Project(Emploee Welfare

8/3/2019 Project(Emploee Welfare

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RESEARCH PROJECT

ON

EMPLOYEE WELFARE

&

SOCIAL SECURITY(At Bhiwani Textile Mills)

Submitted Toward Partial Fulfillment Of Requirement For

The Award Of

(MASTER IN BUSINESS ADMINISTRATION DEGREE)

2008-2010

RAYAT INSTITUTE OF MANAGEMENT

Punjab Technical University, Jalandhar

Under the guidance of: Submitted by:

Mrs. Vikramjeet Kaur Shubhpreet Kaur

Faculty (MBA Dept.) Roll No. 8694

MBA (4th Sem)

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ACKNOWLEDGEMENT

It gives me pleasure and satisfaction to submit this Project at the end of my academics

with best of its knowledge. So, first and foremost I owe great debt of gratitude to God for

his blessings that help me at every step in completion of my project.

I hereby extend my sincere and profound thanks to Dr. D.S. Randhawa, director of Rayat

Institute of Management, for providing me this prestigious opportunity to make the

project under his esteemed guidance.

This project would not have been such a success without the help and guidance of all the

faculty members of the HR Department.

I have been given exposure to lot of new things, which not only added to my experience

but also gave me an immense knowledge.

I extend my cordial and sincere thanks to Mrs. Vikramjeet Kaur for her invaluable

cooperation, continued support, guidance as well as healthy criticism and helping me in

the accomplishment of my project.

Its my privilege to express my indebtedness to my respected parents because their able

guidance, support and valuable suggestions led my way pass easily through most difficult

period during the project.

Shubhpreet Kaur

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CANDIDATE DECLARATION

I hereby certify that the work which is being presented here in the projectname Employee Welfare & Social Security in the fulfillment of the requirement for the

award of the degree of Masters of Business Administration under Punjab Technical

University, Jalandhar, is an authentic record of my own work carried out during 4 th

semester from 9th march, 2010 to 21th april, 2010 under the supervision of Mrs

Vikramjeet Kaur (Lecturer in Human Resources).

The matter presented here has not been submitted by me for the award of any other

degree of this or any other university

Shubhpreet Kaur (MBA8694)

This is to certify that above statement made by the candidate is correct to the best of my

knowledge.

Mrs. Vikramjeet Kaur

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TABLE OF CONTENTS

TABLE OF GRAPHS

Seria

l No.

TOPICS PAGE NO

1 TABLE 1- Companys philosophy & culture 50

Serial CHAPTERS PAGE NO.

1 INTRODUCTION OF THE TOPIC 6

2 CONCEPTUALIZATION 8

3 INDUSTRIAL PROFILE 25

4 COMPANY PROFILE 30

5 OBJECTIVE OF THE STUDY 37

6 JUSTIFICATION OF THE STUDY 39

7 SIGNIFICANCE OF THE STUDY 41

8 FOCUS OF THE STUDY 43

9 RESEARCH METHODOLOGY 46

10 ANALYSIS & INTERPRETATION 49

11 FINDINGS 74

12 SUGGESTIONS 75

13 LIMITATIONS 76

14 CONCLUSION 77

15 ANNEXURE 78

16 BIBLIOGRAPHY 82

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2 TABLE 2- Companys management style 51

3 TABLE 3- Managers contribution to employee satisfaction 52

4 TABLE 4- Integration of HRP with Strategic planning 53

5 TABLE 5- Employee welfare & social security facilities 54

6 TABLE 6- Canteen management committee 557 TABLE 7- Ambulance room or ambulance van facility 56

8 TABLE 8- Why you joined this company 57

9 TABLE 9- Objectives of organization 58

10 TABLE 10- Satisfaction with current profile 59

11 TABLE 11- Different parameters to be rated 60

12 TABLE 12- To rate different parameters 61

13 TABLE 13- Rating of parameters 62

14 TABLE 14- Satisfied with compensation 63

15 TABLE 15- Companys housing facility 64

16 TABLE 16- Medical facilities apart ESI 65

17 TABLE 17- Satisfied with current job profile 66

18 TABLE 18- Methods to give welfare Schemes 67

19 TABLE 19- How you rate your organization 68

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INTRODUCTION

OF THE TOPIC

INTRODUCTION OF THE TOPIC

Employee welfare

Industrial progress of a country depends on its committed Employee force. The schemes

of Employee welfare may be regarded as a wise investment which should and usually

does bring a profitable return in the form of greater efficiency.

Welfare is a broad concept referring to a state of living on an individual or a getup is a

desirable relationship with the total environment ecological, economical and social.

Employee welfare includes both the social and economic contents of welfare.

Social security

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There is a common proverb called man is a social animal and right from inception he is

struggling for his security. Social security is having dynamic concept in the modern age,

which influences the social as well as economic policy.

Though, the social security programs differ from country to country, they have

these characteristic in common

1) They are established by law.

2) They provide some form of cash payments to individual to compensate at least a part

of the lost income that occurs due to such contingencies as unemployment, maternity,

worker injury, industrial disease, frugal, widowhood.

CONCEPTUALIZATION

Employee Welfare

The term Employee welfare may be viewed as a total concept, as a social concept and as

a relative concept. The total concept is a desirable state of existence involving the

physical, mental, moral and emotional well-being. The relative concept of welfare

implies that welfare is relative in time and place. It is dynamic and flexible concept and

hence its meaning and content differ from time to time, region to region, industry to

industry, level of education, social custom, degree of industrialization and general

standard of the socio-economic development of the people.

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Employee welfare is an important facet of industrial relations, the extra dimension, giving

satisfaction to the worker in a way, which even a good wage cannot. With the growth of

industrialization and mechanization, it has acquired added importance. The workers, both

in industry and agriculture cannot cope with the pace of modern life with minimum

sustenance amenities. He needs an added stimulus to keep body and soul together.

Employees have also realized the importance of their role in providing these extra

amenities, and yet, they are not always able to fulfill workers demand, however

reasonable they might be.

Employee Welfare implies the setting up of minimum desirable standard and the

provision of facilities like health, clothing housing, medical, education, insurance, job

security, recreational etc. to enable the worker and to live a good working life and social

life.

Social Security

There is a common proverb called man is a social animal and right from inception he is

struggling for his security. Social security is having dynamic concept in the modern age,

which influences the social as well as economic policy.

At present, the concept of social security is based on recognition of the fundamental

social right guaranteed by law to al human beings who live from their own Employee and

who find themselves unable to work temporarily or permanently for reasons beyond their

control.

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It is now widely believed that social security can act as a catalyst for social

transformation and progress. In this respect Mr. Francis Blanchard former Director

general ILO has appropriately said that Social Security is an instrument for social

transformation and progress and must be preserved supported and developed as

such. Furthermore far from being an obstacle to economic progress as is all two often

said social security organized on a firm and sound basis will promote progress since once

men and women benefit from increased security and are free from anxiety for the

morrow. They will become more productive.

The concept of Social Security includes provision for hosing, safe drinking water,

sanitation, health, education and cultural facilities as also a minimum wages, which can

guarantee workers to maintain themselves in a decent life.

DEFINITION OF EMPLOYEE WELFARE

Employee welfare means anything done for the comfort and improvement, intellectual

or social, of the employees over and above the wages paid which is not a necessity of

the industry According To Arthur James Todd

Worker welfare should be understood as a meaning with services, facilities and

amenities which may be established in or in the vicinity of undertaking to enables the

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person employed in them to perform their work in healthy and peaceful surrounding

and avail of facilities which improve their health and bring high moral.

According To ILO

PROVISION OF FACTORIES ACT [1948] REGARDING

EMPLOYEE WELFARE

According to Provision Of The Factories Act 1948, Employee welfare facilities divided

into two categories, which are:

Statutory

Voluntary

Under the Act the following Welfare Facilities are provided

SN Facilities Description Section

1 Drinking Water 18

2 Latrines and Urinals 19

3 Spittoons 20

4 Washing 42

5 Storing & Drying Cloths 43

6 Sitting 44

7 First Aid Appliances & Ambulance 458 Canteen 46

9 Shelters, Rest Rooms and Lunch Room 47

10 Crches 48

STATUTORY

Statutory welfare facilities comprise of those facilities required to maintain compulsory

standard of health and safety of workers, such as How to work, Hygienic Atmosphere etc.

& which are mandatory for the organization in accordance with government rules which

are to be adhered to.

Cleanliness

Under section 11 of the Factory act, 1948 provides for the cleanliness of manufacturing

of production department workers are responsible and for the cleanliness of outside and

inside the mill, Four Sweepers are recruited.

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Sweeper Timing Area Of Work

2 9 am to 5 PM General Shift, Offices, Canteen, Outside

1 3 to 11 (1st

shift), Side area including staffLatrines, Urinals

1 11 to 7 (2nd shift), Side area including staff Latrines, Urinals

Ventilation & Temperature

Under section 13 of The Factory act provides that suitable provisions shall be made in

every factory for security and maintaining in every workroom.

BTM provides this facility as

Engineering department is responsible for ventilation and temperature

maintenance.

Arrangement of carrier fans with spray nozzles during summer while

arrangements of return air along with steam supply during winter.

Exhaust fans are also fitted to carry out the dust and fumes and for circulation of

fresh air.

Artificial Humidification

Under section 15 of The Factory act 1948provides that in respect of all the factories in

which the humidity of the air is artificially increased.

The State Government may make rules:

Regulating the methods used for artificially increasing the humidity of the air.

Directing prescribed test for determining the humidity of the air to be correctly

carried out and recorded.

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Canteen

Under section 46 of The Factories Act, provides that a canteen shall be provided and

maintained by the occupier for the use of the workers in any factory wherein more than250 workers are employed. To manage the canteen CANTEEN MANAGEMENT

COMMITTEE should be formed consisting representative of employer and the

employees.

Without prejudice in the generality of the foregoing power, such rules may provide

for

a) The date by which such canteen shall be provided

b) The standards in respect of construction, accommodation, furniture and other

equipment of the canteen.

c) The foodstuffs to be served therein and the charges which may be made therefore.

Lighting

The lighting arrangement has also its importance. Poor lighting arrangements increase the

inefficiency of the workers.

To protect the eyesight of workers and to prevent glare and formation of shadows

section 17 imposes:

A duty upon the occupier to provide and maintain: -

a) Sufficient and suitable lighting

b) Such lighting should be natural or artificial or both

All glazed windows and skylights provided for passing of lights should be kept

clean from both side of the surface.

Washing Facilities

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Under section 42 of Factories Act 1948 lay down that every factory has to provide these

facilities:

a) Adequate and suitable facilities for washing shall be provided and maintained for use

of the workers therein

b) Separate and adequate screened facilities shall be provided for the use of male and

female workers

c) Such facilities shall be conveniently accessible and shall be kept clean

Storing And Drying Clothing Facilities

Under section 43 of Factories Act a state government may make rules for requiring the

provision of suitable place for keeping clothes not worn during working hours and for the

drying of wet clothing.

a) In every factory suitable arrangements for sitting shall be provided and maintained for

all workers obliged to work in a standing position

First Aid Appliances

According to Factories Act each factory or company should provide following

facilities:

a) The number of such boxes or cupboards to be provided and maintained shall not be

less than one for every one hundred and fifty workers ordinarily employed in the factory.

b) Each first-aid box or cupboard shall be kept in the charge of separate responsible

person, {who holds a certificate in first-aid treatment recognized by the State

Government}

b) In every factory wherein more than five hundred workers are, there should be

provided and maintained an ambulance room or ambulance van.

Crches

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Under Section 48 of The Factories Act, crches facilities should be provided in every

factory wherein more than 30 women are employed, for the use of the children under the

age of 6 years.

Shelters, Rest Rooms And Lunchrooms

Under section 47 of the act every factory employing more than 150 workers must

provide adequate and suitable shelters, rest rooms and a lunchroom with provision of the

drilling water, where workers can eat their meals at the time of rest interval.

Drinking Water

Section 18 Of The Factories Act provides these rules

a) Effective arrangements shall be made to provide and maintain at suitable points

conveniently situated for all workers employed therein a sufficient supply of wholesome

drinking water.

b) In every factory where in more than two hundred and fifty workers are ordinarily

employed, provisions shall be made for cooling drinking water during hot weather by

effective means and for distribution thereof.

Toilets And Urinals

Section 19 Of The Act makes it obligatory to provide in every factory

a) Sufficient toilet and urinal accommodation, which should be of prescribed types,

should be conveniently situated and accessible to workers at all time.

b) Such toilets should be enclosed and should be separate for male and female workers.

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c) All such accommodation shall be maintained in clean and sanitary conditions at all

times.

Welfare Officer

The officer who doing the work regarding the facilities which are provide to workers for

their welfare, known as Welfare Officer.

The State Government may makes rules under section 49 (1) and (2) of The

Factories Act as

a) In every factory wherein five hundred or more workers are ordinarily employed the

occupies shall employ in the factory such number of welfare officers as may be

prescribed.

b) The government may also prescribe the duties, qualification and conditions of services

of officers employed.

VOLUNTARY/ NON STATUTORY

Voluntary welfare measure includes all those activities, which employers undertake forthe welfare of their workers on a voluntary basis to increase work efficiency.

Regulation Of Hours Of Work

Section 51 Of The Factories Act provides that no adults shall be allowed or required to

work for more than 48 hours in a week.

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Weekly Holidays:

Notices given under sub-section (1) may be canceled by a notice delivered at the office of

the inspector and a notice displayed in the factory not later than the day before the said

day or the holiday to be cancelled, whichever is earlier.

Compensatory Holidays

The provisions of section 52, a worker is deprived of any of the weekly holidays for

which provision is made in sub-section (1) that section he shall be allowed, within the

month in which the holidays were due to him.

Daily Hours

No adult worker shall be required or allowed to work in a factory more than 9 hours in a

day.

Spread-Over

The period of work of an adult worker in a factory shall be so arranged that inclusive of

his intervals forrest under section 55, they shall not spread over more than ten and half-

hours in any day.

Intervals For Rest

The periods of work of adult workers in a factory each day shall be so fixed that no

period shall exceed five hours and that no worker shall work for more than five hours

before has had an interval for rest of at least half an hour, so however that the total

number of hours worked by a worker without a interval does not exceed six.

DEFINITION OF SOCIAL SECURITY

Social Security is that security, society furnishes through appropriate organization

against certain risk to which its member are exposed.

According To ILO

Social Security is an instrument for social transformation and progress and must be

preserved supported and developed for as such.

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According To Mr. Francis

Blanchard

SOCIAL SECURITY LEGISLATION IN INDIA

In her drive to provide protection to the needy workers, the Government of India has

made the various enactments from time to time. The important among them are:

1) The Workmens Compensation Act, 1923

2) The Employees State Insurance Act, 1948

3) The Employees Provident Funds & Miscellaneous Provisions Act, 1952

4) The Family Pension Fund Act, 1995

5) The Employees Deposit Link Insurance Act, 1976

6) The Maternity Benefit Act, 1961

7) The Payment of Gratuity Act, 1972.

8) The Payment of Bonus Act, 1965.

SOCIAL SECURITY MEASURE

In BTM, Bhiwani the social security can be measured by study of application of

following acts in company:

The Employees Provident Fund &Miscellaneous Provisions Act,

1952

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Coverage

The Act covers workers employed in a factory or any industry specified in Schedule-I in

which 20 or more workers are employed or which the Central Government notifies in its

officials Gazette. The Act does not apply to co-operative societies employing less then 50

persons.

Administration

Tripartite Central Board of Trustees represented by Employers, Employees and the

Government administers the Act.

Its %

Basic Pay + DA + Cash Value Of Any Food Concession

Upto a maximum of Rs. 65,00 only.

Contribution

Description Employees Employers

EPF 12% of Wages10% of Wages in case lessthen 20 persons.

12% of Wages10% of Wages in case lessthen 20 persons.

PENSION 8.33% of Employee Share.Central Government tocontribute 1.16%

NIL

DEPOSIT LINK INSURANCE 1% NIL

The Workmens Compensation Act, 1923

Coverage

This act covers workers employed in factories, mines, plantations, mechanically

propelled vehicles, construction works, railways, ships, circus and other hazardous

occupation specified in schedule II of the Act.

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Administration

The State Government administers the Act by appointing Commissioners for this purpose

under Section 20.

The Act has categorized the injuries in the following manner and the calculation of

compensation there under

TYPE OF INJURY EXAMPLE COMPENSATION

Total Disablement

a) Temporary Fracture in both hands or legs 25% of monthly wages paid

fortnightly till recoveryb) Permanent Amputation of both hands or legs or loss of vision in botheyes

60% of monthly wages or Rs.90,000 whichever is more.

Partial Disablement

a) Temporary Fracture in both hands or legs Upto 3 days nil. Beyond 3 days25% of monthly wages paidfortnightly till recovery

b) Permanent Permanent Amputation of bothhands or legs or loss of visionin both eyes

50% of monthly wages or Rs.80,000 whichever is more.

The Employees State Insurance Act, 1948

Coverage

The Act covers all workers whose income does not exceeds Rs. 7500/- per month and are

employed in factories other than seasonal factories which run with the aid of power and

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employing 10 or more than 10 persons and on 20 or more than 20 persons without aid of

powers.

Administration

The Employees State Insurance Corporation, an autonomous body, administrates The

Act.

Contribution

Employees Share is 1.75%.

Employers Share is 4.75%.

Benefits

Under this Act an insured is entitled to receive the following types of benefits:

a) Medical Benefit b) Sickness Benefit

c) Maternity Benefit d) Disablement Benefit

e) Dependents Benefit f) Funeral Benefits

g) Medical Bonus

Role Of ESI Corporation

To provide for the various benefits listed under the Act.

To receive contributions from employers and also ensure the correctness of the

contributions through periodic inspections.

The Employees Deposit Link Insurance Act, 1976: -

This Act is fully implemented in BTM Bhiwani and the provision of Deposit Linked

Insurance Scheme is attached with LIC. The LIC is paying minimum Rs. 6000/- even on

one-day employment and maximum Rs. 62,000/- where as PF Department will pay Rs.

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500/- minimum on one year employment and maximum Rs. 60,000/- according to

balance in PF A/c.

The Family Pension Fund Act, 1995

Coverage

The Act covers workers employed in a factory or any industry specified in Schedule-I in

which 20 or more workers are employed or which the Central Government notifies in its

officials Gazette. The Act does not apply to co-operative societies employing less then 50

persons.

Administration

Tripartite Central Board of Trustees represented by Employers, Employees and the

Government administers the Act.

Benefits

a) Superannuating Pension b) Reduced Pension

c) Short Service Pension d) Less Than 10 Years

e) Permanent Disablement Pension f) Widow Or Widowers Pension

g) Monthly Children Pension h) Nominee Pension

Monthly Members Pension = Pensionable Salary * Pensionable Service

70

The Maternity Benefit Act, 1961

Coverage

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The act is applicable to all establishments not covered under the Employees State

Insurance Act, 1948.

Administration

The Employees State Insurance Corporation administers the Act.

Periods Under The Maternity Benefit Act

6 Weeks After delivery/miscarriage/ MTP

Prohibited fromwork or to work

By employer or woman

1 Month Period to 6 weeksbefore EDD

On arduous work/continuous standing

By employer

Not. 6 Weeks Before EDD Leave with wages At maternity rateTotal 12 Weeks Before and after

deliveryLeave with wages At maternity rate

6 Weeks After miscarriage/MTP

Leave with wages At maternity rate

2 Weeks Tubectomyoperation

Leave with wages At maternity rate

1 Month Illness due topregnancymiscarriage/ MTP/ premature birth/

tubectomy

Leave with wagessubject tap production of certificate

At maternity rate

Two Break In A

Day

Nursing Till child is a 12month, Rs.250,Medical Bonus

Those entitled tomaternity benefitProvide no pre natalor post natal

The Payment of Gratuity Act, 1972.

Coverage

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The act is applicable to all establishments where 10 or more persons are working and

have completed 5 years of service.

Administration

The Company or Trust administrates The Fund if the Trust is linked with LIC.

Benefits

Under the Act, an employee is eligible to get Gratuity amount if he renders 5 years

continuous service in the organization. The Gratuity amount will be payable as under.

The equation is: -

(Salary/ 26) * 15 * Year of Service

The maximum limit of gratuity payment is Rs. 3.5 lakes but if the employer wants to pay

more than he can pay Upto any limit.

The Payment of Bonus Act, 1965.

Coverage

The act is applicable to all establishments where 20 or more persons are working.

Administration

The Company administrates The Fund.

Benefits

Under the Act, an employee whose salary or wages does not exceed more than Rs.3500/-

is eligible to get Bonus up to the salary of Rs. 2500 per month @ 8.33% if he has

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completed One-Month Service. If the employer is interested to pay bonus on higher

salary / wages than he can pay bonus Upton any limit. The rate of Bonus will be

increased in case Company earns more Profit up to 20%.

Every employee who has completed One Month is eligible for the Bonus.

Eligibility

Minimum 30 days working in the year.

Minimum Bonus

8.33% of annual salary or wages.

Maximum Bonus

20% of annual salary or wages

In case salary or wages is more than 2500/- then the Bonus limit would be calculated

as if his wages or salary is Rs. 2500/- only.

Methods of calculation

Take net profit of the establishment from the P & L A/C.

Make adjustment as provided in the first or second Schedule.

The result is Gross Profit as defined under the Bonus Act.

New deducting the following

a) Development rebate / investment all

b) Depreciation

c) Direct taxes liabilities as per section 7

Available Surplus is the above + difference between taxes on GP of last year

before deducting Bonus and after deducting Bonus

Allocable Surplus is 60% of Available Surplus

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INDUSTRIAL

PROFILE

INDUSTRIAL PROFILE

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Indian textile industry is one of the oldest industries in the largest in the country; Indian

textile industry has undergone many transformations during its progress from historic

periods to the present modern shape.

The textile industry occupies a unique place in our country. One of the earliest to come

into existence in India, it accounts for 14% of the total Industrial production, contributes

to nearly 30% of the total exports and is the second largest employment generator after

agriculture. Textile Industry is providing one of the most basic needs of people and the

holds importance; maintaining sustained growth for improving quality of life. It has a

unique position as a self-reliant industry, from the production of raw materials to the

delivery of finished products, with substantial value-addition at each stage of processing.

Although the development of textile sector was earlier taking place in terms of general

policies, in recognition of the importance of this sector, for the first time a separate Policy

Statement was made in 1985 in regard to development of textile sector. The textile

policy of 2000 aims at achieving the target of textile and apparel exports of US $ 50

billion by 2010 of which the share of garments will be US $ 25 billion. The main

markets for Indian textiles and apparels are USA, UAE, UK, Germany, France,

Italy, Russia, Canada, Bangladesh and Japan.

AN OVERVIEW

Close to 14% of the industrial output and 30% of the export market share is contributed

directly by the Indian textile industry. Indian textile industry is also the largest industry

when it comes to employment that generates jobs not just within but also in various

support industries like agriculture. As per a recent survey the textile industry is going to

contribute 12 million new jobs in India by 2010 itself.

Indian textile industry is as old as the word textile itself. This industry holds a significant

position in India by providing the most basic need of Indians. Starting from the

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procurement of raw materials to the final production stage of the actual textile, the Indian

textile industry works on an independent basis.

Indian textile industry concludes of various segments like:

1. Woolen Textile2. Cotton Textiles3. Silk Textiles4. Readymade Garments5. Jute And Coir6. Hand-Crafted Textile Like Carpets7. Man-Made Textiles

Indian textile industry in a very short span had made a distinct position globally, alluringthe globe towards the World of Indian textiles. This has happened mainly because:

High availability of raw materials

Highly skilled economical labor, an added advantage

Largest producer of cotton yarn contributing 25% towards worlds cotton

Availability of all kinds of fibers like silk, cotton, wool and even highquality synthetic fibers

Flexibility of the readymade garment industry in terms of sizes, fabricvariety, quantity, quality and cost

Its not just the present that is shinning like a bright start but also the future, as the textileexport market of India is expected to reach a high of $50 billion by 2010. This willeventually make a profit by 300%. In order to attain this target Indian textile industry hasalready started improving their design skills, including a combination of various fibers.Indian textile industry is all set to meet international standards and is planning to invest$5 billion in machineries very soon.

Most of the international brands like Marks & Spencer, JC penny, Gap have startedprocuring most of their fabrics from India. In fact, Walmart, who had procured textileworth $ 200 million last year, intends to procure $ 3 billion worth of textile this year.

The golden phase of the Indian textile industry has just begun where the world is chasingit from all nooks and corners.

New innovations in clothing production, manufacture and design came during theIndustrial Revolution these new wheels, looms, and spinning processes changedclothing manufacture forever.

The rag trade, as it is referred to in the UK and Australia is the manufacture, trade anddistribution of textiles.

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There were various stages from a historical perspective where the textile industryevolved from being a domestic small-scale industry, to the status of supremacy itcurrently holds. The cottage stage was the first stage in its history where textiles wereproduced on a domestic basis.

During this period cloth was made from materials including wool, flax and cotton. Thematerial depended on the area where the cloth was being produced, and the time theywere being made.

In the later half of the medieval period in the northern parts of Europe, cotton came to beregarded as an imported fiber. During the later phases of the 16th century cotton wasgrown in the warmer climes of America and Asia. When the Romans ruled, wool, leatherand linen were the materials used for making clothing in Europe, while flax was theprimary material used in the northern parts of Europe.

During this era, the merchants who visited various areas to procure these leftover piecesbought excess cloth. A variety of processes and innovations were implemented for thepurpose of making clothing during this time. These processes were dependent on thematerial being used, but there were three basic steps commonly employed in makingclothing. These steps included preparing material fibers for the purpose of spinning,knitting and weaving.

During the Industrial Revolution, new machines such as spinning wheels and handloomscame into the picture. Making clothing material quickly became an organized industry as compared to the domesticated activity it had been associated with before. A number ofnew innovations led to the industrialization of the textile industry in Great Britain.

Clothing manufactured during the Industrial Revolution formed a big part of the exportsmade by Great Britain. They accounted for almost 25% of the total exports made at thattime, doubling in the period between 1701 and 1770.

The center of the cotton industry in Great Britain was Lancashire and the amountexported from 1701 to 1770 had grown ten times. However, wool was the major exportitem at this point of time.

In the Industrial Revolution era, a lot of effort was made to increase the speed of theproduction through inventions such as the flying shuttle in 1733, the flyer-and-bobbinsystem, and the Roller Spinning machine by John Wyatt and Lewis Paul in 1738.

Lewis Paul later came up with the carding machine in 1748 and in 1764 the spinningjenny was also developed. Richard Ark Wright invented the water frame in 1771.Edmund Cartwright invented the power loom in 1784.

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In the initial phases, textile mills were located in and around the rivers since they werepowered by water wheels. After the steam engine was invented, the dependence on therivers ceased to a great extent. In the later phases of the 20th century, shuttles that wereused in the textile industry were developed and became faster and thus more efficient.This led to the replacement of the older shuttles with the new ones.

Today, modern techniques, electronics and innovation have led to a competitive, low-priced textile industry offering almost any type of cloth or design a person could desire.With its low cost labour base, China has come to dominate the global textile industry.

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COMPANY

PROFILE

Grasim Industries Limited

Aditya Birla Group operates over 40 companies in 12 countries across 4 continents. It is

the worlds largest producer of Viscose Rayon Fiber with about 40% market share.

Textile and related products contributes to 15% of the group turnover. Given below are a

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brief description of the different companies under the umbrella of Aditya Birla Group

involved in Viscose Rayon Fiber, Textiles and Garments

Grasim Industries Limited was incorporated in 1948; Grasim is the largest exporter of

Viscose Rayon Fiber in the country, with exports to over 50 countries. This, along with

Aditya Birla Nuvo can be considered as the flagship companies of the AV Birla Group.

Indian Rayon rechristened as Aditya Birla Nuvo Ltd in 2005.

Grasim Industries Limited, a flagship company of the Aditya Birla Group, ranks among

India's largest private sector companies, with consolidated net revenues of Rs.141 billion

(FY2007). Starting as a textiles manufacturer in 1948, today Grasim's businessescomprise Viscose Staple Fibre (VSF), Cement, Sponge Iron, Chemicals and Textiles

in all of which the company holds a dominant position.

In July 2004, Grasim acquired a majority stake and management control in UltraTech

Cement Limited, the de-merged cement business of Larsen & Toubro Limited (L&T).

One of the largest of its kind, in the cement sector, this acquisition catapulted the Aditya

Birla Group at the top of the league in India. The Group's combined capacity stands

raised to 31 million tpa, of which 17.0 million tpa capacity comes from UltraTech and 1.1

million tpa from Shree Digvijay Cement Co. Ltd, another subsidiary of Grasim.

Between Grasim and its subsidiaries, the Group has 11 composite plants, seven split

grinding units, four bulk terminals inclusive of one in Sri Lanka and 10 ready-mix

concrete plants. Importantly, it gives the Group a strong national presence, with a

leadership position in 17 states.

Viscose staple fibre

The Aditya Birla Group is the world's largest producer of VSF, commanding a 23 per

cent global market share. The company meets India's entire domestic VSF requirements.

Cement

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The Aditya Birla Group is the 11th largest cement producer in the world and the seventh

largest in Asia.

Sponge Iron

It is the largest merchant producer of sponge iron in India.

Chemicals

Grasim has India's second largest caustic soda unit.

Textiles

Its premium brands, the Grasim and Graviera range of fabrics, have distinctively

positioned themselves as 'the power of fashion'. All of Grasim's units have earned ISO

9002 and 14001 certifications.

Product quality, innovation and eco-friendliness are a hallmark of all the company's

divisions.

A BRIEF HISTORY

Grasim was incorporated on August 25, 1947; just 10 days after India became

independent, manufacturing textiles made from imported raw materials. It is now a global

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leader in viscose staple fibre (VSF), the country's largest merchant producer of sponge

iron and the second-largest caustic soda maker in India; and poised to be India's largest

cement manufacturer.

1947

Grassy Industries Ltd is incorporated.

1950

Grasim launches production of fabrics at Gwalior using imported rayon a man-

made cellulose fibre.

1954

Grasim begins rayon production at Nagda.

1962

Grasim starts an engineering division to provide plant and machinery for VSF

production.

1963

Grasim sets up its first rayon grade pulp plant at Mavoor, Kerala; the first to make

rayon grade pulp from bamboo and other hardwoods.

Grasim purchases a composite textile mill at Bhiwani, Haryana.

1968

Rayon production commences at Mavoor, Kerala.

1972

A completely indigenous plant based on Grasim's own engineering and know-

how, begins production at Harihar, Karnataka.

1977

Grasim's third rayon plant at Harihar, Karnataka goes into production.

1985

Vikram Cement Grasim's first cement plant goes on stream at Jawad, Madhya

Pradesh.

1987

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Vikram Cement's second production line is commissioned.

1991

A third production line is added at Vikram Cement.

1992

Grasim sets up Birla International Marketing Corporation (BIMC), a merchant

exporter.

First GDR issue on December 2, 1992 for US$ 90 million.

Nos: 6,933,745

1993

Vikram Ispat, India's third-largest gas-based sponge iron plant, is commissioned.

Birla Consultancy & Software Services is set up, to provide IT consulting services

and for software development

1994

Second issue of GDRs on June 15, 1994 for US $100 million.

Nos: 4,878,048

1995

Grasim commissions two greenfield cement plants Grasim Cement at Raipur

(Madhya Pradesh) and Aditya Cement at Shambhupura (Rajasthan).

Grasim sets up two new spinning units Elegant Spinners at Bhiwani (Haryana)

and Vikram Woollens at Malanpur (Madhya Pradesh).

1996

The first phase of Grasim's fourth VSF plant commissioned at Kharach, Gujarat.

1998

Grasim's first major acquisition overseas the Atholville Pulp Mill in Canada.

Grasim acquires Dharani Cements Ltd.

Grasim acquires Shree Digvijay Cements Ltd.

The cement business of group company, Indian Rayon and Industries Ltd (IRIL),

is transferred to Grasim in a corporate restructuring exercise.

1999

Grasim's viscose staple fibre (VSF) and rayon grade pulp units at Mavoor are

closed down owing to lack of raw material.

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Third issue on September 16, 1999 to Indian Rayon's GDRs holders: Three GDRs

in Grasin for every 10 GDRs in Indian Rayon, on demerger of its Cement

business into Grasim. Nos: 1,624,336

2000

The Lawson Competency Centre is set up as a division of Birla Consultancy &

Software Services, the software arm of Grasim, following a tie up with Lawson

Software (USA), among Fortune's top five private software companies.

Consultancy and software services are spun off as a separate entity, called Birla

Technologies Ltd.

Merger of Dharani Cements into Grasim.

2001

Grasim acquires 10 per cent stake in L&T. Subsequently increases stake to 15.3

per cent by October 2002

Four ready-mix concrete plants commissioned, with an aggregate capacity of one

million cubic meters per annum.

Divests holding in Birla Technologies to PSI Data Systems. 2002

VSF Research & Application Centre set up at Kharach in Gujarat

The Grasim Board approves an open offer for purchase of up to 20 per cent of the

equity shares of Larsen & Toubro Ltd (L&T), in accordance with the provisions

and guidelines issued by the Securities & Exchange Board of India (SEBI)

Regulations, 1997.

Grasim increases its stake in L&T to 14.15 per cent 2003

Grasim's Chemical Division receives the SA 8000 (Social Accountability) and

OHSAS 18001 certifications.

The board of engineering major Larsen & Toubro Ltd (L&T) decides to demerge

its cement business into a separate cement company (CemCo). Grasim will

acquire an 8.5 per cent equity stake from L&T and then make an open offer for 30

per cent of the equity of CemCo, to acquire management control of the company.

2004

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Completion of the implementation process to demerge the cement business of

L&T and completion of open offer by Grasim, with the latter acquiring

controlling stake in the newly formed company UltraTech

Board reconstituted with Mr. Kumar Mangalam Birla taking over as Chairman

The Staple Fibre Division and Engineering & Development Division of Grasim,

Nagda receives SA 8000:2001 certification from SAI in recognition of its social

accountability initiatives.

Grasim divests its Gwalior unit to Melodeon Exports Ltd, and consolidates all

textile operations at the Bhiwani unit, which will manufacture both the 'Grasim'

and 'Graviera' brands at a single location.

Grasim commences production of rayon grade caustic soda a major raw material

for VSF production at Nagda; another step towards becoming self-reliant

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OBJECTIVE OF

THE STUDY

OBJECTIVE OF THE STUDY

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The objective of the study carried out at Bhiwani Textile Mills is to know how

Employee welfare & social security system of the organization motivates their

employees.

The objective is to know the prevailing Employee welfare & social security system of the

organization is efficient and effective and to know, are the employees satisfied with the

system and if not what changes they would like to prefer.

Welfare may help minimize social evils, such as alcoholism, gambling, drug, addiction &

other such evils.

In order to get the best out of a worker in the matter of production, working conditions

require to be improved to a large extent. The workers should at least have the means and

facilities to keep him in a state of health and efficiency. This is primarily a question of

adequate nutrition and suitable housing conditions. The work place should provide

reasonable amenities for his essential needs. The worker should also be equipped with the

necessary technical training and a certain level of general education.

Keeping in view the above points, I have carried a study on Employee welfare to know

the fact & appraise the Bhiwani Textile Mills about the situation so that appropriate

measure can be taken in time.

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JUSTIFICATION

OF THE STUDY

JUSTIFICATION OF THE STUDY

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Before carrying out a research study it is mandatory to state research problem in a

definite manner. Regarding study, the research problem is to study and understand the

topic i.e. employee welfare & social security.

.

I have chosen this topic because I wanted to have in depth knowledge of employee

welfare because some HR professionals inspired me to opt this topic. Moreover, I had

keen interest to study about this topic i.e. employee welfare & social security of the

Aditya Birla Group (of which Bhiwani Textile Mills is a subsidiary).

My training guide suggested me this topic for research as employee welfare &social

security is the basic activity and essential for each organization to take care of its

manpower for its successful functioning.

The main purpose of this study is to know how an organization can improve their

employee welfare & social security schemes. Therefore I have selected this topic.

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SIGNIFICANCEOF THE STUDY

SIGNIFICANCE OF THE STUDY

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Men instead of money will have to be accepted as the most valuable resources of any

organization. The management has to recognize the inevitability of developing human

assets, knowledge, professional skills, experiences and creativity of their employees.

To study the Employee welfare scheme for the workers at Bhiwani Textile Mills.

To gain maximum knowledge about practical work.

To work under an authority in discipline.

To see the employees practical work.

To complete the better project.

To understand the social security schemes, which are, provide to employees.

To gain some experience about official work.

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FOCUS OF THE

STUDY

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FOCUS OF THE STUDY

Employee Welfare

It is somewhat difficult to accurately lay down the scope Employee welfare work,especially because of the fact the Employee is composed of dynamic individuals with

complex needs. According to the committee on Employee welfare, welfare services

should mean Such services, facilities, amenities as adequate canteens, rest and recreation

facilities sanitary and medical facilities, arrangements for travel to and from the for the

accommodation of worker employed at a distance from their homes and such other

services, amenities and facilities including social security measures, which contribute to

conditions under which workers are employed.

On the whole basis these services may be basically of three types as given below:

Economic Services

These provide some additional economic security over and above wages or salaries, such

as pension, life insurance, credit facilities etc.

Recreational Services

The employees are in need of occasional diversion; their attitude improves when the

routine of everyday living is broken occasionally. For this purpose, management may

provide for recreational facilities.

Facilitative Services

These are conveniences facilities, which are the employees ordinarily, require such as:

Canteen, Rest Room and Lunch Room

Housing Facilities

Medical Facilities etc.

Washing Facilities

Educational Facilities

Leave Travel Concession

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Social Security

The need of social security measures arises to help the people when they are unemployed

and exposed to risk such as sickness, maternity, old age etc.

Social security scheme includes

Health Insurance

Maternity Benefits

Compensation for Employment Schemes

Workers Pension-Cum-Insurance Schemes

Compulsory And Voluntary Social Insurance

Provident Funds Schemes

Public Health Services

Services are provided in three ways:

a) Social Insurance

It is a mechanism through which benefits are provided to the contributors necessary for

satisfying wants during old age, sickness etc.

b) Social Assistance

It is a program through which the Government attempts to ameliorate the distress caused

by the contingencies of life.

c) Public Service

Such programs are usually financed directly by the Government from its general revenue

in the form of cash payments

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RESEARCHMETHODOLOGY

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RESEARCH METHODOLOGY

RESEARCH DESIGN

A research design is the specification of methods & procedure for acquiring the

information needed. This is overall operation pattern or framework that stipulates

information is to be collected from which sources and by what procedure.

RESEARCH DESIGN USED: -

In my project work I used exploratory research, as it aim to answering question about

sale, brand availability, service quality, distribution pattern etc.

For conducting this study, Exploratory Research design was used, since: -

It is natural.

It is flexible.

It is useful to find out the most likely alternatives.

It is appropriate, when hypothesis have been established.

The objective of exploratory research is to find out new ideas, it is important to give

respondents to greatest freedom of response have conducted individually or in depth

interview, by which respondent asked to project themselves into a particular situation.

STUDY AREA

The study of the topic Employee Welfare & Social Security has been confined to the

employees of the Bhiwani Textile Mills. I have chosen both subjective and objective

methodology with sampling, questionnaire and interview, analysis of data to complete

my project study.

For acquisition of data from different levels of the organization, I have made

QUESTIONNAIRE FOR EMPLOYEES form and QUESTIONNAIRE FOR

MANAGEMENT

For analysis of data statistics methods are used to arrive at the conclusion.

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SAMPLE

For the purpose of the study, the field has been divided into category- management and

Employees at all levels. The sample size of 50 employees is divided into 25 from

management, & 25 from remaining Employees at all levels). Apart from their written

choice the form of questionnaire, they have also been interviewed for crosschecking and

proving authenticity of their choice.

QUESTIONNAIRE

The data is collected from Management and staff workers with the help of a

questionnaire prepared for this purpose. Data was also collected through personal

interaction with all the respondents.

The questionnaire consists of the job profile as well as the recognition system being

practiced in the organization and also the opinion and feeling of the respondents about the

measures. The questionnaire has been thoroughly discussed with the respondents to

clarify doubts, if any, regarding the information required.

The illiterate and low educated workers found it slightly difficult to understand the

questions in a straightforward manner. Their fear and suspicions were put to rest when

assured that the study is purely an academic exercise and the information supplied by

them would be kept confidential.

TABULATION OF DATA

The data collected has been classified and put into pie charts & bar graphs. On the basis

of these classifications, pie charts & bar graphs interpretations have been made.Classifying all the information according to the levels and experience of the respondents

has done.

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The respondents answers, opinions, suggestions and viewpoints have been properly

examined and utilized in this report. Different charts have been constructed to

supplements the analysis.

ANALYSIS

&

INTERPRETATION

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QUESTIONNAIRE FOR MANAGEMENT

1. To what extent are the Companys operating philosophy and culture

understood by employees?

Sr. No. Option Chosen No. of employees % Employees

1 Strongly agree 14 56

2 Agree 7 28

3 Strongly disagree 1 4

4 Disagree 3 12

ANALYSIS

INTERPRETATION

56% employees strongly agree that they get welfare facilities from

company. 28% employees only agree.4% employees strongly disagrees that

50

56%28%

4%

12%

Strongly Agree

Agree

Strongly

Disagree

Disagree


51/82

they get welfare facilities from company.12% employees disagree that

they get welfare facilities from the company.

2. Can the Companys management style be described as participative?



2 Agree 10 40


4 Disagree 2 8

ANALYSIS

INTERPRETATION

48%( 12) strongly agree that companys overall management style is

participative. 40% (10) of the employees only agreed .4% (1) of the employees

strongly disagree about this philosophy and8% (2) of the employees disagreed.

51

48%

40%

4%

8%

S trongly A gree

Agree

Strongly Disag

Disagree

ABLE 2


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3. To what extent do the managers in the Company work towards

employees satisfaction?



2 Agree 9 36


4 Disagree 1 4

ANALYSIS

INTERPRETATION

48% (12) employees strongly agree that managers work hard toward employees

satisfaction. 36% (9) employees only agree. 12% (3) strongly disagree that

managers work hard toward employees satisfaction. 4% (1) employees disagree.

52

48%

36%

12% 4% Strongly Agree

Agree

Strongly DisagreeDisagree

ABLE 3


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4. To what extent do you agree with the following statement Human

resource planning is well integrated with strategic planning in our

company?




2 Agree 8 32

4 Disagree 1 4

ANALYSIS

INTERPRETATION

52% (13) employees strongly agreed that human resources planning are well

integrated with strategic planning. 32% (8) employees only agreed.12% (3)

employees strongly disagreed about this. 4% (1) employees

disagreed about this.

53

52%

32%

12% 4% Strongly Agree

Agree

Strongly Disagree

Disagree

ABLE 4


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5. Are the Employee welfare & social security facilities extended to

contract workers too?


1 Yes 17 68

2 No 8 32

ANALYSIS:

INTERPRETATION

This chart depicts, the management gives Employee welfare & socialsecurities facilities to contract workers. 68% (17) members of

management are saying yes regarding these facilities to contractworkers. 32% (8) members of management are saying no regardingthese facilities to contract workers

54

68%

32%

yes

no

ABLE 5


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6. Is there any canteen management committee in your organization?


1 Yes 18 72

2 No 7 28

ANALYSIS:

INTERPRETATION

This chart depicts, the company have a canteen managementcommittee & 72% (18) of the members of management voted for yesregarding these facilities. 28% (7) of the members of managementvoted for no regarding these facilities

55

72%

28%

yes

no

ABLE 6


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7. Is there any Ambulance Room or Ambulance Van in the

organization?


1 Yes 22 882 No 3 12

ANALYSIS:

INTERPRETATION

This chart depicts, the company have an Ambulance Room orAmbulance Van. 88% (22) of the members of management are sayingyes regarding these facilities. 12% (3) of the members of managementare saying no regarding these facilities.

56

88%

12%

yes

no

ABLE 7


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8. What prompted you to join this organization?


1 Good salary 10 402 Status 4 16

3 Welfare schemes 8 32

4 Any other 3 12

ANALYSIS

INTERPRETATION

40% (10) strongly say that they joined the organization because of Good Salary

Package offered. 16%(4) employees said that they joined organization for status. 32%

(8) employees said that they joined the organization because of welfare schemes.12%

(3) employees joined the organization because of others reasons.

57

Welfare

schemes

32%

Status16%

Good

Salary

Package

40%

Any Other

12%

ABLE 8


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9. What are the major goals/objectives of your organization?

Sr. No. Option Chosen No. Of employees % Employees

1 Profitability 7 28

2 Survival & Growth 9 36

3 Efficiency 6 24

4 Any Other 3 12

5 Total 25 100

ANALYSIS

INTERPRETATION

28% (7) employees strongly believed that the objective of organization is

profitability. 36% (9) said that the survival & growth is main objective of our

organization. 24% (6) believe strongly that the efficiency in the level of service is

main goal of organization. 12% (3) believed that the goal of the organization is other

than the specified above.

58

Surival &

Growth

36%

Profitability

28%

Any Other

12%

Efficiency In The

Level Of Service

24%

ABLE 9


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Q10. Are you satisfied with your current job profile?

Sr. No. Option Chosen No. of employees % employees

1 Very satisfied 5 20

2 Satisfied 12 48

3 Not so satisfied 6 24

4 Unsatisfied 2 8

ANALYSIS

INTERPRETATION

20% (5) employees are very satisfied with their current job profile. 48% (12)

employees are only satisfied with their current job profile.24% (6) employees said

that they are not so satisfied with their current job profile.8% (2) employees said that

they are unsatisfied with their current job profile.

59

Satisfied48%

Very

Satisfied

20%

Unsatisfied

8%

Not So

Satisfied

24%

ABLE 10


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QUESTIONNAIRE FOR EMPLOYEES

1. Mark your satisfaction level with regard to following parameters, which are

provided in your organization. (6 is best and 1 is worst)

Parameters 6 5 4 3 2 1

Cleanliness 15 8 2 - - -

Ventilation & Temperature 10 8 4 2 1 -

Spittoons 12 6 6 1 - -

Lighting 12 8 5 - - -

Drinking Water 13 6 4 2 - -

ANALYSIS

INTERPRETATION

15 employees have given cleanliness as their maximum priority for satisfaction level.

13 employees have given drinking water as their priority.12 employees have given

60

0

2

4

6

8

10

12

14

16

18

6 5 4 3 2 1

Cleanlines

Ventilation

Temperatu

Spittoons

Lighting

DrinkingWater

ABLE 11


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lighting & spittoons as their priority.10 employees have given ventilation &

temperature as their priority.

2.Mark your satisfaction level with regard to following parameters related to safety

in your department. (6 is best and 1 is worst)


Fire Protection 8 4 6 3 2 2

Hoists and Lifts 9 6 3 7 - -

Self-Acting Machine 4 3 4 3 6 5

ANALYSIS

01

2

3

4

5

6

7

8

9

6 5 4 3 2 1

Fire Protection

Hoists and Lifts

Self- Acting

Machine

INTERPRETATION8 employees have given fire protection as their maximum priority for satisfactionlevel.9 employees have given hoists & lifts as their maximum priority forsatisfaction level.4 employees have given self-acting machine as their maximum

priority for satisfaction level.

61

ABLE 12


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3. Mark your satisfaction level with regard to following parameters related to

welfare in your department. (6 is best and 1 is worst)


Facility for Storing & Drying Clothes 12 6 3 4 - -

Rest Room 14 8 3 - - -

First Aid/Medical Service 17 4 4 - - -

Canteen 17 5 2 1 - -

ANALYSIS

INTERPRETATION12 employees have given facility for storing & drying clothes as their maximumpriority for satisfaction level. 14 employees have given facility of rest-room astheir maximum priority for satisfaction level. 17 employees have given facility forcanteen, first-aid/medical services as their maximum priority for satisfactionlevel.

62

0

2

46

8

10

12

14

16

18

6 5 4 3 2 1

Facility for

Stroing and

DryingClothesFirst

Aid/Medical

Service

Rest Room

Canteen

ABLE 13


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4 Are you satisfied with the compensation given to you in case you get injured at the

work place?

Sr. No. Option Chosen No. Of employees % Employees

1 Yes 18 72

2 No 7 28

ANALYSIS

INTERPRETATIONThis chart depicts, the management gives compensations facility to workers.72%(18) of the members of management are saying yes regarding these facilities toworkers. 28% (7) of the members of management are saying no regarding thesefacilities to workers.

63

No

28%

Yes

72%

ABLE 14


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5. Do you get company Housing & Education facility?

Sr. No. Option Chosen No. of employees % employees

1 Yes 16 64

2 No 9 36

Analysis

INTERPRETATION

This chart depicts, the management gives Housing & Education facility toworkers.64% (16) of the members of management say yes regarding these facilities toworkers. 36% (9) of the members of management say no regarding these facilities toworkers.

64

Yes

64%

No

36%

ABLE 15


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Q6. Does your organization provides medical benefits apart ESI?


1 Yes 21 84

2 No 4 16

INTERPRETATION

This chart depicts, the management gives Medical benefits as apart of ESI facility toworkers.84% (21) members of management are saying yes regarding these facilitiesto workers. 16% (4) members of management are saying no regarding these facilitiesto workers.

65

Yes

84%

No

16%

ABLE 16


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Q7. Are you satisfied with the present job profile?


1 Very satisfied 7 28

2 Satisfied 11 443 Not so satisfied 5 20

4 Unsatisfied 2 8

INTERPRETATION

28% (7) employees are very satisfied with their current job profile. 44% (11) are only

satisfied with their current job profile.20% (5) employees said that they are not so

satisfied with their current job profile.8% (2) employees said that they are unsatisfied

with their current job profile.

66

Not So

Satisfied

20%

Unsatisfied

8%Very

Satisfied28%

Satisfied

44%

ABLE 17


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8. Are the methods used to give you welfare schemes are genuine?


1 Most of the time 12 48

2 Some time 4 163 Once in a while 5 20

4 Never 4 16

INTERPRETATION

48% (12) employees said methods of welfare are genuine most of the times.16% (4)

employees said methods of welfare are genuine only some times.20% (5) employees

said methods of welfare are genuine once in a while.16% (4) employees said methodsof welfare are never genuine.

67

Once In

While

20%

Some Tim

16%

Most Of

The time

48%

Never

16%

ABLE 18


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9. How do you rate your organization?


1 Excellent 7 282 Very Good 11 44

3 Good 6 24

4 Average 1 4

INTERPRETATION

28% (7) employees ranked their organization as excellent.44% (11) employees

ranked their organization as very good. 24% (6) employees ranked their organization

as good.4% (1) employees ranked their organization as average.

68

Good24%

Average

4%

Excellent

28%

Very Good

44%

ABLE 19


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SWOT ANAYLSIS

SWOT Analysis is a powerful technique for understanding the Strengths and

Weaknesses, and for looking at the Opportunities and Threats one might face.

Used in business context, it helps an organization carve a sustainable niche in the market.

Used in a personal context, it helps one develop his/her career in a way that takes best

advantages of his/her talents, abilities and opportunities.

Strengths and Weaknesses are internal factor. Opportunities and Threats relate to external

factors. For this reason, the SWOT Analysis is sometimes also called as Internal-External

Analysis.

SWOT Analysis mainly stands for

S = Strength

W = Weakness

O = Opportunities

T = Threats

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STRENGTH

Strength describes the positive attributes, tangible and intangible, internal to the object or

topic.

I was able to get response very quickly, as I didnt have to face any Red Tapism,

need for higher management approval, etc.

I was really able to study the actual position of the implementation of the various

legalization, which is enforced in the company.

The Employee Welfare & Social Security Schemes are regulated in BTM, so I

was able to collect information from the employees in true sense.

The Employee Welfare & Social Security Schemes motivate employees and

workers to do work with efficiency and effectively.

The Employee Welfare & Social Security Schemes satisfied economic and

social needs of employees, so Employee Turnover in BTM is very less.

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WEAKNESSESS

It is always very difficult to complete a project with immaculate accuracy. Likewise my

project also had some weaknesses, they are stated below as:

My study was limited to only one organization i.e. BTM.

Sample size was small as compared to the total work force.

The scope of the study was limited to the structured questionnaire and discussion

guidelines.

The scope of the study was limited to the verbal Interviews and Guidelines.

Time to conduct the study was less and as a result research could not be as

comprehensive as required.

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OPPORTUNITIES

Opportunities assess the external attractive factors that affect the topic. These

opportunities exist in our surroundings.

The opportunities in Human Resource field are huge in terms of employement. The

facilities provided due to provisions under The Employee Welfare & Social Security

Schemes give chances for equality.

The Employee Welfare & Social Security Schemes give opportunities for long-term

survival & growth by providing social benefits to its employees and reduced Employee

absenteeism and increased productivity.

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THREATS

The threats are also external factors and influenced any object externally. The threats

related to my training topic are:

The company has not linked Gratuity Act with LIC as, which deprive them of

enjoying benefits of LIC Schemes whereas its competitors provided this facility to

their workers, hence company should think about it.

Employees nowadays are very intelligent and ambitious, and they want more &

more, hence to satisfy them, well-defined and regulated facilities should be

provided to them.

If The Employee Welfare & Social Security Schemes are not properly

provided, Employee turnover may increase and it can become a threat for the

organizations survival and growth.

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FINDINGS

Although the workers were more or less satisfied with various facilities provided by the

company, still there were certain facilities with which the workers were not satisfied and

required improvements. Some of them are listed below which I encountered during my

study on Employee welfare & social security in BTM, Bhiwani.

At present canteen is run by a contractor and a contractor is charging market rate

on foodstuffs. The company should increase its subsidy so that foodstuffs are

available on reasonable rates.

The Organization does not provide Uniform to the workers.

The Organization does not provide housing and education facility to the workers.

The Organization hasnt increased the amount of emergency loans provided to the

workers since a long time.

The Organization does not provide Long Service Rewards to its employees.

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SUGGESTIONS

In my view the company should deduct PF and FPF on full basic earning so that

the employees at the time of retirement may able to get maximum amount from

pension Fund.

At present Company is paying Gratuity @ 15 days Wages or salary on one year

service to all employees who completed five years continuous services .In my

view the employees who have been working for more than 15 years should be

allowed to get 20 days salary instead of 15 days because by giving this benefit the

employees are able to compensate their interest on gratuity amount.

Company should provide Sick leave Facility to those employees who are not

covered underESI ACT.

Unemployment resulting from modernization will have to be solved by properly

assessing manpower needs and training redundant employees in alternate skills.

Although this is difficult process and it may be hurt some people there is no

escape.

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LIMITATIONS

As I didnt have significant knowledge on this topic, I was unable to draw more

information.

There was also lack of time and workers also were hesitant in responding in the

working hours.

Non-response from both employees & management.

Limitation of resources in the terms of finance that means financial constraints

were there.

Biasness was reflected while the employees were responding.

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CONCLUSION

In our country the industrialization started very late but we have rapidly catching up with

the progress achieved elsewhere and the expectation and aspiration of worker are rising

rapidly. They are demanding increasing power and authority in the design making

process. The Govt. is also looking sympathetically towards the working class.

At BTM, Bhiwani workers are overall satisfied and contended. It is a boom for the

organization because satisfaction is a personal thing and an organization cant satisfy its

worker only by giving more.

In the end we can conclude that workers are happy with the physical working conditions

inside the factory. Workers are also happy with the safety parameters provided by the

management, facilities of health and recreation, facilities provided by the ESI, medical

benefits provided by the company & by the loan facility provided by the company.

BTM, Bhiwani is successful in maintaining good relationship with the workers. The

success of the organization is largely due to its workers as it is an Employee intensive

organization.

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ANNEXURE

Questionnaire for Management

NAME -.

DATE -.

Q1. Do u think Companys operating philosophy and culture is beneficial to you?

A Strongly agree Agree

Strongly Disagree Disagree

Q2. Can the Companys management style be described as participative?



Q3. Do the managers in the Company work towards employees satisfaction?



Q4. To what extent do you agree with the following statement Human resource

planning is well integrated with strategic planning in our company?



Q5. Are the Employee welfare & social security facilities extended to contract

workers too?

A: YES NO

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Q6. Is there any canteen management committee in your organization?

A: YES NO

Q7. Is there any Ambulance Room or Ambulance Van in the organization ?

A: YES NO

Q8. What prompted you to join this organization?

A Good Salary status


Q9. What are the major goals/objectives of your organization?

A Profitability Survival & Growth

Efficiency Any Other

Q10. Are you satisfied with your current job profile?

A Satisfied Very Satisfied

Not So Satisfied Dissatisfied

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Questionnaire for Employees

Q1. Mark your satisfaction level with regard to following parameters, which are

provided in your organization. (6 is best and 1 is worst)


Cleanliness

Ventilation & Temperature

Spittoons

Lighting

Drinking Water

Q2. Mark your satisfaction level with regard to following parameters related to

safety in your department. (6 is best and 1 is worst)


Fire Protection

Hoists and Lifts

Self-Acting Machine

Q3. Mark your satisfaction level with regard to following parameters related to

welfare in your department. (6 is best and 1 is worst)


Facility for Storing & Drying Clothes

Rest Room

First Aid/Medical Service

Canteen

Q4 Are you satisfied with the compensation given to you in case you get injured at

the work place?

A: YES NO

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Q5. Do you get company Housing & Education facility?

A: YES NO

Q6. Does your organization provides medical benefits apart ESI?

A: YES NO

Q7. Are you satisfied with the present job profile?

A Satisfied Very Satisfied

Not So Satisfied Dissatisfied

Q8. Are the methods used to implement welfare schemes genuine?

A Never Sometimes

Many times Most Times

Q9. How do you rate your organization?

A Good Average

Very Good Excellent

BIBLIOGRAPHY

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BOOKS AND JOURNALS

MARKETING MANAGEMENT PHILIP KOTLER, Tata McGraw Hill

Publication, 12th EDITION

Human Resource Management in a Business Context by Alan Price, 3rd

edition (April 2007)

Empowering Employeesby Kenneth L. Murrell, Mimi Meredith

Human Resource Management by Robert L. Mathis, John H. Jackson, 11th

edition

MAGAZINES

BUSINESS INDIA April, 2007

UDYOG VYPAR PATRIKA. (HALF YEARLY) EDITION

Employee Power MAGAZINE.JAN 2007

WEB SITE

www.wikipedia.orgs

www.grasimindia.com

www.google.com

www.yahoo.com
http://www.wikipedia./http://www.google.com/http://www.yahoo.com/http://www.wikipedia./http://www.google.com/http://www.yahoo.com/

Documents

Project(Emploee Welfare