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On LABOUR WELFARE MANAGEMENT At Piaggio vehicles Pvt. Ltd. Baramati . By Salwade Madhuri Revappa
Under the Guidance of Prof. Shriram Badve Submitted to University of Pune In partial fulfillment of Master of Business Administration (MBA)
MAHARASHTRA INSTITUTE OF MANAGEMENT A/p- Kalamb Walchandnagar Tal. Indapaur Dist. Pune 413114
In life, one cannot progress without the able Guru‟s Guidance. In fact that is what I realized when I was conducting this project work. I was fortunate to have not only one Guru to guide me, but I could get guidance from number of Guru‟s in my project work. I am also grateful to our Mr. Anand Nagarkar HR Officer, Piaggio vehicles Pvt. Ltd.Baramati & Mr. Eknath Bodke(Manager-Er) for allowing and guiding to conduct this project in this company. I also indebted to all of his team at the company for helping me during the project. I also grateful to our Prof. Shriram Badve, Lecturer in HRM for continuously guiding me during the project. Last but not least, I would like to thank my family members and the students in the class for supporting me.
Miss. Madhuri Salwade Student, MBA II
PROJECT CONTENTS PAGE NO.
1.INTRODUCTION TO STUDY 1.1 Introduction
1.2 Importance 1.3 Scope of study 1.4 Need of the study
1.4 Introduction 1.5 Profile of the company 1.6 Products 1.7 Organization structure
2.1 Meaning and definition 2.2 Importance of welfare 2.3 Classification of welfare 2.4 Employees welfare 2.5 Welfare and recreation facilities
3. RESEARCH METHODOLOGY
3.1 Title of the project 3.2 Objective of study 3.3 Data collection 3.4 Sampling plan
4. DATA COLLECTION, INTERPRITATION ANALYSIS &
5 FINDINGS, SUGGESTION& CONCLUSION
CHAPTER 1 INTRODUCTION TO STUDY
INTRODUCTION TO TOPIC
Labor welfare is an important facet of industrial relation. After employees have been hired, trained, and remunerated, they need to be retained and maintained to serve the organization better. Welfare facilities are designed to take care of the well-being of the employees; they do not generally result in monetary benefits to the employees. Nor are these facilities provided by employer alone. Government and non-government agencies and trade unions too, contribute towards employee welfare. The need and important of labor welfare is being increasingly appreciated throughout the civilized world. The worker both in industry and agriculture cannot cope up with the pace of modern life with minimum sustainable amenities. He needs an added stimulus to keep body and soul together. Employers have realized the importance of their role in providing these extra amenities. Each employer depending upon on his priorities gives varying degrees of importance to labor welfare. It is because the government is not sure that all employers are progressive minded and will provide basic welfare measures that it introduces statutory legislation from time to time bring about some measures of uniformity in the basic amenities available to Industrial workers.
THE SCOPES OF EMPLOYEE WELFARE IS :
To enrich better quality of wok life. To improve the efficiency of work To enhance the productivity. To enrich industrial relation and industrial peace To raise the physical standards of the workforce. To enhance the purchasing and serving capacity of the employees. To make employee work contribute systematically to the nation‟s economy. To reduce absenteeism. Employee welfare is having a wider scope and may have indifferent countries depending
upon the socio-economic conditions, political outlook and social philosophy.
NEED FOR STUDY:
Management is the art of getting the work done by the people, therefore it is necessary to seek the co-operation of the employee for a in order to increase the production and to higher profits. The co-operation of employees is possible only when they are satisfied with employees and the workers on the job. Good welfare and welfare facilities measures enables the employees and his family to a good welfare facilities like housing medical and children education, recreation etc., helps to improve the conditions of the employees. Employee‟s welfare measures leads to high morals and high productivity and help to raise the standards of the industry in the county. I have selected this topic because it very challengeable topic to go through various employees felling on depth about difficulties of employees and various activities in the Welfare department
PIAGGIO VEHICLES PVT. LTD. IN INDIA
Registered office: Piaggio vehicles pvt. Ltd E 2 M.I.D.C. Baramati, Dist- Pune Tel: +91-2112-304200/304599 Fax No: 243772 www.piaggio.co.in/Baramati
Corporate office: Piaggio vehicles pvt. Ltd. “PHONEX” Bund garden road pune Pune 411001 Tel No.: +91-20-66013157 Fax NO. +91-20-66013157/26134972 www.Piaggio.co.in
HISTORY OF PVPL
Piaggio vehicles Pvt. Ltd. is a 100% subsidiary of Piaggio & C.spa,Italy formed a joint venture in 1998 (formerly known as "Piaggio Greaves Vehicles Ltd") the company was incorporated to Manufacture and market world-class diesel 3 - wheelers in India. The company launched its ape' range of multy-utility, diesel 3- wheeler in India on 31 st July 1999. Piaggio & c.spa Italy is a Global Transportation Company in the field of light transport vehicles covering very diverse product range namely 2-wheelers, 3- wheelers and 4-wheelers for cargo as well as passenger mobility,with sales turn over exceeding 1.30 billion Euro. "Vespa" brand has been synonymous with scooters in India for the past 50 years. for the last many years the best known brands in scooters have had the origin from Piaggio technology, with a deeply imagined philosophy of 'attention and care' for customers. ape' range of diesel 3-wheelers,introduced in India is a popular and proven range, world over. These vehicles are already the preferred mode of transportation in many countries worldwide. The ape' vehicles are being manufactured by Piaggio Vehicles Pvt. Limited (PVPL), as per Piaggio's international standards for design and manufacturing at its world-class plant in Baramati near Pune in Maharashtra, which had an initial capacity of 36,000 vehicles per annum. Expansion plans are underway to increase the product capacity to 1, 00,000 vehicles per annum.
The ape' range comprises pick-ups, delivery vans and a passenger version. Besides these, it is
also available as a Drive Away Chassis for various customized applications. Additionally, various 'Special Purpose Vehicles' optimally designe for specific needs and applications are fabricated by the company's authorized fabricators across the country. To sell and support this world-class product PVPL has 7 Regional offices located at Hyderabad, Chennai, Pune, Delhi, Chandigarh, Calcutta and Mumbai, which support a wide network of 230 dealerships across the country. These strong and growing dealerships network of ape' has been handpicked to ensure exceptional standards of customer service and care. The international standards of customer care, which distinguish Piaggio's dealer in India, through introduction of the state-of-art system and work practices. Partnerships with supply chain will provide a sustainable competitive advantage to the Piaggio's business operation. The company has come a long way from its modest beginning in 1999 and can currently boast of a population of more than 6,35,000 "APE" vehicles on Indian and overseas roads.
To be the no. 1 and the most profitable global player with world-class quality and technology leadership in the Light Transportation Vehicle category offering transport solutions for specific customer needs. To be perceived as a unique, high-impact, fast response, innovative and growth oriented company, which is known around the world for its unmatched level of excellence.
To become a market leader in the Light Transportation Vehicle segment and achieve the status of the world-class company, which manufactures and markets a wide range of high quality products to the satisfaction of customers in the domestic and overseas market by ensuring:
Low cost of manufacture Highly profitable growth Sustainable domestic and global competitiveness Maximized stake holders satisfaction & pride Business ethics
Through a continuous improvement of process focused on:
Total quality Resource productivity
Products of Piaggio in India
APE CARGO D600 P/U W/FLDG.GATES (48B 2B0)"
truck. Introducing India's First International PickPIAGGIO APE TRUK 4-WHEELER PICK
"APE 501 GL 400 AG CNG DEL VAN –VANAZ (55C 1B0)"
APE 501 GL 400 AG CNG PASS. VANAZ (55F 1B0)"
"APE CARGO D600 DELUXE P/U W/FOLDING GATES (48B 4BO)"
MBA(HRM) Page 13
FUTURE PLAN OF PIAGGIO
Piaggio‟s new scooter plant at Baramati in the offing.
Posted at August 27th 2010 under The world famous Italian auto giant Piaggio is scheming to set afoot in the Indian scooter industry by setting up a plant at an investment of 30 million Euro. The venture is to rejuvenate Vespa scooters in another two years. The plant will be designed to deliver 1.5 annual units, said its CMD. The new Vespa will be gearless having a 125cc engine, he further mentioned. The earlier Vespa was in the market in a tie-up with LML in India whereas the new Vespa will be independent, he asserted. The company, he said, wants to have a significant presence in the Indian market. Also on the cards is the 0.5-tonne mini-truck ApeMini, ready for launch in another two – three weeks. Piaggio is doing good business with its three-wheelers and LCVs with the net sale hoping to reach 2 lakh units by this year end.
About the Plant
Product reliability and quality Quality and reliability are fundamental concepts when it comes to scooters, motorcycles and commercialVehicles, as they are the drivers behind customer satisfaction and safety. Quality is the set of properties and characteristics of a product or service that give it the capacity toSatisfy the express and implicit needs of the customer/user6. For manufactured products, these needs Generally include conformity to specifications, reliability, ease of use and maintenance. Reliability is the ability of an item to perform a required function in established conditions and for anEstablished period of time7. Reliability has become a fundamental concept when it comes to scooters, Motorcycles and commercial vehicles, as it is a driver of customer satisfaction and safety. Pursuing continual improvement in the quality of production systems (of the Group and suppliers), auditing Outgoing quality and adopting an effective product and component traceability system are essential for Guaranteeing the reliability of Piaggio vehicles. The Company also has a dedicated function, which tests The reliability of all new products, from design to marketing. Tests are not limited to laboratory testing, but also to road testing, designed based on the actual use of vehicles by Diageo customer
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2010 One millionth ape vehicles rolls out from the Baramati plant. Launch of ape mini-half tonner 4w cargo vehicles. 2009 Emerged as winner of the „the Commercial vehicles Manufacturer of the Year‟ by NDTV profit & car bike India for our performance in year 2008 amongst all commercial vehicle manufacturer in India. 2008 Became leader in 3w domestic market with 42% market share. 2007 Launched piaggio India‟s first 4w in sub 1 ton category under brand name- apetruk 2006 Piaggio India sells highest ever 65000 cargo vehicles(0.5 ton category) during the year. 2005 Piaggio India enhanced its manufacturing capabilitie with commission of the state-of-the-art CED paint stop. 2004 Piaggio drives the 3w domestic industry with the growth of 49% against the industry growth of 16% 2003 Piaggio India rolls out the 1, 00,000 th ape 2002 Piaggio India atarts producing passenger vehicles under the brand name ape. 2001 Piaggio India becomes 100% piaggio & C.s.a of Italy. 2000 Piaggio India celebrates the rollout of the 10,000 vehicles 1999 The first Ape vehicle rolled from the state of the art factory at Baramati.
March 2, 2009 CV Award – 2009 Piaggio is “Commercial vehicles manufacturer of the year”
Pune March 2, 2009 Piaggio vehicles pvt. Ltd. India‟s leading manufacturer of Light transportation vehicles, was conferred the “Commercial vehicles” Manufacturer of the year award at the prestigious NDTV Profit Car and Bike Awards 2009 announced recently. The award comes as recognition of Piaggio‟s pioneering contribution to the development of economical and efficient light transportation solutions in India. About Piaggio‟s vehicles pvt. ltd., Piaggio has already established its numero – uno position in India‟s three wheeler market in cargo as well as passenger segments. Right from the time of its launch in 1999 Piaggio has consistently delivered exceptional standards and commitment to its customers across India. The service orientation of the company has resulted in Piaggio garnering a customer base of over 700000 satisfied customers across India.
Productio n Head
Maintenanc e Head
Q A Head
Trainin g Head
Maintena nce Officer
Shift Supervis or
Assembly Machine shop fabrication Paint shop Total direct Baramati plant Dir operation maintainance ppc Dir material and log Purchse and vendor store Comm.. exict Manufacturing ser Tool room Tool design project engeeniring produ Engineering management qa accounts IT PERSONAL Admin Total indirect Corporate office Md’s office finance Information system HR ct
757 12 535 274 1578
1030 14 820 300 2164
1787 26 1355 574 3742
2 82 9 1 34 129 11 32 33 3 2 53 7 75 15 10 8 2 19 527
6 13 10 7 10 100 0 12 8 1 0 18 4 6 2 0 5 0 4 206
8 95 19 8 44 229 11 44 41 4 2 71 11 81 17 10 13 2 23 733
5 14 4 15
0 0 0 0
5 14 4 15
CHAPTER 2 LITERATURE RVIEW
MEANING AND DEFINITIONS OF LABOUR WELFARE
Labour Welfare has been defined in varies ways. Though unfortunately no single definition has been found universal acceptance .The oxford dictionary defined labour welfare as “Efforts to make life worth living for workers”. Prof. Richardson defined labour welfare as arrangement of working conditions , organization of social and sport clubs and establishment of funds which contributes to the workers health and safety components and efficiency , economic ,security ,education and recreation. Prof. S .D . Pinker has been defined as “Labor Welfare is also understood mean such services facilities and amenities which may be established in industries to enable person employed there in to perform their work in healthy and congenial surrounding and to promote them with amenities to conduct good health and good moral.” A significant definition describes labour Welfare works as “the voluntary efforts of the employer to improve living and working condition of these employees. The underlying assumptions of course, being that the first essential to the welfare of the employees, on steady work a fair wage ,responsible house of labour. Labor welfare has been defined in several ways and therefore understood various ways in various countries. The term welfare is one with lead itself to various interpretations and it has not always the same significant in different countries. Author defined give to the welfare work that it is anything for the comfort and improvement, intellectual or social of the employees over the wages paid, which is neither necessary of the industry nor required by law. Then welfare work can be defined on work for improving the health safety generator well being and the industrial efficiency of the workers beyond the minimum standards laid down by the factory act and the another legislations. The whole fields of welfare is one which must can be done to combat the sense of frustration of the industrial workers to relieve of personal and family worries to improve his health to make him offered means of self expression to after him. Same spears in which can be excel all other help him winder connection of life. Today in competitive market , everyone aims to profit human beings are the most important factors of production in order to facilitated the satisfaction of human being these welfare measures are very important.
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IMPORTANCE OF WELFARE WORK IN INDIA
Labour welfare work got importance because of the following reasons. 1) the welfare activities influence the sentiments of the workers .when worker feels that the employers and the state are interested in their happiness ,his tendency to grouse and grumble will steadily disappear. The development of such feeling paves the way for industrial peace.
2) the provision of various welfare measures makes the worker realize that they also some stake in the undertaking in which they are engaged and so think thrice before taking any reckless action which might prejudice the interest of undertaking
3) The welfare measures like cheap food in canteens, free medical and educational facilities etc. Indirectly increase industrial dispute the real income of the workers. Hence they try to avoid industrial dispute , as far as possible and do not go on strikes on flimsy grounds . 4) Welfare activities will go a long way to better the mental and moral health of workers by reducing the incidence of vices of industrialization.
5) Welfare activities will reduce labour turnover and absenteeism and create permanent settled labour force by making service attractive to the labour.
6) Welfare measures will improve the physique , intelligence morality and standard of living of the workers which in turn will improve their efficiency and productive
PRINCIPLES OF LABOUR WELFARE
Certain fundamental considerations are involved in the concept of labour welfare. The following are the more important among them. 1. Social responsibility of industry This principle is based on the social conception of industry and its role in the society that is, the understanding that social responsibility of the state is manifested through industry. It is assumed that labour welfare is an expression of industry‟s duty towards its employees. Social responsibility means that the obligation of the industry to pursue those policies, to take such decisions, and to follow those lines of action which are desirable in terms of the objectives and values currently obtaining in the society. The values of the Indian community are enshrined in the constitution of the country. Labour welfare is not embroidery on capitalism nor the external dressing of an exploitative management; rather, it is an expression of the assumption by industry of its responsibility for its employees (Maurice Bruce, 1961). Industry is expected to win the cooperation of the workers, provide them security of employment, fair wage, and equal opportunity for personal growth and advancement, and make welfare facilities available to them. 2. Democratic values The principle of democratic values of labour welfare concedes that workers may have certain unmet needs for no fault of their own, that industry has an obligation to render them help in gratifying those needs, and that workers have a right of determining the manner in which these needs can be met and of participating in the administration of the mechanism of need gratification. The underlying assumption to this approach is that the worker is a mature and rational individual who is capable of taking decisions for him/her. 3. Adequacy of wages The third principle of labour welfare is adequacy of wages; it implies that labour welfare measures are not a substitute for wages. It will be wrong to argue that since workers are given a variety of labour welfare services, they need be paid only low wages. Right to adequate wage is beyond dispute. 4. Efficiency The fourth principle of labour welfare lays stress on the dictum that to cultivate welfare is to cultivate efficiency. Even those who deny any social responsibility for industry do accept that an
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enterprise must introduce all such labour welfare measures which promote efficiency (Marshall, 1950). It has been often mentioned that workers‟ education and training, housing, and diet are the three most important aspects of labour welfare, which always accentuate labour efficiency. Repersonalization Since industrial organization is rigid and impersonal, the goal of welfare in industry is the enrichment and growth of human personality. The labour welfare movement seeks to bring cheer, comfort, and warmth in the human relationship by treating man as an individual, with quiet distinct needs and aspirations. Social and cultural programmers, recreation and other measures designed after taking into consideration the workers‟ interests go a long way in counteracting the effects of monotony, boredom, and cheerlessness.
5. Co-responsibility The fifth principle of labour welfare recognizes that the responsibility for labour welfare lies on both employers and workers and not on employers alone (Mouthy, 1958). Labour welfare measures are likely to be of little success unless mutuality of interest and responsibilities are accepted and understood by both the parties, in particular the quality of responsibility at the attitudinal and organizational level. Totality of welfare The final principle of labour welfare is that the concept of labour welfare must permeate throughout the hierarchy of an organization, and accepted by all levels of functionaries in the enterprise.
SCOPE OF LABOUR WELFARE WORK 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 the growing knowledge and experience of techniques. An able welfare officer
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would, therefore, include in his welfare programmed the activities that would be conducive to the well-being of the worker and his family. The test of the welfare activity is that it removes, directly or indirectly, any hindrance, physical or mental of the worker and restores to him the peace and joy of living the welfare work embraces the worker and his family The following list, which is by no means exhaustive, gives the items under which welfare work should be conducted inside and outside the work place:
1) Conditions of work environment:
The workshop sanitation and cleanliness, humidity, ventilation, lighting, elimination of dust, smoke, fumes and gases, convenience and comfort during work, operative postures, sitting arrangements etc; distribution of work hours and provision for rest times, breaks and workmen‟s safety measures.
2) Workers health services:
These should include factory health centre; medical examination of workers, factory dispensary and clinic for general treatment; infant welfare; women‟s general education; workers recreation facilities; education, etc;
3) Labor welfare programmed:
These should cover factory council consisting of representatives of labor and employers; social welfare departments; interview and vocational testing; employment, follow-up, research bureau; workmen‟s arbitration council.
4) Labor’s Economic welfare programmed:
These should include co-operatives or fair price shops for consumer necessities; co-operative credit society, thrift schemes and savings bank; health insurance; employment bureau; etc.
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CLASSIFICATION OF LABOUR ACTIVITIES :
The labour Welfare activities may be classified as under: 1) statutory: Every welfare promotes the welfare the labour by securing and protecting a social order in which justice, social, economical, political, confirms with all the institutions of the natural life. For this some legislation are passed and it is essential for all the employers to follow the provisions of the Acts and Rules. These legislative measures generally regulate working conditions, minimum wages, safety and sanitation. Such statutory provisions are gradually increasing with the industrial development in the countries.
2) voluntary: Under voluntary welfare, all those activities are including which are undertaken by the employees for their workers at their own. These activities are not statutory but the employees undertake these activities because they increase the efficiency of the workers and maintain the industrial peace.
3) Mutual : Mutual welfare activities are those activities which are initiated by the workers for their betterment .Welfare activities undertaken by the trade unions are included under this head. Labour welfare activities may be further classified under two heads: 1) Intra Mural Activities : Intra mural activities are those amenities and services which have been provided by the employers inside the factories e.g. sanitary conditions ,medical facilities ,shelter ,canteens etc. These activities are the part of working conditions.
Extra Mural Activities : Extra mural activities are those amenities and services which are available in the
workers outside the factory e.g. housing, medical facilities, education, recreation etc.
The company is striving to employee welfare and it provides the following to its employees. Two pairs of uniform, one pair of safety shoes and safety caps are providing to all the employees. Dinner for the employees with their facilities and a cultural programmed on every 31st December. Dinner for the employees with their families and a cultural programmed on every 1st January. Celebrates Independence Day and republic day. Provides family planning camp within the plant premises, every year. Provided AIDS awareness classes to the employees by the District Medical & Health Department. Provided the Art of Living classes to the employees within the plant premises. Provided the SSY classes to the employees within the plant premises …. All the statutory obligations of the employees like P.F., L.I.C.etc. Within the work schedule. Provides different loans to the employees to meet their financial requirements. The company maintained temples of Sri Venkateswara Swami, Anjaneya Swami and Vinayak Temples located at Township.
THESE LAWS ARE: The factories Act 1948: the mines Act 1952: the plantation employee Act 1951: the central employees (regulation & abolition) Act 1970: these Act provides for facilities such as canteen crèches shelters rest rooms , lunch rooms , washing facilities etc. They also regulate the age of employment, hours of work and more provisions for the appointment of employees welfare officers sickness, Maternity and medical benefits are provided under the employee state Insurance Act 1948 and also the government has chalked out comprehensive Programmers for housing facilities, social security schemes provident funds and such other facilities & seize able has been allotted in each five years for employee welfare activities.
ACCORDING TO THE FACTORIES ACT 1948: The welfare facilities provided under this act are as follows: 1. 2. 3. Adequately suitable and clean washing facilities separately for male and female workers. Facilities for storing and drying clothes. Setting facilities for occasional rest for workers who are obliged to work in a standing
position. 4. First aid boxes one for every 150 workers and ambulance facilities if there are more than
500 workers. 5. 6. 7. 8. Canteens if more than 250 workers are employees. Shelters rest rooms and lunch rooms if there are more than 150 workers. Creche if more than 30 women are employees. Welfare officer wherever more than 500 workers are employees. The oxford dictionary refers employee welfare as “efforts to man life worth living for women”. The committee on employee welfare (1969) has defined employee welfare as “such services facilities and amenities as adequate canteen rest recreation facilities and sanitary and medical facilities arrangements for travel to and from work for the accommodation of workers
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employed at a distance from there homes and such other services amenities and facilities including social security measures as contribute to improve the conditions under which workers are employee. According to the employee investigation committee (1946) employee welfare means anything done for intellectual, physical more and economic betterment of the workers, whether by employee by government or by other agencies over and above what is laid down by low or normally expected on the part of its contracted benefit for which workers may have bargaining
MERTIS AND DEMERITS OF WELFARE MEASURES:
Employee welfare is justified for several reasons. It is desirable to recollect the services of a typical worker in this context. His/her employee helps dig and haul coal from the depths of the earth to fetch and refine oil , to build dams and reservoirs, to lay pipes, canals, railway lines and roads. His/her employee creates and transmits power, and through various phases of manufacturing, patterns raw material into finished products of necessity as well as luxury. Welfare may help minimize social evils, such as alcoholism, gambling, prostitution, drug addiction and the like. A worker is likely to fall a victim to any of these if he /she is dissatisfied or frustrated. Welfare facilities tend to make the worker happy, cheerful and confident looking.
LABOUR WELFARE FACILITIES PROVIDED
BY PIAGGIO VEHICLES LIMITED. Since the beginning of this company it has set its footing during the course of growth since its inception it is ever expanding gradually and along with it‟s strength of the labour forces also increase. To keep the moral and efficiency or high labour, the company is doing its best on area provided on effort are being made to run them efficiently in the best interest of the workers. The welfare facilities provided by Piaggio vehicles limited, Baramati are as follows: STAT UTORY WELFARE FACILITIES 1) Drinking water: Section 41, In the preservation of health and comfort among the employees abundant supply of pure water for drinking purpose must be given at important place. The Piaggio vehicles limited provided filtered water to all the workers. Water coolers are installed in varies department of the industry.
2) Washing Facilities :Section 42 provides that in every factory adequate and suitable facilities separately and adequately screened for male and female workers for washing shall be provided and maintained for the use of the workers therein. The Piaggio vehicles Limited provides this facility to all the workers.
3) Facilities for storing and drying clothing :Section 43 provides that the state government may make rules requiring the provision therein of suitable places for keeping clothing not worn during working hours. The Piaggio vehicles Limited provide this facility to all the workers
4) Facilities for sitting :Section 44(1), in every factory suitable arrangements for sitting shall be provided and maintained for all workers obliged to work in standing position so that they may take advantage of any opportunities for rest which may occur in course of their work. The Piaggio vehicles Limited provides the facility for sitting to all the workers. And with the help of this the workers can take the rest.
5) First-aid appliances :According to section 45 in every factory shall be provided and maintained so as to readily accessible during all working hours‟ first-aid boxes. The Piaggio vehicles Limited provides first aid-appliance to all the workers.
6) Canteen Facility: Section 46 of the factories act 1948 state provision of canteen facility where 250 or more than 250 employees are working. The Piaggio vehicles limited has been provided canteen facility to all the workers the management should give the food to the workers in very reasonable rates .
7) Shelters ,Rest rooms and lunch rooms (Section 47) : Rest room plays an important role during working hours. Good lighting and ventilation is necessary in the rest room. Rest room should clean. The company provided big rest room for the workers where they can take rest during rest time.
8) Creches :According to section 48 in every factory wherein more than thirty workers are ordinarily employed,there shall be provided and maintained a suitable for the use of children under the age of six years of such women. The Piaggio vehicles Limited provide the crèches facility to the women workers.
9) Medical Facilites : Piaggio limited provided medical facilities to worker. There is medical checkup of workers. Doctors are visited to the company two time in week and gives medicines to employee.
10) Labour Welfare Officer : In a piaggio company there is one welfare officer oppointed for 500 or more workers. In a company wherein 500 or more workers are ordinarily employed, at least one welfare officer must be appointed.
OTHER FACILITIES PROVIDED BY PIAGGIO VEHICLES LTD. 1) Drinking water: In a factory there shall be adequate drinking water provided by company. Water coolers are installed in various departments in industry. The company provided filtered water to all the workers. 2) Working hours and shift system: The company has laid down its working hours as 8 hours per day. The factory is of full time nature. The present general shift timing is as follows. Shifts: 7.30am to 3.30pm 3.30pm to 11.30pm 11.30pm to 7.30am `
3) Overtime: Subject to the provision of the law for time being in force. All workmen in the company Liable to work overtime whenever required by the management. Rates of wages/pay for overtime shall be governed by the provision of factories act 1948. All the employees in the soma textile shall be liable to work overtime 4) Training and safety programme: The Soma Textile & Industries Ltd. gives training programmed to all trainee workers for their better productivity. The company takes care of the safety of the workers. The company should give mask, apron, and scarf to each and every worker for their safety. 5) Bonus facility: Soma Textile & Industries Ltd. provided bonus facility to all workers in the company. This Bonus should be given in Diwali called “Diwali Bonus”. The Bonus should be given in Diwali called “Diwali Bonus “should be 8.33%.
IN INDIA MAJOR BENEFITS ARE AS FOLLOWS: PAYMENT FOR TIME NOT WORKED:
There are provisions for payments to employee not worked these include the payments for the days: 1. Weekly off-day
2. Gazette holiday: 14 days at present which include Independence day, Republic Day, and various festivals like Diwali, Dashera, Christmas day, etc.
3. casual leave, sick leave, privilege leave and maternity leave, etc.
WELFARE AND RECREATION FACILITIES:
Welfare and recreation benefits include : Canteen, Co-Operative Credit societies, housing, legal aid ,employee counseling, welfare organization, holiday homes, educational facilities,
Canteens: Perhaps no employee benefits have received as much attention in recent years as that of canteens. Some organization have statutory obligation to provide such facilities as section 46 of the factories act, 1948 imposes statutory obligation to employees to provide canteens in factories employing more than 250 workers other have provided such facilities voluntarily food stuffs are supplied at subsidized prices in these canteens. Some companies provides lunchrooms, when canteen facilities are not available.
Co-operative credit societies: : The objective of setting of these societies is to encourage thrift and provide loan facilities at reasonable terms and conditions, primarily to employees, some organization encourage employee to form cooperative credit societies with a view of fostering self help rather than depending upon money lenders, whereas some organizations provide loans to employees directly.
Housing: Of all the requirements of the workers decent and cheap housing accommodation is of great significance. The problem of housing is one of the main causes for fatigue and worry among employees and this comes in the way of discharging their duties effectively, most of the organizations are located very far from towns where housing facilities are not available. Hence most of the organizations built quarter‟s nearer to factory and provided cheap and decent housing facilities to their employees, while a few organization provide or arrange for housing loans to employees and encourage them to construct houses.
Legal Aid: Organization also provide assistance or aid regarding legal matters to employees as and when necessary through company lawyers or other lawyers.
Employee Counselling: Organization also provides counseling services to the employee regarding their personal problems through professional counselors. Employee counseling reduces absenteeism, turnover, tardiness, etc
Welfare organizations and Welfare officers : Some large organization set up welfare organization with a view to provide all types of welfare facilities at one centre and appointed welfare officer to provide welfare benefits continuously and effectively to all employee fairly.
Holiday Homes : As measures of staff welfare and in pursuance of government„s policy, a few large organizations established holiday homes at a number of hill stations, health resorts and other centre with a low charge of accommodation , so as to encourage employees use this facility for rest and recuperation in pleasant environment
Educational facilities : Organization provide educational facilities include reimbursement of fees, setting up of colleges, hostels, providing-in-aid to the other schools where a considerable number of students are from the children of employees. Further the organization provides reading rooms and libraries for the benefit of employees.
Miscellaneous : Organization provide other benefits like organizing games, sports with awards, setting up of clubs, community service activities, Christmas gifts, Deewali and Pongal gifts, LTC and awards, Productivity award etc.
CHAPTER 3 RESEARCH METHODOLOGY
►INTRODUCTION & MEANING OF RESEARCH
MEANING OF RESEARCH: Research in common parlance refers to a search for knowledge. Once can also define research as a scientific systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. The Advanced Learner‟s Dictionary of Current English lays down the meaning of research as “a careful investigation or inquiry especially through search for new facts in any branch of knowledge.” Some people consider research as a movement, a movement from the known to the unknown. It is actually a voyage of discovery. We all possess the vital instinct of inquisitiveness for when the unknown confronts us, we wonder and our inquisitiveness makes us probe and attain full and fuller understanding of the unknown. This inquisitiveness is the mother of all knowledge and the method, which man employs for obtaining the knowledge of whatever the unknown, can be termed as research.
Definition of Research: According to Redman and Mory: Research means “systematized effort to gain new knowledge.”
►TITLE OF THE PROJECT:“LABOUR WELFARE MANAGEMENT” ►OBJECTIVE OF THE PROJECT :Some of the main objectives are as follows1. To study the employees perception towards the welfare facilities provided by the company. 2. To study the welfare facilities provided by the organization. 3. To study the welfare facilities recommended by the government. 4. To give some suggestions to the company about welfare facilities of company. 5. To boost up employees moral.
►DATA COLLECTION:To achieve the objective of the data for the present study was collected as under. a) Primary Data :The primary data collection was done with the help of survey. A questionnaire regarding labour welfare amenities was designed and administrated . All the information was collected with help of face to face interview with workers.
b) Secondary Data :The secondary data collection was possible with the help of official records, the past project report and the general information collected with the help of the Piaggio vehicles Ltd This data can be collected using the following. 1Books 2) Websites 3) Brochures
►SAMPLING PLAN :
SAMPLE SIZE SELECTION:
Sample size is determined on the population of company As well as it is also dependent on nature of population, Nature of classes proposed, Nature of study, and type of sampling. The total No. of workers are 3745. The sample size of the project is about 400 workers.
METHOD OF SAMPLING: Probability sampling method is used for the study, as it is also known as” simple random sampling” under this sampling design, every item of the universe has an equal channel of inclusion in the sample. Random sampling from a finite population refers to that method of sample selection which gives each possible sample combination an equal probability of being picked up and each item in the entire population to have an equal chance of being included in the sample.
Descriptive research studies are those studies which are concerned with describing the characteristic of a particular individual, or of a group. The aim is to obtain complete and accurate information in the said studies; the procedure to be used must be carefully planned.
Closed ended questionnaire designs are used in this project.
STATISTICAL METHODS: In this study Graphical Methods under pie charts are used for analysis.
CHAPTER 4 DATA COLLECTION, ANALYSIS & INTERPRETATION
1). ARE YOU SATISFIED WITH THE RECREATIONAL FACILITIES?
Opinion Satisfied Dissatisfied Fully satisfied Not fully satisfied No Answer
No. of respondents
Involved Not involved Not response 92%
INTERPRETATION: From the above figure it shows that 92% employees are involved in Recreational activities and 8% employees are not involved
2). HOW IS THE HOUSE KEEPING INSIDE THE COMPANY?
Opinion Best Good poor better Average Total
No. of respondents
0% 30% Satisfied 70% Not satisfied Not answer
The above chart shows that 70% employees are not satisfied and 30% employees satisfied with the house keeping inside the factory.
3). ARE YOU TAKING SAFETY PRECAUTION DURING WORKING?
Opinion Yes No Not up to that exert Not answer Total
No. Of respondents 176
Taking Not taking Not response 88%
INTERPRETATION: The above chart shows that 88% employees are taking safety precaution during working and 12% employees are not taking safety precaution during working. However during the discussion with workers it was revealed that the safety awareness among their 12% employees is lacking.
HOW IS THE SITTING FACILITY INSIDE THE COMPANY?
Opinion Good Best Poor Average Total
No. Of respondents 160 40 0
Percentage 80% 20% 0%
satisfied Not satisfied Not response 92%
The above chart shows that 80% employees are satisfied & 20% employees are not satisfied with the sitting facility.
5) ARE YOU SATISFIED WITH THE STORING AND DRYING CLOTHING FACILITY?
Opinion Satisfied Not satisfied neutral Not answer Total
No. Of respondents 100 100
Percentage 50% 50%
Satisfied Not satisfied Not answer
The above chart shows that 50% employees are satisfied with the Storing & Drying clothing facility and 50% employees are not satisfied.
6) HOW NUTRITIOUS IS THE FOOD PROVIDED TO YOU?
Opinion Highly nutritive Nutritive Some what nutritive Least nutritive Total
No. Of respondents 200 0 0
Percentage 100% 0% 0%
Satisfied Not satisfied Not answer 100%
INTERPRETATION: The above chart shows that 100% employees are satisfied with the medical facilities provided from the company. The doctors visited 2 times in a week in organized by the management of the organization.
7). HOW OFTEN FIRST AID BOX WITH PRESCRIBED CONTENTS IS AVAILABLE?
Opinion Every time mostly Sometimes Only Total
No. Of respondents 184 16 0 200
Percentage 92% 8% 0% 100%
Satisfied Not satisfied Not answer 92%
INTERPRETATION: The above chart shows that 92% employees are satisfied with the drinking water facility and 8% employees are not satisfied with the drinking water facility.
8). WITH HOW MUCH TIME THE INJURED WORKER IS GIVEN TREATMENT?
Opinion Immediately Within 15 minuts Within ½ hrs More than 1 hrs. Total
No. Of respondents 152 48 0
Percentage 76% 24% 0%
Satisfied Not satisfied 76% Not answer
INTERPRETATION: The above chart shows that 76% employees are satisfied with the quality and quantity of food and 24% employees are not satisfied with the quality and quantity of food. However it was found during the personal interaction that there is mast dissatisfaction at the quality of the food and cleanliness.
PARTICIPATION IN THE DECISION RELATED TO THERE IMPROVEMENTS?
Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total
No. Of respondents 160 40 0
Percentage 80% 20% 0%
satisfied Not satisfied 80% Not answer
The above chart shows that 80% employees are satisfied with the cleanliness in the canteen and 20% employees are not satisfied . However it was found during the personal interaction that there is mast dissatisfaction at the cleanliness
10) HOW DO YOU SATISFIED WITH THE FOLLOWING ADVANCES?
Opinion Housing building advance Medical Advance Loans Insurance
High Moderate Low 176 24 0 88% 12% 0%
Satisfied Not satisfied Not answer 88%
INTERPRETATION: The above chart shows that 88% employees are satisfied with the cleanliness in the bathrooms; toilets etc and 12% employees are not satisfied
11) IS THE HR PROGRAMMES? Opinion Yes always Some times Very less time No, not at all Total
No. Of respondents 192 8 0
Percentage 96% 4% 0%
Satisfied Not satisfied Not answer 96%
INTERPRETATION: The above chart shows that 96% employees are satisfied with washing facility and 4% employees are not satisfied.
12) SATSFACTION LEVEL OF THE LABOURS WITH THE EDUCATIONAL WELFARE PROVIDED BY COMPANY
No. of respondant Highly satisfied Satisfied Neutral Dissatisfied High dissatisfied
Std. of schools Std. of collage Fees structure Providing hostels Total
Satisfied Not satisfied 80% Not answer
The above chart shows that 80% employees are satisfied with the Overtime and 20% employees are not satisfied with the Overtime.
13) .HOW ARE THE WORKING CONDITION IN THE COMPANY?
Opinion Excellent Very good Good Satisfactory poor Total
No. Of respondents 136
Satisfied 68% Not satisfied Not answer
The above chart shows that 68% employees are getting Leave and 32% employees are not getting Leave. Out of 32% employees maximum are new Joiners‟ and not yet entitled for Leave as per the company policy.
14) . HOW DO YOU FEEL ABOUT THE SANITARY FACILITIES PROVIDED IN THE PREMISES? Opinion Excellent Very good Good Satisfactory Total 200 100% No. Of respondents 136 64 0 Percentage 68% 32% 0%
Involved 68% Not involved Not answer
The above chart shows that 68% employees are involved in meeting and 32% employees are not involved in meetings
15) WELFARE ACTIVITIES PROVIDED WILL MOTIVATE WORKERS TO WORK SINCERELY , HOW FAR YOU AGREE WIYH THIS STATEMENT?
No. Of respondents
Highly agreed Agree Disagree
120 80 0 200
60% 40% 0% 100%
40% Highly agreed 60% Agree Not answer
The above chart shows that 60% employees are highly agree & 40% employees are agree that the welfare facilities plays as a motivational factor.
MBA(HRM) Page 57
CHAPTER 5 FINDINGS, SUGGESSION, LIMITATIONS
This chapter is based on the analysis and interpretation, the collections of data and analysis; Interpretations get some results in here findings and suggestions. The results are based on the welfare survey of the employees and overall study of the piaggio vehicles pvt. Ltd. Related with welfare activities and through the analysis of the primary and secondary data. All employees are satisfied with the medical facility provided by the company because the doctor visited two times in a week in organization. During the personal interaction with the workers there is dissatisfaction towards the quality of the food and cleanliness. Because of lack of communication from management about recreational activity the maximum no of employees are not participated in recreational activity. The educational facilities are provided Maximum no of employees are involving in the problem solving. The company provides safety measures to the employees there for maximum no of employees are felt safe while working in the company. They provided good washing facility & sitting facility to the workers. Working condition inside the factory is not good. Storing & Drying clothing facility is not well maintained.
The suggestions are purely based on the data and the subsequent analysis. The suggestions are intended for the overall improvement in the functioning of organization and reduce the gap between the perception of workers, statutory requirements and the company‟s present practice by way of compliance.
1) Organization needs to set counseling committee to solve the workers problem. 2) The medical facility (By way of Doctor Visit twice in a week) provided by company are rated very well by workers. Company need to ensure continuity of the same. 3) The organization may take necessary action to increase safety awareness among employees at all levels. 4) The organization may put quality checks on canteen facility for improvement in food quality and cleanliness by way of committee involving workers. 5) The Organization need to improve the overall communication effectively to ensure overall satisfaction among the workers way of increased awareness e.g. recreational activities. 6) If washing & drying clothing places keep clean it is helpful to increases workers satisfaction. 7) Housekeeping inside the factory should be improved. 8) Rules and regulations are strictly followed for workers. 9) Transportation facility provided by the workers.
Due to time constraints and busy schedules of the employees it was difficult to interact with the company. Some people were not interested to give answer of the question. The response may be influenced by personnel bias. Difficult to getting the data because of the confidentiality.
The conclusion is based on the data analysis and Interpretation. Welfare facilities are statutory provisions under facility act 1928. Every organization provides these facilities to the workers. Welfare facilities are very important aspect in every organization. The welfare facilities help to organization for increasing the productivity and efficiency of the workers. In piaggio vehicles Ltd. Maximum numbers of employee are dissatisfied with welfare facilities very few employees are satisfied because company does not provide welfare facility properly. Some welfare facilities are not well maintained in the company. Welfare facilities plays motivational role in organization.
CHAPTER 6 ANNEXURE
QUESTIONNAIRE SUB: LABOR WELFARE MANAGEMENT
Designation: ________ Date of Joining: _________ Qualification: ____________
(Please tick) .
1) ARE YOU AWARE OF THE WELFARE MEASURES PROVIDED THROUGH VARIOUS LABOUR LAWS? o Yes o No 2) ARE YOU SATISFIED WITH THE RECREATIONAL FACILITIES? o Satisfied o Dissatisfied o Fully satisfied o Not fully satisfied o No answer
3) HOW IS THE HOUSE KEEPING INSIDE THE COMPANY? o Best o Good o Poor o Better o Average 4) ARE YOU TAKING SAFETY PRECAUTION DURING WORKING? o o o o Yes No Not up to that exert Not answer
5) HOW IS THE SITTING FACILITY INSIDE THE COMPANY? o Good o Best o Poor
MBA(HRM) Page 64
o Average o Not answer
6) ARE YOU SATISFIED WITH THE WASHING, STORING& DRYING CLOTHING FACILITY? o Highly satisfied o Satisfied o Dissatisfied o Highly dissatisfied o Not answer
7) HOE NEUTRITIOUS IS THE FOOD PROVIDED TO YOU? o Highly nutritive o Nutritive o Somewhat nutritive o Least nutritive
HOW OFTEN FIRST AVAILABLE? o Every time o Mostly o Sometimes only o Not answer
9) WITH HOW MUCH TIME THE INJURED WORKER IS GIVEN TREATMENT? o Immediately o Within 15 min. o Within ½ hrs. o More than 1 hrs.
MBA(HRM) Page 65
10) HOW IS THE SATISFACTION LEVEL OF THE LABOURS WITH THE PARTICIPATION IN THE DECISION RELATED TO THERE IMPROVEMENTS o o o o o Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
11) HOW DO YOU SATISFIED WITH THE FOLLOWING ADVANCES?
High Housing building advance Insurance Loans Medical advance
12) SATSFACTION LEVEL OF THE LABOURS WITH THE EDUCATIONAL WELFARE PROVIDED BY COMPANY Highly education Std. of schools Std. of collage Fees structure Providing hostels Total 13) IS THE HR DEPT. PROGRAMMES? o Yes always o Some times o Very less time o No. not at all
Neutral Dissatisfied High dissatisfied
14) HOW ARE THE WORKING CONDITION IN THE COMPANY? o o o o o Excellent Very good Good Satisfactory Poor
15) . HOW DO YOU FEEL ABOUT THE SANITARY FACILITIES PROVIDED IN THE PREMISES? o o o o Excellent Very good Good satisfactory
16) WELFARE ACTIVITIES PROVIDED WILL MOTIVATE WORKERS TO WORK SINCERELY, HOW FAR YOU AGREE WIYH THIS STATEMENT? o Strongly agree o Agree o Disagree
1) Labour Problems & Social Welfare -R.K.Saxena Jayprakash Nath –L.M.Prasad Ruddar Dutt 3) Labour Problems & Social Welfare In India -C.B.Memoria
2) Personnel Mgmt & I.R.
4) Industrial and Labour laws.
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