EMPLOYEE WELFARE

SUMMER TRAINING REPORTON

EMPLOYEE WELFARE INEscorts Ltd.

SUBMITTED TO M.D UNIVERSITY, ROHTAK IN THE PARTIAL FULFILLMENT FOR THE AWARD OF THE

DEGREE OF

B .B .A(CAM)(BACHELOR OF BUSINESS ADMINISTRATION, COMPUTER AIDED

MANAGEMENT)

Session 2009-10

TRAINING MANAGER: SUBMITTED BY:(MR.RAJESH GOEL) MANPREET KAUR[ HEAD OF HR DEPT.] B. B. A(CAM)5th Sem.

Roll No.Faculty guide:

……………………….

[B. B. A(CAM)Co-ordinator]

D.A.V INSTITUTE OF MANAGEMENT

Faridabad

I hereby declare that, the project entitled

Employee Welfare In escorts ltd.. assigned to me for the partial fulfillment of B. B. A. 5th Sem. degree from M. D. UNIVERSITY, Rohtak. It s the original work done by me and

the information provided in the study is authentic to the best of my knowledge.

This study has not been submitted to any other

institute or university for the award of any other

degree.

[……………………….]

ACKNOWLEDGEMENT

This project report prepared by me is a result of the joint effort of several helping hands of

the Personnel Department of Escorts Ltd., Construction Division, Faridabad. The knowledge

of our theoretical studies is absolutely incomplete without its proper implementation and

application in the diversified corporate world of today. I have been really opportunistic to be a

part of the Escort Group during my summer training, which is one of the leading business

houses in today’s scenario.

Any accomplishment requires the effort of many people and this work is no different. It

has been my proud privileges to be attached to do research on such a topic which gave

me the chance to get connected with some great people who are thoroughly

professional i.e., staff of Escorts Ltd. highly professional company with modern outlook.

With due respect I express my indebt-ness to the management of the company. For

accommodating me to have a look into their systems and providing me with all

information I needed to complete my research work.

I am deeply indebted to Mr. Anand Kishore (Chief Manager , HRD) for allowing me to

conduct an in – depth study of “Employee Welfare” in the esteemed organization like

Escorts (Agri Machinery Group, Plant-1, Faridabad).

I would like to express my heart gratitude to Mr. Rajesh Goel and Mr. Amod Thakur

(Personnel Department ) who extended his full cooperation and support , subverted his

expert guidance wherever necessary which was of paramount importance to me.

[………………………]

TABLE OF CONTENTS

Chapter 1: Introduction

Need of the study

Objective of the study

Research problem

Research methodology

Research design

Sample design

Sources of data collection

Chapter 2: Review of literature

Chapter 3: The Company

Chapter 4: Data Analysis and Presentation

Chapter 5: Conclusions and Recommendations

Bibliography

Appendices

INTRODUCTION OF STUDY

INTRODUCTION

NEED OF THE STUDY

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

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

implementing theory in to practice are. Lecture given in classroom help us to

understand the fundamental concept of management.

As an essential part of our B.B.A(cam). program I got a chance to have the training

with Escorts (AMG, plant-1 Faridabad)

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

“employee welfare policies of the company”

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

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

them provided me with the necessary information related to the project.

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

welfare notice board , internet and with direct interaction with the employees of the

company.

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

their employees.

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

employee’s preference regarding the welfare policies provided by the company.

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

facilities provided by the company.

OBJECTIVES OF THE STUDY

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

To study the information regarding the welfare policies provided by the company to

the employees.

To check the role of management while providing welfare schemes.

The study aims at providing relevant information for marking the necessary

amendment in the welfare policies of the company.

To know how employees are availing the welfare schemes.

To know the formalities fulfilled before availing the welfare schemes.

Research Problem

A researcher experiences some difficulty either in a theoretical and practical

situation and wants to obtain a solution.

Major components of a research problem:

If someone goes for a research then there should be a

problem for which he go and solved it.

The problem should be helpful for achievement of objective.

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

about the favorable and unfavorable means of the objective.

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

objective.

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

and for solving it he can do research.

RESEARCH METHODOLOGY

Research

For understanding our study very firstly we should understand that what are the various

methods which are generally being used to do a research work, and then we will relate

our research with the one type which is of its kind.

But before relating the research and understanding it we should have little knowledge of

“Research” indeed.

Research in common meaning refers to a search for knowledge. If we define research

properly then it would be like “It is a scientific and systematic search for pertinent

information on a specific topic”. Still some people consider research as a Movement,

the movement from known to unknown. All of us posses some amount of inquisitiveness

in our self, and it is this inquisitiveness that make all of us to get known with the things

which are unknown to us.

Research is an academic activity, which help us to get familiar with the basic things of

the findings and spread the knowledge so that all can be benefited from it. In short, the

search for knowledge through objectives and systematic method of finding solution to a

problem is research. The systematic approach concerning generalization and the

formulation of a theory is also Research.

OBJECTIVES OF RESEARCH:

The main aim of research is to find out the truth which is hidden and which has not been

discovered as yet. Though each research study has its own specific purpose, we may

think of research objectives as falling into a number of following broad groupings:

1 To gain familiarity with a phenomenon or to achieve new insights into it.

2 To portray accurately the characteristics of a particular individual, situation or a

group.

3 To determine the frequency with which something occurs or with which it is

associated with something else.

4 To test a hypothesis of a casual relationship between variables.

However this is not an exhaustive list of factors motivating people to undertake research

studies. Many more factors such as directives of government, employment conditions,

curiosity about new things, desire to understand casual relationships, social thinking and

awakening, and the like may as well motivate people to perform research operations.

Now as we know that what are the various objectives behind the research work we

should also understand that what the type of research work is, that is being done by us

and categories our lies in which category.

METHODOLOGY OF PROJECT

Firstly i choose the topic which was of my interest and I knew it will increase my

view in working of the organization.

After I visited company’s office and met with the executives over there.

Thirdly I made them understood what I am trying and in what prospect I wanted

their help.

After this they told me what methods they are using for the performance

appraisal, it was the rough idea they provided me as their company rules don’t

allow them to reveal their policies.

After that I came in contact with some people working for the organization and

going through those appraisals.

I saw the forms which they are supposed to fill during the appraisal process.

On the basis of the information got and gathered I made the project report.

RESEARCH DESIGN

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

data in a manner that aims to combine relevance to the research purpose with

economy in procedure. The research design used in my study is basically

descriptive in nature.

i) Descriptive research : -- the research design in my study is

descriptive. Its studies are concern with describing the characteristics of a

particular group or individual. Studies concerned with specific prediction with

narration of facts and characteristics

concerning individual, group or situations are examples of descriptive research .it is

also known as social research.

SAMPLE DESIGN:

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

It refers to the technique or the procedure the researcher would adopt in selecting

items for the sample i.e. the size of the sample. Stratified sample method is adopted

to select the sample.

SAMPLE UNIT:

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

simple random and sub sample are drawn from different data which are equal o

some characteristics . the first step in stratified sampling choosing a strata on the

basis of existing information.

SAMPLE SIZE:

Hundred

GEOGRAPHICAL AREA:

Plant-1, plant2, plant-3.

SOURCES OF DATA COLLECTION :--

1. Formal Information Sources – These are the sources of information

which are authentic and reliable, obtained through a proper channel in the

organization by adhering to a systematic and structured procedure.

For Example:

Through company manuals, journals, brochures and any other published material like

balance sheets, annual reports, articles etc.

Questionnaire

Personal Interview and Mails etc

Through the Company Person

.

2. Informal Information Sources - These are the sources of

information which are obtained through our interpersonal relationships with the

employees of the company.

For Example:

Employees of the same department.

External stakeholders involved in the Company like Existing Clients

3. Primary Data – Data which is collected for the first time for a specific

purpose is generally known as Primary data.

For Example:

Questionnaire

Personal Interview

E- mail

Telephone Enquiry

Feedback Form

4. Secondary Data – Data which is collected for some other purpose but

which can be used either partially or fully for the present study is known as

Secondary data.

For Examples:

Published Articles

Annual reports of company like annual sales report, annual finance

report and annual marketing report

Reports of different types of Governmental and non- governmental

agencies

Internet

These four types of sources helped us to gather information about the company and its

competitors. We can use formal information sources only for the information about the

company. Informal sources will be great help to get information about the company also.

Secondary data will be used for the competitor’s information. Internet will be used for the

information about the company and its competitors. Competitors home web site will be

great help to us to get knowledge about the lacking in our’s and need of growth in our

presentation.

REVIEW OF LITERATURE

Employee:--

An employee generally includes any individual who performs services if the

relationship between the individual and the person for whom the services are

performed is the legal relationship of employer and employee. This includes an

individual who receives a supplement unemployment pay benefits that is treated as

wages.

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

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

(b) Is employed in a confidential capacity in matters relating to

labour relations or

Personnel.

Employer:-

An employer generally is that person who appoints the employees and

workers. Employer is a major part of a business organization. In the organization,

Business owners who want their business to continue to grow and expand its

capacities will eventually have to consider taking on employees. Employing people is

a complex, but not impossible task, provided that you are well-informed about your

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

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

authorities who enforce the employer to create a healthy environment in the

organisation.

About industrial relations or employees relationships:--

The relationship between employer and employee is called employee

relationship. Here the victorian government say about workplace relations. And it

passed an act also.this is as follows:-

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

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

framework of laws regulating industrial matters in Victoria through the Workplace

Relations Act.

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

for some specialist legislation, the Victorian Government is committed to fostering

fair, co-operative and innovative workplaces.

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

Relations Act to generate more harmonious IR outcomes, passed specific

legislation to improve fairness and security for various employees, and developed a

number of programs to promote cooperative, high-performance workplaces.

Basic meaning of industrial relationship:--

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

between the management and the union (s) in an industrial enterprise. It ought to

include “employee relations” irrespectively of whether a union exists in a particular

unit or not.

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

has been exploited by the employer. To be sure, most of us Indians are even today,

partners in this process of exploitation. The reference here is to the working

conditions and facilities that we provide to our domestic servants, whether we look at

their wages, at their working houses, or at their health care. The some is by and

large true for labour employed on construction projects or in firms. It must therefore

be accepted

that the trade unions did serve a social purpose through the practice of collective

bargaining.

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

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

participants- labor and management, but also the economic and social goals to

which the State addresses itself. To regulate these relations in socially desirable

channels is a function, which the State is in the best position to perform.

In fact, industrial relation encompasses all such factors that influence behavior of

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

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

associations, government bodies, labor courts, tribunals and other organizations

which have direct or indirect impact on the industrial relations systems.

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

officials, shop stewards, industrial relations officers/ manager, mediator/conciliators /

arbitrator, judges of labor court, tribunal etc.

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

industrial relations schemes, discipline procedure, grievance redressal machinery,

dispute settlements machinery working of closed shops, union reorganization,

organizations of protests through methods like revisions of existing rules,

regulations, policies, procedures, hearing of labor courts, tribunals etc.

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

works, leave with wages, health, and safety disciplinary actions, lay-off, dismissals

retirements etc., laws relating to such activities, regulations governing labor welfare,

social security, industrial relations, issues concerning with workers’ participation in

management, collective bargaining, etc.

Labour welfare:--

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

working conditions, provide social security and raise their standard of living. Majority

of labor force in India is working in unorganized sector. In order to provide social

security to such workers, Government has introduced Labor Welfare Fund to ensure

assistance to unorganized labors. Five different welfare funds, which are governed

by different legislations, are administered by Ministry of Labor. The purpose of these

welfare funds is to provide housing, medical care, educational and recreational

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

workers.

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

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

Employee Welfare Protection Group - Employment Lawyer

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

experience in the employee welfare protection profession, with the focus on

providing income, injury and legal protection to the employee throughout the local

area. The company is located in Lowestoft, East Anglia.

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

to offer a professional advise service to all employee status. The service is intended

to be cost effective, enabling members to become financially secure.

The organisation supplies reliable welfare benefits, featuring easy, manageable

premiums. Tailored to the employee's requirements, the products are essential for

every day needs and can prevent financial difficulties. The product is available from

the website at a reduced cost.

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

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

Welfare Protection Group has a satisfied network of members, located through out

East Anglia, including many who are part time employed. The organization is

managed by a board of directors who have been involved in the Employee and

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

organisation, having previously trained in Employment Law.

The five legislations governing welfare funds are as follows:

The Mica Mines Labor Welfare Fund Act, 1946

The Limestone and Dolomite Mines Labor Welfare Fund Act, 1972

The Iron Ore, Manganese Ore and Chrome Ore Mines Labor Welfare Fund Act,

1976

The Cine Workers’ Welfare Fund Act, 1981

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

Public health and sanitation

Housing

Recreational (including standard of living)

Social security

Educational facilities

Water supply

Transportation

Medical facilities (prevention of diseases)

Social security

o Group Insurance Schemes for Beedi and Cine workers.

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

manufactured beedis from Re.1/- to Rs.5/- per thousand manufactured beedis. This

is presently Rs 2 per 1000 beedis with effect from 28th June 2000.

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

being less than one thousand rupees and not exceeding twenty thousand rupees, on

every feature film submitted to the Chairman, Central Board of Film Certification.

This is Rs 20000 per feature film of Hindi and English and for regional films it is Rs

10000 per film with effect from 20th April 2000.

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

provides for levy and collection of cess on Iron Ore, Manganese Ore & Chrome Ore

between 50p to Re.1/-, Re.1/- to Rs.6/- and Rs.3/- to Rs.6/- respectively.

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

collection of cess on Limestone and Dolomite as a duty of excise at such rate not

exceeding one rupee per metric tone of limestone & dolomite. The rate of cess on

Limestone and Dolomite is Re.1/- with effect from 27th December 2000.

Mica Mines Labor Welfare Fund Act, 1946, provides for levy and collection of

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

ad valorem on export with effect from 1st November 1990.

What is Employee Welfare?

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

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

transportation, medical, insurances, food and some other way where the employee

has rights to demand.

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

escorts family. Various Welfare Schemes are in place in keeping with this spirit

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

this and even holidays for other companies.

EMPLOYEE WELFARE FACILITIES

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

these must be provided unless they are unreasonable in terms of time, cost and

physical difficulty.

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

personal security arrangements (e.g. lockers) and refreshment.

There must be a sufficient number of toilets and washing facilities so that people

should not have to queue for long periods to use them. these should be separate for

male and female, unless you have a very small number of staff. the facilities must be

clean, and provided with toilet paper, soap, drying facilities, and hot and cold running

water. they must be well lit, and ventilated to the external air. sometimes a shower

may be necessary.

FACILITIES FOR WOMEN

Number of PeopleToilets Washbasins

1 - 5 1 1

6 - 25 2 2

26 - 50 3 3

51 - 75 4 4

76 - 100 5 5

Facilities for Men

Number of

PeopleToilets Urinals Washbasins

1 – 15 1 1 1

16 – 30 2 1 2

31 – 45 2 2 2

46 – 60 3 2 3

61 – 75 3 3 3

76 – 90 4 3 4

91 – 100 4 4 4

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

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

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

on temporary sites. if not, temporary arrangements must be provided. some workers

may need to be provided with portable facilities for hand washing.

if the work activity requires employees to change into specialist clothing, you must

provide changing rooms and facilities for secure storage of personal belongings. you

may need to consider separate storage for clean and dirty clothing, or the provision

of laundry facilities.

there should be a suitable seating area for use during breaks. this must be clean and

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

EMPLOYEE BENEFITS AND SERVICES:-

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

remuneration. The synonyms used are fringe, service programmes, employee

benefits and hidden payroll.

FUNCTIONS OF EMPLOYEE WELFARE:--

Working conditions A)Factory Health Service

Factory Sanitation & Cleanliness B) Recreation

C) Workers Education

Welfare Amenities D) Economic Services

E) Housing for Employees And

Community Services.

F) Study of the Working Of The

Welfare Acts.

G) Social Work in Industrial Setting.

Conditions At Workplace:--

WORKING CONDITIONS:-

Conditions at work place Employees

health service

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

employee in doing work these are like: temperature, ventilation, lighting, noise,

dust, smoke, fuels, gasses, humidity.

FACTORY SANITATION AND CLEANLINESS:--

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

factory provisions for the disposable f waste and rubbish; Provision for water and

proper bathing and washing facilities, and facilities of whitewashing and repair of

buildings care and maintenance of gardens, roads and etc.

WELFARE AMENITIES:-

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

amenities.

Employee Health Services:--

FACTORY HEALTH SERVICES:--

This includes medical examination of employees, factory

dispensary and clinic treatment, first aid and ambulance room and treatment of any

incidents and other kind of health service.

RECREATION:--

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

playground for playing games. And organize various types of programs like social

and cultural activities and physical games for recreation.

OTHER SERVICES:--

It includes various facilities like:--

Education to improve skills, earning capacity and lecture programs and audio

visual educations.

Economic services like; housing cooperatives, grain shops and fair price shops,

study of the working of welfare acts.

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

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

provisions. These are explain further.

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

organization. Escorts apart from providing statutory benefits offers various voluntary

benefits to its employees. These are offered in the form of various allowances, perks and

advances as given below:

Types of welfare schemes:--

i. Statutory schemes

ii. Non- statutory schemes.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

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

provided.

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

arrangements are to be provided.

First aid appliances: First aid appliances are to be provided and should be readily

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

the needed employee.

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

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

condition.

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

provide hygienic and nutritious food to the employees.

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

and office premises spittoons are to be provided in convenient places and same are to

be maintained in a hygienic condition.

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

work safely during the night shifts.

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

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

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

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

the workers to keep their clothes and belongings.

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

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

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

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. Flexible work schedules are initiated

by employees and approved by management to meet business commitments while

supporting employee personal life needs

Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate family

can get counseling on various matters.

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

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

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

Paternity leave policies have also been introduced by various companies.

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

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

injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for employment in

the organization.

Welfare items for workmen

S.

No.

Item Eligibility Duration /frequency/

quantity

Remarks

1. Uniform

(terricot)

All regular

workmen

2 sets of uniform

every year to be

given in

April -June

as per the

existing practice

2. Safety shoes All regular

workmen

Additional pair of

safety shoes to be

given once in the

period of three

years. the first pair

of safety shoes

Will be given in the

year 2008 in

November-

December.

Additional branded

safety shoes will

be provided to all

regular workmen.

3. Jacket All regular

workmen

One jacket matching

to uniform to be

given in alternate

year in the month of

October/November.

Matching jacket

will be provided.

4. Raincoat All regular

workmen

One raincoat to be

given once in the

period of 3 years

commencing from

2007 in the month of

may-july.

As per the

existing practice.

5. Soap All regular

workmen

working at

workshop.

Two cake every

month.

As per the

existing practice.

6. Excursion trip Only permanent

workmen &

their family

members.

One excursion trip in

a year in the

month of April or

August.

As per the

existing practice.

7. New year

celebration

All regular

workmen.

Sweet and tea on new

year day.

As per the

existing practice.

8. Sports(kabbadi/

volley ball)

Selected

players of

the team.

Sports kit will

be provided to the

players of

the team only.

Teams of kabbadi

& volley ball will be

selected by the

professional coach

every year.

9. Shoes All regular

workmen

One pair every year

to be given in month

of April -June.

As per the

existing practice.

10. Tumbler glasses. All regular

workmen

One tumbler each in

the month of April /

October

As per the

existing practice.

11. Khaki pant&

shirt or

dangari

Welders,

workmen

working in

electroplat

ing/ hard

chrome/

phosphati

ng/ paint

shop

One pair every year to be

given in the month of

April – June.

Color khaki

(cotton cloth)

(workmen

working in

paint

booths)

SAFETY ITEMS FOR WORKMEN

S.

no.

Item Eligibility Duration/

Frquency/

Quantity

Remarks

1. Safety

goggles

All regular workmen

(except welders)

actually working on

machine & areas

specified by safety

officers.

Once in a

year and

there

after only

replacement

will be

provided.

Only colorless-

industrial safety

goggles with side

shield, compulsory to

wear safety

goggles on the

shop/area while

Working.

2. Goggles for

welders

Welders Once in a year and

there after only

replacement

will be provided.

Proper welding

goggles will be

Procured.

3. Reinol cream

(hand washing

cream)

All regular

workmen actually

working on shop floor.

One pack of 200

gram per month.

As per existing

Practice.

4. Karodex barrier

cream

Workmen actually

working in the

oily conditions where

there is a chance of

any skin problem.

Need based

(one pack of

100 gram per

month)

Advice of the

company’s medical

officer will be

taken in the

Market.

5. Ear muffs/ ear

plugs

Workmen working Once in a year. As and when

in power house,

engine testing, air

blowing stage in paint

shop level exceeds

9o decibels.

required to be

replaced.

6. Respirators/ gas

mask/ cloth mask

Workmen working in

hazardous operatios

as determined by

safety officer.

Need based. As and when

required to be

replaced.

LONG SICKNESS BENEFITS

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

wages incurred due to absence caused by long sickness.

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

the diseases mentioned below:

Kidney transplant

Renal failure requiring long- term dialysis

Cerebral or vascular strokes

Coronary artery diseases or a coronary bypass surgery.

Open heart surgery, valve replacement.

All kinds of cancer

To including pulmonary TB.

Brain hemorrhage incapacitating the workmen for a minimum period of

one month.

Serious accident resulting in the compound fracture or a fractured is

incapacitating the workman to work for a minimum period of 30 days.

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

become

eligible to receive this benefit.

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

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

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

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

FINANCIAL ASSISTANCE ON COMPASSIONATE GROUNDS

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

workman dying during employment.

WELFARE SERVICE FOR MEDICAL PURPOSE

Medical Insurance Hospitalization Scheme:

Eligibility : All regular employees not covered under ESI.

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

hospitalization scheme.

Procedure: The company has tie up with RAKSHA TPA for cashless treatment

facilities for employees and their wards in different networking hospital and claims

are directly lodged by hospital to RTPA.

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

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

completed set of papers shall be submitted in personnel department for settlement

of claim.

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

up to their marriage or employed which ever is earlier.

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

the employee.

Sum insured(annual) for each member of the family

Workmen

For minor aliment RS. 40,000

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

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

2, 00,000)

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

the members do not have more than children.

Group personnel accident insurance (gapi) policy

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

Minimum 3 days of incapacitation is must for getting claims.

Policy renewal: 1st July of every year.

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

irrespective of being present on duty or off duty provided the employee has met with

an accident. This benefit is for self only.

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

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

certificate, copy of x-ray report and bills related to medical treatment and certificate

of absence from the duty.

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

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

Permanent partial as per scale of compensation

Disablement:

Permanent disablement: 100% of the sum assured.

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

LOAN FACILITIES TO ITS MEMBERS

Escorts employees welfare society

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

Membership Procedure To submit application form.

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

Loan Every Tuesday through ICICI bank.

Distribution:

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

On loan:

Interest payable 9% p.a.

on contribution:

Calculation of loan amount:

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

or

RS. 85000 which ever is less.

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

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

welfare society.

Escorts employees welfare trust

Eligibility: All regular employees with minimum 5 yrs of

Confirmed service.

Process: The forms are processed as per budgetary provision

on seniority and need basis.

Purpose: To purchase utility items like T.V., fridge, motor cycle or marriage (self,

daughter, son).

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

Recovery 3 years.

period:

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

Rs. 36,000.

TRANSPORT FACILITIES FOR THE EMPLOYEES

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

hodal, and mohana area on subsidized rate. As per company policy the

management will bear 70% of the total cost and 30% of the total cost will be borne

by the employees. The rate applicable presently of bus fare (recoverable from

employees) are as under:

Category Delhi Hodal Mohana/

alawalpur

Palwal

Workmen 502 689 636 447

LEAVE RULE AND ENTITLEMENT

Type of leave Workmen Apprentices

(apprenticeship act)

Casual leave

maximum leave can be availed

at stretch

07

02

12

02

Sick leave accumulation limit

no. of SL can be availed at a

stretch without medical

certificate.

SL can be availed at a stretch

with medical certificate.

07

84

02

any balance

15

-

02

any balance

Earned leave accumulation

limit no. of times for which EL can

be availed in a calendar year.

Minimum no. of EL that

can be availed at time.

21

126

03

03

Nil

RETIRAL BENEFITS TO EMPLOYEES

GRATUITY

Applicability : All employees who have rendered continuous service for not less than

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

service will not be applicable.

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

Years of service * 15/26.

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

PROVIDENT FUND AND EMPLOYEES

PENSION SCHEME

Service up to 5 yrs Amount equivalent to 5

months salary (basic +D.A.).

Service above 5 yrs but less

than 10 yrs.

Amount equivalent to 10

months salary (basic+D.A.).

Service above 10 yrs but less

than 20 yrs.

Amount equivalent to 15

months salary (basic+D.A.).

Service above 20 yrs. Normal gratuity plus additional

50% gratuity calculated.

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

enrolled under the provident fund act and employees pension scheme 1995.

Contribution

Employees Employers

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

8.33%-employees pension scheme.

3.57% p.f.

Up to rs. 6,500/- salary

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

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

Amount of p.f. a/c.

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

Pension is calculated as under:

(Pension able salary * pension able service)/70

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

date of exit.

Pension able service is the service rendered by the members for which

contribution has been made in EPS.

Pension from jeevan dhara policy for workmen

Guaranteed pension

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

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

CANTEEN SERVICE

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

contractors at subsidized rates.

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

the contract.

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

Shifts Tea break Meal break

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

2.30p.m. to 2.40p.m.

12.00 noon to 12.30

Second shift 6.30 p.m. to 6.40 p.m.

10.30 p.m. to 10.40 p.m.

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

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

6 a.m. to 6.10 a.m.

5.00 a.m. to 5.30 a.m.

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

CANTEEN MANAGEMENT COMMITEE

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

equal numbers of workmen and management representative is constituted. The

committee meets once in a month to review and suggest improvements in the

functioning of the canteen. The grievance of the workmen with regard to quality of

food, cleanliness of the canteen and service are discussed and action plans are

worked out for implementation.

COMPANY ’S PROFILE

Company’s Profile

ABOUT ESCORTS :-

Escorts Corporate Centre

The Escorts Group, is among India’s leading engineering conglomerates operating

in the high growth sectors of agri-machinery, construction & material handling

equipment, railway equipment and auto components.

Having pioneered farm mechanization in the country, Escorts has played a pivotal role in

the agricultural growth of India for over five decades. One of the leading tractor

manufacturers of the country, Escorts offers a comprehensive range of tractors, more than

45 variants starting from 25 to 80 HP. Escort, Farmtrac and Powertrac are the widely

accepted and preferred brands of tractors from the house of Escorts.

A leading material handling and construction equipment manufacturer, we manufacture

and market a diverse range of equipment like cranes, loaders, vibratory rollers and

forklifts. Escorts today is the world’s largest Pick ‘n’ Carry Hydraulic Mobile Crane

manufacturer.

Escorts has been a major player in the railway equipment business in India for nearly five

decades. Our product offering includes brakes, couplers, shock absorbers, rail fastening

systems, composite brake blocks and vulcanized rubber parts. In the auto components

segment, Escorts is a leading manufacturer of auto suspension products including shock

absorbers and telescopic front forks. Over the years, with continuous development and

improvement in manufacturing technology and design, new reliable products have been

introduced.

The Escort Group has also been operating in the ITES and financial services sectors.

Throughout the evolution of Escorts, technology has always been its greatest ally for

growth. In the over six decades of our inception, Escorts has been much more than just

being one of India’s largest engineering companies. It has been a harbinger of new

technology, a prime mover on the industrial front, at every stage introducing products and

technologies that helped take the country forward in key growth areas. Over a

million tractors and over 16,000 construction and material handling equipment that have

rolled out from the facilities of Escorts, complemented by a highly satisfied customer

base, are testimony to the manufacturing excellence of Escorts. Following the globally

accepted best manufacturing practices with relentless focus on research and development,

Escorts is today in the league of premier corporate entities in India.

Technological and business collaboration with world leaders over the years, Globally

competitive indigenous engineering capabilities, over 1600 sales and service outlets and

footprints in over 40 countries have been instrumental in making Escorts the Indian

multinational. At a time when the world is looking at India as an outsourcing destination,

Escorts is rightly placed to be the dependable outsourcing partner of world’s leading

engineering corporations looking at outsourcing manufacture of engines, transmissions,

gears, hydraulics, implements and attachments to tractors, and shock absorbers for heavy

trailers and armored tanks.

In today’s Global Market Place, Escorts is fast on the path of an internal transformation,

which will help it to be a key driver of manufacturing excellence in the global arena. For

this we are going beyond just adhering to prevailing norms, we are setting our own

standards and relentlessly pursuing them to achieve our desired benchmarks of

excellence.

Logo of Escorts

Logo rationale :-

A hexagonal nut (in red) representing a geometric perfection. The nut has been a

functional device that has stayed at the core of mankind’s engineering adventures. In

spite of modern technologies coming in, it still remains unarguably a symbol of

technology and all that holds it together. Locked into the nut is a spanner (in white), the

turning force for the symbol of technology. The two pictorial elements are configured

together to form an ‘E’, a pneumonic for Escorts.

A doctrine of corporate and engineering openness, the Escorts logo allows an aisle, a

pathway through which new ideas can walk in any time freely, giving Escorts the

character to listen and absorb new and fresh thoughts.

The symbol with its three meanings makes a rebus or visual pun and is rendered in red,

the color of energy and dynamism. Every time it is used, it represents the Escorts seal of

quality and excellence.

The Founding Philosophy

Over six decades back two young men set out on a journey together armed with

little beyond intelligence, business acumen and determination and dreams aplenty. They

believed that India could only achieve total freedom with a breakthrough in the field of

agriculture and mechanization would have to rule the fields. Their youthful enthusiasm

had kindled the hope that one day they would make a mark of their own. They were in

fact writing the first chapter of what has come to be widely 48ulcanized as one of the

greatest success stories in Indian industry.

Escorts came into being with a vision. A vision that eschewed easy paths to profitability,

and sought instead for ways to make a contribution. A vision that led two young brothers,

Yudi and Hari Nanda, to branch out of their family’s prospering transport business and

institute ventures that were to become the foundations of Escorts Limited. On 17th

October 1944, Escorts Agents Limited was born at Lahore (now in Pakistan) with Mr.

Yudi Nanda as Managing Director and Mr. Hari Nanda as Chairman. It was a trendsetting

marketing house driven by the same business philosophy, which had given their family

enterprise an unrivalled reputation: customer concern. Not long afterwards, this driving

ambition to go beyond the expected led Hari Nanda to the first of his many successful

business insights – the discovery of the great business potential that lay in India’s

villages. This led to the launch, in 1948, of Escorts (Agriculture and Machines) Ltd., with

Yudi Nanda as Director. Though separate business entities then, both companies had two

great strengths in common: the dynamic Nanda brothers and the unifying force of the

name they gave their companies; Escorts, literally ‘escorting’ their products and services

to the customer while most other businessmen were just selling.

Tragically, Mr. Yudi Nanda died in an accident in 1952 – but his spirit remained

embedded in the foundations of the company. Mr. H P Nanda then took on the mantle to

49ulcani the dreams which he had always seen with his brother.

Escorts (Agents) Ltd., and Escorts (Agriculture and Machines) Ltd. merged in 1953 to

create a single entity –Escorts Agents Pvt Ltd. Having initially started with a franchise

for Westinghouse domestic appliances, by this time the Company had already expanded

its marketing and service operations, representing internationally known German and

American 49ulcanized49on such as MAN, AEG, Haniel & Leug, Knorr Bremse, MIAG

and BMA for sophisticated electrical and mechanical engineering equipment and

Minneapolis Moline and Wisconsin for agricultural tractors, implements and engines.

Escorts made a major thrust into the agricultural arena by taking on the marketing and

service franchise for Massey Ferguson tractors in Northern India, which soon comprised

75% of MF’s all-India sales – a signal tribute to Escorts’ inherent strengths. Its first

industrial venture came up in 1954, in partnership with Goetzewerke of Germany for the

manufacture of piston rings and cylinder liners – followed by production of pistons in

collaboration with MAHLE, also of Germany, in 1960. The company’s incorporation in

its present name, Escorts Limited, was effected on 18 th January, 1960. Escorts’ next

major industrial activity was the assembly of tractors in 1961 in technical cooperation

with URSUS of Poland. Subsequently this led to the manufacture of the country’s first

indigenous tractors under Escorts’ own brand name, which were to play a pivotal role in

the Green Revolution. This went on to lay the foundations that even today are the

Company’s core strengths –relevant, world-standard technology through strategic

international alliances; a broadbased marketing and service network yet unrivalled;

powerful symbiotic relationships with suppliers and dealers; and above all, the crusade to

make a difference.

Beyond the growth of the 49ulcanized49o, these principles have ensured that Mr. H. P.

Nanda’s contribution to the cause of industry and the consumer will endure. He pioneered

the revolutionary concept of ‘interdependence’ between ancillary and large industries,

50ulcanized50on50zing vendor development and in the process building Faridabad and

the entire belt of townships in the region. He introduced the discipline of service going

before marketing, reassuring the customer that Escorts would stay with them, that they

were here for the long run. He built lasting alliances with an array of the world’s most

respected names in tractors, industrial equipment, two-wheelers, construction equipment

and telecommunications. Going further, he created institutions devoted to value

engineering and training, not only as investments in the company’s future but also as

catalysts for the enhancement of Indian industry as a whole the Escorts R&D Centre and

the unique Escorts Institute of Farm Mechanisation. His concern extended to the society

in which he worked, and he manifested it by establishing the Escorts Medical Centre at

Faridabad, Escorts Heart Institute and Research Centre at New Delhi, as well as

numerous village development programmes. And above all, he imbued the corporation

with his own pioneering, entrepreneurial spirit, instilling both a conscience and a vision

of leadership.

Escorts is testimony to the valour, vision and values of its Founder Mr. H P Nanda. He

remains the inspiration for our courage, spirit of adventure and ability to ‘Think Big’.

These qualities are his enduring legacy and have inspired and encouraged us down the

decades and will continue doing so in all our endeavors.

Management

Mr. Rajan Nanda Chairman

An alumnus of Doon School, Dehradun, Mr. Rajan Nanda took over as

Chairman of Escorts Group in the year 1994. That was the time when the Indian economy

had begun to burgeon as a result of liberalization. The task before him was to prepare

Escorts Group for the emerging competitive, globalised business environment and steer it

to greater heights. Displaying vision and leadership qualities, Mr. Nanda undertook a

major restructuring programme to give sharper focus to the Group's businesses. Under his

stewardship the Escorts Group today is moving ahead in the high growth areas of agri

machinery, construction equipment, railway equipment and auto components.

Mr. Nanda is an active member of several apex trade and industry bodies.

As member of the CII National Council he has served as Chairman of its Agriculture

Committee in the past years. He played a pivotal role in promoting the cause of Indian

agriculture and his endeavours resulted in the Government announcing the long-awaited

National Agriculture policy.

Mr. Nikhil Nanda Joint Managing Director

Mr. Nikhil Nanda is an alumnus of Wharton Business School,

Philadelphia. Having graduated in Business Administration in 1995, he majored in

Management and Marketing, before undergoing professional training with JC Bamford

Excavators Ltd., U.K.

He is a member on the Board of most Group companies since 1997 and

has the overall responsibility for managing the Group's agri, construction and engineering

businesses. Combining contemporary management techniques with real life practical

approach, Mr. Nikhil Nanda has been responsible for driving the business growth

initiatives of the Group to strategically position it in the global arena.

Mr. Nanda is also among the five Indians selected as the Global Leaders

of Tomorrow for the year 2001 by the World Economic Forum, Geneva.

Mr. Rohtash MalExecutive Director and Chief Executive Officer - Agri Machinery Group

An alumnus of Indian Institute of Management Calcutta and Indian

Institute of Technology - Delhi, Mr. Mal has over 27 years of rich and varied experience.

In his last assignment as the Chief Executive he was responsible for the entire operations

of Bharti Fieldfresh Ltd. Having started his career with Ballarpur Industries Ltd., in his

stint of 17 years stint of 17 years he went on to become the Vice President (Sales &

Marketing) of its paper division. Later at Maruti Udyog Ltd. as its Chief General

Manager (Sales & Marketing) for 3 years, he was highly successful in sales and

marketing of its passenger cars. In addition, spread over 6 years and three assignments,

Mr. Mal had been with Bharti Airtel Ltd. in its mobility and broadband / telecom services

business verticals as the Chief Executive.

With rich experience in successfully driving business growth in sectors

like paper, automobiles, telecom and retail, Mr. Mal is now driving Escorts to

significantly improve its competitive advantage and attain an even dominant position in

the Agri Machinery sector.

Mr. Manoj JhaExcutive Vice President of Engineering Division

Mr. Jha has an experience of over 25 years with prestigious companies

like Tata Motors, Eicher and the Minda Group. Prior to joining Escorts, he was the

Managing Director at Minda Sai Ltd.

Mr. Jha brings with him a wide range of skills and expertise in business

re-engineering turnaround, conceptualization and execution of strategic initiatives and

handling turnkey projects. At Escorts, as the head of business operations of the

Engineering Division, Mr. Jha will focus on building a strategic approach to move up the

revenue chain and create value.

Mr. Kamal BaliCEO – Escorts Construction Equipment Limited (ECEL)

A mechanical engineer from IIT Roorkee, Mr. Bali has over 25 years' of

experience. Having started his career with Eicher Limited, till recently he was the

Managing Director and CEO of the Italian tractor manufacturing company Same Deutz-

Fahr, India. Mr. Bali has also been associated with the Escorts Group earlier and was

looking after all India sales for the Agri Machinery Group. With his strong business

orientation and leadership capabilities Mr. Kamal Bali is spearheading ECEL to that of a

dominant player in the Construction Equipment segment at a time when the infrastructure

Industry is witnessing spiralling growth.

Mr. G.B. MathurVice President - Law & Company Secretary

Has considerable experience in Secretarial and Legal matters. Having

joined Escorts in 1993, Mr. Mathur is responsible for all Company law related matters

and is also the custodian of the shareholder related matters. Prior to joining Escorts he

was the Company Secretary at Chambal Fertilizers & Chemicals Ltd.

Mr. Rakesh Kumar BudhirajaGroup Chief Financial Officer

A Chartered Accountant by profession and also an LLB, MBA (Finance)

and a Company Secretary. Has over of 27 years of rich and varied experience in all facets

of Finance, strategic planning, Restructuring of Businesses, Treasury Management, and

Secretarial functions. Prior to joining Escorts, he worked for more than 5years as Vice

President (Finance) with JK Tyres & Industries Ltd. Earlier he was Chief Financial

Officer & Company Secretary with Kajaria Ceramics Ltd.

He has worked for tyre, ceramics, fertilizer & Chemicals, textiles and export house

companies during his tenure of service.

As the Group CFO he aims to substantially improve the economic

performance, shareholder value and enhance financial discipline within the organization

& bring high standards of Business focus.

Mr. Partha Dasgupta Group Vice President Human Resources and Employee

Relations

Mr. Dasgupta has over 30 years of experience spanning all facets of HR

and ER.He has worked with leading companies like the Times of India, ICI

India ,Vedanta PLC / Sterlite industries amongst various others in senior level

assignments.

Prior to joining Escorts, he worked with Raymonds on HR branding

initiatives including work culture transformation, performance and talent management,

and productivity improvement. At Escorts, Mr.Dasgupta will focus on strategic HR and

Employee Relations

Chairman’s message :-

The Indian economy during the year has grown in all sectors and there has been a

supporting growth in consumption that has given the country a GDP growth of 8% in real

terms. Ironically however, the farm sector was confronted with many adversities that

have reduced its growth to mere 3% and was expected to decline further.

Whilst the country had a normal monsoon and harvested a good standing crop, the

support price given by the Government to the farmers was unattractive – in fact it was

lower than the cost at which India was proposing to import wheat. This has upset the

agriculture market very extensively. The lapse of this crop income limited the farmers

from raising fresh loans for buying equipment and for some farmers they had to repay old

loans. There has been higher NPA from farm loans and hence lower lending by banks.

The above vicious cycle is proposed to be corrected a year later in the next wheat crop to

be harvested in March-April ’08. The Food and Agriculture Ministry has already fixed

the support price and the standing crop is assessed to be good. The farmers’ cash flow

will thus become positive and business will begin to grow again.

AGRI MACHINERY

Your company with a long term view has been consistently improving its fundamentals.

Towards this end, we have expanded our product offering and technologically advanced

the tractors to become more competitive for specific products like –

Lighter axle rice plantation tractor for South India

Orchard & Vineyard tractors

Heavy duty large tractors in the range of 70-80 hp for four wheel drive suitable for heavy duty haulage and use in hilly terrain.

We have established our brand “Farmtrac” which carries a strong reputation of quality

products and we will build on this brand further. Our manufacturing quality has become

consistent and the manufacturing processes have been refined. All these will help us gain

market share and give incremental growth beyond the country’s industry volume growth.

In the past year we lost substantially on our export volumes because of weakening of the

Dollar by 12-14% which has eroded our entire working margin of sale for export

destinations. As a result we had to withhold exports to the Dollar markets – mostly to

USA where we have our own company and organisation to distribute, service and sell.

We have attractive margins and growing volume sales in export markets of Africa,

Europe and South East Asia that will continue to bring good export volumes for the

company.

We have transformed the management leadership of our farm equipment and tractor

business by bringing in a new CEO who will cultivate a strong marketing culture in our

company, as well as make strong focused efforts to unleash a cost sensitive management

culture and monetise the enormous value creation opportunities that this business is

sitting on. All of us at Escorts are very optimistic about showing significant gains and

growth in our farm machinery business by growing in volumes and concurrently reducing

the cost of operations and achieving significant profitability from Agribusiness.

The company’s market network of dealers has intensified and we are aggressively

targeting market share gains through new products for niche markets. This will

strengthen our brand appeal and grow our business volumes over the next 2 years to

reach 75,000 - 80,000 tractors. Tractor engines are being sold for industrial stationary use

for which there is a very attractive market opportunity, the market size at present being

around Rs. 2,500 – 3000 crs. annually. In our efforts to add more revenue from the

existing investments, we have geared up to gain a sizeable share of this engine market.

Your company is bringing in technology for farm implements from European companies

to add more productivity to tractors and assist the farmer to improve his horticulture

yields to meet the retail activity started by private sectors. Additionally, for water

management we are going to be distributing and selling laser land levelling equipment.

Escorts with the knowledge of customer market and farmer opportunity is now packaging

a holistic offering to the farmer specific for improving his present yields and ultimately

his income from farming.

In summary as our fortunes linked with the performance of the agriculture sector rise

with government interventions and policies, the excitement within this business at Escorts

is in unlocking its true wealth potential.

CONSTRUCTION MACHINERY - ECEL

Our subsidiary company Escorts Construction Equipment Limited is in an equally

exciting mode of business opportunity and demand growth. We have experienced

extraordinary growth in demand and actual execution despite having limited

manufacturing infrastructure till we move to our new premises in April ’08. The results

are excellent as you would see from the comparative in-depth analysis of top line, bottom

line and volume line that is reproduced below:

Actuals

31.3.2007 31.3.2008

Estimated 31.3.2009

Growth over Previous Year

Equipment Sales Volume (Units) 2547 3064 4350 42%

Gross Sales Turnover (Rs. Crs.) 315.67 408.21 585 43%

Net Sales Turnover (Rs. Crs.) 279.27 364.56 520 43%

Profit Before Tax (Rs. Crs.) 26.76 26.58 40 50%

ECEL has wisely well invested in a very intelligent and modern manufacturing plant

capable of handling an annual volume of 14,000 machines per annum. The major

products to be built at this plant would be:

Compaction Road Rollers

Pick and Carry Cranes

Forklift trucks

Loaders & Excavators

Slew Cranes

All the above machines would be in serial production at the new plant location from

May-June ’08.

The retained earnings of this company are going to get stronger as the products which

now have a growing demand are more profitable than the Pick and Carry Cranes. The

road programmes of India are now becoming major activities and that generates a large

demand for the products we manufacture.

ECEL has a mature well manned product designing department to design and develop

improvements on our present machines so that the products offered to the markets are

always comparative with the international branded products marketed. We also have

exclusive Distribution Rights for India for some heavy machines that sell very well in

major worksites in India such as:

Crawler Cranes up to 280 tonnes

Heavy duty and special purpose forklift trucks

Road paving machines

Motor graders

Tower Cranes

Equipment for Power and Telecom Utilities

For each of these products we have chosen a very competitive design from a reputed

manufacturer who would give us the supply support to meet the demands of our markets.

These arrangements can be converted to licensed manufacturing programmes at a later

date if the demand of volumes from the market warrants local production initiatives.

ECEL will always be a high performance and high growth company because

Construction Industry and business in India is a high growing area.

AUTO SHOCK ABSORBERS AND RAILWAY EQUIPMENT – ASP & RED

Escorts also has a component business of Auto Shock Absorbers and Railway

Equipment. The railways have growing opportunities with traffic loads for both freight

and passengers which warrants modernisation for which we have the products and are

also looking at relationships and synergies with international companies for a two way

exchange of technology products so that we have a bigger canvas to grow in the context

of our future. Our plant in Rudrapur has also given us good economic savings of tax and

business growth.

Likewise in Auto Shock Absorbers, we are refreshing our entire manufacturing facilities

to primarily export the majority of our production that progressively will be actualised in

the year 2007-08.

We have acquired excellent human skills at all the key function areas of the company and

their collective efforts will transform Escorts into a high performance company with

strengths of marketing and financial controls. This change will be progressive and will be

reported by the management on a quarterly basis with the year ending in September ’08.

These results will also be reflected in the price quotation in the Stock Exchange of our

listing because we hope to have good growth on top line and bottom line.

The fitness of the company is better than it has ever been and we owe this all to the

collective intellectual minds that now serve the organisation to whom I am very grateful

for their commitment to the company and to their profession. I also want to place on

record the cooperation we have had from the labour union who had a very constructive

and progressive approach with the management to help the company grow and with that

growth help the employees grow too.

I would also like to place on record the great help and advice I have had from the Board

of Directors who have been very supportive in this transition period till we actually

reinvented ourselves.

Businesses

Agri Machinery :-

Background

In 1960, Escorts set up the strategic Agri Machinery Group (AMG) to venture into tractors.

In 1965, we rolled out our first batch of tractors under the brand name of Escort.

In 1969 a separate company, Escorts Tractors Ltd., was established with equity participation of Ford Motor Co., Basildon, UK for the manufacture of Ford agricultural tractors in India.

In the year 1996 Escorts Tractors Ltd. formally merged with the parent company, Escorts Ltd.

Since inception, we have manufactured over 1 million tractors.

Technologies

Escorts AMG has three recognized and well-accepted tractor brands, which are on distinct and separate technology platforms.

Farmtrac: World Class Premium tractors, with single reduction and epicyclic reduction transmissions from 34 to 75 HP.

Powertrac: Utility and Value-for-money tractors, offering straight-axle and hub-reduction tractors from 34 to 55 HP. India’s No.1 economy range – engineered to give spectacular diesel economy.

Escort: Economy tractors having hub-reduction transmission and twin-cylinder engines from 27 to 35 HP. Pioneering brand of tractors introduced by Escorts with unbeatable advantages.

International Subsidiaries

Escorts AMG has two international subsidiaries.

Farmtrac North America LLC in the U.S.A

Farmtrac Tractors Europe Sp.z o.o.in Poland.

We now cater to 41 countries.

Fuctional Excellence

Manufacturing

Quality Assurance

Materials Management

Sales & Marketing

Knowledge Management

Finance

Human Resources

Information Technology

Beyond manufacture, Escorts has made substantial investments towards the

63ulcanized63on of farm technology. The Escorts Institute of Farm Mechanisation

(EIFM) at Bangalore is a unique center where training is imparted in operation,

maintenance and repair of farm machinery. It is among the few institutions of its kind in

the world. Its programs are aimed at encouraging customers, dealers, engineers,

mechanics as well as the field staff of Escorts, towards meeting its objective of enhancing

agricultural productivity and improving quality of life in rural India.

Knowledge Management

The Escorts Agri-Machinery Group Knowledge Management Centre, set up in

1976, has a history of over twenty-nine years. It is spread over 100000 Sq M (23 acre)

area. It is equipped with modern facilities set up with an investment of over US $ 7.5

million.

It designs the entire tractor, defined as engine, transmission plus hydraulic systems and

Vehicle design consisting of sheet metal (including styling) plus controls and accessories.

Virtual prototypes of components and aggregate assemblies are made and assembled on

computer workstations using 3D technology. The performance is checked on computers

using simulation techniques thus saving a lot of time for the end-user as well as lowering

development costs. The KMC uses advanced 3D-modeling, analysis and simulation

software for engines, transmissions and vehicles. Physical prototypes are then extensively

tested for performance, durability and reliability.

The facilities include a high-technology engine laboratory featuring fully computerized

test beds with online control, data acquisition and analysis. We can test engine emissions

for meeting the Bharat TREM norms, US Environmental Protection Agency (EPA)

norms and European (Euro) norms. Additional capabilities of the engine lab are engine

performance, durability, reliability, tribology and fluid dynamics studies. An advanced

vehicle testing laboratory includes fatigue testing, dynamometer testing for chassis and

power-take-off, and smooth as sell as torture test tracks. Other facilities include Noise

Vibration and Harshness (NVH) Lab., Metrology Lab., and Materials Engineering Lab.

Product styling is carried out in a computerized virtual environment, which is supported

by a model-making shop for physical prototypes.

In addition to multi purpose tractors ranges, a variety of special-purpose tractors have

been developed for industrial applications as also non-agricultural applications like

Haulage, Airport, potato and vineyard cultivation.

Construction Equipment

Escorts manufacturers and markets a diverse range of construction and material handling

equipment like cranes, loaders, vibratory rollers and forklifts. The company was a

pioneer in introducing the concept of Pick ‘n’ Carry hydraulic mobile cranes in the 70s in

India and continues to be the world’s largest manufacturer of these cranes.

A nationwide network of 16 Sales Offices, 50 dealership locations, over 300 company

trained dealers’ service engineers, gives it the best market reach in India for the Sales &

Service of material handling and construction equipment.

With over 30 years experience in Construction Equipment Industry, Escorts has a proven

track record in :

Hydraulic Mobile Cranes

Loaders

Forklifts

Vibratory Compactors

Today, it not only continues to be the largest mobile crane manufacturer in the country,

but also the largest Pick ‘n’ Carry Hydraulic Mobile Crane manufacturer in the world.

While recording a rapid growth in Crane Industry we’ve also been able to steadily

increase our presence in the field of Vibratory, Soil & Tandem Compactors. Escorts was

the first to bring the concept of Vibratory Compactors in India in a big way, back in 80’s.

Subsequently more models in Tandem Vibratory Compactors and heavy duty Soil

Compactor range were added in technical collaboration with HAMM Germany. Recently,

we’ve further strengthened the range with a 3T Shoulder Compactor. Today our range of

compaction equipments is one of the most preferred in the market, and is being viewed as

the most efficient and effective compaction solutions available in the country.

Along with Cranes and Compactors, we also manufacture Frontend loaders with payload

capacity of 700kgs. Suitable for narrow lanes and confined spaces, these loaders are

compact in design and are ideal for garbage handling, handing of chemicals, sands, small

chips, etc.

Escorts also offers other material handing solutions like Forklifts from Daewoo Doosan

Infracore Ltd., Korea and Articulated boom cranes from Fassi, Italy. In LPG Forklift

category, the company enjoys a market share in excess of 85%.

This single-minded pursuit of precision and customer satisfaction has made us the 3 rd

largest in terms of Construction Equipment Sales unit per annum

Railway Equipment

Escorts is a leading manufacturer of critical railway components since the last 40 years. It

is one of the oldest and most trusted partners of Indian Railways, the largest rail network

in the world. Having played a significant role in the growth and modernization of Indian

Railways, today it is a multi-product, multi-technology business at Escorts.

Broad Product Portfolio:

Shock Absorbers

Couplers

Brake systems

Brake Blocks An ISO: 9001-20000 certified company, Escorts manufactures products as per

international standards specified by UIC, AAR and Indian Railways. The products

are exported to over 15 countries worldwide.

For railway equipment, the initial source of technology has come from some of

world leaders in the arena like:

Schaku of Germany for couplers

Knorr Bremse of Germany for air brakes

General & Railway Suppliers Pty Limited of Australia for rail fastening systems

ICER of Spain for composite brake blocks

Vulcanite of Australia for 67ulcanized rubber parts

A state of the art manufacturing facility located at Faridabad, near New Delhi has

facilities for advanced product development, design, testing and validation. The in-house

Research & Development has played a critical role in bringing about a high level of

customer satisfaction, reliability and safety – the key drivers of business.

Escorts’ engineering experts have trained over 8000 railway personnel of various

countries. As Asia’s largest manufacturer of air brake systems, the conversion of vacuum

brake stocks to air brakes and installation and commissioning of complete brake systems

on new builds are also undertaken by Escorts.

Auto Component

The Auto Suspension Products Division (ASPD) under the Engineering Division

of Escorts Ltd. is the leading manufacturer of auto suspension products including shock

absorbers, struts and telescopic front forks. Escorts was the pioneer in Automotive Shock

Absorber manufacturing in India in 1966 in Technical Collaboration with Fichtel &

Sachs, Germany. Over the years the technology obtained from Fichtel & Sachs of

Germany has been continuously upgraded and new reliable products have been

introduced. Another step forward in this direction is a comprehensive technical

collaboration with world leaders Kayaba of Japan. A strong in-house design and

development infrastructure of the Division enables introduction of new applications as

per specifications of customers.

PRODUCTS

TRACTORS

Most powerful tractor in its range with excellent productivity in terms of output

Most fuel efficient and tractor which has best value for money

Reliable and trustworthy with a powerful feel. Low maintenance cost

ENGINES

Excellent in Performance

Designed for 100% continuous operation and longer service intervals

http://www.escortsgroup.com/brands_products/brands_products_escort.html



http://www.escortsgroup.com/brands_products/brands_products_powertrac.html



http://www.escortsgroup.com/brands_products/brand_products_farmtrac.html












Highly fuel efficient / Low operating cost

Class A1 governing with 4% regulation for stable operation in fluctuating load

condition

Low Noise and Vibration

Compact size

Cooling system designed for extreme weather conditions

Equipped with Pusher type fan for better cooling in Stationary application

Meets CPCB Emission norms

Fitted with Coolant expansion bottle - Does not require frequent topping up

Easy and Low maintenance

Quick start

Plateau honed wet liners for longer life and low oil consumption and better service

ability

3 ring pack version Piston with ring carrier for top ring for

Longer life

Low friction & Higher fuel efficient

Chrome Plated top piston ring for longer life & low lub oil consumption

Valve stem seal for lower lub oil consumption

Water pump with integral bearings and unitised seal for longer leakage free life of

Pump

Low cost of spares

G 15 G 20 G 25 G 30

http://www.escortsgroup.com/brands_products/brands_products_engines.htm








LUBRICANTS

A key initiative of Escorts Ltd. in our continuous endeavor to provide Total

Customer Satisfaction.

Genuine Engine and Gear oils for the complete range of Escorts tractors developed

to suit varying temperatures and climatic conditions.

Every drop of SURAKSHA embodies the excellence that Escorts has gained over

50 years experience in tractor manufacturing and reflects its keen understanding of

the Indian farmer and his tractor.

"SURAKSHA" - the protective shield for the tractor - tailor made for enduring

performance year after year.

FarmtracGenuine Engine

Oil

FarmtracGenuine Gear Oil

Powertrac

Genuine Engine Oil

Powertrac

Genuine Gear Oil

Escorts Construction Equipment Limited

http://www.escortsgroup.com/brands_products/brands_products_lubricants.htm














The range of material handling and construction equipment products are manufactured

and marketed under the brand ECEL (Escorts Construction Equipment Limited). ECEL

has earned market leadership through constant innovations of product technology and

features. ECEL has come to be synonymous with Strength, Reliability and Sophistication.

Hydraulic Mobile Cranes

360 0 Slew Cranes

Compactors

Forklifts

Articulated Boom Cranes

RAILWAY EQUIPMENT

An ISO: 9001-20000 certified company, Escorts manufactures railway equipment

as per international standards specified by UIC, AAR and Indian Railways.

Asia’s largest manufacturer of air brake systems, the conversion of vacuum brake stocks

to air brakes and installation and commissioning of complete brake systems on new

builds are also undertaken by Escorts.

Diverse product range:

http://www.escortsgroup.com/brands_products/brands_products_ecel_cranes.htm


http://www.escortsgroup.com/brands_products/brands_products_ecel_forklifts.htm

http://www.escortsgroup.com/brands_products/brands_products_ecel_compactors.htm

http://www.escortsgroup.com/brands_products/brands_products_ecel_360.htm


http://www.escortsgroup.com/brands_products/brands_products_ecel_hydraulic.htm




http://www.escortsgroup.com/brands_products/brands_products_ecel_compactors.htm

http://www.escortsgroup.com/brands_products/brands_products_ecel_forklifts.htm


Shock Absorbers (Oil Dampers) for coaches, locomotives, EMUs, MEMUs, DMUs, Metro and Rail Cars

Air brakes for coaches, Freight cars, DMU and OHE Cars Automatic/Semi Permanent Couplers for EMUs, DEMUs, MEMUs Electro Pneumatic Brake Systems for EMUs and MEMUs Composition brake blocks for coaches, locomotives, freight cars and EMUs Rail fastening systems for wooden, steel and concrete sleepers Direct Admission Valves for vacuum braked coaches Testing equipment for brake systems and shock absorbers

Air brake accessories for passenger coaches, freight cars, locomotives and self propelled vehicles

Metal to rubber bonded vulcanized components Automatic twist locks for container freight cars

Air Brake Hose Couplings

Angle Cocks Brake Beam

Mounted Brake System

Distributor Valves

http://www.escortsgroup.com/images/brand_and_products/railway_equipments/distributor_valve.pdf

http://www.escortsgroup.com/images/brand_and_products/railway_equipments/brake_beam_mounted_brake.pdf



http://www.escortsgroup.com/images/brand_and_products/railway_equipments/angle_cockes.pdf

http://www.escortsgroup.com/images/brand_and_products/railway_equipments/air_brake_house_coupling.pdf



http://www.escortsgroup.com/images/brand_and_products/railway_equipments/angle_cockes.pdf


http://www.escortsgroup.com/images/brand_and_products/railway_equipments/distributor_valve.pdf

http://www.escortsgroup.com/images/brand_and_products/railway_equipments/slack_adjuster.pdf

Slack adjuster

AUTO COMPONANT

Escorts’ leadership in auto suspension products in India comes through

continuous improvement in manufacturing technology and expansion of product range to

cater to OEMs of all vehicle categories, including passenger cars, commercial vehicles,

multi-utility vehicles, motorcycles, scooters and mopeds.

Indian Motorcycles/Scooters/Scooterettes

Part No. 3220

Part No. 3241

Part No. 3280

http://www.escortsgroup.com/images/brand_and_products/railway_equipments/slack_adjuster.pdf

Part No. 3234

Part No. 3247

Part No. 3267

Part No. 3276

Part No. 6710

Part No. 3298

DATA COLLECTION

AND DATA ANALYSIS

DATA ANALYSIS & PRESENTATION

QUESTION 1: DOES YOUR ORGANIZATION /COMPANY FOLLOW

THE EMPLOYEE WELFARE SCHEMES?

0

20

40

60

80

100

120

yes no

answerof follwers

foll

ow

ers

Series1

YES NO

100 0

INTERPRETION:

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

their organization/company.

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

WELFARE?

MOTIVATE ANDRETAINEMPLOYEES

LOYALTYTOWARDS ORG.

MINIMISESOCIAL EVILS

IMPROVE LOCALIMAGE

ALL OF ABOVEINETERPRETATION:

OBJECTIVES NO.OF PERSONS

Help to motivate and retain employees. 30

Loyalty in workers towards the organization 20

To minimize social evils such as

alcoholism, gambling etc.

6

Helps to improve the local image of the

company

38

All of above 6

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

improving the image of the company. 30% says motivate to do work in this

organization, 20% are loyal because of goods welfare schemes and 6% helps in

minimizing the social evils among the employees

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

MAKERS NO. OF PERSONS

Immediate superior 11

Specialized committee 25

Personnel department 24

Don’t know 40

Immediatesuperior

specializedcommittee

personneldepartment

don't know

INTERPRETATION:

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

schemes for them. 11% says immediate superior made, 25% says specialized

committee and 24% says personnel department.

QUESTION 4: ARE YOU SURE SATISFIED WITH EMPLOYEE WELFARE

SCHEMES IN THE ORGANIZATION ?

01020304050

1/1/1900 1/3/1900

never

always

no. of persons

Series1

Thinkers NO. OF PERSONS

Always 50

Sometimes 40

Never 10

INTERPRETATION:

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

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

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

TO ALL WORKERS?

0

20

40

60

80

100

YES NO

NO. OF PERSONS

Series1

INTERPRETATION:

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

20% says not fair to all workers.

YES NO

80 20

QUESTION 6: HAVE YOU NOTICIED ANY MISTAKE REGARDING EMPLOYEE

WELFARE SCHEMES?

Implication NO. OF PERSONS

Every time 10

Sometimes 30

Never 60

010203040506070

1no. of persons

every time

sometimes

never

INTERPRETATION:

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

schemes, 30% says sometimes there is mistake done by the management and 10%

says there is always mistake in welfare schemes

QUESTION 7: ARE YOU SUFFICIENTLY UTLIZING THE WELFARE SCHEMES

PROVIDING BY THE COMPANY?

YES NO

90 10

85 90 95 100

NO. OF PERSONS1

NO 10

YES 90

1

INTERPRETATION:

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

90%, only 10% people are not availing welfare schemes sufficiently.

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

WELFARE SCHEMES?

0

50

100

1no. of persons

0123

proper formatproper format

fcfs

no method

Type of implication No. of persons

Proper format 80

First come first serve basis 18

No method 2

INTERPRETATION:

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

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

availing welfare schemes.

QUESTION 9: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT

BESIDES ANY WELFARE SCHEMES?

Implication NO. OF PERSONS

ALWAYS 35

SOMETIMES 58

NEVER 7

no.of persons

always

sometime

never

INTERPRETATION:

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

schemes, 58% says on some occasion management helps them besides welfare

schemes and 7% says there is no help from the side of management.

QUESTION 10: IS WELFARE SCHEMES PROVIDING BENEFICIAL TO YOU IN

ENHANCING YOUR PRESENT LIVING OF STANDARD?

YES NO

70 30

YES

NO

INTERPRETATION:

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

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

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

EMPLOYEE WELFARE?

YES

NO

INTERPRETATION:

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

welfare schemes, only 2% people want the change.

YES NO

98 2

DATA ANALYSIS

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

tabulation technique of data analysis.

FINDINGS OF THESTUDY

FINDINGS

During my training I found that-

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

organization.

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

availing any welfare schemes.

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

expenses on treatment of self or the family members beyond his coverage /limits

under any of the scheme of the company.

There are so many formalities before availing welfare schemes

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

Filling of application form before availing any scheme.

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

ESIC or by the company’s medical officer.

Reason behind taking welfare scheme.

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

year while working in the organization.

Many employee take unduly advantage of the welfare schemes

CONCLUSIONSAND

SUGGESTIONS

Recommendations and conclusions

LIMITATIONS OF THE STUDY

On the basis of my study following are the major recommendations.

Sample size, which I have taken, is very small, on the basis of which efficient

decisions can not be taken.

Co-operation of respondents: this has been a major problem. Employees were

reluctant to fill the questionnaire or face the interview.

Another constraints has been regarding cost since study involves the collection

of primary and secondary data. Therefore the cost incurred was much more.

Due to constraints the coverage of the study could not be extended to more

customers.

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

experience.

Managers and employees of the company are hesitating to disclose the

information.

CONCLUSION

In the end I like to conclude that:

The “Employee Welfare Scheme” provided by the ESCORTS is very good for

employees, but many employees take unduly advantage of it and sum

employees do not know how to avail the welfare policies.

Trust provides financial beyond his limit under any of the scheme of the

company.

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

non-statutory provisions.

Employees are very happy with the welfare schemes of the company and they

do want any changes in it.

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

schemes running by the organization, the managers of the company specially

personnel managers should take care that, no employee take unduly advantage of

the welfare policies and the employees who do not sufficient knowledge about

welfare policies, they should guide them. And each and every employee should be

treated equally.

SUGGESTIONS

Suggestions received from the respondents of the questionnaire:

The following are the suggestions received from the respondents of the

questionnaire. The suggestions are based on their experience regarding welfare

schemes for the workers.

Extension of bus facilities of local conveyance should be improved.

Periodic survey’s to know the opinion of the employees should be

conducted and findings should be implemented.

Formalities for availing the welfare schemes should be reduced.

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

should be tracked within short span of time.

A yearly welfare calendar should be printed and distributed among all

employees.

There should be no biased decision taken by the managers while providing any

help besides welfare schemes of the company.

The employees who should take undue advantage of welfare schemes should be

given warning not to do these type of activities again.

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

services which are universal to their employees and have made them leader in the

market, but even then ESCORTS should consider the problems faced by their

employees while availing its services.

BIBLIOGRAPHY

BIBLIOGRAPHY

Text books:

a. C.R. KOTHARI, RESEARCH METHODOLOGY, new age publication house

(2nd edition).

b. G.C.BERI , MARKETING RESEARCH ,tata McGraw hill publications

(3rd edition)

c. K. ASWATHAPPA, PERSONNEL MANAGEMENT MC GRAW hill

publications (4th edition ).

d. C.B.MAMORIA PERSONNEL MANAGEMENT (2nd edition).

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

Websites:

www. Escortsagri .com

www. Escorts agri machinery group.com

www.google.com

http://www.hongkong

post.com/eng/services/brames/fag/index.httm.

Who can benefit from this service?

Hongkong Post - Bulk Registered Air Mail Service (online)

http://www.Arkbluecross.com/faq/feb.aspx

Are routine eye exams covered under the Federal Employee

Service Benefit Plan?

http://www.arkbluecross.com/faq/fep.aspx

http://www.arkbluecross.com/faq/fep.aspx

http://www.hongkongpost.com/eng/services/brams/faq/index.htm

http://www.hongkongpost.com/eng/services/brams/faq/index.htm

http://www.hongkong/

http://www.google.com/

QUESTIONNAIRE

Annexure or questionnaire

Employee welfare

NAME ------------------- E.I. NO………………...

DEPTT………………..

Q1. Does your organization follow the employee welfare schemes?

YES NO

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

II. Help to motivate and retain employees

III. Loyalty in workers towards the organization.

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

V. Helps to improve local image of the company.

VI. All of the above.

Q3. Who makes the employee welfare schemes/policies?

I. Immediate superior

II. Specialized committee

III. Personnel department

IV. Don’t know

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

Always sometimes never

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

Yes no

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

Every time sometimes never

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

company?

Yes no

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

1. proper format

2. first come first serve basis

3. no method

Q9. Do you receive any help from your management besides any

welfare

Schemes?

Always sometimes never

Q10. Is welfare schemes providing beneficial to you in enhancing your

Present living of standard?

Yes no

Q11. Do you want any changes in the method /policies of employees

Welfare?

Yes no

Q12. Any kind of suggestions

EMPLOYEE WELFARE

Documents

composite

vacuum brake

telescopic

asias largest

articulated

air brake

minimize social

auto shock