Suman measurement of employee welfare

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A
PROJECT REPORT
ON
MEASUREMENT OF EMPLOYEE WELFARE,
FOR
LALLAGUDA CARRIAGE WORKSHOP,
South Central Railway,
Lallaguda, Secunderabad.
Submitted to University of Pune
In partial fulfillment of 2 years full time course
MASTER OF BUSINESS ADMINISTRATION
(2005 2007)
Submitted by
SUMAN BABU DHULIPALLA
Batch (2005-07)
VISHWAKARMA INSTITUTE OF MANAGEMENT
PUNE-48

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ACKNOWLEDGEMENTS
It is said the most important single word is we and the zero important single word is I.
This is true even in today s modern era. It is absolutely impossible for a single individual
to complete the assigned job without help and assistance from others.
Preparing a project of this nature is an arduous task and I was fortunate enough to get
support from a large number of people to whom I shall always remain grateful. I would
like to express my gratitude to LALLAGUDA CARRIAGE WORKSHOP for allowing
me to undertake this project.
I would like to take this opportunity to thank Mr.Madhu Sudhan, HR Manager, for
providing me with an opportunity to work for LALLAGUDA CARRIAGE
WORKSHOP.
I am also desirous of mentioning my profound indebtedness to Prof. Yuvraj Lahoti,
Faculty member, Vishwakarma Institute of Management, for the valuable advice,
guidance, precious time, and support he offered.
I would be failing in my duty if I do not acknowledge my gratitude to Dr Sharad Joshi,
Director, Vishwakarma Institute of Management, who motivated me a lot in carrying out
this project.
Last but not the least, I would also like to thank all the respondents for giving me their
precious time, relevant information and advice without which I would not be able to
complete this project.

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Declaration
I, SUMAN BABU DHULIPALLA, a student of M.B.A of Vishwakarma
Institute of Management, Pune, here by solemnly declare that the project titled
MEASUREMENT OF WELFARE ACTIVITIES with special reference to
LALLAGUDA CARRIAGE WORKSHOP is my original work as all the information
and fact & figure produced in this report is based on my own experience & study during
my summer training under the Department of HR in Lallaguda Carriage Workshop and
has not been published previously any where in Magazine, Trade journal or any other
University or else where for the award of Degree or Diploma.
Further I also declare that I have tried to my best to complete this project with
almost sincerity, honesty, and accuracy. Even then if, any mistake or error has crept in I
shall most humbly request to reader to point out those error. Any suggestion regarding
this Project Report will be most welcome.
(SUMANBABU DHULIPALLA)
DATE: Student of VIM,Pune
PLACE:

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TO WHOM SO EVER IT MAY CONCERN
This is to certify that Mr. SUMAN BABU DHULIPALLA is a bonafide student
of our institute. He has successfully carried out his Summer Project titled
MEASUREMENT OF EMPLOYEE WELFARE at LALLAGUDA CARRIAGE
WORK SHOP, Secunderabad.
This is the original study of Mr. SUMAN BABU DHULIPALLA, and important
sources used by him have been acknowledged in his report. The report is submitted in the
partial fulfillment of two-year full time course Master in Business Administration
M.B.A (2005-2007) as per the rules of the Pune University.
Dr. Sharad L. Joshi Prof.Yuvraj Lahoti
(Director) (Project Guide)

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Executive Summary
Theoretical knoweledge gained by a student through classroom study is incomplete, if not
subject to pratical exposure of real corporate world and the challenges and problems that
one has to face at the actual work place. In that context the study has been taken to be
aware of the real business world.
The Project entitled-
MEASUREMENT OF EMPLOYEE WELFARE
With special reference to LABOUR WELFARE, as a summer training part
of MBA programme, and it helped me in understanding about the policies and
procedures of the company and how these should be formulated together so that they
solve the real purpose. It also gave me a chance to have an interaction with people at real
work place who are working at different positions with different authorities and
responsibilites. The generosity and the patience of them for spending their valuable time
for discussion and interactions has also been a rich experience for me.
Lallaguda Carriage Workshop was chosen to do my project because, It is
the best Governement Company in India employing large number of employees and
labour and larger netrwork of Human Resources are available over there.
The project was taken up at Secunderabad, Andhra Pradesh, India, the time
period for the completion of the project was two months.
The study was made to know about the welfare facilites provided to the
employees in the largest employer in India. Secondary data was collected from manuals
of the company and web site of the company.
The study was aimed at knowing the facilities for the employees/labour at
different stages in the organisation.And mainly to know how much the company supports
its employees in their personal life regarding their needs in finance,housing etc, and
suggest probable recomendations in the existing system, so as to meet the requirement of
people.

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The project was ended up with gaining practical knowledge of the real
functional area to use one s knowledge. There was lot of learnings which are mentioned
in the report.

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CONTENTS
1. Introduction
a. Historical Development Of Labour Welfare
2. Meaning Of Labour Welfare
a. Principles Of Employee Welfare:
b. Scope and importance
c. Factories Act 1948
d. Chart Showing Welfare Facilities And Social Security Measures
e. Activities Of Workers Union In The Company
3. Objectives Of The Study:
4. Scope And Limitations Of My Study
5. Research Methodology
6. Company Profile
a. Milestones Of South Central Railway
b. Present Activities At Lallaguda
7. Employee Welfare
a. Employee Welfare Activities At Lallaguda
b. Welfare Activities At Field Level
c. Health Unit
d. Functions Of Medical Department
e. Infrastructure Facility
f. Centers Of Excellence

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g. Canteen
h. Other Activities
i. Staff Benefit Fund
j. Industrial Relations
k. Mutual Benefit Fund
l. Retirements
m. Co-Operative Scheme
n. South Central Railway Women's Welfare Organization
8. Analysis And Interpretation
9. Findings
10. Conclusions And Suggestions
11. Annexure
a. Questionnaire
b. Bibliography

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Introduction
Industrialization has bought many changes in the society good as well as bad. It
has provided employment on a large scale, which has in turn improved the standard of
living of employees. At the same time industrialization has affected adversely the health
of employees in certain sectors. In order to protect the health of employees the
government has enacted certain acts that every company had to follow and conduct all
activities according to it. it enacted the factories act 1948 for all factories. Certain
provisions have been made for social security measure etc.
In this chapter I have covered provisions of factories act as regards to Labour
welfare, also international labor organization rules, social security measures, provisions,
historical development of Labour welfare.

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Historical Development Of Labour Welfare
During the early period of industrial development, efforts towards workers
welfare were made largely by social workers. Before the introduction of welfare and
other legislations in India, the condition of the labour was miserable. Conditions such as
exploitation of child labour, long hours of work, bad sanitation, absence of safety
measures etc were the regular life style of them. The earliest legislative approach could
be traced back to the passing of the Apprentices act of 1850.this act was enacted with the
objective of helping the poor and orphan children to learn various trades and crafts. The
next was Fatal Accidents act of 1853 that aimed at providing compensation to the
families of workers who lost their life as a result of pollution of all kinds in factory, and
accidents in factory.
The factories act (amended) was enacted in 1891.it is for all the factories
employing 50 or more persons. The lower and upper age limits for children were ranged
from 9 to 14 respectively and their hours of work were limited to 7 hours between 5.00
am and 8.00 pm. Employment of women between 5.00 pm and 7.00 am was prohibited
and were allowed to work for 1 1hours in a day with one and half hours rest. Provisions
related to better ventilation, cleanliness and for preventing overcrowding in factories
were also made.
The government also passed the Indian factories act in 1911 and was made
applicable also to seasonal factories working for less than 4 months in a year. The hours
of work for children were reduced to 6 hours per day. The hours of work of an adult male

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worker was specified for the first time to 12 hours a day. Certain provisions were also
made for the health and safety of the industrial workers.
The government of India in 1922 ammended the factories act and was made
applicable to all factories using power and employing not less than 20 persons. Children s
below 12 years of age were not to work and those in between 12-14 years of age were not
to work for more than 6 hours in a day. Children and women should not be employed
between 7.00 pm and 5.30 am. The hours of work for adults were limited to 60 in a week
and 11 hours in a day. Factory inspection was improved by the appointment of fulltime
factory inspectors possessing technical qualification.
The royal commission on labour under the chairmanship of J.H.Whitley was
appointed in 1929 to inquire into and report on the existing conditions of labour in
industrial undertakings, plantations etc. this commission made an in-depth survey of
different aspects of health, efficiency, welfare, standard of living, conditions of work and
relations between employers and employees and the commission submitted its
monumental report on 14th
March 1931. It recommended the enactment of a number of
legislation s to payment of wages in time, minimum wages, need for health, insurance for
industrial workers, improvement of working conditions of plantations etc.
After this report the Factories act was ammended again in 1934 that introduced
number of changes. The hours of work for children between 12 and 15 years were
reduced from 6 to 5 hours per day, and for women working hours got reduced from 11 to
10 hours in all kind of factories. This act also made provisions for the improvement of

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working conditions in the factory. For the first time in factories legislation, welfare
measures were also thought of and provision was made to provide rest sheds and crèches
for big factories.
The government of India appointed a labour investigation committee in 1944 and
was asked to investigate the problems related to wages and earnings, employment,
housing and social-economical conditions of the workers. The committee covered
different areas in labour welfare such as housing policy, rest and recreation, occupational
diseases, relief in the case of old age and death, creches, canteen, medical, washing and
bathing, educational facilities etc.
INTERNATIONAL LABOUR ORGANISATION:
ILO was founded in 1919 for the primary purpose of promoting social justice and
improving the living and working conditions of workers throughout the world.
In order to implement these measures, the Indian Labour Organisation took
certain measures such as,
Created international standards in the Acts enabled by the Government.
Promoted social security by means of co-operation with their Organisation.
Collected and spread the information regarding social security schemes in
various countries.
Promoted technical assistance and guidance so that social security schemes may
be properly formulated in different countries.

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Meaning of labour welfare
Welfare means a sate of well-being, health prosperity and development of human
resources. Workers will be efficient regular and co-operative when they are physically
and mentally fit and will enjoy a reasonably good standard of living. Employers should
provide various facilities to the employees so that they enjoy high standard of living.
Welfare facilities are to be provided in addition to the regular wages allowances, bonus
etc.
Liberal welfare facilities are provided in order to create efficient, satisfied, loyal and
stable labour force for the benefit of industrial unit. Employer spends large money on
welfare, which gives good dividend in long run.
Labour welfare means providing better life and happiness to employees. It includes
provision of various facilities and amenities in and around the work place. Labour
efficiency largely depends on welfare facilities provided to labour. Labour welfare is part
and parcel of social welfare. It is a narrow concept and is concerned only with the welfare
of the working class particularly industrial workers.
Labour welfare includes medical, educational, cultural, sports and other amenities and
facilities offered to Labour. Workers demand more and more welfare facilities as per
changing socio-economic environment, ad so it is necessary to provide them all facilities

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in order to have stable, efficient Labour force. It may be compulsory or voluntary. They
are compulsory when they must be provided as per legal provisions in different Labour
laws prevailing. They are voluntary when they are introduced with out any legal
compulsion. New welfare measures should be added to the existing ones from time to
time as per need of Labour and socio-economic changes.
Labour welfare is a dynamic concept. It changes from country to country and from time
to time. It offers benefits to employers, management, workers government and the society
in the form of industrial relations, more production and productivity, satisfied Labour
force, high Labour efficiency and lowest absenteeism.

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Principles of employee welfare:
Employee welfare is dependent on certain basic principles, which must be kept in mind
and properly followed to achieve a successful implementation of welfare programmes.
1.Principle of adequacy of wages:
Employee welfare measures cannot be a substitute for wages. Workers have the right to
adequate wages. But a high wage rate cannot create a healthy atmosphere nor bring about
a sense of commitment on the part of workers. A combination of social welfare,
emotional welfare, and economic welfare together would achieve good results.
2.Principle of social responsibility of industry:
Industry according to these principles has an obligation or duty towards its employees to
look after their welfare.
3.Principle of efficiency:
it plays an important role in welfare services. This is based on the relationship between
welfare and efficiency though it is difficult to measure this relationship whether once
accepts social responsibility of industry or not, the employee quite often accepts
responsibility for implementing such employee welfare measures as it would increase
efficiency.

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4.Principle of re-personalization: The development of human responsibility is given
here as the goal of industrial welfare, which according to this principle should provide
intra-mural and extra mural employee welfare measures.
5.Principle of totality of welfare:
This principle emphasis on the concept of employee/Labour welfare must spread
throughout the hierarchy of an organization. Employees at all levels must accept this total
concept of Labour welfare because with out this acceptance, Labour welfare programmes
will never really get off the ground.
6.Principle of co-ordination/integrity:
It plays an important role in the success of welfare measures. Here again welfare is a total
concept. A co-ordination approach will promote a healthy development of the workers in
his work home and community. This is essentially for the sake of harmony or continuity
in employee welfare services.
7.Principle of self-help:
Last but not the least is the fact that employee/Labour welfare must aim at helping
workers to help themselves in the long run. This helps them to become more responsible
and more efficient.

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SCOPE AND IMPORTANCE
Welfare activities act as a good supplement to low wages and other inconveniencies
faced by workers/employees. It offers various advantages like high productivity, cordial
industrial relation, employee responsibility etc. It enables workers to enjoy a fuller and
richer life and improve their efficiency. It builds up a stable labour force, reduce
absenteeism in workforce, and promote better relations between employee and employer.
It overcomes frustration among workers and relieve them from industrial fatigue and also
improve their intellectual, cultural, and material condition and to relieve them from
personal and family worries and also provide higher social status to them in the society.
Social security is a dynamic concept that aims at uploading human dignity in the event of
economic distress and physical suffering arising from death, disease, and disablement.
Thus while taking care of the welfare of individuals the social security systems protect
and preserve the social usefulness of productive manpower, a prerequisite for achieving
higher or better levels of productivity.
If company neglects these two aspects then they have to face many problems that may
result into lower productivity, lower efficiency, higher absenteeism, industrial relation
between employee and employer may spoil.

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Objectives of the study
1. To study the concept of employee/Labour welfare.
2. To know different types of welfare facilities provided to Labour in organization
and outside organization.
3. To understand the impact of Labour welfare policies.
4. To under stand the needs, importance and impact of social security measures.
5. To know whether organization is providing all the facilities as per Factories Act
1948.
6. To see trade union activities in organization for Labour welfare.
7. To know per head expenditure of organization on Labour welfare.
8. To see whether Labour are being charged extra for welfare facilities.
9. Whether employees are satisfied with welfare and security measures provided.
10. To know how much utilization of welfare facilities provided by the organization
are utilized by the employees/Labour.

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SCOPE AND LIMITATIONS OF MY STUDY:
In my study I have tried to analyze various welfare and social security measures
provided by Lallaguda Carriage Workshop to their employees and whether they are as
required by Factories Act and International Labour Organization rules.
Limitations:
Strenuous efforts are undertaken by me to make this project a reliable and intensive.
While doing this project I had to face some difficulties at some phases that include
Collection of required and accurate data due to the reluctance on the part of the
company as it is a Government run Company.
Time is very limited for the project.

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FACTORIES ACT 1948
Factories act 1948 is an act to consolidate and amend the law regarding Labour
in factories. Whereas it is expedient to consolidate and amend the law regulating Labour
in factories thus, it is called The Factories Act.1948.
Under the scheme of the Act, every factory is bound to have an occupier. The
person who has ultimate control over the affairs of the factories is known as Occupier.
Every occupier shall ensure, so far is reasonably practicable, the health, the safety,
and the welfare at work of all the workers while they are at work in the factory.
The broad areas covered under the Act are:
Chapter I Preliminary
Chapter II The Inspecting staff
Chapter III Health
Chapter IV Safety
Chapter V Welfare
Chapter VI Working hours of adults
Chapter VII Employment of young persons
Chapter VIII Annual leaves with wages
Chapter IX Special provisions
Chapter X Penalties and procedures
Chapter XI Supplementary.
Since my study relates to employee/Labour welfare I have only considered those
provisions of Factories Act 1948, that are applicable to Labour welfare.

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Following are some of the provisions related to welfare.
1. Washing facilities: Section 42:
In every factory adequate and suitable facilities for washing shall be provided and
maintained for the use of the workers therein should provide soap and nail brushes or
other suitable means of cleaning and the facilities shall be conveniently accessible and
shall be kept clean and shall be kept clean and shall not be located in the vicinity of
latrines and urinals.
2. Facilities for keeping clothing: Section 43:
Company shall provide facilities for keeping clothing not worn during working
hours and for the drying of wet clothing. Such facilities shall include the provision of
separate rooms, pegs, locker, or other arrangement approved by the chief inspector of the
factories.
3. Facilities for sitting: Section 44:
In every factory suitable arrangement for sitting shall be provided and maintained
for all workers obliged to work in a standing position in order that they may take
advantage of any opportunities for rest which may occur in the course of their work.
4. First aid and ambulance room: Section 45:
Every factory should provide and maintain first aid boxes or cupboards equipped
with the prescribed contents during all working hours. Each first aid box or cupboard
shall be kept in the charge of a separate responsible person who must have a certificate in
first aid treatment recognized by the state government and who shall be always available
during the working hours of the factory.

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In every factory where in more than 500 workers are employed they shall provide
and maintain an ambulance room of the prescribed sized, contained the prescribed
equipment, medical and nursing staff.
5. Canteens: Section 46:
The occupier of every factory where in more than 250 workers are ordinarily
employed and which is specified by the government by a notification in the official
gazette in this behalf shall provide in or near the factory. The canteen building shall be
situated at a distance of not less than 15 meters from any latrine, urinal, boiler house, coal
stacks, ash dumps and any other sources of dust and smoke.
The canteen building shall be constructed in accordance with the plans approved
by the chief inspector and shall accommodate at least a dining hall, kitchen, store room
and washing places separately for washing utensils and workers. The canteen shall be
sufficiently lighted. The canteen shall be painted once in 3 years. Suitable arrangements
should be made for collection and disposal of garbage.
Food drinks and other items served in the canteen shall be sold on a non-profit
basis and the prices charged shall be subjected to the approval of a Canteen Management
Committee. The committee shall be consulted from time to time on the quantity and
quality of the foodstuff to be served in the canteen, the arrangement of means etc.
6. Shelters, restroom, and lunchroom: Section 47:
In every factory wherein more than 150 workers are ordinarily employed,
adequate and a suitable lunchroom, with provision for drinking water, where workers can
eat meals brought by them, shall be provided and maintained for the use of the workers.

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7. Welfare officer: Section 49:
The occupier of every factory employing between 500 and 2000 workers shall
appoint at least one welfare officer and where the number of workers exceeds 2000 there
shall be an additional welfare officer for every 2000 workers or fraction thereof over 500.
In a factory where both men and women workers are employed, the number of women
welfare officers are to be appointed and should be in proportion to the women workers
employed provided that where number of women employed are more than 100 and total
number of workers does not exceed 250 an additional women welfare officer shall be
appointed. Where more than one welfare officer is appointed one of them shall be called
the chief welfare officer and the other as assistant welfare officer.

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Chart showing welfare facilities and social security measures
WELFARE FACILIITES
Canteen Accommodation and house rent allowance
Housing loan
Transport Workers co-operative credit society
Bonus
Drinking water
Festival gift
Rest room
Adv. salary
Medical facilities
Loan benefit
Latrines and urinals
Insurance
Safety
Welfare fund
Training
Allowances
Uniform and shoes
Fringe benefit
Administrative arrangement
to look after welfare
other welfare measures.
INSIDE PLANT OUTSIDE
PLANT
Miscellaneous

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ACTIVITES OF WORKERS UNION IN THE COMPANY:
Trade unions are voluntary associations of workers, establishment for their
protection and for the promotion of their welfare.
Trade union is a representative of the workers. It is based on philosophy United
we stand, divided we fall. Thus, workers find it very easy to convey their grievances
through union.
A leader is elected from the workers and he is termed as the Union Leader.
1. Role of Union in the company:
Unions safeguard the interest of workers and at the same time endeavour the
prospects of the company. It also enables the workers to rise up problems by using the
registered body of trade union and it also facilitates the management the company to
know the workers present and future prospects. So due to this company could achieve
benefits.
2. Benefits of forming trade union:
Union is the bridge between the workers and management. It helps workers in
Rise in wages from time to time as per the market price index at the best level.
Solving the various grievances on the shop floor and individual workers creating
satisfactory and easy method of production with the help of management by changing the
technology and factors of production.

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3. Views about the welfare facilities:
Welfare facilities are provided at equal level to all categories or workers, other
wise it spoils the relation between management and workers. Workers think that it is
company s property and so, they may misuse the facilities provided and such facilities
shouldn t be misused.
4. Extent of participation in management decision:
The unions can take part in some of the policy making matters of the company as they
also represent in the policy making body in some matters regarding their facilities etc.

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RESEARCH METHODOLOGY
A project is like a journey and it is always better to have at least the faintest of
ideas of the probable direction of our destination. Initially we have to decide upon the
general area of interest or the aspect of the subject to inquire into. This decision is rather
broad and not very precise. It is crude indication of the purpose of the study and is of
little help for further planning and organization of the study.
Research Methodology is defined as a more systematic activity directed towards
discovery and the development of an organized body of knowledge. An efficient research
contributes to the evaluation of a proper decision, which ultimately affects the path the
organization will choose. The data collected is of paramount importance and hence the
research process has to be effective and an efficient one.
Research Methodology involves adopting various techniques, which are best
suited for the research and study of the problem, for investigation and analysis of the
problem. It starts with data collection from various sources i.e., primary and secondary
sources, data analysis and interpretation and finally the findings or conclusion from the
analysis.
Objective in research is all-important the heart of scientific method is the
objective gathering of the information. The function as marketing research with in the

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company as to providing information and analytical necessary for effective Marketing
research requires careful gathering, recording, analyzing and reporting of old facts
relating to the transfer and sale of goods and services from the producer to the customer
It is often beneficial to undertake an intensive study of a few well selected instances
of the phenomenon of interest. The method demands for great sensitivity and receptivity
on our part. As new information pours in, the study is reformulated and redirected.
Hence, to be on the safer side, it would always be wise to work keeping a
particular method in mind.
Research Design
A research design is a type of blueprint prepared on various types of blueprints available
for the collection, measurement and analysis of data. A research design calls for
developing the most efficient plan of gathering the needed information. The design of a
research study is based on the purpose of the study.
A research design is the specification of methods and procedures for acquiring the
information needed. It is the overall pattern or framework of the project that stipulates
what information is to be collected from which source and by what procedures.

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Sampling
An integral component of a research design is the sampling plan. Specifically, it
addresses three questions
Whom to survey (The Sample Unit)
How many to Survey (The Sample Size) &
How to select them (The Sampling Procedure)
Making a census study of the whole universe will be impossible on the account of
limitations of time. Hence sampling becomes inevitable. A sample is only a portion of the
total employee strength. According to Yule, a famous statistician, the object of sampling
is to get maximum information about the parent population with minimum effort.
Methods of Sampling
Probability Sampling is also known as random sampling or chance sampling .
Under this sampling design every individual in the organization has an equal
chance, or probability, of being chosen as a sample. This implies that the section
of sample items is independent of he persons making the study that is, the
sampling operation is controlled objectively so that the items will be chosen
strictly at random.
Non Probability Sampling is also known as deliberate sampling , purposeful and
judgmental sampling. Non-Probability Sampling is that which does not provide
every individual in the Organization with a known chance of being included in the
sample.

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Data collection method
Collection of data is the first step in statistics. The data collection process follows the
formulation for research design including the sample plan. The data can be secondary or
primary.
Collection of Primary Data during the course of the study or research can be
through observations or through direct communication with respondents on one
form or another or through personal interviews. I have collected primary data by
the means of a Questionnaire. The Questionnaire was formulated keeping in mind
the objectives of the research study.
Secondary data means data that is already available i.e., they refer to data, which
has already been collected and analyzed by someone else. When a secondary data
is used, the researcher has to look into various sources from where he can obtain
data. This includes information from various books, periodicals, magazines etc.
Research Methodology Adopted
Research Design : Descriptive research
Research Instrument : Structured Questionnaire

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Sampling Plan
i) Sample Method : Non-Probability Sampling
(Convenience Sampling)
ii) Sample Size : 125
iii) Sample Unit : Employees who do not hold a
Supervisory position
Sampling Design
Convenience sampling, as the name implies, is based on the convenience of the
researcher who is to select a sample. Respondents in the sample are included in it merely
on account of their being available on the spot where the survey was in progress.
Source of Data
a) Primary Data: Structured Questionnaire
b) Secondary Data: Journals, Booklets, Company Data, etc.

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COMPANY PROFILE
This was established on 30th
Sep 1893 it was under the aegis of the nizam state
railways. For under taking periodic over hauling and repairs of the BG and mg steam
locomotives caches and wagons subsequently it was brought under the purview of Nizam
state railways. While formation of south central railway on 2nd
Oct 1966. It became a
major workshop of the zone. It continued to be composite workshop for BG n mg rolling
stock till 1969. Due to closure of steam locos the workshop has been handling all types of
BG coaches and named as carriage workshop. From 1992 on wards the main activity of
workshop were POH. And POH of ac coaches is under taken since 1986. The workshop
occupies an area of 13.97 hectors with 4.25 hectors under cover with 3727 permanent
staff above 55 cr. rupees and an out turn of 1380 coaches per annum

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MILESTONES OF SOUTH CENTRAL RAILWAY
The milestones crossed by South Central Railway. In its ambitious journey towards
achieving network expansion, modernization, higher performance and customer
satisfactions are as follows: -
Rail Nilayam, Secunderabad, and the Land Mark Building housing Zonal Head
quarters Office of South Central Railway was inaugurated with ground floor to third
floor. In the year 1968 and fully completed in the year 1972.
The Wagon Workshop, Guntupalli was inaugurated in the year 1974.
His Excellency commissioned II Godavari Rail cum Road Bridge the President of
India, Shri Fakruddin Ali Ahmed on 20-11-1974.
The first Plassur Quick Relaying System (PQRS) for mechanized laying of track was
introduced in the year 1975.

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First Route Relay Inter locking (RRI) system of South Central Railway was
commissioned in January 1976 at Vijayawada Station.
Hyderabad New Delhi Andhra Pradesh (Super fast) Express was introduced on 03-
10-1976.
The first ever Microwave Lab on Indian Railways was commissioned in
Secunderabad in South Central Railway in October 1979.
The Electric Loco Shed; Vijayawada was inaugurated in the year April 1980 with a
capacity to maintain 100 Electric Locomotives.
Hon ble Dy. Railway Minister Shri P.Mallikarjan inaugurated Sanchalan Bhavan, the
Head Quarters Building of Secunderabad Division of South Central Railway on 10-
11-1980.
The first electrified route from Vijayawada to Gudur on South Central Railway
system was inaugurated on 15th
December 1980.
The first Tie Tamping Machine in South Central Railway was introduced in the year
January 1981.

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The Carriage Repair Shop/Tirupati with a capacity to overhaul 100 BG coaches was
commissioned in September 1985.
First Digital Electronic Exchange was inaugurated on South Central Railway in July
1988 at Rail Nilayam/SC.
South Central Railway introduced Computerized Passenger Reservation System
(PRS) at Secunderabad Railway Station on 30.9.1989.
The Ballast Cleaning Machine in South Central Railway was introduced in the year
May 1990.
The first Solid State Interlocking (also know as electronic Inter locking system) was
commissioned at KAVALI station of South central Railway in July 1994.
South Central Railway had introduced 5000 hp Electric Locos for Passenger
Transport in May 1995.
The Electric Loco Shed; South Lallaguda with a capacity to maintain 100 Electric
Locomotives was inaugurated in September 1995.

37
SC.Railway first introduced Mango Specials (Goods Trains with mango load) in the
year May 1996.
The first Diesel Multiple Units (DMU) service on SCR between Vijayawada and
Machilipatnam was inaugurated on 01-9-1996.
The first Mainline Electric Multiple Units (MEMU) service on SC.Railway was
inaugurated between Vijayawada and Ongole on 1st September 1996.
The first long haul digital Microwave link of south central Railway was
commissioned on Vijayawada-Gudur-Renigunta Route in September 1996.
III Godavari Bridge (Bow-String Concrete Structure) at Rajahmundry was
commissioned on 11-03-1997
Computerized Passenger Reservation System of Secunderabad was linked to
Passenger Reservation System (PRS) New Delhi on 14-10-1997.
The Inter-active Voice Response System (IVRS) for dissemination on reservation and
confirmation of train accommodation was first introduced at Passenger

38
Reservation System Office, Secunderabad on 31st March 1998 with 12 lines and later
extended to 60 lines. By August 2004, IVRS has been provided at 27 Stations.
Rail Net was commissioned in south central Railway in March 1998.
Hyderabad-Tirupati Narayanadri Express introduced the first Mobile Police Station in
April 1998.
Computerized Passenger Reservation System, Secunderabad was linked to
PRS/Howrah on 19-7-1998.
South Central Railway had introduced 5000 hp Electric Locos for Goods transport in
July 1998.
Computerized Passenger Reservation System, Secunderabad was linked to
PRS/Mumbai (CST) on 31-1-1999.
Wagon Workshop, Guntupalli, Vijayawada was granted ISO 9002 Certificate on
March 1999.
Carriage workshop, Tirupati was granted ISO 9002 Certificate in May 1999.

39
Computerized Passenger Reservation System of Secunderabad was linked to PRS/
Chennai on 18-4-1999.
Passenger Operated Enquiry Terminal (POET) was introduced at Secunderabad
Station on 31-12-1999 and extended to 49 stations by July 2004.
National Train Enquiry System (NTES) was introduced in Secunderabad on 30-6-
1999 and extended to 11 stations by July 2004.
The walkie-talkie wireless set for communication between Driver Guard Station
Manager was introduced in south central Railway in the year 1999.
High-powered diesel Loco with 4000-hp capacity was introduced for hauling Goods
Trains in the year 1999.
The first solar powered Colour Light Signals on South Central Railway were
provided at LC gate No.55 near Gudivada Station of Vijayawada Division in January
2000.
The first LED lit Colour light signal on South Central Railway was provided at LC
404 at KM 589/14-16 between Kadiyam-Dwarapudi Station on Vijayawada-
Visakhapatnam section in January 2000.

40
ISO 9002 Certification was granted to Carriage Workshop, Lallaguda, and
Secunderabad in April 2000.
Escalator for climbing on Foot over Bridge connecting platforms was commissioned
at Vijayawada Station in April 2000.
The state of the art high-powered Diesel Loco with a capacity of 4000 hp was
introduced for hauling passenger trains in the year 2001.
High speed Data Channel Net working for Freight Operation Information System
(FOIS) was commissioned in South central Railway in January 2001.
The first station in SC.Railway to be commissioned with all Light Emitting Diode
(LED) lit CLS is Kovvur in January 2002.
The first Diesel Engine with AC Cabin for Driver was introduced in South Central
Railway on 16-11-02.
Rake Management System, to monitor the movement of rakes and Wagons (a
division of Freight Operations Information System) was first introduced at Gooty and
Renigunta Stations of S.C. Railway on 06-9-2002 and extended thereafter to 23
locations by July 2004.

41
Secunderabad Railway Station Building
Built in the year 1874 under the Nizam Guaranteed State Railway, the Secunderabad
Railway Station building underwent expansion many times. The main portico and
concourse still represent the Asaf Jahi architecture. The expansion on both the sides and
the construction of the first floor of the building were completed under the stewardship of
SCR, in the recent past of 30 years. This fort like structure is one of the tourist attractions
in the twin cities of Hyderabad & Secunderabad. Today, this station boasts of all the
modern amenities such as, wide platforms, waiting halls, retiring rooms, three foot-over
bridges, etc., and handles 30,000 passengers per day.
Kachiguda Station Building
Kacheguda Station is architecturally the most beautiful station in South Central Railway.
Constructed in the year 1916 by the Nizam of the erstwhile Hyderabad State, this Station
was the Headquarters of the then Nizam State Guaranteed Railway. Endowed with
central and side domes and accompanying minarets, this station is a marvel in Gothic
style of architecture. Towering like a Maharaja s place, the Kacheguda Station is one of
the landmarks in the Hyderabad City. The station handles trains originating for
Aurangabad, Tirupati etc. Housing many modern passenger amenities, this station now
serves as the Headquarter station of the Hyderabad Division of South Central Railway.

42
Third Godavari Rail Bridge
The first Godavari Rail Bridge was built in the year 1897, under the supervision of
Er.Walton, a British Engineer, across the mighty river Godavari near Rajahmundry.
Stretching for three kilometers, constructed with stone masonry and steel girders, this
bridge served the trains plying on Chennai - Howrah and Hyderabad-Howrah. Since this
bridge outlived its serving years by serving for more than 100 years, train services on this
bridge were suspended from the year 1997. Today, the first Godavari Bridge still stands
as a monument of human endeavor and skill.
Dorabavi Viaduct
Situated on the Nandyal - Giddalur Section, the Dorabavi Viaduct is yet another
engineering monument in the South Central Railway. The serene forest location of this
bridge on the Nallamala Hills of the Rayalseema region of Andhra Pradesh adds its own
exotic aura to make this a picnic spot. This Viaduct was opened for meter gauge traffic in
the year 1887. Now it is in disuse due to the construction of an alternative route, as part
of gauge conversion between Nandyal and Giddalur. South Central Railway has
completed 37 years of service since 2 October 1966. In this short period, SCR played a
significant role in supplementing the green revolution and rapid industrial growth that
have taken place in the Southern Peninsula by effectively meeting the growing transport
requirements of the region. With the setting up of a number of new Cement plants in this
region, a steady increase in Coal production in the Singareni Collieries, the agricultural

43
revolution in the Nagarjuna Sagar and Sri Ram Sagar Ayacut belts and the setting up of a
steel plant at Visakhapatnam, the transport potential in the region has gone up
tremendously. It has been the constant endeavor of SCR to match the demand by
undertaking construction of New Lines, Gauge Conversion, Doubling, Electrification,
Computerization, introduction of higher Axle and high speed Trains and other traffic
facility works. In the process the South Central Railway has built a mega, modern
enterprise matching international standards.
QUALITY STATEMENT
Lallaguda workshop is committed to meet customer expectations and shall strive for
continuous improvements
South Central Railway has three Workshops to carry out POH of Coaching and Freight
stock. Details of the activities, monthly and annual production output of the Workshops:
S.No
Name Of workshop
Location Activity Monthly target
Annual
target
1 Carriage Repair Shop Lallaguda
Periodic Overhauling
(POH) of BG
coaches
115 Vehicle Units
(VUs)
1380 VUs
2 Carriage Repair Shop Tirupathi
POH of BG coaches
60 VUs 720 VUs
3 Wagon Repair shop Guntupalli
POH of BG
Wagons
930 Four Wheeler
Units
11160 FWUs

44
Supervisor Training Center at Lallaguda
This institute gives training to all branches of supervisors (mechanical) in functions
related to technical, managerial, safety, etc for efficient and safe working of trains. This
institute has conducted 16 training programs annually and on an average 1500 staff are
trained. Up gradation of Supervisors Training Center and other training institutes of
Mechanical Department has been taken up at a cost of RS 1.78 Corers. In addition to
above institute, training centers are available at Diesel Sheds, Carriage Wagon Depots,
and Workshops to train artisans.
Present activities at Lallaguda:
1. Rolling stock program works
2. Chemical and metallurgical lab
3. Basic training center imparting technical education
4. Electronic data processing
5. Manufacturing of lube oil filters
6. Manufacturing of boxes and doors
7. Out station work orders
8. Modification of Defense coaches.

45
EMPLOYEE WELFARE
Human resources are probably the most important assets of India. Effective utilization of
this asset is the Responsibility of any organization, especially for an organization like
Indian Railways, which employs 15 Lakh persons to run their services. Training is an
important tool to develop efficiency of human resources The Mechanical Department of
the South Central Railway has developed modern methods and facilities of Training to
train its supervisors & artisan staff. Training to all cadres of railway staff is ensured not
only at the time of entry in to service, but periodical refresher courses are given to update
the knowledge and to keep abreast with the latest developments in technology.
Employee welfare activities at Lallaguda
1. Health unit headed by a Health Inspector.
2. Canteen
3. Creche
4. Scholarship from Staff Benefit Fund for studies of children of employees.
5. Holiday camps are arranged once in a year for children s of employees.
6. Reimbursement of cost of spectacles for eligible employees.
7. Reimbursement of cost of books to Group D employees children
8. Family maintenance grant for seriously ailing employees.
9. Shop visit by welfare inspector from time to time for redressal of grievance.
10. Mutual benefit fund.

46
11. Kalabarathi for cultural programmes.
12. Boxing/volley ball stadium
13. Cricket/foot ball stadium
14. Indoor games
Welfare Activities at Field Level
Annual Sports Competitions by South Central Railway Sports Association
Annual Cultural Competitions
Colony care committees to take care of amenities of residents in railway colonies
Health Unit headed by a Health Inspector
The Medical Department of South Central Railway is an integral part of Indian Railway
Medical Services. The Department renders preventive, primitive, curative and
rehabilitative services to a population of about 500 thousand, spread over the length and
breadth of the South Central Railway System. In 1966 the medical services of SCR
consisted of 4 divisional hospitals and 40 health units with 148 doctors and 463 beds.
Today, the Medical Department boasts of one Zonal Hospital, 2 Divisional Hospitals, 2
Sub-divisional Hospitals, one Poly Clinic, and 44 Health Units with a total of 684 beds
and 161 Doctors.

47
Mission
Total patient satisfaction through Humane Approach and Shared Commitment of
every single Doctor and Paramedic to provide Quality Health Care using modern and
cost effective techniques and technologies.
Functions of Medical Department
To provide comprehensive health care through preventive, promotive, curative and
rehabilitative services to all the beneficiaries.
To attain an optimum level of positive health in the workforce which renders them
productive and useful to the organization.
To assess the physical fitness of the candidates aspiring to join Railways and also to
conduct periodical medical examination of serving employees to assess their
sustained fitness
To render medical aid to passengers falling sick during travel.
To provide immediate medical aid and succor to victims of Railway accidents.
To monitor quality of water and food supply to the Railway population as well as Rail
commuters.

48
To maintain environmental sanitation of 48 Railway colonies and 32 identified
Railway stations
To conduct research activities for chalking out various strategies to provide better
medical care to the Railway employees, their families and the travelling public.
To conduct studies in the field of Occupational Health and family Welfare for
identifying various health problems and sustainable strategies to combat them.
To impart training to the doctors as well as Para-medical staff to update their
knowledge of patient care, preventive health etc.
Beneficiaries
All serving Railway employees and their dependants
Retired Railway employees, who are enrolled in Retired Railway Employees
Health Schemes
Passengers who fall sick during travel
Rail accident victims
Licensed Porters
Railway Police Personnel

49
Infrastructure Facility
Total no. Of Hospitals
Zonal 1
Divisional 2
Sub-divisional 2
Ploy Clinics 1
Health Units 44
Beds 694
Doctors 161
Para-medical staff 977
Sanitary staff 2307

50
Centers of Excellence
The Zonal Hospital, Lallaguda
Is equipped with a state-of-the-art 10 bedded ICCU supported by Holter Monitor,
Tread Mill, Colour Doppler, Telemetry ECG and facility for temporary pace
making
Provides Haemodialysis, which is an end stage conservative management for
patients with Renal Disease
Has a Neo-natal Intensive care Unit supported by Incubators to look after the
newborn babies
Was awarded the prestigious L N Mishra Shield for the best overall performance
over the Indian Railways during the years 1981-82, 1984-85, 1993-94, and 1998-
99.
Has been recognized by the Medical Council of India for providing training in
Diploma in National Board for Surgery and Medicine. The Hospital provides
training for students, House Surgeons and Interns from Deccan Medical College,
Hyderabad.

51
CANTEEN
Canteen is a kind of a welfare activity that is under taken by an organization so as to
provide the food to its employees at subsidised rates. The canteen here at the workshop
was started way back 100 years ago. The basic infrastructure that is needed by the
canteen was provided by the government of the then days. The liquid that is needed by
the canteen is also provided by the Government from the obtained by the revenue of the
canteen. The present work force of the canteen is around 40 who all are railway
employees. The canteen runs on a non-profit basis. An advisory body that consists of the
organized members runs the canteen and the organized Labour. The workshop will be
functioning directly under the control of the workshop personnel officer
Other Activities:
CRECHE:
This has been wound up
Scholarship from Staff Benefit Fund for studies of employee s
children:
To encourage education among the children of group d employees the
headquarters staff benefit fund committee will award adhoc grant of RS 500 per
annum for one child of each employee studying in non technical degree courses that
is B.A, B.Sc and B.Com the adhoc grant once sanctioned will be continued till the
completion of the course.

52
Educational Facilities
1 Degree College at Lallaguda, Secunderabad
4 Junior Colleges at Secunderabad, Guntakal, Vijayawada and Kazipet
14 High Schools in six Divisions
2 Upper Primary Schools in Two Divisions
9 Primary Schools in five Divisions
22 Austerity type Primary Schools in five Divisions
Holiday Camps Are Arranged Once In A Year For Employee Children
Staff Benefit Fund committee will give annual grants for holiday camps held for
employees children on zonal railway basis In addition funds will also be provided for
organized children s camp for the children of the staff and for the children of the
division/workshop separately. Request for utilizing the annual grant to organise these
camps need not be referred again to the Head Quarters, Staff Benefit Fund Committee.
By the organise5r of the camp except for information in case of h.q. Staff and camps
controlled by the h.q. , The request for the grant of such camp should be routed through
the Deputy CPO. The camp conducted by the divisions must be thrown open to the
children of the extra divisional officers at the divisional level .a quota in proportion to the
number of staff of various officers should be reserved for the purpose4 so as to ensure
that children of staff of other offices can also have the benefit of holiday camp.

53
Reimbursement of cost of spectacles for eligible employees
To help employees who are required to use spectacles for carrying out their duties. The
Staff Benefit Fund will sanction a grant to meet the cost or part therefore subject to the
following condition: -
1. All non-gazetted employees with no limit of basic pay are eligible
1. The employee should have completed one year continuous service
2. The applications should be recommended by the MD/DMO, that the use of
spectacles are essential for proper vision
3. The grant will be limited to RS 300 to all irrespective of Group C And Group
D or the actual cost which ever is less.
This scheme is controlled by the divisional/workshop/ Head Quarters, Staff Benefit Fund
Committee.

54
Reimbursement Of Cost Of Books To Group D Employees
Children:
To meet the cost of textbooks for the children who are studying in the school in I to x
classes of group d railway employees who are in scale RS 2550-3200 ,2610-3540,2650-
4000,grant is made as under subject to availability of fund..
For children studying in class I to V RS-120 pa .per child or actual cost of text
book which ever is less
For children studying in class VI to VII RS-150 pa. Per child or actual cost of text
books which ever is less
For the Children studying in class VIII to X RS-200 pa. Per child or actual cost of text
books which ever is less
In the event of child having failed in the annual examination and continuing to study in
the same class .no grant is made application for grant should reach the chairman, of the
respective Staff Benefit Committee in the prescribed Proforma that is before last date for
the receipt of application is as fixed by the respective Staff Benefit Fund committee

55
Family maintenance grant for seriously ailing employees:
To provide financial relief to non gazetted railway employees on leave with out pay due
to sick ness, maintenance grant will be sanctioned subject to fulfillment of the following
conditions: -
1. The employee seeking relief must have completed one year s continuous
service on the day on which his sick eave with out pay commenced
2. The period of sick leave with out pay should not be less than 15 days on
medical grounds duly certified by Deputy Medical Officer.
3.The period of sickness should be covered by a proper unfit and the intermediate
certificates issued by a railway doctor
4. A railway doctor who will also certify the nature of ill ness should recommend
the application
5.The application for the grant will be entertained only if they are made within 3
months after the employee-resumed duty
6. Employee seeking relief should apply in a prescribed proforma addressed to
their respective Head Quarters, Staff Benefit Fund Committee.
7.The Head Quarters, Staff Benefit Fund Committee, will make the sanction of
grant. As per the table given below. The revised rates are w.e.f 01-07-2001
RS 1000 for any employee irrespective of rate of pay/grade and nature of disease.

56
N.B.: - grants will be admissible for maxim period of 12 months. Individual cases
requiring assistance beyond 12 months should be referred to the secretary Head Quarters,
Staff Benefit Fund Committee. Fully recommended by CMD for consideration by the
committee on the merits of each case T.B patients under going treatment as in-patients in
santoria should be granted maintenance grant by Staff Benefit Fund Committee even
beyond 12 months on application by the employee duly recommended by the DMO s
concerned certifying the sickness if T.B. And recommending the cases even beyond 12
months subject to availability of funds
Staff Benefit Fund:
Total outlay every year - Rs.36 lakh.
It is a fund available from Ministry of Railways to grant money to needy Railway Staff
by joint decision of Management and recognized Labour Organizations for,
Grant of Scholarships to the students pursuing technical education
Reimbursement of cost of text books
Educational facilities to employees children at wayside stations
Grants for recreational amusements
Relief to distressed/sick
Maintenance Grant
Financial assistance to chronic TB patients
Reimbursement of cost of spectacles and lenses

57
Financial assistance to deaf, dumb, blind and mentally retarded
Grants to homeopathic and Ayurvedic dispensaries
Reimbursement of Medical Expenses
Grants to 18 Social Welfare Centers, 70 Handicraft centers for women
Promotion of Sports and Cultural and other activities
Promotion of employees and children annual camps at Zonal and Divisional levels
Industrial Relations
Industrial Relations are maintained through:
Direct contact with employees by Officers and Welfare Inspectors
Periodical negotiations and participation in Management with the recognized Labour
Organization called South Central Railway Employees Sangh at Zonal, Divisional and
Workshops level.
Periodical negotiations and participation in Management with the recognized Labour
Organization called South Central Railway MazdoorUnion at Zonal, Divisional, and
Workshops level.
Receipt of Memoranda from OBC/SC/ST Welfare Associations in Zonal, Divisional,
and Workshops level.
Participation in Management with Promote Officers Association
Participation in Management with Railway Officers Association
Participation of Railway Employees in Management (PREM)

58
Mutual Benefit Fund:
Mutual Benefit Fund was started way back 50 years ago which is to be managed by the
body that is elected by the employees of the work shop that is elected will consist of a
secretary and an assistant secretary and coming to the apex position in the fund are held
by the CWM and P.E as president and vise president respectively the members of the
Mutual Benefit Fund are permanent employees of the workshop the basic liquid needed
to meet the demand of the deeds of the mutual fund are had from the subscription by its
members which is now RS 20 . Per month which is had through the pay sheet recovery
which comes in the form of a monthly cheque from WAO which is therefore operated
through banks join a/c that is jointly held by the Vice-President and the secretary as the
holders of the a/c
This Liquid Will Be Delivered To Its Members On Four Occasions
1. Retirement
1. Super Anniversary
2. CRS
3. VRS
2. Death
3. Medical Aid
4. Transfer out of Work shop

59
The Amount Paid On Each Occasion Is As Follows
Super anniversary---- 13000 + a brief case
Crs (or)
Vrs if the service put up
0-10 yr. 80 % of total subscription
11-20 yr. 100% of total subscription
21-30 yr. 200% of total subscription
31-above 1300 rest of the service * Rs 20/month
Retirements
Types of Retirements
Voluntary Retirement - One who completes 20 years of service can retire voluntarily
with bonus benefits.
Normal Retirement -On completion of 60 years of age
Other than Normal Retirement like Death, Medical De categorization and Missing
Benefits after Retirement
Monthly Pension @ 50%- of average emoluments drawn during the last 10
months/Family
Pension @ 30 percent of last pay drawn for those completing 33 years of qualifying
service
Retirement/Death Gratuity

60
Commutation of Pension to the maximum extent of 40% of monthly pension
Leave encashment
Insurance amount
Provident fund
Post Retirement/Widow Complimentary yearly passes for free travel on Railway
Network
Kit Pass
Transfer pass, Transfer grant, Packing Allowance and Travelling Allowance
Compassionate Appointment in case of death/missing
Railway Employees Liberalized Health Scheme for medical assistance on par with
serving employees .
Kalabarathi For Cultural Programmes:
For promotion of fine arts and cultural activities, the Staff Benefit Fund committee
considers and certain the request for grants to cultural programmes.
Applications for such grants should be submitted to the Head Quarters, Staff Benefit
Fund Committee. Who will award grants judiciously for promoting cultural activities.
Boxing/volley ball stadium:
These stadiums provided for the staff of the railway is a task to help the tired employees
to get refreshed and to enjoy the game which the like and even to train the employees that
are going to represent the nation in the international games through rail way.

61
Cricket/Foot Ball Stadium:
These stadiums provided for the staff of the railway is a task to help the tired employees
to get refreshed and to enjoy the game which the like and even to train the employees that
are going to represent the nation in the international games through rail way
Indoor games
Indoor provided for the staff of the railway is a task to help the tired employees to get
refreshed and to enjoy the game which the like and even to train the employees that are
going to represent the nation in the international games through rail way
Recreation
1. Officers Clubs for Recreation of Officers.
Staff Institutes for Recreation of Staff.
2. Community Halls for Customary functions.
Holiday Homes for Pilgrimages/Outings.
Rest Houses for rest on short leaves.

62
General Facilities
Subsidized Hostels for economically backward Students
Cycle/Scooter/Car/Computer/House Loans
Privilege Travel Passes and concessional P.T.Os
Canteens with nutritious food in all major Centers of workforce
Co-operative Scheme
Co-operative societies for economic living
Cooperative Credit societies for banking purpose
House Building Society for housing activities
Welfare Facilities for the needy
General Manager s Relief Fund - Rs.10 lakh
(This fund is granted for relief of deserving patients taking major medical treatments)

63
South Central Railway Women's Welfare Organization
The South Central Railway Women s Welfare Organization (SCRWWO) has been
formed mainly to supplement efforts of the Railway Administration in arranging relief to
the distressed staff and to extend the assistance to the needy employees and their
offspring. Wives of Railway Employees are eligible to become members of this
Organisation. Various schemes undertaken by SCRWWO inter alia include:
Technical assistance in functioning of 66 Handicraft centers to augment Railway Staff
family income through tailoring, embroidery work etc.
Vocational Training Center at nominal fee
Ashakiran for mentally retarded/handicapped children
Arogya Niketan to extend helping hand to chronic patients
Athmabala Widow Welfare scheme by which Rs.1000/- is being given to meet
immediate
relief to the deceased families of Group D employees
Jagruthi Financial aid to Adult Literacy centers.
Crèches to take care of children of working women.
Schools for meeting Primary Educational needs of the children of the staff
Gold Medals for the meritorious students of Railway Schools/Colleges
Scholarships for needy children of Railway Staff

64
ANALYSIS AND INTERPRETATION
This step is to extract pertinent findings from the collected data. The researcher
edits, codes, tabulate the collected data. Enquired 125 and 104
responded.

65
Awareness about the welfare activities at the workshop
Yes No
102 2
Interpretation: - No Need For Any Further Activities That Are Used To Create
Awareness In The Employees About The Welfare Activities
Awarenesslevel
102
2
yes
no

66
Facilities at the health unit
Excellent Good Poor
13 82 13
Interpretation: - The Facilities At The Health Center Are Satisfactorily Good 76%
Saying So. And 12% Each Saying It Poor And Excellent.
Facilities at Health Center
excellent
12%
good
76%
poor
12%
excellent
good
poor

67
Canteen facility
Excellent Good Poor
1 40 63
Interpretation: - The Canteen Facilities At The Workshop Are Poor Saying By The
61%.
canteenfacility
excellent
1%
good
38%
poor
61%
excellent
good
poor

68
Awareness about Holiday camps to children and welfare to employees
Yes No
94 10
Interpretation: - The welfare of the employees is altered to a great deal through
holiday camps says 90% this 90% of the people are satisfied with this facility.
holidaycampsandwelfareto
employees
yes
90%
no
10%
yes
no

69
Are you a member of M.B.F?
Yes No
54 50
Interpretation: - Not all the employees are the members of this service available to
them.
membershipwithM.B.F
yes
52%
no
48%
yes
no

70
Do you agree with winding up of crèche and Kalabarathi?
Yes No
77 27
Interpretation: - The winding up of kalabarathi and crèche is supported by 74% as
a right decision as the facility is being not organised properly.
crecheandkalabarathi
yes
74%
no
26%
yes
no

71
Do you use stadiums and play indoor games?
Yes No
67 37
Interpretation: - The stadiums and indoor games are said to be used by the 64% of
the employees .
stadiumsandindoorgames
yes
64%
no
36% yes
no

72
Is the Welfare inspector visiting the workshop?
Yes No
13 91
Interpretation: - The welfare inspector makes a seldom visit to the workshop for the
redressal of the grievance supported by 87%.
visitofwelfareinspector
yes
13%
no
87%
yes
no

73
Satisfaction related to General facilities like water, bathrooms, and toilets
Excellent Good Poor
0 14 90
Interpretation: General facilities at the workshop are to be given an immediate look
and they should be repaired to meet the standards of the facilities to be provided
and this is supported by 87 %.
generalfacilities
poor
87%
good
13%
excellent
0%
excellent
good
poor

74
Satisfaction related to Rate of pay compared to industry standards
Yes No
96 8
Interpretation: - The rate of pay at the workshop is satisfactory compared to
industry standards supported by 92%.
satisfactionregardingrateofpay
yes
92%
no
8%
yes
no

75
Satisfaction related to Incentives at the workshop.
Yes No
98 6
Interpretation: - Incentives at the workshop are satisfactory supported by 94%.
incentivesatworkshop
yes
94%
no
6%
yes
no

76
Satisfaction related to Quarters provided
Yes No
7 97
Interpretation: - The quarters provided are the basic point of distress with 93% of
employees being un-satisfied
satisfactionregardingquartersprovided
yes
7%
no
93%
yes
no

77
Ease of application for S.B.F
Simple Complex
100 4
Interpretation: - The program of the application for being eligible for S.B.F is being
stated to be simple by 96% of the respondents
easeofaplicationforS.B.F
simple
96%
complex
4%
simple
complex

78
FINDINGS
While doing my project on Measurement of Employee Welfare in Lallaguda
Carriage Workshop, I have set certain objectives to prove and found the following things
over there.
This workshop provides all welfare facilities according to the Factories Act.
Unions and union leaders over here are very powerful in taking measures to see
that the workers are provided better welfare measures.
Workers over here are utilizing all the benefits they are getting and at times even
some are misusing their benefits.
The workshop does not face any problem due to welfare facilities provided.

79
CONCLUSION
While doing my project on Measurement of Employee Welfare in Lallaguda
Carriage Workshop I have made an attempt to study
What is employee/Labour welfare?
What are social security measures?
What are the welfare facilities that are provided to the workers as per factories
act?
What are the social security measures to be provided to workers as per
international Labour Organisation rules?
In my study I have made an attempt to study various Labour welfare and social
security measures provided to the employees of Lallaguda carriage workshop and have
tried to compare them with the measures which an industry is suppose to provide to their
employees as per prevailing law and am of the opinion that south central railway is
providing most of the Labour welfare measures as enacted in the law. Some of the
welfare measures, which are provided to the employees, are
Free transportation,
Canteen facility at concessional rates,
Free medical facility etc,
Saves lots of money for the employees.
Some of the welfare measures such as
House rent allowance,
Festival advance,

80
And other allowances etc,
Adds to the remuneration of the employees making them tension free.
Other welfare facilities like
Housing loan facility,
Loans for buying two-wheelers,
And such other loans required,
Are provided by the Staff Benefit Fund and other through other loans given by the
company.
Social security measures provided to the employees of Lallaguda Carriage
workshop such as
Employee pension scheme,
Employee provident fund,
Gratuity,
Voluntary retirement schemes, etc
Makes provisions for security after retirement.
From overall study of Employee/Labour welfare and social security
measures am of the opinion that Lallaguda Carriage workshop is providing sufficient
measures towards welfare and security of employees.
My talking with the employees over there revealed that most of the workers are
satisfied with these measures. Interviews with Officers (rank) revealed that they
considered the expenditure on providing such measures as investment as this improves

81
employer-employee relationship, avoids strikes and lockouts increases productivity of
workers, reduces absenteeism and Labour turnover and finally they also get benefit out of
such measures as they are also employees of South Central Railway.
Finally am of the opinion that such measures helps a lot in improving
employee-employer relation and avoiding all the problems relating to work and such
facilities should be provided by all the business undertakings too.

82
SUGGESTIONS:
1. Improvement of infrastructural facilities as a whole for the workshop and for the
workers regarding rest rooms.
2. Computerization of entire data related to the staff so that it can be easily accessible at
times required.
3. Improvisation of general facilities for the visitors regarding visitor s room, water
facilities, urinal facilities.
4. Provision of better residential quarters for the workers.
5. Provision of better food and beverages checking the quality and quantity of the food
served appointing a Canteen Management Committee.
6. The Welfare Inspector should be always present at the workshop to look after the
facilities of the workers.

83
Questionnaire
FOR THE SURVEY ON THE EMPLOYEE WELFARE ACTIVITIES AT, CARRIAGE
WORK SHOP, LALLAGUDA, SOUTH CENTRAL RAILWAY
WITH PERMISSION FROM THE W.P.O s OFFICE
1. Are you aware of all the welfare activities at the workshop?
a. Yes
b. No
2. How are the facilities at the health center?
c. Good
d. Excellent
e. Poor
3. How is the food at Canteen?
a. Good
b. Excellent
c. Poor
4. Do the holiday camps for the children of employees bring up any welfare to
employees?
a. Yes
b. No

84
5. Are you a member of Mutual Benefit Fund?
a. Yes
b. No
6. Do you go with the winding up of crèche and Kalabarathi?
a. Yes
b. No
7. Do you make use of stadiums and indoor games?
a. Yes
b. No
8. Does the welfare inspector visit the workshop for the redressal of the grievance?
a. Yes
b. No
9. How are the general facilities like water, toilets, and bathrooms?
a. Excellent
b. Good
c. Poor
10. Are you satisfied with the rate of pay compared to industry standards?
a. Yes
b. No
11. Are you satisfied with the incentives at the workshop?
a. Yes
b. No

85
12. Are you satisfied with the quarters provided?
a. Yes
b. No
13. How is the Proforma of application for SBF?
a. Simple
b. Complex

86
BIBLIOGRAPHY
Web addresses
http://www.indianrailways.gov.in/
www.indianrail.gov.in
Data
Journals of Indian railways.
Articles related.

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