welfare activities
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AT JAGGAYYAPETA LIMESTONE MINESWith the reference of
RASTRIYA ISPAT NIGAM LIMITEDVISAKHAPATNAM STEEL PLANT
A Project Report Submitted to the JNTU University
In partial fulfillment of the requirement of the
Award of Degree in
MASTER OF BUSINESS ADMINISTRATIONBy
Ms. R.LAKSHMISRAVANTHIRegd.No: 08M81E0023
Under the guidance of Mr.Md.IRFAN Assistant Professor
SANA ENGINEERING COLLEGE. KODAD.(Approved by A.I.C.T.U, New Delhi, Affiliated to JNTU & OU, Hyd)
N.H.9, Kodad, Nalgonda(dist)-508206
DECLARATION
I R.LAKSHMISRAVANTHI, here by declare that the project titled
“WELFARE ACTIVITIES IN STEEL INDUSTRY” in, RASTHRIYA ISPAT
NIGAM LIMITED, VSP (Jaggaiahpet Branch) Jaggaiahpet (M), Krishna (DT) is
being submitted by me the School of Management studies, JNT University,
Hyderabad partial fulfillment for the award of the degree of “MASTER OF
BUSINESS ADMINISTRATION” This is a bonafide work carried out by me under
the guidance and supervision of Mr.IRFAN,MBA
Our faculty member , Sana Engineering College , Kodad.
I also declare that this project work is the result of my own effort and
that it has not been submitted to any other university for the award of the degree or
diploma earlier.
Place Kodad
Date: (R.L.SRAVANTHI)
ACKNOWLEDGEMENT
Knowledge is a power for a management student this power of Knowledge
is UN attainable unless an element of practical observation and performance is not
only for an exhaustive Knowledge about the same.
The feeling of gratitude when experienced in words is only a fraction of
acknowledgment I feel over whelmed to express my gratitude to all those who
extended their consistent support guidance and encouragement to complete this task.
I take privilege to express my profound gratitude to our principal, SANA
ENGINEERING COLLEGE KODAD permitting me to under go the Project at
RASTHRIYA ISPAT NIGAM LIMITED, VSP (Jaggaiahpet Branch)) Jaggaiahpet
(M), and Krishna (DT).
I am heartily grateful to Sri Mr. CHS SASTRY AGM (Mines) Mr.
B.U.V.N.RAJU General Manager(Mines) Mr.SeenuRao HR MANAGER
(Company guide at RASTHRIYA ISPAT NIGAM LIMITED, VSP (Jaggaiahpet
Branch)Jaggaiahpet (M), Krishna (DT)), for his valuable support and guidance.
I extend my heart felt gratitude to my faculty guide Mr.MD.IRFAN and Head
of the Department Mr.MD.IRFAN for his consistent encouragement, benevolent
critism. Inseparable suggestions, which were the main reasons to bring out the work
to present shape. And I am also thankful to all faculty members for their support &
encouragement given through out my programmer.
Finally I would to express my deep sense of gratitude to my beloved parents,
as because without their support and encouragement I would not have been finished
this work. I also express my sincere thanks to my friends and well wishers too.
R.L.SRAVANTHI
CONTENTS
CHAPTER-1
INTRODUCTION Need of the studyScope of the studyObjective of the studyMethodology of the studyLimitations of the study
CHAPTER-2
INDUSTRY PROFILE
CHAPTER-3
COMPANY PROFILE
CHAPTER-4
THEORETICAL CONCEPT
CHAPTER-5
DATA ANALYSIS AND INTERPRETATION
CHAPTER-6
FINDINGS, SUGGESTIONS AND CONCLUSIONS
BIBLIOGRAPHY
1
INTRODUCTION
Human resource management (HRM) management defend by “the art of getting
things done through people .management is further defined as “that field of human
behavior in which managers plan organize. Staff, direct and control human physical and
financial resource in an organized effort. In order to a chive desired individual and group
objectives with optimum efficiency and effectiveness.
Human resource can be though of as the knowledge skills creative abilities talent
and aptitudes and beliefs of the individual’s involved the term human resource .can be
explained in the sense of that it is resource like any natural resource .It does mean that the
management can get and use the skill ,knowledge ability etc through the development of
skill’s.
Human resources are also regarded as a human asset human capital and the like.
Planning for human resource is more important than planning for any other resource As
demand for the latter depends upon the size and structure of the former whether it is in a
country or in an industry. Further management of human resource hardly begins from
human resource planning.
Management has been defined in many but for our purpose we define it as the
process of planning organizing and controlling of physical and human resources in order
to achieve the objectives of the company managers plan by setting objectives and goals
and selecting the best course of action to achieve the plan. The task necessary for
operational plans are organized and set up into homogeneous groups. The performance of
the work is controlled by setting performance standards and avoiding deviations from
standards.
Employees at lower levels in the organization usually perform relatively
monotonous tasks and have fewer opportunities for promotion or change .this is
particularly true in developing countries. In most countries, many Employees belong to
trade Unions. In order to maintain their work commitment and motivation the
organization must provide some welfare benefits such as medical insurance, disability,
insurance, and holidays and vocations.
2
Quality of work life programmes generally focus on the environment with in the
organization and include basic physical concerns such as heating and air conditioning,
lighting, and safety precautions; additional physical amenities such as food and beverage
facilities, recreation, and aesthetics; and psychological and motivational factors such as
flexible work hours, freedom to suggest changes or improvements, challenging work, and
varying degrees of autonomy. HRD systems focus on employee welfare and quality of
work life by continually examining employee needs and meeting them to the extent
feasible. Job-enrichment programmes, educational subsidies, recreational activities,
health and medical benefits, and the like generate a sense of belonging that benefits the
organization in the long run.
Safety is freedom from the danger of accidents .Accidents in industries are caused
by unsafe conditions or unsafe acts. Accidents are avoidable are it is the moral
responsibility of organization to remove potential causes of accidents and provide a safe
working environment.
Steel occupies the foremost place among the material in use today and
pervades all walks of life. All the key discoveries of human genius, for instance,
steam engine, railway, means of communication and connection, auto-mobile, aero
plane and computers are in one way or other, fastened together with steel and with its
sagacious and multifarious application. Steel is a versatile material with multitude of
useful properties, making it indispensable for the full of furthering and achieving
continual growth of the economy, be it construction, manufacturing, infrastructure of
consumables. The level of steel consumption has long been regarded as an index of
industrialization and economic maturity attained by a country. Keeping in view the
importance of steel, the integrated steel plants with foreign collaborations were set up
in the public sector in the post-independence era.
The real need for welfare arises from the two basic conditions generally
known as the long aim of the job and the 'social invasion of the factory'. The Working
environment of any job in a factory or mine or a workshop imposes some adverse
effect on the workers due to the heat, noise, odder and fumes etc. involved in the
manufacturing process.
3
There are also occupational hazards and environmental problems inherent and
inevitable in the manufacturing process itself, which cannot be removed or reduced.
As protective devices the compensatory benefits have to be provided for the welfare
of the workers. This can be referred to as the 'Long aim of the job', which stretches
out its adverse effect on to the worker, long after his normal working hours, affecting
his physical and mental well-being. Hence, the need for welfare services within the
factory or work place is felt.
Regarding the aspect of 'social invasion of the factory' when a worker comes
to the work place, he is not an isolated individual but a member of society having
family members. A worker needs to be satisfied with regards to his culture and living
environment. Hence, the imperative need to provide welfare services to satisfy his
personal and family needs is felt.
4
THE OBJECTIVES OF STUDY
1. To understand the extent to which the welfare measures are provided by VSP,
towards the employees.
2. To know the level of awareness of employees about the various welfare
measures provided to them.
3. To study how the Welfare facilities provided help in increasing the
productivity and job satisfaction.
4. To learn how welfare services provided to employees help organization to
build up a stable work force by reducing absenteeism and labour turnover.
5. To offer useful suggestions for improving the effectiveness of welfare
measures.
Expected Contribution from the study: -
The study is expected to have the following contribution for Visakhapatnam.
To review VSP's welfare measures and their usefulness to the workers.
To recognize the importance of welfare measures for VSP employees to
achieve the organizational goals
5
NEED FOR THE STUDY
The Study is being taken up to understand the extent to which the welfare
measures are provided by Visakhapatnam Steel Plant VSP towards the employees,
to know the level of awareness of employees about the various welfare measures
provided to them, to measure the impact of the Welfare facilities in increasing the
productivity and job satisfaction along with building a stable work force for the
Organization.
By taking up the study, there is an opportunity for me to offer some useful
suggestions to the organization for improving the effectiveness of the welfare
measures being provided presently.
Aim of the Study: -
The aim of the study is to learn the welfare activities are partly humanitarian
to enable workers to enjoy a fully and rich life and partly economic to improve the
efficiency of the workers and also partly civic to develop among them the sense of
responsibility and dignity and thus make them worthy citizens of the nation. Another
objective of labour welfare is to fulfill the future needs and aspirations of work force
6
SCOPE OF THE WELFARE ACTIVITIES
Welfare is a very wide one and is more or less synonymous with conditions of
work as a whole. It may include not only the minimum standards of hygiene and
safety laid down in general labour legislation, but also such aspects of working life as
social insurance schemes, measures for the protection of women and young workers,
limitation of working hours , and paid vacation. In other cases, the definition is much
more limited, and welfare in addition to general physical working conditions, is
mainly concerned with the day-to-day problems of workers and the social
relationships at the place of work.
As the subject of welfare facilities is a very broad one covering a wide field of
amenities and activities, limits cannot be rigidly laid down regarding its scope for all
industries and for all the times. In the final analysis, labour welfare services should
include all extra-mural and intra-mural welfare work, statutory and non-statutory
welfare facilities undertaken by the employers, government, trade unions or voluntary'
organizations. Social security measures also contribute to workers welfare such as
industrial health, insurance, provident fund, gratuity, maternity benefits, workmen's
compensation, and retirement benefits, and so on. More specifically, we may examine
the ways in which labour welfare is classified in order to obtaina clear understanding
of its scope. Labour welfare can be broadly divided into two categories.
1) Statutory2) Non-statutory or voluntary.
Statutory welfare consists of those provisions of welfare, which depend for
their implementation on the coercive power of the government. The government
enacts certain rules of labour welfare to enforce minimum standards of health and
safety of workers. The employers are required to fulfill the statutory obligations on
welfare.
7
METHODOLOGY OF THE STUDY
The study / research was mainly based on two sources of the data viz.
1) Primary data
2) Secondary data
Primary data: -
The primary source of data is applied for getting the required and relevant
information directly from the Department heads and in the course of discussion with
Executives. The following are the data collected through primary sources.
a) Type of welfare measures provides by Visakhapatnam Steel Plant, RINL.
b) Refreshment courses conducted in the technical institute.
c) About the courses covered through discussion with the employees and through
Questionnaires.
Secondary data: -
The secondary source of data was collected through records and files obtained
from the Administrative Department of VSP. And the institutional guide has given the
required necessary information and the staff relating to Administration has given all
the remaining necessary information to complete the study.
8
LIMITATIONS OF THE STUDY
As the employees of the organization are busy with their work schedule it was difficult to collect detailed data.
Time was the major constraint as the mentioned period was not enough to collect the data in detail.
Survey was done with the sample size of 400 as the employees of the company work in shifts and as they are busy with their schedule.
Some were not properly answered the questionnaire due to lack of interest in filling.
9
10
STEEL INDUSTRY PROFILE
Steel comprises on of the most important inputs to all sectors of the economy.
Steel Industry is both a basic and a core Industry. The economy of any nation depends
on a strong base of Iron and Steel Industry in that nation. History has shown that the
countries having a strong potential for Iron and steel Industry have played a
prominent roll in the advancement in the civilization in the world. Steel is search has a
versatile commodity that every object we see in our day to day life has used for such
small items has nails, pins, needles etc., to surgical instruments, agriculture
implements, boilers, shifts, railway materials, automobile parts. The great investments
that has gone into the fundamental research in Iron and Steel Technology has helped
both directly and indirectly many modern fields of today’s science & technology.
Steel is versatile and in dispensable item. The versatility of steel can be traced mainly
of three reasons.
It is only metallic item, which can be conveniently and economically
produced in tonnage quality.
It has got very good strength coupled with malleability.
Its properties can be changed over a wide range. Its properties can be
manipulated to any extend by proper heat treatment techniques.
Iron and Steel making as a craft has been known to India for a long time.
However, its production in significant quantities only after 1900.
PRE-INDEPENDENCE ERA:
By 1950 total installed capacity for ingot steel production was 1.5 million
tones for year. In 1830 James heath constructed the first manufacturing plant at port
Nova in Madras presidency. But it was a financial failure.
In 1874 James Erskin founded the Bengal Iron works. It was passed on to M/s.
Hoare Hiller and Co. in 1882 and to M/s Martin and Co. in 1885. In 1899 Jamshedji
Tata initiated the scheme for an integrated steel plant.
11
In 1906 Sakhi in Bihar was chosen as the site for the “Tata Iron and Steel
Company”. The same place is known as Jamshedpur. In 1918 initially “Indian Iron
and Steel Company” was founded and the “Bengal Iron and Steel Company” was
merged it in 1920. TISCO produced Steel in 1939. Between 1940-50 formation of
major iron and Steel at Bhadravti In Karnataka owing to the pioneering effort of Shri
Visveswarayya in 1936 it started manufacturing steel and after 1945 adapted electric
reduction of Iron ore. It has also started manufacturing Ferro Alloys and special steel.
POST-INDEPENDENCE PERIOD:
After the independence the government has taken steps to improve the steel
industry from the Following five – year plans.
First Five year plan (1951-1956)
No new steel plant came up. The Hindustan steel Limited was born in the year
1954 with the decision of setting up three plants each with one million tones ingot
steel per year at Rourkela, Bhopal and durgapur, TISCO started its expansion
program.
Second five year plan (1956-1961)
A bold decision was taken up to increase the ingot steel output in India to six
million tones per year and the production at Rourkela, Bhilai and Durgapur Steel
Plant started. Rourkela steel plant was established with the collaboration of West
Germany, Bhilai steel plant with USSR and Durgapur steel plant with Britain.
Third Five year plan (1961-1966)
During the plan the 3 steel plant under Hindustan steel Limited (Rourkela,
Bhilai and Durgapur) Plants were expanded. In January 1964, Bokaro steel plant came
in to existence.
12
Fourth five year plan (1969-1974)
Salem steel plant started .Government of India gave permission for setting up
steel plant in south at Visakhapatnam. Steel authority of India Limited was formed
during this period on 24th January 1973.
Fifth five year plan (1974-1979)
The idea of setting up the 5th integrated steel plant, the Ore-based plant at
Visakhapatnam took a definite shape at the end of the 5th five-year plan, the total
Installed capacity from 6 integrated plants was 10.6 million tones
Annual plan (1979-1980)
The erstwhile Soviet Union agreed to help in setting up of the Visakhapatnam
steel plant.
Sixth five year plan (1980-1985)
The construction activities were stared at Visakhapatnam steel plant with a big
bang and top priority was accorded to start the plant .Schemes for modernization of
Bhilai steel plant, Rourkela steel plant, Durgapur steel plant and Tata Iron and steel
company were initiated. Capacity at the end of 6th five year plan from 6 integrated
plans stood 11.5 million tones.
Seventh five year plan (1986-1991)
Expansion work at Bhilai and Bokaro steel plant was completed .progress of
Visakhapatnam steel plant picked up and the rationalized concept has been introduced
to commission the plant with 3 million tonne capacity by 1990.
13
Eight five year plan (1992-1997)
The Visakhapatnam steel plant was commissioned in 1992. The plant started
its production and its cost became around RS .8, 755 crores .Modernization of other
steel plant was also duly envisaged.
Ninth five year plan (1997-2002)
Visakhapatnam steel plant had foreseen a7% growth during the entire plan
period
Tenth five year plan (2002-2007)
Steel Industry registers the growth of 9.9% Visakhapatnam steel plant high
regime targets achieved the best of them.
The technology revolution in steel making has lead to the problems of today.
Until the 1980’s barriers to entry in the industry were prohibitive. With new steel
making technologies, the structure of the industry changes in the mid-1980. With the
addition of new capacity through the mid-1990, supply exceeded demand for the first
time in the century, leading to severe competition in the world market.
The pricing structure in the past 20 years has grown increasingly
“competitive.” But with each passing year an ever rising number of steel mills the
world over have come to believe that their production actions make no difference
when it comes it pricing. The strategy has to maximize the out put as long as prices
remain above their marginal cost. Hence price competition has grown severe, even at
high operating rates.
With capacity additions becoming easier, surplus capacity particularly in
developing regions will be a problem in the coming years. The world steel market in
2001 moved largely down hill, with volume and prices sinking rapidly over the year
until early 2002.
14
Looking back to the mid -1990’s the global steel industry has suffered through
In 1995 a pricing “Death spiral “ when the global economy was rising
In 1998 a “death spiral” in the global economy was stagnant after the
Asian Financial Crisis.
In 2000, a “death spiral” when the global economy was booming
In the second half of 2001, after a moderate recovery in the first half of the
year, a renewed price collapse.
The world leaders in the steel production were the Erst –while Soviet Union,
the United Status, the United Kingdom, France and Germany. How ever over the last
25 years, there has been a shift from the western to the eastern hemisphere. Now
China is the largest producer in the world. India, with a capacity of 34 million tones
with an actual production of 30 million tones, continues to have unutilized capacity.
One exception is Rashtriya Ispat Nigam Limited which has raised its production by
10% with all major units exceeding the rated capacities with initiatives taken by the
Government in meeting infrastructure needs, the demand for steel has started showing
significant improving. At present India is the 10th largest producer of steel in the
world. In India, a major part of steel is consumed in engineering applications,
followed by automobiles and construction.
This recovery in the automobile sector is expected to benefit the steel industry.
Any step up in the Government expenditure on infrastructure projects is also likely to
benefit the steel sector.
Industry Classification:
The industry classification based on product categories and the major producers
can be divided into the following:
Iron ore – National Mineral Development Corporation [NMDC], Kundremukh Iron
Ore Co [KIOCL] and Sesa Goa [Sesa] are the major merchant producers of iron
ore .SAIL and Tata Steel have their captive.
15
Pig Iron–KIOCL, Sesa Goa and Usha Ispat. Apart from them there are many blast
furnace [MBF] pig iron producers and even integrated steel plants of SAIL and RINL
produce a significant amount of pig iron.Sponge Iron – Essar Steel, Ispat Industries,
Vikram Ispat [a division of Grasim] are the major producers of gas based sponge iron.
Flat Steel Products – SAIL, Tata Steel, Essar Steel, Ispat Industries and Jindal
Vijaynagar [JVSL] are the major producers of hot rolled coils [HRC]. SAIL, Tata
Steel, spat Industries, Jindal group of companies, Uttam Steel and Bhushan Steel are
the big producers of cold rolled coils/sheets [CRC] and galvanized sheets 9GP/GC.
Long products- RINL, SAIL and Tata Steel are the major producers of long products.
Alloy Steel products – Mukand, Mahindra Ugine [Musco] and Kalyani Carpenter are
some of the largest producers of alloy steel in country, which is primarily used, in
automotive and engineering applications.Based on the routes of production, the
industry and major producers can be classified into the following categories.
Integrated producers -SAIL, RINL, Tata steel and JVSL are the largest primary steel
producers. Secondary users – Essar Steel, Ispat Industries and Lloyd’s steel are the
largest producers of steel through the secondary route production.
THE MAJOR STEEL AND RELATED COMPANIES IN INDIA
1. Bharat Refactories Ltd.
2. Hindustan Steel Works construction Ltd.
3. Jindal Steel and Power Ltd.
4. Kundermukh Iron ore Company Ltd.
5. Manganese ore [India] Ltd.
6. Metal Scrap Trade Corporation Ltd.
7. Metallurgical and Engineering Consultants India Ltd.
8. National Mineral Development Corporation [NMDC]
9. Rastriya Ispat Nigam Ltd.
10. Sponge Iron India Ltd.
11. Steel Authority of India Ltd.
12. Tata Iron Steel Company.
16
2.5 GLOBAL SCENARIO
As per I ISI
In March’2005 world crude steel out put was 928 Mt when compared to march
2004 (872Mt),. The change in percentage was 6.5%.
China remained the world largest crude steel producer in 2005 also (275Mt)
followed by Japan (96Mt) and USA (81Mt). India occupied 8th position (42Mt).
USA remained the largest importer of semi finished and finished products in 2002
followed by China and Germany.
Japan remained the largest exporter of semi finished and finished steel products in
2002 followed by Russia and Ukraine.
Other significant recent development in the global steel scenario have been: Under
the auspices of the OECD (Organization For Economic Co-operation &
Development) the negotiations among the steel producing countries for a steel
subsidy agreement (SSA) held in 2003 with the objective to agree on a complete
negotiating test for the SSA by the Middle of 2004. It also set subsides for the
steel industry of a ceiling of 0.5% of the value of production to be used
exclusively for Research & Development.
The global economy witnessed a gradual recovery from late 2003 on words. China
has become one of the major factors currently driving the world economy.
As a result of these economic developments IISI has projected an increase by
6.2% or 5.3 Mt in 2004 in the global consumption of finished steel products .IISI
has split the growth into two separate areas, china and te rest of the world (ROW).
Steel consumption in china has been estimated to increase by a 13.1% or 31Mt in
2004.
USA has repealed the safeguard measures on import of steel as a result of a ruling
by a WTO dispute resolution panel, which held these measures to be illegal under
the WTO regime.
17
MARKET SCENARO:
The year 2004-05 was a remarkable one for the steel industry with the world
crude steel production crossing the one billion mark for the first time in the history of
the steel industry. The world GDP growth about 4% lends supports to the expectations
the steel market is all set for strong revival after prolonged period of depression. The
Indian economy also become robust with annual growth rates of 7-8% this will
provide a major boost the steel industry. With the nations focus on infrastructure
development coupled with the growth in the manufacturing sector, the Indian steel
industry all set for the north ward movement. The draft national steel police envisages
production of 60 Mt by 2012 and 110Mt by 2020, and annual growth rate of 6-7%.
All this should there foe augur well for the Indian steel industry.
PRODUCTION SCENARIO
Steel industry was de-licensed and decontrolled in 1991&1992 respectively.
India is the 8th largest producer of steel in the world.
In 2003-04 finished steel production was 36.193 Mt.
Pig iron production in 2003-04 was 5.221Mt.
Sponge iron production was 80.85 Mt during the year 2003-04
The annual growth rate of crude steel production in 2002-03 was 8% and in
2003-04 was 6%.
The last eight year production performance is as under:
(In Million tones)
YEAR PIG IRON SPONGE IRON FINISHED STEEL
2000-01 3.39 5.44 29.27
2001-02 4.08 5.44 30.63
2002-03 5.28 6.44 33.67
2003-04 3.76 8.09 39.12
2004-05 3.18 9.93 41.15
2005-06 3.20 9.00 41.20
2006-07 3.25 9.01 42.00
2007-08 3.26 9.01 42.50
18
19
VISAKHAPATNAM STEEL PLANT - AN OVERVIEW
VISION
To be a continuously growing world-class company
We shall
Harness our growth potential and sustain profitable growth.
Deliver high quality and cost competitive products and be the first choice of
customers.
Create an inspiring work environment to unleash the creative energy of people.
Achieve excellence in enterprise management.
Be a respected corporate citizen, ensure clean and green environment and
develop vibrant communities around us.
MISSION
To attain 10 million ton liquid steel capacity through technological up-
gradation, operational efficiency and expansion; to produce steel at international
standards of cost end quality and to meet the aspirations of the stakeholders.
OBJECTIVES
Expand plant capacity to 5 million ton by 2007-08 with the mission to attain 10 million ton capacity in two subsequent phases.
Wipe out accumulated losses by 2006-07.
Be amongst top five lowest cost liquid steel producers in the world by
2006-07.
Achieve customer satisfaction levels on par with world class organizations by 2006-07.
Make R1NL the employer of choice by caring for employees. Develop
people as knowledge workers by 2005-06 and achieve an improvement of
5 percentage points in employee satisfaction levels every alter to year.
Be ranked as an excellent business organization by 2006-07.
Ensure zero effluent discharge by 2005-06 June contribute to improving
quality of life (health, literacy and water) in at least one village every year.
20
VSP’s Special features:-
Some of the unique features of RINL/VSP are:
7 m tall Coke Oven Batteries with coke dry quenching
Biggest Blast Furnace in the Country
Bell less top charging system in Blast Furnace
100% slag granulation at the BF cast house
Suppressed combustion – LD gas recovery system
1st Integrated Steel Plant having 100% Continuous casting of liquid steel
`Tempcore’ & “Stelmor” cooling process in LMMM & WRM respectively
High Speed Rolling Mills
Extensive waste heat recovery systems
Comprehensive pollution control measures
Higher level of labour productivity
All products certified to ISO 9002 standards
ISO-9001: 2000 for Quality Management, ISO 14001:1996 for Environment
Management System and OHSAS 18001:1999 for Occupational Health and
Safety.
Commissioning of the Plant:-
The Plant was dedicated to the nation on 1st August 1992. The making of this 3
million tonne (MT) Steel Plant marked a giant step towards innovativeness and
excellence. VSP ushered in a new era of steel making in terms of the state-of-the-art
technology, improved techno-economics, energy conservation, automation,
environment management, high labour productivity etc.
Products:-
VSP produces long steel products. Its range of products includes Wire Rods,
Plain and Reinforced Bars, Light and Medium Structural, Rounds, Squares, Basic
Grade Pig iron and Coal Chemicals, etc. In addition to finished steel, the product mix
of VSP provides for production of semi-finished products like Blooms and Billets.
21
VSP caters to Construction Industry, Engineering Industry, Re-rolling Industry,
Automobile Industry, Wire Drawing Industry, and Railways etc. In a nutshell, VSP
products mainly cater to the infrastructure industries.
Focus on Quality:-
Right from inception, Quality has been the main focus in all spheres of
activities of the Company. VSP entered the market at a time when the new economic
policy initiatives were being introduced in the country. It meant increased competition
in the market place. Accepting the market competition and challenges as it did, VSP,
within a short time, could prove its worth and earn a name for itself in the Indian and
International steel markets.
Production Performance:-
During 2003-04 VSP produced 4.06 MT of Hot Metal, 3.51 MT of Liquid
Steel and 3.17 MT of Saleable Steel as against the rated capacity of 3.4 MT of Hot
Metal, 3 MT of Liquid Steel and 2.656 MT of Saleable Steel. Not only in production,
but also on all the techno-economic parameters, VSP achieved the distinction of
bettering some of the international benchmarks thereby becoming an efficient and
cost effective integrated Steel Plant in the Country. During 2003-04, all-time records
were established in majority of the techno-economic parameters.
Marketing:-
For the first time since inception, VSP has crossed the Rs.4000 cr. mark by
achieving a Sales Turnover of Rs.4081 crores in 2001-02. Suitable Marketing
strategies, strengthening of stockyard operations, better Customer Service and faster
decision-making have been responsible for improved performance levels. The total
turnover during 2003-04 was Rs.6174 crores, out of which, VSP registered Domestic
sales of Rs.5406 crores and Export sales of Rs.768 crores Domestic and Export sales
recorded growth of 22% and 23% respectively over that of 2002-03.
22
ISO Certification:-
During 2000-01, VSP was awarded the ISO 9001:2000 certificate for Quality
Management System. The company acquired the ISO 14001:1996 certificate for
Environment Management System (EMS) and OHSAS 18001:1999 certificate for
Occupational Health and Safety Management System during 2001-02. VSP is the only
integrated steel plant in the country to have acquired these three certificates covering
all areas.
Financial Performance:-
Production and Marketing performance along with cost reduction measures
have helped in achieving improved financial results. Operating Profit of Rs.2023
crores has been achieved during the year 2003-04 against Rs.1162 crores in 2002-03.
A Cash Profit at Rs.1972 crores in 2003-04 has more than doubled from Rs.975 cr. in
2002-03. The net profit recorded at Rs.1521 crores for the year 2003-04.
Laurels:-
During 2003-04, RINL won the Rolling Shield for Ecological Production
instituted by the Ministry of Information and Broadcasting; awarded 1st Prize in
National Energy Conservation from the Ministry of Power, GOI in 2002 & 2003; VSP
bagged National Award-NMDC Trophy as best Quality Circle Promoting
Organization amongst PSUs; won best suggestor award at 14th National Convention of
INSSAN; awarded Prime Minister’s Trophy for the best integrated Steel Plant for the
year 2002-03. RINL achieved an MOU Composite score of 1.00 for the year 2002-03
and also RINL’s score is the best amongst the PSES under the Ministry of Steel.
Manpower:-
RINL/VSP operates with a compact manpower of around 16,700, which is
much less as compared to other Public Sector Integrated Steel Plants of similar
capacity in the country. Out of this total manpower, 12,200 are in workmen category
and the balance is in executive and non-unionised supervisory cadres.
23
MAN POWER AT GALANCE
2006 – 2007 2007 - 2008
As on31-03-2007
As on31-03-2008
As on 31-05-2008
EXECUTIVES 3532 3870 3860
WORKS 2145 2365 2362
PROJECTS 225 269 263
MINES 54 55 56
OTHERS 1108 1181 1179
JUNIOUR OFFICERS 1105 813 814
WORKS 776 557 559
PROJECTS 27 18 18
MINES 22 22 22
OTHERS 280 216 215
NON – EXECUTIVES 11937 11736 11727
WORKS 10687 10542 10533
PROJECTS 68 64 64
MINES 281 273 273
OTHERS 901 857 857
TOTAL 16574 16419 16401
WORKS 13608 13464 13454
PROJECTS 320 351 345
MINES 357 350 351
OTHERS 2289 2254 2251
24
Labour Productivity:-
The overall Industrial Relations scenario in VSP is cordial and propitious for
high production and productivity. The average Labour Productivity during 2003-2004
stood at 262 tons/man/year. This is the highest Labour Productivity amongst the
integrated Steel Plants in India.
MAJOR SOURCES OF RAW MATERIALS:-
Iron Ore lumps & fines --- Bailadilla, M.P.
BF Lime Stone --- Jaggayyapeta, A.P.
SMS Lime Stone --- Dubai
BF Dolomite --- Madharam, A.P.
SMS Dolomite --- Madharam, A.P.
Manganese Ore --- Chipurupalli, A.P.
Boiler Coal --- Talcher, Orissa
Coking Coal --- Australia
WATER SUPPLY:
Operational water requirement of 36 Mgd is being met from the Yeleru water
supply scheme.
POWER SUPPLY:
Operational Power requirement of 180 to 200 MW is being met through
Captive Power Plant. The capacity of the power plant is 286.5 MW. VSP is exporting
60 MW power to APSEB.
25
MAJOR UNITS:-
DEPARTMENTS ANNUAL CAP(’000 T)
UNITS (3.O MT STAGE)
COKE OVENS 2,2613 Batteries each of 67 ovens & 7 Mts
Height
SINTER PLANT 5,2562 Sinter machines of 312 Sqm grate area
Each
BLASTFURNACE 3,400 2 Furnaces of 3200 cu m volume each
STEEL MELT SHOP 3,0003 LD Converters each of 150 Cum.
Volume and six 4 strand bloom casters
LMMM 710 4 Stand finishing Mill
WRM 850 2x10 stand finishing Mill
MMSM 850 6 Stand finishing Mill
VSP Technology: State-of-the-Art
7m tall Coke Oven Batteries with coke dry quenching
Biggest Blast Furnaces in the country
Bell less top charging system in Blast Furnace
100% slag granulation at the BF cast house
Suppressed combustion - LD gas recovery system
100% Continuous casting of liquid steel
"Tempcore" and "Stelmor" cooling process in LMMM & WRM
Extensive waste heat recovery systems
Comprehensive pollution control measures
26
BACK GROUND:-
To meet the growing domestic needs of steel, Government of India decided to
set up an integrated Steel Plant at Visakhapatnam. An agreement was signed with
erstwhile USSR in 1979 for co-operation in setting up 3.4 MT integrated Steel Plant
at Visakhapatnam. The foundation stone for the plant was laid by the then Prime
Minister on 20th Jan'71
The Project was estimated to cost Rs.3897.28 Crs based on prices as on 4th
Quarter of 1981. However, on completion of construction and commissioning of the
whole Plant in 1992, the cost escalated to around 8500 Cr. Unlike other integrated
Steel Plants in India, Visakhapatnam Steel Plant is one of the most modem steel
plants in the country. The plant was dedicated to the nation on 1st August' 1992 by the
then Prime Minister, Sri P V Narasimha Rao.
New technology, large scale computerization and automation etc., are
incorporated in the Plant. To operate the plant at international levels and attain such
labour productivity, the organizational manpower has been rationalized. The Plant has
a capacity of producing 3.0 MT of liquid steel and 2.656 MT of saleable steel.
With a view to give impetus to Industrial growth and to meet the inspirations
of the people from South India, Government of India decided to establish Integrated
Steel Plants in Public Sector at Visakhapatnam (AP) and Hospet (Karnataka) besides
a special Steel Plant at Salem (Tamil Nadu). The announcement was made in the
Parliament on 17th April' 1970 by the (hen Prime Minister of India late Smt. Indira
Gandhi.A site was selected near Balacheruvu creek near Visakhapatnam city by a
Committee set up for the purpose, keeping in view the topographical features, greater
availability of land and proximity to a future port.
The construction of the Plant started on 1st February 1982. Government of
India on 18th Feb 82 formed a new Company called Rashtriya Ispat Nigam Ltd.
(RINL) and transferred the responsibility of constructing, commissioning & operating
the Plant at Visakhapatnam from Steel Authority of India Ltd. to RINL.
27
Due to poor resource availability, the plant construction could not keep pace
with the plans which lead to appreciable revision of the plant cost. In view of the
critical fund situation and need to check further increase in the plant costs, a
rationalized concept was approved which was to cost Rs. 6849 crores based on 4th
Quarter of 1988.
CHANNELS OF DISTRIBUTION:-
- Network of 22 branches and stockyards
- Consignment agencies / consignment sales agencies / dealer major
customer categories.
- Project sales
- Engineering industry
- Rerolling industry
- Traders
- Exports
MARKETING INITIATIVES:
Strict adherence to quality
Thrust on exports
Focus on southern market
Thrust on special steels
Technical support to customers
Ensuring timely delivery
Regular customer meets
28
Objectives:-
Growth-Expand the plant capacity to 7 Mt by 2011 -12 and 10 Mt by 2019-20
Profitability-Achieve net profits from 2002-03 onwards with special emphasis
on enhancement of production of value added steels and cost reduction.
Employees-Make RINL the employer of choice. Upgrade the skills and
efficiency of employees through training and development and maintain high
levels of motivation and satisfaction.
Customers-Promote branding of products for quality and customer Preference
through effective customer relations management.
Suppliers-Develop a reliable and strong supplier base and ensure effective
supply chain.
Quality-Promote quality movement in all functions of the company through
quality management system.
Technology Upgradation and Productivity-Continuously upgrade technology
and practice benchmarking to achieve international efficiency levels. Adopt
latest developments in information and communication technology.
Knowledge Management-Become a knowledge based and a knowledge
sharing company.
Safety, Environment and Society- Continue efforts towards safety of
employees, conservation of environment and be a good corporate citizen.
Core Values:-
Commitment
Customer Satisfaction
Continuous Improvement
Concern for Environment
VSP takes all necessary actions for the fulfillment of regulatory requirements. It
has dedicated departments for this purpose. Energy conservation, environmental
preservation, safety in work place, and occupational health gets highest priority in the
company. Some of the policies in this regard are reproduced below:
29
Quality Policy:-
We, at Visakhapatnam Steel Plant, are committed to meet the needs and expectations of our customers and other interested parties. To accomplish this, we will
Supply quality goods and services to customers' delight.
Achieve quality of the products by following systematic approach
Through planning, documented procedure and timely review of quality
objectives
Continuously improve the quality of all materials, processes and products..
Maintain an enabling environment which encourages team work and active
involvement of all employees with their involvement
Environment policy:-
We, at Visakhapatnam Steel Plant, while carrying out its operations reaffirm our commitment to preserve the environment. To accomplish this, we will-
Document, implement, maintain and continuously review the environmental
management system.
Comply with all the relevant environmental legislations, regulations and other
requirements.
Ensure continual improvement in the environmental performance and
prevention of pollution by minimizing the emissions and discharges.
Maintain a high level of environmental consciousness amongst employees.
Review the environmental objectives and targets on a continuous basis.
Energy Policy:-
We, at Visakhapatnam Steel Plant, are committed to optimally utilize various forms of energy in a cost-effective manner to effect conservation of energy resources. To accomplish this, we will -
Monitor closely and control the consumption of various forms of
energy through an effective Energy Management System.
Adopt appropriate energy conservation technologies
Maximize the use of cheaper and easily available forms of energy
30
OSHAS Policy:
We, at Visakhapatnam Steel Plant, are committed to occupational health and
safety of employees and contract workers. To accomplish this, we will -
Document, implement, maintain and periodically review the occupational
health and safety management system including the policy.
Comply with all the relevant occupational health and safety legislations,
regulations and other requirements.
Ensure continual improvement in the environmental performance and
prevention of pollution by minimizing the emissions and discharges.
Maintain a high level of environmental consciousness amongst employees.
Review the environmental objectives and targets on a continuous basis.
HR Policy:
We, at Visakhapatnam Steel Plant, believe that our employees are the most important
resources. To realise the full potential of employees, the company is committed to:
Provide work environment that makes the employees committed and
motivated for maximizing productivity
Establish systems for maintaining transparency, fairness and equality in
dealing with employees.
Empower employees for enhancing commitment, responsibility and
accountability
Encourage team work, creativity, innovativeness and high achievement
orientation
Provide growth and opportunities for developing skill and knowledge
Ensure functioning of effective communication channels with employees.
31
HRD Policy:-
We, at Visakhapatnam Steel Plant, are committed to create an organizational
culture which nurtures employees' potential for the prosperity of the organization. To
accomplish this, we will –
Identify development needs of the employees on a regular basis,
Provide the necessary training and continually evaluate and monitor the
effectiveness of the training so that the quality of the training also gets
upgraded.
Provide inputs to the employees for developing their attitude towards
work and for matching their competencies with the organizational
requirements.
Create an environment of learning and knowledge sharing by
Providing the means and facilities and also access to the relevant information
and literature
Facilitate the employees for continuous development of their
Knowledge base, skills, efficiency, innovativeness, self-expression and
behaviour so that they contribute positively with commitment for the growth
and prosperity of the organization while maintaining a high level of
motivation and satisfaction.
Prepare employees through appropriate development programmes for
taking up higher responsibilities in the organization.
Fulfill social obligations by providing training to the students of
Educational institutions and to the trainees of other organizations.
32
Marketing Network:-
The company markets its products through headquarter marketing office and a
network of regional offices, branch offices and stockyards located all over the
country. It also takes the help of consignment agents and consignment sales agents for
the marketing of its products. The exports are carried out by the export wing of
marketing division with the help of different agencies. The company is recognized as
"Star Trading House'" by the Director General of Foreign Trade, Ministry of
commerce, Government of India.
The end users of the steel products manufactured at the plant include amongst
others, construction industry, automobile industry, engineering industry, re-rolling
industry, forging industry, cable industry, wire drawing industry, fastener industry,
electrode manufacturers and railways. The company is ideally located to serve the
southern Indian market. Regional Managers/Branch Managers meet at Head Quarters
regularly to assess the market situation and market strategies.
POLL UTION CONTROL AND ENVIRONMENTAL PROTECTION:
Generally, integrated steel plant is seen as a major contributor to
environmental pollution as it discharges volume of waste products. Elaborate
measures have been adopted to combat air and water pollution in VSP. In order to be
echo friendly, VSP has planted more than 3 million trees over an area of 35 Sq kms
and incorporated various technologies at a cost of Rs.460 Crs towards pollution
control measures.
HUMAN RESOURCE MANAGEMENT:
Human resource initiatives at VSP are closely linked to the corporate strategy
of the organization. VSP has exemplary industrial relations where the entire
workforce works as a well knit team for the progress of the company. The productive
environment prevailing in the company fosters an atmosphere of growth, both for the
employees and for the company.
33
VSP has introduced multi skilled concept since inception and the employees
are trained as per this concept. VSP has adopted a system of overlapping shifts, the
first of its kind, in the industry. This system ensures smooth change over of the shifts
and uninterrupted pace of operation of the plant during the shift change over. Another
unique feature followed at VSP is the uniform working hours for the ministerial and
non ministerial employees.
TRAINING & HUMAN RESOURCE DEVELOPMENT:-
Training and HRD are given due emphasis at RINL. Each year, a minimum of
one third of the employees undergo various training sessions either at Training &
Development Centre or at Centre for HRD for sharpening their skills on the technical
and management related issues. Training is also given in the area of safety, fire
prevention, and occupational heath besides on the job at the shop floor.
HRD Group - Key Activities:
In-House Training Programs
Nominations to External Programs
Organization Research
Organization Development
Membership with Professional bodies
Performance Appraisal for Executives
Human Resource Information System
In-plant training for Management Students
Lectures by eminent personalities
Corporate presentations
Interactions with professionals, academicians and consultants
34
Achievements & Awards:-
The efforts of VSP have been recognized in various foray. Some of the major
awards received by VSP are in the area of energy conservation, environment
protection, safely, Quality, Quality Circles, Rajbhasha, MOU, sports related awards
and a number of awards at the individual level.
Total quality, latest technology, sophisticated equipment, up to date
knowledge, high skills, cost consciousness, production with less cost and customer
satisfaction have become the hallmark of VSP
Today, VSP is moving forward with an aura of confidence and with pride
amongst its employees who are determined to give their best for the company to
enable it to reach new heights in organisational excellence.
35
ORGANIGATION CHART
Managing Director
Director
HR Production Account Testing Operation Sales
Department Department Department Department Department Department
HR Production Chief A/c’s Lab Lab Sales
Manager Manager Manager Technitions Incharge Manager
Accountant Supervisor Surpervisor
Clerks Operator
36
INTRODUCTION:jm
Jaggayyapeta Limestone Mine is a captive Mine of Visakhapatnam Steel
Plant. It was acquired and developed by Visakhapatnam Steel Plant to meet the BF
grade Limestone requirement of the Steel Plant. The particulars of Mining lease area
is given below:
01. Area of Mining lease - 1295 Hec.
02. Date of Execution - 08-08-1980 (Initial)
03. Period of lease - 20 Years (Renewed)
04. Date of Expiry of lease - 08-08-2020
PRODUCTION & DESPATCHES SINCE INCEPTION
YEAR PRODUCTION DESPATCHES1989-90 57568 476931990-91 128273 1312361991-92 72894 691341992-93 182307 1744351993-94 226874 2192141994-95 348463 2871741995-96 354116 2948971996-97 222659 2061051997-98 288178 2458901998-99 118019 2074631999-00 215827 2091502000-01 263156 2831132001-02 304146 2529312002-03 358448 3368432003-04 369101 3435152004-05 380826 3593122005-06 410326 4036112006-07 436876 4298532007-08 457620 4541322008-09 431517 3966212009-10 418004 400105
37
From 2002-03 onwards achieved ever highest production and dispatches by
surpassing all previous year figures with less man power and also by maintaining less
than the budgeted cost.
All time Annual Record Production of 4,57,620 Tons & Despatch of 4,54132
achieved during the financial year 2006-07.
Average grade of Limestone is as follows:
CAO MGO SIO2 AL2O3 FE203
49.00% 0.30% 7.0% 0.5% 0.5%
OTHER ACHIEVEMENTS
During the recent Safety Week Celebrations , the following prizes were won
among Group-A1:
Publicity & Productivity & Innovations I Prize
Hazard Identification & Risk Management I Prize
Lighting & Electrical Installations II Prize
First Aid Trade Test among workers I Prize
38
LOCATION OF THE MINE / INFRASTRUCTURE
LOCATION
Jaggayyapeta Limestone Mine is situated in Jaggayyapeta Mandal of Krishna
Dist. in Andhra Pradesh. The Mining lease area comprises of 12.95 Sq.KM. The
Mining lease area is situated about 5 KM South West of Jaggayyapeta Town and it is
connected with a metal road. Jaggayyapeta town is located 3 KMS away from
Hyderabad – Vijayawada National High Way. It is well connected to all parts of the
State by well weathered asphalt roads. Jaggayyapeta is located 90 KM away from
Vijayawada (chief trading center in Coastal Andhra Region) and 200 KM away from
Hyderabad, the State Capital.
INFRASTUCTURE:
A Railway Line (BG) of 32 KMs joining Motumarri to Jaggayyapeta
Limestone Mine was constructed by the Railways and is in operation.
POWER: 10.5 KMS HT line was constructed by APSEB for 33 KV HT
supply to the Mining area. The Mine receiving Sub-Station
(33KV/3.3KV/440V) was constructed by lessee and is in operation.
It has a beautiful township consisting of 226 houses of ‘A’, ‘B’ & ‘C’ type and
barracks with modern amenities including school, hospital, hostel, Social
Centre, Shopping Centre and open air auditorium. There is a branch Post
Office located in the Township.
39
HISTORY OF JLM LAYOUT SINCE INCEPTION IS AS FOLLOWS
SCALE OF OPERATION:
Initially Dustur & CO., in their revised feasibility study on Mining schemes of
JLM projected annual raising of ROM estimated at about 5.0 Lakh T based on 300
working days per year, a production of about 1667 T per day is planned and the layout
of the quarry and sizing Plant and Equipment have been provided accordingly. The
quarry is decided to operate in single shift per day. Man Power requirement of JLM
has been estimated taking into account the operational maintenance requirements, that
time prevailing Mining regulations / mining practices adopted in the mechanized
mines in the Country and the total estimated man power is 350 personnel on Pay
Rolls. However, from the time of initial operation to till date the man power engaged
at highest on Pay Roll in JLM was 232 in 1992 and as on date existing man power is
133 (29 Executives and 104 Non-Executives) respectively.
Although, Dastur & Co., in their revised feasibility of Mining Scheme,
subsequently, depending on the requirement of Production targets of Main Plant and
Depends on the availability of HEMM and proportionate to the targets man power
also reduced from time to time but, at the same time if we look into Production and
Despatch man power was gradually reduced resulting in increase of OMS and
reduction in overhead cost.
40
GEOLOGY OF THE AREA
PHYSIOGRAPHY:
On a regional scale, Jaggayyapeta area is situated in Palnad basin where it
merges with the broad southern slopes of Nalagonda Khammam Plateaus.
The area has a gentle rolling topography with elevation ranging from 56 meters and
an average elevation of 70 Mtrs. MSL. Most of the area is covered with Limestone
out crops. The Limestone area which falls part of Budawada Reserve Forest area and
part of Jaggayyapeta is devoid of any significant forest growth and is dominantly
occupied by low shrubs, thorny bushes and predominantly cactus growth.
GEOLOGY:
The litholocial units of Jaggayyapeta and adjacent areas comprises Limestone,
shale, quartzites and phyllite which belong to the Pre-Cambrian sedimentary
formation constituting the North Eastern part of the Palnad basin. They are flanked in
West, North & East by the granite and gneisses of Archean age.
The rock types at Jaggayyapeta are shale overlain by Limestone and
intercalated argillaceous Limestone. The shale in General are purple in colour, well
laminated and fragile. The Limestone is predominantly gray in colour but shades of
White, Yellow buff purple and green are also seen. Argillaceous partings, quartz and
calcite veins are present at places where a higher compact and breaks with conchoidal
fracture.
The general trend of Limestone in the North Block is East-West with minor
rolls along with strike and dip. The overall inclination of the beds is about 2 to 5 deg.
Towards south. The South Block, the general trend of rock is N-S with Gentle rolling
dip of 2 to 5 deg. towards East.
41
GEOLOGICAL RESERVES
The total geological reserves estimated in 12.95 Sq.KM area by GSI on
preliminary prospecting area given below:
Sl.No. Category In-situ reserves(in MT)
Mineable Reserves(in MT)
1 Proved(North Block) 20.95 19.72
2 Probable 50.23 45.21
3 Possible 27.44 24.69
Total 98.44 89.62
Detailed Drilling investigations were further carried out through MECL, on
the basis of which 24.73 MT of Limestone were proved in North Block presently
under Mining Operations. Reserves in North Block as on 31st March 2002 is 20.4
Million Tons.
Average grade of Limestone proved in the area:
Cao Mgo Sio2 Al203 Fe203
49.44 1.65 8.24 1.59 0.61
STATUS OF MINING
42
Taking into consideration the factors such as nature of the occurrence of the
topography, the structural configuration of Limestone deposit, the development of
Jaggayyapeta Limestone Deposit has envisaged by open cast Mechanised method.
The Mine is fully mechanized and designed for a peak production of 4,80,000
Tons per year. The open cast quarry operation consists of four major operations and
they are described below. Mine is designed to work in two benches. Bench average
height is 8 meters and benches are developed across the strike of the deposit.
A) Drilling:
Presently Drilling is carried out by 1 No. of Crawler mounted 100/115mm
DTH drills (ICM-20 Ingersoll-rand make). The following pattern of drilling is
generally adopted for 8 meters bench height.
i) Burden - 3.00 Mt
ii) Spacing - 4 Mt
iii) Sub-grade Drilling - 0.8 mt.
B) Blasting: The following explosive is used in our Mine:
i) Large dia cartridge explosive 83MM, Cap. Sensitive, Class-2 Slurry
Booster charge-High Energy-Anjana Blast 83MM.
ii) Large dia cartridge Explosive 83MM, Non-Cap. Sensitive, Class-2
Slurry, Column charge-High Energy-Anjana Gel-83MM.
iii) Detonating Fuse
iv) Safety Fuse
v) Cord Relays 26 Milli Seconds
One Magazine building with a storage capacity of 10 T provided for storage of
explosives as required under various statutes.
C) Excavation / Loading:
43
Presently, we are having 2 Nos. of Hydraulic Shovels i.e BE 650 BEML make
and CK 300 of L&T make are provided for Excavation work.
D) Haulage of Transport:
03 no.s of 35T Cap. BH-35-2 and 02 no.s of GMMCO make Dumpers are
provided for transportation of ROM Limestone from Mining Block West to Ore
Handling Plant, and for dumping of Fines from ore Handling Plant.
E) Drainage:
Paleru river is skirting the ML area on the North and East. The topography of
he land is slopping towards North and East and the existing Nallas carry rain water to
the river freely. Adequate culverts are provided to the pit road for free flow of water.
The Mining lay out of the quarry is planned in such a way that no nallas are disturbed.
Only two benches have been planned to work. Seepage of water is expected only
below the second bench. Since the Mine is designed only two benches, only the rain
water which may flow into the quarry will have to be pumped out. For dewatering
purpose two pumps Cap. 50 HP each in 2nd bench have been provided. One check-
Dam in the Nalla East of the Mining Block has been provided.
F) Pollution Control:
Monitoring of Air, Dust, Vibration Level and water is being conduced in all
Seasons in our Mine. Presently, this monitoring job awarded to a private agency for
monitoring the above quarterly once for submitting the said reports to various
statutory authorities.
07 no.s of Dry Dust Extraction Systems are installed along with High pressure
water spray systems were installed for avoiding dust problem.
CRUSHING & SCREENING PLANT
44
PRIMARY CRUSHING SECTION:
Process Details of the BF Grade Limestone:
-1000MM Run of Mines blasted material is fed into the Primary Crusher
Hopper which is having capacity of 100 Tons by 35 T Haulpak Dumpers. This
material is excavated by a Hydraulic Excavator of BEML make and material is
transported through 2 Nos. of 35 T Haulpak Dumpers.
The material i.e ROM is fed into the Hopper and passes through 280 Tons
capacity RBDT Jaw Crusher of MBE make through Apron Feeder and Grizzly. –
40mm material will be separated while passing through Grizzly and will be
discharged to the Main conveyor C-1. The Crusher out put is –150mm and is
discharged to 800mm width conveyor Belt (C-1) and is fed to Surge Bin.
SECONDARY CRUSHER & SCREENING SECTION:
The primary crushed material will be sent to Secondary Cone Crusher of 550
T per hour capacity of Symons make through the vibratory Feeder. The Crusher out
put is conveyed to double Deck Screens through 1000mm width conveyor Belt (C-2).
+70mm will be separated and recycled through C-3, C-4 & C-5 conveyors to
Secondary Crusher through Surge Bin for further crushing to the required size. –
6mm will be separated and conveyed to Fines Bin through C-7 Conveyor and it is
separately collected as rejection by Dumpers. The Main Product is +6mm to –70mm
and this is conveyed through C-8, C-9, C-10, C-11 Conveyors to Stock Pile.
CIVIL ENGINEERING SECTION
45
Water Supply
Initially the water was supplied to township as well as to the plant from the
infiltration well constructed in the Paleru river. Later due to scanty rainfall the river
was fully dried and with a view to continue to supply the water to the township
inmates and plant, the management sanctioned total three bore wells and presently we
are supplying water from those two bore wells located in township area. The water is
being pumped from the bore wells to the Filtration / Chlorination plant. The said
treated water from the plant is being supplied to the township inmates for drinking
purpose.
NOTE: The said water sample was collected and analysed by AP Pollution Control
Board, Vijayawada and given their report as suitable for drinking but the analysis
report says that hardness and calcium percentages are more in the said water.
Because of this high calcium and hardness there is lot of demand from all the
employees that Mineral Water Plant to be installed at JLM at the earliest and this is
under process. For the time being, Purified water of 20 Liters can is being supplied to
the residents of the township on every alterative day.
Township Maintenance
One Civil complaints booth is maintained at Township Pump House where
complaints are registered by the township inmates. The same is attended by the Civil
Dept. through a maintenance contractor.
Parks
Two parks are being maintained namely Dr Ambedkar Park, and N S Bose
Park at Twonship. In addition one afforestation park namely Tenneti Viswanathan
Park is developed in Plant area.
Roads
46
We are maintaining 6.5 Kms R & B road running from our Township Main
Gate to Budawada Village for the accessibility of the village people.
Afforestation
A TOTAL OF 1,70,000 plants were planted and maintained in Township,
Plant, Mines and ML Area.
47
RECREATION & WELFARE FACILITIES FOR EMPLOYEES
a) Community Welfare Centre equipped with facilities like in-door games and
outdoor games, TV Room, Library Room is provided. Play ground is
available for outdoor games, children play equipment have been installed.
b) Two parks are being maintained in the heart of the township. A Temple and a
church has been constructed and maintained by the employees.
c) Recently, a new set of Children Playing Equipment were procured and
installed near JDAV Public School .
d) GYM fully provided with all equipments is established in the township,
e) A Health Centre with Sr.Medical Officer and medical staff, which includes a
pharmacist, are provided in the township. In addition to this Health Centre
facility, we have empanelled Five Hospitals i.e three at Vijayawada and Two
at Khammam. If necessary on emergency basis patients also referred for
treatment to Multi Super Specialty Hospitals situated at Hyderabad.
f) Canteen is provided in the Mines area for meeting the requirements of
employees which is operated by a private agency.
g) Vocational Training Centre as prescribed under Mines vocational Training
Rules, 1966 is provided in the Mining complex.
h) First Aid Center with male nurse is provided in the Mining Complex. During
the working hours of the Mine an Ambulance is provided for meeting any
emergency. The said ambulance is provided on contract basis.
48
DAV PUBLIC SCHOOL
JDAV School, fully funded by the Company has been established in the heart of the
township, which can accommodate 500 pupils in an academic year. The school has earned a
reputation for its educational standards in and around Jaggayyapeta. Further the school
Building is extended with modern teaching aids like computers and 16 Nos. of well qualified
Teachers and 4 Non-teaching staff. The school is also catering the educational needs of the
surrounding cement Industries like Madras Cements Ltd., Vishnu Cements Ltd. M/s. Kakatiya
Cements Ltd. And Jaggayyapeta Town on payment basis. Our students also have bagged
number of laurels in the academics and also in the extra curricular activities at State and
National Level.
I R PROFILE
In general, I R problems at JLM are very cordial and conducive at JLM. The
following are the functioning Unions at JLM:
INTUC (Recognized)(INDIAN NATIONAL TRADE UNION)
AITUC (ALL INDIA TRADE UNION COUNGRACE)
CITU (CENTERAL OF INDIAN TRADE UNIONS)
B M S (BHARATHIYA MAZUDHUR SUNG)
Mine Employees Staff and Workers Union
49
WELFARE MEASURES IN VSP
Rashtriya Ispat Nigam Limited, Visakhapatnam Steel Plant, considers human
resources as the most important of all the resources in the Company. Its development
and welfare have been given the utmost emphasis in the overall policy of Human
Resources Management of the Company. Pursuant to this policy, VSP has taken
several initiatives for introducing and implementing Statutory as well as Non-
Statutory Welfare schemes which together impart and propagate the feeling that the
“Company cares for its employees”. In addition, as a Social Security measure,
Employees Family Benefit Scheme was introduced w.e.f. 01.08.1995. Amongst these,
the details of important welfare measures that are being implemented in RINL/VSP
are as follows:
STATUTORY WELFARE MEASURES:-
A) Canteen facilities:
Canteen facilities in VSP have been organized through the operation of 16
Canteens even though the requirement under statute is to operate only 7 canteens.
Out of these, 14 are located inside the Plant and 2 outside the Plant. These Canteens
cater to the needs of employees by providing breakfast, tea, lunch and evening snacks
at fixed rates which have been in vogue for the last 5 ½ years. Besides this, through a
system of extension points, tea and snacks are made available to the employees in
different shifts in the Shop Floor itself. For this purpose, there are 127 extension
points at 55 locations through out the Plant. RINL/VSP has been extending Canteen
Subsidy to the employees @ Rs.18/- per day of actual attendance (50% of the price of
specified food items i.e. one meal, one snack, one coffee and one tea per day), subject
to a minimum of Rs.80/- per month, as per the terms of the Tri-partite Agreement
entered into with the Recognized Union. The annual expenditure on canteen subsidy
payable to all employees comes to around Rs.9.00 crores. Apart from this, an
additional expenditure of Rs.90 lakes per annum is being spent for running and
maintaining the 16 canteens on the existing rates and for providing services at the
extension points.
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The affairs of the canteen are managed by a bi-partite committee (Canteen
Managing Committee) consisting of five representatives from the Recognized Union
and five from the Management. Canteens of VSP have been assessed under
Occupational Health & Safety Management System and found to be in accordance
with the requirements of the standards of OHSAS 18001:1999.
C) First Aid Facilities:
In the Plant, Central First Aid–cum-Occupational Health Centre with required
facilities is in operation. In addition to this, there is one more First Aid and Gas
Rescue Station near the Coke Ovens Dept. One Ambulance in each of these First Aid
Centres and one in Steel Melting Shop is available round the clock. Adequate number
of First Aid Boxes with the required contents like Plaster, Scissors, Cotton rolls,
Tincture Iodine, Bandage Rolls, Eye & Ear drops, local antiseptic cream, Paracetamol
tablets etc. have been provided in each Shop Floor in the Plant. The boxes are under
the supervision of personnel trained to give First Aid and they are regularly
replenished with the required materials.
D) Water Coolers:-
Adequate number of Water Coolers for drinking water & facilities for washing
have been provided on the Shop-Floor in the Plant..
E) Leave:-
In matters of Leave, RINL leave rules provide 10 days additional EL, over and
above the maximum ceiling prescribed under the Factories Act subject to the
employee qualifying to earn the leave. Apart from Earned Leave, the Company
provides Casual Leave, Half Pay Leave/ Commuted Leave, Special Casual Leave,
Quarantine Leave, etc.
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F) Maternity Leave:-
The object of the Maternity benefit Act 1961. is to provide for Maternity
Benefit and certain other benefits 3 women employees working in factories and other
establishments. Leave with pay of 12 weeks for the purpose of maternity related
confinement and six weeks for miscarriage/ abortion is required to be given by the
employer to women employees, under this Act.
G) Factories Act:-
Rest-rooms, sitting arrangement, latrines, safety provisions, appointment of
Welfare Officers, Safety Officers, etc are also provided as per provisions of Factories
Act.
H) Gratuity:-
Employees are paid Gratuity in terms of the Payment of Gratuity Act 1972 and
as amended from time to time. Over and above the Gratuity Act, in case of death of
an employee before the qualifying service of five years Gratuity is paid as follows:
1st year of service ... 2 months emoluments
Before 5 years of service ... 6 months emoluments
On completion of 5 years of service ... 12 months emoluments
For all other cases at the time of separation from the Company, a maximum of
Rs.10 Lakhs amount calculated based on the service rendered by the respective
individual, whichever is less, is being released towards Gratuity.
The cheques for Provided Fund and Gratuity are given to the employees on the
very next date of his retirement.
Contributory Provident Fund is paid @ 12% of the wages of the employees
and the fund is managed by a trust as per section 17 of the Employees' Provident Fund
and Miscellaneous Provisions Act 1952. The Employees' Pension Scheme 1995
introduced by the Government of India has been implemented.
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I) Workmen’s Compensation:-
Workmen's Compensation is being paid within the stipulated time to all the
entitled employees as per the Act. As against the half monthly payment, envisaged as
compensation for temporary disablement under the Workmen's Compensation Act, an
employee who gets injured by accident arising out of and in the course of his
employment is given leave with full pay for the period of disablement. Further, free
medical treatment is given in the Company run Hospital. In case of referral for
specialized treatment outside, full expenses are borne by the Company.
J) Contract Labour Welfare:-
The welfare facilities like Canteens, Rest Rooms, Washing Places, Urinals,
Latrines, Drinking Water, Creche, etc. provided by the Company are also available for
the Contract labour.
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NON-STATUTORY WELFARE MEASURES
A. Facilities for Education:-
VSP's philosophy towards educational facilities is not only to benefit the
children of employees but also to extend educational facilities to the wards of the
people dwelling in and around the Plant and also to act as a catalyst in promoting
quality education by encouraging reputed educational Institutions like Delhi Public
School, Kendriya Vidyalaya, DAV Public School, etc. There are 9 English Medium
Schools, 2 Telugu Medium Schools in and around Ukkunagaram and one Junior
College. There is one DAV School at each of the two Mines at Jaggayyapeta and
Madharam. Out of these schools, three schools are fully aided and three are partly
aided. The rest are self-financed and self-built schools. Amongst them, two Telugu
Medium Schools and Two English Medium Schools, namely, Kendriya Vidyalaya
and DAV provide free education.
The schools existing in the Ukkunagaralu township are:-
S.No Name of the School Location
1. Kendriya Vidyalaya Sec. I
2. Delhi Public School Sect. II
3. DAV Centenary School Sect III
4. JyothiBalaVihar (KG) Sect III
5. Visakha Vimala Vidyalayam Sect
6. DAV Public School Madharam mines
7. Chitanya Public School Opp. Sect. II
8. Depaul School Opp. Sect. VIII
9. Arbindo Centenary School Near Nehru Park
The schools Exits at JPT township is 1) Jaggaiahpet DAV School.
54
B) Scholarships:-
Scheme of Interest Subsidy on House Building Loans:
It has been decided to amend the scheme of interest subsidy on house Building Loans as under:
EXISTING AMENDEDSCOPE AND ELIGIBILITY: SCOPE AND ELIGIBILITY: For an employee to become eligible for subsidy of interest this scheme, the provisions of the existing HBA rules with regard to the amount of the HRA loan, base rates of interest , eligibility period of service, etc. as in force from time to time will all be applicable and operative.
For an employee to become eligible for subsidy of interest under this scheme, the provisions of the existing HBA rules with regard to the amount of the HBA loan edibility, etc, as in force from time to time will all be applicable and operative.
EXTENT OF SUBSIDY AND COMPUTATION OF SUBSIDY AMOUNT:
EXTENT OF SUBSIDY AND COMPUTATION OF SUBSIDY AMOUNT :
The company will reimburse the difference between the rates of interest as provided from time to time in the HBA rules for different categories of employees and the rate of interest charged by the approved financial agencies subject to a maximum limit of 15%, on housing loans taken by the employees with the prior permission of the company.
The company will grant interest subsidy to the employees who avail the housing loans from any of the approved financial institutions @ Rs.30/- (Rounding off to the nearest rupee based on 8.75% existing interest rate as per MoU, i.e., three percentage points below state bank advance rate (SBAR) on on 240 months of repayment schedule on a loan amount of Rs. Lakhs as computed in the work sheet at Annexure – 1) per rupees ten thousand per month of qualifying amount in the case of fresh loan and the outstanding principal loan amount or the qualifying amount whichever is less in the case of existing loan.
55
The amount of interest subsidy will be computed on the basis of the Equated Monthly installment (EMI) as charged by the lending institution at its rate of interest subject to a maximum ceiling of 15% and the EMI at the rates of interest provided under the Company’s HBA rules computed on the same basis / method as followed by the lending agency.
Computation of the subsidy amount mentioned at 4.1 will be done for evey financial year subsequently, based on a floating rate at three percentage points below the state bank advance rate (SBAR) prevailing on 1st April of that financial year.(Note: The amount of Rs.30/- may vary in accordance with the interest rate as modified by SBI)
In Respect of loans drawn from LIC etc., where only the interest is repaid every year and in such cases where a different method other than that followed by HDFC is adopted by the lending agency for computing the EMI, the amount of interest subsidy will be decided on the basis of adopted by HDFC . the interest subsidy will thus be constant throughout the repayment period irrespective of the quantum of interest each month and the method of EMI computation followed by different agencies.
Irrespective of the total amount of loan sanctioned and the number of installments allowed by the financial institution to the employee. Interest subsidy will be payable for thae least of the following: Period:
a) No. of months in repayment terms b) The date of cessation of emplacement with RINL/VSP.c) 240 months.
ELIGIBLE AMOUNT : Qualifying amount rounded off to the nearest rupees ten thousand.Outstanding Principal loan amount rounded off to the nearest rupees ten thousand in case of existing loan.Rs. 8 Lakhs Rs.4 lakhs in case of enlarging living accommodation of existing house.
Where, on account of drawal of loan in installments, payment of interest by the employee to the lending agency arises before of EMI (Consisting of Principal and Interest ). The difference in the simple interest calculated at the interest rates provided in the HBA rules and those of the leading institution will be reimbursed to the employee on producing necessary receipt and other documentary evidence of having made such interest payment. This reimbursement will however, be made only once on a consolidated claim submitted by the employee just before commencement of EMI.
In the vent of EMI being less than the subsidy amount, it will be restricted to the amount of EMI.
56
The amount of loan qualifying for interest subsidy will be the loan entitlement as per the HBA rules of the company or the actual amount of loan drawn, whichever is less.
The amount of loan qualifying for interest subsidy will be the entitled amount or the actual amount of loan drawn whichever is less.
PROCEDURE: PROCEDURE An Employee desirous to avail the interest subsidy for housing loan will submit an application to the advances section in the personnel department, as per the Performa given at Annexure - 1
The employees will be required to seek your written permission in the prescribed form (Annexure – 11) from the company before applying for a fresh housing loan or in the case of existing loan from any of the agencies enumerated at Clause 3.1 of the scheme.
The advances section of personnel deptt. Shall scrutinize the applications with regard to the approval of the building plan, cost of estimates, whether the loan can be accommodated within the limit set for the financial year, etc. and .a "ter obtaining the approval of the Competent Authority (which will be the same as applicable for HBA under the HBA rules), issue a letter of permission to obtain the loan. A copy of the permission, indicating that VSP would not undertake any liability except to recover the monthly installments from the pay of the employee and remit to the lending institute, will be endorsed to the Financial Institution concerned.
After getting written permission from the company, the employee will apply for interest subsidy in the prescribed from (Annexure – III) along with Xerox copies of the following documents:
a) Permission letter from Personnel Deptt.b) Sale Deedc) Municipal/Panchayat Plan Approval withd) proceedingse) Estimate by Architect/Engineerf) Loan sanction letter from Bank/Agencyg) Outstanding Principal loan amounth) certificate issued by the lending Institutioni) concerned, in case of existing loan
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After grant of loan by the lending institution to the employee, the lending institution would intimate VSP about the sanction of loan, the terms of repayment, number of installments of recovery, interest rates, etc. Based on such intimation. Personnel Department would issue .;n order for sanction of Interest Subsidy to tre employees with a copy to Finance Deptt. Tli s communication will also contain the amount cf installment recoverable, period of recovery an the subsidy amount payable to the employee, etc.
After scrutiny, a sanction order will be issued by Personnel Department – Advances Section as per the Performa placed at Annexure- IV.
At the end of Financial Year, the employee has to submit to the Pay Section of Finance department by 31s' May. proof of payment of EM! issued by the Financial Institution concerned in the prescribed format placed at Annexnre-V
EXTENT OF LIABILITY TO THE COMPANY: EXTENT OF LIABILITY TO THE COMPANY:
The company will neither guarantee nor be a surety for the loan and will not accept any financial liability whatsoever in this regard. In case the employee sells the house against which Interest Subsidy is drawn and purchases another house, the same amount of Interest Subsidy first sanctioned or the Interest Subsidy amount calculated tinder these rules on the loan amount taken for the new house, whichever is j less, will be paid to the employee, provided the gap between the sale of the house and purchase of 2nd house : is not more than two months. The term for which Interest Subsidy was sanctioned for the house remains unaltered.
In case the employee sells the house against which Interest Subsidy is drawn or pre-closed the loan, he/she has to inform the Company of the same immediately. He/she will cease to get Interest Subsidy.
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Where both husband and wife are employees of the Company, only one of them will be eligible to avail Interest’ Subsidy on a housing loan, provided neither of them has availed NBA or Interest Subsidy from the Company on a" housing loan earlier. Interest levied by (he Financial Agency for defaults will not be subsidized. Employees are permitted to switch over from one Lending Institution to another, subject to the following conditions: Lending Institution to Which the employees want to switch over should also be the approved Housing Finance Agency.
It will be the responsibility of the employee to ascertain the willingness of both the Lending Institutions involved.
The Company will not accept any extra liability, financial or otherwise, arising out of such transactions. The total Interest Subsidy payable to the employee in any case will not be more than what would have been payable to him had-he not switched over.
The Company will not stand guarantee qr-surety for any such transaction not even for the intervening period from the drawl of loan from one Lending Institution till the remittance of the same with the other Lending Institution.
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Scholarships under general category:
Under this category, there are three groups as per the details given below:
GROUP QUALIFYING EXAMINATION COURSE IN WHICH ADMISSION IN SOUGHT
AMOUNT OF SCHOLARSHIPS
NO. OF SCHOLARSHIPS
I Intermediate/ 12th Std. Exam. In Science Stream
Degree Course in Engineering/ Architecture / Medical / Veterinary/ Agricultural Sciences.
Rs. 1500/- per month for the full duration of the course.
10 (Ten)
II 12th Class/ Intermediate Exam. In Arts/ science / Commerce/ Humanities.
Diploma courses in the areas of Group- I above or Degree or Diploma courses in pure sciences/ Social Sciences/ Commerce/ Business / Personal Administration / Humanities.
Rs. 750/- Per month For the full duration of the course
6 (Six)
III S.S.C or Equivalent Higher Secondary Course (i.e., plus two stage in General or Vocational Stream)
Rs. 400?- per month for the full duration of the course
10 (Ten)
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GROUP QUALIFYING EXAMINATION COURSE IN WHICH ADMISSION IN SOUGHT
AMOUNT OF SCHOLARSHIPS
NO. OF SCHOLARSHIPS
I Intermediate/ 12th Std. Exam. In Science Stream
Degree Course in Engineering/ Architecture / Medical / Veterinary/ Agricultural Sciences.
Rs. 1500/- per month for the full duration of the course.
4 (Four)
II 12th Class/ Intermediate Exam. In Arts/ science / Commerce/ Humanities.
Diploma courses in the areas of Group- I above or Degree or Diploma courses in pure sciences/ Social Sciences/ Commerce/ Business / Personal Administration / Humanities.
Rs. 750/- Per month For the full duration of the course
4 (Four)
III S.S.C or Equivalent Higher Secondary Course (i.e., plus two stage in General or Vocational Stream)
Rs. 400?- per month for the full duration of the course
4 (Four)
GROUP QUALIFYING EXAMINATION COURSE IN WHICH ADMISSION IN SOUGHT
AMOUNT OF SCHOLARSHIPS
NO. OF SCHOLARSHIPS
I Intermediate/ 12th Std. Exam. In Science Stream
Degree Course in Engineering/ Architecture / Medical / Veterinary/ Agricultural Sciences.
Rs. 1500/- per month for the full duration of the course.
2 (Two)
II 12th Class/ Intermediate Exam. In Arts/ science / Commerce/ Humanities.
Diploma courses in the areas of Group- I above or Degree or Diploma courses in pure sciences/ Social Sciences/ Commerce/ Business / Personal Administration / Humanities.
Rs. 750/- Per month For the full duration of the course
2 (Two)
III S.S.C or Equivalent Higher Secondary Course (i.e., plus two stage in General or Vocational Stream)
Rs. 400?- per month for the full duration of the course
2 (Two)
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Applicable For Criteria for Selection Amount of Scholarships No. of scholarshipsChildren of Employees who are having the following Disabilities:BlindnessHearing Impairment Locomotors Disability Mental Retardation Mental illnessCerebral PalsyAnd who are prosecuting studies in any course in a RECOGNIZED school/ College/ General or Vocational Institute.
Nature and extent of Disability of the child and the extent to which the training/ education would help in rehabilitation of the child, as assessed by the Committee
Rs. 750 /- per month for a period as recommended by the Committee
6(Six)
Group Name of the Scheme Eligibility Amount of Cash Award 1 Col.C.K.Nayudu Sports Cash
AwardsChildren of the VSP Employees who represent the country in any event.Who secure 1st place in national’s school games and sports conducted by school Games Federation of India or Rajiv or Inter – State Cricket Marches conducted by Board of Control for Cricket in India (BCCI).The applicant should have participated in the events mentioned above during the year 2007-08.
Rs. 5,000/-(Lump Sum)
II Dr. Sarvepalli Radhakrishnan Merit Cash Awards
Children of VSP Employees who secure admission and join Indian Institute of Technology (IITS), Indian Institute of Management (IIMS), Indian Institute of Science (IISC)- Bangalore, Indian statistical Institute (ISI)- Kolkata, All India Institute of Medical Sciences (AIIMS)- New Delhi, Armed Forces Medical College ( AFMC) – Pune or Jawaharlal Nehru Institute Post Graduate Medical Education and Research (JIPMER)- Pondicherry.The applicant should have been admitted in the above mentioned courses during the year 2008-09.
Rs. 5,000/-(Lump Sum)
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To encourage merit amongst the children of employees, VSP awards 50 Scholarships
annually under the various Scholarship Scheme of the Company.
In addition to the above, since the year 1991, commemorating the birth
centenary celebrations of Bharat Ratna Dr. BR Ambedkar, an annual Merit one-time
Cash Awards for students belonging to SC/ST category have been introduced. There
are two merit cash awards i.e., Rs.500/- and Rs.250/- for the first and second students
who secured highest marks in Xth Class Public Examination in each school of VSP.
C) Medical Facilities:-
The company provides comprehensive health care scheme involving in-patient
and out-patient treatment in Company run hospitals and specialised treatment at
referral hospitals to the employees and their dependants.
Visakhapatnam Steel Plant has established a 160 bedded ultra modern hospital
-Visakha Steel General Hospital (VSGH) equipped with sophisticated equipments. In
addition to this, there are 4 Health Centres, i.e., one each at JLM and MDM
Mines one at Ukkunagaram and one at Pedagantyada RH Colony. 2 Emergency
Medical Care Units in the Plant premises to cater to the health needs of the
employees. The Company also extends medical facilities and specialised treatment,
if required at reputed corporate hospitals like Apollo, Medwin, CMC, Vellore, etc.
Some of the special features of VSGH are:
Full-fledged Burns Unit, acclaimed to be best in the area.
Radiology Department equipped with ATL Ultrasound Scanner, 800 mA X-
Ray machines with image intensifier and 500 mA X-Ray machines with
fluoroscopic facility.
Well equipped Pathology Lab with Hematology, Micro-biology & Bio-
Chemistry Laboratory, Blood Bank facilities and Histopathology Laboratory.
ICU equipped with bedside feather touch polychromatic modular monitoring
with Central Monitoring system.
Cluster-type wards with central Nursing Station System
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Operation Theatres equipped with special sliding trolleys, imported operation
tables with height adjustment facility and shadow less cold lights to enable
surgeons to have a clear vision of operating field.
Well equipped Physiotherapy wing
A separate Central Sterile Supply Department with modern equipment
Automatic Laundry
Diet Counseling Clinic for providing nutrition advice to malnourished
children, diabetic patients, patients with hypertension, obesity, etc.
Occupational Health Services and Research Centre takes several measures in
the area of preventive health care and attempts to ensure good health of the
employees by conducting cyclical examination of the employees and constant
monitoring of environmental conditions.
Highlights on medical services:
Medical camps were organized in and around the plant. Orientation on First
Aid, Emergency Care and Burns management is imparted to employees. Special
programmes like AIDS Awareness Week, Pulse Polio Immunization programme,
World Health Day, World Population Day, Anti Malaria Week, Breast Feeding
Promotion Week, Mother’s Meet, International Nurses Day, Free Family Planning
Operations, etc. were organized. Periodic medical checkup of employees under Man
Maintenance Programme are done to maintain and improve their health status.
Medical Reimbursement:
Medical reimbursement towards expenses incurred on treatment is allowed to
the employees staying in city and places other than township. In case some medicines
are not available in VSGH, the expenses towards procurement of the medicines are
reimbursed. Towards this, the company spends an amount of about Rs.4.90 Crores
and further improvement is under consideration.
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D) Housing Facility:
The Company has a well laid out township – Ukkunagaram, consisting of
8,696 quarters with all modern amenities like water supply, underground sewerage,
schooling, recreation facilities, parks, shopping complexes etc. for its employees.
Various types of quarters were constructed according to BPE norms. Apart from this,
there are 386 quarters at our Captive Mines. These quarters are allotted to
employees on the basis of seniority and standard rent is charged from the occupants.
The housing satisfaction roughly works out to 55%. Employees who have not been
allotted quarters in township are paid House Rent Allowance (HRA).
Apart from providing subsidized accommodation, the Company also provides
subsidized electricity and free water to all quarters. The electricity subsidy is around
Rs.15.00 Lakhs per month and the water charges borne by the Company is to the
extent of Rs.4.20 Lakhs per month. The total annual maintenance expenditure of
Township is around Rs.6.00 Crores
E) Work Dress:
The Company is providing two pairs of Work Dress annually to all employees
since 1995-96.
- Total annual expenditure on Work Dress is around Rs.1.40 Crores.
- Current average expenditure per employee towards Work Dress comes to
around Rs.980/-
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H) Motivational Schemes:-
Jawahar Awards:-
With a view to motivating and recognizing the outstanding performance
employees, the JAWAHARLAL NEHRU PURASHKAR/ AWARDS scheme is being
operated in VSP every year. Last year 64 employees were honored with these awards.
Suggestion Rewards:-
Suggestion Reward Scheme under the name Srujan Vikas was launched in
VSP in the year 1993 with the objective to provide a forum to encourage creative
thinking and accord recognition to the employees.
The suggestions received are evaluated by Zonal/Apex level committees and
cash rewards ranging up to Rs.18, 000/- are awarded to the suggestors, depending on
the merit of the suggestion.
Gold and Silver medals are presented to the two best suggestors who have
shown maximum saving through suggestions. Creativity awards are also presented to
the suggestors who have given maximum no. of rewarded suggestions.
Incentive Schemes:-
The following are the various schemes introduced by the Management from
time to time to motivate employees to strive towards excellence and achieve social
security with job satisfaction.
a) Incentive scheme for acquiring professional qualifications
b) Incentive scheme for acquiring Hindi qualifications
c) Incentive scheme for promoting small family norms
d) Special Performance rewards connected to production
e) Performance Linked Benefit Schemes.
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Facilities for Recreation
Ukkunagaram, the Township built for the employees of Visakhapatnam Steel
Plant, is a fast emerging as polychromatic cultural centre in the region sustaining and
promoting cultures of different regions of the country symbolizing "Unity in
Diversity". People from almost all the regions in the country and professing different
religions, live in VSP's Township in peace, amity and brother-hood. VSP has been
endeavoring to make Ukkunagaram a truly Cosmopolitan Cultural Centre by
encouraging and promoting various cultural activities and fine arts like music, dance,
theatre, literature etc. Towards this, the Company has taken various initiatives some
of which are listed below
A) Community Welfare Centres (CWCS):
For the recreation of employees and their families and for encouraging social
interactions amongst employees during off-duty hours, the Company has established a
total of 8 (Eight) Community Welfare Centres located at different locations at Head
Quarters and its two Captive Mines with a total cost of around Rs.1.43 Crores. An
amount of Rs.3.17 Lakhs is being collected annually towards membership fee from
the employees residing in the respective areas of CWCs and the same is placed at
the disposal of the respective CWC Committees to pursue various activities.
In addition, annually an amount of Rs.1.50 Lakhs is being given to the CWCs as
special grants for organizing the sports and cultural activities. With a view to meet the
additional needs of the recreational and cultural facilities, approval has been accorded
to construct CWC-2 at Ukkunagaram with an estimated expenditure of about Rs.3.21
Crores. Additional facilities are also in anvil to construct an Open Air Stage at
Trishna Grounds and to provide more facilities at CWC-1 at Ukkunagaram.
b) Library:-
A separate Library-cum-Reading Room, built at a cost of Rs.4.50 Lakhs
named after Bharat Ratna Dr B R Ambedkar was inaugurated on 17.08.1997, as part
of the Golden Jubilee Celebrations of our Country's Independence for the use of
Township residents.
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c) Ukkunagaram Club & Steel Club:-
There is a well-equipped Ukkunagaram Club, which was constructed with an
expenditure of Rs.89.00 Lakhs in the year 1984. The Club is having the facilities like
Multi Purpose Hall, Library, Multi-Gym, Swimming Pool, Billiards room, etc. One
more club viz; Steel Club was established during the year 2003 in the township to
improve the Socio-Cultural & Recreational activities.
i) Bala Udyan at Sector-II Shopping Complex
ii) 2 Jet Fountains and Boat Club at Indira Gandhi Park
e) Sports Facilities:-
VSP Management has provided the following infrastructural facilities for
sports persons to improve their skills and standards.
Sports Complex:-
A big Sports Complex was built with an expenditure of Rs.1.70 Crores, which
have the facilities of big ground with Pavilion, three main turf (Cricket) wickets,
three practice turf wickets, one football ground, Hockey field, one floodlit Volleyball
court, one floodlit Tennis Play Court, one floodlit Basket Ball Court, 8 lane 400 mts
track, etc. There is also an Indoor stadium developed for playing Volleyball,
Badminton and other games. Besides the above, a very good cricket field has been
developed with two turf wickets and two practice wickets and a Foot Ball field at
Trishna Ground, located outside Stadium Complex. One Multi Gym has been
provided for the benefit of residents of Ukkunagaram.
Hostel Grounds:-
The following sports facilities were provided in the premises of Hostel Grounds:
Two floodlit volleyball courts
Beach volleyball court
Ball Badminton court
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With the above measures, VSP is identifying hidden talent and training them to
bring laurels to VSP. The annual expenditure towards sports facilities is around
Rs.5.00 Lakhs.
f) National Day Celebrations:-
The Company has been organizing the following National Day and
Ceremonial functions every year in a grand manner by incurring an expenditure of
Rs.3.00 Lakhs:
Republic Day Celebrations
Independence Day Celebrations
RINL Formation Day Celebrations on 18th February
Dr B R Ambedkar & Babu Jagjeevan Ram Jayanthi Celebrations, etc.
69
SOCIAL SECURITY MEASURES
A) Employees' Family Benefit Scheme:
The Company has introduced an Employees' Family Benefit Scheme as a
Special measure of Welfare for the employees’ w.e.f. 01.08.1995. Under the Scheme,
last pay drawn of the employee is extended till the notional date of superannuation
subject to depositing Provident Fund and Gratuity amounts accruing to the employee,
on cessation of his employment on account of permanent total disablement or
permanent medical unfitness and to his nominee in case of the death of employee
while in service of the Company.
However, in case of death/permanent total disablement of an employee arising
out of and in course of employment while on duty or death/permanent total
disablement arising out of accidents while coming to duty or going back from duty
within one hour before or after the end of the shift, the employee/ dependants of such
employee will have the following options:
a) One of the dependants (Wife/husband, son, unmarried (daughter) may opt for
employment and he/she may be considered for employment at the intake
point of recruitment depending on age, qualification, experience etc.
(OR)
b) The dependent may opt for monthly payment equivalent to last pay drawn
(Basic + DA) till the notional date of superannuation of the deceased
employee without requiring to deposit with the Company PF & Gratuity
amounts earned.
B) SUPER-ANNUATION BENEFIT FUND:-
RINL Employees’ Superannuation Benefit fund has been introduced as a
special measure of employee welfare 1. 11. 1995 in accordance with clause 7.0 of the
memorandum of settlement dated 19. 9. 1995. The funds for the operation of this
scheme would consist of contribution of 2% of employee’s salary (Basic pay + DA)
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and the earning under the Performance Linked Benefit Scheme (PLBS). The company
shall contribution to the fund an amount of Rs.100/- per annum.
Benefits:-
I. For entitlement of benefit from the fund, the minimum contribution by an
employee will be at 2% of his salary and the sum received by him as payment
towards incentives under the PBLS for 5 years.
II. The benefits will be in the shape of annuity to be purchased out of the fund
standing to the credit of the concern retiring/retired member of the fund from any
of the approved agencies under the act and the member shall be given an option to
select from amongst the alternatives offered by the said agency.
The member would also be given option to receive deferred pension
commencing from the normal date of superannuation provided that he keeps the
amount at his credit with the trust even after his opting out the scheme. The amount so
kept with the trust will earn interest on year – to – year basis at the rate declared by
the board of trusties.
C) Family Benefit Scheme (Death Benefit Fund):-
This is a voluntary Scheme. In case of death of an employee during service,
the dependents of the deceased are entitled to receive an amount of Rs.85,000/-
(approx.), which is contributed by the employees @ Rs.5/- from the FBS members.
D) Group Savings Linked Insurance Scheme:-
Under this Scheme, employees are to contribute at specified rate to the GSLI
which will be recovered through salary and remitted to LIC. At the time of
retirement/resignation/death, the amounts received from LIC will be paid to the
employee/dependents. The amount of benefit ranges between Rs.0.40 Lakhs to
Rs.1.60 Lakhs depending on the grade of the employee.
E) Life Cover Scheme:-
Under the Life Cover Scheme (in lieu of EDLI), the dependents of an
employee are entitled to receive an amount of Rs.62, 000/-
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F) Group Personal Accident Insurance Scheme:-
As a welfare measure, VSP has introduced “Group Personal Accident
Insurance Policy” for the benefit of its employees covering the risks of accidental
Death/Disablement arising out of accident.
Under the scheme an employee can opt for a sum insured amount up to 60
times of Basic+DA, and the risk includes payment of compensation at the specified
rates (ranging from 2% to 50% of capital sum insured depending on the extent of
disability) in case of disability or 100% amount of capital sum insured in case of
death due to accident. Risk covers round the clock for 24 hours and it could cover
anywhere in the World. As on date, 16,600 employees are covered under the policy.
G) Contribution from Incentive Earnings:-
In case of death of an employee while on duty, the dependents are entitled to
receive a portion of the incentive of the department in which he was working at the
time of death. The amount ranges between Rs.50, 000/- to Rs.60, 000/-
H) Corporate social responsibility:-
A comprehensive Corporate Social Responsibility policy has also been evolved
for addressing the societal issues in a structural manner. In this scheme RINL is
contributing 2% of their annual net profits for Social service activities, such as
providing basic facilities of street lights, roads, drinking water facilities in the rural
areas around the Visakhapatnam. Under this scheme two villages near JPT lime stone
that is Bhudawada village and K.Agraharam villages are identified under CSR
activities Roads, Drainages have been provided.
The Following box have been under taken bye VSP through its CSR schemes.
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CSR WORKS TAKEN UP BY VSP
BUDAWADA VILLAGE
SNO NAME OF SUB HEAD PRESENT STATUS OF WORK Approved Amount Rs.
01 C/o Drains in Budawada Village of Agency area i/c side drains (PH-II)
To be completed 1474900
02 C/o CC Roads over existing WBM Road and C/o open drains (PH-I)
Completed 1107700
03 C/o CC Road over existing WBM road and Construction of slab over drain at point No.2 at Budawada village
Completed 809800
04 C/o open drain from Budawada village to Lambada Tanda Completed 186400
05 C/o Open stage at School premises of Budawada village Completed 186300
06 Construction of toilet at Panchayat Office at Budawada village
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K AGRAHARAM
SNO NAME OF SUB HEAD PRESENT STATUS OF WORK APPROVED AMOUNT
01 Community Hall cum Library at K Agraharam To be started 780000
02 Development of weekly Market place at JLM township wit GI sheet roofing -do- 564600
03 Welcome Arch entrance of JLM township To be completed 70800
04 Internal Roads at K Agraharam including side drains Completed 1422800
JAGGAYYAPETA
SNO NAME OF SUB HEAD PRESENT STATUS OF WORK APPROVED AMOUNT01 Construction of Multi purpose Hall in Municipal
site at'Approval accorded for construction. 9507800
All the above works under final of competition.
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J) Mediclaim Insurance Policy for Retired Employees:-
Mediclaim Insurance Policy is extended to the retired employees and their
spouses, in addition to the treatment that they may avail in the Company run Hospital
free of charge.
An expenditure of Rs.12.86 Lakhs incurred during 2003-04 to cover the
retired employees (Mediclaim Policy holders) up to 31.03.2004. So far 321 retired
employees and their spouses have been covered under this scheme.
L) AFFORESTATION:-
“Conservation of Environment” is one of the core values of VSP. In order to
create a safe and healthy environment for the inhabitants of the township and
surrounding neighborhood, a comprehensive plan was prepared to afforest an area of
3,600 ha i.e., 41% of its total land area of 8827 Hectares. This is well above the
prescribed national norm of 33.33%. The afforestation areas constitute block
plantations inside the Plant and Township (1,630 Ha) and a peripheral green belt of
500m wide along the VSP land boundary (1,970 Ha).
INFRASTUCTURE:
A Railway Line (BG) of 32 KMs joining Motumarri to Jaggayyapeta
Limestone Mine was constructed by the Railways and is in operation.
POWER: 10.5 KMS HT line was constructed by APSEB for 33 KV HT
supply to the Mining area. The Mine receiving Sub-Station
(33KV/3.3KV/440V) was constructed by lessee and is in operation.
It has a beautiful township consisting of 226 houses of ‘A’, ‘B’ & ‘C’ type
and barracks with modern amenities including school, hospital, hostel,
Social Centre, Shopping Centre and open air auditorium. There is a
branch Post Office located in the Township.
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76
INTRODUCTION ABOUT PROJECT
MEANING AND DIFINITION:-
Welfare means faring or doing well it is the comprehensive term and refers to the
physical, mental, moral and emotional well being of an individual labour welfare ,also
referred to is betterment work for employees relates to taking care .well being of the of
workers by employers trade unions governmental nongovernmental agencies.
“Labour welfare is a term which must necessarily be elastic, bearing a some what
different interpretation in one country from another, according to the different social
customs, the degree of industrialization and educational level level of the workers”.
Importance of Welfare Activities of Employee’s:-
Following are the important principles to be followed in setting up Employee’s
welfare programme.
The programme should satisfy real needs of the workers.
The programme should be such as can be handled best by a group approach.
The employer should not .assume a benevolent posture.
The cost of programme should be calculated and its financing established on a
sound basis.
The management should ensure co-oparation and active participation of unions
and workers in formulating and implementing the programme.
There should be periodical assessment or evolution of the programme.
77
Objectives of welfare activities:-
Today lobour welfare programmes have become very important because whatever is
spent on it is as good investment by the employer. He is benefited by increased
production on better quality of work .Some important motives of labour welfare are as
follows.
1. To give expression to philanthropic and paternalistic feedings.
2. To win over employee’s loyalty and increase their morale.
3. To combat trade unionism and socialist ideas.
4. To build up stable lobour force, to reduce labour turnover and absenteeism.
5. To develop efficiency and productivity among workers.
6. To save oneself from heavy taxes on surplus profit’s.
7. To earn good will and enhance public image.
8. To reduce the threat of further government intervention.
Types of Welfare Activities:-
A comprehensive list of welfare activities is given moorthy in his monumental
work on labour welfare .He divides welfare measures into two broad groups, namely.
Welfare measures inside the work place: and Welfare measures outside the work place.
I. Welfare measures inside the work place:-
Conditions of the work environment. Convinces. Workers, Health services Woman and child welfare Workers recreations Employment follow up Economic service Labour management participation Workers education.
II. Welfare Measures outside the work place:-
Housing: bachelors ‘quarters; family residences according to types
and rooms.
Water, sanitation, Waste Disposal.
Roads lighting, parks, recreation, playground.
Schools: nursery, primary, secondary and high schools.
Markets, co- operatives, consumer and credit societies
Bank.
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Transport.
Communication: Post, telegraph and telephone.
Health and medical services: dispensary emergency ward, Out-patient
and out-patient care, family visiting; family planning.
Approaches to labour Welfare:-
The various approaches to labour welfare reflect the attitudes and beliefs of the
agencies which are engaged in welfare activities .Welfare facilities may be provided on
religious, philanthropic or some other grounds .More over, the Different approaches to
labour welfare reflect the evolution of the concept of welfare
A study of the approaches to labour welfare is desirable for the management,the
workers and the general reader .For the general reader ,a study of approaches is essential
because his/her knowledge of the subject is in complete with a knowledge of these
approaches , and a knowledge of approaches enables the manager and the worker to have
a better perspective on welfare work
The policing theory of labour welfare.
The religion theory of labour welfare.
The philanthorophoc theory of labour welfare.
The paternalistic theory of labour welfare.
The placating theory of labour welfare.
The public relations theory of labour welfare
The social theory of labour welfare
Welfare Activities Classes:-
According to Dr. Broughton welfare activities can be divided into two classes
(a).Intra-mural and
(b).Extra-mural.infra-mural works include
1. Scientific selection or appointment: The scientific selection of workers for the
various jobs within the organization.
2. Industrial Training: Training for different jobs in the factory.
3. Arrangement for light, fresh air and water: This classification comprehends
arrangements
4. Prevention Of accidents: This includes arrangements for protection from
dangerous machines, extreme temperatures, fire fighting etc.
5. Other Functions: Such as canteen, provision or rest rooms, refreshments etc.
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Major Extra-mural labour welfare functions are the following:
1. Provision of Education: This includes adult education, social education, primary
education, education of men, women, children etc.
2. Arrangement for proper housing accommodation.
3. Medical services: This includes rest, cure, paid leave, free treatment subsidized
medical aid etc.
4. Provision of inexpensive nourishing food
5. Facilities of Recreation: Clubs gymnasia, cinema, radio, reading –rooms libraries
etc.
In additions to the above list, the following activities are also a part of labour welfare service:
1. Social Insurance Scheme.
2. Providend Fund Benefits.
3. Pensions.
4. Sickness and Maternity benefits.
5. Arrangement of maternity homes and crèches.
6. Provision of cooperative societies.
7. Arrangements of cultural programmes
8. Schooling of children.
Labour Activities agencies in India:
Various agencies have organized welfare activities in India. These agencies are:
1. The Central Government
2. The State Government
3. The Employers
4. The Trade Unions
5. Other Agencies
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81
1. Are you aware of all the welfare measures provided by VSP?
Table: 5.1
Responses No. of Responses % Of Responses
Yes 80 80%
NO 10 10%
Partially 10 10%
Total No. of responses 100 100%
Interpretation:
From the above analysis we can know that 4/5th of them are totally aware of
the welfare measures providing for employees in the VSP but, very few are not aware
due to the communication gap and also few of them are not clear about what comes
under welfare measure
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2. How do you come to know about any new welfare measures being
introduced in the organization?
Table: 5.2
Responses No. of Responses % of Responses
Through Circular 68 68%
Higher officials 8 8%
Unions 12 12%
Co-workers 12 12%
Total No. of Responses 100 100%
Interpretation:
From the above table we come to know that most of the employees come to
know about the new welfare measures through circulars. The passing of circulars are
well maintaining in the organization. It is easily accessible to majority of employees
that helps them aware of the new measures when being come into existence. And it is
also very economic means of sending messages through out the organization. Very
few get through their superior, co-workers, and unions.
83
3. How to Feel that Safety provisions?
Responses No. of Responses % of Responses
Very Good 42 42%
Good 40 40%
Satisfied 16 16%
Poor 2 2%
Total No. of Responses 100 100%
Interpretation:
From the above analysis we can know that all most of them are totally
satisfied with the safety provisions providing for employees in the VSP but, very few
are responding poor to the safety provisions.
84
4. How to feel that Medical facilities?
Responses No. of Responses % of Responses
Very Good 32 32%
Good 48 48%
Satisfied 16 16%
Poor 4 4%
Total No. of Responses 100 100%
Interpretation:
As a major portion of the employees are satisfied with the medical facilities
due to free treatment, good doctors and excellent facilities for common ailments and
lacking specialized technology so this may be the reason for dissatisfaction among
other employees.
But if we observe the facilities providing for their employees and dependents it
was excellent. The company also extends medical facilities and specialized treatment,
if required at reputed corporate hospitals. Better services are required rather than free
treatment.
85
5. What is response your Drinking water facilities?
Responses No. of Responses % of Responses
Good 40 40%
Satisfied 30 30%
Average 20 20%
unsatisfied 1O 10%
Total No. of Responses 100 100%
Interpretation:
As a major portion of the employees are satisfied with the drinking water
facilities due to more water filters are arranged in the nearest places and lacking
maintenance of the equipment so this may be the reason for dissatisfaction among
other employees
6. How to like that your Leave facilities in VSP?
86
Responses No. of Responses % of Responses
Very Good 38 38%
Good 40 40%
Satisfied 14 14%
Poor 8 8%
Total No. of Responses 100 100%
Interpretation:
From the above analysis we can say that the overall respondents are above the
satisfaction level regarding the leaves because of RINL leave rules provide 10 days
bonus EL, over and above the maximum ceiling prescribed under the Factories Act
subject to the employee qualifying to earn the leave. Apart from earned leave, the
company provides casual Leave, Half pay Leave, Computed Leave, Special Class
Leave and quarantine leave. As the employees are having adequate number of leaves
they are totally satisfied in the welfare measures.
7. What is response on your Canteen facilities in VSP?
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Table: 5.7
Responses No. of Responses % of Responses
Very Good 8 8 %
Good 40 40%
Satisfied 36 36%
Poor 16 16%
Total No. of Responses 100 100%
Interpretation:
By analyzing the information given above we can say that the majority of the
employees responded that the facilities providing in the canteen are above the
satisfactory level because of the food providing for them are good quality, the
environment and hygiene are maintaining with cleanliness lastly the timings of the
canteen are comfortable with the timings of the working hours of the employees. But
some of the respondents are not satisfied with the canteen facilities because mostly
about the tastiness of the food, cleanliness was not maintaining in the canteen. The
taste of the food was not up to their expectations and facilities providing are not
properly maintained. Some of the employees depend upon the food in the canteens.
So the food providing should give necessary calories of energy for them to do their
work properly.
8. Now a days labour welfare programs have become very important
in the organization?
88
Opinion No. of Respondents % of Respondents
Yes 70 70%
No 30 30%
Total 100 100%
Interpretation:
From the above information 70% of the employees are supporting that labour
welfare programs have become very important in the organization. But 30% of
employees are not supporting because safety is an external process so they are not
giving so much importance.
9.How to enable that your children Educational facilities in VSP?
Responses No. of Responses % of Responses
Very Good 30 30%
89
Good 32 32%
Satisfied 28 28%
Poor 10 10%
Total No. of Responses 100 100%
Interpretation:
Majority of the employees are satisfied with the educational facility this shows that
organization is doing a good work for education and providing standard education at
all levels. There 11 schools in Ukkunagaram providing CBSE, ICSE and state level
syllabus.
As far as unsatisfied employees are concerned the reason that can be
associated with their dissatisfaction is that management of some schools is not in the
hands of VSP and so it is not being regulated according to their terms and condition.
10. VSP giving to Scholarships for the merit students does u like how
much?
Responses No. of Responses % of Responses
Very Good 32 32%
90
Good 30 30%
Satisfied 28 28%
Poor 10 10%
Total No. of Responses 100 100%
Interpretation:
From the above analysis we can say that most of the employees are satisfied with the
scholarship providing to the merit students of the VSP employees. We can say that
scholarships are for to motivate the students to do their best in future and appraising
their talents in studies. This is not to provide huge amounts for scholarships. One
should not see how much they are giving. Whether they are appraising or not. So VSP
is providing their best for the children.
11. What is the main safety precautions should an employee take
while on work?
Opinion No. of Respondents % of Respondents
Air condition 10 10 %
91
Lighting 20 20 %
Physical amenities 10 10 %
Safe Work environment 60 60 %
Total 100 100%
Interpretation:
From the above information 60 % of employees prefer for safe work
environment .because they need safety while working and 20 % of employees for
lighting. because to perform the operations with out any breaks remaining 10%on
physical amenities and other 10%are preferring air conditioner which is needed in
some areas And 10% of employees for physical amenities.
12.What is your opinion Quality of Housing facilities?
Responses No. of Responses % of Responses
Very Good 32 32%
Good 36 36%
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Satisfied 22 22%
Poor 10 10%
Total No. of Responses 100 100%
Interpretation:
From the above analysis we can conclude that most of them are above the
satisfaction level regarding the facilities at quarters. The condition of the quarters,
water supply, electricity supply and maintenance are good. There will be 24 hours
interrupted power supply for the houses and water supply at any time.
13.What is your opinion on Sports Facilities?
Responses No. of Responses % of Responses
Very Good 22 22%
Good 30 30%
93
Satisfied 24 24%
Poor 24 24%
Total No. of Responses 100 100%
Interpretation:
Form the above analysis we can say that most of the employees are satisfied with
the sports facilities providing for them at near place. Sports are regular activity and
healthy to all the people so that the sports providing for employees. It gives to the
good fitness to the body. But few of the employees are dissatisfied with out the good
sports facilities because of the not available good courts nearer to the employees so
few of the employees are not satisfied.
14.Which agree to the Pension scheme in VSP as per given below?
Responses No. of Responses % of Responses
Very Good 9 9%
94
Good 43 43%
Satisfied 30 30%
Poor 18 18%
Total No. of Responses 100 100%
Interpretation:
From the above analysis we can say that the most of the employees are
satisfied. But only some percentages of them are not satisfied. Because of the reasons
the govt fallows the old rules and regulations or other things.
15. What type of safety precautions you will prefer?
Opinion No. of Respondents % of Respondents
Internal safety 10 10%
95
External safety 10 10%
All 80 80%
Total 100 100%
Interpretation:-
From the above information given in table 80% of employees are prefer for all safety
precautions because they need both internal safety and external safety while they are
in the organization and 10% for internal safety such as helmet, belt, nose filter,
gloves, spectacles which give internal safety to them and another 10% for external
safety such as stores, dispensaries, cotters, water facilities and colony security.
16. Group Personal Accidents Insurance scheme how to provide by
the VSP?
Responses No. of Responses % of Responses
96
Very Good 32 32%
Good 48 48%
Satisfied 18 18%
Poor 2 2%
Total No. of Responses 100 100%
Interpretation:
Group Personal Insurance Scheme is a welfare measures scheme maintaining
by insurance claims section of financial accounting department. The scheme was
introduced from 1995 on words. As per general insurance regulations the intentions of
the accident either death or disable accident is to be intimated to the respective
insurance company immediately.
17. Are you satisfied with the accommodation provided and the
welfare facilities available in the township?
Opinion No. of Respondents % of Respondents
Yes 90 90%
97
No 10 10%
Total 100 100%
Interpretation:
90% of employees are satisfied with accommodations provided and welfare
facilities available in the township. Such as good drinking water exlent colony life
good canteen facilities bus facilities and educational facilities but only 10% of
employees are not satisfited. Because insufficient facilities in cotters.
18. Are you satisfied with all the welfare facilities provided by the
VSP?
Responses No. of Responses % Of Responses
Yes 63 63%
No 1 1%
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Partially 33 33%
Total No. of responses 100 100%
Interpretation:
From the above analysis it is clear that most of the employees are happy with
the welfare measures providing to them. The organization is very clear in
implementing the welfare measure and seeing in a way that they are reaching to the
employees. But coming to the those who are not satisfied there may be some personal
experiences regarding to their wishes which was not done. But at its best VSP was
providing good welfare measures to their employees when compared to any other
sectors and taking every chance to look after their employees
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SUGGESTIONS
1. The organization shall implement the best suggestions given by the
employees to reduce the dissatisfaction levels in the employees.
2. The organization shall take more initiatives regarding the employees’welfare
and suggestions given by them.
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3. As some of the measures were not up to the mark in implementation, there
shall be periodical checkup in implementing the welfare measures provided in
the organization.
4. The first-aid kits provided in the shop floors shall be regularly checked for re
filling as it is observed that essential things are missing at the time of usage.
5. The management should provide ozone purifier for better drinking water at
each shop floor.
6. The management should provide better higher education facilities for the
employee’s children as presently education facilities up to XII Standard are
available.
7. The management shall try to provide land for the employees inside the plant
for better housing i.e Satellite Township to minimize the time coming over to
job from far places.
8. Canteen facilities should be improved. The quality of the food and the
cleanliness in the canteen should be maintained.
9. Better pension scheme may be designed. Separate pension scheme for VSP
employees may be designed as a third retirement benefit instead of EPS-95.
More details regarding the pension scheme to be made available for all the
employees.
10. Internal transportation with in the town ship to be arranged.
11. Executive establishment section should be shifted inside the plant to facilitate
executives working in side the plant.
12. Railway reservation counters to be made available with in the sectors.
FINDINGS
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1. VISAKAPATNAM STEEL PLANT Employees have been provided with some
types of facilities in such as Insurance programmers, welfare programmers, safety
programmers . This is the fact supported by the employees in the organization.
Every employee should prefer all facilities; it will be beneficial to them and for
organization. Out of them most of employees prefer all facilities providing by the
organization. Some of them prefer only welfare programmers and some prefer
safety programmers and others on insurance programmers.
2. In every organization to get work commitment and motivation they should
provide some welfare benefits such as medical insurance, disability insurance,
holidays etc. In VSP, the fact from the employees that they prefer more medical
insurance welfare benefit than disability insurance and holidays.
3. In VSP, employees are provided with internal safety measures and external safety
measures for their welfare. Most of employees prefer all the safety measures that
are both internal and external measures. Some of them prefer only internal
measure and some of them prefer only external measures.
4. It is stated that “which of the following benefits improve employee’s loyalty and
motivation”, such as pension, provident fund, insurance etc. The benefits which
are exists in all organization. Out of them some of employees in the VSP, are
motivated by the benefits provident fund and then insurance.
5. Most of the employees in the organization supported this statement and less
number of employees is against to this statement. However, in this regard it is
suggested to VSP to continue the labors welfare programmers which will be
beneficial to the organization some of them prefer only belt, helmet, nose filter
and some of them.
6. Pursuant to this policy VSP has taken several initiatives for introducing and
implementation Non –Statutory welfare which impart and propagate the
feeling that the “company care for its employees”
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BIBLIOGRAPHY
Human Resource Management& Human Relation
- P.SUBBA RAO
Management of Industrial Relations
- L.M.PRASAD
WWW.VSP.COM
WWW.GOOGLESEARCH.COM
103
QUESTIONAIRE
1. Are you aware of welfare measures provided by VSP?
(A) Yes (B) No (C) Partially (D) All
2. How do you come to know about any new welfare measures being introduced in the organization?
(A) Through Circular (B) Higher officials (C) Unions (D) Co-workers
3. How do you Feel the Safety provisions?
(A) Very Good (B) Good (C) Satisfied (D) Poor
4. How do you feel the Medical facilities?
(A) Very Good (B) Good (C) Satisfied (D) Poor
5. What is the response of your Drinking water facilities?
(A) Good (B) Satisfied(C) Average (D) Unsatisfied
6. How do you feel about your Leave facilities in VSP?
(A) Very Good (B) Good (C) Satisfied (D) Poor
7. What is the response of your Canteen facilities in VSP?
(A) Very Good (B) Good (C) Satisfied (D) Poor
8. Now a days the labour welfare programs had become very important in the organization?
(A) Yes (B) No(C) Partially (D) All
9. How to enable that your children Educational facilities in VSP?
(A) Very Good (B) Good (C) Satisfied (D) Poor
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10. How do you like about VSP Scholarships for the merit students?
(A) Very Good (B) Good (C) Satisfied (D) Poor
11. What is the main safety precautions should an employee take while on work?
(A) Air Condition (B) Lighting (C) Physical amenities (D) Safe Work environment
12. What is your opinion Quality of Housing facilities?
(A) Very Good (B) Good (C) Satisfied (D) Poor
13. What is your opinion on Sports Facilities?
(A) Very Good (B) Good (C) Satisfied (D) Poor
14. Which agree to the Pension scheme in VSP as per given below?
(A) Very Good (B) Good (C) Satisfied (D) Poor
15. What type of safety precautions you will prefer?
(A) Internal safety (B) External safety(C) All
16. Group Personal Accidents Insurance scheme how to provide by the VSP?
(A) Very Good (B) Good (C) Satisfied (D) Poor
17. Are you satisfied with the accommodation provided and the welfare facilities available in the township?
A) Yes (B) No
18. Are you satisfied with all the welfare facilities provided by the VSP?
A) Yes (B) NoC) Partially
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