference Therefore, The mean value is 4.6. It means maximum number of people of sample size 50 are strongly agreed that the safety instrument is of good quality provided by the organization. The reason for the maximum number of satisfied respondents is that the instruments which are provided to workers are of superior quality which is essential for safety of workers.

15. Company has policy for prevention of discrimination like caste, creed etc…………

Prevention 25 20 15

xisTtle A

10 5 0

Prevention

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 20*3+10*2+20*1 = 2 50 Inference Therefore, The mean value is 2. It means maximum numbers of people of sample size 50 are disagreed that Company has policy for prevention of discrimination like caste, creed. The reason for the maximum number of dissatisfaction of respondents is that the organization has no such policy for prevention of discrimination like caste, creed.

16. . Issues raised in Union /association is addressed by management in time………

Union Mgmnt Union Mgmnt

10 5 0

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 25*5+10*4+10*2+5*1 = 3.8 50 Inference Therefore, The mean value is 3.8. It means maximum numbers of people of sample size 50 are agreed that the organization addresses issues raised by union in time.

The reason for the maximum number of satisfaction of respondents is that the organization is able to solve the issues that are raised by the union at proper time.

17. Your Organization provides regular health check-up to whom working in hazardous area…….

Health Check up Health Check up

10 Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 40*5+10*4 = 4.8 50 Inference

Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the health check up provided by the organization. The reason for the maximum number of satisfaction of respondents is that the organization carries out health check up of every employee & his family in every 5 years which contributes to a good healthy life. 18. Welfare Measures of your organization motivates you for better Performance……..

Motivation Motivation

10 0

Strongly Agree

Agree

Neutral

0 Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 30*5+10*4+10*2 = 4.2 50 Inference

Therefore, The mean value is 4.2. It means maximum numbers of people of sample size 50 are agreed that they are motivated by the organization The reason for the maximum number of satisfaction of respondents is that employees feel motivated because of adequate welfare measures provided by the organization.

19. Your Organization provides Social Security benefits at time……

Social Security Social Security

10 Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 40*5+10*4 = 4.8 50 Inference Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they are satisfied with the social security benefits provided by the organization. The reason for the maximum number of satisfaction of respondents is that the organization provides social security at the time of accidents, daughters marriage, at the time of retirement etc, which ensures safe future at time when required.

20. You feel your job is secured……

Job Security Job Security

10 Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Analyzing the result by the help of weighted mean method, we have 40*5+10*4 = 4.8 50 Inference Therefore, the mean value is 4.8. It means maximum numbers of people of sample size 50 are strongly agreed that they feel their job secured in the organization. The reason for the maximum number of satisfaction of respondents is that WCL is one of the subsidiary of Coal India Ltd., which is government undertaking. The government job ensures job security & in case of death or permanent disablement organization provides adequate compensation.

CONCLUSIONS

Based on the research the following conclusion has been made. Welfare & social security measures in WCL have been given attention as in any other establishment where enhancement of productivity is the major objective. Safe & suitable working conditions for the worker stimulate the productivity of the worker. WCL ( Western Coal Fields Limited) is a very big Public sector organization. The management tries to provide each and every facility to the employee, but still there is a bit of dissatisfaction among the employees because its fact that human wants can never be satisfied. As the needs increases the demands for the various facilities also increases. Although the management make efforts to satisfy the employees but still the efforts needs to be done more efficiently. Welfare schemes’ are such facilities, services and amenities, which may be established in or in a vicinity of undertaking to enable the person employed in them to perform their work in healthy, congenial surroundings and provided with amenities conductive to good health & high morale..

Regarding welfare measures following has been concluded 1.

Majority of the employees are satisfied with the working conditions at their work place.

Majority of the employees are satisfied with the role of union in their organization.

Majority of the employees are satisfied with the pay they are provided.

Majority of the employees are satisfied with the canteen facilities.

Majority of the employees are satisfied with the Insurance facilities.

Majority of the employees are satisfied with the Training facilities.

Majority of the employees are satisfied with the Safety instruments that are provided.

From the above analysis it can be concluded that the majority of the workers are satisfied with the efforts that has been made by W.C.L.

Regarding Social Security measures following has been concluded. Safety & protection of workers from various unfavorable eventualities is one of the key to unlock the door towards productivity & efficiency. Workers should be protected from the hardships of life. In western coalfields ltd. this has been given adequate attention. Some of the social security measures taken by the management of WCL are the following. 1. Workmen’s Compensation. 2. Coal Mines Provident Fund Act 3. Coal Mines Family Pension Scheme 4. Coal Mines (Attendance) Bonus 5. Death Relief Fund 6. Coal Mines Provident Fund Deposit –linked Insurance Scheme 7. Gratuity Act 1972 8. Health Programs

These security measures provide various security benefits to the workers as well as to their family. The western coalfields ltd., in its welfare & social security programmes has

endeavored to achieve the adjectives set towards the fulfillment of the programmes. More or less it has been satisfactory as can be learnt from proceeding chapters. Apparently this is one of the reasons why its productivity & efficiency has been increasing from time to time.

FINDINGS

Employees of WCL are totally satisfied with their pay.

2. Role of Union is good but still there are some employees who are against the Union.

3. There is good co-operation between the employees.

Employees find it easy to put their views directly to management for any issue.

5. There is motivation programme for employee and workers that’s why their performance in their work in proper way.

Recommendations

The expectations of human wants are always high and when it is not fulfilled it gives birth to dissatisfaction. Same problem is facing by the employees of WCL. With the help of some changes in the environment of WCL the satisfaction level can be increased. Some changes to be done are given below: 1. There should be proper communication between the management and the workers 2. The employers need to praise the employee from time to time.

3. There should be a feeling of trust in each other for other employees.

Though WCL management has implemented all the welfare measures and maximum number of employees are satisfied but still there is need of some improvement and some addition in their welfare measures. During the study of welfare measures at WCL, it has been observed some of the short coming in welfare measures & their implementations.

Following are the suggestion which can be useful for the improvement of the welfare measures: 1.

Medical Facilities: Although medical facilities provided are adequate but if treatment provided should be much faster .

Canteen Facility: Should provide good quality of food.

Transport Facility: A common arrangement of transport could be availed to the employee.

There should be suggestion box in each department.

There should be DLC (departmental level committee) meeting twice in a month.

Some addition can be done in their welfare measures that are:

A week Foreign Tour

Varshik Saalah divas

Group activity work. Etc….

Employees should be rewarded for their performance.

LIMITATIONS Following are the limitations:

WCL is a huge organization and its complete study is not possible in a limited time, not even for a small topic.

Because of busy schedule of the employee they were not able to provide full information.

Employees were scared to tell the negative aspects of welfare schemes.

It is not able to collect the information regarding the facilities especially, bonus because of their heavy work load and busy work schedule.

ANNEXURES QUESTIONNAIRE A number of statements are given below describing the welfare schemes of your organization. So, please answer the following question using the following point scale. Options for each question are as follows: 5: Strongly Agree 4: Agree

3: Neutral 2: Disagree 1: Strongly Disagree. 1. Working condition of your Organization is better the other organization…………. 2. You are satisfied with the Role of UNION in Welfare Schemes……….. 3. Your Pay is enough to live on comfortably………. 4. You receive a excellent Medical facilities in time from your Organization………… 5.

You have a very few complaints about your canteen facilities……..

6. .You do not face any problem regarding your Insurance facilities…….. 7. You are happy or satisfied with your leave facility by your organization…. 8. Transport facility is provided regularly and in time by your organization…… 9. You receive adequate Training for your needs……... 10. Retiral

benefit

provided

by your

organization

enough

for your

future

Consumption…….. 11. Safety Instrument is distributed regularly in your organization…….. 12.

There is regular DLC (departmental level committee) meeting held in your Organization…….

13. Safety Instrument provided to you is of good quality…….. 14. Company has policy for prevention of discrimination like caste, creed etc………… 15. Issues raised in Union /association is addressed by management in time……… 16. Your Organization provides regular health check-up to whom working in hazardous area……. 17. Welfare Measures of your organization motivates you for better Performance…….. 18. Your organization provides Social Security benefits at

time…………

19. Social Security ensures protection to you as well as your family……………. 20. You feel your job is secured……

BIBLIOGRAPHY

Armstrong Michael, a hand book of personal management Practices Sixth edition, page no.822-826.

Khanka S.S, Human Resource Management, First edition, page no. 183-190

Mamoria C.B & Gankar S.V, Personnel Management, 26th eddition, Page no. 268-274

Aswathappa K., Human Resource Management Fifth addition, Page no. 272-279

Rao Subba P., Personnel & Human Resource Management The Mc Graw-Hill Cos.NewDelhi200, Page no. 321-318.

Diwiedi R.S, Managing Human Resource Industrial Relation in Indian Enteproises,2000 Galgotia Publishing Comp. New Delhi, pg. 544-553.

Kothari C.R. Research Methodology Methods & Techniques, Revised Second Edition, New age international publishers.

Margaret H. Vickers,

(Published

online:

21 November 2006)

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