Bhel Employee Welfare

EXECUTIVE SUMMARY

An organization is made up of four resources, namely men, material, money

and machinery. Of these, the first one id living one, i.e. human resource and

other three are non-living i.e.non human. It is the human/people that make

use of non human resources. Hence, people are the most significant

resources in an organization. It is man who makes all the difference in

organizations. L.F.Urwick had remarked that “business houses are made or

broken in the long run not by markets or capitals, patents or equipments, but

by men”. According to Peter F.Drucker, “ man, of all the resources available

to man, can grow and develop.”

The main objective of this chapter is to present a perspective for human

capital management in the Indian context. Accordingly the meaning,

objectives, scope and functions become the subject matter of this chapter.

Before we define HRM, it seems pertinent to first define the term “human

resources.” In common parlance, human resources mean people. OR

Personnel means the persons employed. Personnel management is the

management of people employed.

Organization may be a manufacturing firm, a business concern, an

insurance company, a governmental agency, social organizations, hospital, a

university and even families. It may be small or large, simple or complex.

An Organization is a human grouping in which work is done for the

accomplishment of some specific goals, or missions

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CONTENTS

CHAPTERS PAGE NO.

CHAPTER-1 3

INTRODUCTION COMPANY PROFILE

CHAPTER-2 33

OBJECTIVES OF THE STUDY

CHAPTER-3 34

RESEARCH METHODOLOGY RESEARCH DESIGN SAMPLE DESIGN DATA COLLECTION LIMITATIONS OF THE STUDY

CHATPER-4 41

DATA ANALYSIS AND INTERPRETATION

CHAPTER-5 63

FINDING CONCLUSIONS SUGGESTIONS

BIBLIOGRAPHY 66

ANNEXURE

QUESTIONNAIRE 68

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INTRODUCTION

INTRODUCTION

Welfare includes anything that is done for the comfort and improvement of

employees and is provided over and above the wages. Welfare helps in

keeping the morale and motivation of the employees high so as to retain the

employees for longer duration. The welfare measures need not be in

monetary terms only but in any kind/forms. Employee welfare includes

monitoring of working conditions, creation of industrial harmony through

infrastructure for health, industrial relations and insurance against disease,

accident and unemployment for the workers and their families.

Labor welfare entails all those activities of employer which are directed

towards providing the employees with certain facilities and services in

addition to wages or salaries.

Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied

3. To relieve workers from industrial fatigue and to improve intellectual,

cultural and material conditions of living of the workers.

he very logic behind providing welfare schemes is to create efficient,

healthy, loyal and satisfied labor force for the organization. The purpose of

providing such facilities is to make their work life better and also to raise

their standard of living.

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http://industrialrelations.naukrihub.com/

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COMPANY

PROFILE

Heavy Electrical Plant ,Bhopal is the mother plant of Bharat Heavy Electricals Limited, the largest engineering and manufacturing enterprise in India in the energy-related and infrastructure sector, today. It is located at about 7 kms. from Bhopal Railway station, about 5 kms. from Habibganj Railway station and about 18 kms. From Raja Bhoj Airport. With technical assistance from Associated Electricals (India) Ltd., a UK based company, it came into existence on 29th of August, 1956. Pt. Jawaharlal Nehru, first Prime minister of India dedicated this plant to the nation on 6th of November, 1960. BHEL, Bhopal with state-of-the-art facilities, manufactures wide range of electrical equipments. It’s product range includes Hydro, Steam, Marine & Nuclear Turbines, Heat Exchangers, Hydro & Turbo Generators, Transformers, Switchgears, Control gears, Transportation Equipment, Capacitors, Bushings, Electrical Motors, Rectifiers, Oil Drilling Rig Equipments and Diesel Generating sets. BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, is moving towards excellence by adopting TQM as per EFQM / CII model of Business Excellence. Heat Exchanger Division is accredited with ASME ‘U’ Stamp. With the slogan of “ Kadam kadam milana hai, grahak safal banana hai”, it is committed to the customers. BHEL Bhopal has its own Laboratories for material testing and instrument calibration which are accredited with ISO 17025 by NABL. The Hydro Laboratory, Ultra High Voltage laboratory and Centre for Electric Transportation are the only laboratories of its in this part of the world.

BHEL Bhopal's strength is it's employees. The company continuously invests in Human Resources and pays utmost attention to their needs. The plant's Township, well known for its greenery is spread over an area of around 20 sq kms. and provides all facilities to the residents like, parks, community halls, library, shopping centers, banks, post offices etc. Besides,

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free health services is extended to all the employees through 350 bedded (inclusive of 50 floating beds) Kasturba Hospital and chain of dispensaries.

ABOUT US

leading engineering enterprise which supplies all types of equipment for hydro power generation.

A leading turbine manufacturer offering a wide range of Hydro Turbine, Valves, Governors, Turbine and Station Auxiliary systems, Balance of plants for Hydro Power Station and related Services.

Installed manufacturing capacity:2500 MW/annum.

Two units manufacturing hydro turbines.

In the market for more than three decades.

Dedicated shop area of over 100000 sq. meters.

Ultramodern model development and testing facilities.

Sophisticated CAD/CAM facilities.

ISO 9001 Certification.

ASME "Q" stamp for fabrication facilities

BHEL manufactures over 180 products under 30 major product groups and

caters to core sectors of the Indian Economy viz., Power Generation &

Transmission, Industry, Transportation, Telecommunication, Renewable

Energy, etc. The wide network of BHEL's 14 manufacturing divisions, four

Power Sector regional centres, over 100 project sites, eight service centres

and 18 regional offices, enables the Company to promptly serve its

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customers and provide them with suitable products, systems and services --

efficiently and at competitive prices. The high level of quality & reliability

of its products is due to the emphasis on design, engineering and

manufacturing to international standards by acquiring and adapting some of

the best technologies from leading companies in the world, together with

technologies developed in its own R&D centres.

BHEL has acquired certifications to Quality Management Systems (ISO

9001), Environmental Management Systems (ISO 14001) and Occupational

Health & Safety Management Systems (OHSAS 18001) and is also well on

its journey towards Total Quality Management

BHEL has

Installed equipment for over 90,000 MW of power generation -- for

Utilities, Captive and Industrial users.

Supplied over 2,25,000 MVA transformer capacity and other equipment

operating in Transmission & Distribution network up to 400 kV (AC &

DC).

Supplied over 25,000 Motors with Drive Control System to Power

projects, Petrochemicals, Refineries, Steel, Aluminum, Fertilizer, Cement

plants, etc.

Supplied Traction electrics and AC/DC locos to power over 12,000 kms

Railway network.

Supplied over one million Valves to Power Plants and other Industries.

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BHEL's operations are organised around three business sectors, namely

Power, Industry - including Transmission, Transportation,

Telecommunication & Renewable Energy - and Overseas Business. This

enables BHEL to have a strong customer orientation, to be sensitive to his

needs and respond quickly to the changes in the market.

BHEL's vision is to become a world-class engineering enterprise, committed

to enhancing stakeholder value. The company is striving to give shape to its

aspirations and fulfill the expectations of the country to become a global

player.

The greatest strength of BHEL is its highly skilled and committed 42,600

employees. Every employee is given an equal opportunity to develop

himself and grow in his career. Continuous training and retraining, career

planning, a positive work culture and participative style of management ? all

these have engendered development of a committed and motivated

workforce setting new benchmarks in terms of productivity, quality and

responsiveness.

Contribution to various sectors:

Power Generation

Power Generation Sector comprises thermal, gas, hydro and nuclear power

plant business.As of 31.3.2006, BHEL-supplied sets account for 76,741 MW

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http://www.bhel.com/overseasbusiness/international.php

or nearly 65 percent of the total installed capacity of 1,18,561 MW in the

country, as against Nil till 1969-70.

BHEL has proven turnkey capabilities for executing power projects from

concept to commissioning. It possesses the technology and capability to

produce thermal sets with super critical parameters up to 1000 MW unit

rating and gas turbine-generator sets of up to 250 MW unit rating. Co-

generation and combined cycle plants have been introduced to achieve

higher plant efficiencies. To make efficient use of the high-ash-content coal

available in India, BHEL also supplies circulating fluidised bed combustion

boilers for thermal plants.

The Company manufactures 220/235/500/540 MW nuclear turbine-

generator sets. Custom-made hydro sets of Francis, Pelton and Kaplan types

for different head-discharge combinations are also engineered and

manufactured by BHEL.

In all, orders for more than 880 utility sets of thermal, hydro, gas and nuclear

have been placed on the Company as on date. The power plant equipment

manufactured by BHEL is based on contemporary technology comparable

with the best in the world, and is also internationally competitive.The

Company has proven expertise in Plant Performance Improvement through

renovation, modernisation and uprating of a variety of power plant

equipment, besides specialised knowhow of residual life assessment, health

diagnostics and life extension of plants.

Industries

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BHEL manufactures and supplies major capital equipment and systems like

captive power plants, centrifugal compressors, drive turbines, industrial

boilers and auxiliaries, waste heat recovery boilers, gas turbines, pumps,

heat exchangers, electric machines, valves, heavy castings and forgings,

electrostatic precipitators, ID/FD fans, seamless pipes etc. to a number of

industries other than power utilities like metallurgical, mining, cement,

paper, fertilizers, refineries and petro-chemicals, etc. BHEL has also

emerged as a major supplier of controls and instrumentation systems,

especially distributed digital control systems for various power plants and

industries.

Transportation

Most of the trains on Indian Railways, whether electric or diesel powered are

equipped with BHEL’s traction propulsion system and controls. The systems

supplied are both with nconventional DC drives and state of the art AC

drives. India’s first underground metro at Kolkata runs on drives and

controls supplied by BHEL. The company also manufactures complete

rolling stock ie. electric locomotives up to 5000 HP, diesel electric

locomotives from 350 HP to 3100 HP for both mainline and shunting duty

applications. BHEL also undertakes retrofitting and overhauling of rolling

stock. In the area of Urban transportation, BHEL is geared up for turnkey

execution of electric trolley bus systems, light rail systems and metro

systems. BHEL is contributing to the supply of electrics for EMUs for

1500V DC & 25 kV AC to Indian Railways. Almost all the EMUs in service

are with electrics manufactured and supplied by BHEL. BHEL has also

diversified into the area of track maintenance machines for Indian Railways.

Renewable Energy BHEL has been manufacturing and supplying a range of

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Renewable Energy systems and products. It includes Solar Energy systems

namely, PV modules, PV power plants, solar lanterns, street lighting, solar

pumps and solar water heating systems. A large number of small hydro

power stations have also been completed. New areas like Wind power

generationetc. are also being explored for entry.

In line with the efforts being made at National level for development of

remote areas, BHEL has commissioned three Stand Alone Solar

Photovoltaic (SPV) power plants of 2x110 KWp and 1x55 KWp capacities

in Sunderbans (WB) which was inaugurated by the Hon’ble President of

India, Dr. A.P.J. Abdul Kalam. India’s largest Solar-Diesel Hybrid Power

Plant of 50 KWp was commissioned at Lakshadweep. 150 sets of Solar

Powered Water Pumping systems of 2 HP rating have also been supplied by

BHEL in Punjab for agricultural purposes.

Oil and Gas

BHEL is supplying onshore drilling rigs’ equipment viz. drawworks, rotary-

table, traveling block, swivel, mast and sub structure, mud systems and rig

electrics and X’mas tree valves and well heads up to a rating of 10,000 psi to

ONGC, Oil India and Private Drilling Companies.

BHEL has also supplied Casing Support System, Mudline Suspension

System and Block Valves to ONGC for offshore application. It also has the

capability to supply complete onshore drilling rigs, super deep drilling rigs,

desert rigs, mobile rig, workover rigs and sub sea well heads. Currently,

BHEL is executing orders for refurbishment and up-gradation of onshore Oil

Rigs from ONGC & Oil India.

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Transmission

BHEL supplies a wide range of products and systems for transmission and

distribution applications. The products manufactured by BHEL include

power transformers, instrument transformers, dry type transformers, shunt

reactors, capacitors, vacuum and SF6 switchgear, gas insulated switchgears,

ceramic insulators, etc. BHEL has developed and commercialized the

country’s first indigenous 36 kV Gas Insulated Substation (GIS) and has

also developed 145 kV GIS which has undergone successful field trials at

Hyderabad. For enhancing the power transfer capability and reducing

transmission losses in 400 kV lines, BHEL has indigenously developed and

executed fixed series compensation schemes and has developed thyristor

controlled series compensation scheme, involving thyristor controlled

reactors, popularly known as Flexible AC Transmission System (FACTS).

BHEL has indigenously developed state of the art controlled shunt reactor

for reactive power management of long transmission lines. With a strong

engineering base, the company undertakes turnkey execution of substations

upto 400 kV and has the capability to execute 765 kV substations. High

Voltage Direct Current (HVDC) systems have been supplied for economic

transmission of bulk power over long distances.

Labor standards

Businesses should uphold the freedom of association and the effective

recognition of right to collective bargaining.

The Government of India has enacted various labour laws to adequately

protect the interest of the working class. These laws are strictly adhered to

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in BHEL. All Heads of BHEL units are required to submit a report

about compliance with different laws. This is done to ensure that the

interests of the workers are protected. Apart from this, BHEL has various

bi-partite fora for workers, where the issues/problems concerning the

workers are discussed and settled. BHEL has also an apex level bipartite

forum wherein representatives of all units of BHEL, along with the Central

Trade Union Organization, to which the Unions are affiliated, are

represented from the workers‘ side and the Management is represented by

Chairman and functional Directors along with the Heads of Units.

The elimination of all forms of forced and compulsory labour

The company does not employ forced and compulsory labour.

The effective abolition of child labour

As per BHEL‘s Recruitment Policy, the minimum age for the employment is

18 years. No person below this age can be employed in BHEL, thereby

ensuring that child labour is not employed in BHEL.

Eliminate discrimination in respect of employment and occupation

Uniform set of rules are mentioned in the ”The Personnel Policy‘ of

BHEL, that apply equally to all employees, irrespective of factors

such as sex, caste, religion, race etc. All recruitments are done in open

manner, giving equal opportunity to all citizens of India without any

discrimination whatsoever.

Environment

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Business should support a precautionary approach to environmental

challenges:

BHEL‘s Health, Safety and Environment policy is aligned to

international standards on Occupational Health & Safety (OHSAS

18001-2007) and on Environment (ISO- 14001-2004). All BHEL

units/regions BHEL including Industry Sector office & a township, located

near New Delhi (NOIDA), besides a hospital in Bhopal unit are certified to

these standards, after stringent audit by an international certifying agency.

Company‘s commitment towards environment conservation continued

with the completion of several Environment Improvement Projects.

These projects helped in creating a pollution œfree environment,

conservation of precious resources like energy, water, fuel oil, coolant,

lubricant beside installation of proper system for storage/handling of

chemical waste, utilizing state of art technologies. Major Environment

Improvement Projects executed during the year included :

Conservation of natural resources, generation of energy from waste

and efficient water management.

Continuing its tradition of bagging prestigious awards, during the year

BHEL plant received the awards for Excellence in Energy

Management from CII, Green Business Centre and Greentech Silver

award.

Undertake initiatives to promote greater environmental responsibility

As part of its commitment towards the society and as a

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responsible corporate citizen, BHEL is involved in a host of

community development programmes in various parts of the country.

Considering BHEL‘s standing and expectation of stakeholders with

regard to Corporate Social Responsibility (CSR), the Company

formally adopted a CSR policy with the following 8 thrust areas and

decided to earmark 0.1% of Profit After Tax (PAT) every year on

CSR activities:

Product Profile

Hydro sets:

Hydro turbines of Kaplan Francies and Pelton types with matching

generators, valves and auxiliaries, reversible pump storage sets. Mini

Micro Hydro sets, Vertical generator, Reversible Pump Turbine, Butterfly

valves, spherical valves for all ranges.

Thermal Sets:

Steam Turbine and generators up to 210 MW, Nuclear Turbines of 236

MW, Marine Turbines for Vanal Frigate with matching condensers and

heat exchangers, Industrial Turbine, Diesel Engines, Rubber Expansion

joints for cooling water systems and Renovation & Modernization of old

thermal sets of BHEL & Non BHEL make.

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Switchgear:

Indoor and Out door circuit breakers for 11 KV and 33 KV

Applications Gas insulated switch gears up to 145 kv class.

Control gear:

a. Control gear for industrial applications with air breaks vacuum

contractors.

b. Traction control gear, control gear equipment for

railways and other traction applications.

c. Control relay panels for power stations and transformer tap

changers application.

Capacitors:

1. Medium voltage and high voltage ratings up to 400 kv systems.

2. Coupling Capacitors up to 400 kv class

3. Surge capacitors for protection.

Industrial machines:

AC Induction Motors of Medium & Large rating for Industrial uses.

AC Squirrel cage and slip ring ranging from 150 to 15000 kW

AC Synchronous and synchronous induction motors ranging from

750 to 15000kw

Alternators for Captive Power Plant from 1.5 mw to 30 mw rating.

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Traction equipment:

1. 2600/2400 & 3100 HP Augmented broad gauge diesel locos

2. 1380/1250 HP meter gauge diesel locos

3. 1500 volt DC locos – AC/DC locomotives

4. 25 KV AC locos

5. 1500 volts DC multiple units for Bombay suburban

6. 25 kVC broad gauge electrical multiple units for Delhi, madras and

Calcutta

7. 1400 HP broad gauge diesel electric shunting locomotives.

8. 6000 HP 3-Phases AC Locomotives (ABB Design), Dual Voltage

(AC/DC) EMUS (3Phase)

9. Mining locomotives

10.Underground Metro Railway Systems

Rectifier, power & electronic equipment:

1. Power rectifier equipment.

2. Thyristor converters for speed control of DC motors industrial

drives.

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3. Power electronics equipment for power station for traction

equipment.

Transformer:

1. Power transformer up to 44kv class and 600 MVA, 3 Phase bank.

2. Current transformers up to 400 kV class.

3. Capacitor voltage transformer up to 220kv class.

4. Electromagnetic voltage transformer up to 220kv class.

Organizations provide welfare facilities to their employees to keep their

motivation levels high. The employee welfare schemes can be classified into

two categories viz. statutory and non-statutory welfare schemes. The

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statutory schemes are those schemes that are compulsory to provide by an

organization as compliance to the laws governing employee health and

safety. These include provisions provided in industrial acts like Factories

Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act

1962. The non statutory schemes differ from organization to organization

and from industry to industry.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking

water should be provided.

2. Facilities for sitting: In every organization, especially factories,

suitable seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and

should be readily assessable so that in case of any minor accident

initial medication can be provided to the needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are

to be provided in the office and factory premises and are also to be

maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the

employer so as to provide hygienic and nutritious food to the

employees.

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6. Spittoons: In every work place, such as ware houses, store places, in

the dock area and office premises spittoons are to be provided in

convenient places and same are to be maintained in a hygienic

condition.

7. Lighting: Proper and sufficient lights are to be provided for

employees so that they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash

basins with tap and tap on the stand pipe are provided in the port area

in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for

workers to change their cloth in the factory area and office premises.

Adequate lockers are also provided to the workers to keep their

clothes and belongings.

10.Rest rooms: Adequate numbers of restrooms are provided to the

workers with provisions of water supply, wash basins, toilets,

bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the

companies provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide

opportunity to employees to work with flexible working schedules.

Flexible work schedules are initiated by employees and approved by

management to meet business commitments while supporting

employee personal life needs

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3. Employee Assistance Programs: Various assistant programs are

arranged like external counseling service so that employees or

members of their immediate family can get counseling on various

matters.

4. Harassment Policy: To protect an employee from harassments of any

kind, guidelines are provided for proper action and also for protecting

the aggrieved employee.

5. Maternity & Adoption Leave – Employees can avail maternity or

adoption leaves. Paternity leave policies have also been introduced by

various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides

adequate insurance coverage of employees for expenses related to

hospitalization due to illness, disease or injury or pregnancy.

7. Employee Referral Scheme: In several companies employee referral

scheme is implemented to encourage employees to refer friends and

relatives for employment in the organization.

Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied

3. To relieve workers from industrial fatigue and to improve intellectual,

cultural and material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

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1. Labor welfare includes various facilities, services and amenities

provided to workers for improving their health, efficiency, economic

betterment and social status.

2. Welfare measures are in addition to regular wages and other economic

benefits available to workers due to legal provisions and collective

bargaining

3. Labor welfare schemes are flexible and ever-changing. New welfare

measures are added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government,

employees or by any social or charitable agency.

5. The purpose of labor welfare is to bring about the development of the

whole personality of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient,

healthy, loyal and satisfied labor force for the organization. The purpose of

providing such facilities is to make their work life better and also to raise

their standard of living. The important benefits of welfare measures can be

summarized as follows:

They provide better physical and mental health to workers and thus

promote a healthy work environment

Facilities like housing schemes, medical benefits, and education and

recreation facilities for workers’ families help in raising their

standards of living. This makes workers to pay more attention towards

work and thus increases their productivity.

Employers get stable labor force by providing welfare facilities.

Workers take active interest in their jobs and work with a feeling of

involvement and participation.

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Employee welfare measures increase the productivity of organization

and promote healthy industrial relations thereby maintaining industrial

peace.

The social evils prevalent among the labors such as substance abuse,

etc are reduced to a greater extent by the welfare policies

HUMAN RIGHTS

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1) Business should support and respect the protection of internationally

proclaimed human rights.

BHEL’s policies have been meticulously drafted & followed, keeping the

principles of human rights, the Constitution of India, labour laws etc., in mind.

2) Make sure they are not complicit in human rights abuses.

There has been no instance of the company having abused human rights in any

manner.

Labour Standards

3) Businesses should uphold the freedom of association and the effective recognition of

the right to collective bargaining.

The Government of India has enacted various labour laws to adequately protect the

interest of the working class. These laws are strictly adhered to in BHEL. All Heads of

BHEL Units are required to submit a report about compliance with different laws. This is

done to ensure that the interests of the workers are protected.

Apart from this, BHEL has various bi-partite fora for workers, where the issues/problems

concerning the workers are discussed and settled. BHEL has also an apex level bipartite

forum wherein representatives of all Units of BHEL, along with the Central Trade Union

Organizations, to which the Unions are affiliated, are represented from the workers’ side

and the Management is represented by Chairman and functional Directors along with the

Heads of Units.

4) The elimination of all forms of forced and compulsory labour

The company does not employ forced and compulsory labour.

5) The effective abolition of child labour :

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As per BHEL’s Recruitment Policy, the minimum age for the employment is

18 years. No person below this age can be employed in BHEL, thereby

ensuring that child labour is not employed in BHEL.

6) Eliminate discrimination in respect of employment and occupation

Uniform set of rules are mentioned in the ‘The Personnel Policy’ of BHEL, that apply

equally to all employees, irrespective of factors such as sex, caste, religion, race etc. All

recruitments are done in open manner, giving equal opportunity to all citizens of India

without any discrimination whatsoever.

Environment

7) Businesses should support a precautionary approach to environmental

challenges;

BHEL’s Health, Safety and Environment policy is aligned to international

standards on Occupational Health & Safety (OHSAS-18000) and on Environment

Management Systems(ISO-14000). All BHEL units/regions including Industry

Sector office complex in New Delhi besides a hospital in Bhopal unit and BHEL

township, located near New Delhi (NOIDA),are certified to these standards, after

stringent audits by an international certifying agency.

During the year, the process of re-certification on these systems was continued for

number of BHEL Units/Regions. As part of its efforts for development of new

Environment Improvement Projects on sustainable basis, number of initiatives has

been taken by the company during the year 2006-07 & significant among these

are;

To improve quality of ground water & preserving every drop of water, additional

rain water harvesting systems were installed at all the plants & township of the

Company.

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Several tree plantation drives were organized at plants/townships of the company

located across the country , involving the employees and surrounding community,

bringing a total number of trees planted so far up to 3 millions.

- Conservation of natural resources, generation of energy from waste and efficient

water management.

8) Undertake initiatives to promote greater environmental responsibility

As part of its commitment towards the society and as a responsible corporate

citizen, BHEL is involved in a host of community development programmes in

various parts of the country.

BHEL has set up schools for mentally challenged children at its four major units.

These schools, run by BHEL in association with members of BHEL Ladies Club,

cater to the special training required for these under privileged children.

The first such school called `Arivalayam’ was set up by the management in 1977

at its Trichy Plant with technical support from Christoffel Blinden Mission of

Germany. A psychiatrist and psychologist attend to the needs of the children &

speech therapists provide guidance to teachers and parents, periodically.

Vocation training like weaving door mat, screen printing, tailoring, electrical coil

winding, helps these students in integrating with the community and making a

living on their own, besides boosting their self confidence.

- In the area of rural development, BHEL has been playing a proactive role and has

adopted 56 villages all over the country in the vicinity of its major manufacturing

plants. In these villages welfare activities like medical aid, provision of street

lights, drinking water and infrastructure support to schools are undertaken

regularly, benefiting over 80,000 people of these villages.

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Encourage the development and diffusion of environmentally friendly

technologies

The Company has developed and offers products in the area of non-conventional

and renewable sources of energy like wind electric generators, solar photovoltaic

systems, solar heating systems, solar lanterns and battery powered road vehicles.

BHEL has contributed to the national effort for development of far-flung/remote areas on a sustained basis & commissioned three ‘Stand-Alone’ Solar Photovoltaic (SPV) power plants in eastern India- Sunderbans. BHEL’s effort in harnessing renewable energy for the welfare of people living in remote parts of the country was admired by the President of India & West Bengal Renewable Energy Development Authority.

-In addition, India’s largest Solar-Diesel Hybrid Power Plant (50 KWp capacity)– facilitating availability of un-interrupted & environment friendly power for various applications at the world-famous tourist island of Bangaram in Lakshadweep

-150 sets of solar powered water pumping systems commissioned by the company in Punjab in Northern India, catering to the power requirement of 2 H.P. pumps for irrigation purpose.

Anti – Corruption

10. Business should work against all forms of corruption, including extortion and

bribery

In order to prevent corruption, a host of ‘transparency measures’ have been

initiated company wide. To achieve the objective, training programmes, seminars/

onferences & time to time Chief Vigilance Officer’s address to employees are a

regular feature in the Company. Main objective of the Company is to curb

corruption by focusing more on the preventive and educative aspects, rather than

investigative / punitive.

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With a view to reducing corruption, Government of India has enacted “Right To

Information Act” - giving right to all citizens of India to seek information besides

other rights of inspection etc., from all Government controlled institutions and

public organizations. BHEL has taken lead role in implementing all provisions of

the act in letter and spirit.

Employee benefits (also called fringe benefits, perquisites, or perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries.

Employee Benefits are growing in both cost and complexity. Once regarded as "fringe benefits"--minor appendages to basic wages and salaries--they now commonly account for a fourth or more of expenditures on employee compensation.

Furthermore, their increased complexity is a major reason for the growing professionalization of benefits design and administration.

EMPLOYERS’ OBJECTIVES IN PROVIDING BENEFITS:

Enthusing and motivating employees to work harder. Improving staff retention and attraction. To foster good morale. Improving the health and welfare of employees. Being seen as an employer of choice. Reducing workplace stress. Complying with benefits regulations

TYPE OF BENEFITS

Healthcare

Private medical insurance (PMI) Employee assistance

programs (EAPs) Personal accident insurance

29

Healthcare cash plans Subsidized gym membership

Child care Employer funding of childcare

Employer makes full or partial payment for the cost of childcareservices, regardless of location.

On-site childcare Employer manages a childcare facility at the work site.

Off-site care Employers, or a group of employers, manage a childcare facility away from the work site.

Retirement Plans

Defined benefit schemeguarantees a certain payout at retirement, the sum of which is based on an employee's salary and length of employment. Defined contribution schemeis built up through cash contributions from both the employer and the employee. The final fund employees stand to gain, however, is dependent on the stock market performance of their investment choices.

This scheme may include: 401(k) plan Individual Retirement Accounts (IRA) Simplified Employee Pension (SEP)

Insurance Plans◦ Life insurance◦ Health insurance◦ Disability insurance◦ Other

Time-off Plans◦ Sick Leave◦ Vacations◦ Paid holidays

Miscellaneous

30

Work-life balance Telecommuting Subsidized food services Fitness programs Recreational opportunities Education subsidies Financial assistance

BEST BENEFITS PROVIDED BY THE FORTUNE COMPANIES

Type of benefit Description

Health Care Sixteen companies on this year's list pay 100% of their employees' health-care premiums.

Child CareAlmost one-third of the Best Companies (32) offer an onsite child-care center.

Work-Life BalanceThe top 10 Best Companies where employees feel "encouraged to balance their work and personal life."

TelecommutingOf the 82 Best Companies that allow employees to telecommute or work at home at least 20% of the time, these 10 have the highest percentage of telecommuters.

Sabbaticals 22 companies on this year's list offer fully paid sabbaticals.

Unusual PerksThese companies found unusual ways to keep their workers happy.

BENEFITS ADMINISTRATION

31

Absence recordingAbsence can be recorded electronically or on paper. Increasingly large numbers of employers are implementing systems that allow employees or their managers to record absences themselves.

Enterprise resource planning (ERP)ERP software systems integrate key business processes of organizations into a single software system that allows information to flow seamlessly throughout the organization.

Financial calculatorsFinancial calculators allow employees to calculate the value of their own benefits, pensions and share options.

In-house administrationThis is when the benefits are administered by the employer (usually the HR department), rather than outsourced to an external administration company.

IntranetA network based the Internet belonging to an employer, accessible only by employees. An intranet's websites look and act just like websites on the internet, but the firewall surrounding an intranet prevents unauthorized access.

Online administrationAdministering benefits via the internet, where the software is held by a third-party administrator.

Online holiday bookingOnline holiday booking allows employees to access their holiday entitlement records and to request annual leave online.

Outsourced administrationA third-party administrator does the administration of benefits on behalf of an employer.

32

Payroll systemsSoftware that allows employers or payroll providers to process pay information for workforces.

Self-service administration systemsThese allow employees to access their personal details and update records such as a change of name or address

The trends that employee benefits include: Increasing health care costs have driven employers to seek

innovative cost control solutions such as disease management, enabling Internet-based health care tools, establishing a wellness campaign

More number of employers are offering a defined contribution plan.

Most of the administration of benefits is moving online. Outsourcing of benefits continues to appeal

The issues shaping the benefits design: Improving the perceived value of the benefits package. Making the benefits more cost-effective. Communicating the benefits. Improving the staff engagement levels. Matching benefits to employee needs. Complying benefits to legislation

33

OBJECTIVE OF THE STUDY:

Primary Objective :

To study about Employee welfare activity of BHEL.

To study about the facilities of employees in BHEL.

To measure about the adequacy of the training for improving skill &

competency of employees.

Secondary Objective :

To know the recruitment & selection procedures adopted in this

company.

To know about product profile of BHEL

34

35

RESEARCH

METHODOLOGY

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research

problem. Research methodology constitutes of research methods, selection

criterion of research methods, used in context of research study and

explanation of using of a particular method or technique so that research

results are capable of being evaluated either by researcher himself or by

others. Why a research study has been undertaken, how the research problem

has been formulated, why data have been collected and what particular

technique of analyzing data has been used and a best of similar other

question are usually answered when we talk of Research methodology

concerning a research problem or study. The main aim of research is to find

out the truth which is hidden and which has not been discovered as yet

The research methodology that I undertook for the purpose of this study is

enumerated below-

RESEARCH DESIGN: DESCRIPTIVE

Descriptive studies are well structured, they tend to be rigid and its approach

can not be changed every now and then. Descriptive study can be divided in

two categories:

(A) Cross sectional

(B) Longitudinal

36

Descriptive study are undertaken in many circumstances:

1. when the researcher is interested in knowing the characteristics of

certain groups such as age , profession.

2. when the researcher is interested in knowing the proportion of people

in given population who have behaved in a particular manner, making

projection of certain things.

The objective of this kind of study is to answer the why, who, what, when

and how of the subject under consideration.

I have taken descriptive

because my research includes the knowing the Study of Employee

welfare in BHEL Bhopal

Scope of the Study

Each and every project study along with its certain objectives also have

scope for future. And this scope in future gives to new researches a new

need to research a new project with a new scope. Scope of the study not only

consist one or two future business plan but sometime it also gives idea about

a new business which becomes much more profitable for the researches then

the older one.

Scope of the study could give the projected scenario for a Study of

Employee welfare in BHEL Bhopal

- Factors which I observed while doing project study are following-

HR Practices

Employee welfare

37

Training methodology

Environment of company,

Economic conditions

Tools and Techniques

As no study could be successfully completed without proper tools and

techniques, same with my project. For the better presentation and right

explanation I used tools of statistics and computer very frequently. And I am

very thankful to all those tools for helping me a lot. Basic tools which I used

for project from statistics are-

- Bar Charts

- Pie charts

- Tables

bar charts and pie charts are really useful tools for every research to show

the result in a well clear, ease and simple way. Because I used bar charts and

pie charts in project for showing data in a systematic way, so it need not

necessary for any observer to read all the theoretical detail, simple on seeing

the charts any body could know that what is being said.

Technological Tools

Ms-Access

Ms-Word

Above application software of Microsoft helped me a lot in making project

more interactive and productive.

Microsoft-Excel had a great role in my project, it created for me a situation

of “you sit and get”. I provided it simply all the detail of data and in return it

given me all the relevant information..

38

Microsoft-Access did the performance of my personal assistant who

organizes my all the details of document without disturbing them even a

single time in all the project duration.

And in last Microsoft-Word did help me for the documentation of the project

in a presentable form.

Applied Principles and Concepts

While I started to do the project the main thing which was the matter of

concern was that around what principles I have to revolve my project.

Because with out having any hypothesis and objective we can not determine

that what output or result we are expecting form the project.

And second thing is that having only tools and techniques for the purpose of

project is not relevant until unless we have the principals for which we have

to use those tools and techniques.

Mathematical Averages

Standard Deviation

Correlation

Sources of Primary and Secondary data:

For the purpose of project data is very much required which works as a food

for process which will ultimately give output in the form of information. So

before mentioning the source of data for the project I would like to mention

that what type of data I have collected for the purpose of project and what it

is exactly.

39

1. Primary Data :

Primary data is basically the live data which I collected on field while

doing cold calls with the employees, I shown them list of question for

which I had required their responses. In some cases I got no response

form their side and than on the basis of my previous experiences I filled

those fields.

Source: Main source for the primary data for the project was

questionnaires which I got filled by the employees or some times filled

myself on the basis of discussion with the employees.

2. Secondary Data:

1 Internet ,

2 Books

3 Journals ,

4 Newspaper,

5 Annual report,

6 Database available in the library,

7 Catalogues and presentations.

Statistical Analysis

In this segment I will show my findings in the form of graphs and charts. All

the data which I got form the market will not be disclosed over here but

extract of that in the form of information will definitely be here.

Detail: Size of Data : 100

Area : BHOPAL

Type of Data : 1. Primary 2. Secondary

Industry : BHEL BHOPAL

Respondent : Employees

40

LIMITATIONS OF THE STUDY

This study covers the “The study of Employee welfare in B.H.E.L.

BHOPAL”.

There are so many limitations in this study. Following of them are:-

(i) Collection of primary data-

While collecting the primary data from the employees innumerable

difficulties were encountered. The employees would not readily show

and reveal their desire. Lot of persuasion and efforts were needed to

extract the information required from them. But, still I felt that the

information provided were not quite accurate. Similar was the case of

employees, through questionnaire.

(ii) Collection of secondary data:-

The collection of secondary data on the other hand was by no means an

easy task. The officers and the personnel’s of the organization had to

squeeze out times from their busy schedule to supply the information

needed. The various information supplied has to be analyzed, appreciated

and reconciled to reach and obtain. In order to maintain the policy of

secrecy, some data and information have not been provided with the

authorities of the company.

(iii) Time

During the course of project, the subject is vast and all the information,

statistical data and its other activities can not be collected within a short

span of time.

41

(iv) Finance

Availability of sufficient money is another limitation before the

researcher. Due to the limited action of finance, it had not been possible

to make it depth study in above respect.

(v) Geographical limitation:-

This study was carried out within the geographical limits of place. In

spite of all these limitations, the investigator hopes that the study will

yield dependable and useful result.

42

43

DATA ANALYSIS

&

INTERPRETATIO

N

Table no: 1

Gender

74 74.0 74.0 74.0

26 26.0 26.0 100.0

100 100.0 100.0

male

female

Total

ValidFrequency Percent Valid Percent

CumulativePercent

Chart no: 1

Gender

Gender

femalemale

Fre

qu

en

cy

80

60

40

20

0

44

Table no: 2

Monthly AIncome

8 8.0 8.0 8.0

45 45.0 45.0 53.0

31 31.0 31.0 84.0

16 16.0 16.0 100.0

100 100.0 100.0

below rs.10000

10000-20000

20000-30000

above 30000

Total


CumulativePercent

Chart no: 2

Monthly AIncome

Monthly AIncome

above 3000020000-3000010000-20000below rs.10000

Fre

qu

en

cy

50

40

30

20

10

0

45

Table No: 3

Education qualification

46 46.0 46.0 46.0

54 54.0 54.0 100.0

100 100.0 100.0

P.G

U.G

Total


CumulativePercent

Chart No: 3



U.GP.G

Fre

qu

en

cy

60

50

40

30

20

10

0

46

Tale No: 4

Marital Status

55 55.0 55.0 55.0

45 45.0 45.0 100.0

100 100.0 100.0

married

Unmarried

Total


CumulativePercent

Chart no: 4

Marital Status

Marital Status

Unmarriedmarried

Fre

qu

en

cy

60

50

40

30

20

10

0

47

Table No: 5

Years of Experience

8 8.0 8.0 8.0

26 26.0 26.0 34.0

20 20.0 20.0 54.0

26 26.0 26.0 80.0

20 20.0 20.0 100.0

100 100.0 100.0

Less than 1yr

1-2 yrs

2-3yrs

3-4yrs

Above 4yrs

Total


CumulativePercent

Chart Mo: 5

Years of Experience

Years of Experience

Above 4yrs3-4yrs2-3yrs1-2 yrsLess than 1yr

Fre

qu

en

cy

30

20

10

0

48

Table No: 6

I'm happy iwth my work place

30 30.0 30.0 30.0

39 39.0 39.0 69.0

18 18.0 18.0 87.0

8 8.0 8.0 95.0

5 5.0 5.0 100.0

100 100.0 100.0

strongly agree

agree

neither agree nordisagree

disagree

strongly disagree

Total


CumulativePercent

Chart No: 6



strongly disagree

disagree

neither agree nor di

agree

strongly agree

Fre

qu

en

cy

50

40

30

20

10

0

Interpretation:

From the above table it is clear that 30% respondents strongly agree

and 39% respondents agree that they are happy with their work place

only 13% disagreed and 18% have no idea towards their work place.

49

Table No: 7

Chart No: 7

safety measures provided by the company


strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is evident that the safety measures

provided by the organizations are good as 28 and 31% of the

respondents agree with that and only 11& 6% disagreed and 24%

neither agreed nor disagreed.

50


28 28.0 28.0 28.0

31 31.0 31.0 59.0

24 24.0 24.0 83.0

11 11.0 11.0 94.0

6 6.0 6.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Table No: 8

My supervisor is not partial

18 18.0 18.0 18.0

30 30.0 30.0 48.0

15 15.0 15.0 63.0

19 19.0 19.0 82.0

18 18.0 18.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 8



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is evident that the supervisors are not

partial to the employees as 18% strongly agreed and 30% agreed to

the question but 19% disagreed and 18% strongly disagreed this level

is quite high compared to other questions.

51

Table No: 9

I'm satisfied with the refreshment facilities

9 9.0 9.0 9.0

20 20.0 20.0 29.0

30 30.0 30.0 59.0

26 26.0 26.0 85.0

15 15.0 15.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 9



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is clear that the employees are not

satisfied with the refreshment facilities offered by the company as 26%

of respondents disagreed and 15% strongly disagreed and 30% neither

agreed nor disagreed and only 29% agreed.

52

Table No: 10

We are provided with the rest and lunch room and they are good

8 8.0 8.0 8.0

16 16.0 16.0 24.0

22 22.0 22.0 46.0

34 34.0 34.0 80.0

20 20.0 20.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 10



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is quite evident that 24% strongly

disagreed and 30% of the respondents disagreed and 22% neither

agreed nor disagreed and only 24% of the respondents are satisfied

with the rest and lunch room provided.

53

Table No: 11

The parking space for our vehicles are satisfactory

4 4.0 4.0 4.0

9 9.0 9.0 13.0

24 24.0 24.0 37.0

32 32.0 32.0 69.0

31 31.0 31.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 11



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is clear that respondents are not satisfied

with the parking facilities provided by the company as 31% of

respondents strongly disagreed and 32% of respondents disagreed and

only 13% of respondents are satisfied with the parking facilities and

24% have neither agreed nor disagreed.

54

Table No: 12

I'm satisfied with the first aid facilities

5 5.0 5.0 5.0

12 12.0 12.0 17.0

31 31.0 31.0 48.0

31 31.0 31.0 79.0

21 21.0 21.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 12



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is clear that employees are not satisfied

with the first aid facilities as more than 52% ( 31% disagree and 21%

strongly disagree) disagreed and only 17% agreed and 31% of

respondents neither agreed nor disagreed.

55

Table No: 13

I'm satisfied with the loan facilities and other personal welfare faclities offered bythe company

7 7.0 7.0 7.0

12 12.0 12.0 19.0

30 30.0 30.0 49.0

34 34.0 34.0 83.0

17 17.0 17.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 13

I'm satisfied with the loan facilities and other personal welfare faclit

I'm satisfied with the loan facilities and other personal welfare faclit

strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is quite clear that respondents are not

satisfied with the loan facilities offered by the organization as 34% of

respondents disagree and 17% of respondents strongly disagree 30%

of respondents neither agree nor disagree and only 19% are satisfied

with the loan facilities.

56

Table No: 14

I fell I'm paid a fair amount for the work i do

15 15.0 15.0 15.0

39 39.0 39.0 54.0

25 25.0 25.0 79.0

13 13.0 13.0 92.0

8 8.0 8.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 14



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

50

40

30

20

10

0

Interpretation:

From the above table it is evident that the respondents are

satisfied with their salary as 39% agree and 15% strongly agree. Only

`3% disagree and 8% strongly disagree, 25% neither agree nor

disagree.

57

Table No: 15

I'm satisfied with the chances for my promotion

27 27.0 27.0 27.0

43 43.0 43.0 70.0

13 13.0 13.0 83.0

9 9.0 9.0 92.0

8 8.0 8.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 15



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

50

40

30

20

10

0

Interpretation:

From the above table it is quite clear that employees are

satisfied with their chances for promotion as 43% agree and 27%

58

strongly agree. Only 9% disagree and 8% strongly disagree, 13%

neither agree nor disagree

Table No: 16

The salary we receive are good as other organizations offer pay to their employees

27 27.0 27.0 27.0

37 37.0 37.0 64.0

26 26.0 26.0 90.0

6 6.0 6.0 96.0

4 4.0 4.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 16

The salary we receive are good as other organizations offer pay to their

The salary we receive are good as other organizations offer pay to their

strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is quite clear that the salary in this

organization is at par to the industry as 37% agree and 27% strongly

agree. Only 6% disagree and 4% strongly disagree, 26% neither agree

nor disagree.

59

Table No: 17

I'm satisfied with the allownaces provided by the organization

19 19.0 19.0 19.0

42 42.0 42.0 61.0

21 21.0 21.0 82.0

11 11.0 11.0 93.0

7 7.0 7.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No:17



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

50

40

30

20

10

0

Interpretation:

From the above table it is clear that the employees are satisfied

with the allowances and other benefits provided by the organization as

42% agree and 19% strongly agree. Only 11% disagree and 7%

strongly disagree, 21% neither agree nor disagree.

60

Table No: 18

My supervisor motivates me to increase my efficiency at times when i'm notproductive

18 18.0 18.0 18.0

44 44.0 44.0 62.0

18 18.0 18.0 80.0

13 13.0 13.0 93.0

7 7.0 7.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 18

My supervisor motivates me to increase my efficiency at times when i'm n

My supervisor motivates me to increase my efficiency at times when i'm n

strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

50

40

30

20

10

0

Interpretation:

From the above table it is evident that employees boss motivates

the employee when he is unproductive and help him to be productive

as 44% agree and 18% strongly agree. Only 7% strongly disagree and

7% disagree, 18% neither agree nor disagree.

61

Table Nio: 19

Communication seems good within this organization

26 26.0 26.0 26.0

39 39.0 39.0 65.0

17 17.0 17.0 82.0

10 10.0 10.0 92.0

8 8.0 8.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 19



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

50

40

30

20

10

0

Interpretation:

From the above table it is clear that communication seems good in this

organization as 39% agree and 26% strongly agree. Only 10% disagree

and 8% strongly disagree. 17% neither agree nor disagree.

62

Table No: 20

Chart No: 20

Work assignments are explained clearly to me


strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

50

40

30

20

10

0

Interpretation:

From the above table it is evident that respondents are quite

happy with the way work assignments are explained as 41% agree and

17% strongly agree. Only 10% strongly disagree and 17% agree, 15%

neither agree nor disagree.

63


17 17.0 17.0 17.0

41 41.0 41.0 58.0

15 15.0 15.0 73.0

17 17.0 17.0 90.0

10 10.0 10.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Table No: 21

Overall I'm satisfied with my job

21 21.0 21.0 21.0

33 33.0 33.0 54.0

25 25.0 25.0 79.0

15 15.0 15.0 94.0

6 6.0 6.0 100.0

100 100.0 100.0

strongly agree

agree


disagree

strongly disagree

Total


CumulativePercent

Chart No: 21



strongly disagree

disagree


agree

strongly agree

Fre

qu

en

cy

40

30

20

10

0

Interpretation:

From the above table it is evident that Overall satisfactions of

the respondents are good as 33% agree and 21% strongly agree. Only

6% strongly disagree and 15% disagree and 25% neither agree nor

disagree.

64

Findings:

The descriptive statistics table helps us to derive satisfaction level of

employees on various factors:

The respondents are satisfied with the environment and nature of work

factors as their mean value is near to 2.50

The respondent’s relationship with the superiors and colleagues are

quite good as their mean value is 2.36 is an agreeable level.

The Respondents are not provided with proper welfare facilities that’s

the reason the mean value is quite high at 3.46 levels which is

disagree level.

The communication and motivation of employees by their superiors in

this organization is reasonable as the mean value is 2.57.

The Pay and promotion activities in this organization is also good as

their mean value is 2.4

The Respondents are overall satisfied with their job as their mean

value is 2.54 which is an agreeable level.

The Parking facilities provided by the organization are not good that’s

why most respondents disagree with this question.

The refreshment facilities are also need to be improved because most

of the employees are dissatisfied on this factor.

65

The Rest room facilities in the company are not good and they are not

satisfied with the lunch facilities

SUGGESTIONS

Company should do changes in terms of authority & freedom.

Company should abate the work load.

Company should increase the level of salary and Benefits.

Company should provide best level of training to employees.

Upper management should maintain relationship with the employees.

Management Should give holidays for proper relaxation.

To keep building positive image of the organization in front of its HRD must

take initiative surveys and taking an action on their results in other areas as

well.

Every programmme must have its own evolution criteria depending on the

content of programme.

Management must brief the people about the ongoing surveys officially

66

CONCLUSION

Bharat heavy electronic limited is one of the India most dynamic and

successful company which has already attained ISO 9000 certification for

quality management and ISO 14001 certification for environment

management.

It was really worth doing in this company as this project has raised my

knowledge, about various employee welfare during six week period of my

project and giving an exposure towards corporate world.

According to my study and analysis in the end I would like to conclude my

project that overall employee benefit programme was at satisfactory level

even there are few modification (as suggested) are needed which would

make the employee benefit programme more effective and productive.

67

68

BIBLIOGRAP

HY

BIBLIOGRAPHY

By the help of Books

Human Resource Management

(C.B.Gupta)

Business Environment written By

“ Francis Cherunilam “

Marketing Management written BY

“ Phillip Kotlar”

By the Help of Manuals

BHEL Report of 2008-9

By the help of Websites

www.Bhel.com

www.bhelbhopal.com

www.google.com

www. Wikkipedia.com

69

http://www.google.com/

http://WWW.Bhel.com/

70

ANNEXURE

Questionnaire

“A study on Employee welfare in BHEL BHOPAL”

1. Name: ……………………………………………………………………………………

2. Age: ………………3. Gender: Male Female

4. Monthly Income:A) Below Rest. 10,000 B) 10,000- 20000 C) 20,000-30000 D) Above 30,000

5. Education Qualification: A) Under graduation B) Post – graduation

6. Marital StatusA) Married B) Unmarried

7. Years of experience:A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs

Please indicate your level of agreement in connection with various factors:

Strongly agree 2. Agree 3. Neither agree nor disagree 4. Disagree 5. Strongly Disagree

Work Environment and nature of workS. No

Particulars 1 2 3 4 5

1. Working hours are convenient for me2. I’m happy with my work place3. The lighting and other arrangements in

the office are satisfactory4. I feel I have too much work to do5. I’m satisfied with the safety measures

provided by my company

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Relationship with supervisors and colleagues S. No


6. My relationship with my supervisor is cordial

7. My supervisor is not partial 8. My supervisor considers my ideas too

while making decision9. I’m satisfied with the support from my

co-workers10. People here have concern for one

another and tend to help one another

Welfare Facilities

S. No


11 I’m satisfied with the refreshment facilities

12 We are provided with the rest and lunch room and they are good

13 The parking facilities provided for our vehicles are satisfactory

14 I’m satisfied with the first aid facilities15 I’m satisfied with the Loan facilities and

other personal welfare benefits offered by company

Pay and promotion

S. No


16 I feel I’m being paid a fair amount for the work I do

17 I’m satisfied with my chances for promotion

18 The salaries we receive are good as other organizations pay to their employees.

19 I’m satisfied with the allowances provided by my organization

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Communication and motivation

S. No


20 I feel that my Boss motivate me to achieve the organization goal

21 My supervisor motivates me to increase my efficiency at times when I’m not productive

22 Communication seem good within this organization

23 Work assignments are explained clearly to me

Job factors

S. No


24 I love my job and to work in this organization

25 My work life is meaningful26 I consider that my work is valuable in

attaining my organizational goals27 I have adequate opportunity to use my

ability28 Overall, I’m satisfied with my job

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Documents

Bhel Employee Welfare