HR PRACTICES

IN SAIL

“HR PRACTICES AND IR SCENARIO” .

 DECLARATION

I do hereby declare that this report entitled “HR

PRACTICES AND IR SCENARIO AT ROURKELA STEEL
PLANT“ submitted by me in the partial fulfillment of
requirement for PM & IR Course of RCHS is of my own and not
been submitted for published elsewhere .

Date : ( Signature )
 ACKNOWLEDGEMENT

I express my gratitude to the management of Rourkela

Steel Plant for so kindly allowing me to do this project on
“HR PRACTICES AND IR SCENARIO” .

I express my gratitude to the Regional college of Higher

Studies (RCHS) , Palasuni for allowing me to undertake the
summer training in Rourkela Steel Plant , Rourkela as a part of
my curriculum my training during the project work in RSP was
very good experience. As I learnt a lot of new thing .

I am very thankful to Mr. B.K.Rout , Manager , PL (HRM) ,

RSP . He has guided me during the entire period of training ,
he provided me lots of data , material and information related
to the topic , which helps me to complete the project .

I am thankful to the staff of Personnel Department , PL

(HRM) for their cooperation . I am also thankful to all the
persons who had help me during the training.

Date : ( Signature )
 OBJECTIVE/PURPOSE OF STUDY

Study is undertaken for submission partial fulfillment of

the requirement for the Post Graduate Degree in Personnel
Management and Industrial Relation . Besides the academic
requirement the other objective of the study are :

• To find out the HR Intervention being practices for the

development of organisation.

• To find out if same intervention were genuinely applied in

everyday practice.

• To study if growth rates achieved and development taken

place sustained its position.

• To know about the industrial relation of Rourkela Steel Plant.

• To know whether the facilities are sufficient and satisfactory

or not, if not then how to bring changes to satisfy the
worker, which will ultimately contribute in increasing the
efficiency of the worker of Rourkela Steel Plant.

SOURCES OF DATA
In this study data were collected from two sources i.e. Primary
sources and Secondary sources.

• Primary Sources data were collected from the employees

of RSP, Rourkela.

• Secondary data were collected from official record ,

journal published book, internet and manual .
 INTRODUCTION OF SAIL

INTRODUCTION OF SAIL

The Govt. of India approved the formation of Steel Authority of

India Limited (SAIL) in December, 1972 . The company was
incorporated on January, 27th 1973 with an authorized capital
of Rs. 20000 crores in 1978 SAIL was restructured as on
operating company. SAIL is India’s Larges and one of the
Worlds leading steel producers with a turnover of around Rs.
16.500 crores . its four integrated steel plants have a total
capacity of producing 12.5 MT of crude steel by the effort of
150000 employees working round the clock.

PRESENT STATUS OF SAIL

SAIL one of the NAVRATNAS of India, accounts for major

portion of steel production in India through its four integrated
steel plants at Bhilai, Durgapur, Rourkela and Bokaro and is a
key component in India industrial infrastructure.

MAJOR UNITS OF SAIL

A. STEEL PLANTS
i. Bhilai Steel Plant (BSP) set up in Chattisgarh in
collaboration with USSR with a capacity of 3.153 MT on
2nd February, 1955.
 ii. Durgapur Steel Plant (DSP) set up with an initial
capacity of 1.586 MT.
iii. Rourkela Steel Plant (RSP) set up in December, 1953
in collaboration with Germans with an initial capacity of
1.671 MT.
iv. Bokaro Steel Plant (BSL) set up with an initial capacity
of 3.78 MT on 25th January, 1965 in collaboration with
USSR.

B. SPECIAL STEEL PLANT

i. Alloy steel plant (ASP) in West Bengal

ii. Salem Steel Plant (SSP) in Tamilnadu
iii. Visvesvanya Iron and Steel Plant (VISP) in Karnataka

C. SUBSIDIARIES
i. India Iron and Steel Company Limited (IISCO) in West
Bengal.
ii. Maharastra Elektrosmelt Limited (MEL) in Maharastra.

D. Other unit
i. Raw Material Division (RMD) at Kolkata
ii. Central Marketing Organisation (CMO) at Kolkata
iii. SAIL consultancy Division (SAILCON) at New Delhi.
iv. Research and Development Center for Iron and Steel
(RDCIS) at Ranchi , Jharkhand .
 v. Center for engineering and Technology (CET) at
Ranchi.
vi. Management Training Institute (MTI) at Ranchi.
vii. Center Power Trainign Institute (CPTI) at Kolkata.
viii. Growth Division (GD) at Kolkata.
ix. Central Coal Supply Organisation (CCSO) at Dhanbad ,
Jharkhand.
SAIL PRODUCT MIX
MAIN PRODUCT
a. Flat Products : Wide and heavy plates, HR Sheets, HR
Plates , CR Coils, CR Sheets , TMBP Coils, Galvanised
(GP/GC) Galvanized coils , Electrolytic tin plate (ETP)
CRNO Electrical Sheets.
b. Long Products : Bars, TMT bars, Rounds, Ribbed
Twisted bars , Angles, Channels, Beams, Joist, wire
Rods, Flats.
c. Track/Railway materials : High conductivity rails and
crane rails, heavy rails, light rails, crossing sleeper
bars, wheels and angles , wheel sets.
d. Tubular Products : ERW pipes and Spinally welded
pipes.
e. Semis : Blooms, billets and slabs.
f. Pig iron : all grades.

COAL CHEMICALS
Benzol Products
Benzone, Tolunene , xylene, solventoil, Still bottom oil, solvent
Naphtha, Polymers, Heavy Benzol.

Tar Products
Coaltar Pitch : Dephenolished Tan Oil
Coal Tar Pitch : Anthracenne Oil /Coil Tar
Crude Anthracene : Heavy oil, Light oil, Heavy creosol
Oil, carbolic oil , Drained Neptha
lene oil.

MISCELLANEOUS PRODUCT :
Granulated BF slag, cost slag Gravel, Sulphuric Acid, Ferrous
Sulphate, Oxyge, Argon, Coke Fraction Etc.

ALLOY AND SPECIAL STEEL

Blooms, billets, bars, flats, forgoing of different shaped and
sizes, plates and over 400 verieties of alloy steel grades
conforming to BIS, EN, BS, DIN, AISI/SAE, ASTM, JIS & GOST
etc. . In carbon construction steel alloy constructional steel ,
case Hardening steel, spring steel, creep resistant steel, Hot
working and cold working steels, stainless steel and steels for
arman plating .

Hot and rollded coils, sheets , plats of oustenitic, Ferritic and

martensitic grades of stainless steel in various finishes , coin
blanks and utility blacks and also hot rolled carbon steel soils
and plates of super tor surface finish.
 ORGANISATION ON PROFILE OF RSP

INTRODUCTION
Rourkela Steel Plant one of the pioneering units of the steel
authority of India Limited is the hallmark of excellence in the
steel making scenario of India today. SAIL, one of the
NAAVRATANs of India with a production capacity of twelve
million tons crude steel, is a free component of India’s
industrial infrastructure RSP is first of the for steel plants in the
publics sector . The plant was started during the mid fifties in
the collaboration with loading steel makers from federal
republic of Germany. The first president of India Dr. Rajendra
Prasad inaugurated it on 3rd February, 1959. Rourkela is
situated in the north western tip of Orissa and the heart of rich
mineral belt . Pt Jawahar Lal Nehru the architect of modern
India in incited this new chapter.
VISION OF RSP
To be a respected world class corporation and the leader in
Indian steel business in quality , productivity profitability and
customer satisfaction.

INDUSTRIAL BACKGROUND OF RSP.

Rourkela Steel Plant a major producer of diversified range of
sophisticated steel products is an integrated plant of steel
authority of India Limited . RSP was installed in the late 50’s
with an initial ingot steel capacity of 1 million tons per year
during the expansion of plant in mid 60’s subsequently few
more facilities were added to batteries of Coke Over (1974 and
1983) a spiral welding pipe plant (1985) has been introduced
together with the facilities of hot metal desulphurisation and
vacuum treatment of steel.
The initiation of the project took place in collaboration
with leading German Steel Maker by 1955 . RSP joined steel
makers open hearth system. Thus SRP become the 3rd in the
world and 1st in Asia to have adopted this technology. RSP was
one of the First four integrated steel plant set up in post
independent India in public sector.

ROURKELA STEEL PLANT AT A GLANCE

1. Location At Rourkela in Orissa 413 KM on
 Howrah –Bombay mainline and KM
from Bhubaneswar.

2. Population 398692 (As per 1991 census)

3. Working area of Rourkela 8540.84 Acres

steel Plant (Including
Fertilizer Plant)
4. Areas of Steel City 11244.38 Acres

5. Area of Fertilizer Town 537.64 Acres

6. Installed Capacity
(Annual)

a. Steel Plant 1.8 MT of ingot steel

b. Fertilizer Plant 4.6 lakhs tons of SONACA

(Calcium ammonium nitrate)

7. No of Employees 21.644 (as 2007)

MAJOR UNITS OF RSP

ORE BEDDING AND BLENDING PLANT :

The raw materials handing system is equipped with centralized
unloading, stock pilling, blending and sizing facilities. The
system includes major installations like wagon handling
systems. Iron ore crushing and screening system, raw
material storage yard. Limestone and dolomite crushing and
screening system, conveyer system, proportionately bon
building, rod and roll crushers for flux and feel as well as
infrastructure and auxiliary facilities.

COKE OVENS
The 4.5 MT tall Coke Ovens produce metallurgical coke to feed
the blast furnace. The coke ovens are equipped with wagon
tipplers automatic handling facilities, coal blending proivision,
coal crushing and coke screening arrangement.

SINTER PLANT :
Sintering is the process of Agglomeration of fines (Steel plant
wasters) by incipient fusion caused by heat available from the
fuel contained in the charge the lumpy mass thus available
/obtained is known as SINTER and comprises on effective blast
furnace feed. The sinter machine with a total capacity of 4000
tones per day.

BLAST FURNACE :
The four BF provide the required hot metal for steel production.
A unique feature is external desulphanization facility which
ensures the production of special quality steel.

STEEL MELTING SHOP :

RSP is equipped with open hearth and L>O> process of steel
making . There ore 5 nos. of LD conventers and open hearth
furnaces having total capacity to produce 1.55 mt and 0.25 mt
of steel per year respectively .
CONTINUOUS CASTING MACHINE (CCM-1)
The steel melting shop is designed to produce 574000 tones of
liquid steel per year. With the installation of the slab casting
shop in the existing steel melting shop which entire procedure
only ingots. Continuous cast slabs to the tune of 305000 tones
of steel will now be produced .

BASIC OXYGEN FURNACE SHOP :

This is the biggest set up under the modernization program .
This shop is provided with state of the art automation through
there levels of computerised control. LP gas clearing and
recovery. Power distribution system, water and utility services
are also part of this package.

CCM-II :
This slab casting shop is SMS-II provided with the latest
facilities. Produces 1355000 tones of wide range of steel slabs
per year.

PLATE MILL :
The main function of plate mill is to produce plates of different
size and different qualities . This 3.1 meter wide 4 meter high
revensing mill is equipped with online thickness measurement
facilities. A new walking beam type furnace with a capacity of
100 tones per hour has been installed for slab heating.

HOT STRIP MILL :

The facilities 1440 MT/ annum will were augmented during
modernization with the installation of
• Two new walking beam type RII Furnace (225 TPII)
• Roughing /Sizing stand ROVO with automation.
• PLC controlled coil box.
• Quick roll system in RI and finishing mills.
• Coil masking , sampling and covering systems.
A new roughing mill called ROLVO and a PLC controlled coil box
along with quick roll changing tig coil conveyor are some added
facilities. The two new reheating furnaces of 225 tones /hour
capacity each will be able to handle heavier slabs.

COLD ROLLING MILL :

CR mill produces cold rolled coils and sheets. This features a

modern 5 stand tandem mill and a 4 high 1700 mm revensing
mill.

ELECTROLYTIC TINNING MILL

The continuous electrolytic tinning line produces a shining tin
coated surface in a variety of coating thickness.

GLAVANIZING LINES :
The main function of this unit is to produce zinc coated
galvanized plain and corrugated sheets. Two continuous hot
dip galvanishing lines are equipped with jet coating facilities .
there are 2 multi roller corrugating machines.

SILICON STEEL MILLS :

The unit produces steel for the electrical industry through
various operations carried out in supplicated continuous /semi
continuous processing line and a 4 high reduction mill.

PIPE PLANTS :
A highly sophisticated spiral welded pipe is equipped with
submerged are welding process and produces larger diameter
pipes. Hydrostatic pressure testing ultrasonic testing and
eddy current testing are some of the features. Which ensure
quality control.

THE KEY STRATEGIC GOALS :

• To continue in the business of steel and steel related
activities
• To enhance market share in growth segments
• To improve profit by cost reduction and high value added
products.
• To achieve excellence in quality across the value chain
• To secure availability of key raw materials and alleviate
infrastructure bottlenecks which may constrain long term
growth

RECRUITMENT POLICY

INTRODUCTION : Steel Authority of India Limited is a

continuous process industry with complex technology . To
operate this industry , SAIL needs highly skilled personnel and
competent managers and administrations in order to meet the
present and future manpower needs in diverse disciplines,
multiple skills and different works areas, SAIL is committed to
a system of selection hat ensures induction of the best and
most competent personnel to take up challenging assignments
in the company. The selection system seeks to emphasis
evaluation of individual capacities in terms of their partial for
fulfillment of company’s objectives.

OBJECTIVES
• To meet manpower requirement of the company in terms of
the approval Human Resources plan .
• To fulfill requirements of competent personal in terms of
required capabilities , skills , qualification, aptitude merit
and suitability with a view to fulfill company’s objective.
• To attract, select and retain the best talent available keeping
in view the changing needs of the organisation.
• To ensure on objective and reliable system of selection.
• To provide suitable induction points for intake and thereby
achieve the desirable level of qualification, skill and age
with required to strength on the Human Resource of the
company.

MODE OF RECRUITMENT
There will be two sources of recruitment
i. Internal i.e. From within the company and
ii. External i.e. From open market through employment
exchange, advertisement on the press and through and
through direct negotiation.
iii. Recruitment of non executives is the done through
employment exchange and through advertisement .
 iv. The advertisement are published only when the
employment exchange fails to provide constitutes for
recruitment . In case of certain rare jobs on in some
organize recruitment is also done by means of
negotiation.
v. After manpower planning is over RSP sends the details
above its requirement to the local employment
exchange as local people are given preferences. The
exchange sends names to the organisation according
to its specifications . Names are sent by the exchange
in the ratio of 1 let if the no of posts are more then
the exchange contacts all other exchanges in Orissa
and are asked to send names with in a specified date.

QUALIFICATION OF NON EXECUTIVE IN RSP

There are three type of Non executive employee in RSP

Semi Skilled : Minimum Matriculation Pass

Skilled : Minimum ITI Pass
High Skilled : Minimum Diploma and BAC

QUALIFICATION OF EXECUTIVE IN RSP

MTT : Management training Technician
MTA : Any graduate having 60% marks
Medical Officer : MBBS
Junior Manager Finance : It is done by centrally
 TRAINING AND DEVELOPMENT

INTRODUCTION
In today’s business scenario, integrity. Genuiness. Innovations
and creativity one the essentials for a business or even on
organisation to flourish . To achieve excellence in each and
every operation continuous development of Human Resources
is the necessity. In order to recognize the potentials of the
employees of RSP and to utilize them gainfully. The Training
and Development Centre has been conducting programme s
according to the essence of the Internal Customer satisfaction
(ICS) model. The programme are initiated according to
training need analysis based on detailed discussions between
training executives, Training Engineers, Training Co-
coordinators and line managers.
OBJECTIVES
i. To impact training to executives and non executive as
per training needs identifies by ICS.
ii. To achieve average man days of training around 4.27
man days /man (Excluding new entrants)
iii. To give necessary thrust to various training modulus by
including them in thrust areas and to ensure about 50%
of Annual Training plan coverage through thrust area
route.

PERFORMANCE APPRAISAL

Human Performance Employee Feedback

Performance Appraisal

Performance
Measures

Performance
Related Standards

Human Resource Employee Record.

Decisions
 PERFORMANCE APPRAISAL

MEANING
Performance appraisal is a method of evaluating the behaviour
of employees in the workspot , normally including both the
quantitative and qualitative aspects of job performance.
Performance here refers to the degree of accomplishment of
the tasks that make up an individual job . It indicates how
well on individual is fulfilling the job demand.

• Performance appraisal is the systematic description of

an employees job relevant strengths and weaknesses.

• The basic purpose is find out how well the employee is

performing the job and establish a plan of improvement.

• Appraisals are arranged periodically according to definite

plan.

• Performance appraisal is a continues process in every

large scale organisation.

SCOPE
The executive performance appraisal system will be used to
assess the performance of executives upto E7 Grade and
PESB format for E-8 and E-9 grades and to plan for their
development .

OBJECTIVES
• To integrate the company and individual goals through a
process of performance assessment linked to achievement of
organizational objectives.
• To increase awareness of task and the responsibility of
executive to ensure fulfilled of company’s objectives.
• To ensure on objective assessment of performance on
patertial .
• To distinguish between different levels of performance
on relative basis.
• To identify the developmental actions to be taken to
enhance the performance of execution.
• To facilitate the process of executive development
through performance planning . Self review performance
analysis and two way communication between appraise and
promotion policy.

APPRAISAL PROCESS
It involved the following steps.
i. Self Appraisal : The task and targets indicating a few key
performance areas will be set up for each appraise by his
 reporting officer (i.e. immediate boss) in communication
with the appraise by 31st March every year.
i.e. before start of assessment year.
ii. The self appraisal form is filled by the appraise twice a
year.
iii. The appraise will report on the following points
Task and targets fulfilled.
Constraints feed.
Facilitating resources.
Suggestions for improvement.
iv. The appraise also indicates
The highlights of performance
Major strengths
Development needs.
v. Performance Review and Planning (PRP)
a) After self appraisal, performance review and
planning will be held twice a year between the
appraise and reporting officer.
b) During performance review and planning session,
reporting officer ensured conducive climate for
discussion.
c) Reporting officer and appraise discuss the following
extent of tasks and targets fulfilled
i. Major strength of the appraise
ii. Development needs.
iii. Suggestions for improvement .
 d) In PRP held in October, discussion is about
tasks/targets fulfilled till mid year while in PRP held
in April discussion is about fulfillment of task/targets
of assessment year.
e) Out come is noted in specific forms and is signed by
both reporting officer and appraise.

iii. Performance assessment

a) Performance is appraise after PRP is
held .
b) Reporting officer assessed the appraise
on a five point rating scale on some factors. Each
factors some wieghtage as indicated in the form
attached in appendix .
c) The reporting officer gives comments or
remarks where the extreme rating are given .
d) The reporting officer makes use of rating
scales for each factor which are indicated in performance
appraisal guidelines.
e) The appraise are classified into two
different grades in order to merit i.e. OAB or C.
f) Sum total of factor score is given by
reporting officer which indicates the category in which
the reporting officer should like to place the appraise.

84 and above - O
68 to 83 - A
 52 to 67 - B
20 to 51 - C

g. The reporting officer differentiates between performance

level of the appraise under him and to the extent
possible follows the distribution pattern.

O- 10%, A-20%, B-25%, C-45%

h. Reporting officer may find some of the appraises not fit

for promotion because of their prior performance and
declare appraise as “Non-promotable” for the ensuing
year.
i. Reporting officer then fills a summary sheet indicating
overall factor score and sent to reviewing officer.
Reviewing officer is the boss of reporting officer.
j. The reviewing officer after getting the summary sheets
indicating the performance, rates them on each of factors
listed and follows same rules.
k. The personnel department complies the total score by
giving 50% weightage to the reporting officer and 50%
to reviewing officer. Incase of assessment by reporting
officer. In case of assessment by reporting officer (O)
weightage is 75% for reporting officer (O) and to
reviewing officer 25% . This is done in case of service
department and maintenance side of technical
department.
 Functioning of the Performance Appraisal Committee or
the Reviewing Committee.
Performance review committee is constituted as per the
HOD/next higher authority of reviewing officer will also be
the members. The committee decides the final grading
ensuring the distribution of the appraises. Minutes of
meetings are signed by Chairman and all the members.
The final assessment sheet is filled up and signed by the
Chairman and /or any member of PRC.

DEVELOPMENT PLAN
1. Both reporting and reviewing makes comments
on job rotation/job suitability of the appraises.

2. Performance may require training so the PIT

Department will utilize the training needs sheets to
develop suitable training plans for officers reporting to
chairman directly . there are no reviewing officer
committees, chairman is the reviewing officer as well as
the reporting officer and 100 % weightage is attached to
each assessment .
Through this system of appraisal is an extensive one for
executives but there is no concrete system of
performance appraisal for non executives. The
performance appraisal of non executive is done through
CCR. The CCR form is filled up by the supervisor of the
concerned worker. In some cases the type of training
 that has been provided the training needs etc are
indicated according to which he is sent for training CCR
is not the basic of promotion through it is referred.

Performance appraisal for executives is extensive and is

helpful for their promotion.

PROMOTION
INTRODUCTION
Promotion means giving higher position ot an employee which
carries higher status more responsibilities and higher salary .
In every organisation promotion is the most essential thing,
which motivate the people. Since RSP is a bigger
organisation so promotion policy is recorded as the major HR
policy . In RSP promotion policy is applicable to both for
executives and non executives.

In executives positions there will be two systems of promotion

are taking place.
• Promotion within clusters of scales of pay.
• Promotion between clusters of scales of pay.

OBJECTIVE
To integrate growth opportunities of the executives with
fullfilment of company’s objectives.
To provide for a system which is conclusive to equity fairness
and objectivity in matters connecting promotion of executives.
To ensure information and considency to the extend possible
in promotion of executives of different units company.
To motivate executives of organisation for better performance
by rewinding their contribution to the growth of the
organisation is deciding promotion on the basis of overall
merit.
To integrate executives into a cohesive team .

PROMOTIONS AND TRANSFERS

CADRE SYSTEM
Non executive cover grades from S1 to S11. Further classified
into clusters.

Grades Clusters
S-1 Unskilled and Semi
S-2
A Skilled workers

S-3 Operator &

S-4
B Technicians ITI
S-5
Holders.

S-6 C Sr. Operators & Sr.

S-7
Technicians
S-8
Diploma holders.
S-9 D Supervisory Staff.
S-10
S-11
Recruitment generally takes place in S1, S3 and S6 grades .
Rest grades are attained through promotions.

PAY SCALE IN NON EXECUTIVE IN RSP

Grades Cluster Basic Pay Increment
S-1 A 4000 3% 5600
S-2 A 4080 3% 5865
S-3 B 4170 3% 6095
S-4 B 4300 3% 6458
S-5 B 4500 3% 6964
S-6 C 4800 3% 7551
S-7 C 5100 3% 8164
S-8 D 5400 3.5% 8751
S-9 D 5800 3.5% 9471
S-10 D 6400 3.5% 11400
S-11 D 7500 3.5% 13250

PAY SCALE IN EXECUTIVE IN RSP

Grades Cluster Basic Increm
Pay ent
E-1 A 10750 4% 16750 JN
E-2 A 13700 4% 18250 AM
E-3 B 16400 4% 20800 DM
E-4 B 17500 4% 22300 M
E-5 C 18500 4% 22900 SM
E-6 D 19000 4% 24400 AGM
E-7 E 19500 4% 25350 DGM
E-8 G 23750 4% 28550 GM
E-9 - - - - MD

Promotion procedure
Agreement with the recognize trade union is made for every 4
years promotion within the same cluster.
For person to be promoted from 1 cluster to another i.e. from
A to B or B to C etc. eligibility to 3 years in service. After 3
years he has to appear a trade test.

Subject to vacancy and eligibility, the worker is to be promoted

to the next cluster. In case after the passage of 4 years, there
executed no vacancy, then he is given promotion to the next
cluster as an extension to it. Entitled to cash benefits, higher
grade and status but work remains same. This method of
extension of cluster is done not to block the prospects of the
workers. For technical staffs such mode of promotion is done
twice a year i.e. on 30 June and 31st December.

For executives on basis of performance, eligibility, potential

and capability promotions is given and this is done through
executive performance appraisal system. Hence for
executives promotions is purely merit basis while for non
executives it is time bound.
TRANSFER PROCEDURE
No concrete transfer policy is RSP. For non executive
transfers one rare and occur only in some cases. Employee
may be transferred due to exigencies of work from one works,
department, section or job to another, provided that the
wages, grade continuity and conditions of service of the
employees are not adversely affected by such transfer and
provided also that if an employees is transferred from one jot
to another. That job should be similar nature and such as he
is capable of doing .

DISCIPLINARY ACTION

The misconduct same enumerated under clause 28 of

the standing order of RSP . In order to prevent misconducts ,
disciplinary actions are taken against those who commit at.
The disciplinary cases are handled by the inquiry cell.

PROCEDURE
The misconduct committed by an employee in first recognized
and major/minor charge sheets are issued to the employee
concerned .
A notice is issued by the disciplinary authority and a case filed
which is forward to inquiry cell for conducting inquiry and
rendering finding in the case possible.

The inquiry committee in the enquiry cell examines the case

filed and issues a notice to the charge sheeted employee and
forward a copy to the presenting officer to attend the enquiry
which is fined on a specific date time and venue .

The CSE is also advised to bring all his supporting documents

necessary in his defence to be hand over to the CSE and the
content is explained to him in a understandable language . If
the CSE accepts the charges in to even then it the duty of
the presenting officer to prove the charges through oral and
documentary evidences . In case CSE accepts charges partly
some procedure is to be followed.

If CSE denied to have committed the charge, then it is the

bounding duty of the presenting officer to prove the charges
stated. The presenting officer is asked to produce his witness.
After a witness is examined CSE is to cross examine the
concerned witness.

After closure of evidence by presenting officer the CSE is asked

to produce his witness, enquiry committee closes the
proceedings. There after considering the materials available
or record and finalises the findings in the domestic enquiry.
The finally prepared are forwarded to the disciplinary authority
for further necessary action.

PAYMENT OF WAGES

• wages due to an employees shall be paid before the expiry

of the 7th or 10th day after the last day of the wage period in
respect of which the wages are payable . In accordance
with the provisions of the payment of wages ACI 1936 on a
working day notified under standing order No. II.
• Any wages due to an employee but not paid on the usual
pay day on account of there being unclaimed shall be paid
on an unclaimed wages pay day in each week . Which shall
be notified on the notice board.
• Any wages due to a deceased employee shall be paid to his
legal heirs before the expiry of the thirtieth working day
after the day on which a valid claim in presented by his heirs
or on their behalf by their legal representatives. Provided
such claim is submitted within three years of the death of
the employee. The management may however , otherwise
 payment of claims not increasing Rs. 500.00 without
production of the usual legal authority after such enquiry
into the right and title of the claimant as may be deemed
necessary.

PAYMENT OF BONUS AND OTHER ALLOWANCES

Apart from the efficient wages structure an annual Bonus is

paid to the employees based on productivity and profit mostly
paid on the basis of collective bargaining . The bonus is
calculated according to the payment of Bonus is calculated
according to the payment of Bonus Act. 1995.

After a better package of bonus the allowances are also paid .

these are as follows .
i. Dearness allowance (DA)
ii. House Rent Allowance (HRA)
iii. Night Shift Allowance at the rate of Rs. 10% per day
iv. Transport expenses at the rate of Rs. 6% per day and
a minimum of RS 90% per month.
v. Canteen allowance Rs. 6/- per day on actual
attendance basis.
Apart from this nursing staffs get uniform allowances, certain
categories of workers like drivers lift operators canteen
workers get a washing allowance Rs. 50/- per month.

LEAVE RULES

No employee shall take up any service on employment any

where while he is on leave.

Types of leaves that can be availed by RSP Employees are :

i. Earned Leave (EL)

An employee shall be entitled to earned leave at the rate
of 30 days for every completed calender year of service
on 2.5 days fro each calender month of service. For
period which is less than a complete calender month, EL
shall be all owed at the rate of one day for every 20 days
of service.

Subject to limit of 2.5 days of EL for the calender month.

An employee shall cease to EL when the EL due amounts

to 240 days .
 Grant of minimum EL at a time will be limited to 120
days .

2. Half Pay Leave (CHL)

An employee shall be entitled to half pay leave for 20
days for each completed calender year of service and
proportionately in the first year of service proportionately
in the firs year of service and in the year of
superannuating from the service of the company period of
suspension, if treated as duty , shall count for
calculation of HPL.

3. COMMUTED LEAVE (CML)

commuted leave not exceeding half the amount of HPL
due may be granted to an employee on medical grounds
or for approved course of study certified by the
competent authority to be in company’s interest.

4. EXTRA ORDINARY LEAVE (EOL)

May be granted to an employee when no other leave is
admissible to him or when other leave is admissible but
the employees applies for grant of extra ordinary leave.

No employee shall be granted this eave for more than 3

months on one occasion (Acceptable till 36 months only
on medical ground for diseases which require prolonged
 treatment or for prosecuting higher studies or for the
specialized training ).
LEAVE NOT DUE
Leave may be granted to an employee at the desecration
of the sanctioning authority as advance of half pay leave
when there is no other leave or HPL at his credit.

Granted only if the sanctioning authority is satisfied that

there is reasonable prospect of the employee returning to
duty on expiry of the leave.
Leave not due shall be debited against the HPL, the
employee may earn subsequently

If leave –not-due is granted and the employee resigns or

takes VR without returning to duty, then it is cancelled,
the leave salary paid to words leave not due is to be
refunded to RSP.

If resigns after returning to duty, he shall be liable to

refund the leave salary to the extent the leave has not
been earned.

Leave salary shall not be recovered if the retirement is by

reason of ill health incapacitating the employee for further
service or in the event of this death for further service or
in the event of this death .
 Not granted to newly appointed employees who are on
probation /training.

6. MATERNITY LEAVE
granted for 12 weeks
Granted for 6 weeks in case of abortion miscarriage.

7. SPECIAL DISABILITY LEAVE :

granted to an employee who is temporarily disabled on
account of personal injury caused by accident. An
employee shall not be eligible unless the disability
manifests it self within 3 months of the occurrence to
which it is attributed and the person disabled acted with
due promptitude in bringing it to notice.

8 QUARANTINE LEAVE
where inconsequence of the presence of an infectious
disease in the family or house hold of an employee at his
place of duty, residence or sojourn, his attendance at the
place of his duty is considered hazardous to the health of
other employees , a period not exceeding 21 days is
granted on the certificate of the authorized medical officer
or a public health officer. Cholera, smallpox , plague,
diphtheria, typhus fever, cenebro-spinal meningitis etc.
Are considered . Not eligible if the himself is suffering .

9 CASUAL LEAVE (CL)

 Entitled to 15 days casual leave in a calender year. In
case of transfer from one unit to another the CL at the
credit of the employee will be carried over to the
transferred unit .

SANCTION OF THIS LEAVE

Ordinarily not more than 10 days CL is granted at one spell
CL is required to be sanctioned by the sanctioning /competent
authority.
IT should not be claimed as a matter of right.

CLASSIFICATION OF EMPLOYEES

For the purpose of these standing orders of the

employees shall be classified as follows:

a. Permanent Employees means employees on

the sanctioned standard force of the workers and who
have satisfactorily completed the probationary period. If
any, prescribed for them and includes those who have
completed 12 months continuous service in one or more
posts in connection with temporary increase in permanent
work.
b. Temporary Employees means employees who
are employed for work which is essentially of a temporary
nature or who are employed in connection with a
temporary increase in permanent work for a period not
exceeding 12months, provided that in case a temporary
employees placed on probation, the period of this
temporary service shall count towards the probationary
period.
c. Probationers means persons who are
provisionally employed to fill vacancies in permanent
posts for a period not exceeding 12 months and who have
not completed their probationary period, provided that
the period of probation may be extended by the
management beyond the original period by not more than
12 months for reasons to be recoded in writing.
d. Apprentices means persons engaged for
training with a view to their eventual employment under
the company on satisfactory completion of training and
who will be paid a stipend or allowance during the period
of training however, every apprentice undergoing
apprenticeship training in a designated trade under the
Apprentice Act 1961 ( Act 52 of 1961) shall not be
governed
by these standing orders.
e. Casual Employees means employees who are
engaged for works of a casual nature.
f. “Substitutes” or “Badlis” means workmen
who are employed in posts of permanent or temporary
workmen or probationers who are temporarily absent.

IDENTITY CARDS AND PERMITS

a. Every employee will be provided with an identity

card. Badge, token or permit bearing such particulars as
may be prescribed by the management for purposes of
identification of the employees.

b. Every employee shall show his identity card, badge,

token or permit to the security guard at the gate when
entering in or leaving the works, or to the proper
 authority, a may be notified by the management , to
produce it while the employee is inside the works.

c. The identity card, badge , token or permit shall not

be transferable.

d. If an employee loses his identity card, badge, token

or permit, he shall immediately report the loss to issuing
authority , and a now be issued to him on payment of a
sum not exceeding Rs. 5/- as may be directed by the
management .

e. On the termination of service , or on proceeding on

leave preparatory to retirement, or on being suspended
from work the employee concerned shall surrender his
card, badge , token or permits to the ensuing authority.
However some sort of temporary cards or chits which
serve all the purposes of identity cards, badge, token or
permits except those employees who proceed on or
permits except those employees who proceed on leave
preparatory to retirement, or are suspended from work.

ATTENDANCE AND LATE COMING

a) all workmen shall be at work at the establishment at
the time fixed and notified under the standing order
No. 5.
 b) Employees who are required to sign in an attendance
register will mark the hour of reporting on duty and of
leaving duty.
c) Employees who are required to use time card shall
punch the card in the time clock at the time of
reporting for duty and on leaving duty.
d) An employee who is absent from duty shall be liable for
deduction of wages as provided in the payment of
wages Act. Similarly an employee who after
presenting himself for duty at the beginning is found
absent from the place of this work or duty at any time
during the working hours without permission shall be
liable to have for has wages deducted. The employee
s also liable for disciplinary action on this account.

e) If an employee is late by more than by more than 15

minutes he may be liable to be shut out for that day
and may be treated as absent without consequent
deductions of wages under payment of wages Act.
Such absence may however be allowed to be offset
against the leave due , if any at the direction of the
management .

SHIFT WORKING
a) Shift working shall be regulated in accordance with the
provisions of the factories Ac. in respect of the workers
to whom this Act is applicable. More than one shift
 may be worked in any department or section of a
department at the discretion of the management .
Notice showing the shifts shall be posted on the notice
board.
b) The Management shall be entitled by notice to after or
vary the shifts at their discretion, For altering the
hours of work of each shift, the management shall give
21 days notice as required under section 9A of the
Industrial dispute Act. 1947. Employees shall be liable
to be transferred from one shift to another . They shall
not be allowed to change their shift without
permission nor shall they leave their jobs at the end of
a shift without the permission of their incharge until
the employees have taken over from them.

c) No shift working shall be discontinued without two

months notice being given in writing to the workmen
prior to such discontinuance, provided that no such
notice shall be necessary if the closing of the shift is
under an agreement with the workmen affected . if as
a result of the discontinuance of the shift working any
workmen are to retrenched. Such retrenchment shall
be effected in accordance with the provisions of the
industrial Dispute Act (14 of 1949) . And the rules
under there under . If shift working is restarted, the
workmen shall be given notice and re employment in
 accordance with the provisions of the said Act the said
rules.

Where any registered Trade Union of workmen exists a

copy of the notice shall also be sent by registered post
within 24 hours to the secretary of such union.

STOPPAGE AND SHUTDOWN OF WORK

a) The management may at any time in the event of fire

catastrophe , break down of machinery or stoppage of
power supply epidemics, civil condition. Luck out , strikes,
affective on or more department of the company’s
business, education of shifts and adverse trade conditions,
periodical repairs, reconstruction or extension or shut
down any works, departments or section, wholly or
partially for any period , or periods, without notice, the
fact of such stoppage or shut down shall be notified by
notice pasted on the notice board.
b) In the event of stoppage or shut down for any of the
causes mentioned in clause a ) other than a lock out or
strike.
• If occurring during working hours, the employees affected
shall be notified by notice put upon the notice board a
soon as practicable, when work will be resumed and
whether they are to remain or leave their place of work.
 The employee shall not ordinarily be required to remain
for more than two hours after the commencement of the
stoppage. If the period of detention does not exceed one
hour. The employee so detained shall not be entitled to
receive wages for the whole of the time during which they
are detained as result of stoppage . No other
compensation shall be admissible in case of such
stoppage. Whenever practicable, reasonable notice shall
be given of resumption of normal work.
• If the management is unable to provide work for any of
the employees affected, the management shall be entitled
without notice, to 9 day off from work or duty all or any
such employee or employees as the management may
select for my period or periods.
• The management may in the event of the strike affecting
either wholly or partially any section or department of
the works close down either wholly or partially such
section or department affected by such closure. The fact
of such closure shall be notified. As soon as practicable.
The workman concerned shall also be notified by general
notice , prior to resumption of work as to when work will
be resumed.
• Employees in case of retrenchment or lay off will be given
benefits as provided under the industrial Dispute Act.
1947.
 CONDUCT

a) An employee shall not act any time work against the

interest of the company. An employees shall not enter
the service of or be employed in any capacity for any
purpose whatsoever and for any part of his time , by
any other person, Government Department , firm or
company, etc. and shall not have any private financial
dealings with persons or firm etc. having business
relation with the company for the sale or purchase of
any materials, equipments or supply of labour if any
or for any other purpose .

b) An employee shall at all times conduct himself soberly

and temperately , while on the works premises and
show proper respect and civility to all concerned and
shall use his best and ever to promote the interests of
the company and to maintain and promote the good
reputation thereof .
c) An employee shall avoid habitual indebtedness and
where an employee applies to be adjudges insolvent
he shall within 3 days report the fact to his department
head.
ACT OF MISCONDUCT
Without prejudice to the General meaning of the term
misconduct , the following act . and admissions shall be treated
as misconduct.

i. Willful insubordination or disobedience, whether alone

or in combination with others to any lawful and
reasonable order of a superior .

ii. The fit fraud or dishonesty in connection with the

company’s business or property.

iii. Non-observance of safety measures or rules on the

subject put upon the notice bound or interference with
safety devices or firefighting equipment .

iv. Giving false information regarding one’s name factors

name, age , qualification , previous, service, address
etc at the time of employment .

v. Habitual late attendance and/or habitual absence from

duty without leave or without sufficient cause.

vi. Neglect or negligence of duty, malingering absconding

slowing down of work or sleeping on duty including
 not doing work without a reasonable cause while
being present for duty at the work spot .

vii. Transfer of identity card, medical card, bus pass, coal

card, to another person or frequent loss of identity
card.

viii. Taking on giving bribes or illegal gratification or

indulging incorrupt practices.

ix. Assaulting or intimidating any employee or officer of

the company within the works premises or in the
companies state subversive of discipline .

x. Gambling drunkenness, fighting, riotous, disorderly on

indecent behavior in the works premises or any act
subversive of discipline .

xi. Smoking in prohibited areas notified by the

management .

xii. Sabotage or willful damage to on less of company’s

goods or property.

xiii. Willful failure to inform the management or the chief

medical officer of any contagious or modifiable disease
 (noticed by the management in this behalf) contracted
by an employee or any person residing with him.

xiv. Currying on directly, indirectly or become i.e. money-

lending business and /or other private business
prejudicial to the company’s interests.

xv. Deliberately spreading false information which a view

to bring about disruption to company’s normal work.

xvi. Holding meeting within the works premises or any of

the premises owned by the company or in its estate
without the previous written permission of the
management .

xvii. Striking work or including other s to strike work in

contravention of the provisions of any law or rate
having the force of law.

xviii. a) Unauthorized use or occupation of company land ,

quarters or properties.
b) Unauthorized sub-letting of the quarters belonging
to the company.
xx Conviction in any court of law for any criminal offence
involving normal turpitude.
xxi. Brach of any law applicable to the works.
xxii. Brach of any standing order.
xxiii. Collection or canvassing for the collection of any
money within the works premises without the written
permission of management or distributing or
exhibiting in or about the works premises any
newspapers , pamphlets, hand-bills, posters or the like
without the written permission of the management .
xxiv. Contracting another marriage (while a wife is still
alive ) without first obtaining the permission of the
management not with standing that such subsequent
marriage is permissible under the personal law for the
time being in force.
xxv. Marrying any person who has a wife living without first
obtaining the permission of the management .
xxvi. Adjusted insolvency not warranting the continuance of
managements trust and confidence which the duties of
the employee cal for .
xxvii. Abetment or attempt to commit any of the above acts
of mis-conduct.
xxviii. Intentionally giving false information pre-judicial to the
interest of the management .

PENALTIES FOR MISCONDUCT

The following penalties may for good and sufficient reasons be
imposed for misconduct.
1. The following shall constitute minor penalties :
• Censure
• Fine
 • Suspension without wages for a period not
exceeding four days.
2. The following shall constitute major penalties
Stoppage of increment
• Reduction to a lower grade or post or lower stage
in a time scale.
• Removal from service which does not disqualify
for future employment .
• Dismissal from service which disqualifies for
future employment

TRADE UNIONISM

There are total of 10 registered unions in RSP one

executive Association is also present.
a) Rourkela Shramik Sangha (RSS) - It is affiliated to
INTUC
b) Rourkela Mazdoor Sabha (RMS) –Affiliated to HMS.
c) Hindustan Steel Workers Association HSWA) –
Affiliated to INTUC.
d) Rourkela Steel Mazdoor Union (RSMU) –Affioliated
to AITUS
e) Industrial Labour Union-Independent.
 f) Rourkela Ispat Shramik Sangh-Affiliated to National
Front of India Trade Union.
g) Rourkela Workers Union-Affiliated to UTUC
h) Rourkela Ispat Karkhana Karmacharee Sangh-
Affialiated to BMS
i) Steel Employees Trade Union –Affiliated to CITU
j) Rourkela Sharmika Union –Independent .
From among the trade unions Rourkela Shramik Sangh
(RSS) is the recognized Trade Union at present. The first
recognized union of the organisation was Hindustan Steel
Workers Association which was recognized in 1962, which was
later called as Rourkela Mazdoor Sabha (RMS) recognized for
longest period from 1965.
Previously the method of recognition if unions was by the
verification of the membership of each of the union. In this
methods the local Labour Directorate used to call the unions
and verify membership of each of the unions. The disputed
list and membership was found out disputed list and
membership was found out by counting the genuine member
of each of the unions.
Presently, the methods of reorganization of trade union
is by secret ballot . In this union getting highest number of
votes is considered as the recognized trade union. In the
election field in 1999 RSS was elected as the recognize trade
union and second largest was RMS.
The tenure of an union to remain recognized is formally 3
years.
 The discretion for election lies with the state evaluations
and implementations committee. If the committee feels that a
fresh election is necessary then an election is conducted by
the organisation. The recognized union is the sole bargaining
agent in the organisation. The management deals only with
the recognized union and not with any other unions.

GRIEVANCE HANDLING MACHINERY

In order to enable workers to perform efficiently it is

important that their grievances should be redressed as quickly
as possible . In RSP there is an extensive machinery for
grievance handling.

If any employee has any individual grievance then he can

verbally ask has shift-in-charge or H.O.D or Personnel Officer
to Redress it. If the employee is not satisfied then he can
follow a secondary path instead of complaining verbally can file
a complaint in the employee. Assistance register (EAR) which is
available in every department in some issued this track is not
followed . Sometimes the grievance comes to management
from outside sources like political leaders or newspapers etc.

After a complaint is filed the work starts. A reply is given

to the employees . If he is not satisfied hen he goes to zonal
Grievance committee. There are 8 zonal and one Central
Grievance committee there are 4 persons from the recognized
trade union. Department . Finance department , maintenance
department , and personnel department . there is also a
convener who receives the complaint , examines it and collect
the case details. When the convener please the facts before
the committee, it takes decision. The decision taken is
unanimous decision but if there is need to change policy then
also it goes to CGC then also it is important that the decision
should be unanimous . It consists of 2 members from each
side if opinion officer the case goes to managing Director
(MD) . The grievances committee meets once in a week.
Through there is an extensive grievance committee most of the
grievance are settled by the shift-in-charge or HOD or
personnel officer once it is filed in the EAR or referred verbally.

Workers participation is management is one of the special

feature of RSP workers are participating in canteen
management since 1961 . RSP have 11 areas where
participative culture is found . These areas are broadly
classified in to
1. There is the presence production committed in the
organisation . The committee is two tier system.
2. Departmental production committee and (DPC)
3. Central Production Committee (CPC)
 Workers participation is management is one of the special
feature of RSP workers are participating in long term
participative culture is found. These areas are broadly
classified into :
1. There is the presence production committee in the
organisation. The committee is a two tier system.
2. Departmental production committee and (DPC).
3. Central production Committee (CPC)
This was started in 1971 by a tripartite agreement . The
members from each side i.e. union and management ranges
from 3-10 in each. But average membership from each side is
between 6-7. The members from workers side one nominated
by recognized union. Members from management side also
nominated . The HOD are the chairman of the respective
departmental production committee. A secretary from each
side is also nominated from among the members . The
secretaries decide agenda points from discussions, The central
production committee is also similar in compositions and
functioning various matters discussed in production,
committees are output., productivity , production, technical
aspects and the bottle neck in production, if need for
reorganization is felt, then decision regarding this is taken by
CPC. This committee and meets once a month.

SAFETY COMMITTEE
There also have a two tier system i.e. a) Departmental Safety
Committee (DSC) b) Central Safety Committee (CSC). The
membership pattern is same as the production committee. It
also meets once a month various safety aspects are discussed
in the committee

GRIEVANCE COMMITTEE
Grievance was the are in which 1st participate forum started.
There are 8 zonal grievance committee and a central grievance
committee. In the Zonal Committee there are four people from
workers side nominated by the recognized union and four
people from management side. There is a convener present in
each committee who receives the complaints and also
examines and collects case details. There is no chairman in
the committee. Method of grievance redressal is if 2 type ,
one is formal and other is informal. If a person feels aggrieved
then he verbally express his difficulty to shift in charge or HOD
or Personnel Officer . The workers some times come along
with union leaders to talk verbally about their grievance.
Workers also follow a secondary path. Instead of talking
verbally they file written complaints in the EAR found in every
department . It meets one in every 7 days.

WELFARE COMMITTEE
There is only one committee in RSP which is named as
township welfare and amenities committee. This committee
site once in a month and membership strength is 7 to 8 from
each side. From the management side members are from
finance, personnel, medical, material management and town
maintenance departments. The members from workers side
are recommended by the recognized union.

There are no work committee in the organisation both

management and trade union have opted against it .

RATIONALIZATION OF MANPOWER
To meet the present and future manpower needs, personnel
department makes strategic personnel planning and ensures
induction of competent personnel in the organisation.
Personnel department analysis the requirement of manpower
and existing profile on a continuous basic leading to a
systematic deployment plan, which comprises of both re-
deployment from within and recruitment for ensuring right man
on right job. An Annual manpower budget is prepared taking
care of various organizational requirements and objectives.
Besides trust is also put for optimum utilization of the human
resource by way of redeployment retraining etc.

COMMUNICATION

Communication is the lifeline of any organisation. It can

help establish a performance oriented culture in the
organisation . Communication help not only in disseminating
information to the employees, it also helps in enhancing
employees moral, including a sense of participation and
belongingness , factoring team spirit and a motivation to
perform better . To facilitate involvement of employees in all
spheres of their activity personnel department facilitates
various structured communication programmes etc.

MDS MASS CONTACT EXERCISE : With an aim to synergies

employees towards organizational goals. A unique and
unprecedented programme started on 19.04.2002. It is held
once in a week. Where around 500 employees participate and
contribute their constructive idea I suggestions for growth of
the organisation and interact with the managing Director. A
presentation right lighting the areas of concern and good
performance is also made to aware the important issues
affecting the plant and the employees.

General Managers Communication Meeting : Every

General Manager holds a monthly meeting of groups of
employees of his are of control and major departmental
issues , action plans, performance highlights etc. are discussed.

HOD’s Communication meeting : Heads of departments

hold weekly/fortnightly meeting with employees where
departmental issues , safety aspects, improvement plans etc
are discussed.
Sectional IN – Charges communication meeting : Sectional in
charge of Major units hold weekly meetings of employees to
discuss day to day shop floor issues.

Issue Based workshops : It is held whenever required and all

agencies concerned with the issue are encouraged to evolve
improvement plans.

SAFETY PROVISIONS

INTRODUCTION
An integrated steel plant involved a series of complicated and
dangerous activities. So it becomes essential to ensure the
safety of workers. Any activity without any unexpected loss
event or incident where there is loss is called safety . It
becomes important to ensure the safety of workers because of
the following activities.
 • Moving machinery
• Transferring of molten metal.
• Moving automobiles.
• Moving parts.
• Moving locomotives
• Movement of heavy loads.

There is a separate safety engineering department in RSP .

Headed by AGM and are total 31 staffs in the department work
is divided mainly into 3 parts .

i. INVESTIGATION OF ACCIDENTS
investigates each and every accident . This helps to
know the exact cause of accident and by this, the
loopholes could be predicated . If a person remains
absent for 48 hours after an accident . Then it is
reported to the factory inspector who conducts a separate
investigation about the accident .

ii. INSPECTION OF ACCIDENTS

Inspection of an accident is important to determine the
cause of the accident . The cause of the accident can be
broadly divided into
• Unsafe conditions.
• Unsafe practices.
It after inspection it is observed that some unsafe condition
existed then steps are taken to improve the condition.

3. TO MAKE PERSON AWARE OF ACCIDENTS

Following methods involve :
Safety campaign .
Safety hoarding slogans etc.
Safety posters bulletin publications.
Safety training for 1 day or more.
Campaigning in TV or Radio.

Safety provisions within the plant are according to the factories

Act 1948. Different department in the organisation , organise
various competitions like safety quiz, safety slogans, safety
posters, etc. and workers are encourage to participate in the
same . The posters prepared by the workers and slogans
written by them are displayed. The best judged ones are given
prizes in the ceremonies. The hoardings are prepared based
on these posters and slogans. There are a large number of
varied hoardings through out the premises of RSP which bear
the message of safety exampled . The campaign the
posters., Slogans and hoardings help to motivate the workers
as well as the executives to obey the safety rules. RSP also
provides with helmets, goggles, gloves, aprons and shoes to
the workers free, in order to ensure that the workers used the
safety devices while at the work place.
 Also there is the presence of nearly 41 departmental and
1 Central Safety committee in RSP. The membership from
each side i.e. the management and from the recognized trade
union is by maximum 10 and minimum 7 . The departmental
safety committee meet every month and monitor the safety
provisions provided by the department. Also decides the
actions to be taken to ensure maximum safety to the worker.
The central safety committee monitors the activities of DCS’s
and also makes the safety policies of the organisation.

WELFARE

The need for legislation in the field of labour has provided

the necessary welfare facilities. The only remedy in such cases
it to make some welfare facilities compulsory. According to
factories Act 1948 and Orissa Factories Rules 1950 some
selected welfare facilities are given. They are two types of
welfare facilities.
1. Statutory and 2 Non Statutory.

STATUTORY
Drinking Water
• In every factory where 250 or more workers are ordinarily
employed shall be made for cool drinking water facilities
available
• All drinking water points hall be logically marked. Drinking
water in a language understood by majority of the workers.
LATRINES AND URINALS
• In every factory sufficient latrines and urinals
accommodation o f prescribed shall be provided all
workers at all time.
• Separate enclosed accommodation shall be provided
for both male and female workers and shall be
adequately lighted and ventilated.

WASHING FACILITY
• In every factory suitable for washing facility provided
and maintained .
• Separate and adequately screened facilities shall be
provided for male and females workers.

SITTING FACILITY :
In every factory shall be provided and maintained for all
workers obliged to work in a standing position. In order that
they may take advantage of any opportunities for rest. Which
may occur in the course of their work .

FIRST AND APPLIANCE :

Every factory shall be provided with first aid boxes and
cupboards and they should be maintained to be accessible
during all working hours. In every factory minimum 150
workers ordinarily employed.
 CANTEENS
In every factory more than 150 workers ordinarily employed
adequate suitable shelter or rest rooms and lunch room and
drinking water facilities
Any canteen maintained under provision of Sec-46 shall be
regarded as a part of the requirement .

CRÈCHES
• In every factor more than 30 women workers are ordinarily
employed there shall be provided and maintained a suitable
room or rooms for the use of children under the age of 6
years of such women
• The State Govt. rule –I the provision of any factory of free
milk or refreshment of both for such children.
• Requiring that facilities shall be given any factory for
mothers of such children to feed them at necessary intervals

NON STATUTORY
House rent allowance
The company provided house rent allowance or accommodation
facility . Facilitate depends upon the designation of the
employees . The quarters are build for the employees .
Conveyance Facility
Conveyance facility in the form traveling allowance are given
is depends upon the designation of the employees.

Every year two months allowance is given as maintenance

charges. Company also provides bus facility for its employee
local traveling expenses. The company pays to self and family
the concession for traveling to ones home town or any other
place in India once each in a block of 4 years.

Medical Facilities :
Medical check up for every employee once a year . there is a
hospital that is run by the Plant . It is called the Ispat General
Hospital (IGH) . All employee of the company including their
family members , father , mother , spouse , children and
dependant brother or sister upto the age 21 years are given
free treatment . Provisions for referrers treatment is given if
needing specialized core . They have tie up with all the major
hospital in India such as CMC at Vellore . There is an
occupational health center inside the plant . the company also
maintain health center outside the plant such as two or three
sector having one health center

Educational Facilities :
There are schools that are maintained by the plant . The
employees children are given educational at a minimum
amount such as Rs. 15 /- per month .

Employee family benefit scheme

This scheme provide monetary benefits to the family incase of
death or total disablement . The spouse or the dependants,
are given the salary of the employee until the period of
superannuation of the expired or disable employee . For this
the provident fund ha to be deposited in the company which
well be given back at the time of superannuation.

Libraries
There are two libraries that are maintained by the company
Max Mullaer Library and Gopabandhu Library .

Parks
Many parks are maintained by the Steel Plant such as Indra
Gandhi Park, Jublee Park and the Deer park . Among this Indira
Gandhi Park is the largest , which spread over 40 acres of
land and has zoo in it .

Coolers
Coolers are provided for workers for every 150 workers one
cooler is provided .
Telephone facility
GM and above cadre employees are provided with telephone
facility . There is intercom facility in all offices of RSP . Some
important executives are provided with intercome facility at
their quarters.

MOTIVATION

Motivation is the core of management

Motivation is an effective instrument in the hands of the

management in inspiring the work force. It is major task of
every manager to motivation his subordinates or to create the
will to work among the subordinate.

Motivation is one of the most important factors affecting

human behaviours and performance . This is the reason why
manager attach to the motivation. The level of the
performance of or employee is a function of his abilities and
motivation. The first determines what he will do. Where there
is a strong positive motivation , the employee out put
increases, but where it is negative or a weak positive
motivation, his performance level is low . One of the key
elements in personnel management is motivation.

While a motive is energizer of action, motivating is the

channel is action and activation of motives motivation is the
work behaviours itself. Motivation depends on motives and
motivating , therefore it become a complete process.

MOTIVATIONAL SCHEMES IN ROURKELA STEEL PLANT

Rourkela Steel Plant one of the pioneering units of the steel
authorities of India Limited is the hole mark of excellence in
the steel making scenario of India today. It has production
capacity of 12 million tones crude steel is a free component of
India’s Industrial infrastructure.

In this organisation there are various factors which affects the

productivity experience shows that has succeeded in improving
their productivity by quality circle, total quality in
management , quality of work life, employee empowerment or
through some other activities. Among all their the most
important factor which increased the productivity of the
organisation is achieved by increased employee motivation.

A high performance work place provides employees with

incentives, information , skills and responsibility to make
decision for innovation, quality improvement and repaid
responses to change . Such as environment exist in Rourkela
steel plant which integrates its business human resources of
technology strategies are make this organisation a successful
one .

In RSP there are around 23 thousand employees working inside

it including all levels . Therefore RSP implement and follows
deferent motivational and welfare scheme for different levels of
employees to give more and better satisfaction to them. The
schemes are briefly describes as below :

MOTIVATION SCHEMES
In RSP there are various motivational schemes , which are
given below .
Schemes for sponsoring executives for higher specialized
education and training .
• Incentive scheme for acquiring professional qualification.
• Incentive scheme for national and all India award winners.
• Incentive scheme for promotion small family norms.
• Long service award
• Incentive scheme for promotion and progressive use of
Hinds.
• Keryalayeer Hindi Diploma course for promotion of use of
Hindi in office the above motivational schemes are explained
below .
• Scheme for sponsoring executives for higher specilised
education/ training .

OBJECTIVE
To enhance the managerial and professional ability of
executives and make use of special courses available for that
propose in recognized institutes and institution of eminence .

SCOPE
The scheme will be applicable to all levels of executives for
recognized professional courses only. The courses cowed
would be in the following awes.
General management programme
Special programmes in the areas of engineering and
technology or other functional disciplines
Specialization courses for medical executives.

TYPE OF SPONSORSHIP
Sponsorship may be allowed as indicated below

A. INDIVIDUAL INITIATIVE :
 i. Part time /correspondence courses where absence
from duty is not required for passing the course.
ii. Leave for prosecuting higher studies or for specialized
training in India or abroad on the basis of scholarship
received by the employees.
iii. Sponsorship with limited or full financial commitment.

B. COMPANY INITIATIVE
i. Sponsorship by the company for special
courses/training in India or abroad based on
company’s need and succession/career plan .

INSTITUTION COURSES :
Sponsorship with any financial commitment from the company
shall be made only for the following courses/categories of
intuition.

i. Management courses of IIMS, XLRI, amna Lal Bajaj

Institute of Management .
ii. Engineering and Technical courses of IITS R IISC
iii. MD/MS/MDS/MCH and Super specialization course for
medical executives .

ELIGIBILITY FOR SPONSORSHIP :

Except during training period any executive may be sponsored
for /allowed to under table any part time /correspondence
courses subject to the member as may be decided by the plant
use to 20 that the company’s working is not hampered by
executive undertaking such courses in large numbers
simultaneously.

1. In fulltime regular courses/sponsorship , the following

eligibility shall be required.
2. Minimum 3 types of service in executive cater.
3. Normally less than 40 years of age .
4. Consistent good performance on the job.
Grant leave/financial Assistance of sponsorship.
• For part time /correspondence courses no financial
assistance shall be given by the company .
• For normal study leave 2 years for specialized study leave
up to 3 years like medicate . They earn half pay
leave/committed leave.
• For prosecuting full time higher level courses where
sponsorship is required by the institution and by virtue of
being employed, the executive on admission will not get
financial benefit from the institution , which would normally
be equitable to other participants.
Incentive scheme for acquiring professional qualification.

Objective :
To motivate employees to strive for self development through
improving their knowledge and professional competence by
undertaking advanced studies relevant for the business of the
company as well as their functions.

Poling :
Employees shall be given lamp son incentive when they acquire
additional qualifications as specified and relevant for their
effective functioning in the company .

Scope
This scheme shall all employees of the company below the
Bowed level including management trainees.

1. employees acquiring professional qualification will

be paid an incentive of Rs. 10000/-.
2. the payment of incentive on acquiring the
certificate of proficiency in boilers operations from a
recognized bowed or institution of the Government is as
follows .
i. For 2nd class certificate = Rs. 1000/-
ii. For 1st Class Certificate – Rs. 2000/-
iii. Degree in boilers engineering or equivalent
Rs. 5000/-

Procedure
• An eligible employee may apply for the
incentive may apply for the incentive under the scheme
through propose channel.
 • The employee would be eligible for lump
sum incentive amount us applicable on the date of his
acquiring the qualification on submission of proof of passing
the examination .

Temwe :
This scheme can be amended /altered /withdrawn at the
discretion of the chairman SAIL without any notice or
assigning any reason there off. Further the chairman resaves
the right to includes/date any qualification in firm the list of
professional qualification .
Approved Professional Qualification :
On acquiring following qualification incentive may be sanction
to the employee irrespective of the week they are working in
subject to other eligibility factors.

No of qualifications :
1. Doctorate/Masters Degree/Bechelor’s Degree or
equivalent in nay discipline of engineering or diploma in
any discipline of engineering .
2. Final examination of the institute of cost and works
accountants /final examination of the chartered
accountants of India or UK
3. MBA from following institutes/naiveties Indian Institute of
management (IIMS)
XLRI – Jamshedpur
XIIM – Bhubaneswar
Jamnalar Bajaj Insititue, Mumbai faculty of management,
University of Delhi.
4. Post Graduate Degree/Diploma in any discipline of
medical success
5. MSC (Nursing)

CASM INCENTIVE SCHEME FOR PROMOTION SMALL

FAMILY NORMS
• Those employees (or their spouses) who undergo
setrilisation operation offer one or two living children, will
be allowed one time cash incentive of Rs. 2000/-

• Those employees (or their spouse) who undergo the

sterilization operation after having more than two living
children may be allowed one cash incentive of Rs. 200/-

• One time cash incentive for IUCD insertion may be paid at

the rate of Rs. 50/-

• Employees (or their spouses) who undergo sterilization

operation, may be allowed the incentive given by the
 respective state Governments in addition to the
incentive provided by the company.

• The condition for eligibility of employees for grant of cash

incentives and other related terms and conditions would
be as follows.

• For entitlement of the cash incentive, the employees must

be within the reproductive age group.

• In the case of male employee this would near that he

should not be over 50 years and his wife should be
between 20 to 45 years of age . In the case of a female
employee she must not be above 45 years and her
husband must not be over 50 years of age.

• The sterilization operation must be conducted and the

sterilization certificate must be issued by on authority of
the company’s hospital or under the auspices of the
Central government Health Scheme. Where this is not
possible the sterilization certificate issued by a state
Government hospital or an institution recognized by the
Central Government for the purpose, will suffice . Medical
certificate for sterilization operation form a private
nursing home/hospital which is approved by the state
 government as center for sterilization can be accepted as
a proof of family planning operation.

• The benefit of special causal leave for undergoing

sterilization operation a provided in the SAIL leave rules
shall be uniformly allowed to all employees irrespective
of the number of children after which the operation in
under gone.

• Employees undergoing baroscopic sterilization will be

entitled to incentive as also special casual leave as
provided above.

• Combination of special casual leave granted in correction

with family planning with other regular leave is
permissible .

LONG SERVICE AWARD SCHEME

Objective to recognize the long services rendered by
employees and give them suitable gifts as a taken of
appreciation of their services.

Scope
The scheme shall be applicable to all regular employees of
the company.
 Eligibility
a. An employee who complete 258 years of service in the
company will be eligible for the award scheme.
b. The award will be further subject to the condition that
the service record of the employee in satisfactory to be
so certified by the Head of Department concurred.
c. The service rendered in MSL/BSL and erstwhile
subsidiaries of SAIL would also count for reckoning 25
years of continuous service provided such service is
continuous without any break . the employee in whose
case there has been a beak in service on account of
resignation or termination or where continuity of service
has not been agreed.
d. Periods of deputation of employees to other
organisation are recognized for the purpose of the
covered.
e. In the case of Graduate Engineers/Management
Trainees/Graduates Trainees/Graduate Apprentice
Senior operative Trainees/ Junior Operative Trainees,
the period of training will also be taken into account as
service for the purpose of the award.
The award
• The award would be a dinner set made of starless steel
produced at Salem Steel Plant.
• The award will be presented every year to the eligible
employee or 24th January which is the elate of
incorporation of SAIL, in a special function to be
 organized for the purpose at the unit level. Employee
who complete 25 years of service till 31st December of
the preceding calendar year will be considered for the
award.
• The employees of SAIL wil be suitably inscribed or the
dinner set.
• The employees will also be presented a certificate or the
occasion suitably commander their long service to the
organisation.
• After the presentation of wards, high tea will hosted by
the company for the award winner and there will also be
a group photograph.
• One copy of the photograph , properly mounted will be
given to each of the award winners.
• Ex-employees who are stationed outside are not required
to at lend the function to receive the award. The award
may be sent to the eligible ex-employees by registered
post.
Operation of the Scheme.
The number of award winners for every ensuing year will be
intimated to the central marketing by the unit at least six
months in advance. Based on this orders will be placed
centrally by the central marketing organisation for the
required number of dinner set. Central marketing
organisation will arrange to dispatch the consignment
directly to the units.
 The company reserves to itself the right to amend
/moodily /alter or cancel the scheme at the discretion
without any prior notice.

INCENTIVE SCHEME FOR PROMOTION OF PROGRESSIVE

USE OF HINDI IN DAY TO DAY OFFICE WORK

Objective
• To encourage employees acquire qualification in the
Hindi as language and the Rajbhawana Hindi a in their
official work.

• To comply with the provisions of the official language

Atc 1963, the official language Rules 1976 and the order
issued from time to time by the Government of India
regarding the Hindi teaching scheme and the use of
Hindi as official language.

Policy.
• To ensure increasing use of Hindi in the official work in
SAIL

• To sponsor employees not having working knowledge of

Hindi, to acquire qualification in Hindi under the Hindi
Teaching scheme of the Government of India .

• To provide training to English stenography Pas/EPSS in

Hindi stenograph.
• To provide training in Hindi Typewriting to those
distance Sr. Acquiring whose job normally involved
English typing .
• To liberalize the Hindi incentive scheme of the Govt. of
India and to provide better incentive or :
 i. Acquiring qualification in Hindi
ii. Passing Hindi stenography/Typewriting examination.
iii. Doing official work in Hindi exclusively or in addition
to English .
Scope
• This incentive scheme shall cover all employees
of the company excluding the daily rated staff, contract
labour, messengers, security guard, driver, teas boys,
stewards etc. and operational staff.

• Deputations in the company’s service or

company’s employees or deputation outside shall not be
covered under this scheme.

• Employees posted in the Hindi cell or those

appointed for doing Hindi work and posted in other
departments /sections shall not be covered under this
scheme , except as otherwise provided in the incentive
scheme in RSP there should be some welfare schemes are
available for employees which will be help to motivate them
for their work of day to day lime which will be described.
 CONCLUSION & SUGGESTION

CONCLUSION
Keeping the above project and discussion in view the following
are some of the conclusion:
I find that there is a two way communication process in
organisation. Where is the employees closely interest with the
superior and discuss their ideas and fillings. This
communication help for growth of organisation.

Training and development was given attention with opportunity

to utilize the acquired skills in the work place. And the present
skill development program was also satisfactory.
All through, grievances redrassal system was active in RSP but
there were no pending records of grievances because mutual
communication has held with the issue very intelligent.

To maintaining better IR situation between employer and

employee. The employers are exercised many motivational
schemes. When the employer starts any motivational scheme
employees feel that employer care for them and they try to
give better performance. If brings both the parties more
closure and makes a good relationship.
SUGGESTION
It is very difficult to give suggestion in order to make more
effective the relationship between employer and employees. I
think that trade union, management and individual employee
can develop better I.R situation. The significance roll of RSP
based on our study we think the following suggestion shall be
implemented for the development off RSP.
In the field of better relationship between employer and
employee and expansion of RSP. RSP provides a large number
of water cooler and taps for the drinking water. Through the
plant but some people have grievance the water is not purified
properly and the taps are not clean properly. Management
should inspect this at regular interval and necessary steps
should be taken in this regard.

The studies shows that the latrine and urinals are not cleaned
properly which creates dissatisfaction among the employees.
Therefore latrine and urinal should be clean properly and in
regular interval it should be inspected because it helps in
maintaining good health of the employee.

The canteen facilities need some improvement some

appropriate authority should check the quality of food at a
regular interval.

BIBLIOGRAPHY
 • C.S. Venkata Ratnam – INDUSTRIAL RELATIONS.
• P.R.N.Sinha, Indu Bala Singh, Seema Priyadarshini
Shekhar - INDUSTRIAL RELATIONS, TRADE UNION AND
LEGISLATION.
• P.Subba Rao - HUMAN RESOURCE MANAGEMENT AND
INDUSTRIAL RELATIONS.
• Mamoria & Mamoria Gankar- DYNAMICS OF INDUSTRIAL
RELATIONS.
• P.L. Mallik- INDUSTRIAL LABOUR LEGISLATIONS

JOURNALS & BOOKS

• Rourkela Steel Plant Panorama
• Standing Order of R.S.P.

CONTENTS

SAIL AT A GLANCE - Chapter -I

ORGANISATION PROFILE OF RSP. - Chapter –II
HR PRACTICES - Chapter –III
• RECRUITMENT
 • TRAINING AND DEVELOPMENT
• PERFORMANCE APPRAISAL
• PROMOTION AND TRANSFER
• PAYMENT OF WAGES
• PAYMENT OF BONUS AND OTHER
ALLOWANCE
• LEAVE RULES
• CLASSIFICATION OF EMPLOYEES
• IDENTITY CARD AND PERMIT
• ATTENDANCE AND LATE COMING
• SHORTAGE AND SHUTDOWN
• CONDUCT
• ACTS OF MISS CONDUCT
• GRIEVANCES HANDLING MACHINERY
IR SCENARIO - Chapter -IV
• TRADE UNIONISM
• MANPOWER
• COMMUNICATION
• SAFETY PROVISION
• WELFARE
• DISCIPLINARY ACTION
• MOTIVATION
CONCLUSION AND SUGGESTION - Chapter -V
BIBLIOGRAPHY