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A

PROJECT REPORT
ON

JOB SATISFACTION IN B.S.P For

BHILAI STEEL PLANT( DALLI RAJHARA MINES)


Submitted in Partial Fulfillment to Mats College, Raipur(C.G) For the Award Of Masters Degree In Master Of Business Administration

Guidance By Mrs. Prachi Singh Lecture MATS COLLEGE

Submitted By Neha Deodas M.B.A III Sem. Batch 2008-10

Department Of Management MATS COLLEGE ,RAIPUR

CERTIFICATE
This is to certified that research report title Job Satisfaction in BSP has been successfully carried out by Neha Deodas student of MBA 2nd semester in MATS COLLAGE in the partial fulfillment of degree Master of Business Administration during academic year 2008-10. I wish her all the best in her future walk of life.

PROJECT GUIDE Dr .Prachi Singh (Lecturer) Department of Management MATS COLLEGE Raipur (C.G)

STUDENTS DECLARATION

I Neha Deodas student of MBA 2nd semester in the year 2008-10 here by declare that I have undergone project at BSP , Dalli Rajhara(Mines) . This report is an original work carried out by me and report has not been submitted to any other university for the award of any degree or diploma.

Date :

(NEHA DEODAS) MBA 3rd semester 2008-10.

Place:

ACKNOWLEDGEMENT
It is a great pleasure for me to submit my summer project report on JOB SATISFACTION IN BSP to MATS COLLEGE , Raipur. I would like to express my sincere gratitude to Mr. S.U. Prabhakar Rao ( AGM Personnel) for providing me with the appropriate project to work on. I am thankful to Mr. N.Prakash (Labour Welfare Office)for his hearted cooperation, encouragement, valuable suggestions & guidance. I take this opportunity to express my heartiest thanks & obligation Department to Mr. MATS Byju who John has HOD rendered of Management invaluable me

instructions and guidance for preparing the project report. . Finally I put my profound sense of gratitude towards Dr. Prachi Singh for her keen support and helping my concept to build stronger. Last but not least I am thankful to all those who directly or indirectly helped me for the successful completion of this project report.

Date: Neha Deodas

PREFACE Job satisfaction is the degree to which people like their jobs. Some People enjoy work and find it to be a central part of life. Other hate to work and do so only because they must. The study of the cause and consequences of employee attitude is one of the major domains of industrial organizational psychology and organizational behavior. More studies have been done to understand job satisfaction than any other variable in organization. In addition, the assessment of the employee attitude such as job satisfaction has common activity in organization in which management is concerned with physical and psychological well-being of people. Job satisfaction is associated with many important behavior and outcomes for employees that have implications for organizational and personal well being.

CONTENTS
1. Executive Summary

1.1. Project assigned 1.2. Commencement of project. 1.3. Highlights of field work. 1.4. Practical difficulties faced. 1.5. Remedial action undertaken. 1.6. Learning 1.7. Outcomes. 2. Introduction 2.1 2.2 2.3 2.4 2.5 What is Job? What is Job Satisfaction? Importance of Job Satisfaction Constitutes of Job Satisfaction Outcomes.

3. Objective of Project 4. Company profile 5. Project Introduction 5.1 Project Title 5.2 Objective of study 5.3 Research Methodology 6. Analysis & Interpretation of Data 7. Findings and Limitations 8. Conclusion and Suggestions 9. Student work profile Bibliography Annexure

Executive summary

I wanted to do project on HRM, for that manufacturing concern was requirement for me. For that I have chosen BSP i.e. (BHILAI STEEL PLANT) Dalli Rajhara works. BSP was my first priority because it was foremost was company that in in steel or manufacturing. My perception plant

manufacturing concern we are having personal department since the labor force is more here. Project assigned Project what assigned to me was very different as it was related to employees job satisfaction which is important part of HRM. The topic/title Job satisfaction in BSP in that project the is to know or to evaluate the employees job satisfaction. Project was suggested by my project guide. During initial days we discussed about the Job satisfaction in BSP with its concept such as What are the HR Policies used in BSP? What is its significance? How HR Policies work? My project title was inclusive of objective, later on we discussed what dimensions should be covered under this title, ultimately Six dimensions were decided for study, as: 1. Allowance 2. Advance. 3. Leave benefit Scheme. 4. Wages 5. Motivation 6. Separate Benefit

Commencement of project.
Project was done in personnel department of BSP, Dalli Rajhara(Mines), under officer HR & Department members. Tenure for project was 4 weeks. In first week of training project title was assigned. Following that I have gone through the literature regarding the title. On the basis of that the questionnaire was designed. It was inclusive of questions covered all dimensions. Questionnaire was designed in English languages. As soon as questionnaire was ready my next step was data collection. A Iron Ore Complex (BSP) was assigned for collection of data.

Highlights of field work


Before going to field work certain instruction was given to me by project guide like to go certain areas of Dalli Rajhara Mines likes Iron Ore Complex, Dalli Mines and Rajahara Mines , how to deal with respondents and how to convince them etc. sample size of my project was 50 it included Executives, Non Executives and workers. I started my survey work HR Department, from Iron Ore complex. After that I went to some other department like production, safety and got the questionnaire filled.

Practical difficulties faced.


Some of the respondents were busy in their work so they havent filled up the questionnaire. Some of the respondents were not agree to fill up the questionnaire. .

Remedial actions undertaken.


In order to convince the respondents I explained them that only information what needed is in form of responses of the questions, apart from them I dont want any additional information from them.

Learning:
This project work impetuses new insights of knowledge in me. And practical exposure what I got here will be a long term assets for me. My learning here are as follows: The symbiotic relationship between Employee , Employers and workers. Designing of perfect questionnaire. Learned about some of the soft skills like acceptability, adjustability & patience required during field work. Time management. Art of convincing people. Discipline of the work place. Consistency in work.

Outcome:
By means of this study I found the activities/initiatives undertaken by BSP in certain areas while certain areas are left.

2. INTRODUCTION

WHAT IS JOB
Job is a component of work and may be defined as a specific requirement to get a product or achieve an objective. A series of tasks may constitute a job. Jobs are not time bound but the tasks to be accomplished within a job could be. In a job there is a strong relationship between the job performer and the product of that performance.

WHAT IS JOB SATISFACTION


The term Job satisfaction refers to a collection of feelings that an individual holds towards his or her job. When a person says that he has high job satisfaction it means that he really like his job, feels good about it and values his job highly. Job satisfaction is closely related to the gratification of needs. It is composed of effective, cognitive and behavioral elements. These elements vary in their intensity and consistency from one individual to another. Thus, job satisfaction is the satisfaction derived from any pursuit directed by the process of fulfillment of the needs. It is the favorableness or unfavourableness with which employees view their work. It results from specific attitudes of employees in three areas viz., specific job factors, and individual adjustment on the job and group relationship. Job satisfaction may refer either to a person or a group. It results from the best fit among job requirements, wants and expectations of an employee. It is used to express the extent of match between the employees expectations of the job and

the reward that the job provides. Job satisfaction is the result of various attitudes the person holds towards his job and towards life in general. Considering job satisfaction as the overall attitude of well being with regard to job and its environment, it is not difficult to know how an employee feels about his job. In this way job satisfaction is a set of favorable or unfavorable feelings with which employees view their work. Job satisfaction is an attitudes of employees towards their job and the discussion of organizational commitment focuses on their attitudes towards the over all organization. It results from the employees perception that the job context and context actually provide what an employees values in the work situation. Its a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. It is a result or employees perception of how well their job provides those things that are viewed as important. It is generally recognized in the organizational behavior field that job satisfaction is important and frequently studied attitude. High level of job satisfaction reflects a highly favorable organization climate resulting in attracting and retaining better worker. It is also conductive to the all-round development of the organization. An employee works in an organization and if any effect is there on the employee the organization will directly or indirectly effect. Satisfaction generally is higher in case of people whose jobs involved control over this work and that of others and is lowest for those people who are in jobs that are at the lower end of the organization hierarchy for whom there

is little opportunity after such control. values and production level.

This job satisfaction

directly or indirectly influences attitude morale, absenteeism, If a person or employees is having good attitude towards the work of the organization, the productivity and efficiency definitely going to increase same thing influence the value system when the work is according to the value and norms they get satisfied and if any thing or activity hurts their values and norms and it is against their value system the employees get dissatisfied which effect their work and the organization get effected.

IMPORTANCE OF JOB SATISFACTION


Satisfaction is necessary in every aspect of life. Job Satisfaction is not only related with the job but also to the overall feeling of the employee. It is important not only for an employee but to the whole organization. The findings of several investigations suggest that job satisfaction is positively correlated with high production. Workers satisfied with their job produce more. Of course, some other studies also do indicate that not always and in all cases is high production due to job satisfaction. However, it cannot be denied that production is partly a function due to job satisfaction. How ever, it cannot be denied that production is partly a function of job satisfaction. Because of the specializations of work in modern industries work lack intrinsic interest and therefore the worker finds no incentive for work. In the words of Morgan. Now work is so specialized, so devoid of intrinsic interest that the workman finds no incentive to work. Under these

circumstances, to provide interest in work and make the job satisfactory and pleasant there is tremendous need for job satisfaction research. It is only from the data of scientific research that the management can know the factors contributing to job satisfaction. Moreover, knowledge of the attitudes and factors leading to job satisfaction will provide scope for better selection procedure. It is to be kept in view that job satisfaction is a personal and individual feeling. Thus Balchin has remarked, An effort should be made to give the average worker a job which is not merely a means of earning a living but which has in it all the ingredients of life itself. Job satisfaction not only increase efficiency, it also provides intrinsic motivation for work. Moreover, job satisfaction is also conducive to the all-round development of the organization because directly and indirectly it influences attitude, morale, and absenteeism and production level.

Importance of job satisfaction:FOR AN INDIVIDUAL/ AN EMPLOYEE: MENTAL HEALTH

When an individual work in organization he have certain expectations from it, it can be personal or professional. This inner feeling directly and indirectly effect the individual mental position. When he fulfilled his wants and expectations he satisfied form his job and work effectively but when he cant achieve his goal he not only become mentally but also cant put his attention towards his job, which may decrease his

productivity. When he is satisfied he becomes mentally strong and healthy.


MOTIVATED

When an individual satisfied from his job he get motivated to work effectively and properly. within. Motivation influences the willingness of people to work and this willingness come from When there job give them satisfaction they are motivated but when they are dissatisfied even then they are capable and fit they will not do there work or if they do there work they will not put there efforts and effectiveness to complete there job or work properly.
PHYSICAL HELATH

Physical health play an very important role in individual life when we speak about an individual working in an organization will able to do all types or work when he not only mentally healthy but also he is physically healthy person. Job Satisfaction not only makes an individual mentally strong but it also makes individual feel physically strong and energetic which allow them to work more effectively and with more confidence.
POSITVE ATTITUDE TOWARDS JOB

The entire individual have certain wants and expectations when this wants and expectations are fulfilled from their jobs they feel satisfied and put all their dedication towards their job, which gives positive attitude towards their job, which makes them, work more effectively. These positive attitudes towards their job, which make them, work more effectively.

This positive attitude makes an individual to remain in organization and to helps it in progress.
STABILITY AND GROWTH OF EMPLOYEES

A person is satisfied form his job only when he feels that the job gives him all the opportunities and space for his ideas. A satisfied person will always want to remain in organization and organization also not wants that person to leave the A organization and put all effort to that organization only.

person become stable in that organization and a person is getting chance to expose himself with new ideas and method, which help them to create new scope in organization.
SELF-DEVELOPEMNT

If a person is satisfied in his job, he will try to work more delicately towards his job and will try to create new ideas and ways to make him self and organization to develop. He will always come with new ideas so that the effectiveness and efficiency of him and organization can increase. This helps the individual to developed and progress.
PROPER BALANCE

Satisfied person keeps proper balance in them.

They have

proper balance in them what to do and what not to do. They can change themselves according to the work and situation. The maintain proper balance between their wants and the organization wants they always maintain this balance so that they can developed but also organization can developed.

FOR THE ORGANISATION:


DIRECTION:

An organization can give and explain the proper direction and work to the satisfied person more nicely as the satisfied person always tried to work more nicely according to the direction of *their head. They listen to the direction properly and try to follow it and try to put all his effort to complete the task.
CONTROL:

A person is satisfied in the job only when he feels that the job he had will fulfill his wants and will help to show the capability inside him. He will work accordingly and in direction given by his higher authority. An organization can control this type of person who is satisfied and can take out this maximum productivity inside them and can put it for the task. But the other people who are not satisfied cant give their total productivity for job.
STABILITY AND GROWTH OF ORGNAIZATION

As we know that the satisfied person will always try to innovate their idea and always try to discover new techniques and method not only for their own development but also for the development of organization helpful in long run and for stability and for the growth of an organization.

OPTIMUM USE OF RESOURCE When a person is satisfied from his job gives more effort and effectiveness to complete his job and try to put his maximum output from this side. This not only helps the organization to take out This helps optimum effort from him but also in effective way. less wastage.

organization to use the optimum resources in the best way and with

MUTUAL COOPERATION Cooperation plays an important role in an organization cooperation means helping each other and working together. Mutual understanding and cooperation is necessary for each organization. It is only possible only when the employees in the organization are satisfied in their job when they are satisfied there will be mutual understanding between them and cooperative nature will be there. The employee will try to cooperate with each other and try to achieve the goal, which can be individual goal, or the organization goal.

What constitute job satisfaction?


Various studies of job satisfaction throw light on some variables of job satisfaction, which may broadly be divided into three main categories. 1) Personal factors. 2) Factors related to job. 3) Factors controlled by the management.

1) Personal Factors
Sex
The findings of several studies reveal that women in general have more job satisfaction than men. Morses (1953) study indicates that while the percentage of dissatisfaction is 55 in males it was 35 in the case of females. Such difference may be explained by the fact that females have relatively lower aspiration and expectations than males and they have less economic burden. Hence they become easily satisfied to their jobs compared to their male counterparts. This study is not supported by Hubin and Smith (1964) regarding the effect of sex difference in job satisfaction.

Age
The study conducted by Morse (1953) workers of the higher age group has more job satisfaction than the younger workers. But other studies do suggests that there is very little relationship between age and job satisfaction.

Number of dependents in the family


Morses investigation proves that there is a negative relationship between the number of dependents and job satisfaction. Thus, as the number of dependants in a family increase job satisfaction decreases and vice versa. Most probably, financial difficulty is the major cause of job dissatisfaction in such cases. Sinha (1973) however did not find the effect of family and dependants on job satisfaction. Hence without further research on this problem no definite

view can be given on the relationship between job satisfaction and the number of dependents in the family.

Length of Service
The findings of some investigators suggest that in the preliminary stage of service more job satisfaction is experienced. But when the employee reaches the age of 50-60 years, job satisfaction decreases gradually. After this age, again the tendency of rise in job satisfaction is observed. Sinha (1965) did not find significant difference between the job satisfaction of workers and shorter and longer years of service. According to Hull and Kolstad (1942), the level of morale usually reaches the maximum after 20 years of service in an organization.

Intelligence
It is a common assumption that to perform a job satisfactorily intelligence is necessary. Therefore many have hypothesized that there exists a positive relationship between intelligence and job satisfaction. But several investigations have brought quite confusing findings. According to Ahbroke, workers having high intelligence have demonstrated dissatisfaction in job. From the findings of Wyatt and Langdon it has been proved that most intelligent women workers in a chocolate factory experienced monotony and boredom very quickly which is an indicator of dissatisfaction in job. However, from the study of Kornhouser and Sharp, no significant relationship is observed between attitude and intelligence.

Personality
It is a major factor in influencing job satisfaction. But since it is difficult to measure the traits of personality scientifically not much research could be done on the problem. From a study conducted by Kornhouser and Sharp on women employees, it is noticed that out of 25 highly neurotic workers 16 were always dissatisfied in job while only 3 out of 25 workers expressed job dissatisfaction.

Fulfillment of personal needs


Morses and Schaffers research (1953) leads one to conclude that job satisfaction depends upon the fulfillment of personal needs. Schaffer found that a high correlation existed between the persons strongest needs and overall satisfaction. Among the strongest needs, creativity and challenge, mastery and achievement are important ones.

Education
A number of contradictory findings have been obtained regarding the relationship between educational levels and job satisfaction. The findings of Morses study indicate that employees who could not pass middle school examinations had greater job satisfaction than more educated employees. But the findings of other studies have not supported this view. Hence further research is necessary to throw light on this determinant of job satisfaction.

2. Factors related to Job


The results of several studies point out that the level of job satisfaction is determined to a great extent by variables related to the job itself. Dissatisfaction in a job caused by such factors has no relationship whatsoever with the individual factors discussed earlier. Some of the factors of job satisfaction related to the job itself are given as follows.

Chance and initiative to establish oneself in job.


From the research of Form (1946) it is evident that workers who get a chance to establish themselves in their vocation expressed less dissatisfaction in job than those who could not get such a chance. It has also been noticed that vocations having less social prestige and status bring dissatisfaction. Increasing the importance and status of the job can increase Job satisfaction.

Nature of Job
The findings of Morses study suggest that rotating jobs and jobs giving the scope for variety and change gave many workers more satisfaction than routine and mechanical jobs. According to the results of Hoppocks (1935) study there may be a 100 per cent difference in job satisfaction because of the difference in the nature and variety of work.

Skill of work
Fairchild (1930) opines that skilled job brings a strong feeling of satisfaction in the workers. The nature of work, the status of the job and responsibility, etc., is influenced by the skill of the job. According to Fairchild, Where skill exists to a considerable degree, it tends to become the first source of satisfaction to the workman. Satisfaction in conditions of work or in wages becomes predominant only where satisfaction in skill has materially decreased.

Size and location of the factory


It has been viewed that small organizations and factories increase the level of morale of the workers as the hope for promotion facility based on impartiality, justice and competency is better there. This has been suggested by the findings of Sears and Riback. According to them opportunity for better interpersonal relationship is available in small factories. The scope for recognition, feeling of security and sense of cooperation etc. also increased in small plants. Similarly, keeping other factors constant, factories situated in small towns give more satisfaction to the workers as they feel more secure and satisfied in small towns. Also, there is no difficulty in adjustment. On the contrary, in big cities the workers may feel neglected and lost.

3. Factors Controlled by the Management


There are certain psychological determinants of job

satisfaction, which can be improved by the management to increase the level of job satisfaction of industrial employees. Some of these important determinants are discussed below.

Salary
Employees are more satisfied when they feel they are rewarded fairly for the work they do. Consider employee responsibilities, the effort they have put forth, the work they have done well and the demands of their jobs. As we have discussed in example of why to study job satisfaction we can understand clearly that at what extent payment play as determinant of job satisfaction. If payment is according to work and expectations then job satisfaction increases but if payment is less than contribution then definitely job dissatisfaction arises.

Security
The findings of several researches indicate that security contributes highly to job satisfaction. Each and every employee in the organization or industry wants himself to be fully secured in his job. Insecure jobs doubtless bring a definite feeling of dissatisfaction in work. Security may be social, economical and psychological. A worker who gets security in

all these areas gets maximum satisfaction from his job. According to Knutson, a feeling of security or insecurity may tend to become generalized throughout the personality structure or they may be projected from one area of striving into others. Vocational guidance Lack of proper vocational guidance may lead to job dissatisfaction. A person who is not suitable for a job, in terms of his capabilities, aptitudes and interests, is not expected to be satisfied with his job. It is a fact that people who does not possess the necessary abilities and aptitude for a job, will not like to continue in such a job. Besides giving dissatisfaction in job, many problems arise in almost all organizations when vocational guidance is not given. But proper guidance about the selection of a vocation in accordance with the ability and interest of the person, gives greater satisfaction in job. Thus, suitable workers for a work and suitable work for a worker are necessary contributors of job satisfaction. Employees are more satisfied when they feel they are rewarded fairly for the work they do. Consider employee responsibilities, the effort they have put forth, the work they have done well and the demands of their jobs. As we have discussed in example of why to study job satisfaction we can understand clearly that at what extent payment play as determinant of job satisfaction. If payment is according to work and expectations then job satisfaction increases but if

payment

is

less

than

contribution

then

definitely

job

dissatisfaction arises

Scope of Promotion Lack of facility for promotion got the fifth position as a determinant of job Satisfied person keeps proper balance in them. They have proper balance in them what to do and what not to do. They can change themselves according to the work and situation. The maintain proper balance between their wants and the organization wants they always maintain this balance so that they can developed but also organization can developed. An organization can give and explain the proper direction and work to the satisfied person more nicely as the satisfied person always tried to work more nicely according to the direction of their head. They listen to the direction properly and try to follow it and try to put all his effort to complete the task. A person is satisfied in the job only when he feels that the job he had will fulfill his wants and will help to show the capability inside him. He will work accordingly and in direction given by his higher authority. An organization can control this type of person who is satisfied and can take out this maximum productivity inside them and can put it for the task. But the other people who are not satisfied cant give their total productivity for job. As we know that the satisfied person will always try to innovate their idea and always try to discover new techniques

and method not only for their own development but also for the development of organization helpful in long run and for stability and for the growth of an organization. When a person is satisfied from his job gives more effort and effectiveness to complete his job and try to put his maximum output from this side. This not only helps the organization to take out optimum effort from him but also in effective way. This helps organization to use the optimum resources in the best way and with less wastage. Cooperation plays an important role in an organization cooperation means helping each other and working together. Mutual understanding and cooperation is necessary for each organization. It is only possible only when the employees in the organization are satisfied in their job when they are satisfied there will be mutual understanding between them and cooperative nature will be there. The employee will try to cooperate with each other and try to achieve the goal, which can be individual goal, or the organization goal.

Working Conditions
The importance of working conditions and factory environment cannot be ruled out totally in giving job satisfaction, though it may have a secondary role to play. Suitable working conditions improve the attitude and morale of the worker and contribute to the feeling of satisfaction in work. Study reveals that uncongenial working condition got third position in a list of nine causes of job dissatisfaction.

4. Relationship with co-workers


Every worker genuinely wants to be accepted by his co-workers and desires congenial interpersonal relationship with them. Better personal and social relationships in the working group have always been a contributing factor towards the maintenance of high morale and a favorable attitude. If one has more friends and less foes in the working group, is accepted by the group and has the sense of belonging, he has a better feeling of job satisfaction.

Responsibility
From the findings of a study it is found that the morale of the concerned workers increases when the jobs require responsibility. Hartman and Newcomb have found that unemployed people appreciated jobs with more responsibility. But since no specific study has been conducted on the relationship between responsibility and job satisfaction no generalized conclusion can be made on this point.

Supervision
The Hawthorne studies have already emphasized the role of the supervisor and successful supervision in determining the attitude, morale and level of job satisfaction of workers. In Herzberg, Mausner, Peterson and Cap wells investigations, supervision has got the eight ranking next to wages. Roethlisberger and Dickson

have also found that the chance in supervisor, the attitude of workers in an organization changed. When the attitude is favorable towards the methods of supervision and the dealings of the supervisor, sincerity and loyalty to the job also increases.

OUTCOMES: Satisfaction and performance:


Satisfaction and performance inter related with each other employees perform more effectively when they are satisfy. people assume a positive relationship between job satisfaction and performance but researchers have different opinion about the relationship. Thus an individuals satisfaction is a function both of the number and amount of the rewards he receives as well as considers to be a fair level of reward. An individual can be satisfied with a small amount of reward of he feels that it is a fair amount of reward for his job.

Turnover:
High job satisfaction reduces turn over. If high satisfaction level is there people enjoy working on the organization and where else, so they like to remain there in. If they are dissatisfied they will try to leave & look for better opportunities with other organizations. Labor Turnover is a costly problem in industry. If a single worker leave the job, his replacement cause the great expenses which start from advertisement to training as well as

some time it also happens that new workers may not be as good as old once. One of the reasons of turnover is job dissatisfaction. Usually over qualified and under qualified person selected for the job are dissatisfied with the work and hence leave the job when ever they get a better job opportunity so the proper placement organization. and recruitment should be there in the

Absenteeism:
The satisfaction and absent reflect each other if person is satisfied the ratio of absenteeism will be less them the person is dissatisfied. It is important to remember that although high job satisfaction will not necessarily result in law absenteeism, low i.e. is move to bring about absenteeisms absenteeism as remaining absent from work. It means leaving ones temporary cessation of work for not less than one whole working day or the initiative when we talk about the relationship between absenteeism and job satisfaction it is stronger than the relationship between satisfaction and turn over

Morale & Attitude


Morale is willingness to structure or the goals of a particular group. It is the possession of feeling of being accepted by and belonging to a group of employees through adherence to common goals and confidence in the desirability of this goal. Quite simply morals are a group concept. It esprit de corps or

the summation of attitudes of all employees making up a group tow and various aspects of their work. An attitude is a set of actions with an emotional overtone. They are related to the people, places or things, Attitude may also be related to a tendency to regard things with approval or disapproval. Job attitudes contribute to jobs satisfaction. Job satisfaction or dissatisfaction is affected by various attitudes the employees holds towards his job, job related factored life in general and so on. The employees towards some of these aspects may be positive or toward some negative. If total of all positive attitudes exceeds the total of all negative attitudes the moral of the group can be said to be high. Otherwise it is low.

Motivation
Job satisfaction and job motivation are not identical concepts while job satisfaction refers to satisfaction of a need often resulting to a state of contentment, motivation is expending effort towards a goal. High motivation does not in ability lead to high performance to achieve goals, intelligence, ability, and appropriate resources are also necessary. A worked strategy for motivating people is to other them. Meaningful incentives for achieving specific goals people also need to know the likelihood that effort leads to reward feed back on performance is also essential in motivating people. Not all satisfied employees are well motivated and not all well motivated people are satisfied. A popular conception of motivation is that people work to satisfy their needs. But one cannot avoid relating satisfaction to the theory of human

needs and motivation. The assumption is that people work to satisfy needs and apply drive or effort towards goals, which provide the means of satisfying those needs. The individual get motivated to the extend that Job provides need relate rewards and incentives so people think there aria basic patterns of needs. At Marlow had explained it very nicely in theory of Human need. He postulates that there is a definite rank order priority of human needs. Physiological or primary, safety or security, social, esteem or ego and self-actualization.

3.

Objective of project:

Bhilai steel plant is a dominant player in iron and steel sector across the continent. it has certain initiative that are undertaken towards the company credo. To make meaningful difference in the peoples life. Along with improvement in physical and financial performance, it is equally important that we able to connect the progress of company with aspiration of the society at large. Opening up of new schools and health

centre at different area for serving the under privileged, organizing of health centre, developing of model steel villages etc have been efforts in a right direction. Bhilai steel plant also aims at modernization and expansion plans to be undertaken to enhance production . the whole activity at Bhilai steel plant works under one driving force of missionary zeal and total involvement of all the employees of all the departments and not by project group alone . Bhilai steel plant works on the policy that full involvement of the employees without caring as to who gets the credit. It works collectively to create synergy for convertin their vision into reality.

4. COMPANY PROFILE

General Introduction of SAIL


Steel Authority of India Limited (SAIL) is the leading steelmaking company in India. It is a fully integrated iron and steel maker, producing both basic and special steels for domestic construction, engineering, power, railway, automotive and defense industries and for sale in export markets. Ranked amongst the top ten public sector companies in India in terms of turnover, SAIL manufactures and sells a broad range of steel products, including hot and cold rolled sheets and coils, galvanized sheets, electrical sheets, structures, railway products, plates, bars and rods, stainless steel and other alloy steels. SAIL produces iron and steel at five integrated plants and three special steel plants, located principally in the eastern and central regions of India and situated close to domestic

sources of raw materials, including the Company's iron ore, limestone and dolomite mines. The company has the distinction of being Indias largest producer of iron ore and of having the countrys second largest mines network. This gives SAIL a competitive edge in terms of captive availability of iron ore, limestone, and dolomite which are inputs for steel making.

Formation of Hindustan Steel Limited


When the Government of India decided to enter into the field of Iron and Steel production, it broadly envisaged not to run the firm as a departmental undertaking. Although initially steel project administration was directly under a Ministry of the Central Government, Hindustan Steel was formed as a Limited Company, with President of India owning the shares on behalf of the people of India. Thus Hindustan Steel Limited was set up on January 19, 1954.

Growth of Hindustan Steel Limited (19591973)


To start with, Hindustan Steel was designed to manage with only one plant that was coming up at Rourkela. For Bhilai & Durgapur plants, the preliminary work was done by officials in Iron & Steel Ministry. From April 1957, the supervision and

control of the Bhilai & Durgapur Plants were also transferred to Hindustan Steel. The registered office was originally in New

Delhi, moved to Calcutta in July 1956 and ultimately shifted to Ranchi in December 1959. Initially Bokaro Project was also under HSL. A new steel company Bokaro Steel Limited was incorporated in January 1964 to construct and operate the steel plant at Bokaro. The 1 MT phase of Bhilai & Rourkela Steel Plants were completed by end of December 1961. The 1 MT phase of Durgapur was completed in January 1962 after commissioning of wheel and axle plant. As a result, the crude steel production of HSL went up form 158 thousand tones (in 1959-60) to 1.6 MT(in 1961-62). 2.5 MT phase of Bhilai was completed on 2nd September, 1967 after commissioning of Wire Rod Mill. The last unit of 1.8 MT phase of Rourkela was Tandem Mill commissioned on 17th February, 1968 and 1.6 MT phase of Durgapur was completed on 6th August 1969 after commissioning of furnace in SMS. Thus, with the completion of 2.5 MT stage in Bhilai, 1.8 MT in Rourkela and 1.6 MT phase of Durgapur, the total Crude Steel output from HSL was raised to 3.7 MT in 1968-69 and 4MT in 1972-73.

Formation of Steel Authority of India Limited


The Committee of Public Undertaking of the Fifth Lok Sabha was the first Parliamentary Committee to undertake a significant review of the question of setting up a Holding Company for steel. It was first considered in the Department of Steel in 1971 with the following two objectives: Rapid growth of the industrial sector, of the economy, of the state as a leading agent of the growth process; and Ability of the Government to divert investment into areas which are strategic from the point of view of future development. In this context, it was recognized that the Public Sector had to be made more efficient in order that it might be able to contribute far more than it had to the common pool of invertible surplus in the economy. Further, such a holding company could perform a number of other important functions like coordination and control of constituent units, planning long term programmes, introduction of necessary technological changes, setting up of an R & D organization and training of managerial personnel for the Public Sector as a whole. Based on the above considerations, the proposal to set up a holding company for Steel and associated input industries was approved by the Government in January 1972. Accordingly, the formation of

Steel Authority Government in

of India Limited was approved December, 1972. The

by the was

company

incorporated on January 24, 1973with an

authorized capital of Rs.2,000 crores. In 1978 SAIL was restructured as an operating company.

Present Status of SAIL


Steel Authority of India Limited (SAIL) through its five integrated steel plants at Bhilai, Bokaro, Burnpur, Durgapur and Rourkela accounts for major steel production capacity of India. Three special steel plants at Bhadravati, Durgapur and Salem produce a wide range of special steels, special alloy steels and stainless steel .MEL, Chandrapur, a subsidiary company, is one of the largest producers of bulk Ferro Alloys in the country. There is a proposal to merge it with SAIL. Today, SAIL is one of the largest corporate entities. Its innate strength lies in its technologists and professionals and a trained manpower of over 1.34 Lakh including subsidiary.

1.1

BHILAI

STEEL PLANT

Seven - time winner of Prime Minister's Trophy for best Integrated Steel Plant in the country, Bhilai Steel Plant (BSP) is India's sole producer of rails and heavy steel plates and major producer of structural. The plant is the sole supplier of the country's longest rail tracks of 260 meters. With an annual production capacity of 3.153 MT of saleable steel, the plant also specializes in other products such as wire rods and merchant products. Since BSP is accredited with ISO 9001:2000 Quality Management System Standard, all saleable

products of Bhilai Steel Plant come under the ISO umbrella. At Bhilai IS0:14001 has been awarded for Environment

Management System in the Plant, Township and Dalli Mines. It is the only steel plant to get certification in all these areas. The Plant is accredited with SA: 8000 certification for social accountability Occupational and health the and OHSAS-18001 safety. certification for These internationally

recognized certifications add value to Bhilai's products and helps create a place among the best organizations in the steel industry. Among the long list of national awards it has won, Bhilai has bagged the CII-ITC Sustainability award for three consecutive years. Bhilai Steel Plant a symbol of Indo-Soviet techno-economic collaboration, is one of the first three integrated steel plants set up by Government of India to build up a sound base for the industrial growth of the country, The agreement for setting up the plant with a capacity of 1 MT of Ingot steel was signed between the Government of erstwhile U.S.S.R. and India on 2nd February, 1955, and after a short period of 4 years, India entered the main stream of the steel producers with the commissioning of its first Blast Furnace on 4th February, 1959 by the then President of India, Dr Rajendra Prasad commissioning stage was completed by1961. In the initial the plant had to face many teething problems, mostly unknown to

the workforce at the time, But by meticulous efforts and teamsprit, these problems were surmounted and the rated capacity production was achieved only within a year of integrated operation of the plant. Thereafter, the plant was expanded to 2.5

MT capacity per year, and then to 4 MT of crude steel per year,. Bhilai expanded its production capacity in two phases first to 2.5 MT which was completed on Sept. 1, 1967 and the 4 MT stage, which was completed in the year 1988 Bhilai has its own captive mines spread over 10929.80 acres. Iron ore from Dalli-Rajhara group of mines, 85 kms south-west of Bhilai. Limestone requirements are met by Nandini mines, 20 kms north of Bhilai and dolomite comes from Hirri in Bilaspur district, 135 kms north-east of the plant. To meet the future requirement of iron ore, another mining site Rowghat , situated about 100 km south of Rajhara, is proposed to be developed; as the ore reserves at Rajhara are depleting. All the units of the plant have been laid out in sequential formation according to technological inter-relationship so as to ensure uninterrupted flow of in-process materials like Coke, Sinter, Molten Iron, Hot Ingots, as well as disposal of metallurgical wastages and slag minimizing the length of various inter-plant communications, utilities and services. The plant now consists of ten coke oven batteries. Six of them are

4.4 meters tall. The 7 meter tall fully automated Batteries No 9 & 10 are among the most modern in India. Of Bhilai's seven blast furnaces, three are of 1033 cu. meter capacity each, three of 1719 cu. meter and one is 2000 cu. meter capacity. Most of them have been modernized incorporating state-ofthe-art technology.

Steel is made through twin hearth furnaces in Steel Melting Shop I as well as through LD Converter -continuous Casting route in SMS II. Steel grades conforming to various national and international specifications are produced in both the melting shops. Production of cleaner steel is ensured by flame enrichment and oxygen blowing in SMS I while secondary refining in Vacuum Arc Degassing ensures homogenous steel chemistry in SMS II. Also in SMS II is a 130 T capacity RH Degassing Unit, installed to remove hydrogen from rail steel and Ladle Furnace to meet present and future requirements of quality steel. Bhilai is capable of providing the finest grades of steel. The rolling mill complex consists of the Blooming & Billet Mill, Rail & Structural Mill, Merchant also a most modern Plate Mill. While input to the BBM and subsequently to Merchant Mill and Wire Rod Mill comes from the Twin Hearth Furnaces, the Rail & Mill, Wire Rod Mill and

Structural Mill and Plate mill roll long and flat products respectively from continuously cast blooms & slabs. To back this up, there is the Ore Handling Plant, three Sintering Plants, a captive Power Plants, two Oxygen Plants, Engineering Shops, Machine Shops and a host of other supporting agencies giving Bhilai a lot of self-sufficiency in fulfilling the rigorous demands of an integrated steel plant. Power Plant No.2 of 74 MW

capacity has been divested to a 50:50 SAIL/NTPC joint venture company.


PRODUCTION Semis Rail & Heavy Structural Merchant Products (Angles, Channels, Round & TMT bars) Wire Rods (TMT, Plain & Ribbed) Plates (up to 3600 mm wide) Total Saleable steel TONNES/ANNUM 5,33,000 7,50,000 5,00,000 4,20,000 9,50,000 31,53,000

1.2

BRIEF

DESCRIPTION

OF

MAJOR

PRODUCTION UNITS OF BSP


Mines & Quarries

Bhilai Steel Plant is an ore based plant. The location of the plant at Bhilai was based on the fact that three basic and important raw materials required for steel making i.e. Iron Ore, Limestone and Dolomite are available in close proximity to Bhilai. The total iron ore requirement of BSP is met from a group of mines at Dalli Rajhara, about 80 Kms away. Except for some quantity of high grade limestone being procured from Rajasthan, the total limestone requirement of BSP is met from captive mines at

Nandini . A major portion of dolomite requirement is procured from captive mine at Hirri. The limestone mine at Nandini and dolomite mine at Hirri together are known as Flux Group of Mines. where as Iron ore mines at Dalli Rajhara is named as Iron Ore Complex Mines.

IRON GROUP MINES :


There are five working mines in IOC, Dalli Rajhara , i.e. Rajhara Mechanized Mine Dalli Mechanized Mine Jharandalli Mechanized Mine Dalli Manual Mine and Mahamaya Manual Mine. The iron ore occurring in these deposits is mainly Hematite ( Fe3O4). Principal ore types include Massive ore, Laminated Ore, and high grade powdery ore also known as Blue Dust or HGF. Wastes occurring in these deposits include Laterite,

Shale, & Phyllites. The host rock for the iron ore hematite is known as Banded Hematite Quartzite (BHQ). All the mines are worked by opencast method with a combination of fully mechanized, or partly mechanized and partly manual means. Crawler mounted drilling rigs are used to drill rows of holes of 6/12 meters deep for manual/mechanized mine. These holes are then charged with cartridges slurry explosives, and blasted. This blasted mass known as ROM is then loaded into 50 ton dumpers/ 10 ton tippers, for transportation to processing plants.

Two processing plants have been set up for processing of iron ore, the first being dry circuit plant installed at Rajhara and the second being wet circuit installed at Dalli. Iron ore from Rajhara Mechanized Mine is rich in Fe content, and thus, a dry circuit plant of 3.7 MTPA capacity has been installed at Rajhara. Iron ore from Dalli , having lower Fe and higher percentage of Alumina, has a wet circuit plant of 5.55 MTPA capacity.

RAJHARA MECHANISED MINE :


This mine was commissioned in 1960 as a fully mechanized mine with a capacity of 2.8 MT per year. The hanging wall side of mine consists of shales and phyllites, and the foot wall side consists of banded hematite quartzite (BHQ) which is the host rock of iron ore. The high grade ore from this mine is used to

improve quality of ore from Jharandalli and Mahamaya Mines, by blending. The ore feed is crushed in three stages and screened, to produce (i)BF lumps (10-40 mm) and (ii) Sinter Fines (-10 mm) grade ore.

DALLI MECHANISED MINE :


This mine consists of Konde-A and Konde-B blocks. Working is similar to Rajhara Mechanized Mine with 150 mm dia. drills, 4.6/5.5 cu.m. shovel and 50 T dumpers. Ore at Dalli has lower Fe content and high alumina, and thus requires beneficiation by wet processing by two stage crushing, wet screening, scrubbing

and classification to produce lump (10-40 mm) and fines (-10 mm). This mine is a ISO 14001 certified mine. It is planed to produce 5.95 MT in 2007-08 through this planed.

JHARANDALLI MECHANISED MINE:


This is a mine working with 1.2/1.5 cu.m. hydraulic shovel and 10 T tippers. Ore from Jharandalli is fed to Rajhara Bunker and upgraded by high quality ore from Rajhara.

DALLI MANUAL MINE :


This is a manual mine worked by DPR workers who excavate ore from 6 meter benches and separately stack the 8 to 250mm size ore, generated fines, waste, etc. Loading and

Transportation of ore/waste is done by contractual mechanized means. The sorted ore is fed exclusively to Dalli Plant.

MAHAMAYA MINE :
This mine, situated 20 Km south of Rajhara, is worked with DPR workers in a similar manner as that of Dalli manual mine and the ore is transported to Rajhara Crushing Plant. Dulki/Kalwar deposit near Mahamaya is yet to be opened pending clearance by Ministry of Environment & Forests.

MANPOWER OF DALLI RAJHARA MINES


Dept
Rajhara Mech. Mines Dalli Mech. Mines

NonExecutive 766 917 118 222 20 66 75 54 21 36 12 2383

Executive 63 82 4 10 2 7 6 10 0 10 1 199

Total 839 999 122 232 22 73 81 64 21 46 13 2582

Dalli manual Jharan Dalli Iop Township Education Medical PhD Ministerial Ir

Total

VISION OF BHILAI STEEL PLANT


To seize the opportunities of tomorrow by consistently

outperforming and create an enterprising entity. We build lasting relationships with customers based on trust and mutual benefit. We uphold highest ethical standards in conduct of our business. We create and nurture a culture that supports

flexibility ,learning and is proactive to change. We chart a challenging career for employees with opportunities for advancement and rewards.

CORPORATE PHILOSOPHY
Core competence in core area. Growth through total integration. Environmental protection by gainful utilization of waste. Total customer satisfaction. Positive attitude and teamwork.

2. ORIGIN OF SAIL
A Rich Heritage
The Precursor

SAIL traces its origin to the formative years of an emerging nation - India. After independence the builders of modern India worked with a vision - to lay the infrastructure for rapid industrialization of the country. The steel sector was to propel the economic growth. Hindustan Steel Private Limited was set up on January 19, 1954. The President of India held the shares of the company on behalf of the people of India.

Expanding Horizon (1959-1973)


Hindustan Steel (HSL) was initially designed to manage only one plant that was coming up at Rourkela. For Bhilai and Durgapur Steel Plants, the preliminary work was done by the Iron and Steel Ministry. From April 1957, the supervision and control of these two steel plants were also transferred to

Hindustan Steel. The registered office was originally in New Delhi. It moved to Calcutta in July 1956, and ultimately to Ranchi in December 1959. A new steel company, Bokaro Steel Limited, was incorporated in January 1964 to construct and operate the steel plant at Bokaro. The 1 MT phases of Bhilai and Rourkela Steel Plants were completed by the end of December 1961. The 1 MT phase of Durgapur Steel Plant was completed in January 1962

after commissioning of the Wheel and Axle plant. The crude steel production of HSL went up from .158 MT (1959-60) to 1.6 MT. The second phase of Bhilai Steel Plant was completed in September 1967 after commissioning of the Wire Rod Mill. The last unit of the 1.8 MT phase of Rourkela - the Tandem Mill was commissioned in February 1968, and the 1.6 MT stage of Durgapur Steel Plant was completed in August 1969 after commissioning of the Furnace in SMS. Thus, with the completion of the 2.5 MT stage at Bhilai, 1.8 MT at Rourkela and 1.6 MT at Durgapur, the total crude steel production capacity of HSL was raised to 3.7 MT in 1968-69 and subsequently to 4MT in 1972-73.

SAIL Today
SAIL today is one of the largest industrial entities in India. Its strength has been the diversified range of quality steel

products catering to the domestic, as well as the export markets and a large pool of technical and professional expertise.

Organization chart of Bhilai Steel Plant

SOME OF THE IMPORTANT MEMBERS OF SAIL

Shri S.K. Roongta Chairman

Mr.G.Elias Joint sectary of Government of India

Mr .G. Ojha Director (Personnel)

Mr. R .Ramaraju

Mr. Soiles Bhattacharya

Managing Director

Director (Finance)

Mr. Shoeb Ahmed Director (Commerical)

Mr. V.K. Gulhati Director (Technical)

3. Role Of HRD In SAIL And Mines


HR POLICY OF SAIL , BSP AND MINES
To enhance employee productivity attuned to business goals of Bhilai Steel Plant To promote a work culture which encourages the employees to contribute their best To develop proactive and customer focused HR team engaged in continual innovation and change management To strive for making a meaningful difference in the quality of life of employees

SERVICE RULES
When Bhilai Steel Plant was set up in late 50s , in the initial stages , all employees of BSP were governed under the Fundamental rules and Supplementary Rules applicable to the employees of Government of India. After formation of Hindustan steel Limited , the organization framed its own rules and procedures covering service matters. At present , there are 4 sets of services rules that are in force in BSP:

SAIL Conduct , Discipline & Appeal Rules ,1977 Standing Order (plant) Standing Order (mines) HSL Conduct Rules and HSL Discipline and Appeal Rules

1.

SAIL Conduct ,Discipline & Appeal Rules,1977:-

This rule was approved by Board of directors of SAlL on 30th May 1977 .the SAIL CAD rules apply to all executives of BSP.

2.
This

Standing Order (plant):order framed under the provision the of industrial The

Employment Standing Order Act are applicable to all non executive employees working within premises. standing Order (plant) came into force initially from 1.4.1960 and revision, the present Standing Order came into force w.e.f. 28th Feb. 1965.

3.

Standing Orders(Mines):-

This order come into force in 9th Nov 1963 are applicable to all non executive employees working in the mines.

4.

HSL Conduct Rules and HSL Discipline and

Appeal Rules:HSL conduct rules (1961) and HSL Discipline & Appeal rules 1962continues to apply to senior non executive who joined prior to 1989 and who are not governed by either standing orders (plant& mines).

WAGES AND SALARY STRUCTURE


EXECUTIVE SALARY STRUCTURE:
Scales of pay of executives, excluding Directors, as per the Rate of Increment on percentage system on cumulative basis with effect from 01.04.2005.
Pay scale
8600-4%-14600 10750-4%-16750 13700-4%-18250 16000-4%-20800 17500-4%-22300 18500-4%-23900 19000-4%-24400 19500-4%-25350 20500-4%-26500 23750-4%-28550

Code
E-0 E-1 E-2 E-3 E-4 E-5 E-6 E-7 E-8 E-9

2. NON-EXECUTIVE SALARY STRUCTURE

Code

Scale of pay
4000-3%-560 4080-3%-5865 4170-3%-6095 4300-3%-6458 4500-3%-6964 4800-3%-7551 5100-3%-8164 5400-3.5%-8751 5800-3.5%-9471 6400-3.5%-11400 7500-3.5%-13250

S-1 S-2 S-3 S-4 S-5 S-6 S-7 S-8 S-9 S-10 S-11

DEARNESS ALLOWANCE
Dearness Allowances is paid to employees to compensate for the rising cost of living, over which they cannot exercise any control. The Dearness Allowance (DA) rates are determined on the basis of the fluctuations in the All India Consumer Price

Index Number for Industrial Workers. The AICPI is computed by Labour Authorities based on the price Movement of a basket of consumer items, each of which has been assigned different weight age depending on their relative impact on the industrial consumer. The Dearness Allowance to the employees in the revised scales of pay was fixed at Nil as on 1.1.1997 at AICPI 1708 (Base 1960=100), entire DA amount payable to an employee as on that date was merged into the basic pay whilst fixing the basic pay on revision of wages.

Revised Rates of Dearness Allowance


Quarter beginning from 01.01.2006 01.04.2006 01.07.2006 01.10.2006 01.01.2007 01.04.2007 01.07.2007 01.10.2007 01.01.2008 01.04.2008 01.07.2008 Average AICPI (Base 1960=100) 2700 2714 2739 2822 2884 2907 2922 3006 3050 3065 3150 DA as percentage of revised Basic Pay 58.1 58.9 60.4 65.2 68.8 70.2 71.1 76 78.6 79.4 84.4

As per corporate office order No. PER/EC/1305 ,DA after merger would be
01.01.2008 01.04.2008 01.04.2009 01.07.2009 3256 3362 3370 3416 40.6 46.8 47.3 50

ALLOWANCES AND BENEFITS


TRAVELLING ALLOWANCE RULES:These Rules shall cover all employees of the company for journeys in India. These rules shall also covers trainees , candidates called for interview or any other persons required to perform companys work , wherever applicable.
Entitlement of employees for Traveling Allowance (TA) is as follows

SNo
1 2

Grade
S1-S10(NonExecutive) E-3 and above

Road mileage
Rs.140 to Rs.500(/ KM) Rs.500 to Rs.650(/KM)

A) DAILY ALLOWANCE
An employee shall be eligible for daily allowance if journeys are undertaken for official purposes such as: a) Tour, Recall from leave, Receiving Participation in training National Awards, seminars and programmes,

conferences as nominated participant /faculty, sports/ cultural events representing Company.

b) Appearance in Departmental examination, interview or selection test conducted by the company. c) Appearance in Court as jury, assessor, witness, etc. in connection with Company's work, prosecution witness on behalf of the State, as Inquiry Officer/ Presenting Officer/ witness/ accused/co-worker/assisting officer in Departmental/ Vigilance enquiry.
B) TRANSFER BENEFIT

An employee on transfer, except on mutual transfer or transfer on own request, shall be entitled to the following benefits:
SNO 1 2 GRADE EXECUTIVE NON-EXECUTIVE CHARGES Rs. 9000 to Rs.11000 Rs.6000

2. HOUSE RENT ALLOWANCE:HRA will be admissible to an executive who has not been allotted any accommodation by the Company and also who is not residing with another employee who has been allotted accommodation by the Company. Non executives who or whose refuses spouse or has not been allotted company's by the accommodation will be entitled for HRA. surrenders accommodation An employee who provided

Company shall also be eligible to house rent allowance provided he is staying in his own house or a rented house. HRA is admissible during duty as well as period spent on any kind of leave or absence, and also during suspension period, provided the individual continues to remain on the rolls of the company.

Rates of HRA for executives:Classification of Cities HRA on revised Basic pay

'A-1' (Delhi/ Chennai/ Mumbai / Kolkata) Other `A' `B-1' & `B-2' `C'

30% 25% 17.5% 15%

Non-executives will also be paid HRA equal to specified percentage of basic pay & Dearness Pay(DP). Basic pay for the purpose of computing HRA for non-executives working in Plant locations will be determined by deducting Rs. 1900/- from the actual basic pay drawn. (difference minimum of S-1 scale). of pay between the prerevised & existing wage structure w.e.f. 1.7.2001 at the

2. OTHER ALLOWANCE:CITY COMPENSATORY ALLOWANCE(CCA)


To compensate the employees for the high cost of living in specified locations, City Compensatory Allowance (CCA ) is admissible to the employees posted at out stations. No CCA is admissible if posted at Bhilai, or in any of the BSP Mines. The

rates of CCA admissible to those posted at specified cities are as under:

CCA rates for Employees :


Revised Basic Pay 'A-1' class cities

(Exe. & Non-exe.)

Other 'A' class cities

'B-1 class cities

'B-2 class cities

Below Rs.4000 Rs. 40015250 Rs. 52516499 Rs. 6500 & above
300 180 120 200 240 100 125 95 65 35 90 65 45 25

65

LOCAL TRAVELLING EXPENSES(LTE)


Employees who own a vehicle registered exclusively in their name, will get reimbursement of expenses incurred by them for utilizing the vehicle in performance of official duties. The rates of reimbursement of LTE w.e.f 1.1.2005 are as under :S.No Type of vehicle Executive NON-Executive

1 2

Moped/auto

( in Rs) 360

(in Rs) 360 525

cycle Scooter/Motor 626

cycle Car

1900-2950

4.

FURNITURE/FURNISHINGS
executives of the Company by providing

To motivate
SCOPE

furniture/furnishings facility at their residence. To provide household furniture, furnishings and appliances to the executives. The scheme shall operate on the condition that the items so purchased shall be bought at their book value (subject to minimum residual value of 5% of the cost of the item) by the concerned executive on separation from services of the company or at the end of specified number of years from the date of purchase of items in Category A, B & C as per Annexure I. The maximum limit for purchase of furniture/furnishings would be as under:
Grade Maximum Limit (under category A, B, and C put together) (Rs.) E-7 & above E-6 E-4 & E-5 75000 50000 25000 Maximum purchase limit for items under category 'C' (Rs) 30000 20000 10000

5.

MEDICAL BENEFITS

All regular employees of BSP and their dependent family members are entitled to avail free medical treatment in company's hospitals. hospitals, and can be referred outside for specialized medical treatment not available in company's

ADVANCE
HOUSE BUILDING ADVANCE:All regular employees who have put in a minimum 7 years of service (including training period but not including NMR period) are eligible for House Building within 24 months. Also, if the Advance. An employee employee/spouse/minor is not eligible for the Advance if he/ she is to superannuate children/any other legal dependent owns a house whether individually or jointly, the employee shall not be eligible for HBA.

Advance Amount:
The amount of advance shall be admissible as under: i) 60 months Basic Pay, Dearness Allowance plus DP of the employee at the time of application; or ii) 80% of the total value of purchase/acquisition of the land and house to be constructed or 80% of the purchase price of a ready built house; or iii) Rs. 8 Lakhs, whichever is least.

Rate of Interest :
The advance granted shall carry the following rates of interest w.e.f. 1.1.2005: 1. Upto Rs.1 lakh .. @ 4% p.a. 2. Above Rs.1 lakh .. @ 6% p.a.

2. ADVANCE FOR PURCHASE OF MOTOR VEHICLE:Type of vehicle Eligibility Maximum Amount Max.No.of Installmen t. Max.No.of Installmen t.

Four wheeler

Executives Rs.12250/-

Exe in E-5 & above grades :For Motor-Car (including Jeep) -90% of the normal show room booking price of Maruti Zen LXi i.e. Rs.3,00,000/or price of the vehicle, whichever is less. For Exe in E-4 & below grades :For Motor-Car (including Jeep) 90% of the normal show room booking price of Maruti 800 cc Euro-II i.e. Rs.1,81,700/- or price of the vehicle, whichever is less.

216

6% p.a.

Two wheeler

All employees Rs.4660/-

For purchase of Motorcycle/scooter:90% of normal showroom booking price of Bajaj Chetak4stroke Scooter i.e.

120 4% p.a.

Rs. 30,000/-or price of the vehicle, whichever is less.

Scooterette / Moped

All employees Rs.4660/

For purchase of Scooterette/Mope d, etc: Rs. 7500/or price of vehicle, whichever is less.

75

4% p.a.

3.

FESTIVAL ADVANCE

All regular non-executive employees (excluding NMR and Trainees) are entitled for Festival Advance of Rs.5000/- once a year for celebrating festivals, commencing from the financial year.

LEAVE AND LEAVE RELATED BENEFITS


SAIL LEAVE RULES(Applicable for mines also):-

Bhilai Steel Plant provides liberal leave benefits. However, leave can not be claimed as a matter of right. When the exigencies of the company service so require, leave of any kind may be refused or revoked or curtailed by the authority competent to grant it. The employees of Bhilai Steel Plant are governed by three types of leave rules :
1. SAIL Leave Rules:- Applicable to Executives, Ministerial

Staff and other Non -technical staff who are not governed by Standing Orders or Vacation Leave Rules..
2. Standing Order Leave Rules:- Applicable to all employees

governed by Standing Orders (Plant or Mines).


3. Vacation Leave Rules:- Applicable to Employees working in

Education Departments.

2. LEAVE BENEFITS TO THE EMPLOYEES GOVERNED BY STANDING ORDERS:-

Leave
An employee, other than an Apprentice, Casual employee and substitute or badli shall be entitled to leave as follows :

Earned Leave :

The provisions of this section as far as they relate to earned leave and casual leave shall not operate to the prejudice of any right to which the persons employed in the establishment may be entitled under any other law or under the terms of any award, agreement or contract of service provided that when such award, agreement or contract of service provides for a longer leave with wages than provided in this section relating to these two types of leave, such person shall be entitled only to such longer leave: Every employee who has worked for a period of 240 days or more during a calendar year shall be allowed, during the subsequent calendar year, leave for a number of days calculated at the rate of one day for every twenty days of work performed by him during the previous calendar year. Further an employee who had not attended the duty for the entire calendar year on account of unfitness as a result of accident arising out of and in the course of employment, should be allowed 10 days additional leave, as provided in the agreement, though he has not earned EL during the calendar year. It is clarified that the workman has not earned any leave (EL) during the whole year, additional 10 days EL shall not be admissible.
(ii) Half Pay Leave :

At the rate of 20 days for each calendar year which may be granted either on medical certificate or on private affairs: provided that in the first year of service of an employee, it

should be calculated proportionately according to the period of service put in by him. This leave may be accumulated up to 60 days. .(As per clause 4.4.2 of wage agreement 1995, enhanced limit is 300 days)
(iii) Commuted Leave:

Not exceeding half the amount of half- pay leave due, only on submission of a medical certificate. The grant of this leave is subject to the following conditions:(a) Twice the amount of such leave shall be debited against 'half pay leave' due and (b) The sanctioning authority has reason to believe that the employee will return to duty on its expiry.
(iv) Extra Ordinary Leave:

Extraordinary leave for a period not exceeding 3 months in special circumstances when no other leave is by rule admissible, or when other leave is admissible but the employee concerned applies in writing for the grant of extraordinary leave, provided that if the workman is actually under the treatment of a Medical Officer of the management or the case is referred by the management for treating to any other institution, the limit of 90 days extraordinary leave may be extended to the extent recommended by such Medical Officer or by the institution as the case may be.
(v) Quarantine Leave:

Which may be granted to an employee who is necessitated by orders not to attend duty in consequence of the presence of any infectious disease in his family or household. Such leave is granted on the certificate of a Medical or Public Health Officer, for the period not exceeding 21 days or in exceptional circumstances, 30 days.
(vii) Special Casual Leave:

For the day or days on which an employee is unable to attend duty in special circumstances (but not for purely personal reasons as is the case with casual leave) for instance, due to civil disturbance, curfew or strike( other than strikes connected with the Works/Project) or when an employee is inoculated or vaccinated and the Medical Attendant certifies, or takes anti rabic treatment or is participating in sporting event of the Steel Projects or of local, national or international importance in a representative capacity with the prior permission of the sanctioning authority, or suffers an injury in such sporting events or when attending a camp of the Territorial Army or a scout camp or for rest( not exceeding six days) immediately after an employee undergoes sterilization operation under the 'Family Planning Scheme' subject to a maximum period of 30 days in a calendar year. Leave Salary: An employee shall be entitled to leave salary as follows: (a) During 'earned leave' at a rate equal to the daily average of his total full time earnings for the days on which he worked

during the month immediately preceding his leave, exclusive of any over time and bonus but inclusive of dearness allowance. (b) During 'half pay leave' at a rate equal to half the amount admissible under clause (a) (c) During 'commuted leave' equal to twice the amount admissible under clause (b) (d) During 'extraordinary leave', no leave salary (e) During 'quarantine leave' equal to the amount admissible under clause (a). (f) During 'casual leave' and 'special casual leave' at the rate of wages drawn by the employee on the day immediately preceding the day on which the leave commences. Leave to Apprentices: Apprentices shall be eligible for leave as follows : (a) Leave on full stipend up to 15 days in any year of apprenticeship; (b) Leave on half stipend on medical certificate up to 20 days in any year of apprenticeship. (c) Casual leave up to seven days in a calendar year on full stipend (d) Quarantine leave and special casual leave as admissible to other employees at the discretion of the management, on the merits of each case, but lost time should be subsequently made up unless this is relaxed by the management. Leave to substitutes and casual employees:

Subject to the provisions of the law applicable to the works, substitutes or badlis and casual employees shall not be entitled to any kind of leave and their wages shall be deducted on any day on which they do not attend duty excepting paid holidays as per the Standing Order No.18(a).

Application for Leave:


(i) An employee who desires to obtain leave of absence shall apply to the sanctioning authority. (ii) Except in an emergency, applications for leave for three days or less should be made atleast 24 hours before the time from which the leave is required. (iii) Application for leave for more than three days should be made at least five working days before the date from which the leave is required. (iv) Application for leave under clause(b) shall be disposed of immediately. Applications for leave under clause(c) shall be disposed off within four working days. (v) Orders granting or refused leave shall be passed by the authority in writing. In case leave is sanctioned, the employee shall be given a leave pass and in case leave is refused, the reasons for refusal shall be communicated to the employee in writing. (vi) All applications for leave must bear the leave address. (vii) An employee who desires to extend his leave shall make an application in writing to the sanctioning authority before the expiry of the leave already sanctioned.

(viii) Applications for leave or extension of leave on medical grounds shall be supported by a certificate from a medical officer of the company or where there is no such officer, a Government medical officer or failing him, from a registered medical practitioner, stating the period for which leave is recommended. On receipt of such applications, the sanctioning authority shall immediately inform the employee in writing whether the leave or extension of leave has been granted and if so, for what period. An employee who has been sanctioned leave or an extension of leave on medical grounds for a period exceeding 14 days at a time shall not be allowed to resume duty unless he produces a certificate of fitness.

VACATION LEAVE RULES:


The employees working in Education Department of Bhilai Steel Plant are entitled the following leave benefits:1) 6 days Earned Leave in a calendar year. 2) 20 days H.P.L. for every completed year of service. 3) 15 days casual leave. 4) 1 day EL for 3 days working during vacation. 5) 18 days closed holiday including 3 NH & 1 CFD. In addition to the above, they are entitled to the vacations as follows a) 45 days summer vacation. b) 25 days Dusshera-Diwali vacation.

3. GENERAL GUIDELINES REGARDING LEAVE Grant of leave on Medical Certificate


If leave is availed on Medical Grounds, employee will be required to produce a medical certificate of unfitness from the Plant Medical Officer only. In case the employee is not residing in the Township and is staying at a far off place where Company Hospital/Dispensary is not available, he may produce Medical Certificate from a Govt. Doctor. In such cases, it should be ensured that medical certificate meets with the prescribed norms viz., printed letter head of the Hospital/Dispensary, clear diagnosis, OPD No. and signature of the patient duly attested by the treating Doctor. At the time of resuming duty after availing leave on medical grounds, employee will have to produce a certificate of fitness.

4 . LEAVE ENCASHMENT RULES


The rules for encashment of leave shall cover all regular employees of Bhilai Steel Plant, but exclude those on deputation from Government/other Organizations . Company employees on deputation to other organizations are Covered by these rules provided that, while on such deputation they are governed by the leave rules of SAIL

Encashment of Earned Leave:

Persons

who

are

employed

in

the

Company

after

superannuation from their organizations and who according to the terms and conditions of appointment in the Company are allowed to accrue earned leave during the period of service in the Company may be allowed the facility of encashment of such earned leave, as in the case of regular employees.
On retirement :

If any leave due to an employee is not utilized , he shall be allowed to encash the unavailed portion of the earned leave.
On death :

Leave salary in respect of earned leave standing to his credit shall be paid to the PF nominee/gratuity nominee/legal heirs of the employee. The limit of encashment will be up to 190 days for employees governed by Standing Orders and 300 days earned leave for other employees, depending upon the applicability of leave rules.
On resignation :

An employee shall not be allowed encashment of earned leave on acceptance of his resignation. However, an employee who tenders his resignation shall have the option to pay an amount equivalent to basic, DA, DP, NPP and PP as applicable for the shortfall in notice period and seek early release. Employees in the age bracket of 57 years and above who separate from the Company on acceptance of their Resignation / Voluntary Retirement would be allowed encashment of Earned Leave.

On suspension:

Employees placed under suspension shall not be entitled to leave encashment. Sanctioning Authority: The authority that is competent to sanction earned leave shall be the "Sanctioning authority" for approving encashment of leave under these rules.
Encashment benefits:

Enactment of leave shall be regulated on the basis of last pay drawn which includes basic pay, dearness allowance, dearness pay, non-practising allowance for doctors and personal pay, if any, but shall not include incentive bonus, acting /officiating allowance and other allowances. The facility of encashment of EL shall be hence forth allowed only once in a Financial year instead of calendar year basis. Other terms and conditions for availing encashment of earned leave remain unaltered.

LEAVE TRAVEL CONCESSION


Leave Travel Concession (LTC) is a welfare measure of the company to Provide travel assistance to the employees and members of their families for visiting their home town/any place in India.

MOTIVATION SCHEME
INCENTIVE NORMS:SCHEME FOR PROMOTING SMALL FAMILY

Incentives: Those employees (or their spouses) who are within the reproductive age group and undergo sterilization operation after one or two living children, will be allowed cash incentive of Rs.2,000/- and those who undergo family planning operation after more than two living children will be allowed cash incentive of Rs. 200/- subject to satisfying the conditions for eligibility. Cash incentive for IUCD insertion shall be paid at the rate of Rs.50/-.The employees can also avail the incentive given by the respective State Govt. Re-productive age group: Male employee :- Age of self should not be more than 50 years and wife should be between 20 to 45 years. Female employee:- Age of self should not be more than 45 years and husband should not be over 50 years. Cash Incentives for promoting small family norms for

employees and employees family Planning Accepters and family Planning motivators conducted in family Planning

camps and fornight by SAIL family welfare unit are revised as under

Category

Existing Rate

Revised Rate

Female employee Rs. 200 for undergoing Tubectomy & Salpingectomy operation Male for undergoing vasectomy operation Family Planning Rs. case 25 in employee Rs. 250

Rs. 400

Rs. 500

each Rs. case

50

in

each

motivators

HINDI PROMOTION INCENTIVE SCHEMES:In order to encourage the employees to acquire qualifications in hindi language, and use Hindi in their official work, various incentives are provided by the company.

The employees are eligible for Incentive for the following qualifications in Hindi of the Hindi Teaching Scheme recognized by Government of India :1. Prabodh Examination 2. Praveen Examination 3. Pragya Examination 4. Hindi Typing 5. Hindi Stenography 6. Karyalayeen Hindi Diploma

Benefits :
I. Grant of lump-sum Award:

Examination Award months from the date of their first appearance in the said examination. I. II. Prabodh examination of the Rs.500.00 Hindi Teaching Scheme. (Rs. five hundred only) Praveen examination of the Hindi Rs.500.00 Teaching Scheme. (Rs. five hundred only) III. Pragya examination of the Hindi Rs.600.00 Teaching Scheme. (Rs. Six hundred only) IV. Hindi Typewriting examination of Rs.400.00 Hindi Teaching Scheme (Rs. four hundred only) V. Hindi stenography examination of Rs.750.00 Hindi Teaching Scheme. (Rs Seven hundred fifty only) VI. Such Hindi examinations conducted Rs.600.0 by voluntary Hindi organizations (Rs Six hundred only) VII. Hindi Parichay examination of the Rs.600.00

Central Hindi Directorate. (Rs. Six hundred only) For grant of lump-sum award, the employees will have to pass the Hindi, Hindi typing or Hindi stenography examination within a period 15.

II. Grant of Personal Pay :

Personal pay equal in amount to one increment for a period of 12 months at the current rate of increment will be granted to the employees on passing the following examinations of the Hindi Teaching Scheme. 1) Pragya or equivalent recognised Hindi examination 2) Hindi stenography examination. 3) Hindi Typewriting examination.
III. Grant of Additional Incentive by way of Cash

Awards:
For passing Praveen or Pragya: 70% & above. - Rs.600/60% to 69% - Rs.400/55% to 59% - Rs.200/For passing Prabodh : 70% & above. - Rs.400/60% to 69% - Rs.200/55% to 59% - Rs.100/For passing Hindi Stenography/Hindi Typewriting examination: 95% & above. - Rs.600/90% to 94% - Rs.400/85% to 89% - Rs.200/-

Incentive

Rs.600/-is

also

admissible

for

such

Hindi

qualifications which are equivalent to Pragya.

INCENTIVE FOR NATIONAL AND ALL INDIA AWARD WINNERS: Objective

To

give

recognition in

to

employees in

for

their

unique work-

accomplishment

Innovation

technology,

performance, sports, which has brought them recognition at the national level, SAIL has formulated an incentive scheme for winners of specified national and all India awards.
Policy

Employees who win specified National / All-India Awards shall be granted an advance increment as a token of appreciation by the Company. The intention of the Scheme is to give the incentive only to those employees who get a National / AllIndia Award after joining the service of the Company. Employees, who might have won any of the specified awards prior to their joining the Company, would not be entitled to the incentive under this Scheme.
Sanctioning Authority

The sanctioning Authority for the incentive is Managing Director/Chief Executive of Plant/Unit.

Incentive Entitlement

One advance increment shall be admissible for winning any of the following awards: Invention Promotion Scheme Award / National Research development corporation Award. National Metallurgists' Day Award Jiwan Raksha Award Vishwakarma Rashtriya Puraskar Arjun Award for Sportsmen S.S.Bhatnagar Award Homi Bhabha Award for excellent scientific work Vasivik award for Senior Scientists Indian Science Academy (INSA) Award. Bharat Ratna Padma Vibhushan Padma Bhushan Padma Shri Ashok Chakra Kirti Chakra Shaurya Chakra Sarvottam Jeevan Raksha Padak

Uttam Jeevan Raksha Padak President's Police Medal Police Medal Fire Service Medal awarded by President of India Rashtrapati Award for Teachers Lalit Kala Academy Award Sangeet Natak Academy Award

SEPERATION BENEFITS
CONTRIBUTORY PROVIDENT FUND (CPF):
Any person who is employed for wages in any kind of work, manual or Otherwise, in or in connection with the work of the company and who gets his wages from the company is covered under the CPF rules of the company. From the first day of the service, an employee becomes the member of the fund. Member's contribution: The compulsory contribution of a member shall be 12% of the emoluments while on duty or on leave. However, a member can increase his own voluntary contribution to a rate exceeding 12%, but there will be no matching company's contribution to the VPF . The rate of VPF contribution of a member may be enhanced or reduced at any time during the financial year. Company's Contribution:

The contribution of the Company to the PF Fund shall also be 12 %, i.e. matching to the employee's contribution. Except in the case of employees who have joined service prior to 1971 and did not become member of FPS 1971, all other employees are also compulsory members of Employee Pension Scheme (EPS 1995) . In their cases, the effective company's contribution to the PF fund will be 12% of emoluments less 8.33% of emoluments or Rs.542/- per month which ever is less. The difference amount is remitted as the employee's contribution to the EPS Fund. The figure of Rs 542/- p.m. or Rs 6500/- per year is as per the present ceiling of EPS contribution notified by the Govt. and may increase in future. For example, if an employees monthly pay is Rs 10,000/-, its 12% will be Rs 1200/- and 8.33% will be Rs 833/-. Accordingly, in this case, out of the employer's contribution, Rs 542/- will be remitted to EPS Fund, and the remainder, i.e. Rs 658/- will be credited to the PF fund. If however, pay is Rs 5000/-, (12% = Rs 600/- and 8.33% is Rs 416.50), then only Rs 416.50 will be remitted to the EPS fund and the remainder of employer's contribution, i.e. Rs 183.50 will be credited to the member's PF accumulation.
Interest:

The present rate of Interest on the contributions to the PF fund is 9.50% per annum. The interest is calculated on a monthly running basis.

2. GRATUITY

Gratuity is granted for good, efficient and faithful service rendered in the Company. Where nothing has been provided against an employee, it would be deemed that he has rendered good, efficient and faithful service. The payment of Gratuity Act-1972. 16.9.1972 it was came into effect.

Reasons for Separation

Minimum qualifying service

Superannuation / discharge on abolition of post / resignation/ termination on account of unauthorized absence / misconduct In case of death /permanent physical or mental incapacity.

5 years

Irrespective of any qualifying period

The Gratuity nominee as declared by the employee.

For the purpose of computation of gratuity, 15 days wages will be computed in the following manner. 15 days wages = Monthly wages x 15 26

Payment of Gratuity on separation of an employee on account of misconduct. Type of misconduct leading to termination/dismissal Misconduct resulting in damage / loss to the Company's property Acts of violence and riotous or disorderly behavior and offence involving moral turpitude Forfeiture of gratuity to the extent of loss suffered by the Company 50% of the amount to which the employee is entitled as per the computation of gratuity under SAIL Gratuity Rules Amount of gratuity admissible

Other misconduct

Full Payment.

Death :

In case of death Gratuity shall be calculated as mentioned above and as given below and higher of the two will be admissible.
1. Death during the first year of service emoluments. 2. Death after one year but emoluments. before five years of service 3. Death after completion of emoluments five years of service. 12 months 6 months 2 months

3. LIFE COVER SCHEME.


Background :

According to the clause 6.5 of the NJCS Agreement dated 30th July 1975 on wage structure applicable to the employee of Steel Industry, it was agreed that a Life Cover Scheme (LCS) will be worked out. In the meantime a notification was issued by Govt. of India on 17.7.1976 for introduction of an insurance

scheme called Employees Deposit Linked Insurance Scheme (EDLI) from 1.8.1976 providing for insurance benefits upto Rs. 10,000/- to the nominee of a PF member in case of death of the member while in service. The notification also provided for exemption from operation of this scheme (EDLI) where establishments are having insurance schemes which are more favourable than the EDLI. In the Agreement reached in the NJCS on 27.9.1978, it was stipulated that in the event of death, on any account, of any covered employee, his nominee shall be paid a sum which, together with the payment due to him under the Companys Gratuity Rules, will be equal to 20 months salary (Basic + DA) at the rates payable immediately before the date of death of the member; provided that the amount to be paid in addition to the normal gratuity shall not in any even be less than Rs. 11,000/- This scheme was named Life Cover Scheme and was effective from 1.8.1975. A group insurance scheme of LIC was introduced w.e.f 1.11.78 for a coverage in lieu of the EDLI 1976. This Group Insurance scheme met the company's liability, in terms of the Life Cover Scheme agreed by NJCC. Subsequently vide NJCS agreement dated 19th June 1979, the scheme was also extended to employees who ceased to be in employment on account of permanent total disablement due to any reason whatsoever. However payment under Life Cover Scheme on a/c of permanent total disablement is borne by the Company and not by LIC.
Coverage:

Whilst all death and medical unfit cases are covered under the Life cover scheme, employee who gets rehabilitated by way of alternative appointment will not be covered under Life Cover Scheme.
Benefit:

At present SAIL operates the Life Cover Scheme (LCS) in lieu of the statutory EDLI Scheme. With effect from. 24th June,2000, an amount of Rs. 62,000/- is admissible under Life Cover Scheme in case of death / medical unfit of employee (Executive & non-executive both) Whenever there is a revision in the EDLI benefits, the benefits under Life Cover Scheme are also revised. However SAIL also revised the benefits under LCS twice (1st in 1983 and again 1995) although there was no increase under EDLI in these years. The details of the benefits payable under EDLI visa- vis the Life Cover Scheme (Group Insurance Scheme) being operated through LIC are as under : Period Maximum benefits payable under EDLI Period Benefit payable under Life Cover Scheme of LIC 1.8.76 to Feb 1990 Up to Rs. 10,000 1.11.78 to April 1983 Rs. 11,000/-

1.3.1990 to March 1993

Up to Rs. 25,000

May 1983 to Feb, 1990 March 1990 to March 1993

Rs.15,000/Rs. 26,000/-

April 1993 to 23.6.2000

Up to Rs.35,000/-

1.4.1993 to 17.5.95 17.5.1995 to 23.6.2000

Rs. 37,000/Rs.40,000/(Rs.37,000/by LIC Rs. 3000/- by SAIL)

24.6.2000 onwards

Up to Rs. 60,000/-

1.12.2000 onwards

Rs. 62,000/-

STEEL EMPLOYEES WELFARE ASSOCIATION (SEWA)


Scope:

Steel Employees Welfare Association(SEWA) was formed with the objective of creating a social security fund to extend financial assistance to the member of the association at the time of his/her permanent disability / medical unfitness / retirement / resignation/ dismissal / removal / termination from service and transfer to any other Establishment from BSP or to the nominee(s) (or to a dependent in case there is no nominee

or if the nominee has pre deceased the member) of the employee in case of death during service in Bhilai Steel Plant.
Eligibility: 1) All employees of the Bhilai Steel Plant except casual, NMR

workers shall be ipso-facto members of SEWA, unless he/she desires to remain out of SEWA and states the same in writing. Trainees who have been allotted Personnel number on their entering into BSP service and whose subscription recovery is being effected through regular salary, will be treated as member and entitled for the benefits as per the bye-laws. 2) Once an employee of BSP has been sent on deputation to any other organization other than BSP, he is not eligible to continue his membership and ceases to be a member from the date of such deputation, even though he is on lien. However, he is entitled for the benefits as on the date of cessation of membership, as per eligibility.
Resignation: 1) If an employee so desires, he may revoke/resign his

membership of SEWA by an intimation in writing to the Chairman/ Secretary, SEWA to this effect. However he will not be entitled to any refund towards entry fee or subscription on any account or any benefit. The resignation from the SEWA will be subject to approval by the Governing Body. 2) Any member of SEWA will automatically cease to be a member consequent upon his/her retirement/ compulsory or Voluntary retirement/ resignation/ termination/ removal/

dismissal from service/death and transfer to any other establishment other than BSP.
Membership Application:

An employee shall fill up the prescribed application-cumnomination form in duplicate at the time of joining service in BSP.

Subscription :

There will be entry fee of Rs.5/- only and monthly subscription to the extent of the financial requirement to meet the payments of death, medical unfit and retirement cases, etc. provided in the bye-laws. The subscription rate will be constant for a period of 12 months based on the estimated requirement. The current rate of monthly subscription is Rs 50.00 only.
Eligibility of benefit: 1) Death benefit is provided @ Rs.25,000/- in case of natural

death due to any cause anywhere, irrespective of any period of membership or membership on roll. 2) In the event of death of members over and above 50(Fifty) in one incident like Civil Riots, Wars, Epidemics, major accidents and natural calamities, the payment in respect of the above category of cases will be decided by the Governing Body, taking into consideration the financial strength of the organization.

3) In case of superannuation, a member is entitled for SEWA benefit, ranging from Rs.200/to Rs.5000/based on membership period under schedule of the bye laws or

subscription contributed by the member whichever is higher. 4) A member whose services are terminated on medical grounds due to his inability to continue in service is entitled for SEWA benefit of Rs. 15,000/- irrespective of any period of membership or age factor or any such thing whatsoever it may be. 5)I case of VR/Compulsory Retirement/Resignation/Termination other than medical grounds/Removal/Dismissal/Transfer to any other organization other than BSP and any other separation, a member is entitled only to the extent of subscription contributed by him till the date of his separation, rounded off to the nearest rupee.

Prolonged Sickness Benefit :

A member, who is undergoing prolonged sickness is entitled to get Rs.100/- per day or Rs.3,000 per month as long as he is under medical treatment in BSP Hospital or in any other hospital referred by BSP irrespective of any period of limitation provided he is on EOL only after exhausting.

MEDICLAIM SCHEME FOR RETIRED EMPLOYEES AND THEIR SPOUSES


Persons Covered:

i) Retired employees. ii) The employees who have taken voluntary retirement iii) The employees cease to be in employment on account of permanent total disablement. iv) The spouse of an employee who dies in service. This scheme is optional and those who opt for this scheme will hereinafter referred to as members. The members will be covered through Group Insurance Policy of the Insurance Company and will be operated through The United India Insurance Co. Ltd. New Delhi. The period of policy is on calendar year basis.
Benefits :

a)

The

members

covered in

under of

the the

scheme registered

can

get

themselves

admitted

any

nursing

homes/hospitals anywhere in India including SAIL hospitals for major/minor surgical and non surgical diseases/hospitalization. b) The member can get the hospitalization benefit upto Rs.1,50,000/per member with clubbing facility under hospitalization between member and his/her spouse and OPD limit of Rs.4000/- per member. During the year 2009, a mediclaim member can avail of the cashless facility under

hospitalization. However, OPD facility will continue to be under reimbursement system. The administration of the Mediclaim scheme under cashless will be done by Third Party Administrator (TPA) to be appointed by M/s United India Insurance Company. The cashless facility under hospitalization will be available in the hospitals empanelled by TPA. Hospitalization treatment undertaken other than empanelled hospitals and claims under OPD will be reimbursed by TPA.

For example i. Gratuity amount ii. Notional PF, had the temporary/ Permanent withdrawal not been made . Total iii. Actual PF at the time of death iv. v. PF and Gratuity deposited. Amount of monthly payment as percentage of ----------------Rs.3,00,0 00 = 83.3% : Rs.3,00,000 : Rs.1,50,000 : Rs.2,50,000 : Rs.1,00,000 : Rs.2,00,000

:Rs.2,50,000*100 last pay + DA+DP drawn

Provided that an employee or his nominee as the case may be, may make good the shortfall resulting from withdrawals by depositing the difference to get full benefit under the scheme. This option will be available to him only at the initial stage at the time of volunteering for the scheme. Notional PF means the employees own contribution over the period of his service, interest accrued thereon and management's contribution, interest accrued thereon but will not include any voluntary contribution made by the employee and the interest accrued thereon. The notional PF would be worked out as if there had not been any temporary/permanent withdrawal over the period of his service. Termination of Benefit: On the normal date of superannuation of the employee, the monthly payment of the scheme would cease and the amount deposited with the company under the scheme would be refunded to the depositor or his/her nominee, as the case may be. Under the scheme, no interest on the PF and gratuity deposits will be admissible for the period of deposit. If the employee/nominee desires to permanently withdraw the PF and gratuity amount deposited with the company under the scheme at any point of time, he/she will be allowed to do so. In such cases, the employee/nominee would cease to receive the benefit, from the date of such withdrawal under the scheme and also would not be entitled to any other benefit,

whatsoever. No partial withdrawal of the PF and Gratuity Company will be allowed.

CSR DONE BY SAIL


Bhilai Steel Plant has been discharging its organizational social responsibility beyond statutory requirements. BSP leadership sincerely believes that our existence as an organization depends upon long term sustainability and has always pursued CSR as a part of organizations commitment towards the society. The BSP leadership also believes that society and industry are mutually interdependent and both can act to benefit each other mutually. This has successfully established BSP, as a caring and sharing brand. Instead of focusing on CSR activities as a strategic leadership move has to expand a business, holistic the organizational of the deep taken view

interconnection between the society and the organization

appreciating the symbiotic relationship between the two. Bhilai Steel Plant has long realized that its operations have major impacts on the communities in the nearby areas. In 1963, the Community and Peripheral Development department was started and this department started running Bal (Shishu) mandirs, Adult Education Centre, Mahila Vidyapeeths, in the camps and neighboring villages in order to take care of the employees, their dependants and other residents of the area. In 1978, the area was increased to a radius of 8 km around the TA building encompassing 31 villages and then later in 1983, the radius became 16 km with 136 villages. It was from 1978 that Bhilai Steel Plant systematically started sharing its prosperity with neighboring villages through constructing additional rooms in village schools, making roads, bridges, culverts, Panchayat Bhawans, Community Halls, Cultural other stages, digging bore well, deepening activities villages involving tanks/ponds, making ghats in the ponds for safe bathing and such activities. Subsequently, community health, such as eye camps, general OPD camps, Ayurvedic camps & veterinary camps were taken-up. Apart from these activities, in the seventies itself, seeing the declining trend of the rich, vast heritage of the local Folk Art, Bhilai Steel Plant decided to involve itself in its preservation & promotion and held the 1st Chhattisgarh Lok Kala Mahotsav in Nov.1976. Seeing its success, it was made an annual affair continuing in an unbroken chain, the 32nd such Mahotsav, was held in May 2008. Over the years, more than 1000 groups/parties have participated in this annual event, giving

an opportunity to more than 10000 local artists to perform on the stage. Some of these artists, such as Padma Bhushan Smt.Teejan Bai, Sushree Ritu Verma and Late Shri Devdas Banjare have won international acclaim for their art and it is a matter of pride for Bhilai Steel Plant that they have started their careers from this stage. In addition, to Bhilai, the Lok Kala Mahotsavs are also held at Rajhara, Nandini and Hirri Mines. Policy :BSP is committed to share the benefits accrued through its just and ethical of business and for the socio-economic a sustainable development people creating

environment, with the following guiding principles : Align business operations with social values.. Bring about a meaningful difference in peoples lives Identify and strengthen weak economic zones in peripheral areas

CSR Budget 2007-08 Expenditure : 2007-08 Initial CSR Budget 2008-09

Rs 1808 Lakhs Rs 1845.52 lakhs Rs 1300 lakhs

Specific CSR activities during 2007-08

Model Steel Villages. Bore Wells in different villages. Bhilai Ispat kalyan Chikitsalaya Sickle Cell & Thalassemia Centre. Veterinary Services. Health & Eye Camps. Bhilai Ispat Vikas Vidyalaya. Grameen Lokatsav at Rowghat. Road side Tree Plantation. Sports meet at Narayanpur.

Corporate CSR Thrust : Develop Model Steel Villages by constructing additional classrooms in schools, developing primary health centres setting up vocational training centre building community hall, over-head tank, cremanation sheds, community toilets etc, digging bore-wells with pumps, preparing play grounds, cementing of streets and erecting decorative entry arch. Bhilai Steel plant has undertaken to develop the following nine villages as model steel villages and activities listed above are underway. 1. Piperchedi 2. Doomerdih 3. Mahkala

4. Pahandor 5. Bodegaon 6. Pauwara 7. Kharpi (Siloda) 8. Kachandur 9. Borigarka

PERFORMANCE HIGLIGHT
Highest ever hot metal prod 15.2MT Highest ever Crude Steel pro 14.0 MT Highest ever sale. Steel prod 13.0MT Lowest coke Rate of 543kg/THM Labour Productivity 214 TCS /M/Y Total Manpower-1.28Lakhs Manpower reduction-4169 in 07-08 PARAMETE R 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 SS(MT FS(MT Ener,Cons(Gcal/TC ) 9.7 10.4 11.0 11.0 12.0 14.0 ) 7.5 8.3 8.9 9.3 9.8 13.0 S) 7.69 7.50 7.64 7.29 7.20 6.95 Coke Rate Kg/THM 557 538 542 536 543 533

5. PROJECT INTRODUCTION
PROJECT TITLE

Job Satisfaction among Employees of Bhilai Steel Plant

RESEARCH OBJECTIVES To the identification of the satisfied and dissatisfied managers and supervisors in the selected organizations. To the identification of high satisfaction and low satisfaction job factors for managerial and supervisory categories in selected organizations. To the study of relationship between job satisfaction and various social-economic variables of managers in selected organizations

RESEARCH METHODOLOGY
50 samples were collected to identify the number of satisfied and dissatisfied managers and supervisors. For the purpose of identifying satisfied and dissatisfied managers and supervisors in the selected organizations, 25 jobs related factors have been identified. These factors were1) Achievement 3) Interest in job 5) Interpersonal relationship 2) Nature of work 4) Visible results 6) Salary

7) Job security 9) Recruitment policy 11) Work Environment 13) Performance 15) Work group 17)Authority and power 19) Technical Supervision 21) Personal life 23) Freedom of expression 25) Personal Benefits

8) Responsibility 10) Self respect 12) Sense of belongingness 14) Prestige attached to the job 16) Recognition 18) Opportunity and advancement 20) Company policy and administration 22) Training Education 24) Association

In order to obtain clear-cut responses, 50 statements have been designated for all the job satisfaction factors. Statements were framed in positive and negative way. Research methodology is the way to systematically solve the research problem. Research methodology just does not deal with research methods but also consider the logic behind the methods. It may be understood as the science of studying how research is done scientifically and systematically. In it we study the various steps that are generally adopted by the researcher in study of his research problem along with the logic behind them. It is necessary for the research to know the research method and technique. He must also clearly understand the procedure would apply to problem given to him. All this means that it is necessary for the researcher to design the methodology from problem to problem.

So, the research methodology adopted by the researcher in this project are as follows :

Statement of problem
An analytical study of Job Satisfaction in BSP.

Purpose of study

To find out the Job Satisfaction of employees across age group. To find out the Job Satisfaction of employees across education qualification. To find out the Job Satisfaction of employees across designation. To find out the Job Satisfaction of employees across income. To find out the Job Satisfaction of employees across service duration. To find out the Job Satisfaction of employees across marital status. To find out the Job Satisfaction of employees across number of dependents.

To find out the Job Satisfaction of employees those who own house and those who dont own house.

Objective of study

To study the whole terms and conditions of Bhilai Steel Plant. To find out the additional services provided by the Bhilai Steel Plant. To get the employees feedback or response regarding the BSP Policies.

Universe
Sum total of all the units that confirms to some designated part of specification is called Universe. While conducting the research work, researcher has selected Dalli Rajhara town as the universe. All the data which has been collected is completely done in the Dalli Rajhara town.

Sample
A sample is a finite no of unit taken for purpose of study out of the universe; the sample is selected for the convenient study. For this optimum sample should be selected and the selected sample should represent whole universe. It neither feasible nor desirable to go to each and everyone so sampling is done. The sample size is 50, and the sample units are the Employees of Bhilai Steel Plant , Dalli Rajhara.

Sample unit
Sample unit is the part of universe taken from the universe for testing hypothesis. Researcher has taken the employees who has already working in Bhilai Steel Plant.

Sampling method
The researcher adopted the convenient sampling method. In this method the sampling unit are chosen primarily on the basis of convenience to the investigators. In this type of sampling the researcher selects the item for the sample deliberately, his choice concerning the items remains supreme. In other words, under this sampling method the organizers of the enquiry purposively choose the particular unit of the universe for constituting a sample on the basis that the small mass that they select out of a huge ones will be typical or representative of the whole.

Source of data
The task of data collection begins after a research problem has defined. Researcher should keep in mind two types of data i;e primary data and secondary data. The primary data are those, which are collected fresh and for the first time and thus happens to be original in character. The secondary data on other hand, are those which have already been collected by

someone else and which have already been passed through the statistical process. So, while I conducting the research work , I have used the primary as well as the secondary sources of data.

Data collection tools


These are the tools that the researcher had used for collecting the datas :

QUESTIONNAIRE
The term questionnaire refers to a self administered process where by the respondent himself /herself reads the questions and records his/her answers without any assistance of an interviewer. Although the instrument is essentially question asking and data gathering tool. A questionnaire is more structured and standardized. The questionnaire consist of a number of questions printed or typed in a definite order on a form or a set of forms. This method of data collection is quite popular in case of big enquiries.

Q1) Hours Worked Each Week?

0 %

1% 0 1% 0 N t a a Sa o t ll tisfie d Ok So e Wh t m a Sa tisfied Go d o Extre ely Sa m tisfied

8% 0

INTERPRETATION: 80% of employees are extremely satisfied with the hours worked each week. 10% of employees feels that hour worked each week is good. 10% of employees are somewhat satisfied with hour worked each week.

Q2) Flexibility in scheduling?

INTERPRETATION: 50% of employees are somewhat satisfied with flexibility in scheduling of time. 40% of employees are extremely with flexibility in scheduling of time. 10% of employees are satisfied with flexibility in scheduling of time.

Q3) Location of work?

INTERPRETATION: 60% of employees are extremely satisfied with the location of work. 30% of employees are somewhat satisfied with the location of work. 10% of employees are not at all satisfied with the location of work.

Q4 )Amount of paid vacation time/ Sick leave offered?

INTERPRETATION: 60% of employees are extremely satisfied with the amount of paid vacation time/ sick leave offered by company. 30% of employees are some what satisfied with the amount of paid vacation time/ sick leave offered by company. 10% of employees are satisfied with the amount of paid vacation time/ sick leave offered by company.

Q5) Salary?

INTERPRETATION: 50% of employees are extremely satisfied with their salary. 30% of employees are some what satisfied with their salary. 10% of employees are satisfied with their salary. 10 % of employees says their salary is good.

Q6) Opportunities for promotion?

0 %

1% 0

N at a Sa ied ot ll tisf Ok 5% 0 4% 0 Som Wh e at Satisfie d Go d o Extrem ly Satisfie e d

0 %

INTERPRETATION: 50% of employees are extremely satisfied with the opportunities for promotion in company. 40% 0f employees are somewhat satisfied with the opportunities for promotion in company. 10% of employees are not so satisfied with the opportunities for promotion in company.

Q7) Benefit(Health insurance ,life insurance ,etc)?

INTERPRETATION: 60% of employees are extremely satisfied with the benefit given by the company. 20% of employees are somewhat satisfied with the benefit given by the company. 20% of employees are not at all satisfied with the benefit given by the company.

Q8 ) Job security?

INTERPRETATION: 100% are extremely satisfied with the job security in company.

Q9) Recognitions for work accomplished?

INTERPRETATION: 80% are extremely satisfied for recognition for work accomplished in company. 20% are satisfied for recognition for work accomplished in company.

Q10) Relationships with your co-worker?

INTERPRETATION: 50% of employees are not at all satisfied with the relation with their co-worker.

40% of employees are extremely satisfied with the relation with their co-worker. 10% of employees are satisfied with the relation with their co-worker.

Q11) Relationship(s) with your supervisor(s)?

INTERPRETATION: 80% of employees are extremely satisfied with the relationship with their supervisors. 10% of employees are satisfied with the relationship with their supervisors.

10% of employees are somewhat satisfied with the relationship with their supervisors.

Q12) Relation with your subordinates(if applicable)?

INTERPRETATION: 30% of employees are extremely satisfied with the relation with their subordinates.

30% of employees feel these questions are not applicable. 20% of employees are somewhat satisfied with the relation with their subordinates.

20% of employees say they have good relation with their subordinate.

Q13) Opportunity to utilize your skills talents?

INTERPRETATION: 50% of employees are somewhat satisfied with the opportunity they got to utilize their skill. 30% of employees are extremely satisfied with the opportunity they got to utilize their skill. 20% of employees are satisfied with the opportunity they got to utilize their skill.

Q14) Support for additional training and education?

INTERPRETATION: 60% of employees are extremely satisfied with the support they got for addition training and education. 30% of employees are somewhat satisfied with the support they got for addition training and education. 10% of employees says they got good support for addition training and education.

Q15 ) Variety of job responsibilities?

INTERPRETATION: 40% of employees are extremely satisfied with variety of job responsibility. 40% of employees are somewhat satisfied with variety of job responsibility. 20% of employees are satisfied with variety of job responsibility.

Q16) Degree of independence associated with your work role?

INTERPRETATION: 70% of employees are somewhat satisfied with the degree of independence associated with the work role. 20% of employees are not at all satisfied with the degree of independence associated with the work role. 10% of employees are satisfied with the degree of independence associated with the work role.

Q17) Adequate opportunities for periodic change in duties?

INTERPRETATION: 60% of employees are somewhat satisfied with the adequate opportunities for periodic change in duties. 30% of employees are extremely satisfied with the adequate opportunities for periodic change in duties. 10% of employees are satisfied with the adequate opportunities for periodic change in duties.

Q18) How satisfied are you with your employment as a place to work?

INTERPRETATION: 70% of employees are not so satisfied with their employment as a place of work.

30% of employees are extremely satisfied with their employment as a place of work.

Q19) I know what is expected of me at work?

INTERPRETATION:

70% of employees feel that it is good for them that what is expected of them at work .

20 % of employees feels they are extremely satisfied that they know what is expected from them at work.

10% of employees are some what satisfied with the statement.

Q20) I have the material & equipments I need to do my work right?

INTERPRETATION:

40% of employees are extremely satisfied with the provision material and equipments what they want in the work place.

40% of employees say its good for them for the provision of material and equipments provided them at work place. 20% of employees says they are not so satisfied with the provision of material and equipments provided them at work place.

Q21 At work, I have the opportunity to do what I do best everyday?

INTERPRETATION:

70% of employees are extremely satisfied with the environment at work , that they have the opportunity to do what they do every day.

20% of are satisfied with the environment at work , that they have the opportunity to do what they do every day. 10% are not so are not satisfied with the environment at work , that they have the opportunity to do what they do every day.

Q22) My supervisor seems to care about as a person?

INTERPRETATION:

60% of employees says that they are extremely satisfied with their supervisor seem to care about them as a person.

40% of employees says that they are extremely satisfied with their supervisor seems to care about as a person.

Q23) I receive recognition or praise for doing good work?

INTERPRETATION:

60% of employees are extremely satisfied with the recognition or praise they got in company for doing good work.

30% of employees are satisfied with the recognition or praise they got in company for doing good work. 10% of employees are somewhat satisfied with the recognition or praise they got in company for doing good work.

Q24) At work, my opinion seems to count?

INTERPRETATION:

50% of employees are extremely satisfied that their opinion seems to count in company. 50% of employees say that its good for them that their opinion seems to count in company.

Q25) My fellow employees are committed to doing quality work?

INTERPRETATION:

50% of employees says its good that their fellow employees are committed to doing quality work. 40% of employees are extremely satisfied with the fellow employees that they are committed to do quality work. 10% of employees are somewhat satisfied with their fellow employees that they are committed to do quality work.

Q26) I have a best friend at work?

INTERPRETATION:

70% of employees says that they are satisfied with the statement that they got best friend at work.

30% of employees are extremely satisfied with the statement that they got best friend in work.

Q27) Someone at work has talked to me about my progress?

INTERPRETATION: 60% of employees are satisfied with that statement that there is someone at work that has talked to them about their progress. 30% of employees are extremely satisfied with that statement that there is someone at work that has talked to them about their progress. 10% of employees are somewhat satisfied with the statement that there is someone at work that has talked to them about their progress.

Q28) I have opportunities at work to learn & grow?

INTERPRETATION:

50% of employees are extremely satisfied with the opportunity at work to learn and grow. 40% are satisfied with the opportunity at work to learn and grow. 10% are somewhat satisfied with the opportunity at work to learn and grow .

Q29) Physical facilities are adequate?

INTERPRETATION:

90% of employees are satisfied with the adequatity of physical facilities. 10 % of employees are extremely satisfied with the adequatity of physical facilities.

Q30) Company policies are favorable?

INTERPRETATION: 40% of employees are extremely satisfied with the company policies.

40% of employees are satisfied with company policies. 20% of employees are somewhat satisfied with company policies.

FINDING OF THE PROJECT

The project has been done to know the exact outcome of the satisfaction level of employee of Bhilai steel Plant Plant. Some of the departments have been taken as sample. Production and Safety department have been combined together. In same way finance & account and audit is made as one department. So by interpreting and after having interactions with the executives the following are the main outcome Mostly satisfied employees are in age group between 3550 . Both Executives and Non-Executives. Mostly employees are extremely satisfied with locations provide to them.

Mostly employees of BSP are extremely satisfied with times and flexibility in working timing.

Mostly employees says they good good opportunities for promotions .

Mostly employees are satisfied with their relation with supervisors and also with subordinates ,also some of the employees says that they are not satisfied with their coworker relationship.

Some of the employees say that they are not getting opportunity to utilize their skill and talent. Mostly employees say that they are extremely satisfied by the support they got as additional training and education and they got varities of job responsibility. Some of employees says that they wont get independence associated with their work role and also they wont get opportunity for periodic changes in duties.

Mostly employees says that they are not satisfied with their employment as a place to work.

Mostly employees says that they got material and equipment to do what they need to do their work right. Mostly employees are strongly agrees as they got recognition or praise for doing good work and their opinion seem to count. Mostly employees says they got friend at work and also there is someone at work that talk to me about my progress. Mostly employees say they got opportunities at work to learn and grow.

Employees says that there are adequate facilities and company policies are favorable.

physical

From the Questioners its is clear that maximum employees are satisfied with their job and those who are not satisfied related to that point HR Persons must take some steps.

LIMITATION OF THE PROJECT

The project work required full concentration and personal visit to the different department. In order to collect data and information regarding the required elements for reaching the objective, the work became limited because of the main problems faced during this project work like: Most of the executives did not response in proper manner they were much hesitated to answer. Some employees did not want to disclose the actual fact of their experience of the work they are doing and the work culture. Completion time for the project was one and half month, which was less as per the contribution required to prepare it was more than what was in hand. Due to 50-sample size we may not cover all the employee of organization. The response given by the researcher was not always accurate since satisfaction is quantitative indicator of the respondents regarding their understanding of satisfaction? Generally respondents are based to the question raised, thus the result of research will have error and the very purpose of research is lost there took almost care while dealing with respondents.

CONCLUSION OF THE PROJECT:

As per the data analysis and its interpretation it can be concluded that, employee satisfaction is the source or a way to inculcate new ideas, enhance knowledge and skills of the employee. It plays a great role to make the work effective and efficient. The success of the organization depends on the working ability and capability of its employees. The analysis is made from two dimensions i.e., (1) To identify the number of satisfied and dissatisfied members satisfaction supervisor. Regarding the factors contributing to job satisfaction, it is found that high satisfaction among managers results due to factors like sense of achievement, interest in job, visible results, inter-personal results and salary. However, supervisors job satisfaction is influenced by factors like responsibility, technical supervision, nature of work, salary etc. There are some variations in the relative importance of factors leading to high job satisfaction in Bhilai Steel Plant. (2) To identify the factors contributing to high and low satisfaction among managers and

SUGGESTION OF THE PROJECT:

The behavioral aspects like recognition, job prestige, and sense of belongingness and work environment should be improved more among managers of BSP.

Performance appraisal system and promotional system should be improved in the company so that desirable candidate must get appreciation and benefit.

In order to improve job satisfaction of supervisors, the management should pay more attention to aspects like training, etc. There must be a strong feedback system implemented so that each employee can express his feeling. HR Department must draw a wage line for each position so that skills, ability and experience can be justified. There must be a set of clear job description and job specifications. work environment, performance appraisal methods, relations with associations, recruitment policy

HR- Manual must prepared by the department regularly that will help new as well as old employee to know the organization, its policy, principles, and his authority, responsibility and their duties.

Those employees who are somewhat satisfied by HR persons.

and not

satisfied with the company should be more concentrated

Those employees who are extremely satisfied with the company is also be taken care so that employee retention must be maintain. Those who feel company is good or ok should also be taken care by HR person.

9. Student work profile


Here I worked as a management trainee or as a key

developments for RAJHARA MECHANISED MINES. I worked on some burning topic like related to JOB SATISFACTION IN BSP. The company has also retail operations across all business verticals. Rajhara Mechanized trainees. Here, I get;
1. Specially

Mines offers a host and a

comprehensive support infrastructure to its employee or

designed Training Program to develop the

necessary knowledge related to company.


2. Technology that guarantees

the development of the

company.
3. A dedicated Employees to help in work and other company

related queries
4. 24x7 office supports.

5. How to analyze the fundamentals of the company.

10. BIBLIOGRAPHY:10.1 Books: K. Aswathapa, Human Resource & Personnel

Management, Tata McGraw Hill Publishing Company Ltd., 4th edition.

Dr.

P.Subbarao, C.R.:

Personnel Research

&

Human

Resource New Age

Management, Himalaya Publishing House.

Kothari,

Methodology,

International Publishers.

10.2 Websites: http://wwwsail.co.in

QUESTIONNAIRE
Respected Sir, I am conducting a survey entitled Job Satisfaction Among Employees of BSP. I need your help in conducting this study. Kindly provide your valuable support to fill this questionnaire. Your information will be kept confidential and will be exclusively used for academic purpose.
Neha Deodas MBA MATS COLLEGE, RAIPUR.

PART- I GENERAL INFORMATION Name: Age:

Designation: How Long have you worked for this company? What previous positions have you held with the company? How long have you held your current position? Briefly describe your work responsibilities? PART- II RATING YOUR JOB SATISFACTION 1 Not Satisfied At all 2 3 somewhat satisfied 4 5 extremely satisfied

Using the scale shown above ,rate your satisfaction with the following aspect of your job. Q1 Hours Worked Each Week---------Q2 Flexibility in scheduling--------Q3 Location of work ---------Q4 Amount of paid vacation time/ Sick leave offered-----Q5 Salary-------Q6 Opportunities for promotion--------

Q7 Benefit(Health insurance ,life insurance ,etc)---------Q8 Job security------------Q9 Recognitions for work accomplished--------Q10 Relationships with your co-worker-----------Q11 Relationship(s) with your supervisor(s)-------Q12 Relation with your subordinates(if applicable)--------Q13 Opportunity to utilize your skills talents--------Q14 Support for additional training and education--------Q15 Variety of job responsibilities----------Q16 Degree of independence associated with your work Role ----------Q17 Adequate opportunities for periodic change in Duties ---------Q18 How satisfied are you with your employment as a place to work------------Q19 I know what is expected of me at work---------Q20 I have the material & equipments I need to do my work right-----------Q21 At work, I have the opportunity to do what I do best everyday--------Q22 My supervisor seems to care about as a person------Q23 I receive recognition or praise for doing good work-

Q24 At work, my opinion seems to count------Q25 My fellow employees are committed to doing quality work---------Q26 I have a best friend at work----------Q27 Someone at work has talked to me about my progress------Q28 I have opportunities at work to learn & grow-------Q29 Physical facilities are adequate-------------Q30 Company policies are favorable-------------

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