HR - Hero Motors & Other Companies LOVELY SAMAL
Transcript of HR - Hero Motors & Other Companies LOVELY SAMAL
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Greater Noida-201306 (U.P)
ACKNOWLEDGEMENT
This report has been made possible through the direct and
indirect cooperation of various persons for whom I wish to
express my appreciation and gratitude.
First & foremost, my intellectual debt to my Faculty Guide
Mr. vikas chadha, IIMT COLLEGE OF MANAGEMENTGreater Noida-201306 (U.P) who has continuouslyprovided his valuable suggestions and guided me to makethis project report more useful.
I am extremely grateful to all people who has contributed
significantly for completion and improvement of my
research to make this report the ultimate one. Faculties,
Staffs and friends and employees of Hero Motors Ltd haveconstantly encouraged me with their words, appreciation
and advices. It is of course impossible to mention
individually all of them.
LOVELY SAMAL
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ROLL NO . 6134527BBA
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TABLE OF CONTENTS
1. Acknowledgement
2. Synopsis
3. Introduction
A) Definition of Employee Welfare SchemesB) Facilities cover under Employee Welfare Schemes
C) Need of Employee Welfare in organization
4. Company Profile
A) Overview of the company
B) History of Hero Motors
C) Evaluation of Hero Motors
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D) Mission & Vision of Hero Motors
E) Values of Hero Motors
F) Corporate Objective of Hero Motors
G) Organization Structure of Hero Motors
5. Objective of the research
6. Research Methodology
A) Sample
B) Instrument used
C) Data collection method
D) Project evaluation method
7. Employee Welfare at Hero MotorsA) Loan Policy
B) Canteen facility
C) Medical facility
D) Uniform provided
E) Transportation facility
F) Training and development
G) Telephone allowances
H) Awards
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I) Gifts and events
8. Data Analysis
Comparison between companies regarding training cost
Comparison between companies regarding loan facility
Comparison between companies regarding canteen subsidy
Comparison between companies regarding medicine cost
Comparison between companies regarding mobile
allowance Comparison between companies regarding Gift cost
Comparison between companies regarding Break time
9. Interpretation
10. Suggestions & LimitationsA) Suggestions for Hero Motors
B) Limitations of project report
11. Questionnaire
Sample of questinnaire
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Project Title : Comparative Study of
Employee Welfare Scheme
between Hero Motors Limited
and Other CompaniesLocation : Hero Motors Ltd.
Summary of Project:
The terms ``employee welfare benefit plan'' and ``welfare
plan'' are defined in section 3(1) of the Act to include plansproviding ``(I) medical, surgical, or hospital care or benefits,
or benefits in the event of sickness, accident, disability,
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death or unemployment, or vacation benefits,
apprenticeship or other training programs, or day care
centers, scholarship funds, or prepaid legal services, or (ii)
any benefit described in section 302(c) of the Labor
Management Relations Act, 1947 (other than pensions on
retirement or death, and insurance to provide such
pensions).''
Welfare facilities include toilets, washing facilities, rest and
changing facilities, personal security arrangements (e.g.
lockers) and refreshment, recreational facilities, Loan
facilities, personal growth facilities like library facility; training
facility, Safety and Security measures, adjustable working
shift and timing, festival grants, transportation facility,
housing facility etc.
Company Profile:
Hero Motors is a part of the HERO GROUP, which is a multi
billion dollar group with diverse interests in manufacturing,
engineering design, corporate services, and value added
engineering. Hero Motors is an integrated engineering
services provider that has high quality processes and aworld-class technical team in place to deliver the best
solutions in engineering.
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Employee Welfare Scheme Objective of the Project:
The purpose of this report is to evaluate the on going
activities carried out under Employee Welfare Schemes in
Hero Motors Ltd, and Comparing with other organizations
so that to competently support the organization to develop
and administer effective employee welfare and ensure
continuous commitment from employee part for achieving
the ultimate goal of the organization .
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RESEARCH METHODOLOGY:
Selecting the companies for the puepose of comparison.Gathering information regarding employee welfare of those
companies.
Using questionnaire for collecting information
Analysing the information for fulfillment of report objective.
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DEFINITION:
The terms ``employee welfare benefit plan'' and ``welfare
plan'' are defined in section 3(1) of the Act to include plans
providing ``(I) medical, surgical, or hospital care or benefits,
or benefits in the event of sickness, accident, disability,
death or unemployment, or vacation benefits,
apprenticeship or other training programs, or day care
centers, scholarship funds, or prepaid legal services, or (ii)
any benefit described in section 302(c) of the Labor
Management Relations Act, 1947 (other than pensions on
retirement or death, and insurance to provide such
pensions). ''
Welfare facilities include toilets, washing facilities,
rest and changing facilities, personal security
arrangements (e.g. lockers) and refreshment,
recreational facilities, Loan facilities, personalgrowth facilities like library facility; training facility,
Safety and Security measures, adjustable working
shift and timing, festival grants, transportation
facility, housing facility etc.
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15
EMPLOYEEWELFARESCHEMES
Personal
Growth Facility
WorkingCondition
Recreational&
RefreshmentFacility
MedicalFacility
CanteenFacility
Transportation Facility
Safety &Security
Leave &HolidayFacility
LoanFacility
OtherFacilities
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Different facili ties cover underEmployee Welfare Scheme:
PLANT OFFICETIMINGS
ENVIRONMENT ENVIRONMENT
1. Ventilation 1. Air-conditioned deptt.1. Shifts
2. Lighting 2. Seating arrangement2.Overtime
3. Temperature 3. General Cleanliness3.Breaks 4. Humidity 4. Personalcomputer/Laptop
5. Elimination of dust,Smoke, fumes etc.
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Working Condition
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TRAINING EDUCATIONALPERFORMANCEFACILITY FACILITY MEASURE
1. Internal Training 1. Library 1.Regular & effective2. External Training 2. Debating Union
appraise3. Workshop & Seminars 3. Workers childrens 2. Monetary/
Nonschools monetary
awards
FIRE ARMED SECURITYTECHNICALMEASURES PROTECTION GUARDPROTECTION FOR
ACCIDENTPROTECTION
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Personal Growth Facility
Safety & Security Measures
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CLUBS EVENTS1. Gymnasium 1.
Picnic2. Creches 2. Factory
Foundation day3. Recreational Club 3.
Cultural evenings4. Festivals
celebration
SANITATION OTHER FACILITIES
1. Toilets 1. Rest room2. Wash-basins 2. Tea &
Snacks at breaks3. Water & Waste disposal 3. Water
cooler
4. Dustbins & Spittoons
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Recreational Facility
Refreshment Facility
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DISPENSARY INDIVIUALTREATMENT
1. First-Aid 1. Hospital & Medicine cost2. Regular Doctor for accidental
case
3. Medicines for minor injuries & illness 2. Freemedical check-up
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Medical Facility
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UNIFORM CHILDREN FESTIVALHOUSING TRAVELLING
SCHOLARSHIP GIFTS
Need for Employee Welfare:
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EmployeeWelfare
Schemes
Intellectual, physical, moral,social & economical betterment
Ensurecontinualcommitment of employeetowardsorganization
Fulfilling Governmental Laws,Statutory Provisions orrequired by customs of the
Create &improveorganizational image
Other facilities
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OVERVIEW OF THE COMPANY:
Company Name: HERO MOTORS LIMITED
Company Address : 10 th Km Stone, G.T. Road, P.O.-
Dujana- 203207, Dadri, Distt- Gautam Budh Nagar,
Ghaziabad, U.P.
Industry : Automobile Spareparts
Product range : Gear block, Cylinder block, Swing arm,
Main stand, Side stand, Chain case etc.
New Comings: Cyclomoto
Mother concern: HERO GROUP OF COMPANIES:
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Hero Cycles - Founded in 1956, largest manufacturer of
cycles in the world, manufacturing over 6 million cycles per
year.
Hero Honda - Joint Venture with HONDA, Japan largest
Motor cycle manufacturer in the world, manufacturing over
2.5 million motorcycles per year
Hero Motors - Auto component outsourcing / scooter & Step
through maker & parent company of Hero Global Design.
Hero Global Design Design/ Engineering/ Prototyping and
Manufacturing support services.
Munjal Showa - Joint Venture with Showa, Japan largest
manufacturer of shock absorbers in India
VI) Sunbeam Auto & Munjal Castings - Aluminum die
casting Unit
E Systems - Soft ware services
Hero Mindmine BPO training services, BPO services; Call
Center
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ACHIEVEMENTS:
Hero Group ranks amongst the top 10 Business Housescomprising 18 companies, with an estimated turn over of
US$ 1.8 billion during the fiscal year 2003-2004.
Hero Group Management has been acclaimed
internationally by World Bank and BBC.
HSBC-Merril Lynch has estimated Hero Group would be
among the Top Value Creator in 2001-2004.Hero Honda Motors was ranked 3 rd amongst top Indian
companies Review 2000-Asias leading companies award
(2003) by Far Eastern Economic Review.
Hero Cycles Limited is a Guinness Book Record holder
since 1986 as the wolrds largest manufacturer of bycycles,
with annual sales volume of 5.2 million bicycles in FY 2004.
Hero Motors Limited was awarded as Highest Automobile
Exporter in the year of 1995-1996 & 1996-1997.
Hero Motors is Certified by ISO 9000 in the year of 2002.
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HISTORY OF HERO MOTORS:
Hero, the brand name synonymous with two-wheelers
in India, is a multi-unit, multi-product, geographically
diversified, Group of Companies - the reflection of the steely
ambition and indomitable grit of the Munjal Family. Hero
began its journey around four decades ago. Munjal
Brothers, the founders of the Hero Group, started out in
1950 in business of bicycle components, and then complete
bicycles. Like every success story, Hero's saga contains an
element of spirit and enterprise; of achievement through grit
and determination, coupled with vision and meticulous
planning.
Hero Motors is the part of the 7800 crore Hero Group with
diverse interests in manufacturing engineering design,
corporate services and value added engineering.
The company incorporated its business with the name of
Majestic Auto Limited in 1978. It was established atLudhiana by Mr. O.P.Munjal, chairman of the coimpany.
Later in 1988 another production plant, namely Majestic
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Auto Limited-II was established by Mr. Pankaj Munal at
Ghaziabad. In 2005 the company has demerged and the
second plant of Ghaziabad was renamed as Hero Motors
Limited. The plant area of Hero Motors spread over 30 acre
land. HML has another small plant of 20 acre land at
Manesar, near Gurgaon where they produce Ferrous
casting products for their customers. At Manesar a different
foundry project is also going on for establishing another big
production plant over there.
Hero Motors (and subsequently Hero Global Design), set up
in 1988 was originally focused solely on the two-wheeler
market. The company manufactured two stroke mini
motorcycles under the HERO PUCH brand, two strokescooters under the HERO WINNER brand and four-stroke
step through motorcycles under the HERO SMART and
HERO STING brand.
The Automobile and the Automobile Component Industry is
one of the largest growing in India. Hero Motors considers
this to be a focus area. Since 2004, based on a new
strategic initiative, Hero Motors is nurturing the integrated
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EVALUATION OF HERO MOTORS:
1988 - Set up to manufacture mopeds in technical collaborationStyer Daimler Puch, Austria
1993 - Became Indias largest exporter of two wheelers
1995 - Launched Indians first big wheeled PTW in technical
collaboration with Malaguti, Italy
1998 - Started development of four stroke engines in technical
collaboration with Briggs & Stratton, USA
- Designed two vehicles in technical collaboration with I.D.E.A
Institute, Italy
- Formed HERO GLOBAL DESIGN
2001 - Launched HGD designed specialized moped HERO
POWER range
2002 - Launched Indias first four stroke moped HERO SMART
2003 - Launched step thru motorcycle - fully designed by HGD HERO- STING Entered into agreements with ROTAX for engine
& part development & plant up gradation
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We focus on process to deliver the end results.
We encourage Plan first FOCUS ON RESULT ORIENTED
PROCESS
We accept failures, if lessons have been learnt from these
failures. ACCEPT, LEARN & IMPROVE FROM FAILURES
We take decisions in the light of Service, Quality, Delivery
and Cost in the same order of priority. SQDC OUR WAY
OF DECISION MAKING
We provide equal opportunities to all for growth in their
career with HERO. ORGANIZATIONAL GROWTHTO INSPIRE ALL ASSOCIATED INDIVIDUALS
We encourage and promote work environment based on
internal customer-supplier relationship. Those who run
extra mile to bring improvement in customer (internal/
external) satisfaction are recognised. EVERY ONE IS CUSTOMER / SERVICE PROVIDER AT HERO
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SAFETY- No. of accident
PRODUCTIVITY- 1. Delivery performance
2. Machine uptime
3. Product development time
QUALITY- 1. Customer rating
2. BOP rejection
3. In-house rejection
4. Customer end rejection
COST- 1. Cost of poor quality
2. Premium fright
MAN DEVELOPMENT - Training Mandays
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The purpose of this report is to evaluate the on going
activities carried out under Employee Welfare Schemes in
Hero Motors Ltd, and Comparing with other organizationsso that to competently support the organization to develop
and administer effective employee welfare and ensure
continuous commitment from employee part for achieving
the ultimate goal of the organization
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SAMPLE:
ESCORTS TRACTOR LTD.
18/4 Mathura Road- Faridabad
MOTHRSON AUTOMOTIVE TECHNOLOGIES &
ENGINEERIMG LTD.
D-14, Sector-59, Noida
KENWOOD NIPPON
D-8, Sector-10, Noida
Instruments Used:
Questionnaire
Data Collection Method:
Primary Data: Through Questionnaire
Interview method
Details of data regarding cost from files of Finance
Department.
Personal observation of every welfare facility
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PROJECT EVALUATION METHOD:
PROJECT EVALUATION METHOD:
Sort out the feedback of different companies about what
they give to their employees and also sort out the
information of benefits given by Hero Motors.
Summary of Feedback for Future Planning from responses. Analysis of surveys through statistical tools and charts and
evaluation of the study.
Analysis of the information gathers from other companies
and makes comparison of total employee welfare schemes
in different parameters.
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Employees are always important the people who put Hero
Motors business philosophy into practice. HML wants
employees who can carry out their missions and fulfill their
roles, with the aim of contributing to the enhancement of the
Companys enterprise value, thereby winning societys trust.
In order to have a solid organization which attracts and
inspires employees like these to actively contribute to the
Company with their best efforts, skills and abilities. Hero
Motors is endeavoring to establish effective systems for performance evaluation and compensation, human
resources development, and staff deployment.
Furthermore, HMLs welfare and benefits system is
designed to provide an environment in which employees
can enjoy fulfilling lives both at work and at home, and make
the most of their abilities. While providing a workplace
where employees can focus on their work without
distractions, the welfare and benefits system also helps
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keep them in the best of health, and serves as a safety net,
giving employees a stronger feeling of security.
LOAN POLICY:
Hero Motors provides its employees two types of loans-
Personal loan for any personal purpose like marriage,
higher education, housing etc and Vehicle loan. Total 10
loans approved in a month in first come first serve basis.
For staffs there is no interest charged up to Rs. 5000/- and
recovered in 10 equal monthly installments from the
employees salary, above this amount 14% interest are
charged/ year and recovered in 20 EMI. For workers up toRs.15000/- is interest free above which 14% interest are
charged.
As vehicle loan, 75% of the total cost paid by company as
loan in 5% interest and recovered in 60 EMI including
interest. Car loan available for managers and above only.
Amount given as loan at different levels:
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G.M and above - 2 Lac
A.G.M I - 1.5 Lac
A.G.M II - 1.25 Lac
Managers - 1 Lac
CANTEEN FACILITY:
Canteen is not only a place for taking lunch or dinner. It is a
place where employees on department can meet with
employees of other departments and can make some
chitchat that helps to improve the informal communication
flow within organization. In Hero Motors a specious and
well-equipped canteen is there facilitated with every modern
facility like comfortable seating arrangement, water cooler and washing facility.
Hero Motors provides canteen subsidies for employees;
lunch coupon distributed at Rs.14/- and Rs. 3/- is paid by
company as subsidy. Snacks coupons are distributed at 35
paise to workman and at breaks two times free teas areprovided. Employees working for overtime above 4 hours
are entitled for free lunch. Summer Trainees are provided
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free lunch during their training periods. Except these meal
allowances for lunch and snacks are also given to
employees if they are outside the plant for any official
purpose during lunchtime. Hero Motors provides free lunch
to the visitors and guests (like corporate guests or
candidates of interview) who come for any official purpose.
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MEDICAL COST OF LAST THREE FINANCIAL YEARS:
Year
Cost for
medicines
Cost behind
employees
treatment
Doctor's
fees
April 2005-
March 2006 59,700 39,000 72,000April 2004-
March 2005 12,000 97,400 60,000April 2003-
March 2004 23,300 4,50,000 60,000
Hero Motors gives its employees mediclaim facility, under
which the policy premiums for employee are given by Hero
Motors and policy premium of employees family members
are paid by employee.
MAXIMUM AMOUNT PAID AS PREMIUM AT DIFFERENT
LEVELS:
MD and Family 5 LacVice President and Family 4 Lac
General Manager I/II 3 Lac
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Assistant General Manager I/II -2 Lac
Manager I/II, Assistant Manager I/II- 1.5 Lac
Executive I/II/III -1 Lac
Supervisor Rs. 50000/-
Workmen/ Driver/ Peon- Rs.15000/-
Uniform Provided:
To create a sense of unity, proud feelings for organization
and a sense of belongingness it is very necessary for every
organization to create and maintain an identity. For this
purpose Hero Motors provides uniforms for all its employees
from workers to high-level managers.
Two pants and two shirts for men and sarees and salwar
suits for ladies are distributed yearly. Sweaters and jacketsare given alternatively in every winter. Shoes, socks, belts,
woolen socks are also provided to workers.
As per requirements of the job, personal protective
equipments like masks, gloves, safty shoes, dangri suits (for
paint shop and machine shop workers), caps etc are also
provided to workers.
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Transportation facility:
Providing transportation facility is a very important aspect of
any organization to its employees. Because if the way to
reach the organization is not very convenient and the
employee has to face lots of problems during every day
journey it can affects the organization in a very large way. It
may results in late comings that hamper organizational
culture and also the productivity, again facing problems in
daily up-down may irritate employees and they may feel to
switching the job means, increasing employees
dissatisfaction and lost of good employees which can be a
severe problem for any organization.
Hero Motors has three buses, which give trips in four
different shifts. The buses cover different routes for their workers coming from different places.
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COST BEHIND BUS SERVICE IN LAST FINANCIAL
YEAR : RS. 9,65,000/-
Training and development:
Training is way to make sure that employees have the right
skills to effectively operate various machines and manage
various challenging situations. Employer gives training to
his/her employees so that employees can do the same job
in some better way, which ultimately increase the quantity of
production and also the quality of work. It is basically given
by every organization for technical up-gradation of the job
where as development program is carried out with the view
to explore and upgrade the qualities of employees inner
quality. Development program is very necessary for the
personal growth of employees.
Hero Motors gives special emphasize on this aspect for its
employees. In Hero Motors Employee Training Programs
are carried out by a group of people of Quality Department.
Hero Motors provides good scopes for employees to learn
from Internal as well as External Training. Employees canattend Seminars and Workshops arranged by other
organization and company bears entry fees for that. Hero
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Motors invites/hires external trainer from outsides for
Workers Training. Staff training programs also carried out
as per training needs and plans. The training programs are
carried out in two basic ways- a) On the job training and b)
Off the job training. Off the job training is give using different
methods like class room training, group discussion etc. After
training, trainees are evaluated and ranked by the trainer to
judge and compare their qualities and again a feed back
form filled by trainees to welcome their suggestions.
Cost of last three financial years behind training and
development programs :
Years
Cost for
Training
Cost of
Seminars &
Workshops
Total Cost
March'2005-
April'20063,76,400 63,800 4,40,200
March2004-
April'20053,34,300 1,000 3,35,300
March'2003-
April'20045,89,000 37,600 6,26,300
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Telephone Allowance :
Todays business world is very dynamic in nature and itdemands proper and quick execution of any work.
Managers have to update their information base in every
moment and have to take decisions in challenging situation.
For this it is very necessary to stay connected with their
colleagues and boss within and outside organization also.
Now a days most of the companies give mobile and
telephone allowances to their managers.
Hero Motors grants mobile allowance from supervisor level
to highest level of management and paid for residential
telephone bill only to top-level management.
Amount given as mobile allowance at different level:
Vice president and above : Rs. 3500/- per
month
General manager I / II : Rs. 2200/- per
month Assistant General Manager, Manager : Rs. 1500/- per
month
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Assistant manager I / II : Rs. 1000/- per
month
Executive I /II /III, Supervisor I/II/III : Rs 600/- per month
Motivational Tool: Awards :
It is easy to buy ones time but time may not produce any
results unless it is a productive time and time can be
productive when it is possible to buy ones positive mind and
attitude. There is a very simple way to buy ones positive
mind by motivating him/ her. Motivated employees can give
two times extra than a dissatisfied employee. Rewarding
employees is that simple tool.
Award is a way of appreciating ones job from management
side; it is a proof or formal recognition. Award is a tool of motivating employees to do the job with new zeal,
enthusiasm, hard work and sincerity.
Hero Motors rewarding employees for long service and
retirement. The Long Service Awards are given for 5years,
10years, 15 years and 20 years. For 10 years service Two-in-One Music System, 15 years CD Player and 20 years
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gold chain of 8 gms are given by the company. There is an
award given once in a year as Regular Attendance Award.
Gifts and Events :
It is an old says that all works and no play make jack a dull
boy. So celebration of various festivals and events are
necessary to welcome a wind of relieve ness so that
employees can start their job with a new passion. Again
these types of celebrations give employees a chance to
meet each other in an informal atmosphere and also a
chance to show their other creative talents.
Although in Hero Motors these types of celebrations are not
done in very frequently, still some special days are
celebrated by Hero Motors employees. The Foundationday is celebrated every year, on that day puja or hawan are
done in the morning. After that, eminent personalities give
their speeches and laddo and snacks are provided by
company. Special lunch is provided in all special occasions.
Independence Day, Republic Day is also celebrated in
Hero Motors.
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Hero Motors gives its employees Diwali Bonus & gifts with
sweets in every year.
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Comparison between companies regarding training
cost:
Companies Total CostHML 450000ESCORT 500000MOTHERSON 200000
NIPPON 60000
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450000
500000
200000
60000
0
50000
100000
150000
200000
250000
300000
350000
400000
450000
500000
Training Cost
HML
ESCORT
MOTHERSON
NIPPON
Training Cost incurred behind per employee in a year in
different companies:
Companies Cost/employee/year HML 1000ESCORT 143MOTHERSON 348
NIPPON 30
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1000
143
348
30
0
100
200
300400
500
600
700
800
900
1000
Cost/employee/year
HML
ESCORT
MOTHERSON
NIPPON
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COMPARISON BETWEEN COMPANIES REGARDING
LOAN FACILITY:
Companies Maximum loan amountHML 200000ESCORT 50,000MOTHERSON200000
NIPPON 50,000
200000
50,000
200000
50,000
0
20000400006000080000
100000120000140000160000180000200000
Maximum loan amount
HML
ESCORT
MOTHERSON
NIPPON
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Comparison between companies regarding canteen
subsidy:
Companies
Canteen
SubsidiesHML 3ESCORT 7.25MOTHERSON 12
NIPPON 0
Canteen Subsidies
3
7 .2 5
1 2
0
0 5 10 15
HML
ESCORT
MOTHERSON
NIPPON
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Comparison between companies regarding medicine
cost:
Companies Medicine CostHML 120ESCORT 60MOTHERSON 104
NIPPON 61
Medicine cost/employee/year
120
60
104
61
HML
ESCORT
MOTHERSON
NIPPON
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Comparison between companies regarding Gift cost:
Companies Gifts costHML 700ESCORT 1000MOTHERSON 1200
NIPPON 2000
0
500
1000
1500
2000
Gifts cost
Gift cost/employee/year
Comparison between companies regarding Breaks :
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In Hero Motors different amount is granted as loan to
different managerial level where as in Escort the maximum
amount of loan is fixed for all as per their loan policy. Again
in Motherson the highest amount is 2 lac which is fixed but
in Nippon the maximum amount of loan granted to an
employee does not exceed the gross salary of the person.
In Nippon there is no canteen facility available within the
plant. Escort gives Rs.7.25 as canteen subsidy and
Motherson gives Rs. 12 as canteen subsidy where as Hero
Motors gives only Rs.3 as canteen subsidy.
Escort pays a large amount (Rs. 210000/-) behind medicine
and first aid cost but cost per employee per year is only Rs.
60/-, in Motherson total amount expended is (Rs.240000/-
for 4 units) Rs.60000/- but cost per employee is much morehigh that is Rs.104/-. In Kenwood Nippon first aid and
medicine facility available to every department. The total
cost expended is not very high (Rs. 21000/-) but per
employee cost is nominal Rs.61/-. Hero Motors pays good
attention in this regard, total amount expended is
Rs.120000/- where as per employee cost is Rs. 120/- which
is satisfactory.
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Motherson is a large company, it has 4 units situated in four
different locatons. Its expend Rs.24 lac as mobile allowance
but this amount they expended in their 4 units and per unit
expenditure is Rs.6 lac. In HML it is Rs. 8 lac, in Nippon it is
Rs. 4.5 lac. But the highest amount paid by Escort that is
Rs. 18 lac as mobile allowance.
Nippon pays the highest amount for gifts that is Rs. 2000/-,
Motherson pays Rs. 1000/- for gift of per employee per year,
Escort pays Rs.1200/- and Hero Motors expends Rs. 700/-
per employee per year which is not satisfactory.
In Hero Motors 2 pairs of uniform provided to per employee
in every year, it is same for Escort and Motherson, only in
Nippon it is 4 pairs for each employee. Hero Motors
expends Rs 1000/- as per pair cost, Escort expends Rs.1200/- for per pair and Motherson expends Rs. 1250/- for
per pair cost. But Kenwood Nippon provides Uniform of Rs.
600 /- (perpair cost).
In Hero Motors 2 tea breaks of 15 minutes and 30 minutes
lunch break (total 60 minutes breaks). In Escort only lunch
break of 30 minutes are given, in Motherson 2 tea breaks of
5minutes each and 30 minutes lunch break are given and in
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Nippon 30 minutes lunch break and 2 tea breaks of 10
minutes (total 50 minutes) are given.
Hero Motors paid good attention to training and
development activities, it expends Rs.450000/- per year
behind training program, seminars and workshops and the
cost paid for per employee per year is Rs. 1000/-, in Escort
the total cost for training is Rs. 500000/- and per employee
cost is Rs. 143/-, in Motherson Total cost is Rs. 200000/-
per unit and per employee cost is Rs. 348/- and Nippon
pays minimum attention in this regard, the per employee
training cost is Rs. 30/-.
No transportation facility available in Motherson and
Kenwood Nippon. Escort has 20 buses and travel in two
shifts where as Hero Motors has only 3 buses for transportation.
In Nippon if employees stay till 8:30 p.m. convenience are
given to them, if they stay till 10 p.m. food and convenience
both are given to them and if employees come at work place
in holidays then convenience, dinner and lunch all are given
by the company.
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SUGGESTIONS FOR HERO MOTORS:
Staff Welfare activities are well organized in Hero Motors,
but there are some areas where improvements are
necessary
Up gradation in Canteen facility: Although the quality of food
is very much satisfactory in Hero Motors but shortage of
meal is every day problem, in canteen they should make
some extra amount so that employees come in late at lunch
hour should not suffer from this problem. Hero Motors has to
pay attention to this problem, to solve this they can follow a
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rule that employee who take lunch in canteen should submit
their coupon to canteen in that day morning.
Transportation facility: There is no transport facility given for
staff in general shift. There is no easy convenience is
available from Lalkuan to factory. It is very important cause
of loosing energy and valuable time of staffs and even
number of buses arranged for workers is not sufficient.
Refreshment facility: It is observed that there is no
arrangement of snacks or refreshment. It can be arranged
by Administrative Department in canteen. It may be
subsidized or not subsidized as per management decision.
This facility can easily motivate people for staying and
completing their target. More over drinks and dry foods
should be available in canteen so that employee can
consume those by purchasing any time.
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Assessment of training program : Hero Motors expends lots
of money for employee improvement in training and
development program but it is also very necessary to
evaluate the effects of those programs in terms of
productivity and positive attitude of employees.
Library facility: There is no common library in Hero Motors.
Hero Motors should arrange a library within the plant so that
employees who are eager to gain more knowledge of
different field can fulfill that. More over it is not necessary to
force them for that but to make an arrangement for
employees to gain knowledge.
Recreational Club and Study circle : It is suggested to Hero
Motors that they should open a recreational club so that
employees can spend some times after working hour (if they
want) for some creative purpose to improve their inner
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qualities and hidden talent. Again these types of clubs helps
to improve organizational climate as it increase informal
communication.
Hero Motors can arrange a study circle in which employees
can join voluntarily and can make discussion on any recent
topic related to their work field or any general. It helps to
increase knowledge base and also communication power.
Ambience and Seating arrangement in gate : Like any good
organization Hero Motors has a well furnished reception
area but there is a says that first impression is the last
impression and in gate where any visitor has to wait for
some time to meet some body and the seating arrangement
is very bad there and the worst thing is that the latrine and
water cooler are in very situation. So Hero Motors should
pay attention to this.
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Different seating arrangement for HR department: In Hero
Motors HR department and workers attendance room are
same, small room called Time Office. Shift time is
maintained from that room. Hero Motors can use this room
only for maintain shift timing and taking attendance of
workers but a different cell should provide to other
employees of HR department where a separate cabin can
be given to HR head. Because workers are entered in any
time in time office which create disturbance in other official
works.
Social Get-together and cultural events : Hero Motors
should arrange any social get-together like picnic that is
very necessary for Hero Motors because due to lack of such
get together employees are feel bore in their daily life. Again
it is suggested to HML that a cultural evening should be
arranged at the foundation day to give employees a chance
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to show their creative talents. Specially these types of
activities increase the mentality to do team work.
LIMITATIONS OF THE PROJECTREPORT :
Comparison of this report is based on the information
provided by the HR personnel of other companies and it
may be possible that all the welfare activities may not be
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fully maintained as per their companys rules in actual
practice.
The costs (numerical values) of different welfare activities in
other activities may not accurate, so approximate values are
taken for comparison.
In other companies survey questionnaire is filled by
representative of management not by the employees. So it
is not possible to make comparison of employee satisfaction
regarding welfare of Hero Motors with other companies.
All companies not able to provide all the detailed information
needed by the questionnaire, so, all the different parameters
cannot be compared in the report as per previous plan.
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QUESTIONNAIRE
PROFILE OF RESPONDENT
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Name of
Company:----------------------------------------------------------------------
Address of the
Company:---------------------------------------------------------------
Name of
Employee:----------------------------------------------------------------------
Age; --------------------------------
Gender---------------------------
Education---------------------------------------------------------------------------------
-Designation-------------------------------------------------------------------------------
EMPLOYEE WELFARE SCHEMES1. Working Conditiona) Plant Environment: I) Ventilation
ii) Lighting
b) Office Environment: I) Air condition Facility:
ii) Seating Arrangement:
c) Timings: I) Shifts:
ii) Overtime:
iii) Breaks:
d) Refreshment Facility: I) Latrine: Total No. :Hygiene Cond.
ii) Water: Total No.of water cooler:Hygiene Cond.
iii) Tea/ Coffee No./Day:e) Office Accessories: No. Per Deptt.
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I) Personal
Computer/Laptop:
Total cost/ deptt:
ii) Telephone/
Intercom Facility
No. Per Deptt.
2. Policiesa) Loan policy: I) No. of loan
sanctioned/ month:
ii) Max amount of
loan given:
iii) Interest rate:
iv) Loan recovery
policy:
b) Mediclaim policy: I) Total amount paid by company/yr.:
ii) Rules regarding policy:
iii) Max. Amount given: 3. Canteen Facilitya) Price- Lunch: I) Coupon Rate:
ii) Subsidies: b) Price- Snacks: I) Coupon Rate:
ii) Subsidies:
4. Medical Facilitya) Regular Doctor/
Dispensary:
I) Visit/Week: ii) Cost/year:
b) First Aid &
Medicine:
i) Avg. Cost/year.: ii) Availability:
c) Total cost/ year: 5. Scope for Personal Growtha) Training Facility: i) Ways of training:
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a) Internal b) External
c) On-the-job d) Off-the-job
ii) No. of Training/month:
iii) Work related: iv) Cost/Year: v) Mandays/employee/year:
b) Seminar &
Workshop:
i) Avg. No. of Seminar & Workshop attended/Year.:
ii) Avg. cost for attending Seminars & Workshop/Year.:
c) PerformanceAppraisal:
I) AppraisedEffectively:
ii) Half yearly/
Yearly: iii) Regular Scope
for Promotion: d) Awards &
Certificates:
I) Monetary
Award: ii) Long Service &
Retirement
Award: iii) Regular
Attendance
Award:
iv) Any Other:
e) Library Facility:
6.Transportation Facility
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a) Bus Service:
I) No. of Buses:ii) No. of trips/
shifts:
b) Allowance:
7. Telephone/ Mobile Facilitya) Mobile allowance: FOR
DIFFERENT
LEVELS:
Rs. /- per monthRs. /- per monthRs. /- per month
b) Telephone
Allowance:
FOR
DIFFERENT
LEVELS:
Rs. /- per monthRs. /- per monthRs. /- per month
8. Organizational Climatea) Communication flow:
b) Way of supervision:
9. Safety Measurea) Fire Protection:
b) Chemical/HazardousProtection:
c) Measure for Accident
Protection
10. Security Measuresa) Manpower Security: I) Total No of security man:
b) Technical Protection:
11. Other Facilities
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a) Children Scholarship: I) No.of
Scolarship/
Year:
ii) Total amountgiven/ Year:
b) Leave & Holiday
facility:
c) Providing Dress: i) No. of Shirts,
Pants shoes,
sweaters:
ii) Yearly cost/uniform:
iii) Cost of
Personal
Protective
Equipments:
iv) Total cost/
year:
d) Gifts:
e)
f)
g)
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BIBLIOGRPHY
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BIBLIOGRAPHY
MAGAZINES:
Auto India
Auto Sports
Business Times
Business World
NEWSPAPERS:
The Times of India.
The Hindustan Times
Economics Times
WEBSITES :
www.herohonda.com
h h d h l i di
http://www.honda.com/http://www.hondatwowheelersindia.com/http://www.honda.com/http://www.hondatwowheelersindia.com/