An internship report on employee welfare practices in mcl

SUMMER INTERNSHIP
PROJECT
ON
EMPLOYEE WELFARE POLICY
AT
MCL
Project report submitted to G.M.College (Auto), Sambalpur in
partial fulfillment for the award of the degree in
MASTER OF BUSINESS ADMINSTRATION
2013-2015
Submitted By:
Subhasish Patnaik
A Student of GANGADHAR MEHER GOVERNMENT
(AUTONOMOUS) COLLEGE, SAMBALPUR
Internal Guide External Guide
Dr. Srinibash Dash Mr.D.B Kamble
hod, MBA Dept, Sr. Manager (personal)
G. M. College, Sambalpur nandira area, mcl,talcher

ACKNOWLEDGEMENT
“Knowledge is our expression of experience gained in life. It is the choicest
possessions that should be happily shared with others.”
I express my hearty gratitude to Dr. S. Dash, (HOD) MBA dept
G.M college sambalpur.for his valuable advice, guidance, suggestion and
direction in preparing the project.
I am grateful to Mr. D.Chattopadhaya (GM) HRD who gave me
the opportunity to plan and execute this project on welfare policy adopted in
Mahanadi Coalfield Ltd(Talcher Area).
I specially thank my guide Mr. Dillip Bhairu Kamble,Sr.Manager
Personnel (Nandira Area), Mr. Tapas Kumar Sethi, MT(HR/Personnel) and his
personnel staff, who have undauntedly supported me with every knowledge and
documents required for the purpose of the project.
The freedom to implement in spite of being an intern and
guidance provided by Mr. D.B Kamble was the major reason behind the
successful completion of the project.
SubhasishPattnaik
Roll No-PC13MBA005
G.M govt. (auto) college,
Sambalpur

DECLARATION
I do hereby declare that the Project Report entitled “ Welfare policy
adopted in MAHANADI COALFIELD LTD. (MCL)” submitted by me
to the department of business is the result of my own effort during
the period of my project work under the expert guidance of Mr. D.B
Kamble, Sr. Manager(Personnel) Nandira (Talcher Area) MCL.
I bear full responsibility for information given in this report.
SUBHASISH PATTNAIK
G.M GOVTERMENT (AUTONOMOUS) COLLEGE
SAMBALPUR

CERTIFICATE
This is to certify that this individual assignment (Summer Project
work) has been prepared by Subhasish Pattnaik, student, under my
guidance during the period 27 May, 2014 to 12th June, 2014, as Partial
fulfilment of MBA Degree. This project work (Employee Welfare in
MCL) has been a work of Innovation under my guidance and has not
been submitted anywhere in any form.
(DilipBhairuKamble)
Sr.Manager (Personnel), Nandira
Talcher Area (MCL.)

Contents
Chapter
no.
Topics
CHAPTER -1
(INTRODUCTION)
Executive summery
1.1 Employee welfare
1.2 Scope of the study
1.3 Objective of the study
1.4 Limitation of the study
CHAPTER-2
LITERATURE REVIEW
CHAPTER-3
RESEARCH METHODOLOGY
3.1 Meaning of research
3.2 Objective of research
3.3 Motivation
3.4 Sampling
3.4.1 Sample size
3.4.2 Purpose

3.4.3 Sample size collection
3.4.4 Sample frame
3.4.5 Sampling design
3.5 Data collection
3.5.1 Collection of primary data
3.5.2 Collection of secondary data
CHAPTER-4
4.1 Coal India Limited
4.2 Mahanadi Coalfields Limited
4.3 Vision of MCL
4.4 Mission of MCL
4.5 MCL’s policy for CSR
CHAPTER-5
5.1 Employee welfare
5.2 Types of welfare facilities
5.3 Benefits of employee welfare measures
5.4 Provision
5.5 Principles of employee welfare services
5.6 Types of employee welfare services
5.7 Welfare in MCL

CHAPTER - 6
Data analysis and interpretations
CHAPTER- 7
Findings
Suggestions
Conclusions
Recommendation
Questionnaires

1
Report on Employee welfare Practices in MCL
CHAPTER 1
EXECUTIVE SUMMARY
Mahanadi Coalfields Limited (MCL) is one of the major
coal producing company of India. It is one of the eight subsidiaries of
Coal India Limited. Mahanadi Coalfields Limited was carved out of
the South Eastern Coalfields Limited in 1992 its headquarters at
Sambalpur. It has its coal mines spread across Odisha. It has total
seven open cast mines and three underground.
This project covers the topic “Employee Welfare”. It gave
me a great experiences and knowledge about the welfare facilities.
The survey was done on 100 employees through a
questionnaire. The data collected has been well organized.
In this project 20 questions have been analyzed and
interpreted as follows (using pie chart and bar diagram).

2
1.1 EMPLOYEE WELFARE
Employee welfare defines as “ efforts to make life worth living
for workmen”. These efforts have their origin either in some statute formed
by the state or in some local custom or in collective agreement or in the
employer’s own initiatives. It is a comprehensive term including various
services, benefits, and facilities offered to employees by the employer.
Through such generous fringe benefits the employer makes life worth
living for employees.
1.2 SCOPE OF THE STUDY
 Education
 Water supply including drinking water.
 Health care by providing indoor medical facilities and medicines.
 Environment
 Social empowerment.
 Infrastructure for village electricity/solar/light/pawan chaki etc.
Recurring expenditure should be borne by the beneficiaries.
 Sport and culture.
 Generation of employment & setting up Co-operative Society.
 Infrastructure Support.
 Grant/donation/financial assistance/sponsorship to reputed NSGs
of the Society/locality doing/involve in fulfilment of the standard
of the society.
 Heritage sites in the CSR purview ensuring involvement of
employee’s representatives in this Project.
 Empowerment of women for education/health/& self employment.

3
 Relief of victims and natural calamities like Earth Quake,
Cyclone, Drought and Flood situation in any part of the
country.
 Disaster Management Activities including those related to
amelioration/ Mitigation.
 Development of smokeless fuel out of coal and also
arrangement for distribution of efficient Chula to the villagers.
 Adoption of village for carrying out the activities like
infrastructural development e.g. road, water supply, electricity
and community centre etc.
1.3 OBJECTIVES OF THE STUDY
The objectives of the study are :
 To win over employees loyalty and increase their morale.
 To combat trade unionism and socialist ideas.
 To develop efficiency and productivity among workers.
 To make the workers happy and satisfied.
1.4 LIMITATION OF THE STUDY
 First of all, the short of 6 weeks time is not sufficient enough
to conduct a study of employee welfare a vast area.
 Secondly, limitations with regards to availability & accessibility
of various sources of the secondary data.
 Thirdly, instead of consumer or complete enumeration, due
sampling was adopted for data collection purposes with adequate
care for the accuracy of the data.

4
 Insufficient support from employees of the company because of their
busy schedule. Some of the workers denied having a conversation
with due to their work.
 It is very much uncomfortable and stranger on the part of trainees to
interact with the workers initially because they are unknown to us by
nature; it took few days to get acquainted with them.
 To overcome above stated limitations, due care was taken in
sampling and presenting of the questionnaire used & editing the
primary data, checking their legibility, & completeness &
consistency.

5
CHAPTER 2
LITERATURE REVIEW
The term welfare suggests the state of well being and implies
wholesomeness of the human being. It is a desirable state of existence
involving the mental, physical, moral and emotional factor of a person.
Adequate level of earnings, safe and human conditions of work and access
to some minimum social security benefits are the major qualitative
dimensions employment which enhance quality of life of workers and their
productivity. Institutional mechanisms exist for ensuring these to workers in
the organized sector of the economy. These are being strengthened or
expanded to the extent possible. However, workers in the unorganized
sector, who constitute 90 per cent of the total workforce, by and large, do
not have access to such benefits. Steps need to be taken on a larger scale
than before to improve the quality of working life of the unorganized
workers, including women workers. Classical economics and all
microeconomics labour is one of four factors of production, the others being
land, capital and enterprise. It is measure of the work done by human
beings. There is a macroeconomics system theory which have created a
concept called human capital (referring to the skills that workers possess,
not necessarily their actual work), although there are also counterpoising
macroeconomic system theories that think human capital is a contradiction
in terms. Labour
Review of Literature
In the view of K.K.Chaudhuri, in his Human Resurces: A Relook to
the workplace, states that HR policies are being made flexible. From leaves
to compensations, perks to office facilities, many companies are willing to
customize polices to suit different employee segments. The older employees
want social security benefits, younger employees want cash in hand because

6
they can not think of sticking to a company for many years and retire from
the same company. Therefore „one jacket fits all will not be right to
motivate the talents and retain them. Conventions and Recommendation of
ILO (1949) sets forth a fundamental principle at its 26th conference held in
Philadelphia recommended some of the measures in the area of welfare
measures which includes adequate protection for life and health of workers
in all occupations, provision for child welfare and maternity protection,
provision of adequate nutrition, housing and facilities for recreation and
culture, the assurance of equality of educational and vocational opportunity
etc. Report of National Commission on Labour (2002), Government of
India, made recommendations in the area of labour welfare measures which
includes social security, extending the application of the Provident Fund,
gratuity and unemployment insurance etc. Shobha Mishra Manju Bhagat,
in their “Principles for Successful Implementation of Labour Welfare
Activities”, sated that labour absenteeism in Indian industries can be
reduced to a great extent by providing good housing, health and family care,
canteen, educational and training facilities and provision of welfare
activities. The principle for successful implementation of labour welfare
activities is nothing but an extension of democratic values in an
industrialized society. P.L.Rao, in his “Labour Legislation in the Making”,
opines that professional bodies like National Institute of Personnel
Management should constitute a standing committee to monitor the
proceeding in the Parliament regarding the labour welfare measures.
In this context, a study conducted by (Saiyaddin) for examined the
purpose and cost of non-statutory welfare activities for the organizations.
Five public and six private sector organizations were selected for the study.
The study brought out an important conclusion that the most predominant
theme in the minds of organizations when they think of the voluntary
welfare measures was not only the output and efficiency but also increasing

7
loyalty and morale. In respect of cost, the study revealed, that the public
sector organizations spend more on welfare activities, as compared to
private sector. While public sector spends more on transportation and
recreation, private sector was found to be spending more on housing
according to the study.
The research work of (Misra) aimed at sociological analysis of the
labour welfare problems of steel industry. The analysis was based on the
first hand data collected from the steel factories of Eastern Uttar Pradesh.
The study concluded that the conditions of work in steel factories of eastern
region of Uttar Pradesh were not very satisfactory particularly in the respect
of safety measures, cleanliness, sanitation, latrine facilities, drinking water,
rest rooms, etc. It also pointed out that the provisions for leaves and
holidays, lighting, housing, medical, education, are far from satisfactory.
The study of (Zacharaiah) based on a sample survey of manufacturing
undertakings in Bombay, covered welfare services and working conditions
while surveying the factors affecting industrial relations. It was observed
that better working conditions and adequate provision of welfare services
would contribute to harmonious industrial relations.
Also study conducted by (Koshan) pointed out that inspite of
statutory provisions and enforcing agencies in India, the welfare facilities
were absent and the cement industry was the only one where provisions
were adequately enforced. The study suggested that need for overhauling
and tightening the machinery of inspection. Appointment of welfare
inspectors for different industries, distinguishing the duties of factory
inspectors from those of welfare inspectors to submit annual and quarterly
reports and empowering the welfare inspectors to fine in case of default,
were some of the steps suggested in this study.
In addition to the above discussion, others also defined on about
welfare measure of employees like; Welfare includes such activities as

8
private advice on any type of personal problem; assistance with problems of
heath or sickness; special responsibilities for young people and elderly and
retired staff and the provision of sports and social facilities. An organization
is concerned with these matters since the reputation for their showing
concern helps to improve the local image of the firm as a good employer
and thus assists in recruitment (Armstrong 1992 p.775). Welfare may not
directly increase productivity but may add to general feelings of satisfaction
with the firm and cut down labour turnover. Also, According to Beach
(1980) personal services should be provided when a welfare need is
established and a welfare need exists where it is clear that help is required
and that it cannot be given more effectively from another source, and that
the individual is likely to benefit from the services that can be offered. In an
organizational setting, an essential element in personnel services is
confidential. There is no point in offering help or advice to people if they
think that their personal problems are going to be revealed to others,
possibly to the detriment of their future careers. Armstrong (1992) says that
this is the argument for having specialized welfare officers in organizations
large enough to be able to afford them.

9
CHAPTER 3
RESEARCH METHODOLOGY
3.1 MEANING OF RESEARCH
Research in common parlance refers to a search for knowledge.
Once can also define research as a scientific and systematic search for
pertinent information on a specific topic. In fact, research is an art of
scientific investigation. The Advanced Learner’s Dictionary of Current
English lays down the meaning of research as “a careful investigation or
inquiry specially through search for new facts in any branch of
knowledge.”1 Redman and Mory define research as a “systematized effort
to gain new knowledge.”2 Some people consider research as a movement, a
movement from the known to the unknown.
3.2 OBJECTIVES OF RESEARCH
The purpose of research is to discover answers to questions
through the application of scientific procedures. The main aim of research is
to find out the truth which is hidden and which has not been discovered as
yet. Though each research study has its own specific purpose, we may think
of research objectives as falling into a number of following broad
groupings:
1. To gain familiarity with a phenomenon or to achieve new insights into it
(studies with this object in view are termed as exploratory or formulative
research studies);
2. To portray accurately the characteristics of a particular individual,
situation or a group (studies with this object in view are known as
descriptive research studies);

10
3. To determine the frequency with which something occurs or with which it
is associated with something else (studies with this object in view are
known as diagnostic research studies);
4. To test a hypothesis of a causal relationship between variables (such
studies are known as hypothesis-testing research studies).
3.3 MOTIVATION
What makes people to undertake research? This is a question of
fundamental importance. The possible motives for doing research may be
either one or more of the following:
1. Desire to get a research degree along with its consequential benefits;
2. Desire to face the challenge in solving the unsolved problems, i.e.,
concern over practical problems initiates research;
3. Desire to get intellectual joy of doing some creative work;
4. Desire to be of service to society;
5. Desire to get respectability.
However, this is not an exhaustive list of factors motivating
people to undertake research studies. Many more factors such as directives
of government, employment conditions, curiosity about new things, desire
to understand causal relationships, social thinking and awakening, and the
like may as well motivate (or at times compel) people to perform research
operations.

11
3.4 SAMPLING MEANING
A process used in statistical analysis in which a predetermined
number of observations will be taken from a larger population. The
methodology used to sample from a larger population will depend on the
type of analysis being performed, but will include simple random sampling,
systematic sampling and observational sampling. The sample should be a
representation of the general population.
3.4.1 SAMPLE SIZE
Sample size is the number of observations used for calculating
estimates of a given population. For example, if we interviewed 30 random
students at a given high school to see if they liked a certain music artist, 30
students would be our sample size.
3.4.2 PURPOSE
Sample sizes reduce expenses and time by allowing researchers
to estimate information about a whole population without having to survey
each member of the population.
3.4.3 SAMPLE SIZE CALCULATION
There are several methods used to calculate the sample size
depending on the type of data or study design. The combined term
“Measures of Central Tendency” means the methods of finding out the
central value or average value of a statistical series, or any series of
quantitative information. The data collected through questionnaire has
been coded and cleaning the data for further analysis and use
simple statistics to represent tabulated and graphical form like bar,
pie and others. In addition to the above i have also used the factor
analysis for finding and suggestion of the study.

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3.4.4 SAMPLE FRAME
A set of information used to identify a sample population for
statistical treatment. A sampling frame includes a numerical identifier for
each individual, plus other identifying information about characteristics of
the individuals, to aid in analysis and allow for division into further frames
for more in-depth analysis.
3.4.5 SAMPLING DESIGN
Sampling is a method of selecting experimental units from a
population so that we can make decision about the population. Sampling
design is a design, or a working plan, that specifies the population frame,
sample size, sample selection, and estimation method in detail. Objective of
the sampling design is to know the characteristic of the population.
A sample design is made up of two elements.
 Sampling method. Sampling method refers to the rules and
procedures by which some elements of the population are included in the
sample. Some common sampling methods are simple random sampling ,
stratified sampling , and cluster sampling .
 Estimator. The estimation process for calculating sample statistics is
called the estimator. Different sampling methods may use different
estimators. For example, the formula for computing a mean score with a
simple random sample is different from the formula for computing a mean
score with a stratified sample. Similarly, the formula for the standard error
may vary from one sampling method to the next.

13
3.5 DATA COLLECTION
Data collection is the process of gathering and measuring
information on variables of interest, in an established systematic fashion that
enables one to answer stated research questions, test hypotheses, and
evaluate outcomes. The data collection component of research is common to
all fields of study including physical and social sciences, humanities,
business, etc. While methods vary by discipline, the emphasis on ensuring
accurate and honest collection remains the same. The goal for all data
collection is to capture quality evidence that then translates to rich data
analysis and allows the building of a convincing and credible answer to
questions that have been posed.
3.5.1 COLLECTION OF PRIMARY DATA
We collect primary data during the course of doing
experiments in an experimental research but in case we do research of the
descriptive type and perform surveys, whether sample surveys or census
surveys, then we can obtain primary data either through observation or
through direct communication with respondents in one form or another or
through personal interviews.
In other words, means that there are several methods of
collecting primary data, particularly in surveys and descriptive researches.
Important ones are:
(i) observation method,
(ii) interview method,
(iii) through questionnaires,

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(iv) through schedules, and
(v) other methods which include :
(a) warranty cards;
(b) distributor audits;
(c) pantry audits;
(d) consumer panels;
(e) using mechanical devices;
(f) through projective techniques;
(g) depth interviews, and
(h) content analysis.
Questionnaire
Questionnaires may be used to collect regular or infrequent
routine data, and data for specialised studies. While the information in this
section applies to questionnaires for all these uses, examples will concern
only routine data, whether regular or infrequent. Some of the data often
obtained through questionnaires include demographic characteristics,
fishing practices, opinions of stakeholders on fisheries issues or
management, general information on fishers and household food budgets.
A questionnaire requires respondents to fill out the form
themselves, and so requires a high level of literacy. Where multiple
languages are common, questionnaires should be prepared using the major

15
languages of the target group. Special care needs to be taken in these cases
to ensure accurate translations.
Interview
In interviews information is obtained through inquiry and
recorded by enumerators. Structured interviews are performed by using
survey forms, whereas open interviews are notes taken while talking with
respondents. The notes are subsequently structured (interpreted) for further
analysis. Open-ended interviews, which need to be interpreted and analysed
even during the interview, have to be carried out by well-trained observers
and/or enumerators.
As in preparing a questionnaire, it is important to pilot test
forms designed for the interviews. The best attempt to clarify and focus by
the designer cannot anticipate all possible respondent interpretations. A
small-scale test prior to actual use for data collection will assure better data
and avoid wasting time and money.
Open-ended interviews
Open-ended interviews cover a variety of data-gathering
activities, including a number of social science research methods.
Focus groups are small (5-15 individuals) and composed of
representative members of a group whose beliefs, practises or opinions are
sought. By asking initial questions and structuring the subsequent
discussion, the facilitator/interviewer can obtain, for example, information
on common gear use practices, responses to management regulations or
opinions about fishing.

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3.5.2 COLLECTION OF SECONDARY DATA
Secondary data means data that are already available i.e.,
they refer to the data which have already been collected and analysed by
someone else.
• When the researcher utilises secondary data, then he has to look into
various sources from where he can obtain them.
• In this case he is certainly not confronted with the problems that are
usually associated with the collection of original data.
• Secondary data may either be published data or unpublished data.
• Usually published data are available in:
a. various publications of the central, state are local governments;
b. books, magazines and newspapers;
c. reports and publications of various associations connected with
business and industry, banks, stock exchanges, etc.;
d. reports prepared by research scholars, universities, economists, etc. in
different fields; and
e. public records and statistics, historical documents, and other sources
of published information.
f. The sources of unpublished data are many; they may be found in
diaries, letters, unpublished biographies and autobiographies and also
may be available with scholars and research workers, trade
associations, labour bureaus and other public/ private individuals and
organisations. By way of caution, the researcher, before using
secondary data, must see that they possess following characteristics:

17
1. Reliability of data:
The reliability can be tested by finding out such things about the said data:
(a) Who collected the data?
(b) What were the sources of data?
(c) Were they collected by using proper methods
(d) At what time were they collected?
(e) Was there any bias of the compiler?
(f) What level of accuracy was desired? Was it achieved ?
2.Suitability of data:
The data that are suitable for one enquiry may not necessarily
be found suitable in another enquiry. Hence, if the available data are found
to be unsuitable, they should not be used by the researcher. In this context,
the researcher must very carefully scrutinise the definition of various terms
and units of collection used at the time of collecting the data from the
primary source originally. Similarly, the object, scope and nature of the
original enquiry must also be studied. If the researcher finds differences in
these, the data will remain unsuitable for the present enquiry and should not
be used.
3. Adequacy of data:
If the level of accuracy achieved in data is found inadequate for
the purpose of the present enquiry, they will be considered as inadequate
and should not be used by the researcher. The data will also be considered
inadequate, if they are related to an area which may be either narrower or
wider than the area of the present enquiry.

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CHAPTER 4
COMPANY PROFILE
4.1 COAL INDIA LIMITED
The coal deposits workable under the current techno-
economics of mining the country occur in two distinct stratigraphic
horizons : Gondwana and Tertiaries. The total spread of Gondwana
formations in the country is about 64,000 sq.km. out of which are not
considered economically viable at present, the aerial coverage of 57
Gondwana coalfields is about 49,470 sq.km, out of which 36,210 sq.
km. area is prognosticated to be coal bearing. Excluding the regions of
coalfields which have deep seated coal deposits (exceeding 1200 meter
depth ) the potential area which may contain coal seam is about
15101sq. Km.Within this workable area about 5,628 sq. Km. Area
has shallow deposits i.e coal seams occur up to a depth range of 300
meters from the surface and rest of the area has coal seams between
300 to 1200 meter depth.
Coal India Limited, was born on November 1, 1975 as public sector
undertaking, from Coal Mines Authority Limited in 1973 for
reorganising the nationalised coal mines and ensuring integrated
development of coal sector.
Today, Coal India is the world’s largest coal producer and a
Maharatna status company of Government of India headquartered at
Kolkata(West Bengal) under the administrative control of Ministry of
Coal.
It has adopted a unique set – up of having independent Government of
India Undertaking as its wholly – owned subsidiaries to undertake coal
mining and planning operations at their Command levels within India

19
as well as abroad (in Africa).This unique set – up provides greater
independence to all the Coal India subsidiaries, which have
independent Board of Directors headed by a Chairmen-cum-Managing
Director, by generating competitive sprite among sister subsidiaries to
meet nation’s energy requirement.
Coal India Limited is the largest coal producing company in the
world. It produced 452.21 MT (million tonne) coal during FY 2012–13.
Coal India operates through 81 mining areas in eight states in India. It
has 470 coal mines out of which 164 are open cast, 275 are
underground and 31 are mixed mines.
Production from open cast mines
during 2012-13 was 91.65% of total production of 452.21 MT.
Underground mines contributed to 8.35% of production. CIL further
operates 17 coal washeries, out of which 12 are for coking coal and
5 are for non-coking coal. It also manages 200 other establishments
like workshops, hospitals etc. Coal India produces coal through seven
of its wholly owned subsidiaries. Its another wholly owned subsidiary
CMPDIL carries out the exploration activities for other subsidiaries.
CMPDIL also provides technical and consulting services to it and to
third party clients for coal exploration, mining, processing and related
activities. CIL also has a wholly owned subsidiary in Mozambique,
Coal India Africana Limited (CIAL) for pursuing coal mining
opportunities in that country.
Coal India has seven coal producing companies and one Mine
Planning and Design Institute as its subsidiaries in India while one
subsidiary in Africa.

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 Eastern Coalfields Limited (ECL), Sanctoria, West Bengal
 Bharat Coking Coal Limited (BCCL), Dhanbad, Jharkhand
 Central Coalfields Limited (CCL), Ranchi, Jharkhand
 Northern Coalfields Limited (NCL), Singrauli, Madhya Pradhesh
 Western Coalfields Limited (WCL), Nagpur, Maharashtra
 South-Eastern Coalfields Limited (SECL), Bilaspur, Chattisgarh
 Mahanadi Coalfields Limited (MCL), Sambalpur, Orrisa
 Central Mine Planning and Design Institute Limited (CMPDIL),
Ranchi, Jharkhand
 Coal India Africana Limited (CIAL), Mozambaique, Africa
The details of number of employees, revenue for FY 2012-13 and
production of coal is given in the table below:
Subsidiary Employees
Revenue INR
billion (FY
2012-13)
Coking
coal
(MT)
Non-
coking
coal (MT)
Total Coal
Production
(MT)
Bharat Coking
Coal Limited
061,698 089.37 26.970 004.243 031.213
Central
Coalfields
048,126 092.38 16.156 031.905 048.061

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Revenue INR
billion (FY
2012-13)
Coking
coal
(MT)
Non-
coking
coal (MT)
Total Coal
Production
(MT)
Limited
Eastern
Coalfields
Limited
074,276 097.40 00.043 033.868 033.911
Mahanadi
Coalfields
Limited
022,065 120.93 - 107.894 107.894
Northern
Coalfields
Limited
016,073 099.86 - 070.021 070.021
South Eastern
Coalfields
Limited
073,718 176.48 00.157 118.062 118.219
Western
Coalfields
Limited
054,960 074.23 00.330 041.957 042.287
Central Mine,
Planning
Design Institute
Limited
003,142 006.05 - - -
Coal India
Africana
- - - -

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Revenue INR
billion (FY
2012-13)
Coking
coal
(MT)
Non-
coking
coal (MT)
Total Coal
Production
(MT)
Limitada
Sub-total 354,058 756.72 43.656 407.950 451.606
North Eastern
Coalfields
002,376 - - 000.605 000.605
Corporate Structure

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4.2 MAHANADI COALFIELDS LIMITED
Mahanadi Coalfields Limited(MCL) is one of the major coal
producing company of India. It is one of the eight subsidiaries of
Coal India Limited. Mahanadi Coalfields Limited was carved out of
South Eastern Coalfields Limited in 1992 with its headquarters at
Sambalpur. It has its coal mines spread across Odisha.
It has total
seven open cast mines and three underground mines under its fold.
MCL has two subsidiaries with private companies as a joint venture.
The name of these companies are MJSJ Coal Limited.
MNHN
Shakti Ltd.
There are 45 sanctioned mining projects in MCL with a capacity of
190.83 Mty of coal. The total capital outlay of 45 projects is Rs.
6076.78 Crs. out of which 28 (capacity =73.98 Mty) have been
completed with a sanctioned capital investment of Rs. 2348.61 Crs. as
on 01.04.09. Out of the 28 completed projects, 2 have been exhausted
(Balanda OCP Basundhara –East OCP). One Expn. Project , namely,
Lajkura Expn. (2.50 Mty, 1.50 Mty incr.) is going to be approved
within a short period of time.
Approval of Garjanbahal OCP (10.00 Mty) has been stalled
temporarily due to delay in getting Forestry clearance. Seventeen
ongoing projects i.e. Kulda OCP (10.00 Mty), Bhubaneswari OCP
(20.00 Mty), Kaniha OCP (10.00 Mty), Bharatpur Expn. Ph.-III (9.00
Mty Incr.), Balaram OC Extn. (8.00 Mty), Ananta Expn. Ph.-III (3.00
Mty Incr.), Lakhanpur Expn. Ph.-III (5.00 Mty Incr.), Hingula Expn. Ph.-
III (7.00 Mty Incr.), Talcher West) UG (0.52 Mty), Natraj U/G (0.64 Mty),
Jagannath U/G (0.67 Mty), Bharatpur OC Expn. Ph-II (6.00 Mty Incr.),
Lakhanpur Expn. (5.00 Mty Incr.), HBI UG Aug. (0.42 Mty), Basundhara
(W) Expn. (4.60 Mty Incr.) and two JV projects Gopalprasad OCP (15.00

24
Mty), Talabira OCP (20.00 Mty) with a capital investment of Rs.
3728.17 Crs. are under implementation.
4.3 VISION OF MCL
“To be the leading energy supplier in the country, through best
practices from mine to market”.
4.4 MISSION OF MCL
“To produce and market the planned quality of coal and coal
products efficiently and economically with due regard to safety,
conservation quality”. MCL believes in its slogan of “Growing Along
with the Surroundings” there by “Bringing a Smile in Every Hut ”and
is every committed to achieve it.
4.5 ADMINISTRATIVE SETUP OF MCL

25
4.6 COALFIELD OF ODISHA
Talcher Coalfield
IB Valley Coalfield

26
4.7 MCL ’s POLICY FOR CSR
Corporate Social Responsibility (CSR) is defined within a frame work of
Corporate Philosophy which factors the needs of the community and the
regions in which corporate entity functions. Policy on Corporate Social
Responsibility of Central Public Sector Enterprises is mandatory as per
guidelines issued by Govt. of India. Moreover as per PrimeMinister’s
address on inclusive growth/challenges for Corporate entity in a modern
democratic society, business must release its wider social responsibility.
Corporate industry should invest in environment friendly technology and
environment and ecology must be protected, safeguarded for future
generations. The Committee on Public Undertaking in its24th report “
Social Responsibilities and Public Accountability ” of Public Undertaking
has brought out that Government believes in making PSEs growth oriented
and technically dynamic. Since all PSEs can not be treated on equal footings
for undertaking various types of social activities, it is the responsibility of
each PSE to identify and implement Social Responsibilities keeping in view
its financial ability To sustain such activities. Policy in CSR of a Central
Public Sector Enterprises is mandatory as per guidelines issued by DPE
Ministry of Heavy Industries Public Enterprises, Govt. of India.CIL and
its subsidiaries. On implementation of CSR policy by CIL, 5/- tonne or 5%
of retained earnings which ever is higher is being allocated for CSR
activities to be carried out in the following year. Prior to implementation of
CSR policy of CIL i.e. 2010-11 1/- per tonne was allocated towards
community development to be spent in the periphery and the project were
carried out by District administration MCL with due approval of RPDA.

27
CHAPTER 5
5.1 EMPLOYEE WELFARE
Employee welfare defines as “ efforts to make life worth living for
workmen”.These efforts have their origin either in some statute
formed by the state or in some local custom or in collective
agreement or in the employer’s own initiatives. It is a comprehensive
term including various services, benefits, and facilities offered to
employees by the employer. Through such generous fringe benefits the
employer makes life worth living for employees.
The welfare amenities are extended in addition to normal wages and
other economics rewards available to employees as per the legal
provisions. Welfare measures may also be provided by the
government, trade unions and non-government agencies in addition to
the employer.
5.2 TYPES OF WELFARE FACILITIES
Welfare facilities can be largely categorized into two types:
Intramural facilities: These are provided within the establishment such as
rest centers canteen, uniforms.
Extramural facilities: These are activities which are undertaken outside the
establishment such as child welfare, transport facility etc.

28
Examples of Welfare Facilities
Intramural Facilities Extramural Facilities
Drinking water
Toilets
Crèches
Washing bathing facilities
Rest shelters
Uniforms
Protective clothing
Recreating facilities
Canteens
Subsidized food
Medical aid
Housing
Education facilities
Maternity benefits
Transportation
Sports facilities
Leave travel
Vocational training
Holiday homes
Cooperative stores
Fair price shops
Social insurance
5.3 BENEFITS OFEMPLOYEE WELFARE MEASURES
 They provide better physical and mental health to workers and thus
promote a healthy work environment.
 Facilities like housing schemes, medical benefits, and education and
recreation facilities for worker's families help in raising their
standards of living. This makes workers to pay more attention
towards work and thus increases their productivity.
 Employers get stable labour force by providing welfare facilities.
Workers take active interest in their jobs and work with a feeling of
involvement and participation.

29
 Employee welfare measures increase the productivity of organization
and promote healthy industrial relations thereby maintaining
industrial peace.
 The social evils prevalent among the labours such as substance abuse,
etc are reduced to a greater extent by the welfare policies.
5.4 PROVISIONS
Employee welfare work may also be divided into two categories
 Statutory
 Non-statutory
STATUTORY PROVISIONS
Statutory welfare work comprising the legal provisions in various
pieces of labour legislation.
Employers are required to offer welfare facilities to workers under
different labour laws which includes:
The Factories Act, 1948
The act provides the following services to workers.
 First-aid boxes or cupboards one for every 150 workers.
 Canteens where there are more than 250 workers.
 Shelters, rest room and lunch rooms where 150 workers are
employed.
 Welfare officer ,if 500 or more workers are employed.

30
The Mines Act,1951
The Act provides for the followings.
 Shelters for taking food and rest, if 50 or more workers are
employed.
 First-aid boxes if 150 or more workers are employed.
 A canteen if employing 250 or more workers.
 Welfare officer if 500 or more workers are employed.
The Plantation Labour Act, 1951
The acts provides the followings.
 A canteen if 150 or more workers are employed.
 Medical aid to workers and their families for sickness and
maternity allowance.
 Housing facilities for every workers and his family residing in
the estate.
 Providing umbrellas, blankets, rain coats to workers as prescribed
by the state government.
The Motor Transport Workers Act,1961
The Act contains the following provisions.
 First-aid equipment in each transport vehicle.
 Canteen if employing 100 or more workers.
 Comfortable, clean, ventilated and well lighted rest rooms at
every place where motor transport workers are required to halt
at night.

31
 Medical facilities at the operating and halting centres.
 Uniforms, raincoats to conductors, drivers and line checking
staff for protection against cold and rain.
The Contract Labour Act,1970
The Act requires the contractor to extend the following benefits to
workers.
 Canteens, if employing 100 or more workers.
 Washing facilities.
 First aid boxes equipped with prescribed contents.
NON-STATUTORY PROVISIONS
Non-statutory welfare work includes those which are undertaken by
employers for their workers voluntarily.
Many non statutory welfare schemes may include the following
schemes
 Personal Health Care : Some of the companies provide the
facility for extensive health check-up.
 Flexi-time : The main objective of the flexitime policy is to
provide opportunity to employees to work with flexible working
schedules. Flexible work schedules are initiated by employees
and approved by management to meet business commitments
while supporting employee personal life needs.

32
 Employee Assistance Programs : Various assistant programs are
arranged like external counselling services so that employees or
members of their immediate family can get counselling on
various matters.
 Harassment Policy : To protect an employee from harassment of
any kind, guidelines are provided for proper action and also for
protecting the aggrieved employee.
 Maternity Adoption Leaves : Employees can avail maternity or
adoption leaves. Paternity leave policies have also been
introduced by various companies.
5.5 PRINCIPLES OF EMPLOYEE WELFARE
SERVICES :
Following are generally given as the principles to be followed in
setting up a employee welfare service.
 The service should satisfy real needs of workers. This means that
the manager must first determine what the employees real needs
are with the active participation of workers.
 The service should such as can be handled by cafeteria
approach. Due to the difference employees there are large
differences in there choice of a particular benefits. This is
though it may be difficult to operate and administer.
 The employer should not assume a benevolent posture.
 There should be a periodical assessment or evaluation of the
service and necessary timely on the basis of feedback.

33
5.6 TYPES OF EMPLOYEE WELFARE SERVICES
 Safety Services
 Health Services
 Counseling Services
SAFETY SERVICES
The costs of the accidents are enormous in suffering to
the injured, in reduction or loss of earnings, in disabilities and
incapabilities which afflict those involved and in compensation,
insurance and legal costs, in lost time, filling in reports and attending
to inquires, and in spoilage of materials, equipments and tools to
management.
Accidents are consequences of two basic factors : technical
and human. Technical factors includes all engineering deficiencies,
related to plat, tools materials and general work environment. Human
factors include all unsafe acts on the part of employees.
COMPONENTS OF SAFETY SERVICE
Among the many components of a safety services the following have
proved effective when applied in combination :
 Appointment of safety officer.
 Supported by line management.
 Elimination of hazards.
 Job safety analysis.
 Personal protective equipment.
 Safeguarding machinery.

34
HEALTH SERVICES
The prevention of accident constitutes only on segment of
the function of employee maintenance. Another equally important
segment is the employees general health, both physical and mental.
COUNSELING SERVICES
An employee very often comes across problems which
have emotional content. For example, he may be nearing retirement
and felling insecure or he may be getting promotion and feeling
hesitant to shoulder increased responsibility or he may be worried due
to some family problem.
EMPLOYEE WELFARE IN INDIA
The charter on the Directive principles of state policy in
our constitution expresses the need for labour welfare thus :
1.The state shall strive to promote the welfare of the people securing
and protecting as effectively as it may a social order in which
justices, social, economic and political, shall inform all the institution
of the national life.
2.The state shall, in particular, direct its policy towards securing.
3.That the citizens, men and women equally, have the right to an
adequate means of livelihood;
4.That the ownership and control of the material resources are so
distribute as to sub serve the common good.

35
3.7 WELFARE IN MCL
SL Name of the Programmes/
camps
No. of camps Beneficiaries
01 General Health Camp 102 11532
02 Mega Health Camp 12 4984
03 Diagnostic camp 16 1937
04 Cancer Detection Camps 01 217
05 Eye Camp 05 656
06 Orthopedic Handicapped
camp
02 22
07 Family welfare camp 04 167
08 Aids Awareness programs 15 2739
• Enhancement of grants to Privately Managed Schools by 40%
over and above the previous grant as per the decision taken in
MCL Welfare Board.
• 02 Digital X- ray machines have been procured for NSCH,
Talcher for Lakhanpur Hospital.
• Completed construction of 71 nos of quarters.
• MCL employees secured different positions in the recently held
Inter Company Body Building Power/ Weight Lifting
competition -2012-13 held at Kolkata. MCL Position in this
competition is as follows:-

36
• 1st position in different categories of Power Lifting like
47kg(Female) , 59Kg(Male), 66Kg(Male), 120+Kg(Male) and in
Weight Lifting like 105Kg(Male).
• 2nd
position in different categories of Power Lifting like
52Kg(Female), 63Kg(Female), 57Kg(Female), 84Kg(Female),
83Kg(Male), 105Kg(Male) and Weight Lifting like 65Kg(Male),
70Kg(Male) and 75Kg(Male).
• MCL Cultural Team secured 1st position in the group song and
musical instruments category of All India Public Sector
Cultural Meet-2012-13.
• Inter Company Badminton Tournament-2012-13.
• Sri Yudhistira Sahoo was Runners-up in Men’s Single event.
• Miss K.T. Das was Champion in Womes’s Single and Women’s
double event with Miss Deepthi P.
• Sujit Mohanty of Ib-Valley Area secured 2nd position in Maters
National Championship held at Bengaluru.
• Sri Nikhil Singhania, (Son of Sri Manoj Kumar Singhania,
Sambalpur) of DAV Public School, Anand Vihar MCL secured
All India 3rd, Odisha State Topper and All India DAV Topper
in XII.

37
Specific
achievement in
Welfare Measures
- 2013-14
 MCL paid ` 7,49,32,773/- only towards
payment of arrear to the staff (both Teaching
and non-Teaching) of MCL DAV Project
Schools for the period 01.01.2006 to
31.07.2009.
 MCL organised inter PSU Golf tournament at
MCL HQ and MCL team was Runners-up in
the event.
 MCL contributed `6.00 Crore for promotion of
sports and games in odisha with collaboration
of IDCO and formed a company called Odisha
Sport Promotion and Development Company.
 MCL contributed `1.00 lakh each to four female
hockey players of Odisha who represented
India team.
 Sri S N Nath of Ib Valley Area was MR Coal
India in body building.
 Miss K T Das of Lingaraj Area was champion
in mixed doubles and runners-up in womens
single in the Badminton Corporate games held
at New Delhi.
 Jagruti Mahila Manda distributed Blanket,
mosquito net and mat to the near by needy
villagers and to the PHILIN affected people of
Ganjam District of Odisha for ` 10.00 lakh.

38
Action plan 2013-
14
• Construction of Kalyan Mandap at MCL HQ
at Lakhanpur Area.
• Construction of MT hostel in MCL HQ,
Lakhanpur Lingaraj Area.
• Completion of 491 Nos quarters which are
under construction phase.
• 3 Model Occupational Health Units will be built
at Talcher, Ib-Valley BG Area.
• To setup one Sports Academy.
• Sports for differently able school children.
• To organize rural sports.
• To ensure at least one Gym in each Area.
• Modernization of Club at Anand Vihar and
Jagruti Vihar Colony of MCL HQ.
• Provision of centralized AC in the existing two
Kalyan Mandaps.

39
ACTION PLAN 2013-14 ONWARDS
S
L
ITEM STATUS
AS ON
01.04.20
12
(TOTAL)
PROJECTI
ON AS ON
01.04.2013
(TOTAL)
STATUS
AS ON
01.04.20
13
(TOTAL)
PROJECTI
ON AS ON
01.04.2014
(TOTAL)
ACHIEVEME
NT
AS ON
01.04.2014
(TOTAL)
1 Number of
Houses
16760 17311 16832 17323* 16892
2
a)
Number of
Hospitals
07 08
(existing
07+ 01 at
Lakhanpur
Area)
07 08 07
b) Number of
Beds
365 395 365 395 365
c) Number of
Dispensari
es
14 15 15 16 15
3 Water
supply
(Total
population
covered
83800 84980 100000 110125 110125

40
491 Nos of quarters are under construction.
01 Medical College at Talcher Coalfield.
02. Provisions of Glazed tiles in the Kitchen and Toilets, Kitchen sink,
exhaust fan in all the Quarters.
03. Construction of 01 ITI at Sundargarh opening of 01 Nursing College
at Ib Valley Area Jharsuguda District.
04. Making NSCH Talcher 300 Bedded Hospital.
05. Full fledged Trauma care including head injury.
06. Advanced Onco Surgery Specially GI Tract and Breast.
07. Installation of Integrated Operation Theatre.
08. 950 Improvised quarters to be constructed in BG Area.
09. 950 Quarters to be constructed in Talcher Coalfields (Hingula Area)
10. Construction of one Management Trainee (MT) Hostel each in
Lakhanpur and Lingaraj Area and MCL HQ.
11. Construction of Kalyan Mandap in Anand Vihar (Burla) and
Lakhanpur Area.
WELFARE WORK UNDER TAKEN IN MCL DURING 2012-2013
01. HOUSING:-
No of quarters completed 72 Nos.
(a) Fitting of Mirrors 4768 No of quarters
(b)Kitchen sink 4986 No of quarters
(c) Wash Basin 5006 No of quarters
(d)Exhaust fan 3504 No of quarters

41
MEDICAL (2012-2013)
SL Name of the Programmes/ camps No. of
camps
Beneficiaries
05 Eye Camp 05 656
06 Orthopedic Handicapped camp 02 22

42
EDUCATION
Items Project
Schools
(DAV Public
School)
Privately Managed
Schools
Other schools Total
Number
of
schools
09 18 (Privately
Managed
School)
01
(N.K.Mahavidyalaya)
1
OSME,Keonjhar
1. IGIT,Sarang .
*** We are
giving 40%
Revenue
expenditure to
these schools
towards 40%
seat reservation
for our
employees
wards for taking
admission into
Diploma courses
in every year for
Mining,
Electrical,
Mech. And Civil
discipline.
30
Grant in
aid
provided
Rs.
15,51,16,910
Rs. 61,62,000/- 3,00,000/- to
OSME
Rs.
16,15,78,91
0/-

43
 This year the grant-in-aid has been enhanced by 40% over the
previous grant. After enhancement the grant will be 82,06,800/-. For
the year 2013-14, 60% Grant-in-aid has already been released from
HQ.
 Reservation of seats in Diploma courses for MCL employees wards
(Wage Board). 40% seats were allocated to employees wards in IGIT
Sarang and OSME, Keonjhar for Engineering Diploma courses
through counseling on strictly merit basis.
Reimbursement of Tuition Fees and Hostel charges in the year 2012-
2013
Item Engg. Students
(IITs,NITs,BE,B./Tech
selected Govt. Engg.
Colleges
Medical students
(MBBS)
No. of employees
wards
34 22
Amount of Cash award Rs. 8,58,900 Rs. 2,98,340
Items Merit scholarship General scholarship
(Classs –V onwards
including Engg.
Medical Graduation
,Post Graduation etc.
No. of employees
wards provided.
57 1508
Amount of scholarship
provided.
Rs. 1,71,000/- Rs. 19,22,460/-

44
SPORTS, GAMES CULTURAL ACTIVITIES
 MCL employees secured different position in the recently held Inter
Company Body Building Power/Weight Lifting competition-
2012-13 held at Kolkata Like.
• 1st position in different categories of Power Lifting like
47kg(Female), 59Kg(Male), 66Kg(Male), 120+Kg(Male) and in
Weight Lifting like 105Kg(Male).
• 2nd position in different categories of Power Lifting like
52Kg(Female), 63Kg(Female), 57Kg(Female), 84Kg(Female),
83Kg(Male), 105Kg(Male) and Weight Lifting like 65Kg(Male),
70Kg(Male) and 75Kg(Male).
 MCL Cultural Team secured 1st position in the group song and
musical instruments category of All India Public Sector Cultural
Meet-2012-13.
 Inter Company Badminton Tournament-2012-13.
• Sri Yudhistira Sahoo was Runners-up in Men’s Single event.
• Miss K.T. Das was Champion in Womes’s Single and Women’s
double event with Miss Deepthi P.
 Inter Company Volleyball Tournament-2012-13.
• MCL Team secured fourth position.
 MCL Organised both inter company Volleyball and Badminton
tournament 2012-13 successfully.

45
 Sujit Mohanty of IB-Valley Area has secured 2nd position in
800mt race in 34th Masters National Championship held at
Bengaluru.
HOUSING
Housing is a basic human need it deserves special
attention. MCL has given due attention on this aspect. The percentage
of Housing Satisfaction has considerably increased. The status of
Housing as on 1.04.2013 is given as below:-
• Houses available as on 3.4 1992 : 9947
• Houses available as on 01.04.2013 : 16832
• Housing satisfaction as on 03-04-1992 : 55.33%
• Housing satisfaction as on 01-04-2013 : 75.88%
Area Type of quarter Total
A B C D MQ Others
Jagannath 1539 457 166 32 1110 439 3733
Hingula 432 284 24 5 0 0 745
Talcher 223 127 54 6 824 864 2098
CWS(X)Talcher 117 108 22 5 32 0 284
IB Valley 0 284 93 21 864 5 1267
Orient 50 342 52 5 2707 996 4252
Lakhanpur 532 368 86 11 724 0 1721
CWS, IB Valley 0 88 16 2 130 0 236
Basundhara 0 198 32 10 192 72 504

46
Lingaraj 144 156 60 2 80 0 442
MCL Hq. 279 126 128 75 0 5 613
Bharatpur 603 184 40 9 0 0 836
NSCH 60 89 39 13 0 0 201
Total 3969 2811 812 196 6663 2381 16832
Residential Building Under Construction
Sl
No
Name of the
Area
No. of
A type
Qtrs.
No. of
B type
Qtrs.
No. of
C type
Qtrs.
No. of
D type
Qtrs.
Total
1 HINGULA
AREA
67 91 42 -- 200
2 LAKHANPUR
AREA
-- 114 02 01 117
3 ORIENT -- -- 24 -- 24
4 JAGANNATH -- 78 36 -- 114
5 BG -- -- 30 6 36
GRAND TOTAL 67 283 134 7 491
WATER SUPPLY
The other Welfare Measures of prime importance i.e. WATER SUPPLY
has drawn due attention. Besides permanent System of Water Supply to
Residential Colony and other Buildings, Water is being supplied to 167 nos.
Peripheral villages of different Areas during summer season through water
Tankers. The Status of Water Supply Capacity in MCL is given below:-

47
• Filtered Water Generation Capacity at the time of formation of MCL
:- 7.70 MGD
• Filtered Water Generation Capacity as on 1.4.2013
:-15.70 MGD
• Population served at the time of formation of MCL
:-61230
• Population served as on 1.4.2013
:-100000.
EDUCATION
As a part of Welfare activities, considerable emphasis has been given on
Education of our employees Children. Though education is a State Subject
MCL provides grants/financial assistance to different schools/Institutions
functioning in and around our Coalfields Areas. The Status of Educational
institutions and the Grant given to these institutions are as follows:-
Sl.No. Type of Institutions Nos. Sanctioned Grant/Financial
assistance in 2012-13
1 DAV Public School 09 Rs. 15,51,16,910 /-
2 Privately Managed
Schools
19 Rs. 52,02,000/-
3 NK Mahavidyalaya 01 Rs. 9,60,000/-
At the time of the formation of the company Rs. 14.70 Lacs was the total
grant-in-aid to Pvt Managed schools.

48
In addition to the above, MCL is also paying 40% Recurring grant
to Indira Gandhi Institute of Technology, Sarang ,Talcher which is an
institution awarding Engineering Diploma in Electrical, Mechanical and
Civil branches. Recurring Grant of 40 % is also being given to Orissa
School of Mining Engineering Keonjhars for Diploma in Mining. In these
Two Institutes 40% seats are reserved for the Wards of Non- Executives of
MCL in specified disciplines. The seats are allocated to employees wards
strictly on merit basis. This year the counseling was done on 23.08.2013.
Available seats in different streams are as follows.
Name of the Institutions Discipline Seats
IGIT, Sarang Civil 08
Mechanical 08
Electrical 08
Total 24
OSME Keonjhar Mining 16
Gr. Total 40
Students Strength In DAV Schools As On (01.01.2014)
SL
No
Name of School
No of
Employee
wards
Other
than
employee
wards
Total
1 DAV Public School, MCL HQ 388 1082 1470
2 DAV SOCP. Ib Valley Area 396 233 629
3
DAV Public Schoo, Dera,
Jagannath Area
1002 695 1697

49
4
DAV Public School, Ananta Vihar
(Oriya medium)
790 230 1020
5
DAV Public School
Bandhabahal,Lakhanpur Area
908 268 1176
6
DAV Public School Kalinga
Hingula Area.
1381 693 2074
7 DAV Public School,Brajrajnager 823 486 1309
8 DAV Public School,Basundhara 330 230 560
9
DAV Girls High
School,CWS(X),Talchser
210 39 249
Students Strength In Private Managed Schools As On (01.01.2014)
SL
No
Name of School No of
Employee
wards
Other than
employee
ward
Total
1
2
Bandhabahal ME/High School 114 92 206
3 Madhubannager Primary
School
37 39 76
4 Vivekanmanda Sikshyashram
High School
115 63 178
5 Ib River colliery UP School 4 158 162
6 Rampur colliery High School 233 73 306
7 Orient Colliery UP
School(Hindi)
-- -- --
8 Rampur Colliery ME School 280 86 366
9 Rampur Colliery UP School 355 122 477
10 Bidyabhavan Pri. School 10 36 46

50
11 Central Colony Pri. School 48 82 130
12 Jagannath colliery UP School 72 55 127
13 South Balanda Pri. School 68 85 153
14 Bharatpur UP/ME School 57 189 246
15 Bharatpur High School 110 22 132
16 LWUP School Handhidua 38 25 63
17 Nandira Collery UP School 156 22 178
18 LWUP School, Dera. 110 59 169
NO. OF STAFF IN DAV SCHOOLS:-
Teaching : 418
NonTeaching: 109
Total : 527 (As on 01.10.2013)
SCHOOL BUS:
The number of School Buses provided for the employees wards as on
01.10.2013 is given below
No. of Company's Vehicles :- 25
No. of Hired Vehicles :- 11
At the time of formation of the company only 15 School buses were
available.
CIL Scholarship
As per CIL Scholarship scheme employees wards are awarded scholarship
on merit basis. An amount of ` 19,22,460/- was provided under this head
during 2012-13 to 1508 students. During 1992-93 ` 1,34,000/- was the
scholarship amount for only 458 employees wards.

51
MEDICAL FACILITIES
Medical Facilities are being provided to the employees and their dependant
family members free of cost. Besides the facilities available in our company
where Patients requiring specialized treatment are also referred to National
level Hospital.
The status of Medical facilities available in MCL is indicated below:
Facilities Available
Description 1992 01.01.2014
Hospitals 04 07
Total No. of Beds 198 365
Ratio of Bed and employee 1:104 1:58
Total No. of Dispensaries 09 15
Total No. of Ambulance 21 37
Mobile Ambulance Van Nil 04
Trauma Care Ambulance Nil 03
Doctors(including Specialist ) 59 110
Ayurvedic Vaidya 1 2
i)Specialist --- 31
ii)GDMO(MS,Dy.MS,Sr.MO MO,
LMO )
--- 62
Para Medical Staff 93 226

52
Area Wise Break up Bed of Strength
Name of Hospitals Bed Strength
NSCH, Talcher 115
CH. IB Valley 150
RH, Talcher 18
Deulbera Hospital, Talcher 16
HRC Hospital, Orient Area 16
Anand Vihar Hospital, MCL HQ 12
BG Hospital 10
2 Bed in each Dispensary (in 14 Disp) 28
Total 365
CASES REFERRED TO SUPER – SPECIALITY HOSPITALS:
Year 2007-
08
2008-
09
2009-
10
2010-
11
2011-12 2012-13
No. of patients
referred
1854 2134 2371 2680 3364 4295
NURSING TRAINING SCHOOL
General Nursing and Midwifery Training School (GNMT
School) started functioning at NS Central Hospital, Talcher since October
1996 and is fully financed by MCL. The School startNursing Council,
Initially, the intake was 20 students, out of which 10 were from State Govt.
and 10 were from daughters of employees of MCL. The intake of 20 has
been increased to30. The selection is being done by the Director of Medical

53
Education and Training (DMET) Odisha, Bhubaneswar. All the students
passed out from this Institution have been employed by different State
Governments, Railways and some have also gone to abroad.
Nursing school at Central Hospital Ib-Valley is concerned; the construction
of Building and infrastructure has already been completed. The school has
started functioning from the academic session 2013-14.
Community Health Services
SL Name of the Programmes/ camps No. of camps Beneficiaries
05 Eye Camp 05 656
SPORTS, GAMES AND OTHER WELFARE FACILITIES:-
Keeping in view to induce team spirit and to develop sense of
fellow feeling amongst the employees different recreational activities are
being organised in the Company.
Different tournaments have been organised at the Area level
and the selected players were deputed to participate in the CIL Inter

54
Company tournaments. The MCL achievements in the CIL tournaments are
praiseworthy, especially in CIL Badminton tournament Sri Yudhistir Sahoo
of Hingula Area was No.2 in the Men’s event. Miss K. T. Das and Miss
Deepthy.P were Winner Runners-up in the Women’s category. The MCL
Team were group Runners-up in the just concluded CIL Inter Company
Body/Weight/Power Lifting Competition held at CIL, Hq. Kolkata.
Run for Excellence was organised on the occasion of Coal
India Foundation as well as Foundation Day of MCL. To cater to the
physical health of the employees Gym’s are also being set up in each
coalfield.
Sports Infrastructure Facilities
Items Position as on
03.04.1992
Position as on
01.01.2014
Play Ground 08 12
Stadium 01 02
Children Park 05 09
Recreation
Club
16 16
Golf Course Nil 04

55
Other Welfare Amenities
Banking Facilities
In order to induce saving habits among the workers and to disburse their
wages through Banks serious efforts have been made for getting Bank
Branches opened in all collieries /Units in MCL. There are 16 Nos. of Banks
branches 12 Nos. of extension counters functioning within the premises
of MCL all the payment are being made to the employees through these
Banks. ATM counters have been opened in MCL premises. In MCL 100 %
payment is made through Banks.
Canteen
As on 01.01.2014, 34 Nos. of canteens are available in MCL .These
canteens are being managed by respective managing committee. The No. of
Area-wise Canteen is furnished below:
Area No. of Canteen as
on 01.01.2014
Area No. of Canteen as
on 01.01.2014
1.IB Valley 03 8.Jagannath 03
2.Orient 04 9.Talcher 02
3.Lakhanpur 04 10.Bharatpur 04
4.Basundhara 02 11.CWS(X)TAL 01
5.MCL HQ 01 12.Lingraj 03
6.Hingula 05 13.CWS(X),IB.Valley 01
7.NSCH, Tal 01 Total: 34

56
Mahila Mandal
Mahila Mandal, a voluntary social organization consisting of Housewives of
MCL employees is doing pioneering work in the field of social service in
and around the Coalfields. It organizes cultural activities, renders voluntary
services at the time of Natural Calamity and other assistance in the form of
supplying Clothes, Books, Sewing Machines etc. to the needy persons. The
members of MCL Mahila Mandal had rendered remarkable services for
Cyclone affected people of Orissa in the past. The members of this Social
Organization have contributed RS 1.08 Lakhs to Prime Minister’s Relief
Fund for the victims of Tsunami affected people. This organization also
offers artificial limbs to Orthopedically differently abled persons. The
members of this organization actively participate in Pulse Polio
programmes. Mahila Mandal also organizes training for ladies in Tailoring.
Free food, Spectacles and Blankets are being distributed to the patients who
are operated in the eye camps being organized by MCL. Besides the said
activities the members also visit the Leprosy colonies and distribute Clothes,
food and other essential materials to the needy persons. In the summer
season they distribute Drinking water to the people on roadside by opening
Drinking water center.
Tree Plantation
With a view to control the environmental pollution arising out of heavy
dust, smokes etc., management has done massive plantation on OB,
inside the colony premises , Road side etc.
The plantation works are executed through Govt. agencies like OFDC,
CFRI etc that give a guarantee of minimum survival rate of 75%.

57
Yoga Camps
Yoga camps are being regularly organized in different Areas including
MCL HQ to eradicate stress and strain and to make the employees as well as
their family members physically and mentally fit.
MCL Employees Benevolent Fund Society
With a view to provide immediate relief to the dependent of member
employees in case of death of the employee whether it is accidental or
natural MCL Employees Benevolent Fund Society has been reintroduced
w.e.f. August 2002. Rs. 25,000/- immediate relief is being extended to the
dependent in case of death and permanent disablement of the member.
Pension
MCL has set an example in CIL to provide social security by way of
providing Pension payment order, payment of Gratuity Cheques and Refund
of CMPF claim on the day of Exit of the employees from the Service.
The number of pension cases settled during last three years is given as
under:-
Year No. of employees retired Pension Settled
2008-09 441 441
2009-10 414 414
2010-11 458 458
2011-12 488 488
2012-13 480 480
TOTAL 2282 2282

58
STATISTICAL DATA ON WELFARE MEASURES
Sl.
No.
Facilities As on As on
1992-93 01.01.2014
A Statutory
1 Canteen 22 34
2 Rest Shelter 21 21
a) Hospital 4 7
b) Dispensary 10 14
c) Ayurvedic Disp 2 2
d) Laboratory 07 9
e) X-Ray Unit 6 9
f) Beds 198 365
g) Ambulance 21 38
h) Specialist 25 31
i) GDMOs 45 79
j) Paramedical Staff 93 226
k Ayurvedic Vaidya 1 2
B Non-Statutory
1 Housing
i) Total no. of Houses 12,214 16832
ii) % Housing satisfaction 56.2% 75.88%
2 Water Supply
i) Population Covered 64,285 100000
ii) Water supply installed
capacity
5.82 MGD 15.70 MGD
iii % of satisfaction 100% 100%
3 Tree Plantation 4,42,000 99,936
4 Bank Branches 08 16

59
5 Extension Counter 10 12
6 Play Ground 8 12
7 Stadium 2 2
8 Children park 7 18
9 Officers Club 10 21
10 Workers Institute 11 19
11 Grant-in-aid to Privately
Managed School/ College
14,70,179.70 Rs 52,02,000/-
12 DAV Public Schools 11,00,000.00 Rs 15,51,16,910/-
13 OSME IGIT Rs 43,00,000.00
(Provisional)
14 Fully and Partly Aided Educational Institutions
a) Central Schools 2 Nil
b) DAV Public schools 1 9
c) Privately Managed schools 20 19
(including NK Mahavidyalaya)
d) Others(OSMEIGIT) 2 2
TOTAL 23 30

60
CHAPTER 6
ANALYSIS AND INTERPRETATION OF DATA
A descriptive survey has been carried out of 50 employees.
20 questions have been analyzed and interpreted as follows (using the
pie chart and bar diagram
1. Are you satisfied with your sanitation facilities ?
INTERPRETATION
The above pie -chart represent that 76% employees are
satisfied with their sanitation
not satisfied.
ANALYSIS AND INTERPRETATION OF DATA
survey has been carried out of 50 employees.
bar diagram)
Are you satisfied with your sanitation facilities ?
t represent that 76% employees are
anitation facilities and 24% employees are
t represent that 76% employees are
and 24% employees are
Yes
No

61
2. Do you think some change necessary in your canteen
facility?
INTERPRETATION
In this graphical representation, 83% employees are agree with
my question which about the some changes necessary in
canteen facility and 17% employees are not agree.
3. Do you think the
cool ,pure, and hygienic ?
INTERPRETATION
In the above graphical representation, 78% employees are telling
that the water which is provided is cool ,pure
22% employs are not.
Do you think some change necessary in your canteen
and 17% employees are not agree.
the drinking water which is provided
and hygienic ?
that the water which is provided is cool ,pure hygienic
22% employs are not.
Do you think some change necessary in your canteen
provided is
hygienic and
Yes
No
Yes
No

62
4. Whether the employees have been given
accommodation or house rent ?
INTERPRETATION
In the above dia-gram, 81% employees
or accommodation or house rent and 19% employees
5. Whether the housing facility up to the
INTERPRETATION
The above pie-chart represent that 63
the housing facilities and 37
Whether the employees have been given company’s quarter or
accommodation or house rent ?
gram, 81% employees have been given company’s quarter
n or house rent and 19% employees don’t have been given
5. Whether the housing facility up to the mark or standard ?
hart represent that 63% employees are satisfied with
using facilities and 37% employees are not satisfied.
company’s quarter or
have been given company’s quarter
don’t have been given.
mark or standard ?
% employees are satisfied with
Yes
No
Yes
No

63
6. Are you satisfied with the medical facility provi
company’s hospital?
INTERPRETATION
In the company, 82% employees are satisfied with their medical
facilities provided by the company’s hospital and 18% are not
satisfied.
7. If medical treatment is not possible in the company hospital
whether such cases ar
INTERPRETATION
This diagram represent that 75% of employees are agreed with the
question and 25% of employees are not.
. Are you satisfied with the medical facility provided in the
company’s hospital?
whether such cases are referred to specialized hospitals ?
question and 25% of employees are not.
ded in the
e referred to specialized hospitals ?
Yes
No
Yes
No

64
8. For employee’s children whether a fee in the school is
charged ?
INTERPRETATION
Some employee’s children are charged a fee in the school and
some are not. 77% employees are deposited a fee in the
school and 23% employees are not.
9. If the above answer is yes, then whether it is concessional for
the company’s employe
INTERPRETATION
In the graphical representation 73
agreed with this question and 27
employee’s children are charged a fee in the school and
school and 23% employees are not.
the company’s employee as compared to outsiders ?
e graphical representation 73% of employees are
d with this question and 27% of employees are not.
employee’s children are charged a fee in the school and
% of employees are
% of employees are not.
No
Yes
Yes
No

65
10. Are you satisfied with your present educational facilities ?
INTERPRETATION
The above diagram represents the present educational facilities. 78%
employees satisfy with their present educational facilities and 22%
employees are not.
11. Do you think the game and sports facility provided by the
company is enough ?
INTERPRETATION
Some employs are satisfied with the game sports facilities and
some are not. According to 67% employs,the game sports facilities
is enough and 33% employs, this is not enough.
enough ?
is enough and 33% employs, this is not enough.
Yes
No
Yes
No

66
12. Do you have any club for you and your family members ?
INTERPRETATION
In this representation, 66% employees have club for him/her
his/her family members and 44% employees don’t have any
club.
13. Whether your employees are actively participate in national
and international tournaments ?
INTERPRETATION
In above the chart, according to 68% employs, the employs of
company are actively participate in national
tournaments and 32% employs are not.
and international tournaments ?
are actively participate in national and international
tournaments and 32% employs are not.
and international
Yes
No
Yes
No

67
14. Are you satisfied with the safety equipment provided by the
company ?
INTERPRETATION
In the pie chart 78% of employees are agreed with the question
and 22% are not.
15. If the answer is yes then whether all expenditure is born by
the company ?
INTERPRETATION
In the graphical representation present that 81%
are agreed with the question and 19% are not.
In the graphical representation present that 81% of employees
are agreed with the question and 19% are not.
of employees
Yes
No
Yes
No

68
16.How do you feel with payment of bonus provided b the
company ?
INTERPRETATION
In the graphical representation present that 36% of executive
22% of non executive
system is very good, while 12% of executive 26% of non executive
employees are saying bonus payment system is good. But
non executive employees are saying bonus payment system is
poor.
17. Are you getting
accident ?
INTERPRETATION
In this pie chart represent that 82% of employees get
compensation and 18% of employees are not.
0
5
10
15
20
25
30
35
40
Executive Non Executive
22% of non executive employees are suggesting bonus payment
employees are saying bonus payment system is good. But
compensation in the case of the
compensation and 18% of employees are not.
Non Executive
employees are suggesting bonus payment
employees are saying bonus payment system is good. But 4% of
the
Very good
good
poor
Yes
No

69
18.What is your opinion on contributory provident fund pro
by the company ?
19.Do you think the numbers of employees appointed in your
welfare department are sufficient in number to handle it ?
0
5
10
15
20
25
30
35
40
Executive Non Executive
18.What is your opinion on contributory provident fund pro
Non Executive
18.What is your opinion on contributory provident fund provided
very good
good
poor
Yes
No

70
20.How you want to rate your welfare facilities ?
INTERPRETATION
After all the employees of MCL
with the welfare policy of the company although they expect some
changes and betterment in the welfare policy for them and their
family in latter period.
0
5
10
15
20
25
30
35
40
45
50
Average
the employees of MCL are showing that they are happy
family in latter period.
Good Excellent Outstanding
are showing that they are happy

71
CHAPTER 7
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 facility except the few.
 It was found that 76% of employees not satisfy with their
sanitation facilities.
 It was found that 83% of employees are not satisfy with their
canteen facilities.
 It was found that 82% of employees are satisfy with their
medical facilities.
hygienic water supply facilities.
accidental compensation facilities.
safety equipment provided by the company .

72
SUGGESTIONS
 Sanitation facility and infrastructure of the company must be
improved.
 Canteen facilities must be improved.
 Drinking water facilities may be ensured at every floor of
building.
 Provide house and accommodation to all employees.
 Sports, games, canteen facilities is not satisfactory for office
staff.
 Welfare facilities should be change with time to time and need
with more stress upon developing infrastructure standards of
world class for increasing employee engagement and job
satisfaction.
 A strategic training programme for new employees should be
provided as per utilisation and qualification for the growth of
the company.
 During celebration of festivals the current practices of collecting
money from employee should be abolished.
 More plantation of useful trees

73
CONCLUSIONS
It is concluded that above all the suggestions should be taken by the
management.
 Many employees are not satisfied with canteen facilities.
 Sports, game facilities is not efficient for employees and their
children.
RECOMMENDATION
 The management should take care of canteen facility.
 Employees of welfare departments must be well communicated
with others.
 Number of employees must increased in welfare departments
QUESTIONNAIRES
1.Are you satisfied with your sanitation facilities ?
a) Yes b) No
2.Do you think some change necessary in your canteen facility ?
a) Yes b) No
3.Do you think the drinking water which is provided is cool, pure, and
hygienic ?
a)Yes b) No
4.Whether the employees have been given company’s quarter or
accommodation or house rent ? a) Yes b) No
5.Whether the housing facility up to the mark or standard ?
a) Yes b) No

74
6.Are you satisfied with the medical facility provided in the
company’s hospital ?
a) Yes b) no
7.If medical treatment is not possible in the company hospital
whether such cases are referred to specialized hospitals ?
a) Yes b) No
8.For employee’s children whether a fee in the school is charged ?
a) Yes b) No
9.If the above answer is yes, then whether it is concessional for the
company’s employee as compared to outsiders ?
a) Yes b) No
10.Are you satisfied with your present educational facilities ?
a) Yes b) No
11.Do you think the game and sports facility provided by the
company is enough ?
a) Yes b) No
12.Do you have any club for you and your family members ? a) Yes
b) No
13.Whether your employees are actively participate in national and
international tournaments ?
a) Yes b) No
14.Are you satisfied with the safety equipment provided by the
company ?
a) Yes b) No

75
15.If the answer is yes then whether all expenditure is born by the
company ?
a) Yes b) No
16.How do you feel with payment of bonus provided by the company
?
a)very good b)good d)poor
17.Are you getting compensation in the case of the accident ?
a) Yes b) No
18.What is your opinion on contributory provident fund provided by
the company ?
a) very good b) good d) poor
19.Do you think the numbers of employees appointed in your welfare
department are sufficient in number to handle it ?
a) Yes b) No
a)average b)good c)excellent d)outstanding

76
BIBLIOGRAPHY
 K. Aswathapa, Human Resources and Personnel Management
 V S P RAO, Personnel Human Resources Management
 Employee Welfare booklet- Mahanadi Coalfields Limited
 Krishnaveni, R., (2009). “Human Resource Development”
 Saiyadain, Miza. S. (1988). “Human Resource Management”
 www.coalindia.com
 www.slideshare.net
 www.wikipedia.com

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