A Project Report Final

A PROJECT REPORT

On

EMPLOYEES WELFARE MEASURE

At

VIKRAM WOOLLENS, MALANPUR (M.P)

(A UNIT OF ADITYA BIRLA GROUP)

Submitted to

Jiwaji University

Gwalior

For the partial fulfillment of the award of

Master of Business Administration

(2010-2012)

Submitted by

Sakshi Arora

PRESTIGE INSTITUTE OF MANAGEMENT

GWALIOR (M.P.)

DECLARATION

I, Sakshi Arora, student of MBA II semester from “Prestige Institute of Management” affiliated

to Jiwaji University, Gwalior declare that all the information, fact & figures represented in this

report entitled “Employees Welfare Measure” are actually based on the material and data

collected by me.

Date: Sakshi Arora

Place: MBA II Semester

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ACKNOWLEDGEMENT

I express my deep sense of gratitude and indebtedness to Mr. S.P Hans for his valuable

guidance, consistent encouragements untiring and continuous supervision and support at every

stage of project.

My sincere thanks to Mr. Adhir Jain, Mr. Yogesh Chouhan & Ms. Bhavana Sharma for his

valuable guidance in successful completion of my project work

I am also thankful to Prof. Gaurav Jaiswal Prestige institute of management, Gwalior. For their

help, support and interest in our work and for providing facility to carry out the project work.

At last but not the least I express my thanks to all those who directly or indirectly helped us and

encouraged us in carrying of this work.

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CERTIFICATE

This is to certify that Ms.Sakshi Arora students of MBA IInd Semester of Prestige Institute of

Management Gwalior, has completed her summer training of 6 weeks (from 15 th May 2011 till

30th June 2011) and prepared this report under my guidance.

(Employees Welfare Measure)

Prof. Gaurav Jaiswal

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CONTENT

1) Introduction of Organization………..………………………………………………...…6

2) Organization Structure………………………………………………………………..….11

3) Financial Performance…………………………………………………………...………12

4) Personnel: recruitment process, personnel policies,

Training & Development, Welfare activities……………………………………………14

5) Production/Operations: products/services offered,

Quality control, material planning, future plans……………………………………...…21

6) Marketing: areas of operation, competitors,

Market share, advertising and sales promotion…………………………………………23

7) Strength & Weakness of Organization…………………………………………….…….25

8) Suggestions………………………………………………………………………………25

9) Board of directors………………………………………………………………………..26

10) INTRODUCTION- Employees Welfare Measures………………………….…………..28

11) Objectives of employees welfare…………………………………………………..……31

12) Types of welfare activities in Vikram Woollens………………………………………..32

13) Suggestion And Implication…………………………………………………………….36

14) Conclusion………………………………………………………………………………37

REFRENCES……………………………………………………………………38

ANNEXURE…………………………………………………………………….39

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COMPANY PROFILE

A US$ 30 billion corporation, the Aditya Birla Group is in the League of Fortune 500. It is

anchored by an extraordinary force of 130,600 employees, belonging to 40 different

nationalities. In the year 2009, the Group was ranked among the top six great places for leaders

in the Asia-Pacific region, in a study conducted by Hewitt Associates, RBL Group

and Fortune magazine. In India, the Group has been adjudged the best employer in India and

among the top 20 in Asia by the Hewitt-Economic Times and Wall Street Journal Study 2007.

Over 60 per cent of the Group's revenues flow from its overseas operations. The Group operates

in 27 countries – Australia, Bahrain, Bangladesh, Brazil, Canada, China, Egypt, France,

Germany, Hungary, India, Indonesia, Italy, Korea, Laos, Luxembourg, Malaysia, Myanmar,

Philippines, Singapore, Sri Lanka, Switzerland, Thailand, UAE, UK, USA and Vietnam.

Globally the Aditya Birla Group is:

A metals powerhouse, among the world’s most cost-efficient aluminum and copper

producers. Hindalco-Novelis is the largest aluminum rolling company. It is one of the 3

biggest producers of primary aluminum in Asia, with the largest single location copper

smelter

No. 1 in viscose staple fiber

The 4th largest producer of insulators

The 4th largest producer of carbon black

The 11th largest cement producer

Among the world’s top 15 BPO companies and among India’s top 4

Among the best energy efficient fertilizer plants

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In India:

A premier branded garments player

The 2nd largest player in viscose filament yarn

The 2nd largest in the Chlor-alkali sector

Among the top 5 mobile telephony companies

A leading player in Life Insurance and Asset Management

Among the top 3 super-market chains in the Retail business

Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success does not

come in the way of the need to keep learning afresh, to keep experimenting.

Beyond Business – The Aditya Birla Group is:

Transcending business for over 50 years now, the Group has been and continues to be involved

in meaningful welfare-driven initiatives that distinctly impact the quality of life of the weaker

sections of society in India, South-East Asia and Egypt.

In India, the Group's social projects span 3,000 villages. It reaches out to seven million people

annually through the Aditya Birla Centre for Community Initiatives and Rural Development,

spearheaded by Mrs. Rajashree Birla. Its focus is healthcare, education, sustainable livelihood,

infrastructure and espousing social causes.

The Group runs 42 schools, which provide quality education to over 45,000 children in India's

interiors. Of these, over 18,000 children receive free education. An additional 8,000 students

receive merit scholarships. Likewise at its 18 hospitals in India, more than a million patients are

given extremely subsidized medical care. To embed corporate social responsibility as a way of

life in organizations, the Group has set up the FICCI – Aditya Birla CSR Centre for Excellence,

in Delhi.

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http://www.adityabirla.com/social_projects/overview.htm

The Group transcends the conventional barriers of business and reaches out to the marginalized

because of its conviction of bringing in a more equitable society.

in Working 3700 villages

Reaching out to 7 million people annually through the Aditya Birla Centre for

Community Initiatives and Rural Development, spearheaded by Mrs. Rajashree Birla

Focusing on : health care, education, sustainable livelihood, infrastructure and espousing

social causes

Running 41 Schools and 18 Hospitals

Transcending the conventional barriers of business to send out a message that “We Care”

ABOUT UNIT

“VIKRAM WOOLLENS (VW) is a unit of highly diversified industrial conglomerate, Grasim

Industries Limited, which forms part of Asia’s major commercial & industrial empire - The

Aditya Birla Group”.

VW is worsted Spinning Plant set up with a State-of-the-Art Technology in the year 1995 with

the production capacity of 1440 tons/annum. Unit is catering the demand of high end worsted

consumers both internationally as well as in domestic market. Product quality is well accepted in

international market and now unit is expanding its business with the clear vision ‘TO BEAT

THE BEST’.

The unit commenced production on November 1995. The unit has modern spinning and dyeing

equipments with an installed capacity of 8832 spindles. The machines are imported from various

countries like France, Germany, Switzerland etc. the unit is manufacturing and marketing

100.00tons yarn per month

Unit is accredited with

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DIN EN ISO 9001:2000 (Quality Management System),

DIN EN ISO 14001 (Environmental Management System)

OHSAS 18001:1999 (Occupational Health & Safety Management System

BEST PRACTICES IN VIKRAM WOOLLENSS

Work Environment (5s)

JIT (just in Time)/ Supply Chain Management

Customer Driven: Internal & External

Equipment Effectiveness

Waste (MUDA) elimination

Liaison Team Force & Skill Development

Quality First Six Sigma/ SQM & Best development

Information system/ BPR technology & cash flow

MANAGEMENT PHILOSOPHY

VISION

To achieve and sustain the World Class Status in all areas.

MISSION

Establish ourselves as the first choice of our employees, customers and stakeholders.

GOALS

Zero Defects

Zero Waste

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Zero Equipment Losses

Zero Accidents

Zero Pollution

MANAGEMENT PROFILE

UNIT HEAD : Mr. Kanval Gandhi

H.R. HEAD : Mr. S.P. Hans

COMMERCIAL HEAD : Mr. P.C. Kesharwani

DYE HOUSE HEAD : Mr. O.P. Ojha

SPINNING HOUSE : Mr. S. Aher

ENGINEERING HEAD : Mr. H.K. Fandot

BANKERS : Central Bank of India

State Bank of India

Axis Bank

REGISTERED OFFICE : Grasim Industries Ltd.

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Stable, Fiber, Division

Birla Gram Nagda

(M.P.) 456331

ORGANISATION STRUCTURE

Mr. Kanval Gandhi

(UNIT HEAD)

Mr. S.P.Hans Mr.Shekhar Aher Mr. O.P.Ojha Mr.H. Fandot

DGM (P&A) G.M (tech) Jt.G.M(Dyeing) Mgr.(ENGG.)

Asst.Mgr.Spinning Asst. Mgr Post Spinning Dyeing Mgr Dyeing Officer

Deputy Mgr Deputy Mgr. Asst. D.M.

Sr. Foreman Foreman

Shift Officer Shift Officer Shift Officer (mech.) (elec.)

Operator Operator Operator Electrician

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Fitter D.G Operator Boiler Operator

FINANCIAL PERFORMANCE

P&L A/C

Particulars schedule 31st march 2010 31st march 2009

INCOME

sales 388,918,575.00 302,618,656.00

Less excise duty 12,39,038.00 387,679,537.00 37,56,103.00 298,862,553.00

Other income 9 42,197,536.00 47,091,007.00

Increase or decrease in stocks

10 65,69,056.00 19,747,129.00

423,308,017.00 365,700,689.00

EXPENDITURE

Raw material consumed 11 231,174,966.00 194,766,261.00

Purchase of finished goods

18,879,638.00

Manufacturing expenses 12 93,549,406.00 86,315,130.00

Payments provisions for employees

13 40,195,588.00 37,318,138.00

Selling distribution 14 19,854,610.00 19,837,751.00

Administration other expenses

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Interest 15 1,755,415.00 4,916,278.00

Depreciation (schedule)

11,048,639.00 10,522,013

397,578,624 372,555,209

Profit before tax 25,729,393.00 6,854,520

fringe benefit tax 192,000.00

Profit/loss (carries to ) 25,729,393.00 71,051,520.00

BALANCE SHEET

Particulars Schedule 31st march 2010 31st march2009

SOURCES OF FUNDS

Head office 1 247,919,728.00 181,623,476.00

Loan funds 2

Secured loan 68,73,559.00 55,037,054.00

Total loans 254,793,287.00 236,660,530.00

APPLICATIONS OF FUNDS

FIXED ASSETS

Gross block 3 585,473,249.00 582,074,417.00

Depreciation 456,520,487.00 446,113,976.00

Net block 128,952,762.00 135,960,441.00

Add; CWIP 0.00 128,952,762.00 0.00 135,960,441.00

Current assets, loan and

Inventories 4 93,060,131.00 86,770,380.00

Sundry debtors 5 44,825,509.00 39,771,874.00

6 111,301.00 182,015.00

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Loans and advances 7 18,497,893.00 16.194,938.00

156,494,834.00 142,919,207.00

Less current liabilities 8 30,654,309.00 125,840,525.00 42,219,118.00 100,700,089.00

Total 254,793,287.00 236,660,530.00

ACC. POLICIES & NOTES ON ACCONTS

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RECRUITMENT PROCESS

Recruitment refers to the process of attracting, screening, and selecting qualified people for

a job. For some components of the recruitment process, mid- and large-size organizations often

retain professional recruiters or outsource some of the process to recruitment agencies.

The stages in recruitment include sourcing candidates by advertising or other methods, screening

potential candidates using tests and/or interviews, selecting candidates based on the results of the

tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role

effectively.

The recruitment and selection is the major function of the human resource department and

recruitment process is the first step towards creating the competitive strength and the strategic

advantage for the organizations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging and conducting the interviews and requires many resources

and time.

A general recruitment process is as follows:

1. Identifying the vacancy:

The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

Posts to be filled

• Number of persons

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http://en.wikipedia.org/wiki/Advertising

http://en.wikipedia.org/wiki/Employment_agency

http://en.wikipedia.org/wiki/Recruiter

http://en.wikipedia.org/wiki/Employment

• Duties to be performed

• Qualifications required

2. Preparing the job description and person specification.

3. Locating and developing the sources of required number and type of employees

(Advertising etc).

4. Short-listing and identifying the prospective employee with required characteristics.

5. Arranging the interviews with the selected candidates.

6. Conducting the interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews

and the decision making, conveying the decision and the appointment formalities.

RECENT TREND IN RECRUITMENT-

OUTSOURCING-

In India, the HR processes are being outsourced from more than a decade now. A company may

draw required personnel from outsourcing firms. The outsourcing firms help the organization by

the initial screening of the candidates according to the needs of the organization and creating a

suitable pool of talent for the final selection by the organization. Outsourcing firms develop their

human resource pool by employing people for them and make available personnel to various

companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the

organizations for their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage

3. Turning the management's focus to strategic level processes of HRM

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4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5. Company can save a lot of its resources and time

Therefore, Vikram Woollens done recruitment and selection through refrences.

PERSONNEL POLICIES

Personnel policies define the treatment, rights, obligations, and relations of people in an

organization. They are the blueprints by which the organization runs--the rules and procedures

that protect workers (and the organization) from being abused, put them in control of their jobs,

and keep them from making errors that will hurt the organization or one another. A policy then

may-

i. Be specific or general in its institution

ii. Deal with one or many, aspect of a problem

iii. Place limits within which action is to be taken

iv. Specify the stops to be taken

There are essentially three types of personnel policies that our organization have-

General Policies have to do with the basic structure, philosophy, and rules of the

organization. They deal with issues ranging from equal opportunity in hiring and

advancement to conflicts of interest, sexual harassment, alcohol in the workplace, and

Internet usage.

Hiring and Employment Status Policies involve the worker's employment relationship

with the organization -- hiring, firing, and everything in between. Here is where pay

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scale, title, promotions, and performance reviews are laid out. These policies also cover

benefits, employees' rights, and reasons for termination.

Everyday Procedural Policies deal with issues that affect the everyday life of the

worker (or volunteer), and the day to day operation of the organization. They generally

include the hours employees are required to be at work, how workers should dress, when

they get paid, and issues of security, as well as guidelines for how things are done in the

organization.

Personnel policies may include-

Introductory Materials

Personnel policies often begin with a welcome, a brief history of the business, a statement

of the company's values and a description of its organizational structure.

Policies

The policies should include comprehensive information about workplace rules; for

example, hours, attendance, pay, benefits, supervision and discipline.

Legal Issues

Personnel policies should also include discussion of sensitive legal issues like sexual

harassment and employee safety regulations.

Effectiveness

To be effective, the policies must be distributed to every employee. The policies should be

reviewed during employee orientation and during periodic training sessions.

Warning

Employers should avoid making unconditional promises in their personnel policies.

Implying that an employee who follows the rules will never is fired.

Vikram Woollens follows following policies-

Ensure availability of skilled manpower

Continuous harness human resources and develop their potential for organization and self

development

Ensure cordial relation among employees

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http://www.ehow.com/legal/

http://www.ehow.com/business/

Add value to society.

Timely statutory compliance.

TRAINING & DEVELOPMENT

The quality of employees and their development through training and education are major factors

in determining long-term profitability of a small business. If we hire and keep good employees, it

is good policy to invest in the development of their skills, so they can increase their productivity.

Training often is considered for new employees only. This is a mistake because ongoing training

for current employees helps them adjust to rapidly changing job requirements.

Therefore, Vikram Woollens provide training to their employees every month once or twice as

per needed for their and company’s development.

Purpose of Training and Development

Reasons for emphasizing the growth and development of personnel include

Creating a pool of readily available and adequate replacements for personnel who may

leave or move up in the organization.

Enhancing the company's ability to adopt and use advances in technology because of a

sufficiently knowledgeable staff.

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Building a more efficient, effective and highly motivated team, which enhances the

company's competitive position and improves employee morale.

Ensuring adequate human resources for expansion into new programs.

Research has shown specific benefits that a small business receives from training and developing

its workers, including:

Increased productivity.

Reduced employee turnover.

Increased efficiency resulting in financial gains.

Decreased need for supervision.

TRAINING METHODS-

On-the-job training is delivered to employees while they perform their regular jobs. In

this way, they do not lose time while they are learning. After a plan is developed for what

should be taught, employees should be informed of the details. A timetable should be

established with periodic evaluations to inform employees about their progress. On-the-

job techniques include orientations, job instruction training, apprenticeships, internships

and assistantships, job rotation and coaching.

Off-the-job techniques include lectures, special study, films, television conferences or

discussions, case studies, role playing, simulation, programmed instruction and

laboratory training. Most of these techniques can be used by small businesses although,

some may be too costly.

Evaluation of training:

Training is to be evaluated several times during the process. Determine these milestones when

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we develop the training. Employees are evaluated by comparing their newly acquired skills with

the skills defined by the goals of the training program. Any discrepancies should be noted and

adjustments made to the training program to enable it to meet specified goals. Many training

programs fall short of their expectations simply because the administrator failed to evaluate its

progress until it was too late. Timely evaluation will prevent the training from straying from its

goals.

If it is found that there no noticeable improvement after a training session in the employees, then

we again conduct the training for there development.

WELFARE ACTIVITIES

Employee or labour welfare is comprehensive term including various services, benefits and

facilities offered to employee by the employer. Through such fringe benefits the employer

makes 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.

CANTEEN-

A canteen has contracted for the convenience of the employees. It’s the common canteen

for all the employees (at subsidized rates). It works in all the three shifts as per the timings.

The canteen services are available for those employees who need to take meals on

staggered basis due to continuous run of some departments/equipments.

VIKRAM STAFF CLUB-

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In order to have a recreation time to time, they have formed a Vikram Woollens staff club

which organizes number of activities on different number of occasions. The activities

include both cultural and sports and a picnic is arranged once in a year.

CONVEYANCE-

A staff bus is provided for all the employees and workers as this unit are far away from

the city, this facility is available for all the shifts.

PRODUCTION/OPERATIONS

PRODUCTS AND SERVICES OFFERED IN VIKRAM WOOLLENS

VIKRAM WOOLLENS offer wide variety of Dyed Spun Yarn in pure Wool and its Blends with

Polyester, Angora, Kid Mohair, Camel Hair and other specialty Fiber

A) BLENDS

Wool 100%

Wool / Polyester

Wool / Silk

Wool / Alpaca

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Wool 100% Alpaca

Wool / Cashmere

Wool / Fine Animal Hairs

Wool Nylon

Wool Viscose

B) RANGE

Conventional

Dyed solids, Mélange & Vigro Printed

Single and Multifold

Crepe (High Twist)

Siro Spun

C) COUNT RANGE

Conventional Spun Yarn : NM 16 to 120

Siro Spun: NM 2/48 to 2/76

Siro Lycra: NM 2/40 to 2/76

Wool Nylon: NM 2/28 to 2/48

Wool Silk: NM 2/30 to 2/120

D) APPLICATIONS

Apparel

Furnishing

Socks

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Shawls, Stoles & Scarves

QUALITY CONTROL

To produce globally Competitive Quality Yarn.

Total Customer Satisfaction, both Internal and External.

Create and Maintain Clean, Safe and Pleasant Working Environment.

Follow a System leading to continuous Improvement in Technology and Human

Potential.

MATERIAL PLANNING

To produce a wide variety of dyed spun yarn in pure wool.

To produce more range of siro spun and siro lycra

FUTURE PLANS

To enhance the plant capacity

To increase the production

To produce wide range of variety

To serve the best to the customers

To adopt the new technology

MARKETING

Marketing is the process whereby society, to supply its consumption needs, evolves distributive

systems composed of participants, who, interacting under constraints - technical (economic) and

ethical (social) - create the transactions or flows which resolve market separations and result in

exchange and consumption.

AREA OF OPERATION

Apparel

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Furnishing

Socks

Shawls, stoles & scarf’s

Knitting

This product range is well known for its branded suiting. Its brand has differentiated itself as a

power of fashion with several innovative fabrics.

COMPETITORS OF VIKRAM WOOLLENS

Jindal woollens industries

K.D.R woollens industries

Brahma woollens industries

Imperial woollens industries

Rajasthan woollens industries

Asian woollens industries

MARKET SHARE OF VIKRAM WOOLLENS

Grasim, which enjoyed second largest share of the over the counter (OTC) segment with a nearly

20 per cent market share, targeted a 20 per cent growth in the coming years. Grasim earned 30

per cent from export and 70 per cent from retail sales.

ADVERTISING & SALES PROMOTION

Advertising is the dissemination of information by non-personal means through paid media

where the source is the sponsoring organization.

Sales promotion is the dissemination of information through a wide variety of activities other

than personal selling, advertising and publicity which stimulate consumer purchasing and dealer

effectiveness.

Vikram Woollens advertise through following-

Newspapers and magazines;

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Television broadcasts;

Through press releases;

Novelties bearing advertising messages and Signature of the advertiser.

Circular of all kinds, (whether distributed by mail, by person, thorough tradesmen, or by

inserts in packages);

Vikram Woollens supplies in

Bhilwada

Chilwada( M.P.)

Mumbai

Gujarat

Kanpur

Ludhiana

Chandigarh

Mysore

STRENGTH AND WEAKNESSES OF VIKRAM WOOLLENS

STRENGTH-

Medical facility as & when required.

Scholarships to meritorious children of employees.

Internal and external customer survey through standard formats.

Organizational health study.

Best attendance award annual basis.

Innovation activity.

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Performance appraisal of staff and workers.

WEAKNESS-

Workers are less educated.

Limited production.

SUGGESTIONS-

There should be weekly sessions on employee’s education.

Unit should be expanding in order to increase the production capacity.

SPECIAL POINTS-

Staff is very co-operative.

Training module provided to workers.

Provide various Welfare schemes for workers.

Board of Directors

Mr. Kumar Mangalam Birla, Chairman

Mrs. Rajashree Birla

Mr. M. L. Apte

Mr. B. V. Bhargava

Mr. R. C. Bhargava

Mr. A. K. Dasgupta

Mr. Shailendra K. Jain

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Mr. D. D. Rathi

Mr. Cyril Shroff

Dr. Thomas M. Connelly

Mr. Adesh Gupta (Whole-Time Director)

Mr. K. K. Maheshwari (Whole-Time Director)

Business Heads-

Mr. K. K. Maheshwari, Viscose Staple Fibre

Mr. O. P. Puranmalka, Cement

Mr. Lalit Naik, Chemicals

Mr. Pranab Barua, Textiles

Manager & Chief Financial Officer-

Mr. Adesh Gupta

Company Secretary-

Mr. Ashok Malu

DEPARTMENT HEAD-

Mr. Satya Pal Hans (DGM, P&A, HR at VIKRAM WOOLLENS, MALANPUR Unit Grasim

Inds Ltd)

E-Mail ID- [email protected]

CONTACT DETAILS-

Address : Plot GH - I to IV Ghironghi, Malanpur

Telephone No. : 91-1681-3602

Fax No. : 91-1681-3339

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EMPLOYEE/ LABOUR WELFARE

INTRODUCTION-

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 high so as to retain the employees for longer duration. The welfare measures need not

be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of

working conditions, creation of industrial harmony through infrastructure for health, industrial

relations and insurance against disease, accident and unemployment for the workers and their

families.

Labour welfare entails all those activities of employer which are directed towards providing the

employees with certain facilities and services in addition to wages or salaries.

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http://industrialrelations.naukrihub.com/

http://industrialrelations.naukrihub.com/

According to Arthur James Todd,”Labour welfare means anything done for the comfort and

improvement, intellectual or social, of the employees over and above the wages paid which is not

a necessity of the industry”.

Article 154 of the ROC Constitution stipulates that employer and employee should cooperate

with each other in order to enhance business. Based on this principle, the Basic Labour Law was

enacted, ensuring labour rights, establishing employer-employee ethics, increasing productivity,

and promoting economic development.

Labour welfare has the following aims:

To provide better life and health to the workers.

To make the workers happy and satisfied.

To relieve workers from industrial fatigue and to improve intellectual, cultural and

material conditions of living of the workers.

FEATURES OF LABOUR WELFARE-

The basic features of labour welfare measures are as follows:

Labour welfare includes various facilities, services and amenities provided to workers for

improving their health, efficiency, economic betterment and social status.

Welfare measures are in addition to regular wages and other economic benefits available

to workers due to legal provisions and collective bargaining

Labour welfare schemes are flexible and ever-changing. New welfare measures are added

to the existing ones from time to time.

Welfare measures may be introduced by the employers, government, employees or by

any social or charitable agency.

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The purpose of labour welfare is to bring about the development of the whole personality

of the workers to make a better workforce. The very logic behind providing welfare

schemes is to create efficient, healthy, loyal and satisfied labour force for the

organization. The purpose of providing such facilities is to make their work life better

and also to raise their standard of living.

The important benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy

work environment·

Facilities like housing schemes, medical benefits, and education and recreation facilities

for workers’ families help in raising their standards of living. This makes workers to pay

more attention towards work and thus increases their productivity.

Employers get stable labor force by providing welfare facilities. Workers take active

interest in their jobs and work with a feeling of involvement and participation.

Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.

The social evils prevalent among the labors such as substance abuse, etc are reduced to a

greater extent by the welfare policies.

PRINCIPLES OF EMPLOYEE WELFARE SERVICE-

Following are generally given as the principles to be followed in setting up a employee welfare

service:

The service should satisfy real needs of the workers. This means that the manager must

first determine what the employee’s real needs are with the active participation of

workers.

The service can be handled by cafeteria approach. Due to the difference in Sex, age,

marital status, number of children, type of job and the income level of employees there

are large differences in their choice of a particular benefit. This is known as the cafeteria 30

approach. Such an approach individualizes the benefit system though it may be difficult

to operate and administer.

The employer should not assume a benevolent posture.

The cost of the service should be calculated and its financing established on a sound

basis.

There should be periodical assessment or evaluation of the service and necessary timely

on the basis of feedback.

OBJECTIVES OF LABOUR WELFARE-

To ensure welfare of labours.

To create healthy and cordial industrial relationships between the labours and employers.

To mediate in industrial complaints/disputes and ensure industrial peace.

To enforce various labour laws, thereby ensuring welfare of the workers.

To provide relief and due benefits to labourers through judicial work.

It helps to improve employee productivity.

To ensure education, rehabilitation and other welfare of released child labourers through

National Child Labour Projects.

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To undertake survey and research work under various labour laws.

To generate revenue for the state by receiving registration fee under different labour laws.

To provide better life and health to the workers.

To make the workers happy and satisfied.

To relieve workers from industrial fatigue and to improve intellectual, cultural and

material conditions of living of the workers.

It should be based on an intelligent prediction of the future needs of industrial

work, and be so designed so as to offer a cushion to absorb the shock of

industrialization and urbanization on workers and Administratively viable and

essentially development in outlook.

Raise the standard of living of workers by indirectly reducing the burden on their

purse.

TYPES OF WELFARE SERVICES IN VIKRAM WOOLLENS-

Welfare services relate to physical and social well-being of the employees both within and

outside the organization. Within the organization, these include provision of medical benefits,

recreational facilities, canteens, rest rooms etc. They may also include meals and refreshments

supplied at subsidized rates to the employees. But outside the organization, welfare arrangements

include provision of housing accommodation, education of children of employees, medical

advice for the family etc.

Therefore, following are the benefits that Vikram Woollens provides to their employees:

A). Intramural facilities:

32

Intramural facilities are those facilities which are provided within the establishment such as rest

centres canteen, uniforms etc.

Drinking Water- Sufficient arrangements have made to provide and maintain suitable

supply of wholesome drinking water at suitable points at all working hours.

Facility for sitting- Vikram Woollens has provided suitable sitting arrangements for

employees.

Health and Medical facilities- Vikram woollens provide first aid appliances or

cupboards equipped with the prescribed contents to be readily accessible during all

working hours which shall not be less than for one hundred and fifty employees. And,

there is always an ambulance ready in severe cases.

Latrines, Urinals, Spittoons- Latrines, urinals and Spittoons in sufficient number

have been provided at convenient places and maintained in a clean and hygienic co

addition.

Canteen- A canteen has contracted for the convenience of the employees. It’s the

common canteen for all the employees (at subsidized rates). It works in all the three shifts

as per the timings. The canteen services are available for those employees who need to

take meals on staggered basis due to continuous run of some departments/equipments.

Bathroom- According to Government rule clean bathrooms are maintained at Vikram

Woollens, adequate water supply, lighting and drainage arranged emit should be in

provided in the bathrooms.

Lighting- Proper and sufficient lights are to be provided for employees so that they can

work safely during the night shifts.

B). Extramural Facilities:

Extramural facilities are those facilities which are undertaken outside the establishment such as

child welfare, transport facility etc.

OBJECTIVE-

33

The objective of the company behind providing these facilities is to maintain peace and cordial

and friendly relations and to recreate, develops and educates the employees. Through these

activities the company tries to improve the quality of its employees.

Personal Health Care (Regular medical check-ups)- Vikram Woollens provide

the facility for extensive health check-up once in a year.

Conveyance/Transport Services- A staff bus is provided for all the employees and

workers as this unit are far away from the city, this facility is available for all the shifts.

There is a common bus for all the staff.

Housing facility- Vikram Woollens provide adequate and suitable shelters for the

workers and their family who come from outside cities to work.

Social Security Benefit- Vikram Woollens runs a social security scheme in which the

company pays 4.75% and the employee pays 1.75% in case of any severe accident, for

the medical treatment. The employee is only eligible for this scheme if his attendance is

at least 72 days or more.

Old-age benefit- On the retirement, the company gives 12% provident fund (that is

employee provident fund-8.33% and Employee Family Pension-3.67%) to the employee,

of their income every month.

Vikram Woollens Staff Club - In order to have a recreation time to time, they have

formed a Vikram Woollens staff club which organizes number of activities on different

number of occasions. The activities include both cultural and sports and a picnic is

arranged once in a year.

Crèches- Since no female is employed inside the factory so there is no provision of

crèches in Vikram Woollens.

34

.OBJECTIVE OF THE STUDY-

To know the various welfare activities provided to the workers.

To know the employees perception towards Welfare Facilities of Vikram Woolens.

To open New Vistas.

RESEARCH METHODOLOGY-

The project was exploratory in nature and required data collection to achieve the desired

objective.

SAMPLE GROUP-

For the purpose of finding a sample group was selection on the basis of welfare activities

and on the random basis of different factors involved like Transport facilities, cleanliness,

washroom, library facilities, training facilities etc.

35

SAMPLE SIZE-

No. of employees 140

DATA COLLECTION-

Collection of primary data:

Primary data was collected by questionnaires which have been filled by the

employees and interviews of the sample group. Results were interpreted by the

means of their response.

Secondary data collection:

Besides the methods stated earlier more information was collected during informal

talk with the employees and from other documents provided by the organization.

SUGGESTIONS

While assigning work to the employees, the management should also take into

consideration the interests of the employees.

To motivate employees to work hard and perform better, management should start

providing rewards to the employees, for example- ‘employee of the month’ and the like.

Good work should be appreciated.

Right person should be at the right place

Rules and regulations should be applicable to all.

Vikram Woollens, Malan purities provided should be up to the mark.

Primary importance should be given to talent and not to relations.

36

Not any kind of discrimination should be made.

Primary importance should be given to target, if someone achieves his target, he should

be free to do whatever he likes, and for example he may leave the plant.

Sufficient holidays should be provided to the employees so that they can also spend some

of their time with their family members, because family is place from where we all get

our energy.

Experienced persons should be given prime importance, in case they are talented, creative

and enthusiastic, because they are invaluable diamonds of the company.

And if they are leave the company by getting annoyed from the company policies, company may

lose its charm.

Finally, I would like to recommend the management that it should listen each and everyone

carefully and should also take some necessary steps to remove his or her problem.

CONCLUSION-

From the analysis it can be concluded that Vikram Woollens is providing a number of welfare

facilities to its labours for their benefit and their development. I have done a comparative study

on the satisfaction level of the labours with the welfare facilities. The result shows that the

responses of all the labours are similar, means if one labour is satisfied with the things then other

labours are too satisfied and if one labours is not satisfied with some of the welfare activities

then the other labour have the same level of satisfaction.

After studying the response from the questionnaire, answered by labours, I found that vikram

woollen is the organization which thinks for the welfare of their labours and other staff members.

Results of questionnaire shows that vikam woolen provides quite bus facilities, quality of food in

the canteen is good, cleanliness of the buses and the canteen is upto the mark, behaviour of bus

driver and conductor is good so as of canteen staff, proper sitting facilities in the premises, good

drinking and sanitary facilities, good welfare schemes for labours and other staff members.

37

In tacit way working condition in vikram woollen is conducive for each level of management.

REFERENCES-

http://www.hrmnotes.com/employee-welfare

http://rajlabour.nic.in/objective.htm

http://industrialrelations.naukrihub.com/employee-welfare.html

http://lalitkhungar.xanga.com/671287486/employee-welfare-in-human-resource-

management/

http://www.ankitakulkarni.com/human-resource-management/employee-welfare

http://blogs.siliconindia.com/Jyotionnet/Employee_Welfare-bid-

F941ap7D79656261.html

38

http://blogs.siliconindia.com/Jyotionnet/Employee_Welfare-bid-F941ap7D79656261.html

http://blogs.siliconindia.com/Jyotionnet/Employee_Welfare-bid-F941ap7D79656261.html

http://www.ankitakulkarni.com/human-resource-management/employee-welfare

http://lalitkhungar.xanga.com/671287486/employee-welfare-in-human-resource-management/

http://lalitkhungar.xanga.com/671287486/employee-welfare-in-human-resource-management/

http://industrialrelations.naukrihub.com/employee-welfare.html

http://rajlabour.nic.in/objective.htm

http://www.hrmnotes.com/employee-welfare

QUESTIONNAIRE

Q1. VªkaliksVZ lEca/kh f’kdk;rksa dks@leL;kvksa dks

lquk tkrk gS%&

1- Iwk.kZ vlarq"V 2- dqN dg ugh ldrs 3- dqN

gn rd

4- larq"V 5- iw.kZ larq"V

Q2. D;k vki dsUVhu esa fn;s tkus okys Hkkstu dh

xq.koRrk ls larq"V gS%&


gn rd

39


Q3. D;k cl fu;fer vkSj fu/kkZfjr le; ij vkrh gS%&


gn rd


Q4. D;k dsUVhu esa QuhZpj cSBus gsrq lqfo/kk mi;qDr

gS%&


gn rd


Q5- esjh ;wfuV esa iznku dh tkus okyh dY;ku

lqfo/kk;sa ,oa [ksydwn izfr;ksfxrk;sa Ik;kZIr

gS%&


gn rd


Q6- dsUVhu esa dke djus okyksa ds O;ogkj ls vki lqrq"V

gS%&

40


gn rd


Q7- daiuh }kjk miyC/k djk;s gqbZ VªkaliksVZs’ku

lqfo/kk ls vki larq"V gS%&


gn rd


Q8. ilZuy foHkkx }kjk Jfedksa ds ixkj laca/kh f’kdk;rksa

leL;kvksa dks le; ij lquk

tkrk gS@fd;k tkrk gS%&


gn rd


Q9. D;k cl esa lkQ lQkbZ dk /;ku fn;k tkrk gS%&


gn rd


41

Q10- D;k pkyd vkSj ifjpkyd ds O;ogkj ls vki larq"V gS%&


gn rd


Q11. D;k dsaVhu esa Hkkstu lkexzh ijkslus gsrq vkSj

j[kus gsrq mi;ksx esa yk;s tkus okys

crZuka dh LoPNrk ij mfpr /;ku fn;k tkrk gs%&


gn rd


Q12. D;k VªkaliksVZs’ku laca/kh f’kdk;r esustesUV ls

djus ij ml ij /;ku fn;k tkrk gS%&


gn rd


Q13. D;k esustesUV }kjk dsUVhu dk le;&2 ij fujh{k.k

fd;k tkrk gS%&

42


gn rd


RESULT AND DISCUSSION

Q1. VªkaliksVZ lEca/kh f’kdk;rksa dks@leL;kvksa dks lquk tkrk gS%&

2- Iwk.kZ vlarq"V 2- dqN dg ugh ldrs 3- dqN gn rd 4- larq"V 5- iw.kZ larq"V

43

58% workers say they are satisfied with the way transport related problems are heard and

solved.

25% of them are fully satisfied, and only 5% are unsatisfied.

Q2. D;k vki dsUVhu esa fn;s tkus okys Hkkstu dh xq.koRrk ls larq"V

gS%&

2- Iwk.kZ vlarq"V 2- dqN dg ugh ldrs 3- dqN gn rd


40% of the workers are satisfied with the quality of food in the canteen.

30% are fully satisfied, they don’t want any changes.

And only 2% are totally unsatisfied, they think quality of food is poor.

Q3. D;k cl fu;fer vkSj fu/kkZfjr le; ij vkrh gS%&



44

50% workers do agree that bus comes on time, and they are satisfied with the service.

38% of them think that service provided is the best, they are fully satisfied.

And only 5% are not happy with the bus service.

Q4. D;k dsUVhu esa QuhZpj cSBus gsrq lqfo/kk mi;qDr gS%&



50% workers are satisfied with the sitting arrangement in the canteen.

35% are fully satisfied, while only 5% are totally unsatisfied.

Q5- esjh ;wfuV esa iznku dh tkus okyh dY;ku lqfo/kk;sa ,oa [ksydwn

izfr;ksfxrk;sa Ik;kZIr gS%&

2- Iwk.kZ vlarq"V 2- dqN dg ugh ldrs 3- dqN gn rd45


63% workers are satisfied with the welfare facilities and sports activities.

28% are fully satisfied, they don’t feel any changes need to make in that, while only

2% workers are totally unsatisfied.

Q6- dsUVhu esa dke djus okyksa ds O;ogkj ls vki lqrq"V gS%&

1 Iwk.kZ vlarq"V 2- dqN dg ugh ldrs 3- dqN gn rd


38% workers are satisfied and 30% workers are fully satisfied by the behavior of the

canteen staff.

And 7% of them feel they don’t behave well.

Q7- daiuh }kjk miyC/k djk;s gqbZ VªkaliksVZs’ku lqfo/kk ls vki larq"V

gS%&

46



58% are satisfied and 23% are fully satisfied with transportation facilities provided by the

company.

And 12% are partially satisfied, 2% are totally unsatisfied.

Q8. ilZuy foHkkx }kjk Jfedksa ds ixkj laca/kh f’kdk;rksa leL;kvksa dks

le; ij lquk

tkrk gS@fd;k tkrk gS%&



58% are satisfied and 23% are fully satisfied with the way HR dept. deals with workers

and their payment related problems.

And only 7% is totally unsatisfied.

47

Q9. D;k cl esa lkQ lQkbZ dk /;ku fn;k tkrk gS%&



50% are satisfied with the cleanliness of the bus, and 35% are fully satisfied.

While only 13% are partially satisfied.

Everybody is happy with the cleanliness.

Q10- D;k pkyd vkSj ifjpkyd ds O;ogkj ls vki larq"V gS%&



63% are satisfied with the behavior of conductor and driver of the bus, and 23% are fully

satisfied.


48

0% thinks that bus driver and conductor are ill-mannered.

Q11. D;k dsaVhu esa Hkkstu lkexzh ijkslus gsrq vkSj j[kus gsrq mi;ksx esa yk;s tkus okys crZuka dh LoPNrk ij mfpr /;ku fn;k tkrk gs%&



28% are satisfied with the utensils of the canteen, and 28% are fully satisfied. While only 22% are partially satisfied. 15% thinks that utensils are very bad and unhygienic.

Q12. D;k VªkaliksVZs’ku laca/kh f’kdk;r esustesUV ls djus ij ml ij /;ku

fn;k tkrk gS%&



49

58% workers feel that management do listen to their transport related problems, and 20%

are fully satisfied.


5% thinks that they don’t pay any attention towards their problem.

Q13. D;k esustesUV }kjk dsUVhu dk le;&2 ij fujh{k.k fd;k tkrk gS%&



50

50% workers agree that management do inspect the canteen time to time, and 23% are

fully satisfied.


10% thinks management doesn’t inspect the canteen.

51

A Project Report Final

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