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SUMMERTRAINING REPORT ON EMPLOYEE
WELFARE ACTIVITIEs At Flexituff
international ltd. Kashipur
Partial fulfillment of the Requirement for the Degree of Master of Business
Administration
UNDER THE GUIDENCE OF: SUBMITTED BY:
MISS PRIYANKA ARYA Megha Bharti
MBA 2ND YEARROLL NO.-
ENROLMENT NO.-
DEPARTMENT OF MANAGEMENT STUDIESBHIMTAL KUMAUN UNIVERSITY
NAINITAL
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S. No Contents Pageno
Preface 41
Acknowledgement5
2 Students declaration 63 Certification by mentor 7
4 Objective of study 8
Chapter 15 Company profile:-
I Company history 10-13Ii Responsible corporate 14-15Iii MANAGEMENT OF THE COMPANY 16-18
Iv UNITS / BRACHES OF COMPANY 19-20
V Product of company 21-25
Vi CUSTOMER OF THE COMPANY 26-28
Chapter 26 EMPLOYEES WELFARE ACTIVITIES
I INTRODUCTION, MEANING AND DEFINITION OF WELFAREACTIVITIEs
31-32
Ii TYPES OF EMPLOYEE WELFARE 33
Iv MERITS & DEMERITS 34V IMPACT OF WELFARE ON EMPLOYEE
PRODUCTIVITY
35
Vi SCOPE OF EMPLOYEE WELFARE 47Vii EMPLOYEE WELFARE ACTIVITIES IN FLEXITUFF 48-62
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Chapter 37 RESEARCH METODOLOGY 64-838 DATA ANALYSIS AND INTERPRETATION 72-83
9 Limitation 84
10 FINDINGS 85-86
Chapter 4
11 CONCLUSION 87
12 SUGGESTIONS 88
13
BIBLIOGRAPHY
89
Chapter 5
14 ANNEXURE 90
15 QUESTIONNAIRE 91
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Preface
Theory and practice are the two aspects of management education. In order to produce
a dynamic and promising executive, the two have to be blended together. In India, the
industrial training in the domain of management courses has received pivotal
importance. It exposes the potential manager to the actual work environment and
provides them a rich insight into what actually goes on in the industrial climate of India.
In fact it is the implementation of theory in practice is the life force of management.
A six week vocational training is a requirement for the award of the Master
Degree in Business Administration. I had the privilege of doing my summer training
at FLEXITUFF INTERNATIONAL LTD (Kashipur); I must say that the
management provided me with an excellent work atmosphere for learning.
The project I worked on during my training at flexi tuff international limited
was
EMPLOYEE WELFARE ACTIVITIES
Mr. Ashok Sharma and Mr. R.P Singh motivated me to undertaken this topic for
my project report.
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ACKNOWLEDGEMENT
I wish to express my heartfelt Gratitude to the Management of FLEXITUFF
INTERNATIONAL LIMITED KASHIPUR (UTTARAKHAND) for
extending co-operation and guidance to me during the Summer Training. They
provide me an excellent, disciplined and cordial work environment throughout
the training.
I would like to express my gratefulness in particular Mr. Milan and Mr.Ashok Sharma (HR Executive) for accepting me as a summer trainee in his highly
esteemed organization. His help, guidance and keen interest in the project are a
source of inspiration for me to ameliorate the research. In spite of the busy
schedules, his deep involvement in the project directs me to proceed in the right
direction with enhanced enthusiasm and zeal.
I humbly acknowledge the help and support rendered by in Flexi
tuff international limited Kashipur Uttrakhand in the preparation of this project
report. His outstanding co-operation was instrument in the smooth completion of
this report.
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Student declaration
This project has been undertaken as a partial fulfillment of the
requirement for the award of the degree of MASTER BUSINESS
ADMINISTRATIONOF KUMAUN UNIVERSITY NANITAL .
The project was executed during 2nd sem of MBA programme
under the supervision ofMiss Priyanka Araya
I declare that this project is my original work and the analysis and
findings are for academic purpose only.
Counter singed by :- (Student signature)
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EXECUTIVE SUMMARY
Employee welfare is a comprehensive term including various services, benefits
and facilities offered to employees by the employer. Through such generous
fringe benefits the employer makes the life worth living for employees.
The welfare amenities are extended in addition to normal wages and
other economic rewards available to employees as per the legal provisions. Welfare
measures may also be provided by the government, trade unions and non-
government agencies in addition to the employer.
The basic purpose of employee welfare is to enrich the life of the
employees and keep them happy and contended.
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OBJECTIVE OF THE STUDY
The main purpose of my practical training at flexi tuff international ltd. Was to study
the Employee Welfare.
Conducted by HR Department within the organization.
To gain the knowledge about such types of activities to have some idea on the working
of the administration to manage its activities according to the priorities already setup.
To study the employee's behavior in the organization.
The subsidiary object of this study was to undergone with the various activities
Performed within the organization.
The study was conducted mainly to know the important work performed by the HumanResource Management Department in flexi tuff international Limited.
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To gain the practical knowledge about the employees welfare activities knowing the
various programmes & employees services taken up by the Management of the
company.
Chapter 1
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We are also certified for ISO 9001: 2000 and HACCP. In addition to threeUnits at Pithampur near Indore, we are coming up with another most
modern Unit at Kashipur at Uttarakhand, where the commercial production
is expected within three months from now. . This Unit will have excise duty
exemption for next 10years and partial exemption for CST.
Aim / Vision / Mission
Flexi tuff International Limited Is one of the very few fully integratedplants is the world.
Its 100% integration permits there to deliver their products in multipleoptions while retaining 100% control over the manufacturing process.Needless to say, Flexi tuff is fully independent from the vagaries ofoutsourced material or workmanship.
We aim to develop capabilities and identify opportunities that best servethe goal of value generation, thereby creating an outstanding
organization.
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CORPORATE OUTLINE
Year Established :- 2004
Company Name :- FLEXITUFF INTERNATIONAL LTD.
Business Type : - Manufacture
Product/Service :-
(We Sell):
Annual turnover :-
BOPP BAGS, FIBC BAGS, JUMBO BAGS,
CIRCULAR BAGS, GASSET ,
6oo core approximately
Address: C41-50, SEZ, sector-3, Pithampur
Number of Employees :- 12000 approximately People
y Website URL: http://flexituff.com
http://flexituff.com/http://flexituff.com/http://flexituff.com/ -
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Ownership & Capital
Trade & Market
Main
Markets:
North America
South AmericaEastern Europe
Southeast Asia
Oceania
Western Europe
Main Customers:
pet food manufacturers, food grade product
manufacturers
, fertilizer companies
Export
Percentage:71% - 80%
Factory Information
Factory Location:C41-50, SEZ, Sector-3, Pithampur, Dhar,India
No. of
Production
Lines :
5
Management Certification: ISO 9001:2000 Others
FLEXITUFF INTERNATIONAL LTD.
City: DharCountry/Region: India
Business Type: Manufacturer
http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/ -
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Registered Office: 2nd floor, Main Building, 19, R.N. Mukherjee Road, Kolkata
700 001, West Bengal
Email:[email protected]
Website:www.flexituff.com
Responsible corporate
People Focus
Dreams are what drive us. We respect people and value their individual differences
and this has led to a free, vital corporate culture that encourages creativity.
We are fortunate to have so many talented people with different backgrounds, interests
and skills who come together to create offerings for the future.
Flexi tuff is a place where teamwork is essential. Yet our employees also maintain the
freedom to work on their own, be creative and make their own decisions. And most ofall, grow both personally and professionally.
Equal Opportunity & Meritocracy:
Recruitment and promotions in Flexi tuff are all based strictly on merit. Equal
opportunities are provided to all without regard to race, caste, religion, colour,
ancestry, marital status, gender, age or nationality.
Environment, Health and Safety:
Since its inception, the Flexi tuff core values of commitment to safety, health and the
environment, high ethical standards and respect for people have been the cornerstoneof who we are and what we stand for.
http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/http://flexituff.com/mailto:[email protected]:[email protected]:[email protected]://www.flexituff.com/http://www.flexituff.com/http://www.flexituff.com/http://www.flexituff.com/mailto:[email protected] -
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Well communicated EHS policies ensure that production targets never override the
safety of a person and that as a responsible corporate, we remain an environmentally
responsible neighbor in the communities where we operate, acting promptly and
surely to correct incidents or conditions that endanger health, safety or theenvironment.
CORPORATE GOVERNANCE
At Flexituff, our pursuit to achieve good governance is an ongoing process,
thereby ensuring truth, transparency, accountability and responsibility in all our
dealings with our employees, shareholders, consumers and communities. We
aim to develop capabilities and identify opportunities that best serve the goal of
value generation, thereby creating an outstanding organization.
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MANAGEMENT OF THE COMPANY
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Board of Directors
The Board of Directors of our Company comprises of the followingpersons:
Name of Directors Designation
1.Mr. Anirudh Sonpal Chairman andIndependent Director
2. Mr. Manish Kalani Managing Director
3. Mr. Pawan Kumar Jain Non-Executive Director
4. Mr. Ravindra Chourasiya Non-Executive Director
5. Mr. Aswini Sahoo Non ExecutiveDirector
6. Mr. Kevan John Upperdine Independent Director
7. Mr. Sharat Anand Independent Director
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UNITS / BRANCHES OF THE COMPANY
Flexi tuff International Limited was incorporated in the year 2000. The
company is one of the leading manufacturers of multifilament yarn, bags,
webbing and many more. The company has established itself as a strong
contender in the market. The company is known for its quality products. The
company produces all types of raw materials.
Branches of company:-
Flexi tuff international ltd Noida
Flexi tuff international ltd Pithampur Indore
Flexi tuff international ltd Kashipur Uttrakhand
Flexi tuff international ltd Dhar (M.P.)
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New products of flexi tuff
BOPP Bags, PP Fabric, Tarpoline Fabric, Leno Bags,
Disposal Glasses
BOPP Multi Color PP Bags
http://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.htmlhttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.htmlhttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.hthttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.hthttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.hthttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.hthttp://www.alibaba.com/product/in111007010-115660966-0/BOPP_Multi_Color_PP_Bags.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.htmlhttp://www.alibaba.com/product/in111007010-110450437-0/BOPP_Bags_PP_Fabric_Tarpoline_Fabric_Leno_Bags_Disposal_Glasses.html -
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process of making bags
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QUALITY CERTIFICATIONS
1. ISO 9001:2008 certified for conforming to quality management systemstandards.
2. ISO 14001:2004 certified for conforming to environmentalmanagement system standards.
3. ISO 22000:2005 certified for conforming to food safety standards.
4. Complies with ISO-6 (class 1000) for Internal Bubble Cooling System.
5. Complies with ISO-7 (class 10000) for Liner Section.
6. Complies with ISO-8 (class 100000) for Liner Section (other than linerforming)
7. Certificate of Conformity dated January 20, 2010 issued by MoodyInternational Certification India Limited for the manufacture of Silt FenceFabric (FIL 124SF), Silt Fence Fabric (FIL100SF)Geotextile Fabric (FIL200G) and Geotextile Fabric (FIL 315G).
8. Quality certification issued by Det Norske Veritas (DNV) certifying thatour Company meets the requirements of BRC/IOP Issue 3 GlobalStandard- Food Packaging and other Packaging Materials,January 2008 in category 1 in respect of manufacture of poly woven
bags and FIBCs for food contact applications.
9. Recognition of Achievement issued by AIB International for the years2009, 2008, 2007 and 2006Certifying that the Company has fulfilled the requirements of the AIBInternational Consolidated Standards for Food Contact PackagingFacilities Programmes.
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10. Top Exporter of FIBCs (Jumbo Woven Bags) and the highestrecognition for exports from The PlasticsExport Promotion Council, Govt. of India for the years 2008-09, 2007-08,
2006-07 and 2005-06.11. Top Exporter of woven sacks/ fabrics and the highest recognition forexports from The Plastics Export
Promotion Council, Govt. of India for the year 2002-03 and 2001-02
12. Second Best Exporter of Plastic Tarpaulin and the highestrecognition for exports from The Plastics Export
Promotion Council, Govt. of India for the year 2004-05.
13. Niryat Shree Award, Certificate of Excellence from Federation ofIndian Export Organizations.
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Our major customers
Ashapura Minechem Ltd.
Jindal Power & Steel Ltd.
http://www.indiacatalog.com/cgi-bin/redirect_url.pl?url=http://www.ashapura.chttp://www.indiacatalog.com/cgi-bin/redirect_url.pl?url=http://www.ashapura.c -
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Micro Inks Ltd.
Grasim Industries Ltd.
Wolkem India Ltd.
http://en.wikipedia.org/wiki/File:Grasim_logo.jhttp://en.wikipedia.org/wiki/File:Grasim_logo.jhttp://en.wikipedia.org/wiki/File:Grasim_logo.jhttp://en.wikipedia.org/wiki/File:Grasim_logo.j -
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Ashtech India Pvt. Ltd.
EBM India Pvt. Ltd.
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Ultratech Cement Lt
Hindustan Unilver Ltd
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Chapter 2
EMPLOYEE WELFARE
INTRODUCTION
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Employee welfare defines as efforts to make life worth living for workmen.
These efforts have their origin either in some statute formed by the state or in
some local custom or in collective agreement or in the employers own initiative.
Employee welfare is a comprehensive term including various services, benefits and
facilities offered to employees by the employer. Through such generous fringe
benefits the employer makes the life worth living for employees. The welfare
amenities are extended in addition to normal wages and other economic rewards
available to employees as per the legal provisions. Welfare measures may also be
provided by the government, trade unions and non-government agencies in addition
to the employer. The basic purpose of employee welfare is to enrich the life of the
employees and keep them happy and contended.
To give expression to philanthropic and paternalistic feelings.
To win over employees loyalty and increase their morale.
To combat trade unionism and socialist ideas.
To build up stable labour force, to reduce labour turnover and
absenteeism.
To develop efficiency and productivity among workers.
To save oneself from heavy taxes on surplus profits.
To earn goodwill and enhance public image.
To reduce the threat of further government intervention.
To make recruitment more effective (because these benefits add to job
appeal).
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DEFINATION
Employee welfare means the efforts to make life worth
living for workmen. According to Todd employee welfare means
anything done for the comfort and improvement, intellectual or
social, of the employees over and above the wages paid which is not anecessity of the industry.
Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages.
Welfare helps in keeping the morale and motivation of the employees
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high so as to retain the employees for longer duration, which helps the
organization to achieve its goals.
FEATURES OF EMPLOYEE WELFARE:
* Employee welfare is a comprehensive term including various services,
facilities and amenities provided to employees for their betterment.* The basic purpose in to improve the lot of the working class.
* Employee welfare is a dynamic concept.
* Employee welfare measures are also known as fringe benefits and
services.
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* Welfare measures may be both voluntary and statutory.
* The work generally includes those items of welfare which are overand above what the employees expect as a result of the contract of
service from
the employers.
* Employee welfare is a very broad term, covering social security and
such other activities as medical aid, crches, canteens, recreation,
housing, adult education, arrangements for the transport of employee to
and from the work place.
.
OBJECTIVES OF EMPLOYEE WELFARE
Employee welfare is in the interest of the employee, the employer and
the society as a whole. The objectives of employee welfare are: -
* It helps to improve.
* It improves the loyalty and morale of the employees
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* It reduces labor turnover and absenteeism.
* Welfare measures help to improve the goodwill and public image of theenterprise.
* It helps to improve industrial relations and industrial peace.
* It helps to improve employee productivity.
* Enabling workers to live richer and more satisfactory lives;
*Enhancing the standard of living of workers by indirectly reducing the
burden on their purse;
MERITS & DEMERITSMerits
* Motivates employees
* Employee Retention
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* Minimized social evils
* Better Job satisfaction
* Cuts down labor turnover
Demerits
* Huge investment
* Employees being dissatisfied
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THE AGENCIE OF EMPLOYEE WELFARE ARE:
-
1. Central government: - The central government has made elaborate
provisions for the health, safety and welfare under Factories Act 1948,
and Mines Act 1952. These acts provide for canteens, crches, rest
rooms, shelters etc.
2. State government: - Government in different states and Union
Territories provide welfare facilities to workers. State government
prescribes rules for the welfare of the workers and ensures compliance
with the provisions under various labor laws.
3. Employers: - Employers in India in general looked upon welfare
work as fruitless and barren though some of them indeed had done
pioneering work.
4. Trade unions: - In India, trade unions have done little for the
welfare of workers. But few sound and strong unions have been the
pioneering in this respect.
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5. Other agencies: - Some philanthropic, charitable d social service
organizations like: - Seva Sadan society, Y.M.C.A., etc.
.
NEED FOR FRINGE BENIFITS
* Employees demand
* Trade union demand
* Employers preference
* As a social security
* To improve human relations
Examples of fringes
o 1. Legally required payments
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o - Old age, survivors, disability and health insurance (commonly known
as social security)
o - Workers compensation
o - Unemployment compensation
o 2. Contingent and Deferred benefits
o - Pension plans
o - group life insurance
o - military leave and pay
o - maternity leave
o - child care leave & sick leave etc.,
o 3. Payments for time not worked
o - vacations & holidays
o - voting pay allowances
o 4.Other benefits
o - travel allowances & moving expenses
o - uniform tool expenses
.
.TYPES OF WELFARE SERVICES
1. Intramural: -These are provided within the organization
like:
* Canteen,
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*Rest rooms,
*Crches,
*Uniform etc.
2. Extra mural: -These are provided outside the
Organization , like:
* Housing,
* Education,
* Child welfare,
* Leave travel facilities,
* Interest free loans,
* Workers cooperative stores,
* Vocational guidance etc.
EMPLOYEE WELFARE IS ALSO DIVIDED AS:
>Statutory welfare work comprising the legal provisions in
Various pieces of labor legislation.
>Voluntary welfare work includes those activities which are
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undertaken by employers for their voluntary work.
Different ways ofSocial Security Provision in India
1. Social Insurance- common fund is established with periodical
contribution from workers out of which all benefits in terms of
cash or kind are paid .The employers & state prove major portion of
finances. Benefits such as PF, Group Insurance etc are offered.
2. Social Assistance- Benefits are offered to persons of small
Means by govt. out of its general revenues. E.g. - Old age pension
SOCIAL SECURITY IN INDIA
- Medical care
- Sickness benefit in cash
- Old age pension or retirement benefit
- Invalidity pension
- Maternity benefit
- Accident benefit
- Survivors benefit
. . STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
* Drinking Water
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* Facilities for sitting
* First aid appliances
* Latrines and Urinals
* Canteen facilities
* Spittoons
* Lighting
. VOLUNTRAY WELFARE SCHEMES
* Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up
* Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules
* Employee Assistance Programs: Various assistant programs are
arranged like external counseling service so that employees ormembers
of their immediate family can get counseling on various matters
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PHILOSOPHY OF EMPLOYEE WELFARE
ACTIVITIES
The philosophy of employee welfare activities is based on
the theory that success of industrial development depends upon
harmonious relations and co-operation between employee andmanagement (employer). The employee has a fund of knowledge and
experience at his jobs. If rightly directed and fully used, it would make a
good contribution to the prosperity of the organization this can be
achieved only through
the satisfaction of the labour.
THEORIES OF EMPLOYEE WELFARE
The Police Theory:
This is based on the contention that a minimum standard of welfare
is necessary for laborers. Here the assumption is that without policing,
that is, without compulsion, employers do not provide even the minimumfacilities for workers.
The Religious Theory: This is based on the concept
that man is essentially "a religious animal."
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The Philanthropic Theory: This theory is based on
man's love for mankind. Philanthropy means "Loving Mankind."
. The Trusteeship Theory
This is also called the Paternalistic Theory of Employee
Welfare. According to this the industrialist or employer holds the total
industrial estate, properties, and profits accruing from them in a trust.
The Placating Theory:
According to this theory, timely and periodical acts of
employee welfare can appease the workers. They are some kind of
pacifiers which come with a friendly gesture.
The Public Relation Theory:
This theory provides the basis for an atmosphere of goodwill
between employee ,management, and also between management and thepublic, employee welfare programmes under this theory, work as a sort of
an advertisement and help an organization to project its good image and
build up and promote good and healthy public relations.
The Functional Theory
This is also called the Efficiency Theory. Here, welfare work is
used as a means to secure, preserve and develop the efficiency and
productivity of labour, it is obvious that if an employer takes good care ofhis workers, they will tend to become more efficient and will thereby step
up production.
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PRINCIPLES OF WELFARE ACTIVITIES
Adequacy of Wages:
Employee welfare measures cannot be a substitute for
wages. A combination of social welfare, emotional welfare and
economic welfare together would achieve good results.
Social Liability of Industry:
Industry, according to this principle, has an obligation or
duty towards its employees to look after their welfare
Impact on Efficiency:
This plays an important role in welfare services, and is based
on the relationship between welfare and efficiency, though it is
difficult to measure this relationship.
Increase in Personality:
The development of the human personality is given here as
the goal of industrial welfare which, according to this principle, should
counteract the baneful effects of the industrial system.
Totality of Welfare:
This emphasizes that the concept of employee welfare must
spread throughout the hierarchy of an organization. Employees at all
levels must accept this total concept of employee welfare programme will
never really get off the ground.
Co-ordination or Integration:
This plays an important role in the success of welfare
services. From this angle, coordinated approach will promote a healthy
development of the worker in his work, home and community. This is
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essential for the sake of harmony and continuity in labour welfare
services.
Democratic Values:
The co-operation of the worker is the basis of this principle.
Consultation with, and the agreement of workers in, the formulation and
implementation of employee welfare services are very necessary for their
success.
Responsibility:
This recognizes the fact that both employers and workers are
responsible for employee welfare. Trade unions, too, are involved inthese programmes in healthy manner, for basically employee welfare
belongs to the domain of trade union activity.
Accountability:
This may also be called the Principle of Evaluation. Here, one responsible person
gives an assessment or evaluation of existing welfare services on a periodical basis
to a higher authority.
Timely:
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SCOPE OF EMPLOYEE WELFARE WORK
Employee satisfaction is supremely important in an organization
because it is what productivity depends on. If your employees are
satisfied they would produce superior quality performance in optimal
time and lead to growing profits. Satisfied employees are also more likely
to be creative and innovative and come up with breakthroughs that allow
a company to grow and change positively with time and changing market
conditions.
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EMPLOYEE WELFARE ACTIVITIES IN
FLEXI TUFF INTERNATIONAL LTD. KASHIPUR
A. program to be organized in such a way that employeesparticipation is ensured.
1. During the Annual Day, employees along with their spouse & children
will be invited.
2. Following awards /Prizes are also distributed.
a. Best Operatorskill wise (min. 5 skills)
b. Best Line of the year
c. Attendance Award (No. of days of actual full day presence)
d. LONG SERVICE AWARD: Who have completed the following no. of
years of service in any of Group Company.
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DIWALI - GIFTS, SWEETS AND BONUS
1. The company has the policy to give gift to all the employeesirrespective of level including Temporary employees, driversattached to employees and employees through contractor.
2. Cost of the gift should not exceed Rs. 500/- per employee,
sweets amounting to Rs.200/- per employee to be distributed to all the
employees.
3. The items to be decided for distribution of gift / sweets to allthe units will be decided by the committee to be decided before Diwali.
The responsibility to purchase the gift rests with the committee.
4. The cost of gifts/sweet shall be borne by each unit.
DISTRIBUTION OF BONUS
a. The bonus wherever applicable will be distributed along with the
gifts and sweets. Rs. 101/- to be given to the employees as Shagunwho are exempted from Bonus limit.
b. An employee who is working with in a unit where the bonus is not
applicable, he may be entitled to have an ex-gratia payment equivalent to
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the amount declared at the previous unit from where he was transferred
only in the first year.
c. It is also the policy of the company that the bonus will be paid to
employees only after the accounts are finalized and bonus declared by the
management.
d. For employees (Staff and Operator) leaving the company before the
declaration of bonus, the bonus shall be settled at the time of his
settlement of account if the bonus is applicable.
DIWALI GREETING CARD
a. The company has the practice to send Diwali Greeting Card to the
important persons who comes into the contact of the company.
b. Each unit should send their requirement to Group Functional Head -
Marketing, which will get the same purchased in bulk and distribute to
the Indenting Units at least 20 days before the Diwali Day.
c. The cost of these Diwali cards shall be borne by concerned unit.
//////////// GIFT TO EMPLOYEES ON HIGHEST SALE/ ACHIEVEMENT
a. On highest sale, unit gives recognition to employees by giving
gifts.
I. If a unit has achieved highest ever sale and sale is more than 15% of
budgeted sale may decide to give gifts to its employee.
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ii. The gift amount should not exceed the amount of Diwali gift.
iii. SBH can decide whether to give gift or not. However, gift is not allowed
more than three times in a year.
G :OTHER FESTIVALS
1.NEW YEAR
a. Sweets should be distributed on 1st January every year to all employees.
2. LOHRI FESTIVAL
a. On Lohri festival sweets (preferably ground nuts and rewries) to be
distributed to all the employees in the evening at the close of the working
hrs.
3.AKADSI FESTIVAL
a. On Akadsi traditional Prasad (preferably Lassi, Musk Melon and Mango)
to be distributed to all the employees.
4. MANGALWAR
a. An employee to be sent to the temple for Bhog and distribute the
Prasad to each and every employee of the Company including the
guests who are present at the reception as well as in the office.
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//////////
Loan & Advance
1. As a broad guideline the reasons may be observed under the gambit of
exigencies; Marriage. (Self, dependent brothers/ sisters/ daughter/son),
Hospitalization of self / dependent family members, ceremonies in the
house of specific nature cause due to death of any first line family member.
2. Any other miscellaneous reason of grave nature/calamity that has caused a
need for cash assistance to the employee with which the immediate
superior is satisfied and has found the employee to be genuine and
reasonable in his request.
3. An advance / loan can be granted to any employee who approach for loan /
advance in writing addressed to his immediate superior. The immediate
superior should put it up with his recommendation to the approving
authority clearly stating his conclusive decision along with logic for such a
decision.
4. Employee claiming a loan /advance (MSM-33/F01) shall be granted an
amount which should as follows:
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Employee with 6
months & below
employment in the
Company
No loan is allowed but salary
advance may be allowed
which shall be deducted on
immediate pay day.
Employee with 6
months to 5 years
employment in the
company
2 months Basic + HRA
Maximum
Employee with 5
years and above
employment in he
company
3 months Basic + HRA
Maximum
5. The loan will be deducted in ten (10) equally monthly installments.
6. A salary advance would mean an immediate need for cash to the employee
for his personal need depending on his monthly salary due for logical
reasons like his proceeding on leave till the pay day etc. This amount shall
be granted as an advance, which shall, however, be adjusted against salary
payable on the immediate pay day succeeding such a payment.
.
1. As per the Income Tax Rule, interest free loan exceeding to Rs.20000/-
if given to an employee then it will be treated as perquisite and will be
Working
day are
25 & above will get 80%
amount of his salary
Workingdays are
20 to 24 will get 60% amountof his salary
Working
days are
15 to 19 will get 40% amount
of his salary.
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part of taxable salary of the employee. In such case, the perquisite value
will be calculated by applying the following interest rates on reducing
monthly outstanding balance or such other rates as may be prescribed
under Income Tax Act / Rule, from time to time :
Purpose of the Loan Rate of Interest
(p.a.)
Marriage 13%
Hospitalization NIL
Ceremony at House 13%
HousingConstruction / Purchase 10%
(Not for repair)
Others (Including Housing loan for repair) 13%
MEDICAL Facility
1. Employees can claim a medical reimbursement either monthly, quarterly,
yearly or annually on submission of medical bills.
2. An eligible employee shall have to submit the medical bills.
3. Employees joining/leaving during the month shall be eligible for medical
reimbursement on pro-rata basis for the number of days worked in that
particular month.
4. There will not be any deduction of medical entitlement on account of
their remaining absent for a long period on account of
sickness/illness/LWP.
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ACCIDENT INSURANCE
1. This policy is applicable for all the employees of N.K.Minda Group
including those who are covered in ESI scheme. In case employee is
already having Accident Insurance policy, is exempted under this scheme
subject to submission of copy of policy to the concerned HRM Head and
he is entitled for reimbursement of the amount against the same as per his
entitlement of premium amount.
2. The company will take the policy in its own name. The premium of the
policy shall be borne by the company.
3. Processing of claims: Bills and claims of any employee should be
submitted in appropriate form with enclosure to HRM department for
interface & conclusion with Insurance company to result in
reimbursement of claim. Any employee wish to make a claim should
obtain blank claim form from HRM department and intimation as to
accident should always be made to HRM as and when such accident
occurs.
MEDICLAIM INSURANCE
1. This policy enables employees to claim reimbursement of
expenses in case of hospitalization for illness/diseases or injury sustained.
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2. Policy will be taken on the date of joining itself. Company will
deposit an advance amount with Insurance company for inclusion of new
joinees. On the day of joining, Unit HRM will intimate Insurance
company for inclusion of new employee in mediclaim insurance from day
one. Company will take floater policy including Maternity benefits
having child care coverage & pre existing disease for all employees, other
than covered under ESI. Once an Employee is out of ESI scheme,
company will immediately take the Mediclaim policy. Floater policy
means all family members will be covered under the same amountcollectively and not individually. The meaning of family is self, spouse
and children. No other family members/ dependents of the employees
will be included in the policy. If insurance company allows inclusion of
any other member at extra premium, the additional premium will be
borne by the employee.
3. In case employee is already having Mediclaim policy, is
exempted under this scheme subject to submission of copy of policy to
the concerned HRM Head and he is entitled for reimbursement of the
amount against the same as per his entitlement of premium amount.
4. Policy will be taken in the Companys name on the behalf of the
employees; the premium shall be paid by the company.
5. In case employee Leaves Company during the policy period, he/she can get
it renewed himself/herself in order to maintain the continuity of the
policy. However in this case he/she will not be eligible for advantage of
discount.
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6. After taking this policy, employee can avail the weekly benefits of accident
insurance policy also side by side.
EXECUTIVE HEALTH CHECK UP (EHC)
1. EHC scheme covers DGM & above employees. Managers who are
above 40 years of age also ..covered under this scheme.
2. Corporate HRM will identify Hospital & Scheme for Annual Checkup.
Unit HRM will co-ordinate ..the activity.
3 .Provision of the budget will be taken care by Unit HRM.
FAMILY PLANNING INCENTIVE SCHEME
1. The scheme shall cover all regular Operators of the company who have
put in at least 2 years of service in the company and are in the age group
of 25 to 45 years.
2. The employee and the spouse of the employee must be within the
Reproductive age group. In case of a male employee, this would mean
that he should not be over 45 years of age and his wife should not be over
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40 years of age. In the case of a female employee, she must not be over
40 years of age and her husband must not be over 45 years of age.
3. Only one of the couple is eligible for grant of incentive at their option even
when both of them under go sterilization operation.
INCENTIVES
a. Employee having up to two children will get cash reward of
Rs.1000/- if he/she undergoes a family planning operation. The award is
also permissible if the spouse of the employee undergoes the operation.
b. Cash reward of Rs. 2,000/- will be awarded, if the employee or
his/her spouse undergoes family planning operation, if the two
childrens are daughters.
c. A cash reward of Rs. 500/- will be given to those employees who
maintain minimum difference of three years between first and second
child.
5. An employee may apply in the prescribed application form, for the grantof incentive to the HRM Department along with the requisite certificate
(s) from the prescribed authorities, as mentioned in para 06 of this policy
The HRM department will process and issue the sanction order.
6. In order to be eligible for the benefit under this scheme, the sterilization
certificate should be issued by an authorized central authority of the
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hospital. Where this is not possible, the sterilization certificate issued by
the Central Government for the purpose is sufficient. If the employee or
his/her spouse undergo sterilization operation in a Private Nursing
Home/Private Hospital is also eligible to get incentive provided he or she
produces a certificate from the concerned Nursing Home/Hospital duly
countersigned by the Civil Surgeon/ District Medical Officer/Authorized
Medical Officer (CGHS).
7. In addition to the cash reward, employee will be eligible for two days
special casual leave, for the day of operation and next day for rest and
recovery. These leaves are applicable even if his/her spouse undergoes
the operation.
8. Combination of special casual leaves granted in connection with planning
with other regular leave is permissible.
.
..PERMANENT ITEM ISSUE
1. As and when any item is issued for the official use to any employee, the
record should be maintained by each unit HRM department in his
Personal file as well as Permanent Issue Register, where signature should
be obtained to whomsoever it is issued.
2. As and when any employee who has been issued any item, leaves the
company, a signature should be obtained by the HRM department before
clearing full and final clearance form & will check the items issued to
him as per the register and shall see that these have been received back in
proper condition.
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3. For Items like Laptop, LCD, Camera, etc. a Permanent Issue Card to be
issued to the user and user to show card on gate while taking out such
item.
TRANSPORTATION (AS APPLICABLE)
1. The share of cost of transportation would be borne by the employees with
as following:
Category % of Cost
Staff 60
Operator 30
CANTEEN ( AS APPLICABLE)
2. This policy has been laid down to provide the food and tea at the work
place for all, where the canteen facility is available.
3. Company will provide the Food at the specified place for all where thecanteen is available.
4. The food will be subsidized by the company.
5. The share of cost would be borne by the employees with as following:
Category % of Cost
Staff 60
Operator 30
DISTRIBUTION OF TEA
1. Company shall provide tea two times in a day.
4. Tea will be served to all the employees at the specified place decided by
the HRM
FESTIVAL HOLIDAYS
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1. The company has the policy to declare 9 no. of festival holidays.
2. Units located at following regions to follow Holiday Calendar of customers
as given below:-
NCR - Maruti
Pune - TATA & BAL
Pant Nagar - BAL
MARRIAGE GIFT
1. There shall be a Company gift on self-marriage of the employee of any
level, who gets married.
2. Gift shall be of worth Rs. 2100/- (Cash or in kind).
3. The employee should be a permanent employee of the company. (includes
probationers and trainees)
4. The concerned department head of such an employee who is getting
married shall ensure that the gift is presented to him/her. The voucher
pertaining to the same shall be authorized by the department head. The
voucher should be accompanied with the marriage invitation copy in all
possible cases.
FURNITURE POLICY
1. Each Unit to have its own policy for Furniture i.e. within the unit there
should be uniformity of furniture. This shall be the responsibility of
HRM.
OPEN HOUSE
1. To meet the all staff members on regular basis to have better interaction
with them.
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2. Half yearly Open House shall be planned for 2nd Line of SBH for his Unit.
CMDs INNOVATION AWARDS
Innovation is quite different from kaizens. Kaizens are incremental
improvements, where as Innovation is radical improvement. Kaizens,
generally improve the existing systems and where as
1. Innovation may improve, abandon the existing system and create anew system. Innovation is bigger in scale and scope and the benefits
are enormous. The intent of the CMDs Innovation award is to create
the innovative environment in the organization and also recognize
and reward those people who can
2. Think innovatively and can create value to the organization. This
scheme is applicable to all employees.
3. AREAS COVERED: Products, Processes, Services, Systems &
Skills.
INNOVATION COMMITTEE:
Innovation Committee comprises of
- Design Head
- HeadGroup HRM
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Chapter 3
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RESEARCH METHODOLOGY
Research methodology is a way to systematically solve
the research problem. It includes not only the research methods, but also
the logic behind using the methods. Its shows the type of sample design
used, its size and the procedure used to draw the sample. In short, the
search for knowledge through objective and systematic method of finding
solution to a problem is research.
Research Methods may be understood as all those methods
/techniques that are used for conduction of research. Research methods or
techniques refer to the methods the researchers use in performing
research operations. Research Methodology is a way to systematically
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solve the research problem. Thus when we talk of research methodology
we not only talk of the research methods but also consider the logic
behind the methods we use in the context of in the context of our research
study. There are many types of research methods as analysis of historical
records, analysis of documents, personnel interview, focused interview,
group interview, telephone survey etc.
Keeping research methods in view, we can divide it in three groups.
1. In first group, we include those methods which are concerned with the
collection of data.
2. The second group consists of those statistical techniques which are used
for establishing relationships between the data and unknowns.
3. The third group consists of those methods which are used to evaluate the
accuracy of the results obtained.
MY RESEARCH AT Flexi Tuff International Ltd
Kashipur:
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1. I collected the data about the data about the welfare activities in flexituff
and then taking the feedback from the employees about the Welfare
activities.
2. Then I used those feedback for my research purpose i.e. what are the
benefits of welfare activities as well as the lacking of the programme
and what can be done to improve the same.
RESEARCH PROCESS
Research process consists of series of actions or steps necessary to
effectively carry out research. The following diagram shows the research
proc
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F=feedback & FF = feed forward
TYPES OF RESEARCH:
There are different types of research
DEFINE RESEARCH PROBLEM
REVIEW OF LITERATURE
REVIEW CONCEPTS AND THEORIES
REVIEW PREVIOUS RESEARCH FINDINGS
FORMULATE HYPOTHESIS
DESIGN RESEARCH
COLLECT DATA (EXECUTION)
ANALYSE DATA
INTERPRET AND REPORT
F
F
FF FF
FF
SUGGESTIONS AND CONCLUSION
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1) Descriptive vs. Analytical:
Descriptive research comprises surveys and fact-finding
enquiries of different types. The main objective of descriptive research
is describing the state of affairs as it prevails at the time of study. The
most distinguishing feature of this method is that the researcher has no
control over the variables here. He/she has to only report what is
happening or what has happened. The methods of in conducting
descriptive research are survey methods of all kinds, including correlation
and comparative methods.
Meanwhile in the analytical research, the researcher has to use
the already available facts or information, and analyse them to make
a critical evaluation of the subject.
2) Applied vs. Fundamental
Research can also be applied or fundamental research. An
attempt to find a solution to an immediate problem encountered by
a firm, an industry, a business organisation, or the society is known as
applied research. Researchers engaged in such researches aim at
drawing certain conclusions confronting a concrete social or
business problem. On the other hand, fundamental research
mainly concerns generalizations and formulation of a theory. In other
words,Gathering knowledge for knowledges sake is termed
pure or basic research.
3) Quantitative vs. Qualitative
Quantitative research relates to aspects that can be quantified
or can be expressed in terms of quantity. It involves the
measurement of quantity or amount. The various available
statistical and econometric methods are adopted for analysis in such
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research. They include correlation, regressions, time series analysis,
etc.
Whereas, qualitative research is concerned with qualitativephenomenon, or more specifically, the aspects relating to or
involving quality or kind. The main aim of this type of research is
discovering the underlying motives and desires of human beings,
using in-depth interviews. The other techniques employed in such
researches are story completion tests, sentence completion tests, word
association tests, and other similar projective methods. Qualitative
research is particularly significant in the context of behavioural
sciences, which aim at discovering the underlying motives of human
behaviour. Such research help to analyse the various factors that
motivate human beings to behave in a certain manner, besidescontributing to an understanding of what makes individuals like
or dislike a particular thing.
4) Conceptual vs. Empirical
A research related to some abstract idea or theory is known
as conceptual research. Generally, philosophers and thinkers use it
for developing new concepts or for reinterpreting the existing ones.
Empirical research, on the other hand, exclusively relies on
observation or experience with hardly any regard for theory and
system. Such research is data based. They often come up with
conclusions that can be verified through experiment or
observation. They are also known as experimental type of research.
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THE TYPES OF RESEARCH & METHOD ADOPTED FOR
DOING THIS RESEARCH ARE:
TYPE OF RESEARCH:
Data are collected by using one or more appropriate method: Interview
method and by filling questionnaires.
The study falls under the category ofDescriptive Research. It is the
description of the state of affair as it exists at the present. Descriptive study
is a fact finding investigation with adequate interpretation. It is the simplest
type of research. It is more specific than an exploratory study, as it has
focus on particular aspects or dimensions of the problem studied.
It is designed to gather descriptive information and provides
information for formulating more sophisticated studies.
It is also an Analytical Research because the researcher has to use facts or
information already available, and analyze these to make a criticalevaluation.
.
Research Method:
Research method refers to the behavior and instruments we use in
performing research operation. There are three types of data collection they
are as:
Interview Method:-The biggest benefit of face-to-face interviews is the
human interaction that occurs. This method was purposefully selected so
that the researcher could interact on a personal level with the departmental
heads.
Through Questionnaires:- Identical questionnaires were used to assess the
training needs of the staff . A questionnaire was developed using some, but
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not all, of the face-to-face interview questions. Some of the questions
provided data that I needed, and since all the information is not relevant to
the outcome of the assessment, it will not be made a part of the report. The
open-ended questions required respondents to answer in their own words.
This elicited in-depth responses, as opposed to limited responses. Questions
were framed so that they could be answered easily. The number of questions
was limited so that it could be completed in twenty minutes or
Sampling Design and Sample SizeOnce the researcher has formulated and developed a research
design including the questionnaire, the researcher has to decide the
amount of people comprising the population from whom the information
is to be collected. A sample design is a definite plan for obtaining a
sample from a given population. All items in this field of inquiry
constitute a Universe or Population. There are two types of survey:
Sample Survey Census Survey
.
In this project, I have used sample survey where the universe is small
one as only Executive members and Departmental Heads were survey to
formulate a new system. Since the time period was limited and the
company personnel were busy, the sample survey was limited to the
Executive Staff Members and the Departmental Heads.
The selected respondents are technically called sample.
POPULATION:
The first step in developing any sample design is to clearly define the
set of objects, technically called the Universe. In this research, the
population under observation is finite, consisting of 50 employees.
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SAMPLING METHOD
There are two methods of sampling:-
1. Probability Sampling: It is based on the concept of random selection of a
controlled procedure that assures that each Population element is gives a
non-zero chance of selection. Probability Sampling is of following types:
1. Simple Random
2. Systematic
3. Cluster
4. Stratified
5. Double
2. Non-Probability Sampling: Non probability sampling is non-random and
subjective. That is each member does not have a known non zero chance of
being included. Types of Non-Probability Sampling
1. Convenience
2. Judgement
3. Quota
Researcher selects the sample as per their convenience.
For this research work I have chosen Non- Probability Convenience
Sampling because time limit for the completion of the work is limited
and also managers and employees are not available all the time.
DATA COLLECTION:
Data are facts, and other relevant materials, past and present, serving a basis
for the study and analysis. The data serve as a base or raw material or
analysis. Without an analysis of factual data, no specific inferences can be
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drawn on the questions under the study. The relevance, adequacy and
reliability of data determine the quality of the findings of a study.
DATA COLLECTION METHOD:
Data for the present study is collected from two sources:
a). Primary: - The first hand information is collected with the responses of
questionnaire. For this purpose a questionnaire is given to the employees of
Minda Pantnagar. They were interviewed so as to get the information about
the functions that are performed by them, as well as what the employers
expect out of them, as per their knowledge, experience and observation.
b).Secondary: - These are sources containing data which have been
collected and complied for another purpose. The secondary sources
consists of readily available compendia and already compiled statistical
statements and reports whose data may be used by researchers for their
studies. Secondary sources consist of not only published records and
reports, but also unpublished records. It is collected with the help of
following sources:
INTERNET
JOURNALS
COMPANY MAGZINES
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DATA ANALYSIS AND INTERPRETATION
Age Details Of The Respondents
PARTICULAR PERCENTAGE (%)
BETWEEN 18-26 YEARS 29%
BETWEEN 27-36 YEARS 39%
BETWEEN 37-46 YEARS 21%
47 AND ABOVE 11%
TOTAL 100
INFERENCE
It is found from the Table that 29% of respondents are between 18
to 26 years of age,39% of the respondents are between 27 to 36 years of
age,21% of the respondents are between 37 to 46 years of the age 11% of
the respondents are coming under the age of 47 and above.
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DATA ANALYSIS
.
We asked some questions from workers by preparing a questionnaire .In 50employees at various levels were asked the reactions of workers on different
questions are as follow.
Q.1Are you satisfied with welfare schemes given by the company
Responses
S.N. RESPONSES PERCENT OFTOTAL
1 YES 85
2 NO 15
Satisfaction With welfare schemes
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Q.2Are you satisfied with your relationship with the management?
Responses
S.N. RESPONSES PERCENT OF
TOTAL1 GOOD 82
2 NOT GOOD 18
Workers Relation With The Management
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Q.3Are you satisfied with the Safety practices for the welfare of
Employees?
Responses
S.N. RESPONSES PERCENT OF
TOTAL1 YES 80
2 NO 20
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Satisfaction With Safety Practices
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Q.4Are you satisfied with Working Environment of the company?
Responses
S.N. RESPONSES PERCENT OF
TOTAL1 YES 81
2 NO 19
Satisfaction With Working Environment
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Q.5Are you satisfied with the Canteen Facility of the company?
Responses
S.N. RESPONSES PERCENT OF
TOTAL1 YES 87
2 NO 13
Satisfaction of Employees with Canteen Facility
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Q.6Are you satisfied with the Bus Service provided by the
company?
Responses
S.N. RESPONSES PERCENT OF
TOTAL1 YES 86
2 NO 14
Satisfaction with the Bus Service
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Q.7Are you satisfied with Festival Allowance given by the
company?Responses
S.N. RESPONSES PERCENT OF
TOTAL1 YES 79
2 NO 21
Satisfaction With Festival Allowance
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Limitation
While making the project in Flexi tuff international ltd the mainlimitation that I was faced the secrecy the adopted by the company in
providing the information
Time was the limitation while carrying the project.
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Company was conducting the summer training for the MBA studies so
the exactly did not know the way to give training.
The trainees of one department were not allow to go and interact with the
other department
The respondents were too busy to providing me proper time for the
project
There was no proper schedule for training
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FINDINGS
*Employees feel that their motivation increased through welfare activities of the
company.
* Almost all employees feel that service satisfy real needs of the workers. This
means that the company determine what the employees real needs are with the
active participation.
* Employees are satisfied with the Effective arrangements used for ventilation and
temperature so as to provide comfort to the workers and prevent injury to their
health.
* 85% employees are satisfied with the Health Facility given by the company and
rest 15% employees are not satisfied.
* 82% employees said their relationship with management is good and other 18%
feels their relationship are not so much good.
* 80% employeesare satisfied with safety practices for the welfare of Employees
and rest 20% are not satisfied.
* 81% employees aresatisfied with Working Environment of the company and
19% are not satisfied with it.
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* 87% employees are satisfiedwith the Canteen Facility of the company and
other 13% are not satisfied with it
* 86% employees are satisfied with the Bus Service provided by the company andrest 14% are not feel satisfied.
* 79% employees said that they aresatisfied with Festival Allowance given by
the company and other 21% employees are not satisfied.
* Employee are also highly satisfied with the Insurance, loaning and educational
support provided by the company.
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CONCLUSION
The welfare measures increases the productivity of the
organization as well as it enhances the morale and motivation of the employees
which gives a positive impact on the efficiency level of the organization.
Welfare includes anything that is done for the comfort and improvement of .
. employees and is provided over and above the wages. Welfare helps in
keeping the morale of. the employees high so as to retain the employees for
longer duration, which helps the organization to achieve its goals.
After studying all the welfare activities I have came to a
conclusion that the Employees Welfare Activities followed by the company are
providing highly beneficial to its employees is not only . . .
developing them but in giving them best support contribution to their work and I
have also found that the organization is doing great efforts to achieve the targetedobjective effectively & successfully.
If a tailor makes mistake it becomes a fashion, If a scientist makes a mistake it
becomes an invention. If an HR manager deploys a retention strategyit becomes a
welfare measure.
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SUGGESTIONS
To improve the level of Employee welfare, it is better to consider
following suggestion.
1. Management should reduce the work load of the employees.
2. It will be more effective if the management take the steps to introduce
suggestion scheme system for the employees.
3. The management should pay reasonable wage and allowance to the
employees.
4. It is better the management should recognize the needs of employees
and encourages employees special talents.
5. It will be better if the management provides incentives to employees so
it will boost in their morale and productivity.
6. Supervisors should maintain coordinal relationship with workers and
offers recognitions of the employee efforts and provide needed guidance
to workers.
7. It will be better if management provide performance and potential
appraisal in regularly.
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8. The management should provide opportunities for career development.
9. It will better if management given performance awards to employees.
BIBLIOGRAPHY
NASIR HUSAIN( HRD) FLEXITUFF INTERNATIONAL LTD
KASHIPUR
MR. S.K.BHATIA-EMERGING HUMAN RESOURCE
MANAGEMENT
MR. MICHAEL ARMSTRONG-HUMAN RESOURCE
MANAGEMENT PRACTICE
MR. K.ASWATHAPPA-HUMAN RESOURCE AND
PERSONNEL MANAGEMENT
WWW.flexituff.com
WWW.GOOGLE.COM
WWW.WIKIPEDIA.COM
WWW.AMAZON.COM
http://www.flexituff/http://www.google.com/http://www.wikipedia.com/http://www.amazon.com/http://www.amazon.com/http://www.wikipedia.com/http://www.google.com/http://www.flexituff/ -
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Chapter 5
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Annexure
QUESTIONNAIRE
Q.1Are you satisfied with Health facilities given by the company?
(1) YES (2) NO
Q.2 Are you satisfied with your relationship with the management?
(1) GOOD (2) NOT GOOD
Q.3 Are you satisfied with the Safety practices for the welfare of
Employees?
(1) YES (2) NO
Q.4 Are you satisfied with Working Environment of the company?
(1) YES (2) NO
Q.5 Are you satisfied with the Canteen Facility of the company?
(1) YES (2) NO
Q.6Are you satisfied with the Bus Service provided by the company?
(1) YES (2) NO
Q.7Are you satisfied with Festival Allowance given by the company?
(1) YES (2) NO
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