Projct Ncl hr

8/13/2019 Projct Ncl hr

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NORTHERN COALFIELDS LIMITEDA M iniratna Company

&

A subsidiary of

COAL INDIA LTDA Maharatna Company

SUBMITTED TO PREPARED BYMr. SANJEEV KUMAR NISHA PATHAK

(G.M HR DEPTT.) MBA-IIndSEM


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ACKNOWLEDGEMENT

Undertaking a project for a novice is always a difficult task, it is actually a

process instead of an event. As a new born baby learns and grasps from the

parents and the society, same goes with the project that is given birth and

developed with due help and contribution from the people who are part and

parcel of the society. Here the parent and society both, being the

PERSONNEL Department of NCL, Head Quarter , Singrauli .

We owe intellectual debt towards our guide Mr. Sanjeev Kumar who has

augmented our knowledge. He has helped us learn and given us valuable

insight into it.

A special mention goes to Mr. Ashish M ishra,and Aditi Singh for their

ardent support and contribution in the initiation and execution of our

project. Equally, we would be honoured to thank entire PERSONNEL

(Welfare/IR/ADMN Department).

We would also like to acknowledge our faculty, Dr . Rajiv jain,&

Miss rashmi sharma, who provided us the prospect to learn the

contemporary HR skills being implemented in the corporate, in this

esteemed organization.

And lastly it is required to be mentioned the Team effort by all fellow

Traineesin helping in bringing this project to its final destination.


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CERTIFICATE OF APPROVAL

I hereby approve this project report entitled

QUALITY OF WORKLIFE

From 1st

May2013 to 15th

June2013

Submitted By:

Nisha pathak

In partial fulfilment of the requirement for the award of

Masters of Personnel Management and Industrial Relation

From

BARKATULLAH UNIVERSITY, BHOPAL

Mr. Sanjeev Kumar

General Manager(HR DEPTT.)

Northern Coalfield Ltd.

Coal India Ltd.


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INDEX

PROJECT OUTLINE

1. OBJECTIVE OF THE PROJECT

2. COMPANY PROFILE

3. LITERATURE REVIEW

4. QUALITY OF WORKLIFE AT NCL

5. RESEARCH METHODOLOGY

6. ANALYSIS AND INTERPRETATION

7. FINDINGS

8. RECOMMENDATIONS FOR T&D

9. CONCLUSION

10. ANNEXURE

11. BIBLIOGRAPHY


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PROJECT OUTLINE

I have undertaken the project on Quality of Work Life as a part of the

curriculum of the course. The main reason I took up this project is to learn

how different work life situations affect employees in their working styles.

The main intent/aim of doing this project is to understand what good quality

work life means to employees and how it affects the companies. The project

helps me to understand how a companys HR Department tries to improve

their business by keeping good relations with employees.

It helps to understand how good working conditions help employees to work

more efficiently. Quality Work Life emphasises on how an employee and

employer should keep a proper balance between their work and family. It

emphasises how people can keep balance by making their work timings

flexible.

QWL basically is all about employee involvement, which consists of methods

to motivate employees to participate in decision making. This helps in building

good relationships. The project gives emphasis on use of quality circles by

companies like Motorola, which helps in solving many quality and people

related problems.

This project is a means to appreciate the nitty-gritty involved in employees

relationship with their organisation and employers. It helps me understand

how organisations keep constant check of health and safety so as to run their

business smoothly.

Last but not the least, this project, shows through case studies how different

organisations take care of the working environment, so as to keep their

employees and other associates happy.


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OBJECTIVES:The main purpose of this project is to understand comprehensively the quality

of work life in this very organization. Apart from getting an insight into theexisting system, it is equally important to know its effectiveness. Hence the

focal objectives of the project is to assess the effectiveness of quality of work

life and make the necessary recommendation if any set back found

To gain an insight into current working life policies and practices aswell as work life balance issues of employees.

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

To know the level of satisfaction among employees both inside andoutside the company premises.

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

SCOPE:

NCL is a large public sector organization, which has an excellent record of

making profit over a number of years. It is an interesting subject to study the

quality of work life in such a large organization. It is felt that the organization

is concerned mainly with the activities going on during the office hours. The

employees responsibility and various benefits go hand in hand.

Everything that an organization provides to an employee in away from the

office has a direct or indirect effect on his performance. By improving a better

QWL to the employees, the organization can achieve the following results:

Better performance of employees More devotion and dedication towards work Reduced absenteeism/ attrition


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Voluntary participation in organizational activities High productivity High turnover

NCL Singrauli, being a PSU has achieved these results by providing a better

QWL to its employees inside and outside the work place. Facilities like

canteens, dispensaries at the work place and facilities like education for

children of employees, medical services, community canteens, health club,

sport club, shopping centres, etc., outside the work place.

Whether employees needs are being fulfilled? Whether they are being

provided all the facilities? Taking these questions into mind a research has

been conducted to know the level of satisfaction among employees with

respect to quality of work life. Using the valuable information gained through

the survey report the organization can take the appropriate action if required.

Objective of Study:

1) To study the welfare facilities provided to employees by NCL.2) To study how the organization motivate the employees by identifying

and satisfying their unsatisfied needs.

3) To know which special facilities are provided to reserved classcategories like SC, ST, OBC etc. by the organization.

Training:

Under Mr. Sanjeev Kumar, GeneralManager (P/IR)

Under Mr. Ashish Mishra, Asst.Manager(P/Admn.)

Duration of Study: 6 weeks

Project Start Date- 1/05/2013

Project End Date - 15/06/2013

Place Northern Coalfields Limited Head Quarter Singrauli


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COMPANY profile

About Coal India Limited (CIL)

L imited H istory and Formation of Coal I ndia

With dawn of the Indian independence a greater need for coal production was

felt in the First Five Year Plan. In 1951 the Working Party for the coal Industry

was set up which included representatives of coal industry, labor unions and

government which suggested the amalgamation of small and fragmentedproducing units. Thus the idea for a nationalized unified coal sector was born.

Integrated overall planning in coal mining is a post-independence phenomenon.

National Coal Development Corporation was formed with 11 collieries with the

task of exploring new coalfields and expediting development of new coal mines.

Factors which led up to Nationalization of Coal I ndustry in I ndia


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Nationalization of coal industry in India in the early seventies were a fall out of

two related events. In the first instance it was the oil price shock, which led the

country to take up a close scrutiny of its energy options. A Fuel Policy

Committee set up for this purpose identified coal as the primary source of

commercial energy. Secondly, the much needed investment needed for growth of

this sector was not forthcoming with coal mining largely in the hands of private

sector. The objectives of Nationalization as conceived by late Mohan

Kumaramangalam were; Conservation of the scarce coal resource, particularly

coking coal, of the country by

Halting wasteful, selective and slaughter mining. Planned development of available coal resources. Improvement in safety standards. Ensuring adequate investment for optimal utilization consistent with

growth needs. Improving the quality of life of the work force.

Moreover the coal mining which hitherto were with private miners suffered withtheir lack of interest in scientific methods, unhealthy mining practices etc. Theliving conditions of miners under private owners were sub-standard.

Formation of Coal I ndia Limited

With the Government's national energy policy the near total national control ofcoal mines in India took place in two stages in 1970s. The Coking Coal Mines(Emergency Provisions) Act 1971 was promulgated by Government on 16October 1971 under which except the captive mines of IISCO, TISCO, and

DVC, the Government of India took over the management of all 226 coking

coal mines and nationalized them on 1 May, 1972. Bharat Coking Coal Limitedwas thus born. Further by promulgation of Coal Mines (Taking over of

Management) Ordinance 1973 on 31January 1973 the Central Government took over the management of all 711

non-coking coal mines.

In the next phase of nationalization these mines were nationalized with effectfrom 1 May 1973 and a public sector company named Coal Mines AuthorityLimited (CMAL) was formed to manage these non coking mines.

A formal holding company in the form of Coal India Limited was formed in

November 1975 to manage both the companies.Today's Coal India L imi ted


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types of coalType of coal Proved

(Mt)

Indicated

(Mt)

Inferred

(Mt)

Total

(Mt)

%

Share

Prime

coking

4614.35 698.71 0.00 5313.06 1.81%

Medium

coking

12836.84 11951.47 1880.23 26668.54 9.09%

Semi coking 482.16 1003.29 221.68 1707.13 0.58%

Sub-total of

coking coal

17933.35 13653.47 2101.91 33688.73 11.48%

Non-coking 99617.65 128416.04 30282.09 258315.78 88.01%

Tertiary coal 593.81 99.34 799.49 1492.64 0.51%

Total all

types

118144.81 142168.85 33183.49 293497.15 100.00%

% share 40.25% 48.44% 11.31% 100.00%


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NORTHERN COALF IELDS LI M ITED

Northern Coalfields Limited

(A Mini-Ratna Company)

(A Subsidiary of Coal India Limited)

Northern Coalfields Limited was formed in April 1986 as a subsidiary

company of Coal India Limited.

Its headquarter is located at Singrauli, Distt. Singrauli (M.P.).

Singrauli is connected by road with Varanasi (220 Km.)

a holy city on

the banks of river Ganga, and Rewa (206 Km.) the state of white tigers and

Singrauli (100 Km.) district headquarter town of Madhya Pradesh. The

nearest railway station is Singrauli located on the Katni-Chopan branch line

running parallel to the northern boundary of the Coalfield. The nearest

railway station for reaching directly to Delhi and Kolkata is Renukoot that is

located on the Garhwa-Chopan rail-line. Nearest (private) airstrip is at

Muirpur (60 Km.).

The area of Singrauli Coalfields is about 2202 Sq.Km. The coalfield can

be divided into two basins, viz. Moher sub-basin (312 Sq.Km.) and Singrauli

Main basin (1890 Sq.Km.). Major part of the Moher sub-basin lies in the

Singrauli district of Madhya Pradesh and a small part lies in the Sonebhadra

district of Uttar Pradesh. Singrauli main basin lies in the western part of the

coalfield and is largely unexplored. The present coal mining activities and

future blocks are concentrated in Moher sub-basin.

The exploration carried out by GSI/NCDC/CMPDI has proved abundant


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resource of power grade coal in the area. This in conjunction with easy water

resource from Govind Ballabh Pant Sagar makes this region an ideal location

for high capacity pithead power plants.

The coal supplies from NCL has made it possible to produce about 10515 MWof electricity from pithead power plants of National Thermal Power

Corporation (NTPC), Uttar Pradesh Rajya Vidyut Utpadan Nigam Ltd

(UPRVUNL) and Renupower division of M/s. Hindalco Industries. The region

is now called the "power capital of India".

The ultimate capacity of power generation of these power plants is

13295 MW and NCL is fully prepared to meet the increased demand of coal

for the purpose. In addition, NCL is also supplying coal to power plants of

Rajasthan Rajya Vidyut Utpadan Nigam Ltd, Delhi Vidyut Board (DVB) and

Haryana State Electricity Board.

NCL produces coal through mechanized opencast mines but its

commitments towards environmental protection is total. It is one of very few

companies engaged in mining activities, which has got unified Integrated

Management System (IMS) complying to Standard ISO 9001:2008, ISO

14001:2004, OHSAS 18001:2007 and SA 8000:2008 for simultaneous

management of economic, environmental, occupational health and safety,

and social concerns.

NCL, through its community development programmes, has significantly

contributed towards improvement and development of the area. It is helping

local tribal, non-tribal and project-affected persons in overall improvement of

quality of their life through self-employments schemes, imparting education

and providing health care.

Objectives

1)To provide every employee an opportunity to learn to wipe out performance gaps.2)To organize need based Management Development3) Programmes for Executives and Supervisor.

4)To develop training/reference materials and to organize specialprogrammes on new equipment for all levels of personnel.


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MISSION

The mission of NCL is to produce the planned quantity of

coal efficiently and economically with due regard to

safety, conservation & quality.

Corporate Management Policy

Northern Coalfields Limited (NCL) has voluntarily chosen

to implement a company wide comprehensive and

unified Integrated Management System (IMS) complying

to Standards

ISO 14001:2004, OHSAS 18001:2007 and SA 8000:2008

for simultaneous management of economic,

environmental, occupational health and safety, and

social concerns.


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CORPORATE SOCIAL RESPONSIBILITY

NCL has developed a CSR scheme and its mission statement on CSR is Be a

committed corporate citizen , to a live towards its corporate socialresponsibility. Thrust is being given in 8 areas:

Self employment generation Environment protection Community development Education Health mgmt & medical aids Orphanages & old-age homes Infrastructural development Disaster/calamity mgmt.

Quarterly and annual CSR reports are prepared containing the activities

carried out, benefits accrued to neighbouring communities, the number of

people benefited and the amount spent etc.,


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Literature review

Quality of Working Life is a process of work organizations which enables its

members at all levels to actively participate in shaping the organization

environment, methods and outcomes. The quality of work life (qwl) aims at

integrating the socio-psychological needs of employees. It seeks to create a

culture of work commitment in organizations and society at large so as to

ensure higher productivity and greater job satisfaction of the employees.

CONCEPT:

Quality of Work Life is A multi-faceted concept It means having a work-

environment where an employees activities become more important by

implementing procedures or policies that make the work less routine and

more rewarding for the employee .Qwl is a generic phrase that covers a

persons feelings about every dimension of work including economic rewardsand benefits, security, working conditions, organizational and interpersonal

relationships etc., it is a process by which an organization attempts to unleash

the creative potential of its personnel by involving them in decisions affecting

their work lives. A distinguishing feature of the process is that its goals are not

simply extrinsic focusing, they are also intrinsic. The essential component of

any qwl improvement programme is the existence of a genuine opportunity

for individuals or groups at any level in the organization to influence theirworking environment.

MEANING

The term refers to the favourableness or unfavourableness of a total job

environment for people. Qwl programs are a way in which organizations

recognise their responsibility to develop jobs and working conditions that are

excellent for people as well as for economic health of the organization.


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The elements in typical qwl program includes-open communication, equitable

reward system, a concern for employees job security, satisfying career and

participation in decision making. Qwl also focuses on job enrichment. In

addition to improving the work system, qwl programs usually emphasize

development of employee skills, the reduction in occupational stress and the

development of more cooperative labour-mgmt relations.

The qwl approach considers people as an asset to the organization rather than

as costs. It believes that people perform better when they are allowed to

participate in managing their work and make decisions. This approachmotivates people by satisfying not only their economic needs but also their

social and psychological ones.

DEFINITIONS:Qwl is a process of work organization which enables its members at all levels

to participate actively and efficiently in shaping the organizations

environment, methods and outcomes. It is a value based process, which is

aimed towards meeting the twin goals of enhanced effectiveness of the

organization and improved quality of life at work for the employees.

Qwl is the degree to which members of a work organization are able to satisfy

their personnel needs through their experience in the organization. Its focus is

on the problem of creating a human work environment where employeeswork cooperatively and contribute to organizational objectives. The major

indicators are job involvement, job satisfaction and productivity.

Q.W.L is any conscious effort for improving working conditions, workcontent, and its safety, security, wages and benefits, etc.

Quality of relationship between employees and the total workenvironment.


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Q.W.L can be said to be all the original inputs which aim at improvingthe employees satisfaction and enhancing organizational effectiveness

Q.W.L is a concern not only to improve life at work, but also life outsidework

It is nothing but having a work environment where an employeesactivity becomes more important. This means implementing procedures

or policies that make the work less routine and more rewarding for the

employee. These procedures or policies include autonomy, recognition,

belongingness, development and external rewards

Simply speaking, through Q.W.L the people involved get a sense ofsatisfaction in their work. Work then becomes not a burden but a meansby which the abilities of a person can find expression

Q.W.L is just humanizing the work Q.W.L = the sum total of physical (working conditions), psychological

and economic factors which affect the job.

Objectives of Q.W.L

To improve the standard of living of the employees To increase the productivity To create a positive attitude in the minds of the employees To increase the effectiveness of the organization (Profitability, goal

accomplishment etc.)

To identify and implement programs to improve the quality ofprofessional as well as personal life of an employee.

Factors influencing deciding QW L Fair and reasonable pay

Qwl is basically around the concept of equitable pay. The employees must be

paid their due share in the progress and prosperity of the firm. Compensation

has got twin objectives, firstly, it should create a favourable environmentwhereby the organization utilises the human resources to the maximum


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extent. Secondly, the compensation should help the employees to maintain

himself and his family with a standard in the society.

Favourable and safer environments

Qwl is nothing but provision of a work environment absolutely free from

various hazards arising out of natural and unnatural things. The work hour

should be reasonable, physical conditions homily etc., the various laws also

makes the companies liable to provide the minimum safety standard to protect

the employees from various hazards.

Employment benefitsWorkers have raised their expectations over the years and now feel entitled to

benefits that were once considered a part of the bargaining process. They want

a share in the profit of the organization in addition to medical, housing and

welfare facilities.

Job securityEmployees want stability of employment. They do not like to be the victims of

whimsical personnel policies of employers. The workplace should offer

security of employment.

Job satisfactionThe workers are living beings. They want to work on the jobs that will utilise

their talents and thus satisfy them. The management must enrich the jobs and

redesigns the jobs in such a manner that workers feel satisfied.

Provisions of autonomy as well as control for developing humanresource


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As the nature of work has become highly monotonous. Today the workers

become more mechanical towards the machines and lacks control on them.

When sufficient autonomy as well as control is given to workers, who in turn

will use their innate skills and abilities for developing the organization, it will

lead to improvement of qwl in the organization

Scope for better career opportunitiesNow a day, workers are not only concerned with their pay prospects, but also

the scope for improving their technical and academic skills. Therefore, it

becomes imperative on the part of the management to provide facilities for

improving such skills.

The mgmt should always think of utilising the existing human resources for

expansion and development of the organization.

Work life balanceOrganization should provide relaxation time for the employees and offer tips

to balance their personal and professional li


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AREAS OF QWLCompensation

The reward for work should be above a minimum standard for life and should

also be equitable

Health and safety

The working environment should reduce the adverse effects of pollution that

can affect the physical, mental and emotional state of employees

Job security

Employees should not have to work under a constant concern for their future

stability of work and income

Job design

The design of job should be capable of meeting the needs of the organization

for production and individual for satisfying the interesting work.

Social integration

The elimination of anything that could lead to individuals not identified with

the groups to which they belong. This includes the elimination of

discrimination and individualism, whilst encouraging teams and social groups

to form.

Protection of individual rights

The introduction of specific procedures aimed at guaranteeing the rights of

employees at work

Social relevance of work


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Initiatives to increase the understanding among employees of the objectives of

the organization and the importance of their part in them

Respect for non-work activities

Respect for the activities that people engage in outside the workplace. The

impact of work activities on private life should also be recognized.

MAJOR QWL ISSUES

Pay & Stability Of Employee Safe & Healthy Working

Conditions

Opportunities For Self

Development

Opportunity For Growth &

Security

Social Integration (Social

Support)

Social Relevance Of Work Life

Alternative Work Schedule Occupational Stress

Recognition Congenial Worker Supervisor-

Relations

Grievance Procedure Adequacy Of Resources

Merits In Promotion Job Enrichment

Participation In Mgmt Work Involvement

Job Satisfaction Work Roles

Organizational

Commitment

Communication

Reward System Job Security


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STRATEGIES FOR IMPROVEMENT OF QWL

1. Flexibility on job:

Flexibility on job means flexible working hours, no fixed working

hour, different time intervals etc.

2. Job Enrichment

It focuses on designing the job in such a way that becomes more

interesting and challenging which eventually satisfies the higher

level needs.

3. Secured job

Security of job should be provided to the employees to make him feelcommitted and loyal to the organization.

4. Grievance handling

The disciplinary procedure, grievance procedure, promotions and

transfer matters should be handled with of justice, fair & equity.

5. Participative mgmt

Employee should be allowed to participate in mgmt participative

schemes which may be of several types. The most sophisticated

among them is quality circle.

6. Self managed work team

7. Career development

8. Employee involvement


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QUALITY OF WORK LIFE

@

NCL

QWL AT NCL SINGRAULI

THE work culture in NCL is a composite mix of various cultural,social & ethical ideologies which acts as a basis and directs the

employees to incorporate the feeling of oneness in personnel

objectives with the company objectives.

NCL Singrauli takes into consideration a number of factors that are

responsible for providing better Quality of Work Life to employees.

MEDICAL SERVICES

All employees, their families and dependants are entitled to free

medical aid at the companys well-equipped hospital and

dispensaries located in the plant area. A school health service

provides regular medical check up of all the school going children.

CANTEEN FACILITIES

NCL has a well equipped canteen inside the plant which provides

catering facilities to all employees. Canteens provide highly

subsidized meals, tea and snacks. There are canteens committee to


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NCL imparts educational facilities to more than 25000 students

including students from weaker section of society. Students with

poor economic background are given scholarship.

SECURITY SERVICES

In NCL, CISF is working prominently in order to provide total

security to all the employees as well as workers in the office, in the

township area and in the case of emergency situations like strikes.

SHOPPING CNTRES

There are various shopping centres in the township in different

sectors, which provides almost everything of daily requirement.

COMMUNITY CENTRES

Community centres are managed by duly elected executives body

and financed by grant in aid by bell and monthly contribution of

employees. They provides all round development for the employees

and their wards and various facilities for community development

and social functions for the NCL employees and their families which

includes

Library/reading rooms Games Marriage halls

KHEL BHAWAN - Khel Bhawan is equipped with all the modern

games and sports facilities.


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TELECOMMUNICATION CENTRE

FIRE SERVICES

SAFETY IMPLEMENTATION ACTIVITIES

GIFTS & WLFARE SCHEMES

NEW YEAR GIFTS GIFTS AFTER 10 YEARS OF SERVICE DEAF RELIEF FUND SCHEME GROUP INSURANCE SCHEME & EMPLOEE DEPOSIT LINKED

INSURANCE SCHEME

PROVIDENT FUND SCEME OLD AGE HOMES

EMPLOYEE BENEFITS

LOANS & ADVANCES

AWARDS & INCENTIVES


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RESEARCH METHODOLOGYOBJECTIVES

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

RESEARCH DESIGN

Once the purpose of the research is known then it becomes very important for

a researcher to prepare action plan and structure that needs to be followed by

him while conducting the research. The preparation of such design facilitates

research to be as efficient as possible yielding maximal information. In other

words, research design provides for collection of relevant evidence with

minimal efforts. In the present study Descriptive Research Design has been

used. The plan basically includes deciding Sampling Techniques, Research

Tools and Statistical Methods to analyze the data and information

SAMPLE SIZE AND DESIGN

Sample Type: Non Probability Sampling

Sample Unit: NCL SINGRAULI

Sample Size: 20 Employees From Across the Organizational Verticals

SOURCES OF DATA

Primary Data Source

Structured questionnaires along with the open ended questions


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observationSecondary Data Source

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

RESEARCH TOOLS

In order to collect the required information from the target samples different

techniques were used, which are:

Observation

Structured questionnaireMETHODLOGY1. First of all, Mentor provided me an insight about the Quality of Work Life

and valuable guidelines to prepare the questionnaires in prescribed manner

covering all the important issues.

2. Secondly considering the guidance of my Mentor and with the assistance of

various HR books and websites finally I prepared the questionnaires

3. Though the questionnaires prepared by me were quite in large numbers

hence it was finally customised by taking into account suggestions from the

Mentor.
http://www.ncl.nic.in/http://www.ncl.nic.in/


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4. The final questionnaires on Quality of Work Life were distributed among all

the employees. Since executives at various levels seem to be very busy, it was

very difficult to get appointment from them and hence it took almost two

weeks to collect the entire sample.

After completion of the survey all the data were compiled so as to extract the

meaningful information. Later this information was analyzed thoroughly to

find out the positive as well as negative aspects of Quality of Work Life

prevalent in the organization so as to take the respective action in order to

rectify the error if any


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ANALYSIS INTERPRETATION1. Working condition

a) The work environment in NCL is highly motivating.

INFERENCE:

This pie chart clearly depicts that over half (55%) of the respondents are fairly

satisfied with the working condition being provided by the organization

however nearly half (45%) of the respondents finds the working environment

at NCL as very harsh.

2. Compensation & Reward

a.) I am given adequate & fair compensation for the work I do.

b.) The compensation that I get on this job as compared to others doing the

similar job is fair.

agree

30%

strongly agree

25%

disagree

30%

strongly disagree

15%


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

INFERENCE:

55% of the respondents are of the notion that they do not get adequate

compensation with respect to their job performance. Also they believe that thecompensation which is given to them as compared to others doing the similar

job is unreasonable.

But 45% of the respondents do not think so. They find their compensation as

just, which is linked to their performance.

3. Health & safety

a.) The safety & health condition at NCL is quite good.

b.) The safety of the workers is the high priority of management in this

organization.

0%

5%

10%

15%

20%

25%

30%

35%

40%

agree strongly agree disagree strongly

disagree

Series 1 25% 20% 15% 40%


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INFERENCE:

A majority (73%) of the respondents are of the conception that health & safety

condition at NCL is highly satisfactory. They are also of the view that health

and safety of the workers is main priority of management.

However, 27% of the respondents does not find the safety and health condition

at NCL either reasonable or priority of management.

4. Job Security

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

INFERENCE:

Here all the respondents find their job highly secured in this particular

organization. They are not bothered about future stability of their work and

income & are free from the concern of job security.

agree

32%

strongly agree

41%

disagree

18%

strongly

disagree

9%

Other

27%


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5. Autonomy

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

affects my job.

INFERENCE:

A large number (70%) of respondents are of the view that they perform the job

as directed by their superior; they do not have discretion to do their job in

their own way. Also they are not supposed to take the decisions related to the

matters affecting their job.

Only 30% of the respondents think that they have been given power to take

decisions with respect to their job.

6. Job Satisfaction

a.) I am comfortable & satisfied with the job assigned to me.

agree strongly agree disagree strongly disagree

Series 1 15% 15% 40% 30%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%


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INFERENCE:

Here three quarter (75%) of the respondents are fairly satisfied with the job

assigned to them, they enjoy performing the work. However one quarter (25%)

of the respondents finds their job disgusting.

7. Adequacy of Resources

a.) I have been provided adequate resources to accomplish my job.

agree

35%

strongly agree

40%

disagree

15%

strongly disagree

10%

agree

50%

strongly agree

25%

disagree

25%

strongly

disagree

0%

Other

25%


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INFERENCE:

Merely 25% of the respondents are of the notion that this particular

organization does not provide adequate or sufficient resources to accomplish

the task effectively. But fairly a majority of respondents do not think the same.

8. Facilities

a.) All statutory as well as non statutory benefits are being provided by NCL to

its employees.

INFERENCE:

Here 90% of the respondents believe that NCL provides all the statutory as well

as non statutory benefits to its employees. However 10% of them believe that

these benefits are being not provided to them.

agree

10%

strongly agree

80%

disagree

10%

stongly disagree

0%

Other

10%


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9. Employee Participation

a.) The management in NCL let the employees participate in the matters

affecting their lives.

INFERENCE:

Only 30% of the respondents are agreed about their participation in decision

making allowed by management but a majority (70%) of the respondents are

completely disagreed with the same idea. They are of the opinion that their

participation in decision making is negligible and management do not let them

involve in those matters which affects their working lives.

10. Social Integration

a.) The work assigned in this organization does not allow the individual

employees to work in group or team.

0%

5%

10%

15%

20%

25%

30%

35%

40%

agree strongly agree disagree strongly disagree

20%

10%

30%

40%

Series 1


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INFERENCE:

From The above pie chart it is very clear that nearly half (45%) of the

respondents thinks that their job restrict them to do the job in group, but overhalf (55%) of the respondents does not think so, they find their job allowing

them to accomplish the particular task in group or team.

11. Social Relevance

a.) The present job allows employees to take care of their family as well as

personal matters.

B.) The demand of the job often interferes with employees family life & vice

versa.

agree

35%

strongly agree

20%

disagree

10%

strongly disagree

35%


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INFERENCE:

This chart shows that 80% of the total respondents find their job socially

relevant as it allows them to make a balance between personal life and work

life. The present job assigned to the individual employees does not conflict

with their personal goals; it gives the space to the employees to take care of

their personal matters as well apart from the job.

Only 20% of the respondents find their job conflicting with their personal and

social goals.

12. Training & Development

a.) In NCL, training is given often to improve the skills & knowledge of the

employees thereby helping them in performing the job effectively.

agree

50%

strongly agree

30%

disagree

5%

strongly disagree

15%

Other

20%


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INFERENCE:

A majority (80%) of the respondents are of the opinion that they have beengiven adequate and proper training at regular interval to improve their skills

thereby improving their effectiveness in performing the job. But a few (20%)

of the respondents are completely disagreed with the same, they say that they

have not been given proper training to perform the job well.

13. Relations & Cooperation

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

and mgmt & employees and employees in this organization.

0%

10%

20%

30%

40%

50%

60%

70%

agree strongly

agree

disagree strongly

disagree

Series 1 20% 60% 10% 10%

Axis

Title

agree

10%

strongly agree

25%

disagree

35%

strongly

disagree

30%


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INFERENCE:

Relations and co operation in this organization does not seems to be good as

65% of the respondents find that there is a conflict between different interestgroup rather than content.

However 35% of the respondents say that there is a cordial relation and

cooperation prevalent in the organization and people work together and help

each other in accomplishing the assigned task.

14. Culture & Climate

a.) In NCL, people are not discriminated on the basis of race, religion, sex etc.

b.) comments and suggestions are quite open and are being promoted by mgmt

in this organization.

c.) work team system is prevalent in this organization.

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

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

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

0%

5%

10%

15%

20%

25%

30%

agree strongly agree disagree strongly

disagree

Series 1 30% 30% 25% 15%

AxisTitle


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comments and suggestions from the part of the employees are accepted and

promoted by management. Also people works together as a whole to

accomplish the overall goal of the organization.

But 40% of the respondents do not find the culture and climate at NCL as good

as it should be. They say that communication is not open; suggestions from

employees are not accepted and people also not works together to accomplish

the task assigned to them.

15. Job Itself

a.) The goals Ive on this job are incompatible & conflicting one.

b.) My superior acts non-supportively when I fail to reach my goals.

c.) I find working towards my goals to be difficult & stressful.

d.) the present job hinder my opportunity for growth & advancement.

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

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

agree35%

strongly agree

15%disagree

30%

strongly disagree

20%

Other

50%


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them in performing the job well. Also present job obstruct their opportunity

for career growth & advancement.

However half of them have the different impression about the same. They findtheir job quite interesting, bosses as supportive and plenty of opportunity for

career advancement and growth.

NCL Provides QWL including each & every dimension

INFERENCE:

The above pie chart clearly shows that 62% (29% agree & 33% strongly agree)

of the respondents are fairly satisfied with the Quality of Work Life being

provided by NCL

However, a considerable number (38%) of respondents does not find the QWL

at NCL up to the mark or satisfactory. They think that QWL at NCL needs

much more improvement.

agree

29%

strongly agree

33%

disagree

21%

strongly disagree

17%


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16. What would you particularly like about your job in NCL?

The various reasons given by employees in reference to the questions are:

Nice work culture Better working condition Continuous learning Creativity & innovation Job security Independent working


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FINDINGS

The study contains two parts viz., understanding theoretical

framework of Quality of Work Life as well as knowing how far it is

effective in NCL. The study is completely descriptive in nature, and

during the study several interesting facts and information have come

into the picture. The structured questionnaires and observation was

used to gauge out the critical information. Also additional feedback

or suggestions were invited from the employees, if any. Thoughalmost half of the respondent did not show any interest in answering

it, however later half did. Concluding the responses of all the

respondents that I got through using different research tools

(questionnaires, observation) can be summarized as below:

From the charts and tables it seems that there is great variationin responses of the respondents with respects to each and every

dimensions of Quality of Work Life.

The work environment at NCL does not seem to be good. Compensation and reward is the major issues of concern

among employees. Health and safety of the workers is the main priority of

management.

Employees feel highly secured and satisfied with their job inthis organization.

Freedom at work to the employee is completely missing.


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Adequate or proper resources are being provided to theemployees to accomplish their work effectively.

At NCL employees entertain all kinds of facilities viz., statutory& non statutory.

The management does not allow the subordinates to take partin matters affecting their lives.

The job assigned to individual employees in this organizationdoes not interfere with their family life and vice versa.

Adequate training at proper interval is given to employees forimproving their skills and knowledge thereby helping them in

performing the job effectively.

There seems discontent between various interest groups in thisorganization.

Analysis shows that almost half of the respondents view theirjob as conflicting one and stressful which hinders their career

growth. They also find their bosses non supportive. However

latter half does not think so.


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RECOMMENDATION

a. The organization should take each & every steps to ensure the motivatingand pleasing working environment

b. The compensation given to the employees should be adequate & fair.Equity should be taken into consideration and reward should be linked to

performance.

c. The participation of the employees must be ensured while setting goalsand taking decisions which are likely to affect their job performance.

d. The employees must be given autonomy to take decisions with respect totheir job.

e. The goals assigned to the employees should not be incompatible orconflicting one with their personal value. It should be in accordance with

their capabilities and provides them an opportunity to focus equally on

other aspects of their job.

f.

Suggestions and recommendations should be invited readily fromemployees and appropriate action must be taken with respect to the

suggestions, if its reasonable.

g. The culture of the organization seems average; as there is considerablemistrust, lack of work team system and non co-operation among the

employees, therefore the org must take necessary step to refurbish it.

h.

The respective bosses must act supportively to help their subordinatesperform the job quite effectively.

i. The job assigned to the individual employees should be such whichprovides them an opportunity for career advancement and growth.


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BIBLIOGRAPHY

Annual Reports of Organization

Internal Records of Organization

Websites: www.ncl.nic.in

www.coalindia.nic.in

Other Scholarly Articles (Internet) related to the subject.

Sr.

No

Authors Year Title City of

publication

Publisher

1 V.S.P.Rao 2000 Human

Resource

New Delhi Excel Books

2 K.Ashwathappa 1997 Human

Resource and

Personal

Management

New Delhi

Tata

Mc Graw-

Hill

Publishing

Co. Ltd.

3 Company

Magazines-

Khanan Bharti

Pragati

Singrauli Northern

Coalfields

Ltd.,

Singrauli
http://www.westerncoal.nic.in/http://www.westerncoal.nic.in/http://www.westerncoal.nic.in/


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OBSERVATION AND CONCLUSION

The employees of the organization are found to be satisfied with the facilities

rovided to them by the company.

They still want more focus on family welfare. They want that the time period fo

sanctioning special welfare facility should be reduced.

- More than 70% of the employees agree that the welfare facilities are provided to theand they are availing special welfare facilities according to their need.

- A neat, clean and peaceful environment of the organization helps in maintaininsatisfaction and enthusiasm to perform work among the employees.

- The employees of the NCL are highly satisfied with the routine welfare facilities whichthey are availing on a regular basis.

- The routine welfare facilities are availed by each employee in the organization bsimply filling an application, without any proof and the time required is also nominal.

- The time required for sanctioning the special welfare facilities is 2-3 week. Thprocess of availing special welfare facility is very lengthy and hence it can be availe

by following simple process.


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ANNEXURE

QUESTIONNAIRES ON Q UALITY OF WORK LIFE

This is a brief survey being undertaken by Nisha pathak, a IInd semester

student of MBA, LNCT COLLEGE ,Barkatullah University,BHOPAL ,undergoing summer training at NCL Singrauli. All information elicited herewill be kept confidential and will be only used for this project.

INSTRUCTION

Given below are a number of statements designed to elicit your candidresponse. There are no right or wrong answers to these statements. Afterreading these statements please tick the box which represents your response asper scale given below.

a.STRONGLY AGREE c. DISAGREEb.AGREE d.STRONGLY DISAGREE

Please give following details before you proceed.

Designation: _________________________

Department: _______________________


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S.NO. STATEMENTS a b c d

1. The work environment in NCL is highly motivating.

2. I am comfortable and satisfied with the job assigned to me.

3. The compensation that I get on this job as compared to othersdoing the sim ilar job is fair.

4. The reward in this organization is linked to performance.

5 The safety health condition at NCL is of high-quality.

6. I have discretion to do the job in my own way take decisionswhich affect my job.

7. I work under constant concern for my future stability of workincome.

8. Comm ents and suggestions are quite open and are promotedby mgmt in this organization.


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9. I have been provided adequate resources to accomplish myjob.

10. All statutory as well as non statutory benefits are beingprovided to the employees in this organization.

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

12. The work assigned in NCL does not allow the individualemployees to work in group or team.

13. The present job allows the employees to take care of theirfamily as well as personal matters.

14. The demand of the job often interfere with employees familylife and vice-versa

15. In NCL adequate training are given often to improve the skillsknowledge of employees thereby helping them in

performing the job effectively.16. There is a harmonious relationship between mgm t and mgmt,

mgm t and employees employees and employees.

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


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

and sex.

18. The work team system is prevalent in this organization

19. The goals Ive on this job are incompatible conflicting one.

20. My superior acts non-supportively when I fail to reach mygoals.

21. I find working towards my goals to be difficult stressful.

22. The present job hinders my opportunity for growthadvancement.


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Documents

Projct Ncl hr