NORTHERN COALFIELDS LIMITED

A Miniratna Company & A subsidiary of

COAL INDIA LTD,

A Maharatna Company
SUBMITTED TO Mr. SANJEEV KUMAR (G.M HR DEPTT.) PREPARED BY NISHA PATHAK MBA-IInd SEM

ACKNOWLEDGEMENT

Undertaking a project for a novice is always a difficult task, it is actually a process instead of an event. As a new born baby learns and grasps from the parents and the society, same goes with the project that is given birth and developed with due help and contribution from the people who are part and parcel of the society. Here the parent and society both, being the PERSONNEL Department of NCL, Head Quarter, Singrauli.

We owe intellectual debt towards our guide Mr. Sanjeev Kumar who has augmented our knowledge. He has helped us learn and given us valuable insight into it.

A special mention goes to Mr. Ashish Mishra,and Aditi Singh for their ardent support and contribution in the initiation and execution of our project. Equally, we would be honoured to thank entire PERSONNEL (Welfare/IR/ADMN Department).

We would also like to acknowledge our faculty, Dr. Rajiv jain,& Miss rashmi sharma, who provided us the prospect to learn the contemporary HR skills being implemented in the corporate, in this esteemed organization.

And lastly it is required to be mentioned the Team effort by all fellow Trainees in helping in bringing this project to its final destination.

CERTIFICATE OF APPROVAL
I hereby approve this project report entitled

QUALITY OF WORKLIFE
From 1st May2013 to 15th June2013 Submitted By:

Nisha pathak

In partial fulfilment of the requirement for the award of Masters of Personnel Management and Industrial Relation From BARKATULLAH UNIVERSITY, BHOPAL

Mr. Sanjeev Kumar General Manager(HR DEPTT.) Northern Coalfield Ltd. Coal India Ltd.

INDEX

PROJECT OUTLINE

1. OBJECTIVE OF THE PROJECT

2. COMPANY PROFILE

3. LITERATURE REVIEW

4. QUALITY OF WORKLIFE AT NCL

5. RESEARCH METHODOLOGY

6. ANALYSIS AND INTERPRETATION

7. FINDINGS

8. RECOMMENDATIONS FOR T&D

9. CONCLUSION

10. ANNEXURE

11. BIBLIOGRAPHY

PROJECT OUTLINE
I have undertaken the project on Quality of Work Life as a part of the curriculum of the course. The main reason I took up this project is to learn how different work life situations affect employees in their working styles. The main intent/aim of doing this project is to understand what good quality work life means to employees and how it affects the companies. The project helps me to understand how a companys HR Department tries to improve their business by keeping good relations with employees. It helps to understand how good working conditions help employees to work more efficiently. Quality Work Life emphasises on how an employee and employer should keep a proper balance between their work and family. It emphasises how people can keep balance by making their work timings flexible. QWL basically is all about employee involvement, which consists of methods to motivate employees to participate in decision making. This helps in building good relationships. The project gives emphasis on use of quality circles by companies like Motorola, which helps in solving many quality and people related problems. This project is a means to appreciate the nitty-gritty involved in employees relationship with their organisation and employers. It helps me understand how organisations keep constant check of health and safety so as to run their business smoothly. Last but not the least, this project, shows through case studies how different organisations take care of the working environment, so as to keep their employees and other associates happy.

OBJECTIVES: The main purpose of this project is to understand comprehensively the quality of work life in this very organization. Apart from getting an insight into the existing system, it is equally important to know its effectiveness. Hence the focal objectives of the project is to assess the effectiveness of quality of work life and make the necessary recommendation if any set back found
To gain an insight into current working life policies and practices as

well as work life balance issues of employees.

To get an account of the welfare activities being laid down for the

employees.
To know the level of satisfaction among employees both inside and

outside the company premises.

To find out the effects of quality of work life at employees. To find out the ways to improve quality of work life.

SCOPE: NCL is a large public sector organization, which has an excellent record of making profit over a number of years. It is an interesting subject to study the quality of work life in such a large organization. It is felt that the organization is concerned mainly with the activities going on during the office hours. The employees responsibility and various benefits go hand in hand. Everything that an organization provides to an employee in away from the office has a direct or indirect effect on his performance. By improving a better QWL to the employees, the organization can achieve the following results:
Better performance of employees More devotion and dedication towards work Reduced absenteeism/ attrition

 Voluntary participation in organizational activities High productivity High turnover

NCL Singrauli, being a PSU has achieved these results by providing a better QWL to its employees inside and outside the work place. Facilities like canteens, dispensaries at the work place and facilities like education for children of employees, medical services, community canteens, health club, sport club, shopping centres, etc., outside the work place. Whether employees needs are being fulfilled? Whether they are being provided all the facilities? Taking these questions into mind a research has been conducted to know the level of satisfaction among employees with respect to quality of work life. Using the valuable information gained through the survey report the organization can take the appropriate action if required.
Objective of Study: 1) To study the welfare facilities provided to employees by NCL. 2) To study how the organization motivate the employees by identifying and satisfying their unsatisfied needs. 3) To know which special facilities are provided to reserved class categories like SC, ST, OBC etc. by the organization. Training: Under Mr. Sanjeev Kumar, GeneralManager (P/IR) Under Mr. Ashish Mishra, Asst.Manager(P/Admn.) Duration of Study: 6 weeks

Project Start Date- 1/05/2013 Project End Date - 15/06/2013 Place Northern Coalfields Limited Head Quarter Singrauli

COMPANY profile
About Coal India Limited (CIL)

Limited History and Formation of Coal India

With dawn of the Indian independence a greater need for coal production was felt in the First Five Year Plan. In 1951 the Working Party for the coal Industry was set up which included representatives of coal industry, labor unions and government which suggested the amalgamation of small and fragmented producing units. Thus the idea for a nationalized unified coal sector was born. Integrated overall planning in coal mining is a post-independence phenomenon. National Coal Development Corporation was formed with 11 collieries with the task of exploring new coalfields and expediting development of new coal mines.

Factors which led up to Nationalization of Coal Industry in India

Nationalization of coal industry in India in the early seventies were a fall out of two related events. In the first instance it was the oil price shock, which led the country to take up a close scrutiny of its energy options. A Fuel Policy Committee set up for this purpose identified coal as the primary source of commercial energy. Secondly, the much needed investment needed for growth of this sector was not forthcoming with coal mining largely in the hands of private sector. The objectives of Nationalization as conceived by late Mohan Kumaramangalam were; Conservation of the scarce coal resource, particularly coking coal, of the country by

Halting wasteful, selective and slaughter mining. Planned development of available coal resources. Improvement in safety standards. Ensuring adequate investment for optimal utilization consistent with growth needs. Improving the quality of life of the work force.

Moreover the coal mining which hitherto were with private miners suffered with their lack of interest in scientific methods, unhealthy mining practices etc. The living conditions of miners under private owners were sub-standard. Formation of Coal India Limited With the Government's national energy policy the near total national control of coal mines in India took place in two stages in 1970s. The Coking Coal Mines (Emergency Provisions) Act 1971 was promulgated by Government on 16 October 1971 under which except the captive mines of IISCO, TISCO, and DVC, the Government of India took over the management of all 226 coking coal mines and nationalized them on 1 May, 1972. Bharat Coking Coal Limited was thus born. Further by promulgation of Coal Mines (Taking over of Management) Ordinance 1973 on 31 January 1973 the Central Government took over the management of all 711 non-coking coal mines. In the next phase of nationalization these mines were nationalized with effect from 1 May 1973 and a public sector company named Coal Mines Authority Limited (CMAL) was formed to manage these non coking mines. A formal holding company in the form of Coal India Limited was formed in November 1975 to manage both the companies. Today's Coal India Limited

Coal India Limited (CIL) (BSE: 533278,NSE: COALINDIA) is an Indian statecontrolled coal mining company headquartered in Kolkata, West Bengal, India and the world's largest coal miner with revenue exceeding 624.15 billion (FY 2012). It was formerly owned entirely by the Union Government of India, under the administrative control of the Ministry of Coal. It is involved in coal mining and production industry. In April 2011, CIL was conferred the Maharatna status by the Union Government of India and ranked as one of India's most valuable company by market value. In 2010, CIL's initial public offering (IPO) got subscribed 15.28 times, collecting a record over 2.4 trillionthe highest IPO subscription so far.[5] On the first day of its listing on the Sensex, its stock closed 40% higher than IPO price.[6] It is India's largest ever public offer from Coal India Ltd. to raise upto 15,000 crore (US$2.99 billion). It is currently 90% owned by the Government of India with the remaining 10% owned by the public. Coal India & its Subsidiaries Bharat Coking Coal Limited (BCCL) (Dhanbad, Jharkhand) Central Coalfields Limited (CCL)( Ranchi, Jharkhand) Western Coalfields Limited (WCL) (Nagpur region) Eastern Coalfields Limited (ECL) (Sanctoria, Asansol, West Bengal) Central Mine Planning and Design Institute Limited (CMPDIL)(Ranchi, Jharkhand) In 1985 two more subsidiaries were added:

South Eastern Coalfields Limited (SECL) (Bilaspur) Northern Coalfields Limited, Singrauli (NCL, Singrauli) In 1992 one more subsidiary added:

Mahanadi Coalfields Limited (MCL) (Sambalpur) One International Subsidiary

Coal India Africana Limitada (CIAL) (Mozambique) Two indirect subsidiaries (held through our subsidiary, Mahanadi Coalfields Limited)

MJSJ Coal Limited

MNH Shakti Limited The Indian Institute of Coal Management (IICM) at Ranchi operates under Coal India Limited and imparts multi disciplinary management devel--

types of coal
Type of coal Proved (Mt) Indicated (Mt) Inferred (Mt) Total (Mt) % Share

Prime coking Medium coking Semi coking Sub-total of coking coal Non-coking

4614.35 12836.84 482.16 17933.35 99617.65

698.71 11951.47 1003.29 13653.47 128416.04 99.34 142168.85 48.44%

0.00 1880.23 221.68 2101.91 30282.09 799.49 33183.49 11.31%

5313.06 26668.54 1707.13 33688.73 258315.78 1492.64 293497.15 100.00%

1.81% 9.09% 0.58% 11.48% 88.01% 0.51% 100.00%

Tertiary coal 593.81 Total all types % share 118144.81 40.25%

Vision

To emerge from the position of domestic leader to leading global player in the energy sector by adopting best practices from mine to market with due care to environmental and social sustenance.

Mission

Produce the planned quantity of coal efficiently and economically with due regard to safety, conservation & quality.

NORTHERN COALFIELDS LIMITED Northern Coalfields Limited (A Mini-Ratna Company) (A Subsidiary of Coal India Limited)

Northern Coalfields Limited was formed in April 1986 as a subsidiary company of Coal India Limited. Its headquarter is located at Singrauli, Distt. Singrauli (M.P.). Singrauli is connected by road with Varanasi (220 Km.) a holy city on the banks of river Ganga, and Rewa (206 Km.) the state of white tigers and Singrauli (100 Km.) district headquarter town of Madhya Pradesh. The nearest railway station is Singrauli located on the Katni-Chopan branch line running parallel to the northern boundary of the Coalfield. The nearest railway station for reaching directly to Delhi and Kolkata is Renukoot that is located on the Garhwa-Chopan rail-line. Nearest (private) airstrip is at Muirpur (60 Km.). The area of Singrauli Coalfields is about 2202 Sq.Km. The coalfield can be divided into two basins, viz. Moher sub-basin (312 Sq.Km.) and Singrauli Main basin (1890 Sq.Km.). Major part of the Moher sub-basin lies in the Singrauli district of Madhya Pradesh and a small part lies in the Sonebhadra district of Uttar Pradesh. Singrauli main basin lies in the western part of the coalfield and is largely unexplored. The present coal mining activities and future blocks are concentrated in Moher sub-basin. The exploration carried out by GSI/NCDC/CMPDI has proved abundant

resource of power grade coal in the area. This in conjunction with easy water resource from Govind Ballabh Pant Sagar makes this region an ideal location for high capacity pithead power plants. The coal supplies from NCL has made it possible to produce about 10515 MW of electricity from pithead power plants of National Thermal Power Corporation (NTPC), Uttar Pradesh Rajya Vidyut Utpadan Nigam Ltd (UPRVUNL) and Renupower division of M/s. Hindalco Industries. The region is now called the "power capital of India". The ultimate capacity of power generation of these power plants is 13295 MW and NCL is fully prepared to meet the increased demand of coal for the purpose. In addition, NCL is also supplying coal to power plants of Rajasthan Rajya Vidyut Utpadan Nigam Ltd, Delhi Vidyut Board (DVB) and Haryana State Electricity Board. NCL produces coal through mechanized opencast mines but its commitments towards environmental protection is total. It is one of very few companies engaged in mining activities, which has got unified Integrated Management System (IMS) complying to Standard ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008 for simultaneous management of economic, environmental, occupational health and safety, and social concerns. NCL, through its community development programmes, has significantly contributed towards improvement and development of the area. It is helping local tribal, non-tribal and project-affected persons in overall improvement of quality of their life through self-employments schemes, imparting education and providing health care. Objectives 1) To provide every employee an opportunity to learn to wipe out performance gaps. 2) To organize need based Management Development 3) Programmes for Executives and Supervisor. 4) To develop training/reference materials and to organize special programmes on new equipment for all levels of personnel.

MISSION The mission of NCL is to produce the planned quantity of coal efficiently and economically with due regard to safety, conservation & quality.

Corporate Management Policy

Northern Coalfields Limited (NCL) has voluntarily chosen to implement a company wide comprehensive and unified Integrated Management System (IMS) complying to Standards ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008 for simultaneous management of economic, environmental, occupational health and safety, and social concerns.

CORPORATE SOCIAL RESPONSIBILITY NCL has developed a CSR scheme and its mission statement on CSR is Be a committed corporate citizen , to a live towards its corporate social responsibility. Thrust is being given in 8 areas:
Self employment generation Environment protection Community development Education Health mgmt & medical aids Orphanages & old-age homes Infrastructural development Disaster/calamity mgmt.

Quarterly and annual CSR reports are prepared containing the activities carried out, benefits accrued to neighbouring communities, the number of people benefited and the amount spent etc.,

Literature review
Quality of Working Life is a process of work organizations which enables its members at all levels to actively participate in shaping the organization environment, methods and outcomes. The quality of work life (qwl) aims at integrating the socio-psychological needs of employees. It seeks to create a culture of work commitment in organizations and society at large so as to ensure higher productivity and greater job satisfaction of the employees. CONCEPT: Quality of Work Life is A multi-faceted concept It means having a workenvironment where an employees activities become more important by implementing procedures or policies that make the work less routine and more rewarding for the employee .Qwl is a generic phrase that covers a persons feelings about every dimension of work including economic rewards and benefits, security, working conditions, organizational and interpersonal relationships etc., it is a process by which an organization attempts to unleash the creative potential of its personnel by involving them in decisions affecting their work lives. A distinguishing feature of the process is that its goals are not simply extrinsic focusing, they are also intrinsic. The essential component of any qwl improvement programme is the existence of a genuine opportunity for individuals or groups at any level in the organization to influence their working environment. MEANING The term refers to the favourableness or unfavourableness of a total job environment for people. Qwl programs are a way in which organizations recognise their responsibility to develop jobs and working conditions that are excellent for people as well as for economic health of the organization.

The elements in typical qwl program includes-open communication, equitable reward system, a concern for employees job security, satisfying career and participation in decision making. Qwl also focuses on job enrichment. In addition to improving the work system, qwl programs usually emphasize development of employee skills, the reduction in occupational stress and the development of more cooperative labour-mgmt relations. The qwl approach considers people as an asset to the organization rather than as costs. It believes that people perform better when they are allowed to participate in managing their work and make decisions. This approach motivates people by satisfying not only their economic needs but also their social and psychological ones. DEFINITIONS: Qwl is a process of work organization which enables its members at all levels to participate actively and efficiently in shaping the organizations environment, methods and outcomes. It is a value based process, which is aimed towards meeting the twin goals of enhanced effectiveness of the organization and improved quality of life at work for the employees. Qwl is the degree to which members of a work organization are able to satisfy their personnel needs through their experience in the organization. Its focus is on the problem of creating a human work environment where employees work cooperatively and contribute to organizational objectives. The major indicators are job involvement, job satisfaction and productivity.

Q.W.L is any conscious effort for improving working conditions, work content, and its safety, security, wages and benefits, etc. Quality of relationship between employees and the total work environment.

Q.W.L can be said to be all the original inputs which aim at improving the employees satisfaction and enhancing organizational effectiveness Q.W.L is a concern not only to improve life at work, but also life outside work It is nothing but having a work environment where an employees activity becomes more important. This means implementing procedures or policies that make the work less routine and more rewarding for the employee. These procedures or policies include autonomy, recognition, belongingness, development and external rewards Simply speaking, through Q.W.L the people involved get a sense of satisfaction in their work. Work then becomes not a burden but a means by which the abilities of a person can find expression Q.W.L is just humanizing the work Q.W.L = the sum total of physical (working conditions), psychological and economic factors which affect the job.

Objectives of Q.W.L

To improve the standard of living of the employees To increase the productivity To create a positive attitude in the minds of the employees To increase the effectiveness of the organization (Profitability, goal accomplishment etc.) To identify and implement programs to improve the quality of professional as well as personal life of an employee.

Factors influencing & deciding QWL

Fair and reasonable pay

Qwl is basically around the concept of equitable pay. The employees must be paid their due share in the progress and prosperity of the firm. Compensation has got twin objectives, firstly, it should create a favourable environment whereby the organization utilises the human resources to the maximum

extent. Secondly, the compensation should help the employees to maintain himself and his family with a standard in the society.
Favourable and safer environments

Qwl is nothing but provision of a work environment absolutely free from various hazards arising out of natural and unnatural things. The work hour should be reasonable, physical conditions homily etc., the various laws also makes the companies liable to provide the minimum safety standard to protect the employees from various hazards.
Employment benefits

Workers have raised their expectations over the years and now feel entitled to benefits that were once considered a part of the bargaining process. They want a share in the profit of the organization in addition to medical, housing and welfare facilities.
Job security

Employees want stability of employment. They do not like to be the victims of whimsical personnel policies of employers. The workplace should offer security of employment.
Job satisfaction

The workers are living beings. They want to work on the jobs that will utilise their talents and thus satisfy them. The management must enrich the jobs and redesigns the jobs in such a manner that workers feel satisfied.
Provisions of autonomy as well as control for developing human

resource

As the nature of work has become highly monotonous. Today the workers become more mechanical towards the machines and lacks control on them. When sufficient autonomy as well as control is given to workers, who in turn will use their innate skills and abilities for developing the organization, it will lead to improvement of qwl in the organization
Scope for better career opportunities

Now a day, workers are not only concerned with their pay prospects, but also the scope for improving their technical and academic skills. Therefore, it becomes imperative on the part of the management to provide facilities for improving such skills. The mgmt should always think of utilising the existing human resources for expansion and development of the organization.

Work life balance

Organization should provide relaxation time for the employees and offer tips to balance their personal and professional li

AREAS OF QWL Compensation The reward for work should be above a minimum standard for life and should also be equitable Health and safety The working environment should reduce the adverse effects of pollution that can affect the physical, mental and emotional state of employees Job security Employees should not have to work under a constant concern for their future stability of work and income Job design The design of job should be capable of meeting the needs of the organization for production and individual for satisfying the interesting work. Social integration The elimination of anything that could lead to individuals not identified with the groups to which they belong. This includes the elimination of discrimination and individualism, whilst encouraging teams and social groups to form. Protection of individual rights The introduction of specific procedures aimed at guaranteeing the rights of employees at work Social relevance of work

Initiatives to increase the understanding among employees of the objectives of the organization and the importance of their part in them

Respect for non-work activities Respect for the activities that people engage in outside the workplace. The impact of work activities on private life should also be recognized.

MAJOR QWL ISSUES Pay & Stability Of Employee Safe & Healthy Working Conditions Opportunities For Self Opportunity For Growth & Development Security Social Integration (Social Social Relevance Of Work Life Support) Alternative Work Schedule Recognition Occupational Stress

Grievance Procedure Merits In Promotion Job Satisfaction Organizational Commitment Reward System Participation In Mgmt

Congenial Worker SupervisorRelations Adequacy Of Resources Job Enrichment Work Roles Work Involvement Communication Job Security

STRATEGIES FOR IMPROVEMENT OF QWL

1. Flexibility on job: Flexibility on job means flexible working hours, no fixed working hour, different time intervals etc. 2. Job Enrichment It focuses on designing the job in such a way that becomes more interesting and challenging which eventually satisfies the higher level needs. 3. Secured job Security of job should be provided to the employees to make him feel committed and loyal to the organization. 4. Grievance handling The disciplinary procedure, grievance procedure, promotions and transfer matters should be handled with of justice, fair & equity. 5. Participative mgmt Employee should be allowed to participate in mgmt participative schemes which may be of several types. The most sophisticated among them is quality circle. 6. Self managed work team 7. Career development 8. Employee involvement

QUALITY OF WORK LIFE @ NCL

QWL AT NCL SINGRAULI
THE work culture in NCL is a composite mix of various cultural, social & ethical ideologies which acts as a basis and directs the employees to incorporate the feeling of oneness in personnel objectives with the company objectives. NCL Singrauli takes into consideration a number of factors that are responsible for providing better Quality of Work Life to employees. MEDICAL SERVICES All employees, their families and dependants are entitled to free medical aid at the companys well-equipped hospital and dispensaries located in the plant area. A school health service provides regular medical check up of all the school going children. CANTEEN FACILITIES NCL has a well equipped canteen inside the plant which provides catering facilities to all employees. Canteens provide highly subsidized meals, tea and snacks. There are canteens committee to

manage the administration and functioning of the canteens. These committees have equal number of representatives from workers and mgmt. TRANSPORT FACILITY NCL mgmt has provided subsidized transport facilities to the school going children of employees. In addition, vehicle allowance and vehicle purchase loan schemes are also there in order to facilitate the NCL employees. HOUSING FACILITIES NCL has provided housing facility for different classes of employees. There are hostels with all modern amenities for the workers. Water & electricity is provided to all the houses and hostels round the clock. To meet the housing requirements of older employees GRIH NIRMAN SAMITI was formed. As on date around 4000 houses have been constructed and civic amenities like roads, parks, sewage system is being maintained by it. Loan facilities are also provided by BHEL for purchase as well as for renovation of houses (7.5lakh) EDUCATIONAL FACILITY NCL is contributing in a big way in the field of education as a responsible corporate citizen. It provides infrastructural support and effective mgmt to the various educational institutions.

NCL imparts educational facilities to more than 25000 students including students from weaker section of society. Students with poor economic background are given scholarship. SECURITY SERVICES In NCL, CISF is working prominently in order to provide total security to all the employees as well as workers in the office, in the township area and in the case of emergency situations like strikes. SHOPPING CNTRES There are various shopping centres in the township in different sectors, which provides almost everything of daily requirement. COMMUNITY CENTRES Community centres are managed by duly elected executives body and financed by grant in aid by bell and monthly contribution of employees. They provides all round development for the employees and their wards and various facilities for community development and social functions for the NCL employees and their families which includes
Library/reading rooms Games Marriage halls

KHEL BHAWAN - Khel Bhawan is equipped with all the modern games and sports facilities.

TELECOMMUNICATION CENTRE FIRE SERVICES SAFETY IMPLEMENTATION ACTIVITIES GIFTS & WLFARE SCHEMES
NEW YEAR GIFTS GIFTS AFTER 10 YEARS OF SERVICE DEAF RELIEF FUND SCHEME GROUP INSURANCE SCHEME & EMPLOEE DEPOSIT LINKED

INSURANCE SCHEME
PROVIDENT FUND SCEME OLD AGE HOMES

EMPLOYEE BENEFITS LOANS & ADVANCES AWARDS & INCENTIVES

RESEARCH METHODOLOGY
OBJECTIVES
To study the general idea of Quality of Work Life. To understand extensively the components of QWL. Assessing the effectiveness of QWL at NCL To recommend the viable suggestions for improving the existing system.

RESEARCH DESIGN Once the purpose of the research is known then it becomes very important for a researcher to prepare action plan and structure that needs to be followed by him while conducting the research. The preparation of such design facilitates research to be as efficient as possible yielding maximal information. In other words, research design provides for collection of relevant evidence with minimal efforts. In the present study Descriptive Research Design has been used. The plan basically includes deciding Sampling Techniques, Research Tools and Statistical Methods to analyze the data and information SAMPLE SIZE AND DESIGN Sample Type: Sample Unit: Sample Size: Non Probability Sampling NCL SINGRAULI 20 Employees From Across the Organizational Verticals

SOURCES OF DATA Primary Data Source

Structured questionnaires along with the open ended questions

 observation

Secondary Data Source

NCL guide HR magazines Annual reports of organization All the relevant websites: www.ncl.nic.in

www.coalindia.nic.in

RESEARCH TOOLS In order to collect the required information from the target samples different techniques were used, which are:
Observation Structured questionnaire

METHODLOGY 1. First of all, Mentor provided me an insight about the Quality of Work Life and valuable guidelines to prepare the questionnaires in prescribed manner covering all the important issues. 2. Secondly considering the guidance of my Mentor and with the assistance of various HR books and websites finally I prepared the questionnaires 3. Though the questionnaires prepared by me were quite in large numbers hence it was finally customised by taking into account suggestions from the Mentor.

4. The final questionnaires on Quality of Work Life were distributed among all the employees. Since executives at various levels seem to be very busy, it was very difficult to get appointment from them and hence it took almost two weeks to collect the entire sample. After completion of the survey all the data were compiled so as to extract the meaningful information. Later this information was analyzed thoroughly to find out the positive as well as negative aspects of Quality of Work Life prevalent in the organization so as to take the respective action in order to rectify the error if any

ANALYSIS & INTERPRETATION

1. Working condition a) The work environment in NCL is highly motivating.

strongly disagree 15%

agree 30%

disagree 30% strongly agree 25%

INFERENCE: This pie chart clearly depicts that over half (55%) of the respondents are fairly satisfied with the working condition being provided by the organization however nearly half (45%) of the respondents finds the working environment at NCL as very harsh. 2. Compensation & Reward a.) I am given adequate & fair compensation for the work I do. b.) The compensation that I get on this job as compared to others doing the similar job is fair.

c.) The reward in this organization is linked to performance.

40% 35% 30% 25% 20% 15% 10% 5% 0% Series 1 agree 25% strongly agree 20% disagree 15% strongly disagree 40%

INFERENCE: 55% of the respondents are of the notion that they do not get adequate compensation with respect to their job performance. Also they believe that the compensation which is given to them as compared to others doing the similar job is unreasonable. But 45% of the respondents do not think so. They find their compensation as just, which is linked to their performance. 3. Health & safety a.) The safety & health condition at NCL is quite good. b.) The safety of the workers is the high priority of management in this organization.

strongly agree 41% Other 27% disagree 18%

strongly disagree 9%

agree 32%

INFERENCE: A majority (73%) of the respondents are of the conception that health & safety condition at NCL is highly satisfactory. They are also of the view that health and safety of the workers is main priority of management. However, 27% of the respondents does not find the safety and health condition at NCL either reasonable or priority of management. 4. Job Security a.) I work under constant concern for my future stability of work & income. INFERENCE: Here all the respondents find their job highly secured in this particular organization. They are not bothered about future stability of their work and income & are free from the concern of job security.

5. Autonomy a.) I have discretion to do the job in my own way & take decisions which affects my job.

45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Series 1 agree 15% strongly agree 15% disagree 40% strongly disagree 30%

INFERENCE: A large number (70%) of respondents are of the view that they perform the job as directed by their superior; they do not have discretion to do their job in their own way. Also they are not supposed to take the decisions related to the matters affecting their job. Only 30% of the respondents think that they have been given power to take decisions with respect to their job. 6. Job Satisfaction a.) I am comfortable & satisfied with the job assigned to me.

strongly disagree 10% disagree 15% agree 35%

strongly agree 40%

INFERENCE: Here three quarter (75%) of the respondents are fairly satisfied with the job assigned to them, they enjoy performing the work. However one quarter (25%) of the respondents finds their job disgusting. 7. Adequacy of Resources a.) I have been provided adequate resources to accomplish my job.

strongly agree 25%

Other 25% agree 50%

disagree 25%

strongly disagree 0%

INFERENCE: Merely 25% of the respondents are of the notion that this particular organization does not provide adequate or sufficient resources to accomplish the task effectively. But fairly a majority of respondents do not think the same. 8. Facilities a.) All statutory as well as non statutory benefits are being provided by NCL to its employees.

strongly agree 80%

Other 10% agree 10%

disagree 10%

stongly disagree 0%

INFERENCE: Here 90% of the respondents believe that NCL provides all the statutory as well as non statutory benefits to its employees. However 10% of them believe that these benefits are being not provided to them.

9. Employee Participation a.) The management in NCL let the employees participate in the matters affecting their lives.
40% 40% 35% 30% 25% 20% 15% 10% 5% 0% agree strongly agree disagree Series 1 strongly disagree 10% 20% 30%

INFERENCE: Only 30% of the respondents are agreed about their participation in decision making allowed by management but a majority (70%) of the respondents are completely disagreed with the same idea. They are of the opinion that their participation in decision making is negligible and management do not let them involve in those matters which affects their working lives. 10. Social Integration a.) The work assigned in this organization does not allow the individual employees to work in group or team.

agree 35% strongly disagree 35%

disagree 10%

strongly agree 20%

INFERENCE: From The above pie chart it is very clear that nearly half (45%) of the respondents thinks that their job restrict them to do the job in group, but over half (55%) of the respondents does not think so, they find their job allowing them to accomplish the particular task in group or team. 11. Social Relevance a.) The present job allows employees to take care of their family as well as personal matters. B.) The demand of the job often interferes with employees family life & vice versa.

strongly agree 30%

strongly disagree 15% Other 20%

agree 50%

disagree 5%

INFERENCE: This chart shows that 80% of the total respondents find their job socially relevant as it allows them to make a balance between personal life and work life. The present job assigned to the individual employees does not conflict with their personal goals; it gives the space to the employees to take care of their personal matters as well apart from the job. Only 20% of the respondents find their job conflicting with their personal and social goals. 12. Training & Development a.) In NCL, training is given often to improve the skills & knowledge of the employees thereby helping them in performing the job effectively.

70% 60% 50% 40% 30% 20% 10% 0% Series 1

Axis Title

agree 20%

strongly agree 60%

disagree 10%

strongly disagree 10%

INFERENCE: A majority (80%) of the respondents are of the opinion that they have been given adequate and proper training at regular interval to improve their skills thereby improving their effectiveness in performing the job. But a few (20%) of the respondents are completely disagreed with the same, they say that they have not been given proper training to perform the job well. 13. Relations & Cooperation a.) There is a harmonious relationship between employees and mgmt, mgmt and mgmt & employees and employees in this organization.

strongly disagree 30%

agree 10% strongly agree 25%

disagree 35%

INFERENCE: Relations and co operation in this organization does not seems to be good as 65% of the respondents find that there is a conflict between different interest group rather than content. However 35% of the respondents say that there is a cordial relation and cooperation prevalent in the organization and people work together and help each other in accomplishing the assigned task. 14. Culture & Climate a.) In NCL, people are not discriminated on the basis of race, religion, sex etc. b.) comments and suggestions are quite open and are being promoted by mgmt in this organization. c.) work team system is prevalent in this organization.

30% 25% 20% Axis Title 15% 10% 5% 0% Series 1

agree 30%

strongly agree 30%

disagree 25%

strongly disagree 15%

INFERENCE:

The above graph makes it very clear that 60% of the

respondents see the culture and climate of NCL as very homily. They say that

here people are not discriminated on the basis of caste, religion and sex,

comments and suggestions from the part of the employees are accepted and promoted by management. Also people works together as a whole to accomplish the overall goal of the organization. But 40% of the respondents do not find the culture and climate at NCL as good as it should be. They say that communication is not open; suggestions from employees are not accepted and people also not works together to accomplish the task assigned to them. 15. Job Itself a.) The goals Ive on this job are incompatible & conflicting one. b.) My superior acts non-supportively when I fail to reach my goals. c.) I find working towards my goals to be difficult & stressful. d.) the present job hinder my opportunity for growth & advancement.

strongly agree 15%

disagree 30% Other 50%

agree 35%

strongly disagree 20%

INFERENCE:

Here the respondents are equally split. Half of them believe that

their job goals are incompatible and stressful. Their boss does not support

them in performing the job well. Also present job obstruct their opportunity for career growth & advancement. However half of them have the different impression about the same. They find their job quite interesting, bosses as supportive and plenty of opportunity for career advancement and growth. NCL Provides QWL including each & every dimension

strongly disagree 17%

agree 29%

disagree 21%

strongly agree 33%

INFERENCE: The above pie chart clearly shows that 62% (29% agree & 33% strongly agree) of the respondents are fairly satisfied with the Quality of Work Life being provided by NCL However, a considerable number (38%) of respondents does not find the QWL at NCL up to the mark or satisfactory. They think that QWL at NCL needs much more improvement.

16. What would you particularly like about your job in NCL? The various reasons given by employees in reference to the questions are:
Nice work culture Better working condition Continuous learning Creativity & innovation Job security Independent working

FINDINGS
The study contains two parts viz., understanding theoretical framework of Quality of Work Life as well as knowing how far it is effective in NCL. The study is completely descriptive in nature, and during the study several interesting facts and information have come into the picture. The structured questionnaires and observation was used to gauge out the critical information. Also additional feedback or suggestions were invited from the employees, if any. Though almost half of the respondent did not show any interest in answering it, however later half did. Concluding the responses of all the respondents that I got through using different research tools (questionnaires, observation) can be summarized as below:
From the charts and tables it seems that there is great variation

in responses of the respondents with respects to each and every dimensions of Quality of Work Life.

The work environment at NCL does not seem to be good. Compensation and reward is the major issues of concern among employees. Health and safety of the workers is the main priority of management. Employees feel highly secured and satisfied with their job in this organization. Freedom at work to the employee is completely missing.

Adequate or proper resources are being provided to the employees to accomplish their work effectively. At NCL employees entertain all kinds of facilities viz., statutory & non statutory. The management does not allow the subordinates to take part in matters affecting their lives. The job assigned to individual employees in this organization does not interfere with their family life and vice versa. Adequate training at proper interval is given to employees for improving their skills and knowledge thereby helping them in performing the job effectively.

There seems discontent between various interest groups in this organization. Analysis shows that almost half of the respondents view their job as conflicting one and stressful which hinders their career growth. They also find their bosses non supportive. However latter half does not think so.

RECOMMENDATION
a. The organization should take each & every steps to ensure the motivating and pleasing working environment b. The compensation given to the employees should be adequate & fair. Equity should be taken into consideration and reward should be linked to performance. c. The participation of the employees must be ensured while setting goals and taking decisions which are likely to affect their job performance. d. The employees must be given autonomy to take decisions with respect to their job. e. The goals assigned to the employees should not be incompatible or conflicting one with their personal value. It should be in accordance with their capabilities and provides them an opportunity to focus equally on other aspects of their job. f. Suggestions and recommendations should be invited readily from employees and appropriate action must be taken with respect to the suggestions, if its reasonable. g. The culture of the organization seems average; as there is considerable mistrust, lack of work team system and non co-operation among the employees, therefore the org must take necessary step to refurbish it. h. The respective bosses must act supportively to help their subordinates perform the job quite effectively. i. The job assigned to the individual employees should be such which provides them an opportunity for career advancement and growth.

BIBLIOGRAPHY
Sr. No 1 V.S.P.Rao 2000 Human Resource 2 K.Ashwathappa 1997 Human Resource and Personal Management New Delhi Tata Mc GrawHill Publishing Co. Ltd. 3 Company Magazines Khanan Bharti Pragati Singrauli Northern Coalfields Ltd., Singrauli Authors Year Title City of publication New Delhi Excel Books Publisher

Annual Reports of Organization Internal Records of Organization Websites: www.ncl.nic.in www.coalindia.nic.in Other Scholarly Articles (Internet) related to the subject.

OBSERVATION AND CONCLUSION

The employees of the organization are found to be satisfied with the facilities provided to them by the company. They still want more focus on family welfare. They want that the time period for sanctioning special welfare facility should be reduced.
- More than 70% of the employees agree that the welfare facilities are provided to them

and they are availing special welfare facilities according to their need.
- A neat, clean and peaceful environment of the organization helps in maintaining

satisfaction and enthusiasm to perform work among the employees.

- The employees of the NCL are highly satisfied with the routine welfare facilities which

they are availing on a regular basis.

- The routine welfare facilities are availed by each employee in the organization by

simply filling an application, without any proof and the time required is also nominal.
- The time required for sanctioning the special welfare facilities is 2-3 week. The

process of availing special welfare facility is very lengthy and hence it can be availed by following simple process.

ANNEXURE QUESTIONNAIRES ON QUALITY OF WORK LIFE This is a brief survey being undertaken by Nisha pathak, a IInd semester student of MBA, LNCT COLLEGE ,Barkatullah University,BHOPAL ,

undergoing summer training at NCL Singrauli. All information elicited here will be kept confidential and will be only used for this project. INSTRUCTION Given below are a number of statements designed to elicit your candid response. There are no right or wrong answers to these statements. After reading these statements please tick the box which represents your response as per scale given below. a. STRONGLY AGREE b. AGREE c. DISAGREE

d.STRONGLY DISAGREE

Please give following details before you proceed. Designation: _________________________ Department: _______________________

S.NO. 1. 2. 3.

STATEMENTS The work environment in NCL is highly motivating. I am comfortable and satisfied with the job assigned to me. The compensation that I get on this job as compared to others doing the similar job is fair.

a b c

4. 5

The reward in this organization is linked to performance. The safety & health condition at NCL is of high-quality.

6.

I have discretion to do the job in my own way & take decisions which affect my job.

7.

I work under constant concern for my future stability of work & income.

8.

Comments and suggestions are quite open and are promoted by mgmt in this organization.

9.

I have been provided adequate resources to accomplish my job.

10.

All statutory as well as non statutory benefits are being provided to the employees in this organization.

11.

The management in NCL let the employees participate in the matters affecting their lives.

12.

The work assigned in NCL does not allow the individual employees to work in group or team.

13.

The present job allows the employees to take care of their family as well as personal matters.

14.

The demand of the job often interfere with employees family life and vice-versa

15.

In NCL adequate training are given often to improve the skills & knowledge of employees thereby helping them in performing the job effectively.

16.

There is a harmonious relationship between mgmt and mgmt, mgmt and employees & employees and employees.

17.

In NCL people are discriminated on the basis of race, religion

and sex. 18. 19. 20. The work team system is prevalent in this organization The goals Ive on this job are incompatible & conflicting one. My superior acts non-supportively when I fail to reach my goals. 21. I find working towards my goals to be difficult & stressful.

22.

The present job hinders my opportunity for growth & advancement.

23. Any other feedback/suggestions:------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Thank you for your kind co-operation.