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PREFACE
The human resource of an organization constitutes its entire workforce. Human resource management(HRM) is responsible for selecting and inducting competent people, training them, facilitating and motivating them to perform at high levels of efficiency, and providing mechanisms to ensure that they maintain their affiliation with the organization.
The objective of this project is to find out how much the employees are satisfied and what is their quality of life. How the Tata steel company(TSL) applies the human resource functions in the organization and out the organization. In this project I make the survey on the employees of various departments of Tata steel, joda east.
The project report is divided in various sections like introduction of the company ,topic introduction ,survey report and conclusion.
Siddharth Das
ACKNOWLEDGEMENT
I would like to express my sincere thanks to my gurus ,who guides me in all steps of life and motivates me in my journey of life to be successful .I would like to thank my parents ,without whom we would not have been what we are today .I would like to thank NIILM School of Business for giving me permission to do my summer internship project at Tata steel ,which is a very big organization. I would like to thank all those officers of Tata steel, joda east who help me in making of the project report and last but not the least I would like to thank the Head HR/IR Mr.M.Z.M Ansari ,who allowed me to do summer internship project under his concideration.
Siddharth Das
CONTENTS
Introduction to Human Resource Introduction to Industrial Relation Introduction to Tata steel company Company overview Human Resource Management in TSL Introduction to Employee Satisfaction Introduction to Quality of Life
Maslows motivation theory
colleagues, revealed that the effectiveness of any organization depends upon the quality of the relationship among the personnel and social needs of employees are very important and that concentration by management exclusively on productivity, material and environmental issue will to be a selfdefecting aim. Hence the management must give more emphasis on the human side and their proper utilization. This then remains the cardinal objective of the human relations function to discover newer ways of understanding man and to motive him to higher standard of workmanship. Many new experiments such as study of his state university of Michigan etc have developed the branch of Management beyond margin. Today an organization having a good inventory of human resources and a dynamic personnel department is prospective one. So the technique and functions of personnel management have now come closely integrated with the overall organization strategies n search of excellence.
OBJECTIVES OF HRM.
The following are main objectives of the study To require the overall idea about the organization. Helping the skills and abilities of the workers efficiency. Providing the organization with well trained and well-motivated employees. Increasing to the fullest the employees job satisfaction and self actualization. Developing and maintaining a quality of work life that makes employment in the organization desirable. Communicating of HRM policies to all employees. Helping to maintain ethical policies and socially responsible behavior. Managing change to mutual advantage of individuals groups, the enterprise and public.
To verify how far as the personnel practices methods are effective in meeting the objective lay down by the enterprises. To study how the interacting agent i.e. managers, supervisors and workers are identifying themselves with the program objectives. To examine whether the managers, supervisors and workers are satisfied with the present system of personnel practices in the organization.
PURPOSE OF STUDY:
As there is saying, practice makes a man perfect and the knowledge. This does not deal with the practical application, is said to be unscientific and unsystematic. More over the branch of management, which deals with the most critical and important factor of production, requires not only theoretic background but also some practical experience to have some knowledge on day-to-day problem solving.
Under institutional factors Dr.V.B.Singh includes such matters as state policy, labour legislation, labourers and employers organizations and social institution, attitudes to work, systems of the power and status motivation and influence, the system of Industrial Relations etc.
Under economic factors are included economic organizations, capital structure, including technology, the nature and composition of the labour force and the sources of supply and demand in the labour market.
Backed by 100 glorious years of experience in steel making ,Tata Steel is the worlds 6th largest steel company with an existing annual crude steel production capacity of 30 Million Tones Per Annum (MTPA). Established in 1907, it is the first integrated steel plant in Asia and is now the world`s second most geographically diversified steel producer and a Fortune 500 Company.
The reasons for picking TSL for my internship project are simple.
It is Asias first and Indias largest steel company in the private sector. It is Indias 2nd most profitable company in private sector. It is one of the most admired companies in terms HR practices and sustainable growth and corporate social responsibility.
And the most important reason is that the company completes its 100th year in 2007.
Tata Steel has a balanced global presence in over 50 developed European and fast growing Asian markets, with manufacturing units in 26 countries. It was the vision of the founder; Jamsetji Nusserwanji Tata., that on 27th February, 1908, the first stake was driven into the soil of Sakchi. His vision helped Tata Steel overcome several periods of adversity and strive to improve against all odds. Tata Steel`s Jamshedpur (India) Works has a crude steel production capacity of 6.8 MTPA which is slated to increase to 10 MTPA by 2010. The Company also has proposed three Greenfield steel projects in the states of Jharkhand, Orissa and Chhattisgarh in India with additional capacity of 23 MTPA and a Greenfield project in Vietnam. Through investments in Corus, Millennium Steel (renamed Tata Steel Thailand) and NatSteel Holdings, Singapore, Tata Steel has created a manufacturing and marketing network in Europe, South East Asia and the pacific-rim countries. Corus, which manufactured over 20 MTPA of steel in 2008, has operations in the UK, the Netherlands, Germany, France, Norway and Belgium. Tata Steel Thailand is the largest producer of long steel products in Thailand, with a manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTPA mini blast furnace project in Thailand. NatSteel Holdings produces about 2 MTPA of steel products across its regional operations in seven countries. Tata Steel, through its joint venture with Tata BlueScope Steel Limited, has also entered the steel building and construction applications market.
The iron ore mines and collieries in India give the Company a distinct advantage in raw material sourcing. Tata Steel is also striving towards raw materials security through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata Steel has signed an agreement with Steel Authority of India Limited to establish a 50:50 joint venture company for coal mining in India. Also, Tata Steel has bought 19.9% stake in New Millennium Capital Corporation, Canada for iron ore mining. Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferrochrome plant in South Africa and setting up of a deep-sea port in coastal Orissa are integral to the Growth and Globalization objective of Tata Steel. Tata Steels vision is to be the global steel industry benchmark for Value Creation and Corporate Citizenship. Tata Steel India is the first integrated steel company in the world, outside Japan, to be awarded the Deming Application Prize 2008 for excellence in Total Quality Management.
The company has its own visions ,values and own policies and those are the followings.
VISIONS
We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship. We make the difference through:
Our people, by fostering team work, nurturing talent, enhancing leadership capability and acting with pace, pride and passion.
Our offer, by becoming the supplier of choice, delivering premium products and services, and creating value with our customers. Our innovative approach, by developing leading edge solutions in technology, processes and products. Our conduct, by providing a safe working place, respecting the environment, caring for our communities and demonstrating high ethical standards.
VALUES
Some policies
QUALITY POLICY
Consistent with the group purpose, Tata Steel shall constantly strive to improve the quality of life of the communities it serves through excellence in all facets of its activities.
We are committed to create value for all our stakeholders by continually improving our systems and process through innovation, involving all our employees.
This policy shall form the basis of establishing and reviewing the Quality Objectives and shall be communicated across the organization. This policy will be reviewed to align with business direction and to comply with all the requirements of the Quality Management Standard. Date
Tata Steel recognizes that its people are the primary source of its competitiveness. It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce. It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their productivity. It will aim at ensuring transparency, fairness and equity in all its dealing with its employees. Tata Steel will strive continuously to foster a climate of openness, mutual trust and teamwork.
Tata Steels safety and occupational health responsibilities and driven by our commitment to ensure zero harm to people we work with and society at large and integral to the way we do business.
1. Our fundamentals belief is that all injuries can be prevented. This responsibility starts with each one of us.
We will identify, assess and manage our S&O Hazard/risks. We will regularly monitor, review the progress and report. We will ensure WILL and SKILL buildup among employees/ contractor partners to demonstrate their involvement, responsibility and accountability to achieve sound S & OH performance. 2. We are committed to continual improvement in our S & OH performance. We will set objectives targets, develop, implement and maintain management standards and systems, and go beyond compliance of the relevant industry standards, legal and other requirements. 3. We will truly succeed when we achieve our Safety and Occupational Health goals and are valued by the communities in which we work.
SAFETY PRINCIPLE
Safety is line management responsibility. All injuries can be prevented. Felt concern and care for the employee on 24 hours safety shall be demonstrated by leaders. Employees shall be trained to work safely. Working safely shall be condition of employment. Every job shall be assessed for the risk involved and shall be carried out as per authorized procedures/ checklist/ necessary work permit and using necessary personal protective equipment.
ENVIRONMENTAL POLICY
1. Tata Steel environmental responsibility are driven by our commitment to preservation the environment and are integral to the way we do business. We are committed to the efficient use of natural resources and energy; reducing and preventing pollution; promoting waste avoidance and recycling measures and product stewardship. We will identify, assess and mange our environmental impact.. We will regularly monitor review and report publicity our environmental performance. We shall develop & rehabilitates abandoned sites through a forestation and landscaping and shall protect & preserve the biodiversity in the areas of our operations. Well will enhance awareness, skill and competence of our employee and contactors so as to enable them to demonstrate their involvement, responsibility and accountability for sound environmental performance. 2.We are committed to continual improvement in our environmental performance. e will set objectives targets, develop, implement and maintain management standards and system, and go beyond compliance of the relevant industry standards legal and other requirements. 3.We will truly succeed when we sustain our environmental achievement and are valued by the communities in which we work.
Tata Steel believes that the primary purpose of the business is to improve the quality of life of people. Tata Steel will volunteer its resources to the extent it can reasonable afford, to sustain and improve healthy and prosperous environment and to improve the quality of life of the people of the area in which it operates.
Before we discuss at length about the company, we would lie to throw some light on the Tata Group of companies in couple of years back.
The Tata Group 139 years old Group Revenue Total Sales International Income Indias largest employer sector. Strong brand equity US $ 30.0 Billion 3.2% of Indias GDP 38% of Group revenue Over 289,500 employees in private
TSL is one of the first ventures of Tata Group but it has many other successful companies under its umbrella. Some of the notable Tata concerns are below.
Engineerings Energy Consumer products Materials Chemicals Services
Leading auto company in India in terms of revenues. Largest integrated tea company in India. Largest power generating supplier in the private sector in India.
One of the worlds largest producers of synthetic soda ash. Largest hotel chain in India. Asias leading software services provider and the first Indian software firm to extend sales of US $ 1000 Million.
Tata
Communication
Leading India.
ILD
telecommunication
service
provider
in
An Overview
Established in 1907 by Jamsetji Nusserwanji Tata in Jamshedpur. Formerly known as Tata Iron and Steel Company Limited (TISCO).30 million tones per annum of crude steel production capacity. With CORUS acquisition ,TSL is worlds 6th largest steel producer .Ranked Best Steel Maker by World Steel Dynamics in 2006,2005 and 2001.Ranked 315th on Fortune Global 500 (post the Corus acquisition)2007.82,700 employees .Listen to BSE and NSE .Headquartered in Jamshedpur ,Jharkhand and registered office in Mumbai.
Some major national steel producers or competitors are follows. ISPAT JSW ESSAR BHUSHAN SAIL
Comparison between Indian leading players. Players Year of establishment Construction bars Hot rolled Products shets and coils Cold rolled Cold rolled Pipes Rods Cold rolled sheets Cold rolled sheets and coils and coils TATA 1907 SAIL 1954 JSW 2003(1984) ESSAR 1975
Hot rolled sheets Hot rolled sheets and coils and coils Galvanized sheets and coils Iron ore pellets
sheets and coils sheets and coils Wires and tubes Hot rolled sheets Galvanized and coils Production in million tones Percentage of Production(%)
(The numerical datas might be wrong)
3.8 9
9.15 22
3.5 8
3.3 8
The respective market share of the major Indian players shown below.
Market Share
Tata steel products name Tata Shaktee GC sheet Tata Steelium Tata TISCON Tata pipes Tata AGRICO Tata Wiron Tata Bearings
21 stockyards
25 consignments agencies
Comparison of Total Income and Total Expenditure. Tata Steel Income 2003 = 9956.24 2004 = 12238.63 2005 = 16203.61 2006 = 17496.48 2007 = 20344.09 2008 = 23184.26 Tata Steel Expenditure 2003 = 8958.96 2004 = 10572.72 2005 = 13019 2006 = 14095.01 2007 = 16204.41 2008 = 18535.96
25000
20000
5000
Here we see that the sales of TSL has been increasing over the years which is a good sign for the company.
Percentage growth of total income 2003 = 28.45750 2004 = 22.92422 2005 = 32.39725 2006 = 7.97890 2007 = 16.27533 2008 = 13.96066
Tata steel India becomes the first integrated steel company in the world, outside Japan, to be awarded the Diming Application prize for excellence in Total Quality Management for the year 2008.
TSL aims to pursue management practices designed to enrich the quality of life of its employees, develop their potentials and maximize their productivity. It also aims at ensuring transparency , fairness and equity in all its dealing with its employees.
TSL has been in pioneer in its HR policy over the years with the basic underlying principle of sharing and caring and a sense of belonging amongst all employees who are considered to be a part of TSL family.
The company has been known as a leader in introducing various HR practices and setting benchmarks in the global as well as Indian industry .Some of these initiatives include.
1920 Tata steel introduced initiatives like leave with pay 1952).And Workmans Accident Compensation Scheme (enforced by law in 1924).
Tata steel introduced eight(8) hour working time in 1912, much before such a system was implemented by law even in most western countries. Free medical aid was introduced in 1915 (enforced by law in 1948). Maternity benefits were introduced by Tata steel in 1928 (implemented by law in 1946) Profit sharing bonus was granted for the first time in India by Tata steel as early as in 1934 (enforced by law in 1965). A scheme of retiring gratuity was introduced by Tata steel in 1937 (enforced by law in1972). Tejaswini, launched in 2003, is a woman empowerment program the first of its kind that trains woman to take up unconventional jobs in the steel works. Shabash A weekly scheme launched in 2002 offers instant rewards and recognition to employees for exemplary behavior. Some of these initiatives which were introduced way before enforced are tabulated below.
TSL 1912
Government Not known(but not implemented even in western countries at that time). 1948 1948 1952
Free Medical Aid. Leave With Pay. Workers Provident Fund Scheme. Workmans Accident Compensation. Maternity benefits. Profit Sharing Bonus. Retiring Gratuity.
1920
1924
Leadership Development :
Formal programs ,coaching and on the job training. Leadership appreciation process and subsequently conduct Development Centers. IL2 , IL3
Industrial Relations :
the welfare of the laboring class must be one of the first cares of the employer. (Sir Dorab Tata)
IL6 formed in 2008 Only one recognized Union INTUC Affiliation of employees to these unions has been on a constant decline over the years and stood at..in the year 2008. A market based benchmarking of compensation is undertaken. Inclusive growth sports days ,social events ,contents for children , education opportunities ,celebrating festivals together.
To measure employee satisfaction ,many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and con and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to have found success. strengthen the working relationship of the employees in a non-work related setting. Camping trips, backpacking wars and guide backpacking trips are versions of this type of team-building strategy, with which many employers have found success.
Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale.
Employee satisfaction surveys help employers measure and understand their employees' attitude, opinions, motivation, and satisfaction. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Employee satisfaction is often measured by anonymous surveys administered periodically that gauge employee satisfaction in areas such as management and teamwork.
The best way of approaching quality of life measurement is to measure the extent to which people's happiness requirements are met that is those requirements which are a necessary (although not sufficient) condition of anyone's happiness those 'without which no member of the human race can be happy.'
What is QOL? QOL may be defined as subjective well-being. Recognizing the subjectivity of QOL is a key to understanding this construct. QOL reflects the difference, the gap, between the hopes and expectations of a person and their present experience. Human adaptation is such that life expectations are usually adjusted so as to lie within the realm of what the individual perceives to be possible. This enables people who have difficult life circumstances to maintain a reasonable QOL.
Our definition of quality of life is: The degree to which a person enjoys the important possibilities of his/her life. Possibilities result from the opportunities and limitations each person has in his/her life and reflect the interaction of personal and environmental factors. Enjoyment has two components: the experience of satisfaction and the possession or achievement of some characteristic.
Building a better Quality of life has always been the purpose of TSL enterprise. Tata steel believes that the primary purpose of a business is to improve the quality of life of people. Tata steel will volunteer its resources, to the extent it can reasonably afford, to sustain and improve a healthy and prosperous environment and to improve the quality of life of the people in the areas in which it operates.
Esteem Needs
Social Needs
Safety Needs
Physiological Needs
Physiological Needs Physiological needs are those required to sustain life, such as:
According to Maslow's theory, if such needs are not satisfied then one's motivation will arise from the quest to satisfy them. Higher needs such as social needs and esteem are not felt until one has met the needs basic to one's bodily functioning.
Safety Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by:
According to Maslow's hierarchy, if a person feels that he or she is in harm's way, higher needs will not receive much attention.
Social Needs Once a person has met the lower level physiological and safety needs, higher level needs become important, the first of which are social needs. Social needs are those related to interaction with other people and may include:
Need for friends Need for belonging Need to give and receive love
Esteem Once a person feels a sense of "belonging", the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to self-esteem such as self respect and achievement. External esteem needs are those such as social status and recognition. Some esteem needs are:
Maslow later refined his model to include a level between esteem needs and self-actualization: the need for knowledge and aesthetics.
Self-Actualization Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest of reaching one's full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualized people tend to have needs such as:
Self-actualized persons have frequent occurrences of peak experiences, which are energized moments of profound happiness and harmony. According to
Maslow, only a small percentage of the population reaches the level of selfactualization.
Implications for Management If Maslow's theory holds, there are some important implications for management. There are opportunities to motivate employees through management style, job design, company events, and compensation packages, some examples of which follow:
Physiological needs: Provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life. Safety Needs: Provide a safe working environment, retirement benefits, and job security. Social Needs: Create a sense of community via team-based projects and social events.
Esteem Needs: Recognize achievements to make employees feel appreciated and valued. Offer job titles that convey the importance of the position. Self-Actualization: Provide employees a challenge and the opportunity to reach their full career potential.
However, not all people are driven by the same needs - at any time different people may be motivated by entirely different factors. It is important to understand the needs being pursued by each employee. To motivate an employee, the manager must be able to recognize the needs level at which the employee is operating, and use those needs as levers of motivation.
Joda East Iron Mines(JEIM) has the capacity of 5 million tone per month.
Are you satisfied with the accommodation facility, provided by the company ? This is the first basic need of a human. Accommodation should be situated in a good environment and should be in a good area where one can survive easily. There are so many big concerns who does not provide accommodation facility to their employees, but TSL provides accommodation facility to their employees. TSL has its own township. There employees has no problem for accommodation in TSL, Joda east. This is the first theory of motivation. The employees of TSL, Joda are satisfied with the accommodation facility provided by the company.
Are you satisfied with the health care facility ? . Health care is one of the important factor life. TSL has its own township, so the company provides Hospital for the employees, with a good number of doctors for all diseases. There are 11 doctors and 14 nurses available at Joda East. The employees are satisfied for a certain limit, they has a complain also and that is, the health care facility is only for small and normal diseases, if there is a measure disease arise then there is no arrangements for that. They have to go for other Hospitals like District Headquarter Hospital, Keonjhar or to Tata Hospital, Jamshedpur. Both those hospitals are nearest to Joda but those has a long distance.
Are you feeling secure about your job ? This is another factor of motivational theory. Feeling secure about the increases the morale of the employee.TSL employees are feeling secure about their jobs. The officers of TSL are experienced and permanent.
Are you satisfied with the educational facilities available at Joda for your children ? Education is a most vital part of life now a days. Every parents want to send their children to a standard school rather than an ordinary school. All parents wants that their children should know all the aspects that how to cope with the competitive world. TSL provides schooling facility for the children of the employees, but employees of TSL, Joda are not satisfied with the schooling facility available at Joda. The various educational institutions are,Govt.M.E School, Tata Primary School, Joda East UP,ME School, Girls High School, Joda High School, Hill Top Primary School, Saraswati Sishu Mandir, Womens College, etc. The school at Joda is an ordinary one, and they want that the company should provide a standard schooling facility.
Does the company provides you the standard safety appliances ? The first policy of TSL is safety, and we could see the hoardings of safety principle every where at TSL, Joda. Joda is the mines division of TSL . The companys management focused its best in providing the safety appliances to the employees. The employees of Joda, TSL are very much satisfied with the safety appliances provided by the company.
Are you feeling safe at your work place with the safety standards maintained at present ? The company provides safety appliances as well as maintains the safety standards at the work place for all employees. In the company at every where we could find safety instruction for employees as well as for out side people, and employees always suggests outside people to follow the safety standards. TSL provides positional training, it means, on the job training Standard
Operating Procedure (SOP) for safety purposes. There is a Toxic Detected Machine, if the machine gives a positive isolation, then employee should be implemented. Last but not the list, safety is a man made function.
Are you satisfied with your team members at your work place ? The team work exaggerates the morale of the employees and they puts their best effort. The employees of TSL, Joda are very much satisfied with there team members, all the employees are co-operative with each other. All the employees at here shares there information relating their work, divides there work properly. They gives respect to each other and they makes fun with each other also. All the employees are very much co-operative with the outside people also.
Are you satisfied with the training and development programs which are provided by the company ? Training and development program this is one of the factor which every employee needs at the very first time in an organization and this is a continuous process. The employees of TSL are not fully not satisfied with this factor. There are 20% employees are satisfied and 80% are not. The unsatisfied employees says that, this is not a continuous process at TSL, Joda. Some of them complains that the training and development programs which are provided by the company are not enough for them.
Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg. Canteen, ACS ,Etc.) The employees of Joda are satisfied with the welfare facilities which are provided to them. Every rooms of the office are AC(air condition) fitted, well furnished rooms with good lighting facility, the cost of the foods in the canteen are very low, such as, Lunch (veg)=Rs.3 Lunch (non-veg,egg)=Rs.4 Breakfast or evening food items =0.40 paise(samosha,bara,piazi,etc) Tea=0.40 paise Etc.. There is no charges for accommodation, electricity and water for employees. TSL, Joda employees are satisfied with the welfare facilities.
Are you satisfied with your salary package ? This is the question on which no one will give true answer. Because every person wants more and more money than he/she gets and thats why everyone mustn't satisfied with their salary packages. But when I ask the employees of TSL about their salary package according to their performance, and performance wise they are satisfied with the salary package. But there are a few young employees are working there, who are not satisfied with the salary package which they are getting. When I ask about those unsatisfied employees to employees who spends their long period of time in TSL said that, if they(unsatisfied employees) are not satisfied, then why do they working at here. They must work at there where they gets the right salary according to there performance and should leave TSL.
Does the company co-operates and helps you at any emergency time ? TSL co-operates with there employees in an emergency time. All the employees are very much satisfied with the emergency helping facility. The facilities are like, if one of the employees family member or the employee itself suddenly suffers from a measure disease, company helps them by providing sufficient money.
Do you get recognition for your individual/group performance ? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. The rest employees dont get any recognition because they are new. This is another motivational factor which motivates the employees to give their best again and again towards the company.
Are you associated with any social activity ?If yes then, what is that ? There are a less number of employees who are associated with any social activity, near about 30% of employees are associated. Some are associated with temple committee, and organizes festivals. Some are associated with the community centre and organizes occasional festivals (new year parties),etc.
Are you maintaining your family comfortably with the salary you have ? All the employees of survey said yes on this question, because company fulfills all the needs of employees, starting from well facilitate accommodation, provides grocery items through store with less price than market, medicines from companys hospital, etc. On for the rest items the employees have to spent as per the need.
Which one you possess in life style? This question reflects the quality of life of the employees of TSL, Joda. Above 90% of employees has their own house, own car, own ACs, own computer/laptop, and all those necessary items which are needed in todays life style. The rest of employees has their own house.
How much you spent and how much you save in a month? All the employees spent above Rs.5000 and saves according to their capacity starting from Rs1000 to Rs10,000.
Which you prefer most in your life style ? On this question the employees has a mixed reaction. Some gives much attention to value, in case of doctors and some higher post employees. Some gives much attention to money. But the number of employees is more, who prefers to both money and value.
Do you think that the company will provide some more facilitates, if yes then, what should be those ? The employees of TSL, Joda of the survey suggested that the company should provide a better schooling facility for their children. They complains that, if the JSWL could provide a standard schooling facility for their employees children, then why shouldnt our company also. Some said that the health care facility could be more better. And the company should focus more on training and development process.
Does the recent economic crisis affects you any way ?If yes then how? The recent economic crisis doesnt affects the TSL, Joda employees, even if the company gives increment to all employees, where other companies fired their employees in the past recession time. This step of company motivates the employees. And gave them an assurance that when ever there is a problem, company is always behind you.
Did you participate in the recent election procedure ?If yes then how? We all must remember about the ad-campaign of Tata tea that Jaago re, and there message is please give your vote. But at this company of TSL there are a lot of employees, who has no voter ID of local and because of that they are not able to gave their vote in this years Lok Sabhas election.
Are you happy with the followings ? social climate political climate economical climate industrial climate Most of the employees are happy with the above factors.
The following statistical analysis shows how much the employees are satisfied with the company according to questionnaire survey.
satisfaction level
105%
100%
85%
TSL, Joda East provides some other facilities to employees and local people. Those are Gym-for local people and separated one for TSL employees.
Two community centers where swimming pool, billiards to play and some other facilities are also available. Bus to railway station for employees and their family members. Shabashi bonanza TPM circle competition in division level, state level, national level(individual performance , group performance). There is a suggestion giving facility also available. In this procedure any employee could give suggestion related to their work. There are three stage of process of that suggestion, reject, on hold, accept. If the suggestion is accepted and implemented, then the suggestion giver will be rewarded from Rs.250-2,50,000. The suggestion could be given by a group of 4 people or by individual. Time to time company provides health awareness to employees. Health care facilities for Joda people, like Life Line Express,etc.
Suggestion
TSLs management fulfills the needs and wants of the employees, company provides a standard quality of life to all employees. But there are some places where the company should have to make a few rectifications.
1. The repair and maintenance work of the houses which are provided to the TSL, Joda employees. 2. Company should provide a better schooling facility for Joda division . And school bus for school going children. English medium and minimum upto 10th or 12th class , just like, DPS (Delhi Public School), DAV, etc. This is an off the job facility.
3. The health care facility could be more standardized. 4. The training and development program is not good at Joda, the company should work more on that and should make it a continues process. Company should provide higher studies facilities for interested employees. 5. TSL could provide more better quality of life at Joda division. Tata steel should provide city living life for employees of joda, which are provided at Jamshedpur, BBSR branch, and others. The working environment is good, but it could be better by renovating the internal infrastructure of the offices of Joda.
Conclusion
Tata steel limited is one of the best company of India as well as of world. TSL knows for its best TQM and HR policies in the world. The employees are very much satisfied, who are working for TSL. All the employees are motivated and work together to achieve companys goal. Because of high motivated employees TSL, Joda division increases its production this year from The employees are very lucky, who are working and who will work for TSL. The company should provide all those facilities, which it provides at other offices in India excluding Joda division. Earning of more and more money is not enough for live the life, if an employee wouldnt able to give time to his/her family, then he/she must be disturbed at the working duration. If the employee gives his/her best effort to the company, then the next responsibility is of the company to provide a better quality of life in return.