Shriidhar Revellliwar Safety WCL 1

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Contents

Chapter

no. Title

Page

No.

1. Introduction. 2

2. Safety Measures: An overview. 6

3. Review of concerned literature. 19

4. Research Methodology 24

4.1 Significance of study 27

4.2 Scope of study 28

4.3 Objectives of study 29

4.4 Limitations of study 30

4.5 Hypothesis of study 31

4.6 Collection of data. 32

5. Organisation Profile (WCL) 33

6. Data Analysis 43

7. Conclusion and Suggestions 61

8. References 64

9. Bibliography 65

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Chapter 1

INTRODUCTION

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The most important resources of an organization is its human resources the people

who work in the organization. People are vital for the effective operation of a company.

To meet the challenges and competitive atmosphere of todays business environment,

managers must recognize the potential of human resources, and then acquire, develop

and retain these resources. This forms the basis of human resource management

(HRM). HRM is the management of various activities that are designed to enhance the

effectiveness of the manpower in an organization in the achievement of organizational

goals. Acquiring skilled, talented and motivated employees is an important part of

HRM.

Human resource management forms a crucial function in organizations of all

sizes larger firms usually have a separate HRM department. Small organizations

however, cannot always afford to have separate HRM department that can continually

follow the performance of individuals in the organization and review their

accomplishment of goals. Instead in such organizations, each manager is responsible for

utilizing the skills and talents of the employees under him, effectively. Traditionally,

HRM departments had a relatively small role to play in the complaints, determined

benefits and compensation, and conducted performance appraisal programs. These

activities were, and still are, very important in managing an organization. However,

today HRM departments are playing a more strategic role in charting demographics and

limited labor supply, rapid technological changes and the need for new skills, have

created a strategic need for HRM careful attention and are vital to the success of any

business. Employee welfare is the basic media to judge the employers efficiency and

motive of better understanding the employers perception to serve his employees. Let us

have a look on the concept of employee welfare.

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EMPLOYEE WELFARE

Employee welfare defines as efforts to make life worth living for workmen.

These efforts have their origin either in some statute formed by the state or in some

local custom or in collective agreement or in the employers own initiative.

To win over employees loyalty and increase their morale.

To combine trade unionism and socialist ideas.

To build up stable labor force, to reduce labour turnover and absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job appeal).

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up an

employee welfare service:

The service should satisfy real needs of the workers. This means that the

manager must first determine what the employees real needs are with the active

participation of workers.

The service should such as can be handled by cafeteria approach. Due to the

difference in Sex, age, marital status, number of children, type of job and the

income level of employees there are large differences in their choice of a

particular benefit. This is known as the cafeteria approach. Such an approach

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individualizes the benefit system though it may be difficult to operate and

administer.

The employer should not assume a benevolent posture.

The cost of the service should be calculated and its financing established on a

sound basis.

There should be periodical assessment or evaluation of the service and

necessary timely on the basis of feedback.

Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or

more workers are ordinarily employed the employer shall appoint at least one welfare

officer.

The welfare officer should possess; (i) a university degree; (ii) degree or

diploma in social service or social work or social welfare from a recognized institution;

and (iii) adequate knowledge of the language spoken by the majority of the workers in

the area where the factory is situated.

Supervision

Counseling workers

Advising management

Establishing liaison with workers

Working with management and workers to improve productivity.

Working with outside public to secure proper enforcement of various acts.

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Chapter 2

SAFETY: An Overview

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SAFETY:

Safety is the state of being "safe" (from French sauf), the condition of being

protected against physical, social, spiritual, financial, political, emotional, occupational,

psychological, educational or other types or consequences of failure, damage, error,

accidents, harm or any other event which could be considered non-desirable. Safety can

also be defined to be the control of recognized hazards to achieve an acceptable level of

risk. This can take the form of being protected from the event or from exposure to

something that causes health or economic losses. It can include protection of people or

of possessions.

OCCUPATIONAL SAFETY AND HEALTH:

Occupational safety and health is a cross-disciplinary area concerned with

protecting the safety, health and welfare of people engaged in work or employment.

The goal of all occupational safety and health programs is to foster a safe work

environment.[1]

As a secondary effect, it may also protect co-workers, family members,

employers, customers, suppliers, nearby communities, and other members of the public

who are impacted by the workplace environment. It may involve interactions among

many subject areas, includingoccupational medicine, occupational (or industrial)

hygiene, public health, safety engineering, chemistry, health physics.

Definition:

Since 1950, the International Labour Organization (ILO) and the World Health

Organization (WHO) have shared a common definition of occupational health. It was

adopted by the Joint ILO/WHO Committee on Occupational Health at its first session in

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1950 and revised at its twelfth session in 1995. The definition reads: "Occupational

health should aim at: the promotion and maintenance of the highest degree of physical,

mental and social well-being of workers in all occupations; the prevention amongst

workers of departures from health caused by their working conditions; the protection of

workers in their employment from risks resulting from factors adverse to health; the

placing and maintenance of the worker in an occupational environment adapted to his

physiological and psychological capabilities; and, to summarize, the adaptation of work

to man and of each man to his job". This standard is based on the methodology known

as Plan-Do-Check-Act (PDCA)

The Safety and Security Discipline deals with both enterprise and employee

safety and security. It includes the organizations efforts to prevent and/or mitigate loss,

risks to or from personnel, threats to its physical assets, damage to its technology and

intellectual property, or risks of any other kind arising from all elements surrounding

the work environment. It also includes matters that focus on careers, communications,

legal and regulatory issues, technology, metrics and outsourcing in the safety and

security field, as well as effective safety and security practices and global safety and

security issues. It does not include matters involving workplace wellness or health

maintenance programs, or Workers Compensation, which are encompassed in the

Benefits Discipline.

Overview

The Safety and Security Discipline encompasses two overlapping areas of

practice. In the following discussion, safety and security issues are sometimes treated

separately and sometimes combined, as appropriate.

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WORKPLACE SAFETY

Workplace safety is a process that seeks to eliminate or reduce risks of injury or

illness to employees. The chief aim of workplace safety is to protect an organizations

most valuable assetits people. Workplace safety is achieved through a variety of

methods, including policies, procedures and specific hazard control

techniques. See, Workplace Safety Toolkit.

Policies and procedures are devised and integrated into the organizations

overall management and administrative processes. They usually involve specific job

task procedures that are established for working with or around equipment, hazardous

environments or other forms of high-hazard conditions. Safety procedures and policies

include accountability requirements to ensure that prescribed practices are followed.

Safety professionals apply a well-recognized hierarchy of measures to eliminate or

control specific workplace hazard. The measures are applied as part of an orderly

decision-making process, as follows:

SubstitutionCan the existing process, material or equipment be replaced with

a less hazardous process, material or equipment?

IsolationCan barriers or limits be placed between people and the hazard?

This could be physical barriers, time separation or distance.

VentilationCan the potential hazardous airborne substances be ventilated

through dilution or capture?

Administrative controlsCan the hazards be effectively mitigated through

specialized operating practices? Examples include restricting access to certain

high-hazard areas to authorized personnel only, adjusting work schedules or

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adopting preventive maintenance programs to address potential equipment

breakdown.

Personal protective equipmentIf the preceding methods are not sufficient or

feasible, can personal protective equipment be provided (e.g., safety glasses,

gloves, hard hats, hearing protection, safety footwear, respirators, etc.)

Fencing of machinery

All dangerous and moving parts of machinery shall be securely fenced. Screws,

bolts and teeth shall be completely encased to prevent danger.

Work on or near machinery in motion

Lubrication or other adjusting operation on moving machinery shall be done

only by a specially trained adult male worker.

Employment of young persons on dangerous machines

No young person shall be allowed to work on any dangerous machine (so

prescribed by the state government) unless he is sufficiently trained or is working under

the supervision of knowledgeable person.

Device for cutting off power

Suitable device for cutting of power in emergencies shall be provided.

Hoists and lifts

These shall be made of good material and strength, thoroughly examined at least

once in every six months and suitably protected to prevent any person or thing from

being trapped.

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WORKPLACE SECURITY

The chief aim of workplace security is to protect employees from internal and

external security risks. See, Workplace Security Toolkit. Workplace security has gained

much attention in the last several years due to an increase in workplace violence, the

necessity of background investigations of prospective and current employees, Internet

and technology-based security needs, threats of terrorism, and increased legal liability

to organizations for not taking reasonable measures to safeguard the workplace due to

security threats.

Workplace security risks vary depending on an organizations business, its

location and its hours of operation. A fundamental element of any workplace security

initiative is a security risk assessment. Risks need to be properly identified in order to

establish appropriate methods, either procedural or physical barriers and systems.

The scope of workplace security has continued to expand. Depending on the nature

of the business and related security risks, organizations may need to address:

Establishing a formal security function.

Establishing computer, e-mail and Internet policies and procedures.

Including non-compete agreements and other types of clauses in employment

contracts for the protection of proprietary information and intellectual property.

Developing crisis management and contingency plans.

Establishing theft and fraud prevention procedures.

Developing workplace violence prevention procedures.

Installing premises security systems.

Developing restricted-access policies and key-control procedures.

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HEALTH OF EMPLOYEES:

1. Cleanliness

Every factory shall be kept clean by daily sweeping or washing the floors and

work rooms and by using disinfectant where necessary.

2. Disposal of wastes and effluents

Effective arrangements shall be made for the disposal of wastes and for making

them innocuous.

3. Ventilation and temperature

Effective arrangements shall be made for ventilation and temperature so as to

provide comfort to the workers and prevent injury to their health.

4. Dust and fume

Effective measures shall be taken to prevent the inhalation and accumulation of

dust and fumes or other impurities at the work place.

5. Artificial humidification

The State Government shall make rules prescribing standard of humidification

and methods to be adopted for this purpose.

6. Overcrowding

There shall be in every work room of a factory in existence on the date of

commencement of this act at least 9.9cubic meters and of a factory built after the

commencement of this act at least 4.2 cubic meters of space for every employee.

7. Lighting

The State Government may prescribe standards of sufficient and suitable

lighting.

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8. Drinking Water

There shall be effective arrangement for wholesome drinking water for workers

at convenient points.

9. Latrines and urinals

There shall be sufficient number of latrines and urinals, clean, well-

ventilated,conveniently situated and built according to prescribed standards separately

for male and female workers.

10. Spittoons

There shall be sufficient number of spittoons placed at convenient places in the

factory.

SAFETY SERVICES:

Prevention of accidents is an objective which requires o explanation. The costs of

accidents are enormous in suffering to the injured, in reduction or loss of earnings, in

disabilities and incapacities which afflict those involved and in compensation, insurance

and legal costs, in lost time, filling in reports and attending to enquiries, and in spoilage

of materials, equipment and tools to management.

Accidents are the consequence of two basic factors: technical and human.

Technical factors include all engineering deficiencies, related to plant, tools material

and general work environment. Thus, for example, improper lighting, inadequate

ventilation, poor machine guarding and careless housekeeping are some hazards which

may cause accidents. Human factors include all unsafe acts on the part of employees.

An unsafe act is usually the result of carelessness.

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Young and new employees, because of their difficulty in adjusting to the work

situation and to life in general, also have many more accidents than do old and nature

workers.

The Phenomenon of Accident Proneness

Some persons believe wrongly in the theory that certain individuals are accident

prone, that is , they have some personality trait as opposed to some characteristic of the

environment which predisposes them to have more accidents than others in work

condition where the risk of hazards is equal to all.

COMPONENTS OF A SAFETY SERVICE

Among the many components of a safety service the following have proved

effective when applied in combination:

Appointment of safety officer

In big organizations, the appointment of a safety officer to head. The safety

department is a must. In small organizations, the personnel manager may look after the

functions of this department. The head of the safety department, who is usually a staff

man, is granted power to inspect the plant for unsafe condition, to promote sound safety

practices (through posters an d safety campaigns), to make safety rules, and to report

violations to the plant manager.

Support by line management

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The head of the safety department, whether enjoying a staff or a functional

position, by him, cannot make a plan safe. His appointment lulls line management into

assuming that all its safety problems have been solved.

Elimination of hazards

Although complete elimation of all hazards is virtually impossibility but

following steps can be taken to help reduce them.

Job safety analysis

All job procedures and practices should be analyzed by an expert to discover

hazards. he should then suggest changes in their motion patterns, sequence and the like

Placement

A poorly placed employee is more apt to incur injury than a properly placed

employee. Employees should be placed on jobs only after carefully estimating and

considering the job requirements with those which the individual apparently possesses.

Personal protective equipment

Endless variety of personal safety equipment is available nowadays which can be

used to prevent injury.

Materials handling

Though often ignored, the careless handling of heavy and inflammable materials is

an important source of several injuries and fire.

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Hand tools

Minor injuries often result from improperly using a good tool or using a poorly

designed tool. Therefore, close supervision and instruction should be given to the

employees on the proper tool to use an the proper use of the tool.

Safety training, education and publicity

Safety training is concerned with developing safety skills, whereas safety education

is concerned with increasing contest programmes, safety campaigns, suggestion awards,

and various audiovisual aids can be considered as different forms of employee

education.

Safety inspection

An inspection by a trained individual or a committee to detect evidence of possible

safety hazards (such as poor lighting, slippery floors, unguarded machines, faulty

electrical installations, poor work methods and disregard of safety rules) is a very

effective device to promote safety.

Legal Aspects of safety issues.

The health and safety at work Act 1974

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The Health and Safety at Work etc. Act 1974 (c 37) (abbreviated to "HSWA

1974", "HASWA" or "HASAWA") is an Act of the Parliament of the United

Kingdom that as of 2011 defines the fundamental structure and authority for the

encouragement, regulation and enforcement of workplace health, safety and

welfare within the United Kingdom.

The Act defines general duties on employers, employees, contractors, suppliers

of goods and substances for use at work, persons in control of work premises, and those

who manage and maintain them, and persons in general. The Act enables a broad

regime of regulation by government ministers through Statutory Instrument which has,

in the years since 1974, generated an extensive system of specific provisions for various

industries, disciplines and risks. It established a system of public supervision through

aids the creation of the Health and Safety Commission and Health and Safety

Executive, since merged, and bestows extensive enforcement powers, ultimately backed

by criminal sanctions extending to unlimited fines and imprisonment for up to two

years. Further, the Act provides a critical interface with the law of the European

Union on workplace health and safety.

Objectives of the law:-

Section 1 sets out the objectives of the Act as:

Securing the health, safety and welfare of persons at work;

Protecting persons, other than persons at work, against risks to health or safety

arising out of or in connection with the activities of persons at work;

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Controlling the keeping and use of explosive or highly flammable or

otherwise dangerous substances, and generally preventing the unlawful acquisition,

possession and use of such substances.

As originally enacted, there was a fourth objective:

Controlling the emission into the atmosphere of noxious or offensive substances;

but this provision was repealed when control of emissions was brought under

a uniform scheme of legislation by the Environmental Protection Act 1990. In general,

the other provisions about emissions in the original Act have subsequently been

repealed.

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Chapter 3

Review of Concerned Literature

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Assessing safety functions results from a case study at an industrial workplace

Lars Harms-Ringdahl

Abstract

This study is concerned with how safety characteristics at industrial installations

can be modelled and evaluated. The starting point was the concept of safety function,

which is defined as a technical, organisational or combined function that can reduce the

probability and/or consequences of accidents and other unwanted events in a system. A

tentative theoretical framework has been developed, which has been applied in a new

method called Safety Function Analysis. A workplace in process industry was analysed

in the form of a case study. One result of the application was a model of safety

functions in the workplace, including 54 functions. These have been evaluated, and

system improvements have been proposed.

A detailed comparison was made with the results of two other methods for

safety analysis

Deviation and Energy analysisapplied to the same workplace. Safety function

analysis gave essential supplementary information, and especially supported

improvement of management issues, both formal and informal. It is concluded that the

safety function concept worked well

in the practical analysis of safety in the studied system. There is a need for further

improvement of the theoretical framework, and of the method.

Concluding remarks

This study is based on only one case, and thus the conclusions are tentative. It

appeared that the SF concept could be useful in practical applications. One reason for

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this is that it supported the building of a model and getting an overview of the safety

features in the studied system. One further argument is that all people involved in the

case study easily understood the basic idea.

The concept also worked as a foundation for Safety Function Analysis as a

method. The method with a step-by-step procedure has been practically tested. The

main features appeared to have worked satisfactory. One result of applying the method

is a model of the safety features of a system. This has improved understanding of the

system, and provided a basis for estimations and ideas for improvements.

The application of SFA has added to the quality of overall safety analysis of the

system. The reasoning here is based on quality issues (Rouhiainen, 1992), as discussed

in sections 3.5 and 5.3. More particularly, SFA has added proposed improvements

concerning management issues.

One conclusion is that the approach has several promising features, and that it is

attractive to apply and develop further. One clear need is to improve estimations,

especially for efficiency, and to make modelling more explicit so as to encompass

coupling between functions.

2) Partnering to Improve Workplace Safety at The Fathers Table; Barry

Voodre, CFO

The Challenge:

Improving safety awareness and preventing injuries was a critical focus for this

manufacturer. Problematic areas in the operation included:

Mishandling of equipment and machinery

Improper lifting

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Hazardous conditions - exposed electrical wires, slippery floor surface

Skin exposure to heat

Tight rack design, resulting in hand contusions

Pinch point injuries to the upper extremities

Addressing these issues would not only mitigate risk, but also help to improve

operating performance, as well as boost employee morale and retention. All factors that

impact the bottom line!

The Solution:

Randstad Inhouse Services (RIS) is committed to helping clients reduce their

workplace risk and improve employee productivity. Accordingly, RIS brought in a loss

control consultant to evaluate the clients current risk exposure and to design a safety

improvement plan. Based on the insights gathered through the analysis, the following

changes were made to prevent the recurrence of injuries:

Modified the slip resistant shoe policy - required at all times on the production floor

Use of suitable protective gloves for impact resistance

Repaired electrical hazards

Instituted shift start up meetings, to reinforce safety best practices

Implemented warm up exercises to combat strains and pains of repetitive motion

Involved RIS in the safety committee account manager and a select talent from each

shift

Increased account management presence on the production floor - to assess and drive

safety compliance

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3) America's Safest Companies: Conoco Inc.: Three Steps To Safety

DATE: 2002 ; Sandy Smith. Occupational Hazards, Vol. 64, No. 10, p. 60.

Conoco Inc., based in Houston, has 150 safety, health and environmental

professionals to provide education, support and guidance for the company's employees

and managers. Conoco focuses on three that it considers critical to success: leadership

commitment, workforce engagement, and tools and processes. While the company has a

corporate-level safety policy and vision, most of the actual initiatives are determined by

each business unit, based on what makes sense. One of Conoco's few corporate

standards is that all business units must have a formal SH&E management system in

place. Conoco has a series of corporate networks set up to become aware of what all of

the business units are doing in safety and then shares best practices from each unit with

all of the other units.

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Chapter 4

Research Methodology

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RESEARCH METHADOLOGY

Research methodology is a collective term for the structured process of conducting

research. There are many different methodologies used in various types of research and

the term is usually considered to include research design, data gathering and data

analysis. Research methodologies can be quantitative (for example, measuring the

number of times someone does something under certain conditions) or qualitative (for

example, asking people how they feel about a certain situation). Ideally,

comprehensive research should try to incorporate both qualitative

and quantitative methodologies but this is not always possible, usually due to time and

financial constraints.

Research methodologies are generally used in academic research to test hypotheses or

theories. A good design should ensure the research is valid, i.e. it clearly tests the

hypothesis and not extraneous variables, and that the research is reliable, i.e. It yields

consistent results every time.

Part of the research methodology is concerned with the how the research is conducted.

This is called the study design and typically involves research conducted using

questionnaires, interviews, observation and/or experiments.

The term research methodology, also referred to as research methods, usually

encompasses the procedures followed to analyze and interpret the data gathered. These

often use a range of sophisticated statistical analyses of the data to identify correlations

or statistical significance in the results.

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Objective, representative research can be difficult to conduct because tests can normally

only be conducted on a small sample (e.g. you cannot test a drug on every person in the

world so a sample needs to be used in research).

We may define, research methodology as the systematic method of discovering new

facts of verifying old facts, their sequences, interrelationships, causal explanations and

natural laws which govern them.

By P.V. young

Research is a search for facts. It answers the questions and gives solution to the

problems. research is an organized enquiry. it seeks to find explanations to unexplained

phenomenon to classify doubtful facts and to current the misconceived facts.

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4.1 Significance of study:-

In todays globalized scenario we can observe that the production houses are becoming

more and more safety conscious and it has been one of the most crucial factors in

determining the status of the form on the organization. The decision to make the

employee safe is one of the best rewards that an organization can give to their

employees. So study is all about safety measures adopted by the organizations. The

study also focuses on analyzing the safety patterns of the company. Studies that have

been conducted on the topic analyzing the most common problem in organizations

today is that they miss the important component of safety, which is the low-cost, high-

return ingredient to a well-balanced safety system. The aim of this study is to

investigate whether safety systems has an impact on employee motivation.

In summing up the rational of the said study may be inked in as under -

1. To study the practicability of the study safety concept

2. To study the safety facilities and measures given by the company.

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4.2 Scope of study:-

1) The scope of study is to observe the degree of safety levels provided by

the employer to the employees towards the process of day to day

activities of by the company.

2) It will also show the deviations if any, towards this affect that will be

experienced in research.

3) Apart from getting an idea of the techniques and methods in the Safety

measures it will also give a close look at the insight of safety code of

conduct and culture prevailing out there in the organization.

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4.3 Objectives of the study

1) To study health facilities provided by WCL Chandrapur.

2) To study awareness of employees about the health and safety measures

provided by WCL.

3) To suggest effective safety measures..

4) To know various precautions taken by unit

5) To know the role of safety committee and HR Department

6) To check the satisfaction level of employees towards the health and safety

measures of WCL.

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4.5 Limitations of Study:-

1. Due to limited time and scope, this study is restricted to just one organization. It

is important for further studies to be carried out in order to do justice to all the

factors that influence workers performance.

2. In this study only WCL, Chandrapur is considered to develop the analysis and

findings.

3. This study is restricted to only sample employees of western coalfields limited

Chandrapur.

4. Even through various factors determine the Safety measures are considered.

The analysis in relation to other factors that determine the safety must be

considered.

5. This study gives information about safety system only from employees point of

view. It means study of safety system is restricted only to the employees of

organization.

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4.5 Hypothesis of study

1) WCL, Chandrapur very good working conditions and safety measures to their

employees.

2) Employees in both organizations are aware about various safety measures while

working in organization.

3) They are satisfied with the safety measure provide by company.

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4.6 Collection of data

Sources of data:-

Both primary and secondary data have been used.

1) Primary data:-

The primary data was collected through observation, interview schedules

personnel visit to obtain the necessary information. The only instrument used was a

structured interview schedules for the study. The interview schedules were given

customers for collection of data.

2) Secondary data:-

Secondary data was obtained from company records, magazines and annual

reports etc.

DATA ANALYSIS:

Sampling unit:- Employees of WCL Chandrapur Area

Sampling technique:- Simple random technique.

Sample size:- A sample of 60 employees was selected for this survey.

Tool for analysis:-

1) Percentage method.

2) Chi (x2) Method

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Chapter 5

Organisation Profile (WCL)

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INTRODUCTION OF COAL INDIA LIMITED

India is the 3rd

largest coal producing country. Coal India Limited is the coal

producing company in India.

Coal India Limited

Contributes around 85% of Coal Production in India.

It is the largest company in the World in terms of coal production.

Employs nearly 4 lakh persons and is the largest corporate employer in the

country.

It is one of the largest companies in the country, turnover being around Rs.

521.88 billion in 2010-11

It is one of the largest tax payer companies in the country; the provision on

account of Income Tax for the financial year 2009-10 was made for Rs. 43.42

billion.

Functions

Broad Functions

Laying down policies

Formulating long and short term strategies.

Monitoring the functions of the subsidiary companies.

Laying down system and procedures.

Assisting the subsidiary companies to achieve their objectives.

Coordination with ministry of coal, ministry of railways, planning commission

and other ministries.

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Specific Functions

Pricing and distribution of coal

Coal supply agreements

Consumer services through regional offices

Negotiations of wages

Executive cadre control recruitment, promotion/postings. Pay/perks etc.

Foreign collaboration.

Introduction of new technology

R&D activities

Mobilization of resources long term and short term

Accounting policies

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Background History

1774 Warren Hastings initiates Commercial coal mining at Raniganj (West Bengal)

1815-1820 First Shaft Mine opened at Raniganj.

1835 Carr, Tagore & Company takes over the Raniganj Coal Mines

1843 Bengal Coal Company takes over Raniganj Coal Mines and others; is first Joint

Stock Coal Company in India.

Upto 1900 Minimal development; River transportation used to transport coal to Calcutta;

railway lines at Calcutta leads to expansion of Coal Production.

Early 1900s Capacity at 6 million tones per annum

1955-56 Focus on Coal industry; capacity up to 38.4 Million ones.

1956 National Coal Development Corporation (NCDC) formed to explore and expend

coal mining in public Sector.

1972 Coking Coal Industry Nationalized, Bharat Coking Coal Limited formed to

manage operations of all Coking Coal mines in Jharia Coalfield.

1973 Non-coking coal nationalized; coal Mine Authority Limited set up to mange

these mines; NCDC operations bought under the ambit of CMAL.

1975

Coal India Limited formed as holding Company with 5 subsidiaries viz. Bharat

Coking Coal Limited (BCCL), Central Coalfield Limited (CCL), Western

Coalfield Limited (WCL), Eastern Coalfields Limited (ECL) and Central Mine

Planning and Design Institute Limited (CMPDIL).

1985 Northern Coalfields Limited (NCL) and south Eastern Coalfields Limited

(SECL) carved out of CCL and WCL.

1992 Mahanadi Coalfield Limited (MCL) formed out of SECL to manage the Talcher

and IB valley Coalfields in Orissa.

2000 De-regulation of Coal pricing and distribution of coal.

2007 Coal India & four of its Subsidiaries, viz, NCL, SECL, MCL, WCL was

accorded coveted Mini Ratna Status.

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COMPANY PROFILE

Date of Incorporation:

Coal India Limited was formed as holding Company with 5 subsidiaries on

21.10.1975.

Corporate Status:

The Company is incorporated under the Companies 1956 and is wholly owned

by the Government of India (GOI)

Business:

Engaged in the mining of coal, based products mining consultancy.

Wholly Owned Subsidiaries:

Eastern Coalfields Ltd.

Bharat Coking Coal Ltd.

Central Coalfields Ltd.

Northern Coalfields Ltd.

Western Coalfields Ltd.

South Eastern Coalfields Ltd

Mahanadi Coalfields Ltd. and

Central Mine Planning & Design Institute Ltd.

North Eastern Coalfields in directly under

Coal India ltd

Overseas subsidiary:

Coal India Africana Limitada

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COAL INDIA & ITS SUBSIDIARIES

Southeaster

n

Coalfields

Ltd.

Bilaspur

North

Coalfields

Ltd.

Singrauli

Western

Coalfields

Ltd.

Nagpur

COAL INDIA

KOLKATA

Bharat

Coking

Coal

Ltd.

Dhanbad

Eastern

Coalfields

Ltd.

Assansol

Central

Coalfield

Limited

Ranchi

Central

Mine

Planning &

Design

Institute

Ltd. Ranchi.

Mahanadi

Coalfields

Ltd

Sambalpur

39

WESTERN COALFIELD LTD.

Company Profile

Western Coalfields Limited (WCL) is one of the eight Subsidiary Companies

of Coal India Limited (CIL) which is under administrative control of Ministry of Coal.

The Company incorporated under the Companies Act, 1956 has its registered office

at Coal Estate, Civil Lines, Nagpur440001. WCL has been conferred "Miniratna"

status on 15th March'2007. The Company has contributed about 8.6% of the national

coal production during 2009-10.

Wcl - An Introduction : Western Coalfields Limited

(WCL) is one of the Eight Subsidiary Companies of Coal India Limited,

contributing about 8.19% of the national coal production. The company came into

existence on 1st November, 1975, after ore-organization of the Nationalized Coal

Industry. At that juncture, the operations of WCL were spread over in the States of

Maharashtra, Madhya Pradesh and Orissa, organized into 2 Divisions and 12

operational Areas. By the year 1985-86, the number of mines in WCL had increased to

130 and the total production to 48.89 Million Tonnes from the then WCL. Keeping in

view the tremendous growth programme, the Company was bifurcated, with effect from

January 1986, into South Eastern Coalfields Limited and the present Western Coalfields

Limited (WCL). The present WCL has mining operation spread over in the States of

Maharashtra (in Nagpur, Chandrapur & Yeotmal Districts) and in Madhya Pradesh (in

Betul and Chhindwara Districts)

40

ORGANISATIONAL CHART:

41

BOARD OF DIRECTORS:

Shri Dinesh Chandra Garg

Chairman-cum-Managing Director

Shri B. K. Saxena,

Director (Technical) Operations

Shri Om Prakash,

Director (Technical) P&P

Shri Rupak Dayal,

Director (Personnel)

Shri Sushil Behl,

Director (Finance)

Shri. Rameher

Company Secretary,

Its Strategies:

Functional Strategy: Functional strategies in the area of Marketing,

Operations, Human Resource, Finance and Information Technology have been

evolved to support the key strategy of growth with cost and quality

competitiveness.

Marketing Strategy:

a) Ensuring dominant position in the coal market.

b) Maintaining continues global presence (around 10% sales value)

c) Building & enhancing Brand Value of WCL..

d) Further thrust on Key Account Management process

e) Popularizing WCL in the rural market.

f) Maximizing enabled customers service and interactions.

42

Finance Strategy:

a) Attaining & Maintaining D:E ratio of 1:1.

b) Aiming international cost of borrowing.

c) Enhancing of equity at appropriate time.

d) Investment in JVs/acquisition of facilities in identified areas.

e) Out-sourcing non-critical functions at appropriate time.

43

Chapter 6

Data Analysis & Interpretation.

44

1) About the Age of Employees:

Sr. No. Options Frequency Percentage

1 21 to 25 yrs 03 05%

2 26 to 30 yrs 12 20%

3 31 to 35 yrs 18 30%

4 36 to 40 yrs 15 25%

5 41 to 45 yrs 06 10%

6 46 to 50 yrs 03 05%

7 Above 50 yrs 03 05%

Total 60 100%

From above table it is fond that, 5% employees are of 21 to 25 yrs of age, 20% are

26 to 30 yrs of age, 30% employees are 31 to 35 yrs of age, 25% employees are of 36 to

35 yrs of age, 10% are of 41 to 45 yrs, 46 to 50 yrs aged employees are 5% and

employees above 50 yrs of age are 5%.

Hence in both companies maximum employees are of 31to 35 yrs of age.

5

20

3025

105 5

0

10

20

30

40

50

60

70

80

90

100

21 to 25

yrs

26 to 30

yrs

31 to 35

yrs

36 to 40

yrs

41 to 45

yrs

46 to 50

yrs

Above 50

yrs

45

2) About the Post of Employees


1 Executives 06 10%

2 Workers 36 60%

3 Clerical 15 25%

4 Others 03 05%

Total 60 100%

From above table it is found that 10% employees are from executive staff, 60%

are from workers group, 25% is clerical staff and 5% employees are from other groups.

Hence maximum employees of WCL Chandrapur are from Workers class.

0.00

10.00

20.00

30.00

40.00

50.00

60.00

70.00

80.00

90.00

100.00

Executives Workers Clerical Others

46

3) About Monthly Income


1 10,000 to 15,000 09 15%

2 16,000 to 25,000 30 50%

3 26,000 to 30,000 18 30%

4 Above 30,000 03 05%

Total 60 100%

From above table it is found that 10% employees are from executive staff, 15%

employees have monthly income of 10,000 to 15,000, 50% have monthly income of

16,000 to 25,000, 30% have 26,000 to 30,000 monthly income and employees having

monthly income above 30,000 are only 5%.

Hence maximum employees have monthly income of RS. 16,000 to 25,000.

0

20

40

60

80

100

10,000 to 15,000 16,000 to 25,000 26,000 to 30,000 Above 30,000

47

4) Nature of Job:


1 Office work 09 15%

2 Technical work 18 30%

3 Labour work 27 45%

4 Other 06 10%

Total 60 100%

From above table it is found that 15% employees nature of job is official,

employees having technical work are 30%, 45% employees does labour work and 10%

tends to do other types of work.

Hence maximum employees of WCL Chandrapur used to labor work.

0

20

40

60

80

100

Office work Technical work Labour work Other

48

5) Awareness of welfare facilities among employees


1 Yes 45 95%

2 No 15 5%

Total 60 100%

Inference:

A majority of 95% employees are aware of the welfare facilities of the company

only 5% of the employees say they are not aware of it.

Employees opinion on the provision for following facilities.

0

10

20

30

40

50

60

70

80

90

100

1 2

Series1

49

7)

Provision for the

following facilities Respondents Percentage

Intervals Yes

No

45%

55%

Rest house Yes

No

30%

70%

Meal times Yes

No

90%

10%

Breaks Yes

No

30%

70%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

1 2 3 4 5 6 7 8

Series1

50

Inference :

The above table shows the response of the employees towards following

facilities. The above table shows that 45% say they are provided with the intervals and

55% say that they are not provided with sufficient intervals. The above table shows that

30% say they are provided with rest hours and 70% say they are not provided with the

rest hours. The above table shows that a majority of 90% say that they are provided

with sufficient time for meal and 10% say that they are not provided with sufficient

time. The above table shows 30% of them say that they are provided with breaks and

70% of them say that they are not provided with breaks.

51

8) Satisfaction for the rest of non-statutory benefits.

Benefits Satisfied Partially satisfied Not satisfied

Medical Benefits 50% 30% 20%

Conveyance 55% 25% 20%

HRA 60% 30% 10%

Personal accident

scheme

60% 20% 20%

Death relief fund 75% 15% 10%

Gratuity 80% 10% 10%

1

2

3

4

5

6

52

9) About the awareness of safety department:


1 Yes 45 75%

2 No 15 25%

Total 60 100%

From the above table it is found that 75% employees of WCL Chandrapur are

aware about safety department while 25% have no knowledge about it.

Hence maximum employees are aware about Safety Department.

Yes No

53

10) About the fire extinguishers:


1 Yes 48 80%

2 No 12 20%

Total 60 100%

From the above table it is found that 80% employees said proper fire

extinguisher system is provided in company while 20% said that there is no such

system.

Hence maximum employees said that fire extinguishers are available in their

organization

Yes No

54

11) About ventilation system:


1 Very Good 27 45%

2 Good 18 30%

3 Average 12 20%

4 Poor 03 05%

Total 60 100%

From the above table it is found that 45% employees said that ventilation

system of WCL Chandrapur is very good, 30% said that it is good, according to 20% it

is poor and 5% employees said that ventilation system is poor.

Hence maximum employees says that ventilation system is very good.

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Very Good Good Average Poor

55

12) Occurrence of accidents:


1 Every time 06 10%

2 Occasionally 15 25%

3 Never 39 65%

Total 60 100%

From the above table it is found that 10% employees said that accidents occurs

every time in WCL Chandrapur, 25% said that accidents occurs occasionally while 65%

employees said that accidents never occurs in WCL Chandrapur.

Hence maximum employees said that accidents never occurs WCL Chandrapur.

Every time Occasionally Never

56

13) Reasons for accidents:


1 Human Error 15 25%

2 Short circuits 18 30%

3 Machinery fault 21 35%

4 Other 06 10%

Total 60 100%

From the above table it is found that 25% employees said that accidents occurs

due to human errors, 30% said that due to short circuits, 35% said accidents occurs due

to machinery faults, 10% employees given other reasons for accidents.

Hence maximum employees said that accidents occurs due to machinery faults.

14) Measures to avoid accidents:

0%

5%

10%

15%

20%

25%

30%

35%

Human Error Short circuits Machinery fault Other

57


1 Fencing to machinery 24 40%

2 Caution warnings at prohibited areas 21 45%

3 Electric circuits are properly

maintained

09 15%

Total 60 100%

According to 40% employees fencing to machinery is done to avoid accidents,

45% said that caution warnings boards are displayed at prohibited areas and 15% said

electric circuits are properly maintained in WCL Chandrapur to avoid accidents.

Hence maximum workers in WCL Chandrapur said that caution warnings

boards are displayed at prohibited areas.

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Fencing tomachinery

Caution warnings atprohibited areas

Electric circuits areproperly maintained

58

15) On occurrence accidents:


1 First Aid center 33 55%

2 Ambulance 15 25%

3 Well equipped Hospital 12 20%

Total 60 100%

From the above table it is found that 55% employees said that on occurrence of

accidents First Aid center is available in WCL Chandrapur, 25% said ambulance is

available, 20% said well equipped hospital is present in both companies if accidents are

occurred.

Hence maximum employees said that First center is available in both companies

on occurrence of hospital.

0%

10%

20%

30%

40%

50%

60%

First Aid center Ambulance Well equippedHospital

59

16) Availability of latrines and spittoons:


1 Yes 57 95%

2 No 03 05%

Total 60 100%

From the above table it is found that 90% employees said that latrines and

spittoons are available in WCL Chandrapur while 5% of them are not agreed with that.

Hence maximum employees said that latrines and spittoons are available in both

the companies.

Yes No

60

17) Satisfaction about Safety administration:


1 Yes 51 85%

2 No 09 15%

Total 60 100%

From the above table it is found that 85% employees are satisfied about safety

administration while 15% of them not satisfied with safety administration.

Hence maximum employees of WCL Chandrapur are satisfied about safety

administration.

Yes No

61

Chapter 7

Conclusions and Suggestions.

62

FINDINGS AND CONCLUSION:

1. Maximum employees are of 31to 35 yrs of age.

2. Maximum employees of WCL Chandrapur are from workers class.

3. Maximum employees have monthly income of rs. 16,000 to 25,000.

4. Hence maximum employees of WCL Chandrapur used to labor work.

5. Maximum employees are aware about safety department

6. Maximum employees of WCL Chandrapur said that company provides them

hand gloves, helmet and shoes for their safety

7. Maximum employees said that fire extinguishers are available in their

organization

8. Maximum employees says that ventilation system is very good.

9. Maximum employees said that accidents never occurs in both the companies.

10. Maximum employees said that accidents occurs due to machinery faults.

11. Maximum workers in both the companies said that caution warnings boards are

displayed at prohibited areas.

12. Maximum employees said that first center is available in both the companies on

occurrence of hospital

13. Maximum employees said that latrines and spittoons are available in both the

companies Maximum employees of both the companies are satisfied about

safety administration.

63

SUGGESTIONS

1) Guarding of machinery (DT, Science Department, Maintenance, Pool)

2) Inspection and maintenance of plant and equipment including fume cupboards

and electrical, and gas equipment (Maintenance and Science Dept.)

3) Safe procedures for cleaning and maintaining machinery and plant. (DT,

Maintenance, Pool)

4) Selection, provision and use of protective clothing and equipment (DT,

Maintenance, Grounds, Cleaners)

5) Accident reporting and investigation procedures. (All departments)

6) The provision of First Aid cover. (All departments)

64

BIBLIOGRAPHY

1) Personal Management C. B. Mamoria

2) Personal Management Arun Monappa,

Mirza S. Saiyadain

3) Personal Management and Surendra Kumar

Industrial Relations

4) Personal and Human Resource P. Subba Rao

Management

65

QUESTIONNAIRE

1) Age :

1) 21 to 25 yrs 2) 26 to 30 yrs 3) 31 to 35 yrs

4) 36 to 40 yrs 5) 41 to 45 yrs

2) What is your Post in your company ?

1) Executives 2) Workers 3) Clerical 4) Others

3) What is your Monthly Income?

1) 10,000 to 15,000 2) 16,000 to 25,000

3) 26,000 to 30,000 4) Above 30,000

4) What is your nature of Nature of Job?

1) Office work 2) Technical work 3) Labour work

4) Other

5) Are you aware about safety department in company ?

1) Yes 2) No

6) Which safety instruments are available in company ?

1) Helmet 2) Shoes 3) Hand gloves 4) Other

7) Are fire extinguishers are provided in company?

1) Yes 2) No

8) What is your opinion about Ventilation System in factory?

1) Very Good 2) Good 3) Average 4) Poor

9) Are accidents accident occurs in your organisation?

1) Every time 2) Occasionally 3) Never

66

10) According to you which are the Reasons for accidents?

1) Human Error 2) Short circuits 3) Machinery fault

4) Other

11) Which measures are provided by your company to avoid accidents?

1) Fencing to machinery 2) Caution warnings at prohibited areas

3) Electric circuits are properly maintained

12) On occurrence accidents which facilities are available in company?

1) First Aid center 2) Ambulance 3) Well equipped Hospital

13) Are there Availability of latrines and spittoons? 1) Yes 2) No

14) Are you Satisfied with safety administration? 1) Yes 2) No

Documents

Shriidhar Revellliwar Safety WCL 1