Chirag Final Project

8/8/2019 Chirag Final Project

http://slidepdf.com/reader/full/chirag-final-project 1/80

Welfares measures

INTRODUCTION

Labour Welfare is an important fact of industrial relations, the extra

dimension, giving satisfaction to the workers in a way which even a good wage

cannot. With the growth of industrialization and mechanization, it has acquired

added importance. Employers need an added stimulus to keep body and soul

together. Employers have also realized the importance of their role in providing

these extra amenities. And yet, they are not always able to fulfill workers demand

however reasonable they might be. They are primarily concerned with the viability

of the enterprise. Labour welfare though it has been proved to contribute toefficiency in production, is expensive. Each employer depending on his priorities

gives varying degrees of importance to labour welfare. The committee on Labour

Welfare (CLW), formed in 1969 to review the labour welfare scheme, described it

as social security measures that contribute to improve the conditions under which

workers are employed in India.

Welfare means faring or doing well, it is a comprehensive term,and refers, to the physical, mental, moral and emotional well-being of an

individual. Further the term Welfare is relative concept, relative in time and space.

It therefore, varies from time to time, from region and from country to country,

Labour welfare, also referred to as betterment work for employees, relates to

taking care of the well-being of works by employers, trade unions, and

governmental and non-governmental agencies. It is rather difficult to define the

term labour welfare precisely because of the relativity of the concept reported the

royal commission on the labour.



Welfares measures

In a resolution in 1947, the ILO defined Labour Welfare as “Such

services, Facilities, and Amenities as adequate Canteens, Rest and recreation

facilities, arrangement for travel to and from work, and for the accommodation of

workers employed to a distance from their houses, and such other services,

amenities and facilities as contributed to improve the conditions under which

workers are employed.

However, the ILO at its Asian regional conference defined Labour

Welfare as a term which is understood to include such services, facilities and

amenities as may be established in or in the vicinity of undertakings to enable the

persons employed in them with amenities conductive to good health and highmodel. Labour welfare has two aspects negative and positive. On the negative side

labour welfare is concerned with counteracting the baneful effects of the large

scale industrial systems of production especially capitalistic, so far as India is

concerned on the personal/family, and social life of the worker. On its positive

side, kit deals with the provision of opportunities for the workers and he/her family

for a good life as understood in its most comprehensive sense.



Welfares measures

COMPANY PROFILE

MAIN HIGHLIGHT

The Dredging Corporation of India Limited (DCI) was established in

the year 1976 to provide dredging services to the Major ports of the country in

India. DCI is a pioneer origination in the field of dredging and maritime

development. DCI is fully equipped to offer the complete range of dredging and

allied services to the users in India and abroad, to provide the vital inputs for the

national development. Its Head Office is strategically situated on the east coast of

India at Visakhapatnam; DCI helps to ensure continuous availability of the desired

depth in the shipping channels of the major and minor ports, Indian Navy, Fishing

Harbors and other maritime organizations. It further serves the Nation in a variety

of ways, be it capital dredging for creation of new harbors, deepening of existing

harbors or maintenance dredging for the upkeep of the required depth at various ports along the 7,500kms coast line of India.

DCI owns most modern and sophisticated fleet consisting of 2 Cutter

Suction Dredgers and 10 Trailer Suction Dredgers.

DCI is an M.O.U. signing company with Government of India.

DCI is a schedule B & a MINI RATNA-CATEGORY-I Public Sector Enterprise.



Welfares measures

DCI is one among the Public Sector Undertaking of India in which

the Government has disinvested it’s share holding. The share of the company is

listed at Delhi, Mumbai, Calcutta & National Stock Exchanges.

Profile of the Dredging Corporation of India Limited:

The economic growth of a country depends upon the utilization of

natural resources. The exports are strengthening the country. These exports are

made from one country to another country by air, sea, land. India is covered with

three sides by sea and therefore exports can be made by sea. The major and minor

ports of India will take up export activities or Import activities, only when thecoastal area facilitates the arrival of ships, and maintenance of the depth of the port

area is possible only by Dredging. So, the main objective of the Dredging

corporation of India is to see that the depth of the coastal area is maintained,

thereby facilitating the export of our country.

Dredging Corporation of India started its functioning from 29 th April,

1976 with the objective of offering full time services of capital as well asmaintainence and inland dredging. With the liberalization of economy, the

company is facing competition from the Dutch and Belgium dredging companies

and this is expected to increase in the years to come.

Dredging Corporation of India presently consists of sophisticated

dredgers which fulfill the needs of the changing times and the competitor’s

situation. Dredging Corporation of India improved a lot in the area of dredgingcapacity. Dredging Corporation of India successfully completed various projects at

major and minor ports as well as for the navy and the shipyards. Dredging

Corporation of India has undertaken the projects like establishing inland



Welfares measures

waterways, maintenance of depths in the shipping channels of the ports and also

undertakes the projects to establish waterways.

.

The head office of Dredging Corporation of India is strategically located

on the eastern sea board of India at Visakhapatnam. Dredging Corporation of India

helps to ensure continues availability of the desired depths in the shipping channels

of the major and minor ports, Indian navy, Fishing harbours and other maritime

organizations. The horizons of dredging activities are fast expanding worldwide

and its services are increasing in demand and put to use in the area of environment protection, tourism, flood control, irrigation, power generation, port development,

mining, reclamation, lying of odd-shore pipelines and so on.

The governments of India setup the central dredging organization

(CDO) in 1966 by acquisition of two small dredgers, with the main objective

offering dredging assistance to minor ports. In 1971, two large and sophisticated

dredgers were acquired cater to the capital dredging requirement of major ports.Further expansion was sanctioned in 1973.

The ministry of shipping and transport was operating the dredging and

other floating crafts held by the CDO. The company experienced difficult in the

operation of their dredger. Hence, the government of India has the entrusted the

work of operation of dredging and other crafts of the shipping corporation of India

(SCI) on agency basis. The growth on the size of full and tremendous increase inSCI’s own operating made it necessary for the government to review their existing

arrangements to evolve a sound organization.



Welfares measures

Formation of Dredging Corporation of India:

Date of Incorporation – 29 th April, 1976

Paid Up Capital – Rs 28 CroresDate of Commercial operation – 1 st April, 1977

Mission:

To Provide Integrated dredging and related marine services for promoting the

country’s national and international maritime trade, beach nourishment,

reclamation, inland dredging, environment protection and ultimately to become a

global player, in the field of dredging.

Objectives of Dredging Corporation of India Limited:

The main objectives of Dredging Corporation of India are to obtain self-sufficiency in the fields of dredging throughout the country and to meet the capitaland maintainence dredging needs of the ports.

These objectives are divided into two types:

1. Macro Objectives :

The Dredging Corporation of India will conduct business to achieve

self-reliance and self sufficiency in the filed of dredging, land

reclamation, storage, marine salvage etc.

To promote technical co-operating among development countries.

To render consultancy services in the field of dredging and other

related marine serviced.As a public sector enterprise, the corporation

would serve national interest while discharging its responsibilities.



Welfares measures

2. Micro Objective:

To meet the dredging requirements of the ports, Indian Navy etc.,

Dredging Corporation of India has to acquire additional dredgingequipments.

To establish the second corporate management practices with a

suitable corporate structure to meet the present and future needs of

the corporation of with long range planning in all its functional levels

and development programs.

To become a model employer by providing good working

conditions, better management development and training programs

and providing better amenities to the employees with aim of

maintaining harmonious industrial relations.

To improve its productivity by optimum utilization of resources,

which improves technology and by reducing costs with cost

substitution etc.

DCI – Towards a Bright Future:

In order to meet the increasing demands of the future, DCI has ambitious

plans to procure more Trailer suction hopper dredgers and cutter suction dredgers

to increase its dredging capacity and to upgrade its existing fleet as well as expand

its services in India and started.

With a dedicated team of Professionally qualifies and experienced personal, who

constitute the backbone of the organization, DCI is fully geared it meet the any



Welfares measures

kind of dredging challenges in the time to come and is confidently looking forward

for a bright future.

List of DCI Offices

Visakhapatnam head office

New Delhi Regd office

Chennai(MNOI) project office

Mumbai project office

Paradip project office

Kolkata project office

Visakhapatnam project office

Kochi project office

Mangalore project office

Haldia project office

Nagapattinam project office

Rameswaram project office

Activities Performed by DCI:



Welfares measures

DCI – Achieving success internationally With a wide range of facilities

and resources at its command, supported by an adequate complement of

infrastructural facilities and dependable base of know-how, DCI meets the

dredging challenges not only in India but also in other countries.

In 1997, DCI was awarded a US $ 10 million contract for the

management of Yanbu construction port on the Red Sea, 350 KM. North west of

Jeddah, kingdom of Saudi Arabia, for three years.DCI services include pilot age,

tugging, Berthing, un-berthing and mooring of ocean going cargo ships,

supervision of cargo handling operations, maintenanace and upkeep of port

facilities and establishment of services. In addition to this, DCI has efficiently

performed stevedoring services yanbu construction support port during 1981 to

1983. During the period 2001 to 2002 DCI executed shore pumping and

reclamation works at TaichTung Harbour, Taichung Tiawan.

DCI has also been receiving enquiries for dredging in the middle and

south east. Departmentalization and its functions: In the head office of DCI

Limited at Visakhapatnam they are six departments and they are:-

1. Operation Department

2. Marketing Department

3. Technical Department

4. Finance Department

5. Human Resource Department

6. Vigilance department



Welfares measures

Operational Department:

This department Monitors and supervises the project units, interests with clients

and operations department at the Headquarters. Moreover in case of any

requirements deviating from those in contract efforts are made to resolve at project

level and appraise the operation department.

Marketing Department:

This department is responsible for the market stability and potential, both India

market and International markets are responsible till secure the work orders.

Technical Department:

This department is responsible for the following purposes

a) Repairs, Maintenance and defects dredgers and auxiliary crafts and

equipments and fleet modifications.

b) Purchases, Storage, Transport and control Spares and stores and inventory

control of spare parts.

c) Development and fuel and Lubrication.

d) Inspection of plant and equipment and certification.

e) Technical support for project units and identification of reliable workshops.

Finance Department:

This department is responsible for the following purposes.



Welfares measures

a) Development and maintenance of accounting policies, Internal and external

financial policy and control system.

b) Financial analysis and contract view and report to Board of Directors andGovt. of India.

c) Personal and financial accounts.

d) Internal financial and co-ordination with external auditing authorities.

Human Resource Department:

This department is responsible for the following purposes:

a) Manpower planning

b) Recruitment and Training.

c) Job Analysis, Evaluation maiatenace, Performance Evaluation, and

organizational support services.

d) For facilitating speedy and effective decision, the organization has a

management information system division whose functions are :

i) Data acquisition, evaluation and reporting to the concerned

departments and chief executive.

ii) Appraisal for project and Dredge performance.

iii) System engineering and automation ion board dredgers.



Welfares measures

Vigilance Department:

The department conducts inspections and supervises, checks at the head office and

the project offices. Depending on the outcome of the inspections, suggestions for the system improvements were made to the concerned departments and punitive

actions are initialized against officers who misconduct. Orientation training

programs were conducted for the executives on vigilance related matters.

DEFINITION OF THE STUDY

This project is intended to determine the whether employees are really satisfied

with welfare measure, expectationof employees about welfare, work environment

of employees of the organization.

In this project the researcher to know the labour welfare measures and to study

various dimensions of employee welfare measures as perceived by the worker and

to the perception of the respondents regarding various welfare measuresprovided

to them and to suggest suitable measures to enhance HRD interventions used to

improve welfare facilities.

PURPOSE OF THE STUDY



Welfares measures

• To know how welfare measure system are being conducted in the DCI.

• To know about the welfare facilities being provided to the employees in

DCI.• To know the level of satisfaction of the employees in the

organization.

• To know the functions of the organization how they really

functioning about the policy for better results.

Scope and objectives

The study is carried out with following objectives:

1) To study the existing welfare measures in India as per the Factories Act.

2) To probe into the employee welfare measures and services provided by

DCI.

3) To study employees satisfaction towards welfare facilities provided by

DCI.

4) To offer suggestions on the basis of result of the empirical study in order

to improve the welfare measures in DCI.



Welfares measures

LABOUR WELFARE

INTRODUCTION:

Employee or labour welfare is a comprehensive term including various

services, benefits and facilities offered to employees by the employer. Throughsuch generous fringe benefits the employer makes life worth living for employees.

The welfare amenities are extended in addition to normal wages and other

economic rewards available to employees as per the legal provisions. According to

Dr.Parandikar, “Labour welfare work is work for improving the health, safety and

general well being and the industrial efficiency of the workers beyond the

minimum standard laid down by labour legislation”. Welfare measures may also

be provided by government, trade unions and non-government agencies in addition

to the employer. The basic purpose of labour welfare is to enrich the life of

employees and keep them happy and contented. Welfare measures may be both



Welfares measures

statutory and voluntary. Labour laws require the employer to extend certain

benefits to employees in addition to wages. Voluntary benefits are the result of

employer’s generosity, enlightenment and philanthropic feelings.

Importance of Labour Welfare Measures:

The significance of Welfare measures was accepted as early as 1931,

when the royal Commission on labour stated: The benefits are of great importance

to the worker which he is unable to secure by himself. The schemes of labour

welfare may be regarded as a wise investment because these would bring a

profitable return in the form of greater efficiency.

The working environment in factory adversely affects the health of

employees because of excessive heat or cold, noise, fumes, dust and lack of

sanitation and pure air. Such oppressive condition create health problem for

workers. These have to be contained through preventive steps aimed at improving

the lot of workers.

A Second reason in favour of welfare work is called the ‘Social

invasion of the factory’. Workers face lots of adjustment problems when they take

up factory work. The congested environs, noisy machines, slum areas, monotonous

jobs impact the psyche of ruralities who come to cities in search of jobs. To escape

from such trying conditions, the worker absent himself, becomes irregular and

shows signs of indiscipline. Such changes - known as the social invasion of the

factory - call for extra inducements in the workplace in addition to normal wages,

so that the worker begins to enjoy a fuller and richer life.



Welfares measures

Another social reason pointed out by the labour investigation

committee reads thus: “the provision of canteens improves the physique;

entertainment reduces the incidence of vices; medical aid, maternity and child

welfare services improve the health of the workers and bring down the rates of

general, maternal and infantile mortality; and educational facilities increase their

mental efficiency and economic productivity”.

DEFINITION

“ LABOUR WELFARE refers to all those efforts of employers, trade unions,

Voluntary organisations and governmental agencies which help employees feel

better and perform better”

“LABOUR WELFARE is a term which must necessarily be elastic, bearing asomewhat different interpretation in one country from another, according to thedifferent social customs, the degree of industralisation and educational level of theworkers”

The Labour Investigation committee (1944-46) includes under labour welfareactivities "anything done for the intellectual, physical, moral and economic

betterment of the workers, whether by employers, by government or by other



Welfares measures

agencies, over and above what is laid down by law or what is normally expected as per of the contractual benefits for which the workers may have bargained."

Purpose of Labour Welfare Measures:

• Enables workers to have a richer and more satisfying life.

• Raises the standard of living of the workers by indirectly reducing the

burden on their pocker. Welfare Measures will improve the physical and

psychological health of employees, which in turn, will enhance their

efficiency and productivity.

• Absorbs the shocks injected by industrialization and urbanization on

workers.

• Promotes a sense of belonging among workers, preventing them from

resorting to unhealthy practices like absenteeism, labour turnover, strike,etc. Welfare work makes the service in mills more attractive to workers. It

improves the relation between employers and employees. “It promotes a

real change of heart and change of outlook on the part of both the employers

and employees”.

• Prevents social evils like drinking, gambling, prostitution, etc., by improving

the material, social and cultural conditions of work. Congenial environmentas a result of welfare measures will act as a deterrent against such social

evils.



Welfares measures

Labour Welfare Officer: The Factories Act, 1948 the plantation Labour Act, 1951

and the Mines Act, 1951 provide for the appointment of a Labour Welfare Officer

if the number of works employed within a unit exceeds 500. The post has been

created specifically to :

Eliminate the malpractices of jobber system in the recruitment of labour.

Improve labour administration in factories.

Serve as liaison with the state labour commissioner.

The Labour Welfare Officer was also expected to discharge thefunctions of a policeman, with respect to law and order situation within an

organization. In each case the respective state governments may prescribe duties,

qualification and conditions of service of such officers.

The Labour Welfare Officer Should possess a university degree,

degree or diploma in social service/social work from a recognized intuition and

adequate knowledge of local Language of the area where the factory is situated.

THEORIES OF LABOUR WELFARE

The form of labor welfare activities is flexible, elastic and differs from time totime, region to region, industry to industry and country to country depending uponthe value system, level of education, social customs, degree of industrializationand general standard of the socio-economic development of the nation.



Welfares measures

Seven theories constituting the conceptual frame work of labour welfare

activities are the following :-

•

The Police Theory : This is based on the contention that a minimum standardof welfare is necessary for labours. Here the assumption is that without

policing, that is, without compulsion, employers do not provide even the

minimum facilities for workers. Apparently, this theory assumes that man is

selfish and self centered and always tries to achieve his own ends, even at the

cost of the welfare of others. According to this theory, owners and managers

of industrial undertakings get many opportunities for exploitation of labour.

Hence, the state has to intervene to provide minimum standard of welfare to

the working class.

• The Religious Theory : This is based on the concept that man is essentially

"a religious animal." Even today, many acts of man are related to religious

sentiments and beliefs. These religious feelings sometimes prompt an

employer to take up welfare activities in the expectation of future

emancipation either in this life or after it.

• The Philanthropic Theory : This theory is based on man's love for mankind.

Philanthropy means "Loving mankind." Man is believed to have an

instinctive urge by which he strives to remove the suffering of others and

promote their well-being. In fact, the labour welfare movement began in the

early years of the industrial revolution with the support of philanthropists.



Welfares measures

• The Trusteeship Theory : This is also called the Paternalistic Theory of

Labour Welfare. According to this the industrialist or employer holds the

total industrial estate, properties, and profits accruing from them in a trust. In

other words, the employer should hold the industrial assets for himself, for

the benefit of his workers, and also for society. The main emphasis of this

theory is that employers should provide funds on an ongoing basis for the

well-being of their employees.

• The Placating Theory : This theory is based on the fact that the labour

groups are becoming demanding and militant and are more conscious of their

rights and privileges than ever before. Their demand for higher wages and

better standards of living cannot be ignored. According to this theory, timely

and periodical acts of labour welfare can appease the workers. They are some

kind of pacifiers which come with a friendly gesture.

• The Public Relation Theory: This theory provides the basis for an

atmosphere of goodwill between labour and management, and also between

management and the public, labour welfare programmes under this theory,

work as a sort of an advertisement and help an organization to project its

good image and build up and promote good and healthy public relations.

• The Functional Theory : This is also called the Efficiency Theory.

Here, welfare work is used as a means to secure, preserve and develop the

efficiency and productivity of labour, It is obvious that if an employer takes

good care of his workers, they will tend to become more efficient and will

thereby step up production. This theory is a reflection of contemporary

support for labour welfare. It can work well if both the parties have an



Welfares measures

identical aim in view; that is, higher production through better welfare. And

this will encourage labour's partcipation in welfare programmes.

The duties and responsibilities of a Labour Welfare Officer may be

summarize as:

• Advisory:

He can advise and suggest the formulation of company labour policies;

Promote training programmes, promote welfare scheme; secure housing,recreational and educational facilities for workers, etc.

• Service oriented:

He can offer help to workers in solving family and personal problems in

adjusting to work environment, in understanding their rights and privileges,

in forwarding application for leave, etc. He can offer help to management by

making workers understand various problems.

• Supervisory:

He can supervise, inspect and regulate welfare, health and safety

programmes, working of joint committees and paid vacations.

• Functional:

He can oversee the implementation of labour laws for the benefit of

workers.



Welfares measures

• Policing:

He can forward workers grievances to management, can influence industrial

relations climate when disputes arise, can restrain workers and managementfrom resorting to illegal strikes and lock-outs.

• Mediation: He can mediate and build harmony between labour and

management, secure speedy redressal of workers grievance, settle disputes

through persuasive efforts, maintain a neutral stance during strikes and

lockouts and thereby help in resoling troubling issues peacefully.

WELFARE MEASURES IN DCI LTD

Medical Attendance Rules:

1) Short title:

2) These rules are called ‘Dredging Corporation of India Limited Medical

Attendance Rules’.



Welfares measures

3) Commencent:

These rules will come into force with effect from 01.01.1980

4) Applicability:

These rules will apply to all shore based employees of the dredging

corporation of India including those under contract or agreement or on

deputation from government or other autonomous bodies to the extent

specified members of their families.

5) Dredging Corporation rights to AMED, cancels the rules:

The Dredging Corporation reserves the rights to add, modify, cancel or

amend all or any of these rules or to frame any supplemental rules, as may

be found necessary from time to time.

6) Common terms used:

In these rules unless is anything repugnant in the subject or context, the

following terms are used in the sense here in explained.

a) “Authorized Medical Attendant” (AMA) means by registered medical

practitioner in the employment of State/Central government/Local body,

and any other registered Medical Practitioner, who is

(i) a graduate in case of allopathic system of medicine

(ii) a qualified doctor in homeopathy/ayurvedic system of medicine and

who has been placed on panel by the Dredging Corporation of India with

the approved of the chairman-cum managing Director.



Welfares measures

b) “Specialist” means a medical officer of the status of a civil surgeon in

government hospitals or those kept in the panel of Dredging Corporation

of India and having post-graduate degree in any of the specialized

branches of medicine and classified as such.

c) “Employee” means all shore based employees of the DCI including

those on probation.

d) “Family” means and including wife or husband of the case may be and

dependent parents, children including step and legally adopted children.

e) “Medical attendance” means attendance:

i) At the consulting room/clinic of the authorized medical attendant.

ii) At the residence of the patient.

iii) At the out-patient department of a government hospital/Private

nursing home.

iv) As an in-patient in a government hospital/private nursing home.

v) Shall include pathological, radiological another methods of

diagnoses as are considered necessary by the authorized medical

attendant.

f) “Treatment” means the use of all medical and surgical facilities

essential for recovery or for prevention of deterioration in the condition

of the patient.



Welfares measures

g) “Pay” means basic pay drawn by the employee at the time of treatment

and does not include pension and pensioner equivalent of retiring

benefits in the cases of re-employee persons.

h) “Controlling officer” for purposes of these rules, when ever the

expression occurs, is the (M.L) for heads of the departments and in other

cases general Manager (P&A) or and officer authorized specifically for

purposes by C.M.D or the head of office in the case of other office of

DCI.

7) Medical Attendance and treatment for the employees:

The employees and their families are entailed to receive medical attendance

from any of the authorized medical attendant/specialist at the cost of the

corporation to the extent here in after enumerated.

8) Reimbursement of medical expenses: An employee shall be reimbursed

medical expenses for medical consultation / examination cost of medicines

and other medical services as follows.

Consultation Fee - The consultation fee will be regulated subject to limits

indicated as follows:

Category of Employees Category of doctor acting as

A.M

Consultation Fee

First Second



Welfares measures

1) Employees in the

scale of Rs 6500-

11350 & above

(executives)

Authorized Medical

Attendant of the rank of civil

surgeon specialist

150/- 100/-

2) Employees in the

scale of Rs 6000-

11560 & below

(non-executives)

Authorized medical

attendant of the rank of civil

surgeon

150/- 100/-

3) -do- Specialist referred by the

AMA

50/- 30/-

Reimbursement of cost of medicines:

The medicines purchased by an employee from authorized medical shops as

approved by the corporation on the basis of advice from AMA the cost of

medicines will be reimbursed at actual on purchased of cash vouchers.

Reimbursement of hospitalization & operation charges:

All the employees and members of their families requiring treatment by

hospitalization may be admitted in any government hospital or private nursing

homes placed on the panel of the dredging corporation. The hospitalization charges



Welfares measures

will be reimbursed at actual in the case of government hospitals and in respect of

private nursing homes as per the limits prescribed here under.

Pay Range Entitlementin Govt

hospital

Any Govthospital in India

including

AIIMS,NEW

DELHI & P.G.I

Chandigarh

Any Private Nursing home

Non Executive

Employee

NE 1 – NE 2

Sharing

Room

Actual Not exceeding Rs

300/- per day

Non Executive

Employee

NE 3 – NE 6

Private Room Actual Not exceeding Rs

450/- per day

Executive Employee

E 1

Private Room Actual Not exceeding Rs

450/- per day

Executive Employee

E 2 – E 6

Private Room

a\c

Actual Not exceeding Rs

800/- per day

Changes for operations are reimbursable at actual in respect of

government hospitals and in respect of private hospitals the changes will bereimbursable at actual subject to a maximum of Rs 200 in case of minor operations

and at actual for radical/super specialty operations.



Welfares measures

A declaration of “Home Town” once made shall ordinarily be treated as

final but in exceptional circumstances, the competent authority may authorize a

change in such declaration only once.

Leave Travel Concession in combination with transfer or tour:

Where an employee going to home town on regular leave proceeds there

from on transfer to the new head quarters, he may be allowed as his minimum

entitlement, transfer travelling allowances admissible under the regulations. He

may be allowed, in addition, leave travel concessions under the regulation to the

extent the distance from old Headquarters to home town and from home town to

the new Headquarters exceeds to the total distance for which travelling allowances

is admissible.

3) Provision of Safety Shoes, Hand Gloves & Ceiling Limits:

S.No Name of the posts Items to be purchased Duration of supply and

approx cost per head

1. Supervisor (Elect)

Jr.Tech (Elect)

One pair of safety

shoes

Two pair of hand

gloves

Not exceeding Rs 650

once in a period of two

years

2. Sr.Tech (EDP) BATA Make

Mocassino

Rs 180 per pair



Welfares measures

Data Entry Operator Shoes

Working Uniforms and Ceiling Limits:

S.No Category of Employees Type Uniform Details of no

& Periodicity

of uniform

Ceiling Limit

1) Selection Grand messengers

senior staff car drivers/handy

men

White terri-cotton uniform &

black shoe

2 Pair p.a

1 Pair p.a

Rs 1400 p.a

2) Jr/Sr.Tech Marine Blue terri-cotton uniform

& black shoe

2 Pair p.a

1 Pair p.a

Rs 1400 p.a

3) Sweeper Marine blue uniform(cotton)

shoe

2 Pair p.a

1 Pair p.a

Rs 750 p.a

4) Tech office, operating officer,

Tech officer(IV), Asst Tech

officer(IV), Sr Tech (Cr

ops)

Cotton Boiler suit & non skid

shoe

2 Pair p.a

1 Pair p.a

Rs 1400 p.a

5) Operating officer(IV), Asst

Operating officer(IV)

Cotton Boiler suit non skid shoes 1 Pair p.a Rs 1400 p.a

6) Sr Tech(Pipeline ops)

Jr.Tec(pipeline ops)

Blue cotton uniform & shoe &

cap

2 Pair p.a

1 Pair p.a

Rs 1400 p.a

7) Asst Manager(Diving) Cotton blue boiler suits & safety 2 Pair p.a Rs 1400 p.a



Welfares measures

Sr Tech (Diving)

shoes 1 Pair p.a

8)Supervisor(Elect)

Sr.Tech(Elect)

Terri cotton sky blue shirt & pant

& black shoe

2 Pair p.a

1 Pair p.a

Rs 1400 p.a

4) Incentives for Small Family Norms

Applicability:

All the regular employees are eligible for grant of cash award,

special casual leave and special increment. However, employees who are on

probation and appointed on casual/temporary bases, only eligible for special

casual leave.

Cash Award:

Employees having 3 children accept the terminal method of family

planning eligible for grant cash award of Rs 120.

Similarly, employees having more than 3 children accept the

terminal method of family planning are eligible for grant of cash award of

Rs 100.

Grant of Special Casual leave:



Welfares measures

Keeping in view the guidelines and the instruction of government

of India on the above subject, the following classifications are here by

issued for information and guidance of all concerned for purpose of

regulating grant of special casual leave to the employee of Dredging

Corporation of India for undergoing family planning operations.

For Male Employees:

Male employees of the corporation who under go sterilization

operation may be granted special casual leave for a period of six days.

For Female Employees:

Female employees of the corporation, who undergo non-puerperal

tubectomy operation, may be granted special casual leave for a period not

exceeding 14 days.

Grant of special increment:

For grant of special increment after undergoing sterilization

operations employees are required to submit to medical certificate.

Employees having 3 children accept terminal method of family planning are

only eligible for grant of special increment.

5) Reimbursement of canteen expenses:



Welfares measures

The matter relating to the imbursement of canteen expenses has

been discussed to the local union and the DCI officers association and it has

been decide to dispense with the existing system if canteen subsidy, by

selling canteens coupons by the management and in lieu to pay a

consolidated amount of Rs 50 per month towards reimbursement of

expenses for coffee/ Tea/snacks etc, to all employees working at head office

on self certification.

The Canteen contractor will continue to supply Coffee/Tea in the

floors at 11:00 hrs and 15:00 hrs and during the lunch time between 13:15

hrs and 13:45 hrs.

6) Personal Accident Policy Scheme:

All the shore based employees of DCI have been covered under a personal accident policy issued by m/s United Insurance Company Limited,

Visakhapatnam.

The Policy provides for Payment of 42 times of the respective

basic pay against death loss of sight and permanent total/partial disability

due to any accident whilst they are in service in India or Abroad.

The following measures should be taken when any claim arise

under the policy, and forward the documents to the undersigned.



Welfares measures

Written notice with full particular regarding the happening of any

events which may rise to claim under this policy. Written notice for death

must, unless reasonable cause is shown, be so given before internment

cremation and in any case within one calendar month after death.

Satisfactory proof viz, post- mortem certificate in the even of death,

Doctor’s Certificate in respect of any claim for permanent total or partial

disablement loss of sight.

7) Rules of Group Insurance Scheme:

a) Eligibility:

The employee of the Dredging Corporation of India Limited who

are within the following category shall be eligible to join the scheme.

b) Evidence of Age:

The Dredging Corporation of India Limited shall arrange

to submit to the life Insurance Corporation evidence of age in respect of

each member at the time of entry into the scheme.

c) Premiums:

The Dredging Corporation of India shall pay to the Life

Insurance Corporation in respect of each member on the entry date and

relevant annual renewal dates such premiums as are required to secure

benefits under the assurance affected on his life in accordance with these

rules.

d) Rates of Premium and Condition of assurance:



Welfares measures

The rates of premium and conditions of assurance under which

the corporation is prepared arranged the schemes shall be subjected to an

agreement between the Dredging Corporation of India and the life

insurance corporation. The condition of assurance and the rates of

premium may be modified by the corporation an any annual Renewal

date subject to 3 months notice being given to the company (DCI).

e) Refund of Premium or Leaving service:

If the member leaves the service of the company the assurance

effected in respect of him will terminate and the Life Insurance

Corporation will refund to the company proportionate premium relating

to the unexpired period for which the premium is paid.

f) Benefits on death whilst in service:

Upon the death of the member whilst in service, the sumassured under the Assurance shall become payable to the company for

the benefits of the nominee.

8) Group Savings Linked Insurance Scheme (GSLI):

1) Life Insurance Corporation of India (LIC) has introduces group savings

Linked Insurance Scheme for the benefits of the employees working in

public sectors undertakings.

2) The Salient features of the scheme as offered by the LIC to DCI are

indicated below:



Welfares measures

The scheme provides for twin benefits of:

a) Insurance Cover to help the family members of the employees in the

vent of unfortunate death of the employees while in service.

b) A lump sum payment to augment the resource of the employees on

retirement.

The employees are grouped in 4 categories. The classification of the employee

is as indicated here under:

Category Designation Sum assured in

case of natural

death

(Rs)

Sum assured in case

of death due to

accident

(Rs)

Premium

monthly

(Rs)

Premium

Annual

(Rs)

1 Dy Manager &

above

1,20,000 2,40,000 200 90

2 Sr Asst & above 90,000 1,80,000 150 67.50

3 Up to level of

Ass managers

60,000 1,20,000 60 45.00

4 Other

employeesdrivers,

messengers etc.

30,000 60,000 30 22.50



Welfares measures

9) Employees Provident Fund Rules:

1. These rules shall be called the Dredging Corporation of India Limited

employees Contributory Provident fund rules.

2. Establishment Fund:

The fund shall be deemed by these rules or by such rules as

shall for the time being the force and shall be interpreted by the Trustees

whose decision shall be final and binding. If there should arise any

dispute between the Trustees and a member of the fund regarding

interpretation of any of these rules, the matter shall be referred to the

regional provident fund commission concerned for this decision which

shall be final and binding upon both the parties.

3. Every Employee employed in or in connection with the work of the

corporation other than an excluded employee shall be entitled and

required to become a member of the fund.

4. Contribution:

a) The Contribution payable by the corporation under the scheme shall

be at the rate of 10% of the pay.



Welfares measures

b) The Contribution payable by the employee under the scheme shall be

equal to the contribution payable by the corporation n respect of such

employee.

c) The Contribution shall be calculated on the basis of the pay actually

drawn during the whole month whether paid on daily, weekly,

fortnightly, monthly basis.

5. Corporation’s contribution:

a) Shore Staff:

The Corporation contribution for a member shall be equal to

member’s compulsory contribution but subject to a maximum of 10%

of basis pay plus dearness allowance.

b) Floating Staff:

In the Case of floating staff the Corporation contribution shall be

equal to the member’s compulsory contribution subject to a maximum

as mentioned. Each contribution shall be calculated to the nearest

quarter of a rupee 12.5 paise or more to be counted as next higher

quarter of Rupee.

6. Payment on Cessation of membership:

A member of the fund shall continue to be member until he withdrawsthe amount standing to his credit in the fund.



Welfares measures

a) On Discharge due to reduction in Establishment or in termination of

Service through ill-Health:

A member may withdraw the full amount standing to his credit in the fund

i) On Retirement from service after attaining the age of 55 years.

ii) On a member suffering from Tuberculosis or Leprosy even if contracted

after leaving the service of the corporation on grounds of illness but before

payment has been authorized.

iii) Immediately before migration from India for permanent settlementabroad.

b) Voluntary resignation or Retirement:

On the Voluntary resignation or retirement of any member from the

service of the corporation with its written consent and without existence

of any cause justifying his dismissal the trustiness shall pay him the

aggregate amount contributed by him an accretions there on and also not

less such part of the balance thereafter standing to the credits of his

account as on the date of his resignation or retirement being the

corporation contribution and accretion there to which he may be entitled

in proportion to the length of his service.



Welfares measures

• For Shore Staff:

Length of Service

(No of years Completed)

Proportion of Corporation

Contribution Payable

1 year 25%

2 year 25%

3 year 50%

4 year 50%

5 year 75%

6 year 75%

7 year 75%

8 year 80%

9 year 90%

10 year 100%



Welfares measures

• For Floating Staff:

Length of Service(No of years Completed)

Proportion of CorporationContribution Payable

Member of Less than 2 ½year continues service.

25%

Member if 2 ½ year and lessthan fine years continuesservice

50%

Member of 5 years and lessthan six years continuesservice

75%

Member of above six yearscontinues service

100%

9) Employees Gratuity Scheme:

1. Eligibility:

a) The employees who satisfy the following shall be eligible for

membership in the scheme. All regular employees who on the

entry dated aged not less than 18 years and not more than 58 years

in the case of shored based employees and not more than 60 years

in the case of floating category employees.



Welfares measures

b) No member shall be withdrawn from the scheme while he is still

on eligible employee in the service of the employer.

2. Evidence of Age:

Evidence of age every eligible employee satisfactory to the

company shall be furnished before he is admitted to the

membership of the scheme and if stated in the evidence submitted

then what he will receive had his correct age more than stated on

the entry date.

3. Annual contribution:

a) The Company shall pay to the Trustee in respect of each member

an initial contribution as may be certified by the actuary to the

fund and also in not exceeding five annual installments as may be

certified by actuary in respect of the past service of the member subject to the provisions of rule 104 of the income taxes may

specify in that behalf.

b) The expenses of administration of the fund and the scheme

incurred by the trustees shall be borne by the company.

c) The Company shall Pay to the trustees every year in respect of

each member on ordinary annual contribution as may certified by

the actuary but not exceeding 8 1/3 % of salary of the member for

the year.



Welfares measures

In the case of an employee death while in service of the

corporation the entire amount due from him up to the date of his

death, i.e. the principle amount and interest shall be reimbursed by

the fund of the corporation provided the subscription and

continued till the month of his death.

11) Payment of Ex-Gratia to families of employees who die while in

service:

a) The board approval introduction of the scheme for the payment of Ex-

gratia to families of employees who die while in service as per details of the scheme given below:

a) Amounts Payable

i) Officers 5000/-

ii) Petty Officers 3000/-

iii) Others 2000/-

b) The sum are payable to the concerned family immediately on the

occurrence of the death of the employee with sanction of the

chairman-cum-Managing Director.

c) The amount so paid is not adjustable against any amounts due to the

deceased employee.



Welfares measures

METHODOLOGY

The present study is based on primary data and secondary data.

The study entailed a good deal of preparation and planning in order to secure thenecessary update data and information. The field work for the study was staggered

for 8 weeks.

Collection of Primary Data:

Questionnaire was used in this study and its consist of 18

questions and the questionnaire was prepared in such a way that the respondent

would find interested in filling data and it is a mixture of both open and closed

ended questions. Questionnaire was administered to a sample of 200 people.

Collection of Secondary Data:



Welfares measures

The process of gathering reliable and meaningful information is

the cardinal aspect of the enquiry and forms a central link in the operational plan

of the entire research design. Dredging Corporation of India, Visakhapatnam is a

great source to obtain list of permanent employees that are employed in the

company. The principal source of information of the present study is various

published books, journals and other bulletins of the company.

STEPS:

• A survey was conducted in the company•

Then questioner is given to the employees and employers• The collected data is analyzed• Finally basing on data, findings and suggestions are made

TOOLS:

By interacting with employees, employers and in theorganizations, by observations and by the questionnaire, the

required data been collected.

UNIVERSE:

The total work force in dredging corporation of India ltd.

TARGET POPULATION BY SAMPLING :

A questionnaire was prepared and administrated on a

sample of 100 containing employee’s 80, employers 20.



Welfares measures

. SAMPLING METHOD:

Simple random sampling has been used for the study.

TYPES OF WELFARE ACTIVITIES

The Meaning of Labour Welfare may be made more clear by listing activities and

facilities which are referred to as welfare measures. A comprehensive list of

welfare activates is given by Murthy, in his monumental work on labour welfare.

1) Welfare Measures inside the work place.

2) Welfare Measures outside the work place.

Each group includes several activates:

1) Welfare Measures inside the work Place:-



Welfares measures

i) Conditions of the work Environment:

a) Neighbourhood safety and cleanliness, attention to approaches.

b) Housekeeping : unkeeping of premises - compound wall,

lawns, gardens and so forth, egress, passages and doors, white

washing of walls and floor maintenance.

c) Workshop sanitation and cleanliness, temperature, humidity,

ventilation lighting, elimination of dust, smoke, fumes, gases.

d) Control of effluents.

e) Convenience and comfort during work that is, operative’s

posture, seating arrangements.

f) Distributions of work hours and provision for rest hours, meal

times and breaks.

g) Workmen’s safety measures that is, maintenance of machines

and tools, fencing of machines, providing guards, helmet,

aprons, goggles, and first aid equipment.

h) Supply of necessary beverages, and pills and tablets.

i) Notice boards: posters, pictures, slogans, information or

communication.



Welfares measures

ii) Conveniences:

a) Urinals and lavatories, wash basin, bathrooms, provision for

spittoons waste disposals.

b) Provision of drinking water, water coolers.

c) Canteen services: full meal, mobile canteen.

d) Management of worker’s cloak rooms, rest rooms,

e) Reading room and library.

iii) Workers Health Service:

Factory health center, dispensary, ambulance emergency aid,

medical examination for workers, health education, health

research, family planning services.

iv) Women And Child Welfare:

Antenatal and postnatal care, maternity aid ,crèche and child care,

women’s general education, separate services for women workers

that is lunch rooms, urinals, rest rooms, women’s recreation

(indoor) family planning services.

v) Workers Recreation:

Indoor games, strenuous games to be avoided during intervals of

work.



Welfares measures

vi) Employment Follow-up:

Progress of the operative in his/her works, his/her adjustment

problems with regard to machines and workload, supervisors and

colleagues, industrial counseling.

vii) Economic Services:

Co-operatives, loans, financial grants, thrift and saving schemes,

budget knowledge, unemployment insurance, health insurance,employment bureau, profit-sharing and bonus schemes, transport

services, provident fund, gratuity and pension, rewards and

incentives, workmen’s compensation for injury, family assistance

in times of need.

viii) Workers Education:

Reading room, library, circulating library, visual education,

literary class, adult education, social education, daily news review,

factory news bulletin, co-operation with workers in education

services.

2) Welfare Measures Outside The Work Place :

i) Housing: bachelor’s quarters, family residences.



Welfares measures

ii) Water, sanitation, waste disposal.

iii)Roads, lighting, parks, recreation, playground.

iv) Schools: nursery, primary, secondary and high school.

v) Markets, co-operatives, consumer and credit societies.

(1) Question

Employee satisfaction with medical facilities provided at DCI

Table

Particulars No of Persons Responded Percentage

Satisfied 80 80%

Partly Satisfied 17 17%

Not-Satisfied 3 3%

Total 100 100%

Graph



Welfares measures

Inferences

From the above graph it can be inferred that out of 200 employees 160 are satisfied with

the management regarding medical facilities. The organization is keen on conducting

regular medical for the employees.

(2) Question

Working Conditions in DCI

Table


Satisfied 60 60%


Not-Satisfied 10 10%

Total 100 100%

Graph



Welfares measures

01020304050607080

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

The above table shows that the out of 200 respondents 160 employees are satisfied with

the various allowances provided in DCI. Few employees are not satisfied especially thosewho are appointed on casual/temporary bases and not eligible for the various allowances.

(4) Question

Safety Measures provided in DCI

Table


Satisfied 90 90%


Not-Satisfied 2 2%

Total 100 100%



Welfares measures

Graph

0

10

20

30

40

50

60

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

The table makes it evident that out of 200 employees in DCI, 180 employees are satisfied

as management is providing safety measures to the employees as per the company

provisions in the work place.

(5) Question

Employees are satisfied with the available safety equipment in DCI

Table


Yes 82.5 82.5%

No 17.5 17.5%

Total 100 100%

Graph



Welfares measures

0

20

40

60

80

100

Yes

No

Inferences

The table makes it evident that out of 200 employees 165 employees are satisfied as

management is providing high technology safety equipment at work place and takingappropriate safety measures.

(6) Question

Employee satisfaction with insurance coverage provided in DCI

Table


Satisfied 70 70%



Total 100 100%

Graph



Welfares measures

0

1020

30

40

50

60

70

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

Out of 200 employees, 140 employees are satisfied as life insurance corporation of India

has introduces group savings linked insurance scheme for the benefits of employees workingin public sector undertakings. It is a protective scheme which offers insurance coverage to

several persons working under one employer.

(7) Question

Level of satisfaction regarding rest room facilities

Table


Satisfied 70 70%



Total 100 100%

Graph



Welfares measures

0

1020

30

40

50

60

70

Satisfied

Partly Satisfied

Not-Satisfied

.

Inferences

The analysis reveals that out of 200 employees, 140 employees are satisfied asmanagement is providing spacious rest room and at a time 4 to 5 employees can use the

facility of the rest room

(8) Question

Opinion about the sanitation facilities in the DCI

Table


Satisfied 95 95%


Not-Satisfied 00 0%

Total 100 100%

Graph



Welfares measures

0

20

40

60

80

100

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

Out of 200 employees, 190 employees are satisfied as management is providing

sanitation as per the company provisions to the employees in the DCI. The employees have

expressed that the surroundings are clean, wash rooms are provided in all departments, bathrooms and toilets are maintained clean and hygienic .

(9) Question

Trade unions involvement in the welfare of the employees is necessary

Table


Yes 82.5 82.5%

No 17.5 17.5%

Total 100 100%

Graph



Welfares measures

0

20

40

60

80

100

Yes

No

Inferences

The employees have expressed their satisfaction with functioning of trade unions.

They feel that unions’ relationship with management should improve. The role played by trade unions is quite effective in persuading the management to provide

good welfare amenities for the employees. But there is need to enhance their

bargaining capacity.

(10) Question

Housing allowance given by the organization

Table


Satisfied 87.5 87.5%

Partly Satisfied 7.5 7.5%

Not-Satisfied 5 5%

Total 100 100%

Graph



Welfares measures

01020304050607080

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

From the above graph out of 200 employees, 175 employees are satisfied with the

management regarding housing allowance. Organization is providing housing allowance based on the grade of the city.

(11) Question

Employee satisfaction with canteen facility in DCI

Table


Satisfied 71 71%


Not-Satisfied 9 9%

Total 100 100%

Graph



Welfares measures

01020304050607080

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

The above graph makes it evident that most of the employees (142) in DCI are satisfied

with the canteen facilities and feel that food is being provided at reasonable price. Theemployees have also expressed that the surroundings are clean and hygienic.

(12)Question

Management is providing First Aid Facilities at the work place in DCI

Table


Yes 90 90%

No 10 10%

Total 100 100%

Graph



Welfares measures

0

20

40

60

80

100

Yes

No

Inferences

Majority employees have expressed their satisfaction with the first aid facilities in DCI.

First aid kits are maintained in all floors making them readily available for the employees.

(13)Question

Employees Co-operation with the Management in various aspects

Table


Agree 54 54%

Partly agree 35 35%

Disagree 11 11%

Total 100 100%

Graph



Welfares measures

0

10

20

30

40

50

60

Agree

Partly agree

Disagree

Inferences

It is evident from the analysis that a considerable number of employees at DCI agree that

employees should co-operate with the management in all aspects for achievement of individual and organization goals.

(14)Question

Satisfactory Level of employees with Training Facilities in DCI

Table


Satisfied 80 80%


Not-Satisfied 5 5%

Total 100 100%

Graph



Welfares measures

01020304050607080

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

From the above graph it can be inferred that out of 200 employees 160 are satisfied with

training facilities provided in DCI as management is taking care regarding employeetraining in areas where they require to increase their skills.

(15)Question

Employee satisfaction level with education facilities in DCI

Table


Satisfied 50 50%



Total 100 100%



Welfares measures

Graph

0

10

2030

40

50

Satisfied

Partly Satisfied

Not-Satisfied

Inferences

The table makes it evident that out of 200 employees half of them are satisfied and half

of them are not satisfied with the education facilities being provided some of theemployees in the middle level have expressed that their busy work schedule does not

enable them to utilize the education facilities. When it comes to children’s education they

expressed that the fee being reimbursed is very nominal.

(16)Question

Employee satisfaction with the increment given by the management in DCI

Table


Yes 55 55%

No 45 45%

Total 100 100%

Graph



Welfares measures

0

1020

30

40

50

60

Yes

No

Inferences

The analysis reveals that only half of the sample size has expressed their satisfaction with

the incremental pattern at DCI. The casual labour have no periodic increments and thusthey expressed dissatisfaction.

(17)Question

Are you satisfied with the available leaves in DCI

Table


Yes 90 90%

No 10 10%

Total 100 100%

Graph



Welfares measures

0

20

40

60

80

100

Yes

No

Inferences

The analysis reveals that out of 200 employees most of the employees have expressed

their satisfaction with the available leaves in DCI. Management is providing leaves as per the guidelines and the instruction of government of India.

(18)Question

Employee response regarding feasibility of working hours in DCI

Table


Yes 85 85%

No 15 15%

Total 100 100%

Graph



Welfares measures

CONCLUSIONLIMITATIONSUGGESTIONSFINDINGS

CONCLUSIONS

Having studies the Organization and working of personal department and

human resources management in the organization it can be said that Dredging

Corporation of India is well organized and well maintained organization. DCI has

well defined policies, missions, objectives and goals.

DCI has good top-level management. It has skilled executives and high

levels of human relationships with good inter personal relationships. Employees

are valuable to the organization.

DCI has managed to operate the organization in an effective manner. It has

utilized the human resources in an optimum manner.



Welfares measures

DCI has it improve its health care facility. Work councils are not

functioning properly. It is advised to improve its quality circle. DCI has to see that

employee’s participation increases in the organization.

Interaction between the employees and superiors has to increase as they

have chances to meeting the superiors on some specific occasions only.

LIMITATION

The study is carried out with following limitations:

1) Data given is inadequate, as the officials are complied with the norms of

corporation.

2) Time given to study is limited i.e., 8 weeks is not enough to study.

3) The records and files are not maintained systematically and researcher had

to labour hard to collect necessary information by running from pillar to

post.



Welfares measures

4) Busy schedule of managerial, staff and lack of free access to employees.

SUGGESTIONS

1) Employees’ co-operation with the management in various aspects should

be improved for achievement of individual and organization goals.

2) Fee reimbursement for the children’s education should be improved

according to the present privilege of rates.

3) The annual increments for the casual labour should be improved for enhancing their motivation level.



Welfares measures

4) Trade unions should improve their bargaining capacity so as to make the

management provide better facilities for the employees.

FINDINGS

1) It was found that the employees at DCI are satisfied with the welfare

measures being provided by the organization.

2) Dredging corporation of India is providing good medical facilities to the

employees and conducting medical camps regularly.

3) Working conditions are quite satisfactory.



Welfares measures

4) The safety measures are strictly followed at DCI and high technology safety

equipment is being provided.

5) DCI is providing clean drinking water facilities and good sanitation at thework place.

6) In DCI most of the employees are satisfied with the canteen facilities.

7) Employees expressed the opinion that employees co-operation with the

management in various aspects is essential for achievement of individual and

organizational goals.

8) Employees at DCI are not satisfied with the education facilities being

provided as they feel that fee reimbursement is not sufficient.

9) In DCI most of the casual labours are not satisfied with the annual increments

being given by the management.

10) Trade unions involvement in the welfare of the employees is necessary to

enhance their bargaining capacity.



Welfares measures

CHAPTER – 6

QUESTIONNAIRE

REFERENCES .

QUESTIONNAIRE

1. Employee satisfaction with Medical facilities provided at DCI.

a) Satisfied b) Partly satisfied c) Unsatisfied

2. Working Conditions in DCI



Welfares measures


3. Satisfaction Level with the various allowances like TA/Leave Pay etc, in

DCI


4. Safety Measures in DCI


5. Employees are satisfied with the available safety equipment in DCI

a) Yes b) No

6. Employee satisfaction with Insurance provided in DCI


7. Level of satisfaction regarding rest room facilities Satisfied



Welfares measures


8. Opinion about the sanitation facilities in the DCI


9. Trade unions involvement in the welfare of the employees is necessary

a) Yes b) No

10.Employee satisfaction with housing allowance provided by DCI


11.Employee satisfaction with canteen facility in DCI


12.Management is providing First Aid Facilities at the work place in DCI

a) Yes b) No



Welfares measures

13.Employees Co-operation with the Management in various aspects

a) Agree b) Partly agree c) Disagree

14. Satisfactory Level of employees with Training Facilities in DCI


15. Employee satisfaction level with education facilities in DCI

b) Satisfied b) Partly satisfied c) Unsatisfied

16. Employee satisfaction with the increment given by the management in DCI

a) Yes b) No

17.Are you satisfied with the available leaves in DCI

a) Yes b) No



Welfares measures

3. Human Resource Management (Sri Vatsava)

4. Journals (DCI)

5. Reports (DCI)

Chirag Final Project

Documents

Transcript of Chirag Final Project