custmor satisfaction bajaj aouto mobile

8/13/2019 custmor satisfaction bajaj aouto mobile

1/132

S M RFINM

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL 1

A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL


2/132

S M RFINM


CONTENTSChapter-1Executive summary 1

Industry Profile 2

Company Profile 3

Need For Study 4

Objectives 5

Methodology

Scope6

Findings

Suggestion7

Conclusion

Chapter-2Introduction of the Study 7-8

History of the company 8-10

Present status of the company 9-15


3/132

S M RFINM


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-4Data analyses and Interpretation 50-72

Findings And Suggestions. 73-76

Conclusion 77

Chapter-5Annexure 78-82

Bibliography 83


4/132

S M RFINM


CHAPTER-IExecutive Summary

Company profile

Need For The Stutdy.

Objectives

Methodology

Scope Of the study

Limitation Of The Study


5/132

S M RFINM


Findings

Suggestion

Data Analysis

EXECUTIVE SUMMARY

INDUSTY PROFILE:Hindustan latexs (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 richstate 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 HLLs land mark in the 37th since its 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.


6/132

S M RFINM


COMPANY PROFILE:Hindustan latexs (HLL) journey started with its incorporation as a

corporate entity under the ministry of Health and Family welfare of the

Government of India on March1, 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 HLLs land mark in the 37th since its

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.


7/132

S M RFINM


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 studyTo know that whether welfare facilities play an important role on the working

of employees,

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

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


8/132

S M RFINM


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.

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


9/132

S M RFINM


1) Primary dataQuestionnaire 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 dataThe 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

SamplingSampling sizeThe study was taken on 100 respondents.

Data presentationData was presented with the help of tables, charts; interpretation and

observation were noted below each table/charts.

Data analysisData 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.


10/132

S M RFINM


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 LimitedKanagala.


11/132

S M RFINM


CHAPTER- II


12/132

S M RFINM


CHAPTER - IICOMPANY PROFILE

INTRODUCTION

History of the company


13/132

S M RFINM


Present status of the company

Growth of the company

Manufacturing process

Organization structure

Future plans

INTRODUCTION


14/132

S M RFINM


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 intomanufacture 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 governments 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


15/132

S M RFINM


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 atThiruvananthapuram and Belgaum.

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 worlds 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


16/132

S M RFINM


Hindustan latexs (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 planningprogramme 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 HLLs land mark in the 37th since its

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.


17/132

S M RFINM


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.

HLLs Health care product range include: Blood Collection Bags, Surgical Sutures,

Auto Disable Syringes, Vaccines, Womens Health Care Pharma products, In -

Vitro Diagnostic Test Kits,

Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bank

equipment, Iron and Folic Acid Tablets, Sanitary Napkins, and Oral Rehydration

Salts.

With a vast array of innovative products and social programmes launched to

meet the nations health care needs, HLL Lifecare Limited (HLL) is year after year

taking a step closer to its vision of Innovating for Healthy Generations.


18/132

S M RFINM


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. HLLs products today

reach over five lakh retail outlets, in 10 states, covering over 600 districts,

1509 distribution points, including over a lakh villages, in the remotest cornersof 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. HLLs products are today exported to over 70 countries.

HLLs association with world leaders include those with Okamoto of Japan;

Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,

USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,

USA

With a vast array of innovative products and social programmes launched to meet the nations 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. HLLs products today reach over five lakh retail outlets, in 10 states, covering over 600 districts,

1509 distribution points, including over a lakh villages, in the remotest corners of the nation.


19/132

S M RFINM


It is the leadingsocial marketing organization in the country in the area of contraceptives - with a marketshare of over 65 percent in the rural and semi urban markets, including in the highly populated states 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. HLLs products are today exported to over 70

countries.

HLLs association with world leaders include those with Okamoto of Japan;

Finishing Enterprises, USA; Becton and Dickinson, USA; Female Health Company,

USA; Gambro BCT, Sweden; Beijing Zizhu Pharma of China and Acumen Fund,

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


20/132

S M RFINM


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


21/132

S M RFINM


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

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


22/132

S M RFINM


e-mail : [email protected]

Web-site :www.hlllifecarehll.com

Fax No. : 08333-279245

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:
http://www.hlllifecarehll.com/http://www.hlllifecarehll.com/


23/132

S M RFINM


Manpowerposition in HLL,Kanagala:

WORK SCHDULE:Company workers

for entire 24 hours

with following work

schedule.

BOARD OF DIRECTORS:

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

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


24/132

S M RFINM


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

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.


25/132

S M RFINM


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.

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 ,


26/132

S M RFINM


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 wereRAKSHAK 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.


27/132

S M RFINM


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. HLLs

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 SubcutexAuto Disposable Syringe Bsure, AutolokOral Re-hydration salts Jal JeevanMedicated Plasters PlastidWomen Healthcare Pharma Products

FAMIL PLANNING HIV/AIDS PREVENTION:

CONDOMS


28/132

S M RFINM


Nirodh Deluxe Nirodh Mauj

Zaroor Rangeele Nymph

Ustad Share TNMSC

Moods Sparsh Rakshak

Moods Suprereme

Female condoms

Confidom Passion Rings

Motto, Vision and Mission

MottoInnovating for Healthy Generations.

VisionHLL 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.


29/132

S M RFINM


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

MissionTo 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


30/132

S M RFINM


implementing all government and multi-lateral initiatives in these segments.

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.


31/132

S M RFINM


To maximize cost reduction.

To explore possibilities for strategic alliances for diversification.

To be an active player in realization of the objectives set forth in the

national population policy (NPP)2000.

To straighten information, education and communication aimed at

enhancing the outreach of contraceptives in remote 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


32/132

S M RFINM


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 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 certificateGMP certificate

CE mark certificate

YEARLY PRODUCTION OF CONDOMS:Year Target Production

2004-05 215 223.402005-06 225 228.03

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


33/132

S M RFINM


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

Contraceptive

Pills (in

LakhRs)

578.41 578.75 575.80

3 CentchromanBulk 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.


34/132

S M RFINM


The commercial production of Anti Retro Viral Drugs (ARVs) 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;

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 HLLs

continued excellence.

To collaborate with all other departments in supporting effective

recruitment, development and maintenance of a highly competent

workforce.


35/132


36/132


37/132

S M RFINM


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 OEs and administration

10. Staffing and motivating the employees

11. Compensation and bonus

12. Training


38/132

S M RFINM


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 targetsset, 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.


39/132

S M RFINM


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 givena 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.

Employees website:


40/132

S M RFINM


The recruitment firm displays about the opening reconsolidated and

cross examined with the required job position.

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:


41/132

S M RFINM


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: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 theselected candidates.

Authority flow by HRD

Manager (personal)

Dy. Manager

Asst. Manager

Spur. Manager


42/132

S M RFINM


Functions of the department: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.


43/132

S M RFINM


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.

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


44/132

S M RFINM


among its employee, those are follows.

A. Parivar-Manthly magazine.

B. Ramayana-official language magazine.

4.TrainingA. Company conducts tanning programs for all the departments employees

from

Time to time.

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

of employee.

C. As per employee opinion the training arraigned for them is helpful.

D. Some training names as are as follow.

One day computation training. Art of learning. Hindi Workshop.

Development of personality 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.


45/132

S M RFINM


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

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

Welfare facilities provided in the organization.

a) Canteen subsidy rs.250 p. month.

b) Leave travel concession- FOR 3000 kms (Once in 4-years)

c) House rent allowance (HRD)-12% of the basic pay.

e) Conveyance allowance 320 p. month (attendance 15 or more in month).


46/132

S M RFINM


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.

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


47/132

S M RFINM


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

diseases, with certified queried for export of its products to European

nations.

1999-00 HLL Receives MOU and certificate of from the vice president of

India for excellence in the achievement of MOU target.

2002-HLL Belgaum plat awarded the ISO 14001.certification as well as

HLLs Kanagala(Belgaum) plant awarded the CE mark for its condoms.

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

govt of India from the president of India Dr A.P.J.Abdul kalam for

excellence achivement of target for 2001-02 .

HLL received CAPEXILs Export Award for outstanding export

performance, from the union Finance Minister.

HLL received the National Award for excellence in cost management

in 2006.

HLL upgrade as a Schedule B PSU by the Government of India in

2006 and HLL declared as a MINI RATNA PSE by the Government

of India on Aug , 31 2006.


48/132

S M RFINM


HLL Kanagala received GREENTECH SAFETY SILVER AWARD from

Greentech foundation New Delhi in 2006.

HLL Kanagala won the First prize among the Drugs andPharmaceutical sector, in the energy conservation in 2006.

The monthly remuneration received by each of its officers andemployees.

NO. Gread/Designation scale of

pay

1 Induction level 1

2700-40-3660


49/132

S M RFINM


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


50/132

S M RFINM


12 Foreman/territory officer/Liaison officer

5030-175-9230

13 Senior territory officer

5200-180-9520

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 Healthand Family welfare of Government of India on 1st mach 1966.


51/132

S M RFINM


1969 : HLL commenced production of condoms at itsThiruvanathapuram plant.

1976:Production capacity doubled to 288 million pieces per year.1985: Additional plant setup at near Belgaum in Kanagala and atPerokada in Kerala With adoption Japanese Technological ProductionCapacity 800 million units/year).

1991: HLL was granted the 510 k) certification by the Food and DrugAdministration FDA) USA

1992:HLL diversified into manufacturing of surgical and examinationgloves, commenced formulation and tabletting of Saheli polls inKanagala plant.

1993: HLL build plant for formulation and tab letting of Male-N, oralpills commenced at HLL Kanagala Belgaum.

1994: Commenced production of Copper-T Intra Uterine device at theAkkulam plant, and commenced production of CeredrainHydrocephalus shunts.

1995: HLL awarded the NF mark by the Laboratory National Dessais,France, which is the certification required for export of its condoms tothe European nations.


52/132

S M RFINM


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

1997: HLL, the only company from India selected by WHO forobtaining their requirements of condoms for reaching countriesworldwide.

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 vicepresident of India, for excellence in achievements of MOU targets.

2002: HLLs Perokuda plant and Kanagala plant awarded the ISO14001 certification. And HLLs Kanagala plant awarded the CE markfor its condoms.

2003: HLL on April 5, 2003 received the MOU award of theGovernment of India, from president on India Dr.A.P.Abdul Kalam, for


53/132

S M RFINM


excellence in the achievement in MOu targets for 2001and 2002 andemergency contraceptive pills Preventol.

2004: HLL setup anew unit at Kochin special economic zone CSEZ) inMarch 2004 and HLL;s female condom launched in Feb 2004.2005: received national safety innovation awared from the ministry ofLabour, Government of India.

2006: HLL Kanagala received GREENTEC SAFETY SILVER AWARED fromGreentec foundation Delhi.

2006: HLL Kanagala won the First prize among the Drugs andPharmaceutical sector, in the area of energy conservation.


54/132

S M RFINM


Manufacturing process:

Raw material

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

Stores

(Material handling)

CompoundingMixing ( 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

Vulcanizing Barrel

Drying at 80 c deg(half product)

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


55/132

S M RFINM


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)


56/132

S M RFINM


rganization hart

C&MD

GM(Operation)Unit Chief

ED(O)I/

Pharmaconsultan

APM(BUD)

AGM(OCP)

AGM(Vaccine)

SAPM

APM

APM(Engg

DM

(Pharm

DGM(O)

DM(Proj)

M.(Q&A)Functionallyreporting toSED(CQA)&administratively to Unit CHIF

APM

AGM(

DM(HR

JO/Sup

AM(HR)M(En

JO/Sup

Mgr(I&E)DM(Safety)Saf

etyForumCo-ord

DM(PMgr(

AGM(Pri)

ET(IT)

AM( IT)

DM Mech)

SAPM

APM

DMIC

JO/S

JO

AGM(QC/La

SAPM

APM

JO/SUP

JGM(pharma)

JO/Sup


57/132

S M RFINM


CHAPTER-III


58/132

S M RFINM



59/132


60/132

S M RFINM


DEFINITION OF LABOUR WELFARELabour 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


61/132

S M RFINM


well-being of workers in variety of ways.

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 therecognition 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.

.


62/132

S M RFINM


OBJECTIVES OF LABOUR WELFARE ACTIVITIESThe object of welfare activities is to promote economic

development by increasing production and productivity. The underlying

principle is to make the workers given 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 toachievement 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.


63/132


64/132

S M RFINM


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: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 WELFAREACTIVITIESThe 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.


65/132

S M RFINM


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, education and training, the

provision of

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.


66/132

S M RFINM


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.


67/132


68/132


69/132

S M RFINM


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):Nine financial institutions are approved for the financial help to the employees.

HBS, two wheeler advance, fourwheeler advance is paid interest subsidy @


70/132

S M RFINM


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 employees bags, dresses etc.

19. Drinking water: The company provides pure water at place where theyare working or at the assembly points.

20. Toilet and Wash Room:Separate latrines and urinals facility is available for operative, administrative

and official/executive staff.


71/132


72/132

S M RFINM


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 dont want to travel then he will be given 75% of encashment.

The traveling should be within 3000kms in any part of India.


73/132

S M RFINM


A. Theoretical Background.

HEALTHa. 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


74/132


75/132


76/132

S M RFINM


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 temperature4) Dust and fumes

5) Lighting

6) Drinking water

Safety.

a. AccidentsThe 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.

.

What is safety?A safety mans 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


77/132

S M RFINM


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

Major

Internal

Fatal Disability


78/132

S M RFINM


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

Failure to use safety devices

Careless throwing of materials on floor

Operating at unsafe speed

Using unsafe equipment


79/132

S M RFINM


Theoretical backgroundRemoving 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 savina. Direct costsDirect 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 costsindirect costs include loss on account of downtime of operators, slowed

production rate of other workers, materials spoiled and labor for


80/132

S M RFINM


cleaning and damages to equipment.

A safety plant, by avoiding accidents eliminates these direct and indirect

costs

2. Increased productivitySafety 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. MoralSafety is important on human rounds too. An employee is a worker in the

factory and the breadwinner for his/her family. So, mangers mustundertake 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. LegalThe 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 safetySafety 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


81/132

S M RFINM


f. Measures ensure industrial safetyThe main steps that can be taken to ensure safety and security of

employees are as follows:

1. Safety ProgrammedSafety 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 causingdamage 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 PolicyThe 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 SafetyA 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.


82/132

S M RFINM


4. Safety EngineeringSafety 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 TrainingSafety education and training develop awareness among employees and

ensure safe work performance by developing their skills.

6. Safety ContestsCompanies may encourage safety competitions among their departments

with a view to bringing about reduction in number of accident

Role of Management and UnionsThe 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 themanagement process.

Role of GovernmentThe Government of India established the factory Advice Service and Labor

Institute, Mumbai. The institute renders advice on safety matters and


83/132


84/132


85/132

S M RFINM


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

Opinion of employees about present welfare facilities

Freque

ncy 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


86/132

S M RFINM


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.

Question No.3

Table No.3

Showing responses of respondents that which welfare activity is most important

for them

.


87/132

S M RFINM


Which welfare activity is most important

Frequen

cy 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

measures12 12.0 12.0 100.0

Total 100 100.0 100.0

Graph No .3

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.


88/132

S M RFINM


Question No.4

Table No.4

Showing participation of workers in worker participation programme .

Participation of workers in workers participation

programme

Frequenc

y 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.


89/132

S M RFINM


Question No.5

Table No.5

Showing the first objective in the company.


90/132

S M RFINM


First objective in the company

Frequenc

y 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

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.


91/132

S M RFINM


Question No.6

Table No.6

Showing responses of respondents about advancement for their career in the

company .

Advancement for the employees in their upliftment of

career

Frequenc

y 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


92/132

S M RFINM


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.

Question No.7

Table No.7


93/132


94/132

S M RFINM


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 an hour and 1%of the respondents said that the injured is given

treatment.

Question No.8

Table:8

Contents available in first aid box

Frequenc

y Percent

Valid

Percent

Cumulative

Percent

Valid every time 84 84.0 84.0 84.0

Mostly 11 11.0 11.0 95.0

sometimes

only5 5.0 5.0 100.0

Total 100 100.0 100.0

Graph No.8


95/132


96/132

S M RFINM


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.

Frequenc

y 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

INTERPRETATION:


97/132

S M RFINM


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.

Satisfaction of employee about food/ snacks/ drinks provided

at different intervals

Frequenc

y Percent

Valid

Percent

Cumulative

Percent

Valid to the lowest 8 8.0 8.0 8.0

somewhat

neutral60 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


98/132

S M RFINM


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.

Question No11

Table No.11

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

canteen.

How nutritive is the food


99/132


100/132

S M RFINM


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

Frequenc

y 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


101/132


102/132

S M RFINM


Showing responses of respondents that whether management conducts health

checkup

programmes for employees

Whether management conduct health checkup

programmes.

Frequenc

y 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.


103/132

S M RFINM


Question No.14

Table No14

Showing responses of respondents that if yes in what intervals.

In what intervals Management conduct health checkup

programmes.

Frequenc

y Percent

Valid

Percent

Cumulative

Percent

Valid quarterl

y

9 9.0 9.0 9.0

half

yearly18 18.0 18.0 27.0

yearly 73 73.0 73.0 100.0

Total 100 100.0 100.0

Graph N0.14


104/132


105/132

S M RFINM


Drinking water facility

Frequenc

y 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

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.


106/132

S M RFINM


Question No.16Table No.16

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

company satisfactory.

Does company provides HRA allowance

Frequenc

y 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


107/132

S M RFINM


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.

Question No.17

Table N0 .17

Showing responses of respondents that does company is taking d

Documents

custmor satisfaction bajaj aouto mobile