report on welfare of tata steel

TATA STEEL COMPANY
2013
WELFARE FACILITIES
AT
A-F BLAST FURNACE

V.B.S PURVANHAL UNIVERSITY Page 2
A
PROJECT REPORT
ON
“WELFARE FACILITIES IN THE ORGANIZATION”
At
A-F Blast Furnaces
Of
TATA STEEL
Jamshedpur
(Submitted in partial fulfillment of MHRD)
UNDER THE GUIDANCE OF: SUBMITTED BY:
MISS.SONAM RANJAN ARCHANA SINGH
(MANAGER, A-F BLAST FURNACES)
MR.P.K CHOUDHARY
C(TRAINING COORDINATOR, A-F BL.FCS)

CERTIFICATE
This is to certify that the project report titled „WELFARE FACILITIES IN THE
ORGANIZATION Workplace at „A-F‟ blast furnace ‟of Tata Steel Jamshedpur, from 19th
Jun to 31 July is a bonafide work carried out by ARCHANA SINGH for partial fulfillment
of the requirement of MHRD , under our guidance during the academic session 2012-2014.
She has done her work with dedication sincerity and honesty. She showed great enthusiasm
to learn and was very much devoted towards her project.
We believe that the project report will help our department in taking steps to optimize
benefit of the company.
It is also certified that the report presented embodies the original work of the student .The
present report can be forwarded for evaluation.
I wish her good luck and success in life.
MISS.SONAM RANJAN MR.P.K CHOUDHARY
MANAGER (HR/IR), TRAINING COORDINATOR,
„A-F‟ BLAST FURNACES, „A-F‟ BLAST FURNACES,
TATA STEEL, JAMSHEDPUR. TATA STEEL, JAMSHEDPUR.

DECLARATION
I, ARCHANA SINGH do hereby declare that the project report entitled “WELFARE OF
FACILITIES IN THE ORGANIZATON at 'A-F‟ Blast furnace”, a department of TATA
STEEL, Jamshedpur Studying at V.B.S Purvanchal University Jaunpur. For the partial
fulfillment of the requirement for the degree Master of human resource development is an
original piece of work and has not been submitted earlier to this college or to any other
institute for fulfillment of the course of study.
DATE: SIGNATURE:
PLACE:

ACKNOWLEDEGEMENT
Coming together is beginning, working together is success….
These words truly express all the joy and effectiveness of working together.
Completing this project was an arduous task and required all sort of field and table work.
This project could not have been a complete venture without the kind permission of Mr.
PRAKHAR MISHRA, CHIEF, A-F Blast furnaces, TATA STEEL who allowed me to
perform our analysis and subsequent interpretations which form the pillars of this project.
The project required some good guidance and I am immensely thankful to Mr. DIPANKAR
GUPTA, SR.MANAGER (HR/IR), A-F Blast furnaces, TATA STEEL whose efforts and self-
less guidance made my roads much easier than they would have been.
I am deeply indebted and pay my deepest thanks and gratitude to MISS.SONAM RANJAN,
MANAGER (HR/IR), A-F Blast furnaces, TATA STEEL for her support and guidance
during the course of the project.
I also thank Mr. P.K CHOUDHARY, TRAINING COORDINATOR, A-F Blast furnaces,
TATA STEEL for extending his help and extraordinary support to me during the course of
the project. His guidance was of extreme help and support provided by him was both moral
and technical.
I would like to express my thanks hereby to Mr. GAUTAM GHOSH, HEAD, Tata
Management and Development Centre, for allowing me to perform the work of this project
in this esteemed organization.
I would also like to thank the unsung heroes of this project. They are my parents, friends,
brothers and sisters who took all pains and gave me all sorts of support for doing this
project.
Thanks to all and almighty.
Signature:

CONTENTS
SECTION-1
INTRODUCTION
Introduction 9
Significance of the study 10
Objectives of the study 11
Scope of the study 12
Limitation 13
SECTION-2
CONCEPTUAL FRAMEWORK
Introduction of topic 16-21
Definition 22
Types/method 23
Process 24
Conclusion 25
SECTION-3
ORGANIZATION AT A GLANCE
Company profile 27
Background 28-29
History 30
Founder
Vision and mission 31
Competitors 32
Organization structure 34-38
Products
Production process(including flow chart) 39
Milestones and achievements 40-41
Hr practices in the organization 41-47
Conclusion 48

SECTION-4
METHODOLOGY
Introduction 50
The population and universe 50-51
The sample and sampling technique 51-55
Measures[About the questionnaire] 56-57
Research design 57
Data collection 58
SECTION-5
RESULT AND DISCUSSION
Demographic data(tables,charts,graphs on data collection and
interpretation) 60-69
SECTION-6
SUMMARY, CONCLUSION, AND SUGGETIONS
Summary 71
Conclusion 72
Suggestions 73
Bibliography 74

SECTION-1
INTRODUCTION

Significance of the study-
significant" means important, while in Statistics "significant" means probably true (not due to
chance). A research finding may be true without being important. When statisticians say a result
is "highly significant" they mean it is very probably true. They do not (necessarily) mean it is
highly important.
If you do a large number of tests, falsely significant results are a problem. Remember that a 95%
chance of something being true means there is a 5% chance of it being false. This means that of
every 100 tests that show results significant at the 95% level, the odds are that five of them do so
falsely. If you took a totally random, meaningless set of data and did 100 significance tests, the
odds are that five tests would be falsely reported significant. As you can see, the more tests you
do, the more of a problem these false positives are. You cannot tell which the false results are -
you just know they are there.
Limiting the number of tests to a small group chosen before the data is collected is one way to
reduce the problem. If this isn't practical, there are other ways of solving this problem. The best
approach from a statistical point of view is to repeat the study and see if you get the same results.
If something is statistically significant in two separate studies, it is probably true. In real life it is
not usually practical to repeat a survey, but you can use the "split halves" technique of dividing
your sample randomly into two halves and do the tests on each. If something is significant in
both halves, it is probably true. The main problem with this technique is that when you halve the
sample size, a difference has to be larger to be statistically significant.
The last common error is also important. Most significance tests assume you have a truly random
sample. If your sample is not truly random, a significance test may overstate the accuracy of the
results, because it only considers random error. The test cannot consider biases resulting from
non-random error (for example a badly selected sample).

OBJECTIVES OF THE STUDY-
To identify the present Welfare status of the employees of a-f blast furnaces.
To identify the present welfare care delivery system available.
To identify the gap, if any.
Recommendation for improvement
This study program has got the following objectives:
To find employee welfare of employee for A-F blast furnace.
To conduct EW survey and analyze data.
To find correlation, standard deviation, mean and index with respect to happiness.
To find the gap and give relevant recommendation for it.
To get practical knowledge in the areas of personnel management and Industrial
relations.
To study the composition of employer and employee relation existing in the organization.
To know the facilities provided to the employees as well as the public by the
organization.
To study the statutory and non-statutory welfare practices adopted by organization..
To study organizational culture and style.
To suggest the modification/improvement for the existing system

Scope of the study
Integrated steel plant comes under the hazardous processes. So, it is very important to
implement a comprehensive sustainable occupational health management system in order
to maintain highest degree of physical, mental and social wellbeing of a person.
Analyzing the present system, finding the gaps and implementing the recommendations
which will help to improve delivery system
Gathering information and theoretical knowledge is a part of study. It become complete
when added with practical knowledge as the noted truth comes to sight. Hence one
becomes more efficient and effective when a flavor of practical out look is added to the
bosky mind. As the study has got wide relevance is formulating valid information about
the organization, it helps in getting a critical look in to the personnel practices of the
organization. Organizational behavior employer employee relationship and the working
environment of the organization in relation to theoretical knowledge. It gives a previous
idea about the job and working environment to the future decision- making how to
perform by assigned job successfully and tact fully.
As there is saying, practice makes a man perfect and the knowledge. This does not deal
with the practical application, is said to be unscientific and unsystematic. More over the
branch of management, which deals with the most critical and important factor of
production, requires not only theoretic background but also some practical experience to
have some knowledge on day-to-day problem solving.

Limitations-
 Nsecuritylimiting access to the population of concern
 thelack of time to carry out a survey
 thelack of funding necessary to carry out a survey
 Thelower priority for carrying out a survey because of competing urgent tasks
Time was the most important constraint in carrying out this project.
During the research methodology process/time, it was difficult to collect
information because of the busy schedule for their work.
Due to heavy workforce, it was really difficult for me to collect information from
each and every worker.
There was scope of biased response. Employees could be biased regarding
opinions towards certain factors while answering the questionnaire.
The outcome has been used to generalize the overall perception of the abnormalities in
health without peculiarities of all the respondents.

SECTION-2
CONCEPTUAL
FRAMEWORK

Introduction of the topic-:
Contract workers, hired through labour contractors, are often poorly skilled and get paid less than
regular employees for the same work, leading to resentment among these workers. Industry-wide
efforts have now started to improve the situation, particularly in the wake of the violence at car
maker Maruti Suzuki's Manesar factory last July when one senior executive was killed and
several injured after workers went on a rampage.
Industrial progress depends on satisfied labour force and in this connection the importance of
labour welfare measures was accepted long back. Way back in 1931 the Royal
Commission on Labour stressed the need of labour welfare primarily because of the harsh
treatment meted out to the workers.
Companies prefer having part of their workforce on contract to retain the flexibility to adjust to
business cycles and also to save costs they would have to incur on permanent staff.
The Basic purpose of labour welfare is to enrich the life of employees and keep them contended.
However, the Committee on Labour Welfare (1969) defined the phrase to mean,
“Such facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities arrangements for travel to and from and for accommodation of workers
employed at a distance from their homes, and such other services, amenities and facilities
including social security measures as contribute to conditions under which workers are
employed.”CONTRACT labour constitutes a large section of the vast multitude of unorganized
labour in the country. It is an inevitable economic necessity because the system provides much-

needed employment to a large number of workers in various project s and jobs. Moreover, while
some jobs are of a purely temporary nature requiring workers on a casual, some others require
special skills and workers need to be hired for short periods.
The Contract Labour (Regulation and Abolition) Act, 1970 was passed to prevent the
exploitation of contract labour and also to introduce better conditions of work. It provides for the
abolition of contract labour wherever possible and practicable and regulation of their
employment where it cannot be abolished altogether.This Act applied to manufacturing
establishments using mechanical power and employing 20 or more contract workers.
Evaluation of the welfare activities
There are four major steps involved in the evaluation process:
1. Process Identification – a full understanding of the existing facilities provided by the
company.
2. Information Gathering – identify the objectives , risks and key controls.
3. Interviewing and mapping – understanding the point of view of individuals involved in
the activity and design the maps.
4. Analysis – utilizing tools and approaches to make the process run more effectively and
efficiently.
In order to effectively analyze the welfare measures, reviewers need a tool that takes into account
the objectives of the business, the actual work being accomplished, and most importantly the
impact of the measures on workers.

Welfare Facilities provided to the Contract workers at Tata Steel Jamshedpur
Welfare activities may broadly be classified into two categories:
1. Statutory welfare facilities
2. Non-Statutory welfare facilities
STATUTORY WELFARE FACILITES
Welfare Amenities Statutory Requirements
Canteens (sec 16) 1 unit of canteen for no of workers ≥100
Employment tenure of the
contract worker ≥ 6 months Food at subsidised(no profit no loss) rate
Dining-hall should accommodate 30% worker at a time
Foodstuffs and other items shall be in conformity with the
normal habits of the worker
Should be kept clean and hygienic
Rest-room (sec 17)
Wherein halt at night is required in connection with the
working
Employment tenure of the
contract worker ≥ 3 months Separate for men and women
Floor area ≥1.1 sq. metre per person

Convenient distance from the department and supply of
wholesome drinking water
Latrines and Urinals (sec 18) Separate for men and women
For every 25 females ≥ 1 latrine, provided no. of workers
>100
For every 25 males ≥ 1 latrine, provided no. of workers
>100
For every 50 females ≥ 1 latrine, provided no. of workers
>500
For every 50 males ≥ 1 latrine, provided no. of workers
>500
Conveniently situated and accessible at all times
Adequately lighted , clean and sanitary condition at all
times
Water shall be accessible in or near the latrine and urinal
90cm height to be covered by tiles.
Connected with a flush sewage system shall comply with
the requirements of the public health authorities.

Drinking Facilities (sec 18)
No drinking water facility shall be situated within six
meters of any washing place, urinal, latrine, spittoon,
open drain carrying sewage or effluent or any other
source of contamination
4.5 Lt/per day/per worker
Washing Facilities (sec 18) Separate for men and women
Conveniently accessible , clean and hygienic
First Aid Facilities (sec 19)
For 150 contract worker ≥ 1 first aid box(distinctly marked
with a red cross)
Trained person in charge of the first aid box treatment
The availability of welfare facilities, their location and regular maintenance must be considered
at the planning and preparation stage. When planning welfare provision, consider:
1. The nature of the work to be carried out and the health risks associated with it.
2. the distance workers will have to travel to the welfare facilities;
3. the duration of the work and number of different locations;
4. the numbers of people who will use them;
5. the cleaning and maintenance of the welfare facilities;

NON-STATUTORY WELFARE ACTIVITIES
Welfare
Measures
Description Purpose
Mass Meeting Conducted every month
Agenda: Safety , Health,
Environment , Recent
issues/incidents awareness programs
Workers should be aware of the health
and safety implications; Avoid
accidents and health related incidents;
General awareness of occurrence of
such incidents in other departments or
organizations
Area
Implementation
Scheme
Conducted every month
Agenda: Communication platform
for the workers and contractors to
raise their grievances , Suggestions
for the issues faced
Equal opportunity should be given to
everybody to put forth their grievances

INITIATIVES
UNDER
PROCESS
Health Check-up Conducted annual
Initiative of OHS department
To ensure the well-being of the workers
working within the premises of the
manufacturing plants.
Skill Development
Critical skills: Lancers
There is frequent requirement for lancers
across the blast furnaces. Skill
development of those trades will be
beneficial to the company who runs six
blast furnaces till date.
DEFINISION OF WELFARE-:
The term "welfare" is defined as the economic well being of an individual, group, or economy.
For individuals, it is conceptualized by a utility function. For groups, including countries and the
world, it is a tricky philosophical concept, since individuals fare differently. In an industrial
sense, welfare is defined as physical and mental well being of an employee. Welfare includes
anything is done for the comfort and improvement of employee and is provided over and above
the wages .welfare helps in keeping morale and motivation of the employees high so as to retain
the employees for longer duration. The welfare measures need not in monetary terms only but
any kinds /forms. Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health, industrial relation at insurance against
disease, a accident and unemployment for the workers and their families. Labour welfare entails
all those a activities of employer which are directed towards providing the employee with certain
facilities and services in addition to wages or salary.

Objective of welfare-:
Labor welfare has the following objectives:
1. To provide better life and health to the workers
2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
The basic features of labor welfare measures are as follows:
1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the whole personality
of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make their
work life better and also to raise their standard of living. The important benefits of welfare
measures can be summarized as follows:
They provide better physical and mental health to workers and thus promote a healthy
work environment
Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers‟ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
The social evils prevalent among the labors such as substance abuse, etc are reduced to a
greater extent by the welfare policies

Type/method-
METHODS
1. Job Descriptive Index (JDI)
Job Descriptive Index is a scale used to measure five major factors associated with
job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers. The JDI was first
introduced in 1969 and since then has been used by over 1,000 organizations in many sectors.
2. Job in General Scale (JIG)Job In General Scale is a method of employee satisfaction and
developed as a global measure of job satisfaction.
JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified in 1985 by
the JDI Research Group.
3. Minnesota Satisfaction Questionnaire (MSQ)
The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employee‟s
satisfaction with their particular job.
Method includes 100 items measuring 20 facets of job satisfaction.
There are three version are available: two long forms (1977 version and 1967 version) and a
short form.
4. Satisfied / dissatisfied method
In this method, you just send a question form that includes:
• What is good thing in our company?
• What is not good one in our company?
This method is suitable for “emergency events” and you need result in a short time
5. Interview method
This method is used for:

• Review all data collected from other method..
• Review key person.
Process-
Consists of three stages-
Primary Stage includes:
i. Observation
ii. Formulating research problem
iii. Research design
Secondary Stage Includes:
i. Project planning
ii. Questionnaire preparation
iii. Data collection
iv. Analysis of data
v. Interpretation
Third Stage includes:
i. Report writing
ii. Observation, suggestions and conclusions
iii. Bibliography

Conclusion-
The employees are found to be satisfied with the welfare facilities provided by Tata Steel Jamshedpur.
Though they still want them to focus on the facilities which are not adequately provided:
i. Canteen Facilities: The quality of food offered in the canteen should be improved.
ii. Drinking water: Cold water provisions should be made available at all convenient locations.
iii. Adequate number of toilets has to be provided especially for the female workers who are
currently facing problems with the shortage.
iv. Washing facilities to be provided at convenient locations.
v. The workers find the mass meeting really useful with respect to safety measures at workplace and
highly interactive.
vi. The workers by the medium of Area implementation scheme are given an opportunity to address
their grievances and provide the company with their suggestions to better improve their
processes.

SECTION-3
ORGANIZATION AT A
GLANCE
Company profile-

“We do not claim to be more unselfish, more generous or more
philanthropic than other people. But we think we started on sound and
straight forward business principles, considering the interest of the
shareholders, our own and the health and welfare of our employees, the
sure foundation of our prosperity”.
- J N Tata (1839-1904)
''Every company has a special continuing responsibility towards the
people of the area in which it is located. The company should spare
its engineers, doctors, managers to advise the people of the villages
and supervise new development undertaken by co-operative effort
between them and the company.''
- JRD Tata (1969)
“I do believe that we in the Group have held a view and held a sense
of purpose that our Companies are not in existence just to run our
business and to make profit- and that we are responsible and good
corporate citizens over and above our normal operations. By that, I
mean that we play a part in the community and we shoulder
community responsibility as part of social responsibility of our nation.
And, these responsibilities are not to be confused with employee
welfare, but they go beyond our own employees and in fact
concentrate on the contribution to the community and to the nation."
- Ratan N Tata (1996)
Background-:

Backed by 100 glorious years of experience in steel
making, Tata Steel is the world‟s 6th largest steel
company with an existing annual crude steel production
capacity of 30 Million Tonnes Per Annum (MTPA).
Established in 1907, it is the first integrated steel plant
in Asia and is now the world`s second most
geographically diversified steel producer and a Fortune
500 Company. Tata Steel has a balanced global presence
in over 50 developed European and fast growing Asian
markets, with manufacturing units in 26 countries. It
was the vision of the founder; Jamsetji Nusserwanji Tata., that on 27th February, 1908,
the first stake was driven into the soil of Sakchi. His vision helped Tata Steel overcome
several periods of adversity and strive to improve against all odds.
Tata Steel`s Jamshedpur (India) Works has a crude steel production capacity of 6.8
MTPA which is slated to increase to 10 MTPA by 2010. The Company also has proposed
three Greenfield steel projects in the states of Jharkhand, Orissa and Chhattisgarh in India
with additional capacity of 23 MTPA and a Greenfield project in Vietnam.
Through investments in Corus, Millennium Steel (renamed Tata Steel Thailand) and
NatSteel Holdings, Singapore, Tata Steel has created a manufacturing and marketing
network in Europe, South East Asia and the pacific-rim countries. Corus, which
manufactured over 20 MTPA of steel in 2008, has operations in the UK, the Netherlands,
Germany, France, Norway and Belgium.
Tata Steel Thailand is the largest producer of long steel products in Thailand, with a
manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTPA mini blast
furnace project in Thailand. NatSteel Holdings produces about 2 MTPA of steel products
across its regional operations in seven countries.
Tata Steel, through its joint venture with Tata BlueScope Steel Limited, has also entered
the steel building and construction applications market.
The iron ore mines and collieries in India give the Company a distinct advantage in raw
material sourcing. Tata Steel is also striving towards raw materials security through joint
ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata
Steel has signed an agreement with Steel Authority of India Limited to establish a 50:50
joint venture company for coal mining in India. Also, Tata Steel has bought 19.9% stake
in New Millennium Capital Corporation, Canada for iron ore mining.

Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferro-chrome
plant in South Africa and setting up of a deep-sea port in coastal Orissa are integral to the
Growth and Globalization objective of Tata Steel.
Tata Steel‟s vision is to be the global steel industry benchmark for Value Creation and
Corporate Citizenship.
Tata Steel India is the first integrated steel company in the world, outside Japan, to be
awarded the Deming Application Prize 2008 for excellence in Total Quality
Management
A Century of trust
Public Company
Incorporated: 1907
Employees: 81622
Profit: US$ 1.00 billion (2012)
INTRODUCTION:
Tata Steel (BSE: 500470), formerly known as TISCO and Tata Iron
and Steel Company Limited, is the world's sixth largest steel
company, with an annual crude steel capacity of 28 million tones. It is
the second largest private sector steel company in India in terms of
domestic production. Ranked 315th on Fortune Global 500, it is based
in Jamshedpur, Jharkhand , India. It is part of Tata Group of
companies. Tata Steel is also India's second-largest and second-most
profitable company in private sector with consolidated revenues of Rs
1,32,110 Crore and net profit of over Rs 12,350 crore during the year ended March 31,
2008. TISCO decided to change its name to “Tata Steel Limited” in 2005 to make it
multinational in operation across various countries.
Its main plant is located in Jamshedpur, Jharkhand, with its recent acquisitions the
company has become a multinational with operations in various countries. The registered
office of Tata Steel is in Mumbai. The company was also recognized as the world's best
steel producer by World Steel Dynamics in 2005. The company is listed on Bombay
Stock Exchange and National Stock Exchange of India, and employs about 82,700 people
(as of 2007).

Company History:
Tata Steel was established by Indian Parsi businessman Jamshetji Nusserwanji Tata in
1907 (he died in 1904, before the project was completed). Tata Steel introduced an 8-
hour work day as early as in 1912 when only a 12-hour work day was the legal
requirement in Britain. It introduced leave-with-pay in 1920, a practice that became
legally binding upon employers in India only in 1945. Similarly, Tata Steel started a
Provident Fund for its employees as early as in 1920, which became a law for all
employers under the Provident Fund Act only in 1952. Tata Steel's furnaces have never
been disrupted on account of a labour strike and this is an enviable record.
Tata Iron & Steel Company Ltd. (TISCO) is the iron and steel production company
associated with the Tata group of some 80 different industrial and other business
enterprises in India, founded by members of the Tata family. TISCO operates as India's
largest integrated steel works in the private sector with a market share of nearly 13
percent and is the second largest steel company in the entire industry. Its products and
services include hot and cold rolled coils and sheets, tubes, construction bars, forging
quality steel, rods, structural, strips and bearings, steel plant and material handling
equipment, Ferro alloys and other minerals, software for process controls, and cargo
handling services. Through its subsidiaries, TISCO also offers tinplate, wires, rolls,
refractories, and project management services.
Company Perspectives:
Consistent with the vision and values of founder Jamshetji Tata, Tata Steel strives to
strengthen India's industrial base through the effective utilization of staff and materials.
The means envisaged to achieve this are high technology and productivity, consistent
with modern management practices. Tata Steel recognizes that while honesty and
integrity are the essential ingredients of a strong and stable enterprise, profitability
provides the main spark for economic activity.

FOUNDER/VISIONARIES/PIONEERS:
JAMSHETJI NUSSERWANJI TATA (1893-1904): A visionary entrepreneur, an
avowed nationalist and a committed philanthropist, Jamsetji Tata helped pave the path to
industrialisation in India by seeding pioneering businesses in sectors such as steel,
energy, textiles and hospitality.
It was the vision of the founder, that on 27th
February, 1908, the first stake was driven
into the soil of Sakchi. His vision helped Tata steel overcome several periods of adversity
and strive to improve against all odds. At the age of 43, he read a report by a German
geologist, Ritter von Schwartz on the, availability of iron ore in Chanda district in the
central Provinces, which gave him the idea of giving India a steel plant. He formed the
Tata Iron and Steel Company Limited in 1907 in Mumbai.
SIR DORABJI TATA: Jamshetji Nusserwanji Tata had exhorted to his sons to pursue
and develop his life‟s work, his elder son, Dorab Tata carried out the bequest with utmost
zeal and distinction. Thus even though it was Jamshetji Tata who had envisioned the
mammoth project, it was in fact Dorab Tata who actually brought the ventures to
existence and fruition. He was the first chairman of the Tata.
JEHANGIR RATANJI DADABHAI TATA (1904-1943): JRD Tata has been one of
the greatest builders and personalities of modern India in the Twentieth century. He
assumed chairmanship of Tata sons limited at young age of 34, but his charismatic,
declined and forward of looking leadership over that the next 50 years and more, led the
company to new heights of achievement, expansion and modernization.
RATAN TATA: He was born on December 28, 1937, in Surat. He is the former
chairman of the TATA group, India‟s largest conglomerate founded by Jamshedji Tata
and consolidated and expanded by later generations of his family. He is one of the most
well-known and respected industrialist in India.

VISION AND VALUES OF THE COMPANY:
“We aspire to be the global steel industry benchmark for
Value Creation and Corporate Citizenship”
Diversity enriches any large organisation and enhances its collective capabilities. A
clear, shared vision is a key requisite for successful diversity management.
We make the difference through:
Our people, by fostering team work, nurturing talent, enhancing leadership
capability and acting with pace, pride and passion.

Our offer, by becoming the supplier of choice, delivering premium products and
services, and creating value with our customers.
Our innovative approach, by developing leading edge solutions in technology,
processes and products.
Our conduct, by providing a safe working place, respecting the environment, caring
for our communities and demonstrating high ethical standards.
MISSION OF THE COMPANY:
Consistent with the vision and values of the founder Jamsetji Tata, TATA STEEL strives
to strengthen India‟s industrial base through the effective utilization of staff and
materials. The means envisaged to achieve this are high technology and productivity,
consistent with modern management practices.
TATA STEEL recognizes that while honesty and integrity are the essential ingredients of
a strong and stable enterprise, profitably provides the main spark for economic activity.
Overall, the Company seeks to scale the heights of excellence in all that it does in an
atmosphere free from fear, and thereby reaffirm its faith in democratic values
COMPETITORS-:
BSE : 500470 | NSE : TATASTEELEQ | ISIN : INE081A01012 | Sector : Iron and Steel
BSE : 244.65 +1.40 (0.58%)
NSE : 244.70 +1.50 (0.62%)
The Competitor
for Tata Steel Ltd. analyzes the current price, book value, P/E ratio and market capitalization of
its peer group and allows you to directly compare it with its competitors.
Competitors for Tata Steel Ltd.
Company Current Price Book Value P/E Ratio Market Cap
(Rs. Cr.)

Electro steel Steels Ltd. 3.40 8.19 0.00 743.49
East coast Steel Ltd. 53.25 -0.92 0.00 26.07
Techno craft Industries (India)
Ltd.
64.90 155.05 3.16 204.61
Gallant I spat Ltd. 75.25 71.97 17.17 201.42
Steel Exchange India Ltd. 66.50 42.90 12.86 345.47
SAL Steel Ltd. 1.85 11.47 0.00 15.72
Factor Steels Ltd. 0.58 -1.17 0.00 11.98
Visa Steel Ltd. 23.60 13.04 0.00 259.60
Steel Authority of India
(SAIL) Ltd.
45.25 101.64 8.61 18,690.63
OCL Iron & Steel Ltd. 23.40 43.41 75.14 313.89
Organization structure-
:
Chief
A-F Blast Furnaces
Head, Operation
(480)
Head, Mechanical Maint.
(134)
Head, Electrical Maint.
(59)
Vice President
(Raw Materials and Coke Sinter & Iron)
Chief
(Coke Sinter & Iron)
A & B Blast
Furnaces
(70)
Supply
Executive
C & E Blast
Furnaces
(70)
D Blast
Furnace
(60)
F Blast
Furnace
(80)
High Line
(55)
Stock
House
(60)
Contractor's labour
(474)
Organizational structure
3

A-F BLAST FURNACES
Organizational Description:
'A-F‟ BLAST FURNACE department is part of Coke, Sinter & Iron Division. It is
located within the works area of the Tata Iron & Steel Co. Ltd., Jamshedpur. The A-F
Blast Furnace came into operation in 1911.
Product and or Services and Delivery:

„A-F‟ Blast Furnace produces hot metal which is the primary input for steel making at
LD #1, LD # 2 & Slab Caster. There are two by-products - slag & BF gas, which are
generated in the process of hot metal making, are also reused. The slag which comes out
with hot metal is granulated at ‟A-F‟ Blast Furnace and sent to Slag Granulation &
Drying Plant. The dried granulated slag serves as input for cement making at ‟La Forge
India Ltd.‟. The BF gas generated in the process is used as fuel in the Works Division.
Thus the process not only helps in maintaining the environment but also results in cost
savings to the company.
The hot metal is delivered to the internal customer, LD # 2 & Slab Caster through track
mounted Torpedo Ladies of 200 tone capacity. The granulated slag is sent to Slag
Granulation & Drying Plant by belt conveyer. The BF gas generated in the process is
cleaned and sent gas ring main for distribution in the Works Division.
Hazards in a-f blast furnaces:
Heat
Gases
Noise
Dust
Burn Injury (molten Metal and Slag)
Explosions (Metal and Gas)
Mobile Equipments
(Iron ladles, Slag Ladles, C.T.Cars, Demag cars)
Mechanical Hazards
Electrical Hazards
Some Important sections of A-F Blast Furnaces
HIGH-LINE:-coke is transferred from the coke storage bin by the CT Car
To the stock-house. Sinter on the other hand is transferred from the sinter storage bin
to the stock-house by the Demag car except for F furnace, in F furnace sinter is
transferred by conveyer belt to stock-house. Most of the time iron ore and
fluxes,(limestone, pyroxinite, dolomite, quartzite) and nut Coke are brought from the
flood loading bunkers(FLB) situated at the extreme end of the high line, whereas in
case of emergency these raw materials are brought from RMH (Raw Material

Handling) by the wagon and is stored in different high linebins designated for
different furnaces.
STOCK-HOUSE: -The major raw materials utilized in iron making are
iron ore and coke. Stock house at A-F Blast furnaces is having two types of charging
facilities. At the A-D blast furnaces charging is being done through Larry car and
skip but in F blast Furnace it is being done through the conveyors and skip. Larry car
consists of two hoppers and a load cell. The car collects material from the different
bins and finally dumps it into the skip. On the other hand at F Blast furnace raw
materials are first collected into aweigh hopper and then dumped into the skip.
Another major difference of A-D blast Furnace s with F
CAST HOUSE: - From the furnace, molten iron and slag is drained
(Cast) into a refractory lined trough on the cast house floor. Using askimmer, the
slag is separated from the molten iron. Molten iron is transported to the Steel Melting
Shop (LD # 1 & 2) by rail using torpedo ladles for processing, whilst slag is
quenched with water to solidify the material then stored as by-product. During the
tapping, dust, Kish, and SO2 are generated. An extraction system is placed along the
trough and pouring positions to remove the airborne materials out of the plant and
into dedusting equipment. The efficiency of the dedusting equipment is reviewed
from time to time.
REGULATORY ENVIRONMENT:
A-F Blast Furnace is governed by the Central and State Pollution Control Board requirement and
the department proactively fulfills all the regulatory requirements. The department is accredited
with the ISO 14001 certification for sound environmental management system. Under this the
department all the legal / statutory requirements related to pollution control, waste disposal, and
safety are met.
The department has a dedicated team to monitor and improve safety, health and environmental
processes with the support of central team. A Safety Health and Environmental committee has
been constituted at the departmental level which ensures implementation of all statutory and non
statutory needs A- F Blast Furnace adheres to all the financial disciplines as prescribed under
various acts, such as income lax, sales tax etc. Minimum qualification and experience for each
position up to the officer is defined and persons are selected based on selection criteria
comprising of written test and/ or interview. The education level of workers is mainly trade
apprenticeship. The supervisors mainly possess a Diploma in various Technical areas. All
Officers hold a Degree or a Diploma in Engineering. Contract labor is used in areas of project
execution and other low-value adding activities.

EMPLOYEE PROFILE
The category-wise / section-wise strength of the department is given below:
Product-:
Tata Steel`s Jamshedpur Works produces hot and cold rolled coils
and sheets, galvanized sheets, tubes, wire rods, construction
rebar‟s and bearings. In an attempt to 'decommoditise' steel, Tata
Steel has introduced brands like Tata Steelium (the world's first
branded Cold Rolled Steel), Tata Shaktee (Galvanized Corrugated
Sheets), Tata Tiscon (re-bars), Tata Bearings, Tata Agrico (hand
tools and implements), Tata Wiron (galvanized wire products),
Tata Pipes (pipes for construction) and Tata Structura
(contemporary construction material). Apart from these product
brands, the company also has in its folds a service brand called “steel junction”.
Corus‟ main operating divisions comprise Strip Products, Long Products and Distribution &
Building Systems Division.
The NatSteel group produces construction grade steel such as rebar‟s, „cut-and-bend‟ cages for
construction, mesh, precage bore pile, PC wires and PC strand.
Sl. No. Section No. Of Employees
1. Office 3
2. Cast House 187
3. Labour Gang 15
4. Common Services 11
5. Highline 47
6. Refractory 14
7. SGP 15
8. Coal Injection Plant 17
9. Traffic 187
10. Mechanical 102
11. Stock House 41
12. Electrical 45
Total 684

Tata Steel Thailand produces round bars and deformed bars for the construction industry.
Corporate Sustainability:
Regarded globally as a benchmark in corporate social responsibility, Tata Steel's commitment to
the community remains the bedrock of its hundred years of sustainability. Its mammoth social
outreach programme covers the company-managed city of Jamshedpur and over 800 villages in
and around its manufacturing and raw materials operations through uplift initiatives in the areas
of income generation, health and medical care, education, sports, and relief.
The Company, fully conscious of its responsibilities to the future generations, has always taken
pro-active measures to ensure optimum utilization of natural resources. This is reflected in the
ISO-14001 certification that all its operations have achieved for environment management. The
SA 8000 certification for work conditions and improvements in the workplace at the steel works
in Jamshedpur, along with its Ferro Alloys and Minerals Division, is a reiteration of its
commitment towards the Company's employees. Tata Steel has pioneered numerous employee
welfare measures such as the 8 hours working day and the three tier joint consultation system of
management which have been the platform for nearly 80 years of industrial harmony in its Steel
Works in Jamshedpur.
Production process-
SGDP
S
L
A
G
Granulated
Cinder Ladle
RMH
(Iron Ore & Fluxes)
Sinter Plant
(Sinter)
Coke Plant
(Coke)
LD#1 & LD#2
Hot
Metal
Torpedo / OT
O2
Steam
Coal
Injection
Cold Air Stoves
Hot
Air
Charge
High Line
Stock House Skip
Process flow
4

Milestones and achievement-:
Awards and Recognitions:
Tata Steel India is the first integrated steel company in the world, outside Japan, to be
awarded the Deming Application Prize 2008 for excellence in Total Quality
Management.
Some Awards and Recognitions received by the Company in the year 2011-2012 are:
Prime Minister‟s Trophy for best performing Integrated Steel Plant
Fluxes
Coal
LD1
LD2
Merchant Mill
New Bar Mill
Wire Rod Mill
Hot Strip Mill
Cold Rolling Mill
LongProductsFlatProducts
CUSTOMER
RollingCoke Sinter & IronRaw Materials Steel
Making
(Internal
Customers)
Fines Sinter
Plant
Coke
Plant
A-F Blast
Furnaces
Hot
Metal
Iron Ore
Position of A-F Blast Furnaces in CSI Division
2

Think Odisha Leadership Award for contribution towards promotion of Self Help
Groups (SHGs) in Odisha
Mr. H. M. Nerurkar, Managing Director, Tata Steel, was conferred with Corporate
Leadership Award
Tata Steel topped the list of India's 50 most admired companies in survey conducted
by Fortune India and Hay Group
Mr. B Muthuraman, Vice Chairman, Tata Steel Limited was conferred the „Padma
Bhushan‟ by President Pratibha Patil
Tata Steel was named among the world‟s most ethical companies by American think
tank, Ethisphere Institute
The prestigious CII-ITC Sustainability Prize 2011
The „Best Sports Advertisement‟ and „Best Corporate Involvement in Sports‟ at
NDTV‟s „Marks for Sports‟ Campaign
CNBC Asia's Corporate Social Responsibility Award at 'CNBC - TV 18 India
Business Leader Awards 2012(IBLA)'
Tata Steel bagged the award in the „Metal Category‟ at the seventh edition of the
prestigious NDTV Profit Business Leadership Awards
Mr. HM Nerurkar, Managing Director, Tata Steel has been conferred with theCEO of
the Year Award-2011 by Indian Institute of Materials Management (IIMM)
CII National Award for Extraordinary Water Management
Thomson Reuters Innovation Award in the “Hi-Tech Corporate” category
Best Conscious Capitalist Award by Forbes India
The Ministry of Labour and Employment, Government of India, conferred the
prestigious Prime Minister‟s Shram Awards for the years 2008, 2009 and 2010, on
twenty one employees of Tata Steel
The Good Corporate Citizen Award by Bombay Chamber of Commerce &
Industry
Tata Steel and Caterpillar Steel Products alliance was recognised for the
prestigious Annual Quality Improvement (AQI) award for significant supply
chain improvements
The CSR Leadership Award in the Think Odisha CSR conclave held in
Bhubaneswar
FAMD & Wires Division of Tata Steel was awarded the prestigious JRDQV
Award
Tata Steel was adjudged winner in 'Corporate Social Responsibility' by
Procurement Leaders Forum Tata Steel was adjudged 'Best in Corporate Social
Responsibility' by Finance Asia
Tata Steel granted Core Supplier status by PSA Peugeot Citroën, IJmuiden,
Tuesday, February 19, 2013

CII-ITC Sustainability Prize 2012 for Tata Steel, New Delhi, Monday, January 14,
2013
HR practices in the organization-:
QUALITY POLICY:
Consistent with the group purpose, Tata Steel shall constantly strive to improve the
quality of life of the communities it serves through excellence in all facets of its
activities. We are committed to create value for all our stakeholders by continually
improving our systems and processes through innovation, involving all our employees.
This policy shall form the basis of establishing and _reviewing the Quality Objectives
and shall be communicated across the organization. The policy will be reviewed to align
with business direction and to comply with all the requirements of the Quality
Management Standard.

ENVIRONMENTAL POLICY:
Tata Steel reaffirms its commitment to minimize the adverse impact of its operation on
the environment. Towards this end, it shall endeavor to:
Set sound environmental objectives and targets, and integrate a process of review,
as essential elements of corporate management.
Install, maintain and operate facilities to comply with applicable Environmental
laws, statues and other regulation.
Conserve natural resources and energy by constantly seeking to reduce
consumption and wastage.
Minimize process waste and promote the recovery and recycling of materials.
Phase out pollution-prone processes and install state-of-art technology for
pollution prevention, and the continual improvement, in environmental
performance.
Develop and rehabilitate waste dumps through afforestation and landscaping.
Develop and environmentally aware work force.This policy has been communicated to
all employees of Tata Steel and shall be made available to the public and
interested parties on demand.
SAFETY POLICY:
Tata Steel believes that a healthy worker is the surest basis for its continued success.
Tata Steel therefore is committed to the task of ensuring the safety and safeguarding the
health of all its employees.
Importance will be given to continuous training for promoting safety consciousness
among all employees. Joint committees of executives and employee‟s representatives will
supervise the company‟s safety measures.
Within his area of responsibility, everyone will be accountable for:
Establishing a safe and healthy work environment. ·
Ensuring compliance with mandatory safety and health requirements.

Proper maintenance and orderly housekeeping to control the risk of damage to
plant and equipment.
Insisting on safe working procedures being followed by employees, contractors
and visitors.
HUMAN RESOURCE POLICY:
Tata steel recognizes that its people are the primary source of its competitiveness. It is
committed to equal employment opportunities for attracting the best available talent and
ensuring a cosmopolitan workforce.
It will pursue management practices designed to enrich the quality of life of its
employees, develop their potential and maximize their productivity. It will aim at
ensuring transparency, fairness and equity in all its dealing with its employees.
Tata steel will strive continuously to foster a climate of openness, mutual trust and
teamwork.
ALCOHOL AND DRUGS POLICY:
Tata Steel believes that the loyalty and commitment of its employees depend upon the
quality of life they are offered at work and at home.
We recognize that indiscriminate use of alcohol and drugs is injurious to the well-being
of individuals, their families and the community as a whole. We acknowledge that the
misuse of these psychoactive substances is a major health and safety hazard.
Tata Steel is therefore committed to creating an alcohol and drug-free environment at the
work place. This would be achieved through the involvement of all employees and the
Joint Departmental Councils in spearheading appropriate initiatives.
The initiatives would include:

Raising awareness, through the dissemination of information, education and
training and by promoting healthy life styles among our employees and their
families.
Motivating those employees who have an alcohol/drug problem, to seek
assistance, while maintaining confidentiality about such cases.
HIV (+) & AIDS CONTROL POLICY:
Tata Steel would take measures to prevent the incidence and spread of HIV and AIDS in
our society. In case of need, the company would arrange to provide counseling and
medical guidance to these patients and their families.
Motivating those employees who have an alcohol/drug problem, to seek assistance while
maintaining confidentiality about such cases.
STRATEGIC OBJECTIVE OF ‟A-F' BLAST
FURNACE:
Ensure "Zero" accidents
Improving Furnace Campaign Life
Achieve the targets on Conversion Cost and Cost reduction initiatives
Ensure compliance to MOU with customers
Work towards winning DGP.
ENVIRONMENTAL PLAN:
To maintain ISO 14001 certification
Plantation of additional trees
Develop waste land into greenery
Control emission norms within legal norms
Check and review waste bins conditions weekly
Conduct emergency drills as per the plan
Ensure availability of pollution control devices

ROLE OF HR/IR DIVISION IN TATA STEEL
SWOT ANALYSIS OF HR/IR DIVISION OF TATA STEEL
SWOT Analysis is a strategic planning method used to evaluate the Strengths, Weaknesses,
Opportunities, and Threats involved in a project or in a business venture. It involves specifying
the objective of the business venture or project and identifying the internal and external factors
that are favorable and unfavorable to achieving that objective. SWOT analysis for the HR/IR
division of TATA STEEL is as follows:
Strengths:
Loyal workforce.
Responsible union.

In-house training capability.
Retraining and redeployment of surplus workforce.
Weakness:
Low skill profile.
Adverse age mix.
Low productivity.
High labor cost.
Opportunities:
Modernization of existing plant.
Technology Up- gradation.
Closure of unviable / non – core units.
Expansion program.
Threats:
Globalization induced competition.
„No retrenchment‟ policy.
Escalating lab our cost.
MANAGEMENT:

Mr. Cyrus P Mistry - Chairman
Mr. Cyrus P. Mistry is the Chairman of Tata Sons. He was formally appointed as the
Chairman of Tata Sons with effect from December 28, 2012.
Mr. B. Muthuraman - Vice Chairman
Mr. B Muthuraman joined Tata Steel in 1966 as a Graduate Trainee. On completion of
training, he worked in the areas of Iron-making and Engineering Development for ten
years and then moved to the Marketing & Sales Division and spent nearly twenty years
there, ultimately rising to the position of Vice President.
Mr. H. M. Nerurkar - Managing Director
Hemant M. Nerurkar has been Executive Director of India and South East Asia of Tata
Steel Limited since April 9, 2009 and Managing Director since October 01, 2009.
Conclusion
After doing a study of this project representing on Motivation technique of leading company
Tata Steel, I have come to a conclusion that Tata Steel is one of the largest and most widespread
of the manufacturing company and well planned in motivational tools, Tata Steel have adopted
various technique for all different level of management
In all Tata Steel Organization, new approaches to motivation are being used. In many territories,
the strategies are manual but, as automated methods become more pervasive, those mechanisms
that support its use will assume greater popularity
Whatever the strategies selected for use, the objective is to motivate employees and make him
more qualified, committed individuals into the organizations and ensure that the provision of
Tata Steel to the their employee is timely and effective, that the goods are of consistent high
quality and that the organizations achieve the objectives for which they have been established

Tata Steel also manage their Monetary and non monetary methods of motivation system between
all level of management according to their preference
SECTION-4
METHODOLOGY-:

Introduction-:
Research means scientific and systematic search for pertinent information on a specific
topic. According to CLIFFORD WOODY research comprises defining and redefining
problem, formulation hypothesis or suggest solution, collecting, organizing and
evaluation data-making deductions and reaching conclusion; and at last carefully testing
the conclusions to determine whether they fit the formulation of hypothesis
Population and universe-:
Definition - a complete set of elements (persons or objects) that possess some
common characteristic defined by the sampling criteria established by the
researcher

Composed of two groups - target population & accessible population
Target population (universe)
The entire group of people or objects to which the researcher
wishes to generalize the study findings
Meet set of criteria of interest to researcher
Examples
All institutionalized elderly with Alzheimer's
All people with AIDS
All low birth weight infants
All school-age children with asthma
All pregnant teens
Accessible population
the portion of the population to which the researcher has
reasonable access; may be a subset of the target population
May be limited to region, state, city, county, or institution
Examples
All institutionalized elderly with Alzheimer's in St.
Louis county nursing homes
All people with AIDS in the metropolitan St. Louis area
All low birth weight infants admitted to the neonatal
ICUs in St. Louis city & county
All school-age children with asthma treated in pediatric
asthma clinics in university-affiliated medical centers in
the Midwest
All pregnant teens in the state of Missours
Sample and sample technique-:

SAMPLING
1.Population refers to the collection of all items about which the researcher wants to study some
characteristics. It may also be called a universe.
2.A sampling frame is the source material or device from which a sample is drawn.
Here sample frame was workers, associate & supervisor.
3. A "sampling unit" is typically thought of as an object that has been sampled from
a statistical population. This term is commonly used in opinion polling and survey sampling
4. Techniques of sampling:- I have used the Simple random sampling technique. It is a
technique, in which every unit of population has equal and known chance of being included in
the sample. It is free from sampling bias. It is a scientific method, is economical, uses theory of
probability and insures accuracy. A few demerits could be it is costly, unsuitable for
heterogeneous population, requires large samples etc.
A sample of 70 employees among them is selected for the study at random. The study is to get
the information about the employees who are satisfied with their working conditions and overall
environment in their working.
THE RESEARCH PLAN:-
DEFINE RESEARCH PROBLEM
REVIEW OF CONCEPTS AND RESEARCH THEORIES
RESEARCH DESIGNS
(INCLUDING SAMPLE DESIGN)
COLLLECTION OF DATA
(INCLUDING SAMPLE DESIGN)

ANALYSIS AND INTERPRETATION OF DATA USING
STATISTICAL TOOLS
FINDINGS
SUGGESTIONS
CONCLUSION
(III) DATA COLLECTION TECHNIQUES/TOOLS:-
The relevant data was collected from both primary sources and secondary sources. The starting
point of my information gathering has been the secondary sources such as internet, books, and
journals and so on.
First, I made a study of the employee satisfaction of the manufacturing companies to analyze its
personnel‟s satisfaction level through secondary sources such as internet, magazines, and
journals and so on. Then I gathered information about the satisfaction level survey conducted for
employees in Shriram Filaments & Ropes Pvt. Ltd. by interacting with some of the employees &
staff already working for the company.
Primary data:-

In primary data collection, you collect the data yourself using methods such as interviews and
questionnaires. The key point here is that the data you collect is unique to you and your research
and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:
• Questionnaires
• Interviews
• Focus group interviews
• Observation
• Case studies
• Diaries
• Critical incidents
• Portfolios
The primary data, which is generated by the above methods, may be qualitative in nature
(usually in the form of words) or quantitative (usually in the form of numbers or where you can
make counts of words used).The main sources used by me are Questionnaires and Interviews.
Secondary data:-
All methods of data collection can supply quantitative data (numbers, statistics or financial) or
qualitative data (usually words or text). Quantitative data may often be presented in tabular or
graphical form.. For example, this could mean using:
Data collected by a hotel on its customers through its guest history system, data supplied by a
marketing organization, annual company reports, government statistics.
Secondary data can be used in different ways:
You can do something with the data. If you use it (analyze it or re-interpret it) for a different
purpose to the original then the most likely place would be in the „Analysis of findings‟ section
of your dissertation.
Most research requires the collection of primary data (data that you collect at first hand), and this
is what students concentrate on. Unfortunately, many dissertations do not include secondary data
in their findings section although it is perfectly acceptable to do so, providing you have analyzed

it. It is always a good idea to use data collected by someone else if it exists – it may be on a
much larger scale than you could hope to collect and could contribute to your findings
considerably.
Sources can be classified as:-
1.Paper-based sources – books, journals, periodicals, abstracts, indexes, directories, research
reports, conference papers, market reports, annual reports, internal records of organizations,
newspapers and magazines
2.Electronic sources – CD-ROMs, on-line databases, Internet, videos and broadcasts.
The main sources of qualitative and quantitative secondary data include the following:
S3.Official or government sources.
4.Unofficial or general business sources.
It lists references to the following types of sources:
Trade associations
Trade and other journals
Private research publishers
Stock broking firms
Large company market reports
Local authorities
Advantages:-
It is highly convenient to use.
It saves finances
It saves time
Secondary data is data that has already been collected by someone else for a different
purpose to yours.

You can simply report the data in its original format. If so, then it is most likely that the place
for this data will be in your main introduction or literature review as support or evidence for
your argument.
Disadvantages:-
Degree of accuracy is not as high as primary data.
It is difficult to find secondary data which are sufficiently accurate
It is difficult to find secondary data which exactly fit the need of present investigation.
There are many sources of data and most people tend to underestimate the number of sources
and the amount of data within each of these sources.
As secondary data has been collected for a different purpose to yours, you should treat it
with care.
Primary Data Collection:-
Data was collected through an interview schedule and a questionnaire, consisting of closed ended
questions. The schedule covered parameters like overall satisfaction of the employees towards
company, working conditions, their basic salary and pays, employee‟s behavior with their
employer and the expectation of employee towards the organization & management.
Secondary data collection:-
The secondary sources include company‟s website, books, journals, HR reviews, articles on
internet etc.
Measures-:( About the questionnaire)
Study Measures
Measures are the items in a research study to which the participant responds. They can be
survey questions, interview questions, or constructed situations, to name a few. When
constructing interviews and surveys, it is important that the questions directly relate to the
research questions. Furthermore, it is important that the surveys and interviews are not extremely
time-consuming (ideally within a 20-30 minute limit). If an interpreter will be used, simple
questions are always better and easily interpreted questions that avoid ambiguity will lead to
more accurate results. Lastly, instead of creating a survey it is better to do research to find out if

a similar study has been conducted. If so, previous surveys should be used to yield standardized
measures for comparison. Irrespective of the form that these measures take, there are several
important design elements that are required to make the study effective.
Study measures should:
Take into account the characteristics of the participant.
o Use informal language that someone with no experience in the field can
understand.
o Be respectful of the cultural context in which the participant has shaped his or her
worldview.
Provide neither too much nor too little information. Too much information can be an
unnecessary distraction, while too little information leads to ambiguity and potential
misinterpretation of the study measure.
Be brief and specific.
Avoid negations, as they can lead to mistakes and can be difficult to understand.
Avoid double-barreled questions (questions that ask two questions in one, such as “Do
you support the government‟s decision to cut spending to police training and after school
programs?”). If a participant would answer “yes” to one part but “no” to another,
requesting an answer of “yes or no” to the pair as a whole invalidates the measure.
Use multiple questions to assess the same construct. For example, simply asking a
person if they feel “good” about themselves as a measure of self-esteem is not
enough. Instead, asking that person several questions about body image, self-worth, and
self-evaluation can help paint a better picture of how they are really feeling.
Self-Report
Self-report measures, whether in survey form or in interview form, are easily affected by several
biases that the participant may exhibit, and for this reason must be designed carefully by the
researcher. The researcher also must be cautious about what kinds of conclusions are drawn
from self-report measures. Some potential issues with self-report are:
Social desirability bias: Participants are usually uncomfortable or unwilling to share
information that does not reflect well on them in their social environment, even if they know
their responses are entirely anonymous. For example, participants may understate or overstate
the extent to which they experience a certain feeling, depending on how socially appropriate or
desirable that feeling. Researchers must do their best to make it abundantly clear that anonymity
will be preserved for the participant, and honesty must be encouraged. Researchers should also
lead with less-intimidating questions to make the participant feel more comfortable before asking
anything that might be more difficult to answer honestly. Another option is to structure the
question in such a way as to normalize the behavior: “As you know, many people do X… To
what extent do you do X?”
Self-evaluation biases: Participants will sometimes bend their answers on self-report measures
to better reflect how they “think they should be” rather than how they actually are. This is
similar to the social desirability bias, but is more difficult to overcome because anonymity is not

the issue here. Instead, bias results from the participant‟s evaluation of him or herself. The
researcher‟s best course of action is to encourage honesty and normalize the behavior or feeling
as reviewed above.
Forgetfulness: Sometimes researchers ask participants about their past experiences or feelings
without considering the fact that human memory is very plastic. People‟s recollections may be
inaccurate, and it is important for a researcher to consider this when designing study measures.
Self-report measures do play an important role in research, although they should be used with
caution. They are essential in situations where the researcher is asking about a participant‟s self-
concept or seeking to study the specificities of a participant‟s experience. Self-report is also very
useful for logistical reasons, as it is often the simplest of methods to implement and requires the
least resource
Research design-:
A research design serves as a bridge between what has been established (research
objectives) and what is to be done while conducting the study to realize those objectives.
It anticipates what a company wants in terms of results and the analytical work on the
gathered data that will convert into useful findings.
This research is a descriptive research and, by and large, a field and desk research which
involved the following procedures:
Collection of data regarding health check up of worker‟s.
Drafting a questionnaire that was distributed to the worker‟s.
Analysis of the data collected and illustrating it through graphs and thereby,
interpreting the results.
Finally, forwarding certain recommendations and conclusions to the company.
Data collection-:
Sample Size:
The sample size of this survey is the working employees of A-F Blast furnaces.
Primary Sources of Data:
Direct Interaction to Doctors at Occupational health services and First aid west
zone.
Physical verification of health related posters.
Answered questionnaires.

Secondary Sources of Data:
Company profiles.
Newspapers and magazine articles.
Previous year report.
Text books regarding health.
Literatures.
Journals.
Periodicals.
Internet.
Statistical treatment of data-:
1. Correlation:- In statistics, dependence refers to any statistical relationship between
two random variables or two sets of data. Correlation refers to any of a broad class of
statistical relationships involving dependence.
2. Standard deviation:- In statistics and probability theory, standard
deviation (represented by the symbol sigma, σ) shows how much variation
or dispersion exists from the average (mean), or expected value. A low standard deviation
indicates that the data points tend to be very close to the mean; high standard deviation
indicates that the data points are spread out over a large range of values
3. Mean:- In probability and statistics, mean and expected value are used synonymously to
refer to one measure of the central tendency either of a probability distribution or of
the random variable characterized by that distribution

SECTION-6
RESULT AND
DISCUSSION

Demographic data-:
GRAPH-1
INTERPRETATION-:
82%
84%
86%
88%
90%
92%
94%
96%
98%
100%
HAPPY VS UNHAPPY & NEUTRAL
NEUTRAL
UNHAPPY
HAPPY

In graph 1 FY contain %AGE of happy, unhappy& neutral. The %AGE of happy is high then unhappy &
neutral. The %AGE ratio find by rest room, toilet, drinking water etc.In welfare facility employee satisfy
with safety then other facility.
GRAPH-2
Interpretation-:
This graph show %AGE of happy, unhappy & neutral. Here it‟s identified the
high happy %AGE in safety that is 99% .After that in graph %AGE of
neutral is 22% in canteen. After that unhappy %AGE is 2% in canteen.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
HAPPY
UNHA
PPY
NEUTR
AL

GRAPH-3
STANDARD DEVIATION:- The Standard Deviation is a measure of how spread out numbers
are.
INTERPRETATION;-
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
1.a1.b1.c1.d1.e 1.f 2.a2.b2.c2.d3.a3.b3.c4.a4.b4.c4.d4.e 4.f 4.g5.a5.b5.c6.a6.b7.a7.b7.c
STANDARD DEVIATION
STD…

Standard Deviation tell us that how dispersed our data are. A small standard deviation as in
questions 3.a, 4.d etc implies that data are close to the mean and a large standard deviation as in
questions 1.c and 4.g show that the data are more dispersed from the mean. Hence a standard
deviation equal to zero implies that all data are equal.
Pie chart -1
INTERPRITATION-:
26%
15%
30%
16%
13%
REST ROOM
STRONGLY AGREE 5
AGREE 4
NEITHER AGREE NOR
DISAGREE 3
DISAGREE 2
STRONGLY DISAGREE 1

In this pie chart more employee are neutral.
PIE CHART-2
INTERPRITATION-:
76%
20%
4%
0% 0%
TOILET
STRONGLY AGREE 5
AGREE 4
NEITHER AGREE NOR
DISAGREE 3
DISAGREE 2

In this pie chart %Age of satisfaction is high.
PIE CHART-3
INTERPRITATION-:
In this pie chart %Age of satisfaction is high.
90%
10%
0%
0%
0%
Drinking water
STRONGLY AGREE 5
AGREE 4
NEITHER AGREE NOR
DISAGREE 3
DISAGREE 2

PIE CHART-4
INTERPRITATION-:
In this pie chart in the case of canteen more employee are
agree then other.
30%
61%
8%
1% 0%
CANTEEN
STRONGLY AGREE 5
AGREE 4
NEITHER AGREE NOR
DISAGREE 3
DISAGREE 2
STRONGLY DISAGREE 1

PIE CHART-5
INTERPRITATION-:
93%
4% 3%
0%0%
First-Aid box
STRONGLY AGREE 5
AGREE 4
NEITHER AGREE
NOR DISAGREE 3
DISAGREE 2
STRONGLY
DISAGREE 1

In first-Aid box %Age of satisfaction is high then other.
PIE CHART-6
30%
67%
3%
0% 0%
Hospital
STRONGLY AGREE 5
AGREE 4
NEITHER AGREE NOR DISAGREE
3
DISAGREE 2
STRONGLY DISAGREE 1

INTERPRITATION-:
In the case of hospital more employee are agree.
PIE CHART-7
79%
21%
0%
0%
0%
Safety
STRONGLY AGREE 5
AGREE 4
NEITHER AGREE NOR
DISAGREE 3
DISAGREE 2
STRONGLY DISAGREE 1

INTERPRITATION-:
In the safety %Age of satisfaction is high then other
SECTION -6
SUMMARY
CONCLUSION &
SUGGESTIONS-:

Summary-:
Welfare of employee and his family members is an effective advertising and also a method of
bying a gratitude and loyality of employees. Employee welfare is a comprehencive term
including various services, benefits and facilities offerd by the employer.The basic purpose of
labor welfare is to enrich the life of employee and keep them happy and contented welfare
facilities enable workers to have a richer and more satisfying life. It raises the standerd of living
of workers by indirectly reducing the burden on their pocket. Welfare means improving , faring
or doing well. It is a comprehencive term and refers to the physical and emotional well-being and
indivisual. Further, the term welfare is a relative concept, relative in time and space. It therefore,
varies from time to time, region to region and from country to country.Labour welfare is an
important aspect in every organization with some added incentives which enabled the workers to
lead a decnd life. There are several agencies involved in the labour welfre work namely the
central government employer‟s trade union and other social service organization . Welfare
services may broadly be classified by in to two categries.
1) Intramural
2) Extramural
In order to get the best out of a worker in the matter of production, working
condition is required to be large extent. The work place should provide reasonable
amenities for the worker‟s essential need..

Today various medical service like hospital, clinic and dispensary facilities are
provided by organizations not only to the employee but also to the their family
members. Normally welfare and recreational benefits includes canteen,housing,
transportation, education etc.Some large organization set up welfare organization
with a view to provide all types of welfare facilities at one centre and appointed
welfare benefits continuously and effectively to all employee fairly.
Conclusion-:
Labour welfare work aims at providing some such service facilities and amenities which enable
the workers employed in an organization to perform their work in healthy congenial surrounding
to conductive to good health and high morale labour welfare is a comprehensive term including
various services, benefits and facilities offered by the employer. Through such generous fringe
benefit the employer makes. Life worth living for employees, the welfare amenities are extended
in additional to normal wages and other economic reward. Available to employees as per the
legal provision. Welfare measures may also provide by the government unions and non-
government. Agencies in addition to the employer. International labour organization. Efforts to
life worth living for workers according to the Oxford dictionary “Welfare is fundamentally an
attitude of mind on the part of management influencing the method by which management
activities are undertaken.
Following are the voluntary labour welfare services by employer
-1) To win over employee‟s loyalty and increase their morale
.2) To develop efficiency and productivity among workers.
3) To reduce of threat of future government intervention.
4) To make recruitment more effective.
5) To earn goodwill and enhance public image.
6 ) T o b u i l d u p s t a b l e l a b o u r f o r c e t o r e d u c e l a b o u r
t u r n o v e r a n

RECOMONDATION-:
According to the study, it can be realized that some of the areas has shown soft performance like,
Job, the physical environment and job security and advancement. On this point of view,
following suggestion can be helpful for enhancement of Satisfaction and Motivation Level of A-
F Blast Furnaces employees:
Facility for general amenities should be reviewed frequently. Especially in the areas of
canteen, Drinking Water and toilet facilities as most of the employees shown their
concern.
There should be timely inspection of food quality and quantity.
There should be a separate toilet for female employee in canteen as they find lots of
difficulty in moving so far hence loss of time and energy.
The no. of water coolers need to be increased and there should be timely checking of
availability of cold water.
The employees should get proper feedback for performance of their work from time to
time to enhance and maintain their moral, motivation and productive capacity.
The management should demonstrate and educate the employees about the welfare and
career enhancement program of Tata Steel to increase the level of job security in people.
There should be job rotation to avoid boredom of employees.

Bibliography-:
Websites:
www.wikipedia.com
http://steel.nic.in/Perfomance%20budget%20(2005-06)Englishchap2.pdf
http://www.ieIndia.orgpdf8989MM104.pdf
http://article.wn.com
http://steel.nic.in/
http://www.tatasteel.com
http://www.tatasteel.com/newsroom/awards.asp
http://steel.nic.in/Performance%20Budget%20(2005-06)Englishchap2.PDF
http://www.tata.com/company/Articles/inside.aspx?artid=KfibEhYKXcE=
http://www.slideshare.net/pankajhambarde/tata-corus-ppt-presentation
http://www.tatasteelindia.com/sustainability/2011/labour05.asp
Other Sources:
Intranet, TATA STEEL

TMDC library
SNTI library
News Tata steel
Questionnaire-:
Rest room SA A NA/ND DA
1(a) Are you provided rest room
(b) The rest room facility are well maintained
c) Do you satisfied with rest room & sitting room
(d) Sitting room & rest room clean regularly
(e) Do you think sufficient space provided
(f) Rest room cool & ventilated
Toilet
2(a) In toilet room water provide properly
Adequate number of toilets provided
(b) Condition of the toilets well maintained
c) Sufficient number of Toilets and washroom at convenient places
Drinking water
3(a)
Drinking water quality is good
(b) Are You satisfied with the number of tap for cold water
c) Number of facilities is adequate
Canteen
4(a) Satisfied with the canteen service provided by the organization
(b) Food quality in the canteen is good
c) Are you happy with the quantity of food

(d) DO you wait a reasonable amount of time to receive your order
(e) How would you rate the food overall for nutrition
(f) Are you happy with canteen service
(g) Say something about calorie chart
H Receiving food is coupon way or money way
First-aid
facilities
5(a) Is First-aid facility provided
(b) First aid box with prescribed contents is available always
c) Are you satisfied with first Aid facility & quality of medicine
Hospital
6(a) Are you satisfied with the hospital service quality
(b) Are you satisfied with the treatment quality
Safety
7(a) Company cares for the safety of the employees
(b) For safety any measures are provided
Any scheme for safety are provided
(QUESTIONNAIRE)
EMPLOYEE HAPPINESS SURVEY 2013
PERSONAL DETAILS;-
DEPARTMENT; SECTION;
GRADE; DESIGNATION;
GENDER; AGE;

LENGTH OF SERVICE IN TATA STEEL;
EDUCATION QUALIFICATION;
PLEASE TICK ONE;-
CATEGORY: SUPERVISOR ( ) WORKER ( ) SR.ASSOCIATE ( )
ASSOCIATE ( ) JR.ASSOCIATE( ) OTHERS (
Welfare in organization-:
Green=present, Orange=Low level
Red=Absent
section ET
42 washing facility
(1) separate and adequately screened facilities shall be
provided for the
use of male & female workers
(2) such facilities shall be conveniently accessible and
shall be kept clean
43 storing & drying cloths
(1) standards of adequate and suitable facilities for
washing
44 sitting facility
(1)In every factory suitable arrangement for sitting shall be
provided & maintained for all
worker take advantage of any opportunities for rest which
may occur in course of the work
provided & maintained for all worker
take advantage of any opportunities for rest which may
occur in course of the work
provided & maintained for all worker
take advantage of any opportunities for rest which may
occur in course of the work

45 first-aid application
(1) There shall in every factory be provided at 150 workers
present in factory
(2) In every factory wherein more than five hundred
workers ordinarily employed there
shall be provided & maintained an ambulance room of the
prescribed size
(3) and those facilities shall always be made readily
available during the working hours of the factory
(4) who holds a certificate in first-aid treatment recognised
by the state government readialy available
during the working hours of the factory
(5) Nothing except the prescribed contents shall be kept in
a first-aid box or cupboard
46 Canteen
(1) the state government may make rules requiring that in
any specified where in more than two hundred & fifty
workers are ordirenly employed
(b) the constitution of a managing committee for the
canteen &representation of the workers in the management
of canteen
(c) the items of expenditure in the running of the canteen
which are not to be taken in to account in
fixing the cost of foodstuffs
47 shelter, rest rooms & lunch rooms
>150 employee shelter room & lunch room should be
provide
Drinking water facility should be provided at shelter/rest
room.
Rest room should be cool & ventilated
Furniture & other equipments should be their in rest room.
48 Crèches
(1) In every factory wherein more than thirty women
workers are ordinarily employed there shall
be provided
(2) maintained a suitable room or rooms for the use of
children under the age of six years
of such women
Suitable facility for mother & their babies.
(4) requiring the provision in any factory of free milk or
refreshment or both for such children
(5) requiring that facilities shall be given in any factory for
mothers of such children to feed them
at the necessary intervals
Providing necessary intervals to feed babies.

49 Welfare officers At >500 employee a welfare officer should be there
(2)The State Government may prescribe the duties,
qualifications & condetion of service
officer employed
50 Power to make rules (1) Welfare officer have power to make the rule
(2) representatives of the workers employed in the factory
shall be associated with the management
of the welfare arrangement of the workers

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