project

A STUDY ON

EMPLOYEES WELFARE MEASURES IN MAVALLI

TIFFIN ROOM (MTR) FOOD LTD

BANGALORE

Dissertation Report submitted to

BANGALORE UNIVERSITY, BANGALORE

In partial fulfillment of the requirement

For the award of degree in

BACHELOR OF BUSINESS MANAGEMENT

By

NOOR-UL-AMEEN

Registration Number – 06ACC08060

Under the guidance of

Miss: MUBEEN TAJ

AL-AMEEN INSTITUTE OF MANAGEMENT STUDIES

HOSUR ROAD BANGALORE:-560027

2008-2009

CONTENTS

CHAPTER NO PARTICULARS PAGE NO1

2

3

4

5

6

7

8

INTRODUCTION:PART-A: ABOUT INDUSTRY

PART-B: ABOUT THE SUBJECT

RESEARCH DESIGN

COMPANY PROFILE

DATA ANYALSIS AND INTERPRETATION INFERENCES

SUMMARY OF FNDINGS & CONCLUSION

RECOMMENDATIONS & SUGGESTIONS

APPENDIXQUESTIONARIES

BIBLIOGRAPHY

01 - 24

25-32

33-53

54-87

88-90

91-92

93-98

99

TABLE CONTENT

Table No TITLE PAGE NO

Table. 1 Showing the age of respondents 54Table. 2 Showing the education of the respondents 56Table. 3 Showing the martial status of the respondents 58Table. 4 Showing the service available for the

employee in the company60

Table. 5 Showing how the employee feel about the emergency loan / salary

62

Table. 6 Showing the awarness of the satisfactory welfare measures to be provided by the company employee

64

Table. 7 Showing the welfare facilities in the company 66-71Table. 7.A Good ventilation & temparature 66Table. 7.B Spitton Urinals & Latrines 67Table. 7.C Facilities for showing & drying clothes 68Table. 7.D First aid appliances 69Table. 7.E Shelter Restroom 70Table. 7.F Drinking water 71Table .8 Showing safety training & precautions

provided by the company of employee72

Table. 9The medical F Showing how transportation & canteenFacilities help the employee in the company

74

Table.10 Shows satisfaction of the employee by receiving their bonus

76

Table. 11 Showing satisfaction of the employee by taking gratituty facility

78

Table.12

Showing industrial improved due to welfare facilities

80

Table.13 Showing employee comfortable with given facilities in the company

82

Table.14 shows employees rating about quality food provided by the management

84

Table.15 showing the medical facility in the company 86

INDUSTRY PROFILE:-

The Indian food industry is estimated to be worth over US$ 200 billion

and

according to the Confederation of Indian Industry (CII) is expected to

grow to US$ 310 billion by 2015. India is one of the world’s major food

producers but accounts for less than 1.5 per cent of international food

trade. This

indicates vast scope for both investors and exporters.

India is the world’s second largest producer of food next to China, and

has the potential of being the biggest with the food and agricultural

sector, In this respect, the country is endowed with a large production

base for a variety of raw materials covering food crops, commercial

crops and fibers due to its varied agro-climatic conditions.

India is world’s largest producer of cereals and milk; second largest

producer of rice, wheat, sugar, fruit and vegetables, and inland fish; and

third in cotton; Seventh largest producer of fish.Also, India has the

highest number of plants approved by the US Food and

Drug administration (FDS) outside the USA.

FOOD PROCESSING:-

Processed food market is the most important segment of the food industry

accounting for over 32 per cent of the total food market. While India has

an

abundant supply of food, the food processing industry is still nascent:

only

two per cent of fruit and vegetables; and 15 per cent of milk produced are

processed.

Despite this, the processed food industry ranks fifth in size in the country,

representing 6.3 per cent of GDP. It accounts for 13 per cent of the

country’s

exports and 6 per cent of total industrial investment. The industry size is

estimated at US$ 70 billion, including US$ 22 billion of value added

products. This sector has been attracting PDI across different categories.

The sector has been growing at about 7 per cent a year. With rising

incomes

and demographic pressure, growth may soon register 10 per cent.

Important sub sectors in food processing industries are:- Fruit &

Vegetable

Processing, Fish-processing, Milk Processing, Meat & Poultry

Processing,

Packaged/Convenience Foods, Alcoholic beverages & Soft drinks and

Grain

Processing etc

POLICY INITIATIVES:-

The Government has formulated and implemented several schemes to

provide financial assistance for setting up and modernizing of food

processing units, creation of infrastructure, support for research and

development and human resource development in addition to other

promotional measures to encourage the growth of the processed food

sector.

The Center has permitted under the Income Tax Act a deduction of 100

per

cent of profit for five years and 25 per cent of profit in the next five years

in

case of new agro processing industries set up to package and preserve

fruits

and vegetables.

Excise Duty of 16 per cent on dairy machinery has been fully waived off

and

excise duty on meat, poultry and fish products has been reduced from 16

per cent to 8 per cent.

Most of the processed food items have been exempted from the purview

of

licensing under the Industries (Development and regulation) Act, 1951,

except items reserved for small-scale sector and alcoholic beverages.

Food processing industries were included in the list of priority sector for

bank lending in 1999.

Automatic approval for foreign equity up to 100 per cent is available for

most of the processed food items except alcohol, beer and those reserved

for

small-scale sector subject to certain conditions. Complete exemption

from

duty to ready-to-eat packaged food.

Reduction of excise duty on refrigerated motor vehicles from 16 per cent

to 8 per cent, together with an exemption from customs duty. The

government has also enacted the food Safety and Standards Bill 2005 that

seeks to create a regulatory body for the food-processing sector and set

standards for manufacture and import of quality food. This law also

brings together 13 food legislations under a common umbrella.

FOOD PARKS:-

In a bid to boost the food sector, the Government is working on the

concept of agrimonies and mega food parks which would cover the entire

food

processing cycle “from the farm gate to the retail outlet”. 30 locations

have

Already been identified for mega-food parks for which the government

would provide grants of up to US$ 18.9 million each.

Also, the Union Cabinet gave its in-principle approval to an action plan

for

the food-processing sector that aims to help the industry increasing the

level

of processing of perishable items 20 per cent, value addition from 20 per

cent to 35 per cent and share in global food trade from about 1.5 per cent

to

three per cent.

MAJOR INDIAN AND OVERASES PLAYERS IN

THE FOOD PROCESSING INDUSTRY:-

ITC LIMITED

AGRO TECH FOODS

CADBURY INDIA LTD

PEPSI CO. INDIA HOLIDAYS

NESTLE INDIA PRIVATE LIMITED

BRITANNIA INDUSTRIES LTD.

HINDUSTAN LEVER LIMITED

MILK FOODS

MTR FOODS LIMITED

GODREG INDUSTRIES LIMITED

GITS FOODS PRODUCTS PVT. LTD.

DABUR INDIA LTD.

HALDIRAMS MARKETING PVT. LTD.

PARLE AGRO PVT. LTD.

INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT:-

Modern organizational setting is characterized by constant changes

relating to environmental factors and human resources. As regards

environmental factors, we find changes in the operating organizational

structure, the networking procedures, customs or norms and the

economic,

political and social patterns in which organizations exist. Moreover, there

is

constant change in human resources. New individuals are being employed

with their new ideas and expectations while the existing workforce is

constantly changing vis-â-vis ideas, attitudes and values.

Although the change may provide solution to some problems, it

may

create several new ones. There is an urgent need to understand these

problems, anticipate them and to find solutions to them. The

responsibility to find out solutions to these problems lies with every

manager who has to be prepared to deal with different changes effectively

through educational and developmental programs. Obviously, every

manager is responsible for management of human resources – of course

with the advice and help of

personnel department. Management of human resources is the essence of

being a manager who has to get things done through others. Specifically,

his

Task relates to leading, mobilizing and directing the efforts of people

without which he can be a technician but not a manager. Thus, every

manager has to develop and maintain his competence in managing human

resources which have assumed utmost significance in modern

organizations.

DEFINITION OF HRM :-

Human resource management is management functions that helps

manager’s recruit, select, train and develop members for an organization.

It

focuses on the people in organization.

IMPORTANCE OF HUMAN RESOURCE

MANAGEMENT:-

The importance of HRM can be discussed under three standard points.

1. Social significance:-

Management of personnel enhances their

dignity by satisfying their social needs. This is done by:

i. Providing suitable and most productive employment, which

brings them psychological satisfaction.

ii. Making maximum utilization of the resource in an effective

Manner and paying the employees a reasonable

compensation in proportion to the contribution made by him.

2. Professional significance:-

By providing healthy working environment it

promotes teamwork in the employees. This is done by:

i. Marinating the dignity of the employee as a human being.

ii. Providing maximum opportunities for personal dept.

3. Sognificance for individual enterprise :-

It can help the organization in accomplishing its goal

by:-

Creating right attitude among employees through effective

Motivation

I. Securing willing communication operation for

achieving

goals fulfilling their own social and other psychological

needs like love, affection, esteem etc.

SCOPE OF HRM:-

The scope of HRM is indeed vast. All major activities in the working life

of a worker –from the time of his or her entry into an organization until

he or she leaves –come under the purview of HRM. Specifically, the

activities included are- HR planning, job analysis and design, recruitment

and selection, orientation and placement, training and development,

Performance appraisal and job evaluation, employee remuneration,

motivation communication welfare, safety and health, industrial relations

and the like. For the sake of convenience all these functions into seven

sections as shown in the figure.

SUPPORTING FUNCTIONS:-

HR Planning

Assessment

Selection

Placement

Training and Development

Appraisal

Compensation

Employee relation

Benefits

Union management

INTRODUCTORY TO EMPLOYEES WELFARE:-

Welfare is a broad concept referring to a condition of living

of an individual or group, in a desirable and happy state of relationship

with the

whole environment –Ecological, economical and Social. Ecological

welfare

means environmental friendly existence, ecological balance, pollution

free

existence and proper sanitation. Social welfare is the prevention of

discrimination based on cast, creed, Sex, establishment of equity and

fairness ensuring safety health and social security.

The objects of economic welfare means increasing individual

earning and at the same time promote economic development of society

by increasing production, productivity and quality of Product and

Services. Employee welfare is an important acts activity which in any

way contributes to the well being and happiness of workers or which

helps to relieve their hard ships.

Industry and workers are the two major factors determining

the

economics condition of the industrial and country progress. If workers

life

should be satisfactory.

Employee welfare has both positive and Negative sides

associated to it. On the positive side, it deals with the provision of

opportunities which enabled the worker and his family to head a good

life, socially and personally, as well as help him adjust to social transition

in his work life, family life and social life. On the negative side, it

functions in order to neutralize the baneful effects of Large - Scale

Industrialization and provides a counter balance to the undesirable, social

Consequences and Labor problems which have evolved the process of

this transition.

MEANING OF THE EMPLOYEES WELFARE:-

There are three dimensions of concept of welfare total

Social &

relative the total concept to welfare is the involving physical, mental,

moral & emotional well being the social concept of welfare involves the

well being of an individual and the harmonious relationship the

establishes with his primary group his family, his working group – his

colleges, Superiors & Subordinates and with his social group consisting

of community and society at large. Welfare is a relative term, relative to

time, place & persons this is called the relative concept of welfare.

Employee’s welfare is dynamic and flexible. It varies with time. It

also varies from place to place, Industry to Industry country to country. It

also varies between individuals and group within the establishment,

Industry or Country. The perception of people on welfare measures also

vary depending on value system, levels of Education, Social Customs and

expectations.

DEFINITIONS:-

1. According to K. Ashwathappa:”Employee welfare refers to all

those efforts of employers, trade unions, voluntary organization

and

government agencies which helps employees feel better and

perform

better”.

2. According to N.M. Joshi:- Welfare work covers all the efforts

with

employees make for the benefit of their employees and above the

minimum standard of act the provision of the social legislations

providing against accident old age unemployment and sickness

CLASSIFICATION:-

Welfare measures are classified under different heading by

different authors In order to bring about uniformity, let us adopt IL

System of classification here. Accordingly labor welfare measures are

classified as follows,

Extra – Moral Activities

Intra – Moral Activities

Statutory Measures

Voluntary Schemes

Mutual welfare Facilities

EXTRA – MORAL ACTIVITIES (or Benefits):-

Extra – Moral activities are commonly known benefits. It

consists of the following. Social Security, Medical Cover, Insurance,

Pension, Provident Fund, Leave travel facilities, Maternity Facilities,

Compensation against injury, Fair price shops and Co-operatives.

INTRA – MORAL ACTIVITIES (or services):-

There are commonly known as services, some of these

are given below: Safety clothes, Canteen, Transport, Rest rooms, Change

room, Creches, Toilette Blocks, Wash Rooms, Bath Rooms, Banks,

Schools, recreational facilities and auditoriums.

STATUTORY MEASURES ; -

Statutory welfare measures are those lay down by got through

enactment of Legislative laws. Most of the benefits mentioned in (a)

above are statutory welfare measures.

VOLUNTARY SCHEMES : -

These are facilities like holidays, rest period, coffee break etc,

which are declared by employees.

MUTUAL WELFARE FACILITIES : -

These are those facilities agreed to by mutual consultation

employers and employees. Examples are paid vacations, leave etc.

IMPORTANCE OF EMPLOYEES WELFARE:-

Importance for employees’ welfare in all sectors is clearly

enunciated in the Directive principles of State policy through only

around 25 million out of a population of 250 million India are employed

in the organized sector, according to the 1981 census. Presently so

many people are employees in the organized sector. Industrial workers

today constitute functionally a very significant and vulnerable element;

they also contribute substantially to the nation’s economy. But if we

make an overall hereby of the living and workings conditions of these

Industrial workers, the need for and the necessity of welfare services

have become necessary to “counteract the handicaps to which the

workers are exposed, both in their work life and folk life and to provide

opportunities and facilities for a harmonious development of the

workers personalities

The work life of workers has to put in long hours of work in

unhealthy surroundings. As most of them have migrated from rural areas,

they are thrown into a UN congenial environment which also strange to

them. As a result they fall a prey to alcoholism, gambling and vices,

which

Demoralize then and sometimes completely rain them. The

high rote of labor absenteeism in Indian industries is indicative of the leak

of commitment of the part of workers for they want to escape from their

environment whenever possible these absentees can be reduced by the

provision of good

Housing of health & family care of canteens where healthy,

balanced diet is made available in congenial surroundings.

Good educational and training facilities for workers are also

very

necessary in India Industries because of the high rate of miter ally and

lack of proper Educational background among them. These facilities

would also help in decreasing the number of Industrial accidents,

increasing the worker’s efficiency and their also would help in reducing

the effect of the drudgery of their work.

Family planning, Child welfare facilities and maternity care

assist

workers in a variety of ways. They reduce infant morality improve the

health of the spouse and keep the family size to the required minimum.

They also reduce the worker’s anxiety and absenteeism because

of sickness in the family – these welfare programmers are Indian sable

in Indian Conditions.

Employees welfare has a reporting positive & dynamic part to

play in the industrial economic; particularly in developing countries

where, paradoxically, sub standard socio – Economic conditions, exist

despite the vast programmer of Industrial development undertaken in a

planned way

The provision to meet the needy of migrant workers can help

then settle down more easily in their new working and living

environment.

A proper organization & administration of welfare facilities can

play a vital role in promoting better working conditions and living

standards for industrial workers and also increasing their productivity,

especially in developing countries.

PROBLEMS OF EMPLOYEES WELFARE:-

It is a regrettable fact that there have not been sufficient

reformed improvements in the conditions of Indian labor. The Indian

labor is not properly organized and does not have its own leadership but

depends upon outside guidance. The non – labor leaders are politically

motivated and are not really interested in the labor welfare. The

Government, has not paid enough attention to the seal problems and

needs of labor & though these in much labor legislation intended to help

the labor and in actual proactive. Following are two chief problems of

labor welfare

1. Problem of Migration:- :

This creates problems of social adjustment, decreases

efficiency and comes in the way of the development of healthy

employer – employee relationship.

2. Problem of Recruitment:-

The services of employment exchanges are available to

very few. As most of the workers are dependent upon

intermediaries and as intermediaries have special type of relationship

with the employers they can afford to behave arbitrarily with the workers.

They receive cut back and have also to be propitiated by other gifts.

3.Problem of Absenteeism: -

The chief causes of absentees in India are illness,

nightshift, alcoholism, migrating instinct, Industrial accidents,

prostitution, laziness frequency of festivals and litigation. The

absenteeism produces adverse economic effects on Industrial production

and the earning of labor. Proper condition for work in the factory,

adequate wage protection from accidents and sickness facilities for

abstaining leave, rest and rest and recreation constitute the most effects

means of reducing absenteeism.

: -

4. Problem of Industrial Disputes

The capitalist Economic and social structure, the policy of

creating dissention among workers by intermediary,

retrenchment of paying of compensation are the problems which

lead to frequent strikes, lockouts heroes and lit in by workers. At

times these disputer turn viol eat and laborers suffer heavily

4. Problem of Wages: -

The chief problem of workers is that they are poorly paid in

some cases these are below subsistence level. Due to lack of

adequate wages. The labor is unable to give proper Education to

his children. He cannot maintain his health. This leads to decline in

his efficiency and in the Ultimate analysis the productivity falls.

5. Problem of Low Living Standard: -

Due to low wages and rising spiral of prices, the living standard of

Indian workers has been dropping constantly. These are many causes of

low-living standard.

a. Low wages

b. Illiteracy

c. Population explosion

d. Lack of Skill

6. Problem of Health: -

Due to low wages and low standards the workers are unable

to eat wholesome balanced diet. Most of workers are addicted to

smoking, tobacco chewing, drinking and visiting cinemas and bawdy

houses. All these reasons coupled with unhygienic living conditions,

adequate clothing’s indecent Weather, heavily dispose workers to disease

and infection.

RESEARCH DESIGN:-

According to Redman and Mory define research as a “systematized effort

to gain new knowledge.”

TITLE OF THE STUDY:-

“A study on Employees Welfare Measures in Mavalli Tiffin Room

(MTR FOODS LTD) Bangalore”

.STATEMENT OF THE PROBLEM:-

The researcher has been undertaken know the importance of

monetary & non monetary welfare facilities in fulfilling workers

satisfaction with reference to MTR Foods Ltd. The study aimed at

identifying the satisfaction with reference to MTR Foods Ltd. The study

aimed at identifying the satisfaction levels workers in with reference to

the MTR Foods Ltd welfare facilities. These facilities help to

understanding the satisfaction of workers and it identifies their

productivity.

This also helps in identifying if there is any pitfall like worker is

satisfies or dissatisfied with the welfare facilities.

SCOPE OF THE STUDY:-

The study will help to know the Monetary & Non monetary

rewards in MTR Foods Ltd. The study helps us in finding out how well

the

organization will select the employees to reward for their work. Present

study is confined to the employees. Monetary & Non monetary rewards

Being the powerful analytical tool helps the management to analyze the

performance of the organization and employees to make better

productivity, and for the smooth functioning of the business firm.

OBJECTIVES OF THE STUDY:-

To examine and evaluate present welfare activities.

To analyze the working conditions of the employees.

To focus on welfare measures of management strategies and

attitude with respect to welfare measures.

To determine how it helps in improving the performance of the

employees.

To determine the various factors that influences welfare activities.

To build the existing knowledge in workers about the facilities.

To study the problems faced by the workers in getting managing

benefits..

To improve the effectiveness of measures related to occupational

health and safety.

To know the various Statutory and Non statutory welfare measures

provided for the employees.

RESEARCH METHODOLOGY:-

Research design provides the glue that holds the research project

together. A design used to structure the research, to show how all of the

major parts of the research project the sample or groups, measure,

treatments or program & method of assignment work together to address

the central research question

Research in common parlance refers to research for knowledge.

One can also define research as a scientific and systematic research for

pertinent information on a specific to topic. According to Clifford Woody

research

comprises defining and redefining problems, formulating hypothesis or

suggested solutions; collecting, organizing and evaluating data; making

deductions and reaching conclusion; and at last carefully testing the

conclusions to determine whether they fit the formulating hypothesis.

SOURCES OF DATA COLLECTION:-

The data collection is one of the essential aspects in the research

design. By this way we can get answer to the research question.

The data is collected in two ways:

Primary Data

Secondary Data

PRIMARY DATA:-

The primary data collection is one of the key tools used by the

researcher for data collection. It is the first hand information collected by

the researcher from respondents directly. Primary data is collected

through observation and communication. Primary data was collected

through discussion with the manager, questionnaire and by interaction

with the employees of the organization.

SECONDARY DATA:-

The secondary data is another form of data collection, where the

data is collected from the existing records, company manual and form

previously

carried out research work and also through internet. The annual reports,

financial reports of the company etc. Secondary data will be collected to

pool the ideas and framework the study and to examine the relationship of

various factors that influences employee’s performance by using various

sources such as Internet, Journals, Magazines, Library books &

Newspaper.

TOOLS USED OF DATA COLLECTION:-

Observation Method:-

In observation we can get more information by observing the things.

Questionnaires :

In this method we can get the in two ways that is personal

information & information related to job.

Interview Method: -

In this method we can get information by way of face to face

communication.

LIMITATION OF THE STUDY:-

The study is limited to MTR Foods Ltd

The study included collection of data through interaction with

officials and the findings were based on the premise that the

respondents have given correct information

The study is conducted with randomly selected employees of the

organization but not all.

There are chances of biased answers in research.

The study is limited to sample size only.

Chapter Scheme

Chapter 1: Introduction

This chapter gives the subject background of the research topic

Chapter 2: Research Design

This chapter includes various aspects or methodology, brief introduction

of the background statement of the problem, objectives of the study,

sampling method, tools for collection of data and analysis, limitations of

the study and layout of chapters.

Chapter 3: Company Profile

This chapter includes the history of the company and information of the

various products offered in the market by it.

Chapter 4: Analysis and Interpretation

This chapter contains the analysis and the interpretation of primary data

using graphs and various statistical tools.

CHAPTER 5 : SUMMAR OF FINDINGS AND CONCLUSION

This chapter should provide summary of the findings, conclusion drawn

from the findings and also suggestions. After the chapter on summary of

findings and suggestions, the report should contain the Annexure and

Bibliography.

COMPANY PROFILE:-

BACKGROUND AND GROWTH OF COMPANY:

MTR began in 1924 with the establishment of the Mavalli

Tiffin Room by the Maiyya family in Bangalore, India. This restaurant is

a city landmark today and people still stand in queue to savour its unique,

completely authentic dishes. Over the years, we have played proud host

too many distinguished personalities who dropped by for the excellent

coffee and the stimulating conversation. MTR culinary secrets have been

protected and handed down over the generations and our food is based on

truly authentic recipes from their region of origin. Our journey to India’s

premier, processed food company has been marked by innovation and the

adoption of new technology.

Namma MTR is a unique retail chain that allows our customers

to

experience the wide MTR range. MTR foods ltd is amongst the top five

processed food manufacturers in India. It manufacture market & export a

wide range of packaged foods to global markets that includes USA, UK,

Australia, New-Zealand, Malaysia, Singapore & etc. Its wide range of

products includes ready-to-eat curries & rice, ready-to-eat graves, frozen.

Foods, ice cream, instant snacks, dessert mixes, spices & variety of

accompaniments like pickles, & papads. Its deep understanding of

culinary expectations & needs has resulted in many new & innovative

products. Its investments in infrastructure & technology ensure that it can

scale rapidly bring these to market.

Namma MTR is split into three sections. One section showcases

our

entire range of products. The second section is a novel concept kitchen

where customers can interact with specialist chefs to learn about MTR

products and watch live demonstrations. This concept kitchen also works

as an ideal platform for feedback, allowing us to understand and address

consumer needs. The third section offers a variety of fast-food you can

either eat here or get a quick take-away from the express counter.

True to MTR tradition, the food is pure, delicious and convenient.

The menu offers anytime snacks, hearty meal combinations and ice-

creams at truly, value-for-money prices. The smart, contemporary

ambiance and excellent service make for a completely international

experience. When

price controls were imposed as a result of the Emergency, MTR realized

that it was impossible to continue to offer the quality that set us apart.

MTR downed shutters preferring to lose business rather than

compromise on quality. MTR reopened only when we were sure that we

could offer our customers food that was pure and perfect! Present

turnover is US $ 20 million, its growing annually at rate of 35%.

MTR’s journey into packed food started when sir P Sadananda Maiya a

22 year old electrical engineer straight out of college lauched Rava Idli

Mix in 1976 Maiyas family was already in the done business running a

restaurants called Mavalli Tiffen Room (MTR) in the heart of garden city

and the capital of Karnataka Bangalore since 1924 which even today

server the most authentic south Indian done in a traditional style. MTR

restaurant started by his father late Sir P Yajnanarayana Maiya, has been

very successful serving quality hygienic and tasty snacks. The entry into

rough whether during the emergency period in 1975 when the state

government fixed the price of key done items. Due to heavy

Losses, maiya had to close down the restaurant but on protect jobs

of his employees he started a grocery store to sell prices and roasted flour

mixes that was the beginning of its entry into convenience or instant

foods such as Rava idli, Khara bath, Rasam, Sam bar and Dose mix.

From 1983 MTR started distributing its foods and in 1984

launched one of its best sellers the instant Gulab Jamun mix. In 1991 it

moved into its 48,000 Sq.ft modern plant at Bommasandra on the

outskirts of the city. Where everyday 90 tones of food products and one

lakh cones of ice-cream are manufactured. In 1994 the pickles plant made

its debut and in 1996 the Indian pasta [vermicelli or seminal] plant. In

1997, the company was renamed MTR goods limited. The next major

land mark for the company was the launch of the ready-to-eat food in

2000.The defense food research laboratory in Mysore was looking for

ready-to-eat foods that would retain their taste even in the sicken glacier

region and MTR was able to develop the right technology and packaging.

MTR is available in all stares of India and each state has got one

specialty product according to taste to that area. There are 850 employees

at MTR with 160 in sales and marketing. Its turnover for the year is 165

crores.

Growth and Development:-

The M.T.R. grew happily as a restaurant with a distinct

brand name till Emergency. Then, the Union Government decreed that

the 5 popular restaurants in Bangalore, including M.T.R. should reduce

their prices and make them affordable to the common man. M.T.R. had

to comply, but kept its food standards high and eventually closed down

after two weeks. This was when the Maiya’s diversified into a side

business of convenience foods and they began with powder mixes of

rava idly, dose, rasam and kharabath.

When the eatery opened again later, they continued the

business. By the beginning of the 1990’s the readymade business was

doing so well that the M.T.R. Food produces shifted to a modern plant in

Bommasandra, now these are cluster of factories in Bommasandra

belonging to the company. Sadananda Maiya had broken away as a

separate entity. The restaurant continuous to function now under Maiya’s

Hemamalini and her brothers (Harishchandra Maiya;s children’s)

M.T.R. foods limited in the year 2003-04 turnovers were Rs 103 Crore.

In this, the company gained as an export income of about Rs 8 Crore.

Maiya hopes to achieve a turnover of Rs 500 Crore and an export income

of Rs 100 Crore. The firm has 9 food product ranges like spices, instant

mixes, ready to eat, frozen, papad, pickles, vermicelli. Ice-cream, ready to

cook gravies. Within these ranges, there are whole lots of dishes.

Maiya has several new products up his sleeve. Next to hit the market will

be a series of rice dishes, including a khichadi made out of dally and

moong dhal for diabetes patients, all priced at Rs 12 each.When Maiya

decided to target North India he realized that he must capture exact flavor

of the foods of that region. So, he tied up with “JIGGS KARLA”, who

helped him devise various special recipes. Even now, all new dishes are

first tried out in Maiya’s home kitchen. Then, the technique of converting

them to a storable food is evolved.

M.T.R. invests in infrastructure and bring them ensure that they scale

rapidly and delicious food that is also convenient to customers, across the

world. M.T.R. has also expanded their retail presence significantly

contemporary “Namma M.T.R.” and M.T.R. kiosks now serve delighted

consumers across Bangalore and Chennai.

Culinary secrets have been protected and handled down over the

generations and our food is based on truly authentic recipes from their

region of origin. Our journey to India’s premier, processed food company

has been marked by innovation and the adoption of new technology.

Future Plans:-

To widen the range of products and enter the field of Fast foods.

To enter the field of squashes, James and sauces.

To conquer the world’s food market with the “Pure and perfect”.

To enter into the area of Manufacturing, Distribution and Marketing

of “Frozen foods”, confectionery.

To serve the mankind with manufacture of quality foodstuffs with

modern techniques and priced responsibly and assured with the

“Pure and Perfect”.

Better inventory management to avoid mounting expenditure.

The next few years will see the realization of the dream of the man

chief promoter of MTR Sri.P Sadananda Maiya and the company to

become an “Rs 1000 crore group. To serve the mankind with

manufacture of quality food stuffs with modern techniques and priced

reasonably and assured with the pure and perfect.

QUALITY POLICY:-

MTR Foods Limited are committed to manufacturing and

marketing

food products of high quality, hygienically processed using state-of-the-

art

technology with the following objectives:

Creation of the MTR brand synonymous with quality and food

safety

Continuous improvement by total committed participation of all

Satisfying the changing needs of consumers for total delight

Continually improve the effectiveness of quality and food

management systems

THE MTR DIFFERENCE:-

100% NATURAL:-

Our products are 100% natural have no preservatives and use only the

finest, most authentic ingredients.

Unparalleled Taste and Flavour:-

Be it an Instant mix or a Ready to Eat dish, pickles or soups, all MTR

products are known for their mouth watering, “home-cooked” taste.

Uncompromising Quality:-

We adhere to the most stringent quality standards, from sourcing

ingredients to processing and packing. We are ISO 9002 and HACCP

certified.

Technology:-

We use the latest technology to preserve the quality and freshness of our

food. Our use of technology from the defenses Food Research Laboratory

for our Ready to Eat products has won us the President’s award.

Vegetarianism:-

All MTR products are 100% vegetarian

MTR HERITAGE:-

MTR, we are proud of our rich heritage. Our tradition of food and

hospitality began in 1924 with the establishment of the Mavalli Tiffin

Room by the Maiya family in Bangalore, India. This restaurant is a city

landmark today and people still stand in queue to savour its unique,

completely authentic dishes. Over the years, we have played proud host

too many distinguished personalities who dropped by for the excellent

coffee and the stimulating conversation. Culinary secrets have been

protected and handed down over the generations and our food is based on

truly authentic recipes from their region of origin. Our journey to India’s

premier, processed food company has been marked by innovation and the

adoption of new technology. However, every MTR product will always

embody our tradition of unmatched taste, purity and quality.

COMMITTED TO QUALITY:-

When price controls were imposed as a result of the Emergency, we

realized that it was impossible to continue to offer the quality that set us

apart. We downed shutters – preferring to lose business rather than

compromise on quality. We reopened only when we were sure that we

could offer our customers food that was pure and perfect.

ISO 9002 AND HACCP Certified :-

At M.T.R. quality is a way of life Hazard Analysis And Critical

Control Point (HACCP), developed by the Codex Alimentations

Commission, is a global food safety standard. M.T.R.has successfully

met the stringent requirements for this certification.

M.T.R. facilities are equipped with the latest systems. M.T.R.

adhere to international standards across all operations from sourcing the

finest ingredients to processing and packing, using cutting-edge

technology. Each M.T.R. product carries this assurance of quality and

meets the high expectations have from us.

ORGANIZATIONAL STRUCTURE OF H R DEPT:-

Managing Director (MD)(md)(MD

HR POLICY:-

1) The logo:

The overall design, color, balance and harmonious blend of

all

elements sum to a well conceptualized brand leader in the segment. The

red color depicts strong foundation, proven leadership, resilience and

stability. The outwardly radiating lines depict ever growing and changes

to meet the requirements of the customers through holistic innovations

Vice president (Admin)

General Manager (GM)

Administration OfficerManager HR & TrainingPersonal Officer

SecurityTime Officer

Personal Administration

LeavePayment andwages

Factories & labour Dept

Personal Administration

PF & ESI Contact Lab our

the bold letters MTR stand out for “Quality and Purity” word `M’ denote

five M’s that is Men, Material, Machinery, Methods and Value for money

the over riding `T’ denotes “team work” and `Tenacity’ and `R’ for

resilience.

2) Vision :

Grow profitably to be $100 million dollar company by 2010 to be

among top 5 processed foods brands in & from India

3) Mission:

To provide authentic Indian food experience to the consumers

across the world

4) HRM Policy:

MTR believe in attracting, retaining, nurturing and unfolding of

quality human resource, it is our endeavor to create an enabling human

work environment which is centered on performance, innovation culture

and heritage with quality as the main motto.This is achieved through:

1) Indentify competency and skill gaps and get the eight people to

fill these gaps.

2) Build performance oriented organization, bustling with energy,

passion for growth and will do attitude.

3) Keep the organization lean with clear accountability for everyone

Use appraisal system as a total to reward good performers

develops willing performers and weed out poor performers.

4) Introduce the concept of business managers for all directly

influencing top/bottom line or both there by building culture of

strong accountability

5) Recruitment policy and procedure:

The factory employees are mainly grouped as unskilled, semi skill

and skilled and highly skilled workmen mechanics and technicians,

chemists, drivers and etc. The managerial cadre consists of senior

management [general managers and group managers] and next level as

managers/assistant managers.

Selection of working is through a committee with concerned GM

as chairman and divisional manager/asst manager as member manager

HRD is a standing member for all supervisors and below. The senior

cadre selection is through a molt fie selection process with GM

(HAS) as standing member. The selection of senior Mgt is by the top

management.

HEALTH POLICY:-

The personnel employed shall be physically and mentally capable of

performing their allocated duties and to this effect they shall be examined

by an occupational health specialist. They shall also submit themselves

for

periodic health check for assessment of and communicable diseases

harboring of communicable disease. The permission to attend to duty

shall

be in accordance with the standard operation procedure on health and

hygiene. The permission to attend to duty on recuperation from any

illness shall be in accordance with the sick leave regulation

WELFARE SCHEMES:-

The following welfare facilities are available for staff and workers.

Payment of ESI, Gratuity, Bonus and PF as per act.

Free food (one B/F, one tea, one meal minimum

Free transportation from different parts of city to factory and back

Festival advance of Rs 1000 per year recoverable in 10

installments.

Advance for self daughter’s marriage equal to three months gross

or Rs 15000 which ever is less recoverable in 20 installments.

Medical insurance for hospitalization up to Rs 1 lakhs and Rs 2

lakhs as death benefit for those not covered by ESI.

SAFETY POLICY:-

Safety of men and material assumes priority over other issues in

this

organization adequate safety measure are in place and regular audits of

their

adequacy and efficacy levels especially at worker levels are assessed.

This is

through a dedication safety committee. The fire extinguishers have been

provided at vantage points and regular firm drills and mock evacuation

drills are carried out.Personnel are trained in first aid periodically medical

examination of all foods handlers are carried out annually.

INCREMENT POLICY:-

Performance planning review and development [PPRD] forms

assessing the performance is reviewed half yearly including the end of

financial year by the respective divisional managers and

recommendations are made to the top management.

The following are the basic parameters are considered while

recommending increments.

Performance based on PPRD ratings

Special /significant achievements

Previous year increment

Increment of peer group

Other facilities and perquisites granted

Trend in the industry

The workers increment is governed by the memorandum of

settlement with the workers

PROMOTION POLICY:-

Promotions are considered on the following criteria subject to availability

of suitable vacancies.

1) Seniority of the person

2) The performance evaluation through PPRD

3) Suitability of the person to the post considered based on personal

Qualities [P&S]

4) Promotion potential

INDUCTION POLICY:-

All employees are put through a structured induction programmer. The

Gild staff located at various outlying business offices is given induction

programme by respective RSM/ASM. All others posted to factory

programme including visit to the manufacturing gracility. The salient

points

Covered are as below. The depth and scope of training varies on the grade

and levels of the individual in addition to the above informal briefing are

also held.

INDUCTION PROGRAMME SYLLABI:-

A) Workers

1) Good hygiene practice

2) Production overview of the particular work area.

3) Organization structure

4) Over view of rules and regulations

5) Quality policy

6) General dos and don’ts

B) Supervisors

Good hygiene practice

Production overview of the particular work area

Organization structure

Over view of rules and regulations

Quality policy

General dos and don’s

Leave and discipline requirement

Quality and haccp over view

Production incentive

C) Assistant Managers and Managers

Roles and responsibility

Target setting

Performance appraisals

Organizational structure

QMs and HACCP overview and specific requirements.

TRAINING POLICY:-

This policy has been evolved based on the enclosed analysis on

company’s training needs and evaluation of training policy. HRD

department will finalize annual training programmed as per needs to

enhance professional competence of its employees. HRD department and

respective HODs will be jointly responsible for implementing the training

policy training budget for the year must be finalized before April each

year.

DATA ANALYSIS AND INTERPRETATIONS:-

Table 1: showing the age of the respondents

Age No of Respondents

% Percentage

20 to 25 7 14%

26 to 35 20 40%

36 to 45 9 38%

46 and above 4 8%

Total 50 100%

Interpretation:-

The above table shows the age group of the respondent age is the period

of time duration which some one of some thing has existed it can be

penalized above 14% of the respondent the age of 20 to 25 years above,

40% the responded are belongs to the age 26 to 35 years above, 40% of

the respondents above age 36 to 45 years and only 8% of the respondent

are in the age 46 and above years.

Majority of the respondent’s age group is 26 to 35 years, which

was

recognized by investigator.

Graph 1: Shows Age Of The Respondent

Inference

Above graph reveals that more No of respondents age between 26 to 35,

few

respondents age 46 & above. It shows young workers is there in MTR

TABLE 2: Showing the education of the respondents

Educational

Qualification

No of

respondents

% Percentage

SSLC 21 42%

PUC 8 16%

DIPLOMA 17 34%

DEGREE 4 8%

TOTAL 50 100%

Interpretation:-

The above table represents the education qualification of the

respondents 42% of the respondents are SSLC qualified, 16% of the

respondents are PUC qualified, 34% of the respondents are degree

qualified and 8% of the respondents are Technical qualified. The main

purpose of this question should analyzed which qualification group more

required in the

working process of the company also analyzed the education status of due

each employee.

The chart shows that more than respondent are qualified in SSLC

i.e

42% and less then respondents in Technical i.e 8%

Graph 2 Showing the respondents of educational qualification:-

Inference:-

According to above graph, up to 42% employees’ education only

SSLC, rest of the employees education belongs to PUC, DIPLOMA, and

DEGREE. It they have to improve their educational qualifications.

Table 3: Showing The Martial Status Of The Respondents.

Martial

status

No. of

respondents

% Percentage

Married 34 68%

Unmarried 16 32%

Total 50 100%

Interpretation:-

Above table represents the marital Status of the respondents. It

determines who are here about married who are unmarried in the given

respondents. About 68% of the respondents are married & only about

32% of the respondents are unmarried.

Graph3: shows the Martial Status of the Respondents

Inference:-

Above graph represents more No of employees are married, less

No of employees are unmarried.

Table 4: Showing the Service available for the Employee in the

company

Years of

service

No.of

Respondents

%

Percentage

6 months to 1 year 2 4%

1 year to 3 year 3 6%

3 years to 5 years 6 12%

5 years to 7 years 9 18%

Above 7 years 30 60%

Total 50 100%

Interpretation:-

Experience means act of servicing or work by servants

and years of the work done. The above table shows the duration of the

working of the employee in the company, here above 4% of respondents

are servicing in 6 months to 1 yr, about 6% of the respondents are

working since from 1 year to 3 years, about 12% of the respondents are

servicing since 3 years to 5 years, about 18% of the respondents are

servicing since 5 years to 7 years and here about 60% of the respondents

are working since 7 years and above.

The highest no of respondents in this company since 8 and above years

which was recognized by investigators.

Graph 4: shows the Service available for the Employee in the

company

Inference:-

Above the graph reveals that more than 60% of employees have above 7

years experience, in 40% covers below the 7 years experience.

Table 5: Shows how the Employees feel about the Emergency

loan/salary advance. Facilities Extended by the Employer.

Options No. of

respondents

%

percentage

Excellent 16 32%

Good 26 52%

Satisfactory 5 10%

Not Satisfactory 3 6%

Total 50 100%

Interpretation:-

The above table analyzed the satisfaction level about the

emergency loan/salary advance facilities the Employee in the company.

Here about 32% of the respondents are having highly satisfaction and

about 52% of the respondents are having satisfaction, 10% of the

respondents are having Partially Satisfied and 6% of the respondents are

not satisfied.

Graph 5: shows the Emergency loan/Salary advance Facilities by

employer in the company.

Inference:-

According to above graph more No employees satisfied about

Emergency loan/Salary advance facilities provided by the company.

Table 6: showing the awareness of the statutory welfare measures to

be provided by the company employee.

Options No of %

respondents percentage

MALE 36 55%

FEMALE 14 45%

Total 50 100%

Interpretation:-

The above table analyzed the aware of the statutory welfare

measures to be provided by the company to employee. Here about 55% of

the respondents are facilities to the employer in the company and only

about 45% of the respondents are not aware of the statutory facilities

from the company purpose this questionnaire statutory provided by the

got according to rules and regulations of the prescribed act 1948

Majority of the respondents are aware of the statutory welfare measures

to be provided by the company.

Graph 6: shows the aware of the statutory welfare measures to be

provided by the company employee.

Inference:-

The above graph represents more No employee aware of the statutory

welfare measures to be provided by the company , but only 1% of

employee

they do not aware about the statutory welfare measures to be provided by

the

company.

Table 7: showing the welfare facilities in the company

A): Good Ventilation & Temperature-

Options No of

Respondents

%

percentage

Yes 38 78%

NO 12 22%

Total 50 100%

7. B) Spittoon, Urinals & Latrines:-

Options No of respondents % percentage

Yes 15 30%

NO 35 70%

Total 50 100%

7 c) Facilities for storing & drying clothes:-

Options No of

respondents

% percentage

Yes 38 65%

NO 12 35%

Total 50 100%

7. D) First aid appliance:-

Options No of

respondents

%

percentage

Yes 40 75%

NO 10 25%

Total 50 100%

7.E) Shelter restroom:-

Options No of

respondents

%

percentage

Yes 48 96%

NO 2 4%

Total 50 100%

7. F) Drinking Water:-

Options No. of respondents Percentage

Yes 49 98%

NO 2 2%

Total 50 100%

Interpretation:-

All the statutory welfare facilities which are highest of the

employee such as about 96% satisfied to setting facilities in the company.

This was recognized by investigator.

Table 8: Showing safety training and precautions provided by the

company the employee.

Options No of %

respondents percentage

Yes 48 96%

NO 2 4%

TOTAL 50 100%

Graph 8: shows safety training and precautions provided by the

company to the employee.

Interpretation:-

The above table shows availability of the safety training and precautions

to the respondent in the company here about 96% of the respondents

think that they are comfortable with the safety training and precautions

and only about 4% of the respondents are not satisfied about safety

training and precautions in the company. Majority of the respondent are

getting which was recognized by investigator.

Inference:-

Above the graph reveals that 96% safety training and precautions

provided by the company to the employee.

Table 9: Showing how transportation & Canteen facilities help the

Employee in the Company

Options No of

respondents

%

Percentage

Improves my productivity 8 16%

Coming regularly & punctuality 25 50%

Improve Efficiency 17 34%

Total 50 100%

Interpretation:-

The above table shows explanation of the employee transportation &

canteen facilities helps in the company, about 16% of respondents explain

about welfare scheme helps to improve my productivity about 50% of the

respondents welfare scheme helps coming regularly to the company,

about 34% of the respondents welfare scheme helps to improve

efficiency.

Majority of the Employees discussed about welfare scheme helps the

employee coming regularly and punctually.

Graph 9: shows explanation of the employee about the

transportation & Canteen facilities helps in the company

Inference:-

According to above graph 50% of the employee explanation about

transportation & Canteen facilities helps coming regularly & punctually.

Table 10: showing satisfaction of the employee by receiver their bonus

Options No of

respondents

%

percentage

YES 48 96%

NO 2 4%

Total 50 100%

Interpretation:-

The above table analysis the employees are satisfied with getting

bonus in the company, about 96% of the respondents are satisfied in

whatever bonus and 4% of respondents are not satisfied with available

bonus of the company. Company giving to them find out satisfaction

level of the employee by receiving the bonus which way recognized by

investigator.

Graph 10: shows satisfaction of the employee by receiver their bonus

Inference:-

The above graph reveals that more than 95% of employees are

highly satisfied by receiving their bonus.

Table 11: Showing satisfaction of the employee by taking Gratuity

facilities.

Options No of

respondents

%

percentage

YES 47 94%

NO 3 6%

Total 50 100%

Interpretation:-

The above table analysis the employees satisfaction with getting

Gratuity facilities in the company, about 94% of the respondents are

satisfied in whatever Gratuity facilities and 6% of respondents are not

satisfied with available Gratuity facilities of the company. Company

giving to them finds out satisfaction level of the employee by taking

Gratuity facilities, which way recognized by investigator.

Graph 11: shows satisfaction of the employee by taking Gratuity

facilities.

Inference:-

The above graph represents that more than 95% of employees

highly

satisfaction of by taking their Gratuity facilities.

Table 12: showing the Industrial relations improved due to welfare

facilities

Options No of

respondents

%

percentage

YES 47 94%

NO 3 6%

Total 50 100%

Interpretation:-

The above table shows the industrial relation improves due to

welfare

facilities in the company. Industrial relations means relation between

employer and employee in the company. So here about 94% of

respondents are agreed that industrial relations improves due to welfare

facilities in the company and only about 6% of the respondents think that

Industrial relations will not improve due to welfare facilities in the

company. But majority of the responds expressed Industries relation

improved due to welfare facilities of the company. This was recognized

by investigator.

Graph 12: shows Industrial relations improved due to welfare

facilities

Inference:-

According to above graph more than 90% of respondents opinion

is

Industrial relations improves due to welfare facilities.

Table 13: showing Employees comfortable with the given facilities in

the company.

Options No of

respondents

% percentage

Yes 45 90%

NO 5 10%

Total 50 100%

Interpretation:-

Above the table analyzed the Employees comfortable with the

given facilities in the company about 90% of the respondents are

comfortable with the given facilities and about 10% of respondents are

not comfortable with the given facilities in the company.

Majority of respondent are comfortable about welfare facilities

which were recognized by investigator.

Graph 13: shows showing Employees comfortable with the given

facilitiesinthecompany.

Inference:-

According to the graph 90% of Employees comfortable with the given

facilities in the company.

Table 14: Showing employees rating about quality food

provided by the management

Options No of respondents %percentage

Poor 0 00%

Satisfactory 16 32%

Good 26 52%

Excellent 7 14%

Total 50 100%

Interpretation:-

Above the table shows employee rating about quality food

provided by the management, about 0% of respondents are poor quality

food provided by the management, about 24% of the respondents are

Satisfactory quality food provided by the management, 52% of the

employees are Good quality food provided by the management and about

14% of the employees are Excellent quality food provided by the

management.

Majority of the Employees are opinion about good quality food

provided by the management, which was recognized by investigator.

Graph 14: shows employees rating about quality food provided by

the management.

Inference:-

The above graph represents that 52% of employees rating about

quality food good, 32% of employees rating about quality food is

satisfactory, 14% of employees rating about quality food is excellent

provided by the management.

Table 15: showing the medical facility in the company

Options No of

respondents

% percentage

Yes 46 92%

NO 4 8%

Total 50 100%

Interpretation:-

The table analyzed the providing medical facility management to

the employees about 92% of the respondents are expressed that they are

taking the medical facility from the management about 8% of the

respondents are expressed they are not taking the medical facility from

the management. This question mainly concerned by the welfare facilities

of the company.

Graph 15: shows the medical facility in the company

Inference:-

According to above graph more No of employees satisfied about medical

facility provided in the company.

FINDINGS:-

MTR products known for the quality and purity.

All products are 100% vegetarian.

Majority of employees in company have marked that the welfare

facilities provided by employer is satisfied. This can be observed in

graph 5.

Most of the employees have a very good opinion about the welfare

facilities like ventilation & temperature, spittoon, urinals, first aid

appliances, drinking water etc which is provided in their company.

This can be observed in graph 7.

Most of the respondents agreed that they are getting the best

welfare facilities compare to public sector.

Maintaining of brand image by continuous innovation and

inventions

It was found that workers to increase their capacity & productivity.

According to this research the workers accepted that the company

goal can be achieved by providing welfare facilities to their

workers.

It was found that most of the respondents as well as workers are

aware about the welfare facilities given from the management.

Working atmosphere of the organization is very nice

The employees are getting attractive bonus, salary, wages and other

benefits.

There is high concentration towards the environment, health and

safety measurement.

Most of the employees are agreed that the industrial relations are

improved due to welfare facilities.

Conclusion

In any of the manufacturing unit always have content of improving their

business goal. This development process needs seven M’s Men, Money,

Minute, Machine, Method, Material & Marketing. Among these Men as

such as human power is very essential for achieving individual &

organizational goal.

Human resource management has good reputation between these 7 M’s

but welfare programmer is main function of the department. It is always

recommended that is very important to keep the working environment

good. Welfare activities will reduce labour turnover and create permanent

settled labour force by making service attractive to the worker and it will

improve the physical, intelligence, Morality and standard of living of the

workers, which will improve their productivity and efficiency.

RECCOMENDATIONS:-

The satisfaction levels of all the respondents are high but still I would like

to recommend the following.

There are three key elements that effect the satisfaction level of customer

they are :

The researcher concludes the overall research “A study on Employees

welfare measures on Productivity in MTR foods ltd. Most of the

workers

satisfied with present welfare facility system which is existing at the

organization

Quality of the product

Customer satisfaction oriented service operation

High quality service

1) MTR should try to improve on the quality of product

2) MTR should concentrate on customer satisfaction

oriented after sales support. MTR should develop new service

program such as service clinic, assistance to setup for newly initiated

markets and service vehicle for customers.

3) High quality service can be represented by speedy work,

reliable servicing and sincere attitude to the customers. All these can

be achieved by:

Trained service staff working in a well equipped

work shop.

Training should be provided to the technicians with

latest updates.

SUGGESTIONS:-

By the feed back received from the employees of the organization, the

following are the recommendations that can be applied for the future

benefits of the organizations:

Most of the workers specified that welfare facilities given by the

management was good. This view point should reach excellent

level.

Increase the number of motivational skills and training program.

Housing facilities should be provided to the employees.

The management should arrange the awareness programmes of

statutory and non statutory welfare measures.

Workers educational classes should be conduct regularly by the

professionals.

Personality development classes should be arranged for the

employees.

Various incentives schedules should be given to encourage

employees so that production can be rise.

The researcher observed that the quality of rest room facilities is

low. The management should increase this facility.

QUESTIONNAIRE“A STUDY ON EMPLOYEES WELFARE MEASURES IN MAVALLI TIFFIN

ROOM (MTR) FOOD LTD BANGALORE ”

Dear sir/madam

I am a student of final BBM studying in Al-AMEEN INSTITUTE OF

MANAGEMENT STUDIES. It’s my great pleasure to interact with you

through this questionnaire for my project work. I am requesting you to

spend your valuable time for answering my question and kindly co-

operate.

PERSONAL DETAILS:- 1) NAME :

2) AGE:-

a) 20 to 25 [ ] b) 26 to 35 [ ] c) 35 to 45 [ ] d) 46 to above [ ]

3) MOTHER TONGUE:

a) Kannada [ ] b) Telugu [ ] c) Tamil [ ] d) Other [ ]

4) EDUCATION QUALIFICATION:

a) SSLC [ ] b) PUC [ ] c) DEGREE [ ] d) Technical [ ]

5) MARITAL STATUS:

a) Married [ ] b) Unmarried [ ]

6) EXPERIENCE:

a) 6 months to 1 year. [ ] c) 5 year to 7 years [ ]

b) 1 year to 5 year. [ ] d) Above 7 years. [ ]

7) Are you aware of statutory welfare measure to be provided by

Employee

a) Yes [ ] b) No [ ]

8) Are adequate facilities as listed below are being provided.

A) Good ventilation & Temperature

a) Yes [ ] b) No [ ]

B) Facilities for storing personal belonging & clothes

a) Yes [ ] b) No [ ]

C) Urinals & latrines

a) Yes [ ] b) No [ ]

D) Rest rooms / change room.

a) Yes [ ] b) No [ ]

E) First aid appliance at work place.

a) Yes [ ] b) No [ ]

F) Drinking water

a) Yes [ ] b) No [ ]

9) Are safeties training & precautions provided

a)Yes [ ] b) No [ ]

10) Are you eligible for pension facilities in your company

a) Yes [ ] b) No [ ]

11) Is bonus paid in your company?

a) Yes [ ] b) No [ ]

12) Do you have any suggestions to improve the welfare measure in

your company?

A) Are you taking gratuity facilities in your company?

a) Yes [ ] b) No [ ]

B) Has industrial relation improved due to welfare facilities?

a) Yes [ ] b) No [ ]

13) Are you comfortable with the given facilities in the company?

a) Yes [ ] b) No [ ]

14) Do you have transport facilities?

a) Yes [ ] b) No [ ]

15) What type of canteen facilities are you provided with?

a) Free Food [ ] b) Subsidized Food [ ]

c) Chargeable Food [ ]

16) Rate the quality of food in your company.

a) Poor [ ] b) Satisfactory [ ]

c) Good [ ] d) Excellent [ ]

17) What do you feel above the emergency loan/salary advance

facilities extended by the employer?

a) Satisfactory [ ] b) Highly Satisfactory [ ]

c) Partially Satisfactory [ ] d) Dis -Satisfactory [ ]

18) How has transportation & canteen facilities helped you?

a) Improves My Productivity [ ]

b) Improves Regularity & Punctuality [ ]

C) Improves Efficiency [ ]

19) Are you getting medical facility?

a) Yes [ ] b) No [ ]

20) Are you taking gratuity facilities in your company?

a) Yes b) No

21) Has industrial relation improved due to welfare facilities?

a) Yes b) No

22) Are you comfortable with the given facilities in the company?

a) Yes b)No

BIBLIOGRAPHY

N.G. Nair and Latha Nair – Personal management and industrial

relations, First edition 2001.

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Research Methodology

OTHER SOURCES

Company Broachers

Annual Reports

Past Reports

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