SUMMER INTERNSHIP PROJECT

ON
EMPLOYEE WELFARE PRACTICES
AT
ODISHA POWER GENERATION CORPORATION LIMITED,BBSR

Submitted by:-
BISWAJEET NAYAK
Regd. No.- 1906102022

MBA (2019-2021)

Project report submitted in practical fulfillment of

The requirements for the award of the
MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

EXTERNAL GUIDE INTERNAL GUIDE

Mr. Kishore Ch. Jena Dr. Chandrakant Sahoo

Executive Assistant (HR),OPGC Asst. Professor, IMIT

INSTITUTE OF MANAGEMENT AND INFORMATION TECHNOLOGY, CUTTACK

 Declaration
I Biswajeet Nayak bearing Regd. No.1906102022 a student of MBA hereby
declare that a summer project report submitted by me entitled, ”EMPLOYEE
WELFARE PRACICES AT OPGC” in the practical fulfillment for the degree of MBA

to IMIT, Cuttack is due to my own effort and the record of original work done

by me under the guidance of Dr. Chandrakant Sahoo, IMIT. No part of the

content of this report has been submitted to any other university for the award of
any other degree or published elsewhere at any time before. Previous works in
this field have been duly acknowledged as and when they have been referred.
CONTENTS

TITLE NAME Page No.

Acknowledgement 01

CHAPTER-I Introduction to the topic 02-06

CHAPTER-II Company profile 07-26

CHAPTER-III Theory of Employee Welfare 27-33

CHAPTER-IV Employee Welfare at OPGC 34-48

CHAPTER-V Data Analysis and Interpretation 49-70

CHAPTER-VI Finding, Suggestion and Conclusion 71-75

BIBILOGRAPHY 76

ANNEXURE 77-81
 ACKNOWLEDGEMENT

It is really a great pleasure to have this opportunity to describe the feelings of

gratitude imprisoned in the core of my heart.

I convey my sincere gratitude to Mr. Kishore Ch. Jena, Executive

Assistant(HR),OPGC for giving me the opportunity and for his continuous
support and efforts through providing the necessary information and also
valuable suggestion in the course of my training without guidance of whom this

project “EMPLOYEE WELFARE PRACTICES AT OPGC” would not have been

completed within the scheduled time frame work.

I express my sincere obligation, deep gratitude and indebtedness to my

institution guidance Dr. Chandrakant Sahoo, Asst. Professor, IMIT for his
valuable advice in guiding me at every stage in bringing out this report.

My special thanks are extended to the employees of OPGC, BBSR who give
their valuable time and co-operated me with providing valuable information
which ultimately helped me in making the project report and also without these
it would have been difficult to complete the study.

I am also thankful to my beloved parents for their constant encouragement which

made my task easy.

1
CHAPTER-I

Introduction To The Topic

 Introduction
 Need of The Study
Features of The Study
 Objective of The Study
 Scope of The Study
Limitation of The Study
 Methodology

2
Introduction:-
The role of HR in present scenario has undergone a sea change and its focus is
on evolving such functional strategies which enable successful implementation
of the major corporate strategies. In the way, HR and corporate strategies
function in alignment. Employees welfare includes anything that is done for the
comfort and improvement of work/social life of employees and is provided over
and above the wages. Welfare helps in keeping the moral and motivation of the
employees high so as to retain the employees for longer duration. The welfare
measures need not to be in monetary terms only but in any kind/forms.
Employee welfare includes monitoring of working conditions, creation of
industrial harmony through infrastructure for health recreation.

Employee welfare implies the setting up of minimum desirable standards and

the provision of facilities like food, health, clothing, housing, education and job
security etc such facilities enable the worker and his family to lead a good work
like family and social life. Employee welfare also operates to naturalize the
harmful effects of large scale industrialization and urbanization.

Welfare suggests the wellbeing, happiness, prosperity and the development of

human resource. Labour welfare means the adoption of measures to promote the
physical, social, psychological and general well-being of the employees.

The main aim of labour welfare is to provide welfare facilities and amenities as
would enable the workers employed in industries or factories to perform their
work in health and high morale.

Welfare means caring or doing well after employees have been hired, trained
and remunerated, they need to be retained and maintained to serve the

3
organization better way. Welfare facilities are designed to take care of the well-
being of the employees. All the facilities are not provided by employer alone,
governmental and non-governmental agencies and trade unions too, contribute
towards employee welfare. The welfare families together contribute to better
work.

A Study on Employee Welfare Facilities

Employee benefits & benefits in kind include various types of non-
wage compensation provided to employees in addition to their normal wages or
salaries. It means the efforts to make life worth for living for workmen.

According to “Todd”:-
“Employee welfare means anything done for comfort and
improvement, intellectual or social, of the employee over and above the wages
paid which is not a necessity of the industry.

Need For the Study:

To know that whether welfare facilities play an important role on the
working of employees and to know when the employees are dissatisfied welfare
facilities will help them to get motivated.

Objectives of the Study:

 To study the existing welfare facilities provided to the employees at
OPGC.
 To know the employees opinion about the present welfare facilities at
OPGC.
 To study the satisfaction of workers towards the present welfare facilities.
 To give certain suggestion based on findings for improvement in the
welfare facilities provided by the management.
4
Scope of the Study
This study aims to find out the satisfaction of the employees, whether the
company is providing necessary health, safety and welfare measures in OPGC.
The scope of the current study named “Employee Welfare Practices at OPGC”
is limited only to OPGC corporate office. This study helps to improve the
performance of the Human Resource Management Department.

Limitation of the Study:

Following are some of them limitation of the study-
 The data was collected during the working hours, employees were busy in
their routine work so they were less responsive.
 The data is collected from the permanent and casual employees and hence
the opinion of contract employees is not collected.
 Inadequacy of time was a major limiting factor faced by researcher.

Methodology:-
Research Methodology:
Data required

 Primary Data
 Secondary Data

1-Primary Data

Questionnaire methods are used to elicit information from employees

various hierarchy department.

5
 Primary data are those which are gathered especially for the project at
hand is directly through questionnaire & personal interaction. Primary Data is
collected by administering the questionnaire and personal interaction.

2-Secondary Data

The secondary Data has been collected from different books and
company files and website.

The secondary data has been collected by an individual from different sources.

Text Book

Internet

Sampling:
Sampling Size

The study was taken 100 respondents.

Data Presentation:

Data was presented with the help of table; charts, interpretation and
observation were noted below each table/charts.

Data Analysis
Data was analyzed by simple qualitative analysis for the study.

6
CHAPTER-II
Company Profile

 About OPGC
 Location
 History
 Present Business
 Board of Directors
 Awards and Recognition
 EHS Highlights
 OPGC Periphery Development Policy

7
About OPGC:-

ODISHA POWER GENERATION

CORPORATION (OPGC) was incorporated on
November 14, 1984. OPGC started as a wholly
owned Government Company of the state of
Odisha with the main objective of establishing,
operating and maintaining large Thermal power generating station.

In the pursuit of its objective, OPGC established IB Thermal power

station having two units of 210 MW each in the Ib valley area of Jharsuguda
District in the state of Odisha. These units have become operational since 1994
(1st unit) and 1996 (2nd unit) respectively.

The entire generation from these units is committed to Gridco– the state of
owned Power Transmission & Trading Company on the basis of a long-term
power purchase agreement.

As a part of the
reform in the energy sector of the state, 49% of the equity was divested in
favor of a privet investor (American Company) i.e. AES Corporation, USA
in early 1999.

8
OPGC with its present ownership structure is unique of its kind in the country
and has excellent track record of plant performance and earnings.

The company has owned many state as well as national level awards and
recognition.

Today OPGC has firmly established its credentials as a successful power

generating company both technically & commercially by providing safe, clean
& reliable power.

Location:-
The location of the thermal power plants at the pit heads of coal
mines and their proximity to the main reservoir at Hirakud facilities easy supply
of coal and water respectively. This gives the company the district of Odisha
advantage of low cost of inputs of leading to low cost generation.

Located at Banaharpali in Jharsuguda district of Odisha (21’42’North & 83’52’

East)

Near Railway Station- Belpahar

Source of coal- Lakhanpur open cast mines of Mahanadi

Coalfield Ltd. 13km from ITPS.

Source of water- Hirakud reservoir

9
Intake channel- 5.45kms

Nearest GRIDCO substation- Budipadar:14kms from ITPS

History:-
During 1990, OPGC started construction of 7 Mini Hydel Projects in
different locations of Odisha for generation of pollution free power by utilizing
canal falls to meet the increasing demand of power of the major funding from
MNES and IRDEA. The details are as follows:

Project Name Capacity Status as on 2009

Biribti MHP 2 X 325 Under Operation

Kendupatna MHP 2 X 250 Under Operation
Andharibhangi MHP 1 X 325 Under Operation
Badanala MHP 2 X 325 Revival Proposal in Phase II
Banpur MHP 2 X 150 Revival Proposal in Phase II
Harabhangi MHP 2 X 1000 Revival Proposal in Phase III
Barboria MHP 2 X 325 Revival Proposal in Phase II

Present Business:-
As its maiden venture, the company has set up two thermal power
plants with a capacity of 210 MW each in the IB valley area of Jharsuguda
district in the state of Odisha (IB Thermal PowerStation) at a cost of Rs.11350
million. The location advantage of the power plant lies in its close proximity to
the coal mines as well as to Hirakud reservoir. This gives the company the
district advantage of low cost of raw material leading to low cost generation.

10
 It has undertaken the construction of seven Mini Hydarl Station
having a total capacity of 5075 kW as a technological demonstration.

Shareholding pattern:-

Shareholder Perecentage No. of Shares Amount (In Rs.)

Govt. of Odisha 51 25,00,109 25,00,109,000

AES India Pvt. Ltd. 16.25 7,96,178 7,96,178,000

AES OPGC Holding 32.75 16,05,887 16,05,887,000

(incorporated in
Mauritius)
Total 100 49,02,174 49,02,174,000

Vision-
 A world-class power utility committed to generate clean, safe and reliable
power, enhancing value for all stake holders and contributing to national
growth.

Mission-

 To attain global best practices by adopting, innovating and deploying

cutting edge solutions.

 To achieve excellence in reliability, safety and quality of power by

creating a culture of empowerment and high performance.

 To be a responsible corporate citizen having concern for environment,

society, employees and people at large.

Core Value-

11
  Put safety first

 Honor our commitments

 Act with integrity

 Strive for Excellence

 Have Organizational pride

 Foster Teamwork

Strength of OPGC-

 This is a Pithead Power Plant with coal field located nearby & a
merry go round system for coal transportation.

 There is adequate water availability from the nearby Hirakud

Reservoir with an Intake channel connected to reservoir.

 Long-term PPA with the State Power Transmission Utility

i.e.Gridco for 100% off-take.

 Payment security mechanism comprising Escrow Account and

revolving letter of credit with Gridco.

 Infrastructure like land and common facilities are already available

for expansion of two more units.

 A dedicated workforce of Young Engineers & support staff.

12
Board of Directors & Key Personnel:-
The management of the affairs of OPGC vests in the Board Of
Directors. The SHAREHOLDERS’ AGREEMENT, envisages equal number of
nominees from both the investors. While the Chairman and Director (Finance)
are nominated by Govt. of Odisha, the Managing Director and the Director
(Operation) are the nominees of the strategic partner, AES. The present Board
of Directors consists of 8 members i.e. 4 members nominated by each partner.
Commissioner-cum-Secretary – Energy, Govt. of Odisha is the ex-officio
Chairman of the Company. The Managing Director is in-charge of the day-to-
day management under the supervision of the Board. They in turn are assisted
by a team of dedicated and experienced professionals in various fields. It is one
of the three companies in the State Sector which has signed a corporatization
agreement which has bestowed considerable freedom to the Board of Directors
in managing the affairs of the company.

13
  
 

Mr. Hemant Sharma, IAS  Mr. Indranil Dutta 

Chairman   Managing Director

Mr. Pravakar Mohanty  Mr. Alok Mukherjee

Director (Finance)   Director Operations

Mr. Vijay Arora ,IAS Mr. Mark Eugene Green 

Director   Director

Mr. D.K.Jena, IAS  Mr. Rajendra Shrivastav 

Director Director

14
AWARDS AND RECOGNITION:-

 OPGC received the CII award (1st) in Best Practices on SHE on 20th Nov,
evening from Honorable Chief Minister.
 OPGC received reorganization from AES
Board of Directors for achieving 5 years
without a lost time
incident on 3
February, 2009.
 OPGC received the Greentech Safety Award –
2008 Gold for outstanding achievement in
Safety Management.

 OPGC received first Prize in Lowest weighted

frequency rate of Accident by Directorate of
Factories and Boilers, BBSR, Odisha. The
award was presented by the Honorable
Minister of State Ind. Labor and
Employment., Govt. of Odisha in the
August.

 OPGC received Greentech Safety Gold Award-2007 on 22 nd Feb at

Mumbai from Greentech Foundation and also received this Award for last
3 consecutive years.
 OPGC received Greentech Safety Gold Award-2006 in coal based Power
Sector for Outstanding achievement in safety management.

 OPGC received Safety Award from Director of Factories and Boilers,

Odisha for 1st Prize in Longest Accident Free Period category for the year
2004.

 (EHS)- Runner”.

15
 OPGC (ITPS) has been selected for the
prestigious “Greentech Environment Excellence
Gold Award in Thermal Power Sector for the year
2004-2005”.
 IBTPS has received OHSAS 18000 certification
from BVQI from 5th may 2005.
 OPGC received “Greentech Safety Gold Award in
Power Sector” for the year 2004-2005 in recognition to outstanding
achievement in safety management at
IBTPS.
 IBTPS has received State Safety Award for
“Best Environment Management” year
2002-03 from Director of Factories and
Boilers, Odisha on 27th Nov 2004.
 OPGC has received prestigious “Greentech Environment Excellence
Gold Award in Thermal Power Sector for the year 2003-04 in recognition
to Best Environment Management.
 EMS established & implemented at ITPS was recommended for ISO
14001certification by BVQI in Oct 2004 after final audit conducted from
11-14th Oct 2004 and received the certificate from 14th Oct 2004.
 State pollution & control Excellency Award 2003 for Implementation of
Environmental Pollution control measures & Constant effort for
protection of environment.
 Pollution control appreciation Award-2002 promoted by Odisha Pollution
Control Board.

16
 Meritorious Productivity Award (promoted by CEA) for the year 1999-
2000 –Cash Award of Rs.8,311 lakhs, Silver shield & a Gold Medal.

 Safety Award from Chief Inspector, Factories & Boiler Odisha for the
year 1999 for zero accident in industry.
 Meritorious performance of Thermal Power Station from Ministry of
Power, Govt. of India (promoted
by CEA) for the year 1998-99 –
Cash Award of Rs.4.09lakhs and a
silver shield.
 Incentive Award from Ministry of
Power, Govt. of India for better
performance of Thermal Power
Station for the year 1997-98 –Cash Award of
Rs.3.40lakhs.
 Incentive Award from Ministry Of Power, Govt. of
India for reducing specific fuel oil consumption
during the year 1997 –Cash Award of Rs.5.31lakhs.
 Incentive Award from Ministry of Power, Govt. of
India for reducing specific fuel oil consumption
during the year 1996 –Cash Award of Rs.7.53lakhs.

17
18
 EHS Highlights

Environment:-Protection of
environment has always been the prime concern
of OPGC and efforts are made to keep the
environment clean and healthy. More than 60%
of the plant and its colony area are covered with
greenery. Installation of kitchen waste-based
Biogas Plant, Sewerage Treatment Plant, 100% Ash Water Recycling System,
Particulate matter emission control through Ammonia Flue Gas Conditioning,
online emission monitoring system, recycle reuse of liquid and solid wastes are
symbolic steps taken by ITPS for preservation and protection of environment.

CARE OF ENVIRONMENT:-“Environment and Development” are

like the two sides of coin. Neither the ‘Environment’ nor the ‘Development’ can
be eco-sustainable without the existence of each other. However, it is realized
that ‘Development’ is to be achieved but not at the cost of Environment, by
adopting a Systematic Environment Management System.

With this philosophy, OPGC has

prioritized Environmental Protection at par
with operational activities, OPGC has
committed to produce safe, clean and reliable
power for the Nation.

Driven by its commitment for producing clean power, Opgc has

declared a well-defined Environment Policy in february,2003 for minimizing

19
environmental impact arising out of operational activities associated with
generation of Thermal Power and preserving the natural ecology.

To accomplish above Commitment, OPGC has set achievable

Objectives & Targets for performance enhancement, which are being regularly
monitored.

To achieve said objectives & targets OPGC has implemented & also
planned for several modifications and augmentations in the existing system as a
continual improvement to the system.

Safety:-Safety of the people and plant has been the subject matter of
top priority & is strived to achieves through setting up
strict global safety standards and meticulous adherence
of the same. Going ahead with the longest accident free
days since 3rd Feb 2004 (6years lost time accident free
days) one of the safety milestones in national level for
OPGC.

Safety Practices:-The objective of OPGC is to provide safe,

clean and reliable power to the community and we give the utmost priority to
safety of its own employees, contract laborers, visitors, suppliers, vendors etc.

Its strategy for preventing accidents starts while entering into plant
premises. It is mandatory for all employees to enter inside plant with safety
helmets, safety shoes and safety glasses. Visitors, suppliers and outsiders are
provide with safety shoes, helmets, glasses and a booklet containing emergency
preparedness measures (if any accident occurs during his stay inside plant)
before entering into the plant.

20
 In case of any accident, dangerous occurrence, an internal inquiry
committee is set up for investigating the causes and corrective measures are
taken as per recommendation of that committee.

All the happenings of accidents, dangerous occurrence, near miss case

are intimated to Inspectorate of Factories & Boilers without concealing
anything. The same are recorded for analysis and intimated to statutory
authorities. Safety and first aid training are imparted to all its employees by
Expert Faculties from outside regularly. National Safety Day, Fire Day,
Electrical Safety week, Chemical Disaster Day is observed sincerely to keep the
awareness of safety among the people alive.

OPGC has developed Standard Operating Guidelines, Standard

Maintenance Practices for each equipment and also safe operating procedures
for the process related jobs. We have a fully developed medical center with
specialists and medical equipment. First aid boxes have been provided to each
department and almost all the employees have been imparted First aid training.
It has developed one site Emergency planning for emergency preparedness. As
the plant is handling chlorine, hydrogen light
diesel oil for the process requirement the
company has the company has developed its
own evacuation planning, warning/alarm
system, fully trained combat and rescue.
Regular mock drill is conducted for chlorine
safety and fire safety where people undergo
hands on practical training so that they can operate safety appliances at the time
of accident and hazards.

21
 The company has also extended the awareness campaign to local level.
It conducts meetings and discussions among nearby villages for creating
awareness on electrical safety and emergency preparedness for chlorine leakage.

It has developed safety manual containing permit to work system for

confined space, hot work and other maintenance jobs. The isolation procedures
and release of permit are checked thoroughly to avoid any type of accident.

Safety audits are undertaken every alternate year by different national

agencies as well as by AES audits Team. Driven by its commitment for Safe
Power, OPGC g=has declared a well-defined Safety Policy in this regard.

Heath:-OPGC cares for not only its people but also for the
people of the surrounding localities. A well-equipped hospital and specialized
doctors and staff provide the best possible medical assistance to the employees
and the local people. OPGC extends health service to its community people in
its own hospital. 24hour medical service is being provided to nearby village
patients from its own hospital. Yearly about 20,000 patients from periphery
villages are being provided free medical consultation services. Yearly 3 health
camps are being organized in peripheral villages. Socio-economic health status
survey was conducted around ITPS to monitor health and economic status of
people living around.

22
23
Continual Improvement:-

Major step taken by OPGC after commissioning of plant to have

continual improvements & to minimize environmental impact at ITPS.

Commissioning of 100% ash water recycling system at ITPS:

System modification for dry ash collection and disposal by L&T
Cement & OCL Manual collection system was provided in 1st phase.

Consultancy awarded for modification of existing wet disposal system

to provide dry ash storage & collection facility by mechanical method.

1. One captive automatic ash brick plant was commissioned in year-2002 by

introducing three technologies on ash brick/block in the locality.
2. 100% utilization of ash brick has been insured at ITPS & use of clay

bricks has been restricted at ITPS.

3. Construction of a sewerage treatment plant is in progress at ITPS.
4. Use of plastic carry bags has been restricted at ITPS.

5. Authorization obtained from SPCB for handling Bio-Medical Waste &

Hazardous Waste & ensured effective management practices.
6. Strengthened environmental monitoring by furnishing the environmental
laboratory continually, installation of six permanent ambient air
monitoring stations in & around ITPS and also conducting some tests in
reputed Govt. & private laboratories.
7. There is sufficient natural greenery inside plant and colony premises.
Around 2.5lakhs of deciduous trees have been planted in and around the
premise.

Environment Management System(EMS):

24
 1. OPGC is in the process of establishing EMS as per ISO-14001 at
ITPS.
2. OPGC has established an Environment
Cell for overall coordination of
Environmental Management of OPGC and
to environment impact.
3. An environment monitoring cell with a

well-equipped environmental laboratory is actively evolved in regular

monitoring programme in compliance with SPCB norms.
4. Environmental awareness, training programme are conducted
regularly to create an environmentally aware workforce at ITPS.
5. Besides training own employees, OPGC is also conducting
environmental training & awareness programmes for other interested
parties.

Environmental Status is reviewed by OPGC’s Top Management

regularly. As per feedback & review findings improvements are planned,
programmed & implemented as and when required. Rapid and Comprehensive
EIA Studies are being conducted time to time assess the environmental impact
of OPGC’s activates in the locality.

Environmental Audits is being conducted periodically and action

plans are prepared & implemented to comply audit findings. Environmental
reports and performance are reviewed regularly by corporate office of AES.

Peripheral Development
OPGC has been regularly contributing substantial fund for
development activities of various infrastructures of peripheral villages some of
which are:

o Construction & Development of village road.

25
 o Village School/College Building renovation, construction and repair.

o Construction of Community Centers, Club Building.

o Renovation of village pond.

o Providing free medical counseling & treatment to people of all peripheral

villages.
o Extending Educational facilities (at IBTPS) to people of all peripheral

villages.
o Providing various aids to village School/Colleges such as Furniture,

Library & science equipment’s, computers.

o Providing drinking water facilities & execution of lift irrigation projects.

OPGC Periphery Development Policy:

As part of Corporate Social Responsibility, OPGC will undertake

periphery development work which will help the community at large. OPGC at
present has its operations at one location i.e. IB Thermal Power Station,
Banaharpali. So, its main focus will be on adjacent areas of ITPS. The main
areas on which OPGC will support the local community will be;

 Health
 Education
 Drinking Water
 Road
 Street Lighting

26
  Lift
 Cultural & Sport Functions

CHAPTER-III
Theory of Employee Welfare

 Definition of Labour Welfare

 Scope of Labour Welfare Activities
 Objectives of Labour Welfare Activities
 Principles For Successful Implementation of Welfare
Activities

27
Definition of Labour Welfare:-
Labour Welfare has been defined in various ways, though no single
definition has found universal acceptance. The Oxford dictionary defines labour
welfare as “Efforts to make life worth living for workmen.” Chambers
dictionary defines welfare as “ A state of faring or doing well. Freedom from
calamity, enjoyment of health and prosperity.”

The Report of the Committee on Labour Welfare(1969) includes

under it “such services, facilities and amenities as adequate canteen, rest and
recreation facilities, sanitary and medical facilities, arrangements for travel to
and from work and for the accommodation of workers employed at a distance
from their homes and such others services, amenities and facilities including
social security measures as contribute to improve the conditions under which
worker are employer.”

Thus, the whole field of welfare is said to be one “in which much can
be done to combat the sense of frustration of the industrial workers, to relieve
them of personal and family worries, to improve their health, to afford them
means of self expression, to offer them some sphere in which they can excel
others and to help them to a wider conception of life.” It promotes the well-
being of workers in variety of ways.

Scope of Labour Welfare Activities:-

Labour welfare activities are combinations of various steps, the
cumulative effect of which is to grease the wheels of industry and society.
Sound industrial relations can only be based on human relations and good
human relations dictate that labour being, human being should be treated

28
humanely which includes respect for labour dignity, fair dealing and concern for
the human beings physical and social needs. In any industry good relations
between the management and workers depend upon the degree of mutual
confidence, which can be established. This, in turn, depends upon the
recognition by the labour of the goodwill and integrity of the organization in
concern the day to day handling of questions which are of mutual.

The basic need of labour is freedom from fear, security of

employment and freedom from want. Adequate food, better health, clothing and
housing are human requirements. The human heart harbors secret pride and
invariably responds to courtesy and kindness just as it revolts to tyranny and
fear. An environment where he is contended with his job, assured of a bright
future and provided with his basic needs in life means an atmosphere of good
working condition and satisfaction to labour.

Labour welfare activities are based on the place that higher

productivity requires more than modern machinery and hard work. It requires
cooperative endeavor of practices, labour and management. This is possible
only is taken into account at every stage.

Objectives of Labour Welfare Activities:-

The object of welfare activities is to promote economic development
by increasing production and productivity. The underlying principle is to make
the workers given their loyal services under grudgingly in genuine spirit of
cooperation, in return for obligations, voluntary and compulsory, accepted by
the employee towards the general well-being of the employees.

Improving the efficiency of the labour is another objective of labour

welfare activities. Efficiency gives double reward, one in the form of increased
29
production and other in the shape of higher wages due to achievement of higher
productivity. Welfare activities add to their efficiency and efficiency in the turn
help the worker to earn more wages. Therefore, Welfare activities in an
organization are twice blessed. It helps the employer and the employee both.

Another objective of welfare activities is to secure the labour proper

human conditions of work and living. Working conditions of organization may
be led an artificial environment which features are dust, fumes, noise, unhealthy
temperature etc. It is generally found that these conditions impose strain on the
body.

The welfare activities are done by minimizes the hazardous effect on

the life of the workers and their family members. It is the duty of the employer
to see these human needs. If welfare activities are viewed in this light, it can be
seen that they are guided by purposes of humanitarian and social justice.

The next objective of welfare activities is to add in a real way to low

earning of the labour. The facilities are provided to supplement the income of
the worker by services such as housing, medical assistance, school, cooperative,
canteens, stores, play grounds etc. Thus, the objective of activities is to promote
greater efficiency of the worker, assure proper human conditions to the workers
and their family members.

The form of labour welfare activities is flexible, elastic and differs from
time to time, region to region, industry to industry and country to country
depending upon the value system, level of education, social customs, degree of
industrialization and general standard of the socio-economic development of the
nation. Seven theories constituting the conceptual frame work of labour welfare
activities are the following;

30
The Trusteeship Theory:
This is also called the Paternalistic Theory of lobour welfare. According to this
the industrialist or employer holds the total industrial estate, properties and
profits accruing from them in a trust. In other words, the employer should hold
the industrial assets for the benefit of his workers, and also for society. The
main emphasis of this theory is that employers should provide funds on an
ongoing basis for the well-being of their employees.

The Public Relation Theory:

This theory provides the basis for an atmosphere of goodwill between
labour and management, and also between the management and public, labour
welfare programmes under this theory, work as a sort of an advertisement and
help of an organization to project its good image and build up and promote good
and healthy public relations.

Principles for Successful Implementation of Welfare Activities:-

The success of welfare activities depends on the approach which has been
taken into account in providing such activities to employees. Welfare policy
should be guided by idealistic morale and human value. Every effort should be
made to give workers/employees some voice in the choice of welfare activities
so long as it does not amount to dictation from worker.

There are employers who consider all labour welfare activities as

distasteful legal liability. There are workers who look upon welfare activities in
terms of their inherent right. Both parties have to accept welfare as activities of
manual concern.

31
Adequacy of Wages:
Labour welfare measures can’t be a substitute for wages. Workers have a
right to adequate wages. But high wage rates alone cannot be create healthy
atmosphere, nor bring about a sense of commitment the parts of workers. A
combination of social welfare, emotional welfare and economic welfare
together would achieve good results.

Social liability of industry: Industry, According to this principle, has an

obligation or duty towards its employees to look after their welfare. The
constitution of India also emphasizes this aspect of labour welfare.

Impact on Efficiency:
This plays an important role in welfare services and is based on the relationship
between welfare and efficiency, though it is difficult to measure this
relationship. Programmes for housing, education and training, the provision of
balanced diet and family planning measures are some of the important
programmes of labour welfare which increases the efficiency of the workers,
especially in underdeveloped or developing countries.

Increase in Personality:
The development of the human personality is given here as a goal of industrial
welfare which, According to this principle, should counteract the baneful effects
of the industrial system. Therefore, it is necessary to implement labour welfare
services. Both inside and outside the factory, that is, provide intra-mural and
extra-implement labour welfare services, throughout the hierarchy of an
organization. Employees at all levels must accept.

Co-ordination or Integration:

32
This plays an important role in the success of welfare services. From this angle,
a co-ordinate approach will promote a healthy development of the worker in his
work, home and community. This is essential for the sake of harmony and
continuity in labour welfare services.

Democratic Values:
The co-operation of the worker is the basis of this principle.
Consultation with, and the agreement of workers in, the formulation and
implementation of labour welfare services are very necessary for their success.
This principle is based on assumption that the worker is “a mature and rational
individual.” Industrial democracy is the driving force here. Workers also
develop a sense of pride when they are made to feel that labour welfare
programmes are created by them and for them.

33
CHAPTER-IV
Employee Welfare at OPGC

 Allowances Available in OPGC

 Benefits in OPGC
 Reward & Recognition Policy


34
Allowances Available in OPGC:-
 Dearness Allowance(D.A):

The Dearness Allowance (D.A) is a part of the person’s

salary. DA is paid twice each year (January & July) based on a percentage and
is regulated in the manner by the same principle adopted by State Government.
At present, the employees of OPGC are drawing 142% of DA on their Basic
Pay & Grade Pay taken together with effect from 1stJan 2018.

 House Rent Allowance(HRA):

Employees who have not been allotted any company
accommodation are availing HRA as per the following rates with effect from 1 st
Dec 2008.

1. For the employees of 20% of Basic Pay & Grade Pay

Corporate Office & Mini
Micro Offices.

2. For the employees of ITPS. 10% of Basic Pay & Grade Pay

 Reimbursement of Vehicle Expenses:

Types of Petrol cost per Fixed maintenance Effective Date

Vehicle month cost per month
Four
Wheelers 44 liters Rs. 500/- 1st Dec 2008
Two
Wheelers 18 liters Rs. 200/- -do-

The petrol cost will be reviewed quarterly at the beginning of

each quarter for effecting the variation.

35
  Monthly Medical Reimbursement:
The employees of the Company are allowed to reimburse the Monthly Medical
Expenses @ Rs. 700/- per month with effect from 1st Dec 2008.

 Night Shift Allowance:

Sl. Category of Employees Amount/ per Effective

No. Night Shift Date
1. Sr. Manager/Manager Rs.300/- 30.05.2013
Vide O/O
2. Deputy Manager Rs.225/- No. 1324
Dt.30.05.2013
3. Sr. Assistant manager/ Rs.175/-
Assistant Manager/GET
4. Supervisor Rs.115/-
5. Others Rs.90/-

Conditions:

1. An annual night shift roster will be prepared at the beginning of the

year by respective head of the departments, taking into the account
the no. of night shifts required and the available manpower for that
department to bring in equitable night shifts for each employee of the
department.
2. The employee shall be paid night shift allowance on the actual
number of night shifts attended in a month.
3. There is no ceiling amount fixed on monthly payout.
4. The employees in overtime duty in night shift shall not be eligible for
this shift/night shift allowance.
5. Any change in the shift duty of night shift assigned to an employee

can be made only with information to the factory manager/plant

manager.

36
  Dust Allowance:

In pursuance to the approval of Board of The Directors in their

113th meeting held on 9th July 2004, a special allowance to the non-executive
employees of the IB Thermal Power Station, who are engaged for full 8hours in
shift operation in certain work areas, shall be paid @ Rs.200/- per month on
pro-rate basis, subject to 15days attendance in a calendar month. The special
allowance shall be payable to the non-executive employees working in the
following work areas;

I. Operation of 100% ash water recycling plant.

II. Operation of CHP excluding control room and MCC.
III. Maintenance of CHP excluding control room and MCC.
IV. Ash handling plant-ESP hopper area only (excluding control room area).
V. MGR Ubuda siding excluding office.

The Director (Operation) is empowered to review the work areas as and when
need arises and his decision in this regard shall be conclusive.

 Special Pay/Allowance:

The special Pay/Allowances @ Rs.300% per month are

allowed to only those employees, who are working in odd hours beyond their
usual duty on regular basis. The eligibility of the employee for get such benefits
will be subject to working of minimum 25hours beyond the normal working
hours in a month with effect from 30 th May 2005. The amount of special
pay/allowances has been enhanced from Rs.300/-p.m. to Rs.600/-p.m. with
effect from 1st Feb2011.

37
  Technical Area Incentive:

All non-executive employees of ITPS covered under group- a incentive are

entitled to an additional fixed incentive named Technical Area Incentive of
Rs.300/- per month on pro-rate basis with effect from 1st Aug 2006.

 Thermal Allowance:

The Thermal Allowances is applicable to all regular

employees of OPGC. Working at IB Thermal Power Station, Banharpali as per
following rates;

Grade Existing Amount Enhance Amount Effective

Date
W-1 Rs.650/-P.M. Rs.780/-P.M.
W-2,W-3,W-4 Rs.700/-P.M. Rs.840/-P.M.
S-2,S-1 Rs.800/-P.M. Rs.960/-P.M.
E-0 Rs.850/-P.M. Rs.1020/-P.M. 01.08.2002
E-1,E-2 Rs.950/-P.M. Rs.1140/-P.M.
E-3,E-4,E-5,E-6 Rs.1100/-P.M. Rs.1320/-P.M.
&E-7

 Washing Allowance:
 All the Non-Executive employees of OPGC who are provided with

the Uniforms/Liveries are entitled to avail washing allowance @

Rs.150/- per month with effect from 1st Dec 2008.
 Reimbursement of Membership Fees of Professional
Bodies:
The reimbursement of membership fee is made from the year
1995-96 and onwards.

 Reimbursement of Newspaper Bills:

38
 The reimbursement of Newspapers bill in respect of different
grades of executives of the Corporation is as follows;

C.O. Chairman/M.D./Director(F) Rs.250/-p.m.

G.M./D.G.M. Rs.150/-p.m. Effective from
Sr. Managers/Managers Rs.100/-p.m. 16.1.1996
Chairman/M.D./Director(F) Rs.250/-p.m.
ITPS & G.M./D.G.M. Rs.150/-p.m. Effective from
MHP Sr. Managers/Managers Rs.100/-p.m. 27.09.1997

 Reimbursement of Telephone Expenses:

Reimbursements of residential telephone expenses used for

official purposes are allowed to all the executives as specified against each with
effect from 1st Aug2006.

Sl. Types of Designation Existing Amount Revised Amount

No. (in Rs.) (in Rs.)
1. G.M./D.G.M. Rs.2500/- bi- Rs.2500/- bi-Monthly
Monthly
2. Sr. Rs.1500/- bi- Rs.1500/- bi-Monthly
Manager/Managers Monthly
3. Officers on need - Rs.1000/- bi Monthly
based
4. Other Officers - Rs.500/- bi-Monthly

The used of Mobile phones or combination of land and Mobile phones will be
considered within the above limits.

 Reimbursement of Messenger Expenses:

Reimbursement of Messenger expenses are allowed to all

the Executives @Rs.300/- per month with effect from 1st Oct1996.

 Safety Incentive:

39
 Safety Incentive is allowed to each employees of IB
Thermal Power Station for the remarkable achievement of 1152 numbers of
continuous LTA free days upto 31st Mar2007 and meticulous adherence of
Safety rules from the financial year 2006-07 based on their attendance during
the said year. Employees will be entitled for safety incentive for their
attendance at ITPS for the said financial year deducting the period of E.L/Sick
Leave/EOL/Suspension etc @Rs.3/- per day.

 Group Insurance scheme:

Employees on the roll of the Company are insured against

death under the scheme with effect from 23 rd Jan1995. The insured amount has
been enhanced to Rs.2,00,000/- each from the year 2008.

 OPGC Employees Family & Self Rehabilitation Scheme:

Objective- Toprovides financial support to an employee in case of his/her Total

Permanent Disablement, and to his/her family in case of his/her death, provided
the Total Permanent Disablement/Death, as the case may be, takes place while
the employee is in the service of the Company.

EFFECTIVE DATE- 1st July 2004

Benefit-
Death/Permanent Total Disablement in course & out of employment:

On the separation of an employee from the services of the Company

on account of Death/Permanent Total Disablement arising in course and out of
employment, the beneficiary would be entitled to monthly payment equivalent
to 40% of the employee’s normal salary (Basic Pay plus DA) at the time of
death or disablement till the normal national date of superannuation.

Death/Permanent Total Disablement in course & out of employment:

40
 On the separation of an employee from the services of the Company
on account of Death/Permanent Total Disablement arising other than in course
and out of employment, the beneficiary would be entitled to monthly payment
equivalent to 40% of the employee’s normal salary (Basic Pay plus DA) at the
time of death or disablement till the normal national date of superannuation or
till the completion of a period of ten consecutive years whichever is earlier.

 Employees Provident Fund:

12% of the basic wages and Dearness Allowance each by the
employer & the member-employee. The member employee has the option to
contribute an enhanced amount to the fund.

 Gratuity:

Gratuity is payable to an employee on the termination of

his/her employment if he/she has rendered continuous service for not less than 5
years. OPGC employees Group Gratuity Trust Fund as per clause 5 (Benefits)
of the Rules for Group Gratuity Scheme with maximum limit of 20 months’
salary.

 Reimbursement of expenditure on Children’s Education:

This scheme for reimbursement of expenditure on children’s

education as well as for availing Hostel accommodation shall comprise the
following;

Fees in excess of Hostel subsidy allowed

Rs.50/- subject to the at places other than
Different level of max. limit in other place of posting (Rs.)
Education than project aided per month per child
schools (Rs.) per
month per child
From std-I to std-V Rs.150 Rs.500

41
 From std-VI to std-X Rs.200 Rs.600
From std-IX & XII/+2/
diploma course in any Rs.300 Rs.750
discipline
Graduation in any Rs.300 Rs.750
discipline of 3year regular
course
Post-Graduation in any
discipline of 2years Rs.300 Rs.750
regular course

In addition, reimbursement of Rs.12,000/- p.a. shall be allowed in the following

cases as a professional educational scholarships for child.

a) After admission in engineering 4year regular course.

b) After admission in management 2years full time regular course.
c) After admission in medical science 4years regular course.
d) On passing out either enter or final C.A/ICWA/C.S.
e) On admission on 5years regular integrated Law regular course.

 Merit Scholarship:

To foster a sense of competitive spirit among children of

employees and encourage meritorious children, Merit scholarship Award for 3
top scholars in standard-X/HSE exams conducted by each of ICSE, CBSE and
BSEO as CHSE in standard-XII/+2 exams for each of 3 courses in Arts, Science
and Commerce Stream.

The Award shall be given to three students securing highest marks in each
of the class for ICSE, CBSE and OBSE as also each of the three course streams
of Arts, Science and Commerce among all the student of OPGC appearing in
such course/stream in particular academic session. Thus, there shall be total 18
awards as depicted below;

42
Standard-X/HSC:

ICSE Course CBSE Course HSE (Odia Award to be

Medium) given
Highest Mark Highest Mark Highest Mark Cash Award
worth of
Rs.3000/- with a
Certificate
Second Second Second Highest Cash Award
Highest Mark Highest Mark Mark worth of
Rs.2000/- with a
Certificate
Third Highest Third Highest Third Highest Cash Award
Mark Mark Mark worth of
Rs.1000/- with a
Certificate

Standard-XII/+2(Arts, Science & commerce):

ICSE Course CBSE Course +2 Course Award to be

given
Highest Mark Highest Mark Highest Mark Cash Award
worth of
Rs.5000/- with a
Certificate
Second Second Second Highest Cash Award
Highest Mark Highest Mark Mark worth of
Rs.4000/- with a
Certificate
Third Highest Third Highest Third Highest Cash Award
Mark Mark Mark worth of
Rs.3000/- with a
Certificate

 Facilitation & Support for Employee for Higher Education

Scheme:
To assist certain grade executives and all non-executives
of the company in their professional development, the company provides
opportunities & facilities to the employees with effect from 12th Nov2008.
43
  Financial Benefits to S-0 Grade employees:

S-0 grade employees of the Company are allowed to avail

the following financial benefits with effect from 13th Feb2009;

A. Telephone Reimbursement – Rs.250/- per

month.
B. Professional Development Allowance – Rs.1200/- per
month.
 Generation Incentive Scheme:

The revised scheme came into force with effect from 1 st Apr2009 and
coves all regular non-executive employees of OPGC directly or
indirectly engaged in generation of electricity. The payment of
incentive to employees has been classified into four groups viz;
Group- A, B, C & D.

Employees of the various grades under Group- A shall be paid monthly

incentive as listed below;

Grades/PLF 68.5%- 81%-85% 86%-90% 91%-95% 96%-

% 80% 100%
W-1 500 700 800 950 1100
W-2 600 850 950 1150 1350
W-3 700 1000 1150 1350 1600
W-3a 800 1100 1300 1500 1750
W-3b 900 1250 1400 1700 2000
W-4 950 1350 1550 1850 2200
S-2 1100 1500 1750 2050 2450
S-1 1200 1650 1900 2250 2700
S-0 1300 1850 2100 2500 2950

44
Employees in Group-B will be eligible for 75%, Group-C 60%, Group-D 50%
of the above limit.Uniform& Liveries:

The Company provides uniforms/liveries to the regular

employees in order to enforce a corporate culture by uniformity in thought and
action in the organization with effect from 1st May1999. The details are given
below;

Sl. From the year 1999 to 2006 From the year 2007
No. onwards
1. Two pairs of uniforms for the 1st Two pairs of uniform every
two consecutive years and pair of year.
uniform from the 3rd years
onwards.
2. One pair of leather shoes/sandals One pair of leather shoes/
with socks in every alternative safety shoes/sandal with
year. socks every year.

 Company Leased Accommodation:

The Company provides subsidized residential

accommodation to certain executive category where the Company does not have
its own residential quarters. The financial limits for leased accommodation
facilities to the different grades of executives with effect from 1 st Jan2005 are as
under;

a. With deductions of
Chairman/M.D. & Rs.7000/- per 7 ½% subject to
Other full-time month maximum of
Directors Rs.390/- per month
b. General Manager/ Dy. Rs.6000/- per -do-
General Manager month
c. Sr. Manager/ Manager Rs.5000/- per -do-
month

45
Reward & Recognition Policy:-
It has been decided to suitably reward the employees of OPGC
and other counter parties for their commitment and exceptional achievements in
different fields identified by the company. The scheme is expected to encourage
creativity and exceptional ideas and bring about improvement in day-to-day
working of the organization. Accordingly, “Reward & Recognition Policy”
approved by the competent authority for implementation with immediate effect
is now circulated for the information of all concerned.

 BACKGROUND

The present globalized and competitive business scenario calls

for continuous improvement in business process of the organization, which can
be achieved through involvement and particiption of each employee.
Continuous improvement enables companies to translate the corporate vision in
every aspect of a company’s operational practice. In a competitive business
climate, while business need to get more from their employees, their employees
are looking for more out of them. Employee reward and recognition programs
are one method of motivating employees to change work habits and key
behaviors to benefit business. It also encourages people to participate and make
quality contributions and demonstrate management commitment. Employees
across OPGC contribute individually as well as in teams, towards achieving the
goal of the company and growth of the organization. This reward & recognition
scheme is an effort to recognize such contributions and reward deserving
employees.

 GUIDING PRINCIPLE:

This Reward System is intended to reward the good performers

and motivate employees on individual and/or group levels. It will be given for
outstanding performance that advance the organization’s goals and will be tied
to a specific achievement. These rewards are designed to reflect the unique
46
nature of the organization’s work culture. These are considered separate from
salary but may be monetary in nature or otherwise have a cost to the company.
It is to insure that the reward emphasizes excellence or achievement or
accomplishments rather than basic competency.

 DESIGN OF THE REWARD SCHEME:

The key behind developing this reward program are as follows;

a. Identification of company or group goals that the reward program will
support.
b. Identification of the desired employee performance or behaviors that will
reinforce the company’s goal.
c. Determination of key measurements of the performance or behavior.
d. Determination of appropriate rewards.
e. Linkage of performance measures with an overall business strategy.
f. Communication of program to employees.
 TYPES OF REWARDS:

A set of rewards & recognition programes has been developed to

recognize achievements and accomplishments that contribute to the overall
objectives of the organization. These are-

a. Employee of the quarter.

b. Employee of the year.
c. Leader of the year.
d. Best department of the year.
e. Best suggestion of the year.
f. Best sportsperson of the year.
g. Preferred associate of the year.
h. Best social worker of the year.
i. Best shinning performance of the year.
j. Best quality circle of the year.

47
 k. Best training faculty.
l. Near miss reporting award.
m. 5S/sparkling workplace award.
 AWARD DETAILS:

The details of the rewards and recognitions such as title (as

above), frequency, no. of rewards, applicable employed counter parties, reward
benefits, nomination process, key attributes to be highlighted, approving
authority and reward presentation schedule is placed at Annexure.

 IMPLIMENTATION, INTERPRETATION & APPLICATION:

Managing director shall be issuing necessary implementation

guidelines and interpretation/clarification.

From time to time for effective implementation of the scheme.

48
CHAPTER-V
Data Analysis and Interpretation

49
I have developed a questionnaire in consolation with my guide consisting of
about 21 questions out of which 10 were laikert scale. The questionnaire has
been given to about 25 executives of OPGC at Bhubaneswar and the opinion
has been collected. The data analyses are as under:

Question No.1

Showing the responses of respondents towards awareness of all the employee

welfare facilities in OPGC
Table No.1

Awareness of welfare facilities in OPGC

Frequency Percent Valid Percent Cumulative
Percent
Valid Aware 90 90.0 90.0 90.0
Not aware 10 10.0 10.0 100.0
Total 100 100.0 100.0

Awareness of welfare facilities

not aware
10%

aware
90%

INTERPRETATION:

It may inferred from Table 1 that 90% of the respondents aware and 10% of the
respondents not aware of all the welfare facilities provided by the Company.

50
Question No.2

Showing the responses of respondents towards present welfare facilities in

OPGC?
Table No.2

Opinion of employees about present welfare facilities

Frequency Percent Valid Cumulative
Percent Percent
Valid Good 70 70.0 70.0 70.0
Excellent 15 15.0 15.0 85.0
Not Aware 15 15.0 15.0 100.0
Total 100 100.0 100.0

Opinion of employees about present welfare facilities

not aware
15%

excellent
15%

good
70%

INTERPRETATION:

It may inferred from Table-2 that 70% of the respondents feel good, 15%
respondents feel excellent and 15% respondents feel average of present welfare
facilities.

51
Question No.3

Showing responses of respondents that which welfare activity is most important

for them?

Table no.3

Which welfare activity is most important?

Frequency Percent Valid Cumulative
Percent Percent
Valid training 24 24.0 24.0 24.0
Health & Safety 64 64.0 64.0 88.0
Other welfare 12 12.0 12.0 100.0
measures
Total 100 100.0 100.0

Which welfare activityis most important

other welfare
measures
12%
training
24%

health & safety

64%

INTERPRETATION:

It may inferred from Table-3 that 24% of the respondents said that training,
64% of the respondents said that health and safety and 12% of the respondents
said that is this welfare facility is most important for them.

52
Question No.4

Showing participation of workers in worker participation program

Table No.4

Participation of workers in worker participation program

Frequency Percent Valid Cumulative
Percent Percent
Valid Yes 94 94.0 94.0 94.0
No 6 6.0 6.0 100.0
Total 100 100.0 100.0

Participation of workers in worker participation programes

no
6%

yes
94%

INTERPRETATION:

It may inferred from Table-4 that 94% of the respondents said that worker
participate, 6% of the respondents said workers not participate in workers
participation program.

53
Question No.5

Showing the first objective in the company

Table No.5

First objective in the company

Frequency Percent Valid Cumulative
Percent Percent
Valid Higher 76 76.0 76.0 76.0
productivity
Industrial peace 19 19.0 19.0 95.0
harmony
Welfare programs 5 5.0 5.0 100.0

Total 100 100.0 100.0

First objective in the company

welfare
programes
5%

industrial peace
harmony
19%

higher
productivity
76%

INTERPRETATION:

It may inferred form Table-5 that 76% of the respondents said that higher
productivity, 19% of the respondents said that industrial peace and harmony and
5% said that welfare programs is the first objective of the company.

54
Question No.6

Showing responses of respondents about advancement for their career in the

company

Table No.6

Advancement for the employees in their upliftment of career

Frequency Percent Valid Cumulative
percent Percent
Valid Yes 76 76.0 76.0 76.0
No 24 24.0 24.0 100.0
Total 100 100.0 100.0

Advancement for the employees in their upliftment of career

no
24%

yes
76%

INTERPRETATION:

It may inferred from Table.6 that 76% of the respondents said there an
advancement and 24% said there no advancement for the employees in their
upliftment of career.

55
Question No.7

Showing that with how much time the injured worker is given treatment.

Table No.7

In how much time the injured worker is given treatment

Frequency Percent Valid Cumulative
Percent Percent
Valid Immediately 56 56.0 56.0 56.0
Within 15mins 37 37.0 37.0 93.0
Within ½ an hours 6 6.0 6.0 99.0
More than 1 hour 1 1.0 1.0 100.0
Total 100 100.0 100.0

In how much time the injured worker is given treatment

within 1/2 an hours more than 1 hours
6% 1%

within 15mins
37% immediately
56%

INTERPRETATION:

It may inferred from Table.7 that 56% of the respondents said that immediately,
37% of the respondents said within 15%mins, 6% of the respondents said that
within ½ an hour and 1% of the respondents said that the injured is given
treatment.

56
Question No.8

Showing responses of respondents that content available in first aid box.

Table No.8

Contents available in first aid box

Frequency Percent Valid Cumulative
Percent Percent
Valid Every time 84 84.0 84.0 84.0
Mostly 11 11.0 11.0 95.0
Sometimes 5 5.0 5.0 100.0
Total 100 100.0 100.0

Content available in first aid box

smoetimes
5%
mostly
11%

everytime
84%

INTERPRETATION:

It may inferred from Table.8 that 84% of the respondents said every time, 11%
of the respondents said that mostly and 5% of the respondents said sometimes
only first aid box with prescribed contents is available.

57
Question No.9

Showing responses of respondents that how much they are satisfied with the
foods/ snacks/drinks provided at different intervals.

Table No.9

Satisfaction of employee about food/snacks/drinks provided at different

intervals
Frequency Percent Valid Cumulative
Percent Percent
Valid To the lowest 8 8.0 8.0 8.0
Somewhat neutral 60 60.0 60.0 68.0
To the lowest 32 32.0 32.0 100.0
Total 100 100.0 100.0

Saticfaction of employee about food/snacks/drinks provided at different intervals

to the lowest
8%

to the lowest
32%

somewhat neutral
60%

INTERPRETATION:

It may inferred from Table.10 that 8% of the respondents said that to the lowest,
60% of the respondents said that somewhat neutral and 32% of the respondents
said that to the lowest they satisfied with the food/snacks/drinks provided to you
at different intervals.

58
Question No.10

Showing Responses of Respondents that how nutritious is the food provided by

canteen

Table No. 10

How nutritive is the food?

Frequency Percent Valid Cumulative
Percent Percent
Valid Highly nutritive 11 11.0 11.0 11.0
Nutritive 21 21.0 21.0 32.0
Somewhat nutritive 51 51.0 51.0 83.0
Least nutritive 17 17.0 17.0 100.0
Total 100 100.0 100.0

How nutritive is the food

highly nutritive
least nutritive 11%
17%

nutritive
21%

somewhat
nutritive
51%

INTERPRETATION:

It may inferred from Table.10 that 11% of respondents said that highly nutritive,
21% of the respondents said that nutritive, 51% of the respondents said that
somewhat nutritive and 17% of the respondents said that least nutritive is the
food provided by canteen.

59
Question No.11

Showing responses of respondents that do the health checkup increases the

morale of the worker.

Table No.11

Do the Health and safety training increases the moral of the workers?
Frequency Percent Valid Cumulative
Percent Percent
Valid Yes 90 90.0 90.0 90.0
No 10 10.0 10.0 100.0
Total 100 100.0 100.0

Health & safety training increases the moral workers

no
10%

yes
90%

INTERPRETATION:

It may inferred from Table.11 that 90% of respondents said that the health and
safety training provided by the company increases the workers and 10% said no.

60
Question No.12

Showing responses of respondents that whether management conducts heath

checkup programs for employees

Table No.12

Whether management conduct health checkup programs.

Frequency Percent Valid Cumulative
Percent Percent
Valid Yes 100 100.0 100.0 100.0

Whether Mgt. conduct health checkuo programmes

yes
100%

INTERPRETATION:

It may inferred form Table No.12 that 100% of the respondents said that the
management conducts health checkup programs for the employees.

61
Question No.13

Showing Responses of respondents that in what intervals Mgt. conduct health

checkup programs.

Table No.13

In what intervals Mgt. conducts health checkup programs.

Frequency Percent Valid Cumulative
percent Percent
Valid Quarterly 9 9.0 9.0 9.0
Half-yearly 18 18.0 18.0 27.0
Yearly 73 73.0 73.0 100.0
Total 100 100.0 100.0

In what intervals Mgt. conduct health checkup programmes

quarterly
9%

half-yearly
18%

yearly
73%

INTERPRETATION:

It may inferred from Table.13 that 9% of the respondents said that quarterly,
18% of the respondents said that half-yearly and 73% of the respondents said
that yearly management conducts health checkup programs for employees.

62
Question No.14

Showing responses of respondents that are they satisfied with the drinking water
facilities provided.

Table No.14

Drinking water facilities

Frequency Percent Valid Cumulative
Percent Percent

Valid Yes 97 97.0 97.0 97.0

No 3 3.0 3.0 100.0
Total 100 100.0 100.0

Drinking water facilities

no
3%

yes
97%

INTERPRETATION:

It may inferred from Table-14 that 97% of the respondents satisfied with the
drinking water facilities provided and 3% of the respondents are not satisfied
with the drinking water facilities provided.

63
Question No.15

Showing respondents that is the HRA allowance provided by the company

satisfactory.

Table No.15

Does Company provide HRA allowance?

Frequency Percent Valid Cumulative
Percent Percent

Valid Yes 80 80.0 80.0 80.0

No 20 20.0 20.0 100.0
Total 100 100.0 100.0

Company provides HRA allowance

no
20%

yes
80%

INTERPRETATION:

It may inferred form Table-15 that 80% of respondents said that HRA
allowance provided by the company satisfactory and 20% of respondents said
that HRA allowance provided by the company not satisfactory.

64
Question No.16

Showing responses of respondents that does Company is taking due care of

employees.

Table No.16

Does Company take due care of employees?

Frequency Percent Valid Cumulative

Percent Percent
Valid Yes 89 89.0 89.0 89.0
No 11 11.0 11.0 100.0
Total 100 100.0 100.0

SerieCompany take due care of employees

no
11%

yes
89%

INTERPRETATION:

It may inferred form Table-16 that 89% of the respondents said company is
taking due care of them and 11% of respondents said no.

65
Question No.17

Showing Responses of respondents that are the facilities provided by credit

society are satisfactory.

Table No.17

Satisfaction about facilities of credit society

Frequency Percent Valid Cumulative
Percent Percent
Valid Yes 88 88.0 88.0 88.0
No 12 12.0 12.0 100.0
Total 100 100.0 100.0

Satisfaction about facilities of credit society

no
12%

yes
88%

INTERPRETATION:

It may inferred from Table-17 that 88% of respondents said you think facilities
provided by credit society are satisfactory and 12% respondent said not
satisfactory.

66
Question No. 18

Showing responses of respondents that how employees are committed to

achieve the company objective?
Table No.18

Commitment of employees to achieve the company objective

Frequency Percent Valid Cumulative
Percent Percent
Valid Rank 1 6 6.0 6.0 6.0
Rank 2 6 6.0 6.0 12.0
Rank 3 32 32.0 32.0 44.0
Rank 4 29 29.0 29.0 73.0
Rank 5 27 27.0 27.0 100.0
Total 100 100.0 100.0

Commitment of employee to achive the company objective

rank 1
6% rank 2
6%
rank 5
27%

rank 3
32%

rank 4
29%

INTERPRETATION:

It may inferred from Table.18 that 6% of the respondents are given rank 1, 6%
of the respondents are given rank 6, 32% of respondents are given rank 3, 29%
of respondents are given rank 4, 27% of respondents are given rank 5.

67
Question No. 19

Showing the responses of respondents that dose health affected by workplace

environment

Table No.19

Is health affected by workplace environment

Frequency Percent Valid Cumulative

Percent Percent
Valid Yes 21 21.0 21.0 21.0
No 79 79.0 79.0 100.0
Total 100 100.0 100.0

Is health affected by workplace environment

yes
21%

no
79%

INTERPRETATION:

It may inferred from Table-19 that 21% of the respondents are health affected
by workplace environment and 79% of respondents are said health not affected
by workplace environment.

68
Question No. 20

Showing responses of respondents that is there sufficient number of latrines and

urinals at convenient places.

Table No.20

Are there sufficient number of latrines and urinals at convenient places?

Frequency Percent Valid Cumulative
Percent Percent
Valid Yes 92 92.0 92.0 92.0
No 8 8.0 8.0 100.0
Total 100 100.0 100.0

Are there sufficient number of latrines and urinals at convenient places

no
8%

yes
92%

INTERPRETATION:

It may inferred from Table.20 that 92% of the respondents are said that there are
sufficient number of latrines and urinals at convenient places and 8% of the
respondents said that there are no sufficient number of latrines and urinal at
convenient places.

69
Question No.21

Showing responses of respondents that how well hygienic conditions

maintained latrines and urinals?

Table No.21

Hygienic conditions maintained latrines and urinals.

Frequency Percent Valid Cumulative
Percent Percent
Valid Above average 19 19.0 19.0 19.0
Average 78 78.0 78.0 97.0
Below average 3 3.0 3.0 100.0
Total 100 100.0 100.0

Hygenic conditions maintained in latrines and urinals

below average
3%

above average
19%

average
78%

INTERPRETATION:

It may inferred form Table-21 that 19% of the respondents are said that well
hygienic conditions maintained in latrines and urinals are above average, 78%
of the respondents are said that well hygienic conditions maintained in latrines
and urinals are average and 3% of the respondents are said that well hygienic
conditions maintained in latrines and urinals are below average.

70
CHAPTER-VI

 Findings
 Suggestion
 Conclusion

71
Findings:-
The welfare facilities, which are organized by the management, are well known
to the workers and all about the respondents are satisfied with the majority
welfare facilities except the few mentioned below. I have pointed out the
positive and negative points of the welfare facilities as follows:

 From the survey at OPGC Ltd. BBSR, I have collected some data
regarding Welfare facilities that is prevailed in the organization.
 From the study it was noticed that majority of respondents i.e.90% of
employees aware of all the welfare facilities provided by the company, it
means company always think of employees but still it can improve to
satisfy other 10% of the employees.
 It was noticed that 70% of employees feel good about present welfare
facilities it shows the welfare facilities are good.
 It was found that 64% of employee say, training is the most important
welfare activity and that the training and education provided by the
organization is popular and as per the expectation of the employees.
 It was found that 94% of employees participate in workers participation
program indicating that the employees are happy to be part of the
organization and the activities that are happening around them. They are
also happy to help Mgt. as and when their capabilities are required.
 It was found that 76% of employees said that higher productivity is the
first objective of the company.
 It was found that 76% of employees said that there are an advancement
for the employee for there upliftment of career it shows company trying
to increase knowledge of the employees.
 It was found that 56% of the employees said that treatment is given to
injured worker immediately it shows other employees getting treatment in

72
 15mins or more than it therefore company have to try to give the
treatment before 15mins.
 From the study it was found that 84% of employees said that every time
contents are available in first aid box, means medical committee always
aware pf its function.
 From the study it was found that 50% of employees opinion is full claim
amount, if any major accidents happens to them, it shows monetary
benefit is important for them.
 It was found that 62% of employees are somewhat satisfied with
food/snacks/drinks provided at different intervals means they want some
changes in the food/snacks/drinks provide.
 From of the study it was found that 51% of employees said that the food
provided by the canteen is somewhat nutritive.
 From of the study it was noticed that majority of respondents i.e. 90% of
employees said that the health and safety training increases the moral of
the worker it.
 From of the study it was noticed that majority of respondents i.e. 100% of
employees said that Mgt. conducts health check up programs.
 It was found that 73% of the employees said that Mgt. conducts health
check up programs yearly.
 From the study it was found that 97% of the employees said that they are
satisfied with drinking water facility it shows company is providing good
drinking water.
 From the study it was found that 80% of the employees said that HRA
allowance provided by the company is satisfactory it shows employee can
stay at convent places.
 From the study it was found that 89% of employees said that company is
taking due care of them, it means everyone is important in company.

73
 From the study it was found that 88% of employees said that facilities
provided by the credit society are satisfactory it shows the credit society
is helping employees for their future.
 From the study it was found that 32% of the employees given rank to 3,
means employees are trying to achieve company objective.
 From the study it was found that 79% of employees said that health is not
affected by workplace environment, it means the workplace environment
is clean and not hazardous.
 From the study it was found that 92% of employees said that there are
sufficient number of toilet and washrooms at convent places.
 From the study it was found that 78% of employees said that the average
hygienic conditions maintained in latrines and urinals.

 Suggestion:-

 Uniformity to all employees is a major lacking factor and to be taken care

of.
 In my opinion company must introduce best welfare practice in the
organization.
 The company should provide more toilet and washroom facilities.
 Company should increase the canteens facilities to the contract workers.
 Company should have to provide staff quarter at Bhubaneswar along with
facilities instead of paying house rent.
 New progremmes must be adopted except to older one.
 Rationalization should be maintained in the organization.

74
Conclusion:-
Human resource plays an important role in any organization. Employee
welfare facilities are concern to this department, the employee happy with
welfare facilities then only the productivity of that organization can be
increased.

Based on the study of employee welfare facilities in OPGC, it is clear that the
company is very keen in the promoting all the welfare facilities.

Employees are satisfied to medical checkup and HRA allowance. Really

company will take care about all the employees and also all the contract base
workers.

OPGC can touch the highlights in the field of energy management by

managing its manpower more efficiently addressing the training needs,
recognizing the high performance and making them feel the freedom of
expressing their points.

Finally the study concludes that the employees are satisfied with
the present Welfare Facilities in the organization. Workers also develop a sense
of pride when they are made to feel that labour welfare programmes are created
by them and for them.

75
 BIBILOGRAPHY
BOOKS REFERRED:-
Personnel and Human Resource Management- P. Subha Rao
Human Resource and Personnel Management- K. Aswathappa
Organizational Behaviour- S.P. robbins
Annual Reports of OPGC.

WEBSITES REFERRED:-
www.google.com
www.wikipedia.com
www.slideshare.com
www.opgc.co.in

76
 ANNEXURE

QUESTIONNAIRE
77
Dear Sir/Madam,

I am BiswajeetNayak, pleased to introduce myself as a MBA student, As part of

co-curriculum. I have undertaken a study on the “EMPLOYEE WELFARE
FACILITY IN OPGC” The information provided by you will keep confidential
and used for academic purpose only.

Personal Profile

Age:

Sex:

Marital status:

Department:

Length of service:

a. Are you aware of all the welfare facilities provided by the company?

Aware Not aware

b. How do you feel about present welfare facilities?

Good Excellent Average

c. Which welfare activity is most important for you?

Training Health and safety

Other welfare measures

d. Do workers actively participate in workers participation programs?

Yes No

78
e. What is your first objective in the company?

Higher productivity Industrial peace harmony

Welfare programs

f. Any advancement for the employees in their upliftment of career

provided in the company?

Yes No

g. Within how much time the injured worker is given treatment?

Immediately Within 15mins

Within ½ hr More than 1hr

h. How often first aid box with prescribed contents is available?

Every time Mostly

Sometimes only

i. If any major accident happens to you and not able to work then what kind
of compensation is provided?

Full claim amount Job to one of the family members

Any other type specify……

j. Are you satisfied with the food/snacks/drinks provided to you at the work
place?

To the highest Some what

To the lowest

79
k. How nutritious is the food provided to you?

Highly nutritive Nutritive

Somewhat nutritive Least nutritive

l. Do the health and safety training provided by the company increases the
safety of the workers?

Yes No

m. Whether management conducts health checkup programmes for the

employees?

Yes No

n. If yes at what intervals?

Monthly Quarterly

Half yearly Yearly

o. Are you satisfied with the drinking water facilities provided?

Yes If no, why________

p. Is the HRA Allowance provided by the company satisfactory?

Yes No

q. Do you think company is taking care of you?

Yes No

r. Do you think facilities provided by credit society are satisfactory?

Yes No

80
s. How committed are you to achieve the company objective?
(Rank 1-5) (5th highest-----1st least)

1
2
3
4
5

t. Is your health affected by workplace environment?

Yes No

If yes, how?

u. Are there sufficient number of Toilets and washrooms at convenient

places?

Yes No

v. How well hygienic conditions maintained in toilet and washroom?

Above average Average

Below

w. Do you have any suggestions regarding welfare activates in your

company?

81