A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. CONTENTS Chapter-1 Executive summary 1 Industry Profile 2 Company Profile 3 Need For Study 4 Objectives 5 Methodology Scope 6 Findings Suggestion 7 Conclusion Chapter-2 Introduction of the Study 7-8 History of the company 8-10 Present status of the company 9-15 Swat analysis Mission and Vision 16- 27 Growth of the company 28- 29 BABASAB PATIL 1
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CONTENTS
Chapter-1
Executive summary 1
Industry Profile 2
Company Profile 3
Need For Study 4
Objectives 5
Methodology
Scope6
Findings
Suggestion7
Conclusion
Chapter-2
Introduction of the Study 7-8
History of the company 8-10
Present status of the company 9-15
Swat analysis
Mission and Vision 16-27
Growth of the company 28-29
Manufacturing process 30-34
Organization structure
Chapter-3
Background of the study 35-50
Chapters-4
Data analyses and Interpretation 50-72
Findings And Suggestions. 73-76
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Conclusion 77
Chapter-5 Annexure 78-82
Bibliography 83
CHAPTER-I
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CHAPTER-I
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
Executive Summary
Company profile
Need For The Stutdy.
Objectives
Methodology
Scope Of the study
Limitation Of The Study
Findings
Suggestion
Data Analysis
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
EXECUTIVE SUMMARY
INDUSTY PROFILE: Hindustan latex’s (HLL)journey started with its incorporation as a corporate entity
under the ministry of health and family welfare of the government of India on march
1,1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
contraceptive sheaths for the national family planning programme the company commenced its
commercial operations on April 5,1969. the plant was established in technical collaboration
with M/s Oakmont industries.
To trace briefly HLL’s land mark in the 37th since it’s commencement of operation. In
the year 1969 the company started manufacturing at thiruvanathpuram (karalla) . as part of
expansion program of the company starts decided to establish
One more unit Kanagala near Belgaum in the year 1986. and they start the manufacturing in
1987.
COMPANY PROFILE:
Hindustan latex’s (HLL) journey started with its incorporation as a corporate entity
under the ministry of Health and Family welfare of the Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
contraceptive sheaths for the national family planning programme the company commenced its
commercial operations on April 5,1969. The plant was established in technical collaboration
with M/s Oakmont industries.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. To trace briefly HLL’s land mark in the 37th since it’s commencement of
operation. In the year 1969 the company started manufacturing at thiruvanathpuram
(karalla), as part of expansion programme of the company starts decided to establish one more
unit at Kanagala near Belgaum in the year 1986, and they start the manufacturing process in
1987.
HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing various public
health challenges facing humility.
Hindustan life care limited is the only company in the world which manufactures and markets
the widest range of contraceptives. It is unique in providing a range of condoms, including
female condoms, intra uterine devices, oral contraceptive pills- steroidal
In the area of contraceptives HLL has added to its oral contraceptive
pills(OCP)for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders,
Jaljeevan etc, it has also added female condoms to range. It also started manufacturing
of copper T, Blood bags, Hydrocephalus shunt, Hand gloves etc.
Today HLL is a multi-product, multi-unit organization addressing various public
health challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year
2010.
Title of the project:
A Study on Employee welfare facilities.
.
Need for the study
To know that whether welfare facilities play an important role on the working of employees,
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. And to know hen the employees are dissatisfied welfare facilities will help them to get
motivated.
Objectives Of the study:
1 To study the existing welfare facilities provided to the employees at HLL kanagala.
2To know the employees
opinion about the present welfare facilities at HLL kanagala...
3To study the satisfaction of workers towards the present welfare facilitates.
4To give certain suggestion based on findings for improvement in the welfare facilities provided
by the management.
Scope of the Study: This study aims to find out the satisfaction of the employees, whether the company
is providing necessary health, safety and welfare measures in HLL Life care Limited, Kanagala.
The scope of the current study named” Employee welfare facilities” is limited only to HLL Life
care limited, Kanagala unit& its application is also specifically limited to the HLL Life care
Limited, Kanagala unit, and the study cannot be applied to other unit of the HLL. This study
helps to improve the performance of the Human resource management department.
Limitations of the Study:Following are some of them limitation of the study:
1 The data was collected during the working hours, employees were busy in their routine work
so they were less responsive.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 2) The data is collected from the permanent and casual employees and hence the opinion
of contract employees is not collected.
3) Inadequacy of time was a major limiting factor faced by researcher.
Research Methodology:Data required
1. Primary data
2. Secondary data
1) Primary data Questionnaire methods are used to elicit information from employees of various
hierarchy departments.
Primary data are those which are gathered specially for the project at hand is directly
through questionnaire & personal interaction. Primary data is collected by administering the
questionnaire & personal interaction.
2) Secondary data The secondary data has been collected from different books and company files and
website.
The secondary data has been collected by an individual from different sources.
Text book
Internet
Sampling
Sampling size
The study was taken on 100 respondents.
Data presentation Data was presented with the help of tables, charts; interpretation and observation were noted
below each table/charts.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Data analysis Data was analyzed by simple qualitative analysis for the study.
Findings:o From the study it was noticed that majority of respondents i.e.90% of employees
aware of all the welfare facilities provided by the company it means company
always think of employees but still it can improve to satisfy other 10% of the
employees.
o It was noticed that 70% of employees feel good about present welfare facilities it
shows the welfare facilities are good.
Suggestions:1. Employees are not satisfied to quality of the food which is providing by the canteen, so
quality of the food has to be increased to keep the health of the employees good.
2. In my opinion company should provide transportation facility to contract worker by
taking the fare of the bus.
CONCLUSION: Human resource plays an important role in any organization . employee welfare
facilities are concern to this department , if the employee happy with welfare facilities then only
the productivity of that organization can be increased . Based on the study of Employee Welfare Facilities in Hindustan Lifecare Limited
Kanagala it is clear that the company is very keen in the promoting all the welfare facilities
provided by Hindustan Lifecare Limited Kanagala.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CHAPTER- II
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CHAPTER - II COMPANY PROFILE
INTRODUCTION
History of the company
Present status of the company
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
Growth of the company
Manufacturing process
Organization structure
Future plans
INTRODUCTION
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. The project is done at HLL LIFECARE LIMITED, Kanagala (Dist-
Belgaum). HLL is a public sector undertaking by the ministry of health and family
welfare of Government of India. HLL LIFECARE LIMITED is into manufacture of condoms
and contraceptives. Hindustan latex is a largest manufacturer of indigenous low priced, high
quality Contraceptives namely MOODS, SUPER DELUX RAKSHAK, USTAD etc.
“Without population control our plans of economic development are like writing
on water and with waves of population washing off whatever we have written” an effective
control of population growth is a key to our economic development.
HLL LIFECARE LIMITED is a public sector undertaking contributing in
promoting the family planning which is essential for controlling population explosion in our
country.
Workforce is an important integral part of the organization. To keep the workforce
satisfied “Employee satisfaction and welfare facilities” plays a very important role in the
organisation.
INDIAN SCENARIO: Today, India is the 2nd most populist country in the world. In the half
of this century, India is poised to replace China as the most populist country in the
world. Therefore, birth control and family planning measures have assumed great
importance in India. It has become the government’s policy to encourage small families
the government has undertaken various measures to reduce population growth.
The Government of India adopted the policy of family planning in 1952
in order to control population. One of the major policies in growth control for reducing
births, various methods have been adopted, and one such methods is contraceptive for
male and females, thus on 1st march 1969, Hindustan Latex Limited was born. On 5th
April 1969 that the first batch of condoms rolled out from the plant at Peroorkada. In
1985 was the addition of two plants at Thiruvananthapuram and Belgaum.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. At the same time, Government initiated massive advertising and
awareness campaigns. Up to the late eighties, the campaign spoke of “ do yaw
teen bus”, highlighting an average family size of five members. By the nineties, the
message was changed to
“ hum do hamare do “ , emphasizing the two child norm.
Non-government organization (NGOs) also began to participate in the social marketing
programme, with funding from Government as also from other organizations. In 1987,
Parivar sewa sansatha was the first NGO to introduce its own branded condoms in the
market.
Hindustan Latex Limited become one of the world’s largest manufactures of condoms,
with an annual production of 670 million pieces.
The commercial branded condom industry has been declining at the rate of 10% over
the last three years.
HLL LIFECARE LIMITED
Hindustan latex’s (HLL) journey started with its incorporation as a corporate
entity under the ministry of Health and Family welfare of the Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
contraceptive sheaths for the national family planning programme the company commenced its
commercial operations on April 5,1969. The plant was established in technical collaboration
with M/s Oakmont industries.
To trace briefly HLL’s land mark in the 37th since it’s commencement of
operation. In the year 1969 the company started manufacturing at thiruvanathpuram (karalla), as
BABASAB PATIL
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. part of expansion programme of the company starts decided to establish one more unit at
Kanagala near Belgaum in the year 1986, and they start the manufacturing process in
1987.
HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing
various public health challenges facing humility.
Hindustan life care limited is the only company in the world which manufactures and markets
the widest range of contraceptives. It is unique in providing a range of condoms, including
female condoms, intra uterine devices, oral contraceptive pills- steroidal
In the area of contraceptives HLL has added to its oral contraceptive pills (OCP)
for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders, Jaljeevan
etc, it has also added female condoms to range. It also started manufacturing of copper
T, Blood bags, Hydrocephalus shunt, Hand gloves etc.
Today HLL is a multi-product, multi-unit organization addressing various public health
challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year
2010.
HLL has been declared a Mini Ratna Company by the Government of India and upgraded as a
Schedule BPSU.
HLL Life care Limited is the only company in the world which manufactures and markets the
widest range of Contraceptives. It is unique in providing a range of Condoms, including Female
Condoms, Intra Uterine Devices, Oral Contraceptive Pills - steroidal, non-steroidal and
Emergency Contraceptive pills; Contraceptive Cream, and Tubaler Rings.
HLL’s Health care product range include: Blood Collection Bags, Surgical Sutures, Auto Disable
Syringes, Vaccines, Women’s Health Care Pharma products, In - Vitro Diagnostic Test Kits,
Hydrocephalus Shunt, Tissue Expanders, Needle Destroyers, Blood Bank equipment, Iron and
Folic Acid Tablets, Sanitary Napkins, and Oral Rehydration Salts.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
With a vast array of innovative products and social programmes launched to meet the nation’s
health care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision
of Innovating for Healthy Generations.
Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct
marketing. HLL has put in place a vast distribution network covering the length and breadth of
the country. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over
600 districts, 1509 distribution points, including over a lakh villages, in the remotest corners of
the nation.
It is the leading social marketing organization in the country in the area of contraceptives - with a
market share of over 65 percent in the rural and semi urban markets, including in the highly
populated states of UP, Madhya Pradesh, Bihar etc.
HLL has also made vast inroads in the commercial segment too, with the growth in its market
share from 0.1 percent over a decade back to 19 percent at present. HLL’s products are today
exported to over 70 countries.
HLL’s association with world leaders include those with Okamoto of Japan; Finishing
Enterprises, USA; Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,
Sweden; Beijing Zizhu Pharma of China and Acumen Fund, USA
With a vast array of innovative products and social programmes launched to meet the nation’s health care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision of Innovating for Healthy Generations.
Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct marketing. HLL has put in place a vast distribution network covering the length and breadth of the
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
country. HLL’s products today reach over five lakh retail outlets, in 10 states, covering over 600 districts, 1509 distribution points, including over a lakh villages, in the remotest corners of the nation.
It is the leading social marketing organization in the country in the area of contraceptives - with a market share of over 65 percent in the rural and semi urban markets, including in the highly populated states of UP, Madhya Pradesh, Bihar etc.
HLL has also made vast inroads in the commercial segment too, with the growth in its market share from 0.1 percent over a decade back to 19 percent at present. HLL’s products are today exported to over 70 countries.
HLL’s association with world leaders include those with Okamoto of Japan; Finishing
Enterprises, USA; Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,
Sweden; Beijing Zizhu Pharma of China and Acumen Fund, USA
HISTORY OF HLL KANAGALA UNIT:
HLL was set up 1969 at Thiruvananthapurm, Kerala as a government of India
undertaking. In 1984 the company decided to establish one more unit at Kanagala
Belgaum district of Karnataka state. Shri.R.Venkataraman the vice-president Government
of India laid down the foundation stone for the Kanagala unit. The function was
prescribed by Shri. Shankaranand, the ministry of Health and Family welfare of Government
of India. The construction of plant was completed in 1986 and regular production
commenced from March 1987. The Kanagala plant is setup in collaboration with M/s
Okamoto Industries, Japan and it incorporates Japanese technology cable of
manufacturing tested condoms in the world. The plant is fully automated
andcomputerized and it has annual production capacity of 144 million condom
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
Location of the Plant:
The plant is situated in Kanagala, a small village in hukkeri taluka of Belgaum District.
It is 55 kms away from Belagum, 12 kms from Sankeshwar and 15 kms from Nippani. It
is situated beside the NH-4, which is convenient for transportation and means for
communication. In 1984 Shri. B.Shankaranand took the initiative step in the successful
establishment of Kanagala unit of HLL.
HLL unit Kanagala plant acquires of about 30 acres of land. About 3/4th of land is
occupied by administrative office, main factory building, electrical and maintenance
(Steel moulds dipped dipped into the Latex)drying chamber (Dried and stripped with silicon PPT
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
Vulcanizing Barrel
Drying at 80 c deg(half product)
Random testing (Visual test, water leakage test, dimension test)
Inspection section
Individually testing of condom manually
(Pinhole testing machine it can automatically reject the condoms)
Primary Packing Section
With silicon oil and packed into automatically foil by machine
Secondary Packing Section
Manually packed into corrugated boxes
(According to different scheme)
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
Organization Chart
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C&MD
AGM(F&A)
GM(Operation) Unit Chief
ED(O)I/C
Pharmaconsultant
APM(BUD)
AGM(OCP)
AGM(Vaccine)
SAPM
APM
APM(Engg
DM (Pharma)
DGM (O)
DM (Proj)
M.(Q&A)Functionally reporting to SED(CQA)&administratively to Unit CHIF
APM
AGM(HR)I?C
DM(HR)
supdt
AM(Atts)
Mgr(Accts)
JO/Sup
AM(HR)M(En
gg)
JO/Sup
Mgr(I&E)DM(Safety)Safet
y ForumCo-ordinator/Safety Commitee
DM(PPC)I?C
Mgr(sec)AGM(
Pri)
ET(IT)
AM( IT)
DM Mech)
SAPM
APM
DMIC
JO/Sup
JO
AGM(QC/Lab)I/C
SAPM
APM
M
JO/SUP
JGM(pharma)
JO/Sup
50
A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CHAPTER-III
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
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CHAPTER - III
BACKGROUND OF STUDY:
Theoretical Background of Employee welfare.
Theoretical Background of Health.
Theoretical Background of Safety.
Industrial Background of Safety.
Industrial Background of Employee Welfare.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
DEFINITION OF LABOUR WELFARE
Labour welfare has been defined in various ways, though no single definition
has found universal acceptance. The Oxford dictionary defines labour welfare as "Efforts to
make life worth living for workmen." Chambers dictionary defines welfare as "A state of faring
or doing well. Freedom from calamity, enjoyment of health and prosperity".
The Report of the Committee on Labour welfare (1969) includes under it "such
services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from work and for the accommodation of
workers employed at a distance from their homes and such other services, amenities and
facilities including social security measures as contribute to improve the conditions under which
worker are employer."
Thus, the whole field of welfare is said to be one "in which much can be done
to combat the sense of frustration of the industrial workers, to relieve them of personal and
family worries, to improve their health, to afford them means of self expression, to offer them
some sphere in which they can excel others and to help them to a wider conception of life". It
promotes the well-being of workers in variety of ways.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. SCOPE OF LABOUR WELFARE ACTIVITIES:
Lab our welfare Activities is combinations of various steps, the cumulative
effect of which is to grease the wheels of industry and society. Sound industrial relations can
only be based on human relations and good human relations dictate that labour being, human
being should be treated humanly which includes respect for labour dignity, fair dealing and
concern for the human beings physical and social needs. In any industry good relations between
the management and workers depend upon the degree of mutual confidence, which can be
established. This, in turn, depends upon the recognition by the labour of the goodwill and
integrity of the organization in
The day to day handling of questions which are of mutual concern.
The basic needs of a labour are freedom from fear, security of employment and
freedom from want. Adequate food, better health, clothing and housing are human requirements.
The human heart harbors secret pride and invariably responds to courtesy and kindness just as it
revolts to tyranny and fear. An environment where he is contended with his job, assured of a
bright future and provided with his basic needs in life means an atmosphere of good working
condition and satisfaction to labour.
Labor welfare activities are based on the plea that higher productivity requires
more than modern machinery and hard work. It requires co-operative endeavor of the parties,
labour and management. This is possible only when labour is given due importance and human
element
is taken into account at every stage.
.
OBJECTIVES OF LABOUR WELFARE ACTIVITIES
The object of welfare activities is to promote economic development by
increasing production and productivity. The underlying principle is to make the workers given
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. their loyal services ungrudgingly in genuine spirit of co-operation, in return for
obligations, voluntary and compulsory, accepted by the employee towards the general
well-being of the employees.
Improving the efficiency of the labour is another objective of labour welfare
activities. Efficiency gives double reward, one in the form of increased production and the other
in the shape of higher wages due to achievement of higher productivity. Welfare activities add to
their efficiency and efficiency in turn help the worker to earn more wages.
Therefore, welfare activities in an organization are twice blessed. It helps the employer and the
employee both.
Another objective of welfare activities is to secure the labour proper human
conditions of work and living. Working conditions of organization may be led by an artificial
environment which features are dust, fumes, noise, unhealthy temperature, etc. It is generally
found that these
Conditions imposestrain on the body.
The welfare activities are done to minimize the hazardous effect on the life
of the workers and their family members. It is the duty of the employer to see these human
needs. If welfare activities are viewed in this light, it can be seen that they are guided by
purposes of humanitarian and social justice.
The next objective of welfare activities is to add in a real way to the low earning
of the labour. The facilities are provided to supplement the income of the workers by services
such as housing, medical assistance, school, co-operative, canteens, stores, play grounds etc.
Thus, the objective of activities are to promote greater efficiency of the workers, assure proper
human conditions to the workers and their family members.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
THEORIES OF LABOUR WELFARE
The form of labor welfare activities is flexible, elastic and differs from time to time, region to
region, industry to industry and country to country depending upon the value system, level of
education, social customs, degree of industrialization and general standard of the socio-economic
development of the nation. Seven theories constituting the conceptual frame work of labour
welfare activities are the following:-
The Trusteeship Theory:
This is also called the Paternalistic Theory of Labour Welfare. According to this the industrialist
or employer holds the total industrial estate, properties, and profits accruing from them in a trust.
In other words, the employer should hold the industrial assets for himself, for the benefit of his
workers, and also for society. The main emphasis of this theory is that employers should provide
funds on an ongoing basis for the well-being of their employees.
The Public Relation Theory:
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. This theory provides the basis for an atmosphere of goodwill between labour and
management, and also between management and the public, labour welfare programmes
under this theory, work as a sort of an advertisement and help an organization to project its good
image and build up and promote good and healthy public relations.
.
PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE
ACTIVITIES The success of welfare activities depends on the approach which has been taken into account in
providing such activities to the employees. Welfare policy should be guided by idealistic morale
and human value. Every effort should be made to give workers/ employees some voice in the
choice of welfare activities so long as it does not amount to dictation from workers.
There are employers who consider all labour welfare activities as distasteful
legal liability. There are workers who look upon welfare activities in terms of their inherent
right. Both parties have to accept welfare as activities of mutual concern.
Adequacy of Wages:
Labour welfare measures cannot be a substitute for wages. Workers have a right
to adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring about
a sense of commitment on the parts of workers. A combination of social welfare, emotional
welfare and economic welfare together would achieve good results.
Social Liability of Industry: Industry, according to this principle, has an obligation or duty
towards its employees to look after their welfare. The constitution of India also emphasizes this
aspect of labour welfare.
Impact on Efficiency:
This plays an important role in welfare services, and is based on the relationship between welfare
and efficiency, though it is difficult to measure this relationship. Programmes for housing,
education and training, the provision of BABASAB PATIL
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. balanced diet and family planning measures are some of the important programmes of
labour welfare which increases the efficiency of the workers, especially in
underdeveloped or developing countries.
Increase in Personality:
The development of the human personality is given here as the goal of industrial welfare which,
according to this principle, should counteract the baneful effects of the industrial system.
Therefore, it is necessary to implement labour welfare services. Both inside and outside the
factory, that is, provide intra-mural and extra-mural labour welfare services.
throughout the hierarchy of an organization. Employees at all levels must accept
Co-ordination or Integration:
This plays an important role in the success of welfare services. From this angle, a co-ordinated
approach will promote a healthy development of the worker in his work, home and community.
This is essential for the sake of harmony and continuity in labour welfare services.
Democratic Values:
The co-operation of the worker is the basis of this principle. Consultation with, and the
agreement of workers in, the formulation and implementation of labour welfare services are very
necessary for their success. This
principle is based on the assumption that the worker is "a mature and rational individual."
Industrial democracy is the driving force here. Workers also develop a sense of pride when they
are made to feel that labour welfare programmes are created by them and for them.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
WELFARE FACILITIES PROVIED BY HLL LIFECARE.(KANAGALA)
(UNIT)
1. Washing facility/ Allowance:
The company provides this facility only to the operation staff provides washing facility. Rs.25/-
per month provided as washing allowance for the those who secure actual working of 15 in a
wage month.
2. Canteen facility :
Food items are provided to the employees at subsidized rates. Employees are paid canteen
subsidy @ Rs.250/- per month for those who secure a minimum attendance of 21 days or more in
month. Declared public holidays are counted for the purpose of21 days for this purpose
3. Conveyance facilities:
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Bus facility in made available to the employees for nipani and sankeshwar as per the shift
time. Conveyance allowance of Rs.320/-p.m. is paid if employee who does not utilize bus
facilities, but subject to ceiling of 60 employees.
4. Accommodation Facilities:
The company has provided accommodation facility in Company’s premises only. Company is
having well constructed Executive Hostel and Executive Quarters at it’s premises. Maximum
executives/supervisors are availing the facility
5. Housing Rent Allowance:
The Employees in the factory At Kanagala unit are getting the housing rent allowance at the rate
of 12% of the basic pay.
6. Uniform with stitching:
The company provides uniforms to their workers. All the workers are provided one uniform each
year expected the workers working in mechanical and electrical section, because these workers
are provided 3 uniforms in 2 years.
Also the stitching changes are provided along with uniforms-
For Male Workers –Rs.75/-
For Female Workers –Rs.75/-
7. Educational Allowance:
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
A sum of Rs.100/-p.m. per head will be paid towards reimbursement of education
allowance Rs.2500/-is also given as school penning advance.
8. Festival Advance:The company is also giving festival advance once in a year. Every employee is eligible for Rs.
2500/- as festival advance. It given during the festival.
9. Shoes/ Slippers :
All the portative staff is provided Rs. 120/- per year towards slippers and shoes.
10. Shift Allowance:
Shift allowance is also provided to the workers –
For II shift –Rs. 10/- per day shift
For III shift –Rs.15/- per shift
11. Shifting allowance:
An employee whenever is transferred from one unit to another will be provided with shifting
allowance to facilitate his residence shifting expense from the organisation
12. Recreation club:
There are two recreation clubs in factory, one is for executive staff and another is for operative,
supervisory and administrative staff. Various social, cultural, entertainment and tour programmes
are arranged by recreational club.
13. House Building Advance (HBA):
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
Nine financial institutions are approved for the financial help to the employees. HBS, two
wheeler advance, four–wheeler advance is paid interest subsidy @ 5% on reducing balance
method. Each employee will be for HBA only during his entire service period.
14. First-aid facility:There is a first-aid box in factory. If any normal accident takes place, he gets treatment form a
person in the charge of first-aid box.
16. Seasonal Protection:The employees who are working in open place are provided with raincoats, sweaters and caps.
This facility is available to security guards, cooks, drivers etc. The rest rooms are well
maintained properly ventilated having several newspapers.
17. Rest room facility:
There is a separate rest room for the operative staff to rest during the off time. The rest rooms
are separate for male female employees. The rest rooms are well maintained properly ventilated
and having several newspapers.
18. Locker facility:Lockers are given to the employees in the factory wherever necessary. This facility is for safe
storage of employee’s bags, dresses etc.
19. Drinking water: The company provides pure water at place where they are working or at
the assembly points.
20. Toilet and Wash Room:Separate latrines and urinals facility is available for operative, administrative and
official/executive staff.
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21.Ventilation Facility:
There are fans and air conditioners in every department and section. These ventilation devices
are necessary during summer season to get cold air in work place.
22Sitting Facility :
Company has made sitting facilities to operative as well as to a administrative staff. Nearly 100%
work id done at sitting position only.
23.Shift Allowance:The employees of HLL are getting shift allowance at the following rates:
First Shift No allowance
Second shift Rs.10/-per shift
Third shift Rs.15/-per shift
24. Safety Equipments:
Almost all necessary safety equipments like nose masks, caps hand gloves, safety uniforms,
aprons, safety shoes, goggles, helmet etc, are provided to the operative staff.
25. Health Check-up Facility:
Management conducts medical health check up programmes once in a year for all employees and
twice in a year for OCP plant employees.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 26.Leave Facility:
Sr.no Type of Leave Administrative and
Supervisory Staff
Operative
Staff
1 Earned leave 30 per year 1leave 12 days
2 Casual leave 12 per year 8 per year
3 Half pay leave 20 per year
27. Medical Aid:The company has provided housing facility only for top-level management . There is no housing
facility for other employees.
28. Leave Travel Concession:
This facility is given to the permanent employees of the company employee including his/ her
eligible dependents is given leave travel concession. Leave traveling concession given to the
employee is Rs.10000/- once in a four year and if employees don’t want to travel then he will be
given 75% of encashment. The traveling should be within 3000kms in any part of India.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
A. Theoretical Background.
HEALTHa. Importance of Health
The trite saying ‘Health is Wealth’ explains the importance of health. The health results
in high rate of absenteeism and turnover, industrial discontent and indispline, poor
performance and low productivity and more accidents. On the country, the natural
consequences of good health are reduction in the rate of absenteeism and turnover,
accidents and occupational disease. Beside, employee health also provides other benefits
such as reduced spoilage, improved morale of employee, increased productivity of
employee and also longer working period of an employee, which of course, cannot be
easily measured.
In long and short, employee health is important because it helps:
Maintain and improvement the employee performance both quantitatively and qualitatively.
Reduced employee absenteeism and turnover.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Minimize industrial unrest and indiscipline.
Improve employee morale and motivation.
Occupational health services should be established in or near a place of employment for
the purpose of:-
1) Protecting the workers against any health hazard arising out of work or
Conditions in which it is carried on
2) Contributing towards worker’s physical and mental adjustment and
3) Contributing to establishment and maintenance of the highest possible degree of
Physical and mental well-being.
b. OCCUPATIONAL HAZARDS AND DISEASES:Employee in certain industries are exposed to retain hazards and disease. Occupational
hazards classified into following categories:
1) Chemical hazard
Occupational Diseases:Working condition prevalent in industries causes occupational diseases.
Protection against Hazards:
1) Preventive Measures
The preventive measures to protect employee against occupational health hazards
May include:
Pre-employment medical examination.
Periodic post employment medical examination.
Removal of hazardous condition the extent possible
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Emergency treatment in case of accidents.
Education of workers in health and hygiene.
Training in first-aid to workers.
Proper factory layout and illumination.
Proper effluent disposal treatment plants.
Proper scheduling of the work and adequate rest.
Curative Measures :
The curative measures include the following:
Adequate and timely medical treatment
Allowing the employee adequate period of convalescing and recuperating.
Availing the needed best medical treatment facilities from outside hospitals.
C. Statutory provisions concerning health The factories Act.1948 insist that the following provisions must be made in
Industrial establishment for safeguarding employee-health:
1) Cleanliness
2) Disposal of wastes and Effluents
3) Ventilation and temperature
4) Dust and fumes
5) Lighting
6) Drinking water
Safety.
a. AccidentsThe ever increasing mechanization, electrification. Chemicalisation and sophistication have
made industrial jobs more and more complex and interacts. This has led to increasing dangers to
human life in industries through accidents and injuries.
. BABASAB PATIL
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. What is safety?A safety man’s in a simple terms freedom from the occurrence or risk of injury or loss.
Industrial safety or employee safety to the protection of workers from the industrial accidents.
What is an accident?An accident is an unplanned and uncontrolled event in which an action or reaction of an object, a
substance, a, person result in personal injury or material damage.
According to the factories Act 1948, it is “an occurrence in industrial establishment causing
bodily injury to a person which makes him unfit to resume his duties in the next 48 hours”.s
Types of Accidents:Accidents may be of different types depending upon the severity, durability, and degree of
the injury. An accident causing death or permanent or prolonged.
Disability to the injured employee is called ‘major’ accident cut that does not redder the
employee disabled is termed as ‘minor’ accident
Accidents
Internal External
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Major Internal
Fatal Disability
Temporary permanent
Total partial Total partial
C. Causes for industrial accidents:
Unsafe conditions (or situational factors) :
Job itself:
work schedules :
Psychological conditions:
Machinery and equipment
Unsafe Acts (or individual Factors) : Operating without authority
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Failure to use safety devices
Careless throwing of materials on floor
Operating at unsafe speed
Using unsafe equipment
Theoretical background
Removing or disconnecting safety devices
Lifting things improperly
Taking unsafe positions under suspended loads
Using unsafe procedure in loading and unloading
Cleaning, oiling, repairing or adjusting moving machines
Teasing, quarreling, day-dreaming or horseplay.
Personality and behavior, which make some, people more accident prone
c. Miscellaneous causes:young untrained and inexperienced workers cause more accidents than old, trained and
experienced workers. Alcoholic and Drug addicted workers are more accident-prone. Workers
having disturbed family life are likely to cause more accidents due to stress.
d. Need of Safety:An accident free plant enjoys benefits such as substantial savings in costs, increased .
Productivity, moral and legal grounds.
1cost savin
a. Direct costsDirect cost are such as compensation payable, medical expenses incurred. If the victim is
uninsured, compensation and medical expenses are the responsibility of management.
b. Indirect costsindirect costs include loss on account of downtime of operators, slowed production rate
of other workers, materials spoiled and labor for cleaning and damages to equipment.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. A safety plant, by avoiding accidents eliminates these direct and indirect costs
2. Increased productivitySafety plants are efficient plants. To a large extent, safety promotes productivity.
Employees in safe plants can devote more time to improving the quality and quantity of
output and spend less time worrying about their safety and well being.
3. MoralSafety is important on human rounds too. An employee is a worker in the factory and the
breadwinner for his/her family. So, mangers must undertake accident prevention measures
to minimize the pain and suffering the injured worker and his/her family are exposed to
as a result of accident.
4. LegalThe maintenance of safety in the factory premises is a legal requirement for the
industry. There are laws and acts for ensuring safety measures in the factory and
imposing penalties for non-compliance have become quite server. The responsibility
extends to the safety and health of the surrounding community, too.
Finally, financial losses, which accompany accidents, can be avoided if the plant is
accident free.
e. Responsibility of safetySafety is primarily the responsibility of the management. This responsibility should rest
on the shoulders on the all cadres of management, such as plant manger, production
manger, chief engineer, personal manger, maintenance engineer, individual foreman, safety
officer.
f. Measures ensure industrial safetyThe main steps that can be taken to ensure safety and security of employees are as
follows:
1. Safety Programmed
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Safety Programmed deals with the prevention of accidents and with minimizing
the resulting loss and damage to persons and property. The most important
function of safety programmed is to identify potential hazards, provide effective safety
facilities and equipment and to take prompt remedial action. This is possible only if
there are:
1. Comprehensive and effective system for reporting all accidents causing damage or injury.
2. Adequate accident records and statistics.
3. Systematic procedures for carrying out safety checks, inspections and
investigations.
4. Methods of ensuring that safety equipment is maintained and used.
5. Proper means available for persuading mangers, supervisors and workers to
pay more attention to safety matters.
2. Safety PolicyThe top management should determine the safety policies of the organization and it
must be continuously involved in monitoring safety performance and in ensuring that
corrective action is taken when necessary.
3. Organization for SafetyA safety director and a safety committee be set up by an organization. The management
and the supervision must be made fully accountable for safety performance in the
working areas they control.
4. Safety Engineering
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Safety engineering helps to minimize unsafe conditions. Full attention should be
paid to safety in the layout, design and installation of plant and machinery.
5. Safety Education and TrainingSafety education and training develop awareness among employees and ensure safe work
performance by developing their skills.
6. Safety ContestsCompanies may encourage safety competitions among their departments with a view to
bringing about reduction in number of accident
Role of Management and UnionsThe problem of safety must begin with the management should believe in, and have a
commitment to safety rules. The mere consultation of a safety committee or the
appointment of a safety officer servers no great purpose. Nor is it enough merely to
show concerns for safety after an emergency. The management must view safety as an
integral part of the management process.
Role of GovernmentThe Government of India established the factory Advice Service and Labor Institute,
Mumbai. The institute renders advice on safety matters and enforces safety laws. A
‘National Program for Coordinated Action Plan’ for control of hazards and protection of
health and safety of workers in dangerous manufacturing process has been launched. The
National safety Council was set up in 1966 to promote safety consciousness, to prevent
accidents and to conduct safety programmed.
g. Safety Program EvaluationThe effectiveness of safety program must have to be evaluated. There are sveral methods to
evaluate the safety program.
The techniques used are as follows:-
1. Safety Inspections:
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. In this, inspectors are given specific to follow. These may include programmed
elements such as formation of safety committees, how often they meet. After
inspection, a report of the findings is made to the management con
2. Safety Audit:Audit is an in-depth analysis of facilities, management and employee attitude towards
safety, managerial effectiveness in maintaining safety and quality of the safety planning
as well as the operations conformity with safety regulations.
3. ComparisonThis is the third method of evaluating the company’s safety efforts. The purpose here is
to compare the experience of a plant or industry with that of another which is
comparable. It is well known that some operations have consistently better frequency (or
service) rates, often in spite of inherently high operating hazards.
DATA ANLAYSIS AND INTERPRETATIONS.Question No.1
Table No.1
Showing the responses towards awareness of all the employee welfare facilities in HLL
Awareness of welfare facilities.
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Aware 90 90.0 90.0 90.0
not aware 10 10.0 10.0 100.0
Total 100 100.0 100.0
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Graph No 1
INTERPRETATION:
It may inferred form Table 1 that 90% of the respondents aware and 10% of the respondents not
aware of all the welfare facilities provided by the company.
Question No.2
Table No.2
Showing the responses towards present welfare facilities in HLL
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Opinion of employees about present welfare facilities
Frequenc
y Percent
Valid
Percent
Cumulative
Percent
Valid Good 70 70.0 70.0 70.0
Excellent 15 15.0 15.0 85.0
not aware 15 15.0 15.0 100.0
Total 100 100.0 100.0
Graph No.2
INTERPRETATION:
It may inferred form Table 2 that 70% of the respondents feel good,15%respondents feel
excellent and 15% respondents feel average of present welfare facilities.
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Question No.3
Table No.3
Showing responses of respondents that which welfare activity is most important for them
.
Which welfare activity is most important
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Training 24 24.0 24.0 24.0
health and safety 64 64.0 64.0 88.0
other welfare measures 12 12.0 12.0 100.0
Total 100 100.0 100.0
Graph No .3
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
INTERPRETATION:
It may inferred form Table 3 that 24% of the respondents said that training,64% of the
respondents said that health and safety and 12% of the respondents said that is the this welfare
facility is most important for them.
Question No.4
Table No.4
Showing participation of workers in worker participation programme .
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Participation of workers in workers participation programme
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 94 94.0 94.0 94.0
No 6 6.0 6.0 100.0
Total 100 100.0 100.0
Graph No .4
INTERPRETATION:
It may inferred form Table 4 that 94% of the respondents said that worker particepate,6% of the
respondents said workers not participate in workers participation programs.
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Question No.5
Table No.5
Showing the first objective in the company.
First objective in the company
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid higher productivity 76 76.0 76.0 76.0
indusstrial peace
harmony19 19.0 19.0 95.0
welfare programes 5 5.0 5.0 100.0
Total 100 100.0 100.0
Graph No.5
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INTERPRETATION:
It may inferred form Table 5 that 76% of the respondents said that higher productivity ,19% of
the respondents said that industrial peace and harmony and said that welfare programs is the first
objective of the company.
Question No.6
Table No.6
Showing responses of respondents about advancement for their career in the company .
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Advancement for the employees in their upliftment of career
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 76 76.0 76.0 76.0
No 24 24.0 24.0 100.0
Total 100 100.0 100.0
Graph No.6
INTERPRETATION:
It may inferred form Table 6 that 76% of the reapondents said there an
advancement and 24% said there no advancement for the employees in their upliftment of career.
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Question No.7
Table No.7
Showing that with how much time the injured worker is given treatment.
In how much time the injured worker is given treatment
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid immediately 56 56.0 56.0 56.0
within 15 mints 37 37.0 37.0 93.0
within 1/2hour 6 6.0 6.0 99.0
more than 1
hour1 1.0 1.0 100.0
Total 100 100.0 100.0
Graph No.7
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INTERPRETATION:
It may inferred form Table 7 hat 56% of the respondents said that immediately, 37% of the
respondents said within 15% minutes,6% of the respondents said that within ½ an hour and 1%of
the respondents said that the injured is given treatment.
Question No.8
Table:8
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Contents available in first aid box
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid every time 84 84.0 84.0 84.0
Mostly 11 11.0 11.0 95.0
sometimes only 5 5.0 5.0 100.0
Total 100 100.0 100.0
Graph No.8
INTERPRETATION:
It may inferred form Table 8 that 84% of the respondents said that every time,11% of the
respondents said that mostly and 5% of the respondents said sometimes only first aid box with
prescribed contents is available.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
Question No.9
Table No.9
Showing responses of respondents that if any major accident happens to worker and they are not
able to work then what kind of compensation is provided.
Compensation should provide if major accident happens.
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid full claim amount 50 50.0 50.0 50.0
job to one of the family
members44 44.0 44.0 94.0
any other type specify 6 6.0 6.0 100.0
Total 100 100.0 100.0
Graph No.9
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INTERPRETATION:
It may inferred form Table 9 that 50% of the respondents said that full claim amount ,44%of the
respondents said that job to one of the family members and 6% of the respondents said that and
other type compensation provide if any major accident happens to them.
Question No.10
Table No.10
Showing responses of respondents that how much they are satisfied with the foods/snacks/drinks
provided at different intervals.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Satisfaction of employee about food/ snacks/ drinks provided at different
intervals
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid to the lowest 8 8.0 8.0 8.0
somewhat neutral 60 60.0 60.0 68.0
to the lowest 32 32.0 32.0 100.0
Total 100 100.0 100.0
Graph No.10
INTERPRETATION:
It may inferred form Table 10 that 8% of the respondents said that to the lowest ,60% of the
respondents said that some whatneutal and 32% of the employee said that to the lowest they
satisfied with the food/snacks/drinks provided to you at different intervals.
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Question No11
Table No.11
Showing responses of respondents that how nutritious is the food provided by canteen.
How nutritive is the food
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid highly nutritive 11 11.0 11.0 11.0
nutritive 21 21.0 21.0 32.0
some what
nutritive51 51.0 51.0 83.0
least nutritive 17 17.0 17.0 100.0
Total 100 100.0 100.0
Graph No.11
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. INTERPRETATION:
It may inferred form Table 11 that 11% of the respondents said that
Highly nutritive ,21% of the respondents said that nutritive,51% of the respondents said that
some what nutritive and 17% of the respondents said that least nutritive is the food provided by
canteen
Question No.12
Table No.12
Showing responses of respondents that do the health checkup increases the morale of the worker.
Do the Health and safety training increases the morale of the
workers
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 90 90.0 90.0 90.0
No 10 10.0 10.0 100.0
Total 100 100.0 100.0
Graph No.12
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INTERPRETATION:
It may inferred form Table 12 that 90% of the respondents said that the health and safety training
provided by the company increases the morale of the workers and 10% said no .
Question No.13
Table No.13
Showing responses of respondents that whether management conducts health checkup
programmes for employees
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Whether management conduct health checkup programmes.
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 100 100.0 100.0 100.0
Graph No 13
INTERPRETATION:
It may inferred form Table 13 that 100% of the respondents said that the management conducts
health checkup programmes for employees.
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Question No.14
Table No14
Showing responses of respondents that if yes in what intervals.
In what intervals Management conduct health checkup programmes.
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid quarterly 9 9.0 9.0 9.0
half yearly 18 18.0 18.0 27.0
yearly 73 73.0 73.0 100.0
Total 100 100.0 100.0
Graph N0.14
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. INTERPRETATION:
It may inferred form Table 14 that 9% of the respondents said that quarterly,18% of the
respondents said that half yearly and 73% of the respondents said that yearly management
conducts health checkup programmes for employees.
Question No,15
Table No.15
Showing responses of respondents that are they satisfied with the drinking water facilities
provided
Drinking water facility
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 97 97.0 97.0 97.0
no 3 3.0 3.0 100.0
Total 100 100.0 100.0
Graph No.15
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INTERPRETATION:
It may inferred form Table 15 that 97% of the respondents satisfied with the drinking water
facilities provided and 3%of the respondents are not satisfied with the drinking water facilities
provided.
Question No.16
Table No.16
Showing responses of respondents that is the HRA allowance provided by the company
satisfactory.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Does company provides HRA allowance
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 80 80.0 80.0 80.0
No 20 20.0 20.0 100.0
Total 100 100.0 100.0
Graph No.16
INTERPRETATION:
It may inferred form Table 16 that 80% of the respondents said that HRA allowance provided by
the company satisfactory and 20% of the respondents said that HRA allowance provided by the
company not satisfactory.
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Question No.17
Table N0 .17
Showing responses of respondents that does company is taking due care of employees.
Does company take due care of employees.
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 89 89.0 89.0 89.0
No 11 11.0 11.0 100.0
Total 100 100.0 100.0
Graph No.17
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INTERPRETATION:
It may inferred form Table 17 that 89% of the respondents said company is taking due care of
them and 11% said no.
Question No.18
Table No.18
Showing responses of respondents that are the facilities provided by credit society are
satisfactory.
Satisfaction about facilities of credit society
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 88 88.0 88.0 88.0
No 12 12.0 12.0 100.0
Total 100 100.0 100.0
Graph No.18
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INTERPRETATION:
It may inferred form Table 18 that 88% of the respondents said you think facilities provided by
credit society are satisfactory and 12% of the respondents said you think facilities provided by
credit society are not satisfactory.
Question No.19
Table N0.19
Showing responses of respondents that how employees are committed to achieve the company
objective.
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Frequency Percent
Valid
Percent
Cumulative
Percent
Valid rank 1 6 6.0 6.0 6.0
rank 2 6 6.0 6.0 12.0
rank 3 32 32.0 32.0 44.0
rank 4 29 29.0 29.0 73.0
rank 5 27 27.0 27.0 100.0
Total 100 100.0 100.0
Graph No.19
INTERPRETATION:
It may inferred form Table 19 that 6% of the respondents are given rank 1, 6% of the
respondents are given rank2 ,32% of the respondents are given rank 3,29% of the respondents
are given rank 4 ,27% of the respondents are given rank 5.
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Question No.20
Table No.20
Showing responses of respondents that does health affected by workplace environment
Is health affected by workplace environment
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 21 21.0 21.0 21.0
No 79 79.0 79.0 100.0
Total 100 100.0 100.0
Graph No.20
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INTERPRETATION:
It may inferred form Table 20 that 21% of the respondents are said health affected by workplace
environment and79% of the respondents are said health not affected by workplace environment.
Question No.21
Table No.21
Showing responses of respondents that is there sufficient number of latrines and urinals at
convenient places.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. are there sufficient number of latrines and urinals at convenient
places
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Yes 92 92.0 92.0 92.0
No 8 8.0 8.0 100.0
Total 100 100.0 100.0
Graph No.21
INTERPRETATION:
It may inferred form Table 21 that 92% of the respondents are said that there are sufficient
number of latrines and urinals at convenient places and 8% % of the respondents are said that
there are not sufficient number of latrines and urinals at convenient places.
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Question No.22
Table No.22
Showing responses of respondents that how well hygienic conditions maintained in latrines and
urinals.
Hygienic conditions maintained in latrines and urinals
Frequency Percent
Valid
Percent
Cumulative
Percent
Valid Above
average19 19.0 19.0 19.0
Average 78 78.0 78.0 97.0
Below
average3 3.0 3.0 100.0
Total 100 100.0 100.0
Graph No.22
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
INTERPRETATION:
It may inferred form Table 22 that 19% of the respondents are said that well hygienic conditions
maintained in latrines and urinals are above average, 78% of the respondents are said that well
hygienic conditions maintained in latrines and urinals are average and 3% of the respondents are
said that well hygienic conditions maintained in latrines and urinals are below average.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CHAPTER- IV
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
FINDINGS:
The welfare facilities, which are organized by the management, are well known to the
workers and all about the respondents are satisfied with the majority welfare facility except the
few mentioned below. But the only complaint is that transportation and canteen facility which is
essential for them. I have pointed out the positive and negative points of the welfare facilities as
follows:
From the study it was noticed that majority of respondents i.e.90% of employees aware of
all the welfare facilities provided by the company it means company always think of
employees but still it can improve to satisfy other 10% of the employees.
It was noticed that 70% of employees feel good about present welfare facilities it shows
the welfare facilities are good.
It was found that 64% of employee say ,training is the most important welfare activity
and that the training and education provided by the organization is popular and as per the
expectation of the employees.
It was found that 94% of employees participate in workers participation programme
indicating that the employees are happy to be part of the organization and the activities
that are happening around them. They are also happy to help the management as and
when their capabilities are required.
It was found that 76% 0f employees said that higher productivity is the first objective of
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
It was found that 76% of employees said that there an advancement for the
employee for there upliftment of career it shows company trying to increase knowledge
of the employees.
It was found that 56% of the employees said that treatment is given to injured worker
immediately it shows other employees getting treatment in 15 mints or more than it
therefore company have to try to give the treatment before 15 mints. .
From the study it was found that 84% of employees said that every time contents are
available in first aid box , means medical committee always aware pf its functions.
From the study it was found that 50% of employees opinion is full claim amount, if any
major accidents happens to them, it shows monetary benefit is important for them.
It was found that 62% of employees are somewhat satisfied with food/snacks/drinks
provided at different intervals means they want some changes in the food, snacks drinks
provide
From the study it was found that 51% of employees said that the food provided by the
canteen is somewhat nutritive.
From the study it was noticed that majority of respondents i.e.90% of employees said that
the health and safety training increases the moral of the worker it .
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. From the study it was noticed that majority of respondents i.e.100%said that
management conducts health checkup programmes.
It was found that73% of the employees said that management conducts health checkup
programmes yearly.
From the study it was found that 97% of the employees said that they are satisfied with
drinking water facility it shows company is providing good drinking water.
From the study it was found that 80% of the employees said that HRA allowance
provided by the company is satisfactory it shows employee can stay at convent places.
From the study it was found that 89% said that company is taking due care of them,it
means everyone is important in comany.
From the study it was found that 88% of the employees said that facilities provided by the
credit society are satisfactory it shows the credit society is helping the employee for their
future.
From the study it was found that 32% of the employees given rank to 3, means
employees are trying to achieve company objective .
From the study it was found that 79% of the employees said that health is not affected by
the workplace environment it means the workplace environment is clean and not
hazardous.
From the study it was found that 92% of the employees said that there are sufficient
number of Toilet and washroom at convent places.
From the study it was found that 78% of the employees said that average hygienic
conditions maintained in latrines and urinals.
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SUGGESTION:
1. Employees are not satisfied to quality of the food which is providing by the canteen, so
quality of the food has to be increased to keep the health of the employees good.
2. In my opinion company should provide transportation facility to contract worker by
taking the fare of the bus.
3 The company should provide Toilet and wash room facilities to contract workers.
4 Company should increase the Canteens facilities to the contract workers.
5. Some workers complained about the rest room in the company is not so good it should be
kept clean and comfortable in rest period.
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CONCLUSION:
Human resource plays an important role in any organization . employee welfare
facilities are concern to this department , if the employee happy with welfare facilities then only
the productivity of that organization can be increased .
Based on the study of Employee Welfare Facilities in Hindustan Lifecare Limited
Kanagala it is clear that the company is very keen in the promoting all the welfare facilities
provided by Hindustan Lifecare Limited Kanagala.
Employees are satisfied to medical checkup and HRA allowance. Really company
will take care about all Employees and also contract base workers.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Finally the study concludes that the employees are satisfied with the present
Welfare Facilities in the organization.
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA.
CHAPTER-V
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ANNEXURQUESTIONNAIRE
Dear sir/madam, I am pleased to introduced my self as MBA student.As a part of co- curriculum
I have undertaken a study on the “EMPLOYEE WELFARE FACILITY IN HLL
LIFECARE .LTD KANAGALA” The information provided by u will kept confidential and used
for academic purpose only.
Personal Profile
Name:
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Age:
Sex:
Marital status:
Department:
Length of service:
1) Are you aware of all the welfare facilities provided by the company?
Aware Not aware
2) How do you feel about present welfare facilities?
Good Excellent Average
3) Which welfare activity is most important for you?
Training
Health and safety
Other welfare measures
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 4) Do workers actively participate in workers participation programs?
Yes No
5) what is your first objective in the company?
Higher productivity Industrial peace harmony
Welfare programs
6) Any advancement for the employees in their upliftment of career provided in the company?
Yes No
7) Within how much time the injured worker is given treatment?
Immediately Within 15 mints
Within ½ hr more than 1 hr
8) How often first aid box with prescribed contents is available?
Every time Mostly
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. Sometimes only
9) If any major accident happens to you and not able to work then what kind of compensation is
provided .
Full claim amount Job to one of the family members
Any other type specify…
10) Are you satisfied with the food/snacks/drinks provided to you at the work place?
To the highest Some what
To the lowest
11) How nutritious is the food provided to you?
Highly nutritive Nutritive
some what nutritive least nutritive
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12) Do the health and safety training provided by the company increases the safety of
the workers?
Yes No
13) Whether management conducts health checkup programmes for employees?
Yes No
14) If yes at what intervals?
Monthly Quarterly
Half yearly Yearly
15) Are you satisfied with the drinking water facilities provided?
Yes_____ If no ____ why?
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 16) Is the HRA Allowance provided by the company satisfactory?
Yes No
17) Do you think company is taking due care of you?
Yes s No
18) Do you think facilities provided by credit society are satisfactory?
Yes No
19) How committed are you to achieve the company objective?
(ranks 1-5) (5 highest-----1st least)
20) Is your health affected by workplace environment?
Yes No
If yes how?
21) Are there sufficient number of Toilets and washroom at convenient places?
Yes No
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2
3
4
5
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A STUDY ON EMPLOYEE WELFARE FACILITIES IN HLL. KANAGALA. 22) How well hygienic conditions maintained in toilet and wash room?
Above average Average
Below average
23) Do you have any suggestions regarding welfare activates in your company?