Welfares measures

INTRODUCTION

Labour Welfare is an important fact of industrial relations, the extra

dimension, giving satisfaction to the workers in a way which even a good wage
cannot. With the growth of industrialization and mechanization, it has acquired
added importance. Employers need an added stimulus to keep body and soul
together. Employers have also realized the importance of their role in providing
these extra amenities. And yet, they are not always able to fulfill workers demand
however reasonable they might be. They are primarily concerned with the viability
of the enterprise. Labour welfare though it has been proved to contribute to
efficiency in production, is expensive. Each employer depending on his priorities
gives varying degrees of importance to labour welfare. The committee on Labour
Welfare (CLW), formed in 1969 to review the labour welfare scheme, described it
as social security measures that contribute to improve the conditions under which
workers are employed in India.
Welfare means faring or doing well, it is a comprehensive term,
and refers, to the physical, mental, moral and emotional well-being of an
individual. Further the term Welfare is relative concept, relative in time and space.
It therefore, varies from time to time, from region and from country to country,
Labour welfare, also referred to as betterment work for employees, relates to
taking care of the well-being of works by employers, trade unions, and
governmental and non-governmental agencies. It is rather difficult to define the
term labour welfare precisely because of the relativity of the concept reported the
royal commission on the labour.

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In a resolution in 1947, the ILO defined Labour Welfare as “Such

services, Facilities, and Amenities as adequate Canteens, Rest and recreation
facilities, arrangement for travel to and from work, and for the accommodation of
workers employed to a distance from their houses, and such other services,
amenities and facilities as contributed to improve the conditions under which
workers are employed.
However, the ILO at its Asian regional conference defined Labour
Welfare as a term which is understood to include such services, facilities and
amenities as may be established in or in the vicinity of undertakings to enable the
persons employed in them with amenities conductive to good health and high
model. Labour welfare has two aspects negative and positive. On the negative side
labour welfare is concerned with counteracting the baneful effects of the large
scale industrial systems of production especially capitalistic, so far as India is
concerned on the personal/family, and social life of the worker. On its positive
side, kit deals with the provision of opportunities for the workers and he/her family
for a good life as understood in its most comprehensive sense.

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COMPANY PROFILE

MAIN HIGHLIGHT

The Dredging Corporation of India Limited (DCI) was established in

the year 1976 to provide dredging services to the Major ports of the country in
India. DCI is a pioneer origination in the field of dredging and maritime
development. DCI is fully equipped to offer the complete range of dredging and
allied services to the users in India and abroad, to provide the vital inputs for the
national development. Its Head Office is strategically situated on the east coast of
India at Visakhapatnam; DCI helps to ensure continuous availability of the desired
depth in the shipping channels of the major and minor ports, Indian Navy, Fishing
Harbors and other maritime organizations. It further serves the Nation in a variety
of ways, be it capital dredging for creation of new harbors, deepening of existing
harbors or maintenance dredging for the upkeep of the required depth at various
ports along the 7,500kms coast line of India.

DCI owns most modern and sophisticated fleet consisting of 2 Cutter

Suction Dredgers and 10 Trailer Suction Dredgers.

DCI is an M.O.U. signing company with Government of India.

DCI is a schedule B & a MINI RATNA-CATEGORY-I Public Sector Enterprise.

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DCI is one among the Public Sector Undertaking of India in which

the Government has disinvested it’s share holding. The share of the company is
listed at Delhi, Mumbai, Calcutta & National Stock Exchanges.

Profile of the Dredging Corporation of India Limited:

The economic growth of a country depends upon the utilization of

natural resources. The exports are strengthening the country. These exports are
made from one country to another country by air, sea, land. India is covered with
three sides by sea and therefore exports can be made by sea. The major and minor
ports of India will take up export activities or Import activities, only when the
coastal area facilitates the arrival of ships, and maintenance of the depth of the port
area is possible only by Dredging. So, the main objective of the Dredging
corporation of India is to see that the depth of the coastal area is maintained,
thereby facilitating the export of our country.

Dredging Corporation of India started its functioning from 29th April,

1976 with the objective of offering full time services of capital as well as
maintainence and inland dredging. With the liberalization of economy, the
company is facing competition from the Dutch and Belgium dredging companies
and this is expected to increase in the years to come.

Dredging Corporation of India presently consists of sophisticated

dredgers which fulfill the needs of the changing times and the competitor’s
situation. Dredging Corporation of India improved a lot in the area of dredging
capacity. Dredging Corporation of India successfully completed various projects at
major and minor ports as well as for the navy and the shipyards. Dredging
Corporation of India has undertaken the projects like establishing inland
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waterways, maintenance of depths in the shipping channels of the ports and also
undertakes the projects to establish waterways.

The head office of Dredging Corporation of India is strategically located

on the eastern sea board of India at Visakhapatnam. Dredging Corporation of India
helps to ensure continues availability of the desired depths in the shipping channels
of the major and minor ports, Indian navy, Fishing harbours and other maritime
organizations. The horizons of dredging activities are fast expanding worldwide
and its services are increasing in demand and put to use in the area of environment
protection, tourism, flood control, irrigation, power generation, port development,
mining, reclamation, lying of odd-shore pipelines and so on.

The governments of India setup the central dredging organization

(CDO) in 1966 by acquisition of two small dredgers, with the main objective
offering dredging assistance to minor ports. In 1971, two large and sophisticated
dredgers were acquired cater to the capital dredging requirement of major ports.
Further expansion was sanctioned in 1973.

The ministry of shipping and transport was operating the dredging and
other floating crafts held by the CDO. The company experienced difficult in the
operation of their dredger. Hence, the government of India has the entrusted the
work of operation of dredging and other crafts of the shipping corporation of India
(SCI) on agency basis. The growth on the size of full and tremendous increase in
SCI’s own operating made it necessary for the government to review their existing
arrangements to evolve a sound organization.

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Formation of Dredging Corporation of India:

Date of Incorporation – 29th April, 1976

Paid Up Capital – Rs 28 Crores

Date of Commercial operation – 1st April, 1977

Mission:

To Provide Integrated dredging and related marine services for promoting the
country’s national and international maritime trade, beach nourishment,
reclamation, inland dredging, environment protection and ultimately to become a
global player, in the field of dredging.

Objectives of Dredging Corporation of India Limited:

The main objectives of Dredging Corporation of India are to obtain self-

sufficiency in the fields of dredging throughout the country and to meet the capital
and maintainence dredging needs of the ports.

These objectives are divided into two types:

1. Macro Objectives :

 The Dredging Corporation of India will conduct business to achieve

self-reliance and self sufficiency in the filed of dredging, land
reclamation, storage, marine salvage etc.

 To promote technical co-operating among development countries.

 To render consultancy services in the field of dredging and other

related marine serviced.As a public sector enterprise, the corporation
would serve national interest while discharging its responsibilities.

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2. Micro Objective:

 To meet the dredging requirements of the ports, Indian Navy etc.,

Dredging Corporation of India has to acquire additional dredging
equipments.

 To establish the second corporate management practices with a

suitable corporate structure to meet the present and future needs of
the corporation of with long range planning in all its functional levels
and development programs.

 To become a model employer by providing good working

conditions, better management development and training programs
and providing better amenities to the employees with aim of
maintaining harmonious industrial relations.

 To improve its productivity by optimum utilization of resources,

which improves technology and by reducing costs with cost
substitution etc.

DCI – Towards a Bright Future:

In order to meet the increasing demands of the future, DCI has ambitious
plans to procure more Trailer suction hopper dredgers and cutter suction dredgers
to increase its dredging capacity and to upgrade its existing fleet as well as expand
its services in India and started.

With a dedicated team of Professionally qualifies and experienced personal, who

constitute the backbone of the organization, DCI is fully geared it meet the any

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kind of dredging challenges in the time to come and is confidently looking forward
for a bright future.

List of DCI Offices

 Visakhapatnam head office

 New Delhi Regd office

 Chennai(MNOI) project office

 Mumbai project office

 Paradip project office

 Kolkata project office

 Visakhapatnam project office

 Kochi project office

 Mangalore project office

 Haldia project office

 Nagapattinam project office

 Rameswaram project office

Activities Performed by DCI:

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DCI – Achieving success internationally With a wide range of facilities

and resources at its command, supported by an adequate complement of
infrastructural facilities and dependable base of know-how, DCI meets the
dredging challenges not only in India but also in other countries.

In 1997, DCI was awarded a US $ 10 million contract for the

management of Yanbu construction port on the Red Sea, 350 KM. North west of
Jeddah, kingdom of Saudi Arabia, for three years.DCI services include pilot age,
tugging, Berthing, un-berthing and mooring of ocean going cargo ships,
supervision of cargo handling operations, maintenanace and upkeep of port
facilities and establishment of services. In addition to this, DCI has efficiently
performed stevedoring services yanbu construction support port during 1981 to
1983. During the period 2001 to 2002 DCI executed shore pumping and
reclamation works at TaichTung Harbour, Taichung Tiawan.

DCI has also been receiving enquiries for dredging in the middle and
south east. Departmentalization and its functions: In the head office of DCI
Limited at Visakhapatnam they are six departments and they are:-

1. Operation Department

2. Marketing Department

3. Technical Department

4. Finance Department

5. Human Resource Department

6. Vigilance department

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Operational Department:
This department Monitors and supervises the project units, interests with clients
and operations department at the Headquarters. Moreover in case of any
requirements deviating from those in contract efforts are made to resolve at project
level and appraise the operation department.

Marketing Department:

This department is responsible for the market stability and potential, both India
market and International markets are responsible till secure the work orders.

Technical Department:
This department is responsible for the following purposes
a) Repairs, Maintenance and defects dredgers and auxiliary crafts and
equipments and fleet modifications.

b) Purchases, Storage, Transport and control Spares and stores and inventory
control of spare parts.

c) Development and fuel and Lubrication.

d) Inspection of plant and equipment and certification.

e) Technical support for project units and identification of reliable workshops.

Finance Department:

This department is responsible for the following purposes.

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a) Development and maintenance of accounting policies, Internal and external

financial policy and control system.

b) Financial analysis and contract view and report to Board of Directors and
Govt. of India.

c) Personal and financial accounts.

d) Internal financial and co-ordination with external auditing authorities.

Human Resource Department:

This department is responsible for the following purposes:

a) Manpower planning

b) Recruitment and Training.

c) Job Analysis, Evaluation maiatenace, Performance Evaluation, and

organizational support services.

d) For facilitating speedy and effective decision, the organization has a

management information system division whose functions are :

i) Data acquisition, evaluation and reporting to the concerned

departments and chief executive.

ii) Appraisal for project and Dredge performance.

iii) System engineering and automation ion board dredgers.

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Vigilance Department:

The department conducts inspections and supervises, checks at the head office and
the project offices. Depending on the outcome of the inspections, suggestions for
the system improvements were made to the concerned departments and punitive
actions are initialized against officers who misconduct. Orientation training
programs were conducted for the executives on vigilance related matters.

DEFINITION OF THE STUDY

This project is intended to determine the whether employees are really satisfied
with welfare measure, expectationof employees about welfare, work environment
of employees of the organization.

In this project the researcher to know the labour welfare measures and to study
various dimensions of employee welfare measures as perceived by the worker and
to the perception of the respondents regarding various welfare measuresprovided
to them and to suggest suitable measures to enhance HRD interventions used to
improve welfare facilities.

PURPOSE OF THE STUDY

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• To know how welfare measure system are being conducted in the DCI.

• To know about the welfare facilities being provided to the employees in

DCI.

• To know the level of satisfaction of the employees in the

organization.

• To know the functions of the organization how they really

functioning about the policy for better results.

Scope and objectives

The study is carried out with following objectives:

1) To study the existing welfare measures in India as per the Factories Act.

2) To probe into the employee welfare measures and services provided by

DCI.

3) To study employees satisfaction towards welfare facilities provided by

DCI.

4) To offer suggestions on the basis of result of the empirical study in order

to improve the welfare measures in DCI.

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LABOUR WELFARE

INTRODUCTION:

Employee or labour welfare 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
economic rewards available to employees as per the legal provisions. According to
Dr.Parandikar, “Labour welfare work is work for improving the health, safety and
general well being and the industrial efficiency of the workers beyond the
minimum standard laid down by labour legislation”. Welfare measures may also
be provided by government, trade unions and non-government agencies in addition
to the employer. The basic purpose of labour welfare is to enrich the life of
employees and keep them happy and contented. Welfare measures may be both

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statutory and voluntary. Labour laws require the employer to extend certain
benefits to employees in addition to wages. Voluntary benefits are the result of
employer’s generosity, enlightenment and philanthropic feelings.

Importance of Labour Welfare Measures:

The significance of Welfare measures was accepted as early as 1931,

when the royal Commission on labour stated: The benefits are of great importance
to the worker which he is unable to secure by himself. The schemes of labour
welfare may be regarded as a wise investment because these would bring a
profitable return in the form of greater efficiency.

The working environment in factory adversely affects the health of

employees because of excessive heat or cold, noise, fumes, dust and lack of
sanitation and pure air. Such oppressive condition create health problem for
workers. These have to be contained through preventive steps aimed at improving
the lot of workers.

A Second reason in favour of welfare work is called the ‘Social

invasion of the factory’. Workers face lots of adjustment problems when they take
up factory work. The congested environs, noisy machines, slum areas, monotonous
jobs impact the psyche of ruralities who come to cities in search of jobs. To escape
from such trying conditions, the worker absent himself, becomes irregular and
shows signs of indiscipline. Such changes - known as the social invasion of the
factory - call for extra inducements in the workplace in addition to normal wages,
so that the worker begins to enjoy a fuller and richer life.

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Another social reason pointed out by the labour investigation

committee reads thus: “the provision of canteens improves the physique;
entertainment reduces the incidence of vices; medical aid, maternity and child
welfare services improve the health of the workers and bring down the rates of
general, maternal and infantile mortality; and educational facilities increase their
mental efficiency and economic productivity”.

DEFINITION

“ LABOUR WELFARE refers to all those efforts of employers, trade unions,

Voluntary organisations and governmental agencies which help employees feel
better and perform better”

“LABOUR WELFARE is a term which must necessarily be elastic, bearing a

somewhat different interpretation in one country from another, according to the
different social customs, the degree of industralisation and educational level of the
workers”

The Labour Investigation committee (1944-46) includes under labour welfare

activities "anything done for the intellectual, physical, moral and economic
betterment of the workers, whether by employers, by government or by other

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agencies, over and above what is laid down by law or what is normally expected as
per of the contractual benefits for which the workers may have bargained."

Purpose of Labour Welfare Measures:

• Enables workers to have a richer and more satisfying life.

• Raises the standard of living of the workers by indirectly reducing the

burden on their pocker. Welfare Measures will improve the physical and
psychological health of employees, which in turn, will enhance their
efficiency and productivity.

• Absorbs the shocks injected by industrialization and urbanization on

workers.

• Promotes a sense of belonging among workers, preventing them from

resorting to unhealthy practices like absenteeism, labour turnover, strike,
etc. Welfare work makes the service in mills more attractive to workers. It
improves the relation between employers and employees. “It promotes a
real change of heart and change of outlook on the part of both the employers
and employees”.

• Prevents social evils like drinking, gambling, prostitution, etc., by improving

the material, social and cultural conditions of work. Congenial environment
as a result of welfare measures will act as a deterrent against such social
evils.

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Labour Welfare Officer:The Factories Act, 1948 the plantation Labour Act, 1951
and the Mines Act, 1951 provide for the appointment of a Labour Welfare Officer
if the number of works employed within a unit exceeds 500. The post has been
created specifically to :

 Eliminate the malpractices of jobber system in the recruitment of labour.

 Improve labour administration in factories.

 Serve as liaison with the state labour commissioner.

The Labour Welfare Officer was also expected to discharge the

functions of a policeman, with respect to law and order situation within an
organization. In each case the respective state governments may prescribe duties,
qualification and conditions of service of such officers.

The Labour Welfare Officer Should possess a university degree,

degree or diploma in social service/social work from a recognized intuition and
adequate knowledge of local Language of the area where the factory is situated.

THEORIES OF LABOUR WELFARE

The form of labor 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.

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Seven theories constituting the conceptual frame work of labour welfare

activities are the following:-

• The Police Theory: This is based on the contention that a minimum standard
of welfare is necessary for labours. Here the assumption is that without
policing, that is, without compulsion, employers do not provide even the
minimum facilities for workers. Apparently, this theory assumes that man is
selfish and self centered and always tries to achieve his own ends, even at the
cost of the welfare of others. According to this theory, owners and managers
of industrial undertakings get many opportunities for exploitation of labour.
Hence, the state has to intervene to provide minimum standard of welfare to
the working class.

• The Religious Theory: This is based on the concept that man is essentially
"a religious animal." Even today, many acts of man are related to religious
sentiments and beliefs. These religious feelings sometimes prompt an
employer to take up welfare activities in the expectation of future
emancipation either in this life or after it.

• The Philanthropic Theory: This theory is based on man's love for mankind.
Philanthropy means "Loving mankind." Man is believed to have an
instinctive urge by which he strives to remove the suffering of others and
promote their well-being. In fact, the labour welfare movement began in the
early years of the industrial revolution with the support of philanthropists.

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• The Trusteeship Theory: This is also called the Paternalistic Theory of

Labour 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 himself, 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 Placating Theory: This theory is based on the fact that the labour
groups are becoming demanding and militant and are more conscious of their
rights and privileges than ever before. Their demand for higher wages and
better standards of living cannot be ignored. According to this theory, timely
and periodical acts of labour welfare can appease the workers. They are some
kind of pacifiers which come with a friendly gesture.

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

• The Functional Theory: This is also called the Efficiency Theory.

Here, welfare work is used as a means to secure, preserve and develop the
efficiency and productivity of labour, It is obvious that if an employer takes
good care of his workers, they will tend to become more efficient and will
thereby step up production. This theory is a reflection of contemporary
support for labour welfare. It can work well if both the parties have an

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identical aim in view; that is, higher production through better welfare. And
this will encourage labour's partcipation in welfare programmes.

The duties and responsibilities of a Labour Welfare Officer may be

summarize as:

• Advisory:

He can advise and suggest the formulation of company labour policies;

Promote training programmes, promote welfare scheme; secure housing,
recreational and educational facilities for workers, etc.

• Service oriented:

He can offer help to workers in solving family and personal problems in

adjusting to work environment, in understanding their rights and privileges,
in forwarding application for leave, etc. He can offer help to management by
making workers understand various problems.

• Supervisory:

He can supervise, inspect and regulate welfare, health and safety

programmes, working of joint committees and paid vacations.

• Functional:

He can oversee the implementation of labour laws for the benefit of

workers.

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• Policing:

He can forward workers grievances to management, can influence industrial

relations climate when disputes arise, can restrain workers and management
from resorting to illegal strikes and lock-outs.

• Mediation: He can mediate and build harmony between labour and

management, secure speedy redressal of workers grievance, settle disputes
through persuasive efforts, maintain a neutral stance during strikes and
lockouts and thereby help in resoling troubling issues peacefully.

WELFARE MEASURES IN DCI LTD

Medical Attendance Rules:

1) Short title:

2) These rules are called ‘Dredging Corporation of India Limited Medical

Attendance Rules’.

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3) Commencent:

These rules will come into force with effect from 01.01.1980

4) Applicability:

These rules will apply to all shore based employees of the dredging
corporation of India including those under contract or agreement or on
deputation from government or other autonomous bodies to the extent
specified members of their families.

5) Dredging Corporation rights to AMED, cancels the rules:

The Dredging Corporation reserves the rights to add, modify, cancel or

amend all or any of these rules or to frame any supplemental rules, as may
be found necessary from time to time.

6) Common terms used:

In these rules unless is anything repugnant in the subject or context, the

following terms are used in the sense here in explained.

a) “Authorized Medical Attendant” (AMA) means by registered medical

practitioner in the employment of State/Central government/Local body,
and any other registered Medical Practitioner, who is

(i) a graduate in case of allopathic system of medicine

(ii) a qualified doctor in homeopathy/ayurvedic system of medicine and

who has been placed on panel by the Dredging Corporation of India with
the approved of the chairman-cum managing Director.

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b) “Specialist” means a medical officer of the status of a civil surgeon in

government hospitals or those kept in the panel of Dredging Corporation
of India and having post-graduate degree in any of the specialized
branches of medicine and classified as such.

c) “Employee” means all shore based employees of the DCI including

those on probation.

d) “Family” means and including wife or husband of the case may be and
dependent parents, children including step and legally adopted children.

e) “Medical attendance” means attendance:

i) At the consulting room/clinic of the authorized medical attendant.

ii) At the residence of the patient.

iii) At the out-patient department of a government hospital/Private

nursing home.

iv) As an in-patient in a government hospital/private nursing home.

v) Shall include pathological, radiological another methods of

diagnoses as are considered necessary by the authorized medical
attendant.

f) “Treatment” means the use of all medical and surgical facilities

essential for recovery or for prevention of deterioration in the condition
of the patient.

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g) “Pay” means basic pay drawn by the employee at the time of treatment
and does not include pension and pensioner equivalent of retiring
benefits in the cases of re-employee persons.

h) “Controlling officer” for purposes of these rules, when ever the

expression occurs, is the (M.L) for heads of the departments and in other
cases general Manager (P&A) or and officer authorized specifically for
purposes by C.M.D or the head of office in the case of other office of
DCI.

7) Medical Attendance and treatment for the employees:

The employees and their families are entailed to receive medical attendance
from any of the authorized medical attendant/specialist at the cost of the
corporation to the extent here in after enumerated.

8) Reimbursement of medical expenses:An employee shall be reimbursed

medical expenses for medical consultation / examination cost of medicines
and other medical services as follows.

Consultation Fee - The consultation fee will be regulated subject to limits

indicated as follows:

Category of Employees Category of doctor acting as Consultation Fee

A.M
First Second

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1) Employees in the Authorized Medical 150/- 100/-

scale of Rs 6500- Attendant of the rank of civil
11350 & above surgeon specialist
(executives)
2) Employees in the Authorized medical 150/- 100/-
scale of Rs 6000- attendant of the rank of civil
11560 & below surgeon
(non-executives)
3) -do- Specialist referred by the 50/- 30/-
AMA

Reimbursement of cost of medicines:

The medicines purchased by an employee from authorized medical shops as

approved by the corporation on the basis of advice from AMA the cost of
medicines will be reimbursed at actual on purchased of cash vouchers.

Reimbursement of hospitalization & operation charges:

All the employees and members of their families requiring treatment by
hospitalization may be admitted in any government hospital or private nursing
homes placed on the panel of the dredging corporation. The hospitalization charges

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will be reimbursed at actual in the case of government hospitals and in respect of

private nursing homes as per the limits prescribed here under.

Pay Range Entitlement Any Govt Any Private

in Govt hospital in India Nursing home
hospital including
AIIMS,NEW
DELHI & P.G.I
Chandigarh
Non Executive Sharing Actual Not exceeding Rs
Employee Room 300/- per day

NE 1 – NE 2
Non Executive Private Room Actual Not exceeding Rs
Employee 450/- per day

NE 3 – NE 6
Executive Employee Private Room Actual Not exceeding Rs
450/- per day
E1
Executive Employee Private Room Actual Not exceeding Rs
a\c 800/- per day
E2–E6
Changes for operations are reimbursable at actual in respect of
government hospitals and in respect of private hospitals the changes will be
reimbursable at actual subject to a maximum of Rs 200 in case of minor operations
and at actual for radical/super specialty operations.

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Purchase of Medicines:

Reimbursement of cost of imposed life saving drugs. In cases where the

authorized medical attendant considers that all possible medicines/ drugs available
in India have been tried but have proved ineffective and the prescription of
imported life saving drugs in essential for life of the patient, he may prescribe the
drugs on the prescription itself and the patient directed to procure the life saving
drugs either by placing orders directly from the foreign forms or otherwise.

2) Leave Travel Concession rules:

Applicability:

The concession is admissible to all the shore based employees of the

dredging corporation other than daily paid employees, who have completed on
year of continues service of corporation.

Declaration of Home Towns: Employee shall make a declaration of his

“Home Town” within six months from the date of commencement of the rules.
Every new entrant to the dredging corporation service shall make a declaration as
to his home town before expire of six month from the date of his entry onto
corporation’s service.

The declaration made by an employee shall be subjected in each case to

the acceptance by the competent authority who shall satisfy himself about the
correctness there of after calling for such evidence as he may consider necessary.

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A declaration of “Home Town” once made shall ordinarily be treated as

final but in exceptional circumstances, the competent authority may authorize a
change in such declaration only once.

Leave Travel Concession in combination with transfer or tour:

Where an employee going to home town on regular leave proceeds there

from on transfer to the new head quarters, he may be allowed as his minimum
entitlement, transfer travelling allowances admissible under the regulations. He
may be allowed, in addition, leave travel concessions under the regulation to the
extent the distance from old Headquarters to home town and from home town to
the new Headquarters exceeds to the total distance for which travelling allowances
is admissible.

3) Provision of Safety Shoes, Hand Gloves & Ceiling Limits:

S.No Name of the posts Items to be purchased Duration of supply and

approx cost per head
1. Supervisor (Elect) One pair of safety Not exceeding Rs 650
shoes once in a period of two
Jr.Tech (Elect)
years
Two pair of hand
gloves
2. Sr.Tech (EDP) BATA Make Rs 180 per pair
Mocassino

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Data Entry Operator Shoes

Working Uniforms and Ceiling Limits:

S.No Category of Employees Type Uniform Details of no Ceiling Limit

& Periodicity
of uniform

1) Selection Grand messengers White terri-cotton uniform & 2 Pair p.a Rs 1400 p.a
senior staff car drivers/handy black shoe
1 Pair p.a
men

2) Jr/Sr.Tech Marine Blue terri-cotton uniform 2 Pair p.a Rs 1400 p.a

& black shoe
1 Pair p.a

3) Sweeper Marine blue uniform(cotton) 2 Pair p.a Rs 750 p.a

shoe
1 Pair p.a

4) Tech office, operating officer, Cotton Boiler suit & non skid 2 Pair p.a Rs 1400 p.a
Tech officer(IV), Asst Tech shoe
1 Pair p.a
officer(IV), Sr Tech (Cr
ops)

5) Operating officer(IV), Asst Cotton Boiler suit non skid shoes 1 Pair p.a Rs 1400 p.a
Operating officer(IV)

6) Sr Tech(Pipeline ops) Blue cotton uniform & shoe & 2 Pair p.a Rs 1400 p.a
cap
Jr.Tec(pipeline ops) 1 Pair p.a

7) Asst Manager(Diving) Cotton blue boiler suits & safety 2 Pair p.a Rs 1400 p.a

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 Welfares measures

shoes 1 Pair p.a

Sr Tech (Diving)

8) Supervisor(Elect) Terri cotton sky blue shirt & pant 2 Pair p.a Rs 1400 p.a
& black shoe
Sr.Tech(Elect) 1 Pair p.a

4) Incentives for Small Family Norms

Applicability:

All the regular employees are eligible for grant of cash award,
special casual leave and special increment. However, employees who are on
probation and appointed on casual/temporary bases, only eligible for special
casual leave.

Cash Award:

Employees having 3 children accept the terminal method of family

planning eligible for grant cash award of Rs 120.

Similarly, employees having more than 3 children accept the

terminal method of family planning are eligible for grant of cash award of
Rs 100.

Grant of Special Casual leave:

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 Welfares measures

Keeping in view the guidelines and the instruction of government

of India on the above subject, the following classifications are here by
issued for information and guidance of all concerned for purpose of
regulating grant of special casual leave to the employee of Dredging
Corporation of India for undergoing family planning operations.

For Male Employees:

Male employees of the corporation who under go sterilization

operation may be granted special casual leave for a period of six days.

For Female Employees:

Female employees of the corporation, who undergo non-puerperal

tubectomy operation, may be granted special casual leave for a period not
exceeding 14 days.

Grant of special increment:

For grant of special increment after undergoing sterilization

operations employees are required to submit to medical certificate.
Employees having 3 children accept terminal method of family planning are
only eligible for grant of special increment.

5) Reimbursement of canteen expenses:

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 Welfares measures

The matter relating to the imbursement of canteen expenses has

been discussed to the local union and the DCI officers association and it has
been decide to dispense with the existing system if canteen subsidy, by
selling canteens coupons by the management and in lieu to pay a
consolidated amount of Rs 50 per month towards reimbursement of
expenses for coffee/ Tea/snacks etc, to all employees working at head office
on self certification.

The Canteen contractor will continue to supply Coffee/Tea in the

floors at 11:00 hrs and 15:00 hrs and during the lunch time between 13:15
hrs and 13:45 hrs.

6) Personal Accident Policy Scheme:

All the shore based employees of DCI have been covered under a
personal accident policy issued by m/s United Insurance Company Limited,
Visakhapatnam.

The Policy provides for Payment of 42 times of the respective

basic pay against death loss of sight and permanent total/partial disability
due to any accident whilst they are in service in India or Abroad.

The following measures should be taken when any claim arise

under the policy, and forward the documents to the undersigned.

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 Welfares measures

Written notice with full particular regarding the happening of any

events which may rise to claim under this policy. Written notice for death
must, unless reasonable cause is shown, be so given before internment
cremation and in any case within one calendar month after death.
Satisfactory proof viz, post- mortem certificate in the even of death,
Doctor’s Certificate in respect of any claim for permanent total or partial
disablement loss of sight.

7) Rules of Group Insurance Scheme:

a) Eligibility:
The employee of the Dredging Corporation of India Limited who
are within the following category shall be eligible to join the scheme.

b) Evidence of Age:

The Dredging Corporation of India Limited shall arrange

to submit to the life Insurance Corporation evidence of age in respect of
each member at the time of entry into the scheme.

c) Premiums:

The Dredging Corporation of India shall pay to the Life

Insurance Corporation in respect of each member on the entry date and
relevant annual renewal dates such premiums as are required to secure
benefits under the assurance affected on his life in accordance with these
rules.

d) Rates of Premium and Condition of assurance:

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 Welfares measures

The rates of premium and conditions of assurance under which

the corporation is prepared arranged the schemes shall be subjected to an
agreement between the Dredging Corporation of India and the life
insurance corporation. The condition of assurance and the rates of
premium may be modified by the corporation an any annual Renewal
date subject to 3 months notice being given to the company (DCI).

e) Refund of Premium or Leaving service:

If the member leaves the service of the company the assurance

effected in respect of him will terminate and the Life Insurance
Corporation will refund to the company proportionate premium relating
to the unexpired period for which the premium is paid.

f) Benefits on death whilst in service:

Upon the death of the member whilst in service, the sum

assured under the Assurance shall become payable to the company for
the benefits of the nominee.

8) Group Savings Linked Insurance Scheme (GSLI):

1) Life Insurance Corporation of India (LIC) has introduces group savings

Linked Insurance Scheme for the benefits of the employees working in
public sectors undertakings.

2) The Salient features of the scheme as offered by the LIC to DCI are
indicated below:

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 Welfares measures

The scheme provides for twin benefits of:

a) Insurance Cover to help the family members of the employees in the

vent of unfortunate death of the employees while in service.

b) A lump sum payment to augment the resource of the employees on

retirement.

The employees are grouped in 4 categories. The classification of the employee

is as indicated here under:

Category Designation Sum assured in Sum assured in case Premium Premium

case of natural of death due to monthly Annual
death accident
(Rs) (Rs)
(Rs) (Rs)

1 Dy Manager & 1,20,000 2,40,000 200 90

above

2 Sr Asst & above 90,000 1,80,000 150 67.50

3 Up to level of 60,000 1,20,000 60 45.00

Ass managers
4 Other 30,000 60,000 30 22.50
employees
drivers,
messengers etc.

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9) Employees Provident Fund Rules:

1. These rules shall be called the Dredging Corporation of India Limited

employees Contributory Provident fund rules.

2. Establishment Fund:

The fund shall be deemed by these rules or by such rules as

shall for the time being the force and shall be interpreted by the Trustees
whose decision shall be final and binding. If there should arise any
dispute between the Trustees and a member of the fund regarding
interpretation of any of these rules, the matter shall be referred to the
regional provident fund commission concerned for this decision which
shall be final and binding upon both the parties.

3. Every Employee employed in or in connection with the work of the

corporation other than an excluded employee shall be entitled and
required to become a member of the fund.

4. Contribution:

a) The Contribution payable by the corporation under the scheme shall

be at the rate of 10% of the pay.

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 Welfares measures

b) The Contribution payable by the employee under the scheme shall be

equal to the contribution payable by the corporation n respect of such
employee.

c) The Contribution shall be calculated on the basis of the pay actually

drawn during the whole month whether paid on daily, weekly,
fortnightly, monthly basis.

5. Corporation’s contribution:

a) Shore Staff:

The Corporation contribution for a member shall be equal to

member’s compulsory contribution but subject to a maximum of 10%
of basis pay plus dearness allowance.

b) Floating Staff:

In the Case of floating staff the Corporation contribution shall be

equal to the member’s compulsory contribution subject to a maximum
as mentioned. Each contribution shall be calculated to the nearest
quarter of a rupee 12.5 paise or more to be counted as next higher
quarter of Rupee.

6. Payment on Cessation of membership:

A member of the fund shall continue to be member until he withdraws

the amount standing to his credit in the fund.

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 Welfares measures

a) On Discharge due to reduction in Establishment or in termination of

Service through ill-Health:

A member may withdraw the full amount standing to his credit in the fund

i) On Retirement from service after attaining the age of 55 years.

ii) On a member suffering from Tuberculosis or Leprosy even if contracted

after leaving the service of the corporation on grounds of illness but before
payment has been authorized.

iii) Immediately before migration from India for permanent settlement

abroad.

b) Voluntary resignation or Retirement:

On the Voluntary resignation or retirement of any member from the

service of the corporation with its written consent and without existence
of any cause justifying his dismissal the trustiness shall pay him the
aggregate amount contributed by him an accretions there on and also not
less such part of the balance thereafter standing to the credits of his
account as on the date of his resignation or retirement being the
corporation contribution and accretion there to which he may be entitled
in proportion to the length of his service.

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 Welfares measures

• For Shore Staff:

Length of Service Proportion of Corporation

(No of years Completed) Contribution Payable
1 year 25%
2 year 25%
3 year 50%
4 year 50%
5 year 75%
6 year 75%
7 year 75%
8 year 80%
9 year 90%
10 year 100%

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 Welfares measures

• For Floating Staff:

Length of Service Proportion of Corporation

(No of years Completed) Contribution Payable
Member of Less than 2 ½ 25%
year continues service.
Member if 2 ½ year and less 50%
than fine years continues
service
Member of 5 years and less 75%
than six years continues
service
Member of above six years 100%
continues service

9) Employees Gratuity Scheme:

1. Eligibility:

a) The employees who satisfy the following shall be eligible for

membership in the scheme. All regular employees who on the
entry dated aged not less than 18 years and not more than 58 years
in the case of shored based employees and not more than 60 years
in the case of floating category employees.

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 Welfares measures

b) No member shall be withdrawn from the scheme while he is still

on eligible employee in the service of the employer.

2. Evidence of Age:

Evidence of age every eligible employee satisfactory to the

company shall be furnished before he is admitted to the
membership of the scheme and if stated in the evidence submitted
then what he will receive had his correct age more than stated on
the entry date.

3. Annual contribution:

a) The Company shall pay to the Trustee in respect of each member

an initial contribution as may be certified by the actuary to the
fund and also in not exceeding five annual installments as may be
certified by actuary in respect of the past service of the member
subject to the provisions of rule 104 of the income taxes may
specify in that behalf.

b) The expenses of administration of the fund and the scheme

incurred by the trustees shall be borne by the company.

c) The Company shall Pay to the trustees every year in respect of

each member on ordinary annual contribution as may certified by
the actuary but not exceeding 8 1/3 % of salary of the member for
the year.

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 Welfares measures

4. Benefits:

a) If the benefits is due before the death of the member, the gratuity
shall be payable to him. If the gratuity becomes due after the death
of the member, the amount shall be payable in accordance with the
provision of the ACT.

10) DCI Employees house building Advance

1. Short title and Application:

a) The scheme may be called as “Dredging Corporation of India

Limited Employees House Building Advance Family Security
Mutual Fun Scheme”.

b) The scheme applied to those executive and non-executive shore

based employee and employees on the floating establishment who
already availed the house building advance from Dredging
Corporation of India Limited and who are the members of this
scheme.

2. Object of the Scheme:

The Object of the scheme is to make good from the fund, the
discharged liability towards the house building advance, including
interest there on, in case of an employee death while in service of
the corporation.

3. Payment in the event of Death:

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 Welfares measures

In the case of an employee death while in service of the

corporation the entire amount due from him up to the date of his
death, i.e. the principle amount and interest shall be reimbursed by
the fund of the corporation provided the subscription and
continued till the month of his death.

11) Payment of Ex-Gratia to families of employees who die while in

service:

a) The board approval introduction of the scheme for the payment of Ex-
gratia to families of employees who die while in service as per details of
the scheme given below:

a) Amounts Payable

i) Officers 5000/-

ii) Petty Officers 3000/-

iii) Others 2000/-

b) The sum are payable to the concerned family immediately on the
occurrence of the death of the employee with sanction of the
chairman-cum-Managing Director.
c) The amount so paid is not adjustable against any amounts due to the
deceased employee.

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METHODOLOGY

The present study is based on primary data and secondary data.

The study entailed a good deal of preparation and planning in order to secure the
necessary update data and information. The field work for the study was staggered
for 8 weeks.

Collection of Primary Data:

Questionnaire was used in this study and its consist of 18

questions and the questionnaire was prepared in such a way that the respondent
would find interested in filling data and it is a mixture of both open and closed
ended questions. Questionnaire was administered to a sample of 200 people.

Collection of Secondary Data:

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 Welfares measures

The process of gathering reliable and meaningful information is

the cardinal aspect of the enquiry and forms a central link in the operational plan
of the entire research design. Dredging Corporation of India, Visakhapatnam is a
great source to obtain list of permanent employees that are employed in the
company. The principal source of information of the present study is various
published books, journals and other bulletins of the company.

STEPS:

• A survey was conducted in the company

• Then questioner is given to the employees and employers
• The collected data is analyzed
• Finally basing on data, findings and suggestions are made

TOOLS:

By interacting with employees, employers and in the

organizations, by observations and by the questionnaire, the
required data been collected.

UNIVERSE:

The total work force in dredging corporation of India ltd.

TARGET POPULATION BY SAMPLING:

A questionnaire was prepared and administrated on a
sample of 100 containing employee’s 80, employers 20.

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 Welfares measures

. SAMPLING METHOD:

Simple random sampling has been used for the study.

TYPES OF WELFARE ACTIVITIES

The Meaning of Labour Welfare may be made more clear by listing activities and
facilities which are referred to as welfare measures. A comprehensive list of
welfare activates is given by Murthy, in his monumental work on labour welfare.

1) Welfare Measures inside the work place.

2) Welfare Measures outside the work place.

Each group includes several activates:

1) Welfare Measures inside the work Place:-

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 Welfares measures

i) Conditions of the work Environment:

a) Neighbourhood safety and cleanliness, attention to approaches.

b) Housekeeping : unkeeping of premises - compound wall,

lawns, gardens and so forth, egress, passages and doors, white
washing of walls and floor maintenance.

c) Workshop sanitation and cleanliness, temperature, humidity,

ventilation lighting, elimination of dust, smoke, fumes, gases.

d) Control of effluents.

e) Convenience and comfort during work that is, operative’s

posture, seating arrangements.

f) Distributions of work hours and provision for rest hours, meal

times and breaks.

g) Workmen’s safety measures that is, maintenance of machines

and tools, fencing of machines, providing guards, helmet,
aprons, goggles, and first aid equipment.

h) Supply of necessary beverages, and pills and tablets.

i) Notice boards: posters, pictures, slogans, information or

communication.

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 Welfares measures

ii) Conveniences:

a) Urinals and lavatories, wash basin, bathrooms, provision for

spittoons waste disposals.

b) Provision of drinking water, water coolers.

c) Canteen services: full meal, mobile canteen.

d) Management of worker’s cloak rooms, rest rooms,

e) Reading room and library.

iii) Workers Health Service:

Factory health center, dispensary, ambulance emergency aid,

medical examination for workers, health education, health
research, family planning services.

iv) Women And Child Welfare:

Antenatal and postnatal care, maternity aid ,crèche and child care,
women’s general education, separate services for women workers
that is lunch rooms, urinals, rest rooms, women’s recreation
(indoor) family planning services.

v) Workers Recreation:

Indoor games, strenuous games to be avoided during intervals of

work.

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 Welfares measures

vi) Employment Follow-up:

Progress of the operative in his/her works, his/her adjustment

problems with regard to machines and workload, supervisors and
colleagues, industrial counseling.

vii) Economic Services:

Co-operatives, loans, financial grants, thrift and saving schemes,

budget knowledge, unemployment insurance, health insurance,
employment bureau, profit-sharing and bonus schemes, transport
services, provident fund, gratuity and pension, rewards and
incentives, workmen’s compensation for injury, family assistance
in times of need.

viii) Workers Education:

Reading room, library, circulating library, visual education,

literary class, adult education, social education, daily news review,
factory news bulletin, co-operation with workers in education
services.

2) Welfare Measures Outside The Work Place :

i) Housing: bachelor’s quarters, family residences.

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 Welfares measures

ii) Water, sanitation, waste disposal.

iii) Roads, lighting, parks, recreation, playground.

iv) Schools: nursery, primary, secondary and high school.

v) Markets, co-operatives, consumer and credit societies.

(1) Question

Employee satisfaction with medical facilities provided at DCI

 Table

Particulars No of Persons Responded Percentage

Satisfied 80 80%

Partly Satisfied 17 17%

Not-Satisfied 3 3%

Total 100 100%

 Graph

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 Inferences

From the above graph it can be inferred that out of 200 employees 160 are satisfied with
the management regarding medical facilities. The organization is keen on conducting
regular medical for the employees.

(2) Question

Working Conditions in DCI

 Table

Particulars No of Persons Responded Percentage

Satisfied 60 60%

Partly Satisfied 30 30%

Not-Satisfied 10 10%

Total 100 100%

 Graph

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 Welfares measures

60

50

40 Satisfied
30 PartlySatisfied

20 Not-Satisfied

10

 Inferences

The analysis reveals that the working conditions in DCI are satisfactory as majority of
the employees feel that the company is providing good, safe and conducive conditions to work.

(3) Question

Satisfaction Level with the various allowances like TA/Leave Pay etc, in DCI

Table

Particulars No of Persons Responded Percentage

Satisfied 80 80%

Partly Satisfied 15 15%

Not-Satisfied 5 5%

Total 100 100%

 Graph

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80
70
60
50 Satisfied
40 PartlySatisfied
30 Not-Satisfied
20
10
0

 Inferences

The above table shows that the out of 200 respondents 160 employees are satisfied with
the various allowances provided in DCI. Few employees are not satisfied especially those
who are appointed on casual/temporary bases and not eligible for the various allowances.

(4) Question

Safety Measures provided in DCI

 Table

Particulars No of Persons Responded Percentage

Satisfied 90 90%

Partly Satisfied 8 8%

Not-Satisfied 2 2%

Total 100 100%

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 Welfares measures

 Graph

60

50

40 Satisfied
30 PartlySatisfied
Not-Satisfied
20

10

 Inferences

The table makes it evident that out of 200 employees in DCI, 180 employees are satisfied
as management is providing safety measures to the employees as per the company
provisions in the work place.

(5) Question

Employees are satisfied with the available safety equipment in DCI

 Table

Particulars No of Persons Responded Percentage

Yes 82.5 82.5%

No 17.5 17.5%

Total 100 100%

 Graph

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 Welfares measures

100

80

60 Yes
No
40

20

 Inferences

The table makes it evident that out of 200 employees 165 employees are satisfied as
management is providing high technology safety equipment at work place and taking
appropriate safety measures.

(6) Question

Employee satisfaction with insurance coverage provided in DCI

 Table

Particulars No of Persons Responded Percentage

Satisfied 70 70%

Partly Satisfied 20 20%

Not-Satisfied 10 10%

Total 100 100%

 Graph

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70
60
50
Satisfied
40
PartlySatisfied
30
Not-Satisfied
20
10
0

 Inferences

Out of 200 employees, 140 employees are satisfied as life insurance corporation of India
has introduces group savings linked insurance scheme for the benefits of employees working
in public sector undertakings. It is a protective scheme which offers insurance coverage to
several persons working under one employer.

(7) Question

Level of satisfaction regarding rest room facilities

 Table

Particulars No of Persons Responded Percentage

Satisfied 70 70%

Partly Satisfied 20 20%

Not-Satisfied 10 10%

Total 100 100%

 Graph

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70
60
50
Satisfied
40
PartlySatisfied
30
Not-Satisfied
20
10
0

 Inferences

The analysis reveals that out of 200 employees, 140 employees are satisfied as
management is providing spacious rest room and at a time 4 to 5 employees can use the
facility of the rest room

(8) Question

Opinion about the sanitation facilities in the DCI

 Table

Particulars No of Persons Responded Percentage

Satisfied 95 95%

Partly Satisfied 5 5%

Not-Satisfied 00 0%

Total 100 100%

 Graph

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100

80
Satisfied
60
PartlySatisfied
40
Not-Satisfied
20
0

 Inferences

Out of 200 employees, 190 employees are satisfied as management is providing

sanitation as per the company provisions to the employees in the DCI. The employees have
expressed that the surroundings are clean, wash rooms are provided in all departments,
bathrooms and toilets are maintained clean and hygienic .

(9) Question

Trade unions involvement in the welfare of the employees is necessary

 Table

Particulars No of Persons Responded Percentage

Yes 82.5 82.5%

No 17.5 17.5%

Total 100 100%

 Graph

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100

80

60 Yes
No
40

20

 Inferences

The employees have expressed their satisfaction with functioning of trade unions.
They feel that unions’ relationship with management should improve. The role
played by trade unions is quite effective in persuading the management to provide
good welfare amenities for the employees. But there is need to enhance their
bargaining capacity.

(10) Question

Housing allowance given by the organization

 Table

Particulars No of Persons Responded Percentage

Satisfied 87.5 87.5%

Partly Satisfied 7.5 7.5%

Not-Satisfied 5 5%

Total 100 100%

 Graph

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80
70
60
50 Satisfied
40 PartlySatisfied
30 Not-Satisfied
20
10
0

 Inferences

From the above graph out of 200 employees, 175 employees are satisfied with the
management regarding housing allowance. Organization is providing housing allowance
based on the grade of the city.

(11) Question

Employee satisfaction with canteen facility in DCI

Table

Particulars No of Persons Responded Percentage

Satisfied 71 71%

Partly Satisfied 20 20%

Not-Satisfied 9 9%

Total 100 100%

Graph

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80
70
60
50 Satisfied
40 PartlySatisfied
30 Not-Satisfied
20
10
0

Inferences

The above graph makes it evident that most of the employees (142) in DCI are satisfied
with the canteen facilities and feel that food is being provided at reasonable price. The
employees have also expressed that the surroundings are clean and hygienic.

(12)Question

Management is providing First Aid Facilities at the work place in DCI

 Table

Particulars No of Persons Responded Percentage

Yes 90 90%

No 10 10%

Total 100 100%

 Graph

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100

80

60 Yes
No
40

20

 Inferences

Majority employees have expressed their satisfaction with the first aid facilities in DCI.
First aid kits are maintained in all floors making them readily available for the employees.

(13)Question

Employees Co-operation with the Management in various aspects

 Table

Particulars No of Persons Responded Percentage

Agree 54 54%

Partly agree 35 35%

Disagree 11 11%

Total 100 100%

 Graph

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60
50

40 Agree
30 Partlyagree
Disagree
20

10
0

 Inferences

It is evident from the analysis that a considerable number of employees at DCI agree that
employees should co-operate with the management in all aspects for achievement of
individual and organization goals.

(14)Question

Satisfactory Level of employees with Training Facilities in DCI

 Table

Particulars No of Persons Responded Percentage

Satisfied 80 80%

Partly Satisfied 15 15%

Not-Satisfied 5 5%

Total 100 100%

 Graph

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80
70
60
50 Satisfied
40 PartlySatisfied
30 Not-Satisfied
20
10
0

 Inferences

From the above graph it can be inferred that out of 200 employees 160 are satisfied with
training facilities provided in DCI as management is taking care regarding employee
training in areas where they require to increase their skills.

(15)Question

Employee satisfaction level with education facilities in DCI

 Table

Particulars No of Persons Responded Percentage

Satisfied 50 50%

Partly Satisfied 40 40%

Not-Satisfied 10 10%

Total 100 100%

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 Graph

50
40
Satisfied
30
PartlySatisfied
20
Not-Satisfied
10
0

 Inferences

The table makes it evident that out of 200 employees half of them are satisfied and half
of them are not satisfied with the education facilities being provided some of the
employees in the middle level have expressed that their busy work schedule does not
enable them to utilize the education facilities. When it comes to children’s education they
expressed that the fee being reimbursed is very nominal.

(16)Question

Employee satisfaction with the increment given by the management in DCI

 Table

Particulars No of Persons Responded Percentage

Yes 55 55%

No 45 45%

Total 100 100%

 Graph

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60
50
40
Yes
30
No
20
10

 Inferences

The analysis reveals that only half of the sample size has expressed their satisfaction with
the incremental pattern at DCI. The casual labour have no periodic increments and thus
they expressed dissatisfaction.

(17)Question

Are you satisfied with the available leaves in DCI

 Table

Particulars No of Persons Responded Percentage

Yes 90 90%

No 10 10%

Total 100 100%

 Graph

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100

80

60 Yes
No
40

20

 Inferences

The analysis reveals that out of 200 employees most of the employees have expressed
their satisfaction with the available leaves in DCI. Management is providing leaves as per
the guidelines and the instruction of government of India.

(18)Question

Employee response regarding feasibility of working hours in DCI

 Table

Particulars No of Persons Responded Percentage

Yes 85 85%

No 15 15%

Total 100 100%

 Graph

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100

80

60 Yes
No
40

20

 Inferences

The table makes it evident that out of 200 employees more than half of them are satisfied
with the working hours given by the management in DCI and few employees are not
satisfied with the feasibility of working hours and they are those who are casual labour.

CHAPTER-5

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 CONCLUSION
 LIMITATION
 SUGGESTIONS
 FINDINGS

CONCLUSIONS

Having studies the Organization and working of personal department and

human resources management in the organization it can be said that Dredging
Corporation of India is well organized and well maintained organization. DCI has
well defined policies, missions, objectives and goals.

DCI has good top-level management. It has skilled executives and high
levels of human relationships with good inter personal relationships. Employees
are valuable to the organization.

DCI has managed to operate the organization in an effective manner. It has

utilized the human resources in an optimum manner.

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DCI has it improve its health care facility. Work councils are not
functioning properly. It is advised to improve its quality circle. DCI has to see that
employee’s participation increases in the organization.

Interaction between the employees and superiors has to increase as they

have chances to meeting the superiors on some specific occasions only.

LIMITATION

The study is carried out with following limitations:

1) Data given is inadequate, as the officials are complied with the norms of
corporation.

2) Time given to study is limited i.e., 8 weeks is not enough to study.

3) The records and files are not maintained systematically and researcher had
to labour hard to collect necessary information by running from pillar to
post.

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4) Busy schedule of managerial, staff and lack of free access to employees.

SUGGESTIONS

1) Employees’ co-operation with the management in various aspects should

be improved for achievement of individual and organization goals.

2) Fee reimbursement for the children’s education should be improved

according to the present privilege of rates.

3) The annual increments for the casual labour should be improved for
enhancing their motivation level.

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4) Trade unions should improve their bargaining capacity so as to make the

management provide better facilities for the employees.

FINDINGS

1) It was found that the employees at DCI are satisfied with the welfare
measures being provided by the organization.

2) Dredging corporation of India is providing good medical facilities to the

employees and conducting medical camps regularly.

3) Working conditions are quite satisfactory.

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4) The safety measures are strictly followed at DCI and high technology safety
equipment is being provided.

5) DCI is providing clean drinking water facilities and good sanitation at the
work place.

6) In DCI most of the employees are satisfied with the canteen facilities.

7) Employees expressed the opinion that employees co-operation with the

management in various aspects is essential for achievement of individual and
organizational goals.

8) Employees at DCI are not satisfied with the education facilities being
provided as they feel that fee reimbursement is not sufficient.

9) In DCI most of the casual labours are not satisfied with the annual increments
being given by the management.

10) Trade unions involvement in the welfare of the employees is necessary to

enhance their bargaining capacity.

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CHAPTER – 6

 QUESTIONNAIRE

 REFERENCES .

QUESTIONNAIRE

1. Employee satisfaction with Medical facilities provided at DCI.

a) Satisfied b) Partly satisfied c) Unsatisfied

2. Working Conditions in DCI

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a) Satisfied b) Partly satisfied c) Unsatisfied

3. Satisfaction Level with the various allowances like TA/Leave Pay etc, in
DCI

a) Satisfied b) Partly satisfied c) Unsatisfied

4. Safety Measures in DCI

a) Satisfied b) Partly satisfied c) Unsatisfied

5. Employees are satisfied with the available safety equipment in DCI

a) Yes b) No

6. Employee satisfaction with Insurance provided in DCI

a) Satisfied b) Partly satisfied c) Unsatisfied

7. Level of satisfaction regarding rest room facilities Satisfied

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a) Satisfied b) Partly satisfied c) Unsatisfied

8. Opinion about the sanitation facilities in the DCI

a) Satisfied b) Partly satisfied c) Unsatisfied

9. Trade unions involvement in the welfare of the employees is necessary

a) Yes b) No

10.Employee satisfaction with housing allowance provided by DCI

a) Satisfied b) Partly satisfied c) Unsatisfied

11.Employee satisfaction with canteen facility in DCI

a) Satisfied b) Partly satisfied c) Unsatisfied

12.Management is providing First Aid Facilities at the work place in DCI

a) Yes b) No

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13.Employees Co-operation with the Management in various aspects

a) Agree b) Partly agree c) Disagree

14. Satisfactory Level of employees with Training Facilities in DCI

a) Satisfied b) Partly satisfied c) Unsatisfied

15. Employee satisfaction level with education facilities in DCI

b) Satisfied b) Partly satisfied c) Unsatisfied

16. Employee satisfaction with the increment given by the management in DCI

a) Yes b) No

17.Are you satisfied with the available leaves in DCI

a) Yes b) No
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18.Employee response regarding feasibility of working hours in DCI

a) Yes b) NO

BIBILOGRAPHY

1. Human Resource Management (P.SubbaRao)

2. Human Resource Management (T.V.Rao)

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3. Human Resource Management (Sri Vatsava)

4. Journals (DCI)

5. Reports (DCI)

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