Synopsis of the Project Aesha

8/2/2019 Synopsis of the Project Aesha

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SYNOPSIS OF THE PROJECTMANAGEMENT PROGRAMME

STUDY

OF

WELFARE FACILITIESAT

GUJARAT ALKANIES AND CHEMICALS LIMITED (G.A.C.L)SUBMITTED

TO

THE

INDIRA GANDHI NATIONAL OPEN UNIVERSITY

SUBMITTED BY Project guide

NAME:-

AESHA SHAH

ENROLMENT NO: - 101932609

CENTER CODE: - 0902


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WELFARE FACILITIES

AT


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INTRODUCTION OF STUDY:

The era of globalization and liberalization is marked by demand for higherstandard goods and services. The resources like capital raw material technology

etc, to name a few are easily available .the scares resources are only trained men

power. In the period of throat competition, the knowledge is only core competencefor coping with change it is only the weapon that help the organization to survive

and progress. People are exclusive sources of knowledge of action. So any

organization in this age, cannot afford to lose its trained work force. This is partlybecause todays work force is much more demanding than they had been in past

today they are aware about their capabilities and market value. It is very importantthat there are proper welfare facilities provided to labour force in any organization


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This study aim is to know the welfare facilities provided to labour force in

G.A.C.L.It is hoped that the finding of this study would provide an opportunity for insight in

to the area which requires special attention for improving the welfare facilities inG.A.C.L. Also the study aim to highlight the exact standing of the organization in

terms of the welfare facilities at G.A.C.L

Objectives of the study:

The objective to study welfare facilities:

To study and understand the perception about the welfare facilities practiced

in the company.

To identify the various welfare facilities available in the company

To understand about the importance of welfare facilities among the

employees and labour

To know about effectiveness of the welfare facilities on employees in the

company

To know the type of platform provided to employees for their health and safety measures

PERSONAL OBJECTIVE

To study the scope of improvement of our knowledge about welfare facilities

To practically understand the activity which is actually going on in company for

employees

To understand the problem which is actually done in HR activity and the technic

to solve the queries?

Significance of data:

As a HR specialist, in any organization welfare facility is a very challenging task,although there are many facets to this phenomenon human resources will be the


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chief factor that will be affected to a large extent because it is people alone thatform vital force that make an organization thrive. It is welfare facilities which is

very important for any organization to take care of its employees health and safetymeasure.

NATURE OF DATA:

There are two types of data sources primary sources & secondary sources.

Primary sources: Refers to information obtained first hand by the

researcher.

Secondary Sources: Refer to the information gathered from sources

already existing anywhere else. Which include company broachers & leaflets,

Magazines, company website etc.

DATA SOURCES:

For this project Study our data sources will be the feedback of employees working in the

organization

RESEARCH DESIGN:

This study is largely descriptive in nature. The emphasis is on knowing more about the presently

existing system of welfare facilitiest, to see the effectiveness of welfare activities and how it

contributes to the overall capability of the organization.

COLLECTION METHOD:

For the purpose of analysis, data will be collected through personal interview from

employees and management.

CONCEPT OF WELFARE:

Welfare includes anything that is done for the comfort and improvement of employees and isprovided over and above the wages. Welfare helps in keeping the morale and motivation of the


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employees high so as to retain the employees for longer duration. The welfare measures need

not be in monetary terms only but in any kind/forms.

The term welfare suggests many ideas, meanings, such as the state of well -being, health,

happiness and the development of human resource. Welfare has been described as a total

concept. It is a desirable state of existence involving social. Physical, mental, moral andemotional well-being. If you employ people and they are under your control, you must provide

adequate and appropriate welfare facility for them while they are at work.

Welfare means the provision of facilities that are necessary for the well-being of people at worksuch as adequate washing, toilet, rest and changing facility and some where clean to eat and

during breaks.

In economics social welfare provisions, government programs which seek to provide a minimumlevel of income, service, or other support for employees and also the welfare of man, his family

and his community in a three dimensional approach each serving as ends and means.

Introduction the company:Gujarat Alkalies and Chemicals Limited (GACLwere incorporated on 29th March, 1973 in

the State of Gujarat by Gujarat Industrial Investment Corporation Limited (GIIC), a wholly

owned company of Govt. of Gujarat, as a Core Promoter.

GACL has two units located at Vadodara and Dahej, both in the State of Gujarat. It has

integrated manufacturing facilities for Caustic Soda, Chlorine, Hydrogen Gas, Hydrochloric

Acid, Chloromethane, Hydrogen Peroxide, Phosphoric Acid, Potassium Hydroxide, Potassium

Carbonate, Sodium Cyanide, Sodium Ferro cyanide. The Dahej unit also has 90 MW Captive

Power Plant (CPP) for regular and economical power supply.


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The abbreviated GACL goes in different fashion, G represents, Globe, which

encompasses the vision, mission and objectives that the corporation tries to achieve.

A represents The core competence of the company as a manufacture of Alkalies and

related chemicals. PROMOTING GREEN TECHNOLOGY, retries GACLs motive to

envision a verdant earth and a clean environment.

The Green Attitude ofcompany addressing the aspects of global warming. The colors

Blue and Yellow reflect, the rising temperatures can adversely affect some regions with

excessive rainfall while some others with heat waves and drought.

IS/ISO 9001:2000,

For proper maintenance and documentation

IS/ISO 14001:2004

For SHE POLICY i.e. for Safety, Health & Environment.

IS 18001:2000 Certifications.

For occupational safety and health hazards

GACLS Quality policy reflects their emphasis and commitment

VARIOUS PRODUCTS OF G.A.C.L

CAUSTIC SODA GROUP


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Caustic Soda Flakes

Caustic Soda Lye

Caustic Soda Prills

Sodium hypo chlorite

Liquid Chlorine

Compressed hydrogen Gas

Hydrochloric Acid

CAUSTIC POTASH GROUP

Caustic Potash Flakes

Caustic Potash Lye

Potassium Carbonate

CHLOROMETHANE GROUP

Methyl Chloride

Methylene Chloride

Carbon Tetrachloride

SODIUM GROUP

Sodium Cyanide

Sodium Ferro cyanide

HYDROGEN PEROXIDE GROUP

Hydrogen Peroxide

Bleach win

PHOSPHORIC ACID GROUP

Phosphoric Acid

Calcium Chloride Flakes

Calcium Chloride Powder

OTHERS

Dilute Sulpharic Acid


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Scale win

Aluminum Chloride Anhydrous

NEW PRODUCT

Poly Aluminum Chloride

LABOUR WELFARE:

Laborer is defined as one who laborers the man doing bodily exertion for wages work

that requires strength or patience rather than skill or training.

Welfare is a broad concept referring to the state of living of an individual or a group in

desirable relationship with the total environment:

Ecological

Economic

Social

Labor Welfare includes both social and economic contents of welfare.

Social Welfare is primarily concerned with the solution of various problems of the

weaker sections of the society like prevention of destitution and poverty. Labour Welfare

aims at social development by such mean as Social Legislation, Social Reform. Social

Services Social Work and Social Action.

The object ofEconomic Welfare is economic development by increasing production and

productivity through equitable distribution. Labour Welfare 90vers broad field and a state

of well-being, happiness, satisfaction, conservation and development of Human

Resources.

Labour Welfare may be viewed as a total concept, as a social concept and as a relative

concept


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PRINCIPLES OF LABOUR WELFAREThe following are some of the principles to the kept in mind for successful implementation of

any welfare program in any organization.

The employer should not bargain labour welfare as a substitute for wages or monitory

incentives. In other words the workers have a right to get adequate wages in addition to

welfare measures.

The labour welfare activities include the entire hierarchy of an organization.

Management should welfare oriented at al levels.

The employer should look after the welfare of his employees as a matter of social

obligation the constitution of India in its directive principles of stale policies alsoemphasis in aspect of labour welfare.

There should be proper co-ordination, harmony and integration of all labour welfare

services in an organization.

The labour welfare work of an organization must be administratively viable and

essentially development oriented.

The management should ensure co-operation and active participation of unions and

workers in formularize and implementing labour welfare

THEORIES/ APPROACHES OF LABOUR WELFARE:

The various approaches of labour welfare reflect the attitudes and beliefs of

the agencies which are engaged in welfare activities. Different approaches of

labour welfare reflect the evolution of the concept of welfare. The study of

approaches to labour welfare is desirable for the management, the workers and the

general reader. For the general reader, a study of approaches is essential becausehis/her knowledge of the subject is incomplete without knowledge of these

approaches and to have the knowledge of these approaches enables the manager

and the worker to have a better perspective on welfare work.

The following are theories which the company follows


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Policing theory Religion theory Philantrophic theory Public relation theory Trusteeship theory Placating theory Functional theory Social theory

STATUTORY & NON STATUTORY WELFARE PROVISIONS:

INTRODUCTION:

Labour welfare has both positive and negative sides associated do it on the positive

side, it deals with the provision of opportunities which enables the worker and his

family to lead a good life, socially, personally, as well as help him to adjust to

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

functions in order to neutralize the baneful effects or large scale industrialization

and labor problems which have evolved in the process of this transition. The

employee welfare scheme can be classified into two categories viz, statutory and

non-statutory welfare schemes. The statutory schemes are those schemes that are

compulsory to provide by an organization. The non-statutory schemes are differentfrom organization to organization, from industry to industry, from country to

country and from time to time.

The classification of the labour welfare is based on dividing industrial welfare

working to three categories.

Statutory Non-Statutory

STATUTORY WELFARE PROVISIONS:


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Statutory welfare is composed of those provisions of welfare work which depend for

their implementation on the coercive power of the government. The government enacts certain

rules in regard to labor welfare in order to enforce the minimum standard of health & safety of

the workers. Employers have to observe the rules relating to working conditions, hours of work,

hygiene, safety, light, ventilation, sanitation etc. These are amenities that are to be provided

necessarily to employees as per different legislations of the Government.

The statutory welfare provisions are as follows: Drinking water facility

Facility for siting

First aid appliances

Latrines

Canteen facility

Lighting facility

Washing facility

Changing room

Rest room

NON - STATUTORY WELFARE PROVOSIONS:

There are employers who have taken the lead and provided a wide variety of

welfare amenities to their employees.

Many non statutory welfare provisions may include the following schemes:

Personal health care

Flexi time

Employee assistance programme

Harassment policy

Mediclaim insurance scheme

Welfare facilities at G.A.C.L


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G.A.C.L gives following welfare facilities to employee

Education expense and assistance:

GACL give their employee tuition fees @ Rs 800 p.a per child, uniform expenses @ Rs 450 p.a

per child and for books and note-books Rs 300 up to 7th

std, Rs 400 from 8th

to 12th

std and above

12th

std Rs 750 p.a per child. This payment shall be made twice in a year.

Subsidized canteen facility:The canteen coupons rate at GACL for employees is: issue coupons of Rs 46 and Rs 725

per month in cash are payable to shift employees and Rs 44 or Rs 63 per month in cash are

payable to general shift employees.

Medical reimbursement

The company has made arrangements of treatment in ease hospitalization. In Baroda with M/S

Bhailal Amin general hospital, M/S Narhari Arogya Kendra, M/S Unity hospital and M/S Patel

hospital Bharuch. The employee is issued reference letter if he/ she or dependent family

members are hospitalized at any of above hospital.

Bonus Uniform Housing and vehicle loan Food grain advance Gardening advance Safety item etc

The other facility and benefits of leave available to employee are

LEAVE RECORD / NATURE OF LEAVE:

PL working of 11 days : 1 day

CL yearly : 12 daysSL yearly : 10 days

Accident leave : minimum 1 day and maximum 90 days or It may extend of approval

of M.D.Special leave : 6 days leave for a family planning in case of Wife employee self

Undergo for operation.


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Leave for a spot : As per Mgt. approval as and when require for a participate in

tournament

Short Leave : two hours in a calendar month for a onetime

LEAVE FOR TRAINING:

PL after one year :15 days

CL and SL : Every 36 days 1 day

LEAVE FOR APPRENTICE:

PL : Nil

CL : 12 days

SL : 15 days

Others facilities available t Family Planning Awards:-

NO OF CHILDRENCASH AWARDED

(ONCE IN LIFE TIME)

After one child 5000

After second child 3000

After third child 1000

For more than three children 750

Long Service Awards:-

NO OF YEARS COMPLETED BY THE

EMPLOYEES

SLIVER MEDALLION

10 years 300 gm

15 years 350 gm

20 years 400gm

25 years 500gm

30 years 600gm

35 years 700gm

40 years 800gm


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Employee Children Marriage Loan:

For employees children marriage, a loan of Rs 50000 is given per child and maximum for 2

children. This loan amount is recoverable in maximum 60 EMIS and @ 8% p.a.

BENEFITS

PROVIDENT FUND:

As per Provident fund Act, 12% of Basic Pay plus Dearness Allowance is deducted from

employees salary and company is equally depositing in Provident Fund Account.

LONG SERVICE AWARD:

All the staff employees who are continuously serving for the company and after the completion

of 20 years will be reimbursed the service award of 500 Grams and after completion of 25 years

will be reimbursed the long service award of 750 Grams of silver medal.

SICK LEAVE:

Sick leave is admissible for 12 days in a calendar year. Medical as well as fitness certificates are

required to be submitted if the leave applied for is more than 3 days. Sick leave can be encashed

at the time of retirement and in case of resignation provided that 10 years of service in the

company is completed at the time of leaving on resignation. In case of death, balance Sick Leave

shall be encashed and paid to his/her legal heir.

CASUAL LEAVE:

Casual Leave is admissible for 12 days in a calendar year. If not availed, are merged with the

Privilege Leave at the end of the calendar year. Sundays, holidays and Weekly off days falling

before, after or within the period of casual leave are not counted as part of casual leave. It can be

availed to a maximum of six days at a stretch.

MATERNITY LEAVE:


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Outdoor guest facility

Credit society facility

Health club facility

Group insurance facility

Labour welafare officer:

The importance of labour officers in Indian industry was realized as 1931. When the Royal

Commission on Labour recommended their appointment m order to protect the workers. The

commission observed.

the post of the labour officer was instituted initially to:

o Eliminate the evils and malpractices of the jobber system .

o Develop and improve labour administration in mills.

o Serve as a liaison with the State Labour Commissioner.

Where the number of

workers exceedBut does not exceed

No. of Assistant Additional

Welfare Officers

500 2500 One Welfare Officer

2500 3500 One Asstt. Welfare Officer

3500 4500 One Addl. Welfare Officer

4500 6500One Addl. Welfare Officer.

One Asstt. Welfare Officer

6500 8500 Two Addl. Welfare Officer

8500 10500

Two addl. Welfare Officer

and

One Asstt. Welfare Officer

10500 - Three Addl. Welfare Officer

LIMITATION OF STUDY

Perhaps a wider sample will be given better perspective which is thelimitation of the researcher.

Respondent would be biased in giving response to the questionnaire.


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The study to a certain extent limit by the vastness of the canvas and the timeavailable with the researcher for this assignment.

The issue is multiple perspectives, evidenced by the large number of theoriesthat abound on the subject and the enormous literature available. It thus requires

enormous perspicacity and a judicious use of literature.

EXPECTED CONTRIBUTION FROM THE STUDY AND CHAPATRISATION

Sr. NoS TOPIC

1 HISTORY OF GACL

2 COMPANY PROFILE

3 CORPORATE PROFILE

4 VISION

5 GOALS

6 AWARDS & RECOGNITIONS

7 MILESTONE

8 DIFFERENT POLICY OF G.A.C.L FOR

WELFARE FACILITIES

9 CORPORATE SOCIAL RESPOSIBILITY

10 SWOT ANALYSIS OF GACL

11 HUMAN RESOURCE DEPARMENT OF G.AC.L

12 A PROJECT ON WELFARE FACILITIES

13 LABOUR WELFARE

- HISTORICAL DEVLOPMENT

- INTRODUCTION

- PRINCIPAL

- APPOROCHES

14 WELFARE FACILITIES AT GACL

15 RESEARCH METHODLOGY,TOOLS &

TECHNIQUES AND ANALYSIS


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16 CONCLUSIONS

716

BIBLOGRAPHY

Synopsis of the Project Aesha

Documents