1.1 INTRODUCTION
MEANING OF WELFARE:
Welfare means faring or doing well. It is a comprehensive term
refers to the physical, mental, moral and emotional well being of
an individual. The term welfare is also relative concept it is
relative to time and place and it differ from place to place, time
to time.
Definition:
Employee welfare is defined as anything done for the comfort and
improvement, intellectual of the employees over and above the wages
paid which is not a necessity of the industry.
Employee welfare is means efforts to make life worth living for
workmen. These are the extra benefits added to the job seekers.
These Efforts have their origin either in some statute formed by
the state or in some local custom or in collective agreement or in
the employers own initiative.
Labour welfare is a comprehensive term including various
services, benefits and facilitates offered to employees by
employer. The labour welfare amenities are extended in addition to
normal rewards available to employees as per the legal provisions.
Labour welfare work is work for improving the health, safety and
general well-being and the efficiency of the workers beyond the
minimum standards lay down by labour legislation. Welfare measures
may also be provided by the government, trade unions and
non-government agencies in addition to the employer .The
significance of welfare measures was accepted as early as 1931,
when the Royal commission on labour stated. The benefits are of
great importance to the worker which he is unable to secure by
himself. The schemes of labour welfare may be regarded as a wise
investment because these would bring a profitable return in the
form of greater efficiency.
The concept of labour welfare is flexible and elastic and
differs widely with times, region to region, industry, country
social values and customs, degree of industrialization and general
Socio-economic development of people.
Importance of Employee Welfare
To win over employees loyalty and increase their morale.
To give expression to philanthropic and paternalistic
feelings.
To combat trade unionism and socialist ideas.
To develop efficiency and productivity among employees.
To save oneself from heavy taxes on surplus profits.
To build up stable workforce and absenteeism.
To earn good will and enhance public image.
To reduce the threat of further government interventions.
To make recruitment more effective.
Employee welfare in HRM:
Employee welfare means efforts to make life worth living for the
workmen. According to Todd employee welfare means anything done for
the comfort and improvement, intellectual or social, of the
employees over and above the wages paid which is not necessity of
the industry.
According to Industrial Labour Organisation (ILO):
Labor welfare may be understood and including such services
facilities and amenities which may be established in vicinity of
undertaking to perform their work in healthy and congenial
environment and to avail of facilities which improve their health
and bring high morale.
Features of Employee Welfare:
Employee welfare is a comprehensive term including various
services, facilities and amenities provided to employees for their
betterment.
The basic purpose is to improve the lot of the working
class.
Employee welfare is a dynamic concept.
Employee welfare measures are also known as fringe benefits and
services.
Employee welfare measures may be both voluntary and
statutory.
Objectives of Employee Welfare:
The main objective is to make worker happy, healthy, committed
and loyal. It is that employers with a progressive outlook have
always invested heavy amount in enriching the life of workers.
TYPES OF WELFARE FACILITIES
According to ILO, welfare facilities are of two types INTRAMURAL
and EXTRAMURAL welfare facilities.
Intramural:
Which are provided with in the establishment such as drinking
water, toilets, crches, washing, bathing, facilities, restrooms,
uniform, protective clothes, recreational facilities, canteens,
subsidiary food, and medical aid .
Extramural:
Which are undertaken outside the establishment such as housing,
educational facilities, maternity benefits, transportation, sports,
leave travel, vocational training, co-operative societies, fair
price shops, social insurance
Labour Welfare May be Divided in to Two Categories:
1. Statutory welfare:
Statutory welfare programs comprising the legal provision in
various pieces of labour legislations.
2. Non statutory welfare:
Non statutory is voluntary welfare programmers which are
undertaken by employer for their workers voluntarily for e.g.
education, housing, transportation, recreational facilities
etc.
AGENCIES OF EMPLOYEE WELFARE:
The agencies of employee welfare are
1. Central government:
The central government has made provisions of certain welfare
facilities for the employees under factories act 1948, the mines
act 1952, the plantation labour act 1951, the beedi and cigar
workers act 1966 and contract labour act 1970.
2. State government:
Government in different states and union territories provide
welfare facilities to workers. State government prescribes rules
for the welfare of the workers and ensures compliance with the
provision under various labour laws.
3. Employers:
Employers in India in general looked upon welfare work as
fruitless and barren though some of them indeed had done pioneering
work.
4. Trade unions:
Labor unions contribute their share for the betterment of the
employees. In India trade unions have done little for the welfare
of the workers but few sound and strong unions have been the
pioneering in this respect e.g. Textile Labour Association of
Ahmadabad and the railway mens union and the Amador Sabah of
Kanpur. Theseassociations runs
1. Twenty five cultural and social centers.
2. Schools for workers children, reading rooms, libraries and
gymnasiums
3. Dispensaries and maternity homes.
4. A co-operative bank, with which a number of housing
societies, consumer societies and credit societies are
affiliated.
5. Office offering legal help to members.
6. Training programmers in the principles and practices of trade
unionism.
7. A bi-weekly, the Amador sands.
5. OTHER AGENCIES (VOLUNTARY AGENCIES):Some philanthropic,
charitable social service organization like sea sedan society, the
maternity and infant welfare association, the YMCA, the depressed
classs mission society and the womens institute of Bengal.
1.2 INDUSTRY PROFILE
Introduction to BHEL Corporation
Bharat Heavy Electrical Limited (BHEL) is the largest
Engineering and manufacturing Enterprise in India in the energy
related and infrastructure sector today. It has presence in more
than seventy six countries spanning all the six continents of the
world. With the grant of MAHARATNA status, the company will be able
to pursue several growth opportunities in the areas of
Transportation, Renewable, and Transmission etc. In addition to its
core area of power generation. It will also enable the company for
equity participation in large size international projects to gain
access to technology, engineering materials and market. In
2013-2014, BHEL has declared a provisional turnover of Rs.40366
cores with an outstanding order book of about 1, 01,538 cars.
The Birth of BHEL
The beginning of BHEL can be traced to its roots in the planning
commission in Feb. 1947 when the advisory board of the commission
recommended the need to set up indigenous power equipment
manufacturing plant. With the establishment of Heavy Electricals
(India) Limited at Bhopal in 1956 under the collaboration of AEI
(UK), India laid its foundation for self sufficiency in production
of Heavy Electrical Equipments. In the next five years, three more
plants were started by government of India at Touchy, Hyderabad and
Hardwar under a different company known as Bharat Heavy Electrical
Limited. In pursuance of the recommendations of the action
committee on Public Enterprises, the operations of all the four
plants were integrated from July 1972. The BHEL Corporation was
formed in January 1974 and HE (I) L, Bhopal was merged with
BHEL.
Today BHEL has 17 manufacturing divisions, 4 power sector
Regional centers, 4 overseas offices,1 subsidiary and over 100
project sites, service centers etc. BHEL caters to six major lines
of business i.e. power, industry, Transmission, Transportation, oil
and Electronics. The company has the capabilities for executing
power projects from concept to commissioning. BHEL is also foraying
into Renewable business.
BHEL has acquired certifications to Quality Management Systems
(ISO 9001) Environment Management System (ISO 14001) and
occupational health and safety management systems (OHSAS 18001)
also well on its journey towards Total Quality Management.
PRODUCTS & SERVICES:
BHEL manufactures a wide range of product and systems for
thermal, nuclear, gas, and hydropower paints to meet customer
requirements for power generations, transmissions and utilization.
BHEL overall installed capacity in India.
Introduction :-
BHEL with decades of experience and over 1000 turbines has
comprehensive know how and know why of Steam Turbines covering
system design, engineering, manufacturing, erection &
commissioning.BHEL Hyderabad started manufacturing steam Turbine in
mid sixties with Technologies from Skoda Czechoslovakia & later
since mid seventies with Siemens collaboration.
In Industrial applications, production process and thus the
steam parameters and flows decide the turbine selection.This makes
each industrial turbine design an individual solution,with very
special design features.BHEL has provided specific solutions with
built-in reliability for a wide spectrum of industries using
building block concept which is being continuously improved.
BHEL steam Turbines cover the whole range of requirement from
Power (Captive power & utility), Drive, cogeneration , Solar
applications and Combined Cycle power plants encompassing
comprehensively all requirement for industry /utility sectors in
range of 3-150 MW.
Introduction:-
BHEL manufactures a complete range of centrifugal compressors
for all major compression applications. They are used in oil &
gas production, gas transportation, refinery and petrochemical
industries, fuel gas boosting and other similar processes. Our
licensor GE holds the record for centrifugal compressor
applications having designed and manufactured the first high
pressure compressor for ammonia and urea plants, the most powerful
compressors for offshore applications (over 30,000 HP) and
re-injection compressors with delivery pressures as high as 10,000
psi(700 bar). Specific requirements are met by custom configuring
each compressors using standardized advance technology components
proven over a wide range of process conditions. This approach
delivers reliable, high performance compressors for natural gas,
refinery, petrochemical, and newer applications. Skilled staff of
local engineers and technicians provides on-site technical support
for installation, commissioning , overhaul, repair and maintenance
of our equipment. Steam turbine, Gas turbine, Electric motor and
VFD Systems can be provided for driving the compressors. BHEL can
provide complete solution involving Driver, Compressor, Heat
Exchangers, Piping, Electrical and Instrumentation, erection and
commissioning, civil works.
Introduction:-
Bharat Heavy Electricals Limited (BHEL) is today the largest
engineering and manufacturing enterprise of its kind in India. BHEL
has a wide range of products of Thermal, Hydro and Nuclear power
stations, Transmission, Transportation, Oil & Gas and
Non-Conventional Energy.
Ranked among the top 12 manufacturers of power generating
equipment in the world, BHEL has spread its operations over a vast
network of 14 manufacturing units, with ISO 9001 certification of
BVQI, besides a number of service divisions across the country,
each striving for excellence in products, performance and
service.
To meet stakeholders expectations, BHEL lays great emphasis on
the continuous up gradation of products and related technologies
and development of new products so as to remain competitive &
future ready. The company has upgraded its products to contemporary
levels through continuous in-house efforts as well as through
acquisition of new technologies from leading engineering
organizations of the world.
Steam Surface Condensers
Surface Condensers for Steam Turbines upto 154 MW in utilities,
combined cycle power plants, industrial plants and process plants
have been supplied. Surface condensers for cooling water chemistry
varying from the softest water to the most corrosive brackish water
can be given. Condensers with Admiralty Brass, Aluminum Brass,
Copper-Nickel 90-10&70-30, Carbon Steel and Stainless Steel
tubes with Ferrous and Non-Ferrous tube sheets have been
supplied.
Air Evacuation Systems
Introduction:-
Matching air evacuation systems namely Steam Jet Air Ejectors or
Vacuum Pumps for the Surface Condensers are also supplied by BHEL
as part of the condensing system package. While the SJAE are
designed, manufactured and tested at BHEL Hyderabad, the vacuum
pumps are bought out from reputed parties.The Ejectors are of
two-stage design complete with their inter and after condensers and
a high capacity quick evacuation starting ejector with silencers.
Ejectors for both horizontal and vertical mounting have been
supplied.
Feed Water Heaters
The product range covers both low and high pressure Feed Water
Heaters for utility sets upto 500 MW rating and also for industrial
applications. Some of the salient feature are:
Overlay of tube sheets for H P Heaters with material compatible
with tube material
Split flow De-Superheating zone
Double shroud Drain Cooling zone
Expansion ring in pass partition plate
Self sealing man way
All welded construction
The Heaters are designed for vibration free and reliable
performance at critical off design conditions such as, VWO
condition, operation of heater with lower heater out of service
etc. The design takes care of load transients. BHEL has supplied
single bank Heaters for 500 MW rating thus qualifying to make
heaters upto 1000 MW (double bank). BHEL has also supplied Duplex L
P Heaters (combination of LPH- 1& 2 in one shell) and mounted
in condenser dome for 2 x 130 MW Jindal Tractebel Power Co.
Ltd.
Deaerators
As the name suggests, Deaerator is meant to remove mechanically
the dissolved oxygen and other non-condensible gases from the feed
water going to boiler.
BHEL is one of the few organisations in the world which has
designed, manufactured and supplied all the four types of
Deaerators, namely.
i. Tray type
ii. Spray type
iii. Spray-cum-Tray type and
iv. Spray-cum-Tray-cum-Re boiling type
Field tests have given us dissolved oxygen content of less than
7 ppb (0.005 cc/lt).
All types of Deaerators are suitable for variable pressure
operation.
Inter Stage Gas Coolers
Introduction:-
The Gas Coolers handle a variety of gases normally encountered
in the fertilizer & Petrochemical Plants. These include Air,
Ammonia, Synthesis gas, Carbon-di-oxide [ wet & dry], Nitrogen,
Freon, Hydrocarbons, and Raw gas (highly hazardous and corrosive).
Exchangers with gas on shell side have been supplied to those
customers who have shown such preference. Heat Exchangers with no
tube in window design for very low gas pressure drops have been
given.
Process Heat Exchangers
Process Heat Exchangers handling a variety of fluids both an
shell side and tube side for various applications in refineries,
petrochemical plants have been supplied to both BHEL's own design
and to customers'/consultants' design.
Barge Mounted LPG Bullets
Barge mounted LPG Bullets for transporting LPG from ships on the
high seas to in-land storage facilities have been supplied. All
activities were done as per Lloyd's Rules under Lloyd's
Inspection.
Storage and Mounded LPG Bullets
Storage and Mounded type Bullets for storage of LPG have been
supplied on a turnkey basis. BHEL's shop, welders and the welding
procedures are approved by the Chief Controller of Explosives
[CCOE], Nagpur, the statutory authority.
Air Cooled Heat Exchangers
Air Cooled Heat Exchangers for applications such as Cooling
Water Modules, Air Blast Oil Coolers and Refinery Gas coolers are
supplied by BHEL.
Air is used to cool the process fluid where water, the
conventional coolant, is scarce.
These are finned tube heat exchanger bundles. The process fluid
flows through the tubes and air over the tubes. Air flow by
induced/forced draft' is created by means of axial flow fans.
Most commonly used in tubes are G or L type. Tube material is
Carbon Steel, Admiralty Brass, Aluminum Brass, Stainless Steel with
Aluminum fins. Fans are of hollow blade Aluminum construction for
less weight and low power consumption.
The header design can be either plug type or flanged type based
on customers'/ customers' preference.
The total unit comprising of finned tube bundles, pumps, motors,
piping arrangement with necessary structural are supplied.
Materials Used
In the various Heat Exchangers and Pressure Vessels, materials
such as Corbon Steel, Alloy Steel, Stainless Steel TP
304/304L/316/316L, non-ferrous such as Admiralty Brass, Aluminum
Brass, Cu-Ni alloys, Naval Brass, Aluminum Bronze, Muntz metal are
being regularly used. As and when required over-layed/ cladded
plates, rubber or FRP lined components have been successfully used.
Special materials such as alloy steels with compositions 1Cr-1/2
Mo, 2Cr-1Mo and 5Cr-2Mo (P4 and P5 Group) materials have also been
employed.
Special Facilities
Introduction:-
Apart from good optimised design, correct manufacturing
technology and manufacturing facilities have an important bearing
in the ultimate quality, reliability and performance of the
equipment. Some of the facilities available are :
CNC multi spindle deep hole drilling machine of Kolb Germany,
for drilling tube plates upto 1100 mm thickness.
Hydraulic driven expansion machine of Vernon USA for
tube-to-tube sheet expansion.
Mueller pipe profile gas cutting machine for pipes upto dia 400
mm
Pipe bending machine of URALMASH Russia. For bending pipes upto
dia 219x28 mm thick
CNC multi spindle drilling machine of wadkin UK, for drilling
battle plates and tube plates upto 70 mm thick.
Vertical lathe of HOMMA Japan, (6m turning dia)
Orbital Automatic Tig welding machines of ESAB Sweden and A/c
Machines USA for tube-to-tube sheet welding
CNC multi torch flame cutting machine of SUAG German ( 200mm
thick)
Plasma arc cutting unit for SS (80 mm thick)
Edge planning machine upto 12m length plates)
4-Roll plate rolling machine for forming thick shells
Heat treatment furnace of 5mx5mx15m
Submerged arc strip-cladding machine of ESAB Swden, for
overlaying of tube sheets.
Horizontal boring machine WD 160
Narrow gap welding machine for thick shells
Shot blasting facility of 8m x 8m x 14m Hydrostatic testing
facilities unto 1000 Kg/sq. cm (g)
Overhead travelling cranes of 80 tonnes capacity
Quality and Reliability
Quality of the product is of prime importance of BHEL. To ensure
this, the Quality s assurance and Control Departments report
directly to the Chief Executive. They oversee all aspects of
quality functions, covering design, technology, production,
materials, in-process inspection and testing. In addition to our
own quality control and quality assurance departments, many of the
equipment are made under various third party inspection agencies
such as PDIL, EIL, Lloyd's. TCE, DAE, NTPC, DOB (AP), TUV, BVQI,
etc. Customer / contract specific Quality Plans are developed to
ensure compliance with specification / standards at various stages
viz., engineering, materials procurement manufacturing and testing.
The prime NDT facilities available in-house are:
Radiography (X-ray) equipment - 300 KV 5 Ma Gamma ray equipment
- Iridium 192, 50 Curie, Cobalt 60,60 Curie Ultrasonic flow
detectors - 10m depth - 1 to 16 M Hz Magnetic crack detector - 6000
A HWDC Digital ultrasonic flaw detector (upto 10m depth)
In recognition of the QA programs and the implementation of
systems and practices in all areas of operation, ASME has been
awarding the prestigious 'U' Stamp certificate to BHEL Hyderabad
since 1984. In June 1998, BHEL has been awarded the ASME 'U2' Stamp
certificate also.
Service After Sales
BHEL accords the utmost importance to "Service after Sales".
BHEL has an all-India service network with regional headquarters in
the four regions of the country. This is backed by core Field
Support Services and Field Engineering "Service groups located in
Hyderabad.
Proven Performance
Introduction:-
Starting its first supplies in 1965-66 as on a March 1999, BHEL
Hyderabad has supplied about:940 Feed Water Heaters ( including 67
HP Heaters and 62 LP Heaters for 17 n nos. 500 MW Power Plants in
India),240 Deaerators (including 16 nos. for 500 MW Power Plants in
India),340 Surface Condensers with matching Air Evacuation Systems,
535 Heat Exchangers, and385 Pressure Vessels.Heat Exchangers have
been exported to Malta, Cyprus, Egypt, Malaysia, Oman, Saudi
Arabia, etc.
Renovation & Modernization
With the experience gained over the years, BHEL is now fully
geared to rake up refurbishment/power plant improvement projects in
a big way. The scope includes system study, recommendation,
engineering, manufacturing, testing, erection and commissioning of
the equipment. The vast reference list and successful operation of
the various Heat Exchangers supplied is a testimony of BHEL's
performance.
Introduction:-
BHEL manufactures a complete line of Heavy Duty Industrial Gas
turbines for all utility and Industry applications. They are
installed in Refineries, Petrochemical plants, Gas compression
stations, and Power generation plants in India and abroad. BHEL has
long-standing experience in manufacturing Gas turbines dating back
to 1986 when a Collaboration agreement was established with GE
(U.S.A.) to complement the existing portfolio of products. A proven
combination of sound design and quality assurance techniques places
these gas turbines among the world's most reliable machines. Basic
models produced by BHEL cover the 25,000 to 290,000 kW power range.
Extensive research and development, advanced design procedures,
modern manufacturing technology and on-site experience are behind
the success achieved by BHEL gas turbines. BHEL has already
installed over 190 gas turbines with cumulative fired hours of over
13 million. Apart from India, BHEL machines are working in
Bangladesh, China, Iraq, Malaysia, Oman, Saudi Arabia, Srilanka and
Kazakhstan.
Introduction:-
BHEL Ramachandrapuram Unit has acquired considerable experience
in the design and manufacture of various important types of pumps
required for the thermal power plants like the Boiler Feed Pump,
Boiler Feed Booster Pump, Condensate Extraction Pump and Cooling
Water Pump.
Starting its manufacturing activities in mid sixties, the pumps
were designed and manufactured for 60 MW, 110 MW and 210 MW under
technical collaboration with M/s. Sigma Lutin of Czechoslovakia.
Over the years, hundreds of pumps have been manufactured and
supplied with this design and have earned a good reputation for
their robust design, trouble-free operation and reliable
service.
In order to meet the requirements of higher efficiency pumps for
210 MW units and large capacity pumps for 500 MW units,
collaboration was entered in 1980 with M/s. Wier Pumps Limited,
U.K., who are acknowledged as one of the leading manufacturers of
pumps in the world. With this, BHEL has geared itself to meet the
market demand of cartridge design pumps with high efficiency and
reliability.
In 2007, BHEL Hyderabad has entered into collaboration with M/s.
Mitsubishi Heavy Industries, Japan to manufacture pumps for
super-critical thermal power plants up to 1000 MW and thus taking a
major stride towards meeting the demands of market with the
advanced state-of-the-art super-critical power plant
technology.
With this, BHEL has geared itself to meet the market demand of
cartridge design pumps with high efficiency and reliability.
1.3 COMPANY PROFILE
Evolution and Growth of BHEL Hyderabad unit
The Hyderabad unit of BHEL is located at Ramachandrapuram which
is around 30 km from the historic city of charminar. Foundation
stone of the plant was laid in 1959 and the foundation commenced in
the year 1965. The unit was set up mainly to manufacture 60mw and
110 mw steam Turbo generator sets for state Electricity Boards and
also 12mw TG sets. From this small beginning, the Ramachandrapuram
unit has been growing steadily in different phases of development
and today it caters to a wide spectrum of business in power,
industry, transmission, oil and gas. It now boasts the largest
number of products under a single roof as compared to any of the
other BHEL units.
As a member of the prestigious 'BHEL family', BHEL-Hyderabad has
earned a reputation as one of its most important manufacturing
units, contributing its lion's share in BHEL Corporation's overall
business operations.
The Hyderabad unit was set up in 1963 and started its operations
with manufacture of Turbo-generator sets and auxiliaries for 60 and
110 MW thermal utility sets.
Over the years it has increased its capacity range and
diversified its operations to many other areas. To day, a wide
range of products are manufactured in this unit, catering to the
needs of variety of industries like Fertilizers & Chemicals,
Petrochemicals & Refineries , Paper, sugar, steel , etc.
BHEL-Hyderabad unit has collaborations with world renowned MNCs
like M/S General Electric, USA, M/S Siemens, Germany, M/S Nauvoo
Pig none, etc. Major products of our units manufacture include the
following.
1. Gas turbines
2. Steam turbines
3. Compressors
4. Turbo generators
5. Heat Exchangers
6. Pumps
7. Pulverizes
8. Switch Gears
9. Gear Boxes
10. Oil Rigs
11. Project Engineering
COMPANY VISION, MISSION AND VALUES:
Vision:-
A global Engineering enterprise providing solution for better
tomorrow.
Mission:-
Providing sustainable business solution in the field of Energy,
Industry and Infrastructure.
VALUES:-
Governance:- We are stewards of our shareholders investments and
we take that responsibility very seriously. We are accountable and
responsible for delivering superior results that make a difference
in the lives of the people we touch.
Respect:-We value the unique contribution of each individual. We
believe in respect for human dignity and we respect the need to
preserve the environment around us.
Excellence: - We are committed to deliver and demonstrate
excellence in whatever we do.
Loyalty: - We are loyal to our customers, to our company and to
each other.
Integrity: - We work with highest ethical standards and
demonstrate a behavior that is honest, decent and fair. We are
dedicated to the highest levels of personal and institutional
integrity.
Commitment: - We set high performance standards for ourselves as
individuals and our teams. We honour our commitments in a timely
manner.
Innovation: - We constantly supports development of newer
technologies, products, improved processes, better services and
management practices.
Team work: - We work together as a team to provide best
solutions & services to our customers. Through quality
relationships with our stakeholders we deliver value to our
customer.
BHEL Bharat Heavy Electricals Ltd
Parent Company
BHEL
Category
Electrical Equipment
Sector
Energy Power and Industrial Equipment
Tagline/ Slogan
-
USP
An integrated power plant equipment manufacturer and one of the
largest engineering and manufacturing companies in India in terms
of turnover
STP
Segment
Power Transmission Sector, Oil and Gas, Industrial Equipment,
Telecommunication Area, Non-Conventional Energy
Target Group
Power distribution &Power generation companies, Oil and Gas
Companies, Telecommunication Industry
Positioning
An umbrella organization for providing total business solution
to public and private sector customers
SWOT Analysis
Strength
1. Strong engineering base and stable industrial relationship2.
Has been making profits continuously and paying dividends since
1974
3. Great support from the collaborators has helped it to acquire
modern technology and transform it to suit Indian conditions
4. Huge customer base in domestic business leading to major
presence and influence in the market
5. More than 190 products and 30+ major product groups
6. Ability to deliver high quality products at a competitive
price
Weakness
1.Inability to provide to give suppliers credit, soft loans and
financing of power projects
2.Longer delivery cycles when compared with other international
competitors
3.The company lacks effective marketing infrastructure
Opportunity
1. There is a huge demand of power and is expected to grow
further2.Ageing power plants need more service and spare parts3. As
it cost competitive, it has potential export opportunities
Threats
1.Increased competition both national and international
companies2. Foreign competitors rapidly spending on promotion
tactics3. Consolidations in the industry have reduced the turnover
of the company
Phase. I (1959-70)
During this phase, the Hyderabad unit entered into collaboration
agreement with M/s.Technoexport, Czechoslovakia in 1963, focusing
on setting up the plant and training its manpower for absorption of
technology. The production operation which commenced in 1965 was
inaugurated by our late Prime Minister sriLalBahadurshastri. The
first 12mw steam turbines were produced in 1966. In the next 3 to 4
years, first 110mw and 60mw steam turbo generator sets were
produced.
Phase. II (1971-78)
The expected market for 60mw and 110mw did not pick up the
customer opting for 200 mw sets and above, in this phase
development is done through a flurry of strategic diversification
into varied products. This period can be called as the golden age
of Hyderabad unit.
Phase. III (1979-85)
With the consolidation of different products, BHEL Hyderabad
sought technology up gradation as its next phase. By this time
custom era had become more discerning at competitive prices. This
period saw the unit crossed the Rs.100 mark in sales turnover.
Phase. IV (1985-91)
Not satisfied with the growth, Hyderabad unit began to explore
the market to introduce new products for meeting customers need.
During this phase of market orientation, the following products
were introduced.
Gas turbines.
Tube mills with M/s Stein industry, France.
Work over and mobile rigs with M/s Ingersoll Rand, USA.
Establishment of project engineering division for Gas Turbine
based projects.
The unit crossed Rs.600 croremark in turnover in this perio
Phase. V (1992-2002)
This was by far the most turbulent phase in the history of the
unit. The competition became intense. BHEL Hyderabad faced the new
challenges through various strategic manoeuvres. Despite the
adverse environment, this phase saw the unit coming out with flying
colours crossing Rs.1500 crore marks and establishing its presence
in the International market.
Phase. VI (2003-2012)
The power sector is witnessing a steep growth. The government
wanted to increase the installed capacity to 3lakh MW by 2016-17.
This requires BHEL to complete, its prestigious 20,000MW
capacity
Addition plan so as to meet the higher order inflow. BHEL
Hyderabad invested around Rs.1004.4 croresbetween 2007-13 and plans
to establish CNC equipment upgrading for 270 mw generator
manufacturing for the year 2014-2015.
Phase. VII (2012-17)
The unit has formulated its Divisional plan 2017 covering the
strategies and action plans for the period 2012-17 with the
objective of consolidating business and sustaining the growth. The
implementation focuses on 6thrust areas viz.-
Capability enhancement
Accelerated project execution
Product cost competitiveness and quality
CSR ACTIVITIES
HPEP Hyderabad during the year has provided/contributed for the
following during the
year as part of CSR activities.
Renovation of infrastructure facilities in SC/ST girls
residential school, chitkul, Nr.Isnapur.
Furniture to a school runs for benefit of destitute children at
Vikarabad by M/s Yagna Trust.
Support to ITI Lanther, by providing apprenticeship training to
their students at BHEL Hyderabad.
Renovation of school building in BHEL Township.
Medical camp and blood donation camps are organisedfor the
welfare of the society. Also, as art of CSR initiatives vision to
all BHELs call and organ donation
AWARDS AND ACCOLADE
HPEP Hyderabad has bagged first prize for EXCELLENCE IN
SUGGESTION SCHEME.
During 15th National suggestion summit organized by INSAAN-NHQ
& NIC, New Delhi, SEVENTEEN employees of HPEP Hyderabad have
bagged awards.
HPEP Hyderabad has received Federation of AP chambers of
commerce and industry (FAPCCI) Award for Excellence in Employee
Welfare Initiatives.
Raj Basha division has bagged town official language
implementation committee (TOLIC) 1st prize in oct 2013.
Seven Quality circles of HPEP Hyderabad have received .Gold
awards by QCFI, Hyderabad chapter & the unit was awarded
Organization supporting QC movement.
CMD shield was given to HPEP Hyderabad on 31.05.2013 for best
implementation of official language for the year 2009-10 and
2010-11.
Children from Abhilasha school for intellectually challenged
have participated in special Olympics-2013,for Asia Pacific Region
at Australian and won Bronze medals in 200m running, shot put and
Bocce events.
OBJECTIVES:
Growth:
To ensure study growth by enhancing the edge of BHEL business
new areas and international operations.
Profitability:
To provide a reasonable and adequate return on capital employed
primarily through improvements in operational utilization and
productivity and general adequate internal resources to finance the
companys growth.
Customer focus:
To built each employee to achieve his potential, by providing
increase standard of product quality performance and superior
customers services.
People Orientation:
To enable each employee to achieve his potential, improve his
capabilities perceives his role responsibility and success of the
company.
Technology:
To achieve technological excellence in operation by developments
of indigenous. Technologies and efficient adaption of imported
technologies to suit business needs and priorities and provide a
competitive advantages to company.
Image:
To fulfill the expectations that of holders, customers,
employees to earn good will and enhance public image.
Performance Highlights of BHEL Corporation
BHEL has retained its market leadership during 2013-2014 even
while operating in difficult business environment. Improved focus
on project execution enabled the company record highest ever
commissioning synchronization of 13,452 mw of power plants in
domestic and international markets.
Financial Performance
During 2013-2014, BHEL recorded a turnover of Rs. 40,366 crores.
Profit before tax (PAT) stood at Rs.3228 crores.
An interim equity dividend of 65.5% was paid for 2013-14,
maintaining the track record of paying dividends uninterruptedly
since 1976-77.
Earnings per share (EPS) were Rs.13.19.
Marketing Highlights
Orders Inflow:
Received a mega EPC order of Rs 7900 crores 3 X 660 MW super
critical units from NTPC North Karanpura.
New Naively Lignite 2 X 500 MW BTG package order with lignite as
fuel.
Spares and services business segment saw an order inflow of
Rs.3, 433 cores, a 19% increase over that of Rs.2,885crore in
2012-1
Performance Highlights (2013-14)
(Key parameters of Performance in Cores)
INDICATOR
ACTUAL
2011-12
ACTUAL
2012-13
FLASH
2013-14
FLASF
2014-15
TURNOVER
7004
6492
5274
5607
VALUE ADDED/EMPLOYEE
(Rs.In Lakhs)
49
49
56
45
PROFIT BEFORE TAX
1606
1558
1008
1010
ORDER BOOK O/S
3629
3919
3724
2773
ORDER BOOK RCPT
3409
2352
2670
5646
PHYSICAL EXPORTS
282
163
171
146
ACHEIVEMENTS
Financial
Rising trend of debtors is arrested.
Became cash surplus after a gap of 4 years.
Commissioning
All time high 13,452 MW of power plant equipment synchronized /
commissioned including 11,266 MW utility, 1,698 MW
captive/Industrial sets in the country and 488 MW in overseas
market.
Commissioning of first BHEL manufactured subcritical set of 600
MW for NTPC Barh.
Commissioning of first 800 MW boilers for APPDCL at
Krishnapatnam.
Manufacturing, Testing and Supplying of new generation AC-DC
variable frequency drive (VFD) 2000 HP oil Rig to ONGC.
R & M Business
BHEL achieves yet another milestone with successful renovation,
modernization and up rating of first 200 MW thermal set in the
country; Extends working life by 15-20 years.
Performance of Equipment
Plant load factor of all BHEL supplied sets is 1.6% more than
India average.
35 BHEL sets have achieved a PLF over 90%.
79 sets achieved a PLF of 80-90%.
Technology and Innovation
R & D investment at 1,122 core which is 2.78% of
Turnover-compared to 2.49% in last year.
434 patents were filled in the year 2012-2013.
Engineering New Growth Areas
Power sector
Optimized TG building and BOP layout in civil structural design
at 2 x 600 MW Surathgargh super critical TPS.
Layout for air cooled condenser is developed for OPG Gujarat 150
MW.
ORGANIZATIONS JOB STRUCTURE
Executive Grade
Chief Managing Director
Executive Director
General Manager (e8)
Additional General Manager (e7)
Senior Deputy General Manager (e6 a)
Deputy General Manager (e6)
Senior Manager (e5)
Manager (e4)
Deputy Manager (e3)
Senior Engineer/Senior officer/Senior Executive (e2)
Engineer/Officer/Executives (e1)
Executive Trainees (et)
1.4 OBJECTIVES OF THE STUDY
1. To identify the various welfare measures in the BHEL
2. To assess the employee satisfaction with regard to welfare
facilities
3. To find out the ways to improve the welfare measures.
1.5 NEED OF THE STUDY
Hence the topic welfare measures gains so much impotence on
HUMMAN RESOURCE MANAGEMENT. Our country feels the necessity of
labour and employee welfare because the developing aimed at repair
economic and social development.
This development is possible through motivating the labour and
employees by providing them with sufficient benefits.
Welfare measures are considered necessary in any organization
for its development and growth.
This is why the government also realized the important of labour
and employee benefits and passed some laws with respect to these
benefits.
The government also feels that the labour and employee should be
provided with decent standard of living.
1.6 SCOPE OF THE STUDY
The scope of the study is to understand the resent welfare
measures adopted in the organization and how BHEL can enhance the
performance of employees by adopting better welfare measure.
The study is extended only to the respondents who working in the
BHEL Ramachandrapura, Hyderabad.
It does not cover all the employees working in BHEL.
Welfare measures study includes both statutory and non-statutory
measures and mutual welfare measures.
The study also helps the organization to make necessary changes
in welfare programs.
1.7 LIMITATIONS OF THE STUDY
The respondents had the fear that the questionnaire may be shown
to the management.
The data obtained is qualitative but not quantitative and it is
subjected to human error.
Few employees refused to answer the question.
The number of employees in BHE,Ramachandrapuram,Hyd,is more,
so
Sample size is limited to 102
The findings and conclusions are based on knowledge and
experience of the sometimes may subject to bias
REVIEW OF LITERATURE
Welfare Measures
After Second World War, govt of India for the first time
launched schemes for Labour Welfare in there ordinance, ammunition
and other war industries to increase the productivity of the
workers and to keep up their morale. With the achievement of
independence and emergence of India as a Republic, efforts in
improving welfare measures in Industries were intensified. Since
then various legislation were passed bringing the matters connected
with preview of different labour laws.
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 to 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.
Labor 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.
Legal Provisions Which are Statutory for Providing Welfare to
the Employees
The following acts are included for statutory welfare facilities
to the employees.
1. The Factories act 1948.
2. The Mines act 1952.
3. Plantation labour act 1951.
4. The motor transport workers act 1961.
5. The contract labour 1970(Regulation and abolition act).
Definition of Employee Welfare
The ILO (International Labour Organization) defined, welfare as
a term which is understood to include such services and amenities
as may be established in or the vicinity of undertaking to perform
their work in healthy, congenial surrounding and to provide them
with amenities conductive to good health and high morale.
According to Arthur James Todd, welfare as anything done for the
comfort or improvement and social of the employees over and above
the wages paid, which is not a necessity of the industry.
Meaning of Employee Welfare
Employee welfare means, such services, facilities and amenities
such as canteens, rest and recreation facilities, arrangement for
travel to and for the accommodation of workers employed at a
distance from their home, and such other services, amenities and
facilities including social security measures as contribute to
improve the condition under which workers are employed.
Concept of Employee Welfare
Employee welfare may be viewed as a total concept, as a social
concept and a relative concept. The total concept is a desirable
state of existence involving the physical, mental, moral and
emotional well-being. The social concept of welfare implies, of
man, his family and his community.
The relative concept of welfare implies that welfare is relative
in time and place. Employee welfare implies the setting up of
minimum desirable standards and the provision of facilities like
health, food, clothing housing, medical allowance, education,
insurance, job security, such as to safeguard his health and
protect him against occupational hazards. The worker should also be
equipped with necessary training and a certain level of general
education
Workers Education
Reading room, circulating library, visual education; literary
classes, adult education, social education; daily news review;
factory news bulletin; cooperation with workers in education
services.
Welfare facilities may also be categorized as
(a) Intra-mural and (b) extra-mural.
Intra-mural Facilities
Intra-mural activities consist of facilities provided within the
factories and include medical facilities, compensation for
accidents, provision of safety measures, activities relating to
improving of employment, and the like
Extra-mural Facilities
Extra-mural activities cover the services and facilities
provided outside the factory such as housing accommodation, indoor
and outdoor recreational facilities, amusement and sports,
educational facilities for adults and children and the like.
It may be stated that the welfare activities may be provided by
the employer, the government, non-government organizations and the
trade unions. What employers provided will be stated later, the
activities undertaken by other agencies are mentioned here.
Welfare Facilities By the Government
With a view to making it mandatory for employers, to provide
certain welfare for their employees, the government of India has
enacted several laws from time. These laws are the factories act,
1948; the mines act, 1952; the plantation labour act 1951; the bid
and cigar workers (conditions of employment) act 1966; and the
contract labour (regulation and abolition) act, 1970. another
significant step taken by the central government has been
established in coal ,mica, iron-ore, limestone and dolomite mines.
The welfare activities covered by these funds include housing,
medical, educational and recreational facilities for employees and
their dependents.
Welfare Activities By the Trade Union
Labour union have contributed their share for the betterment of
the employees. Mention may be made here of the textile labour
association of headband and the railway mens union and the mazdoor
sabha of kanpur, which have rendered invaluable services in the
field of labour welfare. The welfare activities of the textile
labour association. Ahmedabad,are worth nothing.
Welfare Work By Voluntary Agencies
Many voluntary social-service agencies have been doing useful
labour-welfare work. Mention may be made of the Bombay social
service league, the seva sadan society, the maternity and infant
welfare association, the YMCA, the depressed classes mission
society and the womens institute of Bengal. The welfare activities
of these organization of recreation and sports for the working
class.
Welfare activities may also be classified into
(i) Statutory
(ii) Non-Statutory provision.
Statutory Employee Welfare Facilities
Section 42 to 50 of the factories act of 1948, deal with
provisions for the welfare of the workers.
1) Washing Facilities (Sec.42)
According to sec. 42 every factory shall provide adequate and
suitable washing facilities, separately screened for male and
female workers, conveniently accessible and clean
2) Storing and Drying Cloth (Sec.43)
According to sec. 43, every factory shall provided a place for
keeping the clothes which are not worn during working hours and
drying of wet clothes.
3) Sitting Facilities (Sec. 44)
Every factory shall provide for suitable arrangements for
sitting for all workers obliged to work in a standing position.
4) First Aid Facilities (Sec.45)
For every 150 workers, there must be readily accessible and well
equipped first aid box. This box must contain the prescribed
contents and it must be in charge of a responsible person who holds
a certificate in first aid. Where more than 500 workers are
employed an ambulance room shall be provided and maintained.
5) Canteen (sec. 46)
Every factory where 250 workers are employed, the occupier has
maintain a canteen for the use of workers.
6) Shelter, Rest and Lunch Rooms (Sec.47)
In every factory where in 150 workers are employers are
employed, the occupier shall provide shelter, rest rooms and lunch
rooms.
7) Lighting sec(17)
The RBL must be employed in located things is sight. In every
part of a manufacturing process where workers are working or
passing, there provided and maintained sufficient and suitable
light, natural artificial both.
8) Drinking water (sec18)
The RBL working place is so hard, employees are need to
emphasize the important of providing liberals supply of cool and
pure water. The lay down that in every places effective arrangement
must be made to provide and main at suitable place conveniently
situated for all workers employed there in a sufficient supply of
drinking water. The water pumps are situating for five places in
factory
9) Welfare Officers
The occupier of every factory employing 500 or more workers
shall employee the prescribed number of welfare officer.
Non Statutory Employee Welfare Facilities
1) Educational Facilities
Educational facilities are important that the children of the
workers should be provided with educational facilities.
2) Medical Facilities
Employers, whether in private or in public sectors have been
providing medical facilities for their workers and their families.
Besides general medical treatment and health-care, separate
arrangements for specialist treatment for diseases like T.B.
cancer, leprosy, and mental disease.
3) Transport Facilities
Transport facilities to workers residing at a long distance are
essential to relieve them from strain and anxiety. Such facilities
also provide greater opportunity for relaxation and recreation and
help in reducing the rater of absenteeism.
4) Recreation Facilities
Recreation facilities afford the worker an opportunity to
develop his sense of physical and mental discipline. It has an
important bearing on the individuals personality as well as his
capacity to contribute to social development.
5) Housing Facilities
Some of the industrial employers both in public and private
sector have provided housing facilities to their employees. The
company also renders assistance to the co-operative housing
societies formed by its employees.
Training and development
The RBLs various employee improvement conducts the various
places
and various programmers. This main motive is improving the
employee morale,
Knowledge and skill also to get g his work.
Dispensary
With the premises of the mill, they provided first-aid facility
in dispensary. They are providing 24 hours service with duty
doctors, pharmacy, bed facilities and ambulance van in case of
emergency. This provided for the workers and his family
members.
1) Distribution of 1 kg sweets to each of the employees / staff
on the occasion of Deepavali.
2) Provisions of educations allowance of 250% per child per
annum and maximum of Rs 500% to each of the employees.
3) Provision of medical allowance of Rs 100 per month for the
employees who are not covered under ESI scheme.
4) Provision of tea allowance of Rs 2.50 pasie per month to all
the employees of the society.
5) The society has maintained a trust for the employees group
gratuity fund.
6) The society has provided house building advance facilities to
the employees.
7) The society has provided motor conveyance advance facilities
to the employees.
8) To society has provided encashment of earned leave facilities
to the employees.
Review of Literature From Journals and Articles
1) Employee Welfare
Employee welfare program is based on the management policy which
is aimed shaping perfect employees. Therefore the concept of
employee welfare includes to aspects namely physical &mental
welfare.
1. Applications of merit system or work performance system as
the basis for employee rewarding.
2. Providing the retired employees with the old age
allowance.
3. Employee insurance program to provide the employee with
better security.
4. Improvement in health security for the employees and their
families so that they can work confidently and productively.
2) Employees Welfare Measures
Describes a process through which organizations might seek to
implement interventions relating to employee wellbeing. Emphasizes
the importance of a comprehensive needs assessment both in
obtaining the breadth of information needed to design appropriate
interventions and also in providing baseline information against
which to evaluate programme effectiveness. Discusses factors which
influence the type of intervention appropriate for a particular
situation and highlights their design implications. Finally,
provides guidance on programme implementation and evaluation, and
discusses some of the advantages and disadvantages of different
approaches to tertiary welfare provision.
3) Needed Welfare Measures
To promote a higher type of citizenship, to insure to every
child born in Kansas a record of birth, an equal share in the
paternal care of the government and recognition of its potential
worth as a future citizen, I recommend the establishment of a
division of child hygiene as a part of the State Board of Health.
This new division should take into account the circularizing of the
expectant mother who applies for information, the care of the
new-born babe, and the well-being, health and nurture of the
growing child.
In the same general line of public welfare, I recommend the
enactment of laws on the following subjects:
1. To assist needy and worthy mothers by a compensation which
shall enable them to care for dependent minor children at home
instead of their being cared for in institutions.
2. To designate certain existing officials to comprise and act
as an industrial welfare committee, with power to establish and
enforce wage schedules and to regulate the hours of women and
minors in industry.
3. To provide for the paying of convicts' earnings to their
department families, after a sufficient sum is deducted for the
convict's maintenance.
4. To give organized labor the right to select the officers of
the State Labor Bureau.
5. To help solve the problem of the unemployed by extending the
activities of the free employment bureau.
6. To strengthen the workmen's compensation act for the better
protection of the workers.
7. To promote the safety and safeguard the interests of railroad
men and the traveling public.
8. To compel employers to report promptly to the labor
department all accidents occurring in factories or mines.
9. To make child desertion by either father or mother a
crime.
10. To broaden the $200 tax exemption law by removing the
discrimination against certain classes of women.
11. To authorize cities of the first and second class to
establish public loan institutions, that the loan shark evil may be
abated.
TYPES OF WELFARE ACTIVITIES
The meaning of labour welfare may be made more clear more by
listing the activities which are referred to as welfare
measures.
A comprehensive list of welfare activities is given by moorthy
in his monumental work on labour welfare. He divides welfare
measures into two broad groups, namely.
1. Welfare measures inside the work place and
2. Welfare measures outside the work place
I Welfare Measures Inside the Work Place
1. Condition of the work environment
Neighborhood safety and cleanliness; attention to
approaches.
Housekeeping; up-keeping of premises-compound wall, lawns,
gardens, and so forth, egress and ingress, passages and doors;
white-washing of walls and floor maintenance.
Workshop (room) sanitation and cleanliness;
temperature,humidity,ventilation, lighting, elimination of dust,
smoke, fumes, gases.
Control of effluents.
Convenience and comfort during work. That is, operatives
posture, seating arrangements.
Distribution of work hours and provision for rest hours, meal
times and breaks.
Workmens safety measures, that is maintenance of machines and
tools fencing of machines, providing guards, helmets, aprons,
goggles, and first-aid equipment.
Supply of necessary beverages and p-ills and tables, that are
salt tablets, milk, soda.
Notice boards; posters, pictures slogans; information or
communication.
3) Conveniences:
Urinals and lavatories, wash basin, bathrooms, provision for
spittoons, waste disposal.
Provision of drinking water; water coolers.
Canteen services: full meal mobile canteen.
Management of workers cloak rooms, rest rooms, reading rooms,
reading room and library.
II Welfare measures outside the work place
Housing; bachelors quarters; family residences according to
types and rooms.
Water, sanitation, waste disposal.
Roads, lights, parks, recreation, playgrounds.
Schools, nursery, primary, secondary and high school.
Markets, co-operatives, consumer and credit societies.
Bank.
Transport.
Communication; post, telegram and telephone.
Health and medical services, dispensary, emergency ward,
out-patient and inpatient care, family visiting; family
planning.
THEORIES OF LABOUR WELFARE
The form of labor welfare activities is flexible, elastic and
differs from time to time, region to region, industry to industry
and country to country depending upon the value system, level of
education, social customs, degree of industrialization and general
standard of the socio economic development of the nation. Seven
theories constituting the conceptual frame work of labour welfare
activities are the following:
1. The Police Theory: This is based on the contention that a
minimum standard of welfare is necessary for labourers. Here the
assumption is that without policing, that is, without compulsion,
employers do not provide even the minimum facilities for workers.
Apparently, this theory assumes that man is selfish and self
centered and always tries to achieve his own ends, even at the cost
of the welfare of others. According to this theory, owners and
managers of industrial undertakings get many opportunities for
exploitation of labour. Hence, the state has to intervene to
provide minimum standard of welfare to the working class.
2. The Religious Theory: This is based on the concept that man
is essentially "a religious animal." Even today, many acts of man
are related to religious sentiments and beliefs. These religious
feelings sometimes prompt an employer to take up welfare activities
in the expectation of future emancipation either in this life or
after it.
3. The Philanthropic Theory: This theory is based on man's love
for mankind. Philanthropy means "Loving mankind." Man is believed
to have an instinctive urge by which he strives to remove the
suffering of others and promote their well-being. In fact, the
labour welfare movement began in the early years of the industrial
revolution with the support of philanthropists.
4. The Trusteeship Theory: This is also called the Paternalistic
Theory of Labour Welfare. According to this the industrialist or
employer holds the total industrial estate, properties, and profits
accruing from them in a trust. In other words, the employer should
hold the industrial assets for himself, for the benefit of his
workers, and also for society. The main emphasis of this theory is
that employers should provide funds on an ongoing basis for the
well-being of their employees.
5. The Placating Theory: This theory is based on the fact that
the labour groups are becoming demanding and militant and are more
conscious of their rights and privileges than ever before. Their
demand for higher wages and better standards of living cannot be
ignored. According to this theory, timely and periodical acts of
labour welfare can appease the workers. They are some kind of
pacifiers which come with a friendly gesture.
6. The Public Relation Theory: This theory provides the basis
for an atmosphere of goodwill between labour and management, and
also between management and the public, labour welfare programmers
under this theory, work as a sort of an advertisement and help an
organization to project its good image and build up and promote
good and healthy public relations.
7. The Functional Theory: This is also called the Efficiency
Theory. Here, welfare work is used as a means to secure, preserve
and develop the efficiency and productivity of labour, It is
obvious that if an employer takes good care of his workers, they
will tend to become more efficient and will thereby step up
production. This theory is a reflection of contemporary support for
labour welfare. It can work well if both the parties have an
identical aim in view; that is, higher production through better
welfare. And this will encourage labors participation in welfare
programmers.
PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE
ACTIVITIES
The success of welfare activities depends on the approach which
has been taken into account in providing such activities to the
employees. Welfare policy should be guided by idealistic morale and
human value. Every effort should be made to give workers/ employees
some voice in the choice of welfare activities so long as it does
not amount to dictation from workers.
There are employers who consider all labour welfare activities
as distasteful legal liability. There are workers who look upon
welfare activities in terms of their inherent right. Both parties
have to accept welfare as activities of mutual concern.
Constructive and lasting Progress in the matter of social justice
can be achieved only if welfare activities are accepted as
essential factors in the progress of the business
organization.Labour welfare is dependent on certain basic
principles. The following are the principles on which successful
implementation of welfare programmes depends.
1. Adequacy of Wages: Labour welfare measures cannot be a
substitute for wages. Workers have a right to adequate wages. But
high wage rates alone cannot create healthy atmosphere, nor bring
about a sense of commitment on the part of workers. A combination
of social welfare, emotional welfare and economic welfare together
would achieve good results.
2. Social Liability of Industry: Industry, according to this
principle, has an obligation or duty towards its employees to look
after their welfare. The constitution of India also emphasizes this
aspect of labour welfare.
3. Impact on Efficiency: This plays an important role in welfare
services, and is based on the relationship between welfare and
efficiency, though it is difficult to measure this relationship.
Programmes for housing, education and training, the provision of
balanced diet and family planning measures are some of the
important programmes of labour welfare which increases the
efficiency of the workers, especially in underdeveloped or
developing countries.
4. Increase in Personality: The development of the human
personality is given here as the goal of industrial welfare which,
according to this principle, should counteract the baneful effects
of the industrial system. Therefore, it is necessary to implement
labour welfare services. Both inside and outside the factory, that
is, provide intra-mural and extra-mural labour welfare
services.
5. Totality of Welfare: This emphasizes that the concept of
labour welfare must spread throughout the hierarchy of an
organization. Employees at all levels must accept this total
concept of labour welfare programme will never really get off the
ground.
6. Co-ordination or Integration: This plays an important role in
the success of welfare services. From this angle, a co-ordinate
approach will promote a healthy development of the worker in his
work, home and community. This is essential for the sake of harmony
and continuity in labour welfare services.
7. Democratic Values: The co-operation of the worker is the
basis of this principle. Consultation with, and the agreement of
workers in, the formulation and implementation of labour welfare
services are very necessary for their success. This principle is
based on the assumption that the worker is "a mature and rational
individual." Industrial democracy is the driving force here.
Workers also develop a sense of pride when they are made to feel
that labour welfare programmes are created by them and for
them.
8. Responsibility: This recognizes the fact that both employers
and workers are responsible for labour welfare. Trade unions, too,
are involved in these programmes in healthy manner, for basically
labour welfare belongs to the domain of trade union activity.
Further, when responsibility is shared by different groups, labour
welfare work becomes simpler and easier.
9. Accountability: This may also be called the Principle of
Evaluation. Here, one responsible person gives an assessment or
evaluation of existing welfare services on a periodical basis to a
higher authority. This is very necessary, for then one can judge
and analyze the success of labour welfare programmes.
10. Timely: The timeliness of any service helps in its success.
To identify the labour problem and to discover what kind of help is
necessary to solve it and when to provide this help are all very
necessary in planning labour welfare programmes. Timely action in
the proper direction is essential in any kind of social work.
Importance of Employee Welfare
As a business, you have to provide various benefits to ensure
your employees' welfare. While this may increase your business
expense and negatively affect your bottom line, looking after your
employees will benefit you in other ways.
Compliance:
As an owner, you are required by law to provide certain benefits
for the welfare of your employees. You may have to match the Social
Security taxes your employees pay and obtain a worker's
compensation insurance policy. If you terminate an employee, you
may have to funds to extend his health insurance.
Hiring and Retention:
The benefits an employee receives from his employer for his
welfare are often a significant reason why he decides to accept a
job offer. As such, providing employee benefits allow you to
compete with other businesses to recruit and retain qualify
employees. If other employers offer better benefits, good employees
may choose to go there.
Employees Motivation:
By providing a plan that's good for employees' welfare, you show
them that you value them. This can help make them feel welcome and
happy in your company, motivating them to work harder. If your
health plan has wellness coverage and preventative care, employees
are more likely to stay healthy, cutting down on absenteeism and
sick days.
Employees' Well-Being:
For companies that have a large base of employees working under
stressful conditions or living away from family, it is important to
look at fostering personal happiness and professional growth.
Investing in employees pays dividends in terms of higher
productivity and greater loyalty
Company Image:
Providing a good employee welfare plan reflects well on your
business, building a good company image. It may even earn you some
press coverage, giving you free publicity to improve awareness
among potential customers. This may boost your sales and increase
your profits.
RESEARCH METHODOLOGY
Introduction:
Research methodology is a way to systematically solve the
research problem .It may be understood as a science of studying how
research is done scientifically.
As the organization identified human resource as their asset,
taking care of them is very important to make them motivate for the
achievement of the goal. How welfare activities to be structured so
that it should be up to the satisfactory level of the employees is
very critical.
Statement of the problem: To study the welfare of the
organization, and to make the employee aware of the welfare schemes
and benefits, provided them so that they can avail it.
Methodology
This study covers both primary and secondary data. Primary data
is collected by distributing questionnaire to the employees of the
BHEL-Hyderabad and Secondary data is collected from various
journals, articles, websites, dissertations and thesis pertaining
to the relevant matters of the subject under study. Convenience
sampling method is adopted to carry out the study. In this
connection, out of 4560 employees of BHEL-Hyd, 102 are selected
covering almost all the departments. In this study the
questionnaire consist of mostly close ended questions with -4point
Likert scale i.e. Highly satisfied, Satisfied, Sa, Dissatisfied,
and Highly DISatisfied. The statistical tools applied for the study
is simple parentage method.
Deta Collection: This study requires both primary and secondary
data.
Primary Data: Primary data collected from employees of Bharat
Heavy Electricals Limited through questionnaire.
Secondary Data: data which has already done through process of
analysis/used by someone. This type of data was collected from the
books journals, company records etc.
Sample Size: Out of the total strength the sample size taken
amongst workers i.e., 102 respondents.
Sample Area: The research was conducted at Bharat Heavy
Electricals Limited, Hyderabad.
Sample Method: The research was made by the survey in accordance
to the convenience of the employee.
So sample type is convenience sampling.
Analysis Method: The analysis of the study has been done on the
basis of the gathered information, which has been collected,
summarized and the responses of the respondents has been tabulated
and interpreted later.
The collected data has been analyzed by simple parentage
method.
Number of respondents favorable
Simple parentage = _______________________________ X 100
Total No. of respondents
DATA ANALYSIS AND INTERPRETATION
1) Are you satisfied with the washing facilities provided by the
company?
TABLE - 4.1
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
10
9.8
2
Satisfied
82
80.4
3
Dissatisfied
09
8.8
4
Highly dissatisfied
01
0.9
5
Total
102
100%
CHART 4.1
Interpretation: In the above table 80.4% of the employees
satisfied with washing facilities providing by the company and 9.8%
of the employees are highly satisfied and 8.8% of the employees
Dissatisfied and 0.9% of the employees are highly dissatisfied.
2) Are you satisfied with the storing and drying facilities?
TABLE 4.2
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
12
11.8
2
Satisfied
72
70.6
3
Dissatisfied
15
14.7
4
Highly dissatisfied
03
2.9
5
Total
102
100%
CHART 4.2
Interpretation: In the above table 70.6% of the employees are
satisfied storing and dying facilities and 14.7% of the employees
are dissatisfied and 11.8% of the employee is highly satisfied and
2.9% of the employees are highly dissatisfied.
3) How are the first aid services in the organization?
TABLE 4.3
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
15
14.7
2
Satisfied
51
50
3
Dissatisfied
16
15.7
4
Highly dissatisfied
20
19.6
5
Total
102
100%
CHART 4.3
Interpretation: In the above table 50% of the employees are
satisfied first aid services in the organization and 19.7% of the
employees highly dissatisfied and 15.7% of the employees are
dissatisfied and 14.7% of the employees are highly
dissatisfied.
4) The role played by the canteen committee is
TABLE 4.4
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
07
6.8
2
Satisfied
33
32.4
3
Dissatisfied
42
41.2
4
Highly dissatisfied
20
19.6
5
Total
102
100%
CHART 4.4
Interpretation: In the above table 41.2% of the employees are
dissatisfied providing food of canteen committee and 32.6% of the
employees are satisfied and 19.6% of the employees are highly
dissatisfied and only 6.8% of the employees are highly
dissatisfied.
5) The quality of food provided by canteen
TABLE 4.5
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
7
6.8
2
Satisfied
30
29.4
3
Dissatisfied
57
55.8
4
Highly dissatisfied
08
7.8
5
Total
102
100%
CHART 4.5
Interpretation: In the above table 55.8% of the employees are
dissatisfied quality of food not providing the canteen and 29.4% of
the employees are satisfied and 7.8% of the employees are highly
dissatisfied and 6.8% of the employees are highly dissatisfied
6) Are you satisfied with the Rest room/shelter and lunch room
facility to the employees?
TABLE 4.6
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
6
5.8
2
Satisfied
54
52.9
3
Dissatisfied
34
33.3
4
Highly dissatisfied
08
7.8
5
Total
102
100%
CHART 4.6
Interpretation: In the above table 52.8% of the employees are
satisfied providing good facilities and 33.3% of the employees are
dissatisfied and 7.8% of the employees are highly dissatisfied and
5.8% of the employees are highly dissatisfied
7) Are you satisfied with the crche facility?
TABLE 4.7
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
10
9.8
2
Satisfied
66
64.7
3
Dissatisfied
19
18.3
4
Highly dissatisfied
07
6.8
5
Total
102
100%
CHART 4.7
Interpretation: In the above table 64.7% of the employees are
satisfied crche facilities and 18.3% of the employees are
dissatisfied and 9.8% of the employees are highly satisfied and
only 6.8% of the employees are highly dissatisfied.
8) The welfare officer supports you in all the aspects
concerned
TABLE 4.8
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
7
6.9
2
Satisfied
69
67.6
3
Dissatisfied
18
17.1
4
Highly dissatisfied
08
7.8
5
Total
102
100%
CHART 4.8
Interpretation: In the above table 67.6% of the employees are
satisfied with welfare officer support and 17.7% of the employees
are dissatisfied and 7.8% of the employees are highly dissatisfied
and 6.9% of the employees are highly satisfied
9) Are you satisfied with drinking water facility in your
organization?
TABLE 4.9
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
17
16.5
2
Satisfied
47
46.4
3
Dissatisfied
29
28.3
4
Highly dissatisfied
09
8.8
5
Total
102
100%
CHART 4.9
Interpretation: In the above table 46.4% of the employees are
satisfied with drinking water facilities and 28.3% of the employees
are dissatisfied 16.5% of the employees are highly satisfied and
8.8% of the employees are highly dissatisfied.
10) Are you satisfied with recreational facilities like games,
cultural activities, library etc..
Provided by the Company?
TABLE 4.10
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
10
9.8
2
Satisfied
77
75.5
3
Dissatisfied
11
10.8
4
Highly dissatisfied
04
3.9
5
Total
102
100%
CHART 4.10
Interpretation: In the above table 75.5% of employees satisfied
with cultural activities , sports providing by company and 10.8% of
the employees are dissatisfied and 9.8% of the employees are highly
satisfied and only 3.8% of the employees are dissatisfied
11) How do you rate the medical facilities of the
Organization?
TABLE 4.11
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
20
19.6
2
Satisfied
37
36.3
3
Dissatisfied
24
23.5
4
Highly dissatisfied
21
20.6
5
Total
102
100%
CHART 4.11
Interpretation: In the above table 36.3% of the employees are
satisfied with medical facilities in the organization and 23.3% of
the employees are dissatisfied and 20.6% of the employees are
highly dissatisfied and 19.6% of the employees are highly
dissatisfied
12) Are you satisfied with housing facilities provided are
good?
TABLE 4.12
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
05
4.9
2
Satisfied
63
61.8
3
Dissatisfied
28
27.5
4
Highly dissatisfied
06
5.9
5
Total
102
100%
CHART 4.12
Interpretation: In the above table 61.8% of the employees are
satisfied with providing good housing facilities and 27.8% of the
employees are dissatisfied and 5.9% the employees are highly
dissatisfied and 4.9% of the employees are highly satisfied.
13) How do you rate the Co-operate credit society of the
Organization?
TABLE 4.13
S. NO.
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
05
4.9
2
Satisfied
63
61.8
3
Dissatisfied
28
27.5
4
Highly dissatisfied
06
5.9
5
Total
102
100%
CHART 4.13
Interpretation: In the above table 61.8% of the employees are
satisfied with corporate credit society of the organization and
27.5% of the employees are dissatisfied and 5.9% of the employees
are highly dissatisfied and 4.9% of the employees are highly
satisfied
14) Are you satisfied with Transportation Facilities provided by
BHEL?
TABLE 4.14
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
20
19.6
2
Satisfied
49
48.03
3
Dissatisfied
28
27.5
4
Highly dissatisfied
05
4.9
5
Total
102
100%
CHART 4.14
Interpretation: In the above table 45.3% of the employees are
satisfied with transport facilities provided by BHEL and 27.5% of
the employees are dissatisfied and 19.6% of the employees are
highly satisfied and 4.9% of the employees are highly
dissatisfied
15) Are you satisfied with Retired Employee Contributory Health
Scheme in BHEL?
TABLE 4.15
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
14
13.7
2
Satisfied
75
73.5
3
Dissatisfied
05
4.9
4
Highly dissatisfied
08
7.8
5
Total
102
100%
CHART 4.15
Interpretation: In the above table 73.5% of the retired
employees are satisfied with health schemes of BHEL and 13.7% of
the employees are highly satisfied and 7.8% of the employees are
highly dissatisfied and 4.9% of the employees are dissatisfied.
16) How do you feel with Staff benefit fund provided by
BHEL?
TABLE 4.16
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
17
16.6
2
Satisfied
73
71.5
3
Dissatisfied
08
7.8
4
Highly dissatisfied
04
3.9
5
Total
102
100%
CHART4.16
Interpretation: In the above table 71.5% of the employees are
satisfied staff benefit funds provided by BHEL and 14.1% the
employees are highly satisfied and 7.8% of the employees are
dissatisfied and only 3.9% of the employees are highly
dissatisfied.
17) Are you satisfied with the educational facilities provided
by BHEL?
TABLE 4.17
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
20
19.6
2
Satisfied
49
48
3
Dissatisfied
27
26.4
4
Highly dissatisfied
06
5.8
5
Total
102
100%
CHART 4.17
Interpretation: In the above table 48% of the employees are
satisfied with educational facilities providing by BHEL and 26.7%
of the employees are dissatisfied and 19.6% of the employees are
highly satisfied and only 5.8% of the employees are highly
dissatisfied
18) How do you feel with payment of bonus provided?
TABLE 4.18
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
18
17.6
2
Satisfied
71
69.6
3
Dissatisfied
10
9.8
4
Highly dissatisfied
03
2.9
5
Total
102
100%
CHART 4.18
Interpretation: In the above table 69.7% of the employees are
satisfied with payment of bonus provided by BHEL and 17.6% of the
employees are highly dissatisfied and 9.8% of the employees are
dissatisfied and 2.9% of the employees are highly dissatisfied
19) Do you agree that the furniture used for seating are in good
condition?
TABLE 4.20
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
21
20.5
2
Satisfied
40
39.2
3
Dissatisfied
32
31.3
4
Highly dissatisfied
09
8.8
5
Total
102
100%
CHART 4.20
Interpretation: In the above table 39.5% of the employees are
satisfied with furniture used for seating and 31.3% of the
employees are dissatisfied and 20.5% of the employees are highly
satisfied and 8.8% of the employees are highly dissatisfied
20) Do you have job satisfaction in BHEL?
TABLE 4.19
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
YES
91
89.2
2
NO
11
10.7
3
Total
102
100%
CHART 4.19
Interpretation: In the above table 91% of employees highly
satisfied with the job in BHEL and only 10.7 % of the employees are
not satisfied.
21) Rate the overall satisfaction with employee welfare
activities of the Organization?
TABLE 4.21
S NO
RESPONSES
NO OF RESPONDENT EMPLOYEES
% OF RESPONDENT EMPLOYEES
1
Highly satisfied
14
13.7
2
Satisfied
79
77.4
3
Dissatisfied
6
5.8
4
Highly dissatisfied
03
2.9
5
Total
102
100%
CHART 4.21
Interpretation: In the above table 77.4% of the employees
satisfied with employees welfare activities of the organization and
13.7% of the employees are highly satisfied and 5.8% of the
employees are dissatisfied and 2.9% of the employees are highly
dissatisfied.
FINDINGS
The survey conducted shows that majority of employees are
contended with the measures that are implemented for securing and
maintaining health and safety of the employees in the company.
The employees surveyed were also satisfied with the provision of
quality protection equipments, drinking water, drying and washing
facilities.
The survey finding exposed that more than 55.5% of employees
surveyed were dissatisfied with the canteen and canteen
committee.
Some of the employees surveyed denied that the township
facilities and the quality of education are up to the
expectations.
Most of the employees surveyed were fully satisfied with the
welfare and recreational facilities.
Most of the employees were fully satisfied with all the social
security benefits like group accident(GA), group personal
accident(GPA), group savings linked insurance scheme(GSLIS),
employee deposit linked insurance (EDLI)
SUGGESTIONS
It is very difficult to give suggestions in order to welfare
measures in BHEL.Hyderabad .Based on my study ,I think the
following suggestions shall be implemented for the more betterment
on welfare measures in BHEL, Hyderabad.
To have regular feedback from the employees about the welfare
schemes.
regular check up of all statutory welfare measures schemes
To improve in maintenance of township by providing effective
services.
Modifications are required in the provisions of medical
facilities.
Companies should take early steps to offer them good quality
food, which will boost them energy to work more.
Better educational amenities to be provided for the
employees.
Administration can think of formulation of a problem solving
committee including the employees and administration for the better
solution of the welfare problems of the employees.
CONCLUSION
Industrial Relation is an art of living together for the
purposes of production, productive efficiency, human wellbeing and
industrial progress. Generally, employee welfare measures are
recreational, medical, educational, housing, sanitation and so on.
Every organization provides the statutory welfare measures but some
organization provides some more welfare facilities to the employees
so that they may retain the employees which will strengthen the
healthy industrial relations.
After analyzing the whole data it can be stated that the overall
satisfaction levels of employees about welfare measures in the
organization cover under study is satisfactory. However, a few are
not satisfied with welfare measures provided by the organization.
Therefore it is suggested that the existing welfare measures may be
improved further. Such welfare measures enrich the employees
standard of living and their satisfaction levels.
Finally I would like to conclude that hoping BHEL to excel in
the years to come and to reach greater heights and to have an
entrenched presence in the global market.
BIBLIOGRAPHY:
1. K. Aswathappa, Human Resource Management, McGraw-Hill
companies, 5th edition.
2. C.R.Kothari, Research Methodology, New age international
publishers, 2nd revised edition.
3. Dr.A.K.Gupta, Statistical Management Methods, Vikas
publishers, 23rd revised edition.
Website Referred:
WWW.bhe .com
WWW.google .com
WWW.Citehr.com
QUESTIONNAIRE
1) Are you satisfied with the washing facilities provided by the
c