A STUDY OF LABOUR WELFARE MEASURES AT SAIL SALEM STEEL PLANT A PROJECT REPORT Submitted To

A STUDY OF LABOUR WELFARE MEASURES AT SAIL
– SALEM STEEL PLANT
By
KISHORE KUMAR.K.M
REG.NO: 35080251
A PROJECT REPORT
Submitted to
Dr.SHANTHI VENKATESH, M.A, PHD
(ASST.PROFESSOR)
SRM SCHOOL OF MANAGEMENT
In partial fulfillment of the requirements
for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
SRM SCHOOL OF MANAGEMENT
SRM UNIVERSITY
KATTANKULATHUR- 603203
MAY- 2010

BONAFIDE CERTIFICATE
Certified that this project report entitled “A STUDY OF LABOUR
WELFARE MEASURES at SAIL - Salem Steel Plant, Salem” is the bonafide
work of MR.KISHORE KUMAR.K.M who carried out the research under my
supervision. Certified further, that to the best of my knowledge the work
reported herein does not form part of any other project report or dissertation on
the basis of which a degree or award was conferred on an earlier occasion on
this or any other candidate.
DEAN DIRECTOR
Viva-voce held on _________________
INTERNAL EXAMINER EXTERNAL EXAMINER

ABSTRACT
In this project, an attempt has been made to study of the Welfare
Measures available at SAIL Salem Steel Plant (SSP).
The factories Act, 1948 lays stress on improved working conditions for
the workers employed in recognized industries. This Act implies providing
better working conditions, such as proper lighting, heat control, cleanliness,
low noise level, toilet and drinking facilities, etc.,
In SSP Welfare measures like Canteen, Education, Medical, Service
dress, Township, Monet, Motivational Scheme like incentive scheme for Non
executives scheme, and executives scheme, Market Executive Reward
scheme, Nehru award, Jawahar award, good work scheme, Suggestion
scheme, Incentive for higher studies. SSP also provide Advances like Festival
Advance, Vehicle advance and House building advance etc.,
In order to study the objective, the data have been collected through
Primary survey by administrating a detailed questionnaire to section of the
employees selected at random. The sample size is 150 and is collected
randomly. The simple percentage analysis is used to know the satisfaction
level of the employees regarding welfare measures. It is observed that overall
the workers are satisfied with the facilities.
Suggestions were made based on the findings. The existing facilities such
as First aid, Night duty allowances, Restroom, Funeral expenses can be
improved for further satisfaction of workers.

ACKNOWLEDGEMENT
I express my gratitude and sincere thanks to Mr.B.S.JAGADEESAN Dy.
Manager (FINANCE & ACCOUNTS), SSP for having given me an opportunity
to do the project work in this organization.
My honest efforts are directed towards expressing my thanks to
Mr.J.P.AMBROSE Sr. Manager (PERSONNEL), for giving valuable guidance
and vital information at different stages of this project work.
I express my sincere thanks to the DEAN Dr.JAYSHREE SURESH,
Department of Management Studies for giving this opportunity to know the real
experience from this project.
I wish to express my hearty thanks Dr.SHANTHI VENKATESH, M.A,
PHD Project Guide. Faculty of engineering and technology for her valuable
advice and guidance to carry out the project work successfully this unstained
attention and meticulous guidance at all stages of my project will be ever
remembered.
Finally, I would like to profoundly thank to my parents and my friends
who helped me to complete this project successfully.

DECLARATON
I declare that the study report entitled “LABOUR WELFARE
MEASURES AT SAIL” written and submitted by me and the work conducted
under the guidance of Dr.SHANTHI VENKATESH, M.A.PHD,lecturer in partial
fulfillment of the requirement for the award of Degree of Master of Business
Administration program of the SRM School of Management.
The empirical findings in this report are based on the data collection. The
matters included in this study are not a reproduction from any source. I further
declared that any part this project itself has not been submitted elsewhere for Award
of any degree.
Date:
Place: KISHORE KUMAR.K.M

CONTENTS
TITLE PAGE.NO
Abstract iii
LIST OF TABLES vii
LIST OF FIGURES viii
CHAPTER 1 INTRODUCTION
1.1 The Steel Industry in India 1
1.2 Steel Authority of India limited 3
1.3 Salem Steel Plant 6
1.4 Scope of Welfare Measures 10
1.5 Duties of Welfare Officer 20
CHAPTER 2 OBJECTIVES OF THE STUDY
2.1 Objectives 22
2.2 Scope of the study 23
2.3 Limitation of the study 24
CHAPTER 3 RESEARCH METHODOLOGY
3.1 Introduction 25
3.2 Research Design 25
3.3 Type of research 26
3.4 Sources of information 26
3.5 Sampling Design 26
CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION
4.1. Secondary data analysis 27
4.2. Primary data analysis 34
CHAPTER 5 FINDINGS, SUGGESTIONS
5.1 Findings 47
5.2 Suggestions 48
CHAPTER 6 CONCLUSION
6.1 Conclusion 49
APPENDICES 50

NAME OF THE TABLE
LIST OF TABLES
TABLE
NO
PAGE
NO
4.2.1 Age wise classification of employees 34
4.2.2 Designation wise classification of employees 34
4.2.3 Satisfaction with regard to SSP Hospital 35
4.2.4 Satisfaction with regard to Number of doctors in the
hospital
36
4.2.5 Satisfaction with regard to Referral system 36
4.2.6 Satisfaction with regard to Service Dress 37
4.2.7 Satisfaction with regard to quality of service dress 37
4.2.8 Satisfaction with regard to usefulness in performing duty 38
4.2.9 Satisfaction with regard to with regard to MONET 39
4.2.10 Satisfaction with regard to entertainment by MONET 39
4.2.11 Satisfaction with regard to canteen 40
4.2.12 Satisfaction with regard to food in Canteen 41
4.2.13 Whether the weightage is given to the suggestion by
employees
41
4.2.14 Satisfaction with regard to higher education 42
4.2.15 Satisfaction with regard to Township school 42
4.2.16 Satisfaction with regard to Number of teachers in School 43
4.2.17 Satisfaction with regard to Rest room 43
4.2.18 Satisfaction with regard to toilet facility 44
4.2.19 Satisfaction with regard to motivational scheme 44
4.2.20 Satisfaction with regard to Co-operative stores 45
4.2.21 Satisfaction with regard to Recreational measures 45
4.2.22 Satisfaction with regard to Sports and cultural activity 46
4.2.23 Satisfaction with regard to Non-statutory welfare measures 46

LIST OF FIGURES
FIGURE
NO NAME OF THE FIGURE
PAGE
NO
1.2.1 Organizational Structure 5
4.2.1 Satisfaction with regard to SSP hospital 35
4.2.2 Satisfaction with regard to Service Dress 38
4.2.3 Satisfaction with regard to MONET 39
4.2.4 Satisfaction with regard to Canteen 40
4.2.5 Satisfaction with regard to Education 42

CHAPTER 1
INTRODUCTION
Under this chapter the significance of steel industry in India will be
discussed with Salem Steel plant as an example wherein the Welfare Measures
offered by the industry to its employees will be studied and analyzed in the
following chapters.
1.1 THE STEEL INDUSTRY IN INDIA
1.1.1 Steel
Steel is circular for the development of any modern economy and it is
considered to be the backbone of human civilization. The level of per capita
consumption of steel is treated as an important index of the level of socio-
economic development and living standards of people in any country. It is a
product of large and technologically complex industry having strong forward and
backward linkages in terms of material flows and income generation. Deposits
the fact steel products are susceptible to corrosion and have a relatively high
strength to weight ratio, alternative materials have not been able to make many
inroads into its domain.
The steel industry in India symbolizes the general changes of a radical
nature, which have swept across the economic scene of the country during the
current decade. Latest technologies have been adopted and the outputs have
increased. The industry has moved up in the value chain and exports have risen

consequent to a greater integration with the global economy. The challenges
that confront Indian steel industry in the age of globalization are complex in
nature following the right strategy may help India to perform better in all areas in
a competitive world.
1.1.2. Steel Producers
There are mainly two types of steel producers, primary and secondary
producers. These two strategic groups together uses a mix of technologies, with
much lesser degree of backward integration and hold around 705 of the mild
steel capacity in the Indian steel industry. The third groups of tertiary producers
were the mini-steel plants, using electric, arc of induction furnaces and are very
small in size.
1.1.3. Export of Steel in India
Exports in the first 5 years were mainly due to recession in the domestic
iron and steel market. Once domestic demand revived, exports declined. India
once again started exporting steel only in 1975 touching a figure of 1 million
tones of pig iron and 1.4 million tones of steel in 1976-77. Thereafter, exports
again declined to pick up only in 1991-92. When the main producers exported
3.87 lakh tones which rose to 2.79 million tones in 1995-96 and 3.3 million tones
in 2001-02.
India’s major market for steel and steel items include USA, Canada,
Indonesia, Italy, west Asia, Nepal, Taiwan, Japan, SriLanka and Belgium. The
steel industry has to gear up to meet domestic as Well as global competition
terms of product range, quality, and price.

1.2. STEEL AUTHORITY OF INDIA LIMITED
Steel Authority of India Ltd, (SAIL), India’s largest corporate entity, with its
five integrated steel plants, three special steel plants and Ferro-alloy plant forms
the backbone of Indian Steel Industry. From ordinary safety pin to sophisticated
industrial applications. Steel Authority of India Ltd. (SAIL) is India’s largest and
one of the world’s leading steel procedures with a turn over of 22,000 cr.
Its Central Marketing Organization (CMO) and the International Trade
Division (ITD) market within and outside India SAIL’s vast portfolio of long, flat
and tubular products respectively. By-products and chemicals are marketed
directly by the respective steel plants. SAIL’s Raw Materials division
headquartered at KOLKATTA, manages India’s second largest mines network.
SAIL is in the midst of organizational restructuring to bring greater focus on
its core business of making carbon steel. Making employees aware of the
market requirements, ensuring greater involvement of plants in marketing
initiatives, achieving cost leadership through rigorous cost cutting drives and
rationalizing manpower to bring down the total number of employees to
competitive levels are some other facets of the strategy to ensure sustained
profitability and growth.
SAIL’s ability to continuously grow in different market condition reflects the
inherent strengths of the company to manage its operations under the varying
and fast changing business environment over a long span of time. Its reservoir of
human talent and expertise supported by the latest state-of-art the technology,
forms the strength of its foundation.

In the new millennium, there is a strong focus on SAIL’s business activities
for customer satisfaction, adopting an approach for increased synergy between
production capability and market needs and ensuring supply of customized
products with shorter lead times.
The product mix is being continuously oriented to specific needs of different
market needs of different market segments. SAIL has been progressively
investing in technological up gradation of its plants and facilities for
environmental protection. Information Technology will be an important tool in
providing competitive advantage in the coming years. In the new millennium, the
accent in SAIL is to accelerate the process of change, adapt to emerging
competitive business environment and excel as a business organization both
within and outside India.
SAIL has four integrated steel plants namely Bhilai Steel plant (BSP) in
Chhatisgarh, Durgapur Steel Plant (DSP) in West Bengal, Rourkela Steel Plant
(RSP) in Orissa and Bokaro Steel Plant (BSL) in Jharkhand.
SAIL has three special steel plants namely Alloy Steel Plant (ASP) in West
Bengal, Salem Steel Plant (SSP) in Tamil Nadu and Visvesvaraya Iron and Steel
Plant (VISP) in Karnataka.

Figure 1.2.1 ORGANISATIONAL STRUCTURE
General Manager
(W)
Deputy General
Manager Projects
Deputy General
Manager (MM)
Chief of
Communication
Chief of
Finance Manager
Additional Chief
Vigilance Officer
Asst.General
Manager
Deputy General
Manager
Deputy General
Manager Quality
Deputy General
Manager
Asst.General
Manager
(Technical & Admin)
Asst.General Manager
Computer & Information
Senior Manager
Safety
Chief Personal
Manager
Chief
(Medical & Health)
Senior Manager
(Town Administration)
Manager
(Administration)
Executive
Director
Chief of Personal
and Administration

1.3. SALEM STEEL PLANT
SSP located at the hills of Kanjamalai in Salem, South India, is a special
steels unit of steel Authority of India. State-of the art facilities for Hot rolling, cold
rolling and Blanking have been established at Salem Steel through backward
integration over the years, sourcing the equipment and technical know-how, from
the leaders in the respective fields from around the world.
The government of Tamil Nadu commenced acquition of land in August
1970, with 43.38 acres for the project inauguration. Later, on September 16,
1970 Smt. Indra Gandhi, Prime Minister, laid the foundation on stone for the
Salem Plant. This was followed by acquisition of around 3973 acres including
the lands at Yercard, Kuchikaradu and poolampatti, for the plant, railway siding,
and township and external water supply scheme.
Salem Steel Plant (SSP) is the youngest member of SAIL; the public sector
giant becomes the visitor to the latest technology and sophistication. To meet
the growing demand in 1970 the Prime Minister of India announced in the Loc
Sabha the decision of the government to setup a steel plant at Salem in Tamil
nadu. Based on the feasibility report the government made an investment
decision in 1972, to establish an integrated special steel plant for the
manufacture of stainless steel, electrical steel and special sheets and strips.
On Sep 13, 1977, the detailed project Report was approved by the
government and sanction was accorded for implementation of first stage to be
completed in Sep 1981. Work progressed on schedule and the Hot Rolling Mill
was commissioned on March 13, 1992. SSP produced all thickness and finishes

of its product mix during the first year of operation itself stabilizing operation, the
plant is steadily building up its capacity and achieved a break even point at the
end of the third year of its operations 1984-1985.
Salem Steel Plant (SSP) is a premier producer of international quality
stainless steel in India. Commissioned in 1981, the plant has a capacity to roll
186000 tones of hot rolled carbon and stainless steel sheets and coils per
annum. The plant has gone beyond its designed capacity and successfully cold
rolled value added 0.13mm thick stainless steel. SSP can also supply hot rolled
carbon steel in thickness of 1.5, 1.4, 1.25 mm. Its products have become a
household name ‘Salem Stainless’ in the domestic market and are widely
exported; besides meeting the requirements of 100 percent export oriented units
and free-trade zones in India. In hot rolled special grade carbon steels, SSP has
been recognized as a well known manufacture of boiler quality steels, the plant
is also supplying LPG grade is 6240 steel in sheet form. The entire plant is
certified for the ISO: 9001 quality assurance and ISO: 14001 Environment
Management Systems.
Organization Goals
Mission
Sustained growth through internal generation of resources is the hallmark
of the corporate mission of SAIL.
Vision
To be the market leader and prosper in business through satisfaction of
customer needs by continual improvement in quality, cost & delivery of products
and services.

Core Values
1. Customer Satisfaction
Customer satisfaction is the priority of every employee and the purpose of
every job. This alone enables to achieve market leadership.
2. Concern for people
Developing competence and commitment of our people for enhancing their
contribution is necessary for achieving customer satisfaction.
3. Consistent profitability
Consistent and significant profitability must be the essential outcome of our
activities.
4. Commitment to Excellence
Harnessing the full potential of all resources through creativity, continuous
improvement and teamwork makes the best organization.

Achievement of Salem Steel Plant:
Besides these products, a conversion scheme was launched for producing
value-added products like dinner sets and doorframes. These products have
gained wide acclaim and popularity among the general public.
Quality is the hallmark of Salem Steel Plant. Strong adherence to quality is
followed in the plant since inception. Salem is the first among the SAIL plants to
get ISO-9002 Certification. The plant has also achieved ISO Certification for its
hot-rolling mill within year of its commissioning.
Salem Steel Plant is equally effective in pollution control and environment
management. The plant is the first among the SAIL units to achieve zero
discharge of effluence and swage. This plant has won the SAIL Paryavaran
Award consecutively for three years.
Salem Steel Plant thus added another features to its cap; it has won the
SAIL Parayavaran Award for the year 1999. It has also won the Jawaharlal
Memorial National Award for pollution and energy conservation methods from
the International Greenland Society. The plant is also the first in the SAIL units to
achieve Zero discharge of effluence and sewage.

1.4. SCOPE OF WELFARE MEASURES
Labour, at all times, has been recognized as a separate factor of
production. Any work, whether manual or mental, which is undertaken for a
monetary consideration is called as labour. There have been differences of
opinion with regard to the importance of labour, but the fact remains that no
production possible without an efficient labour force.
Labour investigations committee defines welfare as “anything done for
intellectual, physical, moral and economic and betterment of the workers,
whether by employers, by government or by other agencies or over and above
what is normally expected on the part of the contractual benefits or which
workers have bargained”.
International labours organizations refers with regard to labour welfare as
such services, facilities and amenities which may be established in or in the
vicinity of undertaking to enable the persons employed in them to perform their
work in healthy, consequential surrounding and provided with amenities
conductive to good health and high morale.
1.4.1. Importance of Employee Welfare
The importance in the conditions of their life and work will lead to high
production and peace, which will ultimately lead to the national progress.
Employee welfare increases the productive efficiency of the workers and induce
them a new sprit of self-relation and consciousness. To save the workers from
the evils, to increase productivity efficiency of the workers and to make the
country more prosperous, labour welfare measures are essential for industry.

1.4.2. Definition
The term “employee” and “labour” is used interchangeably in the study unit.
In this study employee welfare refers to labour welfare. Efficiency of the
workforce is directly and indirectly linked with the conditions and environment
under which they are required to work. Even the most sincere employee cannot
contribute his productivity is bound to increase when he is comfortable at the
workplace and he is conscious of the welfare amenities.
If he is forced to work in inadequate light conditions or polluted air
conditions, his output potential will decline. Overacting of the environment are
worse than under heating although both are expensive in terms of decline in
output since respiratory ailments would be caused by both the conditions
1.4.3. Employee Welfare Activities
Employee welfare constitutes the provision of welfare work, which depends
for their observance on the compulsion of the government.
Voluntary
Voluntary facilities are the facilities, which are provided by the explorer
voluntarily for the benefit of the employees. Even though more provisions are
becoming statutorily obligatory, new avenues for voluntary welfare work are
always opening up as a result of new situations arising out of more accelerated
pack of industry. So there is a vast scope for employers to play their role in
providing voluntary facilities.

Mutual
Mutual welfare facilities are the joint enterprise of the workers to improve
their lot. This is a place where trade unions can play the active role and
undertake many provisions for the betterment of the workers. But they are not
much developed to provide these facilities to the workers.
1.4.4. Employee Welfare Measures – An Overview
The following Acts provides these measures:
1. Factories Act 1948
2. Employees family pension scheme 1971
3. Employee state insurance Act 1948
4. Workmen’s compensation Act 1923
5. Payment of gratuity Act 1972.
6. Employees provident fund Act 1952
7. Maternity benefit Act 1961
Factories Act 1948
The existing law reacting to regulation of labour employed in factories in
India is embodies in the factories act 1934. Experience of the working of the act
has revealed a number of defects and weakness, which hamper effective
administration. Hence the factories act 1948 was enacted and new changes
were introduced to male health safety and welfare measures more appropriate to
the factory workers. The main object of this act is to protect factories act from
being subject to unduly long hours of bodily strain or manual labour. It also
provides that employees should work in healthy and better sanitary conditions so
far as the manufacturing process will allow and precautions should be taken for
their safety and for the preventions on accidents.

1. Washing Facility (Sec.42)
In every factory adequate and suitable facilities (separately and adequately
screened for the use of male and female workers) shall be provided and
maintained for the use of the workers therein and such facilities shall be
conveniently accessible and shall be kept clean.
2. Facility for storing and drying clothing (Sec.43)
The state government may make rules requiring the provision of suitable
places for keeping clothing of workers not worn during working hours and for the
drying or wet clothing in respect of any factory or class of factories.
3. Facility for sitting (Sec.44)
Provision of status arrangement for workers obliged to work in a standing
position. In every factory, suitable arrangements for sitting shall be provided and
maintained for all workers who are obliged to work in a standing position. This
has been done in order that workers may take advantage of any opportunities for
rest, which may occur in the course of their work.
Provision of seating arrangement for workers doing work which can be
done in a sitting post if the workers in any factory engaged in a particular
manufacturing process or working in a particular room are able to do their work,
the chief inspector may require the occupier of the factory to provide such
seating as may be practicable.

4. First aid appliances (Sec.45)
At least one first-aid box with prescribed contents for every 150 workers.
There shall in every factory be provided and maintained so as to be readily
accessible during all working hours, first-aid boxes or cupboards with the
prescribed contents. There shall be at least one such box for every 150 workers
ordinarily employed at any one time in the factory.
First-aid box to have prescribed contents. Only the prescribed contents
shall be kept in a first aid box or cupboard. Most first-aid box to be in the charge
of responsible person. Each First-aid box shall be kept in the charge of separate
responsible person who holds a certificate in the First-aid treatment recognized
by the state government. Further, such person shall always be readily available
during the working hours of the factory.
Ambulance room in a factory employing more than 500 workers. In every
factory wherein more than 500 workers are ordinarily employed there shall be
provided and maintained an ambulance room containing the prescribed
equipment.
The room shall be in the charge of such medical and nursing staff as may
be prescribed and those facilities shall always be made readily available during
the working hours of the factory.

5. Canteens (Sec.46)
Canteen in factory employing more than 250 workers the state government
may make rules. The state government may make rules requiring that in any
specified factory wherein more than 250 workers are ordinarily employed, a
canteen shall be provided and maintained by the occupier for the use of the
workers.
6. Shelters, rest rooms and lunch rooms (Sec.47)
Provision for shelters, rest rooms. Lunch rooms in a factory employing
more than 150 workers. In every factory wherein more than 150 workers are,
there shall be a provision for shelters, rest rooms, lunch rooms where workers
can eat meals brought by them with provision for drinking water, however, any
canteen maintained in accordance with the provision of Sec 46 shall be regard
as part of this requirement. Where a lunchroom exists, no worker shall eat any
food in the workroom.
7. Crèches (Sec.48)
Provision of crèches in factories employing more than 30 women workers.
In every factory wherein more than 30 women workers are ordinarily employed,
there shall be provided and maintained a suitable room for use of children under
the age of 6 years of such women.

Crèches should be adequate lighted and ventilated and to be under the
charge of trained women. Rooms for use of children shall provide adequate
accommodation shall be adequately lighted and vent lighted.
Further they shall be maintained in a clean and sanitary condition shall be
under the charge of women trained in the care of children and infants. The
location and the standards in respect of construction, accommodation, furniture
and other equipment of rooms for use of children belonging to women workers.
8. Welfare officers
Employment of welfare officers in a factory employing 500 or more workers.
In every factory wherein 500 or more employees there shall be one welfare
officer for the purpose of marinating those facility.
Employee’s Family pension scheme – 1971
The family pension seeks to provide some monetary relief to the family
members of employees, who die in service, that is, before superannuating. In the
event of an employee’s death his family gets pension on a graded scale
depending on the employee’s last salary grade.
The range of pension is around Rs.50 to Rs.200. In addition to pension
sum of Rs. 1000. Is also paid as life insurance benefit. Those employees, who
retire from service, get a lump sum of Rs. 4000/- as retirement benefit, obviously
under the present scheme, retiring employees do not benefit from any sort of
pension.

The employee, the employer and the state government contribute 1-1/6%
of the employee’s pay as contribution to fund. The central government pays the
administrative cost of the scheme.
Employees State Insurance Act 1948
This Act applies in the first instance to the personnel factories using power
and employing 20 or more persons. The objective of this act is to provide certain
benefits to employees. In case of sickness, maternity and employment injury and
to evolve a scheme for socio-economic welfare of the workers. The act covers all
factories and industries, which run on permanent basis, and it does not include
any seasonal factory.
Workmen’s compensation Act 1923
In 1923 the government of India passed the workmen’s compensation act
intended to provide for the compensation to those workman who sustain
personnel injuries by the accidents arising out of and in the course of their
employment. The act applies to all permanent employees employed in railways,
factories, mines, plantations, mechanically prepared vehicles construction work
and certain hazardous occupations of drawing a salary not exceeding Rs. 1000
The employer is liable to pay under this act, the compensation incase of
personnel injury by accident arising out of and in the course of employment. No
compensation is however payable if the incapacity of the worker, not resulting in
death.

The amount of compensation payable depends on the nature of injury and
the average monthly wages of the worker concerned for this purpose, injury has
been divided into three categories.
They are: a) Causing death, b) total or partial permanent disablement and
Temporary disablement. The rates of compensation are fixed for all type of
injuries according to wager ranges. If the period of disablement does not exceed
28 days, no compensation is paid for the first thirty days.
Payment of gratuity Act 1972
The government has also passed the government of gratuity act 1972
under which employees in factories. Since, oil fields, plantations, ports, railways,
companies, shops or other establishments are entitled to gratuity under
completing 5 years of service, at the rate of ½ month’s wages for each completed
years of services subject to a maximum of 20 months wages. This scheme
applies to workers drawing a monthly salary of Rs. 1000 or less.
Employees Provident Fund Act 1952
The act was passed in 1952 covering factories employing 50 or more
workers in 6 major industries Viz., Iron and Steel industries, Textiles,
Engineering, Cement, Paper and Cigarettes. Establishment employing between
20 and 50 persons are also exerted for 5 years. The employees and employers
contribute 6 % of the total emoluments.

The scheme covers every employee drawing as salary of Rs.100 or less
and who has completed one year continues service and actually worked for 240
days in that period. A special reserve fund was made for making the payment to
outgoing members.
Maternity benefit Act 1961
Maternity benefit act 1961 has been passed to regulate the employment of
women in certain establishment for certain periods before and after childbirth to
provide different kinds of benefit to female wage earners.
Section (4) of this act prohibits of work by women under certain
circumstances.
1) Women shall not be employed during six weeks immediately following the
day of her delivery or miscarriage.
2) No pregnant women shall be made to do any work which involves long
hours of standing.

1.5. DUTIES OF WELFARE OFFICER
The duties of welfare officer shall be the following
a) To establish the conduct and hold consultations with a view to maintain
harmonious relation between the factory management and workers.
b) To bring the notice of the factory management the grievances of workers,
individuals as well as collective with a view to secure expeditions redress and to
act as liaison officer between the management and labour.
c) To study and understand ht point of view of labour in order to help the
management to shape and formulae labour polices to the workers in a language
they can understand.
d) To watch industrial relation with a view to use his influence in the event
of dispute between the factory management and workers to help and to bring
about a settlement by persuasive effect.
e) To advice the management and concern departments of the factory
obligations, statutory or otherwise concerning regulations of working hours,
maternity benefit, medical scare compensation for injuries and sickness and
other welfare and social benefit measures.
1.5.1 Other duties
a) To advice and assist the management in the fulfillment of its
obligations statutory or otherwise concerning. Prevention of personnel injuries
and marinating a safe work environment, in such factories where a safety
officer is not required to be appointed under the enabling provisions under
section 40B of Act.

b) To promote regulations between the concerned departments of the
factory and workers, which will bring about productive efficiency as well as
amelioration in the working conditions and to help workers to adjust and
adopt themselves to their working environment.
c) To encourage the formulation of ht workers and joint production
committee, co-operative societies and welfare comities and to supervise their
works.
d) To encourage the provision of amenities such as canteens, crèches
adequate latrine facilities, drinking water, sickness and benefit schemes
payment, guarantee of loans and legal advice to workers.
e) To help the factory management in regulating grant of leave with wages
and explain to the workers. The provision relating to leave with wages and
other leave privileges and to guide the workers in the matter of submission
of application for grant of leave for regulating authorized absence.
f) To advice the provision of welfare facilities, such as housing facilities
foodstuffs social and recreational facilities sanitation advice on individual,
personnel problems and education of children.
h) To work for the improvement of educational facility and promote
adoption of the family welfare measures among the workers. Welfare officers not
to deal with disciplinary cases or appear on behalf of the management
against workers.
No welfare officer shall deal with any disciplinary against a person
employed in a factory or appear before a conciliation officer, court or tribunals on
behalf of the management. When he is required by a conciliation officer, court or
tribunals to appear as an indefinite witness.

CHAPTER 2
OBJECTIVES OF THE STUDY
2.1. Objectives
¬ To study the existing welfare measures adopted by the organization
¬ To identify the impact of the welfare measures upon the workers health
and productivity.
¬ To pin point disparity in the existing welfare facilities.
¬ To identify the place of deviation in the implementation of welfare
measures from the statutory regulation of the Factories Act.
¬ To recommended suitable remedies related to welfare problem so as to
increase the job satisfaction and productivity of the employees.

2.2 Scope of the Study
The concept of labour is necessarily dynamic and has been interpreted in
different ways from country to country and time-to-time and even in the same
country. According to the social institution degree of the industrialization and
general level of social and economic department. So also, the concept of welfare
is interpreted from various angles.
Labour welfare may be viewed as a total concept and as a relative
concept. The total concept is a desirable state of existence involving the
physical, mental, moral and economical well-being. These four elements
together constitute the structure of the welfare implies the welfare of man, his
family and community.
All these three aspects are interrelated and work together in a three
dimensional approach. The relative concept of welfare implies that welfare is
relative, in time and place. It is a dynamic and flexible concept and hence its
meaning and content differ form time-to-time, industry-to-industry and country-to-
country depending upon the value system level of education, social customs and
degree of industrialization and general standards of a socio-economic
department of people.

2.3. Limitation of the study
¬ This primary data is collected from these employees during their little
leisure hours and co-operation in responding to the schedule was not
encouraging. So, 100% accuracy cannot be expected in this study.
¬ This study deals with labour welfare measures and management relations
provided by SSP, to its employees.
¬ For analysis, Labour welfare measures provided as per the provision of
Factories Act, 1948 and other voluntary welfare measures alone have
been taken in this survey.

CHAPTER 3
RESEARCH METHODOLOGY
3.1. Introduction
Research is a systemized effort in gain knowledge. It can also be referred
to as ‘the search of knowledge’. Research methodology is a technique used to
systematically solve a research problem. It helps the researcher to know which
research method and analysis could be utilized to bring out a possible solution
for a research problem. The researcher should know why a particular technique
to the project.
3.2. Research Design
Research design acts as the blueprint for the research by using this
framework the researcher moves step by step in to the research process. It
constitutes the basic forms for the collection, measurement and analysis of data.
Research design stands fro the advanced planning of the methods to be
adopted for collection of relevant data. Moreover it explains about the techniques
to be used in the analysis, keeping in view the objective of the research and
availability of staff, time and money. This research design was selected based
on the objective on the study and keeping in mind the time and availability of
recourses for the research.

3.3. Type of Research
The type of research design used in this project was the descriptive
research. Because, it helps to describe the characteristics of a particular group
of people, working within a company. The characteristics of a work group may
differ in many ways in different companies. Each group may have separate
reasons for exhibiting such characteristics within the company. The descriptive
study was carried out to seek these reasons. Careful design of descriptive
studies was necessary to ensure the complete interpretation of the situation and
to ensure minimum bias in the collection of data.
3.4. Sources of Information
It is necessary for every research to have both primary data and secondary
data, without which the research would be inefficient. In this research the
primary data was collected by means of a structured questionnaire. The
questionnaire consisted of twenty-five questions inquiring various factors related
to their Welfare measures in SSP. The secondary data was collected through
company profile, journals, websites and other databases of the company. All
these data were helpful in carrying out the analysis.
3.5. Sampling Design
Sample design lays down all the details to be included in a sample. It is a
definite plan for obtaining a sample from a given population. The sampling
technique used was the simple random sampling. It was the method by which
each number of the population had a chance of being selected.

CHAPTER 4
ANALYSIS OF DATA AND INTERPRETATION
4.1. Secondary data analysis
The secondary data was collected through company profile, journals,
websites and other databases of the company. In SSP various facility are
provided to their employees. They are:
1. Canteen
2. Medical
3. Educational
4. Service Dress
5. MONET
6. Township
7. Recreation Facility
8. Motivational Scheme
a. Incentive scheme for Non_executives employees
b. Incentive scheme for executives employees
c. Incentive scheme for Market executive employees
d. Nehru award
e. Jawahar award
f. Good work Reward
g. Suggestion scheme
h. Incentive for higher studies

1. Canteen
In India, the Factories Act places the responsibility on State Government to
make rules that in any specified factory with more than 250 workers, a canteen
should be provided and canteen standards should be maintained.
Workers should have representation in the management of the canteens.
Each state government has framed its own rules. However, CLW in its survey
found that even where canteens are provided they are not well stocked. The
CLW has suggested that canteen legislation should be amended to empower
state government to make rules to meet the objective of nutrition. In the case of
small establishments the committee has suggested joint services as also in
backward areas.
Canteen, it feels should try to provide at least on balanced meal to workers
and allow them credit purchases so that it may make good use of the facility.
The items of expenditure in the running of the canteen, which are not to be taken
into account in fixing the cost of, specified meals.
There are 3 canteens available in SSP. Main canteen is placed in CRM
complex. One at HRM, another in Admin area. These canteens benefit about
800 employees every day. The menu for Tiffin and lunch are finalized on the
basis of the recommendation of a Committee consisting of representatives of
union and Management constituted for the purpose. The food serve in the
canteen are subsided to all the employees.

2. Medical
SSP has a full-fledged 40-bedded hospital in the township premises. All
employees and their dependent family members are provided with medical
treatment at free of cost. The services of hospital are extended to CISF
personnel posted at SSP as well as the general public residing near by villages.
Over and above there is an Occupational Health Center in the plant premises,
which also attend to the cases with regard to industrial hygiene. For the
Occupational Health Center, one ‘Factory Medical Officer’ is appointed and
posted at OHC, as per statutory requirement.
3. Educational Facilities
Education, to the children of factory employees is a statutory requirement.
There is two-schools functioning in SSP Township for the benefit of the children
of employees. One at primary level and another at secondary level. Children of
Non-employees also gain the benefit of this school. More than 1000 students are
studying in this school. Well-trained graduate and postgraduate teachers are
posted for coaching purpose. The children of nearby village other than SSP
employees in limited number are also benefited by the service of this school.
Over and above about 6 number of children who are socially back warded are
admitted to class I and given free education in this school every year.
4. Service Dress
All male and female employees of SSP are provided which dress once in
every year. This service dress includes shirts, trouser, socks, belt, shoes for

male employees and saris, blouse and chapels for female employees. SSP also
provide winter Dress to employees posted in its offices in the north India.
5. MONET
Monet is a close circuit TV system that is operated with in the SSP
Township. All employees and their family members who live in the Township
enjoy this facility. This serves the purpose of communication among the family
members of employees by telecasting company events and information. News
bulletin are telecast periodically through MONET. TV channels are also telecast
for the benefit of the employees and their family members at concessional rate.
6. Township
SSP Township consists of above 832 numbers of dwelling units at about
70% satisfaction of total employees. This units are categorized into A, B, C, C”
and D type with scooter shed and car shed facilities. The township also includes
a marriage hall, recreation club, auditorium, swimming pool, hall for tiny tall,
cooperative stores, post office, bank, full-fledged children park, etc.,
7. Recreation Facility
The facility provided for the recreation and the resources available for this
purpose the importance accorded to it by the employer. These facilities are
sometimes provided at the workplace or community basis. It is also
recommended that small units could be lent a helping land by a state in
organizing recreation facility for its workers in industrial housing colonies.

Employers may also sponsor athletic teams or arrange picnics and group
dinners for members of their families. Needless to say such events are meant to
bring together employers and their families at one place so that they develop
close affinity with one another and a sense of belonging to the enterprise.
8. Motivational scheme
a. Incentive scheme for Non_executives employees
All non-executive employees are included in this scheme. It considers the
monthly monitory payment is made to the employees that are linked to the
production and profitability of the plant. The non-executive employees are
posted at Salem, Chennai, Delhi, and Bangalore is covered under this scheme.
b. Incentive scheme for Executives Scheme
All executive employees are included in this scheme. All executive are paid
money in terms of monthly bases on the bases of production and financial
position of the company.
c. Incentive scheme for marketing executives
All the market executives are benefited by this scheme. The marketing
employees posted at Salem as well as outstations are eligible for this reward
scheme. This scheme is based on the total volume of sales per month.

d. Nehru award
Every year a committee constituted by the management for the purpose on
the basis of their overall performance and track record selects about 10 non-
executive employees. This award consist of Rs. 2500 and given to employees
concerned on august 15 every year.
e. Jawahar award
Under this award two executives are selected for this award based on their
performance. One from works area another from non-works area. The award
consists of Rs. 5000 and a citation and is conferred on the respective employees
on the National Metallurgies day every year.
f. Good work Reward
All non-executives up to manager level are covered under this scheme. The
purpose of this scheme is to recognize especially good work by the employees.
The main purpose of this scheme is to motivating the employees to maintain
high standard of work among the employees. Good work means specific piece of
work perform by individual (or) group it will resulted in honest quality of output,
good house keeping, etc., based on the recommendation from HOD each
employee (or) group of employees are award ranging from Rs. 200 to Rs. 500 to
each employee.

g. Good Suggestion scheme
Under this scheme the employees are encouraged to give their suggestions
in that will result in the meant have improve the working conditions or financial
position of the company. Suggestions are given in the prescribed format. Cash
award is given according to the meant of the suggestion, made by the employee.
Suggestions are arranged and on the spot prizes are given to the employees
concerned.
h. Incentive for higher studies
This scheme also includes the motivational scheme. This scheme facilitates
the employees to enrich their knowledge by acquiring for higher qualification.
Under this scheme the employees who acquire PG, BE, MBA, ICWA, etc.,
obtained degree from educational institutions is given one time cash award of
Rs.10000 to each employee.

4.2. Primary data analysis
The primary data was collected by means of a structured questionnaire.
Table 4.2.1 AGE WISE CLASSIFICATION OF EMPLOYEES
AGE RespondentsPercentage
25-30 38 25.33
31-40 30 20
41-50 32 21.33
Above 5050 33.33
Total 150 100
This table indicates that 25.33% of the respondents were between the age
group of 25-30. 20% of the respondents were between the age group of 31-
40. 21.33% of the respondents were between the age group of 41-50.
33.33 % of the respondents were between the age group of above 50.
Table 4.2.2 DESIGNATION WISE CLASSIFICATION OF EMPLOYEES
DESIGNATION RespondentsPercentage
Technician 30 20.00
Operator 42 28.00
Sr.Technician 26 17.33
Sr.operator 36 24.00
Mechanical 16 10.67
TOTAL 150 100

This table indicates that 20% of the respondents under technician
department. 28 % of the respondents under operator department. 17.33%
of the respondents under Sr.technician department.24% of the respondents
under Sr.operator department. 10.67% of the respondents under
Mechanical department.
Table 4.2.3 SATISFACTION WITH REGARD TO SSP HOSPITAL
Satisfaction Respondents Percentage
Highly Satisfied 25 16.67
Satisfied 76 50.67
Neutral 27 18
Dissatisfied 22 14.67
Total 150 100
The above Table indicates that 16.67% of the employees are highly
satisfied with the facilities provided in SSP hospital. 50.67% of the
employees are satisfied with the facilities provided in SSP hospital. 18% of
the employees are neutrally satisfied with the facilities provided in SSP
hospital. 14.67% of the employees are dissatisfied with the facilities
provided in SSP hospital.
FIGURE 4.2.1 SATISFACTION WITH REGARD TO SSP HOSPITAL
0
50
100
150
Satisfaction level of SSP hospital
Respondents Percentage
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Total

Table 4.2.4 SATISFACTION WITH REGARD TO NUMBER OF
DOCTORS IN THE HOSPITAL
Availability Respondents Percentage
Yes 32 21.33
No 118 78.67
TOTAL 150 100
This Table indicates that 22% of the employees are highly satisfied with the
sufficient number of doctors in the hospital.78% of the employees are not
satisfied with the sufficient number of doctors in the hospital.
Table 4.2.5 SATISFACTION WITH REGARD TO REFERRAL
SYSTEM
Satisfied 104 69.33
Neutral 26 17.33
Highly Dissatisfied 3 2.00
Total 150 100
This Table indicates that 4.00% of the employees are highly satisfied with
the existing referral system in hospital. 69% of the employees are satisfied
with the existing referral system in hospital. 17% of the employees are
Neutrally satisfied with the facilities provided in SSP hospital. 8% of the
employees are dissatisfied with the existing referral system in hospital. 2%
of the employees are highly dissatisfied with the existing referral system in
hospital.

Table 4.2.6 SATISFACTION WITH REGARD TO SERVICE DRESS
Yes 88 58.67
No 62 41.33
Total 150 100
This Table indicates that 58% of the employees are satisfied
with their service dress. 42% of the employees are not
satisfied with their service dress.
Table 4.2.7 SATISFACTION WITH REGARD TO QUALITY OF SERVICE
DRESSS
Highly Satisfied10 6.67
Satisfied 85 56.67
Neutral 40 26.67
Total 150 100
This table indicates that 7% of the employees are highly satisfied with
their quality of service dress.57% of the employees are satisfied with their
quality of service dress.27% of the employees are Neutrally satisfied with
their quality of service dress. 10% of the employees are dissatisfied with
their quality of service dress.

FIGURE 4.2.2 SATISFACTION WITH REGARD TO SERVICE DRESS
0
50
100
150
Satisfaction level of Service Dress
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Total
Table 4.2.8 SATISFACTION WITH REGARD TO USEFULNESS IN
PERFORMING THE DUTY
Performance Respondents Percentage
Highly Helpful 41 27.33
Helpful 91 60.67
No effect 18 12.00
Total 150 100
This table indicates that 27% of the employees are rate their service dress
is highly helpful to perform their duty. 61% of the employees are rate their
service dress is helpful to perform their duty. 12% of the employees are
rate that no effect in their service dress to perform their duty.

Table 4.2.9 SATISFACTION WITH REGARD TO MONET
Performance Respondents Percentage
Yes 85 56.67
No 65 43.33
Total 150 100
FIGURE 4.2.3. SATISFACTION WITH REGARD TO MONET
0
50
100
150
Satisfaction level of MONET
Yes
No
Total
This table indicates that 57% of the employees are satisfied with the
functioning of MONET. 43% of the employees are not satisfied with the
functioning of MONET.
Table 4.2.10 SATISFACTION WITH REGARD TO ENTERTAINMENT BY
MONET
Satisfied 25 16.67
Neutral 29 19.33
Highly Dissatisfied41 27.33
Total 150 100

This Table indicates that 15% of the employees are highly satisfied with
entertainment by MONET among township resident. MONET satisfies 17%
of the employees with entertainment among township resident. MONET
neutrally satisfies 19% of the employees with entertainment among
township resident. MONET dissatisfied 22% of the employees with
entertainment among township resident. MONET highly dissatisfied 27% of
the employees with entertainment among township resident.
Table 4.2.11. SATIFACTION WITH REGARD TO CANTEEN
(In Percentage)
Highly Satisfactory Satisfactory Neutral Dissatisfactory
a) Quality of food22.67 58.33 19.00 0
b)Hygiene 19.67 65.00 12.00 3.33
c)Service 17.33 71.67 8.67 2.33
This Table indicates that 23% of the employees are highly satisfied with quality
of food in canteen. 20% of the employees are highly satisfied with Hygiene of
food in canteen. 17% of the employees are highly satisfied with Canteen
service.
FIGURE 4.2.4. SATISFACTION WITH REGARD TO CANTEEN
Table 4.2.12. SATIFACTION WITH REGARD TO FOOD IN
CANTEEN
Satisfaction with regard to Canteen
0
20
40
60
80
a) Quality
of food
b)Hygine c)Service
Highly
Satisfactory
Satisfactory
Neutral
Dissatisfactory

This Table indicates
that 15% of the employees are highly satisfied with the food in canteen.
able 4.2.13 WHETHER THE WEIGHTAGE IS GIVEN TO THE
SUGGESTION BY EMPLOYEES
indicates that 69% of the employees are rated that
their suggestions is consider by canteen in charge. 31% of the
Table 4.2.14 SATISFACTION WITH REGARD TO HIGHER EDUCATION
Satisfied 109 72.67
Neutral 15 10.00
Dissatisfied 3 2.00
Total 150 100
This Table indicates that 73% of the employees are satisfied with the food
in canteen.10% of the employees are neutrally with the food in canteen. 2%
of the employees are dissatisfied with the food in canteen.
T
Yes 103 68.67
No 47 31.33
Total 150 100
This table
employees are rated that their suggestions is not consider by
canteen in charge.

Yes 108 72.00
N 28.00
o 42
Total 150 100
his Table indicates that 72% of the employees are satisfied with the
FIGURE 4.2. 5. SATISFACTION WITH REGARD TO EDUCATION
T
promotional measures. 28% of the employees are not satisfied with the
promotional measures.
0
50
100
150
Satisfaction level of education
Yes
No
Total
Table 4.2.15 SATISFACTION W TO TOWNSHIP SCHOOL
ITH REGARD
Sa 9 65.33
tisfied 8
Neutral 25 16.67
Total 150 100

Township school. 65% of the employees are satisfied with the Township
school. 17%of the employees are neutrally with the Township school. 10%
of the employees are dissatisfied with the Township school. 3% of the
employees are highly dissatisfied with the Township school.
Table 4.2.16 SATISFACTION WITH REGARD TO NUMBER OF
TEACHERS IN THE SCHOOL
Yes 112 74.67
No 38 25.33
Total 150 100
This Table indicates that 75% of the employees are satisfied with the
number of teachers available in Township school. 25% of the employees
are satisfied with the number of teachers available in Township school.
Table 4.2.17 SATISFACTION WITH REGARD TO REST ROOM
Yes 55 36.67
No 95 63. 33
Total 150 100
This Table indicates that 37% of the employees are satisfied with the rest
room. 63% of the employees are satisfied with the rest room.

Table 4.2.18. SATISFACTION WITH REGARD TO TOILET FACILITY
SatisfactionRespondentsPercentage
Yes 115 76.67
No 35 23.33
Total 150 100
This Table indicates that 77% of the employees are satisfied with the toilet
facility.23% of the employees are not satisfied with the toilet facility.
Table 4.2.19. SATISFACTION WITH REGARD TO MOTIVATIONAL
SCHEME
Satisfied 74 49.33
Neutral 24 16.00
Total 150 100
Motivational Scheme. 49% of the employees are satisfied with the
Motivational Scheme. 16% of the employees are neutrally with the
Motivational Scheme. 12% of the employees are dissatisfied with the
Motivational Scheme. 3% of the employees are highly dissatisfied with the
Motivational Scheme.

Table 4.2.20 SATISFACTION WITH REGARD TO CO-OPERATIVE
STORES
Satisfied 29 19.33
Neutral 47 31.33
Total 150 100
functioning of co-operative stores. 19% of the employees are satisfied with
the functioning of co-operative stores. 31% of the employees are neutrally
satisfied with the functioning of co-operative stores. 33% of the employees
are highly dissatisfied with the functioning of co-operative stores.
Table 4.2.21. SATISFACTION WITH REGARD TO RECREATIONAL
MEASURES
Satisfied 85 56.67
Neutral 46 30.67
Total 150 100
functioning of Recreational measures. 57% of the employees are satisfied
with the functioning of Recreational measures. 31% of the employees are

Neutrally satisfied with the functioning of Recreational measures. 9% of the
employees are dissatisfied with the functioning of Recreational measures.
2% of the employees are highly dissatisfied with the functioning of
Recreational measures.
Table 4.2.22 SATISFACTION WITH REGARD TO SPORTS AND
CULTURAL ACTIVITIES
Yes 113 75.33
No 37 24.67
Total 150 100
This Table indicates that 75% of the employees are satisfied
with the Sports and Cultural activities. 25% of the employees
are not satisfied with the Sports and Cultural activities.
Table 4.2.23 SATISFACTION WITH REGARD TO NON-STATUTORY
WELFARE MEASURES
(In Percentage)
( Highly Satisfied Satisfied Neutral Dissatisfied
Transport facility 60 29.67 5.33 5.00
Education facility 5 65.00 16.67 13.33
Milk during night shift 2 78.33 12.67 7.00
This Table shows that 60% of the employees are highly satisfied with the
transport facility. 13% of the employees are dissatisfied with the education
facility. 78% of the employees are satisfied with the milk during night shift.

CHAPTER 5
5.1 Findings
From the survey conducted, it has observed that the company provides
several welfare measures for its employees. The opinion of the respondents
shows that in general, most of the employees are satisfied with the medical
facilities extended to them. Regarding referral system in the hospital, only 2
percent of the employees are satisfied with the existing guidelines. Majority of
the employees are satisfied with the service dress issued by the company. Only
12 percent of the respondents feel that service dress is not helpful to perform
their duty. Further, employees feel that MONET is the best channel for
communicating company information and events among employees and their
family members residing in the Township. It is also observed that most of the
employees are highly satisfied with the canteen facilities.
Regarding education facilities, 72 percent of the respondents are satisfied
with the functioning of the Township schools meant for the children of the
employees. Regarding motivational scheme in vogue, the same is well accepted
by the employees. However it is derived that many are not satisfied with the
functioning of Co-operative society in the Township premises. Regarding
recreational measures, only 2 percent of the respondents are disagreement with
the existing facilities.
The survey results shows that majority of the employees are satisfied with
other welfare measures like washing allowances, night shift allowance, festival
advances, house rent allowance, shift duty allowance, bonus vehicle advance,
etc.,

5.2 Suggestions
¬ While rewarding suggestion master quality of suggestions could be
considered instead of quantity.
¬ Employees could be oriented to utilize Welfare facilities
¬ Employees can self-access, finding faults and correcting them.
¬ Alternative rewards could be give as reward for quality circles

CHAPTER 6
6.1 Conclusion
The study clearly shows that majority of the employees are satisfied with
the existing welfare measures in SAIL, SSP. Only a meagre percentage of about
8 percentages (overall) of the employees are not in agreement with the various
existing welfare measures like canteen, medical, Township, school, lighting
facility, ventilation, and service dress, transport facility. Employees are also
satisfied with various monetary facilities like festival advances, house building
advance and vehicle advance provided by the company. To sum up, in general
employees are satisfied with the various welfare measures currently in vogue, in
Steel Authority of India Ltd., Salem Steel Plant.
However, a section of the employees are under the impression that
facilities for rest room can be thought of as an additional welfare measure. Also
the services rendered by the MONET and Cooperative society are to be
improved further.

A STUDY OF LABOUR WELFARE MEASURES
AT STEEL AUTHORITY OF INDIA, SALEM STEEL PLANT
EMPLOYEES SURVEY:
Name of the person (optional)
Age
Grade
Department
Are you aware of the welfare measures
specified by the Factories Act
[ YES ] [ NO ]
1. Are you satisfied with the facilities provided in SSP hospital?
a) Highly Satisfactory [ ]
b) Satisfactory [ ]
c) Neutral [ ]
d) Dissatisfactory [ ]
e) Highly Dissatisfactory [ ]
2. Is the hospital is occupied with the sufficient no. of doctors
[YES] [NO]
3. Please specify the level of satisfaction in the medical facility available
in the hospital
b) Satisfactory [ ]
c) Neutral [ ]

4. Are you satisfied with the existing referral system in the hospital
b) Satisfactory [ ]
c) Neutral [ ]
5. Are you satisfied with the existing system of issue of service dress?
[ YES ] [ NO ]
6. Are you satisfied with the quality of service dress provided by the
company
b) Satisfactory [ ]
c) Neutral [ ]
7. How service dress help the employee to perform their duty
a) Highly Helpful [ ]
b) Helpful [ ]
c) No effect [ ]
8. Does MONET help the employees and their dependents in the
Township in the communication of company performance and events
[ YES ] [ NO ]

9. How is the MONET entertain the employees and their family members
b) Satisfactory [ ]
c) Neutral [ ]
10. Please specify the level of satisfaction with regard to canteen in respect of
following:
Highly satisfactory Satisfactory Neutral Dissatisfactory
Highly
dissatisfactory
a) Quality of food
b) Hygiene
c) Service
11. Please specify the level of satisfaction with regard to food in
the canteen
b) Satisfactory [ ]
c) Neutral [ ]
12. Does the suggestions given by you is given due weight age by the
canteen in charge or not
[ YES ] [ NO ]
13. Does the company promote employees to acquire higher educational
qualification to enrich their knowledge?
[ YES ] [ NO ]

14. If yes, are you satisfied with the existing promotional measures?
[ YES ] [ NO ]
15. Please specify the quality of coaching in the Township school
b) Satisfactory [ ]
c) Neutral [ ]
16. Is the School is equipped with the sufficient no. Of qualified Teachers
[ YES ] [ NO ]
17. Does the company provide the rest room for employees?
[YES] [NO]
18. Do you feel the toilet facilities provided by the company is sufficient?
[ YES ] [NO]
19. Are you satisfied with the motivational scheme with regard to good
work award, suggestion scheme award, etc.,
b) Satisfactory [ ]
c) Neutral [ ]

20. Are you satisfied with the performance of the cooperative stores?
b) Satisfactory [ ]
c) Neutral [ ]
21. How do you rate the sports and recreational measures existing in the
plant
b) Satisfactory [ ]
c) Neutral [ ]
22. Does the company give due weightage for promoting sports and
cultural activities among the employees and their dependents
[YES] [NO]
23. Please specify the level of satisfaction with regard to non-statutory
welfare measures
Highly
dissatisfactory
a) Transport facility
b) Educational facility
c) Milk during night shift

24. Please specify the level of satisfaction with regard to allowance like
Highly
dissatisfactory
a) Washing allowance
b) Night shift allowance
c) Festival allowance
d) House rent allowance
e) Shift duty allowance
f) Bonus
g) Vehicle advance
25. Please specify the appropriate answer according to your opinion in respect
of following aspects of work environment
Highly
dissatisfactory
a) Light
b) Ventilation
c) Temperature
d) Dust
e) Fumes
f) Water facility
g) First aid facility

REFERENCE
BOOKS
1. R.S. Dwivedi (1997) Human Relations & organizational
Behaviour, New Delhi.
2. S. Krishnasamy (1984) First Edition Hand Book of Labour
Laws, Senthil publications Chennai.
3. C.B. Memoria (1983) Third edition labour social security and
industrial peace in India, Allahabad.
NEWS PAPER AND MAGAZINE REFERENCE
1. Metal Bulletin
2. SAIL News
3. Stainless Steel
SECONDARY DATA REFERENCE
1. Salem Steel Plant Brochures & Catalogues
2. Web Sites of SAIL

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