1. The document discusses the welfare facilities provided by Bhilai Steel Plant (BSP) to its employees. It provides an overview of BSP, including its production capacity and certifications. 2. BSP provides various welfare facilities to employees such as medical facilities, housing, restrooms, maternity benefits, canteens, promotion policies, and retirement benefits. 3. The document analyzes employees' satisfaction with these welfare facilities through surveys and presents the results in graphs. It identifies areas for improvement and provides recommendations.

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A PROJECT REPORT
ON
“WELFARE FACILITIES FOR EMPLOYEES BY
SAIL (BHILAI STEEL PLANT)”
SUBMITTED TO MAEER’s MIT SCHOOL OF BUSINESS
BY
ALPA UMARE
323429
32ND
BATCH
IN PARTIAL FULFILLMENT OF
POST GRADUATE DIPLOMA IN MANAGEMENT (PGDM)
HUMAN RESOURCES
2015-16,
MAEER’s MIT SCHOOL OF BUSINESS
PUNE

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DECLARATION
I, Ms. Alpa Umare hereby declare that this project report is the record of
authentic work carried out by me during the period from 26th
March to 23th
May and has not been submitted to any other University or Institute for the
award of any degree / diploma etc.
Name
Date

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ACKNOWLEDGEMENT
In completing my project there are many respected people who have helped
me a lot during this process who deserve my greatest gratitude. The
completion of this project gives me immense pleasure, to specially thank my
external guide P.P.VARMA (Dy. General Manager (Personnel)), who has
been a constant support and who provided insight and expertise that greatly
assisted the research. Also, I would like to thank my internal guide, Mrs.
Smita Pangarkar madam, who always supported my work and guided me
and for the comments that greatly improved the manuscript.
I would also like to show my gratitude to the respondents for giving their
valuable time and sharing their pearls of wisdom with me during the course
of this research.
Last but not the least, I am immensely grateful to my parents, who supported
me for all my endeavours and helped me complete this project.

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Table of
C O N T E N T S
Chapter no. Title Page no.
Declaration 2
Certificate from Company/Organisation
Certificate from Guide
Acknowledgement 3
Table Of Contents 4
List Of Graphs 6
Executive Summary 7
Chapter 1 Introduction 8
Chapter 2 Company Profile 14
Objectives of the study 22
Limitations of the study 23
Chapter 3 Research Methodology 24
Chapter 4 Theoretical Background 26
Human Resource 27
Employee Welfare 28
Chapter 5 Data Processing and Analysis 31
Chapter 6 Analysis 47
Management Lessons 51

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Recommendations and Suggestions 56
Conclusion 58
Bibliography 59
Annexure 60

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List of
G R A P H S
Graph Title Page
1 SAIL and its Branches 15
2 SAIL Across India 21
3 Are you aware of the welfare facilities provided by BSP? 33
4
How do you rate the medical/housing facilities provided by
the organization? 34
5
Rate the rest room/wash room/toilet facilities in the
organization. 35
6
Are you aware that the company provides any maternity
benefits and crèche facility to the female employees? 36
7
Whether canteen services are available in the shop floor and
do you get tea/snacks during night shift? 37
8
Do you feel that the present non-executive promotion policy
need changes? 38
9
How satisfied are you with various benefits like
LTC/LTA/LTE/leave encashment/perks/ SESBF etc.? 39
10
At the time of retirement, do you get final dues like
CPF/Gratuity timely? 40
11
Are you aware that EFBS scheme is available for all
separations due to death/PMU (Permanent Medical
Unfitness)? 41
12
Are you aware that employment is provided only when PMU
(Permanent Medical Unfitness) takes place due to certain
chronic diseases? 42
13
Do you agree that the company is doing enough for safety of
its employees? 43
14
Does working in the organization give a feeling of financial
and social security? 44
15
Do you think BSP is a better performer as compared to other
units of SAIL? 45

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EXECUTIVE SUMMARY
Employee welfare defines as “efforts to make life worth living for
workmen”. “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.”
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. This Project
gives a brief insight on how welfare is important for any organization and
how it helps to achieve a satisfaction level for the employees.

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5
Introduction to SAIL
Major Units
History and Background
Chapter 1
Introduction

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INTRODUCTION
Steel Authority of India Limited - A “Maharatna”
Steel Authority of India Limited (SAIL) is the leading steel-making
company in India. It is a fully integrated iron and steel maker, producing
both basic and special steels for domestic construction, engineering, power,
railway, automotive and defence industries and for sale in export markets.
SAIL is also among the seven Maharatnas of the country's Central Public
Sector Enterprises.
SAIL manufactures and sells a broad range of steel products, including hot
and cold rolled sheets and coils, galvanised sheets, electrical sheets,
structurals, railway products, plates, bars and rods, stainless steel and other
alloy steels. SAIL produces iron and steel at five integrated plants and three
special steel plants, located principally in the eastern and central regions of
India and situated close to domestic sources of raw materials, including the
Company's iron ore, limestone and dolomite mines. The company has the
distinction of being India’s second largest producer of iron ore and of having
the country’s second largest mines network. This gives SAIL a competitive
edge in terms of captive availability of iron ore, limestone, and dolomite
which are inputs for steel making.
SAIL's wide range of long and flat steel products are much in demand in the
domestic as well as the international market. This vital responsibility is
carried out by SAIL's own Central Marketing Organisation (CMO) that
transacts business through its network of 37 Branch Sales Offices spread
across the four regions, 25 Departmental Warehouses, 42 Consignment
Agents and 27 Customer Contact Offices. CMO’s domestic marketing effort

10. 10 | P a g e
is supplemented by its ever widening network of rural dealers who meet the
demands of the smallest customers in the remotest corners of the country.
With the total number of dealers over 2000 , SAIL's wide marketing spread
ensures availability of quality steel in virtually all the districts of the country.
SAIL's International Trade Division ( ITD), in New Delhi- an ISO
9001:2000 accredited unit of CMO, undertakes exports of Mild Steel
products and Pig Iron from SAIL’s five integrated steel plants.
With technical and managerial expertise and know-how in steel making
gained over four decades, SAIL's Consultancy Division (SAILCON) at New
Delhi offers services and consultancy to clients world-wide.
SAIL has a well-equipped Research and Development Centre for Iron and
Steel (RDCIS) at Ranchi which helps to produce quality steel and develop
new technologies for the steel industry. Besides, SAIL has its own in-house
Centre for Engineering and Technology (CET), Management Training
Institute (MTI) and Safety Organisation at Ranchi. Our captive mines are
under the control of the Raw Materials Division in Kolkata. The
Environment Management Division and Growth Division of SAIL operate
from their headquarters in Kolkata. Almost all our plants and major units are
ISO Certified.
Major Units
Integrated Steel Plants
 Bhilai Steel Plant (BSP) in Chhattisgarh
 Durgapur Steel Plant (DSP) in West Bengal
 Rourkela Steel Plant (RSP) in Orissa
 Bokaro Steel Plant (BSL) in Jharkhand
 IISCO Steel Plant (ISP) in West Bengal

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Special Steel Plants
 Alloy Steels Plants (ASP) in West Bengal
 Salem Steel Plant (SSP) in Tamil Nadu
 Visvesvaraya Iron and Steel Plant (VISL) in Karnataka
Ferro Alloy Plant
 Chandrapur Ferro Alloy Plant
Subsidiary
 SAIL Refractory Company Limited
Joint Ventures
 NTPC SAIL Power Company Pvt. Limited (NSPCL)
 Mjunction Services Limited
 SAIL-Bansal Service Centre Limited
 Bokaro JP Cement Limited
 SAIL & MOIL Ferro Alloys (Pvt.) S & T Mining Company Pvt. Limited
 International Coal Ventures Private Limited
 SAIL SCI Shipping Pvt. Limited
 SAIL RITES Bengal Wagon Industry Pvt. Limited
 SAIL SCL Limited
 Ownership and Management
HISTORY AND BACKGROUND
The Precursor
SAIL traces its origin to the formative years of an emerging nation - India.
After independence the builders of modern India worked with a vision - to
lay the infrastructure for rapid industrialisaton of the country. The steel
sector was to propel the economic growth. Hindustan Steel Private Limited
was set up on January 19, 1954.

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Expanding Horizon (1959-1973)
Hindustan Steel (HSL) was initially designed to manage only one plant that
was coming up at Rourkela. For Bhilai and Durgapur Steel Plants, the
preliminary work was done by the Iron and Steel Ministry. From April 1957,
the supervision and control of these two steel plants were also transferred to
Hindustan Steel. The registered office was originally in New Delhi. It moved
to Calcutta in July 1956, and ultimately to Ranchi in December 1959.
The 1 MT phases of Bhilai and Rourkela Steel Plants were completed by the
end of December 1961. The 1 MT phase of Durgapur Steel Plant was
completed in January 1962 after commissioning of the Wheel and Axle
plant. The crude steel production of HSL went up from .158 MT (1959-60)
to 1.6 MT. A new steel company, Bokaro Steel Limited, was incorporated in
January 1964 to construct and operate the steel plant at Bokaro.The second
phase of Bhilai Steel Plant was completed in September 1967 after
commissioning of the Wire Rod Mill. The last unit of the 1.8 MT phase of
Rourkela - the Tandem Mill - was commissioned in February 1968, and the
1.6 MT stage of Durgapur Steel Plant was completed in August 1969 after
commissioning of the Furnace in SMS. Thus, with the completion of the 2.5
MT stage at Bhilai, 1.8 MT at Rourkela and 1.6 MT at Durgapur, the total
crude steel production capacity of HSL was raised to 3.7 MT in 1968-69 and
subsequently to 4MT in 1972-73.
Holding Company
The Ministry of Steel and Mines drafted a policy statement to evolve a new
model for managing industry. The policy statement was presented to the

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Parliament on December 2, 1972. On this basis the concept of creating a
holding company to manage inputs and outputs under one umbrella was
mooted. This led to the formation of Steel Authority of India Ltd. The
company, incorporated on January 24, 1973 with an authorized capital of Rs.
2000 crore, was made responsible for managing five integrated steel plants
at Bhilai, Bokaro, Durgapur, Rourkela and Burnpur, the Alloy Steel Plant
and the Salem Steel Plant. In 1978 SAIL was restructured as an operating
company.
Since its inception, SAIL has been instrumental in laying a sound
infrastructure for the industrial development of the country. Besides, it has
immensely contributed to the development of technical and managerial
expertise. It has triggered the secondary and tertiary waves of economic
growth by continuously providing the inputs for the consuming industry.

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SAIL and its Branches
About Bhilai Steel Plant
Chapter 2
Company profile

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SAIL AND ITS BRANCHES:
‘
Fig: 1
BHILAI STEEL PLANT
About Bhilai Steel Plant
 Eleven - times winner of Prime Minister's Trophy for best Integrated
Steel Plant in the country, Bhilai Steel Plant (BSP) is India's sole
producer of rails and heavy steel plates and major producer of
structural.
STEEL AUTHORITY OF
INDIA LIMITED.
Rourkela Steel
Plant (RSP),
Orissa
Bhilai Steel
Plant (BSP),
Chhattisgarh
Durgapur Steel
Plant (DSP),
West Bengal
IISCO Steel
Plant (ISP),
West Bengal
Bokaro steel
Plant (BSL),
Jharkhand

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 The plant is the sole supplier of the country's longest rail tracks of 260
metres. With an annual production capacity of 3.153 MT of saleable
steel, the plant also specializes in other products such as wire rods and
merchant products. Since BSP is accredited with ISO 9001:2000
Quality Management System Standard, all saleable products of Bhilai
Steel Plant come under the ISO umbrella.
 At Bhilai IS0:14001 has been awarded for Environment Management
System in the Plant, Township and Dalli Mines. It is the only steel
plant to get certification in all these areas. The Plant is accredited with
SA: 8000 certification for social accountability and the OHSAS-
18001 certification for Occupational health and safety. These
internationally recognised certifications add value to Bhilai's products
and helps create a place among the best organisations in the steel
industry. Among the long list of national awards it has won, Bhilai has
bagged the CII-ITC Sustainability award for three consecutive yrs.
Environment Management
A conscious corporate citizen, BSP has accorded the highest
priority to taking effective measures in the areas of resource
conservation, pollution prevention, waste reduction and
conversion of waste to wealth. Effective monitoring and
Captivemines
Iron-Ore
- Dalli-Rajhara Iron Ore Complex,
80 kms from Bhilai
Limestone
- Nandini, 23 kms from Bhilai
Dolomite
- Hirri, 150 kms from Bhilai

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analysis has ensured that BSPs compliance is well within the regulatory
requirements.
ISO 14001 certification
ISO 14001 certification has been implemented in the entire
Plant & township as well as in Dalli Mines. The plant has
introduced environment friendly coal dust injection system
in the Blast Furnaces, de-dusting system and electrostatic precipitators in
other units. Besides, Clean Development Mechanisms for green house gas
reduction, BSP has taken up the replacement of Ozone Depleting Substance
CTC, aided by UNDP. The specific water consumption in BSP at 3.04 cu.m
per tonne of crude steel in 2007-08 is one of the lowest in the country.
For the first time, BSP has earned Voluntary Emission Reduction (VER), a
kind of carbon credit for two of its environment-friendly projects inside the
Plant. The projects, namely 'SP-3 waste heat recovery system' &
'Thyristerisation of last Furnace # 3 & 4 skip hoist electric supply' have been
certified under VER by M/s. RINA, Italy. This will enable BSP to claim
revenues for 9,74,743 Tonnes of Co2 Emission reductions till 2007-08, from
the international VER market. These projects will also earn revenues on an
average of 1,65,000 T of Co2 reductions every year till the completion of 10
year accounting period in each case.
Abiding by Corporate Responsibility for Environment Protection (CREP)
guidelines & monitoring mechanism, Bhilai has also taken adequate steps to
check fugitive emissions from Coke Ovens. It has installed Air cooled self
sealing doors in Battery-3, resulting in significant reduction in door
emissions. At Battery #7, water sealed AP caps and Pusher car with door
cleaning mechanism has been introduced.

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Green City
Contrary to the popular perception about industrial
townships being dirty and polluted, a green canopy covers
the township. A green-fingered population and a
management aware of its obligations as a corporate citizen have come
together for a massive tree-plantation drive over a period of years as a result
of which afforestation sites and green expanses enrich the environment in
mining and peripheral areas. There are five big gardens inside the plant and
15 gardens in the township. The cumulative plantation in the Works area and
township is more than 30 lakhs while in the Mines, it is more than 22 lakhs.
Spread over 167 acres, the sprawling Maitri Bagh that has the biggest
musical fountain in the country, a zoo with 28 species of animals and birds,
an artificial lake with boating facilities, a toy train etc., attracts over 5 lakh
visitors every year.
The residential sectors of the steel city are kept clean and green by the
Plant's Town Administration Department which also undertakes the civic
amenities such as street lighting, cleaning and maintenance of the tree-lined
carpeted roads. The water to the township is supplied from the Maroda water
treatment plant having a capacity of over 30 million gallons per day. Water
is distributed throughout the township through a system of underground
reservoirs and overhead tanks.
Energy Consumption
Continuous monitoringQuarter review of Safety activities by ED(W)
 Fixing responsibility of line managers.

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 Contractor workers safety - IPSS procedure enforcement, contractors'
audit, safety exhibitions
 Safety workshops
 Regular inspections
 Inspection of gas pipelines
 Inspection of structures, equipments and installations
Bhilai's products come with a complete assurance of quality.
This is achieved as a result of unrelenting attention and meticulous
procedures at every stage of the process and upgrading of testing methods
and equipment.
Right from selection of input material for steelmaking, the process
parameters are kept under close control. Intensive checking of all quality
parameters continues throughout the subsequent operations of casting,
reheating and rolling. Express analysis with the help of sophisticated, direct-
reading spectrograph and gas analyser ensures a narrow range of chemical
composition.
The key points of control are :
 Chemical analysis of hot metal, liquid steel and final product.
 Inspection of surface and internal quality of the product by visual and
ultrasonic inspection.
 Monitoring and control of heating/reheating parameters.
 Dimensional and surface check during rolling and on finished product.
 Maintenance of cast identity throughout the process up to the end product
Human Resource Development:
 Training need assessment is a continuing process.

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 About 19,000 employees are imparted training every year.
 The focus is on need-based innovative programmes, such as Action
Collaboration.
 Multi-Skilling
 Major HRD Interventions

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Fig:2

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OBJECTIVES
1.To understand what are the welfare facilities available in the organization
which are as per statute or otherwise as well.
2. To know whether the employees (to whom they are intended) how they
are perceived.

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LIMITATIONS
There are certain limitations to the research carried out:
1. Since it was only for 2 months, it provided less time to gather information
and to interact with people.
2. The sample size only being 50 cannot be a vital source to provide
cumulative analysis for the 27000 employees working there.
3. Also, as mentioned earlier, SAIL has many branches across the country. We
have managed to scratch only its surface by analyzing on 50 peoples
reaction.

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Chapter 3
Research
methodology

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RESEARCH METHODOLOGY
The process used to collect information and data for the purpose
of making business decisions. The methodology may
include publication research, interviews, surveys and other
research techniques, and could include both present and historical
information.
The technique that I have used is “Questionnaire”.
No. of Questions: 16
Sample size: 50
A questionnaire is a research instrument consisting of a series
of questions and other prompts for the purpose of gathering information
from respondents.
Questionnaires have advantages over some other types of surveys in that
they are cheap, do not require as much effort from the questioner as verbal
or telephone surveys, and often have standardized answers that make it
simple to compile data. However, such standardized answers may frustrate
users. Questionnaires are also sharply limited by the fact that respondents
must be able to read the questions and respond to them. Thus, for some
demographic groups conducting a survey by questionnaire may not be
concrete.

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An introduction to Human Resources
Employee Welfare
Features of Employee Welfare
Chapter 4
Theoretical
background

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HUMAN RESOURCES
In general terms, Human Resources mean, the personnel of a business or
organization, regarded as a significant asset in terms of skills and abilities.
OR
The department of a business or organization that deals with the hiring,
administration, and training of staff.
DEFINITION of 'Human Resources (HR)'
The company department charged with finding, screening, recruiting and
training job applicants, as well as administering employee-benefit programs.
INVESTOPEDIA EXPLAINS 'Human Resources (HR)'
As companies reorganize to gain competitive edge, human resources plays a
key role in helping companies deal with a fast-changing competitive
environment and the greater demand for quality employees. Research
conducted by The Conference Board has found six key people-related
activities that human resources completes to add value to a company:
1. Effectively managing and utilizing people.
2. Trying performance appraisal and compensation to competencies.
3. Developing competencies that enhance individual and organizational
performance.
4. Increasing the innovation, creativity and flexibility necessary to enhance
competitiveness.

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5. Applying new approaches to work process design, succession planning,
career development and inter-organizational mobility.
6. Managing the implementation and integration of technology through
improved staffing, training and communication with employees.
EMPLOYEE WELFARE
Employee welfare is a term including various services, benefits and facilities
offered to employees by the employers. The welfare measures need not be
monetary but in any kind/forms. This includes items such as allowances,
housing, transportation, medical insurance and food. Employee welfare also
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.
Through such generous benefits the employer makes life worth living for
employees.
Importance of Employee Welfare
As a business, you have to provide various benefits to ensure your
employees' welfare. While this may increase your business expense and
negatively affect your bottom line, looking after your employees will benefit
you in other ways.
1. Compliance:
As an owner, you are required by law to provide certain benefits for the
welfare of your employees. You may have to match the Social Security taxes
your employees pay and obtain a worker's compensation insurance policy. If

29. 29 | P a g e
you terminate an employee, you may have to funds to extend his health
insurance.
2. Hiring and Retention:
The benefits an employee receives from his employer for his welfare are
often a significant reason why he decides to accept a job offer. As such,
providing employee benefits allow you to compete with other businesses to
recruit and retain qualify employees. If other employers offer better benefits,
good employees may choose to go there.
3. Employees Motivation:
By providing a plan that's good for employees' welfare, you show them that
you value them. This can help make them feel welcome and happy in your
company, motivating them to work harder. If your health plan has wellness
coverage and preventative care, employees are more likely to stay healthy,
cutting down on absenteeism and sick days.
4. Employees' Well-Being:
For companies that have a large base of employees working under stressful
conditions or living away from family, it is important to look at fostering
personal happiness and professional growth. Investing in employees pays
dividends in terms of higher productivity and greater loyalty
5. Company Image:
Providing a good employee welfare plan reflects well on your business,
building a good company image. It may even earn you some press coverage,
giving you free publicity to improve awareness among potential customers.
This may boost your sales and increase your profits.

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Features of Employee Welfare
 Employee welfare is a comprehensive term including various services,
facilities and amenities provided to employees for their betterment.
 Welfare measures are in addition to regular wages and other economic
benefits available to employees under legal provisions and collective
bargaining.
 The basic purpose of employee welfare is to improve the lot of the
working class and thereby make a worker a good employee and a happy
citizen.
 Employee welfare is an essential part of social welfare. It involves
adjustment of an employee's work life and family life to the community
or social life.
 Welfare measures may be both voluntary and statutory.
How to Develop an Effective Employee Welfare Program?
 Conduct employee surveys to understand their needs and expectations
 Identify key areas of building skills and engagement and facilitating
trainings for the same
 Propose solutions for personal upkeep, family uplifting and future
security
 Create opportunities for greater synergies between the management and
employees
 Conduct impact assessments and feedback surveys

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
Chapter 5
Data processing
and analysis

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DATA PROCESSING AND ANALYSIS
Q1.How long have you been working in this organization?
By getting to know the tenure of working of the employees we know that the
company has a low attrition rate of the employees. This shows that the
employees associated with the company are satisfied with the job. As we can
clearly see, that the employees who have been working here, are there for an
average of 23.91 years (24 years). This shows that the company has a low
employee turnover, which is a good thing.Also, It tells us that the company
has high retention rate.

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Q2 Are you aware of the welfare facilities provided by BSP?
Graph:2
(Graph: 2)This is to know what percentage of people are aware of the
welfare facilities provided by the company. Here, as we can clearly see, 94%
(Majority) of the people are aware, whereas only 4% are (may be partially)
unaware of the facilities. This can be because they are new to the
organization and they will understand when they avail the facilities.
94%
6%
WELFARE SERVICES:AWARE OR NOT
YES NO

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Q3 How do you rate the medical/housing facilities provided by the
organization?
Graph:3 {NMTF- Need more test facilities ; NMD- Need more doctors ; NA- Not
adequate}
(Graph:3)This question has medical as well as housing facility included in it. The pie
chart shows that 34% people need more doctors in the medical facility. And 28% don’t
think that the facility provided is adequate. A minor 2% think that the company needs
more test facilities.
As on date it is revealed there are 190 medical officers working in BSP, aother 25
doctorsrecruitment is in various stages of recruitment further, being a reserch priorited
organization.BSP hospital is recognised to impart training to Post graduate medical
students by national board of medication. Under this criteria about 90 doctors are
pursuing PG courses. This makes the availability of medical officers to 280 and more
than 300 when the recuitment process is completed. And this many doctors are required
to cater to the hospital which is having abundant strength of 860. It shows the doctor to
bed ratio is very healthy. In other words the employees are expecting a consulatiton
within half an hour of their reaching the OPD room, which no hospital can provide.
4%
28%
34%
14%
10%
8%
2%
SATISFIED WITH MEDICAL/ HOUSING FACILITIES
NMTF
NOT ADEQUATE
NMD
NMD/NMTF
ADEQUATE
NA/NMD
ADEQUATE/NMD

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Q4 Rate the rest room/wash room/toilet facilities in the
organization.
Graph:4
(Graph:4)The rest room facilities are satisfactory. Employees do not seem to
have any such issues with the washroom and restroom facilities.I personally
feel, as per observation that the facility of restroom needs improvement and
the present status is not expected from a Maharatna PSU, like the model
canteen they could have created a model rest room washroom facility at least
in some hard shop floors.
36%
36%
20%
4% 4%
SATISFIED WITH REST ROOM FACILITY
AVERAGE SATISFIED
SATISFIED
DISSATISFIED
HIGHLY SATISFIED
HIGHLY DISSATISFIED

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Q5 Are you aware that the company provides any maternity
benefits and crèche facility to the female employees?
Graph:5
(Graph:5)64% people are aware that the company provides facility like
maternity benefits and crèche facility. But then 34% do not know anything
about it, which is a drawback because an information so important has not
been circulated in an efficient manner, for everyone to be aware of it.Also,
the company/shop floor is a male oriented organization so knowing about
female facilities can be a problem. It can also happen that may be they did
not get the opportunity to avail the facility or because their wives are not
working.
64%
36%
MATERNITY BENEFITS/ CRECHE FACILITY
YES NO

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90%
10%
CANTEEN SERVICES AT NIGHT
YES NO
Q6 Whether canteen services are available in the shop floor and do
you get tea/snacks during night shift?
Graph:6
(Graph:6)Although the company provides canteen facility, many are of the
opinion that the canteen only provides tea at night and not snacks in the
night. Management should consider making available packed items like
biscuit, cakes etc. during night.

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Q7 Do you feel that the present non-executive promotion policy
need changes?
Graph:7
(Graph:7)This is to understand what percentage of people are satisfied with
the present non-executive promotion policy. And whether or not it needs
changes.
During interactions it is informed that present promotion policy is in
operation since more than 25 years. Employees are aware that they will be
given higher grade on completion of every 4 years period provided they are
not in any disciplinary/ vigilance action. Therefore, it appears that this is not
giving them any challenge to earn a promotion. Therefore this kind of
demand in the change in the policy.
80%
14%
6%
SATISFIED WITH PROMOTION POLICY
YES NO DON’T KNOW

39. 39 | P a g e
44%
40%
12%
4%0%
SATISFIED WITH LTC/LTA/LTE
AVERAGE SATISFIED
SATISFIED
HIGHLY SATISFIED
DISSATISFIED
HIGHLY DISSATISFIED
Q8 How satisfied are you with various benefits like
LTC/LTA/LTE/leave encashment/perks/ SESBF etc.?
Graph:8
(Graph:8)The LTC facilities are satisfactory. The pie chart helps us
determine the percentage of people satisfied with various level of
satisfaction.
Now, this non-executive employees are having 2 options wherein they can
undertake the LTC journey or en-cash he same. The employees are
empowered to en-cash their earned leave once in a year through online
method of submission of obligations. Hence more number of people are
satisfied.

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90%
6%
4%
CPF/GRATUITY
YES NO DON’T KNOW
Q9 At the time of retirement, do you get final dues like
CPF/Gratuity timely?
Graph:9
(Graph:9)A good number of people are aware of the facilities of
CPF/gratuity. This is a major force for BSP to keep its employees intact.
Also, at the time of joining, the employees are aware of this facility and start
working in the organization. In majority of the cases the final payments are
made on the last day of their working in the plant. So obviously people are
happy with this arrangement.

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Q10 Are you aware that EFBS scheme is available for all
separations due to death/PMU (Permanent Medical Unfitness)?
Graph:10
(Graph:10)Awareness of this kind of facility helps the family majorly, to
understand the benefits it would have after such an event takes place. But
still, there is a considerable percentage that needs to be made aware of what
the scheme is about. According to this scheme, if the employee or their
nominee deposits back to the company or the amounts received on account
of capital CPF and gratuity, the company starts monthly payments to the
employee/nominee, the full basic and DA till the date of otherwise normal
retirement. After normal retirement day the CPF/gratuity will be refunded.
This appears to be a unique scheme of social security to take care of the
families where the bread winner dies or made unfit.
84%
16%
EMPLOYMENT FAMILY BENEFIT SCHEME
YES NO

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70%
30%
EMPLOYMENT WHILE PMU
YES NO
Q11 Are you aware that employment is provided only when PMU
(Permanent Medical Unfitness) takes place due to certain chronic
diseases?
Graph: 11
(Graph: 11) The company should make sure that the families are made
aware of a facility of this kind. This helps to retain the faith of the family
and the people.
An appreciable number of employees are not aware under which conditions
a dependent of an employee, who was declared, PMU gets compassionate
employment. This aspect may be included in the Shop Communication
Forum module.

43. 43 | P a g e
68%
32%
SAFETY OF EMPLOYEES
YES NO
Q12 Do you agree that the company is doing enough for safety of
its employees?
Graph: 12
(Graph: 12) 68% think that the safety of employees is important for the
company. While many other may be of the fact that only helmets, shoes,
uniform etc might not be enough for the safety of the employees.
Yes, the supply of PPEs (Personal Protective Equipment) will not guarantee
safety but it enhances the safety provided to the employees if they use this
PPEs as per requirement. It is understood that many fatal accidents do occur
due to non-utilization of PPEs and adoption of short cut methods.
It is noteworthy to mention that no employee is allowed to permit the plant
premises without wearing a crash helmet. More such stringent stipulation ay,
perhaps, improve the utilization of PPEs and thereby improving the safety.

44. 44 | P a g e
68%
32%
FEELING OF FINANCIAL AND SOCIAL SECURITY
YES NO
Q13 Does working in the organization give a feeling of financial
and social security?
Graph: 13
(Graph: 13)Being a PSU, majority of the people think that the company
gives a feeling of financial and social security. But as per given suggestions,
the payscale of the company is quite less as compared to the other
Maharatna companies. Again during interactions with the managers, it is
pointed out that the pay package of many supervisory level, non-executives
is more than the pay package of executives in E-1,E-2 and even E-3 scales.
The SCF should also include a comparative pay structure of all Maharatna
companies to dispel the above opinion of the employees.

45. 45 | P a g e
96%
4%
IS SAIL A BETTER PERFORMER?
YES DON’T KNOW
Q14 Do you think BSP is a better performer as compared to other
units of SAIL?
Graph: 14
This definitely proves that BSP is a better performer. Not only because of its
hard working employees, but also because of the care put in by the company
towards the welfare of the employees.
Most of the employees with whom interaction has taken place have the
deepest respect towards their co. and takes pride in mentioning it.

46. 46 | P a g e
52%
36%
8%
4%
WORKING ENVIRONMENT
NORMAL
ENCOURAGING
NOT ENCOURAGING
HIGHLY ENCOURAGING
Q15 How do you rate the working environment of the
organization?
Graph: 15
(Graph: 15) Almost half of the people think that the working environment is
normal to work. But the others believe that, in spite of being a plant, it has
an encouraging environment. Which is a good thing as compared to the other
works in the same field.

47. 47 | P a g e
Chapter 6
Analysis

48. 48 | P a g e
ANALYSIS
BSP (SAIL) is a ‘Maharatna’ company and is a better performer than the
other units of SAIL. Employee Family Benefit Scheme is only provided in
BSP.EFBS provided by BSP is one of its kind and goes a long way in
benefiting the employee and his/her family in every which way possible. It is
meant for the family of the employee who is not able to work because of
PMU (permanent medical Unfitness) or death. Also, Compassionate
Employment is provided to the eligible family members of the deceased.
BSP has educational facilities one the best in the state and its Hospital,
Pandit Jawaharlal Nehru Hospital and Research center is the biggest in
Chhattisgarh and provides every facility free of cost to its employees and
also its retired employees.
BSP among all the other plant of SAIL is the best performer in terms
revenue and profit. With more than 90% of profit gained by Bhilai Steel
Plant itself. Of which, maximum is spent on the facilities provided to the
employees. All the employees of BSP are provided with various incentives
and these incentives are competent with the HR market of the industry. It
takes care of employees.
Canteen facility of the plant is best among all other SAIL plants canteen. Its
very cheap and food can compete with any Hotel of the country. Travel
concession are given to those who want to avail this facility.
BSP takes good care of its retired employees and existing employees with
attractive retirement plans.

49. 49 | P a g e
1. Wage Structure: The employees suggest that the company
should revise its wage structure because they feel that, as BSP is a better
performer than the other units of SAIL, the wage structure should be more
attractive and encouraging, also considering the factor that it is a “Maharatna
company”. Also, the applicability of new wage structure is very slow. That
is, a particular wage structure might take a couple of years to implement.
2. Canteen Facilities: As stated by the employees, the canteen
facilities should be better. That is, it should have more varieties. Also, in
night shift, the canteen only provides tea, whereas the employees might like
having a few snacks in the hectic schedule of night shift.
3. Man power planning: The employees feel burdened because of
the work, this is not only because of less man power but also because of
employees who work hardly for 3-4 hours a day, despite of their work
schedule of 8 hours. This can mainly be because of lack of motivation or the
working environment of the company.
Wage
Structure
Canteen
Facilities
Man power
Planning
Hygiene
SAIL (other
units)

50. 50 | P a g e
4. Hygiene: Hygiene includes the hygienic facilities of the canteen
as well as the restroom. These are the main two areas that demand neatness
and cleanness. The company should work more towards the hygiene
facilities for the betterment of the employees.
5. SAIL (BSP): As SAIL is a “Maharatna Company”, also BSP is
a better performer than the other units of SAIL, the employees expect better
incentives and wage. They hope for better facilities and healthy lifestyle.

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MANAGEMENT LESSONS
Decision making
Decision making is one of the important tools is management. During
my internship I learned that there are some situations when you have to take
decisions on the spot to solve some problems. You can’t wait to take
permission of your higher authority. It is more about presence of mind and
managing problems. At last, it is manager who decides what should be done
or what should not be.
Motivation
It is the need or drive within an individual that drives him/her towards
goal oriented action. The extent of drive depends on the prescribed level of
satisfaction that can be achieved by the goal. Motivation is the major role of
a manager. If a manager has a team of highly motivated people then they can
perform any difficult task within time. Advisor must possess the convincing
power to the clients in case investments.
Role and Responsibility
It is quite tough task to assign the role and responsibility in an
organization. A minor error can do worst for the organization. This needs
great managerial and interpersonal skills in assigning roles and
responsibilities. Also an individual has to be very careful about own
responsibilities and authority. Any misuse of authority also creates
problems.

52. 52 | P a g e
Delegation of work
In an organization manager has to delegate work to employees,
colleagues at various levels for smooth running of an entity. A proper
delegation is viewed as a sharing of responsibility and not passing of burden.
A skillful delegation should therefore lead to a happy solution for everyone.
Leadership
Good leaders are made not born. To inspire your workers into higher
levels of teamwork, there are certain things you must know, and, do. Good
leaders are continually working and studying to improve their leadership
skills; they are NOT resting on their laurels. Leadership is a process whereby
an individual influences a group of individuals to achieve a common goal,
and every organization’s success depends upon group efforts.
Employees
Employees are considered to be knowledge assets of any organization;
its employees who make a company successful. Today the companies are
facing a problem of attrition, so the role of management to manage this
knowledge asset is a tough task.
Punctuality
Time is most precious, it should not be wasted. The discipline and
punctuality create customer loyalty and brand name of the organization. I
learned the importance of time and how this company is managing time.
Quality
Everyone was treated very respectfully because it is your behavior
who makes customer feel that they are also part of organization and it
benefits1 organization in many ways.

53. 53 | P a g e
Information Management
Information plays an important role in the success of a company.
Easier and faster the accessibility of information higher are the chances to
get success. Information management helps organization to forecast future
and market uncertainty.
Planning
Planning involves establishing an overall strategy for achieving the
organization’s goals. It provides direction, reduces uncertainty, minimizes
waste and redundancy and sets the standards for controlling.
Working Environment
The working environment and culture is also considered to be the
reason of high attrition rate. An organization having high work load,
mismanagement and no job enrichment increases the attrition rate.
Effective Communication
Communication plays an important role in performing the work
successfully. A proper communication can create innovation, job satisfaction
and stress free work where as an improper communication leads to job
dissatisfaction, misunderstandings and stressful works.
Pro-activeness
I learned that in an organization one need to be proactive all the time
to gain knowledge and grow as an individual. Every time you may not be
asked to do particular work but it is your will and initiative which will
differentiate you from others.
Forecasting
An organization can’t depend upon past performances by just
performing in present. There has to be proper forecasting of activities and in
accordance with that measures should be taken in present.

54. 54 | P a g e
Respect superiors
It is very necessary in every corporate place that one should always
respect his/her superiors even though they found sometime doing wrong.
You need to listen him/her first and then out your point. You should never
counter your superior.
MBO (Management by Objective)
Management by objectives is a comprehensive managerial system that
integrates many key managerial activities in a systematic manner and is
consciously directed toward the effective and efficient achievement of
organizational and individual objectives.
Team work
The necessities are increasing, the complexity of will increase. For
achievement of goals of both i.e., organizational goal and individual goal
teamwork in very important.
Market Penetration skill
Understanding the requirement of customers, target customer helps
organization in designing the product. It helps them in forecasting the need
of the market. This skill is required to maintain the loyal customer as well as
turning the new customer into loyal customers.
Rival movements
Sometime rival’s movement decreases your customer size. A close
eye in the rival’s movement and proper action according to the movement
may help to penetrate the market.
.

55. 55 | P a g e
Optimal utilization of resources
Managers are appointed in an organization to utilize their resources in
such a way that they can be used in future. It is the management skill that
decides the future of any company.
Risk management
Risk management is the identification, assessment, and prioritization
of risks followed by coordinated and economical application of resources to
minimize, monitor, and control the probability and/or impact of unfortunate
events or to maximize the realization of opportunities
Strategic management
Strategic management is a field that deals with the major intended and
emergent initiatives taken by general managers on behalf of owners,
involving utilization of resources, to enhance the performance of the
organizations in their external environments.

56. 56 | P a g e
RECOMMENDATIONS / SUGGESTIONS
1. As already mentioned in the response wise analysis, the wage structure of
Bhilai Steel Plant is not inferior to any other public sector. Infact, some
of the freshly recruited executives and executives with 6 to 7 years of
experience, are receiving a pay package less than some of the senior non-
executives. However, it is strongly felt that propogation of this aspect is
not done properly. Also, the pay structure inother PSUs should also to be
made known to them. As suggested, earlier, including one segment of
this aspect in the regular Shop Communication Forum may be
considered. The other suggestion given by the employee to reduce the
lead time in arriving at a revised wage structure, is well taken. But the
Wage negotiation in SAIL is a tripartite exercising involving national
level trade unions, which have their own priorities and compulsions. The
delay in inbuilt in this process.
2. During the night shift, packed items may be introduced in addition to
providing the tea at the shop floor canteens. The canteen facilities are
being provided in addition to the Canteen Allowance, which is Rs.32 per
day of attendance.
3. During interactions, it is found that there is a shortage of manpower. But
no management, worth its salt, will permit to have shortage of manpower
in key positions. Therefore, the employees may be feeling shortage of
manpower when compared to the previous years. The emphasis of PSUs

57. 57 | P a g e
had changed from employment generating avenues to profit making
centres. Therefore, manpower will be provided by managements in a
rational way and as per the need. This aspect may be emphasized in the
company’s communication exercises.
4. More attention should be given to improve the cleanliness in the
shopfloor, canteens and in rest rooms.
5. There is a tendency to reduce the welfare measures by managements
world over, when the period of recession sets in. The steel industry is a
cyclical and commodity. Therefore, the demand and slump comes up
periodically. Hence, the managements should increase allocations for
welfare measures, when the demand for the commodity is high and this
will send a proper message to the workers that the industry is sharing
their wealth during its periods of prosperity.

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CONCLUSION
Bhilai Steel Plant is a PSU and a Maharatna Company. It has a long history
and culture. As per the past practices and current directives, the welfare
schemes are being operated and being modified as per corporate decisions.
The study reveals that the welfare facilities are being provided as per the
requirements. However, there are demands for its improvement from certain
quarters of employees. Often employee’s children after getting jobs in
Multinational/software industry, compare their welfare facilities to their
parents. Therefore, the employees yearns for better innovative welfare
activities. These innovative facilities, cannot be extended in a large factory
like BSP. These innovations can be attempted where the strength is about
1000. The company should try to explain to its employees about the welfare
facilities being provided as an information sharing and at the same time,
provide information from other PSUs etc. The communication platforms
should be utilized extensive in creating a favourable climate over creation of
a favourable opinion on welfare facilities.

59. 59 | P a g e
BIBLIOGRAPHY
http://www.sail.co.in/bhilai-steel-plant
http://www.investopedia.com
http://www.jethr.com/magazine
http://www.psgim.ac.in/journals/index.php/jcrm/article

60. 60 | P a g e
ANNEXURE
Questionnaire
AN OPINION SURVEY ON ‘WELFARE FACILITIES’ FOR
EMPLOYEES IN
BHILAI STEEL PLANT
PERSONAL INFORMATION:
NAME
(optional):………………………………………DESIGNATION:…………
…………………………… GRADE:………………………………...
DEPARTMENT:……………………………………………………
1. How long have you been working in this organization? _______
years
2. Are you aware of the welfare facilities provided by BSP? Yes/No
3. How do you rate the medical/housing facilities provided by the
organization?
Adequate Not Adequate Needs More Doctors Needs
More Test Facilities
4. Rate the rest room/wash room/toilet facilities in the organization.
Highly Satisfied Satisfied Average Satisfied
Dissatisfied Highy Dissatisfied
5. Are you aware that the company provides any maternity benefits and
crèche facility to the female employees? Yes/No

61. 61 | P a g e
6. Whether canteen services are available in the shop floor and do you
get tea/snacks during night shift? Yes/No
7. Do you feel that the present non-executive promotion policy need
changes? Yes/No/Don’t know
8. How satisfied are you with various benefits like LTC/LTA/LTE/leave
encashment/perks/ SESBF etc.?
Highly Satisfied Satisfied Average Satisfied
Dissatisfied Highly Dissatisfied
9. At the time of retirement, do you get final dues like CPF/Gratuity
timely? Yes/No/Don’t know
10.Are you aware that EFBS scheme is available for all separations due
to death/PMU (Permanent Medical Unfitness)? Yes/No
11.Are you aware that employment is provided only when PMU
(Permanent Medical Unfitness) takes place due to certain chronic
diseases? Yes/No
12.Do you agree that the company is doing enough for safety of its
employees? Yes/No
13.Does working in the organization give a feeling of financial and social
security? Yes/No
14.Do you think BSP is a better performer as compared to other units of
SAIL? Yes/No/Don’t know
15.How do you rate the working environment of the organization?
Highly encouraging Encouraging Normal Not Encouraging
16.Any suggestions
________________________________________________________