A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL

• 1. SAAB MARFIN MBAA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLLA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 1

2. SAAB MARFIN MBA CONTENTSChapter-1Executive summary1Industry Profile 2Company Profile3Need For Study 4Objectives 5Methodology 6 Scope Findings 7 SuggestionConclusionChapter-2Introduction of the Study7-8History of the company 8-10Present status of the company9-15A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 2 3. SAAB MARFIN MBASwat analysisMission and Vision 16-27Growth of the company28-29Manufacturing process30-34Organization structureChapter-3Background of the study35-50Chapters-4Data analyses and Interpretation 50-72Findings And Suggestions.73-76Conclusion 77Chapter-5Annexure 78-82Bibliography 83A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 3 4. SAAB MARFIN MBACHAPTER-I Executive SummaryCompany profileNeed For The Stutdy.ObjectivesMethodologyScope Of the studyLimitation Of The Study A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 4 5. SAAB MARFIN MBAFindingsSuggestionData AnalysisEXECUTIVE SUMMARYINDUSTY PROFILE: Hindustan latexs (HLL)journey started with its incorporation as acorporate entity under the ministry of health and family welfare of thegovernment of India on march 1,1966.HLL was setup in the natural rubber richstate of kerala , for the production of male contraceptive sheaths for thenational family planning programme the company commenced its commercialoperations on April 5,1969. the plant was established in technical collaborationwith M/s Oakmont industries. To trace briefly HLLs land mark in the 37th since its commencementof operation. In the year 1969 the company started manufacturing atthiruvanathpuram (karalla) . as part of expansion program of the companystarts decided to establishOne more unit Kanagala near Belgaum in the year 1986. and they start themanufacturing in 1987.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL5 6. SAAB MARFIN MBA COMPANY PROFILE: Hindustan latexs (HLL) journey started with its incorporation as acorporateentity under the ministry of Health and Family welfare of theGovernment of India on March1, 1966.HLL was setup in the natural rubber rich state of kerala , for theproduction of male contraceptive sheathsfor the national family planningprogramme the company commenced itscommercial operations on April 5,1969. The plant was established in technicalcollaboration with M/s Oakmont industries.To trace briefly HLLs land mark in the 37th since itscommencement of operation. Inthe year1969 the company startedmanufacturing at thiruvanathpuram (karalla), as part of expansion programmeof the company starts decided to establish one more unit at Kanagala nearBelgaum in the year 1986, and they start the manufacturing process in 1987.HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressingvarious public health challenges facing humility.Hindustan life care limited is the only company in the world whichmanufactures and markets the widest range of contraceptives. It is unique inproviding a range of condoms, including female condoms, intra uterine devices,oral contraceptive pills- steroidalIn the area of contraceptivesHLL has added to its oralcontraceptive pills(OCP)for female. Its OCP range include Mala D/N, Saheli,Arpana, Apsara, Menders, Jaljeevan etc, ithasalso added femalecondoms to range. It also started manufacturing of copper T, Blood bags,Hydrocephalus shunt, Hand gloves etc.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 6 7. SAAB MARFIN MBAToday HLL is a multi-product, multi-unit organizationaddressing various public health challenges facing humanity.On the path of rapid growth, HLL has set its sights to be a Rs 1000 crorecompany by the year 2010.Title of the project:A Study on Employee welfare facilities..Need for the study To know that whether welfare facilities play an important role on the workingof employees,And to know hen the employees are dissatisfied welfare facilities will help themto get motivated.Objectives Of the study:1 To study the existing welfare facilities provided to the employees at HLLkanagala.2To know the employeesopinion about the present welfare facilities at HLL kanagala...3To study the satisfaction of workers towards the present welfare facilitates. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 7 8. SAAB MARFIN MBA4To give certain suggestion based on findings for improvement in the welfarefacilities provided by the management. Scope of the Study:This study aims to find out the satisfaction of the employees,whether the company is providing necessary health, safety and welfaremeasures in HLL Life care Limited, Kanagala. The scope of the current studynamed Employee welfare facilities is limited only to HLL Life care limited,Kanagala unit& its application is also specifically limited to the HLL Life careLimited, Kanagala unit, and the study cannot be applied to other unit of the HLL.This study helps to improve the performance of the Human resourcemanagement department.Limitations of the Study:Following are some of them limitation of the study:1 The data was collected during the working hours, employees were busy intheir routine work so they were less responsive.2) The data is collected from the permanent and casual employees and hencethe opinion of contract employees is not collected.3) Inadequacy of time was a major limiting factor faced by researcher.Research Methodology:Data required1. Primary data2. Secondary dataA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL8 9. SAAB MARFIN MBA1) Primary data Questionnaire methods are used to elicit information fromemployees of various hierarchy departments.Primary data are those which are gathered specially for the project athand is directly through questionnaire & personal interaction. Primary data iscollected by administering thequestionnaire & personal interaction.2) Secondary dataThe secondary data has been collected from different books andcompany files and website.The secondary data has been collected by an individual from different sources.Text bookInternetSamplingSampling sizeThe study was taken on 100 respondents.Data presentationData was presented with the help of tables, charts; interpretation andobservation were notedbelow each table/charts.Data analysis Data was analyzed by simple qualitative analysis for the study. Findings: o From the study it was noticed that majority of respondents i.e.90% of employees aware of all the welfare facilities provided by the company it means company always think of employees but still it can improve to satisfy other 10% of the employees.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL9 10. SAAB MARFIN MBA o It was noticed that 70% of employees feel good about presentwelfare facilities it shows the welfare facilities are good.Suggestions: 1. Employees are not satisfied to quality of the food which is providing bythe canteen, so quality of the food has to be increased to keep the healthof the employees good. 2. In my opinion company should provide transportation facility to contractworker by taking the fare of the bus.CONCLUSION: Human resource plays an important role in any organization .employee welfare facilities are concern to this department , if the employeehappy with welfare facilities then only the productivity of that organization canbe increased . Based on the study of Employee Welfare Facilities in HindustanLifecare Limited Kanagalait is clear that the company is very keen in thepromotingall the welfare facilities provided by Hindustan Lifecare LimitedKanagala.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 10 11. SAAB MARFIN MBACHAPTER- IIA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 11 12. SAAB MARFIN MBACHAPTER - IICOMPANY PROFILE INTRODUCTION History of the companyA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 12 13. SAAB MARFIN MBA Present status of the company Growth of the company Manufacturing process Organization structure Future plansINTRODUCTIONA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 13 14. SAAB MARFIN MBA The project is done at HLL LIFECARE LIMITED, Kanagala(Dist-Belgaum). HLL is a public sector undertaking by the ministry of health andfamily welfare of Government of India. HLL LIFECARE LIMITED is intomanufacture of condoms and contraceptives. Hindustan latex is a largestmanufacturer of indigenous low priced, high quality Contraceptives namelyMOODS, SUPER DELUX RAKSHAK, USTAD etc. Without population control our plans of economic developmentare like writing on water and with waves of population washing off whatever wehave written an effective control of population growth is a key to our economicdevelopment.HLL LIFECARE LIMITED is a public sector undertakingcontributing in promoting the family planning which is essential for controllingpopulation explosion in our country.Workforce is an important integral part of the organization. Tokeep the workforce satisfied Employee satisfaction and welfare facilities playsa very important role in the organisation.INDIAN SCENARIO: Today, India is the 2nd most populist country in theworld. In the half of this century, India is poised to replace China asthe most populist country in the world. Therefore, birth control andfamily planning measures have assumed great importance in India. It hasbecomethegovernmentspolicy toencouragesmall families thegovernmenthas undertakenvariousmeasures toreduce populationgrowth.The Government of India adopted the policy of familyplanning in 1952 in orderto control population. One of the majorA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 14 15. SAAB MARFIN MBApolicies in growth control for reducing births, various methods have beenadopted, and one such methods is contraceptive for male and females,thus on 1st march 1969, Hindustan Latex Limited was born. On 5thApril 1969 that the first batch of condoms rolled out from the plant atPeroorkada.In1985 was the additionof twoplantsatThiruvananthapuram and Belgaum. At the same time, Government initiated massiveadvertising and awarenesscampaigns.Up to the lateeighties, thecampaign spoke of do yaw teen bus, highlighting an average familysize of five members. By the nineties, the message was changed to hum do hamare do , emphasizing the two child norm.Non-government organization (NGOs) also began to participate in thesocial marketing programme, with funding from Government as also fromother organizations. In 1987, Parivar sewasansatha was the first NGOto introduce its own branded condoms in the market.Hindustan Latex Limited become one of the worlds largest manufacturesof condoms, with an annual production of 670 million pieces.The commercial branded condom industry has been declining at the rateof 10% over the last three years.HLL LIFECARE LIMITEDA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL15 16. SAAB MARFIN MBAHindustan latexs (HLL) journey started with its incorporation as acorporate entity under the ministry of Health and Family welfare of theGovernment of India on March1, 1966.HLL was setup in the natural rubber rich state of kerala , for theproduction of male contraceptive sheaths for the national family planningprogramme the company commenced its commercialoperations on April5,1969. The plant was established in technical collaboration with M/s Oakmontindustries. To trace briefly HLLs land mark in the 37th since itscommencement of operation. Inthe year 1969 the company startedmanufacturing at thiruvanathpuram (karalla), aspart of expansion programme of the company starts decided to establish onemore unit at Kanagala near Belgaum in the year 1986, and they start themanufacturing process in 1987.HLL IS TODAY A MULTI- PRODUCT, multy- unit organizationaddressing various public health challenges facing humility.Hindustan life care limited is the only company in the world whichmanufactures and markets the widest range of contraceptives. It is unique inproviding a range of condoms, including female condoms, intra uterine devices,oral contraceptive pills- steroidalIn the area of contraceptives HLL has added to its oral contraceptivepills (OCP)for female. ItsOCP range include Mala D/N, Saheli, Arpana, Apsara,Menders, Jaljeevan etc, it has also added female condoms to range. Italso started manufacturing of copper T, Blood bags, Hydrocephalus shunt,Hand gloves etc.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL16 17. SAAB MARFIN MBAToday HLL is a multi-product, multi-unit organization addressing variouspublic health challenges facing humanity.On the path of rapid growth, HLL has set its sights to be a Rs 1000 crorecompany by the year 2010.HLL has been declared a Mini Ratna Company by the Government of India andupgraded as a Schedule BPSU.HLL Life care Limited is the only company in the world which manufactures andmarkets the widest range of Contraceptives. It is unique in providing a range ofCondoms, including Female Condoms, Intra Uterine Devices, Oral ContraceptivePills- steroidal, non-steroidal and Emergency Contraceptivepills;Contraceptive Cream, and Tubaler Rings.HLLs Health care product range include: Blood Collection Bags, Surgical Sutures,Auto Disable Syringes, Vaccines, Womens Health Care Pharma products, In -Vitro Diagnostic Test Kits,Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bankequipment, Iron and Folic Acid Tablets, Sanitary Napkins, and Oral RehydrationSalts.With a vast array of innovative products and social programmes launched tomeet the nations health care needs, HLL Lifecare Limited (HLL) is year after yeartaking a step closer to its vision of Innovating for Healthy Generations.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL17 18. SAAB MARFIN MBAOver the past sixteen years HLL has steadily set up a strong and soundinfrastructure for direct marketing. HLL has put in place a vast distributionnetwork covering the length and breadth of the country. HLLs products todayreach over five lakh retail outlets, in 10 states, covering over 600 districts,1509 distribution points, including over a lakh villages, in the remotest cornersof the nation.It is the leading social marketing organization in the country in the area ofcontraceptives - with a market share of over 65 percent in the rural and semiurban markets, including in the highly populated states of UP, Madhya Pradesh,Bihar etc.HLL has also made vast inroads in the commercial segment too, with the growthin its market share from 0.1 percent over a decade back to 19 percent atpresent. HLLs products are today exported to over 70 countries.HLLs association with world leaders include those with Okamoto of Japan;Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,USAWith a vast array of innovative products and social programmes launched to meet the nations health careneeds, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision of Innovating forHealthy Generations.Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct marketing.HLL has put in place a vast distribution network covering the length and breadth of thecountry. HLLs products today reach over five lakh retail outlets, in 10 states, covering over 600 districts,1509 distribution points, including over a lakh villages, in the remotest corners of the nation.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL18 19. SAAB MARFIN MBAIt is the leading social marketing organization in the country in the area of contraceptives - with a marketshare of over 65 percent in the rural and semi urban markets, including in the highly populated states ofUP, Madhya Pradesh, Bihar etc.HLL has also made vast inroads in the commercial segment too, with the growth in its market share from0.1 percent over a decade back to 19 percent at present. HLLs products are today exported to over 70countries.HLLs association with world leaders include those with Okamoto of Japan;Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,USAHISTORY OF HLL KANAGALA UNIT:HLL was set up 1969 at Thiruvananthapurm, Kerala as a government ofIndia undertaking. In 1984 the company decided to establish one moreunit at Kanagala Belgaum district of Karnataka state. Shri.R.Venkataramanthe vice-presidentGovernmentof India laid down the foundation stonefor the Kanagala unit. The function was prescribed by Shri. Shankaranand,the ministry of Health and Family welfare of Government of India. Theconstruction of plant was completedin 1986 and regular productioncommencedfromMarch 1987. TheKanagala plantis setup incollaboration with M/s Okamoto Industries, Japan and it incorporatesJapanese technology cable of manufacturing tested condoms in the world.The plant is fully automatedandcomputerizedand ithas annualproduction capacity of 144 million condomA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL19 20. SAAB MARFIN MBALocation of the Plant:The plant is situated in Kanagala, a small village in hukkeritaluka ofBelgaum District. It is55 kmsaway fromBelagum, 12 kms fromSankeshwar and 15 kms from Nippani. It is situated beside the NH-4,which is convenient for transportation and means for communication. In1984 Shri. B.Shankaranandtookthe initiative stepin the successfulestablishment of Kanagala unit of HLL.HLL unit Kanagala plant acquires of about 30 acres of land. About 3/4thof land is occupied byadministrativeoffice,mainfactorybuilding,electrical and maintenance department, boiler room, effluent plant, storesbuilding,ammonia storages,rest room, time office, canteenandassistance aid room, locker room etc. Other two buildings have beenconstructed one for production of oral contraceptive pills like Mala D,Mala N, Choice, Saheli, Ecroz etc. And one more is production ofCentchroman BulkDurg,which has annualproduction capacity of 1,000kilograms. Other side of the factory there is a guesthouse, a hostel forunmarried officers and quarters for General Manger and Deputy Generalmanger.The Kanagala plant, Karnataka commenced operation with the productionof condoms in 1985 using Japanese technology. It was expanded withthe tablet tin A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL20 21. SAAB MARFIN MBAFacility for birth control pills, Mala D/N, Saheli commenced in 1992.UNIT PROFILE:Name : HLL, KanagalaAddress: Hindustan Latex LimitedA/P-Kanagala-591225Tal-HukkeriDist-BelgaumState-Karnataka.Corporate:Public Limited CompanyStatus(A Government of India undertaking)Registration No: KTK/25/11/87Nature of Industry : Manufacturing.Date of commencement : March 1987A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 21 22. SAAB MARFIN MBAe-mail : hllnfk@sancharnet.inWeb-site : www.hlllifecarehll.comFax No.: 08333-279245Phone no. : 08333-279244, 279206,279680Promoter: Shri.B.ShankaranandFormer minister of Health and familyWelfare of Government of India.CMD: Shri.M.Ayyappan.Present status of the Company:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 22 23. SAAB MARFIN MBAManpowerOfficers 46position in HLL,Supervisory Staff50Kanagala:Administration Staff 43Grade IV workmen 131Grade III workmen84Grade II workmen 7WORK SCHDULE:Grade I workmen16Company workersInduction level I 44 for entire 24 hoursInduction level-II 41 with following workschedule.Worker trainee 11TOTAL472ShiftTimeGeneral Shift9:15 AM to 5:15 Pm1st Shift6:00 AM to 2:00PM2nd Shift2:00 PM to 10:00PM3rd Shift10:00 PM to 6:00AMBOARD OF DIRECTORS:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 23 24. SAAB MARFIN MBASr.No NAME DESIGANATION.1 Shri.M.AyyappanChairman & Managing Director2 Shri.Raghubir SinghAdditional Secretary Of Health and family welfare3 Shri.Braj Kishore Prasad Joint secretary of Health and Family Welfare4 Shri.K.K.SureshakumarDirector (Marketing)5 Shri.B.B.Chandrashekaran NairDirector (Finance)6 Shri.M.D.ShreekumarDirector (Technical and Operation)7 Shri.K.Mohan Das Director8 Shri.V.SanjeeviDirector9 Shri.V.Meenakshi SundaramSenior Chartered AccountantHLL LIFECARE LIMITED Commenced its journey to serve the nation in the area ofHealth care, on march1, 1966, with its incorporation as a corporate entityunder the ministry of family welfare of the government of India. HLL was set upin the natural rubber rich state of Kanagala, for the production of malecontraceptive sheaths for the national family planning programme.The company commenced its commercial operations on April 5, 1969 atperoorkada in Trivandrum.The plantwasestablishment in technicalcollaboration with M/s Okamoto industries inc. Japan two most modern plantswere added, one at Thiruvananthpuram and the other at Belgaum.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 24 25. SAAB MARFIN MBAManagement Structure: HLL is fully owned by the Government of India. Board ofdirectors appointed by the Government manages it. HLL is incorporated as acompany under the ministry of Health and Family welfare of Governmentof India.Overall management of the company is vested with theboardofdirectorsof the company. Theboardofdirectors areaccountable totheshareholders ofthecompany and are alsoaccountable to Government of India.The day-to-day managementofthe companyis entrustedtotheChairman& Managing Director (C & MD) and the functional directors andother officers of the company assists him. The Chairman and Managingdirector, functional Directorsandother officersexercisetheirdecision-making power as per the delegation of powers approved by theBoard of Directors.COMPETITORS INFORMATION: The major competitors of the company for condoms areTTK,JK Group, Polar Latex and the other imported brands like Durex ,A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL25 26. SAAB MARFIN MBATrojan competitors products and their respective market shares as shownbelow:Company ProductMarket ShareTTK Kohinoor,Flesta,Champ, 33%DuropackJK GroupKamsutra 22%Imported Brands Durex04%MARKETING & EXPORT:To meet the increasing demand for high qualityand newer varieties of condoms, today company markets its productsdomestically and internationally. MOODS was the first premium brand,which was launched in the market on a national scale, and it is alsolaunched in the international markets.The other brands introduce in domestic & international markets wereRAKSHAK and NEW SHARE. HLL taken up marketing of MALA-D/N, oralcontraceptivepills inthestateof Rajastan,Kerala, Karnataka andTamilnadu.TodayHLLhas widerangeof distribution networktodistribute commercial products all over the country.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL26 27. SAAB MARFIN MBAHLL has its domestic Marketing Offices at: Noida , Mumbai, Kolkata, Bangalore, Hyderabad, Luck nowHLL brandscondoms havereceived 510 K fromFoodAndDrugAdministration (FDA) and CE MARKcertification fromSGSUnitedKingdom. Both these certification are necessary to market condoms inthe countrieslike USA, UAE, UK, Kenya, Mauritius andOman.HLLsmarketing association is spread over Asia Specific, Europe, USA, CentralAmerica, Africa and MiddlePRODUCT PROFILE:The various products produced and marketed by the company are asshown below:HEALTHCARE PRODUCTS Blood Single,Double, Triple,Quadruple,Penta,Pediatric, & Transfer Bags. Sutures Hicon, Hincryl, Hisil, hilon. Tissues expanders HLL Subcutex Auto Disposable Syringe Bsure, Autolok Oral Re-hydration salts Jal Jeevan Medicated Plasters Plastid Women Healthcare Pharma ProductsFAMIL PLANNING & HIV/AIDS PREVENTION:CONDOMSA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL27 28. SAAB MARFIN MBANirodhDeluxe Nirodh MaujZaroor Rangeele NymphUstadShareTNMSCMoodsSparsh RakshakMoods SupreremeFemale condomsConfidom Passion RingsMotto, Vision and MissionMottoInnovating for Healthy Generations.VisionHLL will establish itself as the Leader in its core activities, through a process ofcontinuous innovation and participatory approach in order to -Provide best value to the customer.Be an employer of choice.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL28 29. SAAB MARFIN MBAPromote the cause of family health in general, and womens health in particular.MissionTo accomplish the Corporate Vision, HLL has outlined a Mission to be a WorldClass Health Care Company by the year 2010, with focus on five key areas,namely*Business * Customer *Innovation * Employeeand* Social Sector initiatives.Business Leadership:Attain rapid growth and global levels of operations with cost competitiveness.Be among the top three players in each main product category.Become the organization to be benchmarked with.Become an acknowledged and admired leader at industry forums.Customer Focus:Focus on quality and customer delight at all timeInnovation:Establish core competence through a process of learning and innovation.Create a culture of continuous innovation resulting in at least 10% of turnoverfrom Research and Development initiative.Employee Satisfaction:Strive to be the employer of choice in India with employee satisfaction levels ofover 90%.Social Sector Initiatives:Be recognized as the leading social organization in the field of Reproductiveand Womens Health, with a commitment to the society - a partner of choiceA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 29 30. SAAB MARFIN MBAimplementing all government and multi-lateral initiatives in these segments. OBJECTIVES OF THE COMPANYTo maximize capacity utilization of existing plant.To increase the profitability of the company and to maximize generationof surplus to enableHLL to finance its diversification projects.To make social marketing projects.To maintain and improve the existing cordial relationship betweenemployees and management by mutual interaction at various levels andto further improve efficiency of the executives, supervisors and works tomeet future challenges.To make continuous efforts for up gradation of technology and quality tobe internationally competitive.To improve substantially direct marketing for all products.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL30 31. SAAB MARFIN MBA To maximize cost reduction. To explore possibilities for strategic alliances for diversification. To be an active player in realization of the objectives set forth in the national population policy (NPP)2000. To straighten information, education and communication aimed at enhancing the outreach of contraceptives in remote areasThe Kanagala unit is divided into the following Departments: Operations and production Boiler house Machine shop HR Accounts Purchase Stores Dispatch Systems Safety Electrical MechanicalA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL31 32. SAAB MARFIN MBACommitment to Quality Systems:HLL underlines its commitment to quality by mandating that all ourmanufacturing facilities are certified to a quality system standard. Ourmanufacturing facilities conform to requirements of ISO 9001:2000, ISO 13485and various international product certification marks, thus offering best valueto our customers in conformance with international standards.List of certificates:ISO 9001-2000 certificateGMP certificateCE mark certificateYEARLY PRODUCTION OF CONDOMS: Year Target Production 2004-05215223.40 2005-06225228.03 2006-07242237.99 2007-08235243.51TURNOVER OF THE ORGANIZATION:The below chart shows last five year turnover of the organization last three yearit is constant neat to 5100 and because of that they increasing their profit.YearRs.(Lakhs)2002-03 4272.392003-04 4971.212004-05 5306.41A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 32 33. SAAB MARFIN MBA2005-065166.652006-075127.70SALES DETAILS:Sr.no particulars 2005-062006-07 2007-081 Condoms(in221.51 232.99232.08LakhRs)2 Oral578.41 578.75575.80ContraceptivePills (inLakhRs)3 Centchroman 641.56 641.56788.18Bulk Drug(In Kgs)FUTURE PROSPECT:Develop new low modus latex formulation with liquid acceleratorsystem. introduce new products like Super Dotted Extra-time Condoms, BaggyRibbed Condoms , and Warming Gel etc. Develop new latex formulation with single accelerator. Developwater- based Condoms lubricated as substitute for silicon oil. Manufacturingcondoms with low protein content. Set up Rapid Test Kit manufacturing facility.Develop New-Generation women Health care products. Develop AutologusBlood Bags. To increase the profitability of the company and to maximizegeneration of surplus funds to enable HLL to finance its diversification projects.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL33 34. SAAB MARFIN MBAThe commercial production of Anti Retro Viral Drugs (ARVs) will beundertaken at Kanagala plant for which the formulation development is underprogress.To maintain and improve the existing cordial relationship betweenemployees and management by mutual interaction .SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY:HLL is committed to protect environment, eliminate occupational hazards andensure safety of employees & subcontractors through: Monitoring and controlof the impact of itsactivities, products and services on a continual basis;Compliance of applicable legal and other requirements;Adopting appropriate operating practices;Facilitating employee training and their involvement;Pollution mitigation through adoption of best practices;Conserving materials, energy and reducing waste at source, and / encouragingusage of renewable energy sources;Periodic review of safety health and environment management system.HR VisionHR MissionTo provide company wide leadership in formulating human resourcepolicies and programmes that enhance the quality of employee servicesand encouraging employee contributions towards sustaining HLLscontinued excellence.To collaborate with all other departments in supporting effectiverecruitment, development and maintenance of a highly competentworkforce.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 34 35. SAAB MARFIN MBA To be a strategic partner in creating a work environment this fosters individualachievements, teamwork, integrity,professionalism and accountability. To foster a meaningful, environmental friendly and productive work environment and ensure positive contribution to the community around us.HR Objectives:Exercise leadership in modeling and implementing successful human resourcepolicies and practices that help unleash employee potential. Create anorganizationalambience where talents can bloom and support themanagements efforts to foster a high performance workforce.Support local efforts to recruit, develop and retain a highly qualified work forceby building market practices and effective employer practices into humanresource methodologies.Encourage, support, reward and recognize creativity, innovation, individual andteam performsHR Philosophy:We,Believe in the potential of our most valuable assets- Our employees.Believe and trust our employees.Strive for excellence.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL35 36. SAAB MARFIN MBAExhibit the values of honesty, integrity and respect among our employees andthe public in our work and conduct.FEATURES OF HUMAN RESOURCES MANAGEMET:Human resources management is concerned with employeeboth as individuals and as a group in attaining goals. It is also concerned withbehavior, emotional and socialAspects of personal:It concerned with development of human resources, i.e.Knowledge, capability skill, potentialities and attaining and achieving employeegoals, including job satisfaction human resource management covers alllevels(low middle and top) and categories (Unskilled, skilled, technical,professional, clerical and managerial ) of employees it covers both organizedand unorganized employees.It applies to the employees in all types of organization inthe world (industry, tread, service, social, religious, political and government.Department). It all types of organize human resources managementis acontinuous never ending process.It aims at attaining the goals of organization and society in an integratedapproach.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 36 37. SAAB MARFIN MBAFunctions of HR department.1. Manpower planning2. Recruitment and selection3. Induction and employee communication4. Performance appraisal5. House keeping6 .Environmental regulation7. Employee attendance8. Wages and salary system9. Welfare facilities to OEs and administration10. Staffing and motivating the employees11. Compensation and bonus12. TrainingA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 37 38. SAAB MARFIN MBAMANPOWER PLANNING:Planning for HR is most impotent then planning for anyother resources. As demand for latter demand upon the size and the structureof the former, wither it is in a country or in an industry father management ofHR hardly being form HR planning. In this organization top managementformulates corporate level plan based on corporate philosophies, policies,vision and mission. At the end of the every year top management of SILcombined with Dana do hell week These is done in order to formulate targetplans for fulfill further manpower needs. Budgeting is done yearly at thecorporate office of the Anand Group. TO formulate HR plan factors like targetsset, employee turn over, Expansion programs, cell structure, shift structure etctaken into consideration. At the hell week the management tries to fix a mathbetween three major factors that is target set, present employee strength andemployee turn over once a detailed analysis and overall assessment of futuremanpower requirement are made in the respective plans, the HR manager at theplant board plans, then the detailed manpower requirement and the same arethe corporate head quarters.RECRUITMENT:It is the process of searching for prospective employees and encouraging forapplying jobs in organization. Recruitment is done through two sources.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL38 39. SAAB MARFIN MBAINTERNAL SOURCES:The organization can recruit internally and connect information throughnumber ofsources.ORGANIZATION DATABASEHR department maintains information though a data blank. They collectedinformation has to howmany people have applied for the jobtheirqualification and also the employee who want get shifted to anotherdepartment whenever there is an opining. HR staff tries to find peoplethrough these data blacks ; any person meeting the recruitment would be givena call letter form the organization.a. Job Posting:Depending on ability and skills of the person the respected post has been giveto him.b. Promotion:It refers to shifting of the employees from lower position to high positioncarrying higher salaries and better prestige. The higher position, which arevacant, may be filled up from up with in organization.C. Transfers:It involves shifting of employees from their present jobs to similar job in theother department without any change in rank or responsibility or prestige ofemployees.Employees website:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 39 40. SAAB MARFIN MBAThe recruitment firm displays about the opening reconsolidated andcross examined with the required job position.External Sources:A). College and university: The requirement of student is a very important source for entrylevelProfessionals. In this, organization interacts and gets candidates.The major factor that infuelance this requirement methods are1. Deputation of the college and university. Experience with placement officer in handling requirement processwith the organization.Completion level for the top students in the colleges and university.B). Advertisement:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL40 41. SAAB MARFIN MBAThese are the basis for recruitment for this organization. They place theadvertisement of the requirement of candidates and their eligibility required inthe newspaper.Selection: The selection process is done immediately after recruitment. It is aprocess of eliminating understanding candidates and selecting the bestcandidates out of them for the job. The selection procedure starts with thescrutinizing of all applications received for job. If the bio data/ resume sent,matches with the requirement of the job, then candidates will be called for aninterview, which may be in the right person will be selected for the job. Theselection procedure is complete when the appointment order is given to theselected candidates.Authority flow by HRD Manager (personal)Dy. Manager Asst. ManagerSpur. ManagerA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 41 42. SAAB MARFIN MBAFunctions of the department:The functions of the department and wider perspective can explain withrespective to thefollowing area.1. Administration and human recourses department.Industrial relationsLanguageTraining programme.SalaryWelfareIAdministration and human resources development:a. Manpower planning:Manpower is the main source of organization. We have to make planning for fullutilization of manpower of an organization.b. Recruitment and selection:Company conducts these two processes whenever they need manpower.Recruitment programme by giving advertisement and same people they willcarry selection process also.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL42 43. SAAB MARFIN MBANew candidates are selected on the base on the employee work experiencedand merits and also by taking personal interview.C. Promotion, demotion, transfer:Promotion of the employee depends upon employee qualification, seniority, andannual appraisal report, also experience on all these employees promotion willbe given.Employee is also can demoted when his performance is not good; all the rulesof government for transfer an employee.2. Industrial relation:HLL has cordial peaceful ration history. The company allowed outsiders to visitthe company by given visitor pass.Relationship between trade union and management is good.Management arrange trade union meeting weekly.The maintenance in the company is very strict.3. Language:As public sector company HLL always has way ahead in implementing the Hindilanguage not only management but as well as in organization level also.Company is publishing two language magazines for development of Hindi A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL43 44. SAAB MARFIN MBAamong its employee, those are follows.A. Parivar-Manthly magazine.B. Ramayana-official language magazine.4. TrainingA. Company conducts tanning programs for all the departments employeesfromTime to time.B. Training is given to employee for adopting skills and also increases abilityof employee.C. As per employee opinion the training arraigned for them is helpful.D. Some training names as are as follow.One day computation training. Art of learning. Hindi Workshop.Development of personality training5. Salary.E. salary range varies in between 5000-40,000 for permanent employee.F. salary is not fixed on base of employee work ability but more constrained onthe service of the employee. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL44 45. SAAB MARFIN MBAG. salary is given on time on a fixed date.H. there is an increase in each employee salary Yearly.Welfare facilities provided in the organization.a) Canteen subsidy rs.250 p. month.b) Leave travel concession- FOR 3000 kms (Once in 4-years)c) House rent allowance (HRD)-12% of the basic pay.e) Conveyance allowance 320 p. month (attendance 15 or more in month).A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 45 46. SAAB MARFIN MBAf) Uniforms- for office staff, security guard, cook, drivers, first aid attainmentg) Raincoat and caps-who work in open area during rainy seasonh) Shift allowance-I-no allowance, II-3RS/-per shift, III-5 RS/-per shifti) Festival advance-Rs/-2500 only once in year each employees, etcj) Maternity benefit- 7 days for male & 84 days for female employee these daysworkers are getting pay.k) HLL co-op society purpose, gives loans, sale of consumer articles, etc.l) Festival holidays-total 10 holidays. 5 national&5 religious (during these daysworkers are getting pay)m) Disablement benefit-the insured person will b given full pension at full rate.n) Overtime facility-operative staff; drivers, store person, &supervisorsA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL46 47. SAAB MARFIN MBAAward . 1995-96 HLL awarded with the NF mark by the laboratory national diseases,with certified queried for export of its products to European nations. 1999-00 HLL Receives MOU and certificate of from the vice president of India for excellence in the achievement of MOU target. 2002-HLL Belgaum plat awarded the ISO 14001.certification as well as HLLs Kanagala(Belgaum) plant awarded the CE mark for its condoms. .2003 once again HLL received on 5TH April 2003 The MOU award of govt of Indiafrom the president of India Dr A.P.J.Abdul kalam for excellence achivement of target for 2001-02 . HLL received CAPEXILs Export Award for outstanding export performance, from the union Finance Minister. HLL received the National Award for excellence in cost management in 2006. HLL upgrade as a Schedule B PSU by the Government of India in 2006 and HLL declared as a MINI RATNA PSE by the Government of India on Aug , 31 2006.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL47 48. SAAB MARFIN MBA HLL Kanagala received GREENTECHSAFETY SILVERAWARDfrom Greentech foundation New Delhi in 2006. HLL Kanagalawon the First prize among theDrugs and Pharmaceutical sector, in the energy conservation in 2006.The monthly remuneration received by each of its officers andemployees.NO.Gread/Designation scale ofpay1Induction level 1 2700-40-3660A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL48 49. SAAB MARFIN MBA2Induction level 23000-55-43203Grade 1/sweeper/cleaner etc.3600-70-52804Grade 2/peon/security guard3800-85-58405Grade 3/Jr.steno- typist4000-100-64006 Grade 44200-115-69607Senior clerk/Jrstenographer4400-130-75208Grade 54410-130-75309Grade 6/sales officer4600-145-808010 Asst/Sr.Steno/Supvr/Jr.teritory officer4800-160-864011 Superintendent/PA etc.5000-175-9200 A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 49 50. SAAB MARFIN MBA12 Foreman/territory officer/Liaison officer5030-175-923013 Senior territory officer5200-180-952014Marketing officer5600-190-1016015Junior officer6000-180-1032016Scientific officer6400-190-10360GROWTH AND DEVELOPMENT:The HLL has come across several milestones to reach present status. Let us seethese growth steps in chronological order.1966: HLL incorporated as a company under the ministry of the Healthand Family welfare of Government of India on 1st mach 1966. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 50 51. SAAB MARFIN MBA 1969: HLLcommencedproduction of condoms at its Thiruvanathapuram plant. 1976:Production capacity doubled to 288 million pieces per year. 1985: Additional plant setup at near Belgaum in Kanagala and at Perokada in Kerala With adoption Japanese Technological (Production Capacity 800 million units/year). 1991: HLL was granted the 510(k) certification by the Food and Drug Administration (FDA) USA 1992:HLL diversified into manufacturing of surgical and examination gloves, commenced formulation and tabletting of Saheli polls in Kanagala plant. 1993: HLL build plant for formulation and tab letting of Male-N, oral pills commenced at HLL Kanagala Belgaum. 1994: Commenced production of Copper-T Intra Uterine device at the Akkulam plant,and commenced production of Ceredrain Hydrocephalus shunts. 1995: HLL awarded the NF mark by the Laboratory National Dessais, France, which is the certification required for export of its condoms to the European nations.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 51 52. SAAB MARFIN MBA : HLL granted with an ISO 9002 certification for its quality management system. 1997: HLL, the only company from India selected by WHO for obtaining their requirements ofcondoms for reaching countries worldwide. 1998: Hindustan Latex family planning and promotion trust (HLFPPT) commenced social marketing project all over the country. 1999-2000: Receives MOU award and certificate of merit from the vice president of India, for excellence in achievements of MOU targets. 2002: HLLs Perokuda plant and Kanagala plant awarded the ISO 14001 certification. And HLLs Kanagala plant awarded the CE mark for its condoms. 2003: HLL on April 5, 2003 received the MOU award of the Government of India, from president on India Dr.A.P.Abdul Kalam, forA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 52 53. SAAB MARFIN MBA excellence in the achievement in MOu targets for 2001and 2002 and emergency contraceptive pills Preventol. 2004: HLL setup anew unit at Kochin special economic zone (CSEZ) in March 2004 andHLL;s female condom launched in Feb 2004. 2005: received national safety innovation awared from the ministry of Labour, Government of India. 2006: HLL Kanagala received GREENTEC SAFETY SILVER AWARED from Greentec foundation Delhi. 2006: HLL Kanagala won the First prize among the Drugs and Pharmaceutical sector, in the area of energy conservation.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL53 54. SAAB MARFIN MBAManufacturing process:Raw material(rubber Latex, Sulphur, Zinc Oxide , Casein ,Tamol etc)Stores(Material handling)CompoundingMixing ( according to proportion)Heated (up to 55c deg) and Tested .Moulding(Steel moulds dipped dipped into the Latex)drying chamber (Dried and strippedwith silicon PPTVulcanizing BarrelDrying at 80 c deg(half product)Random testing (Visual test, water leakage test, dimension test)A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 54 55. SAAB MARFIN MBAInspection sectionIndividually testing of condom manually(Pinhole testing machine it can automatically reject the condoms)Primary Packing SectionWith silicon oil and packed into automatically foil by machineSecondary Packing SectionManually packed into corrugated boxes(According to different scheme)A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 55 56. SAAB MARFIN MBA C&MDED(O)I/C GM(Operation) Unit Chief JGM(pharma) M.(Q&A)Functionally reporting toPharma APMAGM(AGM DGMDMSED(CQA)&administraAGM(QC/La consultan(BUD)OCP)(Vaccine) (O)(Proj)tively to Unit CHIFb)I/C t SAPM SAPMDM(Pharm APMa)APM APM AGM( HR)I? M DM(P JO/SUPAPM(Engg Mgr( PC)I? DM(HR)AGM(sec)Pri) JOAM(HMgr(I&M(EnAM( IT) SAPMR) DM(Safety)SafE)gg) DMIC ety ForumCo-ord DM Mech) inator/SafetyET(IT) JO/SupJO/SupAPM JO/SJO/Supup Organization Chart A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 56 57. SAAB MARFIN MBACHAPTER-IIIA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 57 58. SAAB MARFIN MBAA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 58 59. SAAB MARFIN MBACHAPTER - III BACKGROUND OF STUDY : Theoretical Background of Employee welfare. Theoretical Background of Health. Theoretical Background of Safety. IndustrialBackground of Safety. Industrial Background of Employee Welfare.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL59 60. SAAB MARFIN MBADEFINITION OF LABOUR WELFARELabour welfare has been defined in various ways, though nosingle definition has found universal acceptance. The Oxford dictionary defineslabour welfare as "Efforts to make life worth living for workmen." Chambersdictionary defines welfare as "A state of faring or doing well. Freedom fromcalamity, enjoymentofhealth and prosperity".The Report of the Committee on Labour welfare (1969)includes under it "such services, facilities and amenities as adequate canteens,rest and recreation facilities, sanitary and medical facilities, arrangements fortravel to and from work and for the accommodation of workers employed at adistance from their homes and such other services, amenities and facilitiesincluding social security measures as contribute to improve the conditionsunder which worker are employer." Thus, the whole field of welfare is said to be one "in whichmuch can be done to combat the sense of frustration of the industrial workers,to relieve them of personal and family worries, to improve their health, to affordthem means of self expression, to offer them some sphere in which they canexcel others and to help them to a wider conception of life". It promotes theA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL60 61. SAAB MARFIN MBAwell-beingof workersin variety ofways.SCOPE OFLABOUR WELFARE ACTIVITIES: Lab our welfare Activities is combinations of various steps,the cumulative effect of which is to grease the wheels of industry and society.Sound industrial relations can only be based on human relations and goodhuman relations dictate that labour being, human being should be treatedhumanly which includes respect for labour dignity, fair dealing and concern forthe human beings physical and social needs. In any industry good relationsbetween the management and workers depend upon the degree of mutualconfidence, which can be established. This, in turn, depends upon therecognition by the labour of the goodwill and integrity of the organization inThe day to day handling of questions which are of mutual concern.The basic needs of a labour are freedom from fear, security ofemployment and freedom from want. Adequate food, better health, clothingand housing are human requirements. The human heart harbors secret prideand invariably responds to courtesy and kindness just as it revolts to tyrannyand fear. An environment where he is contended with his job, assured of abright future and provided with his basic needs in life means an atmosphere ofgoodworking conditionandsatisfactionto labour. Labor welfare activities are based on the plea that higherproductivity requires more than modern machinery and hard work. It requiresco-operative endeavor of the parties, labour and management. This is possibleonly when labour is given due importance and human elementis taken into account at every stage..A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL61 62. SAAB MARFIN MBAOBJECTIVES OF LABOUR WELFARE ACTIVITIES The object of welfare activities is to promote economicdevelopment by increasing production and productivity. The underlyingprinciple is to make the workers given their loyal services ungrudgingly ingenuine spirit of co-operation, in return for obligations, voluntary andcompulsory, accepted by the employee towards the general well-being of theemployees.Improving the efficiency of the labour is another objectiveof labour welfare activities. Efficiency gives double reward, one in the form ofincreased production and the other in the shape of higher wages due toachievement of higher productivity. Welfare activities add to their efficiency andefficiency in turn help the worker to earn more wages.Therefore, welfare activities in an organization are twice blessed. It helps theemployer and theemployee both.Another objective of welfare activities is to secure thelabour proper human conditions of work and living. Working conditions oforganization may be led by an artificial environment which features are dust,fumes, noise, unhealthy temperature, etc. It is generally found that theseConditionsimposestrain on thebody.The welfare activities are done to minimize the hazardouseffect on the life of the workers and their family members. It is the duty of theemployer to see these human needs. If welfare activities are viewed in this light,it can be seen that they are guided by purposes of humanitarian and socialjustice. The next objective of welfare activities is to add in a real wayto the low earning of the labour. The facilities are provided to supplement theincome of the workers by services such as housing, medical assistance, school,co-operative, canteens,stores,play grounds etc.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 62 63. SAAB MARFIN MBAThus, the objective of activities are to promote greater efficiency of the workers,assure proper human conditions to the workers and their family members.THEORIES OF LABOUR WELFAREThe form of labor welfare activities is flexible, elastic and differs from time totime, region to region, industry to industry and country to country dependingupon the value system, level of education, social customs, degree ofindustrialization and general standard of the socio-economic development ofthe nation. Seven theories constituting the conceptual frame work of labourA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 63 64. SAAB MARFIN MBAwelfare activities are the following:-The Trusteeship Theory:This is also called the Paternalistic Theory of Labour Welfare. According to thisthe industrialist or employer holds the total industrial estate, properties, andprofits accruing from them in a trust. In other words, the employer should holdthe industrial assets for himself, for the benefit of his workers, and also forsociety. The main emphasis of this theory is that employers should providefunds on an ongoing basis for the well-being of their employees.The Public Relation Theory:This theory provides the basis for an atmosphere of goodwill between labourand management, and also between management and the public, labourwelfare programmes under this theory, work as a sort of an advertisement andhelp an organization to project its good image and build up and promote goodand healthy public relations..PRINCIPLES FOR SUCCESSFULIMPLEMENTATION OF WELFAREACTIVITIESThe success of welfare activities depends on the approach which has beentaken into account in providing such activities to the employees. Welfare policyshould be guided by idealistic morale and human value. Every effort should bemade to give workers/ employees some voice in the choice of welfare activitiesso longas it does notamount to dictation from workers. There are employers who consider all labour welfare activitiesas distasteful legal liability. There are workers who look upon welfare activitiesin terms of their inherent right. Both parties have to accept welfare as activitiesof mutual concern. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL64 65. SAAB MARFIN MBAAdequacy of Wages:Labour welfare measures cannot be a substitute for wages.Workers have a right to adequate wages. But high wage rates alone cannotcreate healthy atmosphere, nor bring about a sense of commitment on theparts of workers. A combination of social welfare, emotional welfare andeconomic welfare together would achieve good results.Social Liability of Industry: Industry, according to this principle, has anobligation or duty towards its employees to look after their welfare. Theconstitution of India also emphasizes this aspect of labour welfare.Impact on Efficiency:This plays an important role in welfare services, and is based on therelationship between welfare and efficiency, though it is difficult to measurethis relationship. Programmes for housing, education and training, theprovision ofbalanced diet and family planning measures are some of the importantprogrammes of labour welfare which increases the efficiency of the workers,especially in underdeveloped or developing countries.Increase in Personality:The development of the human personality is given here as the goal ofindustrial welfare which, according to this principle, should counteract thebaneful effects of the industrial system. Therefore, it is necessary to implementlabour welfare services. Both inside and outside the factory, that is, provideintra-mural and extra-mural labour welfare services.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 65 66. SAAB MARFIN MBAthroughout the hierarchy of an organization. Employees at all levels mustacceptCo-ordination or Integration:This plays an important role in the success of welfare services. From this angle,a co-ordinated approach will promote a healthy development of the worker inhis work, home and community. This is essential for the sake of harmony andcontinuity in labour welfare services.Democratic Values:The co-operation of the worker is the basis of this principle. Consultation with,and the agreement of workers in, the formulation and implementation of labourwelfare services are very necessary for their success. Thisprinciple is based on the assumption that the worker is "a mature and rationalindividual." Industrial democracy is the driving force here. Workers also developa sense of pride when they are made to feel that labour welfare programmesare created by them and for them.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 66 67. SAAB MARFIN MBAWELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA)(UNIT)1. Washing facility/ Allowance:The company provides this facility only to the operation staff provides washingfacility. Rs.25/-per month provided as washing allowance for the those whosecure actual working of 15 in a wage month.2. Canteen facility :Food items are provided to the employees at subsidized rates. Employees arepaid canteen subsidy @ Rs.250/- per month for those who secure a minimumattendance of 21 days or more in month. Declared public holidays are countedfor the purpose of21 days for this purpose3. Conveyance facilities:Bus facility in made available to the employees for nipani and sankeshwar asper the shift time. Conveyance allowance of Rs.320/-p.m. is paid if employeewho does not utilize bus facilities, but subject to ceiling of 60 employees.4. Accommodation Facilities:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL67 68. SAAB MARFIN MBAThe company has provided accommodation facility in Companys premises only.Company is having well constructed Executive Hostel and Executive Quarters atits premises. Maximum executives/supervisors are availing the facility5. Housing Rent Allowance:The Employees in the factory At Kanagala unit are getting the housing rentallowance at the rate of 12% of the basic pay.6. Uniform with stitching:The company provides uniforms to their workers. All the workers are providedone uniform each year expected the workers working in mechanical andelectrical section, because these workers are provided 3 uniforms in 2 years.Also the stitching changes are provided along with uniforms-For Male WorkersRs.75/-For Female Workers Rs.75/-7. Educational Allowance:A sum of Rs.100/-p.m. per head will be paid towards reimbursement ofeducation allowance Rs.2500/-is also given as school penning advance.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 68 69. SAAB MARFIN MBA8. Festival Advance:The company is also giving festival advance once in a year. Every employee iseligible for Rs. 2500/- as festival advance. It given during the festival.9. Shoes/ Slippers :All the portative staff is provided Rs. 120/- per year towards slippers and shoes.10. Shift Allowance:Shift allowance is also provided to the workers For II shift Rs. 10/- per day shiftFor III shift Rs.15/- per shift11. Shifting allowance:An employee whenever is transferred from one unit to another will be providedwith shifting allowance to facilitate his residence shifting expense from theorganisation12. Recreation club:There are two recreation clubs in factory, one is for executive staff and anotheris for operative, supervisory and administrative staff. Various social, cultural,entertainment and tour programmes are arranged by recreational club.13. House Building Advance (HBA):Nine financial institutions are approved for the financial help to the employees.HBS, two wheeler advance, fourwheeler advance is paid interest subsidy @A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 69 70. SAAB MARFIN MBAon reducing balance method. Each employee will be for HBA only during hisentire service period.14. First-aid facility:There is a first-aid box in factory. If any normal accident takes place, he getstreatment form a person in the charge of first-aid box.16. Seasonal Protection:The employees who are working in open place are provided with raincoats,sweaters and caps. This facility is available to security guards, cooks, drivers etc.The rest rooms are well maintained properly ventilated having severalnewspapers. 17. Rest room facility:There is a separate rest room for the operative staff to rest during the off time.The rest rooms are separate for male female employees. The rest rooms arewell maintained properly ventilated and having several newspapers. 18. Locker facility:Lockers are given to the employees in the factory wherever necessary. Thisfacility is for safe storage of employees bags, dresses etc.19. Drinking water: The company provides pure water at place where theyare working or at the assembly points.20. Toilet and Wash Room:Separate latrines and urinals facility is available for operative, administrativeand official/executive staff.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL70 71. SAAB MARFIN MBA21.Ventilation Facility:There are fans and air conditioners in every department and section. Theseventilation devices are necessary during summer season to get cold air in workplace.22Sitting Facility :Company has made sitting facilities to operative as well as to a administrativestaff. Nearly 100% work id done at sitting position only.23.Shift Allowance:The employees of HLL are getting shift allowance at the following rates:First Shift No allowanceSecond shiftRs.10/-per shiftThird shift Rs.15/-per shift24. Safety Equipments:Almost all necessary safety equipments like nose masks, caps hand gloves,safety uniforms, aprons, safety shoes, goggles, helmet etc, are provided to theoperative staff.25. Health Check-up Facility:Management conducts medical health check up programmes once in a year forall employees and twice in a year for OCP plant employees. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL71 72. SAAB MARFIN MBA26.Leave Facility:Sr.no Type of LeaveAdministrativeOperative Staff and Supervisory Staff1 Earned leave 30 per year 1leave 12 days2 Casual leave 12 per year 8 per year3 Half pay leave 20 per year27. Medical Aid:The company has provided housing facility only for top-level management .There is no housing facility for other employees.28. Leave Travel Concession:This facility is given to the permanent employees of the company employeeincluding his/ her eligible dependents is given leave travel concession. Leavetraveling concession given to the employee is Rs.10000/- once in a four yearand if employees dont want to travel then he will be given 75% of encashment.The traveling should be within 3000kms in any part of India.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL72 73. SAAB MARFIN MBAA. Theoretical Background.HEALTHa. Importance of HealthThe trite saying Health is Wealth explains the importance of health. Thehealth results in highrate of absenteeism and turnover, industrialdiscontent and indispline, poor performance and low productivity andmore accidents. On the country, the natural consequences of goodA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL73 74. SAAB MARFIN MBAare reduction in the rate of absenteeism and turnover, accidents andoccupational disease. Beside, employee health also provides other benefitssuch as reduced spoilage, improved morale of employee, increasedproductivity of employee and also longer working period of an employee,which of course, cannot be easily measured.In long and short, employee health is important because it helps:Maintain and improvement the employee performance both quantitatively andqualitatively.Reduced employee absenteeism and turnover.Minimize industrial unrest and indiscipline.Improve employee morale and motivation.Occupational health services should be established in or near a place ofemployment for the purpose of:-1) Protecting the workers against any health hazard arising out of workorConditions in which it is carried on2) Contributing towards workers physical and mental adjustment and3) Contributing to establishment and maintenance of the highest possibledegree ofPhysical and mental well-being.b. OCCUPATIONAL HAZARDS AND DISEASES:Employee in certain industries are exposed to retain hazards and disease.Occupational hazards classified into following categories:1) Chemical hazardOccupational Diseases:Working condition prevalent in industries causes occupational diseases.Protection against Hazards: A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 74 75. SAAB MARFIN MBA1) Preventive MeasuresThe preventive measures to protect employee against occupational healthhazardsMay include: Pre-employment medical examination. Periodic post employment medical examination. Removal of hazardous condition the extent possible Emergency treatment in case of accidents. Education of workers in health and hygiene. Training in first-aid to workers. Proper factory layout and illumination. Proper effluent disposal treatment plants. Proper scheduling of the work and adequate rest.Curative Measures : The curative measures include the following: Adequate and timely medical treatment Allowing the employee adequate period of convalescing and recuperating. Availing the needed best medical treatment facilities from outside hospitals. C. Statutory provisions concerning healthA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL75 76. SAAB MARFIN MBAThe factories Act.1948 insist that the following provisions must be made inIndustrial establishment for safeguarding employee-health: 1) Cleanliness 2) Disposal of wastes and Effluents 3) Ventilation and temperature 4) Dust and fumes 5) Lighting 6) Drinking waterSafety.a. AccidentsThe ever increasing mechanization, electrification. Chemicalisation andsophistication have made industrial jobs more and more complex and interacts.This has led to increasing dangers to human life in industries through accidentsand injuries. .What is safety?A safety mans in a simple terms freedom from the occurrence or risk of injuryor loss. Industrial safety or employee safety to the protection of workers fromthe industrial accidents.What is an accident?An accident is an unplanned and uncontrolled event in which an action orreaction of an object, a substance, a, person result in personal injury ormaterial damage.According to the factories Act 1948, it is an occurrence in industrialestablishment causing bodily injury to a person which makes him unfit toresume his duties in the next 48 hours.s A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL76 77. SAAB MARFIN MBATypes of Accidents:Accidents may be of different types depending upon the severity, durability,and degree ofthe injury. An accident causing death or permanent or prolonged.Disability to the injured employee is called major accident cut that does notredder the employee disabled is termed as minor accident AccidentsInternalExternal MajorInternalFatal DisabilityA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 77 78. SAAB MARFIN MBA Temporarypermanent Total partial TotalpartialC. Causes for industrial accidents:Unsafe conditions (or situational factors) :Job itself:work schedules :Psychological conditions:Machinery and equipmentUnsafe Acts (or individual Factors) : Operating without authority Failure to use safety devices Careless throwing of materials on floor Operating at unsafe speed Using unsafe equipment A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 78 79. SAAB MARFIN MBATheoretical backgroundRemoving or disconnecting safety devicesLifting things improperlyTaking unsafe positions under suspended loadsUsing unsafe procedure in loading and unloadingCleaning, oiling, repairing or adjusting moving machinesTeasing, quarreling, day-dreaming or horseplay.Personality and behavior, which make some, peoplemoreaccidentpronec. Miscellaneous causes:young untrained and inexperienced workers cause more accidents thanold, trained and experienced workers. Alcoholic and Drug addicted workersare more accident-prone. Workers having disturbed family life are likely tocause more accidents due to stress.d. Need of Safety:An accident free plant enjoys benefits such as substantial savings incosts, increased . Productivity, moral and legal grounds.1cost savina. Direct costsDirect cost are such as compensation payable, medical expenses incurred.If the victim is uninsured, compensation and medical expenses are theresponsibility of management.b. Indirect costsindirect costs include loss on account of downtime of operators, slowedproductionrate of other workers, materials spoiled andlabor forA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 79 80. SAAB MARFIN MBAcleaning and damages to equipment.A safety plant, by avoiding accidents eliminates these direct and indirectcosts2. Increased productivitySafety plants are efficient plants. To a large extent, safety promotesproductivity. Employees in safe plants can devote more time to improvingthe quality and quantity of output and spend less time worrying abouttheir safety and well being.3. MoralSafety is important on human rounds too. An employee is a worker in thefactoryand the breadwinner forhis/herfamily. So, mangersmustundertakeaccident prevention measures to minimizethe pain andsuffering the injured worker and his/her family are exposed to as aresult of accident.4. LegalThe maintenance of safety in the factory premises is a legal requirementfor the industry. There are laws and acts for ensuring safety measuresin the factory and imposingpenalties for non-compliance have becomequite server. The responsibility extends to the safety and health of thesurrounding community, too.Finally, financial losses, which accompany accidents, can be avoided ifthe plant is accident free.e. Responsibility of safetySafety isprimarily the responsibility of the management.Thisresponsibility should restontheshoulderson the all cadres ofmanagement, such as plant manger, productionmanger, chief engineer,personalmanger,maintenanceengineer, individualforeman, safetyA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 80 81. SAAB MARFIN MBAf. Measures ensure industrial safetyThe main steps that can be taken to ensure safety and security ofemployees are as follows:1. Safety ProgrammedSafety Programmeddeals withtheprevention of accidents and withminimizing the resulting loss and damage to persons and property. Themost important function of safety programmed is to identify potentialhazards, provide effective safety facilities and equipment and to takeprompt remedial action. This is possible only if there are:1. Comprehensiveand effective system for reporting all accidents causingdamage or injury.2. Adequate accident records and statistics.3. Systematic procedures for carrying out safety checks, inspections andinvestigations.4. Methods of ensuring that safety equipment is maintained and used.5.Propermeans availableforpersuadingmangers,supervisorsandworkers topay more attention to safety matters.2. Safety PolicyThetop managementshoulddetermine the safety policies oftheorganization and it must be continuously involved in monitoring safetyperformance and in ensuringthat corrective action is takenwhennecessary.3. Organization for SafetyA safety director and a safety committee be set up by an organization.The management and the supervision must be made fully accountable forsafety performance in the working areas they control.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 81 82. SAAB MARFIN MBA4. Safety EngineeringSafety engineering helps to minimize unsafe conditions. Full attentionshould be paid to safety in the layout, design and installation of plantand machinery.5. Safety Education and TrainingSafety education and training develop awareness among employees andensure safe work performance by developing their skills.6. Safety ContestsCompanies may encourage safety competitions among their departmentswith a view to bringing about reduction in number of accidentRole of Management and UnionsThe problem of safety must begin with the management should believein, and have a commitment to safety rules. The mere consultation of asafety committee or the appointment of a safety officer servers no greatpurpose. Nor is it enough merely to show concerns for safety after anemergency. The management must view safety as an integral part of themanagement process.Role of GovernmentThe Government of India established the factory Advice Service and LaborInstitute, Mumbai. The institute renders advice on safety matters andA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL82 83. SAAB MARFIN MBAenforces safety laws. A National Program for Coordinated Action Planfor control of hazards and protection of health and safety of workers indangerous manufacturing process has been launched. The National safetyCouncil was set up in 1966 to promote safety consciousness, to preventaccidents and to conduct safety programmed.g. Safety Program EvaluationThe effectiveness of safety program must have to be evaluated. There aresveral methods to evaluate the safety program.The techniques used are as follows:-1. Safety Inspections:In this, inspectors are given specific to follow.These mayincludeprogrammedelements such as formation of safety committees, howoften they meet. After inspection, a report of the findings is made tothe management con2. Safety Audit:Audit is an in-depth analysis of facilities, management and employeeattitude towards safety, managerial effectiveness in maintaining safety andquality of the safety planning as well as the operations conformity withsafety regulations.3. ComparisonThis is the third method of evaluating the companys safety efforts. Thepurpose here is to compare the experience of a plant or industry withthatof another which is comparable. It is well known thatsomeoperations have consistently better frequency (or service) rates, often inspite of inherently high operating hazards.DATA ANLAYSIS AND INTERPRETATIONS. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL83 84. SAAB MARFIN MBAQuestion No.1Table No.1Showing the responses towards awareness of all the employee welfare facilitiesin HLLAwareness of welfare facilities. Frequenc Valid Cumulative yPercent Percent PercentValid Aware90 90.090.090.0 not 10 10.010.0100.0 aware Total 100100.0 100.0Graph No 1INTERPRETATION:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL84 85. SAAB MARFIN MBAIt may inferred form Table 1 that 90% of the respondents aware and 10% of therespondents not aware of all the welfare facilities provided by the company.Question No.2Table No.2Showing the responses towards present welfare facilities in HLLOpinion of employees about present welfare facilities Freque Valid Cumulative ncyPercent Percent PercentValid Good 70 70.070.070.0Excellent 1515.015.085.0not aware 1515.015.0100.0Total100100.0 100.0Graph No.2A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL85 86. SAAB MARFIN MBAINTERPRETATION:It may inferred formTable 2 that 70% of the respondents feelgood,15%respondents feel excellent and 15% respondents feel average ofpresent welfare facilities.Question No.3Table No.3Showing responses of respondents that which welfare activity is most importantfor them. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 86 87. SAAB MARFIN MBAWhich welfare activity is most important Frequen Valid Cumulative cyPercent Percent PercentValid Training 2424.024.024.0health and safety6464.064.088.0otherwelfare 1212.012.0100.0measuresTotal100 100.0 100.0Graph No .3INTERPRETATION:It may inferred form Table 3 that 24% of the respondents said that training,64%of the respondents said that health and safety and 12% of the respondents saidthat is the this welfare facility is most important for them.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 87 88. SAAB MARFIN MBAQuestion No.4Table No.4Showing participation of workers in worker participation programme .Participation of workers in workers participationprogrammeFrequenc Valid CumulativeyPercent Percent PercentValid Yes 94 94.094.094.0No66.0 6.0 100.0Total 100100.0 100.0Graph No .4INTERPRETATION:It may inferred form Table 4 that 94% of the respondents said that workerparticepate,6% of the respondents said workers not participate in workersparticipation programs.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL88 89. SAAB MARFIN MBAQuestion No.5Table No.5Showing the first objective in the company.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 89 90. SAAB MARFIN MBAFirst objective in the companyFrequenc Valid CumulativeyPercent Percent PercentValid higher productivity 76 76.076.076.0indusstrial peace19 19.019.095.0harmonywelfare programes 55.0 5.0 100.0Total 100100.0 100.0Graph No.5INTERPRETATION:It may inferred form Table 5 that 76% of the respondents said that higherproductivity ,19% of the respondents said that industrial peace and harmonyand said that welfare programs is the first objective of the company.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 90 91. SAAB MARFIN MBAQuestion No.6Table No.6Showing responses of respondents about advancement for their career in thecompany .Advancement for the employees in their upliftment ofcareerFrequenc Valid CumulativeyPercent Percent PercentValid Yes 76 76.076.076.0 No 24 24.024.0100.0 Total 100 100.0 100.0Graph No.6A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL91 92. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 6 that 76% of the reapondents said there anadvancement and 24% said there no advancement for the employees in theirupliftment of career.Question No.7Table No.7A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL92 93. SAAB MARFIN MBAShowing that with how much time the injured worker is given treatment.In how much time the injured worker is given treatmentFrequenc Valid CumulativeyPercent Percent PercentValid immediately 56 56.056.056.0within 1537 37.037.093.0mintswithin66.0 6.0 99.01/2hourmore than 111.0 1.0 100.0hourTotal 100100.0 100.0Graph No.7INTERPRETATION:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL93 94. SAAB MARFIN MBAIt may inferred form Table 7 hat 56% of the respondents said that immediately,37% of the respondents said within 15% minutes,6% of the respondents saidthat within an hour and 1%of the respondents said that the injured is giventreatment.Question No.8Table:8Contents available in first aid boxFrequenc Valid CumulativeyPercent Percent PercentValid every time84 84.084.084.0Mostly11 11.011.095.0sometimes55.0 5.0 100.0onlyTotal 100100.0 100.0Graph No.8A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL94 95. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 8 that 84% of the respondents said that everytime,11% of the respondents said that mostly and 5% of the respondents saidsometimes only first aid box with prescribed contents is available.Question No.9Table No.9A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 95 96. SAAB MARFIN MBAShowing responses of respondents that if any major accident happens toworker and they are not able to work then what kind of compensation isprovided.Compensation should provide if major accident happens. Frequenc Valid Cumulative yPercent Percent PercentValid full claim amount50 50.050.050.0job to one of the 44 44.044.094.0family membersany other type 66.0 6.0 100.0specifyTotal100100.0 100.0Graph No.9INTERPRETATION:A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL96 97. SAAB MARFIN MBAIt may inferred form Table 9 that 50% of the respondents said that full claimamount ,44%of the respondents said that job to one of the family membersand 6% of the respondents said that and other type compensation provide ifany major accident happens to them.Question No.10Table No.10Showing responses of respondents that how much they are satisfied with thefoods/snacks/drinks provided at different intervals.Satisfaction of employee about food/ snacks/ drinks providedat different intervals Frequenc Valid Cumulative yPercent Percent PercentValid to the lowest88.0 8.0 8.0somewhat 60 60.060.068.0neutralto the lowest32 32.032.0100.0Total100100.0 100.0Graph No.10A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 97 98. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 10 that 8% of the respondents said that to thelowest ,60% of the respondents said that some whatneutal and 32% of theemployee said that to the lowest they satisfied with the food/snacks/drinksprovided to you at different intervals.Question No11Table No.11Showing responses of respondents that how nutritious is the food provided bycanteen.How nutritive is the foodA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL98 99. SAAB MARFIN MBA Frequenc Valid Cumulative yPercent Percent PercentValid highly nutritive 11 11.011.011.0nutritive21 21.021.032.0somewhat 51 51.051.083.0nutritiveleast nutritive17 17.017.0100.0Total100100.0 100.0Graph No.11INTERPRETATION:It may inferred form Table 11 that 11% of the respondents said thatHighly nutritive ,21% of the respondents said that nutritive,51% of therespondents said that some what nutritive and 17% of the respondents said thatleast nutritive is the food provided by canteenA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL99 100. SAAB MARFIN MBAQuestion No.12Table No.12Showing responses of respondents that do the health checkup increases themorale of the worker.Do the Health and safety training increases themorale of the workersFrequenc Valid CumulativeyPercent Percent PercentValid Yes 90 90.090.090.0No10 10.010.0100.0Total 100100.0 100.0Graph No.12A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 100 101. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 12 that 90% of the respondents said that the healthand safety training provided by the companyincreases the morale of theworkers and 10% said no .Question No.13Table No.13A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 101 102. SAAB MARFIN MBAShowing responses of respondents that whether management conducts healthcheckupprogrammes for employeesWhether managementconduct health checkupprogrammes. Frequenc ValidCumulative yPercent PercentPercentValid Yes100100.0 100.0100.0Graph No 13INTERPRETATION:It may inferred form Table 13 that 100% of the respondents said that themanagement conducts health checkup programmes for employees. A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 102 103. SAAB MARFIN MBAQuestion No.14Table No14Showing responses of respondents that if yes in what intervals.In what intervals Management conduct health checkupprogrammes. Frequenc Valid Cumulative yPercent Percent PercentValid quarterl 99.0 9.0 9.0yhalf 18 18.018.027.0yearlyyearly 73 73.073.0100.0Total100100.0 100.0Graph N0.14A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 103 104. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 14 that 9% of the respondents said thatquarterly,18% of the respondents said that half yearly and 73% of therespondentssaid that yearly management conducts health checkupprogrammes for employees.Question No,15Table No.15Showing responses of respondents that are they satisfied with the drinkingwater facilities providedA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 104 105. SAAB MARFIN MBADrinking water facility Frequenc ValidCumulative yPercent PercentPercentValid Yes97 97.097.0 97.0no 33.0 3.0100.0Total 100 100.0 100.0Graph No.15INTERPRETATION:It may inferred form Table 15 that 97% of the respondents satisfied with thedrinking water facilities provided and 3%of the respondents are not satisfiedwith the drinking water facilities provided.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 105 106. SAAB MARFIN MBAQuestion No.16Table No.16Showing responses of respondents that is the HRA allowance provided by thecompany satisfactory.Does company provides HRA allowanceFrequenc Valid CumulativeyPercent Percent PercentValid Yes 80 80.080.080.0No20 20.020.0100.0Total 100100.0 100.0Graph No.16A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 106 107. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 16 that 80% of the respondents said that HRAallowance provided by the company satisfactory and 20% of the respondentssaid that HRA allowance provided by the company not satisfactory.Question No.17Table N0 .17Showing responses of respondents that does company is taking due care ofemployees.Does company take due care of employees. Frequenc Valid Cumulative yPercent Percent PercentValid Yes89 89.089.089.0No 11 11.011.0100.0Total 100 100.0 100.0Graph No.17A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 107 108. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 17 that 89% of the respondents said company istaking due care of them and 11% said no.Question No.18Table No.18Showing responses of respondents that are the facilities provided by creditsociety are satisfactory.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 108 109. SAAB MARFIN MBASatisfaction about facilities of credit society FrequencValid Cumulative yPercent PercentPercentValid Yes88 88.0 88.088.0No 12 12.0 12.0100.0Total 100 100.0100.0Graph No.18INTERPRETATION:It may inferred form Table 18 that 88% of the respondents said you thinkfacilities provided by credit society are satisfactory and 12% of the respondentssaid you think facilities provided by credit society are not satisfactory.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 109 110. SAAB MARFIN MBAQuestion No.19Table N0.19Showing responses of respondents that how employees are committed toachieve the company objective.Commitment of employees to achieve the companyobjectivesFrequen Valid CumulativecyPercent Percent PercentValid rank6 6.0 6.0 6.0 1 rank6 6.0 6.0 12.0 2 rank3232.032.044.0 3 rank2929.029.073.0 4 rank2727.027.0100.0 5 Total 100100.0 100.0Graph No.19A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 110 111. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 19 that 6% of the respondents are given rank 1, 6%of the respondents are given rank2 ,32% of the respondents are given rank3,29% of the respondents are given rank 4 ,27% of the respondents are givenrank 5.Question No.20Table No.20Showing responses of respondents that does health affected by workplaceenvironmentA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 111 112. SAAB MARFIN MBAIs health affected by workplace environmentFrequenc Valid CumulativeyPercent Percent PercentValid Yes 21 21.021.021.0No79 79.079.0100.0Total 100100.0 100.0Graph No.20INTERPRETATION:It may inferred form Table 20 that 21% of the respondents are said healthaffected by workplace environment and79% of the respondents are said healthnot affected by workplace environment.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 112 113. SAAB MARFIN MBAQuestion No.21Table No.21Showing responses of respondents that is there sufficient number of latrinesand urinals at convenient places.are there sufficient number of latrines and urinals atconvenient placesFrequenc Valid CumulativeyPercent Percent PercentValid Yes 92 92.092.092.0No88.0 8.0 100.0Total 100100.0 100.0Graph No.21A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 113 114. SAAB MARFIN MBAINTERPRETATION:It may inferred form Table 21 that 92% of the respondents are said that thereare sufficient number of latrines and urinals at convenient places and 8% % ofthe respondents are said thatthere are not sufficient number of latrines and urinals at convenient places.Question No.22Table No.22Showing responsesof respondents that how well hygienic conditionsmaintained in latrines and urinals.A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 114 115. SAAB MARFIN MBAHygienic conditions maintained in latrines and urinals Frequenc ValidCumulative yPercent PercentPercentValid Above 19 19.019.0 19.0averageAverage78 78.078.0 97.0Below 33.0 3.0100.0averageTotal100100.0 100.0Graph No.22INTERPRETATION:It may inferred form Table 22 that 19% of the respondents are said that wellhygienic conditions maintained in latrines and urinals are above average, 78% ofthe respondents are said that wellA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 115 116. SAAB MARFIN MBAhygienic conditions maintained in latrines and urinals are average and 3% of therespondents are said that well hygienic conditions maintained in latrines andurinals are below average. CHAPTER- IVA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 116 117. SAAB MARFIN MBAFINDINGS:The welfare facilities, which are organized by the management, are wellknown to the workers and all about the respondents are satisfied with themajority welfare facility except the few mentioned below. But the onlycomplaint is that transportation and canteen facility which is essential for them.I have pointed out the positive and negative points of the welfare facilities asA STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 117 118. SAAB MARFIN MBAfollows:From the study it was noticed that majority of respondents i.e.90% ofemployees aware of all the welfare facilities provided by the company itmeans company always think of employees but still it can improve tosatisfy other 10% of the employees.It was noticed that 70% of employees feel good about present welfarefacilities it shows the welfare facilities are good.It was found that 64% of employee say ,training is the most importantwelfare activity and that the training and education provided by theorganization is popular and as per the expectation of the employees.It was found that 94% of employees participate in workers participationprogramme indicating that the employees are happy to be part of theorganization and the activities that are happening around them. They arealso happy to help the management as and when their capabilities arerequired.It was found that 76% 0f employees said that higher productivity is thefirst objective of the company.It was found that 76% of employees said that there an advancement forthe employee for there upliftment of career it shows company trying toincrease knowledge of the employees.It was found that 56% of the employees said that treatment is given toinjured worker immediately it shows other employees getting treatmentin 15 mints or more than it therefore company have to try to give thetreatment before 15 mints. .A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 118 119. SAAB MARFIN MBA From the study it was found that 84% of employees said that every time contents are available in first aid box , means medical committee always aware pf its functions. From the study it was found that 50% of employees opinion is full claim amount, if any major accidents happens to them, it shows monetary benefit is important for them. It was found that 62% of employees are somewhat satisfied with food/snacks/drinks provided at different intervals means they want some changes in the food, snacks drinks provide From the study it was found that 51% of employees said that the food provided by the canteen is somewhat nutritive. From the study it was noticed that majority of respondents i.e.90% of employees said that the health and safety training increases the moral of the worker it . From the study it was noticed that majority of respondents i.e.100%said that management