Employee Welfare

EMPLOYEE WELFARE
INTRODUCTION
The term Welfare is a comprehensive and all embracing one which refers to the multiplicity of the activities aimed at achieving harmony between the Individual and his environment welfare measures in Organization means the positive services and amenities provided in or in the vicinity of Industrial undertakings with a view to harmonies the employees with their working environment. This endeavor also includes social security measures which provide for the future of the employees and their families, under the head welfare activities we may include anything done for the intellectual, physical, moral and economic betterment of the employees, whether by employees of Government or by other agencies. Employee 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 and insurance against disease, accident and unemployment for the workers and their families. Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.
DARE COLLEGE, KHAMMAM
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NEED OF THE STUDY

It helps to improve recruitment as the job becomes more attractive & more effective employees can be recruited. Employee welfare improves the morale and loyalty of workers by increasing their happiness and satisfaction It reduces employee turnover and absenteeism, thereby, building stable workers. Employee welfare helps to improve industrial relations and industrial peace. Loyally towards the employee may reduce militancy amount workers. Welfare measures help improve goodwill not public image of the employer. Voluntary efforts for the welfare of the workers by the employer may reduce the thought of future government intervention.
OBJECTIVES OF THE STUDY

To Study the profile of Singareni Collieries Limited. To find out the Employee Welfare in SCCL and also to know its strengths and weaknesses. To determine the measure so as to create a positive and practical welfare measures. To make suitable recommendations to the decision making systems its welfare aspects. To study the employee welfare facilities provided to the employees in the company
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SCOPE OF THE STUDY The scope of the study is continued to be in the area of personnel management i.e., employee welfare activities. The study concentrates on the various welfare activities provided by the management to their employees, and opinions of the employees, on various aspects.
RESARCH METHODOLOGY Methodology is a systematic procedure of collecting information in order to analyze and verify a phenomenon. The collection of information is done through two principle sources. They are: 1. Primary Data 2. Secondary Data PRIMARY DATA Primary data are information collected or generated by the researcher for the purpose of the project immediately of hand and for the purpose of knowing opinions, personal qualities, attitudes, etc., SECONDARY DATA Secondary data refer to the information that has been collected by someone other than a research for purposes other than those involved in the research project hand.
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LIMITATIONS OF THE STUDY Sample Size is 50. Feedback has been collected from 100 respondents. The study may not be free from certain limitations. The finding of the study can be applied to comparable organization with similar characteristics and situation only. The views and opinions of sample respondents may not represent the universe. Due to time constrains the sample size is small which may not be able to reflect true picture in some cases.
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INDUSTRY PROFILE
India has a long history of commercial coal mining covering nearly 220 years starting from 1774 by M/s Sumner and Heatly of East India Company in the Raniganj Coalfield along the Western bank of river Damodar. However, for about a century the growth of Indian coal mining remained sluggish for want of demand but the introduction of steam locomotives in 1853 gave a fillip to it. Within a short span, production rose to an annual average of 1 million tonne (mt) and India could produce 6.12 mts. per year by 1900 and 18 mts per year by 1920. The production got a sudden boost from the First World War but went through a slump in the early thirties. The production reached a level of 29 mts. by 1942 and 30 mts. by 1946. With the advent of Independence, the country embarked upon the 5-year development plans. At the beginning of the 1st Plan, annual production went upto 33 mts. During the 1st Plan period itself, the need for increasing coal production efficiently by systematic and scientific development of the coal industry was being felt. Setting up of the National Coal Development Corporation (NCDC), a Government of India Undertaking in 1956 with the collieries owned by the railways as its nucleus was the first major step towards planned development of Indian Coal Industry. Along with the Singareni Collieries Company Ltd. (SCCL) which was already in operation since 1945 and which became a Government company under the control of Government of Andhra Pradesh in 1956, India thus had two Government coal companies in the fifties. SCCL is now a joint undertaking of Government of Andhra Pradesh and Government of India sharing its equity in 51:49 ratios.
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NATIONALISATION OF COAL MINES

Right from its genesis, the commercial coal mining in modern times in India has been dictated by the needs of the domestic consumption. On account of the growing needs of the steel industry, a thrust had to be given on systematic exploitation of coking coal reserves in Jharia Coalfield. Adequate capital investment to meet the burgeoning energy needs of the country was not forthcoming from the private coal mine owners. Unscientific mining practices adopted by some of them and poor working conditions of labour in some of the private coal mines became matters of concern for the Government. On account of these reasons, the Central Government took a decision to nationalise the private coal mines. The nationalisation was done in two phases, the first with the coking coal mines in 1971-72 and then with the non-coking coal mines in 1973. In October, 1971, the Coking Coal Mines (Emergency Provisions) Act, 1971 provided for taking over in public interest of the management of coking coal mines and coke oven plants pending nationalisation. This was followed by the Coking Coal Mines (Nationalisation) Act, 1972 under which the coking coal mines and the coke oven plants other than those with the Tata Iron & Steel Company Limited and Indian Iron & Steel Company Limited, were nationalised on 1.5.1972 and brought under the Bharat Coking Coal Limited (BCCL), a new Central Government Undertaking. Another enactment, namely the Coal Mines (Taking Over of Management) Act, 1973, extended the right of the Government of India to take over the management of the coking and non-coking coal mines in seven States including the coking coal mines taken over in 1971. This was followed by the nationalisation of all these mines on 1.5.1973 with the enactment of the Coal Mines (Nationalisation) Act, 1973 which now is the piece of Central legislation determining the eligibility of coal mining in India.
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FORMATION OF COAL INDIA LIMITED

With the Government's national energy policy the near total national control of coal mines in India took place in two stages in 1970s. The Coking Coal Mines (Emergency Provisions) Act 1971 was promulgated by Government on 16 October 1971 under which except the captive mines of IISCO, TISCO, and DVC, the Government of India took over the management of all 226 coking coal mines and nationalised them on 1 May, 1972. Bharat Coking Coal Limited was thus born. Further by promulgation of Coal Mines (Taking over of Management) Ordinance 1973 on 31 January 1973 the Central Government took over the management of all 711 non-coking coal mines. In the next phase of nationalization these mines were nationalized with effect from 1 May 1973 and a public sector company named Coal Mines Authority Limited (CMAL) was formed to manage these non coking mines. A formal holding company in the form of Coal India Limited was formed in November 1975 to manage both the companies.
MAJOR EVENTS AND MILESTONES

Maharatna Status Coal India Limited was granted the 'Maharatna' status on 11 April, 2011 by the Government of India thus becoming only the 5th PSU in the country, of a total of 215 Central Public Sector Enterprises (CPSEs), to have been conferred with this status. Government of India has introduced the Maharatna scheme in February 2010 for Central Public Sector Enterprises, in order to empower the mega CPSEs to expand their operations and emerge as global giants. So far, the select club has only five members. The objective of Mahartna is to delegate enhanced powers to the Boards of the identified large Navratna CPSEs, fulfilling the specified criteria, to facilitate expansion of their operations both in domestic as well as global markets.
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HISTORY AND FORMATION OF COAL INDIA LIMITED

With dawn of the Indian independence a greater need for coal production was felt in the First Five Year Plan. In 1951 the Working Party for the coal Industry was set up which included representatives of coal industry, labour unions and government which suggested the amalgamation of small and fragmented producing units. Thus the idea for a nationalized unified coal sector was born. Integrated overall planning in coal mining is a post-independence phenomenon. National Coal Development Corporation was formed with 11 collieries with the task of exploring new coalfields and expediting development of new coal mines.
FACTORS WHICH LED UP TO NATIONALIZATION OF COAL INDUSTRY IN INDIA

Nationalization of coal industry in India in the early seventies was a fall out of two related events. In the first instance it was the oil price shock, which led the country to take up a close scrutiny of its energy options. A Fuel Policy Committee set up for this purpose identified coal as the primary source of commercial energy. Secondly, the much needed investment needed for growth of this sector was not forthcoming with coal mining largely in the hands of private sector. The objectives of Nationalization as conceived by late Mohan Kumaramangalam were; Conservation of the scarce coal resource, particularly coking coal, of the country by Halting wasteful, selective and slaughter mining.Planned development of available coal resources. Improvement in safety standards. Ensuring adequate investment for optimal utilization consistent with growth needs. Improving the quality of life of the work force.Moreover the coal mining which hitherto was with private miners suffered with their lack of interest in scientific methods, unhealthy mining practices etc. The living conditions of miners under private owners were sub-standard.
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Coal India joins SENSEX Coal India made it to the 30-stock Sensex, on 8 August 2011, globally considered to be the barometer of the Indian economy, in short span of nine months since its listing on 4 November 2010. No other company has made it to the index in such a short time. And then Coal India's raise to the top came in just seven trading sessions since its entry to SENSEX. This is considered to be a remarkable accomplishment. India's Energy Scenario & Coal India is currently among the top three fastest growing economies of the world. As natural corollary India's energy needs too are fast expanding with its increased industrialization and capacity addition in Power generation. This is where 'Coal' steps in. In India coal is the critical input for major infrastructure industries like Power, Steel and Cement. Coal is the most dominant energy source in India's energy scenario. Coal meets around 52% of primary commercial energy needs in India against 29% the world over. Around 66% of India's power generation is coal based. India is the 3rd largest coal producing country in the world after China and USA. Coal India Limited at a glance Coal India Limited (CIL) as an organized state owned coal mining corporate came into being in November 1975 with the government taking over private coal mines. With a modest production of 79 Million Tonnes (MTs) at the year of its inception CIL today is the single largest coal producer in the world.
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Operating through 81 mining areas CIL is an apex body with 7 wholly owned coal producing subsidiaries and 1 mine planning and Consultancy Company spread over 8 provincial states of India. CIL also fully owns a mining company in Mozambique christened as 'Coal India Africana Limitada'. CIL also manages 200 other establishments like workshops, hospitals etc. Further, it also owns 26 technical & management training institutes and 102 Vocational Training Institutes Centres. Indian Institute of Coal Management (IICM) as a state-of-the-art Management Training 'Centre of Excellence' - the largest Corporate Training Institute in India - operates under CIL and conducts multi disciplinary management development programmes. CIL having fulfilled the financial and other prerequisites was granted the Maharatna recognition in April 2011. It is a privileged status conferred by Government of India to select state owned enterprises in order to empower them to expand their operations and emerge as global giants. So far, the select club has only five members out of 217 Central Public Sector Enterprises in the country. Unmatched Strategic Relevance Produces around 81.1% of India's overall coal production In India where approximately 52% of primary commercial energy is coal dependent, CIL alone meets to the tune of 40% of primary commercial energy requirement Commands nearly 74% of the Indian coal market Feeds 82 out of 86 coal based thermal power plants in India Accounts for 76% of total thermal power generating capacity of the Utility sector Supplies coal at prices discounted to international prices Insulates Indian coal consumers against price volatility Makes the end user industry globally competitive.
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INDUSTRIAL ENGINEERING: Work Study: Methods study. Systems study and improvements. Job standards and work Norms and Development. Optimum crew sizes determination. Manpower: Manpower resources are given to the top priority by the company right from the beginning for optimal utilization of manpower. Manpower assessment. Manpower planning, Skill sets requirement. Redeployment, Transfers. Promotions, Performance Monitoring Identifying surplus manpower and Introduction of VRS. Advance planning of manpower of various skills. Management Information System. Business process re-engineering. VIGILENCE: Vigilance dept. in SCCL conducts surprise checks, inspections in all the departments wherever and whichever is corruption prone. Verifies records, documents, files, systems belonging to purchase, finance, marketing, and other departments. Preliminary enquiries are done based on various complaints basing on various complaints received by vigilance department and reports are submitted to the disciplinary authority (C&MD for executives) through director (P, A&W) (Who is chief vigilance officer).
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CORPORATE ENVIRONMENT: Action for award of environmental baseline data monitoring for proposed projects and post projects environmental monitoring in and around the SCCL mining areas. Preparation of draft EIA/EMP for Coal mining and sand mining based on terms of reference (ToR) issued by MoEF, for submission of APPCB for conducting public hearing. Preparation of prescribed application for obtaining CFE from APPCB after obtaining EC from MoEF. Preparation of cost estimates for obtaining environmental clearance for business development projects. Obtaining clearances like ground water clearance and any other approvals as suggested by MoEF prior to obtaining environmental clearance. Preparation of report on solid waste management for submission along with forest land diversion proposals to MoEF for obtaining project clearance for the project. Scrutiny of statutory air and water consent application forms submitted by area environmental Officers for obtaining area wise consents under air and water acts. Co-ordinates with forestry. Estates, Civil Exploitations, E&M, Medical departments on environmental related activities and other development works in SCCL. To participate in Expert committee meeting of MoEF for seeking environmental clearances and FAC meetings for obtaining forestry clearance.. Furnishing information on the issue raise in the parliament and assembly sessions regarding Environmental protection measures. Co-ordination with the areas of preparation of various annual capital and revenue budgets for environmental protection and accounting of Environmental expenditure.
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PERSSONEL MANAGEMENT: The Personnel Management wing deals with the service matters of all NCWA employees. The in charge of Personnel Management wing analyzes the proposals being submitted by the Area authorities for redeployment and arrange meetings of Corporate Re-deployment Committee consisting of CGM (CP&P) CIE and GM (Personnel) and arrange for adjusting surplus and manpower by posting them in the needy areas. Placements/promotions/up gradations in respect to NCWA employees from monthly grade C and above will be handled by Personnel Management wing based on the proposals submitted by Area authorities and other Heads of the Departments in corporate. Rectification of pay anomalies, grant of study leave/extraordinary leave, processing of various representations forwarded by the Government authorities/Public representatives, sanction of approved allowances to employees as per eligibility, conveyance reimbursement, preparing replies to Parliament/Legislature questions pertaining to Personal Department, etc. are handled by this Wing. WELFARE: The welfare wing implements all the provisions relating to the welfare of employees as decided by the management. The major functions carried out by the Welfare wing are processing the cases of dependents for employing Monthly and Monetary Compensation(MMC), chalking out programme for conduct of Sports and Games in Areas as per the Sports calendar, Family Benefits-cum-Insurance scheme and production of
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various Teleplays, interviews with workmen/officers through communication cell for telecast through local Siti cable to bring awareness about the activities of the company among the workmen and their families so that there will be positive attitudinal change. The welfare wing also organize Scouts and Guides activities through SingareniCollieries District Associations, Khammam by involving the students studying in company schools and also in other schools in coalfield areas. The welfare wing also undertakes processing of applications of the children of the employees for sanction of merit scholarships @ Rs. 6000/- per annum for admission of their children in Medicine and Engineering courses through EAMCET. S & PC: Security of personnel Intensive security of material Patrolling Police liaison Law and order during Strikes, Dharnas and Mine accidents etc., Follow up of theft reports cases. Raids. Control o issue of gate passes to Contract /Casual work. Access control Preventive or curb of any outward incidents or malfunctioning or misappropriation or sanctity.
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SAFETY: Developing safety activities/practices and continuously reviewing, improving and updating then as and when the changed circumstances demand. Ensuring that everyone in the organization is aware of safe working methods and follow them in day to day work. Developing the skills of employees as a skilled worker can only be a safe worker. Evaluating the personnel protective equipment available in the market and supply them to our employees and train them in their proper usage. Conducting safety audit of each mine with a view to know the inherent dangers of the mines and to suggest remedial measures. Investigation of accidents and identification of causes of accidents, suggestions on prevention of similar ones in future and follow up on the suggestions. Control to reduce the accident rates to the barest minimum and to achieve zero accident being the ultimate aim. For the health and prevention fatigue among the employees working at the mines and departments. MARKETING: Marketing and sale of coal produced by the company. Liaison with Railways of movement of coal to consumers. Co-coordinating with Industries Departments for supplies to non-core sectors consumers. Deliberations with consumers for finalization of fuel supply and agreements and monitoring with areas/customers for implementation.
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Reports, generation of outputs - Dispatch, stock at power houses, ground stock from areas on daily and monthly basis. Preparation of annual dispatch plan. Preparation and submission of reports monthly, quarterly, yearly, etc. to the A.P. Govt. and Govt. of India Periodical revision of prices is being worked out with co-ordination of the Financial Department. Initiating action against customers/transporters/trucks for mis utilization of coal. Submission of 10 days and monthly rail movement programmes and liaison with areas. Correspondence and reply to all queries by state and central Government during Assembly/ Parliament sessions. Furnishing all information pertaining to market of coal to all Govt. Agencies as per their requisition from time to time. Preparation of various statements of production and dispatches with comparison with previous years for quarterly short term linkage meetings being held by ministry of Coal for according short term linkages to power houses, Cement and other industries. CIVIL ENGINEERING: Approaches Roads, Power lines grouting, water supply arrangements, open excavation, arching, etc. for UG mines. Infrastructural facilities like Pits- Head Coal handling arrangements, storage Magazines, Filer Beds, Offices, etc.
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FOR OPEN CAST MINES: a) Major sheds for HEMM. b) Unit workshops, storage Magazines. c) Haul roads, pit head coal handling arrangements. d) Offices. CONSTRUCTION OF NECESSARY STRUCTURES FOR: a) ETPs for Workshops. b) Coal handling plants. c) Power houses HEMM. d) Workshops. TOWNSHIP AND AMENITIES: a) b) c) d) e) f) g) h) i) j) k) l) Company quarters. Office buildings. Roads. Water supply systems. Hospitals Dispensaries Construction and maintenance of clubs and guest houses. Colleges and schools. STPs and sanitation systems. Stadiums Super bazaars Swimming pools.
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COMPANY PROFILE
Since 1889,a spark of enterprise has evolved. Into a force in modern mining. The singareni collieries company limited is the oldest public sector company in India, carrying the coalmining activities in the godhavari valley of Andhra Pradesh and catering to the needs of consumers in southern India.The origin of SCCL may be traced back to the year 1871, where. The coal was first discovered in the Nizam state at Yellandu. In those days pilgrims going to Bhadrachalam used to travel by road. After getting down at yellandu railway station man of the pilgrims used to cook their food with firewood in the vicinity of the railway station before continuing their journey. On such party arranged the fire place for cooking by lighting the firewood between them. They observed that the stones we also burning sending out heat even alter the firewood was consumed. Based on their repot, that authorities concerned carried investigation and found the existence of coal deposits around the village of Singareni. After the discovery of coal in the year 1871, The Hyderabad deccan company was incorporated in England in the year 1886, the present company was incorporated on 23rd December, 1920 the Hyderabad companies act as a public limited company with the name THE SINGARENI COLLIERIES COMPANY LIMITED, after the name of the village Singareni NEAR YALLANDU In 1945, the nizam of Hyderabad purchased the shares of the company at London stock exchange and this action brought the company under government control through a trust fund.Thus, the singareni collieries company limited has the distinction of being the first government owned Coal Company in India.
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The year 1871, Dr. King of the Geological Survey of India discovered coal near the village of Yellandu in Khammam district and one of the important coal seams bore his name. The Hyderabad (Deccan) Company Limited incorporated in England acquired mining rights in 1886 to exploit coal found in Yellandu area. The present Company was incorporated on 23rd December 1920 under the Hyderabad Companies Act as a public limited company with the name 'The Singareni Collieries Company Limited' (SCCL). The Singareni coal reserves stretch across 350 Km of the Pranahita Godavari Valley of Andhra Pradesh with a proven geological reserves aggregating to whopping 8791 million tones.
THE REST, AS THEY SAY, IS HISTORY:

In the year 1871, Dr. king of the Geological survey of India discovered coal near the village of yellandu in Khammam district and of the important coal seams bore his name. The Hyderabad (Deccan) Company Limited incorporated in England acquired mining rights in1886 to exploit coal found in yellandu area. The present company was incorporated on 23rd December 1920 under the Hyderabad Companies Act as a public limited company with name The Singareni Collieries Company Limited (SCCL). It acquired all the assets and liabilities of the Hyderabad (Deccan) Co. Ltd. Best and Co., acted as secretaries and selling agents. The state of Hyderabad purchased majority of shares of the company in 1945. From 1945 to 1949, the Hyderabad Construction Co., Ltd., was acting as Managing Agent. In 1949 this function was entrusted to Industrial Trust Fund by the then Government of Hyderabad. The controlling interest of the Company devolved on the Government of Andhra Pradesh in 1956 pursuant to the recognition of states. Thus, the SCCL became a Government company under theCompanies Act in1956.
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Large scale expansion of SCCL was undertaken during the first five- year plans. In 1960 the Gov. of India started its participation of the equity of the Company and also started extending loan assistance. Thus since Mach 1960 it has been jointly owned by the Government of Andhra Pradesh and Govt. of India. In 1974 the Government of India transferred its share capital to the Coal Mines Authority Limited. The manner of extending financial assistance for expanding the SCCL by the Govt. of A.P., and Govt. of India during V plan period was agreed upon in the Four party agreements executed on 10th June 1974. Subsequently the Govt. of India and Coal India Limited were the parties to the agreement. These two agreements were popularly called quadripartite agreements. For the financial and other assistance during VI, VII, VIII, IX & X Plan periods, separate agreements were executed on 31st March, 1985, 10th Feb 1989, 24th Sep 1994, 11th Jan 2002, 19th Oct 2004 and 11th June 2010 between the Govt. of India, Govt. of A.p. and SCCL these agreements are called as tripartite agreements. The Companys accredited function is to explore and exploit the coal deposits in the Godavari valley coalfields, which is the only repository of coal in South India. Mining activities of SCCL are presently spread over four districts in Andhra Pradesh viz. Adilabad, Karimnagar, Khammam and Warangal. The studies of Geological surveys of India attribute as much as 22016 Million tons of coal reserves in Godavari valley coalfield. The inventory covers up to the depth of 1200 meters and it includes reserves proved, indicated as well as inferred.
SINGARENI AT A GLANCE
Mines Under Ground-35; Open Cast-15 Man power (as on 31-03-2012) 66,466
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Targeted production (2012-13) 54.0 Million tons Targeted production (2011-12) 52.2 Million tons Actual production (2011-12) 52.21 Million tons Output for man shift (Mines+Depts.) (2011-12) 3.11 tons Major consumers Power, Cement and others VISION 2020 OF SCCL Vision to be leading world class company as a coal To produce, supply right quality, quantity and right price. Asses extractable coal reserves in command area Enhance interaction with consumers Plan and attain production level to sustain a consistment Production for a period of 30 to 40 years. TO ACHIEVE THIS VISION OF SCCL It aims to achieve a best safety performance. Adopt best environmental practices strive to bring a back the nature to the best possible original extent, Attain sustainable competitive advantage in the market place Align production to meet market demand Continuously improve operational performance.
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GEOLOGICAL MAP OF PRANHITA-GODAVARI VALLEY, ANDHRA PRADESH
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MISSION OF SCCL
To retain our strategic role of a premier coal producing company in the country and excel in a competitive business environment. To strive for self-reliance by optimum utilization of existing resources and earn adequate returns on capital employed. To exploit the mining blocks with maximum conservation and utmost safety by adopting suitable technologies and practices and constantly upgrading them against international benchmarks. To supply reliable and qualitative coal in adequate quantities and strive to satisfy customers needs by constantly sharing their experience and customizing our product. To emerge as a model employer and maintain harmonious industrial relations within the legal and social framework of the state. To emerge as the responsible company through good corporate governance, by laying emphasis on protection of environment & ecology and with due regard for corporate social obligations.
Technology Scenario
The SCCL had put up a pioneering effort in the introduction of mechanization in coal mining industry in India. SCCL has been putting in relentless efforts to modernize the extraction technologies in its mines. Technology occupies the top position among the priorities of perspective plan which holds the key to the objectives and targets of the plan. The coal production share from Opencast and Under Ground mines (Hand Section and Machine Mining)
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Customers of SCCL SCCL supplies coal to the following industries:
S.NO 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21.
INDUSTRIES AGRO- PRODUCTS BIO-MASS POWER BRICKS CAPTIVE POWER CERAMICS AND REFRACTORIES CHEMICALS CIGARETTES CONTRACTORS CRUCIBLES DAIRY DYEING AND PRINTING ELECTRICALS AND ELECTRONICS GLASS LAMINATIONS LEATHER LIME CEMENTS METALS AND ALLOYS PAPER,PULP AND RUBBER POWER PHARMACEUTICALS AND DRUGS etc.
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BOARD OF DIRECTORS IN SINGARENI COLLIERIES COMPANY LIMITED
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INTRODUCTION
Employee Welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way which evens a good wage cannot. With the growth of industrialization and mechanization, it has acquiredadded importance. The workers in industry cannot cope with the pace of modernlife with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employers have also realized the importance of their role in providing these extra amenities. And yet, they are not always able to fulfill workersdemands however reasonable they might be. Each employer depending onhis priorities gives varying degrees of importance to labour welfare. After employees have been hired, trained and remunerated, they need to be retained and maintained to serve the organization better. Welfare facilities are designed to take care of the wellbeing of the employees, they do not generally result in any monetary benefit to the employees. Most welfare activities (described later in this chapter) are considered to be mundane. Obviously, not many authors provide space in their books for a discussion on this topic. But we are of the opinion that what are considered to be temporal benefits elsewhere are being neglected in our country particularly in the unorganized sector. We are also of the opinion that the teachers and students should be enlightened about the concept of employee welfare and how welfare measures are implemented or neglected. After employees have been hired, trained and remunerated, they need to be retained and maintained to serve the organization better. Welfare facilities are designed to take care of the wellbeing of the employees they do not generally result in any monctary benefit to the employees. Nor are these facilities provided by employers alone. `
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Governmental and non- governmental agencies, and trade unions too, contribute towards employee welfare. The welfare facilities together contribute to better work.
NATURE OF WELFARE
Welfare means faring or doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional wellbeing of an individual. Further, the term welfare is a relative concept, relative in time and space. It, therefore, varies from time to time, from region to region and from country to country. Labour welfare, also referred to as betterment work for employees, relates to taking care of the wellbeing of workers by employers, trade unions, and governmental and non governmental agencies. ILO at its Asian Regional Conference, defined labour welfare as aterm which is understood to include such services, facilities and amenities as may be established in or in the vicinity of undertakings to enable the persons employed in them to perform their work in healthy, congenial surrounding and to provide them with amenities conducive to good health and high morale. Labour welfare has two aspects- negative and positive.On the negative
side,labour welfare is concerned with counteracting the baneful effects of the large-scale industrial system of production-especially eapitalistic,so far as india is concerned-on the personal/family,and social life of the worker.On its postove side,it deal with the
provision of opportunities for the workers and his/her family for agood life as under tood in its most comprehensive sense.
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FEATURES OF EMPLOYEE WELFARE 1. Labour welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status. 2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining. 3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time. 4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency. 5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. BEBNEFITS OF EMPLOYEE MEASURES 1. They provide better physical and mental health to workers and thus promote a healthy work environment. 2. Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity. 3. Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation. 4. Employee welfare measures increases the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace. 5. They social evils prevalent among the labors such as substance abuse, etc reduced to a greater extent by the welfare policies.
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MERTITS AND DEMERITS OF WELFARE MEASURES Labour welfare is justified for several reasons. It is desirable to recollect the services of a typical worker in this context. His/her labour helps ding and haul coal from the depths of the earth- to fetch and refine oil. to build ams and reservoirs to lay pipes,canals,railway lines and roads. His/her labour creates and trans-mits power, and through various phases of manufacturing, patterns raw materials into finished products of necessity a wel a of luxury.The indutial worker is indeed asoldier aafeguarding the social and economic factors of the industrial economy, and his/her actions and
interactions within the industrial framework will have a great impact and influence on industrial development.The social an economic aspect of the life of a worker have a direct influence on the social and economic development of the nation. There is every need to take extra care of the worker-to provided both statutory and non-statutory facilities to him/her. Another argument In favour of employee welfare is that the facilities help
motivate and retain employees. Most welfae facilities are hygience factors which, according to Hezberg, create dissatisfaction if not provided.Remove dissatisfaction, place an employee in a favourable mood, provide satisfiers, and then motivation will take place. Welfare facilities, besides removing dissatisfaction, help develop loyalty in workers towars the organization.Welfare may help minimize social evils, such as alcoholism, gambing, prostitution, drug addiction, and the like. A Worker is likely to fall a victim to any of these if he/she is dissatisfied or frustrated. Welfare facilities tend to make the worker happy, cheerful and confident looking. A further argument in favour of welfare is that a reputation for showing concerm helps improve the local image of the company as a good employer and assists in recruitment .Welfare may not directly increase productivity, but it may add to general feelings of satisfaction with the company and cut down labour turn over.
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TYPES OF WELFARE ACTIVITIES The meaning of labour welfare may be clearer by listing the activitiesand facilities, which are referred to as welfare measures.A comprehensive list of welfare activities on labour welfare into two broad groups, namely:1. Welfare measures inside the work place; and2. Welfare measures outside the work place.
1. Welfare Measures inside the Work Place
a) Conditions of the work Environment Safety and cleanliness: attention to approaches. Housekeeping Workshop sanitation and cleanliness. Control of effluents Convenience and comfort during work Distribution of work hours Workmens safety measures Supply of necessary beverages Notice Boards
b) Conveniences
Provision of drinking water Urinals and bathrooms Provision for spittoons Canteen services Rest rooms and reading rooms
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c) Workers Health Services

Factory health center Dispensary Ambulance Emergency aid Health education d) Women and Child Welfare Services Crche and child care Separate services for woman workers Family planning e) Workers recreation Indoor games; strenuous games to be avoided duringintervals of work
f) Economic services
Co operatives, loans, financial grants Thrift and savings schemes Un employment insurance Profit sharing and bonus schemes Gratuity and pension
g) Labour management participation

Formation and working of various committees Workmens arbitration council Research bureau Workers education Reading room
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Library Adults education Daily news review Factory news bulletin 2. Welfare Measures outside the Work Place Water, sanitation, waste disposal. Roads, lighting, parks, recreation, playgrounds. Schools: nursery, primary, secondary and high school. Markets, co operatives, consumer and credit societies. Bank Transport Communication: post, telegraph and telephone. Health and medical services: dispensary, emergencyward, outpatient and in-patient care, family visiting,family planning Recreation: games; clubs; craft centers; cultural programmes Watch and ward; security. Administration of community services and problems.
Welfare facilities may also be categorized as
(a) intra- mural (b) extra-mural
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Intra-mural facilities Intra-mural activities consist of facilities provided with in thefactories and include medical facilities, compensation for accidents, provision of crches and canteens, supply of drinking water, washing and bathing facilities, provision of safety measures, activities relating toimproving conditions of employment, and the like Extra-mural facilities Extra-mural activities cover the services and facilities provided outside the factory such as housing accommodation, indoor and out door recreational facilities, amusement and sports, educational facilities for adultsand children, and the like.It may be started that the welfare activities may be provided by theemployer, the government, non-government organization and the tradeunions, while, what employees provide will be started later; the activitiesundertaken by other agencies are mentioned here.
Welfare facilities by the Government

with a view to making it mndatoy or employers,to provid certain welfre facilii for thei mployees, the goverent of india has enacted several laws from time to time . these laws are the factoris Act,1948;the mines Act, 1951; the Bidi and Ciger Workers (Condition of Employement) Act, 1966; and the contract Labour (Regulation and Abolition )Act, 1970 . Another significant step taken by the central government has been to constitute welfare funds for the benefit of the employees. These funds have been established in coal, mica, iron-ore, limestone, and dolomite mines. The welfare activities covered by these funds including housing, medical, educational and recreational facilities for employees and their dependents.
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Welfare Activities by the Trade Unions

Labour unions have contributed their share for the betterment of the employees . mention may be made here of the Textile Labour association of Ahmedabad and the Railwaymens union and the mazdoor sabha of Kanpur, which have rendered invaluable services in the field of labour welfare.The welfare activities of the Textile Labour Association, Ahmedabad, are worth noting. The Association runs: 1. 25 cultural and social centres, 2. Schools for workers children, reading rooms,libraries,gymnasia. 3. Dispensaries and maternity homes. 4. A co-operative bank, with which a number of housing societies, cosumers societies and credit societies are affiliated. 5. Office offering legal help to members. 6. Training programmes oin the principles and practices of trade unionism. 7. Abi-weekly, the Mazdoor sandesh.
Welfare work by voluntary Agencies

Many voluntary social-service agencies have been doing useful laboua-welfare work. Mention may be made of the bombay social service league.the seva sadan society, the maternity and infant welfare association, the YMCA, the Depressed Classes Mission Society and the womens institute of Bengal. The welfare activities of these organizations cover night schools, libraries and lectures, promotion of public health, and organization of recreation and sports for the working class.
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Statutory and Non-statutory Welfare activities may also be classified into 1. Statutory 2. Non statutory provisions.
These are mandated by the factories Act1948 the mines Act,1952 the plantation labour Act 1951 and some other Acts .of all these,the factories Act is more significant and hence is covered in detailed here. The factories Act The Act was first conceived in 1881 when legislation was enacted to protect children and to provide health and safety measures. Later, hours of work were sought to be regulated and were, therefore, incorporated in the Act in 1911.The Act was amended and enlarged in 1934 following the recommendations of the Royal Commission of Labour. A more comprehensive Legislation to regulate working conditions replaced the Act in 1948. Labour welfare officer Schedule 49 of the act provides that in every factory wherein 500 or more workers are ordinarily employed, the employer,shall appoint at least one welfare
officer.The officer is expected to act as an advisor,counselor,mediator and liaisoning officer between the management and the labour. Specifically.his/her duties include the following. supervision of (i) safety, health and welfare programmes like housing,recreation, and sanitation services, (ii) working of joint communittees;
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(iii) (iv)
grant of leave with wages redresal of workers grievances.
counseling workers in (i) (ii) (iii) Personal and family problems. Adjustment to their work environment. Understanding their rights and privileges
Advising management in matters of (i) (ii) (iii) (iv) (v) formulating welfare policies; apprenticeship training programmers complying with statutory obligations to workers; developing fringebtsenefi and workers education
Liaisoning with workers so that they may (i) (ii) (iii) (iv) appreciate the need for harmonious industrial relations in the plant; resolve disputes, if any; understand the limitations under which they operate; interpret company policies correctly.
Liasioning with the management so as appraise the latter about workers viewpoints on organizational matters.
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Welfare provision chapter v of the Act provide for welfare facilities. Specifically, the Act provides for adequately sereened for the use of male and female workers; for drying of wet clothes Welfare funds In order to provided welfare facilities to the workers employed in mica, iron-ore, manganese ore, chrome ore and beedi rolling,welfare funds have been established the efforts of employers and state government under respective enactments. Non-statutory Benefits Non- statutory benefits, also called voluntary benefits, include loans for house building, education of children .leave travel concession, fair price shops, loans for purchasing personal conveyance and a lot of other facilities. APPROCHES TO LABOUR WELFRE The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which are engaged in welfare activities. Welfare facilities may be provided on religious, philanthropic or some other grounds. Moreover, the different approaches to labour welfare reflect the evolution of the concept of welfare. In bygone days, the government of the land to compel the owner of an industrial establishment to provide such basic amenities as canteens, rest rooms, drinking water, good working conditions, and so forth, for their employees. Much progressive management today provides welfare facilities, voluntarily and with enlightened willingness and enthusiasm. In fact, welfare facilities are not restricted to the workers alone. They have now been extended to society in general. In other words, labour welfare as been extended in includes social welfare. The Hindustan Machine Tools has a big playground and a community hall, which are let out for competitions and functions.
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A Study of the approaches to labour welfare is desirable for the management, the workers and the general reader. For the general reader, a study of approaches is essential because his/her knowledge of the subject is incomplete without knowledge of these approaches, and a knowledge of approaches enables the manager and the worker to have a better perspective on welfare work. The approaches and their brief descriptions are 1. The policing theory of labour welfare. 2. The religion theory of labour welfare. 3. The philanthropic theory of labour welfare. 4. The paternalistic theory of labour welfare. 5. The placating theory of labour welfare. 6. The public relations theory of labour welfare. 7. The functional theory of labour welfare. 8. The social theory of labour welfare.
Religion theory The religion theory has two connotations, namely ,the investment aspects. The investment aspect of the religion theory implies that the fruits of todays deeds will be
reaped tomorrow. The atonement aspect of the religion of the religion theory implies that the present disabilities of a person are the result of the sins committed by him/her previously. Philanthropic Theory Philanthropy means affection for making . The philanthropic theory of labour welfare refers to the provision of good working conditions, crches and canteens out of pity on the part of the employers who want to remove the disabilities of the workers.
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Paternalistic Theory According to the Paternalistic theory, also called the trusteeship theory ,of labour welfare the industrialist or the employer holds the total industrial estate, properties and profits accruing from them, in trust . Placating Theory This theory is based on the assumption that appeasement pays when the workers are organized and are militant. Peace can be bought by wefare measures. Workers are like children who are intelligent, but not fully so. As crying sweets,workers should be pleased by welfare workers. Public Relations Theory According to this theory, welfare activities are provided to create a good impression on the minds of the workers and the public, particularly the latter. Clean and safe working conditions, a good canteen, crche and other a menities, make a good impression on the workers, visitors and the public. Some employers proudly take their visitors round the show how well they have organized their welfare activities. Functional Theory AlSO known as the efficiency theory of labour welfare, the functional theory children are pacified by
implies that welfare facilities are provided to make the workers more efficient. If workers are feed properly , clothed adequately and treated kindly, and if the conditions of their work are congenial,they will work efficiently.welfare work is ameans of securing preserving the efficiency of labour. Social Theory The social obligation of an industry establishment has been assuming great significance these days. The social theory implies that a factory is morally bound to improve the condition of the society in addition to improve the condition of its employees. Labor welfare, as mentioned earlier, is grandly becoming social welfare.
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ADMINISTRATION OF WELFEARE FACILITIES Administration of welfare involved decisions on i)welfare policy, ii) organization of welfare ,and iii)assessment of effectiveness. ADMINISTRATION OF WELFARE FACILITIES
Welfare policy Yes or no Objectives, approach Range, timeliness
Organization Welfare officer Line manager, Human resources manager
Evaluation Trend analysis options
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Welfare policy The first step in welfare administration is to have a clearly defined policy towards it. The policy towards it. The policy must cover willingness of the management,
objectives sought to be achieved,range of facilities to be provided, and the timing oft the facilities. The question of unwillingness has only academic interest because, every
employer is compelled to provide welfare either by a statute, or a precedence already established by rivals , or out of genuine interest towards employee welfare. organization for Welfaress In most organisations, welfare is the responsibility of welfare officers. The factories Act; 1948 mandates that every industrisal establishment must appoint a welfare officer if the number of employees is 500 or more. The minimum facilities are inadequate to protect the welfare of workers. Welfare officers , too , often fail to enforce compliance of even the minimum requirements.
ASSESSMENT OF EFFECTIVENESS
Effectiveness of welfare must be assessed periodically. Feedback, thus obtained, must act as the basis for initiating remedial actions where desired results have not been obtained. Assessment of the effectiveness of welfare is rather difficult because well-being of employee is abstract and is not possible to qualify. However, two method of assessment may be mentioned in this context they are (i)trend analysis , and (ii)opinion survey. They are (i) (ii) trend analysis, opinion survey.
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Trend analysis As was stated earlier, welfare is sought to be justified because of its impact on efficiency, turnover, and social evils. Opinion survey The most effectives assessment techniq e is to conduct a survey and elicit opinion of employees on the welfare schemes. Employees may be requ ested to express their views on the usefulness or futility of a particular welfare scheme.
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1. Are you satisfied with the current educational facilities provided to your children?
S.No 1 2 3
Options Satisfied Dissatisfied Cant say Total
No. of respondents 40 10 0 50
Percentage 80% 20% 0% 100%
90% 80% 70% percentage 60% 50% 40% 30% 20% 10% 0% Satisfied Dissatisfied option Cant say
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INTERPRETATION The above table reveals that 80% of employees are satisfied with the educational facility provided by the organization.20% of employees towards educational facilities provided by the organization. show their dissatisfaction
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2. How do you feel regarding safety measures provided by the company? S.No 1 2 3 Options Satisfied Dissatisfied Cant say Total No. of respondents 38 12 0 50 Percentage 76% 24% 0% 100%
80% 70% 60% percentage 50% 40% 30% 20% 10% 0% Satisfied option Dissatisfied Cant say
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INTERPRETATION The above table reveals that 76% of employees are satisfied with safety measures provided by the organization.24% of employees are shows their dissatisfaction towards the safety measures provided by the organization.
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3. Are all the employees happy with the canteen facilities in the SCCL?
S.No 1 2 3
Options Strongly agree Partially Agree Disagree Total
Percentage 76% 24% 0% 100%
80% 70% 60% percentage 50% 40% 30% 20% 10% 0% Strongly agree Partially Agree options Disagree
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INTERPRETATION The above table reveals that 76% of employees are strongly agree that the canteen facilities measures provided by the organization. is good 24% of employees show their partial agreement towards the canteen facility provided by the organization.
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4. Is adequate importance is given to first aid facilities in the SCCL?
S.No 1 2 3
Options Strongly agree Partially Agree Disagree Total
Percentage 66% 34% 0% 100%
70% 60% 50% percentage 40% 30% 20% 10% 0% Strongly agree Partially Agree option Disagree
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INTERPRETATION From the above table and graph we can say that 66% of the employees are satisfied with first aid facilities provided by the organization and 34% of the employees are not satisfied with the first aid provided by the organization
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5. Are you satisfied with the working facilities provided by the SCCL?
S.No 1 2
Options Yes No Total
No. of respondents 40 10 50
Percentage 80% 20% 100%
90% 80% 70% percentage 60% 50% 40% 30% 20% 10% 0% Yes option No
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INTERPRETATION From the above table and graph we can say that 80% of the employees are satisfied with working facilities providing by the organization and 20% of the employees are not satisfied with the working facilities provided by the organization
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6. How do you feel about your job?
S.No 1 2 3
Options Satisfied Partially satisfied Dissatified Total
Percentage 86% 14% 0% 100%
100% 90% 80% 70% percentage 60% 50% 40% 30% 20% 10% 0% Satisfied Partially satisfied option Dissatified
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INTERPRETATION From the above table and graph we can say that 86% of the employees are satisfied with their job, 14% of the employees are not satisfied with their job.
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7. Are you satisfied with the hygienic conditions of working place?
S.No 1 2
Options Satisfied Dissatisfied Total
90% 80% 70% 60% percentage 50% 40% 30% 20% 10% 0% Satisfied option Dissatisfied
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INTERPRETATION From the above table and graph we can say that 80% of the employees are satisfied with hygienic working place provided by the organization and 20% of the employees are not satisfied with the hygienic working place providing by the organization
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8. Is adequate drinking facility are provided by the management ?
S.No 1 2
80% 70% 60% percentage 50% 40% 30% 20% 10% 0% Satisfied option Dissatisfied
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INTERPRETATION From the above table and graph we can say that 70% of the employees are satisfied with drinking facilities provided by the organization and 30% of the employees are not satisfied with the drinking facilities providing by the organization.
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9. How do you feel about the sanitary facilities in the sccl?
S.No 1 2 3
Options Satisfied Dissatisfied Cant say Total
Percentage 80% 20% 0% 100%
90% 80% 70% percentage 60% 50% 40% 30% 20% 10% 0% Satisfied Dissatisfied option Cant say
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INTERPRETATION From the above table and graph we can say that 80% of the employees are satisfied with sanitary facilities provided by the organization and 20% of the employees are not satisfied with the sanitary facilities provided by the organization
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10. Are the canteen items are provided to the employees with subsidy price?
S.No 1 2 Yes No
Options
No. of respondents 45 5
Total
50
100% 90% 80% 70% percentage 60% 50% 40% 30% 20% 10% 0% Yes option No
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INTERPRETATION From the above table and graph we can say that 90% of the employees are satisfied with canteen items facility provided by the organization and 10% of the employees are not satisfied with the canteen facilities provided by the organization
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11. Are you satisfied about the working hours of the employees of SCCL?
S.No 1 2
90% 80% 70% percentage 60% 50% 40% 30% 20% 10% 0% Satisfied option Dissatisfied
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INTERPRETATION From the above table and graph we can say that 80% of the employees are satisfied with the work timings of the organization and 20% of the employees are not satisfied with the work timings of the organization.
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12. Are the doctors and the nursing staff available at medical centre for service to the employees at any point of time and during emergency?
S.No 1 2
Options Yes No Total
80% 70% 60% percentage 50% 40% 30% 20% 10% 0% Yes option No
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INTERPRETATION From the above table and graph we can say that 70% of the employees are satisfied with medical centre for services to the employees at any point of time and during emergency facility provided by the organization and 30% of the employees are not satisfied with the facilities provided by the organization
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13. Adequate importance is given to the safety measures at the work place?
S.No 1 2 Yes No
Options
Total
50
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INTERPRETATION From the above table and graph we can say that 76% of the employees are satisfied with the safety measures at the work place provided by the organization and 24% of the employees are not satisfied with the safety measures..
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14. How do you feel regarding recreational facilities ?
S.No 1 2 3
Options Highly Satisfied Satisfied Dissatisfied Total
Percentage 86% 14% 0% 100%
100% 90% 80% 70% Percentage 60% 50% 40% 30% 20% 10% 0% Highly Satisfied Satisfied Options Dissatisfied
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INTERPRETATION From the above table and graph we can say that 86% of the employees are satisfied with regarding recreational facilities provided by the organization and 14% of the employees are not satisfied with the recreational facilities provided by the organization.
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15. Is company providing health insurance and accidents benefits to the Employees?
S.No 1 2 Yes No
Options
Total
50
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INTERPRETATION From the above table and graph we can say that 76% of the employees are satisfied with the health insurance and accidents benefits to the employee provided by the organization and 24% of the employees are not satisfied with the health insurance facilities provided by the organization.
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FINDINGS
Welfare amenities & measures in SCCL are good. A majority of the Employees are satisfied with the welfare amenities. Medical Facilities to the Employees in the organization is good. Drinking Water Facilities are good. 90% of the Employees were satisfied with their salary being paid by the company. It is observed that Training & Development programs being conducted for the employees have very good positive impact upon them. Rest Rooms / Shelter Facilities are good. Employees satisfaction about provident fund & Gratuity good Employees want more improvement in welfare programmes and facilities. Employee relationship with management is good. Compensation for accidents to the Employees good.
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SUGGESTIONS
As per the feedback received from the employees, a major portion of Employees are satisfied with welfare measures provided by the company. suggested for further improvement in welfare activities. The company is suggested to improve\ increase the fringe benefits so as to satisfy all the employees working in SCCL. To reduce stress of the employees event like Yoga and meditation to the employees can be conducted. Majority of employees are satisfied with the Training activity. Hence there is maximum satisfaction. Some of the employees suggested for further improvement. In this organization more number of employees is not satisfied with the canteen facilities, so improve the facilities. A few have
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QUESTIONNAIRE
1. Are you satisfied with the current educational facilities provided to your children? [ ] a) Satisfied b) Dissatisfied c) Cant say 2. How do you feel regarding safety measures provided by the company? a) Satisfied b) Dissatisfied c) Cant say 3. Are all the employees happy with the canteen facilities in the SCCL? a) Strongly agree b) Partially agree c) Disagree 4. Is adequate importance is given to first aid facilities in the SCCL? a) Strongly agree b) Partially agree c) Disagree [ ] [ ] [ ]
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5. Are you satisfied with the working facilities provided by the SCCL? a) Yes b) No 6. How do you feel about your job? a) Satisfied b) Partially satisfied c) Dissatisfied 7. Are you satisfied with the hygienic conditions of working place? a) Satisfied b) Dissatisfied 8. Is Adequate drinking facility are provided by the management? a) Yes b) No 9. How do you feel about the sanitary facilities in the SCCL? A) Satisfied b) Dissatisfied c) cant say
[ ]
[ ]
[ ]
[ ]
[ ]
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10. Are the canteen items are provided to the employees with subsidy price? a) Yes b) No 11. Are you satisfied about the working hours of the employees of SCCL? a) Satisfied b) Dissatisfied
[ ]
[ ]
12 Are the doctors and the nursing staff available at medical centre for service to the employees at any point of time and during emergency? a) Yes b) No 13. Adequate importance is given to the safety measures at the work place? a) Yes b) No 14. How do you feel regarding recreational facilities? a) Highly satisfied b) Satisfied c) Dissatisfied 15. Is company providing health insurance and accidents benefits to the employees?[ ] a) Yes b) No [ ] [ ] [ ]
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BIBLIOGRAPHY
S.NO 1 2 3 TITLE Personnel Management Organization Behavior Essentials of HRM AUTHOR C.B. Memoria Aswathappa P.Subbarao
HR MANUAL REPORT OF SCCL Web Site www.scclmines.com www.google.com
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NEED OF THE STUDY

OBJECTIVES OF THE STUDY

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NATIONALISATION OF COAL MINES

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FORMATION OF COAL INDIA LIMITED

MAJOR EVENTS AND MILESTONES

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HISTORY AND FORMATION OF COAL INDIA LIMITED

FACTORS WHICH LED UP TO NATIONALIZATION OF COAL INDUSTRY IN INDIA

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THE REST, AS THEY SAY, IS HISTORY:

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GEOLOGICAL MAP OF PRANHITA-GODAVARI VALLEY, ANDHRA PRADESH

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Customers of SCCL SCCL supplies coal to the following industries:

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BOARD OF DIRECTORS IN SINGARENI COLLIERIES COMPANY LIMITED

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1. Welfare Measures inside the Work Place

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c) Workers Health Services

g) Labour management participation

Welfare facilities may also be categorized as

(a) intra- mural (b) extra-mural

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Welfare facilities by the Government

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Welfare Activities by the Trade Unions

Welfare work by voluntary Agencies

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grant of leave with wages redresal of workers grievances.

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Welfare policy Yes or no Objectives, approach Range, timeliness

Organization Welfare officer Line manager, Human resources manager

Evaluation Trend analysis options

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