A

Summer Training Project Report

On

“Title of the Project”

Submitted for partial fulfillment of requirement for the award of

degree

Of

Master of Business Administration

Of

Jharkhand Rai University, Ranchi

Session 2017-19

Supervision By:- Submitted by:-

Kirti Neha Kullu

Enrolment no.-MB/17/011

MBA IV SEMESTER
 DECLARATION

“I Kirti Neha Kullu do hereby declare that the project report submitted to the
Jharkhand Rai University.

In partial fulfilment for the degree in Master of Business Administration entitled

Training activities in CCL with special Reference to CCL headquarters.

Is the piece of research work carried out by me under the guidance of Mr. S Bakshi
and in supervision of Prof. ManbhajanSahu.

I further declare that the information has been collected from genuine & authentic
sources and I have not submitted this project report to this or any other
degree/diploma/certificate university or any other University.”

(Signature of the Candidate)

Kirti Neha Kullu

Roll No. :
 ACKNOWLEDGEMENT

The present work is an effort to throw some light on "JOB SATISFACTION &
RETENTION IN CCL".

With deep sense of gratitude i acknowledged the encouragement and guidance

received by my project guide "MR. S. Bakshi ",SeniorManager,HRD, his valuable
guidance. He has been a constant guiding force and source of illumination for me.
He was very generous in giving me this opportunity to work under shape. I would
like to thank him for his valuable advice and guidance.

I would also like to thanks "MR. ManbhajanSahu, Assistant Manager (Pers.)

without his guidance, supervision, assistance, inspiration and cooperation the work
would not have been possible to come to the present shape. I would like to thanks
“ ” Asst. Professor, HOD- Management Jharkhand Rai University,
Ranchi.

Further I would thank all the staff members of HR division who have been very
courteous in providing all other information about company and its product.

I am also thankful to all the respondents who spared their valuable time for filling
up the questionnaire and helped me out with this project.

I convey my affection to all those people who helped and supported me during
course, for completion for my report project.

Kirti Neha Kullu

 CERTIFICATE BY SUPERVISOR

This to certify that the report of the project submitted is the outcome of the
project work entitled TRAINING & DEVELOPMENT carried out by Kirti Neha kullu
bearing Roll No.:011 & Enrollment No. : MB/17/011 Carried by under my guidance
and supervision for the award of Degree in Master of Business Administration of
Jharkhand Rai University, Ranchi, Jharkhand.

To the best of the my knowledge the report

i) Embodies the work of the candidate him/herself,

ii) Has duly been completed,
iii) Fulfils the requirement of the ordinance relating to the MBA degree of
the University and
iv) Is up to the desired standard for the purpose of which is submitted.

_______________________

(Signature of the Supervisor)

Name:

Designation:

Department:

Name & Address of the company

CONTENT

CHAPTER-1

1. Brief history of coal

2.
 CHAPTER – I
INTRODUCTION
Brief history of coal in India
Coal mining in India began in 1774 when John Sumner and Suetonius Grant
Heatly of the EastIndia Company commenced commercial exploitation in
the Raniganj Coalfield along the Western bank of Damodar river. Growth
remained slow for nearly a century due to low demand. The introduction of steam
locomotives in 1853 boosted demand, and coal production rose to an annual
average of 1 million metric tons (1.1 million short tons). India produced
6.12 million metric tons (6.75 million short tons) of coal per year by 1900 and
18 million metric tons (20 million short tons) per year by 1920. Coal production
rose steadily over the next few decades, and was boosted by demand caused
by World War I. Production slumped in the interwar period, but rose to 30 million
metric tons (33 million short tons) by 1946 largely as a result of World War II.

In the regions of British India known as Bengal, Bihar and Odisha, the Kutch
Gurjar Kshatriyas pioneered Indian involvement in coal mining from 1894. They
broke the previous monopolies held by British and other Europeans, establishing
many collieries. Seth Khora Ramji Chawda of Sinugra was the first Indian to break
the British monopoly in the Jharia Coalfields. Other Indian communities followed
the example of the Kshatriyas in the Dhanbad-Jharia-Bokaro fields after the 1930s.

The Indira Gandhi administration nationalized coal mining in phases - coking coal
mines in 1971-72 and non-coking coal mines in 1973. With the enactment of
the Coal Mines (Nationalization) Act, 1973, all coal mines in India were
nationalized on 1 May 1973. This policy was reversed by the Narendra Modi
administration four decades later. In March 2015, the government permitted
private companies to mine coal for use in their own cement, steel, power or
aluminium plants. The Coking Coal Mines (Nationalization) Act, 1972 and
the Coal Mines (Nationalization) Act, 1973 were repealed on 8 January 2018. In
the final step toward denationalization, on 20 February 2018, the government
permitted private firms to enter the commercial coal mining industry. Under the
new policy, mines will be auctioned to the firm offering the highest per tonne
price. The move broke the monopoly over commercial mining that state-
owned Coal India has enjoyed since nationalisation in 1973.

India has the fifth largest coal reserves in the world, and is the fourth largest
producer of coal in the world, producing 662.79 million metric tons
(730.60 million short tons) in 2016-17. As on 31 March 2017, India had
315.14 billion metric tons (347.38 billion short tons) of the resource. The estimated
total reserves of lignite coal as on 31 March 2017 was 44.70 billion metric tons
(49.27 billion short tons). Due to high demand and poor average quality, India is
forced to import high quality coal to meet the requirements of steel plants. India's
coal imports have risen from 49.79 million metric tons (0.05488 billion short tons)
in 2007-08 to 190.95 million metric tons (0.21049 billion short tons) in 2016-17.
India's coal exports rose from 1.63 million metric tons (1.80 million short tons) in
2007-08 to 2.44 million metric tons (2.69 million short tons) in 2012-13, but
subsequently declined to 1.77 million metric tons (1.95 million short tons) in 2016-
17. Dhanbad city is the largest coal producing city.

History and Formation of Coal India Limited

With dawn of the Indian independence a greater need for coal production was felt
in the First Five Year Plan. In 1951 the Working Party for the coal Industry was set
up which included representatives of coal industry, labour unions and government
which suggested the amalgamation of small and fragmented producing units. Thus
the idea for a nationalized unified coal sector was born. Integrated overall planning
in coal mining is a post-independence phenomenon. National Coal Development
Corporation was formed with 11 collieries with the task of exploring new
coalfields and expediting development of new coal mines.

With the Government's national energy policy the near total national control of
coal mines in India took place in two stages in 1970s. The Coking Coal Mines
(Emergency Provisions) Act 1971 was promulgated by Government on 16 October
1971 under which except the captive mines of IISCO, TISCO, and DVC, the
Government of India took over the management of all 226 coking coal mines and
nationalised them on 1 May, 1972. Bharat Coking Coal Limited was thus born.
Further by promulgation of Coal Mines (Taking over of Management) Ordinance
1973 on 31 January 1973 the Central Government took over the management of all
711 non-coking coal mines. In the next phase of nationalization these mines were
nationalized with effect from 1 May 1973 and a public sector company named
Coal Mines Authority Limited (CMAL) was formed to manage these non coking
mines.
A formal holding company in the form of Coal India Limited was formed in
November 1975 to manage both the companies

Factors which led up to Nationalization of Coal Industry in India

Nationalization of coal industry in India in the early seventies was a fall out of two
related events. In the first instance it was the oil price shock, which led the country
to take up a close scrutiny of its energy options. A Fuel Policy Committee set up
for this purpose identified coal as the primary source of commercial energy.
Secondly, the much needed investment needed for growth of this sector was not
forthcoming with coal mining largely in the hands of private sector. The objectives
of Nationalization as conceived by late Mohan Kumaramangalam were;
Conservation of the scarce coal resource, particularly coking coal, of the country
by

 Halting wasteful, selective and slaughter mining.

 Planned development of available coal resources.
 Improvement in safety standards.Ensuring adequate investment for optimal
utilization consistent with growth needs.
 Improving the quality of life of the work force.
Moreover the coal mining which hitherto was with private miners suffered with
their lack of interest in scientific methods, unhealthy mining practices etc. The
living conditions of miners under private owners were sub-standard.

About Coal India Limited

Coal India Limited owned enterprise (public company)whichhasheadquarter in
Kolkata, west Bengal & the largest coal producing company in the world & the
largest coal producing company in the world & also a Maharatan company which
come into existence in November 1975, with production of 79 million tonnes
(MTS) at the year of its establishment.

 In 1973-74 Nationalization of coal mines, in order to provide for a higher

growth in coal sector to meet the growing energy needs of the country.
Incorporation of our Company as 'Coal Mines Authority Limited'.
 In 1975-76 Changed name of Company to 'Coal India Limited'.
Incorporation of CMPDIL, ECL and WCL, and formation of BCCL, CCL,
CMPDIL, ECL and WCL, as our Subsidiaries.
Today , it’s the single largest coal producer in the world. CIL operates 82 mining
areas, It has 7 wholly owned coal producing subsidiaries & 1 mine planning and
consultancy company which is spread over 8 provincial states of India. It also
owns 26 technical & management training Industries & 102 vocational training
institution.
On 17 August 2011, Coal India emerged as the Most Valued Company in the
country in terms of Market Capitalization - the pinnacle of success every business
entity dreams of and aspires for. The company's value stood at a whopping
Rs.2,51,296 Crores. What made the achievement all the more significant was that a
public sector company could attain such lofty heights.

Production & growth

CIL produced 554.14 milliontonnes (MTS) of coal during 2016-17 & hike of 15.39
MTS over last year. Coal production has changed from 100 MTS in last 5 year
from the level of 452.21 MT in 2012-13 to the present level.2011-12

Subsidiary Company of Coal India Limited.

 Eastern Coalfields Ltd. (ECL)
 Bharat coking coal Ltd. (BCCL)
 Central Coalfields Ltd. (CCL)
 Western Coalfield Ltd. (WCL)
 South Eastern Coalfields Ltd. (SECL)
 Northern Coalfields Ltd. (NCL)
 Mahanadi Coalfields Ltd. (MCL)
From 84% of coal production around 57% of primary commercial energy is
dependent on coal, It alone meets the requirement of 40% of primary
commercial energy requirement & 76% of total thermal power generating
capacity of the utility sector.
Organisational structure of Coal India Limited
CHAPTER – II
REVIEW OF LITERATURE
DEFINITIONS OF JOB SATISFACTION
Different authors give various definitions of job satisfaction. Some of them are
taken from the book of D.M. Pestonjee ³Motivation and Job Satisfaction´ which
are given below:

Job satisfaction is defined as a pleasurable, emotional, state resulting from

appraisal of one’s job.An effective reaction to one’s job.
-Weiss
Job satisfaction is general attitude, which is the result of many specific attitudes in
three areasnamely:Specific job factorsIndividual characteristicsGroup relationship
outside the job
-Blum and Naylor
Job satisfaction is defined, as it is result of various attitudes the person hold
towards the job,towards the related factors and towards the life in general.
- Glimmer
Job satisfaction is defined as ³any contribution, psychological, physical, and
environmentalcircumstances that cause a person truthfully say, µI am satisfied with
my job.´Job satisfaction is defined, as employee’s judgment of how well his job on
a whole is satisfying is various needs
-Mr. Smith
Job satisfaction is defined as a pleasurable or positive state of mind resulting from
appraisal of one’s job or job experiences.
-Locke
HISTORY OF JOB SATISFACTION
The term job satisfaction was brought to lime light by hoppock (1935). He revived
35 studies on job satisfaction conducted prior to 1933 and observes that Job
satisfaction is combination of psychological, physiological and environmental
circumstances. That causes a person to say. ³I’msatisfied with my job´. Such a
description indicate the variety of variables that influence thesatisfaction of the
individual but tell us nothing about the nature of Job satisfaction.
Job satisfaction has been most aptly defined by pestonjee (1973) as a job,
management, personaladjustment & social requirement. Morse (1953) considers
Job satisfaction as dependent upon jobcontent, identification with the co., financial
& job status & priding group cohesivenessOne of the biggest preludes to the study
of job satisfaction was the Hawthorne study.
Thesestudies (1924-1933), primarily credited to Elton Mayo of the Harvard
Business School, sought tofind the effects of various conditions (most notably
illumination) on worker’s productivity.These studies ultimately showed that novel
changes in work conditions temporarily increase productivity (called the
Hawthorne Effect). It was later found that this increase resulted, not fromthe new
conditions, but from the knowledge of being observed.This finding provided strong
evidence that people work for purposes other than pay, which paved the way for
researchers to investigate other factors in job satisfaction.
Scientific management (aka Taylorism) also had a significant impact on the study
of jobsatisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific
Management,argued that there was a single best way to perform any given work
task. This book contributed toa change in industrial production philosophies,
causing a shift from skilled labor and piecework towards the more modern
approach of assembly lines and hourly wages.The initial use of scientific
management by industries greatly increased productivity becauseworkers were
forced to work at a faster pace. However, workers became exhausted
anddissatisfied, thus leaving researchers with new questions to answer regarding
job satisfaction.
It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterbergset the tone for Taylor’s work.Some argue that Maslow’s hierarchy of
needs theory, a motivation theory, laid the foundation for job satisfaction theory.
This theory explains that people seek to satisfy five specific needs in life ±
physiological needs, safety needs, social needs, self-esteem needs, and self-
actualization. Thismodel served as a good basis from which early researchers could
develop job satisfaction theories.

Fig: Organization Hierarchy Of Needs By Maslow

 Abraham Maslow Hierarchy of Needs a theory of
human motivation

Needs Ways to satisfy Needs

Physiological Pay, Facilities, Working Environment

Safety & Security Pay, Pension, Company Benefits Plan

Social Needs Club Memberships, Sports, Social Events

Esteem Independence, Responsibility, Prestige

Self-Actualization Full Potential, Wisdom

MASLOW’S THEORY OF NEED THEORY / MOTIVATION
THEORY
IMPORTANCE OF JOB SATISFACTION

Job satisfaction is an important indicator of how employees feel about their job
and predictor of work behavior such as organizational, citizenship, Absenteeism,
Turnover.

Job satisfaction can partially mediate the relationship of personality variables and
deviantwork behavior.

Common research finding is that job satisfaction is correlated with life style.This
correlation is reciprocal meaning the people who are satisfied with the life tends
to be satisfied with their jobs and the people who are satisfied their jobs tends to
satisfiedwith their life.

This is vital piece of information that is job satisfaction and job performance is
directlyrelated to one another. Thus it can be said that, ³A happy worker is a
productive worker.´

It gives clear evidence that dissatisfied employees skip work more often and
more like toresign and satisfied worker likely to work longer with the organization.

IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal satisfaction,
self-respect,self-esteem, and self-development.
To the worker- job satisfaction brings a pleasurable emotionalstate that can often
leads to a positive work attitude. A satisfied worker is more likely to becreative,
flexible, innovative, and loyal.

For the organization- job satisfaction of its workers means a work force that is
motivatedand committed to high quality performance. Increased productivitythe
quantity and quality of output per hour worked- seems to be a byproduct of
improved quality of working life.
 It isimportant to note that the literature on the relationship between jobsatisfaction
and productivityis neither conclusive nor consistent.However, studies dating back
to Herzberg’s (1957) have shown at least low correlation between high morale and
high productivity and it does seem logical that more satisfied workerswill tend to
add more value to an organization.Unhappy employees, who are motivated by fear
of loss of job, will not give 100 percentof their effort for very long.Though fear is a
powerful motivator, it is also a temporary one, andalso as soon as the threat is
lifted performance will decline.Job satisfaction benefits the organization includes
reduction in complaints andgrievances, absenteeism, turnover, and termination; as
well as improved punctuality and worker morale. Job satisfaction is also linked
with a healthier work force and has been found to be agood indicator of longevity.
Although only little correlation has been found between job satisfaction and
productivity,Brown (1996) notes that some employers have found that satisfying or
delighting employees is a prerequisite to satisfying or delighting customers, thus
protecting the ³bottom line´.

WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to contribute
to his or her own satisfaction and well being on the job.
The following suggestions can help a worker find personal job satisfaction:

 Seek opportunities to demonstrate skills and talents this often leads to more
challenging work and greater responsibilities, with attendant increases in
pay and other recognition.

 Develop excellent communication skills, Employer’s value and rewards

excellent reading, listening, writing and speaking skills.

 Acquire new job related knowledge,this helps employee to perform tasks

more efficiently and effectively. This will relive boredom and often gets one
noticed .Demonstrate creativity and initiative.

 Develop teamwork and people skills, a large part of job success is the
ability to work well with others to get the job done.
  Accept the diversity in people, Accept people with their differences and
their imperfections and learn how to give and receive criticism
constructively.

 See the value in your work.

 Appreciating the significance of what one does can lead to satisfaction with
the work itself.
Qualities like these are valued by most organizations and often results in
recognition as well as in increased responsibilities and rewards.
This help to give meaning to one’s existence, thus playing avital role in
job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy
stress management techniques.

FACTORS OF JOB SATISFACTION

Hop pock, the earliest investigator in this field, in 1935 suggested that there are six
major components of job satisfaction. These are as under:
 The way the individual reacts to unpleasant situations.
 The facility with which he adjusted himself with other person.
 The relative status in the social and economic group with which he identifies
himself.
 The nature of work in relation to abilities, interest and preparation of worker
Security
Loyalty Herzberg, mousier, Peterson and cap well in 1957 reviewed more than 150
studies and listed various job factors of job satisfaction. These are briefly defined
one by one as follows:
1.Intrinsic aspect of job
It includes all of the many aspects of the work, which would tend to be constant for
the work regardless of where the work was performed.
2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his
immediatesuperiors. Supervision, as a factor, generally influences job satisfaction.

3.Working conditions
This includes those physical aspects of environment which are not necessary a part
of thework. Hours are included this factor because it is primarily a function of
organization,affecting the individuals comfort and convenience in much the same
way as other physicalworking conditions.
4.Wage and salaries
This factor includes all aspect of job involving present monitory remuneration for
work done.

5.Opportunities for advancement

It includes all aspect of job which individual sees as potential sources of
betterment of economic position, organizational status or professional experience

REASONS OF LOW JOB SATISFACTION

Reasons why employees may not be completely satisfied with their jobs:

1.Conflict between co-workers.

2.Conflict between supervisors.

3.Not being opportunity paid for what they do.

4.Have little or no say in decision making that affect employees.

5.Fear of losing their job

EFFECTS OF LOW JOB SATISFACTION
1. High Absenteeism -Absenteeism means it is a habitual pattern of absence from
duty or obligation.If there will be low job satisfaction among the employees the
rate of absenteeism willdefinitely increase and it also affects on productivity of
organization.
2.High turnover In human resource refers to characteristics of a given company or
industry relative to the rate atwhich an employer gains and losses the staff.If the
employer is said to be have a high turnover of employees of that company
haveshorter tenure than those of other companies.
3. Training cost increases As employees leaves organization due to lack of job
satisfaction. Then Human resource manager has to recruit new employees. So that
the training expenditure will increases.

METHOD OF MEASURING JOB SATISFACTION

In this method of measuring job satisfaction the comparison between various
organizational termsand conditions at managerial level and also the organization at
a large.
Most used approaches to measuring job satisfaction of the employees are;
1. The single, global rating method- is nothing more than asking individuals
to respond to one question such as “All things considered, how satisfied are
you with your job?
2. Summation Score-It identifies key elements in a job and asks for the
employee’s feelings about each.Typical factors that would be included are
the nature of the work, supervision, present pay, promotion opportunities,
and relation with co-workers. Beside this, in summation score, many
researchers used so many ways of measuring job satisfaction
a. Job Descriptive Index (JDI)-In 1969, this was originally developed by
Smith, Kendall, and Hulin. There are 72 items in this index which assess
five facets of job satisfaction which includes: the work, pay, promotions,
supervision, and coworkers. Through the combination of ratings of
 satisfaction with the faces, a composite measure of job satisfaction is
determined.
b. Global Job Satisfaction-In 1979, Warr, Cook, and Wall developed this
measure which includes 15 items to determine overall job
satisfaction.Two subscales are used for extrinsic and intrinsic aspects of
the job. The extrinsic section has eight items and the intrinsic has seven
items.Job Satisfaction Relative to ExpectationsBacharach, Bamberger,
and Conley developed this measure.It assesses the degree of agreement
between the perceived quality of broad aspects of a job and employee
expectations.It is most effective to determine how job stresses,’role
conflicts, or role ambiguities can hinder an employee from meeting job
expectations.
c. Minnesota Satisfaction Questionnaire-The long form of this survey is
made up of 100 questions based on 20 subscales which measure
satisfaction with ability, utilization, achievement, activity, advancement,
authority, company policies and practices, compensation, co-workers,
creativity, independence, moral values, recognition, responsibility,
security, social service, social status, supervision- human relations,
supervision-technical variety, and working conditions.
d. Job Satisfaction Survey-This was developed by Spector and contains 36
items based on nine job facets. The job facets include pay, promotion,
supervision, benefits, contingent rewards Operating procedures, co-
workers, nature of work and communication.When it was initially
developed, it was specific to job satisfaction in human service, nonprofit
and public organizations.
e. Job Satisfaction Index-Schriescheim and Tsue developed this measure.
It consists of six items that form an index which determines overall job
satisfaction. The items are the work, supervision, co-workers, pay,
promotion opportunities, and the job in general.

f. Job Diagnostic Survey-Hackman and Oldham developed this survey

which measures both overall and specific facets of job satisfaction.There
are three dimensions of overall job satisfaction which includes general
satisfaction, internal work motivation, and growth satisfaction, which are
Combined into a single measure.The facets which are measured on the
survey include security, compensation, co-workers, and supervision.
Finalization of 10th wage agreement by JBCCI-X
On the 10th October 2017 10th wage agreement was finalized by JBCCI which has
came into force w.e.f.1stjuly 2016 provides the following :-
 The average agreement shall be called the 10th wage agreement for
CIL & its subsidiaries & SCCL & will be effective from 1.7.2016 to
30.06.2021.
 This agreement shall cover all categories of employees in CIL & its
Subsidiaries & CCL which are functioning & may be function under
these coal company.
 The scope of the agreement covers the wage structure including
Dearness allowances fringe benefits, service conditions , welfare,
social security/pension, safety, medical & others matters as contained
in the different chapters of this agreement.

Component of wage –
The wage of employees shall consist of:-
a) Basic Wage
b) Special Dearness allowance (SDA) at the rate of 17.95% of attendance Bonus
or 1.795% of basic wage representing computed fringe benefits of attendance
bonus , such as contribution of provident fund , payment in lieu of profit sharing
bonus , gratuity etc.
c) Variable Dearness Allowance (VDA) linked to the All India Consumer price
Index Number for Industrial Workers (Base 1960=100) (here in after called Index
Number ) adjustable quarterly depending on variation in Consumer Price Index no
above 6117.

Minimum Wage-
The revised minimum wage for the lowest paid employee on surface in the
companies covered by the Agreement shall be Rs.29394 .23 per month or Rs
1130.54 per day at the All India Average Consumer Price Index Number for
Industrial workers (Base 1960=100) at 6117. This amount includes the minimum
guaranteed benefit of Rs 4899.04 per month or Rs 188.42 per day.
The breakup of the minimum wage of Rs29394.23 per month or Rs.1130.54 per
days as on 1st july,2016 linked to AICPI No. 6117 will be as indicated below:

Per day (Rs.) Per month (Rs.)

Pre-revised Revised Pre-revised Revised
a. Basic 604.33 1011.27 15712.62 26292.97
Wage/Pay
b. Attendance 60.43 101.12 1571.26 2629.30
Bonus @ 10%
of Basic Wage
c. Special DA 10.85 18.15 282.04 471.96
d. Variable 266.51 Nil 6929.27 0.00
DA
Total 942.12 24495.19
Minimum 188.42 4899.04
Guaranteed
Benefit (20%)
Total : 1130.54 1130.54 29394.23 29394.23
2.3.0 Basic Wage Structure
2.3.1 The revised Basic wage structure for different categories, skills and
grades,covering daily rated and monthly rated employees as worked out on
thebasis ofthis Agreement are detailed under AnnexureIIA.
2.3.2 The revised Basic wage structure for different categories, skillsand
grades,covering daily rated and monthly rated employees for Assam (North
East)Coalfields including Excavation are incorporated in Annexure-IIB.

2.3.3Wages of Piece-Rated Workers

The rates ofbasic wages ofdifferent group ofPiece-rated workers togetherwith the
rates of fall back wages etc. are incorporated in Chapter - III.

2.4.0 Attendance Bonus

The attendance bonus will continue to be paid quarterly at the rate of10%of Basic
wage.
2.4.1 As computed, fringe benefits on Attendance Bonus are being paid asSpecial
Dearness Allowance (SDA) along with wages, the quarterly bonusshall not attract
any other fringe benefits.

2.5.0Special Dearness Allowance

Special Dearness Allowance shall attract fringe benefits such as Provident
Fund,payment in lieu of performance Linked Reward Scheme and gratuity etc., the
computedfringe benefits which have been worked out at the rate of 17.95%
ofAttendance Bonus or1.795% of the basic wage of the employee, will continue to
be paid and the same will be called Special Dearness Allowance.
This amount at the lowest minimum basic wage of Rs. 26292.97 as
computedwouldbeRs.471.96.Thecomputedfringebenefitson Attendance Bonus
called Special Dearness Allowance will also attract all fringe benefitsapplicable to
Dearness Allowance.
2.6.0 VariableDearnessAllowances
It is agreed to pay 100% DA Neutralization for all the employeesirrespective
oftheir basic pay. The rate of VDA payable w.e.f. 1 .7.2016 is tabulated under
Annexure -VDA. The Variable Dearness Allowance at AICPI 6ll7 (Base 1960:
100) shall be "NIL'as on 1.7.2016. The VDA will be revised quarterly and paid
onand from lst March, lstJune, lst September and lst December of every year on
the basis of average of AICPINumber for the quarter ending December (Oct-Dec),
March (Jan-March), June (AprilJune)& September (July-Sept.) respectively.

2.7.0 Minimum Guaranteed Benefit (MGB)

All employees covered by this agreement who were on the rolls of different
units/establishments of Coal Companies as on 30th June, 201 6 and continued to be
on therolls on 1.7.2016 will be given a minimum guaranteed benefit @ 20% of
totalemoluments (Basic + DA + SDA + Attendance Bonus) as on 30.06.2016.

2.8.0 Fitment of Time Rated & Monthly Rated employees

2.8.1 The existing total emoluments of an employee, as on 30.6.201 6
comprising of Basic wage, VDA. Special DA. Attendance Bonus and
MGB @ 207o of emoluments, will be added together and amount so
arrived at will be divided into Basic Wage, Attendance Bonus ( @ l0%
ofbasic pay ) and Special DA ( @ 17.95% ofAttendance Bonus )

2.8.2 A few illustrations of fitment of employees on revision of pay are given

in"Annexure -IIC",

2.9.0 Date of Annual Increment

Date ofannual increment shall not be changed and will remain the same.

2.10.0 Rate of Increment

Rate of increment shall be fixed @ 3o/o of basic wage of each category/grade
onprogressive basis.
2.11.0 Service Linked Promotion: -Applicable as per I.l.No.24 dated
01.l2.20llofNCWA-VIII and thereupon clarify.

Perks & Allowances (Subject to Max-50% of Basic Pay)

Payment of LTC/LLTC
LLTC- Once in a Block of four years which includes abroad also.
LTC - Once in every year for visiting home town. (No LTC will be admissible for
the year LLTC has been availed.)
Out of the maximum ceiling of 50% of basic pay payable, the following percentage
of perks & allowances shall be treated as compulsorily adjustable perks &
allowances in the revised pay scales:
(a) Facilities of hospitals, colleges, schools, clubs etc. - 1%
(b) LTC/LLTC - 3.5%
(c) Subsidized Electricity - 2%
(for those provided with company accommodation)
After every two years the actual expenditure on (a) above will be reviewed to
effect changes if need be.
Based on the actual expenditure on LTC/LLTC in a block of 4 years, the matter
will be reviewed for revision, required if any.
Therefore, the perks and allowances payable in the revised pay scales shall be
subject to a maximum ceiling not exceeding 45.5% or 43.5% of basic pay (in case
of those executives provided with company accommodation) as the case may be of
basic pay following 'Cafeteria Approach'.
PERKS UNDER CAFETERIA APPROACH
DOMESTIC & RESIDENTIAL ALLOWANCES: -

1. House Furnishing Allowance

An amount equivalent to 7% of basic pay per month for purchase, repair or
replacement of household furniture and other durables.

2. House up keep Allowance

An amount equivalent to 5% of basic pay per month for purchase of curtains, wall
paintings/hangings, carpets, decorative materials, cutlery and other
householdappliances etc.

3. Domestic Assistance Allowance

An amount equivalent to 5% of basic pay per month as Domestic Assistance
Allowance. However, if the officers are provided with domestic servant by the
company, 5% of basic pay will be treated as Perks.

4. Electricity Allowance
Officers residing in Houses owned by them or their family members or rented
houses will be allowed Electricity Allowance limited to 3% of Basic Pay per
month.While officers residing in accommodation provided by the company will
not be permitted to draw Electricity Allowance, they will continue to pay 1% of
basic pay as Electricity charges apart from foregoing 2% of perks for such
subsidized electricity consumption.

5. Cook Allowance
An amount equivalent to 5% of basic pay per month as Cook Allowance.

TRANSPORTATION ALLOWANCES

6. Conveyance Allowance
An officer owning a motor vehicle & not availing facility of company's car/vehicle,
will be entitled to Conveyance allowance @ 5% of basic pay p.m. for a four
wheeler and @ 2% of basic pay p.m. for a two wheeler.

7. Vehicle Maintenance Allowance :-

An Officer owning a motor vehicle & not availing facility of company's
car/vehicle, will be allowed an amount equivalent to 10% of basic pay for a four
wheeler and 4% of basic pay for a two wheeler per month for repair and
maintenance (including payment of statutory Taxes and Insurance premium etc.) of
a motor vehicle registered in his/her name.
8. Driver Allowance
Officers owning a four wheeler will be allowed @ 5% of basic pay per month as
Driver Allowance
9. Transport Assistance
Officers not availing Conveyance allowance, Vehicle Maintenance Allowance or
the facility of Company's car as also not possessing a motor vehicle will be paid
Transport Assistance @ 5% of basic pay per month. The Amount received will be
treated as income for the purpose of Income tax.

EDUCATIONAL ALLOWANCES

10. Children Education Allowance

On the basis of a certificate issued from the educational Institution / College /
School, Executives will be permitted to draw Children Education Allowance for
maximum of two children at the following rates per child per month.

 For Study in Schools @ 2% of Basic Pay

 For post school /Study in College @ 3% of Basic Pay
 For UG or PG Study in Professional Institutions /University @10% of Basic
Pay

11. Hostel Allowance

Officers whose children are studying at an out station & residing in Hostels / Own
arranged accommodation for their education may be allowed for maximum of two
children @ 5% of basic pay per child per month.

12. Professional Development Allowance

Executives will be allowed an amount equivalent to 2% of their basic pay per
month for purchase of any number of professional books, encyclopedia, Manuals,
Journals, Audio /Visual aid for enrichment of their professional knowledge.

13. lnternet Allowance

An amount equivalent to 1% of basic pay per month will be payable for the use of
Internet by the officers.

14. Re-imbursement of Professional membership Fees

An amount equivalent to 2% of basic pay per month for expenditures on
membership subscription, attending conference, Seminars, workshops etc.
organized by professional institutions. The existing scheme notified vide circular
No.ClL/C-5A(vi)/Pay Perks/978 dated 21/25.11.2008 stands withdrawn.

PERSONAL ALLOWANCES

15. Entertainment Allowance

An amount equivalent to 10% of the basic pay per month will be allowed to
officers for expenditures on entertainment of guests and visitors at his residence.

16. Kit/Dress Allowance

The officers will be allowed an amount equivalent to 5% of the basic pay per
month as Kit/Dress Allowance.

17. Laundry/Washing Allowance

For washing and maintenance of the Personal Clothing an amount equivalent to
3% of the basic pay per month will be allowed.

18. Mobile/Telephone Allowance

For expenditure on telephone/mobile, fax etc. an amount equivalent to 5% of basic
pay per month will be allowed to officers of all grades.

19. Interest Subsidy

The officers will be allowed interest subsidy to the extent of 15% of their basic pay
per month for repayment of the interest of the HB Loans, Motor car loans, Personal
loans, education loans for children, Computer/Laptop Loans taken from a bank or a
financial institution. However, depending on situation the percentage may be less
than 15%. In that case the actual percentage utilized only will be counted against
the ceiling of 50%.

20. Gardener Allowance

Officers residing in their own houses or rented houses will be permitted an
allowance limitedto 3% of the basic pay per month.

21. Coal Industry Allowance

All executives irrespective of their places of posting can claim Coal Industry
Allowance 20% of basic pay.

SPECIAL ALLOWANCES

PART (A)
a. North East Allowance
Executives posted in Assam Coalfields or any of North East States of the Country
shall be paid @12.5% of basic pay per month.

b. Underground Allowance
Executive required to work in underground shall be paid Underground Allowance
@15% subject to fulfillment of conditions laid down in office Memorandum No.
CIL/C-A(iii)/52010/1507 dated 7.2.1991.

c. Non practicing Allowance

Shall be paid to Executives of Medical Discipline @ 25% of the basic pay per
month.

PART (B)
a. Coalfields Allowance
Executive posted in Coalfield Areas shall be paid Coalfields Allowance @ 7% of
the basic pay per month.
b. Charge Allowance
Area General Managers, Project Officers/Agents/Sub Area Managers, Managers
Area, Engineer-incharge, Head of Safety Deptt. of producing companies, Area
Safety Officers, Colliery Safety Officers, E&M Engineers holding statutory post
called as authorized Colliery Engineer will be entitled to Charge Allowance @ 3%
of the basic pay per month.

c. Exploration Camp Allowance

Executive posted in Exploration Camp of CMPDIL will be entitled to an allowance
@ 3% of the basic pay per month.

d. Rescue Station Allowance

Rescue trained executive up to level E-8 grade posted in Rescue Station will be
entitled to an allowance @ 7% of the basic pay per month.

e. Expert Allowance
Executive of engineering disciplines including Mining, Environment, Geology,
Coal Technology,
Coal Preparation posted in CMPDIL and engaged in assignment demanding
expertise skill to be
decided as per specific guidelines will be entitled to expert allowance @ 3% of the
basic pay per month.

OTHER BENEFITS

Reimbursement of Medical Treatment

Unlimited re-imbursement of medical expenses for the treatment taken from the
company’s empaneled hospitals, as per extent Medical Attendance Rule of CIL.

Schooling Facility
In the event of posting in coalfields, good / reputed schools are available with
subsidized transport facility for the school children.

Gratuity
The ceiling of gratuity stands at Rs.10 (Ten) lakhs w.e.f. 01.01.2007. The
gratuityof executives payable will be calculated at the rate of 15 days wages (Basic
pay + DA) for every completed year of service rendered up to 30 years and one
month pay (Basic + DA) for every completed year of service rendered beyond 30
years. (Calculation of gratuity is subject to Gratuity Act 1972)

CMPF (Coal Mines Provident Fund)

12% contribution with equal share of employee and employer.

Pension
Contribution of Employee – On completion of minimum 10 years of service an
employee is eligible for pension.

Post-Retirement Medical Benefit

On retirement, the reimbursement of charges for hospitalization (indoor treatment)
has been enhanced to Rs.25 lakhs or Rs.12.5 lakhs (as the case may be) forMedical
Treatment of the executive and his/her spouse besides payment of Rs.15,000/- per
year (payable in two instalments) for the purchase of medicine without production
of any document. The upper limit of Rs.25 lakhs in respect of indoor treatment has
also been relaxed in case of certain specified diseases.

Ex-Gratia Payment for Accidental Death / Permanent Total Disablement

One-time payment of Rs.5 Lakhs as an ex-gratia in addition to other statutory
payment.
CHAPTER-III
Research Methodology

Research may be very broadly defined as systematic gathering of data and

information and its analysis for advancement of knowledge in any subject.
Research attempts to find answer intellectual and practical questions through
application of systematic methods.

Research methodology is a way to systematically solve a research problem it is a

science which explain how the research is done. There are various steps which are
adopted by researcher in the study of research process along with logic behind.
Steps involved in the research process. Are as follow:-
1) Formulating the research problem: There are two steps involved in formulating
the research problem, understanding the thoroughly and rephrasing into
meaningful terms from an analytical point of view.
2) Extensive literature survey: This is done to diagnose the problem. For this
purpose books, company brochures and reports were concerned from past several
years as well as for present year depending on the nature of the job.
3) Preparing the research design: The preparation of research design facilitates
research to be as efficient as possible yielding maximum information. A general
survey was conducted among the employees and employers of various departments
and basic factor was concluded from survey the industrial relations. The design in
such that helps in studying the rigid but not the flexible and has to focus attention
on the following.
a. What is the study about?
b. Why is the study made?
c. Where will be the study be carried out?
d. What type of data is required?
e. Where can be the required data is found?
f. What period of time the study will include?
g. What will be the sample design?
h. What technique of data collection will be used?
i. How will the data be analyzed?
j. In what way the report will prepared?
4) Determining the sample size:- Once the basic factor was diagnosed next step
was to defined sample size and diagnose the questionnaire.
For this sample size and of 30 (employees was taken from different
departments).
5) Collection of data: The data collection is an extremely important feature in any
research study. In dealing with any real life problem, it is often found that data of
hand it becomes necessary to collect data that are appropriate mainly data are of
two types:-
PRIMARY DATA: Primary data are those data which are collected fresh and for
the first time and thus happen to be original in nature
In CCL, Primary data are those data which are collected through questionnaire. A
set of questionnaire was prepared with well structured questions.
SECONDARY DATA: Secondary data on other hand are those which have
already been collected by someone else and which have already been passed
through statistical process. For example Books, magazines, newspaper, internet,
publications and report etc. They were available through circulars, journals,
manuals, annual, reports and official records of the personnel department of CCL
Ranchi.

6) Analysis and interpretation: After the data had been collected we analyze
them with the help of various statistical measures. The different techniques are
adopted to analyze the data. All the data and material is arranged through internal
resources and the last part of the project consist of the conclusions drawn from the
report, a brief summery and recommendation are giving the final tough to the
report by setting a conclusion.

Objective of the research

Primarily it is the part of the curriculum that the students of MBA are required to
undergo Summer Training. CCL being the jewel in the crown of Jharkhand so far
earning of revenue is concerned it provoked the trainee to know the reason of
achieving the target & attaining profit by Central Coalfield Limited in the last 5-6
years.
 The main reason of the research is to know employee level of satisfaction in
CCL.
 To know the employee relation with the top management.
 To know level of satisfaction of employee regarding their working
environment
 To know the reason of the retention in CCL.

Need of the research

To know that at what extent the workforce of CCL is satisfied.