Project Report 2012-2013 1 CHAPTER : 1 INTRODUCTION
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Project Report 2012-2013
1
CHAPTER : 1
INTRODUCTION
CHAPTER-I
INTRODUCTION
HERBAL INDUSTRY IN INDIA
The Ayurvedic industry in India is probably the oldest medical care
system in the world. The history of herbs in ancient India is so old that the
ancient form of herbal healing has even been mentioned in the Vedas, an
ancient religious work of the Hindus. The Rig Veda, which is believed to date
back to 3000 BC mentions the ancient practice of Ayurvedic healing, while the
Atharva Veda classifies the field of Ayurveda into eight divisions, each dealing
with a different part and function of-the human body and its organs. In ancient
times, it was therefore the Vedic Brahmins who performed this ancient form of
healing using herbal plants.
The ancient herbal healing methods of Ayurveda and Unani deal with the
use of herbs and natural products to tackle health conditions. Ayurveda does not
have a place as a perfect form of medicinal treatment in the developed world
today but the ancient practice is still practiced by many Indians. In fact, due to
the adverse effects of the components of many allopathic drugs, even people in
the western world have turned to Ayurvedic remedies for cures or at least to
supplement their allopathic treatment with. Consequently, recent years have seen
a great increase in the worldwide demand for herbal cures, herbal skin care
products and even herbal cosmetics.
In modern times, the world has grown to appreciate this ancient form of
medicine and consequently Indian herbal products manufacturers are benefiting
from a tremendous demand for their goods. The herbal products industry in India
is growing rapidly and witnesses almost a thirty percent growth rate annually.
There are also many scholars and students of medicine from other
parts of the worlds who now want to learn more about the field of Ayurveda.
However, even in olden times, scholars and medics from Greece, Rome, Tibet,
Egypt and Persia had also been intrigued enough to make trips to India to learn
about Ayurvedic medicine.
Some of the popular herbal products today are those that fit into a travel kit.
Such travel kits do not contain complicated instructions or difficult to manage
potions but rather contain basic herbal medications for minor cuts and ailments.
Some of the basic contents of such an herbal kit would include Aloe Vera, which
has been acknowledged as a 'miracle drug' the world over, ginger, garlic,
peppermint, etc.
While herbal medicines would therefore appear to be new for western
healers and medical practitioners, the truth is that most prescribed medicines even
today contain plant extracts. These plant extracts are thereafter fortified by
combining them with other ingredients. It is probably for this reason that even the
World Health Organization has finally seen fit to endorse certain herbal medicinal
care treatments. The World Health Organization now claims that such alternative
herbal medical practices offer a relevant therapy. Although herbal medicines are
still comparatively hard to obtain in America because of the rigid code of
standardization the medicines must comply by in that country, other countries like
Germany even have regular medical practitioners prescribing herbal drugs.
Rapid industrialization and urbanization have made employees dependent
on capitalist. Inflation has made their lot poor and they find it difficult to maintain
their standard of life. In such situations employee welfare facilities enable
workers to live a richer and more satisfactory life. After employees have been
hired, trained and remunerated they need to be retained and maintain to serve the
organization better. Welfare facilities are designed to take care of the well being
of the employees. Nor are these facilities provided by employer alone.
Governmental and non-governmental agencies and trade unions too,
contribute towards employee's welfare.
1.1 DEFINITIONS
The International Labour Organization defined labour welfare as
"Such services, facilities and amenities as may be established in or in the
vicinity of the undertakings to enable the persons employed in them to perform
their work in healthy, congenial surroundings and provided with amenities
conducive to good health and high morale".
According to the committee on Labour Welfare, welfare services should mean-
"Such services, facilities and amenities as adequate canteens, rest and
recreation facilities, sanitary and medical facilities, arrangement for travel to and
from the place of work, and for the accommodation of the workers employed at a
distance from their homes; and such other services, amenities and facilities
including social security measures, as contribute to the conditions under which
workers are employed".
The Encyclopedia of social services has defined Labour Welfare work as-
"The voluntary efforts of the employers to establish,within the existing
industrial system, working and sometimes, living and cultural conditions of
employees beyond what is required by law, the custom of the country and the
condition of the market".
1.2 CHARACTERISTICS OF LABOUR WELFARE
The main features of Labour Welfare can be termed as the following:
It is the work which is usually undertaken by within the promises or with in
the vicinity of the undertakings for the benefit of the employees and members of
their families.
The work generally includes those items of welfare which are over and
above what is provided by statutory provisions or required by the custom of the
industry or what the employees expect as a contract or services from the
employers.
The purpose of providing welfare amenities is to bring about the development of
the whole personality "Of the worker-his social, psychological, economic, moral,
cultural and intellectual development to make him a good worker, a good citizen
and good member of the family. The facilities may be provided voluntarily by the
employers out of their social responsibility towards labour, or statutory
responsibilities compel them to make these facilities available; or these may be
undertaken by the government or trade unions, if they have necessary fund for the
purpose.
Labour welfare also covers social security and such other activities as
medical aid, creches, canteens, recreation, housing, adult education, arrangements
for transport of labour to and from the work place.
It may be also noted that not only intramural but also extramural, statutory
as well as non statutory activities undertaken by any of the three agencies-the
employers, trade unions and govemment-for the physical and mental development
of a worker and also to enable him to sustain and improve upon the basic capacity
of contribution to the production.
1.3 NEED OF LABOUR WELFARE IN ORGANIZATION
Rapid industrialization and urbanization have made employees dependent
on capitalists. Inflation has made them a lot poor and they find it difficult to
maintain their standard of life. In such situation employee welfare facilities enable
workers to live a richer and more satisfactory life.
1.4 MEANING OF EMPLOYEE WELFARE
"Labour welfare" means anything done for the comfort and improvement,
intellectual or social, of the employees over and above the wages paid which is
not a necessity of the industry. The committees on labour welfare (1969) defined
it, "such services, facilities 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 workers are employed".
1.5 OBJECTIVES OF EMPLOYEES WELFARE
1. It helps to improve the quality of new recruitment. As the job becomes
more attractive, more effective employees can be recruited.
2. Employee's welfare improves the morale and loyalty of workers by making
them happy and satisfied.
3. It reduces labour turnover and absenteeism thereby building a stable work
force.
4. Welfare measures help to improve the goodwill and public image of the
enterprise.
1.6 SCOPE OF EMPLOYEE WELFARE MEASURES
1. Its aim is to improve the working condition of the employees.
2. To increases the morale of the employees.
3. To increase the efficiency, skill and knowledge of workers.
4. Its aim is partly civic because it develops a sense of responsibility and
dignity among the workers.
1.7 TYPES OF LABOUR WELFARE MEASURES
The labour welfare measures are mainly classified info-
1.7.1 Intramural Activities
Intramural activities consists of such welfare provided with in the factories such
as
Medical facilities
Compensation facilities
Provision for creches and canteens
Supply of drinking water
Washing and bathing facilities
Provision of safety measures such as fencing and covering of
machines
Good-lay out of the machinery and plant
Sufficient lighting
First aid appliances
Fire extinguishers
Activities relating to improving conditions of employment.
Recruitment and discipline
Provision of provident fund
Pension and gratuity
Maternity benefits etc.
1.7.2 Extramural Activities
Extramural activities cover the services and facilities provided outside the factory
such as
Housing accommodation
Indoor and outdoor recreation facilities
Amusement and sports
Education facilities for adult and children
Provision of libraries and reading room
Welfare activities concerned with the conditions of employment: it includes
activities for the management of problems arising out of hours of work,
wages, holidays with pay, rest intervals, sanitation, safety, continuity of
employment, and control over the recruitment of female and juvenile
labour.
Conditions of workers: schemes of co-operative societies, legal and
medical aid, and housing.
1.8 LEGAL SIDE OF LABOUR WELFARE
The government of India with a view to enhancing welfare and wellbeing of
workers has laid down elaborate provisions of labour welfare under different
labour laws. The important labour laws are:
The factories Act, 1948
It provides for:
Washing facilities
Facilities for washing and dyeing clothing
Facilities for occasional rest for workers who are obliged to work for
standing.
First aid boxes or cupboards - one for every 150 workers and
ambulance
facility for if there are more than 500 workers.
Canteens, if there are more than 250 workers.
Shelters, rest-rooms and lunch-rooms, if over 150 workers are
employed.
CHAPTER : 2
COMPANY PROFILE
CHAPTER-2
COMPANY PROFILE
NAGARJUNA HERBAL CONCENTRATES LTD
Ayurveda is known as the science of life and longevity has a history as
human civilization. Also known as the Indian system of medicines.Ayurveda is
India's timeless gift to mankind. Ayurveda treat man as whole, which is a
combination of mind, body and soul. Ayurveda is derived from the words Ayu
and Veda. Ayu means life and Veda means knowledge. So ayurveda means
knowledge of life.
Nagarjuna Herbal Concentrates Ltd. is a public Ltd company engaged in the
production and marketing of ayurvedic products; all over India and popularizing
the indigenous system of medicine in our country. The company is located
Alakode, six kilometers away from Thodupuzha in Idukki District. Beginning
commercial production in 1989, nagarjuna has today notched up a preeminent
position among frontline Ayurvedic companies, marketing broad spectrum of
ayurvedic medicines and has achieved commendable sales with national and
international presence. Nagarjuna Herbal Concentrates Ltd was established in
1989 as result of the entrepreneurship of Sri. V.G. Devadas Namboodiripad. The
factory is located at Alakode, near Thodupuzha in Idukki District. This place has.
proximity to Western Ghats, which has abandon resource of herbal plants.
The company is managed by a group of professional managers. The
production facilities are also streamlined to incorporate modern technology to
have the benefits of its accuracy, hygiene and speed in mass production
supervised by experts in Ayurvedic wisdom as well as by knowledgeable
engineers. With in a short span of 20 years, Nagarjuna has become the second
largest ayurvedic house of Kerala with a turnover of 19 crores, continuously
making profit since 1991. The venture has active participation from the Kerala
state, Industrial Development Corporation,, Kerala financial corporation and
Industrial Development Bank of India.
2.1 The Group
Nagarjuna ayurvedic group presently consists of the following
organization:
2.1.1 Nagarjuna Herbal Concentrates Ltd. (NHCL):
Nagarjuna Herbal Concentrates Ltd. (NHCL) is Flagship Company and the
GMP certified manufacturing facility, which began commercial production in
1989, is situated at Alakode panchayat, Thodupuzha inJCerala.
2.1.2 Nagarjuna Ayurvedic Centre Ltd. (NACL):,
Nagarjuna Ayurvedic Centre Ltd. (NACL) is hospital providing authentic
Ayurvedic treatment, situated on the banks of river periyar at Kalady in Kerala, in
an atmosphere of tranquility and scenic charm.
2.1.3 Nagarjuna Ayurvedic Retreat Ltd. (NARL):
Nagarjuna Ayurvedic Retreat Ltd. (NARL) a holistic healthcare which
provides alternative therapies besides Ayurveda, including classes in Indian
philosophy and culture, well supported by well stocked reference library. Began
operation in 2006 at Moolamkuzhy, east of Malayatoor in Kerala.
2.1.4 Nagarjuna Research Foundation (NRF):
Nagarjuna Research Foundation (NRF) is a charitable trust, whose trustees
are eminent personalities in society. Besides research activities, NRF has done
yeoman service in popularizing the cultivation of medicinal plants, through
various activities such as planting and distribution of sapling, imparting technical
advice, conducting classes and giving awards yearly (Oushadamitram Award). So
far it has distributed over 25 lakhs sapling across the country.
2.1.5 Nagarjuna Social Service Society (NSSS):
NSSS is an NGO established specially to carry out the promotional
activities related medical plants begun by NRF.
2.1.6 Nagarjuna Ayurvedic Institute (NAI):
A charitable trust established to conduct educational programmes to a
variety of a target groups, including international students.
2.2 The Entrepreneur
Nagarjuna was established in the year 1989 by ,Sri. V.G.Devadas
Namboodiripad, an entrepreneur, with a few experts in the board of management.
In the beginning the company got financial support from the Kerala state
industrial development corporation, Kerala financial corporation and Industrial
Development Bank of India.
2.3 The Mission
The mission of NHCL is "Restoration of ayurveda to its original glory".
2.4 The Vision
The vision of Nagarjuna is to provide the best solution provider in health
care through ayurveda. In translating this vision in to reality, its approach is to
bring about the synthesis of tradition and modernity. All that Nagarjuna is rooted
in the traditional values and principles of ayurveda, and at the same time fulfils
the requirements of modern ethos, particularly in convenience and form. This is
how Nagarjuna positions itself in the mind of the consumer.
2.5 OBJECTIVES OF THE COMPANY
Development of new medication to prevent and care disease inherent in the
changing lifestyle and to evil effect of the modern civilization. Cross pollination
of different branches of ayurveda and modernization of this versatile science.
Establishment and maintenance of botanical gardens of medicinal plant of herbs
to eliminate death of drugs. Identification and production of modern technology
and methods and to make these essential drugs available freely for the alleviation
of human sufferings. Comprehensive, multi-developed of ayurveda in all its
varied aspects extensive propagation of its message.
2.6 ACHIEVEMENTS OF NAGARJUNA ISO certificate
Nagarjuna Herbal Concentrates Ltd has received the ISO 9001: 2000
certification. The certificate has been issued by INTERTEK quality register
international. It had received GMP certification earlier.
The first The first to create synergy between ayurveda and ashtavaidya
schools of thought in Ayurveda.
The first to take franchise model of business to service health needs, on a
wide scale, across the state of Kerala, particularly in the rural areas. The first to
provide consistent focus on R &D activities in the ayurveda sector in Kerala and
to establish fully fledged facility for same. The first to create widespread
awareness of medical plants among people and to make its cultivation popular as
well as income generating programme. The first to use modern promotional needs
such as TV advertising on a large scale to propagate ayurveda.
2.7 PRODUCT PROFILE
The company is producing traditional medicines numbering over 400 there are
also proprietary or branded products developed by Nagarjuna R &D. There are as
many as 31 branded ethical products. Over The Counter (OTC) products
numbering over 20, are essential household medicines, such as headache balm,
hair oil, brain nourishes, remedies for throat pain and irritation etc. To suit
modern requirements, the liquid KashayamsJiave been converted to Kashayam
capsules.
2.7.1 Traditional Medicines
Arishtam: These are fermented decoctions of medicines prepared by
adding honey, jiggery, sugar and power of some medicines including
spices.
Asvans : Self fermented preparations using kashayam are called arishtam
and using boiled and cooled water or juice of herbs is called asavams.
Oils: These are medicated oils. Decoction juice, milk etc. is added to oil
like sesames oil, coconut or castor oil and is heated and powered raw drug until
the water content evaporates completely.
Kuzhambu : A mixture of sesame oil, ghee and castor oil substitutes oil
base of medicines for external application.
Ghruthams : Ghruthams are medicated preparation of ghee. Ghee is
medicated by adding decoction, power, juice etc. And is processed until
the ghee becomes medicated and water free.
Lehyams:Lehyams are semisolid preparation of drug, prepared with
addition of sugar, candy and boiled with the prescribed liquid and fine
powder of drugs, until the correct constituency is obtained.
Tablets
Aavathies : Aavathies come under the category of medicated oils. Here
the selected quantity is being medicated by adding medicines repeatedly
Choornams.
Kashayams disintegrated drugs are concentrated and extracted with water.
The drugs are boiled in water are concentrated.
Kashaya choornams.
2.7.2 Patents proprietary medicines
The important patents proprietary medicines of Nagarjuna are
Cardiostab Tablet: Effective in hypertension due to any cause,
Gason: It is strong anti flatulent drug.
Haematone: Ideal medicine for splenetic and hepatic disorder, tt
Halin: Effective in common cold, nasal congestion and sinusitis.
Nagarjuna Eladasamoola Lehyam: For all kind of cough, sore, throat
and dyspnoea.
Nutral Tablets: For gas trouble, indigestion etc.
Rheumat Balm : External application in rheumatic pains.
Smrithi Granules: It improves the normal brain functions, tt
Thaleespathraadi Tablets: Effective for cough, distaste, spruce and
sore throat.
2.7.3 Over The Counter Products
Ayurvedic tooth powder
Chavanya prasam
Dandruff hair oil
Digest drops
Kerapookaladi lehyam
Kids oil
Nagarjuna ayurvedic soap
Nagarjuna dahasamani
Nagarjuna snana choornam
Nagarjuna thalopodi
Neelibhrigadi keram
Tusker balm
2.8 TREATMENT
The demonstrative example of its treatment approach and practices is at its best in
the ayurvedic treatment centre at Kalady, situated on the banks of river periyar, in
an atmosphere that excludes the natural charm of trees-filled environment. The
centre has modern facilities for stay during treatment, a cafeteria for saving
vegetarian cuisine and infrastructural facilities and personnel for providing
serious ayurvedic treatment strictly as per traditional protocols. The centre has
won 'THE BEST AYURVEDIC CENTRE AWARD" for 2003 given by Kerala
government.
2.9 EDUCATION
Nagarjuna conducts a four month intensive Panchakarma therapist training course
imparting theoretical and practical ayurvedic education at Kalady. Begun two
years ago it has become a successful course. A reorientation from other states,
who desire to know more about ayurveda as practiced in Kerala. Plans are afoot
to extend the educational programmes of different categories to a variety of target
groups including international students.
CHART SHOWING FUNCTIONS OF PERSONNEL &
ADMINISTRATION
Department
2.10 FUNCTIONAL AREAS
• Human Resource Management
• Purchase Department
• Research and Development
• Quality Assurance Department
• Production Department
• Sales Department
• Marketing Department
• Finance Department
• Maintenance Department
Human Resource Department
Personnel department deals with the following functions;.!'
1. RECRUITMENT
• Direct method: These include sending traveling recruitment agent to
educational and professional institute from employee contact with public and
manned exhibition.
• Indirect method: It involves advertising in news paper, in the radio, television
and professional journals as well as in technical magazines.
• Third party method: These include the use commercial or private employment
agencies as recruitment agencies.
2. SELECTION
3. TRAINING
4. PERFORMANCE APPRAISAL
5. PAY AND ALLOWANCES
6. LABOUR WELFARE MEASURES IN NAGARJUNA HERBAL
CONCENTRATES LTD.
Internal
o Drinking water facilities
o Toilets
o Canteen
o washing facilities
o Uniform and protective clothing
o Rest room
o Safety appliances
Employee Benefits
NHCL provides the following employee benefits
o House rent allowance
o Employee state insurance policy
o Medical reimbursement scheme
o Washing allowance
o Soap
o Uniform
o Stitching allowance
o Shoes
o Marriage gift
o Canteen facility
o Group insurance scheme
o Provident fund
o Bonus
o Housing loan interest subsidy and advances
o Gratuity
o Medical aids .
Purchase Department
The company is purchasing over 400 tons of raw materials per year. Assistant
manager of purchase and two other staffs are concerned with the purchasing
processes. Procurement is always on the basis of the requirement or needs.
Tenders and quotations are invited from the suitable vendors for materials of
regular use. Just in time is the buying technique practiced for purchasing raw
material for immediate and periodic requirements.
Stores Department
Production department have separate stores for raw materials, work in progress,
finished goods and certified products. The stores department provides the
materials for day to day requirement. The stores include:
I. Raw-material stores II. Packing material stores III. Finished goods stores
Research and Development Department
Right from the inception Nagarjuna focused on R&D as essential for ayurveda in
the modern world. Situated at Alakode Thodupuzha, some of its activities are
standardization of ayurvedic medicines and new products development. Recently
Nagarjuna R&D acquired atomic Absorption Spectrophotometer for the analysis
of heavy metals like Arsenic, mercury, nickel, cadmium and lead.
Quality Control Department
Nagarjuna has a full-fledged and most modern quality control laboratory. It takes
active measures to check the quality of raw materials and end products against
standards. Batch to batch variations are checked and through proper quality
check.
Production Department
NHCL has a product line 500 medicines. They are marketing the products in all
over India and exporting to the European and UAE countries. The plant is
occupied with modern machineries and operations are organized under the
watchful eyes of talented physicians and health scientists. Incorporations of
modern technology for mass production and upholding traditional value make the
facilities well integrated synthesis of tradition and modernity.
Marketing Department
Nagarjuna has now become the topmost leader in ayurveda market through sales
promotion, medical camp, seminars, awareness programs etc.
Divisions of marketing department
In Kerala, the marketing operations of Nagarjuna are under the divisions
of:
Generic department
Ethical department
Over the counter division
Sales Department
The company has a huge market and on the basis of market and competition they
fix their selling force. The firm gives commission to the sales man according to
the target achieved by them. Target fixation is on the basis of demand
distribution, season and availability of raw materials etc.
Finance Department
The finance manager provides various financial information to the
management for marketing decisions. NHCL has an authorized capital of 50,
00,000 equity shares of Rs. 10 each and have a paid up:capital of 26,48,000.
Source of finance
Secured loans
Reserves and surplus
Issued debentures
Issue of shares
Unsecured loans
Income
Income from investment
Miscellaneous income
Commission received
Rent received
Expenditure
Loss on sales of fixed asset
Manufacturing expenses
Salary, commission and bonus given to employees
Adult fees
Advertising and selling expenses Preliminary expenses
Outstanding expenses etc.
Maintenance Department
Production in the concern largely depends on the maintenance department.
Machines are kept in proper condition so as to maintain the quality of
products and to have few rejects.
CHAPTER : 3
LITERATURE FRAMEWORK
CHAPTER III
LITERATURE FRAMEWORK
Meaning and definition of employee's welfare
Welfare means fairing or doing well. It is a comprehensive term, and refers
to the physical, mental, oral and emotional well being of an individual.
Further the term welfare is a relative concept, relative in time and space. It
therefore varies from time to time, from region to region and from country to
country.
The Institute of Labour Welfare Organization define, "Labour welfare as a
term which is understood to include such services, facilities and amenities as
may be established in the vicinity of undertaking to enable the persons
employed in them to perform their work in healthy, congenial'surroundings
and to provide them with amenities conducive to good health and high
morale".
Objectives of Employee's Welfare
It helps to improve the quality of new recruitment. As the job becomes
more attractive, more effective employees can be recruited. Employee's
welfare improves the morale and loyalty of workers by making them happy
and satisfied. It reduces labour turnover and absenteeism thereby building a
stable work force. Welfare measures help to improve the goodwill and public
image of the enterprise.
EMPLOYEE WELFARE
Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in
keeping the morale and motivation of the employees high so as retain the
employees for longer duration. The welfare measures need not be in
monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease,
accident and unemployment for the workers and their families. Employee
welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
There must provide "adequate and appropriate" welfare facilities for the
employees. These must be provided unless they are unreasonable in terms of
time, cost and physical difficulty.
Welfare facilities include toilets, washing facilities, rest and changing
facilities, personal security arrangements (e.g. Lockers) and refreshment.
There must be a sufficient number of toilets and washing facilities so that
people should not have to queue for long periods to use them. These should
be separate for male and female, unless there have a very small number of
staff. The facilities must be clean, and provided with toilet paper, soap,
drying facilities, and hot and cold running water. They must be well lit, and
ventilated to the external air. Sometimes a shower may be necessary.
There must provide a supply of clean and wholesome drinking water, which
is easily accessible to all employees. Cups should be provided and the taps
clearly labelled. There must consider whether suitable facilities are available
to staff working off-site or on temporary sites.
If not, temporary arrangements must be provided. Some workers may need
to be provided. Some workers may need to be provided with portable
facilities for hand washing.
If the work activity requires employees to change into specialist clothing,
they must provide changing rooms and facilities for secure storage of
personal belongings. They may need to consider separate storage for clean
and dirty clothing, or the provision of laundry facilities.
Employee welfare is a very broad area of interest. In our organization
employee welfare is addressed to varying degrees by measures such as:
1.Family friendly policies - For example, staff can in most positions opt to
work part time. Or they can choose to "purchase" extra annual leave (i.e. Get
paid slightly less each fortnight, but get an extra 2-4 weeks of.annual leave)
Flexi time - Most staff can choose how early or late they start each day, so
long as they are here between 10 am and 4 pm. Of course, they have to make
up time if they regularly start late or finish early. Staff can carry up to 20
hours deficit or 20 hours surplus from one month to the next. If in surplus,
staff can take this time off with manager approval.
Employee Assistance Programs- Our agency has an arrangement with an
external counseling service so that employees or members of their immediate
family can access counseling on any matter what so ever - work issues, drug
and alcohol problems, family dynamics etc.
Policies on bullying and harassment in the workplace. Psychological
health is a big focus for us and sadly there are a few managers who are very
"unhealthy" for their staff.
Paid Maternity & Adoption leave. A recent industrial decision enables
staff to have up to 12 weeks paid maternity or adoption leave and up to 2
years unpaid leave for each child. Of course, under equal opportunity
legislation the organization is obliged to allow the employee to return to their
position when this leave is finished.
6. The agency maintains a "family friendly" website that has links to support
services for a whole range of things - parenting, domestic violence, child
abuse, health issues ( specific to men and women) etc.
Employees Welfare Committee
I. Legal Requirement-
The law requires establishment of an Employees Welfare Committee (EWC),
with management and employee participation, to have custody of and
disburse an Employee Welfare Fund, which receives r contribution from the
Company and from each employee. The Employees Welfare Committee
prepares a welfare program and has established an Employees Welfare
Association (EWA) to administer the program. All Employee Welfare
Organizational and fiscal matters are under the rules and control of
competent Government authority.
II. Organization-
The Employees Welfare Committee consists of nine members, including
representatives of the Labour Union. The committee meets every three
months. A chief executive appointed by the committee is delegated to
exercise Employee Welfare Committee authority between meetings. A
chairman who supervises EWA personnel and manages EWA programs
heads the EWrA.
III. Finances
The company legally required contribution to the Employee Welfare Fund
includes 0.10 percent of gross income plus 40 % of proceeds from scraps
sales. Additionally the company provides land, buildings and facilities (and
maintenance thereof), and furnishes a number of full time administrative
employees to the EWA and provides a monthly cash subsidy. The employees
contribute approximately 0.5 percent of their base salaries to the fund.
Periodic financial statements are required and submitted to competent
government authorities.
IV. Welfare Programs
Employee Welfare Committee implements the functions of welfare programs
as following: canteen service, recreational facility, sponsorship of hobby
groups, sponsorship of recreational events, company excursion arrangement,
selecting festival gifts, employee's assistant program and subsidies for
employee's emergency needs.
ALLOWANCES, PERKS AND ADVANCES
Satisfied employees contribute to the development and growth of the
organization. Apart from providing statutory benefits offer various voluntary
benefits to its employees who are offered in the form of various allowances,
perks and advances. This helps in attracting and retaining skilled and
professionally qualified talent in the organization in the present highly
competitive business environment.
Allowances
Medical allowance
Children education Allowance
Hard and soft furnishing Allowance
Conveyance Allowance / Transport subsidy
Professional Updation Allowance
Lunch Subsidy
Reimbursements
Medical Expenses Reimbursement
Tuition Fee Reimbursement
Electricity Charges Reimbursement
Telephone Reimbursement
Perks
Leave Travel Concession (LTC)
Residential Accommodation
Telephone Instrument / Cell Phone
Marriage Gift
Advances
House Building Advance
Interest Free Vehicle Advance
Interest Free Computer Advance
Interest Free Multipurpose Advance
Others
Periodical Health Check-ups
Group Insurance Schemes for the Employees
LABOUR WELFARE
Labour welfare entails all those activities of employer which are directed
towards providing the employees with certain facilities and services in
addition to wages or salaries.
Objectives of labour welfare
To provide better life and health to the workers To make the workers happy
and satisfied To relieve workers from industrial fatigue and to improve
intellectual, cultural and material conditions of living of the workers.
Features of labour welfare measures
Labour welfare includes various facilities, service and'amenities
provided to workers for improving their health, efficiency, economic
betterment and social status. Welfare measures are in addition to regular
wages and other economic benefits available to workers due to legal
provisions and collective bargaining. Labour welfare schemes are flexible
and ever-changing. New welfare measures are added to the existing ones
from time to time.
Welfare measures may be introduced by the employers,
government, employees or by any social or charitable agency.
The purpose of labour welfare is to bring about the development
of the whole personality of the workers to make a better workforce.
The very logic behind providing welfare scheme is to create efficient,
healthy, loyal and satisfied labour force for the organization. The purpose of
providing such facilities is to make their work life better and also to raise
their standard of living. The important benefits of welfare measures can be
summarized as follows:
They provide better physical and mental health to workers and
thus promote a healthy work environment.
Facilities like housing schemes, medical benefits, and education
and recreation facilities for workers families help in raising their standards of
living. This makes workers to pay more attention towards work and thus
increase their productivity.
Employers gel stable labour force by providing welfare
facilities. Workers take active interest in their jobs and work a feeling of
involvement and participation. The social evils prevalent among the labours
such as substance abuse, etc are reduced to a greater extent by the welfare
policies:
LABOUR'S WELFARE WARFARE
Labour would start to attack working class people almost
immediately in particular with a full frontal assault on welfare benefits might
have surprised some. Now events have shown that indeed labour has this in
mind and is acting very rapidly to carry out its attacks.
Labour is planning to axe maternity benefits. It disguises this
attack behind the propaganda that women earning 1 million a year should not
get maternity benefits. In reality this is aimed at women in ordinary white
collar jobs.
They are also planning to cut disability benefits by forcing the disabled into
jobs that would be totally unsuitable. When Harriet Herman became
secretary of state for social security she refused to increase incapacity
benefits. probably amongst the lowest in the EU. Now the disabled are being
forced back to work with camouflage propaganda about personal advisers
talking with the disabled - threatening and bullying them. Another part of the
attack on welfare benefits is the old lie much used by the Tories, now dusted
off and polished up by labour that fraud is taking place on a massive scale
with the benefits system. Labour plucked the figure of 17 % from the air.
This figure was supplied by the department of social security itself, when
other surveys suggest around 2 % fraud. At the same time big businessmen,
including people like Geoffrey Robinson, the paymaster general are tax
dodging by salting their money away in offshore trusts - perhaps as much as
96 billion.
Labour will cut single parent benefits further scapegoat a
section of the working class that had already been scapegoat under the
Tories. Labour knows that a large part of the social security budget goes on
pensions. This is likely to increase with an increasing proportion of elderly in
the population. Labour will attempt to close down state pensions and force
people to take out private pensions. Many will find this difficult to pay,
already finding it hard to make ends meet.
Slave labour
Labours welfare to work scheme through the new deal is
designed to provide cheap labour to the employers through training,
education and job opportunities. Those who refuse to be forced into
derisorily low paid jobs will have their benefits removed. Many of these
involve sending people to work for charities, councils, or for supermarkets.
This will provide slave labour workers and threaten the wages of those
already working in these sectors. The education part will mean NVQ level 2
qualifications at further education colleges. This means training for semi-
skilled jobs. Those already signing on and taking NVQ level 3 will only be
allowed to continue if it is thought that there will be "job prospects". 69,000
enrolled on A level and Access courses will find themselves being forced
onto these schemes. These education schemes would be totally shoddy, with
little chance of a job at the end, and with a direct aim of camouflaging
unemployment figures.
Labour is hiding these attacks behind the propaganda of
'"Radical Welfare Reform" "New Deal" "New Opportunities". These soap ad
jingles disguise a brutal attack on the welfare system as does the statement
that "The country can't afford the massive spending on the welfare state". In
fact Britain is the third lowest in the EU league of 11 countries expenditure
on health and welfare benefits. Labour wants to make sure the British bosses
have to fork out less for benefits.
At the same time labour has signaled its policy on wages. Public
sector workers-teachers, health workers etc. were due to get a pay rise of 3.S
%. With 3.7 % inflation and the cost of living soaring, even this would be
pathetic. Labour intervened to stop the Pay Review Bodies paying out, and
ordered that 2 % only be paid from April. The rest to be paid in December.
This means that 8 months worth of an already measly rise will be taken off
wages. This is the biggest pay delay ever in public sector history. Nurses will
lose 5 a week and teachers 50 a month.
In addition, all pay awards will be what Gordon Brown calls
self - financing. No extra money will be given by the government and
schools and hospitals will make the pay awards by cutting elsewhere. This
was already carried out by the previous conservative government resulting in
the loss of 2,50,000 public sector jobs since 1993.
Blair intends to make this a signal to workers in the
private sector and to all public sector workers not covered by the Pay Review
Bodies. Unison, the union representing many public sector workers has put
forward a demand for a 10 % pay rise or an increase of 1,000 (whichever is
greater). This is due to outrange
among public sector workers. In fact, it will do nothing to push this demand
and the unison leaders are ready to accept the PRB decisions. Unison will
attempt to sabotage any industrial action by pointing to the
implementation of a national minimum wage as a solution. It will also point
out that David Blunkett, threatened to ban strikes in the public sector.
CHAPTER : 4
RESEARCH METHODOLOGY
CHAPTER- 4
RESEARCH METHODOLOGY
4.1 Definition
The advance leaner's dictionary of current English defines
research as "a careful investigation or enquiry through search for new facts
in any branch of knowledge."
Research is the process of systematic and in depth study or
research for any particular job, subject or area of investigation. It is. packed
by collection, complication, presentation and inteipretation of relevant data.
It deals with application and utilization of data.
4.2 Topic
The topic for the study is "'Labour Welfare Measures in
Nagarjuna Herbal Concentrates Ltd".
4.3 Objectives of the study
4.3.1 General objective
To study about the effectiveness of "Labour Welfare Measures
in Nagarjuna Herbal Concentrates Ltd". The main objective of the study is to
find out the labour welfare programmes adopted by Nagarjuna Herbal
Concentrates Ltd. for its employees.
4.3.2. Specific objectives.
o To gauge the extent of awareness among the employees about
welfare measures and the level of satisfaction as regards, each and every
welfare facilities.
o To study about the statutory and non statutory welfare
measures provided to the employees of Nagarjuna Herbal Concentrates Ltd.
o To find out the extent of the implementation of the various
welfare measures and their effectiveness.
o To find out the facilities provided by the NHCL which are not
mentioned in Factories Act.
o To suggest improvement in the sphere of labour welfare
activities.
4.4 Scope
This study was conducted at Nagarjuna Herbal Concentrates Ltd. This
project is to be done under the close instructions and observation.
4.5 Universe
Universe is the whole group of population which the researcher intended to
analyze. For the research, the universe contains the group of population who
are working at the Nagarjuna Herbal Concentrates Ltd especially supervisors
and workmen.
4.6 Sampling Design
In this research the sampling design used is the simple random sampling.
4.6.1 Simple Random Sampling
A sample selected is said to be random or based on probability when each
and every element of the universe is having an equal chance for being
include in the sample.
4.7 Sample size
The number of sampling unit selected from the population is called the
sample size of the sample. The study was conducted at Nagarjuna Herbal
Concentrates Ltd and the sample size of the study was 100.
4.8 Types of data used
4.8.1 Primary Data
The primary data are those data which is collected for the first
time and they are errorless. The methods of collecting primary data are:
Direct personal interview.
Questionnaire method.
4.8.2 Secondary Data
The secondary data are those data which is already been collected. The
methods of collecting secondary data are:
Books and Journals
Publications
Internet
4.9 Analysis of data
For the purpose of analysis and imterpreations, tabulations and
simple percentage analysis are used. Diagrams, tables and pie-charts are
used for the presentatoin of data.
4.10 Limitation of the study
It is assumed that respondent's information is accurate
Due to constrain, the sample size was restricted to Nagarjuna Herbal
Concentrates Ltd.
Findings of the study are based on the assumption that the companies
divulged correct information, o Limitation of time.
The resnondent's answers are considered to be true.
CHAPTER : 5
ANALYSIS AND
INTERPRTATION
Chapter 5
ANALYSIS AND INTERPRTATION
INTRODUCTION
The study is conducted on the basis of unstruched personal interview
through a structred questionaire. The data collected has been tabulated using
tally marks.
PERCENTAGE ANALYSIS
It refers to special kind of ratio. The percentages are used in marking
comparision between two or more series of data.
The percentage analytsis is conducted by sividing number of
respondents by total number of population or sample.
Fourmala Persentage = Number of respondents X 100
Total number of resondents
The above formula is used to find out the percentage in percentag analysis .
Tables and figures are used to interpretthe data.
1. EMPLOYEE EXPERIENCE IN THE ORGANIZATION
Experience No. Of Employees
Below 5 years 12
5-10 years 52
10 years and above 36
Total 100
Yes No0
20
40
60
80
100
120
Series1
INTERPRETATION
The above tables show that 12% employees have an experience of
less than 5 years . 52% of employees have an experience of 5-0 years and
36% of emplyee have an experience of more than 10 years.
2. EMPLOYEES AWARENESS ABOUT THE LABOUR
WELFARE
Awareness No. Of Employees
Yes 98
No 2
Total 100
YesNo
INTERPRETATION
The above tables show that 98% employees are fully aware of the
labour welfare measure and 2% of employees are not fully aware of the
labour welfare measure. The most of the employee are fully aware of the
labour welfare measure in Nagarjuna Herbal Concentrates Ltd.
3. EMPLOYEES OPINION ABOUT THE WORKLOAD
Employees opinion about the
workload
No. Of employees
Heavy 18
Moderate 82
Lower 0
Total 100
Heavy Moderate Lower0
10
20
30
40
50
60
70
80
90
Series1
INTERPRETATION
The above tables show that 18% employees feel that their work
load is heavy and 82% of amployee feel that their work load is moderate.
None of the employee think that their work load is lower.
4. EMPLOYEES OPINION ABOUT SALARY
Opinions No. Of Employees
Hghly satisfide 0
Satisfide 86
Dissatisfide 14
Total 100
Hghly satisfide Satisfide Dissatisfide0
10
20
30
40
50
60
70
80
90
100
Series1
INTERPRETATION
The above tables show that 86% employees are satisfide with
their salary.14 % of employees have the opinion that their salary is
insufficiant . None of the employees are highly satifide about their salary.
5. WORKING ENVIROLMENT IN THE ORGANIZATION
Working envirolment No. Of Employees
Very Good 3
Good 72
Average 25
Poor 0
Total 100
Very Good Good Average Poor0
10
20
30
40
50
60
70
80
Series1
INTERPRETATION
According to 72% of emplpoyees the work enirolment is good.
According to 3% it is very good and acording to 25% it is average. An no
employees think that , It is bad. From the above table, it is clear that the
employees are satisfide with the working envirolment.
6. FIRST AID AND SAFTY MEASURES
Opinion No. Of Employees
Highly Satisfide 8
Satisfide 92
Dissatisfide 0
Total 100
Highly SatisfideSatisfideDissatisfide
INTERPRETATION
From the above that 92% of employee are satisfide with the first aid
and saftey measure and 8% have the opinion that they are highly satisfied.
The study reveals that most of the employees are satisfide with first aid and
safety measure.
7. EMPLOYEE TRAINING PROGRAMME
Training Programme No.of Employees
Very Good 0
Good 58
Average 40
Poor 2
Total 100
Very Good Good Average Poor0
10
20
30
40
50
60
70
Series1
INTERPRETATION
From the above table, it is clear that 58% employees agree that the
training programme is good, 40% have the opinion that it is average and
according to 2% training programme is poor.
8 . OPINION ABOUT NAGARJUNA WELFARE CENTER
Employees opinion about
Nagarjuna Welfare Center
No. Of Emplyees
Very good 44
Good 52
Average 4
Poor 0
Total 100
Very good Good Average Poor0
10
20
30
40
50
60
Series1
INTERPRETATION
Nagarjuna Welfare Center is an organization formed for the welfare of
employees. According to 44% of employees, the functioningof Ngarjuna
Welfare Centre is very good and according to 52%,the functioning is good
and for 4% the functioning is average.
9 . FUNCTIONING OF NAGAARJUNA RECREATION CLUB
Functioning Of Recreation Club No. Of Emplyees
Very good 56
Good 44
Average 0
Poor 0
Total 100
Very good56%
Good44%
INTRPRETION
From the above table,it is clear that the employee’s have a very good
opinion about the functioning of Nagarjuna recreation club. According to
56% of employees, it is very good and according to 44% the functioning is
good. None of the employees said that the functioning is poor or average.
10. FUNCTIONING OF NAGARJUNA CO-OPERATIVE SOCIETY
Functioning Of Co-operative
society
No. Of Emplyees
Very good 45
Good 52
Average 3
Poor 0
Total 100
45%
52%
3%
Chart TitleVery good Good Average Poor
INTERPRETATION
The above table shows employees opinion about Nagarjuna Co-operative
society. According to 45% of employee’s the functioning is very good and
according to 52% of employees, the functioning is good. 3% of the
employees have the opinion that the functioning is average.
11. EMPIOYEES OPINION ABOUT THE LEAVE FACILITY
Opinion No. Of Employees
Highly Satisfide 14
Satisfide 78
Dissatisfide 8
Total 100
Highly Satisfide Satisfide Dissatisfide0
10
20
30
40
50
60
70
80
Series1
INTERPRETATION
The table shows that 14% of employees are highily satisfied about the
leave facilities. 78% of employees are satisfied and 8% of employees are
dissatisfied about the leave facilities. The above study reveals that most of
the employees are satisfied about the leave facilities provided by the
company.
12. EMPLOYEES OPINION ABOUT SUPERVISION OF WORK
Supervision of work No. Of Employees
More than adequate 12
Adequate 83
Inadequate 5
Total 100
12%
83%
5%
More than adequate Adequate Inadequate
INTERPRETATION
Acoording to 125 of employees that supervision is more than adequate
and 83% of employees agree that it is adequate and according to 5% of the
supervision is adequate.
13. OPINION ABOUT THE TIMING FOR SHIFT WORKING
Time of shift working No. Of Employees
Convenient 87
Inconcenient 13
Total 100
87%
13%
Convenient Inconcenient
INTERPRETATION
The above table shows that 87% of employees agree that timingof
shift working is convenient for them but for 13% the timing of shift working
is inconvenient. Thus the timing of shift working is convenieny of majority
of the employees.
14. OVER TIME BENEFITS
Over time benefit No.o femployees
Very good 45
Good 52
Average 3
Poor 0
Total 100
Very good Good Average Poor0
10
20
30
40
50
60
Chart Title
Series1
INTERPRETATION
The above table show that 36% of employees have the opinion that
overtime beifits are very good.57% of employees have the opinion tht
overtime benifits are good and according to 7% it is average.
15. MEDICAL FACILITIES PROVIDED BY THE COMPANY
Opinion No. Of Employees
Highly Satisfide 22
Satisfide 78
Dissatisfide 0
Total 100
22%
78%
Highly Satisfide Satisfide Dissatisfide
INTERPRETATION
According to 22% of employees are highily satisfied with the medical
facilities and 78% of employees are satisfied with the medical facilities.
None of the employees are dissatisfied with the medical facilities. The study
revels that the employees have a very good openion abou the medical
facilities.
16. EMPLOYMENT INJURY BENEFITS
Opinion No. Of Employees
Highly Satisfide 0
Satisfide 84
Dissatisfide 16
Total 100
0
10
20
30
40
50
60
70
80
90
Highly Satisfide Satisfide Dissatisfide
Series1
INTERPRETATION
The above table show that 84% of employees are satisfide abot the
injury benifits and 16% of employee are dissatifide about the injury benifits.
So the employees are not very happy with the employee injury benefits.
17. EMPLOYES OPINION ABOUT LABOUR WELFARE MEASURE
AND THEIR MOTIVATION TO WORK MORE
Opinion No.of employees
Yes 100
No 0
Total 100
Yes No
100
0
Series1
INTERPRETATION
All the employees agree that labour welfare measures motivation them
to work more.
18. MANAGMNT’S READINESS TO ACCEPT EMPLOYEE’S
SUGGESTIONSS ABOUT THE LABOUR WELFARE MEASURE
Opinion No.of employees
Yes 86
No 14
Total 100
YesNoTotal
INTERPRETATION
86% of the employee think that managment will accept employees
suggestions and 14% of the employee that managment is not ready to accept
employee’s opinion.
CHAPTER : 6
FINDINGS & SUGGESTIONS
FINDINGS
98% of the employees are fully aware of the labour welfare
measures provided to them in Nagarjuna.
According to 82% of the employees the work load is moderate
and according to 18% work load is heavy.
86% of the employees are satisfied with their salary. And 14% of
employees are dissatisfied with their salary.
Majority of the employees agree that the work environment in
the organization is good (72%) and 25% admit that the work
environment is average.
According to 92% of employees, the first aid and safety
measures are satisfied and according to 8%, it is highly satisfied.
According to 58% of employees the training programme is good
and according to 40% the training programme is average. 2% of
the employees think that training programme is poor.
Employees have very good opinion about the functioning of the
Nagarjuna recreation club, Nagarjna welfare centre and co-
operative society.
The employees agree that there is adequate supervision at work
and 5% of employees think that the supervision is inadequate.
Most of the employees are convenient about the shifts in
working (87%) and are satisfied about the overtime benefits. But
13% of employees have some inconvenience about the shifts in
working.
22% of the employees are highly satisfied with medical facilities
while 78% of employees are satisfied with the medical facilities
provided by the company.
84% of employees are satisfied with injury benefits and 16% of
employees are not satisfied with injury benefits.
Most of the employees are satisfied with statutory facilities
provided by the company such as drinking water, canteen etc.
The attitude of employees towards labour welfare measures is
positive and it motivates them to work more. And 86 % of
employees think that management will accept their suggestions
for the improvement of labour welfare measures.
SUGGESTIONS
From the study, it is clear that employees are in a position to say that
the welfare facilities are adequate. It is natural, but the company must
give welfare facilities as much as possible. The major suggestions for
improving the labour welfare measures in Nagarjuna are:
At present the organization is providing transportation
facilities only for those workers who do overtime. The
company should provide some transportation facilities to all
the workers from the nearest town. So that they can interact
with each other for more time and,lit will cultivate harmony
in the organization and so that the workers become more
social and more team-spirit is included in them.
The company can provide some educational facilities for the
employees children.
nt The company can think about increasing the amount of
marriage gifts provided to the employees.
The company can think about improving the training
programmes and providing the training programme periodically.
Injury benefits can be provided to the employees.
The working of trade unions can be improved.
CONCLUSION
CONCLUSION
The topic of the research was "A Study on Labour Welfare
Measures with special reference to Nagarjuna Herbal Concentrates Ltd". The
project is designed to evaluate the satisfaction level of workers
regarding various programs provided by the company. The sample size
selected for the study was hundred employees of Nagarjuna Herbal
Concentrates Ltd. The universe was three hundred and sixty
employees. The sampling technique used for the study is simple
random sampling. Structured interview schedule is used for the
primary data collection.
In the recent labour scenario satisfaction of employees are very
important for the smooth running of the organization. .Labour welfare
facilities and the employee's efficiency and productivity will improve.
From the study, it is clear that the employees are satisfied with the
labour welfare facilities. But the organization must provide welfare
facilities to workers as much as possible. Thus a feeling of
participation and belongingness can grow in the minds of employees.
Thus labour welfare facilities are important in all aspects of the
industry.
APPENDIX
QUESTIONNAIRE RELATING TO THE LABOUR WELFARE
OF EMPLOYEE IN NAGARJUNA HERBAL CONCENTRATES
LTD
Name :
Age :
Gender :
Designation :
Salary :
Office Name :
1) How long you have been working in this comapny?
Below 5years 5-10 years More than 10 Years
2) Are you fully aware of the labour welfare programmers of the
company?
Yes No
3) What is your opinion about the work load?
Heavy Moderate Lower
4) What is your opinion about envirolment of the organization?
Very good Good Average Poor
5) What is your opinion about the first aid and saftey measures?
Highly satisfied Satisfied Dissatisfied
6) What you think about the employees training programme?
Very good Good Average Poor
7) What is your opinion about the salary?
Highly satisfied Satisfied Dissatisfied
8) What is your opinion about the functioning of Nagarjuna Recreation
Club?
Very good Good Average Poor
9) What is your opinion about the functioning of Nagarjuna Welfare
Centre?
Very good Good Average Poor
10) What is your opinion about the functioning of Co-operative
Society?
Very good Good Average Poor
11) What is your opinion about the leave.facility?
Highly satisfied Satisfied Dissatisfied
12) What is your opinion about supervision of work?
Highly satisfied Satisfied Dissatisfied
13) What you think about the timing of shift working?
Convenient inconvenient
14) What is your opinion about over time benefit?
Satisfied Satisfied Dissatisfied
15) How do you the rate medical facilities provided by the
company?
Very good Good Average Poor
16) What is your opinion about the injury benafits?
Highly satisfied Satisfied Dissatisfied
17) Does the labour welfare programme create any motivation to
work more?
Yes No
18) Whether the managment is ready to implement your
suggestionbs in welfare facilities?
Yes No
19) Your suggestion for improving the labour welfare measures in
Nagarjuna?
...........................................................................................................
...........................................................................................................
............................................................................................................
BIBLOGRAPHY
BIBLOGRAPHY
1) Gosh P. K. & Ghorpade M.B., Industrial Psychology, Himalaya Publishing House, Bombay, 1993.
2 ) Kothari C.R., Research Methodology and Techniques, New Age
International (P) Ltd, New Delhi, 2004.
3 ) Prasad L.M., Principles and Practices of Management, Sultan
Chand & Sons, New Delhi, 1987.
4) Prasad L.M., Principles and Practices of Management, Himalaya Publishing House, New Delhi, 1997.
CONTENTS
No. Title Page. No
1 Introduction - Industrial Profile 1
2 Profile of the company 9
3 Literature Frame Work 23
4 Research methodology 34
5 Data analysis and interpretation 39
6 Findings, suggestions, conclusion 58
Appendix 62
Bibliography 66
LIST OF TABLES
Table
No
Data Page
No.
1 Table showing the employees experience in the
organization.
39
2 Table showing the employees awareness about the labour
welfare.
40
3 Table showing the employees opinion about the workload. 41
4 Table showing the opinion of employees about salary. 42
5 Table showing the opinion of employees about the working
environment in the organization.
43
6 Table showing the opinion of employees about the first aid
& safety measures.
44
7 Table showing the opinion of the employee training
programme.
45
8 Table showing the opinion of the employees about the
Nagarjuna welfare centre.
46
9 Table showing the opinion of the functioning of Nagarjuna
recreatiofrclub.
47
10 Table showing the opinion of the employees about the
functioning of Nagarjuna co-operative society.
48
11 Table showing the opinion of the Leave facility. 49
12 Table showing the opinion about supervision of work. 50
13 Table showing the opinion about timing for shift working. 51
14 Table showing the opinion of the overtime benefits. 52
15 Table showing the opinion of the medical facility provided 53
by the company.
16 Table showing the opinion of the employment injury
benefits.
54
17 Table showing the opinion of the employees about labour
welfare measures and their motivation to work more.
55
18 Table showing the managements readiness to accept
employees suggestions about the labour welfare measures.
56
LIST OF FIGURES
Figure
No
Data Page
No.
1 Figure showing the employees experience in the
organization.
39
2 Figure showing the employees awareness about the labour
welfare.
40
3 Figure showing the employees opinion about the
workload.
41
4 Figure showing the opinion of employees about salary. 42
5 Figure showing the opinion of employees about the
working environment in the organization.
43
6 Figure showing the opinion of employees about the first
aid & safety measures.
44
7 Figure showing the opinion of the employee training
programme.
45
8 Figure showing the opinion of the employees about the
Nagarjuna welfare centre.
46
9 Figure showing the opinion of the functioning of
Nagarjuna recreation club.
47
10 Figure showing the opinion of the employees about the
functioning of Nagarjuna co-operative society.
48
11 Figure showing the opinion of the Leave facility. 49
12 Figure showing the opinion about supervision of work- 50
13 Figure showing the opinion about timing for shift
working.
51
14 Figure showing the opinion of the overtime benefits. 52
15 Figure showing the opinion of the medical facility
provided by the company.
53
16 jure showing the opinion of the employment injury
benefits.
54
17 Figure showing the opinion of the employees about labour
welfare measures and their motivation to work more.
55
18 Figure showing the managements readiness to accept
employees suggestions about the labour welfare
measures.
56
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