Professional Documents
Culture Documents
Chapter-1: Executive Summary
Chapter-1: Executive Summary
CONTENTS
Chapter-1
Executive summary
Industry Profile
Company Profile
Objectives
Methodology
Scope
Findings
Suggestion
Conclusion
6
7
Chapter-2
7-8
8-10
9-15
Swat analysis
Mission and Vision
16-27
28-29
Manufacturing process
30-34
Organization structure
Chapter-3
35-50
Chapters-4
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50-72
1
Conclusion
Chapter-5
Annexure
Bibliography
77
78-82
83
CHAPTER-I
BABASAB PATIL
BABASAB PATIL
CHAPTER-I
Executive Summary
Company profile
Need For The Stutdy.
Objectives
Methodology
Scope Of the study
Limitation Of The Study
Findings
Suggestion
Data Analysis
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EXECUTIVE SUMMARY
INDUSTY PROFILE:
Hindustan latexs (HLL)journey started with its incorporation as a corporate entity
under the ministry of health and family welfare of the government of India on march
1,1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
contraceptive sheaths for the national family planning programme the company commenced its
commercial operations on April 5,1969. the plant was established in technical collaboration
with M/s Oakmont industries.
To trace briefly HLLs land mark in the 37 th since its commencement of operation. In
the year 1969 the company started manufacturing at thiruvanathpuram (karalla) . as part of
expansion program of the company starts decided to establish
One more unit Kanagala near Belgaum in the year 1986. and they start the manufacturing in
1987.
COMPANY PROFILE:
Hindustan latexs (HLL) journey started with its incorporation as a corporate entity
under the ministry of Health and Family welfare of the Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
contraceptive sheaths for the national family planning programme the company commenced its
BABASAB PATIL
commercial operations on April 5,1969. The plant was established in technical collaboration
with M/s Oakmont industries.
To trace briefly HLLs land mark in the 37th since its commencement of
operation. In the year 1969 the company started manufacturing at thiruvanathpuram (karalla), as
part of expansion programme of the company starts decided to establish one more unit at
Kanagala near Belgaum in the year 1986, and they start the manufacturing process in 1987.
HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing various public
health challenges facing humility.
Hindustan life care limited is the only company in the world which manufactures and markets
the widest range of contraceptives. It is unique in providing a range of condoms, including
female condoms, intra uterine devices, oral contraceptive pills- steroidal
In the area of contraceptives HLL has added to its oral contraceptive
pills(OCP)for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders,
Jaljeevan etc, it has also added female condoms to range. It also started manufacturing
of copper T, Blood bags, Hydrocephalus shunt, Hand gloves etc.
Today HLL is a multi-product, multi-unit organization addressing various public
health challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year
2010.
To know that whether welfare facilities play an important role on the working of employees,
And to know hen the employees are dissatisfied welfare facilities will help them to get
motivated.
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2) The data is collected from the permanent and casual employees and hence the opinion of
contract employees is not collected.
3) Inadequacy of time was a major limiting factor faced by researcher.
Research Methodology:
Data required
1. Primary data
2. Secondary data
1) Primary data
Questionnaire methods are used to elicit information from employees of various
hierarchy departments.
Primary data are those which are gathered specially for the project at hand is directly
through questionnaire & personal interaction. Primary data is collected by administering the
questionnaire & personal interaction.
2) Secondary data
The secondary data has been collected from different books and company files and
website.
The secondary data has been collected by an individual from different sources.
Text book
Internet
Sampling
Sampling size
The study was taken on 100 respondents.
Data presentation
Data was presented with the help of tables, charts; interpretation and observation were noted
below each table/charts.
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Data analysis
Data was analyzed by simple qualitative analysis for the study.
Findings:
o From the study it was noticed that majority of respondents i.e.90% of employees
aware of all the welfare facilities provided by the company it means company
always think of employees but still it can improve to satisfy other 10% of the
employees.
o It was noticed that 70% of employees feel good about present welfare facilities it
shows the welfare facilities are good.
Suggestions:
1. Employees are not satisfied to quality of the food which is providing by the canteen, so
quality of the food has to be increased to keep the health of the employees good.
2. In my opinion company should provide transportation facility to contract worker by
taking the fare of the bus.
CONCLUSION:
Human resource plays an important role in any organization . employee welfare
facilities are concern to this department , if the employee happy with welfare facilities then only
the productivity of that organization can be increased .
Based on the study of Employee Welfare Facilities in Hindustan Lifecare Limited
Kanagala it is clear that the company is very keen in the promoting all the welfare facilities
provided by Hindustan Lifecare Limited Kanagala.
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CHAPTER- II
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10
CHAPTER - II
COMPANY PROFILE
INTRODUCTION
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11
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12
INTRODUCTION
INDIAN SCENARIO:
Today, India is the 2nd most populist country in the world. In the half
of this century, India is poised to replace China as the most populist country in the
world. Therefore, birth control and family planning measures have assumed great
importance in India. It has become the governments policy to encourage small families
the government has undertaken various measures to reduce population growth.
The Government of India adopted the policy of family planning in 1952
in order to control population. One of the major policies in growth control for reducing
births, various methods have been adopted, and one such methods is contraceptive for
male and females, thus on 1st march 1969, Hindustan Latex Limited was born. On 5th
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13
entity
under the ministry of Health and Family welfare of the Government of India on March
1, 1966.HLL was setup in the natural rubber rich state of kerala , for the production of male
contraceptive sheaths for the national family planning programme the company commenced its
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14
part of expansion programme of the company starts decided to establish one more unit at
Kanagala near Belgaum in the year 1986, and they start the manufacturing process in 1987.
HLL IS TODAY A MULTI- PRODUCT, multy- unit organization addressing
various public health challenges facing humility.
Hindustan life care limited is the only company in the world which manufactures and markets
the widest range of contraceptives. It is unique in providing a range of condoms, including
female condoms, intra uterine devices, oral contraceptive pills- steroidal
In the area of contraceptives HLL has added to its oral contraceptive pills (OCP)
for female. Its OCP range include Mala D/N, Saheli, Arpana, Apsara, Menders, Jaljeevan
etc, it has also added female condoms to range. It also started manufacturing of copper
T, Blood bags, Hydrocephalus shunt, Hand gloves etc.
Today HLL is a multi-product, multi-unit organization addressing various public health
challenges facing humanity.
On the path of rapid growth, HLL has set its sights to be a Rs 1000 crore company by the year
2010.
HLL has been declared a Mini Ratna Company by the Government of India and upgraded as a
Schedule BPSU.
HLL Life care Limited is the only company in the world which manufactures and markets the
widest range of Contraceptives. It is unique in providing a range of Condoms, including Female
Condoms, Intra Uterine Devices, Oral Contraceptive Pills - steroidal, non-steroidal and
Emergency Contraceptive pills; Contraceptive Cream, and Tubaler Rings.
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15
With a vast array of innovative products and social programmes launched to meet the nations
health care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its vision
of Innovating for Healthy Generations.
Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct
marketing. HLL has put in place a vast distribution network covering the length and breadth of
the country. HLLs products today reach over five lakh retail outlets, in 10 states, covering over
600 districts, 1509 distribution points, including over a lakh villages, in the remotest corners of
the nation.
It is the leading social marketing organization in the country in the area of contraceptives - with a
market share of over 65 percent in the rural and semi urban markets, including in the highly
populated states of UP, Madhya Pradesh, Bihar etc.
HLL has also made vast inroads in the commercial segment too, with the growth in its market
share from 0.1 percent over a decade back to 19 percent at present. HLLs products are today
exported to over 70 countries.
HLLs association with world leaders include those with Okamoto of Japan; Finishing
Enterprises, USA; Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,
Sweden; Beijing Zizhu Pharma of China and Acumen Fund, USA
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A STUDY
ON of
EMPLOYEE
WELFARE
FACILITIES
HLL. KANAGALA.
With
a vast array
innovative products
and social
programmesIN
launched
to meet the nations
health care needs, HLL Lifecare Limited (HLL) is year after year taking a step closer to its
vision of Innovating for Healthy Generations.
Over the past sixteen years HLL has steadily set up a strong and sound infrastructure for direct
marketing. HLL has put in place a vast distribution network covering the length and breadth of the
country. HLLs products today reach over five lakh retail outlets, in 10 states, covering over 600
districts, 1509 distribution points, including over a lakh villages, in the remotest corners of the nation.
It is the leading social marketing organization in the country in the area of contraceptives - with a
market share of over 65 percent in the rural and semi urban markets, including in the highly
populated states of UP, Madhya Pradesh, Bihar etc.
HLL has also made vast inroads in the commercial segment too, with the growth in its market share
from 0.1 percent over a decade back to 19 percent at present. HLLs products are today exported to
over 70 countries.
HLLs association with world leaders include those with Okamoto of Japan; Finishing
Enterprises, USA; Becton and Dickinson, USA; Female Health Company, USA; Gambro BCT,
Sweden; Beijing Zizhu Pharma of China and Acumen Fund, USA
at Kanagala
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manufacturing tested condoms in the world. The plant is fully automated andcomputerized
and it has annual production capacity of 144 million condom
communication. In 1984 Shri. B.Shankaranand took the initiative step in the successful
establishment of Kanagala unit of HLL.
HLL unit Kanagala plant acquires of about 30 acres of land. About 3/4th of land is
occupied by administrative office, main factory building, electrical and maintenance
department, boiler room, effluent plant, stores building, ammonia storages, rest room, time
office, canteen and assistance aid room, locker room etc. Other two buildings have been
constructed one for production of oral contraceptive pills like Mala D, Mala N, Choice,
Saheli, Ecroz etc. And one more is production of Centchroman Bulk Durg, which has
annual
guesthouse, a hostel for unmarried officers and quarters for General Manger and Deputy
General manger.
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UNIT PROFILE:
Name
HLL, Kanagala
Address
A/P-Kanagala-591225
Tal-Hukkeri
Dist-Belgaum
State-Karnataka.
Corporate
Status
Registration No
: KTK/25/11/87
Nature of Industry
: Manufacturing.
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: hllnfk@sancharnet.in
Web-site
: www.hlllifecarehll.com
Fax No.
: 08333-279245
Phone no.
: 08333-279244, 279206,279680
Promoter
: Shri.B.Shankaranand
CMD
: Shri.M.Ayyappan.
Officers
46
Supervisory Staff
50
Administration Staff
43
Grade IV workmen
131
84
Grade II workmen
Company:
Grade I workmen
16
Induction level I
44
Induction level-II
41
Worker trainee
11
TOTAL
472
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Manpower position
in HLL, Kanagala:
20
WORK SCHDULE:
Company workers for entire 24 hours with following work schedule.
Shift
Time
General Shift
9:15 AM to 5:15 Pm
1st Shift
6:00 AM to 2:00PM
2nd Shift
2:00 PM to 10:00PM
3rd Shift
10:00 PM to 6:00AM
BOARD OF DIRECTORS:
Sr.No.
1
NAME
Shri.M.Ayyappan
DESIGANATION
Chairman & Managing Director
Shri.Raghubir Singh
welfare
Joint secretary of Health
Shri.K.K.Sureshakumar
Welfare
Director (Marketing)
Shri.B.B.Chandrashekaran Nair
Director (Finance)
Shri.M.D.Shreekumar
Shri.K.Mohan Das
Director
Shri.V.Sanjeevi
Director
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and Family
21
HLL LIFECARE LIMITED Commenced its journey to serve the nation in the area of Health
care, on march 1, 1966, with its incorporation as a corporate entity under the ministry of family
welfare of the government of India. HLL was set up in the natural rubber rich state of Kanagala,
for the production of male contraceptive sheaths for the national family planning programme.
The company commenced its commercial operations on April 5, 1969 at peroorkada in
Trivandrum. The plant was establishment in technical collaboration with M/s Okamoto industries
inc. Japan two most modern plants were added, one at Thiruvananthpuram and the other at
Belgaum.
Management Structure:
HLL is fully owned by the Government of India. Board of directors appointed
by the Government manages it. HLL is incorporated as a company under the ministry of
Health and Family welfare of Government of India.
Overall management of the company is vested with the board of directors
of the company. The board of directors are accountable to the shareholders of the
company and are also accountable to Government of India.
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Product
Market Share
TTK
33%
JK Group
Kamsutra
22%
Imported Brands
Durex
04%
of
condoms,
today
company
markets
its
products
domestically
and
internationally. MOODS was the first premium brand, which was launched in the
market on a national scale, and it is also launched in the international markets.
The other brands introduce in domestic & international markets were RAKSHAK and
NEW SHARE. HLL taken up marketing of MALA-D/N, oral contraceptive pills in the
state of Rajastan, Kerala, Karnataka and Tamilnadu. Today HLL has wide range of
distribution network to distribute commercial products all over the country.
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HLL brands condoms have received 510 K from Food And Drug Administration (FDA)
and CE MARK certification from SGS United Kingdom. Both these certification are
necessary to market condoms in the countries like USA, UAE, UK, Kenya, Mauritius and
Oman. HLLs marketing association is spread over Asia Specific, Europe, USA, Central
America, Africa and Middle
PRODUCT PROFILE:
The various products produced and marketed by the company are as shown below:
HEALTHCARE PRODUCTS
Blood Single, Double, Triple, Quadruple, Penta, Pediatric, & Transfer Bags.
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Deluxe Nirodh
Mauj
Zaroor
Rangeele
Nymph
Ustad
Share
TNMSC
Moods
Sparsh
Rakshak
Moods Suprereme
Female condoms
Confidom Passion Rings
Vision
HLL will establish itself as the Leader in its core activities, through a process of continuous
innovation and participatory approach in order to Provide best value to the customer.
Be an employer of choice.
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Mission
To accomplish the Corporate Vision, HLL has outlined a Mission to be a World Class Health
Care
Company
Business
by
the
year
Customer
2010,
with
focus
on
Innovation
five
key
areas,
Employee
namely
and
Business Leadership:
Attain rapid growth and global levels of operations with cost competitiveness.
Be among the top three players in each main product category.
Become the organization to be benchmarked with.
Become an acknowledged and admired leader at industry forums.
Customer Focus:
Innovation:
Establish core competence through a process of learning and innovation.
Create a culture of continuous innovation resulting in at least 10% of turnover from Research
and Development initiative.
Employee Satisfaction:
Strive to be the employer of choice in India with employee satisfaction levels of over 90%.
Social Sector Initiatives:
Be recognized as the leading social organization in the field of Reproductive and Women's
Health, with a commitment to the society - a partner of choice for implementing all government
and multi-lateral initiatives in these segments.
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To maintain and improve the existing cordial relationship between employees and
management by mutual interaction at various levels and to further improve efficiency of
the executives, supervisors and works to meet future challenges.
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Boiler house
Machine shop
HR
Accounts
Purchase
Stores
Dispatch
Systems
Safety
Electrical
Mechanical
Target
215
225
242
235
Production
223.40
228.03
237.99
243.51
Rs.(Lakhs)
4272.39
4971.21
5306.41
5166.65
5127.70
SALES DETAILS:
Sr.no
1
particulars
Condoms(in
2005-06
221.51
2006-07
232.99
2007-08
232.08
LakhRs)
Oral
578.41
578.75
575.80
Contraceptive
Pills (in LakhRs)
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FUTURE PROSPECT:
Develop new low modus latex formulation with liquid accelerator system. introduce
new products like Super Dotted Extra-time Condoms, Baggy Ribbed Condoms , and Warming
Gel etc.
Develop new latex formulation with single accelerator. Develop water- based Condoms
lubricated as substitute for silicon oil. Manufacturing condoms with low protein content. Set up
Rapid Test Kit manufacturing facility. Develop New-Generation women Health care products.
Develop Autologus Blood Bags. To increase the profitability of the company and to maximize
generation of surplus funds to enable HLL to finance its diversification projects.
The commercial production of Anti Retro Viral Drugs (ARVs) will be undertaken at
Kanagala plant for which the formulation development is under progress.To maintain and
improve the existing cordial relationship between employees and management by mutual
interaction .
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HR Mission
HR Objectives:
Exercise leadership in modeling and implementing successful human resource policies and
practices that help unleash employee potential. Create an organizational ambience where talents
can bloom and support the managements efforts to foster a high performance workforce.
Support local efforts to recruit, develop and retain a highly qualified work force by building
market practices and effective employer practices into human resource methodologies.
Encourage, support, reward and recognize creativity, innovation, individual and team performs
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HR Philosophy:
We,
Believe in the potential of our most valuable assets- Our employees.
Believe and trust our employees.
Strive for excellence.
Exhibit the values of honesty, integrity and respect among our employees and the public in our
work and conduct.
Aspects of personal:
It concerned with development of human resources, i.e. Knowledge,
capability skill, potentialities and attaining and achieving employee goals, including job
satisfaction human resource management covers all levels(low middle and top) and categories
(Unskilled, skilled, technical, professional, clerical and managerial ) of employees it covers both
organized and unorganized employees.
It applies to the employees in all types of organization in the world (industry,
tread, service, social, religious, political and government. Department). It all types of organize
human resources management is a continuous never ending process.
It aims at attaining the goals of organization and society in an integrated approach.
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Functions of HR department.
1. Manpower planning
2. Recruitment and selection
3. Induction and employee communication
4. Performance appraisal
5. House keeping
6 .Environmental regulation
7. Employee attendance
8. Wages and salary system
9. Welfare facilities to OEs and administration
10. Staffing and motivating the employees
11. Compensation and bonus
12. Training
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MANPOWER PLANNING:
Planning for HR is most impotent then planning for any other resources.
As demand for latter demand upon the size and the structure of the former, wither it is in a
country or in an industry father management of HR hardly being form HR planning. In this
organization top management formulates corporate level plan based on corporate philosophies,
policies, vision and mission.
At the end of the every year top management of SIL combined with Dana
do hell week These is done in order to formulate target plans for fulfill further manpower needs.
Budgeting is done yearly at the corporate office of the Anand Group. TO formulate HR plan
factors like targets set, employee turn over, Expansion programs, cell structure, shift structure etc
taken into consideration. At the hell week the management tries to fix a math between three
major factors that is target set, present employee strength and employee turn over once a detailed
analysis and overall assessment of future manpower requirement are made in the respective
plans, the HR manager at the plant board plans, then the detailed manpower requirement and the
same are the corporate head quarters.
RECRUITMENT:
It is the process of searching for prospective employees and encouraging for applying jobs in
organization. Recruitment is done through two sources.
INTERNAL SOURCES:
The organization can recruit internally and connect information through number of
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a. Job Posting:
Depending on ability and skills of the person the respected post has been give to him.
b. Promotion:
It refers to shifting of the employees from lower position to high position carrying higher salaries
and better prestige. The higher position, which are vacant, may be filled up from up with in
organization.
C. Transfers:
It involves shifting of employees from their present jobs to similar job in the other department
without any change in rank or responsibility or prestige of employees.
Employees website:
The recruitment firm displays about the opening reconsolidated and cross examined
with the required job position.
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External Sources:
A). College and university:
The requirement of student is a very important source for entry level
Professionals. In this, organization interacts and gets candidates.
The major factor that infuelance this requirement methods are
B). Advertisement:
These are the basis for recruitment for this organization. They place the advertisement of the
requirement of candidates and their eligibility required in the newspaper.
Selection:
The selection process is done immediately after recruitment. It is a process of
eliminating understanding candidates and selecting the best candidates out of them for the job.
The selection procedure starts with the scrutinizing of all applications received for job. If the bio
data/ resume sent, matches with the requirement of the job, then candidates will be called for an
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Manager (personal)
Dy. Manager
Asst. Manager
Spur. Manager
respective to the
following area.
1. Administration and human recourses department.
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a. Manpower planning:
Manpower is the main source of organization. We have to make planning for full utilization of
manpower of an organization.
b.
Company conducts these two processes whenever they need manpower. Recruitment programme
by giving advertisement and same people they will carry selection process also.
New candidates are selected on the base on the employee work experienced and merits and also
by taking personal interview.
2. Industrial relation:
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38
3. Language:
As public sector company HLL always has way ahead in implementing the Hindi language not
only management but as well as in organization level also. Company is publishing two language
magazines for development of Hindi among its employee, those are follows.
A. Parivar-Manthly magazine.
B. Ramayana-official language magazine.
4. Training
A. Company conducts tanning programs for all the departments employees from
Time to time.
B. Training is given to employee for adopting skills and also increases ability of employee.
C. As per employee opinion the training arraigned for them is helpful.
D.
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5. Salary.
E. salary range varies in between 5000-40,000 for permanent employee.
F. salary is not fixed on base of employee work ability but more constrained on the service of the
employee.
G. salary is given on time on a fixed date.
H. there is an increase in each employee salary Yearly.
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40
f) Uniforms- for office staff, security guard, cook, drivers, first aid attainment
j) Maternity benefit- 7 days for male & 84 days for female employee these days workers are
getting pay.
k) HLL co-op society purpose, gives loans, sale of consumer articles, etc.
l) Festival holidays-total 10 holidays. 5 national&5 religious (during these days workers are
getting pay)
m) Disablement benefit-the insured person will b given full pension at full rate.
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41
Award
1995-96 HLL awarded with the NF mark by the laboratory national diseases,
with
1999-00 HLL Receives MOU and certificate of from the vice president of India for
excellence in the achievement of MOU target.
.2003 once again HLL received on 5TH April 2003 The MOU award of govt of India
from the president of India Dr A.P.J.Abdul kalam for excellence achivement of target for
2001-02 .
HLL received CAPEXILs Export Award for outstanding export performance, from
the union Finance Minister.
HLL received the National Award for excellence in cost management in 2006.
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42
HLL Kanagala won the First prize among the Drugs and Pharmaceutical sector, in
the energy conservation in 2006.
NO.
Gread/Designation
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scale of pay
43
Induction level 1
2700-40-3660
Induction level 2
3000-55-4320
3600- 70-5280
3800-85-5840
4000-100-6400
Grade 4
4200-115-6960
Senior clerk/Jrstenographer
4400-130-7520
Grade 5
4410-130-7530
4600-145-8080
10
Asst/Sr.Steno/Supvr/Jr.teritory officer
4800-160-8640
11
Superintendent/PA etc.
5000-175-9200
12
5030-175-9230
13
5200-180-9520
14
Marketing officer
5600-190-10160
15
Junior officer
6000-180-10320
16
Scientific officer
6400-190-10360
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1966: HLL incorporated as a company under the ministry of the Health and Family
welfare of Government of India on 1st mach 1966.
1991: HLL was granted the 510(k) certification by the Food and Drug
Administration (FDA) USA
1992:HLL
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1993: HLL build plant for formulation and tab letting of Male-N, oral pills
commenced at HLL Kanagala Belgaum.
1995: HLL awarded the NF mark by the Laboratory National Dessais, France,
which is the certification required for export of its condoms to the European
nations.
: HLL granted with an ISO 9002 certification for its quality management system.
1997: HLL, the only company from India selected by WHO for obtaining their
requirements of
1998: Hindustan Latex family planning and promotion trust (HLFPPT) commenced
social marketing project all over the country.
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46
2002: HLLs Perokuda plant and Kanagala plant awarded the ISO 14001
certification. And HLLs Kanagala plant awarded the CE mark for its condoms.
2003: HLL on April 5, 2003 received the MOU award of the Government of India,
from president on India Dr.A.P.Abdul Kalam, for excellence in the achievement in
MOu targets for 2001and 2002 and emergency contraceptive pills Preventol.
2004: HLL setup anew unit at Kochin special economic zone (CSEZ) in March 2004
and
2005: received national safety innovation awared from the ministry of Labour,
Government of India.
2006: HLL Kanagala won the First prize among the Drugs and Pharmaceutical
sector, in the area of energy conservation.
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47
Manufacturing process:
Raw material
(rubber Latex, Sulphur, Zinc Oxide , Casein ,Tamol etc)
Stores
(Material handling)
Compounding
Mixing ( according to proportion)
Heated (up to 55
Moulding
(Steel moulds dipped dipped into the Latex)drying chamber (Dried and stripped with silicon PPT
Vulcanizing Barrel
Drying at 80
c deg(half product)
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Inspection section
Individually testing of condom manually
(Pinhole testing machine it can automatically reject the condoms)
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C&MD
ED(O)I/C
GM(Operation)
Unit Chief
JGM(pharma)
AGM(QC/Lab
)I/C
Pharma
consultant
APM
(BUD)
SAPM
AGM(
OCP)
SAPM
AGM
(Vaccine)
DGM
(O)
DM
(Proj)
M.(Q&A)Functionally
reporting to
SED(CQA)&administrativ
ely to Unit CHIF
DM
(Pharma)
APM
APM
AGM(
HR)I?
C
APM
M
JO/SUP
APM(Engg
AGM(
Pri)
DM(Safety)Safet
y ForumCoordinator/Safety
Commitee
Mgr(I&E
)
M(En
gg)
AM( IT)
Mgr(s
ec)
DM(P
PC)I?
C
A
F
DM(HR)
JO
AM(H
R)
SAPM
DMIC
A
)
DM Mech)
ET(IT)
JO/Sup
JO/Sup
APM
JO/Sup
JO/Su
p
Organization Chart
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CHAPTER-III
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CHAPTER - III
BACKGROUND OF STUDY:
Theoretical Background of Employee welfare.
Theoretical Background of Health.
Theoretical Background of Safety.
Industrial
Background of Safety.
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doing
well.
Freedom
from
calamity, enjoyment
of
health
and
prosperity".
The Report of the Committee on Labour welfare (1969) includes under it "such
services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and
medical facilities, arrangements for travel to and from work and for the accommodation of
workers employed at a distance from their homes and such other services, amenities and
facilities including social security measures as contribute to improve the conditions under which
worker
are
employer."
Thus, the whole field of welfare is said to be one "in which much can be done
to combat the sense of frustration of the industrial workers, to relieve them of personal and
family worries, to improve their health, to afford them means of self expression, to offer them
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It
promotes
SCOPE
the
OF
well-being
LABOUR
of
workers
in
variety
WELFARE
of
ways.
ACTIVITIES:
day
to
day
handling
of
questions
which
are
of
mutual
concern.
The basic needs of a labour are freedom from fear, security of employment and
freedom from want. Adequate food, better health, clothing and housing are human requirements.
The human heart harbors secret pride and invariably responds to courtesy and kindness just as it
revolts to tyranny and fear. An environment where he is contended with his job, assured of a
bright future and provided with his basic needs in life means an atmosphere of good working
condition
and
satisfaction
to
labour.
Labor welfare activities are based on the plea that higher productivity requires
more than modern machinery and hard work. It requires co-operative endeavor of the parties,
labour and management. This is possible only when labour is given due importance and human
element
is taken into account at every stage.
.
55
both.
Another objective of welfare activities is to secure the labour proper human
conditions of work and living. Working conditions of organization may be led by an artificial
environment which features are dust, fumes, noise, unhealthy temperature, etc. It is generally
found that these
Conditions
imposestrain
on
the
body.
The welfare activities are done to minimize the hazardous effect on the life
of the workers and their family members. It is the duty of the employer to see these human
needs. If welfare activities are viewed in this light, it can be seen that they are guided by
purposes
of
humanitarian
and
social
justice.
The next objective of welfare activities is to add in a real way to the low earning
of the labour. The facilities are provided to supplement the income of the workers by services
such as housing, medical assistance, school, co-operative, canteens, stores, play grounds etc.
Thus, the objective of activities are to promote greater efficiency of the workers, assure proper
human conditions to the workers and their family members.
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Adequacy of Wages:
Labour welfare measures cannot be a substitute for wages. Workers have a right
to adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring about
a sense of commitment on the parts of workers. A combination of social welfare, emotional
welfare and economic welfare together would achieve good results.
Social Liability of Industry: Industry, according to this principle, has an obligation or duty
towards its employees to look after their welfare. The constitution of India also emphasizes this
aspect of labour welfare.
Impact on Efficiency:
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Increase in Personality:
The development of the human personality is given here as the goal of industrial welfare which,
according to this principle, should counteract the baneful effects of the industrial system.
Therefore, it is necessary to implement labour welfare services. Both inside and outside the
factory, that is, provide intra-mural and extra-mural labour welfare services.
throughout the hierarchy of an organization. Employees at all levels must accept
Co-ordination or Integration:
This plays an important role in the success of welfare services. From this angle, a co-ordinated
approach will promote a healthy development of the worker in his work, home and community.
This is essential for the sake of harmony and continuity in labour welfare services.
Democratic Values:
The co-operation of the worker is the basis of this principle. Consultation with, and the
agreement of workers in, the formulation and implementation of labour welfare services are very
necessary for their success. This
principle is based on the assumption that the worker is "a mature and rational individual."
Industrial democracy is the driving force here. Workers also develop a sense of pride when they
are made to feel that labour welfare programmes are created by them and for them.
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2. Canteen facility :
Food items are provided to the employees at subsidized rates. Employees are paid canteen
subsidy @ Rs.250/- per month for those who secure a minimum attendance of 21 days or more in
month. Declared public holidays are counted for the purpose of21 days for this purpose
3. Conveyance facilities:
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4. Accommodation Facilities:
The company has provided accommodation facility in Companys premises only. Company is
having well constructed Executive Hostel and Executive Quarters at its premises. Maximum
executives/supervisors are availing the facility
Rs.75/-
7. Educational Allowance:
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8. Festival Advance:
The company is also giving festival advance once in a year. Every employee is eligible for Rs.
2500/- as festival advance. It given during the festival.
9. Shoes/ Slippers :
All the portative staff is provided Rs. 120/- per year towards slippers and shoes.
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19. Drinking water: The company provides pure water at place where they are working or at
the assembly points.
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21.Ventilation Facility:
There are fans and air conditioners in every department and section. These ventilation
devices are necessary during summer season to get cold air in work place.
22Sitting Facility :
Company has made sitting facilities to operative as well as to a administrative staff. Nearly 100%
work id done at sitting position only.
23.Shift Allowance:
The employees of HLL are getting shift allowance at the following rates:
First Shift
Second shift
Third shift
No allowance
Rs.10/-per shift
Rs.15/-per shift
26.Leave Facility:
Sr.no
Type of Leave
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A. Theoretical Background.
HEALTH
a. Importance of Health
The trite saying Health is Wealth explains the importance of health. The health results
in high
performance and low productivity and more accidents. On the country, the natural
consequences of good health are reduction in the rate of absenteeism and turnover,
accidents and occupational disease. Beside, employee health also provides other benefits
such as reduced spoilage, improved morale of employee, increased productivity of
employee and also longer working period of an employee, which of course, cannot be
easily measured.
In long and short, employee health is important because it helps:
Maintain and improvement the employee performance both quantitatively and qualitatively.
Reduced employee absenteeism and turnover.
Minimize industrial unrest and indiscipline.
Improve employee morale and motivation.
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Occupational Diseases:
Working condition prevalent in industries causes occupational diseases.
Protection against Hazards:
1) Preventive Measures
The preventive measures to protect employee against occupational health hazards
May include:
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Curative Measures :
Availing the needed best medical treatment facilities from outside hospitals.
Safety.
a. Accidents
The ever increasing mechanization, electrification. Chemicalisation and sophistication have
made industrial jobs more and more complex and interacts. This has led to increasing dangers to
human life in industries through accidents and injuries.
.
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What is safety?
A safety mans in a simple terms freedom from the occurrence or risk of injury or loss.
Industrial safety or employee safety to the protection of workers from the industrial accidents.
What is an accident?
An accident is an unplanned and uncontrolled event in which an action or reaction of an object, a
substance, a, person result in personal injury or material damage.
According to the factories Act 1948, it is an occurrence in industrial establishment causing
bodily injury to a person which makes him unfit to resume his duties in the next 48 hours.s
Types of Accidents:
Accidents may be of different types depending upon the severity, durability, and degree of
the injury. An accident causing death or permanent or prolonged.
Disability to the injured employee is called major accident cut that does not redder the
employee disabled is termed as minor accident
Accidents
Internal
External
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Major
Internal
Fatal
Disability
Temporary
Total
permanent
partial
Total
partial
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Theoretical background
Personality and behavior, which make some, people more accident prone
c. Miscellaneous causes:
young untrained and inexperienced workers cause more accidents than old, trained and
experienced workers. Alcoholic and Drug addicted workers are more accident-prone. Workers
having disturbed family life are likely to cause more accidents due to stress.
d. Need of Safety:
An accident free plant enjoys benefits such as substantial savings in costs, increased .
Productivity, moral and legal grounds.
1cost savin
a. Direct costs
Direct cost are such as compensation payable, medical expenses incurred. If the victim is
uninsured, compensation and medical expenses are the responsibility of management.
b. Indirect costs
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2. Increased productivity
Safety plants are efficient plants. To a large extent, safety promotes productivity.
Employees in safe plants can devote more time to improving the quality and quantity of
output and spend less time worrying about their safety and well being.
3. Moral
Safety is important on human rounds too. An employee is a worker in the factory and the
breadwinner for his/her family. So, mangers must undertake accident prevention measures
to minimize the pain and suffering the injured worker and his/her family are exposed to
as a result of accident.
4. Legal
The maintenance of safety in the factory premises is a legal requirement for the industry.
There are laws and acts for ensuring safety measures in the
penalties for non-compliance have become quite server. The responsibility extends to the
safety and health of the surrounding community, too.
Finally, financial losses, which accompany accidents, can be avoided if the plant is
accident free.
e. Responsibility of safety
Safety is primarily the responsibility of the management. This responsibility should rest
on the shoulders on the all cadres of management, such as plant manger, production
manger, chief engineer, personal manger, maintenance engineer, individual foreman, safety
officer.
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1. Safety Programmed
Safety Programmed deals with the prevention of accidents and with minimizing the
resulting loss and damage to persons and property. The most important function of safety
programmed is to identify potential hazards, provide effective safety facilities and
equipment and to take prompt remedial action. This is possible only if there are:
1. Comprehensive and effective system for reporting all accidents causing damage or injury.
2. Adequate accident records and statistics.
3. Systematic procedures for carrying out safety checks, inspections and
investigations.
4. Methods of ensuring that safety equipment is maintained and used.
5. Proper means available for persuading mangers, supervisors and workers to
pay more attention to safety matters.
2. Safety Policy
The top management
in the
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4. Safety Engineering
6. Safety Contests
Companies may encourage safety competitions among their departments with a view to
bringing about reduction in number of accident
Role of Government
The Government of India established the factory Advice Service and Labor Institute,
Mumbai. The institute renders advice on safety matters and enforces safety laws. A
National Program for Coordinated Action Plan for control of hazards and protection of
health and safety of workers in dangerous manufacturing process has been launched. The
National safety Council was set up in 1966 to promote safety consciousness, to prevent
accidents and to conduct safety programmed.
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2. Safety Audit:
Audit is an in-depth analysis of facilities, management and employee attitude towards
safety, managerial effectiveness in maintaining safety and quality of the safety planning
as well as the operations conformity with safety regulations.
3. Comparison
This is the third method of evaluating the companys safety efforts. The purpose here is
to compare the experience of a plant or industry with that of another which is
comparable. It is well known that some operations have consistently better frequency (or
service) rates, often in spite of inherently high operating hazards.
90
90.0
90.0
90.0
not aware 10
10.0
10.0
100.0
Total
100.0
100.0
Valid Aware
100
Graph No 1
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INTERPRETATION:
It may inferred form Table 1 that 90% of the respondents aware and 10% of the respondents not
aware of all the welfare facilities provided by the company.
Question No.2
Table No.2
Showing the responses towards present welfare facilities in HLL
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Cumulative
Percent
70
70.0
70.0
70.0
Excellent
15
15.0
15.0
85.0
not aware
15
15.0
15.0
100.0
Total
100
100.0
100.0
Valid Good
Graph No.2
INTERPRETATION:
It may inferred form Table 2 that 70% of the respondents feel good,15%respondents feel
excellent and 15% respondents feel average of present welfare facilities.
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Question No.3
Table No.3
Showing responses of respondents that which welfare activity is most important for them
.
Which welfare activity is most important
Cumulative
Frequency Percent
24
24.0
24.0
24.0
64
64.0
64.0
88.0
12.0
12.0
100.0
Total
100.0
100.0
Valid Training
health and safety
100
Graph No .3
INTERPRETATION:
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Question No.4
Table No.4
Showing participation of workers in worker participation programme .
Participation of workers in workers participation programme
Cumulative
Valid Yes
No
Frequency Percent
94
94.0
94.0
94.0
6.0
6.0
100.0
100.0
100.0
Total 100
Graph No .4
INTERPRETATION:
It may inferred form Table 4 that 94% of the respondents said that worker particepate,6% of the
respondents said workers not participate in workers participation programs.
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Question No.5
Table No.5
Showing the first objective in the company.
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76
76.0
76.0
76.0
19
19.0
19.0
95.0
welfare programes
5.0
5.0
100.0
Total
100
100.0
100.0
peace
harmony
Graph No.5
INTERPRETATION:
It may inferred form Table 5 that 76% of the respondents said that higher productivity ,19% of
the respondents said that industrial peace and harmony and said that welfare programs is the first
objective of the company.
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Question No.6
Table No.6
Showing responses of respondents about advancement for their career in the company .
Advancement for the employees in their upliftment of career
Cumulative
Frequency Percent
Valid Yes
76
76.0
76.0
76.0
No
24
24.0
24.0
100.0
100.0
100.0
Total 100
Graph No.6
INTERPRETATION:
It may inferred form Table 6 that 76% of the reapondents said there an
advancement and 24% said there no advancement for the employees in their upliftment of career.
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Question No.7
Table No.7
Showing that with how much time the injured worker is given treatment.
In how much time the injured worker is given treatment
Cumulative
Frequency Percent
56
56.0
56.0
56.0
within 15 mints 37
37.0
37.0
93.0
within 1/2hour
6.0
6.0
99.0
1.0
1.0
100.0
100
100.0
100.0
Valid immediately
more
hour
Total
than
Graph No.7
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INTERPRETATION:
It may inferred form Table 7 hat 56% of the respondents said that immediately, 37% of the
respondents said within 15% minutes,6% of the respondents said that within an hour and 1%of
the respondents said that the injured is given treatment.
Question No.8
Table:8
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84
84.0
84.0
84.0
11
11.0
11.0
95.0
sometimes only 5
5.0
5.0
100.0
Total
100.0
100.0
100
Graph No.8
INTERPRETATION:
It may inferred form Table 8 that 84% of the respondents said that every time,11% of the
respondents said that mostly and 5% of the respondents said sometimes only first aid box with
prescribed contents is available.
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Question No.9
Table No.9
Showing responses of respondents that if any major accident happens to worker and they are not
able to work then what kind of compensation is provided.
Compensation should provide if major accident happens.
Cumulative
Frequency Percent
50
50.0
50.0
50.0
44
44.0
44.0
94.0
6.0
6.0
100.0
Total
100
100.0
100.0
Graph No.9
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INTERPRETATION:
It may inferred form Table 9 that 50% of the respondents said that full claim amount ,44%of the
respondents said that job to one of the family members and 6% of the respondents said that and
other type compensation provide if any major accident happens to them.
Question No.10
Table No.10
Showing responses of respondents that how much they are satisfied with the foods/snacks/drinks
provided at different intervals.
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8.0
8.0
8.0
somewhat neutral 60
60.0
60.0
68.0
to the lowest
32
32.0
32.0
100.0
Total
100
100.0
100.0
Graph No.10
INTERPRETATION:
It may inferred form Table 10 that 8% of the respondents said that to the lowest ,60% of the
respondents said that some whatneutal and 32% of the employee said that to the lowest they
satisfied with the food/snacks/drinks provided to you at different intervals.
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11
11.0
11.0
11.0
nutritive
21
21.0
21.0
32.0
51
51.0
51.0
83.0
least nutritive
17
17.0
17.0
100.0
Total
100
100.0
100.0
some
what
nutritive
Graph No.11
INTERPRETATION:
It may inferred form Table 11 that 11% of the respondents said that
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Question No.12
Table No.12
Showing responses of respondents that do the health checkup increases the morale of the worker.
Do the Health and safety training increases the morale of the
workers
Cumulative
Frequency Percent
Valid Yes
90
90.0
90.0
90.0
No
10
10.0
10.0
100.0
100.0
100.0
Total 100
Graph No.12
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INTERPRETATION:
It may inferred form Table 12 that 90% of the respondents said that the health and safety training
provided by the company increases the morale of the workers and 10% said no .
Question No.13
Table No.13
Showing responses of respondents that whether management conducts health checkup
programmes for employees
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100.0
100.0
INTERPRETATION:
It may inferred form Table 13 that 100% of the respondents said that the management conducts
health checkup programmes for employees.
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9.0
9.0
9.0
half yearly 18
18.0
18.0
27.0
yearly
73
73.0
73.0
100.0
Total
100
100.0
100.0
Graph N0.14
INTERPRETATION:
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Question No,15
Table No.15
Showing responses of respondents that are they satisfied with the drinking water facilities
provided
Frequency Percent
97
97.0
97.0
97.0
3.0
3.0
100.0
100.0
100.0
Total 100
Graph No.15
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INTERPRETATION:
It may inferred form Table 15 that 97% of the respondents satisfied with the drinking water
facilities provided and 3%of the respondents are not satisfied with the drinking water facilities
provided.
Question No.16
Table No.16
Showing responses of respondents that is the HRA allowance provided by the company
satisfactory.
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Valid Yes
80
80.0
80.0
80.0
No
20
20.0
20.0
100.0
100.0
100.0
Total 100
Graph No.16
INTERPRETATION:
It may inferred form Table 16 that 80% of the respondents said that HRA allowance provided by
the company satisfactory and 20% of the respondents said that HRA allowance provided by the
company not satisfactory.
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Question No.17
Table N0 .17
Showing responses of respondents that does company is taking due care of employees.
Does company take due care of employees.
Cumulative
Frequency Percent
Valid Yes
89
89.0
89.0
89.0
No
11
11.0
11.0
100.0
100.0
100.0
Total 100
Graph No.17
INTERPRETATION:
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Question No.18
Table No.18
Showing responses of respondents that are the facilities provided by credit society are
satisfactory.
Satisfaction about facilities of credit society
Cumulative
Frequency Percent
Valid Yes
88
88.0
88.0
88.0
No
12
12.0
12.0
100.0
100.0
100.0
Total 100
Graph No.18
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INTERPRETATION:
It may inferred form Table 18 that 88% of the respondents said you think facilities provided by
credit society are satisfactory and 12% of the respondents said you think facilities provided by
credit society are not satisfactory.
Question No.19
Table N0.19
Showing responses of respondents that how employees are committed to achieve the company
objective.
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Cumulative
Percent
Valid rank 1 6
6.0
6.0
6.0
rank 2 6
6.0
6.0
12.0
rank 3 32
32.0
32.0
44.0
rank 4 29
29.0
29.0
73.0
rank 5 27
27.0
27.0
100.0
Total
100.0
100.0
100
Graph No.19
INTERPRETATION:
It may inferred form Table 19 that 6% of the respondents are given rank 1, 6% of the respondents
are given rank2 ,32% of the respondents are given rank 3,29% of the respondents are given rank
4 ,27% of the respondents are given rank 5.
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Question No.20
Table No.20
Showing responses of respondents that does health affected by workplace environment
Is health affected by workplace environment
Cumulative
Frequency Percent
Valid Yes
21
21.0
21.0
21.0
No
79
79.0
79.0
100.0
100.0
100.0
Total 100
Graph No.20
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Question No.21
Table No.21
Showing responses of respondents that is there sufficient number of latrines and urinals at
convenient places.
are there sufficient number of latrines and urinals at convenient
places
Cumulative
Valid Yes
No
Frequency Percent
92
92.0
92.0
92.0
8.0
8.0
100.0
100.0
100.0
Total 100
Graph No.21
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INTERPRETATION:
It may inferred form Table 21 that 92% of the respondents are said that there are sufficient
number of latrines and urinals at convenient places and 8% % of the respondents are said that
there
are
not
sufficient
number
of
latrines
and
urinals
at
convenient
places.
Question No.22
Table No.22
Showing responses of respondents that how well hygienic conditions maintained in latrines and
urinals.
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Frequency Percent
19
19.0
19.0
19.0
78
78.0
78.0
97.0
3.0
3.0
100.0
100
100.0
100.0
Graph No.22
INTERPRETATION:
It may inferred form Table 22 that 19% of the respondents are said that well hygienic conditions
maintained in latrines and urinals are above average, 78% of the respondents are said that well
hygienic conditions maintained in latrines and urinals are average and 3% of the respondents are
said that well hygienic conditions maintained in latrines and urinals are below average.
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CHAPTER- IV
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FINDINGS:
The welfare facilities, which are organized by the management, are well known to the
workers and all about the respondents are satisfied with the majority welfare facility except the
few mentioned below. But the only complaint is that transportation and canteen facility which is
essential for them. I have pointed out the positive and negative points of the welfare facilities as
follows:
From the study it was noticed that majority of respondents i.e.90% of employees aware of
all the welfare facilities provided by the company it means company always think of
employees but still it can improve to satisfy other 10% of the employees.
It was noticed that 70% of employees feel good about present welfare facilities it shows
the welfare facilities are good.
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It was found that 76% 0f employees said that higher productivity is the first objective of
the company.
It was found that 76% of employees said that there an advancement for the employee for
there upliftment of career it shows company trying to increase knowledge of the
employees.
It was found that 56% of the employees said that treatment is given to injured worker
immediately it shows other employees getting treatment in 15 mints or more than it
therefore company have to try to give the treatment before 15 mints. .
From the study it was found that 84% of employees said that every time contents are
available in first aid box , means medical committee always aware pf its functions.
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It was found that 62% of employees are somewhat satisfied with food/snacks/drinks
provided at different intervals means they want some changes in the food, snacks drinks
provide
From the study it was found that 51% of employees said that the food provided by the
canteen is somewhat nutritive.
From the study it was noticed that majority of respondents i.e.90% of employees said that
the health and safety training increases the moral of the worker it .
From the study it was noticed that majority of respondents i.e.100%said that management
conducts health checkup programmes.
It was found that73% of the employees said that management conducts health checkup
programmes yearly.
From the study it was found that 97% of the employees said that they are satisfied with
drinking water facility it shows company is providing good drinking water.
From the study it was found that 80% of the employees said that HRA allowance
provided by the company is satisfactory it shows employee can stay at convent places.
From the study it was found that 89% said that company is taking due care of them,it
means everyone is important in comany.
From the study it was found that 88% of the employees said that facilities provided by the
credit society are satisfactory it shows the credit society is helping the employee for their
future.
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From the study it was found that 79% of the employees said that health is not affected by
the workplace environment it means the workplace environment is clean and not
hazardous.
From the study it was found that 92% of the employees said that there are sufficient
number of Toilet and washroom at convent places.
From the study it was found that 78% of the employees said that average hygienic
conditions maintained in latrines and urinals.
SUGGESTION:
1. Employees are not satisfied to quality of the food which is providing by the canteen, so
quality of the food has to be increased to keep the health of the employees good.
2. In my opinion company should provide transportation facility to contract worker by
taking the fare of the bus.
3 The company should provide Toilet and wash room facilities to contract workers.
4 Company should increase the Canteens facilities to the contract workers.
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CONCLUSION:
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CHAPTER-V
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ANNEXUR
QUESTIONNAIRE
Dear sir/madam,
I am pleased to introduced my self as MBA student.As a part of co- curriculum I
have undertaken a study on the EMPLOYEE WELFARE FACILITY IN HLL LIFECARE
.LTD
KANAGALA The information provided by u will kept confidential and used for
status:
Department:
Length of service:
1) Are you aware of all the welfare facilities provided by the company?
Aware
Not aware
Excellent
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3)
Which
welfare
activity
is
most
important
for
you?
workers
participation
programs?
Training
Health and safety
Other welfare measures
4)
Do
workers
actively
participate
in
Yes
5)
No
what
is
your
Higher productivity
first
objective
in
the
company?
Welfare programs
6) Any advancement for the employees in their upliftment of career provided in the company?
Yes
No
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Within 15 mints
Within hr
8)
How
more than 1 hr
often
first
Every time
aid
box
with
prescribed
contents
is
available?
Mostly
Sometimes
only
9) If any major accident happens to you and not able to work then what kind of compensation is
provided .
Full claim amount
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Some what
To the lowest
11)
How
nutritious
Highly nutritive
some
what
is
the
food
provided
to
you?
least
nutritive
Nutritive
nutritive
workers?
Yes
No
No
Quarterly
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Yearly
15) Are you satisfied with the drinking water facilities provided?
Yes_____ If no ____ why?
16)
Is
the
Yes
Allowance
provided
by
the
company
satisfactory?
No
17)
Do
Yes
18)
HRA
you
think
company
is
taking
due
care
by
credit
society
are
of
you?
s No
Do
Yes
you
think
facilities
provided
satisfactory?
No
highest-----1st least)
1
2
3
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5
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20)
Is
your
health
affected
by
workplace
environment?
Yes
No
If yes how?
21)
22)
How
well
Above average
No
hygienic
conditions
maintained
in
toilet
and
wash
room?
Average
Below
average
23) Do you have any suggestions regarding welfare activates in your company?
______________________________________________________________
______________________________________________________________
______________________________________________________________
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BIBILIOGRAPHY:
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