Employee welfare facilities project report

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.

CONTENTS

Chapter-1

Executive summary 1

Industry Profile 2

Company Profile 3

Need For Study 4

Objectives 5

Methodology

Scope6

Findings

Suggestion7

Conclusion

Chapter-2

Introduction of the Study 7-8

History of the company 8-10

Present status of the company 9-15

Swat analysis

Mission and Vision 16-27

Growth of the company 28-29

Manufacturing process 30-34

Organization structure

Chapter-3

Background of the study 35-50

Chapters-4

Data analyses and Interpretation 50-72

Findings And Suggestions. 73-76

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Conclusion 77

Chapter-5

Annexure 78-82

Bibliography 83

CHAPTER-I

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CHAPTER-I

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Executive Summary

Company profile

Need For The Stutdy.

Objectives

Methodology

Scope Of the study

Limitation Of The Study

Findings

Suggestion

Data Analysis

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EXECUTIVE SUMMARY

INDUSTY PROFILE:

Hindustan latex’s (HLL)journey started with its incorporation as a corporate entity

under the ministry of health and family welfare of the government of India on march

1,1966.HLL was setup in the natural rubber rich state of kerala , for the production of male

contraceptive sheaths for the national family planning programme the company commenced its

commercial operations on April 5,1969. the plant was established in technical collaboration

with M/s Oakmont industries.

To trace briefly HLL’s land mark in the 37th since it’s commencement of operation. In

the year 1969 the company started manufacturing at thiruvanathpuram (karalla) . as part of

expansion program of the company starts decided to establish

One more unit Kanagala near Belgaum in the year 1986. and they start the manufacturing in

1987.

COMPANY PROFILE:

Hindustan latex’s (HLL) journey started with its incorporation as a corporate entity

under the ministry of Health and Family welfare of the Government of India on March

1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male


commercial operations on April 5,1969. The plant was established in technical collaboration


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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. To trace briefly HLL’s land mark in the 37th since it’s commencement of

operation. In the year 1969 the company started manufacturing at thiruvanathpuram

(karalla), as part of expansion programme of the company starts decided to establish one more

unit at Kanagala near Belgaum in the year 1986, and they start the manufacturing process in

1987.

HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing various public

health challenges facing humility.

Hindustan life care limited is the only company in the world which manufactures and markets

the widest range of contraceptives. It is unique in providing a range of condoms, including

female condoms, intra uterine devices, oral contraceptive pills- steroidal

In the area of contraceptives HLL has added to its oral contraceptive

pills(OCP)for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders,

Jaljeevan etc, it has also added female condoms to range. It also started manufacturing

of copper T, Blood bags, Hydrocephalus shunt, Hand gloves etc.

Today HLL is a multi-product, multi-unit organization addressing various public

health challenges facing humanity.

On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company 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 working of employees,

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. And to know hen the employees are dissatisfied welfare facilities will help them to get

motivated.

Objectives Of the study:

1 To study the existing welfare facilities provided to the employees at HLL kanagala.

2To know the employees

opinion about the present welfare facilities at HLL kanagala...

3To study the satisfaction of workers towards the present welfare facilitates.

4To give certain suggestion based on findings for improvement in the welfare facilities 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 welfare measures in HLL Life care Limited, Kanagala.

The scope of the current study named” Employee welfare facilities” is limited only to HLL Life

care limited, Kanagala unit& its application is also specifically limited to the HLL Life care

Limited, Kanagala unit, and the study cannot be applied to other unit of the HLL. This study

helps to improve the performance of the Human resource management 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 in their routine work

so they were less responsive.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 2) The data is collected from the permanent and casual employees and hence the opinion

of contract employees is not collected.

3) Inadequacy of time was a major limiting factor faced by researcher.

Research Methodology:

Data required

1. Primary data

2. Secondary data

1) Primary data

Questionnaire methods are used to elicit information from employees of various

hierarchy departments.

Primary data are those which are gathered specially for the project at hand is directly

through questionnaire & personal interaction. Primary data is collected by administering the

questionnaire & personal interaction.

2) Secondary data

The secondary data has been collected from different books and company files and

website.

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

Text book

Internet

Sampling

Sampling size

The study was taken on 100 respondents.

Data presentation

Data was presented with the help of tables, charts; interpretation and observation were noted

below each table/charts.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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.

o It was noticed that 70% of employees feel good about present welfare facilities it

shows the welfare facilities are good.

Suggestions:

1. Employees are not satisfied to quality of the food which is providing by the canteen, so

quality of the food has to be increased to keep the health of the employees good.

2. In my opinion company should provide transportation facility to contract worker 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 employee happy with welfare facilities then only

the productivity of that organization can be increased .

Based on the study of Employee Welfare Facilities in Hindustan Lifecare Limited

Kanagala it is clear that the company is very keen in the promoting all the welfare facilities

provided by Hindustan Lifecare Limited Kanagala.

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CHAPTER- II

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CHAPTER - II

COMPANY PROFILE

INTRODUCTION

History of the company

Present status of the company

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Growth of the company

Manufacturing process

Organization structure

Future plans

INTRODUCTION

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The project is done at HLL LIFECARE LIMITED, Kanagala (Dist-

Belgaum). HLL is a public sector undertaking by the ministry of health and family

welfare of Government of India. HLL LIFECARE LIMITED is into manufacture of condoms

and contraceptives. Hindustan latex is a largest manufacturer of indigenous low priced, high

quality Contraceptives namely MOODS, SUPER DELUX RAKSHAK, USTAD etc.

“Without population control our plans of economic development are like writing

on water and with waves of population washing off whatever we have written” an effective

control of population growth is a key to our economic development.

HLL LIFECARE LIMITED is a public sector undertaking contributing in

promoting the family planning which is essential for controlling population explosion in our

country.

Workforce is an important integral part of the organization. To keep the workforce

satisfied “Employee satisfaction and welfare facilities” plays a very important role in the

organisation.

INDIAN SCENARIO:

Today, India is the 2nd most populist country in the world. In the half

of this century, India is poised to replace China as the most populist country in the

world. Therefore, birth control and family planning measures have assumed great

importance in India. It has become the government’s policy to encourage small families

the government has undertaken various measures to reduce population growth.

The Government of India adopted the policy of family planning in 1952

in order to control population. One of the major policies in growth control for reducing

births, various methods have been adopted, and one such methods is contraceptive for

male and females, thus on 1st march 1969, Hindustan Latex Limited was born. On 5th

April 1969 that the first batch of condoms rolled out from the plant at Peroorkada. In

1985 was the addition of two plants at Thiruvananthapuram and Belgaum.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. At the same time, Government initiated massive advertising and

awareness campaigns. Up to the late eighties, the campaign spoke of “ do yaw

teen bus”, highlighting an average family size 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 the social marketing

programme, with funding from Government as also from other organizations. In 1987,

Parivar sewa sansatha was the first NGO to introduce its own branded condoms in the

market.

Hindustan Latex Limited become one of the world’s largest manufactures of condoms,

with an annual production of 670 million pieces.

The commercial branded condom industry has been declining at the rate of 10% over

the last three years.

HLL LIFECARE LIMITED

Hindustan latex’s (HLL) journey started with its incorporation as a corporate

entity under the ministry of Health and Family welfare of the Government of India on March

1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male


commercial operations on April 5,1969. The plant was established in technical collaboration


To trace briefly HLL’s land mark in the 37th since it’s commencement of

operation. In the year 1969 the company started manufacturing at thiruvanathpuram (karalla), as

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. part of expansion programme of the company starts decided to establish one more unit at

Kanagala near Belgaum in the year 1986, and they start the manufacturing process in

1987.

HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing

various public health challenges facing humility.

Hindustan life care limited is the only company in the world which manufactures and markets

the widest range of contraceptives. It is unique in providing a range of condoms, including

female condoms, intra uterine devices, oral contraceptive pills- steroidal

In the area of contraceptives HLL has added to its oral contraceptive pills (OCP)

for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders, Jaljeevan

etc, it has also added female condoms to range. It also started manufacturing of copper

T, Blood bags, Hydrocephalus shunt, Hand gloves etc.

Today HLL is a multi-product, multi-unit organization addressing various public health

challenges facing humanity.

On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year

2010.

HLL has been declared a Mini Ratna Company by the Government of India and upgraded as a

Schedule BPSU.

HLL Life care Limited is the only company in the world which manufactures and markets the

widest range of Contraceptives. It is unique in providing a range of Condoms, including Female

Condoms, Intra Uterine Devices, Oral Contraceptive Pills - steroidal, non-steroidal and

Emergency Contraceptive pills; Contraceptive Cream, and Tubaler Rings.

HLL’s Health care product range include: Blood Collection Bags, Surgical Sutures, Auto Disable

Syringes, Vaccines, Women’s Health Care Pharma products, In - Vitro Diagnostic Test Kits,

Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bank equipment, Iron and

Folic Acid Tablets, Sanitary Napkins, and Oral Rehydration Salts.

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With a vast array of innovative products and social programmes launched to meet the nation’s

health care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision

of Innovating for Healthy 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

the country. HLL’s 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.

It is the leading social marketing organization in the country in the area of contraceptives - with a

market share of over 65 percent in the rural and semi urban 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 growth in its market

share from 0.1 percent over a decade back to 19 percent at present. HLL’s products are today

exported to over 70 countries.

HLL’s 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, USA

With a vast array of innovative products and social programmes launched to meet the nation’s health

care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision of Innovating

for Healthy 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 the

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country. HLL’s 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.

It is the leading social marketing organization in the country in the area of contraceptives - with a

market share of over 65 percent in the rural and semi urban 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 growth in its market share

from 0.1 percent over a decade back to 19 percent at present. HLL’s products are today exported to

over 70 countries.

HLL’s 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, USA

HISTORY OF HLL KANAGALA UNIT:

HLL was set up 1969 at Thiruvananthapurm, Kerala as a government of India

undertaking. In 1984 the company decided to establish one more unit at Kanagala

Belgaum district of Karnataka state. Shri.R.Venkataraman the vice-president Government

of India laid down the foundation stone for the Kanagala unit. The function was

prescribed by Shri. Shankaranand, the ministry of Health and Family welfare of Government

of India. The construction of plant was completed in 1986 and regular production

commenced from March 1987. The Kanagala plant is setup in collaboration with M/s

Okamoto Industries, Japan and it incorporates Japanese technology cable of

manufacturing tested condoms in the world. The plant is fully automated

andcomputerized and it has annual production capacity of 144 million condom

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Location of the Plant:

The plant is situated in Kanagala, a small village in hukkeri taluka of Belgaum District.

It is 55 kms away from Belagum, 12 kms from Sankeshwar and 15 kms from Nippani. It

is situated beside the NH-4, which is convenient for transportation and means for

communication. In 1984 Shri. B.Shankaranand took the initiative step in the successful

establishment of Kanagala unit of HLL.

HLL unit Kanagala plant acquires of about 30 acres of land. About 3/4th of land is

occupied by administrative office, main factory building, electrical and maintenance

department, boiler room, effluent plant, stores building, ammonia storages, rest room, time

office, canteen and assistance aid room, locker room etc. Other two buildings have been

constructed one for production of oral contraceptive pills like Mala D, Mala N, Choice,

Saheli, Ecroz etc. And one more is production of Centchroman Bulk Durg, which has

annual production capacity of 1,000 kilograms. Other side of the factory there is a

guesthouse, a hostel for unmarried officers and quarters for General Manger and Deputy

General manger.

The Kanagala plant, Karnataka commenced operation with the production of condoms in

1985 using Japanese technology. It was expanded with the tablet tin

Facility for birth control pills, Mala D/N, Saheli commenced in 1992.

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UNIT PROFILE:

Name : HLL, Kanagala

Address : Hindustan Latex Limited

A/P-Kanagala-591225

Tal-Hukkeri

Dist-Belgaum

State-Karnataka.

Corporate : Public Limited Company

Status (A Government of India undertaking)

Registration No : KTK/25/11/87

Nature of Industry : Manufacturing.

Date of commencement : March 1987

e-mail : [email protected]

Web-site : www.hlllifecarehll.com

Fax No. : 08333-279245

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http://www.hlllifecarehll.com/

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Phone no. : 08333-279244, 279206,279680

Promoter : Shri.B.Shankaranand

Former minister of Health and family

Welfare of Government of India.

CMD : Shri.M.Ayyappan.

Present status of the Company:

Manpower position

in HLL, Kanagala:

WORK SCHDULE:

Company workers for

entire 24 hours with

following work schedule.

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Officers 46

Supervisory Staff 50

Administration Staff 43

Grade IV workmen 131

Grade III workmen 84

Grade II workmen 7

Grade I workmen 16

Induction level –I 44

Induction level-II 41

Worker trainee 11

TOTAL 472

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BOARD OF DIRECTORS:

Sr.No. NAME DESIGANATION

1 Shri.M.Ayyappan Chairman & Managing Director

2 Shri.Raghubir Singh Additional Secretary Of Health and family

welfare

3 Shri.Braj Kishore Prasad Joint secretary of Health and Family

Welfare

4 Shri.K.K.Sureshakumar Director (Marketing)

5 Shri.B.B.Chandrashekaran Nair Director (Finance)

6 Shri.M.D.Shreekumar Director (Technical and Operation)

7 Shri.K.Mohan Das Director

8 Shri.V.Sanjeevi Director

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Shift Time

General Shift 9:15 AM to 5:15 Pm

1st Shift 6:00 AM to 2:00PM

2nd Shift 2:00 PM to 10:00PM

3rd Shift 10:00 PM to 6:00AM

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 9 Shri.V.Meenakshi Sundaram Senior Chartered Accountant

HLL LIFECARE LIMITED Commenced its journey to serve the nation in the area of Health

care, on march 1, 1966, with its incorporation as a corporate entity under the ministry of family

welfare of the government of India. HLL was set up in the natural rubber rich state of Kanagala,

for the production of male contraceptive sheaths for the national family planning programme.

The company commenced its commercial operations on April 5, 1969 at peroorkada in

Trivandrum. The plant was establishment in technical collaboration with M/s Okamoto industries

inc. Japan two most modern plants were added, one at Thiruvananthpuram and the other at

Belgaum.

Management Structure:

HLL is fully owned by the Government of India. Board of directors appointed

by the Government manages it. HLL is incorporated as a company under the ministry of

Health and Family welfare of Government of India.

Overall management of the company is vested with the board of directors

of the company. The board of directors are accountable to the shareholders of the

company and are also accountable to Government of India.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The day-to-day management of the company is entrusted to the Chairman &

Managing Director (C & MD) and the functional directors and other officers of the

company assists him. The Chairman and Managing director, functional Directors and

other officers exercise their decision-making power as per the delegation of powers

approved by the Board of Directors.

COMPETITORS INFORMATION:

The major competitors of the company for condoms are TTK, JK Group,

Polar Latex and the other imported brands like Durex , Trojan competitors products and

their respective market shares as shown below:

Company Product Market Share

TTK Kohinoor, Flesta, Champ, Duropack 33%

JK Group Kamsutra 22%

Imported Brands Durex 04%

MARKETING & EXPORT:

To meet the increasing demand for high quality and newer

varieties of condoms, today company markets its products domestically and

internationally. ‘MOODS’ was the first premium brand, which was launched in the

market on a national scale, and it is also launched in the international markets.

The other brands introduce in domestic & international markets were ‘RAKSHAK’ and

‘NEW SHARE’. HLL taken up marketing of MALA-D/N, oral contraceptive pills in the

state of Rajastan, Kerala, Karnataka and Tamilnadu. Today HLL has wide range of

distribution network to distribute commercial products all over the country.

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HLL has its domestic Marketing Offices at:

Noida , Mumbai, Kolkata, Bangalore, Hyderabad, Luck now

HLL brands condoms have received “ 510 K” from Food And Drug Administration

(FDA) and “ CE MARK” certification from SGS United Kingdom. Both these certification

are necessary to market condoms in the countries like USA, UAE, UK, Kenya, Mauritius

and Oman. HLL’s marketing association is spread over Asia Specific, Europe, USA,

Central America, Africa and Middle

PRODUCT PROFILE:

The various products produced and marketed by the company are as shown 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 Products

FAMIL PLANNING & HIV/AIDS PREVENTION:

CONDOMS

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Nirodh Deluxe Nirodh Mauj

Zaroor Rangeele Nymph

Ustad Share TNMSC

Moods Sparsh Rakshak

Moods Suprereme

Female condoms

Confidom Passion Rings

Motto, Vision and Mission

Motto

Innovating for Healthy Generations.

Vision

HLL will establish itself as the Leader in its core activities, through a process of continuous

innovation and participatory approach in order to -

Provide best value to the customer.

Be an employer of choice.

Promote the cause of family health in general, and women's health in particular.

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Mission

To accomplish the Corporate Vision, HLL has outlined a Mission to be a World Class Health

Care Company by the year 2010, with focus on five key areas, namely

* Business * Customer * Innovation * Employee and

* 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 time

Innovation:

Establish core competence through a process of learning and innovation.

Create a culture of continuous innovation resulting in at least 10% of turnover from Research

and Development initiative.

Employee Satisfaction:

Strive to be the employer of choice in India with employee satisfaction levels of over 90%.

Social Sector Initiatives:

Be recognized as the leading social organization in the field of Reproductive and Women's

Health, with a commitment to the society - a partner of choice for implementing all government

and multi-lateral initiatives in these segments.

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OBJECTIVES OF THE COMPANY

To maximize capacity utilization of existing plant.

To increase the profitability of the company and to maximize generation of surplus to

enable HLL to finance its diversification projects.

To make social marketing projects.

To maintain and improve the existing cordial relationship between employees and

management by mutual interaction at various levels and to further improve efficiency of

the executives, supervisors and works to meet future challenges.

To make continuous efforts for up gradation of technology and quality to be

internationally competitive.

To improve substantially direct marketing for all products.

To maximize cost reduction.

To explore possibilities for strategic alliances for diversification.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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 areas

The Kanagala unit is divided into the following Departments:

Operations and production

Boiler house

Machine shop

HR

Accounts

Purchase

Stores

Dispatch

Systems

Safety

Electrical

Mechanical

Commitment to Quality Systems:

HLL underlines its commitment to quality by mandating that all our manufacturing facilities are

certified to a quality system standard. Our manufacturing facilities conform to requirements of

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. ISO 9001:2000, ISO 13485 and various international product certification marks, thus

offering best value to our customers in conformance with international standards.

List of certificates:

ISO 9001-2000 certificate

GMP certificate

CE mark certificate

YEARLY PRODUCTION OF CONDOMS:

Year Target Production

2004-05 215 223.40

2005-06 225 228.03

2006-07 242 237.99

2007-08 235 243.51

TURNOVER OF THE ORGANIZATION:

The below chart shows last five year turnover of the organization last three year it is constant

neat to 5100 and because of that they increasing their profit.

Year Rs.(Lakhs)

2002-03 4272.39

2003-04 4971.21

2004-05 5306.41

2005-06 5166.65

2006-07 5127.70

SALES DETAILS:

Sr.no particulars 2005-06 2006-07 2007-08

1 Condoms(in

LakhRs)

221.51 232.99 232.08

2 Oral 578.41 578.75 575.80

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Contraceptive

Pills (in LakhRs)

3 Centchroman

Bulk Drug

(In Kgs)

641.56 641.56 788.18

FUTURE PROSPECT:

Develop new low modus latex formulation with liquid accelerator system. introduce

new products like Super Dotted Extra-time Condoms, Baggy Ribbed Condoms , and Warming

Gel etc.

Develop new latex formulation with single accelerator. Develop water- based

Condoms lubricated as substitute for silicon oil. Manufacturing condoms with low protein

content. Set up Rapid Test Kit manufacturing facility. Develop New-Generation women Health

care products. Develop Autologus Blood Bags. To increase the profitability of the company and

to maximize generation of surplus funds to enable HLL to finance its diversification projects.

The commercial production of Anti Retro Viral Drugs (ARV’s) will be undertaken at

Kanagala plant for which the formulation development is under progress.To maintain and

improve the existing cordial relationship between employees and management by mutual

interaction .

SAFETY, HEALTH AND ENVIRONMENT (SHE) POLICY:

HLL is committed to protect environment, eliminate occupational hazards and ensure safety of

employees & subcontractors through: Monitoring and control of the impact of its

activities, products and services on a continual basis;

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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 / encouraging usage of

renewable energy sources;

Periodic review of safety health and environment management system.

HR Vision

HR Mission

To provide company wide leadership in formulating human resource policies and

programmes that enhance the quality of employee services and encouraging employee

contributions towards sustaining HLL’s continued excellence.

To collaborate with all other departments in supporting effective recruitment,

development and maintenance of a highly competent workforce.

To be a strategic partner in creating a work environment this fosters individual

achievements, 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 resource policies and

practices that help unleash employee potential. Create an organizational ambience where talents

can bloom and support the management’s efforts to foster a high performance workforce.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Support local efforts to recruit, develop and retain a highly qualified work force by

building market practices and effective employer practices into human resource

methodologies.

Encourage, support, reward and recognize creativity, innovation, individual and team performs

HR Philosophy:

We,

Believe in the potential of our most valuable assets- Our employees.

Believe and trust our employees.

Strive for excellence.

Exhibit the values of honesty, integrity and respect among our employees and the public in our

work and conduct.

FEATURES OF HUMAN RESOURCES MANAGEMET:

Human resources management is concerned with employee both as

individuals and as a group in attaining goals. It is also concerned with behavior, emotional and

social

Aspects of personal:

It concerned with development of human resources, i.e. Knowledge,

capability skill, potentialities and attaining and achieving employee goals, including job

satisfaction human resource management covers all levels(low middle and top) and categories

(Unskilled, skilled, technical, professional, clerical and managerial ) of employee’s it covers both

organized and unorganized employee’s.

It applies to the employees in all types of organization in the world (industry,

tread, service, social, religious, political and government. Department). It all types of organize

human resources management is a continuous never ending process.

It aims at attaining the goals of organization and society in an integrated approach.

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Functions of HR department.

1. Manpower planning

2. Recruitment and selection

3. Induction and employee communication

4. Performance appraisal

5. House keeping

6 .Environmental regulation

7. Employee attendance

8. Wages and salary system

9. Welfare facilities to OE’s and administration

10. Staffing and motivating the employees

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 11. Compensation and bonus

12. Training

MANPOWER PLANNING:

Planning for HR is most impotent then planning for any other resources.

As demand for latter demand upon the size and the structure of the former, wither it is in a

country or in an industry father management of HR hardly being form HR planning. In this

organization top management formulates corporate level plan based on corporate philosophies,

policies, vision and mission.

At the end of the every year top management of SIL combined with Dana

do hell week These is done in order to formulate target plans for fulfill further manpower needs.

Budgeting is done yearly at the corporate office of the Anand Group. TO formulate HR plan

factors like targets set, employee turn over, Expansion programs, cell structure, shift structure etc

taken into consideration. At the hell week the management tries to fix a math between three

major factors that is target set, present employee strength and employee turn over once a detailed

analysis and overall assessment of future manpower requirement are made in the respective

plans, the HR manager at the plant board plans, then the detailed manpower requirement and the

same are the corporate head quarters.

RECRUITMENT:

It is the process of searching for prospective employees and encouraging for applying jobs in

organization. Recruitment is done through two sources.

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INTERNAL SOURCES:

The organization can recruit internally and connect information through number of

sources.

ORGANIZATION DATABASE

HR department maintains information though a data blank. They collected information has to

how many people have applied for the job their qualification and also the employee who want

get shifted to another department whenever there is an opining. HR staff tries to find people

through these data blacks ; any person meeting the recruitment would be given a call letter form

the organization.

a. Job Posting:

Depending on ability and skills of the person the respected post has been give to him.

b. Promotion:

It refers to shifting of the employees from lower position to high position carrying higher salaries

and better prestige. The higher position, which are vacant, may be filled up from up with in

organization.

C. Transfers:

It involves shifting of employees from their present jobs to similar job in the other department

without any change in rank or responsibility or prestige of employees.

Employee’s website:

The recruitment firm displays about the opening reconsolidated and cross –examined

with the required job position.

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External Sources:

A). College and university:

The requirement of student is a very important source for entry level

Professionals. In this, organization interacts and gets candidates.

The major factor that infuelance this requirement methods are

1. Deputation of the college and university.

Experience with placement officer in handling requirement process with the

organization.

Completion level for the top students in the colleges and university.

B). Advertisement:

These are the basis for recruitment for this organization. They place the advertisement of the

requirement of candidates and their eligibility required in the newspaper.

Selection:

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The selection process is done immediately after recruitment. It is a process of

eliminating understanding candidates and selecting the best candidates out of them for the

job. The selection procedure starts with the scrutinizing 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

an interview, which may be in the right person will be selected for the job. The selection

procedure is complete when the appointment order is given to the selected candidates.

Authority flow by HRD

Functions of the department:

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Manager (personal)

Dy. Manager

Asst. Manager

Spur. Manager

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The functions of the department and wider perspective can explain with respective to

the

following area.

1. Administration and human recourses department.

Industrial relations

Language

Training programme.

Salary

Welfare

I Administration and human resources development:

a. Manpower planning:

Manpower is the main source of organization. We have to make planning for full utilization 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 will carry selection process also.

New candidates are selected on the base on the employee work experienced and merits and also

by taking personal interview.

C. Promotion, demotion, transfer:

Promotion of the employee depends upon employee qualification, seniority, and annual appraisal

report, also experience on all these employees promotion will be given.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Employee is also can demoted when his performance is not good; all the rules of

government for transfer an employee.

2. Industrial relation:

HLL has cordial peaceful ration history. The company allowed outsiders to visit the 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 Hindi language not

only management but as well as in organization level also. Company is publishing two language

magazines for development of Hindi among its employee, those are follows.

A. Parivar-Manthly magazine.

B. Ramayana-official language magazine.

4. Training

A. Company conducts tanning programs for all the department’s employees from

Time to time.

B. Training is given to employee for adopting skills and also increases ability of employee.

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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 training

5. 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 on the service of the

employee.

G. salary is given on time on a fixed date.

H. there is an increase in each employee salary Yearly.

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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).

f) Uniforms- for office staff, security guard, cook, drivers, first aid attainment

g) Raincoat and caps-who work in open area during rainy season

h) Shift allowance-I-no allowance, II-3RS/-per shift, III-5 RS/-per shift

i) Festival advance-Rs/-2500 only once in year each employees, etc

j) Maternity benefit- 7 days for male & 84 days for female employee these days workers are

getting pay.

k) HLL co-op society purpose, gives loans, sale of consumer articles, etc.

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l) Festival holidays-total 10 holidays. 5 national&5 religious (during these days workers 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, &supervisors

Award

. 1995-96 HLL awarded with the NF mark by the laboratory national diseases, with

certified queried for export of it’s 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 HLL’s

Kanagala(Belgaum) plant awarded the CE mark for it’s condoms.

.2003 once again HLL received on 5TH April 2003 The MOU award of govt of India

from the president of India Dr A.P.J.Abdul kalam for excellence achivement of target for

2001-02 .

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HLL received CAPEXIL’s 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.

HLL Kanagala received GREENTECH SAFETY SILVER AWARD from

Greentech foundation New Delhi in 2006.

HLL Kanagala won the First prize among the Drugs and Pharmaceutical sector, in

the energy conservation in 2006.

The monthly remuneration received by each of its officers and employees. BABASAB PATIL

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NO. Gread/Designation scale of pay

1 Induction level 1 2700-40-3660

2 Induction level 2 3000-55-4320

3 Grade 1/sweeper/cleaner etc. 3600- 70-5280

4 Grade 2/peon/security guard 3800-85-5840

5 Grade 3/Jr.steno- typist 4000-100-6400

6 Grade 4 4200-115-6960

7 Senior clerk/Jrstenographer 4400-130-7520

8 Grade 5 4410-130-7530

9 Grade 6/sales officer 4600-145-8080

10 Asst/Sr.Steno/Supvr/Jr.teritory officer 4800-160-8640

11 Superintendent/PA etc. 5000-175-9200

12 Foreman/territory officer/Liaison officer 5030-175-9230

13 Senior territory officer 5200-180-9520

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 14 Marketing officer 5600-190-10160

15 Junior officer 6000-180-10320

16 Scientific officer 6400-190-10360

GROWTH AND DEVELOPMENT:

The HLL has come across several milestones to reach present status. Let us see these

growth steps in chronological order.

1966: HLL incorporated as a company under the ministry of the Health and Family

welfare of Government of India on 1st mach 1966.

1969 : HLL commenced production 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).

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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 D’essais, France,

which is the certification required for export of its condoms to the European

nations.

: HLL granted with an ISO 9002 certification for its quality management system.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 1997: HLL, the only company from India selected by WHO for obtaining

their requirements of condoms 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: HLL’s Perokuda plant and Kanagala plant awarded the ISO 14001

certification. And HLL’s 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, for 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

and HLL;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.

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Manufacturing process:

Raw material

(rubber Latex, Sulphur, Zinc Oxide , Casein ,Tamol etc)

Stores

(Material handling)

Compounding

Mixing ( according to proportion)

Heated (up to 55 c deg) and Tested .

Moulding

(Steel moulds dipped dipped into the Latex)drying chamber (Dried and stripped with silicon PPT

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Vulcanizing Barrel

Drying at 80 c deg(half product)

Random testing (Visual test, water leakage test, dimension test)

Inspection section

Individually testing of condom manually

(Pinhole testing machine it can automatically reject the condoms)

Primary Packing Section

With silicon oil and packed into automatically foil by machine

Secondary Packing Section

Manually packed into corrugated boxes

(According to different scheme)

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Organization Chart

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C&MD

AGM(F&A)

GM(Operation) Unit Chief

ED(O)I/C

Pharmaconsultant

APM(BUD)

AGM(OCP)

AGM(Vaccine)

SAPM

APM

APM(Engg

DM (Pharma)

DGM (O)

DM (Proj)

M.(Q&A)Functionally reporting to SED(CQA)&administratively to Unit CHIF

APM

AGM(HR)I?C

DM(HR)

supdt

AM(Atts)

Mgr(Accts)

JO/Sup

AM(HR)M(En

gg)

JO/Sup

Mgr(I&E)DM(Safety)Safet

y ForumCo-ordinator/Safety Commitee

DM(PPC)I?C

Mgr(sec)AGM(

Pri)

ET(IT)

AM( IT)

DM Mech)

SAPM

APM

DMIC

JO/Sup

JO

AGM(QC/Lab)I/C

SAPM

APM

M

JO/SUP

JGM(pharma)

JO/Sup

50


CHAPTER-III

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BABASAB PATIL

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CHAPTER - III

BACKGROUND OF STUDY:

Theoretical Background of Employee welfare.

Theoretical Background of Health.

Theoretical Background of Safety.

Industrial Background of Safety.

Industrial Background of Employee Welfare.

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DEFINITION OF LABOUR WELFARE

Labour welfare has been defined in various ways, though no single definition

has found universal acceptance. The Oxford dictionary defines labour welfare as "Efforts to

make life worth living for workmen." Chambers dictionary defines welfare as "A state of faring

or doing well. Freedom from calamity, enjoyment of health and prosperity".

The Report of the Committee on Labour welfare (1969) includes under it "such

services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and

medical facilities, arrangements for travel to and from work and for the accommodation of

workers employed at a distance from their homes and such other services, amenities and

facilities including social security measures as contribute to improve the conditions under which

worker are employer."

Thus, the whole field of welfare is said to be one "in which much can be done

to combat the sense of frustration of the industrial workers, to relieve them of personal and

family worries, to improve their health, to afford them means of self expression, to offer them

some sphere in which they can excel others and to help them to a wider conception of life". It

promotes the well-being of workers in variety of ways.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. SCOPE OF LABOUR 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 good human relations dictate that labour being, human

being should be treated humanly which includes respect for labour dignity, fair dealing and

concern for the human beings physical and social needs. In any industry good relations between

the management and workers depend upon the degree of mutual confidence, which can be

established. This, in turn, depends upon the recognition by the labour of the goodwill and

integrity of the organization in

The day to day handling of questions which are of mutual concern.

The basic needs of a labour are freedom from fear, security of employment and

freedom from want. Adequate food, better health, clothing and housing are human requirements.

The human heart harbors secret pride and invariably responds to courtesy and kindness just as it

revolts to tyranny and fear. An environment where he is contended with his job, assured of a

bright future and provided with his basic needs in life means an atmosphere of good working

condition and satisfaction to labour.

Labor welfare activities are based on the plea that higher productivity requires

more than modern machinery and hard work. It requires co-operative endeavor of the parties,

labour and management. This is possible only when labour is given due importance and human

element

is taken into account at every stage.

.

OBJECTIVES OF LABOUR WELFARE ACTIVITIES

The object of welfare activities is to promote economic development by

increasing production and productivity. The underlying principle is to make the workers given

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. their loyal services ungrudgingly in genuine spirit of co-operation, in return for

obligations, voluntary and compulsory, accepted by the employee towards the general

well-being of the employees.

Improving the efficiency of the labour is another objective of labour welfare

activities. Efficiency gives double reward, one in the form of increased production and the other

in the shape of higher wages due to achievement of higher productivity. Welfare activities add to

their efficiency and efficiency in turn help the worker to earn more wages.

Therefore, welfare activities in an organization are twice blessed. It helps the employer and the

employee both.

Another objective of welfare activities is to secure the labour proper human

conditions of work and living. Working conditions of organization may be led by an artificial

environment which features are dust, fumes, noise, unhealthy temperature, etc. It is generally

found that these

Conditions imposestrain on the body.

The welfare activities are done to minimize the hazardous effect on the life

of the workers and their family members. It is the duty of the employer to see these human

needs. If welfare activities are viewed in this light, it can be seen that they are guided by

purposes of humanitarian and social justice.

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

of the labour. The facilities are provided to supplement the income of the workers by services

such as housing, medical assistance, school, co-operative, canteens, stores, play grounds etc.

Thus, the objective of activities are to promote greater efficiency of the workers, assure proper

human conditions to the workers and their family members.

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THEORIES OF LABOUR WELFARE

The form of labor welfare activities is flexible, elastic and differs from time to time, region to

region, industry to industry and country to country depending upon the value system, level of

education, social customs, degree of industrialization and general standard of the socio-economic

development of the nation. Seven theories constituting the conceptual frame work of labour

welfare activities are the following:-

The Trusteeship Theory:

This is also called the Paternalistic Theory of Labour Welfare. According to this the industrialist

or employer holds the total industrial estate, properties, and profits accruing from them in a trust.

In other words, the employer should hold the industrial assets for himself, for the benefit of his

workers, and also for society. The main emphasis of this theory is that employers should provide

funds on an ongoing basis for the well-being of their employees.

The Public Relation Theory:

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. This theory provides the basis for an atmosphere of goodwill between labour and

management, and also between management and the public, labour welfare programmes

under this theory, work as a sort of an advertisement and help an organization to project its good

image and build up and promote good and healthy public relations.

.

PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE

ACTIVITIES

The success of welfare activities depends on the approach which has been taken into account in

providing such activities to the employees. Welfare policy should be guided by idealistic morale

and human value. Every effort should be made to give workers/ employees some voice in the

choice of welfare activities so long as it does not amount to dictation from workers.

There are employers who consider all labour welfare activities as distasteful

legal liability. There are workers who look upon welfare activities in terms of their inherent

right. Both parties have to accept welfare as activities of mutual concern.

Adequacy of Wages:

Labour welfare measures cannot be a substitute for wages. Workers have a right

to adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring about

a sense of commitment on the parts of workers. A combination of social welfare, emotional

welfare and economic welfare together would achieve good results.

Social Liability of Industry: Industry, according to this principle, has an obligation or duty

towards its employees to look after their welfare. The constitution of India also emphasizes this

aspect of labour welfare.

Impact on Efficiency:

This plays an important role in welfare services, and is based on the relationship between welfare

and efficiency, though it is difficult to measure this relationship. Programmes for housing,

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. balanced diet and family planning measures are some of the important programmes of

labour welfare which increases the efficiency of the workers, especially in

underdeveloped or developing countries.

Increase in Personality:

The development of the human personality is given here as the goal of industrial welfare which,

according to this principle, should counteract the baneful effects of the industrial system.

Therefore, it is necessary to implement labour welfare services. Both inside and outside the

factory, that is, provide intra-mural and extra-mural labour welfare services.

throughout the hierarchy of an organization. Employees at all levels must accept

Co-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 in his work, home and community.

This is essential for the sake of harmony and continuity in labour welfare services.

Democratic Values:

The co-operation of the worker is the basis of this principle. Consultation with, and the

agreement of workers in, the formulation and implementation of labour welfare services are very

necessary for their success. This

principle is based on the assumption that the worker is "a mature and rational individual."

Industrial democracy is the driving force here. Workers also develop a sense of pride when they

are made to feel that labour welfare programmes are created by them and for them.

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WELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA)

(UNIT)

1. Washing facility/ Allowance:

The company provides this facility only to the operation staff provides washing facility. Rs.25/-

per month provided as washing allowance for the those who secure actual working of 15 in a

wage month.

2. Canteen facility :

Food items are provided to the employees at subsidized rates. Employees are paid canteen

subsidy @ Rs.250/- per month for those who secure a minimum attendance of 21 days or more in

month. Declared public holidays are counted for the purpose of21 days for this purpose

3. Conveyance facilities:

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Bus facility in made available to the employees for nipani and sankeshwar as per the shift

time. Conveyance allowance of Rs.320/-p.m. is paid if employee who does not utilize bus

facilities, but subject to ceiling of 60 employees.

4. Accommodation Facilities:

The company has provided accommodation facility in Company’s premises only. Company is

having well constructed Executive Hostel and Executive Quarters at it’s premises. Maximum

executives/supervisors are availing the facility

5. Housing Rent Allowance:

The Employees in the factory At Kanagala unit are getting the housing rent allowance at the rate

of 12% of the basic pay.

6. Uniform with stitching:

The company provides uniforms to their workers. All the workers are provided one uniform each

year expected the workers working in mechanical and electrical section, because these workers

are provided 3 uniforms in 2 years.

Also the stitching changes are provided along with uniforms-

For Male Workers –Rs.75/-

For Female Workers –Rs.75/-

7. Educational Allowance:

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A sum of Rs.100/-p.m. per head will be paid towards reimbursement of education

allowance Rs.2500/-is also given as school penning advance.

8. Festival Advance:

The company is also giving festival advance once in a year. Every employee is eligible 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 shift

For III shift –Rs.15/- per shift

11. Shifting allowance:

An employee whenever is transferred from one unit to another will be provided with shifting

allowance to facilitate his residence shifting expense from the organisation

12. Recreation club:

There are two recreation clubs in factory, one is for executive staff and another is for operative,

supervisory and administrative staff. Various social, cultural, entertainment and tour programmes

are arranged by recreational club.

13. House Building Advance (HBA):

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Nine financial institutions are approved for the financial help to the employees. HBS, two

wheeler advance, four–wheeler advance is paid interest subsidy @ 5% on reducing balance

method. Each employee will be for HBA only during his entire service period.

14. First-aid facility:

There is a first-aid box in factory. If any normal accident takes place, he gets treatment 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 several newspapers.

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 are well maintained properly ventilated

and having several newspapers.

18. Locker facility:

Lockers are given to the employees in the factory wherever necessary. This facility is for safe

storage of employee’s bags, dresses etc.

19. Drinking water: The company provides pure water at place where they are working or at

the assembly points.

20. Toilet and Wash Room:

Separate latrines and urinals facility is available for operative, administrative and

official/executive staff.

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21.Ventilation Facility:

There are fans and air conditioners in every department and section. These ventilation devices

are necessary during summer season to get cold air in work place.

22Sitting Facility :

Company has made sitting facilities to operative as well as to a administrative staff. 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 allowance

Second shift Rs.10/-per shift

Third shift Rs.15/-per shift

24. Safety Equipments:

Almost all necessary safety equipments like nose masks, caps hand gloves, safety uniforms,

aprons, safety shoes, goggles, helmet etc, are provided to the operative staff.

25. Health Check-up Facility:

Management conducts medical health check up programmes once in a year for all employees and

twice in a year for OCP plant employees.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 26.Leave Facility:

Sr.no Type of Leave Administrative and

Supervisory Staff

Operative

Staff

1 Earned leave 30 per year 1leave 12 days

2 Casual leave 12 per year 8 per year

3 Half pay leave 20 per year

27. 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 employee including his/ her

eligible dependents is given leave travel concession. Leave traveling concession given to the

employee is Rs.10000/- once in a four year and if employees don’t want to travel then he will be

given 75% of encashment. The traveling should be within 3000kms in any part of India.

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A. Theoretical Background.

HEALTH

a. Importance of Health

The trite saying ‘Health is Wealth’ explains the importance of health. The health results

in high rate of absenteeism and turnover, industrial discontent and indispline, poor

performance and low productivity and more accidents. On the country, the natural

consequences of good health are reduction in the rate of absenteeism and turnover,

accidents and occupational disease. Beside, employee health also provides other benefits

such as reduced spoilage, improved morale of employee, increased productivity 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 and qualitatively.

Reduced employee absenteeism and turnover.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Minimize industrial unrest and indiscipline.

Improve employee morale and motivation.

Occupational health services should be established in or near a place of employment for

the purpose of:-

1) Protecting the workers against any health hazard arising out of work or

Conditions in which it is carried on

2) Contributing towards worker’s physical and mental adjustment and

3) Contributing to establishment and maintenance of the highest possible degree of

Physical 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 hazard

Occupational Diseases:

Working condition prevalent in industries causes occupational diseases.

Protection against Hazards:

1) Preventive Measures

The preventive measures to protect employee against occupational health hazards

May include:

Pre-employment medical examination.

Periodic post employment medical examination.

Removal of hazardous condition the extent possible

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 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 health

The factories Act.1948 insist that the following provisions must be made in

Industrial 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 water

Safety.

a. Accidents

The ever increasing mechanization, electrification. Chemicalisation and sophistication have

made industrial jobs more and more complex and interacts. This has led to increasing dangers to

human life in industries through accidents and injuries.

.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. What is safety?

A safety man’s in a simple terms freedom from the occurrence or risk of injury or loss.

Industrial safety or employee safety to the protection of workers from the industrial accidents.

What is an accident?

An accident is an unplanned and uncontrolled event in which an action or reaction of an object, a

substance, a, person result in personal injury or material damage.

According to the factories Act 1948, it is “an occurrence in industrial establishment causing

bodily injury to a person which makes him unfit to resume his duties in the next 48 hours”.s

Types of Accidents:

Accidents may be of different types depending upon the severity, durability, and degree of

the injury. An accident causing death or permanent or prolonged.

Disability to the injured employee is called ‘major’ accident cut that does not redder the

employee disabled is termed as ‘minor’ accident

Accidents

Internal External

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Major Internal

Fatal Disability

Temporary permanent

Total partial Total partial

C. Causes for industrial accidents:

Unsafe conditions (or situational factors) :

Job itself:

work schedules :

Psychological conditions:

Machinery and equipment

Unsafe Acts (or individual Factors) :

Operating without authority

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Failure to use safety devices

Careless throwing of materials on floor

Operating at unsafe speed

Using unsafe equipment

Theoretical background

Removing or disconnecting safety devices

Lifting things improperly

Taking unsafe positions under suspended loads

Using unsafe procedure in loading and unloading

Cleaning, oiling, repairing or adjusting moving machines

Teasing, quarreling, day-dreaming or horseplay.

Personality and behavior, which make some, people more accident prone

c. Miscellaneous causes:

young untrained and inexperienced workers cause more accidents than old, trained and

experienced workers. Alcoholic and Drug addicted workers are more accident-prone. Workers

having disturbed family life are likely to cause more accidents due to stress.

d. Need of Safety:

An accident free plant enjoys benefits such as substantial savings in costs, increased .

Productivity, moral and legal grounds.

1cost savin

a. Direct costs

Direct cost are such as compensation payable, medical expenses incurred. If the victim is

uninsured, compensation and medical expenses are the responsibility of management.

b. Indirect costs

indirect costs include loss on account of downtime of operators, slowed production rate

of other workers, materials spoiled and labor for cleaning and damages to equipment.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. A safety plant, by avoiding accidents eliminates these direct and indirect costs

2. Increased productivity

Safety plants are efficient plants. To a large extent, safety promotes productivity.

Employees in safe plants can devote more time to improving the quality and quantity of

output and spend less time worrying about their safety and well being.

3. Moral

Safety is important on human rounds too. An employee is a worker in the factory and the

breadwinner for his/her family. So, mangers must undertake accident prevention measures

to minimize the pain and suffering the injured worker and his/her family are exposed to

as a result of accident.

4. Legal

The maintenance of safety in the factory premises is a legal requirement for the

industry. There are laws and acts for ensuring safety measures in the factory and

imposing penalties for non-compliance have become quite server. The responsibility

extends to the safety and health of the surrounding community, too.

Finally, financial losses, which accompany accidents, can be avoided if the plant is

accident free.

e. Responsibility of safety

Safety is primarily the responsibility of the management. This responsibility should rest

on the shoulders on the all cadres of management, such as plant manger, production

manger, chief engineer, personal manger, maintenance engineer, individual foreman, safety

officer.

f. Measures ensure industrial safety

The main steps that can be taken to ensure safety and security of employees are as

follows:

1. Safety Programmed

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Safety Programmed deals with the prevention of accidents and with minimizing

the resulting loss and damage to persons and property. The most important

function of safety programmed is to identify potential hazards, provide effective safety

facilities and equipment and to take prompt remedial action. This is possible only if

there are:

1. Comprehensive and effective system for reporting all accidents causing damage or injury.

2. Adequate accident records and statistics.

3. Systematic procedures for carrying out safety checks, inspections and

investigations.

4. Methods of ensuring that safety equipment is maintained and used.

5. Proper means available for persuading mangers, supervisors and workers to

pay more attention to safety matters.

2. Safety Policy

The top management should determine the safety policies of the organization and it

must be continuously involved in monitoring safety performance and in ensuring that

corrective action is taken when necessary.

3. Organization for Safety

A safety director and a safety committee be set up by an organization. The management

and the supervision must be made fully accountable for safety performance in the

working areas they control.

4. Safety Engineering

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Safety engineering helps to minimize unsafe conditions. Full attention should be

paid to safety in the layout, design and installation of plant and machinery.

5. Safety Education and Training

Safety education and training develop awareness among employees and ensure safe work

performance by developing their skills.

6. Safety Contests

Companies may encourage safety competitions among their departments with a view to

bringing about reduction in number of accident

Role of Management and Unions

The problem of safety must begin with the management should believe in, and have a

commitment to safety rules. The mere consultation of a safety committee or the

appointment of a safety officer servers no great purpose. Nor is it enough merely to

show concerns for safety after an emergency. The management must view safety as an

integral part of the management process.

Role of Government

The Government of India established the factory Advice Service and Labor Institute,

Mumbai. The institute renders advice on safety matters and enforces safety laws. A

‘National Program for Coordinated Action Plan’ for control of hazards and protection of

health and safety of workers in dangerous manufacturing process has been launched. The

National safety Council was set up in 1966 to promote safety consciousness, to prevent

accidents and to conduct safety programmed.

g. Safety Program Evaluation

The effectiveness of safety program must have to be evaluated. There are sveral methods to

evaluate the safety program.

The techniques used are as follows:-

1. Safety Inspections:

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. In this, inspectors are given specific to follow. These may include programmed

elements such as formation of safety committees, how often they meet. After

inspection, a report of the findings is made to the management con

2. Safety Audit:

Audit is an in-depth analysis of facilities, management and employee attitude towards

safety, managerial effectiveness in maintaining safety and quality of the safety planning

as well as the operations conformity with safety regulations.

3. Comparison

This is the third method of evaluating the company’s safety efforts. The purpose here is

to compare the experience of a plant or industry with that of another which is

comparable. It is well known that some operations have consistently better frequency (or

service) rates, often in spite of inherently high operating hazards.

DATA ANLAYSIS AND INTERPRETATIONS.

Question No.1

Table No.1

Showing the responses towards awareness of all the employee welfare facilities in HLL

Awareness of welfare facilities.

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Aware 90 90.0 90.0 90.0

not aware 10 10.0 10.0 100.0

Total 100 100.0 100.0

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Graph No 1

INTERPRETATION:

It may inferred form Table 1 that 90% of the respondents aware and 10% of the respondents not

aware of all the welfare facilities provided by the company.

Question No.2

Table No.2

Showing the responses towards present welfare facilities in HLL

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Opinion of employees about present welfare facilities

Frequenc

y Percent

Valid

Percent

Cumulative

Percent

Valid Good 70 70.0 70.0 70.0

Excellent 15 15.0 15.0 85.0

not aware 15 15.0 15.0 100.0

Total 100 100.0 100.0

Graph No.2

INTERPRETATION:

It may inferred form Table 2 that 70% of the respondents feel good,15%respondents feel

excellent and 15% respondents feel average of present welfare facilities.

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Question No.3

Table No.3

Showing responses of respondents that which welfare activity is most important for them

.

Which welfare activity is most important

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Training 24 24.0 24.0 24.0

health and safety 64 64.0 64.0 88.0

other welfare measures 12 12.0 12.0 100.0

Total 100 100.0 100.0

Graph No .3

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INTERPRETATION:

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 said that is the this welfare

facility is most important for them.

Question No.4

Table No.4

Showing participation of workers in worker participation programme .

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Participation of workers in workers participation programme

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 94 94.0 94.0 94.0

No 6 6.0 6.0 100.0

Total 100 100.0 100.0

Graph No .4

INTERPRETATION:

It may inferred form Table 4 that 94% of the respondents said that worker particepate,6% of the

respondents said workers not participate in workers participation programs.

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Question No.5

Table No.5

Showing the first objective in the company.

First objective in the company

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid higher productivity 76 76.0 76.0 76.0

indusstrial peace

harmony19 19.0 19.0 95.0

welfare programes 5 5.0 5.0 100.0

Total 100 100.0 100.0

Graph No.5

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INTERPRETATION:

It may inferred form Table 5 that 76% of the respondents said that higher productivity ,19% of

the respondents said that industrial peace and harmony and said that welfare programs is the first

objective of the company.

Question No.6

Table No.6

Showing responses of respondents about advancement for their career in the company .

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Advancement for the employees in their upliftment of career

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 76 76.0 76.0 76.0

No 24 24.0 24.0 100.0

Total 100 100.0 100.0

Graph No.6

INTERPRETATION:

It may inferred form Table 6 that 76% of the reapondents said there an

advancement and 24% said there no advancement for the employees in their upliftment of career.

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Question No.7

Table No.7

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

In how much time the injured worker is given treatment

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid immediately 56 56.0 56.0 56.0

within 15 mints 37 37.0 37.0 93.0

within 1/2hour 6 6.0 6.0 99.0

more than 1

hour1 1.0 1.0 100.0

Total 100 100.0 100.0

Graph No.7

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INTERPRETATION:

It 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 said that within ½ an hour and 1%of

the respondents said that the injured is given treatment.

Question No.8

Table:8

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Contents available in first aid box

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid every time 84 84.0 84.0 84.0

Mostly 11 11.0 11.0 95.0

sometimes only 5 5.0 5.0 100.0

Total 100 100.0 100.0

Graph No.8

INTERPRETATION:

It may inferred form Table 8 that 84% of the respondents said that every time,11% of the

respondents said that mostly and 5% of the respondents said sometimes only first aid box with

prescribed contents is available.

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Question No.9

Table No.9

Showing responses of respondents that if any major accident happens to worker and they are not

able to work then what kind of compensation is provided.

Compensation should provide if major accident happens.

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid full claim amount 50 50.0 50.0 50.0

job to one of the family

members44 44.0 44.0 94.0

any other type specify 6 6.0 6.0 100.0

Total 100 100.0 100.0

Graph No.9

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INTERPRETATION:

It may inferred form Table 9 that 50% of the respondents said that full claim amount ,44%of the

respondents said that job to one of the family members and 6% of the respondents said that and

other type compensation provide if any major accident happens to them.

Question No.10

Table No.10

Showing responses of respondents that how much they are satisfied with the foods/snacks/drinks

provided at different intervals.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Satisfaction of employee about food/ snacks/ drinks provided at different

intervals

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid to the lowest 8 8.0 8.0 8.0

somewhat neutral 60 60.0 60.0 68.0

to the lowest 32 32.0 32.0 100.0

Total 100 100.0 100.0

Graph No.10

INTERPRETATION:

It may inferred form Table 10 that 8% of the respondents said that to the lowest ,60% of the

respondents said that some whatneutal and 32% of the employee said that to the lowest they

satisfied with the food/snacks/drinks provided to you at different intervals.

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Question No11

Table No.11

Showing responses of respondents that how nutritious is the food provided by canteen.

How nutritive is the food

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid highly nutritive 11 11.0 11.0 11.0

nutritive 21 21.0 21.0 32.0

some what

nutritive51 51.0 51.0 83.0

least nutritive 17 17.0 17.0 100.0

Total 100 100.0 100.0

Graph No.11

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. INTERPRETATION:

It may inferred form Table 11 that 11% of the respondents said that

Highly nutritive ,21% of the respondents said that nutritive,51% of the respondents said that

some what nutritive and 17% of the respondents said that least nutritive is the food provided by

canteen

Question No.12

Table No.12

Showing responses of respondents that do the health checkup increases the morale of the worker.

Do the Health and safety training increases the morale of the

workers

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 90 90.0 90.0 90.0

No 10 10.0 10.0 100.0

Total 100 100.0 100.0

Graph No.12

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INTERPRETATION:

It may inferred form Table 12 that 90% of the respondents said that the health and safety training

provided by the company increases the morale of the workers and 10% said no .

Question No.13

Table No.13

Showing responses of respondents that whether management conducts health checkup

programmes for employees

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Whether management conduct health checkup programmes.

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 100 100.0 100.0 100.0

Graph No 13

INTERPRETATION:

It may inferred form Table 13 that 100% of the respondents said that the management conducts

health checkup programmes for employees.

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Question No.14

Table No14

Showing responses of respondents that if yes in what intervals.

In what intervals Management conduct health checkup programmes.

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid quarterly 9 9.0 9.0 9.0

half yearly 18 18.0 18.0 27.0

yearly 73 73.0 73.0 100.0

Total 100 100.0 100.0

Graph N0.14

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. INTERPRETATION:

It may inferred form Table 14 that 9% of the respondents said that quarterly,18% of the

respondents said that half yearly and 73% of the respondents said that yearly management

conducts health checkup programmes for employees.

Question No,15

Table No.15

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

provided

Drinking water facility

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 97 97.0 97.0 97.0

no 3 3.0 3.0 100.0

Total 100 100.0 100.0

Graph No.15

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INTERPRETATION:

It may inferred form Table 15 that 97% of the respondents satisfied with the drinking water

facilities provided and 3%of the respondents are not satisfied with the drinking water facilities

provided.

Question No.16

Table No.16

Showing responses of respondents that is the HRA allowance provided by the company

satisfactory.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Does company provides HRA allowance

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 80 80.0 80.0 80.0

No 20 20.0 20.0 100.0

Total 100 100.0 100.0

Graph No.16

INTERPRETATION:

It may inferred form Table 16 that 80% of the respondents said that HRA allowance provided by

the company satisfactory and 20% of the respondents said that HRA allowance provided by the

company not satisfactory.

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Question No.17

Table N0 .17

Showing responses of respondents that does company is taking due care of employees.

Does company take due care of employees.

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 89 89.0 89.0 89.0

No 11 11.0 11.0 100.0

Total 100 100.0 100.0

Graph No.17

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INTERPRETATION:

It may inferred form Table 17 that 89% of the respondents said company is taking due care of

them and 11% said no.

Question No.18

Table No.18

Showing responses of respondents that are the facilities provided by credit society are

satisfactory.

Satisfaction about facilities of credit society

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 88 88.0 88.0 88.0

No 12 12.0 12.0 100.0

Total 100 100.0 100.0

Graph No.18

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INTERPRETATION:

It may inferred form Table 18 that 88% of the respondents said you think facilities provided by

credit society are satisfactory and 12% of the respondents said you think facilities provided by

credit society are not satisfactory.

Question No.19

Table N0.19

Showing responses of respondents that how employees are committed to achieve the company

objective.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Commitment of employees to achieve the company objectives

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid rank 1 6 6.0 6.0 6.0

rank 2 6 6.0 6.0 12.0

rank 3 32 32.0 32.0 44.0

rank 4 29 29.0 29.0 73.0

rank 5 27 27.0 27.0 100.0

Total 100 100.0 100.0

Graph No.19

INTERPRETATION:

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 rank 3,29% of the respondents

are given rank 4 ,27% of the respondents are given rank 5.

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Question No.20

Table No.20

Showing responses of respondents that does health affected by workplace environment

Is health affected by workplace environment

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 21 21.0 21.0 21.0

No 79 79.0 79.0 100.0

Total 100 100.0 100.0

Graph No.20

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INTERPRETATION:

It may inferred form Table 20 that 21% of the respondents are said health affected by workplace

environment and79% of the respondents are said health not affected by workplace environment.

Question No.21

Table No.21

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

convenient places.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. are there sufficient number of latrines and urinals at convenient

places

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Yes 92 92.0 92.0 92.0

No 8 8.0 8.0 100.0

Total 100 100.0 100.0

Graph No.21

INTERPRETATION:

It may inferred form Table 21 that 92% of the respondents are said that there are sufficient

number of latrines and urinals at convenient places and 8% % of the respondents are said that

there are not sufficient number of latrines and urinals at convenient places.

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Question No.22

Table No.22

Showing responses of respondents that how well hygienic conditions maintained in latrines and

urinals.

Hygienic conditions maintained in latrines and urinals

Frequency Percent

Valid

Percent

Cumulative

Percent

Valid Above

average19 19.0 19.0 19.0

Average 78 78.0 78.0 97.0

Below

average3 3.0 3.0 100.0

Total 100 100.0 100.0

Graph No.22

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INTERPRETATION:

It may inferred form Table 22 that 19% of the respondents are said that well hygienic conditions

maintained in latrines and urinals are above average, 78% of the respondents are said that well

hygienic conditions maintained in latrines and urinals are average and 3% of the respondents are

said that well hygienic conditions maintained in latrines and urinals are below average.

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CHAPTER- IV

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FINDINGS:

The welfare facilities, which are organized by the management, are well known to the

workers and all about the respondents are satisfied with the majority welfare facility except the

few mentioned below. But the only complaint is that transportation and canteen facility which is

essential for them. I have pointed out the positive and negative points of the welfare facilities as

follows:

From the study it was noticed that majority of respondents i.e.90% of employees aware of

all the welfare facilities provided by the company it means company always think of

employees but still it can improve to satisfy other 10% of the employees.

It was noticed that 70% of employees feel good about present welfare facilities it shows

the welfare facilities are good.

It was found that 64% of employee say ,training is the most important welfare activity

and that the training and education provided by the organization is popular and as per the

expectation of the employees.

It was found that 94% of employees participate in workers participation programme

indicating that the employees are happy to be part of the organization and the activities

that are happening around them. They are also happy to help the management as and

when their capabilities are required.

It was found that 76% 0f employees said that higher productivity is the first objective of

the company.

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It was found that 76% of employees said that there an advancement for the

employee for there upliftment of career it shows company trying to increase knowledge

of the employees.

It was found that 56% of the employees said that treatment is given to injured worker

immediately it shows other employees getting treatment in 15 mints or more than it

therefore company have to try to give the treatment before 15 mints. .

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 .

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. From the study it was noticed that majority of respondents i.e.100%said that

management conducts health checkup programmes.

It was found that73% of the employees said that management conducts health checkup

programmes yearly.

From the study it was found that 97% of the employees said that they are satisfied with

drinking water facility it shows company is providing good drinking water.

From the study it was found that 80% of the employees said that HRA allowance

provided by the company is satisfactory it shows employee can stay at convent places.

From the study it was found that 89% said that company is taking due care of them,it

means everyone is important in comany.

From the study it was found that 88% of the employees said that facilities provided by the

credit society are satisfactory it shows the credit society is helping the employee for their

future.

From the study it was found that 32% of the employees given rank to 3, means

employees are trying to achieve company objective .

From the study it was found that 79% of the employees said that health is not affected by

the workplace environment it means the workplace environment is clean and not

hazardous.

From the study it was found that 92% of the employees said that there are sufficient

number of Toilet and washroom at convent places.

From the study it was found that 78% of the employees said that average hygienic

conditions maintained in latrines and urinals.

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SUGGESTION:

1. Employees are not satisfied to quality of the food which is providing by the canteen, so

quality of the food has to be increased to keep the health of the employees good.

2. In my opinion company should provide transportation facility to contract worker by

taking the fare of the bus.

3 The company should provide Toilet and wash room facilities to contract workers.

4 Company should increase the Canteens facilities to the contract workers.

5. Some workers complained about the rest room in the company is not so good it should be

kept clean and comfortable in rest period.

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CONCLUSION:

Human resource plays an important role in any organization . employee welfare

facilities are concern to this department , if the employee happy with welfare facilities then only

the productivity of that organization can be increased .

Based on the study of Employee Welfare Facilities in Hindustan Lifecare Limited

Kanagala it is clear that the company is very keen in the promoting all the welfare facilities

provided by Hindustan Lifecare Limited Kanagala.

Employees are satisfied to medical checkup and HRA allowance. Really company

will take care about all Employees and also contract base workers.

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Finally the study concludes that the employees are satisfied with the present

Welfare Facilities in the organization.

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CHAPTER-V

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ANNEXUR

QUESTIONNAIRE

Dear sir/madam,

I am pleased to introduced my self as MBA student.As a part of co- curriculum

I have undertaken a study on the “EMPLOYEE WELFARE FACILITY IN HLL

LIFECARE .LTD KANAGALA” The information provided by u will kept confidential and used

for academic purpose only.

Personal Profile

Name:

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Age:

Sex:

Marital status:

Department:

Length of service:

1) Are you aware of all the welfare facilities provided by the company?

Aware Not aware

2) How do you feel about present welfare facilities?

Good Excellent Average

3) Which welfare activity is most important for you?

Training

Health and safety

Other welfare measures

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 4) Do workers actively participate in workers participation programs?

Yes No

5) what is your first objective in the company?

Higher productivity Industrial peace harmony

Welfare programs

6) Any advancement for the employees in their upliftment of career provided in the company?

Yes No

7) Within how much time the injured worker is given treatment?

Immediately Within 15 mints

Within ½ hr more than 1 hr

8) How often first aid box with prescribed contents is available?

Every time Mostly

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Sometimes only

9) If any major accident happens to you and not able to work then what kind of compensation is

provided .

Full claim amount Job to one of the family members

Any other type specify…

10) Are you satisfied with the food/snacks/drinks provided to you at the work place?

To the highest Some what

To the lowest

11) How nutritious is the food provided to you?

Highly nutritive Nutritive

some what nutritive least nutritive

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12) Do the health and safety training provided by the company increases the safety of

the workers?

Yes No

13) Whether management conducts health checkup programmes for employees?

Yes No

14) If yes at what intervals?

Monthly Quarterly

Half yearly Yearly

15) Are you satisfied with the drinking water facilities provided?

Yes_____ If no ____ why?

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 16) Is the HRA Allowance provided by the company satisfactory?

Yes No

17) Do you think company is taking due care of you?

Yes s No

18) Do you think facilities provided by credit society are satisfactory?

Yes No

19) How committed are you to achieve the company objective?

(ranks 1-5) (5 highest-----1st least)

20) Is your health affected by workplace environment?

Yes No

If yes how?

21) Are there sufficient number of Toilets and washroom at convenient places?

Yes No

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2

3

4

5

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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 22) How well hygienic conditions maintained in toilet and wash room?

Above average Average

Below average

23) Do you have any suggestions regarding welfare activates in your company?

______________________________________________________________

______________________________________________________________

______________________________________________________________

BIBILIOGRAPHY :

Personnel and Human Resource Management- P.Subba Rao.

Internet

www.Hindletex.com

www.googl.com

: www.hlllifecarehll.com

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http://www.hlllifecarehll.com/

http://www.googal.com/