1

INTRODUCTION TO HUMAN RESOURCE

Human resources are on major factors of

production. It is human asset, which convert the various

resources in to the production resources. It has immense

potentialities and it only human resources, which appreciate

with time whereas all other resources undergo the process of

depreciation. Success of an organization mainly depends on

the quality of manpower and its performance.

In early days human resource was not taken as an

important factor of production. Human begin was simple

treated as log in the movement increasing emphasis has been

given to the worker as a whole man. The need of vast

manpower and their importance was realized by some of the

progressive entrepreneurs. The emergence of Trade Union

and their gradual collective power forced some entrepreneurs

to give some district feature of human side by production. The

first among the entrepreneurs who had contributed in the

development of human side of production was Robert Owen,

and English Humanist. He took a genuine interest in the

welfare of the workers. But this magnetite was not supported

by a major chunk of entrepreneurs.

A number of social scientist advocated their

valuable theories towards the beginning of the 20th century.

Abraham Maslow gave his “Hierarchy of needs” theory. Mc

Clelland’s Afflation- Achievement theory is well accepted too.

2

Christ Argyris theory of “four system of Management” is also a

milestone in the development of human factor in the

production process.

But the most important in this field was that of Elton

Mayo’s Human Relation Approach. The great “Hawthorne

Study “by Elton Mayo’s and colleagues, revealed that the

effectiveness of any organization depends upon the quality of

the relationship among the personnel and social needs of

employees are very important and that concentration by

management exclusively on productivity, material and

environmental issue will to be a self-defecting aim.

Hence the management must give more emphasis on

the human side and their proper utilization. This then remains

the cardinal objective of the human relations function to

discover newer ways of understanding man and to motive

him to higher standard of workmanship. Many new

experiments such as study of his state university of Michigan

etc have developed the branch of Management beyond

margin.

Today an organization having a good inventory of human

resources and a dynamic personnel department is

prospective one. So the technique and functions of personnel

management have now come closely integrated with the

overall organization strategies n search of excellence.

3

DEFINITION OF HRM:

According to Edward Flippo states, “Personnel

management is the planning, organizing, directing and

controlling of the procurement, development, compensation,

integration, maintenance and separation of human resources

to the end that individual organizational

and societal objectives are accomplished.”

According to K. Aswathappa states, “The HRM refers

to a set of programmers, functions and activities designed

and carried out in order to maximize both employee as well

as organizational effectiveness”.

OBJECTIVES OF HRM.

The following are main objectives of the study

To require the overall idea about the organization.

Helping the skills and abilities of the workers efficiency.

Providing the organization with well trained and well-

motivated employees.

Increasing to the fullest the employees’ job satisfaction

and self actualization.

4

Developing and maintaining a quality of work life that

makes employment in the organization desirable.

Communicating of HRM policies to all employees.

Helping to maintain ethical policies and socially

responsible behavior.

Managing change to mutual advantage of individuals

groups, the enterprise and public.

To verify how far as the personnel practices methods are

effective in meeting the objective lay down by the

enterprises.

To study how the interacting agent i.e. managers,

supervisors and workers are identifying themselves with

the program objectives.

5

6

INTRODUCTION OF INDUSTRIAL RELATION

“Industrial Relations” poses one of the most

delicate and complex problems to modern industrial society.

With growing prosperity and rising wages, workers have

achieved a higher standard of living .They have acquired,

education, sophistication and greater, mobility career patterns

have changed., for larger section of the people have been

hanged., for higher section of people have been constrained

to leave their firms to become wage earners and salary

earners in urban areas under trying conditions of work.

Ignorant and drenched in poverty, vast masses of men,

women and children have migrated to few urban ares.The

organization in which they are employed have ceased to be

individually owned and have become corporate enterprises. At

the same time however, progressive status dominated

secondly group-oriented aspirant and sophisticated class of

workers has come in being, who have own trade unions and

who have thus gained a bargaining power which enables them

to give a taught fight to their employers to establish their

rights in growing industrial society. As a result the

Government has stepped in and plays an important role in

establishing harmonious industrial relations, partly because it

has itself become employer of millions of industrial worker but

mainly because it has enacted a vast body of legislation to

ensure that the rights of industrial workers in private

7

enterprise are suitable safe guarded. Besides rapid changes

have taken place in techniques and method of production.

Long established jobs have disappeared and new employment

opportunities have been created which call for different

patterns of experience and technical education. Labour

employer relations have therefore become more complex than

they were in past, and have been a sharp edge because of

widespread labour unrest.

It is obvious from these facts that industrial relations

don’t function in vacuum but are multidimensional in nature;

they are conditioned by two sets of determinants industrial

factors and economic factors.

Under institutional factors Dr.V.B.Singh includes such

matters as state policy, labour legislation, labourers and

employers organizations and social institution, attitudes to

work, systems of the power and status motivation and

influence, the system of Industrial Relations etc.

Under economic factors are included economic

organizations, capital structure, including technology, the

nature and composition of the labour force and the sources of

supply and demand in the labour market?

8

OBJECTIVES OF INDUSTRIAL RELATION

The primary objectives of bringing about good and

healthy relations between employers and employees, industrial

relation are designed:

To safeguard the interests of labour and

management by securing the highest level of mutual

understanding and goodwill among those sections in the

industry which participate in the process of production.

To avoid industrial conflict or strike and develop

harmonious relations, which are essential factor in the

productivity of workers and the industrial progress of a

country.

To raise productivity to a higher level in an area of

full employment by lessening the tendency to high turn

over and frequent absenteeism.

To establish the growth of an industrial Democracy

based on labour partnership in the sharing of profits and

of managerial decision.

To eliminate, as far as possible and practicable,

strikes,lockouts and gheraos by providing reasonable

wages, improved living and working conditions

9

To establish Government control of plants and units

as are running at a loss or in which production has to be

regulated in the public interest.

In other words, the objectives of industrial relations are

to facilitate production, to safeguard the rights and interests of

both labour and management by enlisting the co-operation of

both to achieve a sound, harmonious and mutually beneficial

relationship between employer and employees.

OBJECTIVES OF THE STUDY

This study program has got the following objectives:

To gain an overall idea about the organization.

To get practical knowledge in the areas of personnel

management an Industrial relations.

To study the composition of employer and employee

relation existing in the organization.

To know the facilities provided to the employees as well

as the public by the organization.

To study the statutory and non-statutory welfare

practices adopted by organization.

The study of the HRD practices training and development

performance appraisal schemes adopted by the

organization.

To study organizational culture and style.

10

11

INTRODUCTION TO TATA STEEL

TATA steel begins its journey from the small own

Jamshedpur in

Jharkhand .Where every child

grows up to a dream and to

a reality both leading to one

organization .An organization

which defined the lives of the

people of this small township

.One power ,one force –The

dream of one man which

shapes the realities of

millions world over

today .TATA steel is one of the oldest and most successful

organization and celebrates the true spirit of steel with TATA

steel limited.

Backed by 100 glorious years of experience in

steel making ,TATA Steel is the world’s 6th largest steel

company with an existing annual crude steel production

capacity of 30 Million Tones Per Annum (MTPA). Established in

1907, it is the first integrated steel plant in Asia and is now the

world`s second most geographically diversified steel producer

and a Fortune 500 Company.

12

The reasons for picking TSL for my internship project are simple.

It is Asia’s first and India’s largest steel company in

the private sector.

It is India’s 2nd most profitable company in private

sector.

It is one of the most admired companies in terms

HR practices and sustainable growth and corporate

social responsibility.

And the most important reason is that the company

completes its 100th year in 2008

TATA Steel has a balanced global presence in over 50

developed European and fast growing Asian markets, with

manufacturing units in 26 countries.

It was the vision of the founder; Jamsetji Nusserwanji

Tata., that on 27th February, 1908, the first stake was driven

into the soil of Sakchi.  His vision helped TATA Steel

overcome several periods of adversity and strive to improve

against all odds.

TATA is slated to increase to 10 MTPA by 2010. The

Company also has proposed three Greenfield capacity of 23

MTPA and a Greenfield project in Vietnam.

13

Through investments in Corus, Millennium Steel

(renamed TATA Steel Thailand) and NatSteel Holdings,

Singapore, Tata Steel has created a manufacturing and

marketing network in Europe, South East Asia and the pacific-

rim countries. Corus, which manufactured over 20 MTPA of

steel in 2008, has operations in the UK, the Netherlands,

Germany, France, Norway and Belgium.

TATA Steel Thailand is the largest producer of long steel

products in Thailand, with a manufacturing capacity of 1.7

MTPA. Tata Steel has proposed a 0.5 MTPA mini blast furnace

project in Thailand. NatSteel Holdings produces about 2 MTPA

of steel products across its regional operations in seven

countries. Tata Steel, through its joint venture with TATA

BlueScope Steel Limited, has also entered the steel building

and construction applications market.

The iron ore mines and collieries in India give the

Company a distinct advantage in raw material sourcing. Tata

Steel is also striving towards raw materials security through

joint ventures in Thailand, Australia, Mozambique, Ivory Coast

(West Africa) and Oman. Tata Steel has signed an agreement

with Steel Authority of India Limited to establish a 50:50 joint

venture company for coal mining in India. Also, Tata Steel has

bought 19.9% stake in New Millennium Capital Corporation,

Canada for iron ore mining.

14

Exploration of opportunities in titanium dioxide business

in Tamil Nadu, Ferro- chrome plant in South Africa and setting

up of a deep-sea port in coastal Orissa are integral to the

Growth and Globalization objective of Tata Steel.

Tata Steel’s vision is to be the global steel industry

benchmark for Value Creation and Corporate Citizenship.

Tata Steel India is the first integrated steel company in the

world, outside Japan, to be awarded the Deming Application

Prize 2008 for excellence in Total Quality Management.

The company has its own visions ,values and own

policies and those are the followings.

VISIONS

We aspire to be the global steel industry benchmark

for

Value Creation and Corporate Citizenship.

We make the difference through:

Our people, by fostering team work, nurturing talent,

enhancing leadership capability and acting with pace,

pride and passion.

Our offer, by becoming the supplier of choice, delivering

premium products and services, and creating value with

our customers.

15

Our innovative approach, by developing leading edge

solutions in technology, processes and products.

Our conduct, by providing a safe working place,

respecting the environment, caring for our communities

and demonstrating high ethical standards.

16

VALUES

Trusteeship.

Integrity

Respect for the individual

Credibility

Excellence

Some policies

QUALITY POLICY

Consistent with the group purpose, Tata Steel shall

constantly strive to improve the quality of life of the

communities it serves through excellence in all facets of its

activities

We are committed to create value for all our stakeholders

by continually improving our systems and process through

innovation, involving all our employees.

This policy shall form the basis of establishing and

reviewing the Quality Objectives and shall be communicated

across the organization. This policy will be reviewed to align

with business direction and to comply with all the

requirements of the Quality Management Standard.

17

18

HUMAN RESOURCE POLICY

Tata Steel recognizes that its people are the primary

source of its competitiveness.

It is committed to equal employment opportunities for

attracting the best available talent and ensuring a

cosmopolitan workforce.

It will pursue management practices designed to enrich

the quality of life of its employees, develop their

potential and maximize their productivity.

It will aim at ensuring transparency, fairness and equity

in all its dealing with its employees.

Tata Steel will strive continuously to foster a climate of

openness, mutual trust and teamwork.

19

SAFETY & OCCUPATIONAL HEATH (S & OH)

POLICY

Tata Steel’s safety and occupational health

responsibilities and driven by our commitment to ensure zero

harm to people we work with and society at large and integral

to the way we do business.

1. Our fundamentals belief is that all injuries can be

prevented. This responsibility starts with each one of

us.

We will identify, assess and manage our S&O

Hazard/risks

We will regularly monitor, review the progress and

report.

We will ensure WILL and SKILL buildup among

employees/ contractor partners to demonstrate their

involvement, responsibility and accountability to achieve

sound S & OH performance.

2. We are committed to continual improvement in our S

& OH performance.

We will set objectives – targets, develop, implement and

maintain management standards and systems, and go

beyond compliance of the relevant industry standards,

20

3. We will truly succeed when we achieve our Safety

and Occupational Health goals and are valued by

the communities in which we work.

SAFETY PRINCIPLE

Safety is line management responsibility.

All injuries can be prevented.

Felt concern and care for the employee on “24 hours

safety” shall be demonstrated by leaders.

Employees shall be trained to work safely.

Working safely shall be condition of employment.

Every job shall be assessed for the risk involved and

shall be carried out as per authorized procedures/

checklist/ necessary work permit and using necessary

personal protective equipment.

ENVIRONMENTAL POLICY

1. Tata Steel environmental responsibility is driven

by our commitment to preservation the environment

and is integral to the way we do business.

We are committed to the efficient use of natural

resources and energy; reducing and preventing pollution;

21

promoting waste avoidance and recycling measures and

product stewardship.

 

We will identify, assess and mange our environmental

impact..

 

We will regularly monitor review and report publicity

our environmental performance.

   

We shall develop & rehabilitates abandoned sites

through a forestation and landscaping and shall protect &

preserve the biodiversity in the areas of our operations.

Well will enhance awareness, skill and competence of

our employee and contactors so as to enable them to

demonstrate their involvement, responsibility and

accountability for sound environmental performance.

 2. We are committed to continual improvement in our

environmental performance.

It will set objectives targets, develop, implement and

maintain management standards and system, and go beyond

compliance of the relevant industry standards legal and other

requirements.

22

3. We will truly succeed when we sustain our

environmental achievement and are valued  by the

communities in which we work.

CORPORATE SOCIAL RESPONSIBILITY POLICY

Tata Steel believes that the primary purpose of the

business is to improve the quality of life of people.

Tata Steel will volunteer its resources to the extent it can

reasonable afford, to sustain and improve healthy and

prosperous environment and to improve the quality of life of

the people of the area in which it operates Before we discuss

at length about the company, we would lie to throw

some light on the Tata Group of companies in couple of

years back.

23

The Tata Group

139 years old Strong brand equity

Group avenue US $ 30.0 Billion

Total Sales 3.2% of India’s GDP

International Income 38% of Group revenue

India’s largest employer Over 289,500 employees in

private sector.

TSL is one of the first ventures of Tata Group but it

has many other successful companies under its umbrella.

Some of the notable Tata concerns are below.

Engineering’s Materials

Energy Chemicals

Consumer products Services

Communication and Information System

Tata Motors Leading Auto Company in India in terms of

revenues.

Tata Tea Largest integrated Tea Company in India.

Tata Power Largest power generating supplier in the private

sector in India.

Tata Chemicals One of the worlds largest producers of

synthetic soda ash.

24

Taj Largest hotel chain in India.

TCS Asia’s leading software services provider

and the first Indian software firm to extend sales of US $

1000 Million.

Tata Communications Leading ILD telecommunication

service Provider in India.

25

26

Tata Steel Ltd. An Overview

Established in 1907 by Ramset Nusserwanji Tata in Jamshedpur. Formerly known as Tata Iron and Steel Company Limited (TISCO).30 million tones per annum of crude steel production capacity. With CORUS acquisition ,TSL is worlds 6th largest steel producer .Ranked ‘Best Steel Maker’ by World Steel Dynamics in 2006,2005 and 2001.Ranked 315th on Fortune Global 500 (post the Corus acquisition)2007.82,700 employees .Listen to BSE and NSE .Headquartered in Jamshedpur ,Jharkhand and registered office in Mumbai.

Some major national steel producers or competitors are follows.

ISPAT

JSW

ESSAR

BHUSHAN

SAIL

Some global competitors

POSCO

MITTAL

ARCELOR

27

Comparison between Indian leading players.

Players TATA SAIL JSW ESSAR

Year of

establishment

1907 1954 2003(1984) 1975

Products

Construction

bars

Rods Cold rolled sheets

and coils

Cold rolled

sheets

and coils

Hot rolled

shets and coils

Pipes Hot rolled sheets

and coils

Hot rolled

sheets

and coils

Cold rolled

sheets and coils

Cold rolled

sheets and coils

Galvanized

sheets and coils

Wires and tubes Hot rolled

Sheets and coils

Galvanized

sheets and coils

Iron ore pellets

Production

in million

tones

3.8 9.15 3.5 3.3

Percentage of

Production(%)

9 22 8 8

(The numerical data’s might be wrong)

28

The respective market share of the major Indian

players shown below.

Sail37%

Tata Steel15%RINL

12%

ESSAR13%

ISPAT10%

JSWL13%

Market Share

Tata steel products name:-

Tata Shaktee GC sheet

Tata Steelium

Tata TISCON

Tata pipes

Tata AGRICO

Tata Wiron

Tata Bearings

29

30

Sales and Distribution

Approximately 91% of all saleable steel from TSL are

to the Indian market .The company has a strong sales

and distribution channel as shown below.

31

Direct

supply

chain

21

stockyards

25

consignment

s agencies

15 external

processing

agents

Wide network of

distributers

and

retailers

Comparison of Total Income and Total Expenditure.

Tata Steel Income Tata Steel

Expenditure

2003 = 9956.24 2003 =

8958.96

2004 = 12238.63 2004 =

10572.72

2005 = 16203.61 2005 =

13019

2006 = 17496.48 2006

=14095.01

2007 = 20344.09 2007

=16204.41

2008 = 23184.26 2008

=18535.96

32

2003 2004 2005 2006 2007 20080

5000

10000

15000

20000

25000

Chart Title

total incometotal expenditure

Axis Title

Axis Title

Here we see that the sales of TSL has been

increasing over the years which is a good sign for the

company.

Percentage growth of total income

2003 = 28.45750

2004 = 22.92422

2005 = 32.39725

2006 = 7.97890

2007 = 16.27533

2008 = 13.96066

33

Series 1

2003 2004

2005 2006

2007 2008

Tata steel India becomes the first integrated

steel company in the world, outside Japan, to be awarded

the Diming Application prize for excellence in Total

Quality Management for the year 2008.

Human Resource Management

Tata steel recognizes that its people are the

primary source of its competitiveness and is committed

to equal employment opportunities for attracting the

best available talent and ensuring a cosmopolitan

workforce.

TSL aims to pursue management practices designed

to enrich the quality of life of its employees, develop

34

their potentials and maximize their productivity. It also

aims at ensuring transparency , fairness and equity in all

its dealing with its employees.

TSL has been in pioneer in its HR policy over the

years with the basic underlying principle of sharing and

caring and a sense of belonging amongst all employees

who are considered to be a part of TSL family.

The company has been known as a leader in

introducing various HR practices and setting benchmarks

in the global as well as Indian industry .Some of these

initiatives include.

35

36

Human Resource Management

Tata steel recognizes that its people are the

primary source of its competitiveness and is

committed to equal employment opportunities for

attracting the best available talent and ensuring a

cosmopolitan workforce.

TSL aims to pursue management practices

designed to enrich the quality of life of its

employees, develop their potentials and maximize

their productivity. It also aims at ensuring

transparency , fairness and equity in all its dealing

with its employees.

TSL has been in pioneer in its HR policy over

the years with the basic underlying principle of

sharing and caring and a sense of belonging

amongst all employees who are considered to be a

part of TSL family.

The company has been known as a leader in

introducing various HR practices and setting

benchmarks in the global as well as Indian

industry .Some of these initiatives include.

1920 Tata steel introduced initiatives like leave with

pay 1952).And Workman’s Accident Compensation

Scheme (enforced by law in 1924).

37

Tata steel introduced eight(8) hour working time in

1912, much before such a system was implemented

by law even in most western countries. Free medical

aid was introduced in 1915 (enforced by law in 1948).

Maternity benefits were introduced by Tata steel in

1928 (implemented by law in 1946)

Profit sharing bonus was granted for the first time

in India by Tata steel as early as in 1934 (enforced by

law in 1965).

A scheme of retiring gratuity was introduced by

Tata steel in 1937 (enforced by law in1972).

Tejaswini, launched in 2003, is a woman

empowerment program– the first of its kind – that

trains woman to take up unconventional jobs in the

steel works.

Shabash A weekly scheme launched in 2002 – offers

instant rewards and recognition to employees for

exemplary behavior.

Some of these initiatives which were introduced way

before enforced are tabulated below.

Initiatives TSL Government

8 hour working day. 1912 Not known(but not

implemented even in

western countries at

38

Free Medical Aid.

Leave With Pay.

Workers Provident

Fund Scheme.

Workman’s Accident

Compensation.

Maternity benefits.

Profit Sharing

Bonus.

Retiring Gratuity.

1915

1920

1920

1920

1928

1934

1937

that time).

1948

1948

1952

1924

1946

1965

1972

39

Sub Department Human Resources Policy Recruitment:

Campus recruitment

Tata steel management trainee program.

One year development program.

Employee survey

Leadership Development:

Formal programs ,coaching and on the job training.

Leadership appreciation process and subsequently

conduct ‘Development Centers’ IL2 , IL3

Training and Development :

e-learning facilities available on the companies

internet which facilitated by computer literacy

training.

Computer based training packages and multimedia

training materials Safety training received special

attention based on the DuPont guidelines

identification of skill gaps ,there is a plan in place

to introduce a technical competency assessment

system. Faculty support.

Up skilling employees through process based ,on the

job training and diploma courses through premium

engineering institutes.

40

Direct learning strengthening the leadership pipeline

coupled with emerging needs of growth projects

across geographies.

Industrial Relations :

the welfare of the laboring class must be one of the

first cares of the employer. – (Sir Dorab Tata)

IL6 formed in 2008

Only one recognized Union – INTUC

Affiliation of employees to these unions has been on

a constant decline over the years and stood at..in

the year 2008.

A market based benchmarking of compensation is

undertaken.

Inclusive growth – sports days ,social events ,contents

for children , education opportunities ,celebrating

festivals together.

41

Joda East Iron Mines, Processing Plant

42

43

Employee Satisfaction

Employee satisfaction is a measure of how happy

workers are with their job and working environment. Keeping

morale high among workers can be of tremendous benefit to

any company, as happy workers will be more likely to produce

more, take fewer days off, and stay loyal to the company.

There are many factors in improving or maintaining high

employee satisfaction, which wise employers would do well to

implement.

To measure employee satisfaction ,many companies will

have mandatory surveys or face-to-face meetings with

employees to gain information. Both of these tactics have

pros and con and should be chosen carefully. Surveys are

often anonymous, allowing workers more freedom to be

honest without fear of repercussion. Interviews with company

management can feel intimidating, but if done correctly can

let the worker know that their voice has been heard and their

concerns addressed by those in charge. Surveys and

meetings can truly get to the center of the data surrounding

employee satisfaction, and can be great tools to identify

specific problems leading to lowered morale.

Many experts believe that one of the best ways to

maintain employee satisfaction is to make workers feel like

part of a family or team. Holding office events, such as parties

or group outings, can help build close bonds among workers.

44

Many companies also participate in team-building retreats

that are designed to have found success. strengthen the

working relationship of the employees in a non-work related

setting. Camping trips, backpacking wars and guide

backpacking trips are versions of this type of team-building

strategy, with which many employers have found success. Of

course, few workers will not experience a boost in morale

after receiving more money. Raises and bonuses can seriously

affect employee satisfaction, and should be given when

possible. Yet money cannot solve all morale issues, and if a

company with widespread problems for workers cannot

improve their overall environment, a bonus may be quickly

forgotten as the daily stress of an unpleasant job continues to

mount. If possible, provide amenities to your workers to

improve morale. Make certain they have a comfortable, clean

break room with basic necessities such as running water.

Keep facilities such as bathrooms clean and stocked with

supplies. While an air of professionalism is necessary for most

businesses, allowing workers to keep family photos or small

trinkets on their desk can make them feel more comfortable

and nested at their workstation. Basic considerations like

these can improve employee satisfaction, as workers will feel

well cared for by their employers.

The backbone of employee satisfaction is respect for

workers and the job they perform. In every interaction with

management, employees should be treated with courtesy and

45

interest. An easy avenue for employees to discuss problems

with upper management should be maintained and carefully

monitored. Even if management cannot meet all the demands

of employees, showing workers that they are being heard and

putting honest dedication into compromising will often help to

improve morale.

Employee satisfaction surveys help employers measure

and understand their employees' attitude, opinions,

motivation, and satisfaction. Employee satisfaction is the

terminology used to describe whether employees are happy

and contented and fulfilling their desires and needs at work.

Employee

Satisfaction is often measured by anonymous surveys

administered periodically that gauge employee satisfaction in

areas such as management and teamwork.

46

The following statistical analysis shows how much

the employees are satisfied with the company

according to questionnaire survey.

satisfaction level

age=20-30 age=30-40 age=40=50 age=50-60

TSL, Joda East provides some other facilities to

employees and local people. Those are

Gym-for local people and separated one for TSL

employees.

Two community centers where swimming pool, billiards

to play and some other facilities are also available.

Bus to railway station for employees and their family

members.

Shabashi bonanza

TPM circle competition in division level, state level,

national level (individual performance, group

performance).

47

There is a suggestion giving facility also available. In this procedure any employee could give suggestion related to their

48

Introduction to Quality of Life

What is "Quality of Life"? What does it denote? What

parameters/attributes can be used to measure QOL? QOL is

increasingly referred to in evaluating urban and rural areas,

and in several other situations. Some definitions, models and

more ...

The best way of approaching quality of life measurement

is to measure the extent to which people's ‘happiness

requirements’ are met – that is those requirements which are

a necessary (although not sufficient) condition of anyone's

happiness - those 'without which no member of the human

race can be happy.'

What is QOL? QOL may be defined as subjective well-

being. Recognizing the subjectivity of QOL is a key to

understanding this construct. QOL reflects the difference, the

gap, between the hopes and expectations of a person and

their present experience. Human adaptation is such that life

expectations are usually adjusted so as to lie within the realm

of what the individual perceives to be possible. This enables

people who have difficult life circumstances to maintain a

reasonable QOL.

Our definition of quality of life is: The degree to which a

person enjoys the important possibilities of his/her life.

Possibilities result from the opportunities and limitations each

person has in his/her life and reflect the interaction of

49

personal and environmental factors. Enjoyment has two

components: the experience of satisfaction and the

possession or achievement of some characteristic.

Quality of Life from the view point of TSL.

Improvement in QOL

1. Development of a model traditional rehabilitation colony

in consultation with villagers.

2. Rehabilitation colony will have facilities for education,

health and hygiene, water, electrification, playground and

community centre.

3. Tree plantation in the rehabilitation colony.

4. Facilitation of construction of temporary shelter within

the allowance.

5. Facilitation of construction of the permanent house with

the house building assistance. Building a better Quality of life

has always been the purpose of TSL enterprise. Tata steel

believes that the primary purpose of a business is to improve

the quality of life of people. Tata steel will volunteer its

resources, to the extent it can reasonably afford, to sustain

and improve a healthy and prosperous environment and to

improve the quality of life of the people in the areas in which

it operates.

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Relation Between Employee Satisfaction

and Motivation

Satisfaction leads to motivation .This statement

could easily understand by the following theory of

Abraham Maslow.

Maslow's Hierarchy of Needs

If motivation is driven by the existence of unsatisfied

needs, then it is worthwhile for a manager to understand which

needs are the more important for individual employees. In this

regard, Abraham Maslow developed a model in which basic,

low-level needs such as physiological requirements and safety

must be satisfied before higher-level needs such as self-

fulfillment are pursued. In this hierarchical model, when a need

is mostly satisfied it no longer

motivates and the next higher need takes its place. Maslow's

hierarchy of needs is shown in the following diagram:

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Maslow's Hierarchy of Needs

Self-

Actualizatio

n

Esteem Needs

Social Needs

Safety Needs

Physiological Needs

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Physiological Needs

Physiological needs are those required to sustain life, such as:

air

water

nourishment

sleep

According to Maslow's theory, if such needs are not

satisfied then one's motivation will arise from the quest

to satisfy them. Higher needs such as social needs and

esteem are not felt until one has met the needs basic to

one's bodily functioning.

Safety

Once physiological needs are met, one's attention turns

to safety and security in order to be free from the threat

of physical and emotional harm. Such needs might be

fulfilled by:

Living in a safe area

Medical insurance

Job security

Financial reserves

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According to Maslow's hierarchy, if a person feels that he

or she is in harm's way, higher needs will not receive

much attention.

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Social Needs

Once a person has met the lower level physiological and

safety needs, higher level needs become important, the

first of which are social needs. Social needs are those

related to interaction with other people and may include:

Need for friends

Need for belonging

Need to give and receive love

Esteem

Once a person feels a sense of "belonging", the need to

feel important arises. Esteem needs may be classified as

internal or external. Internal esteem needs are those

related to self-esteem such as self respect and

achievement. External esteem needs are those such as

social status and recognition. Some esteem needs are:

Self-respect

Achievement

Attention

Recognition

Reputation

Maslow later refined his model to include a level between

esteem needs and self-actualization: the need for

knowledge and aesthetics.

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Self-Actualization

Self-actualization is the summit of Maslow's hierarchy of

needs. It is the quest of reaching one's full potential as a

person. Unlike lower level needs, this need is never fully

satisfied; as one grows psychologically there are always

new opportunities to continue to grow.

Self-actualized people tend to have needs such as:

Truth

Justice

Wisdom

Meaning

Self-actualized persons have frequent occurrences of

peak experiences, which are energized moments of

profound happiness and harmony. According to Maslow,

only a small percentage of the population reaches the

level of self-actualization.

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Implications for Management

If Maslow's theory holds, there are some important

implications for management. There are opportunities to

motivate employees through management style, job

design, company events, and compensation packages,

some examples of which follow:

Physiological needs: Provide lunch breaks, rest breaks,

and wages that are sufficient to purchase the essentials

of life.

Safety Needs: Provide a safe working environment,

retirement benefits, and job security.

Social Needs: Create a sense of community via team-

based projects and social events.

Esteem Needs: Recognize achievements to make

employees feel appreciated and valued. Offer job titles

that convey the importance of the position.

Self-Actualization: Provide employees a challenge and

the opportunity to reach their full career potential.

However, not all people are driven by the same needs -

at any time different people may be motivated by

entirely different factors. It is important to understand

the needs being pursued by each employee. To motivate

an employee, the manager must be able to recognize the

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needs level at which the employee is operating, and use

those needs as levers of motivation.

A Short Introduction to TSL, Joda

Nearly 50 years old, iron ore at Joda East Iron Mine is

extracted by

mechanized open

cast mining methods

in a series of 9 meter

high benches.

Equipped with a Wet

Processing Circuit

and primary and secondary crushing, scrubbing, screening

and classification facilities, the mine is capable of producing

sized ore (-37.5mm to +10mm) and classifier fines (-10mm).

The Gomardih (State of Orissa) Dolomite Quarry under

the Joda operations is another important minerals resource.

Dolomite from the region is extracted after drilling and

blasting in a series of 4 meter high benches. The mine has

capability to crush and screen the extracted ore in to different

product ranges such as Lumps (-75mm to +40mm), Flux (-

40mm to +25mm), Chips (-25mm to +10mm) and Fines (-

10mm).

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Joda is covered by big iron mountains. Some of the other

steel companies are also situated near to Joda. The availability of

raw material in a huge amount for steel and sponge iron

companies, makes the environment full of dust. Joda East Iron

Mines(JEIM) has the capacity of 5 million tone per month.

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60

61

RESEARCH METHODOLOGY

1. MEANING OF RESEARCH:-

Research in common sense .refer to search for

knowledge .research is a scientific and systematic search for

particle or information on his a specific topic in fact .

Research is an act of scientific investiction.

2. DEFINITION OF RESEARCH:-

a. According to Advance Learners Dictionary “Research is a

careful investigation or inquiry especially through search

for new facts in any branch of knowledge.”

b. According to Redman “Research is a systematized

Efforts to gain new knowledge”

c. According to woody “Research compromises defining and

reefing problems, formulating hypothesis or

suggested ,solutions, collecting, organising and evaluating

data, making reduction and reaching conclusion and at

least carefully gusting the conclusion to determine whether

they fit the formulating hypothesis.

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TYPES OF RESEARCH :-

DESCRIPTIVE Vs ANALYTICAL RESEARCH :-

Descriptive research includes surveys and fact finding

inquires of different kinds the major purpose of description

of the step of affairs at present.In analytical research in

other hand the research has used facts or information

already available and analyse this to make critical

evaluation of the material.

QUANTITATIVE Vs QUALITATIVE RESEARCH :-Quantitative research is best on the measurement of

quantity or amount it is applicable to phenomenon that

can be expressed in terms of quantity.Quantitative

research on the other hand is concern with quantitative

phenomenon (phenomenon relating quality or kind)

CONCEPTUAL Vs IMPARICAL Conceptual research is that which is related to

serve abstract idea or theory. It is generally used by

Philosopher and incurs to develop the new concept. On

the other hand imperial research realise on experience or

observation alone often without any systemate theory

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APPLIED VS FUNDAMENTAL :

Applied research or fundamental research aims are

finding a solution for at immediate problem facing a society or

an industrial or business organization. For example: -

Research studies, concerning human behaviour carried on

with a view to make generalizations about human behaviour.

RESEARCH DATA

Barker and Anshen say, “The end of all marketing

activities is the satisfaction of human wants.”

Though the satisfaction of human wants, profits are

rewarded to the business and the reward is inducement for

marketing. Now the time has change and the object of

marketing is more than securing profits. The following are the

aims of marketing:

Intelligent and capable application of modern marketing

policies.

To develop the marketing field.

To develop guiding policies and their implementation for

a good result

To suggest solutions by studying the problem relating to

marketing.

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To find the sources for further information concerning the

market problems.

To revive existing marketing function, if shortcoming are

found.

To take appropriate action in the course of action.

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DATA COLLECTION

Different methods of collecting data

There are two types of collecting data

1.primary data

2. secondary data

1. Primary data:-

The primary data are those which are

collected as fresh and the first time and it is original in

character.

2. Secondary data:-

The secondary data on the other hand

are those which have already been collected by some

one-else and which have already in passed through the

statistical method

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METHODS OF COLLECTION PRIMARY DATA

1. OBSERVATION METHOD

2. INTERVATION METHOD

3. THROUGH QUATIONARIES

4. THROUGH SCHDULES

5. OTHER METHOD INCLUDE THE FALLOWING

Warranty cards

Distributer or store audit

Pantry audits

Consumer panels

Use of mechanical devises

Projective techniques

Depth interview

Contents analysis

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METHODS OF COLLECTION

SECONDARY DATA

Secondary data may either be publish data or unpublished

data usually publish data available in-

1. Various publication of the central, state or local state

government.

2. Various publication foreign governments of international

bodies.

3. Technical and trade generals

4. Book magazines and news papers.

5. Reports and publication of various association connected

with business and industries, bank, stock exchange etc in

different fields

6. Reports prepared by research scholam universities,

economist etc in different fields

7. Public record and statistics, Historical documents, and

other sources of published information

The resources of unpublished data they may found in the

diaries letters unpublished biographies and autographic

and through private individual and organisation.

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FEATURES OF SECONDARY DATA

1.RELIBILITY OF DATA :-

The reliability of data can be tested by finding out such thing

about the safe data.

Who collected the data

What where the sources of data

Where they collected by using proper methods

At what time where the collected

What accuracy was desire was it achived

2. SUITABILITY OF DATA :-

The data-data suitable for one inquires may not

necessary be found suitable in other inquiry in this

quaintest.The research must carefully sculinise the

deference of various term and unit of collection looses at

the time of collecting the data from the primary sources

originally

3. ADEQUANCY OF DATA :-

If the level of accuracy achieve in data is found

inadequate for the purpose of the present inquiry they

will be considered as inadequate and should not has

been used by the researcher.

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HYPOTHESIS

Hypothesis is usually considered as the principal

instrument in research. Its main function is to suggest new

experiments and observations. In fact, many experiments

are carried out with the deliberate object of testing

hypothesis. Hypothesis means a mere assumption or some

supposition to be proved or disproved. Thus, a hypothesis

may be defined as a proposition set forth as an explanation

for the occurrence of some specified group of phenomena

either asserted merely as a provisional conjecture to guide

some investigation. A research hypothesis is a predictive

statement, capable of being tested by scientific methods,

that relates and independent variables to some dependent

variables.

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FEATURES OF HYPOTHESIS

Hypothesis should be clear and precise. If it is not clear

and precise, the inferences drawn on its basis can not be

taken as reliable.

Hypothesis should be being tested.

Hypothesis should state relationship between variable, if

it happens to be a relational hypothesis.

Hypothesis should be limited in scope and must be

specific.

Hypothesis should be stated as far as possible in most

simple terms so that the same is easily understandable

by all concerned.

Hypothesis should be consistent with most known facts.

Hypothesis should be amenable to testing within a

reasonable time.

Hypothesis must explain the facts that gave rise to the

need for explanation. Thus, hypothesis must actually

explain what it claims to explain; it should have empirical

reference.

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HYPOTHESIS

In Tata steel industry, employees are fully motivated and

eager to work promptly because of there suitable

environment.

According to my observation company provides all that

things which needs to workers and employers

This company provides help to government and social

requirements

The company should provide all those facilities, which it

provides at other offices in India excluding Joda Division.

Time to time company provides health awareness to

employees. Health care facilities for Joda people, like Life

Line Express,etc.

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CONCLUSION

Tata steel limited is one of the best company of

India as well as of world. TSL knows for its best TQM and HR

policies in the world. The employees are very much satisfied,

who are working for TSL. All the employees are motivated and

work together to achieve company’s goal. Because of high

motivated employees TSL, Joda division increases its

production this year from The employees are very lucky, who

are working and who will work for TSL.

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SUGGESTION

TSL’s management fulfills the needs and wants of

the employees, company provides a standard quality of

life to all employees. But there are some places where

the company should have to make a few rectifications.

The repair and maintenance work of the houses

which are provided to the TSL, Joda employees.

Company should provide a better schooling facility

for Joda division . And school bus for school going

children. English medium and minimum upto 10th or 12th

class , just like, DPS (Delhi Public School), DAV, etc. This

is an off the job facility.

The health care facility could be more standardized.

The training and development program is not good

at Joda, the company should work more on that and

should make it a continues process. Company should

provide higher studies facilities for interested employees.

TSL could provide more better quality of life at Joda

division. Tata steel should provide city living life for

employees of joda, which are provided at Jamshedpur,

BBSR branch, and others. The working environment is

good, but it could be better by renovating the internal

infrastructure of the offices of Joda.

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77

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BIBLIOGRAPHY

Books:-

Himalaya Publishing House

S.V. Gankar

Dr. K.R. Dixit

C.B. Mamoria

Magazines:

India Today

Business World

News Paper:

Times of India

Hitavada

Websites:

www.google.com

www.tata steel.com

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Questionnaire Project Report

The project report is prepared by surveying on a

good number of employees from various departments of

Tata steel ,Joda east. Those departments are as follows.

Departments

1. V.T.C ,Joda

2. Electrical Department And Water Supply

3. Geological Department

4. Hospital

5. JCO Administration

6. Security Department

7. Civil Department

8. TSRDS (Tata Steel Rural Development Service)

9. JEIM (Joda East Iron Mines)

10. Joda East Time Office

11. Joda East Processing Plant

12. Joda East Equipment

13. Chief,Joda

14. Khondbond Iron Mine

15. JCO land and Lease

16. JCO Estate & GR

17. HR/IR Department

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1. Are you satisfied with the accommodation

facility, provided by the company ?

This is the first basic need of a human. Accommodation

should be situated in a good environment and should be in a

good area where one can survive easily. There are so many

big concerns who does not provide accommodation facility to

their employees, but TSL provides accommodation facility to

their employees. TSL has its own township. There employees

has no problem for accommodation in TSL, Joda east. This is

the first theory of motivation. The employees of TSL, Joda are

satisfied with the accommodation facility provided by the

company.

2. Are you satisfied with the health care facility ?

Health care is one of the important factor life. TSL has

its own township, so the company provides Hospital for the

employees, with a good number of doctors for all diseases.

There are 11 doctors and 14 nurses available at Joda East.

The employees are satisfied for a certain limit, they has a

complain also and that is, the health care facility is only for

small and normal diseases, if there is a measure disease arise

then there is no arrangements for that. They have to go for

other Hospitals like District Headquarter Hospital, Keonjhar or

to Tata Hospital, Jamshedpur. Both those hospitals are nearest

to Joda but those has a long distance.

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3. Are you feeling secure about your job ?

This is another factor of motivational theory. Feeling

secure about the increases the morale of the employee.TSL

employees are feeling secure about their jobs. The officers

of TSL are experienced and permanent.

4. Are you satisfied with the educational facilities

available at Joda for your children ?

Education is a most vital part of life now a days.

Every parents want to send their children to a standard

school rather than an ordinary school. All parents wants

that their children should know all the aspects that how to

cope with the competitive world. TSL provides schooling

facility for the children of the employees, but employees of

TSL, Joda are not satisfied with the schooling facility

available at Joda. The various educational institutions

are,Govt.M.E School, Tata Primary School, Joda East UP,ME

School, Girls High School, Joda High School, Hill Top Primary

School, Saraswati Sishu Mandir, Women’s College, etc. The

school at Joda is an ordinary one, and they want that the

company should provide a standard schooling facility.

5. Does the company provides you the standard

safety appliances ?

The first policy of TSL is safety, and we could see the

hoardings of safety principle every where at TSL, Joda. Joda

is the mines division of TSL . The company’s management

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focused its best in providing the safety appliances to the

employees. The employees of Joda, TSL are very much

satisfied with the safety appliances provided by the

company.

6. Are you feeling safe at your work place with the

safety standards maintained at present ?

The company provides safety appliances as well as

maintains the safety standards at the work place for all

employees. In the company at every where we could find

safety instruction for employees as well as for out side

people, and employees always suggests outside people to

follow the safety standards. TSL provides positional training,

it means, on the job training Standard Operating Procedure

(SOP) for safety purposes. There is a Toxic Detected

Machine, if the machine gives a positive isolation, then

employee should be implemented. Last but not the list,

safety is a man made function.

7. Are you satisfied with your team members at your

work place ?

The team work exaggerates the morale of the employees

and they puts their best effort. The employees of TSL, Joda

are very much satisfied with there team members, all the

employees are co-operative with each other. All the

employees at here shares there information relating their

work, divides there work properly. They gives respect to

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each other and they makes fun with each other also. All the

employees are very much co-operative with the outside

people also.

8. Are you satisfied with the training and

development programs which are provided by

the company ?

Training and development program this is one of the

factor which every employee needs at the very first time in

an organization and this is a continuous process. The

employees of TSL are not fully not satisfied with this factor.

There are 20% employees are satisfied and 80% are not. The

unsatisfied employees says that, this is not a continuous

process at TSL, Joda. Some of them complains that the

training and development programs which are provided by

the company are not enough for them.

9. Are you satisfied with the welfare facilities which

are provided to you at the working area ? (eg.

Canteen, AC’S ,Etc.)

The employees of Joda are satisfied with the welfare

facilities which are provided to them. Every rooms of the office

are AC(air condition) fitted, well furnished rooms with good

lighting facility, the cost of the foods in the canteen are very

low, such as,

Lunch (veg)=Rs.3

Lunch (non-veg,egg)=Rs.4

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Breakfast or evening food items =0.40

paise(samosha,bara,piazi,etc)

Tea=0.40 paise Etc..

There is no charges for accommodation, electricity and water

for employees.

TSL, Joda employees are satisfied with the welfare facilities.

10. Are you satisfied with your salary package ?

This is the question on which no one will give true

answer. Because every person wants more and more money

than he/she gets and that’s why everyone mustn't satisfied

with their salary packages. But when I ask the employees of

TSL about their salary package according to their

performance, and performance wise they are satisfied with

the salary package. But there are a few young employees are

working there, who are not satisfied with the salary package

which they are getting. When I ask about those unsatisfied

employees to employees who spends their long period of

time in TSL said that, if they(unsatisfied employees) are not

satisfied, then why do they working at here. They must work

at there where they gets the right salary according to there

performance and should leave TSL.

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11. Does the company co-operates and helps you

at any emergency time ?

TSL co-operates with there employees in an

emergency time. All the employees are very much

satisfied with the emergency helping facility. The facilities

are like, if one of the employees family member or the

employee itself suddenly suffers from a measure disease,

company helps them by providing sufficient money.

12. Do you get recognition for your individual/group

performance ?

Near about 85% TSL employees of the survey gets

recognition for their individual/group performance. The

rest employees don’t get any recognition because they

are new. This is another motivational factor which

motivates the employees to give their best again and

again towards the company.

13. Are you associated with any social activity ?If

yes then, what is that ?

There are a less number of employees who are

associated with any social activity, near about 30% of

employees are associated. Some are associated with

temple committee, and organizes festivals. Some are

associated with the community centre and organizes

occasional festivals (new year parties),etc.

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14. Are you maintaining your family comfortably with

the salary you have ?

All the employees of survey said yes on this

question, because company fulfills all the needs of

employees, starting from well facilitate accommodation,

provides grocery items through store with less price than

market, medicines from company’s hospital, etc. On for

the rest items the employees have to spent as per the

need.

15. Which one you possess in life style?

This question reflects the quality of life of the

employees of TSL, Joda. Above 90% of employees has

their own house, own car, own AC’s, own

computer/laptop, and all those necessary items which are

needed in today’s life style. The rest of employees has

their own house.

16. How much you spent and how much you save in

a month?

All the employees spent above Rs.5000 and saves

according to their capacity starting from Rs1000 to

Rs10,000.

17. Which you prefer most in your life style ?

On this question the employees has a mixed

reaction. Some gives much attention to value, in case of

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doctors and some higher post employees. Some gives

much attention to money. But the number of employees

is more, who prefers to both money and value.

18. Do you think that the company will provide

some more facilitates, if yes then, what should

be those ?

The employees of TSL, Joda of the survey suggested

that the company should provide a better schooling

facility for their children. They complains that, if the JSWL

could provide a standard schooling facility for their

employees children, then why shouldn’t our company

also. Some said that the health care facility could be

more better. And the company should focus more on

training and development process.

19. Does the recent economic crisis affects you any

way ?If yes then how?

The recent economic crisis doesn’t affects the TSL,

Joda employees, even if the company gives increment to

all employees, where other companies fired their

employees in the past recession time. This step of

company motivates the employees. And gave them an

assurance that when ever there is a problem, company is

always behind you.

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20. Did you participate in the recent election

procedure ?If yes then how?

We all must remember about the ad-campaign of

Tata tea that Jaago re, and there message is please give

your vote. But at this company of TSL there are a lot of

employees, who has no voter ID of local and because of

that they are not able to gave their vote in this years Lok

Sabha’s election.

21. Are you happy with the followings ?

Social climate

Political climate

Economical climate

Industrial climate

Most of the employees are happy with the above

factors work. There are three stage of process of that

suggestion, reject, on hold, accept. If the suggestion is

accepted and implemented, then the suggestion giver will

be rewarded from Rs.250-2,50,000. The suggestion could

be given by a group of 4 people or by individual.

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