AT JAGGAYYAPETA LIMESTONE MINES With the reference of RASTRIYA ISPAT NIGAM LIMITED

VISAKHAPATNAM STEEL PLANT

A Project Report Submitted to the JNTU University In partial fulfillment of the requirement of the Award of Degree in

MASTER OF BUSINESS ADMINISTRATION By Ms. R.LAKSHMISRAVANTHI Regd.No: 08M81E0023 Under the guidance of Mr.Md.IRFAN Assistant Professor

SANA ENGINEERING COLLEGE. KODAD.

(Approved by A.I.C.T.U, New Delhi, Affiliated to JNTU & OU, Hyd) N.H.9, Kodad, Nalgonda(dist)-508206

DECLARATION
I R.LAKSHMISRAVANTHI, here by declare that the project titled

WELFARE ACTIVITIES IN STEEL INDUSTRY in, RASTHRIYA ISPAT NIGAM LIMITED, VSP (Jaggaiahpet Branch) Jaggaiahpet (M), Krishna (DT) is being submitted by me the School of Management studies, JNT University, Hyderabad partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION This is a bonafide work carried out by me under the guidance and supervision of Mr.IRFAN,MBA Our faculty member , Sana Engineering College , Kodad. I also declare that this project work is the result of my own effort and that it has not been submitted to any other university for the award of the degree or diploma earlier.

Place Kodad Date: (R.L.SRAVANTHI)

ACKNOWLEDGEMENT
Knowledge is a power for a management student this power of Knowledge is UN attainable unless an element of practical observation and performance is not only for an exhaustive Knowledge about the same. The feeling of gratitude when experienced in words is only a fraction of acknowledgment I feel over whelmed to express my gratitude to all those who extended their consistent support guidance and encouragement to complete this task. I take privilege to express my profound gratitude to our principal, SANA ENGINEERING COLLEGE KODAD and Krishna (DT). I am heartily grateful to Sri Mr. CHS SASTRY AGM (Mines) Mr. B.U.V.N.RAJU General Manager(Mines) Mr.SeenuRao HR MANAGER (Company guide at RASTHRIYA ISPAT NIGAM LIMITED, VSP (Jaggaiahpet Branch)Jaggaiahpet (M), Krishna (DT)), for his valuable support and guidance. I extend my heart felt gratitude to my faculty guide Mr.MD.IRFAN and Head of the Department Mr.MD.IRFAN for his consistent encouragement, benevolent critism. Inseparable suggestions, which were the main reasons to bring out the work to present shape. And I am also thankful to all faculty members for their support & encouragement given through out my programmer. Finally I would to express my deep sense of gratitude to my beloved parents, as because without their support and encouragement I would not have been finished this work. I also express my sincere thanks to my friends and well wishers too. permitting me to under go the Project at RASTHRIYA ISPAT NIGAM LIMITED, VSP (Jaggaiahpet Branch)) Jaggaiahpet (M),

R.L.SRAVANTHI

CONTENTS
CHAPTER-1 INTRODUCTION Need of the study Scope of the study Objective of the study Methodology of the study Limitations of the study CHAPTER-2 INDUSTRY PROFILE CHAPTER-3 COMPANY PROFILE CHAPTER-4 THEORETICAL CONCEPT CHAPTER-5 DATA ANALYSIS AND INTERPRETATION CHAPTER-6 FINDINGS, SUGGESTIONS AND CONCLUSIONS BIBLIOGRAPHY

INTRODUCTION
Human resource management (HRM) management defend by the art of getting things done through people .management is further defined as that field of human behavior in which managers plan organize. Staff, direct and control human physical and financial resource in an organized effort. In order to a chive desired individual and group objectives with optimum efficiency and effectiveness. Human resource can be though of as the knowledge skills creative abilities talent and aptitudes and beliefs of the individuals involved the term human resource .can be explained in the sense of that it is resource like any natural resource .It does mean that the management can get and use the skill ,knowledge ability etc through the development of skills. Human resources are also regarded as a human asset human capital and the like. Planning for human resource is more important than planning for any other resource As demand for the latter depends upon the size and structure of the former whether it is in a country or in an industry. Further management of human resource hardly begins from human resource planning. Management has been defined in many but for our purpose we define it as the process of planning organizing and controlling of physical and human resources in order to achieve the objectives of the company managers plan by setting objectives and goals and selecting the best course of action to achieve the plan. The task necessary for operational plans are organized and set up into homogeneous groups. The performance of the work is controlled by setting performance standards and avoiding deviations from standards. Employees at lower levels in the organization usually perform relatively monotonous tasks and have fewer opportunities for promotion or change .this is particularly true in developing countries. In most countries, many Employees belong to trade Unions. In order to maintain their work commitment and motivation the organization must provide some welfare benefits such as medical insurance, disability, insurance, and holidays and vocations.

Quality of work life programmes generally focus on the environment with in the organization and include basic physical concerns such as heating and air conditioning, lighting, and safety precautions; additional physical amenities such as food and beverage facilities, recreation, and aesthetics; and psychological and motivational factors such as flexible work hours, freedom to suggest changes or improvements, challenging work, and varying degrees of autonomy. HRD systems focus on employee welfare and quality of work life by continually examining employee needs and meeting them to the extent feasible. Job-enrichment programmes, educational subsidies, recreational activities, health and medical benefits, and the like generate a sense of belonging that benefits the organization in the long run. Safety is freedom from the danger of accidents .Accidents in industries are caused by unsafe conditions or unsafe acts. Accidents are avoidable are it is the moral responsibility of organization to remove potential causes of accidents and provide a safe working environment.

Steel occupies the foremost place among the material in use today and pervades all walks of life. All the key discoveries of human genius, for instance, steam engine, railway, means of communication and connection, auto-mobile, aero plane and computers are in one way or other, fastened together with steel and with its sagacious and multifarious application. Steel is a versatile material with multitude of useful properties, making it indispensable for the full of furthering and achieving continual growth of the economy, be it construction, manufacturing, infrastructure of consumables. The level of steel consumption has long been regarded as an index of industrialization and economic maturity attained by a country. Keeping in view the importance of steel, the integrated steel plants with foreign collaborations were set up in the public sector in the post-independence era. The real need for welfare arises from the two basic conditions generally known as the long aim of the job and the 'social invasion of the factory'. The Working environment of any job in a factory or mine or a workshop imposes some adverse effect on the workers due to the heat, noise, odder and fumes etc. involved in the manufacturing process.

There are also occupational hazards and environmental problems inherent and inevitable in the manufacturing process itself, which cannot be removed or reduced. As protective devices the compensatory benefits have to be provided for the welfare of the workers. This can be referred to as the 'Long aim of the job', which stretches out its adverse effect on to the worker, long after his normal working hours, affecting his physical and mental well-being. Hence, the need for welfare services within the factory or work place is felt. Regarding the aspect of 'social invasion of the factory' when a worker comes to the work place, he is not an isolated individual but a member of society having family members. A worker needs to be satisfied with regards to his culture and living environment. Hence, the imperative need to provide welfare services to satisfy his personal and family needs is felt.

THE OBJECTIVES OF STUDY

1. To understand the extent to which the welfare measures are provided by VSP, towards the employees.
2.

To know the level of awareness of employees about the various welfare measures provided to them. To study how the Welfare facilities provided help in increasing the productivity and job satisfaction. To learn how welfare services provided to employees help organization to build up a stable work force by reducing absenteeism and labour turnover.

3.

4.

5. To offer useful suggestions for improving the effectiveness of welfare measures.

Expected Contribution from the study: The study is expected to have the following contribution for Visakhapatnam. To review VSP's welfare measures and their usefulness to the workers. To recognize the importance of welfare measures for VSP employees to achieve the organizational goals

NEED FOR THE STUDY

The Study is being taken up to understand the extent to which the welfare measures are provided by Visakhapatnam Steel Plant VSP towards the employees, to know the level of awareness of employees about the various welfare measures provided to them, to measure the impact of the Welfare facilities in increasing the productivity and job satisfaction along with building a Organization. By taking up the study, there is an opportunity for me to offer some useful suggestions to the organization for improving the effectiveness of measures being provided presently. the welfare stable work force for the

Aim of the Study: The aim of the study is to learn the welfare activities are partly humanitarian to enable workers to enjoy a fully and rich life and partly economic to improve the efficiency of the workers and also partly civic to develop among them the sense of responsibility and dignity and thus make them worthy citizens of the nation. Another objective of labour welfare is to fulfill the future needs and aspirations of work force

SCOPE OF THE WELFARE ACTIVITIES

Welfare is a very wide one and is more or less synonymous with conditions of work as a whole. It may include not only the minimum standards of hygiene and safety laid down in general labour legislation, but also such aspects of working life as social insurance schemes, measures for the protection of women and young workers, limitation of working hours , and paid vacation. In other cases, the definition is much more limited, and welfare in addition to general physical working conditions, is mainly concerned with the day-to-day problems of workers and the social relationships at the place of work. As the subject of welfare facilities is a very broad one covering a wide field of amenities and activities, limits cannot be rigidly laid down regarding its scope for all industries and for all the times. In the final analysis, labour welfare services should include all extra-mural and intra-mural welfare work, statutory and non-statutory welfare facilities undertaken by the employers, government, trade unions or voluntary' organizations. Social security measures also contribute to workers welfare such as industrial health, insurance, provident fund, gratuity, maternity benefits, workmen's compensation, and retirement benefits, and so on. More specifically, we may examine the ways in which labour welfare is classified in order to obtaina clear understanding of its scope. Labour welfare can be broadly divided into two categories. 1) Statutory 2) Non-statutory or voluntary. Statutory welfare consists of those provisions of welfare, which depend for their implementation on the coercive power of the government. The government enacts certain rules of labour welfare to enforce minimum standards of health and safety of workers. The employers are required to fulfill the statutory obligations on welfare.

METHODOLOGY OF THE STUDY

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The study / research was mainly based on two sources of the data viz.

1) 2)

Primary data Secondary data

Primary data: The primary source of data is applied for getting the required and relevant information directly from the Department heads and in the course of discussion with Executives. The following are the data collected through primary sources. a) Type of welfare measures provides by Visakhapatnam Steel Plant, RINL. b) Refreshment courses conducted in the technical institute. c) About the courses covered through discussion with the employees and through Questionnaires.

Secondary data: The secondary source of data was collected through records and files obtained from the Administrative Department of VSP. And the institutional guide has given the required necessary information and the staff relating to Administration has given all the remaining necessary information to complete the study.

LIMITATIONS OF THE STUDY

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As the employees of the organization are busy with their work schedule it was difficult to collect detailed data. Time was the major constraint as the mentioned period was not enough to collect the data in detail. Survey was done with the sample size of 400 as the employees of the company work in shifts and as they are busy with their schedule. Some were not properly answered the questionnaire due to lack of interest in filling.

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STEEL INDUSTRY PROFILE

Steel comprises on of the most important inputs to all sectors of the economy. Steel Industry is both a basic and a core Industry. The economy of any nation depends on a strong base of Iron and Steel Industry in that nation. History has shown that the countries having a strong potential for Iron and steel Industry have played a prominent roll in the advancement in the civilization in the world. Steel is search has a versatile commodity that every object we see in our day to day life has used for such small items has nails, pins, needles etc., to surgical instruments, agriculture implements, boilers, shifts, railway materials, automobile parts. The great investments that has gone into the fundamental research in Iron and Steel Technology has helped both directly and indirectly many modern fields of todays science & technology. Steel is versatile and in dispensable item. The versatility of steel can be traced mainly of three reasons. It is only metallic item, which can be conveniently and economically produced in tonnage quality. It has got very good strength coupled with malleability. Its properties can be changed over a wide range. Its properties can be manipulated to any extend by proper heat treatment techniques. Iron and Steel making as a craft has been known to India for a long time. However, its production in significant quantities only after 1900.

PRE-INDEPENDENCE ERA:
By 1950 total installed capacity for ingot steel production was 1.5 million tones for year. In 1830 James heath constructed the first manufacturing plant at port Nova in Madras presidency. But it was a financial failure. In 1874 James Erskin founded the Bengal Iron works. It was passed on to M/s. Hoare Hiller and Co. in 1882 and to M/s Martin and Co. in 1885. In 1899 Jamshedji Tata initiated the scheme for an integrated steel plant.

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In 1906 Sakhi in Bihar was chosen as the site for the Tata Iron and Steel Company. The same place is known as Jamshedpur. In 1918 initially Indian Iron and Steel Company was founded and the Bengal Iron and Steel Company was merged it in 1920. TISCO produced Steel in 1939. Between 1940-50 formation of major iron and Steel at Bhadravti In Karnataka owing to the pioneering effort of Shri Visveswarayya in 1936 it started manufacturing steel and after 1945 adapted electric reduction of Iron ore. It has also started manufacturing Ferro Alloys and special steel.

POST-INDEPENDENCE PERIOD:
After the independence the government has taken steps to improve the steel industry from the Following five year plans. First Five year plan (1951-1956) No new steel plant came up. The Hindustan steel Limited was born in the year 1954 with the decision of setting up three plants each with one million tones ingot steel per year at Rourkela, Bhopal and durgapur, TISCO started its expansion program. Second five year plan (1956-1961) A bold decision was taken up to increase the ingot steel output in India to six million tones per year and the production at Rourkela, Bhilai and Durgapur Steel Plant started. Rourkela steel plant was established with the collaboration of West Germany, Bhilai steel plant with USSR and Durgapur steel plant with Britain. Third Five year plan (1961-1966) During the plan the 3 steel plant under Hindustan steel Limited (Rourkela, Bhilai and Durgapur) Plants were expanded. In January 1964, Bokaro steel plant came in to existence. Fourth five year plan (1969-1974)

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Salem steel plant started .Government of India gave permission for setting up steel plant in south at Visakhapatnam. Steel authority of India Limited was formed during this period on 24th January 1973. Fifth five year plan (1974-1979) The idea of setting up the 5th integrated steel plant, the Ore-based plant at Visakhapatnam took a definite shape at the end of the 5th five-year plan, the total Installed capacity from 6 integrated plants was 10.6 million tones Annual plan (1979-1980) The erstwhile Soviet Union agreed to help in setting up of the Visakhapatnam steel plant. Sixth five year plan (1980-1985) The construction activities were stared at Visakhapatnam steel plant with a big bang and top priority was accorded to start the plant .Schemes for modernization of Bhilai steel plant, Rourkela steel plant, Durgapur steel plant and Tata Iron and steel company were initiated. Capacity at the end of 6th five year plan from 6 integrated plans stood 11.5 million tones. Seventh five year plan (1986-1991) Expansion work at Bhilai and Bokaro steel plant was completed .progress of Visakhapatnam steel plant picked up and the rationalized concept has been introduced to commission the plant with 3 million tonne capacity by 1990.

Eight five year plan (1992-1997)

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The Visakhapatnam steel plant was commissioned in 1992. The plant started its production and its cost became around RS .8, 755 crores .Modernization of other steel plant was also duly envisaged. Ninth five year plan (1997-2002) Visakhapatnam steel plant had foreseen a7% growth during the entire plan period Tenth five year plan (2002-2007) Steel Industry registers the growth of 9.9% Visakhapatnam steel plant high regime targets achieved the best of them. The technology revolution in steel making has lead to the problems of today. Until the 1980s barriers to entry in the industry were prohibitive. With new steel making technologies, the structure of the industry changes in the mid-1980. With the addition of new capacity through the mid-1990, supply exceeded demand for the first time in the century, leading to severe competition in the world market. The pricing structure in the past 20 years has grown increasingly competitive. But with each passing year an ever rising number of steel mills the world over have come to believe that their production actions make no difference when it comes it pricing. The strategy has to maximize the out put as long as prices remain above their marginal cost. Hence price competition has grown severe, even at high operating rates. With capacity additions becoming easier, surplus capacity particularly in developing regions will be a problem in the coming years. The world steel market in 2001 moved largely down hill, with volume and prices sinking rapidly over the year until early 2002. Looking back to the mid -1990s the global steel industry has suffered through

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In 1995 a pricing Death spiral when the global economy was rising In 1998 a death spiral in the global economy was stagnant after the Asian Financial Crisis. In 2000, a death spiral when the global economy was booming In the second half of 2001, after a moderate recovery in the first half of the year, a renewed price collapse. The world leaders in the steel production were the Erst while Soviet Union, the United Status, the United Kingdom, France and Germany. How ever over the last 25 years, there has been a shift from the western to the eastern hemisphere. Now China is the largest producer in the world. India, with a capacity of 34 million tones with an actual production of 30 million tones, continues to have unutilized capacity. One exception is Rashtriya Ispat Nigam Limited which has raised its production by 10% with all major units exceeding the rated capacities with initiatives taken by the Government in meeting infrastructure needs, the demand for steel has started showing significant improving. At present India is the 10th largest producer of steel in the world. In India, a major part of steel is consumed in engineering applications, followed by automobiles and construction. This recovery in the automobile sector is expected to benefit the steel industry. Any step up in the Government expenditure on infrastructure projects is also likely to benefit the steel sector.

Industry Classification:
The industry classification based on product categories and the major producers can be divided into the following: Iron ore National Mineral Development Corporation [NMDC], Kundremukh Iron Ore Co [KIOCL] and Sesa Goa [Sesa] are the major merchant producers of iron ore .SAIL and Tata Steel have their captive.

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Pig IronKIOCL, Sesa Goa and Usha Ispat. Apart from them there are many blast furnace [MBF] pig iron producers and even integrated steel plants of SAIL and RINL produce a significant amount of pig iron.Sponge Iron Essar Steel, Ispat Industries, Vikram Ispat [a division of Grasim] are the major producers of gas based sponge iron. Flat Steel Products SAIL, Tata Steel, Essar Steel, Ispat Industries and Jindal Vijaynagar [JVSL] are the major producers of hot rolled coils [HRC]. SAIL, Tata Steel, spat Industries, Jindal group of companies, Uttam Steel and Bhushan Steel are the big producers of cold rolled coils/sheets [CRC] and galvanized sheets 9GP/GC. Long products- RINL, SAIL and Tata Steel are the major producers of long products. Alloy Steel products Mukand, Mahindra Ugine [Musco] and Kalyani Carpenter are some of the largest producers of alloy steel in country, which is primarily used, in automotive and engineering applications.Based on the routes of production, the industry and major producers can be classified into the following categories. Integrated producers -SAIL, RINL, Tata steel and JVSL are the largest primary steel producers. Secondary users Essar Steel, Ispat Industries and Lloyds steel are the largest producers of steel through the secondary route production.

THE MAJOR STEEL AND RELATED COMPANIES IN INDIA

1. Bharat Refactories Ltd. 2. Hindustan Steel Works construction Ltd. 3. Jindal Steel and Power Ltd. 4. Kundermukh Iron ore Company Ltd. 5. Manganese ore [India] Ltd. 6. Metal Scrap Trade Corporation Ltd. 7. Metallurgical and Engineering Consultants India Ltd. 8. National Mineral Development Corporation [NMDC] 9. Rastriya Ispat Nigam Ltd. 10. Sponge Iron India Ltd. 11. Steel Authority of India Ltd. 12. Tata Iron Steel Company.

2.5 GLOBAL SCENARIO

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As per I ISI

In March2005 world crude steel out put was 928 Mt when compared to march 2004 (872Mt),. The change in percentage was 6.5%. China remained the world largest crude steel producer in 2005 also (275Mt) followed by Japan (96Mt) and USA (81Mt). India occupied 8th position (42Mt). USA remained the largest importer of semi finished and finished products in 2002 followed by China and Germany. Japan remained the largest exporter of semi finished and finished steel products in 2002 followed by Russia and Ukraine. Other significant recent development in the global steel scenario have been: Under the auspices of the OECD (Organization For Economic Co-operation & Development) the negotiations among the steel producing countries for a steel subsidy agreement (SSA) held in 2003 with the objective to agree on a complete negotiating test for the SSA by the Middle of 2004. It also set subsides for the steel industry of a ceiling of 0.5% of the value of production to be used exclusively for Research & Development.

The global economy witnessed a gradual recovery from late 2003 on words. China has become one of the major factors currently driving the world economy. As a result of these economic developments IISI has projected an increase by 6.2% or 5.3 Mt in 2004 in the global consumption of finished steel products .IISI has split the growth into two separate areas, china and te rest of the world (ROW). Steel consumption in china has been estimated to increase by a 13.1% or 31Mt in 2004.

USA has repealed the safeguard measures on import of steel as a result of a ruling by a WTO dispute resolution panel, which held these measures to be illegal under the WTO regime.

MARKET SCENARO:

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The year 2004-05 was a remarkable one for the steel industry with the world crude steel production crossing the one billion mark for the first time in the history of the steel industry. The world GDP growth about 4% lends supports to the expectations the steel market is all set for strong revival after prolonged period of depression. The Indian economy also become robust with annual growth rates of 7-8% this will provide a major boost the steel industry. With the nations focus on infrastructure development coupled with the growth in the manufacturing sector, the Indian steel industry all set for the north ward movement. The draft national steel police envisages production of 60 Mt by 2012 and 110Mt by 2020, and annual growth rate of 6-7%. All this should there foe augur well for the Indian steel industry.

PRODUCTION SCENARIO
Steel industry was de-licensed and decontrolled in 1991&1992 respectively.

India is the 8th largest producer of steel in the world.

In 2003-04 finished steel production was 36.193 Mt. Pig iron production in 2003-04 was 5.221Mt. Sponge iron production was 80.85 Mt during the year 2003-04 The annual growth rate of crude steel production in 2002-03 was 8% and in 2003-04 was 6%. The last eight year production performance is as under: (In Million tones) YEAR 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 PIG IRON 3.39 4.08 5.28 3.76 3.18 3.20 3.25 3.26 SPONGE IRON 5.44 5.44 6.44 8.09 9.93 9.00 9.01 9.01 FINISHED STEEL 29.27 30.63 33.67 39.12 41.15 41.20 42.00 42.50

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VISAKHAPATNAM STEEL PLANT - AN OVERVIEW

VISION
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To be a continuously growing world-class company We shall Harness our growth potential and sustain profitable growth.

Deliver high quality and cost competitive products and be the first choice of customers.

Create an inspiring work environment to unleash the creative energy of people. Achieve excellence in enterprise management.

Be a respected corporate citizen, ensure clean and green environment and develop vibrant communities around us.

MISSION To attain 10 million ton liquid steel capacity through technological upgradation, operational efficiency and expansion; to produce steel at international standards of cost end quality and to meet the aspirations of the stakeholders. OBJECTIVES Expand plant capacity to 5 million ton by 2007-08 with the mission to attain 10 million ton capacity in two subsequent phases. Wipe out accumulated losses by 2006-07.

Be amongst top five lowest cost liquid steel producers in the world by 2006-07. Achieve customer satisfaction levels on par with world class organizations by 2006-07. Make R1NL the employer of choice by caring for employees. Develop people as knowledge workers by 2005-06 and achieve an improvement of 5 percentage points in employee satisfaction levels every alter to year. Be ranked as an excellent business organization by 2006-07.

Ensure zero effluent discharge by 2005-06 June contribute to improving

quality of life (health, literacy and water) in at least one village every year.

VSPs Special features:-

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Some of the unique features of RINL/VSP are:

7 m tall Coke Oven Batteries with coke dry quenching Biggest Blast Furnace in the Country Bell less top charging system in Blast Furnace 100% slag granulation at the BF cast house Suppressed combustion LD gas recovery system 1st Integrated Steel Plant having 100% Continuous casting of liquid steel `Tempcore & Stelmor cooling process in LMMM & WRM respectively High Speed Rolling Mills Extensive waste heat recovery systems Comprehensive pollution control measures Higher level of labour productivity All products certified to ISO 9002 standards ISO-9001: 2000 for Quality Management, ISO 14001:1996 for Environment Management System and OHSAS 18001:1999 for Occupational Health and Safety.

Commissioning of the Plant:The Plant was dedicated to the nation on 1st August 1992. The making of this 3 million tonne (MT) Steel Plant marked a giant step towards innovativeness and excellence. VSP ushered in a new era of steel making in terms of the state-of-the-art technology, improved techno-economics, energy conservation, automation, environment management, high labour productivity etc.

Products:VSP produces long steel products. Its range of products includes Wire Rods, Plain and Reinforced Bars, Light and Medium Structural, Rounds, Squares, Basic Grade Pig iron and Coal Chemicals, etc. In addition to finished steel, the product mix of VSP provides for production of semi-finished products like Blooms and Billets. VSP caters to Construction Industry, Engineering Industry, Re-rolling Industry,
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Automobile Industry, Wire Drawing Industry, and Railways etc. products mainly cater to the infrastructure industries.

In a nutshell, VSP

Focus on Quality:Right from inception, Quality has been the main focus in all spheres of activities of the Company. VSP entered the market at a time when the new economic policy initiatives were being introduced in the country. It meant increased competition in the market place. Accepting the market competition and challenges as it did, VSP, within a short time, could prove its worth and earn a name for itself in the Indian and International steel markets.

Production Performance:During 2003-04 VSP produced 4.06 MT of Hot Metal, 3.51 MT of Liquid Steel and 3.17 MT of Saleable Steel as against the rated capacity of 3.4 MT of Hot Metal, 3 MT of Liquid Steel and 2.656 MT of Saleable Steel. Not only in production, but also on all the techno-economic parameters, VSP achieved the distinction of bettering some of the international benchmarks thereby becoming an efficient and cost effective integrated Steel Plant in the Country. During 2003-04, all-time records were established in majority of the techno-economic parameters.

Marketing:For the first time since inception, VSP has crossed the Rs.4000 cr. mark by achieving a Sales Turnover of Rs.4081 crores in 2001-02. Suitable Marketing strategies, strengthening of stockyard operations, better Customer Service and faster decision-making have been responsible for improved performance levels. The total turnover during 2003-04 was Rs.6174 crores, out of which, VSP registered Domestic sales of Rs.5406 crores and Export sales of Rs.768 crores Domestic and Export sales recorded growth of 22% and 23% respectively over that of 2002-03.

ISO Certification:22

During 2000-01, VSP was awarded the ISO 9001:2000 certificate for Quality Management System. The company acquired the ISO 14001:1996 certificate for Environment Management System (EMS) and OHSAS 18001:1999 certificate for Occupational Health and Safety Management System during 2001-02. VSP is the only integrated steel plant in the country to have acquired these three certificates covering all areas.

Financial Performance:Production and Marketing performance along with cost reduction measures have helped in achieving improved financial results. Operating Profit of Rs.2023 crores has been achieved during the year 2003-04 against Rs.1162 crores in 2002-03. A Cash Profit at Rs.1972 crores in 2003-04 has more than doubled from Rs.975 cr. in 2002-03. The net profit recorded at Rs.1521 crores for the year 2003-04.

Laurels:During 2003-04, RINL won the Rolling Shield for Ecological Production instituted by the Ministry of Information and Broadcasting; awarded 1st Prize in National Energy Conservation from the Ministry of Power, GOI in 2002 & 2003; VSP bagged National Award-NMDC Trophy as best Quality Circle Promoting Organization amongst PSUs; won best suggestor award at 14th National Convention of INSSAN; awarded Prime Ministers Trophy for the best integrated Steel Plant for the year 200203. RINL achieved an MOU Composite score of 1.00 for the year 2002-03 and also RINLs score is the best amongst the PSES under the Ministry of Steel.

Manpower:RINL/VSP operates with a compact manpower of around 16,700, which is much less as compared to other Public Sector Integrated Steel Plants of similar capacity in the country. Out of this total manpower, 12,200 are in workmen category and the balance is in executive and non-unionised supervisory cadres. MAN POWER AT GALANCE

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2006 2007 As on 31-03-2007 EXECUTIVES WORKS PROJECTS MINES OTHERS JUNIOUR OFFICERS WORKS PROJECTS MINES OTHERS NON EXECUTIVES WORKS PROJECTS MINES OTHERS TOTAL WORKS PROJECTS MINES OTHERS 3532 2145 225 54 1108 1105 776 27 22 280 11937 10687 68 281 901 16574 13608 320 357 2289 As on 31-03-2008 3870 2365 269 55 1181 813 557 18 22 216 11736 10542 64 273 857 16419 13464 351 350 2254

2007 - 2008 As on 31-05-2008 3860 2362 263 56 1179 814 559 18 22 215 11727 10533 64 273 857 16401 13454 345 351 2251

Labour Productivity:The overall Industrial Relations scenario in VSP is cordial and propitious for high production and productivity. The average Labour Productivity during 2003-2004

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stood at 262 tons/man/year. This is the highest Labour Productivity amongst the integrated Steel Plants in India.

MAJOR SOURCES OF RAW MATERIALS:Iron Ore lumps & fines BF Lime Stone SMS Lime Stone BF Dolomite SMS Dolomite Manganese Ore Boiler Coal Coking Coal WATER SUPPLY: Operational water requirement of 36 Mgd is being met from the Yeleru water supply scheme. ----------------Bailadilla, M.P. Jaggayyapeta, A.P. Dubai Madharam, A.P. Madharam, A.P. Talcher, Orissa Australia

Chipurupalli, A.P.

POWER SUPPLY:
Operational Power requirement of 180 to 200 MW is being met through Captive Power Plant. The capacity of the power plant is 286.5 MW. VSP is exporting 60 MW power to APSEB.

MAJOR UNITS:DEPARTMENTS COKE OVENS ANNUAL CAP (000 T) 2,261 Height

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UNITS (3.O MT STAGE) 3 Batteries each of 67 ovens & 7 Mts

SINTER PLANT BLASTFURNACE STEEL MELT SHOP

5,256 3,400 3,000

2 Sinter machines of 312 Sqm grate area Each 2 Furnaces of 3200 cu m volume each 3 LD Converters each of 150 Cum. Volume and six 4 strand bloom casters 4 Stand finishing Mill 2x10 stand finishing Mill 6 Stand finishing Mill

LMMM WRM MMSM

710 850 850

VSP Technology: State-of-the-Art

7m tall Coke Oven Batteries with coke dry quenching Biggest Blast Furnaces in the country Bell less top charging system in Blast Furnace 100% slag granulation at the BF cast house Suppressed combustion - LD gas recovery system 100% Continuous casting of liquid steel "Tempcore" and "Stelmor" cooling process in LMMM & WRM Extensive waste heat recovery systems Comprehensive pollution control measures

BACK GROUND:To meet the growing domestic needs of steel, Government of India decided to set up an integrated Steel Plant at Visakhapatnam. An agreement was signed with

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erstwhile USSR in 1979 for co-operation in setting up 3.4 MT integrated Steel Plant at Visakhapatnam. The foundation stone for the plant was laid by the then Prime Minister on 20th Jan'71 The Project was estimated to cost Rs.3897.28 Crs based on prices as on 4th Quarter of 1981. However, on completion of construction and commissioning of the whole Plant in 1992, the cost escalated to around 8500 Cr. Unlike other integrated Steel Plants in India, Visakhapatnam Steel Plant is one of the most modem steel plants in the country. The plant was dedicated to the nation on 1st August' 1992 by the then Prime Minister, Sri P V Narasimha Rao. New technology, large scale computerization and automation etc., are incorporated in the Plant. To operate the plant at international levels and attain such labour productivity, the organizational manpower has been rationalized. The Plant has a capacity of producing 3.0 MT of liquid steel and 2.656 MT of saleable steel. With a view to give impetus to Industrial growth and to meet the inspirations of the people from South India, Government of India decided to establish Integrated Steel Plants in Public Sector at Visakhapatnam (AP) and Hospet (Karnataka) besides a special Steel Plant at Salem (Tamil Nadu). The announcement was made in the Parliament on 17th April' 1970 by the (hen Prime Minister of India late Smt. Indira Gandhi.A site was selected near Balacheruvu creek near Visakhapatnam city by a Committee set up for the purpose, keeping in view the topographical features, greater availability of land and proximity to a future port. The construction of the Plant started on 1st February 1982. Government of India on 18th Feb 82 formed a new Company called Rashtriya Ispat Nigam Ltd. (RINL) and transferred the responsibility of constructing, commissioning & operating the Plant at Visakhapatnam from Steel Authority of India Ltd. to RINL. Due to poor resource availability, the plant construction could not keep pace with the plans which lead to appreciable revision of the plant cost. In view of the critical fund situation and need to check further increase in the plant costs, a rationalized concept was approved which was to cost Rs. 6849 crores based on 4th Quarter of 1988.
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CHANNELS OF DISTRIBUTION:Network of 22 branches and stockyards Consignment agencies / consignment sales agencies / dealer Project sales Engineering industry Rerolling industry Traders Exports major customer categories.

MARKETING INITIATIVES:
Strict adherence to quality Thrust on exports Focus on southern market Thrust on special steels Technical support to customers Ensuring timely delivery Regular customer meets

Objectives: Growth-Expand the plant capacity to 7 Mt by 2011 -12 and 10 Mt by 2019-20 Profitability-Achieve net profits from 2002-03 onwards with special emphasis on enhancement of production of value added steels and cost reduction.
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Employees-Make RINL the employer of choice. Upgrade the skills and efficiency of employees through training and development and maintain high levels of motivation and satisfaction.

Customers-Promote branding of products for quality and customer Preference through effective customer relations management. Suppliers-Develop a reliable and strong supplier base and ensure effective supply chain. Quality-Promote quality movement in all functions of the company through quality management system. Technology Upgradation and Productivity-Continuously upgrade technology and practice benchmarking to achieve international efficiency levels. Adopt latest developments in information and communication technology.

Knowledge Management-Become a knowledge based and a knowledge sharing company. Safety, Environment and Society- Continue efforts towards safety of employees, conservation of environment and be a good corporate citizen.

Core Values: Commitment Customer Satisfaction Continuous Improvement Concern for Environment VSP takes all necessary actions for the fulfillment of regulatory requirements. It has dedicated departments for this purpose. Energy conservation, environmental preservation, safety in work place, and occupational health gets highest priority in the company. Some of the policies in this regard are reproduced below:

Quality Policy:We, at Visakhapatnam Steel Plant, are committed to meet the needs and expectations of our customers and other interested parties. To accomplish this, we will Supply quality goods and services to customers' delight.
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Achieve quality of the products by following systematic approach Through planning, documented procedure and timely review of quality objectives Continuously improve the quality of all materials, processes and products.. Maintain an enabling environment which encourages team work and active involvement of all employees with their involvement

Environment policy:We, at Visakhapatnam Steel Plant, while carrying out its operations reaffirm our commitment to preserve the environment. To accomplish this, we will Document, implement, maintain and continuously review the environmental management requirements. Ensure continual improvement in the environmental performance and prevention of pollution by minimizing the emissions and discharges. Maintain a high level of environmental consciousness amongst employees. Review the environmental objectives and targets on a continuous basis. system. Comply with all the relevant environmental legislations, regulations and other

Energy Policy:We, at Visakhapatnam Steel Plant, are committed to optimally utilize various forms of energy in a cost-effective manner to effect conservation of energy resources. To accomplish this, we will Monitor closely and control the consumption of various forms of energy through an effective Energy Management System. Adopt appropriate energy conservation technologies Maximize the use of cheaper and easily available forms of energy

OSHAS Policy:
We, at Visakhapatnam Steel Plant, are committed to occupational health and safety of employees and contract workers. To accomplish this, we will -

30

 Document, implement, maintain and periodically review the occupational health and safety management system including the policy. Comply with all the relevant occupational health and safety legislations, regulations and other requirements. Ensure continual improvement in the environmental performance and prevention of pollution by minimizing the emissions and discharges. Maintain a high level of environmental consciousness amongst employees. Review the environmental objectives and targets on a continuous basis.

HR Policy:
We, at Visakhapatnam Steel Plant, believe that our employees are the most important resources. To realise the full potential of employees, the company is committed to: Provide work environment that makes the employees committed and motivated for maximizing productivity Establish systems for maintaining transparency, fairness and equality in dealing with employees. Empower employees for enhancing commitment, responsibility and accountability Encourage team work, creativity, innovativeness and high achievement orientation Provide growth and opportunities for developing skill and knowledge Ensure functioning of effective communication channels with employees.

HRD Policy:-

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We, at Visakhapatnam Steel Plant, are committed to create an organizational culture which nurtures employees' potential for the prosperity of the organization. To accomplish this, we will Identify development needs of the employees on a regular basis, Provide the necessary training and continually evaluate and monitor the effectiveness of the training so that the quality of the training also gets upgraded. Provide inputs to the employees for developing their attitude towards work and for matching their competencies with the organizational requirements. Create an environment of learning and knowledge sharing by Providing the means and facilities and also access to the relevant information and literature Facilitate the employees for continuous development of their Knowledge base, skills, efficiency, innovativeness, self-expression and behaviour so that they contribute positively with commitment for the growth and prosperity of the organization while maintaining a high level of motivation and satisfaction. Prepare employees through appropriate development programmes for taking up higher responsibilities in the organization. Fulfill social obligations by providing training to the students of Educational institutions and to the trainees of other organizations.

Marketing Network:-

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The company markets its products through headquarter marketing office and a network of regional offices, branch offices and stockyards located all over the country. It also takes the help of consignment agents and consignment sales agents for the marketing of its products. The exports are carried out by the export wing of marketing division with the help of different agencies. The company is recognized as "Star Trading House'" by the Director General of Foreign Trade, Ministry of commerce, Government of India. The end users of the steel products manufactured at the plant include amongst others, construction industry, automobile industry, engineering industry, re-rolling industry, forging industry, cable industry, wire drawing industry, fastener industry, electrode manufacturers and railways. The company is ideally located to serve the southern Indian market. Regional Managers/Branch Managers meet at Head Quarters regularly to assess the market situation and market strategies.

POLL UTION CONTROL AND ENVIRONMENTAL PROTECTION:

Generally, integrated steel plant is seen as a major contributor to environmental pollution as it discharges volume of waste products. Elaborate measures have been adopted to combat air and water pollution in VSP. In order to be echo friendly, VSP has planted more than 3 million trees over an area of 35 Sq kms and incorporated various technologies at a cost of Rs.460 Crs towards pollution control measures.

HUMAN RESOURCE MANAGEMENT:

Human resource initiatives at VSP are closely linked to the corporate strategy of the organization. VSP has exemplary industrial relations where the entire workforce works as a well knit team for the progress of the company. The productive environment prevailing in the company fosters an atmosphere of growth, both for the employees and for the company. VSP has introduced multi skilled concept since inception and the employees are trained as per this concept. VSP has adopted a system of overlapping shifts, the first of its kind, in the industry. This system ensures smooth change over of the shifts and uninterrupted pace of operation of the plant during the shift change over. Another
33

unique feature followed at VSP is the uniform working hours for the ministerial and non ministerial employees.

TRAINING & HUMAN RESOURCE DEVELOPMENT:Training and HRD are given due emphasis at RINL. Each year, a minimum of one third of the employees undergo various training sessions either at Training & Development Centre or at Centre for HRD for sharpening their skills on the technical and management related issues. Training is also given in the area of safety, fire prevention, and occupational heath besides on the job at the shop floor.

HRD Group - Key Activities:

In-House Training Programs Nominations to External Programs Organization Research Organization Development Membership with Professional bodies Performance Appraisal for Executives Human Resource Information System In-plant training for Management Students Lectures by eminent personalities Corporate presentations Interactions with professionals, academicians and consultants

Achievements & Awards:-

34

The efforts of VSP have been recognized in various foray. Some of the major awards received by VSP are in the area of energy conservation, environment protection, safely, Quality, Quality Circles, Rajbhasha, MOU, sports related awards and a number of awards at the individual level. Total quality, latest technology, sophisticated equipment, up to date knowledge, high skills, cost consciousness, production with less cost and customer satisfaction have become the hallmark of VSP Today, VSP is moving forward with an aura of confidence and with pride amongst its employees who are determined to give their best for the company to enable it to reach new heights in organisational excellence.

ORGANIGATION CHART

35

Managing Director

Director

HR

Production

Account

Testing

Operation

Sales

Department Department

Department Department Department Department

HR Manager

Production Manager

Chief A/cs Manager

Lab Technitions

Lab Incharge

Sales Manager

Accountant

Supervisor

Surpervisor

Clerks

Operator

INTRODUCTION:jm

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Jaggayyapeta Limestone Mine is a captive Mine of Visakhapatnam Steel Plant. It was acquired and developed by Visakhapatnam Steel Plant to meet the BF grade Limestone requirement of the Steel Plant. The particulars of Mining lease area is given below: 01. 02. 03. 04. Area of Mining lease Date of Execution Period of lease Date of Expiry of lease 1295 Hec. 08-08-1980 (Initial) 20 Years (Renewed) 08-08-2020

PRODUCTION & DESPATCHES SINCE INCEPTION

YEAR 1989-90 1990-91 1991-92 1992-93 1993-94 1994-95 1995-96 1996-97 1997-98 1998-99 1999-00 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10 PRODUCTION 57568 128273 72894 182307 226874 348463 354116 222659 288178 118019 215827 263156 304146 358448 369101 380826 410326 436876 457620 431517 418004 DESPATCHES 47693 131236 69134 174435 219214 287174 294897 206105 245890 207463 209150 283113 252931 336843 343515 359312 403611 429853 454132 396621 400105

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From 2002-03 onwards achieved ever highest production and dispatches by surpassing all previous year figures with less man power and also by maintaining less than the budgeted cost. All time Annual Record Production of 4,57,620 Tons & Despatch of 4,54132 achieved during the financial year 2006-07.

Average grade of Limestone is as follows:

CAO 49.00% MGO 0.30% SIO2 AL2O3 FE203 7.0% 0.5% 0.5%

OTHER ACHIEVEMENTS
During the recent Safety Week Celebrations , the following prizes were won among Group-A1: Publicity & Productivity & Innovations Hazard Identification & Risk Management Lighting & Electrical Installations First Aid Trade Test among workers II Prize I Prize I Prize I Prize

38

LOCATION OF THE MINE / INFRASTRUCTURE

LOCATION Jaggayyapeta Limestone Mine is situated in Jaggayyapeta Mandal of Krishna Dist. in Andhra Pradesh. The Mining lease area comprises of 12.95 Sq.KM. The Mining lease area is situated about 5 KM South West of Jaggayyapeta Town and it is connected with a metal road. Jaggayyapeta town is located 3 KMS away from Hyderabad Vijayawada National High Way. It is well connected to all parts of the State by well weathered asphalt roads. Jaggayyapeta is located 90 KM away from Vijayawada (chief trading center in Coastal Andhra Region) and 200 KM away from Hyderabad, the State Capital.

INFRASTUCTURE:
A Railway Line (BG) of 32 KMs joining Motumarri to Jaggayyapeta Limestone Mine was constructed by the Railways and is in operation. POWER: 10.5 KMS HT line was constructed by APSEB for 33 KV HT supply to the Mining area. The Mine receiving Sub-Station (33KV/3.3KV/440V) was constructed by lessee and is in operation. It has a beautiful township consisting of 226 houses of A, B & C type and barracks with modern amenities including school, hospital, hostel, Social Centre, Shopping Centre and open air auditorium. There is a branch Post Office located in the Township.

39

HISTORY OF JLM LAYOUT SINCE INCEPTION IS AS FOLLOWS SCALE OF OPERATION:

Initially Dustur & CO., in their revised feasibility study on Mining schemes of JLM projected annual raising of ROM estimated at about 5.0 Lakh T based on 300 working days per year, a production of about 1667 T per day is planned and the layout of the quarry and sizing Plant and Equipment have been provided accordingly. The quarry is decided to operate in single shift per day. Man Power requirement of JLM has been estimated taking into account the operational maintenance requirements, that time prevailing Mining regulations / mining practices adopted in the mechanized mines in the Country and the total estimated man power is 350 personnel on Pay Rolls. However, from the time of initial operation to till date the man power engaged at highest on Pay Roll in JLM was 232 in 1992 and as on date existing man power is 133 (29 Executives and 104 Non-Executives) respectively. Although, Dastur & Co., in their revised feasibility of Mining Scheme, subsequently, depending on the requirement of Production targets of Main Plant and Depends on the availability of HEMM and proportionate to the targets man power also reduced from time to time but, at the same time if we look into Production and Despatch man power was gradually reduced resulting in increase of OMS and reduction in overhead cost.

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GEOLOGY OF THE AREA

PHYSIOGRAPHY: On a regional scale, Jaggayyapeta area is situated in Palnad basin where it merges with the broad southern slopes of Nalagonda Khammam Plateaus. The area has a gentle rolling topography with elevation ranging from 56 meters and an average elevation of 70 Mtrs. MSL. Most of the area is covered with Limestone out crops. The Limestone area which falls part of Budawada Reserve Forest area and part of Jaggayyapeta is devoid of any significant forest growth and is dominantly occupied by low shrubs, thorny bushes and predominantly cactus growth. GEOLOGY: The litholocial units of Jaggayyapeta and adjacent areas comprises Limestone, shale, quartzites and phyllite which belong to the Pre-Cambrian sedimentary formation constituting the North Eastern part of the Palnad basin. They are flanked in West, North & East by the granite and gneisses of Archean age. The rock types at Jaggayyapeta are shale overlain by Limestone and intercalated argillaceous Limestone. The shale in General are purple in colour, well laminated and fragile. The Limestone is predominantly gray in colour but shades of White, Yellow buff purple and green are also seen. Argillaceous partings, quartz and calcite veins are present at places where a higher compact and breaks with conchoidal fracture. The general trend of Limestone in the North Block is East-West with minor rolls along with strike and dip. The overall inclination of the beds is about 2 to 5 deg. Towards south. The South Block, the general trend of rock is N-S with Gentle rolling dip of 2 to 5 deg. towards East.

GEOLOGICAL RESERVES
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The total geological reserves estimated in 12.95 Sq.KM area by GSI on preliminary prospecting area given below:

Sl.No. 1 2 3

Category Proved(North Block) Probable Possible Total

In-situ reserves (in MT) 20.95 50.23 27.44 98.44

Mineable Reserves (in MT) 19.72 45.21 24.69 89.62

Detailed Drilling investigations were further carried out through MECL, on the basis of which 24.73 MT of Limestone were proved in North Block presently under Mining Operations. Reserves in North Block as on 31st March 2002 is 20.4 Million Tons.

Average grade of Limestone proved in the area:

Cao 49.44 1.65 Mgo 8.24 Sio2 1.59 Al203 0.61 Fe203

STATUS OF MINING

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Taking into consideration the factors such as nature of the occurrence of the topography, the structural configuration of Limestone deposit, the development of Jaggayyapeta Limestone Deposit has envisaged by open cast Mechanised method. The Mine is fully mechanized and designed for a peak production of 4,80,000 Tons per year. The open cast quarry operation consists of four major operations and they are described below. Mine is designed to work in two benches. Bench average height is 8 meters and benches are developed across the strike of the deposit. A) Drilling: Presently Drilling is carried out by 1 No. of Crawler mounted 100/115mm DTH drills (ICM-20 Ingersoll-rand make). The following pattern of drilling is generally adopted for 8 meters bench height.
i)

Burden Sub-grade Drilling

3.00 Mt 4 Mt 0.8 mt.

ii) Spacing
iii)

B)

Blasting: The following explosive is used in our Mine: i) Large dia cartridge explosive 83MM, Cap. Sensitive, Class-2 Slurry Booster charge-High Energy-Anjana Blast 83MM. ii) Large dia cartridge Explosive 83MM, Non-Cap. Sensitive, Class-2 Slurry, Column charge-High Energy-Anjana Gel-83MM. iii) Detonating Fuse iv) Safety Fuse v) Cord Relays 26 Milli Seconds One Magazine building with a storage capacity of 10 T provided for storage of explosives as required under various statutes.

C)

Excavation / Loading:

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Presently, we are having 2 Nos. of Hydraulic Shovels i.e BE 650 BEML make and CK 300 of L&T make are provided for Excavation work. D) Haulage of Transport: 03 no.s of 35T Cap. BH-35-2 and 02 no.s of GMMCO make Dumpers are provided for transportation of ROM Limestone from Mining Block West to Ore Handling Plant, and for dumping of Fines from ore Handling Plant. E) Drainage: Paleru river is skirting the ML area on the North and East. The topography of he land is slopping towards North and East and the existing Nallas carry rain water to the river freely. Adequate culverts are provided to the pit road for free flow of water. The Mining lay out of the quarry is planned in such a way that no nallas are disturbed. Only two benches have been planned to work. Seepage of water is expected only below the second bench. Since the Mine is designed only two benches, only the rain water which may flow into the quarry will have to be pumped out. For dewatering purpose two pumps Cap. 50 HP each in 2nd bench have been provided. One check-Dam in the Nalla East of the Mining Block has been provided.
F)

Pollution Control: Monitoring of Air, Dust, Vibration Level and water is being conduced in all Seasons in our Mine. Presently, this monitoring job awarded to a private agency for monitoring the above quarterly once for submitting the said reports to various statutory authorities. 07 no.s of Dry Dust Extraction Systems are installed along with High pressure water spray systems were installed for avoiding dust problem.

CRUSHING & SCREENING PLANT

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PRIMARY CRUSHING SECTION: Process Details of the BF Grade Limestone: -1000MM Run of Mines blasted material is fed into the Primary Crusher Hopper which is having capacity of 100 Tons by 35 T Haulpak Dumpers. This material is excavated by a Hydraulic Excavator of BEML make and material is transported through 2 Nos. of 35 T Haulpak Dumpers. The material i.e ROM is fed into the Hopper and passes through 280 Tons capacity RBDT Jaw Crusher of MBE make through Apron Feeder and Grizzly. 40mm material will be separated while passing through Grizzly and will be discharged to the Main conveyor C-1. The Crusher out put is 150mm and is discharged to 800mm width conveyor Belt (C-1) and is fed to Surge Bin. SECONDARY CRUSHER & SCREENING SECTION: The primary crushed material will be sent to Secondary Cone Crusher of 550 T per hour capacity of Symons make through the vibratory Feeder. The Crusher out put is conveyed to double Deck Screens through 1000mm width conveyor Belt (C-2). +70mm will be separated and recycled through C-3, C-4 & C-5 conveyors to Secondary Crusher through Surge Bin for further crushing to the required size. 6mm will be separated and conveyed to Fines Bin through C-7 Conveyor and it is separately collected as rejection by Dumpers. The Main Product is +6mm to 70mm and this is conveyed through C-8, C-9, C-10, C-11 Conveyors to Stock Pile.

CIVIL ENGINEERING SECTION

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Water Supply Initially the water was supplied to township as well as to the plant from the infiltration well constructed in the Paleru river. Later due to scanty rainfall the river was fully dried and with a view to continue to supply the water to the township inmates and plant, the management sanctioned total three bore wells and presently we are supplying water from those two bore wells located in township area. The water is being pumped from the bore wells to the Filtration / Chlorination plant. The said treated water from the plant is being supplied to the township inmates for drinking purpose. NOTE: The said water sample was collected and analysed by AP Pollution Control Board, Vijayawada and given their report as suitable for drinking but the analysis report says that hardness and calcium percentages are more in the said water. Because of this high calcium and hardness there is lot of demand from all the employees that Mineral Water Plant to be installed at JLM at the earliest and this is under process. For the time being, Purified water of 20 Liters can is being supplied to the residents of the township on every alterative day. Township Maintenance One Civil complaints booth is maintained at Township Pump House where complaints are registered by the township inmates. The same is attended by the Civil Dept. through a maintenance contractor. Parks Two parks are being maintained namely Dr Ambedkar Park, and N S Bose Park at Twonship. In addition one afforestation park namely Tenneti Viswanathan Park is developed in Plant area. Roads

46

We are maintaining 6.5 Kms R & B road running from our Township Main Gate to Budawada Village for the accessibility of the village people. Afforestation A TOTAL OF 1,70,000 plants were planted and maintained in Township, Plant, Mines and ML Area.

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RECREATION & WELFARE FACILITIES FOR EMPLOYEES

a) Community Welfare Centre equipped with facilities like in-door games and outdoor games, TV Room, Library Room is provided. Play ground is available for outdoor games, children play equipment have been installed. b) Two parks are being maintained in the heart of the township. A Temple and a church has been constructed and maintained by the employees. c) Recently, a new set of Children Playing Equipment were procured and installed near JDAV Public School . d) GYM fully provided with all equipments is established in the township, e) A Health Centre with Sr.Medical Officer and medical staff, which includes a pharmacist, are provided in the township. In addition to this Health Centre facility, we have empanelled Five Hospitals i.e three at Vijayawada and Two at Khammam. If necessary on emergency basis patients also referred for treatment to Multi Super Specialty Hospitals situated at Hyderabad. f) Canteen is provided in the Mines area for meeting the requirements of employees which is operated by a private agency. g) Vocational Training Centre as prescribed under Mines vocational Training Rules, 1966 is provided in the Mining complex. h) First Aid Center with male nurse is provided in the Mining Complex. During the working hours of the Mine an Ambulance is provided for meeting any emergency. The said ambulance is provided on contract basis.

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DAV PUBLIC SCHOOL

JDAV School, fully funded by the Company has been established in the heart of the township, which can accommodate 500 pupils in an academic year. The school has earned a reputation for its educational standards in and around Jaggayyapeta. Further the school Building is extended with modern teaching aids like computers and 16 Nos. of well qualified Teachers and 4 Non-teaching staff. The school is also catering the educational needs of the surrounding cement Industries like Madras Cements Ltd., Vishnu Cements Ltd. M/s. Kakatiya Cements Ltd. And Jaggayyapeta Town on payment basis. Our students also have bagged number of laurels in the academics and also in the extra curricular activities at State and National Level. I R PROFILE

In general, I R problems at JLM are very cordial and conducive at JLM. The following are the functioning Unions at JLM:

INTUC (Recognized)(INDIAN NATIONAL TRADE UNION)

AITUC (ALL INDIA TRADE UNION COUNGRACE) CITU (CENTERAL OF INDIAN TRADE UNIONS) B M S (BHARATHIYA MAZUDHUR SUNG)

Mine Employees Staff and Workers Union

49

WELFARE MEASURES IN VSP

Rashtriya Ispat Nigam Limited, Visakhapatnam Steel Plant, considers human resources as the most important of all the resources in the Company. Its development and welfare have been given the utmost emphasis in the overall policy of Human Resources Management of the Company. Pursuant to this policy, VSP has taken several initiatives for introducing and implementing Statutory as well as Non-Statutory Welfare schemes which together impart and propagate the feeling that the Company cares for its employees. In addition, as a Social Security measure, Employees Family Benefit Scheme was introduced w.e.f. 01.08.1995. Amongst these, the details of important welfare measures that are being implemented in RINL/VSP are as follows: STATUTORY WELFARE MEASURES:A) Canteen facilities: Canteen facilities in VSP have been organized through the operation of 16 Canteens even though the requirement under statute is to operate only 7 canteens. Out of these, 14 are located inside the Plant and 2 outside the Plant. These Canteens cater to the needs of employees by providing breakfast, tea, lunch and evening snacks at fixed rates which have been in vogue for the last 5 years. Besides this, through a system of extension points, tea and snacks are made available to the employees in different shifts in the Shop Floor itself. For this purpose, there are 127 extension points at 55 locations through out the Plant. RINL/VSP has been extending Canteen Subsidy to the employees @ Rs.18/- per day of actual attendance (50% of the price of specified food items i.e. one meal, one snack, one coffee and one tea per day), subject to a minimum of Rs.80/- per month, as per the terms of the Tri-partite Agreement entered into with the Recognized Union. The annual expenditure on canteen subsidy payable to all employees comes to around Rs.9.00 crores. Apart from this, an additional expenditure of Rs.90 lakes per annum is being spent for running and maintaining the 16 canteens on the existing rates and for providing services at the extension points.

50

The affairs of the canteen are managed by a bi-partite committee (Canteen Managing Committee) consisting of five representatives from the Recognized Union and five from the Management. Canteens of VSP have been assessed under Occupational Health & Safety Management System and found to be in accordance with the requirements of the standards of OHSAS 18001:1999. C) First Aid Facilities: In the Plant, Central First Aidcum-Occupational Health Centre with required facilities is in operation. In addition to this, there is one more First Aid and Gas Rescue Station near the Coke Ovens Dept. One Ambulance in each of these First Aid Centres and one in Steel Melting Shop is available round the clock. Adequate number of First Aid Boxes with the required contents like Plaster, Scissors, Cotton rolls, Tincture Iodine, Bandage Rolls, Eye & Ear drops, local antiseptic cream, Paracetamol tablets etc. have been provided in each Shop Floor in the Plant. The boxes are under with the required materials. D) Water Coolers:Adequate number of Water Coolers for drinking water & facilities for washing have been provided on the Shop-Floor in the Plant.. E) Leave:In matters of Leave, RINL leave rules provide 10 days additional EL, over and above the maximum ceiling prescribed under the Factories Act subject to the employee qualifying to earn the leave. Apart from Earned Leave, the Company provides Casual Leave, Half Pay Leave/ Commuted Leave, Special Casual Leave, Quarantine Leave, etc. the supervision of personnel trained to give First Aid and they are regularly replenished

51

F) Maternity Leave:The object of the Maternity benefit Act 1961. is to provide for Maternity Benefit and certain other benefits 3 women employees working in factories and other establishments. Leave with pay of 12 weeks for the purpose of maternity related confinement and six weeks for miscarriage/ abortion is required to be given by the employer to women employees, under this Act. G) Factories Act:Rest-rooms, sitting arrangement, latrines, safety provisions, appointment of Welfare Officers, Safety Officers, etc are also provided as per provisions of Factories Act. H) Gratuity:Employees are paid Gratuity in terms of the Payment of Gratuity Act 1972 and as amended from time to time. Over and above the Gratuity Act, in case of death of an employee before the qualifying service of five years Gratuity is paid as follows: 1st year of service Before 5 years of service On completion of 5 years of service ... 2 months emoluments ... ... 6 months emoluments 12 months emoluments

For all other cases at the time of separation from the Company, a maximum of Rs.10 Lakhs amount calculated based on the service rendered by the respective individual, whichever is less, is being released towards Gratuity. The cheques for Provided Fund and Gratuity are given to the employees on the very next date of his retirement. Contributory Provident Fund is paid @ 12% of the wages of the employees and the fund is managed by a trust as per section 17 of the Employees' Provident Fund and Miscellaneous Provisions Act 1952. The Employees' Pension Scheme 1995 introduced by the Government of India has been implemented.
52

I) Workmens Compensation:Workmen's Compensation is being paid within the stipulated time to all the entitled employees as per the Act. As against the half monthly payment, envisaged as compensation for temporary disablement under the Workmen's Compensation Act, an employee who gets injured by accident arising out of and in the course of his employment is given leave with full pay for the period of disablement. Further, free medical treatment is given in the Company run Hospital. In case of referral for specialized treatment outside, full expenses are borne by the Company. J) Contract Labour Welfare:The welfare facilities like Canteens, Rest Rooms, Washing Places, Urinals, Latrines, Drinking Water, Creche, etc. provided by the Company are also available for the Contract labour.

53

NON-STATUTORY WELFARE MEASURES

A. Facilities for Education:VSP's philosophy towards educational facilities is not only to benefit the children of employees but also to extend educational facilities to the wards of the people dwelling in and around the Plant and also to act as a catalyst in promoting quality education by encouraging reputed educational Institutions like Delhi Public School, Kendriya Vidyalaya, DAV Public School, etc. There are 9 English Medium Schools, 2 Telugu Medium Schools in and around Ukkunagaram and one Junior College. There is one DAV School at each of the two Mines at Jaggayyapeta and Madharam. Out of these schools, three schools are fully aided and three are partly aided. The rest are self-financed and self-built schools. Amongst them, two Telugu Medium Schools and Two English Medium Schools, namely, Kendriya Vidyalaya and DAV provide free education.

The schools existing in the Ukkunagaralu township are:S.No Name of the School Kendriya Vidyalaya 1 . 2 Delhi Public School . 3 DAV Centenary School . 4 JyothiBalaVihar (KG) . 5 Visakha Vimala Vidyalayam
Sect Sect III Sect III Sect. II

Location
Sec. I

54

6 DAV Public School . 7 Chitanya Public School . 8 Depaul School . 9 Arbindo Centenary School .

Madharam mines

Opp. Sect. II

Opp. Sect. VIII

Near Nehru Park

The schools Exits at JPT township is 1) Jaggaiahpet DAV School.

55

B)

Scholarships:-

Scheme of Interest Subsidy on House Building Loans:

It has been decided to amend the scheme of interest subsidy on house Building Loans as under: EXISTING SCOPE AND ELIGIBILITY: For an employee to become eligible for subsidy of interest this scheme, the provisions of the existing HBA rules with regard to the amount of the HRA loan, base rates of interest , eligibility period of service, etc. as in force from time to time will all be applicable and operative. EXTENT OF SUBSIDY AND COMPUTATION OF SUBSIDY AMOUNT: The company will reimburse the difference between the rates of interest as provided from time to time in the HBA rules for different categories of employees and the rate of interest charged by the approved financial agencies subject to a maximum limit of 15%, on housing loans taken by the employees with the prior permission of the company. AMENDED SCOPE AND ELIGIBILITY: For an employee to become eligible for subsidy of interest under this scheme, the provisions of the existing HBA rules with regard to the amount of the HBA loan edibility, etc, as in force from time to time will all be applicable and operative. EXTENT OF SUBSIDY AND COMPUTATION OF SUBSIDY AMOUNT : The company will grant interest subsidy to the employees who avail the housing loans from any of the approved financial institutions @ Rs.30/- (Rounding off to the nearest rupee based on 8.75% existing interest rate as per MoU, i.e., three percentage points below state bank advance rate (SBAR) on on 240 months of repayment schedule on a loan amount of Rs. Lakhs as computed in the work sheet at Annexure 1) per rupees ten thousand per month of qualifying amount in the case of fresh loan and the outstanding principal loan amount or the qualifying amount whichever is less in the case of existing loan.

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The amount of interest subsidy will be computed on the basis of the Equated Monthly installment (EMI) as charged by the lending institution at its rate of interest subject to a maximum ceiling of 15% and the EMI at the rates of interest provided under the Companys HBA rules computed on the same basis / method as followed by the lending agency. In Respect of loans drawn from LIC etc., where only the interest is repaid every year and in such cases where a different method other than that followed by HDFC is adopted by the lending agency for computing the EMI, the amount of interest subsidy will be decided on the basis of adopted by HDFC . the interest subsidy will thus be constant throughout the repayment period irrespective of the quantum of interest each month and the method of EMI computation followed by different agencies.

Where, on account of drawal of loan in installments, payment of interest by the employee to the lending agency arises before of EMI (Consisting of Principal and Interest ). The difference in the simple interest calculated at the interest rates provided in the HBA rules and those of the leading institution will be reimbursed to the employee on producing necessary receipt and other documentary evidence of having made such interest payment. This reimbursement will however, be made only once on a consolidated claim submitted by the employee just before commencement of EMI. The amount of loan qualifying for interest subsidy will be the loan

Computation of the subsidy amount mentioned at 4.1 will be done for evey financial year subsequently, based on a floating rate at three percentage points below the state bank advance rate (SBAR) prevailing on 1st April of that financial year. (Note: The amount of Rs.30/- may vary in accordance with the interest rate as modified by SBI) Irrespective of the total amount of loan sanctioned and the number of installments allowed by the financial institution to the employee. Interest subsidy will be payable for thae least of the following: Period: a) No. of months in repayment terms b) The date of cessation of emplacement with RINL/VSP. c) 240 months. ELIGIBLE AMOUNT : Qualifying amount rounded off to the nearest rupees ten thousand. Outstanding Principal loan amount rounded off to the nearest rupees ten thousand in case of existing loan. Rs. 8 Lakhs Rs.4 lakhs in case of enlarging living accommodation of existing house. In the vent of EMI being less than the subsidy amount, it will be restricted to the amount of EMI.

The amount of loan qualifying for interest subsidy will be the

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entitlement as per the HBA rules of the company or the actual amount of loan entitled amount or the actual amount of loan drawn whichever is less. drawn, whichever is less. PROCEDURE: PROCEDURE An Employee desirous to avail the interest subsidy for housing loan The employees will be required to seek your written permission in will submit an application to the advances section in the personnel department, the prescribed form (Annexure 11) from the company before applying for as per the Performa given at Annexure - 1 a fresh housing loan or in the case of existing loan from any of the agencies enumerated at Clause 3.1 of the scheme. The advances section of personnel deptt. Shall scrutinize the After getting written permission from the company, the employee applications with regard to the approval of the building plan, cost of estimates, will apply for interest subsidy in the prescribed from (Annexure III) along whether the loan can be accommodated within the limit set for the financial with Xerox copies of the following documents: year, etc. and .a "ter obtaining the approval of the Competent Authority (which a) Permission letter from Personnel Deptt. will be the same as applicable for HBA under the HBA rules), issue a letter of b) Sale Deed permission to obtain the loan. A copy of the permission, indicating that VSP c) Municipal/Panchayat Plan Approval with would not undertake any liability except to recover the monthly installments d) proceedings from the pay of the employee and remit to the lending institute, will be e) Estimate by Architect/Engineer endorsed to the Financial Institution concerned. f) Loan sanction letter from Bank/Agency g) Outstanding Principal loan amount h) certificate issued by the lending Institution i) concerned, in case of existing loan After grant of loan by the lending institution to the employee, the After scrutiny, a sanction order will be issued by Personnel lending institution would intimate VSP about the sanction of loan, the terms of Department Advances Section as per the Performa placed at Annexurerepayment, number of installments of recovery, interest rates, etc. Based on IV. such intimation. Personnel Department would issue .;n order for sanction of Interest Subsidy to tre employees with a copy to Finance Deptt. Tli s communication will also contain the amount cf installment recoverable, period of recovery an the subsidy amount payable to the employee, etc.

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EXTENT OF LIABILITY TO THE COMPANY:

At the end of Financial Year, the employee has to submit to the Pay Section of Finance department by 31s' May. proof of payment of EM! issued by the Financial Institution concerned in the prescribed format placed at Annexnre-V EXTENT OF LIABILITY TO THE COMPANY: The company will neither guarantee nor be a surety for the loan and will not accept any financial liability whatsoever in this regard. In case the employee sells the house against which Interest Subsidy is drawn and purchases another house, the same amount of Interest Subsidy first sanctioned or the Interest Subsidy amount calculated tinder these rules on the loan amount taken for the new house, whichever is j less, will be paid to the employee, provided the gap between the sale of the house and purchase of 2nd house : is not more than two months. The term for which Interest Subsidy was sanctioned for the house remains unaltered. In case the employee sells the house against which Interest Subsidy is drawn or pre-closed the loan, he/she has to inform the Company of the same immediately. He/she will cease to get Interest Subsidy. Where both husband and wife are employees of the Company, only one of them will be eligible to avail Interest Subsidy on a housing loan, provided neither of them has availed NBA or Interest Subsidy from the Company on a" housing loan earlier. Interest levied by (he Financial Agency for defaults will not be subsidized. Employees are permitted to switch over from one Lending Institution to another, subject to the following conditions: Lending Institution to Which the employees want to switch over should also be the approved Housing Finance Agency.
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It will be the responsibility of the employee to ascertain the willingness of both the Lending Institutions involved. The Company will not accept any extra liability, financial or otherwise, arising out of such transactions. The total Interest Subsidy payable to the employee in any case will not be more than what would have been payable to him had-he not switched over. The Company will not stand guarantee qr-surety for any such transaction not even for the intervening period from the drawl of loan from one Lending Institution till the remittance of the same with the other Lending Institution.

Scholarships under general category: Under this category, there are three groups as per the details given below: GROUP QUALIFYING EXAMINATION COURSE IN WHICH ADMISSION IN AMOUNT SOUGHT SCHOLARSHIPS OF NO. OF SCHOLARSH IPS

Intermediate/

Degree Course in Engineering/ Architecture Rs. 1500/- per month for the full 10 (Ten)
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12th Std. Exam. In Science Stream II

III

/ Medical / Veterinary/ Agricultural Sciences. th 12 Class/ Intermediate Exam. In Diploma courses in the areas of Group- I Arts/ science / Commerce/ above or Degree or Diploma courses in pure Humanities. sciences/ Social Sciences/ Commerce/ Business / Personal Administration / Humanities. S.S.C or Equivalent Higher Secondary Course (i.e., plus two stage in General or Vocational Stream)

duration of the course. Rs. 750/- Per month For the full 6 (Six) duration of the course

Rs. 400?- per month for the full 10 (Ten) duration of the course

GROUP QUALIFYING EXAMINATION I II

NO. OF SCHOLARSH IPS Intermediate/ Degree Course in Engineering/ Architecture Rs. 1500/- per month for the full 4 (Four) th 12 Std. Exam. In Science Stream / Medical / Veterinary/ Agricultural duration of the course. Sciences. th 12 Class/ Intermediate Exam. In Diploma courses in the areas of Group- I Rs. 750/- Per month For the full 4 (Four) Arts/ science / Commerce/ above or Degree or Diploma courses in pure duration of the course Humanities. sciences/ Social Sciences/ Commerce/
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COURSE IN WHICH ADMISSION IN AMOUNT OF SOUGHT SCHOLARSHIPS

III

S.S.C or Equivalent

GROUP QUALIFYING EXAMINATION

Business / Personal Administration / Humanities. Higher Secondary Course (i.e., plus two stage in General or Vocational Stream) COURSE IN WHICH ADMISSION IN SOUGHT

Rs. 400?- per month for the full 4 (Four) duration of the course AMOUNT OF NO. OF SCHOLARSHIPS SCHOLARSH IPS Rs. 1500/- per month for the full 2 (Two) duration of the course. Rs. 750/- Per month For the full 2 (Two) duration of the course

I II

Intermediate/ 12th Std. Exam. In Science Stream

III

Degree Course in Engineering/ Architecture / Medical / Veterinary/ Agricultural Sciences. 12th Class/ Intermediate Exam. In Diploma courses in the areas of Group- I Arts/ science / Commerce/ above or Degree or Diploma courses in pure Humanities. sciences/ Social Sciences/ Commerce/ Business / Personal Administration / Humanities. S.S.C or Equivalent Higher Secondary Course (i.e., plus two stage in General or Vocational Stream)

Rs. 400?- per month for the full 2 (Two) duration of the course

Applicable For Criteria for Selection Children of Employees who are having Nature and extent of Disability of the child the following Disabilities: and the extent to which the training/ Blindness education would help in rehabilitation of the Hearing Impairment child, as assessed by the Committee Locomotors Disability Mental Retardation Mental illness Cerebral Palsy

Amount of Scholarships No. of scholarships Rs. 750 /- per month for a period 6(Six) as recommended by the Committee

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And who are prosecuting studies in any course in a RECOGNIZED school/ College/ General or Vocational Institute. Group 1 Name of the Scheme Eligibility Amount of Cash Award Col.C.K.Nayudu Sports Cash Children of the VSP Employees who represent the country in any event. Rs. 5,000/Awards Who secure 1st place in nationals school games and sports conducted by (Lump Sum) school Games Federation of India or Rajiv or Inter State Cricket Marches conducted by Board of Control for Cricket in India (BCCI). The applicant should have participated in the events mentioned above during the year 2007-08. Dr. Sarvepalli Radhakrishnan Children of VSP Employees who secure admission and join Indian Institute Rs. 5,000/Merit Cash Awards of Technology (IITS), Indian Institute of Management (IIMS), Indian (Lump Sum) Institute of Science (IISC)- Bangalore, Indian statistical Institute (ISI)Kolkata, All India Institute of Medical Sciences (AIIMS)- New Delhi, Armed Forces Medical College ( AFMC) Pune or Jawaharlal Nehru Institute Post Graduate Medical Education and Research (JIPMER)- Pondicherry. The applicant should have been admitted in the above mentioned courses during the year 2008-09.

II

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To encourage merit amongst the children of employees, VSP awards 50 Scholarships annually under the various Scholarship Scheme of the Company. In addition to the above, since the year 1991, commemorating the birth centenary celebrations of Bharat Ratna Dr. BR Ambedkar, an annual Merit one-time Cash Awards for students belonging to SC/ST category have been introduced. There are two merit cash awards i.e., Rs.500/- and Rs.250/- for the first and second students who secured highest marks in Xth Class Public Examination in each school of VSP.

C) Medical Facilities:The company provides comprehensive health care scheme involving in-patient and out-patient treatment in Company run hospitals and specialised treatment at referral hospitals to the employees and their dependants. Visakhapatnam Steel Plant has established a 160 bedded ultra modern hospital -Visakha Steel General Hospital (VSGH) equipped with sophisticated equipments. In addition to this, there are 4 Health Centres, i.e., one each at JLM and MDM Mines one at Ukkunagaram and one at Pedagantyada RH Colony. 2 Emergency Medical The Care Units in the Plant premises to cater to the health needs of the employees.

Company also extends medical facilities and specialised treatment, if required at reputed corporate hospitals like Apollo, Medwin, CMC, Vellore, etc. Some of the special features of VSGH are: Full-fledged Burns Unit, acclaimed to be best in the area. Radiology Department equipped with ATL Ultrasound Scanner, 800 mA X-Ray machines with image intensifier and 500 mA X-Ray machines with fluoroscopic facility. Well equipped Pathology Lab with Hematology, Micro-biology & BioChemistry Laboratory, Blood Bank facilities and Histopathology Laboratory. ICU equipped with bedside feather touch polychromatic modular monitoring with Central Monitoring system. Cluster-type wards with central Nursing Station System
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 Operation Theatres equipped with special sliding trolleys, imported operation tables with height adjustment facility and shadow less cold lights to enable surgeons to have a clear vision of operating field. Well equipped Physiotherapy wing A separate Central Sterile Supply Department with modern equipment Automatic Laundry Diet Counseling Clinic for providing nutrition advice to malnourished children, diabetic patients, patients with hypertension, obesity, etc. Occupational Health Services and Research Centre takes several measures in the area of preventive health care and attempts to ensure good health of the employees by conducting cyclical examination of the employees and constant monitoring of environmental conditions. Highlights on medical services: Medical camps were organized in and around the plant. Orientation on First Aid, Emergency Care and Burns management is imparted to employees. Special programmes like AIDS Awareness Week, Pulse Polio Immunization programme, World Health Day, World Population Day, Anti Malaria Week, Breast Feeding Promotion Week, Mothers Meet, International Nurses Day, Free Family Planning Operations, etc. were organized. Periodic medical checkup of employees under Man Maintenance Programme are done to maintain and improve their health status. Medical Reimbursement: Medical reimbursement towards expenses incurred on treatment is allowed to the employees staying in city and places other than township. In case some medicines are not available in VSGH, the expenses towards procurement of the medicines are reimbursed. Towards this, the company spends an amount of about Rs.4.90 Crores and further improvement is under consideration.

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D) Housing Facility:
The Company has a well laid out township Ukkunagaram, consisting of 8,696 quarters with all modern amenities like water supply, underground sewerage, schooling, recreation facilities, parks, shopping complexes etc. for its employees. Various types of quarters were constructed according to BPE norms. Apart from this, there are 386 quarters at our Captive Mines. These quarters are allotted to employees on the basis of seniority and standard rent is charged from the occupants. The housing satisfaction roughly works out to 55%. Employees who have not been allotted quarters in township are paid House Rent Allowance (HRA). Apart from providing subsidized accommodation, the Company also provides subsidized electricity and free water to all quarters. The electricity subsidy is around Rs.15.00 Lakhs per month and the water charges borne by the Company is to the extent of Rs.4.20 Lakhs per month. The total annual maintenance expenditure of Township is around Rs.6.00 Crores

E) Work Dress:
The Company is providing two pairs of Work Dress annually to all employees since 1995-96. - Total annual expenditure on Work Dress is around Rs.1.40 Crores. - Current average expenditure per employee towards Work Dress comes to around Rs.980/-

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H)

Motivational Schemes:-

Jawahar Awards:With a view to motivating and recognizing the outstanding performance employees, the JAWAHARLAL NEHRU PURASHKAR/ AWARDS scheme is being operated in VSP every year. Last year 64 employees were honored with these awards. Suggestion Rewards:Suggestion Reward Scheme under the name Srujan Vikas was launched in VSP in the year 1993 with the objective to provide a forum to encourage creative thinking and accord recognition to the employees. The suggestions received are evaluated by Zonal/Apex level committees and cash rewards ranging up to Rs.18, 000/- are awarded to the suggestors, depending on the merit of the suggestion. Gold and Silver medals are presented to the two best suggestors who have shown maximum saving through suggestions. Creativity awards are also presented to the suggestors who have given maximum no. of rewarded suggestions. Incentive Schemes:The following are the various schemes introduced by the Management from time to time to motivate employees to strive towards excellence and achieve social security with job satisfaction. a) Incentive scheme for acquiring professional qualifications b) Incentive scheme for acquiring Hindi qualifications c) Incentive scheme for promoting small family norms d) Special Performance rewards connected to production e) Performance Linked Benefit Schemes.

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Facilities for Recreation

Ukkunagaram, the Township built for the employees of Visakhapatnam Steel Plant, is a fast emerging as polychromatic cultural centre in the region sustaining and promoting cultures of different regions of the country symbolizing "Unity in Diversity". People from almost all the regions in the country and professing different religions, live in VSP's Township in peace, amity and brother-hood. VSP has been endeavoring to make Ukkunagaram a truly Cosmopolitan Cultural Centre by encouraging and promoting various cultural activities and fine arts like music, dance, theatre, literature etc. Towards this, the Company has taken various initiatives some of which are listed below

A) Community Welfare Centres (CWCS):

For the recreation of employees and their families and for encouraging social interactions amongst employees during off-duty hours, the Company has established a total of 8 (Eight) Community Welfare Centres located at different locations at Head Quarters and its two Captive Mines with a total cost of around Rs.1.43 Crores. An amount of Rs.3.17 Lakhs is being collected annually towards membership fee from the employees residing in the respective areas of CWCs and disposal of the same is placed at the In the respective CWC Committees to pursue various activities.

addition, annually an amount of Rs.1.50 Lakhs is being given to the CWCs as special grants for organizing the sports and cultural activities. With a view to meet the additional needs of the recreational and cultural facilities, approval has been accorded to construct CWC-2 at Ukkunagaram with an estimated expenditure of about Rs.3.21 Crores. Additional facilities are also in anvil to construct an Open Air Stage at Trishna Grounds and to provide more facilities at CWC-1 at Ukkunagaram.

b) Library:A separate Library-cum-Reading Room, built at a cost of Rs.4.50 Lakhs named after Bharat Ratna Dr B R Ambedkar was inaugurated on 17.08.1997, as part of the Golden Jubilee Celebrations of our Country's Independence for the use of Township residents.
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c) Ukkunagaram Club & Steel Club:There is a well-equipped Ukkunagaram Club, which was constructed with an expenditure of Rs.89.00 Lakhs in the year 1984. The Club is having the facilities like Multi Purpose Hall, Library, Multi-Gym, Swimming Pool, Billiards room, etc. One more club viz; Steel Club was established during the year 2003 in the township to improve the Socio-Cultural & Recreational activities. i) Bala Udyan at Sector-II Shopping Complex ii) 2 Jet Fountains and Boat Club at Indira Gandhi Park

e) Sports Facilities:VSP Management has provided the following infrastructural facilities for sports persons to improve their skills and standards.

Sports Complex:A big Sports Complex was built with an expenditure of Rs.1.70 Crores, which have the facilities of big ground with Pavilion, three main turf (Cricket) wickets, three practice turf wickets, one football ground, Hockey field, one floodlit Volleyball court, one floodlit Tennis Play Court, one floodlit Basket Ball Court, 8 lane 400 mts track, etc. There is also an Indoor stadium developed for playing Volleyball, Badminton and other games. Besides the above, a very good cricket field has been developed with two turf wickets and two practice wickets and a Foot Ball field at Trishna Ground, located outside Stadium Complex. One Multi Gym has been provided for the benefit of residents of Ukkunagaram.

Hostel Grounds:The following sports facilities were provided in the premises of Hostel Grounds: Two floodlit volleyball courts Beach volleyball court Ball Badminton court

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With the above measures, VSP is identifying hidden talent and training them to bring laurels to VSP. Rs.5.00 Lakhs. The annual expenditure towards sports facilities is around

f) National Day Celebrations:The Company has been organizing the following National Day and Ceremonial functions every year in a grand manner by incurring an expenditure of Rs.3.00 Lakhs: Republic Day Celebrations Independence Day Celebrations RINL Formation Day Celebrations on 18th February Dr B R Ambedkar & Babu Jagjeevan Ram Jayanthi Celebrations, etc.

SOCIAL SECURITY MEASURES

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A) Employees' Family Benefit Scheme:

The Company has introduced an Employees' Family Benefit Scheme as a Special measure of Welfare for the employees w.e.f. 01.08.1995. Under the Scheme, last pay drawn of the employee is extended till the notional date of superannuation subject to depositing Provident Fund and Gratuity amounts accruing to the employee, on cessation of his employment on account of permanent total disablement or permanent medical unfitness and to his nominee in case of the death of employee while in service of the Company. However, in case of death/permanent total disablement of an employee arising out of and in course of employment while on duty or death/permanent total disablement arising out of accidents while coming to duty or going back from duty within one hour before or after the end of the shift, the employee/ dependants of such employee will have the following options:
a)

One of the dependants (Wife/husband, son, unmarried (daughter) may opt for employment and he/she may be considered for employment at the intake point of recruitment depending on age, qualification, experience etc. (OR)

b) The dependent may opt for monthly payment equivalent to last pay drawn (Basic + DA) till amounts earned. the notional date of superannuation of the deceased employee without requiring to deposit with the Company PF & Gratuity

B) SUPER-ANNUATION BENEFIT FUND:RINL Employees Superannuation Benefit fund has been introduced as a special measure of employee welfare 1. 11. 1995 in accordance with clause 7.0 of the memorandum of settlement dated 19. 9. 1995. The funds for the operation of this scheme would consist of contribution of 2% of employees salary (Basic pay + DA) and the earning under the Performance Linked Benefit Scheme (PLBS). The company shall contribution to the fund an amount of Rs.100/- per annum.

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Benefits:I. For entitlement of benefit from the fund, the minimum contribution by an employee will be at 2% of his salary and the sum received by him as payment towards incentives under the PBLS for 5 years. II. The benefits will be in the shape of annuity to be purchased out of the fund standing to the credit of the concern retiring/retired member of the fund from any of the approved agencies under the act and the member shall be given an option to select from amongst the alternatives offered by the said agency. The member would also be given option to receive deferred pension commencing from the normal date of superannuation provided that he keeps the amount at his credit with the trust even after his opting out the scheme. The amount so kept with the trust will earn interest on year to year basis at the rate declared by the board of trusties.

C) Family Benefit Scheme (Death Benefit Fund):This is a voluntary Scheme. In case of death of an employee during service, the dependents of the deceased are entitled to receive an amount of Rs.85,000/-(approx.), which is contributed by the employees @ Rs.5/- from the FBS members.

D) Group Savings Linked Insurance Scheme:Under this Scheme, employees are to contribute at specified rate to the GSLI which will be recovered through salary and remitted to LIC. At the time of retirement/resignation/death, the amounts received from LIC will be paid to the employee/dependents. The amount of benefit ranges between Rs.0.40 Lakhs to Rs.1.60 Lakhs depending on the grade of the employee.

E) Life Cover Scheme:Under the Life Cover Scheme (in lieu of EDLI), the dependents of an employee are entitled to receive an amount of Rs.62, 000/-

F) Group Personal Accident Insurance Scheme:-

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As a welfare measure, VSP has introduced Group Personal Accident Insurance Policy for the benefit of its employees covering the risks of accidental Death/Disablement arising out of accident. Under the scheme an employee can opt for a sum insured amount up to 60 times of Basic+DA, and the risk includes payment of compensation at the specified rates (ranging from 2% to 50% of capital sum insured depending on the extent of disability) in case of disability or 100% amount of capital sum insured in case of death due to accident. Risk covers round the clock for 24 hours and it could cover anywhere in the World. As on date, 16,600 employees are covered under the policy. G) Contribution from Incentive Earnings:In case of death of an employee while on duty, the dependents are entitled to receive a portion of the incentive of the department in which he was working at the time of death. The amount ranges between Rs.50, 000/- to Rs.60, 000/-

H) Corporate social responsibility:A comprehensive Corporate Social Responsibility policy has also been evolved for addressing the societal issues in a structural manner. In this scheme RINL is contributing 2% of their annual net profits for Social service activities, such as providing basic facilities of street lights, roads, drinking water facilities in the rural areas around the Visakhapatnam. Under this scheme two villages near JPT lime stone that is Bhudawada village and K.Agraharam villages are identified under CSR activities Roads, Drainages have been provided. The Following box have been under taken bye VSP through its CSR schemes.

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CSR WORKS TAKEN UP BY VSP

BUDAWADA VILLAGE
SNO 01 02 03 04 05 06 NAME OF SUB HEAD C/o Drains in Budawada Village of Agency area i/c side drains (PH-II) C/o CC Roads over existing WBM Road and C/o open drains (PH-I) C/o CC Road over existing WBM road and Construction of slab over drain at point No.2 at Budawada village C/o open drain from Budawada village to Lambada Tanda C/o Open stage at School premises of Budawada village Construction of toilet at Panchayat Office at Budawada village PRESENT STATUS OF WORK To be completed Completed Completed Completed Completed Approved Amount Rs. 1474900 1107700 809800 186400 186300

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K AGRAHARAM SNO NAME OF SUB HEAD 01 02 03 04 Community Hall cum Library at K Agraharam Development of weekly Market place at JLM township wit GI sheet roofing Welcome Arch entrance of JLM township Internal Roads at K Agraharam including side drains PRESENT STATUS OF WORK To be started -doTo be completed Completed APPROVED AMOUNT 780000 564600 70800 1422800

JAGGAYYAPETA SNO NAME OF SUB HEAD 01 Construction of Multi purpose Hall in site at' All the above works under final of competition. PRESENT STATUS OF WORK Approval accorded for construction. APPROVED AMOUNT 9507800

Municipal

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J) Mediclaim Insurance Policy for Retired Employees:Mediclaim Insurance Policy is extended to the retired employees and their spouses, in addition to the treatment that they may avail in the Company run Hospital free of charge. An expenditure of Rs.12.86 Lakhs incurred during 2003-04 to cover the retired employees (Mediclaim Policy holders) up to 31.03.2004. So far 321 retired employees and their spouses have been covered under this scheme. L) AFFORESTATION:Conservation of Environment is one of the core values of VSP. In order to create a safe and healthy environment for the inhabitants of the township and surrounding neighborhood, a comprehensive plan was prepared to afforest an area of 3,600 ha i.e., 41% of its total land area of 8827 Hectares. This is well above the prescribed national norm of 33.33%. The afforestation areas constitute block plantations inside the Plant and Township (1,630 Ha) and a peripheral green belt of 500m wide along the VSP land boundary (1,970 Ha). INFRASTUCTURE: A Railway Line (BG) of 32 KMs joining Motumarri to Jaggayyapeta Limestone Mine was constructed by the Railways and is in operation. POWER: 10.5 KMS HT line was constructed by APSEB for 33 KV HT The Mine receiving Sub-Station supply to the Mining area.

(33KV/3.3KV/440V) was constructed by lessee and is in operation. It has a beautiful township consisting of 226 houses of A, B & C type and barracks with modern amenities including school, hospital, hostel, Social Centre, Shopping Centre and open air auditorium. There is a branch Post Office located in the Township.

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77

INTRODUCTION ABOUT PROJECT

MEANING AND DIFINITION:Welfare means faring or doing well it is the comprehensive term and refers to the physical, mental, moral and emotional well being of an individual labour welfare ,also referred to is betterment work for employees relates to taking care .well being of the of workers by employers trade unions governmental nongovernmental agencies. Labour welfare is a term which must necessarily be elastic, bearing a some what different interpretation in one country from another, according to the different social customs, the degree of industrialization and educational level level of the workers.

Importance of Welfare Activities of Employees:Following are the important principles to be followed in setting up Employees welfare programme. The programme should satisfy real needs of the workers. The programme should be such as can be handled best by a group approach. The employer should not .assume a benevolent posture.

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The cost of programme should be calculated and its financing established on a sound basis. The management should ensure co-oparation and active participation of unions and workers in formulating and implementing the programme. There should be periodical assessment or evolution of the programme.

Objectives of welfare activities:Today lobour welfare programmes have become very important because whatever is spent on it is as good investment by the employer. He is benefited by increased production on better quality of work .Some important motives of labour welfare are as follows. To give expression to philanthropic and paternalistic feedings. To win over employees loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable lobour force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn good will and enhance public image. To reduce the threat of further government intervention.

Types of Welfare Activities:A comprehensive list of welfare activities is given moorthy in his monumental work on labour welfare .He divides welfare measures into two broad groups, namely. Welfare measures inside the work place: and Welfare measures outside the work place. Welfare measures inside the work place:Conditions of the work environment.
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Convinces. Workers, Health services Woman and child welfare Workers recreations Employment follow up Economic service Labour management participation Workers education. II. Welfare Measures outside the work place:Housing: bachelors quarters; family residences according to types and rooms. Water, sanitation, Waste Disposal. Roads lighting, parks, recreation, playground. Schools: nursery, primary, secondary and high schools. Markets, co- operatives, consumer and credit societies Bank. Transport. Communication: Post, telegraph and telephone. Health and medical services: dispensary emergency ward, Out-patient and out-patient care, family visiting; family planning.

Approaches to labour Welfare:The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which are engaged in welfare activities .Welfare facilities may be provided on religious, philanthropic or some other grounds .More over, the Different approaches to labour welfare reflect the evolution of the concept of welfare A study of the approaches to labour welfare is desirable for the management,the workers and the general reader .For the general reader ,a study of approaches is essential because his/her knowledge of the subject is in complete with a knowledge of these approaches , and a knowledge of approaches enables the manager and the worker to have a better perspective on welfare work The policing theory of labour welfare. The religion theory of labour welfare. The philanthorophoc theory of labour welfare. The paternalistic theory of labour welfare. The placating theory of labour welfare. The public relations theory of labour welfare
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The social theory of labour welfare Welfare Activities Classes:According to Dr. Broughton welfare activities can be divided into two classes (a).Intra-mural and (b).Extra-mural.infra-mural works include Scientific selection or appointment: The scientific selection of workers for the various jobs within the organization. Industrial Training: Training for different jobs in the factory. Arrangement for light, fresh air and water: This classification comprehends arrangements Prevention Of accidents: This includes arrangements for protection from dangerous machines, extreme temperatures, fire fighting etc. Other Functions: Such as canteen, provision or rest rooms, refreshments etc. Major Extra-mural labour welfare functions are the following: Provision of Education: This includes adult education, social education, primary education, education of men, women, children etc. Arrangement for proper housing accommodation. Medical services: This includes rest, cure, paid leave, free treatment subsidized medical aid etc. Provision of inexpensive nourishing food Facilities of Recreation: Clubs gymnasia, cinema, radio, reading rooms libraries etc. In additions to the above list, the following activities are also a part of labour welfare service: 1. Social Insurance Scheme. 2. Providend Fund Benefits. 3. Pensions. 4. Sickness and Maternity benefits. 5. Arrangement of maternity homes and crches. 6. Provision of cooperative societies. 7. Arrangements of cultural programmes 8. Schooling of children.

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Labour Activities agencies in India:

Various agencies have organized welfare activities in India. These agencies are: The Central Government The State Government The Employers The Trade Unions Other Agencies

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1. Are you aware of all the welfare measures provided by VSP?

Table: 5.1 Responses Yes NO Partially Total No. of responses No. of Responses 80 10 10 100 % Of Responses 80% 10% 10% 100%

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Interpretation:
From the above analysis we can know that 4/5th of them are totally aware of the welfare measures providing for employees in the VSP but, very few are not aware due to the communication gap and also few of them are not clear about what comes under welfare measure

2. How do you come to know about any new welfare measures being introduced in the organization?
Table: 5.2 Responses Through Circular Higher officials Unions Co-workers Total No. of Responses No. of Responses 68 8 12 12 100 % of Responses 68% 8% 12% 12% 100%

Interpretation:
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From the above table we come to know that most of the employees come to know about the new welfare measures through circulars. The passing of circulars are well maintaining in the organization. It is easily accessible to majority of employees that helps them aware of the new measures when being come into existence. And it is also very economic means of sending messages through out the organization. Very few get through their superior, co-workers, and unions.

3. How to Feel that Safety provisions?

Responses Very Good Good Satisfied Poor Total No. of Responses No. of Responses 42 40 16 2 100 % of Responses 42% 40% 16% 2% 100%

Interpretation:

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From the above analysis we can know that all most of them are totally satisfied with the safety provisions providing for employees in the VSP but, very few are responding poor to the safety provisions.

4. How to feel that Medical facilities?

Responses Very Good Good Satisfied Poor Total No. of Responses No. of Responses 32 48 16 4 100 % of Responses 32% 48% 16% 4% 100%

Interpretation:
As a major portion of the employees are satisfied with the medical facilities due to free treatment, good doctors and excellent facilities for common ailments and lacking

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specialized technology so this may be the reason for dissatisfaction among other employees. But if we observe the facilities providing for their employees and dependents it was excellent. The company also extends medical facilities and specialized treatment, if required at reputed corporate hospitals. Better services are required rather than free treatment.

5. What is response your Drinking water facilities?

Responses Good Satisfied Average unsatisfied Total No. of Responses No. of Responses 40 30 20 1O 100 % of Responses 40% 30% 20% 10% 100%

Interpretation:
As a major portion of the employees are satisfied with the drinking water facilities due to more water filters are arranged in the nearest places and lacking maintenance of the equipment so this may be the reason for dissatisfaction among other employees
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6. How to like that your Leave facilities in VSP?

Responses Very Good Good Satisfied Poor Total No. of Responses No. of Responses 38 40 14 8 100 % of Responses 38% 40% 14% 8% 100%

Interpretation:
From the above analysis we can say that the overall respondents are above the satisfaction level regarding the leaves because of RINL leave rules provide 10 days bonus EL, over and above the maximum ceiling prescribed under the Factories Act subject to the employee qualifying to earn the leave. Apart from earned leave, the company provides casual Leave, Half pay Leave, Computed Leave, Special Class Leave and quarantine leave. As the employees are having adequate number of leaves they are totally satisfied in the welfare measures.
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7. What is response on your Canteen facilities in VSP?

Table: 5.7 Responses Very Good Good Satisfied Poor Total No. of Responses No. of Responses 8 40 36 16 100 % of Responses 8% 40% 36% 16% 100%

Interpretation:
By analyzing the information given above we can say that the majority of the employees responded that the facilities providing in the canteen are above the satisfactory level because of the food providing for them are good quality, the environment and hygiene are maintaining with cleanliness lastly the timings of the canteen are comfortable with the timings of the working hours of the employees. But some of the respondents are not satisfied with the canteen facilities because mostly about the tastiness of the food, cleanliness was not maintaining in the canteen. The taste of the food was not up to their expectations and facilities providing are not properly maintained. Some of the employees depend upon the food in the canteens. So the food providing should give necessary calories of energy for them to do their work properly.

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8. Now a days labour welfare programs have become very important in the organization?
Opinion Yes No Total No. of Respondents 70 30 100 % of Respondents 70% 30% 100%

Interpretation:
From the above information 70% of the employees are supporting that labour welfare programs have become very important in the organization. But 30% of employees are not supporting because safety is an external process so they are not giving so much importance.

9.How to enable that your children Educational facilities in VSP?

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Responses Very Good Good Satisfied Poor Total No. of Responses

No. of Responses 30 32 28 10 100

% of Responses 30% 32% 28% 10% 100%

Interpretation:
Majority of the employees are satisfied with the educational facility this shows that organization is doing a good work for education and providing standard education at all levels. There 11 schools in Ukkunagaram providing CBSE, ICSE and state level syllabus. As far as unsatisfied employees are concerned the reason that can be associated with their dissatisfaction is that management of some schools is not in the hands of VSP and so it is not being regulated according to their terms and condition.

10. VSP giving to Scholarships for the merit students does u like how much?
Responses Very Good No. of Responses 32 % of Responses 32%
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Good Satisfied Poor Total No. of Responses

30 28 10 100

30% 28% 10% 100%

Interpretation:
From the above analysis we can say that most of the employees are satisfied with the scholarship providing to the merit students of the VSP employees. We can say that scholarships are for to motivate the students to do their best in future and appraising their talents in studies. This is not to provide huge amounts for scholarships. One should not see how much they are giving. Whether they are appraising or not. So VSP is providing their best for the children.

11. What is the main safety precautions should an employee take while on work?
Opinion Air condition Lighting No. of Respondents 10 20 % of Respondents 10 % 20 %

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Physical amenities Safe Work environment Total

10 60 100

10 % 60 % 100%

Interpretation:
From the above information 60 % of employees prefer for safe work environment .because they need safety while working and 20 % of employees for lighting. because to perform the operations with out any breaks remaining 10%on physical amenities and other 10%are preferring air conditioner which is needed in some areas And 10% of employees for physical amenities.

12.

What is your opinion Quality of Housing facilities?

No. of Responses 32 36 22 10 100 % of Responses 32% 36% 22% 10% 100%
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Responses Very Good Good Satisfied Poor Total No. of Responses

Interpretation:
From the above analysis we can conclude that most of them are above the satisfaction level regarding the facilities at quarters. The condition of the quarters, water supply, electricity supply and maintenance are good. There will be 24 hours interrupted power supply for the houses and water supply at any time.

13.What is your opinion on Sports Facilities?

Responses Very Good Good Satisfied Poor Total No. of Responses

No. of Responses 22 30 24 24 100

% of Responses 22% 30% 24% 24% 100%

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Interpretation:
Form the above analysis we can say that most of the employees are satisfied with the sports facilities providing for them at near place. Sports are regular activity and healthy to all the people so that the sports providing for employees. It gives to the good fitness to the body. But few of the employees are dissatisfied with out the good sports facilities because of the not available good courts nearer to the employees so few of the employees are not satisfied.

14.Which agree to the Pension scheme in VSP as per given below?

Responses Very Good Good Satisfied Poor Total No. of Responses

No. of Responses 9 43 30 18 100

% of Responses 9% 43% 30% 18% 100%

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Interpretation:
From the above analysis we can say that the most of the employees are satisfied. But only some percentages of them are not satisfied. Because of the reasons the govt fallows the old rules and regulations or other things.

15. What type of safety precautions you will prefer?

Opinion Internal safety External safety All Total No. of Respondents 10 10 80 100 % of Respondents 10% 10% 80% 100%

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Interpretation:From the above information given in table 80% of employees are prefer for all safety precautions because they need both internal safety and external safety while they are in the organization and 10% for internal safety such as helmet, belt, nose filter, gloves, spectacles which give internal safety to them and another 10% for external safety such as stores, dispensaries, cotters, water facilities and colony security.

16. Group Personal Accidents Insurance scheme how to provide by the VSP?

Responses Very Good Good Satisfied Poor Total No. of Responses

No. of Responses 32 48 18 2 100

% of Responses 32% 48% 18% 2% 100%

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Interpretation:
Group Personal Insurance Scheme is a welfare measures scheme maintaining by insurance claims section of financial accounting department. The scheme was introduced from 1995 on words. As per general insurance regulations the intentions of the accident either death or disable accident is to be intimated to the respective insurance company immediately.

17. Are you satisfied with the accommodation provided and the welfare facilities available in the township?
Opinion Yes No Total No. of Respondents 90 10 100 % of Respondents 90% 10% 100%

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Interpretation:
90% of employees are satisfied with accommodations provided and welfare facilities available in the township. Such as good drinking water exlent colony life good canteen facilities bus facilities and educational facilities but only 10% of employees are not satisfited. Because insufficient facilities in cotters.

18. Are you satisfied with all the welfare facilities provided by the VSP?
Responses Yes No Partially Total No. of responses No. of Responses 63 1 33 100 % Of Responses 63% 1% 33% 100%

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Interpretation:
From the above analysis it is clear that most of the employees are happy with the welfare measures providing to them. The organization is very clear in implementing the welfare measure and seeing in a way that they are reaching to the employees. But coming to the those who are not satisfied there may be some personal experiences regarding to their wishes which was not done. But at its best VSP was providing good welfare measures to their employees when compared to any other sectors and taking every chance to look after their employees

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SUGGESTIONS
1.

The organization shall implement the best suggestions given by the employees to reduce the dissatisfaction levels in the employees. The organization shall take more initiatives regarding the employeeswelfare and suggestions given by them. As some of the measures were not up to the mark in implementation, there shall be periodical checkup in implementing the welfare measures provided in the organization.

2.

3.

4.

The first-aid kits provided in the shop floors shall be regularly checked for re filling as it is observed that essential things are missing at the time of usage.

5. The management should provide ozone purifier for better drinking water at each shop floor.
6.

The management should provide better higher education facilities for the employees children as presently education facilities up to XII Standard are available.

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7.

The management shall try to provide land for the employees inside the plant for better housing i.e Satellite Township to minimize the time coming over to job from far places.

8. Canteen facilities should be improved. The quality of the food and the cleanliness in the canteen should be maintained.
9.

Better pension scheme may be designed. Separate pension scheme for VSP employees may be designed as a third retirement benefit instead of EPS-95. More details regarding the pension scheme to be made available for all the employees.

10.

Internal transportation with in the town ship to be arranged. executives working in side the plant.

11. Executive establishment section should be shifted inside the plant to facilitate 12. Railway reservation counters to be made available with in the sectors.

FINDINGS
VISAKAPATNAM STEEL PLANT Employees have been provided with some types of facilities in such as Insurance programmers, welfare programmers, safety programmers . This is the fact supported by the employees in the organization. Every employee should prefer all facilities; it will be beneficial to them and for organization. Out of them most of employees prefer all facilities providing by the organization. Some of them prefer only welfare programmers and some prefer safety programmers and others on insurance programmers. In every organization to get work commitment and motivation they should provide some welfare benefits such as medical insurance, disability insurance, holidays etc. In VSP, the fact from the employees that they prefer more medical insurance welfare benefit than disability insurance and holidays.

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In VSP, employees are provided with internal safety measures and external safety measures for their welfare. Most of employees prefer all the safety measures that are both internal and external measures. Some of them prefer only internal measure and some of them prefer only external measures. It is stated that which of the following benefits improve employees loyalty and motivation, such as pension, provident fund, insurance etc. The benefits which are exists in all organization. Out of them some of employees in the VSP, are motivated by the benefits provident fund and then insurance. Most of the employees in the organization supported this statement and less number of employees is against to this statement. However, in this regard it is suggested to VSP to continue the labors welfare programmers which will be beneficial to the organization some of them prefer only belt, helmet, nose filter and some of them. Pursuant to this policy VSP has taken several initiatives for introducing and implementation Non Statutory welfare which impart and propagate the feeling that the company care for its employees

BIBLIOGRAPHY
Human Resource Management& Human Relation Management of Industrial Relations WWW.VSP.COM WWW.GOOGLESEARCH.COM L.M.PRASAD P.SUBBA RAO

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QUESTIONAIRE
1. Are you aware of welfare measures provided by VSP? (A) (C) Yes Partially (B) (D) No All

2. How do you come to know about any new welfare measures being introduced in the organization? (A) (C) Through Circular Unions (B) (D) Higher officials Co-workers

3. How do you Feel the Safety provisions? (A) (C) Very Good Satisfied (B) (D) Good Poor

4. How do you feel the Medical facilities? (A) (C) Very Good Satisfied (B) (D) Good Poor
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5. What is the response of your Drinking water facilities? (A) (C) Good Average (B) (D) Satisfied Unsatisfied

6. How do you feel about your Leave facilities in VSP? (A) (C) Very Good Satisfied (B) (D) Good Poor

7. What is the response of your Canteen facilities in VSP? (A) (C) Very Good Satisfied (B) (D) Good Poor

8. Now a days the labour welfare programs had become very important in the organization? (A) (C) Yes Partially (B) (D) No All

9. How to enable that your children Educational facilities in VSP? (A) (C) Very Good Satisfied (B) (D) Good Poor

10. How do you like about VSP Scholarships for the merit students? (A) (C) Very Good Satisfied (B) (D) Good Poor

11. What is the main safety precautions should an employee take while on work? (A) (C) Air Condition Physical amenities (B) (D) Lighting Safe Work environment

12. What is your opinion Quality of Housing facilities? (A) (C) Very Good Satisfied (B) (D) Good Poor

13. What is your opinion on Sports Facilities? (A) (C) Very Good Satisfied (B) (D) Good Poor

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14. Which agree to the Pension scheme in VSP as per given below? (A) (C) Very Good Satisfied (B) (D) Good Poor

15. What type of safety precautions you will prefer? (A) (C) Internal safety All (B) External safety

16. Group Personal Accidents Insurance scheme how to provide by the VSP? (A) (C) Very Good Satisfied (B) (D) Good Poor

17. Are you satisfied with the accommodation provided and the welfare facilities available in the township? A) Yes (B) No

18. Are you satisfied with all the welfare facilities provided by the VSP? A) C) Yes Partially (B) No

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