PROJECT REPORT ON WOKERS PARTICPATION IN MANAGEMENT

(WITH SPECIAL REFERENCE TO SCCL)

PROJECT REPORT
SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

BY K.RAJA H.T.NO. 08366C1032

2007-2009
TALASILA COLLEGE OF MANAGEMENT AND INFORMATION TECHNOLOGY
(Affiliated to KAKATIYA UNIVERSITY, WARANGAL) NEW PALONCHA,KHAMMAMM(DIST)-507115

ACKNOWLEDGEMENT
I considered it a privilege being associated with SCCL, a reputed Government Company. I thank the Management and staff for extending their support and enabling me to complete my project entitled as

WORKERS PARTICIPATION IN MANAGEMENT in

their esteemed organization. My special thanks to Sri M.Gangi Reddy Chief General Mnager(Personal) & Sri.C.Mallaiah Panthullu Deputy General Manager(P)Industrial Relation Wing. For their kind co-operation, guidance and also for providing me with all the necessary information. I am heartily thanking to Sri. Srinivasa Rao garu, I.R.Department by giving his valuable guidance by suggesting for fair project as live to my future growth. I am also thankful to each and every employee of SCCL who co-operated with me in completing the project successfully. I express my sincere thanks to Asst.proffesor G.Venkateswarllu garu, Head of MBA Department, and Professor, Principal, Sir N.Bhaskara Rao garu for supporting of extending knowledge of my valuable ideas and by sirs suggestions for completing this project. Last but not the Least I would thank to my family and all my friends and classmates for their moral support and encouragement. Place: Date :

K.RAJA MBA (08366C1032) (2007-2009)

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DECLARATION

I K.RAJA, here by declare that the project report entitled as

WORKERS

PARTICIPATION

IN

MANAGEMENT

submitted for partial fulfillment for the award of Degree of Master Business Administration, is entirely original and has not been submitted earlier by anyone for any degree or diploma.

Place: Date :

K. RAJA MBA (08366C1032) (2007-2009)

THE SINGARENI COLLERIES COMPANY LIMITED THE PROJECT WORKERS PARTICIPATION IN MANAGEMENT

ON SCCL

INDEX
INTRODUCTION

2. COMPANY PROFILE
3. APPLICATION OF WPM ON SCCL 4. DATA ANALYSIS & INTERPRETATION 5. CONCLUSION & SUGGESTION

INTRODUCTION

INTRODUCTION
The concept The concept of workers participation in management is considered as a mechanism where workers have a say in the decision making process of an enterprise Definitions It is a mental and emotional involvement of a person in a group situation which encourages him to contribute to goals and snare responsibilities in them -Davis-

Workers control Joint management Joint consultation work place consultation Management supremacy. Workers participation in management is a resounding phrase, bridging the part the future. -19th Century thinkersWorkers Participation is supplied with 1, Ideas 2, Institutions 3, Opinions The 2 basic ideas in WPM A. There are two groups of people in an undertaking I, Managers II, Workers B, There are separate set of functions I, Managerial II, Operative

MANAGERIAL FUNCTIONS
Always for

Planning

Operative Work It is a system of communication and consultation either formal or informal by which Employees of an organization are kept informed abut the affairs of the undertaking and through which they express their and contribute to management decision. -Mamoria Influence of decision-making at different tiers of Organizational

Organizing

Motivating

Controlling

hierarchy. Participation in different levels.

LEVELS
SHOP LELVEL Workers Participation DEPARTMENT LEVEL TOP LEVEL

Difference in levels of management Subject-matter of Participation Strength of union & pattern of industrial relation

There are different levels of participation , while it make a work differentiation from one another to make excellence and mutual benefits in their relation. It gives a link between one and all. IMPORTANT FORMS OF PARTICIPATION

Collective bargaining

Joint decision making

Consultation

Information

FORMS AND INFORMAL ORGANIZATION

Formal Organization Works Committees Joint Management councils Informal Organization

Instance

Supervisor consulting before taking Division of Workers

DIFFERENT VIEWS
Successful Worker Participation consulting before taking decision of worker. (a)Employee (b) Employer Contradict Workers Participation in Management schemes will lead to the achievement security of employment, better wages, bonus etc. The employers interest is in the maximization of profit through increased production and minimization of expenditure. The government expects the scheme to bring about close association between labour and management and industrial peace. Workers Participation Management is the variance in the objective of participation as perceived by the three sectors that is responsible for the unsuccessful functioning of schemes of participative management. (c) Government

Objectives of Workers Participation in Management

The main objective of Workers Participation in Management Include: (i) To Promote increased productivity for the advantage of organization, workers and society at large; (ii) To provide a better understanding to employees abut their role and place in the process of attainment of organizational goals: (iii) To satisfy the workers social and esteem needs; and (iv) To strengthen labour management co-operation and thus maintaining industrial peace and harmony. (v) To develop social education for effective solidarity among the working community and for tapping latent human resources. (vi) An ideological point of view to develop self-management in industry. (vii) An instrument for improving efficiency of the company and establishing harmonious industrial relations. (viii) To build the most dynamic human resource. (ix) To build the nation through entrepreneurship and economic development.

Participation and Motivation

Participation provides greater autonomy for subordinates and often leads to increasing motivation for: (a) Participation permits a more balanced interaction pattern and, therefore results in less resistance to innovation. (b) It permits members of the group to unfreeze their attitudes an engage in catharsis. (c) It permits leaders to reinforce their position. They enhance their status both by taking a leading part in making the decision and through inducing group members to abide by it. (d) It enables the subordinate to feel that an exchange relationship has been set up since the boss listens to his problems and permits them to be corrected. (e) It may permit the subordinate to feel that doing the job well provides hi with an opportunity to demonstrate skills which h values high, i.e., it provides him an opportunity for achievement from work. (f) It subjects the individual to certain group pressures to implement the decision which the group participated in making it.

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Essential Conditions for Sucessful Working Of WPM

The success of workers portion in management depends upon the following conditions: (1) The attitude and outlook of the parties should be enlightened and impartial so that a free and frank exchange of thoughts and opinions could be possible. Where a right kind of attitude exists and proper atmosphere prevails the process of participation is greatly stimulated. (2) Both parties should have a genuine faith in the system and in each of the and be willing to work together. The management must give the participating institution its rightful place in the managerial organization of the undertaking and implementing the policies of the undertaking. The labour, on the other hand, must also whole heartedly co-operate with the management through its trade unions. The foremen and supervisory cadre must also lend their full support so that the accepted policies could implemented without any also lend their full support so that the accepted policies could be implemented without any also lend their full support so that the accepted policies could be implemented without any resentment on either side. (3) The experiment of labour participation in management must be given a wide publicity in order that the idea of participation is in grained in the minds of those who are to implement the scheme. Lectures, discussions, film shows, conferences, seminars and other methods of propaganda may be fruitfully employed to create enthusiasm about the scheme among the management as well as the workers. (4) Participation should be real. The issues related to increase in production and productivity, evaluation of costs, development of personnel, and expansion of markets should also be brought under the jurisdiction of the participation bodies. These bodies should meet frequently and their decisions should be timely implemented and strictly adhered to. (5) Objectives to be achieved should not be unrealistically high, vague or ambiguous but practicable of achievement and clear to all. (6) Form, coverage, extent and level of participation should grow in response t specific environment, capacity and interest of the parties concerned. (7) Participation must works as complementary body to help collective bargaining, which creates conditions of work and also creates legal relations.

Institutional participation should be discouraged but such participation should be encouraged though changes in leadership styles communication process and inter-personal and inter-group relations.
(8) 11

(10)

(11)

(12) (13)

(14)

(15)

(16)

(17)

(18)

There should be a strong trade union, which has learnt the virtues of unit and self-reliance so that they may effectively take part in collective bargaining or participation. Multiple unions in one enterprise should be restricted by legislative measures. Similarly, there should be no multiplicity and duplicity of bipartite consultative machinery at the plant level. A peaceful atmosphere should be there where in there are no strikes and lock-outs, for their presence ruins the employees, harms the interest of the society, and puts the employees to financial losses. Authority should be centralized through democratic management process. The participation should be at the two or at the most three levels. Programmes for training and education should be developed comprehensively. For this purpose, labour is to be given education not ht the heard alone, not to the heart alone, not to the hands alone, but it is dedicated to the three; to make the workers think, feel and act. Labour is to be educated to enable him to think clearly, rationally and logically; to enable him to feel deeply and emotionally; and to enable him to act in a responsible way. The management at different levels also needs to be trained and oriented to give it a fresh thinking on the issues concerned. Progressive personnel policies should ensure growth of individual workers within industry and proper policies should exist for selection, promotion, compensation, rewards and discipline. Management should be prepared to give all information connected with the working of the industry and labour should handle that information with full confidence and responsibility. The workers should become aware of their responsibilities. The leaders should initiate this in them. Similarly, the top management should make the lower echelons to show a new attitude in the light of the new relationship. The follow-up action on the decisions of the participation forums should be ensured. The government may also set up machinery to act as a watch-dog for implementing the scheme. Effective two-way communication is a must for the success of the programme. The shorter is the time for communication, the greater is the probability of correct interpretation.
(9)

FORM OR METHOD OF WPM

It vary from country to country and industry to industry. Some important forms in some countries are: (I) In U.K it is Labour-Management Consultation and Co-operation, Joint consultation and Model of Participation.
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(II)

In U.S.A it is Union-Management Co-operation. (III) In Germany it is Codetermination Scheme. (IV) In INDIA it is Joint Management Plan, Joint decision-Making Model, Workers Control Model, Self-Management or Auto Management Scheme. Forms of Workers Participation in Management are: (i) Works Committee; (ii) Joint Management Councils; (iii) Joint Councils; (iv) Shop Councils; (v) Unit Councils;

(i) Work Committee:

The industrial Disputes Act, 1949 provides for the setting up of works committees as a scheme of WPM consist of employers and employees. This Act Provides for these bodies in every undertaking employing 100 or more workmen. It promotes measures for maintaining harmonious relation and sort of different opinions in concerning matter to employers and employees interest. The Bombay Industrial Relations Act, 1946 also provides for these bodies, but under the provisions of this Act they can be set up only in units which have a a recognized union and they are called Joint Committee. The workers elective their representatives by directly if there is no union. Functions: works committee/ joint committee are consultative bodies. Their functions are a. Conditions of work like lighting. b. Ventilation. c. Temperature d. Sanitation e.t.c., Amenities are (a) Water supply for drinking purposes. (e) educational (f) savings (b) Provision of canteens. (g) administration of welfare funds (c) medical services. (h) recreational activities. (d ) safe working conditions (i) encouragement of thrift.

Structure : The works committee have

1, Office bearers 2, The President 3, Vice-President The tenure of these bodies in two years . the total strength of these bodies shouldnt exceed 20. The employees representative have to be chosen by the employees.
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The committees function actively in some organization like A, TATA IRON AND STEEL COMPANY B, INDIAN ALUMINIUM WORKS AT BELUR, C, HINDUSTAN LEVER These are maintaining joint committees independently.

(ii) Joint Management Councils (JMCs) :

The Second Five Year Plan recommended the setting up of joint councils of management consisting of representative of workers and management. The Government of India deputed a study group (1957) to study the schemes of workers participation in management in countries like U.K.., France., Belgium and Yugoslavia. The report of the study group was considered by the Indian Labor Conference (ILC) in its 15th session in 1957 and it made certain recommendations: (1) That workers participation in management schemes should be set up in selected undertakings on a voluntary basis. (2) A sub-committee consisting of representatives of employers, workers and government should be set up for considering the details of workers participation in management schemes. This committee should select the undertakings where workers participation in management schemes would be introduced the first stage on an experimental basis.

Objectives:
The objectives of Joint Management Councils are as follows: (i) To increases the association of employers and employee there by promoting cordial industrial relations; (ii) To improve the operational efficiency of the workers; (iii) To provide welfare facilities to them; (iv) To educate workers so that they are will equipped to participate I these schemes; (v) To satisfy the psychological needs of workers. A Tripartite sub-committee was set up as per the recommendations of Indian Labour Conference which laid down certain criteria for selection of enterprises where the JMCs could be introduced. They are: (i) The unit must have 500 or more employees; (ii) It should have a fair record of industrial relation; (iii) It should have a will organized trade union; (iv) The management and the workers should agree to establish JMCs. (vi) Employers (in case of private sector) should be members of the leading employers organization ; (vii) Trade unions should be affiliated to one of the Central federation.
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Criteria for Selecting of Units for Setting of JMCs

The Fifteenth Indian Labour Conference which selected 48 units for introduction of the scheme in JMCs. In private sector, the industries selected were cotton and jute textiles, engineering, chemicals, tobacco, paper, cement, mines and plantations. In public sector, industries included railway workshops and yards, posts and telegraphs, port, shipyards, transport workshops, mines, printing and electrical undertaking. (i) The undertaking should have a well-established, strong trade union functioning. (ii) There should be a readiness in the parties between employers and workers union to try out experiment in a spirit of willing cooperation. (iii) The size of he undertaking should be at least 500 workers. (iv) The employer in a private undertaking should be member of one of the leading employers organization; and similarly the trade union be related to one of the central federations. (v) The company should have a fair record of industrial relations. Functions: Important functions for JMCs (i) To be consulted on matters like standing orders, retrenchments, rationalization, closure, reduction of operations etc. To receive information, to discuss and offer suggestions. (iii) To shoulder administrative responsibilities like maintaining welfare measures, safety measure, training schemes, working hours, payment of rewards. The tripartite committee originally prepared list of50 enterprises and late the target was raised to 150 to introduce JMCs. It was found by1966 that 124 JMCs were in existence. This number dropped to 80 in 1978 and a good number of these were not working. Some of the originations where are successful with experiments of workers participation are:

(ii)

1, BHARAT HEAVY LIMITED (BHEL). 2, TATA IRON AND STEEL COMPANY (TISCO). 3, INDIAN ALUMINUM COMPANY & ALUMINUM INDUSTRIES OF KUNDUR. Are establishing a comprehensive scheme of joint consultation by an agreement with its units. Under this scheme a three-tier system to consultation was set up.

Workers Participation in Management Scheme of 1975

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Government of India on 30th October, 1975, announced a scheme of workers participation in management which consisted of establishment of Joint Councils and Shop Council as part of its 20 point economic programme. The scheme envisages for the establishment of joint councils and shop councils in manufacturing and mining industries employing 500 or more employees in public, private and co-operative sectors. The scheme contemplated participation of workers in the decision-making process in the matters relating to production, productivity, absenteeism, safety measures, general discipline, working conditions and welfare , and over-all efficiency of the shop/department. Important features of this new scheme are: (1) All decisions of a shop Councils as well as of the Joint Council shall be on the edifice of the Consensus and not by process of voting. (2) Consensus and the time-bound implementation are the tools for arriving at decisions. Thus, the scheme ties to eliminate the chances of direct interference by outside elements. The decisions are required to be implemented with in one month. (3) The scheme provides for participation of workers at the shop floor level; Otherwise the framework is not materially different from that of WCs and JMCs. (4) It is non-statutory like JMCs and there is a clear-cut function of these councils. (5) The scheme provides for a two-way communication and an exchange of information between the management and the workmen. (6) The very change in the nomenclature of the scheme from participation of workers in management to that of participation of workers in industry makes it more acceptable to employees as the latter are likely to offset some of their misgivings and apprehensions cause by the former. (7)The scheme hits at three principal objectives to which the reform of industrial democracy is directed, viz., recovery of individual human rights at the work place; consolidation of social and political freedom (to join a particular union of his own choice without any coercion); and the framing of new industrial system functionally suitable to the countrys economy.

(iii)

Joint Councils

The joint councils are for the whole unit and its membership remains confined to those who are actually engaged in the organization. The tenure of the joint councils is for two years. The chief Executive of the unit becomes it Chairman. Workers members of the council nominate the Vice Chairman. The joint council appoints the Secretary. The secretary is responsible for discharging the functions of the council.
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The joint councils will meet once in four moths, but the periodicity of the meeting varies from unit to unit, it may be once in a month, quarter etc. the decisions taken at the joint council meetings are by the process of consensus and the management shall implement the decisions within one month. The scheme was implemented by the major units of the central and State Governments. The government enlarged the functions of the councils in 1976.

(iv) Shop Councils

The shop councils represent each department or a shop in a unit. Each shop council will consist of an equal number of representatives of employers and workers. The employers representatives will be nominated by the management and must consist of persons from with the unit concerned. The workers representative will be from among the workers of the department or shop concerned. The number of members of each council may be determined by the employers in consultation with the recognized union. The total number of members however may not generally exceed twelve. The decisions of the shop council are to be taken on the basis of consensus but not by voting. Management has to implement the decisions with in one month. The tenure of the shop council is for a period of two years. Members of the shop councils meet at least once in month. Management nominates the Chairman of the shop council whereas workers members of the council elect the Vice-chairman of the council. The numbers of shop councils to be established in an organization are determined by the employer in consultation with the recognized trade unions/workers of the organization. The decisions of a shop council which have a bearing on another shop will be referred to joint council for consideration and approval.

SHOP COUNCILS
The main features of the scheme of Participative Management through Shop Councils are as follows: (i) In every industrial unit employing 500 or more workmen, the employer shall constitute a Shop Council for each department or shop or one
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council for more than one department or shop, considering the umber of workmen employee different department or shops. (ii) (a) Each council shall consist of an equal number of representatives of employees and workers. (b) The employers representatives shall be nominated by the management and must consist of persons from the unit concerned. (c) All the representatives of workmen shall be form amongst the workers actually engaged n the department of the shop council (iii) The employer shall decide I consultation with the recognized union or the various registered trade unions or with workers, as the case maybe, in the manner bets suited to local condition, the number of shop councils and departments to be attached to each council of the undertaking or establishment. (iv) The number of members of each council maybe determined by the employer in consultation with recognized union, registered unions or workers in the manner best suited to local conditions obtaining in the unit; the total number of members may not generally exceed 12. (v) All decisions of a shop council shall be on the basis of consensus and not by process of voting, provided that either party may refer the unsettled matters to the joint council for consideration. (vi) Every decision of a shop council shall be implemented by the parties concerned within a period of one month unless otherwise stated in the decision itself and compliance report shall be submitted to the council. (vii) Such decision of which have bearing on another shop, or the undertaking of establishment as a whole will be referred to the joint council for consideration and decision. (viii) A shop council once formed shall function for a period of two years. Any member nominated or elected to the council in the mid-term to a fill a casual vacancy shall continue to be a member of the council for the unexpired portion of the term of the council. (ix) The council of shall meet as frequently as in necessary and that at least once in a month. (x) The Chairman of the shop council shall be a nominee of the management; the worker members of the council shall elect a ViceChairman from among themselves. Functions of shop Councils: The shop councils should in the interest of increasing production; productivity and overall efficiency of the shop department attend to the following matters: (i) Assist management in achieving monthly/yearly production targets. (ii) Improvement of production, productivity and efficiency including elimination of wastage and optimum utilization of machine capacity and manpower.
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(iii) Specially identify areas of low productivity and take necessary

corrective steps at shop level to eliminate relevant contributing factors. (iv) To study absenteeism in the shop/departments and recommend steps to reduce them. (v) Safety measures. (vi) Assist in maintaining general discipline in the shop/department. (vii) Physical conditions of working, such as lighting, ventilation, noise, dust, etc., and reduction of fatigue. (viii) Welfare measures to be adopted for efficient running of the shop/department. (ix) Ensure proper flow of adequate two-way communication between the management and the workers, particularly on matter relating to production schedules and progress in achieving the targets.

JOINT COUNCILS
In every industrial unit employing 500 or more workers, there shall be a Joint Council for the whole unit. The main features of the scheme of Joint Council may be as follow: (i) Only such persons who are actually engaged I the unit shall be members of the joint council. (ii) The council shall function for a period of two years. (iii) The Chief Executive of the unit shall be the chairman of the joint council and there shall be a Vice-Chairman who will be nominated by worker members of the council. (iv) The joint council shall appoint of the member of the council as its Secretary. Necessary facilities for the efficient discharge of function by the Secretary shall be providing with premises of the undertaking/establishment. (v) The term of council once formed shall be for a period of two years; if, however, a member is nominated in the mid-term of the council to fill a casual vacancy, the member nominated to such a vacancy shall continue in office for the remaining period of the term of the council. (vi) The joint council shall meet, at least, once in a quarter. (vii) Every decision of the joint council shall be on the cases of consensus and not by process forting and shall be binding on employers and workmen and shall be implemented within one month unless otherwise stated in the decision itself. Functions of Joint Council: The joint council should deal with matters relating to; (i) Optimum production, efficiency and fix at on productivity norms of ma and machine for the unit as a whole.
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Functions of a shop council which has a bearing on another shop or the unit a whole. (iii) Matter emanating from shop councils which remain unresolved. (iv) Matter concerning the unit or the plant as a whole, there aspect of production trees,; more specifically, task assigned to a shop council at the shop/departments levels but relevant to the unit as a whole will be take norm by the joint council. (v) The development of skills of workmen a adequate facilities for training. (vi) Awarding of rewards for valuable and creative suggestions received from the workers. (vii) The preparation of schedules of working laws of holidays. (viii) Optimum use of raw materials and quality of finished products. (ix) General health, welfare and safety measures for the unit of the unit.
(ii)

(vi)

Unit Councils

Encouraged by the success of the scheme in manufacturing an mining units, a new scheme of workers participation I management in commercial and service organization in public sector, having large-scale public dealings was announced on 5th January,1977. The scheme envisaged setting Unit Councils in units employ in at least 100 persons. The organizations include hotels, restaurants, hospitals, air, sea, railway and road transport services, port an docks, ration shops, schools research institutions, provident fund and pension organizations, municipal and milk distribution services, trust organizations, all financial institutions, banks, insurance companies, post an telegraph offices, Food Corporation, State Electricity Boards, Central Warehousing, State Warehousing Corporation, State Trading Corporation, Mines and Minerals Trading Corporation, irrigation systems, tourist organizations, establishment for public amusement and training organizations of the Central and State Governments.

The scheme provides for unit level councils. These councils are to eliminate factor which hamper operation and improve methods of operations. The main functions of the councils include creation of conditions for achieving optimum efficiency, better customer service in areas where there is direct and immediate contact between the workers at the operational level and the consume, higher productivity, the limitation of pilferage and all forms f corruption, and the institutions of rewards to be given to those with proven ability in these areas.
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Main Features of the New Scheme: the main features of the scheme of workers participation through unit level councils would be a s follows: (i) A unit level council consisting of the workers and management of the organization/service may be formed generally I each unit, employing 100 or more workers to discuss day-to-day problems and find solution; but one unit or a council may be formed department wise to suit the particular needs of a organization/service. (ii) Every unit council shall consist of an equal number of representatives of the management of workers. The actual number of members should be determined by the management in consultation with the recognized union, registered unions or the workers in the manner best suited to the local conditions obtaining in a unit or an organization but their total number may not exceed 12. it would be necessary to nominate suitable and experienced workers from various departments irrespective of the cadre affiliation or status, and not trade union functionaries who may not be actually working is the unit. (iii) The management representative should be nominated by the management and should consist of persons for the unit concerned. (iv) The management shall decide in consultation with the recognized union or the registered unions or the workers as the case maybe in the manner best suited to local conditions. The number of unit councils and the departments to be attached to each council of the organization/service. (v) All decision of a unit council shall be on the basis of consensus and not by a process of voting, provided that either party may refer the unsettled matters to the joint council for consideration. (vi) Every decision of a unit council shall be implemented by the parties concerned with in a month unless otherwise stated in the decision itself. (vii) The management shall make suitable arrangement for the recording and maintenance of minutes of them settings and design ate one of it representative as secretary for this purpose who shall also report the action taken on the decisions at subsequent meetings of the council. (viii) Such decisions of a unit council, which have a bearing on another unit of the organization/service as a whole shall be referred to the joint council for consideration and decision. (ix) A unit council once formed shall function for a period of two years. Any member nominated or elected to the council in the mid-term to a fill a causal. Vacancy shall continue to be am member of the council for the unexpired portion of the term of the council. (x) The council shall meet as frequently as is necessary but at least once in a month.

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The council shall meet as frequently as is necessary but a least once in a month (xii) The chairman of the council shall be a nominee of the management. The workers members of the council shall elect a ViceChairman from amongst themselves. Main Functions: The main functions of the United Councils may be:
(xi)

The create conditions for achieving optimum efficiency, better customer service in area whether e is direct and immediate contact between workers at the operational level an the consumer, higher productivity and output including elimination of wastage onside time and optimum utilization of manpower by joint involvement in improving the work system. (ii) To identify areas of chronically bad, inadequate of inferior service and to take necessary correct steps to eliminate the contributing factors to evolve improved methods of operation. (iii) To study absenteeism and recommend steps reduce it. (iv) To eliminate pilferage an all forms of corruption and to institute a system rewards for this purpose. (v) The suggest improvements in physical conditions of working such as lighting, ventilation ,dust, noise , cleanliness, internal layout, setting up of customers service points, etc. (vi) To ensure proper flow of adequate two-way communication between the management and workers, particularly about matter relating to the service to be rendered, fixation by targets of output and progress in achieving these targets. (vii) To recommend and improve safety, health and welfare measures of an efficient running of the unit. (viii) To discuss other matters which may have a bearing on the improvement of performance of the unit for ensuring better customer service.
(i)

Performance Evaluation of the scheme of Workers Participation in Management: Number of public sector units implemented or initiated action of implementing the Joint Councils increased from 472 in 1976 to 545 in 1978. A committee on workers participation in management and equity was appointed by the Government in September, 1977 to study all the issues relating to participate management. The Committee after its-in depth suggested the outlying of a comprehensive scheme and came to conclusions on matters like the nature, structure, levels of participation and their function which may form part of a scheme of participation management.

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Though this theme was lauded with great fanfare, it has not been effective in its working owing to the same malady from which the Joint Management Councils have been suffering i.e., absence of commitment of both employer and employees. Further, employees feel that this scheme is mostly oriented to maximization of production/productivity, optimum utilization of capacity, better utilization of raw materials etc., without concerning much about the mean of the unit/plant. Reasons for the Limited Success of Workers Participation in Management Thus, it is felt that the ineffective functioning of various schemes of participative management has been mostly due to absence of commitment and lack of interest in the schemes of participative management on the part of both the parties. But a study conducted by Prof.Laxminarian reveals that both the trade unionists and managements covered in the study have much faith in the potentiality and promise of employers participation in management and a majority of them believe that it would be successful if proper mechanisms and introduced. Further, both the employees and manager fully appreciate the benefits of participative management such as increase in production/productivity, better understanding among managers, supervisors and workers and help in strengthening industrial relations. Further, the trade unionists believe that employees are capable of being an effective party to participative management as they are: a) Generally interested in participation at various level; b) B) Desirous of sharing the responsibility; and] c) Competent to effectively participate in decision-making at various levels. Despite the positive attitudes of both the parties about the conceptual framework of participative management, the arrangements of the participative management in public sector units are so far failed to deliver the goods. It is felt the existing system is not conductive due to inherent constraints due to i) The inherent conflicts between employees and management; ii) The general belief that the workers are inferior to management; iii) The fact that the system is management dominated and due to; and iv) The view that managers are averse to share responsibility. Further, it is also viewed that the ineffective functioning might be partly due to certain defects in contextual setting and the mechanisms of participative management at micro level. Workers feel that there is no seriousness on the
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part of management defects, the author of the study suggested that, it is necessary to sell the concept to the top management more vigorously and to change it with the responsibility to implement the participative management schemes in all enterprises. Further, managers participation in management at top level is an important link in the participative approach down to the line. Additional managers should also share powers with employees to make the participative management a success. In this connection, managers in the public sector would have to be bold enough to take some risks inherent in the sharing of power. Further, it is felt by the parties concerned that voluntary nature of participative management schemes in another reason for their ineffective functioning. In this connection it is suggested that the Government should take effective steps in providing necessary infrastructure, in addition to providing necessary legislative framework for the success of the participative management. Public enterprises should provide a lead in making the schemes of participative management a success to the private sector industries in the country, with their distinct advantage by providing training to the employees in production, planning, techniques, management, decision-making, behavioral skills, financial area, organizational knowledge etc. This naturally calls for re-orientation of workers education and training programmes. The managers in public sector should not as the owners act in private sector industry in sharing authority, views, information etc., and they have to take employees into confidence since all of them are the partners in the industrial employees into confidence since all of them are the partners in the industrial Endeavour of public sector. Thus, the roles to be played by managers and workers are challenging but not beyond achievement in making workers participation a successful one.

Various reasons have been assigned for the slow progress unsatisfactory working of the scheme. These include: The apathy and even hostility of the employees and the workers;the former looked upon the bipartite bodies (Works Committees and JMCs) as substitute of trade unions, while the letter considered them to be their rivals; Lack of a proper understanding between employers and employees of the concept, purposes and benefits of the scheme; (iii)Progressive employers, who have a long tradition of having a healthy system of communication and consultation with their employees, finding the bodies to be superfluous;
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(ii)

(iv)Workers indirectly participate in management through their representatives. Their latent abilities and qualities have therefore, been largely unutilized; (v)The existence of a number of joint bodies works committees, joint management councils, production committees, suggestion committees, canteen committees, safety committees, etc., - has caused confusion and duplication of effort as well a waste of time and energy; (vi)The absence of strong trade union or the existence of more than one trade union and inter-union rivalry has made the working of the schemes somewhat difficult; (vii)The absence of a proper education and training in the principles of human relations, co-operation and participation on the part of the workers representatives on these bodies; (viii)Although the representatives of the central organization supported the schemes of national conference and committee meetings, they have shown inadequate interest in making heir affiliates enthusiastic about it. In undertaking in which employee-employer relations are not cordial and in which arrangements for works committees, grievance redressed procedure and procedure for the recognition of a trade union are absent, the joint management councils cannot be expected to function satisfactorily; (ix)Delay in implementation the suggestions and recommendations of these bodies often leads to the warning of the workers interested in such bodies; (x)The joint management councils were created without the creation of a congenial and constructive climate for them, which would ensure that each party would trust the other and would respect in rights. As a result, they were used as a platform form which, because of mutual distrust and suspicion, charges and counter-charges were made about apathy and indifference, about the shirking of responsibility and uncalled for or unnecessary interference in labor matters by the State, towards workers, which means the establishment of machinery for setting of grievances of the workers; which means advance notice and often advance consultation with workers or their representatives prior to important management action which may affect them, it means that workers through their representative can have an effective voice in their working lives. Working of Workers Participation in Management in India The highlights of the Indian experience, with regard to workers participation in management is that, the schemes have although been initiated by the Government. Taking into account the economic, political and worker/trade union situation in India, the Governments initiative for
25

participative management is justified. The global experience also stands testimony such initiative. The trade unions in India who have demanded for nationalization of industry that culminate in peoples [participation in the economic activity have been conspicuous by their silence with regard to workers participation in the industrial activity. There has been a phenomenal growth in number of units adopted by JMCs in public sector (augmented for eight in 1958 to 140 in 1976). JMCs in some of the public sector undertakings. For example, Bharat Heavy Electrical Limited have provided an appropriate forum for effective communication, and managements unreservedly furnished all facts and information sought for, the unions have responded by moderating their enthusiasm and exercising reasonable restraint in demanding information, disclosure of which could be detrimental to the interest of the organization. Deliberations in the JMCs are characterized by mutual understanding and a high level of objectivity in the appreciation of problems without acrimony or emotionalism. But the working of JMCs indicates that they have not been successful both in private and public sectors. JMC was first introduced in Hindusthan Machine Tools in 1958 among the public sector units by the survived less than on year. The scheme was also failed in other public sector units like Posts and Telegraphs, Railways, Hindusthan Insecticides, Indian Airlines Corporation, Air India international and Fertilizer and Chemical Corporations. It is often criticized by different quarters that the scheme of employees participation in management did not make a headway though it was initiated with much enthusiasm. The National Commission on Labour observed that, mental reservation which operated against it are same both in the ranks of management and among the workers. Suggestions for the Success of workers Participation in Management The following are the prerequisites for the successful functioning of the schemes of workers participation in management. Managements, trade unions and the workers should be concerned with these prerequisites; (1)There should be mutual trust, faith among all the parties concerned. (2)There should be progressive management in the enterprise and should recognize its obligations and responsibilities towards workers and trade unions.

26

(3)There should be strong, democratic and representative union which should represent the cause of workers without neglecting the managements interest. (4)There should be closely and mutually formulated, objectives for participation by trade unions and management. (5)All parties concerned to participative management should feel that they should participate at all levels. (6)There should be eff4ctive communication between workers and management and effective consultation of the workers by the management. (7)Both the parties should develop a favorable attitude towards the schemes of participative management. (8)Management and government should provide training to all the parties concerned to prepare them for participative management. (9)Both the parties of anticipative management should be conscious of the benefits of the schemes.

27

PROFILE OF SCCL
28

PROFILE OF SCCL

MINES MANPOWER (2007-2008) TARGETTED PRODUCTION ACTUAL PRODUCTION

- UNDER GROUND-42 - Opencast-16 - 75,860 - 40.5 Million tones

OUTPUT PER MANSHIFT(MINES+DEPTS)- 1.91 Tonnes MAJOR CONSUMER - Power,Cement & Others.

29

INTRODUCTION OF COAL MINING IN INDIA

Man is blessed with abundance of natural resources, including mineral wealth that play vital role in the development of a country and promote the economic growth when explored and made best use of them. Coal which is one of the important minerals is known to man since ages and this natural wealth has put diverse use in the modern world. Coal regarded many other industries like iron and railways, shipping and construction industries etc, a vital infrastructure for economic development. Despite the development of alternative fuel sources like electricity, petrol ad solar energy, coal continues to be major fuel material in man industries. Thus, coal industry plays an important role in the industrial development of any country, like India. The world coal c consumption is projected to go up from 4.7 billion tones I 1999 to 6.4 billion tones by 2020, primarily in China and India, which are expected to account for 75% of the increased consumption. In India, Coal Mining was started in 1774 and is still significantly under the Government control and ownership with Coal India Limited(CIL), Along with its following subsidiaries are become number one Coal producer in India. 1, Eastern Coal Fields India Limited (ECFIL) - Sanctrica, West Bengal. 2, Bharath Cooking Coal Limited (BCCL) - Dhanbad, Bihar. 3, Central Coal Fields Limited (CCL) - Ranchi, Bihar. 4, Northern Coal Fieds Limited (NCFL) - Singrauli, Madhya Pradesh. 5, Western Coal Fields Limited (WCFL) - Nagpur, Maharstra. 6, Mahanadi Coals Fields Limited (MCL) - Sambalpur, Orissa 7,Central Mining Plannig & Design Institute Limited(CMPDIL) - Ranchi, Bihar.

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SINGARENI COLLERIES COMPANY LIMITED

ORIGIN: A remarkable little adventure gave birth to this giant corporate entity those us today the Singareni Collieries Company Limited. Way back on a dark night in 1870, a group of pilgrims who on their way to have a Darshan of Lord Rama at Bhadrachalam Temple (near Singareni Village) has lit a fire to prepare their meal. One of the supporting stones on their makeshift stove caught fire. The incident was immediately reported to the local Government. The rest, as they say, is HISTORY: The year 1886 witnessed the formation of the Hyderabad Deccan Company Private Limited and it acquires the mining rights for exploiting the coal reserves. The first commercial operation commenced at Yellandu (Khammam District) in Andhra Pradesh in 1889. In 1921 the company was re-christened the Singareni Collieries Company Limited and its scrip listed on the London Stock Exchange. The company became Government Company after Nizam purchased it shares from London Stock Exchange 1945. With this , SCCL became the first-ever Government managed Coal Company in India. Late in the year 1949, SCCL came under the control of Governments of India and Andhra Pradesh as a joint venture with equity ration of 49% and 51% respectively. The SCCL is engaged in coal mining in four districts of Andhra Pradesh namely, Khammam, Karmimnagar, Adilabad and Warangal. In overall India it spreads to 6% geographical area producing 10% of total coal. The Operation Areas of SCCL are as follows: KHAMMAM DISTRICT ADILABAD DISTRICT WARANGAL DISTRICT Kothagudem, Yellandu and Manuguru -- Bellampalli, Mandamari and srirampur -- Bhoopaopally.

KARIMNAGAR DISTRICT Ramagundam I , II & III

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The Coal reserves stretch over 350 square kms. Of pranahita Godavari valley of above Districts of Andhra Pradesh with proven deposits of 8,575 million tones of coal. SCCL now operates forty two (42) Under Ground Mines and Thirteen(13) Open Cast Mines in these four (4) Districts.

MILE STONES OF TECHNOLOGY INTRODUCTION :

1948 :Introduction of machine mining (Shuttle Car) 1951 : Electric Coal Drills. 1953 : Electric Cap Lamps. 1954 : Frame Proof Mining. 1975 : Open Cast Mining. 1979 : Side Dump Loaders (SDLs). 1981 : Load Haul Dumpers. 1983 : Mechanized Long Wall. 1986 : Introduction of computers and walking dragline in Opencast Mines. 1989 : French Blasting Gallery Technology. 1994 : Input crushing & Conveying technology in Open Cast Mining. 2002 : Surface Miner Technology. 2007 : Strike Free Year with the Cooperation of all the Unions.

TECHNOLOGIES & THEIR OUTPUT IN SCCL: NAME OF TECHNOLOGY

Traditional underground mining

Open casting Mining Long wall technology Blasting gallery technology

PERCENTAGE TO TOTAL OUTPUT IN 2007-2008 15% 69% 16%

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SCCL COMPETENCY
A rich & varied experience or over 118 years in Coal Mining leading to unfailing success. SCCL is having an ISO 9001:2000 accredited Exploration department with highly qualified, academically brilliant, strong inter disciplinary experts comprising of 44 Geologists, 15 Drilling Engineers , 8 Geo-Physicists and 4 Hydro-Geologists bringing out the insights of the Earths hidden Treasure. SCCL is equipped with 3 numbers of sophisticated digital Geophysical Loggers. The cumulative drilling is SCCL is around 1,00,000 meters per annum. So far, SCCL prepared 149 Geological reports. SCCL has an ISO 9001:2001 accredited Projected Department, competently undertaking Coal Mine Planning, with 50 professionals in the fields of Opencast and Underground Mining, Mine Environmental Engineering, Geology and Minex Software and prepares 15 Project Reports every year. So far, SCCL prepared 39 Environment Management Plans and obtained clearance from MOEF. Mine Survey department of SCCL is well known for skills and equipped with most modern 3D Laser Scanner, GPS, Total station etc., with an army of 195 well experienced Surveyors for accurate and reliable surveys. SCCL handles large volumes of OB from OC Mines trough out-sourcing. It has evolved time tested, transparent procedures fro the same. SCCL is having the expertise in preparation of Tender documents, Technical Evaluating and Award of Contracts every year. SCCL is having well equipped In House Training facilities at their Management Training Institutes for building competency crore operations as wells as in managerial skills/personality development, etc for making the participants globally competitive.

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Analytical department of SCCL with its 25 experts in analytical skills is well qualified to decipher reliable quality data with sophisticated and modern equipment. To streamline and better manage performance. SCCL has successfully implemented Underground Mine Management system (UGMMS) and Opencast Mine Management System (OCMMS) and Operator Independent Truck Dispatch System (OITDS). Company undertook the implementation of Enterprise Resources Planning (ERP) for effective utilization of men, machines and time.

SCCL TECHNOLOGY OPEN CAST

Surface Miner.
Dragline. Shove & Dumper. Inpit crusher Conveyor Spreader. High wall.

OPERATION PROFILE

13 Mines. Coal : 25.8 million tones;OB : 140 million cubic meters.(2006-2007). : : : : upto 1:6 upto 180 170 m 400 m

Stripping Ratio Gradients Operated Depths Operated Depths Planned

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SCCL TECHNOLOGY UNDERGROUND

Conventional Mining. Side Discharge Loader. Load Haul Dumper. Road Header. Long wall. Blasting Gallery. Continuous Miner.

OPERATIONAL PROFILE

42 Mines Coal Depths operated Depths planned : : 11.9 million tones(2006-2007) 400 m : 650 m

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SERVICES OFFERED
1. 2. 3. 4. 5. 6. 7. 8. 9. COAL EXPLORATION & EVALUTION MINE PLANNIG, DESIGN AND CONSTRUCTION MINE SURVEY ENVIRONMENTAL MANAGEMENT HUMAN RESOURCE DEVELOPMENT CONTRACT MANAGEMENT INDUSTRIAL ENGINEERING ANALYTICAL SERVICES COAL MINING

COAL EXPLORATION

Reconnaissance survey and field mapping.. Drilling and coring.

Geological logging, Geophysical logging and Hydro geological investigations. Preparation of Geological Reports. Digital Geo-model using MINEX software.

Preparation of computerized geological 3-D models.

Preparation of Geological plans-Geological cross sections, Structural/seam folio / iso -parting plans etc. Assessment of coal quality. Estimation of coal reserves. Conducting Hydro-geological tests and

preparation of reports.

36

Testing of core samples of rock and coal for physical-mechanical properties.

Geotechnical mapping. Geophysical and Geotechnical studies.

MINE PLANNING & DESIGN

Mine planning and design. Techno economic evaluation of mining projects. Production scheduling. Mine Equipment planning.

Capital Cost and operating cost estimation. Internal Rate of Return on investment analysis. Risk and sensitivity analysis. Analysis of social and environmental impact. Preparation of Technical, Conceptual Reports for coal blocks. Preparation of Project Reports for both Open Cast, Under Ground Mines, Coal Handling Plans etc. Preparation of Mining Plans under Mines and Minerals Development and Regulation Act with statutory authorization of Recognized Qualified Person. Strategic Planning and Implementation.

PROJECT EVALUATION
Review of Technical and Financial Reports. Evaluation of financial viability of coal reserves. Assessment of maintenance status of Mining Equipment. Design of Mine Closure Plan.

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MINE SURVEY
Topographical Survey and Mine survey using 3D Laser Scanner,

Global Positioning System and Total Station instruments. Preparation of Mine plans using Auto Cad for Mine planning and operation. Estimation of volumes & quantities Check surveys.

ENVIRONMENTAL MANAGEMENT
Preparation of EIA & Environmental Management Plans (EMP). Project Management and Implementation.

HUMAN RESOURCE DEVELOPMENT

Executive Development Programmes. Vocational Training. On-the-job Training.

CONTRACT MANAGEMENT
Preparation of Tender documents, Technical evaluation and Award of contracts for the following works: Over Burden removal. Coal transport. Sand supply. Shaft Sinking / Drilling.
38

Sand preparation from Over Burden. Modern Technologies like High wall,Longwall,Continuous Miner etc.,

INDUSTRIAL ENGINEERING

Human Resource Planning. Human Potential Exploitation. Work-study. Business Process Re-Engineering. Change management from concept to delivery. Implementation of Integrated Management System. Application of Operational Research (OR) Techniques for Business Improvement. Material Resource Planning.

ANALYTICAL SERVICES

Geo-Chemical Analysis.

Generation of Quality data from Exploratory Bare holes. Proximate Analysis (Moistures, Ash, Volatile Matter and Fixed Carbon). Ultimate Analysis (Carbon, Hydrogen, Nitrogen and Sulphur). Determination of Gross Calorific Value (GCV) with Bomb Calorimeter.

Geo-Physical Analysis.

Testing of core samples of Rock and Coal, Roof bolts, Haulage

rope, Tub shackles & Bricks for Physico-Mechanical Properties (Density,

39

Compressive strength, Tensile Strength, Shear strength, Impact strength, Protodyknow Index, Rock Mass).

Wash ability studies Size analysis. Float & Sink analysis.

Ambient & Mine air and Flue gas analysis.

(CO,H2,O2,CH4,SOX,NOX). Water Analysis Oil analysis

Moisture analysis. Acidity number. Viscosity. Flash point. Suspended particles.

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SCCL MISSION

To retain strategic role of premier coal producing company in the country and excel in a competitive business environments.

To strive for self reliance by optimum utilization of existing resources and earn adequate returns on capital employed. To exploit the available mining blocks with maximum conservation and utmost safety by adopting suitable technologies and practices and constantly upgrading them against international bench marks.

To supply reliable and qualitative coal in adequate quantities and strive to satisfy customers needs by constantly sharing their experience and customizing our product.

To emerge as a model employer and maintain harmonious industrial relations with the legal and social frame work of state. To emerge as a responsible company through good corporate Governance, by laying emphasis on protection of environment & ecology and with due regard for corporate social obligations.

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GLOOM TO GLORY:
The SCCL was receiving budgetary support from both Government of India and Government of Andhra Pradesh till some time age, but they later abandoned. Also the pricing of coal was decided by Government of India keeping its impact on other major sectors like, Power, Railways, Cement etc. the prices were not revised regularly; also hike in input cost due to periodical revisions of National Coal Wage agreements (NCWA), stores and interest were also not fully compensated by Government. The frequent strikes by the workers, law and order problems, low productivity apart from un-remunerative coal price vis--vis cost of production during the period 1989-90 to 199-92 affected the financial health of the company and referred to BIFR in May 1992, but due to liberal financial package extended by the Govt. of India in consultation with Govt. of AP, and sustained efforts made by the Management of SCCL and Trade Unions, a modest financial turnaround was achieved. The company earned profit of Rs.17.76 Crore and 26.64 Crore in 1993-94 and 1994-95 respectively. My March 1994, SCCL came out of the BIFR purview. Following remedial measures /reforms were taken by the company for success: i) Unifying Trade Unions through Path Breaking Elections. ii) High Pitch communication Drive harnessing media, launching Literacy programmes. iii) Focused multi-faceted workers welfare programme. iv) Establishing outsourcing of non-crore and ancillary activities . v) Innovative programmes Launched (Dial-your-GM, Fields Visits, Interactions, Follow-ups). vi) Fuel Supply Agreements Technologies infusion for Quality Testing, Workforce visits to client sites. vii) Focus on Safety, Environment Protection and Labour Welfare.

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MINNING SUCCESS & HONORS: SCCLS multi faceted achievements are land marks that stand testimony
to its efficiency. The company has deservedly won many awardsprominent among them are: - Best Management Award in the state. - National safety Award. - Best payroll saving award in the state. - Best Workers Welfare Activity Award from FAPCCI. - Golden Peacock Environment Management Award from World Environment Management Foundation. - Coal India Award for Fly Ash Utilization from Ministry of Env. & Forests, Power, Science & Technology. - Golden Peacock Innovation Management Award from World Environment Management Foundation.

COMPUTERIZATION IN SCCL:

SCCL has initiated computerization activity in the early eighties

utilizing outside faculties and installation of in-house computer in the corporate office in 1986 since then number of systems is developed such as pay roll, stores. Accounting Management Information System, Personnel, Personnel data (EPR), Inventory Management etc. Computerization has been introduced in the supply and allotment of coal to the industries in the non-crore sector by the marketing Department. All documentation of data pertaining to over 2000 industrial consumers has been totally computerized. The marketing department has been issuing computerized sales notes to all the industrial consumers with in 24 hours of receipt of requests from the consumers. Daily a computerized statement indicates the sale notes issued to consumers and the requests pending at the each day is displayed on the Notice Board of the Marketing Department.
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Computerized requirement system by which selection of candidates was completed within 24hours of written test evolved to remove the subjectivity in the selection process and this was appreciated by the candidates as well as the general public.

INDUSTRIAL RELATIONS:
Industrial relations are one for the most delicate and complex elements of a modern industrial society. Industrial relations have now become a part and parcel of the science of management because they deal with the manpower enterprise. The term industrial relations refer to industry and relations. Industry means any productive activity in which an individual is engaged and trade unions on wages and on the terms of employment. The day-to-day relations with a plant also constitute on of the important elements and impinge on the broader aspects of industrial relation. The primary objective of industrial relations is to bring about good and healthy relations between the two parties in industry-labor and management.

INDUSTRIAL RELATIONS IN SCCL

1, To safeguard the interest of labour as well as of management by securing the highest of mutual understanding and good will between all sections in industry which take part in the process of production. 2, To avoid industrial conflicts and develop harmonious relations, which are essential for the productive efficiency of workers and the industrial progress of the country. 3, To raise productivity to a higher level in a era of full employment by reducing the tendency the higher and frequent absenteeism. 4, To establish and maintain industrial democracy based on labour partnership, not only for the purpose of sharing the gains of organization but also participating in managerial discussions so that the individual personality may be fully developed an he may grow into a civilized citizen of the country.

44

5, To bring down strikes, lockouts and gheraos by providing better and reasonable wages and fringe benefits to the workers and improved living conditions. 6, To bring about government control over such units and plants as rerunning at losses or where production has to be regulated in the public interest. 7, To ensure that the state endeavors to bridge the gap between the unbalance, disordered and maladjusted social order and the need for reshaping the complex social relationships emerging out of technological advance by controlling and disciplining its members and adjusting their conflicting interest protecting some and retraining others and evolving a healthy social order. The industrial relations in the organization (SCCL) is cordial an harmonious. Once the industry has gone into the clutches of BIFR known for its strikes and called as strikes Singareni(Sammela Singareni). There are multi dimensional trade unions and craft unions resulted intra trade union activities lead to the conflict between the management and the unions resulting continuous losses to the industry and referred to the BIFR. In order to save the industry from the clutches of BIFR, reforms were introduced in the industry. The gave good results and become turn around. The workers were well educated through communication system of writing individual letters, electronic media bringing about the facts and prevailing conditions of the industry, which has resulted some no strike months. Introduction of reforms has given better results and become turn around and started getting profits for the last four (4) consecutive years.

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WELFARE MESASURES IN SCCL: A) MEDICAL FACILITIES:

Management of SCCL is evincing keen interest in delivery of health care best standards. Hospitals : 8 Hospitals with 1058 beds are made available. The comes to a bed-employee ratio of 1:78. This is higher compared to the B.P.E norms of 1:100. Dispensaries: Dispensaries form the first contact centers for providing primary medical care services. There are 40 dispensaries located at different areas of mining operations. These are situated amidst employee colonies for easy accessibility. Medical & Paramedical personnel: Medical & Health departments have 2188employees working ate different hospitals and dispensaries.

Category
Specialist doctors GDMOs

Number
75 155

Category
Nursing staff Others

Number
393 1578

Services : All hospitals are pre arranged with Emergency care services to handle any type of critical care viz., trauma care, intensive coronary care, acute medical care, pediatric intensive care and surgical emergencies. Specialist: Most common specialist services made available at hospitals are: General medicine, General surgery, Orthopedics, Gynaec & obst, Pediatrics, Chest Medicine, Ophthalmology, ENT, Psychiatry, Dermatology Radiology, Dental and Referral services : Hospitals and the dispensaries provide the first contact care and the curative services. However there is a need to provide super specialty services for certain diseases namely; Cardiac cases, certain kidney disorders etc. Ten super specialty hospitals are empanelled basing on the facilities available, quality of services rendered and the patient satisfaction.

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Sl. No
01 02 03 04 05

Name of the Hospital

Apollo Hospital Bibi cancer Hospital Care Hospital Image Hospital Indo American Cancer Hospital

Sl. No
06 07 08 09 10

Name of the Hospital

Kamineni Hospital Medwin Hospital Rainbow children Hospital Sushrutha cancer Hospital Usha mullapudu cardiac centre

Cardiologist Visit : Cardiologists consultation and advice is needed for many of the patients especially in the present day context of increased awareness on health matters. To meet the needs such of employees and their family members, cardiologists visits are arranged at main hospital, Kothagudem and Area hospital Ramagundam at regular intervals. Ambulance service : 36 ambulances are provided meeting the requirement at the medical centers. They will be equipped with external defibrillators, portable ventilators and automatic CPR system in due course of time. Family welfare operations are undertaken at all our hospitals and incentive is also being paid. Immunization: Immunization activities are being followed at our hospitals against the 06 vaccine preventable diseases. Screening camps: The concept of health screening camp is a new approach towards health protection. SCCL is a pioneer in organizing in health-screening camps of significant magnitude in our country. Health screening camps organized at SCCL are enclosed.

B) SOCIAL SECURITY SCHEMES

The SCCL is taking all possible measures to provide welfare amenities to its employees, particularly in the fields of health, sanitation, residential
47

Accommodation, education to workers children, supply of water, laying of roads, improving health awareness among employees and their families through communication cell, sports and games to provide recreation in addition to various Social Securities Schemes.

C) HOUSING
As on 31.03.2007 there are 47,604 quarter existing in all the areas of the Company 41^0 quarters are under construction. The Housing satisfaction is 59.82%.

D) Social security schemes:

a) Insurance Schemes: Name of the Scheme 1. JPAIS 2. FBIS 3. Group Insurance 4. Group service Premium payable @Rs.278/- for 2 years @Rs.10/-p.m per employee Amount Payable Rs.1,00,000/Rs. 10,000/Rs. 40,000/-

linked Scheme(GSLIS) @Rs.200/- per month Rs. 2,00,000/@Rs.100/- per month Rs. 1,00,000/@Rs. 65/- per month Rs. 65,000/@Rs. 60/- per month RS. 60,000/b) Coal Mines Provident Fund scheme: Employees contribution : 12% of wages Employees contribution : 12% (equal contribution) c) COAL MINES PENSION SCHEME 1998: Employees contribution : 2% of the salary form 01-04-1989 to 31-03-1996 + an amount equivalent to one increment calculated on the basis of salary as on 1st day of July , 1995 of employees appointed after 01-07-1995 or the date of joining whichever is later. Employee and Employees : An amount equivalent to two and one third contribution percent of salary of the employee. Central Govt. contribution: An amount equivalent to one and two third percent of salary of the employee.

E)CONSTITUTION OF AREA TERMINAL BENEFITS CELL :

The management of SCCL has constituted Area Terminal Benefits (ATB) Cell in each Area to Process all types of terminal benefits in the form of a
48

single window for speedy settlement of Claims on receiving intimation about superannuating/ leaving companys service due to various reasons in respect of an employee. 1. Coal Mines Provident Fund.
2.

3. 4. 5. 6. 7.

Coal Mines Pension Scheme Gratuity FBIS (Death) Claim Refund of FBIS Accumulations Group Insurance Scheme Janatha Personal Accident Insurance Scheme

F) SETTLEMENT OF TERMINAL BENEFITS IN

RESPECT OF MINE ACCIDENT CASES :
Dependant Employment is being provided to the eligible dependants of exemployees died in Fatal Mine Accident cases at Area level immediately on receiving the claim for the same complying with the dependant employment guidelines. If the claimant opts for lump sum amount of Rs.3 lakhs or payment of Monthly Monetary Compensation @4000/- per month the same is being considered and settled on priority in lieu of Dependant Employment.

G)

GROUP GRAUITY SCHEME WITH LIC OF INDIA:

a) This Scheme is effective from 11.12.2003 and covers both Executives an non-executives and covers trainees in regular grade and other employees who care covered under the Gratuity rules of the company. b) Gratuity will be paid by LIC of India toe employee/nominee for the period of service rendered by the employees per the existing rules and limits. c) In addition, in case for unfortunate death of employee, LIC would also pay gratuity for the service the employee would have rendered until retirement had he been alive. d) The total of (b) and (c) shall be restricted to Rs.3,50,00/- or the ceiling as prescribed in the Payment of Gratuity Act from time to time. H) EX-GRATIA: An amount of Rs.30,000/- as ex-gratia w.e.f. 01.01.2005 is being paid to the bereaved family of the workmen died in mine accident in accordance with provisions of National Coal Wage Agreement.
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I) MATCHING GRANT :

Management is giving matching grant subject to a maximum of Rs.1,00,000/- (w.e.f. 01.07.2004) in case of death of a workman due to Mine Accident while in service, Rs.75,000/- in case of death due to natural cause while on duty subject t various conditions and Rs.5,000/- in case of death due to other than above two causes provided his co-workers do not resort to sympathetic strike and contribute their donation for the welfare of bereaved family.

J) DEPENDANT EMPLOYMENT :
Dependant Employment is being provided to the dependants of Exemployees died in harness/declared medical unfit as per NCWA provisions subject to availability of vacancies. As per various settlement, 344 nos. of dependants provided employment during the year 2005-2006 (31st March,2006) and April 2006 to March, 2007 is 274. In the financial year 2002-03, a settlement was arrived at on 08.03.2002 with the Recognized Union on payment of Monetary Compensation in , lieu of dependant employment under Company Voluntary Retirement Scheme (VRS on health grounds). There are about 3075 dependants waiting for employment under Company VRS. Out of which, 2876 cases have been settled as on 31.03.2007 for payment of monetary compensation / lump sum payment of 24 months wages last drawn in lieu of dependant employment.

K)

MONTHLY MONETARY (MMC)/LUMPSUM PAYMENT :

COMPENSATION

The Scheme of MMC has been implemented in lieu of Female dependent employment in respect of the case of Death/Board Medical Unfit arose from 02-10-1991, in accordance with the Memo of settlement dated 31-071997. as pert he guidelines of JBCCI implementation, the claims are being received from areas for settlement of MMC, as on 31-03-2007, 1848 claims have been settled and sanction of payment orders released to pay the beneficiaries @ Rs.3,000/- per month in case of Death in harness and Rs.4000/- per month in case of Fatal / Mine accident.

L) EDUCATIONAL FACILITIES :
a) No. Of High Schools and Upper Primary Schools : 18 b) No. of Degree college (women) : 1 c) No. of Junior Colleges (women) : 1 The above educational institutions are running by S.C Educational Society.

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M) GRANT OF SCHOLARSHIPS TO MERIT STUDENTS,

WHO ARE CHILDREN OF EMPLOYEES :
In order to encourage the sons and daughters of employees (NCWA/Executives) to excel in their studies and to seek admission in Engineering and Medical courses, a scholarship of Rs.6000/- every year for the son/daughter of SCCL employees (NCWA employees/Executive cadre) Is being sanctioned from the 1998 in the event of he or she securing admission in the Engineering and Medical courses by getting an rank below 2000 in the EAMCET/IIT for a period of 4/5 years. Approval was accorded for awarding of 2merit scholarships @ Rs.6000/Per year to the children of employees to those who got admission into BITS Pilani through BITSAT from 2005-06 onwards. Financial assistance to the children of SCCL employees who qualify for UPSC Main Exams: In order to encourage the employees children for excelling in Civil services Examination, a scheme was formulated for extending the financial assistance as a welfare measure from the year 2004. The candidate who qualifies in main examination will be considered for awarding financial assistance @Rs.12,000/-, Rs.8000/- as the case may be, for the children of workmen (06 nos.) / Supervisory staff (03 nos.) / Executives (01 nos.) respectively as per order of merit.

N) SPECIAL WELFARE AMENITIES PROGRAMME :

The company is providing several facilities in the workers colonies like Water supply, power, roads, sanitation, drainage, street lighting etc. the special welfare amenities include drains, sanitary lines, removal of garbage, replacement of doors and windows, roads, sulabh, toilets, buildings repairs etc. Under the special Welfare Measures. The details of Area-wise funds allocated and utilized under SWAP-V Programme as on 31.03.2007, are furnished hereunder.

O) SINGARENI COLLIERIES COPERATIVE CENTRAL

STORES LIMITED :
The Singareni Collieries Company Limited has established S.C.Cooperative Central Stores Limited (popularly known as Singareni super Bazaar) in which, the workmen of SCCL are members. The
51

infrastructure facilities like buildings and furniture are being provided by SCCL to the Super Bazar. A total 44 sales Depots of Super bazar (Including Gas Godowns and Distribution) are functioning in the coal fields areas.

P) FREE SUPPLY OF LPG TO THE EMPLOYEES :

It has been made mandatory that all employees of SCCL including workers should go for LPG connection for their domestic use for which SCCL will reimburse the cost of 12 L.P.Gas cylinders in a year. Thus, the use of coal for coking purposes in households is banned by not supplying coal to the SCCL employees. the SCCl arranged 19Nos. LPG Distribution Points I all over the Collieries Areas for the benefit of the employees through Singareni Super Bazar.

Q) EMPLOYEESCO-OPERATIVE CREDIT SOCIETIES :

The workmen of SCCL working in the mines and departments are encouraged to become members of Employees Cooperatives Credit Society with a view to inculcate the culture of thrift and avoid our employees going to money lenders for obtaining loans. There are 49 Cooperative Credit Societies functioning in the mines and departments of SCCL which grant loans to the member employees for the purpose of meeting expenditure on the education of their children, purchase of two wheelers etc.. Depending upon the financial status of each Coop. Credit society to the member employee. The Cooperative Society to another Cooperative Society as per their discretion.

R) CANTEEN :
60 Canteens are maintained by the management at the mines and depts.

S) COMMUNITY BUILDINGS / CENTERS :

In order to provide recreation facilities, the company has constructed reaction clubs and community halls in the coal field areas. No. of Community halls : 10 No. of Recreation Clubs : 32

T) SPORTS & RECREATIONAL FACILITIES :

The SCCL has a long history in encouraging its employees in the field of Sports and Games. Work People Sports & Games Associations (WPS&GGA) are formed in all the areas. Even though SCCL is not a subsidiary of CIL, it is one of the participants in the Sports & Games being
52

conducted on All India basis under the banner of CIL Inter Company Tournaments. The Company has also been encouraging the employees to participate in the Inter Districts, State Level Tournaments conducted by Sports Authority of A.P.(SAAP). The players from the Company have also participated in the National / International level Meets and won the medals. SCCL is encouraging the workmen and their children to participate it the sports and games events to keep up better health, leading to personality development. SCCL teams are being sent t participate in All India Coal Fields Tournaments. No. of play grounds : 10 No. of stadium : 8 No. of swimming pools : 10

U) SCOUT & GUIDES :

The SCCL has started Bharath Scouts & Guides Singareni Collieries District Association in year 1977. SCCL is giving financial assistance to the S.C District Association for enrolling the Scouts, Guides, Rovers and Rangers from among the employees and the school children in the coal field areas. The Bharath Scouts & Guides S.C District Association is undertaking voluntary services to provide assistance at the time of Eye Camp, Health Camp, Pulse Polio Programme etc., besides rendering service to control the mobs at the time of Brahmothsavams at Tirumala Tirupathi Devasthanams and on Srirama Navami and Mukkoti Ekadasi at Bhadrachalam. The singareni District Association organized a 3 days Rally (Shanti Yatra) Programme at Bhoopalli in the month of Feburary, 2007 with participation of School childrens of all School of surrounding Areas and Scouts & Guides of all Areas.

V)

VOCATIONAL CHILDREN :

TRAINING

FOR

EMPLOYEESS

Singareni Siva Samithi (SSS) being registered under Andhra Pradesh Public Societies Act shall take up all Educational Training Programmes, Self-Employment Schemes, help for Army Recruitment etc., Educational Training programmes for the children of employees who have died in harness and unemployed youth which includes daughter and sons of employees & Ex-employees and also to spouses of Ex-employees only. In order to make the educated unemployed children of our employees as self employed, SCCL is organizing training programmes free of cost to the eligible unemployed children in photo lamination, screen printing dress
53

making and electrical courses etc., in the coal field area. SCCL imparting training in 14. Categories through Khadi Gramodyog Maha Vidyalaya, Rajendra Nagar, Hyderabad under the aegis of Singareni Seva Samithi. Family Day programmes were also organize in all the areas for NCWA employees with a view to one family, one vision and one mission of SCCl slogan. Various cultural programmes display and mementos were presented to participation. A free yoga camp was organized in all the areas for the benefit of Singarenians.

W)INFORMATION REGARDING SELF

EMPLOYMENT/EARNING.
No. Of No. of persons Employed in self Percentage Trained in %

Sl Course name No.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

Persons

Trained Tailoring 2075 Electrician 478 Motor vehicle driving 538 Screen printing 230 Photo lamination 225 Photography and Videography Beautician Saree rolling Refrigeration & Air Conditioning Automobile Mechanism Hotel Management Fashion technology Pre primary teacher Training Radio & TV Rexine work Book binding Chalk piece 201 104 100 100 95 80 65 45 45 25 20 20

Employment/earning Self employment 487 24.54 189 39.54 126 23.45 44 19.13 51 22.67 30 14.93 10 15 36 17.89 17 2 16 8 2 4 2 4 2.50 24.62 17.78 4.44 16.00 10.00 20.00
54

9.62 15.00 36.00

Total

4396

1043

23.72

Persons started own earnings125 locals. 6 more new courses were introduced from 2006-2007.

X)COACHING CAMPS FOR CHILDREN OF EMPLOYEES/

EX-EMPLOYEES FOR POLICE/ARMY RECRUITMENT:
In order to help the unemployed children for our employees/exemployees and also the unemployed youth in the vicinity of coal field are, the SCCL is organizing free coaching camps t the willing persons to enable them to participate in the Army and Police recruitments. The unemployed children who are given training in the coaching camps are being paid to & fro train fares from local field area to the place of selection and other miscellaneous expenditure incurred for their stay at the place of selection. The statement showing the no. of candidates imparted training and selected in Army / Police / Para-military recruitments.

Area

No. of candidates No. of No. of Candidates imparted Candidates Under process training selected selection
152 261 146 655 625 385 537 448 419 27 18 40 63 84 30 15 13 26 0 1 0 2 4 0 3 7 2

Corporate Kothagudem Yellandu Managuru RG-I,II,III & IV Areas Bhoopalapalli Bellampalli Mandamarri Srirampur Total

2628

316

19

Y) LITERACY PROGRAMME IN SCCL :

In SCCL there are thousand of unskilled workers, working I underground mines. In the survey conducted in the year 2001, it was found that about 33,860 workmen and 41,310. Spouses of workmen were illiterate, who cannot read or write in Telugu out 30318 workmen and 11,753. Spouses of workmen were under literate as 31.03.2007.
55

Z) USING TV MEDIA FOR SAFETY PUBLICITY :

Communication Cell: Communication Cells have also been established to bring about awareness among the workmen and their families about various welfare amenities provided to enhance their living conditions including Safety awareness in the Mines and Department. Communication Through letters, pamphlets, posters and through electronic media i.e., Telecasting through SITI cable. Programme on various subjects including. Safety awareness of interest dispelling doubts and darkness from the minds of the workmen are telecast every week through Singareni Tarangalu in local cable TV.

EXPENDITURE INCURRED ON WELFARE Expenditure Year

2001-2002 2002-2003 2003-2004 2004-2005 2005-2006 2006-2007

Expenditure Employees (in Rs.)

27837 30195 33849 40925 54403 43589

(Rs.In Lakhs)
27681 29305 31724 37639 46800 35898

ORGANIZATION HIERARCHY :
Chairman cum Managing Director who is drawn from senior I.A.S. Officer of State Government heads the Singareni collieries Company Limited at Corporate level. Directors and CGMs / General Managers assist him. SCCL has organizational hierarchy at area level too headed by Area General Manager. The Organization Chart is given in the following page. It has been given both at Area level and Corporate level.

ORGANIZATINAL STRUCTURE :
The successful performance of any institution depends to a large extent upon it organization may be defined as the process of identifying and grouping of work to be performed defining and delegating responsibility and authority and establishing of relationship for the purpose of enabling people to work most effectively together accomplishing objectives. A sound organization structure is a pre-requisite for efficient management: it provides the frame for carrying the activities of the organization and fulfillment of its objectives. If the organization structure is ill designed the functioning of the organization structure will be damaged. SCCL has a
56

good organization set-up which can be followed by other organization also.

ORGANISTION SETUP OF PERSONNEL DEPT: DIRECTOR (P,A & W)

(CHIEF GENERAL MANAGER(PERSONNEL) GM(Welfare) DGM(P) Personnel Mangement DGM(P) Industrial Wing DGM(P) Welfare Wing AGM(P) Executive Establish Wing

TESTIMONY TO SCCL EXCELLENCE

SCCL multi-faceted achievements are land marks that stand testimony to SCCL efficiency. The company has deservedly won many awards Prominent among them are: 2001-02 : - Best Management Award in the State. National Safety Award. Best payroll saving Award in the State. 2002-03 : Overall first prize in All India Rescue Competitions. 2003-04 : Best workers Welfare Activity Award from FAPCCI .

57

Golden Peacock Environment Management award from World Environment Management Foundation . - Coal India Award for Individual (Gold Medal) from Indian Institution for Industrial Engineers (IIIE). - National Award for Fly Ash Utilization jointly awarded by Ministries of Environment & Forests, Power and Science & Technology. - Golden Peacock Innovation Management Award from World Environment Management Foundation. 2006-07 : - TERI Corporate Environment Award 2004-05 - Greentech Environment Excellence Award-2006 From Greentech Foundation . - Indira Priyadarshini Vriksha Mitra Award-2004. - 2nd Prize in First Aid & overall 5th position in the International Rescue Competitions. 2007-08 : - Black Diamond Award 2007 for Corporate excellence in Coal Sector from Infraline Energy 2008 in this year they sent a TOP LEVEL MANAGER TO THE RESCUE COMPETITION IN AMERICA.

2004-06 : -

SCCL BOARD OF DIRECTORS

CHAIRMAN & MD

FUNCTIONAL DIRECTORS DIRECTOR (Planning & DIRECTORS DIRECTOR Projects) (Operations) (P A& M) (Finance) (E & W)

NO.OF A.P NOMINEE DIRECTORS SPECIAL CHIEF PRINCIPAL SECRETARY, Finance Department Energy Department

NO.OF A.P NOMINEE DIRECTORS 58 CHAIRMAN CUM MD JOINT SECRETARY, DIRECTOR, Ministry of Coal Mahanadi Coal

59

ORGANIZATIONAL STRUCTURE AT MINE LEVEL

S.G.M COLLIERY MANAGER

UNDER MANAGER 1ST SHIFT

UNDER MANAGER 2ND SHIFT

UNDER MANAGER 3RD SHIFT

Asst. MANAGER Sr.UNDER MANAGER

SAFETY OFFICER

EXECUTIVE ENGINEER Asst.ENGINEER

WELFARE OFFICER

SR.SURVEY OFFICER

SR.SURVEY OFFICER

SR.SURVEY OFFICER

JR.MINING ENGINEER

WORK MAN INSPECTORS MINING

OFFICE SUPERIDENT

OVERMAN SUREVEYOR

OVERMAN SUREVEYOR

OVERMAN SUREVEYOR

CLERICAL STAFF SENIOR OVER MAN ELECTRICAL, MECHANICAL

MINING SIRDAR

MINING SIRDAR

MINING SIRDAR

MINING SIRDAR

ELECTRICAL FOREMAN

MECHANICAL FOREMAN

60

WORKERS PARTICIPATION IN MANAGEMENT IN SCCL

61

WORKERS PARTICIPATION IN MANAGEMENT IN SCCL

INTRODUCTION :
WORKERS PARTICIPATION IN MANAGEMENT has been put into operation for long term and company levels which was yielded satisfactory result in improving peace and establishment of harmonious relation in SCCL. However since some problems have been compounded in the company because of multiplicity of Unions and inter Union rivalry leading to enormous loss of production ,loss of wage, to workmen effect by illegal strikes in mid nineties. There were suggestions from the Unions and also from various authorities connected with the management at SCCL to line up the Industrial relation Policy and ensure Industrial harmony and peace to maximize the production and productivity consist with safety and welfare of the workers and their families.

62

SCOPE OF PARTICIPATION:
The terms WORKERS PARTICIPATION IN MANAGEMENT or management by participation , the management want it as a function whereat the Unions crave for it as a matter of right their is no clear picture of WORKERS PARTICIPATION IN MANAGEMENT in middle of administrator of Trade Unions about the method to be adopted in implementation of this concept. This function of WORKERS PARTICIPATION IN MANAEMENT is to turn resources in to result Planning, Organization, Production and controlling are the resources for management getting this process all though the components of the industry is by WORKERS PARTICIPATION IN MANAGEMENT. In participation the workers and employers have t share information consultation decision making, there should be real, meaningful and effective participation which results in achieving the goals set. There are difference thoughts in participation one thought is that WORKERS PARTICIPATION IN MANAGEMENT only at lowest level achieving goals. In SCCL WORKERS PARTICPATION IN MANAGEMENT planned for optimize the production and achieve safety and welfare of the workers.

63

TYPE OF PARTICIAPTION (MODELS)

In SCCL the following types of participation having importance. I) Political Model II) Conflict Model III) Co-operative Model IV) Behavior Model I) POLITICAL MODEL: This is based on Marxian Ideology which advocate that the workers or employees they have total management of the industry there is no employer stroke employee relation total management is for the employees, by the employees and of the employees, the theory states so, this has not been successfully achieved even in the socialistic countries. II) CONFLICT MODEL: This model is oldest type where the management and labour participation in organizational development or employee through collective bargaining. The defect in this system is that the party having maximum power will have a dominate party in industry and it may not give expected results for the industry. III) CO-OPERATIVE MODEL: This is model possess a need for highly English management and employees organization. Who have abundant mutual trust and co-operative. This is an ideal situation where the progress of industry and its employees will be rapid proportionate and satisfactory. IV) BEHAVIOUR MODEL: This model is based on Human Relation aspects in an industry. This can be practiced o the shop floor level where the supervisory and the workers have association and work understanding among each others strong points and limitations. This will reduce conflicts and develops harmony. The objective of the participations to conduct and training the employees to strengthen the collective bargaining system and to have a change in attitude of the management and Trade Unions, as well workers for accepting WORKERS PARTICIPATION IN MANAGEMENT.

64

 AREAS OF PARTICIPATION Areas of participation in SCCL are mainly General areas, Operational areas, Economical and financial areas, Personnel areas, Welfare areas and Environmental areas. GENERAL AREAS

Production Facilities, storage facilities in shop, operational problems wastage control , hazards of safety problem quantity improvements, cleanliness, monthly targets and production schedules, cost reduction programmes, formation and implementation of production system, design working, welfare relating to shop. These above are main general areas where workers are participation in making decisions about above matters.
OPERATIONAL AREAS

Evaluating of production schemes taking in account of local conditions, planning implementation, fulfillment and review of monthly targets and schedules, material supply and its shortfall, storage and inventories. House keeping improvements in productivity in general and in critical areas in particular, encouragement to consideration of suggestions quality and technological improvements, machine utilization performance figures, matters not resolved at the shop level or concerning more than one shop, reviews of the working of the shop level bodies these are main operational areas.
SOCIAL AREAS

In confess to working and living conditions of workers such as canteens, Rest rooms, Cleanliness Day nurseries and crches, Ventilation Hours of work, Rest intervals, housing holiday and Holiday and Holiday homes, Medical & Health, games and sports, Recreation, Education , etc. ENVIRONMENTAL AREAS These are for protecting nature form pollution by Extension activities and community development project, pollution control.
65

 PERSONAL AREAS

In the area workers had to participation in decision making in relations with personnel policies for the enterprise such as:

Recruitment, Performance evaluation, Training, Promotion, Motivation and Moral, Transfer, Readdressed of grievances, farming and chaining of standing orders, Demotions, Retrenchment, Dismissal proposals for utilization, Reduction assertion of operations, Closures, Absenteeism, Special problems of workers, Administration of social recruit schemes.
WELFARE AREAS

Operational details, implementation of welfare schemes, Medical benefits Transports, facilities, Safety measures, Sports & games, Housing, Township admission, Canteens, control of gambling, drinking , indebtedness, etc. ECONOMIC & FINANCIAL AREAS

It is crucial area of participation without it there is no meaning of participation scheme. The workers the have a decisive role in the financial matters effecting themselves the enterprise and community as a whole. The matters I this area are Wages and allowances, Bonus, Annual increments, Travel allowances, Leave with pay, Loans and advances, the state of the market, Production and sales Programmes the general economic conditions of the concern, Problem which effecting the economic position of Undertakings, The annual balance sheet and profit and loss account statements, payment of rewards for valuable suggestions, Quality products.

66

1. RIGHTS OF THE RECOGNISED UNION

Nomination of Recognized Union Members

The Recognized Union shall nominate 8 (eight) office bearers, who would represent the Union in all the meetings, discussions, negotiations, etc, at Company level, giving the details of the posts held by them in the Union, addresses, telephone number(s) and the date of their election to the posts of Union office bearers. The Recognized Union shall also nominate one alternative officer bearer for each of the above mentioned 8 (eight) office bearers, giving their full details, as in the case of original members. In the Areas where some other union (other than Recognized Union) has emerged as Representative status union, the Recognized Union shall nominate 3 (three) office bearers along with alternative members full details as indicated above for each Area. In the areas where the Recognized Union has emerged as Representative status union also, the number of the office bearers to be nominated shall be 4 (four).

67

 JOINT MEETING/NEGOTIATION WITH REPRESENTATIVES

OF RECOGNISED UNION : The Recognized Union at Company level may present and discuss any issue on behalf of workers either at company either at Company level or at Area level. Settlements may be conducted with Recognized in on any issue pertaining to workers, as defined under the Industrial Disputes Act at Company level only. No Settlements are allowed at Area level. PERDIOCITY OF MEETINGS WITH RECOGNIZED UNION

At Mine/Department level

In this 3 Union representatives of the Company level Recognized Union may meet the Head of the Mine/Department in the afternoon, if there are urgent issues purely pertaining to the Mine/Department, which may not wait for discussions at Area level meetings on scheduled dates. Besides the above, the Mines Committees/Pit Safety Committees which will meet regularly every month will take up the issues relating to that Mine/Department, for discussions at monthly meeting.

No other Union (other than the Representative Status Union of that Area and Recognized Union at Company level) will be allowed to represent at Area level or Mine level any issue except the cases relating to retrenchment, dismissal and discharge of their own members. For this purpose the Head of the Mine or General Manager of the Area may this discretion authorize any officer working under him to hear the above nature of issues from the unrecognized unions.

AT AREA LEVEL

The GM of the AREA shall hold a monthly meeting with there or four representatives of the recognized union notified for that area on second Tuesday of every month to discuss the outstanding issues form either side. The Recognized union shall inform the point to be included in the agenda for the meting at least one week before the schedule date of meetings, so as to enable Area management to collect the relevant details/facts of the issues.

68

AT CORPORATE OR COMPANY LEVEL (DIRECTOR-P.A&W/GM PERSONNEL)

The issues falling under the purview of corporate management will be discussed at meting to be held once in2 months i.e., on 2nd Friday of alternative month at corporate office. 08(Eight) representatives of recognized union at company level will be permitted to participation in corporate level meeting/discussions. The recognize union shall furnish the list of issues be discussed at corporate level meetings at least fortnight before the scheduled date of meetings.

The Recognized Union shall furnish the list of issues, not more than 10 independent issues, to be discussed at Corporate level meeting at lest a fortnight before the scheduled date of meeting. Decision on inclusion or otherwise of a specific item in the Agenda rests with the Management.

MEETING AT CHAIRMAN & MANAGING DIRECTORLEVEL There will be a meeting with 08 representatives of recognized unions at C&MD level on policy matters once in 3 months. Agenda for the meetings containing not more than 6 independent issues shall be sent to the GM(personnel) by General Secretary of recognized union at least a fortnight in advance with full detailed not on each issue. Only issues of policy nature & common interests of the workmen should be given for conclusion in the Agenda. Issues pertaining to grievances of individual employees shall not be give notice in the agenda.
JOINT CONSULTATIVE COMMITTEE(JCC) AT

CORPORATE LEVEL
There will be JCC meeting at corporate level once in 3months. 8

representative of the recognized union from each shall attend the JCC meetings. Similarly, the representative status union in the area shall also nominate one representative from each area to attend the JCC meetings. They are taken up for discussion in JCC meetings.

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 NOMINATION OF MEMBERS OF THE RECOGNIZED UNION

ON THE SAFETY COMMITTEES/MINES COMMITTEES The Recognized Union (if it happens to be the Representative Status Union in that Area) may nominate its members on the Mines Committees/Pit Safety Committees functioning at the Mine/Department. In case the representative Status Union at Area is different from the Recognized Union at company level, the Recognized Union shall nominate its employee members on the Mines Committees/Pit Safety Committees to the extent of 50% of workmen representatives and the Representative Status Union of the Area shall nominate its employee members to the remaining 50% of the Representative of workers.

COLLECTION SUBSCRITION

OF

UNION

MEMEBERSHIP

The Recognized Union is permitted to collect union membership subscription authorization form from its employee-members through out that Company. Based on the authorization collected by it, the Management will arrange to deduct the union membership subscription from the salaries of the employees through pay sheet and the amount thus recovered will be remitted to the through pay sheet and the amount thus recovered will be remitted to the Recognized Union by way of Account Payee Cheque as is being doe from the year 2003 after secret ballot to the Trade Union held from that onwards. UNION NOTICE BOARD

The Recognized Union is permitted to set up a Notice Board at a place in the premises of Mine/Department, which will be indicated by the concerned Head of the Mine/Department. The Recognized Union is entitled to display on the Notice Board its message and other announcements, which are not abusive, indecent or inflammatory or subversive of discipline or other-wise contrary to the Code of Discipline. Before exhibiting/affixing such material, the Union shall obtain clearance form the Head of the Mine/Department. If such Notices are found to be not conformity with above guidelines, the Union will be advised suitably to amend the Notices before displaying it on the Notice Boards. Any unauthorized notices exhibited by
70

the Recognized Union on Notice. Board or any other Union shall be got removed by the Head of the Mine/Department. GATE MEETINGS The Recognized Union shall be allowed to hold workers meetings in the premises of Mine/Department for the purpose of prevention of Industrial disputes and explaining the contents of the decisions taken by the Management and Agreement between the Management and Union for implementation.

The Venue of such meetings at the Mine/Department shall be as decided by the Head of the Mine/Department. Prior permission for such meetings shall be obtained by the Union from the Head of the Mine/Department at least one day in advance, expect in emergency situations like strikes, where this requirement of prior permission can be waived by the local management, depending upon the situation in each case.

At such meetings, no abusive or indecent language will be used by the Union representative against the individual officers/employees either by their name or identify. Such meetings shall be permitted to be conducted at the end of the shift for the out going workmen.

These meetings shall be permitted without the use of the mike or loud speakers. Where mike and loud speakers are considered necessary by the union. Such meeting shall be held outside the premises of the Mine/Department.

Not more than two meetings in a moth will be allowed to be conducted in a Mine/Department, except with the prior permission of the General Manager of the Area concerned.

71

REPRESENTATIVE STATUS UNION IN THE AREAS

In the elections to the Trade Unions through secret ballot held on 09.08.2007, the following Trade Unions have polled the largest number of votes in the Area as shown here under and accordingly representative Union Status for that Area is hereby accorded to these unions in pursuance of the letter cited above of Regional Labour Commissioner (Central), Hyderabad and Retuning Officer. Sl. No 01. 02. 03. 04. 05. 06. 07. 08. 09 10. 11.

Name of the Area Corporate Kothagudem Yellandu Manuguru Ramagundam-I Ramagundam-II Ramagundam-III Bhupalpalli Bellampalli Mandamari Srirampur

Name of the Representative Status No. of Votes Union Polled S C M L Union (INTUC) 769 S C Workers Union ( AITUC) 1911 S C Workers Union ( AITUC) 1490 S C Workers Union ( AITUC) 2317 S C Workers Union ( AITUC) 5778 S C Workers Union ( AITUC) 2424 T B G K Sangham (T R S) 1562 S C Workers Union ( AITUC) 4102 T B G K Sangham (T R S) 1094 T B G K Sangham (T R S) 4377 S C Workers Union ( AITUC) 5334

The Representative Status Accorded to the above Unions in the respective areas shall be in force fro a period of 4 years with immediate effect and also thereafter till such time the majority/representative character of such union is challenged and fresh certification conducted and some other union recognized at Company level and Representative Status is accorded to other union in that Area.

72

OBLIGATION & RIGHTS OF RECOGNISED UNION : AITUC is Recognized Union at corporate level Singareni Coal Mines labour Union. AITUC is polled largest number of votes in 09-08-2007, a, It shall engage in any form of physical duresss. b, Not to permit demonstration, which are not peaceful & not to permit now design in demonstration. c, Not to allow their members to engage/cause other employees engage in any Union activity during the working hours, unless as provide for by law. d, Discourage unfair labour particulars such as : i, Negligence of duty. ii, Damage of property. iii, Interference with/disturbance to normal work. iv, Insubordination. e, Take prompt action to implement awards, agreements settlements. f, Display in conspicuous place in the union office the provisions code of discipline. g, Express disapproval & to take prompt action against office bearers & members for including in actions against spirit of code of discipline. h, Any breach of code of discipline & individual in violence, intimidators tactics, violation of law of organization & also other facilities.

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2. RIGHTS OF THE REPRESENTATIVE STATUS UNION AT AREA LEVEL

NOMINATION OF REPRESENTATIVE STATUS UNION

MEMBERS The Representative Status Union of the Area shall nominate 03(three) of its office bearers to represent in the meetings, discussions, negotiations, etc., at Area level, giving details of the post held in the Union, addresses, telephone number(s) and the date of their election to the post of Union office bearers.

The Representative Status Union shall also nominate one alternative office bearer for each of the 03 (three) original members giving their full details. As in the case of original number. JOINT MEETINGS/NEGOTATIONS WITH REPRESENTATIVES STATUS REPRESENTATIVE STATUS UNION AT AREA LEVEL The Representative Status Union at Area level may represent any issue which pertains exclusively to the workmen of that Area only. The Management at Area level may discuss such purely local issues with Representative Status union and take action to remove the cause for unrest or to redress the grievance, provided such action does not have any impact on Company policies or non other areas. PERIODICITY OF MEETINS WITH REPRESENTATIVE STAUS UNION LEVEL

AT

THE

MINE/DEPRATMENT

Three (03) Representatives for the Representative Status Union at Area level may meet the Head of the Mine/Department in the afternoon, if there are urgent issues purely pertaining that that Mine/Department, which may not wait for discussions at Area level meetings on scheduled dates. Besides the above, the Mines Committees/Pit Safety Committees which will meet regularly every month
74

will take up the issues relating that Mine/Department for discussion at monthly meeting. No other Union (other that the Representative status Union of the Area and the Recognised Union at Company level) will be allowed to represent at Area level or Mine level any issue except the cases relating to retrenchment, dismissal and discharge of their own members. For this purpose, the Head of the Mine or General Manager of the Area may at his discretion authorize any other office working under him to hear the above nature of issues from the unrecognised unions.

AT AREA LEVEL

The General Manager of the Area shall hold a monthly meeting with 03 (three) representative of the Representative Status Union of the Area (if it is different from Recognised Union) on third Wednesday of the month to discuss the raised by Representative Status Union. The Representative Status Union shall submit the point to be included in the Agenda for discussion at least one week before the scheduled date of meeting. No other union (other that the Representative Status Union of the Area and the Recognised Union at Company level) will be allowed to represent at Area level any issue except the cases relating to retrenchment, dismissal and discharge of their own members. For this purpose the head of the Mine or General Manger of the Area may at his discretion authorize any other officer working under him to hear the above nature of issues from the unrecognised union.

If any issues raised by the Representative Status Union are not settled at the Area level meeting, the Representative status union my submit the details of unsettled issues to the Corporate Office for examination and to give suitable advice to the Area authorities to take further action.

JOINT CONSULTATIVE COMMITTEE (JCC) MEETING AT COMPANY LEVEL

75

There will be a Joint Consultative Committee Meeting at Company level once in three months. 08 (eight) representatives of the Recognised Union nominated for Company level meetings and also one representative of the Recognised Union from each area shall attend the Joint Consultative Committee Meeting. Similarly the representative status union in the area shall also nominate one representative from each area to attend the Joint consultative Committee Meeting. The issues relating relating to production, productivity, safety, welfare measures, etc, will be taken up for discussion in the JCC Meeting, one representative of the Representative Status Union at Area level shall attend the Joint Consultative Meeting, which will be convened once in 3 months.

NOMINATIONOF MEMBERS OF THE REPRESENTATIVE STATUS UNION IN THE AREA ON THE SAFETY COMMITTEES/MINES COMMITTEES The Representative Status Union in the Area (if it is different fro the Recognised Union at Company level) may be allowed to nominate the employee members on the Mines Committees/Pit Safety Committees to the extent of 50% of the workmen representatives.
COLLECTION OOF UNION MEMBERSHIP SUBSCRIPTION

The representative Status Union is permitted to collect union membership subscription authorization forms from its employee-members in the Area, in which it emerged as Representative Status Union from its employee-members in the concerned Area, Management will arrange to deduct the union membership subscription from he salaries of the employee-members through paysheet and the amount thus recovered will be remitted to the Representative Status Union by way of Account Payee Cheque as per the practice followed after Trade Union elections.

UNION NOTICE BOARD The Representative Status Union is permitted put up a Notice Board in the premises of the Mine/Department at the place allotted by the Head of the Mine/Department. All other conditions regulating the display/affixing of Notices, as applicable to Recognised Union be applied to the Representative Status Union.
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 GATE MEETINGS The Representative Status Union shall be allowed to hold workers meetings with outgoing workers in the premises of Mine/Department in the same manner as in the case of Recognised union.

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OBLIGATION & RIGHTS OF RECOGNISED UNION : AITUC is Recognized Union at corporate level Singareni Coal Mines labour Union. AITUC is polled largest number of votes in 09-08-2007, a, It shall engage in any form of physical duresss. b, Not to permit demonstration, which are not peaceful & not to permit now design in demonstration. c, Not to allow their members to engage/cause other employees engage in any Union activity during the working hours, unless as provide for by law. d, Discourage unfair labour particulars such as : i, Negligence of duty. ii, Damage of property. iii, Interference with/disturbance to normal work. iv, Insubordination. e, Take prompt action to implement awards, agreements settlements. f, Display in conspicuous place in the union office the provisions code of discipline. g, Express disapproval & to take prompt action against office bearers & members for including in actions against spirit of code of discipline. h, Any breach of code of discipline & individual in violence, intimidators tactics, violation of law of organization & also other facilities.

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ROLE OF WELFARE OFFICER (IN SCCL) IN WORKERS PARTICIPATION IN MANAGEMENT The Welfare Officer has a major role in maintain harmonious relations between the workers and management, workers and unions and unions and management in SCCL. The appointment of Welfare officer in SCCL is under the Mines Act, and Factories Act. INSCCL the welfare officer who has 1st appointed during the year 1957, the role is mainly to look after welfare activities connected with the work men both statutory and non statutory. The management of SCCL has introduces various non statutory welfare activities apart form statutory welfare amenities require to be provide Under Mine rules. Various duties that are required to be done by Welfare Officer at the mine are as follows. Maintain harmonious relationship between the management and workers. Training new entrants in VTS (vocational training centre). Looking grievances of employee and collective bargaining. Promote relationship between management and employees for achieving production as workers welfare condition. Maintain in register, service records of the employee I unit. Accident cases follow-up. Maintain canteen and formation, supervision of canteen managing committee and rest shelter Formation of mine committees co-operative societies and safety committees etc Welfare Officer proper communication between employees and employers. Assisting the management in connection with the payment of wages of the workers and authorization of deductions from wages and other allowances supplement of Terminal benefit CMPF, Gravity, Janata Insurance, FBIS etc, and maintain of nomination of registration. Assisting the management and workers in regulation the grant of Leave, Leave application and guiding the workers for same. Assisting on welfare provisions such as housing, food, stuffs social and Recreational facilities, sanitation and Educating of children. Assisting the allotment of Singareni Quarters to the workers and including ware supply and electricity.

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WORKERS PARTICIPATION IN MANAGEMENT METHODS (AT VARIOUS LEVELS IN SCCL) Workers Participation in Management takes place in SCCL for maximizes production and productivity consisting with safety and welfare of the employers. The Trade Union are played important role in the WORKERS PARTICAPTION IN MANAGEMENT in SCCL. The recognized union representative meets regularly at various levels. The Central Labour Management department conducted verification of the relative strengths of Trade Unions in SCCL through secret ballot on 09-091998 for the first time in history of cola industry I India. After holding election the rights and obligations of the Union at various level mentioned in the Industrial Relating Policy of Singareni Company. The Central Labour department 3rd time verification of the relative strengths of the Unions operating in SCCL through secret ballot in 14.05.2003. These elections held under the supervision of the Regional Labour Commission (Central), Hyderabad and Returning office. The Singareni Coal Mines Labour Union INTUC polled largest number of votes viz30, 291 in here by duly accorded the position of Recognized Union at Corporate/Company level.

AT MINE / DEPARTMENT LEVEL 3 Unions representatives of the company level Recognized Union may meet the Head of the Mine/Department in the afternoon if there are urgent issues purely pertaining to that Mine/Department, which may not wait for discussion at area level meetings on scheduled dates. The Mines Committees/Pit Safety Committee which will meet regularly every month will take up the issues relating to that Mine/Department, for discussions at monthly meetings. The committees will meet once in a month and Deliberate on steps to taken to improve production, productivity and make suggestions for redressed to the grievances and problems of the workmen peculiar to this level. Pit safety committees deliberate on safety matters & make suggestions for improving the safety.

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NOMINATION Nomination of Members of Recognized Union on the safety & mines committees. The recognized Union (at area level) may nominate its member of the mines Committees/Pit safety Committees functioning at the mine of department. In the case the representative status Union at company level, the Recognized Union shall nominate it employee members on the mine representative & the Representative state Union of the Area shall nominate its employee members to the remaining 50% of the representative of workers. MINE COMMITTEE MEETING (DEPT.OR SHOP LEVEL) Mine committee consisting of workers representatives & Management representatives of the organization union will be organized meeting in every month a mine. In these meetings the problems relating to the working place will be discussed & solved. At the same the time the production productivity improving methods in particular department will be discussed by the members this committees. Suggestions (relating to production productivity improvement technique, better working conditions is mines) are being of received from the workers. PIT SAFETY COMMITTEES (PSC) MEETINGS AT UNIT LEVEL PSC consist of representatives of the recognized Union & Management officials. There committees are recognized in every monthly, on these safety aspects are discussed and make safety measures in mines. In this meetings all safety precautions on safety, ( to avoid the mine accident and unsafe conditions at mine level) should be takes place. PERFORMANCE INDICATORMONITORY SYSTEM (PIMS) MEETINGS PIMS introduced in the mine in which participation in management by workers at Mine level, in this meeting the recognized Union representatives &n management representatives are participating for achieving the parameters regarding production. Productivity safety cost reduction measures &

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suggestions will also receive from workers and the members for improving the above parameters. This PIMS meeting is held in every month at Mine level. NATIONAL COAL WAGE AGREEMENT This consists of equal representatives of both Management & Trade Union members. In the agreement held at 5 years, after negotiation. There are consists of wage structure &other conditions of service including ring benefits of the employees in local industries. The agreements are 1st starting in 1974, 6th wage board meetings are held in 1996. In the areas where the Recognized Union has emerged as Representative status union also, the number of the office bearers to be nominated shall be 4 (four).

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Representative of Agreement Coal India and its subsidies SCCL TATA Iron and Steel Indian Iron and Steel BEMCL ICML JSPL

No. of Members 12 01 01 01 01 01 01 ----------------18 ------------------

Trade Union Representatives INTUC AITUC HMS BMS CITU

No. of Members 06 03 03 03 03 ------------------18 -------------------

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Data Analysis & Interruption

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Data Analysis & Interruption

1. DO YOU KNOW ABOUT WORKERS PARTICIPATION IN MANAGEMENT (W.P.M)? Sl.No 1. 2. Responses YES NO TOTAL % of responses 90 10 100

8%

RESPONSES IN %

1 YES 2 NO

92%

INTERPRETATION: I observe from the above table that 98% respondent accepted with the given statement and some are rejected with the given statement.

2. REALIZING OF RESPONSIBILITY OF WORKERS BY SAFETY AND MINES COMMITTEES IN ACHIEVING PRODUCTION GOALS
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Sl.No 1. 2.

Responses YES NO TOTAL

% of responses 60 40 100

RESPONSES IN %

40% 1 YES 2 NO 60%

INTERPRETATION: I observe from the above table that 60% respondents accepted with the given statement and 40% rejected with the given statement.

3. SKILLS OF REPRESENTATIVES TO PARTICIPATE IN MINES COMMITTEES MEETINS. Sl. No 1. Responses Leadership skills % of responses 2
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2.

Leadership & Communication skills TOTAL 98 100

12%

1 Leadership skills 2 Leadership & Communcation Skills

88%

INTERPRETATION: I observe from the above table that 12% respondents say that leadership is required and 88% say that both leadership and communication skills are required.

4. IMPROVEMENT OF PRODUCTION AND PRODUCTIVITY BY MINE AND SAFETY HOW CAN BE IT DONE. Sl.No 1. 2. 3. Responses By satisfying employee needs By avoiding unsafe conditions and mine accidents By motivating workers about work % of responses 15 75 10
87

TOTAL

100

10%

RESPONSE IN %
15% 1 By satisfying employee needs 2 By avoiding unsafe conditions and mine accidents 3 By motivating worker about work

75%

INTREPRETATION: I observe from the above table that 50% respondents say By satisfying employee needs, 75% By avoiding unsafe conditions and mine accidents and 10% say By motivating worker about work, mine committees and safety committees can improve that productivity of workers.

5. ACHIEVING PRODUCTION GOALS THROUGH MINES COMMITTEES HOW CAN IT BE POSSIBLE : Sl.No 1. 2. Responses By educating and training the workers By developing safety consciousness to workers TOTAL % of responses 60 40 100

88

40%

1 By educating and training the workers. 2 By developing safety conciousness to workers.

60%

INTERPRETATION: I observe from the above table that 60% respondents say By educating and training the workers, 40% by developing safety consciousness to workers production goals can be achieved by mines committees.

6. HOW CAN PIT SAFETY COMMITTEES REMOVE THE GRIEVANCES OF EMPLOYEE IN MINE LEVEL : Sl.No 1. 2. Responses By giving safety devices to workers By taking new measures about safety TOTAL % of responses 20 80 100

89

20%

1 By giving safety devices to workers 2 By taking new measures about safety

80%

INTREPRETATION: I observe from the above table that 20% respondents say By giving safety devices to workers, and 80% say By taking new measures about safety, pit safety committees can remove the employees grievances in mine level.

7. ABSENTEEISM AND NELIGENCE OF DUTY CAN BE REDUCED IN FUTURE THROUGH MINES COMMITTEES. Sl.No 1. 2. 3. Responses YES NO MAY BE TOTAL % of responses 50 6 44 100

90

44% 50%

1 Yes 2 No 3 May be

6%

INTREPRETATION: I observe from the above table that 50% respondents agree, 6% disagree and 44% are not sure whether mine committee will take any step for removing absenteeism and negligence of duty of workers in future.

8. ILLEGAL STRIKES AND BANDS IT CAN BE REDUCED THROUGH MINES COMMITTEES. Sl.No 1. 2. 3. Responses YES NO DONT KNOW TOTAL % of responses 46 20 34 100

91

34% 46% 1 Yes 2 No 3 Dont Know

20%

INTERPRETATION: I observe from the above that 46% respondents agree, 20% disagree and 34% are not sure whether illegal strikes, bands can be reduced by the mines committees.

9. HAZARDOUS FACTORS IN MINE HOW CAN IT BE REMOVED Sl.No 1. 2. Responses By giving training to the workers who works in dangerous places By developing the safety Consciousness through specialized trainers TOTAL % of responses 66 34 100

92

34%

1 By giving training to the workes who work in dangerous places 2 By developing the safety consciousness through specialized trainers

66%

INTREPRETATION: I observe from the above table that 66% respondents say, By giving training to the workers who work in dangerous place and 34% say By developing the safety consciousness through specialized trainer, safety committee can remove the hazardous factors which cause for mine accidents.

10. WHICH TYPE OF SUGGESTIONS RECEIVING FROM WORKES IN SAFETY AND MINES COMMITTEE Sl.No 1. 2. 3. Responses Production improving techniques Safety and Welfare measures Both TOTAL % of responses 34 20 46 100

93

34% 46%

1 Production improving techniques 2 Safety and Welfare measures 3 Both

20%

INTREPRETATION: I observe from the above table that 34% respondents say, Production improving techniques, 20% say safety and welfare measures, , ad 46% said that mines and safety committees are taking suggestions from workers about safety and welfare and production and productivity techniques.

11. REMOVING THE OBSTACLES IN PRODUCTION IT IS A FUNCTION ON MINES COMMITTEE: Sl.No 1. 2. Responses YES NO TOTAL % of responses 60 40 100

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40% 1 YES 2 NO 60%

INTERPRETATION : I observe from the above table that 60% respondents agree and 40% disagree that removing obstacles which appear which appear in production improvements is also a function of Mine Committee.

12. MAXMISING PRODUCTION THROUGH PARTICIPATION OF WORKERS IS THE ONLY WAY Sl.No 1. 2. 3. Responses YES NO One of the way TOTAL % of responses 40 NIL(0) 60 100

95

40%

1 YES 2 NO 3 One of the way

60%

0%

INTREPRETATION: I observe from the above table that 40% respondents agree and 60% say one of the way and NIL say that Workers Participation in Management is the only way of maximizing productivity, production through different committees.

13. HOW WORKERS ARE MOTIVATED ABOUT WORK BY MINE COMMITTEES : Sl.No 1. 2 Responses By giving efficient training about work. By giving safety and welfare medical facilities and correct wage of work. TOTAL % of responses 30 70 100

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30% 1 By giving efficient training about work. 2 By giving safety and welfare medical facilities and correct wage of work 70%

INTERPRETATION: I observe from the above table that 30% respondents say, By giving efficient training about work and 70% say By giving safety and welfare medical facilities and correct wage of work, workers are motivated for work by mine committee.

14. OVERALL PERFORMANCE OF THE COMPANY HOW IT CAN BE IMPROVED BY NOINT CONSULTATIVE COMMITTEE: Sl.No 1. 2 Responses By implementing safety measures at every level in the Mine. By removing the employees grievance in Mine. TOTAL % of responses 40 60 100

97

40%

1 By implementing safety measures at every level in Mine 2 By removing the employees grievances in Mine.

60%

INTERPRETATION: I observe from the above table that 40% respondents say, By implementing safety measures at every level in Mine and 50% say By removing the employees grievances in Mine, the joint consultative committee (at corporate level) succeed in improving the over all production of the company.

15. THE UTILISATIONOF HUMAN RESOURCES IT CAN BE IMPROVED THROUGH MINES COMMITTEE:

Sl.No 1. 2.

Responses YES NO TOTAL

% of responses 60 40 100

98

40% 1 YES 2 NO 60%

INTERPRETATION : I observe from the above table that 60% respondents agree and 40% disagree that safety committee and mines committees the Human Resource Utilisation can be improved.

16. IN SAFETY PERFORMANCE INDICATOR MONITARY SYSTEM MEETINGS (PIMS) WHICH IS HAVING MUCH IMPORTANCE : Sl.No 1. 2. Responses New remedies are taking for production, productivity New remedies are taking for safety and welfare TOTAL % of responses 66 34 100

99

34% 1 New remedies are taking for production,productivity 2 New remedies are taking for safety and welfare 66%

INTERPRETATION : I observe from the above table 66% respondents say, New remedies are taking for production, productivity and 34% say, New remedies are taking for safety and welfare.

17. REDUCTION OF ILLEGAL STRIKES HOW CAN IT BE POSSIBLE : Sl.No 1. 2. Responses By providing minimum facilities in mine. By providing necessary facilities in mine TOTAL % of responses 60 40 100

100

40%

1 By providing minimum facilities in mine 60% 2 By providing necessary facilities in mine

INTERPRETATION : I observe from the above table that 60% respondents say, By providing minimum facilities in mine and 40% say, By providing necessary facilities in mine, illegal strikes are reduced by Mines committee.

Conclusion
All employees are interested to participate in the management so it is showing that organization is adopting good organizational practices. Co-operation is fully satisfied by te employees because of the communication sustem. Maximum employees opined that Management is listening to their view, suggestions, problems and opinions.
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 Majority of respondents expressed that decisions have been implemented depends on the necessity. Safety committees and Mines committees are playing predominant role in realization the responsibility of workers towards the achievement of production goals. Safety committees help to reduce the accidents in mine level and give first preference to safety (Safety First). Through MVTC the management providing necessary training to the workers or employers to reduce the accidents in mine level.

SUGGESTIONS
Education bring the awaeness among the employees about the existence of workers participation in management and guide them in proper way to participate. Developing two-way communication still further. An attempt is made to have better understanding in handling the grievance redressed machinery in the SCCL.

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 The Trade Unions should develop the spirit of participation among the workers and encourage them to participation inall participation forms. The management encourage suggestion from employees to improve the production this is not only useful for maximum utilization of human resource but also useful for achieving targeted goals.

QUESTINNAIRE
NAME OF THE EMPLOYEE ________________________________ DESIGNATION________________________(EXE/EMP/WORKER)
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MINE/DEPT________________________________________________ SIGNATURE OF THE EMPLOYEE___________________________ 1,Do you responsibility know about Worker Participation in Management? A, Yes, I know B, I dont know

2,Is the responsibility of workers towards achievement f production and safety realized by mines and safety committees ? A, Yes B, No

3, What type of skills you require for workers representatives to participation in mine & safety committee? A, Leader skills B, Leadership& communication

4, How the main committeesa and safety committees improve the productivity of the workers? A, By satisfying employees needs B, By avoiding unsafe conditions and mine accidents C, By motivating the worker about work 5, How production goals achieved by Mines Committees? A, By educating & Training the workers B, By developing safety consciousness to workers 6, How pit safety committees can remove the employees grievances in mine level? A, By giving safety devices to workers. B, By taking new measures about safety.
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7, Will mine committee take any stepmfor removing absenteeism and negligence of duty of workers in future? A, Yes B, No C, May be

8, Is illegal strikes, bands can be reduced by the mines committees whichare loopholes for production ? A, Yes B, No

9, How safety committee ca remove the hazardous factors which for leads to accidents? A, By givingtraining to the workers who work I dangerios place. B, By developin ghteafetyconsciousness through specialized trainers. 10, Which type of suggestions are receives by the mines and safety committee from workers? A, Production improving techniques B, Safety & Welfare measures 11, Removing obstacles w3hich appeare in productin improvement is also a function of Mine Committee or not? A, Yes B, No

12, Workers participation in management is the only way for maximizing productivity ,productin throughdifferent committees? A, Yes B, No C, One the way

13, How workers are motivated for work by mine committee? A, By giving efficient training about work. B, By giving safety & welfare medical facilities and correct wage of work.
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14, How the joint consultative committee ( at corporate level) succeed in improving the overall production of the company? A, By implementing safety measures at every level in Mine. B, By removing the employees grievances in Mine. 15, By safety committee and Mines committee the Human Resource Utilisation canbe improved or not? A, Yes B, No

16,Performance Indicates Monetary System (PIMS) which thing having importance in the mine level meetings ? A, New remedies are taking for production , productivity. B, New remedies are taking for safety & welfare. 17, How illegal strikes are reduced by Mines committee? A, By providing the minimum facilities in Mine. B, By providing necessary facilities in Mine.

BIBILOGRAPHY
WORKERS PARTICIPATION IN MANAGEMENT IN A COMPANY ******P.SUBBA RAO******

WORKERS PARTICIPATION IN ANAGEMENT.. *****ASWATHAPPA*********

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WORKERS PARTICIPATION IN

MANAGEMENT. ******C.B.MEMORIA********* WORKS COMMITTEEE *************ICFAI**********

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