It is a presentation of internship training done by me in Ranchi, Jharkhand at the topic workers' participation in management in CCL.

1. “CENTRAL COALFIELDS LIMITED”
TOPIC : -
“WORKERS’ PARTICIPATION IN MANAGEMENT”

2. INDIA’S ENERGY SCENARIO AT A GLANCE
• Coal is the most dominant energy source in India’s
energy scenario.
• Coal meets around 52% of primary commercial
energy needs in India against 29% of the world.
• India ranks 3rd
largest coal producing country in
the world after China and USA.
• Coal reserves in India is one of the largest in the
world. As on April 1, 2012, India had 293.5 billion
metric tons (323.5 billion short tons) of the
resource.

3. About COAL INDIA LIMITED
• Coal India Limited (CIL) is an Indian state-controlled coal
mining company headquartered in Kolkata, West Bengal, India.
• It came into being in November 1975 with the government
taking over private coal mines. It is the largest coal producer
company in the world and contributes around 81% of the coal
production in India.
•It operates through 81 mining areas in eight states in India with
8 wholly owned coal subsidiaries and 1 mine planning
Consultancy Company.

4. Cont…
•It produced 452 million tonnes of coal during FY 2012–13 and
earned a revenue of INR 882.81 billion from sale of coal in the
same financial year.
•Union Government of India owns 90% of the shares in CIL
and controls the operations of CIL through Ministry of Coal. In
April 2011, CIL was conferred the Maharatna status by the
Union Government of India.

5. Coal Mines in INDIA

6. About CENTRAL COALFIELDS LIMITED
• Central Coalfields Limited (CCL) is a Category-I Mini-
Ratna Company since October 2007. Formed on 1st
November 1975, formerly known as National Coal
Development Corporation Ltd. (NCDC). Situated in Ranchi,
Jharkhand.
• CCL’s target of year 2013-2014 was to produce 53 MT but
because of being unable to start their 2 new projects they
succeeded in producing only 50.124 MT. CCL’s target for
year 2014-2015 is to produce 56 MT, while to dispatch is 62
MT. which means 6 MT CCL have in stock.

7. Vision, Mission and Objective of CCL
VISION
“Committed to create eco-friendly mining”
• The Mission of CCL is to produce and market the planned quantity of coal
and coal products efficiently and economically with due regard to safety,
conservation and quality.
• The main thrust of CCL in the present context is to orient its operations
towards market requirements maintaining at the same time financial viability
to meet the resource needs.
MISSION
• To become a World class, Innovative, Competitive & Profitable Coal
Mining Operation to achieve Customer Satisfaction as top priority.

8. OBJECTIVES
• Coal mining through efficiently operated mines.
• Besides fulfilling coal needs of customers in terms of quantity, focus on
quality, value addition and beneficiation to the satisfaction of customers.

9. Coal
Mines
of
CCL

10. INTRODUCTION TO THE TOPIC
“WORKERS’ PARTICIPATION IN MANAGEMENT”
• Industrial relations is used to denote the collective relationships
between management and the workers. In a broad sense, Industrial
Relations also means the relationship between the various unions,
between the state and the unions as well as those between the
various employers and the government
EmployeesEmployees
EmployersEmployers
GovernmentGovernment Courts and
tribunals
Courts and
tribunals
Trade UnionsTrade Unions
Employers’
Association
Employers’
Association
Industrial RelationsIndustrial Relations

11. TRADE UNIONS IN CCL
Trade Unions are voluntary organization of workers as well as employers formed to
protect and promote the interest of their members.
1. Rashtriya Colliery Mazdoor Sangh (RCMS)
2. United Coal Workers Union (UCWU)
3. Nationalized Coal Organization Employees Association (NCOEA)
4. Bihar Colliery Kaamgar Union (BCKU)
5. Janata Mazdoor Sangh (JM)
6. Rashtriya Koyla Mazdoor Union (RKMU)
7. Coalfields Mazdoor Union (CMU)
8. Central Coalfields Limited — Colliery Karmachari Sangh (CCL-CKS)

12. OBJECTIVES OF THE STUDY
• To study the process of workers’ Participation in
Management implemented at Central Coalfields Limited
(CCL).
• To collect and analyze the Non-executive employees’
feedback on Workers’ Participation in Management, at
Central Coalfields Limited (CCL).
• Based on this feedback, provided appropriate suggestions if
any.

13. RESEARCH METHODOLOGY
• RESEARCH DESIGN –
a. Descriptive : Descriptive research includes surveys and fact findings
enquiries of different kinds. It basically gives a description of the state of
affairs as it exists at present.
• SAMPLE DESIGN – Simple Random Sampling
• TECHNIQUE – Survey
• SIZE – 52 Employees
• DATA COLLECTION –
a. Primary Data : By distributing the questionnaire among employees. Three
days time was given to return the duly filled questionnaire.
b. Secondary Data : Company’s IR reports and Company’s website.

14. INTERPRETATION OF RESULTS
1 2

15. INTERPRETATION OF RESULTS
3 4

16. INTERPRETATION OF RESULTS
5 6

17. INTERPRETATION OF RESULTS
7 8

18. INTERPRETATION OF RESULTS
9 10

19. INTERPRETATION OF RESULTS
11 12

20. FINDINGS
1. POSITIVE FINDINGS :
• Majority of the employees have successfully adjusted in the working culture
and environment.
• Employees are satisfied with the salary structure of CCL.
• Employees have good relationship/communication with their immediate
manager/supervisor.
• Grievances are solved at Unit level, Area level and Corporate level.
• Trade Unions and management makes sincere efforts to resolve the
grievances
• TU and Management share information within the organization.
2. NEGATIVE FINDINGS :
• Employees have threat from outsourced workers.
• Grievances are raised due to wage structure, leave policy, welfare facilities,
disparity b/w skills of employees and job responsibility.
• TU and Management are no successful in solving all the disputes raised by
employees which leads to stoppage of production, dispatch of coal & strike.

21. RECOMMENDATIONS
• Company should find reasons for employee’s threats and make efforts to
reduce conflicts resulting from this threat.
• Company should improve informal communication with employees.
• Management should take decisions by keeping in mind views of TUs.
• Company should try to maintain zero grievance by effectively and
efficiently using Grievance Redressal Systems.
• Management should try to solve all issues raised by TUs and take such
decisions which avoids stoppage of production and strike.