SUMMER TRAINING REPORT

ON

EMPLOYEE WELFARE SCHEMES

AT

ESCORT LIMITED FARIDABAD

Submitted in partial fulfillment of the requirement of Degree in Master Business Administration

of

MaharshiDayanand University, Rohtak

(SESSSION (2013-2015)

Submitted to: Submitted by: The Controller of Examination BHAWNA GOYAL

M.D.U, Rohtak MBA 3THSEM

Roll no.-MB I3004 Regn.no.-10DWF4331

ADVANCE INSITITUTE OF TECHNOLOGY ANDMANAGEMENT Palwal (HARYANA)

1

PREFACE

I have embarked the study in ESCORT AGRI MACHINERY GROUP. This subject has been

suggested for dissertation in lieu of summer training for Master of Business Administration.

For the deep inclination into the management concepts Practical Training is an important

aspect. Theoretical knowledge gives us the fundamental concepts of management, and

Practical Training teaches us those tact and skills, which are successfully employed to

capture today’s competitive market. Theoretical lecture must be correlated with practical

training to make learning process more effective and to provide to judge and apply one’s

theoretical knowledge. Thus training plays an important role in development and sharpening

ones skills in the field of business management and administration.

I have under gone 8 weeks summer training in ESCORTS LTD. Faridabad, Great deal of

attention is paid towards strategic factors of culture, climate, environment with respect to

sales system of Escorts Tractors, because it goes a long way in developing and maintaining

good labour& management relationship, which is the hallmark of Escort, Faridabad.

Being a student of Business Administration, this Training contributed a lot in gaining

knowledge about the actual business environment set up at ESCORTS LTD

BHAWNA GOYAL

2

ACKNOWLEDGEMENT

At the outset I would like to thank the Management of ESCORTS

AGRIMACHINERY GROUP for the wholehearted co-operation and guidance

extendedby them, which made my summer training project possible.

I would like to thank Mr. SACHIN KOTHARI (Training Manager)

forproviding me this opportunity to carry out the project.

BHAWNA GOYAL

3

TABLE OF CONTENTS

Chapter 1 : Company profile

Chapter 2 : Review of Literature

Chapter 3 : Research Methodology

Chapter 4 : Data Analysis

Chapter 5 : Findings of the Study

Chapter 6 : Conclusion and Suggestions

Chapter 7 : Annexure

Bibliography

Questionnaire

4

CHAPTER -1

COMPANY PROFILE

5

COMPANY PROFILE

BACKGROUND

The steadily increasing population of India calls or raising the production of food grains to at

least 25of India calls or raising the production of food grains to at least 225 millions tones by 2000

ad. The mechanization in agricultural field is a sine-quo-non for increasing the crop production and

thereby enhancing the earnings of the farming community. A study conducted by the national

institute of applied economic research (ncear) in 1980 revealed that an average tractor owner has a

cropping intensity 15% higher than that of bullock farms.

The real spirit in mechanization of agriculture care in India with the introduction of the high

yielding seeds in 1966-67, particularly in the wheat growing NW region, with the acceptation of high

yielding seeds by the farming community. The demand for mechanical equipment suddenly spiraled.

The situation provided a fillip to the growth of the farm equipment industry in the country viz,

tractors threshers and other implements.

The Indian tractor industry is of relatively recent origin , quite young as compared to the world

standard. It had its beginning when the first tractor plant was set up in 1961 at Faridabad in haryana

with the production of only 880 units.

6

Tractor population exhibited an annual growth of 15.3% during the 70’s , while during the 80’s

(1980-89) it has been at 5.4% and industry seems to have gained stature.

The new trend observed in this sector is the shift in consumption from majority in the northern states

to other parts of the country too. The soil in the northern states is alluvial in nature and thus requires

a low powered tractor for tilling it. However, states located in the western and southern parts of the

country where the soil being laterite or black etc- is harder and needs high – powered tractors.

The Indian tractor is dominated by low price , rugged , versatile and low to medium powered

tractors the main reason being the inability of farmers to invest in farm mechanization tractors b are

categorized on the basis of horsepower hp of engine in India . the popular range of tractor is 20-30

hp compare to 60 hp in Europe and 90 hp in USA. Though large tractors are also being sold in states

like Punjab, tractor available in India are one forth of similar power tractors internationally are in

developed countries. India is the world’s largest market in tractor since 1996.

Escorts have played a pivotal role in the agricultural growth of India for over five decades.

One of the leading tractor manufacturers of the country,

Escorts produces tractor in the 27-75 hp range and has already sold over 6 lac tractors. Its

tractors are marketed under three brand names, viz. escort,

Powertrac and farmtrac. Powertrac brand of tractors are the most fuel efficient and they are

helpful in improving the quality of life. Farmtrac

Brand gives most powerful premium range to the tractors.

7

To understand the completion in the industry, one has the first look at the market

segmentation based on hp the industry can split into five maker categories less than 20 hp ,21 hp, 31-

40 hp, 41-50 hp, 51hp, and above of this 80% of the demand is accounted for about 15% of the total

sale while the 51 hp and the above segment has a share of just 4.45% but it is going quite fast. Have

a presence of across the major segment has move upward following the shrinking market in the low

hp segment.

To sustain the present momentum and to realize the future goals, escorts has invested rs.60 cr.

towards strengthening new product development programs and enhancement of R&D capabilities.

Additionally, RS.. 400 cr. has been invested towards modernization of its manufacturing facilities

bringing them to international standards.

The company has one of the most comprehensive distribution networks comprising of over 500

dealership / outlets and 40 area offices spread across the country. It has a manufacturing capacity of

75000 tractors per annum escorts agri machinery group is looking at forward and backward

integration through food processing, food chains and genetic engineering. It will be expanding its

product range by launching highly specialized tractors and draft implements.

In line to our vision for becoming a major player in sub 100 hp segments by 2008 in the global

markets, we have increased our reach from a major regional player to major global markets which

stretch from North America to Australia covering all the continents. Despite the strict competition by

other major tractor manufacturers we have been able to gain constant volumes in the global market.

Our target for this year is to export 15% of the volumes of our total production volumes of our total

production volumes.

Our products are marketed mainly in USA, central and Easter Europe through Poland, Ghana,

Malaysia, Australia, south Africa and in many other countries. Between M&M, PTL, AND TAFE

8

there is a tight competition. These three are neck with the share around 30% each with M&M holding

edge.

To consolidate its presence in the overseas markets, the company has ventures in the USA and

Europe (Poland). It has a recently acquired a majority stake in long agribusiness LLC, a tractor

distributing company in the USA and pol-mot escorts. Besides these escorts has strong presence in

turkey, Australia, Bangladesh, Sri Lanka, and South Africa.

Through its network in these countries. Escorts have very ambitious plans to expand the

dealers in network in other potential countries in the coming year . by the end of the next year ,

the company hopes to be the largest exporter of tractors in Indian tractors industry.

Escorts Group Overview Are:-

9

Cooperate center 24

Cooperate branch 4

Manufacture unit 30

Marketing unit 160

Dealers 1762

Manpower 21927

TOP MAJOR PLAYERS

In the tractors industry, following are the key manufacturers:-

Mahindra & Mahindra Ltd. (M&M)

VST Industry Ltd.

Eicher Ltd., Escorts Ltd.

Punjab Tractors Ltd.

International Tractors Ltd.

Gujarat Tractors Ltd.

Tractors and Farm Equipment Ltd.

Hindustan Machine Tools Ltd.

Bajaj Tempo Ltd.

In the existing range of M&M models, there is the launch of new model ‘arjun 605

DI’ in the higher HP segment (60hp).

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ESCORTS

E- ENSURE INBUILT QUALITY

S- SAVE ENERGY

C-CULTIVATE SAFE HABITS

O- OBSERVE PROCESS

R- REDUCE WASTAGE

T- TAKE CARE OF MACHINES

S- STRIVE FOR EXCELLENCE

11

SEVEN GROUPS OF ESCORTS

12

PERSONNEL FUNCTIONS IN THE COMPANY

Powertrac division takes pride in people who strive for excellence people who are not merely

satisfied what they have but are looking for “more” and better for betterment of their products , their

organization and themselves. Its endeavor therefore is to provide with an environment where one can

learn and grow.

Farmtrac division has its own objective and strives to reach there and for this required co-

ordination among employees their healthy sprit , mid good working environment sound industrial

relation etc. and here comes the role of personnel department which is to hire the right people for

various jobs equip them to handle the job and keep them motivated .

The key to success, it is said is not just the state of the art of the technology. It is the state of the

art of the people. The company recognizes that human resources are its most important assets. While

requirement is done very carefully to ensure that only the best get selected the various systems

operating with in the company is it. The compensation the benefit package the evaluation system or

the reward systems are all geared to attract the best talent available.

THE VISION

We shall strive to be the numerousuno in the Indian Tractor industry and top five

tractor manufactures In the world. We shall continuously strive to meet the ever rising expectations of

our valued customers at the lowest Internal cost .We shall aim to offer the faming community a

Range of innovative products and services, Which shall enable them to improve their Productivity

and Competitiveness We shall archive a turnover of rs. 20 billions and Profit of rs 2 billions by the

Transcending national boundaries, we shall strive to attain exports of one tenth of our Total tractor

production by the year 2007.13

SWOT ANALYSES OF THE COMPANY

S- STRENGHTS

W- WEAKNESS

O- OPPORTUNITIES

T- THREATS

STRENGHTS:--

Escorts limited have one of the most extensive and highly service oriented

distribution networks in the company.

A market share of over 80% in “pick n carry” crane in India and escorts has now

emerged as the largest manufacturer of “pick n carry “crane in the world.

Escorts IED remains market leader and technology leader in the field of material

handling and construction equipment and is contemplating to introduce many new equipment besides

extending the existing range of product.

The compliment of 7 associate and the subsidiary companies in the escorts group

which manufacture supportive products.

Besides business activities escorts is discharging its social responsibilities and

employee welfare through different schemes .

Quality certification gaining in importance with companies obtaining ISO-9000.

Enlarge customer base.

Better cost control.

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WEAKNESSES:--

o Escorts seem to be running with over staff.

o Infrastructure development is encouraging but still need turning up.

o Educational standards among workers need to be improved and curriculum revamped.

o Low horsepower range

o No four wheelers drive.

OPPORTUNITIES:--

o The piston & piston pin plant of escorts LTD. & piston ring plant in goetze

(India) ltd. At Bangalore and Patiala have been awarded ISO-9002 certificate that can help in export

derive.

o With the fast growing Indian economy, rapid industrialization is taking

place, which would provide more & more opportunities to industrial equipment division of escorts

ltd. Which manufacture different kind of industrial cranes.

o Greater avenue in the market segment such as banking distribution,

insurance, manufacturing & telecommunication.

o Potential in European market with special reference to POLAND, UK,

FRANCE, GERMANY, ITALY, SPAIN.

15

THREATS:--

o Influenced by immense popularity of escorts “pick n carry” cranes, many manufacturers are

coming in this field.

o The complete automobile industry is facing several competitions in terms of foreign

technological collaboration.

o Any change in government policy regarding tax may affect the fortune of the company.

o Declining market share.

DYNAMIC OF THE FUTURE

“In the last 50 years escorts has been more than merely one of India’s largest

engineering companies. It has been a prime mover on the, industrial front, at every stage introducing

products and technologies has helped take momentous towards being catalysts for qualitative growth

by engineering change with a global perspective.”

Escorts ltd.

Liberalization and the move towards a market driven economy have created two compelling

realities. One the generation of tremendous opportunities through the availability of new choices,

both for producers and customers. To the sudden exposure to keen competition in the domestic

market from international player.

16

At escorts, these new realities have led to new prospects. As the country integrates with the

global economy, the world is no only market place; it is now business environment for escorts. Over

the last 5 decades, the company has earned 3 very distinct markets proven competitive advantages:

Escorts groups infrastructure: escorts has full fledged R&D facility, 24 regional marketing

officers ,nearly1000 sale/service outlets.

The Escorts Symbol

The ESCORT symbol means more than if seen by the eyes . It has been prepared

certain objective and is symbolic in more than one way. The philosophy behind ESCORT and the

“E” in the ESCORT is “ENETRPRISE” the hexagon is a symbolize a craftsman ship and mending

productivity. Escorts the single word company describe the character philosophy and success of the

company which grew from a small beginning to one of the ever changing dimensions for 5 decades

escorts has been in the core sectors like agriculture, transportation and resources for engineering

change , through optimum product performance.

“EVERY MAN IS THE ARCHITECT OF HIS FUTURE”

Escorts came into being with a vision:- a vision that was nutured by Late Mr.Hari

Nanda and late Mr. yudinanda .

The foundation of escorts limited was laid in the formation f escorts (agents) ltd., 17th

October, 1944 and of escorts (agriculture and machinery) ltd., in 1948. These two were later merged

17

in 1953 to form escorts agents pvt. Ltd. The company’s incorporation in its present name, escorts

ltd. Was effected on 18th Jan 1960.

Having initially started with a franchise for westing house domestic appliances, escorts

have come a long way in manufacturing and marketing a range of products. It has pioneered farm

mechanization in India through import and distribution of agricultural tractors.

The company has entered into exclusive distribution agreement with traksan for sale of

the companies FARMTRAC -60 tractors in turkey. The escorts group is investing 300 crore in the

agri machinery business. Of this rs. 200 crore will be invested in the tractor plant in pune. It is also

setting up a joint venture with the majority stake of 51% in the joint venture, carraroIndia, while the

company holds through.

What is mean by Employee?

An employee generally includes any individual who performs services if the relationship

between the individual and the person for whom the services are performed is the legal relationship

of employer and employee. This includes an individual who receives a supplement unemployment

pay benefits that is treated as wages.

But does not include a person who, in the board’s opinion,

(a) performs the functions of a manager or superintendent ,or

(b) is employed in a confidential capacity in matters relating to labour relations or personnel;

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Who is Employer:-

An employer generally is that person who appoints the employees and workers. Employer is

a major part of a business organization. In the organization, Business owners who want their

business to continue to grow and expand its capacities will eventually have to consider taking on

employees. Employing people is a complex, but not impossible task, provided that you are well-

informed about your rights, your legal obligations and your responsibilities. This section provides

information about various aspects involved in being an employer. There are various authorities who

enforce the employer to create a healthy environment in the organization.

About industrial relations or employees relationships

The relationship between employer and employee is called employee relationship. Here the

victoriangovernment says about workplace relations. And it passed an act also. This is as follows:-

In 1996 the Victorian Government referred most of its industrial relations powers to the

Commonwealth Government. This allowed for the establishment of a single framework of laws

regulating industrial matters in Victoria through the Workplace Relations Act.

While Victoria no longer has a state-based Industrial Relations (IR) system, except for some

specialist legislation, the Victorian Government is committed to fostering fair, co-operative and

innovative workplaces.

19

To achieve this, the State Government has called for changes to the Workplace Relations

Act to generate more harmonious IR outcomes, passed specific legislation to improve fairness and

security for various employees, and developed a number of programs to promote cooperative, high-

performance workplaces.

Basic meaning of industrial relationship

The term “industrial relations” in practice has come to mean primarily the relations between

the management and the union (s) in an industrial enterprise. It ought to include “employee

relations” irrespectively of whether a union exists in a particular unit or not.

We all know that unions come into being because for age the individual employee has been

exploited by the employer. To be sure, most of us Indians are even today, partners in this process of

exploitation. The reference here is to the working conditions and facilities that we provide to our

domestic servants, whether we look at their wages, at their working houses, or at their health care.

The some is by and large true for labour employed on construction projects or in firms. It must

therefore be accepted that the trade unions did serve a social purpose through the practice of

collective bargaining.

The National Commission on Labor (NCL) also emphasize on the same concept.

According to NCL, industrial relations affect not merely the interests of the two participants- labor

and management, but also the economic and social goals to which the State addresses itself. To

regulate these relations in socially desirable channels is a function, which the State is in the best

20

position to perform. In fact, industrial relation encompasses all such factors that influence behavior

of people at work. A few such important factors are below:

Institution: It includes government, employers, trade unions, union federations or associations,

Government bodies, labor courts, tribunals and other organizations which have direct or indirect

impact on the industrial relations systems.

Characters: It aims to study the role of workers unions and employers’ federations officials, shop

stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges of labor

court, tribunal etc.

Methods: Methods focus on collective bargaining, workers’ participation in the industrial relations

schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery

working of closed shops, union reorganization, organizations of protests through methods like

revisions of existing rules, regulations, policies, procedures, hearing of labor courts, tribunals etc.

Contents: It includes matter pertaining to employment conditions like pay, hours of works, leave

with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc., laws relating

to such activities, regulations governing labor welfare, social security, industrial relations, issues

concerning with workers’ participation in management, collective bargaining, etc.

Labour welfare:--

21

Labor welfare refers to all the facilities provided to labor in order to improve their working

conditions, provide social security and raise their standard of living. Majority of labor force in India

is working in unorganized sector. In order to provide social security to such workers, Government

has introduced Labor Welfare Fund to ensure assistance to unorganized labors. Five different

welfare funds, which are governed by different legislations, are administered by Ministry of Labor.

The purpose of these welfare funds is to provide housing, medical care, educational and recreational

facilities to workers employed in beedi industry and non-coal mines and cine workers.

Here is a protection group for the safety of employees and labors which tells about what

services are to be provided to employees and shop floor workers.

Employee Welfare Protection Group - Employment Lawyer

Established in 2006, Employee Welfare Protection Group has over 15 years experience in the

employee welfare protection profession, with the focus on providing income, injury and legal

protection to the employee throughout the local area. The company is located in Lowestoft, East

Anglia.

With a 24 / 7 emergency contact centre and fully qualified staff, the company is able to offer a

professional advise service to all employee status. The service is intended to be cost effective,

enabling members to become financially secure.

The organisation supplies reliable welfare benefits, featuring easy, manageable premiums. Tailored to

the employee's requirements, the products are essential for every day needs and can prevent financial

difficulties. The product is available from the website at a reduced cost.

With a staff body of 10 fully qualified tradesmen and women, Employee Welfare Protection Group

has a professional team, qualified in employee rights. Employee Welfare Protection Group has a

satisfied network of members, located through outEast Anglia, including many who are part time

22

employed. The organization is managed by a board of directors who have been involved in the

Employee and Employment Welfare industry for many years. They are well trained to oversee the

organisation, having previously trained in Employment Law.

The five legislations governing welfare funds are as follows:

The Mica Mines Labor Welfare Fund Act, 1946

The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972

The Iron Ore, ManganeseOre and ChromeOre Mines Labor Welfare Fund Act,

1976

The Cine Workers’ Welfare Fund Act, 1981

Schemes under welfare funds provide assistance with respective to the following:

Public health and sanitation

Housing

Recreational (including standard of living)

Social security

Educational facilities

Water supply

Transportation23

Medical facilities (prevention of diseases)

Social security

o Group Insurance Schemes for Beedi and Cine workers.

Workers Welfare Cess Act, 1976 provides for levy of cess by way of excise duty on manufactured

beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This is presently Rs 2 per 1000 beedis

with effect from 28th June 2000.

The Cine Workers Welfare Cess Act, 1981 provides for duty of cess, at such rate not being less than

one thousand rupees and not exceeding twenty thousand rupees, on every feature film submitted to

the Chairman, Central Board of Film Certification. This is Rs 20000 per feature film of Hindi and

English and for regional films it is Rs 10000 per film with effect from 20th April 2000.

The Iron Ore, Manganese Ore & Chrome Ore Mines Labor Welfare Cess Act, 1976 provides for levy

and collection of cess on Iron Ore, Manganese Ore & Chrome Ore between 50p to Re.1/-, Re.1/- to

Rs.6/- and Rs.3/- to Rs.6/- respectively.

The Limestone and Mines Labor Welfare Fund Act, 1972 provides for the levy and collection of cess

on Limestone and Dolomite as a duty of excise at such rate not exceeding one rupee per metric tone

of limestone & dolomite. The rate of cess on Limestone and Dolomite is Re.1/- with effect from 27th

December 2000.

Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of cess on all mica

exported as duty of Customs not exceeding 6.25% ad valorem. This is 4.5% ad valorem on export

with effect from 1st November 1990.

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CHAPTER - 2

REVIEW OF LITERATURE

25

26

REVIEW OF LITERATURE

What is employee welfare?

Employee welfare in general, these are the benefits that an employee must receive from

his/her company, like allowances, housing for those companies who provides, transportation,

medical, insurances, food and some other way where the employee has rights to demand.

At escorts, we care for our employees and consider each and every one a part of the escorts family.

Various Welfare Schemes are in place in keeping with this spirit

Bonuses, 13 month pay, sick leave, maternity leave and vacation are also part of this and even

holidays for other companies.

EMPLOYEE WELFARE FACILITIES

You must provide "adequate and appropriate" welfare facilities for your employees. these

must be provided unless they are unreasonable in terms of time, cost and physical difficulty.

Welfare facilities include toilets, washing facilities, rest and changing facilities, personal security

arrangements (e.g. lockers) and refreshment.

There must be a sufficient number of toilets and washing facilities so that people should not have to

queue for long periods to use them. these should be separate for male and female, unless you have a

very small number of staff. the facilities must be clean, and provided with toilet paper, soap, drying

facilities, and hot and cold running water. they must be well lit, and ventilated to the external air.   

27

FACILITIES FOR WOMEN

Number

of PeopleToilets Washbasins

1 - 5 1 1

6 - 25 2 2

26 - 50 3 3

51 - 75 4 4

76 - 100 5 5

FACILITIES FOR MEN

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Number of People Toilets Urinals Washbasins

1 – 15 1 1 1

16 – 30 2 1 2

31 – 45 2 2 2

46 – 60 3 2 3

61 – 75 3 3 3

76 – 90 4 3 4

91 – 100 4 4 4

You must provide a supply of clean and wholesome drinking water, which is easily accessible

to all employees. cups should be provided and the taps clearly labelled.

You must consider whether suitable facilities are available to staff working off-site or on

temporary sites. if not, temporary arrangements must be provided. some workers may need to be

provided with portable facilities for hand washing.

 If the work activity requires employees to change into specialist clothing, you must provide changing

rooms and facilities for secure storage of personal belongings. you may need to consider separate

storage for clean and dirty clothing, or the provision of laundry facilities.

There should be a suitable seating area for use during breaks. this must be clean and provided with

washing facilities nearby and a means of heating water for hot drinks.

29

EMPLOYEE BENEFITS AND SERVICES

It includes any benefits that the employee receives in addition to direct remuneration. The

synonyms used are fringe, service programmes, employee benefits and hidden payroll.

FUNCTIONS OF EMPLOYEE WELFARE:--

Working conditions A)Factory Health Service

Factory Sanitation B) Recreation

C) Workers EducationD) Economic Services

E) Housing for Employees And Community Services.F) Study of the Working Of The Welfare Acts.G) Social Work in Industrial Setting.

Conditions At Workplace:--

WORKING CONDITIONS:-

It include many kinds working conditions for employees which are helpful for employee in

doing work these are like: temperature, ventilation, lighting, noise, dust, smoke, fuels, gasses,

humidity.

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Conditions at work place

Employee’s health service

FACTORY SANITATION AND CLEANLINESS:--

It is related to cleanliness of the factory, it include provisions for Urinals in factory provisions

for the disposable f waste and rubbish; Provision for water and proper bathing and washing facilities,

and facilities of whitewashing and repair of buildings care and maintenance of gardens, roads and etc.

WELFARE AMENITIES:-

It include care of drinking water, canteen service, lunch, restroom, and other amenities.

Employee Health Services:--

FACTORY HEALTH SERVICES:--

This includes medical examination of employees, factory dispensary and clinic treatment,

firstaid and ambulance room and treatment of any incidents and other kind of health service.

RECREATION:--

It is related to maintain our body fit and fine for this purpose, construct a playground for

playing games. And organize various types of programs like social and cultural activities and physical

games for recreation.

OTHER SERVICES:--

It includes various facilities like:--

o Education to improve skills, earning capacity and lecture programs and audio visual educations.

o Economic services like; housing cooperatives, grain shops and fair price shops, study of the working

of welfare acts.

o Social works in industrial settings like: family planning and employee counseling.

But now these services are counted in statutory provisions and non-statutory provisions. These are

explain further.

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Escorts believe that satisfied employees contribute to the development and growth of the

organization. Escorts apart from providing statutory benefits offers various voluntary benefits to its

employees. These are offered in the form of various allowances, perks and advances as given below:

Types of welfare activities:--

i. Statutory provisions

ii. Non- statutory provisions.

i. Statutory provisions:

These are mandated by the:

a. The factories act, 1948.

b. The mines act, 1952.

c. The plantations act, 1951.

d. The motor transport workers act, 1961.

e. The contract labour (regulation and abolition) act, 1970.

f. The merchant shipping act, 1958.

g. Dock workers (safety, health and welfare ) schemes,1961

h. Inter- state migrant workmen (regulation of employment and conditions of services) act,

1979.

32

ii. Non-statutory provisions:--

It is also called voluntary benefits; include loans for house building, education of children, leave

travel concession, fair price shops, loans for purchasing personal conveyance and a host of other

facilities.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be provided.

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

arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily assessable

so that in case of any minor accident initial medication can be provided to the needed

employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the

office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide

hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office

premises spittoons are to be provided in convenient places and same are to be maintained in a

hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work

safely during the night shifts.

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8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap

on the stand pipe are provided in the port area in the vicinity of the work places.

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

cloth in the factory area and office premises. Adequate lockers are also provided to the

workers to keep their clothes and belongings.

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

water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

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

facility for extensive health check-up

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

to work with flexible working schedules. Flexible work schedules are initiated by employees

and approved by management to meet business commitments while supporting employee

personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged like external

counseling service so that employees or members of their immediate family can get

counseling on various matters.

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4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are

provided for proper action and also for protecting the aggrieved employee.

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

leave policies have also been introduced by various companies.

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

coverage of employees for expenses related to hospitalization due to illness, disease or injury

or pregnancy.

7. Employee Referral Scheme: In several companies employee referral scheme is implemented

to encourage employees to refer friends and relatives for employment in the organization.

LONG SICKNESS BENEFITS

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Long sickness benefits is payable to permanent workmen to cover up the loss of wages

incurred due to absence caused by long sickness.

Long sickness benefit is extended when the workmen is suffering from any of the diseases

mentioned below:

1. Kidney transplant

2. Renal failure requiring long- term dialysis

3. cerebral or vascular strokes

4. Coronary artery diseases or a coronary bypass surgery.

5. Open heart surgery, valve replacement.

6. All kinds of cancer

7. Tb including pulmonary TB.

8. Brain hemorrhage incapacitating the workmen for a minimum period of one month.

9. Serious accident resulting in the compound fracture or a fractured is incapacitating the

workman to work for a minimum period of 30 days.

Incapacitation of a workman from work should be for 30 days or more so as become eligible to

receive this benefit.

To release the benefits under the scheme it is necessary to get the claim certified from ESIC

or by the company’s medical officer as the case may be.

Full payment of HRA is made during the period of long sickness.

The maximum period for which sickness benefit are payable is 365 days.

FINANCIAL ASSISTANCE ON COMPASSIONATE GROUNDS

A lump-sum assistance of rs. 2 lac is given to the legal heir / dependents of the workman dying

during employment.

36

WELFARE SERVICE FOR MEDICAL PURPOSE

Medical Insurance Hospitalization Scheme:

Eligibility : All regular employees not covered under ESI.

Limit: As per hospital bills subject to entitlement under the medical insurance

hospitalization scheme.

Procedure:

The company has tie up with RAKSHA TPA for cashless treatment facilities for

employees and their wards in different networking hospital and claims are directly lodged by

hospital to RTPA.

Employees taking treatment in non-networking hospital have to inform RAKSHA

TPA office 3 days advance in case of emergency have to dial 2250000 and completed set of

papers shall be submitted in personnel department for settlement of claim.

Coverage: self, spouse, legitimate dependent, children up to the age of 25 yrs or up to their

marriage or employed whichever is earlier.

Premium : it is paid by company except for parents whose premium is borne by the

employee.

Sum insured(annual) for each member of the familyWorkmen

37

For minor aliment RS. 40,000

For major aliment RS. 2, 00,000(family floater)

(For major aliment, claim will be entertained up to, max, limit i.e. up to

2, 00,000)

Maternity benefits: Maximum benefits allowable will be rs 40000 applicable only if the

members do not have more than children.

Group personnel accident insurance (gapi)policy

Eligibility:All regular employees covered under corporate medi claim policy. Minimum 3 days

of incapacitation is must for getting claims.

Policy renewal:1st July of every year.

Coverage: The accident risk covers both inside and outside the factory irrespective of being

present on duty or off duty provided the employee has met with an accident. This benefit is for

self only.

Claims: The employee will submit a claim from duty attested by medical officer along

with the supporting documents like medical certificate, x-ray film, fitness certificate, copy of

x-ray report and bills related to medical treatment and certificate of absence from the duty.

Insured amount: Basic *60(minimum of rs.75, 000 &maximum of rs. 2, 25,000)

Cash benefits: temporary disablement -1% of sum assured per week

Permanent partial as per scale of compensation

Permanent disablement:100% of the sum assured.

Upon death: 100% of the sum assured to the legal heir.

LOAN FACILITIES TO ITS MEMBERS

Escorts employees welfare society

38

ELIGIBLITY: All confirmed employees, who are members of society.

Membership Procedure:To submit application form.

Fixed monthly contribution: Min rs. 300 and max RS.500per month

Loan: Every Tuesday through ICICI bank.

Interest payable: 10% p.a. on reducing balance.

On loan:

Interest payable: 9% p.a.

On contribution:

Calculation of loan amount:

(Total contribution of employees * 3)+ (500*no. of yrs of completed service) or

RS. 85000 which ever is less.

Presently members can take a loan up to a maximum of rs. 70000 from the escorts employees welfare

society and rs. 50000 from escorts(farmtrac division) employees welfare society.

Escorts employees welfare trust

Eligibility: All regular employees with minimum 5 yrs of

Confirmed service.

Process: The forms are processed as per budgetary provision

On seniority and need basis.

Purpose: To purchase utility items like T.V., fridge, motor

39

Cycle or marriage (self, daughter, son).

Interest: 10% p.a. on reducing balance.

Recovery: 3 years.

Maximum limit of loan amount is rs. 45000 (20% down payment) in case of marriage rs. 36,000.

LONG SERVICE AWARD

The workmen who have put in long service of 10 year and above are recognized and

honoured by cash awards/gifts worth the cash value as per the table given below:

The list of eligible employees is displayed half yearly.

In case of retiring employee 6 month or more is counted as one full year of service.

TRANSPORT FACILITIES FOR THE EMPLOYEES

40

Completed year of service Value of gift item /cash

10 2,000

15 2,500

20 3,500

25 4,500

30 5,500

35 6,500

40 8,000

The company provided bus facility to the employees coming from Delhi, palwal, hodal,

and mohana area on subsidized rate. As per company policy the management will bear 70% of the

total cost and 30% of the total cost will be borne by the employees. The rate applicable presently of

bus fare (recoverable from employees) are as under:

Type of leave Workmen Apprentices

41

Categor

y

Delh

i

H

o

da

l

Moha

na/

alawa

lpur

Palw

al

Workm

en

502 6

8

9

636 447

(apprenticeship

act)

Casual leave

maximum leave can be

availed at stretch

07

02

12

02

Sick leave accumulation limit

no. of SL can be availed at a

stretch without medical

certificate.

SL can be availed at a stretch

with medical certificate.

07

84

02

any balance

15

-

02

any balance

Earned leave accumulation

limit no. of times for which

EL can be availed in a

calendar year.

Minimum no. of EL that can

be availed at time.

21

126

03

03

Nil

LEAVE RULE AND ENTITLEMENT

EDUCATIONAL SCHOLARSHIP TO SELF AND EMPLOYEES WARDS

Need cum merit scholarship 42

Workmen are eligible to apply for need cum merit scholarship for their wards subject to

get minimum percentage of marks is 60%.

Studying in class vii to university level.

Standard amount in rs. Per annum

Up to 10th 1,000

Up to 11th 1,475

Up to 12th 1,525

Graduation 2,250

Post graduation 2,500

Merit scholarship

1. Irrespective of monthly income, RS.2,250yearly

The children of all employees

Studying from 11th to university

Level are eligible. Provided, they

Fulfill the %age criteria as policy.

2. 11th and 12th – minimum 70% RS.2,400/-yearly

3. Graduation – B.COM, B.A65%, rs.3,000/-yr.

Others 70%

4. Post graduation –m.a./m.com, rs. 3,250/-yearly

Others 70%

MERITIOUS PERFORMANCE AWARD

Class 10th board examination, aggregate 90% and above: Rs. 5,000/-

Class 12th board examination, aggregate 90% and above: Rs. 7,500/-

43

University gold medal in academic course/ professional: Rs.10, 000/-

And degree course.

PROFESSIONAL SCHOLARSHIP

Employees up to the rank of chief general manager who have completed 5 years of

service, their children are eligible for professional scholarship.

For correspondence course

Course amount of scholarship

Lump-sum in rs.

Company secretary ship 6,000

Cost & work accountancy 12,000

Charted accountant 12,000

MBA (Open University) 8,000

AIME 5,000

General management 5,000

For regular course

Course amount of scholarshipin rs per month

44

Residential Non-residential

Engineering 900 500

Modern medicine 900 500

Law /msw/b.ed/m.ed/ 700 300

Public administration/

Industrial public relation/

Hotel management/MBA

Diploma engineering 500 300

RETIRAL BENEFITS TO EMPLOYEES

GRATUITY

Applicability : All employees who have rendered continuous service for not less than 5 yrs.in case of

service will not be applicable disablement condition of 5 yrs of service will not be applicable.

Permanent gratuity: on registration /retirement amount of gratuity (basic+d.a.)* Years of service *

15/26.

On death , gratuity to nominee will be given as under:

Service up to 5 yrs Amount equivalent to 5 months 45

salary (basic +D.A.).

Service above 5 yrs but less than 10

yrs.

Amount equivalent to 10 months

salary (basic+D.A.).

Service above 10 yrs but less than 20

yrs.

Amount equivalent to 15 months

salary (basic+D.A.).

Service above 20 yrs. Normal gratuity plus additional

50% gratuity calculated.

PROVIDENT FUND AND EMPLOYEES

PENSION SCHEME46

Applicability:--ALL employees except apprentices under apprenticeship act are enrolled under the

provident fund act and employees pension scheme 1995.

Contribution

Employees Employers

12 %( Basic+d.a. +personal pay) 12% (basic+d.a. +p.p.)

8.33%-employees pension scheme.

3.57% p.f.

Up to rs. 6,500/- salary

Contribution above rs. 6,500 salaries are added in p.f. a/c of employee.

Interest:8.5% interest p.a. for the year 2007-08 accrued on balance

Amount of p.f. a/c.

Normally retirement pension starts from the age of 58 yrs. The amount of

Pension is calculated as under:

(Pension able salary * pension able service)/70

Pension able salary is average of monthly salary for 2 months proceeding the date of exit.

Pension able service is the service rendered by the members for which contribution has been

made in EPS.

PENSION FROM JEEVAN DHARA POLICY FOR WORKMEN

47

Guaranteed pension

Rs. 450/- per month or 1% of policy amount whichever is higher D.A. :-D.A.

neutralization @ rs. 2 .40 per point AICPI from 1.8.2006.

Canteen service

The canteen services in plant/divisions are run by the management through contractors at subsidized

rates.

The contractor supplies food, tea and snacks as approved by the management in the contract.

Tea and meal breaks in the different shifts are as under:

Shifts Tea break Meal break

First shift 9.30a.m to9.40 a.m.

2.30p.m. to 2.40p.m.

12.00 noon to

12.30

Second shift 6.30 p.m. to 6.40

p.m.

10.30 p.m. to 10.40

p.m.

8.30 p.m. to 9.p.m.

Third shift 2.30 a.m. to 2.40a.m.

6 a.m. to 6.10 a.m.

5.00 a.m. to 5.30

a.m.

In third shift only tea and snacks are provided during meal break.

48

CANTEEN MANAGEMENT COMMITTEE

A ‘canteen management committee’ nominated for a period of one year consisting of

equal numbers of workmen and management representative is constituted. The committee

meets once in a month to review and suggest improvements in the functioning of the canteen.

The grievance of the workmen with regard to quality of food, cleanliness of the canteen and

service are discussed and action plans are worked out for implementation.

49

CHAPTER – 3

RESEARCH METHODOLOGY

50

OBJECTIVES OF THE STUDY

To know employees preferences regarding welfare facilities provided by the company.

o To study the information regarding the welfare policies provided by the company to themployees.

To check the role of management while providing welfare schemes.

The study aims at providing relevant information for marking the necessary amendment in the

welfare policies of the company.

To know how employees are availing the welfare schemes.

To know the formalities fulfilled before availing the welfare schemes.

51

SCOPE OF THE STUDY

Only theoretical knowledge is not enough in any study, one also has to look after its practical

aspect if he wants to know real situation and to know what the problems in implementing theory in

to practice are. Lecture given in classroom help us to understand the fundamental concept of

management.

As an essential part of our BBA. program I got a chance to have the training with escorts

(AMG, plant-1 Faridabad)

The project assigned to me during my summer training at escorts (AMG) was the “employee

welfare policies of the company”

There are three plant in Faridabad i.e. plant-1, plant-2, plant-3.

For the purpose of my study, I personally met the employees of various plants; all of them

provided me with the necessary information related to the project.

First of all I have collected the various welfare policies from induction manual, from welfare

notice board , internet and with direct interaction with the employees of the company.

From this study I came to know the various facilities that are provided by company to their

employees.

For this study a questionnaire was prepared to collect the information on the employee’s

preference regarding the welfare policies provided by the company.

From the study I came to know the preference of employees regarding various facilities

provided by the company.

52

LIMITATIONS OF THE STUDY

Sample size, which I have taken, is very small, on the basis of which efficient decisions cannot be

taken.

Co-operation of respondents: this has been a major problem. Employees were reluctant to fill the

questionnaire or face the interview.

Another constraints has been regarding cost since study involves the collection of primary and

secondary data. Therefore the cost incurred was much more. Due to constraints the coverage of the

study could not be extended to more customers.

Our knowledge is limited as we are students and does not have much experience.

Managers and employees of the company are hesitating to disclose the information.

53

RESEARCH METHODOLOGY

“Research is a systematized effort to gain new knowledge.” It is a systematic study

consisting of a problem formulating a hypothesis collecting the facts and data, analyzing the facts

and reaching for certain conclusions, which can be in the form of either solution towards a problem.

1.RESEARCH DESIGN:--

A research design is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in procedure. The

research design used in my study is basically descriptive in nature.

Research design is of three types:-

a) EXPLORATORY RESEARCHb) DESCRIPTIVE RESEARCHc) CASUAL OR EXPERIMENTAL RESEARCH

Exploratory Research:-

This type of research is used to gain familiarity with the phenomenon and know about it. In this it is

used to discovering the history and the working of the organization.

Descriptive Research:-

It is used to describe the factors of the objects that are used when I have to measure something in the

changing conditions.

Causal & experimental Research:-

It is used when I have to know what the results of some action on

the organization. Generally, it is used to do experiments.

54

I used exploratory research to use to discovering the history and working of the organization.

2. SAMPLE DESIGN:

A sample design is a definite plan for obtaining a sample from a given population. It

refers to the technique or the procedure the researcher would adopt in selecting items for the sample

i.e. the size of the sample. Stratified sample method is adopted to select the sample.

4. SAMPLE UNIT:

Sample is made on the basis of the stratified sampling, in this type of sampling simple

random and sub sample are drawn from different data which are equal o some characteristics .The

first step in stratified sampling choosing a strata on the basis of existing information.

5. SAMPLE SIZE:

Hundred

6. GEOGRAPHICAL AREA:

Plant-1, plant2, plant-3.

55

RESEARCH PROBLEM

A researcher experiences some difficulty either in a theoretical and practical

situation and wants to obtain a solution

Major components of a research problem:

If someone goes for a research then there should be a problem for which he go and solved

it.

The problem should be helpful for achievement of objective.

There are alternative means to achieve objectives, and the researcher must know about

the favorable and unfavorable means of the objective.

There is a doubt in the mind of the researcher, so that researcher can achieve his

objective.

The environment should be problem pertaining so that he can found the problem and for

solving it he can do research.

56

DATA COLLECTION

The study made in use of both primary and secondary sources.

PRIMARY DATA COLLECTION: -- the survey has been undertaken on the lines of interaction

with employees of different plants and managers of the company with the help of structured

questionnaires.

SECONDARY DATA COLLECTION:-- secondary data have been collected from various sources

involving induction manual, internet etc that were of considerable help to me.

ANALYSIS OF DATA:-

The data after collection has to be processed and analyzed with the outline laid for the

purpose at the time of developing the research plan. This is essential for a scientific study and

forinsuring that we have all relevant data for making contemplated comparison and analysis.

Technically speaking processing implies editing, coding, classification and tabulation of

collection data so that they are amenable to analysis.

The term analysis refers to the computation of certain measures along with searching for

patterns of relationship that exist among data groups. To analyze the data percentage, pie charts,

graphs etc are used.

57

CHAPTER- 5

DATA ANALYSIS

AND

INTERPRETATION

58

DATA ANALYSIS & INTERPRETATION

QUESTION 1: DOES YOUR ORGANIZATION /COMPANY FOLLOW THE

EMPLOYEE WELFARE SCHEMES?

TABLE

GRAPH

020406080

100120

yes no

answerof follwers

follo

wer

s

Series1

INTERPRETION:

Out of 100 employees surveyed, all are agreed that there are welfare schemes in their

organization/company.

59

YES NO

100 0

QUESTION 2: WHAT IS /ARE THE MAIN OBJECTIVE(S) BEHIND EMPLOYEE

WELFARE?

TABLE

GRAPH

MOTIVATE ANDRETAINEMPLOYEES

LOYALTYTOWARDS ORG.

MINIMISESOCIAL EVILS

IMPROVE LOCALIMAGE

ALL OF ABOVEINETERPRETATION:

Out of 100 people surveyed, 38% employees said that welfare schemes helps in improving the

image of the company. 30% says motivate to do work in this organization, 20% are loyal

60

OBJECTIVES NO.OF

PERSONS

Help to motivate and retain employees. 30

Loyalty in workers towards the organization 20

To minimize social evils such as alcoholism,

gambling etc.

6

Helps to improve the local image of the

company

38

All of above 6

because of goods welfare schemes and 6% helps in minimizing the social evils among the

employees

QUESTION 3: WHO MAKES THE EMPLOYEE WELFARE SCHEMES/POLICIES?

TABLE

GRAPH GRAPH

Immediatesuperiorspecializedcommittee

personneldepartment

don't know

INTERPRETATION:

Out of 100 people surveyed, 40% of people doesn’t know who made welfare schemes for

them. 11% says immediate superior made, 25% says specialized committee and 24% says

personnel department.

61

MAKERS NO. OF PERSONS

Immediate superior 11

Specialized committee 25

Personnel department 24

Don’t know 40

QUESTION 4: ARE YOU SURE SATISFIED WITH EMPLOYEE WELFARE

SCHEMES IN THE ORGANIZATION ?

TABLE

GRAPH

01020304050

1/1/1900 1/3/1900

never always

no. of persons

Series1

INTERPRETATION:

Out of 100 persons 50% are always satisfied from the welfare schemes of the

company, 40% are satisfied and 10% never satisfied from the welfare schemes.

62

Thinkers NO. OF PERSONS

Always 50

Sometimes 40

Never 10

QUESTION 5: DO YOU THINK THAT WELFARE WHICH HAS BEEN DONE IS

FAIR TO ALL WORKERS?

TABLE

GRAPH

0

20

40

60

80

100

YES NO

NO. OF PERSONS

Series1

INTERPRETATION:

Out of 100 people surveyed, 80% says welfare schemes are fair to all workers and 20% says

not fair to all workers.

63

YES NO

80 20

QUESTION 6: HAVE YOU NOTICIED ANY MISTAKE REGARDING EMPLOYEE

WELFARE SCHEMES?

TABLE

Implication NO. OF PERSONS

Every time 10

Sometimes 30

Never 60

GRAPH

010203040506070

1no. of persons

every time

sometimes

never

INTERPRETATION:

Out of 100 people surveyed, 60% people says there is no mistake in welfare schemes, 30%

says sometimes there is mistake done by the management and 10% says there is always

mistake in welfare schemes

64

QUESTION 7: ARE YOU SUFFICIENTLY UTLIZING THE WELFARE SCHEMES

PROVIDING BY THE COMPANY?

TABLE

YES NO

90 10

GRAPH

85 90 95 100

NO. OF PERSONS1

NO 10

YES 90

1

INTERPRETATION:

Out of 100 people surveyed, most of people are availing the welfare schemes i.e. 90%, only

10% people are not availing welfare schemes sufficiently.

65

QUESTION 8: WHAT ARE THE TOOLS AND TECHNIQUES ADOPTED FOR THE

WELFARE SCHEMES?

TABLE

GRAPH

0

50

100

1no. of persons

0123

proper formatproper format

fcfs

no method

INTERPRETATION:

Out of 100 people surveyed, most people say proper format is there for availing welfare

schemes of the company i.e. 80% and 25 says there is no method for availing welfare schemes.

66

Type of implication No. of persons

Proper format 80

First come first serve

basis

18

No method 2

QUESTION 9: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT

BESIDES ANY WELFARE SCHEMES?

TABLE

Implication NO. OF PERSONS

ALWAYS 35

SOMETIMES 58

NEVER 7

GRAPH

no.of persons

always

sometime

never

INTERPRETATION:

Out of 100 people surveyed, 35% says management helps them besides welfare schemes, 58%

says on some occasion management helps them besides welfare schemes and 7% says there is

no help from the side of management.

67

QUESTION 10: IS WELFARE SCHEMES PROVIDING BENEFICIAL TO YOU IN

ENHANCING YOUR PRESENT LIVING OF STANDARD?

TABLE

YES NO

70 30

GRAPH

YES

NO

INTERPRETATION:

OUT of 100 people surveyed, 70% people agreed that welfare schemes have increased their

standard of living but 30% are not agreed to this statement.

68

QUESTION 11: DO YOU WANT ANY CHANGES IN THE METHOD / POLICIES OF

EMPLOYEE WELFARE?

TABLE

GRAPH

INTERPRETATION:

Out of 100 people surveyed, 98% people doesn’t want any changes in existing welfare

schemes, only 2% people want the change.

69

YESNO

YES NO

98 2

QUESTION 13: ARE ALL THE EMPLOYEES MOTIVATED THROUGH MONETARY

(WELFARES) INCENTIVES?

TABLE

GRAPH

INTERPRETATION:

OUT of 100 people surveyed, 80% people agreed that employees motivated through

monetary incentives but 30% are not agreed to this statement.

70

YES NO

80 20

QUESTION 14: ARE ALL THE EMPLOYEES MOTIVATED THROUGH

SUPERVISION?

TABLE

GRAPH

INTERPRETATION:

Out of 100 people surveyed, 70% says mostly welfare schemes not motivated to all workers

and 30% says not fair to all workers.

71

YES NO0

10

20

30

40

50

60

70

80

Series1

YES NO

70 30

QUESTION 15: IS THE EMPLOYEE OFTEN TAKE PART IN THE MANAGEMENT

PLANNING?

TABLE

GRAPH

INTERPRETATION:

Out of 100 people surveyed, 60% says sometimes employees’ takes part in management planning and 30% says they not provide the opportunity to the employee in mgt. planning.

72

YES

NO

0 10 20 30 40 50 60 70 80

Series1

YES NO

70 30

QUESTION 16: DOES THE WORKING CONDITION EFFECTS THE EMPLOYEES

ATTITUDE TOWARDS THE ORGANIZATION?

TABLE

GRAPH

INTERPRETATION:

Out of 100 people surveyed, 90% says working conditions helps in change the attitude of employees towards the organization and 10% says no.

73

YESNO

YES NO

90 10

QUESTION 17: IS THE RESPONSIBILITY AFFECTS THE EMPLOYEES MOTIVATION?

TABLE

GRAPH

INTERPRETATION:

Out of 100 people surveyed, 75% says working responsibility helps in motivate the employees of organization and 25% says it just remove the burden of Mgt.

74

YES NO0

10

20

30

40

50

60

70

80

Series1

YES NO

75 25

DATA ANALYSIS

The analysis was done for frequency distribution. And in this I have used tabulation

technique of data analysis.

The data after collection has to be processed and analyzed with the outline laid for

the purpose at the time of developing the research plan. This is essential for a scientific study

and for insuring that we have all relevant data for making contemplated comparison and

analysis.

Technically speaking processing implies editing, coding, classification and tabulation of

collection data so that they are amenable to analysis.

The term analysis refer to the computation of certain measures along with searching

for patterns of relationship that exist among data groups. To analyze the data percentage, pie

charts, graphs etc are used.

75

CHAPTER -6

FINDINGS OF THE STUDY

76

FINDINGS

During my training I found that-

Most of the employees are satisfied with employee welfare schemes of the organization.

Written notice should be given to the personnel department in advance before availing any

welfare schemes.

The trust provides financial assistance in case where the employees has medical expenses on

treatment of self or the family members beyond his coverage /limits under any of the scheme

of the company.

There are so many formalities before availing welfare schemes:-

Written notice with your signature and E.I. no. and department.

Filling of application form before availing any scheme.

If a benefit is taking for long sickness, then the claims should be certified from ESIC or by the

company’s medical officer.

Reason behind taking welfare scheme.

A worker can avail some schemes of welfare when he completed some specific year while

working in the organization.

Many employee take unduly advantage of the welfare schemes

77

CHAPTER - 7

CONCLUSION

AND

SUGGESTIONS

78

CONCLUSION

In the end I like to conclude that:

o The “Employee Welfare Scheme” provided by the ESCORTS is very good for employees, but

many employees take unduly advantage of it and sum employees do not know how to avail the

welfare policies.

o Trust provides financial beyond his limit under any of the scheme of the company.

o The welfare scheme provide by the company is fulfilling all the statutory and non-statutory

provisions.

o Employees are very happy with the welfare schemes of the company and they do want any

changes in it.

In the end, I would like to conclude that besides having a very good welfare schemes

running by the organization, the managers of the company specially personnel managers should

take care that, no employee take unduly advantage of the welfare policies and the employees who

do not sufficient knowledge about welfare policies, they should guide them. And each and every

employee should be treated equally.

79

SUGGESTIONS

Suggestions received from the respondents of the questionnaire:

The following are the suggestions received from the respondents of the questionnaire. The

suggestions are based on their experience regarding welfare schemes for the workers.

1. Extension of bus facilities of local conveyance should be improved.

2. Periodic survey’s to know the opinion of the employees should be conducted and findings should be

implemented.

3. Formalities for availing the welfare schemes should be reduced.

4. The welfare services should be fast and any problem related to the employees should be trackled

within short span of time.

5. A yearly welfare calendar should be printed and distributed among all employees.

6. There should be no biased decision taken by the managers while providing any help besides welfare

schemes of the company.

7. The employees who should take undue advantage of welfare schemes should be given warning not to

do these type of activities again.

In the end, I can say that ESCORTS is doing its best efforts in providing a welfare services

which are universal to their employees and have made Them leader in the market, but even then

ESCORTS should consider the Problems faced by their employees while availing its services.

80

CHAPTER-9

ANNEXURE

81

BIBLIOGRAPHY

a. KOTHARI, C. R.RESEARCH METHODOLOGY, new age publication house (2nd edition).

b. ASWATHAPPA, K.,PERSONNEL MANAGEMENT MC GRAW hill publications (4th

edition ).

c. MAMORIA, C.B.PERSONNEL MANAGEMENT(2nd edition).

d. SHARMA,V.K. HUMAN RESOURCES MANAGEMENT (3rd edition).

WEBSITES

www. Escortsagri .com

www. Escorts agri machinery group.com

www.google.com

82

QUESTIONNAIRE

Employee welfare

NAME -------------------

NO………………...

DEPTT………………..

Q1. Does your organization follow the employee welfare schemes?

i. YES

ii. NO

Q2. What is/are the main objectives behind employee welfare?

II. Help to motivate and retain employees

III. Loyalty in workers towards the organization.

IV. To minimize social evils such as alcoholism, gambling. Etc.

V. Helps to improve local image of the company.

VI. All of the above.

Q3. Who makes the employee welfare schemes/policies?

I. Immediate superior

II. Specialized committee

III. Personnel department

IV. Don’t know

Q4. Are you satisfied with employee welfare schemes in the organization?

i. Always

ii. Sometimes

iii. Never

83

Q5. Do you think that welfare which has been done is fair to workers?

i. Yes

ii. No

Q6. Have you noticed any mistake regarding employee welfare schemes?

i. Every time

ii. Sometimes

iii. Never

Q7. Are you sufficiently utilizing the welfare schemes providing by the company?

i. Yes

ii. No

Q8. What are the tools and techniques adopted for the welfare schemes?

1. proper format

2. first come first serve basis

3. no method

Q9. Do you receive any help from your management besides any welfare Schemes?

i. Always

ii. Sometimes

iii. Never

Q10. Is welfare schemes providing beneficial to you in enhancing your Present living of standard?

i. Yes

ii. No

Q11. Do you want any changes in the method /policies of Employees Welfare?

i. Yes

ii. No

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Q12. Any kind of suggestions?

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Q.13 Are all theemployees motivated through monetary (welfares) incentives?

i. Yes

ii. No

Q.14 Are all the employees motivated through supervision?

i. Yes

ii. No

Q.15 Is the employee often take part in the management planning?

i. Yes

ii. No

Q.16 Does the working condition effects the employees attitude towards the organization?

i. Yes

ii. No

19. How do you determine your welfare schemes of your employees?

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20. What are the different types of welfare schemes you have for the employees?

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21. What is the methodology of evaluating the welfare schemes?

I. Working conditions

II. Factory Sanitation & Cleanliness

III. Welfare Amenities

IV. Factory Health Service

V. Workers Education

VI. Economic Servicesa) Housing for Employees And Community Services.b) Study of the Working Of The Welfare Acts.c) Social Work in Industrial Setting.

22. Do you evaluate the welfare schemes in different stages (reaction level, learning level, job

behavior level and result)?

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23. Do you have any system of making action plan or job improvement plan if schemes undergoes?

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24. How do you evaluate the behavior after getting the benefits?

25. Who all are involved in the evaluation process (superior, subordinate, peers, trainer and co-

coordinator)?

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