A PROJECT REPORT ON

COMPARATIVE STUDY OF LIVING STANDARDS OF SECL & OTHER COMPANYS PERSONNEL

A thesis submitted regarding partial fulfillment of the requirement of course work for the award of Ph.D. degree in Commerce
SESSION 2012-13

SUBMITTED BY:SADHNA BAGCHI

Roll No. COM076

DURGA MAHAVIDYALAYA, RAIPUR Pt. RAVISHANKAR SHUKLA UNIVERSITY RAIPUR (CHHATTISGARH), INDIA

ABSTRACT
Employment is the main source of income for the majority of households and a key driver of poverty reduction. But their contribution to well-being goes beyond the earnings they provide With one of the fastest growing economies in the world, clocked at a growth rate of 8.3% in 2010, India is fast on its way to becoming a large and globally important consumer economy. The Indian middle class is estimated to be 250 million people, by McKinsey & Company. It will reach 600 million by 2030. According to NCAER, India's middle class population to touch 267 million in 5 yrs. Further ahead, by 2025-26 the number of middle class households in India is likely to more than double from the 2015-16 levels to 113.8 million households or 547 million individuals (Source: Wikipedia) Jobs are the most important determinant of living standards around the world. For the vast majority of people, their work is the main source of income, especially in the developing countries. In addition to their fundamental and immediate contribution to earnings, jobs affect other dimensions of well-being, positively and negatively. Jobs also influence how workers see themselves and relate to others. Most people feel that jobs should be meaningful and contribute to society. Together with other objective job characteristics, the self-esteem a job provides is an important determination of satisfaction with life. This report provides results from the study on living standards of personnel working in different companies at different sectors. This comparative study is focused on the industries which are helpful to the economical growth of Chhattisgarh. The area of research is limited to the Korba district. Comparisons are made on the basis of certain criteria i.e. job profile of employees working in different sectors, their working conditions, amenities provided by the company to them and other monetary and non-monetary benefits and its impact on their family and life expectancy. Results obtained in this study are also compared to those results which are obtained in earlier studies.

ACKNOWLEDGEMENT
At the successful completion of this project, I would like to thank My guide Dr. Dewashish Mukherjee, Principal, Mahant College, Raipur (Chhattisgarh) for his valuable guidelines, advice and his great support throughout the research. I pay my reverence and deep respect to Mr. Khanuja, Principal, Durga College, Raipur (Chhattisgarh) for his inspiring guidance in this project work. I solemnly express my immense pleasure and sincere thanks to all staff of SECL, Kusmunda (subsidiary of coal India limited) and LANCO Amarkantak Power Limited, Patadi, Korba who were very cooperative during my visit to the companys department and to study its different functions All my teachers and college members who were also very helpful during this study. My family and friends for their support and encouragement. Without their support the dissertation would not have been possible.

CERTIFICATE OF ORIGINALITY
This is to certify that project entitled Comparative study of living standard of SECL and other companys employees Is original work carried out by Sadhna Bagchi and is being submitted for the partial fulfillment of the course work for the Ph.D registration in Commerce discipline at Pt. Ravi Shankar Shukla University, Raipur, C.G.. This report has not been submitted earlier to this university or to any other University/Institution for the fulfillment of the requirement of a course of study

Signature of Guide Date

Signature Date

TABLE OF CONTENTS
CHAPTER I INTRODUCTION TO THE STUDY
1.1 INTRODUCTION 1.2 OBJECTIVE OF THE STUDY 1.4 STUDY METHODOLOGY 1.5 SCOPE & LIMITATIONS OF THE STUDY

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CHAPTER II

COMPANY PROFILES
2.1 COAL INDIA LIMITED 2.2 SECL: A Subsidiary of COAL INDIA LIMITED 2.3 LANCO AMARKANTAK POWER LIMITED

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CHAPTER III

PERSPECTIVE OF THE STUDY

3.1 EMPLOYEE BENEFITS & AMENITIES

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3.2 IMPACT OF BENEFITS PROVIDED BY A COMPANY ON ITS EMPLOYEES LIVING STANDARD

CHAPTER IV

DATA COLLECTION, COMPARATIVE ANALYSIS AND INTERPRETATION

4.1 CONCLUSION OF SCHEDULE ANALYSIS

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CHAPTER V

FINDINGS AND REMEDIES

5.1 CONCLUSION 5.2 PROBLEMS, SOLUTION & SUGGESTION

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APPENDIX:
A) B) BIBLIOGRAPHY SCHEDULE FORMAT

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CHAPTER I
INTRODUCTION TO THE STUDY
1.1 INTRODUCTION 1.2 OBJECTIVE OF THE STUDY 1.3 STUDY METHODOLOGY 1.4 SCOPE & LIMITATIONS OF THE ST

1.1 INTRODUCTION:

ndia, with 1,270,272,105 (1.27 billion) people is the second most populous country in the world, while China is on the top with over 1,360,044,605 (1.36 billion) people. The figures show that India represents almost 17.31% of the world's population. More than 50% of India's current population is below the age of 25 and over 65% below the age of 35. About 72.2% of the population lives in some 638,000 villages and the rest 27.8% in about 5,480 towns and urban agglomerations. (Source: indiaonlinepages.com) The main sources of earning in village are agriculture and self employment where as in towns and urban areas main dependency is on employment and self employment. In this study the main focus is on the earning of the peoples by employment living in urban and sub urban areas of Chhattisgarh (scope of the study is limited to Korba district) and a comparative analysis of their earnings, life expectancy, satisfaction and living standards. The major parameters of this study include: Employees working in different sectors which are contributory to economic development of Chhattisgarh Earnings, amenities and facilities of employees provided by their employer. Income, expenditure and investment ratio of these employees. Development of these peoples and their dependents Life expectancy and job satisfaction of the employees working in these companies. Growth and future security of personnel working in these companies. Study, and analysis of various factors which affect the living standards of employees working in different sectors.etc Modern Management concepts promote employee satisfaction. Employee satisfaction is a measure of how happy workers are with their jobs and working environment. Keeping morale high can be of tremendous benefit to any company. Taking this theory in account nowadays all the companies has set up a Human Resource Development department which works for the welfare of the employee by making welfare policies by means of facilities, amenities and various benefits. This study is focused upon such policies of various companies, employee satisfaction and growth in their living standards.

1.2 OBJECTIVE OF THE STUDY

The primary objective of this study is to determine and compare the extent of Amenities, facilities, satisfaction in employment, and socio-economic improvement of the employees working in different sectors. The second objective is to determine and compare educational development of employees and their dependents. A final objective is to identify employees expectations towards the fulfillment of their needs. For this purpose of the study of their needs we have gone through the Maslow's hierarchy of needs who classified the needs of a person into various levels. Maslow's hierarchy of needs is often portrayed in the shape of a pyramid with the largest, most fundamental levels of needs at the bottom and the need for self-actualization at the top.

An interpretation of Maslow's hierarchy of needs, represented as a pyramid with the more basic needs at the bottom

This Need Theory is a motivational model that attempts to explain how the needs for survival, security, belongingness, and reorganizations affect the actions of the peoples.

1.3 STUDY METHODOLOGY

The study is based upon the information collected from primary sources (i.e. personal interviews, questionnaire feedbacks etc) & some secondary sources (i.e. accounting records, published journals, magazines, academic books, web references etc.) The following methods are applied to prepare this report. Data Collection by sampling Personal Interviews though questionnaire Analysis of statistics Summative assessment of Report. The information sources can be categorized into following way:

Sources of Information

Primary sources

Secondary Sources

Personal Interviews Questionnaire Feedback

Accounting Records Published research journals Magazines and Academic books Web References.

Chart 1.3.1 Sources of Information The above structure represents the method of data collection. i.e. Personal interviews of employees, accounting records, published research journals, web references etc. Personal information is also collected from employees through a questionnaire. After collecting the information; it is analyzed. And the report is prepared.

1.5 SCOPE & LIMITATIONS OF THE STUDY

SCOPE OF THE STUDY:
The research is based on the employees of only two sectors i.e. coal and power and for this study only two corporate are taken into considerations i.e. SECL Kusmunda Project and LANCO Amarkantak Power Project, Village Pathadi, Distt-Korba, C.G. This study reveals the various needs and facilities which are needed by the employees at workplace and the responsiveness of the company. This study may help employees to understand personnel- assets- ethics which may contribute towards their active and moral participation to the firm towards their duties and also to aware them about their rights as per industrial acts and company law. Guidance and suggestion to the employers to set up their policies which results for the betterment of the employees

LIMITATION OF THE STUDY:

This study is conducted in sub urban areas of only Korba district. This study is carried out only for two sectors i.e. power sector and coal sector. As the study is based on two companies; there is limitation of generalization of results, may not be appropriate to do so. Only two sectors are considered to carry out this work, henceforth it doesnt portrait the actual results of subject Further the availability of time and resources posses another limitation for collection and analysis of data. The report is prepared on the basis of information obtained from primary & secondary sources of information by sampling methods and optimum number of samples could not be taken due to time constraint. This factor has the potential to reduce validity of result.

CHAPTER II
COMPANY PROFILE
2.1 COAL INDIA LIMITED 2.2 SECL: A Subsidiary of COAL INDIA LIMITED 2.3 LANCO AMARKANTAK POWER LIMITED

2.1 COAL INDIA LIMITED

India is currently among the top three fastest growing economies of the world. As a natural corollary India's energy needs too are fast expanding with its increased industrialization and capacity addition in Power generation. This is where 'Coal' steps in. In India coal is the critical input for major infrastructure industries like Power, Steel and Cement. Coal India Limited (CIL) as an organized state owned coal mining corporate and a Maharatna Company came into being in November 1975 with the government taking over private coal mines. With a modest production of 79 Million Tonnes (MTs) at the year of its inception CIL today is the single largest coal producer in the world. Operating through 81 mining areas CIL is an apex body with 7 wholly owned coal producing subsidiaries and 1 mine planning and Consultancy Company spread over 8 provincial states of India. CIL also fully owns a mining company in Mozambique christened as 'Coal India Africana Limitada'. CIL also manages 200 other establishments like workshops, hospitals etc. Further, it also owns 26 technical & management training institutes and 102 Vocational Training Institutes Centres. Indian Institute of Coal Management (IICM) as a state-of-the-art Management Training 'Centre of Excellence' - the largest Corporate Training Institute in India - operates under CIL and conducts multi disciplinary management development programmes.

CORPORATE STRUCTURE AND SUBSIDIARY COMPANIES

Coal India is a holding company with seven wholly owned coal producing subsidiary companies and one mine planning & Consultancy Company. It encompasses the whole gamut of identification of coal reserves, detailed exploration followed by design and implementation and optimizing operations for coal extraction in its mines. The producing companies are: 1. 2. 3. 4. 5. 6. 7. 8. 9. Eastern Coalfields Limited (ECL), Sanctoria, West Bengal Bharat Coking Coal Limited (BCCL), Dhanbad, Jharkhand Central Coalfields Limited (CCL), Ranchi, Jharkhand South Eastern Coalfields Limited (SECL), Bilaspur, Chattisgarh Western Coalfields Limited (WCL), Nagpur, Maharashtra Northern Coalfields Limited (NCL), Singrauli, Madhya Pradesh Mahanadi Coalfields Limtied (MCL), Sambalpur, Orissa Coal India Africana Limitada, Mozambique The consultancy company is Central Mine Planning and Design Institute Limited (CMPDIL), Ranchi, Jharkhand.

North Eastern Coalfields (NEC) a small coal producing unit operating in Margherita, Assam is under direct operational control of CIL. Coal India's major consumers are Power and Steel sectors. Others include Cement, Fertiliser, Brick Kilns, and small scale industries.

PRODUCTION AND GROWTH OF CIL

Produces over 400 Million Tonnes of Coal annually. Coal production ending Financial Year 2011 was 431.32 Million Tonnes (MTs). CIL's dynamic production momentum is evident in the fact that in recent years, CIL leaped from 300 MTs mark achieved in 2003-04 to 400 MTs (2008-09) in a time span of 5 years. It took CIL 12 years to cross the 300 MTs production mark from that of 200 MTs achieved in 1991-92. CIL Is targeted to produce 452 MTs FY ending 2012. Two of the subsidiary companies of CIL South Eastern Coalfields Limited and Mahanadi Coalfields Limited are in the elite club of 100 MTs coal producing companies which number only a few worldwide

2.2 SECL : A SUBSIDIARY OF COAL INDIA LIMITED

South Eastern Coalfields Limited is the largest coal producing company in the country. It is one of the eight subsidiaries of Coal India Limited (A Govt. of India Undertaking) under the Ministry of Coal . The company was adjudged the best PSU in the country for 97-98 and was awarded Jawaharlal Nehru Memorial National Award for pollution control and energy conservation in the year 2003, Excellence award in 2004 ,2006 and 2008,National safety award from Hon'ble President of India in 2004,2005 and 2006. SECL has been awarded " Mini Ratna" Status by Govt of India in 2007 . In year 2011-12,total coal production by SECL from open cast and underground mines was 113.84 million tonnes out of total coal production of 435.84 million tonnes produced by Coal India Ltd. which is highest among all subsidiaries of Coal India Ltd and among all coal producing companies in India. SECL has been making profits since its inception.

PRODUCTION AND PRODUCTIVITY OF SECL

A Mini Ratna Company - South Eastern Coalfields Limited has made a record in the year 2011-12 in Production and set an all time highest record in Overall Performance in respect of off-take/despatches, production, wagon loading, quality improvements and optimization of overall consumers satisfaction in terms of meeting their coal requirement.Total Coal Production in the year 2011-12 is 113.84 Million Tonnes. Total production from UG is 16.41 Mill te, Opencast is 97.43 Mill te and total OB is 113.49 MCUM. Total Offtake in financial year 2011-12 is 115.15 Mill Te . (Source: web portal of SECL)

2.3 LANCO
LANCOs corporate entity was created in 2006 to consolidate LANCO's diverse operations under a single brand. LANCO decided to focus on its core business - energy and construction - and enter the infrastructure and property development sectors. As part of its business strategy, the organisation has chalked out an ambitious growth plan - in Power and Solar energy. LANCO also envisages aggressive growth plans for EPC with a strong order book growth. As one of Indias leading business entities, Lanco Infratech Limited (LITL) has been driving growth across a synergistic chain of Strategic Business Units (SBUs) comprising EPC, Power, Solar, Natural Resources and Infrastructure. Today, Lanco is one of the largest integrated power developers in India with 4480 MW under operation, 4888 MW under construction, and 7103 MW of projects under development. Its gross revenue (before elimination) as on March 2012 was Rs 15,398 Crores (USD 3.07 billion) and out of the total Share Capital, the promoters holding was 72%. Focused on fast-track execution of large capital intensive projects, Lancos EPC SBU provides world class solution s to its customers. The Infrastructure division of Lanco is developing roads of around 440 kms on National Highways. Lancos solar business is building different verticals across the entire solar value chain including Project Development, EPC, Products & Systems and Manufacturing. Marking its foray into the global resources industry, Lanco has recently acquired Griffin Coal Mining Company, which owns the largest operational thermal coal mine in Western Australia. As part of its business strategy, Lanco has chalked out an ambitious growth plan in Power and Solar energy. It also envisages aggressive plans for EPC with a strong order book growth. Global partnerships with top-notch companies such as Genting, Harbin, GE, Dongfang, Doosan,etc have borne rich dividends for Lanco. A people driven organisation, Lanco has a pan-India presence and international operations in 12 countries with a human resource base of over 8000 people. A privileged member of the World Economic Forum and a member of the UN Global Compact, Lanco is recognised for its Corporate Social Responsibility initiatives led by the Lanco Foundation.

AREAS OF OPERATION
Lanco offers Engineering, Procurement and Construction services in the following infrastructure business segments: Power Projects: Coal, Gas, Hydro and Solar Transmission Power , Water etc. Transportation Roads, Metros etc. Industry projects Manufacturing plants Building Large scale building complexes, Hospitals etc.

Major Projects Executed:

Power - Thermal Power Projects, Hydro Power Projects, Chimneys, Cooling Towers & Balance of Plant, Transmission & Distribution

Lanco Kondapalli gas based Power Project at Andhra Pradesh

120 MW Gas based Tanjore Power Project at Tamil Nadu

Lanco Udupi Power Project an imported coal-based thermal power project at Karnataka

Lanco Amarkantak Power Project in Chhattisgarh, a coal fired thermal based project

Clarion Power Corporation Ltd (12 MW)

Rithwik Energy Systems Ltd (6 MW)

Barrage & Tunnel Construction at Teesta VI Hydro Electric Power Project, Sikkim

275m Double Flue Can Chimney for ANPARA-C

Kondapalli - Nuna Transmission Line

275m Twin flue/ Brick-lined chimnies for BHEL at Bellary, UKAI & North Chennai Projects

Cooling Water Circulation System for NTPC at Ramagundam

OTHER PROJECTS
Roads, Highways & Bridges, Metros & Railways, Buildings & Airports, Sea Ports & Marine Structures, Water & Pipeline

Dalkhola-Islampore sub section II of NH 31 in the state of West Bengal

Construction of 81 KM of NH 4 from KR Puram - Hoskote

Construction of 82 KM of NH 48 from Bangalore - Devihalli

EPC Contract for Construction of WTP, RWR and 100Km Pipeline for IL&FS at Paradip, Orissa

Veeranam Project, 1875MM DIA, 114 KM Pipeline Chennai Metropolitan, Tamil Nadu

Terminal Building of Varanasi Airport

Koparkhairane Railway Station for CIDCO on Thane Belapur Road, Navi Mumbai

Shastri Park Railway Station for Delhi Metro Railway

LANCO has bagged the order for Construction of New Airport Terminal Building for Biju Patnaik Airport (BBI), Bhubaneswar, Odisha

Construction of Lanco Hills' Residential, IT Tower, Podium & Other Infrastructure.

Ashwini Hospital for the Navy, Mumbai

LANCO AMARKANTAK POWER LTD, KORBA

Korba is a city and an industrial area in Korba District in the Indian state of Chhattisgarh. Korba is the power capital of the newly formed state Chhattisgarh. The district comes under Bilaspur division and is inhabited mainly by tribals including the protected tribe Korwas (Pahadi Korwa). Korba is blessed with lush green forest cover. Korba is often referred as the Industrial Hub of Chhattisgarh. The district within itself is enriched with all the essential raw materials needed for power generation namely coal and water. The four Thermal Power Plants (KSTPS (N.T.P.C), BCPP, CSEB East, CSEB West) together generates 3650 MW of electricity. Besides these, there is a Hydro Electric Power Station situated at Bango. Coal is also abundant in the district. The SECL, a profit making coal company under the Coal India Limited has many of its important mines, part of Korba Coalfield, in Korba district. BALCO (Bharat Aluminium Company) an aluminium major is based in the district. LANCO Amarkantak Power Ltd (LAPL) has set up 2x300 MW Coal based power project near Pathadi Saragbundia villages on the Champa - Korba State Highway in Chhattisgarh, India. And another coal based power project of 2X660 MW (1320 MW) capacity is under construction which is expected to come into operation by the year 2015.

CHAPTER III
PERSPECTIVE OF THE STUDY
3.1 Employee Benefits & Amenities 3.2 Impact of Benefits provided by a company on its employees living standard .

3.1 EMPLOYEE BENEFITS AND AMENITIES

Employee benefits are various non-wage compensations provided to employees in addition to their normal wages or salaries. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. Companies provide their employees and workers with a variety of benefits. These benefits are basically forms of value or services that are provided by an employer to his employees for their contribution in the performance of the organization. Such benefits are an important component of a company's remuneration package for attracting and retaining its employees. The benefits serve as incentives to the employees and encourage them to work harder for the organization. These also help in building up employee job satisfaction. These benefits may be financial or non-financial, long term or short term, free or at concessional rates; These benefits may include: housing (employer-provided or employer-paid), Group insurance (health, life etc.), Disability income protection, Retirement benefits, Tuition reimbursement, Medical Facilities and Sick leave, Vacation (paid and non-paid), Social security, Profit sharing, Recreational facilities Funding of education, and other specialized benefits.

Thus the employee benefits are the comforts and the facilities given to employees to enable them to work in a healthy and peaceful atmosphere. The employee benefits of a company generally includes:(i) (ii) (iii) (iv) (v) A remunerative wage structure which motivates the employees to contribute their maximum worth to the enterprise; Bonus to the employees either on festive occasions or as a reward for their contribution in the high performance of the firm; Social security benefits for employee welfare in the form of provident fund, gratuity, medical facilities, compensation and insurance policies; Different types and number of leaves so that the employees may revitalize themselves and contribute their best effort to the organization; Employees who wish to voluntarily retire from an organization are provided with several benefits under the voluntary retirement scheme etc.

Workplace amenities and facilities

Workplace amenities and facilities are things provided for the health, safety, welfare and personal hygiene needs of employees. They include toilets, shelter, seating, dining rooms, change rooms, drinking water, personal storage and washing facilities. They also include work environment facilities such as workspace, temperature and air quality, lighting and flooring.

Employees need amenities and facilities

The provision of appropriate workplace amenities and facilities is important for the basic health, safety and welfare of employees.

Workplace facility or Amenity

Drinking water Toilets Washing facilities Dining rooms

Link to employee health, safety and welfare

For basic health and welfare. Water is essential for bodily functioning. For basic health, welfare, privacy and dignity. For personal hygiene.
Provides a hygienic area and a place away from the work environment for rest breaks and the consumption of food. This reduces the likelihood of food being contaminated by substances used in work processes.

Shelter Seating

For respite from weather (eg heat, cold, rain, wind).

Provides the opportunity to alternate between standing and sitting to reduce fatigue and discomfort. Workplace temperature ranges appropriate to the work help improve employee comfort and reduce workplace incidents and fatigue Enhances welfare by allowing employees a full range of movement required to do the job and to move without strain or knocking against obstructions. Allows employees to move about easily and carry out their work safely without straining to see. Enables employees to change (eg uniforms or dirty work clothing) with privacy and security. Reduces employee exposure to and potential spread of contaminating substances used in work processes. For the secure and clean storage of personal belongings or clothing, lockable where necessary.

Temperature

Workspace

Lighting

Change rooms

Personal storage

3.2 IMPACT OF BENEFITS PROVIDED BY A COMPANY ON ITS EMPLOYEES LIVING STANDARD.

Standard of living refers to the level of wealth, comfort, material goods and necessities available to a certain socioeconomic class in a certain geographic area. The standard of living includes factors such as:

Income, Quality and availability of employment, Class disparity, poverty rate, Quality and affordability of housing, Hours of work required to purchase necessities, Gross domestic product, Inflation rate, Number of vacation days per year, Affordable (or free) access to quality healthcare, Quality and availability of education, Life expectancy, Incidence of disease, Cost of goods and services, Infrastructure, National economic growth, Economic and political stability, Political and religious freedom, Environmental quality, Climate and safety.

The standard of living is closely related to quality of life. Standard of living is generally measured by standards such as real (i.e. inflation adjusted) income per person and poverty rate. Other measures such as access and quality of health care, income growth inequality, Disposable Energy and educational standards are also used. The idea of a 'standard' may be contrasted with the quality of life, which takes into account not only the material standard of living, but also other more intangible aspects that make up human life, such as leisure, safety, cultural resources, social life, physical health, environmental quality issues, etc.

CHAPTER III
DATA COLLECTION, COMPARATIVE ANALYSIS AND INTERPRETATION
4.1 CONCLUSION OF SCHEDULE ANALYSIS

DATA COLLECTION AND INTERPRETATION

The purpose of this data analysis and interpretation phase is to transform the data collected into some conclusive results so that it may help for betterment of both employees and companies where there is a potential. This process usually includes the following steps: Organizing the data for analysis (data preparation) Describing the data Interpreting the data (assessing the findings against the adopted evaluation criteria) As this study concerns with the living standards of employees working in SECL and other companies; Quantitative data have been collected for this purpose. With reference to the subject of this study first we discuss various facilities which are provided by companies to their employee i.e. that companies where this study is carried out. We have collected sample data by means of questionnaire and schedule from some primary and secondary sources. These statistics are approximate data which does not claim to be exact figures as may be published by the corporate departments.

COMPARISON OF AMENITIES & FACILITIES PROVIDED BY SECL & LANCO:

South Eastern Coalfields Limited (SECL) is a subsidiary of Coal India Limited (CIL) and most of the policies applicable here are CIL policies. Whereas LANCO Amarkantak Power Limited has implemented policies as are guided by LANCO group. Data collected from both the projects have been summarized in following table based on certain parameters. The following table summarizes total no. of employees working in both the projects (SECL & LANCO Amarkantak Power Ltd, Korba) along with the employee class is also summarized i.e. whether the employee is executive, supervisor, workmen, or contractual staff.

Sr.
1

PARAMETER
TOTAL NO. OF EMPLOYEES

SECL
75835 3293 7645 64897 Nil

LANCO
560 70 130 360 600

Executives Supervisory Staff Workmen Contractual 2

REMUNERATIVE WAGE STRUCTURE

Minimum (Workmen) Minimum (Executives) 3 4 5

BONUS FACILITY INCENTIVES ALLOWANCES & PERKS

15712 16400 yes yes

6000 12000 Yes Yes

DA Electricity Conveyance Accommodation Leave Encashment Medical Facility Recreational facilities Over time incentives Vacation (Paid and non Paid) Funding of Education 6
TYPES OF LEAVES

yes yes yes* Only for executives & Managerial staff Yes Yes Yes Yes Only for workmen Paid Only for workmen

Yes Yes but chargeable after certain limit. yes* Only for Managerial staff yes* Only for Managerial staff Yes Yes Yes but conditional Yes No. No.

Casual Leave Earned Leave Sick Leave Maternity Leave Festive Leave 7
PAY REVISION SCHEDULE

yes yes yes yes yes

Yes Yes Yes Yes Yes

Workmen Executives 8 9
PERFORMANCE APPRAISAL AWARD & PROMOTION EMPLOYEE TRAINING PROGRAMMES WORKING HOURS SOCIAL SECURITIES

Every 5 year Every 10 year yes Yes

At Fixed tenure At Fixed tenure Yes Yes

10 11 12

In-house and Out sourcing 8 Hours

In-house and Out sourcing 8 Hours

Provident Fund Gratuity Pension scheme Compensation and insurance 13

VRS scheme

yes yes yes yes No

Yes Yes No Yes No

The wage structures displayed in the above table are basic pay of concerned employees. SCEL th has implemented 9 wage board by the year 2012. Whereas LANCO wage structure is as per the minimum wage act of labor law. SECL provided free of cost electricity, gas & water and with no limit to all its employees where as LANCO provided free facility of water and electricity but here after some limit electricity is chargeable by some discounted rate. SECL provides accommodation facility to all its employees but in LANCO it is provided only for executives & managerial staff.

The following table is containing records of various facilities which are available to employees at their workplace.

WORKPLACE FACILITY AND AMENITIES

Sr. PARAMETERS 1 Uniform 2 Safety Equipments Drinking Water 3 Facility Dining Room/ 4 Canteen 5 Rest Room Personal Storage for 6 belongings 7 Washrooms 8 Changing Room 9 Cooling System SECL No Yes Yes Yes Yes No Yes No No LANCO Yes Yes Yes Yes Yes No Yes Yes Yes

Analysis: As shown in above table LANCO provides more facilities to their employees, LANCO is a power generation unit and most of the work is as in-house operation whereas in SECL most of the mines are open cast mines therefore work execution is at open areas due to which less work place facilities are provided by SECL as compared with LANCO

COMPARISION OF LIVING STANDARDS

WORKMEN LIVING STANDARD ANALYSIS
Sr. 1 2 3 4 PARAMETERS Income Level (in Lakh per Anum) Percentage of Saving Future Investment (in no. of person %) Direct Expenditures % No. of Dependent persons (On an average) Able to Satisfy Needs Impact of Inflation Hours of work needed to fulfill needs Climate and Safety conditions in surroundings Nearby Infrastructure Facilities Vacation /tours Personal Conveyance Dependency % Local Conveyance Dependency % Familiarity with Modern Technologies Social Participation Cultural Participation Life Standard Satisfaction with life Life Expectancy (in years) SECL 3.5 34 78 50 LANCO 2.5 25 59 60 We can see that a standard of SECL employees is somewhat high as compared with LANCO on the basis of shown criteria. INFERENCE: We can see here Living standard analysis of employees of both the companies.

5 6 7

5 to 6 yes Less

4 to 5 Sometimes Difficult Less

ANALYSIS: SECL is a PSU and

is undertaking of government of India where as LANCO is a private company hence services provided by both of them are different which directly/ indirectly affect the standard of their employees. SECL Kusmunda is a large project which was started nearby 35 years ago whereas LANCO Korba project was started nearby 8 years ago therefore facilities and resources available at SECL are much more than LANCO. Here we can see that life expectancy of SECL employee is quite low since SECL is a open cast COAL mine and its surrounding area is very much polluted which causes various severe diseases like heart attacks, asthma, blood pressure etc.

10

9 10 11 12 13

Unhealthy Good Yes 90 10

Average Average Less 80 20

14 15 16 17 18 19

Average Active Cold Middle Class Yes 60- 65

Poor Cold Cold Lower Middle class Yes 70-75

ollowing table is containing comparative figures of various criteria which may help to know the living standards of executives working in both the companies.

As we saw in above table (Living standards of workmen), and Following records (Living standards of executives we may analyze that living standard of executives is higher than workmen. The reason is simply that in general executives get perks along with salaries and secondary reason behind their higher standard of living may be their education because usually executives posses higher educational qualifications as well as experience. By analyzing following data we may also conclude that executive level employees are more conscious about their health, future savings, children education, celebration, luxury and material etc meaning that most of their earning is spent in maintaining their standards.

EXECUTIVES LIVING STANDARD ANALYSIS

Sr. 1 2 3 4 5 6 7 8 9 10 11 PARAMETERS Income Level (in Lakh per Anum) average Percentage of Saving Future Investment (in no. of person %) Direct Expenditures % No. of Dependent persons (On an average) Able to Satisfy Needs Impact of Inflation Hours of work needed to fulfill needs Climate and Safety conditions in surroundings Nearby Infrastructure Facilities Vacation / tours Personal Conveyance Dependency for workplace % Departmental Conveyance Dependency for workplace % Familiarity with Modern Technologies Social Participation SECL 5 30 82 60 4 to 5 yes Less 12 Good Good Yes LANCO 4 35 78 56 3 to 4 Yes Less 12 Good Average Yes

12 13 14 15

30 70 Good Active

60 40 Good Active

16

Cultural Participation

17 18 19

Life Standard Satisfaction with life Life Expectancy (in years)

Active Upper Middle Class Yes 65-70

Active Upper Middle class Yes 70-75

Table: Living standard analysis of executive level employees working in SECL and LANCO.

EXPENDITURE ANALYSIS
Now we come to the expenditures of employees (workmen and executive level) as is shown in following tables. We can simply see that expenditure percentage of executives is more than that of workmen. Since earning of executives is more than workmen which make them able to spend more and buy their most of the necessities. And also we can see that workmen spend more on basic needs where as executives spend for both basic as well as comfort related needs.

EXPENDITURE ANALYSIS FOR WORKMEN (IN % OF SAVINGS) Sr. PARAMETERS SECL LANCO Consumable 15 14 1 Items 6 10 2 Education 1 to 2% 7% 3 Medical 0.4 4 4 Accommodation Nil 1-2 5 Fuel Nil 1 to 2 6 Electricity Nil Nil 7 Water 4 to 5 5 to 6 8 Conveyance 0.5- 1 1-1.25 9 Mobiles/ Internet News Papers/ 0.10.25 0.1-0.5 10 Televisions Purchasing/ 7 to 8 5 to 6 11 Shopping Outings/ 5 to 6 5 to 6 12 Entertainment 1 to 2% 1 13 Picnic/ Tours Family Gatherings Others/ 15 Miscellaneous
14

EXPENDITURE ANALYSIS FOR EXECUTIVES (IN % OF SAVINGS)

Sr. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 PARAMETERS SECL LANCO

Consumable Items Education Medical Accommodation Fuel Electricity Water Conveyance Mobiles/ Internet News Papers/ Televisions Purchasing/ Shopping Outings/ Entertainment Picnic/ Tours Family Gatherings Others/ Miscellaneous

19 15 0.5 1 0.5-1 Nil Nil 1-2 0.250.5 0.250.50 9 - 10 6-7 0.5-1 0.25 6-7

18 10 2 1.5 1-1.5 1-2 Nil 2-4 0.55 0.5-1 89 78 0.75 0-0.25 7-8

2 to 3 6

1.5 4

SAVINGS ANALYSIS
Now we come to analyze savings of employees (workmen and executive level) as is shown in following tables.

Sr. 1 2 3 4 5 6 7 8 9

SAVINGS ANALYSIS FOR WORKMEN (IN PERSON %) PARAMETERS SECL LANCO Cash Deposits 75 56 Fixed Deposits 38 22 Term Deposits 12 6 Gold Investments 45 34 General insurance policy 38 18 Insurance Policies 83 63 Land/ Property Investments 30 6 Share/ Bonds 6 2 Mutual Funds 15 1.5

Sr. 1 2 3 4 5 6 7 8 9

SAVINGS ANALYSIS FOR EXECUTIVES (IN PERSON %) PARAMETERS SECL LANCO Cash Deposits 82 62 Fixed Deposits 45 35 Term Deposits 18 9 Gold Investments 31 19 General insurance policy 56 27 Insurance Policies 92 81 57 24 Land/ Property Investments Share/ Bonds 13 8 Mutual Funds 11 4

By looking at above tables we can see that savings percentage of executives is more than that of workmen. Since earning of executives is more than workmen which make them able to invest more than workmen. And also we can see that both the workmen and executives working with SECL have higher savings ration as compared with those of LANCO. And also portfolio of executives is more versatile as compared to workmen. Reason behind it is their awareness.

COMPARISON IN TERMS OF EDUCATION LEVEL:

Following tables are containing the comparative data for educational level of workmen, executive and their children working at SECL and LANCO

QUALIFICATION ANALYSIS FOR WORKMEN AND THEIR DEPENDENTS (IN NO. OF PERCENTAGES)
S. No. HSC/ HSSC SECL LANCO Graduate SECL LANCO Post Graduate SECL LANCO Technical Education SECL LANCO

PARAMETERS

1 Self Education 87 92 5 4 1 0.5 76 25 2 Boy Child Education 98 94 78 44 11 9 49 28 3 Girl Child Education 96 89 64 39 20 8 23 19 QUALIFICATION ANALYSIS FOR EXECUTIVES AND THEIR DEPENDENTS (IN NO. OF PERCENTAGES)
HSC/ HSSC Sr. PARAMETERS SECL LANCO Graduate SECL LANCO Post Graduate SECL LANCO Technical Education SECL LANCO

1 2 3

Self Education Boy Child Education Girl Child Education

100 99 97

100 95 92

65 84 86

76 76 43

34 13 28

56 7 14

23 46 26

35 33 23

By looking at above records we may easily conclude that executives are educationally more qualified as compared with workmen. And also the qualification level and awareness to child education in SECL staff is more than that of LANCO. Reason behind this difference is that LANCO is a private sector and to locate its plant it has acquired agricultural land of villagers and in compensation to that it has to employ there family members whether or not they are educationally qualified.

RECREATIONAL ANALYSIS
Following tables are containing the comparative data about recreational activities. As we can see in following tables; executives spend more percentage of their income as compared to workmen, reason behind it may be that they want to refresh themselves after hectic schedule of working.
RECREATIONAL ANALYSIS FOR EXECUTIVES (IN ANNUAL % BASIS)

RECREATIONAL ANALYSIS FOR WORKMEN (IN ANNUAL % BASIS)

Sr. PARAMETERS SECL LANCO Picnic/ Local 1 Tours 36 18 National 2 Tours 8 4 International 3 Tours Nil Nil 4 Clubs/ Treats 46 38

Sr. PARAMETERS SECL LANCO Picnic/ Local 1 Tours 72 65 National 2 Tours 16 8 International 3 Tours 1 Nil 4 Clubs/ Treats 89 94

These recreational activities involve picnic, tour, restaurant or club parties, social gathering, holiday in national and international destination etc.

MATERIALISTIC ANALYSIS:
employees. Material Analysis for Workmen (in % basis) Sr. PARAMETERS SECL LANCO

Following tables shows material availability with

Material Analysis for Executives (in % basis) Sr. PARAMETERS SECL LANCO

1 2 3 4 5
6

Own House Basic Phones Smart Phones Computers Laptops

Internet Availability at home

7 8 9 10 11

Coolers Air Conditions Purchasing (Branded) Bikes Cars

37 93 7 21 6 4.5 82 3 8 84 34

56 91 3 2 0.5 0.25 74 nil 1 to 2 56 nil

1 2 3 4 5 6 7 8 9 10 11

Own House Basic Phones Smart Phones Computers Laptops

Internet Availability at home

Coolers Air Conditions Purchasing (Branded) Bikes Cars

89 98 24 36 7 13 76 23 33 62 85

23 97 35 42 12 16 85 18 35 65 13

As we can draw a conclusion by studying above tables that executive level staff are more materialistic as compared to workmen. And also the level of materialization is higher in SECL employees in comparison to LANCO. Very simple reason behind it is higher pay by SECL

N
Sr. 1 2 3 4 5 6 7 8

ow we analyze future expectation of persons working in both the companies, i.e what they are willing to have in future. For this purpose we study following datas . Parameters taken in this analysis are related with luxurious materialism. Future Luxury Expectation Analysis for Workmen (in person % basis)

Future Luxury Expectation Analysis for Workmen (in person % basis)

PARAMETERS Costly Phones Laptops Luxury Cars Big Houses Branded Purchasing Further Educations International Tours Parties/ Treats

SECL 89 23 7 13 16 23 4 36

LANCO 76 4 1 15 2 14 0.5 14

Sr. 1 2 3 4 5 6 7 8

PARAMETERS Costly Phones Laptops Luxury Cars Big Houses Branded Purchasing Further Educations International Tours Parties/ Treats

SECL 75 46 43 24 32 54 16 56

LANCO 86 52 41 17 34 56 14 57

By analyzing above data we may conclude that SECL employees wish to live more luxury life as compared to LANCO employees regardless of workmen or executives. Reason behind such thinking may be future security of SECL employees. As they are working in a PSU which offers retirement benefits by which they can purchase such luxuries. And also after retirement; SECL gives pension and medical benefits which make them less worried about their future expenditure after retirement. So they can easily fulfill their luxury wishes in future but in case of LANCO, not any such pension or mediclaim facility is offered after retirement of its employees.

4.1 CONCLUSION OF SCHEDULE ANALYSIS

uring the study; personal interviews have been taken from employees of SECL, Kusmunda and LANCO Amarkantak Power Project, Korba.

This feedback is based upon questionnaire (enclosed with the report) and their interview feedback collected from various employees (Managerial staff, Executives, Supervisors, office staff and workmen) of SECL, Kusmunda and LANCO Amarkantak Power Project, Korba. Here we are presenting few interview feedback questions which are collected from employees of SECL and LANCO which directly reflect the living standards of these employees and are helpful to draw comparison. Response is in person percentage and it is based on interview feedback given by 100 employees at SECL, Kusmunda and LANCO Amarkantak Power Project, Korba. And the result is an overall response ratio of all class of employees.
Question Does your job satisfy your necessity?

SECL Yes No Dont Know/ Didnt respond Yes No

LANCO Dont Know/ Didnt respond

92

80

12

GRAPHICAL REPRESENTATION OF RESPONSE

CONCLUSION:
Question (Does your job satisfy your necessity?) is asked to 100 employees of both organizations. In SECL 92 % employees said yes, 6% said No, and 2 % employees did not respond where as in LANCO 80 % employees said yes, 12% said No, and 8 % employees said Dont know

Question SECL Yes No

Does inflation rate affect you? LANCO Yes No Dont Know/ Didnt respond

Dont Know/ Didnt respond

86

10

92

GRAPHICAL REPRESENTATION OF RESPONSE

CONCLUSION:
Question (Does inflation rate affect you?) is asked to 100 employees of both organizations. In SECL 86 % employees said yes, 10% said No, and 4 % employees did not respond/ said dont know where as in LANCO 92 % employees said yes, 6% said No, and 2 % employees said Dont know/ didnt respond

Question

Do you have necessary facilities in your approach?

SECL Yes No Dont Know/ Didnt respond Yes No

LANCO Dont Know/ Didnt respond

76

21

54

41

GRAPHICAL REPRESENTATION OF RESPONSE

CONCLUSION:
Question (Do you have necessary facilities in your approach?) is asked to 100 employees of both organizations. In SECL 76 % employees said yes, 21% said No, and 3 % employees did not respond/ said dont know where as in LANCO 54 % employees said yes, 41% said No, and 5 % employees said Dont know/ didnt respond

Question

Do you find your future secured and satisfactory with your earnings?

SECL Yes No Dont Know/ Didnt respond Yes No

LANCO Dont Know/ Didnt respond

84

12

62

34

GRAPHICAL REPRESENTATION OF RESPONSE

CONCLUSION:
Question (Do you find your future secured and satisfactory with your earnings? ) is asked to 100 employees of both organizations. In SECL 84 % employees said yes, 12% said No, and 4 % employees did not respond/ said dont know where as in LANCO 62 % employees said yes, 34% said No, and 4 % employees said Dont know/ didnt respond

Question

Are you familiar with modern means of technology?

SECL Yes No Dont Know/ Didnt respond Yes No

LANCO Dont Know/ Didnt respond

61

32

69

22

GRAPHICAL REPRESENTATION OF RESPONSE

CONCLUSION:
Question (Are you familiar with modern means of technology?) is asked to 100 employees of both organizations. In SECL 61 % employees said yes, 32% said No, and 7 % employees did not respond/ said dont know where as in LANCO 69 % employees said yes, 22% said No, and 9 % employees said Dont know/ didnt respond

CHAPTER V
FINDINGS AND REMEDIES
5.1 CONCLUSION 5.2 PROBLEMS, SOLUTION & SUGGESTION

5.1 CONCLUSION
South Eastern Coalfields Limited (SECL) is the largest coal producing company of India. It is one of the eight fully owned subsidiaries of Coal India Limited. The company has its head office at Bilaspur and mines spread over Chhattisgarh & Madhya Pradesh. It has total 92 Mines. Total Underground Mines are 70 and total opencast mines are 21. There is 1 mixed mine. It is a schedule 'B' Mini Ratna CPSE in coal & lignite under the administrative control of Ministry of Coal. The Company came in to existence in 1985, when Government of India, decided to bifurcate a part of coal mines held by Western Coalfields Limited in to new company called South Eastern Coalfields Limited, along with Central Coalfields Limited, which was bifurcated in to Northern Coalfields Limited, for administrative purpose CIL has so many large project on flour among which SECL have to expand Kusmunda Project from 18 M tone to 50 M tone in coming decade. Company had 85871 employees in 2006 and now after 6 years by the year 2012 total manpower is 75835. To meet modern management principle To work for people with people SECL believes in health and satisfaction of employee. To cope with that SECL provides various facilities and amenities to its employee. The Mines of Coal India and its subsidiaries are located in different parts of the country. The obvious impact of the introduction of any production activity in such areas change the traditional lifestyle of the original inhabitants and indigenous communities and also change the socio-economic profile of the Area. Coal India Limited has a Corporate Social Responsibility (CSR) policy to lay down guidelines for the coal companies to make CSR a key business process for sustainable development for the Society. It aims at supplementing the role of the Govt. in enhancing welfare measures of the society based on the immediate and long term social and environmental consequences of their activities

LANCO INFRATECH Limited has been driving growth in the domains of Engineering, Procurement and Construction (EPC), Power, Solar, Natural Resources and Infrastructure over the last two-and-a-half decades. Its continuous focus on innovation and expansion together with its commitment to quality and excellence has contributed significantly to the progress that the company has made over a short span of time. The 25-year-old Lanco group is, today, uniquely poised to attain leadership position in its areas of operation.
Lanco Infratech Limited became a listed entity in November 2006 following the Initial Public Offering of shares. Lanco's gross revenue before elimination as on 31 March 2012 was Rs 15,398 Crores (USD 3.07 billion) In modern competitive age all companies are very sensitive and active towards there employee satisfaction. And also they provide most of favoring facilities so that their employees can satisfy their need and they can maintain their living standards. But these facilities, amenities, and employee standards differ from company to company which is directly impacted by market share, Annual Turnover, company growth, industry type, market competition etc.

In such condition regardless of the facilities provided by companies, few problems have been identified during the study, in some areas it needs facility improvement, somewhere few necessary things are needed to be provided by company. On basis of these analysis in this study all such identified problem, solution and suggestion are discussed in next chapter.

5.2 PROBLEMS, SOLUTIONS AND SUGGESTION

As this study concerns a Comparative Study of living standards of SECL and other Companys employees; SECL is a fastest growing company, and largest coal producer in india, And LANCO which is chosen for comparative study with living standard of SECL employee is one of the largest Power plant in private sector. For purpose of this research, meticulous study has been carried out and on the basis of analysis of collected data certain problems related with employee which affect their living standards and daily life have been identified.

These problems are:

1. Connectivity Problem: After this study; it is found that both SECL and LANCO are poor connected by train, therefore for solution of this problem workplace should be well connected by railways or air network. 2. Poor Quality of accommodation in SECL 3. Air & noise pollution 4. Non availability of means of higher education facility 5. Less opportunity of growth 6. Unavailability of Library, Children Parks, Gym etc 7. Reduction of underground water level

Suggestion:
1. Uniform for all employees 2. Conveyance should be for workmen by bus for purpose of safety. 3.Accomodation should be provided for workmen also by LANCO

References
1. 2. 3. 4. 5. 6. siteresources.worldbank.org/EXTNWDR2013/.../Chapter-2.pdf http://en.wikipedia.org/wiki/Standard_of_living_in_India http://www.lancogroup.com http://www.coalindia.in/ http://business.gov.in/manage_business/employee_benefits.php http://www.worksafe.vic.gov.au/__data/assets/pdf_file/0004/9229/Workplace_amenities_ CC.pdf