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TABLE OF CONTENTS

Preface Introduction to welfare condition
•Concept of labour welfare •Need for labour welfare •Scope of labour welfare work •Labour welfare management

Topic-Welfare services at Heinz India Pvt. Ltd. (Aligarh Factory)
• • • Statutory services Non-Statutory services Other programmes at Heinz

Objective of study Research Methodology
• • Source of data collection Sampling & sample

Introduction of Heinz Company
• • • • • Heinz vision & culture Heinz India Aligarh factory from Glaxo to Heinz Product range of Heinz Quality policy

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Description of various departments
• • • • • • • • • • Milk processing plant Milk collection center Quality assurance department Retail packing unit Safety &security Engineering department Transportation department Finance department Personnel welfare department Planning & distribution department

Facilities in Heinz Analysis Conclusion Suggestion Limitation Favorable comment Questionnaire References

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PREFACE
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As an essential & obligatory part of my course undergone 6 weeks, complete summer training at Heinz India Private Limited, Aligarh. This training helped me in getting practical knowledge in to the business environment. I got practical knowledge about Heinz India Pvt. Ltd how the work is done in the company. I have more emphasized on the training programme in Heinz. In this Project Report I gave all the information with an example about the operation finance with is related to the manufacturing operations of the company. I have also mentioned the functions of various departments namely: Finance Dept, Personal, Quality Assurance dept, Engineering Dept. etc. In this Project report I gave all the information which not only serve the comprehensive knowledge base but also helps the reader in understanding the fundamentals related to the subject.

ACKNOWLEDGEMENT
By the grace of GOD, I take the opportunity with great pleasure to plot the circle of warm complement deep sense of gratitude & profound thanks to all those who have spared there valuable time & giving me there co-operation to make this project complete.

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First of all I would like to express my sincere thanks to my supervisor Mr. Rajesh B. Sharma, HR Manager, Heinz India Pvt. Ltd Aligarh for his efforts , continuous proper guidance ,supervision & generous co-operation throughout this work which enabled me to present this project report . Special thanks have to be reserved for Mr. P.K. Sharda, Sr. Manager, HR & Administration Heinz India Pvt. Ltd Aligarh for providing facilities &extending full support to the training & project work. I express my profound thanks to Mr. Shyam Sunder who helped a lot during this training for giving precious time giving encouragement time to time. I would be failing in my duty if I do not express my heartiest thanks to Lecturer and coordinate department for giving all possible support, suggestion and is valuable time in preparing this project.

………………………….. (PRATIBHA CHAUHAN)

INTRODUCTION OF WELFARE CONDITION
Industrial progress of a country depend on its committed labour force. In this regard the importance of labour Welfare was recognized as early 1931, when the Royal Commission come in existence. The schemes of labour welfare may he regarded as “a wise investment”. Twenty years later, the planning Commission realized the importance of labour 5

welfare, when it observed that “In order to get the best but of a worker in the matter of production, working condition require to be 1mproved to a large extent. The worker should at least have the means & facilities to keep him in a state of health & efficiency the working condition should be such to safeguard his health & protected him against occupational hazard. The work place should provide reasonable amenities for his essential needs. The workers should also be equipped with the necessary technical training and a certain Leal of general education. Concept of Labour Welfare the concept of “labour welfare” is flexible elastic.

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1.1 CONCEPT OF LABOUR WELFARE
Concept of “Labour Welfare” is flexible and elastic and differs widely with time, region, industry, social values and customs, degree of industrialization, the general socio-economic development of the people and the political ideologies prevailing at a particular time. It is also molded according to the age group, ‘sex, socio-cultural background, marital and economic status and educational level of the workers in various industries. The Labour Investigation Committee preferred to include under “Labour Welfare”. “Anything done for the intellectual, physical, moral and economic betterment of the workers, whether by employers, by government or by other agencies, over and above what is laid, down by law or what is normally expected of the contractual benefits for which workers, may have bargained. According to the Committee on Labour Welfare, welfare services should mean: “Such services, facilities, and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from place of 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 the conditions under which workers are employed”

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The ILO report refers to labour welfare as:
“Such services, facilities and amenities as may be established in or in the vicinity of undertakings to enable the persons employed in them to perform their work in healthy, congenial surroundings and provided with amenities conducive to good health and high morale.

Basic characteristics of labour welfare: (i) It is the work which is usually undertaken within the premises or in the vicinity of the undertakings for the benefit of the employees and the members of their families. (ii) The work generally includes those items of welfare which are over and above what is provided by statutory provisions or required by the custom of the industry or what the employees expect as a result lit of a contract of service from the employers. (iii) The purpose of providing welfare amenities is to bring about the development of the whole personality of the worker his social, psychological, economic, moral, cultural and intellectual development to make him a good worker, a good citizen and a good member of the family. (iv) These facilities may be provided voluntarily by progressive and enlightened entrepreneurs at their own accord out of their realization of social responsibility towards labour, or statutory provisions may compel them to make these facilities available; or these may be undertaken by the government or trade unions, if they have the necessary funds for the purpose.

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(v)

“Labour Welfare” is a very broad term, covering social security and such other activities as medical aid, crèches, canteens, recreation, housing, adult education, arrangements for the transport of labour to and from the work place.

(vi)

It may be noted that nut only extra-mural, statutory as well as non statutory activities undertaken by any of the three agencies – the employers trade unions or the government.

Welfare and Amenities within the precincts of the Establishment:
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Latrines and urines Washing and bathing facilities Crèches Rest rooms Arrangements for drinking water Health services, including occupational safety Ambulance services Arrangement for prevention of fatigue Administrative arrangement for the welfare of employees Uniform and protective cloths Canteen Recreational facilities

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Welfare outside the Establishment:
1. 2. Maternity benefit Social insurance measures (including gratuity, pension provident fund and rehabilitation) 3. 4. Benevolent funds Medical facilities (including programmes for physical fitness and efficiency, family planning and child welfare. 5. 6. 7. Education facilities Housing facilities Recreation facilities (including sports, cultural activities, library, reading rooms). 8. 9. Holiday homes and leave travel facilities Workers co-operatives, including consumers co-operative stores, fair price shops, and co-operative credit and thrift societies. 10. 11. 12. Vocational training for dependents of workers Other programmes for the welfare of women, youth and children. Transport to and from the place of work

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1.2 NEED FOR LABOUR WALFARE
The need for labour welfare was strongly felt by the Royal Commission on Labour as far back as in 1931, primarily because of lack of commitment to industrial work among factory workers and the harsh treatment they received from their employers. This need was emphasized in free India, by the Constitution which contain the following Articles in this regard: Article 41: The state shall. within the limit of its economic capacity and development, make effective provisions for securing the right to work to education, and to public assistance in cases of unemployment, old age, sickness, and disablement and in other cases of underserved want’. Article 42: The state shall make provision for securing the Just and humane conditions of work and for maternity relief.” Article 43: The state shall endeavor to secure, by suitable legislation or economic organization or in any other way, to all workers, agricultural, industrial or otherwise, work a wage, conditions of work ensuring a decent standard of life and full enjoyment of leisure and social and cultural opportunities, and in particular, the state shall endeavor to promote cottage industries on an individual or co-operative basis in rural areas”.

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1.3 Objectives of Labour Welfare:
The Labour Welfare Work aims at providing such service facilities and amenities as would enable the ‘workers employed in industries/factories to perform their work in healthy, congenial surroundings conductive to good health and high morale. 1. It is partly humanistic, for it enables the workers to enjoy a fuller and richer life. 2. It is partly economic because it improves the efficiency of the worker, increases its availability where it is scarce and keeps him contented. It, therefore, minimizes the desire of the workers to form or join unions and to resort to strikes. 3. The aim is partly civic because it develops a sense of responsibility and dignity among the workers and thus makes them worthy citizens of the nation.

Approaches to Labour Welfare:
The welfare activities termed as ‘statutory’, ‘voluntary’ and ‘mutual’. a. Intra mural Activities: Consist of such welfare schemes provided within the factories as medical facilities ,compensation for accidents , provision of crèches and canteens, supply of drinking water, washing and bathing facilities, provision of safety measures such as fencing and covering of machines, good layout of the machinery and plant, sufficient lighting, first aid appliances.

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b.

Extra—mural Activities: The services and facilities outside the factory such as, housing accommodation indoor and outdoor recreation facilities, amusement and sports, educational facilities for adults an children, provision of libraries and reading rooms.

Labour welfare work may be statutory, voluntary or mutual. It is statutory when such activities have to be undertaken in furtherance of the legislation enacted by the government. It is voluntary when the activities are undertaken at their own accord by the employers or some philanthropic bodies or when a labour organization undertakes such activities for the welfare of their members. It is mutual, when all parties join hands to bring about the social and economic uplift of the workers. (a) Those dealing with immediate working conditions are special provisions for adequate light, heat, ventilation toilet facilities, accident and occupational disease prevention, lunch room, rest room, maximum wages, etc.; (b) Those concerned with less immediate working conditions and group interests, are gymnasiums, club rooms, playgrounds, gardens, dancing music, house organs, mutual aid societies, vacation with pay, profit-sharing,

stockownership, disability and unemployment funds, pensions, savings banks, provisions for conciliation and arbitration, shop committees and workers councils; (c) Those designed to improve community condition such as housing, retail stores, schools, libraries, kindergartens, lectures on domestic sciences, day nurseries, dispensary and dental service screening of motion pictures, arranging athletic contests and picnics and summer camp.

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1.4. SCOPE OF LABOUR WELFARE WORKS
It is somewhat difficult to accurately lay down the scope of labour welfare work, especially because of the fact that labour class is composed of dynamic individuals with complex needs. In a world of changing values, where ideologies are rapidly undergoing transformation, rigid statements about the field of labour welfare need to be revised. Labour welfare work is increasing with changing opportunities and needs to meet varying situations. It is also increasing with the growing knowledge and experience of techniques. An able welfare officer would, therefore, include in his welfare programme the activities that would be conductive to the well-being of the worker and his family. The test of a welfare activity is that it removes, directly or indirectly. Any hindrance, physical or mental of the worker and restore to him the peace and joy of living the welfare work embraces the worker and his family.

Labour Welfare: Labour Welfare on legal points of view to enhancing welfare and wellbeing of workers, has laid down elaborate provisions for labour welfare under different labour laws. The important laws in this regard are:

1)

The Factories Act, 1984:

It provides for: i) ii) iii) Washing facilities Facilities for storing and drying clothing. Facilities for occasional rest for workers who are obliged to work standing.

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iv)

First-aid boxes or cupboards one for every 150 workers and the ambulance facility, if there are more than 500 workers.

v) vi) vii) viii)

Canteens, if there are more than 250 workers. Shelters, rest-rooms and lunch-rooms, if over 150 workers are employed. Crèche, if 30 or more women are employed. Welfare officer, if 500 or more workers an employed.

The scale of standards pertaining to various welfare activities are laid down by the State Governments and its provision are as follows. 2) i) ii) iii) iv) The Plantations Act, 1951: A canteen, if employing 150 or more workers. Crèches, if employing 50 or more women workers. Recreational facilities for workers and their children. Educational arrangements on the estates for the children of workers, if there are 25 workers’ children between the age of 6 and 12. v) Housing facilities for every worker and his family residing on the plantation, in accordance with the prescribed standard laid down by Stage governments. vi) vii) Medical aid to workers and their families, sickness and maternity allowance. Making available to workers such number and type of umbrellas, blankets, raincoats, or other like amenities for their protection against rain or cold, as prescribed by the State government. viii) Welfare officer, if 300 or more workers are employed.

The scale of standards for afforested facilities are laid down by the respective State governments where plantations are located.

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3)

The Mines Act, 1951:

If provides for the following: i) ii) Shelters for taking food and rest if 50 or more workers are employed. First-aid boxes and first-aid rooms if more than 150 workers are employed. iii) iv) v) vi) A canteen, if 250 or more workers are employed. A crèche, if 50 or more women workers are employed. Pit-head baths equipped with showers, sanitary latrines. Welfare officer if 500 or more workers are employed.

4)

The Motor Transport Workers Act, 1961: The motor transport undertakings are required to provide for their workers: vii) First-aid facilities equipped with the prescribed contents, to be kept in every transport vehicle; viii) ix) x) Medical facilities at the operating and halting centers; Canteen, if employing 100 or more workers; Clean, ventilated, well-1ighted and comfortable rest-rooms at every place where motor transport workers are required to halt at night; xi) Uniforms, raincoats to drivers, conductors and line checking staff for protection against rain and cold; xii) Prescribed amount of working allowance to the staff mentioned above.

5)

The Merchant Shipping Act, l958: The main provisions of the Act with respect to the welfare of workers include: i) Crew accommodation.

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ii) iii) iv)

Supply of hygienic thinking water. Supply of necessary items like bedding, towel etc. Maintenance of first-aid facilities, availability of doctors and provision of medical stores.

v)

Regular medical check-up and necessary medical assistance to all persons, including the crew, on foreign-going ships.

vi)

Appointment of a Seamen’s Welfare Officer for any ship as government seems fit.

vii)

Provision of hotels, clubs, canteen, library, educational facilities etc.

Under the Act, government is empowered to frame rules and regulations for the fees to be paid by the ship owners for providing welfare amenities to the seamen.

6)

Dock Worker’s (Safety, Health and Welfare) Scheme, 1961:

A comprehensive dock-workers’ (safety, health and welfare) scheme 1961 has been formed under the Dock Workers’ (Regulation of Employment) Act, 1948. The various welfare measures proposed under the act include provisions pertaining to: i) ii) iii) iv) v) Urinals and latrines. Washing and bathing facilities. Rest shelters and call stands. Drinking water and canteen facilities. First-aid facilities.

Besides these facilities, certain extra mural labour welfare facilities are also made available to workers, such as provision of: i) ii) Education facilities including adult education. Sports and recreation.

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iii) iv)

Medical facilities. Fair price shops and co-operative societies.

These and other welfare facilities are largely financed by Dock workers Fund. The welfare board manages various aspects of welfare activities.

7)

The Contract Labour (Regulation and Abolition ) Act, 1970:

This Act provides that the following amenities shall be made available by contractors for their employees: i) ii) Canteen, if employing 100 or more workers Rest rooms or other’ suitable alternative accommodation where contract labour is required to halt at night in connection with the work of the establishment. iii) iv) Washing facilities. First-aid box equipped with the prescribed contents.

8)

Inter-State Migrant Workmen (Regulation and Employment and Conditions of Service) Act, 1979:

Every contractor, employing inter-state migrant workmen, shall provide: i) ii) Suitable conditions of work; Suitable residential accommodation to workers during the period of their employment; iii) iv) Medical facilities for workmen, free of charge; Such protective clothing as may be prescribed;

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1.5. LABOUR WELFARE MANAGEMENT
The planning commission realized the importance of labour welfare when it observed to get the best out of the workers in the matter of production; working conditions are required to be improved to a large extent. The worker should have at least means and facilities to keep himself in a state of health and efficiency.

Aims of Labour Welfare a) Its aim is wise because it develops a sense of responsibility and

dignity among workers and this makes worth citizens of the Nation. b) c) It is partly humanistic. It is partly economic because it improves the efficiency of the

workers, increases the availability where it is scarce and keeps him contended. Relevant Labour Welfare Amenities under Labour Acts The Factories Act, 1948 came into force on 1st April 1949. It deals with the welfare of workers employed in the factory. Chapter V of factories act, 1948 contains the provisions regarding the welfare of labour in the factories. Some of them which are available at Heinz (I) Pvt. Ltd. Factory at Aligarh.

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STATUTORY SERVICE

1.

CANTEEN SERVICES:
According to statutory rules (under sec.46), if 250 or more workers are

employed in a company there must be well maintained canteen for them. This rule also prescribes the proper functioning of canteen which includes quality food item and their rates. This facility is based on no profit and no loss. For the efficiency of canteen management, company has organized a committee having 4 members namely Mr. Rajendra Kurnar, Mr. N.C. Rajoria (from the workers side), Mr. Alok Gupta & Mr. K Lal who are working in a coordinative manner. Persons engaged in the canteen are: Mr. O.P. Singh: (Senior Supervisor) Mr. Dilip Singh (Asst. Supervisor) Mr. Budh Singh (Asst. Supervisor) along with 22 workers. Facilities provided at canteen: a) It operates for 24 hrs and has three shifts i.e. 8 am to 4 pm, 4 pm to 12 midnight and from 12 to 8 am. b) Every month the company has to bear an expense of Rs. 1.6 Lakhs due to its subsidized functioning. c) Quality food is provided at a very nominal rate to the employees through coupon issued by the canteen. d) e) Cleanliness is maintained at the canteen. Hygienic food is provided to the workers.

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f) g)

It provides clean and cool drinking water. It has a reading table for newspapers.

2.

MEDICAL FACILITIES:
According to the Factory Act, 1948 (Sec 45) where the number of employees

is less than 500, there must be facility of first aid boxes at various places for the employees. Statutory Rule states that there must be at least one first aid box provided as per 150 employees and when the number exceeds to 500 or more there must be a dispensary available. Thus, Heinz as entitled to provide these medical facilities.

a) O.H.C (Occupational Hazard Centre): It is established within the premises of Aligarh plant to provide basic medical aid to its employees. O.H.C has a dispensary with all first aid facilities to provide relief to the workers. It has three persons namely Dr. V. K. Jain (Medical Officer), Mr. Gopal Prasad (Asst.) and one male nurse.  Main task of O.H.C is to provide instant relief to the injured employee so that he can carry on his work.  Company has installed many first aid boxes at various places under a responsible and trained person so that employee could relief quickly.  Medical officer regularly visits the plant to check sick or minor injured employee.  Employees are allowed to get treatment outside the factory dispensary.

b) Domiciliary Treatment: It is the important facility provided by the company to the employees under this an employee can get treatment outside the factory and all the 21

expenses incurred will be reimbursed by the company. This amount varies as per grades in the organizational structure.

c) Hospitalization Benefits: It is another facility provided by the company. Special accident benefit schemes are provided to the employees under which a person is given 75% of his wage while on leave (Under Special Accident Leave). This benefit comes into play when a person is injured during his employment. In this way company takes good care of its employees and tries to ensure their well being both inside & outside the factory.

d) Ambulance Facility: This facility is essential for the ailing & injured patient who has to be rushed to the hospital immediately. The ambulance has one driver and an asst. male nurse. It has .the facility of oxygen cylinder and a first aid box, so that patient can be sent to the city hospital with ease.

3(a) Facility of washing clothes: This facility comes under Sec. 42 of the
Factories Act. Every department’s employee is provided with four pair of uniform by the company. The colour of uniform is fixed according to the respective department. For the purpose of washing & drying of these uniforms, company has hired a washer man on contractual basis. Everyday, washer man washes their soiled clothes and in this way company takes good care of personnel hygiene. 3 (b) Facility of Lockers: Heinz factory also provides a facility of lockers as a part of washing facility to its employees. Every employee has its own locker which has two codes: one is the permanent serial number and other is the locker number so that they can put their personal clothes in these lockers safely.

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3(c) Rest Room: Company has arranged rest room for its employees. The basic purpose of rest room is to provide rest to the employees when they do not feel well or if they are allowed by the management. Moreover those employees who work in the night shift can use the rest room after finishing their shift if they live in remote areas and fear to travel in odd hour.

4. WELFARE OFFICER: In a factory wherein 500 or more workers are ordinarily employed; occupies shall employ in a factory such number of welfare officers as may be prescribed. Heinz has appointed Mr. Dinesh Chaudhary as a welfare officer in Personnel & IR Department.

5. CRÈCHES: Section 48 of Factories Act states that in a factors wherein more than 30 women workers are ordinarily employed, there shall be provided a suitable well lighted and ventilated room for the use of children under the age of 6 years. Since at Heinz factory there are no women workers employed, there is no provision for crèches.

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NON STATUTORY SERVICES a. Sports Club:
The management of Heinz had organized a sports club for the mental as well physical development of its employees. The committee consists of 14 members. Every employee of any designation can be elected as the member of the committee by the work force (excluding president’s designation). This club arranges various indoor and outdoor games yearly e.g. long jump, high jump, badminton, volley ball, table tennis, chess etc. Another function of this club is to yearly organize tours for the employees e.g. picnic tour, religious tour, educational tour etc. Company also provides sweets and gift packets on these occasions. Recently another feature is added in the activity of this club. The company has started giving a sum of Rs.l000 as a reward to the meritorious student of its employees in order to motivate them (the students who obtained first division in class 10 th and 12th). Every year an annual function is held in which these students are awarded. For organizing these programs, company as well as employees contributes money. The management staff contributes Rs.4/month while workers give Rs.8/month to the sports club. The annual contribution is around Rs.90,000.

b. Personal Protective Equipment:
Safety and security of its men and material is the prime concern of Heinz. For this purpose employees are provided with P.P.E. The equipment provided depends on the nature of job. Extra precaution has to he taken by those working with boilers, rollers, spray dryers etc. The P.P.E includes safety goggles, helmets, aprons, gloves, shoes

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etc. In this way company ensures that a safety environment is provided to its employees so that they are able to carry their own activities without any interruption.

c. Transportation Facility:
Transport facility is provided to at a very nominal rate for the employees who work in shifts. The cost incurred in operating these buses comes around 24 lakhs per annum. In this manner the company provides easy excess to the employees. The buses are hired for this purpose on a contract basis.

d. Sundry Allowances:
In addition to the other facilities the staff at Heinz is provided with a variety of sundry allowances.  First aid allowance.  Fire fighting allowance.  Heavy vehicle allowance.  Cash handling allowance.  Sunday cleaning allowance.  Field duty allowance.  Miscellaneous allowance to tanker drivers.  Uniform washing allowance to driver.  Bank work allowance at city.

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e. Incentive Schemes:
To boost the moral and motivate the employees management. Heinz provides various incentive schemes for its employees e.g. attendance incentive (Rs. 600 per month). In addition, to all these facility various other facilities like: i. ii. iii. Wheat advance (for buying wheat) May/ June is given. Taking salary in advance is also permitted (subject to certain condition). The staff members can purchase the company products at confessionals rate etc. iv. 20% bonus is given to the employees annually.

“Creative Ideas are always welcomed at Heinz.”
Any employee who comes up with a, good idea which can bring about improvement in the work structure is provided monetary gains and other incentives which provide him necessary encouragement to come up with more and more ideas thus enhancing his own as well as company’s prospects.

Other Programs at Heinz: 1.
(a) (b)

Suggestion scheme
Committee final Reward in cash For improvement in process, hygiene and safety.

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2. PMD’S for management staff (performance mgt & development)
(a) (b) Half yearly and annual. Increment & promotion.

3. Worker annual revives of performance. 4. Training & development.
(a) (b) (c) (d) I.H.T.P.: In house training program External training faculty by Communication Leadership

5. Behavioral:
Team works Work culture

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OBSERVATION
Industrial development in recent years has resulted in the advent of large enterprises with large labour force. Obviously, the larger the labour force, the greater are the potential problems. Besides, the recent trends indicate that the employee can no longer be viewed as commodity. The socialistic pattern of society, the advent of invention by the nation and the idea of a welfare state must & move to the recognition of labour welfare activities. Enterprises can use the labour in proper direction for maximum utilization their satisfaction which is possible only when labour is satisfied. To keep the employees motivated and committed various activities are needed

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OBJECTIVES OF THE STUDY

The topic of my project is to analytical study of labour we1fare schemes in Heinz India private ltd. The objectives to be covered in this study is, 1. To measure the level of satisfaction of employees with the welfare services provided by the company. 2. To suggest the measures to increase the labour Welfare Services in Heinz India Pvt. Ltd.

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RESEARCH METHODOLOGY
Descriptive research methods were used in the research for identifying the working condition of employees in HEINZ INDIA PVT. LTD

Sources of Data Collection: 1. Questionnaire method:
Primary data was collected by the method of distributing questionnaire of Heinz staff and there after analyzing and evaluating the feedback forms.

2. Personal Interview:
The primary data was collected through the personal interview. On the basis of feedback given by the employees / trainees by evaluating the questionnaire it was difficult to access correctly the response of the trainees. So it was then consult with welfare officer that personal interviews be conducted to get an accurate solution to the analysis Personal interview was conducted on person who had given their feedback in questionnaire.

3. Personal observation:
I had closely observed the training program and acquired a green knowledge about the behavior of the trainer with the trainees and the way of communication with each other which helped me a lot in evaluating the company’s employee welfare services.

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4. Past records:
The secondary data was collected by the helped of published data provided by the personal department of the company about the welfare schedule at Heinz India Pvt. Ltd. and through the annual report of Heinz India Pvt. Ltd.

Sampling & Sample Size
For the present study the Aligarh unit of Heinz India was selected. There we select 80 workers out of the total 500 workers. For this I used simple random sampling to select sample of size 80 from 10 different departments. A simple random sample of size 8 was taken from each of the 10 departments.

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4.1. INTRODUCTION OF HEINZ COMPANY

H.J.HEINZ –THE FOUNDER Henry John Heinz: A Man of Uncommon Vision
He was the founder of the company HEINZ in the 19th century. He started his company in Pittsburgh (Pennsylvania). His parents taught him thrift rather than greed. He knew nothing of “get rich quick” business schemes and couldn’t bear the thought of ill-gotten game. Many of his ideals and principles, almost unheard at that time, remain progressive this day.

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Heinz International is of the most ancient food Company of the world which was founded in 1869 about 137 years from today. The Company is named after its founder H. J. Heinz who was an energetic entrepreneur rival boy from a village near Pittsburgh, who was not only a business genius but a man of high moral principles and personal rectitude. By US standards the Heinz Company at 137 is an old Co. hoary with age and traditional out of 63 firms which were making food in 1873 only one survives “HEINZ” by any standards it is remarkably distinguished and successful company, genuinely beloved by the citizens of its hometown as well as loyal employee and customers round globe. H. J. Heinz was different and possessed qualities that rarely coexisted with business during those times he behaves as though his factory was still his mother’s spotless kitchen. He paid grocers to remove the ageing Heinz products from their shelves. He insisted on best ingredients and clear jars to display the purity of Heinz products. The first product was horseradish, and the glass of its bottle was clear. There was a reason: while competitors extended their horseradish with fillers, concealed from view in green glass jars, Founder Henry John Heinz took his stand on quality and proudly displayed his product in transparent bottles. After horseradish came pickles, sauerkraut and vinegar, delivered by horse-drawn wagons to grocers and around Pittsburgh, Pennsylvania. He treated his employees as though they were the members of his family. He not only provided his assembly workers with clear clothes and indoor facilities for washing but he insisted on providing weekly manicure for those who worked with food.

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Later as business boomed he built two roof gardens where employees could relax stroll and get a fresh air. He also built auditorium for lectures and concerts and male and female dining rooms and made available to the employees, a Heinz carriage and a team of horses so that they could be driven, like men and women through the city’s park. He was a man who rewarded hard work and prized fairness, honesty, integrity and quality. He lived according to his principles he never resorted to sharp or deceptive practices, still managed to turn in quite a profit. He was always on move across the country around the world and turned a small local business into an international food business that became one of the country‘s great family fortunes. As biographer Robert C. Alberts has observed, Henry Heinz had hit on two of what he called the Important Ideas that were to shape his business from that day on: (1) That most people are willing to let someone else take over a share of their kitchen operations; and (2) That a pure article of superior quality will find a ready market through its intrinsic value? If properly packaged and promoted. Conventional wisdom now, these were bold conceptions in their day, foreshadowing what have since become the bedrock assumptions of modern quality control and consumer marketing. And, there were sequels: 3).To improves the product in glass or can, you must improve it while still in the ground; and 4). The world is our market. He loved and understood people. He understood that he was in a business that sustained and nourished people. Consciously or unconsciously he founded and expanded a company that did more than to employ and pay workers, it also sustained and nourished individuals. It made them feel part of a special family.

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Long after the founder’s death in 1919, the Heinz Company continued to be known as “a good place to work”. His vision was practical and immediate as well as far reaching. The image of H.J. Heinz was carried forward by his son Howard and his grand son Jack, then by non family leaders, Burt Gookin, Tony ‘O’ Reilly and Bill Johnson. It has remained amazingly lure to the valence and beliefs of the founder. Like any other family, Heinz has faced its ups and downs. It had its share of successful /and less successful ventures. It has not only faced mixed opportunities fiascoes and funny stories. Let in the long run, its devotions to quality products and people have never wavered.

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Heinz Vision and Culture
Heinz Vision:
 Delivering High Quality Products.  Adhering to Standards.  Be a company with strong and motivated  Satisfying Customer’s Needs.  To become renounced in commercial as well as social.

Heinz Culture:
It is the second largest food company in the world. Heinz has a conducive culture which not only integrates and motivates all the employees towards achieving high standard but also makes sufficient room for everybody’s growth. People are a valuable asset at Heinz whose main emphasis is on task efforts towards satisfying the customers and expanding the market share. A good blend of behavioral skill development programs provide stimulus for growth and carrier development. Over the years, Heinz has concentrated on department’s internal relationship so that external relationship is enhanced.

Heinz today a global player
Heinz today is the global player which specializes in providing processed food products and nutritional services. Heinz is famous for its 57 varieties. Now not actually markets more than 4000 varieties to the consumers in 200 countries.

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Geographically it is well balanced with 43% of its business coming from non US operations. Heinz – 2006: The H.J. Heinz Company with its global sales of over 9 billion, a decentralized federation of companies with a lean 180 member’s world wide headquarters staff that operates as overall strategy bankers, auditor, auditor information facilitator and coordinator. World headquarter is situated / located on the 29th and 60th floor of the handsome triangular steel and glass Usx tower in downtown Pittsburg. Heinz today a global player in food business specializes in providing processed food products and nutritional services. Heinz now more than 4000 and its business extend to loyal consumers in more than 200 countries and territories. The company’s two strongest global brands are Heinz and weight-watchers which in the US are joined by powerful names such as ore-ida, the budget Gourmet, Earth’s best starkest, 9- lines, Ken-L Rarion and many others. Overseas Heinz known brands are Orlando, Farley’s, Guloso, Wetties, and Plasmon. Heinz provides employment for approximately 43, 300 people full time plus thousands of other on a part time basis during seasonal peaks. Among the food manufacturing companies Heinz ranks second in the world. Heinz chairman, president and CEO William R. Johnson has given this dynamic 136- year-old company a stronger focus and a clean vision to become the world’s premier food company in terms of growth, performance and value.

Heinz’s

Health

and

Nutrition

Commitment

to

the

Community.

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Heinz takes seriously the responsibility towards the community. Through programs at each of the affiliates, it affirm Heinz’s commitment to health and nutrition and to the highest of ethical standards. $10 Million in Contributions. During the year, the H.J. Heinz Company Foundation and the company’s many philanthropic provided grants and in – kind contributions in excess of $ 10 million. The Foundation focuses on the areas of nutrition, youth & education, diversity, healthy children & families, quality of life and volunteerism. It provided financial support to more than 150 organizations. Heinz affiliates and employees worldwide joined with the Foundation to provide more than $500,000 in supplies and financial support to sunami relief efforts. Volunteer initiatives included the “Heinz HELPS” program, which matches employee volunteerism with Foundation grants. Heinz Help hand is a Heinz Australia endeavor that matches charitable funds raised by employees. In Britain, its signature high school venture earned the Business Partnership Award for Heinz U.K. The foundation provides scholarship, mentoring and internships to disadvantaged students through the Heinz scholars program at Washington and Lee University.

Heinz and Sprinkles
At the center of philanthropic activities is the Sprinkles Global Health Initiative (SGHI). It is a Toronto-based organization that distributes iron and vitamin supplements to malnourished children and pregnant and nursing mothers. SGHI has received more than $2 million in assistance from the foundation and Heinz executives in North America, India, Italy, the U.K. and elsewhere. SGHI is the only aid organization to provide nutrient fortification that can be sprinkled on home-prepared foods, such as rice, porridge and congee.

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SGHI distributes supplements in more than a score of emerging nations. SGHI has earned recognition for its international reach and its ability to adapt its marketing and supply systems to various cultures. The supplement is known by an assortment of names, including Baby Fer® in Haiti, Supple Forte® in Canada , supple fem for mothers in Pakistan, and Sprinkles® in Ghana. In Guyana, Sprinkles® are offered to every child through the government health ministry. A multiple micronutrient supplement, trademarked Vitalita®, is distributed in Indonesia and endorsed by UNICEF. Heinz remains one of the world’s most recognized authorities on infant health and nutrition. The Heinz Institute of Nutritional Sciences (HINS) regularly conducts seminars for pediatricians and other health authorities. Research initiatives span many nations and scientific disciplines. Its many studies include those on Omega 3 fatty acids in baby food (Italy), bioavailability of iron in infant cereal (China), nutrition in rural areas and congested urban settings (Thailand), and fatty acid intake during pregnancy (Australia), to name but a few. The company has been the foremost proponent of lycopene and its relationship to decreases in cancer and other diseases. Lycopene is an antioxidant abundant in tomatoes; it is made even easier for the body to absorb when the tomatoes are cooked in such Heinz® products as ketchup, soups, juices and Classico® sauces. Other research initiatives involve the nutritional value of beans one of Heinz’s most popular products. Heinz is the company to fortify soy sauce with iron on a national scale in Indonesia. This is a significant step in helping to reduce anemia and iron deficiency in regions where soy sauce is a part of daily meals. Heinz’s ABC® is the second largest soy sauce brand in the world.

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Heinz India
The corporate office of Heinz India is situated at Mumbai. Nr. Nilesh Patel is appointed as the new managing director of Heinz India. Patel succeeds Mr. Pradeep Poddar, who stepped down after eight years and subsequently moved into a nonexecutive role for a year. Patel is currently based in Signapore as director, manufacturing, Heinz Asia. He was in charge of the company’s manufacturing, technical services and supply chain activities throughout Asia. Patel is a veteran Heinz executive with extensive global experience. He joined Heinz, UK, as process development engineer in 1987, and since then has played a key role in technical, supply chain and commercial initiatives in Europe, India and Asia Pacific. His mandate is to strengthen the Heinz portfolio in India.

Mr. D.P. Roy is the VP/Director (Supply Chain of the company)

HJ Heinz is one of the world’s top five food companies globally, but in India, it has not yet built up scale in core categories, especially ketchup, which is a $1.2bn business in the US and nearly $2.5bn worldwide. In India, Heinz is facing tough competition from Maggi and Kissan. Its other brands complan, Glucon-D, Nycil and Farex have only seen moderate growth in the past. However, Heinz is now planning to build its business in India by expanding its portfolio with products appropriate for the Indian consumer. It has sought government approval to import a range of food items, including a variety of ketchup, condiments sauces, frozen foods, beans and pasta.

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Aligarh factory from Glaxo to Heinz
In the earlier time Glaxo India Ltd. was recognized internationally among five one of the leading manufacturing of the research based pharmaceutical products. It was a British company and was incorporated in India in November 1924 as one agency house for distributing. In the early 1990s Glaxo was going in losses in the manufacturing of food products all over the world. Glaxo asked to close all its food products over the entire globe. However Aligarh plant was running in a profit which was established in 1958 at Aligarh. So it did not want to close the unit and hence asked the Glaxo headquarter in Britain to permit her to continue production. The Headquarter agreed on the condition to continue to continue the food products after changing the name. Glaxo India Ltd. (GLINDIA). This change in name caused a negative effect on the sales of pharmaceutical products, so GLINDIA further enquired the Headquarter again to allow using the old name Glaxo India Ltd. The permission was henceforth granted. But due to competition in food products market Glaxo India Ltd. thought that as headquarter is not facilitating R & D program regarding food products, so it would become difficult in near future to survive in the growing stiff competition. Therefore Glaxo India Ltd. thought that they should sell their Aligarh Plant at the time when it is making profits, so that good value could be earned from it. Ultimately in 1994 Glaxo India Ltd. took a decision to sell its food product manufacturing unit of Aligarh. Heinz India Pvt Ltd. took over from Glaxo India Ltd. on October 1992, as Glaxo India Ltd. decided to concentrate only on pharmaceuticals.

Heinz India Pvt. Ltd. (factory at Aligarh)

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Aligarh factory is well known for its baby food products. Aligarh was chosen as the location because of its well watered location the place is situated Ganges and centre in Yamuna river which was it a cattle breeding and milk producing centre in India. Aligarh factory started in 1958 with Glaxo Laboratories, but the real starting of food products took place in 1960. Heinz took over from Glaxo on 1st October 1994. The Aligarh Factory is situated approximately 10 kilometers away at a place known as Manzurgari. The factory is spread over 42 acres. It handles about 70, 000 tonnes of raw material and produces approximately about 18, 000 tonnes of finished products annually. It has an annual turnover of Rs. 400 crores. The total number of factory employees is 499. Heinz has divided its activities into different zones as follows:

Zones A B C D E

Department Administrative block, MPO Office, Analytical Lab, Godown No. 17 Officers colony, Area New Boundary Wall. Engineering office, Stores, Workshop, platform, generator house, old and new boiler. Production Department, old Lab, Spray Drier No.1 & 2, Factory Stores RPU, 1,2,3, All Eastern Wings Go down and acid stores. Change and rest rooms, Dispensary, Fumigation, Go down Guest House

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No. of Employees in Various Department (as on 01/07/07)

No. 1. 2. 3.

Department F.M.’S office Production R.P.U. Total Personnel, I.R, Canteen Security & OHC F.S.U. Total Factory Stores Planning & Distribution Total Purchase and milk collection M.P.O Total Quality Assurance Accounts Engineering Transport Drivers Total Grand Total

Skilled Staff 8 26 34 7 2 9 2 3 5 30 30 8 2 43 7 50 138

Attendants Clerical

Others (Driver’s Asst. Chemical etc)

Total Nil 38 195 233 04

30 169 199 29 22 51 22 22 19 19 8 14 6 20 319 4 4 2 2 4 1 1 2 1 6 3 3 20 15 15 22

40 24 64 26 5 31 50 1 51 24 8 60 13 15 88 499

4.

5.

6. 7. 8.

7

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HEINZ – PRODUCTS: Heinz is ranked as the second largest food company in
the world. It has a total of 3500 products in the world market the following are manufactured in India.

COMPLAN:

Height badhani ho to complan piyo

Complain is available in the following food flavour.       Natural Chocolate Mango Caramel Complain is manufactured at Aligarh. Fastest growing brand in the Milk Food Drinks category, even the price premium of 40-45%.    Largest brand in the Heinz India portfolio, used in 12 million HHs. Gold standard of nutrition in the mother’s mind for over 4 decades now. 9th most trusted beverage brand (Brand Equity Survey).

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GLUCON – D : Body glucose lautaye ……..shakti jagaye

This product is available in the following four flavors.      Glucon-D Glucon-D Glucon-D Glucon-D (Plain) (Orange) (Mango) (Lime-Lemon)

Glucon-D is manufactured at Aligarh plant. Right now Glucon-D(Plain) and Glucon-D (orange) is manufactured because it is more demanded.

Dominant market leader with a large user base of 40 million HHs.

Extremely strong Brand equity – ranked the 3rd most trusted beverage brand (Brand Equity Survey). Available in more than 1. million outlets & consumed across geographies and the socio-economic strata.

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NYCIL: prevent prickly heat most effectively

It is available in the following fragrances.        Plain Sandal Lavender 38 year old heritage of being the most effective Prickly heat Powder. Category leader. For large PAN Indian consumer franchise of 16 million HHs. It is manufactured at Mumbai by the third party.

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HEINZ TOMATO KETCHUP : jyada lal …..jyada gada ….. jyada tasty

  

World’s No.1 ketchup Thickness is the core equity of the brand. It is manufactured at Banglore by third party.

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SAMPRITI GHEE:

Mehak bhara swad

It is manufactured at Aligarh plant.

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Organization Chart- Aligarh Factory

G.M. Operation

Manager Co-

MPD

Purchase

Planning &

Production

Engineering

Quality

Plant A/C

HR, IR, Ad

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Heinz – Competitors

Energy Drink Category: Glucon-D Coca Cola (TANG Dabur (GLUCOSE). Pepsi (GATORADE). AND OTHER LOCAL & HOME MADE DRINKS

Health Drink: COMPLAN. Glaxo (HORLICKS, BOOST). Nestle (MILO). Cadbury (BOURNVITA)

Ketchup: HEINZ KETCHUP HUL (KISSAN) Nestle (MAGGI) & ARRAY OF LOCAL BRANDS

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QUALITY POLICY

Heinz India private Limited is committed to:

I.

Procurement, Development, Production and marketing of safe clean wholesome food of high quality, keeping focus on needs of customers by established and maintaining proper facilities necessary for the controlled production consistently in a manner so as to ensure the customer’s confidence is generated and maintained consistently.

II.

Establishing and maintaining proper operation and procedures necessary for controlled production. Establishing and maintaining proper training programs so that the person responsible for product integrity and safeguarding quality environment is competent to carry out his responsibility.

III.

Achieving high safety, occupational health and environmental standards by establishing internal review procedure to ensure compliance of applicable laws and regulations.

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PERSONNEL / IR/ WELFARE DEPARTMENT

Heinz Aligarh factory has a personal department which is headed by HRD located at its corporate office Mumbai. At Aligarh it is headed by General Manager IR and Legal Manager. Under them are personal manager. IR executive and an additional welfare officer who reports to the personal manager. Personal department has an ISO certified procedure mainly for looking after training and development program both for management staff and non management staff. Functions of Personnel Department: 1. 2. 3. 4. 5. Generating a pay role and related records/documents. Compliance of statutory records and maintenance of employees’ records. Control over employees absenteeism and discipline. Grievance handling Looks after regular medical check-up for the management staff under “Good Health Scheme”. 6. Training and development program for management and non management staff. 7. 8. 9. Maintaining good IR and interaction with union. Defending legal issues, matters of the company and with all labour laws. Liaison and good PR with Government labour authorities.

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PERSONNEL DEPARTMENT MAINTAINS CERTAIN DOCUMENTS LISTED AS FOLLOWS:      Training History cards. Master training register. Medical examination records (Not for destruction) Audiometric report. Routine medical examination card.

Now we shall discuss the roles of various head in relation to training.

Role of GM IR & Admn. Manager at Heinz

Review of training requirements of staff in consultation with department heads.

  

Organizing staff training and maintaining training records. Control personnel, Industrial Relations and legal functions of Aligarh factory. Seeking information regarding training needs and rendering advice to the concerned departments.

Role of Personnel Manager

Assessment of training needs of other than department heads. Review of training requirement of staff in consultation with concerned department’s head.

Organizing staff training and the maintenance of specialized training records.

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Control of personnel and Welfare functions of Aligarh Factory.

Role of Additional Labour Welfare Officer

  

Monitoring the system and procedure of various staff services. Monitoring and supervising various welfare activities. Assisting the organization in training and maintenance of training records.

Personnel Salient Functions of Personnel Department

           

Personnel Department Maintains function if IR Legal cases and Compliances Public relation and liaison with government lab our authorities. Grievance handling Training and man power plant Welfare Security and administration control. Factory services/Pest control Employee pay role and records maintenance Employee services benefit, found Other

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Factory Services Unit (FSU)

Heinz has a wide range of food products. The company has F.S.U. which mainly looks after the safe delivery of goods to the customers.

Functions:         Cleaning of godwans Fumigation of godwans. Pest control. Fly control. Insect control. Termite control. Maintaining temperature for different goods. Maintaining accounts for incoming and outgoing material. Godowns a treated with methyl bromide (after treating closely for 24 hrs.) and aluminum phosphate (after treating closed for 72 hrs.)

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Planning and Distribution

Planning forms the basis of all activities irrespective of any level in the organizational hierarchy. Proper planning is very essential to ensure that all the resources are utilized to the optimum level. Since resources of any organization are limited therefore the management has to make sure that all its man and material are working in tandem with the specific targets that have to be assigned to them. Thus, the duties of this department is to make sure that before taking any decision proper planning should be done so that the costs incurred are minimized and the profits maximized. To meet the various targets generally two types of planning are used: i. ii. i Short Term Long Term The short planning is done to meet short term targets. This type of planning helps in smooth flow of work in the organization.

ii On the contrary company engages in long term planning when it has to take certain important decisions regarding its future growth. This planning requires a lot of investment.

This department use different planning techniques for different areas under its control. Planning depends upon the situation and requirements of particular unit under consideration. The main consideration while making plans is to reduce the capital expenditure and to extract the maximum output of the given situation. After studying the various requirements of different production units this department makes its plans

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so that the requirements of that unit are completely met and demand and supply matches as per the deadline which helps the unit as well as the company to earn the profit. This department also decides the distribution channel which has to be utilized for dispatching finished products so that the goods are able to reach its prospective customers on time.

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DISCRIPTION OF VARIOUS DEPARTMENT

I-MILK PROCESSING PLANT

As milk is the prime raw material for this plant, the important of the M.P.P. can not be overlooked. This dept. processes the milk and makes the raw base for its one main product-complain. The cream which is obtained during the processing of milk is sold as Ghee-Brand name being-Sampriti. This dept. is fully computerized and operates 24 hours. It employs a total of 100 employees. This hierarchy of this dept. can be shown as:

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II- MILK COLLECTION CENTRE
Another important department which plays a key role is the milk collection center. The main function of M.C.C. is to collect milk from the various sources e.g. bulk suppliers, milk carriers. There are many M.C.C. having chilling the refrigeration facilities the milk is mainly procured from regions:-

   

Aligarh Mathura Badayun Bulandshahr

These regions are collectively termed as the “Milk Belt” The M.C.C. collects milk and then test it as per the set standard. This testing help to insure that only good quality milk is procured. After the milk is tested and found to meet the various specifications, it is purchased in bulk and then brought to the factory. To bring to the milk to the factory tankers are used. The capacity of these tankers varies from 9000 to 16000 litres. Since, milk is perishable commodity; therefore it has to be processed as early as possible. To ensure its safe arrival from the M.C.C. to the premises, the milk is brought in insulated containers where a temperature of around 8-10 0C is maintained. This preservation continues inside the factory also until whole of the milk has been processed.

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The quality of milk which is procured varies as per the season. During the pick season (Oct- Feb) around 4 lakh liters of milk is procured daily. On the contrary during the lean season 40,000-50,000 liters of milk is purchased for continuing of the various processes. Thus, on average around 2 lakh liters of milk is generally purchase for meeting the various requirements. Total number of people employed in this department is 55. The hierarchy of this department is as follows:-

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III- QUALITY ASSURANCE DEPT.
In a Layman’s language- “Fitness of purpose is quality” Or “Quality is that Invisible Input which is hardly noticeable when Good & Impossible to notice when Bad” Thus, to ensure that only good quality products are manufactured and supplied to the customers a Quality Assurance Dept. has established in the factory. When the milk reaches the factory premises from the M.C.C. the Quality Assurance Dept. is informed about the arrival and the concerned QA dept. persons takes the sample of the milk and conduct tests to ensure that it meets the set standards. Mainly, two tests are conducted: 1. Chemical test: The Chemical Tests check for the Fat, Acids, Preservatives and Adulterants etc. 2. Bacteriological test: While the Bacteriological tests check for Pathogens i.e. disease causing bacteria. To ensure utmost precautions further are frequently done to ensure Quality standards until the final product is made. During the production stage also, hygienic environment is given the topmost priority, General cleanliness of people handling the products at different stages of production, regular cleaning of plant and machinery, etc. is done time again to produce good quality products.

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Thus, at Heinz “Quality is given the topmost priority”

The hierarchy of this dept. is as follow:-

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IV-RETAIL PACKAGING UNIT

Packaging can definitely be referred to as:“A Silent Tool for Marketing” It plays a very crucial role in the successful Marketing (to a certain extent) of a product. Thus, packing the various products in a suitable manner is the basic talk of this dept. This dept. operates 24 hours, where employees work in shifts. The total strength of this dept. varies as per the production levels. Generally, the no. of employees fell in the range of (90-225 Employees). During the peak-season whole of this manpower is utilized while the Lean-period this workforce is used at other places in the factory.  In one year around 8000 Tons of Complain is packed here.  In one year around 7000 Tons of Glucon-D is also packed here. Various products are packed here having different weights ego 100g, 200g, 500g & 1 Kg. Information relating to label-claims, other graphics, contents etc. is provided by the R & D Dept. and accordingly products are packed. Thus, this dept. plays a very crucial role in making the total production process complete.

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The hierarchy of this department can be shown as:-

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V-SAFETY & SECURITY DEPT.

This is a crucial department as safety and security of men and materials is the top most priority of every organization. This department ensures that a safe environment is provided to the employees at all times so that they are able perform their various activities safely and speedily. The Aligarh plant lays great emphasis on safety of its employees. Every where NOTICE BOARDS, wall writings signs etc. can be seen-all these highlighting the importance of safety precautions that must be taken by the all employees at all times. Special, care has to be taken by people working with boilers, spray driers etc. as any carelessness here could prove to be fatal. Safety equipment as Ear-Muffs, Gloves, Goggles etc. has to be strictly used at all times by the concerned people. The safety Rules and Regulation have to be strictly followed by all the Employees at all times. Another important section is the security department which looks after the general security of plant, machinery and man power inside the factory premises. One important unit in this section is the F.S.U. “Factory Service unit”. This unit looks after various activities like hygiene maintenance of the factory premises, pest-control, a keep of gardens etc. Fumigation of materials, go down, etc. is done at regular intervals to ensure the safe & clean atmosphere? (Free From Bacteria etc.). Another imp unit is ETP i.e. Effluent Treatment Plant. The main task of this plant is to treat all the waste materials before dumping them outside the factory premises. This in necessary to ensure that no harmful

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chemicals etc. are let out into the Environment. (As per the Environmental Protection Act that is compulsory). However, in the case of Aligarh Plant this waste is non-hazardous as only food products are manufactured here.  This waste is used to make Manure, which is sold to the nearly farmers at very low prices. In the manner, the company utilizes even the wate and also fulfills its social obligations. The hierarchy of the F.S.U. department is as follows:

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VI-ENGINEERING DEPARTMENT
The main task of the department is to provide facilities and services to all departments concerned so that they are able to perform their function smoothly and efficiently. e.g. Water, Electricity, Steam etc. The department carries out maintenance of plants and machinery at regular intervals of time or as and when required. This department generates electricity for the whole plant with the aid of two generators having the following capacities. 1. 2. 1250 KVA (used during peak season) 750 KVA (used during lean season)

Fuel used: LDO (Light Diesel Oil) HSD (High Speed Diesel) Boilers: Often referred to as the “Heats of the various system” in a Plant are also taken care of by this department. These boilers are used for generating steam for various purposes e.g. processing of milk, Spray Drying. The Aligarh Plant has three boilers: 1. PBC: Fluidized Bed Combustion Bioler Capacity: 12 tons per hour Pressure maintained: 17.5 Kg Cm2 2. MTB: This has also been converted into FBC Boiler. Capacity: 6 tons per hour Pressure maintained: 17.5 Kg Cm2

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3. OFB: Oil Fired Boiler

This boiler is use only during emergencies i.e. when quick production of steam is required. Capacity: 8 tons per hour Pressure maintained: 17.5 Kg Cm2

To ensure that these boilers are working properly a inspector inspects them and when he fully satisfied then only he gives his consent and accordingly these boilers are allowed to operate. This is very necessary to ensure the safety of the people who working with those boilers. (Working with boilers is a very dangerous job and mistake of here could mean….a fatal accident). This department is fully computerized and the boilers, generators all are operated by computers.

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ENGINEERING PLANNING CELL

It is undoubtedly true that planning forms the basis of all management activities. Without proper planning a company cannot utilize its resources to the optimum. Only and only proper planning regarding various matters can help the concerned company to achieve its targets. This department basically performs three important functions: 1. Taking decisions relating to total engineering maintenance i.e. all the expenditures relating to various engineering facilities like boilers refrigeration electricity etc. have to be justified. 2. Decisions relating to maintenance schedule of machines (in this a proper schedule has to be prepared so that any function is not hampered and while doing this the conference of every department is taken into consideration. 3. It creates data relating to the various engineering services. This department reports to the Finance Department and justifies all the expenditure it makes. In a nutshell this department takes decision as per the given situation keeping in mind the interest of the whole company. The total strength of this department is 66 and the hierarchy of this department is as follows: Organogram- Engineering Services

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Dr. Pradeep K Batra General Manager operations

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VII-TRANSPORTATION DEPARTMENT
As the name suggest this department is entrusted with the responsibility of transporting the raw milk from the collection center (MCC) to the factory. For full filling the various tasks 11 tankers are utilized. These tankers have a carrying capacity of 14500 liters. Staff employed in this department is as follows: 1. 2. 3. 4. 15 Drivers 14 Mechanics 6 Apprentices Other Staff During the peak season the employees work in shift. The timing of these shifts are 8 a.m. to 4 p.m to 12 mid night. In the factory premises only the running maintenance of vehicles (Tankers) is done. All the essential items ego Spare parts etc. are purchased from Delhi. An Adequate inventory is however maintained to meet the various requirements. Thus this department plays a major role to transport the prime raw material (Milk) to the factory premises.

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The Hierarchy of this department is as follows:

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VIII-FINANCE DEPARTMENT

“Finance is the life blood of every organization”

For smooth running of the various business operations adequate supply of funds at the appropriate time is very essential. Owing to improper funding whole of the organization could suffer…. Thus to manage the financial matters of the company a finance Department is required which controls and regulates the flow of funds to different departments as when required. While preparing budget the requirements of all departments is taken into consideration. Specific tasks are assigned to each department and accordingly funds are allocated. Heinz being and MNC (Multi National Company which is US based) followed different accounting policies as required. In US countries it uses USGAP (United States General Accounting Principles). The Various financial decisions are taken by all the departments concerned in a Unanimous way. The Plant at Aligarh is a 100% subsidiary of Heinz and it is not listed in any Stock exchange. The plant generates is own working capital for meeting its various requirements. Thus in a nutshell the main function of this department is to ensure that all the funds are utilized in the most optimal manner and no unnecessary wastage is done.

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IX- PERSONNEL WELFARE DEPARTMENT
Of all the assets a company has …..humans are the most important… Therefore managing this resource to the optimum is the key to success for any organization whether big or small. Thus the personnel department plays a very vital role by managing this human potential in the most appropriate manner so that they perform their duties as expected and thus help the concerned company to move nearer to its goals and objectives. This department basically performs the following important functions: 1. 2. It advises the management on how to utilize the human resources it has in the most effective manner. It not only looks after the existing manpower but also caters for the future requirements of the company by indulging in “Manpower planning” i.e. recruitment, selection etc. 3. 4. 5. It provides training and development activities for all the departments as per the requirements. This department is also responsible for looking after the wage and salary administration of the company. It plays a major role for the settlement of dispute and is also an active player in the collective bargaining process. It also performs a very important function for the company popularly known as “performance Appraisal”. All these activities have to be performed in coordination with each other so that they are able to achieve the purpose for which they have been established. In other words we can say that this department acts as a “Bridge” between the management and the employees and helps to maintain smooth and cordial relationship between the two and thus help organizational machinery to operate smoothly.

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Personnel & Administration

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Personnel Department is Mainly Looking After Following

1. 2. 3. 4. 5.

Generating of pay roll and related records/ documents. Compliance of statutory records and maintenance of employees Records. Control over employees absenteeism and discipline. Grievance handling. It is also looking after regular Medical check-up for the management staff under “Good Health Scheme”.

6. 7. 8. 9. 10.

Training and development programme for management staff. Maintaining God IR and interaction with union. Defending legal issues/Matters of Company and dealing all labor law. Liaison and Good POR with Govt. labor authorities.

Personnel department maintains certain document listed as follows:
     Training History Cards Master Training Register Medical Examination Records (not for destruction) Audiometric Report Routine Medical Examination Card

Now we shall discuss the role of various head in relation to training:

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1. Role of Personnel Manager:
 Assessment of training needs of other than department heads. Review of training requirements of staff in consultation with department heads.   Organizing staff and maintaining specialized training records. Control of Personnel and Welfare functions of Aligarh Factory.

2. Role of Additional Labor welfare Officer
Monitoring of systems and procedures for various staff services.   Monitoring and supervising of various welfare activities. Assisting in organization of training and maintenance of Training Records.

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X- PLANNING & DISTRIBUTION
Planning forms the basis of all activities, irrespective of any level in the organization hierarchy. Proper planning is very essential to ensure that all the resources are utilized to the optimum level. Since resources of any organization are limited therefore the management has to make sure that all its man and material are working in tandem with the specific targets that have been assigned to them. Thus, the duties of this department is to make sure that before taking any decision proper planning should be done so that the costs incurred are minimized and the profits maximized. To meet the various targets generally two types of planning are made: i. ii. i. Short Term Long Term The short term planning is made use of when deadlines or orders etc. have to meet or a short-period of time ego one month, two months etc. This type of planning helps to have a smooth flow of work in the organization. ii. On the contrary, the company engages in long term planning when it has to take certain important decision regarding its future investment (planrequiring a lot of capital expenditure etc.) This department employs different planning techniques for different areas under its control. This planning depends upon the situation and requirements of particular unit under consideration.

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The main consideration while making plans is to reduce the capital expenditure and to extract the maximum out of a given situation. This department tries to employ those techniques that increase the productivity of its men/machinery in every way possible. After studying the various requirement of different production units this department makes its plans so that the requirement of that unit are completely meet so that both demand and the supply matched as per the deadlines thus helping the unit as well as the company to earn the profit. This department also decides he distribution cannels which have to be utilized for the dispatching of various products of factory so that the goods are able to reach its prospective customer on time. The company chooses such a channel which is the most economical…i.e. the transportation cost should be low & the goods should also reach their destination speedily & safely. Thus this department plays a very crucial role in insuring that proper planning and distribution decisions are taken in the organization so that the maximum efficiency is achieved in its various operations.

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WHAT IS ISO?
ISO stand for “international organization for standardization” it is a worldwide federation of national standardization bodies, having it’s headquarter at Geneva in Switzerland, India id one of the founding members participation in the activities of ISO through bureau of Indian standards our national standardization body.

Objectives of ISO:

1. To promote development of quality standards and related activities. 2. To facilitate international exchange of goods and services. 3. To develop co-operation in the sphere of intellectual scientific technology and economic activities.

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CANTEEN SERVICES The quality of food that is being provided in the canteen

Analysis Respondents were requested to give their response on the statement on question “Quality of food being provided 10% found v. good, 74% good, 13 %satisfactory, 3% poor.

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Rates at which food is provided.

Analysis In response of the question “about rate of food”. 69% found very low 13% found low 10% found nominal 8% found expensive

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Level of hygiene is maintained in the canteen

Analysis In response to the statement about “Hygiene is maintained in the canteen” 50% found satisfactory 45% found high 5% found poor

83

FACILITY OF REST ROOM

The company provided rest room to all the employees.

The levels of facilities are provided in the rest room

Analysis In response to the statement facilities provided in the rest room. 60% found very good 25% found good 10% found satisfactory 5% found bad

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RECREATION
Sources of recreation offered to the employees by the company Enjoying movies Collective programmed Games/other activities

Analysis In response of this question about the sources of recreation facilities found that the company provides games facilities & also collective programmed is weekly basis.

85

New recreation facility to be added to the existing one

Analysis In response of employee about 90% of employee to add new recreation facilities and 10% of employee do not want extent of any new recreation facility.

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MEDICAL FACILITIES

First aid boxes Installed easily reachable to the employees

Analysis
In response of this question 95% found yes and 5% no

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Facilities during emergencies

Analysis
In response of this question 80% found very efficient and quick 10% found low, 10% found effective.

1

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Frequency for medical checkup of the employees by the company Analysis
The company provide medical checkup yearly but sometimes when required

TRANSPORTATION FACILITIES
Transport facilities are being provided by the company Analysis The company provides facilities of buses to the employees for their travel from their doorstep to the company. Charges for transportation

Analysis
In response of the question about the change of bus services 75% of employees found very low 20% found low 5% of employees found nominal

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SAFETY EQUIPMENT
Safety equipment to the workers to ensure their safety Analysis In response of about providing the safety equipment to the worker 100% employees strongly agree about ensure their safety. Safety rules & regulation in the factory premises

Analysis In response about the rules following in the factory. 90% found always 10% found as required

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WASHING FACILITY
Time period of washing clothes Analysis In response about the period of washing clothes of the employees 100% of employees response that the clothes washed daily in the factory premises. Cleanliness of dry wash clothes

Analysis In response about the cleanliness of the dry wash clothes 80% of employees found good 20% found satisfactory

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Overall satisfaction level of Employees
Highly Satisfied 16 Satisfied 60 Can’t Say 4 Dissatisfied Highly Dissatisfied

70

Sample Size = 8 x 10 = 80

60

No. of Employees from each department =8 No. of Department Covered=10 Method used for sampling = Random sample

50
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ANALYSIS

 Employees are chosen from different departments at random and then questions are given to them regarding various welfare activities that are practiced by the management. Personal interview of employees is taken who were at various levels (low level worker as well as supervisor and senior officer) of the organizational hierarchy. In this manner diverse reaction to the various policies of employee welfare was found.  It was found that almost 75% of them were satisfied with the various welfare policies being practiced by the management, 5% of employees want some additional facilities while 20% of employees seemed to be fully satisfied with the existing facilities but were also ready to welcome any extra benefit that could be provided to them.

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CONCLUSION

In this project, I had tried to cover all the welfare services provided to the employees. After doing my research work I had arrived at the conclusion that at Heinz, employees were satisfied but not up to full extent as they want some more changes regarding their welfare.  As 100% result cannot be achieved in any circumstances, so I would say that employees were satisfied but not up to the extent as they want some more changes regarding their welfare.  Canteen facilities, good quality food is provided at highly subsided rate and most of the employees are satisfied with hygiene, which is maintained in the canteen.  Most of the employees are satisfied with the rest room facility i.e. cold water, fans cooler & good lighting are provided in the rest room.  The company provides sources of recreation to the employees, i.e. games movies & other programmes but most of the employees want extra recreational facilities.  The staff bus service being provided by the company is convenient and charges of bus are nominal. Employees living in interior areas have problem of transportation.  The medical facilities provided by the company are very good, first aid boxes are easily reachable to the employees and the facilities during emergencies are very efficient and quick. Company also provides early medical checkup to the employees.

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 The company always provides good safety equipments so the employees are ensure of their safety.  The cloths of the employees are daily washed and most of the employees are satisfied with cleanliness of dry wash cloths. At last if the company wants to enhance their productivity then they should bring out some changes as per the worker’s requirement because welfare is a major part of their motivation through which they could be motivated to do more work productively.

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SUGGESTION
The study shows that the level of satisfaction with the working condition of HEINZ INDIA LTD is good but the management needed some more considerable attention for improving the working condition, on the basis of conclusions the following suggestion are as follows:  It was found that the recreation facilities provided to the employees are not upto their satisfaction. So, the company should find the better provision of recreation facilities.  Through the transport facilities provided to the employees are good, some employees come from very interior areas has problems. So it would better if the company provide cab facilities to those employees. So that they can conveniently reach the company in time.  The company have not the facility of crèche because there are only three woman employees if the company provided alternate crèche facilities it will very helpful to woman employees.  Although the employees are satisfied with the welfare service to some extent yet the company should try to improve the level of satisfaction.  Further for this the company needs to conduct regularly surveys for identifying the employee’s problems and discuss them with the management to solve it.

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LIMITATIONS

1.

Due to very tight schedule of working the employee’s interaction was difficult. Most of the employees were often too busy to spare time for filling up the questionnaire.

2.

Some employees were hesitant to fill up the questionnaire especially the open ended questions.

3.

Time period for the survey was very limited i.e. approx 6 weeks. My visit to the factory premises was limited to 2 days in a week.

4.

I had visited the factory during the day as a result the views of the night shift could not be taken.

5.

There is a communication barrier since most employees/workers are from nearby village and do not help much imparting require of them.

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FAVORABLE COMMENTS

1.

The staff bus service being provided by the company is very convenient.

2.

Through company follows a secretive policy but provision of possible necessary materials is there.

3.

Canteen facility is very good quality food is provided at highly subsided rate.

4.

The factory premises and building are kept clean.

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Analytical Study of labour Welfare Schemes in Heinz India Private Ltd.
Dear Sir/Madam I am conducting a survey on Analytical study of labour welfare schemes in Heinz India Private Ltd. Therefore, I request you provide your response to the questions given below: Thanking you Your faithfully Pratibha chauhan MBA 1st year A. CANTEEN SERVICES:

1.

What is the quality of food that is being provided? V. Good Good Satisfactory Bad

2.

What are the rates at which food is provided? Expensive Nominal Low Very low

3.

What level of hygiene is maintained in the canteen? High Satisfactory Poor

B. WASHING FACILITIES:

1.

What is the time period of washing clothes? Daily Weekly

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2.

What level of cleanliness of dry wash clothes? Good Satisfactory Poor

C. FACILITY OF LOCKERS ROOM: 1. Does the company provide the locker room? Yes No

2.

How safe are employee’s personal clothes in the locker room? Very safe Unsafe Safe

D. RECREATIONAL FACILITIES: 1. How many days in a week are the employees allowed to indulge in these activities? Once a week Thrice a week Sunday Everyday

2.

Do the employees want any new recreation facilities to be added to the existing ones? Yes No

E. MEDICAL FACILITIES:

1.

Are all first aid boxes easily reachable (that are being installed) to the employees? Yes No

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2.

How effective are these facilities during emergencies? Very efficient and quick Slow Need Improvement

3.

What is the criteria for check up of the employees, is it done: Weekly Yearly Monthly As required

4.

Is company all first aid boxes installed under any specially trained person? Yes No

F. TRANSPORTATION FACILITIES:

1.

What are the various faculties being provided?

2.

What charges are taken for providing these services? Nominal Low Very Low

G. SAFETY EQUIPMENT: 1. When the company provide all the safety equipment to the workers to ensure their safety? At all the time Sometimes Never As required

2.

Are safety rules and regulations strictly followed in the factory premises? Always Sometimes Never

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H. ALLOWANCES:

1.

What are the various allowances which are being provided by the company?

I. LOANS:

1.

Does the company provide loans to its employees? Yes No

If yes, than for what purpose? Housing Education of Children Medical Aids Buying Vehicle Other needs

Buying any property

2.

What are the rates of interest that the company charges for providing these loans? High Nominal Low Very Low

J.

1 Are the employees fully satisfied with the various facilities being provided? Yes No

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REFERENCES

1.

Dynamics of Industrial Relation by C.B. Momaria Page No. 350 to 375.

2.

Labour law one should know by Uday parik.

3.

Heinz Website

4.

Annual report of Heinz India Pvt. Ltd.

5.

Vishwajeet Patnaik, HRD

6.

www.google.com

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