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CHAPTER - 1

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EMPLOYEE
WELFARE

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1.1 DEFINING EMPLOYEE WELFARE:

Employee welfare or labour welfare means the efforts to make life worth living
for workmen.
-Oxford dictionary
Employee welfare means anything done for the comfort and improvement,
intellectual or social, of the employees over and above the wages paid which is
not a necessity of the industry.
-Arthur James Todd
Workers welfare may be understood as including such services facilities and
amenities which may be established in, or in the vicinity of undertaking to
perform their work in healthy and congenial surroundings and to avail of
facilities which improve their health and bring high morale.
-I.L.O.
Employee welfare means anything done for intellection physical moral and
economic betterment of the worker, whether by employers, by Government or by
other agencies, over and above what is laid down by law, or what is normally
expected on the part of the contracted benefits for which workers may have
bargained.
-The labour investigation Committee

1.2 FEATURES OF EMPLOYEE WELFARE:

The basic features of labor welfare measures are as follows:
1. Employee welfare includes various facilities, services and amenities
provided to workers for improving their health, efficiency, economic
betterment and social status.
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2. Welfare measures are in addition to regular wages and other economic
benefits available to workers due to legal provisions and collective
bargaining.
3. Employee welfare schemes are flexible and ever-changing. New welfare
measures are added to the existing ones from time to time.
4. Welfare measures may be provided not only by the employers but by

the

government, trade unions and other agencies too.

5. The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make him a good worker, a good citizen and a
good member of the family.
6. Employee welfare is an essential part of social welfare. It involves adjustment
of an employees work life and family life to the community or social life.
7. Welfare measures may be both voluntary and statutory.
8. Employee welfare measures are also known as fringe benefits and services.

1.3

AIM OF EMPLOYEE WELFARE:

The employee welfare work aims at providing such service facilities and
amenities as would enable the employees employed in industries/factories to
perform their work in healthy, congenial surroundings conducive to good health
and high morale.

1.4 OBJECTIVES OF EMPLOYEE WELFARE :

Labor welfare has the following objectives:
1. To provide better life and health to the workers

I.C.G.
2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.

1.5 SIGNIFICANCE OF EMPLOYEE WELFARE :

Employee welfare is in the interest of the employee, the employer and the society
as a whole. For the employee, welfare measures help to counteract the negative
effects of the factory system. These measures enable the employee and his family
to lead a good life. Welfare facilities like housing, medical and childrens
education, recreation, etc. help to improve the family life of employees. For the
employer, welfare measures lead to high morale and productivity of labor.
Employee welfare is also in the interest of the larger society because the health,
happiness and efficiency of each individual represent the general well-being of
all. Well-housed, well-fed and well-looked after, labour is not only an asset to the
employer but serves to raise the standards of industry and labour in the country.
Thus, employee welfare provides the following benefits/ objective:
1. It helps to improve requirement. As the job becomes more attractive,
more efficient employee can be recruited.
2. Employee welfare improves the morale royalty of workers by making
them happy and satisfied.
3. It reduces labour turnover and absenteeism thereby building a stable
workforce.
4. It helps to increase employee productivity or efficiency by improving
their

physical and mental health.

I.C.G.
5. Improvement in material, intellectual and culture conditions of life
protects workers from social evils like drinking, gambling, prostitution
etc.
6. Employee welfare helps to improve industrial relations and industrial
peace. When the feel that the employer and the government are interested in
their happiness, they are less likely to indulge in militant trade unionism.
7. Welfare measures help to improve the goodwill and public image of the
enterprise.
8. Voluntary efforts for the welfare of workers reduce the threat of further
government intervention.

1.6 AGENCIES OF EMPLOYEE WELFARE

1.

CENTRAL GOVERNMENT: The central government has made elaborate

provisions for the health, safety and welfare of workers under the factories
act, 1948, and mines act, 1952. These acts provide for canteens, crches,
shelters, rest rooms, lunch rooms, washing facilities etc. They also regulate
the age of employment, hours of work and make provision for the
appointment of labour welfare officers. The government has also chalked out
comprehensive programmes for housing facilities, social security scheme,
provident fund, child care, recreation and such other facilities.

2.

STATE GOVERNMENTS: Governments in different states and union

territories provide welfare facilities to workers. Many of them run heath and
family planning centres, centres for education, vocational guidance, recreation
and training of workers, and other welfare centres. State Governments
prescribe rules for the welfare of workers and ensure compliance with the
provisions under various labours laws.
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I.C.G.

3.

EMPLOYERS: Until recently, employers in India did little for the welfare
of workers barring a few exceptions. The employers in general looked upon
welfare work as fruitless and barren through some of them indeed had done
pioneering work. But the situation has considerably improved since then.
They take interest in welfare work both voluntary and under statutory
provisions. There is by and large and increasing recognition of the importance
of labour welfare work among the employers. How aver, some employers use
welfare facilities win over there workers from the influence of their trade
unions.

4.

TRADE UNIONS: In India, Trade unions have done little for the welfare of
workers. But of few sound and strong unions have been the pioneers in this
respect .They are the Ahmadabad Textile Labour Association and the
Mazdoor Sabha, Kanpur. With their present strength, trade unions in India
cannot be expected to do much in the field of labour welfare.
They can, however, take the following measures:
(a) to act as the watch-dog of workers interests and secure implementation of
statutory measures;
(b) to organize simple and inexpensive facilities:
(c) to assist in the establishment and administration of welfare schemes
(d) to identify workers needs and bring them to the notice of the Government
and the employers
(e) to educate workers in the proper use of facilities.
OTHER AGENCIES: Some philanthropic, charitable and social service
organizations like Bombay Social Service League, Seva Sadan Society, the
Depressed Classes Mission Society, the Y.M.C.A., etc. also provide facilities
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for the welfare of the working class on the voluntary basis. For Example, the
Y.M.C.A. provides educational and medical services.

1.7 TYPES OF WELFARE SERVICES:

Employee welfare services may be classified into two broad categories:
1. INTRAMURAL: These services are provided within the establishment.
These include latrines and urinals, washing and bathing facilities, crches, rest
shelters, canteens, uniform, medical aid library, recreation facilities, free of
subsidized food, etc.
2. EXTRA-MURAL: These services are provided outside the establishment.
These consist of housing accommodation, transport, maternity benefits,
childrens education, sports field, family planning and child welfare, holiday
homes, leave travel facilities, workers cooperatives stores, fair price shops,
credit societies, vocational guidance, interest free loans, etc.

Welfare services may also be divided as legal, voluntary & mutual.

Constitutional/ Legal: It includes those activities which are mandatory or
statutory for the industry to run.
Voluntary: As the name says, it includes those welfare activities which the
industry facilitates at its own.
Mutual: This includes the activities which are held by the agreements of
management and the trade unions.
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I.C.G.
Many employers provide the following welfare facilities voluntarily.

(i) HOUSING:

In view of acute shortage of housing accommodation in cities industrial

housing is an important part of employee welfare in India. An Industrial
Housing Scheme was introduced in 1952. Under this scheme, the Central
Government provides loans and subsidies for the construction of houses for
industrial workers. Low Income Housing Scheme and a Special Housing
Scheme for displaced persons have also been introduced.
The committee on Labour welfare stressed the need for State Governments
acquiring land near industrial areas and renting houses at reasonable rates.
The National Commission on Labour recommended that the Government
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should take the major responsibility for housing.Fiscal and monetary
incentives should be provided.

(ii)

EDUCATION:

The Indian Industrial Commission (1918) and the Royal Commission on

Labour (1931) stressed the need for workers education. In 1957, the
government of India formulated an all India scheme of workerseducation.
The central board of workers education was constituted to administer the
scheme.
The programme of workers education operates in three tiers:
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I.C.G.
(a) Education officers trained at the central place who in turn
(b) Train worker teachers at regional level, and

(c) The worker teachers conduct classes in various industrial establishments.

The scheme of workers education is designed to achieve the following
objectives:
(a) to develop strong trade unions through through trained officials and more
enlightened members;
(b) to develop leadership from the rank and file and promote the growth of
the democratic processes and traditions in trade union organization and
administration;
(c) To euip organized labour to take its due place in a democratic society and
to fulfil its functions and responsibilities effectively;
(d) To promote among workers a greter understanding of the problems of
their economic environment and privileges and obligations as union
members and as citizens.
The National Commission on Labour and the committee on Labour Welfare
recommended that trade unions should take an active interest in educating
workers and in running schools for the children of workers.

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(iii) TRANSPORTATION:

With the growth of industries, the distance between the workplace and
residence of worker has increased considerably. It is, therefore, necessary to
provide proper transport facilities to and from the factory. Such facilities
will reduce strain and absenteeism. The Committee on Labour Welfare
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recommended the provision of adequate transport facilities to workers to
enable them to reach their workplace without loss of much time and without
fatigue.
Employers should also advance loans for purchase of bicycles, scooters, etc.
by employees. In undertakings where transport services are not provided,
some conveyance allowance mutually agreed upon between the employer
and the employees should be paid.
(iv) RECREATION:

Recreation in the form of music, art, theatre, sports & games can play an
important role in the physical and mental development of employees. The
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I.C.G.
I.L.O. has urged upon the member countries to take appropriate steps to
provide recreational facilities for the workers in or near the undertakings
in which they are employed. Under the Plantation Act 1951, it is obligatory
for employers to provide recreational facilities. The Committee on Labour
Welfare recommended that State Governments and trade unions should take
the initiative and combine their efforts to provide a minimum number of
sports and recreation to keep the abour force fit and healthy. Excursions,
youth clubs and holiday homes can be provided for employees.

(v) CONSUMER COOPERATIVE STORES:

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The National Cooperative Development Board setup a committee in 1961.

The committee suggested that employers should introduce consumer
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I.C.G.
cooperative stores in their labour welfare programmes. The Industrial Truce
Resolution, 1962 aimed at keeping prices of essential commodities low
through cooperative stores and fair prices shops for workers.

1.8 STATUTORY PROVISIONS CONCERNING EMPLOYEE

WELFARE

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I.C.G.
Employers are required to provide welfare facilities for workers under the
following laws:
1. THE FACTORIES ACT,1948
2. THE PLANTATION LABOUR ACT,1951
3. THE MINES ACT, 1952
4. THE MOTOR TRANSPORT WORKERS ACT, 1961
5. THE CONTRACT LABOUR (REGULATION AND ABOLITION)

ACT, 1970.

1. The Factories Act, 1948: The welfare facilities provided under this act are as
follows:
(a) Adequate, suitable and clean washing facilities separately for male and
female workers.
(b) Facilities for storing and drying clothes.
(c) Sitting facilities for occasional rest for workers who are obliged to work in
a standing position.
(d) First aid boxes or cupboards- one for every 150 workers, and ambulance
facilities if there are more than 500 workers.
(e) Canteens, if more than 250 workers are employed.
(f) Shelters, rest rooms and lunch rooms if there are more than 150 workers.
(g) Crche where more than 30 women are employed.
(h) Welfare officer, wherever more than 500 workers are employed.

2. The Plantation Labour Act, 1951: Welfare measures prescribed under this
law are as follows:
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I.C.G.
(a) A canteen wherever 150 or more workers are employed.
(b) A crche, if employing 50 or more women workers.
(c) Recreational facilities for the workers and their children.
(d) Educational arrangements in the estate if there are 25 children of workers
between the age of 6 and 12.
(e) Housing facilities for every worker and his family residing in the
plantation.
(f) Medical aid to workers and their families.

(g) Sickness allowance and maternity allowance subject to any rules framed
by the State Government.
(h) The State Government may make rules requiring the employer to provide
the workers with the prescribed number anend type of umbrellas, blankets,
raincoats or other such amenities for the protection of workers from rain or
cold.
(i) Appointment of a welfare officer in plantations employing 300 or more
workers.

3. The Mines Act, 1952: The mine owners are required to make provision for:
(a) Crches if 50 or more women are employed.
(b) Shelters for taking food and rest, whenever 150 or more workers are
employed.
(c) A canteen whenever 250 or more workers are employed.
(d) First aid boxes for first aid rooms in mines employing more than 150
workers.

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I.C.G.
(e) Pit head baths equipped with shower baths, sanitary latrines and lockers,
separately for men and women workers.
(f) Appointment of a welfare officer wherever more than 150 workers are
employed.

4. The Motor Transport Workers Act, 1961: It contains the following

provisions for labour welfare:
(a) Canteens of prescribed standards if employing 100 or more workers.

(b) Clean, ventilated, well-lighted and comfortable rest rooms at every place
where motor transport workers are required to halt at night.
(c) Uniforms, raincoats to drivers, conductors and time checkers for protection
against rain and cold.
(d) The prescribed amount of washing allowance to the above mentioned
staff.
(e) Prescribed medical facilities at the operating centres and at halting
stations.
(f) First aid facilities in every transport vehicle.

5. The Contract Labour (Regulation and Abolition) Act, 1970: It is

obligatory on the part of the contractor to provide the following facilities:
(a) A canteen in every establishment employing 100 or more workers.
(b) Rest rooms or other suitable alternative accommodation where the contract
labour is required to halt at night in connection with work of an
establishment.
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I.C.G.
(c) Washing facilities.
(d) First aid boxes equipped with the prescribed contents.
In case the contractor fails to make the above arrangements, the principal
employer is liable to provide the same.

CHAPTER - 2

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21

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22

I.C.G.

RESEARCH METHODOLOGY

MEANING OF RESEARCH
RESEARCH is an ORGAN IZ ED and SYSTEM ATIC way of FINDING
ANSWERS to QUESTIONS.
SYSTEMATIC because there is a definite set of procedures and
steps which we will follow. There are certain things in the research process
which are always done in order to get the most accurate results.
ORGANIZED in that there is a structure or method in going about
doing research. It is a planned procedure, not a spontaneous one. It is focused
and limited to a specific scope.
FINDING ANSWERS is the end of all research. Whether it is the
answer to a hypothesis or even a simple question, research is successful
when we find answers. Sometimes the answer is no, but it is still an answer.
QUESTIONS are central to research. If there is no question, then
the answer is of no use. Research is focused on relevant, useful, and
important questions. Without a question, research has no focus, drive, or
purpose.

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OBJECTIVE OF STUDY
The objectives of the project were mainly:
To get an overview of the company.
To know Human Resource Department functioning in the company.
To get an account of the welfare activities being laid down for the
employees.
To measure employee level of satisfaction, both inside and outside the office.
To identify the welfare areas that has to be adjusted or reworked.
To find out ways to improve employee welfare services.

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DATA COLLECTION METHODS

The base on which a study rests is the information that is embedded in it. The
data for this study is obtained as a blend of both the primary sources and
secondary sources.
PRIMARY DATA
Data observed or collected directly from first-hand experience is called primary
data.
The primary was collected through questionnaire.
The primary data was gathered by getting the forms filled and conducting the
survey and by discussion and interaction with the employees.
SECONDARY DATA
Published data and the data collected in the past or other parties is called
secondary data.
The secondary data was collected through the text books and websites. The
information about the companys history, other products and business dealing
areas were taken from the companys website www.askacc.com. All this was
preserved as the secondary data.

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RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis
of data in a manner that aims to combine relevance to research purpose with
economy in procedure.
I have used descriptive research design for my study. The main goal of this type
of research is to describe the data & characteristics about what is being studied.
Descriptive research design is a scientific method which involves observing
and describing the behavior of a subject without influencing it in any way.

Research instrument
The research instrument used was questionnaire. The questionnaire is consisted
of both open ended and close ended questions. I personally contact each
respondent and filled the questionnaire.
Preparation of questionnaire was perhaps the most important part of this survey.
I tried that questionnaire should not hold any ambiguity and should contain all
aspects of analysis.
The model questionnaires are given in appendix.

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SAMPLING DESIGN
Sampling design means the method, decided before the survey is undertaken of
selecting the object out of universe. It is a detailed outline of which
measurements will be taken at what times, on which material and in what
manner.
Sample Unit
My sample unit was Management and non-management staff of the Cement
Company in Rajasthan, i.e., ACC, Lakheri.
Sample Size
Out of total population i.e., 610 employees; I took the sample size of 210 which
is 35% of the total sample or population.
Sampling Technique
I applied stratified random sampling technique and divided my whole sample
in strata which were the Management staff and non management
staff. Then I apply simple random sampling to select stratum units. These units
were collected from each department.
Stratified random sampling is a method of sampling that involves the division
of a population into smaller groups known as strata. In stratified random
sampling, a random sample from each stratum is taken in a number
proportional to the stratum's size when compared to the population.
I have used different charts and graphs for the analysis and interpretation of
data.
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REVIEW OF LITERATURE

Gupta C.B. - Human Resource Management, 2nd Edition, Yr.2006,

Sultan Chand & Sons Publishers.
Meaning of Employee welfare, Significance of employee welfare, Agencies
of employee welfare, Types of welfare services, Statutory provisions
concerning Employee welfare.

Monappa Arun and Saiyadain Mirza - Personnel management, 2nd

Edition, Yr. 1979, Tata McGraw- Hill publishing Company Ltd. New
Delhi.
Welfare implies providing better work conditions, reasonable amenities and
services beyond job. The need for providing services and facilities arises
from the social responsibility of industry, a desire for upholding democratic
values and a concern for employees.

Tripathi- Personnel management and Industrial relations, 12th edition,

Yr. 1996, Sultan Chand & Sons.
Employee welfare are also known as employee service programmes or
fringe benefits. Employees enjoy these services without any reference to the
specific work done by them. Employee welfare may be defined as efforts to
make life worth living for workmen.

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Mamoria C.B. - Dynamics of Industrial Relations, 15th Edition, Yr.

2005, Himalaya Publishing House.
Intra-mural Activities consist of such welfare schemes provided within the
factories as medical facilities, compensation for accidents, provision of
crches and canteens, supply of drinking water , washing and bathing
facilities, provision of safety measures, good working conditions, pension,
provision of provident fund etc.
Extra-mural Activities cover the services and facilities provided outside the
factory such as, housing accommodation, recreation facilities, educational
facilities, provision of libraries and reading rooms.

Monappa Arun - Industrial Relations, 15th edition, 1999, Tata McGrawHill Publishing Company Ltd.
Employee welfare is an important facet of industrial relations, the extra
dimension, giving satisfaction to the worker in a way which even a good
wage cannot. Employee welfare , though it has been proved to contributeto
efficiency in production, is expensive.
Bhagoliwal Dr. T. N. - Economics of Labour & Industrial Relations,
2008, Sahitya Bhawan Publications.
Employee welfare is one major aspect of national programs towards
bettering the lot of labour and creating a life and work environment of
decent comfort for this class of population. It has been defined as work for

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improving the health, safety, general well being and the industrial efficiency
of the workers.

LIMITATIONS OF STUDY
The information provided by the workers is not definitely true.
The samples of workers are not representative of the total workforce.
The workers hesitate disclosing the true facts in order to secure their job.
There is no measure to check out whether the information provided by
the workers is correct or not.
Some respondents refused to cooperate.

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CHAPTER - 3

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India's No. 1 Cement Company

INTRODUCTION TO A.C.C. LIMITED:

ACC (ACC Limited) is India's foremost manufacturer of cement and concrete.
ACC's operations are spread throughout the country with 16 modern cement
factories, more than 40 Ready mix concrete plants, 20 sales offices, and several
zonal offices. It has a workforce of about 10,000 persons and a countrywide
distribution network of over 9,000 dealers.
Since inception in 1936, the company has been a trendsetter and important
benchmark for the cement industry in many areas of cement and concrete
technology. ACC has a unique track record of innovative research, product
development and specialized consultancy services. The company's various
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manufacturing units are backed by a central technology support services centre

- the only one of its kind in the Indian cement industry.
ACC has rich experience in mining, being the largest user of limestone. As the
largest cement producer in India, it is one of the biggest customers of the
domestic coal industry, of Indian Railways, and a considerable user of the
countrys road transport network services for inward and outward movement of
materials and products
Among the first companies in India to include commitment to environmental
protection as one of its corporate objectives, the company installed
sophisticated pollution control equipment as far back as 1966, long before
pollution control laws came into existence. Today each of its cement plants has
state-of-the art pollution control equipment and devices.
ACC plants, mines and townships visibly demonstrate successful endeavours in
quarry rehabilitation, water management techniques and greening activities.
The company actively promotes the use of alternative fuels and raw materials
and offers total solutions for waste management including testing, suggestions
for reuse, recycling and co-processing.
ACC has taken purposeful steps in knowledge building. We run two institutes
that offer professional technical courses for engineering graduates and diploma
holders which are relevant to manufacturing sectors such as cement. The main
beneficiaries are youth from remote and backward areas of the country.

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ACC has made significant contributions to the nation building process by way
of quality products, services and sharing expertise. Its commitment to
sustainable development, its high ethical standards in business dealings and its

on-going efforts in community welfare programmes have won it acclaim as a

responsible corporate citizen. ACCs brand name is synonymous with cement
and enjoys a high level of equity in the Indian market. It is the only cement
company that figures in the list of Consumer SuperBrands of India.

ACCs Head Office - Cement House,

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121 Maharshi Karve Road, Mumbai.

HISTORY OF A.C.C. CEMENT WORKS

ACC was formed in 1936 when ten existing cement companies came together
under one umbrella in a historic merger - the country's first notable merger at a
time when the term mergers and acquisitions was not even coined. The history
of ACC spans a wide canvas beginning with the lonely struggle of its pioneer F
E Dinshaw and other Indian entrepreneurs like him who founded the Indian
cement industry. Their efforts to face competition for survival in a small but
aggressive market mingled with the stirring of a country's nationalist pride that
touched all walks of life - including trade, commerce and business.
The first success came in a move towards cooperation in the country's young
cement industry and culminated in the historic merger of ten companies to form
a cement giant. These companies belonged to four prominent business groups Tatas, Khataus, Killick Nixon and F E Dinshaw groups. ACC was formally
established on August 1, 1936. Sadly, F E Dinshaw, the man recognized as the
founder of ACC, died in January 1936; just months before his dream could be
realized.

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F. E. Dinshaw the founder of ACC

ACC stands out as the most unique and successful merger in Indian business
history, in which the distinct identities of the constituent companies were
melded into a new cohesive organization - one that has survived and retained its
position of leadership in industry. In a sense, the formation of ACC represents a
quest for the synergy of good business practices, values and shared objectives.
The use of the plural in ACC's original name, The Associated Cement
Companies Limited, itself indicated the company's origins from a merger.
Many years later, some stockbrokers in the country's leading stock exchanges
continued to refer to this company simply as 'The Merger'.
Strategic Alliance
The house of Tata was intimately associated with the heritage and history of
ACC, right from its formation in 1936 up to 2000. The Tata group sold all
14.45% of its shareholdings in ACC in three stages to subsidiary companies of
Gujarat Ambuja Cements Ltd. (GACL), who are now the largest single
shareholder in ACC.This enabled ACC to enter into a strategic alliance with
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GACL; a company reputed for its brand image and cost leadership in the
cement industry.
Holcim - A New Partnership
A new association was forged between ACC and the Holcim group of
Switzerland in 2005. In January 2005, Holcim announced its plans to enter into
a long-term strategic alliance with the Ambuja Group by acquiring a majority
stake in Ambuja Cements India Ltd. (ACIL), which at the time held 13.8 per
cent of the total equity shares in ACC. Holcim simultaneously announced its
bid

to make an open offer to ACC shareholders, through Holdcem Cement Pvt

Limited and ACIL, to acquire a majority shareholding in ACC. An open offer
was made by Holdcem Cement Pvt. Limited along with Ambuja Cements India
Ltd. (ACIL), following which the shareholding of ACIL increased to 34.69 per
cent of the Equity share capital of ACC. Consequently, ACIL filed declarations
indicating their shareholding and declaring itself as a Promoter of ACC. Holcim
is the world leader in cement as well as being large suppliers of concrete,
aggregates and certain construction-related services. Holcim is also a respected
name in information technology and research and development. The group has
its headquarters in Switzerland with worldwide operations spread across more
than 70 countries. Considering the formidable global presence of Holcim and
its excellent reputation, the Board of ACC welcomed this new association.

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MISSION OF A.C.C.

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Leadership

Profitability

Growth

Quality

Equity

Pioneering

Responsibility

Maintain our leadership of the Indian cement

industry through the continuous modernization and
expansion of our manufacturing facilities and
activities, and through the establishment of a wide
and efficient marketing network.

Achieve a fair and reasonable return on capital by

promoting productivity throughout the company.

Ensure a steady growth of business by strengthening

our position in the cement sector.

Maintain the high quality of our products and

services and ensure their supply at fair prices.

Promote and maintain fair industrial relations and an

environment for the effective involvement, welfare
and development of staff at all levels.

Promote research and development efforts in the

areas of product development and energy, and fuel
conservation, and to innovate and optimize
productivity.

Fulfill our obligations to society, specifically in the

areas of integrated rural development and in
safeguarding the environment and natural ecological
balance.

AWARDS & ACCOLADES

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National Award for Outstanding Performance in Promoting Rural and

Agricultural Development By ASSOCHAM
Sword of Honor By British Safety Council, United Kingdom for
Excellence in Safety Performance
India Priyadarshani Vrikshamitra Award By The Ministry of Environment
& Forest for Extraordinary Work carried out in the area of Afforestation.
FICCI Award For Innovative Measure for Control of Pollution, Waste
Management and Conversation of Mineral Resources in Mines and Plant.
Subh Karan Sarawagi Environment Award By The Federation of Indian
Mineral Industries for Environment Protection Measure.
Drona thophy By Indian Bureau of Mines for Extraordinary Efforts in
Protection of Environment & Mineral Conservation in the large Mechanized
Mines Sector.
Indo German GreenTech Environment Excellence Award
Golden Peacock Environment Management Special Award For
Outstanding Efforts in Environment Management in the Large
Manufacturing Sector.
Indra Gandhi Memorial National Award For Excellent Performance in
Prevention of Pollution and Ecological Development.
Excellence in Management of Health, Safety & Environment Certificate
of Merit by Indian Chemical Manufacturers Association.

Vishwakarma Rashtriya Puraskar Trophy For Outstanding Performance in

Safety and Mines Working.
Good Corporate Citizen Award By PHB Chamber of Commerce &
Industry
Jamnalal Bajaj Uchit Vyavahar Certificate of Merit By Council for Fair
Business Practices.
GreenTech Safety Gold & Silver Award For Outstanding Performance in
Safety Management Systems by Green Tech Foundation.
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I.C.G.
FIMI National Award For Valuable Contribution in Mine Activities from
the Federation of Indian Mineral Industry under the Ministry of Coal.
Rajya Sthariya Paryavaran Puraskar For Outstanding Work in
Environmental Protection and Environment Performance by the Madhya
Pradesh Pollution Control Board.
National Award for Fly Ash Utilization Award By Ministry of Power ,
Ministry of Environment & Forest and Department of Science &
Technology, Government of India for manufacture of Portland Pozzolana
Cement.
Good Corporate Citizen Award By Chamber of Commerce and Industry
for working towards an Environmentally Sustainable Industry while
pursuing the objective of creation of a better society.
National Award of Excellence in Water Management By Confederation of
Indian Industry (CII)
Golden Peacock Eco-Innovation Award 2008 won by AFR Business for
efficient disposal of industries wastes.

ACC was the first recipient of ASSOCHAMs first ever National Award for
outstanding performance in promoting rural and agricultural development
activities in 1976.
Decades later, PHD Chamber of Commerce and Industry selected ACC as
winner of its Good Corporate Citizen Award for the year 2002.
Over the years, there have been many awards and felicitations for achievements
in Rural and community development, Safety, Health, Tree plantation,
Afforestation, Clean Mining, Environment Awareness and Protection
41

I.C.G.

PLANTS & THEIR CAPACITIES

S.No.

UNITS

STATE

Bargarh

Bargarh

Cement

Works

0.96

Chaibasa

Chaibasa

Cement

Works

0.87

Chanda

Chanda

Works

1.00

Damodhar

Damodar

Works

0.53

Cement
Cement

CAPACITY(MTPA)

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I.C.G.
5

Gagal

Gagal

Cement

Jamul

Jamul

Kymore

Kymore

Cement

Works

2.20

Lakheri

Lakheri

Cement

Works

1.50

Madukkarai

Madukkarai

Works

0.96

10

Sindri

Sindri

Cement

Works

0.91

11

Wadi

Wadi

Cement

Works

2.59

12

New Wadi Plant

Wadi

Cement

Works

2.60

13

Tikaria

Tikaria Cement
Grinding and Packing
Plant

Cement

Works
Works

Cement

4.40
(Gagal I and II)
1.58

2.31

MAP OF A.C.C. NETWORK

Corporate Office
Overseeing the companys range of businesses, the Corporate Office is the
central headquarters of all Business and human resources functions located in
Mumbai. Address of Mumbai Headquarters is:
ACC Limited
Registered Office
Cement House
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I.C.G.
121, Maharshi Karve Road
Mumbai, 400020, India.

ACC Subsidiaries
2. Bulk Cement Corporation (India ) Ltd. (BCCI)
Regional Marketing Offices
Bangalore, Bhopal, Chandigarh, Coimbatore, Kanpur, Kolkata, Mumbai, New
Delhi, Patna, Pune, Secunderabad.
Area Offices
Allahabad, Asansol, Aurangabad , Bellary, Cochin , Chennai , Faizabad ,
Gulbarga, Guwahati, Jammu, Bhubaneswar, Jalandhar, Kochi, Kozhikode,
Kolhapur, Lucknow, Mangalore, Nagpur, Patiala, Raipur , Shimla , Vellore.

PRODUCTS

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I.C.G.

ACCs brand name is synonymous with cement and enjoys a high level of
equity in the Indian market. Our range of cements and blended cements is
marketed through a network of 19 Sales Units, 54 Area Offices, and 194
warehouses. This is backed by a countrywide network of over 9,000 dealers
who, in turn, are assisted by their sub-dealers.
ACCs marketing; sales and distribution processes are industry standards.
Although we take immense pride in having supplied some of Indias most
admired projects, ACC is essentially a peoples brand of cement with more than
80 per cent of sales made through an extensive dealer network that covers every
state in India. Its customer base represents the masses of India - individual
homebuilders in small towns, rural and semi-urban India.

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I.C.G.
ACC cement enjoys an image of assuring consistency and of high quality
backed by in-house research and expertise.
Complementing this is a unique customer services cell comprising qualified
civil engineers, who assist and advice customers with prior and post sales
service. This service begins with selection of type and grade of cement (where
applicable) to troubleshooting and on-site assistance.
ACC manufactures the following types of cement, in addition to which, it
provides Bulk Cement and Ready Mix Concrete.
Ordinary Portland Cements
OPC 43 Grade And OPC 53 Grade
Blended Cements
Fly-ash based Portland Pozzolana Cement AND Portland Slag Cement
ORDINARY PORTLAND CEMENTS 43 Grade Cement (OPC 43 Grade)
ACC Cement is the most commonly used cement in all constructions including
plain and reinforced cement concrete, brick and stone masonry, floors and
plastering. It is also used in the finishing of all types of buildings, bridges,
culverts, roads, water retaining structures, etc.
What is more, it surpasses BIS Specifications (IS 8112-1989 for 43 grade OPC)
on compressive strength levels.ACC Cement is marketed in specially designed
50 kg bags.

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I.C.G.

53 Grade Cement this is an Ordinary Portland Cement which surpasses the

requirements of IS: 12269-53 Grade. It is produced from high quality clinker
ground with high purity gypsum.
ACC 53 Grade OPC provides high strength and durability to structures because
of its optimum particle size distribution, superior crystalline structure and
balanced phase composition.
It is available in specially designed 50-kg bags.

HUMAN RESOURCES

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I.C.G.
ACC has a large workforce of about 10,000 people, comprising experts in
various disciplines assisted by a dedicated workforce of skilled persons. ACC
employees, referred to as the ACC Parivar, come from all parts of the country
and belonging to a variety of ethnic, cultural and religious backgrounds. ACC
employees display a strong sense of loyalty to the Company and their special
stellar qualities as value-adding human capital are well known in the industry.
ACC has clearly stated guidelines concerning recruitment, termination, career
advancement, performance appraisal, professional and employee ethics and
code of conduct. The Companys personnel policies and processes enshrine
equal opportunities to all and non-discrimination with regard to gender, caste,
creed, ideology or other opinion, whether social, political or religious. Also
ensured is a due process for employee consultation and participation in
organizational development and policy formulation.
Recruitment
Recruitment in ACC is a very fair and transparent process with adequate
opportunities to look for suitable candidates internally as well as from outside.
Applicants are generally invited on the basis of specific advertisements in
newspapers and websites. A Committee of officers called the Central
Recruitment Committee handles the entire recruitment process comprising
screening of applications, preliminary short-listing, interviews and final
selection. All decisions of the recruitment committee are recorded in respect of
each candidate. Candidates are informed of their short-listing and selection
immediately after the interview or at the earliest thereafter.

Performance management

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I.C.G.

The Companys performance management system is in itself a benchmark that

provides ample opportunities and motivational incentives to employees so as to
reward and retain good talent within the Company. These incentives include
Performance Linked Incentives, Good Work Awards, Letters of Appreciation,
Special Increments, Promotions and Nomination to external training programs
in India and abroad, public felicitation and appreciation. Some plants have Best
Employee and Employee of the Month Awards and recognition. Competent
employees and those who display aptitude are invited to become Trainers
themselves and receive Train the Trainer facilitation.

Training and Development

ACC new Performance Management System incorporates a process called

Competency Assessment and Training and Developmental Needs wherein
appraisers are specifically called upon to identify and assess training needs of
employees at specific intervals that do not coincide with Performance
Appraisals. This is so that training needs can be assessed objectively. Training
is imparted to take care of an individuals career development as well as
functional and skill enhancement. Competency and Development training
inputs include Skill and general performance enhancement, communication
skills and Career development. Functional training needs are identified and
conducted by functional departments while Corporate HR organizes
competency and developmental inputs.

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I.C.G.

Employee satisfaction
In addition to periodic internal Employee Satisfaction Surveys, we participate
in Employee Satisfaction and Work Places Surveys conducted by reputed
external agencies and organizations like Hewitt Associates Grow Talent. And
from time to time, ACC has also retained reputed firms like Mercer and Boston
Consulting Group to study our internal work environment and employee
policies and suggest areas of improvement. We share below salient points of the
latest survey of employees:

People are treated fairly regardless of religion and gender

ACC is a safe place to work

Management is competent in running business

Employees feel good about what we do for society

Proud to tell others I work here

Management thinks positively

The overall findings show significant job satisfaction at all levels as also deep
respect for the company, its performance management system and its overall
business performance.

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I.C.G.

Hydraulic lime producing plant

ACC Lakheri Cement Works is located between Kota & sawai madhopur of
Western-Central Railway, a unit of M/s Associated Cement Companies Ltd.,
was set up in the year 1917 with an installed capacity of 0.4 LTPA of Portland
Cement Clinker using wet process of cement manufacturing. It is the oldest
running plant of Asia, situated in the foothills of Aravali ranges in Bundi
District of Rajasthan. It was started in 1905 as a Hydraulic lime producing
plant but later converted to cement plant in 1917 by Kilick Nixon. The plant
capacity was enhanced to a level of 1200 TPD clinker by adopting Dry process
technology of manufacturing in the year 1996-1997.the current plant capacity
is 0.6 MTPA.

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I.C.G.

Lakheri Cement Works manufacture OPC and PPC as per the latest version of
Indian Standards. This procedure manual describes the working of Quality
Control Department for the manufacture of Ordinary PortlandCement and
Portland Pozzolana Cement. Cement manufacturing is a continuous process
and quality and process control activities are carried out at all stages of
manufacturing process with the objective to achieve zero defect and to ensure
that the quality of cement produced surpasses the relevant IS specification
requirements with liberal margin and to satisfy the customer fully and
continuously.
Recently this plant has excelled itself in the area of total productivity
management (TPM) and has also won the TPM Trophy for consecutive two
years.
Address
ACC Limited
Lakheri Cement Works
P.O. Lakheri
Distt. Bundi (Rajasthan) 323603

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VISION

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ORGANISATIONAL HEALTH & SAFETY

Occupational Health & Safety (OHS) is a vital part of ACCs journey towards
Sustainable development. Safety Audits are being carried out in ACC since
1995 by National Safety Council based on the 5 Star Auditing System of British
Safety Council. There is a continuous effort to measure and improve Safety
Management Systems to avoid accidents.
ACC have an Apex OH & S Committee headed by the Managing Director. This
committee oversees implementation of our OH & S policy Each of our plants
and manufacturing units have Professional Doctors and medical facilities for
continuous monitoring and observation of workplace hygiene and occupational
health.

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I.C.G.

The following are some OH & S initiatives at ACC plants:

OH & S brochures, signages, posters and mailers used extensively

Monthly Safety Gate Meetings held at all our plants.

Safety Audit and TPM Audits carried out annually

Safety Professionals meets twice a year to discuss and share knowledge

on Safety Statistics and implementation of safety measures at each unit.

Safety Observation Tours (SOT) conducted weekly by all line managers

Behavioral Safety Training programs for workers at all plants

Incident investigations for all incidents including near misses (with

potential for injuries). The findings and recommendation are shared
across the company.

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I.C.G.

ACC OH & S VISION

NO HARM ANYWHERE TO ANYONE ASSOCIATED WITH ACC
NO HARM means:
No fatalities
No disabling Injuries
No Lost Time Injuries
No Medical treatment Injuries
No First Aid Injuries
No Occupational Illness
ANYONE means:
Employees
Contractors personnel on site
Ready-mix drivers on job
Third party contractors on site
Visitors to ACC site

ACC OH & S POLICY

We manage our activities in a responsible manner to avoid causing any harm to the health
and safety of our employees, contract personnel and visitors.
We apply OH&S standards and guidelines; provide the necessary resources, training and
education and measure performance for continuous improvement.

FIVE CARDINAL RULES FOR SAFETY

1. Do not override or interfere with any safety provision nor allow anyone else to
override or interfere with them.
2. Personal Protection Equipment (PPE) rules, applicable to a
given task, must be adhered to at all times.
3. Isolation and Lock Out procedures must always be followed.
4. No person may work if under the influence of alcohol or drugs.
5. All the injuries and incidents must be reported.

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I.C.G.

AS A FRIEND TO ENVIRONMENT
Protection
ACC is among the first Indian companies to include commitment to
environmental protection as one of its corporate objectives. Long before
pollution control norms and regulatory laws came into existence, ACC inducted
the use of sophisticated high efficiency pollution control equipment for cement
kilns, raw mills, coal mills, power plants and coolers. That was in 1966.
Today each ACC factory has high efficiency state-of-the art pollution control
equipment and devices. Each of our manufacturing units has a separate
environment section manned by a qualified environmental engineer and
supporting staff. Our plants, mines and township demonstrate the companys
successful endeavors in greening activities such as Afforestation, tree planting,
horticulture, vegetable and cultivation apart from basic landscaping designed to
enrich and beautify the environment.
Cleaner mining techniques have helped safeguard and conserve mineral
resources. In addition, we have taken other positive measures such as top soil
conservation, efficient water management systems and the treatment of the
wastage, sewage and effluents. Some of our plants have become near self
reliant in their water requirements.
ACC has achieved spectacular results in the utilization of two hazardous and
pollutant industrial wastes namely slag from steel plants and fly ash from
thermal power stations to make blended cements that help conserve limestone
resources. Over the years, ACC has won several prizes and

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I.C.G.

certificates of merit for environmental measures undertaken at its various plants

and mines.
In particular, for programs involving greening, Afforestation, rehabilitation of
mines, noise abatement and other visible measures like tree plantation and
water management.
Afforestation and Greening the Environment
Tree plantation is a regular and committed activity at ACC. Vacant land in
plant, mines and colony at each factory is used to develop greenery of various
species.
Rocky areas in mines have been rendered suitable for plantation by
overspreading topsoil obtained from mining activity. Afforestation programs
have helped transform the once barren and dry ambience into lush greenery.
Each One Plant One has been an inspiring message practiced by many of our
employees. The total plantation undertaken across ACC is more than 3.3
million numbers of trees, with an average survival rate of 85% and spread over
an area of 1000 acres in mines, factories and residential townships.
Water Conservation
Water conservation is a noteworthy contribution in a water scarce country like
ours. ACC cement units maintain a norm of Zero Water Discharge. All the
water used in plants for industrial cooling is recycled through cooling towers,
water ponds and tanks.
ACC cement plants have converted old abandoned mines into huge reservoirs
by collecting rainwater from catchments around mines.

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I.C.G.

Water from these reservoirs is treated to make it potable. As a result of these

initiatives, we have several examples of outstanding achievements in water
harvesting and in the creation of reservoirs in abandoned mines and quarries.
Some of our Works have become near self reliant in respect of their water
requirement for industrial and domestic consumption.
Transforming and Managing Waste
ACC has achieved spectacular results in the utilization of two hazardous and
pollutant industrial wastes namely slag from steel plants and fly ash from
thermal power stations to make blended cements that offer unique advantages
to concrete. ACC also pioneered the use of waste sludge from the fertilizer
industry to make cement. The company is actively engaged in
the promotion of alternate fuels and raw materials and in co processing waste
materials through the effective use of cement kilns as co processing units.
These include agro wastes like rice husk and other husks, bagasse, used
tyres, domestic and hospital waste. ACC takes pride in extending its waste
management services to help minimize the discharge of wastes.

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SOCIAL RESPONSIBILITY

Community & Rural Welfare

ACCcommunity development activities revolve around the under-privileged

community that lives in the immediate vicinity of our cement plants and is thus
more dependent on us. The range of its activities begins with extending
educational and medical facilities and goes on to cover vocational guidance and
supporting employment-oriented and income-generation projects like agriculture,
animal husbandry, cottage industries by developing local skills, using local raw
materials and helping create marketing outlets.
At all ACC cement factories we share our amenities and facilities with members
of the local community. This includes sharing education and medical facilities,

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I.C.G.
sports and recreation. Wherever possible it shares access to Bore Wells, drinking
water and the usage of colony roads.

Education

Education is imparted not only to children of ACC employees but also more
importantly to children from rural areas who do not have access to any medium
of information or education. ACC schools maintain high standards and are open
to other children of the vicinity. Often these schools are the most preferred
centers of learning in the district and adjoining areas. Wherever possible, ACC
provides funds and infrastructure to help set up local schools, colleges and
centers for learning and education.

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I.C.G.
Healthcare

ACC takes pride in providing various forms of medical assistance to the families
of our employees and also to all those living in surrounding villages. Each
factory has a medical center with full-fledged doctors and the latest of basic
equipment. Mobile medical services are provided in the vicinity and regular
medical camps are held to eradicate diseases, offer medical help treatment and
preventive care. ACC has come out to provide support to state and national
health initiatives such as the eradication of malaria, dengue fever and the dreaded
HIV.
HIV/AIDS treatment - Anti Retroviral Treatment Centres
A.C.C. decided to set up an Anti Retroviral Treatment Centre for HIV/AIDS
treatment.The ACC Wadi ART Centre has all the basic physical infrastructure,
Laboratory facilities and trained medical and support personnel. It is housed in a
new building constructed by us on an independent piece of land outside our plant
and colony. The building has an area of over 2500 square feet and comprises a

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large reception area with adequate seating, consulting rooms for the doctors,
rooms for social workers and counselors, laboratory, pharmacy, pantry and
toilets. The center is fully equipped with new machines and medical equipment
as prescribed by NACO ART guidelines. The ACC Wadi ART Centre has a full
complement of medical and support personnel including a doctor, nurse, lab
technicians and other staff. The doctor has been trained at Christian Medical
College Vellore. The center includes a Voluntary Counseling and Testing Centre
(VCTC). We will also be tying up with reputed hospitals in Gulbarga for referaal
linkages.
Disaster Relief
ACC and its employees make timely contribution to help in any national
disaster. This is done both at the corporate level, by local units and employees.
Apart from the Kargil cause, collective contributions by way of cash, food and
clothing has been sent to help victims of calamities such as the Latur
earthquake, Himachal Pradesh floods, Orissa cyclone, Gujarat earthquake,
Tsunami and floods in Maharashtra.

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EMPLOYEE WELFARE ACTIVITIES AT ACC

Employee welfare receives prime attention at ACC. It has several schemes for
general welfare of employees and their families. These cover education,
healthcare, retirement benefits, loans and financial assistance, housing,
recreation facilities, transport facility and safety.

EDUCATION
ACC townships have excellent schools that are often the best in the district.
The schools name is D.A.V. ACC Public School & another one is ACC School.
The company in addition to the free light & water facility is providing the
buildings & furnitures to all these two schools. Management is also providing
transport facility in these schools including the students from lakheri and
nearby town, i.e., Indergarh. Education at these schools is subsidized for
employees wards. ACC offer attractive scholarship allowances for children
studying at places away from their parents, merit scholarships for outstanding
children and financial assistance for employees children to pursue higher
professional education.
MEDICAL BENEFITS
Liberal medical benefits are made available to employees and their family
members by way of reimbursements towards normal medical treatment,
domiciliary treatments and special sanctions for serious illness. Each of its
townships has well-equipped health care centers with qualified medical staff
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I.C.G.

and facilities, ambulance, referrals and tie-ups with reputed hospitals for
specialized treatment. In addition, there are regular health checkups, camps and
programs.
LOANS AND FINANCIAL ASSISTANCE
Employees are eligible to apply for loans and financial assistance for various
purposes such as purchase of assets, residential premises as well as a scheme
that provides for supply of cement at subsidized rates to those building their
own houses.
HOUSING
At ACC cement plants and factories, employees are provided furnished and
unfurnished accommodation based on their entitlements. The employees are
given free electricity and free water supply. These houses are well-maintained
and periodically upgraded.
RECREATIONAL FACILITIES
There is ACC Gymkhana Club for the various recreational facilities for
employees and their family members. Employees and their family members can
enjoy all types of indoor games like carom, table tennis, badminton, cards etc.
Outdoor games & sports are also being arranged like football, volley ball,
cricket etc. Many types of magazines and newspapers are also being produced
for this club.
Cultural activities, programs, are also organized well on all the occasions.
Dandiya nights are organized on navratra in which anyone can participate and

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I.C.G.

enjoy the different fast foods, ice-cream and snacks stalls. Prizes are also given
to the winners under different age groups.
On the occasion of the republic day and The Independence Day; various
competitions in games and sports are organized for the employees and their
family members. Annapurna is arranged after the marching on the Republic
day/ The Independence Day. In Annapurna, the wives of the employees
assemble with their stalls carrying different foods prepared by their own. They
sell them to everyone. There are different games also like estimating the correct
weight of the cakes, trying to throw the bangles on the cold drink bottles and
thus winning them. There are stalls of sweaters, suits, bags, toppers, socks, kids
wear, hankies etc. which are made by the ladies and girls through the stitching,
handicrafts-making, painting and knitting courses running at the ACC CLUB.
There are different types of swings for the children at the club.
TRANSPORT FACILITY
Transport facility is provided to the employees for the railway station at Rs.5
for the whole family. Other than this; there is a bus facility for the employees
coming from nearby town like indergarh and quarji.
SAFETY ITEMS
All the workmen working at ACC are being provided safety equipments as per
the statutory provisions and as per requirement. Two pairs of safety shoes to
every workmen and executives are given every year. Besides it, dust respirator,

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goggles, hand gloves, helmet, safety jackets and a personal protection
equipment kit is provided to the employees.

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CHAPTER 4

1. Availability of quarters.
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RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

NON-MANAGEMENT
STAFF
2.4
5.4

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

33.3
19
28.6
16.7

45.6
42.3
4.7
2

Q1. AVAILABILITY OF QUARTERS.

2.0
100%
80%
60%

16.7

4.7

28.6

42.3

19.0

40%
20%
0%

33.3
2.4

HIGHLY
DISSATISFIED
DISSATISFIED
NEUTRAL

45.6
5.4

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

SATISFIED
HIGHLY
SATISFIED

INTERPRETATION:
This graph shows that in the management staff, 33.3% employees are satisfied
and 28.6 % employees are dissatisfied with the availability of quarters while in
non-management staff 45.6% employees are satisfied with this statement.
So, it is clear that non management staff is more satisfied with the availability
of quarters than the management staff.
2. Maintenance of quarters.
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RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

NON-MANAGEMENT
STAFF
2.4
4.7

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

11.9
21.4
52.4
11.9

26.2
32.9
23.5
12.8

Q2. MAINTENANCE OF QUARTERS.

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

11.9

12.8
23.5

52.4

NEUTRAL
32.9

21.4
11.9
2.4

HIGHLY
DISSATISFIED
DISSATISFIED

26.2

SATISFIED
HIGHLY
SATISFIED

4.7

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 11.9% employees are satisfied
and 52.4 % employees are dissatisfied with the maintenance of quarters while in
non-management staff 26.2% employees are satisfied and 12.8% are highly
dissatisfied with this statement.
So, it is clear that non management staff is more satisfied with the maintenance
of quarters than the management staff.
3. Cleanliness of water in quarters.
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RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

NON-MANAGEMENT
STAFF
2.4
11.4

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

33.3
35.7
19
9.5

38.3
32.2
13.4
4.7

Q3. CLEANLINESS OF WATER IN QUARTERS.

9.5

100%

19.0

80%

4.7
13.4
32.2

60%

NEUTRAL

35.7

40%

38.3
33.3

20%

2.4

0%

HIGHLY
DISSATISFIED
DISSATISFIED

11.4

SATISFIED
HIGHLY
SATISFIED

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 2.4% employees are highly
satisfied and 9.5 % employees are highly dissatisfied with the cleanliness of
water in quarters while in non-management staff 11.4% employees are highly
satisfied and 4.7% are highly dissatisfied with this statement.
So, it is clear that non management staff is more highly satisfied with the
cleanliness of water in quarters than the management staff.
4. Safety & security in colony.
RESPONSE

NO. OF RESPONDENTS (%)

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I.C.G.
MANAGEMENT STAFF

NON-MANAGEMENT
STAFF
4.8
10.7

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

47.6
23.8
23.8
0

39.6
36.9
10.1
2.7

Q4. SAFETY & SECURITY IN COLONY.

0.0

100%

2.7
10.1

23.8

80%

36.9

23.8
60%

NEUTRAL

40%

47.6

39.6

SATISFIED

4.8

10.7

HIGHLY
SATISFIED

20%
0%

HIGHLY
DISSATISFIED
DISSATISFIED

MANAGEMENT
STAFF

NON
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 4.8% employees are highly
satisfied and 23.8 % employees are dissatisfied with the safety & security in the
colony while in non-management staff 10.7% employees are highly satisfied
and 10.1% are dissatisfied with this statement.
So, it is clear that non management staff is more satisfied with the safety &
security in the colony than the management staff.
5. Sufficient supply of water.
RESPONSE

NO. OF RESPONDENTS (%)

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MANAGEMENT STAFF

NON-MANAGEMENT
STAFF
4.8
10.7

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

47.6
23.8
23.8
0

39.6
36.9
10.1
2.7

Q5. SUFFICIENT SUPPLY OF WATER.

0.0

100%

23.8

2.7
10.1

23.8

36.9

80%
60%

NEUTRAL

40%

47.6

39.6

SATISFIED

4.8

10.7

HIGHLY
SATISFIED

20%
0%

HIGHLY
DISSATISFIED
DISSATISFIED

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 47.6% employees are satisfied
and 23.8 % employees are dissatisfied with the sufficient supply of water in the
colony while in non-management staff 10.7% employees are highly satisfied
and 10.1% are dissatisfied with this statement.
So, it is clear that non management staff is more satisfied with the sufficient
supply of water in the colony than the management staff.
RESPONSE

NO. OF RESPONDENTS (%)

74

I.C.G.
20-30 age
group

30-40 age
group

Highly satisfied
0
Satisfied
28.2
Neutral
41
Dissatisfied
25.6
Highly dissatisfied
5.1
6. Quality of food served at canteen.

0
20
45
30
5

40-50 age
group

50-60 age
group

0
28.3
37
28.3
6.5

4.7
25.6
34.9
19.8
15.1

AGE GROUP

Q6. QUALITY OF FOOD SERVED AT CANTEEN.

50-60 4.7 25.6

40-50
30-40
20-30
0%

28.3

34.9
37.0

19.8 15.1
28.3

6.5

HIGHLY
SATISFIED
SATISFIED
NEUTRAL

20.0
28.2

45.0
41.0
50%

5.0

DISSATISFIED

25.6 5.1

HIGHLY
DISSATISFIED

30.0

100%

INTERPRETATION: This graph shows that under the 20-30 age group;
28.2% & 25.6% employees are satisfied & dissatisfied respectively with the
quality of food served at canteen while under the 30-40 age group; 20% & 30 %
employees are satisfied & dissatisfied respectively with this statement. Under the
40-50 age group; 28.3% & 28.3% employees are satisfied & dissatisfied
respectively with the quality of food served at canteen while under the 50-60 age
group; 25.6% & 19.8% employees are satisfied & dissatisfied respectively with
this statement. So, it is clear that the employees under 30-40 age group are more
dissatisfied.

75

I.C.G.
RESPONSE

NO. OF RESPONDENTS (%)

20-30 age
group

30-40 age
group

Highly satisfied
0
Satisfied
46.2
Neutral
46.2
Dissatisfied
5.1
Highly dissatisfied
2.6
7. Rate of food served at canteen.

O
30
60
10
0

40-50 age
50-60 age
group
group
2.2
5.8
43.5
46.5
45.7
39.5
4.3
3.5
4.4
4.7

AGE GROUP

Q7. RATE OF FOOD AT CANTEEN.

50-60 5.8
40-502.2

46.5

39.5

43.5

45.7

4.7
3.5
4.4
4.3

HIGHLY
SATISFIED
SATISFIED
NEUTRAL

30-40
20-30
0%

30.0

60.0

46.2
20%

46.2
40%

60%

10.0
2.6
5.1

DISSATISFIED
HIGHLY
DISSATISFIED

80% 100%

INTERPRETATION:
This graph shows that under the 20-30 age group; 46.2% employees are
satisfied with the rate of food served at canteen while under the 30-40
age group; 30% employees are satisfied with this statement. And under
the 40-50 age group; 43.5% employees are satisfied with the rate of food
served at canteen while under the 50-60 age group; 46.5% employees
are satisfied with this statement.
So, it is clear that the employees under all age groups are well satisfied.
8. Maintenance of cleanliness at canteen.
76

I.C.G.
RESPONSE

NO. OF RESPONDENTS (%)

20-30 age
group

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

30-40 age
group

0
43.6
35.9
15.4
5.1

0
45
30
20
5

40-50 age
group

50-60 age
group

0
41.3
34.8
17.4
6.5

8.1
36
38.4
11.6
5.8

AGE GROUP

Q8.MAINTENANCE OF CLEANLINESS AT CANTEEN.

50-60 8.1
40-50
30-40

36.0
41.3

38.4
34.8

45.0

30.0

11.6 5.8
17.4 6.5
20.0 5.0

HIGHLY
SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

20-30
0%

43.6
20%

35.9
40%

60%

15.4 5.1

HIGHLY
DISSATISFIED

80% 100%

INTERPRETATION:
This graph shows that under the 20-30 age group; 43.6% employees are
satisfied with the maintenance of cleanliness at canteen while under the
30-40 age group; 45% employees are satisfied with this statement. And
under the 40-50 age group; 41.3% employees are satisfied with the
maintenance of cleanliness at canteen while under the 50-60 age group;
36% employees are satisfied with this statement.
So, it is clear that the employees under all age groups are well satisfied.
9. Sitting arrangements at canteen.
77

I.C.G.
RESPONSE

NO. OF RESPONDENTS (%)

20-30 age
group

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

30-40 age
group

0
48.7
25.6
17.9
7.7

40-50 age
group

0
35
25
30
10

50-60 age
group

0
45.7
28.3
19.6
6.5

8.1
40.7
33.7
14
3.5

AGE GROUP

Q9. SITTING ARRANGEMENTS AT CANTEEN.

50-60 8.1
40-50
30-40
20-30

40.7

33.7

45.7
35.0

28.3
25.0

48.7

0%

14.0 3.5
19.6 6.5

NEUTRAL

10.0

DISSATISFIED

17.9 7.7

HIGHLY
DISSATISFIED

30.0
25.6

HIGHLY
SATISFIED
SATISFIED

50%

100%

INTERPRETATION:
This graph shows that under the 20-30 age group; 17.9% employees are
dissatisfied with the sitting arrangements at canteen while under the 30-40 age
group; 30 % employees are dissatisfied with this statement. And Under the 4050 age group; 19.6% employees are dissatisfied with the sitting arrangements at
canteen while under the 50-60 age group; 14% employees are dissatisfied with
this statement. So, it is clear that the employees under 30-40 age group are more
dissatisfied than the other age groups.
10. Changing types of menu at canteen.
RESPONSE

NO. OF RESPONDENTS (%)

78

I.C.G.
20-30 age
group
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

30-40 age
group

0
38.5
30.8
20.5
10.3

40-50 age
group

0
35
40
10
15

50-60 age
group

0
37
28.3
26.1
8.7

2.3
37.2
30.2
17.4
12.8

AGE GROUP

Q10. CHANGING TYPES OF MENU AT CANTEEN

50-60 2.3
40-50

37.2

37.0

30.2

28.3

17.4 12.8

26.1

8.7

HIGHLY
SATISFIED
SATISFIED
NEUTRAL

30-40
20-30

35.0
38.5

0%

40.0
30.8

10.0 15.0

DISSATISFIED

20.5 10.3

HIGHLY
DISSATISFIED

50%

100%

INTERPRETATION:
This graph shows that under the 20-30 age group; 38.5% employees are
satisfied with the changing types of menu at canteen while under the 30-40 age
group; 35% employees are satisfied with this statement. And Under the 40-50
age group; 37% employees are satisfied with the changing types of menu at
canteen while under the 50-60 age group; 37.2% employees are satisfied with
this statement.
So, it is clear that the employees under all age groups are satisfied.
11. Temperature/ ventilation at canteen.
RESPONSE

NO. OF RESPONDENTS (%)

79

I.C.G.
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

20-30 age
30-40 age
40-50 age
50-60 age
group
group
group
group
2.6
0
2.2
4.7
43.6
40
41.3
33.7
30.8
30
32.6
29.1
12.8
15
15.2
15.1
10.3
15
8.7
17.4

AGE GROUP

Q11. TEMPERATURE/ VENTILATION AT CANTEEN.

50-60 4.7

33.7

40-50 2.2

41.3

29.1
32.6

15.1 17.4
15.2 8.7

HIGHLY
SATISFIED
SATISFIED
NEUTRAL

30-40

40.0

20-30 2.6

30.0

43.6

0%

30.8

50%

15.0 15.0
12.8 10.3

DISSATISFIED
HIGHLY
DISSATISFIED

100%

INTERPRETATION:
This graph shows that under the 20-30 age group; 43.6% employees are
satisfied with the temperature/ ventilation at canteen while under the 30-40 age
group; 40% employees are satisfied with this statement. And Under the 40-50
age group; 41.3% employees are satisfied with the temperature/ ventilation at
canteen while under the 50-60 age group; 33.7% employees are satisfied with
this statement.
So, it is clear that the employees under 50-60 age group are less satisfied than
the other age groups.
12.Infrastructure of classes at D.A.V. / ACC School.
RESPONSE

NO. OF RESPONDENTS (%)

80

I.C.G.
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

6.7

35.7
45.2
11.9
7.1

38.9
47.7
5.4
1.3

Q12. INFRASTRUCTURE OF CLASSES AT D.A.V./ACC SCHOOL.

7.1
11.9

100%
80%

HIGHLY
DISSATISFIED
DISSATISFIED

47.7
45.2

60%

NEUTRAL

40%

38.9

SATISFIED

6.7

HIGHLY
SATISFIED

35.7

20%
0%

1.3
5.4

MANAGEMENT
STAFF

NON
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 11.9% employees are
dissatisfied with the infrastructure of classes at D.A.V./ACC school while in
non-management staff 5.4% employees are dissatisfied with this statement.
So, it is clear that non management staff is more satisfied with the infrastructure
of classes at D.A.V./ACC school than the management staff.
13. Co-curricular activities organized at D.A.V. / ACC School.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

NON-MANAGEMENT
STAFF
81

I.C.G.
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

6.7

35.7
45.2
11.9
7.1

38.9
47.7
5.4
1.3

Q13. CO-CURRICULAR ACTIVITIES ORGANIZED AT

D.A.V./ACC SCHOOL.
1.3
7.1
5.4
100%
11.9
HIGHLY
80%
DISSATISFIED
47.7
45.2
DISSATISFIED
60%
40%
35.7

20%
0%

NEUTRAL

38.9

SATISFIED

6.7
MANAGEMENT
STAFF

HIGHLY
SATISFIED

NON
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff 35.7% employees are satisfied
with the co-curricular activities organized at D.A.V./ ACC school while 38.9%
employees in the non-management staff are satisfied with this statement.
So, it is clear that non management staff is more satisfied with the co-curricular
activities organized at D.A.V./ACC school than the management staff.
14.Quality of studies at D.A.V. / ACC School.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

NON-MANAGEMENT
STAFF
82

I.C.G.
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

7.4

31
57.1
11.9
0

38.9
47.7
4.7
1.3

Q14. QUALITY OF STUDIES AT D.A.V./ACC

SCHOOL .
11.9

100%
80%

57.1

60%

1.3
4.7

HIGHLY
DISSATISFIED
DISSATISFIED

47.7

NEUTRAL
SATISFIED

40%

38.9

HIGHLY
SATISFIED

31.0

20%

7.4
0%

MANAGEMENT
STAFF

NON
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff 31% employees are satisfied
with the quality of studies at D.A.V./ ACC school while 38.9% employees in
non-management staff are satisfied with this statement.
So, it is clear that non management staff is more satisfied with the quality of
studies at D.A.V./ACC school than the management staff.
15.Attention to students given by teachers at D.A.V. / ACC School.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Highly satisfied
Satisfied

NON-MANAGEMENT
STAFF
0
5.5

23.8

34.2
83

I.C.G.
Neutral
Dissatisfied
Highly dissatisfied

57.1
16.7
2.4

49.7
8.1
2.7

Q15. ATTENTION TO STUDENTS GIVEN BY TEACHERS.

2.7
2.4
100%
8.1
HIGHLY
16.7
90%
DISSATISFIED
80%
DISSATISFIED
70%
49.7
60%
57.1
NEUTRAL
50%
40%
SATISFIED
30%
34.2
20%
23.8
HIGHLY
10%
5.4
SATISFIED
0%
MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF
INTERPRETATION:
This graph shows that in the management staff

16.7%

employees are

dissatisfied with the attention to students given by teachers at D.A.V./ ACC

school while 8.1% employees in non-management staff are dissatisfied with
this statement.
So, it is clear that management staff is more dissatisfied with the attention to
students given by teachers at D.A.V./ACC school than the non-management
staff.
16. Library Facilities at ACC club.
RESPONSE

Highly satisfied
Satisfied
Neutral

NO. OF RESPONDENTS (%)

20-30 age
30-40 age
40-50 age
50-60 age
group
group
group
group
5.1
5
4.3
4.7
43.6
35
45.7
39.5
15.4
20
15.2
36
84

I.C.G.
Dissatisfied
Highly dissatisfied

30.8
5.1

35
5

28.3
6.5

16.3
3.5

AGE GROUP

Q16. LIBRARY FACILITIES AT ACC CLUB.

39.5

50-60 4.7

45.7

40-50 4.3

20.0

43.6

20-30 5.1

20%

16.3 3.5

15.2

35.0

30-40 5.0

0%

36.0

40%

28.3
35.0

6.5

HIGHLY
SATISFIED
SATISFIED
NEUTRAL

5.0

DISSATISFIED
HIGHLY
DISSATISFIED

15.4

30.8

5.1

60%

80%

100%

INTERPRETATION:
This graph shows that under the 20-30 age group; 43.6% employees are
satisfied with the library facilities facilities at ACC club while under the 30-40
age group; 35% employees are satisfied with this statement. And Under the
40-50 age group; 45.7% employees are satisfied with the library facilities
facilities at club while under the 50-60 age group; 39.5% employees are
satisfied with this statement. So, it is clear that the employees under 30-40 age
group are less satisfied than the other age groups.
17. Regularity of games & sports at ACC club.
RESPONSE

NO. OF RESPONDENTS (%)

20-30 age
group

Highly satisfied
Satisfied
Neutral
Dissatisfied

0
61.5
28.2
10.3

30-40 age
group
0
50
30
20

40-50 age
group

50-60 age
group

0
60.9
28.3
8.7

3.5
50
38.4
7
85

I.C.G.
Highly dissatisfied

2.2

1.2

AGE GROUP

Q17. REGULARITY OF GAMES & SPORTS

AT ACC CLUB.

50.0

50-603.5

60.9

40-50

0%

30.0

61.5

20-30
20%

8.7 2.2

28.3

50.0

30-40

7.0 1.2

38.4

20.0

28.2

40%

60%

10.3

80%

HIGHLY
SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED
HIGHLY
DISSATISFIED

100%

INTERPRETATION:
This graph shows that under the 20-30 age group; 61.5% employees are
satisfied with the regularity of games & sports at ACC club while under the 3040 age group; 50% employees are satisfied with this statement. And Under the
40-50 age group; 60.9% employees are satisfied with the regularity of games
& sports at ACC club while under the 50-60 age group; 50% employees are
satisfied with this statement. So, it is clear that the employees under 30-40 &
50-60 age groups are equally less satisfied than the two other age groups. Also
the gap between the level of dissatisfaction is more.
18. Cultural events organized at ACC club.
RESPONSE

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

NO. OF RESPONDENTS (%)

20-30 age
30-40 age
40-50 age
50-60 age
group
group
group
group
2.6
0
2.6
2.3
51.3
35
52.2
45.3
33.3
45
34.8
44.2
12.8
20
10.9
8.1
0
0
0
0
86

I.C.G.

AGE GROUP

Q18. CULTURAL EVENTS ORGANIZED AT ACC CLUB.

50-60 2.3

45.3

40-50 2.6

44.2

52.2

34.8

8.1
10.9

HIGHLY
SATISFIED
SATISFIED
NEUTRAL

30-40

35.0

20-30 2.6

45.0

51.3

0%

20.0
33.3

50%

12.8

DISSATISFIED
HIGHLY
DISSATISFIED

100%

INTERPRETATION: This graph shows that under the 20-30 age group;
12.8% employees are dissatisfied with the cultural events organized at ACC club
while under the 30-40 age group; 20% employees are dissatisfied with this
statement. And Under the 40-50 age group; 10.9% employees are dissatisfied
with the cultural events organized at ACC club while under the 50-60 age
group; 8.1% employees are dissatisfied with this statement.
So, it is clear that the employees under 30-40 age group are much dis- satisfied
than the other age groups.
19. Maintenance of Children Park at ACC club.
RESPONSE

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

NO. OF RESPONDENTS (%)

20-30 age
30-40 age
40-50 age
50-60 age
group
group
group
group
12.8
5
10.9
8.1
46.2
40
50
44.2
38.5
50
37
44.2
2.6
5
2.2
3.5
0
0
0
0
87

I.C.G.

AGE GROUP

Q19. MAINTENANCE OF CHILDREN PARK AT ACC CLUB.

50-60 8.1

44.2

40-50 10.9

44.2

50.0

37.0

3.5

HIGHLY
SATISFIED
SATISFIED

2.2

NEUTRAL
30-40 5.0

40.0

20-30 12.8
0%

46.2
20%

5.0

DISSATISFIED

38.5

2.6

HIGHLY
DISSATISFIED

80%

100%

50.0

40%

60%

INTERPRETATION: This graph shows that under the 20-30 age group;
2.6% employees are dissatisfied with the maintenance of children park at ACC
club while under the 30-40 age group; 5% employees are dissatisfied with this
statement. And Under the 40-50 age group; 2.2% employees are dissatisfied
with the maintenance of children park at ACC club while under the 50-60 age
group; 3.5% employees are dissatisfied with this statement.
So, it is clear that the employees under 30-40 age group are more dissatisfied
than the other age groups.
20. Periodical medical examination is done.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Highly satisfied
Satisfied
Neutral
Dissatisfied

NON-MANAGEMENT
STAFF
9.5
6.7

54.8
16.7
16.7

75.8
10.1
5.4
88

I.C.G.
Highly dissatisfied

100%
80%
60%

Q20. PERIODICAL MEDICAL EXAMINATION IS DONE.

2.4
2.0
5.4
16.7
10.1
HIGHLY
16.7
DISSATISFIED
DISSATISFIED
54.8

40%

75.8

NEUTRAL
SATISFIED

20%
0%

2.4

9.5

HIGHLY
SATISFIED

6.7

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 54.8% employees are satisfied
with the periodical medical examination while 75.8% employees in the nonmanagement staff are satisfied with this statement.
So, it is clear that non management staff is much more satisfied with the
periodical medical examination than the management staff.
21. Medical treatment by staff at ACC Hospital.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Highly satisfied

NON-MANAGEMENT
STAFF
11.9
9.4

Satisfied
Neutral
Dissatisfied
Highly dissatisfied

61.9
19
7.1
0

50.3
16.1
13.4
10.7
89

I.C.G.

Q21. MEDICAL TREATMENT BY STAFF AT ACC HOSPITAL.

0.0
7.1

100%

19.0

80%

10.7
13.4
16.1

HIGHLY
DISSATISFIED
DISSATISFIED

50.3

NEUTRAL

60%
61.9

40%

SATISFIED

20%
0%

11.9

9.4

HIGHLY
SATISFIED

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 61.9% employees are satisfied
with the medical treatment by staff at hospital while 50.3% employees in nonmanagement staff are satisfied with this statement.
So, it is clear that non management staff is more dissatisfied with the medical
treatment by staff at ACC hospital than the management staff.
22. Availability of medicines at ACC Hospital.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

NON-MANAGEMENT
STAFF
7.1
7.4

61.9
16.7
14.3
0

39.6
16.1
20.8
16.1
90

I.C.G.
Q22. AVAILABILITY OF MEDICINES AT ACC HOSPITAL.
0.0
100%

14.3

16.1

80%

16.7

20.8

HIGHLY
DISSATISFIED
DISSATISFIED

16.1

60%

NEUTRAL

61.9

40%

39.6

SATISFIED

20%
7.1

7.4

HIGHLY
SATISFIED

0%
MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 61.9% employees are satisfied
with the availability of medicines at ACC hospital while 39.6% employees in
non-management staff are satisfied with this statement.
So, it is clear that non management staff is very much dissatisfied with the
availability of medicines at ACC hospital than the management staff.
23. Ambulance facility in time.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied

NON-MANAGEMENT
STAFF
31
24.2

40.5
19
9.5
0

55.7
11.4
4.7
4

91

I.C.G.

Q23. AMBULANCE FACILITY IN TIME.

0.0
9.5

100%

19.0

80%
60%

4.0

HIGHLY
DISSATISFIED
DISSATISFIED

4.7
11.4

40.5

55.7

31.0

24.2

NEUTRAL

40%
20%
0%

SATISFIED
HIGHLY
SATISFIED

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 9.5% employees are dissatisfied
with the ambulance facility provided while

4.7% employees in non-

management staff are dissatisfied with this statement.

So, it is clear that management staff is more dissatisfied with the ambulance
facility provided than the non-management staff.
24. First aid given in time.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Highly satisfied

NON-MANAGEMENT
STAFF
21.4
23.5

Satisfied
Neutral
Dissatisfied
Highly dissatisfied

61.9
11.9
2.4
2.4

63.8
6.7
1.3
4.7

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Q24. FIRST AID GIVEN IN TIME.

100%

2.4
2.4
11.9

4.7
1.3
6.7

61.9

63.8

HIGHLY
DISSATISFIED
DISSATISFIED

80%
60%

NEUTRAL

40%
SATISFIED

20%
0%

21.4

23.5

HIGHLY
SATISFIED

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff , 21.4% employees are highly
satisfied with the first aid facility provided and 23.5% employees in nonmanagement staff are highly satisfied with this statement.
So, it is clear that both the management & non-management staff is highly
satisfied with the first aid facility provided.
25. Safety measures are periodically analyzed.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Highly satisfied

NON-MANAGEMENT
STAFF
16.7
30.2

Satisfied
Neutral
Dissatisfied
Highly dissatisfied

59.5
11.9
9.5
2.4

59.7
4.7
4
1.3

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Q25. SAFETY MEASURES ARE PERIODICALLY ANALYZED.

2.4
1.3
HIGHLY
4.0
100%
9.5
DISSATISFIED
4.7
11.9
DISSATISFIED
80%
59.7
NEUTRAL
60%
59.5
SATISFIED
40%
20%
0%

16.7

30.2

HIGHLY
SATISFIED

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff , 16.7% employees are highly
satisfied with the periodical analysis of safety measures while 30.2 % employees
in non-management staff are highly satisfied with this statement.
So, it is clear that non-management staff is highly satisfied with the periodical
analysis of safety measures than the management staff.
26. Training programmes conducted by the company.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Excellent
Good
Fair
Poor
Very poor

NON-MANAGEMENT
STAFF
4.8
6.7

64.3
28.6
2.4
0

59.7
26.2
4.7
2.7

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Q26. TRAINING PROGRAMMES CONDUCTED BY THE

COMPANY.
2.7
2.4
4.7
100%
28.6

80%

26.2
VERY POOR

60%

POOR

64.3

40%

59.7

FAIR
GOOD

20%
0%

6.7

4.8

EXCELLENT

MANAGEMENT
NON
STAFF
MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff , 64.3% employees rated the
training programs conducted by the company as good while 59.7% employees
in non-management staff rated it as good.
So, it is clear that the management staff rated the training programs conducted
by the company much good than the non-management staff. But the difference
is less between both the staff.
27. Overall working conditions inside the workplace.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Excellent
Good
Fair
Poor
Very poor

NON-MANAGEMENT
STAFF
2.4
6.7

40.5
45.2
9.5
2.4

41.6
30.2
14.1
7.4
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Q27. OVERALL WORKING CONDITIONS INSIDE THE
WORKPLACE.
2.4
9.5

100%
80%

45.2

7.4
14.1
30.2

VERY POOR
POOR
FAIR
GOOD
EXCELLENT

60%
40%
40.5

41.6

20%
0%

6.7

2.4
MANAGEMENT
STAFF

NON MANAGEMENT
STAFF

INTERPRETATION:
This graph shows that in the management staff, 9.5% employees rated the
overall working conditions inside the workplace as poor while

14.1%

employees in non-management staff rated it as poor.

So, it is clear that the management staff rated the overall working conditions
inside the workplace less poor than the non-management staff.
28. Banking facilities are satisfactory.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

NON-MANAGEMENT
STAFF
2.4
4.7

40.5
19
31
7.1

51.7
27.5
13.4
2.7

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Q28. BANKING FACILITIES ARE SATISFACTORY.

NON
MANAGEMENT 4.7
STAFF

MANAGEMENT 2.4
STAFF

51.7

27.5

STRONGLY
AGREE
AGREE

13.4 2.7

NEUTRAL
40.5

0%

19.0

31.0

DISAGREE

7.1

STRONGLY
DISAGREE
50%

100%

INTERPRETATION:
This graph shows that in the management staff, 31% employees are disagree that
the banking facilities are satisfactory while 13.4% employees in non-management
staff disagree with this satatement.
So, it is clear that the management staff is more disagree that the banking
facilities are satisfactory than the non-management staff.
29. Transport facilities are comfortable.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

NON-MANAGEMENT
STAFF
4.8
6.7

26.2
35.7
31
2.4

45.6
22.1
22.8
2.7

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Q29. TRANSPORT FACILITIES ARE COMFORTABLE

NON
6.7
MANAGEMENT
STAFF

45.6

22.1

STRONGLY
AGREE
AGREE

22.8 2.7

NEUTRAL
DISAGREE

MANAGEMENT 4.8 26.2

STAFF
0%

20%

35.7

40%

31.0 2.4

60%

STRONGLY
DISAGREE

80% 100%

INTERPRETATION:
This graph shows that in the management staff, 31% employees are disagree that
the transport facilities are comfortable while

22.8% employees in non-

management staff disagree with this satatement.

So, it is clear that the management staff is more disagree that the transport
facilities are comfortable than the non-management staff.
30. Compensation policy given after death or permanent
disablement.
RESPONSE

NO. OF RESPONDENTS (%)

MANAGEMENT STAFF

Excellent

NON-MANAGEMENT
STAFF
11.9
10.1

Good
Fair
Poor
Very poor

40.5
38.1
7.1
2.4

45
22.8
12.1
10.1

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Q30. COMPENSATION POLICY OF THE COMPANY

GIVEN AFTER DEATH OR PERMANENT DISABLEMENT?
2.4
7.1
10.1
100%
VERY POOR
12.1
90%
80%
38.1
POOR
22.8
70%
FAIR
60%
50%
GOOD
40%
45.0
40.5
30%
EXCELLENT
20%
11.9
10.1
10%
0%
MANAGEMENT NON MANAGEMENT
STAFF
STAFF

INTERPRETATION:
This graph shows that in the management staff, 7.1% employees rated the
compensation policy of the company as poor while 12.1% employees in nonmanagement staff rated it as poor.
So, it is clear that the non-management staff rated the compensation policy of
the company more poor than the management staff.

CHAPTER 5

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FINDINGS

Management staff is more satisfied with workplace

environment rather than the colony environment. Due to less facility
at colony and community, management staff is not much satisfied in
comparison to non-management staff.

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I.C.G.
The canteen facilities being provided in ACC are considered to
be satisfied. The cleanliness, sitting arrangements, menu, quantity of
food and above all their rates are very nominal to the employees.

Non management staff is more satisfied with the educational

facilities provided in ACC.

The indoor and outdoor games, cultural events and various

competitions arranged time to time at club help the employees to
maintain a good mental level and creativity. Employees of 20-30 and
40-50 age group are satisfied with the club facilities.

The safety facilities provided in ACC are considered to be well

satisfied. The medical examination and safety measures are
periodically analyzed. Ambulance facility is also given in time.

Management staff is well satisfied with the training programmes

conducted by the company.

The banking services are good and fulfill the basic requirements of
the employees.

The transport facilities provided to the employees are good for the
non-management staff.

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I.C.G.

The compensation policy is found to be good for all the

employees.

The management staff rated the overall working conditions inside

workplace less poor than non-management staff.

The difference between satisfaction level of management and non

management staff is found but its level is low.

SUGGESTIONS

Some of the suggestions, which if accepted and implemented, can

definitely acts as a helping hand to ACC towards the accomplishment of
goal of providing a good quality of work life in a more efficient and
effective manner.
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I.C.G.
These suggestions are:
The security arrangements should be tightened in the colony in order
to avoid thefts and unpleasant offence in the colony. Maintenance
services of quarters should be improved.

The canteen services provided at ACC are satisfied but the quality
of food served is found not much good and also the temperature is
high.
Quality of food should be improved, more variety of food should be
included and more coolers/ fans should be provided at canteen.

More qualified teachers should be appointed in the schools.

The recreational facilities provided at club are sufficient enough to
entertain the employees. But employees of age group 30-40 are
dissatisfied with the library facilities.
There should be more new varieties of magazines and all types of
newspapers available in the library.

Although the medical facilities being provided at ACC are quite

effective but have some drawbacks. The numbers of specialist doctors
are not adequate. Also the doctors are not allowed to visit the house of

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I.C.G.
the patients under any circumstances. Medicines for all types of
diseases are not available.
The doctors should be granted permission for home visit under
emergency conditions such as accidents, heart attacks, and emergency
Labour pains etc. Most of the medicines should be available in the
hospitals.

Non management staff rated the training programs less good

compared to the management staff. That is why; there should be
more efficient training programs for the non-management staff so
that they can generate interest in them and can also provide benefit.

Although the transport facility is good but then also there are some
limitations too. There is the bus facility for the station for only
morning train. So, there should be facility for the other trains also.

CONCLUSION
To Study the satisfaction level of employees for the welfare services at
ACC Limited, Lakheri has been designed mainly to evaluate the system
104

I.C.G.
of welfare activities which includes welfare programmes, welfare
facilities provided
The research was conducted in ACC by taking sample size of 210. The
research tool was questionnaire.
Through the analysis of data the study reveals that the welfare facilities
are really effective and directed towards the objectives. Overall near
about all the employees of ACC give positive responses which confirm
that they are satisfied with the employee welfare services in the
organization.
At the end of my project report I must say that it was a very
knowledgeable experience for me to work on this project and in this
organization. I am sure that the work experience I gained here will help
me throughout my life. Working with this organization gave me my first
hand experiences of Personnel management & its various implications in
the real life situations which one can only see in the corporate world
where you encounter the persons. ACC has a bright future.

105

I.C.G.

BIBLIOGRAPHY
106

I.C.G.

Gupta C.B., Human resource management, 2nd edition, 2006, Sultan

Chand & Sons, New Delhi.
Mamoria C.B. and Gankar S.V., Dynamics of Industrial Relations,
15th edition, 2005, Himalaya Publishing House, Mumbai.
Dessler Gary, Human resource management, 2008, Prentice Hall of
India, New Delhi.
Monappa Arun and Saiyadain Mirza- Personnel management, 2nd
edition, 1979, Tata McGraw- Hill publishing Company Ltd, New
Delhi,
Tripathi- Personnel management and Industrial relations, 12th edition,
1996, Sultan Chand & Sons.
Bhagoliwal Dr. T. N. - Economics of Labour & Industrial Relations,
2008, Sahitya Bhawan Publications.

Monappa Arun- Industrial Relations, 15th edition, 1999, Tata

McGraw- Hill Publishing Company Ltd.

Prakash Ved, Human resource management, 1st edition, 2005, Anmol

Publications Pvt. Ltd.
Davar R.S. , Personnel management & Industrial relations, 10th
edition, 1988, Vikas Publishing House Pvt. Ltd.

Mamoria C.B. & Gankar S.V., Personnel management-Text & cases,

27th edition, 2007, Himalaya Publishing House.
Jyothi P. & Venkatesh D.N., Human resource management, 11th
edition, 2009, Oxford University Press.
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I.C.G.
Narayana P.S. & Rao P.C.K., Personnel management & Industrial
laws, 3rd edition, 2002, Sultan Chand & Sons.
Taylor R.K. & Agrawal N.P., Human resource management, 1st edition,
RBSA Publishers.

WEBLIOGRAPHY
www.google.com
www.askacc.com
www.acclimited.com

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QUESTIONNAIRE FOR ASSESSMENT OF EMPLOYEE WELFARE

INSTRUCTIONS:
1. All your responses gathered will be kept strictly confidential.
2. This information will be used to design your benefits more efficiently.

Gender: ..

Age:

Exp. in A.C.C.-
109

I.C.G.
Please tick at any one option.
HOUSING FACILITIES
Highly
satisfied
1.

Availability of quarters

2.

Maintenance of quarters.

3.

Cleanliness of water

4.

Safety & security in colony

5.

Sufficient supply of water

Satisfied

Neutral

Dissatisfied

Highly
dissatisfied

Suggestions:

CANTEEN FACILITIES
Highly
satisfied
6.

Quality of food served

7.

Rate of food

8.

Cleanliness is maintained

9.

Sitting arrangements are

comfortable

10.

Changing types of menu

11.

Temperature/ventilation

Satisfied

Neutral

Dissatisfied

Highly
dissatisfied

Suggestions

EDUCATION AT D.A.V./A.C.C. SCHOOL

Highly
satisfied
12.

Infrastructure of classes

13.

Co-curricular activities

14.

Quality of Studies

15.

Attention given to students

by teachers

Satisfied

Neutral

Dissatisfied

Highly
dissatisfied

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I.C.G.
Suggestions:

RECREATION FACILITIES AT CLUB

Highly
satisfied
16.

Library facilities

17.

Regularity of Games & Sports

18.

Cultural events organized

19.

Maintenance of Children park

Satisfied

Neutral

Dissatisfied

Highly
dissatisfied

Satisfied

Neutral

Dissatisfied

Highly
dissatisfied

Suggestions:

HEALTH & SAFETY SERVICES

Highly
satisfied
20.

Periodical medical
examination is done

21.

Medical treatment by staff

22.

Availability of medicines

23.

Ambulance facility in time

24.

First aid given in time

25.

Safety measures are

periodically analyzed

Suggestions:

26. How would you rate the training programmes conducted by the company?
Excellent
Good
Fair
Poor
Very poor
27. How are the overall working conditions inside the workplace?
Excellent
Good
Fair
Poor

Very poor

28. Banking facilities provided by the company are satisfactory?

Strongly agree
Agree
Neutral
Disagree

Strongly agree

29. Does the transport facilities available are comfortable?

Strongly agree
Agree
Neutral
Disagree

Strongly agree
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I.C.G.
30. How would you rate the Compensation policy given after death or permanent
disablement?
Excellent
Good
Fair
Poor
Very poor
31. State what else needs to improve on the welfare activities according to your importance?

(Signature)

Thanks for your valuable response

112