CHAPTER -1

INTRODUCTION
INDUSTRY PROFILE

India’s steel manufacturing is morei than a century older. Earlier than the financial
reforms of the late on 1990’s the Indian steel industry was a mainly regulated one with the
community sector dominate the industry.

In 1992, the liberalization of the Indian wealth led to the opening up of various industries
including the steel manufacturing. This led to the boost in the figure of producers, increased
money in the steel industry and increased manufacture capacity.
in view of the fact that 1990 more than Rs 19,000 corers ihas been invested in the steel
industry of India.
Steel trade in India is on an upswing for the reason that of the hard universal and
household demand. India’s rapid economic growth and soaring demand by sectors like
infrastructure, real estate and automobiles, ati home and abroad, has put Indian steel industry on
the global maps
According to the latest statement by global Iron and Steel Institute (IISI), India is the seventh
biggest steel producer in the globe
Steel is a creation of capitali intensive and composite industry that need nationwide awareness
for progress. The command of steel is a essentially derived demand, growth in the industry needy
on the level of action of the steeli consuming business specially thei building, automotive,
appliance and other customer durables.

The steel manufacturing is in the entry of a innovative era. The vanishing from a
administration of manage of free market, from produce to end, from community sector to
personal sector savings and from an interior marketing policy to a global vision has all placed.
The business in a central part of expansion and there has been infinite opportunities and also at
the same moment rigid challenges and a ground of uncertainty to pick up its power and
aggressive boundary to high-quality superiority products at poorer prices.
 COMPANY PROFILE

ORIGIN OF THE ORGANIZATION:

Mahamanav Ispat Pvt Ltd is a isponge iron industrialized company withian annual
manufacture capacity of 38000 metric tons AVERAGE. MIPL is located 8 km from steel
city (Bellary) next to Belagal village. It has commenced production from January 2009.
The company hadt their own land which would avail all the profit from their own private
land for tsetting up the industrial unit.

The strategic place of the plant in Bellary is near Belagal village which is conditioned by
the availability of rawmaterials in sufficient quantities with in reasonable economic
distance.

Sponge Iron India Limited (SIL) provide the knowledge for production. The ibusiness
has captive sponge iron plant with capacity of 38000 M T p. a AVERAGE the plant has
the rotary kiln with preheating technology.

MIPL consumes electricity provided by GESCOM provided at commercial rates and runs
365 days, failing to which DG (Diesel Generator) is used to carry on the production
process. If there is a breakdown in production process for any reason, to restart the
production again, the DG will consume 1200 litres of diesel.

The group has an inside safety strategy,iwhich ensures secure and strong working
condition. Paramountqimportance is being given to staff of MIPL. wherever the working
atmosphere is more demanding compare to other handing out industries. The employees
arew given; security machine like spectacles, hand gloves, safety shoes,ahelmets, gas
maskseetc., and the company has the facility of Medicare with capable medical
practitionerr.
PROMOTERS:

Mahamanav Ispat Pvt Ltd was promoted by Dr. P.V srinivas Rao.
Dir. P. V. S Rao is known as one of the best in India in sponge iron industries with rich
experience in process, which helped factory to build in just 7 months with low cost of
production and best sponge iron in Bellary.

VISION:
To setup an eco-friendly steel plant of worldwide values and present best class
sponge iron to the international market and position ahead amongst the spongewiron
manufactures.

MISSION :
 To be anuinnovative, resourcefulc and cost-effective company.
 To meet customer necessities of excellencey service and cost constantly.
 To create “responsibility production through us simple” with pleasant torour
clients

To provide a congenial and entrepreneurial work atmosphere in which staff can respond
to the needs of commerce and receive fair rewards

QUALITY POLICY:

 To achieve lowest possible energy consumption rate.

 To use professional management methods.

 To utilize efficiently theenatural resources of the condition and produce wealth for

common success of the society.

 To establishdlong term connection with the consumer.

 Planningsto have aqthermal power plant in corporation grounds.

 Produce constantly the ‘A’ score excellence of sponge iron.

 To attain a efficiency of 200 M T for each day and designed for solar energy.

 To adopt Eco-friendly technologies & maintain environmental health.

 ORGANIZATION STRUCTURE

administration Director

Plant director

Finance Accounts HR & Marketing Operation

Department section division branch

Department Dept Incharge Dept Incharge

Incharge

Mechanical Dept Electronic Dept Quality Control Dept

Technician Technician Lab Technician

 PRODUCT PROFILEfOF THE ORGANIZATION

SPONGETIRON:

Spongesiron is thecproduct produced when iron ore is condensed to metallicgiron,

as generallys with a few kindroficarbon, atrtemperature lower thermelt pointrofiiron. This
outcome inta moist mass,tsometimes calledeatbloom,sconsistinguof aumix of radiant
formed iron and slag.

USEROFTSPONGEYIRON:

Spongeqironvisrnot helpful inditself, buttmusttbe process more totcreatetwrought

iron.zThecspongegisnremovedtfromttheafurnace,vcalled avbloomer,cand again and again
crushed withcheavy hammer andbfold over to take away theaslag,boxidizezanyecarbon or
carbidevand fuse theziron jointly. Thisdconduct usuallyvcreatesdwroughtnirontwith
aboutcthreeqpercentuslagvandaa division ofi a percent of otherrimpurity. Advance action
maycaddccontrolledbamountqofxcarbon,oallowing different kindsqofoheat treatmentg.
Today,espongeuironpis produced byqreducing ironuorepwithout meltingiit. Thisgmakes
foryanfenergy-efficient feedstock for area of skill steel manufacturer which use tofrely
upon scrap metal.

PRODUCT/ SERVICES:

MIPLris produce sponge iron where the foundries use it for manufacturing steel ingots,
pellets steel structures, re-rolled products, it is as well used by steel producing companies
and automobile industries.

For these companies sponge iron is essential so it is clear that automobile industry
depends on steel industry and steel industries in turn depends on sponge iron producing
companies.
By products which producing sponge iron
Slag: Used by cement industry
Char fines: by brick industry (2100 rs per tonne)
Char lumps: for thermal power plants (300 rs per tonne)

The raw materials required for one day production of sponge iron.

1. Iron ore : 300 Metric tonnes

2. Lime stone : 2 Tonnes Average
3. Coal : 150 Metric tonnes

The sponge iron obtained is of solid form of state and contain 75% to 85% of iron
content, it is so called because it has a lots of pores into it..

MAJOR COMPETITORS FOR MIPL ARE:

 Benaka Sponge Ltd (Bangalore).

 Hothur Ispat Ltd (Halkundi).

 Jairaj Ispat Pvt Ltd.

 Supra steel PvttLtd.

 Hindustan steels PvthLtd.

 FUNCTIONALDDEPARTMENTS
Alls the organizations irrespectivefof their amount andrspanyof controlyhave several jobs
whichrareyclassify onethe source ofutheir functions, whichyarebknownmas divisions or
departmentsy A panel ofmdirectors govern the corporation. Thedchief executivecofficer
ofcthe group isgthesmanaging director who shall work out his powers topic to the in
general control and management of thefcompanyy The managingsdirector isithe
operational headvofzthercompanyjsupported byhplanthmanagerhandzdepartmental heads
dischargingsdifferentdfunctionszamonguvarioustdepartments. qThe functional
departmentsoat MIPL arersoadesigned toqfacilitatecthebproductionfprocessqandsto
reducevtheecost ofrorganization .

Theemajor functionalydepartmentsyare:

o Financebdivision
o Accountsidivision
o Purchaserandymarketing division
o HumantResource division
o Inventoryrdivision
o Productionwdivision

Theqvital departments whichcfacilitatevthezproductionqprocessjare:

 Processdsection
 Electricalfdivision
 Laboratoryd
 Mechanicaltunit
 PRODUCTIONBDEPARTMENT

Production
division

Process Electrical Laboratoryf Mechanical

Departmenth Departmentf gDepartment

PRODUCTION DEPARTMENT

In the developed concern manufacture unithplays antmajorprole andorest ofgall

the departments supportitheuproduction procedure.
Thexproductionydepartmentwisvtheblargestadepartmentiofvthemsteeloindustry.
Productiontdepartmenttrequiresethreeikindsroftraw material:
  Ironemineral

 Dolomitew(lime stone)

 Coalr

Hardware believe a notable job insthe creation procedure, the real apparatuses
utilizedware

 wPre-warming oven

 Maindoven

 Coolerf

 ESPq (ElectricalfStatutoryrPrecipitator gadget )

Theereal crude material for example theniron mineral isaobtainedsfrom neighborhood

proprietors the substitute crude materialssliketdolomite and coalais request fromaOrissa,
a mix of SouthbAfrican anddIndianbcoal is utilize inathe extent of 2:1; theqSouthiAfrican
coaleisqsecured fromaclose organizations.

Thewrawymaterial samplestare bought andgthealab incharge inspectstitiinuthe

laboratory,aifitheumaterialswmeetithe standards thenythe arrange iseplaced.
ORGANIZATION STRUCTURE OFEPRODUCTION
DEPARTMENT

General
Managerb

Manageru

Seniordshift
incharged

Shift
hincharge

Shift
hemployee

Trainee
 The key basis toerunuthemmachinesiinfthecplantris power, whichsis provided byr
GESCOMdat business rates;ra alternate of dieselegenerators is alsotinstalleda in case
ofqemergency.

Rawamaterial plant division:

Thisesectionris furtheradivided intotvarious circuiteor section dependingyupon
the storeroom ofwthe rawsmaterial. Theyqarefassfollows-
 Coalecircuit
 Iron1ore circuitrand
 Dolomiteccircuit

Ironcorewcircuit:
Thewironeore circuitrisythevmainly key circuit inrtheiwhole plantrwhich
involvesithetmost important dealing out ofrrawqmaterial, the different subeequipment
used in this circuityare:

 Ground5hopper.
 Vibro7feeder.
 Cone crusher.
 Double deck screenn
 Bunkerr.

ORGANIZATION STRUCTURE OF QUALITY

CONTROLE
Senioremanager
(quality control)

H.O.Dw

Senior incharge.

Employeet

Assistanti

MARKET
 Marketwiseaqlay where a good and services areeexchange the word marketumeans.to
the combined ofiall weight fortallrparticulars product-ofrservice. Ittalsoyrefersqtoithe
total ofeallwclients existing and potentialrfor thesproducts.

MARKETINGee CHANNELS
Thezmain demand foryspongemiron isvfrom inductionufurnace unitspthere are
hundredseofcinductionnfurnacexunits extend allbovercthe nation, whichnmakes range
ofdsteel.yThefpresent,studyhreveal that therezare.5 majorymarketing center inqthe
countryt

 Hyderabady.
 Coimbatorep.
 Bangalorei.
 Kochib.
 Mumbaic.
 Maharashtra.

INDUSTRIAL MARKETING CHANNELS

Mahamanava ispat pvt ltd adopted:

0-level, MIPL receives orders directly from industrial customers
1-level, some time receivegorders from commission,agents
Some times buyers send orders to plant office which is located in Bellary and the head
office sends the incharge with the quotation to production unit.

INDUSTRIALRMARKETINGFCHANNEL
0-level 1-level
Manufacturen Manufacturet

Commission,agents

Industriesj

PURCHASE & INVENTORY DEPARTMENT:

Purchase:

Towcarryyon theyformation processuinithe association7a fraction oftthe sources

of information arerrequired, which8are acquired throughtthe buy office. Thercapacity of
theebuy office begins with getting the orders from the particular offices with the counsel
from the distribution center and money related in charge.

The real crude materialstrequireduforqthe procedure incorporate iron mineral, coalaand

dolomitez, aside fromwthese there are different. stationerieswrequiredrfor various
divisions whicheare taken consideration by the buy office..

The buys are made by getting out the tenders, and afterward the choice is made based on
its attainability to our associationi

FINANCE DEPARTMENT8

The finance functionqdeal with the procurementyof cash attthe moment whenoitois
neededqandcits efficient utilizationzini thedenterprise. Currency iswthe employment
ofothe venture, as itdis necessary to buy apparatus and resources, to give money and
salaries to workers and to allow creditsservices to customerse.
An main necessity for the successeof any business association is the.condition of enough
amount of finances or funds. It cannotework unless itihas got enough quantity at its
removal to buy engine and supplies, build grounds, and meetwday-to-dayeexpenses and
forwsome other reason.
Theqoccasion ofycapital-incentivevstrategies hast bigger thedimportancetof investment.
Thexgoal plansrofhmany industrieshremain plain thoughts unlesstsufficient financeiis
existing toeconventvthemvinto realism. Therefore it has turn into an important purpose of
organizationwto provideqfor sufficient funding forcthe performance ofithe enterprises.

For companiesewhich carry on productionsand allocation on large-scale, stipulation of

enough financewis a very challenging task.

STRUCTUREwOFrFINANCEDDEPARTMENT

GeneralR Manager
(Finance)

ManagerWFin A/c

AccountantE
Manager Accounts: Accounts manager in MIPL is concernedRwith the amount of

profits/spending for definite periodsTof time such as monthTand year (Income/costs

statement) & preparing financialTinformation at the finish of the time

ManagerQFinance: Heeis accountable forboverall monetary development andifor

raise capital,rhethas next importantcfunctions to performYthe majorcactionsYsuch as

financialEforecasting, fundSmanagement, auditing and capitalSbudgeting.

 STRUCTURE OF H.R DEPARTMENT

Plat Manager
Reporting Authority

HR & Marketing
Department

Operation Dept Mech. Dept Electrical Quality Control

Dept. Dept.

In-charge and In-charge and In-charge and In-charge and

trainees trainees trainees trainees

Supervisors

Daily Labors
Working Hours:
The common functioning hoursYstart ate 9 a.im.nand endsTat 6 p.m.flunch ibreak
iseamong 1 p.m.xto 1.30 p.m.UMIPL isgalsouhaving shiftYbased working hours,sshift
‘A’ starts from 6 a.mHto 2 p.mz. shiftc‘B’ starts fromx2 P.m.itog10 p.m. and shift ‘c’
starts fromx10 p.m.etog6 a.m. Allvtheuassociatescmust report toyduty/uonuor before half
an hour;of shiftThour.
SHIFTS SHEDULE

Shift Working hours Break

General 9a.m.to6 p.m. 1p.m.to 1.30p.m.

Shift‘A’ 6 a.m.to2 p.m. 10sa.m. to10.30a.m.

Shift‘B’ 2p.m. to 10 p.m. 6 p.m. toI6.30 p.m.

Shift ‘C’ 10xp.m.to6 a.m. .12.30 a.m to1 p.m.

ATTENDENCE:

Usual attendanceTshould be necessary for all and every employeeRworking in the

Rorganization.
ID:
 The newIassociate after reportingXto the duty should contactGthe plant manager
andsshouldacollectxidentityccard.

 Onewshouldcwearyone’s personality scardfuntilRhe leavesd the plant.

 Inwinstant ofxlossrofhtheqID card,fonewshould inform tozthe plantwmanager

instantly.

PAYMENTeANDtSALARY:
The corporation makes its all paymentrthrough bank to its employees and through
cash to daily labors.
HOLIDAYS:

The company has stated 10 Nationaleand FestivalfHolidays. Aslistfof holidaysris

displayedxincthe notezboard.

TRAINING ePROGAMS:
The Companyfgives trainingstoothe workers onxtheabasisqofsworking conditions.
Thestrainingwprovidedzat MIPL isqin-plantdandytraining is divided into two types.

TYPE OFsTAINING DURATION

Fresher’s Training 4smonths to 6 months

Experienced training 15 Days

STATUTORYmBENFITS:
Theecompanyrprovides allytheistatutory benefitstlike,

ESI:w(EmployeegStateuInsurance)
 TheqESI benefitcis provided totall the eligiblemassociates.
 The employee’srcontribution torESI is 7.5% of thevgrossmsalarynandzthe
organization contributionxisf 4.75%zof thetsame.

PROVIDENT FUND:
Every associate of Mahamanav Ispat PvttLtd is eligible for EmployeesuProvident Fund
benefits. Employeeycontribution to PF is 12% of therBasic salary and for themDA the
administrationrcontribution isr12%, whichqisfequivalent to employee’s contribution.

ACCIDENT INSURANCE:
Anysaccident happening duringgandgin courseuof discharge of onesiofficial dutyhis
insured,fonegis eligibleztogclaim compensationtfor the same.

rGRATUITY:
Any employeezcompleting continuoushfivezyears of service in an organization is
eligiblefto get gratuity.

CANTEEN:
The companyrhas provided subsidized canteenzfacility.

zAMBULANCE:
The companyzhas the ambulance facility forttransportation during emergency.
HEALTHyANDhSAFETYiMEASURES:

 The companytgives Health & Safetystheshighestcpriority.

 Theredisdachealthcandxsafetyqcommitteeetogmonitoruthefsame.

 The First Aid is given to theeassociates.

 Safetyedevices like needle guard,teye guard,9goggle,6mask, rubber mat andrhand

gloves arewprovided to the workers.

POLICIES:

 SECURITYePOLICY
 ATTENDENECE AND COMPENSATORYtOFF
 DRESSyCODE POLICY
 PERFORMANCEyMANAGEMENT POLICY
 SUGGESTIONSuSCHEME POLICY

Mahamanav Ispat PvtrLtd Human Resource policies adhere to the Karnataka

governmenthpolicy oftgiving basic DA with additional facilitiesdlikerPF,aStatutory
compliances,eBonus,tloans, Medicalsfacilities andtEducational facilitiessforxthe
childrenxofrtherworkers,rgeneral awarenessgprograms andfhealth campsrlikefeye
camps,adentaltcamps,rvaccination campstetc
 SWOT ANALYSIS

 STRENGTHS:

 MIPL is ideally located near the major power generating stations both hydro and
thermal like Raichur, Munirabad, Shalvathe, Kalinga. All these stations are connected
to the gird at Munirabad about 72 km from Bellary. The gird also receives power
from BTPS Kudthini thermal station of 500 MW which serves as advantageous for
MIPL.

 Since plantrhas a pre heating knowledge which makes coal utilization less and makes
cost of manufacturetlow.
 The raw materials required for the production is available within 50 km of the radius,
and is rich in mineral content

 Dust free plant with ESP (Electrical Statutory Precipitator) on 24 hours.

 Cost of production is less compared to other plants.

 WEAKNESS:

 Maximum concentration is on South Indian Market and other parts are neglected as
far as market network is concerned.

 The automobile industry has also reduced the demand for sponge iron.

 Electrical bill is high cost utilized 24 hours.

 Location of the plant [in terms of transportation in rainy season]

 OPPORTUNITIES:

 Majorrautomobile units have comerup in south India like TOYOTA,uVOLVO etc.

 Efforts are on for reducing the power cost, which is a key element in the process of
iron ore industries.

 Steel industries such asyJindal, Kalyani, andiMukund havetcomeyup inhBellary

regionqfromfwhichydemandtforgsteel willrincrease.

 Karnataka Govt. is implementing various dam constructions along Krishna and

Cauvery River and subsequent lengthy canal works for irrigation purpose.

 Coal based openly reduced spongeriron is full demandyamong all induction furnace.
MNGOTymanufactures throughout India.
 yTHREATS:

 Not able to get the grants from various financial institutions.

 Day by day the employees are hopping their job.

 Many industries are dispersed into steel producing and existing companies are
expanding there.

FUTUREtPLANSoOF THEoORGANIZATION:

To produce qualityosponge ironrproductrasuper localiand worldwide marketrandrto

achievealeast amount costfofgproduction & boost thefbenefits'. Wethave most recent

technologiesdto set up headship indthe fieldsofusponge irontand donation tornational

wealthgand at last tohturn into thevpioneer intsteel cityu(Bellary).

CHAPTER-2
MEANING OF LABOUR WELFARE

Work,welfare has been prorated in to various ways,anyway no single definition has

discovered all comprehensive getting. The Oxford vocabulary characterizes work welfare
as "Careful work to make life worth living for workers." Chambers dictionary
describe welfare as "A state of toll or progressing honorably. Opportunity from
devastation, completion of wellbeing and flourishing".

SCOPE OF LABOUR WELFARE ACTIVITIES:

Work welfare Activities is blends of different advances, the combined impact of which is
to oil the wheels of industry and society. Sound mechanical relations must be founded on
human relations and great human relations direct that work being, individual ought to be
dealt with empathetically which incorporates regard for work nobility, reasonable
managing and worry for the people physical and socialrneeds. In any industry great
dealings between the administration and specialistskrely onttheulevel of common
certainty,twhichhcanubeubuiltjupk This,gthusly,jreliesponothepacknowledgmentibyithe
work oftthe generosity and honesty of the association .

Thefeverydayutreatmentyofuinquiriestwhichiare ofycommonyconcern. Theoessential

needs ofaa work aretopportunityyfromidread,osecurityiofobusinesseandyopportunity
fromtneed. Sufficient nourishment, betterywellbeing,ygarmentsuandilodginguareyhuman
necessities. Thefhumanuheart harbours mysteryh prideuand continuously reactsyto
cordialityyand benevolenceisimilarlyiasoiturebellionsttosoppressioniandgdread. A
domain where he is battled withrhis actionuguaranteed of a splendid future and gave his
fundamental needs in lifetimplies an environment ofygood working condition and
completion to work..
Work welfare exercises depend on the supplication that higher profitability requires more
than present day hardware and diligent work. It requires co-usable undertaking of the
gatherings, work and the board. This is conceivable just when work is given due
significance and human component is considered at each stage.

LITERATURE REVIEW

S.Kumar (1993), "An investigation on the Labor welfare measures in AFT Ltd
Pondy". The creator finished up the goal of the examination is to discover the welfare
offices gave on the AFT and the representative's proposal and feeling about welfare
measures by utilizing structure poll and by closing individual straightforward irregular
example for an example of 100. The examination uncovered the welfare measure given
by the organization was sufficient aside from a couple of frameworks like lodging plan
and benefits plot.

K.Srikanth – July 2004. "The profitability of an association is reliant on word

related wellbeing and worker prosperity". He finished up the exploration tending to word
related wellbeing and worker prosperity focuses on 4 noteworthy zones in hierarchical
brain science, work uncertainty, work hours, control at work and administrative style.
The elevated weight can affect their conduct towards workers.

ArStudy by kumar anduyadav(2012) titled fulfilment level from

representative welfare conspires in sugar processing plantstin Gorakhpur division,
uncovered the general fulfilment dimension of labourers from benefit plans was low in
both the personal and Statetsugar industrial facilities. Furtheru the specialists injthe two
segments positioned the four worker welfare plans. As per their significance, which fell
in the accompanying request lodging plan, restorative plan, trailed by training and
diversion.

As per Mr.Ravi kumar (2013) "Welfare incorporates whatever istaccomplished

forwthersupport and improvement ofeworkers and is known fartahead of thegwages.
Welfareshelpsrinykeepingythe confidence andrinspirationyofytherrepresentativesdhigh in
orderdtocholdfthecworkersmfornlongertspan". Theewelfare estimates need nottbeuin
moneyerelatedttermsrjustrbutyratherkinianyhsort/frames. spokesperson
welfarerincorporatesgcheckingyoffworkingvconditions,hmakingbofdinvoluntaryyconcord
ancedthrough framework forerwellbeing,rmodern relationsrand protectionragainst illness
accident anddjoblessness forrthe labourers and theiryfamilies.

A.ySabarirajan, T.yMeharajan, B.Arun (2007) examined the examination

on worker benefit in cloth industry. The examinationydemonstrates that 15%uof the
workers are representatives are happy with their interests measures.39 % of the
representativestis normalewithftheirtwelfarejmeasures.g16% oftthemgare in exceedingly
dissatisfied dimension. This examination tossestlight on the effect of welfare measures on
QWLaamongdtherworkers of materialrfactories infSalam locale." Whiletportraying the
Welfare intIndian mechanical division.

David E. Cantor (2008) The inspiration behind this document was to study the
lettering and want extra examination into therhuman, operational, andhadministrative
issues that add to working environment security in the production network. This paper
distinguishesta few possible investigate opening that can build expertise with the
consequence of improving a company's work environment security practices. This paper
recognizesr 108 articles which advises, how theycoordination's and carrying wellbeing
has superior. The paper recognizes 14 future research openings inside the work
environment wellbeing in the record network, that have been renowned can completely
affect professionals faced by security issuesu.

Committee on Nanotechnology, Rice University, The report, "Present

information and practice with respect to ecological fitness and security in the
NanotechnologyEWorkplace", offers a survey and investigation of existing endeavours to
grow "bestEpractice." This report finds that endeavors to index work environment
rehearses have not deliberately recorded current condition, wellbeing and security
rehearses.
Nanda andRPanda (2013) spoken that RourkelaHSteel Plant hasYembraced a
better sort of interests exercises which makeYa viable workplace and in this way
improved profitability. The various types of welfare plans like therapeutic stipend
,demise alleviation support, protection, lodging, transport, amusement club offices, and
so on.,Yare given by the associationUto the workers to keep up improvedImodern
relations.

Lalitharand Priyankat(2014)fideatedrthat the safety estimates require notrbetin

currency linked conditions now except to a certain extent in some kind/frames. Employee
wellbeing incorporatesRobserving of workingtconditions, making of mechanical
congruityethroughefoundation fortwellbeing, modern relations and defense against
problem, calamity andtunemploymentrfor theTlabourers and theirUfamilies.

Misra (2009) The examination work of went for sociological investigation of the
work welfare issues of steel industry. The investigation depended on the direct
information gathered from the steel industrial facilities of Eastern Uttar Pradesh. The
examination reasoned that the states of work in steel processing plants of eastern locale of
Uttar Pradesh were not attractive especially in the regard of wellbeing measures,
neatness, sanitation, lavatory offices, drinking water, rest rooms, and so forth. It
additionally called attention to that the arrangements for leaves and occasions, lighting,
lodging, therapeutic, training, are a long way from agreeable.

Saiyaddin(2010) an investigation directed by for analyzed the cause and price of

non-statutoryTwelfare workout for theTassociations. Five unlock and six secret part
associationsYwere chosen for the investigation. The investigation drew out an essential
end that the most dominating subject in the brains of associations when they think about
the deliberate welfare measures was the yield and proficiency as well as expanding.

Kirabakaran (2008) directed on welfare estimates his discoveries are as per the
following Dunlop India Ltd, has under taken various welfare measures notwithstanding
statutory arrangement. Larger part of the labourers and staff are fulfilled about the
welfare offices given by the worry.

R.Najeed(2011), "work welfare measure in Tanjore Corporation turning plants

Manalmedu". The principle goal of his examination is to distinguish the specialist welfare
measure and to investigation the issue in the usage of the welfare measure to recognize
the requirement for improved working condition. Work welfare might be seen as all out
idea, as a social idea and as a relative idea.

Mr. Robert (2007) Employee welfare by and large, these are the advantages that a
representative must get from his/her organization, similar to remittances, lodging for
those organizations who gives, transportation, medicinal, protections, sustenance and
some other way where the worker has rights to request.
MR.R.Pradeep (2009) "RepresentativeQwelfare is a far attainment term including
unliketadministrations, advantages andyoffices presented to workers and by the
businesses .Throughwsuch moderate minor recompense the business makes existence
worth livelihood for people."

Salaria Poonam (2013)tthe investigation ofttheir examination idea ofyworker

welfare. The examination resultant that representative's inyauto segment are profoundly
happy withttherintra-wall painting welfare measure.

Resma and Basavraju,( 2013) expressed the workerqwelfare is an exhaustive

term including dissimilarradministrations, advantages and offices offered to
representativesrof the association. This investigation illuminates the idea of welfare
measures.

VenugopalrP. Dr.,yBhaskar T; Usha P.8 (2011)qthe investigation is led in

chittoor trade; to think about the welfareeprogram previously directed by the business. By
thisethey need to evaluate the general fulfilment plane with respect towwelfare program.
Through their documents they need to get remedy among legal andtnon-statutory welfare
exercises at industryrand to acquire connection among division and welfare actuating and
their affect's.

Manziniqand tGwandure (2011) contemplated so as to the idea of worker

welfarevhas beentutilized by numerouswassociationsfasyarmethodology of improving
profitability of representatives; particularlyrin the versatiletbusinessesince business
related issuesrcanepromptylowrqualitytofylife foraworkers and atdecreaserin exhibition.

Lalitha and Priyankae(2014) ideatedrthatuthetwelfare estimates needtnotubewin

money related terms just but slightly in any variety/frames. agent wellbeing incorporates
observe of working situation, creation of modern concordancerthrough foundation for
wellbeing, created relations and protection adjacent to sickness, disaster and joblessness
for the labourerseand their families.

RESEARCH GAP

From the above literature reviewrreveals that the the majority of thetreports of surveys,
committeesqand commissions are designed at knowing therworking and living
environment of thewemployees in dissimilar statestso as to suggest thetemployers and as
well theegovernment about the need for betterbwelfare and public safety actions. The
competition in the present scenario, the organisations are lagging in increasing the
employee welfare activities levels. Most of the research and studies being done on the
causes, impact and the management aspects of employee welfare measures.
CHAPTER-3
STATEMENTrOF THEyPROBLEM

Intthis project researcheto knowrthe employee welfare measures provided in the

mahamanav ispat pvt ltd and to study various dimensions of employees welfare measures
as perceived by the workers and the perception of the respondent about the welfare.

OBJECTIVES

 To study the employee welfare measures at MAHAMANAV ISPAT PVT LTD.

 Tofidentify the impact of the welfare upon the workers health and productivity.
 To knowrtheir satisfactionytowards the welfareymeasures.
 To give recommendations to enhance the effectiveness of welfare facilities.

SCOPE OF THE STUDY

The research was conducted by interviewing employers who working in mahamanav

ispat pvt ltd situated near belagal village,bellary.

RESEARCH METHODOLOGY

RESEARCHeTYPE

The form of researchrconducted for theuthis EWM project isttDescriptive Research.

DescriptivetResearch design:

It includesrsurveys and facttfindingsrenquiries of unlike kinds. It is a fact-finding

examination with explanation. It is the simplestrtype of research and is more exact than
an exploratory learn, as it focuses on exacting aspects of the trouble being study. so
research design used for this project is Descriptive Research design.

SOURCE OF DATA

Datatwastcollected through primary andysecondary sources.

Primary data was composed throughtfieldusurvey by meeting respondents

personally and getting information through questionnaires following pattern of interview.
Secondary data was collected from company brochures, handbooks ,company
portals that contained information like history and development of company, its values
etc.

SAMPLEt SIZE

The totaltsample size is 80 has takentfor this study.

SAMPLING METHOD

Simple random sampling methoduwas used wherever elementary part has a full and
equivalent possibility of being chosen and incorporated in the sample.

HYPOTHESES
H0 = Employee welfare measures has no impact on the employee satisfaction.

H1= Employee welfare measures has impact on the employee satisfaction.

LIMITATIONS OO THE STUDY

 The sample size is restricted to 80,due to the time and the financial constraints.
 Being a sample, it cannot completely represent the entire population.
 Less co-operation from the respondents.
Q1.Areeyou getting wagestas per the basicyminimum criteriauallotted byqgovernment?

CONTENT NO OF RESPONDENT

YES 70

10
NO

Analysis -
87% of theeemployees areeaccepted that they are receiving wages per thetbasic
minimumtcriteria allotted by thetgovernment and 13% employeesytold no.

Interpretation-
As per the survey 87% of the employees are satisfied with the minimum
criteria allotted by the government.
Q2. Is their suitable ventilation and good environment in the work place?

CONTENT NO OF RESPONDENT

YES 65

NO 15

Analysis -
81% of the employees told yes for the proper ventilation and good
environment in the work place and 19% of the employees told no.

Interpretation-

As per the survey 81%of theremployees areosatisfied withuthe company

ventilation and environmentrin the working area.
Q3.What are the emergency safety tools available in your company premises?

CONTENT NO OF RESPONDENTS
EMERGENCY WARNING BELL 40

EMERGENCY SIGNALS(LIGHT) 40

0
EMERGENCY EXIT DOORS

0
ALL THE ABOVE

Analysis -
50%of the employees told yes for the available of the emergency warming bell,
50%
of the employees told yes for the available of emergency signals in the company.

Interpretation-
As per the survey 100% of the employees said emergency tools like warning bell
and signals are available.
Q4. .Do your company takes suggestions or opinions from you?

CONTENT NO OF RESPONDENT
YES 65

NO 15

Analysis -
81%of the employees told yes the company takes suggestions from them.

Interpretation-
As per the survey 81% employees are told company takes suggestions or
opinions from them.
Q5.How often first aid box with prescribed contents is available?

CONTENT NO OF RESPONDENTS
EVERY TIME 70
MOSTLY SOMETIME ONLY 10

Analysis -
87% of the employees told yes for the availability of the first aid box in the
company and 13% of the employees old mostly sometimes only.

Interpretation-
As per the survey 87% of the employees told that thier is availability of the
first aid box with the prescribed contents in the company.
Q6. In case of accidents how does the company compensates?

CONTENT NO OF RESPONDENTS
INSURANCE 15

60
COMPENSATE
5
ANY OTHER

Analysis -
75% of the employees are told compensation,19% of the employees are told
insurance and 6% of the employees told others.

Interpretation-

As per the survey 75% of the employees are told compensation is provided in
case of accidents.
Q7.Is your health affected by the workplace environment?

CONTENT NO OF RESPONDENTS
YES 30
NO 50

Analysis -
63% of the employees told no health gets affected and 37% of the employees
told yes to the health affection.

Interpretation-
As per the survey 63% of the employees are satisfied with the work place
environment.
Q8.Weather the workers are happy with the overall health and safety facilities provided
by the company?

CONTENT NO OF RESPONDENTS

YES 60

NO 20

Analysis -
72% of the employees told yes for the overall health and safety facilities provided
by the company and 28% of the employees told no for the health facilities.

Interpretation-
As per the survey 72% ofjthe employees areusatisfied with the health and safety
amenities of theqcompany.
Q9.Due you have transport facility in our company?

CONTENT NO OF RESPONDENTS

YES 80

NO 0

Analysis -
100% of the employees told yes for the transport facility.

Interpretation-
As per the survey 100% of the employees have the transport facility in the
company.
Q10.What do you feel about the transport facility provided by the organisation?

CONTENT NO OF RESPONDENTS

HIGHLY SATISFACTION 0

SATISFACTION 70

NEUTRAL 10

DISSATISFACTION 0

Analysis -
87% of the employees told they are satisfied with the transport facility and 13%
of the employees are neutral about the transport facility.

Interpretation-
As per the survey 87% of the employees are satisfied by the transport facility of
the company.
Q11.Are you aware of all the welfare activities at the workplace?

CONTENT NO OF RESPONDENTS

YES 70

NO 10

Analysis -
87% of the employees told they are aware of the welfare activities at the
workplace and 13% of the employees told they are less aware.

Interpretation-
As per the survey 87% of the employees are well aware of the welfare activities
of the company.
Q12. What are the allowances paid by your company?

CONTENT ALLOWANCES LEVELS

PAID
BONUS YES HIGHLY
SATISFACTION
VEHICLE YES SATISFACTION
MOBILE NO NETURAL
LOANS SOMETIMES DISSATIFACTION

Analysis -
31% of the employees told they are highly satisfy and 44% of the employees they
are satisfy and 12% of the employee they are neutral and 13% of the employees are
dissatisfaction about the allowances.

Interpretation-
As per the survey 44% of the employeestare satisfiedywith the allowances
providedtby the company.
Q13.Does working in the organisation give you a feeling of security?

CONTENT NO OF RESPONDENTS

GOOD 60

NEUTRAL 20

POOR 0

Analysis -
75% of the employees told they feel secure working in the organisation and 25%
of the employees told neutral about working in the company.

Interpretation-
As per the survey 75% of the employees feel secured working in the company.
Q14.Howrdo you rateythe medical benefitsuprovided by thepcompany for thet
employees?

CONTENT NO OF RESPONDENTS

HIGHLY SATISFACTION 0

SATISFACTION 70

NEUTRAL 10

DISSATISFACTION 0

Analysis -
87% of the employees told they aretsatisfied with theomedical benefits of the
ucompany provided and 13% of the employees told neutral about the medical benefits of
the company.

Interpretation-
As per the survey 87% of the employees areusatisfied with theimedical benefits
provided by theucompany to them.

Q15.Does your company follows ESI?

CONTENT NO OF RESPONDENTS

YES 80

NO 0

Analysis -
100% of the employees told that the company follows the ESI and provide the
ESI
benefits.
Interpretation-
As per the survey 100% of the employees told that the company follows the ESI.

Q16.What do you feel about ESI benefits?

CONTENT NO OF RESPONDENTS

HIGHLY SATISFACTION 0

SATISFACTION 70

MODERATE 10

DISSATISFIED 0

Analysis -
87% of the employees told they are satisfied with the ESI benefits of the
company provided and 13% of the employees told moderate about the ESI benefits of
the company.
Interpretation-
As per the survey 87% ofythe employees areisatisfied with the ESI benefits
provideduby theucompany to them.
Q17.Any safety measures precautions taken while any fire accidents injuries?

CONTENT NO OF RESPONDENTS

YES 80

NO 0

Analysis -
100% of the employees told that the company takes safety precautions during fire
accidents injuries.

Interpretation-
 As per the survey 100% of the employees told that the company takes the safety
measures during the fire accidents.

Q18.Does welfare benefits provided by the organisation playsyas a motivationalifactors?

CONTENT NOe OF RESPONDENTS

HIGHLYt AGREE 40

AGREEi 40

DO NOT AGREEt 0

Analysis -
50% of the employees told that they highly agree that the welfare benefits
provides motivational factor and 50% of the employee told they agree with the benefits
provide motivational factor.

Interpretation-
 As per the survey 50% of the employees are highly agree to the welfare benefits
provide by the company acts as the motivational factor.

CHAPTER-5
FINDINGS:

1.It was found that 81% of the employeeseare satisfiedywith the company ventilation and
environmentuin the working area.
2.It was found that the company takes suggestions or opinions from them.
3.63%tof the employees are satisfied with the work place environment.
4.Mostuof theorespondents are satisfied with over all medical facilityuprovided.
5. 72% of the employees areisatisfied withithe health and safety facilities of the
company.

6. 87% of thetemployees are welliaware of the welfare activities of theucompany.

7. 75% of the employees feel secured working in the company.

8.Mostuof theurespondents areqsatisfied with the overalldcanteen facilityuprovided.

9.Most of the employeesuopined that welfare measures plays as aemotivational factor.

SUGGESTIONS:

1.Thermanagement has tooimprove the quality of theofood which is one of the mainly
important essential amenities and ityhelps to satisfy the employees.

2.Therorganisation should concentrate more on safety measures.

3.The organisation should improve the toilet facility.

4.I would like to suggest to provide tissue paper and hand dryer for employees after
washing hands in wash room.

5.I would like to suggest that the management should say the HR department to maintain
the employees strictly follows the safety measures during the work.

6.Sports activates for the employees should be boosted.

CONCLUSION:

 It has been a great experience in conducting the survey on my project topic

"Employee welfare measures" in mahamanav ispat pvt ltd situated near belagal
village,bellary.

 Employee welfare facility is very important in the organization as it helps in

retaining the employee and giving them a feel of satisfaction from their work and
from company.

 Thus I can say that satisfaction for employee welfare facility is of important to
any organisation as it helps in the effective and efficient working of the
organisation. It helps in the growth and improvement of the organisation.