1

A

PROJECT REPORT

ON

MEASUREMENT OF EMPLOYEE WELFARE,

FOR

LALLAGUDA CARRIAGE WORKSHOP,

South Central Railway,

Lallaguda, Secunderabad.

Submitted to University of Pune

In partial fulfillment of 2 years full time course

MASTER OF BUSINESS ADMINISTRATION

(2005 2007)

Submitted by

SUMAN BABU DHULIPALLA

Batch (2005-07)

VISHWAKARMA INSTITUTE OF MANAGEMENT

PUNE-48

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ACKNOWLEDGEMENTS

It is said the most important single word is we and the zero important single word is I.

This is true even in today s modern era. It is absolutely impossible for a single individual

to complete the assigned job without help and assistance from others.

Preparing a project of this nature is an arduous task and I was fortunate enough to get

support from a large number of people to whom I shall always remain grateful. I would

like to express my gratitude to LALLAGUDA CARRIAGE WORKSHOP for allowing

me to undertake this project.

I would like to take this opportunity to thank Mr.Madhu Sudhan, HR Manager, for

providing me with an opportunity to work for LALLAGUDA CARRIAGE

WORKSHOP.

I am also desirous of mentioning my profound indebtedness to Prof. Yuvraj Lahoti,

Faculty member, Vishwakarma Institute of Management, for the valuable advice,

guidance, precious time, and support he offered.

I would be failing in my duty if I do not acknowledge my gratitude to Dr Sharad Joshi,

Director, Vishwakarma Institute of Management, who motivated me a lot in carrying out

this project.

Last but not the least, I would also like to thank all the respondents for giving me their

precious time, relevant information and advice without which I would not be able to

complete this project.

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Declaration

I, SUMAN BABU DHULIPALLA, a student of M.B.A of Vishwakarma

Institute of Management, Pune, here by solemnly declare that the project titled

MEASUREMENT OF WELFARE ACTIVITIES with special reference to

LALLAGUDA CARRIAGE WORKSHOP is my original work as all the information

and fact & figure produced in this report is based on my own experience & study during

my summer training under the Department of HR in Lallaguda Carriage Workshop and

has not been published previously any where in Magazine, Trade journal or any other

University or else where for the award of Degree or Diploma.

Further I also declare that I have tried to my best to complete this project with

almost sincerity, honesty, and accuracy. Even then if, any mistake or error has crept in I

shall most humbly request to reader to point out those error. Any suggestion regarding

this Project Report will be most welcome.

(SUMANBABU DHULIPALLA)

DATE: Student of VIM,Pune

PLACE:

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TO WHOM SO EVER IT MAY CONCERN

This is to certify that Mr. SUMAN BABU DHULIPALLA is a bonafide student

of our institute. He has successfully carried out his Summer Project titled

MEASUREMENT OF EMPLOYEE WELFARE at LALLAGUDA CARRIAGE

WORK SHOP, Secunderabad.

This is the original study of Mr. SUMAN BABU DHULIPALLA, and important

sources used by him have been acknowledged in his report. The report is submitted in the

partial fulfillment of two-year full time course Master in Business Administration

M.B.A (2005-2007) as per the rules of the Pune University.

Dr. Sharad L. Joshi Prof.Yuvraj Lahoti

(Director) (Project Guide)

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Executive Summary

Theoretical knoweledge gained by a student through classroom study is incomplete, if not

subject to pratical exposure of real corporate world and the challenges and problems that

one has to face at the actual work place. In that context the study has been taken to be

aware of the real business world.

The Project entitled-

MEASUREMENT OF EMPLOYEE WELFARE

With special reference to LABOUR WELFARE, as a summer training part

of MBA programme, and it helped me in understanding about the policies and

procedures of the company and how these should be formulated together so that they

solve the real purpose. It also gave me a chance to have an interaction with people at real

work place who are working at different positions with different authorities and

responsibilites. The generosity and the patience of them for spending their valuable time

for discussion and interactions has also been a rich experience for me.

Lallaguda Carriage Workshop was chosen to do my project because, It is

the best Governement Company in India employing large number of employees and

labour and larger netrwork of Human Resources are available over there.

The project was taken up at Secunderabad, Andhra Pradesh, India, the time

period for the completion of the project was two months.

The study was made to know about the welfare facilites provided to the

employees in the largest employer in India. Secondary data was collected from manuals

of the company and web site of the company.

The study was aimed at knowing the facilities for the employees/labour at

different stages in the organisation.And mainly to know how much the company supports

its employees in their personal life regarding their needs in finance,housing etc, and

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suggest probable recomendations in the existing system, so as to meet the requirement of

people.

The project was ended up with gaining practical knowledge of the real

functional area to use one s knowledge. There was lot of learnings which are mentioned

in the report.

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CONTENTS

1. Introduction

a. Historical Development Of Labour Welfare

2. Meaning Of Labour Welfare

a. Principles Of Employee Welfare:

b. Scope and importance

c. Factories Act 1948

d. Chart Showing Welfare Facilities And Social Security Measures

e. Activities Of Workers Union In The Company

3. Objectives Of The Study:

4. Scope And Limitations Of My Study

5. Research Methodology

6. Company Profile

a. Milestones Of South Central Railway

b. Present Activities At Lallaguda

7. Employee Welfare

a. Employee Welfare Activities At Lallaguda

b. Welfare Activities At Field Level

c. Health Unit

d. Functions Of Medical Department

e. Infrastructure Facility

f. Centers Of Excellence

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g. Canteen

h. Other Activities

i. Staff Benefit Fund

j. Industrial Relations

k. Mutual Benefit Fund

l. Retirements

m. Co-Operative Scheme

n. South Central Railway Women's Welfare Organization

8. Analysis And Interpretation

9. Findings

10. Conclusions And Suggestions

11. Annexure

a. Questionnaire

b. Bibliography

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Introduction

Industrialization has bought many changes in the society good as well as bad. It

has provided employment on a large scale, which has in turn improved the standard of

living of employees. At the same time industrialization has affected adversely the health

of employees in certain sectors. In order to protect the health of employees the

government has enacted certain acts that every company had to follow and conduct all

activities according to it. it enacted the factories act 1948 for all factories. Certain

provisions have been made for social security measure etc.

In this chapter I have covered provisions of factories act as regards to Labour

welfare, also international labor organization rules, social security measures, provisions,

historical development of Labour welfare.

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Historical Development Of Labour Welfare

During the early period of industrial development, efforts towards workers

welfare were made largely by social workers. Before the introduction of welfare and

other legislations in India, the condition of the labour was miserable. Conditions such as

exploitation of child labour, long hours of work, bad sanitation, absence of safety

measures etc were the regular life style of them. The earliest legislative approach could

be traced back to the passing of the Apprentices act of 1850.this act was enacted with the

objective of helping the poor and orphan children to learn various trades and crafts. The

next was Fatal Accidents act of 1853 that aimed at providing compensation to the

families of workers who lost their life as a result of pollution of all kinds in factory, and

accidents in factory.

The factories act (amended) was enacted in 1891.it is for all the factories

employing 50 or more persons. The lower and upper age limits for children were ranged

from 9 to 14 respectively and their hours of work were limited to 7 hours between 5.00

am and 8.00 pm. Employment of women between 5.00 pm and 7.00 am was prohibited

and were allowed to work for 1 1hours in a day with one and half hours rest. Provisions

related to better ventilation, cleanliness and for preventing overcrowding in factories

were also made.

The government also passed the Indian factories act in 1911 and was made

applicable also to seasonal factories working for less than 4 months in a year. The hours

of work for children were reduced to 6 hours per day. The hours of work of an adult male

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worker was specified for the first time to 12 hours a day. Certain provisions were also

made for the health and safety of the industrial workers.

The government of India in 1922 ammended the factories act and was made

applicable to all factories using power and employing not less than 20 persons. Children s

below 12 years of age were not to work and those in between 12-14 years of age were not

to work for more than 6 hours in a day. Children and women should not be employed

between 7.00 pm and 5.30 am. The hours of work for adults were limited to 60 in a week

and 11 hours in a day. Factory inspection was improved by the appointment of fulltime

factory inspectors possessing technical qualification.

The royal commission on labour under the chairmanship of J.H.Whitley was

appointed in 1929 to inquire into and report on the existing conditions of labour in

industrial undertakings, plantations etc. this commission made an in-depth survey of

different aspects of health, efficiency, welfare, standard of living, conditions of work and

relations between employers and employees and the commission submitted its

monumental report on 14th March 1931. It recommended the enactment of a number of

legislation s to payment of wages in time, minimum wages, need for health, insurance for

industrial workers, improvement of working conditions of plantations etc.

After this report the Factories act was ammended again in 1934 that introduced

number of changes. The hours of work for children between 12 and 15 years were

reduced from 6 to 5 hours per day, and for women working hours got reduced from 11 to

10 hours in all kind of factories. This act also made provisions for the improvement of

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working conditions in the factory. For the first time in factories legislation, welfare

measures were also thought of and provision was made to provide rest sheds and crèches

for big factories.

The government of India appointed a labour investigation committee in 1944 and

was asked to investigate the problems related to wages and earnings, employment,

housing and social-economical conditions of the workers. The committee covered

different areas in labour welfare such as housing policy, rest and recreation, occupational

diseases, relief in the case of old age and death, creches, canteen, medical, washing and

bathing, educational facilities etc.

INTERNATIONAL LABOUR ORGANISATION:

ILO was founded in 1919 for the primary purpose of promoting social justice and

improving the living and working conditions of workers throughout the world.

In order to implement these measures, the Indian Labour Organisation took

certain measures such as,

Created international standards in the Acts enabled by the Government.

Promoted social security by means of co-operation with their Organisation.

Collected and spread the information regarding social security schemes in

various countries.

Promoted technical assistance and guidance so that social security schemes may

be properly formulated in different countries.

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Meaning of labour welfare

Welfare means a sate of well-being, health prosperity and development of human

resources. Workers will be efficient regular and co-operative when they are physically

and mentally fit and will enjoy a reasonably good standard of living. Employers should

provide various facilities to the employees so that they enjoy high standard of living.

Welfare facilities are to be provided in addition to the regular wages allowances, bonus

etc.

Liberal welfare facilities are provided in order to create efficient, satisfied, loyal and

stable labour force for the benefit of industrial unit. Employer spends large money on

welfare, which gives good dividend in long run.

Labour welfare means providing better life and happiness to employees. It includes

provision of various facilities and amenities in and around the work place. Labour

efficiency largely depends on welfare facilities provided to labour. Labour welfare is part

and parcel of social welfare. It is a narrow concept and is concerned only with the welfare

of the working class particularly industrial workers.

Labour welfare includes medical, educational, cultural, sports and other amenities and

facilities offered to Labour. Workers demand more and more welfare facilities as per

changing socio-economic environment, ad so it is necessary to provide them all facilities

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in order to have stable, efficient Labour force. It may be compulsory or voluntary. They

are compulsory when they must be provided as per legal provisions in different Labour

laws prevailing. They are voluntary when they are introduced with out any legal

compulsion. New welfare measures should be added to the existing ones from time to

time as per need of Labour and socio-economic changes.

Labour welfare is a dynamic concept. It changes from country to country and from time

to time. It offers benefits to employers, management, workers government and the society

in the form of industrial relations, more production and productivity, satisfied Labour

force, high Labour efficiency and lowest absenteeism.

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Principles of employee welfare:

Employee welfare is dependent on certain basic principles, which must be kept in mind

and properly followed to achieve a successful implementation of welfare programmes.

1.Principle of adequacy of wages:

Employee welfare measures cannot be a substitute for wages. Workers have the right to

adequate wages. But a high wage rate cannot create a healthy atmosphere nor bring about

a sense of commitment on the part of workers. A combination of social welfare,

emotional welfare, and economic welfare together would achieve good results.

2.Principle of social responsibility of industry:

Industry according to these principles has an obligation or duty towards its employees to

look after their welfare.

3.Principle of efficiency:

it plays an important role in welfare services. This is based on the relationship between

welfare and efficiency though it is difficult to measure this relationship whether once

accepts social responsibility of industry or not, the employee quite often accepts

responsibility for implementing such employee welfare measures as it would increase

efficiency.

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4.Principle of re-personalization: The development of human responsibility is given

here as the goal of industrial welfare, which according to this principle should provide

intra-mural and extra mural employee welfare measures.

5.Principle of totality of welfare:

This principle emphasis on the concept of employee/Labour welfare must spread

throughout the hierarchy of an organization. Employees at all levels must accept this total

concept of Labour welfare because with out this acceptance, Labour welfare programmes

will never really get off the ground.

6.Principle of co-ordination/integrity:

It plays an important role in the success of welfare measures. Here again welfare is a total

concept. A co-ordination approach will promote a healthy development of the workers in

his work home and community. This is essentially for the sake of harmony or continuity

in employee welfare services.

7.Principle of self-help:

Last but not the least is the fact that employee/Labour welfare must aim at helping

workers to help themselves in the long run. This helps them to become more responsible

and more efficient.

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SCOPE AND IMPORTANCE

Welfare activities act as a good supplement to low wages and other inconveniencies

faced by workers/employees. It offers various advantages like high productivity, cordial

industrial relation, employee responsibility etc. It enables workers to enjoy a fuller and

richer life and improve their efficiency. It builds up a stable labour force, reduce

absenteeism in workforce, and promote better relations between employee and employer.

It overcomes frustration among workers and relieve them from industrial fatigue and also

improve their intellectual, cultural, and material condition and to relieve them from

personal and family worries and also provide higher social status to them in the society.

Social security is a dynamic concept that aims at uploading human dignity in the event of

economic distress and physical suffering arising from death, disease, and disablement.

Thus while taking care of the welfare of individuals the social security systems protect

and preserve the social usefulness of productive manpower, a prerequisite for achieving

higher or better levels of productivity.

If company neglects these two aspects then they have to face many problems that may

result into lower productivity, lower efficiency, higher absenteeism, industrial relation

between employee and employer may spoil.

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Objectives of the study

1. To study the concept of employee/Labour welfare.

2. To know different types of welfare facilities provided to Labour in organization

and outside organization.

3. To understand the impact of Labour welfare policies.

4. To under stand the needs, importance and impact of social security measures.

5. To know whether organization is providing all the facilities as per Factories Act

1948.

6. To see trade union activities in organization for Labour welfare.

7. To know per head expenditure of organization on Labour welfare.

8. To see whether Labour are being charged extra for welfare facilities.

9. Whether employees are satisfied with welfare and security measures provided.

10. To know how much utilization of welfare facilities provided by the organization

are utilized by the employees/Labour.

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SCOPE AND LIMITATIONS OF MY STUDY:

In my study I have tried to analyze various welfare and social security measures

provided by Lallaguda Carriage Workshop to their employees and whether they are as

required by Factories Act and International Labour Organization rules.

Limitations:

Strenuous efforts are undertaken by me to make this project a reliable and intensive.

While doing this project I had to face some difficulties at some phases that include

Collection of required and accurate data due to the reluctance on the part of the

company as it is a Government run Company.

Time is very limited for the project.

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FACTORIES ACT 1948

Factories act 1948 is an act to consolidate and amend the law regarding Labour

in factories. Whereas it is expedient to consolidate and amend the law regulating Labour

in factories thus, it is called The Factories Act.1948.

Under the scheme of the Act, every factory is bound to have an occupier. The

person who has ultimate control over the affairs of the factories is known as Occupier.

Every occupier shall ensure, so far is reasonably practicable, the health, the safety,

and the welfare at work of all the workers while they are at work in the factory.

The broad areas covered under the Act are:

Chapter I Preliminary

Chapter II The Inspecting staff

Chapter III Health

Chapter IV Safety

Chapter V Welfare

Chapter VI Working hours of adults

Chapter VII Employment of young persons

Chapter VIII Annual leaves with wages

Chapter IX Special provisions

Chapter X Penalties and procedures

Chapter XI Supplementary.

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Since my study relates to employee/Labour welfare I have only considered those

provisions of Factories Act 1948, that are applicable to Labour welfare.

Following are some of the provisions related to welfare.

1. Washing facilities: Section 42:

In every factory adequate and suitable facilities for washing shall be provided and

maintained for the use of the workers therein should provide soap and nail brushes or

other suitable means of cleaning and the facilities shall be conveniently accessible and

shall be kept clean and shall be kept clean and shall not be located in the vicinity of

latrines and urinals.

2. Facilities for keeping clothing: Section 43:

Company shall provide facilities for keeping clothing not worn during working

hours and for the drying of wet clothing. Such facilities shall include the provision of

separate rooms, pegs, locker, or other arrangement approved by the chief inspector of the

factories.

3. Facilities for sitting: Section 44:

In every factory suitable arrangement for sitting shall be provided and maintained

for all workers obliged to work in a standing position in order that they may take

advantage of any opportunities for rest which may occur in the course of their work.

4. First aid and ambulance room: Section 45:

Every factory should provide and maintain first aid boxes or cupboards equipped

with the prescribed contents during all working hours. Each first aid box or cupboard

shall be kept in the charge of a separate responsible person who must have a certificate in

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first aid treatment recognized by the state government and who shall be always available

during the working hours of the factory.

In every factory where in more than 500 workers are employed they shall provide

and maintain an ambulance room of the prescribed sized, contained the prescribed

equipment, medical and nursing staff.

5. Canteens: Section 46:

The occupier of every factory where in more than 250 workers are ordinarily

employed and which is specified by the government by a notification in the official

gazette in this behalf shall provide in or near the factory. The canteen building shall be

situated at a distance of not less than 15 meters from any latrine, urinal, boiler house, coal

stacks, ash dumps and any other sources of dust and smoke.

The canteen building shall be constructed in accordance with the plans approved

by the chief inspector and shall accommodate at least a dining hall, kitchen, store room

and washing places separately for washing utensils and workers. The canteen shall be

sufficiently lighted. The canteen shall be painted once in 3 years. Suitable arrangements

should be made for collection and disposal of garbage.

Food drinks and other items served in the canteen shall be sold on a non-profit

basis and the prices charged shall be subjected to the approval of a Canteen Management

Committee. The committee shall be consulted from time to time on the quantity and

quality of the foodstuff to be served in the canteen, the arrangement of means etc.

6. Shelters, restroom, and lunchroom: Section 47:

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In every factory wherein more than 150 workers are ordinarily employed,

adequate and a suitable lunchroom, with provision for drinking water, where workers can

eat meals brought by them, shall be provided and maintained for the use of the workers.

7. Welfare officer: Section 49:

The occupier of every factory employing between 500 and 2000 workers shall

appoint at least one welfare officer and where the number of workers exceeds 2000 there

shall be an additional welfare officer for every 2000 workers or fraction thereof over 500.

In a factory where both men and women workers are employed, the number of women

welfare officers are to be appointed and should be in proportion to the women workers

employed provided that where number of women employed are more than 100 and total

number of workers does not exceed 250 an additional women welfare officer shall be

appointed. Where more than one welfare officer is appointed one of them shall be called

the chief welfare officer and the other as assistant welfare officer.

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Chart showing welfare facilities and social security measures

WELFARE FACILIITES

Canteen Accommodation and house rent allowance Housing loan

Transport Workers co-operative credit society Bonus

Drinking water Festival gift

Rest room Adv. salary

Medical facilities Loan benefit

Latrines and urinals Insurance

Safety Welfare fund

Training Allowances

Uniform and shoes Fringe benefit

Administrative arrangement to look after welfare other welfare measures.

INSIDE PLANT OUTSIDE PLANT

Miscellaneous

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ACTIVITES OF WORKERS UNION IN THE COMPANY:

Trade unions are voluntary associations of workers, establishment for their

protection and for the promotion of their welfare.

Trade union is a representative of the workers. It is based on philosophy United

we stand, divided we fall. Thus, workers find it very easy to convey their grievances

through union.

A leader is elected from the workers and he is termed as the Union Leader.

1. Role of Union in the company:

Unions safeguard the interest of workers and at the same time endeavour the

prospects of the company. It also enables the workers to rise up problems by using the

registered body of trade union and it also facilitates the management the company to

know the workers present and future prospects. So due to this company could achieve

benefits.

2. Benefits of forming trade union:

Union is the bridge between the workers and management. It helps workers in

Rise in wages from time to time as per the market price index at the best level.

Solving the various grievances on the shop floor and individual workers creating

satisfactory and easy method of production with the help of management by changing the

technology and factors of production.

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3. Views about the welfare facilities:

Welfare facilities are provided at equal level to all categories or workers, other

wise it spoils the relation between management and workers. Workers think that it is

company s property and so, they may misuse the facilities provided and such facilities

shouldn t be misused.

4. Extent of participation in management decision:

The unions can take part in some of the policy making matters of the company as they

also represent in the policy making body in some matters regarding their facilities etc.

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RESEARCH METHODOLOGY

A project is like a journey and it is always better to have at least the faintest of

ideas of the probable direction of our destination. Initially we have to decide upon the

general area of interest or the aspect of the subject to inquire into. This decision is rather

broad and not very precise. It is crude indication of the purpose of the study and is of

little help for further planning and organization of the study.

Research Methodology is defined as a more systematic activity directed towards

discovery and the development of an organized body of knowledge. An efficient research

contributes to the evaluation of a proper decision, which ultimately affects the path the

organization will choose. The data collected is of paramount importance and hence the

research process has to be effective and an efficient one.

Research Methodology involves adopting various techniques, which are best

suited for the research and study of the problem, for investigation and analysis of the

problem. It starts with data collection from various sources i.e., primary and secondary

sources, data analysis and interpretation and finally the findings or conclusion from the

analysis.

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Objective in research is all-important the heart of scientific method is the

objective gathering of the information. The function as marketing research with in the

company as to providing information and analytical necessary for effective Marketing

research requires careful gathering, recording, analyzing and reporting of old facts

relating to the transfer and sale of goods and services from the producer to the customer

It is often beneficial to undertake an intensive study of a few well selected instances

of the phenomenon of interest. The method demands for great sensitivity and receptivity

on our part. As new information pours in, the study is reformulated and redirected.

Hence, to be on the safer side, it would always be wise to work keeping a

particular method in mind.

Research Design

A research design is a type of blueprint prepared on various types of blueprints available

for the collection, measurement and analysis of data. A research design calls for

developing the most efficient plan of gathering the needed information. The design of a

research study is based on the purpose of the study.

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A research design is the specification of methods and procedures for acquiring the

information needed. It is the overall pattern or framework of the project that stipulates

what information is to be collected from which source and by what procedures.

Sampling

An integral component of a research design is the sampling plan. Specifically, it

addresses three questions

Whom to survey (The Sample Unit)

How many to Survey (The Sample Size) &

How to select them (The Sampling Procedure)

Making a census study of the whole universe will be impossible on the account of

limitations of time. Hence sampling becomes inevitable. A sample is only a portion of the

total employee strength. According to Yule, a famous statistician, the object of sampling

is to get maximum information about the parent population with minimum effort.

Methods of Sampling

Probability Sampling is also known as random sampling or chance sampling .

Under this sampling design every individual in the organization has an equal

chance, or probability, of being chosen as a sample. This implies that the section

of sample items is independent of he persons making the study that is, the

sampling operation is controlled objectively so that the items will be chosen

strictly at random.

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Non Probability Sampling is also known as deliberate sampling , purposeful and

judgmental sampling. Non-Probability Sampling is that which does not provide

every individual in the Organization with a known chance of being included in the

sample.

Data collection method

Collection of data is the first step in statistics. The data collection process follows the

formulation for research design including the sample plan. The data can be secondary or

primary.

Collection of Primary Data during the course of the study or research can be

through observations or through direct communication with respondents on one

form or another or through personal interviews. I have collected primary data by

the means of a Questionnaire. The Questionnaire was formulated keeping in mind

the objectives of the research study.

Secondary data means data that is already available i.e., they refer to data, which

has already been collected and analyzed by someone else. When a secondary data

is used, the researcher has to look into various sources from where he can obtain

data. This includes information from various books, periodicals, magazines etc.

Research Methodology Adopted

Research Design : Descriptive research

Research Instrument : Structured Questionnaire

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Sampling Plan

i) Sample Method : Non-Probability Sampling

(Convenience Sampling)

ii) Sample Size : 125

iii) Sample Unit : Employees who do not hold a

Supervisory position

Sampling Design

Convenience sampling, as the name implies, is based on the convenience of the

researcher who is to select a sample. Respondents in the sample are included in it merely

on account of their being available on the spot where the survey was in progress.

Source of Data

a) Primary Data: Structured Questionnaire

b) Secondary Data: Journals, Booklets, Company Data, etc.

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COMPANY PROFILE

This was established on 30th Sep 1893 it was under the aegis of the nizam state

railways. For under taking periodic over hauling and repairs of the BG and mg steam

locomotives caches and wagons subsequently it was brought under the purview of Nizam

state railways. While formation of south central railway on 2nd Oct 1966. It became a

major workshop of the zone. It continued to be composite workshop for BG n mg rolling

stock till 1969. Due to closure of steam locos the workshop has been handling all types of

BG coaches and named as carriage workshop. From 1992 on wards the main activity of

workshop were POH. And POH of ac coaches is under taken since 1986. The workshop

occupies an area of 13.97 hectors with 4.25 hectors under cover with 3727 permanent

staff above 55 cr. rupees and an out turn of 1380 coaches per annum

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MILESTONES OF SOUTH CENTRAL RAILWAY

The milestones crossed by South Central Railway. In its ambitious journey towards

achieving network expansion, modernization, higher performance and customer

satisfactions are as follows: -

Rail Nilayam, Secunderabad, and the Land Mark Building housing Zonal Head

quarters Office of South Central Railway was inaugurated with ground floor to third

floor. In the year 1968 and fully completed in the year 1972.

The Wagon Workshop, Guntupalli was inaugurated in the year 1974.

His Excellency commissioned II Godavari Rail cum Road Bridge the President of

India, Shri Fakruddin Ali Ahmed on 20-11-1974.

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The first Plassur Quick Relaying System (PQRS) for mechanized laying of track was

introduced in the year 1975.

First Route Relay Inter locking (RRI) system of South Central Railway was

commissioned in January 1976 at Vijayawada Station.

Hyderabad New Delhi Andhra Pradesh (Super fast) Express was introduced on 03-

10-1976.

The first ever Microwave Lab on Indian Railways was commissioned in

Secunderabad in South Central Railway in October 1979.

The Electric Loco Shed; Vijayawada was inaugurated in the year April 1980 with a

capacity to maintain 100 Electric Locomotives.

Hon ble Dy. Railway Minister Shri P.Mallikarjan inaugurated Sanchalan Bhavan, the

Head Quarters Building of Secunderabad Division of South Central Railway on 10-

11-1980.

The first electrified route from Vijayawada to Gudur on South Central Railway

system was inaugurated on 15th December 1980.

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The first Tie Tamping Machine in South Central Railway was introduced in the year

January 1981.

The Carriage Repair Shop/Tirupati with a capacity to overhaul 100 BG coaches was

commissioned in September 1985.

First Digital Electronic Exchange was inaugurated on South Central Railway in July

1988 at Rail Nilayam/SC.

South Central Railway introduced Computerized Passenger Reservation System

(PRS) at Secunderabad Railway Station on 30.9.1989.

The Ballast Cleaning Machine in South Central Railway was introduced in the year

May 1990.

The first Solid State Interlocking (also know as electronic Inter locking system) was

commissioned at KAVALI station of South central Railway in July 1994.

South Central Railway had introduced 5000 hp Electric Locos for Passenger

Transport in May 1995.

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The Electric Loco Shed; South Lallaguda with a capacity to maintain 100 Electric

Locomotives was inaugurated in September 1995.

SC.Railway first introduced Mango Specials (Goods Trains with mango load) in the

year May 1996.

The first Diesel Multiple Units (DMU) service on SCR between Vijayawada and

Machilipatnam was inaugurated on 01-9-1996.

The first Mainline Electric Multiple Units (MEMU) service on SC.Railway was

inaugurated between Vijayawada and Ongole on 1st September 1996.

The first long haul digital Microwave link of south central Railway was

commissioned on Vijayawada-Gudur-Renigunta Route in September 1996.

III Godavari Bridge (Bow-String Concrete Structure) at Rajahmundry was

commissioned on 11-03-1997

Computerized Passenger Reservation System of Secunderabad was linked to

Passenger Reservation System (PRS) New Delhi on 14-10-1997.

38

The Inter-active Voice Response System (IVRS) for dissemination on reservation and

confirmation of train accommodation was first introduced at Passenger

Reservation System Office, Secunderabad on 31st March 1998 with 12 lines and later

extended to 60 lines. By August 2004, IVRS has been provided at 27 Stations.

Rail Net was commissioned in south central Railway in March 1998.

Hyderabad-Tirupati Narayanadri Express introduced the first Mobile Police Station in

April 1998.

Computerized Passenger Reservation System, Secunderabad was linked to

PRS/Howrah on 19-7-1998.

South Central Railway had introduced 5000 hp Electric Locos for Goods transport in

July 1998.

Computerized Passenger Reservation System, Secunderabad was linked to

PRS/Mumbai (CST) on 31-1-1999.

39

Wagon Workshop, Guntupalli, Vijayawada was granted ISO 9002 Certificate on

March 1999.

Carriage workshop, Tirupati was granted ISO 9002 Certificate in May 1999.

Computerized Passenger Reservation System of Secunderabad was linked to PRS/

Chennai on 18-4-1999.

Passenger Operated Enquiry Terminal (POET) was introduced at Secunderabad

Station on 31-12-1999 and extended to 49 stations by July 2004.

National Train Enquiry System (NTES) was introduced in Secunderabad on 30-6-

1999 and extended to 11 stations by July 2004.

The walkie-talkie wireless set for communication between Driver Guard Station

Manager was introduced in south central Railway in the year 1999.

High-powered diesel Loco with 4000-hp capacity was introduced for hauling Goods

Trains in the year 1999.

The first solar powered Colour Light Signals on South Central Railway were

provided at LC gate No.55 near Gudivada Station of Vijayawada Division in January

40

2000.

The first LED lit Colour light signal on South Central Railway was provided at LC

404 at KM 589/14-16 between Kadiyam-Dwarapudi Station on Vijayawada-

Visakhapatnam section in January 2000.

ISO 9002 Certification was granted to Carriage Workshop, Lallaguda, and

Secunderabad in April 2000.

Escalator for climbing on Foot over Bridge connecting platforms was commissioned

at Vijayawada Station in April 2000.

The state of the art high-powered Diesel Loco with a capacity of 4000 hp was

introduced for hauling passenger trains in the year 2001.

High speed Data Channel Net working for Freight Operation Information System

(FOIS) was commissioned in South central Railway in January 2001.

The first station in SC.Railway to be commissioned with all Light Emitting Diode

(LED) lit CLS is Kovvur in January 2002.

41

The first Diesel Engine with AC Cabin for Driver was introduced in South Central

Railway on 16-11-02.

Rake Management System, to monitor the movement of rakes and Wagons (a

division of Freight Operations Information System) was first introduced at Gooty and

Renigunta Stations of S.C. Railway on 06-9-2002 and extended thereafter to 23

locations by July 2004.

Secunderabad Railway Station Building

Built in the year 1874 under the Nizam Guaranteed State Railway, the Secunderabad

Railway Station building underwent expansion many times. The main portico and

concourse still represent the Asaf Jahi architecture. The expansion on both the sides and

the construction of the first floor of the building were completed under the stewardship of

SCR, in the recent past of 30 years. This fort like structure is one of the tourist attractions

in the twin cities of Hyderabad & Secunderabad. Today, this station boasts of all the

modern amenities such as, wide platforms, waiting halls, retiring rooms, three foot-over

bridges, etc., and handles 30,000 passengers per day.

Kachiguda Station Building

42

Kacheguda Station is architecturally the most beautiful station in South Central Railway.

Constructed in the year 1916 by the Nizam of the erstwhile Hyderabad State, this Station

was the Headquarters of the then Nizam State Guaranteed Railway. Endowed with

central and side domes and accompanying minarets, this station is a marvel in Gothic

style of architecture. Towering like a Maharaja s place, the Kacheguda Station is one of

the landmarks in the Hyderabad City. The station handles trains originating for

Aurangabad, Tirupati etc. Housing many modern passenger amenities, this station now

serves as the Headquarter station of the Hyderabad Division of South Central Railway.

Third Godavari Rail Bridge

The first Godavari Rail Bridge was built in the year 1897, under the supervision of

Er.Walton, a British Engineer, across the mighty river Godavari near Rajahmundry.

Stretching for three kilometers, constructed with stone masonry and steel girders, this

bridge served the trains plying on Chennai - Howrah and Hyderabad-Howrah. Since this

bridge outlived its serving years by serving for more than 100 years, train services on this

bridge were suspended from the year 1997. Today, the first Godavari Bridge still stands

as a monument of human endeavor and skill.

Dorabavi Viaduct

43

Situated on the Nandyal - Giddalur Section, the Dorabavi Viaduct is yet another

engineering monument in the South Central Railway. The serene forest location of this

bridge on the Nallamala Hills of the Rayalseema region of Andhra Pradesh adds its own

exotic aura to make this a picnic spot. This Viaduct was opened for meter gauge traffic in

the year 1887. Now it is in disuse due to the construction of an alternative route, as part

of gauge conversion between Nandyal and Giddalur. South Central Railway has

completed 37 years of service since 2 October 1966. In this short period, SCR played a

significant role in supplementing the green revolution and rapid industrial growth that

have taken place in the Southern Peninsula by effectively meeting the growing transport

requirements of the region. With the setting up of a number of new Cement plants in this

region, a steady increase in Coal production in the Singareni Collieries, the agricultural

revolution in the Nagarjuna Sagar and Sri Ram Sagar Ayacut belts and the setting up of a

steel plant at Visakhapatnam, the transport potential in the region has gone up

tremendously. It has been the constant endeavor of SCR to match the demand by

undertaking construction of New Lines, Gauge Conversion, Doubling, Electrification,

Computerization, introduction of higher Axle and high speed Trains and other traffic

facility works. In the process the South Central Railway has built a mega, modern

enterprise matching international standards.

QUALITY STATEMENT

Lallaguda workshop is committed to meet customer expectations and shall strive for

continuous improvements

South Central Railway has three Workshops to carry out POH of Coaching and Freight

stock. Details of the activities, monthly and annual production output of the Workshops:

44

S.No Name Of workshop

Location Activity Monthly target Annual

target

1 Carriage Repair Shop

Lallaguda

Periodic Overhauling

(POH) of BG

coaches

115 Vehicle Units

(VUs) 1380 VUs

2 Carriage Repair Shop

Tirupathi POH of BG coaches

60 VUs 720 VUs

3 Wagon Repair shop Guntupalli

POH of BG

Wagons 930 Four Wheeler

Units 11160 FWUs

Supervisor Training Center at Lallaguda

This institute gives training to all branches of supervisors (mechanical) in functions

related to technical, managerial, safety, etc for efficient and safe working of trains. This

institute has conducted 16 training programs annually and on an average 1500 staff are

trained. Up gradation of Supervisors Training Center and other training institutes of

Mechanical Department has been taken up at a cost of RS 1.78 Corers. In addition to

above institute, training centers are available at Diesel Sheds, Carriage Wagon Depots,

and Workshops to train artisans.

Present activities at Lallaguda:

45

1. Rolling stock program works

2. Chemical and metallurgical lab

3. Basic training center imparting technical education

4. Electronic data processing

5. Manufacturing of lube oil filters

6. Manufacturing of boxes and doors

7. Out station work orders

8. Modification of Defense coaches.

EMPLOYEE WELFARE

Human resources are probably the most important assets of India. Effective utilization of

this asset is the Responsibility of any organization, especially for an organization like

Indian Railways, which employs 15 Lakh persons to run their services. Training is an

important tool to develop efficiency of human resources The Mechanical Department of

the South Central Railway has developed modern methods and facilities of Training to

train its supervisors & artisan staff. Training to all cadres of railway staff is ensured not

only at the time of entry in to service, but periodical refresher courses are given to update

the knowledge and to keep abreast with the latest developments in technology.

46

Employee welfare activities at Lallaguda

1. Health unit headed by a Health Inspector.

2. Canteen

3. Creche

4. Scholarship from Staff Benefit Fund for studies of children of employees.

5. Holiday camps are arranged once in a year for children s of employees.

6. Reimbursement of cost of spectacles for eligible employees.

7. Reimbursement of cost of books to Group D employees children

8. Family maintenance grant for seriously ailing employees.

9. Shop visit by welfare inspector from time to time for redressal of grievance.

10. Mutual benefit fund.

11. Kalabarathi for cultural programmes.

12. Boxing/volley ball stadium

13. Cricket/foot ball stadium

14. Indoor games

Welfare Activities at Field Level

Annual Sports Competitions by South Central Railway Sports Association

Annual Cultural Competitions

Colony care committees to take care of amenities of residents in railway colonies

Health Unit headed by a Health Inspector

47

The Medical Department of South Central Railway is an integral part of Indian Railway

Medical Services. The Department renders preventive, primitive, curative and

rehabilitative services to a population of about 500 thousand, spread over the length and

breadth of the South Central Railway System. In 1966 the medical services of SCR

consisted of 4 divisional hospitals and 40 health units with 148 doctors and 463 beds.

Today, the Medical Department boasts of one Zonal Hospital, 2 Divisional Hospitals, 2

Sub-divisional Hospitals, one Poly Clinic, and 44 Health Units with a total of 684 beds

and 161 Doctors.

Mission

Total patient satisfaction through Humane Approach and Shared Commitment of

every single Doctor and Paramedic to provide Quality Health Care using modern and

cost effective techniques and technologies.

Functions of Medical Department

To provide comprehensive health care through preventive, promotive, curative and

rehabilitative services to all the beneficiaries.

To attain an optimum level of positive health in the workforce which renders them

productive and useful to the organization.

48

To assess the physical fitness of the candidates aspiring to join Railways and also to

conduct periodical medical examination of serving employees to assess their

sustained fitness

To render medical aid to passengers falling sick during travel.

To provide immediate medical aid and succor to victims of Railway accidents.

To monitor quality of water and food supply to the Railway population as well as Rail

commuters.

To maintain environmental sanitation of 48 Railway colonies and 32 identified

Railway stations

To conduct research activities for chalking out various strategies to provide better

medical care to the Railway employees, their families and the travelling public.

To conduct studies in the field of Occupational Health and family Welfare for

identifying various health problems and sustainable strategies to combat them.

To impart training to the doctors as well as Para-medical staff to update their

knowledge of patient care, preventive health etc.

49

Beneficiaries

All serving Railway employees and their dependants

Retired Railway employees, who are enrolled in Retired Railway Employees

Health Schemes

Passengers who fall sick during travel

Rail accident victims

Licensed Porters

Railway Police Personnel

Infrastructure Facility

Total no. Of Hospitals

Zonal 1

Divisional 2

Sub-divisional 2

Ploy Clinics 1

Health Units 44

Beds 694

Doctors 161

50

Para-medical staff 977

Sanitary staff 2307

Centers of Excellence

The Zonal Hospital, Lallaguda

Is equipped with a state-of-the-art 10 bedded ICCU supported by Holter Monitor,

Tread Mill, Colour Doppler, Telemetry ECG and facility for temporary pace

making

Provides Haemodialysis, which is an end stage conservative management for

patients with Renal Disease

51

Has a Neo-natal Intensive care Unit supported by Incubators to look after the

newborn babies

Was awarded the prestigious L N Mishra Shield for the best overall performance

over the Indian Railways during the years 1981-82, 1984-85, 1993-94, and 1998-

99.

Has been recognized by the Medical Council of India for providing training in

Diploma in National Board for Surgery and Medicine. The Hospital provides

training for students, House Surgeons and Interns from Deccan Medical College,

Hyderabad.

CANTEEN

Canteen is a kind of a welfare activity that is under taken by an organization so as to

provide the food to its employees at subsidised rates. The canteen here at the workshop

was started way back 100 years ago. The basic infrastructure that is needed by the

canteen was provided by the government of the then days. The liquid that is needed by

the canteen is also provided by the Government from the obtained by the revenue of the

canteen. The present work force of the canteen is around 40 who all are railway

employees. The canteen runs on a non-profit basis. An advisory body that consists of the

52

organized members runs the canteen and the organized Labour. The workshop will be

functioning directly under the control of the workshop personnel officer

Other Activities:

CRECHE:

This has been wound up

Scholarship from Staff Benefit Fund for studies of employee s

children:

To encourage education among the children of group d employees the

headquarters staff benefit fund committee will award adhoc grant of RS 500 per

annum for one child of each employee studying in non technical degree courses that

is B.A, B.Sc and B.Com the adhoc grant once sanctioned will be continued till the

completion of the course.

Educational Facilities

1 Degree College at Lallaguda, Secunderabad

4 Junior Colleges at Secunderabad, Guntakal, Vijayawada and Kazipet

14 High Schools in six Divisions

2 Upper Primary Schools in Two Divisions

9 Primary Schools in five Divisions

22 Austerity type Primary Schools in five Divisions

53

Holiday Camps Are Arranged Once In A Year For Employee Children

Staff Benefit Fund committee will give annual grants for holiday camps held for

employees children on zonal railway basis In addition funds will also be provided for

organized children s camp for the children of the staff and for the children of the

division/workshop separately. Request for utilizing the annual grant to organise these

camps need not be referred again to the Head Quarters, Staff Benefit Fund Committee.

By the organise5r of the camp except for information in case of h.q. Staff and camps

controlled by the h.q. , The request for the grant of such camp should be routed through

the Deputy CPO. The camp conducted by the divisions must be thrown open to the

children of the extra divisional officers at the divisional level .a quota in proportion to the

number of staff of various officers should be reserved for the purpose4 so as to ensure

that children of staff of other offices can also have the benefit of holiday camp.

Reimbursement of cost of spectacles for eligible employees

To help employees who are required to use spectacles for carrying out their duties. The

Staff Benefit Fund will sanction a grant to meet the cost or part therefore subject to the

following condition: -

1. All non-gazetted employees with no limit of basic pay are eligible

1. The employee should have completed one year continuous service

54

2. The applications should be recommended by the MD/DMO, that the use of

spectacles are essential for proper vision

3. The grant will be limited to RS 300 to all irrespective of Group C And Group

D or the actual cost which ever is less.

This scheme is controlled by the divisional/workshop/ Head Quarters, Staff Benefit Fund

Committee.

Reimbursement Of Cost Of Books To Group D Employees

Children:

To meet the cost of textbooks for the children who are studying in the school in I to x

classes of group d railway employees who are in scale RS 2550-3200 ,2610-3540,2650-

4000,grant is made as under subject to availability of fund..

55

For children studying in class I to V RS-120 pa .per child or actual cost of text

book which ever is less

For children studying in class VI to VII RS-150 pa. Per child or actual cost of text

books which ever is less

For the Children studying in class VIII to X RS-200 pa. Per child or actual cost of text

books which ever is less

In the event of child having failed in the annual examination and continuing to study in

the same class .no grant is made application for grant should reach the chairman, of the

respective Staff Benefit Committee in the prescribed Proforma that is before last date for

the receipt of application is as fixed by the respective Staff Benefit Fund committee

Family maintenance grant for seriously ailing employees:

To provide financial relief to non gazetted railway employees on leave with out pay due

to sick ness, maintenance grant will be sanctioned subject to fulfillment of the following

conditions: -

56

1. The employee seeking relief must have completed one year s continuous

service on the day on which his sick eave with out pay commenced

2. The period of sick leave with out pay should not be less than 15 days on

medical grounds duly certified by Deputy Medical Officer.

3.The period of sickness should be covered by a proper unfit and the intermediate

certificates issued by a railway doctor

4. A railway doctor who will also certify the nature of ill ness should recommend

the application

5.The application for the grant will be entertained only if they are made within 3

months after the employee-resumed duty

6. Employee seeking relief should apply in a prescribed proforma addressed to

their respective Head Quarters, Staff Benefit Fund Committee.

7.The Head Quarters, Staff Benefit Fund Committee, will make the sanction of

grant. As per the table given below. The revised rates are w.e.f 01-07-2001

RS 1000 for any employee irrespective of rate of pay/grade and nature of disease.

N.B.: - grants will be admissible for maxim period of 12 months. Individual cases

requiring assistance beyond 12 months should be referred to the secretary Head Quarters,

Staff Benefit Fund Committee. Fully recommended by CMD for consideration by the

committee on the merits of each case T.B patients under going treatment as in-patients in

santoria should be granted maintenance grant by Staff Benefit Fund Committee even

beyond 12 months on application by the employee duly recommended by the DMO s

57

concerned certifying the sickness if T.B. And recommending the cases even beyond 12

months subject to availability of funds

Staff Benefit Fund:

Total outlay every year - Rs.36 lakh.

It is a fund available from Ministry of Railways to grant money to needy Railway Staff

by joint decision of Management and recognized Labour Organizations for,

Grant of Scholarships to the students pursuing technical education

Reimbursement of cost of text books

Educational facilities to employees children at wayside stations

Grants for recreational amusements

Relief to distressed/sick

Maintenance Grant

Financial assistance to chronic TB patients

Reimbursement of cost of spectacles and lenses

Financial assistance to deaf, dumb, blind and mentally retarded

Grants to homeopathic and Ayurvedic dispensaries

Reimbursement of Medical Expenses

Grants to 18 Social Welfare Centers, 70 Handicraft centers for women

Promotion of Sports and Cultural and other activities

Promotion of employees and children annual camps at Zonal and Divisional levels

58

Industrial Relations

Industrial Relations are maintained through:

Direct contact with employees by Officers and Welfare Inspectors

Periodical negotiations and participation in Management with the recognized Labour

Organization called South Central Railway Employees Sangh at Zonal, Divisional and

Workshops level.

Periodical negotiations and participation in Management with the recognized Labour

Organization called South Central Railway MazdoorUnion at Zonal, Divisional, and

Workshops level.

Receipt of Memoranda from OBC/SC/ST Welfare Associations in Zonal, Divisional,

and Workshops level.

Participation in Management with Promote Officers Association

Participation in Management with Railway Officers Association

Participation of Railway Employees in Management (PREM)

Mutual Benefit Fund:

Mutual Benefit Fund was started way back 50 years ago which is to be managed by the

body that is elected by the employees of the work shop that is elected will consist of a

secretary and an assistant secretary and coming to the apex position in the fund are held

by the CWM and P.E as president and vise president respectively the members of the

59

Mutual Benefit Fund are permanent employees of the workshop the basic liquid needed

to meet the demand of the deeds of the mutual fund are had from the subscription by its

members which is now RS 20 . Per month which is had through the pay sheet recovery

which comes in the form of a monthly cheque from WAO which is therefore operated

through banks join a/c that is jointly held by the Vice-President and the secretary as the

holders of the a/c

This Liquid Will Be Delivered To Its Members On Four Occasions

1. Retirement

1. Super Anniversary

2. CRS

3. VRS

2. Death

3. Medical Aid

4. Transfer out of Work shop

The Amount Paid On Each Occasion Is As Follows

Super anniversary---- 13000 + a brief case

Crs (or)

Vrs if the service put up

0-10 yr. 80 % of total subscription

60

11-20 yr. 100% of total subscription

21-30 yr. 200% of total subscription

31-above 1300 rest of the service * Rs 20/month

Retirements

Types of Retirements

Voluntary Retirement - One who completes 20 years of service can retire voluntarily

with bonus benefits.

Normal Retirement -On completion of 60 years of age

Other than Normal Retirement like Death, Medical De categorization and Missing

Benefits after Retirement

Monthly Pension @ 50%- of average emoluments drawn during the last 10

months/Family

Pension @ 30 percent of last pay drawn for those completing 33 years of qualifying

service

Retirement/Death Gratuity

Commutation of Pension to the maximum extent of 40% of monthly pension

Leave encashment

Insurance amount

Provident fund

Post Retirement/Widow Complimentary yearly passes for free travel on Railway

Network

Kit Pass

61

Transfer pass, Transfer grant, Packing Allowance and Travelling Allowance

Compassionate Appointment in case of death/missing

Railway Employees Liberalized Health Scheme for medical assistance on par with

serving employees .

Kalabarathi For Cultural Programmes:

For promotion of fine arts and cultural activities, the Staff Benefit Fund committee

considers and certain the request for grants to cultural programmes.

Applications for such grants should be submitted to the Head Quarters, Staff Benefit

Fund Committee. Who will award grants judiciously for promoting cultural activities.

Boxing/volley ball stadium:

These stadiums provided for the staff of the railway is a task to help the tired employees

to get refreshed and to enjoy the game which the like and even to train the employees that

are going to represent the nation in the international games through rail way.

Cricket/Foot Ball Stadium:

These stadiums provided for the staff of the railway is a task to help the tired employees

to get refreshed and to enjoy the game which the like and even to train the employees that

are going to represent the nation in the international games through rail way

Indoor games

62

Indoor provided for the staff of the railway is a task to help the tired employees to get

refreshed and to enjoy the game which the like and even to train the employees that are

going to represent the nation in the international games through rail way

Recreation

1. Officers Clubs for Recreation of Officers.

Staff Institutes for Recreation of Staff.

2. Community Halls for Customary functions.

Holiday Homes for Pilgrimages/Outings.

Rest Houses for rest on short leaves.

General Facilities

Subsidized Hostels for economically backward Students

Cycle/Scooter/Car/Computer/House Loans

Privilege Travel Passes and concessional P.T.Os

Canteens with nutritious food in all major Centers of workforce

63

Co-operative Scheme

Co-operative societies for economic living

Cooperative Credit societies for banking purpose

House Building Society for housing activities

Welfare Facilities for the needy

General Manager s Relief Fund - Rs.10 lakh

(This fund is granted for relief of deserving patients taking major medical treatments)

South Central Railway Women's Welfare Organization

The South Central Railway Women s Welfare Organization (SCRWWO) has been

formed mainly to supplement efforts of the Railway Administration in arranging relief to

the distressed staff and to extend the assistance to the needy employees and their

offspring. Wives of Railway Employees are eligible to become members of this

Organisation. Various schemes undertaken by SCRWWO inter alia include:

64

Technical assistance in functioning of 66 Handicraft centers to augment Railway Staff

family income through tailoring, embroidery work etc.

Vocational Training Center at nominal fee

Ashakiran for mentally retarded/handicapped children

Arogya Niketan to extend helping hand to chronic patients

Athmabala Widow Welfare scheme by which Rs.1000/- is being given to meet

immediate

relief to the deceased families of Group D employees

Jagruthi Financial aid to Adult Literacy centers.

Crèches to take care of children of working women.

Schools for meeting Primary Educational needs of the children of the staff

Gold Medals for the meritorious students of Railway Schools/Colleges

Scholarships for needy children of Railway Staff

ANALYSIS AND INTERPRETATION

65

This step is to extract pertinent findings from the collected data. The researcher

edits, codes, tabulate the collected data. Enquired 125 and 104

responded.

Awareness about the welfare activities at the workshop

Yes No

102 2

66

Interpretation: - No Need For Any Further Activities That Are Used To Create

Awareness In The Employees About The Welfare Activities

Facilities at the health unit

Excellent Good Poor

13 82 13

Awareness level

102

2

yes

no

67

Interpretation: - The Facilities At The Health Center Are Satisfactorily Good 76%

Saying So. And 12% Each Saying It Poor And Excellent.

Canteen facility

Excellent Good Poor

Facilities at Health Center

excellent12%

good 76%

poor12%

excellent

good

poor

68

1 40 63

Interpretation: - The Canteen Facilities At The Workshop Are Poor Saying By The

61%.

Awareness about Holiday camps to children and welfare to employees

Yes No

canteen facility

excellent1%

good 38%

poor61%

excellent

good

poor

69

94 10

Interpretation: - The welfare of the employees is altered to a great deal through

holiday camps says 90% this 90% of the people are satisfied with this facility.

Are you a member of M.B.F?

Yes No

54 50

holiday camps and welfare to employees

yes 90%

no 10%

yes

no

70

Interpretation: - Not all the employees are the members of this service available to

them.

Do you agree with winding up of crèche and Kalabarathi?

Yes No

membership with M.B.F

yes 52%

no 48%

yes

no

71

77 27

Interpretation: - The winding up of kalabarathi and crèche is supported by 74% as

a right decision as the facility is being not organised properly.

Do you use stadiums and play indoor games?

Yes No

creche and kalabarathi

yes 74%

no 26%

yes

no

72

67 37

Interpretation: - The stadiums and indoor games are said to be used by the 64% of

the employees .

Is the Welfare inspector visiting the workshop?

Yes No

stadiums and indoor games

yes 64%

no 36% yes

no

73

13 91

Interpretation: - The welfare inspector makes a seldom visit to the workshop for the

redressal of the grievance supported by 87%.

Satisfaction related to General facilities like water, bathrooms, and toilets

visit of welfare inspector

yes 13%

no 87%

yes

no

74

Excellent Good Poor

0 14 90

Interpretation: General facilities at the workshop are to be given an immediate look

and they should be repaired to meet the standards of the facilities to be provided

and this is supported by 87 %.

general facilities

poor87%

good 13%

excellent0%

excellent

good

poor

75

Satisfaction related to Rate of pay compared to industry standards

Yes No

96 8

Interpretation: - The rate of pay at the workshop is satisfactory compared to

industry standards supported by 92%.

Satisfaction related to Incentives at the workshop.

satisfaction regarding rate of pay

yes 92%

no 8%

yes

no

76

Yes No

98 6

Interpretation: - Incentives at the workshop are satisfactory supported by 94%.

Satisfaction related to Quarters provided

incentives at workshop

yes 94%

no 6%

yes

no

77

Yes No

7 97

Interpretation: - The quarters provided are the basic point of distress with 93% of

employees being un-satisfied

Ease of application for S.B.F

satisfaction regarding quarters provided

yes 7%

no93%

yes

no

78

Simple Complex

100 4

Interpretation: - The program of the application for being eligible for S.B.F is being stated to be simple by 96% of the respondents

FINDINGS

ease of aplication for S.B.F

simple96%

complex4%

simple

complex

79

While doing my project on Measurement of Employee Welfare in Lallaguda

Carriage Workshop, I have set certain objectives to prove and found the following things

over there.

This workshop provides all welfare facilities according to the Factories Act.

Unions and union leaders over here are very powerful in taking measures to see

that the workers are provided better welfare measures.

Workers over here are utilizing all the benefits they are getting and at times even

some are misusing their benefits.

The workshop does not face any problem due to welfare facilities provided.

CONCLUSION

80

While doing my project on Measurement of Employee Welfare in Lallaguda

Carriage Workshop I have made an attempt to study

What is employee/Labour welfare?

What are social security measures?

What are the welfare facilities that are provided to the workers as per factories

act?

What are the social security measures to be provided to workers as per

international Labour Organisation rules?

In my study I have made an attempt to study various Labour welfare and social

security measures provided to the employees of Lallaguda carriage workshop and have

tried to compare them with the measures which an industry is suppose to provide to their

employees as per prevailing law and am of the opinion that south central railway is

providing most of the Labour welfare measures as enacted in the law. Some of the

welfare measures, which are provided to the employees, are

Free transportation,

Canteen facility at concessional rates,

Free medical facility etc,

Saves lots of money for the employees.

Some of the welfare measures such as

House rent allowance,

Festival advance,

And other allowances etc,

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Adds to the remuneration of the employees making them tension free.

Other welfare facilities like

Housing loan facility,

Loans for buying two-wheelers,

And such other loans required,

Are provided by the Staff Benefit Fund and other through other loans given by the

company.

Social security measures provided to the employees of Lallaguda Carriage

workshop such as

Employee pension scheme,

Employee provident fund,

Gratuity,

Voluntary retirement schemes, etc

Makes provisions for security after retirement.

From overall study of Employee/Labour welfare and social security

measures am of the opinion that Lallaguda Carriage workshop is providing sufficient

measures towards welfare and security of employees.

My talking with the employees over there revealed that most of the workers are

satisfied with these measures. Interviews with Officers (rank) revealed that they

considered the expenditure on providing such measures as investment as this improves

employer-employee relationship, avoids strikes and lockouts increases productivity of

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workers, reduces absenteeism and Labour turnover and finally they also get benefit out of

such measures as they are also employees of South Central Railway.

Finally am of the opinion that such measures helps a lot in improving

employee-employer relation and avoiding all the problems relating to work and such

facilities should be provided by all the business undertakings too.

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SUGGESTIONS:

1. Improvement of infrastructural facilities as a whole for the workshop and for the workers regarding rest rooms.

2. Computerization of entire data related to the staff so that it can be easily accessible at times required.

3. Improvisation of general facilities for the visitors regarding visitor s room, water facilities, urinal facilities.

4. Provision of better residential quarters for the workers.

5. Provision of better food and beverages checking the quality and quantity of the food served appointing a Canteen Management Committee.

6. The Welfare Inspector should be always present at the workshop to look after the facilities of the workers.

Questionnaire

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FOR THE SURVEY ON THE EMPLOYEE WELFARE ACTIVITIES AT, CARRIAGE

WORK SHOP, LALLAGUDA, SOUTH CENTRAL RAILWAY

WITH PERMISSION FROM THE W.P.O s OFFICE

1. Are you aware of all the welfare activities at the workshop?

a. Yes

b. No

2. How are the facilities at the health center?

c. Good

d. Excellent

e. Poor

3. How is the food at Canteen?

a. Good

b. Excellent

c. Poor

4. Do the holiday camps for the children of employees bring up any welfare to

employees?

a. Yes

b. No

5. Are you a member of Mutual Benefit Fund?

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a. Yes

b. No

6. Do you go with the winding up of crèche and Kalabarathi?

a. Yes

b. No

7. Do you make use of stadiums and indoor games?

a. Yes

b. No

8. Does the welfare inspector visit the workshop for the redressal of the grievance?

a. Yes

b. No

9. How are the general facilities like water, toilets, and bathrooms?

a. Excellent

b. Good

c. Poor

10. Are you satisfied with the rate of pay compared to industry standards?

a. Yes

b. No

11. Are you satisfied with the incentives at the workshop?

a. Yes

b. No

12. Are you satisfied with the quarters provided?

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a. Yes

b. No

13. How is the Proforma of application for SBF?

a. Simple

b. Complex

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BIBLIOGRAPHY

Web addresses

http://www.indianrailways.gov.in/

www.indianrail.gov.in

Data

Journals of Indian railways.

Articles related.

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